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Fins Up 03-19-2014 01:06 PM

Jetblue anti-union tactics
 
It appears jetblue management is putting on the full court press by targeting the junior folks to convince them not to vote for a CBA. Below is an excerpt from the bluepilots website. (I do not have proof, but this is what's going through the grapevine.)

"Not sure if this was in another thread or not, but just got visual email confirmation on how they are targeting the newbies.

< 1yr FO got a call from a "pilot on the drive" inviting him to Boston. I can only assume this was a BOOB as he did not want to identify what pilot called him. Then gets texts from another mgmt type. All expense paid. Hotel, Food, Attend a Dog & Pony Show. In Boston.
Here is the kicker: Company will BUY HIS RESERVE Days off him to do this. Never mind that we are short, and putting out RSAs on a regular basis.

This is why there is so much focus on Boston. Sad and pathetic they have to pay people to come to these meetings. I actually think it's an outrage."


If this is true, it could be construed as vote tampering. Company better be careful.

New folks - Take it from an 8 year guy who, when I started, wanted nothing to do with unions. I have swung the full 180 degrees from NO to YES to Organizing Committee. WE NEED A CBA. Our professional well-being, individually and collectively, is not the company's priority. The only people who will look out for us is US. A strong voter turnout with a very large YES vote (I'm hoping for 80+%) will help us in negotiations.

(Def: "BOOB" equals "BOB" equals "Band of Blue" which references a former group of anti-CBA folks during a previous vote. Thankfully, many of them have seen the light and joined the fight.

Fly Faster 03-19-2014 01:24 PM

Thanks for the post. I really hope our new pilots don't fall for management's propaganda and promises. We have seen this exact same game before...it'd be kind of funny, but it's too serious to laugh about. As soon as the vote didn't pass last time, those promises went out the window. They gutted our health care and made it one of the worst in the industry, they unilaterally changed many work rules and scheduling rules, and they are currently trying to derail our Pilot Values Committee, which is our only pilot advocate group remaining.

Young guys at JetBlue - Please say "no thanks" to these dinners. Politely disengage from all of management's requests for information. Thanks.

Martin404 03-19-2014 01:53 PM

Sounds like a good deal! Hey Trey! Call me maybe?

aldonite7667 03-19-2014 02:52 PM

Newhires need to understand that we were here a few years ago. Every single promise management made was never delivered. They've only continued to take things away.

Snarge 03-19-2014 03:06 PM

The goal is to convince you that they are your best friend while taking your wallet... they owe it to their shareholders..

captwilko 03-19-2014 03:11 PM


Originally Posted by aldonite7667 (Post 1605997)
Newhires need to understand that we were here a few years ago. Every single promise management made was never delivered. They've only continued to take things away.

Don't worry. Enough of us new hires have been wronged at previous carriers and we understand the need for a strong CBA and an advocate. As other new guys I got the call to attend these dinners. My mind has been made up on this vote since before I was hired so I won't attend. Nothing personal against the company. I've actually been treated with nothing but respect and professionalism and can say I like it very much here. But I plan to retire from here and realize the need for a CBA to ensure we get what is fair.
Then again, I was ALPA in my previous job and we got played repeatedly by management, with out MEC's help. I hope that we can get good people in, people that will stand strong but not ostracize management to where dialogue and mutual respect become impossible.

Fins Up 03-19-2014 03:19 PM


Originally Posted by captwilko (Post 1606018)
Don't worry. Enough of us new hires have been wronged at previous carriers and we understand the need for a strong CBA and an advocate. As other new guys I got the call to attend these dinners. My mind has been made up on this vote since before I was hired so I won't attend. Nothing personal against the company. I've actually been treated with nothing but respect and professionalism and can say I like it very much here. But I plan to retire from here and realize the need for a CBA to ensure we get what is fair.
Then again, I was ALPA in my previous job and we got played repeatedly by management, with out MEC's help. I hope that we can get good people in, people that will stand strong but not ostracize management to where dialogue and mutual respect become impossible.

Excellent post. Your opinion as a junior un-jaded new guy is probably more valuable than mine. Thanks for posting.

CaptCoolHand 03-19-2014 03:58 PM


Originally Posted by captwilko (Post 1606018)
Don't worry. Enough of us new hires have been wronged at previous carriers and we understand the need for a strong CBA and an advocate. As other new guys I got the call to attend these dinners. My mind has been made up on this vote since before I was hired so I won't attend. Nothing personal against the company. I've actually been treated with nothing but respect and professionalism and can say I like it very much here. But I plan to retire from here and realize the need for a CBA to ensure we get what is fair.
Then again, I was ALPA in my previous job and we got played repeatedly by management, with out MEC's help. I hope that we can get good people in, people that will stand strong but not ostracize management to where dialogue and mutual respect become impossible.


Great post wilco!

Fly Faster 03-19-2014 04:21 PM


Originally Posted by captwilko (Post 1606018)
Don't worry. Enough of us new hires have been wronged at previous carriers and we understand the need for a strong CBA and an advocate. As other new guys I got the call to attend these dinners. My mind has been made up on this vote since before I was hired so I won't attend. Nothing personal against the company. I've actually been treated with nothing but respect and professionalism and can say I like it very much here. But I plan to retire from here and realize the need for a CBA to ensure we get what is fair.
Then again, I was ALPA in my previous job and we got played repeatedly by management, with out MEC's help. I hope that we can get good people in, people that will stand strong but not ostracize management to where dialogue and mutual respect become impossible.

