Our server is always serving the latest version of this page, but don’t forget to hit “Reload” on your browser to ensure you are viewing the latest information.

Article 3—Scope

Scope is the part of a contract that protects the work/duties done by  IFCs from being assigned to outsourced employees, defining in detail what duties and responsibilities belong solely to the bargaining unit Jetblue IFCs.  Scope language is extremely important because of the job protection it provides and because it prevents the Company from assigning our work to others.  Should a successorship or merger take place, this part of the contract will also help protect what we have regarding seniority, duties, etc.

No. Under this agreement, and every union contract, Companies do have a “right to manage” as long as their rules or policies do not conflict with the Contract. If the Company wanted to make a change to a policy, they can do so, however it cannot violate the Contract and they must give the Union seven days notice. This gives the Union the opportunity to review any changes to ensure they are not in violation of the Contract and file a grievance, if necessary.

The Scope Article requires Exclusive Flying so any flying on a JetBlue Aircraft by JetBlue Pilots must be flown by a JetBlue IFC. The Pilots have similar language that they must fly any flight on JetBlue Aircraft.  This prevents outsourcing from Management outsourcing our work for a lower cost.

Article 4—Definitions

The definition establishes meanings for how specific words are used in the contract.  This is helpful in reading and interpreting the contract to avoid disputes about the way a word is used.

Yes, defining certain terms ensures that the Company cannot change a policy by simply changing the meaning of a word. For example, the requirements for Critical Coverage must meet the agreed-upon definition requirements as opposed to simply being declared by the VP of Inflight.

Article 7—Scheduling

Yes, beginning on 1/1/23, no original Pairings will be able to be built to more than 13 hours unless they contain no more than two (2) legs and the total block time exceeds nine (9) hours.  This shortens the Duty Day for most Pairings and allows a carve out for IFCs who like productive days.

This will begin on 1/1/23 to allow the Company to adjust the programming and flight planning to make this possible.

Yes, the Contract requires all IFCs to have no less than 10 hours Crew Rest on a Layover that cannot be reduced.  Under current work rules, IFCs are only provided 9 hours scheduled rest which can be reduced to 8 hours.

The 10-Hour Rest Rule was part of the FAA Reauthorization Bill which was passed into law with strong support from the TWU in October 2018, but has not yet been implemented.  JetBlue IFCs will be ahead of the industry with this provision.

Yes, this is allowed under the 12-Hour Base Rest Requirement for line construction and Reserve Assignment.  Once you have been released in Base, you may adjust schedule below 11 hours as long as you receive the mandatory 10 hours Rest. Reserve In-Base Rest may only be reduced down to 11 only with IFC concurrence.

The IFC Scheduling Committee (ISC) will have at least 48 hours to review and make changes in the Company’s Pairing set.  Provided the Pairing set, as recommended by the ISC does not increase the aggregate cost or negatively impact the operation, it will be scheduled for bidding.

If you are required to remain on duty, your duty day will continue until you are released by Crew Services.

Article 8—Reschedule

DPM removals now require concurrence when the IFC is to be removed for recognition flying or for proficiency flying. Other reasons for DPM don’t require IFC concurrence.

Yes. Any IFC who is displaced and has a Duty Period scheduled for the following Calendar day will be provided a hotel in-base upon request.

No. After a DPM removal an IFC is not subject to reschedule and shall be released from Duty or displaced to DHD.

Crew Services must follow the Order of Assignment priority in the Reserve Article prior to reassigning a Lineholder beyond the footprint of the OSP unless it’s the last day of the Pairing or it would cause a flight delay or cancellation. Unless on RSL, IFCs are subject to reschedule beyond the scheduled release of the OSP, but not beyond the last calendar day of the OSP.

Yes. A disrupted IFC is subject to reassignment over the calendar footprint of the OSP. Therefore, you can be reassigned up to 23:59 on the last day of the OSP. Only during a Level 2 or higher alert or if the reassignment occurs on the last day of the Pairing, may Crew Services reschedule an IFC beyond the last calendar day of the OSP. Pay protection on modified Pairings is provided on a day for day basis and is paid at the greater of the value of the OSP or the actual schedule worked. For example, if your OSP was a 3-day Pairing and you are rescheduled to a 4-day Pairing, the Segment(s) operated on the fourth day, including any applicable RIGS, overrides, Special Pay, et cetera, will be paid on top of the value of the OSP.

Unless Operations has declared a Level 2 or higher alert at the time of the reassignment, a reschedule outside of the OSP footprint is prohibited while on RSL.

An IFC who reports for Duty and whose OSP operates as scheduled, but the IFC is removed by Crew Services in order to cover an open Segment is considered non-disrupted. All available ASBs must be used prior to Crew Services reassigning a non-disrupted IFC. A non-disrupted IFC can be reassigned to be released after the release time of the OSP, but Calendar day footprint protection applies. A non-disrupted IFC will not be placed on RSL.

