Aero Crew News, March 2018

Aero Crew News M a rc h 2 018

Your Source for Pilot Hiring and More..

Dreams Soar

Inspiring girls to dream big

Daybreak in Machu Pichu

Meredith Williams finds paradise at new heights

Air Cargo Carriers Home of the World’s Largest Shorts Fleet

Celebrating Women’s History Month

Pilot-in-Command of your Career There has 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 $60,000 first year pay ($37.90/hour) $20,000 retention bonus Convenient bases in Chicago, Dallas/Fort Worth, New York LaGuardia and Miami • Free personal travel on the world’s largest network Find out more on envoyair.com/pilots

envoyair.com | envoypilotrecruitment@aa.com | 972-374-5607

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Ju m p t o e ach sec t ion Bel ow by c l ic k i ng on t h e t i t l e or p ho t o.

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34 Also Featuring: Letter from the Publisher

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Aviator Bulletins

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May I Ride your Jumpseat

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Air Cargo Carriers

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the grid New Airline

Updated

Flight Attendant

The Mainline Grid

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Legacy, Major, Cargo & International Airlines

General Information

Regional

Alaska Airlines

Air Wisconsin

American Airlines

Cape Air

Delta Air Lines

Compass Airlines

Hawaiian Airlines

Corvus Airways

United Airlines

CommutAir Endeavor Air

Work Rules

Major

Additional Compensation Details Airline Base Map

The Regional Grid

Legacy

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General Information

Envoy ExpressJet Airlines

Allegiant Air

GoJet Airlines

Frontier Airlines

Great Lakes Airlines

JetBlue Airways

Horizon Air

Southwest Airlines

Island Air

Spirit Airlines

Mesa Airlines

Sun Country Airlines

Republic Airways

Virgin America

Seaborne Airlines Skywest Airlines Silver Airways

Work Rules Additional Compensation Details Airline Base Map

Cargo

Trans States Airlines

ABX Air

Piedmont Airlines

Ameriflight

PSA Airlines

Atlas Air FedEx Express

The Flight Attendant Grid

Kalitta Air

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UPS

General Information Work Rules Additional Compensation Details

March 2018 | 5

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

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

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

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

J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G

U PCO M I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016

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

Flying exclusively as

Domiciles: Milwaukee (MKE) Chicago O’Hare (ORD) Washington Dulles (IAD)

$

Up to $57,000 in sign-on bonuses

$

Best health benefits in the industry

$

100% Cancellation and Deadhead Pay

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$

$

$

Minimum 12 days off

401k

401(k) match up to 8% with 3% guaranteed

Commuter Friendly

Access to United’s Career Path Program

Up to 200% Premium Pay

Employee Referral Bonus up to $4,500

Land the Best Benefits

Learn more at www.airwis.com/pilots

Dear readers, If you are planning to attend the Women in Aviation International conference in Reno this month (March 22-24) I hope I’ll have a chance to meet you. I will be there, so if you see me walking around with copies of Aero Crew News in hand, stop and tell me what you like about the magazine, but more importantly, how you think we can improve.

The annual conference of Women in Aviation is a terrific event.

And don’t think it’s only for women. The organization serves and has active memberships both genders. This organization, founded in 1990 by Dr. Peggy Chabrian, who is still its president, has grown, expanded its mission and served our industry in immeasurable ways. This year, they will hold “Hiring Briefings” by a number of regional and mainline carriers. These briefings are a valuable way to gain insight into hiring procedures, requirements and open positions. Choose from the list of participating carriers (including cargo) and schedule yourself to hear from a variety to best inform your decisions.

Each carrier is presenting multiple times, so you should have no problem arranging your schedule to hear from each of the employers in which you are interested.

I encourage you to attend every industry conference you can. Seize the opportunity to network, to learn and to share. This is our industry and we owe our support to organizations that support us.

Tailwinds,

Craig D. Pieper

About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News.

Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992.

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February 2018 Here’s what you missed last month, Aero Crew News featured government flying in Air and Marine Operations. Fitness Corner guides your daily workout with 10 Layover Workout Tips. Our Million-Air column addresses the “elephant in the room” with Will You Benefit in 2018 From the New Tax Plan. You’ll find an interesting story in Pilot Perspectives about one of their own in You are More Than Just a Pilot. Safety Matters starts a three-part series to examine Safety Management Systems (SMS). The title, Your Leadership Profile, How to Enhance Your Airline Application explains what you’ll find in Cockpit2Cockpit. Skylaw has valuable advice from lessons learned about Dry Leasing the Right Way. Aero Crew News welcomes a new contributor with her column, Now, Voyager, an inspirational travel piece. And, of course, there are always more aviation news items in Radar (previously Aviator Bulletins) from Ameriflight, Air Wisconsin, DeerJet, Envoy, Mesa and Private Jet Card. And don’t miss the return of Mike Davis with another special feature, Almost a Star that describes his part in the production of the movie Sully.

CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design Charlotte Dameron Additional Contributors Andy Garrison, Scott Stahl, Mike Davis, Meredith Edwards, Lauren Dils, Stephen Glenn, Vesselin Slaveykov’s, Marc Himelhoch Aviator Bulletins Provided by the companies listed

© 2018 Aero Crew News LLC, 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.

Photographs By Melody Hood Additional photographs as noted.

March 2018 | 9

AVIATOR BULLETINS RADAR

2 Years and 10 Days!

Image provided by CommutAir

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hat’s right! Last month, CommutAir set the air speed record for the fastest time to send a pilot to United Airlines through the Career Path Program (CPP). Captain Mike, who joined the company in January 2016, as a First Officer, springboarded to United in February 2018 – after just 2 years and 10 days! Many of you have asked “How come?” and “Will I get to do the same?” The answers are simple:

Can you beat the 2 years and 10 days record?

1. CommutAir’s Career Path Program (CPP), only requires 1,000 hours in a CommutAir left seat. That’s HALF the time vs. the 2,000 hours CPP requirement elsewhere and “years” faster than at the other regionals!

Stagnating at your air operator? “On demand” Part 135 taking its toll?

2. And our fleet growth gets to you a left seat upgrade very quickly.

Absolutely. If you join CommutAir with Part 121 hours, you are halfway there. Our fleet-growth and steady CPP departures to United are driving captain upgrades soon after you achieve your cumulative 1,000 Part 121 hours. In fact, we are so sure of your upgrade that we guarantee you Captain pay, with $55.50/hour, in Year 2.

Come fly CommutAir’s growing all-jet fleet by clicking here! And enter our United Career Path Program to springboard to United! Your first-year compensation will be a minimum $75K – and then, the sky can become “friendly” very quickly!

Interested? Contact us by emailing pilotrecruiting@commutair.com! ACN

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Envoy Offer Up to $45,000 Signing Bonus for Experienced Pilots Seeking High Value Aviators with previous part 121 Experience to Fuel Growth

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ith a growing fleet and expanding network, Envoy is hiring pilots at a rapid pace, with more than 900 new pilots expected to be added in 2018.

They’ll join the more than 2,000 current Envoy pilots who can look forward to a seamless flow-through to American Airlines in just about six years, thanks to an industryleading agreement with the mainline.

“There’s a tremendous amount of career progression happening at Envoy today,” said Captain Ric Wilson, Vice President Flight Operations. “We’re hiring new pilots at record levels and upgrading them to Captain in about two years or less. We’ve also seen roughly 1,400 Envoy pilots make the leap to American since the flow-through agreement was introduced. All that movement means incredible opportunity for qualified pilots – especially those with prior Part 121 commercial experience.”

“We’re able to offer up to $45,000 as a signing bonus to those pilots who already have a solid record and Part 121 commercial experience, because they can immediately add value to the company,” said Wilson. “The actual amount offered

Wil Hehman I m age prov i de d by E n voy A i r l i n es

Enter Envoy’s Part 121 Aviator program – a unique bonus offer of up to $45,000 at date of hire, for new pilots who join the team with a solid record of Part 121 commercial airline experience.

“I started off at another airline, but my goal has always been to fly for American Airlines,” said Wil Hehman, a newly minted Envoy pilot who took advantage of the program. “You can certainly apply to AA ‘off the street’ and hope to get an interview, but flying for Envoy is the best insurance policy in the industry…a guaranteed spot at American, with no additional interview required. And that’s on top of Envoy’s sign-on bonus, generous benefits and leading travel privileges. For me, it was a no-brainer.”

If you’ve got previous Part 121 commercial airline experience, apply today! Or contact Envoy Pilot Recruitment at envoypilotrecruitment@aa.com or 972-374-5607 for more information. ACN

will vary by candidate, but someone with a clean training record, reliable attendance and at least 600 hours of Part 121 experience can earn a check for $45,000 when they walk through the door.”

March 2018 | 11

AVIATOR RADARBULLETINS

PSA Airlines Announces Two New Crew Bases at Philadelphia International Airport and Norfolk International Airport

Image provided by PSA Airlines

PSA

Airlines announced earlier this month that it plans to open two additional crew bases at Philadelphia International Airport (PHL) and Norfolk International Airport (ORF) in May 2018.

With the PHL and ORF additions, PSA will have seven crew bases, joining Dayton, Ohio; Cincinnati, Ohio; Knoxville, Tennessee, Washington, D.C. and Charlotte, North Carolina.

“This is exciting news for PSA as we grow our operations and make smart additions to our network of crew bases to ensure top-notch performance for our customers,” said Keith Stamper – Vice

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President, Air Operations – PSA Airlines. “Today’s announcement is important for our employees as we grow our crew base footprint and provide more options for the best aviators in the business.”

As a major hub for its parent company, American Airlines, PHL is a well-supported market for PSA and makes for a strategic addition to its crew base portfolio. PSA currently operates 21 departures at PHL and that number will grow to 44 departures in May 2018.

Adding a crew base where PSA has an overnight maintenance base in ORF, allows for streamlined operations and is a natural addition for crews to be based. The airline will offer seven daily departures from ORF in May 2018. ACN

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Southern Airways Soars to Near-Perfect Reliability, High Passenger Satisfaction Ratings

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outhern Airways, a commuter airline operating in the mid-Atlantic states of Pennsylvania, Maryland, and West Virginia and the Gulf States of Arkansas, Texas, Tennessee, and Florida has experienced tremendous growth over the last 12 months. Thanks to a late 2017 surge in pilot recruitment, the airline has experienced record completion percentages in the last quarter. This operational improvement, that has pushed Southern to become one of the most respected commuter airlines in the country, is the result of a calculated pilot recruitment strategy that has on-boarded over 70new pilots over the last year.

“Our pilot recruitment strategy is precedent-setting in the industry,” said Stan Little, Southern Airways Chairman and CEO. “Every pilot looking to work in the commuter airline industry will be looking for a package similar to what we offer.”

Southern’s strategy is broken into two career paths: one for experienced captains looking for long-term job security and one for first officers seeking to build hours in order to flow to a major carrier.

The captain position is geared to career-driven, professional pilots with over 1200 hours who are looking for qualityof-life benefits such as a Dz4-on, 4-offdz work rotation; a schedule that returns the pilot to his or her base each night; and a salary that can be supplemented by up to 55-hours per month of available productivity pay.

Image provided by Southern Airways Express In addition, career advancement opportunities for captains who demonstrate superior skill sets can include the ability to become company check-airmen, instructors, and line-check airmen, as well as regional pilot leadership positions that work directly with the chief pilot and directors of safety and security.

All members of the Southern Airways family, including pilots, are eligible to participate in MyID Travel and ID90. These programs offer employees of sponsoring airlines extremely discounted fares for not only their personal leisure travel, but also travel for their spouses, children, and parents.

These discounts are for both domestic and international flights as well as discounts on cruises, hotel stays, theme park admission, and much more. Southern also participates in CASS, which allows for jumpseat privileges on many U.S. carriers.

For potential candidates looking for more information about a career with Southern Airways, contact pilot recruiter Julie Puckhaber to inquire about the interview and hiring process. Southern currently has multiple newhire classes scheduled for the spring and early summer, but space is limited, and slots will be offered to the best candidates. Julie can be reached by email at j.puckhaber@ iflysouthern.com or by calling (561) 445-5799. ACN

March 2018 | 13

AVIATOR BULLETINS RADAR

Take Control of Your Career: SkyWest Rotor Transition Program SkyWest Airlines introduced a new rotor transition program.

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I m age prov i de d by Sk y Wes t A i r l i n es

kyWest Airlines introduced a new rotor transition program. In addition to the $7,500 bonus for military pilots, military pilots can receive $20,000 in tuition reimbursement for fixed-wing transition training at participating flight schools. This provides a direct path for helicopter pilots to become commercial airline pilots at SkyWest!

SkyWest has a culture of professionalism, teamwork and success at 18 domiciles across the U.S. SkyWest is known for their best-inclass training and continued growth, with 425 aircraft in their fleet and counting. To top it off, military pilots can upgrade as soon as they meet FAR Part 121-436 requirements (upgrading in as little as 3 months).

SkyWest is the place for Military Pilots to Take Control of Their Careers! Alongside SkyWest’s new RTP program,

Learn more about SkyWest’s RTP program at skywest.com/careers. ACN

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We NGPAcareer Careerexpo Expo We Proudly proudly Support support NGPA

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ur people are our greatest asset, and hiring talented cr uci alt ot hesuccessofourai r l i ne.We individuals from all walks of life is crucial to the sucemo ns t r at eo urdemonstrate commi t ment t od i ver si t yand cessdof our airline.

We our commitment i n c l u s i o n i n o u r h i r i n g p r a c t i c e s t h r o u g h r to diversity and inclusion in our hiring practices throughou our p a r t i c i p a t i o n i n a n u mb e r o f i mp o r t a n t participation in a number of important recruiting events each year that are focused ensuring United employees represent r ec r ui t i ngon eve nt seach yeart hatar ef oc used every background and belief, origin and orientation, color and on ensu r i ng Uni t e d emp l oye esr epr esen teve r y creed. backgr ound and bel i ef ,or i gi n and or i ent at i on, col orand cr eed.

