JetBlue reviews

As a whole, my only true qualm is the lack of work-life balance, which takes shape in a few different ways. Most of the work-life balance challenges I've seen are really just centered around the 24/7 criticality of airline operations. Those who work in IT support positions for operational systems should be used to on-call life. IT leadership has recently committed to re-engineering systems and processes to reduce the 3am phone calls and crisis bridges, which is great, but it's not likely that will ever disappear completely. Those who don't play a role in supporting operational systems should still be used to working overnights and off hours. Deployments and system maintenance are done overnight or on weekends to reduce operational impact. To most who've worked in IT, this isn't anything special, but my in division specifically (IT Infrastructure) this is made less tolerable by the fact that leadership doesn't seem to value flexible working arrangements. There's been many times I've worked an overnight or a 16 hour day deploying something, and still been encouraged to show up at the office at 9am. Very rarely am I offered "comp time" for working outside normal business hours. The company has a flexible work arrangement (FWA) policy allowing employees to create work-from-home agreements, or adjust work hours, but leadership is highly restrictive on who gets approved for these, and how they can be used. Most folks, if they do have an FWA in place, are restricted to at most 1 work from home day per week. This restrictiveness around work from home agreements and "comp time" is, as far as I can tell, not the company norm, and really only exists on the Infrastructure side of IT. Lastly, work-life balance is made difficult by a pretty abysmal PTO package. FT crewmembers only accrue 17 total days of PTO in their first year, which would sound okay if it weren't for the fact that this also includes sick/personal time. The company also only has 6 paid holidays each year, I was gobsmacked when I learned I'd have to use PTO to get off on Christmas Eve. PTO accrual bumps up slightly at the start of year 2, but doesn't really reach a level I'd call "fair" until year 5. In the company's defense, our PTO program is currently under review, and early signs point to a generous increase, so hopefully this will become a non-issue in the near future.

- Directors are still detached, selfish, and ignore recommendations from their management and experienced people, leaving those people to mop up poor decisions - A lot of managers don't escalate, let the directors walk all over them and make decisions that they know are not optimal - Certain directors (Infrastructure services) are allowed to hire people from their old companies directly into management positions that are created specifically for them and in some cases unnecessary, even if they're not qualified - Directors place unqualified people into certain positions and levels (architect) simply to say that there are career opportunities - There is high risk of retaliation when you bring concerns to your manager or Director (poor reviews without clear reasons or followup/engagement from your Crewleader) - There are no promotions. You must apply for a position, then you're not given competitive salaries, but a minimal increase based on your current salary. There's also risk of retaliation if you then refuse the promotion. - Salaries are non-competitive with local NYC market, IT is having extreme difficult acquiring talent, and talent retention is difficult. - Talent management is among the worst I've seen in any IT department, subject matter experts are now detached and have no incentive to engage in current projects and initiatives - Extreme lack of vision in the director level in terms of overall strategy, lots of money spent in the wrong places or poorly spent (Infrastructure)