Recent events in Tamaulipas, Mexico, specifically in and around the city of Reynosa, pose a special risk to U.S. Border Patrol agents working in the region.

The Reynosa faction of the Mexican Gulf Cartel recently lost its leader and the group is engaging in open warfare with Mexican authorities and possibly with rival factions or other transnational criminal groups. Open source reports indicate gunbattles and use of grenades and other explosives in the fighting.

June 9, 2017


Yesterday, the Union advised employees of eight confirmed cases of cancer among agents who have been assigned to perform Backscatter/VACIS duties in the El Paso Sector. After seeing NBPC’s advisory, a former Border Patrol employee also assigned to perform Backscatter duties advised us that he is afflicted with another type of cancer, Myxoid Liposarcoma. None of the aforementioned employees were genetically predisposed to their respective diagnoses. The eight confirmed cases we are aware of currently only consist of male employees, four of which reside in El Paso County and 4 of which reside in Dona Ana County. In 2014, El Paso County, Texas reported a thyroid cancer incidence rate for males at 7.6 persons diagnosed with the disease for every 100,000 people. In 2014, Dona Ana County, New Mexico reported a thyroid cancer incidence rate for males at 6.0 persons diagnosed with the disease for every 100,000 people.

NBPC urges Border Patrol agents who have been assigned to perform those duties to seek guidance from their personal physician. Employees should provide the physician with this advisory, a summary of his or her job duties, and any non-sensitive information on the VACIS/Backscatter, specifically the radioactive properties they bear. Employees should submit a completed CA-2 if cancer or any other medical condition is found and linked to their employment along with a copy of the medical report or diagnosis. For more information, refer to Department of Labor, Office of Workers’ Compensation, Publication CA-810, Chapter 2-3. Union representatives can assist employees with their Workers’ Compensation claims. If your physician requests further details regarding the equipment used, you can refer to ZBV by AS&E on this link.

We are reviewing data that has been provided by the agency and are requesting more information as additional employees step forward. Once we have received, reviewed, and analyzed all of the information requested, we will provide members with another update.

Agents should share any concerns about operating the Backscatter/VACIS with management, and if ordered to use the equipment, inform them of the concerns involving their health and well-being prior to being ordered to operate the Backscatter/VACIS. If you are still ordered to operate them, please contact a Union Representative immediately. OSHA states that under certain circumstances workers have the right to refuse dangerous work. For employees to be protected under this doctrine certain criteria must be met. For more information visit the DOL guidelines pertaining to the right to refuse.

Official Copy of the NBPC Advisory Backscatter/VACIS - Update

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.


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.



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