January 2017
Aero Crew News Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .
Exclusive Hiring Briefing
CONTRACT TALKS
FITNESS CORNER
SAFETY MATTERS
HOW TO FLY AIRPLANES
The Challenges of Commuting Evolution of CRM
Raising Awareness
Handling Rule Change
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January 2017
C o n t e n t s
Sections
Aviator Bulletins 6 Latest Industry News
How to Fly Airplanes Handling Rule Change
9
Food Bites 12 The Downtown CHA Overnight
Safety Matters 14 Evolution of CRM
Contract Talks 17 The Challenges of Commuting
Air Choice One Exclusive Hiring Briefing
20
Fitness Corner 28 Travel Fitness: Raising Awareness
The Mainline Grid
30
Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison Airline Base Map
The Regional Grid
40
The Flight Attendant Grid
50
General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison Airline Base Map General Information Work Rules Additional Compensation Details
Airlines in the Grid
Updated Legacy
Alaska Airlines FA American Airlines Delta Air Lines Hawaiian Airlines US Airways United Airlines Virgin America
Major
FA Allegiant Air Frontier Airlines JetBlue Airways Southwest Airlines Spirit Airlines Sun Country Airlines
International Qatar Airways
Cargo
ABX Air Ameriflight Atlas Air
FedEx Express Kalitta Air UPS
Regional
Air Wisconsin Cape Air Compass Airlines Corvus Airways CommutAir Endeavor Air Envoy FA ExpressJet Airlines GoJet Airlines Great Lakes Airlines Horizon Air Island Air Mesa Airlines Republic Airways Seaborne Airlines Skywest Airlines Silver Airways Trans States Airlines FA PSA Airlines Piedmont Airlines
If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to info@AeroCrewNews.com
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Letter From the Editor
Editor in Chief Craig Pieper Aero Crew Solutions, CEO Scott Rehn Layout Design By Craig Pieper Dear Readers,
Photo used with permission from Unspalsh.com
Aero Crew News and Aero Crew Solutions would like to wish you a Happy New Year and thank all of you for the updates that were submitted last month! Keep them coming in.
Additional Contributors Max Wettstein, Marc Cervantes Scott Stahl, Brenda Barnes, Stefanie Kitcher, Megan Hovey, and Ray Randolph
Fly Safe, Craig Pieper We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.
Here’s what you missed last month. Aero Crew News featured Jet Linx. Safety Matters looks back at The Evolution of Aviation Safety. Flying is my Religion™ provides tips for finding cheaper hotels. Contract Talks looks at different Line Bidding. Fitness Corner talks about how to watch that Holiday Weight. Plus more Aviator Bulletins; TA approved by Delta pilots, more bonus pay, flow-through and new air service!
Aviator Bulletins Provided by the companies listed Photographs By Air Choice One Corporate Communications Department Photographs used with permission from Air Choice One,
Craig Pieper
Additional Photographs As noted
To view this and previous issue visit our archive at aerocrewnews.com/ category/issues/
© 2016 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.
January 2017
Aviator Bulletins
The latest aviation industry hiring news and more.
Hillsboro Aero Academy and Horizon Air Launch Pilot Recruitment Program Aimed at Aspiring Pilots PORTLAND----Hillsboro Aero Academy (HAA) and Horizon Air have signed an agreement to establish a pilot development program, which will provide a tuition stipend to students pursuing an aviation career. This program is designed to help recruit new students into the program at HAA and provide existing students with an opportunity to fly as a first officer/pilot with Horizon Air following the completion of their program. According to the 2016 Boeing Pilot and Technician Outlook report, to keep up with demand, the airline industry will need to train an additional 558,000 new commercial airline pilots over the next 20 years – about 28,000 each year. This new recruitment program is intended to help increase the steady supply of well-trained pilots entering the industry. “With the looming pilot shortage, Horizon is excited to partner with high quality aviation programs, like Hillsboro Aviation Academy to enhance our recruiting efforts and ensure the next generation of pilots look to Horizon as a place they can build their career in aviation,” said LaMar Haugaard, Horizon Air director of pilot development and recruiting. Under the program, Horizon Air will award a stipend for eligible HAA students who have completed their private pilot certification and are working toward completing their Commercial Flight Instructor certificate. Students who accept the stipend will receive a conditional job offer at Horizon Air.
In addition to the Horizon Air stipend, HAA has allocated $143,000 towards funding individual advanced certifications—enabling students the opportunity to train for specialized skills. “This trend signals a robust and growing sector for aspiring pilots and exceptional career opportunities well into the future,” stated HAA CEO and President Jon Hay. “We believe our collaboration with Horizon Air provides aspiring pilots with an outstanding opportunity to complete their full certifications and an unparalleled opportunity to kick start their career with quality training, and employment with a regional hallmark carrier.” HAA is a leading institution for pilot training, specializing in professional airplane and helicopter certification programs. For questions about this press release or Hillsboro Aero Academy contact Seth Hansen at shansen@flyhaa. com or 503-726-3000. About Hillsboro Aero Academy Hillsboro Aero Academy, formerly Hillsboro Aviation’s flight school, is one of the largest helicopter and airplane flight training schools in the United States. With a fleet of over 80 aircraft, Hillsboro Aero Academy flies in excess of 70,000 flight hours per year from its three campuses in Oregon. During its 36 years in business, the company has training thousands of pilots, and its graduates fly for operators worldwide. To learn more about Hillsboro Aero Academy, visit www.flyhaa.com.
Kalitta Tentative Agreement Passes Kalitta’s TA passed last month bringing Kalitta to the top of the charts with a 55% pay increase, bringing first year pay to over $100 an hour! Plus increased per diem, reduced duty periods, 16-day max schedule, better health insurance and retirement benefits and more! Learn more about Kalitta at www.kalittaair.com.
6 | Aero Crew News
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Jet Linx Aviation Reports 2016 Growth In Jet Card Members, Aircraft Under Management And Local Base Operations OMAHA, Neb. (Dec. 14, 2016) – Jet Linx Aviation, a personalized private jet company headquartered in Omaha with nationwide service through its 14 Base locations, finishes 2016 with steady growth in its client roster, total aircraft and overall operations. This year, 32 aircraft were added to the fleet, bringing the total count to 82, ranging from light, mid, super mid and heavy jets. In addition, Jet Linx saw more than a 20 percent increase in Jet Card holders, bringing the total number to 1,200 members.
added two new Base locations this year, expanding their presence to Nashville, Tenn. (BNA) and Fort Worth, Texas (FTW) with a local service team, planes, pilots, and a private terminal (in Fort Worth)—all of which add up to a level of unparalleled personal service and value. The addition of these new bases also contributed to overall team growth, with Jet Linx adding 178 team members (including pilots and day-to-day operations staff), bringing the total number of employees nationwide to over 400.
“Our growth demonstrates the need that we have filled in the private aviation industry for a more localized customer service experience with all of the advantages of a national provider,” said Jamie Walker, President & CEO of Jet Linx. “We are in the business of personal aviation, with a differentiated business model that elevates expectations.”
Jet Linx, which manages the third largest part 135 fleet, also made strides while in flight. Jet Linx concludes 2016 with more than a 20 percent increase in miles flown since last year, totaling 58 million miles since inception. Peak travel times including the Thanksgiving season, aided in breaking previous company records, with 140 legs flown on Tuesday, Nov. 22 and 174 on Sunday, Nov. 27. On the international front, Jet Linx achieved authorization to operate in Cuba, granting Jet Card holders and aircraft owners the ability to travel to Havana and 11 other airports in Cuba upon securing the required visas.
New Base Locations Due to growing service demand, Jet Linx Aviation Images provided by Jet Linx
Miles Up In The Air
Achieving Highest Safety Standards Jet Linx is among the four percent of aircraft operators that have earned an ARGUS Platinum Safety Rating once again this year, the highest safety rating awarded to an operator which has been presented to Jet Linx every year since 2005. In addition, Jet Linx attained The International Standard for Business Aircraft Operations (IS-BAO) Stage 3 certification in 2016 (the highest IS-BAO rating), which has become a globally accepted “gold seal” for business aviation operations attesting to the highest standards in safety and efficiency, placing Jet Linx in the top one percent of all operators for safety. For more information about Jet Linx, service experience and Jet Card benefits, and aircraft management visit www. jetlinx.com.
January 2017
Aviator Bulletins Expect big things from Envoy in 2017
Image provided by Envoy As successful as last year was for Envoy, 2017 is expected to be even better. In 2016, Envoy increased its first-year pay and bonuses to offer industry-leading pay for pilots, launched an innovative Rotor Transition Program for military helicopter pilots wanting to become airline pilots, embarked on a fleet renewal program with the record-breaking introduction of the Embraer 175, and hired 379 new Envoy pilots. Starting this year strong, Envoy celebrates the reopening of its crew base in New York LaGuardia Airport (LGA) on Jan. 9. Envoy currently provides ground handling service for American and American Eagle in New York, so the introduction of a crew base and flight operations means even more opportunities for all work groups and an expansion of jobs in the area. In other base news, Envoy will also open its newest maintenance base in Little Rock, Arkansas (LIT) this March.
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The base will support both Embraer 175 and 145 regional jets and is hiring more than 60 mechanics for overnight maintenance operations. A strong maintenance network is key to a smooth operation, and all Envoy employees enjoy monthly payouts for meeting key operating metrics. New aircraft, bases and reliable service lead to opportunity, and Envoy plans to hire at least 750 pilots in 2017 to staff our growing fleet – with immediate opportunities posted now for 100 First Officers to upgrade to Captain. With its industry-leading flow-through agreement with American Airlines, Envoy expects that at least 330 pilots will automatically flow to continue their career at American Airlines by the end of 2017. As a wholly owned subsidiary of American Airlines Group and still the largest provider of regional feed to American, the future is extremely bright for Envoy. Learn more at www.envoyair.com.
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How to Fly Airplanes
Handling Rule C h a n g e
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here is new conversation going on about the recent FAA change regarding teaching slow flight. They make the change. We don’t really need to worry about whether it is right or wrong, it’s now the rule, just keep on teaching flight. Their concern is prevention of loss of control incidents. Okay, teach slow flight as always. The specific method doesn’t really matter as long as the Student can control flight to any given indicated-airspeed. If proficient in this, he can demonstrate it in the manner the regulators want and at the same time still be safe at the slower indicated-airspeeds as always taught.
Written by: Robert Reser This is reminiscent of the olden days when it was deemed safer to make longer power-on approaches rather than the idle-power landings that had always been used. The result is we still have loss of control with base turns to approach. But an unintended consequence is we no longer have any proficiency in idle-power landings, which also happens to be the procedure for making engine-out approaches and landings. Another unintended consequence is burning a lot of training time driving out for the longer approach. If training continued teaching proficiency in idle-power approaches (“short approach”), for certification demonstration purposes, the longer approach is Photo provided by Robert Reser
January 2017
How to Fly Airplanes
Photo provided by Robert Reser
a piece of cake. Anyway we are always subject to doing one or the other on any given landing so must be proficient in all kinds of approaches. The proposed circular approach and landing currently being tested is also just a variation of normal approaches. The actual turn to base and final is always subject to positioning on the downwind and requires adjustment depending on that and related wind conditions. In addition, the constant turn from
10 | Aero Crew News
downwind to final still requires leveling the wings at some point to check that the final is clear. Let’s just concentrate on teaching how to control the aircraft in all these situations. If we have the Student proficient enough for a certification ride, we can teach him what to demonstrate on the check ride in a couple of flights. HANDLING FLIGHT
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Handling Rule Change
What is this loss of control we worry about? It’s either stall, takeoff or landings gone wrong or spatial disorientation. These are three distinctly different things. Though consideration of risk taking is extremely valid, once in the air, the pilot must be able to handle any unusual conditions encountered. How does stall occur? Pulling and holding the control wheel aft…the only way. The Pilot stalls the aircraft…end of story! When maneuvering it is considered normal to use elevator input, however it is important the Student understand the cause of stall and the necessity with maneuvering to release some aft control before allowing the machine to attain stall. Statistically, off-field landings seldom touchdown before midfield of the chosen area (don’t want to be low or slow). One-half of these fatalities occur from overrunning the site. The idle-power landing proficiency will teach having the landing area unmoving (collision course) on the windshield. This is the desired procedure for all landings. Proficiency in forward slip is attained at the same time. Landing wind conditions often cause control loss. A Pilot must be aware of strong crosswinds and during landings while slowing from braking, be ready to add power for propeller blast to reduce the weathervaning effect on the fuselage. Added power can often retain or regain marginal directional control even while braking. Inadvertent IMC How do you handle spatial disorientation? As described in early model Cessna’s 150 and 172 emergency procedures; turn loose of the control wheel, concentrate and believe the turn and bank instrument or the attitude indicator, with rudder control, push to cause a standard rate turn and hold for one minute, reverse rudder to show zero turn and fly out of the condition. Add some power if needing to assure more terrain clearance. If night, adding power and flying straight ahead may allow re-attaining night references or otherwise turn back in the same manner. How do we teach aircraft flight control to enable the Student to become proficient in these particular situations? It requires assuring an understanding of how control works. The initial flight is particularly important since the Student will always think that is the way it is done. A quick way to introduce control to an initial Student is to fly their first few flights without touching the control wheel until landing roundout. This leads to understanding use of rudders to steer for taxi, heading control, and turns. Initial wiggling the pedals for directional control through all ground operation through liftoff teaches more precise steering. Additionally, rudder-only control allows early awareness of the kinesthetic feeling in the seat.
