jetBlue Hiring
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Joined APC: Apr 2019
Posts: 81
Eagle/Envoy 170 pay +5% on the 190
Eagle/Envoy 170 pay +15% on the 220
Eagle/Envoy 170 pay +18% on the 320/321
Int’l per diem goes up $.10 an hour except flights touching our new pilot base in SDQ
Medical and dental rates don’t increase
New hires get $40,000 signing bonus to be paid back (in full) if they leave before 3rd anniversary
Entire pilot group gets 1% “profit sharing” bonus if all fuel saving initiatives are met each year
(Initiatives are TBD and at complete discretion of management).
3% signing bonus within 180 days of DOS
MEC and NC: “It’s a Win Win Win. We got everything you told us you wanted in those contract surveys”
Eagle/Envoy 170 pay +15% on the 220
Eagle/Envoy 170 pay +18% on the 320/321
Int’l per diem goes up $.10 an hour except flights touching our new pilot base in SDQ
Medical and dental rates don’t increase
New hires get $40,000 signing bonus to be paid back (in full) if they leave before 3rd anniversary
Entire pilot group gets 1% “profit sharing” bonus if all fuel saving initiatives are met each year
(Initiatives are TBD and at complete discretion of management).
3% signing bonus within 180 days of DOS
MEC and NC: “It’s a Win Win Win. We got everything you told us you wanted in those contract surveys”
As if the pilot group voted NO to a 2% raise but then responded on the survey that 3% was the sweet spot? That doesn’t pass the sniff test. Not buying it.
Gets Weekends Off
Joined APC: Mar 2022
Posts: 241
Work rules are the key, pay protections, aggressive open time / VDA, premium time. That is why I have less seniority and beat every AA pilot I know when it comes to the end of the year take home. While we don't have the movement that they do, we have better work rules for earnings/pay protections. Pencil out all the hourly rates you want, work rules matter most and aren't represented in any of the APC profiles.
Gets Weekends Off
Joined APC: Oct 2017
Posts: 320
Work rules are the key, pay protections, aggressive open time / VDA, premium time. That is why I have less seniority and beat every AA pilot I know when it comes to the end of the year take home. While we don't have the movement that they do, we have better work rules for earnings/pay protections. Pencil out all the hourly rates you want, work rules matter most and aren't represented in any of the APC profiles.
The problem is they are nebulous and hard to quantify. Also when a certain work rule is good, the company often schedules in such a way that they arent being utilized (see industry leading pairing rules and 5 hour calendar day rig). Almost every "benefit" you get is multiplied by your base pay. Rigs, LTD, STD, premium, etc.
Another thing to consider is that in order to utilize these rules you often have to "hustle", and come in on days off, live on flica, and generally spend a lot more time, unpaid BTW, being available to the company. When you price in all the unpaid time on flica, guess what? You are working for less. High pay rates mean you can skip that and just enjoy your off time.
Let's just stop the "but mah work rules" bs and raise the bar on pay for once.
Gets Weekends Off
Joined APC: Oct 2019
Posts: 983
When people talk about work rules its almost always an excuse for working for less. "Yeah the pay rates stink, but the work rules!"
The problem is they are nebulous and hard to quantify. Also when a certain work rule is good, the company often schedules in such a way that they arent being utilized (see industry leading pairing rules and 5 hour calendar day rig). Almost every "benefit" you get is multiplied by your base pay. Rigs, LTD, STD, premium, etc.
Another thing to consider is that in order to utilize these rules you often have to "hustle", and come in on days off, live on flica, and generally spend a lot more time, unpaid BTW, being available to the company. When you price in all the unpaid time on flica, guess what? You are working for less. High pay rates mean you can skip that and just enjoy your off time.
Let's just stop the "but mah work rules" bs and raise the bar on pay for once.
The problem is they are nebulous and hard to quantify. Also when a certain work rule is good, the company often schedules in such a way that they arent being utilized (see industry leading pairing rules and 5 hour calendar day rig). Almost every "benefit" you get is multiplied by your base pay. Rigs, LTD, STD, premium, etc.
Another thing to consider is that in order to utilize these rules you often have to "hustle", and come in on days off, live on flica, and generally spend a lot more time, unpaid BTW, being available to the company. When you price in all the unpaid time on flica, guess what? You are working for less. High pay rates mean you can skip that and just enjoy your off time.
Let's just stop the "but mah work rules" bs and raise the bar on pay for once.
The REAL Bluedriver
Joined APC: Sep 2011
Position: Airbus Capt
Posts: 6,881
When people talk about work rules its almost always an excuse for working for less. "Yeah the pay rates stink, but the work rules!"
The problem is they are nebulous and hard to quantify. Also when a certain work rule is good, the company often schedules in such a way that they arent being utilized (see industry leading pairing rules and 5 hour calendar day rig). Almost every "benefit" you get is multiplied by your base pay. Rigs, LTD, STD, premium, etc.
Another thing to consider is that in order to utilize these rules you often have to "hustle", and come in on days off, live on flica, and generally spend a lot more time, unpaid BTW, being available to the company. When you price in all the unpaid time on flica, guess what? You are working for less. High pay rates mean you can skip that and just enjoy your off time.
Let's just stop the "but mah work rules" bs and raise the bar on pay for once.
The problem is they are nebulous and hard to quantify. Also when a certain work rule is good, the company often schedules in such a way that they arent being utilized (see industry leading pairing rules and 5 hour calendar day rig). Almost every "benefit" you get is multiplied by your base pay. Rigs, LTD, STD, premium, etc.
Another thing to consider is that in order to utilize these rules you often have to "hustle", and come in on days off, live on flica, and generally spend a lot more time, unpaid BTW, being available to the company. When you price in all the unpaid time on flica, guess what? You are working for less. High pay rates mean you can skip that and just enjoy your off time.
Let's just stop the "but mah work rules" bs and raise the bar on pay for once.
New Hire
Joined APC: May 2019
Posts: 1
Virtual interview
Gets Weekends Off
Joined APC: Mar 2020
Position: Airbus 320 Left
Posts: 254
I agree with you the key to a great contract is both work rules and a good pay rate. We are fine on pay rates for the generation of our contract. Pay rates are always the last thing to be negotiated because they are the easiest to be figured out. Thanks to pattern barging and Delta, United and AA will probably have their contracts or at least TAs in place when we are done. Work rules /pay protections are far more complex and we lead the industry or come close in a lot of this area. Yes I am a self admitted higher end of the pay range Pilot but I don't sit on FLICA and I haven't even had FLICA alerts set up since last year. I just always pick up the phone and don't screen company calls on my days off. In base VDA is where money gets made here. I am more afraid of changing up work rules in favor of pay then the other way around. I hope AA improves their work rules it's a win for the industry but for now we take home more because of their weak work rules. If that new UAL TA is a sign of pay rates to come we should have a nice pay and retirement raise when CBA 2.0 comes our way. JetBlue is a good place to be for earnings, not so great for QOL.
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