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Originally Posted by txbusdriver
(Post 1348059)
Our peer set as determined by the PVC and JetBlue. No offense but you really need to do your homework.
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Originally Posted by Trkytr
(Post 1348065)
Well no offense, but tell me which companies and airplanes at those companies are in our peer set. Do you even know?
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Originally Posted by Trkytr
(Post 1348019)
Sub standard, sub standard, sub standard. I am getting tired of hearing it. What exactly is sub standard? Do you even know what the other carriers get. How do our 190 guys compare to the other carriers that fly the 190? Is the 320 a little less? Yes. But what do you get in exchange for that. Can you get to the bus is 2 years? Yes. Can you be a Captain in 6 years? Yes. Is 6 year captain pay on the 190 better than 6 year FO pay on the bus anywhere? I am assuming yes. I would really like to know what it is that you want to be better. Do you want to be a 6 year captain on the Bus making what a Bus captain makes at other carriers but it took them 15 years? We all want better, do you have a way to make things better? What do we have to give up to get there? Or do you just think ALPA will come in with a magic wand and make everything perfect, cause that is not going to happen.
You can NOT make Captain on the Bus in 6 years. Even if you could, it still wouldn't make up for all the other shortfalls that exist! And, it has already been identified by numerous sources that Jetblue Pilots have substandard compensation and benefits. This is NOTHING new!!!!! JJ |
Originally Posted by Trkytr
(Post 1348064)
Not quite the point I was making. If you got hired by any other carrier ( the 5 top payers that you like to compare JetBlue to, not to mention all the other companies) 10 years ago where would you be? Your quality of life, pay, and seniority would be no where close to what it is at JetBlue. Don't twist my words. When someone joins a new company, and that is still what JetBlue is, there are trade offs. The benefits I just made clear. The negitives you made clear. So it is really your choice where you go. You can't have the Captain pay and the seniority of taxibus driver after 10 years at delta, but you will get other things there you don't get here. Those things will come, most of us our young and we have time. Worst mistake in this line of work is to rush higher compensation. Bankruptcy and furloughs is not a good thing. Oh, and that also means growth stops, which is key right now. For as smart as you think you are sometimes I wonder if your retarded, or are you that brainwashed?
What does higher compensation have to do with bankruptcy and furloughs?????? This should be good! While you answer this question, why don't you tell us all which Major Airlines are putting downward pressure on Jetblue to keep compensation as low as it is? JJ |
Originally Posted by txbusdriver
(Post 1348068)
Go on the PVC website... It's probably there. If not contact your silo rep. If you are going to defend this company you should educate yourself. I'm done. It's not that hard to figure out and yes they used common type and size of aircraft.
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Originally Posted by alvrb211
(Post 1348069)
You can NOT make Captain on the Bus in 6 years. Even if you could, it still wouldn't make up for all the other shortfalls that exist!
And, it has already been identified by numerous sources that Jetblue Pilots have substandard compensation and benefits. This is NOTHING new!!!!! JJ |
Originally Posted by trkytr
(Post 1348079)
did i say on the bus? You highlighted it, but apparently didn't read it. I said on the 190.
Originally Posted by trkytr
(Post 1348019)
do you want to be a 6 year captain on the bus
?????? Jj |
Originally Posted by alvrb211
(Post 1348073)
What does higher compensation have to do with bankruptcy and furloughs??????
This should be good! While you answer this question, why don't you tell us all which Major Airlines are putting downward pressure on Jetblue to keep compensation as low as it is? JJ |
Originally Posted by alvrb211
(Post 1348086)
??????
Jj |
Originally Posted by Trkytr
(Post 1348089)
Are you freakin kidding me? How do you not get this. Compensate all the pilots at JetBlue 30k more a year. That's pay increase, taxes ( cause the company pays taxes on your income too), better insurance and other benefits. Now multiply that by the number of pilots we have. Now look up how much an airbus or 190 cost. Now think about back when United paid guys 350 an hour. Now think about all the other companies paying sick amount of wages to keep up. Now think about all the furloughs and bankruptcies. I really don't understand why you don't get this. The company needs to grow. That way the company can make more money, then the company can afford to pay us more and keep growing, and so on, and so on. Can JetBlue afford to pay us more? Yes. But how much more? We need that growth to keep going. The more growth the more profit in the long game. The more we make.