Our LGBT community is an important source of talent at our airline andO in the aviation industry, and that’s why, ur L GB Tc ommun i t yi sani mpor t ants o ur c eearlier oft al ent this month,at for the third year in a row, team United came out ourai r l i neandi nt heav i at i oni ndus t r y , andt hat ’ s in full force to support the 2018 National Gay Pilots Associawhy , ear l i ert hi smont h, f ort het hi r dy eari nar ow, tion (NGPA) Industry Expo and Winter Warm-Up held in Palm t eam Uni t edc ameouti nf ul lf or c et os uppor tt he2 01 8 Springs, California. As the presenting sponsor of the event, Nat i onalGayPi ot sAs s oc i at i on( NGPA)I ndus t r yEx po our pilot hiring team andl our Diversity and Inclusion departa n d Wi n t e r Wa r mU p h e l d i n P a l m S p r i n g s , C a l i f o r n a. ment partnered to represent United in a number of ways i at A s t h e p r e s e n t i n g s p o n s o r o f t h e e v e n t , o u r p i l o t h i r ng the event. Recruiters spent time talking with hundreds of i t eam andou rDi v er s i t ya ndI nc l u onde r t men t potential candidates about why United issi such apa great place to work, explaining more about the hiring process, and discussing our ongoing partnership with the NGPA as part of a panel discussion. Domestic Line Stations VP Matt Miller provided the keynote speech at the event.

“Industry-leading performance certainly requires a winning strategy – one that optimizes our network and product, elevates our service and leads us closer to becoming the airline

of choice for customers – but there’s something even more important as we work to unlock our full potential, and the key g r ea tpl a c et owor k, ex p l ai ni n gmor ea bou tt heh i r i ng is our people,” said Matt.

“Just as we know that it’s our people p r o c e s s , a n d d i s c u s s i n g o u r o n g o i n g p a r t n e r s h i p w i t h who will drive our success in the industry, we know it takes t h NGPAa sp ar tofaas pan eldi s c u s s i o n.

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wi nni ngs t r at egy–onet hatopt i mi z esournet wor kand p r odu c t , el ealso v at es ours er v i c eandl eadsus ert o Flight OperaOur team gave two scholarships –cl aos $5,000 b ec omi ngt heai r l i neand ofc h i c ef orc us t omer s– but tions scholarship ao$1,500 Technical Operations scholart h er e’ s ome t hi n gev en mor ei mpor t a ntas wew or kt o ship –s at this year’s event, which will help recipients pursue u nl oc kaviation ourf ul lpo t ent i al , andt hekeyi sourpeopl e, ” their careers. s ai dMat t . “ J us tasweknowt hati t ’ sourpeopl ewhowi l l d r i v e o u r s u c c e s s i n t h e i n d u s t r y , w e k n o w i t t a k e s a Founded in 1990, the NGPA is an organization of lesbian, gay, g r oupofpe opl e asdi v er s easpilots t hec ommu i t i esw e bisexual and transgender and n other aviation enthus e r v e t o a c h i e v e o u r g o a l s , a n d t h a t ’ s w h y w e ’ r e s o siasts from around the world that supports programs and honor edt opar t nerwi t hor gani z at i onsl i ket heNGPA. scholarships to further LGBT equality within the aviation comThes ec onnec t i onsgi v eusev engr eat eroppor t uni t yt o

munity, including education and careers in aviation. This year, the association expanded globally and now supports the LGBT aviation community in more than 14 countries.

We are a diamond-level corporate partner with the NGPA -- the first ever in this category. Together we continue our efforts to develop workplace inclusivity programs, training and recruiting opportunities. ACN

March 2018 | 15

AVIATOR RADARBULLETINS

First Boeing 737 MAX 9 Scheduled to Enter Service U

nited Airlines announced it has added its newest aircraft type, the Boeing 737 MAX 9, to its domestic flight schedules. The MAX 9 features Boeing’s Advanced Technology winglets and fuel efficient engines providing a quieter ride and the ability to fly farther on less fuel.

United expects to begin operating MAX 9 aircraft on June 7, between its hub at Houston’s George Bush Intercontinental Airport and five cities. Beginning June 29, United expects to add additional MAX 9 flights from its Houston and Los Angeles hubs including service between Los Angeles and Honolulu.

“The addition of the MAX 9 furthers our efforts to become a more efficient and productive airline. It

has better fuel efficiency, lower maintenance costs and does all of this while maximizing customer comfort,” said United’s Chief Financial Officer Andrew Levy.

This year, United will receive 10 new MAX 9 aircraft from Boeing and will continue to add service from its hubs to cities throughout the United States.

ACN

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BACKdo. TO CONTENTS 16 | Aero News VisitCrew www.aircargocarriers.com and see why we are experts at what we

Enjoy the ride with us.

Become part of our fun, caring crew, dedicated to making our customers happy and having a good time doing it. Full-time pilots enjoy great benefits: • Employee Stock Ownership Program • Partial matching 401K • Health and dental insurance • Paid leave, holidays and volunteer time • KCM, CASS and family pass benefits • Relocation and uniform allowances • FAA medical reimbursement • Long and short-term disability • Start and end in your base every night (except Montana)

March 2018 | 17 Contact our Pilot Recruitment team at pilotjobs@capeair.com or call 508-727-7883.

VOYAGER RADAR

Daybreak in Machu Picchu S t o r y b y: M e r e d i t h E d wa r d s

It

was six in the morning, the light from behind the mountains touched my cheekbones gently and the air was sharp, as if full of the ancient dirt and broken rocks. I saw hundreds of people below me beginning to mill about the entrance to the ruins, and I turned my gaze to the still empty majesty of Machu Picchu. It stood eerily silent and yet I could hear the wind whistling through the cracks of the carved stone like the souls that had once inhabited these sacred grounds.

The sun rose higher, bathing the silver rocks in gold.

In the days leading up to that moment, I had – with a group of 13 other individuals from all over the world – spent a week hiking and camping in the jungle and mountains of the surrounding country. Each day at dawn, the tour guides awakened us with steaming cups of hot coca leaf tea to ease the waves of altitude sickness as we climbed higher and higher. We ate salty meals of rice and beans from tin, hollow sounding bowls, then gathered

18 | Aero Crew News

our sacks and sleeping bags to carry while the porters loaded the heavy equipment onto the horses. Sometimes I could barely catch my breath in the needle-thin air.

The day we climbed the mountain was extreme. Without stopping, we hiked for 17 miles on snow and brittle rocks. We took a moment at the top of the peak to pay our respects to the mountain, stacking flat stones into a small tower as the wind swirled with heavy snowflakes.

Our guides whispered a prayer in Spanish. As we all slowly walked down the mountain’s other side, my knees ached, but the pain was distant, in the back of my mind, hushed by the hauntingly beautiful ceremony.

We spent the evening before reaching Machu Picchu in a jungle town nestled at the bottom of the ruins. We met other groups with people from myriad places, and the night hummed with the lilting melody of many languages, a tune that blended with tree crickets like a song born in my bones. Wine corks popped with bits of pattered BACK TO CONTENTS

laughter. There was a feast that night, anticuchos and exotic fruit, crème caramel and scorching black coffee. We danced around the fire while the locals strummed guitars and sang into the pitch-black night.

The night we reached the final stop of our trip was full of sleeplessness; we finally had a hotel, but I had become accustomed to the ground and so the bed felt too much like a cloud, as if I weren’t careful I could sink into nothingness. I was bursting with excitement, my body was full of pain and bruises, like the hike had branded me with its pattern without even asking, but I pulled on my mud-addled boots and boarded the bus.

The road up to the entrance was a switchback, and my heart stuck in my throat as we swayed dangerously close to the edge of the cliff, certain death inches away.

Later, as I stood there, finally, on top of that incredible piece of human history, I could only think, This is what I was born to do. For all the pain and lack of sleep,

in spite of the overly seasoned food, regardless of language barriers, and a week with a group of strangers, I was leaving with an incredible memory, with new friends, a stronger body, and with Spanish now slipping from my tongue with an ease I had never known.

My wanderlust will never be sated. I will always sail forth, to seek and to find. Go, do, see. Be moved in ways you never imagined. ACN

About the Author Meredith Edwards - Meredith Edwards is an eleven-year flight attendant with Southwest Airlines. Read More...

March 2018 | 19

PERSPECTIVES

Dreams Soar S t o r y B y : V e ss e l i n S l a v e y k o v ’ s

A

viation is one of the most intriguing industries. It fascinates anyone who has experienced it, beginning with those who command the skies to get us safely from one place to another – the pilots. Having a cockpit, as an “office” is just one example of how unique aviation can be! As a pilot, I’ve noticed how people gravitate to me to convey a genuine interest in learning more about what we do daily in our vocation. As a consequence of all this curiosity and interest, pilots are often met with a multitude of questions, ranging from the craft of flying to how schedules are devised. It seems that the general public has preconceived ideas of what a pilot looks like. When I inform people of my profession, the involuntary response I often get is one of complete shock with a mix of confusion. There exists a stereotypical character-type for airline pilots — the middle-aged, white male. There are many pilots today who do not fit that description, but female pilots have a long way to go to be within the norms. Of the roughly 130,000 pilots globally, only 3% are women. However, there is one thing that we all share in common, irrespective of our race, color, age, religion, or sex - our dream and passion for aviation.

On the pursuit to fulfill our dreams, we all have experiences that shape and help define who we are. In other words, some have it easier than others, which is why I’ve chosen to share the story of my college friend and colleague, Shaesta Waiz, who has inspired and captured the hearts of thousands of people worldwide. Shaesta was born in a refugee camp in Afghanistan.

At the time, the Soviets were invading the country and her family was desperate to flee. With relentless grit and persistence, her family managed to escape and emigrated to the United States. Shaesta’s family, which eventually included Shaesta’s five sisters, settled in Richmond, California, an disadvantaged area geographically positioned on the outskirts of the bay area.

Shaesta even recalls a day when the school she was attending lost its funding, causing it to close its doors. She was told to simply “not show up,” leaving her disheartened. She began to believe that perhaps life was all about getting married and starting a family instead of trying to pursue a dream. Ultimately, Shaesta persevered and overcame the obstacles that stood

20 | Aero Crew News

in the way of her getting an education. Shaesta successfully graduated from high school and planned a trip to sunny Florida to visit her aunt.

She boarded a Delta Air Lines Boeing 767 airplane and took a flight that would change her life forever. Shaesta characterizes this experience as unforgettable because it made her recognize her dream and her purpose in life. After she landed in Jacksonville, Florida, Shaesta sought to meet her aunt and once she found her, she immediately told her aunt that she didn’t want to leave the airport — or at least not so soon. She wanted to learn as much as she could and inquire about the steps necessary to become a pilot. She remembers saying, “I want to stay at the airport and become a pilot.”

While in Jacksonville, Shaesta began researching ways that would help transform her dreams into a reality. Conveniently, not too many miles away, laid the world’s biggest aviation

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university — Embry-Riddle Aeronautical University. Shaesta decided to get her grades up and went to community college for two years. She then applied for admission to the flight program at Embry-Riddle Aeronautical University. Not only was she accepted, she was afforded scholarships.

Shaesta recalls that while her immediate family fully supported her endeavors, her extended family had a different sentiment.

Unfortunately, some members of her family believed that Shaesta’s priorities ought to be more aligned with getting married and starting a family.

However, Shaesta soon realized that the only thing that mattered was the support of her parents, which she unconditionally had. While attending Embry-Riddle, Shaesta noticed that there wasn’t much of a female presence on campus and for those who were female, there were limited ways to create a network among themselves. Within time, with planning and university support, Shaesta founded the Women’s Ambassador Program which, in just two years, helped increase female enrollments.

Shaesta uncovered another passion and purpose for life — to encourage and mentor women and children who are born into unfortunate circumstances, as she was. Dreams Soar was born.

Dreams Soar is a nonprofit organization aimed to inspire young girls and women worldwide to dream big and achieve more, specifically in aviation and other STEM (science, technology, engineering, and math) fields.

One of the triumphs of the non- profit organization came in the form of an opportunity. The International Civil Aviation Organization offered its support of a plan she had been designing for two years. Shaesta’s idea was to fly solo around the world in a single engine 2001 Beechcraft Bonanza A360, inspiring youth at every stop.

On May 13, 2017 Shaesta began her global journey, despite the resistance she faced from people who were trying to convince her to take a copilot with her. She ignored the emails and text messages. She was told to turn around many times, but she continued. Over the course of this long solo flight, Shaesta came face-to-face with more than 3000 young people whom she inspired in locations such as Afghanistan, India, Greece, and the United Arab Emirates. She visited 22 countries across five continents. The entire trip took 145 days. In addition to the impact she had on those whom she saw in-person, Shaesta made sure to share her journey online and she created an interactive experience for viewers who could stream some of her inspirational speeches.

Overall, the key take-away from this rousing story is to follow your dreams, no matter how big or out of reach you may think they are. Shaesta’s story reminds us that all things worthwhile in life require dedication, faith, and sacrifice. Let’s follow Shaesta’s example and empower others by leading by example. ACN

About the Author Vesselin Slaveykov’s - dream of becoming a pilot became a reality when he earned his undergraduate degree in Aeronautical Science from ERAU in 2011. Read More...

March 2018 | 21

MILLION AIR

Are You Profiting From Your Flying, Or Is Just Your Airline? s t o r y b y: A n d y G a r r i s o n

Sure, you love to fly, and you get paid for flying, but do you really profit?

T

hink of it this way: When you fly, revenue is being generated for the company, which pays you. The revenue that goes into the airline pays expenses and ultimately drives profit. Profit is then used to make investments for the future (such as new equipment, hiring, training, etc.) so the airline can continue to grow.