No. Without IFC concurrence, Crew Services is prohibited from reassigning an IFC to cover a Redeye Segment unless the IFC was scheduled to operate a Redeye Segment during that Duty Period on the OSP.

No. Without IFC concurrence, Crew Services is prohibited from reassigning an IFC to operate a Segment after a Redeye Segment.

No, but positive space travel to the home city will be provided upon request.

Crew Services can only assign a Lineholder to LSB with the concurrence of the IFC.

Provided there are no Qualifications necessary to operate the assigned leg, Crew Services must reassign the IFCs in Reverse Seniority Order.

Yes. Any IFC who has an unexpected layover in base will receive a Company-paid hotel room upon request and will continue to accrue per diem as on the OSP.

No. The Agreement provides for a non-reducible, uninterrupted 10 hours of Rest between Duty Periods.

The Agreement prohibits the Company from constructing Pairings with turns shorter than those provided in the Agreement in order to construct a Pairing to appear “legal” on paper. However, if an IFC is delayed after the Assignment has been made, then turn times may be reduced naturally. In exigent circumstances, when an IFC arrives at a Blue City and a Segment is prepared for departure, the IFC may be needed to operate that flight even if the turn times may be shorter than otherwise agreed.

No. A Lineholder is not required to contact Crew Services, but must check her/his JetCRW schedule and acknowledge any changes during the Debrief period if it is safe to do so and all regulatory responsibilities have been completed. This step is only expected during a declared Level 2 IROP or higher. Reserves must always check their schedules and self-notify of any changes prior to Duty off.

Pay protection on modified Pairings is provided on a day for day basis and is paid at the greater of the value of the OSP or the actual schedule worked. For example, if your OSP was a 3-day Pairing and you are rescheduled to a 4-day Pairing, the Segment(s) operated on the fourth day, including any applicable RIGS, overrides, Special Pay, et cetera, will be paid on top of the value of the OSP.

Yes. Under the Agreement, Crew Services may reassign an IFC to an earlier report time (no more than 1 hour earlier than OSP report). However, Crew Services must make Positive Contact with the IFC at least 24 hours prior to the revised report time in order to assign an IFC a Pairing with an earlier report time.

In the event of an aircraft down-gauge, Crew Services will release the IFCs from Duty or displace them in seniority order to DHD. A reassignment other than a release from Duty or displacement to DHD, will be processed in reverse seniority order. An IFC in a Qualified Role may be required to operate a Segment(s) out of seniority order if the reassignment requires a qualification not held by all IFCs on the crew.

Ex. 1: Jennifer is the most senior IFC on the crew and is working the F4 position on the A32M. Stephen is the next most senior IFC on the crew operating the #2 position. Operations down-gauges the aircraft to an E190. Both Jennifer and Stephen will be either released from Duty or displaced to DHD under the terms of the Agreement.

Ex. 2: Grace is operating as the most senior IFC on the Pairing and is the only LOD-Qualified IFC on an A321. Her aircraft is down-gauged to an A320. Since the new aircraft only requires 3 IFC positions and Grace is the most senior IFC on the crew she would, ordinarily, be released from Duty or displaced to DHD. However, her next leg requires an LOD Qualified IFC, therefore, even though she is the most senior IFC on the crew, she will be required to operate that Segment and the next most senior IFC on the crew will be released or displaced to DHD.

Yes, an IFC must submit an IFRF within 24 hours of the termination (release) of the Pairing. IFCs are no longer required to submit an IFRF while still on the Pairing and recovering from the Fatigue event.

Article 11—Exchange of Trips

This is an entirely new concept that was bargained for as a way to improve the Hybrid/Move-Up Line construction process. Now, IFCs will have the opportunity to adjust their schedules following the Seniority based Drop/Pick Up Windows prior to the construction of Hybrid/Move-Up Lines. This allows for greater scheduling flexibility.

This is an entirely new pay component. Crew Services can now designate any Pairing in Open Time as a Premium Pairing, which will be paid at 1.5x base rate of pay. Once a Premium Pairing is picked up, it cannot be dropped, swapped, or traded.

This is a new Pick Up window that allows for Pairings that have been made available for in-base Pick Up for at least two hours to be placed in Global FCFS and picked up by any IFC.

No. This Agreement states that any Known Flying, Open Segments or Pairings, and any Pairings that remain after the Hybrid/Move-Up Lines are processed must be placed into Open Time. Dedicated Charter flights are exempt from this provision.

In most instances, a Pairing must be made available for pick up in FCFS for at least two hours. This is a new guaranteed seniority and Pairing availability protection. Pairings must now be made available for Pick Up prior to assigning it to a Reserve.

