Thanks.
…..

delta hasn’t even finished the final language yet. They likely won’t finish voting until late March.

Delta will be done with voting prior to March 1, per our reps.

I think he meant 200% as in you have to earn double in one month to make up for the loss (and sure, you could get lucky with XY, but if you NEED that money, most will at least hedge their bets with a lot of extra straight pay trips). As I’m sure you know by now, XY isn’t guaranteed on your days off.

Ahhh that makes more sense

This TA is trash vote NO

Care to elaborate why you believe that?

DAL AIP has 2hrs extra pay if you go from 0000-0159

Also, line holders don’t get tag on flying. They can’t add more stuff after your trip. They can reroute you and finish later (after 4hrs of initial schedule arrival), is 200%.

AIP has that changed also. If rerouted, day 1 is 150% and starting day 2 is 200%. If you get to your base, then you either get back to your rotation or released with pay. Also a rep told me the 150% and 200% is per leg, not day.

I’m a yes vote. Change my mind.

Why vote for a contact that you’ll likely live under for at least 3 years, probably closer to 4 or 5+ that puts you solidly behind Alaska, and most definitely positions you to be behind DL/UA/AA/SWA.

In 2022, jetblue could hire 800 people and cover attrition. They started the year with an average of 2500+ hour applicants. The average newhire is around 1500-1600 hours now and last I heard there were around 100 apps on file, not all of which were necessarily even qualified. They are stating again they want to hire 1000 pilots. So, if you do the math, in 2023 there is no way they will cover the needed hiring with the current contract as it is with the regionals paying what they are paying. People would rather just stay at their regional and make good money than go to jetblue. The new contract will likely put the company in a spot where they might siphon more guys.

But this environment is what is called leverage…a unique position where the company needs a contract more than the pilots, or metal stops moving. The union thinks the leverage exists with needing to go to single certificate with a JCBA and doesn’t see the leverage now. When I ask for specifics about why they think they have more leverage then than now, their answer is very incomplete and unconvincing and they appear to just be kicking the can down the road. Once the legacies all hire 2000-3000 per year for the last year and next 2-4 years as we negotiate, a career there won’t be nearly as attractive as it is today. That will cause the applicant pool to places like jetblue to increase, B6 attrition to decrease, and the company will not have this hiring/retention issue.

With as many things as there are wrong with the CBA, and with B6ALPAs history of caving when they say “no” to something, I just don’t have the confidence they will hold out for everything in the JCBA. Rigs/work rules, reserve grid/DTZ/red/green, pay rates, profit sharing, sick, retiree medical, 401k -> 18%, and a whole slew of other deficiencies in this existing contract, and somehow in a short 18 months they will somehow achieve all that? But when we are bleeding pilots they can’t even get total comp in line with Alaska? Yeah, sure.

Delta’s AIP barely passed their initial vote. It may not pass TA. Why? Because it wasn’t enough. Their 320 rates top out at $380. 321CEO at $383. Their 321NEO tops out even higher. Their 220 at $367. Plus massive profit sharing, way better sick, better work rules, better retro, and 18% 401k. Still not enough for many widget pilots. Low self-worth jetblue pilots, however, seem to think it’s great being below Alaska in total comp, last in their peer set, and not fighting for all 3 of the listed 3 pillar negotiations (PS), with the most leverage they’ve ever had in history, because they think they’ll get ‘em next time (like always…but they never do). With the other random things thrown in the contract extension outside of the 3Ps, they could have at least gotten a few of recently ratified Alaska provisions (including but not limited to 5:15 ADG & 401k snap up, and overall a better snap up on rates).

One of the union (and management) talking points is that leadership has no problem paying everyone delta narrowbody rates, hence why the snap up exists, but they don’t want to be on an island if delta doesn’t ratify, there’s a downturn, and nobody else ends up getting a similar contract to their AIP. Union rep says if delta had already ratified, they’d have a lot easier time achieving those rates. Well? Ok…then give a more worthwhile snap up that takes into account their ratification. The way it is, I’ll be surprised if the snap up does anything for B6 pilots (except maybe the last one), but it won’t ever come close to pushing the rates to the already AIPd delta rates. The snap up language is one month before Alaska’s, and is basically guaranteed to not really do anything except keep jetblue pilots in last place for the duration of this contract. Which again, won’t be just 18 months. B6 pilots will likely be under this contract as long as delta pilots will be under their 4 year deal.

the “retro” signing bonus…just do the math. Multiply the number of months between the amendable date and the effective date (7 months) by the pay rate, and guarantee.

Let’s take top captain. 320-283= $37. $37*75*7 = $19,425. Lineholders average a lot more than 75 hours credit across the system, so the amount should actually be a little higher.

now let’s do a 6 year FO:
$201-$168=$33. $33*7*75 = $17,325. More if you consider the fact that 75 is less than the average monthly credit for lineholders. Retro SHOULD be calculated using the pay difference from the last amendable date, or a percentage of income generated since that amendable date. It falls short. Just like everything else B6ALPA agrees to.

tl;dr: simple numbers—$340 with no PS and 16% < $383 with PS and 18% add in the more complex stuff and it’s even worse.

This TA would get every single rep and the NC at delta, United, American, and southwest recalled. Think about that.