This same principle can easily be applied to your financial life. However, many pilots completely miss out on the profit piece and leave the opportunity for significant wealth on the table. You have money coming in (your pay) and it goes to expenses and hopefully, into savings (profit) for your future. So, here’s the question: When you fly, are you making sure you have some profit built in for your future, or are you spending everything on expenses?

Fly at least 10% of your hours for YOU When you fly, you need to be earmarking at least 10% of your flight hours to yourself. In other words, you need to pay yourself 10% of your earnings. Always. Without fail.

22 | Aero Crew News

If you’re flying 900 hours a year, then 90 of those hours need to be for you and your future. So if you earn $100 per flight hour, then you earn $90,000 a year flying. $9,000 (10%) should go to you. For every 10 hours you fly - or for every $1,000 you earn - you need to be paying yourself $100 dollars.

Why this is so important When you pay yourself, you are saving money. When you save money, you increase your net worth (by either investing that money, paying down debt, or both). Building your net worth is the sole task that will allow you to reach financial freedom and allow you to fly because you love to fly, not just for a paycheck.

Start with you Here’s how to do it: When you get paid, make sure you immediately transfer 10% of that amount to a savings account, retirement account, or other investment account. It may feel like a lot, but trust me, after a month, you won’t miss it.

Does your airline already put in 10% or more into a retirement plan for you? Great! But, don’t rely solely on that — contribute another 10% of your own income to yourself.

Take it one step further — “Save more tomorrow!”

Ten percent is a starting place, not a destination. So, how do BACK TO CONTENTS

you get above 10% when money feels tight? You “save more tomorrow.” This means that you commit, right here and now, to saving 50% of any future pay increases you receive.

Because the pay increases are new, you won’t suffer if you do it right away. And trust me, your future self will thank you! (By the way, the thanks may be from your future self in two years, not just 30 years down the road.)

The impact of paying yourself is massive How would you like to be worth millions? Many pilots become millionaires (or multimillionaires) but many leave even more on the table. Why? Because they don’t pay themselves, relying on their income, old A Plans, and airline contributions for their futures. If you start now and consistently increase what you pay yourself, the difference over your career can easily be in the millions!

Want more benefits?

All pilots know that discipline is essential. When you pay yourself more, you’re building your “discipline muscle.”

Discipline and the ability to sacrifice a bit today for something much greater tomorrow, is the number one trait of financially successful people. When you build greater wealth by saving more, investing more, and paying down debt, you have far less stress and far greater comfort and freedom. You also put yourself in an enviable position where your money is working for you and not just you working for money.

It’s time to take action and pay yourself If you want to be wealthy, to enjoy financial security, then you need to take action toward that end. No one is looking out for you - you are on your own.

The good news is that you have chosen a career in which you have massive opportunity to do it!

With that in mind, here is what you should be doing, starting now: 1. Increase your situational awareness — start tracking your income and expenses.

2. For your first paycheck in April, commit to transferring 10% of it to savings the minute it hits your account.

3. Commit to saving 50% of your future pay increases.

4. Watch your wealth build significantly.

Worrying that you can’t do it? Stop! Try it and see. I bet you can, because 100% of the people I know who have tried it have been able to achieve it. And their lives have changed forever.

Final thoughts Building wealth is a science that anyone can master. You just have to do it. Don’t rely on your company or others.

Pay yourself at least 10% of your earnings and commit to saving 50% of each pay increases. If you do that, you’ll hit financial freedom much sooner than you think! ACN

About the Author Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. Read More...

March 2018 | 23

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FITNESS

Techniques to Avoid the Risks of DVT Being sedentary can be deadly

S t o r y B y: L a u r e n D i l s / P i l o t F i t n e s s

A

crew members, common question we receive address how mitigate the negative health consequences of long periods of sitting in the flight deck or deadheading/ commuting. We hear; Is there a way to do an actual workout? And, would that help avoid deep-vein thrombosis (DVT)?

Deep Vein Thrombosis (DVT) often occurs in the deep veins of the calves, legs or pelvis and can be caused by anything that restricts blood flow in the body. Blood clots are formed in the deep veins, resulting in DVT. These blood clots can cause many health issues, the worst of which is breaking free and traveling to your lungs, resulting in a pulmonary embolism, which can be fatal. There are many factors that contribute to the DVT such as being sedentary. However, a few simple stretches, exercises and lifestyle choices that flight crew members can do before, during and between flights, can reduce your risk.

Before and Between Flights: When dressing, before leaving home, use compression socks to improve circulation at rest and aid in the prevention of blood pooling in the lower extremities.

Before the flight, walk the terminal and do a few laps on stairs as you encounter them. Maintain optimal posture while standing in line (engaged core, slightly bent/soft knees, chest up and shoulders pulled down and back) and do a few calf raises and butt squeezes while you are at it.

Drink plenty of water as dehydration can increase your risk of DVT by increasing blood viscosity leading to increased heart rate and blood pressure. Skip heavy, fatty meals and go for something lighter (low in saturated fat and high in antioxidants) to minimize inflammation and maintain optimal blood circulation. If you have the time, grab a 15 or 20 minute massage to boost circulation and decrease muscle tension.

During Flight: Seated: While seated, make sure are upright with good posture and don’t cross your legs. Perform the following exercises and stretches to increase blood flow and reduce swelling:

1 Seated calf raises – If possible, place a bag or briefcase on your knees for additional weight.

About the Author Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...

26 | Aero Crew News

Isometric Exercises (height permitting): Hold all for 30-60+ seconds 1. Wall sit in your seat. Loosen your seat belt one inch. Keep your entire back pressed into the seat back and press through your heels to hover over the seat. To make this more difficult add calf raises or alternating calf raises.

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2. Isometric leg extensions: Extend one or both legs until you reach the seat in front of you.

Maintain proper posture while pressing up on the seat frame, engaging the quads.

Standing calf raises

3. Isometric Hamstring Curls: Pull your feet back (think heels to butt) as far as possible (or press heels back and into the floor).

Standing wall slides

4. Isometric biceps: Place your hands under your seatbelt and pull up.

Stretch: 1. Piriformis stretch: Place your right ankle on your left knee. Keep your chest up, core engaged and back straight/neutral as you hinge forward from the hips. Breathe and repeat on other side.

Standing:

Squats or butt squeezes Standing hamstring stretch Standing calf stretch Standing hip flexor stretch If you need to, use your phone alarm or an interval timer app to set reminders at regular intervals to incorporate a combination of movement and stretching to stimulate muscles and improve blood circulation. These simple movements will go a long way in improving the health of our circulatory systems, especially as we age.

For additional information and professional guidance on the above activities and more, please reference our seated exercise course at www.pilotfitness.com. ACN

Try to stand or move every 45 minutes and do not sit longer than 3 hours at a time. Stand in the aisle or in the back of the plane near the bathrooms and do any or all of the following:

March 2018 | 27

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SAFETY MATTERS

Safety Management Systems, Part 2 The Future Of Aviation Safety s t o r y B y: S c o t t S t a h l

P

revious articles have addressed how a Safety Management System (SMS) is a new concept within safety systems that allows for preventative and predictive safety.

This seems like a simple concept, but when we think about the difficulties of predicting the future, it becomes more mysterious.

In a subsequent article, we will tackle the specifics of a “just safety culture,” but for the purposes of this article, a just safety culture is a bedrock concept of SMS. Unlike the past when the attitude toward safety was that “compliance is safety,” a just safety culture is non-punitive, by comparison.

In the old days, if a violation, lapse, or action was judged to be unsafe, the person committing the action would be subject to punishment. Action could range from a letter of correction with retraining, to a revocation of operating privileges.

In either case, people were less likely to report incidents knowing that there would be discipline.

30 | Aero Crew News

In a just safety culture and with a system like SMS, there are two changes to this way of thinking. First is an understanding that error is inevitable. Risks are also inevitable. There is no such thing as a risk-free operation, and as such, SMS acknowledges the inevitability of both risk and error. The reason a top-down approach to a just safety culture is so critical for success is that there must be agreement among all within the organization that the data gathered will be used to enhance the safety of the overall operation and not for punitive action. This focus provides for improvement of the whole operation. Without this buy-in from all employees, the very foundation of SMS is undermined since one of the primary components of SMS is the voluntary reporting and sharing of perceived risks in the operation.

The first component that must be recognized to understand how SMS works, is that accidents typically don’t just randomly occur. There are often known deficiencies that play a role in any BACK TO CONTENTS

accident or incident that have likely occurred prior and have been identified by someone in the organization. Hence, identifying these risks from the onset, makes it possible to mitigate or eliminate the risks before they contribute to an incident or accident.

changes, complacency or organizational drift.

It also identifies if a new change inadvertently affects other areas of the operation.

It is the third factor of SMS that really makes it preventive. Through awareness of what issues are being tracked, what risks exist and what potential shortfalls may be present in the total The second component that is important to safety system, a series of audits, observations, understand is related to accidents. The fact is, and operational reviews can be created. the number of accidents caused by a single This process helps recognize potentially random variable is essentially zero. All hazardous trends before the other reactive accidents are the result of a sequence of systems have created enough data events (or accident chain), where in each Fatallity (through occurrences) for them to be would have prevented the accident identified. This continuous use of or incident had it been averted or feedback allows potential risks to mitigated. Through understanding be addressed before there is an that preventing any one of the opportunity for them to manifest deficient links in the chain will Lost Workday Classes in an accident or incident. prevent an accident (identifying and tracking the various events The final layer of an SMS that lead to an accident with system is a system-wide the intention of mitigating safety culture that starts Recordable Injuries them) makes it apparent at the top of the company that an accident can be and works its way down proactively avoided. to line employees.

This provides the These two factors safety department provide the Near Misses (estimated) with the proper underlying resources and concept of management a Safety support to Management At Risk Behaviors (estimated) ensure System. By that the integrating requisite and data gathering systems, reporting systems, applying all the data tracking methods we have tracking system and audit/observation already discussed in this column (ASAP, FOQA, systems can perform their intended functions Operational Reports, etc.) and providing a formal and, more importantly, that a just safety means to review, track, archive, and assess risk culture is established and maintained. related to them, we have the foundation of an SMS. By providing a formal means to track and So, how does a Safety Management System mitigate them, we can then also create a formal process the data that is fed into it? To most. method for monitoring to verify that measures this seems to be the more mysterious part of were effective. By continuously monitoring any the system because the majority of the SMS changes made, and continually applying the system is beneath the surface of what most formal review process, any increase in risks employees see or interact. This makes it seem are constantly being evaluated and revisited. a bit cryptic. Employees know there is a system This prevents previously addressed issues from at work, but because it is behind the scenes, it becoming a new risk through further policy doesn’t affect their daily job functions of most.

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How does an SMS function?

There are four basic processes that happen concurrently anytime a risk is identified. The first component of SMS is Safety Policy. Safety policy is the where the top-down approach is created and codified, as are the safety system organization, policies, manuals, and procedures.

This part of the system is the foundation of how the system is organized, how policies are developed, implemented, and reviewed, as well as what resources are required to ensure the SMS processes work as intended.

The second component of SMS is Safety Risk Management. This is the part of the system where any potential risk is identified and a relative potential for severity assigned. Once the risk is known and classified, a formal process of implementing a change to mitigate the risk is developed. This may be done by a manager, a review committee or additional

32 | Aero Crew News

policy development. This is the first step in mitigating the risk where the result may be new policies, new equipment, new training, etc.

The next component of an SMS system is Safety Assurance. Here is where SMS differs from reactive systems. Once changes are made, processes are developed to ensure that the changes are effective and that they remain effective in mitigating the identified risk. If, at some point, the changes become less effective, then the process of Safety Risk Management (the second component) begins again and new changes are made. This is the part of the process that is active and continually providing feedback on whether policies are effective.

The final component of SMS is Safety Promotion.

Just as it sounds, this is the part of the system that encourages participation, reaches out to achieve widespread buy-in and keeps employees informed of any relevant risks or trends in BACK TO CONTENTS

their area of operation. By achieving buy-in to the process, the amount of data gathered increases through reporting, auditing, and active preventative participation on the part of workers on the front line of the operation.

By developing feedback and disseminating relevant information, line employees are kept actively engaged in the success of the program. Feedback allows employees to be an active part of the process, as well of keeping them current on relevant and current risk issues. The other benefit to safety promotion is that it improves collective knowledge.

For example, if there is a ladder accident with a ground ops worker, the incident will be run through SMS to implement changes to prevent further incidents. First, it will be investigated and reviewed for causal factors. Next, relative risk will be assessed, and safety professionals will determine if there is a deficiency in policy, equipment, training, or other factors. The information gathered will be put through a

process where the appropriate corrective actions will be evaluated and implemented. A system of reviews will be developed to make sure the risk is monitored and the changes were effective.

Finally, any issues related to training or getting the relevant information out to the employees will be sent out to the appropriate employee groups to ensure awareness. Alternately, the process would follow the same stream if the employee were to identify a deficiency and report it prior to a ladder accident.

Now that we understand the process of SMS, the next and final part of this series will focus on how employees play a critical role in the success of SMS, how they interact with SMS, and what they can expect from an SMS system. Stay tuned. ACN

About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Read More...

March 2018 | 33

SKY LAW

? o n

or

Aircraft Ownership Using an LLC S t o r y B y: S t e p h e n B . G l e n n Av i a t i o n A t t o r n e y

M

any times I’ve gotten calls from pilots looking to buy an airplane with a partner or two. I enjoy these conversations, and I enjoy setting up the legal side of their airplane’s operation. It’s always a joyful time when pilots get a new ride. The conversation usually starts with which legal entity to use. The typical methods are these, going from simple to complex:

1. Partnership. A partnership (also called “co-ownership”) can be as simple as a handshake. I run into this often. The pilots may have a quick discussion about “splitting the maintenance” and then they go fly. Or the pilots may formalize their agreement with a written co-ownership agreement. The AOPA offers some good free advice on how to draft a good co-ownership agreement. Co-owners are listed individually on the FAA registration application.

