The tune changed, but it sucks he got smoked unless he did something he didn't tell us about that merited firing. I don't know either way, but I know I'm not laughing at a family now in limbo just because I didn't agree with their opinions or exaggerations. Honestly, I was happy he was happy here.

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That is freaking crazy.

 

I wasn't laughing at his circumstance but at the line from the previous post.

No way for me to know whether the termination was valid. If not, well, just chalk that up to another example of why NJ isn't the utopia Retractable thinks it is.

 

And if it was valid...

That’s one reason I don’t care to get involved with employment threads. Far too much speculation. We just don’t know. But... since you brought me in...

Fact: This company needs pilots for growth.

One can really only speculate that something valid occurred for employment to sever. Why else would it have happened after such an expensive investment in training occurred?

Answer: There’s always more to the story.

Probation is probation. At will employment. The company and the union have agreed to those terms.

I can only describe getting fired or “being given a offer one can’t refuse” to resign in this job market as amazingly difficult... in my opinion.

That being said, it’s a good time to be looking for employment in this business... I’d get busy finding a good one rather than making waves here on an electronic record that other recruitment officials at other companies might find.

 

It may well have been a valid termination. I have no idea. But,

Fact: This company’s seniority list has shrunk from over 2800 pilots to 2450 in four years. Monthly hiring has trailed monthly departures nearly every month.

Guess they really don’t “need pilots for growth” as much as you think.

 

The history would show the literally don't need pilots to grow. Productivity is through the roof so they just buy airplanes to fly more rich people around with the same amount of pilots. That is not growth that benefits the pilot group.

 

I’m very impressed that management was successful in negating the effects of the pilot shortage.

 

It has been a home run for management, no doubt.

 

And for the owners, with highest ever satisfaction rating. And for the pilots, making more money than they ever have at NJA.

 

No... they do need pilots for growth. Apparently, they don’t need ALL pilots for that growth. Even in times of need, there appear to be standards.

There must be more to the story. Usually is.

Growth aircraft next year means that shrinking of the seniority list should stop pretty abruptly. It took a while to right size the seniority list for fewer fleets operated while utilizing more efficient pilot schedules deployed by CBA 2015/2018.

I mean they could have done it the hard way and pulled the bandaid off by furloughing immediately down to that number immediately and then conducting recalls as needed.

That’s what the airlines do.

Instead, NJA management opted for a more controlled reorganization in the face of strong CBA language preventing downgrades and a most certain very negative pilot sentiment that would have turned the corporate culture into a toxic brew not seen since Doug Parker’s “American Airlines Group” where he combined the seniority lists of 4 airlines but failed to address the people issues.

The problem is, NetJets can never afford to have that bad of a culture amongst employees. They tried it with Hansel and it was a resounding failure.

That failure was noted and corrected beginning with his immediate departure from aviation.

So how much of a seniority list increase in numbers will it take you to say we’ve turned the corner?

50? 100? 200?

Personally, I think that hiring pilot numbers is great but I’d rather have existing pilots on the seniority list making all they want until we hire more above what’s needed to support current and controlled growth operations.

Between growth and retirements in the coming years, they’ll be plenty of hiring.