Jetblue Airways: Starting from Scratch
At the beginning, JetBlue management set the tone for themselves that they would be different then other airlines. To do that they set values for all employees from top to bottom to follow and they set up an attractive pay and a unique benefits package that would allow for successful recruitment and retention of employees, while significantly reducing the chance of a union moving into the organization.
Equal Employment Opportunity Laws
There are certain Equal Employment Opportunity laws that every employer should be aware of and use as guidelines when developing a working relationship with employees and perspective employees. These laws protect employers and employees and enhance the overall association between the two. Three Equal Opportunity laws that impact JetBlue’s hiring practices are:
Title VII, Civil Rights Act of 1964, Amended 1972
One of many Equal Employment Opportunity laws, the Civil Rights Act may be the most important law as it prohibits an employer from discriminating against an individual based on race, religion, color, sex, and age. This protection from discrimination covers the areas of “hiring, firing, promoting, compensation, or in terms, conditions, or privileges of employment.” (Mondy, 2008)
Americans With Disabilities Act, 1990
Simply put, this law prohibits employers from discriminating against anyone with a qualified disability. This law establishes that an employer must make reasonable accommodations for a disabled person in the workforce that does not create an undue hardship to the employer. Examples of those accommodations are updating facilities to meet the needs of the disabled employee; adjusting work schedules; and updating equipment that a disabled employee could use.
Age Discrimination in Employment Act of 1967, Amended 1978, 1986
This law was created to protect employees over the age of 40 from employment discrimination based on age. The law also prohibits employers from forcing employees into retirement.
Equal Employment Opportunity Laws
There are certain Equal Employment Opportunity laws that every employer should be aware of and use as guidelines when developing a working relationship with employees and perspective employees. These laws protect employers and employees and enhance the overall association between the two. Three Equal Opportunity laws that impact JetBlue’s hiring practices are:
Title VII, Civil Rights Act of 1964, Amended 1972
One of many Equal Employment Opportunity laws, the Civil Rights Act may be the most important law as it prohibits an employer from discriminating against an individual based on race, religion, color, sex, and age. This protection from discrimination covers the areas of “hiring, firing, promoting, compensation, or in terms, conditions, or privileges of employment.” (Mondy, 2008)
Americans With Disabilities Act, 1990
Simply put, this law prohibits employers from discriminating against anyone with a qualified disability. This law establishes that an employer must make reasonable accommodations for a disabled person in the workforce that does not create an undue hardship to the employer. Examples of those accommodations are updating facilities to meet the needs of the disabled employee; adjusting work schedules; and updating equipment that a disabled employee could use.
Age Discrimination in Employment Act of 1967, Amended 1978, 1986
This law was created to protect employees over the age of 40 from employment discrimination based on age. The law also prohibits employers from forcing employees into retirement.
References: Hoffer, J.G and O’Reilly, C. (2001). JetBlue Airways: Starting from Scratch. Boston: Harvard Business School Publishing. Pp. 58-77 (Hoffer, 2001) Mondy, R.W. (2008). Human Resources Management. Upper Saddle River, New Jersey. Pearson, Prentice Hall. (Mondy, 2008)