Who is telling you that an Airline's ability to grow or stay in business is a function of Pilot compensation? Where did you study this? I studied at Embry Riddle. I still have a lot of material. Where are you getting your information on labor economics and characteristics of Airlines as Ologopolists? How did Alaska, a smaller Airline, negotiate superior compensation and benefits? How did Airtran, a smaller Airline, negotiate superior compensation and benefits? Why don't you tell me which Airlines went Bankrupt during the last 15 years as a function of Pilot compensation? Looking to the future, do you even know what Management bases causal forecasting on???? I'll give you a clue. It's NOT Pilot compensation!!! In time the company can make more money huh? What, like record profits or something? Guess what, we are already there!!!!! JJ |
Originally Posted by Trkytr
(Post 1348076)
Lol, you don't know. Maybe you need to spend some time doing research.
I know exactly who is in the peer set. If you really are a pilot here go research it. It's apparent you are unaware of the pay and benefits in this industry and you lack knowledge of your own employer. |
Originally Posted by Trkytr
(Post 1348064)
Not quite the point I was making. If you got hired by any other carrier ( the 5 top payers that you like to compare JetBlue to, not to mention all the other companies) 10 years ago where would you be? Your quality of life, pay, and seniority would be no where close to what it is at JetBlue. Don't twist my words. When someone joins a new company, and that is still what JetBlue is, there are trade offs. The benefits I just made clear. The negitives you made clear. So it is really your choice where you go. You can't have the Captain pay and the seniority of taxibus driver after 10 years at delta, but you will get other things there you don't get here. Those things will come, most of us our young and we have time. Worst mistake in this line of work is to rush higher compensation. Bankruptcy and furloughs is not a good thing. Oh, and that also means growth stops, which is key right now. For as smart as you think you are sometimes I wonder if your retarded, or are you that brainwashed?
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Originally Posted by alvrb211
(Post 1348099)
Really?
Who is telling you that an Airline's ability to grow or stay in business is a function of Pilot compensation? Where did you study this? I studied at Embry Riddle. I still have a lot of material. Where are you getting your information on labor economics and characteristics of Airlines as Ologopolists? How did Alaska, a smaller Airline, negotiate superior compensation and benefits? How did Airtran, a smaller Airline, negotiate superior compensation and benefits? Why don't you tell me which Airlines went Bankrupt during the last 15 years as a function of Pilot compensation? Looking to the future, do you even know what Management bases causal forecasting on???? I'll give you a clue. It's NOT Pilot compensation!!! In time the company can make more money huh? What, like record profits or something? Guess what, we are already there!!!!! JJ |
JetBlue "latest and greatest".
I would invite anyone investing through a T Rowe Price managed 401k to go use the investment calculator tool and manipulate the numbers around.
Use your current numbers and then use other airlines numbers (such as United's 16% contribution, which isn't a match, so add your contribution to that). The figures at the end of a career are a pretty staggering difference. At least in my view. Too many people just look at the pay rate. Health and retirement benefits contribute too much to OUR bottom line to be overlooked. |
Originally Posted by flyinaway411
(Post 1348212)
I would invite anyone investing through a T Rowe Price managed 401k to go use the investment calculator tool and manipulate the numbers around.
Use your current numbers and then use other airlines numbers (such as United's 16% contribution, which isn't a match, so add your contribution to that). The figures at the end of a career are a pretty staggering difference. At least in my view. Too many people just look at the pay rate. Health and retirement benefits contribute too much to OUR bottom line to be overlooked. |
Interesting interview with Rob Maruster on CNBC just now.
Question for you JetBlue guys, he mentioned all the aircraft would be moved out of LGA and BOS, what happens with the crews? Do you guys stay with the aircraft and where do they move them to? Also, sounds like he's optimistic about the AMR-US Air merger, that it might offer opportunities for JetBlue. Not sure where he sees opportunities for JB, but maybe he sees something he's not letting on. |
Originally Posted by Lobaeux
(Post 1348310)
Interesting interview with Rob Maruster on CNBC just now.
Question for you JetBlue guys, he mentioned all the aircraft would be moved out of LGA and BOS, what happens with the crews? Do you guys stay with the aircraft and where do they move them to? Also, sounds like he's optimistic about the AMR-US Air merger, that it might offer opportunities for JetBlue. Not sure where he sees opportunities for JB, but maybe he sees something he's not letting on. As for Trkytr, it's pretty obvious he's not here. I'm not even sure if he wants to come here or if he just enjoys getting his rocks off spinning guys up. Either way, he's a freaking troll. Just stop feeding him. |
Originally Posted by Lobaeux
(Post 1348310)
Interesting interview with Rob Maruster on CNBC just now.
