Aero Crew News, February 2017

February 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

FITNESS CORNER

What’s your daily NEAT?

MILLION-AIR

Become “PIC of Your Finances”

CONTRACT TALKS

Reassigning a Pilot During a Trip

SAFETY MATTERS NASA ASRS

SMART TEAMWORK The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals.

Make the smart choice for your future and visit expressjet.com/apply today.

expressjet.com

/expressjet

@expressjet

@expressjetpilots

flysmartchoice.com

SKY HIGH PAY. FLOW TO AA. There’s never been a better time to join the largest provider of regional service for American Airlines.

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Up to $22,100 sign-on bonus Make nearly $60,000 your first year ($37.90/hour + bonuses) $20,000 retention bonus after one year of service Convenient bases in Chicago (ORD) and Dallas/Fort Worth (DFW), with LaGuardia (LGA) base opening in 2017 • Flow to American Airlines in about six years -- no additional interview Find out more on envoyair.com

www.envoyair.com | envoypilotrecruitment@aa.com | +1 972-374-5607

February 2017

C o n t e n t s

Sections

Aviator Bulletins 6 Latest Industry News

MILLION-AIR

12

Food Bites

14

Become “PIC of Your Finances” The Golden Triangle in Ottawa

Safety Matters

16

Contract Talks

19

Cape Air

22

Fitness Corner

32

NASA ASRS

Reassigning a Pilot During a Trip Exclusive Hiring Briefing What’s your daily NEAT?

The Mainline Grid

34

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

44

The Flight Attendant Grid

54

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

If you wish to advertise with us please email Craig.Pieper@ AeroCrewSolutions.com Don’t have an ad? We work with a company that can produce an ad to your specifications.

Letter To the Editor

Photo taken by Craig Pieper Hello!

I heard about your website through Aviation Careers Podcast, and it truly is a great resource. I just wanted to make you aware that whenever I’m viewing an article (both on computer and iPad) the advertisement that is cycling through different adds moves the whole article up and down every couple seconds. It makes reading your great content a bit challenging.

Hope you can resolve the issue, and keep up the great content!

Cheers, Paul

Credits Editor in Chief Craig Pieper Aero Crew Solutions, CEO Scott Rehn Layout Design By Craig Pieper

Paul, We do apologize for the glitch. I know how annoying it can be to try and read something that is jumping around the page. I was able to fix the glitch. Please let me know if it continues.

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 Air Choice One. Safety Matters continues with The Evolution of CRM. Contract Talks covers The Challenges of Commuting. Fitness Corner takes a turn to Max Wettstein.

Plus more news with Aviator Bulletins.

To view this and previous issue visit our archive at aerocrewnews.com/ category/issues/

Additional Contributors Max Wettstein, Marc Cervantes Scott Stahl, Andy Garrison Aviator Bulletins Provided by the companies listed Cape Air Feature Contributors Erin Hatzell, Trish Lorino Craig A. Bentley Photographs By Cape Air Corporate Communications Department Photographs used with permission from Cape Air,

Craig Pieper

Additional photographs as noted

© 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 | 5

Aviator Bulletins

The latest aviation industry hiring news and more.

Ameriflight Signs Pilot Recruitment Flow-Through Agreement with Allegiant Air

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meriflight and Allegiant Air have entered into a pilot recruitment flow-through agreement to assist and advance pilot career needs. The relationship is designed to offer a defined career path under which pilots can advance to a part 121 certificated air carrier of the exceptional quality of Allegiant. The agreement will also create incentives for Ameriflight employees and further assist Ameriflight in recruiting new pilots. The Pilot Recruitment Flow Through Agreement ensures pilots entering the program a first officer position with Allegiant upon completion of outlined experience and training requirements.

Under the partnership, Allegiant will actively mentor Ameriflight pilots participating in the program. Allegiant will offer employment to the pilots subject to their hiring standards and the program requirements. The flowthrough agreement between Ameriflight and Allegiant is open to all Ameriflight pilots regardless of seniority, equipment, seat position, or current position within the company. Both new pilots and pilots who currently fly for Ameriflight are eligible and encouraged to participate in the program.

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Images provided by AMERIFLIGHT and Allegiant AIr The agreement between Ameriflight and Allegiant allows and encourages Ameriflight pilots to participate in Allegiant-sponsored functions such as meet-and-greets with the regional chief pilots, ground school sessions, simulator observations, mentoring opportunities and jumpseating.

“We’re honored to have established this agreement with such a first-rate company as Allegiant,” says Ameriflight Vice President of Flight Operations Mike Anderson. “We’re excited for the opportunity this gives our pilot group to advance their careers.”

“During a time of demand for pilots unprecedented in the history of our industry, we’re excited about working in partnership with Ameriflight on the design of an innovative flow-through agreement,” said Allegiant Vice President of Operations Eric Gust. “Ameriflight has a great reputation in the industry for providing well-trained pilots with diverse experience.

The flow-through agreement will offer unique mentoring and advancement opportunities for Ameriflight’s participants, while establishing a relationship with Allegiant that forges a cultural fit and ready pool of experienced pilots for the future.”

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GoJet Introduces New Bonuses, Early Seniority Program, and Longevity Rollover

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oJet Airlines is pleased to announce that it has rolled out a number of new initiatives that significantly increase new hire pay for its pilot group. In addition to starting pay that’s among the highest in the industry ($36.50 per flight hour), all new hire pilots are now eligible for a $12,000 signing bonus.

This program is especially advantageous for pilots with these type ratings who join GoJet as Direct Entry Captains. These pilots will earn a minimum of $86,000 in combined pay and benefits during their first year. That number increases for every year of longevity that a Direct Entry Captain carries over from their previous carrier.

New hire pilots with a current CL-65 or ERJ-170 type rating are also eligible for an additional $3,000 training bonus, for a total bonus of $15,000. New hire pilots with the aforementioned type ratings may also take advantage of a number of other benefits, including the ability to carry over longevity from another carrier at a rate of 1:1 (for example, a pilot with two years of longevity at another carrier would start at GoJet with two years of longevity).

New hire pilots with these type ratings are also eligible to earn up to six months of early seniority, greatly decreasing their likelihood of sitting reserve. This program allows pilots to come to two days of initial training, receive a seniority number, and then be placed on personal leave for a maximum of 180 days.

“While new hire incentives at regional airlines typically focus only on starting pay or signing bonuses, this package also offers some really attractive incentives for pilots who have accumulated time at other carriers,” said GoJet Airlines Chief Operating Officer Terry Basham.

“We’re particularly excited about our longevity carry-over and early seniority programs, which allow pilots facing long upgrade times to launch new careers at GoJet with a head start on the seniority list and no loss of accumulated longevity.”

Image provided by GoJets

Additionally, GoJet pilots are now eligible to receive a $10,000 bonus for each successful pilot candidate they refer to the company, with no cap on referrals.

To learn more and to apply online, please visit gojetairlines.com.

January 2017 | 7

Aviator Bulletins Republic Fleet Set to Grow by 16% in 2017

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Image provided by Republic Airways

epublic Airline celebrated the new year by adding eight aircraft to its fleet and is on track to grow its stable of E170s and 175s by more than 16 percent in 2017.

the other 12 – brand-new E175s – will be flying in United Express livery. The new aircraft start arriving on property in March and should all be commissioned and in service

by October.

The regional carrier, which operates codeshare agreements with the three majors, started the year with 162 aircraft in service. By the time fall rolls around, Republic expects to be operating 188 aircraft in support of all three lines of flying.

