Originally Posted by WhistlePig

JetBlue has a moral duty to take care of its crewmembers and deal fairly with its business partners. And I agree, that is a good way to run a business. (And they only way to run a business that's foundation is the 5 values and culture, but I digress) Southwest has always put its employees ahead of its customers and empowered its employees to take care of the customers. It works.

But, JetBlue's only legal duty is the duty to its shareholders. If the shareholders think that their ROI is being diminished by bad business decisions such as spending too much on pilot compensation for example, they will seek a remedy in law. That remedy could include cash payouts representative of what the shareholders should have been paid or ouster of the board and taking control of the company. Imagine what that chaos would do to our job stability.

I agree goodwill is beneficial, but it is also very hard to quantify. We would be better off if management treated us the way they should. But they have no legal duty to do so.

Lastly, be careful comparing us to DAL/UAL/AA regarding goodwill and legal duties to shareholders. That legal duty resulted in strategic bankruptcies with the sole purpose of discharging pension obligations. Those bankruptcies ruined lives. Those companies could have restructured differently and followed a moral duty to their employees, but instead they honored their legal duty to their shareholders absolutely and without concern for the effect on the employees. It's not personal, it's the airline business.

For now, treat each other with respect, wear your lanyard, and fly
SOP.

Originally Posted by WhistlePig

That may work for you but not everyone has been here for 10 years and had the opportunity to amass a savings cushion. That takes time. You will have folks leaving laterally if a strike is likely and you will have folks getting preferential interviews at ALPA carriers and leaving if there is a strike. A strike is a tool, but it is a tool that cuts both ways and is not something that should be threatened lightly.

Originally Posted by hilltopflyer

They don't have to do any with regards to shareholders... it's not legally binding that the bod act in their best interest

Originally Posted by pilotpayne

How quickly we forget

Originally Posted by WhistlePig

That statement is patently false.

Originally Posted by hilltopflyer

No because the bod can spin any decision they make any way they want. Gave pilots a market rate contract so we can keep hiring quality pilots, we built a new lodge (with a bod family building it) because it will make the brand better, even though they say it cost more money to lodge new hires there.

Originally Posted by rvr1800

queue do you work at jetBlue? If so have you reached out to your reps about this? What was the response?

Originally Posted by PasserOGas

No one has been fired at UAL, SWA, DAL, UPS, etc. over their pilot compensation.

Originally Posted by WhistlePig

But, JetBlue's only legal duty is the duty to its shareholders. If the shareholders think that their ROI is being diminished by bad business decisions such as spending too much on pilot compensation for example, they will seek a remedy in law. That remedy could include cash payouts representative of what the shareholders should have been paid or ouster of the board and taking control of the company. Imagine what that chaos would do to our job stability.

I agree goodwill is beneficial, but it is also very hard to quantify. We would be better off if management treated us the way they should. But they have no legal duty to do so.

Lastly, be careful comparing us to DAL/UAL/AA regarding goodwill and legal duties to shareholders. That legal duty resulted in strategic bankruptcies with the sole purpose of discharging pension obligations. Those bankruptcies ruined lives. Those companies could have restructured differently and followed a moral duty to their employees, but instead they honored their legal duty to their shareholders absolutely and without concern for the effect on the employees. It's not personal, it's the airline business.

For now, treat each other with respect, wear your lanyard, and fly SOP.

Originally Posted by cf105

If given the options, both interviews passed, would you choose to take the CJO and the April class at Spirit, or keep going with jetBlue even if the hiring process is much longer and you won't get a class until Sept?

One may vote a new contract within a month, the other one will eventually get one...