Reserve balancing allows for greater ability for schedule flexibility as FLICA will now be programmed to use Reserve Balancing when processing FLICA transactions except during Critical Coverage Days. The Reserve Balancing algorithm allows for a transaction to be approved, even if the Reserve Grid may be below Reserve Minimums, granted the transaction is for an earlier report or a “better” day for a “worse” day. This is a new provision that will make it easier to alter monthly schedules post-bid.

No. An IFC may only reduce her/his monthly credit to sixty hours via the Trade Board. Reduced Credit Lines may be reduced to thirty-five hours.

Monthly schedule bids open at 0900 Base Local Time on the first of the month and remain open for seven days.

Yes. All transactions submitted prior must be processed before Pairings are assigned to a Reserve.

No. The Jetway Trade and Front-End/Tail-End Swap procedures are largely the same as before with some added protections concerning Crew Services processing times.

Provided each IFC holds the required qualification (if applicable), up to one hour prior to report, IFCs may swap positions via FLICA. Closer to report time, Crew Services may grant position swap requests provided there is sufficient time to process the request without causing flight delays and Operations has not declared a Level 2 or higher Alert.

Article 12—Reserve

An IFC may preference for the following Assignment:

AM Reserve Availability Period (RAP) starting between 0200 to 0700
PM Reserve Availability Period (RAP) starting between 1300 to 1800
Airport Standby
Pairings in Open Time

The Reserve GAR for those on Straight Pay scale is 70 hours
The Reserve GAR for those on the Premium Pay scale is 75 hours per month (70 hours base pay and + 5 hours Premium Pay)

The RAP shall not be greater than 12 hours.

Crew Services will not schedule more than 2 ASB in a row and shall not schedule more than 6 ASB in a month. This provision can be waived by the IFC.

A Reserve shall not be assigned ASB following a Pairing unless in a declared Level 2 or higher IROP.  In no event shall a Reserve be assigned ASB if on Duty 8 or more hours.

A Reserve will not be assigned a Pairing with a scheduled release time after 0159 local base time into the IFC’s day off.  A Reserve on a Pairing that ends after 0359 Base Local Time on a day off due to a delay may elect to receive either:

  1. A mutually agreed upon additional day off in the same month or the following Bid Period if published.  A restored day off shall comply with the minimum 2-day Reserve block and be adjacent to a scheduled day off.  If an encroached day off was a PTO day, the PTO credit will be restored to the IFC’s bank.  The request must be made within 48 hours of the encroachment.
  2. Receive 4:12 in pay above guarantee

A Home Reserve may only be converted to Airport Standby within the first 7 hours of the beginning of her/his Reserve Assignment Period (RAP).

A Reserve on her/his last day of a Reserve block, without an assigned Pairing, shall be auto-released 6 hours after Reserve Period start or 1800 Base Local Time unless in an Ops Advisory or higher. Exception: Auto-Release does not apply to IFCs on an RSA.  IFCs who arrive back in base from a Redeye flight on her/his last day of a Reserve block (Duty off after 0459) will be released from Duty.  Nothing precludes Crew Services from providing early release on any day of a Reserve block based on operational needs and staffing.

The ASB Period Assignment will begin at designated report time and will not be originally scheduled to exceed 6 hours.  Each additional hour of ASB beyond 6 hours will be paid 1 hour credit for every hour of time beyond the 6 hours, prorated minute for minute.  IFC’s assigned ASB will not be assigned a Pairing which departs more than 1 hour beyond the end of the 6-hour ASB limit without her/his concurrence. IFC’s will be paid 1 hour of flight time for every 1 hour sat, prorated minute for minute, from the end of the originally scheduled ASB Period until the report time of the assigned Pairing.

The Reserve call out Period shall be no less than 2 hours (LAX, JFK, LGA, and EWR: no less than 2:45) from initial Positive Contact attempt.  The following are the Co-Base Exceptions:

PBI: no less than 3:00

All new Co-Bases : no less than 2:00 plus the LIMO travel time as established in Article 11 Scheduling.  The Company shall not require an IFC to report with less than the normal call out Period without the IFC concurrence.  At the Company’s request, an IFC may agree to attempt to report with less than the normal call out Period, in which case the Company will reimburse the IFC for short term parking or a taxi.

*EWR will no longer be a Co-Base by June 2022

Drop and Swap requests are authorized provided the Reserve grids are above their respective minimums.  A Reserve is prohibited from swapping Reserve days with a Lineholder.  A Reserve is prohibited from swapping Pairings assigned on Reserve.

Article 13—Bases

Under certain circumstances an IFC may be required to transfer bases due to staffing vacancies or overstaffing. The Agreement ensures that IFC Occupational Seniority will determine who is subject to forced base transfer. This protects IFCs from being involuntarily transferred out of seniority order.

The Agreement protects and maintains the monthly System Bid process as is currently done.

Yes. An IFC who wishes to transfer to a new base can place a contingency bid that only awards the transfer if the IFC can hold the specified base seniority percentile.

