Anyone has training contract and what type!

[RedBehren]

The only reason companies are inclined to use these types of contracts is because of the high volume of DOUCHE bags that have bagged the rating and hit the road, leaving some business owner (who made the mistake of trusting the new-hire pilot) holding the bag.

It only takes one loser to do this and it immediately can cost the company $15-25k. If more than one guy does it, well, do the math... Its simply a preventative scare tactic measure, not a tool to keep fence-hoppers contained.

There are plenty of jobs in the real world (not this fantasy-land that we all work in) that require a commitment for company sponsored training. If you dont like the position being offered and are afraid to commit to it, then DON'T. Leave the job for someone who's willing to stick around awhile.

All of the other people that i fly with fully support our management's use of these agreements, as do I, because whats good for us is good for the company, and people breezing through to collect a rating and run ISN'T...

 

[G100driver]

New hire training contracts, fine. We do not live in LaLa land.

Recurrent, upgrade ect ..... No way.

The easy way to make people stay is to pay them and give them QOL. Holding a gun to someone's head is not acceptable. All it takes is one loser company out there doing and suddenly it becomes acceptable.

 

[RedBehren]

We all need to agree on one thing; this is an industry full of opportunists. Ive seen people leave companies who were the highest paid, least worked of the bunch. It has nothing to do with pay and quality of life. If you want quality of life, live in the bahamas and smoke weed all day. If you want to earn a living, find a company that has its employees interests in mind - regardless of pay level. A training contract - regardless of training type - could be looked at as an insurance policy for the entire employee group. Every time one of us leaves the company hanging, it hurts us just as much as them.

 

[mobie]

Training Contract

What about a company that puts one in place after the pilots have been there a year or more. 2 years after type(any type even replacement a/c) and 1 year after each rec. training, have to pay back the cost of training plus hotel, food and travel.

 

[G100driver]

We all need to agree on one thing; this is an industry full of opportunists. Ive seen people leave companies who were the highest paid, least worked of the bunch. It has nothing to do with pay and quality of life. If you want quality of life, live in the bahamas and smoke weed all day. If you want to earn a living, find a company that has its employees interests in mind - regardless of pay level. A training contract - regardless of training type - could be looked at as an insurance policy for the entire employee group. Every time one of us leaves the company hanging, it hurts us just as much as them.

Just curious, are playing devils advocate here or are you serious?

 

[RedBehren]

Just curious, are playing devils advocate here or are you serious?

A little bit of both, I guess. Just trying to inject some relativity to the dialogue. Certainly not trying to get anyone uptight about it...

Look, I've worked at some great places and some lousy places - Ive stayed at every one for at least 5 years and I spent 10 long years at a company that ultimately went out of business for financial reasons - it was the BEST of the bunch. I feel lucky to have found the job I have now with a young, growing company where I feel appreciated... and its NOT the highest paying job I've ever had - and i work a LOT more than I used to. Myself and the other fellows that work there have no issue with the management trying to protect their pocketbooks using the TC's because, as I said before, whats good for them is good for us - or at least at this place it is.

I can understand that for some people that may seem crazy, but I think if you dig deep, you'll agree that unless you have the balls to go start your OWN company, you're at the whim of those who have. Thats just the simple truth...

People's feet do the talking.

 

[G100driver]

Interesting post. You are right about the whole cahoona's thing.

However unless the leadership leads and provides vision people will use their feet. As far contracts to make people stay ... hardly fair. Yea, yea I know if you do like do not apply.

What is their end of the bargin? Sign this contract and you will get X raise? Do not sign it and kick you to the curb every year?

Like I said it take leadership and vision to run a sucessful company. Just ask Herb.

 

[justwatching]

I've been watching this thread from afar, and seems that the stereotypical approaches are abundant.

The main point that Behren makes that most don't think about, is that it is not a way to hold someone "hostage." It's a way to ensure some idiot doesn't roll through town with all the right things to say in an interview, "bag" the rating and split.

If someone is canned for being an idiot, I can't imagine the company trying to recoup the costs. I would also imagine that after the initial expense of the rating, so long as you perform professionally, you WILL get a raise. I haven't heard that you HAVE to take the rating either. If someone is afraid of the commitment to an employer for one year that is ready to drop 15-20k in a type (plus the expenses), then stay seat locked until you're over it. It's simply a trade off.

I don't have a problem with a pro-rated, reasonable term approach. There are no raises or types if the opportunists take advantage of my company.

I'd like the names of half the people in this thread to ensure that we don't hire them.

 

[G100driver]

I've been watching this thread from afar, and seems that the stereotypical approaches are abundant.

The main point that Behren makes that most don't think about, is that it is not a way to hold someone "hostage." It's a way to ensure some idiot doesn't roll through town with all the right things to say in an interview, "bag" the rating and split.

If someone is canned for being an idiot, I can't imagine the company trying to recoup the costs. I would also imagine that after the initial expense of the rating, so long as you perform professionally, you WILL get a raise. I haven't heard that you HAVE to take the rating either. If someone is afraid of the commitment to an employer for one year that is ready to drop 15-20k in a type (plus the expenses), then stay seat locked until you're over it. It's simply a trade off.

I don't have a problem with a pro-rated, reasonable term approach. There are no raises or types if the opportunists take advantage of my company.

I'd like the names of half the people in this thread to ensure that we don't hire them.

No problems with intial types ect. But what about recurrents and costs of doing business? This is what Behern was elluding to.

Any company that does this is truly a bottom feeder with leadership that has given up trying to lead and motivate the group.

This is holding a pilot hostage. Leadership fails to lead and pilots will go elsewhere.

 

[justwatching]

Let me pose a hypothetical (and real) situation:

You, G100, are the company owner (or "leader" as you like to use):

Pilot gets furloughed, is broke and comes absolutely begging for a job a couple years ago. His total times are okay, so you type him in a LR35 and everyone goes about their business. T

Along the way, recurrents have come and gone, and raises have come every year as promised. Benefits are great, morale is great, company is growing and new equipment is being added all the time. Maintenance is exemplary and the schedule rocks. You, as the business owner, G100 are very proud of your company and after each review HR reports that folks are happy.

You, business owner, are going to add a GIV. "Joe Pilot" seems like a great candidate. You're going to drop $30k+ on that training.

Here's the question: What do you do? Ask "Joe" to sign a ONE YEAR contract or not?

Your business sense is on the line here, G100....what do you do?

Hint: It's really tough to "lead" out of BK.

This happened to us 6 months ago. Nearly $3k/month is a lot of raises for the rest of us.