NBPCborder

Welcome to the Office of Heath and Safety section of the website. Our primary concern is to ensure that you are provided with a safe and secure work environment and to assist when you believe the working conditions are not safe or healthy.

SITES AND GENERAL INFO OF INTEREST (External Links):

Basic Program Elements for Federal Employees

Federal Employee Fact Sheet

NIOSH

CDC

Thanks to Terry Shigg, Local 1613 Sergeant At Arms, for taking the time to write the following article.
 
NOTE: The links at the bottom of the page have been updated to add some additional related sites.The #1 cop killer in the United States is police suicide. A sobering statistic in law enforcement is the fact that an officer is more likely to be a victim of suicide than a homicide. The suicide rate of law enforcement officers is also higher than the general population. The suicide rate is 11.1 per 100,000 for the general population and 18 per 100,000 for law enforcement. Suicide is devastating to families, friends and co-workers.What do you think when you hear a story about one of your own who risks his/her life everyday for this country taking their life? It saddens me and it maddens me! It is something you have a hard time understanding when you hear about it happening; especially, when it happens to one of your own. As an agent and as a mental health professional, it makes me want to do more. I hope this information is useful. If only one suicide is prevented that is a victory.

Welcome current and future Border Patrol managers.  This course is a case study on how to slowly destroy a man and will help you deal with agents who question your poor decisions. By the end of this course, you will know how to bring those agents in line or force them out of a job.  You will also understand that there are some occasional side effects, such as: drop in morale; drop in operational effectiveness; and an occasional death.  Actually, it isn’t too occasional since there have been three in Detroit in just over two years and many more in other Border Patrol sectors. However, do not be concerned, the Border Patrol is still hiring so they are easily replaced. Also, a drop in operational effectiveness is useful in misleading Congress and the public, which makes that next promotion more likely.  As for morale, don’t be concerned. Morale has never been a priority in the Border Patrol and is becoming even less of a priority with our new management philosophy.
 
First you must identify your “problems”.  They are usually the agents with the nerve to ask why they are being told to illegally detain people or why they are required to turn the other way when they see crimes committed away from the immediate border.  They are easy to spot and must be stopped before they pull back the curtain and reveal the façade that is immigration enforcement.  How are managers supposed to convince other agents to go out and pretend to work every day when these problem children are stirring the pot? 
 
Once you identify your targets, you must immediately start to discredit and slight them at every turn.  Find out what pushes their buttons and work it.  Get in his or her face. Better yet, find someone else to do it.  With so many new supervisors and junior agents in the Patrol, this should be easy.  Eager to please and save the country from the terrorists attacking our shores, you will be able to appeal to their patriotism or their desire to promote within the ranks.  Others may assist in hopes of getting out of a location they feel trapped in.  All of these people are useful tools ready to be exploited.
 
Eventually these problems will either get in line or get fed up. Then we can start to drop the hammer on them.  The preferred avenue is to discipline them at every occasion, real or otherwise, for disrespect or conduct unbecoming.  Hell, make something up;, kind of ironic huh, disrespect!  There is nothing better than disciplining someone for something we do not  deserve.  It drives them crazy and it should lead to more confrontation. 
 
It is important to note that this method may lead to you becoming personally invested in destroying these people for both you and your minions.  Please do not worry about this and tell your little helpers not to worry either.  We will do what we can to cover this up and if that is not possible, you always have the little people to blame, which should leave you free and clear.  We take care of our people here.  At least the ones who aren’t identified as problems “wink, wink”!
 
Closing the deal.  Eventually this problem is going to crack.  The agent will begin to hate to come to work. They might start drinking, showing up late, or burning through sick leave. Nobody knows exactly how the agent will react, but we guarantee it will lead to something you can use to make your first case against them.  Follow them around at work.  Sooner or later you will find them eating or sitting in one spot too long or you can always make something up.  If not, then you aren’t trying hard enough and you need to go back to the top of this lesson and repeat. 
 
A prime example of how this system works is the recent successful case of Mr. Dave Wagner. Mr. Wagner was a Union Steward who wore his heart on his sleeve.  Agents like him are the easiest.  This case took some time, but with determination and a healthy dose of help from upper management, no problem is un-fixable.  In this situation, Dave was targeted early.  We started by taking away all of the things he liked to do at the station: we removed him from Peer Support, drove him off of the boat patrol, and pitted him against some of the new agents.  It took some time, but eventually he was set up in a few situations where we could stick some disrespectful conduct to him. 
 
Under this system, it is highly recommended that managers start with trivial counseling statements for things that are typically ignored when committed by anyone else.  It is best to ensure these “counselings” are for things you do on a regular basis for maximum hypocrisy.  Agents hate it because it really makes them feel like a target, which is paramount if you want to get them to cross that line.  Please remember to always work on bringing in additional help from new supervisors and agents.  The more people you find, the more effective you will be in implementing this system.
 
Anyway, Mr. Wagner’s case had an abrupt end.  Not sure what happened because we don’t really acknowledge these cases; they aren’t real people anyway.  You may see some short-lived fallout over these from like-minded agents, but do not worry.  It only helps identify the next problem! 
 
We hope this course helps you with your desire to become an effective Border Patrol manager who recognizes promoting is more important than the mission, core values, and that silly motto, “Honor First”.  Please deposit one soul in the recycle bin on your way to your new office, it is counter productive to the efficiency of the service and could lead to you being identified as the next problem.

 

In a letter to Stuart Harris, Vice President of Local 1929 of the National Border Patrol Council, the Occupational Safety and Health Administration (OSHA) concluded the Border Patrol was in violation of OSHA standards and other program elements.

Based on an inspection conducted on August 24, 2010, OSHA found: 

Border Patrol Agents were working in the Sky Watch Tactical Platforms which have non-functioning controls within the cabin. Controls found to be non functioning included, but not limited to: the Up/Down Joystick, safety buttons and wind speed meter. This condition exposed employees to potential fall and/or Struck-by hazards.

As a result, OSHA issued a Notice of Unsafe and Unhealthful Working Conditions to the Fabens Border Patrol Station . All NBPC local officials should conduct similar inspections of SkyWatch Towers being utilized in their sectors to ensure similar non-functioning controls are not found.

Subcategories

OT Lawsuit

If you are a border patrol agent who is a member of the NBPC union, click here for info to sign up for the overtime lawsuit.

WMlaborlaw

greenline

Know Your Rights

  • Obey Now, Grieve Later +

    "Obey now, grieve later" - an employee should obey a supervisors lawful order and grieve the order later if the employee Read More
  • Hearing Loss Guidance +

    When an injured federal employee files a workers’ compensation claim for hearing loss, it is common to find challenges when Read More
  • DOL Publications +

    If you have any questions about the applicability of the Federal Employee Compensation Act (FECA) and its application in OWCP Read More
  • 1