Forty years ago when
helicopter pilots were deemed to be a dime a dozen and it was a take it or
leave it world. Often the aircraft duty day was dictated by non-pilots who were
not concerned about anything but their end of the log and if the pilot didn’t
like it they could go find a different job.
Mid-level managers with little or no aviation back ground all too often
were given operational control of aircraft and the crew.
I am so glad things have
changed, or have they? I heard just the other day that there is an EMS company
that has a ground ambulance manager in charge of flight ops and another that
allows the flight nurse to rule the cockpit. I have not witnessed this first
hand but have had highly respected pilots swear it to be so.
Here are some questions you
should be asking yourself.
you satisfied with your pay?
you satisfied with your benefits?
you satisfied with the support of your leadership?
coming to work for this company been a positive career move?
your 401K support your retirement goals?
you think that more work should mean more money in your pocket?
your rights in the work place understood by management?
they really care about your rights or are they quick to throw you under the
Having input and support from
the pilot point of view is something you will never give up when you warm up to
the idea. It is not easy but not nearly as hard as you think to accomplish. We
got to that place with the PHPA and so can you.
the past 15 years PHPA has evolved from a weak local independent union and a
loose collection of members to a stronger more focused organization. This process
did not happen in a vacuum. The strength or weakness of an organization cannot
in every instance be attributed to poor or ineffective leadership.
union protects your wages and benefits. There are no arbitrary pay cuts,
benefit erosions or the like without a vigorous defense by your union. The
union also protects your work by ensuring that your wages and benefits fall
within the occupational norms of your labor market value. We value our progress
in this area but your union leadership is committed to not let our progress
jeopardize our jobs. We must live within reasonable expectations that mirror
labor force economic realities.