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!

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. 

Did you know....

that last year Covenant sued our former president, Gerry Berry, for breach of contract? Usually it is Covenant that gets sued! Will wonders ever cease?

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!

What is the truth? Where does the dues money go? (Submitted by a reader)

SEIU right now compels all Covenant workers to pay Full dues (2.3%) or agency Fee- Becks rights of (1.8%). We are the only airport in the U.S.A. that has to pay to keep this Job! How Insane! This is fundamentally wrong.

SEIU is telling all of us that they need all of our due's money. This is a lie!

The Facts are very little stays in the unit (chapter). The bulk of the money first goes to the San Francisco Labor council under Tim Paulson and then to the San Mateo County Labor council under Shelley Kessler and each take a “CUT” of it and do nothing for us! The rest of the money goes to the main International SEIU in Washington D.C. This helps pay SEIU President Mary Kay Henry a ludicrous salary of $350,000 (Not including benefits, perks, expenses and bonuses) and they also do nothing for us!

A "yes” vote – will release your obligation to pay union dues, and you can Continue to work at Covenant without paying S.E.I.U. The Collective Bargaining agreement will be unchanged except S.E.I.U. and their Shop Stewards will actually have to earn your money.

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The choice is yours; it is time to vote!

Whether you vote yes or no is completely up to you. If you don't vote at all, it will be counted as a "no" vote. A "yes" vote will rescind the practice of forcing payment of union dues to keep your job..If you are undecided as to how to vote, just examine SEIU's past performance. Look at their track record regarding what they have done for, and to, the workforce.

Do you honestly feel that they have worked for what was in the best interest of the workforce?

This union has shown that the "only" thing that they care about is the collection of dues which they have failed to earn.

Have they ever negotiated or submitted an alternative counter offer to anything that Covenant has wanted?

Who can they blame for all the take-backs and give aways that Covenant has asked for and received?

Now they are asking the workforce to tell them what issues are important to us. Shouldn't they know the answer to those questions already? How about everything that that they gave away for starters?

A "yes" vote only removes SEIU's ability to force us to pay dues -- it doesn't relieve them of their responsibility to represent the workforce. Why should we, and why would we, want to pay dues to a union that has done absolutely nothing for us?

Think Long and Hard!

This article refers to SEIU as a powerful union. Where does that power lie, and how do they use it?

Their " power " comes from using union dues to fund reelection campaigns. Their " power " comes from backing politicians who are willing to stick it to the very people whose lives they should be working to improve.  Ask yourself if you want to continue to be victimized just like these union members who were forced to join and pay dues!

There are those of you who, as of yet, remain undecided on which way to vote on our Union De-certification motion. Read the article and then ask yourself, "Is this the type of union that I can trust? Is this the type of union that I want representing my interest?"

Once again their actions and level of greed speak volumes.

It is time to stand up for yourselves and say, "  Enough is Enough! " 



http://www.foxnews.com/us/2014/09/26/michigan-seiu-branch-allowed-to-keep-millions-in-dues-skimmed-from-stealth/#

The Michigan Court of Appeals ruled last week that the SEIU Healthcare Michigan does not have to pay back more than $34 million in dues collected from over 40,000 home health care workers. Many were forced into the union under state requirements that they join because they were taking care of sick family members at home.

( The full article can be read by opening the link.)

Just why is Rep.John Mica so involved?

Just what is in this for him?  Just what information is he being spoon fed that would make him arrive at his stated conclusions?

There are some who might believe that this is an campaign related election year position. Draw your own conclusions based on the facts.

We will state our position once again.  A private contractor with a federal contract puts their desire to generate a profit as their primary objective.  The decision to choose a private contractor over the TSA is  purely political.


Btw...if you were not able to read the article in the Orlando Sentinel just copy and paste the link and insert in the address box on a blank browser page.




 

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!

How and why?

Just how did a company like Covenant Aviation Security, who puts profit-before-product, get a contract renewal? What backroom deals were made to accomplish this?

As a reminder...

 SEIU, has been sending out letters demanding that employees once again start paying dues.  We feel that this is an attempt to persuade and intimidate the workforce into paying dues that are not required.

Has anyone seen a signed copy of the contract?

Has anyone seen a printed CBA handbook?

Information has been passed along to us regarding the status of the motion to disallow the results of the recent de-authorization vote. We have been informed that the National Labor Relations Board will be making a determination some time in October.

