rickair7777

Try emailing your SAPA rep (if you know who they are). I doubt the website is coming back any time soon, the incumbent hated it and it was a big issue in this election. He won by a landslide so he has a mandate from the pilots that the website isn't important.

I've never heard of "California Sick" but FMLA does allow time off which cannot be counted for disciplinary purposes, and CA has it's own FMLA supplement law which allows more FMLA than other states.

wmupilot20

Hey quick question for a new hire. If I wanted the E175. Will I be guaranteed it or will I have to initially bid for it? Because I know there are a couple of airlines like Mesa where if you want the E175, they'll give it to you immediately.

Is offline

You are comparing Skywest to Mesa? you can go to Mesa and fly the 175 for less than half of the pay.

Turbosina

LOL...'California sick'?? I'm an SFO guy and I'll have to try that the next time I call in, just to hear the laughter.

There is no such thing, aside from the fact that CA basically has more generous FMLA rules. But FMLA requires a doctor's certification and cannot be used for your average cold, hangover, or other typical reason to call out.

rickair7777

I've known people who made pretty liberal use of FMLA. The minimum number of days is four, and all you need is a doc who will fill out the form.

shfo

You guys might want to look up California Kin Care Law ie California Sick. We had it at Eagle and I believe was one of the reasons they closed the base. We could use up to 50% of our sick time for California sick and it was illegal for the company to ask about the circumstances.

233.
(a) Any employer who provides sick leave for employees shall permit an employee to use in any calendar year the employee’s accrued and available sick leave entitlement, in an amount not less than the sick leave that would be accrued during six months at the employee’s then current rate of entitlement, for the reasons specified in subdivision (a) of Section 246.5. This section does not extend the maximum period of leave to which an employee is entitled under Section 12945.2 of the Government Code or under the federal Family and Medical Leave Act of 1993 (29 U.S.C. Sec. 2601 et seq.), regardless of whether the employee receives sick leave compensation during that leave.
(b) As used in this section:
(1) “Employer” means any person employing another under any appointment or contract of hire and includes the state, political subdivisions of the state, and municipalities.
(2) “Family member” has the same meaning as defined in Section 245.5.
(3) (A) “Sick leave” means accrued increments of compensated leave provided by an employer to an employee as a benefit of the employment for use by the employee during an absence from the employment for any of the reasons specified in subdivision (a) of Section 246.5.
(B) “Sick leave” does not include any benefit provided under an employee welfare benefit plan subject to the federal Employee Retirement Income Security Act of 1974 (Public Law 93-406, as amended) and does not include any insurance benefit, workers’ compensation benefit, unemployment compensation disability benefit, or benefit not payable from the employer’s general assets.
(c) An employer shall not deny an employee the right to use sick leave or discharge, threaten to discharge, demote, suspend, or in any manner discriminate against an employee for using, or attempting to exercise the right to use, sick leave to attend to an illness or the preventive care of a family member, or for any other reason specified in subdivision (a) of Section 246.5.
(d) Any employee aggrieved by a violation of this section shall be entitled to reinstatement and actual damages or one day’s pay, whichever is greater, and to appropriate equitable relief.
(e) Upon the filing of a complaint by an employee, the Labor Commissioner shall enforce this section in accordance with Chapter 4 (commencing with Section 79) of Division 1, including, but not limited to, Sections 92, 96.7, 98, and 98.1 to 98.8, inclusive. Alternatively, an employee may bring a civil action for the remedies provided by this section in a court of competent jurisdiction. If the employee prevails, the court may award reasonable attorney’s fees.
(f) The rights and remedies specified in this section are cumulative and nonexclusive and are in addition to any other rights or remedies afforded by contract or under other law.
(Amended by Stats. 2015, Ch. 802, Sec. 2. Effective January 1, 2016.)

Aeroknot

Anyone else having a hard time deciding to sign up for the "loss of medical" insurance? I was pretty excited about it when it was announced and it is a great option to have, but it's a lot more expensive than I thought it would be.

Majerus

I'm in the exact same boat. Can't make up my mind.

NewRJPilot

Thank you!

telejet

For those that are on the fence about the loss of medical, you can insure for any amount you want and still get the benefits of medical consultation, etc. So instead of insuring for your full salary, you can just select something a lot lower and still get tons out of the plan.

Even as a younger guy I plan on signing up. Never know when you'll get a "surprise" at a medical, and be SOL.