My thoughts

[GlorifiedCabbie]

NJASAP sounded like a good idea at the time. Keep all of the good parts and get rid of Teamsters National. There are enough pilots to make NJASAP self-sustaining. The other fractionals, even when combined, don't have enough members to make their own union feasible.

 

[rigger]

Hey wait, I used to be a Teamster, but my company went out of business

Me to........

but WE SHOWED THEM HUH Yip!!!!!!!

 

[GlorifiedCabbie]

I don't know why you keep revisiting the notion the teamsters are out to put this company under. All the pilots are asking for is a share of the pie. When times were lean, we were led to believe that if we hung in there, we would be rewarded later. There isn't much time left till retirement or possibly loosing one medical. If we all work together I'm sure there can be a positive outcome for all.

 

[AeroBoy]

Rigger, CitationAir is going out of business due to poor management and lack of willingness at Textron to invest more money into the company (not helping was a likely non-compete clause with NetJets in order to sell them $2.3 billion worth of Citation Latitudes and Longitudes, too). Just like the shutdown, the pilot union was the result of management's repeated poor decisions. The union didn't write and sign the loss-making contracts with customers or let operations become inefficient -- management did that all on their own.

 

[GlorifiedCabbie]

What? they couldn't balance the books on the backs of the pilots?

 

[UncleKenn]

Next came an interview with a team of Senior Flight Officers (a jury of their peers, so to speak) as well as the candidate’s immediate supervisor and one member of upper management. First and foremost, the team looked for indications of whether the applicant understood the open and trusting environment we were trying to create: Would the applicant try to perpetuate that environment and was the applicant open and honest? As you may imagine, these reviews were not brief. You don’t assess honesty and openness quickly, Reviews usually included sensitive question, as this was the only way to determine whether the applicant was determined to be guarded in his approach or was truly going to be open. We also wanted to ascertain whether the applicant felt open and trusting enough to criticize the organization. An ability to do so and to “name manes” in the process was seen as an indication of an ability to trust.

Our employees understood that Senior Flight Officer was an exclusive ranking. Since it was difficult to pass the test the first time around, repeat applications were another indication that an employee was serious about being committed-and that we were, in fact, building trust. It became clear that some employees would never become senior Flight Officers. These cases, while disappointing to everyone, also built trust. Over time, false hope becomes its own form of mistrust. Bu letting people know exactly where they stood; we elevated the fair-ness and justice of the system. It is very disheartening to spend years thinking you are working toward a goal only to learn at the last minute it isn’t to be. Not every employee is destined to be a life-lone committed employee. Other employees will be watching, imagining themselves in the shoes of both accepted and rejected applicants. If they see you being fair even with those you must reject, you have gone a long way toward creating trust and commitment among those you wish to retain

 

[GlorifiedCabbie]

Sounds like just another attempt to divide the pilot group.

 

[OHGOON]

Rigger, CitationAir is going out of business due to poor management and lack of willingness at Textron to invest more money into the company (not helping was a likely non-compete clause with NetJets in order to sell them $2.3 billion worth of Citation Latitudes and Longitudes, too). Just like the shutdown, the pilot union was the result of management's repeated poor decisions. The union didn't write and sign the loss-making contracts with customers or let operations become inefficient -- management did that all on their own.

Rigger doesn't want to hear it, no sense in trying to educate him with facts. To him, the threat will always be his fellow pilot trying to better himself.

Lost cause.

 

[OHGOON]

Next came an interview with a team of Senior Flight Officers (a jury of their peers, so to speak) as well as the candidate?s immediate supervisor and one member of upper management. First and foremost, the team looked for indications of whether the applicant understood the open and trusting environment we were trying to create: Would the applicant try to perpetuate that environment and was the applicant open and honest? As you may imagine, these reviews were not brief. You don?t assess honesty and openness quickly, Reviews usually included sensitive question, as this was the only way to determine whether the applicant was determined to be guarded in his approach or was truly going to be open. We also wanted to ascertain whether the applicant felt open and trusting enough to criticize the organization. An ability to do so and to ?name manes? in the process was seen as an indication of an ability to trust.

Our employees understood that Senior Flight Officer was an exclusive ranking. Since it was difficult to pass the test the first time around, repeat applications were another indication that an employee was serious about being committed-and that we were, in fact, building trust. It became clear that some employees would never become senior Flight Officers. These cases, while disappointing to everyone, also built trust. Over time, false hope becomes its own form of mistrust. Bu letting people know exactly where they stood; we elevated the fair-ness and justice of the system. It is very disheartening to spend years thinking you are working toward a goal only to learn at the last minute it isn?t to be. Not every employee is destined to be a life-lone committed employee. Other employees will be watching, imagining themselves in the shoes of both accepted and rejected applicants. If they see you being fair even with those you must reject, you have gone a long way toward creating trust and commitment among those you wish to retain

You forgot to include that relaxing the throat exercises are highly recommended for successful candidates. Once selected does one get issued an official set of kneepads?

 

[GlorifiedCabbie]

"Other employees will be watching, imagining themselves in the shoes of both accepted and rejected applicants." Isn't Flex getting new shoes too? Burgundy or was that too blatant?