Originally Posted by aviatorhi

This is the only tidbit that matters, because in our great new society you will never see employees be released to strike. Ever.

Originally Posted by 4runner

I’ve interviewed at both carriers. I’ve several “observations”, ie opinions vis a vis both carriers. First off, the atlas interview process is much more organized and in line with what you would get at a major airline. Omni is more of a traditional, “can we fly with you around the world” and are you a douchebag, old skool type environment. There’s very little interaction with HR at an omni interview. Atlas has several steps and people you’ll meet along the way. Atlas seemed organized, but arrogant. Like, “you’re lucky to be here”. Omni was more like “you passed, we’re glad you’re here”. There was a lot of negativity at my atlas interview. They questioned my choice in going overseas after a furlough and made some borderline politically incorrect, disrespectful and condescending comments about where I was flying. Omni was positive about the significant overseas experience I acquired.
Atlas asked if my current employer could even verify a PRIA check, as if they didn’t have an HR, flight ops or email because they’re not white and American. Omni looked at my logbooks and asked some questions about how I planned alternates, going into challenging parts of the world, and made me feel that they were glad I could offer my experience to their operation.
Omni is a smaller operation, with a focus on DOD operations. It’s challenging and not always easy. Omni also doesn’t sue their pilots. Omni is Hemorraging pilots to UPS and FedEx like atlas, but they’ll ask you at a UPS or FedEx interview if you know “so and so” from omni, as that person was just hired and made a good impression.
Atlas HR is a known quantity, and rather smug, unfriendly and didn’t leave me with a warm fuzzy feeling. They hired 2 out of 24 that interviewed with me. Omni hired 2 out of 6 that interviewed with me. With omni, you’ll get a handshake from a line pilot and not stupid platitudes from a weird HR lady and thrown shade from an angry retired guy. Btw, atlas will remind you about 93.8 times that they train “special” crews on the 747🙄

Originally Posted by 4runner

I’ve interviewed at both carriers. I’ve several “observations”, ie opinions vis a vis both carriers. First off, the atlas interview process is much more organized and in line with what you would get at a major airline. Omni is more of a traditional, “can we fly with you around the world” and are you a douchebag, old skool type environment. There’s very little interaction with HR at an omni interview. Atlas has several steps and people you’ll meet along the way. Atlas seemed organized, but arrogant. Like, “you’re lucky to be here”. Omni was more like “you passed, we’re glad you’re here”. There was a lot of negativity at my atlas interview. They questioned my choice in going overseas after a furlough and made some borderline politically incorrect, disrespectful and condescending comments about where I was flying. Omni was positive about the significant overseas experience I acquired.
Atlas asked if my current employer could even verify a PRIA check, as if they didn’t have an HR, flight ops or email because they’re not white and American. Omni looked at my logbooks and asked some questions about how I planned alternates, going into challenging parts of the world, and made me feel that they were glad I could offer my experience to their operation.
Omni is a smaller operation, with a focus on DOD operations. It’s challenging and not always easy. Omni also doesn’t sue their pilots. Omni is Hemorraging pilots to UPS and FedEx like atlas, but they’ll ask you at a UPS or FedEx interview if you know “so and so” from omni, as that person was just hired and made a good impression.
Atlas HR is a known quantity, and rather smug, unfriendly and didn’t leave me with a warm fuzzy feeling. They hired 2 out of 24 that interviewed with me. Omni hired 2 out of 6 that interviewed with me. With omni, you’ll get a handshake from a line pilot and not stupid platitudes from a weird HR lady and thrown shade from an angry retired guy. Btw, atlas will remind you about 93.8 times that they train “special” crews on the 747🙄

