Hargus9

Hey swass...i saw your post...i'm not sure i'm understanding what you mean...the two years started the day i was hired (the day the contract was signed)....the 6 months is a seperate issue....the 6 month thing has to do with what was specified pay-wise in the contract....in the contract the pay was supposed to increase $50.00 a week after 30 days and it didn't....it didn't increase until 6 months later so the question is does that pay discrepency constitute a breach of contract on my employer's behalf ? ; and if so, is the original contract null and void because of it? i.e. if i leave early do i have to reimburse my employer for the original training expense....?....the contract is pro-rated to include just that issue but i want to know if a breach of contract voids out the pro-rating of the training expense... or maybe to put it another way .... is it fair for my boss to ask for his money back (if i leave due to other factors such as "mistreatment"--broad term, i understand--) when he is the one that "broke the deal" in the first place?

Hargus9

hey swass...i saw your post and i'm not quite sure what you mean

Hargus9

hey swass ...i saw your post and i'm not quite sure i understand what you mean...the two years started the day the contract was signed...the 6 month issue is something else...in the contract it specified that the pay was supposed to increase $50.00 a week after 30 days and it didn't...it didn't go up until 6 months later so the question i have is does that constitute a breach of contract on my employer's behalf ?...and if so is the contract null and void after that point?.(the 30 day mark)... our contract is pro-rated so ordinarily if i was to leave early i should have to reimburse my boss for part of his initial training expense (he sent me to simuflite) . I understand that. But the question is, being that he "broke the deal" first by not paying me what was in the contract would i then be responsible to pay him back if i leave early? ....

Hargus9

sorry guys....hit the wrong button...didn't mean to write it 3 times..!

SkyHigh

I use to fly a AC690 for a charter outfit in the late 1990's and they payed me 12K per year. I also flew a CE-550 and LJ31A as FO for them as well. Two years ago I was offered another local job flying a kingair B200. They offered me 30K and I had to work in the potato shed when I wasn't flying. Another guy here who flys a similar turbine twin for a local builder makes 24K.

Seems to me that the smaller rural companies do not pay well at all.

Skyhigh

cl601pilot

Do some more research on training contracts being enforced. There have been several cases where the court sides with the employee when they have left early or where the employer didn't abide by the contract themselves.

I would just put the year in and then move on quietly. If the guy is a micro managing prick, then personally I would leave him high and dry when its most inconvenient to to your employer. Be sure to get paid up for anything owed. Like after a Friday payday and start your new job on Saturday.

Once you have been in the industry long enough you will realize that the flying aspect is rewarding, but your here for the money. Besides the employer will always take as much advantage as possible.

Never take a position where you have to go in and work a non aviation job when you aren't flying.

Hargus9

hey there cl601 that is too funny !...just out of curiosity why would you suggest leaving him high and dry?....to prove a point?...maybe teach him a lesson so he treats his next pilot better?...as much of a jerk as he is that sounds dangerously close to downright vicious !...funny thing i'm in a position to do just that...we're getting our plane back after 5 months of work and i've had several other offers in the meantime...nothing spectacular but still no office B/S !...look forward to your next post

Hargus9

oh yeah....any ideas on where i could research the contract enforcement issue ?

SB2K

You are (unfortunately) going to have to consult with an aviation attorney to get an absolute answer on this contract issue. AOPA is a good source here.

A word of warning coming from someone who has dealt with similar crap - be very careful about leaving on a bad note. Your future employers for years to come will probably talk to this jerk. I am not at all advocating a$$ kissing but blowing up a bridge is never a great idea.

.02

geosynchronous

Spend the money and consult with an attorney who specializes in employment law. You will save money and grief in the long term.

I'm not a lawyer, but if memory serves me from college, contracts consist of conditions, performance, satisfaction, and discharge. If you leave before the satisfaction period, that is a material (major) breach. Your employer will be entitled to a remedy, which is the final balance of the contract amount, minus time and value (a dollar amount that was "worked" off) accrued. Bottom line is, you made an express agreement with your employer, you received a benefit, and your employer has the right to protect his financial interests.

I second SB2K's sentiments. You will be very surprised to see how small this world is. Do NOT burn a bridge.