rickair7777

x2. Do not lie about this.

The fact that you came back to the same company in short order and completed training would mostly make this a non-event. I assume you were low-time when this happened?

If you don't disclose it and an airline finds out (most likely after you start class) you will then have a record of being fired by a 121 carrier for lying. Good luck ever trying to explain that away...

MartinC08

Yes, I was right at 135 Mins. I'm afraid that when I do answer yes to "Have you ever failed to complete Initial, Transition, or an Upgrade course of training under FAR Part 121 or FAR Part 135?" they'll [Regionals] will just throw away my apps.

BARRELL RIDER

What if you failed a check ride a decade ago? Do you put that in your application? I agree that honesty is best however pria only goes back 5 years. Do Airlines do an alternate records check besides pria?

captain152

Would you rather lie about it and have them ask you about it later and the real truth come out? Honesty is the best policy. ALWAYS. If they don't ask, don't tell. If they ask. Be honest. Don't sink yourself, but don't lie.

With the lack of applicants at regional carriers these days I think you'll be just fine. Every regional (except maybe Compass due to the flow) is having a hard time finding qualified pilots with the attrition taking place. You're VERY young in your career and have the whole world ahead of you. Keep your chin up. Stay in the books and keep your record clean from now on.

PM me if you want to chat about it.

You'll be just fine buddy.

captain152

If it doesn't specify a time frame just be honest. Don't think you know the system better than the company that is hiring.

rickair7777

PRIA and an airline application are two different things.

PRIA goes back five years with employers, and forever with the FAA as far as violations go. Part 91 FAA checkride failures are not even part of the FAA PRIA info, although any 121 training failure (FAA checkrides included) will be in the employer records.

Airlines will always ask about all checkrides, no matter how far back. An airline can (with just a little extra paperwork) obtain all of your checkride failures from the FAA with no date limits using FOIA (which has nothing to do with PRIA).

Don't kid yourself that you can hide anything the airlines are interested in.

Does it suck that more companies are using a computer scoring system to grade applications without taking into consideration the individual details? Yes. But it's better to take a delay getting called than get fired for lying.

MartinC08

@RickAir......PRIA shows employment history as well correct? Even if you didn't take a checkride?

rickair7777

Off the top of my head (google the FAA website for more details)...

PRIA, a federal law, consists of three components...

1. NDR. No time limit (?). Should show suspended/revoked licenses and impaired driving convictions.

2. FAA Records. No time limit (recent change). Shows certs/ratings, medical cert, and violation history. Does not show failed checkrides or expunged violations, or unadjudicated violations.

3. Employer Records. 5 Years. Should show all training records, including but not limited to FAA cert/rating checkrides and discipline records related to flight ops, or any discipline record if you were terminated for the offense...ie, if you punch the boss in the face at an office meeting and are disciplined, that is not reportable. But if the boss fires you for punching him, that would be reportable.

Important! Note that employers are required to comply with PRIA, within the legal limits of the law. But this does NOT mean they can't do additional background checks and they all do (usually within the limits of other relevant laws). Examples...

Part 91 checkride failures: They can get this from the FAA via a FOIA request.

Criminal Background: Other than NDR this is not required by PRIA, but IS required to grant a SIDA badge, so they'll get to look at the FBI criminal database in addition to NDR. They can also do their own background check (most do).

Employment History: Unless limited by state law, they can go back as far as they want and contact previous employers. Past employers can tell them anything they like, even if it's something that would NOT be reported in PRIA. A phone discussion between two managers is not PRIA, and is not limited by PRIA. This assumes the previous employer is willing to say anything at all, at risk of liability. Large companies will usually only verify dates of employment, but small operators may be willing to spill their guts, good or bad. I personally (having been in that position) would give a glowing recommendation for a good employee, but in the case of a bad apple would simply say that I'm not able to give a recomendation and would not provide details. I could get in trouble for trash-talking someone (even though it would be the truth) but there's no law or tort precedent that could get me in trouble for saying nothing. The guy on the other end could read between the lines.

MartinC08

Thanks! And the 5 year time frame for employer records...when does that begin? After you terminate employment with the said company?

rickair7777

Five years from today.