Originally Posted by Twin Wasp

The formatting didn't quite work out but here you go

The Railway Labor Act Simplified
Purpose For Legislation
To avoid work stoppages that threaten to substantially interrupt interstate commerce to a degree such as to deprive any section of the country essential transportation services.
Railway Labor Act Enacted
Decades of railroad labor unrest which included widespread and often violent work stoppages frequently pitted federal soldiers against striking railroad workers. In 1924, President Calvin Coolidge urged both Railroads and Unions to recommend legislation for better labor/management relations and reduce the threat of railroad shutdowns. Railroads and their unions jointly drafted legislation, whose premise is that arms-length negotiations (jaw-jaw, not war-war) promote more stable labor relations. Formally signed by President Coolidge on May 20, 1926, this new law was designated the Railway Labor Act of 1926 (RLA).
The RLA was the first federal law guaranteeing the right of workers to organize and join unions and elect representatives without employer coercion or interference.
The RLA makes it the duty of all carriers and their employees to exert every reasonable effort to voluntarily settle disputes.
Who is covered by the RLA
The RLA applies to freight and commuter railroads, airlines, companies directly or indirectly controlled by carriers who perform services related to transportation of freight or passengers and the employees of these railroads, airlines and companies.
The RLA contains five basic purposes
To avoid any interruption to commerce.
To ensure an unhindered right of employees to join a labor union (added in 1934).
To provide complete independence of organization by both parties to carry out the purposes of the RLA.
To assist in the prompt and orderly settlement of disputes covering rates of
pay, work rules, or working conditions.
To assist in the prompt and orderly settlement of disputes growing out of
grievances or out of the interpretation or application of existing contracts covering the rates of pay, work rules or working conditions.
“Major”and “Minor”Disputes
Major Disputes–matters affecting rates of pay, rules and working conditions; and, making or modification of the collective bargaining agreement between the parties.
Almost total reliance upon collective bargaining for dispute settlement.
Self-help permitted after negotiation and mediation procedures are exhausted.
Minor Disputes–grievances growing out of the interpretation or application of collective bargaining agreements.
National Railroad Adjustment Board (NRAB) or alternative boards of adjustment have exclusive jurisdiction over grievance disputes.
Self-help not allowed.
Collective Bargaining Agreements (CBA's) under the RLA
Contracts remain in force until changed. Either party seeking to amend existing CBA’s must provide 30-day written notice as to desired changes. (Section 6 RLA). There is no time limit by which contracts must be negotiated to avoid a work stoppage. Under Section 6 of the act either side may propose changes to an existing collective bargaining agreement, but agreements (for purposes of stability and labor peace) generally contain agreed upon moratorium clauses that provide no change may be demanded on specified subjects for a prescribed period of time.

Once Section 6 notices proposing changes to an existing agreement have been served, the parties must maintain the status quo (no strikes or lockouts or promulgation of changes) until all procedures of the RLA have been fully exhausted.
For major disputes over wages, benefits and working conditions, the RLA provides for a three-member National Mediation Board, appointed by the president and confirmed by the Senate, with the power to mediate any dispute between carriers and their employees at the request of either party or upon the board's own motion.
There is no time limit on the mediation procedure. The NMB controls the schedule of talks and only the NMB may release the parties from mediation.
If the NMB is unable to bring about an amicable settlement of the controversy through mediation, the board is required to use its influence to induce the parties voluntarily to submit to binding arbitration. The law is specific in that arbitration is voluntary and not compulsory.
If both sides voluntarily agree to binding arbitration, an Arbitration Board of up to six members is to be established. Carriers and labor each select an equal number of arbitrators, who then select the additional member or members.
Presidential Emergency Board
If either labor or management decline voluntary arbitration, and if in the opinion of the NMB the continuance of the controversy threatens substantially to interrupt interstate commerce in any section of the nation, the NMB is required to notify the President of the United States, who may, at his discretion, create a fact-finding Presidential Emergency Board.
The parties must maintain the status quo (no strikes or lockouts) for 30 days. If the president chooses not to appoint an emergency board, strikes or lockouts may occur after the 30-day cooling-off period.
Emergency boards are comprised of neutral members whose job is to make an investigation and submit to the president, within 30 days of its creation, a fact-finding report with non-binding recommendations for procedures or terms on which a dispute might be settled. During this period, the parties must maintain the status quo (a second 30-day cooling-off period).
Upon submission of the PEB report, the parties are required to maintain the status quo for an additional, or third 30-day cooling-off period (they may mutually agree to extend the period of status quo). The non-binding recommendations of the PEB are expected to carry the weight of public opinion and induce a voluntary agreement among the parties.
At this point, the RLA has run its course. If no agreement has been reached, either side becomes free to act in its own economic interests -- a work stoppage (or strike) by labor, a lockout by management, or unilateral implementation of management proposals (that generally would force a work stoppage).
However, Congress frequently imposes its own settlement. Such congressional action is not part of the RLA. The constitutional authority for Congress to impose its own settlements is found in Article 1, Section 8 of the Constitution's commerce clause.
NMB conducts elections
NMB defines the craft/class of employees eligible to vote extending to all employees performing a particular job function throughout the company’s operations, not at particular site or region.
Union must produce authorization cards or other proof of supportfrom at least 35% of the craft or class if notrepresented; and 50% + 1 if employees are represented.
RLA requires that the Union receive a majority of votes from theentire craft or class, rather than a majority of those who choose to vote.
RLA contains no unfair labor practice procedures; however, the NMB is required to insure the choice of representatives without interference or coercion by the carrier and can decide to run another election if it finds that carriers conduct violated the obligations under Section 2.
Examining the RLA
Amended significantly only twice:
To create the NRAB to arbitrate minor disputes
To include Airlines under the act

Notice the "Self-help permitted after negotiation and mediation procedures are exhausted." Self help means strike.

