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

One full week into our new schedules, we find that it is still "business as usual."

Once again, the scheduling deficiencies of our stellar management team tell a sad tale.

For over ten years, every attempt at crafting a schedule that closely matches flight loads and airline departure timetables has resulted in the same pathetic outcome.

Once again, we are stuck with staffing levels and work assignments that don't match the needs of our stakeholders.

Just how many years does it take to figure this out?

A Bit Of Advice From A Reader

After a cheery start to the day filled with threats and intimidation, I again call for a little self evaluation by Mister Jeff. I've included a decision making chart to help you out.

A boss creates fear - A leader creates confidence
A boss affixes blame - A  leader corrects mistakes
A boss knows all - A leader asks questions
A boss makes work drudgery - A leader makes work interesting
A boss is interested in him or herself - A leader is interested in others

Based on this little chart, you certainly are a boss. However, what we sorely need is a leader!

Just How Has CAS Shown Any Kind Of Recognition..

to the workforce for our contribution?

Several months, ago CAS proposed a 500 dollar bonus to those employees who have been here for ten years or more.  It breaks down to 50 dollars per year, or, as we like to look at it, somewhere around .40 cents per day.  Eye opening and jaw dropping numbers, right? 

Now, the money that they had offered would have come from the reduction in the vacation accrual rate.  In other words, it would have cost them nothing!

Where's their "personal integrity"?  Where's their team spirit?  Appreciate us in a more meaningful way!

A Note To Mr. Jeff

People ask the difference between a leader and a boss. The leader leads and the boss drives.

Theodore Roosevelt

It's possible a little self evaluation is needed.

(This was submitted by one of our readers!)

What ever happened to.....?

The petition that was submitted to management concerning a certain manager that alienated the majority of the CTX workforce? For all their time and effort, Nada!

Management went through the motions and interviewed the usual suspects, but as usual they swept in under the rug. Well, don't give up! The Feds eventually did get the "Teflon Don." So, all you petitioners should stay hopeful.

Why Now?

It's almost 9 full years, so why now?

Management has been conducting meetings with the rank and file and is stressing the importance of having everyone follow their work schedule. The unpredictability of Kincare and FMLA call outs has caused a negative impact on operations.

So, how does CAS management hope to remedy this situation? Their solution is to have our co-workers put pressure on those who have called out to not do it again. Management is concerned for those of us that have to carry the "extra" work load when there are call outs. (They don't want us to work harder than we have been.)

Has management suddenly found a heart and a conscience? You be the judge. What do you think?

Just What Makes CAS Info SSI?

It must be the reminder that our parking fees have to be renewed! Or, is it the listing of birthdays? Could it be the promotional opportunities?

How about the reminder that we have to hand-scan in and out?

We just fail to see how any of this can be SSI.

It appears that our wonderful management team is in a panic mode. Looks like the TSA has CAS looking over their collective shoulders. Doesn't this over reaction just show the quality of our top notch management team ? They certainly are a knowledgeable bunch!

Honesty and Integrity are,,,

only two of the five core competencies, but in our view they the most important. It is laughable how, at one time, we were tested by CAS to see if we knew all five.

How could a company, such as CAS, dare to stress to us the importance of "Honesty and Integrity" when, to them, these are words without meaning. Has anyone seen anything from CAS management that even comes close to hinting that they know the meanings of these words?

Have they ever been honest with us? Have they ever shown us that they have any integrity at all? And, since we are going down this road, let's bring in "Teamwork."

Management has always had a "them versus us" attitude. It's impossible to have "teamwork" when there is no "team."

Promotions!

Congratulations to all those who have been promoted. We are sure that there will be plenty of grumbling about some of the choices. Don't blame the applicants, blame the system for allowing this to happen. After all, who would look a gift horse in the mouth? Take the money and run.

To those of you who have had enough of what you consider to be unfair treatment, we feel for you!

So, we have taken it upon ourselves to at least point you in the right direction in your desire to seek justice. Here is the address of the EEOC District Office. Good luck!

San Francisco District Office

Location:	350 The Embarcadero Suite 500 San Francisco, CA 94105-1260
Phone:	1-800-669-4000
Fax:	415-625-5609
TTY:	1-800-669-6820
Director:	Michael Baldonado
Regional Attorney:	William R. Tamayo
Office Hours:	The San Francisco District Office is open Monday - Friday from 8:00 a.m. - 4:30 p.m. Walk-in services available on Tuesday, Wednesday and Thursday. Please call first to obtain information or schedule an appointment.

The Honeymoon is Over!

When John Pistole was appointed the new TSA Administrator, we here, had a difference of opinion concerning the future direction of the TSA. I, for one, thought that he was the right man for the job and had asked that we give him time.

Initially, the changes that he had suggested seemed to be for the better. Well, he has now proven himself capable of "business as usual." Has there been any real positive changes at the TSA? Can anyone really say that the TSA has improved and has earned the trust of John and Jane Q. Public?

