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- Thread starter Bandit_Driver
- Start date
rausda27
Well-Known Member
Do you have a commercial Pilot Certificate with Multi-engine and Instrument rating (without limitations)? Yes No
Do you have a current ATP Certificate? Yes No
I have an ATP certificate for Airplane single and multi-engine land. I answered no regarding the first question and this invalidated me for the position. Interesting since having an ATP supersedes the requirement for commercial multi-engine and instrument.
Do you have a current ATP Certificate? Yes No
I have an ATP certificate for Airplane single and multi-engine land. I answered no regarding the first question and this invalidated me for the position. Interesting since having an ATP supersedes the requirement for commercial multi-engine and instrument.
Bandit_Driver
Gold Member
The app does contain a few frustrating issues. I would send an email to their support address.
Two things I noticed on the app were the First Class Medical restriction to six months only. If you are under 40 the regs now extend the first class to one year 61.23d. HR said if I was under 40 they would consider it current despite what the app says.
The second is the expiration of the FE written exam. They will not honor the 121 extention that allows the exam to never expire. You must have taken it within the last two years. Looks like Sheppard air will be getting another 75 bucks from me.
Two things I noticed on the app were the First Class Medical restriction to six months only. If you are under 40 the regs now extend the first class to one year 61.23d. HR said if I was under 40 they would consider it current despite what the app says.
The second is the expiration of the FE written exam. They will not honor the 121 extention that allows the exam to never expire. You must have taken it within the last two years. Looks like Sheppard air will be getting another 75 bucks from me.
staledog
Well-Known Member
Don't forget the option to show your SR71 time as well as your PIC shuttle time and astronaut rating.
hook_dupin
Well-Known Member
The SST schedule is now really short. Space pilots need to eat too....
blee256
Well-Known Member
Thats because its only good with your current employer, as long as u got hired on with them before it expired. But since you will be getting on with FedEx after it expired, its no good.
Does the sheppardair test prep expire? If you bought the program once, couldnt u just use it again? Or has it since been deleted from your computer?
DV8Pilot
DPE
Good to know, I was just getting ready to get a fresh one (inside of a year). Thanks for the heads up!
seagull
Well-Known Member
I am not sure that many of the people who are involved in the process spend the time to dissect the regs like people on this forum. You may not have a commercial certificate, but you certainly have the privileges of one.
The second portion has been answered. The first is that FedEx wants you to have one within 6 months. It isn't about whether it is current under the reg change. FedEx gets to make the rules on a FedEx application.
Bandit_Driver
Gold Member
Spoke with Sheppard Air and the software expires after 1 year and you must repurchase. They have to eat to and keep the test updated.
Reread my answer. HR said it was an error on the app and they would consider the First Class Still Valid for those under 40 up to 12 months.
The FAA gave me an different interpretation on the expiration of the written and indicated it would still be valid and follow me to another carrier as long as there was no gap in employement.
flyingmaniac
Well-Known Member
I was told that they are only looking for 200 pilots. I started to apply but then found out that I don't have a FE written done so that'll be my next step. But only 200 pilots seems pretty tight!
Maurus
The Great Gazoo
Shuttle pilots are paid less. Bringing down the industry.
kellwolf
Piece of Trash
Maybe, but it's not like they're gonna just stop hiring and never start again. Might as well get the app in. I'm probably no where near competitive, but ya can't win if ya don't play.
staledog
Well-Known Member
I don't think that's set in stone. I've seen that number thrown around a lot regarding this, but some sources on other boards who work there say it could very well be more. Also will probably hire at least some each year for a few years...who know though.
seagull
Well-Known Member
Maybe, but you are competing with people that will not have to explain that at an interview. Is it really worth it? Does the company want to hire someone that is not willing to take the time and small expense of having it more recent? Think about it. So you know, HR is NOT the ones that do the selection at FedEx. They haven't been involved since the early 90s. They only provide certain administrative support work.