Yes. Under the Agreement, the Company provides parking at all Co-Bases.

If a new base is opened, all IFCs will be allowed to bid for the new Base and it will be awarded through Seniority order with the most senior IFCs being awarded first.  Any remaining vacancies will be filled in Reverse Seniority order with the most junior IFCs being assigned first.

Article 14—Moving Expenses

Yes. Your move will be paid for by the Company under terms of this Agreement.

Yes, as long as the transfer is within 6 months of the new base opening and your move qualifies under the terms of Article 14.

Yes. If you transfer bases, but don’t move your residence you may still need some time to settle in at your new base or find a Crash Pad. You can take two uninterruptible days off and, upon request, will receive four nights of Company-paid hotel lodging at your new base.

Yes, all base transfers receive up to 3 consecutive days off upon request.

Article 16—Attendance

The provisions of this Article allow for the Company to set the terms of the Company Dependability policy as long as those terms don’t violate any terms of this Agreement. For example, the current 12-month Roll Off of attendance points is codified in this Agreement and cannot be amended unilaterally.

No. An IFC is not required to meet with her/his Supervisor for Initial or Continued Progressive Guidance under the Agreement. The guidance at these levels may be accomplished electronically. If you are placed on more advanced levels of Progressive Guidance, or if you disagree with an event that places you on Initial or Progressive Guidance, you should contact the Union to help resolve the issue before it advances to additional discipline.

Yes, the grievance process in the contract allows you to file a grievance if Management violates their own policy or issues inconsistent or unfair discipline on an IFC.

The Union can grieve changes to any policy that violates our Contract. The Union can also grieve policy changes as being unfair, burdensome, arbitrary, or illegal to IFCs.  The Company must notify the Union of any changes to any policy at least seven (7) days before changing it.  This gives the Union the ability to file a grievance or make a legal challenge to any changes.

Article 17—Commuter Policy

No. Unless your Original Pairing contained a Redeye Segment during that Duty Period, Crew Services cannot reassign you to work a Redeye without your concurrence.

IFCs now are able to use the OOP code three times per year in a rolling 12-month period. This is an increase of one OOP call per year.

Yes. An IFC who commutes to work by car or by any other means, including public transit, qualifies under the Agreement. Most flight attendant contracts only protect flying commuters, so this is a huge benefit for JetBlue IFCs.

No. An IFC still must contact her/his Supervisor within 24 hours.

An IFC who contacts Crew Services prior to report time will not receive an RPL. She/he must contact her/his Supervisor within two days.

Article 19—Furlough/Recall

The Furlough language in the TA requires that, after meeting with the Union to pursue voluntary furlough options, the Company can only furlough in reverse order of Occupational Seniority. In addition, an involuntarily furloughed IFC will receive the following benefits:

  • Two (2) weeks of furlough pay for the first completed year of service
  • One (1) additional week of furlough pay for each completed year thereafter up to 12 weeks
  • Medical, dental, vision, and life insurance for as long as she/he receives furlough pay
  • IFCs on a leave of absence receive the same benefits as other involuntarily furloughed IFCs
  • Pass privileges in accordance with Company Policy
  • Longevity and Seniority continue to accrue
  • Access to Company email and BCSS
  • Payment of PTO/VPTO
  • Ability to Bypass Recall until there is no one Junior below you
  • Protection for an IFC with a medical condition to be recalled to work on a medical leave
  • Moving expenses if an IFC is recalled to a Base other than the one they were furloughed from

One of the main benefits of the Furlough/Recall requirements is that it makes it more expensive to furlough. This incentivizes the Company to avoid doing it and provides many important protections for IFCs if it does occur.

Under the TA, if you are furloughed you have the right for Recall for five years, and you must be called back in Occupational Seniority Order. Without Recall rights, Companies can simply lay people off and hire outside people at a lower rate to take their jobs.

Crewmembers on a furlough are considered on a leave per ZED. They can travel on their online carrier, but would not be granted offline (OAL) travel.

Article 20—Disciplinary Grievances

A disciplinary grievance is a process that protects the IFC from being disciplined without just cause.   Article 20 deals with the process that must be followed when an IFC could be subject to discipline (Progressive Guidance) or discharge.  It outlines the steps such as an investigatory meeting where the IFC can have a Union Representative present, the time limits that must be followed, a guarantee the IFC will be paid while under investigation, and the steps for counseling or inclusion of written Letters of Conversation, which are documented in the IFC file.  If the Company’s finding is unfavorable to the IFC, then there is a procedure for filing a grievance. Grievances can be settled at lower levels by the Company and Union. If the disputes are not resolved, they proceed to the System Board of Adjustment.