I'm glad to hear that. Good post.
Please call all of your buds from your class and spread the word. This place will have a bright future with the right guys on the MEC. If this vote fails...not so much (get your apps ready).

aldonite7667 03-19-2014 04:27 PM

Thanks Wilko

captwilko 03-19-2014 04:42 PM

Aww, shucks guys. You're going to make me blush! ;)
I've been spreading the word. Believe me. Pretty passionate about this issue. And I believe it can be done right for everyone, including the company as a whole. I hope that's the way it goes.

aewanabe 03-19-2014 04:50 PM

I've flown with probably a dozen newbies in the last 3-4 months. One guy who went Gulfstream-Pinacolaba-JB was pretty anti-CBA, as it's the "best job he's ever had". Facepalm... By and large the others see through the blue juice very clearly. It's a decent job that's not what it's supposed to be, and we're trying to make it better. I don't think first-year guys and gals are going to be our problem demographic.

txbusdriver 03-19-2014 05:04 PM


Originally Posted by captwilko (Post 1606079)
Aww, shucks guys. You're going to make me blush! ;)
I've been spreading the word. Believe me. Pretty passionate about this issue. And I believe it can be done right for everyone, including the company as a whole. I hope that's the way it goes.

I appreciate it. As was stated your opinion is much more relevant than some of us who have been onboard a long time. Thanks.

cencal83406 03-19-2014 08:25 PM

Out of curiousity - anyone taken the dinner just because it's... free?

Seems like an easy win. Get a free dinner, vote for a union anyway.

:D

usmc-sgt 03-20-2014 02:38 AM

If I was new and invited...I would go. My decision was made a long time ago but id certainly enjoy a free dinner out with the wife.

I have nothing against our management team and wouldn't mind being at a dinner table together. Its nothing personal and as men, most of them are decent people. At the end of the day its their job to look after an airline and THEIR career and its my job to look after mine. They have proven incapable of doing what I feel are the right things for us so we will take it from here.

BlindBentBingo 03-20-2014 02:59 AM


Originally Posted by usmc-sgt (Post 1606298)
If I was new and invited...I would go. My decision was made a long time ago but id certainly enjoy a free dinner out with the wife.

I have nothing against our management team and wouldn't mind being at a dinner table together. Its nothing personal and as men, most of them are decent people. At the end of the day its their job to look after an airline and THEIR career and its my job to look after mine. They have proven incapable of doing what I feel are the right things for us so we will take it from here.

My wife and I were invited and offered a hotel room. I was considering going for the same reason - I wouldn't mind a night on the town with the wife.

It was my mild-mannered, demure wife who squashed it. In fact, she nearly exploded. She said for me to tell the CP this:

Why are you willing to offer me a hotel room now when you couldn't manage to find $50 to do so during an IROP, after I busted my butt all day to engage frustrated passengers at four airports - helping to turn many of them from furious to return customers (with no LSC personnel in sight at JFK, btw) - volunteered to extend the last day of a 4-day to 16 hours, and flew to <10 minutes of that limit, asking ONLY that I get a hotel room back at base when I landed so that I didn't have to drive several hours home, in a snowstorm, exhausted?

As a DAL ALPA rep said at the BOS meet and greet last night, lots of union votes are won at the kitchen table. If my wife could vote in this election, she'd turn in as many yes votes as she could, Ohio-style.

Ladies and Gents, it's time for ALPA!

P-3Bubba 03-20-2014 03:17 AM

Ok, lets take a look at this, briefly.

Management says that they are out to protect us and grow the company as a stand-alone entity. With the lucrative Boston and New York markets, plus our relative small market share, jetblue is going to be part of an merger or acquisition event. Theres a plus for CBA & Union.

In the event of a transactional event, I think that Mckaskill-Bond applies, the acquiring company needs our pilots and jets and we all keep out jobs. There's a plus for the PVC and DR. We keep our 1.9%

The negotiation process for the CBA is going to be horrendous. We all know this. Plus for DR & PVC.

The floater items that keep the scales of justice swaying back and forth are:

-"Code Shares" with Hawaiian (who sells tickets to JFK on Virgin America)
-Health Care Disaster
-Additions to Dependability Clauses and other items to our FOM (No PVC Collab)
-Changing of the "peer set" during last PEA negoatiation

The knowns that ALPA sucks:
-TWA- AA merger
-Legacy bankruptcies and treatment of "bretheren"
-SWA and AirTran M&A event
-1.9% of my 13% PEA raise for Lee's Steak Dinners

Fins, I value your opinions and I would vote for you on the MEC if you so chose to run. I have to say that the majority of people I interact with are pro-ALPA. Keep me penciled in as a "fence sitter".

-Bubs

BlindBentBingo 03-20-2014 03:40 AM

One of the biggest reasons I was excited to work for B6 was that it was non-union. However, after being on the line only a short time, I am now a 100%, bag-tag-dragging, bracelet-wearing, cruise altitude-selling, yes-voting, ALPA advocate.

While I don't have much 121 experience, I've got a bit of union experience from the management side. Been through negotiations, grievances, and a strike.

But more importantly, I've got a pretty solid BS detector, and though both the ALPA and ELT sides are spewing out a good bit of exaggeration and disinformation lately, when it comes to the ELT, that detector has been going off louder than a geiger counter in Fukushima.

