Pros
Could be worse. One of the larger employers in Louisiana . Lots of overtime available, A 14on/14off schedule with possibly 7-days Vacation approval. (Max 7 earned per year.) “Earn” up to 6-days sick time per year (only 6).
Cons
Could be better. Sick time policy does not align with FAA’s “Fit to Fly” or “IM SAFE” guidance. PHI touts a higher hourly pay rate, but evaluate the entire compensation package and you will see PHI is mediocre at best. Many others are better overall packages. A 14 day full hitch of vacation may be submitted but not likely approved beyond 7-days. Special circumstances are possible. Corp Ldrs seem to believe everyone lies/works in 5-7 day cycles. Woke and DEI is alive and thriving! If you ID as any victim class, PHI wants you. Performance standards are flexible based on Mgmt and manning percentages. Plenty of HR courses and surveys, accordingly. Whenever LFT/HHQ holds a community mtg, expect to loose 1-2 benefits within the next 6-8 weeks following. PHI’s internal goals are to be average to mediocre while trying to express outwardly “a premier organization”. A direct conflict. PHI professes to be international but payroll/finance will only handle LA taxes. Employees are on their own for State taxes and dealing with LA state reported taxes or exemptions. If you like to fly helicopters, look elsewhere. PHI flies 99% airplane profiles. The current managing Capital Investment group and BOD seems to manage solely by spreadsheets, algorithms and AI. In 2026, Parts take 4-8 days to get from LFT (a 2-hr drive) and weeks from anywhere else. Manning shortages are reactively covered with overtime. We can seldom cover the standard flight schedule without overtime. There is no standby or backup manning. When concerns are expressed by employees, “we’ll look into it” is a common response. But then nothing. It seems this comment means nothing will happen until the “concern” appears more often or an “event” happens to highlight this concern. Like a safety issue or reported direct impact on a customer.