"Latest and Greatest" about jetBlue
01-25-2012, 10:27 AM
#2001
Gets Weekends Off
Joined APC: Mar 2006
Position: P-3C
Posts: 982
Originally Posted by Clear Right
What if,
Most of us agree with both you and Lake, we just disagree on the method in which to get there. One would hope that your desire would be to work for a company that continues to be profitable and continues to grow organically. Every post that I have made has acknowledged the fact that our retirement needs to improve compared to our peers. There is no argument there.
However, we are very fairly compensated, and if you choose to be productive you and Lake both know that you can do as well if not better than your peers at Airline X who have been on property for an equal amount of time. I can tell you for a fact that my compensation and quality of life is hands down better than my counterparts at Airline X, pick a major with the same longevity. Mind you SWA is an exception on pay, but my seniority (i.e. QOL) is better relative to theirs.
My point is to go about the improvements in a responsible way that does not hurt our competitive advantage, think about improvements without Legacy CBA ideas. Scope is one example: Take Cape Air for example and our routes to Nantucket. During the season we fly Mainline Aircraft profitably full of pax. But during the off-season...Sorry B6 customer, you have to fly on our partner Cape Air, oh and by the way we have great connecting flight through BOS. This is smart business. Legacy CBA ideas would say that needs to be Mainline flying in the off-season and would try to dictate the company fly an unprofitable route in the interest of labor protectionism, bad business decisions dictated by labor. Or the thought that we shouldn't allow a Hawaiian Code Share because labor should dictate corparate stretegy that we should have wide bodies one day...really...do you think that is smart business??
This is just one small example of my point, make the improvements, but don't hurt the company interests, there has to be a balance if you want the airline to survive for the long haul. Again just my opinion and I respect yours as well.
Most of us agree with both you and Lake, we just disagree on the method in which to get there. One would hope that your desire would be to work for a company that continues to be profitable and continues to grow organically. Every post that I have made has acknowledged the fact that our retirement needs to improve compared to our peers. There is no argument there.
However, we are very fairly compensated, and if you choose to be productive you and Lake both know that you can do as well if not better than your peers at Airline X who have been on property for an equal amount of time. I can tell you for a fact that my compensation and quality of life is hands down better than my counterparts at Airline X, pick a major with the same longevity. Mind you SWA is an exception on pay, but my seniority (i.e. QOL) is better relative to theirs.
My point is to go about the improvements in a responsible way that does not hurt our competitive advantage, think about improvements without Legacy CBA ideas. Scope is one example: Take Cape Air for example and our routes to Nantucket. During the season we fly Mainline Aircraft profitably full of pax. But during the off-season...Sorry B6 customer, you have to fly on our partner Cape Air, oh and by the way we have great connecting flight through BOS. This is smart business. Legacy CBA ideas would say that needs to be Mainline flying in the off-season and would try to dictate the company fly an unprofitable route in the interest of labor protectionism, bad business decisions dictated by labor. Or the thought that we shouldn't allow a Hawaiian Code Share because labor should dictate corparate stretegy that we should have wide bodies one day...really...do you think that is smart business??
This is just one small example of my point, make the improvements, but don't hurt the company interests, there has to be a balance if you want the airline to survive for the long haul. Again just my opinion and I respect yours as well.
01-25-2012, 10:39 AM
#2002
On Reserve
Joined APC: Jan 2012
Posts: 12
Originally Posted by Diesel1030
"but it's better than Mesa/ xxxx "... I love this one when I hear it. Meanwhile they will continue to hire regional zero pic guys with no hope of going anywhere but are "happy to be here"
1.) It wasn't my choice not to gain pic turbine time; in fact I'd still be on that side of the fence with not much end in sight. The last year at my regional I flew around 900 total block and grossed 44K. That’s just flat out sad and I am not ashamed to tell you that yes, I am happy that nightmare is over and in a sense am very "happy to be here"....
2.) ...However, this is where some of your argument is flawed. Granted there are I am sure a few people who come here and think no improvements are needed. Most of us though took a gamble and left without getting that coveted pic turbine time. Don't you think I want everything you want so I can make this my last stop? I fully understand if there is a transactional event I am a goner, among other things we have no protections for, and if that goes down who knows where I would end up.
I'll leave you with this. Flying with sr captain one night discussing the 5 docs and alter-ego airlines this is what was said to me without any exaggerations on my part...
"I don't care if they start an alter-ego airline, as long as I can still get 85 hours of credit, why should I care?"
Sweet sweet words to hear as a new hire!!
I guess my point is easy on the generalizations please!
01-25-2012, 10:49 AM
#2003
Gets Weekends Off
Joined APC: Dec 2010
Posts: 194
Take solice in knowing that when JetBlue starts an alter-go airline that dipsh!t captain will never see an 85 hour line again.
01-25-2012, 10:59 AM
#2004
On Reserve
Joined APC: Jan 2012
Posts: 12
Originally Posted by lake alice
Take solice in knowing that when JetBlue starts an alter-go airline that dipsh!t captain will never see an 85 hour line again.
