In the recent Labor Day communication from Joanna Garrity, we were given a ‘‘huge thanks” for what we do day-in and day-out. We were told “what has been accomplished could not have been done without you. Your dedication does not go unrecognized and is hugely appreciated by all your leaders and our Customers.”
A “huge thanks” doesn’t pay our bills and a handful of positive space tickets won’t give us the “time to relax with family and friends” that our President and COO advised. Competitive pay and flexibility do that. An email and proverbial pizza party do not make us feel respected. Honoring our CBA does that. Now, to add insult to injury, they have tried to convince us the paltry changes they proposed to QR will be the magical band-aid that will offer relief to our IFCs. They have tried to convince us that our Union is to blame, we disagree.
Just one week after the Company’s response, we sent our counterproposal to the Company. This afternoon, JetBlue Management sent a response to the Union that they are ceasing negotiations. They stated that due to “the unrealistic monetary demands the TWU has tried to tie to the Qualified Roles negotiations is not something that the Company can consider at this time.” They also stated that they” “will proceed with our plan to enact the provisions in Article 29.M.” including raising minimum pairing requirements and involuntary “re-enrollment” into QR positions. To be clear, JetBlue’s “my way or the highway” tactics will make an already dysfunctional and undesirable program even more dysfunctional and undesirable. Even more disturbing is that the Company has refused to give our IFCs the same respect and consideration that they gave the Pilots when JetBlue could not meet their contractual obligations – a clear double standard. Since JetBlue has chosen to cease negotiations, we feel that it is important for you to know what was on the table. There is a stark contrast between what we are fighting to gain for our IFCs as compared to what Jetblue Management would wish to take away.
The Company proposal included:
Removal of all timelines for the 2 pairing minimum and top 12% not sitting Reserve.
Additional three dollars ($3.00) for TAL Core, ONLY so long as there is customized Core service.
Two (2) hour additional credit on transatlantic segments. Expires upon TAL integration. (Part of LOA: Voids and replaces LOA #6.)
Ability for TAL to bid for 1-3 month “respite periods” where they will operate as Mint IFCs. Dependent on staffing levels and expires upon TAL integration. (Part of LOA: Voids and replaces LOA #6.)
No understaffing pay for TAL.
Continued Core assignments while sitting QR Reserve. No adjustment to disputed language.
Quarterly Opt-Out reviews.
No requirement that M.2.b involves discussion with the Union to find ways to encourage voluntary enrollment first.
No limit on increases to the minimum pairing requirement under M.2.b.i.
A QR IFC may apply for internal job postings, but consideration is contingent on staffing levels.
Returning OBL & MS to one qualification.
Our Counterproposal included:
Hard timelines for the 2 pairing minimum and top 12% not sitting Reserve.
Raise the pay for TAL Core (F4 & F5) to three dollars ($3.00) regardless of Core service.
Understaffing pay for TAL. • No Core assignments while sitting QR Reserve. Full stop.
Monthly Opt-Out reviews.
Requirement that M.2.b first involves discussion with the Union to find ways to encourage voluntary enrollment.
Requirement that any increase to the minimum pairing requirement under M.2.b.i be no greater than the original CBA numbers.
A QR IFC may apply for internal job postings. A qualification shall not prohibit, or in any way inhibit, an IFC from pursuing and being hired for other positions within the Company.
Additionally, our Counterproposal included these necessary improvements for ALL IFCs:
An immediate 3% pay raise added to the current Payscales for all IFCs and a $30,000,000 in cash bonuses be distributed to the IFC work group - as the Company agreed to do to settle Scope violations with JetBlue Pilots.
Restore Compensatory Rest after extended duty periods.
In our opinion, the Company’s proposal offered negligible relief to Mint, if any at all. It also removed any timelines by which they would have to meet the provisions they are currently violating, giving them zero incentive to EVER meet those provisions. Ask yourself: If the Company thought their fixes would work and intended to meet their contractual requirements for pairing minimums and the top 12%, why would they remove any timelines and maintain vague “adequate staffing” language?
We worked on a proposal that we believe would provide meaningful solutions within QR and for all IFCs. The Company would have you believe that our proposal is too broad. We don’t think so. We believe that a happy workforce takes the best care of our customers. In any cabin. We also believe that the issues driving our abysmal attrition rate are negatively impacting QR enrollment. Day after day, we lose good IFCs to a convoluted and overly restrictive attendance policy, and other carriers offering better pay and benefits. We are also losing good IFCs who could be working those Core trips the QR Reserves are being assigned to. Whether you see us all as one workforce and think we all deserve improvements, or you want to see QR staffing be the focus. the truth is that it's all connected and a rising tide lifts all boats.
We recognize that in any negotiation, you don’t get everything you want. However, our IFCs have made it very clear: you do not want your Union to settle for less than we deserve. And what the Company proposed is far less than we deserve. Remember, this is the program the Company insisted on, despite our objections. Now that it isn’t working, they asked us to sacrifice yet again. The problem is not our Union asking for too much; the problem is the Company not willing to fix this program the right way and respect ALL of our IFCs. It is high time for Jetblue to recognize our dedication with actions, not words. Joanna says that this Company could not be what it is without us. That statement could not be more true, and Leadership needs to step up and deliver much better for all IFCs.
The petition calling on Jetblue to negotiate our proposal is active. We need every IFC’s involvement and support! SIGN AND SHARE THE PETITION TODAY and stay tuned for additional actions!