There are a few things to think about with co-ownership. For one, all liabilities are shared jointly and severally among the owners. This could lead to all owners being named individually in the event of a lawsuit due to the negligence of one owner. Also, any change in ownership requires a new FAA registration application (which the FAA kindly forwards to your state’s revenue department).

34 | Aero Crew News

If you do form a co-ownership, be sure and write a comprehensive agreement that details important things like how owners can sell their stake in the aircraft, what happens if an owner dies, and how expenses will be paid (split between fixed and hourly is best). An aviation attorney can help draft an effective agreement.

2. Limited Liability Company (LLC). An LLC is usually what I recommend for aircraft ownership. It provides a shield from liability for the other members when one member is negligent. It provides a measure of privacy, in that the ownership details of the aircraft are not public information. An LLC structure also makes it easy to buy or sell a membership interest.

LLC’s should always have a comprehensive “operating agreement” that details the operation of the LLC, as well as the buying/selling of

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interests, provisions for the death or default of a member, etc. But if a proper operating agreement is not written, most states have laws that “fill in the blanks” and provide rules for LLC operation, similar to when someone dies without a will.

LLC’s are easily formed, usually just requiring a name reservation, the filing of a certificate with a probate court, and the drafting of an operating agreement. LLC’s also have to register with their state’s revenue department.

3. Corporation. Corporations are more involved than LLC’s and often require the assistance of at least a part-time accountant to file necessary state reports. The only time I have formed a corporation for aircraft ownership was when the owner was a non-profit organization.

A Note of Caution. There is a danger to avoid if an aircraft owner is not a pilot and will be hiring pilots — the “flight department company trap.” If the aircraft is owned in an LLC or corporation, make sure that “operational control” rests with the entity riding in the back of the plane, not the entity that owns the plane.

Otherwise the FAA could find that the LLC or corporation is actually acting as an illegal charter operator, and the results can be disastrous. The IRS can even get involved, claiming that federal excise tax is due. If you are a pilot and are asked to fly an aircraft owned by an LLC or corporation but operated by another entity, be sure to look at the dry lease and read FAR 91.23. Better yet, run it by a competent aviation attorney. ACN

About the Author Stephen Glenn is an aviation attorney, a pilot, an accident investigator, and an aerospace engineer. Read More...

March 2018 | 35

FEATURE

May I Ride your

Jumpseat? s t o r y b y: C a p t a i n M i k e D av i s

“Hey guys, I’m riding the jumpseat today.” Believe me, having flown for the airlines for over 35 years, this is not the way to introduce yourself.

The jumpseat belongs to the captain, it is a privilege and not a right.

Greeting a captain with this phrase will in most cases leave you standing at the boarding gate watching the airplane push back.

“May I ride your jumpseat?”

is a phrase repeated hundreds of times a day among airline pilots in the United States, and likely, around the world. The opportunity for an airline pilot, whether express, non-scheduled, freight, or mainline to ride in other carrier’s jumpseat is an incredible privilege that airline pilots should work hard to protect and maintain.

Unfortunately, over the past few years there has been some misunderstanding to the procedures and protocols concerning both requesting and riding airline jumpseats. The Airline Pilots Association produces a publication titled, The ALPA Jumpseat Guide which is available to both members and non-members via the ALPA public website. This document should, in my opinion, be required reading for all new-hire’s airline indoctrination classes.

36 | Aero Crew News

With the help of several publications I’ve compiled a checklist for would-be jumpseaters. m Most airline’s policy extends the use of the

jumpseat to both online and offline pilots. This has not always been the case. Several years ago, some airlines (e.g., American, Delta, Northwest) restricted the use of cockpit jumpseats to FAA, and company check-pilots only. Through the sacrifices and negotiations of unions like APA, and ALPA, this policy has, for the most part, been standardized and liberalized. The jumpseat is governed by FAR Part 91.3 which states that the pilot-in-command (PIC) is directly responsible for, and has the final authority as to the operation of that aircraft, and FARs 121.535, 121.547, and 121.583 cover who may be admitted to the jumpseat and addresses rules for occupying a jumpseat.

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m The TSA adds an additional layer of security for

jumpseat riders. The PIC also serves as a security coordinator and is responsible for checking the credentials of a would-be jumpseater. Nearly all airlines provide their pilots a list of approved airlines, so if you fly for a carrier that isn’t on the list, you will not be allowed to ride the jumpseat.

CASS (Cockpit Access Security System) is a critical part of the jumpseat system. In most cases, if your airline is not in CASS, you probably will not be allowed to ride. CASS is used to verify employment and identity, necessary to ride a jumpseat, but does not guarantee jumpseat eligibility. The captain will check that you have an FAA license and medical. Be ready to produce those documents. Don’t wait to be asked.

m Many airlines have an “unlimited” jumpseat

policy, whereby the captain may allow a jumpseater to ride in a seat in the cabin, provided a seat is available. Do not expect a first-class seat. If you are lucky enough to fly in business or first class, do not expect first class service especially the serving of alcohol. And it goes without saying, be polite with cabin personnel when trying to stow your luggage and finding your seat. If you remain in the cockpit, plan on listening to a jumpseat briefing. Many airlines provide a jumpseat briefing card for you to read, but if you have any questions concerning emergency procedures or security, please ask the flight crew.

m When riding the jumpseat you are a member

of the crew and should you see a safety concern, it is your responsibility to speak up.

Most captains will make that rule clear but, if you see something, say something.

m You are a guest of the captain and the airline.

Do not make cell phone calls without permission, and make sure your phone is off, or in airplane mode when required. Do not sit in the jumpseat and text, and do not pull out your newspaper during critical phases of flight. In most cases it’s a good idea to ask if the captain minds if you read during non-critical phases. Wear a headset if it’s provided and be an additional asset in the cockpit. You will not be allowed to drink alcohol in the flight deck, so don’t ask. m Remember there is a priority for boarding

jumpseaters. If you are riding off-line, be prepared

to leave the cockpit if an on-line pilot shows for the jumpseat. Many airlines use seniority based jumpseats and a few (American Airlines included) use a reservation system. In some cases, an FAA official (or other government official) may bump you from the jumpseat. m Look professional. If you are not in

uniform, make sure you dress appropriately.

My airline states that jumpseat occupants will be dressed in business casual attire (no jeans) or approved pilot uniform.

m Check-in

procedures with the gate agents vary among the airlines. Allow sufficient time to check in, fill out any required paperwork, and follow the agent’s instructions for proceeding to the aircraft.

There are several websites which detail the jumpseat process for various airlines, for example, http://jumpseatinfo.org. ACN

In closing, here is a condensed list for jumpseat etiquette.

Remember, riding the jumpseat is a privilege not a right.

Dress code is uniform (preferred) or business casual.

Allow time for check-in.

Be courteous when stowing your luggage.

Bear in mind that you are an additional crewmember. Conduct yourself in accordance with all applicable FARs. If offered a seat, be courteous when informing the flight attendant and take the seat offered.

Always say, “Thank you,” when deplaning, no matter how rushed you are.

When in doubt about anything refer to #1 above.

About the Author Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...

March 2018 | 37

FEATURE

Air Cargo Carriers

I m ages prov i de d by A i r C a rg o C a r r i e r s

A

ir Cargo Carriers is a cargo airline that is headquartered in Milwaukee, WI, USA, with its main base of operations and central maintenance facility located at General Mitchell International Airport. ACC was established in 1986 with the aim of providing aircraft freight services to non-trunk population centers with the same bulk capacity and container capability that had been available to only larger markets. Air Cargo Carriers is now the largest commercial owner and operator of Shorts aircraft in the world, and is also the most integrated shorts operator. The company operates contract feeder cargo services for UPS, FedEx, and DHL, and also provides ondemand charter services. The Shorts aircraft are ideal for all loads ranging from small boxes to large containers and palatized freight.

For over 30 years, Air Cargo Carriers has prided itself in operating highly reliable and successful scheduled routes throughout the United States, the Caribbean, Mexico, and Canada. Through its vast network of maintenance stations and support infrastructure, ACC consistently maintains above a 99% on time dispatch rate. ACC continues to provide the greatest customer care-driven service to the air freight industry as well as many others. By carrying over the core belief structure forged in the air freight business of providing the customer what they want, on time and at a competitive rate, ACC is able to provide superior products and services to the growing list of satisfied customers.

Current Routes Air Cargo Carrier’s current weekly scheduled routes include:

Beckley, WV (BKW) to Louisville, KY (SDF) Charleston, WV (CRW) to Louisville, KY (SDF) 38 | Aero Crew News

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San Juan, PR (SJU) to Tortola, British Virgin Islands (EIS) San Juan, PR (SJU) to Santo Domingo, Dominican Republic (SDQ) Aguadilla, PR (BQN) to Santiago, Dominican Republic (STI)

Warsaw, IN (ASW) to Louisville, KY (SDF) Danville, IL (DNV) to Louisville, KY (SDF) to Decatur, IL (DEC) Myrtle Beach, SC (MYR) to Columbia, SC (CAE) Savannah, GA (SAV) to Columbia, SC (CAE) Swainsboro, GA (SBO) to Columbia, SC (CAE) Harrisburg, PA (MDT) to Cincinnati, OH (CVG) Phoenix, AZ (PHX) to Tuscan, AZ (TUS) Warsaw, IN (ASW) to Louisville, KY (SDF) Beckley, WV (BKW) to Louisville, KY (SDF) Charleston, WV (CRW) to Louisville, KY (SDF) San Juan, PR (SJU) to St. Thomas, US Virgin Islands (STT) San Juan, PR (SJU) to St. Croix, US Virgin Islands (STX) San Juan, PR (SJU) to St. Martin, AN (SXM)

Current Fleet Air Cargo Carriers has maintained the world’s largest civilian fleet of SD3-30 and SD3-60 aircraft for over 3 decades. ACC’s current fleet of 35 aircraft consists of:

25 Short 360’s 4 Short 330’s 4 Cessna Caravans

In House Pilot Training – Pilot Evolution Program Air Cargo Carriers is extremely unique in having its own Shorts SD3 flight training device in-house for pilot training. This is one of only two Shorts simulators in existence in the world. The availability of this SD3 flight training device on site allows Air Cargo to train well above any regulatory requirement and keep the pilots current on the Shorts aircraft at much lower cost than other operators who have to send their pilots to La Guardia (New York City) for training on the only other simulator.

Air Cargo Carriers has partnered with the Westfield Flight Academy and their Pro Pilot course to develop the Pilot Evolution Program. Successful completion of the program can land new pilots a position as a first officer with ACC in as little as 6 months. The Pilot Evolution Program can help new pilots gain invaluable experience as a pi-

March 2018 | 39

lot and also help them evolve and achieve their aviation goals. Air Cargo Carriers has entered into an agreement with Omni Air International, where within 5 years an interview with Omni is guaranteed to allow pilots a path to progress their careers: from Cessna to Shorts SD3 to Boeing 777. Read about our recent success stories on our website.

In-house Maintenance Facility and World’s Largest Parts Inventory With its full- service Milwaukee-based primary maintenance facility operating out of 2 hangers at General International Airport, ACC has the tooling and equipment to perform all of the maintenance functions in-house on the Shorts aircraft, including the conversion of the aircraft from passenger to cargo configurations, and Hot Section Inspections (HSI’s) on its engines. The company also operates a satellite maintenance facility in Punta Gorda, Florida, Beckley West Virginia and San

Juan, Puerto Rico. Air Cargo Carriers provides on call technical support, full maintenance and training to other Shorts operators world-wide.

In addition, Air Cargo Carriers has one of the largest Shorts parts inventories in the world. When other operators have ceased Shorts operations, ACC has acquired their aircraft, parts, and tooling. The company has also purchased damaged aircraft and stripped the craft for useful parts, allowing them to acquire a very extensive parts inventory that includes stock doors, windows, flight controls, stabilizers, air ducts and many other parts that other vendors do not offer. Having the ability to part out a number of SD3-30’s and SD3-60’s air frames has allowed ACC to not only maintain their fleet, but become a valuable resource for other Shorts operators. Mechanics cannot perform their jobs properly without parts.

In San Juan we have a 3000 sq. ft. parts area containing over 5000 “no go” line items in addition our Milwaukee facility is 13,150 sq. ft. housing

12,500 line item parts to ensure long term operation of the aircraft.

The company has developed PMA capabilities on dozens of Shorts aircraft parts, allowing them to provide less expensive alternatives to costly or limited number parts and keep their cost of operating reasonable.

Integrated Companies Milwaukee Avionics and Instruments As a part of expanding Air Cargo Carriers, the company founded Milwaukee Avionics and Instruments in 1994. MAI is a FAA Certified Part Repair Station (#M7IR960), and has a very knowledgeable staff on hand that has many years of general aviation and Shorts SD3 equipment experience.

Milwaukee Avionics and Instruments currently provides a diversity of repair services that include Unlimited Avionics/ Radio Rating: Class 1: Communication/ Class 2: Navigation/ Class 3: Radar and Unlimited Instrument Rating: Class 1: Mechanical/ Class 2: Electrical/ Class 3: Gyroscopic/ Class 4: Electronic.

MAI also has Limited Airframe rating for Shorts SD3-30 and SD3-60 aircraft that provides the capability for major and minor airframe related repairs and alterations.

Midwest Turbine Service Midwest Turbine Service, founded in 2001 to provide engine repair and overhauls to our fleet and to external customers. Midwest Turbine Service is a certified FAR part 145 repair station (#DATR119D) for aircraft engines and hydraulic components.

Capabilities include the PT6A-27 through PT6A-135 and can be certified in our in house engine test cell. http://www.mts.aero/home-page.aspx ACC Integrated Services For over 15 years ACC Integrated Services searches and inspects aircraft for cargo conversions and provides leasing services to our air carrier.

We invite you to find out more about Air Cargo Carriers and Milwaukee Avionics and Instruments by visiting their website at: https://www.aircargocarriers.com/ or by contacting pilot.hiring@ aircar.com. ACN

March 2018 | 41

COCKPIT 2 COCKPIT

A Month in the Life of a “Line Holder”

Evolution of an Airline Pilot’s Monthly Schedule

s t o r y B y: M a r c H i m e l h o c h

W

hat does it mean to be a “line holder” in the airlines?