It will be a lot more than that.
sorrygottarunway
Well-Known Member
FedEx hiring! Fantast....uhhh... wait... $75 to be able to apply!?
seagull
Well-Known Member
On a related note:
Negotiating Update 11-01
January 28, 2011
This is an important update. Please take the time to read it thoroughly. There will be more information forthcoming in the ensuing days.
Admittedly, you have not heard from us in recent weeks. That is not to be construed as a sign of inactivity. In fact, the opposite is true. Starting in December and continuing through yesterday, we engaged management in a very innovative and unique endeavor in attempt to address the needs of our members. We were not sure if our concept would work and did not want to whipsaw you or create distractions while you once again met and exceeded all of the challenges of a very busy peak season. Our concept took hold with management and transitioned into comprehensive, focused collective bargaining. Late yesterday afternoon, our committee reached a Tentative Agreement with the Company on a new Collective Bargaining Agreement.
Every set of contract negotiations is defined by the context in which they occur. The circumstances that mold the bargaining may be external or internal or a combination thereof. Ours were no different. We started bargaining early in August not too long after one of the most severe economic downturns in recent history. Obviously, our economy has still not yet fully recovered. However, our company weathered the downturn better than most. In fact, the company has positioned itself well for future growth as evidenced by the acquisition of new 757s/777s and the recommencement of pilot hiring. Meanwhile, we prepared for negotiations by narrowing our focus to gains of importance and defense of the sacrosanct with a mind to achieving a new Agreement in a respectable timeframe.
Not too long after we opened bargaining, the FAA issued a Notice for Proposed Rule Making (NPRM) for Flight Time/ Duty Time limits. Unlike past efforts to address flight duty time, the FAA was required by law to establish new FARs by August 1st 2011. The NPRM significantly reshaped the bargaining environment for management. From our perspective, the NPRM interjected frustrating uncertainty at a time when the bargaining environment seemed fairly positive. We considered bargaining work rules despite the prospect of new FARs. This concept conflicted with our current arrangement where the FARs represent the floor with our Agreement operating at a much higher level. It also required a willing bargaining partner.
For management, the NPRM represents a paradigm shift of such proportion that, as an entity, they could not get past this obstacle when it came to bargaining our work rules and scheduling sections (4, 12 & 25). It should be noted that it is not so much about the rules themselves as it is the operational, economic and staffing ramifications. For those interested, this URL is the company’s comments to the NPRM (FedEx Express NPRM comments).
This presented a significant challenge as it takes two parties to negotiate meaningfully. In November, the Company stated that they would soon rapidly start running out of significant items on which they could engage. Whether we believed them or not soon became irrelevant.
Another dynamic that had been running in the background was the Company’s longstanding desire to open a European Foreign Domicile Assignment (FDA) and augment the HKG FDA with MD-11s. As mentioned in updates this past fall, we engaged the company successfully on a new FDA arrangement. The final disposition of the FDA arrangement was a different matter. As much as we were pleased with the FDA arrangement and thought it worthy of your consideration, we were in RLA Section Six bargaining. The Company wanted it in place so they could put out a significant Posting. At the same time, they were telling us that they could not deal with the other broader contract issues. That was a dichotomy that we could not reconcile. In late fall, we told management that the FDA LOA was on hold until we could find a way to address the needs of every FedEx pilot.
This led to our theoretical concept mentioned earlier. We initially broached the idea of an agreement that combined our outstanding LOAs (some completed as far back as 2008), the recently Tentatively Agreed (TA’ed) CBA Sections (totaling 12), some grievance settlements of broad significance, ASAP and FOQA programs and, of course, meaningful economic improvement. After thinking about it for a while, the company agreed to more specific discussions.
