jrav8r

I currently have a friend who to leave their current scheduled part 135 employer 7 months into their 12 month contract, to go to the airlines? How will this look to getting hired at a major? Should they stick it out, or go to the airlines now? Will the employer possibly mark negatively on their PRIA for leaving in "not good standing".

rickair7777

I don't think PRIA records "rehire eligibility". PRIA sticks just to the facts as they relate to flying and training (although termination for cause is reportable).

But a typical (not related to PRIA) background check will normally get a response of period of employment, and whether or not eligible for re-hire.

So not knowing the details, a potential employer might consider "not eligible for rehire" to be adverse information and make their decision accordingly.

Best to leave all employers on good terms. This means it's vital for career pilots to CAREFULLY evaluate an employment situation BEFORE you accept the job.

That said, regionals probably won't care but a legacy might very well care. No way to know for sure, and even if you did things might change in a few years. Basically you're taking a chance, with unknown odds.

Egg320

I dont even think they will report if you were fired as long as it is not aviation/operations related such as violations, incidents, drunken flying etc.

I was told they would not report employment records such as fired for poor attendance or non operations related details due to the fear of being sued.

As far as I understand it if you left on bad terms and are not eligible for rehire even if that meant you resigned with no notice before they fired you, it should not be reported.

I believe to report being terminated/fired has to be operations/flying related, not for telling the Chief pilot to Foxtrot Oscar because you had an argument about your tardiness or poor attendance.

However maybe others have had different experiences.

rickair7777

That's sounds about right for PRIA, although in the past they could report termination for any cause (but not resignation, if they allowed you to resign).

But PRIA has absolutely nothing to do with a traditional employer reference check. They can always just call your previous employer, and will typically get dates of employment, and probably re-hire eligibility. Most HR and legal departments have settled on that info being the only things they can give out, for liability reasons.

PRIA in no way whatsoever limits what info your past employer can provide... it does not exist to protect pilots. PRIA does only two things:
1) Requires pilot employers to provide certain info.
2) Protects the employer from liability for that required info.

If an employer provides info other than what is required by PRIA, they don't have liability protection, and need to comply with state law (PRIA supersedes any state laws). But employers do this every single day for non-pilot employees, so they can and will also do it for pilots (in addition to PRIA).

dera

Nelson v. Tradewind Aviation, LLC.

I doubt air carriers report terminations unless they legally have to. Not any more.
This whole "not eligible for rehire" PRIA stuff is just BS.

rickair7777

It's not PRIA.

It's normal employer reference checks.... just like all of the 200 million working Americans who are NOT pilots are subject to every time they change jobs. Employment law has evolved, in most states an employer can safely respond to a reference check with dates of employment, and can also state that the employee is eligible for rehire. They will not get into details as to why or why not.

In some cases the rehire answer will be either "eligible for rehire" or "cannot comment". Depending on the state and the company, the later response may be assumed to mean "not eligible". The majors know how all of the regionals "normally" respond. So you want the response they get to be the "normal" one, whatever that is.

That's for medium/large companies with HR and lawyers.

Mom and Pop operations will do whatever the hell they want, which can include a profanity-laced diatribe as to what a POS pilot and human being you are. You can of course sue them for that, if you could somehow prove what they said and prove it's not true.

You guys need to get things straight:

- PRIA ensures employers have access to certain information from past pilot employers. It requires that, and provides a liability shield. It is not intended to protect pilots but rather the traveling public, although the rules about what info is shared are supposed to provide consistency. PRIA defines the minimum info which must be shared, it does not set a maximum.

- Employers can and will do background/reference checks which have nothing to do with PRIA. Limited only by state law, precedent, and how much liability they are willing to incur to share info.

dera

Yeah this is what I meant to say. The rehire eligibility is not a PRIA item.