How to request PRIA records

JDean3204 said:
Update to the PRIA situation...

My paperwork has now been changed to accurately reflect resignation and eligible for rehire. That's a huge potential stress relief down the road :) You can look into the PRIA records for old companies you work for as long as you contact the right people, no 8060-'s needed. I just had to be persistent with the company HR folks.
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If "not eligible for rehire" is showing up in PRIA someone is doing something very wrong.
 
T/O w/FSII said:
What do you mean? Is rehire eligible not allowed on a pria?
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People put it in there but it's dumb.

The only thing that should go in there are things related to training and your performance as a pilot. Also if you get fired for disciplinary reasons that can go in there.

If you get fired for failing checkride a that should be in there. If you get fired for banging the owner's daughter that will be in there. If you get a disciplinary warning for banging the owners daughter that should not be in there. Regardless, it's dumb as an employer to include anything other than what's required by the AC, and the AC doesn't mention anything about rehire eligibility.

The reg specifically mentions you should only include information about aeronautical related disciplinary actions and then only if they weren't subsequently overturned. If you say, "he isn't eligible for rehire," then turn around and won't say why you're starting to tread on legally shaky ground.
 
ppragman said:
People put it in there but it's dumb.

The only thing that should go in there are things related to training and your performance as a pilot. Also if you get fired for disciplinary reasons that can go in there.

If you get fired for failing checkride a that should be in there. If you get fired for banging the owner's daughter that will be in there. If you get a disciplinary warning for banging the owners daughter that should not be in there. Regardless, it's dumb as an employer to include anything other than what's required by the AC, and the AC doesn't mention anything about rehire eligibility.

The reg specifically mentions you should only include information about aeronautical related disciplinary actions and then only if they weren't subsequently overturned. If you say, "he isn't eligible for rehire," then turn around and won't say why you're starting to tread on legally shaky ground.
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You say that if you get fired for banging the owner's daughter, that would be admissible in a PRIA request. Why? I deal with PRIA requests and I have read regulation but I'm not understanding this. 4.5.2.2 of AC 120-68H says that "other morality or behavior based action unrelated to pilot performance" are not required to be reported. Is the key to this "not REQUIRED" to be reported, meaning you can if you want to? I am actually aware of a case of litigation concerning a scenario similar to this, but do not know the outcome, or if it's even resolved yet.
 
marmitenot said:
You say that if you get fired for banging the owner's daughter, that would be admissible in a PRIA request. Why? I deal with PRIA requests and I have read regulation but I'm not understanding this. 4.5.2.2 of AC 120-68H says that "other morality or behavior based action unrelated to pilot performance" are not required to be reported. Is the key to this "not REQUIRED" to be reported, meaning you can if you want to? I am actually aware of a case of litigation concerning a scenario similar to this, but do not know the outcome, or if it's even resolved yet.
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Discipline for other morality or behavior based action need not be reported, but scroll down a bit further and read 4.9.1 (and the details for 125 and 135 operations further down)

• Records of each action taken concerning the release from employment or physical or
professional disqualification of the flightcrew member that the employer did not
subsequently overturn.

If you are fired, the reason will likely be in your PRIA. If you're disciplined for moral issues that won't be in there.
 
ppragman said:
The giant "new hire packet" most of those places send off too? Most of it superfluous textual noise. So for instance, when we at "Brand Y" get a packet from a certain well-known Utah based part 121 carrier, we can't even reply with a bunch of the stuff they ask for - like legally are unable to. The pilots diligently fill out a form that goes on to ask us to rate the pilot's trustworthiness on some sort of scale and explain the reason they no longer work here. From an HR standpoint, they should know better - we can't open ourselves up to that kind of liability. If we did, we could be in a world of hurt for defamation or libel or some other such thing. Nah.
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Bwaha. I’m somehow unsurprised.
 
SkyWest ended up allowing me to resign due to the missed commute. But every interview I will be disclosing the nature of my departure to my potential employers, if they don’t hire because of that one issue then I guess it just isn’t meant to be..
 
So if an employer puts down why you were fired, that opens them up to litigation. That could be seen as slandering, as if your fired for cause, then they must document it. If they put anything down it should be for pilot reasons, performance and that must be also documented. A smart company will put nothing down..
 
SFLAX said:
So if an employer puts down why you were fired, that opens them up to litigation. That could be seen as slandering, as if your fired for cause, then they must document it. If they put anything down it should be for pilot reasons, performance and that must be also documented. A smart company will put nothing down..
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A smart company will comply with the AC, which means you say "the pilot was terminated for failure to comply with company policy" and you don't include any non-aviation related disciplinary proceedings IAW the AC....

Say as little as possible.
 
SFLAX said:
So if an employer puts down why you were fired, that opens them up to litigation. That could be seen as slandering, as if your fired for cause, then they must document it. If they put anything down it should be for pilot reasons, performance and that must be also documented. A smart company will put nothing down..
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Libel
 
A couple years ago I accepted an offer from a regional and received part of a signing bonus prior to start. A day or two before my class I notified the airline that I would not be attending training and returned the bonus check. Would this show on my PRIA even though I never stepped foot in class? Thanks!
 
TechFlyer said:
A couple years ago I accepted an offer from a regional and received part of a signing bonus prior to start. A day or two before my class I notified the airline that I would not be attending training and returned the bonus check. Would this show on my PRIA even though I never stepped foot in class? Thanks!
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It shouldn't (you were never trained) but that doesn't mean it won't. The people who process PRIA requests often don't know what they are doing.
 
TechFlyer said:
A couple years ago I accepted an offer from a regional and received part of a signing bonus prior to start. A day or two before my class I notified the airline that I would not be attending training and returned the bonus check. Would this show on my PRIA even though I never stepped foot in class? Thanks!
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So, two things. A PRIA is to request records of training.

Not only did you not work for them, but you wouldn’t have any records.

So no, you wouldn’t list them as a employer.
 
This PRIA ordeal would be a lot easier if the FAA would just give its blessing to start using their online Pilot Records Database (available at prd.faa.gov) as THE approved official system for companies to comply with records checking requirements. This system would ideally have companies upload their training records to that database and have pilots activate their profile and input/confirm their current and past employers.

The database already contains all info regarding licenses, notice of disapprovals, enforcement actions, NDR records requests, etc. so having everything else reside there would make for an effective and efficient one-stop shop for hiring employers . . . all pilots would need to do is grant consent to these hiring employers to check their records which is a feature that's already available in the system.

Lastly, allow for a reddress workflow to dispute any training records that pilots may find erroneous or missing altogether and BAM!, you've just saved both employers and pilots a lot of money, paper, and wasted time!
 
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