txbusdriver

Ok skippy. Actually we should ALL be concerned about attrition as it affects safety as well our profit sharing. But hey you've been here 6 months so you know it all...

RiddleEagle18

Exactly. When I took the job with jetBlue I knew I would probably never fly a widebody, but I did expect atleast industry average pay, health benefits and vacation.

All they really have to do is make it close and most would stop looking. When the numbers tell me not to leave I'll quit looking. Until then 27% says that I have to fill out applications and interest cards.

Bluedriver

We have no retirements and a weak network. Many will leave even with higher pay. And we don't have profit sharing, so attrition costs are not my concern.

Even with equal pay, a career at one of the big three is far more valuable, so you would be an idiot not to go if they call.

biigD

Yeah, but that's not necessarily an indicator of our perception of JetBlue. I'd much rather be at JetBlue for the long haul than where I am now, but I'm already a few years in at my company, and it doesn't make sense for me to take the short term pay hit if I'm just looking to get on at Delta down the road anyway.

So I'm staying put, but I'm also clenching my teeth while watching you guys hire like mad, because I know I'll be regretting the decision if the call from Delta never comes.

I'm not saying there's not reason to complain about the situation at JetBlue, and certainly (as anywhere) it's worth the effort to make things better, but the lack of hires from elsewhere in your peer group doesn't mean things are better at those other companies. Other than perhaps Alaska, you guys *are* at the top of your peer group, like it or not.

Clear Right

In my opinion, seniority is the most important factor for these decisions. Industry average or even industry leading compensation will not be a deal breaker for some of these folks.

If you have recall rights to one of the big 3, unless your in the top 1/3rd of the seniority list at JetBlue and even if you are it's a tough decision based on projected retirements. If your in the bottom 1/3rd of JetBlue's seniority list I would think it is a no brainer if hired by the Big 3 in the next few years.

JetBlue's challenge will be everybody in-between, they will have to have industry average total compensation benefits or better to keep other groups from leaving. Just my .02 cents.

gr8vu

As a passenger, I think JB has one of the best products out there...assigned seating, limited fees, free tv, friendly service, very military friendly staff (can't get off a flight without being offered more free food, pillows, free headset, exit row seat, etc)...wishing employee pay/benefits were also top tier.

txbusdriver

Yes you've posted the above several times before. We get it.

Climbto450

Alaska, Hawaiian, the big three, SWA even Spirit currently have better compensation. Pay alone is 15-18 percent. Total compensation is 25-30 percent better. How are we the top of our peer set. Oh that's right we are a little better then VA who has never turned a profit. I must have missed something!!

CaptCoolHand

I'm sorry, but that's just not factual. Just because we have shiny new planes and tv's in the back does not a compensation package make. We are 18-20% behind our "peer" set in hourly rates alone. Throw in retirement, sick and vacation accrual, and the abismal health care.... Sir, we are near the bottom.

"if you offered a jetblue new hire class a spot at delta... the jb class would be empty, if you offered a new hire Delta class a spot at jetblue... you'd be laughed out of the ATL!" or something like that, quoted from a jb chief pilot.

^^^what he said

biigD

Ah - okay. I thought you guys were better compensated than Spirit. And of course I forgot about SWA altogether. But I guess my point is that when it comes to negotiating with your management, are they including the big three and Hawaiian in your peer group?

Don't get me wrong, I absolutely think you guys deserve a contract like Delta's. I guess I'm just worried that all of us at the LCC/national level need to prepare ourselves for the idea that management would rather pay for the attrition than pay us what we deserve.