Bottom line, I'm voting for my fellow pilots. If DAL continues class dates as expected, I don't have a dog in the fight. But if we blue pilots vote down ALPA this time, those of you who stay are done. The ELT will be encouraged to direct this relationship like it's never done before. You think the PVC in the current iteration is impotent? Wait to see the next version.

ALPA won't come back. An in-house will be a joke.

Those great pilots, and I think there are a lot of them, who will stay at B6 for a variety of reasons I can understand will, for the next couple decades, be stuck flying with a combination of:

- Quality, continually-rotating new hires who show up then get hired away by someone else.
- Barely-qualified pilots looking to build experience and get hired somewhere else… who will either stay unqualified, or get hired somewhere else.
- Pilots who have something in their past that will keep them from getting hired somewhere else
- "Special hires" who are just biding time on the line before they get their job at LSC

Now, I think the union is going to get voted in, so hopefully the above nightmare won't come to pass.

But, you've got to understand that the negotiating process will be significantly different if ALPA gets voted in by 51% vs 75%. So, like Bill Cosby's rendition of Noah, the question you should be asking yourself if you're a fence-sitter is…

"How long can you tread water?"

Fins Up 03-20-2014 04:37 AM

BlindBentBingo - Thanks for your perspective and your support. As the saying goes, "It's just business". Dave hires his outside experts to negotiate for him and do what they think is best for this company. There is no reason we as pilots shouldn't do the same thing.

P-3 Bubs - Thanks for the kinds words. I wanted nothing to do with any of this stuff when I came to jetblue. I'm a military/republican type after all. Unfortunately, the more I pay attention to what the company tells us versus what is reality, and also as I learn more about this industry, I learn that we really need a better way of protecting ourselves whether from the company or industry forces.

I've heard it said, "All I ever got from ALPA was a free magazine." That is such b.s. it drives me nuts. ALPA is responsible for or contributed to (just a short list):

- Precision and full approach lighting systems
- Grooving and friction treatment for runways
- REILs and markings
- Runway electronic or vertical guidance
- Radar approach coverage for all airport terminal areas.
- Runway distance remaining markers.
- Procedures for use of CVR tapes or transcripts during court proceedings.
- RVSM
- Improved taxiway signage to help prevent runway incursions.
- Volcanic ash avoidance
- KCM

That is just a short list. ALL airline pilots, include JetBlue pilots, benefit from these things. Maybe, in addition to availing ourselves to ALPA's services, we should also start contributing to our profession.

full of luv 03-20-2014 05:18 AM


Originally Posted by P-3Bubba (Post 1606304)
Ok, lets take a look at this, briefly.

Management says that they are out to protect us and grow the company as a stand-alone entity. With the lucrative Boston and New York markets, plus our relative small market share, jetblue is going to be part of an merger or acquisition event. Theres a plus for CBA & Union.

In the event of a transactional event, I think that Mckaskill-Bond applies, the acquiring company needs our pilots and jets and we all keep out jobs. There's a plus for the PVC and DR. We keep our 1.9%

The negotiation process for the CBA is going to be horrendous. We all know this. Plus for DR & PVC.

The floater items that keep the scales of justice swaying back and forth are:

-"Code Shares" with Hawaiian (who sells tickets to JFK on Virgin America)
-Health Care Disaster
-Additions to Dependability Clauses and other items to our FOM (No PVC Collab)
-Changing of the "peer set" during last PEA negoatiation

The knowns that ALPA sucks:
-TWA- AA merger
-Legacy bankruptcies and treatment of "bretheren"
-SWA and AirTran M&A event
-1.9% of my 13% PEA raise for Lee's Steak Dinners

Fins, I value your opinions and I would vote for you on the MEC if you so chose to run. I have to say that the majority of people I interact with are pro-ALPA. Keep me penciled in as a "fence sitter".

-Bubs

Bubs,
Your ALPA sucks list is a little misguided in my opinion.
TWA- Don't have JB go BK and have it's assets bought by another non-alpa company, very little leverage in that instance with the laws that were in place. ALPA apparently had hopes of bringing APA onboard ALPA as well, but the situation was what it was.

BK treatment of "bretheren"- Not sure what you are referring to except that the implosion of the retirement systems. Welcome to the 21st century where DB systems are being replace by Defined contribution systems all over the county in all kinds of industries (except government). BTW, BK sucks, again, not much leverage when the company can go and get your whole CBA thrown out for being ahead of all your competitors.

SWA and AT- Again, ALPA has very little leverage except with the law. In the end, AT pilots VOTED in that agreement either in fear or happiness depending on your take. AT ALPA could have been more militant and still be in court over the situation just as an inhouse union could have. With no union, there would have been EVEN LESS leverage in negotiations with SWA/SWAPA. It turns out in that case that it was 2 vs 1.

Agree that you pay for ALPA's national presence, but in the end they are the only voice of airline labor with any credibility to combat some of the real threats to our long term careers.

Fins Up 03-20-2014 05:47 AM


Originally Posted by full of luv (Post 1606342)

SWA and AT- Again, ALPA has very little leverage except with the law. In the end, AT pilots VOTED in that agreement either in fear or happiness depending on your take. AT ALPA could have been more militant and still be in court over the situation just as an inhouse union could have. With no union, there would have been EVEN LESS leverage in negotiations with SWA/SWAPA. It turns out in that case that it was 2 vs 1.

