I love Tacos!!

I think we are all on the same team, actually. Regardless of who leaves or where they go, with contracts rising tides lift all boats.

Pilots like IAFDOF are the force of gravity in this metaphor. I think he may be on the negotiating committee.

In JetBlue's case we will be standing outside looking into the window pretending we are there. I can't wait until everyone starts buying second homes with their profit sharing checks again and we hear all the BS excuses for why we don't deserve them. Oh well, at least I don't feel guilty running the APU the second I'm slightly warm... or cold... or whenever really. Want me to stick around and gladhand the pax? No I don't think I will. Want a great welcome aboard message? Try someone else. Is the operation about to melt down, I see it coming and could help mitigate? Not in my job description, and I receive ZERO compensation for my extra efforts.

I think this is very much internet tough guy.

I’m sorry you are so frustrated. Every dollar JetBlue makes in the next 2 years will be spent on trying to get the merger to work.

more importantly, this is just a 2 year agreement. The major synergies (and profit opportunities) are when (if) the merger goes through.

take the gains now, PS later.

This is flawed, short-sighted thinking. And the reason why JetBlue pilots are always a step behind our peers. We don’t hold for profit sharing now so that we can pad our wallets with profit sharing checks in the next few years. We hold out for it now so that we can 1) get back an INDUSTRY STANDARD contract provision that we once had (ironically) when we had no contract, 2) set this company on a course toward properly incentivizing employees to contribute towards its long-term success, and 3) because there is not a better time, nor will there be, to do it. Every month that passes in which JetBlue pays to train a newhire, only to watch him/her sail off into the sunset with one of our competitors, increases pressure to get something done.

We have not maximized our leverage with this proposal. Send it back.

several points-

1) what makes out his contract less than industry standard? Just the loss of PS?

2) I think we are well compensated with the new TA. Granted, we don’t have PS.

3) I don’t know if this is true. I do think we are in a great time to negotiate (hence a 21.5% avg. raise). But that doesn’t mean it will be equally good or better in 2024


edit- I think people are going to leave JetBlue regardless. We have bases in very high cost of living areas. We don’t have wide bodies. We don’t have mass retirements. What makes people leave JetBlue isn’t something that JetBlue can fix.

My problem is simple: our TA is worse than Alaska's, Spirit, or Delta's. We got ~21... less than Spirit or Delta. We didn't get profit sharing. Our signing bonus is frankly a joke. If I were a company negotiator, I would be expecting a nice holiday raise: when Spirit got 27%, they managed to knock 6% off of that and give up *Nothing Else.* Plus the company doesn't have to open up their check books until March. Good deal for the company, I don't know why we took it.

I guess I didn’t make myself clear.

1) Profit sharing is industry standard. Every one of our peers has it, except for Spirit.
2) As has already been mentioned by many (including me), profit sharing is a good thing for the company’s long term survival. It is the right way to incentivize employees to pitch in and get the mission done. As opposed to management by fear, lift awards, and thanks-for-your-professionalism emails.
3) We can assume it won’t be equally good or better in 2024, that was my point.

The time is now.

Plus: the snap up clause is really, really bad.

We get ~13 in March, which would put us ahead of Alaska, so no snap up in August. Then... Alaska gets 3 in Jan 2024... so they'll bring us down if AA and UAL get industry leading contracts in '23. So we basically have one look.

I'm also very dubious because we have a straight 320 rate, and Delta (currently) has two. According to their TA, there's a correction to the 320 rate to bring it in line with the 737. But will it be a rig? A pay adjustment? Will it be like Spirit where the 321 rate becomes an override? How will we factor in SWA TPP... which looks like a much lower rate than it is. It's not possible to evaluate this TA (which I'm already unimpressed by) until you see how they'll handle that, and without some ironclad language that part isn't worth anything.

In December 2022, if a 12 year Captain made a dollar flying a 321 for JetBlue, they'd make ~99 cents to $1,01 at the other majors. In 2025, we'll make about 10% less an hour than our Legacy counterparts. That's with no lookback pay, no profit share, and not a dime until March. Bonus wise, captains will barely see 10k after taxes, and FOs probably about $6.5k.

They need to pay us. They need to pay us soon. It was their idea to negotiate rates. Send it back, and get something better in the summer.

At the very least, send it back, go for 15/5/5 on the pay increases, and make it retroactive to January 1st, 2022. I'm not a diehard on the profit share, but if we're giving it up, I want have the best rate for a 320 pilot in the industry and a bonus worth more than what I could make on 2 - 3 VDAs right now.

I see it differently.

I do agree that PS is mandatory for a JBCA. As for point 3)….. never assume anything. It leads to some great failures.


I actually agree that profit sharing is a good thing…. But I’m not going to squander a 21.5% raise to fight for something that won’t matter until 2024-2026 at the earliest.

honest question- would you take a lower pay rate to get PS? I mean, maybe you believe in our management team more than I do. But for me, I’d take the cash now.