Poor Management - Anonymous employee Paladin Airport Security Services Inc Employee Review

1- Meaningful opportunities for promotions, such as applying to become an SDM. 3- Your job is protected by the union to some extent. 4- Although modest, the recent union-negotiated wage increase was a positive step to improve our pay.

While some managers are genuinely supportive, concerns remain regarding the management approach of the back-of-the-week Operations Manager (OM) for the International Checkpoint night shift at YVR. His management style has contributed to unnecessary stress, frustration, and reduced confidence in leadership. Communication is often inconsistent, workplace concerns are not always handled effectively, and conflict resolution can depend more on who is involved than on a fair and transparent process. In many cases, issues appear to be left unresolved or receive little meaningful follow-up. A recurring concern is the apparent difference in treatment between Union Representatives and regular union members. Union Representatives often appear to receive greater accommodation, flexibility, and operational support, while regular union members covered by the same collective agreement do not always receive the same level of consideration. This can create perceptions of favoritism and inconsistent application of workplace standards. One of the most concerning aspects of this management style is the perception that employees who fall out of favor with management may become the subject of unsubstantiated allegations. When such allegations appear to lack a clear factual basis, they can create the impression that they are being used to justify adverse treatment rather than address genuine workplace concerns. This perception can damage trust, create unnecessary anxiety, and undermine confidence in the fairness and objectivity of management decisions. Under this back-of-the-week Operations Manager, SOS have on occasions worked extended periods, sometimes four to five hours, before receiving their scheduled breaks. At the same time, Union Representatives often appeared to receive their breaks in a more timely and predictable manner than regular union members. This inconsistency created concerns regarding fairness, equal treatment, and the consistent application of operational practices. In an operational environment requiring sustained concentration and public interaction, prolonged delays can negatively affect wellbeing, morale, and performance. When employees observe significant differences in how breaks are allocated or prioritized, it can also undermine confidence in management fairness, equity, management accountability, and the consistent application of workplace standards. Under this management, criticism often receives greater attention than employee support. Employees should expect professionalism, fairness, respect, and accountability to be applied consistently regardless of who is supervising the shift. A recurring concern is the inconsistent application of standards and expectations across employees. This can reduce trust in leadership and discourage employees from raising concerns or seeking support.

They were given a $6.8 Billion budget from CATSA.

They misrepresented themselves when they won their contract with CATSA. They have mismanaged and underbid themselves for the CATSA security contract in Western Canada. Paladin A.S.S has had arbitration in every province. They are not concerned about airplane safety. This is a dangerous time to fly. When explosive screeners are upset by their contracted company every plane and everyone inside are at a higher risk. They have not been able to handle their contract properly. They are not a company big enough to handle the amount of employees this contract has provided them. They have refused to pay some employees. Others do not get their proper wage and are forced to quit. They do not pay properly. They do not honour workers bargained rights. They can not manage a schedule properly for this many people. They can not manage payroll for this many staff.