A System Board of Adjustment is a board that hears your grievance.  The Board is made up of 3 people, 1 from the Union, 1 from the Company, 1 Neutral Party from a published list of Arbitrators. This article outlines the process to be followed to get a fair and impartial decision to your grievance that could not be settled previously through the contractual grievance process.  This is a right due to union employees covered by the Railway Labor Act to resolve disputes. Decisions that are decided by the System Board of Adjustment are final and binding on both the Company and Union and can create precedent for future cases.

Under JetBlue current policies, Management can discipline an IFC for any perceived violation of any policy or work rule. There is no requirement for a fair investigation, time limits, progressive guidance, or representation. There is also no real ability to challenge any kind of progressive guidance or discipline, unless the Company’s actions violate some state or federal law. Currently  JetBlue IFCs “at-will employees”. This means that JetBlue has wide latitude to terminate you at any time.  That will change with the Grievance Process in this Contract.  Now, any discipline issued requires “just cause”, which is a legal term that requires many protections like a fair investigation, progressive discipline, fair and consistent rules, and the ability to dispute and resolve the matter through a fair, legal, and binding process. With Grievance Procedures, JetBlue IFCs are no longer “at will employees” and will have due process.

When the Company and the Union resolve a grievance with a Letter of Agreement or if a decision is made by the System Board of Adjustment, this can set a “precedent” for how similar situations are handled in the future.

A Disciplinary Grievance would be filed when an IFC is placed on Progressive Guidance or receives some kind of discipline up to and including termination.  Under the TA, any discipline may only be issued for “Just Cause” a legal term which requires a fair and proper investigation, adhering to contractual time limits, and the “punishment fitting the crime” among other items.

A Non-Disciplinary Grievance would be filed for any violation of the Contract or even a violation of any Company policy or procedure.  Some examples might include violation of Scheduling, Bidding, Rescheduling, Reserve, Payroll or Attendance contractual language or stated policies.  Non-disciplinary grievances can be filed individually or on behalf of the entire work group or affected class of employees.

To use an example, Disciplinary Grievances might be compared to our criminal justice system with remedy of removal of punishment, while Non-Disciplinary Grievances would be compared to a civil case where the remedy could be ceasing an illegal practice or monetary reimbursement or settlement.

If not settled at a lower level, both Disciplinary and Non-Disciplinary Grievances can receive final and binding resolution by a neutral Arbitrator through the System Board of Adjustment.

Article 21—Non-disciplinary Grievances

A non-disciplinary grievance is a grievance that can be only by filed by a Union Representative on behalf of one person or a group of IFCs. Non-disciplinary grievances relate to any disagreement between the Union and the Company involving interpretation, application, or violations of the CBA not involving discipline. Examples of reasons are any violation of a work rule or the Contract including Rescheduling, Bidding, Scheduling, Leaves, Critical Coverage definition, or even Company policies such as the Dependability Policy or any other policy in the IBBS that is not followed as written.  Grievances can be settled at lower levels by the Company and Union. If the disputes are not resolved, they proceed to the System Board of Adjustment.

A System Board of Adjustment is a board that hears your grievance.  The Board is made up of 3 people, 1 from the Union, 1 from the Company, 1 Neutral Party from a published list of Arbitrators. This article outlines the process to be followed to get a fair and impartial decision to your grievance that could not be settled previously through the contractual grievance process. This is a right due to union employees covered by the Railway Labor Act to resolve disputes. Decisions that are decided by the System Board of Adjustment are final and binding on both the Company and Union and can create precedent for future cases.

A Disciplinary Grievance would be filed when an IFC is placed on Progressive Guidance or receives some kind of discipline up to and including termination.  Under the TA, any discipline may only be issued for “Just Cause” a legal term which requires a fair and proper investigation, adhering to contractual time limits, and the “punishment fitting the crime” among other items.

A Non-Disciplinary Grievance would be filed for any violation of the Contract or even a violation of any Company policy or procedure.  Some examples might include violation of Scheduling, Bidding, Rescheduling, Reserve, Payroll or Attendance contractual language or stated policies.  Non-disciplinary grievances can be filed individually or on behalf of the entire work group or affected class of employees.

To use an example, Disciplinary Grievances might be compared to our criminal justice system with remedy of removal of punishment, while Non-Disciplinary Grievances would be compared to a civil case where the remedy could be ceasing an illegal practice or monetary reimbursement or settlement.

If not settled at a lower level, both Disciplinary and Non-Disciplinary Grievances can receive final and binding resolution by a neutral Arbitrator through the System Board of Adjustment.

Article 23—Compensation

We are currently recovering from the worst economic time in the airline industry’s history. For that reason, JetBlue will not show a profit for 2021.  In 2022, during the hopeful strong recovery, JetBlue would like to show stability by not adding significant costs. With this contract, however,  all IFCs will  continue to get scheduled step raises, will lock-in their current pay rates, ensure they are contractually protected, and there will be NO pay cuts. All IFCs will also receive a Lump Sum Payment of $1450 before December 31, 2021 to provide instant assistance to IFCs.  Beginning on January 1, 2023, all IFCs will see raises in their pay scales of 10.4% and will realize actual raises of 10.4% to 58.2% as they move through the pay scale depending on their choice of pay scales and years of service.