Question for you JetBlue guys, he mentioned all the aircraft would be moved out of LGA and BOS, what happens with the crews? Do you guys stay with the aircraft and where do they move them to? Also, sounds like he's optimistic about the AMR-US Air merger, that it might offer opportunities for JetBlue. Not sure where he sees opportunities for JB, but maybe he sees something he's not letting on. |
Originally Posted by Bluedriver
(Post 1348304)
Yes, it is such an OUTRAGE that our 13% retirement is less than the 16% retirement of the largest airline in the world.... I get a 5% match. Still new here tho, so open to a little education. |
Originally Posted by flyinaway411
(Post 1348327)
13%? Am I missing something?
I get a 5% match. Still new here tho, so open to a little education. 5+5+3 = 13% |
Originally Posted by flyinaway411
(Post 1348327)
13%? Am I missing something?
I get a 5% match. Still new here tho, so open to a little education. 1. 5% 401k match. 2. 3% retirement plus contribution by the company monthly, requires no pilot contribution. 3. 5% retirement advantage (formerly called guaranteed profit sharing). Now deposited quarterly into your 401k and requires no pilot contribution. Now, having said that, we are behind on benefits and profit sharing. As for pay, we are now behind due to the late timing of UAL and AA contract signings, as well as a large DL raise that fell after the pay review deadline for this year. As well as few calculation problems such as weighting of peer set and the fact that US and AW are counted as seperate airlines. This SHOULD largely true up in the next pay review this year as far as the late signed contracts of UAL, AA, the large DL raise, and hopefull the AA-US merger. The company has been pretty clear that they are aware of the large raise coming and have doubled down verbally on the pay review process. The alarm bells should fire off loudly if they don't honor the big pay raise due on the next pay review. Whether the company choosing not to take the recomendations of the PVC regarding paying us more this year to balance out the big raise next year should be alarming? Not really. It was an option and a PVC recomendation. The 2% pay raise we got was the same as the PVC calculated for this years average based on the agreed upon snapshot dates. So, 2% is what we were behind based on our system. Now, the company decided not to spread next years raise over 3 years. That is there choice, and doesn't mean they will fault on next years big raise. But if they do, we all SHOULD freak out. What ever that means. To be outraged that we are behind in pay now that many airlines finally signed new deals in the last few months shows an unbalanced view of reality and lack of appreciation for how many years individual airlines go without raises for the years it takes to negotiate a new contract. Our pay review process is annual, and has a deadline to be included in the calculations. If they signed contracts after that deadline, it gets trued up in the next year. Contrast that with no raises for several years while negotiating like most other airlines. I actually like our process and hope it can be included into a CBA, with some minor tweaks such as weighting of course. |
Originally Posted by Kellwolf
(Post 1348317)
As for Trkytr, it's pretty obvious he's not here. I'm not even sure if he wants to come here or if he just enjoys getting his rocks off spinning guys up. Either way, he's a freaking troll. Just stop feeding him.
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Originally Posted by Bluedriver
(Post 1348343)
Our retirement is 13%. It has three individual components.
