Nk or B6 CJO?
 

If you had the option of starting with NK or B6 in the same week, which would you suggest taking? I would be a commuter with both. Thanks!

B6. Look at the first year pay and insurance.

Eventually they’ll most likely merge, but why take the pay cut in the meantime?

If you are on the younger side… keep in mind that B6 (and NK) does class seniority by age, so if you’re young, you may get stuck with the E190 for two years. That kept me from looking there.

Excellent point. I am older, so I assume I would get the 320 at B6.

Only a 1 year seat lock if you’re a newhire. You’ll only fly it 7-8 months due to training delays and then can go straight to bus to get the 2nd year at the higher pay rate.

Nk or B6 CJO?
 

Edit. We both posted at the exact same time.

Do you want to get stuck at if the merger is blocked? It may not happen that way but plan for the worst case scenario.

No brainer B6, always possible the merger won’t go through. Plus, higher pay and better benefits.

If you want to make food stamp wages and have to fade a medical bankruptcy, come here.

In a similar situation, except I'll be commuting from PHX (might move to Denver in the next 1-2 years). Also looking for advice. TIA

Same advice. Highly likely the two will merge in the future, but pay is much better with JetBlue in the interim. QOL for lineholders is arguably better for NK, but you won’t be one for awhile. Unless there are real discrepancies in class dates or you can take reserve at home from an NK base but not with B6, you probably ought to take B6.

I know the higher pay but can you explain “better” benefits? Everything I’ve read/heard insurance is not great at B6. Another factor for commuters is I think B6 has positive space commutes right now.

I’m pretty sure B6 retirement is way better. I’m not sure about insurance.

The profile says B6 defined contribution is 16%

Can someone walk through the profit sharing language, if the pretax is less than 18% does that mean another 5% goes to 401k company contributions for 21% total?

Not even close. The current PS plan is intentionally worthless.

During a good year, you might be able to afford the Jelly of the Month Club.

Management wrote a 5% cliff into the language.

What this means is that if the company makes enough profit for you to earn 5.5% in PS, before they cut the check they subtract the 5% cliff, and send you the .5%. They keep the 5%.

The 5% cliff doesn't sound that nefarious to those who don't understand it, but it effectively eliminates 90-100% of your profit sharing check. Intentionally. And these are the same managers that some think will give us a "revenue sharing" tax... Good luck with that...

Benefits from day 1 seems like a big deal for me, at NK you have to wait 3 months

Checking Spirit profit sharing…


0.0%

it’s a self fulfilling prophecy. You don’t ask for it, you damn sure aren’t going to get it.

Management NEEDS a JCBA. It’s time to stop talking about horse trading and start making nonnegotiable demands.

IF NOT NOW, WHEN?

On this, I agree. But the demand needs to be possible, and make sense. You can't demand $1 million per credit hour and you will NOT get THIS management team to let you tax their revenue, during good times and BAD times. They have fought ferociously to not yet give an industry standard profit sharing plan, which only pays when times are GOOD (do you understand this distinction?) and is supposedly "so easy to get out of" (it's not). These guys will laugh you out of the room if you make this demand.

But I agree, we should horse trade nothing, give nothing, and we better get a Delta/SWA equivalent Profit Sharing plan with strong language, and no cliff. And we don't have "give" anything to get it.