The initial flight is with a set elevator trim to approximate Vx. With takeoff power and mixture set, brake release will accelerate the aircraft and become airborne when proper lift is obtained. When airborne, continued rudder steering toward distant sighted objects and keeping them unmoving maintains directional control. Once airborne, exercises in power and elevator trim-change for altitude, indicated-airspeed, and level turns with no control wheel input will show the Student what the controls do and how they are used to direct the flight. After the understanding how rudder and power affect flight, use of ailerons and elevator will be incorporated. This requires the Instructor be proficient in hands-off flight control prior to teaching. These procedures lead to the concept of “hands-off” flight control as outlined in the 2014 Mar/Apr FAA Flight Safety-Brief, page 13. This article should be required reading for all Pilots. It has been demonstrated that using the hands-off concept for initial training, a Student can be proficient for solo in five hours and complete all PPL requirements within thirty hours… try it, you may like it!
About the Author Bob Reser has flown for over fifty years as both a commercial and military pilot. He has flown a variety of aircraft and holds ratings in several large aircraft. Additionally Bob has done flight instruction and managed flight instructors for several years. Bob holds ATP in Boeing 727, 757, 767, 747-400, DC-10 and B-25. His first commercial flying job was single pilot B-25 dropping on forest fires in Alaska with only 300 hours total time. He flew USAF and Air National Guard transport (C-123), observer (O-2), and jet fighter (RF-84, F-89, F102) aircraft for 20 years while flying the commercial airline very large transports for 30 years. Bob also holds USAF Navigator and Radar Observer ratings. For several years after airline retirement, he worked as VicePresident of Safety for a large flight school. The later years when working at the flight school, with ongoing review of Instructors, Students, and Examiners, the ideas professed of how to control flight were formed, there began an idea that something is missing in the general knowledge of aircraft control. The past few years Bob has been working on his book while professing the need for a changed approach to basic flight training. You can request a complimentary e-book by emailing Bob at bob@safe-flight.net.
January 2017
Food Bites
Written by: Craig Pieper
The Downtown CHA Overnight Maple Street Biscuit Company
T
his amazing little local restaurant serves up some amazing breakfast options. I found it simply by chance. I left my room after my First Officer and Flight Attendant didn’t answer their room phones and I found myself in the elevator with an older couple. The wife happened to follow me to the front desk and as the receptionist was guiding me on local places to eat the lady chimed in and said, “You have got to try Maple Street Biscuit Company!” I got directions and within 8 minutes or so I found myself walking into something I hadn’t expected. This wasn’t a sit down restaurant like I imagined in my head. There was a bunch of line staunches lined up at the front door. I must have gotten lucky for once because there was no one in line. After a short discussion with the very happy and friendly server behind the registering I picked out my brunch. I choose “The Five & Dime”. A flaky biscuit sandwich with an all-natural fried chicken breast, pecanwood smoked bacon, cheddar cheese all topped with a fried egg and then smothered with their amazing homemade sausage and gravy with a kick! She then asked me if I were an elf what would be my elf name. The only thing I could quickly think of was Jack. After a short weight I was enjoying this amazing knife and fork breakfast sandwich. The egg was cooked perfectly, the flaky biscuit, smothered in gravy and melted in your mouth as the fried chicken breast crunched and the gravy added it’s special kick! Just as I was thinking, how could I finish this, I was engulfing the last bite. I would highly recommend a stop here if you have the time! If you have any great spots to eat at, feel free to share them with us... foodbites@aerocrewnews.com
12 | Aero Crew News
The Five and Dime. Photo taken by Craig PIeper
Maple Street Biscuit Company 407 Broad St Chattanooga, TN 37402 maplestreetbiscuits.com +1 (423) 362-5380
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Safety Matters
Written by: Scott Stahl
Evolution of CRM The Foundation of Aviation Safety
all professional pilots have trained for repeatedly and frequently.
Photo of Eastern Airlines Flight 401, after it crashed into the everglades while on approach to Miami International Airport. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov
W
However, after the advent of Cockpit Voice Recorder and Flight Data Recorder technology, safety investigators quickly started to determine that most accidents were actually caused by a category of factors knows as “Human Factors.” Human Factors is a broad way to classify how humans perceive, receive input, process data, reason, and ultimately interact with other humans and their environment. Understanding how humans interact with their environment is critical to safety and was critical to the development of CRM because it was found that a majority of accidents could have been prevented by improving the way the people on the airplane interacted with each other. This became especially apparent as airplanes became more complicated, automated, reliable and capable as the rate of accidents caused by the airplanes themselves became less and less. This coupled with
hen we think of aviation safety, we usually think of nothing at all. We think of the millions of flights, the billions of passengers and the months or years that go by between accidents and typically accept aviation as being a “safe” form of travel. This is especially true of the public at large, who may have no technical knowledge of aviation whatsoever and who almost certainly have no idea about the complexities involved in taking a tube of aluminum, loading it with fuel, passengers and bags and hurtling it through the sky at hundreds of miles an hour during all types of weather, at all hours of the day.
several major accidents that didn’t involve an airplane fault at all really highlighted the need for improvements on the human interface side of the equation. Crew Resource Management was a way to ensure that all stakeholders in a flight had a way to ensure that everyone had equal input and weight into the decisions that were made and that teamwork and advocacy were encouraged rather than discouraged.
However, anybody in the aviation industry knows the extreme amount of complexity and coordination required to safely move airplanes all over the world and one of the primary technologies that allows it to happen is CRM or “Crew Resource Management.” Like most technologies, CRM has been an evolving concept and one that was, unfortunately, born out of necessity as a result of several high profile and completely preventable accidents.
Another photo of Eastern Airlines Flight 401. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov
The accident at Tenerife where two 747’s collided, the brand new Eastern L-1011 that crashed in the Everglades due to lack of crew coordination and the United Airlines DC-8 that
In aviation, we spend hours and years training for inevitable and catastrophic events that could happen to us in order to insure that we are not just ready for them if they do happen, but also to insure that we are adequately trained and proficient if they do. Engine failures, control failures, partial and total landing gear systems failures, and many more are things that
14 | Aero Crew News
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Safety Matters this was the initial accident that prompted psychologists to start looking into what would evolve into CRM concepts, but it wasn’t until the 1978 United Airlines DC-8 crash that CRM concepts would be formally recommended as the result of an accident, and then ultimately rolled out in training for the first time by United Airlines in 1981. By the 1990’s CRM had proven so effective that it was practically a world standard and is something today that is just an inherent part of the operating environment. Not only is it mandated by the FAA, but it has become a normal part of the fabric of everyday aviation operations. Once its effectiveness had been determined amongst flight crews, it was expanded to include dispatchers, mechanics, ramp ops, ATC controllers Photo of United Airlines Flight 173, after it crashed into a wooded area while troubleshooting a landing gear anomaly. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov ran out of fuel in Portland all highlighted the failures in human interaction that resulted in these accidents with perfectly good airplanes. Once researchers started looking into the human environment on the airplane, it was determined that by and large aviation operations did not foster open communication and advocating by all flight crew members. Some companies even promoted such a culture where it was acceptable for the Captain to be a totalitarian figure on board the airplane. Obviously, not fostering open communication or placing much value on the experience or viewpoint of other crew members was detrimental to safety, and according to the FAA, human error was a factor in 60-80% of all aviation accidents. It was
“Email Your Safety Thoughts To Scott.Stahl@aerocrewnews.com” also found that there were no fundamental procedures for workload management such as Pilot Flying and Pilot Monitoring. The lack of communication and lack of crew equality could be clearly seen in the United DC-8 accident where both the First Officer and the Flight Engineer had repeatedly prompted the Captain about their worsening fuel state with no action. The workload management issues were apparent in the Eastern Airlines L-1011 crash when it became clear that all flight crew members were intensely focused on a minor problem (burned out lightbulb) while the aircraft descended into the ground with nobody monitoring the airplane. Perhaps the most specific example of the issues with the human operating environment was the Tenerife accident precipitated by an impatient Captain who willfully disregarded controller instructions related to departure by taking off without a clearance to do so. Ironically,
Another photo of United Airlines Flight 173. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov and anybody else who had a stake in the safe outcome of a flight. This resulted in the change from “cockpit resource management” to “crew resource management.” In the next issue, we will discuss the foundational concepts of CRM and how they apply to a multi-crew environment in aviation operations. Of course, Safety Matters is best with reader participation so any submissions with questions, thoughts or topics for discussion are always encouraged and may be sent to scott. stahl@aerocrewsolutions.com. Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Scott obtained a Bachelor's in Aeronautical Sciences from Embry-Riddle Aeronautical University's Arizona campus, with a minor in Business Administration. He also obtained his Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical University’s Arizona Campus. Scott is currently a First Officer at a Regional Airline and has over 4,000 hours of flight time and is an active CFI with FAA Gold Seal.
January 2017
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We Can Offer: 16 | Aero Crew News
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Contract Talks
Written by: Marc Cervantes
The Challenges of Commuting
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ost airline pilots in the United States have the freedom to live in a city different than the pilot’s assigned domicile. While such opportunity improves quality of life, the downside is the need to “commute” to domicile during that pilot’s free time; eating into precious time off. This a to pilots taking different factors into consideration when they are thinking about commuting. First and foremost, the minimum amount of days off a pilot has each month is crucial. Each airline offers a minimum of days off per month, the norm being 12 days. Some airlines have a clause in their contract that states a minimum block of days off between each trip. The blocks of days off are dictated by the contract for the purpose of creating monthly schedules. Generally, one can expect two days off in between trips (or reserve days), with one airline granting as many as four days off. Other airlines may not have such clause, resulting in pilots having only one day off in between trips, making it very difficult to commute home and enjoy any time off. It is worth noting that the pilot may have the ability to move trips around to have more or less days off in between trips. If an airline has a Commuter Policy in its contract, it will dictate the requirements pilots must follow in order to be covered by the policy. A Commuter Policy is an agreement
Photo used with permission from Unspalsh.com between the company and the pilots that allows pilots to not face disciplinary action if they are unable to get to their domicile for their trip. The company does require some evidence of the pilots attempting to get to their domicile. For example, almost all airlines require two flight options for each segment. If the pilot has to connect to get to their domicile, then each city-pairing segment requires two flight options. Some airlines may allow pilots the option to rely on one flight option between two city pairings. If this option is used, a pilot may have a maximum amount of occurrences (usually three times in a rolling 12 months) before the pilot receives any disciplinary action. The commuter clause will,
January 2017
Contract Talks
for the most part, cover all domestic flights. Certain airlines will extend the clause to international flights within North America and Europe. If the pilot is unable to get to his/her domicile in time, coordination with crew scheduling is essential. Airlines will require the pilot to contact scheduling; scheduling may allow the pilot to commute to another base (if possible) to rejoin his/her original trip or to work a different trip. Scheduling may also want the pilot to continue trying to get to their domicile for other flights. Most airlines will grant the pilot a hotel in domicile if the pilot commutes to base and scheduling has no flights to assign the pilot. Lastly and most importantly, airlines will not pay protect a pilot for any flying missed due to the commuter clause. While not directly affected by the airline’s contract and commuter clause, living at base will provide more opportunities for pilots to get paid more by picking up extra additional flying on days off, especially when the company Photo used with permission from Unspalsh.com
provides incentives. For example, a commuting pilot may not be able to pick up a day trip paying 200% because of the work required to commute to base and back home—a pilot living in domicile may easily work the day trip. Being able to commute to one’s domicile base can be seen as a great improvement to a pilot’s quality of life, but complications may arise. An airline’s minimum days off will weigh heavily when determining if a pilot can live in another city or not. Compensation will also be impacted two-fold: a commuting pilot will lose out on any flying missed due to complications with commuting as well as difficulty picking up extra trips. Although commuter clauses mostly resemble each other, these other contractual differences may impact commuters the most. If a pilot decides to commute, he or she will have to look into crash pads. Crash pads are temporary sleeping places where multiple pilots and flight attendants (from various airlines) lodge. Some crash pads require a monthly rent, whereas others will require a fee for each night the crew member stays. Crash pads are relatively close to a particular domicile and transportation, for the most part, is provided. Duration is a very important aspect, as some will only allow pilots to stay there for a limited time, whereas other crash pad options do not have a certain time limit. This option comes in handy for pilots who are faced with an unscheduled overnight in base (especially reserves) and require a place to stay at for the night. For pilots staying at crash pads, utilities are generally paid for. Housekeeping is generally provided depending on the crash pad operator. Overall, crash pads are very beneficial for pilots who are brand new to the aviation industry due to the fact that other pilots stay at crash pads and connections are made. Additionally, new pilots can learn about the contract by connecting with other pilots.
