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#5161
Not A Janitor
Joined APC: Aug 2008
Posts: 814
You're still being underpaid, but apparently you feel better about it because of the 4 day off guarantee. Why the fascination with that clause anyway? Moving on...
#5163
New Hire
Joined APC: Apr 2017
Posts: 6
The other thing you don't realize, and you will soon, is that the NMB is not on your side. Did we want higher rates, of course, but the NMB looked at this and said these were the highest single pay increases in NMB history.
#5164
Gets Weekends Off
Joined APC: Oct 2010
Posts: 4,603
Spirit pilot here. Our AIP is underwhelming especially with a move to pbs. Three things it’s coming with that are extremely important imo, one especially with the ULCC model proliferation as of late.
1. Scope: increased merger protections and tightened codesharing language. I feel a merger another US carrier and or codeshare with Norwegian, frontier, or wow is coming we just don’t know when. We have some merger protections but this AIP is said to increase them. We have zero codeshare protection except no Spirit will be furloughed as a result of one. I think you guys know how valuable having very tight codeshare protections is. We will have to see what the language says over the next couple weeks.
2. LTD: ours plain sucks. Period! It pays for two years and that’s it. The new plan pays a max of $15k/mo and til age 65. You cannot buy that coverage outside a group policy. Your medical can be gone at the flip of a coin. This was huge.
^^ these were the main two items we went back for after the mediator told us we were not getting released and the company offer was the largest increase ever under the RLA. She iced us for three months because we said no deal.
3. Our retirement plan is a 9% match. If you max they stop paying. So anyone making over $200k (under 50 years old) is getting 9% on that and that’s it. Going to a DC plan is a big win. 16% is industry standard. We have 15% at the end of the contract. They took that one percent just to snub us I’m sure and starting at 11% and moving 15% along the way was another FU just to spite us I’m sure.
So we need to see the full language and all the work rules to have full picture. If those are good the question is do we want to risk lost wages, a push back of the next amendable date, scope exploitation (very real), and hope you don’t lose your medical, to get more money. How much can we get is the question and how long will it take. Most likely the NC will step down so we have to appoint new ones, resurvey the group on why it was voted down and then convince the mediator to bring us back. She comes from AA management with a history of negotiating concessionary labor deals btw.
Each one of us have to make that choice. We will see soon I guess
1. Scope: increased merger protections and tightened codesharing language. I feel a merger another US carrier and or codeshare with Norwegian, frontier, or wow is coming we just don’t know when. We have some merger protections but this AIP is said to increase them. We have zero codeshare protection except no Spirit will be furloughed as a result of one. I think you guys know how valuable having very tight codeshare protections is. We will have to see what the language says over the next couple weeks.
2. LTD: ours plain sucks. Period! It pays for two years and that’s it. The new plan pays a max of $15k/mo and til age 65. You cannot buy that coverage outside a group policy. Your medical can be gone at the flip of a coin. This was huge.
^^ these were the main two items we went back for after the mediator told us we were not getting released and the company offer was the largest increase ever under the RLA. She iced us for three months because we said no deal.
3. Our retirement plan is a 9% match. If you max they stop paying. So anyone making over $200k (under 50 years old) is getting 9% on that and that’s it. Going to a DC plan is a big win. 16% is industry standard. We have 15% at the end of the contract. They took that one percent just to snub us I’m sure and starting at 11% and moving 15% along the way was another FU just to spite us I’m sure.
So we need to see the full language and all the work rules to have full picture. If those are good the question is do we want to risk lost wages, a push back of the next amendable date, scope exploitation (very real), and hope you don’t lose your medical, to get more money. How much can we get is the question and how long will it take. Most likely the NC will step down so we have to appoint new ones, resurvey the group on why it was voted down and then convince the mediator to bring us back. She comes from AA management with a history of negotiating concessionary labor deals btw.
Each one of us have to make that choice. We will see soon I guess
#5165
Gets Weekends Off
Joined APC: Oct 2008
Posts: 1,236
Spirit pilot here. Our AIP is underwhelming especially with a move to pbs. Three things it’s coming with that are extremely important imo, one especially with the ULCC model proliferation as of late.