We have seen numerous and embarrassing missteps. We have seen, almost on a daily basis, the lack of moral fiber in a few "bad" apples amongst the TSA workforce. We have seen the constant complaints and the call for change at the TSA from the media. Has the TSA made any attempt to properly deal with these issues? What we have seen is the creation of new departments and the ever increasing staffing levels. To what end?

How much longer....

will CAS delay the announcement of the promotions? At some point they should be running out of excuses. Who can they say is on vacation and are waiting for? (A dose of role reversal is in order.)

Congratulations to those that will be promoted. To those that didn't quite make it; our condolences. If you feel that you have been unjustly treated and discriminated against it behooves you to learn what options are available to you.

This link will give you some guidance if you are considering going this route.

Good luck!

http://www.eeoc.gov/laws/index.cfm

Another Piece Added to the TSA Empire!

One has to look closely at the press release, from the TSA, concerning the investigation and firings that took place at Honolulu International Airport (HNL) to notice a new entity. (You can read about the causes and the outcome by following this link.)

http://www.tsa.gov/press/releases/2011/0610.shtm

Tucked away in this press release from the TSA is an announcement about a "newly established Office of Professional Responsibility."

We are puzzled, what exactly does the Office of Personnel Management do? Should this not be part of their responsibility? Let's just create redundancies and a bigger empire. Let's just make sure that all of those in our bloated staffing pool have something to do.

(By the way, the unions vying for the right to represent the TSA workforce claim that there was too much pressure caused by an unbearable workload. So, that condition cause a security breach that was sanctioned by the FSD at HNL.)

Let's revisit the causes of this petition!

Management should be thinking about the low morale and despair that is prevalent in the workforce. Left unaddressed this situation will only get worse.

Food for thought! Let's suppose that the efforts of Rep. John Mica are successful and let's suppose that airports are allowed to "opt" out. What happens when, and if, CAS gets additional airports?

One has to believe that CAS would send some of us to these new locations to impart the "culture" of CAS. Should that imparted culture be laced with horror stories of low morale and shady back room deals? Isn't it better to have employees who feel that they are appreciated and well treated? Just think of the possibilities!

CAS has waited, and so have we, for this chance to expand. Why waste an opportunity to work with the workforce to improve our relationship? It's never too late! Let's do it.

A journey of 1,000 miles starts with a first step!

Employee Appreciation Day Starts Tomorrow!

What happens when you miss getting the work schedule that you want by one slot? Would you be upset? Of course you would!

With the number of promotions that will be announced "after" the bidding takes place there is the possibility that your seniority number would have been bumped up.

Being bumped up one or two slots would have allowed you to get the schedule that you want for the next six months! Once again management has stuck it to the workforce.

So, when thinking of how the company shows their appreciation to the workforce, think about how you missed getting what you want by one slot.

Oh, we almost forgot! What is our wonderful union doing about this?

Can I Get Some Help Here?!

Suppose you're one of many managers in a small department. There's only so much to do in a day. Suppose you also have a lot of underlings to take care of many of your own duties.

This is the dilemma that presents itself to the training department each and every day. A department that has four managers to manage six trainers. Yes, I know. They theoretically manage the "training" of the work force.

As we reported last summer, Dena Crawford found a solution to this problem. So what do the others do?

Well, when Allen Morse isn't busy failing people for CORRECTLY following the SOP on their PSEs, he's busy working on his church activities.

Omar Capulong moonlights as a realtor, except that moonlighting happens during the day and at work.

When Ryan Yee isn't busy doing, wait, he's never busy! Ok, so when he doesn't have his door opened, he's busy working on his Nerdboy TV website. And if he's really desperate to fill the hours, he makes instructional videos that he hocks on Amazon on how to use a freaking web service!

Now you might suggest that Yee does most or a lot of this at home. As anyone that has worked on projects such as making a video or maintaining a website or podcasts or a very active Twitter account, these things require A LOT of time. These activities are not something you can easily squeeze in between your family time and days off. But hey, maybe there's some reason he keeps his door closed all the time.

As we have stated before, if these high paid individuals have this much free time on their hands at work, then it's time to clean house and become a little less wasting of taxpayers' dollars. Jeff Pugh, if you're reading this, it might be time to put some fear into the heads of those bigwigs in the training department.

Welcome to Our New Director of Strategic Planning

After months and months of searching, the Executive Staff of Covenant Aviation Security at SFO finally found their person. It was difficult to find someone to replace our last Director of Strategic Planning, but they finally succeeded.

Oh silly me! That's right. There never was a "Director of Strategic Planning." Perhaps that's the type of job position that you have to create in order to lure someone back. After all, it's not as though you could terminate one of your untouchable management members. Wait, I guess I shouldn't tell that to Rick Tolentino.

Ok, enough with the teasing. If you don't know already, you're probably wondering just who is this "Director of Strategic Planning." It's none other than...drum roll please.........Jeff Pugh!!! As we have said many times before, the more things change, the more they stay the same.

