Guaranteed UAL Interview

Discussion in 'The Pipe' started by metallifan33, Feb 19, 2016.

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  1. Feb 26, 2016 #161

    dojetdriver

    dojetdriver

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    The FAQ seemed to mention something about XJT interviewing for the CPP.

    So, it appears to be as Pickle said. A chance, at a chance, at a chance......
     
  2. Feb 26, 2016 #162

    Shaftoe

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    "Acceptable training performance record
    Acceptable dependability record
    Acceptable disciplinary record"

    What defines this?
     
  3. Feb 27, 2016 #163

    PhantomHawk

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    Common sense dictates that they aren't going to specify this to the letter. If they did, we would all know JUST how far to push it and still be safe. If they define the minimum of what's acceptable, that's all they will get. For me, personally, I'm going to attempt to be a good employee and see what happens. That's all anybody really CAN do.
     
  4. Feb 27, 2016 #164

    david42

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    I'd think of you ask your self honestly you'd know if you didn't fall into this category.

    On the plus side, if you've done something not that bad, the record of it goes away after a period of time. I've seen my file and watched as papers that met the time requirement have been removed.
     
  5. Feb 27, 2016 #165

    Flying Turd

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    You honestly think the company doesn't have a file stored on a computer with all the sick calls and disciplinary letters. The union has one and I'm sure the company does too. But hey if it gives you piece of mind to see it torn up go for it.
     
  6. Feb 27, 2016 #166

    ScabKiller

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    So if you use the CPP the company can and will allow UAL to see your attendance record but if you get interviewed "of the street" than that information will not be available unless you sign a waiver?
     
  7. Feb 27, 2016 #167

    Flying J

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    That's how I interpreted it.
     
  8. Feb 27, 2016 #168

    Shaftoe

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    I think some of you may be taking a short sighted view of what I was inferring about. I wasn't suggesting whether or not we can find how just how many sick calls, etc. so that we could abuse their leniency.

    I meant the question quite seriously. I know several fellow pilots that have experienced training failures in the past. Are these guys looking to exclude anyone who has made a single mistake 10 years ago or were looking serious bad apples? Where is the threshold? I also have a friend who has a FMLA medical issue that pulls her off line on avg about 4 times a year for med procedures. Although the leaves are legitimate, she was expressing concern about eligibility.
     
  9. Feb 27, 2016 #169

    Zero-G

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    Without saying this is right or not...
    If you depended on someone to drive you to work every day, would you hire someone that takes FMLA 4 times a year, every year?
     
  10. Feb 27, 2016 #170

    Hammer

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    So I guess you wouldn't hire anybody who is in the military? Wow. Not even to mention it would be illegal. Maybe you'd like to rethink that comment.
     
  11. Feb 27, 2016 #171

    Zero-G

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    Apples and oranges, but illegal? Military gets you points, hands down, no argument. Don't troll that hammer.

    Anyway (and barring military leave as consideration in this discussion as it doesn't apply), it's quite a burden you are asking a company to accept as a condition of employment. They already know you are going to max out your sick leave for example. I sympathize for those that have to go FMLA for whatever reason, but that doesn't change what the guys with the checkbook will think - regardless of legality.
     
    Last edited: Feb 27, 2016
  12. Feb 27, 2016 #172

    Rig

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    FMLA is a Federal law protecting workers.

    FMLA's key provision: Protection of the employee from retaliation by an employer for exercising rights under the Act

    It's probably illegal not to hire or promote someone based on usage of FMLA
     
    Last edited: Feb 27, 2016
  13. Feb 27, 2016 #173

    ewrpilot

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    It's not illegal not hire someone based on a failed interview. There should be lawsuits for anyone that is not hired by United at XJT, regardless of FMLA. We are all well qualified pilots. I'm curious how many senior guys even want to make the jump over to United? I don't know that many.
     
  14. Feb 27, 2016 #174

    Zero-G

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    The $10,000 question is, how many will take the interview regardless of their desire to go to United otherwise. I think this is a great way to get access to a larger group of pilots that would not have applied to United otherwise and would have rode XJT to the end and left the industry at that time or retired at XJT if it stayed intact.
     
  15. Feb 28, 2016 #175

    dojetdriver

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    You said it here....

    Depends, are you hiring ONE DRIVER? Or do you already have TEN THOUSAND PLUS drivers on property, with enough to pick up slack/contingencies, known/estimated absence rates, etc?
     
    Last edited: Feb 28, 2016
  16. Feb 29, 2016 #176

    Proud Pilot

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  17. Feb 29, 2016 #177

    verified

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    Grow with the biggest! By 1970 United will have an all jet fleet! I remember the days at ExpressJet when we bragged about an "all jet fleet"
     
  18. Feb 29, 2016 #178

    fazole

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    If you were in your twenties and in excellent physical health in 1966, I think you were likely on your way to Vietnam.
     
  19. Feb 29, 2016 #179

    Zero-G

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    I don't think "excellent physical health" was a requirement for the draft.
     
  20. Feb 29, 2016 #180

    coolyokeluke

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    My father was an athletic guy. He was rejected by the Marines in 1964 for high BP
     

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