Marc Cervantes is an Embry-Riddle Aeronautical University-Daytona Beach graduate, having received his MBA in Aviation Finance as well as his BS in Aeronautical Science. Marc is currently a First Officer for a regional airline, having logged over 3,000 hours of flight time. In his spare time he volunteers on three separate MEC committees and has started up an organization dedicated to helping the younger generation of pilots network with current pilots. Their goal is to help pilots looking to join the regional airlines. For more information about Professional Pilots of Tomorrow visit ThePPOT.org.
18 | Aero Crew News
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PROFESSIONAL PILOTS OF TOMORROW Free mentor program • Unbiased info • Connect to a growing network Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs. Our aim is to provide confidential, insightful, and unbiased mentoring to pilots by more experience and seasoned professional pilots from the airlines throughout the aviation industry. We’ve created an environment where aspiring pilots are well prepared to make the critical early career and lifestyle choices unique to the aviation industry.
JOIN US!
Visit our website, and fill out the “interested pilot” form www.theppot.org info@theppot.org
January 2017
Air Choice One Inaugural Flight from Fort Dodge, Iowa to Minneapolis-St. Paul International Airport Summer 2016
I
t is an exciting time at Air Choice One! Growth and expansion in strategic areas are paramount and, the communities they serve benefit as a result.
Air Choice One is a scheduled Midwest regional airline providing Essential Air Service to communities, with headquarters based in St. Louis, Missouri. The presence of Air Choice One in the communities they serve supports community growth and economic development by providing a means to increase business traffic, foster travel opportunities for residents and offer families an affordable way to come together. Elevating the air travel experience for business and leisure passengers alike, Air Choice One offers a “First-Class” experience and a comfortable atmosphere wherein to travel. Air Choice One’s goal is to deliver excellent customer service, reliable scheduled commercial air service, and an experience unlike any other.
20 | Aero Crew News
Air Choice One offers an extraordinary opportunity for rural communities such as the opportunity to enjoy the benefits of efficient, scheduled airline service into larger cities, like St. Louis (STL), Chicago (ORD) and Minneapolis (MSP), from their local airport. Air Choice One is a Part-135 Scheduled Airline serving rural and urban communities located in the Midwest. The company is enroute to become a Part-121 Airline servicing even more Midwestern communities. Air Choice One began its’ journey back in 1979 under its parent name, Multi- Aero, Inc. Multi-Aero, Inc. began as a corporate charter, crop dusting and cargo delivery for the U. S. Postal Service (USPS) and United Parcel Service (UPS). Since it’s inception, Multi-Aero has made its way from a unique affordable carrier to a very successful scheduled airline. In 2008, Multi-Aero, Inc. became Air Choice One, when they won their first Essential Air Services contract with a
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route connecting Kirksville, Missouri to St. Louis-Lambert International Airport. In a short span of eight years, Air Choice One has flourished into a booming scheduled carrier with services to ten Midwestern destinations, and 58 convenient weekly flights. Air Choice One offers connecting flights from smaller communities to larger hubs such as St. Louis-Lambert International Airport (STL), and Chicago O’Hare International Airport (ORD).
Air Choice One is building a solid foundation by strategically controlling their growth for sustainability. Investing in advanced software suites, such as eTT Aviation’s SkedFlex, to assist in managing flight operations, and creating a seamless environment for flight routing and ground operations. Air Choice One route map as of January 2017
This year has been a banner year for Air Choice One. They have added their eleventh aircraft to their already hardy fleet, and started providing airline services to Minneapolis-St. Paul International Airport (MSP) as their third hub. The future for Air Choice One is looking bright, including expansion of scheduled services and operating larger more dynamic aircraft as growth demands. The mission of Air Choice One mission is to be a performance leader in the airline industry by providing services tailored to meet the everchanging realm of air travel and set the highest standards in service, safety and cost containment in the industry. Bringing excellence to the table, Air Choice One unlocks the potential to elevate the standards for air travel in the areas they serve. Air Choice One continues to press forward to surpass their competitors in quality, innovation and improving their services to become the preferred airline in the communities they serve. As they tirelessly pursue new growth opportunities, Air Choice One works to continually improve their strong competitive position for serving strategic markets as an ethical company that is emulated as a model of success.
January 2017
Air Choice One’s fleet consists of Cessna Caravan 208B in both legacy and glass cockpit (EX) setups. The fleet of Cessna Caravan is equipped with both traditional instruments panel with a Garmin 530/430 GPS, or the G1000 glass cockpit on the EX models. All aircraft are equipped to safely conduct operations during icing in-flight. Captain / Pilot in Command Part 135 minimum Requirements •
Commercial Single Engine
•
Instrument Rated
•
First or Second Class Medical
•
1,200 Total Time
•
500 Cross Country Time
•
100 Night Time
•
75 hours of actual or simulated instrument time
•
50 Turbine
First Officer/ Second in Command minimum Part 135 Requirements •
Commercial Single Engine
•
Instrument Rated
•
First or Second Class Medical
•
250 Total Time
•
100 Cross Country
•
50 hours of actual or simulated instrument time
•
50 Turbine
Air Choice One promotes from within when possible, and each employee has a chance for upward mobility opportunities over the course of their career. A First Officer can expect to upgrade to a Captain (PIC) within 6 to 12 months of joining Air Choice One. Air Choice One offers completive benefits such as: •
Competitive Pay
•
Per Diem (Per Duty Hour) Pay
•
Paid Training
•
Medical and Dental Insurance
•
401k Plan
•
Paid Vacation and Holidays
•
Flight Benefits
•
Discounts on cruises, car rental, hotels and other hospitality services.
A key benefit that Air Choice One has to offer Pilots is the opportunity to work in a safe professional environment, with an experienced flight management and ground support team. Every month Air Choice One has scheduled training for newly hired pilots and Captain Upgrades. Within the threeweek training course the first week is online based training via Computer Training Systems (CTS), the second week is classroom indoctrination/systems training, and during the final week is the scheduled Cessna Caravan training flights and a subsequent check ride. Each month Pilots are given the opportunity to bid upon routes and schedules. Captains PIC are guaranteed a minimum of 70 hours a month and First Officers are guaranteed 60 hours
Passengers in Fort Dodge, Iowa board one of Air Choice One’s Cessna Caravan 208’s
22 | Aero Crew News
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a month. The past three months, pilots have been averaging flight time of 82 hours per month. A typical Air Choice One Pilot schedule can last three to four days on the line, with two to three days off. Air Choice One currently has three bases of operations; St. Louis-Lambert International Airport (STL), Mason City, Iowa (MCW), and Gogebic-Iron County Airport in Ironwood, Michigan (IWD). Air Choice One is currently hiring Pilots for their St. Louis, Missouri base. According to financial studies, the St. Louis
Metropolitan area is in the top ten most affordable places to live in the United States. St. Louis has great things to offer, a thriving diverse culture of people, free attractions such as museums, the St. Louis Zoo, premier science, and art centers. Additionally, St. Louis is home to Anheuser Busch Brewing (InBev), and a large number of independent craft beer brewers. If you are looking for fun things to do, St. Louis has concerts, major sporting events, and an unending list of fairs and festivals. To learn more about Air Choice One, or to apply, please visit us at: www.airchoiceone.com, #Airchoiceone, & Fly@ airchoiceone.com
Fast Facts: Headquarters:
St Louis, Missouri
Year Founded:
1979
Number of employees:
200
Number of Aircraft:
11
Number of Pilots:
90
Most Junior Captain Hired:
December 2016
Number of Bases:
3
Bases:
STL (St. Louis, MO), MCW (Mason City, IA), IWD (Ironwood, MI)
Number of Cities served:
10
Key Benefits:
Competive Pay, 401k, CASS, Medical and Dental Insurance, Paid Vacation
Website www.airchoiceone.com Phone - 314-843-8501 Facebook - www.facebook.com/airchoiceone Twitter - www.twitter.com/airchoiceone LinkedIn - www.linkedin.com/company/air-choice-one-airlines Instagram - www.instagram.com/airchoiceone Pinterest - www.instagram.com/airchoiceone YouTube - https://www.youtube.com/channel/UCP-rCZB670tA7x4RlarTy3w
January 2017
Interview with Ray Randolph, Air Choice One
Pre Interview: Craig: How do you select applicants to be brought in for an interview? Ray: Air Choice One will review all candidate resumes that are submitted. Air Choice One will look at a pilot’s breakdown of flight times, type of flying experience, Type of Certification, Ratings and Credentials.
C: R:
What kind of questions can an applicant expect to be asked? Behavioral based interview, “what has been your worse day in Aviation?” We will ask questions about their work history, long and short term career goals. Also will ask what they know about Air Choice One. We want to ensure that a candidate will fit within Air Choice One’s culture.
C: R:
C: R:
Can you give me some examples of the TMAAT questions that you like to ask? We will ask the candidate, “Tell me about a time you were pressured into doing something unsafe, and how did you respond?
C: R:
If the TMAAT question being asked does not apply to that applicant can that question be skipped? Yes
C: R:
What are some of the biggest mistakes that applicants make during the interview process? One of the biggest mistakes a candidate can do is not being prepared. Not knowing the history or current information about Air Choice One.
What can an applicant do to increase their chances of being called for an interview? If a Pilot has 500 or more total time, experience with cross-country and night time flying, instrument proficient, and have relevant experience
C: How critical is it to attend a job fair to get an interview? R: Not critical, we accept candidates’ resumes & application via Social Media, and emails. C: R:
What is the best way to prepare for an interview with your company? Be prepared to discuss your aviation experience, basic IFR procedures, your attitude towards customer service, describe your short and long term career goals
Interview: C: Can you walk me through a typical interview? R: Telephone interview, Behavioral Based Interview, Personality Assessment, and finally in person interview at Air Choice One Corporate office, and review of the pilot’s log book.
24 | Aero Crew News
Written test: C: Is there a written or computer test? R: No C: R:
Is there a personality test? Yes
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Interview with Ray Randolph continued...
C: R:
What recommendations do you have for applicants to prepare themselves for the personality test? Take your time; take the test on a computer, not a smart phone, There is no wrong answer
C: R: One
What results are you looking for in order for an applicant to pass the personality test? Do they have a personality that is a good fit with the work culture and the Mission of Air Choice
Simulator Evaluation: C: Do you have a simulator ride? R: No Post Interview: C: Do you tell applicants they are hired in person that day? R: Yes, After a Pilot has completed the in person interview.
C: R:
If not, how long do applicants have to wait to know if they are hired? 2 to 4 days
C: R:
How soon can an applicant expect a class date after being hired? Air Choice One has an Indoctrination class every month. We try to get candidates in the next month’s class.
General: C: How many pilots does your airline expect to hire this year? R: At least 60, 30 Captains/ Pilot In Command and 30 First Officers/ Second In Command.
Credits: Recruiter: Megan Hovey:
Marketing Coordinator
Stefanie Kitcher: Brenda Barnes:
Ray Randolph
Marketing Manager
Employee Travel Coordinator
January 2017
T HE WO RL D ’S LA R G E S T NET WO RK O F LG BT AV IATO RS A ND E NT HU S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCOMI N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA W IN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
26 | Aero Crew News
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Aero Crew News Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .
Take your company to new Flight Levels, advertise with us. Download our advertisement contract at AeroCrewNews.com
January 2017
Fitness Corner
Written by: Max Wettstein
Travel Fitness: Raising Awareness
W
hen most of us dreamed of becoming pilots as kids, the furthest thing from our mind was that flying might not be a physically healthy career. We all knew there with some risks inherent to the aircraft and flying them, as far as mechanical failures and non-normals, but we soon learned that with enough training and experience, we could minimize those risks to very low levels. Unfortunately after all our hard work and achieving our dream job of flying the line, we are exposed to many occupational health hazards. However, we can apply our years of learning how to mitigate risk as well as our pilot discipline, to also minimize most of the health hazards we face. The first step towards protecting our health & longevity so we can fly until age 65 and beyond, is gaining awareness of these hazards. Here are few of the top hazards we face in no order of priority, because the significance of each hazard varies individually depending on our genetic predisposition and lifestyle, as well as our current state of health: 1. Long term Sitting. Long term sitting is linked to shorter lifespan no matter what career and has been stigmatized as the “new cancer”. If you’re sitting for a long time, it means you’re sedentary which leads to a myriad of health problems and higher risk of all disease over the long term. (Long term) Sitting is also not ideal for the integrity of the spine and over time can lead to many ergonomic and bio-mechanical issues with the lower back and the discs of the spine. Risk of blood clots and Deep Vein Thrombosis also increases with periods of long term sitting.