“Our growth is a sign of confidence by our codeshare partners,” said Kinstedt. “They know that we’re operating at a high level of efficiency and reliability. This is how we’ve historically run our business and it’s gratifying to see a recognition of our performance by our partners.”

“An airline is all about its people, but there’s no doubt that adding new aircraft to the fleet makes those people excited,” Paul Kinstedt, Republic’s chief operating officer told AeroCrew News. “No matter whether you work on the flight deck, in the cabin, or in the office, there’s just something about that ‘new plane smell’ that puts a spring in your step.”

Supporting these additional aircraft means Republic will need to continue its aggressive hiring for pilots, flight attendants, technicians and other classifications. The company’s recruiting experts report hiring to support growth is exciting.

Of the 26 new aircraft, eight are dedicated to supporting American Eagle operations and entered service in January. Six E170s are coming into the fleet this spring and will be dedicated to supporting Delta’s operation while

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“People don’t just look at the job; they look at the company, too,” said Lauren McNamara, Republic’s college relations consultant. “They want to know where the company is headed, where there are opportunities for growth, challenges and advantages. They want to know the culture and how the company connects to its employees.

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That’s why whenever we go on a college visit or a job fair, we bring current employees with us to tell prospects what it’s like to work at Republic.

When we can talk about a company that’s growing, that is moving forward, it makes the company more attractive and recruiting that much easier.”

For more information about a career as a Republic Airline pilot, visit rjetcareers.jobs/pilots.

Chart provided by Republic Airways

CommutAir Announces Newark ERJ-145 Flying

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ommutAir, operating as United Express, is proud to have launched jet service from Newark Liberty International Airport with 17 peak day departures.

The inaugural flight took place on January 4. CommutAir will be opening a crew base in Newark, NJ, in February 2017.

Rene DeLange, Director of Airport Operations states, “This is an exciting time for our employees to start daily service with the growing fleet of Embraer 145 aircraft, which compliments our already existing 34 peak day departures on the Bombardier Q200/Q300 aircraft.”

Enjoying unprecedented growth, CommutAir expected to fly up to 100 ERJ-145 aircrafts by 2020.

is

Image provided by CommutAir

January 2017 | 9

Aviator Bulletins Alaska Airlines announces new service between Orange County, California and Albuquerque

Image provided by Horizon Air

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laska Airlines will begin daily, nonstop-service from Orange County's John Wayne Airport to Albuquerque starting Aug. 18.

"We are pleased to bring low fares and another new nonstop destination to our guests in Southern California," said John Kirby, Alaska's vice president of capacity planning. "With this addition, Alaska will offer 21 peak, daily departures to nine destinations from John Wayne Airport, including Los Cabos and Puerto Vallarta, Mexico."

Alaska has been serving Orange County's John Wayne Airport for 30 years.

"We are excited to work with Alaska Airlines, a great partner that helps connect Albuquerque to great destinations for business and leisure travel," said Albuquerque Mayor Richard J. Berry. "With today's announcement, Alaska will now serve three nonstop destinations from the Sunport and we look forward to their continued presence and growth in our great city."

Summary of new service:

Alaska started service to Albuquerque from Seattle in 2014. The airline recently announced that it would begin service between Portland, Oregon, and Albuquerque, also starting Aug. 18.

"I am pleased that Alaska Airlines is providing new direct service between Orange County and Albuquerque, New Mexico," said Michelle Steel, Chairwoman, Orange County Board of Supervisors. "This additional service will allow travelers to enjoy the unique culture, scenery and tourism that both destinations have to offer."

Flights will be operated by Horizon Air with 76-seat E175 jets, which feature 12 seats in first class, 12 seats in premium class and 52 seats in the main cabin. The E175 boasts cabin dimensions on par with a narrow-body jet.

Tickets for the new routes will go on sale today. To purchase tickets on Alaska Airlines, visit alaskaair.com to find great savings, or call 1-800-ALASKAAIR (800-2527522 for Hearing & Speech Impaired (TTY): Dial 711 for Relay Services).

Start Date

City Pair

Departs*

Arrives*

Frequency

Aircraft

Aug. 18

SNA - ABQ

2:15 PM

5:15 PM

Daily

E-175

Aug. 18

ABQ - SNA

12:25 PM

1:32 PM

Daily

E-175

*Flight times based on local time zones.

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New Bonus and Retention Program Puts Trans States Airlines Pilots Among the Highest Paid in the Regional Airline Industry Program includes $30,000 in bonuses for new hire First Officers Image provided by Trans States Airlines

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new signing and retention bonus program has made Trans States Airlines pilots among the highest paid in the regional airline industry. In addition to having a competitive hourly pay scale ($36.35 per flight hour), new hire First Officers are now eligible for a $30,000 signing and retention bonus, to be paid in three increments over two years of service.

“The objective of this program is twofold—to offer a competitive compensation package that will attract top aviation talent to our airline, while also taking care of the pilots already flying for us,” explains Trans States Airlines Chief Operating Officer Fred Oxley. “With year one total compensation packages for First Officers and Captains topping $75,000 and $82,000 respectively, we believe this program does just that.”

Under an agreement brokered by the Air Line Pilots Association, International (ALPA), Trans States First Officers already on property will receive $10,000 in retention bonuses, and another $10,000 in bonuses if the company reaches pilot hiring targets. Current Captains will also receive a retention bonus, as well as an additional bonus if hiring targets are met.

“We think this new bonus and retention program is a good start in recognizing the professionalism and dedication of Trans States pilots,” said Capt. Neil Butler, chairman of the Trans States arm of ALPA, “and we look forward to continuing to work with management to improve the overall compensation package of pay, benefits and work rules that lead the industry and attract new pilots.”

Salary and bonuses alone for a first year, First Officer should reach at least $55,000. Total pay, per diem and all benefits can now reach $75,000 for a first year, First Officer, and $82,000 a year for a first year Captain.

To learn more, visit transstates.net or connect with a recruiter directly at pilothiring@transstates.net.

January 2017 | 11

MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

B e c o m e “ P I C o f Yo u r F i n a n c e s ” ...and Build Significant Wealth

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elcome! “Million-Air” is a new series to help you become Pilot-in-Command of your financial life and build significant wealth over your airline career.

This column addresses the unique considerations you face as an airline pilot, as well as what it takes to truly become PIC of your financial life. It will also share with you why you must build significant wealth and the strategies that will get you there.

You Face Unique Considerations As a professional pilot you have an amazing career, but face several unique financial considerations that need to be addressed, which include: •

Economic impact on airlines

•

Contract changes

•

The financial dangers of a furlough

•

The risk of losing a medical

•

Forced retirement at age 65

•

Operating another business

•

Variable income

•

Seniority-based pay

•

Coordination of military benefits

•

Dealing with flight school and student loans

What It Means To Become PIC Of Your Finances In the simplest sense, being PIC of your finances means that you are in positive control of your financial life at all times. You are in command of your money; it isn’t in control of you. It also means your money is working for you and not just the other way around.

How To Become PIC Of Your Finances How do you become PIC of your finances and reach millionaire status? You follow a six-item checklist: •

Think correctly about money and wealth

•

Have a plan

•

Operate your financial life like a business

•

Increase your value and make more money

•

Save and invest wisely

•

Protect against the risks you face

Designed To Do Three Things This column is designed to help you address each of the unique financial considerations you face as a pilot and accomplish three very important things:

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Cover of Andy Garrison’s book, MILLION-AIR •

Build greater wealth so you can do more of the things that are most important to you,

•

Build wealth faster so you can shorten your “leg” to financial freedom, and

•

Position and protect yourself financially so you don’t get hurt when things go wrong

What I Believe And What It Means To You I believe two very important things about every professional pilot: First, you need to become a millionaire several times over (more below). Second, there are no “go arounds” in your financial life.

