Aero Crew News, March 2017

March 2017

Aero Crew News

ar ue e s d Y y Is n co rsar e S ive n 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 . . .

An

FITNESS CORNER

Long Term Sitting is Lethal

Exclusive Hiring Briefing

MILLION-AIR

Building Wealth Is A Science

CONTRACT TALKS

Sick Leave and Paid Time Off

SAFETY MATTERS A.S.A.P.

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

March 2017

C o n t e n t s

Sections

Aviator Bulletins 8 Latest Industry News

MILLION-AIR 16 Building Wealth Is A Science

Food Bites 18

The Ultimate Chicken and Waffle Sandwich

Safety Matters 20

A.S.A.P. – Aviation Safety Action Plan

Contract Talks 23 Sick Leave and Paid Time Off

Horizon Air 26 Exclusive Hiring Briefing

How to Fly Airplanes Defining the Problem

32

Fitness Corner 36 Long Term Sitting is Lethal

The Mainline Grid

38

Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Airline Base Map

The Regional Grid

46

The Flight Attendant Grid

54

General Information Work Rules Additional Compensation Details 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 From the Editor

Photo taken by Craig Pieper Readers, I am proud and excited to announce that we are celebrating our twentyfourth issue a.k.a. our second year anniversary! Over the past two years Aero Crew News has been downloaded almost one million times!

(949,288 times, but hey who’s counting?) As we approach that one millionth download mark I reflect on where and how this magazine started and I would like to thank all of those that have contributed, helped out, offered their advise and read Aero Crew News over the past two years. If it weren’t for every single one of you we would not be where we are today.

I do know that some of our data in The Grid is not current and in this constantly involving industry it is very difficult to keep up. Which is why we still need every single one of you to help us update The Grid. If you notice an out of date item, please use of our options to help us get this data up to date. Visit aerocrewnews.com/updates/ to submit an update.

Fly Safe, Craig Pieper

Credits Editor in Chief Craig Pieper Aero Crew Solutions, CEO Scott Rehn Layout Design By Craig Pieper Additional Contributors Max Wettstein, Marc Cervantes Scott Stahl, Andy Garrison Robert Reser

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 Cape Air. Safety Matters explains the importance of NASA ASRS. Contract Talks is reassigned to Reassigning a Pilot During a Trip. Fitness Corner adds Pilot Fitness to the line up and they explain What’s your Daily NEAT. Lastly, there’s always more aviation news with Aviator Bulletins.

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

Aviator Bulletins Provided by the companies listed Horizon Air Feature Contributors Brad Lambert Ali Donway Photographs By Horizon Air Corporate Communications Department Photographs used with permission from Horizon Air & Alaska Airlines,

Craig Pieper

Additional photographs as noted © 2017 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.

March 2017 | 5

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Aviator Bulletins

The latest aviation industry hiring news and more.

Coast Flight Training facilities expand to Texas, Transitioning military pilots for a civilian career at Envoy Air/American Airlines

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nvoy Air, a wholly owned subsidiary of American Airlines, is happy to announce that our partner school, Coast Flight Training, has opened a new facility in San Marcos, Texas. As part of its Rotor Transition Program, Envoy has teamed with Coast Flight Training to help train military helicopter pilots for a transition to an airline career.

Envoy’s Rotor Transition Program is designed to help helicopter pilots gain fixed-wing training and ratings to meet FAA requirements by using funds from VA benefits and Envoy financial contributions. Coast Flight Training will train pilots for approximately 90 days before they officially begin First Officer training with Envoy.

Now that Coast Flight Training has expanded to Texas, more military helicopter pilots will have the opportunity to begin a fulfilling career as a civilian airline pilot.

“We are very pleased to be opening a Coast location in San Marcos, where we have been welcomed with open arms by the City, Greater San Marcos Partnership, and in particular Texas Aviation Partners,” said Bryan Simmons, President of Coast Flight Training. “They created a very positive business environment for us to invest here,

8 | Aero Crew News

Image provided by Envoy create jobs, and help veterans achieve great success for themselves and their families.”

“Envoy Air is proud to team with Coast to launch this new program in Texas, and to promote commercial aviation as a rewarding career for our U. S. Military Veterans. Coast Flight offers outstanding training and produces well qualified pilots that are ready to join the Envoy/American Airlines Group team, and we welcome them to Texas,” said Ric Wilson, Envoy Vice President of Flight Operations.

New pilots at Envoy, including incoming Rotor Transition Program pilots, can earn more than $60,000 their first year, which includes a signing bonus of up to $22,100. Envoy’s unmatched flow-through agreement guarantees all Envoy pilots a job at American Airlines without an additional interview. In addition, Envoy employees can enjoy first-rate benefits including free travel, company-matched 401(k) and full health coverage.

For more information on Envoy and the Rotor Transition Program, visit envoyair.com/pilots or email our Pilot Recruitment Team at envoypilotrecruitment@ aa.com.

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Wait Until You ‘C’ This:

United Airlines Previews Sleek and Spacious New Terminal C North at Houston’s George Bush Intercontinental

Images provided by United Airlines

At $277 million, the new United terminal promises to elevate the customer experience with roomier gate areas, the latest technology and chef-inspired dining choices

A

t 265,000-square-feet, the new $277 million space is more than 100,000 square feet larger than the already existing Terminal C, offering a more comfortable and lavish concourse-to-gate experience for United’s customers. Aircraft enthusiasts will enjoy the sweeping tarmac views courtesy of the floor-to-ceiling concourse windows, and all travelers will relish the expansive gate-lounge areas, world-class retail shops and fresh, locally inspired dining options.

“This new terminal is truly befitting Houston’s hometown airline,” United president Scott Kirby said, “and just like Houston, we’re proud to call this gorgeous new space home. Everywhere you look in Terminal C – from the food choices to the modern designs to the relaxed surroundings – you’ll notice the attention to detail and the innovative thinking that went into creating this facility.”

United has served Houston for more than 70 years.

From its hub at George Bush Intercontinental Airport, United and United Express offer nearly 500 daily flights to more than 170 destinations around the world, including top business and leisure markets in Asia, Europe and the Americas. The Houston hub is United’s premier gateway to Latin America, serving 52 nonstop destinations across Latin America and the Caribbean. United is also one of Houston’s largest employers, with more than 14,000

Houston-based employees.

OTG will oversee the culinary and retail operations in the new terminal (as well as those in Terminal B South and Terminal E), introducing an array of sophisticated and contemporary amenities. United’s Terminal C North will be home to several unique eateries created by some of the region’s most renowned chefs, including a taqueria by Chef Roland Laurenzo, a Neapolitan-style pizza concept imagined by Chef Ryan Pera, Chef John Nguyen’s Vietnamese-Cajun fusion eatery, a Panini bar designed

by Chef Monica Pope and a Houston-centric tavern by the James Beard Award-winning Chef Chris Shepherd. Aside from taste and quality, OTG’s concepts are also known for their tech-enhanced hospitality, driven by OTG’s awardwinning and iPad based flo® tech, and OTG’s focus on locally sourced farm-to-table ingredients.

“We couldn’t be more proud of this partnership with United and the program we’ve developed for C-North,” said Rick Blatstein, OTG CEO. “In sourcing some of Houston’s most celebrated culinary talent, designing fully immersive spaces and implementing leading-edge tech, we’ve ensured a world-class airport experience, built for the United traveler.”

Source: United Airlines News Room.

