HSLD

You may have already seen this, but here it is again. For professional help, I'd suggest hiring Ms. Clark for a brief session to help you focus on the details.

http://www.airlinepilotcentral.com/a...006011723.html

2cylinderdriver

Here is an excerpt from an FAA publication. If I was you I would search the FAA web site for PRIA (Pilot Records Improvement Act of 1996) and at the very least request your info from AWAC and see what they hold. In general Air Carriers follow the act by the letter to avoid liability. Good Luck.

3. Disciplinary Actions that are unrelated to a termination or release from employment, and have been imposed on a pilot by the employer, should only be reported if they involve the individual’s performance as a pilot, and have not been subsequently overturned. Other employment related actions that have nothing to do with the pilot’s flight duties resulting in a disciplinary action, but not discharge or termination, should not be reported. (49 U.S.C. § 44703(h)(1)(B)(ii)(II))

4. Release From Employment Records. All disciplinary actions, however, including those that do not involve performance as a pilot, must be reported if they played any role in the current or future termination or release from employment of the pilot. (49 U.S.C. § 44703(h)(1)(B)(ii)(III))

HSLD

FAA Background.

http://www.faa.gov/pilots/lic_cert/pria/background/

We also have the PRIA request form in our downlods section.

http://www.airlinepilotcentral.com/o...Itemid,85.html

bata

Try ALPA, first year there is nothing the union can do on the record if your on probation but maybe off the record they can help. After all that is exactly one on the reasons we pay dues. Someone at ALPA should raise the BS flag. Maybe you can get back on with an extra month of probation or something.

YoYoMa16

They sent me what I guess is a copy of the "official" resignation form, which basically says employee voluntarily resigned, and is not eligible for rehire.

loudgarrettdriver

This is none of my business but was there any other unfavorable info on you during your probation period. (Late, problem in training, argument.) Coming from a former HR position myself- that would be the first question I would ask.

It almost sounds like someone in management had it in for you. All you have to do is p#ss someone off- which you know- is pretty easy.

The bottom line is PRIA. Any problem you had will turn up in the records report. You may want to request your PRIA records and get a written reason for the situation.

Now here's the weird part. On future apps will ask "have you ever been fired." YES or NO. Technically you have NOT been fired. But there's a lot of gray in that statement.

YoYoMa16

I had no problems during training, it all went very well. Thanks a lot for all the help - one regional im applying to now asks the question have you ever been asked to resign from a company - i put yes of course, and actually the guy on the phone asked what happened with awac, and i told him everything - and he said that they will look into it and if I am eligible they will send an application - about 3 weeks letter I got the application in the mail, so I guess they chatted with awac on the situation and its ok with them - HOPEFULLY!

YoYoMa16

I was reading up on the PRIA stuff, and what i did wasnt a safety violation or a training problem - but im sure a lot of regionals will still have a problem with the situation - like i said before i just have to chalk it up to a learning experience!

vagabond

This was the original question. As a general rule, employers can say pretty much what they want to say about a former employee, and many of them do. Most of the information available on an employee would be found in the personnel file. So if there was disciplinary action taken, then it is very likely it will be in your file and could be reported to a potential employer. If you resigned, the potential employer might ask the old employer the circumstances leading to that separation.

My advice to everyone is to be forthcoming and honest at any job interview. There is no reason to hide things which you may deem to hurt you or diminish your chances, nor is there reason to embellish on your accomplishments. I expect that an employer who is interviewing you for a flying job would want to know about your experiences and education and safety problems you may have had. If you can portray any incidents you had into a learning experience, it shows something about you.

If the interviewer does not ask about the reasons leading to your separation, there really is no need to volunteer the information. If the interviewer does ask, then describe what happened. If it was a safety issue, tell what happened, what you did to resolve the problem and what you learned from it. If it was not a safety issue, describe what the problem was in simple terms and say you learned from that, too. No need to belabor anything.

The above is intended as very general advice to the original poster and to all others; I am not allowed to be more specific than that. Feel free to send me a PM if you'd like and I'll try to answer questions.