Because of these beliefs, I’ve devoted this column to help you reach your full financial potential, avoid the pitfalls that could arise, and guide you in exercising wise financial decision making (think “ADM” but for your finances) in the most important areas of your financial life.

Who I Am And Why I Exist My purpose is to push people to see what’s possible in their lives and inspire and guide them to reach their full financial potential.

I’m a private pilot, a Certified Financial Planner™, and I’ve spent the last 17 years studying and working with the

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MILLION-AIR most financially successful people. I know what works and what doesn’t work, and I know it can work for you.

Throughout the years, I’ve accumulated 22,000 hours “in type” helping people get a structure in place to build significant wealth by making wise financial choices. When I’m not helping people move forward in their financial life, I’m with my family or flying around “low and slow.”

Why You Must Become A Millionaire Several Times Over Just like flying, building wealth can be challenging, but it is also incredibly rewarding. There are proven steps to becoming a millionaire several times over, and I know for certain that every pilot can execute them.

Moving Forward I believe deeply that each one of us has an obligation to live up to our full potential, and when we do, we not only change our world, but we change the world of our family, community, country, and neighbors.

If you have any specific questions you would like answered or a special topic you would like addressed, please reach out.

I look forward to helping you move forward financially as you continue with your career!

There are two main reasons you need to build significant wealth and become a millionaire multiple times over.

First, anything less simply won’t be enough for you to live the life you and your family deserve. Over a 30-year retirement, $1,000,000 could safely generate an income far less than $50,000 a year. For most, this isn’t nearly enough to live off of – especially after being used to a good six-figure salary.

Second, you need to make sure you are immune to the financial shocks of the economy, your industry, and your airline. Times will not always be as good as they are now, and a true aviator is prepared for anything.

It might sound like a tough climb, but I can promise you this: becoming a millionaire and building significant wealth is incredibly doable! Building wealth is a science, and I will show you how in this column.

Photo Provided by Andy Garrison

About the Author Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. He has over 22,000 hours “in type” advising and coaching people to get a structure in place to build significant wealth in a matter of years, not decades. He is the author of Million-Air: Strategies For Pilots To Build Significant Wealth.

Andy’s purpose is to push people to see what’s possible in their lives and to inspire and guide them to reaching their full financial potential. He has held wealth management and financial planning roles at the top rated firms in the country, and is passionate about helping pilots exercise wise “Financial Decision Making.” If you’re a pilot and there’s a dollar sign involved, he can help.

Twitter: @Pilot_Planner Email: andy@airspeedandmoney.com LinkedIn: linkedin.com/in/pilotplanner Web: http://www.airspeedandmoney.com/

January 2017 | 13

Food Bites

Written by: Craig Pieper

T h e G o l d e n Tr i a n g l e i n O t t a w a Deacons Brodies Scottish Pub

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f you ever happen to end up in The Golden Triangle in Ottawa Canada on a Tuesday night, make sure you go to Deacons Brodies Scottish Pub and order the braised pulled pork taco. Deacon is on the corner of Elgin and Cooper Street. The pulled pork tacos are on special for Taco Tuesdays only! Once in awhile the owner will offer his famous pulled pork in a special but your best chance is coming in for Taco Tuesdays. You'll have three options for this $5 taco; fish, pulled pork or chicken. Definitely go for the pork!

Not only is the food great, but the servers and the bar tenders are very friendly and spot on! The atmosphere is also very inviting and cozy. This is truly a great local spot to enjoy your layover at while in YOW. Always remember to enjoy any type of alcohol responsibly.

All the ingredients in this famous taco are homemade right here on Elgin Street. The chef slowly braises the pork shoulder with his homemade barbecue sauce, franks and some “other bits of magic” that he wasn’t willing to disclose. I can’t say I don’t blame him for keeping this recipe a secret. The shoulder is then cooked down, pulled apart and mixed in its own cooking liquor and lovely juices. While it’s cooking he prepares his home made house slaw and house made stout mayonnaise. The pulled pork is then placed on a warm tortilla, covered with the house slaw and house made stout mayonnaise to finish it off.

You will have plenty of selection of micro brewed draft beer too. I choose the Belhaven Black Scottish Stout to go with my tacos. If beer isn't your thing they have a fully stocked bar too with some great whisky selections.

Their business card claims them as Elgin Streets only whisky bar. With over 160 available whiskies, a whisky club and monthly whisky tastings this is the place to come to sample and learn more about whisky.

The whisky club is free to sign up; all you have to provide is your email address. They will send you regular updates on new whisky arrivals, specials and reminders.

Not to mention they also track which whiskies you have tried so you can continue your tasting experience the next time you visit. By tracking what you’ve enjoyed, you also receive a complimentary whisky ($9.95 value) after 10 whiskies, a complimentary whisky ($21.95 value) after 20 whiskies, a complimentary Glencairn crystal nosing glass and a complimentary whisky ($9.95 value) after 30 whiskies or a complimentary whisky flight after 40 whiskies. The first Sunday of the month is their monthly whisky tasting, where you can buy flights of various prepaired whiskies.

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The Pulled Pork Taco. Photo taken by Craig Pieper If you have any great spots to eat at, feel free to share them with us... foodbites@aerocrewnews.com Deacons Brodies Scottish Pub www.deaconbrodiespub.com 247 Elgin Street, Ottawa, deaconbrodiespub@gmail.com Ontario, Canada, K2P0G1 613-236-6464

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Safety Matters

Written by: Scott Stahl

NASA’s ASRS

Predecessor to Modern Reporting Systems

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s we have discussed in previous articles, several decades ago safety trends began to highlight the Human Factors aspect of aviation safety as aircraft became much more automated and reliable.

Once the need for addressing human factors issues became apparent in the aviation industry, officials started to work on a system that would allow for the identification of hazards and trends before they actually resulted in a significant number of accidents.

What evolved into NASA’s Aviation Safety Reporting System became the foundational bedrock for contemporary SMS systems by beginning to identify and track widespread trends, even if they didn’t necessarily result in an accident. Importantly, it also created a way for safety, regulatory and other interested parties to create a system by which critical information and trends could be disseminated throughout the aviation industry to the benefit of all parties in an effort to prevent accidents from occurring, even though the full Safety Management System Ideology hadn’t evolved yet.

The development of a safety reporting system was implemented as early as World War II, when it became obvious to military commanders that there was a great benefit to the active reporting of hazards by front line personnel. The military quickly realized the benefit of using front line feedback to improve safety and processes to mitigate further risk in an already risky operation.

By 1966, Director for the Bureau of Safety for the Civil Aeronautics Board, Bobbie R. Allen addressed the vast accumulated body of safety incident reporting as a “sleeping giant.” He also noted that people would not openly report information on safety incidents if there was widespread fear of being exposed and penalized for doing something wrong, and offered that a process to protect and de-identity the individual would help everyone by helping to encourage people to report incidents, problems and hazards, so that the information could be used by everyone to further prevent aviation incidents.