March 2017 | 9

Aviator Bulletins Alaska Airlines and Horizon Air employees receive $100 million in bonuses

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mployees of Alaska Air Group companies Alaska Airlines and Horizon Air are receiving $100 million in bonuses today, following Wednesday’s record fourth quarter and record full-year earnings announcement. For most employees, this equates to more than 8 percent of their annual pay in 2016.

The company’s annual bonus, called Performance Based Pay (PBP), is determined by meeting or exceeding specific company-wide goals for safety, customer satisfaction, cost control and profit. For the eighth year in a row, employees will enjoy a payout of about an additional month’s pay.

“We know it is our incredibly hard-working employees who truly make our airline the best in the industry, and we’re thrilled to be able to say thank you with a bonus for outstanding performance,” said Alaska Airlines CEO Brad Tilden.

The PBP bonus is in addition to the approximately $15 million in 2016 operational bonuses that employees earned for achieving monthly on-time and customer satisfaction goals. The combined monthly and annual 2016 bonuses paid to employees totals $115 million.

10 | Aero Crew News

Image provided by Alaska Air Geographic breakdown: •

About $62 million in annual bonuses — more than 60 percent of the total — is being paid to Alaska and Horizon employees in the Puget Sound area

•

$14 million is being paid to employees in the Portland, Oregon area

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$9 million is going to employees throughout the state of Alaska

•

$9 million is going to employees throughout the state of California

Starting this year, Virgin America employees are included in Alaska’s PBP program. Alaska closed its acquisition of Virgin America in December 2016, with the goal of creating a national footprint and an unparalleled capability to serve the traveling needs of people living on the West Coast. Together, the airlines offer more flights to more destinations from the West Coast than any other airline.

Source: Alaska Airlines News Room

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CommutAir and ATP Announce Partnership

Image provided by CommutAir

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ommutAir announced a partnership with ATP Flight School to provide ATP graduate flight instructors a financially subsidized path to a pilot job at fastgrowing CommutAir and the opportunity to enroll in the United Career Path Program (CPP) at the time of entry into CommutAir. The Tuition Reimbursement Program allows instructors to have up to $11,000 of their flight training costs paid for by CommutAir, in exchange for agreeing to fly for CommutAir after earning the requisite number of flight hours.

The CPP provides qualified pilots with a direct path to a United Airlines’ flight deck upon completing the necessary interview/testing, flight hours, and other normal

requirements. More information on the United CPP is available at http://www.flycommutair.com/careers/unitedcareer-path-program. The combination of the CommutAirATP partnership and the United CPP provides ATP students with a defined path to a long term commercial pilot career.

Joel T. Raymond, Chief Operating Officer at CommutAir, commented that, “We have always valued ATP’s high quality students and instructors. With our new partnership, we look forward to welcoming even more of them by easing their financial burden, helping them gain commercial experience, and offering them the opportunity to springboard to a United career.”

March 2017 | 11

Aviator Bulletins Jet Linx Announces Two New Partners Added To The Elevated Lifestyle Clients Benefit Program

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et Linx Aviation introduces two new partners, TCS World Travel and Telluride Ski Resort, to its client benefits program, Elevated Lifestyle. Through the Elevated Lifestyle program, Jet Linx clients have access to exclusive rewards and offers with partners across a number of categories including health & wellness, leisure, wine & spirits, fashion, beauty, travel and more. Clients who fly 25, 50 and 100 hours a year earn access to an enhanced tier – Elevated Lifestyle Plus (EL+) – offering even more value.

TCS World Travel provides all-inclusive, globe-circling journeys in a custom Boeing 757 that are meticulously orchestrated, linking unique culture, historic sites and natural wonders rarely experienced on a single itinerary.

Jet Linx clients, when not flying around the world with Jet Linx, enjoy client-only benefits when booking any TCS World Travel expedition, and can also tap into the TCS World Travel Private Travel division to create a custom international ground itinerary while using Jet Linx for lift.

Telluride, Colorado also joins the Jet Linx Elevated Lifestyle benefits program, with seasonal ski and golf offers for members staying at the Lumière Hotel.

Renowned for its ski terrain, Telluride is a National Historic Landmark surrounded by the highest concentration of 13,000 and 14,000 feet peaks in the United States.

Telluride’s Main Street features Victorian architecture and colorful storefronts while Mountain Village, a pedestrianfriendly alpine enclave, is home to a variety of boutiques, restaurants, and lodging options including Lumière, Colorado’s most intimate and luxury boutique property with ski-in/ski-out access.

“The Jet Linx cornerstone is about offering a personalized private jet experience with added value at every turn,” said Jamie Walker, President & CEO of Jet Linx. “Through the Elevated Lifestyle program, we’re able to provide our members and aircraft owners with exclusive

12 | Aero Crew News

Image provided by Jet Linx benefits and highly curated experiences that reflect the same level of customization that is at the core of our business.”

Jet Linx also increased its fleet by three additional aircraft in January, bringing the total from 82 to 85 aircraft under management, up 39 aircraft from the previous year.

With a plan to add over 350 new Jet Card clients and 46 new managed aircraft in 2017, Jet Linx also announces the formation of a Revenue Management Department to further streamline its infrastructure of support.

Accompanying the establishment of a Revenue Management Department is the promotion of Erin Donnelly as its Vice President. Donnelly, a dedicated Jet Linx team member of seven years and previous the Director of Fleet Management for Jet Linx, has been promoted to lead the new department as its Vice President.

The newly formed Revenue Management Department will lead the Charter and Fleet Optimization departments and focus on expanding both teams to ensure the best revenue management practices for the two departments.

“Our commitment to growth in 2017 is underscored by this reorganization of our executive management. Under the leadership of Erin Donnelly, we will not only meet, but exceed our revenue growth this year” said Jamie Walker, Jet Linx President and CEO.

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Aviator Bulletins Mesa Airlines Continues to Expand its Partnership with United Airlines with Agreement to Add 12 Additional Embraer E175 Aircraft

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esa Airlines, Inc. announced on Feb. 10, 2017 plans to expand its partnership with United Airlines with the addition of 12 new Embraer 175 aircraft. These aircraft will bring Mesa’s E175 fleet count to 60 and the Company’s total number of large regional jets to 145. Mesa’s United Express fleet will now total 80 aircraft, including 20 CRJ700s.

“We are delighted, once again, to extend and expand our partnership with United Airlines with the addition of 12 new Embraer 175 aircraft,” said Chairman and CEO Jonathan Ornstein. “We appreciate United’s confidence and will continue our focus on providing the highest levels of customer service and reliability in the industry.”

Since United’s E175 program launched in June 2014, Mesa added 48 E-Jets to its United Express hub in Houston, with every aircraft in service on time or ahead of schedule.

14 | Aero Crew News

Image provided by Mesa Airlines “We have grown our E-Jet fleet from 0 to 60 in record time and understand the importance of both top-notch performance and low cost operations,” said Mesa’s Chief Operating Officer John Selvaggio. “Combining the two, Mesa has become the fastest growing U.S. air carrier and the airline of choice for growth in the regional industry.”

Mesa has created more than 2,000 jobs over the past three years, and believes there are significant opportunities to continue this growth and provide thousands of additional careers for some of our country’s most promising pilots, flight attendants and mechanics.

Unfortunately, regional airlines face new, burdensome federal regulations threatening both the industry itself and small U.S. cities and towns, most of which have seen reduced service levels or have lost air service altogether. Mesa is hopeful changes will soon

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Mesa Airlines Continued... be made to this counter- productive government intervention in a vital U.S. industry.

Despite these restrictive policies, Mesa’s steady growth, building on the Company’s partnerships with both United and American Airlines, has helped Mesa create and provide opportunities for advancement and job security for its employees in hubs across the United States.

