jetBlue Hiring
06-14-2022 | 04:47 PM
Gets Weekends Off
Joined: Jan 2008
Posts: 4,628
Likes: 15
From: blueJet
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”
06-15-2022 | 05:58 AM
On Reserve
Joined: Apr 2019
Posts: 95
Likes: 0
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”
06-15-2022 | 07:19 AM
Gets Weekends Off
Joined: Jan 2008
Posts: 4,628
Likes: 15
From: blueJet
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.
06-16-2022 | 10:58 AM
Line Holder
Joined: Mar 2022
Posts: 246
Likes: 2
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.
06-16-2022 | 12:15 PM
Line Holder
Joined: Oct 2017
Posts: 436
Likes: 14
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.
06-16-2022 | 02:05 PM
Line Holder
Joined: Oct 2019
Posts: 1,182
Likes: 33
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.
06-16-2022 | 03:21 PM
The REAL Bluedriver
Joined: Sep 2011
Posts: 6,935
Likes: 0
From: Airbus Capt
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.
06-16-2022 | 06:01 PM
New Hire
Joined: May 2019
Posts: 1
Likes: 0
Virtual interview
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