Agree that you pay for ALPA's national presence, but in the end they are the only voice of airline labor with any credibility to combat some of the real threats to our long term careers.

It is my understanding, correct me if I'm wrong, that, while ALPA represented AT during the merger, AT was still operating under their old contract developed by NPA which lacked critical language forcing full integration of operations. This is how SWA would have been able to keep the lists separate, siphon of AT planes and let the AT pilots go when they didn't need them. (All theoretical, of course.)

whatifguy 03-20-2014 05:47 AM


Originally Posted by P-3Bubba (Post 1606304)
Ok, lets take a look at this, briefly.

Management says that they are out to protect us and grow the company as a stand-alone entity. With the lucrative Boston and New York markets, plus our relative small market share, jetblue is going to be part of an merger or acquisition event. Theres a plus for CBA & Union.

In the event of a transactional event, I think that Mckaskill-Bond applies, the acquiring company needs our pilots and jets and we all keep out jobs. There's a plus for the PVC and DR. We keep our 1.9%

The negotiation process for the CBA is going to be horrendous. We all know this. Plus for DR & PVC.

The floater items that keep the scales of justice swaying back and forth are:

-"Code Shares" with Hawaiian (who sells tickets to JFK on Virgin America)
-Health Care Disaster
-Additions to Dependability Clauses and other items to our FOM (No PVC Collab)
-Changing of the "peer set" during last PEA negoatiation

The knowns that ALPA sucks:
-TWA- AA merger
-Legacy bankruptcies and treatment of "bretheren"
-SWA and AirTran M&A event
-1.9% of my 13% PEA raise for Lee's Steak Dinners

Fins, I value your opinions and I would vote for you on the MEC if you so chose to run. I have to say that the majority of people I interact with are pro-ALPA. Keep me penciled in as a "fence sitter".

-Bubs


There's no such thing as fence sitters anymore, you are a no! You have been since before you got hired and you still are!

Listen newbie, a CBA will only take as long to negotiate as the company wants it to. Everyone knows what the going rate is for an A320 Capt in today's industry, everyone knows what "average" benefits and retirement are in today's industry. This company has always been used to doing whatever they want whenever they want with no pilot input. Well, those days are almost over! As soon as they realize they need relief in some area (scheduling, training, etc.) we will get our CBA. It may take a year or two, but I don't believe more than that.

Face it dude, ALPA is coming whether you vote YES or not. You can either choose to sit at the grown up table and have a say in future of your career, or you can trust people like Maruster and Martin to do the right thing. Either way, in 60 days you'll be writing that dues check to ALPA.

full of luv 03-20-2014 05:55 AM


Originally Posted by Fins Up (Post 1606351)
It is my understanding, correct me if I'm wrong, that, while ALPA represented AT during the merger, AT was still operating under their old contract developed by NPA which lacked critical language forcing full integration of operations. This is how SWA would have been able to keep the lists separate, siphon of AT planes and let the AT pilots go when they didn't need them. (All theoretical, of course.)

Fins,
I honestly don't know, because in the end it didn't matter.... AT pilots VOTED yes on the deal in front of them, so as soon as that happened, it's done, complete. Bottom line was that SWA and SWAPA teamed up to make sure the AT group felt threatened enough to get it done. If they voted no would the company have done more integration, or would they have broken them up? No one knows for sure because they voted yes. I'm sure with ALPA's support they were at least able to get some experienced legal counsel and accounting experts to evaluate SWA/PA's intent. Is Bubs making the case that without ALPAS resources the AT pilot group would have been in a better position to deal with SWA/PA? Would JB as a un-unioned carrier do better negotiating with SWA/PA in the same instance?
Heck, some people say that Frontier's union integration stance is what kept SWA/PA away from that deal a few years ago.

Fins Up 03-20-2014 06:27 AM


Originally Posted by full of luv (Post 1606357)
Fins,
I honestly don't know, because in the end it didn't matter.... AT pilots VOTED yes on the deal in front of them, so as soon as that happened, it's done, complete. Bottom line was that SWA and SWAPA teamed up to make sure the AT group felt threatened enough to get it done. If they voted no would the company have done more integration, or would they have broken them up? No one knows for sure because they voted yes. I'm sure with ALPA's support they were at least able to get some experienced legal counsel and accounting experts to evaluate SWA/PA's intent. Is Bubs making the case that without ALPAS resources the AT pilot group would have been in a better position to deal with SWA/PA? Would JB as a un-unioned carrier do better negotiating with SWA/PA in the same instance?
Heck, some people say that Frontier's union integration stance is what kept SWA/PA away from that deal a few years ago.

Thanks for the response. I'm certainly not pointing fingers at anyone for anything. Just making trying to make the point, as I believe you are, that we will be much better off with a CBA and representation than trying to do it on our own. Hopefully Bubs will realize that.

"It's just business" and, like it or not, that is the way the airline business operates. The money we have lost over the years in the form of terrible healthcare, inadequate rigs and total sub-average compensation package has cost us a lot more than 1.9%.

full of luv 03-20-2014 07:32 AM

Agree. 1.9% to an org who's stated purpose is to help you. 38% to gov who are supposed to help.