The delivery of the 12 additional aircraft is scheduled to begin in May 2017 and will create more than 500 new commercial aviation career opportunities.

For more information and to apply, go to www.mesa-air.com.

Additionally, Mesa pilot candidates are eligible for up to $42,100 in incentive compensation during the first 4 years of employment as a First Officer.

•

$22,100 paid after the completion of training if you choose the CRJ Aircraft

•

$10,000 paid after the completion of training if you choose the E-Jet Aircraft

•

$5,000 paid after the completion second year of employment

•

$5,000 paid at the completion of third year of employment

•

$10,000 paid at the completion of fourth year of employment

*Unless eligible for upgrade (Based on Company Seniority and FAA Part 121 requirements) *First Officer Programs are subject to adjustment if the wages in Section 3 of the Collective Bargaining are adjusted.

Air Choice One Adds to it’s Fleet and Operation

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ir Choice One is proud to announce the addition of another 2017 Cessna Grand Caravan EX to the fleet bringing the total number of Air Choice One Cessna Caravan’s to 12.

Additionally, Air Choice One has been recommend by the community of Jackson TN to provide air service for another 4 years.

Image provided by Air Choice One

March 2017 | 15

MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

Image Provided by Andy Garrison

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o survive and live the life you want, you need to do two things: build significant wealth and manage the unique risks you face as a professional pilot.

The good news is that building significant wealth is a science, which means that everyone – including you – can do it!

5 proven principles that lead to significant wealth There are proven principles that, when followed, lead you to build significant wealth. Each of these principles has stood the test of time and has been used by the most financially successful people.

The five principles are: 1. Believe you can do it 2. Think exponentially 3. Increase your value and your income 4. Get to where you can save 30% 5. Save and invest wisely Let’s break each one down.

Principle 1 – believe you can do it If you don’t believe you can do something, you won’t take the required actions to accomplish what you set out to do, sabotaging yourself in the process. This principle holds true whether you are getting ready to land at a new airfield or you are trying to build wealth.

16 | Aero Crew News

When you believe it’s possible, you start seeing solutions and opportunities everywhere you look. Once you believe that you can build significant wealth, your mind will start to notice and create opportunities to turn it into a reality.

Principle 2 – think exponentially Thinking exponentially refers to multiplying the results you think you need by 10. Most people fall short of their goals because they take either too little action or the wrong types of action. Thinking exponentially makes sure you’re taking the action required to build the wealth you need.

For example, if you think you need to build up $1,000,000, multiply it by 10 and set your goal at $10,000,000. Doing so opens a whole new world of thinking and solutions.

You begin to come up with opportunities and actions that you simply wouldn’t have come up with by thinking smaller. When you realize that you are targeting 10 times the result, you find different answers that propel you further.

Will you hit your exponential goal? Maybe or maybe not. Either way, you will be a lot further along than if you just aimed for your “normal goal.”

Principle 3 – increase your value and your income Income is the foundation to building significant wealth, and the greater your income, the shorter your “leg” to financial freedom and millionaire status.

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MILLION-AIR

How do you increase your income in a heavily regulated and seniority-based career track? You develop your value and income streams outside of flying.

Focus on increasing your value, skills, knowledge, and ability to serve the markets you’re passionate about. The more value you provide to the market, the more income you can command.

When your income starts far exceeding your expenses, you’re not only better protected financially, you’re accelerating your journey to being a millionaire.

Principle 4 – get to where you can save 30% of your income The average savings rate in America (among those that are actually saving) has hovered around 5% for many years. If you want to build significant wealth, you need to save far above average and target putting away 30% of your income.

For most, getting to where you can save 30% of your income will require you to think bigger. Waiting on seniority to increase or a transition to the left seat or the majors doesn’t put you in control. Take control and find ways to increase the income you can save.

Principle 5 – save and invest wisely Once you’re saving 30% of your income, you’ll quickly realize you need that money to start earning money for you. You do this by saving and investing wisely.

First, build up a cash “reserve” to protect you for when things go wrong. After you have a comfortable reserve in place, begin investing your money to generate growth and income for you.

When you begin saving and investing, it is not the time to “hit it big.” You want to keep it simple, low cost, and broad-based. If you are not confident in your investing ability, either learn what you need to know or get help from an expert.

Over time, you’ll see that your money is earning income itself. When your money is earning more than you are, you’ve reached financial freedom!

Wrapping up Building wealth is a science, and everyone, including you, can follow proven principles to build the wealth you need to survive and live the life you want.

These principles work for everyone that follows them.

In addition, they build on each other. You can’t save and invest wisely if you’re not saving, and you can’t save 30% of your income if you’re not focused on bringing more income in. To bring more income in, you need to think exponentially and believe that you can.

Follow these principles and you’ll be on your way to millionaire status! Have questions? Write in to Aero Crew News or email me and I’ll make sure to answer each.

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/

March 2017 | 17

Food Bites

Written by: Craig Pieper

The Ultimate Chicken and Waffle Sandwich!

Les 3 Brasseurs, Montreal

I recently had the pleasure of staying downtown in Montreal and my First Officer, Ryan, guided me to this great place called Les 3 Brasseurs. 3 Brasseurs is at the corner of Rue Saint-Catherine and Rue Crescent and it was about a 10-minute walk from our hotel. While the temperature was -12 degrees Celsius (10* F) we still wanted to venture out for a cold beer and some good food.

The streets and sidewalks were covered with a dirty slush mix and my only thought was, these shoes need to go back in my bag later, not cool. Regardless, we trekked on to this destination that Ryan had insisted we go to. We got to the restaurant around 4:30 PM and the evening crowd had not yet rolled in. We took two empty seats at the bar and immediately were handed newspaper like menus.

After a couple of onsite made craft brews I decided to order some food. Being the adventures food eater that I am, I asked the very friendly and attractive bartender, Claudia, what is the best thing on the menu here. She immediately went to the Chicken and Waffles. The menu describes it as, “Buttermilk marinated chicken dusted with seasoned flour and fried, crisp smoked bacon, tomato, lettuce, red onion & mayo sandwiched between two sweet Belgian waffles.” Seeing that it was new to the menu and it was created by one of the employees there, I figured it was worth a try.

Before I ordered this monster of a sandwich, Ryan chimed in and mentioned the last time he was here, his Captain almost ordered it, but didn’t. Instead he found a Thai food restaurant and was sorely disappointed. With that I quickly order one for myself. Danny if you are reading this, next time, order the Chicken and Waffles!

This beast of a sandwich looks as good as it taste.

There’s a very distinct taste of maple syrup in the Belgian waffle sandwich that holds the perfectly breaded and seasoned fried chicken breast. The mayo provided is also mixed on site with mustard that added a perfect mix to this already tasty sandwich. Of course, there’s nothing better than a great sandwich and a good beer to wash it down. I went with their Stanley Stout.

As always, please enjoy any type of alcoholic beverage responsibly.

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Chicken and Waffles. Photo taken by Craig Pieper

If you have any great spots to eat at, feel free to share them with us... foodbites@aerocrewnews.com 3 Brasseurs 1356 rue Sainte-Catherine Ouest, Montréal (Québec), Canada

www.3brasseurs.ca 514-788-9788

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Does taking unsafe risks in a vehicle correlate to taking unsafe risks in an aircraft?

To Avoid Action Against Your FAA Certificates: (1) Report all alcohol related driver’s license suspensions/revocations within 60 days* (2) Report all alcohol related convictions, within 60 days, even if related to a previously reported driver’s license action* (3) Have candid discussions with your AME and detail these events on your next application for airman medical *Suspensions/revocations and convictions are separate reportable offenses even if they are related to the same incident

Visit www.faa.gov/go/duidwi to find out more.

