I agree that all contracts have loopholes, but at least with a CBA you have the opportunity to file a greivance over the dispute. We have no way to even attempt to fight something the company tells us. Look at the coming Pay Review process changes. Its going to be a ram job and we have no way to fight it.

So, you prefer loopholes with the DR, and not a CBA?

you are the best, we love how hard you work, you deserve the best, we are trying, we need time to fix things, are we perfect, no but..... Sound familiar?

Reality at jb - you are the best but you will not be compensated as such. It doesn't cost a dime to tell someone they are the best. Its actions that matter not words. If someone is the best and you truly believe that then you will do whatever it takes to compensate them appropriately. You can talk for years and years but until you show employees through pay, medical, retirement, disability and vacation then its just that, words. Think of all the motivational emails you receive, they don't cost a dime but they sure paint a story about how great you are. How much is that "you are great plaque" going to pay you at retirement? Sorry, but time to show us the money. Hate to put it so harshly but guys are tired of the games.

Why are they going to change anything in regards pay and benefits when the stall tactics have worked for years? Nothing will change unless the work group finally puts a stop to this nonsense. Sadly, you will still have x% of people that will still say things like"its still better than XX airline that I worked for," and my favorite "if people don't like it they should just quit." I never thought that a fair medical and compensation plan was sticking it to the company?

Wah, wah, wah. Want any cheese with that whine? What airline has protection? NONE. Ask any lawyer about the size of the contract relative to the amount of loopholes. The more words, the more loopholes. The only ironclad contract in the entire business is the CEO's. Every other contract is smoke in mirrors, designed by lawyers, to have an escape route from any obligation. Haven't you seen all the rest of the airlines walk all over the pilot groups over the past 10 years???

Every non-bankruptcy airline has been able to negotiate an SLI provided they had a CBA and a merger of operations clause.

We have neither.

Again, I and others on this board deal solely in facts. You, rhetoric.

Your company propaganda has done little to progress our careers and ensure our future.

Oh, right! Just like AirTran (ALPA & Non Bankrupt) essentially received a staple job from SWA.

Yea.....keep on preaching brother!

And if they were non-union they would be on the street, or preferrential interviews if they were lucky

Your comments again show complete and utter ignorance. Think before your speak, son. Did your parents not teach you anything.

The AT/SWA negotiations began under the in-house AT union. Their CBA at the time did not contain a merger of operations clause. Even though ALPA came in later and one was negotiated the in-house contract was used.
ALPA and the AT MEC did the best they could. Without the merger of operations clause SWA was able to give them a take it or leave it offer.

You, as a Jetblue pilot do not even have that opportunity.

Don't cloud facts and reality with your false hopes.

In flight ops latest email SS writes we are protected with section 15.

The PVC contracted 4 separate legal firms which all agreed section 15 WOULD NOT protect us in the even of a merger.

had a contract lawyer familiar with issues in airline mergers review my pea. He basically said the intent of the document is correct but in reality it wouldn't hold up in a merger that operated under a cba.

Sounds like pea's would have to be fought on an individual basis at which point he said "do you have the financial means to fight that battle? Probably not." Once again, intent is there but the pea doesn't hold water in a real fight. Also, he said they can allow you to hit the 5 year point agreed upon in your pea and just let your term expire and say goodbye. It would be easy and you would have zero recourse.

Herk you are suggesting they would keep us on. Based on APA's past they will simply let you go.

During the ALPA campaign ALPA legal suggested there were between 3 and 10+ different PEA's floating around. The issue the our lawyers will face is explaining how we are all the same when our PEA's are all different. Management, again, has outsmarted the pilot group by "giving" you the option to not sign.