M a rch 2019
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Also Featuring: Letter from the Publisher
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Aviator Bulletins
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Why is Your Trough Negatively Tilted?
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Climbing
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March 2019 | 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 PCOM 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
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Dear readers, You must wonder, what does Mt. Kilimanjaro have to do with aviation? Well, aside from the fact that it rises over 16,000’ into the space we fly, nothing at all. I have chosen to publish this story because one of our fellow aviators who has been an inspiration to me, took on the challenge to climb this massive volcano. Abingdon’s drive and vibe are incredible – as an aviator, as an entrepreneur and as a person. I first meet Abingdon Mullin at a Women in Aviation conference in Nashville, Tennessee in 2016, three years ago this month. A mutual friend had said, “She is an amazing woman, you have to talk to her and do a story about her!” He introduced us, and I agreed. I was truly inspired by her accomplishments back then and she continues to amaze me in her journeys. I hope you find her inspiring, too! Fly and climb safe!
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 7,000 hours of flying time since his introductory flight on November 14th, 1992.
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February 2019 Aero Crew News’ featured another valued organization that serves our professions and our industry – Women in Aviation, International. Their ranks continue to grow (are not exclusive to women) and their good works are expanding and maturing continuously. We also offer a special feature this month, Buying Your First Airplane by Mike Davis that will provide some solid insight into that daunting endeavor. We have a new contributor, Katrina Kaye in the Pilot Fitness space with a piece about useful gadgets for helping with your fitness and health monitoring. Your financial health continues to a worthy topic and this month we have a couple of pieces that merit attention: In Money, find Is Your 401k on Autopilot? by David Camarillo, and for tips on qualifying for the best possible mortgage, read Jonathan Kulak’s piece titled Tips for a Smooth Mortgage Transaction. In her Aviation Relocation column, Tracy DuCharme demystifies the new real estate options for sellers in Which Option is Best for You. Perspectives features Kristopher Olsen’s, You Can Learn a Lot on the Ground. This month’s Squall Line will have you thinking about bombs– meteorological bombs. As always, if you’re in the hunt for a new employer, be sure to go to the Grids. If you have comments or content ideas, please write to us at info@aerocrewnews.com.
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design Charlotte Dameron Additional Contributors Tracy DuCharme, Scott Stahl,, Matthew Rutowski, Joshua Dils, James C Knapp, Meredith Edwards, Anthony Lorenti Aviator Bulletins Provided by the companies listed Photographs By Photographs as noted. Grid Updates Email GridUpdates@AeroCrewNews.com Social Media Marketing By Aero Crew Marketing Nate Racine, Tyler Sutton Aerocrewsolutions.com/marketing
© 2019 Aero Crew News, All Rights Reserved.
March 2019 | 9
AVIATOR BULLETINS
Image provided by CommutAir
CommutAir, a United Express Carrier, Announces Richard Hoefling as President and CEO
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n January 18, 2019, CommutAir, a United Express regional carrier, announced the appointment of Richard (Rick) Hoefling to the role of president and chief executive officer, effective February 1. Hoefling served as vice president – Newark for United Airlines and oversaw the carrier’s operations at both Newark Liberty and LaGuardia airports, which average more than 450 daily flight departures, with combined staffing of more than 14,000 employees. Prior to this, Rick led United’s Station Operations Center at Newark and was responsible for the hub’s strategic planning and business development. In addition, he has coordinated air traffic systems and emergency response teams, designed and executed business continuity plans, and overseen all facilities maintenance and vendor contracts at the hub.
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“CommutAir operates approximately 150 daily flights to and from cities that United serves in the eastern half of the U.S. and Canada, connecting them to United’s large hubs at Newark and Washington Dulles,” said CommutAir Executive Chairman John Sullivan. “Rick’s career has included direct leadership responsibility for all aspects of the hub’s operational performance for all of United’s flights, including those of its regional partners. Rick’s 34 years of experience will be indispensable to our company, especially as we are planning for network and fleet growth. We are pleased to welcome Rick, his wife Tracy, daughter Lauren and his son Ricky into the CommutAir family.” ACN
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Marvel Studios’ first female-lead Super Hero Captain Marvel takes to the skies with Alaska Airlines Image provided by Alaska Airlines
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head of the highly-anticipated release of Marvel Studios’ Captain Marvel on March 8, International Women›s Day, Alaska Airlines unveiled a special-edition plane today, featuring Marvel Studios› first female Super Hero lead. The Captain Marvel-themed plane was debuted today at Sea-Tac International Airport at a gate celebration for guests flying to Orange County, California. “This new plane featuring Captain Marvel will delight guests of all ages,” said Natalie Bowman, Alaska Airlines’ managing director of marketing and advertising. “We’re excited to showcase a pilot who’s risen to Super Hero status––an image that embodies strength and confidence and inspires future aviators across our expansive network to go further.” Decked out in a stunning red and navy suit, Captain Marvel is taking flight and commands the attention she deserves as a female pilot who acquired special powers to fight for the greater good. Guests boarding the Captain Marvel-themed plane will see a film logo when they board. An image of a cat named Goose from the film, will surprise guests seated over the wings. “Our collaboration with Alaska Airlines is taking our fans ‘Higher, Further, Faster’ with this amazing opportunity to fly with our fearless Super Hero and pilot, Captain Marvel,” said Mindy Hamilton, SVP of Global Partnerships for Marvel. “We are so excited that our fans will be accompanied by Carol Danvers on their next adventure.” The Captain Marvel-themed 737-800, tail number N531AS, begins flying throughout Alaska’s route network today. With a cruising speed of 530 mph and sporting a larger-than-life image of the movie’s namesake Captain
Marvel, the plane will visit fans throughout the country via cross-country routes and flights to Hawaii. Marvel Studios fans can follow Alaska Airlines on Twitter and on Facebook to learn about the promotions related to the new film. From Feb. 6-9, Alaska Airlines social fans and followers can enter for a chance to win one pair of tickets to the premiere of Marvel Studios’ Captain Marvel, including roundtrip airfare and hotel accommodations for two in Los Angeles. Terms and conditions are available online. About Marvel Studios’ Captain Marvel Set in the 1990s, Marvel Studios’ “Captain Marvel” is an all-new adventure from a previously unseen period in the history of the Marvel Cinematic Universe that follows the journey of Carol Danvers as she becomes one of the universe’s most powerful heroes. While a galactic war between two alien races reaches Earth, Danvers finds herself and a small cadre of allies at the center of the maelstrom. The film stars Brie Larson, Samuel L. Jackson, Ben Mendelsohn, Djimon Hounsou, Lee Pace, Lashana Lynch, Gemma Chan, Rune Temte, Algenis Perez Soto, Mckenna Grace, with Annette Bening, with Clark Gregg, and Jude Law. Marvel Studios’ “Captain Marvel” is produced by Kevin Feige and directed by Anna Boden and Ryan Fleck. Louis D’Esposito, Victoria Alonso, Jonathan Schwartz, Patricia Whitcher and Stan Lee are the executive producers. The story is by Nicole Perlman & Meg LeFauve and Anna Boden & Ryan Fleck & Geneva Robertson-Dworet, and the screenplay is by Anna Boden & Ryan Fleck & Geneva Robertson-Dworet. “Captain Marvel” opens on March 8, 2019 in U.S. theaters. ACN
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AVIATOR BULLETINS AVIATOR BULLETINS
Image provided by Envoy.
Envoy Air and CWA Reach Tentative Agreement on initial Contract for Passenger Service Agents
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nvoy Air Inc., the largest wholly owned regional airline subsidiary of American Airlines Group (AAG) and its Passenger Service Agents represented by Communications Workers of America (CWA) have reached a tentative agreement on their first collective bargaining agreement. Representatives from Envoy and the CWA negotiated a seven-year agreement that raises wages, establishes work rules, improves benefits, and job security for nearly 5,000 Envoy Passenger Service Agents in approximately 100 cities across the United States. Envoy’s President and CEO, Pedro Fábregas, thanked both negotiating teams for their efforts, noting that the agreement will provide new opportunities for agents while positioning Envoy for growth.
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“I commend both the negotiating teams for their efforts,” said Fábregas. “Much work and discussion went into creating an Agreement that would satisfy all parties and establish the framework for a stronger and more collaborative working relationship for years to come.” “Passenger service agents at Envoy joined together to stand up for good jobs with family-supporting wages,” said CWA President Chris Shelton. “It’s been a long, tough fight, but thanks to their hard work, determination and mobilization in support of their bargaining team they have an agreement they can be proud of.” CWA will share details of the agreement with union members soon, along with procedures for voting. ACN
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Image provided by Envoy
Changes Ahead For Envoy Leadership Team Kara McKinney named Vice President Finance & Planning
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nvoy Air Inc., the largest wholly owned regional airline subsidiary of American Airlines Group (AAG) announced a change to its leadership team.
With the retirement of Patricia Delgadillo, Senior Vice President of Administration and Chief Financial Officer, the company announced that Kara McKinney will succeed Patricia and serve as Vice President Finance & Planning. Kara previously served as Director of Ground Handling & Financial Planning, leading the team that oversees Envoy’s budget and financial obligations. She has worked on a number of key initiatives over the past few years and is both experienced and capable of stepping into this leadership position.