1. 5% 401k match. 2. 3% retirement plus contribution by the company monthly, requires no pilot contribution. 3. 5% retirement advantage (formerly called guaranteed profit sharing). Now deposited quarterly into your 401k and requires no pilot contribution. Now, having said that, we are behind on benefits and profit sharing. As for pay, we are now behind due to the late timing of UAL and AA contract signings, as well as a large DL raise that fell after the pay review deadline for this year. As well as few calculation problems such as weighting of peer set and the fact that US and AW are counted as seperate airlines. This SHOULD largely true up in the next pay review this year as far as the late signed contracts of UAL, AA, the large DL raise, and hopefull the AA-US merger. The company has been pretty clear that they are aware of the large raise coming and have doubled down verbally on the pay review process. The alarm bells should fire off loudly if they don't honor the big pay raise due on the next pay review. Whether the company choosing not to take the recomendations of the PVC regarding paying us more this year to balance out the big raise next year should be alarming? Not really. It was an option and a PVC recomendation. The 2% pay raise we got was the same as the PVC calculated for this years average based on the agreed upon snapshot dates. So, 2% is what we were behind based on our system. Now, the company decided not to spread next years raise over 3 years. That is there choice, and doesn't mean they will fault on next years big raise. But if they do, we all SHOULD freak out. What ever that means. To be outraged that we are behind in pay now that many airlines finally signed new deals in the last few months shows an unbalanced view of reality and lack of appreciation for how many years individual airlines go without raises for the years it takes to negotiate a new contract. Our pay review process is annual, and has a deadline to be included in the calculations. If they signed contracts after that deadline, it gets trued up in the next year. Contrast that with no raises for several years while negotiating like most other airlines. I actually like our process and hope it can be included into a CBA, with some minor tweaks such as weighting of course. Not that is matters, but I think you got the JetBlue "feel-good" labels wrong on the retirement contributions. What used to be the 5% guaranteed profit sharing is "Retirement Plus" and the extra 3% pilot benefit they're calling "Retirement Advantage". If they fixed the profit sharing then I'd be content with the retirement plan too. Cheers! |
Originally Posted by hair-on-fire
(Post 1348339)
You get a 5% match every pay-period as long as you contribute 5%. Every month you get a 3% contribution based on the prior month's earnings. Every quarter (starting 2013) you'll get a contribution of 5% of your previous quarter's earnings.
5+5+3 = 13% From my old PEA: 401(k) and Profit Sharing Retirement Plan. In addition to other compensation, the Pilot shall be entitled to participate in the JetBlue Airways Retirement Plan (the “Retirement Plan” or “Plan”) in accordance with and subject to the terms and conditions thereof, as from time to time in effect. As currently in effect on the date of this Employment Agreement, the Retirement Plan provides for: (a) employee elective deferral (“pre-tax”) contributions by eligible employees; (b) an annual employer matching contribution at the rate of one dollar for each dollar of elective deferrals contributed, to a maximum of 5% of the employee’s Plan-eligible pay; and (c) an employer non-discretionary profit sharing contribution, on behalf of each employee who is eligible to share in such contribution, equal to 5% of such employee’s Plan-eligible pay for the year. Vesting of the employer contributions described in (b) and (c) is governed by the terms of the Plan. Notwithstanding the foregoing, and in accordance with the terms of the Plan, the Airline reserves the right to amend the Plan or any future plan at any time and from time to time, or to terminate the Plan or any such plan, consistent with applicable legal requirements. Conclusion: 5+3=8%+5 (as long as Dave and BODs think it's appropriate to give you this carrot) Since you have to contribute your own 5% to get matching, your actual company retirement (pure benefit) = 3% However, it's still at company discretion. Therefore; if you take your 5% contribution away, your actual retirement at B6 = 0 ;) From jetBlue own 2012 annual profit statement: JetBlue | Investor relations | Press Releases JetBlue Reports Record Fourth Quarter and Full Year Revenues JetBlue ended the fourth quarter with approximately $731 million in unrestricted cash and short term investments So if jetBlue was making record profits in 2012 and decided to screw employees on healthcare in 2013, just wait when B6 start loosing money and see how they'll handle your retirement, knowing they have this ability and flexibility, because your PEA allows then to do so. Just a thought. |
Originally Posted by Bluedriver
(Post 1348304)
Yes, it is such an OUTRAGE that our 13% retirement is less than the 16% retirement of the largest airline in the world....
Also if the 3% difference in retirement was the only issue we could all be a bit more content. However couple this issue with the worst medical benefits, horrid vacation system, below average PTO accrual rates, inflated STD costs, lack of work rules, worsening schedules, etc and you have quite a bit of discontent. The company has done what they have been allowed to do. It's our own fault for not stopping it sooner. If we continue down the road under the DR how can we expect meaningful change? As for liking the current pay process, it's just another sham under the DR. The company has agreed to review your pay annually not adjust accordingly. You can reference Rob Marooster's conference calls and he says this exact thing. It's also important to note if it isn't in the PEA it doesn't mean jack. Just ask the pilots that disputed their aircraft assignment and the multi year process it took to get resolution. The arbiter made it clear in their case if it isn't in your contract it is only policy and has no meaning as it can be amended via email at any time. |
Originally Posted by txbusdriver
(Post 1348561)
Okay, let's raise the interest rate on your mortgage 3%. It's only 3% right? That's a huge savings for the company in the meantime.
