Return to JetBlue after an extended LOA
 

Question- I tried reading the contract about returning to JetBlue after a leave of absence. For example, can I resigned and then return to JetBlue with my original seniority number within a time-frame? Can I take an extended leave of absence approved by the Chief Pilot- and say during that time I start work for a legacy. I do understand about the potential hipcups with PRIA paperwork- if that happens.
When I worked at Republic, the contract stated that any pilot can return within 2 years and maintain their seniority number as long as the pilot left Republic in good terms.
TIA

Why would you take a leave with the expectations of going to a legacy but want to have Jetblue in your back pocket? You would also be employed by two airlines at the same time so that would be an issue.

When you ask for an LOA, what are you going to say? “Hey I want to go try out a legacy, then maybe come back.” I don’t think you’re going to get that approved. Or if you say you just need some time off and have a legit reason, then it’s approved, then PRIA hits and you start elsewhere, I don’t think that would fly, especially on your first year on probation.

It sounds like you are/were at republic, either new or about to start at JB, and have an AA interview? And that you’re not sure if you want to leave some seniority at JB to go to AA? Wanna try it before you buy it kinda thing? Make a choice and go with it...but I wouldn’t plan on leaving for a legacy and then trying to come back, or lying about an LOA for a legit reason to get approved but actually intending to start at another carrier as a means to preserve your seniority if you happen to get buyer’s remorse.

The short answer is no.

And if whatever legacy found out you likely be unemployed on both ends.

But hey! It’s nice to have options.

Additionally, if you try playing this game of being employed at 2 carriers at once you could wind up being fired from both carriers... and wind up back at Republic for the rest of your career.

Just a terrible idea....

Thank you gentlemen

I can't tell you how many USAirways LOAers worked at BlueJet and still do.

It was more than a few!

One was a BOB and is now back at AMR will full seniority accrual.

Another decided to resign when his LOA ran out and is still at BlueJet.

I think they were on an LOA for more than a decade and a half while employed at Bluejet.

A reasonable question and a benefit of the Airways CBA, IMO!

Benefit of the Airways CBA?

They weren't on an LOA for grins, they were furloughed and bypassed recall.

Two totally different worlds, having been on both during different parts of my career.

Not furloughed. These dudes were on an LOA before any furloughs occurred. I know them personally! Saw the wave coming and took advantage of the CBA language for an LOA.

Furlough is certainly a benefit of a CBA.

Before our first CBA, we had a "no furlough policy" in the PEA. Being furloughed would have been better a BlueJet "no furlough" nonrenewal.

Anyways the original posters question was reasonable especially with our own history of LOA working here while "employed" Airways, IMO!

:eek::eek::eek: Wow, what a "benefit" that I hope you never have to endure.....it's very disruptive because often a furlough leads to an outright end of job.

No offense, but the “no furlough clause” in the PEA wasn’t worth the paper it was written on.

Imagine this scenario, you end up getting let go from JetBlue because they’re trying to shrink to profitability. They let go say 15% of the pilots. Say in the time of the DR that would’ve been about 400-500 guys. You think cool! Now I get paid min guaranteed and don’t have to work. Checks never show up. You think wtf? Oh yea. JB is bankrupt. We’re not gonna pay you. You can sue us. Good luck. They reorganize the company. You join a class action suit. It takes about 4years to resolve and since the judge ruled you were not a creditor... you get nothing. Zip zilch. Nadaaaa.

...and now you probably owe some lawyer money too.

:rolleyes:

The PEA 'renewed' every 5 years.

Then it was switched in 2008 to: after the initial renewal, it would renew again for an additional 5 years.

Every month there were pilots entering their 5-day renewal window. These pilot were at will and could be non renewed for any reason.

The 'cause' section only spoke to termination during the term of the agreement.

Read this slowly.

Jetblue had a 'no furlough policy'. That was a sinister marketing slogan.

Instead, ... if the Airline provides notice within 5 days of the Agreement expiration date (“Renewal Window”), this Agreement will not renew. IOW your contract term is over and with it the 70-hour guarantee.

That is the no furlough policy.

Yes, being furloughed is a benefit compared to being non renewed.

Recall rights vs no recall rights (non renewal ie no furlough policy).

Jetblue pilots with the PEA could have been non renewed during the 5-day renewal window.

There is no out of seniority renewal since were all on individual agreements with our own renewal date.

You tell us which is better.

Looking from this view being furloughed instead of non renewed is a benefit of a CBA vs the PEA.

Right!

A simple “that’s what I was saying” would have been fine... but thanks for coming off like an @sshat.

But you missed it by a mile.

There is no 70-hour guarantee if the contract term was not renewed during the 5-day window.

Other than everything else you said.

You are right. But for the wrong reasons. Feel better?

It only leads to a loss if job if one does not decide to come back when recalled...correct? I am aware this can take years.

What is this 5 year contract/5 day renewal? I know it doesn’t apply now, just curious.

I didn’t miss anything.
The lack of an evergreen statute was one many suck parts of the pea that “JetBlue would never do” until it made sense for them to do it. It was fixed in one of the renditions leading up to the ALPA 2.0 vote. Too little too late.

And I agree with you. Not sure why you’re so abrasive. Must be the internet.

Before ALPA jetblue pilots operated under a Pilot Employment Agreement (PEA).

It originally had a 5-year term and a 30-day renewal window where either party (sure) could elect not to renew.

Then it was changed to a 5-day window and that was supposed to be an improvement (sure).

Then it was changed to a 5-day window with a single 5-year automatic renew.

The idea was to have a narrative that we were not at-risk employees. But we were in the 5-day window where the company for any reason could non-renew ... terminate you. To which many said: "they would never do that". Sure!

Somehow idea was floated and stuck that JetBlue had a no furlough policy. The truth is we DID have a no furlough policy. Think of it this way: if a force reduction was needed back in the day the company would simply open an excel spreadsheet and sort by renewal dates and start to non-renew contracts that are in the renewal window (a hundred or so each month) and thereby full its promise to the pilot group to not furlough you.

"No furlough policy" is Jetblue speak. Learn it fast!