“Kara will be a great addition to our leadership team,” said Pedro Fábregas, President and Chief Executive Officer at Envoy. “She’s an energetic and experienced professional that will have new opportunities to contribute in a leading role – just one example of the opportunities for growth we provide at Envoy.” Kara joined the company in 2009 as a Financial Analyst and has served in a variety of roles, including Manager of Cooperative Advertising & Marketing and Controller for Envoy’s Flight Operations. ACN
March 2019 | 13
AVIATOR BULLETINS
ExpressJet, a United Express Carrier, Defines a Future of Growth
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xpressJet Airlines began the New Year with a new outlook – growth – and plenty of it. The airline, which was recently acquired by ManaAir, LLC, a minority-owned affiliate of United Airlines, is upgrading its fleet with new Embraer E175s and hiring more than 600 pilots in 2019. Adding 25 New Embraer E175 Aircraft ExpressJet’s first announcement of growth came with the award of 25 new Embraer E175 aircraft to fly for United Express. The aircraft will begin arriving fresh from the assembly line in April, and deliveries will continue into 2020. In preparation, ExpressJet began E175 pilot training in December and its first pilots received their type ratings in January. The airline also recently announced Houston’s George Bush Intercontinental Airport (IAH) as its first crew base for the E175 fleet and says a second base announcement is on the way. In addition to the growing E175 fleet, ExpressJet will also exercise options to expand its existing fleet of E145 aircraft with United Express. Hiring 600+ Pilots to Support Growth In January, ExpressJet announced that it will need to hire more than 600 pilots to support its fleet growth and to account for pilots progressing to United Airlines through the United Pilot Career Path Program. To support the increased hiring, ExpressJet is now conducting new-hire classes twice per month at its Houston Training Center. “We’ve had such strong interest that we have expanded interview hours and will accommodate candidates on their schedule,” said Vice President of Flight Operations Greg Wooley. “That means day, evening or night, we’re
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Image provided by ExpressJet
here to make your interview happen, so that you can get in class and flying.” Wooley says that after a quick interview process, candidates can be placed in class within days and expect to complete training and fly the line within three months. ExpressJet training is paid and provides singleoccupancy hotel accommodations. New Pilot Contract and Bonus Complete the Package If the growth plans were not enough, ExpressJet pilots now enjoy some of the best compensation among regional airlines. Last fall, its pilots voted in a new contract that built upon its already top-tier work rules by adding higher pay rates as well as a new earned quarterly override (EQO). The EQO adds an additional $10,000 per year for first officers. To further sweeten the offer, ExpressJet recently upped its new hire bonus to $22,000, with an additional $5,000 for pilots with an eligible type rating. “Between pay, work rules, growth and the pathway to United, ExpressJet is now the regional airline to be at,” said Wooley. “The pilots we’re hiring today can clear in the ballpark of $71,100 in their first year.” Growth Beyond 2019 What does ExpressJet have in store beyond 2019? According to its chairman and CEO, Subodh Karnik, the answer is more growth. “We are only getting started with the 25 E175s and 600 pilots,” he said. “Our goal is for ExpressJet to be the undisputed go-to United Express partner.” Pilots interested in joining ExpressJet should visit expressjet. com/pilots or apply on Airline Apps. ACN BACK TO CONTENTS
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March 2019 | 15
AVIATOR BULLETINS
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United Adds More Than 1,600 New Premium Seats to International, Domestic and Regional Aircraft More Comfort for More Customers in the Skies
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nited Airlines announced the next step in its commitment to making more customers more comfortable by adding more than 1,600 United Polaris® business class and United First seats to nearly 250 international and domestic aircraft. Additionally, United will revolutionize the regional flying experience by introducing the twocabin, 50-seat Bombardier CRJ 550 aircraft to its fleet, offering customers on key regional routes more legroom, storage and amenities than any other 50-seat regional aircraft operating today.
More United Polaris business seats on Boeing 767-300ER aircraft In the next several weeks, United will introduce to its fleet the first of 21 reconfigured Boeing 767-300ER aircraft featuring 16 additional United Polaris business seats in the premium cabin – a more than 50 percent increase in all-aisle-access seating – bringing the total premium cabin seat count to 46. The newly reconfigured aircraft will also feature 22 United® Premium Plus seats (becoming the first 767-300ER to offer this seat type); 47 Economy Plus® seats
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“In an era where many airlines are adding seats to their aircraft to crowd more passengers onto the plane, we’re re-configuring more than 100 of our aircraft and doing exactly the opposite – for the benefit of our customers,” said Andrew Nocella, United’s executive vice president and chief commercial officer. “From adding more premium seats on aircraft that serve some of our most traveled routes, introducing a revolutionary, best-in-class 50-seat experience or simply offering free DIRECTV on more than 200 aircraft, we are committed to making United the airline that our customers choose to fly.”
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and 52 Economy seats. United will first operate the reconfigured 767 – which will feature the highest proportion of premium seats on any widebody operated by any U.S. carrier – between Newark/New York and London, offering 50 percent more premium seats in the largest premium route in the world. The airline expects to introduce all the reconfigured aircraft to its fleet by the end of next year.
More United First seats on Airbus A319 and A320 aircraft United is also adding more United First® seats to its fleet of Airbus aircraft, offering customers greater opportunities to upgrade and enjoy a premium flying experience. Beginning this fall, the carrier will add four United First seats on its fleet of Airbus A319s, increasing the total count from eight to 12. The reconfigured aircraft will also feature 36 Economy Plus and 78 Economy seats. Beginning early next year, United will add four United First seats on its fleet of nearly 100 Airbus A320 aircraft, increasing the total count from 12 to 16. The reconfigured aircraft will also feature 39 Economy Plus seats and 95 Economy seats. United expects to complete the reconfiguration of the Airbus A320 and A319s by the middle of next year.
Introducing the first-of-its-kind Bombardier CRJ 550 By the end of this year, United will revolutionize the regional flying experience with the planned introduction of 50 spacious, 50-seat Bombardier CRJ 550 aircraft to its regional fleet, subject to government certification. In addition to becoming the only 50-seat aircraft in the world to offer true first-class seating, the innovative new aircraft will provide customers with a truly exceptional flying experience, including a state-of-the-art interior featuring LED lighting, a self-serve beverage and snack station for customers seated in the premium cabin, Wi-Fi and more overall legroom per seat than any other 50-seat aircraft flown by any U.S. carrier. Additionally, the CRJ 550 will feature four storage closets, providing customers ample room to store their carryon bags and making the CRJ 550 the only regional jet in the skies where customers will not need to routinely gate check their bags. The two-cabin CRJ 550 will feature 10 United First seats; 20 Economy Plus seats and 20 Economy seats. The CRJ 550 aircraft will eventually replace existing singlecabin 50-seat aircraft and will bring a higher percentage of two-cabin departures to smaller cities across the carrier’s network. Additionally, the innovative aircraft will enable United to offer premium seats on more connecting flights from smaller cities to the airline’s overall global network, further strengthening its competitive position and emphasizing its role as an industry innovator. United expects that its regional partner GoJet will begin operating the CRJ 550 in the second half of this year – subject to agreement on final terms and conditions – on select routes from Chicago, O’Hare followed by Newark/New York, offering customers connecting through the hub the opportunity to enjoy a premium cabin experience at every step of their journey.
Every customer. Every flight. Every day. In 2019, United is focusing more than ever on its commitment to its customers, looking at every aspect of its business to ensure that the carrier keeps customers’ best interests at the heart of its service. In addition to today’s announcement, United recently released a re-imagined version of the most downloaded app in the airline industry and made DIRECTV free for every passenger on 211 aircraft, offering more than 100 channels on seat back monitors on more than 30,000 seats. The multimillion-dollar investment in improving inflight entertainment options will benefit the more than 29 million people expected to fly United’s DIRECTV-enabled planes this year. ACN
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AVIATOR BULLETINS
Cape Air and Mountain Air Cargo Announce New Pilot Pathway Program
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ape Air and Mountain Air Cargo (MAC) announce a new Pilot Hiring Pathway Program that allows pilots from both airlines to transition between the two companies in order to gain valuable flight hours and experience. The Program is designed to assist MAC and Cape Air in the selection, training and growth of potential new hire pilots, and to provide a designated career Pathway for selected candidates. This unique Pathway provides an opportunity for Cape Air pilots to transition into the ATR aircraft at MAC as a direct enrty Captain to gain Pilot in Command (PIC) turbine time, and for MAC Caravan pilots to gain PIC multi-engine flight time as a Captain at Cape Air.