Also if the 3% difference in retirement was the only issue we could all be a bit more content. However couple this issue with the worst medical benefits, horrid vacation system, below average PTO accrual rates, inflated STD costs, lack of work rules, worsening schedules, etc and you have quite a bit of discontent. The company has done what they have been allowed to do. It's our own fault for not stopping it sooner. If we continue down the road under the DR how can we expect meaningful change? As for liking the current pay process, it's just another sham under the DR. The company has agreed to review your pay annually not adjust accordingly. You can reference Rob Marooster's conference calls and he says this exact thing. It's also important to note if it isn't in the PEA it doesn't mean jack. Just ask the pilots that disputed their aircraft assignment and the multi year process it took to get resolution. The arbiter made it clear in their case if it isn't in your contract it is only policy and has no meaning as it can be amended via email at any time. Am I OUTRAGED that our retirement is 13% and United's is 16%? No. Should I be? No. I never mentioned other benefits, and I didn't ask for your interpretation again. We have heard it before. Re-beating a dead horse won't kill it again, no matter how hard you keep trying. |
Originally Posted by jetlink
(Post 1348549)
It's an illusion :D
From my old PEA: 401(k) and Profit Sharing Retirement Plan. In addition to other compensation, the Pilot shall be entitled to participate in the JetBlue Airways Retirement Plan (the “Retirement Plan” or “Plan”) in accordance with and subject to the terms and conditions thereof, as from time to time in effect. As currently in effect on the date of this Employment Agreement, the Retirement Plan provides for: (a) employee elective deferral (“pre-tax”) contributions by eligible employees; (b) an annual employer matching contribution at the rate of one dollar for each dollar of elective deferrals contributed, to a maximum of 5% of the employee’s Plan-eligible pay; and (c) an employer non-discretionary profit sharing contribution, on behalf of each employee who is eligible to share in such contribution, equal to 5% of such employee’s Plan-eligible pay for the year. Vesting of the employer contributions described in (b) and (c) is governed by the terms of the Plan. Notwithstanding the foregoing, and in accordance with the terms of the Plan, the Airline reserves the right to amend the Plan or any future plan at any time and from time to time, or to terminate the Plan or any such plan, consistent with applicable legal requirements. Conclusion: 5+3=8%+5 (as long as Dave and BODs think it's appropriate to give you this carrot) Since you have to contribute your own 5% to get matching, your actual company retirement (pure benefit) = 3% However, it's still at company discretion. Therefore; if you take your 5% contribution away, your actual retirement at B6 = 0 ;) From jetBlue own 2012 annual profit statement: JetBlue | Investor relations | Press Releases JetBlue Reports Record Fourth Quarter and Full Year Revenues JetBlue ended the fourth quarter with approximately $731 million in unrestricted cash and short term investments So if jetBlue was making record profits in 2012 and decided to screw employees on healthcare in 2013, just wait when B6 start loosing money and see how they'll handle your retirement, knowing they have this ability and flexibility, because your PEA allows then to do so. Just a thought. Nice logic. In your world, if you have to contribute 5% to get a match of 5%, you magically just lose that money and it disappears forever.... We get 13% from the company, and it requires a 5% contribution on your part. That money is still yours, and is tax advantaged, so in case you are as ignorant as your post, your 401K will have a total of..... 18% in it with all deposits made. Oh the horror having to save some of your own money for retirement like the rest of the civilized world. What a waste of oxygen. |
Originally Posted by Bluedriver
(Post 1348569)
Wow. Talk about topic drift. The topic was retirement. That is what he referenced. And the point is that he chose the to compare us to the very highest retirement contribution offered at any passenger airline, not to mention it is from the largest airline in the world with a worldwide widebody network. Also one of the oldest airlines in the history of the world.
Am I OUTRAGED that our retirement is 13% and United's is 16%? No. Should I be? No. I never mentioned other benefits, and I didn't ask for your interpretation again. We have heard it before. Re-beating a dead horse won't kill it again, no matter how hard you keep trying. |
Originally Posted by Bluedriver
(Post 1348343)
Our retirement is 13%. It has three individual components.
