Covenant Aviation and the Art of Deception!

Tours of the Checkpoint and Baggage screening locations of Covenant Aviation in SFO are being lead by local TSA. So Covenant, ever wanting to give the appearance of a professional and well-managed company, has decided to put fresh lipstick on this pig!

We were told not to speak to any members of the tour group (in order to keep our trade secrets from getting out). What, if any, trade secrets do we have? How about none!  We follow, or at least should follow, the exact same SOP. 

Which brings us to this question: Why are other airports thinking of opting out of the TSA screening program and considering going to private contractors?  If we all follow the exact same SOP, there should be no difference in wait times or performance! In fact, a private contractor's main objective is to generate a profit at the expense of their employees. Worker morale and motivation deteriorates as more and more is taken away from the employees! These airports should seriously reconsider this course of action. Be careful what you wish for.

BTW.....

you do realize that this gets worse, right?

Add to the 50,000 dollars that was used as an example in the previous post, the 936 dollar raise that was mentioned. Now, multiply 50,936 dollars by 2.3 percent. The union now gets 1,172 dollars in dues money!

50,936 by the agency membership rate of 1.74 percent translates to 886 dollars. Your actual raise for the year is 50 dollars.  But only if you are paying the agency rate fee.

Are you mad as hell yet?

Let's keep this going while we have your attention.

Take the gross income amount from your 2015 W2 and multiply that by 2.3 percent.

The union just loves it when you do overtime. The more you make, the more they make. 

Now tell us once again just how great SEIU is! Can you understand why they don't want to be pushed out as the union that represents the workforce?  They are laughing all the way to the bank!

Which of these is the most probable?

Covenant Aviation Management has decided to announce the new supervisor assignments after the workforce new shift bids have been completed. They certainly don't want any of the workforce following certain supervisors to their new locations. 

Do they really think that that  is a strong possibility?

We think that it is just the opposite! There are certain supervisors that the workforce just doesn't want to work with!

So, what does that tell you about the leadership and motivational qualities of some supervisors? 

Of course Covenant management will never see it that way. Just how could the collective brain trust of our mental midgets promote the wrong people? It's just not possible, right?

SEIU-the union that gave back.....

our parking and shoe allowances and much, much more wants to use the dues money received from the workforce to fund their favorite political candidates in the upcoming elections!
Threatening letters have been sent out to those workforce members who have not been paying dues.  With those letters comes a dues authorization form that they want you to sign and return to them. Failure to become a dues-paying member will result in termination of employment with Covenant Aviation.

So, what is wrong with all of this? SEIU has not told you that you have the option to become a union member at a reduced membership rate of 1.74 percent instead of the full rate of 2.3 percent.  This is a blatant violation of the Beck Rights law. And, if you read the fine print on the full membership form, you acknowledge that your dues payment begins 31 days after you become a Covenant employee. If you have not been paying dues at all and sign this form, you could be liable for payment of back dues.

But, you do have some recourse!
You can file a complaint with the National Labor Relations Board, (NLRB) against SEIU for not offering you the option to become an "agency" fee member.

You can also file a complaint against Covenant Aviation for threatening loss of employment for your failure to become a member of the union.

These complaints fall under the National Labor Relations Act, sections 7 and 8. How far you are willing to go with this is purely up to you!

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?

The answers to your questions!

There are no dual function screeners at SFO.

There are no "Leads" in the baggage community.

We have another question!

The latest report from the Inspector General has determined that too much emphasis is placed on "reducing passenger wait times", rather than providing quality security.  In response to these findings, TSA Administrator Peter Neffenger stated, during a recent visit to San Francisco International Airport, that the main directive of the workforce will shift from efficiency to effectiveness.

Our question is this:  Why has Covenant Management completely disregarded these instructions and persisted in focusing on "security efficiency"?

Over the years, the Covenant Aviation management team has shown us their true colors.

 

They have shown us that they purportedly value integrity, but display none themselves. 

They have shown us their capacity to deny accountability by pointing the finger of blame at someone else, instead of looking inward. 

They have consistently shown us the value they place on profit, regardless of employee satisfaction or quality of product.

They have shown us their lack of appreciation and respect for the workforce that allowed them to extend their contract by a full decade. 

They have shown us their willingness to disregard the complaints of the workforce by turning a blind eye and a deaf ear.

They have shown us their true colors, and it is not a pretty picture. 

We have a question!

Why was the copy of the latest signed CBA, that was sent to the TSA, so heavily redacted?

Just what doesn't CAS want the TSA to know?

We will supply an non-redacted copy to the TSA if we are contacted.

Let's get to the bottom of this subterfuge!

What a surprise....another backroom deal between Covenant Aviation and SEIU.

Covenant and SEIU have joined forces once again to stick it to the employees!

Information that we have received, that was dated 9/17/15, disclosed a cozy and convenient arrangement.  SEIU wants to guarantee that they are the union that will represent the workforce, whether Covenant retains the contract or not. So, what does Covenant get in return? How about the political clout of SEIU?

And why has the union asked for -- and been granted by Covenant -- access to the last four digits of our social security numbers? This information is "personally identifiable information." Is this even legal? What gives Covenant the right to make that decision?

We have submitted this information to the appropriate parties for review.

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!"

U.D voting update!

The Counting of the Mailed in Ballots has been cancelled by The NLRB

On Monday the 19th at 3:00 PM the NLRB cancelled the counting of the mailed in UD ballots for the next day, Tuesday the 21st at 10:00 AM. It was cancelled due to the fact that only 393 ballots (mostly ‘Yes’ votes) were mailed back, 703 employees did not vote. The measure needed 549 votes to pass (50% plus one), half the CAS workforce. Unfortunately, we are still a closed shop as of now; you must pay dues (2.3% of your gross earnings) or get fired. The workers want an open shop! We will try again with a new walk-in election at the Airport!

The Committee of Covenant Screeners will be filing an “Objection to the Election” as soon as possible at the Regional office and also in the main board in Washington D.C. We have asked for a walk in election at the airport before this vote to get a high turnout. In addition, many workers did not get ballots. The harassing methods used by SEIU to intimidate and spread falsehoods are against Federal law. SEIU actions have severely compromised the laboratory conditions for a free, fair, and honest election!


The Good news is SEIU will disappear now for years, will not return phone call or e-mails and will not help you!
All they cared about was your money!

Did you know?....part Two