“We see pilots coming to us with a variety of backgrounds and training, not one pilot is the same, nor are their goals. We have worked hard internally, and with our partners, to develop these various pathways to suit the growing and ever-changing needs of the industry, said Linda Markham, Cape Air president. “It is our goal to identify, train and nurture our employees throughout their careers in order to sustain a healthy pilot base and most importantly, a safe operation.” “Mountain Air Cargo is excited to partner with Cape Air and to be able to provide an outstanding opportunity for the pilots’ of both companies,” said Craig Bentley, MAC President. “The industry needs more of these types of agreements to ensure we can meet the needs of the
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Image provided by Cape Air
marketplace and the needs of the pilots. This agreement brings together two great airlines with a long history of service, safety and well trained pilots.” Applicants who meet the program requirements, and are accepted into the pathway, can then transition to MAC as direct entry ATR Captains. Candidates must have 1,000 flight hours at Cape Air exercising their ATP and have completed their Cape Air Captain commitment specified in their offer letter. Pilots will be hired and paid as an ATR Captain, but will serve as Second in Command (SIC) on the ATR until gaining 200 hours of flight time prior to acting as PIC. Candidates accepted into the Program from MAC, are required to serve as Captain for 12 months at MAC as a Cessna 208 Captain, or ATR pilot after completion of Operation Experience (OE). Once that commitment is filled they can then transition to Cape Air as a Captain. Pilots in the Program will keep their actual longevity for pay and vacation accrual as they transition from one airline to the other, as applicable. The pilots who transition to MAC from Cape Air, qualify to apply for the Fed Ex Purple Runway Program after six months of employment at Mountain Air Cargo. Visit www.capeairpilots.com for more information on this exciting new pilot pathway. ACN
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Southern Airways Acquires Mokulele Airlines Becomes the largest commuter airline in the 50 States
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Image provided by Southern Airways
outhern Airways, operator of 600 weekly flights across 20 cities, has acquired Hawaii-based Mokulele Airlines. The deal is Southern’s third in the last four years, firmly cementing itself as America’s fastest growing airline.
served Pennsylvania and Maryland communities, plus three additional cities in the mid-Atlantic, along with three EAS cities in Arkansas. In November 2018, Southern launched service between Palm Beach, Tampa, and Key West, replacing routes abandoned by Silver Airways.
With established footprints in the Gulf South, the midAtlantic, and South Florida, Southern now adds Hawaii and California to its portfolio. Following the integration of the two airlines, the combined entity will operate 1,380 weekly flights, more than any other commuter airline in the 50 states. Terms of the acquisition have not been disclosed.
Mokulele Airlines, founded in 1994 by Rebecca “Kawehi” Inaba, was the first airline started by a native Hawaiian woman. The airline was sold in 2005 and had multiple ownership changes, until it found stability with its latest ownership group, Transpac Aviation, Inc. Since 2011, Mokulele has grown to 15 aircraft serving 11 cities, including four EAS communities. Mokulele currently operates 787 weekly departures.
Southern began in 2013 by offering flights from Memphis, Tenn. to Destin, Fla. using a total of four pilots and three aircraft. In 2015, Southern acquired Executive Express Aviation, the Illinois- based charter company that was previously contracted to operate Southern’s flight schedule. In February 2016, Southern acquired Sun Air Express, a commuter airline operating Essential Air Service (EAS) contracts in the mid-Atlantic. Today, Southern still operates routes in those original Sun Air-
“We’ve looked at several potential acquisitions over the last couple of years,” said Stan Little, Chairman and CEO of Southern. “This was the first opportunity that I believed to be the perfect complement to operation. We fly the same aircraft type, we have similar operational structures, and their assets and revenue streams help diversify our balance sheet. This acquisition will give the newly-combined company stability in an otherwise
March 2019 | 19
volatile marketplace, while making Southern Airways a nationally-recognized brand.” One of Southern’s goals for the expanded company will be to obtain additional interline ticket and baggage agreements with major carriers. Southern has interline agreements with American Airlines and Condor Airlines, while Mokulele has agreements with Alaska Airlines and Air New Zealand. Expanding those partnerships to include multiple national and global carriers will be the focus post-integration. Unlike Southern’s previous two acquisitions, which included name changes and rebranding, Southern intends to keep the Mokulele brand alive and well in the Hawaiian Islands, while eventually operating all flights on the Southern Airways FAA operating certificate. “The Mokulele brand is beloved in the Hawaiian Islands,” explained Little. “I’ve found their aloha spirit to be very similar to our company’s core values, so we are truly excited about adding the Mokulele name to the Southern family
of companies. Further, we are pleased to announce that Rebecca “Kawehi” Inaba, the founder of the airline, is returning to the company as Community Relations Advisor.” Southern is coming off a record-setting year for passenger growth in its Essential Air Service cities with some communities seeing 40 percent increases in traffic over the previous year, and many airports having had their best year for enplanements in more than a decade. Southern has also posted some of the best performance statistics in the industry, completing over 99 percent of its scheduled EAS flights in the last six months. Passengers seeking more information about Southern Airways may call the customer service center at 1-800-329-0485 or visit Southern’s website at, www. iFlySouthern.com. Mokulele’s website is www. MokuleleAirlines.com. For more information, or to arrange an interview, please contact Todd Smith (t.smith@iFlySouthern.com 615-2027944) or Southern’s chief marketing officer, Keith Sisson (k.sisson@iFlySouthern.com 228-313-9920). ACN
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Visit our website, and fill out the “interested pilot” form www.theppot.org info@theppot.org
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March 2019 | 21
PERSPECTIVES
You’ve Got the Class Date. Now What? Making Your Dive into the Jet World a 10/10 W r i t t e n B y: M a t t h e w R u t o w s k i
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ew things in life are as stressful as starting a new career. Anxiety runs rampant when that wave of emotions begins to overtake you. After all, this is what you’ve been dreaming of – right? Jumping from your single or multiengine piston to a jet powered machine is like cliff diving for the first time. The rush is surreal and like no other. Adrenaline rushes through your body from head to toe while thoughts race through your head like, “What did I just get myself into?” Naturally, your ‘fight or flight’ response reminds you that this could really hurt. So, how do you best prepare for that wild jump? For those heading to a 121, my advice is twofold. First, have patience, and lots of it. It’s going to be a long road through training. Don’t get burned out or overly frustrated because that can hurt performance. Second, trust the process! I can’t stress this enough. These carriers have professionals who day-in and day-out train first-time jet drivers to handle the new flight levels at speeds faster than three-quarters the speed of sound. Do as they say and you’ll make it out unscathed. Who knows, you may even have a little fun, if you let yourself.
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For my brothers and sisters joining the ranks in corporate or charter; strap in, you’re in for a wild (but awesome) ride, too. Part 91, 91k and 135 ops aren’t for the faint of heart. Just like 121, you have to WANT to be there. Your success depends on you. Without the drive and determination to persevere all the way to the finish line, you could flop. The difference with private or charter ops and the 121-world is that you may be left more to your own devices during training. The training center providers will undoubtedly work hard to show you the ropes, but there’s often a considerably shorter training period. However, you still have absorb the same amount of information. Get ready to “drink from the fire hose.” So, what are some things you can do to ease the cranial crunch you’re about to endure? Here are a few things that some 91/135 and 121 pilots suggest. Become familiar with how jets work. No, I’m not kidding. There are only so many hours in a training day, and there’s a lot of basic information a candidate is expected to already know. Trainers can’t afford valuable time from an already overpacked schedule to cover some fundamental knowledge. You’ll want to be able to understand what the instructor is referencing when “bleed air” and “compressors” come into play.
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If you haven’t flown glass in a while, or ever, take time to figure out what’s what. Go over “what goes where” on those screens you’ll find in the jet cockpit. All the same information exists; the difference is how it’s being displayed. Learn where to look for the information you’ll need and fly that flight director! Studying for the ATP Written Knowledge Test is the great big elephant-in-the-room that not many people want to acknowledge. Better to address that stressor now and knock out some study materials before your entire life becomes consumed with systems, flows, callouts and flight profiles. Within that ATP theory come things like V1, V2, VFTO (or VFT/VENR or whatever your manufacturer will call it), VREF, VAPP and much more. In class, they’ll reference these speeds and the procedures related to them, show you where to derive the numbers for your jets during performance planning and even integrate them you’re your callouts. The real question though, is what are those acronyms? How about that stuff like 1st 2nd 3rd and 4th segment climbs? Take-Off Safety Altitude (400’, anybody?) and Go-Around Safety Altitude? It is best find out before you take your seat in class. Precision of language is important, too. This is the time to learn a new dialect of aviation. Jets don’t produce power, they make thrust. You may need to re-wire your brain to effectively communicate in the cockpit with CRM.
Learn how to operate in the high-altitude environment, as well as the transitions that bring you in and out of those flight levels. You’ll be spending two to three months (sometimes more) learning a new airplane, systems, profiles, SOP’s, OpSpecs and more. Don’t overburden yourself by throwing in more stuff to learn. The last thing you want to be figuring out while the box is in motion is what the instructor wants when they give the clearance “RNAV DOCKR, runway two-five right, cleared for takeoff.” Pre-Study Materials: No matter where you go or who you work for, you’ll be given pre-study materials. Don’t slack. Limitations are some of the weakest skill-sets for jet pilots. Get ahead, stay ahead. All in all, the transition from 100LL to Jet-A isn’t much to be afraid of. It’s actually a ton of fun! But, as much fun as it is, it’s also a lot of work. Don’t be afraid to ask questions and reach out to those around you. You’re not alone and certainly aren’t the first one to go through the process. There are plenty of resources out there, so take advantage of them! See you in the flight levels. ACN
About the Author Matt Rutoswki is a professional pilot mentor, aviation business consultant and Part 91 Captain on Falcon 2000EASy and Citation XLS jets. Read More...
