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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.

  1. Are you satisfied with your pay?

  2. Are you satisfied with your benefits?

  3. Are you satisfied with the support of your leadership?

  4. Has coming to work for this company been a positive career move?

  5. Does your 401K support your retirement goals?

  6. Do you think that more work should mean more money in your pocket?

  7. Are your rights in the work place understood by management?

  8. Do they really care about your rights or are they quick to throw you under the bus?

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. 

Over 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. 

Your 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.





  
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