Originally Posted by
ChallengerCP
Making a statement doesn’t make it a fact. Do your own research on our Company. The Pay, Schedules, Benefits are all listed on the Profile page. If you are selected for an interview then you will receive a copy of the Company Overview outlining our Company Policies & Procedures.
We do require a Training Contract and a COJ. The Confession of Judgement is a written agreement where you agree to the liability of the training contract. I would suggest reviewing it with an attorney to make sure you understand it completely. Talk to our pilots...we have 54 pilots and I’m sure not all of them are happy but I guarantee you they will all say that we are fair and treat them with respect. We do what we say we are going to do...
Now, there may have been a time (years ago) where there wasn’t policies wrote out and promised like they are today. But that was before my time and the struggles of a smaller operation. Right, wrong, or indifferent these are all things of the past.
I’m not going to address these two guys above because it wouldn’t matter what I said they would try to find some fault about the way we do things. Blanket statements without knowing the specifics is not a very intelligent way to make a point. Is it perfect? No, it’s not. But we are evolving and we listen to our employees. We know they are the reason for our success and our goal is to attract and retain good pilots. Best wishes and fly safe.
Nor does your statement make it true either. While not your contract I have viewed and ran over a COJ with a lawyer. While I agree It does protect the company from a turn and burn type rating. It offers ZERO protection for job benefit or work rule changes. Which would be and could be unilaterally imposed by your management. And from my understanding your company is quick to take advantage of this “Loop Hole”. Remember it’s not what the contract says it’s what it does not say is a win for an employer.
Even with pilots on staff it does not guarantee they are happy. Some may be force to keep there head down as they are under contract other maybe force to stay as there past comes to “haunt” them when applying for jobs. A lot of Part 135 companies ( not just yours) are more forgiving of criminal records and DUI than others.
If I believe you which I’m willing to give you a chance to explain why work rules and QOL issues can’t be merged into your COJ. I’d love to hear why.
Basically if you bail for no other reason than you find greener pastures. Of course they should pay. If promises mutually agreed on are unilaterally changed due to lack of staffing or failure to uphold FAA dispatching guidelines they should walk scotch free. It kind of keeps you and your managment team in-line also.