And this little bit - "There is no time limit on the mediation procedure. The NMB controls the schedule of talks and only the NMB may release the parties from mediation."

Originally Posted by SoFloFlyer

I’m sorry to hear that Atlas treated you poorly. Honestly, no interview process should be like that. Wonder how many of the majors give that same impression.

Originally Posted by 4runner

The Majors DONT give you that impression. I said that it’s organized like a major. Atlas management and some of their staff think that they’re on par with majors. Most of their pilots are pretty cool. Some flew with my Dad in the Navy, some taught me to do a forward slip in a Cessna, one taught me how to be a CRJ Captain while overseas and another kept my grandfathers watches and guns in his safe for nearly a decade for me. It’s a good pilot group, with a few exceptions(The Croat Captain that called me a f@gg$t because I wore loafers to a bar and some of their “management” pilots).

Originally Posted by 4runner

I’ve interviewed at both carriers. I’ve several “observations”, ie opinions vis a vis both carriers. First off, the atlas interview process is much more organized and in line with what you would get at a major airline. Omni is more of a traditional, “can we fly with you around the world” and are you a douchebag, old skool type environment. There’s very little interaction with HR at an omni interview. Atlas has several steps and people you’ll meet along the way. Atlas seemed organized, but arrogant. Like, “you’re lucky to be here”. Omni was more like “you passed, we’re glad you’re here”. There was a lot of negativity at my atlas interview. They questioned my choice in going overseas after a furlough and made some borderline politically incorrect, disrespectful and condescending comments about where I was flying. Omni was positive about the significant overseas experience I acquired.
Atlas asked if my current employer could even verify a PRIA check, as if they didn’t have an HR, flight ops or email because they’re not white and American. Omni looked at my logbooks and asked some questions about how I planned alternates, going into challenging parts of the world, and made me feel that they were glad I could offer my experience to their operation.
Omni is a smaller operation, with a focus on DOD operations. It’s challenging and not always easy. Omni also doesn’t sue their pilots. Omni is Hemorraging pilots to UPS and FedEx like atlas, but they’ll ask you at a UPS or FedEx interview if you know “so and so” from omni, as that person was just hired and made a good impression.
Atlas HR is a known quantity, and rather smug, unfriendly and didn’t leave me with a warm fuzzy feeling. They hired 2 out of 24 that interviewed with me. Omni hired 2 out of 6 that interviewed with me. With omni, you’ll get a handshake from a line pilot and not stupid platitudes from a weird HR lady and thrown shade from an angry retired guy. Btw, atlas will remind you about 93.8 times that they train “special” crews on the 747🙄

Originally Posted by Front Office

Was Omni big on logbooks? I havnt made a logbook entry in 15 years...

Originally Posted by 4runner

I’ve interviewed at both carriers. I’ve several “observations”, ie opinions vis a vis both carriers. First off, the atlas interview process is much more organized and in line with what you would get at a major airline. Omni is more of a traditional, “can we fly with you around the world” and are you a douchebag, old skool type environment. There’s very little interaction with HR at an omni interview. Atlas has several steps and people you’ll meet along the way. Atlas seemed organized, but arrogant. Like, “you’re lucky to be here”. Omni was more like “you passed, we’re glad you’re here”. There was a lot of negativity at my atlas interview. They questioned my choice in going overseas after a furlough and made some borderline politically incorrect, disrespectful and condescending comments about where I was flying. Omni was positive about the significant overseas experience I acquired.
Atlas asked if my current employer could even verify a PRIA check, as if they didn’t have an HR, flight ops or email because they’re not white and American. Omni looked at my logbooks and asked some questions about how I planned alternates, going into challenging parts of the world, and made me feel that they were glad I could offer my experience to their operation.
Omni is a smaller operation, with a focus on DOD operations. It’s challenging and not always easy. Omni also doesn’t sue their pilots. Omni is Hemorraging pilots to UPS and FedEx like atlas, but they’ll ask you at a UPS or FedEx interview if you know “so and so” from omni, as that person was just hired and made a good impression.
Atlas HR is a known quantity, and rather smug, unfriendly and didn’t leave me with a warm fuzzy feeling. They hired 2 out of 24 that interviewed with me. Omni hired 2 out of 6 that interviewed with me. With omni, you’ll get a handshake from a line pilot and not stupid platitudes from a weird HR lady and thrown shade from an angry retired guy. Btw, atlas will remind you about 93.8 times that they train “special” crews on the 747🙄

Originally Posted by 4runner

Atlas asked if my current employer could even verify a PRIA check, as if they didn’t have an HR, flight ops or email because they’re not white and American.