jetBlue Hiring
03-22-2014, 08:23 PM
#1281
Gets Weekends Off
Joined APC: Mar 2008
Position: B6
Posts: 1,047
?
[QUOTE=txbusdriver;1608385]Yet United pilots will make more money than you and have better benefits in every category. 90+% of all airline pilots are unionised. Don't you have a company dinner to go to?[/QUO
The article had nothing to do with that? but OK.
The article had nothing to do with that? but OK.
03-22-2014, 09:46 PM
#1282
Gets Weekends Off
Joined APC: Dec 2010
Posts: 524
[QUOTE=hyperboy;1608392]The point is UAL pilots aren't clamoring for the dr, lawsuit or not.
03-23-2014, 04:40 AM
#1283
Gets Weekends Off
Joined APC: Mar 2008
Position: B6
Posts: 1,047
03-23-2014, 05:13 AM
#1284
Gets Weekends Off
Joined APC: Mar 2008
Position: B6
Posts: 1,047
I spend some of my free time doing much for our veterans (here at JetBlue and away from), it is what I like to do. Sorry if that bothers you. It's way more productive and rewarding than having several hundred posts on APC?! Lol
03-23-2014, 05:26 AM
#1285
Line Holder
Joined APC: Sep 2013
Posts: 97
I'll play.
To summarize the legalese, ALPA mgmt believed it had bargained to impasse with another union's negotiating team that represents its 168 administrative employees. At that point, it instituted changes to the contracts and layed off 12 employees. The employees, under their CBA, through their Union, protested and the NMB agreed. ALPA must now either appeal or make things right.
First things first. All that stuff in bold above? Doesn't pertain to us at JetBlue.
Meanwhile back home, JetBlue management:
- Changed healthcare without any negotiation, voting, or even signatures on the part of individual pilots, providing the WORST health care coverage of any major airline and costing many pilots thousands to tens of thousands of dollars per year.
- Fired pilots from a 2500-strong employee pool in a process unprotected by any powers nearly as robust as the 168 employees mentioned above enjoy.
- Created its own charter for using the employee representation entity (the PVC) to "negotiate" benefits and work rules, then violated it multiple times.
- Used a Peer Set Industry Average argument to set low wages, then when the PSIA demonstrated reason to raise them, simply changed the peer set. Meanwhile, management invented a different peer set to set their own wages and benefits.
- Payed themselves industry-leading bonuses while paying their employees industry-trailing profit sharing.
I can continue.
There are no appeals.
No NMB access to file a complaint.
No legal team representing our 2,500 pilots to pursue other actions.
As a JetBlue pilot without a union, your only recourse to those management decisions are to complain, hire a lawyer at your own expense (to fight against a PSIA-leading legal team), or swallow the pill. For either option you take (even compliance), you can be put under "progressive guidance" and fired. Or you can leave.
Or, you could vote YES and start working to make things better.
Your choice.
To summarize the legalese, ALPA mgmt believed it had bargained to impasse with another union's negotiating team that represents its 168 administrative employees. At that point, it instituted changes to the contracts and layed off 12 employees. The employees, under their CBA, through their Union, protested and the NMB agreed. ALPA must now either appeal or make things right.
First things first. All that stuff in bold above? Doesn't pertain to us at JetBlue.
Meanwhile back home, JetBlue management:
- Changed healthcare without any negotiation, voting, or even signatures on the part of individual pilots, providing the WORST health care coverage of any major airline and costing many pilots thousands to tens of thousands of dollars per year.
- Fired pilots from a 2500-strong employee pool in a process unprotected by any powers nearly as robust as the 168 employees mentioned above enjoy.
- Created its own charter for using the employee representation entity (the PVC) to "negotiate" benefits and work rules, then violated it multiple times.
- Used a Peer Set Industry Average argument to set low wages, then when the PSIA demonstrated reason to raise them, simply changed the peer set. Meanwhile, management invented a different peer set to set their own wages and benefits.
- Payed themselves industry-leading bonuses while paying their employees industry-trailing profit sharing.
I can continue.
There are no appeals.
No NMB access to file a complaint.
No legal team representing our 2,500 pilots to pursue other actions.
As a JetBlue pilot without a union, your only recourse to those management decisions are to complain, hire a lawyer at your own expense (to fight against a PSIA-leading legal team), or swallow the pill. For either option you take (even compliance), you can be put under "progressive guidance" and fired. Or you can leave.
Or, you could vote YES and start working to make things better.
Your choice.
03-23-2014, 11:26 AM
#1287
SDQ Base Chief
Joined APC: Mar 2006
Position: 320 CA
Posts: 5,691
2014 3
2015 5
2016 11
2017 13
2018 17
2019 13
2020 27
2021 34
2022 39
2023 47
2024 72
2025 66
2026 61
2027 100
2028 111
2029 126
2030 116
2031 124
2032 138
2033 166
2034 143
2035 151
2036 119
2037 121
2038 106
2039 106
2040 84
2041 113
2042 76
2043 67
2044 63
2045 50
2046 35
2047 31
2048 18
2049 18
2050 12
2051 4
2052 0
2053 1
03-24-2014, 04:32 AM
#1289
SDQ Base Chief
Joined APC: Mar 2006
Position: 320 CA
Posts: 5,691
I'd say a year or less, assuming you got the A320 as a newhire in training. If you got the E190 you would have a 2-year seat lock until you can bid LGB 320.
Last edited by Flyby1206; 03-24-2014 at 04:44 AM.
Thread
Thread Starter
Forum
Replies
Last Post
