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?

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.

As you were bidding for your new work schedule....

did you feel the love? 

Most of us were not able to get the shifts and terminals that we wanted to work at -- blame our stellar management team and our do-nothing-but-take-our-dues union, SEIU!

Yes, the same management team that wants us to deliver "world class customer service" in order to help them keep this contract.  The same management team that took away our parking allowance, shoe allowance, laundry service, reduced our vacation accural rate, increased our out-of-pocket medical costs, and makes it near impossible to get any time off.  Yes, the same management team that doesn't give a moment's thought to the issues that are important to us and to our families.  The same management team that hopes that we all have "short" memories. 

Isn't it ironic that they now need us!  Isn't it ironic that they want us to feel "team" spirit?  Where was that team spirit when they decided to take all these things away from us?

Management's overwhelming concern is how to "generate" a profit at any cost!  Don't be duped into believing that we are now "one" team.  Don't be duped into believing that we will be better off if CAS keeps this contract. 

The actions of management speak louder than words!  To management, we are just a vehicle to earn them more profit than they already have.

May their end be in sight!

Thought For The Day!

Is it possible that our number one problem, rude behavior, is a reflection on our number one

manager?  What do you think, Mr. Jeff?  I think it's a good possibility.

( Reader Contribution)

And while we are at it, is anyone impressed with the managerial skills of our crack upper management team? 

There was a record number of call outs and no shows today.  (We do have family obligations even if you don't think we do.) 

Just 2 weeks from the start of our new shifts,

....what will you do?

In the past, some of our loyal supporters, have used the first day of the start of the new shift as a form of protest. Now, you ask, how do they do that? By calling out to voice their displeasure with a schedule that leaves a lot to be desired.

As always, do what you think is best! If you do happen to call out, we hope that you are smart enough to use Kincare or FMLA. (Sick days count as an occurrence.)

The Upcoming Promotions

According to the information we have received the promotions for the CTX Supervisors and Leads will be announced prior to the effective date of the new shift schedules.

How about announcing them prior to the new shift bid days? Give the people who might have an opportunity for a better schedule(because they moved up a few slots because of the promotions) a better chance.

This is an easy and painless way to show some appreciation for the workforce that has helped make this company what it is today! Show some good will.

Robbing Peter to pay Paul?

This information might explain the severe cost cutting measures that CAS has been following!


"Covenant has assigned all revenue to a third party at both SFO and Sioux Falls. (assignment of claims)

Some firms advertise it as a service to provide cash flow, although in theory it could be a creditor demanding payment.

So now Covenant has to cover the cost of financing, increasing the need to cut corners."

Will they get the new shift bid schedules right?

It's been 8 plus years since our wonderful management team has attempted to get a workable schedule in place. What are the odds that they will finally succeed? How about, "not a snowballs chance in hell." With the blind leading the blind they will no doubt fail again.

Maybe they should admit defeat and realize that it is beyond their capabilities. Now, what is it that they can do right? Does anyone have any thoughts?

Once again, it's all about security!

It seems that CAS management is once again focusing on how much time it takes to check a bag. They need to be reminded that security takes time and that we will not release that bag until we are absolutely sure that all alarms have been resolved. We would think that management would place more importance on security than they currently are.

We will control the things that we can and should.

Staffing levels are the responsibility of our stellar management team and we will not be pressured to compensate for managerial shortcomings.

A Line in the Sand!

There is a petition being circulated highlighting, and bringing to a boil , the unhappiness of the rank and file with a certain manager. This unhealthy relationship has existed far too long and a breaking point has been reached. All of this could have been avoided, and should have been avoided, by just showing some compassion and understanding. No one was ever, to the best of our knowledge, asking for something that was contrary to operational needs. Of course, there are other issues that have not been mentioned, but this issue is the biggest.

What needs to be remembered, it seems, on a daily basis , is that we all have families and scheduling conflicts. Why not work with us as we attempt to balance our work schedules with our family and personal lives? Let's take the high road!

It is very important.....

that, in order for this new shift schedule to be successful, everyone has to remember their new start times and days off. If your old schedule had your RDO's as Thursday, Friday and Saturday your last day off is Friday. Your new RDO schedule starts this Saturday!

So, if your new RDO schedule has you off Sunday, Monday and Tuesday management hopes that you not use Kincare and take this coming Saturday off. Everyone has to do their part to help the brain trust in scheduling far exceed their capabilities.

Show your team spirit!

Will They have it done....

Before the start of the new six month schedule? Of course, we are referring to the Supervisor and Lead promotions. These new positions, ideally, should be announced and in place before May 14th. Just why is CAS so far behind? Can it be poor planning? How about just making a little bit more of an effort in attempting to look like a professional organization.

With all the staffing movement that will take place on the 14th why not strive for consistency? Why not have everyone just move once, at the start of the new schedule, instead of changing Supervisors and Leads afterward? We should be able to get it right after 8 plus years!

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?

Will anyone ever review the bid lines?

Can we have someone, before it is posted, review the bid lines? How many times will they let this person keep making mistakes before they replace him? And, what is this statement saying that they will put footnotes on Ascent instead of making bid line changes to correct their mistakes?

And where is our wonderful union? Shouldn't they be dealing with this ? Exactly what is it that they do for us? Oh, that's right, they are too busy making campaign contributions, attending fundraisers and making backroom deals.

BREAKING NEWS: Shift Bid

Coming out tomorrow on a special CAS Info bulletin is detailed information for the upcoming summer shift bid. CAS will be implementing the summer bid a little over a month earlier for Checkpoint TSOs and LTSOs.

This will only effect the checkpoint TSOs and LTSOs. If you're a checkpoint TSO or LTSO, your summer bid will begin o
n April 9th, instead of the originally planned date of May 14th. The bulletin doesn't specify information on the other classifications.

The important dates are as follows:

March 15: Seniority rosters posted in Ascent.

March 17: EEs on workers comp or HR leave must be returned to duty.

March 18: Final seniority list and bid times posted in Ascent.

March 19: Bid lines will be posted in Ascent.

March 26: Summer shift bid will be conducted in EAC.

April 9: Summer shift bid will go into effect.

So this is good news if you were unhappy about the schedule that you received for this current bid. If not, well you know how management feels about that.