TWU/JetBlue IFC Negotiating Team Town Hall Call—June 19, 2020
Thank you to everyone who participated in the TWU/JetBlue IFC Town Hall Conference Call on June 19. The call was recorded and is available below.
In addition to the questions asked on the above recording, there were additional questions asked online we were not able to address on the call. Several of those of the questions were related to the Company’s Leave Programs and Furlough/Recall Seniority. The TWU did not negotiate the Leave Programs and had no input. Your Union has requested clarification on how they would implement furloughs if necessary, however they have not done that at this time.
Any recommendations or questions about specific items being negotiated cannot be answered at this time and will be addressed when we have deliver a full, Tentative Agreement to the JetBlue IFCs for their vote.
Can JetBlue cut our wages?
JetBlue accepted money from the CARES Act. Under this act, they cannot furlough any employees or cut wages through the end of September 30, 2020. The TWU is fighting hard to get a contract that would protect wages when the CARES Act wage protection expires.
Are we close to getting a contract?
We have reached Tentative Agreements on 26 articles. The TWU has placed a comprehensive economic proposal on the table, and we are waiting on a response from JetBlue Management.
Why can‘t we work part-time and get good healthcare choices? As a matter of fact, why can’t we get better healthcare options if we’re full-time, as long as the IFC pays the difference?
This is a recommendation the Union has made to JetBlue. At this time they have not chosen to allow Crewflex IFCs to have healthcare.
How many IFCs does JetBlue need to take leave in order to avoid furlough?
With so many uncertain factors, this is not something the TWU can anticipate at this time.
How will COVID-19 affect negotiations on certain increases, perks, and changes you are trying to implement?
With the current state of the economy and industry, it is not an ideal time to be negotiating a first contract; however, it is still important to get a contract in place to protect our IFCs.
It seems as though there is an enhanced focus on finalizing a contract in order to ensure furlough provisions can be enacted. What is the likelihood of transitioning the TA on Furloughs and Seniority into an actionable MOU between JetBlue and our Union instead?
At this time your Negotiating Team is focused on getting a full agreement that includes furlough protections.
What are next steps in the negotiations? A work slowdown? Arbitration?
Your NT is continuing direct negotiations through videoconference to try to reach an agreement. Under the Railway Labor Act, which is the law that governs airline employees, a work slowdown is prohibited and would not be supported by the TWU. As far as arbitration is concerned, that would be not be considered a forum for a first agreement. If the negotiations began to break down we could request help through the National Mediation Board (NMB) in a mediation process. However, even though it may feel like the negotiations process is moving slowly, it is progressing, and we aren’t at the point of requesting mediation yet.
Why do we have to attend recurrent training if we are not flying?
The FAA requires that recurrent training takes place annually. If the required standards are not met, the IFC is subject to additional training to regain currency. While airlines have sought waivers from the FAA to extend time frames for training, there is no guarantee they will be granted.