ive heard the argument made for FO’s who have limited other hiring options, to sign on with the contract with the thought process of breaking their side of the agreement when they can get hired as captain elsewhere.
the argument made to me, bank those bonus $$ so you can pay them back, then pay the other damages (up to 100K). Thought being the salary upgrade of working for a LLC or legacy still make it a better move financially then staying at republic.
The contract excludes delta AA and United from the non compete.
Raises a few topics of discussion.
- would delta AA or United consider hiring someone who broke their contract?
- will the non compete even stand up in court or will that be withdrawn?
- if not withdrawn, what are the ramifications for accepting a position at another commercial airline.
- I believe it’s passenger only, correct me if I’m wrong. Would one be able to accept a position for cargo?
Just would like to hear others thoughts on this.

so you can leave republic for one of the big 3? I don’t see what the issue is, then?

The case is waiting on a judge to rule on RPA's motion to dismiss. If judge rules in favor of RPA, then the contract would stand. I'm not a lawyer so I'm not sure if that's something that can be appealed if the union wished to keep going. Of course, if the judge denies the motion to dismiss then the case goes to hearing probably early 2024 where the 2 sides can present their arguments and see where it lands (pun intended).

Taking a flying job at any airline including cargo would violate the contract.

You still have to pay back the up to $100K in liquidated damages if you go to DL, AA or UA. Your first 3 years at any one of those 3 legacies will average you about $250K-$300K total (using years 1-3 FO NB averages and guaranteed minimum monthly paid time). Lop off 30% for taxes and you're down to $175K - $210K take home pay over those 3 years. RPA will want their $100K and not likely to let you go on a multiyear payment plan, and it would be challenging to pay it quickly with your early years of legacy salary if you have any other normal living expenses, car payments, etc.

[QUOTE=Ragazzask8s;3714457]
- would delta AA or United consider hiring someone who broke their contract?

You haven't broken the contract until they take you and you leave

I interviewed on Tuesday and still haven’t heard anything back

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Your first 3 year estimate for the major airlines is very low. It will be easily over 400k and with a little effort could exceed 500. Work a bit harder and 600. I know pilots who will break 300k in just year 2 but they work for it. The above does not include profit sharing which could be another 40 to 60 k.

Just to clarify, the Union is not going to fight for you on this once you break the contract and Republic comes after you. You're going to have to hire your own lawyer to fight this (at a significant expense?). You signed this contract outside the prevue of the union (before you were a member).

I believe the union is sueing the company on the contract but not on the behalf of any one individual. You can hold out hope that eventually the union wins or the company eventually removes the damages provision of the contract on their own. But that is a decision you would have to make.

Looks like high time FO's have to sign as well.
Way too much risk signing this IMHO.

Is it a different contract? The new hire contract for pathway and low time FOs introduced in May 2023 is worded very specific to the zero/low 121 time candidates.

Also, a high time FO coming in will be close to CA upgrade, which means 2 years plus however long it takes to upgrade from their high-time FO status. That's not nearly as bad as starting with zero 121 time and grinding out ~2+ years until the CA upgrade.

Slghtly different, but basically the same tenets.