1. Scope: increased merger protections and tightened codesharing language. I feel a merger another US carrier and or codeshare with Norwegian, frontier, or wow is coming we just don’t know when. We have some merger protections but this AIP is said to increase them. We have zero codeshare protection except no Spirit will be furloughed as a result of one. I think you guys know how valuable having very tight codeshare protections is. We will have to see what the language says over the next couple weeks.
2. LTD: ours plain sucks. Period! It pays for two years and that’s it. The new plan pays a max of $15k/mo and til age 65. You cannot buy that coverage outside a group policy. Your medical can be gone at the flip of a coin. This was huge.
^^ these were the main two items we went back for after the mediator told us we were not getting released and the company offer was the largest increase ever under the RLA. She iced us for three months because we said no deal.
3. Our retirement plan is a 9% match. If you max they stop paying. So anyone making over $200k (under 50 years old) is getting 9% on that and that’s it. Going to a DC plan is a big win. 16% is industry standard. We have 15% at the end of the contract. They took that one percent just to snub us I’m sure and starting at 11% and moving 15% along the way was another FU just to spite us I’m sure.
So we need to see the full language and all the work rules to have full picture. If those are good the question is do we want to risk lost wages, a push back of the next amendable date, scope exploitation (very real), and hope you don’t lose your medical, to get more money. How much can we get is the question and how long will it take. Most likely the NC will step down so we have to appoint new ones, resurvey the group on why it was voted down and then convince the mediator to bring us back. She comes from AA management with a history of negotiating concessionary labor deals btw.
Each one of us have to make that choice. We will see soon I guess
1. Scope: increased merger protections and tightened codesharing language. I feel a merger another US carrier and or codeshare with Norwegian, frontier, or wow is coming we just don’t know when. We have some merger protections but this AIP is said to increase them. We have zero codeshare protection except no Spirit will be furloughed as a result of one. I think you guys know how valuable having very tight codeshare protections is. We will have to see what the language says over the next couple weeks.
2. LTD: ours plain sucks. Period! It pays for two years and that’s it. The new plan pays a max of $15k/mo and til age 65. You cannot buy that coverage outside a group policy. Your medical can be gone at the flip of a coin. This was huge.
^^ these were the main two items we went back for after the mediator told us we were not getting released and the company offer was the largest increase ever under the RLA. She iced us for three months because we said no deal.
3. Our retirement plan is a 9% match. If you max they stop paying. So anyone making over $200k (under 50 years old) is getting 9% on that and that’s it. Going to a DC plan is a big win. 16% is industry standard. We have 15% at the end of the contract. They took that one percent just to snub us I’m sure and starting at 11% and moving 15% along the way was another FU just to spite us I’m sure.
So we need to see the full language and all the work rules to have full picture. If those are good the question is do we want to risk lost wages, a push back of the next amendable date, scope exploitation (very real), and hope you don’t lose your medical, to get more money. How much can we get is the question and how long will it take. Most likely the NC will step down so we have to appoint new ones, resurvey the group on why it was voted down and then convince the mediator to bring us back. She comes from AA management with a history of negotiating concessionary labor deals btw.
Each one of us have to make that choice. We will see soon I guess
#5166
New Hire
Joined APC: Apr 2017
Posts: 6
Spoken like somebody that sounds young and thinks they're invincible. Pay rates mean nothing if you can't fly. LTD doesn't affect you until it does. You know how fragile your medical is? You want to worry about replacing a $200k+ job while owning a home and raising kids? This LTD covers us to age 65 at $15k/month and not having it is a deal breaker for this pilot group.
#5167
Gets Weekends Off
Joined APC: Oct 2010
Posts: 4,603
Also, scope was my number one item on my post for obvious reasons. Scope isn’t cheap but after it’s been exploited it’s a lot more expensive and you may never get it at that point. Southwest got theirs when their pay was lagging which was smart so they don’t have to try and buy it back like Delta is trying to do
I’m not justifying the offer I’m just saying it’s coming with some other very large wins.
#5168
Not A Janitor
Joined APC: Aug 2008
Posts: 814
Spirit pilot here. Our AIP is underwhelming especially with a move to pbs. Three things it’s coming with that are extremely important imo, one especially with the ULCC model proliferation as of late.