1. 5% 401k match. 2. 3% retirement plus contribution by the company monthly, requires no pilot contribution. 3. 5% retirement advantage (formerly called guaranteed profit sharing). Now deposited quarterly into your 401k and requires no pilot contribution. Now, having said that, we are behind on benefits and profit sharing. As for pay, we are now behind due to the late timing of UAL and AA contract signings, as well as a large DL raise that fell after the pay review deadline for this year. As well as few calculation problems such as weighting of peer set and the fact that US and AW are counted as seperate airlines. This SHOULD largely true up in the next pay review this year as far as the late signed contracts of UAL, AA, the large DL raise, and hopefull the AA-US merger. The company has been pretty clear that they are aware of the large raise coming and have doubled down verbally on the pay review process. The alarm bells should fire off loudly if they don't honor the big pay raise due on the next pay review. Whether the company choosing not to take the recomendations of the PVC regarding paying us more this year to balance out the big raise next year should be alarming? Not really. It was an option and a PVC recomendation. The 2% pay raise we got was the same as the PVC calculated for this years average based on the agreed upon snapshot dates. So, 2% is what we were behind based on our system. Now, the company decided not to spread next years raise over 3 years. That is there choice, and doesn't mean they will fault on next years big raise. But if they do, we all SHOULD freak out. What ever that means. To be outraged that we are behind in pay now that many airlines finally signed new deals in the last few months shows an unbalanced view of reality and lack of appreciation for how many years individual airlines go without raises for the years it takes to negotiate a new contract. Our pay review process is annual, and has a deadline to be included in the calculations. If they signed contracts after that deadline, it gets trued up in the next year. Contrast that with no raises for several years while negotiating like most other airlines. I actually like our process and hope it can be included into a CBA, with some minor tweaks such as weighting of course. UAL 2014 basic pay Current contract Dec. 2012 A320 FO - (years of service) (2) $101.47, (3) $122.27, (4) $129.03, (5) $136.09... (12) $153.03 A320 CA - (years of service) (2) $189.67, (3) $196.91, (4) $204.47, (5) $212.28... (12) $224.05 This is just pure hourly rate no overrides or premium pay. There is also back pay (Profit sharing pay) involved at both airlines for all pilots. One problem I had in B6 is that, nobody cared about guys with MMG on reserve or bottom line holders that never go over 78 hours. I don't care if you pay 300% premium pay, if you are on the bottom, you get noting, pure and simple, and some recent past two years of new hires in jB might be on the bottom for quite some time, considering an average age of jB is 43 and jB is not panning a major expansion in fleets or routes. In addition, UAL 16% pure retirement (no contribution necessary from pilots) vs. jB black magic 13% (and in some cases Maruster's magic 18% retirement plan, factoring in pilot's 5% contribution) Do you really think jB will match those or even get close to those numbers of DAL or UAL - NO, they will tell you, like they did in my last recurrent class, that DAL and UAL doesn't match jB business model, they operate in completely different environment and no longer meet jB definition of peer set, despite the fact that they all operate in the same type of equipment, competing on the same routes. Your new peer set will consist of VA, Allegiant, Spirit, and Frontier mixed with Republic E-190s pay, and all of the sudden you'll end up being overpaid, because of your premium additional pay and black magic math of Gross average income of average jB pilots. I hope I'm wrong, but everything points that way, and that is way I have decided that it was time for me to move on. Only mass exodus, of experienced pilots, from jetBlue, will prompt B6 management to engage in serious talks. Good luck, I wish all in jB the best, I have many good friends out there. |
Originally Posted by Bluedriver
(Post 1348571)
Nice logic. In your world, if you have to contribute 5% to get a match of 5%, you magically just lose that money and it disappears forever....
We get 13% from the company, and it requires a 5% contribution on your part. That money is still yours, and is tax advantaged, so in case you are as ignorant as your post, your 401K will have a total of..... 18% in it with all deposits made. Oh the horror having to save some of your own money for retirement like the rest of the civilized world. What a waste of oxygen. Your contribution and your company matching is called, employer's sponsored retirement SAVINGS PLAN, in the rest of the world - not retirement plan. You are missing the point here. I was simply pointing out the fact that there is nothing guaranty in your PEA. I have something to offer, skill set, experience, etc, and I'm looking for employer that is willing to offer the most competitive compensation and benefits package, that is guaranty in my contract with out any escape clause. jB was no longer able to assure me with such benefits or provide a competitive compensation package. Supply and Demand.:) |
Originally Posted by txbusdriver
(Post 1348572)
And you missed my point. If that was the only benefit issue we wouldn't have much to complain about. Many more pieces to the puzzle.