March 2019 | 23
AVIATION RELOCATION
Things You Should Do Before Moving to a New City W r i t t e n b y: T r a c y D u C h a r m e
good idea to do your own research by looking at gas prices, activities and even area restaurants.
W
hether you’ve got your heart set on moving to the Windy City, the Big Apple is calling your name, or you’ve been offered your dream job a thousand miles from home, there are some pretty important things to think about before you relocate to a new city. You’ve made the decision to pack up and move, but you’re not ready to step on the plane until you’ve checked these nine things off your list.
1. RESEARCH THE COST OF LIVING It’s important to know how far a dollar stretches in your new city, so research housing, transportation, healthcare, and food prices in order to create a realistic budget. The trusted experts at Aviation Relocation can provide information on average prices of everything from housing to recreational activities and household supplies, but it’s also a
24 | Aero Crew News
2. SEE HOW YOU STACK UP Whether you are a new hire, upgrading or retiring, calculate how your new salary will affect your daily budget and your ability to save money. If you’re moving from Portland, Ore. to New York City you may need to tighten your purse strings. If you don’t have a job yet, it’s crucial that you figure out how long your savings will last and how long you can go before you find a job. (Experts recommend having a minimum of three months of savings.)
3. RESEARCH YOUR JOB OPPORTUNITIES If you are looking into new job opportunities in a new city, either for yourself or your spouse, start applying before you move. Get a sense of the city’s major industries and what kinds of jobs are available. If you haven’t yet set a moving date, find out if there are more job openings during a certain BACK TO CONTENTS
time of year (some industries hire seasonally), and make sure you have a concrete job hunt plan: What companies do you plan to target? What connections do you have? If you’re looking for retail or part-time work that’s difficult to apply for remotely, make a list of local business and pay attention to location. If businesses you think sound promising seem to be concentrated more in one area, look for housing in that area. (Remember, Aviation Relocation can also assist you with finding cities and communities to satisfy your airport commute needs.)
4. MAKE SOCIAL AND PROFESSIONAL CONNECTIONS Connect with friends, acquaintances, and distant family in your new city. Use your alumni network and past or present work colleagues to identify social and professional connections. Reaching out to friends of friends for a coffee or lunch date is a great way to start –and while it may sound cheesy, a simple Facebook post asking for introductions often starts the ball rolling.
5. EXPLORE THE CITY AND LEARN ABOUT ITS NEIGHBORHOODS If you can’t visit before you move, learn the lay of the land from afar. Before you choose an area of the city to live in, find out what areas are residential and commercial, which neighborhoods are considered dangerous, and which areas have the kinds of amenities that interest you, for example. If you’re outdoorsy, get a sense of where the parks are; if you’re into music and nightlife, make sure you know where those venues are located. If you are able to take a trip, think about booking an Airbnb in your new location instead of staying in a hotel to gain a better sense of what it feels like to live there.
6. LEARN ABOUT TRANSPORTATION OPTIONS Decide whether you’ll be driving a car or using public transportation to get around. If you’re planning
to keep a car in the city, find out the parking and storage options that are available. If you’ll be relying on public transportation, get a sense of the neighborhoods that have the best service. Conduct research to learn which bus and/or train lines are considered the most reliable, and how frequently each runs. You don’t want to be stuck living somewhere with a single bus that comes once a day.
7. PURGE UNNECESSARY POSSESSIONS There is a lot of work to do before you leave. One way to make the move a little easier is to get rid of anything you don’t need. Have a yard sale, donate old clothes to charity, and sell things online. Symbolically, you’ll be getting rid of the old to make room for the new. But, more practically, you’ll have less to transport when you move.
8. MAKE A LIST OF GOALS Make sure you know exactly why you’re moving and what you’re hoping to achieve. It’s easy to lose focus in the chaos and excitement of setting up a new life once you actually move, so it’s a good idea to make a list of your personal and professional goals before you pack up and leave.
9. SAY GOODBYE Throw a farewell party, have a casual get-together, or just make sure you say a proper goodbye to the important people in your life. Not only will it help you leave your old city on good terms, it might unexpectedly reveal connections and opportunities in your new one. ACN
About the Author Tracy DuCharme is the wife of a pilot and owner and designer of Aviation Relocation International. Read More...
March 2019 | 25
Choose your approach. Become a commercial jet pilot while flying for the nation’s largest independent regional carrier. Wherever you are in your career, Cape Air has a pathway for you. We partner with the industry’s top airlines to offer innovative programs that provide a streamlined track to the career of your dreams. Enjoy great pay and benefits, too.
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26 | Aero Crew News
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F t l™
FITNESS
Schedule Exercise Like a Travel Pro W r i t t e n B y: J o s h u a D i l s
A
s the saying goes, “… eat the elephant one bite at a time” to tackle any big project. Our last article focused on small lifestyle changes to implement in a chaotic schedule; and how to build on these small changes for big wins. Let’s step back now and take a look at some macro scheduling ideas. What follows are two basic scheduling methods to organize your exercise routines and to build in consistency.
I developed these two planning methods to fit exercise into my flying schedule while training for ultrarunning and for an Ironman distance triathlon. One note of importance, no matter what, I make time for some combination of stretching, yoga, core and physical therapy routines. What I have found is that the application greatly depends on your fitness goals (particularly if you are training for a specific event) and your work and personal schedules. Generally, plan to incorporate both methods for flexibility, because you never know what life will throw at you. Take each method for a test run and find out what best suits your lifestyle.
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Method 1
Method 2
My first method of planning is to utilize the time on your trips to make the most of your exercise, then spend your few days off at home with the family in recovery mode. Who does this plan fit?
My second method of planning is to get the bulk of your exercise in at home and spend the time on your trips to recover. Who is best for this plan?
•
•
•
•
Crewmembers who have a more adjustable schedule at home with more free time and flexibility
•
Those who have a flexible exercise routine that is not specific to location or equipment, (e.g., running or general gym workouts) or for those without major time constraints
Those who have specific equipment or location/ seasonal restrictions for their exercise, like cycling, surfing, rock climbing, swimming, etc.
•
Crews with a low credit, inefficient work schedule who have lower amounts of flying coupled with long overnights
Those who have to fit in unusually long routines like endurance athletes (e.g., long trail runs, long bike rides, etc.)
•
Crews with a high credit, efficient work schedule with short overnights and no time for long workouts away from home
Crewmembers who have a hectic schedule at home, generally with young children demanding your attention
Put your plan into action. Training for the Ironman lasted almost two years, spanning all the seasons from snowy winters to hot summers, and changing flying schedules. I went from low credit 4-day trips away from home to months of flying nothing but fatiguing, split-duty pairings (stand-ups). Flexibility was key in finding ways to incorporate not one exercise routine, but four; swimming, cycling, running, and strength training (plus mental health days with the family and some surfing and climbing). Some weeks, I had to bulk up on the swimming and cycling at home and focus on slow, easy recovery runs on the road. Other weeks, I was able to find overnights with a nearby spin class and a lap pool that allowed me to focus on the longer trail runs and hill climb workouts at home. The shorter overnights allowed for quick, yet intense strength training with planned recovery the following day, then arriving home ready to get back at it. Longer overnights offered more flexibility to organize a brick workout (multi-sport activity). The point is, your plan must be completely dynamic. The most important thing I learned is to listen to your body! If you are wiped out – exhausted, yet still feel pressure to get your planned routine in, make some modifications. Either take a rest day or plan an active recovery day with a brisk walk, a short and easy spin on a bike, or a mellow swim. It’s a fine line between pushing hard, training your body to cope with stress, versus overdoing it and getting sick or injured and falling off the wagon. It is far better to scale it back one day than to suffer a setback lasting several weeks or longer. Let me explain what I mean by “days off.” When implementing your routines, rest and recovery are paramount. You cannot operate without sleep, period. So, if your circadian rhythm is dysfunctional as a result of your work, then compensate with naps as needed. As for recovery, at least one day completely off each week is a good rule of thumb but adjust as needed. Higher intensity days may need two days off, or one day off followed by a day of active recovery, as mentioned above. You can plan, based on your schedule; for example, the day free from exercise could be your commute in or home. I put planning through the wringer while training for the most intense event imaginable. I found that practicing a basic, organized schedule kept me on track toward achieving my long-term goals. Remember to plan ahead as much as possible taking into account overnight locations and exercise options. About the Author Also, make use of all of your available time to make your schedule more efficient, improvise as needed and continue to make forward progress. Share with us your creative ways of scheduling your exercise! ACN 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...
March 2019 | 29
SAFETY MATTERS
FAR117 A Shared Responsibility
While many perceived the new rest requirements to be onerous, operationally inefficient, and charged with politics, the reality is that there is actually quite a bit of sleep science behind the rulemaking. The overall intent of the rulemaking (to increase the amount of rest given to crew members and limit the types of operations that made fatigue prevalent) remained intact. Additionally, requirements were put on both the air carrier and the crew member to ensure that the intent and requirements of FAR 117 were upheld.