01-25-2012, 11:00 AM
#2005
Gets Weekends Off
Joined APC: Dec 2010
Posts: 194
Originally Posted by Clear Right
What if,
Most of us agree with both you and Lake, we just disagree on the method in which to get there. One would hope that your desire would be to work for a company that continues to be profitable and continues to grow organically. Every post that I have made has acknowledged the fact that our retirement needs to improve compared to our peers. There is no argument there.
However, we are very fairly compensated, and if you choose to be productive you and Lake both know that you can do as well if not better than your peers at Airline X who have been on property for an equal amount of time. I can tell you for a fact that my compensation and quality of life is hands down better than my counterparts at Airline X, pick a major with the same longevity. Mind you SWA is an exception on pay, but my seniority (i.e. QOL) is better relative to theirs.
My point is to go about the improvements in a responsible way that does not hurt our competitive advantage, think about improvements without Legacy CBA ideas. Scope is one example: Take Cape Air for example and our routes to Nantucket. During the season we fly Mainline Aircraft profitably full of pax. But during the off-season...Sorry B6 customer, you have to fly on our partner Cape Air, oh and by the way we have great connecting flight through BOS. This is smart business. Legacy CBA ideas would say that needs to be Mainline flying in the off-season and would try to dictate the company fly an unprofitable route in the interest of labor protectionism, bad business decisions dictated by labor. Or the thought that we shouldn't allow a Hawaiian Code Share because labor should dictate corparate stretegy that we should have wide bodies one day...really...do you think that is smart business??
This is just one small example of my point, make the improvements, but don't hurt the company interests, there has to be a balance if you want the airline to survive for the long haul. Again just my opinion and I respect yours as well.
Most of us agree with both you and Lake, we just disagree on the method in which to get there. One would hope that your desire would be to work for a company that continues to be profitable and continues to grow organically. Every post that I have made has acknowledged the fact that our retirement needs to improve compared to our peers. There is no argument there.
However, we are very fairly compensated, and if you choose to be productive you and Lake both know that you can do as well if not better than your peers at Airline X who have been on property for an equal amount of time. I can tell you for a fact that my compensation and quality of life is hands down better than my counterparts at Airline X, pick a major with the same longevity. Mind you SWA is an exception on pay, but my seniority (i.e. QOL) is better relative to theirs.
My point is to go about the improvements in a responsible way that does not hurt our competitive advantage, think about improvements without Legacy CBA ideas. Scope is one example: Take Cape Air for example and our routes to Nantucket. During the season we fly Mainline Aircraft profitably full of pax. But during the off-season...Sorry B6 customer, you have to fly on our partner Cape Air, oh and by the way we have great connecting flight through BOS. This is smart business. Legacy CBA ideas would say that needs to be Mainline flying in the off-season and would try to dictate the company fly an unprofitable route in the interest of labor protectionism, bad business decisions dictated by labor. Or the thought that we shouldn't allow a Hawaiian Code Share because labor should dictate corparate stretegy that we should have wide bodies one day...really...do you think that is smart business??
This is just one small example of my point, make the improvements, but don't hurt the company interests, there has to be a balance if you want the airline to survive for the long haul. Again just my opinion and I respect yours as well.
Those carriers are reevaluating routes and aircraft, pay and retirement. The difference between us and them is they are negotiating.
01-25-2012, 11:14 AM
#2006
Gets Weekends Off
Joined APC: Dec 2010
Posts: 194
Originally Posted by PackisBacK
Yeah, pretty floored when he said that.
01-25-2012, 11:55 AM
#2007
On Reserve
Joined APC: Jan 2012
Posts: 12
Originally Posted by lake alice
I can tell you from experience there are very, very few pilots at JetBlue who think that way. As for the pilots we hire with no pic time we hate them the same as the mil guys, the corporate guys and the furloughed airline guys. Pigeon hole all of them. Leave no one out.
Ahh I see. We'll that clears it up! Thanks Lake! I'm off to do some 0-pic-turbine-things
01-25-2012, 01:24 PM
#2008
Gets Weekends Off
Joined APC: Dec 2010
Posts: 194
Originally Posted by PackisBacK
Ahh I see. We'll that clears it up! Thanks Lake! I'm off to do some 0-pic-turbine-things
01-25-2012, 01:53 PM
#2009
Gets Weekends Off
Joined APC: Dec 2008
Position: Left,Right, Left, Right,Right,Left, Right, Left
Posts: 3,150
disreguard...
01-25-2012, 02:30 PM
#2010
SDQ Base Chief
Joined APC: Mar 2006
Position: 320 CA
Posts: 5,588
Anyyywhoooo....
System Chief Pilot sent us an email today saying that hiring will stop after March and will resume in the fall. Reason was that we purposely overhired in 2011 in order to stay ahead of the scheduling, and will need to increase pilots in the fall to account for the holidays and early 2013 travel season.
System Chief Pilot sent us an email today saying that hiring will stop after March and will resume in the fall. Reason was that we purposely overhired in 2011 in order to stay ahead of the scheduling, and will need to increase pilots in the fall to account for the holidays and early 2013 travel season.
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