PRIA

Stryker172

Stryker172

Well-Known Member
So Im thinking about making a move to another company. I upgraded with my current employer and they asked me to stay until June and I said I would, I never signed anything. However I really need to move on earlier. Im worried my current employer would stick something nasty in my PRIA for leaving a little early and was advised to contact the FSDO about it. Was wondering what you guys think before I do anything.
 
Worst thing I put into a PRIA is "Not eligible for rehire". One of those in your PRIA is probably not the end of the world, but if you have more than one it doesn't paint a pretty picture.

Just stick it out for the length you said you would. That's the right thing to do and will pay dividends in the future.
 
murphfly said:
Worst thing I put into a PRIA is "Not eligible for rehire". One of those in your PRIA is probably not the end of the world, but if you have more than one it doesn't paint a pretty picture.

Just stick it out for the length you said you would. That's the right thing to do and will pay dividends in the future.
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PRIA should only include training records and disciplinary actions related to flight ops. It also includes history on DOT drug testing if I remember correctly. Anyone that would put a "nastygram" in a request should be ashamed of themselves.

Derek
 
dhood84 said:
PRIA should only include training records and disciplinary actions related to flight ops. It also includes history on DOT drug testing if I remember correctly. Anyone that would put a "nastygram" in a request should be ashamed of themselves.

Derek
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"Not eligible for rehire" is considered a nastygram?
 
murphfly said:
"Not eligible for rehire" is considered a nastygram?
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Yeah it is especially if it's not warranted as in this case. PRIA is for training records only and has nothing to do with eligibility of employment. Two separate issues. Plus by the time PRIA is received the employee has been hired and gone through most of training from what I've seen, so it's a moot point.

Derek
 
Let's just get back to the OP question. If you give an employer your word, just honor it. Simple as that. Unless the employer isn't holding up their end of the bargain. Why tarnish your good name in this industry?
 
I did answer his question. He shouldn't worry about PRIA unless he has failed a check ride.

Derek
 
murphfly said:
Let's just get back to the OP question. If you give an employer your word, just honor it. Simple as that. Unless the employer isn't holding up their end of the bargain. Why tarnish your good name in this industry?
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This mentality has to stop. Employment is a two way street. And because of this mentality, employers have the advantage. If I sign a contract, and the employer isn't doing their part, why the hell should I honor my side and take it in the shorts?

Edit to add: And then be looked down upon from my peers.
 
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Ow man....I was looking forward to flying with you (or at least a Brazilian steak night).
 
mshunter said:
This mentality has to stop. Employment is a two way street. And because of this mentality, employers have the advantage. If I sign a contract, and the employer isn't doing their part, why the hell should I honor my side and take it in the shorts?

Edit to add: And then be looked down upon from my peers.
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This is spot on. Just because your happy as the employer and getting what you need, doesn't mean I should have to be a slave. Life is a two way street in most aspects and if your in the wrong we are gonna talk about it and or terminate our contract.

Derek
 
ATN_Pilot said:
I'd be getting an attorney if an employer sent something that was not related to my duties as a pilot.
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Thought about it, but AC 120-68F spells it out pretty clearly. Disciplinary actions that led to termination. Now in my case the disciplinary action was the termination, don't know if there s a case to be made there. That being said, I hit the 5 year mark in another 3 1/2 years and the point will be moot. I don't plan on leaving before then. Besides, I have to answer the have you ever been terminated question anyways, so most potential employers will know before they get the PRIA. Rebuilding the resume post termination, and a good brief explanation (unlike the longest thread on JC), is going to work out fine in the end. I think.
 
ATN_Pilot said:
The ALPA attorneys are pretty adamant that it can only be included if it's a termination as a result of your piloting duties.
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Maybe I'll look into it again. But I've already added some pretty good stuff to the resume and I'm pretty sure there's more to come. Plus I'm not even thinking about going anywhere anytime soon, so by the time I do it's not going to matter. I may never get passed the major hiring computer, idk, but as long as hirings good I'll find something.
 
Is there any case law out there of a company facing a suit because they strayed beyond pilot performance in a PRIA? I could see big firms being very cautious about what they put into a PRIA, but decisions at small companies are often made by emotion.

I'm just curious ...This isn't an "I have a friend..." scenario.
 
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