FAA Security & Investigations Division (405) 954-4848

OK 13-1842

Safety Matters

A.S.A.P.

Aviation Safety Action Plan

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n the last issue we discussed the NASA ASRS reporting system in detail and discussed how it allowed, for the first time, data collection regarding potential safety issues and trends that didn’t necessarily result in an accident and require an investigation to figure out what happened in the accident; so that regulations or accepted practices could be updated accordingly.

The ASRS tool proved to be very effective for the FAA because it allowed them to analyze trends and identify problems using standard statistical methods, but more importantly, it allowed them to see potential trends before they resulted in an accident rather than the historical norm, which was after the fact.

Since one of the common realities of accidents is that most of the causal factors in any accident have occurred many times before, but not all at the same time, which allowed the previous accidents to be avoided; this analysis of factors became critical to moving aviation safety to the next level. However, due to its very widespread implementation (covering anybody who might file an ASRS) and a potential lack of participation if the event was undetected by other parties (as in the case of no ATC involvement), it was soon realized that there might be a better way to implement the same concept at a more specific level.

After seeing the effectiveness of ASRS, the FAA quickly set to work on a more formal reporting system specifically designed for operators in an effort to enhance the identification of trends that might lead to a major aviation disaster. A good example of this type of disaster might be a runway over-run as a result of an unstable approach caused by excessive speed, and in fact, there were several of this type of incident in the years preceding the release of the ASAP program. The thought process of the safety teams at the time was that if there was one accident as a result of an unstable approach, there must me many other such incidents that didn’t result in an accident and thus went undetected. Indeed, after ASAP’s implementation, it was found that this was in fact true and that for every incident that occurred there were usually hundreds of similar events that occurred prior but didn’t result in an accident or incident.

On January 8th, 1997 the FAA released Advisory Circular 120-66 laying the foundation for what would become the modern ASAP system. The actual implementation of the system was fairly complex for the air carriers, but was functionally very straight forward and easy to understand for the people who would be using it on a daily basis.

ASAP formally became a program that was outlined by the operator (an airline for instance) and then was agreed upon by the FAA through a Memorandum of Understanding or MOU.

20 | Aero Crew News

Written by: Scott Stahl

Once the MOU was codified with the FAA, the specific ASAP program for that operator became operational and ASAP became a formal part of the way the operator conducted business.

The premise of ASAP is very similar to ASRS, in that it is a formal data collection system used to identify problems and trends and pro-actively address issues prior to them becoming an accident in order to improve the level of safety.

Also similar to ASRS, data tracking and classification tools had to be developed in order to track and catalogue the reported data so that it could be used effectively, although this doesn’t necessarily affect the people reporting to ASAP. Also similar to ASRS, ASAP provides some level of protection for those reporting issues in order to encourage widespread participation, which maximizes the level of effectiveness of an ASAP program.

So how does an ASAP program work? Most people who have reported through ASRS or ASAP know that whenever something happens that should be reported, they file a report and they get a series of letters and responses back either telling them they need to do something (remedial training, testing, or other assigned work) to close the case, or in most cases, the case is simply closed with some feedback on how it could have been prevented. In very rare cases, there is some enforcement action on the part of the FAA, but that will be discussed later in the article. While this seems simple enough, many people probably wonder what is behind the ASAP curtain and what happens to that report when they file it.

First, ASAP will have guidelines for reporting. In order to encourage maximum participation and in exchange for the FAA’s agreement of protection under the ASAP program, there is a window that is considered for “timely reporting” of events. This will vary by program, but will often resemble a 24-hour period after the end of a trip in the case of a pilot, for instance. If any reports are filed within this defined window, then the reports will not be excluded from ASAP on the basis of timeliness. There are some allowances for filing outside of this window, but it should be noted that if it is determined that the person had knowledge of the event and it was not filed in a timely manner, it may be excluded from ASAP protection. It is always best to file reports as soon as practical and within the time-line prescribed for inclusion.

Once the report is filed it will become either a sole-source report, or a non-sole source report. Sole-source just means that it was the only report filed on the event and there is no other evidence available regarding the event. Non-sole-source means that there is other information on the event, such as an

“Email Your Safety Thoughts To Scott.Stahl@aerocrewnews.com” Back to Contents

Safety Matters altitude deviation where an ATC controller may have also filed a report, and the FAA subsequently followed up on the report by pulling ATC tapes, logs, and got a statement from the controller regarding the event.

If an event is excluded from ASAP, then it will be referred to the FAA for appropriate enforcement action, but it should be noted that the majority of reports are included as long as they are submitted in a timely fashion to the ASAP ERC.

In the event of a sole-source report, they reports will typically be included regardless of the time-line, but it is still advisable to file them within the time limit specified in the program’s MOU. If the report was not sole source, and was not filed in a timely manner, then the ASAP Event Review Committee will determine if the person who did not report in a timely manner had a reasonable expectation of being aware of the event and being able to report it in a timely manner. This will then be considered when determining if the event should be included in ASAP or not.

Of course, since the intent of ASAP is to gather data on human error, mistakes, unintentional violations, and other events that need to be understood in order to further aviation safety and not to protect people from willful non-compliance, there is a list of things that will automatically be excluded from ASAP protection if encountered by the ERC:

Once the event is reported, it proceeds to the ASAP Event Review Committee, which will typically consist of 1 member from each represented group. There will typically be an FAA ERC representative who is specifically trained for that function, a member representing the company, and a member representing the employee group that is being reviewed.

This committee will sit down and review the events submitted to them and will then use all evidence to weigh the outcome of the event and whether any further action is necessary. It should be noted that the ERC must come to a consensus on the event and in the cases where consensus isn’t reached, the FAA ERC member has the final say in what the outcome will be.

The reports protected by ASAP will be those reports that: 1. Those non-sole-source reports submitted that have “sufficient evidence” for violation under 14 CFR will be closed with administrative action. Those non-sole source reports without sufficient evidence for violation will be closed with a FAA Letter of No Action.

2. Sole-source reports included in ASAP will be closed with no action.

3. Reports that demonstrate a lack of qualification or raise questions of lack of qualification will be addressed by the ERC and have appropriate action recommended.

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.

They include: 1. Willful disregard for safety or willful violation of regulation.

2. Any event which appears to include: a.

Criminal activity

b.

Substance Abuse

c.

Controlled Substances

d. Alcohol e.

Intentional falsification

3. Any report which was not filed in a timely manner and the ERC couldn’t reach consensus on whether or not to include it in the ASAP program.

4. Reports of events that occurred while not acting as an employee of the Certificate Holder covered under the ASAP program. This means that reporting of events when not working (such as flying a private airplane) is not allowed.

If a sole-source report is not excluded due to these conditions, it will be included in ASAP. Also, if it is later determined that a report was not filed in a timely manner by an employee that should be included in the ASAP event, the ERC will attempt to determine if the nonreporting employee should have or could have known about the event and if it is determined that they didn’t, or couldn’t and the event has been accepted into ASAP, they will be given a 24-hour window within which to make their report.

The final step of the ASAP program after everything has been collected, included or excluded, reviewed, and a determination made, is to take the data that is included in these reports to identify areas of concern, trends, and problems in the operation to attempt to correct them. This is done through policy review, training, recurrent training, news-letters and any other means a company may have available to communicate with the employee group. This typically forms the basis for issues covered in recurrent, CBT’s, upgrade training, etc. and is a primary system for the correction of problem trends in an operation, which has helped move air safety to the level we are seeing today.

