Jet Blue Case Study

In: Business and Management

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JetBlue, Cases in Advanced Human Resource Management

Jet Blue case study

Western Governors University


This paper includes discussions of the processes JetBlue initially utilized to staff their start-up airline, and the challenges faced in obtaining the desired employees to achieve the five core values which are: Safety; Caring; Integrity; Fun; and Passion. Company leadership and human resources began by working together to establish the company values in order to identify the traits desired for employees. Descriptive discussion of the recruiting efforts used, laws that needed to be considered; selection processes; appraisal systems; compensation; and benefits, are included within.

When staffing the new airline began research needed to be done in advance of any recruitment efforts could starting. Hours of work were invested prior to the first interview in order to prepare to find the ideal candidates. National employment laws and statutes had to be identified in order to comply with the requirements of each. Three examples of such laws are The Equal Pay Act of 1963; The Age Discrimination in Employment act; and the 1990 Act of Americans with Disabilities (ADA).

The first National Employment law that we will discuss is the “Equal Pay Act of 1963” (Mondy,
2008, p. 59). This law forbids the employer from paying employees of opposite genders different amounts, if the same job is performed; they have equal skills and responsibilities, and are performed under similar working conditions. (A1)

The “Age Discrimination in Employment Act” (Mondy, 2008, p. 62), was ratified to law originally in 1967. The law, as written in 1967, provided protection from discrimination for those 40 to 65. The amendment in 1978 increased the age to less than 70 years old. Eventually, in 1986 the need arose to increase the age…...

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