FWIW, we at Spirit get 1 hour of extra pay per conversion for the first 4, then 2 hours subsequently…. (Any conversion after 4 is voluntary.)

My JCBA Wishlist starts with this:

1) If the MEC/NC tell the world that a specific item is a “must-have pillar” for a deal to pass, that they don’t come back a week later and say “we asked, they said no, so please vote yes anyway…”

I have other items but that’s the main one.

NK guy here; the healthcare options are way too few from what I see.

Do you really only offer a HRA and HSA? Even with those two, the company contribution is less than what NK pays annually for their contribution into the account.

Do you currently have a plan that isn’t high deductible?

Nope

https://jetblue-qf-2019.s3.us-east-2...023_LINKED.pdf

What people have already said. Plus more PTO. Our accrual is on the low end in my opinion.

Would love to get that changed for more options, along with higher HRA and HSA contributions. At NK we get $3,000 from the company each year regardless of a wellness check for the HRA.

We also have 2 PPO style co pay plans for those who don’t want the high deductible. We have a HSA and some other plan, forget what that’s called.

I also believe you guys don’t have any annual premium increase cap, just a percentage of the cost of the entire policy. We have a premium percentage cap of max 7% annually, regardless of the company increase.

You have to pay 40% of the company’s dental cost in premiums? Is this still accurate? Dental is free at NK with any medical plan.

If we had open time at 150% would that kill our ability to drop to zero or our red/green? I'm trying to find an equation where we keep red/green and then are paid 150% to pick up what we just dropped.

Edit: NK side

I want the train covered.

Pay reserves above guarantee when picking up open time…. I’ll trade this for any PS..

:)

An LCR conversion to SCR should pay credit, per diem and a hotel room.