March 2017 | 21

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22 | Aero Crew News PILOTHIRING@TRANSSTATES.NET

Back to Contents

F t l

Contract Talks

Written by: Marc Cervantes

Sick Leave and Paid Time Off

B

eing confined to a metal tube for hours at a time, it should come to no surprise that crew-members occasionally become sick. Although pilots and flight attendants develop different strategies to cope with health issues they come in contact with, there may be times where they are simply too sick to show up to fly. To alleviate some headaches, airlines provide different methods of compensating pilots calling in sick, as well as different policies to abide by. The differences offered by all the airlines dictate how likely a pilot is to call in sick, as well as how the pilot is compensated.

Most airlines generally have a sick bank accessible to pilots to be used whenever he/she is not feeling fit for duty. Each month, pilots accrue a certain amount of hours toward their sick bank. When a pilot needs to call in sick prior to or during a trip, the pilots will still be compensated for what they were scheduled for. Hours that are not flown are then deducted from the pilot’s sick bank.

In this day and age, U.S. airlines generally do not offer resistance to pilots calling in sick. Crew Scheduling phone lines are recorded and, due to accidents over the years, airlines have come under more scrutiny to ensure their pilots are fit for duty. While pilots will not be questioned regarding their

Photo taken by Craig Pieper illness when they phone in, each company has guidelines to ensure pilots do not abuse the sick call policy. Airlines have a set number of times pilots can call in sick in a rolling 12 months, varying between three to six sick calls in such time span. Any sick call over that will be looked into by the chief pilot, where disciplinary action may result.

Providing a doctor’s note will minimize the disciplinary action that may be taken against the pilot. If the pilot calls in sick numerous times, but with doctor’s notes, the pilot may be required to go on a leave, such as the Family Medical Leave Act (FMLA). Not providing doctor’s notes can lead to questioning by the airline, and some degree of disciplinary action. If no doctor’s note is provided and the pilot has many occurrences, the pilot may ultimately be terminated.

Vacation time and pay will generally be unaffected by a pilot’s sick bank. Having said that, there are a couple of airlines that combine both vacation pay bank and paid time off bank.

Depending on how much paid-time off time the pilot has accrued, the pilot may have to choose between getting paid for calling in sick or an upcoming vacation. In most cases, any accrued sick time, paid time off, and vacation time not used by the pilot is paid out by the airline.

March 2017 | 23

Contract Talks Pilot’s Office is required. An extreme measure some pilots take is ultimately calling in sick from work to have those days off.

Ultimately, sick time and paid time off may have a significant effect on quality of life. Depending on the airline’s contract and policy, the amount of times a pilot can call in sick and how that pilot is compensated can alter how much the pilot calls in sick.

The long term effect of this may compromise quality of life if a pilot does not feel comfortable calling in sick, or cannot afford to do so due to financial reasons.

About the Author

Photo used with permission from Unspalsh.com There may be times where a pilot needs certain days off. Most airlines will allow pilots to make such requests in advance, usually prior to bidding for that month. The number of days granted vary from as little as three days to as many as twelve per year. These days are traditionally called “Golden Days” and are made at the discretion of Crew Scheduling, depending on staffing for that month. Some airlines have a bank of golden days for pilots to use from, whereas other airlines require the pilot to trade those days from the pilot’s vacation time of that year. If the airline does FEB2017 half page.pdf 1 2/15/2017 10:26:59 PM not provide any “Golden Days,” coordination with the Chief

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.

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24 | Aero Crew News

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Pi lot Short age Is C hallengin g B u t Cre a te s N ew Oppor tunitie s

On the Cover: Horizon Air’s ERJ-175

Written by: By Brad Lambert, Horizon Air Vice President

T

he past five years have been some of the industry’s best.

Flying has never been safer or more affordable, and customer satisfaction is on the rise.

Airlines across the industry are growing. Together, Alaska and Virgin America have added 118 new city pairs since 2010 – 34 in just the past two years. It’s a great time for Alaska Air Group, which includes the Pacific Northwest’s favorite regional airline - Horizon Air. For pilots who want to enjoy the challenges of flying our route structure using the latest in avionics and technology, we offer a distinct alternative to flying in many other parts of the country.

This marks an exciting year for Horizon Air as we prepare for the addition of 33 new Embraer E175 jets, which it will fly exclusively for Alaska Airlines. With the first of the new threeclass Embraer E175 jets scheduled to arrive in one month and another 30 options to come, our employees are thrilled for what the future holds for our36-year-old airline.

26 | Aero Crew News

But parallel to the recent successes is a growing challenge.

There may simply not be enough new pilots entering the pipeline to keep up with our growth and customer demand.

Last summer, Boeing released its “2016 Boeing Pilot & Technician Outlook” study, and the numbers are forecasting a great demand for pilots. In the next 20 years, it predicts that 112,000 new commercial airline pilots will be needed in North America. Horizon Air believes we have positioned ourselves to meet this challenge.

Regional carriers like Horizon perform a critical role feeding pilots to major U.S. carriers. While we recognize this potential issue, it also is creating opportunities for new pilots entering the field. In fact, about a third of new Alaska pilots transfer from Horizon, and many of the Horizon pilots recruited today will have every opportunity to fly Boeing 737 jets some day in the future.

Back to Contents

How did we get here?

The path to becoming a commercial airline pilot can be long and costly. The men and women who choose to become pilots do it because they live and breathe flying. I know, because I love it too, and have worked alongside these professionals since my first airline job in 1991.

For students, civilian flight training costs can be upwards of $100,000 – and that’s after paying tuition, room and board for a four-year university degree. Young pilots are incurring debt loads as undergraduates that you would typically only find after medical or law school. This is a high hurdle to clear for both students and their parents.

Additionally, thousands of commercial airline pilots who came on-line during big hiring waves in the 1970s and 1980s are retiring as they approach the age of 65, the mandatory retirement age for U.S. pilots.

We are pleased to see the market beginning to react to the pilot shortage, as vastly improved starting salaries for regional pilots seem to be resulting in improved flight school enrollment.

So, what are we doing?

Horizon Air recently announced an initiative to invest in the education of future pilots. We’re actively recruiting at flight schools and aviation events and have partnered with Central Washington University and Hillsboro Aero Academy in Oregon, to assist students in obtaining their instructor licenses and guarantee an entry point with an interview at Horizon Air following the completion of flight school. We’re in negotiations with other schools to expand this program to other flight programs in the coming year.

On a positive note, the airline is continually evaluating starting salaries for new pilots, to ensure they are competitive and livable for students graduating with substantial debt loads.

“In the next 20 years, Boeing predicts that 112,000 new commercial airline pilots will be needed in North America.”

March 2017 | 27

In addition, we are offering pre-employment bonuses for new hires in order to attract the pilots needed to address our anticipated growth with the introduction of the Embraer E175 aircraft. Additionally, our Captains are among the highest paid in the industry, and we want to keep those who want to spend a career with us.

And finally, we’re targeting future aviators before they ever step foot on a college campus, with the support of Raisbeck Aviation High School and events like Aviation Day. Our goal with this outreach is to show young people with an interest in aviation that however daunting the process may sound, there are pathways to fulfilling their dreams of becoming commercial airline pilots. One day, you might just see one of them welcome you aboard an Alaska Airlines flight.

Are you a pilot? Horizon is hiring. Apply now, at http:// horizonair.jobs/pilots/.

