So, who is getting the shaft once again?

A reader submitted these numbers as an example:

Certain members of the workforce received a 45 cents per hour increase in salary for 2016.  Now, multiply that 45 cents per hour raise by 2080 hours worked during the year. That translates into a increase of 936 dollars per year.

Now, for the sake of argument, let us use an annual average salary of 50,000 dollars a year. Multiply that 50,000 dollars by the full membership dues rate of 2.3 percent. That results in the union collecting a dollar amount of 1,150 dollars a year. If you use the same annual salary number multiplied by the agency dues rate of 1.74 percent, the dollar amount paid in dues is now 870 dollars per year. Are you getting the picture yet?

Now on top of that, multiply the annual rate of inflation as of the end of February 2016, which was 1.02 percent.  That results in a loss of buying power of 510 dollars a year. Are you feeling the love?

Folks, no matter how you slice it we are all getting the shaft big time!

The only ones who are coming out ahead are SEIU and Covenant Aviation.  Where's the integrity here to do the right thing?

The mission of Covenant Aviation is to make as much money as possible at the expense of the workforce!
Once again, should a for-profit company, whose main objective is to make as much money as possible, be responsible for providing "world class customer service and safety"?

Covenant Employees: Did you get a Christmas bonus this year?

Of course not!

Your Christmas "bonus" came from passing your PSE test on your first attempt.  If you didn't pass on your first attempt you received a big fat zero for your "bonus."

The true colors of Covenant Aviation, LLC. are shining as brightly as ever.  And yet they want a truly motivated workforce.  Employees are following the lead of management: Money is the best motivator of all!

Covenant Aviation, LLC. is CLEARLY....

 ...unhappy with the number of call outs on Christmas day. Just what type of employees do they think that they  deserve?  They have never displayed any type of appreciation nor respect towards the workforce -- the same workforce that has enabled them to extend a three year contract into one that has just entered its fourteenth year.

Their thinking is, "if we don't open up the vacation time off schedule, everyone will have to be here."  This is just another example of the incompetence of the management team. 

Isn't it better to know well enough in advance so they can prepare for it? Employees will take time off regardless, so why not plan ahead?

But what do we know?

MORE OF THE SAME!

Upper management wants to gather employees twice a month, from each section of the screener workforce (checked baggage and checkpoint), to come up with suggestions on how to create a "positive workplace environment."

Do they really need the workforce to tell them what they should already know? They know exactly what has caused the discontent throughout the workforce!  Just who are they trying to kid?

Previous "sessions" with management produced zero results. They wrote suggestions down and pretended that they actually cared enough to make changes. Can anyone point out any positive changes that have been implemented? The only changes that have taken place have been negative. Staffing levels are so low that we can not take our breaks and we are delayed being released at the end of our work shifts. Management wants more production from fewer workers.

So, what is behind this insincere attempt to improve worker morale? If you don't know by now we will tell you...it's more profit for them!

Will Covenant retain this contract to provide an inferior product to the stakeholders? Will a new company assume responsibilities at SFO?

We can and will increase performance for a company that cares and treats their employees with respect and appreciation.Covenant should be seen for what they truly are. They are a company that has always put "Profit before Product."

Just why is Covenant Aviation Security LLC so confident?

Upper management has recently stated that "the contract for SFO is ours to lose."  How did they reach that conclusion?  Did they make another backroom deal?

What they refuse to acknowledge is just how tenuous the positions of upper management are.

Should another company assume control of security at SFO, they would inherit an experienced workforce that has done fairly well under the Covenant management team. Upper management would be replaced with a leadership team from the acquiring company.

Just imagine what the workforce could accomplish with a management team that actually cared about their employees! Just imagine what it would be like to work for a company that puts product before profit.

Remember, "it's performance versus potential."  Can and will the workforce improve their attitude and professionalism under new leadership? 

Fear not the future; things have a way of working out!

Are you enjoying your quarterly bonus?

Covenant Aviation, the profit before product company, announced last week that our quarterly bonus would be in our paychecks dated 5/29/15.

For screeners, that amounts to 83 cents per day; for supervisors it amounts to $1.66 per day.  Just how much did our stellar management team get?

Are you feeling appreciated? Are you motivated to provide "world class customer service"?  Or are you following the lead of our management team and are only in it for the money?

Once again, we will state the obvious:  "The quality of the only product that you have to offer is determined solely by the example set in place by management!"

Our Take on the Town Hall Mettings!

It is obvious that the current level of effort put forth by the workforce is not quite what Covenant wishes it to be. They want us to smile and be more tolerant.