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Originally Posted by jetlink
(Post 1348585)
Perhaps you should get out more then. ;)
Your contribution and your company matching is called, employer's sponsored retirement SAVINGS PLAN, in the rest of the world - not retirement plan. You are missing the point here. I was simply pointing out the fact that there is nothing guaranty in your PEA. I have something to offer, skill set, experience, etc, and I'm looking for employer that is will to offer the best compensation and benefits package, that is guaranty in my contract with out any escape clause. jB was no longer able to assure me with such benefits or provide a competitive compensation package. Supply and Demand.:) After the decade we have all had, lets hope for good things and good outcomes for all of us. Time will tell and I have yet to meet many people with a clear crystal ball, just thousands that give terrible advice disguised as conventional wisdom. Take care. |
Originally Posted by Bluedriver
(Post 1348602)
I'm glad you have a good gig, and I actually hope for lots of attrition here because it helps those that stay, shows the company they need to pay more, and those that leave get the job they want.
After the decade we have all had, lets hope for good things and good outcomes for all of us. Time will tell and I have yet to meet many people with a clear crystal ball, just thousands that give terrible advice disguised as conventional wisdom. Take care. I said it many times before, this industry is like Vegas roulette, we all place our bets, wait and see. Wish you all the best... |
So a few questions since the JB new hire info thread got shut down.
How much of the uniform does the company provide? Hotel in training? Single or double occupancy? Do they provide money for commuter parking or just pay for pilots domicile parking? Uniform allowance? How soon do health benefits start? Commuter clause/rules? Crash pad $ituation in BOS/JFK? Any other info anyone wants to add would be great. |
Originally Posted by Sturbmaster
(Post 1348668)
So a few questions since the JB new hire info thread got shut down.
How much of the uniform does the company provide? Hotel in training? Single or double occupancy? Do they provide money for commuter parking or just pay for pilots domicile parking? Uniform allowance? How soon do health benefits start? Commuter clause/rules? Crash pad $ituation in BOS/JFK? Any other info anyone wants to add would be great. I would add: How senior is FLL? MCO? On average, how long do you sit reserve? |
Originally Posted by Sturbmaster
(Post 1348668)
So a few questions since the JB new hire info thread got shut down.
How much of the uniform does the company provide? 5 shirts, 2 pants, a leather jacket (or blazer?), belt Hotel in training? Single or double occupancy? Single Do they provide money for commuter parking or just pay for pilots domicile parking? Not sure Uniform allowance? $200/yr How soon do health benefits start? Indoc Commuter clause/rules? Whatever they decide- meaning no set policy. Crash pad $ituation in BOS/JFK? Prob $200-250 in BOS/JFK. More crash pads in JFK and better set-up with a companty shuttle to Kew gardens(where all the pads are) Any other info anyone wants to add would be great.
Originally Posted by Lobaeux
(Post 1348674)
Great questions!
I would add: How senior is FLL? MCO? From the transfer list for the System Bid effective in June 2013: FLL 320 FO= #2182 MCO 320 FO= #2089 MCO 190 FO= #2242 Just under 2400 pilots total. Jetlue doesnt publish date of hire on the seniority list, so not sure exactly when these pilots got hired. On average, how long do you sit reserve? BOS/JFK 190 is probably the shortest, 4-6months JFK 320 maybe 6-8months Im BOS 320 and coming up on 2 years (FLL/LGB/MCO = forget about it) Could be better, could be worse. Come here with eyes wide open. |
Originally Posted by Lobaeux
(Post 1348674)
Great questions!
I would add: How senior is FLL? MCO? On average, how long do you sit reserve? |
Originally Posted by Climbto450
(Post 1348824)
Commuter parking is covered at 40 per month. My initial classmates have been JFK 320 for 1 yr 8 months and they are just getting lines. I had a line the first month I could bid on the 190.
The official word on when health care starts is "30 days after your first full 30 days." I started on 11/7, so December was my first full 30 days. Health covereage started on 1/1. And how does one get this $40/mo commuter parking? I haven't seen anything on my check, but I also don't know if there's a form I need to fill out or what. |
Kellwolf, just talk to the BOS base admin about parking. She'll email payroll
|
Originally Posted by Kellwolf
(Post 1348869)
The official word on when health care starts is "30 days after your first full 30 days." I started on 11/7, so December was my first full 30 days. Health covereage started on 1/1. And how does one get this $40/mo commuter parking? I haven't seen anything on my check, but I also don't know if there's a form I need to fill out or what. I don't need the health care, if I decline, they just don't take it out of the paycheck, correct? |
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