28 | Aero Crew News

Brad Lambert has been active in the aviation business for over 25 years. After graduating from Purdue University with a Bachelor of Science degree, Brad started his aviation career as a pilot flying Metroliners for Mesaba Aviation in the upper MidWest. From there, he moved to flying DC-9’s and then F100’s and B737’s as a pilot for US Airways. After being furloughed in the early 2000’s, Brad moved over to a startup carrier USA 3000 where Brad worked as a line Captain, then a line check airman, and simulator check airman; all while attending Law School part time. Upon graduation and earning his Juris Doctor, Brad moved to fledgling Virgin America and held several management roles after start up. Most recently, Brad is the Vice President of Flight Operations for Horizon Air, and has been active in the entry into service project for the new Embraer E175. Brad has type ratings in the Metroliner, Fokker 100, and Airbus A320 and A330 aircraft types. Brad lives in Camas, Washington, with his wife and children.

Back to Contents

Alaska Airlines Refreshed Livery; Photo courtesy of Alaska Airlines Newsroom

Fast Facts: Headquarters: Portland. OR Year Founded:

1981

Number of employees:

3,661

Number of Aircraft:

52

Number of Passengers (yearly):

7.76 million

Number of Bases:

6

Bases:

Anchorage, Boise, Medford, Portland, Seattle, Spokane

Number of Cities served:

45

Key Benefits:

To be a great capacity purchase agreement (CPA) provider, offering service that is •

Safe

•

Reliable

•

Cost competitive

•

Caring, memorable

Website - alaskaair.com Phone - 1-800-ALASKAAIR Facebook - https://www.facebook.com/QXPilotRecruiting Twitter - twitter.com/AlaskaAir LinkedIn - linkedin.com/company-beta/19489/ Instagram - instagram.com/alaskaair/ YouTube - youtube.com/user/AlaskaAirVids Route Map - alaskaair.com/content/route-map.aspx Credits: Brad Lambert Vice President of Flight Operations for Horizon Air

Ali Donway Managing Director, Chief Pilot

March 2017 | 29

Interview with Ali Donway, Managing Director, Chief Pilot Pre Interview: Craig: How do you select applicants to be brought in for

an interview?

Ali: Horizon pilots are passionate about flying and the

customer experience. When we look for pilots to

join our team, we evaluate their online application,

and resume, to ensure the candidate possess

the requirements needed for this position.

Additionally, Horizon is people-focused, for

employees and candidates, so we contact each

application personally by phone to discuss their

unique situation.

C: Can you walk me through a typical day of

interviews?

A: The interview process begins at 8am with a tour of

our flight operations center in Portland, OR,

including the hangar and ground training

classrooms. Each candidate will also meet with

someone from our Chief Pilot office, Human

Resources, and have an oral/technical interview.

This is a great way for interviewees to see our

operation in-person and ask questions about our company.

C: What kind of questions can an applicant expect to C: What can an applicant do to increase their chances be asked?

of being called for an interview?

A: Our goal is to get to know you. We are always A: Applicants can increase their chances of being

interested to know what attracts you to Horizon Air,

called for an interview by meeting, or exceeding,

what your longer term goals are (i.e. upgrade,

the R-ATP or ATP minimums for total flight time.

guaranteed interview at Alaska Airlines, and choice

Additionally, we like to see applicants have

of base) and why you love to fly.

experience flying in a 135 environment. We know

that every applicants situation is different, so even Post Interview:

if they do not meet this experience-level, we’d love C: Do you tell applicants they are hired in person that

to talk with them to see how Horizon could be a

day?

good fit for them.

A: At Horizon Air, we are committed to operational

excellence, and that includes during the interview C: What is the best way to prepare for an interview

process. Our goal is for successful candidates to

with your company?

walk away from the interview day with an offer in A: We look for aviation experts that will carry out

hand. So, yes, in most cases we are extending

our award-winning customer service. This includes offers on the same day.

a personable demeanor and professional

presence. Additionally, interviewees can prepare C: How soon can an applicant expect a class date

for their meeting with us by reading up on our

after being hired?

company and showing up ready to showcase their A: Once we extend an offer on the interview day, we

passion for flying.

discuss and assign a class date, so successfully

candidates are walking away with the peace of Interview:

mind knowing when training will start, this C: Do you recommend that applicants get to your

beginning their seniority. We realize that pilots

headquarters city the day before and get a hotel

have families, friends and personal obligations

room for the night?

and we will work with the applicant to ensure it A: Horizon Air will provide all Pilot interviewees

meets their schedule, but aim to schedule the first

with positive space travel and hotel room, as well available date. There may be an occasion when a

as transportation to/from the hotel or airport. We

class assignment comes after the interview date,

want this experience to be an extension of our

but that is not the norm. For pilots needing the

company culture.

ATP-CTP class, we attempt to schedule that at the

same time.

30 | Aero Crew News

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Interview with Ali Donway, continued...

General: C: Can you explain the ATP-CTP class that your

company offers?

A: At Horizon Air, we are focused on our people, and

a large part of that includes the training and

education opportunities that we offer. For pilots

that need to take the ATP-CTP class, we will cover

the cost of the course (currently offered in Florida

and Nevada), hotel, and transportation to/from

this course.

C:

A:

Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus?

There has never been a better time to join Horizon Air. We are currently offering a pre-employment bonus of $10,000. This is given as a lump sum, prior to training and is our way of saying “welcome to the team.”

C: Does Horizon Air have a Pilot Development

Program?

A: Yes! We currently have agreements established

with several aviation programs throughout the

country. We offer between $7,500 - $10,000

stipend to help with the cost of flight training.

We interview and select future Horizon Air Pilots

to be assigned training classes when they meet minimums.

C:

A:

Can you describe the career path program that Horizon Air has with Alaska Airlines?

Horizon Air provides the best way to the Pilot position at Alaska Airlines. All Horizon Air Pilots are offered the opportunity to participate in the guaranteed interview program, which provides a guaranteed interview at Alaska Airlines. As part of the program, Alaska Airlines commits to filling at least 30% of their classes with Horizon pilots.

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

March 2017 | 31

How to Fly Airplanes

Written by: Robert Reser

Defining the Problem

I

t is time to reconsider how we teach flight. For years the accident statistics have consistently shown results of too many fatalities in General Aviation accidents. There have been numbers of articles and suggestions about the risks involved in all flight. However, I have yet to see definition of the problems.

Loss of Control is noted as a leading cause of accidents. The aircraft is designed and built to essentially fly by itself, so what is loss of control? What causes loss of control? How do you prevent loss of control?

Control is steering of the machine to direct it in a desired manner for completion of flight. Steering is done by the pilot through use of flight controls. Loss of control then is caused by the pilot. To prevent loss of control, it requires the pilot be trained how to allow the aircraft to fly as designed.

a bank angle at which thrust has been increased to maximum.

Any further bank increase for level turn requires aft elevator with accepting slowed flight.

Turn Maneuvering All texts say for turn, the attitude is banked and aft elevator applied to maintain level. The emphasis needs to be made that elevator input always causes change of angle-of-attack and a related indicated-airspeed change. That is all it ever does! Any resulting altitude control requires coordinating thrust to the new indicated-airspeed. Most level turns can be made with coordinated thrust.

This is an attempt to define what is missing and suggest how to improve your training.

In addition to some unintended consequences of regulation, there are errors and missing information in all aviation texts.

Thrust Lifting The major missing information is consideration of lift occurring at the engine attachment. In the tractor aircraft operation, any angle of attack that directs the thrust slightly above the direction of motion creates a small lift force. This lifting adds to the total lift acting on the aircraft and is used for most level and climb maneuvering rather than elevator control.