On my last active duty Air Force assignment, that was a term I heard thrown around a lot along with various other “airline-speak” terminology by our Air Force Reserve pilots, many of whom were also airline pilots. At that time, my understanding of the airline pilot world was so limited, they may as well have been speaking Mandarin Chinese; it would have sounded about the same to me.

The Building Blocks

Those of you who may be considering a second flying career as an airline pilot are probably in the same boat I was in not too many years ago. You hear or read a lot of unfamiliar terms, like bidding, sitting reserves, being a line holder, block time, open time, and other ancient Chinese proverbs of which you have a vague understanding but wish you could comprehend more in depth. Wait no more my friends, much like the FAA; Cockpit to Cockpit is here to help.

You’ve probably heard airline pilots talk about “sitting reserves.”

Think of reserves as sitting alert, something most of us have done in the military. You know which days of the month you’re working, but you have no idea if, or where, you will fly on those days. Typically, you’re on “short call” reserve of two-hour telephone standby (times vary from airline to airline) but for our purposes, we’ll use two hours. From the time the company calls you with a trip notification, you have two hours to get to the airport. Some airlines also have “long call” reserve of anywhere from 12- to 24-hour telephone standby.

In this article, I will first give you the basic definitions or building blocks you will need to wrap your brain around what follows next. Then, like any good instructor pilot, I will walk you through an example, complete with illustrations. We are pilots after all, and pilots need lots of pictures to keep their attention. If I could turn this into a pop-up book I would, but my origami skills aren’t that good. To help you see how all those mysterious airline terms are used in action, I will use examples from my actual airline schedule of January, 2018. I will walk you through a month in the life of an airline pilot’s schedule.

About the Author LT COL Marc Himelhoch, USAF (Ret), is a Southwest Airlines pilot with over 5,000 hours of flight time. He graduated with honors from ERAU in Daytona Beach, Florida, earning a masters degree in aeronautical science. Read More...

42 | Aero Crew News

Let’s begin by understanding what a “line” is to an airline pilot.

You’ve probably heard airline pilots refer to their line for the month. Quite simply, a “line” is just a monthly schedule. There are “reserve lines” and “hard lines.” I will explain both in the paragraphs to follow. At some point during the current month, airline pilots “bid” their line for the next month and lines are awarded based on seniority. More on bidding in a moment.

A typical reserve block will last three to six days and each day you’ll have specific hours that you’re on-call. Typically, a reserve shift will last 12 to14 hours during which you must answer the phone if the company calls. At the end of your shift, you will be “released” into crew rest. Once you’re released they can’t touch you until the start of your next reserve shift the following day. At most airlines, each day of reserves pays a contractually set minimum regardless of whether you fly or not. If you get called to fly, you’ll get paid the greater of the contractual daily minimum or the amount of time flown that day. Reserve lines are generally awarded to junior pilots in each aircraft, seat (captain or first officer), and domicile. As you gain more seniority, you’ll be able to hold a flying line, also called a “hard” line versus a reserve line.

A hard line contains all your flying trips for the month. There is much more predictability with a hard line because you know BACK TO CONTENTS

all the details of each trip. You will know what time you need to report to the airport to start each trip, what time the trip is scheduled to return to domicile on the last day, how much the trip pays, the name and seniority number of the captain you’re scheduled to fly with, and the planned flying schedule for each day, including city pairs and overnight hotel information.

Before we jump into our real-world example in the evolution of an airline pilot’s monthly schedule, there are a couple of building blocks we need to define. The first is “block time.” In Part 121, scheduled airline flying, you start being paid when the aircraft “blocks out” or pushes back from the gate. You stop getting paid when you “block in” or when you park back at the gate at your destination. The time between blocking out and blocking in is called your “block time” for that flight. So, if your block time for that flight was 3.0 (three hours), and your hourly rate is $100/hour, then you will earn $300 for that flight at “straight time.”

Moreover, the airlines pay “premium time” trips for various scenarios. You can think of premium time as working overtime in a normal job. At my airline, you can volunteer for a premium time trip and it pays 1.5 times your hourly rate (time and a half). However, if you are non-voluntarily reassigned to fly overtime, that’s called “junior assigned” (JA), which pays twice your hourly rate. The airline pays premium or JA as extra block “credit” time. For example, if my hourly rate as a second year first officer (FO) is $100/hour, then an hour of premium time flown shows up on my pay stub as 1.5 credit block hours instead of one hour paid at $150. The amount I get paid is the same, but it’s expressed in extra “credit” block hours at my normal hourly rate. As we work our way through the examples to follow, this is important to understand because I will often refer to my monthly block “credit” time, often much higher than the actual block time flown.

There are myriad other airline pilot contract rules that affect compensation called “duty rigs.” When you hear pilots talk about “work rules” at each airline, the duty rigs are an important part of those work rules. For instance, a duty rig might mandate the minimum block credit time a pilot will be awarded for each day away from domicile. Work rules and rigs are very important to the quality of life at an airline as they determine how much you are protected from the company taking advantage of loopholes in the contract to work you more and/or pay you less. However, the rigs are beyond the scope of this article so we won’t be covering those here.

One more building block and then we’ll start putting all this new foreign language training into practice. I promise. I addressed that there are opportunities to work overtime at premium pay. At my airline, those opportunities are called “open time.”

Open time is extra flying the company has available that still

needs pilots to fly. They allow pilots to bid on the open time trips. There are open time trips available to be bid for the next month, the next week, the next day, or sometimes short notice open time opportunities pop up that are available within a couple hours of the trip start time. You can bid open time at straight time (regular per hour pay) or premium time (time and a half). In general, open time awards are based on seniority; the most senior pilot bidding that trip wins. However, the company will always award a straight time bid over premium bids. So if I’m the only pilot bidding the trip at straight time, and everyone else bids at premium, I should be awarded that trip regardless of how senior the premium bidders may be.

Ok, enough crawling…it’s time to walk.

Background First, I need to give you perspective on my particular airline situation. I’ve been at my airline for two and a half years and I’m a first officer (FO) on third-year pay. I’m a line-holder, living in domicile so I don’t commute. I’m retired Air Force so I don’t get to fly the cool stuff anymore, but neither do I have to split my time between two jobs (not that there’s anything wrong with that). I’m at 81% seniority (19% from the bottom) among all pilots at my airline, but I’m at 62% seniority among FOs in my aircraft and domicile. Why does that matter? It matters, because when I bid my monthly schedule, vacation weeks, etc., I’m only competing with the other pilots in the same aircraft, seat (captain or FO), and domicile.

I also want to mention that although I am using “block time” in my example below, my airline actually doesn’t pay based on block time, but I will speak in terms of block time for the sake of simplicity. My airline is a bit unique in that it has a more complex system of compensation that results in about 14% more block credit per actual block hours flown. I only mention this, because when you look at my block credit at the end of the month in the following example, it will look like I worked much harder than I actually did and I don’t want to take credit where credit is not due (unless it’s block credit … wink, wink). Remember that block credit is what you are paid, while block time is what you actually flew.

Bidding The best way to explain all that we have learned up to this point is to walk you through an actual example. In the following example, I will walk you through all the changes to my January, 2018 schedule starting with my monthly bid and ending with the final product showing what I actually flew and how much credit time I earned for the month. Along the way, I hope to demonstrate just how flexible an airline schedule can be and to give you a deeper understanding of the different methods used to improve the original schedule.

March 2018 | 43

COCKPIT 2 COCKPIT Figure 1. Original bid award line Figure 1 shows my originally awarded bid line for January, 2018.

Recall that my seniority in domicile is 62%, meaning that 58% of the FOs in my aircraft and domicile are bidding more senior than I. Our bids are due on the ninth of the month for the following month. The bid awards are released on the tenth of the month.

At my airline, our bidding process allows us to see the details of every line available, and then rank order our preferred line choices from 1 to XXX. In this case, I was awarded my 177th choice. Not bad, considering my place in life.

In the upper right corner of Figure 1, you can see that my original bid line paid 89.26 block credit time and had me working 14 days (two of those days were overlapping into the February 1 and 2, for only 12 days total in January). I liked that it was a PM schedule line. In my experience, PM trips are more desirable and therefore easier to trade with other pilots. I didn’t like that I was scheduled to fly two weekends during the month, I prefer weekday flying so I can be with my family on the weekends. I didn’t like that I was scheduled for a four-day trip, I prefer three-day trips or less. I didn’t like the monthly overlap because it limits my ability to bid in February. I also didn’t like the overall block credit time for the month. So my goals for the month were as follows: 1.

Minimize weekend flying.

2. Give away or trade the four-day trip down to a two- or three-day trip.

3. Trade the end of the month overlap trip at least two days back to keep the whole trip within the month of January.

4. Increase the overall block credit time for the month from 89.26 to 110 minimum.

I would try to do all that using a few tools that are at available to airline pilots. The first method is by giving away, picking up, or trading trips with other pilots. The second method is by trading trips with the company using the line improvement trade system. The last method, at my disposal, is to pick up extra open time flying from the company.

One of the reasons the monthly block credit time was originally so low is because two of the days from my overlap trip are not reflected in the January monthly total. The Feb 1 and 2 flying will be reflected in February’s block credit total, not January’s, another reason I don’t like monthly overlap. The monthly block credit time was a little lower than normal because January is one of our slower flying months of the year. I like to average about 110 block credits per month as a goal and

44 | Aero Crew News

Figure 1. Original Bid Line in 2017 I actually averaged 117.5 per month. So my last goal was to increase my monthly block credit to at least 110 TFP through trading into higher paying (more “productive”) trips and picking up open time, hopefully at premium (1.5x).

Let the Games Begin Our line improvement trade system window opens on the 25th of each month for trades in the following month. Prior to that window opening (and after), there is opportunity to give away, pick up, or trade with other pilots in any domicile.

I was able to make one pilot trade for January prior to the line improvement window. I traded a four-day trip that paid 27.6 (Jan. 22-25) down to a two-day trip that paid 14.85 (Jan 22-23). You can see this trade in figure 2.

This was an unusual trade request by the pilot I traded with because in a “normal” flying month with lots of flying available, pilots usually try to trade down to fewer days of flying with the intent of picking up open time at premium instead. But this being January, all bets are off. It was also a bit of a risk on my part since it brought my total block credit for the month down to just 76.51, working just 10 days in January.

However, I fully intended to make it up in open time even if I had to pick up straight pay open time instead of premium.

Confused yet? Hang with me; the fun is just getting started.

BACK TO CONTENTS

people of Boston using their reverse hex, dark-voodoo magic on me for wishing a blizzard on them. That’ll learn me!

Figure 3.

Figure 2. January schedule after line improvement

In figure 3, there are actually two changes shown but for the sake of brevity, I’m showing them both in the same picture.

Remember that four day trip (Jan. 22-25) that I traded down to a two day trip (Jan. 22-23). Well, that left me with a nice open window, January 24-26, to pick up some weekday flying.

My original plan was to wait until that week and play the open time game but the last time I did that the people of Boston gave me a BVR (beyond visual range) b!t¢#-slap. Also, I had been watching the premium open time awards throughout the month and noticed they were going to pilots more senior than I. So, I wimped-out and just picked up a decent paying three-day trip that another pilot was giving away. The other change is that I found a better paying trip on the same days in the line improvement trade system to exchange with my trip on January 28-30. With those two moves you can see that my total block credit for the month is now 118.79 and at this point I’m scheduled to work 15 total days in January. A quick review of my original goals for the month will reveal that I have now accomplished every goal except that I have two days of weekend flying, Saturday, January 6 and Sunday, January 28.

Figure 2. January schedule after line improvement In figure 2, you can also see my schedule after the line improvement trade window opened. Our line improvement trade system allows us to trade our trips with the company’s trips that still need pilots. Note in the upper right corner of figure 2 that monthly block credit time increased to 91.03 and at this point, I’m again scheduled to work 12 days in January because I was able to accomplish one of my goals; I traded away the monthly overlap trip for a threeday trip, January 28-30. That whole trip is now flown and paid within the month of January. Additionally, I was able to accomplish another of my goals to minimize weekend flying by trading my weekend 3 day trip (originally Jan. 12-14) to a weekday trip the following week (now Jan. 17-19).

Also notice that at this point, I now have an entire week off from January 7-14. In the past, I have used opportunities like this to grab the wife and jet off (non-revenue of course) to some exotic location for a spontaneous getaway. However, since my monthly total was still significantly lower than my goal, my plan was to play the open time game and pray for a huge blizzard in the Northeast (sorry Boston) so the flying schedule would fall apart providing me tons of open time opportunities. Well, you know what they say about the best laid plans of mice and men. Instead, I spent the whole week down with a nasty flu. I’m fairly certain that it was those good

Figure 3

March 2018 | 45

COCKPIT 2 COCKPIT

Figure 4

Figure 4.

Our union developed a nice little text notification tool, allowing us to set up parameters for the pilot trade and line improvement systems that will send instant text notifications if a trip appears in either system that matches the customized parameters each pilot establishes, but you have to act quickly! In figure 4, you can see how I used that notification system to trade my January 28 three-day trip to a slightly lower paying January 29 three-day trip. Essentially, I sacrificed 0.4 block credit time to gain a Sunday off on January 28.

Summary Figure 5. Final schedule Let’s review the goals from the bid until the final schedule flown for the month of January to see how it evolved and improved. The first goal was to minimize weekend flying.

As you can see in figure 5, I only flew one weekend day on January 6. Not bad at all considering my seniority level. The second goal was to get rid of the four-day trip from the bid line. In the end, all my trips were three-day trips or less. Check!

The third goal was to trade the last trip of the month that overlapped into the first two days of February such that all my flying was executed (and paid) in the month of January.

As you can see in figure 5, that goal was also accomplished.