Eight years after Mr. Allen’s statement about the benefit of a large accumulated database of incident and accident knowledge, TWA Flight 514 crashed into the side of a mountain due to confusion about what the ATC clearance allowed, once ATC issued a final vector and then said “cleared for the approach” when not on a published sector of the approach.

While discussing the issue, of which they were unsure of the correct answer, the crew of TWA flight 514 descended from a vector altitude of 7,000 feet down to the approach segment altitude of 1,800 feet because they believed that the radar vector covered them to descend for the next segment of the

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General NASA ASRS form as found on asrs.arc.nasa.gov

approach, which was published at 1,800 feet. Due to turbulence at the time, they impacted a mountain at approximately 1,700 feet, killing all 92 people on board, during a downdraft in a snow storm.

While this accident was a travesty in its own right, the real issue that came into view during the investigation was that a United Airlines flight had run into the exact same issue with almost the exact same result merely 6 weeks earlier at the same airport, on the same approach. Due to fortune, the United crew narrowly escaped impacting the ground, while the TWA crew did not. But what was discovered was that the same vague ATC clearance existed in both cases, the same crew confusion existed in both cases, the same approach existed in both cases, and the same accident point (or near miss point) occurred in both cases. Since there was no mechanism for the United crew to share the details of the incident, there was no way for the same information to be distributed amongst the FAA, ATC, the airlines, the charting companies, etc. to prevent the TWA disaster from occurring.

The cause was determined to be confusion about what ATC’s clearance was protecting the crew from, since it was assumed by the crews that ATC was providing a vector to get onto the approach and thus was also protecting them to descend down to the approach altitude on the next segment. In reality, ATC’s instruction was releasing them to navigate on their own with no protection from obstacles whatsoever. It was specifically because of this confusion that ATC now states “maintain X,XXX feet until established” when issuing an approach clearance.

Also as a result of this accident, the FAA quickly set to work developing a system for the sharing and distribution of information as talked about by Mr. Allen nearly a decade

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Safety Matters mailed to the reporter as a protection against violation from the FAA should further action be taken. Although NASA ASRS does not protect against FAA violation, the FAA considers that an ASRS report demonstrates a “constructive attitude” toward preventing future violations and neither a civil penalty nor a certificate suspension will occur if an ASRS was reported without one of the following exceptions: 1. The violation was deliberate and not inadvertent 2. The violation did not involve a criminal offense, accident or violation as the result of lack of qualification or incompetency Photo of point of Initial Impact - NTSB Docket Photo. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov earlier. After initial lack of success with an FAA run program, it was realized that there needed to be an independent third party to handle the classification and recording of information because the people who were expected to report the data were not going to report it to the same body of people who were responsible for enforcement. It was seen as confessing a crime to the police and people were afraid of reprisal for trying to do the right thing, so they overwhelmingly did not report issues, despite the FAA repeatedly pushing that they wouldn’t punish reporters.

Enter NASA, who with a large background and understanding of aviation and aviation safety, had no enforcement or oversight role in the aviation system. Together with NASA, the FAA developed what would become the Aviation Safety Reporting System, or ASRS, to provide a means for constituents to report incidents and hazards in a way where they could be classified,

“Email Your Safety Thoughts To Scott.Stahl@aerocrewnews.com” logged into a database and de-identified to prevent them from being used negatively against those who reported the hazards.

Essentially, ASRS is a system that is available to any crew member, mechanic, ATC controllers, dispatchers, GA pilots, etc. to report relevant hazards that are then classified and categorized by specialists in aviation that work for NASA and not the FAA. After receiving a report, the report is timestamped, sorted based on category of hazard, processed, reviewed, deidentified of any personal information, entered into the public database and then the original destroyed. Of course, there are multiple checks for accuracy to ensure that data is correct for the maximum benefit of the system, but at the end, it is essentially an anonymous report that can be searched publicly for the benefit of anyone who might be interested. A letter is

3. The person has not been found in any prior FAA enforcement action for a period of 5 years prior, which essentially means that the pilot can use 1 ASRS report in a five year period for protection from civil fines or suspension if the FAA decides to violate.

4. That within 10 days of the violation or within a date of finding out about the incident or violation, the person filed a NASA ASRS report.

Similar to most modern safety systems, the ASRS report protects against unintentional mistakes or lapses, but does not provide an avenue to protect against willful violation, criminal activity, or complacency in participating in the system with good faith. Since its inception, ASRS has logged over 1.3 million reports, with an average of 372 reports per day as of 2015, which has been an exponential increase from year to year. As the foundation of reporting safety issues, ASRS bears an ancestry with the more modern reporting systems which will be discussed in the next several issues.

For further information on the NASA ASRS system visit: asrs.arc.nasa.gov.

As always, in an attempt to maximize the value of Aero Crew News for our readers, we appreciate any feedback, questions or suggestions for topics of discussion. Please email me at scott.stahl@aerocrewnews.com for any feedback or submissions.

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 | 17

TOP-TIER PILOT PAY, PLUS $30,000 IN SIGNING AND RETENTION BONUSES

EARN AN ADDITIONAL

$1,500 FOR EACH PILOT THAT YOU REFER TO THE COMPNAY

BREAKDOWN

$10,000 $12,000 $8,000

UPON COMPLETION OF IOE AFTER YEAR ONE

AFTER YEAR TWO

$36,350 BASE ANNUAL PAY $22,000 YEAR ONE BONUSES $8,640 PER DIEM $4,771 BENEFITS* $3,600 HOTEL BENEFITS**

THERE’S MORE

YEAR ONE PAY

BY THE NUMBERS

BREAKDOWN

$30,000 SIGNING & RETENTION BONUS

* 75 hour minimum monthly guarantee (our pilots average 82 hours per month) * 100% cancellation and deadhead pay * 150-200% premium pay * Per diem at $1.80/hour • Leg-by-leg pay protection • 4 commuter hotels per month • Performance bonuses

UP TO

$75,000 MINIMUM YEAR ONE COMPENSATION PACKAGE

• Paid airport parking • Fast Captain upgrades • Seniority Reservation Program—Pilots who take advantage of this program may never sit reserve as a First Officer

PROUD PARTNERS OF

*Value of company paid insurance benefits (medical, dental, life, AD & D, and long-term disability) and company 401(k) contributions for an individual pilot **For eligible pilots living outside of their domicile

18 | Aero Crew News PILOTHIRING@TRANSSTATES.NET

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F t l

Contract Talks

Written by: Marc Cervantes

R e a s s i g n i n g a P i l o t D u r i n g a Tr i p

Photo taken by Craig Pieper

I

n the past two articles, bidding for a pilot’s monthly schedule was examined. Although pilots have set schedules each month, there may be times the airline needs to reassign pilots, whether it be to add or remove any flying, and therefore modify their schedules. Reasons for such can vary, including pilots calling in sick, delays, and pilots reaching their max FAR 117 duty day. Airlines are ranked based on flight completion percentages, for factors they can control, and on-time performance. They may be required to reassign pilots in order to preserve the aforementioned metrics. The airline’s contract will dictate how it can reassign pilots, as well the method required to properly advise the pilots of such change. The scope of this article will cover reassignments once a pilot has commenced a trip.

All airline contracts allow the company to reassign line holders and reserve pilots when a pilot is on a trip. Most airlines do not require the pilot to answer his/her phone. This can be further broken down, with some airlines requiring only reserve pilots to answer their phones while other airlines, although rare, require reserve and line holders to answer their phones.