Snarge 03-20-2014 07:37 AM


Originally Posted by Fins Up (Post 1606320)

P-3 Bubs - Thanks for the kinds words. I wanted nothing to do with any of this stuff when I came to jetblue. I'm a military/republican type after all. Unfortunately, the more I pay attention to what the company tells us versus what is reality, and also as I learn more about this industry, I learn that we really need a better way of protecting ourselves whether from the company or industry forces.

At my company one of CP's recently used the US Armed Forces to elicit a certain behavior from the pilot group... that somehow our pride in supporting the troops could be implemented in our Pride in the Air Line Pilot Profession.... I thought it disingenuous, because the the company doesn't share that pride.... it only cares about the dollar...

Stoutbrewer 03-20-2014 07:46 AM


Originally Posted by Fins Up (Post 1606320)
I've heard it said, "All I ever got from ALPA was a free magazine." That is such b.s. it drives me nuts. ALPA is responsible for or contributed to (just a short list):

- Precision and full approach lighting systems
- Grooving and friction treatment for runways
- REILs and markings
- Runway electronic or vertical guidance
- Radar approach coverage for all airport terminal areas.
- Runway distance remaining markers.
- Procedures for use of CVR tapes or transcripts during court proceedings.
- RVSM
- Improved taxiway signage to help prevent runway incursions.
- Volcanic ash avoidance
- KCM

That is just a short list. ALL airline pilots, include JetBlue pilots, benefit from these things. Maybe, in addition to availing ourselves to ALPA's services, we should also start contributing to our profession.

Great post, man.

txbusdriver 03-20-2014 07:50 AM

Don't let them make another celebratory video. Watch JetBlue gloat in our defeat last time.....
Preserving JetBlue's Flight Plan: Retaining a Direct Relationship with Pilots - YouTube

Stoutbrewer 03-20-2014 07:54 AM


Originally Posted by txbusdriver (Post 1606439)
Don't let them make another celebratory video. Watch JetBlue gloat in our defeat last time.....
Preserving JetBlue's Flight Plan: Retaining a Direct Relationship with Pilots - YouTube

Sweet, baby Jesus.

Std Deviation 03-20-2014 08:31 AM

What the heck is the reporter pointing at them...Geiger counter? Breathalyzer? Label Maker? They make smaller recording devices these days.

Snarge 03-20-2014 08:43 AM


Originally Posted by txbusdriver (Post 1606439)
Don't let them make another celebratory video. Watch JetBlue gloat in our defeat last time.....
Preserving JetBlue's Flight Plan: Retaining a Direct Relationship with Pilots - YouTube

Translation: we control the pilot culture. Not the pilots.

The YT comments are telling.... JB using a third party PR firm to tell the pilots... you don't need a third party....

What is an example issue of the DR. real facts and results...??

txbusdriver 03-20-2014 09:57 AM

B6 pilots got owned....

JetBlue’s Flight Plan for the Future: Connecting With the Cockpit to Preserve the Direct Relationship With Pilots
MWW Group and JetBlue Airways, Jan. 1, 2012

Summary: 2012 Silver Anvil Award Winner — Crisis Communications — Business

JetBlue Airways and MWW Group created, ran, and won a union representation election against the world’s largest pilots union, Air Line Pilots Association, International (ALPA), by dramatically shifting opinions of ALPA’s relationship with JetBlue, mobilizing voting, and preserving JetBlue’s culture and business strategy in only eight weeks. The margin of victory was dramatic (58-41) and set a record for turnout in the National Mediation Board (NMB) elections with 97.24 percent voting. At the highest stakes, the team worked with exceptional discipline, collaboration and flexibility to turn the tide, and reverse the fortunes of America’s most celebrated airline.

"Crisis Communications" includes programs undertaken to deal with an unplanned event that required an immediate response. "Business" include all profit-making entities.

Full Text: CHALLENGE / RESEARCH & PLANNING
JetBlue is America's only union-free major carrier, and believes its direct relationship with "Crew" is vital to culture and business model. When ALPA, the world's largest pilots union, filed for election to represent JetBlue’s 2,108 pilots, the stakes were immense. JetBlue partnered with MWW Group with an objective of winning, but doing so without damaging the culture or precluding a constructive working relationship in the future. Additionally, protecting the brand and operational integrity was paramount.

ALPA rarely loses, and federal law changes in May 2010 make it easier to unionize with a simple majority of voters now deciding outcome. ALPA has won elections at 49 carriers, and many JetBlue pilots were ALPA members previously. Fundamentals were stacked in ALPA's favor:

Pilot schedules create dispersed, transitory workforce making it very difficult to engage.
From filing to voting close, NMB elections run only eight weeks, and a company's actions are highly restricted. Anything deemed "interference" by NMB allows the union to call for a new election, with additional advantages.
Our primary audience was the 2,108 pilots eligible to vote. Pilots are extremely transitory — flying several days then "off the grid" — and highly diverse in experience. They range from 30-year veterans of airlines flying with JetBlue since its start in 1999 to nearly 200 pilots joining in the past six months, some who only flew previously for the military. With only six weeks to create and run a campaign from notification of filing, speed was essential.

STRATEGY & EXECUTION
Unlike many companies facing unionization, JetBlue has an excellent track record of listening, treating employees fairly and continuously improving quality of life. Still, economic conditions sparked job security fears, particularly among experienced pilots arriving at JetBlue after furloughed by legacy carriers. With 10,000+ furloughs and nearly 20 bankruptcies and mergers in the industry over the past decade, job security is a top priority. Pilots are intelligent, educated, and considered leaders among peers. We treated them accordingly, utilizing infographics, managerial-style communications, and favoring substance and transparency over sound bites.