28 | Aero Crew News
Photo provided by Max Wettstein
2. Circadian Rhythm (Sleep-Wake Cycle) Disruption. Sleep is the foundation of our health, more so than diet or exercise. If you’re not sleeping consistently well, you can expect your health to suffer in every other area. A regular sleep schedule is critical to our health, yet our airline careers usually mean very random flight schedules and thus very random sleep schedules, leading to interrupted sleep patterns and jetlag. Even if you’re on a consistent flight and sleep schedule, but it is redeye based, (on the backside of the clock), that too is linked to shorter lifespan and higher risk of all diseases. Human biology is engineered for us to be awake during daylight hours and sleeping at night. 3. Low Humidity Cabin Air. The air at altitude is already very dry and becomes even dryer once it enters the aircraft through the bleed air and aircraft packs. Low humidity cabin air over time can increase risk of dehydration, but more hazardous is that the ultralow humidity impedes the proper functioning of the villi hairs inside our nose and sinus membranes, and the protective mucus lining of the sinuses also dry out and we are no longer as protected from trapping airborne pathogens & toxins. This problem is further exacerbated when we layover in air-conditioned hotels where we can’t open the windows, and the room air is just as dry. Over time, many aircrew experience higher rates of chronic sinusitis.
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Fitness Corner 4. (High-altitude Ionizing Radiation) Galactic Cosmic Ray Exposure. For most of us, this hazard presents a negligible risk unless we fly higher latitude routes (closer to Earth’s poles), fly a lot, fly at higher flight levels, or unknowingly fly during a cosmic radiation event or solar flare event. This background radiation exposure can be compounded by additional ultraviolet light radiation during day time flying. Radiation exposure has a cumulative effect on our whole body as well as are eyes. 5. Carcinogen Exposure on the Tarmac. During our pre-flight walk-around inspection, depending on the aircraft, we are exposed to known carcinogens such as Jet-A fuel, residual turbine exhaust fumes, carbon fiber brake dust if the fans are on. There is also the biohazard risk of walking too close to the lavatory servicing cart and having it spill on you, or having a cart run over you at night – it has happened many times! 6. Hearing loss. This hazard needs no introduction. Photo provided by Max Wettstein
Follow Max Wettstein on Instagram: @maxwettstein & Twitter: @max_wettstein
These are just a few of the most common occupational health hazards we are at risk of every time we fly. A few others include hemorrhoids, kidney stones and bed bugs. My only goal today is to raise our awareness. Of course I would not concern you with any of these hazards if there were not plenty of defenses and strategies we could put into place to minimize them, but I will save those for next time as I delve into each hazard. Many defenses are common sense and I’m sure many of you are already doing a great job protecting your health so can continue living the dream for years to come. Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, appearing on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and Personal Trainer. Max currently runs a holistic health & travel fitness blog. Max was the initial fitness & health contributor for the pilot cadre at JetBlue for 5 years before corporate took over. As a longtime advocate of holistic health and longevity, Max has made a commitment to researching every occupational health hazards we pilots and aircrew face while flying the line, from long term sitting to jet lag, to radiation exposure. Max also specializes in designing quick, high-value, body weight-only workouts, that can be performed anywhere while on the road, even in your hotel room or the hotel stairwell. Max has the unique background of both airline travel life along with cutting edge fitness, and has learned how to make both work as synergistic careers and as his lifestyle. In his free time when Max isn’t flying the Airbus or on set of a fitness infomercial, Max is usually surfing with his family, skateboarding, or playing beach volleyball in Encinitas, CA. www.travelfitness.org www.maxwettsteinfitness.blogspot.com
January 2017
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for 10 separate mainline airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!
Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
$209.31
$180,844
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
MD-88/90
EMB-190, CRJ-900
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$95.21
3.B.2.d
0%
15%
2
4.B.1.b*
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
26.C.2
25
$121.53
$109,376
$174.11
$156,699
1-2 = 15 Days
A350*
2
+25 = 38 Days
MMG: Minimum Monthly Guarantee, the minimum amount of 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 credit the employee will receive per month. The ability to work United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) more or less is possible, on the needs of the company, line $175,216 $305.39 depends $256,528 B787 5 H/M will still be credited for that leg. Some companies will notB767-400 cover $208.59 1-4 = 14 Days Max 1300 Hrs holder or reserve and open trips for that month. 5-10 = 21 Days New hires all reasons for cancellations. Refer to the contract for more 3.D
B757-300
$173.96
70
$146,126
$254.70
$213,948
11-24 = 35 Days receive 60 hours
0%
16"%
+25 = 42company Days after completing Per Diem: The amount of money the pays the employee $167.89 $141,028 $245.80 $206,472 training. for food expenses while from base, typically from show time A319 $161.02 $135,257 $235.76 gone $198,038 Deadhead: Positive space travel as a passenger for company to end of debrief trip. Day trip per diem is taxable while 3-A-1 3-C-1-a HRxMMGx12 time 3-A-1of that HRxMMGx12 11.A.3 13.A.1 22-A business; paid as shown in above referenced column. overnight is not. FAPA: Frontier Airline Pilots Association FO Top Out No. of Vacation Aircraft Sick Time 401(K) Pay Top CA pay Base Pay 401(K) DC PayTFP: MMG weeks & Trip forBasePay Types Accrual Matching (%) (Hourly) accrual IBT: International Brotherhood of Teamsters Major Airlines UTU: United Transportation Union Allegiant Air Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) ISP: International Savings Plan MMG of 70 3% 100% 7-12M=17.31 H Band 2* $87.00 $73,080 $146.00 $122,640 YOS: Years of Service with the company. Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H IOE: Initial Operating Experience, refers the flight training Band a new 3* $92.00 $77,280 $153.00 $128,520 ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band and 4* $97.00 $81,480 $160.00 $134,400 hire receives from a check airman after completing all ground 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 simulator training. Frontier Airlines
information.
2
B737-900, A321
(Frontier)
30 | Aero Crew News
2
28.D
3-4 = 16 Days 7.5 H/M without 401(K) Matching: Retirement plan, the company will match the DC: Direct Contribution, the company will contribute the listed 5-10 = 21 Days a sick call. B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119 $207.13 $186,417 5.65 H/M with a either employees contribution up to the listed percentage. Unless noted additional amount directly to the employees 401(K), quarterly A330 12-14 = 27 Days sick call = 29 Days Max 1080** the company will match 100% of what the employee contributes. or yearly, refer to the contract for 15-18 more information 19-24 = 33 Days
ALPA: Air Line Pilots Association
Perce heal emplo
Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
Abbreviation and definitions: B717
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
JetBlue Airways (JetBlue)
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$115,668
$202.47
$170,075
$104,084
$182.25
$153,090
70
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
8.B
15.B.2 & 3
16.B.2
16.4
5% 1:1
5% + 3%
24
Perce heal emplo
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0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
Pay During Training
A330, A350 B717, B767
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
Union
EFBs
Legacy Airlines AA May/1999 AA
AS
DL
Single 2.25 Dom** MALV 72-84 Occupancy, Paid $2.75 Int.** or 88* for by company
HA
US East Aug/2014
14,236
9,987
Oct/2015
Jul/2015
***
816
US West Sep/1998
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
$2.15
May 2007
1,759
11.D.5.b
5.A.1
5.A.1
Oct/2016
Oct/2016
February 2014
13,003
8,292
Feb/2016
Apr/2016
Feb/2015
Single Occupancy, Paid $3,888.29 / for by company $2.20 Dom., for the first 8 $2.70 Int. Month days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
5.E.1
3 Hours per Single day, plus per Occupancy, Paid diem for by company
5.B
APA
iPad
Bases
*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 BOS, CLT, DCA, ***Includes AA & USAir DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended
ALPA
iPad Air
SEA, ANC, LAX, PDX Contract 2013, as amended
ALPA
Surface
ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC
Contract 2014, as amended *Interisland
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
9.G.1 United Airlines (United)
A350, B747, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
*$0.05 increase on Jan 1st. UA
2 Digit Code
Single 3 Hours per $2.35 Dom* day, plus per Occupancy, Paid $2.70 Int.* diem for by company 3-E
4-G-1, 9-E
4-A
Pay During Training
Hotel during new hire training
Per Diem
A319, A320, A321
A321, A320, A319, E190
G4
F9
B6
$3,780 / month
MMG
B737
WN
A319, A320, A321
NK
Virgin America (Redwood)
12,500
Oct/2015
Dec/2016
7,765
ALPA
iPad
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
B737NG
A319, A320
Aircraft Types
794
Dec/2016
Dec/2016 983
Apr/2016
Apr/2016
$2.00
E:7/2013 A:10/2012
3,300
840
11
Dec/2016
Dec/2016
Feb/2015
May 2006
7,951
3,702
4.T.3
Feb/2015
Feb/2015
Feb/2015**
$2.20
January 2014
1,483
5.A.1
5.B.1
Dec/2016
Dec/2016
No
Add A, Pg24
$1.90
4.T.1
SY
MMG
None
1/24th the IRS CONUS M&IE airline daily rate
3.B
5.B.1
5.3
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
Octotber 2015
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
Feburary 2014
Single $1,750*/mo Occupancy, Paid for by company 3.D.1
Sun Country Airlines (Sun Country)
$2.00
Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.K.6
Spirit Airlines (Spirit Wings)
Single Occupancy, Paid for by company*
Single $2,500 per Occupancy, Paid month for by company Add A, Pg24
Southwest Airlines (Southwest)
2006
Union
EFBs
IBT
iPad
Major Airlines B757, MD-80, A319, A3220
Notes
FAPA
ALPA
SWAPA
Bases
Notes
BLI, FLL, HNL, *Company provides rental car during IWA, LAS, OAK, simulator training PGD, PIE, SFB AVL
DEN, ORD, MCO
Yes
iPad
JFK, BOS, FLL, MCO, LGB
*Pilot data approximate
Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month, **Number of retirements from MDW, OAK, Feb/2015 PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2010, as amended
289
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Aug/2016
$2.00
July 2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during new hire training
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
Rule book 2014 Union
EFBs
Bases
Notes
Cargo Airlines Atlas Air (Giant)
B747
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air
11.A.7
$2.40
IBT
January 2017
5.A.3 *PR = Pacific Rim, **NPR = Non
(Sun Country)
M&IE airline daily rate 3.B
Virgin America (Redwood)
A319, A320 THE GRID
Aircraft Types
VX
2 Digit Code
5.B.1
5.3
Aug/2016
General Information $2.00
July 2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during new hire training
Per Diem
$2,500 per month
None
10.J.1 Pay During Training
ALPA
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
Union
Nexis EFB
SFO, LAX, JFK EWR, LGA Rule book 2014
EFBs
Bases
Notes
Cargo Airlines Atlas Air (Giant)
B747
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air (ABEX)
B-767
$2.40
11.A.7
IBT
5.A.3
GB
$52 Dom. $89.75 PR* $79.75 NPR**
FX
$2,000 / mo Single $1.95 Dom. until Occupancy, Paid $2.75 Int. activation for by company date*
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
B777, B767, B757, MD11, DC10, A300
3.A Kalitta Air (Connie)
B747
K4
5.B.1.d
Week 1 paid by $600 / week crewmember, unitl OE then, Single Occupancy
May 2015
4,400
5.A.1 & 2
May/2016
Dec/2016
$1.90 Dom. $2.80 Int.
April 2008
317
6.A
Dec/2015
Dec/2015
5.A UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG 10.D.1
Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00* 5.H.1.a.1
2 Digit Code
Pay During Training
ALPA
*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended
IBT
iPad fixed in plane
Home Based Contract 2016 as amended
1,580
1,580
63,855
37,427
SDF, ANC, MIA, ONT
IPA
Hotel during new hire training
Per Diem
*Pacific rim and Europe flights
Contract 2016 as amended
12.G.2
Total Pilots Aircraft Types
4,288
Most Number of Pilot Pilots Retirements Junior CA hired 2012-2029
Union
EFBs
Bases
Notes
Notes
Contractual Work Rules
American Airlines (American) Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
10
Yes
FAA 117 w/ exceptions
488
15.D.3.q
4.C
15.C
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
Min Days off (Line/Reserve)
Frontier Airlines (Frontier)
12, max 14* 10, max 12*
430
Open time pay
Uniform Reimbursement
Headset Reimbursement
None
Pay Protection
Max Scheduled Duty
5:10
5:10 x days
2:1
Yes
50%
Initial paid for by company
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
5
12.A.1.a
559
2
4.H.1
361
508
5-F-1-a Number of pages in Contract
5x 1:2 or number of 1:1.75*** days 12.A.1.b
12.A.2.a
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
None
Contract 2015, as ammended
None
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
50%
130% of 81 Hours, 200% Premium Trip
Initial paid for by company**
Supplied in AC
$20/ month
None
12
Yes
FAA 117
N/A
192
12
Yes
14 hours or FAA 117
177
6 for CDO
5.J.7
4.I, 5.P.2
2:1
1:3.75
5.J.4 FAA 117
36
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
50%*
4.G.2.a
4.F.6
1:3.5
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
Add. B.D.3
*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
Min Day Min Trip Duty Rig Trip Rig Credit Credit
*Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended
Contract 2010, as amended
None
2.A.1, 2 $200 / year
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Major Airlines
32 | Aero Crew NewsYes 12
JetBlue Airways (JetBlue)
14, max 16 For int pilots.
