Originally Posted by BeatNavy

I could write a book about this, but I'll try to keep it short.

Over the years there's been a continuous erosion of QOL/benefits thru many unilateral changes made by the company. There used to be a ton of anti-union guys at JB (hence why it took 3 votes to get a union on property), but JB in the last few years has managed to get 2 unions on property, with more coming. That should paint the management picture. The labor dispute with the pilots didn't help (with management basically saying "while we can afford to pay you guys industry leading pay, we think you deserve less than DAL, AA, UAL, FDX, UPS, SWA, and ALK").

Icing on the cake, for all labor groups, was the insulting profit sharing. The unilateral change to the profit sharing formula (for the 3rd time at JB), pssed off a ton of people. PS payouts for the last few years:
2015: 11%
2016: 16.35%
2017: 2.9%
2018: 0.2%

Talk about disincentivizing people, especially when the company is making a ton of money and peers are getting a lot more.

Not saying there aren't issues and btching everywhere, but I think this forum, and other JB forums, has more than other airlines due to the labor war management waged, mostly due to their fear of rising costs and their Wall St. overlords (and Joel P.). There is more to it than just sport btching. Former company guys/blue juicers have flipped to either apathetic or anti-company. That said, out on the line, there are plenty of happy people at JB. Attrition to other airlines isn't that high. People at JB, even the loudmouth complainers on forums, want the company to succeed but are frustrated by the wasted opportunity and the repeated shortcomings of the company (labor relations, operations, etc.).

Management at JB really needs handle the next round of negotiations better, fix profit sharing, invest money to fix the operation, staff appropriately in all departments, and do more than have BBQs and pizzas to try to fix the culture problem. Buying back $1.25bil in stock (to please Wall St) while taking PS away from frontline employees and while watching the operation crumble wasn't smart. It's misstep after misstep by management on the operation and labor sides. There is one overriding concern with management: the next earnings call...to the overall detriment of the company and its future (at least in the minds of many). Lots of people at JB, despite the forums, hope the operation and culture turn around and things turn out well. I personally hope for the best for JB and all the employees chugging along, and hope both the operation and labor/management relations get a lot better over the next few years.

Edit: I was reading this thread and thought it was a JB thread. There are issues everywhere, some just have more than others at times. Spirit ranks above American

Originally Posted by Clear Right

Great points: I might add, and some may not agree, but I thought the 200% incentive pay to fix this last IROP was a step in the right direction. Yes, there is still staffing, profit sharing, spares and many more other things to fix, but at least they put their money where there mouth was to get the operation moving. Haven't seen "holiday incentive pay" offered very often in the past to help recover operation. Baby steps.

Originally Posted by Clear Right

Great points: I might add, and some may not agree, but I thought the 200% incentive pay to fix this last IROP was a step in the right direction. Yes, there is still staffing, profit sharing, spares and many more other things to fix, but at least they put their money where there mouth was to get the operation moving. Haven't seen "holiday incentive pay" offered very often in the past to help recover operation. Baby steps.

Originally Posted by BunkerF16

You're kidding, right? Their response to the latest IROP was a direct violation of the CBA. They can't unilaterally offer premium open time. There are several section in the contract that are required to be implemented before this section was activated. This was agreed upon specifically so that sections that benefited the pilots weren't delayed while sections that were beneficial to the company were implemented earlier.


But hey. Double pay, AMIRIGHT??!!

Originally Posted by Clear Right

Great points: I might add, and some may not agree, but I thought the 200% incentive pay to fix this last IROP was a step in the right direction. Yes, there is still staffing, profit sharing, spares and many more other things to fix, but at least they put their money where there mouth was to get the operation moving. Haven't seen "holiday incentive pay" offered very often in the past to help recover operation. Baby steps.

Originally Posted by BunkerF16

You're kidding, right? Their response to the latest IROP was a direct violation of the CBA. They can't unilaterally offer premium open time. There are several section in the contract that are required to be implemented before this section was activated. This was agreed upon specifically so that sections that benefited the pilots weren't delayed while sections that were beneficial to the company were implemented earlier.


But hey. Double pay, AMIRIGHT??!!

Originally Posted by Clear Right

My bad: Clearly not educated enough on the CBA. Just tried to say something positive, but clearly need to go read the contract. Thank you all for correcting me.

Originally Posted by Clear Right

My bad: Clearly not educated enough on the CBA. Just tried to say something positive, but clearly need to go read the contract. Thank you all for correcting me.

Originally Posted by disenchantMINT

That action was a blatant violation of the CBA, an end run around other contractual provisions that must be in place before they have the luxury of premium open time to alleviate their self-inflicted staffing woes.

Originally Posted by donpizmeov2

And just to continue the educational process, it would be interesting to know how SWA handles these situation!