I’d be more concerned about the risk than the focus. I just flew a jumpseater on a lax-fll red eye. His earlier flight canceled and when we landed he had just enough time to make it to the hotel to catch the bus to the training center.

I assume that everyone at this point knows what they need and dont need for their training. If people want to go home, and they can, who cares?

Im not telling someone what they need to do for their training. Its their training and their career.

The original question was "do we get sent home for the holidays," not "Do you guys think I should go home to see family"

This is Spirit we have many clowns running around you might have to be more specific [emoji1787]


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True, but J.S. was the clowniest.

Do people use COBRA for insurance during the first 90 days? I’m not concerned about me, but my children need insurance.


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[QUOTE=flyingpuma1;2874989]This is Spirit we have many clowns running around you might have to be more specific [emoji1787]

The clown that left for an amazing opportunity in India and is now in Canada or something.

[QUOTE=Skypilotsv1984;2875062]You forgot the brief stint he had in DFW teaching sim at AFG. The look on my face when I saw him there was priceless!:D

[QUOTE=Bruno82;2875005]Do people use COBRA for insurance during the first 90 days? I’m not concerned about me, but my children need insurance.

My wife and I purchased a temporary insurance plan through United for the 90 days. Ended up costing about $300 a month vs $1050 a month for us on cobra.

My wife and I used a Health Share type of plan.

Thanks. I’ve got a kid that will be fresh out of the NICU so I hope he will qualify for temporary insurance.


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Sorry to hear that!

This doesn't apply to you, since you have definite needs. But others may benefit from this information. I skated by knowing that I could bridge the gap between previous employer coverage and Spirit coverage. I always had the option to go back and pay all prior COBRA Premiums had something occurred during my 90 days and we needed coverage.

"Take a good look at this page and decide if it's worth rolling the dice. With the month of coverage from your previous employer and the 60 Days you have to opt into COBRA you might be able to safely bridge that 90 Day gap. *Results may vary*

"If you are entitled to elect COBRA coverage, you must be given an election period of at least 60 days (starting on the later of the date you are furnished the election notice or the date you would lose coverage) to choose whether or not to elect continuation coverage.
Each of the qualified beneficiaries for a qualifying event may independently elect COBRA coverage. This means that if both you and your spouse are entitled to elect continuation coverage, you each may decide separately whether to do so. The covered employee or spouse must be allowed to elect on behalf of any dependent children or on behalf of all of the qualified beneficiaries. A parent or legal guardian may elect on behalf of a minor child."

https://www.dol.gov/sites/dolgov/fil...e-consumer.pdf

Still a crying shame this issue wasn't resolved in the last round of negotiations. :mad:"