12 or 13 / 12
5-E-4, 5-E-5
Allegiant Air (Allegiant)
Deadhead Pay
Legacy Airlines
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Notes
*Except for heavy crew, **then 2 shirts, 1 pair of pants, and ties annually. $6 per month dry cleaning
*Unschedule DH pay s 100%
Back to Contents
*1 for 1:45 between 0100 and 0500 Agreement 2013, Currently in negotionations
rig or trip rig.
United Airlines (United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
4.C.1.a
508
5-F-1-a Pay Protection
Max Scheduled Duty
Number of pages in Contract
4.C.2
4.C.3.a.2
Contractual Work Rules 5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
50%
130% of 81 Hours, 200% Premium Trip
Initial paid for by company**
Supplied in AC
$20/ month
None
Min Day Min Trip Duty Rig Trip Rig Credit Credit
12
Yes
FAA 117
N/A
192
12
Yes
14 hours or FAA 117
177
6 for CDO
5.J.7
4.I, 5.P.2
5.J.4
12
Yes
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12 / 10 or 11*
Yes**
FAA 117
12.B.1
4.F
12.C
11/13
Yes*
60 Mins < FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
None
36
235
222
196
159
2:1
1:3.75 4.G.2.a
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
$30 / pay period max $500
4.I.1
4.I.3
4.L
4.S.5
2.A.4
4 or 4.5**
1:4.2
100% or 50%***
100%
Pilot pays for initial uniform, replacements per schedule therafter
4.C.1.b
4.C.1.c
6.A.1 & 2
3.C.3
5.F.3
1:2
1:4.2
75%
150%
100%
4.D & E
4.D & E
8.A.2.a
25.I
26.O
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100% Biz Class or better or $300 comp
100%
Provided by the company
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
4
3.5
-
-
-
App. G Number of pages in Contract
50%*
Min Day Min Trip Duty Rig Trip Rig Credit Credit
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company
THE GRID
Contrat 2012 as amended
Notes
*Except for heavy crew, **then 2 shirts, 1 pair of pants, and ties annually. $6 per month dry cleaning
*Unschedule DH pay s 100%
2.A.1, 2 *1 for 1:45 between 0100 and 0500
$200 / year
None
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
*Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training Contract 2010, as ammended
Supplied in AC
None
*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Rule book 2014
Headset Reimbursement
Notes
Cargo Airlines
Yes
14 Hours for 2 Pilots, 16 Hours for 3 or 22 Hours for 4 or more
332
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
13 or 14*
Yes
Kalitta Air
2, pg 13 UPS (UPS)
Contract 2010, as amended
5.E.1
Major Airlines
Atlas Air
FedEx Express (FedEx)
7.B.1
8.D, 8.A.3
280
466
Dom 16, 18, 20** Int 18, 26, 30**
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
410
Number of pages in Contract
30.A.2
4.5
100% Air* 50% Air** 50% Ground
100%
Provided by the company
19.M.4
19.K
19.E
15.A
Yes
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $150 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3 $200 after first 150% on days year. Initial paid off by crewmember.
1 hr or 3.65 (on Day off)
50%
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Deadhead Pay
Open time pay
Uniform Reimbursement
Min Day Min Trip Duty Rig Trip Rig Credit Credit
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
*Days off based on TAFB, 4 wk or 5 wk bid period. Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
January 2017
Additional Compensation Details
THE GRID
American Airlines (American)
Aircraft Types
FO Top Out Pay (Hourly)
Group I
FO Base Pay
Top CA pay
CA Base Pay
$104.93
$90,659.52
$153.65
$132,754
Group II
$160.28
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
MMG
Group II
$170.27
Group IV
$200.20
Group V
$210.20
72
15.D.1.b
9.B.1.a
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$219.07
$189,276
$320.71
$277,093
787
$209.85
$181,310
$307.24
$265,455
767-4, A330
$206.91
$178,770
$302.94
$261,740
767-3,2, B757
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
B737-9
$176.74
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
$109,376
$174.11
$156,699
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$175,216
$305.39
$256,528
$146,126
$254.70
$213,948
A350*
B747, B777 B787 B767-400
$208.59
B757-300
$173.96
70
B737-900, A321
$167.89
$141,028
$245.80
$206,472
A319
$161.02
$135,257
$235.76
$198,038
JetBlue Airways (JetBlue)
Spirit Airlines (Spirit Wings)
7.B.1.a
14.D.1
1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call. 10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days 6.B.1
*Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. **January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information. Contract 2015, as amended
0%
13.50%
20%
Contract 2013, as amended
28.D
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
3-A-1
HRxMMGx12
11.A.3
13.A.1
Aircraft Types
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Band 1*
$82.00
$68,880
$140.00
$117,600
0%
15%
20%
Contract 2010, as amended
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
$128,520
Band 4*
$97.00
$81,480
$160.00
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
70
A319, A320, A321*
$100.01 4.3
A320 family
$148.71
E190
$133.82
75
$90,009
$134,400
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
B737
A319 A320 A321
HRxMMGx12
$157.36
85
$160,507
4.C.1
4.H, 4.M*
HRxTFPx12
$165,337
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B 0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
1 Day / Month Max 120 Days
*A321 coming end of 2015
After 3 years 2.2% up to 6% at 9 years
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be 15.B.2 & 3 16.B.2 16.4 abbreviated and/or inaccurate, please consult the most *70 line holder, 75 reserve; **Hours is on PTO per year. Reference current contract5%section for specificbased contractual language. Based on PTO 5% 1:1 + 3% None Specified contract for more information accrual Data that does not have a contract section reference number,3.Ewas obtained on-line in some and inmay be Agreementform 2013, Currently 3.J 3.E 3.F.i negotiations inaccurate. While trying to provide theTFP most up date *85/87/89 based on daysto in bid period, **Trip for Pay (TFP) is the unit 1 TFP / 10 information not all- sources can beofverified this time. If compensationat received. 9.7% 1:1 TFP** Max 1600 TFP you notice a discrepancy and/or have a correction please Contract 2016, as amended email Craig.Pieper@AeroCrewSolutions.com. 12.B.1 19.B.2 5% 1:2
3.J**
$224.80
$229,296
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
4.C.1
HRxTFPx12
11.B.2 > 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
4 H/M Max 400
9%
14.A.1
28.C
27.B
4%
2%
$0 to $300 depending on plan and single, single +1 or family
28.B.2
27.A.2
72
$94,409
$185.32
$160,116
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
Appendix A
None
HRxMMGx12
$109.27
B737NG $112.93 34 | Aero Crew News
*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment
HRxMMGx12 $166.68
3.C*
3% 100% Match 2% 50% Match
Contract 2012 as amended
Percentage of health care Notes employee pays
Major Airlines >6M=0 H MMG of 70 7-12M=17.31 H Hours is paid or 1 = 17.31 H 2-3 = 34.62 H flight time which ever is greater. 4-6 = 45 H +7 = 51.92 H**
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
12.A.1, 2 & 3
HRxMMGx12
Sun Country Airlines
Virgin America
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
70
Southwest Airlines (Southwest)
Percentage of health care Notes employee pays
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
HRxMMGx12 Frontier Airlines (Frontier)
Supplement F(6),6
$265,905 HRxMMGx12
$128,988
4.B.1.b*
10.A & B
$307.76
75
72
16%
15.D.1.b
$143.32
3.B.2.d
Allegiant Air (Allegiant)
401(K) DC
5 H/M* Max 60**
$181,612.80
B737
EMB-190, CRJ-900
United Airlines (United)
401(K) Matching (%)
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
70
$94,861
$168.55
$141,582
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
4 H/M
7.A.1
14.A
0-1 = 5 Days
5 H/M
EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73* Contract 2010, as amended
Back to Contents *Reserves have a MMG of 75,
Allegiant Air (Allegiant)
B757-300
$173.96
B737-900, A321
$167.89
A319
$161.02
70
$146,126
$254.70 $245.80
$206,472
$135,257
$235.76
$198,038
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
Aircraft Types
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Band 1*
$82.00
$68,880
$140.00
$117,600
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
$128,520
Band 4*
$97.00
$81,480
$160.00
70
Spirit Airlines (Spirit Wings)
Sun Country Airlines
Virgin America (Red Wood)
A319, A320, A321*
$100.01
A320 family
$148.71
E190
$133.82
B737
A319 A320 A321
B737NG
A320
Aircraft Types
75
$134,400
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
$165,337
>6M=0 H 7-12M=17.31 H MMG of 70 1 = 17.31 H Hours is paid or 2-3 = 34.62 H flight time which ever is greater. 4-6 = 45 H +7 = 51.92 H**
22-A
401(K) Matching (%)
401(K) DC
HRxMMGx12
5% 1:2
After 3 years 2.2% up to 6% at 9 years
8.B
15.B.2 & 3
16.B.2
16.4
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
24-B-5
3.J**
3.J
*A321 coming end of 2015
5% 1:1
5% + 3%
None Specified
3.E
3.E
3.F.i
9.7% 1:1
-
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
4 H/M Max 400
9%
14.A.1
28.C
27.B
4%
2%
$0 to $300 depending on plan and single, single +1 or family
1-5 = 14 Days 1 TFP / 10 5-10 = 21 Days TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days
$109.27
72
$94,409
$185.32
$160,116
> 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
12.B.1
4 H/M
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
3.B.1*
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
B-767
$153.03
68
$124,872.48
$218.61
$178,385.76
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
19
19.D.1
HRxMMGx12
19
HRxMMGx12
10.A
9.A
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
3.C.1.a
4.A.1
-
-
401(K) Matching (%)
401(K) DC
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air 64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
$212.69
75
$207,373
$300.00
$292,500
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Rule book 2014
*First year is 50 hours MMG, OutBase is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
None
Contract 2010, as amended
Percentage of health care Notes employee pays
Appendx 27-A
3.A.1
>1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days** +20 = 36 days
27.A.2
28.A.1
$158,710
ABX Air
28.B.2 125% of 6% contributed
10%**
$213.32
Agreement 2013, Currently in negotiations *85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*
Health 14-25% Dental 20-30%
$111,102
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
Contract 2016, as amended
19.B.2
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
62
Aircraft Types
*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment
$157.36
85
THE GRID
Contract 2012 as amended
Percentage of health care Notes employee pays
HRxMMGx12
$149.33
B757, B767, A300, B747, MD-11
None
1 Day / Month Max 120 Days
>5 = 14 days <6 = 21 days
B747
3% 100% Match 2% 50% Match
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
Cargo Airlines
B747
UPS (UPS)
20%
3.C*
Atlas Air
FedEx Express (FedEx)
16"%
HRxMMGx12
70
Southwest Airlines (Southwest)
0%
Major Airlines
4.3 JetBlue Airways (JetBlue)
5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
Additional Compensation Details
$141,028
HRxMMGx12 Frontier Airlines (Frontier)
$213,948
9.C.3
401(K) DC
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Percentage of health care Notes employee pays
January 2017
Captain Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0
$50,000
Year 5
$100,000
Top Pay $150,000
$200,000
$250,000
$300,000
