Ex-FLOPS people

[Jetlag]

Just wondering how people have been treated after giving notices (did they get there remaining vacation in there last paycheck, etc.).

 

[vindiesel]

Well...

I gave my notice in late oct. when I found out I was going to be flying at Gemini. I wrote my P.M. a bluberry email letting him know I had to give my 2 wk notice. He called me about 2 hours later asking me where I was going, wished me luck and responded to my email with a list of what to ship back to cgf to get my last paycheck. I did get my remaining vacation bought out/ paid with my final check. it took a month of b.s. to get my check, no one was telling payroll that all of my stuff, i.e.( blackberry, ID, Nametags, Jacket, Ties and sweater) was in. Overall, Montie was very cool to me, made me feel like I was going to be missed and I do miss flying with my friends, but **CENSORED****CENSORED****CENSORED****CENSORED**, I never knew how much I hated working there until I quit...

Good luck!

 

[XShipRider]

Non Piloto

I'm not a pilot but I did indeed quit Options. I performed a very "Nahill-esque"
no-notice departure to FL000. I returned company property immediately.
The two females in HR could not have been nicer or more pleasant. They
are true professionals who perform their jobs flawlessly. They have to be
informed that your company owned property has been returned before they
are allowed to release your final paycheck.

Note: I called HR for the amount of my final pay. There was a 10 hour
discrepancy with regard to my vacation time. Again, the HR folks confirmed
my suspicions and took care of it immediately.

 

[Jetlag]

thanks for the info. I just what to get a feel for what I'm up against.

 

[flyr4hire]

I took

all the reserve (sick) time I could before giving notice... I think this is like 8 days in a calendar year. I was very concerned about not having my last check held up so I timed my departure to coincide with the end of a pay period. I then sent a signature/receipt required letter for Director of HR with multi serve, id, and aircraft key enclosed. I included a list of items that I would be sending to Bob E. I sent a letter to the PM letting him know of the box and that I sent the other stuff to HR. I put a more personal letter to Bob in the box and sent it, signature/return receipt with leather jacket, light jacket, bberry, charger kit, company manuals with discs, and sweater (I think that was all). I then called Dispatch and told them I would not be coming to work any more. PM called in 30 minutes, not nasty at all, I helped 'em out by quitting after all. Bob acknowledged getting the box via e-mail two days later, got my final check with vacation time a month later. Since I took all my personal time and timed it right, I didn't care too much about the last check since it only included pay for a few days of vacation I had coming. I was torn about using this method of quitting but, bottom line, didn't trust the company... have seen too many instances of a simple process getting completely bunged up with the "management" team there.

 

[Corona]

Sorry, but how does a company withold your final paycheck? That is major f-ing illegal in my state. Three business days is the maximum they are allowed. Bureau of Labor and Industry would break their back...

C

 

[XShipRider]

Legalities

Sorry, but how does a company withold your final paycheck? That is major f-ing illegal in my state. Three business days is the maximum they are allowed. Bureau of Labor and Industry would break their back...

C

From what I read on this and EZBoard this is a minor lawsuit risk to FLOPs.

I think the following from Anderson' Ohio Revised Code covers final pay.
I'm pretty sure the sum of your uncollected compensation falls under the
"wage" and/or "fringe benefits" categories.

Emphasis (red italics) added by me:

§ 4113.15. Semimonthly payment of wages.

(A) Every individual, firm, partnership, association, or corporation doing business in this state shall, on or before the first day of each month, pay all its employees the wages earned by them during the first half of the preceding month ending with the fifteenth day thereof, and shall, on or before the fifteenth day of each month, pay such employees the wages earned by them during the last half of the preceding calendar month. If at any time of payment an employee is absent from his regular place of labor and does not receive his wages through an authorized representative, such person shall be entitled to said payment at any time thereafter upon demand upon the proper paymaster at the place where such wages are usually paid and where such pay is due. This section does not prohibit the daily or weekly payment of wages, the use of a longer time lapse that is customary to a given trade, profession or occupation, or establishment of a different time lapse by written contract or by operation of law.

(B) Where wages remain unpaid for thirty days beyond the regularly scheduled payday or, in the case where no regularly scheduled payday is applicable, for sixty days beyond the filing by the employee of a claim or for sixty days beyond the date of the agreement, award, or other act making wages payable and no contest court order or dispute of any wage claim including the assertion of a counterclaim exists accounting for nonpayment, the employer, in addition, as liquidated damages, is liable to the employee in an amount equal to six per cent of the amount of the claim still unpaid and not in contest or disputed or two hundred dollars, whichever is greater.

(C) In the absence of a contest, court order or dispute, an employer who is party to an agreement to pay or provide fringe benefits to an employee or to make any employee authorized deduction becomes a trustee of any funds required by such agreement to be paid to any person, organization, or governmental agency from the time that the duty to make such payment arises. No person shall, without reasonable justification or excuse for such failure, knowingly fail or refuse to pay to the appropriate person, organization, or governmental agency the amount necessary to provide the benefits or accomplish the purpose of any employee authorized deduction, within thirty days after the close of the pay period during which the employee earned or had deducted the amount of money necessary to pay for the fringe benefit or make any employee authorized deduction. A failure or refusal to pay, regardless of the number of employee pay accounts involved, constitutes one offense for the first delinquency of thirty days and a separate offense for each successive delinquency of thirty days.

(D) As used in this section:

(1) "Wage" means the net amount of money payable to an employee, including any guaranteed pay or reimbursement for expenses, less any federal, state, or local taxes withheld; any deductions made pursuant to a written agreement for the purpose of providing the employee with any fringe benefits; and any employee authorized deduction.

(2) "Fringe benefits" includes but is not limited to health, welfare, or retirement benefits, whether paid for entirely by the employee or on the basis of a joint employer-employee contribution, or vacation, separation, or holiday pay.

(3) "Employee authorized deduction" includes but is not limited to deductions for the purpose of: (a) purchase of United States savings bonds or corporate stocks or bonds, (b) a charitable contribution, (c) credit union savings or other regular savings program, or (d) repayment of a loan or other obligation.

HISTORY: GC § 12946-1; 103 v 154; Bureau of Code Revision, 10-1-53; 135 v H 581. Eff 1-1-74.

 

[Grim Reaper]

Number of former RTA folks that have departed FO is now at 166 and counting.

 

[KSUPILOT]

I am gone from FLOPS and enjoying everyday of LIFE now.

 

[Hobbes]

I hate to have to post on a board, but KSUPILOT, didn't you pm with me asking about finding a job and what Flight Options was like? Isn't this the same guy, because I still have the private message read receipt of it being you.

If you were at Flight Options, what aircraft did you fly? Who was your program manager while you were here?