We’ve all heard about the “direct relationship” JetBlue Crewmembers have with the company. You may wonder what that really means, and why JetBlue leadership believes a direct relationship is better for Crewmembers and our company.
Most JetBlue Crewmembers may, at some point in their careers with JetBlue, have to choose the employment model they feel works best for them and their families. The choice between union representation (also called “third party” representation) and your current direct relationship (no intermediaries between you, your leadership and the company) is a federally protected right.
But should you find yourself in the position where you have the opportunity to choose, we want to make sure you have the information you need to make an informed choice.
Crewmembers at JetBlue are considered “citizens” of JetBlue – with the rights and responsibilities that come with that. Rights include: You have the right to seek resolution to any issue via the open door policy. You have the right to expect leaders to live up to the Values. Responsibilities include: Calling a Safety time-out – stopping the operation if you see anything unsafe or anything that could contribute to an unsafe environment. You are responsible for delivering a great Customer Experience, and earning our right to compete and earn loyal Customers.
Being able to work directly with each other has enormous benefits to our business. Ideas can move quickly through our company, and we can execute faster than other airlines. There is a need for checks and balances to make sure there aren’t unintended consequences, and that Crewmembers contribute to and share in the success of the company.
JetBlue Founders considered job security to be the most important promise the company could make to Crewmembers. That’s why JetBlue has a strict policy around furloughs: We don’t furlough. When the price of oil spiked to $147/barrel in 2008, we had to reduce flying, but no one lost their job. Instead, bid divisors for Pilots and Inflight Crewmembers were lowered, and hours reduced, and we also offered a voluntary “R&R” leave or separation from the company, but no one took a pay rate cut and no one lost their job.
The commitment Crewmembers show to the company by delivering a great Experience every day, on every flight, to every Customer, is rewarded with minimum profit sharing of 5% every year – whether the company earns an annual profit or not!
Do you have questions? Feel free to talk with your Crewleader, or if you prefer to remain anonymous, post your question to this form, and check back to see the most frequently asked questions.
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