W r i t t e n B y: S c o t t S t a h l
W
hen FAR Part 117 went into effect, it had a profound effect on rest requirements, rest structure and accountability for ensuring that no fatigued crew was operating a commercial flight.
30 | Aero Crew News
This concept is referred to as “joint responsibility� and basically, it means that the FAA requires both the airlines and the crew members to verify legality and fitness for duty. It also requires certain types of additional training for aircrew to make sure they are more aware of fatigue, what causes it, and how to mitigate it. The first part of the joint BACK TO CONTENTS
responsibility is ensuring fitness for duty. The airline is required to ensure adequate rest opportunity in the form of ten hours of rest with at least eight hours of “uninterrupted sleep opportunity.” Essentially, this means that the days of burning a crew member’s sleep time with transport to and from the airport are gone. The ten hours protects the crew member between duty-off and duty-on for the following assignment, while the eight-hour sleep opportunity is effectively “behind the door.” This means that if ten hours can’t accommodate the eight-hour sleep opportunity (due to a long transport to or from the hotel), then the ten-hour rest period must be increased in order to ensure that the eight hours is given. In the case where a sleep opportunity may or will be violated, it is the responsibility of the crew to ensure that their full eight-hour sleep opportunity is restored before accepting any other assignments. It is also the crew’s responsibility to utilize the provided rest period to get sufficient rest for the next duty period. The second part of the regulation is that the company must provide adequate rest facilities for the crew, defined and detailed in Advisory Circulars. Third, unlike prior to 117, the “legal-to-start, legal-to-finish” perspective is gone. It has been replaced with maximum duty times and a leg-by-leg review of duty times, which essentially means that just because a crew was legal to fly the whole schedule when they showed up to work, doesn’t necessarily mean they are legal to finish it. This mitigates the reality of crew members having their schedule pushed due to uncontrollable delays with no recognition that fatigue state can change throughout a duty period. Instead, the airline and crew have a set of “clocks” to work within including: Flight Duty Period, Flight Time and Reserve Availability Period (RAP), if applicable. When any one of these duty allowances is exceeded, the crew
is done. They are allowed to extend up to two hours in certain conditions, but if they either can’t cover it with an extension, have already taken an extension over 30 minutes since having 30 hours of rest, or don’t agree to the extension for tiredness or fatigue reasons, then they are “timed out.” The FAA clearly makes it the responsibility of both the crew and the airline to be aware of and verify those flight times to make sure no duty periods are exceeded. If a duty period may be exceeded, then the crew is supposed to not sign the FAR117 Fit for Duty statement that is included in every dispatch release. Likewise, the Fit for Duty statement should not be signed if the crew member is too tired to safely complete the leg. The last part of FAR 117 that is shared by the company and crew is fatigue education and awareness training for all flight crews. This training must include fatigue awareness (What is fatigue?), understanding how fatigue affects flight crews and how to recognize it, ways to mitigate fatigue, and the crew’s responsibility in reporting fatigue as well as awareness of the carrier’s Fatigue Risk Mitigation Plan. We will talk more about these requirements and the science behind them in a subsequent article, but it is expected that all parties will be aware of fatigue and how to deal with it. With the new joint responsibility requirement of FAR117, knowledge and awareness of fatigue on the part of all parties is greatly enhanced, and while it does require additional consideration on the part of the companies, it also makes flight crew members much more directly engaged in their own rest needs and their role in preventing and reducing fatigue. ACN
About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Read More...
March 2019 | 31
MONEY
Making Financial Sense W r i t t e n B y: J a m e s C . K n a p p A I F
I
s one of your resolutions for the year to be more diligent of your family’s finances that are aimed at working toward your financial freedom? As noble as your intentions are, you may become absorbed by life’s demands leading you to forget or forego the financial resolution. In my experience, this is strikingly similar to the way that many investors forget to focus on strategies to protect their investment portfolio(s). We are all well aware that neglecting our investment portfolios can have significant and even catastrophic consequences. This is especially significant as: •
The richest women in America live ten years longer than the poorest women. ( https://healthinequality.org/)
•
The richer you are, the longer you live. The consensus seems to be that wealthy people (of both genders) on average live more than seven years longer than the poor. (https://www.washingtonpost.com/news/wonk/wp/2015/09/18/thegovernment-is-spending-more-to-help-rich-seniors-than-poor-ones/?utm_term=.03b741213d7a)
•
Women report being happier than men and happier people tend to live longer enjoying better long-term health and wealth outcomes. (https://www.brookings.edu/blog/up-front/2016/03/04/some-good-news-for-internationalwomens-day-women-are-usually-happier-than-men/)
Rewarding investment markets with impressive returns over a period of time can lead to average investors being caught off guard and ill prepared for an unexpected market decline. Inherently, human beings are more comfortable thinking that things
32 | Aero Crew News
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will never change. Keep in mind though, that investment markets are cyclical. History demonstrates that financial trends will not continue infinitely. Education is critical. Remember the adage, “All good things come to an end.” Financially speaking, some endings can be disastrous to your long-term financial objectives, but a practical investment strategy will likely serve you well in good and bad markets. Develop yours guided by information. I suggest beginning with an understanding of your willingness to handle market fluctuations as well as the lifestyle you would like to achieve. I believe protecting your investable assets for large, unrecoverable losses should be a top priority. High volatility is typically destructive to wealth building. I suggest beginning your investment journey by establishing strategies focused on ways that aim to preserve your hardearned assets. From my experience advising clients toward their financial independence, you will feel losses more than you will feel gains. Painful feelings may impair you from making rational decisions during times of market volatility. Think of it like the purchase of a vehicle: You would likely purchase a warranty and appropriate insurance coverage in an effort to help mitigate a large loss from an unforeseen event. Most investors aren’t aware that a similar approach can be applied when managing their wealth. I believe conventional investing wisdom overlooks the nuances of how real world investing actually plays out. An example of conventional investing wisdom is that stocks typically go up over the long-term. History shows that the stock market typically moves in cycles. In the past 120 years, there have been five bull markets and four bear markets. Investment strategies that work in bull markets may not be effective in flat or bear markets. Being aware of potential outcomes, along with what strategies may best suit you in a given market, enables you to feel more confident.
Another conventionally held wisdom is the idea that stocks and bonds tend to behave in opposite ways; when one goes up the other goes down. This notion has enticed many investors to default to a strategy of 60% in stocks (represented by the S&P 500 index) and 40 % in bonds (represented by the Bloomberg Barclay’s U.S. Aggregate Bond Index). This allocation was seen as a safe and easy diversification over time. But history tells us this is not always the case. During the 1970s into the mid-1990s, the exact opposite was true as the Barclay’s Aggregate didn’t perform as the portfolio ballast to riskier stocks. In developing your investment strategy, educate yourself and consider the end results. This insight will help you derive your own opinion on the economy, investment opportunities, and what you think is an appropriate manner to proceed. Know where to find information and how to use it. To begin, let’s review some data and where to find it. These datapoints are not all-encompassing, rather a starting point in your journey toward your investing PhD. The yield curve is the difference between the interest rates on short term United States government bonds and longer-term U.S. government bonds. Typically, in a healthy economy, the rates on long term bonds will be higher than on short term bonds. The extra yield (aka interest) is to compensate for the risk that economic growth will likely cause an increase in prices (aka inflation). New York Federal Reserve president John Williams said the yield curve inversion is “a powerful sign of recessions.” According to research from the Federal Reserve Bank of San Francisco, every recession of the past 60 years has been preceded by an inverted yield curve. Starting the week of December 3, 2018, the short end of the Treasury yield curve inverted (2-5 year and 3-5 year) for the first time since 2007. The U.S. Department of Treasury website is a great resource to find the various
March 2019 | 33
terms along with their yields. This can be viewed at https:// www.treasury.gov/resource-center/data-chart-center/ interest-rates/Pages/TextView.aspx?data=yield. The chart shows the “10 Year Treasury Constant Maturity minus 2 Year Treasury Constant Maturity” as of Dec 3, 2018. It’s produced by the Federal Reserve Bank of St. Louis and can be viewed at https://fred.stlouisfed.org/graph/fredgraph.png?g=mjHn. (Shaded areas indicate U.S. recessions; Source: Federal Reserve Bank of St. Louis) I believe it is vital to be aware of the market’s historical performance to understand volatility. According to BTN Research, since the end of World War II (1945), the S&P 500 has suffered three bear markets that sustained losses of at least 40%. These bear markets are: •
48% drop in 1973-1974
•
49% drop in 2000-2002
•
57% drop in 2007-2009
34 | Aero Crew News
