jetBlue Hiring
#7254
Gets Weekends Off
Joined APC: Sep 2014
Posts: 363
The union can't be such (I.E. A Union) if some of the guys are not united in the goals.
Unfortunately it's cheaper to train a new guy than to pay a senior guy, and stuffing is not an issue when pilots have to aggressively pick open time to make industry standards pay checks.
This is not a regional, we don't benefit from other pilots leaving.
We benefits from being united in the effort to make this the best place.
#7255
Gets Weekends Off
Joined APC: Oct 2008
Posts: 1,236
Contract or no contract I want to know what the process is if a guy is not doing well in training. How many chances will that person get until they're asked to leave the program? They compared this to military flight training which is an absolute joke and insulting to our military in my opinion. They have a washout rate that I'm sure is much higher than this program will be. If someone washes out will Jetblue keep the $125,000 or give it back? Bit of a conflict of interest there.
#7256
Contract or no contract I want to know what the process is if a guy is not doing well in training. How many chances will that person get until they're asked to leave the program? They compared this to military flight training which is an absolute joke and insulting to our military in my opinion. They have a washout rate that I'm sure is much higher than this program will be. If someone washes out will Jetblue keep the $125,000 or give it back? Bit of a conflict of interest there.
GP
#7257
Gets Weekends Off
Joined APC: Dec 2008
Position: Left,Right, Left, Right,Right,Left, Right, Left
Posts: 3,150
Contract or no contract I want to know what the process is if a guy is not doing well in training. How many chances will that person get until they're asked to leave the program? They compared this to military flight training which is an absolute joke and insulting to our military in my opinion. They have a washout rate that I'm sure is much higher than this program will be. If someone washes out will Jetblue keep the $125,000 or give it back? Bit of a conflict of interest there.
Totally agree with above.
#7258
Smooth Operator
Joined APC: Jul 2014
Position: Airbus F.O
Posts: 101
Any FLL guys think it's funny one of today's featured articles in the Corporate Daily News?
Behind the scenes at Quito's airports -- old and new
Behind the scenes at Quito's airports -- old and new
I'm a A320 F.O for Avianca based in Quito-Ecuador, and very happy to see JetBlue Airbus landing here, welcome to all fellows JB pilots.
Sorry for my English, trying to do the best
#7259
Gets Weekends Off
Joined APC: Oct 2015
Position: Gear slinger
Posts: 2,885
I have to respectfully disagree;
The union can't be such (I.E. A Union) if some of the guys are not united in the goals.
Unfortunately it's cheaper to train a new guy than to pay a senior guy, and stuffing is not an issue when pilots have to aggressively pick open time to make industry standards pay checks.
This is not a regional, we don't benefit from other pilots leaving.
We benefits from being united in the effort to make this the best place.
The union can't be such (I.E. A Union) if some of the guys are not united in the goals.
Unfortunately it's cheaper to train a new guy than to pay a senior guy, and stuffing is not an issue when pilots have to aggressively pick open time to make industry standards pay checks.
This is not a regional, we don't benefit from other pilots leaving.
We benefits from being united in the effort to make this the best place.
Pilots leaving for the better paying legacies only help your argument for better pay and QOL because the company fears the pilot shortage will hit them eventually.
Happy and content pilot groups don't get paid more money. Every pilot I know at JetBlue is happy but you guys threw a large vote of no confidence by unionizing so hopefully you can leverage that into more money but unionizing is a one trick pony. Once it the newness wears off then you'll need another source of leverage.
Management has no incentive to pay you more as long as pilots stay at the company and pick up open time. Why pay you more when you're happy with what you make now so much that most of you stay and you're even willing to work open time at the rates they pay you now?
The union needs to be citing every example of someone leaving the company, where they went and what that company pay scale is. If the losses are small management will argue that they're obviously paying you the right amount. If the losses are large you have better ability to argue that your pay is sub standard and they'll be left without a chair when the music stops and the hiring shortage hits.
Last edited by Otterbox; 03-08-2016 at 08:20 AM.
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