J.C. Tretter
speaker
75 appearances
2 recordings
2 series
first heard Feb 2025
last heard 16 Mar
J.C. Tretter’s voice in public audio — every appearance, attributed to the second.
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recordings per month · last 12 monthsRecordings per month over the last 12 months — 1 in all, peaking in Mar 2026 with 1.
Appearances
Just not part of my job.
I know we lost the collusion grievance in January.
I knew that.
I didn't know of any agreements or what was happening with that because it's not part of my department.
Once it leaked a few weeks ago, I started learning more.
I was on the board call and the EC call when it was explained what had happened over the last six months to the players.
So I know more now, but at that point, I knew nothing.
I wasn't involved in the discussions.
I went to Cornell University and studied industrial labor relations. That's a pretty typical college and major for an NFL prospect, yes? Yeah, it's not the normal pipeline to the pros. And I think leading into my election, it probably helped substantially because there's not many Cornell ILR grads walking around the NFL.
And I was kind of looking for some new projects to do. So I had a ton of time on my hands. And it was like, I'm going to take a stab at this.
Yeah, I was shocked at the response rate. Describe how many players got the survey and how many responded. So we have 2,200 active players and we had 1,300 fill out the survey, which is about 60%. As we saw the numbers start pouring in, it was like, oh man, we have to do something here. It's going to be like report cards.
You had to ask somewhat qualitative, but also quantitative questions to try to figure out how to compare these franchises. Give an example or two. You know, rate your locker room one to five, but then also what would you change about your locker room? What's missing in your locker room?
I mean, I would never have thought to ask, are there rats in your locker room? Are there physical rats in your locker room? And yet that comes out in the survey because there were. In Jacksonville, we should say. Not everywhere. Right. You have to allow the players to fill you in with what's bothering them.
Like there's one team that doesn't have outlets in their lockers where they can't charge their devices. Okay. Who is that? Cincinnati. Okay. The survey was conducted online with guaranteed anonymity. In our business, you're so on razor's edge of being cut and losing your job.
The idea that these owners actually think players can walk into their office and tell them, like, hey, I think you're being cheap and you're not spending enough money on us, and there wouldn't be any retribution— is a little crazy to me.
There are some players that do, and a lot of it's the star quarterbacks who are untouchable or players that have guaranteed money and feel like they're safe and they can go in there and they can try to drive change for their teammates because they're a little more protected than the average player. But that was one of the reasons about making it anonymous.
It was allowing everybody to voice what they've seen without fear of retribution. The survey covered eight categories.
I didn't want a category that I felt could be too tracked to like wins and losses. I really wanted to stick to standard of care. Like, hey, where do you spend most of your time? The locker room, the training room, the weight room, the cafeteria? Like what staff is around you most of the time? The training staff, the strength staff? How do you travel? How do they treat your families?
Like those are the core issues that impact their daily life. And I didn't want it to become like, hey, this is a good coach because we win a bunch of games. That's not telling us anything. There's some coaches that have a leadership council of older players that meet once a week and then acts on those recommendations. And I think that's what a good workplace looks like.
That was something probably 15 years ago in the NFL, there wasn't any of that. It was very much, we're doing this because I'm the coach and I'm the boss and I say we're doing it. And now I think more and more of the younger coaches are coming in, being much more receptive to hearing feedback and acting on that feedback.
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