Pugh is already making his presence known by instituting a new punishment...err..rule to our dignified team members that wear the yellow lanyards. Perhaps the termination...dammit...I meant "resignation" of Tolentino, was another way to make his presence known and put a little fear into the other managers. If that is the case, more power to Pugh. God knows these managers with virtual invincibility, need a little bit of fear put into them.

Since the "Director of Strategic Planning" is a member of the executive staff, I guess that means that Pugh usurps Herr Filbert's authority. Now, if Pugh really wants to make his presence known, he could do a lot worse than getting rid of Filbert, Terence Cunningham, Shelley Burrell (ahh, never mind on that one. We all know that will never happen!), Larry Perkins, Russ Mackey, Gerardo Sanchez, Anthony Nguyen, Ryan Yee, Dena Crawford, Allen Morse, Indra Singh, have I forgotten anyone?

Now that Pugh is back, will he be insistent on DFOs? Speaking of DFOs, how do those schedules look for all of you? It kind of sucks knowing that people at checkpoint with less than two years on the job were able to get Fri, Sat, Sun off. I fully admit it was a mistake for any of you guys to stay DFO. Oh well, live and learn. You could always complain to your union rep. HAHAHAHAHAHA!

It should be interesting to see what changes Pugh will make. The big question is what exactly does that title mean? Will he be doing more of the same thing he was doing, prior to his previous departure, except with a fancier title and presumably higher salary? If that is the case, then that raises the next question as to why would they insist on keeping Herr Filbert around? Only time will tell.

"The Case of the Missing Shoes"

Without an explanation as to why, we have been told that new shoes will not be forthcoming. Have they found a better use for the money? Perhaps a down payment for the work of Rep. John Mica in advance? A little seed money? Is the head of corporate greed rising up again? Or is it to pay for the reappearance of Jeff Pugh? An explanation would be nice. Maybe TSA can supply us with an answer.

The Old is New Again

We have been getting reports of more Jeff Pugh sightings. The word around town is that he is here for the opening of Terminal 2 (BTW, how's that working out for some of you suckers...err..volunteers to help with that transition?). He was also reportedly getting his badge and background check.

What will this all mean for us? Who knows, as Covenant Aviation Security is being mum on the whole issue. Is this a temporary visit? Is he going to regain his position as top dog at SFO...oh wait, he'll have to battle Mindy Pengel for that position! Anyway, keep the reports coming in.

To Be or Not to Be?

Well, that is the pressing question for DFOs right now. Herr Filbert sent out a memo stating that they will be inquiring as to whether or not DFOs would like to go back to single function. Apparently they're looking for a certain number to go one way or the other. But the more pressing question is why the change of heart?

For years it was all you ever heard from Jeff Pugh, our dear leader from the former regime: Dual Function this, dual function that. I swear the guy had dreamt sweet nothings whenever the topic of dual function came about. In fact, Pugh stated that as long as he was working at CAS, there would never be another CTX person hired.

Well, as we know by now, about a year and half after Pugh's forced departure, Filbert has a different opinion. I always theorized that the reason Pugh got such an erection about dual functions was because CAS somehow got TSA to pay more for dual functions. When you look at coverage and bodies, it never made any sense to have that many dual functions. So if that theory was correct, why would they have a change of heart all of a sudden? That's anyone's guess. I have my theories, but we can save that for another time.

So now that they're going to finally follow the SOP and require all baggage certified persons to be OSARP trained there is something that our 9000 Specialists need to be concerned about, and that is being out of a job. Well, they won't terminate you, but the need for your specialized position must certainly be in play.

Once they accomplish the training of all baggage certified persons, there will be approximately 200+ that will be OSARP certified. That is in addition to the 50 or so 9000 specialists SFO currently has. If I were a 9000 specialist, I would be looking for another job (hey, shouldn't we all be doing that anyway?) or see if you can somehow manage with an $8 an hour pay cut. And don't look for the union to protect you either. CAS is well within their rights to eliminate a classification. Also, don't forget that this is the last year of our current CBA and negotiations for the next contract will be starting again sometime this year.

Back to the original question of this post. If you're a DFO and considering going single function you do have to weigh some things. Keep in mind that most of the CTX TSOs are plank owners. So unless you're a plank owner yourself, you will be near the bottom of the seniority of the CTX classification. If you opt to go checkpoint, your seniority will certainly increase over time due to the inevitable attrition at checkpoint. Then again, would you really want to stay checkpoint every day where you're treated like children or stay in the bag room where you're treated as an adult? There is a reason why the churn over rate is so much higher at checkpoint than it is in the bag room.

I can't answer the question for you. In all honesty, you're probably better off not going single function for the time being and see how all of this plays out. If CAS gets to a point where they force you to choose, then you will have to weigh your options.

It's too bad that CAS is putting the DFOs through the same chaos that they put the CTX community in for the last couple of years. Keep your chin up, they're liable to change their minds again in another couple of years.