Monday, July 23, 2012

What They Didn't Tell You!

Several weeks ago, Jeff Pugh brazenly announced that CAS had the cash to give us all raises.  Incoming president Mike Boles stated that he wanted to have this new CBA in place by the beginning of August because: " the hard working men and women at SFO deserve nothing less."

What they didn't tell you was that the money for your raises was coming from the "givebacks" that the company wants to implement.  
Boles wants you to focus on the 2.1% wage increase and nothing else.  He doesn't want you to focus on "double time" pay when you work on a holiday.  He doesn't want you to focus on the 15 minute break per 4 hours of work.  (The employees who work 10 hours lose a 15 minute break!)
 He doesn't want you to focus on the cost to you if you get admitted to a hospital.  The first 1,000 dollars comes out of your pocket, and then you pay 20% of any additional charges up to a maximum of 3,000 dollars a year -- for a single employee, that is.  The maximum is 6,000 dollars for an employee with a family. 

All this comes at the same time that they want you to show " world class customer service."  With the atmosphere that this company has created, can they really expect any employee to smile?

If this offer doesn't show you just how this company really feels about their employees, what will?

This company is stooping to new lows in their effort to increase their "profit" margin!

Sunday, July 15, 2012

The "Plank" Owners' Reward!- Part Two

These offers are so insulting that they cannot go unanswered.

Incoming CAS president, Mike Bolles, has submitted an offer to the bargaining committee that he hopes to have accepted and in place by the beginning of August.  Of course he does!  His hope is to fast track this quickly enough to prevent it from being taken apart.  Well, it's too late!

One of the "insults" is an offer of 21 days PTO and 4 days of accrued sick time.  We know for a fact that the TSA workforce gets 12 hours of PTO and 8 hours of sick time every month.  We also know that Kin Care call outs are based on the number of accrued sick days.  Bolles' plan will result in an excused Kin Care of only two days per year instead of the 6 days that we should have.  ( half of 96 hours per year.)

"Plank Owners" are being asked to accept a total of 200 hours per year instead of 250.9. 

CAS has placed a 50 dollar per year value for a grand total equaling a 500 dollar one time bonus to the Plank Owners.  Each additional year beyond 10 years results in no bonus at all!

So, let's see.  They want Plank Owners to "give" back 50 hours of the PTO that they have waited 10 years for.  This would result in a roughly 1000 dollar hit to each and every one of them.  Oh, but don't worry, they will give you back half of what you are asked to give up so the hit will only be 500 dollars for year 10.  Each and every year after that will result in the full 1000 dollar give back.

The benefit package as a whole is very insulting and it would take too long to list our objections.  Suffice it to say that, "we are not amused."

One more thing before we end this posting.

Is this what Rep. John Mica means when he touts the cost efficiencies and benefits of a private contractor versus the TSA workforce?  Is this what he means when he says that the workforce has more incentive to perform better?  Just how does he formulate these beliefs?  It is all based on lies!

When a company is only focusing on generating as much profit as possible someone has to suffer. 

We will admit that a private contractor does beat the TSA in one aspect, they have really mastered the art of sticking it to their employees!

The Dangerous Path of SEIU

 It has come to our attention that this bonehead of a union, SEIU, is gathering signatures from the workforce for a strike authorization.  Well, aside from it being just plain stupid, it is also illegal! 

 We cannot, and should not, even think about going on strike!  Doing so would pit you and everyone that signed that petition on a direct collision course with the TSA.  TSA will have no choice but to fire you. You can and will get fired!

 We here at SecurityFirstSFO do not condone or approve this foolish gamble.  Don't follow the advice of this union who has once again shown that they are unqualified to represent us.

Friday, July 13, 2012

These Are Your Rights...

according the the National Labor Relations Board.  With or without a union we do have rights under the National Relations Labor Act.

Don't feel that we need a union to make our wants and needs known to the company.

Tuesday, July 10, 2012

The "Plank" Owners' Reward!

On October 27th of this year, CAS will be reaching a 10 year milestone
at SFO.  Those employees who have been here since 2002 are considered
to be senior employees and, as such, "Plank" owners. Under the terms
of the original Collective Bargaining Agreement -- which CAS never
thought they would reach -- once the Plank owners reached 10 years of
service, there would be an automatic increase in the PTO rate of

Incumbent employees are already receiving the higher rate of accrued
PTO, which, from the information that they have provided to us, is
9.65 hours of PTO every pay period.  This translates into 250.9 hours
of PTO/sick time per year.

In a recent proposal made by the company, CAS wanted to change the
maximum allowance to 21 days of PTO plus 4 days of sick time per year,
for a grand total of 200 hours.

Somehow, CAS feels that the Plank owners should give back 50 hours of
the PTO that they have been waiting 10 years to receive.

Isn't it wonderful to be so appreciated?  Let us not forget: " it's
profit before product", and CAS is only in this for the money.

Once again CAS is targeting Plank owners.  Is there anyone out there
that cannot see this?  In the recent past we have seen multiple
Plank-owner firings, which CAS alleges were justified.

What say you?

Monday, July 9, 2012

The answer is: Absolutely Not!

The question:  Should a for-profit, private contractor be responsible for the checkpoint and checked baggage security at SFO?

How has a company, whose main focus is generating a "profit", survived for so long? 

In the almost 10 years that CAS has been at SFO, they have never been able to have a schedule that matches operational needs.  Year after year, they just can't seem to get the hang of it.

Management likes to say that the daily movement of personnel is "flexibility" and a credit to their managerial skills.  We employees see it as just another managerial miscue.  Clearly they are clueless! ( The need for countless hours of overtime is a testimony to their ineptitude! )