Before December 31, 2021 all active JetBlue IFCs will receive a one time lump sum amount of $1450.  Any IFCs out on Leave will receive the lump sum amount when returning to active service.

  • On January 1, 2023, all JetBlue IFCs receive a 2% raise
  • On January 1, 2024, all JetBlue IFCs receive a 2% raise
  • On January 1, 2025, all JetBlue IFCs receive a 3% raise
  • On January 1, 2026, all JetBlue IFCs receive a 3% raise

The total increase is 10.4% combined over the life of the Contract.

Yes, you will continue to receive your step increases in addition to the contractual raises.  This will result in two pay raises for all IFCs who have not reached the top of the pay scale.  You will receive one raise on your anniversary date and one raise on January 1 beginning in 2023.

Premium Pay will begin at 70 hours and cannot be changed or eliminated by Management.

Yes, until you reach your “top out” rate, you will receive two raises per year – one on your anniversary and one on the first of the year beginning on January 1, 2023.

The minimum Lineholder Guarantee for full-time IFCs is 70 hours.

The Minimum Guarantee for an IFC who bids CrewFlex or a Reduced Credit Window will be 35 hours.

The Reserve GAR for those on Straight Pay scale is 70 hours
The Reserve GAR for those on the Premium Pay scale is 75 hours per month (70 hours base pay and + 5 hours Premium Pay)

Yes.  IFCs will receive one dollar ($1.00) per hour from Report to Release per Duty Period.

Article 24—PTO/VPTO

No. VPTO is used for bidding weeks of vacation.

Yes. You will now be required to bid 1 or 2 weeks of vacation depending on your Seniority during the Vacation Bid (once fully implemented in 2023). If you do not bid, a week will be assigned to you from the available non-awarded weeks.

Nothing in the Agreement prohibits incentivized weeks. It is at Company discretion, as it is today.

You are now able to fly over your scheduled vacation days. You will be paid for both the vacation and the Pairing credit.

No. VPTO is only for scheduled vacation weeks. PTS and UNA call outs will still be deducted from your PTO bank.

No. Just like our current policy, if you transfer bases, you forfeit your vacation week and it is re-credited to your VPTO bank.

No. The current reporting procedures remain in effect.

Article 26—Expenses

IFCs will be provided a hotel room upon request for any sit (block to block) greater than or equal to 5 hours whether scheduled or unscheduled.  Hotel rooms are not required during Periods of rolling delays in which sit times cannot be adequately forecasted.

In the event an IFC arrives to a layover city without a hotel confirmation (hotel pending) or a room is not available at the listed hotel, she/he must contact Crew Services, Inflight Duty Lead, or Inflight Leadership.  If accommodation is not provided with 1 hour after release to Rest (including DHD Segments) and she/he is unable to make contact with Crew Services/Inflight Leadership:

IFCs may book a hotel via Concur (Cost Center 5102) or pay out of pocket and submit expense for reimbursement.  IFCs are expected to book a hotel room which meets the requirements of this agreement at the best available rate in the area.

In the event an IFC self-books a hotel room, the IFC should contact Crew Services to advise that a hotel room has been secured.

An IFC who is not provided a hotel room within two (2) hours after Release will have her/his Duty Period extended until hotel accommodations are secured or she/he has arrived at the hotel if transportation other than local in nature is required. At the start of the Rest Period, the IFC is responsible to ensure her/his Release time accurately reflects these provisions. All applicable provisions of the CBA will apply including premiums, RIGS, etc.

When a hotel is not available more than three (3) hours from Release to Rest, IFCs will receive compensation for all flights operated during the Duty Period: Additional 0.40 times base rate (Premium Pay Scale) or additional 0.35 times pay (Straight Pay Scale).

An IFC who is not provided a hotel room within 2 hours after release will have her/his Duty Period extended until hotel accommodations are secured or she/he has arrived at the hotel if transportation other than local in nature is required.  At the start of the Rest Period, the IFC is responsible to ensure her/his release time accurately reflects these provisions.  All applicable provisions of the CBA will apply including premiums, rigs, etc. when a hotel is not available for more than 3 hours from release to Rest.

The Company will provide each IFC parking, free of charge, at her/his base.  If the IFC elects parking for Duty Assignments at her/his base which is a co-base, the Company will provide, either free of charge or via reimbursement, at all airports included in the Co-Base. In lieu of paid parking the IFCs based in BOS or JFK will be offered transportation cards for use on the city’s public transportation system.

If an IFC elects to waive parking and (if applicable) transportation cards at her/his base, the Company will provide her/him with a stipend of $40.00 per month.