Management is just in denial and refuses to admit that the workforce has responded in a way that doesn't give Covenant what it wants. Jeff:  it comes down to "Production versus Potential." A workforce that is appreciated and respected for their contributions is more motivated to put forth a better effort!


Jeff Pugh has reportedly stated that we can have a raise or we can have our parking back, but we can't have both! For a company that is trying to get the workforce to be more courteous and customer friendly that approach just will not do. We find this to be an extremely arrogant and rigid position.

Once again, the quality of the only product that Covenant is able to provide can only be raised to a higher level by management improving morale.  Stop the threats and intimidation!

Really, Uncle Mike?

Uncle Mike just doesn't seem to grasp the gravity of the situation between the workforce and management. Doesn't the evidence speak for itself?  Why is he failing to acknowledge that his style of management just doesn't work?

Does he honestly think that the steps that management has taken will inspire the workforce to increase performance? Just what motivation does he think will be created by withholding the 3rd quarter "Courtesy and Helpfulness" bonus? Quite the contrary!  This step has only inflamed the workforce. It didn't work before, why would you expect it to work now?  

Covenant Aviation Security placing 26th out of 30 in Courtesy and Helpfulness should be a wake up call.  Let's just continue along the same path and see where it leads.  Let's just continue to stick it to the workforce as usual!

Uncle Mike, why don't you try something that might work? How about showing some respect and appreciation? How about treating the workforce in a way that acknowledges the reason that CAS has lasted over 11 years? Do you still think that all the backroom deals and cozy relationships will save this contract?  You even acknowledge this point in your own "Internal Company Confidential" letter, dated November 26, 2013.  To quote: "our expectation is that our TSA contract will run through July 31st, 2015."  The key words here are "our expectation" -- in other words, there is no guarantee!

Uncle Mike, you are right about one thing:  that the expectations of the stakeholders remain as high as ever.  Just what is your plan to create an atmosphere that will produce a service that meets these goals?

The workforce will once again follow the examples displayed by management.  Start showing that you value the contributions made by the workforce!

Are you as stunned as we are?

In a letter from JLP, he attempts to address the rumors that he was made aware of through Facebook.

According to Mr. J.Pee, the likelihood of a TSA takeover of the screening operations at SFO will never happen. According to Mr. J.Pee, CAS does the best job of performing screening operations at a CAT X airport.  Perhaps he should share that information with Uncle Mike.

Yes, the same Uncle Mike who has decided to loosen the purse strings and dole out a $100 quarterly bonus to all of us.

Let's see, that breaks down to a dollar and a penny per day.  Gee, Uncle Mike, are you for real?  Is that how little you think of the contributions made by the workforce?  Is that how little you think of our performance, which has allowed you to keep your job with your lofty salary?  Isn't it nice to have a management team that recognizes the true value of the workforce?

Once again, this "profit-before-product" company known as CAS has shown that the only things that they really appreciate are the almighty dollars that line their collective pockets, courtesy of the workforce.




Now, why is it that they deserve to have this contract any longer?

The votes have been counted!

The votes have been counted, and the totals are: 498 "yes" votes to 121 "no" votes. Too many of us did not vote, and the measure missed passing by 72 votes.

We will be filing an "objection to the election" as soon as possible.  The illegal and harassing methods used by SEIU to intimidate and spread falsehoods was completely against all rules.

And so it starts!

On Monday the counting of the ballots will begin at 1 p.m, and we hope that you let your voice be heard. Thanks to all those who have helped to make all of this possible.  We will post the results of the voting as soon as they are made available to us.

The rumor mill has been abuzz this past week with talk of a major announcement from the TSA which was expected to be released on Friday, July 26th, but was put off until this week. Let's cross our fingers that this announcement is just what the doctor ordered and is not a continuation of "business-as-usual" with the "profit-before-product" Covenant Aviation at the helm.

Good luck to us all, and thanks again for supplying the information needed in order to keep this blog-site your source of timely news.

Is this not a form of slave labor?

How can it be legal for Covenant Aviation to severely restrict the ability of the members of the workforce to take a day off?  Just how does this company -- who, in some circles, is known to be a company that puts profit-before-product -- get away with this?  

The workforce can bid to take a full week off for a vacation, but just try to bid for one day off!  This inept company keeps staffing levels so low that they cannot afford to have employees take just one day off.  Why is this such an issue?  Do they not have sufficient managerial skill to balance the staffing levels, and adjust for employees' requests for time off?  We have already seen the level of incompetence demonstrated by this stellar management team! 

