embraerjetpilot

I'll agree with part of what he said. I did enjoy my time at the lodge and training pay is ridiculous. First year pay could be better but it is a lot better once you can hold a line and make a few extra bucks.

Life got a lot better for me when I could hold a line. The ability to change my schedule here is incredible compared to the regional that I came from. I appreciate the transparency.

The dueling emails sometimes seem a little childish.

feltf4

This is very bold for someone too say that has been here for six month..

You've said quite a few negative things about a company you are "happy at"

feltf4

Maybe because of winter? Or quite possibly a problem outside of the scope of control of the company.

If you've personally have had six hour delays on more than one occasion, I would imagine an email saying this is what has been happening? But since you're the only one it makes me think you've been apart of system wide delays. Most likely due to something out of the companies control...

Flyby1206

75.97% on time for 2015:
RITA | BTS | Title from h2

This one made me chuckle. I've never flown more than 350hrs/year on reserve. I've broken guarantee once in 5yrs. My ex-regional routinely flew us over guarantee and would extend you 6days straight before you got to go home to do laundry.

You clearly haven't flown with any Airbus captains!

Over exaggeration. You should have seen the pre-Union relations for a definition of frayed.

Training pay does suck, and I hope that changes in the CBA. Glad you made a point to tell us you enjoy it here at JetBlue.

CaptCoolHand

Pretty much have to agree with all of the above.

BlueBlood

That's understandable, but please do yourself a favor and be very familiar with the FSM, to the point you won't need it with you.
Of course you can't have it by memory and if you have doubts with the many gray areas, talk about it with your rep or the captains, they have been there and can tell you what the interpretation could be.

The all point is to make sure CS does not walk all over you, and if we all do that, we would be a safer and stronger and pilot group.
Believe it or not, the guy that was telling you to dig in the FSM was making you a bigger favor then whoever just answered you. He probably did not realize you were far from your iPad.
You don't want try dealing with CS with infos you got from a public forum. You want to be able to tell them what official publication you referring, and what section, what paragraph.
Just a sincere advice. Congratulation on you first hybrid.

Rabid Seagull

The CLT folks appreciate the completion factor.

You will learn in the coming years, when your pay get's a little higher ( hopefully we're working on that), that IROP's create opportunity and $.

aldonite7667

Jetblue is a great place to work. The whole Newhire situation blows between pay and the lodge. It kind of ruins what should be a great time in a pilots life of getting to a major.

As for scheduling. They have a job to do and they never have pushed me. They are polite and professional which is definitely the opposite of what my regional FO's have told me about their former life. I flew 260 hrs last year as a RSV E90 Captain.

The union is professional, responsive and has cultivated a relationship with the company from scratch. The will deliver an excellent CBA very soon by working with the company, not beating them over the head. (The company gets some credit here too)

I've been at Jetblue going on 7 hrs and will stay till the end.

texpilot

As a habitual RSV guy, I've never had any issues with scheduling. As previous posters stated, you have to know your FSM. In the last year alone I've gotten out of 5 trips assigned because they were assigned out of order. I've been given Short Call when I should have had Long Call; all these things have been rectified with a call to scheduling. And I see plenty of guys get trips when they shouldn't, and I email them to let them know. Some even respond that they don't care, it worked for their schedule. All the more reason to look out for yourself and make sure assignments are legit.
I flew about 120 hours last year. IROPS are great, I flew 4.8 in Jan and credited 112, but that is not the norm!

Tex

aewanabe

No comment on 6-7. As far as your other bullets, I won't dismiss them out of hand but am going to offer the perspective of an 8+ year guy to counter, for those considering JB:

1. JetBlue has not successfully been all that on-time, primarily because they've hamstrung themselves with the parking brake SOP. We've told the company multiple times how to fix that issue, they don't want to listen. You could board an empty E190 60 minutes prior to departure and when you get bag numbers at D-2 you WILL be late if you follow SOP.

I'd argue the weekly Cartergrams threatening discipline if we delay a flight for nonrevs and begging us to "comply" with AO personnel, or the emails I get from the base Chiefs asking me to explain 2-minute delays coded to Flight Crew, indicate the company does care about being on time. They just don't seem to yet want to fix the actual issues behind it.

2. Concur, mostly. When you push back, if you do so professionally and know your FSM rights, scheduling will usually (not always)back off. I'd really like to see some sort of contract compliance rep on call once we have a CBA. Whether they push harder than your regional depends on which one it was... I came here from CHQ before RAH really hit the skids and CHQ scheduling was far worse.

3. Yep. Even us grumpy 320 Captains. For the most part...

4. Respectfully, you'd need to have been here for the years of "we hear you, that's not sustainable, we accidentally released the dependability policy but aren't taking it back, we are ignoring the hotel committee's recommendation in favor of a craphole that costs a buck less per night, we're going to forget to book your hotel in a sold-out state during an irop and ask you to sleep in the lobby" to understand the level of frustration in this pilot group. Frayed relations have been years in the making and I'm frankly amazed the MEC tone has remained this polite this long.

5. That training pay is a prime example of some of what I cited above. In 2007 2500/month training pay with single-occupancy extended-stay hotel and 47/hr first year pay was one of the better deals in the industry. When we signed our last PEA in 2013 prior to the ALPA vote the company could easily have raised first-year pay yet chose not to. And once the lodge opened they used your measly training pay to subsidize the use it or lose it meal stipend. Our MEC fought that knowing we didn't have a leg to stand on, so now you make less in training than I did in 2007 and have a completely non-family-friendly lodging setup. And 49/hr in 2016 is now substantially sub-par.