confusedalot wrote: ↑Fri Nov 03, 2017 7:20 pm
Give it up Gilles.
Never in my lifetime have I seen a market sooo.....open to inexperienced pilots here in canadastan.
actually, to support the point, I was at your company way, way, way, before you even got there, and we were fucked over big time by management, had way more background than you ever had. so we all went our different ways, and your company had no chlice but hire inexperienced people, sad to say. like you.
our problem, and our stigma, we hapenned to work for a serious competitor that went kaput. big time nasty internal politics. that cost people their livelihoods.
we're talking early to mid nineties.
I don't know what you are talking about. In Europe, in Asia, they commonly hire pilots with 200 hours Total time, with no experience whatsoever, and put them in the right seat of A320s and B737s....and they call them second officers, in an aircraft with no first officer. This does not exist in Canada.
At the time I was hired, my employer required 4000 hours to get a right seat. I was hired with about 6000 hours..... Those were the days when one needed 2000 hours to get a left seat in a Navajo, remember ?
So come again ?
Never in my lifetime have I seen a market sooo.....open to inexperienced pilots here in canadastan.
.....and your company had no chlice but hire inexperienced people, sad to say. like you....
Back to the subject of this thread, Qwest, in order to justity Temporary Foreign Worker visas for these posts, with have to post ads in Canada and then claim they could not find pilots here.
Here are the guidelines for determining TFW applications for pilots, as published in 2014 by ESDC:
https://www.canada.ca/content/dam/canad ... ng_TFW.pdf
Foreign Pilots in Canada
In recent years, concerns have been raised that some airlines are excluding Canadian pilots from seasonal
jobs by requiring job applicants to already be trained on specific types of planes (type rating) before they are
hired, which is counter to general industry standards of airlines paying for and ensuring pilots obtain their
training on the specific airline’s planes after they have been hired.
The Government of Canada consulted widely on this issue, and most stakeholders agreed that seasonal
variations in fleet capacity should not stop airlines from training pilots for specific aircraft. It was noted
that many airlines successfully contract flight time, pilot training and other training elements, such as
flight simulator time, with other airlines or with aircraft manufacturers in order to meet their training
requirements. There was a consensus that there is no shortage of Canadian commercial pilots who could be
trained to fly specific types of aircraft.
Based on stakeholder consultations, the following changes are being made for airlines requesting foreign
pilots through the Labour Market Impact Assessment (LMIA) process.
Effective July 1, 2014, airlines must:
• meet the minimum advertising requirements for high-wage occupations; and
› specify the following criteria in their job postings:
› no more than a maximum of 4,000 flight hours for a First Officer and 5,000 hours for a Captain
as required experience;
› possess a valid commercial pilots’ licence;
› require English and/or French language proficiency;
› include industry standard medical testing requirements for commercial flight;
› state both the legal and common names of the airline operating in Canada;
• not include as an essential or asset requirement the necessity of holding a type rating for a specific
type of aircraft. However, requiring applicants to have experience flying equipment that is similar in
configuration and complexity to the airline’s fleet is considered acceptable;
• indicate when training bonds will be applied and they must cover a minimum of two years employment;
• negotiate a transition plan with ESDC documenting the airline’s future efforts and commitment to
decrease the reliance on foreign pilots while increasing its complement of Canadian/permanent resident
pilots. The transition plan will be reviewed by ESDC for progress and can affect the outcome of future LMIA
applications; and
• submit LMIA applications a minimum of three months before the first day of work to ensure Program
officers can thoroughly review the application. Any exception to this timeline must be requested prior to
the LMIA being submitted.