In the meantime, don't be intimidated into paying dues that are not legally required!

SEIU, produce a signed copy of the contract and a printed CBA handbook!

A pass along message!

If you received a second letter from SEIU,  use this form letter that was written by a attorney, and send back to the Union and send a copy to Covenant Payroll.


Sept. __, 2013



Secretary-Treasurer

United Service Workers West-SEIU

Northern California HQ

3411 East 12th St., Suite 200

Oakland, CA 94601



Dear Sir:



I am employed by Covenant Aviation Security at SFO, and I am in receipt of your “second notice” dated _______________, 2013. Your notice demands that I sign union membership and dues deduction authorization cards, and pay full membership dues to the union. However, your records should indicate that I am not a member of the union, and that I am already on record as being a Beck objector. If your records do not indicate this, then I will reiterate the following: I have no wish to be a member of the union, and I object to supporting any of the union’s political and nonrepresentational activities, as is my right under the National Labor Relations Act and CWA v. Beck. This objection is permanent and continuing in nature.

I request that you provide me with my procedural rights, including: reduction of my fees to an amount that includes only lawfully chargeable costs; notice of the calculation of that amount, verified by an independent certified public accountant; and notice of the procedure that you have adopted to hold my fees in an interest-bearing escrow account and give me an opportunity to challenge your calculation and have it reviewed by an impartial decision maker. Once you provide me with the appropriate reduced fee amount I will meet all lawful financial core requirements.



Sincerely,



______________________

Signature



_____________________

Name



_____________________

Address



Cc: Covenant Aviation Security HR/Payroll

We have been asked to post this bit of information

To all who received a letter from SEIU demanding that you start paying dues.

 Mr. Stephen Burke has filed a charge against the Union regarding a withholding of dues due to a lack of a contract. A "Hiatus" period was in effect since the beginning of 2012 which resulted in the temporary removal of our requirement to pay dues. A letter requesting  that the payroll department not take any dues from our paychecks was submitted. This letter also stated that if and when a new contract became effective that we would only resume our membership at a reduced payment rate according to the 'Beck" clause. That "Beck" membership rate would be at a reduced rate of  (1.8% ) not the full amount of 2.3%.

Do not send back the two cards to the Union. The National Labor Relations Board is now conducting an investigation and we feel very confident that the previous ballot results will be tossed out. We are requesting that a new vote take place on-site, not as a mail in ballot.

We will pass along any information as it becomes available to us.

Once again, has anyone seen a signed copy of the new contract?

What do we have?

The TSA has something called, "Workforce Engagement." Its stated purpose is to, "ensure that all employees at all levels are informed, inspired and supported so they can effectively contribute their expertise and enthusiasm to the success and performance of the TSA."  Do we have anything like that at Covenant?  Absolutely not!

What we do have is a management team that does everything it can to keep us uninformed. What we do have is a management team that does nothing to keep us inspired and motivated. This management team has shown its utter contempt for the workforce by sticking it to us as often, and as hard, as they can. 

We have all had a recent sampling of the value that Covenant places on the contributions of the workforce. We have just received a quarterly bonus of 100 dollars which, after taxes, nets out somewhere around 60 dollars.  Or, as we like to look at it, less than a net total of a dollar a day.

This profit-before-product company takes away several thousand of dollars in givebacks and take-away and in return they proudly announce this embarrassing quarterly bonus!  Does any employee not see how little they think of us?

Once again, we are stating, for the record, that there is absolutely and undeniably no cost advantage between a for profit-at-any-cost_private contractor and the TSA.  The budget would be the same, the only difference is that a for profit company, such as Covenant Aviation, is purely motivated by greed versus the TSA which is totally focused on providing the highest level of security possible.

We hope that Covenant is seen for what they are and that their days at SFO will soon come to an end.

SEIU is at it once again!

In their haste to re-establish their undeserved flow of cash in the form of dues, SEIU conveniently overlooked that they are suppose to inform the workforce that we do, in fact, have an option.

SEIU wants to collect dues at a full membership rate, when the employees have the option of paying an agency-only reduced rate. Gee, we wonder how they could have overlooked making that information available?  Go figure! Has anyone actually seen the new collective bargaining agreement?

BTW....a motion has been filed to have the recent vote-by-mail ballots tossed out.  A workforce this size should have had a walk-in ballot.  You will be made aware of any news concerning this issue as it becomes available to us.

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.