Given the fact that the majority of instructors are airline bound, most employers will have
to deal with the PRIA from airlines as your instructors move on to the next phase of his/her career.

The Pilot Records Improvement Act of 1996 was in response to several commercial
accidents in the late 1980's and early 1990's. The accidents involved pilot error by pilots
who were hired without completed background safety checks. After an investigation and subsequent reviews of these pilots, their records revealed prior safety violations or training problems. The new employers were unaware of previous violations or problems.

For most employers and employees, responses to these requests are routine. The Airman
signs a waiver and the previous employer normally hands over pertinent information in the airman's file. However, some instances occur when an employer gives negative information that is not required by PRIA. Generally, the employer is required to give anything negative involving the safety of the pilot, especially violations of FAR's. Furthermore, if termination
of employment results from a disciplinary action placing into question the Pilot's safety,
that must be disclosed. However, it is a very narrow amount of information that must be
given and only if it relates to the safety of the airman in question.

For example, if the airman breaks a FAR such as flying too low in a traffic pattern, that
should be reported. On the other hand, if the pilot is difficult and was disciplined or
sanctioned because he/she does not get along with a co-worker and that discipline did
not result in termination of employment, that should not be included in a PRIA response.
This list is certainly only a bare example and by no means complete.

For further information, for both employers and airman, further information can be found
on the FAA website http://www.faa.gov/pilots/lic_cert/pria/guidance/.

Jason Lorenzon holds the FAA Commercial License, Multi- Engine Instrument CFI, CFII, MEI Ratings. He is an attorney licensed to practice in Ohio and Florida. He is currently managing partner of DeCola & Lorenzon LCC, Attorneys at Law and has offices in Cleveland, Ohio, Akron, Ohio and Orlando Florida. He focuses his practice on Immigration and Aviation law. He can be reached at lorenzonlaw@gmail.com.