UPS - 2016*
Delta Air Lines - 2016
American Airlines - 2015
United Airlines - 2016
FedEx Express - 2006
Southwest Airlines - 2014
Alaska Airlines -2013
Hawaiian Airlines - 2010
JetBlue Airways - 2013
Spirit Airlines - 2010
Atlas -2011
Virgin America - 2014
Kalitta Air - 2007
Frontier Airlines -2009
Sun Country Airlines - 2015
Allegiant Air - 2010 The year indicates the year the contract was signed. No year indicates the contract wasnâ&#x20AC;&#x2122;t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
36 | Aero Crew News
Back to Contents
First Officer Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0
$50,000
Year 5
Top Pay $100,000
$150,000
$200,000
UPS - 2016*
Delta Air Lines - 2016
American Airlines - 2015
FedEx Express - 2006
United Airlines - 2016
Southwest Airlines - 2016
Hawaiian Airlines - 2010
Kalitta Air - 2007
Alaska Airlines - 2013
JetBlue Airways - 2013
Atlas - 2011
Virgin America - 2014
Sun Country Airlines - 2015
Spirit Airlines - 2010
Frontier Airlines - 2009
Allegiant Air - 2010 The year indicates the year the contract was signed. No year indicates the contract wasnâ&#x20AC;&#x2122;t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
January 2017
THE GRID
BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
ACY
CLT ATL
DFW
DAL IAH
ANC
BWI DCA
LGA JFK
AVL
MEM IWA
EWR PHL IAD
CVG
SDF
LAS LAX LGB
DTW CLE
HOU
PIE
HNL
SFB MCO PGD FLL MIA
ANC CGN LAX
ORD
HNL
EWR MIA
DOH
DXB
HKG GUM
38 | Aero Crew News
Back to Contents
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB
Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Delta Air Lines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
United Airlines
Alaska Airlines
AVL
Asheville, NC
United Airlines
Virgin America
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
FedEx Express
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
LGA
New York City, NY
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
Delta Air Lines
American Airlines
BOS
Boston, MA
Spirit Airlines
United Airlines
PHX
Phoenix, AZ
American Airlines
GUM Guam
LGB
Long Beach, CA
American Airlines
JetBlue Airways
United Airlines
JetBlue Airways
Southwest Airlines
BWI
Baltimore, MD
HKG
Hong Kong
MCO Orlando, FL
PIE
St. Petersburg, FL
Southwest Airlines
FedEx Express
JetBlue Airways
Allegiant Air
CGN
Cologne, Germany
HNL
Honolulu, HI
Southwest Airlines
SDF
Louisville, KY
FedEx Express
Hawaiian Airlines
Frontier Airlines
UPS
CLE
Cleveland, OH
Allegiant Air
MDW Chicago, IL
SEA
Seattle, WA
United Airlines
HOU
Houston, TX
Alaska Airlines
CLT
Charlotte, NC
Southwest Airlines
MEM Memphis, TN
Delta Air Lines
American Airlines
IAD
Washington, DC
FedEx Express
SFB
Orlando, FL
CVG
Cincinnati, OH
United Airlines
MIA
Miami, FL
Allegiant Air
Delta Air Lines
IAH
Houston, TX
American Airlines
SFO
San Francisco, CA
DAL
Dallas, TX
United Airlines
UPS
United Airlines
Southwest Airlines
IND
Indianapolis, IN
MSP
Minneapolis, MN
Virgin America
Virgin America
FedEx Express
Delta Air Lines
SLC
Salt Lake City, UT
DCA
Washington, DC
IWA
Phoenix, AZ
Sun Country
Delta Air Lines
American Airlines
Allegiant Air
OAK
Oakland, CA
STL
St. Louis, MO
DEN
Denver, CO
JFK
New York City, NY
Allegiant Air
American Airlines
United Airlines
American Airlines
Southwest Airlines
Frontier Airlines
Delta Air Lines
Southwest Airlines
JetBlue Airways
DFW
Dallas, TX
Virgin America
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
January 2017
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether itâ&#x20AC;&#x2122;s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class. Blue blocks indicate recent updates Airline name and ATC call sign
ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
FO Top Out Pay (Hourly)
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
$46.44
$41,796
$101.80
$91,620
$43,632
$109.33
$98,397
75 $48.48
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
8.A.1
7.A
0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
75
3008.5.A.3* HRxMMGx12
EMB-170 EMB-175
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted Envoy formally EMB-145 the company will match 100% of what the employee contributes. American Eagle
$50.42
75
$45,378
25.B.2
None
27.A.1*
27.A.1
1.2-6%****
None
-
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
IOE: Initial Operating Experience, refers the flight training a new 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K hire receives from a check airman after completing all ground and <1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = $80,208 simulator training. $89.12 1-2yrs = 7 dys 5-9 = 5.25% 3.5hrs/month; 75
$35,802
Types
Pay (Hourly)
MMG
Base Pay
CRJ-200
$38.49
>2yrs = 14 dys
>5 yrs =
10-14 = 6.4%
None
Top CA pay
Base Pay
weeks & accrual
Accrual
Matching (%)
401(K) DC
Per Diem: The amount of money the500-2,000 company pays the employee Pilots for food expenses while gone from base, typically from50%show <1yr=<7 dys*** 1Match: time $34,641 $84.03 $75,627 Deadhead: Positive space travel as a passenger for company 2yrs=7 days 1-5 = 6% to end Day trip per taxableNone 75 of debrief time of that trip. >2yrs=14days 2.5 H/Mdiem 5-10is = 8% business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 while overnight is not. >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B UTU: United Transportation Union PSA Airlines 50% Match: additional amount directly to the employees 401(K), CRJ-200 either $41.78 < 1 = 7 days .5-5 = 1.5% $37,602 $98.37 $88,533 (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% 75 5+ = 4 H/M 5-7 = 4% quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company. > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% Endeavor Air (Flagship)
CRJ-900
IBT: International Brotherhood of Teamsters Mesa Airlines (Air Shuttle)
40 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
CRJ-200 CRJ-700, CRJ-900, EMB-175
Pi
T
>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month. The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.
information.
P
em
3-1
$39.78
CRJ-700* EMB-175
25.A.2 1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
Sample only; refer to adjacent pages for actual information PDO*
Abbreviation and definitions:
(Envoy)
Base Pay
75
CRJ-200
Republic Airways (Republic or Shuttle)
ALPA: Air Line Pilots Association
Top CA pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
MMG
$37.96
76
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.24
75
$44,316
$107.67
$96,903
7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
10+ = 8%*
3.75 H/M Max 375
24.B
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
P
em
32 (35
10+ = 3.5%
Back to Contents 8.A
1%
-
3%
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
2 Digit Code
Sign on Bonus
Pay During Training
EMB-145XR EMB-145 EMB-135
EV
CRJ-200 CRJ-700 CRJ-900
EV
$7,500 w/ CRJ type*, $1,000 Referral Online
SkyWest Airlines (Skywest)
CRJ-200 CRJ-700 CRJ-900 EMB-175
OO
$7,500*
Feb/15 Paid for by $300 / week company; single occupancy 3.C.1
65 Hours
3008.19.A Republic Airways (Republic or Shuttle)
EMB-170 EMB-175
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Flagship)
PSA Airlines (Bluestreak)
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Most Number of Do Business Pilots For: Junior CA hired
RW
EMB-145 $12,500 EMB-170/5 $7,500
3015.6.A.1
1,815
4.C.2
Nov/2016
Nov/2016
$1.85/hr
June 2007**
1,488
5.A.1
Mar/2016
Apr/2016
Total
3,303
3009.1.A
2014
4,000
Aug/2016
Aug/2016
$1,600 first Paid for by $1.95/hr Dom 3.5 Years mo. then company; single $2.50/hr Int.* occupancy MMG
Up to Paid for by 64 hr MMG $22,100* MQ plus $20,000 + 16 hrs per company; single retention diem per day occupancy bonus**
2 Digit Code
$1.85/hr
May 2007**
Paid for by company; dual 1.85/hr occupancy, ($1.90/hr Company will Eff. 1/1/2017) pay 50% for single room
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
Union
Over 2,000 Pilots $300 / week $7,500 w/ & $1,400 per Paid for by ERJ type*, diem to company; single $1,000 occupancy checkride, Referral then MMG Online
ExpressJet (LASA) (Accey)
Hotel during new hire training
4.B.1
Nov/2015
2,105
Oct 2011***
1,850
Dec/2016
Dec/2016
4.A
4.B
5.B.1
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$23,000*
Single MMG, but no Occupancy paid per diem by company
Delta, American
ALPA
ALPA
EFBs
Bases
Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain Surface 3 LTE ATL, DFW, DTW after first year, **Will reduce from 5/2008 to 9/2010 Contract 2007 as amended, Currently in negotiations;
United, American, Alaska, Delta
None
COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type FAT, IAH, LAX, rating for any turbo jet over 12,500 MSP, ORD, PDX, lbs. **SGU is not a base, only HQ. Surface 3 LTE PHX, PSP, SEA, SFO, SLC, TUS SGU**
Pilot Agreement signed August 2015
United, American, Delta
IBT
iPad
CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, JFK
9E
American
ALPA
iPad Air 2
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects DFW, ORD, LGA less than 3 years for new hires to upgrade and 6 years to flow to American Airlines. Contract 2003 as amended
Most Number of Do Business Pilots For: Junior CA hired
Online CRJ-200 CRJ-700 CRJ-900
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
DH-8-Q400
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
OH
No - $1000 Referral*
$1.70/hr
July 2007
1,587
5.D.1
Dec/2015
Mar/2016
$1.75/hr
Hiring Street CAs**
1,186
5.A.1
Jul/2015
Dec/2015
Paid for by company; single occupancy
$1.47/hr
4 Months
1,250
5.B.1
5.A.2
Feb/2016
Feb/2016
2.5 - 3 Years
750
3.D.1, 5.D.4 Paid for by MMG & Per company; single Diem occupancy
YV
$30,000* $20,000**
76 Hours during training
LOA 37
5.A.2
ZW
No Bonus, $1000 or $1250 Ref.*
2.5 hours per day 4.C
5.A.1
LOA 37
Jul/2015
Apr/2016
None
16 credit hours per week & per diem
Paid for by company; double occupancy
$1.80/hr
July 2014*
635
5.I.4
6.C
5.G.1
Dec/2016
Dec/2016
MMG & Per Diem*
Paid for by company; double occupancy
$1.65/hr**
Sept 2015
710
3.H, 5.B
5.B.3
5.B.1
Oct/2016
Dec/2015
$1.60/hr
January 2015
555
Dec/2015
Dec/2015
QX
CP
G7
2 Digit Code
$1,500 Referal Bonus
$12,000** $5,000***
Paid for by $1.75/hr dom company; single $1.80/hr int occupancy
Paid for by $23/hr @ 60 company; single hr occupancy
Jan/2017
5.B.3
6.C
5.O
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$15,000
MMG + 1/2 Paid for by per diem per company; single day occupancy
$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins. Contract 2015
Union
EFBs
Bases
500 - 2,000 Pilots CRJ-200 CRJ900
Notes
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **Will Surface 3 LTE CLE, DFW*** Reduce 11/2007 to 1/2011; ***AA flying out of DFW due to end 7/2017
Apr/2016
$1.85/hr + $0.05 increase in 2018, 2021 & 2024
Online
United, American***
THE GRID
Delta
JFK, DTW, MSP, LGA
ALPA
Notes
Pay based on DOS+2 years, 1% increases every year, *$23,000 per year until Dec 2018. Contract 2013 as amended
American
ALPA
CLT, DAY, TYS
*$1000 referral bonus for employees if they refer a successful applicant, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. Contract 2013 as amended
United, American
ALPA
iPad***
PHX, DFW, IAD, IAH
*New hire bonues paid out over 4 years. **Pilot referal bouns, 4 installements. ***Pilot must have an iPad, but there is a stipend for it. Contract 2008 as amended
American
Alaska
Pilot hiring and attrition from 10/2013 DCA, LGA, ORF, to 10/2014, *$1250 referral bonus if PHL applicant has CRJ type rating
ALPA
Contract 2003, Pilot data from 10/6/2014 seniority list. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.