The ensuing negotiations were comprehensive in what the new contract would contain and, equally important, not contain. While we recognize the company’s difficulty with NPRM, we had objectives to achieve. Real improvements were at the forefront, but strategic positioning was a relevant consideration. Notwithstanding the NPRM, we saw positives in current bargaining environment. Given the dynamic nature of the external factors related to airline contract bargaining, we did not want to commit to wait for several years to get back to the table and address unfinished business. Consequently, it was also important to put into place a mechanism that allows the parties to continue meeting in the interim with the hope of narrowing the differences so that once bargaining resumes we can resolve all outstanding issues in an expedited manner. Unlike other properties where the parties retreat to their trenches after achieving a CBA, we have a written commitment that guarantees continued discussions between now and our next amendable date.
The MEC was apprised of the TA last night, although we have been in contact throughout the process. Out of deference to your elected leaders, it would be premature to delve into great detail concerning the contents of the TA. We can tell you that all of the items mentioned above are included. Additionally, there is a unique duration clause that gives ALPA the unilateral choice to make this a 12 month or 24 month Agreement with a decision coming by January 2012. This key clause enables us to bargain the next agreement when the circumstances suit us. There is a pay raise for 2011 (and one for 2012 linked to the extension decision), a lump sum payment, and per diem increases. And so that there is no wild speculation as the MEC digests the documents, there are no changes to our Vacation or Retirement; all provisions including Age 60 as the normal retirement age remain current book. Our 2006 Agreement represented a quantum leap in gains for us. This Agreement enhances and preserves those gains, as the only thing sacrificed is some time on the calendar, which was quite likely to occur anyway. There are no give backs.
Our committee will be very busy over the next few weeks. You will receive information in an appropriate and timely manner. Our committee believes this TA is innovative, and a proactive approach that is worthy of ratification. We are committed to providing the MEC and our members facts and information about the Agreement and the decision making processes that led us to accomplish our most important task, representing you at the bargaining table. We sincerely believe that this is a contract worthy of your hard work and sacrifice, but we recognize and respect the fact that this is a group decision.
Thank you for your time, future patience and indulgence. We earnestly request that you remain focused in the cockpit at all times. Happy New Year and we will see you soon.
Fraternally,
The FDX MEC Negotiating Committee
Negotiating Update 11-01
January 28, 2011
This is an important update. Please take the time to read it thoroughly. There will be more information forthcoming in the ensuing days.
Admittedly, you have not heard from us in recent weeks. That is not to be construed as a sign of inactivity. In fact, the opposite is true. Starting in December and continuing through yesterday, we engaged management in a very innovative and unique endeavor in attempt to address the needs of our members. We were not sure if our concept would work and did not want to whipsaw you or create distractions while you once again met and exceeded all of the challenges of a very busy peak season. Our concept took hold with management and transitioned into comprehensive, focused collective bargaining. Late yesterday afternoon, our committee reached a Tentative Agreement with the Company on a new Collective Bargaining Agreement.
Every set of contract negotiations is defined by the context in which they occur. The circumstances that mold the bargaining may be external or internal or a combination thereof. Ours were no different. We started bargaining early in August not too long after one of the most severe economic downturns in recent history. Obviously, our economy has still not yet fully recovered. However, our company weathered the downturn better than most. In fact, the company has positioned itself well for future growth as evidenced by the acquisition of new 757s/777s and the recommencement of pilot hiring. Meanwhile, we prepared for negotiations by narrowing our focus to gains of importance and defense of the sacrosanct with a mind to achieving a new Agreement in a respectable timeframe.
Not too long after we opened bargaining, the FAA issued a Notice for Proposed Rule Making (NPRM) for Flight Time/ Duty Time limits. Unlike past efforts to address flight duty time, the FAA was required by law to establish new FARs by August 1st 2011. The NPRM significantly reshaped the bargaining environment for management. From our perspective, the NPRM interjected frustrating uncertainty at a time when the bargaining environment seemed fairly positive. We considered bargaining work rules despite the prospect of new FARs. This concept conflicted with our current arrangement where the FARs represent the floor with our Agreement operating at a much higher level. It also required a willing bargaining partner.
