In Compliance With EEO Laws, JetBlue Flies High!

By Phillip A Liebmann
Celebrating its 14th anniversary only a few months ago (February 2014), JetBlue has grown aggressively in aircraft, from a fleet of two (2) A-320 Airbus jets to over one hundred and eighty (180) jet planes and in the 13,000+ personnel required for their support and operation. The capability of such tremendous growth gives testimony to the success of JetBlue's values (Safety, Caring, Integrity, Fun and Passion) and the organizations employees who share these values. Equal credit for their growth can be attributed to the commitment from JetBlue in securing such personnel through strict adherence of EEO (Equal Employment Opportunity) Laws, which are designed to prevent employees and potential employees from discrimination. Here are a few examples:

In relation to The Civil Rights Act (1964) illegalizing an employer from bias on the basis of national origin, ethnicity, color, religious beliefs or sex, JetBlue values the diversity of its workforce. The methodology of recruiting its crewmembers is primarily based on the candidate's extent of knowledge, competence, previous work record, temperament and character. Consideration is also given to the candidates determined capacity to exemplify the organizations stated values, as well as the probability of being the right fit, rather than giving any credence or consideration as to the potential employees alignment to any group or affiliation within an identifiable category of people.

In reference to The Equal Pay Act (1963) illegalizing an employer from differentiating the compensation for the performance of the same duties in the same workplace between the sexes, JetBlue guarantees complete equitableness of remuneration to all. Artfully tailoring its proffered compensation packages to the needs of its various employee groups, JetBlue's promises all its employees, male and female, higher than the industry standard of enlistment pay and/or benefits, flexible work opportunities, along with ample opportunity for advancement. Examples include, all CSR (Customer Service Representatives) and Ground Crew (Ramp Agents) are hired at an increased rate of compensation in comparison to other competitor's comparative positions within the same airport. Additionally, benefit packages are immediately provided to all employees without regard to any probationary period.

Finally, in reference to The Age Discrimination Employment Act (1967) illegalizing discrimination with regards to employment of individuals past 40 years of age, JetBlue embraces these employees by tailoring its compensation packages to prepare those concerned with their upcoming retirement. Supporting its compliance to this law, in 2006 JetBlue was in the news making headlines. JetBlue was now on record as supporting a group of experienced and valued crewmembers (pilots), in its avocation for legislation to prevent mandatory retirement of these employees once they reached 60 years of age.

Phillip Liebmann is a Professional in Human Resources, with a BS in Human Resource Management. He is a creative and driven, achieving results through people by assisting employees to actualize their ambitions, grow and succeed, as a result of championing their organizations mission and values. Check out Phillip Liebmann's profile on LinkedIn.

Article Source: http://EzineArticles.com/?In-Compliance-With-EEO-Laws,-JetBlue-Flies-High!&id=8704230 In Compliance With EEO Laws, JetBlue Flies High!