Finally, the fourth goal was to increase the overall block credit for the month from the original 89.26 up to something closer to 110. That goal was exceeded with a final block credit of 118.59. My actual block time flown for the month was 92.1. I worked 15 days and spent nine nights away from home during the month. I would call that a pretty successful month1

46 | Aero Crew News

Figure 5. Final Schedule

I don’t want to give the wrong impression because not every month works out that well. You will work some holidays, birthdays, and anniversaries, especially the first few years.

You may not get to use your vacation weeks in the months you would prefer until you’re very senior. However, the flexibility afforded as a line holder is pretty amazing, even for a fairly junior line holder. Of course, the seniority outlook, scheduling systems, and work rules are different at every airline and it’s largely dependent on your domicile, aircraft, and seat position. As a general rule of thumb, if you choose a wide-body aircraft as a junior FO, you will be on reserves a lot longer and it will be a long time before you’re senior enough to hold a line in that aircraft. It’s all about choices.

I hope this article has helped demystify some of the terminology and misunderstandings you may have had about how the airline pilot schedule thing works. Hopefully, your vocabulary and reading comprehension of airline pilot linguistics has improved after reading this. The schedule of an airline pilot, especially a line holder, is always a work in progress.

It’s a continuous cycle of trades with other pilots and with the company. In the Air Force, we have a saying, “Flexibility is the key to airpower.” I would say it’s also the key to an airline pilot’s monthly schedule. As long as you remain flexible, you can earn a nice salary, and still have plenty of time off for family and friends. If you’re ready to start learning how to succeed in your airline transition, visit www.cockpit2cockpit.com. ACN BACK TO CONTENTS

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MINIMAL RESERVE TME

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SINGLE OCCUPANCY HOTELS

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GET IN TOUCH! pilotjobs@gojetairlines.com or gojetairlines.com/careers

THE GRID

Mainline Airlines

T

he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!

Highlighted blocks indicate best in class.

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 Sample only; refer to adjacent pages for actual information

Abbreviation and definitions: 401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the company will match 100% of what the employee contributes.

ALPA: Air Line Pilots Association Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover all reasons for cancellations. Refer to the contract for more information.

Deadhead: Positive space travel as a passenger for company business; paid as shown in above referenced column.

FAPA: Frontier Airline Pilots Association IBT: International Brotherhood of Teamsters ISP: International Savings Plan IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training.

additional amount directly to the employees 401(K), either quarterly or yearly, refer to the contract for more information MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee will receive per month. The ability to work more or less is possible, depends on the needs of the company, line holder or reserve and open trips for that month.

Per Diem: The amount of money the company pays the employee for food expenses while gone from base, typically from show time to end of debrief time of that trip. Day trip per diem is taxable while overnight is not.

TFP: Trip for Pay UTU: United Transportation Union YOS: Years of Service with the company.

DC: Direct Contribution, the company will contribute the listed

48 | Aero Crew News

BACK TO CONTENTS

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

2 Digit Code

Pay During Training

Per Diem

Most Number of Pilot Junior CA Pilots Retirements 2018-2033 hired

Union

EFBs

Bases

Legacy Airlines 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

AA

Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company

14,738

10,538

APA

iPad

US West Sep/1998

AS

DL

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

11.D.5.b

5.A.1

$3,888.29 / Month

Oct/2015

Dec/2017

$2.15

2012

1,897

5.A.1

Dec/2017

Dec/2017

February 2014

13,003

Feb/2016

Apr/2016

BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended Alaska bought Virgin America

Single Occupancy, Paid for by company $2.20 Dom., for the first 8 $2.70 Int. days in class only.

5.E.1

5.B

921

ALPA

iPad Air

SEA, ANC, LAX, PDX Contract 2013, as amended

9,436

ALPA

Surface

ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC

Contract 2014, as amended *Interisland

A330, A350 B717, B767

HA

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)

*$0.05 increase on Jan 1st.

A350, B777, B787, B767, B757, B737, A320, A319

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

UA

2 Digit Code

3 Hours per Single $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

G4

MMG

Single Occupancy, Paid for by company

3.P

6.A

A319, A320, A321

F9

MMG

No

A321, A320, A319, E190

B6

B737

WN

Virgin America (Redwood)

Oct/2015

Dec/2017

8,786

ALPA

iPad

Most Number of Pilot Junior CA Pilots Retirements 2018-2033 hired

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

73

3.Z

Dec/2017

Dec/2017

See Note*

$1.90

November 2014

1180

180

Dec/2017

Dec/2017

See Note*

$2.00

E:11/2013 A:12/2013

3,582

840

11

Dec/2017

Dec/2017

Feb/2015

August 2006

9,074

3,374

4.T.3

Dec/2017

Dec/2017

$2.25

March 2015

1,821

5.A.1

5.B.1

Dec/2017

Dec/2017 289 Aug/2016

Add A, Pg24

4.T.1

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

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

$2.00

2012

820

10.J.1

3.B.e

10.I.1

Dec/2017

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

2 Digit Code

IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended

873

$2.00

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

3.D.1 Sun Country Airlines (Sun Country)

11,240

November 2017

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

4.K.6 Spirit Airlines (Spirit Wings)

2006

Union

EFBs

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16

AA May/1999

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

IBT

iPad

FAPA

ALPA

Bases

AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO

Yes

Notes

*2018 to 2028

JFK, BOS, FLL, MCO, LGB Agreement 2013, Currently in negotiations

SWAPA

iPad

*Trip for Pay (TFP) is based upon ATL, MCO, DAL, number of days in the month DEN, HOU, LAS, MDW, OAK, PHX, BWI Contract 2016, as amended ACY, DFW, DTW, FLL, LAS, ORD

ALPA

*Monthly payment is prorated and includes salary and per diem

Contract 2018, as amended

157

Most Number of Pilot Junior CA Pilots Retirements 2018-2033 hired

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Union

EFBs

Bases

IBT

iPad

JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

Single $1,600 per Occupancy, Paid month for by company 3.A.1.f

11.A.7

$2.40

Dec/2011

5.A.3

June/2017

1,486

March 2018 | 49

Airlines (Sun Country)

B737NG

THE GRID

Virgin America (Redwood)

A319, A320

Aircraft Types

SY

VX

2 Digit Code

MMG

None

3.B

5.B.1

$2,500 per month

None

10.J.1 Pay During Training

1/24th the IRS CONUS M&IE airline daily rate

289

5.3

Aug/2016

ALPA

General Information $2.00

2012

820

3.B.e

10.I.1

Dec/2017

Dec/2017

Hotel during new hire training

Per Diem

157

ALPA

iPad

MSP

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Most Number of Pilot Junior CA Pilots Retirements 2018-2033 hired

Union

EFBs

Bases

IBT

iPad

JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

Single $1,600 per Occupancy, Paid month for by company 3.A.1.f

ABX Air (ABEX)

B-767

$2.40

Dec/2011

5.A.3

June/2017

11.A.7

1,486

$52 Dom. $89.75 PR* $79.75 NPR**

GB

*PR = Pacific Rim, **NPR = Non Pacific Rim

IBT

20.E.1 FedEx Express (FedEx)

Kalitta Air (Connie)

B777, B767, B757, MD11, DC10, A300

B747

FX

K4

$4,000 / mo until activation date*

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

3.A

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$1.90 Dom. $2.80 Int.

Sept 2015

281

6.A

Dec/2017

Dec/2017

Week 1 paid by $600 / week crewmember, then, Single unitl OE Occupancy 5.A

UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

2 Digit Code

Pay During Training

*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

ALPA

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

2,298

65,741

38,854

SDF, ANC, MIA, ONT

IPA

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

ALPA

*Pacific rim and Europe flights

$2.00 Dom Single Occupancy, Paid $2.50 Int $3.00* for by company 5.H.1.a.1

2,251

Hotel during new hire training

Per Diem

Most Number of Pilot Junior CA Pilots Retirements 2012-2029 hired

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules Min Days off (Line/Reserve)

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Pay Protection

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

10/12 or 13*

Yes

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 14, max 16 For int pilots.

12 or 13 / 12

Yes

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)

Open time pay

Uniform Reimbursement

Headset Reimbursement

12, max 14* 10, max 12*

488

None

430

Max Scheduled Duty

2:1

100%*

100% or 150%**

Initial paid for by company

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

5

12.A.1.a

559

2

4.H.1

361

508

5-F-1-a Pay Protection

5:10

5:10 x days

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

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

None

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

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2015, as ammended

None

Yes

14.C 3.F 50 | Aero Crew News

FAA 117

12

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

195

177

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

*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

*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

1:3.75

50%*

$20/ month

4.G.2.a

4.F.6

2.A.1, 2

*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

12 or 11* 12 or 10*

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered

Contract 2014, as ammended

2** or 4.17 GOP****

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines FAA 117 w/ exceptions

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Max Scheduled Duty

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

BACK TO CONTENTS

None

*Unschedule DH pay s 100%

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)

508

5-F-1-a Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.1.a

4.C.2

4.C.3.a.2

7.B.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

Contractual Work Rules

Min Day Min Trip Duty Rig Trip Rig Credit Credit

JetBlue Airways (JetBlue)

Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

12 or 11* 12 or 10*

Yes

14.C

3.F 14 hours or FAA 117

Yes

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12/15*

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

195

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

177

6 for CDO

4.G.2.a

4.F.6

36

Avg of 5 per day

1:2 or 1:1:45*

1:3.5

Schedule Block

150% over 78 Hrs

Add. B.D.5

Add. B.D.4

Add. B.D.3

Add. B.D.1

Add A & A-2

5**

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.2

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% or 200%****

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

8.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

235

241

196

159

1:3.75

4

3.5

-

App. G Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

50%*

$20/ month

14 Hours for 2 None above Pilots, 16 minimum Hours for 3 or guarantee 22 Hours for 4 or more

332

None

None

None

1/4.95

1/2.85 Biz Class or better* or $300 comp

Headset Reimbursement

Supplied in AC

100%

Provided by the company

13 in 30 14 in 31

15 Hours May be extended to 16 hours

4.5

100% Air* 50% Air** 50% Ground

100%

Provided by the company

13.D.4

18.C

19.M.4

19.K

19.E

15.A

Yes

25.D.1

4.F

13 or 14*

Yes

Kalitta Air

2, pg 13

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

6, 4.75**

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $200 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

26.B.3

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

$200 after first 150% on days year. Initial paid off by crewmember.

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

*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.

None

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500 Agreement 2013, Currently in negotionations

30.A.2

14.96 or 18.75*

Notes

2.A.1, 2

8.D, 8.A.3

280

THE GRID

Contract 2016, as amended

$200 / year

12.C ABX Air

*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

None

*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

*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company.

Contract 2018, 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. Merging with Alaska Airlines Rule book 2014

Headset Reimbursement

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

FAA 117

12

Atlas Air

FedEx Express (FedEx)

None

Major Airlines

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

Contract 2010, as amended

5.E.1

None

None

Notes

*Biz class only on international DH or when duty day exceeds 16 hours with DH.

*100% pay credit on company aircraft; **50% pay credit on passenger carrier

*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots

Contract 2006 as ammended

None

*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.

None

*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 2018 | 51

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I*

$116.38

Group II*

$179.48

Group III*

$188.85

Group IV*

$220.65

MMG

FO Base Pay

Top CA pay

CA Base Pay

$100,552.32

$170.42

$147,243

$155,070.72

$262.77

$227,033

$163,166.40

$276.50

$238,896

72

15.D.1.b

$279,107 HRxMMGx12

9.B.1.a

$251.00

$225,900

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

7.B.1.a

14.D.1

75

$151,812

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

B737-9

$176.74

$152,703

$258.76

$223,569

$175.82 $169.66

72

$151,908

$257.42

$222,411

$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

EMB-190, CRJ-900

$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

$141,028

$245.80

$206,472

A350*

United Airlines (United)

B747, B777 B787 B767-400

$208.59

B767-200 B757-300

$173.96

B737-8/9, A320

$167.89

A319, B737-700

$161.02

Aircraft Types

70

Spirit Airlines (Spirit Wings)

Sun Country Airlines

6.B.1

*Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information.

Contract 2015, as amended

0%

15%

20%

Contract 2013, as amended

28.D

0%

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.

15%

22%

26.C.2

25.B.2

0%

15%

20%

Contract 2010, as amended

5 H/M Max 1300 Hrs 1-4 = 14 Days New hires 5-10 = 21 Days 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.

$135,257

$235.76

$198,038

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

$145.17

70

$121,943

$216.42

$181,793

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

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$100.01

75

$90,009

$166.68

$150,012

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

4.3

HRxMMGx12

4.3

HRxMMGx12

8.B

A320 family

$148.71

$124,916

$218.66

$183,674

E190

$133.82

$112,409

$196.83

$165,337

A319, A320, A321*

B737

A319 A320 A321

B737NG

HRxMMGx12

Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.

12.A.1, 2 & 3

HRxMMGx12

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

4 H/M Max 600

5% at 200%*

None

10.A

4.C

4.C

5.A

After 3 years 2.2% 1 Day / Month up to 6% at 9 5% 1:2 Max 120 Days Disclaimer: Gray blocks years contain

acquired.