We recognized three imperatives for success:

Engage.
Educate on what's at stake.
Motivate to vote.
Key strategic elements included:
Dialogue vs. one-way: Engage in an authentic way through intimate conversations with the CEO and COO via in-person visits, a Q-and-A and videos.
Go where pilots are: Multi-channel approach in the crew room, at home, and mobile-optimized website.
Factual discourse over emotion: Rigorous fact-based messaging, contrasting track records. Acknowledge where JetBlue can improve, and confront misinformation directly. Given the volatile nature of the campaign and compressed time frame, we utilized a robust communications calendar and implemented a detailed campaign to reach all pilots, and address the burning issues. Campaign tactics included:

Digital platform for content: Launched a robust, mobile-optimized website at jetbluefacts.com. Content was updated daily, including an interactive Q-and-A.
Rapid response to tough questions: Answered 100+ questions within 48 hours of submission, including openly hostile ones.
Dynamic, engaging video: Created and posted 15 videos, including responses by COO to a difficult FAQ.
Using infographics to simplify complex issues: Produced infographics distributed through posters and flight information display screens in crew rooms, postcards to homes and airport mailboxes.
Face-to-face with pilots: Conducted 35+ informal CEO/COO crew room base visits in all five JetBlue bases.
RESULTS / EVALUATION
By every measure, the campaign was a resounding success:

17 point victory (58-41, with 1 percent write-in).
97.24 percent election turnout — NMB election record (source: Daily Labor Report).
ALPA did not file interference charges challenging the election despite public statements indicating they would, presumably due to the overwhelming victory and lack of content justifying filing.
Public Relations Society of America © 2012

Sennaha 03-20-2014 11:14 AM


Originally Posted by P-3Bubba (Post 1606304)
Ok, lets take a look at this, briefly.

Management says that they are out to protect us and grow the company as a stand-alone entity. With the lucrative Boston and New York markets, plus our relative small market share, jetblue is going to be part of an merger or acquisition event. Theres a plus for CBA & Union.

In the event of a transactional event, I think that Mckaskill-Bond applies, the acquiring company needs our pilots and jets and we all keep out jobs. There's a plus for the PVC and DR. We keep our 1.9%

The negotiation process for the CBA is going to be horrendous. We all know this. Plus for DR & PVC.

The floater items that keep the scales of justice swaying back and forth are:

-"Code Shares" with Hawaiian (who sells tickets to JFK on Virgin America)
-Health Care Disaster
-Additions to Dependability Clauses and other items to our FOM (No PVC Collab)
-Changing of the "peer set" during last PEA negoatiation

The knowns that ALPA sucks:
-TWA- AA merger
-Legacy bankruptcies and treatment of "bretheren"
-SWA and AirTran M&A event
-1.9% of my 13% PEA raise for Lee's Steak Dinners

Fins, I value your opinions and I would vote for you on the MEC if you so chose to run. I have to say that the majority of people I interact with are pro-ALPA. Keep me penciled in as a "fence sitter".

-Bubs

Most would consider current "Fence Sitters", a No Vote.

Snarge 03-20-2014 11:43 AM


Originally Posted by txbusdriver (Post 1606522)
B6 pilots got owned....

JetBlue’s Flight Plan for the Future: Connecting With the Cockpit to Preserve the Direct Relationship With Pilots
MWW Group and JetBlue Airways, Jan. 1, 2012

Summary: 2012 Silver Anvil Award Winner — Crisis Communications — Business

JetBlue Airways and MWW Group created, ran, and won a union representation election against the world’s largest pilots union, Air Line Pilots Association, International (ALPA), by dramatically shifting opinions of ALPA’s relationship with JetBlue, mobilizing voting, and preserving JetBlue’s culture and business strategy in only eight weeks. The margin of victory was dramatic (58-41) and set a record for turnout in the National Mediation Board (NMB) elections with 97.24 percent voting. At the highest stakes, the team worked with exceptional discipline, collaboration and flexibility to turn the tide, and reverse the fortunes of America’s most celebrated airline.

"Crisis Communications" includes programs undertaken to deal with an unplanned event that required an immediate response. "Business" include all profit-making entities.

Full Text: CHALLENGE / RESEARCH & PLANNING
JetBlue is America's only union-free major carrier, and believes its direct relationship with "Crew" is vital to culture and business model. When ALPA, the world's largest pilots union, filed for election to represent JetBlue’s 2,108 pilots, the stakes were immense. JetBlue partnered with MWW Group with an objective of winning, but doing so without damaging the culture or precluding a constructive working relationship in the future. Additionally, protecting the brand and operational integrity was paramount.

ALPA rarely loses, and federal law changes in May 2010 make it easier to unionize with a simple majority of voters now deciding outcome. ALPA has won elections at 49 carriers, and many JetBlue pilots were ALPA members previously. Fundamentals were stacked in ALPA's favor:

Pilot schedules create dispersed, transitory workforce making it very difficult to engage.
From filing to voting close, NMB elections run only eight weeks, and a company's actions are highly restricted. Anything deemed "interference" by NMB allows the union to call for a new election, with additional advantages.
Our primary audience was the 2,108 pilots eligible to vote. Pilots are extremely transitory — flying several days then "off the grid" — and highly diverse in experience. They range from 30-year veterans of airlines flying with JetBlue since its start in 1999 to nearly 200 pilots joining in the past six months, some who only flew previously for the military. With only six weeks to create and run a campaign from notification of filing, speed was essential.

