cactipilot

By the way, congratulations Skywest Forum - you've reached 1000 pages. Now all you kids better read EVERY page before you ask any questions. Otherwise, you're just lazy.

Utah

Lack of reserves = why the company wants the new mandatory reflow policy. Actually I'm sure the company thinks we already have a mandatory reflow policy.

They're hiring reflow notification teams to meet you at the aircraft or track you down on a break.

rickair7777

Not true (unless some state somewhere has a law to this effect).

The company probably cannot require details about your medical condition, but they can require a doc to certify that you missed work for a medical reason. If you wanted to, you could ask the doc to descr6ibe the condition if you thought that would make the employer more understanding.

If an FMLA claim is already open for the condition, then no additional documentation is required beyond initial FMLA paperwork.

rickair7777

The way I've seen it applied is that emergency is appropriate for...

- Any (non-medical) unforseen circumstances (car broke, accident driving in, child care failure, highway closed by snow, etc)

- Death in the family

- Major life event (includes job interviews)

The thing about emergency is that they're entitled to ask for deets (and possibly verification, like if you non-reved to HI for a funeral). There could also be pushback if they don't agree that the situation warranted emergency.

Also if something is going to be so distracting that it's dangerous you should call in for that too (ie wife dropped the d-bomb on your way out then door).

disillusioned

Watch open time and you will see. Been watching here and there and it is covering the first flight while kicking the can down the road for an hour or two while they scramble to find someone willing to answer their phone. I still say let them staff a tracking crew. The fact that they are even threatening that says a lot about our relationship with management. Good to see RJ saying that our loss of faith in the company is justified with their recent track record.

Now that we need to create a reflow policy, my hope is the first thing we do is define reflow. Reflow should be for flight cancels or IROPS. IROPS do not include you not staffing the company properly. In fact, let's shoot for time and a half for any schedule change if reserve staffing is below 10%. There has to be a severe financial penalty for messing with our schedules to cover their lack of foresight.

And everyone that thinks the company owns you from the time you check in to the time your footprint ends, bid reserve. For those that had to suffer years with that schedule, we are happy to have a line and know what our day and month will look like.

Nevets

They get around that by stating the note can only have the date and when you are fit to fly again, no HIPPA protected information.



You guys need to have this written down on your policy. Leaving it up to several different people deciding what constitutes and emergency is asking for trouble.

Nevets

We have something similar in our contract. If the company doesn't have at least 10% reserve staffing for each base, seat, and domicile, not only do pilots get 150/200% pay and the day(s) off restored, but also one vacation day for each day rolled off.

disillusioned

After a little more research, I found that in my base there are over 10 pilots still listed as GRN not bidding that were transitions from the Bro. I am assuming that some are waiting for IOE and will be put on reserve as soon as they are available. So there will be enough coverage for SS, but not enough for us to drop or improve our QOL at all.

It sounds like it would be cool to have one of those.

Nevets

I think that, for us, the reserve coverage has to be there by the beginning of the bid month. So people going through OE and being put on reserve afterward won't count. Because like you said, it wouldn't be enough anyway to cover IROPs, let alone life.

srbpilot

Sounds like the qol at skywest is not as the picture that recruitment is painting.