How a pilot is notified of a change varies significantly

amongst airlines. At some companies, a voicemail is the only requirement for a pilot to be notified. Other airlines require scheduling to physically talk to the pilot on the phone (if the pilot picks up the phone). Although not frequent, the company may have representatives in each base (usually called Crew Trackers) that will meet the pilots at the gate to notify them of any schedule changes. Proper notification of a reassignment could also be conducted by a gate agent. Other forms of notification include self-notification by a pilot through the online scheduling system and an ACARS message.

Reassignments will generally benefit the pilot in terms of pay, especially if the reassignment requires the pilot to fly past his/her originally scheduled end time on the last day of a trip.

Of course, this does not benefit pilots if previous commitments were made. The airline may also be required to reassign a pilot which extends a trip an additional day, meaning the pilot is working on an originally scheduled day off. In return, the company will either pay the pilot a premium amount (usually 150%, rarely up to 300%) for any flying on the originally scheduled day off, or grant the pilot a day off later in the month when he/she is scheduled to work. This option can be used on

January 2017 | 19

Contract Talks

a multiple-day trip. The pilot submits his/her preference for which working day will be converted to an off day, with Crew Scheduling determining which day will be restored.

A few airlines will grant the pilot both premium pay and a day off.

Pilots cannot refuse reassignments, even if it violates the contract. The only instance that a pilot can refuse a reassignment is if the reassignment violates any FAR 117 limits (duty day issues). If a pilot disagrees with the reassignment, he/she generally needs to talk to a supervisor within Crew Scheduling or his/her chief pilot.

The phrase “Fly Now, Grieve Later” is common amongst airlines, advising the pilot to fly the reassignment and seek out a resolution afterward, with the Chief Pilot or Union.

This highlights the need for a pilot to know whether he or she was legally notified of a reassignment.

A reassignment of a pilot can have serious affects to his/ her quality of life. Although a pilot may be paid additional for flying into any days off, the drawbacks may outweigh the extra pay. A reassignment requiring the pilot to finish much later on the last day of a trip may determine if he/she

can commute home or not. Additionally, pilots forced to work on an originally scheduled day off may squander whatever plans such pilot had for that day. Legal or illegal notification will dictate whether the pilot must fly the reassignment or not.

Reassignments are common at every airline. The more the pilot knows the contractual limits of the airline, the less frustrating each reassignment is.

About the Author 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.

Looking for some HIGH FLYERS! Now Hiring Direct Entry Captains

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We Can Offer: 20 | Aero Crew News

•Part-Time Pilot Positions •Ability to Fly Below ATP Minimums •And the Opportunity to Extend Your Career Beyond Age 65 Back to Contents •Pilot Career Path Programs •Positions for California based pilots!

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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 | 21

Cape Air Cessna 402

Cape Air Then and Now

H

eadquartered in Hyannis, Massachusetts, and operating in 40 of the most beautiful and diverse destinations across the United States, Caribbean and Micronesia, Cape Air is the largest independent regional airline in the United States. The employee-owned company has a unique culture which is embraced by its 1,100+ employees and sought after by future aviators. The Hyannis based carrier started its engines in 1989 flying a single route between Provincetown, MA and Boston, MA three times daily. The airline now operates three types of aircraft, and offers up to 525 flights a day. Passenger numbers have grown to 674,000 annually across five regions, the Northeast, Midwest, Montana, Caribbean and Micronesia.

While the once “mom and pop” airline has seen consistent, healthy growth over the past 27 years, it has managed to maintain its friendly small town feel while performing as a world class operator.

Cape Air Fleet

As Cape Air continues its growth, it is vital to add new employees who share in the same passion for success, aviation, quality customer service and safety. That growth has also led to increased opportunities in flight ops, tech ops, airport services, finance and administration. The unique employee-ownership structure has created an environment that requires engaged, devoted and innovative team members who think and act “like an owner.”

The Cape Air fleet currently consists of eighty-four Cessna 402s, two ATR-42s and four Britten-Norman Islanders. For several years, Cape Air has been focused on the next generation of aircraft, one that fits both the needs of the operation, and the customers. The senior leadership team has worked diligently with Italian manufacturer Tecnam on the P2012 Traveller – a potential replacement for the Cessna 402. Dan Wolf, Cape Air’s Founder and CEO, had the opportunity to fly the Traveller in

22 | Aero Crew News

Cape Air puts a priority on quality of life and corporate culture. A major benefit to joining the Cape Air family as a pilot is the luxury to be based at home, with the hassle of commuting on days off not being required. All pilots have the opportunity to live in their bases, which allows for less time away from the ones that matter most. Pilots can put down roots in their communities and build a future for themselves and their families.

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November of 2016 and offered, “This aircraft is so easy to fly.

With the performance numbers we see today we would be happy to offer our customers a new generation airplane that will both raise the level of in-flight comfort and safety and lower the costs of operations and fleet maintenance.”

Pathways to Piloting Your Career There has never been a more opportune time to streamline your career as a pilot. With the national pilot shortage upon us, the industries doors are open and opportunities are around every corner. Every pilot’s career path and goals are as unique as the individual who aspires to achieve them. The Cape Air team has worked hard to create various pathways and partnerships for today’s pilots. Through partnerships with universities, colleges and partner airlines, Cape Air offers its pilots a proven pathway to the majors, while providing hands on training and valuable flight experience.

Cape Air offers pilots a direct pathway to individual success through multiple channels. Whether you’re a Cape Air employee with a passion for aviation and a desire to become a pilot, an undergraduate student currently in an aviation program, a current pilot looking for a change of pace, or even a retiree from a major airline with a desire to still fly, Cape Air has a proven pathway program that can meet both your wants and needs as a pilot.

JetBlue University Gateway Program The University Gateway Program provides a unique pathway for undergraduate students looking to seamlessly transition from student to professional aviator. Students from an Aviation Accreditation Board International (AABI) accredited program are eligible to enter the Gateway Program during their sophomore year. The program offers structured education, training and experience, preparing each pilot for their future in aviation. Undergraduate pilots in the program have the opportunity to work as interns at either Cape Air or JetBlue.

After graduation, they gain valuable hands on experience as university flight instructors. Once the student reaches their required calendar commitment at the university (usually 1 year of flight instructing), they join Cape Air as a Captain for a 2-3 year commitment. After that commitment is met, the pilot is scheduled for their Jet Transition Course and final interview with JetBlue. Recent graduates of the program obtained their Captain rank within three years of joining JetBlue.

The University Gateway Program currently exceeds 350 students at six colleges (seven campuses) across the country.

First Officer, Nicole Breton-Green, Photo Credit: Tim Johnson

January 2017 | 23

Cape Air Route Map as of February 2017

ROUTE MAP: 1Q 2017 Seasonal routes ME Augusta

VT

Massena

Bar Harbor

Rockland

Ogdensburg

Saranac Lake

NH

Lebanon

Rutland

Havre Glasgow Wolf Point

Albany

Kirksville

MT

White Plains

IL

Glendive Billings

MA

NY

Sidney

CT

Boston New Bedford

Martha’s Vineyard

Provincetown Hyannis Nantucket

NYC

Quincy

St. Louis Ft. Leonard Wood

MO

Cape Girardeau

KY

Marion Owensboro

St. Thomas Mayagüez

San Juan

Virgin Gorda Tortola

Culebra

Vieques St. Croix

Saipan

Rota

Guam

MICRONESIA

MONTANA

MIDWEST

NORTHEAST

CARIBBEAN

CREW BASES: Cape Cod and Islands

Rockland

Fort Leonard Wood

St. Thomas

Hyannis

Augusta

Kirksville

St. Croix

Provincetown

Bar Harbor

Marion

Tortola

Martha’s Vineyard

Massena

Owensboro

Vieques

Northeast

Ogdensburg

Quincy

Culebra

Boston

Saranac Lake

Montana

Mayagüez

New Bedford

Midwest

Billings

Micronesia

Rutland

St. Louis

Caribbean

Guam

Lebanon

Cape Girardeau

San Juan

24 | Aero Crew News

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Cape Air currently partners with the following Universities for the Gateway Program: •

Bridgewater State University

•

Embry-Riddle Aeronautical University – Daytona and Prescott Campus

•

University of North Dakota

•

Jacksonville University

•

Auburn University

•

Inter American University

Another aspect of the University Gateway program is the Advanced Gateway path. Similar to the traditional and original model, this program allows graduates of an AABI program to join Cape Air and eventually transition to JetBlue after completing similar gates.