Data 15.B.2 &3 16.B.2

Contract 2012 as amended

Percentage of health care Notes employee pays

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

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

Contract 2016, as amended *A321 coming end of 2015

contract sections or date

with 16.4 contract sections may be abbreviated and/

*70 line holder, 75 reserve; **Hours is or inaccurate, please consult the most current contract section 0-5 = 108 Hrs based on PTO per year. Reference 6-10 = 126 Hrs contract for more information Based on PTO 11-15 = 144 Hrs 5% 1:1 5% + 3% None Specified for specific contractual language. Data that do not have a accrual 16-20 = 162 Hrs 21+ = 180 Hrs 3.J**

contract section reference number, were obtained online in

3.C*

HRxMMGx12

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

$157.54

72

$136,115

$237.50

$205,200

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

5 H/M* 700 Hrs Max

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

14.A.1

52 | Aero Crew News Virgin America

Percentage of health care Notes employee pays

None

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

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

$323.04 15.D.1.b

$168.68

A320/319

5 H/M** Max 60***

$190,641.60

B737, A319 A320

B737-8 & 7

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

3.J

3.E

3.E

3.F.i

Agreement 2013, Currently in negotiations

some form and may be inaccurate. While trying to provide the *85/87/89 TFP based on days in bid

period, **Trip for Pay (TFP) is the unit 1-5 = 14 Days 1 TFP / 10 up-to-date information, not all sources of compensation received. most can be verified at 5-10 = 21 Days TFP** 9.7% 1:1 10-18 = 28 Days Max 1600 TFP +18 = 35 Days this time. If you notice a discrepancy and/or have a correction

$112.93

70

$94,861

$168.55

$141,582

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

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

12.B.1 please

4 H/M

14.A

Contract 2016, as amended

19.B.2 Craig.Pieper@AeroCrewSolutions.com. email

0%

4%

11%**

*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 $34 to $754 depending on plan months of service, **1% annual increases up to 15% single, single +1, or family plan

28.C

27.B

2%

$0 to $300 depending on plan single, single +1 or family plan

28.B.2

27.A.2

Contract 2018, as amended

BACK TO CONTENTS *Reserves have a MMG of 75,

B767-400 B767-200 B757-300

$173.96

B737-8/9, A320

$167.89

$141,028

$245.80

A319, B737-700

$161.02

$135,257

Aircraft Types

70

$146,126

$254.70

$213,948

$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

A319, A320, A321*

A320 family E190

Sun Country Airlines

Virgin America (Red Wood)

B737

A319 A320 A321

B737NG

A320

Aircraft Types

401(K) Matching (%)

401(K) DC

THE GRID

4 H/M Max 600

5% at 200%*

None

EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394 5.A

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

10.A

4.C

4.C

$100.01

75

$90,009

$166.68

$150,012

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$124,916

$218.66

$183,674

5% 1:1

5% + 3%

None Specified

3.E

3.E

3.F.i

9.7% 1:1

-

$148.71 $133.82

$112,409

$196.83

$165,337 HRxMMGx12

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

3.C*

HRxMMGx12

3.J**

3.J

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

12.B.1

19.B.2

$157.54

72

$136,115

$237.50

$205,200

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

5 H/M* 700 Hrs Max

0%

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

14.A.1

$112.93

70

$94,861

$168.55

$141,582

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

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

14.A 5 H/M 80 and 480 Max**

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

4 H/M

$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

4%

125% of 6% contributed

11%**

28.C

27.B

2%

$0 to $300 depending on plan single, single +1 or family plan

28.B.2

27.A.2

-

-

401(K) Matching (%)

401(K) DC

$213.32

$158,710

>5 = 14 days <6 = 21 days

3.A.1

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

85

$177,633

$245.65

$250,563

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

Narrow Body

$153.22

$156,284

$211.75

$215,985

>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

4.A.1***

HRxMMGx12

3.C.1.a

HRxMMGx12

7.B

14.B.7.C

28

27.G.4.a

>10 2.5%* <10 5%* 10.A

B757, B767, A300, B747, MD-11

Aircraft Types

10%****

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

64

$129,562

$249.67

$191,747

1-4 = 14 Days 5+ = 21 Days

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

Contract 2018, as amended

*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines

401(K) Matching (%)

None

9.C.3

401(K) DC

*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%

*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.

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

7 Days on first day; After 1st year .58 Days / Month Max 42

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

$111,102

B747

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

Rule book 2014

62

Kalitta Air

Contract 2016, as amended *A321 coming end of 2015

*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 $34 to $754 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan

$149.33

3.C.1.a

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

Contract 2016, as amended

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

ABX Air

Contract 2012 as amended

Percentage of health care Notes employee pays

Cargo Airlines

B747 B767*

UPS (UPS)

24-B-5

70

Atlas Air

FedEx Express (FedEx)

22-A

$145.17

70

Spirit Airlines (Spirit Wings)

20%

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

4.3

Southwest Airlines (Southwest)

16"%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

0%

Additional Compensation Details $206,472

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

5 H/M Max 1300 Hrs 1-4 = 14 Days New hires 5-10 = 21 Days 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.

*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 2018 | 53

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

BWI DCA

ACY

MYR

CLT ATL

DFW

DAL VPS IAH

ANC

PIT

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

54 | 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

Allegiant Air

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

Delta Air Lines

Alaska Airlines

AVL

Asheville, NC

United Airlines

United Airlines

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

Virgin America

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

FedEx Express

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

LGA

New York City, NY

American Airlines

BOS

Boston, MA

Spirit Airlines

Delta Air Lines

PHX

Phoenix, AZ

American Airlines

GUM Guam

United Airlines

American Airlines

JetBlue Airways

United Airlines

LGB

Long Beach, CA

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

JetBlue Airways

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

MCO Orlando, FL

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

JetBlue Airways

PIT

Pittsburgh, PA

FedEx Express

Hawaiian Airlines

Southwest Airlines

Allegiant Air

CLE

Cleveland, OH

Allegiant Air

Frontier Airlines

SDF

Louisville, KY

United Airlines

HOU

Houston, TX

MDW Chicago, IL

UPS

CLT

Charlotte, NC

Southwest Airlines

SEA

Seattle, WA

American Airlines

IAD

Washington, DC

MEM Memphis, TN

Alaska Airlines

CVG

Cincinnati, OH

United Airlines

FedEx Express

Delta Air Lines

Allegiant Air

IAH

Houston, TX

MIA

Miami, FL

SFB

Orlando, FL

Delta Air Lines

United Airlines

American Airlines

Allegiant Air

DAL

Dallas, TX

IND

Indianapolis, IN

UPS

SFO

San Francisco, CA

Southwest Airlines

FedEx Express

MSP

Minneapolis, MN

United Airlines

Virgin America

IWA

Phoenix, AZ

Delta Air Lines

Virgin America

DCA

Washington, DC

Allegiant Air

Sun Country

SLC

Salt Lake City, UT

American Airlines

JFK

New York City, NY

MYR

Myrtle Beach, SC

Delta Air Lines

DEN

Denver, CO

American Airlines

Allegiant Air

STL

St. Louis, MO

United Airlines

Delta Air Lines

OAK

Oakland, CA

American Airlines

Frontier Airlines

JetBlue Airways

Allegiant Air

VPS

Fort Walton, FL

Southwest Airlines

Virgin America

Southwest Airlines

Allegiant Air

DFW

Dallas, TX

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

March 2018 | 55

THE GRID

Regional Airlines

T

he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current 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)

56 | 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

3.A

HRxMMGx12

24.B

-

CRJ-200 CRJ-700, CRJ-900, EMB-175 -

CRJ-200*

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*

Abbreviations 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

$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%*

8.A

3.75 H/M Max 375

P

em

32 (35

10+ = 3.5%

BACK TO 3-4%CONTENTS = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%

1%

3%

Ba by ins

General Information Aircraft Types 2 Digit Code

ExpressJet (LXJT) (Accey)

Sign on Bonus

Pay During Hotel during new Training hire training

EMB-145XR EMB-145 EMB-135

EV

$7,500 w/ $300 / week ERJ type*, Paid for by & $1,400 per $1,000 diem to company; single Referral, checkride, occupancy $10,000 then MMG Ret.** Online

CRJ-200 CRJ-700 CRJ-900

EV

$7,500 w/ CRJ type*, $1,000 Referral, $10,000 Ret.****

Online

CRJ-200 CRJ-700 CRJ-900 EMB-175

OO

$7,500*

Republic Airway (Republic) EMB-170 EMB-175

RW

$10,000* $12,500**

Feb/15

Paid for by $300 / week company; single occupancy

3.C.1

CRJ-700, EMB-145, EMB-175

Aircraft Types 2 Digit Code

Endeavor Air (Endeavor)

CRJ-200 CRJ900

9E

OH

CRJ-200 CRJ-700 CRJ-900 EMB-175

$1.85/hr

June 2007**

5.A.1

Sep/2017

3015.6.A.1

3009.1.A

Dec/2017

Dec/2017

4.A

4.B

Pay During Hotel during new Training hire training

$10,000*

Single MMG, but no Occupancy paid per diem by company

April 2014

2,061

Dec/2017

Dec/2017

$1.85/hr + $0.05 increase in 2018, 2021 & 2024

Sept 2017

2,173

5.B.1

Dec/2017

Dec/2017

Per Diem

Most Number of Junior CA Pilots hired

$16,520, $5,000*, $1000**, $20,000***

$1.80/hr

October 2017

1,905

5.D.1

Dec/2017

Dec/2017

$1.75/hr

November 2016

1,582

5.A.1

Dec/2017

Dec/2017

Paid for by company; single occupancy

$1.60/hr

March 2017

1,220

5.B.1

5.A.2

Dec/2017

Dec/2017

3.D.1, 5.D.4

$38.50 / HR Paid for by MMG & Per company; single Diem occupancy

CRJ-200

DH-8-Q400 ERJ-175

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

ZW

Yes $33,000 $4,000 or $4,500*

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Dec/2017

Dec/2017

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**

October 2015

659

3.H, 5.B

5.B.3

5.B.1

Dec/2017

Dec/2017

$1.60/hr

December 2017

600

5.O

Dec/2017

Dec/2017

QX

EMB-175

CRJ-700 CRJ-900*

CP

G7

$17,500 Signing $1,500 Referal Bonus

$12,000** $5,000*** Jan/2017

Aircraft Types 2 Digit Code

Paid for by $1.75/hr dom Jan, 2014 company; single $1.80/hr int occupancy

Paid for by $23/hr @ 60 company; single hr occupancy 5.B.3

6.C

Sign on Bonus

Pay During Hotel during new Training hire training

$15,000

MMG + 1/2 Paid for by per diem per company; single day occupancy

Per Diem

534

Most Number of Junior CA Pilots hired

ALPA

Surface 3 LTE

ATL, DFW, DTW, LGA***

DH-8-100 DH-8-300 ERJ-145

PI

LOA 16

5.D.4

5.A.3

$1.70/hr

January 2017

350

5.D.1

Dec/2017

Dec/2017

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;

United, American, Alaska, Delta

None

*$7,500 w/ Part 121, 135 or type COS, DEN, DTW, rating for any turbo jet over 12,500 FAT, IAH, LAX, lbs. **SGU is not a base, only HQ. MSP, ORD, PDX, Surface 3 LTE PHX, PSP, SEA, SFO, SLC, TUS SGU** Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

*No Part 121 Experience, **Part 121 Experience; ***International per diem CMH, DCA, IND, only applies when block in to block LGA, MCI, MIA, out is greater than 90 mins.

ORD, PHL, PIT, EWR Contract 2015

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

Do Business For:

Union

EFBs

Bases

Delta

ALPA

iPad 2**

JFK, DTW, MSP, LGA, ATL

Notes

Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied Contract 2013 as amended

American

ALPA

iPad

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications CLT, DCA, CVG otherwise once they reach 1,000 hours SIC time. ***20,000 retention DAY, TYS bonus starting year 2, ($2,500 per quarter for 2 years).

Contract 2013 as amended

United, American

ALPA

iPad***

PHX, DFW, IAD, IAH

*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended

American United

ALPA

iPad

*$33,000 min bonus for all new hires.

DCA, ORF, PHL $4,000 or $4,500 referral bonus, later (ORD & IAD in for Airmen Training Program the Fall) Contract 2003, Pilot data from 10/6/2014 seniority list.

Alaska

*Upgrade time should be reduced as they explore more growth with the ANC, BOI, GEG, approval of the Alaska Air Group MFR, PDX, SEA purchase of Virgin America.

IBT

Contract 2012 as amended

Delta, American

*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70, ALPA

iPad

MSP, LAX, SEA 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 Do Business For:

Union

American

ALPA

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

Notes

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remaining after first year; **$10,000 EWR, IAH, ORD, retention bonus at the end of 2018 Surface 3 LTE CLE

Dec/2017

3008.19.A

4.B.1

Bases

Contract 2004 as amended, Currently in negotiations,

Delta***, American

4,550

Paid for by $1,600 first $1.95/hr Dom mo. then company; single $2.50/hr MMG Int.*** occupancy

ALPA

EFBs

2,530

YV

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Dec/2017

February 2017

3.F.1

Horizon Air (Horizon Air)

4.C.2

$1.95 Eff. 7/1/2017

Sign on Bonus

Online

CRJ-200 CRJ-700 CRJ-900

Air Wisconsin (Wisconsin)

Union

500 - 2,000 Pilots

PSA Airlines (Bluestreak)

Mesa Airlines (Air Shuttle)

Do Business For:

United

65 Hours

Up to $22,100* 64 hr MMG Paid for by MQ plus $20,000 + 16 hrs per company; single retention diem per day occupancy bonus**

Online

$1.85/hr

Sept 2011

Paid for by company; dual occupancy, Company will pay 50% for single room

10.A.2.a Envoy formally American Eagle (Envoy)

Most Number of Junior CA Pilots hired Over 2,000 Pilots

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Per Diem

THE GRID

PHL, MDT, ROA, SBY

Notes

March 2018 | 57

*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.

Contract 2013 as amended

EMB-175

GoJet Airlines (Lindbergh)

THE GRID

$1,500 Referal Bonus

CP

CRJ-700 CRJ-900*

$12,000** $5,000***

G7

Diem*

double occupancy

3.H, 5.B

5.B.3

2015

659

5.B.1

Dec/2017

$1.60/hr

December 2017

600

5.O

Dec/2017

Dec/2017

American

ALPA

iPad

MSP, LAX, SEA Contract 2014 as amended

Dec/2017

General Information

Paid for by $23/hr @ 60 company; single hr occupancy

Jan/2017 Aircraft Types 2 Digit Code

$1.65/hr**

5.B.3

6.C

Sign on Bonus

Pay During Hotel during new Training hire training

$15,000

MMG + 1/2 Paid for by per diem per company; single day occupancy

Per Diem

Most Number of Junior CA Pilots hired

United, Delta

IBT

Do Business For:

Union

American

ALPA

*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.

