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.

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?

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. 

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.




 

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?

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?

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.

You have your ballots, now it's time to vote!

 

 

Just to remove any confusion that you might have about what we are voting on, we will give you the particulars.

A "yes" vote will, if passed, rescind SEIU's ability to force you to pay dues to keep your job.

A "no" vote will, if passed, continue to allow SEIU to force you to pay dues in order to keep your job.

We, of course, urge a "yes" vote.

Over the many years that SEIU has represented the workforce, the only accomplishments that they have achieved have resulted in "givebacks."  Small wonder that CAS is so silent right now!  It appears that CAS and the union have agreed upon another back-room deal to further screw the workforce. Don't be surprised when it happens.

Figure out for yourselves how much those givebacks have actually cost you.

No parking allowance, reduced vacation accrual rate and holiday pay, no shoe allowance, and to top it all off we now have a higher medical co-pay!

The choice should be clear and obvious:  vote "yes."

We have been asked to help!

SEIU: The lying liars and the lies they tell!

What's The Truth? Part II

Lie # One: " In an open shop, if less than 50% of the workers are paying dues, Covenant does not have to recognize SEIU anymore"

THAT IS FALSE.  IF THE UNION IS THE CERTIFIED REPRESENTATIVE, EVEN IF 100% OF THE EMPLOYEES STOPPED PAYING, COVENANT WOULD STILL HAVE TO RECOGNIZE AND DEAL WITH THEM.

Lie # TWO: " If we become an open shop, SEIU will leave!"

THAT COULD BE TRUE. SOMETIMES UNIONS "DISCLAIM" REPRESENTATION AND LEAVE WHEN THEY CAN'T FORCE PEOPLE TO PAY. THE NLRB SAYS THEY CAN DO THAT, THOUGH I DOUBT THAT SEIU WOULD EVER WALK AWAY FROM A HIGH PROFILE UNIT LIKE THIS, EVEN IF ONLY A TINY PERCENTAGE OF THE EMPLOYEES PAID DUES.

The two questions above were submitted to a Labor Attorney with 30 years of experience.


LIE # THREE: " We need the money; we do not work for free! "

This is the biggest lie of them all! The Union does not use all  of the dues money, the facts are; Very little stays in the unit ( chapter ) after the San Francisco and the San Mateo Labor Councils take a " Cut of the money," the bulk of it goes to the main international branch of SEIU in Washington, D.C., and they have millions of dollars!

SEIU is a big tent and if the unit needs money they can get it anytime, if they need it. SEIU ( Lying Liars ) will never go broke!

Remember:  SEIU never has and never will represent us the way a union should.

Vote Yes!

Vote yourself a Raise!

Updated info on the upcoming union decertification vote

We have been asked to pass this info along to you.

The NLRB will start mailing the voting packets on July 12th and 13th. These packets will include a self addressed stamped envelope for you to mail in your ballot. You will have two weeks in which to mail in your yes vote.  The ballots will be sent to, and counted by, the NLRB.  The votes will be counted on July 29th.

A yes vote will remove the requirement of having to pay dues to keep your job.

To be clear, this is not a vote to remove SEIU, it is only a vote to remove their ability to force you to pay dues.  Dues can still be paid to SEIU on a voluntary basis if you still want to pay dues.

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?

It's hard to believe..

that 3 years ago today at 1:35 a.m., our first posting -- titled "Enough is Enough" -- marked the beginning of our attempt to keep you all informed about the comings and goings-on of our "Profit At Any Cost" company, Covenant Aviation.  

Our mission then, as it is now, was to keep you as informed as possible.  The constant swirl of rumors that were never affirmed, nor dispelled, by management could not continue.  We hope that the information that we have provided to you has helped to fill in the blanks.  We will continue our self-appointed mission of being your eyes and ears, and promise to pass along as much as possible.

Thanks to all of those who have contributed articles and bits of information to help our efforts.

By the way, we cannot end this posting without commenting on "Survey Monkey."  Covenant is, by their own admission, trying to understand the workforce better.  They are trying to pass the blame for the hostile relationship that exist onto the supervisors. They want to know if there is any favoritism taking place, and if we are being mistreated. There has always been favoritism, and CAS management has been the biggest offender.

The supervisors are not the problem.  CAS management created this monster and, as usual, they will not accept any responsibility. Do they really need a survey to learn something that they should already know? Just where have their collective heads been all these years?  Anyone want to take a guess?

And now, it is time for a bit of good news!

Enough signatures have been collected, submitted, and accepted by the National Labor Relations Board to have the motion -- to rescind SEIU's ability to collect dues from the workforce -- put up for a vote.  

Expect to hear from SEIU on how removing them would be a big mistake. Expect to hear from them that they are our best option.  Expect to hear how only they can fight for our best interest.  We have seen firsthand the results of their sellouts and concessions.

We, the people, have had enough of this do-nothing-but-take-our dues union. Let your voice be heard loud and clear!

Details as to when, how, and where the voting will take place will be posted here as they become available.

Thanks to all of those who have decided to take a stand!

And, as for you, Covenant Aviation:

We sincerely hope that your day of reckoning is fast approaching. We sincerely hope that your days of threats and intimidation will soon come to an end, at least at this airport.

Through the power of the internet, your reputation and style of management will precede you wherever you go.

Your complete and utter disregard for the well being of your employees and their families is well documented.  Your inability to effectively manage and supply a quality product will be your downfall.  Your pursuit of "Profit, at any cost, before Product" is deplorable.

At the very least, you should have been able to supply the stakeholders with what they so richly deserved -- an efficient and professional workforce that is second to none. You should have been able to inspire and motivate the workforce with your leadership and professionalism; sadly, you have not.

Let the chips fall where they may!

Where were they...

When we were bidding for our vacation days off, and the company only offered 10 hours per day?  Where were they when CAS had the bidding start at 0200 hours, with no advanced bidding and without being based on seniority?  Where were they when they should have been there, objecting to those conditions on our behalf?  How could they just stand idly by and allow CAS to only permit one person per day to have a day off?

Now, our do-nothing-but-take-our-dues union has the gall to schedule meetings with the workforce to update us on shop steward training, labor/management meeting outcomes, and their new CBA negotiations plan.

Did the filing of a motion to start the proceedings to have them removed as our union have anything to do with this?  You betcha!

Well, SEIU, it is too late! Nothing that you could say at these meetings will stop what has to be done.  SEIU, your time has come.

It has been filed!

On Monday May 13th, on behalf of those employees who are fed up with our do-nothing-but-take-our dues union, SEIU, a motion was filed with the NLRB to have SEIU de-certified as the union that represents the CAS workforce.

The plan that we have heard being discussed is to have a committee made up of three members of the workforce, both from the checkpoint and baggage communities.  This new committee will form the basis of a new bargaining group that will be responsible for negotiating a new CBA with CAS, or whichever entity assumes control of the TSA SPP contract.

We will keep you posted with any new developments that we are made aware of.

May this be the start of our new beginning.

http://nlrb.gov/rights-we-protect/employee-rights

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?