View the Careers in Aviation video posted by ISTAT featuring JetBlue First Officer Shanti Merriman. Shanti was one of the first graduates of the Cape Air-JetBlue University Gateway Program For full YouTube link see page 27.

Cape Air Cessna 402’s in Nantucket

January 2017 | 25

Calling ALL Retired Airline Pilots!

On the Cover; Cape Air Cessna 402

Approaching retirement but still have a passion to fly commercially?

Cape Air Gray Gulls The “Gray Gulls” program is designed to give experienced pilots the opportunity to continue flying scheduled air service after the age of 65. Being primarily a CFR Part 135 scheduled air carrier, age is not a factor, only the ability to maintain a First Class Medical. Cape Air currently has retired pilots flying lines from almost every major carrier. There are three ways you can become a Gray Gull, and keep your flying career active: Full-Time: Pilots bid on a base by seniority, with the potential to base in any one of Cape’s twenty-nine pilot bases.

Pilots likely work a 4-on 3-off schedule (minimum 12 days off per 28) of about 40+ hours a week with overtime available.

Part-Time: Cape Air lists bases where part time pilots are required. Pilots are scheduled in advance in the base for less than 30 hours per week. This status can be held seasonally in some bases as well. (You are on the seniority list for your first year; you will qualify for CASS privileges but dependent on your hours worked you may or may not qualify for certain company benefits.)

On-Call: The pilots base is mutually agreed upon, with placement typically being in Cape Air hubs (Billings, MT, St Louis, MO, Hyannis, MA and Boston, MA), with the potential to be seasonally based in a few of our smaller locations. Pilots submit a minimum of five days availability per month – three days must be consecutive and covering a weekend. Gray Gulls are eligible to pick up additional time at their leisure. (Pilots accrue seniority for up to twelve months, and are eligible for CASS privileges but not company benefits.)

In all scenarios, Gray Gulls are responsible for housing in their base. However, if a temporary duty vacancy (TDY) line exists, and the pilot chooses to cover the line, a hotel room and per diem are provided out of base.

Training takes place in Hyannis, MA and lasts approximately 5-6 weeks. During training, pilots are provided a single occupancy hotel room and paid a minimum of 40 hours per week. This is the only full-time commitment required of OnCall or Part-Time Captains.

Cape Air Gray Gulls (from left to right) Jamie MacKay - Captain, Bob Shore - Captain, John Peck - Captain, James Gibson and Mario Roman - Captain

26 | Aero Crew News

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Internal Gateway Program

•

Successfully complete a Cape Air pilot interview

Cape’s Internal Gateway Program was established to offer support to Cape Air employees with a desire to pursue careers as professional pilots. An eligible employee is someone who for reasons beyond his/her control has had to discontinue their flight training. Employees interested in joining the Internal Gateway Program must meet the following requirements:

•

Possess a FAA issued Private Pilot Certificate with Instrument privileges or higher

•

Sign a promissory note regarding your time and financial commitment to Cape Air

•

Be a full time employee in good standing for at least one year

•

Eligible to work in US

•

Receive a favorable recommendation from your manager or supervisor

•

Receive a recommendation from a Captain at Cape Air

•

Complete the Internal Gateway Application

For more information on any of Cape Air’s Pilot Pathway Programs visit www.capeair.com/careers . For inquiries, email pilotjobs@capeair.com or contact the Pilot Recruitment team via phone at 508.827.7883.

Wear Your Wings With Pride!

Fast Facts: Headquarters:

Hyannis, Massachusetts

Year Founded:

1989

Number of employees:

1,100+

Number of Aircraft:

84 Cessna 402s, 2 ATR-42s and 4 Britten-Norman Islanders

Number of Pilots:

204

Most Junior Captain Hired:

ATP Minimums

Number of Bases:

30

Bases:

See Page 24

Number of Cities served:

40

Key Benefits: Employee-owned company with profit sharing, Full-time and Part-Time positions available Paid company FAA medical benefit, CASS jump seat approval, Known Crew Member access, 401K matching, 8 paid holidays for full-time and part-time employees, Wellness benefit, Vacation accrual, Paid sick leave, Company paid uniforms after 1 year

Website www.capeair.com Phone - 508-827-7883 Facebook - facebook.com/CapeAir Twitter - twitter.com/CapeAir LinkedIn - linkedin.com/company/cape-air Instagram - instagram.com/capeair YouTube - youtube.com/channel/UCjdbj_0K0p6hEFfoe7jJQ8Q JetBlue YouTube - youtube.com/watch?v=6g1gdFJvHHM&feature=youtu.be Credits: Erin Hatzell

Marketing Manager

Trish Lorino

Vice President, Marketing & Public Relations

Craig A Bentley

Senior Vice President, Pilot Sourcing and Industry Relations

January 2017 | 27

Interview with Craig A Bentley Senior Vice President Pilot Sourcing and Industry Relations, Cape Air Pre Interview: Craig: How do you select applicants to be brought in for

an interview?

Craig: We review submitted applications and resumes

to find candidates that meet our requirements.

Once a candidate gets asked to attend an in person interview, our goal is to really assess if he/

she has the level of knowledge, commitment,

integrity and appreciation for our core values, and

ultimately, would be a good fit for us.

C:

C:

C: Can you walk me through a typical day of What can an applicant do to increase their chances interviews? of being called for an interview?

C: The day starts with a meet and greet with a pilot The most important factor is if the applicant

recruiter. From there, a series of interviews with meets our minimum requirements, which we detail other members of the flight leadership team take on our pilot careers portal at capeair.com. Also,

place. Typically we conduct a tour of our it may seem inconsequential, but we also review

headquarters location, provide a lunch if the timing to see how thorough the application responses

fits, and give the applicants a chance to discover are, and if correct spelling is used. It just shows the more about Cape Air from all facets of the applicant was more mindful to details. organization.

C: How critical is it to attend a job fair to get an interview?

C: This is not critical, but certainly can be helpful.

We do several events a year, and it’s always great

to have one-on-one time with an applicant.

However, if a potential candidate can’t make these

events because of academic or personal

commitments, we want to provide an alternate

channel for them to get to know us, and vice versa. This is why the written application process,

and the thoroughness of that application is so important.

C:

C:

Interview: C: Do you recommend that applicants get to your

headquarters city the day before and get a hotel

room for the night?

C: We help arrange travel to/from the interview. If

needed, we will provide a hotel room and car

service for the applicant to get to our headquarters

in Hyannis, MA. We offer up to $200 for airfare \

reimbursement to fly into Boston.

What is the best way to prepare for an interview with your company?