IBT
Contract 2012 as amended Delta, American
ALPA
iPad
MSP, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Pilots For: Junior CA hired
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Tran States
DH-8-100 DH-8-300 ERJ-145
PI
LOA 16
5.D.4
5.A.3
$1.70/hr
1,000* Hrs 2,500 TT
420
5.D.1
Jul/2016
Jul/2016
American
ALPA
PHL, MDT, ROA, SBY
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
January 2017
*Increases to $1.90 in 2017;
Bonus
GoJet Airlines (Lindbergh)
THE GRID
CRJ-700 CRJ-900*
Aircraft Types
G7
$12,000** $5,000***
Diem*
double occupancy
3.H, 5.B
5.B.3
2015 5.B.1
Oct/2016
Dec/2015
$1.60/hr
January 2015
555
Dec/2015
Dec/2015
Contract 2014 as amended
General Information
Paid for by $23/hr @ 60 company; single hr occupancy
Jan/2017
5.B.3
6.C
5.O
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$15,000
MMG + 1/2 Paid for by per diem per company; single day occupancy
2 Digit Code
American
United, Delta
Most Number of Do Business Pilots For: Junior CA hired
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Union
Contract 2016 as amended EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
DH-8-100 DH-8-300 ERJ-145
Tran States Airlines (Waterski)
Cape Air (Kap)
ERJ-145
ATR-42 C402 BN2
PI
AX
Saab 340b
5.D.4
5.A.3
5.D.1
Jul/2016
Jul/2016
$7,500
$35.81 @ 75 hrs
Paid for by company; Single occupancy
$1.80/hr*
July 2015
600
3.C.1
5.A.1
5.C.1
Dec/2015
Jun/2016
9K
Ameriflight, LLC (AMFlight)
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
CommutAir (CommutAir)
DH-8-100 DH-8-200 ERJ-145
Great Lakes Airlines (Lakes Air)
3M
420
LOA 16
Upon Paid for by 40 Hours per company; Single $37/overnight Reaching week occupancy ATP Mins
None
3.K.A
Silver Airways (Silverwings)
$1.70/hr
1,000* Hrs 2,500 TT
$12,000*
6.E.5.A
6.G.1
Paid for by MMG & Per company; single Diem occupancy
$9 - $12.50 Paid for by per hour* company; Single $35 / Day occupancy Per Diem
AM
None
C5
Up to $15,000*
MMG
Online
Dec/2016
100
18 months
160
5.C
Jul/2015
Jul/2016
Immediate
185
Oct/2015
Oct/2015
Paid for by company; single occupancy
$1.70/hr
Oct/2016
370
3.G
5.A.8
5.B.3
Dec/2016
Dec/2016
$36/Day
Paid for by company; dual occupancy
$1.50/hr
May 2016
60
B1900D EMB-120
ZK
Peninsula Airways (Penisula)
Saab 340A, Saab 340B*
4.D
Dec/2016
Dec/2016
KS
$50/day
2012
120
Seaborne Airlines (Seaborne)
DH-8-300 S340
BB
$30/dom, $50/int
Corvus Airlines (Raven Flight)
Island Air (Moku)
No
B1900C B19000D* DH-8
ATR-72
No
7H
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
January 2013
2 Digit Code
Sign on Bonus
Pay Protection
Pay During Training
Max Scheduled Duty
$40.00 per over night
November 2009**
Apr/2016 None, On a Paid for by RON, Street company; Single company will Captains occupancy reimburse w/ receipt 11.P.3 4.J.1 Dec/2016
MMG*
WP
Hyannis Air Service DBA Cape Air
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
IBT
Self**
FLL, TPA, MCO, IAD
IBT
Number of pages in Contract
Per Diem
United
ALPA
None
EWR, IAD, BTV**
UTU
DEN, PHX
None
ANC, BOS
Need contract
Need contract
81
Ravn Alaska
None
Self
ALPA
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds Need contract
ANC
Apr/2016 53
Codeshare for United, Hawaiian and Go; *Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro
HNL
Contract 2009 as amended
Dec/2016
20,100
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Deadhead Pay
Open time pay
Uniform Reimbursement
$150 / yr****
Bases
Notes
Headset Reimbursement
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
FAA Part 117
188
4:12
None
1:2**
None
100%
150%
$100/6 mo***
None
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
-
1:2
1:4
75%
100%. Over 87 hours 125%**
Provided by company
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
12
Yes*
3017.7.C.1.g
3008.12.A
3.F.1 & 2 3.F.1 & 2
Yes*
14
217
4:12
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75% in 2017
150% or 200%*
Pilots pay 50% except leather jacket 100%
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off
Pay
Max Scheduled Duty
Number of pages in Contract
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
500 - 2,000 Pilots 150%
New hires pay
Contract 2004 as amended, Currently in negotiations
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max Pilot Agreeemnt signed August 2015
*Only line holders and available for Company provided reassignment. **Premium pay when available is 115%, 130% or 150%
12
See Trip Rig
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
-
3.D.4
*$1,100/Mo. Base Salary
SJU, STX
3.D.5
21.D.1.b, 21.D.3.a
15 Month, $7,500 training contract required for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service. Contract 2014 as amended
100%
539
*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ Contract 2015 as amended
None
11 or 13; 15**
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
iPad
None
Yes*
Contract 2012 as amended
None
100% or 150/200% when red flag is up
12/12 or 11 for reserve in 30 day month
HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM
Contract 2011 as amended
90
Min Day Min Trip Duty Rig Trip Rig Credit Credit
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
*Increases to $1.90 in 2017; Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU
Contractual Work Rules
Hotel during new hire training
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
Over 2,000 Pilots
(Line/Reserve) Protection 42 | Aero Crew News Endeavor Air (Flagship)
None, except during SIMs in SEA, Single
MMG
3.C.1
Min Days off (Line/Reserve)
SkyWest Airlines (Skywest)
ALPA
Oct/2014
Aircraft Types
ExpressJet (LASA) (Accey)
United, American
PHL, MDT, ROA, SBY
Oct/2014
Total Pilots
ExpressJet (LXJT) (Accey)
ALPA
Dec/2016
$1.85/hr
$1.45/hr
American
-
Contract 2015
*200% only when critical coverage Company provided declared by company Contract 2003 as amended
Notes
Back to Contents
*Starts 1/1/2015, **200% at company discretion.
23.E.1 Envoy formally American Eagle (Envoy)
Endeavor Air (Flagship)
PSA Airlines (Bluestreak)
3.E & F
23.C.1
-
11
Yes
FAA Part 117
616
10.B.1
3.F.2
10.A.2
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
3.B.2
-
3.B.3
3.B.4
3.G.1
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
3.9 Res 3.7 Line
None
None
None
75% in 2017
150% or 200%*
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Contractual Work Rules Min Day Min Trip Duty Rig Trip Rig Credit Credit
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Great Lakes Airlines (Lakes Air)
Notes
*Starts 1/1/2015, **200% at company discretion.
14
501
4
None
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
-
None
None
None
None
50%
100% or 200%**
Company pays half of blazer and pants only
-
-
-
6.A
3.H.1
5.E.2
-
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
Company pays 1/2 of initial uniform, $20/mo allowance
None
11
Yes*
FAA Part 117
205
12.B
3.G
12
-
12/12
Yes*
12, 14 or 13**
294
25.E.8.a
3.D
12.B.1
-
3.C.1.c
13*
Yes
FAA Part 117
239
7.A.4.a
5.B.3
7.A.2.a
-
None
3 hours or See Trip Duty Rig Rig
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
80% air*** 75% ground
100%****
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
26.3
26.C.1
150% 200%**
$25 / Month
None
5.E
5.D
26.L.5
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%**
$25 / month
None
Under 500 Pilots 11
Yes
14
185
4
4 per day*
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
None
None
75% air; 50% ground
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Yes*
14
246
4**
None
None
None
100%
150% 200%***
3.F
12.E.1
-
LOA 201107
-
-
-
3.H.1
3.E.2
5.F.3
-
Yes as needed
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2008 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***At the discretion of the company. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Paid in full by company, no set amount per year. Reasonable amount.
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
-
25.A.5
Contract 2012 as amended
11
Yes*
14
161
3, 4 on lost day
Greater of min day, credit, duty rig
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
14
131
3.75
None
None
None
75%
100%*
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
14 or 15*
59
3.75
None
None
None
50%
100%
$200 per year after first year
None
3.C.2
-
18.C.1
-
18.B.5
-
-
-
3.C.4
18.J.1.b
19.D
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
11/12* Line Holder, 11/10** Reserve
Yes***
FAA Part 117
123
3.8
None
None
None
100%
150%
Company issues 3 shirts, pants, replaces as worn
None
10.C.1.d; 10.C.1.e.(4)
4.E.1
10.B
4.B
-
-
-
4.F.1
4.A.4
15.AA
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
5 on 2 off
Seaborne Airlines (Seaborne)
13
Island Air (Moku)
THE GRID
Contract 2003 as amended
Yes
Peninsula Airways (Penisula)
Corvus Airlines (Raven Flight)
Contract 2015
*200% only when critical coverage Company provided declared by company
11
25.B.3.a.2 & d.2
Silver Airways (Silverwings)
-
500 - 2,000 Pilots
25.C.2,3 & 4 Tran States Airlines (Waterski) 12 line holders 11 reserves
Cape Air (Kap)
4.B, C, F Pilots pay 50% except leather jacket 100%
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
3.C
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
*Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%
Contract 2011 as amended
*Additionaly incentive offered at company discretion,
Contract 2015 as amended
*For continuous duty overnights, **and every two years thereafter Contract 2014 as amended
*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned Contract 2009 as amended
Notes
January 2017
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
75
CRJ-200
$46.44
CRJ-700, CRJ-900
$48.48
-
3.A
CRJ-200
$45.77
CRJ-700
$48.52
EMB-175
$48.70
CRJ-900
$50.00
-
3027.2
EMB-170 EMB-175
-
Endeavor Air (Flagship)
3.B.1
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
401(K) DC
25%
LOA 9
75
$50.42
3-1
3.K.1
8.A.1
7.A
25.A.2
25.B.2
1=20% of 6% 0-4 = 2.75 H/M <1 = 14 Days** 2=30% of 6% 4-7 = 3 H/M 1-5 = 14 Days 3=40% of 6% 7-10 3.25 H/M 6-14 = 21 Days 4-6=50%of6% +10 = 3.5 H/M +15 = 28 Days 7=75% of 6% Max 500 10=75%of8%
$109.33
$98,397
HRxMMGx12
3.A
HRxMMGx12
$41,193
$106.67
$96,003
$43,668
$113.07
$101,763
$43,830
$113.20
$101,880
$45,000
$117.00
$105,300
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
PDO* 1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
8.A.1***
$45,378
HRxMMGx12
EMB-145
$120.11
3-1 $89.12
$39.78
75
$35,802
-
LOA**
LOA
Aircraft Types
FO Top Out Pay (Hourly)
MMG
CRJ-200
$38.49
EMB-175
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
$43,632
3008.5.A.3* HRxMMGx12
75
5 H/M Max 640 (110 above 640***)
$91,620
75
4.A
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$101.80
HRxMMGx12 $80,208
7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
27.A.1*
1-4 yrs, 3% 5-9 yrs, 5% 10 yrs, 7%
None
30%
27.A.1
28.A.3
None
None
$39.75
-
3.A.1
CRJ-200
4.A
$41.78 $43.29
-
3.A.1
4.A
Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
8.A.1
14.K
<1yr = <7 dys*** 1-2yrs = 7 dys >2yrs = 14 dys >5yrs = 21 dys >16yrs = 28 dys
90dys-5yrs = 3.5hrs/month; >5 yrs = 4hrs/month
1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
14.E
None
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 is 1% increases per prorated. year
LOA*
HRxMMGx12
8
9.A
28.B**
28.B
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
$34,641
$84.03
$75,627
<1yr=<7 dys*** 12yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
2.5 H/M
50% Match: 1-5 = 6% 5-10 = 8% 10+ = 10% Vesting**
None
7.A.3.b
14.A
28.B
28.B
27.A.2
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
27.B.4
Contract 2013 as amended
Contract 2008 as amended
$35,775
$89.96
$80,964
HRxMMGx12
3.A.1
HRxMMGx12
$37,602
$98.37
$88,533
$38,961
$106.67
$96,003
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
7.A
8.A
24.B
HRxMMGx12
$37.96
76
$34,620
-
3.A
4.A.1
CRJ-200*
$49.98
-
3.A.1
$104.39
$95,204
HRxMMGx12
3.A
HRxMMGx12
75
$44,982
$109.29
$98,361
4.A
HRxMMGx12
3.A.1
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
HRxMMGx12
7.B.2
28.A.3.b
*Pay based on DOS+2 years, 1% 32% for medical increases every year; **Based on (35% 1/1/15), 25% YOS, ***>1 year prorated dental
-
24.A
3.75 H/M Max 375
3%
25%
14.A.1
28.B**
28.A
27.D.2.a
Q-400
$49.43
80.5
$41,383
$119.19
$99,786
3 H/M
6%
None
Company Discretion
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B
14.A.1
27.C
27.C
27.A
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
14.A
27.D.1
27.D
Sick Time Accrual
401(K) Matching (%)
401(K) DC
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
$80,982
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
13.A.1
Under 500 Pilots
$40.33
75
$36,297
$89.98
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11&
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
*Pilots shall receive as the Company Based on rates set matching contribution the greater of by company and the amount contributed to any other insurance provider Company employees or two percent
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
E-170, E-175
Contract 2003 as amended
Percentage of health care Notes employee pays
< 5 = 14 days > 5 = 28 days
Q-100, Q-300
Contract 2015
HRxMMGx12
CRJ-200 CRJ-700, CRJ-900, EMB-175
*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours. ****Based on YOS.
$84,510
75
CRJ-700 CRJ-900
38%
Contract 2007 as amended, Currently in negotiations
35% for TPO Traditional PPO Plan
500-2,000 Pilots
CRJ-900
Contract 2004 as amended, Currently in negotiations
*Vesting based on YOS, **1.2 Days per month of employment.
-
<6 = 2.5% 6-13 = 4% 13+ =6%
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property.
