Hair-on-Fire
Well-known member
- Joined
- Feb 23, 2005
- Posts
- 614
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Yeah let's keep status quo and count on management goodwill to fix things. They have had their chance, it's time to take matters into our own hands.
You're right that the devil is in the details. My point was to counter the assertion that we're behind everyone in every area. Simply not true.
You're angry and are going to make an emotional decision. Good plan.
OK, then. Please provide details on areas that we're not lagging industry average.
I gave a few examples. Also, I contend our trip modification/cancellation protection is the best out there. Our flexibility in trading/swapping/dropping trips is excellent.
Lots of areas for improvement, I agree. In some areas we suck. However this idea that voting for JBPA = improvements in all areas is a load of bull.
I was never asked that question at my JetBlue interview. Likewise, I never subjected myself to your super anal scantron form either. I heard too many horror stories about the latter. Evidently you like United and I'll tell you right up front I like JetBlue. Additionally, I voted for union representation because ultimately I believe it will help our overall compensation package to improve. Will United be giving furloughed pilots perferential interviews for their new Aer lingus codeshare.
Noone is saying that JBPA is the promised land. But it is the only legal mechanism for improvements in some important areas: retirement, disability medical, survivor benefits, a few others. Most of the rest of the desired improvements wouldn't cost much of anything, but there's no willingness to make changes on the part of the company, mostly because we're not experiencing high turnover at the moment. Us: we'd like to make some changes here. They mostly won't cost you a dime. Them: no, we're busy, maybe next time, if there is a next time. What to do then? Quit? Oh, I know, I signed a contract. What I didn't know was that the conatract I signed was going to be practically the same with 150 airplanes/2000 pilots as with 15 airplanes/200 pilots. We still are working under "startup" rules. News flash: we're no longer a startup. This place was sold to new pilots as a career airline, but we're not working under career airline conditions. At what point will that occur? They won't say.
I agree that Flica is a great tool. But it's one that saves the company a great deal of money as well. Look at how lean they can staff scheduling (and how perfunctorily they can train them) because for most routine requests we can perform our own scheduling. This is a case of working smarter, not harder (see reservations for another example). But it's not a union/no-union factor because it's a benefit for both parties that would be foolish to be "put on the table" by either party. If they did that, there are all kinds of things we can ask for in return for running so leanly and productively. So I don't see Flica going away as any sort of risk.
BTW, our trip mod/cancellation process and Flica are not in our contracts. The next Bluebooks update can alter or do away with them. I don't think that's at all likely in this case, but they are not in any way protected from unilateral removal as has happened often in the past. I don't view this as an argument in your favor.
OK, then. Please provide details on areas that we're not lagging industry average.
Listen Colonel Beard,
1. If they outsource 500 jobs , then the "culture" they are so proud of is a sham, and we DEFINITELY needed a union.
2. What's up with the 1% deal? You're so well paid at jb, right? Compared to all the legacies, I mean. What's the big deal anyway? Besides, your starting to whine.
3. Closed shop.