Originally Posted by
LLWS09R
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.
There is always what if’s. Look at the major airlines right now. They all promised certain things and all of those things could end up being thrown out the window. So I can’t promise something in the future that is unknown. What if there is an economic downturn? The owner might sell the plane. We have never had to let a pilot go due to these type of events but it could happen. Bad things happen and your crazy if you don’t think that they will. So to promise you all these things in a COJ but then say but here is a list of things that may happen to cause a change in our compensation/schedule/benefits
package is not realistic.
We strive to attract and retain good pilots. Again, as bad as some might want to think it, we are not trying to screw anyone over. The fact that we have never had to enforce the COJ should shed light on the fact that we work with our pilots and they work with us. We don’t do any of those shady activities. If we are shorted staffed then yes, we may ask pilots to work extra but we don’t force them to. The earlier comments in this post were before there was a guarantee. But it’s still not a 100% guarantee that you will not have to work on a day off. Things happen that are outside of our control. If you are on your last day ON Duty and the plane has a mechanical and there is no airline flights to get you home then... You’re stuck. You will then airline home the next day or fly the plane back when fixed. We give you the option and we pay you for that day. We try to minimize these events but sure it can happen and we are open about it.
Good pilots are hard to find. So our model is certainly not to just lock people into a contract, screw them over for a year and then replace them. Our goal is to hire long Term pilots and if we treat them poorly or do shady things then they will leave. There have been several current pilots post the conditions here but it’s like all you want to point out is some past events at which time was the policy in place. Or maybe there was no policy. I don’t know. Like I said that was before my time. I know what the job is today and I will assure you that it is what we say it is.