Contract 2016 as amended EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

DH-8-100 DH-8-300 ERJ-145

PI

LOA 16

Trans States Airlines (Waterski) ERJ-145

AX

5.D.4

$30,000*

5.A.3

$35.81 @ Paid for by 75 hrs or 4 company; Single hours per occupancy day 3.C.1

Cape Air (Kap) ATR-42 C402 BN2

9K

5.A.1

Saab 340b

Ameriflight, LLC (AMFlight)

3M

EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31

CommutAir (CommutAir)

DH-8-100 DH-8-200 ERJ-145

Great Lakes Airlines (Lakes Air)

Peninsula Airways (Penisula)

ZK

Saab 340A, Saab 340B*

KS

DH-8-300 S340

BB

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

6.E.5.A

Paid for by MMG & Per company; single Diem occupancy

$9 - $12.50 Paid for by per hour* company; Single $35 / Day occupancy Per Diem

None

C5

B1900D EMB-120

Seaborne Airlines (Seaborne)

$12,000*

AM

350

5.D.1

Dec/2017

Dec/2017

$1.90/hr

June 2016

600

5.C.1

Dec/2017

Jun/2016

Paid for by Upon 40 Hours per company; Single $37/overnight Reaching week occupancy ATP Mins

None

3.K.A

Silver Airways (Silverwings)

$1.70/hr

January 2017

100

6.G.1

Dec/2016

Dec/2016

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

Immediate

185

Oct/2015

Oct/2015

Paid for by company; single occupancy

$1.80/hr

Apr/2017

291

Up to $15,000*

MMG

Online

3.G

5.A.8

5.B.3

Dec/2017

Dec/2017

$36/Day

Paid for by company; dual occupancy

$1.50/hr

December 2017

30

4.D

Dec/2017

Dec/2017

$50/day

2012

120

No

*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.

PHL, MDT, ROA, SBY

Contract 2013 as amended United, American

ALPA

iPad

IAD, STL, ORD DEN, RDU

No

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

*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

Hyannis Air Service DBA Cape Air

IBT

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 2012 as amended

Self**

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

FLL, TPA, MCO, IAD

IBT

Contract 2011 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

None

iPad

United

ALPA

None

*Hourly rate in training depends on DFW, BFI, PDX, PIC, SIC and aircraft type.

SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU *With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP EWR, IAD, BTV** course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ Contract 2015 as amended

UTU

DEN, PHX

None

ANC, BOS

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 *$1,100/Mo. Base Salary

Need contract

Oct/2014 $30/dom, $50/int

January 2013

90

SJU, STX Need contract

Oct/2014 C208, C207, PA31, B1900 DH-8

Island Air (Moku)

Q-400

7H

$15,000 for all pilots in 2017, $5,000 referral

WP

$12,000

MMG

None, except during SIMs in SEA, Single

$40.00 per over night

MMG*

Paid for by company if not in HNL; Single occupancy

None, On a RON, company will reimburse w/ receipt

3.C.1

11.P.3

4.J.1

Total Pilots Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Hotel during new Training hire training

Per Diem

March 2015**

215

Jun/2017

Jun/2017

July 2017

70

Nov/2017

Nov/2017

Ravn Alaska

None

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

ANC

Need contract

Codeshare with UAL

ALPA

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 2016 as amended

20,634

Most Number of Junior CA Pilots hired

Do Business For:

Union

EFBs

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

Pay Protection

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig

Trip Rig

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots 2 hr 15 hours DPM***; min per 4 3.75 on day trip day off

Headset Reimbursement

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

None

None

100%

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

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

Contract 2004 as amended, Currently in negotiations

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty;

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

Contract 2007 as amended, Currently in negotiations

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

*Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

Pilot Agreeemnt signed August 2015

Provided by company****

12/12 or 11 for reserve in 30 day month

Yes*

11 or 13; 15**

539

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

3.D.4

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

*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for Company provided reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage

12*

Yes**

14

217

4:12

See Trip Rig

1:2

1:4

75%

100%. Over 87 hours 125%***

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%

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

Min Day Credit

Min Trip Credit

Duty Rig

Trip Rig

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

(Line/Reserve) 58 | Aero Crew NewsProtection Endeavor Air (Endeavor)

Max Scheduled Duty

500 - 2,000 Pilots 25 Hours

New hires pay

-

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.

Envoy formally American Eagle (Envoy)

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

23.E.1

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

3.C

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Min Day Credit

Min Trip Credit

Duty Rig

Trip Rig

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

None

100%

150% 200%**

New hires pay 50%, all others get $240 per year*

None

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

$400****

None

-

Contractual Work Rules 500 - 2,000 Pilots

12

Yes

14

501

4

3.R.4

3.N.1

12.H.1

-

3.H.1

-

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

None

*Starts 1/1/2015, **200% at company discretion.

Contract 2013 as amended *For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.

None

None

62.5%

100% or 200%**

-

-

-

6.A

3.H.9

5.E.2

-

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year

-

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

Contract 2003 as ammended

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

None

Yes*

FAA Part 117

187

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%****

Company pays 1/2 of initial uniform, $20/mo allowance

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

26.3

26.C.1

11/12

Yes

FAA Part 117

165

4*

4*

None

None

75% 100% 2 DOS

150% 200%**

$25 / Month

None

7.A.2.a

5.B.1

7.B

-

5.B.1

5.B.1

-

-

5.E

5.D

26.L.5

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig

Trip Rig

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

None

75% air; 50% ground

100%**

$25 / month

None

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Under 500 Pilots 11

Yes

14

185

4

4 per day*

25.C.2,3 & 4

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

12 line holders 11 reserves

Yes*

14

246

4**

None

None

None

100%

150% 200%***

25.B.3.a.2 & d.2

3.F

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

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

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

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

$17.50 per month ($210 / yr)

None

Contract 2017 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 *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 2012 as amended *Greater of line value or actual flown except for named storms, than 50%; **For replacement only.

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

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

None

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

5 on 2 off

Seaborne Airlines (Seaborne)

13

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

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

Min Day Credit

Min Trip Credit

Duty Rig

Trip Rig

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Number of pages in Contract

Notes

None

11

Peninsula Airways (Penisula)

Island Air (Moku)

THE GRID

Contract 2003 as amended

Company pays half of hat, topcoat, jacket, two pairs of pants.

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Contract 2015

*200% only when critical coverage Company provided declared by company

None

25 Hours 5 Day Trip

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

-

3.9 Res 3.7 Line

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

4.B, C, F

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 2016 as amended

Notes

March 2018 | 59

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

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

-

3.A

CRJ-200

$48.10

CRJ-700

$50.99

EMB-175

$51.17

CRJ-900

$51.94

-

3027.2

$40,734

$98.18

$88,362

Mesa Airlines (Air Shuttle)

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

3.B.1

$41,796

HRxMMGx12

8.A.1

7.A

25.A.2

25.B.2

$101.80

$91,620 $98,397

1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%

30%

$109.33

0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500

None

$43,632

<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days

HRxMMGx12

3.A

HRxMMGx12

7.A.1

14.A.1

27.A.1*

27.A.1

28.A.3

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

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

<6 = 2.5% 6-13 = 4% 13+ =6%

75

4.A

75

3008.5.A.3* HRxMMGx12

3-1

3.K.1

HRxMMGx12

$39.78

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$65.74

CRJ-900

$67.09

-

3.A.1

75

$45,378

EMB-145

$120.11

GoJet Airlines (Lindbergh)

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***

1-4 yrs, 4% 5-9 yrs, 6% 10 yrs, 10%

None

38%

CRJ-200

$41.78

CRJ-700 CRJ-900

$43.29

None

-

3.A.1

4.A

HRxMMGx12

8.A.1***

8.A.1

14.K

$89.12

$80,208

<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%

None

14.E

HRxMMGx12

8

9.A

28.B**

28.B

28.A.3.b

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

Percentage of health care employee pays

$59,166

$117.70

$105,930

3.5 H/M

$122.20

$109,980

100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**

None

$60,381

<1yr=<7 dys*** 12yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days

32% for medical (35% 1/1/15), 25% dental

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

28.B

27.A.2

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%

$37,602

$98.37

$88,533

$38,961

$106.67

$96,003

< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days 7.A

14.A

28.C**

28.C

27.B.4

< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days

0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M

50% Match: 0-9 = 6% 10+ = 10%

None

Based on rates set by company and insurance provider

$52.00

76

$47,424

-

3.A

4.A.1*

HRxMMGx12

3.A.1

HRxMMGx12 $84,433

$99.65

$90,881

$105.08

$95,833

$108.00

$98,496

3.A

HRxMMGx12

7.A

8.A

24.B

-

24.A

3.75 H/M Max 375

3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%

3%

25%

CRJ-200*

$49.98

75

$44,982

$109.29

$98,361

< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days

-

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

7.B.2

14.A.1

28.B**

28.A

27.D.2.a

Q-400 ERJ-175

$49.43

80.5

$41,383

$119.19

$99,786

< 5 = 14 days > 5 = 28 days

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

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

-

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

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

13.A.1

14.A

27.D.1

27.D

27.B.1

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 (%)

401(K) DC

Percentage of health care employee pays

Under 500 Pilots

Piedmont Airlines (Piedmont)

Q-100, Q-300

$40.33

75

$36,297

$89.98

$80,982

> 1 = 5 days*** < 1= 5 days 2-7 = 10 days

4 H/M

50% Match: <4 = 6% 4-9 = 9% 10-14 = 10%

1%

Contract 2003 as amended

Notes

*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated

Contract 2013 as amended

*75% after 10 YOS, **Vesting after 3 YOS.

Contract 2013 as amended

Contract 2017 as amended

*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 27.B.2 Reserve MMG is 70, Line holder Emp: $147.78 MMG is 74, *Company match 50% Emp + 1: $363.85 Emp + 2 or more $554.44

> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days

60 | Aero Crew News

Contract 2015

*New-hires are capped at 12th year pay for CA and 4 years for FO. **<1 is 31% to 35% 1% increases per prorated. year

LOA*

$92.58

*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.

35% for TPO Traditional PPO Plan

HRxMMGx12

HRxMMGx12

Contract 2007 as amended, Currently in negotiations

25% for PHP Pilot Health Plan

$84,510

C200/E145

Contract 2004 as amended, Currently in negotiations

*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, 35% for Legacy Vacation is taken out of a PDO bank PPO Medical Plan @ 4 hrs per day.

3-1

75

*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.

Pilot Agreeemnt signed August 2015

-

500-2,000 Pilots

4.A

Notes

*Vesting based on YOS, **1.2 Days per month of employment.

$93.90

C900-C

Compass Airlines (Compass)

LOA 9

<5 = 4% 5<10 = 5% 10+ = 6% Vesting*

-

C900/E175

Horizon Air (Horizon Air)

25%

5 H/M Max 640 (110 above 640***)

$50.42

C700/E170

Air Wisconsin (Wisconsin)

401(K) DC

< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days

75

75

PSA Airlines (Bluestreak)

Percentage of health care employee pays

401(K) Matching (%)

<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%

EMB-170 EMB-175

EMB-175

Endeavor Air (Endeavor)

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

Set amount** 2016 Max 17%

Contract 2016 as amended

Notes

BACK TO CONTENTS

*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.

(Compass)

GoJet Airlines (Lindbergh)

E-170, E-175

$45.80

75

-

3.D

4.A.1

$41,220

$111.24

$100,116

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Peninsula Airways (Penisula) Seaborne Airlines (Seaborne)

Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)

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

Additional Compensation Details HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

29% Employee, 34% Family

THE GRID

$39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

13.A.1

14.A

27.D.1

27.D

27.B.1

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

Percentage of health care employee pays

4 H/M

50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%

1%

Set amount** 2016 Max 17%

CRJ-700

$44.33

75

-

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

Under 500 Pilots > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days

Q-100, Q-300

$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

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

28.D

-

27.C.2

ERJ-145

$45.67

75

$41,103

$106.07

$95,463

< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

ATR-42, C402, BN2

$12.72

40

$26,458

$30.02

$62,442

1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days

up to 4%**

None

50%

Per week*

HRxMMGx52

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

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

30.0%

-

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

service for vacation accural, converted to years for comparison, first year is prorated;

Contract 2014 as amended 27.B.2 Reserve MMG is 70, Line holder Emp: $147.78 MMG is 74, *Company match 50% Emp + 1: $363.85 Emp + 2 or more $554.44

> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days

Contract 2016 as amended

Notes

*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.

Contract 2013 as amended *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

Saab 340A, Saab 340B* Need contract

DHC-6-300

$44.00

S340

$40.00

75

B1900, DH-8

HRxMMGx12 $64.00

60

-

$37,440

*Based on profitability

Yes*

$62,100

Need contract

HRxMMGx12 $117.00

HRxMMGx12

$84,240

2.9 Hours Per Week

2 Days Per Year

$450-$500 / Mo. $750-$800 / Mo.

2%

None

0% for employee, full cost for family, after 3rd year then 0% for all

Need contract

HRxMMGx12

*After 5 YOS.

Q-400

$61.88

80

$59,405

$123.60

$118,656

< 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%

1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10%

-

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

LOA 2

14.A

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 (%)

401(K) DC

Percentage of health care employee pays

Contract 2016 as amended

Notes

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 2018 | 61

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

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

62 | Aero Crew News

ATL

AUG

BFI

BIL

Atlanta, GA ExpressJet Airlines Endeavor Air 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

PSA Airlines DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin

PSA Airlines 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 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

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

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

ExpressJet Airlines

Republic Airways

Endeavor Air 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 Massena, NY

Cape Air MVY 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

Air Wisconsin 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 2018 | 63

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

64 | 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 2018 | 65

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