I think that spending per student is a more relevant discussion that the size of a country. And on that front, the US actually spends a high amount per student compared with the OECD average. So the question is why aren't we getting better results? I think that's where you have to examine the differences between education successes and troubles. Private schools here with good results typically have children from families that emphasize the importance of education. So I don't think it's an equitable comparison. I cited poverty, you cited single parent families - the common link is that if you are dealing with disadvantaged kids you are already in the hole from the standpoint of education. Maybe we could look at things that have worked in other countries, like more recess or later start times for teenagers.

In any case, I wish the JetBlue pilots luck. You've been undercompensated for way too long. It's too bad that the NLRB seems to be complicit with airline management, never releasing anybody.

Sent from my Pixel 2 XL using Tapatalk

 

Maybe, just maybe, those parents that have the right traits to be good people and successful in this country, wait for it... heard it hear first... passed those genes and traits on to their successful kids.

Genetics man, it's a real thing. Not just physical traits that everyone accepts, but also personality and behavior.

 

There it is, you finally figured out why the US has much poorer education outcomes, we have so many more dumb people!

After reading many of your previous posts, I'll give your comment the appropriate level of consideration...

 

maybe there's more to your screen name than i originally thought

 

It's sad reading the w2 thread on the major section and see a 2 year fo making more than our 10 year cpts....

 

Yup! But our guys only think about short-term gain and think RSA/VDAs and selling back PTO is the best thing on earth!

 

2017 W2 Earnings

Southerner...I’m gonna call you out again brother. I want you to tell me you’ve read that thread, you’ve read the union emails, and you still think it’s ok to not wear a lanyard. You should post your info in there and see how it stacks up. You sometimes seem like a level headed guy who argues for the sake of making sure the other side’s voice is heard so this isn’t an echo chamber like bluepilots, and I know how juicy you instructors become down there. But if you see 2-3 year legacy FOs who are making more than our CAs, especially after PS/retirement, and think wearing a lanyard doesn’t matter, that our culture is good enough to make up for that, you are insane.

You realize the company that says they care about you (second value) underpays you by 30-40%? You realize they bought back $500mil in stock in the last 2 years and are buying back $750m in the next 2? You realize that’s $1.25billion that neither adds value to the company, hasn’t appreciated the share price, doesn’t invest in the company’s fleet/infrastructure/people but merely is used to increase C suite bonuses? You realize that other “good” companies that actually care about their employees took the Trump tax windfall and gave it, or at least a portion of it, back to employees? What did JB do? Announce buybacks! We didn’t even get a raise in line with inflation yesterday...every other airline did. So we just lost another 3% of pay yesterday. Other airlines are giving raises outside of section 6 negotiations. You realize our $500mil cost savings program just means slashing budgets, running leaner, and continuing to do more with less ont the backs of labor? Management has had AMPLE opportunity to negotiate in good faith and give us MARKET RATE pay. Not leading, not unsustainable, not breaking Joel’s piggy bank rates...market rate.

Do you realize JetBlue management spends MILLIONS of dollars on union busting and anti-labor efforts? The company they pay to keep labor costs down actually takes whatever measurable and quantifiable metrics they can and advises JetBlue what they can get away with labor wise. That’s what they get paid millions to do. Guess what the biggest metric is? That silly lanyard you refuse to wear, as well as the social media campaign # of likes and shares, and rally/picket attendance.

I grew up not liking labor/unions. And I think ALPA has had significant issues in the last couple decades and isn’t perfect, or even particularly good in some cases. But it’s what we have and it’s the ONLY group that has our best interests in mind. The company doesn’t and you can’t say they do...not when they refuse to accept market rate and single handedly pushed us into a labor dispute. I was juicy for a while here. I really want jetblue to be a good place to work. I want the culture that you think exists here to actually exist. I want to not wear a lanyard, get along with management, potentially even be in management one day, and be a part of the best airline to work for. But dam, we are in a full blown labor dispute, the management greed is sickening, and we STILL have guys who refuse to wear a lanyard and do the one thing the union asks. A free, easy, and effective tool to help us get a contract. And even if lanyards aren’t effective (which is false), what is the downside to wearing it? Not offending management, the same guys who refuse to pay you what your peers make? Honestly I’m curious as to how you justify your decision. Unbelievable.

 

Oh I forgot to add...don’t spend your $50 lift award all in one place.

 

Great post Navy. I have my doubts he will give you a quality answer.

 

Awesome post. Sadly 100% true! I drank the blue juice in training as well but unfortunately what culture really is: brain washing to accept subpar pay. Our business model is entirely built on cheap labor. Completely greedy on the leaderships part to not share in our successes yet pass it all along to those at the top!