1. Scope: increased merger protections and tightened codesharing language. I feel a merger another US carrier and or codeshare with Norwegian, frontier, or wow is coming we just don’t know when. We have some merger protections but this AIP is said to increase them. We have zero codeshare protection except no Spirit will be furloughed as a result of one. I think you guys know how valuable having very tight codeshare protections is. We will have to see what the language says over the next couple weeks.
2. LTD: ours plain sucks. Period! It pays for two years and that’s it. The new plan pays a max of $15k/mo and til age 65. You cannot buy that coverage outside a group policy. Your medical can be gone at the flip of a coin. This was huge.
^^ these were the main two items we went back for after the mediator told us we were not getting released and the company offer was the largest increase ever under the RLA. She iced us for three months because we said no deal.
3. Our retirement plan is a 9% match. If you max they stop paying. So anyone making over $200k (under 50 years old) is getting 9% on that and that’s it. Going to a DC plan is a big win. 16% is industry standard. We have 15% at the end of the contract. They took that one percent just to snub us I’m sure and starting at 11% and moving 15% along the way was another FU just to spite us I’m sure.
So we need to see the full language and all the work rules to have full picture. If those are good the question is do we want to risk lost wages, a push back of the next amendable date, scope exploitation (very real), and hope you don’t lose your medical, to get more money. How much can we get is the question and how long will it take. Most likely the NC will step down so we have to appoint new ones, resurvey the group on why it was voted down and then convince the mediator to bring us back. She comes from AA management with a history of negotiating concessionary labor deals btw.
Each one of us have to make that choice. We will see soon I guess
1. Scope: increased merger protections and tightened codesharing language. I feel a merger another US carrier and or codeshare with Norwegian, frontier, or wow is coming we just don’t know when. We have some merger protections but this AIP is said to increase them. We have zero codeshare protection except no Spirit will be furloughed as a result of one. I think you guys know how valuable having very tight codeshare protections is. We will have to see what the language says over the next couple weeks.
2. LTD: ours plain sucks. Period! It pays for two years and that’s it. The new plan pays a max of $15k/mo and til age 65. You cannot buy that coverage outside a group policy. Your medical can be gone at the flip of a coin. This was huge.
^^ these were the main two items we went back for after the mediator told us we were not getting released and the company offer was the largest increase ever under the RLA. She iced us for three months because we said no deal.
3. Our retirement plan is a 9% match. If you max they stop paying. So anyone making over $200k (under 50 years old) is getting 9% on that and that’s it. Going to a DC plan is a big win. 16% is industry standard. We have 15% at the end of the contract. They took that one percent just to snub us I’m sure and starting at 11% and moving 15% along the way was another FU just to spite us I’m sure.
So we need to see the full language and all the work rules to have full picture. If those are good the question is do we want to risk lost wages, a push back of the next amendable date, scope exploitation (very real), and hope you don’t lose your medical, to get more money. How much can we get is the question and how long will it take. Most likely the NC will step down so we have to appoint new ones, resurvey the group on why it was voted down and then convince the mediator to bring us back. She comes from AA management with a history of negotiating concessionary labor deals btw.
Each one of us have to make that choice. We will see soon I guess
#5169
Gets Weekends Off
Joined APC: Sep 2005
Posts: 1,735
If you were there for the survey, you would know that after negotiations broke down in September, majority of the Spirit pilots thought that LTD and scope was high on their priority. Which is why it’s in the AIP and wasn’t in the company offer back in September before negotiations broke down. As far as work rules, the 4 days off and red/green is very important. The idea of dropping their entire schedule and pick when and what to work is important to us too.
#5170
Gets Weekends Off
Joined APC: Mar 2016
Posts: 591
Never said was a rule we should bargain for.
However, we need to under its value as a possible reason why their bases rates are an outlier within the market place of recently negotiated deals. Otherwise, how else are we to defend ourselves /explain it way when management put these rates in front of us?
So far on this thread it has been SPA sucks and Jetblue pilots rock so we deserve more.
However, we need to under its value as a possible reason why their bases rates are an outlier within the market place of recently negotiated deals. Otherwise, how else are we to defend ourselves /explain it way when management put these rates in front of us?
So far on this thread it has been SPA sucks and Jetblue pilots rock so we deserve more.
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