Do some research on our history. Each applicant should have knowledge on our core values, where we operate and the type of equipment we operate.

It’s always impressive if the applicant demonstrates that they put an effort in to learn about the company, know who serves as our CEO, who is our President, where we fly.

28 | Aero Crew News

C:

C:

What kind of questions can an applicant expect to be asked?

Applicants will be asked to display their knowledge on our company, core values, equipment we fly, leadership questions and technical questions related to general multi-engine operations. He/she will also be expected to provide an overview of their work history and challenges they have encountered. Because of our commitment to safety, we cover safety culture questions and expect them to explain the systems on the last aircraft where they served as PIC. We also give the opportunity to explore how they handle failed check rides, and more importantly, what did they learn from that experience.

C:

C:

Can you give me some examples of the TMAAT questions that you like to ask?

We are always interested to know how an applicant handled certain situations, particularly emergencies encountered, challenges with colleagues and the handling of company policies

Back to Contents

Interview with Craig A Bentley continued...

that may not be in line with his/her ideas. These are typical scenarios we like to cover with the TMAAT portion of our discussions.

C:

C:

If the TMAAT question being asked does not apply to that applicant can that question be skipped?

Yes.

C:

C:

What are some of the biggest mistakes that applicants make during the interview process?

If the applicant can’t demonstrate that they did their research before the interview and they have little knowledge of the company, history, values, operations, aircraft or regions where we fly, that’s a detriment to their candidacy. If they have an inability to explain a system, that would show their lacking competency as an airman.

Written test: C: Is there a written or computer test?

C: No. C: C:

Is there a personality test?

No.

Simulator Evaluation: C: Do you have a simulator ride?

C: No. Post Interview: C: Do you tell applicants they are hired in person that day?

C: No. C:

C:

How long do applicants have to wait to know if they are hired then?

The process typically takes from 1 day to 2 weeks.

C:

C:

How soon can an applicant expect a class date after being hired?

It’s typically no sooner than 2 weeks, but we always want to work with our applicants to ensure the start date is mutually agreeable.

General: C: How many pilots does your airline expect to hire

this year?

C: We would like to hire 80 ATP (qualified) pilots

for our Part 135 operation. We would like to hire

30 First Officers for our Part 135 operation.

C:

C:

Can you explain the ATP-CQP class that your company offers?

We use a vendor to accomplish the ATP-CTP training if an applicant requires it.

C: C:

Do you have a hiring bonus?

We do not offer a hiring bonus.

C: C:

Does Cape Air have a pilot referral program?

Yes, we have an internal referral program. We offer up to $2000.00 to current employees that recommend qualified applicants. The applicants must be hired and complete their employment obligation for the employee to be paid the bonus.

C:

C:

Can you describe the career path program that Cape Air has with JetBlue?

We have two programs that recruit and hire pilots into Cape Air and then eventually those pilots can be selected to join JetBlue. The University Gateway Program identifies prospective pilots during their college career and moves them through a program that includes: selection, interview, mentoring, internship, flight instructing, work at Cape Air and then interview with JetBlue.

The program is about 7 years in length and begins during their sophomore year of study. We are currently partnered with six universities as part of this program. We also offer the Advanced Gateway Program, which is very similar to the University Gateway Program. This allows graduates of other Aviation Accredited Board International (AABI) accredited flight programs to be hired by Cape Air and transition to JetBlue after meeting certain requirements. All of our programs and current job openings can be viewed at capeair.com.

January 2017 | 29

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

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30 | Aero Crew News

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Fitness Corner

Written by: Pilot Fitness

W h a t ’s y o u r d a i l y N E AT ?

NEAT

, otherwise know as non-exercise activity thermogenesis is the amount of energy expended performing all daily tasks aside from sleeping, eating or sport-like/structured exercise. Seemingly insignificant daily movement/tasks can have a cumulative effect that greatly increase your metabolic rate and net daily NEAT. Sitting for extended periods of time, regardless of daily exercise habits, has a direct and negative impact on our health.

And while using a standing or treadmill desk is a great option for many, we all know standing cockpits are not going to be approved by the FAA any time soon!

Exercise is often thought of as an all or nothing event but this is simply not the case and is especially important for flight crews to understand. A short brisk walk on a layover or delay can be a great starting point if you are new to exercise and provides great benefits if you are a seasoned athlete.

Something seemingly insignificant can do wonders not only for your health but your mental function: An imperative aspect for any flight crew member.

32 | Aero Crew News

Photo provided by Pilot Fitness So, what role does sitting have on your metabolism and health? Well, the negative effects of sitting extends beyond muscle imbalance and inefficient neurological wiring, even for those of you that work out for an hour or more each day.

Infact, *Sitting is becoming known as the new smoking, even for athletes!

Dr. James Levine, coined the term “sitting is the new smoking” and goes on to say that we are sitting ourselves to death. “Much research has shown that sitting increases the risk of developing several serious illnesses like various types of cancer, heart disease and type 2 diabetes.” These conditions can lead to a loss of your medical certificate.

Sitting is a cue for the body to relax, resulting in less blood and oxygen being pumped throughout the body and the brain, causing physical and even worse, mental fatigue. Sitting for a mere 30 minutes can reduce your metabolism by up to 90% and more than two hours can reduce your “good” cholesterol (HDL) by up to 20%.

Now that I have made my case...how can you easily counter some of the effect of sitting by sneaking more NEAT into your hectic and busy schedule at work?

Back to Contents

Fitness Corner

At the Hotel/Between duty periods: 8. Wait until everyone has arrived at the hotel van before taking a seat and help load the suitcases if you’re feeling sporty.

9. Upon arrival at the hotel, take a walk down to check out the gym and fill your water bottle from the fountain.

10. Upon entering your room, immediately do 5 pushups and 10 squats (every time).

11. If you are in a good neighborhood, choose a place outside the hotel to meet the crew after the days flights.

12. Stand on the bus/tram from the parking garage to the airport or your crashpad.

Visit our website at www.pilotfitness.com Photo provided by Pilot Fitness Activity Breaks: Activity breaks are one of the best ways in which you can mitigate your risk. Interrupt sedentary time whenever possible! See example below for ideas.

At the Airport: 1. On breaks between flights, walk the terminal. Use the furthest bathroom or coffee shop, invest in a head set and walk or pace while catching up with loved ones on the phone.

2. Take the stairs instead of the elevator or escalator.

3. While waiting in line at the airport or before a flight, stand on one leg or slowly shift your weight back and forth.

4. Every time you lift your food cooler or suitcase do a few biceps curls and every time you stand from an extended period of sitting, squeeze your butt 10 times.

5. When reaching down to pick something up off of the ground, squat down using your legs and engage your core. When standing from a seated position, don’t use momentum or push with your arms to get you up.

Instead, drive through your heels, pull in your belly button to engage your core and squeeze your butt to stand.

On the Plane: 6. While seated (commuting, deadheading etc.) do a few seated exercises and stretches to relax tight muscles and get the blood flowing through the body (For specific exercises visit our Seated Exercises Course).

7. Fidgit. Fidgeters on average burn 300-350 more calories than non fidgeters! Tap your feet, change your posture or sitting position or even do heel raises while sitting.

You can do this by keeping your toes on the ground and lifting your heels, engaging your calf muscles.

About Pilot Fitness The Pilot Fitness Team is comprised of husband and wife duo Joshua and Lauren Dils.

Together they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly.

