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Originally Posted by PotatoChip
(Post 2903368)
Cool. You choose one airline. Hope that’s not how you vote.
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Originally Posted by HighFlight
(Post 2903377)
SWA seems to be the airline we are usually compared to. What’s your issue with SWA? It’s a a great airline!
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Originally Posted by PotatoChip
(Post 2903376)
I’m not entertaining this any longer.
At least you know where you stand. As does the rest of APC. |
Originally Posted by PotatoChip
(Post 2903378)
Your clear lack of knowledge of JetBlue history and compensation is evident. Ask anyone who has been at JetBlue more than 10 years who are peers are. Arguing with you is useless.
Yes, it IS useless, because your argument is weak and full of holes. You left three other airlines to come to JB. You must have done that for a reason. |
Originally Posted by PotatoChip
(Post 2903369)
And considering we have a fleet of 60 190’s, and less soft pay provisions and less profit sharing, and worse health insurance benefits, I’d say our overall compensation is quite lacking when compared to SWA.
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Originally Posted by nuball5
(Post 2903386)
That would be the first time I’ve heard it argued that Jetblue lacks soft time provisions. There’s guys out crediting 3 times their block on a pretty consistent bases. Can’t argue with the other points.
Or any time a reserve gets called out, they will credit above guarantee. Or their trip touching vacations through line bidding, which enable more time off to pick up more credit hours. There others as well, but that is top of my head. We certainly have opportunities here, but of course they could be improved. |
Originally Posted by disenchantMINT
(Post 2902807)
Not sure what you're trying to say in the edit, but:
It was a de facto increase of 2%. De minimis. 3+5+5. Anyone not contributing 5% to get the match was leaving money on the table. So, the company's contribution went from 13 to 15. Definitely an improvement, but not one to boost contrails' argument that we are now swimming in cash. Why are you giving the company credit for our 5%? Correct me if I'm wrong.... Pre-CBA Pilot contribution was 5% (to get the match). Pilot TOTAL = 5% Company match of 5% + RetirementPlus of 3% Company TOTAL = 8% GRAND TOTAL= 13% If as a pilot you contributed 0% the company would only contribute 3%. __________________________________________________ _______ Today we get a direct contribution of 15%. So, if you reduce your contribution to 0, the company now has to put in an additional 7% (8% in 2021), not 2% as you would like to believe. Regardless of how much you contribute, your compensation package increased 7-8% just as a result of the direct contribution. |
Originally Posted by SmitteyB
(Post 2903764)
Why are you giving the company credit for our 5%?
Correct me if I'm wrong.... Pre-CBA Pilot contribution was 5% (to get the match). Pilot TOTAL = 5% Company match of 5% + RetirementPlus of 3% Company TOTAL = 8% GRAND TOTAL= 13% If as a pilot you contributed 0% the company would only contribute 3%. __________________________________________________ _______ Today we get a direct contribution of 15%. So, if you reduce your contribution to 0, the company now has to put in an additional 7% (8% in 2021), not 2% as you would like to believe. Regardless of how much you contribute, your compensation package increased 7-8% just as a result of the direct contribution. |
Originally Posted by PSU Flyer
(Post 2903904)
Yes, you are wrong. Retirement Plus was 5% and Retirement Advantage was 3%. So, assuming you contributed 5%, the company did, in fact, contribute 13%. If you didn’t contribute any, the company contributed 8%. Obviously, there are multiple ways to look at those numbers and draw conclusions. If someone used to contribute 5% and still contributes 5%, the company contribution only went up 2%.
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