If an employee is regularly scheduled two sequential days off, it is common to request time off for the subsequent two days when planning a vacation or time with family -- this allows the employee to have four days off, while only using two vacation days.  But Covenant Aviation makes this process nearly impossible and continues to stick it to their employees non-stop.

We have been told by members of the workforce that requests to have a single day off, made to their respective managers, have gone unanswered. These unanswered requests are a standard practice of upper management. Just when will this unfair treatment end?  We hope real soon, with a not-so-fond farewell to this "profit-before-product" company known as Covenant Aviation LLC.

You have your ballots, now it's time to vote!

 

 

Just to remove any confusion that you might have about what we are voting on, we will give you the particulars.

A "yes" vote will, if passed, rescind SEIU's ability to force you to pay dues to keep your job.

A "no" vote will, if passed, continue to allow SEIU to force you to pay dues in order to keep your job.

We, of course, urge a "yes" vote.

Over the many years that SEIU has represented the workforce, the only accomplishments that they have achieved have resulted in "givebacks."  Small wonder that CAS is so silent right now!  It appears that CAS and the union have agreed upon another back-room deal to further screw the workforce. Don't be surprised when it happens.

Figure out for yourselves how much those givebacks have actually cost you.

No parking allowance, reduced vacation accrual rate and holiday pay, no shoe allowance, and to top it all off we now have a higher medical co-pay!

The choice should be clear and obvious:  vote "yes."

We have been asked to help!

SEIU: The lying liars and the lies they tell!

What's The Truth? Part II

Lie # One: " In an open shop, if less than 50% of the workers are paying dues, Covenant does not have to recognize SEIU anymore"

THAT IS FALSE.  IF THE UNION IS THE CERTIFIED REPRESENTATIVE, EVEN IF 100% OF THE EMPLOYEES STOPPED PAYING, COVENANT WOULD STILL HAVE TO RECOGNIZE AND DEAL WITH THEM.

Lie # TWO: " If we become an open shop, SEIU will leave!"

THAT COULD BE TRUE. SOMETIMES UNIONS "DISCLAIM" REPRESENTATION AND LEAVE WHEN THEY CAN'T FORCE PEOPLE TO PAY. THE NLRB SAYS THEY CAN DO THAT, THOUGH I DOUBT THAT SEIU WOULD EVER WALK AWAY FROM A HIGH PROFILE UNIT LIKE THIS, EVEN IF ONLY A TINY PERCENTAGE OF THE EMPLOYEES PAID DUES.

The two questions above were submitted to a Labor Attorney with 30 years of experience.


LIE # THREE: " We need the money; we do not work for free! "

This is the biggest lie of them all! The Union does not use all  of the dues money, the facts are; Very little stays in the unit ( chapter ) after the San Francisco and the San Mateo Labor Councils take a " Cut of the money," the bulk of it goes to the main international branch of SEIU in Washington, D.C., and they have millions of dollars!

SEIU is a big tent and if the unit needs money they can get it anytime, if they need it. SEIU ( Lying Liars ) will never go broke!

Remember:  SEIU never has and never will represent us the way a union should.

Vote Yes!

Vote yourself a Raise!

It's hard to believe..

that 3 years ago today at 1:35 a.m., our first posting -- titled "Enough is Enough" -- marked the beginning of our attempt to keep you all informed about the comings and goings-on of our "Profit At Any Cost" company, Covenant Aviation.  

Our mission then, as it is now, was to keep you as informed as possible.  The constant swirl of rumors that were never affirmed, nor dispelled, by management could not continue.  We hope that the information that we have provided to you has helped to fill in the blanks.  We will continue our self-appointed mission of being your eyes and ears, and promise to pass along as much as possible.

Thanks to all of those who have contributed articles and bits of information to help our efforts.

By the way, we cannot end this posting without commenting on "Survey Monkey."  Covenant is, by their own admission, trying to understand the workforce better.  They are trying to pass the blame for the hostile relationship that exist onto the supervisors. They want to know if there is any favoritism taking place, and if we are being mistreated. There has always been favoritism, and CAS management has been the biggest offender.

The supervisors are not the problem.  CAS management created this monster and, as usual, they will not accept any responsibility. Do they really need a survey to learn something that they should already know? Just where have their collective heads been all these years?  Anyone want to take a guess?

And now, it is time for a bit of good news!

Enough signatures have been collected, submitted, and accepted by the National Labor Relations Board to have the motion -- to rescind SEIU's ability to collect dues from the workforce -- put up for a vote.  