For management, the NPRM represents a paradigm shift of such proportion that, as an entity, they could not get past this obstacle when it came to bargaining our work rules and scheduling sections (4, 12 & 25). It should be noted that it is not so much about the rules themselves as it is the operational, economic and staffing ramifications. For those interested, this URL is the company’s comments to the NPRM (FedEx Express NPRM comments).
This presented a significant challenge as it takes two parties to negotiate meaningfully. In November, the Company stated that they would soon rapidly start running out of significant items on which they could engage. Whether we believed them or not soon became irrelevant.
Another dynamic that had been running in the background was the Company’s longstanding desire to open a European Foreign Domicile Assignment (FDA) and augment the HKG FDA with MD-11s. As mentioned in updates this past fall, we engaged the company successfully on a new FDA arrangement. The final disposition of the FDA arrangement was a different matter. As much as we were pleased with the FDA arrangement and thought it worthy of your consideration, we were in RLA Section Six bargaining. The Company wanted it in place so they could put out a significant Posting. At the same time, they were telling us that they could not deal with the other broader contract issues. That was a dichotomy that we could not reconcile. In late fall, we told management that the FDA LOA was on hold until we could find a way to address the needs of every FedEx pilot.
This led to our theoretical concept mentioned earlier. We initially broached the idea of an agreement that combined our outstanding LOAs (some completed as far back as 2008), the recently Tentatively Agreed (TA’ed) CBA Sections (totaling 12), some grievance settlements of broad significance, ASAP and FOQA programs and, of course, meaningful economic improvement. After thinking about it for a while, the company agreed to more specific discussions.
The ensuing negotiations were comprehensive in what the new contract would contain and, equally important, not contain. While we recognize the company’s difficulty with NPRM, we had objectives to achieve. Real improvements were at the forefront, but strategic positioning was a relevant consideration. Notwithstanding the NPRM, we saw positives in current bargaining environment. Given the dynamic nature of the external factors related to airline contract bargaining, we did not want to commit to wait for several years to get back to the table and address unfinished business. Consequently, it was also important to put into place a mechanism that allows the parties to continue meeting in the interim with the hope of narrowing the differences so that once bargaining resumes we can resolve all outstanding issues in an expedited manner. Unlike other properties where the parties retreat to their trenches after achieving a CBA, we have a written commitment that guarantees continued discussions between now and our next amendable date.
The MEC was apprised of the TA last night, although we have been in contact throughout the process. Out of deference to your elected leaders, it would be premature to delve into great detail concerning the contents of the TA. We can tell you that all of the items mentioned above are included. Additionally, there is a unique duration clause that gives ALPA the unilateral choice to make this a 12 month or 24 month Agreement with a decision coming by January 2012. This key clause enables us to bargain the next agreement when the circumstances suit us. There is a pay raise for 2011 (and one for 2012 linked to the extension decision), a lump sum payment, and per diem increases. And so that there is no wild speculation as the MEC digests the documents, there are no changes to our Vacation or Retirement; all provisions including Age 60 as the normal retirement age remain current book. Our 2006 Agreement represented a quantum leap in gains for us. This Agreement enhances and preserves those gains, as the only thing sacrificed is some time on the calendar, which was quite likely to occur anyway. There are no give backs.
Our committee will be very busy over the next few weeks. You will receive information in an appropriate and timely manner. Our committee believes this TA is innovative, and a proactive approach that is worthy of ratification. We are committed to providing the MEC and our members facts and information about the Agreement and the decision making processes that led us to accomplish our most important task, representing you at the bargaining table. We sincerely believe that this is a contract worthy of your hard work and sacrifice, but we recognize and respect the fact that this is a group decision.
Thank you for your time, future patience and indulgence. We earnestly request that you remain focused in the cockpit at all times. Happy New Year and we will see you soon.
Fraternally,
The FDX MEC Negotiating Committee
Bandit_Driver
Gold Member
Just rocked a 98 on the FEX retest...so it is current once again... Thank you Sheppard Air Test Prep...
Hacker15e
Who am I? Where are my pants?
FWIW, the wisdom on APC about this it to just check 'em both (commercial and ATP).