Miamitmster

Maybe I’m missing something
I haven’t felt like my certificate has been jeopardized. Maybe I’m not Swifty enough to get that special treatment. Or maybe a lot of this thread is just BS.

KOKORO

Or maybe you need to look at the last 108 pages of threads. Is that a serious statement? Even the FAA comes up to us on ramp checks, acknowledges they know about the sketchy stuff that goes on, and warns us to to be careful and not jeopardize our tickets. Do you even work here?

KOKORO

Be careful if you're think about jumping on board the CPs team. He and his close associates are considered the companies village idiots..just sayin

MNPS 50N50W

Perhaps you are one of the Older, Wiser, Pilots at Swift. You will not bend to their pressure to move an airplane that you know is unsafe, or illegal to fly. And you have figured out a way to tell them no, and not have your job threatened.

OR... Perhaps you are indulging yourself in wilfull ignorance.

Check out the many, yes, they are many violations, and enforcement actions, that Swift has been caught in. And the amount of fines paid.

Most recently the alleged falsification of 117 flight duty rest records. The 119's that allow this to happen is a threat to all at Swift with an FAA certification that can be sanctioned, or revoked.

It has been an open secret, that one of them has stated, that he would pressure you to do something
" illegal, but not unsafe"....
Where does that mentality originate. Disaster usually occurs when that mentality is the operational norm, and is Ok with them...

Miamitmster

If an FAA inspector has come on your plane and warned you about violations at the company and the jeopardy of your certificate, you need to give his name to all so we can share in this apparent public information. I’ve never heard of inspectors telling anyone secrets.

Im not one of the CPs guys but I wont fly something illegal or unsafe even when asked to. I have never face any repercussions or penalty for refusing to do so, so forgive me if I don’t buy into the stories of retribution for not doing something wrong.

seems like there are a few former swiftys with some real hurt feelings on here

how do you check out alleged recent violations?

MNPS 50N50W

Finding and Retaining Pilots

What steps can you take now to ensure that your NextGen pilots are satisfied and want to stay with you, and that new pilots will be in the pipeline when your current pilots retire?



1. Create An Appealing Company Culture – Offer your pilots a team-centered workplace in which they feel respected and valued, and where they can learn and thrive.



2. Track Data – Tracking data with respect to the schedule is key to understanding and helping you find a healthy solution. Diligently tracking every team member’s time on and off, as well as the actual times that crew members are called in for “pop-up” trips, will give you an accurate assessment of what you really need from a staffing perspective.

There often is a disconnect between stated requirements and actual, true needs. Do you really need your pilots on a three-hour call out?

Nearly every other aspect of your business today is data-driven. Without clear and compelling data, you cannot make good decisions about whether and when to add to your head count.



3. Match Airline Benefits – Your biggest competition for pilots is the airlines. Airline pilots are given a clear picture of their compensation package over time throughout their contracts.

Their 401 (k) accounts are directly funded in the range of 3-16% of salary. These funds immediately belong to the pilot, and cannot be lost in a company downturn.

Work schedules are concrete and predictable, allowing for predefined time off, including vacation and holidays. Relocating a family typically is not an issue, since pilots can commute to any base.

Many airlines offer their pilots compensation for the rest of their contracted career (often to age 65) should they lose their medical certificate.



4. Update Your Technology – Pilots need tools and technology to enable their success and ensure your safety. Younger pilots prefer to fly in aircraft with the latest avionics, and may not be experienced in – or comfortable with – older aircraft.



5. Be Flexible – Consider adopting a paradigm change with respect to your requirements for pilots. You might add lower-time pilots and work vigorously to train them to your department’s standards.



6. Offer Incentives – Consider encouraging pilot loyalty with “golden handcuffs.” Many companies today use them not only for executives, but for their aviation professionals. Offering additional compensation, usually stock that vests over time, makes it harder to leave. Some organizations offer pilots $50K per year in equity, generally on a three-to-five year vesting scale.

It’s not hard to walk away from a $10K retention bonus – a new employer can easily make that up – but walking away from $120K in unvested income takes a whole lot of fortitude. Retention bonuses create a short term presence, while vesting programs help create long term loyalty and commitment.

Attracting new pilots and retaining those who currently are younger than 40 will continue to be a challenge. Take these steps now to make sure that you and your aircraft will be able to keep flying.

API ARTICLE ( AVIATION PERSONNEL INTERNATIONAL )

MNPS 50N50W

Willfull ignorance....
Because it has not happened to you, does not mean that it has not happened, and continues to happen.
But I am happy to hear that some ( YOU ) have the intestinal fortitude to say NO.
I was just like you.. a hero for the company. Until I said NO, then I instantly became a ZERO.
Wishing nothing but the best for those raising the SAFETY bar a few more notches in the right direction.
STAY STRONG

Jeff90

they rather hire guys that have no other choices or a good enough resume to go anywhere else, Rhys why we are here.

Packrat

Or you don't associate yourself with this dumpster fire in any capacity in the first place.

Cal446

Sorry to change the subject but - what’s the interview process like?
And I’m not interested in being told to stay away.