You submit the expense and receipt to Concur (Cost Center 5102) and will be reimbursed though direct deposit or if not participating in direct deposit a paper check will be mailed to you at your address on file.

Domestic Per Diem is an hourly per diem allowance for each hour you are away from base starting at the required report time and ending 15 minutes after block-in on your last Segment of the Pairing.

International Per Diem is an additional amount of per diem per hour above the domestic per diem rates for international Segments.

IFCs who experience a rolling delay of 4 hours or more (when the IFC is sitting at the airport or onboard the aircraft) may expense a meal (up to $20).  The meal may be purchased in the departure city or upon arrival in the next destination city.

IFCs operating transatlantic flights will be provided a Core cabin meal.

Yes, there will be annual increases in Per Diem every year:

Date Domestic International
Effective Date of Signing $2.15 $2.35
Effective 12/1/2022 $2.20 $2.40
Effective 12/1/2023 $2.30 $2.50
Effective 12/1/2024 $2.40 $2.60
Effective 12/1/2025 $2.45 $2.65

Yes, every hotel must be at least 3 stars or above and there are minimum requirements for all IFC hotels.

Yes, in addition to our previous Hotel Committee MOU, the TWU Hotel Committee will be provided with any hotel feedback from IFCs including databases maintained by the Company’s business partners.  This was a request of the Hotel Committee to be aware of any reported issues when reviewing hotels and providing feedback for hotel selection.

Yes, the Company will reimburse IFCs for the cost of passports, passport renewals, required Visas, and Global Entry.

Article 27—Insurance and Retirement

In light of COVID-19 and the severe loss of income for our company, we were not able to negotiate any change. We were able to ensure that the Company continued to offer the same benefits to IFCs as are offered to all other non-Pilot groups.

Yes.

Article 28—Language of Destination

Yes, only through a direct Trade request to another Qualified IFC via the TradeBoard.

Article 29—Qualified Roles (QR)

Yes. The F1 position will now be called “Crew Leader”. This will come with enhanced training and standards and is a voluntary qualification.  All IFCs will receive training as Crew Leaders however it will not be considered a Qualified Role and IFCs may opt out of the Crew Leader position.

Yes. Similar to the LOD program, you will be required to bid for a certain number of Mint Pairings per month.

Yes and no. All Mint Qualified IFCs except the top 12% of each QR will sit shared Reserve.

Yes, only in a Level 2 or higher.  If you are assigned to non-Mint flying, you will receive JRA pay.

Yes, this is a huge win especially after the uncertainty in the new London market as a result of pandemic travel restrictions.

Yes, but only after all available Reserves have been exhausted.  You would receive JRA pay for this flying.

Article 31—Health & Safety

Yes. Currently, under the existing Peer Observer Program, you cannot have a Peer Observer for meetings about Fume Events; however, under a legally binding union contract, you will be entitled to a Union Representative in those meetings who may actively advocate for you. In addition, we will have formal recognition of our Health and Safety Committee. We will also have a grievance process, so, if you are not treated correctly (regardless of whether it is a disciplinary, leave, compensation, or other issue), you will have formal mechanisms to move forward.

CISM is “Critical Incident Stress Management” and ASAP is the “Aviation Safety Action Program.” CISM provides support for IFCs who are involved in situations that could lead to Post-Traumatic Stress. Their goal is to help IFCs avoid long-term effects, especially after an incident or accident on the aircraft or at work. ASAP is a program that allows IFCs to report safety incidents voluntarily, without fear of disciplinary action.

The Go Team is a Company emergency response team for incidents, accidents, natural disasters.

Once our local chapter is established, we will have enhanced opportunities for IFCs to join the various committees available.

Article 33—Union Security and Dues

During the representation election, the TWU told JetBlue IFCs that your dues would be $35 per month (not per pay period) and would not begin until you ratified your first contract. This still stands. This is below industry standard for flight attendant dues.

No. Any IFC who is on a COVID-19, R&R, or Military Leave will not be required to pay dues until she or he returns to active service.

No. Under the TWU Constitution, if you are furloughed, you would not owe dues during your furlough.

No.

Ordinarily, dues must be paid when on a personal leave. However, if you entered into a personal leave prior to the contract being ratified, the TWU will not alter the terms under which you took that leave. So, in this case, dues will not be owed.

If you enter into a personal leave after the contract is ratified, you would be expected to pay dues under the terms of the contract, since the leave is a negotiated benefit, and you are still under the protection of the contract and union.

Article 33—Union Security establishes a procedure for IFCs to sign up for “Dues Check Off,” which gives the Company the authorization to deduct dues from your paycheck each month.

No. There is no initiation or membership fee to join the TWU.