Stalls Stalling the aircraft is caused by holding aft elevator input.

No text emphasizes that it is the Pilot that causes stall! That is the only way it can happen. If the control wheel is released, the aircraft will immediately resume the current elevator trimmed setting and continue to fly. We spend lots of time teaching how to stall and recover but little to no emphasis on the only way the stall can occur in the first place.

Loss of Control Inadvertent IMC is a common loss of control situation.

The immediate onset of vertigo is extremely difficult to resist without prior training. Some early model Cessna 150 and 172’s had recovery as a published emergency procedure.

Engine lifting causes climb angle when thrust is increased above level flight sustaining thrust. In a banked attitude, the maneuver becomes a horizontal climb with coordinated thrust causing added total lift for constant vertical lift and level turning flight.

Level turn maneuvering with added thrust can be done to

32 | Aero Crew News

Turn loose of the control wheel and concentrating on the turn and bank instrument, with rudder only control establish a standard rate turn for one minute then level the wings and fly out of the conditions. Adding thrust will cause climb if needed to help reestablish visual. “Hands-off Flight Control�!

The aircraft was designed to fly and in fact will fly all by itself if released with applied power. The Pilot only controls. It

Back to Contents

How to Fly Airplanes

is possible to fly a complete flight from start of taxi to takeoff, climb, cruise, descent, and approach without touching the control wheel. Just maneuver with thrust for altitude and direction with rudder. Setting the elevator trim for a desired indicated-airspeed the aircraft will maintain that indicatedairspeed throughout.

An excellent article published in the 2014 Mar/Apr FAA Safety-Brief discusses how manual control is applied and the physiological implications of doing so. All Pilots should be able to safely control an aircraft without the use of elevator control.

Emergency Landings No matter the cause requiring an emergency landing, it is the flight control to the touchdown area that leads to an accident...and the accident does not occur until at or after touchdown and only then if there is damage or injury.

According to 2001 FAA statistics, seventy-five percent of off field emergency landings touchdown mid-field or beyond on the chosen site. Fifty percent of the fatalities from these landings come from overrunning the site.

Written by: Robert Reser

themselves as best as possible... especially protecting the head to be conscious when stopped.

Inadvertent IMC Another emergency situation which relies on hands-off minimum elevator control is inadvertent flight into IMC or dark night loss of visual orientation. In this case, it is imperative the pilot understand to release the control wheel and using the turn and bank or attitude indicator for reference, steer with rudder into a standard rate turn (approx. 20-25 degree bank) for one minute, then reverse to zero bank and fly out of the situation.

If continuing into the situation, keep a zero bank indication on the turn and bank with rudder steering and crosscheck of heading with the compass. Adding power to increase altitude, climbing will possibly regain visual references.

These situations normally cause feelings of vertigo and must be minimized by sitting upright with little if any movement of the head. Believe the instruments, not how you feel.

Low Air-Density Operation The idea that an aircraft does not fly well in “thin air” has been promoted forever. It just happens the aircraft doesn’t know the air is thin. It just increases velocity in the current conditions, continuing to operate normally at the same indicated-airspeeds as in dense air…so what is wrong? It’s available thrust. That is the only change. Engines just don’t provide the same power in low density air. Operation is at higher velocities relative the ground for landing and takeoff so require longer runways. For takeoff there will be minimum total thrust for acceleration and when becoming airborne most becomes sustaining thrust with minimum excess for maneuvering.

An unintended consequence of regulation calling for extended landing approaches eliminated the common practice of idle-thrust landings. The result is for over forty years there has been no requirement for Private Pilot proficiency in this type landing…which just happens to be the equivalent procedure for engine-out landings. Additionally, the extended approaches have resulted in much wasted training time in the traffic pattern. Proficiency in idle-power landings makes extended approaches seem simple.

When landing in emergency conditions, at touchdown the pilot will immediately become aware when no longer in control.

At that time the pilot and passengers must be protecting

March 2017 | 33

How to Fly Airplanes

A typical light aircraft approximately 2,000 lbs. with fixed propeller requires about 200 lbs. of thrust to sustain itself around an indicated-airspeed of Vy. This aircraft at sea level can produce approximately 600 lbs. of thrust, so when becoming airborne, will have 400 lbs. excess thrust for climb and maneuvering.

As the aircraft climbs the air density reduces approximately linearly, so if it can climb only to 15,000 feet, at that time it is producing 200 lbs of thrust. That means at 5,000 feet, it had 275 lbs excess thrust for maneuvering and at 10,000 feet, 150 lbs. excess thrust. Maneuvering is very limited with reduced excess thrust. It is imperative the Pilot understand how much the performance degrades when operating in low air-density conditions.

These methods have been proven to enable Students to be proficient to solo within five hours and proficient in all PPL maneuvering within thirty hours. It is important to see the difference between basic procedure and development of technique that makes it work. Further information is available from a complimentary e-book “How to Fly Aircraft�, Basic Flight Control, by request to bob@safe-flight.net.

34 | Aero Crew News

Written by: Robert Reser

Bob Reser has flown for over fifty years as both a commercial and military pilot. He has flown a variety of aircraft and holds ratings in several large aircraft. Additionally Bob has done flight instruction and managed flight instructors for several years.

Bob holds ATP in Boeing 727, 757, 767, 747-400, DC-10 and B-25. His first commercial flying job was single pilot B-25 dropping on forest fires in Alaska with only 300 hours total time. He flew USAF and Air National Guard transport (C-123), observer (O-2), and jet fighter (RF-84, F-89, F102) aircraft for 20 years while flying the commercial airline very large transports for 30 years. Bob also holds USAF Navigator and Radar Observer ratings.

For several years after airline retirement, he worked as VicePresident of Safety for a large flight school. The later years when working at the flight school, with ongoing review of Instructors, Students, and Examiners, the ideas professed of how to control flight were formed, there began an idea that something is missing in the general knowledge of aircraft control.

The past few years Bob has been working on his book while professing the need for a changed approach to basic flight training. You can request a complimentary e-book by emailing Bob at bob@safe-flight.net.

Back to Contents

T HE WO RL D ’S LA R G E S T NET WO RK O F LG BT AV IATO RS A ND E NT HU S IA S T S

There’s still a lot of progress to make, and we’re ready for the challenge.

The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and

S E E W H AT W E C A N A C H I E V E TO G E T H E R .

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REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG

March 2017 | 35

Fitness Corner

Written by: Max Wettstein

L o n g Te r m S i t t i n g i s L e t h a l * *This article is not medical advice, please consult you physician for additional information.

A

s I sit in the left seat looking over at the First Officer, I’m quickly reminded to stop slouching and to be hypervigilant of my own posture. I can see their upper-backs rounding forward more and more (Thoracic-spine kyphosis), and their Cervical spine craning forward more and more, the older they get, (Forward Head Posture), and not using any lumbar support for their Lumbar spine, loading up pressure on their discs.

The point of this article is two-fold: 1. To raise awareness on the latest research on the occupational health hazards associated with careers that require long-term sitting/sedentary lifestyle, and, 2. To make you hyper-vigilant of your sitting-posture in the flight-deck, always.

Regarding the latter, even though there is allegedly an ideal or optimal ‘sitting posture’ that supposedly aligns your spine neutrally, in reality, the healthiest strategy to combat the spinal risks of long-term sitting is to continually adjust your posture into different positions. Don’t just sit in one position even if you think you are sitting ‘properly’ – always change it up and shift your weight around, taking turns utilizing the foot-rests if your flight-deck offers them, various reclining angles, various lumbar-support levels, and even varying your armrest position.