Expect to hear from SEIU on how removing them would be a big mistake. Expect to hear from them that they are our best option.  Expect to hear how only they can fight for our best interest.  We have seen firsthand the results of their sellouts and concessions.

We, the people, have had enough of this do-nothing-but-take-our dues union. Let your voice be heard loud and clear!

Details as to when, how, and where the voting will take place will be posted here as they become available.

Thanks to all of those who have decided to take a stand!

It has been filed!

On Monday May 13th, on behalf of those employees who are fed up with our do-nothing-but-take-our dues union, SEIU, a motion was filed with the NLRB to have SEIU de-certified as the union that represents the CAS workforce.

The plan that we have heard being discussed is to have a committee made up of three members of the workforce, both from the checkpoint and baggage communities.  This new committee will form the basis of a new bargaining group that will be responsible for negotiating a new CBA with CAS, or whichever entity assumes control of the TSA SPP contract.

We will keep you posted with any new developments that we are made aware of.

May this be the start of our new beginning.

http://nlrb.gov/rights-we-protect/employee-rights

So, who should be awarded the contract at SFO?

Should it be the company that submits the lowest bid?  Should it be a company that is well known?  Just what should this decision be based upon?

How about this?  How about awarding this contract to a company that will not put "profit before product "!  How about awarding this contract to a company that has a proven track record and a thorough understanding of what security is all about?

How about awarding this contract to a company that will respect and appreciate the contributions of the workforce?

How about a company that can motivate and inspire the workforce with their leadership skills and professional example?

We want a company that will respect and listen to our concerns and respond to them in a positive way.

CAS found out the hard way that threats and intimidation will not work.  The working relationship that CAS has with the workforce is deplorable.  CAS has had over ten years to get it right, and they have failed to do so.

CAS should not be allowed to have an opportunity to once again put profit before product.  They should not be allowed to further damage the remnants of the morale and team spirit that once existed at SFO.

Could it be that the TSA is the best option for SFO?

As you were bidding for your new work schedule....

did you feel the love? 

Most of us were not able to get the shifts and terminals that we wanted to work at -- blame our stellar management team and our do-nothing-but-take-our-dues union, SEIU!

Yes, the same management team that wants us to deliver "world class customer service" in order to help them keep this contract.  The same management team that took away our parking allowance, shoe allowance, laundry service, reduced our vacation accural rate, increased our out-of-pocket medical costs, and makes it near impossible to get any time off.  Yes, the same management team that doesn't give a moment's thought to the issues that are important to us and to our families.  The same management team that hopes that we all have "short" memories. 

Isn't it ironic that they now need us!  Isn't it ironic that they want us to feel "team" spirit?  Where was that team spirit when they decided to take all these things away from us?

Management's overwhelming concern is how to "generate" a profit at any cost!  Don't be duped into believing that we are now "one" team.  Don't be duped into believing that we will be better off if CAS keeps this contract. 

The actions of management speak louder than words!  To management, we are just a vehicle to earn them more profit than they already have.

May their end be in sight!

Are You Wondering Like We Are About.....

why February was a record month for promotions?  Are you wondering like we are about when the slots for these were created?  What are the real motives behind all of these promotions?

Did these promotional slots just appear out of nowhere?  Has the need for these promotions been there since last year, and have they been left vacant?

Let's see if we can make some sense out of all this.

What better way to diminish the impact of workforce hostility toward management than to have more than a few promotions?  What better way to attempt to change the focal point away from the give backs and take a ways?  What better way to, at the same time, have more overseers and policy enforcers?  What better way to identify and correct the conditions that prevent "world class customer service"?  What better way to soften the blow of the SEIU union dues increase to 2.3%?

This is a classic case of misdirection.  Let's throw the workforce a few bones! Let's try to increase our very slim chance of keeping this gravy train contract!

Let's show the workforce that we are not all bad.  Let's show them more than we have shown them before!

Well, Stormin Mike, it will not work.  There are still too many members of the workforce who are feeling real pain.  There are still too many members of the workforce who are trying to make ends meet.  There are still too many members of the workforce who have seen their monthly expenses skyrocket. And, most importantly, there are still too many members of the workforce who will not fall for this deception!

The biggest slap in the face, and we do mean the biggest, is that all of these promotions are being funded by our give backs and take a ways!

These promotions are being financed by the workforce, and not by CAS.  Covenant is hoping that we do not connect the dots and follow the money trail.  CAS does not want the workforce to see how these steps mainly benefit management and their pursuit of "Profit before Product."

The first step for a better tomorrow starts with getting SEIU removed.  How are we doing with that?  When do we sign on the dotted line?