Word. (Filler)

We have that same mentality in the military...ya screw up, ya move up!!

Okay, buddy ole pal! The good thing is my ALPA vote is as powerful as yours. I'll put my head in the sand and you and all your super knowlegeable UsAir buddies can tell me how it was in the good ole days. Like voting up pay rates for the senior guys instead of taking less credit so guys wouldn't hit the streets. How did UsAir get into that situation in the first place? Please do enlighten us.

That's how we should play it at Jblue. You have to be on property for over 5 years to receive a vote. What could go wrong for us clueless junior guys? Real constructive R57.

I've been in the biz for 23 years now, and I certainly wouldn't venture to guess at the morale of another pilot group.

How did you come up with your statement about USAIR pilots? By reading APC? Like the rest of us?

Awesome scientific polling methodology.

Here's some history too. Anyone not running to get a job at these companies?
USAIR
In early 2003, US Airways management liquidated the pensions of its 6,000 pilots by releasing their pensions into the federal pension program Pension Benefit Guaranty Corporation. The company was one of the first major airlines to eliminate pilots' pensions in order to cut costs.[citation needed]

In 2003 US Airways began exploring the availability of financing and merger partners, and after no financing was available, US Airways filed for Chapter 11 bankruptcy again in 2004 for the second time in two years
DELTA
In December 2005, the Delta pilots agreed to an additional temporary 14% cut in pay, piggybacking onto the 32.5% taken at the beginning of 2005. This cut was made permanent with the ratification of an agreement in June 2006. Additionally, the company planned to lay off between 7,000 and 9,000 of its 52,000 employees.[24]

UNITED
This increase was only temporary and when the bubble finally burst, United was in a worse position than before because it had failed to keep costs under control, possibly due to giving its pilots pay raises of up to 28% in the summer of 2000.[30] Coupled with a battered network, the September 11 attacks and skyrocketing oil prices, the company lost $2.14 billion in 2001 on revenues of $16.14 billion. In the same year United applied for a $1.5 billion loan guarantee from the federal Air Transportation Stabilization Board established in the wake of the September 11 attacks.[31] When the IAM union failed to approve the loan guarantee—while all other unions approved it—the application was rejected in late 2002 and the company was forced to seek debtor-in-possession financing from commercial sources to cover the expected future losses.

United took advantage of its Chapter 11 status to negotiate hard-to-cut costs with employees

On December 3, 1990, Continental filed for its second bankruptcy

AMERICAN
In November 2011, AMR Corporation filed for Chapter 11 bankruptcy protection.

Ugh, the whole point was that my buddy went there as a new-hire and was so disgusted with the attitude and atmosphere that he quit. That's the whole basis for my statement. I did not research it any further than this first hand witness.

You wanna take a stab at whos payrates all the managers from those companies were screaming for?

They had better pay and benefits before bankruptcy, during bankruptcy and post bankruptcy. What's your point?

But they don't have free pizza and culture. I get his point now.

Riddle and Benzo,

I'm pointing out the fact that there have been horrendously tumultuous times in this industry. Pilots are always at the heart of managment's rise and fall. The falls come right on the back of pilots everytime.
We have to know where to live in this industry. We have to know where the "takes" are and where the "gives" are.

The 2000's were incredibly bad times for the airlines. Jetblue was born in the 2000's and survived. The key to everything that happens in 2010's-2020's is continuing down this road. It's a two-way street. Right now, we've fullfilled our end of this labor agreement and we deserve to be rewarded. I don't pay the mortgage with pizza. Can we continue with the success of the past in the same manner (DR) as the past is the question. In an era of coninuted growth, profitablility and success we WANT more compensation. It has to be realistic. Riddle says, its jetblue's pay model to which the legacy's wanted to reduce thier pilots rates. When was the last time jetblue's management asked for a pay reduction? That's the whole point. Responsible and realistic growth and compensation, which protects the brand and our jobs. That's what we all really want. That's what a career corporation or company is based upon.

So what You are saying is that you are always ok being behind in pay during the good times because in the tough times the other airlines will be forced to take pay cuts back to our level!

Brilliant!