Even vary crossing each leg to the left or right. Mixing up your sitting position is the best strategy.

36 | Aero Crew News

Photo provided by Max Wettstein Most of us pilots are familiar with the most common health risks associated with long-term sitting such as back strain & pain, disc bulge & herniation, forward-head posture, blood pooling & clotting in our lower legs, constipation, hemorrhoids, and abdominal distention & bloating (the latter, especially when your uniform requires you to wear a constrictive belt…I say bring back the flight-suit even for commercial pilots so our abdomens can naturally morph into a proper seated position).

But a clinical study published by the American Cancer Society states that long-term sitting even contributes to early-death & colon cancer.

Their published study of 120,000 Americans between 1992 & 2006 specifically stated that men who (cumulatively) sit for more than 6 hours per day had a 20% higher overall death rate than those who sat for 3 hours or less per day. For women the overall death rate was 40% greater. Dr. Levine from the Mayo Clinic further adds that “excessive sitting is a lethal activity… of an independent pathology”, meaning that in and of itself the act of long-term sitting directly, negatively affects your health, regardless and independent of other lifestyle factors.

The critical span of time seemed to be cumulatively sitting for 6 hours or more each day – which most of us pilots regularly do on a typical day of flying the line, especially if you factor in additional sitting while commuting to work.

Back to Contents

Fitness Corner These additional health risks of long-term sitting discovered by the American Cancer Society and the Mayo Clinic are more complicated than simply being sedentary & potential weight gain. Obviously our muscles become inactive and our metabolism immediately slows down, but it appears once we’re stagnant for several hours a cascade of harmful, metabolic effects sets off, largely driven by rapid onset of ‘insulin-resistance’, or the body’s inability to efficiently uptake glucose (blood-sugar) into the liver and muscles for energy, thus requiring more insulin secretion. This results in chronic, elevated insulin and sugar levels in the bloodstream, and turbocharges internal, Omentum-fat. Insulin-resistance normally is a precursor to type-2 or Adult-Onset Diabetes, and is bio-marker for obesity, Metabolic-Syndrome and systemic inflammation.

Long-term sitting also seems to shut down the enzymes responsible for breaking down lipids & triglycerides – for vacuuming up fat out of the bloodstream, and our leg muscles lose more than 75% of their ability to remove harmful lipoproteins from the blood. Simply put a single day of flying the line, and our insulin-effectiveness drops by 40% or more. We

Follow Max Wettstein on Instagram: @maxwettstein & Twitter: @max_wettstein

become insulin-resistant and glucose inefficient. Tight pants and/or belts can also further compound systemic inflammation by squeezing our internal bell-fat and omentum-fat, and, interfere with digestion if we are eating while in the flight deck.

So enough bad news, what can we do save our health?

Plenty! And once you’re armed with education and awareness, half the battle is won: Stand up more in the flight deck. Fidget more – yes adjusting your seating position many times not only aides your lumbar spine and gets blood circulating, but it also seems to rev up your metabolism a notch, keeping it out of total hibernation. Take those lavatory breaks when they’re offered, every time. Modify your diet to go low-carbohydrate during your trips. At home you can resume your well-balanced, carbabundant diet, but on the road, just assume you’re ‘insulinresistant’ and stick to proteins, healthy fats and high-fiber complex carbs like vegetables. Whole-fruit is still welcome but absolutely no juices and if you must drink soda, make it ‘diet’.

Lastly, exercise once you get to the layover hotel! As little as 30 minutes of intense of exercise, especially cardio, can potentially fire up your metabolism for up to 12 hours post-exercise! Take advantage of this before meeting the crew for happy-hour, and you will be literally adding years to your life! Maybe even consider purchasing looser pants, until the commercial airlines allow us to wear more naturally fitting flight-suits. There’s a reason why military pilots wear flight-suits, and it is not because they’re always pulling Gs. Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, appearing on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and Personal Trainer. Max currently runs a holistic health & travel fitness blog. Max was the initial fitness & health contributor for the pilot cadre at JetBlue for 5 years before corporate took over. As a longtime advocate of holistic health and longevity, Max has made a commitment to researching every occupational health hazards we pilots and aircrew face while flying the line, from long term sitting to jet lag, to radiation exposure. Max also specializes in designing quick, high-value, body weight-only workouts, that can be performed anywhere while on the road, even in your hotel room or the hotel stairwell. Max has the unique background of both airline travel life along with cutting edge fitness, and has learned how to make both work as synergistic careers and as his lifestyle. In his free time when Max isn’t flying the Airbus or on set of a fitness infomercial, Max is usually surfing with his family, skateboarding, or playing beach volleyball in Encinitas, CA. www.travelfitness.org www.maxwettsteinfitness.blogspot.com

March 2017 | 37

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)

38 | 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

March 2017 | 39

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 40 | 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

March 2017 | 41

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 42 | 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

March 2017 | 43

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

44 | 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

March 2017 | 45

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)

46 | 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

March 2017 | 47

*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

No

7H

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

January 2013

2 Digit Code

Sign on Bonus

Pay Protection

Pay During Training

Max Scheduled Duty

$40.00 per over night

November 2009**

Apr/2016 None, On a Paid for by RON, Street company; Single company will Captains occupancy reimburse w/ receipt 11.P.3 4.J.1 Dec/2016

MMG*

WP

Hyannis Air Service DBA Cape Air

iPad

IAD, STL, ORD DEN, RDU

No

New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)

IBT

Self**

FLL, TPA, MCO, IAD

IBT

Number of pages in Contract

Per Diem

United

ALPA

None

EWR, IAD, BTV**

UTU

DEN, PHX

None

ANC, BOS

Need contract

Need contract

81

Ravn Alaska

None

Self

ALPA

iPad

*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds Need contract

ANC

Apr/2016 53

Codeshare for United, Hawaiian and Go; *Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro

HNL

Contract 2009 as amended

Dec/2016

20,100

Most Number of Do Business Junior CA Pilots For: hired

Union

EFBs

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Bases

Notes

Headset Reimbursement

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

1:2

1:4

75%

100%. Over 87 hours 125%**

Provided by company

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

3.F.1 & 2 3.F.1 & 2

Yes*

14

217

4:12

23.E.1

3.E & F

23.C.1

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

11

Yes

FAA Part 117

616

3.9 Res 3.7 Line

None

None

None

75% in 2017

150% or 200%*

Pilots pay 50% except leather jacket 100%

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Min Days off

Pay

Max Scheduled Duty

Number of pages in Contract

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

500 - 2,000 Pilots 150%

New hires pay

Contract 2004 as amended, Currently in negotiations

*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max Pilot Agreeemnt signed August 2015

*Only line holders and available for Company provided reassignment. **Premium pay when available is 115%, 130% or 150%

12

See Trip Rig

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Notes

*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year

-

3.D.4

*$1,100/Mo. Base Salary

SJU, STX

3.D.5

21.D.1.b, 21.D.3.a

15 Month, $7,500 training contract required for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service.

Contract 2014 as amended

100%

539

*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ Contract 2015 as amended

None

11 or 13; 15**

*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares

iPad

None

Yes*

Contract 2012 as amended

None

100% or 150/200% when red flag is up

12/12 or 11 for reserve in 30 day month

HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM

Contract 2011 as amended

90

Min Day Min Trip Duty Rig Trip Rig Credit Credit

2 hr 15 hours DPM***; min per 4 3.75 on day trip day off

*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 48 | 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

March 2017 | 49

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

50 | 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.

March 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

March 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

March 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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Mail@AeroCrewSolutions.com