Doctor's Notes for Sick Use
05-09-2026 | 10:47 AM
#11
Gets Weekends Off
Joined: Dec 2012
Posts: 2,767
Likes: 59
They can always ask but you don’t have to provide for sick. Part of the problem can become when pilots just start sending doc notes for the flu. Over time practice has the potential to become statue quo.
There is a difference legally when coming back from a medical leave of absence. Part of the reason that language is in separate sec of an agreement.
I was asked at one point for a doc note from the chief pilot to provide a doc note for a sick call. I responded to the email and said I never went to the doc. He responded back with ok thanks. I made sure I got paid for it then sent the correspondence to the union for archival.
Next time the plan if it happens will be my wife didn’t go to the doc to solidify that part of sick language.
There is a difference legally when coming back from a medical leave of absence. Part of the reason that language is in separate sec of an agreement.
I was asked at one point for a doc note from the chief pilot to provide a doc note for a sick call. I responded to the email and said I never went to the doc. He responded back with ok thanks. I made sure I got paid for it then sent the correspondence to the union for archival.
Next time the plan if it happens will be my wife didn’t go to the doc to solidify that part of sick language.
05-09-2026 | 10:54 AM
#12
— No Relief On Scope —
Joined: Mar 2015
Posts: 4,571
Likes: 334
From: B737 Left Seat
Im telling you the trading cards are super popular with this generation of FOs—be careful getting lured into the office!
Based on what I’ve heard Im thinking the base newsletter is a team job—not solely the chief.
05-09-2026 | 11:24 AM
#13
Moderator
Joined: Sep 2011
Posts: 8,298
Likes: 1,305
No. Sick use over 120 hours in prior 12 rolling months requires a note on a subsequent sick call (until you are less than 120 hours of ‘lookback’)
Separately, the company may inquire under a “good faith basis” and may require a note, but there are exemptions and they have to tell you the reason for the inqiry. Patterns or amount of sick are not valid reasons for GFB. The company pays for all medical bills if they GFB you.
It’s much more of a annoyance than anything.
Separately, the company may inquire under a “good faith basis” and may require a note, but there are exemptions and they have to tell you the reason for the inqiry. Patterns or amount of sick are not valid reasons for GFB. The company pays for all medical bills if they GFB you.
It’s much more of a annoyance than anything.
05-09-2026 | 11:49 AM
#14
At your mom's house
Joined: Jun 2008
Posts: 3,700
Likes: 468
From: cpt 737
JL seems to be dialed in to sick bank stuff according to more than one FO i recently flew with. Want to get some trading cards? Be ready to have your board checked and talked to about sick time LOL. Bait and switch!
Im telling you the trading cards are super popular with this generation of FOs—be careful getting lured into the office!
Based on what I’ve heard Im thinking the base newsletter is a team job—not solely the chief.
Im telling you the trading cards are super popular with this generation of FOs—be careful getting lured into the office!
Based on what I’ve heard Im thinking the base newsletter is a team job—not solely the chief.
It was countered with well when you displace 300 pilots etc
The guy giving the talk couldn't make that leap
05-09-2026 | 03:35 PM
#17
In a land of unicorns
Joined: Apr 2014
Posts: 7,070
Likes: 102
From: Whale FO
Union grieved it, grievance obviously denied. Went to arbitration and arbitrator said that under RLA unless you can prove the company is wrong, their position is always correct, and with no sick notes he had nothing to counter. Arbitrator held the termination.
05-09-2026 | 03:36 PM
#18
Line Holder
Joined: Feb 2017
Posts: 355
Likes: 119
The way it went with the case Im familiar with, company asked for a sick note after what they considered excessive use (4 times in a rolling 12 month period). The guy said in his state thats not a legal request, so they fired him for sick abuse.
Union grieved it, grievance obviously denied. Went to arbitration and arbitrator said that under RLA unless you can prove the company is wrong, their position is always correct, and with no sick notes he had nothing to counter. Arbitrator held the termination.
Union grieved it, grievance obviously denied. Went to arbitration and arbitrator said that under RLA unless you can prove the company is wrong, their position is always correct, and with no sick notes he had nothing to counter. Arbitrator held the termination.
i suspect there’s way more to this story.
05-09-2026 | 03:37 PM
#19
Line Holder
Joined: Oct 2010
Posts: 1,990
Likes: 184
The way it went with the case Im familiar with, company asked for a sick note after what they considered excessive use (4 times in a rolling 12 month period). The guy said in his state thats not a legal request, so they fired him for sick abuse.
Union grieved it, grievance obviously denied. Went to arbitration and arbitrator said that under RLA unless you can prove the company is wrong, their position is always correct, and with no sick notes he had nothing to counter. Arbitrator held the termination.
Union grieved it, grievance obviously denied. Went to arbitration and arbitrator said that under RLA unless you can prove the company is wrong, their position is always correct, and with no sick notes he had nothing to counter. Arbitrator held the termination.
05-09-2026 | 03:42 PM
#20
Prime Minister/Moderator
Joined: Jan 2006
Posts: 45,098
Likes: 788
From: Engines Turn or People Swim
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