Understanding how different investments move in relation to each other can be valuable. The name for these movements is called correlation. Correlations can range between minus one to one. A perfect positive correlation means that the correlation coefficient is exactly one. This implies that as one security moves, either up or down, the other security moves in the same direction. A perfect negative correlation means that two assets move in opposite directions, while a zero correlation implies no relationship at all. A common investment allocation is 60% in stocks (S&P 500 Index) & 40% in bonds (Bloomberg Barclays U.S. Aggregate Bond Index). According to Bradley Krom, Associate Director of Research at WisdomTree, investors have been lulled into a sense of complacency with this allocation. Mr. Krom states that this allocation, “… may feel like they’re diversified between stocks and bonds, the fact is that their portfolio remains dangerously exposed to equity market returns.” Mr. Krom shows that, as of September 30, 2018, the current rolling 12-month correlation between 60/40 and the S&P 500 Index is at 0.99.1
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Consumer spending is a vital part of the American economy; and thus, a large contributor to Gross Domestic Product (GDP). Though it varies by year, the Personal Consumption Expenditure (aka consumer spending) accounts for approximately 70% of the U.S. economy. Monitoring the underlying drivers of spending can be helpful as you consider the probabilities of future outcomes. It has become common to use credit cards. If fully paid when the bill is due, it can be an efficient way of purchasing items, but the problem arises when those statements are not paid in full. According to a Federal Reserve report of August 2018, credit card debt in the U.S. peaked at $1.02 trillion in May 2008 before falling off during the global real estate crisis. It eventually hit a low of $832 billion in April 2011. However, credit card debt has now climbed all the way back to a record level of $1.04 trillion. Auguste Comte wrote, “Demography is destiny.” Logically, as people mature into their retirement years, they tend to spend less than they did in their 20s and 30s. According to the Social Security Administration, 15% of the U.S. population was at least age 65 in 2017. By the year 2030, 20% of the population will be at least age 65. Over that 13-year period, the number of Americans at least age 65 is projected to increase by 44% while the overall U.S. population is forecasted to increase only 11%. A current event that may have economic and political implications is the United Kingdom’s scheduled exit of the European Union (E.U.) on Friday March 29, 2019 after 46 years of membership. The “Brexit” decision was put in motion with a 2016 vote. After the U.K.’s exit, the E.U. will be comprised of 27 nations. This is just one of many geopolitical tensions that may affect the U.S. and its international partners. We hold many investment values and beliefs. Rather than trying to predict future market movements, focus on risk. For investors, understanding investment risk is a vital concept as it is a function of loss. For example, the more portfolio risk that is taken, the greater the loss may be when markets move negatively. We tackle this phenomenon by applying educated assumptions in an attempt to avoid catastrophic damage over time. This is in the same vein as virtually every professional field; e.g., a surgeon addresses probability, not certainties. These potential outcomes are based on historical data and events, statistics, trends, sentiment, etc., in an effort to control portfolio risk and avoid permanent loss of capital. Downside deviation and maximum drawdown are datapoints, among others, that may help with your review. These two isolated downside risk parameters more precisely measure the downside volatility (risk) of a security or fund. I believe these two datapoints are more telling than the more commonly known standard deviation. Standard deviation takes into account both “good” (aka up) movements and “bad” (aka down) movements.
Downside deviation isolates the downside movement by only calculating the times when the price falls below a defined minimum acceptable return (MAR). You could set the MAR at “0” if you only want to measure the times when the returns fall below 0, or have the MAR change to match a “risk-free” asset (i.e. three-month T-bills) that moves over time. Maximum drawdown is the percentage loss that an investment incurs from its peak value to its lowest in a given period. I hope this article provides a strong foundation in your journey developing a thoughtful investment process. Education is powerful and is key as you work toward creating a lifetime of financial confidence. If you are concerned for your family’s financial future, email me at JAMES.KNAPP@KNAPPADVISORY.COM or view more educational resources at www.KnappAdvisory.com How to Diversify a 60/40 Allocation with Dynamic Equities, Bradley Krom, Associate Director of Research, 10/22/2018. Securities and advisory services offered through LPL Financial, a Registered Investment Advisor, Member FINRA/ SIPC. The opinions contained within this material are for general information only and are not intended to provide specific advice or recommendations for any individual. All performance referenced is historical and is no guarantee of future results. All indices are unmanaged and may not be invested into directly. The Standard & Poor’s 500 (S&P 500) is an index of 500 stocks seen as a leading indicator of U.S. equities and a reflection of the performance of the large cap universe, made up of companies selected by economists. The Dow Jones Industrial Average is comprised of 30 stocks that are major factors in their industries and widely held by individuals and institutional investors. The Bloomberg Barclays U.S. Aggregate Bond Index is a broad-based flagship benchmark that measures the investment grade, US dollar-denominated, fixed rate taxable fixed income. The Federal Reserve Federal Funds Rates (Fed Funds) is the weighted average interest rate at which banks lend each other funds held at the Federal Reserve. ACN
About the Author James C. Knapp founded Knapp Advisory Group to help professionals and retirees make informed desisions with their finacial affaris. Read More...
March 2019 | 35
SQUALL LINE
Image of negatively tilted trough courtesy Americanwx.com, 2014.
Why is Your Trough Negatively Tilted? W r i t t e n B y: A n t h o n y L o r e n t i
I
would not recommend starting off any conversation with this question nor using it as a pick-up line, certainly. That could get you into trouble in a range of social settings. That in mind, you’ll be happy to know that my columns in Aero Crew News are not about getting out of (or into) trouble in social settings. They are about keeping you and getting you out of trouble when you’re flying. Negatively tilted trough has nothing to do with pin-ball either, but after reading this, you might learn that flying in or near these troughs could make you feel like you are a pinball!
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Back to Basics As a review of what you learned working on your private; look for a dip, or a pronounced “sharpness” in upper-level winds at, or above, the FL180 (500 Mb) level. Further, take this idea and observe the axis of the trough’s angle across lines of longitude. If its angle across lines of longitude goes from NW to SE, you have a negatively tilted trough. Why do we care if a trough is negatively tilted? Because, there is the potential for widespread thunderstorms and turbulence in the vicinity of this phenomenon.
According to Meteorologist Jeff theweatherprediction.com), negatively indicate:
Haby (www. tilted troughs
1) A low-pressure system has reached maturity 2) Strong differential advection (middle- and upperlevel cool air advecting over low level warm air advection) increases thermodynamic instability 3) The presence of vertical wind shear We can see how awareness of a negatively tilted trough and its location is of value. A picture should be forming in your mind. Meteorologists specifically mention negatively tilted troughs in forecasts and discussions because of their propensity to spawn bad weather. Troughs can be positively tilted or neutrally tilted as well, but these siblings of the negatively tilted trough are not as noteworthy in the formation of inclement weather and are therefore rarely mentioned as a specific weather map feature. The general consensus, supported by meteorological data, is that negatively tilted troughs often produce outbreaks of severe weather that can often be significant. “These types of troughs produce the most severe weather,” according to www.weather.gov/jetstream/basic. That fact is enough to ensure we pay attention to this variety of trough when we fly. The reasons for the potential of widespread convective activity include the presence of low-level winds coming from a moisture-laden direction (e.g. SW/Gulf of Mexico) and the positioning of cold NW winds at higher levels above this low-level moisture-laden air. Additionally, since there is a relatively rapid change in wind direction over a relatively short horizontal distance, wind shear is present on a large scale.
With wind shear come a few things: turbulence, sustainability (life span) and the organization of thunderstorms. This is why we look at the weather map before we take off. Specifically, to find troughs of any kind, look at the winds aloft charts. We should do this before every flight. The proliferation of severe weather is encouraged by the juxtaposition of a variety of weather phenomena. For the perfect storm to form, multiples must exist over a given area. In the case of a negatively tilted trough, two of the prime culprits in the formation of severe weather are present. Though you are not guaranteed widespread severe weather with negatively tilted troughs, you may be on the way to an encounter!
Flight Plan for Success! Literally.
1) Be on guard for potentially widespread and possibly severe turbulence. Altitude deviations may or may not work for finding a better ride. Consider lateral deviations to find a better ride, too. 2) Be on the lookout for widespread, organized convection. a. Tend to be juxtaposed with negatively tilted troughs b. Help your overall preflight and inflight planning regarding thunderstorm activity Your knowledge of the basics surrounding negatively tilted troughs, their existence on a weather map and their location is paramount to flight safety. With increased information, our mental model and situational awareness are improved which heightens our alertness and ability to explore options for routing, when necessary. In future articles, I will help you hone in on some aviation thunderstorm forecast products that you may find helpful.
ACN
About the Author Anthony Lorenti is an ATP, CFI, Fire Fighter and EMT with a Bachelors degree in Business Managament. Read More...
