However, this can be somewhat mitigated with greater company contributions to the HSA (the current $800/$1600 per annum contingent upon completing Rally "activities" is insufficient and unacceptable). I'm personally a fan of HDHPs, but also realize there needs to be more plan selection for those with different healthcare needs.

To the OP, as you likely know cost is only part of the equation. You also have to consider what JB actually chooses to cover. Costs are easily budgeted for after year one pay in most situations. But being told your child's care is not covered, and having to argue with the insurance companies for critical meds, is a whole other discussion.

I have had to do both on multiple occasions and it is frustrating and even infuriating at times. I am also aware that to some extent this exists at most outfits, however, having related my own experiences to folks at other airlines, since I have decided to try and move on from B6, it is clear to me that such events are not as prolific as they seem to be here.

Is that the "Caring" value or the "Integrity" value in action from our leadership? :rolleyes: What a sham.

I find the CPs office does possess those values, but above them it is non-existent.

This has been my concern more than the cost actually. I have a dependent that has an ongoing condition, so that's something that I will have to do a little more research on before I can participate in the current hiring window.

I don't believe you are covered from day 1 either. If that's still true, that's another reason potential applicants need to avoid JB. When I got hired you weren't covered until the month AFTER you've been employed for 30 days, so unless you are hired on the 1st of a month with 31 days, you'll likely have 4 to 7 1/2 weeks of not being covered.

And the $1400/mo take home in training certainly won't cover COBRA to bridge the gap.

Cobra retroactive clause. Don't pay for it until you need it.

"You have 60 days after you lose your benefits to elect to pay for COBRA coverage. However, even if you enroll on Day 60, your coverage is retroactive to Day 1. Of course, you'll have to pay the retroactive premiums for that period."


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Solid point, but God forbid you end up needing it. JetBlue's industry-trailing pay will wipe you out.

If you start on the First or Second of a 31 day month and you are covered on the first of the next month. Otherwise it's the first of the following month. It's first of the month following 30 days of employment.