which is why the company shouldn’t care to give us the same profit sharing formula as delta. But there is a reason they don’t.

 

JB, in the not so distant past, has had margins equal to or better than the rest of the industry, and are forecasting high margins in the coming years due to "initiatives"...

But, to your point, if the company isn't very profitable, then the language/formula costs them very little... So why would they fight it so aggressively?

PS is just language and a formula. If there is no profit, there is no profit sharing payout, and if there is a profit, it is proportional. So what's the point in fighting it if the payout is going to be miniscule?

Anyway, I'll wait patiently for the union and the company to get it right, with Delta+ rates, a snap-up clause to equal Delta +2% (just because I want to see the look on the Delta guys faces (relax Delta guys, mostly a joke)), great per diem and PROFIT SHARING language.

The other airlines, virtually all of them, are weeks (give or take) from TAing Delta like CBAs, who will come to JB when all other airlines jump WAY out front.

I'll wait till they get it right.
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Agreed, the optimism that somehow the company is just going to play ball is mind boggling. It’ll be war, probably around 6pm when they send the we asked they said no email. I guess big picture is we will find out whether or not retention is a concern or not.

 

Which I guess is part of my point. Regardless of the why, they seem to hate it, and I’d rather have real set-in-stone gains on hourly, per diem, PTO, etc than risk a hangup over PS. But that’s just me…

 

This is what I’m expecting. It’s going to get ugly. It’ll be really interesting in a few months when they realize classes are empty and people are still leaving. Summer flying projections will not be met. I can’t wait till Wall Street gives this company a swift kick in the nuts. At some point the Board has to realize amateur hour is over.

 

1. I'd very much encourage you not to say that here. You are actively arguing against your unions stated position.

2. I can assure you that in many/most years the profit sharing bonus our peers get is real actual money, not pretend money. I'm more than sick and tired of my friends at other airlines getting bonuses big enough to buy a new car or pay their kids college tuition, while we get the Jelly of the Month club certificate. Just the certificate, not the jelly.

Be patient, have some courage, let our NC do the best they can and don't give up anything before the fight is over.

 

All fair points. Guess we'll find out later today or tomorrow what's up anyway; I'm certainly not arguing against PS; it's just not my *personal* top priority, like I say.

 

Anyone who is expecting Delta+ rates with a snap up is dreaming. Remember, we got 3% last time in a pilots market. I don’t expect anything much higher than AK rates.

 

I understand. I would just add that even if we match the best rates in the industry, we still ultimately make considerably less than our peers, on average, if we don't have a profit sharing/bonus plan like they do.

Hopefully good news comes soon, otherwise we can do it the hard way.

 

Alaska gets 5-10% on top of their regular pay every year as a performance bonus/profit sharing deal. So, if jetblue got not much higher than Alaska with no profit sharing, Alaska comes out 5-10% ahead in comp. Not to mention they have a 5:15 ADG now. And a snap up. And the B6 pilot group is 50% larger than the Alaska pilot group, for those who argue that size matters. So, a couple bucks over Alaska with no PS would be a terrible deal.