March 2019 | 37
FEATURE
Climbing One Woman’s Journey to the Summit of Mount Kilimanjaro Writ ten By Meredith Edwards Photos by Joseph w. M anc y & Abingdon Welch
W r i t t e n B y: M i k e D av i s
38 | Aero Crew News
BACK TO CONTENTS
March 2019 | 39
A
bingdon Welch is a gutsy ball of energy, with bright brown eyes and a perpetual grin. As a pilot, world traveler, and entrepreneur, Abingdon is full of stories about the various people she has met throughout her life, and those who have inspired her to take risks and challenges. After starting Abingdon Co. – the first company created to design watches for women in aviation – Abingdon set up shop at various conventions around the country to sell her wares. Many customers are loyal and have created a connection with Abingdon and her business, and it was one such customer who offered the opportunity of a lifetime. Last spring, at the Women in Aviation conference, as Abingdon prepared to meet new friends and reconnect with old, Colonel Laurel “Buff” Burkel dropped in to say hello. “Buff is a complete badass,” Abingdon shares. “She was a colonel in the Air Force for twenty-seven years, survived a helicopter crash, and has bought a large number of my watches to use throughout her career, so we had developed a kind of neat little friendship over the years.” Colonel Buff was about to make an offer that Abingdon knew she could not resist. “She invited me to her retirement ceremony from the Air Force and she told me I just had to be there, but right before I agreed to go, I realized there was one huge caveat.” The twist? The retirement ceremony was to take place at the summit of Mount Kilimanjaro. Taken aback but nonetheless honored,
40 | Aero Crew News
Abingdon agreed without a second thought. Recalling the moment, Abingdon laughs. “I knew I had to go, but let me tell you, I am not a hiker!” Having only six months to prepare, Abingdon threw herself headfirst into the physical and mental exercises she would need to make it up 19,300 feet to the top of the mountain. In a group of thirteen individuals, Abingdon was one of three civilians. In addition to preparing for the hike, the group raised $50,000 for the Leukemia and Lymphoma Society. As the time grew closer, Abingdon utilized the mountains in nearby Las Vegas to acclimate to higher altitudes and strengthen her body for the strenuous adventure. In October 2018, Abington boarded a flight to Tanzania to begin the eight-day trek to the top of one of the world’s most difficult summit climbs. It is a six-day walk up the mountain as hikers must slowly acclimate to the thin air, but it is a relatively short day-and-a-half descent back to the bottom. On day-one of the hike, Abingdon set out with Buff and the rest of the retirement party-goers on the Lemosho Route, one of the six trails used to reach the summit. The Lemosho Route begins on the western side of Mount Kilimanjaro and was started as an alternate to the Shira Route which is a steeper and more challenging trek. On the trail, each person is assigned three porters to carry tents, cooking gear, and various items needed along the way, BACK TO CONTENTS
with the hikers only assuming responsibility of their day bag so they can focus on the physical rigors of the walk up the mountain. Each morning began with a hearty breakfast prepared by the cooks of eggs or porridge, with coffee, tea, and various breads with jam. The hikers packed a lunch in their day bag and set off for the daily climb. Each leg of the journey is made up of varying mileages, dependent upon the altitude and terrain. Each hiker’s blood oxygen
content level was checked before the day’s trek began to ensure health and safety. After breakfast, the porters and cooks climbed ahead of the group to set up a lunch site on the mountain, and at night, the hikers settled in for a hot dinner of pasta, pizza, burgers, or tasty soup before retiring to their shared tents. On the first night of the hike, while the weather was still beautiful and warm at the bottom of the mountain, Buff summoned Abingdon from the tent to look up at the gorgeous array of stars. “I was standing outside looking up at the stars, totally enamored with Mother Nature, but suddenly I felt a bite on my leg and I was startled. And then, I felt another, and another. I looked down and realized I was standing directly in the middle of an anthill. I literally had ants in my pants!” Abingdon laughs. “I ran back to the tent, tearing myself out of the pants, and Buff came to my rescue, ridding my clothes of forty-three giant black ants! She really saved my life that night.” Abingdon recalls how the hikers bonded, as if they were a small family despite having come from different backgrounds, ages, and ethnicities. In those moments of the climb, they were all walking toward a common goal.
March 2019 | 41
42 | Aero Crew News
BACK TO CONTENTS
By day-four, Abingdon noticed that she started feeling slightly sluggish and could barely whip up an appetite for breakfast. After a stint of nausea and upset stomach, she tried to do the daily morning yoga with the group, but found she could barely muster any energy. As is common with climbers of Kilimanjaro, altitude sickness was setting in. The guides placed Abingdon at the front of the line, but a short time into the walk, she had to find a place to be sick in the bushes. “That’s when I knew I was in for a rough time since we had two whole days to go to reach the summit,” she laments. One of the guides stayed with her and walked slowly, even more slowly than the “Pole, pole,” chant heard along the hike. They finally caught up at camp more than two hours behind the group. For the next two days, she would be monitored carefully by the guides, climbing at her own pace. She was determined to make it to the summit for the retirement ceremony. Twice daily, the entire group was given a series of medical checkups, measuring blood oxygen levels, taking temperatures, and asking a list of questions regarding how each hiker was physically feeling. This was to ensure that each hiker would remain capable of making the day’s climb, and if there were any doubts, the guides would assist in the safe descent of the hiker and medical attention would be administered as quickly as possible. On the day the group was slotted to reach the summit,
March 2019 | 43
Abingdon buckled down to make a last ditch effort to reach her goal. “There is a rule that one can’t summit unless their blood oxygen levels are at least seventy percent. I had learned a trick, that if you sing while your oxygen levels are being taken, it makes them appear higher than they actually are. So. I sang and sang, and I was able to get my oxygen levels to eighty-three percent. Thankfully, they said I was still eligible for the summit hike.” A guide was kept back with Abingdon just in case, and they started the midnight walk to the top of Kilimanjaro. “Wilfred, that was the name of the guide who walked with me. He and I really bonded during those days and he became like a brother to me. We still keep in touch with each other, and I felt lucky to meet such an amazing human.” Wilfred insisted Abingdon be as safe as possible, even suggesting she come back another time and finish the summit. Abingdon scoffed at the notion and began the hike, joking that she tried to bribe Wilfred for a hit of oxygen from the tanks they carried in case of emergency, but he remained steadfast. “He said, ‘If I give you oxygen, we have to go back down the mountain.’ So I kept climbing, slowly as ever.”
After several, painstaking hours, Abingdon finally made it to the summit, but due to her altitude sickness, she was unable to attend the retirement ceremony for Buff. “Buff said I still made it, but I was so disappointed that I had to be airlifted out of there right at the most crucial moment!” Abingdon was treated for dangerously low blood oxygen levels; she was measured at a mere forty-two percent. “Anything below fifty is nearing cardiac arrest, so I really could have died. I barely remember the walk down to the helicopter pad where I was picked up and flown to a nearby hospital. My body was merely functioning so that I could walk, breathe, and have a heartbeat.” Wilfred had to carry Abingdon on his back the last few feet to the helicopter because her body refused to keep going. Once at the hospital, Abingdon was given oxygen and hot food, and observed for four hours to ensure she was in the clear and able to be released to go home. While she was able to walk and talk and was not badly injured, upon her arrival in the States, she found out that she also had a parasite and a ruptured cyst. She was on a no-fly restriction at work for a month while she recovered. “I learned the hard way that it takes a very long time to get your body back to normal after putting it through such strenuous circumstances. I was the only one who got a true case of altitude sickness in the entire group, so lucky me!”
In spite of the sickness and strain on her body, Abingdon says being sick was not the defining part of the hike. “I will always remember what it felt like to stand on the summit, the highest point on an entire continent, and to know that the world is my playground. I don’t just want to stay in the sandbox. I want to go out and swing on the monkey bars, to climb on the jungle gym. And while I never anticipated doing this, I always say, ‘Go big or go home.’ I have another chapter to add to my book, and I intend to keep doing it every single day until my life on this earth is done.”ACN
About the Author Meredith Edwards - Meredith Edwards is an eleven-year flight attendant with Southwest Airlines. Read More...
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. American Airlines (American)
Blue blocks indicate recent updates Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
$209.31
$180,844
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
MD-88/90
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$95.21
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
$109,376
$174.11
$156,699
1-2 = 15 Days
Abbreviation and definitions: 3.B.2.d
2
28.D
0%
15%
2
B717
4.B.1.b*
26.C.2
25
$121.53
3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call. B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119to the $207.13 $186,417 5.65 H/M with a employees contribution up to the listed percentage. Unless noted or yearly, refer contract for 12-14 more information A330 = 27 Days sick call 15-18 = 29 Days Max 1080** the company will match 100% of what the employee contributes. 19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*
ALPA: Air Line Pilots Association
Perce heal emplo
Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
EMB-190, CRJ-900
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
2
+25 = 38 Days
credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D
B767-400
1-4 = 14 Days
Max 1300 Hrs
5-10 Days New hires reasons for cancellations. Refer to the contract for more information. Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training. Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company. Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training. 2
Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)
46 | Aero Crew News
JetBlue Airways (JetBlue)
2
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
7 75
HRxMMGx12
HRxMMGx12
5
7
2
$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
$115,668
$202.47
$170,075
5% 1:1
5% + 3%
$104,084
$182.25
$153,090
$90,009
2
70
2
24
Perce heal emplo
BACK TO CONTENTS
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
AA
AS
DL
Pay During Training
MALV 7284 or 88*
Single Occupancy, Paid for by company
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
11.D.5.b
5.A.1
A330, A350 B717, B767
HA
Per Diem
Most Number of Junior CA Pilots hired
Pilot Retirements 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 $2.30 Dom** US East $2.80 Int.** Aug/2014
14,738
US West Sep/1998 Oct/2015
Dec/2017
$2.15
2012
1,897
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
*Monthly Average Line Value depends on pay group, **$0.05 BOS, CLT, DCA, increase 1/1/16 DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended
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
3 Hours per day, plus per diem
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
9.G.1 United Airlines (United)
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines (Sun Country)
Virgin America (Redwood)
UA
2 Digit Code
*$0.05 increase on Jan 1st.