Lauren has a bachelors degree in Health and Exercise Science from CSU. Lauren holds professional training certificates through NASM for personal training and as a corrective exercise specialist. She works as a personal trainer and group exercise instructor with an emphasis on high intensity training. Additionally, Lauren and Josh have both received their certificates in plant based nutrition through eCornell.

Josh is an airline pilot for a major U.S. airline based in SFO. With a background in competitive athletics, Josh won the gold for the North Face Endurance Championships Marathon in 2012 and Lauren took the bronze. Josh also competed in the 50 mile distance as well as full Ironman triathlon, and was an Ironman all world athlete in 2015. It is the combined experience as airline and health professionals that allow us to truly understand the struggles of airline personnel and how to help you reach your health and lifestyle goals.

We offer two eCourses: "The Pilot Fitness Fundamentals Course" and "The Seated Exercise Course" along with luggage reviews and articles. Pilot Fitness is also launching our flight crew meal planning app, "Fit Flyer" to help you plan ahead for healthy eating! Follow us on Facebook, Twitter and Instagram for more information for the app release! You may also contact us directly at info@pilotfitness.com.

January 2017 | 33

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)

34 | 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

Back to Contents

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

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

3 Hours per day, plus per diem

$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

B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

G4

Virgin America (Redwood)

Oct/2015

Dec/2016

7,765

ALPA

iPad

Contract 2012 as amended

Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029

F9

B6

Single Occupancy, Paid for by company

$2.00

Octotber 2015

794

3.P

6.A

3.Z

Dec/2016

Dec/2016

MMG

No

$1.90

Feburary 2014

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

Single $2,500 per Occupancy, Paid month for by company

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

Add A, Pg24

Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.T.1

Single $1,750*/mo Occupancy, Paid for by company 3.D.1

Sun Country Airlines (Sun Country)

12,500

MMG

4.K.6 Spirit Airlines (Spirit Wings)

2006

IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX

Union

EFBs

Bases

IBT

iPad

BLI, FLL, HNL, IWA, LAS, OAK, PGD, PIE, SFB AVL

Notes

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

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

Contract 2016, as amended FAPA

ALPA

SWAPA

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 | 35

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)

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

None

12 or 11* 12 or 10*

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

Company Provided***

Yes

14.C

3.F

12 36 | Aero Crew NewsYes

FAA 117

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

195

6.4

177

36

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

Avg of 5

1:2 or

1:3.75

50%*

$20/ month

4.G.2.a

4.F.6

2.A.1, 2

1:3.5

Schedule

150% over 78

*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

None

*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

Contract 2015, as ammended

*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.

Contract 2010, as amended

None

$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

Headset Reimbursement

Major Airlines

Frontier Airlines (Frontier)

JetBlue Airways

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

Supplied in AC

Notes

*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.

Contract 2016, as amended

None

*Unschedule DH pay s 100%

Back to Contents

*1 for 1:45 between 0100 and 0500

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

Company Provided***

6.4

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12 or 11* 12 or 10*

Yes

14.C

3.F

12

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

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

195

177

36

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

1:3.75

$20/ month

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

Headset Reimbursement

Supplied in AC

Notes

*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.

Contract 2016, as amended

None

*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

Kalitta Air 13 or 14*

Yes

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 | 37

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

$265,905 HRxMMGx12

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

75

$128,988

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

3.B.2.d

4.B.1.b*

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*

United Airlines (United)

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

Aircraft Types

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

Percentage of health care Notes employee pays *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.

None

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

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

0%

15%

20%

Contract 2010, as amended

0%

401(K) Matching (%)

5% at 200%*

10.A

4.C

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$166.68

$150,012

1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days

$100.01 4.3

HRxMMGx12

4.3

HRxMMGx12

A320 family

$148.71

$124,916

$218.66

$183,674

E190

$133.82

$112,409

$196.83

A319 A320 A321

4 H/M Max 600

70

A319, A320, A321*

B737

1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days

$145.17

75

$90,009

3.C*

HRxMMGx12

$157.36

85

$160,507

4.C.1

4.H, 4.M*

HRxTFPx12

$165,337

8.B 0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs

16"%

20%

22-A

24-B-5

401(K) DC

5.A

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

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days

70

$94,861

$168.55

$141,582

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

Contract 2016, as amended

5% 1:2 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

$229,296

$185.32

*The company will match 200% of what the pilot contributes up to 5%.

*A321 coming end of 2015

$224.80

$94,409

Appendix A

4.C

3.J**

72

B737NG $112.93 38 | Aero Crew News

None

EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394

After 3 years 2.2% up to 6% at 9 years

1 Day / Month Max 120 Days

Contract 2012 as amended

Percentage of health care Notes employee pays

HRxMMGx12

$109.27

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)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

*New hire pilots receive 1 vacation day per every full month of employment.

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$307.76 15.D.1.b

$143.32

EMB-190, CRJ-900

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

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,

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

Aircraft Types

70

$146,126

$254.70

$213,948

$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

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Sun Country Airlines

Virgin America (Red Wood)

A319, A320, A321*

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B

$100.01

E190

$133.82

A319 A320 A321

B737NG

A320

10.A

$216.42

$148.71

B737

5% at 200%*

$121,943

A320 family

Aircraft Types

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

401(K) DC

24-B-5

HRxMMGx12

3.J**

None

4.C

4.C

5.A

1 Day / Month Max 120 Days

5% 1:2

After 3 years 2.2% up to 6% at 9 years

15.B.2 & 3

16.B.2

16.4

3.J

3.E

3.E

3.F.i

9.7% 1:1

-

$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

$109.27

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

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

85

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

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 (%)

None

Contract 2010, as amended

*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

1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days

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.

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

*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information

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

Contract 2016, as amended

Contract 2016, as amended

19.B.2

1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max

62

Aircraft Types

None Specified

$160,507

$149.33

B757, B767, A300, B747, MD-11

5% + 3%

85

>5 = 14 days <6 = 21 days

B747

5% 1:1

$157.36

> 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days

*The company will match 200% of what the pilot contributes up to 5%.

*A321 coming end of 2015

HRxMMGx12

1-5 = 14 Days 1 TFP / 10 5-10 = 21 Days TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394

0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs

Cargo Airlines

B747

UPS (UPS)

20%

3.C*

Atlas Air

FedEx Express (FedEx)

401(K) Matching (%)

4 H/M Max 600

70

70

Spirit Airlines (Spirit Wings)

22-A

1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days

$145.17

4.3

Southwest Airlines (Southwest)

16"%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

0%

Additional Compensation Details

$141,028

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.

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 | 39

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.

40 | 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 | 41

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

42 | 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 | 43

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)

44 | 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 | 45

*Paid out over 3 years, restricitions

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

$30,000*

$35.81 @ 75 hrs

Paid for by company; Single occupancy

$1.90/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

7H

No

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

WP

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*

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

*Paid out over 3 years, restricitions apply. 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 46 | 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 | 47

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

48 | 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 | 49

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.

50 | 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 | 51

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

52 | 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 | 53

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

54 | 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

Back to Contents

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 | 55

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

Career Consulting Interview Prep

Upcoming Job Fairs Chicago Pilot Job Fair Date: Friday, May 5, 2017 March 2-4, 2017 Tickets will be available: Platinum: Now Aero Crew Solutions will be attending the Women in Silver and Gold: March 27th, 2017 @ Noon Aviation Industry Expo in Orlando, FL at Disney’s Bronze: April 3rd, 2017 @ Noon Coronado Springs Resort

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.

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