The U.S. Department of Justice (DOJ) last month published its long-awaited rule that establishes the process for undergoing comprehensive background checks by aliens seeking first-time flight training in aircraft with mtow of more than 12,500 pounds. The Aviation and Transportation Security Act (ATSA), signed into law on Nov. 19, 2001, mandated background checks on aliens seeking flight training in large aircraft.
“Despite the economy there are still companies looking for pilots and OEMs looking to fill all sorts of positions, from pilots to sales reps to maintenance personnel,” Jodie Brown, president of Summit Solutions, told AIN. “And I can tell you that we really need leadership and management abilities in this industry, but the jobs are going to those who are qualified, do their homework before an interview and present themselves properly.”
The National Air Transportation Association (NATA) is offering FAA-approved employee-background verification for FBOs and other airport service businesses. NATA president James Coyne said, “The first line of defense against improper tampering with aircraft is knowing who has access to the airplane, on the ramp, in the hangar or in the shop.
All airport workers with access to airplanes and secure areas have been ordered to submit to new criminal background checks. Employers will also be asked to assist authorities in new criminal background checks of “flight-safety sensitive” personnel. The FAA is requiring the revalidation of all airport IDs to make sure they are current, genuine and correspond to the person carrying them.
Reliance Aerotech Services (RAS) of Nashville, Tenn., has launched a toll-free recruitment hotline to make it easier for prospective employees to contact the company’s recruiters. RAS provides outsourced aviation maintenance personnel and integration solutions for the defense, government, business and commercial aviation markets.
More detailed reporting of top executive compensation, including such perks as personal use of corporate aircraft, is the aim of new proposals under consideration by the Securities and Exchange Commission. The Wall Street Journal calls the proposals the “most sweeping overhaul of pay disclosure rules in 14 years.” The SEC will consider whether to formally adopt the proposals at a public meeting next Tuesday.
Kevin Dawson, director of human resources for Sabreliner-Midcoast in St. Louis, has discovered that use of the Internet for recruitment is not only more efficient but also more cost-effective. “We used to spend lots of money on newspaper advertising, which has no capacity to record, track or monitor anything,” he said.
More detailed reporting of top executive compensation, including such perquisites as personal use of corporate aircraft, is the aim of new proposals from the Securities and Exchange Commission (SEC). One of the proposals would lower the threshold at which perks must be disclosed. Companies currently must reveal perks if the total aggregate value is more than $50,000, or 10 percent of total annual salary and bonus.
Some flight departments employ independent contractors as a way to keep their costs in check. However, with the IRS taking a new interest in the “independent contractor classification,” companies might want to take a closer look at this plan and its tax and liability implications.
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