Once our Local Union is chartered after ratification, our Local Union will collect dues from IFCs in order to provide the resources needed to set up and efficiently run our Local Union. Under the TWU Constitution, 70% of the dues paid are retained by the Local Union and 30% of our dues go to the International Union in order to provide resources for the International to operate. All of your dues are used to pay for the administrative, staffing, and operational needs of our Union (e.g. contract negotiations and enforcement, grievance processes, outreach, legal, etc.) When a Local is established and Officer Elections are held, your elected Union Leaders will establish a budget based on priorities of the Members, operational needs, and savings for future negotiations. None of your dues are used for the purpose of political advocacy.

No. The TWU does not use any dues money to support political candidates.

After a Contract is ratified, the Union must go through the process of allowing every IFC to sign up as a member and sign up for dues check-off.  Once a strong majority of IFCs have signed their paperwork, dues check off will be initiated. In this situation, with the size of our the JetBlue IFCs, dues will probably be initiated no earlier than sometime in the 2nd quarter of 2022.  Once dues collection begin which makes IFCS actual Members in good standing, a Charter can be issued establishing a JetBlue IFC Local and your own Officers will be elected.

No, no back dues will be owed.  Dues will not be owed until the dues checkoff forms are completed and they begin for all IFCs.

No.

Article 35—Missing, Internment, Prisoner, Or Hostage of War Benefits

We were able to negotiate an additional benefit for protection should any of these major life events occur to one of our IFCs, in line with the benefits provided to our pilots.

Article 37—Duration

The duration of the Contract is 5 years.  The Union or the Company can reopen the Agreement up to six months early to begin negotiations.

Duration of current flight attendant contracts:

  • Southwest                            5.4 years
  • Frontier                                5 years
  • Allegiant                               5 years
  • Spirit                                     5 years
  • Hawaiian                              5 years
  • Alaska                                    5 years
  • United                                    5 years
  • American                               5 years
  • JetBlue TA                             5 years

Letter of Agreement #4—Bases

No, if the TA passes, EWR will close as a co-base in June 2022.

At this time JetBlue has not formally announced that EWR will be a Base. However after June 2022, if it does not become a Base, the Company will have to provide DH transportation to or from the airport from JFK.

Letter of Agreement #5—Lump Sum Payment

Your Negotiating Team negotiated a Lump Sum Payment of $1450 to be paid out to all active IFCs before the end of the year. For any IFCs not on active status, the Lump Sum Payment will be paid once an IFC returns to active status.

Because of the effort by JetBlue to recover from the effects of COVID-19 to the business model, JetBlue wants to show flat costs and stability for the next year.  By paying out the $1450 in a lump sum in 2021, it does not add to JetBlue’s 2022 cost structure, but does benefit IFCs immediately in a way that a raise would not.

No, dues will not be subtracted from the Lump Sum Payment.

Other Key Issues

There is no difference. LOAs are used for clarification or to resolve a specific issue. When the Union and the Company mutually agree to an LOA and place it in the Contract, it carries the same weight as the rest of the Contract.

COPE contributions are voluntary payroll deductions that fund our Union’s critically important political advocacy on behalf of our Members. The contributions support efforts to pass worker friendly legislation, protections for the health and safety of IFCs, and any proposed legislation that may affect IFC work and livelihoods.

The IFC will be notified of any entry into the IFC’s personnel file which could be used to support discipline. No document which contains remarks of a personal or derogatory nature about an IFC may be placed in an IFC’s file unless the derogatory or personal remarks are redacted. No documents regarding a customer complaint shall be placed in the IFC’s file unless:

  1. The alleged misconduct or disservice was something over which the IFC reasonably could have done something different.
  2. The IFC is named, identified by position, or adequately described in the document.
  3. The IFC may provide a written response to any document or notation containing negative comments. If the Company determines that the IFCs challenge to the document is justified, the document or notation will be removed.  In no event will an anonymous document be placed in the department file.

D.O.S. in the contract stands for “Date Of Signing,” which means the day the contract is passed and becomes effective.

If the contract is voted down, we will return to negotiations, and everything will be back on the table, including the gains that we made and the things the Company wanted that we fought back.

Management would also be able to impose any changes in work rules, wages, or benefits that they want until IFCs have ratified a legally binding contract to protect us.

There is no way to know that. We would return to the table, and currently, most airline negotiations go for many years.  JetBlue Pilots will also be going into negotiations this year, which would restrict the resources and time for the Company to bargain.  JetBlue has also stated that they do not want to add any additional costs for the year 2022 during this recovery, so there is not an urgency to settle quickly.

“Status quo” protections under the Railway Labor Act (the law that governs our negotiations) prevent an air carrier like JetBlue from unilaterally changing terms and conditions of an existing contract. When a Collective Bargaining Agreement is already in place, the courts have said that carriers must maintain the status quo and make no changes. The courts have also held that status quo protections do not apply when there is no existing contract. In other words, JetBlue can make changes to our pay, benefits, or other working conditions at any time until we ratify our first contract. There are no status quo protections during negotiations for a first contract, so JetBlue IFCs do not have that protection.