STRATEGY & EXECUTION
Unlike many companies facing unionization, JetBlue has an excellent track record of listening, treating employees fairly and continuously improving quality of life. Still, economic conditions sparked job security fears, particularly among experienced pilots arriving at JetBlue after furloughed by legacy carriers. With 10,000+ furloughs and nearly 20 bankruptcies and mergers in the industry over the past decade, job security is a top priority. Pilots are intelligent, educated, and considered leaders among peers. We treated them accordingly, utilizing infographics, managerial-style communications, and favoring substance and transparency over sound bites.

We recognized three imperatives for success:

Engage.
Educate on what's at stake.
Motivate to vote.
Key strategic elements included:
Dialogue vs. one-way: Engage in an authentic way through intimate conversations with the CEO and COO via in-person visits, a Q-and-A and videos.
Go where pilots are: Multi-channel approach in the crew room, at home, and mobile-optimized website.
Factual discourse over emotion: Rigorous fact-based messaging, contrasting track records. Acknowledge where JetBlue can improve, and confront misinformation directly. Given the volatile nature of the campaign and compressed time frame, we utilized a robust communications calendar and implemented a detailed campaign to reach all pilots, and address the burning issues. Campaign tactics included:

Digital platform for content: Launched a robust, mobile-optimized website at jetbluefacts.com. Content was updated daily, including an interactive Q-and-A.
Rapid response to tough questions: Answered 100+ questions within 48 hours of submission, including openly hostile ones.
Dynamic, engaging video: Created and posted 15 videos, including responses by COO to a difficult FAQ.
Using infographics to simplify complex issues: Produced infographics distributed through posters and flight information display screens in crew rooms, postcards to homes and airport mailboxes.
Face-to-face with pilots: Conducted 35+ informal CEO/COO crew room base visits in all five JetBlue bases.
RESULTS / EVALUATION
By every measure, the campaign was a resounding success:

17 point victory (58-41, with 1 percent write-in).
97.24 percent election turnout — NMB election record (source: Daily Labor Report).
ALPA did not file interference charges challenging the election despite public statements indicating they would, presumably due to the overwhelming victory and lack of content justifying filing.
Public Relations Society of America © 2012

This is just a glimpse, a tip of the iceberg to the behind the scenes control and management of the pilot culture... this is dominant in every corporation.... and why companies despise unions... they want to keep workers stupid, underpaid and disengaged.

P-3Bubba 03-21-2014 03:59 AM


Originally Posted by whatifguy (Post 1606352)
There's no such thing as fence sitters anymore, you are a no! You have been since before you got hired and you still are!

Listen newbie, a CBA will only take as long to negotiate as the company wants it to. Everyone knows what the going rate is for an A320 Capt in today's industry, everyone knows what "average" benefits and retirement are in today's industry. This company has always been used to doing whatever they want whenever they want with no pilot input. Well, those days are almost over! As soon as they realize they need relief in some area (scheduling, training, etc.) we will get our CBA. It may take a year or two, but I don't believe more than that.

Face it dude, ALPA is coming whether you vote YES or not. You can either choose to sit at the grown up table and have a say in future of your career, or you can trust people like Maruster and Martin to do the right thing. Either way, in 60 days you'll be writing that dues check to ALPA.

You don't get it. The fence sitter is what defined last ALPA's drive's failure. The newbie is the greatest threat to this ALPA drive's failure. My vote counts the same as yours, and if I am a "NO" vote as you say, just don't bother voting because my vote will cancel yours out.

BlindBentBingo 03-21-2014 04:28 AM


Originally Posted by P-3Bubba (Post 1607021)
You don't get it. The fence sitter is what defined last ALPA's drive's failure. The newbie is the greatest threat to this ALPA drive's failure. My vote counts the same as yours, and if I am a "NO" vote as you say, just don't bother voting because my vote will cancel yours out.

Bubba speaks truth here. There's a difference between the old-craniums who claim to be "fence sitters" but just don't want to explain why, and the newbies who are fence sitters because they're trying to make an educated choice on limited experience.

The ELT recognizes this, and that's why they're engaging us younguns so heavily. A lot of pro-Union pilots have figured this out as well, and are doing a good job of explaining the very good reasons why it's time to get a union.

I think we're going to win this thing, but again, a 51% and a 75% and a 90% win will lead to different outcomes.

To get to those higher margins, we must engage young pilots with factual information, stories real-life experiences, and measured reason. That's how I was won over to the "Yes" side.

We must avoid intimidation and hysterical emotion and other signs of desperation, which is how the ELT pushed me away from their side of the debate.

So to Bubba and others like you, I say welcome. Let's talk this out and really look at the debate. I think you've done a great job in your earlier post going over a lot of the things I considered in much the same way.

I don't have the same confidence you have in company-line regarding the merger protections - I put more faith in the PVC's lawyer's assessment (a third-party lawyer, btw, paid for by the company to give objective advice). But I think you've got a good pro-con list.

