Yes, but don't try to game that loophole..they might obtain records which you didn't expect them to find. You may not the first person from that previous employer that they've interviewed...

Also they might simply prefer to hire someone else who has a complete history.

You are correct. I was just stating that they do not have to actually obtain them before they can hire you, just attempt to. I always maintain that honesty is the best policy!

Are there any records a previous is not supposed to send to a potential employer? I have a previous employer that had knowledge of a medical certificate suspension that happened 15 years ago. It was non-flight related suspension while I was unemployed. They forwarded that to a potential employer and it just cost me a job. The FAA has no record of it at this point, but this company does. Any information would be very much appreciated.

From someone who has first hand experience with that, they would have found out anyway. Your medical suspension would have arrived on the first page of your records from the FAA…ALWAYS disclose stuff like that. Good luck in the future!

Didn't see an answer to this question. I am actually wondering the same thing. Does anyone know? Thanks!

The FAA will send FAA stuff. Airmen written test results, and check-ride results, good or bad. They will also send any FAA enforcement actions taken. They will not send information regarding training records of your students. Not sure what they will have on file concerning your own personal 141 records. I requested my entire FAA record be sent to me for a fee. I would do the same. That way you will know exactly what is in it.

Here is a link:

http://www.faa.gov/documentLibrary/m...AC_8060-68.pdf

Good question about 141.

121/135 is required to keep and report specific records.

Part 91 employers (includes 141) are required to return only those records which they happen to have. A 91 employer might not keep any at all (legal), but if they do they have to return what they have if they are the types of records required by PRIA.

141 employers do have to keep some records related to standardization, but that kind of thing is usually a formality so those records are usually not a problem unless the CFI was a problem child to the point where he got removed from duty (in which case he would probably have been fired anyway).

A potential issue with 141 is that in many cases the CFI also trained there as a student. I've seen multiple cases of 141 employers returning both employee records AND student records for a CFI who also trained there. Not correct or legal, but the min-wage girl who answers the phones and the mail might not understand the distinction. So in addition to your spotless 141 employment record, an airline might get your 141 student record including all incomplete stage checks, repeated lessons, etc.

Just got this from the FAA. Apologies if it's been posted before:

TO:
All pilots making inquiries concerning their ‘PRIA records.’

MOST OFTEN ASKED QUESTION:
“I would like to request a copy of my PRIA records. How do I do that?”

ANSWER:
First, I would like to explain that an individual pilot is not authorized to complete and submit any of the PRIA forms on their own. The PRIA 8060 series of forms is strictly for industry use only, specifically by Parts 121, 125, and 135 air carriers and operators.

Next, there is no such thing as a pilot’s ‘PRIA records’ that resides at the FAA or anywhere else that a pilot can simply request a copy of. PRIA is an industry-to-industry background check that is in three parts: (1) the FAA, (2) any previous employer within the previous 5 year period where the individual was employed as a commercial pilot, and (3) the National Driver’s Registry (NDR) check which is done through the Department of Motor Vehicles (DMV) of any State that the requester chooses to use.

The only means to obtain ‘PRIA records’ is when a pilot is actually in the process of applying for employment to an air carrier as a commercial pilot. In this case, (1) FAA will provide a copy of the report to the applicant automatically, then (2) the applicant must check the ‘yes’ block on FAA form 8060-11A to receive copies of training and other records from the current or previous employer, then (3) the hiring air carrier should see that the applicant receives a copy of the NDR (DMV) records once the report has been received by them. This is generally the ONLY way an applicant is able to receive these particular records.

There are, however, several different sets of records that a pilot can request copies of from the FAA. They are: a Complete File from Airmen Certification (AFS-760) for copies of all FAA 8710-1 forms, knowledge tests, temporary certificates, etc., including records of failed check rides. You may call Airmen Certification toll free at 866-878-2498 or Google <registry.faa.gov> for specific instructions to place your order.

You may also request a report of your certificate verifications along with any accident, incident, and enforcement history (AIE) from the Aviation Safety Data Branch (AFS-620). When making this request, please include the following:
Full Name
Certificate Number
Mailing Address
Email Address

Send Certificate Verification/AIE request to:
Email: [email protected]
Fax: 405-954-4655
Mail: FAA – Aviation Data Systems Branch
AFS-620 (Privacy Act)
P.O. Box 25082
Oklahoma City, OK 73125

As a 91 operator, I've only been asked from airlines for certificate action training records, if that. So, I've sent the record of training from the training center. One of the large cargo carriers just asked if the individual had, in fact, worked here, period.

GF

Make sure you understand exactly what is required by PRIA, and what is not.

You're legally protected in providing PRIA records.

If you provide adverse information that is not required by PRIA then you're on your own as far incurring liability relative to the fairness and accuracy of the adverse records, or whether certain state laws even allowed disclosure of the records. This is why many employers will now provide no background or reference information other than dates of employment, except where required by law (ie PRIA).