Please be aware that two-week notices are recorded within your PRIA. Recently, there have been pilots who have submitted Resignation notices without the standard two-weeks, all while not realizing this is recorded in the PRIA records and also, some didn’t know what PRIA was. Please educate yourself with PRIAs and note that the “no 2-weeks given” will stay on your PRIA for at least 5 years.

(2) The hiring employer will ask your previous employer(s) to provide records pertaining to you, except for those related to flight time, duty time, or rest time. They will provide records on your performance as a pilot concerning your training, qualifications, proficiency, and professional competence, including any comments or evaluations by check airmen; any disciplinary actions that the previous employer did not overturn; and any release from employment or resignation, termination, or disqualification from employment. Additionally, under PRIA, your former Department of Transportation (DOT)-regulated employer(s) will provide records of drug and alcohol tests performed under Title 14 of the Code of Federal Regulations (49 CFR) part 40, even if the employers were not aviation entities.

(3) The air carrier or air operator should maintain PRIA-related records for the duration of your employment with them and an additional period of 5 years after the termination of that employment. Anyone possessing PRIA-related records must ensure that individuals not involved in the hiring process do not view or have access to your records. The one exception is the FAA inspector, who cannot be denied access to a PRIA-related system of records when conducting surveillance or inspection. However, when viewing such records, the FAA inspector must make every effort to protect your privacy and the confidentiality of your PRIA-related records.

d. Records Concerning Disciplinary Actions. Your previous employer must report any disciplinary actions that involved your performance as a pilot in which they did not subsequently overturn and did not involve termination or release from employment. Your previous employer must report all disciplinary actions, including those that did not involve your performance as a pilot, if they played any role in your termination or release from employment.

a. Pilot Performance. Furnish records pertaining to the individual’s performance as a
pilot, including:
(1) Initial and recurrent training records.

(2) Records concerning qualifications, proficiency, or professional competence of the individual, including comments and evaluations made by a check airman designated under § 121.411, § 125.295, or § 135.337. For example, documents that show the individual’s qualifications as instructor/evaluator, check airman, or examiner; and records of the individual’s proficiency checks (recurring checks for captain, first officer, or line checks).

(3) Records of any disciplinary action(s) that the employer did not subsequently overturn, if these disciplinary actions pertained to the individual’s performance as a pilot.

(4) Any release from employment or resignation, termination, or disqualification of the individual with respect to employment.

b. Disciplinary Actions that Resulted in Termination of Employment. Report any disciplinary actions you took against the pilot that played any role in the individual’s termination
or release from employment.

c. Disciplinary Actions Involving Pilot’s Performance. Only report disciplinary actions unrelated to an individual’s termination or release from employment if the actions involved the individual’s performance as a pilot and the employer did not subsequently overturn them. You should not report other employment-related actions that have nothing to do with the pilot’s aeronautical duties that resulted in a disciplinary action, but did not result in discharge or termination.