To what degree will the managerial shortcomings of CAS become obvious his week?

The combination of the BART strike and the staffing shortages should completely overwhelm the capabilities of our stellar management team. One of these two difficulties is beyond our control. The other is self-induced. With staffing levels being what they are, one can only hope that everyone reports for duty.

CAS has found it fit to block out any and all requests for personal time off in order to maximize their profit. How else can they make this style of management work?

Once again it shows a total disregard for the wants and needs of the workforce. Once again it shows that their only motivation is to generate the maximum amount of profit, at the expense of the workforce and their families.

One can infer that this would result in an inferior level of service, which would once again negatively impact the stakeholders. When will the stakeholders get the type of service that they deserve?

Vote "No" On This Lastest Offer From CAS!

This offer is full of take away items and give backs.

The company wants you to focus on the raise that they want to give you.  They want you to focus on the number of sick hours we will receive.  They want you to focus on the fact that they will pay 85% of any hospitalization costs if you are admitted for care.  They want you to focus on your PTO carryover and new accrual table.  It's a classic case of misdirection!

Focus on this instead:

Under this latest plan, you would lose your parking allowance.  Your PTO accrual rate would be lower than it was under the old plan.  Your up-front and out-of-pocket expenses for your medical coverage would skyrocket.  

The raise that they plan to give us would be funded by the givebacks and takeaway items.  Do the math!  Multiply the monthly parking allowance by twelve.  Compare the number of PTO days that we should have to what they are offering, and then multiply that by your hourly wage.  Your co-pay per medical visit would double.  Your hospitalization cost would go from zero to 15% of the total cost, to a maximum of $3,000 per year.  And that is just for someone with no dependents!  That number jumps to $6,000 for someone with a family.  

Now, total up these differences (along with some that we have not listed), and subtract from that total the amount of the raise that they plan to award us.  As you can see, they would be giving us a raise with the money that they are planning to take away from us.  Imagine this:  you take $2000 from me, then later tell me, "You're such a good friend, I'm going to give you $500 as a gift."  Can we see how they don't want us to focus on where the money is coming from?  Is it truly a benefit to us?

Now why would SEIU tell us to vote "yes" on an offer like this?  

Let's see!  CAS declared that negotiations were at an impasse.  An impasse means that we are now an "Open Shop."  An "Open Shop" means that no one has to pay any dues -- which means that the union is working for free.  Yikes! They can't have that!

So, what's a union to do?  How about accepting and endorsing an offer like this to get the dues money flowing again.  Never mind that it is a very bad deal for the employees; they want their dues.

We heard through the rumor mill that the union plans to put this offer up for vote early next week.  Spend some time reviewing for yourself the information that we have just presented. 

We strongly urge a "No" vote on this latest insult!

Your Six Minute Window of Opportunity.....

...will be here before you know it. All those who have enough PTO accumulated will be bidding this Wednesday for a week at a time vacation slot. The onus is on you to find out your time slot and to not be late.

We still think that not allowing any advanced bidding is a bit too much, even though we are accustomed to shabby treatment. This is just another example of the company's version of how to display "Employee Appreciation."

And, as usual, our wonderful union has done what they do best: Nothing!

What's going on?

Bidding for Week-At-a-Time PTO will be starting very soon. The six minute bidding window and no advanced bidding restrictions are a bit too much. Just how many people are we talking about? There are not too many people who will have at least 40 hours of PTO, so why the restrictions?

Is it too much for the company to deal with? Shouldn't a company that touts "Team Work" make it easier for the workforce to apply for PTO? CAS has yet to show us that they value the contribution and dedication of the workforce.

How about showing the workforce some "Employee Appreciation" not just with hot-dogs, chips and soda one day a year. How about making it an everyday occurrence?

What the ?

Week at a time bid? What happened?

No advanced bidding, a six minute time slot, only one 10 1/2 hour allotment per day. Why?

One would think that they don't really want anyone to take any time off? How is what they did fair to those who have enough PTO and want to take time off during the holidays? Employee appreciation? Yeah, right! They are showing us how our needs are irrelevant.

When will they recognize that our time off is important to us? Does anyone think that we are asking too much in asking for fair treatment? Once again they are forcing us to use Kincare or FMLA which would give them very little time to find a staffing replacement.

It is time that they wake up!

The Black Out

Well, it looks as though we're finally going to be able to start using Ascent again for PTO. Starting June 16, 2010 the ACC will begin accepting PTO requests on Ascent. Don't request it too early otherwise you will be denied.

Find this and other important dates on the Upcoming Events page.