fupm9

This is what you're threatened with if you leave a regional airline on bad terms. Not sure if this is the case with other types of carriers. Has anyone ever seen this on their regional airline PRIA report? Is it a real thing? Does it matter?

JohnBurke

If you're leaving on bad terms, then it's unlikely that you're eligible to be rehired. Think about it.

rickair7777

Other than getting fired, you can get this if you leave during training, give less than whatever notice they require, fail to complete a training obligation, fail to turn in your badge, SIDA, EFB, parking pass, wings, epaulets, etc, fail to complete their exit survey, etc. Point being, tread lightly on your way out. Don't call in sick for your last trip.

fupm9

I don't think you comprehended my post. Probably my fault.

Yeah, I get all that. What I mean: Does it matter in your next interview, or does it actually pop up with candidates frequently and isn't a big deal? Is it the 'mark of death' or just an administrative thing?

JohnBurke

I comprehend your post just fine, thanks.

Does the inability to be rehired, or lack of eligibility to be rehired, prevent you from being hired elsewhere? No.

Can it affect you? Yes.

You infer that ineligibility for rehire is a punitive weapon used by bad employers. In todays world, it's risky to say too much about why someone was let go, in context here outside the confines of mandatory disclosure such as PRIA. Ergo, when asked about employment history and eligibility to rehire, it's acceptable to stipulate that the employee isn't eligible for rehire, though not necessarily to say why. The inference or connotation of this statement is negative in some cases, not so much in others.

There are operators out there today who have let so many people go that being ineligible for rehire at those companies isn't a big deal. There are other companies (I work for one) that have a policy not to rehire an ex-employee. Once one has moved on, one is not eligible for rehire. (One of my employers who has this policy made an exception a year ago, and was burned...and will likely never make an exception again).

When you are applying to a new employer, a frequent question is whether you are eligible for rehire. It's quite possible that you don't know. Unless you have specific knowledge of the fact, you're putting your best guess when you stipulate to yes or no. I have had employers with whom there is zero chance of returning, and yet each has stated that I am eligible for rehire.

If you do happen to have a skeleton in the closet, don't showcase the skeleton, but don't hide it either. Be honest; it goes a lot farther in securing new employment than an attempt to whitewash.

Unless you know for sure that you're not eligible for rehire, it may be best not to check that box.

If an employer does state that you're ineligible for rehire, be honest about what you know.

I was offered a job in a Lear many years ago. I had come from a corporate department at the time. When my new hire called the corporate office, the former employer told my new employer that I was ineligible for rehire. I was subsequently told that the new hire would not retain me for employment. I called the former employer and spoke with the chief pilot. I asked what was going on, and why had they told my new employer that I wasn't eligible for rehire.

The former employer, the corporate flight department, was closing; the corporation was selling the aircraft and dissolving the flight department. Consequently, they had no need for pilots, which in their view meant I wasn't eligible to return. Far less a negative connotation than at first blush. I asked the former employer to contact my new employer and explain this, so it wouldn't be my word only. The former employer did, and I kept the new job.

Point is, there is no hard and fast rule. Look at it in context of who and what each employer is, the circumstances, and the way it looks. If the reality doesn't match the appearance, or if there's additional information needed, or if it's due to a policy such as not rehiring former employees, or there's a conflict clause which prevents return or some other reason, ensure that it's clear and in the open.

If you left with bad circumstances and had problems which made you ineligible, then you need to address the root cause by fixing what's wrong, before putting distance between you and the former employer. If you had personality conflicts, for example, look critically at whether you have something to address in your own personality to ensure it's not an ongoing problem. Establish a work history which puts evidence that you're a good employee, makes a positive track record, and shows that whatever problems occurred have been addressed and that you've progressed. It's the best bandaid you can have for those skeletons, if they exist.

The mere statement that you're ineligible for rehire is not a death knell, but it can be. Not enough information has been provided to explore your own situation further.

fupm9

Thanks. Good info. I don't have a 'situation', or any black marks on my record for that matter. I was more referring to simply having the formalized statement 'Not eligible for rehire' on your record when a potential employer calls The Work Number or HR to verify your employment. I'm considering providing less than two weeks notice of my resignation, which would trigger the 'Not eligible'. Your situation sounds hairy. When small employers that aren't disciplined about HR rules communicate, information that isn't entirely legal slips out. I know a guy who sued a 135 for $500k and won because they provided more than the standard info to one of his potential employers.

galaxy flyer

There were a time when chief pilots called for references and were given truthful, honorable answers. Then, the privilege was abused by vengeful managers who didn’t tell the truth. Lawyers got involved, suits won for money. It evolved into, say nothing but confirm one worked and “will rehire” or “not rehire-able”. It was better before, if you were a good employee; chancer now.

Which is also why internals are so important. Every job I had, but for Eastern; I got without much more than a resume for the Chief Pilot. Word of mouth I was interested, bingo. It’s also why I still get calls in retirement.



GF

rickair7777

Wouldn't do it. Some of the best majors are known to cancel CJO's if a not eligible pops up at the previous job. Not sure how far back they look, but it's a common question on applications.

Also as GF said, it's one of the few things that they can legally ask now, so it carries some weight. Most 121-track pilots are eligible for re-hire at every job they've had, so it's going to be a flag.

Since your issue is two-weeks notice, any employer worth working for will allow you to give proper notice before starting. As JB pointed out, it's a can of worms. If you can avoid opening the can, it's a no-brainer.

Sliceback

“I'm considering providing less than two weeks notice of my resignation,”

What’s the reasoning or motivation behind not providing two weeks notice?

What is the benefit to not giving two weeks notice?

say again

A better opportunity starts in less than 2 weeks. I've had it happen before. Luckily, the company I left was very supportive of the decision. Other than that, I've always given proper notice.