U.D voting update!

The Counting of the Mailed in Ballots has been cancelled by The NLRB

On Monday the 19th at 3:00 PM the NLRB cancelled the counting of the mailed in UD ballots for the next day, Tuesday the 21st at 10:00 AM. It was cancelled due to the fact that only 393 ballots (mostly ‘Yes’ votes) were mailed back, 703 employees did not vote. The measure needed 549 votes to pass (50% plus one), half the CAS workforce. Unfortunately, we are still a closed shop as of now; you must pay dues (2.3% of your gross earnings) or get fired. The workers want an open shop! We will try again with a new walk-in election at the Airport!

The Committee of Covenant Screeners will be filing an “Objection to the Election” as soon as possible at the Regional office and also in the main board in Washington D.C. We have asked for a walk in election at the airport before this vote to get a high turnout. In addition, many workers did not get ballots. The harassing methods used by SEIU to intimidate and spread falsehoods are against Federal law. SEIU actions have severely compromised the laboratory conditions for a free, fair, and honest election!


The Good news is SEIU will disappear now for years, will not return phone call or e-mails and will not help you!
All they cared about was your money!

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.)

Where should we begin?

How about right here?

Seiu, the union of concessions, has decided to give themselves a raise and to stick it to the rank and file even more.

Union dues are going up to a whopping 2.3%.

What's that you say?  Their raise is bigger than yours?

It seems that they contributed way too much during the last election and want to get ready for the next round.

That, plus the misappropriation of funds by union officials, has left them a little short.

Not to worry, part timers will pay a flat rate of 20 dollars per paycheck.


So, as you greet passengers with a smile at the checkpoint make sure that you focus only on the bottom line.

Focus on how much this affects you and your family!

How about removing this union once again?

What say you?

Weather Forecast For Tomorrow--Snow Job Heading Our Way!

SEIU will try to convince the workforce that the latest offer presented by CAS is fair and the best that they could do.  They will tell you that they recommend workforce approval.  

 

What they won't tell you is why they think that we cannot get a better deal.  They won't tell you that they want to start collecting dues again ASAP.  They won't tell you that this is a sellout on their part. 

 

Just what have they tried to do that benefits us?  This latest proposal benefits only CAS.

The question that should be asked is, "why have they given up? "  We expect more from this do-nothing-but-take-our-dues union.  Demand that they go back to the bargaining table, and this time really work for us.  Show the workforce what you have not shown us since day one.  SEIU, do the job as it is supposed to be done.  Earn your keep!

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!

Vote No on the LBFO from CAS

Let's address these topics in the order in which they were presented.

The relationship between CAS and the workforce:  The relationship has always been "Us against Them."  Covenant has never shown an ounce of concern about the issues that we have as individuals and as heads of households.  Who does Mike Boles think he is kidding?  If our relationship with CAS is better than those of other companies with CAS, we pity the other companies.

Mike Boles has the gall to state that the combined wage and benefits package far exceeds the TSA minimums.  Our benefits package is way below what our TSA workforce counterparts receive.  We have facts and figures to back up our statement.

If CAS were to lose this contract, the only losers would be CAS!  The workforce would still be here, minus the overpaid excess baggage of upper management.  We don't foresee another private contractor getting this contract.  SFO is the sixth largest airport in the country, and SFO would fit nicely into the TSA empire.  After all, we are TSA trained and certified and have worked closely with the local TSA managers at SFO.  Sounds like a perfect fit to us!

Why would the TSA expose themselves to the same low morale and unmotivated workforce that are inevitable with a private contractor?  As for the issue of our seniority not being recognized, we will  fight that battle also.  It is well worth the risk.


Wages:  It is true that there is a wage freeze for the TSA workforce, and that they have not received a raise in two years.  Even so, it would take us over 8 years at 2.1% to catch up to what they are making now. 

One final thought to leave you with:

The Department of Justice has determined that Covenant is in violation of USERRA.  This issue relates to the current and former members of the military who are part of the workforce.  Covenant has been discriminating against them when it comes to promotions and back pay.  When CAS talks about "Team SFO", they very conveniently have left out our veterans.

http://www.dol.gov/compliance/guide/userra.htm

Summary:  We are not "one" team, and we never have been!

The Dangerous Path of SEIU

 It has come to our attention that this bonehead of a union, SEIU, is gathering signatures from the workforce for a strike authorization.  Well, aside from it being just plain stupid, it is also illegal! 