$93.90
44 | Aero Crew News Piedmont Airlines (Piedmont)
Percentage of health care Notes employee pays
401(K) Matching (%)
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
$41,796
75
PSA Airlines (Bluestreak)
Sick Time Accrual
Over 2,000 Pilots EMB145XR, EMB-145, EMB-135
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
No. of Vacation weeks & accrual
27.B.2
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1 Percentage of Notes health care employee pays
Back to Contents
1%
*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Tran States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Great Lakes Airlines (Lakes Air)
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
14.A
27.D.1
27.D
Sick Time Accrual
401(K) Matching (%)
401(K) DC
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
CRJ-700
$44.33
75
-
5.A.1.b
Aircraft Types
FO Top Out Pay (Hourly)
> 1 = 14 days > 5 = 21 days > 15 = 28 days
2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
9m-4 = 4% 3-5 = 6% 6+ = 8%
None
Additional Compensation Details $39,897
$111.24
$98,781
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
13.A.1
Under 500 Pilots
29% Employee, 34% Family 27.B.2
THE GRID
Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
$40.33
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max
9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match
None
35% Employee, 35.9% Emp +2
14.A
ERJ-145
$44.99
75
$40,491
$104.51
$94,059
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
$12.72
-
40
$26,458
Per week*
HRxMMGx52
$30.02
Saab 340b
$39.03
75
$35,127
$83.07
$74,763
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
-
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
35.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
.94* or 1.56 H/M
Equal to other employees
None
Equal to other employees
6.B.1
20.B
-
20.A
B1900D, EMB-120
$42.40
75
$38,160
$57.51
$51,759
0-3 = 7 Days 4-5 = 14 Days +6 = 21 Days
-
3.A
3.C.1
HRxMMGx12
3.A
HRxMMGx12
5.A
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Peninsula Airways Saab 340A, (Penisula) Saab 340B*
$44.00 $40.00
75
Corvus Airlines (Raven Flight)
Island Air (Moku)
B1900C, B19000D, DH-8
HRxMMGx12 $64.00
60
Q-100
*Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended *From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC Contract 2014 as amended
$37,440
$37,027
Need contract
HRxMMGx12 $117.00
HRxMMGx12 $38.57
$84,240
2 Days Per Year
2%
< 1 = 15 days +3 = 19 days +5 = 23 days
7.6 H/M 480 Max 720 Max*
1-3 = 1% 3-6 = 5% 6-8 = 3% 8-10 = 2% 10-12 = 1% 12+ = 0%
2.9 Hours Per Week
HRxMMGx12 $79.83
$76,637
80
$38,880
$100.98
$0
$100.98
$82,400
-
3.A
4.A.2
HRxMMGx12
3.A
HRxMMGx12
5.A
12.A.1
LOA 2
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
Q-400
*Based on profitability
Yes*
$40.50
ATR-72
Contract 2013 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
Q-100, Q-300
ATR-42, C402, BN2
converted to years for comparison, first year is prorated;
$96,941
None
1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10% LOA 2
401(K) DC
$450-$500 / Mo. $750-$800 / Mo. Need contract *After 5 YOS.
0% for employee, full cost for family, after 3rd year then 0% for all 14.A
Contract 2009 as amended
Percentage of health care Notes employee pays
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.
January 2017
Captain Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0
$25,000
Year 5
Top Pay
$50,000
$75,000
$100,000
Republic Airways - 2015 SkyWest - 2015 Compass Airlines - 2014 Horizon Air - 2012 ExpressJet (LASA) - 2007 PSA Airways - 2013 CommutAir - 2015 Envoy - 2014 Air Wisconsin - 2003 Mesa Airlines - 2008 Trans States Airlines - 2015 Ameriflight* ExpressJet (LXJT) - 2004 GoJet Airlines - 2007 Corvus Airways - N/A Seaborn Airlines Piedmont Airlines - 2013 Endeavor Air - 2013 Island Air - 2009 Silver Airways - 2011 Peninsula Airways Cape Air Great Lakes Airlines - 2014 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight is based on salary.
46 | Aero Crew News
Back to Contents
First Officer Yearly Pay Comparison
THE GRID
First year, Second year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0
$10,000
Year 2 $20,000
Top Pay $30,000
$40,000
$50,000
Corvus Airways - NA Republic Airways - 2015 SkyWest - 2015 Air Wisconsin - 2003 ExpressJet (LASA) - 2007 Horizon Air - 2012 Compass Airlines - 2014 CommutAir -2015 ExpressJet (LXJT) - 2004 Trans States Airlines - 2015 Seaborn Airlines PSA Airways - 2013 Piedmont Airlines - 2013 Peninsula Airways Envoy - 2014 Island Air - 2009 Endeavor Air - 2012 Silver Airways - 2011 Mesa Airlines - 2008 GoJet Airlines -2007 Ameriflight*
*Ameriflight First Officers upgrade after 1st year. See Captain Pay Scales for Second Year.
Great Lakes Airlines - 2014 Cape Air The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.
January 2017
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP BUF DTW CLE
LAN
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU GSO
OMA
SLC SFO
AUG LEB
ORD
TYS
ABQ
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
CLT
PHX ATL
TUS DFW SAT IAH ANC
MCO
TPA
HNL
FLL MIA
EIS
SJU MAZ
ABQ ACK ALB ANC
Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
48 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways
Back to Contents
THE GRID CVG Cincinnati, OH Ameriflight, LLC DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways Air Wisconsin DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GSO Greensboro, NC Republic Airways GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Republic Airways Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY Republic Airways Endeavor Air Air Wisconsin MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS MVY
Massena, NY Cape Air Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air
MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines ORF Norfolk, VA Air Wisconsin OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways Air Wisconsin Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air ROA Roanoke, VA Piedmont Airlines RUT Rutland, VT Cape Air
SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air
Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
January 2017
THE GRID
Mainline Flight Attendants General Information Aircraft Types
American Airlines (American)
2 Digit Code
Pay During Training
AA
None
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
Hotel during new hire training
Per Diem
Number of FA's
Company Provided; Double Occupancy
Union
Average Reserve Time
Most Junior Base
Most Senior Base
Bases
Notes
BOS, CLT, DCA, DFW, LAX, LGA, MIA, ORD, PHL, PHX, RDU, SFO, STL
APFA
Contract 2014, As Amended Allegiant Air (Allegiant)
B757, MD-80, A319, A3220
G4
No hourly wage, $24/day perdiem
DoubleTree or Holiday Inn Express
$24/day ($1/hour)
1,000
TWU*
N/A**
N/A
Most Junior Base
Most Senior Base
May/2016 Total Flight Attendants
*(currently in contract negotiations) **F/A candidates are allowed to give BLI, FLL, HNL, preference of base during interview IWA, LAS, OAK, process. We do out best to PGD, PIE, SFB accommodate those requests, but cannot always place candidates at their first preference.
1,000
Aircraft Types
2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
Number of FA's
Union
Average Reserve Time
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
Pay Protection
10
Partial
American Airlines (American) Allegiant Air (Allegiant)
11*
Scheduled or better greater of the two values.
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty 15 Dom 18 Int
Max Scheduled Duty
Min Day Credit
Min Trip Credit
5
10-15
Incentive Pay
0
0
Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.
Min Day Credit
Min Trip Credit
Incentive Pay
Downtown Hotel
Downtown Hotel
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
100%
No
$20/hour for scheduled DH time
Value of Trip
Initially uniforms are provided by the Company. Upon completion of the first year, crews will receive an annual allowance.
Deadhead Pay
Open time pay
Uniform Reimbursement
Job Shares Available
Jetway Trades
Notes
*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).
Job Shares Available
Jetway Trades
Notes
Additional Compensation Details Aircraft Types
FA Starting Pay
American Airlines (American)
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
70
401(K) Matching (%)
401(K) DC
None
Yes*
401(K) Matching (%)
401(K) DC
Percentage of health care Notes employee pays Varies
*Based on age
Allegiant Air (Allegiant)
Aircraft Types
FA Starting Pay
50 | Aero Crew News
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Percentage of health care Notes employee pays
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THE GRID
Regional Flight Attendants General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
Sign on Bonus
EV
Pay During Training
None
Hotel during new hire training
Per Diem
Dual Occupancy Paid for by company*
None
$1.70
Do Number of Business Flight For Attendants
Union
Average Most Junior Base Reserve Time
Most Senior Base
Bases
Notes
*If FA lives 25 miles or more away from traning center, **AA flying out of EWR, IAH, ORD, DFW CLE, DFW**
United American
IAM
Delta American
AFA
7.D ExpressJet (LASA) (Accey)
CRJ-200 CRJ-700 CRJ-900
EV
None
Dual Occupancy Paid for by company
None
$1.60
5.E PSA Airlines (Bluestreak)
6.C Total
CRJ-200 CRJ-700 CRJ-900
OH
None
Yes
1.80 / hour effective 11-116
Yes
AA
900
Aircraft Types
ExpressJet (LASA) (Accey)
PSA Airlines (Bluestreak)
2 Digit Code
Sign on Bonus
Hotel during new hire training
Pay Protection
Max Scheduled Duty
Min Day Credit
12/10 or 11
Yes
13.5
1:04
5.A.4
4.N
7.B.7
8- 12 months
CVG
CLT, CVG, DAY, TYS
CLT-DAY
Contractual Work Rules
Average Most Junior Reserve Time Base
Most Senior Base
Jetway Trades
Holiday Pay $5.00 per hour
Yes
50%
100% or 150%*
Initial paid by FA 75 Points Per Year**
Yes
Yes
4.S
4.Q
7.A.2
LOA
4.V
14
Holiday Pay 150%
No
100%
100%
Initial paid by FA $200 Per Year
5.O
6.A
5.D.1
5.L
18
yes
above guaranee
Initial new hire NO / $250 annual uniform allowance
N/A
Deadhead Pay
Open Time Pay
Uniform Reimbursement
Job Shares Available
5.C.1
10
Yes for cancellations
$14
N/A
N/A
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Min Day Credit
Min Trip Credit
150% Yes Thanksgiving In some cities and Christmas
Incentive Pay
Downtown Hotel
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
80
$18,240
$38.00
$36,480
4.A
HRxMMGx12
4.A
HRxMMGx12
8.B.2
401(K) DC
5 Hours Per Month
>5 Yrs 4% 5-10 Yrs 5% 10+ Yrs 6%
>5 Yrs 1.5% 5-10 Yrs 1.75% 10-15 Yrs 2% 15-20 Yrs 2.5% 20-25 Yrs 3% 25+ Yrs 3.5%
9.A
22.E
22.E
1 Yr 20% of 6% 2 Yr 30% of 6% 3 Yr 40% of 6% 4 Yr 50% of 6% 7 Yr 75% of 6% 8 Yr 75% of 8%
None
0%
23
75
$16,542
$37.31
$33,579
1-6 Yrs 14 Days 7-15 Yrs 21 Days 16-19 Yrs 28 Days 20+ Yrs 35 Days
3.75 Hours Per Month
-
5.A
5.B
HRxMMGx12
5.A
HRxMMGx12
12.A.2
13.A.1
24.B
24
+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks
3.0 / Month
+6 Months - up to 2% +5 years - up to 3% +15 years- up to 3.5%
N/A
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
-
Aircraft Types
$31.03
HRxMMGx12
FA Starting Pay
MMG
Base Pay
$26,810
Notes
Percentage of health care Notes employee pays
401(K) Matching (%)
$18.38
$15,457
Jetway Trades
Sick Time Accrual
CRJ-200 CRJ-700 CRJ-900
PSA Airlines (Bluestreak)
*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,
* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty
Additional Compensation Details 1-4 Yrs 7 Days 5-9 Yrs 14 Days 10-17 Yrs 21 Days 18-24 Yrs 28 Days 25-29 Yrs 35 Days 30+ Yrs 37 Days
72
Notes
Job Shares Available
9.B.3
$17.89
Notes
Uniform Reimbursement
7.R.2
CRJs
Bases
Open Time Pay
7.D.2
$19.00
Union
Deadhead Pay
14
EMB145XR, EMB-145, EMB-135
Number of Flight Attendants
Downtown Hotel
Yes
MMG
Number of FAs
Incentive Pay
10
FA Starting Pay
Per Diem
Min Trip Credit
3:45 or 1:2* 1:1**
ExpressJet (LASA) (Accey)
Pay During Training
Min Days off (Line/Reserve)
Aircraft Types ExpressJet (LXJT (Accey)
AFA
900
Total Flight Attendants
ExpressJet (LXJT) (Accey)
ATL, DFW, DTW
HRxMMGx12
FA Top Out Pay
Base Pay
Percentage of Notes health care employee pays
January 2017
Aero Crew Solutions is a group of professionals committed to providing you outstanding service to solve your employment needs. We do this by hosting job fairs throughout the United States. We also provide various career services that include career consulting, application review, interview prep and resume services.
Career Services Application Review Resume Critique
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Upcoming Job Fairs
March 2-4, 2017 Aero Crew Solutions will be attending the Women in Aviation Industry Expo in Orlando, FL at Disney’s Coronado Springs Resort
January 19-20, 2017 Aero Crew Solutions will be attending the NGPA Industry Expo in Palm Springs, CA at the Renaissance Palm Springs Hotel.
Please stop by our booth if you are attending either event. We will review your resume and provide career consulting for FREE at the conference. We can answer any questions you may have about the attending airlines. AeroCrewSolutions.com
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