CBS reports - FAMS Management

I seem to remember being raked over the coals for not being down with the Air Marshalls program.

Oh wait- I meant to say "You believed the Media??? :rolleyes: "
 
For what its worth, the training video that the media portrays as what the FAMs do predates 9/11.

I don't have to believe the media, I got friends on the inside:D, and I've been the subject of some of the crap that's going on.

Here is a statement from the Federal Law Enforcement Officers Association

FLEOA FAMS Members,

The recent media blitz regarding FAMs and their treatment in certain field offices is news to some, but old news to many who have been fighting this kind of behavior by FAMS Management for the past 6-8 years.
It seems that once we, FLEOA, become confident that FAM Service has actually instilled programs that will be beneficial to FAMs; local management disregards these programs and treats their employees even worse.
FLEOA and the FLEOA FAMs Executive Board have a productive and very good relationship with Director Bray and Deputy Director Novak. Issues are usually resolved and changes implemented.
That being said, certain field offices, and specifically certain SAC’s, ASACs and ATSACS, disregard these policies and actively discriminate, retaliate and generally make certain FAMs their pet projects and do their best to make these FAMs lives a living hell.
The time for talk and diplomacy is over. We need immediate action from FAMS Management to place all managers even loosely associated with this on administrative leave – IMMEDIATELY! These members of management who disgrace the very badge that they carry should be treated the same way that most FAMs who make minor transgressions are treated, harshly and heavy handed.
Anything less than this response is not acceptable. If a member of management is discriminating based on race, color, creed, religion, political affiliation, veteran status, etc. they should be fired. If a member of management is manipulating schedules and utilizing disparate treatment against less “favored” employees, they should be fired. If a manager feels that he/she is above the greater good of the FAM Service and brings disgrace upon it due to their abhorrent behavior, they should be fired.
Although this behavior isn’t the norm throughout the FAM Service, the fact that it exists at about 20% of the field offices is obviously egregious. FAMs are being treated unfairly and they and their families suffer for it. Good men and women are being driven away, denied any opportunity to promote fairly and generally disgusted by managers who seem to do whatever they want without repercussion.
An oversight committee needs to be formed and staffed by objective FAMs who can visit field offices and conduct interviews to honestly determine the problems and immediately instill changes. Employees who have been discriminated and/or retaliated against need to be made whole.
Although not always the easiest choice, doing the right thing by these employees and rightfully dismissing the offending members of management is the sign of a strong leader. As in the corporate world, if you do not follow the CEO’s “guidelines”, you don’t last long. If you discriminate, you definitely don’t last long. If you blatantly retaliate and threaten, you can face criminal charges.
In the end, the problem needs to be fixed and fixed now. The days of waiting are well behind us.
 
I'm not usually a Union guy, but that would seem to be exactly the sort of thing unions should intervene in.
 
Its designated a National Security agency and by law can't organize. That's why the guys try to use the whistleblower laws to out some of the managers, but it doesn't always workout that well.

Until we get a new group of politicians in DC that the USSS don't have pictures of... it'll keep happening:D:sarcasm: (maybe)
 
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