 We cannot, and should not, even think about going on strike!  Doing so would pit you and everyone that signed that petition on a direct collision course with the TSA.  TSA will have no choice but to fire you. You can and will get fired!

 We here at SecurityFirstSFO do not condone or approve this foolish gamble.  Don't follow the advice of this union who has once again shown that they are unqualified to represent us.

Keep An Eye on the Drive-Thru!

If I were a truthy TV newsman I would always keep things simple.  People understand McDonald's and Burger King.  These can be useful examples that are short and simple for illustrative purposes.

But what if the example is too clumsy?  What if in the current reality we really should be talking about Federal Burger vs. Subsidy Burger?  And what if everywhere Subsidy Burger went, people started thinking about filling their tummies at others' expense?

In February 2008, Missoula Airport wanted an answer to their most important question:

Part of the reason Missoula is entertaining the idea is because of an additional $90,000 expenditure that resulted from the airport's $4.3 million remodeling project, completed last April.
To alleviate congestion at the security screening area, an exit lane was placed farther from the checkpoint and needed a security guard. Staffing that post 16 hours a day tacked on an additional $90,000 expense for the airport.
If a private company took over the Missoula airport's security, the company would pick up that expense, said airport director Cris Jensen. But no one Tuesday could promise that would happen.
from Missoula airport officials put private security plan on hold, by Chelsi Moy
Read more: http://missoulian.com/news/state-and-regional/article_de0ef19f-268f-5e7b-9ae8-bc9003b541f1.html#ixzz1sdJTfOb3

So what was the plan?  Get a large enough subsidy to turn around and subsidize others?  Did they think no one was watching the drive thru window?

It's just plain wrong to blame Pistole or the AFGE for holding up a hold up!

Now these are some eye popping numbers!

Closely held Covenant Aviation Security LLC has been
awarded at least $692 million in contracts since 2002, more than
twice as much as any other private-screening company, according
to a Bloomberg Government review of TSA contracts.

Covenant is based in Winter Springs, Florida, in Rep. John Mica’s
district. The congressman said Covenant’s location hasn’t
influenced his view.

Well, Mr. Mica, just how many employees work at the base office in Winter Springs, Florida? Would that number be just one? Do the initials Gee Bee help?

Just what is our wonderful union up to?

We all know that SEIU is one of the biggest contributors to the Democratic Party. We all know that President Obama needs all the help that he can get, especially now with members of his own Party not happy with him. So, what's a union to do? Why throw money and hope that he gets re-elected, of course!

So, the recent scare tactics, that SEIU is using and management is denying, is their attempt to get more of us to pay a full 1.8% instead of the 1.2% lower rate. According to them we need them more now than ever before. Yeah, right!

Have they done anything noteworthy in the last 8 plus years? They would like us to think that they have.

Don't be deceived by their telling us that the "sky is falling."

It's time that they do something first to show us that they are effectively representing our best interest.

Our wonderful union is at it again!

Last week SEIU met with some members of our workforce for a fishing expedition. The premise was to gather information as to what we thought would best improve the CBA. We think it was an attempt by them to see how many and how much we, as a workforce, knew about our entitlements.

They don't want most of us to know that we should have shift differential. They don't want us to know about the true pay scales that we should be at. They don't want us to know that we should have family medical coverage, not just us plus one, at no cost to us. They don't want us to know how much they have shortchanged us.

Well, SEIU, it is too late! We know more than you want us to know. It is way past the time for a change.

A Little Bit of Explanation Please!

It never ceases to wonder how unwilling management is to explain anything. Their mentality is: do everything we tell you without question, regardless if it makes any sense (remember that for all of you prospective supervisors!).

So there's no wonder the furor that is generated when a scheduling pleb sends out an email stating a company change in policy in regards to scanning in early and scanning out late. Really?! Does management not have any brains? Wait, sorry, I forgot who I was talking about.

According to CBA section 1, article 11 it states:

The Employer shall notify the Union Stewards and the Union at least thirty (30) days prior to implementing any new written policies or procedures affecting employees covered under this Agreement, including changes in the Employee Handbook.

Remember this folks, much of what management attempts to do is merely scare tactics. They bank on your ignorance of your rights, the laws, and the CBA.

Now there does happen to be a good reason for the panic attack from scheduling in regard to the scanning in early and scanning out late issue. Apparently CAS is looking to get rid of the B sheet and going back to the hand scans for payroll. If we all clock in too early there will be discrepancies with authorized or unauthorized overtime. See, now was that so difficult CAS?

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.