A couple things I think you're missing:

- ALPA legal - this is huge. Chances are better than even that some day you're going to end a flight (hopefully still walking down the jetway) realizing that, whether through your fault or not, you're going to need legal representation. If that happens to me, I sure would like to be able to turn my ID card over and dial an ALPA lawyer vs trust the company to represent my interests above theirs. JB's history on this has been checkered. Some times they've really taken care of the pilot. Others, not so much. Talk to your fellow pilots about the cases like the "Parking Brake" the CPs don't talk about during meet-and-greets.
- ALPA aeromedical - again, huge.
- The one-sided changes to health benefits. Not sure if you're a retiree like me, or a current reservist under TriCare, or the spouse of someone with a better plan, but here's another place where I think we need to look beyond our own shells. I am appalled at the pilots not protected like me who are dealing with a substandard health care plan for themselves and their families. I believe this should be the #1 emphasis in negotiations.

Let's keep talking!

cencal83406 03-21-2014 04:44 AM


Originally Posted by BlindBentBingo (Post 1607030)
Bubba speaks truth here. There's a difference between the old-craniums who claim to be "fence sitters" but just don't want to explain why, and the newbies who are fence sitters because they're trying to make an educated choice on limited experience.

The ELT recognizes this, and that's why they're engaging us younguns so heavily. A lot of pro-Union pilots have figured this out as well, and are doing a good job of explaining the very good reasons why it's time to get a union.

I think we're going to win this thing, but again, a 51% and a 75% and a 90% win will lead to different outcomes.

To get to those higher margins, we must engage young pilots with factual information, stories real-life experiences, and measured reason. That's how I was won over to the "Yes" side.

We must avoid intimidation and hysterical emotion and other signs of desperation, which is how the ELT pushed me away from their side of the debate.

So to Bubba and others like you, I say welcome. Let's talk this out and really look at the debate. I think you've done a great job in your earlier post going over a lot of the things I considered in much the same way.

I don't have the same confidence you have in company-line regarding the merger protections - I put more faith in the PVC's lawyer's assessment (a third-party lawyer, btw, paid for by the company to give objective advice). But I think you've got a good pro-con list.

A couple things I think you're missing:

- ALPA legal - this is huge. Chances are better than even that some day you're going to end a flight (hopefully still walking down the jetway) realizing that, whether through your fault or not, you're going to need legal representation. If that happens to me, I sure would like to be able to turn my ID card over and dial an ALPA lawyer vs trust the company to represent my interests above theirs. JB's history on this has been checkered. Some times they've really taken care of the pilot. Others, not so much. Talk to your fellow pilots about the cases like the "Parking Brake" the CPs don't talk about during meet-and-greets.
- ALPA aeromedical - again, huge.
- The one-sided changes to health benefits. Not sure if you're a retiree like me, or a current reservist under TriCare, or the spouse of someone with a better plan, but here's another place where I think we need to look beyond our own shells. I am appalled at the pilots not protected like me who are dealing with a substandard health care plan for themselves and their families. I believe this should be the #1 emphasis in negotiations.

Let's keep talking!

One thing that hasn't been covered, as far as I can tell (outsider perspective)...

You CAN keep the "culture" that you want at the airline. Despite management scare tactics, ALPA can and does work with management when it's appropriate. ALPA puts its foot down when it is appropriate as well. It all comes down to the right folks in the representative positions at LEC and MEC level.

Do you want a Spirit Airlines relationship, or a Delta Air Lines relationship? Something in between?

Fins Up 03-21-2014 06:24 AM


Originally Posted by cencal83406 (Post 1607043)
One thing that hasn't been covered, as far as I can tell (outsider perspective)...

You CAN keep the "culture" that you want at the airline. Despite management scare tactics, ALPA can and does work with management when it's appropriate. ALPA puts its foot down when it is appropriate as well. It all comes down to the right folks in the representative positions at LEC and MEC level.

Do you want a Spirit Airlines relationship, or a Delta Air Lines relationship? Something in between?

So true. The only reason that the pilot-management relationship will immediately turn toxic is if management causes it. The flame-throwing guy on bluepilots who just wants to cause havoc is a small minority. Most of us supporters and OC volunteers want a good, solid working relationship with management. In fact, if I ever get the chance to ask Dave or Rob a question before or during the vote, it will be this: "The type of relationship the pilot group has with management as we move forward will largely depend on management. What are you going to do to prevent that from turning sour and creating a hostile environment?" I know what I'm going to do - do my best to keep "Barney" from holding any position of influence.

There is a reason that the pilot groups at every other major airline out there is unionized. Management is under pressure to produce returns for their investors (and bonuses for themselves) and they take it out of labor's pockets. It's just business and jetblue is no exception.

Lastly, I want to retire as a jetblue pilot. I want the company and all us "crewmembers" to do well. I don't want to merge or be sold. With that in mind, I have absolutely no doubt that voting YES is the right thing to do.

rvr1800 03-21-2014 06:29 AM

Copied from bluepilots, it's what Dave thinks of Norwegian Airlines and our "antiquated" U.S. laws that protect U.S. jobs. It's a very disappointing read to say the least.

Barger: 'Lose the culture and you'll lose the company' - Independent.ie

sailingfun 03-21-2014 06:41 AM


Originally Posted by rvr1800 (Post 1607119)
Copied from bluepilots, it's what Dave thinks of Norwegian Airlines and our "antiquated" U.S. laws that protect U.S. jobs. It's a very disappointing read to say the least.

Barger: 'Lose the culture and you'll lose the company' - Independent.ie

He states that JB pilots will get a 20 percent raise over the next 3 years. Is that correct?


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