Originally Posted by
av8or
Because, they left on good terms and we’re a good employee. Because, you could hire them back as a contractor and they’re already current and qualified. Because that might give you extra time to find someone. Because though you were sad to see them go, you were happy to see them accomplish their goals, and you’d like to help em out.
or conversely, maybe none of that.
They resigned. You're not hiring, and in fact you're probably about to furlough 20%. Why would you bring back someone who quit? And then pay them to not work for a while, and then furlough them? Or furlough someone junior to them who actually WANTED to work there?
You could do it to be nice, but there's not much business case for it.
IMO unions should negotiate snap-back provisions if that's of value to the pilot group. It's of value at regionals, because it allows an established regional CA to try for the majors without rolling the dice on his family's financial future, and thereby encourages upward mobility in the ranks. It's not of much value to most major pilot groups.