3 Hours per day, plus per diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.*
2006
11,240
3-E
4-G-1, 9-E
4-A
Oct/2015
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
Most Number of Junior CA Pilots hired
8,786
ALPA
iPad
A319, A320, A321
A321, A320, A319, E190
B737
A319, A320, A321
B737NG
A319, A320
Aircraft Types
G4
F9
B6
WN
NK
MMG
Single Occupancy, Paid for by company
3.P
6.A
Pilot Retirements 2018-2033
$2.00
November 2017
873
73
3.Z
Dec/2017
Dec/2017
See Note*
$1.90
June 2015
1330
180
Feb/2019
Feb/2019
See Note*
3,582
840
MMG
No
$2,500 per month
$2.00
Add A, Pg24
Single Occupancy, Paid for by company
E:11/201 3 A:12/201 3
Add A, Pg24
11
Dec/2017
Dec/2017
Feb/2015
89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
August 2006
9,074
3,374
4.K.6
4.T.1
4.T.3
Dec/2017
Dec/2017
$1,750*/mo
Single Occupancy, Paid for by company
$2.25
March 2015
1,821
3.D.1
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
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
Most Number of Junior CA Pilots hired
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
Union
EFBs
Major Airlines B757, MD-80, A319, A3220
Notes
Alaska bought Virgin America
Single Occupancy, Paid for by $2.20 Dom., $3,888.29 / Month company for the $2.70 Int. first 8 days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
IBT
iPad
SWAPA
Notes
AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO q LAS, PHL
ALPA
ALPA
Bases
Yes
iPad
JFK, BOS, FLL, MCO, LGB Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month MDW, OAK, PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2018, as amended
157
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/201 7
1,486
March 2019 | 47
Airlines (Sun Country)
B737NG
THE GRID A319, A320
Virgin America (Redwood)
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
IRS CONUS M&IE airline daily rate
289
ALPA
General Information 5.3
iPad
MSP
Nexis EFB
SFO, LAX, JFK EWR, LGA
Aug/2016
$2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
Most Number of Junior CA Pilots hired
157
ALPA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air (ABEX)
B747 B767
B-767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/201 7
$52 Dom. $89.75 PR* $79.75 NPR**
GB
1,486
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
B777, B767, B757, MD11, DC10, A300
FX
$4,000 / mo until activation date* 3.A
Kalitta Air (Connie)
B747
K4
No Hotel
$2.25 Dom. $3.25 Int.
July 2016
4,763
5.B.1.d
5.A.1 & 2
Dec/2018
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
Single Occupancy, Paid for by company
$2.00 Dom $2.50 Int $3.00*
10.D.1
5.H.1.a.1
12.G.2
1,580
65,891 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
ALPA
*Prorated if hire date is not the first Fixed in MEM, IND, LAX, of the month. plane or iPad ANC, HKG, CGN Contract 2006 as amended
ALPA
iPad fixed in plane
Home Based Contract 2016 as amended
2,298
SDF, ANC, MIA, ONT
IPA
*Pacific rim and Europe flights
Contract 2016 as amended
Total Pilots Aircraft Types
2,251
Most Number of Junior CA Pilots hired
38,854 Pilot Retirements 2012-2029
Union
EFBs
Bases
Notes
Contractual Work Rules
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
10/12 or 13* 15.D.3.q
Yes
FAA 117 w/ exceptions
488
5:10
5:10 x days
4.C
15.C
15.G
15.G
??/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)
Allegiant Air (Allegiant)
12, max 14* 10, max 12*
430
559
Open time pay
Uniform Reimbursement
Headset Reimbursement
2:1
100%*
100% or 150%**
Initial paid for by company
None
15.E.1
2.QQ
17.I.1
24.O.2
361
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:2 or 1:1.75***
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.1.a 12.A.1.b 12.A.2.a
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
5
2
4.H.1
Number of pages in Contract
5x number of days
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
None
None
12 or 11* 12 or 10*
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117
195
4 for a RON
12
Yes
14 hours or FAA 117
177
6 for CDO
1:2
3.D
3.D 1:3.75
Initial paid for by company along with certain dry cleaning
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
50%
130%, 150% or 200%**
Company Provided***
3.H
3.E, 3.L, 3.W
50%*
Notes
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:0004:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended *Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
100% 50%, 75% or Blended pay 100% add rate pay***
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
Headset Reimbursement
Supplied in AC
Notes
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended
BACK TO CONTENTS
6.4 $20/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Major Airlines
48 | Aero Crew News 14.C 3.F Frontier Airlines (Frontier)
Deadhead Pay
Legacy Airlines
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Min Trip Duty Rig Trip Rig Credit
None
*Unschedule DH pay s 100%
United Airlines (United)
12 or 13 / 12
Yes
10.G.1
4.B.3
12 / 12 or 13*
Yes
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
12, max 14* 10, max 12*
361
4.C.1.a
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:4*** GOP****
12 or 11* 12 or 10*
Number of pages in Contract
4.C.2
4.C.3.a.2
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117
195
4 for a RON
177
6 for CDO
14.C
3.F
12
Yes
14 hours or FAA 117
5.J.7
4.I, 5.P.2
5.J.4
12
Yes
FAA 117
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
7.B.1
Contract 2010, as amended
THE GRID
5.E.1
Initial paid for by 100% 50%, 75% or company along Blended pay 100% add with certain dry rate pay*** cleaning 3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
50%
130%, 150% or 200%**
Company Provided***
3.H
3.E, 3.L, 3.W
None
87
235
241
196
159
1:2
3.D
3.D 1:3.75
Headset Reimbursement
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
4.I.1
4.I.3
4.L
4.S.5
2.A.4
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
$30 / pay period max $500
1:4.2
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
100%
Provided by the company
-
-
-
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
14 Hours for None above 2 Pilots, 16 Hours for 3 or minimum 22 Hours for guarantee 4 or more
332
None
None
None
1/4.95
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air 13 or 14*
Yes
2, pg 13
8.D, 8.A.3
280
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
4.5
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
1/2.85 Biz Class or better* or $300 comp
410
Number of pages in Contract
*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 *Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
$200 / year
4 or 4.5**
3.5
None
Notes
2.A.1, 2
100% or 50%***
4
Supplied in AC
6.4 $20/ month
4.G.2.a Avg of 5 per day Add. B.D.5
App. G Number of pages in Contract
50%*
*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
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
*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
Headset Reimbursement
Cargo Airlines 13 in 30 14 in 31
UPS (UPS)
report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.
company and every 12 months
Major Airlines
Atlas Air
FedEx Express (FedEx)
100% air, 50% ground
Contractual Work Rules
10.D.1.a
FAA 117
60% GOP****
4.17 GOP****
*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
Notes
None
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
30.A.2
100% Air* 50% Air** 50% Ground
100%
19.K
19.E
Provided by the company 15.A
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%
150% on days off
$200 after first year. Initial paid by crewmember.
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
March 2019 | 49
Additional Compensation Details
THE GRID Aircraft Types American Airlines (American)
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65 3.C
72
15.D.1.b
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896
$190,641.60
$323.04
$279,107
HRxMMGx12
15.D.1.b
1-5 = 21 Days 6-15 = 1 additional day per year
5 H/M** Max 60***
HRxMMGx12
9.B.1.a
10.A & B
$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
B737, A319 A320
$168.68
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
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
767-3,2, B757 B737-9
$176.74
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
72
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
EMB-190, CRJ-900
3.B.2.d Hawaiian Airlines (Hawaiian)
B717
$121.53
B767 A330
$144.58
3.D
4.B.1.b*
$109,376
$174.11
$156,699
75
$130,119
$207.13
$186,417
3.F
HRxMMGx12
3.C
HRxMMGx12
$201,886
$351.87
$295,571
$168,361
$293.46
$246,506
$162,490
$283.22
$237,905
A350*
United Airlines (United)
B777 B787 B767-400 A350*
B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
$240.34
$200.43
70
$193.44 $185.54
A319, A320, A321*
A320 family E190
Sun Country Airlines
B737
A319 A320 A321
B737NG
50 | Aero Crew News Virgin America (Red Wood)
7.B.1.a
Percentage of health care employee pays
6.B.1
12.A.1, 2 & 3
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
$155,854
$271.64
$228,178
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
A320
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
$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
$148.71
$124,916
$218.66
$183,674
$100.01
75
$133.82
$112,409
$196.83
HRxMMGx12
$165,337
Contract 2015, as amended
0%
15%
10.A
0%
15%
22%
26.C.2
25.B.2
0%
15%
20%
Contract 2010, as amended *A350s are currenlty on order and deferred until 2022.
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
None
4.C
1 Day / Month Max 120 Days
5% 1:2
15.B.2 & 3
16.B.2
16.4
Contract 2012 as amended
Notes
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394 5.A
Contract 2016, as amended *A321 coming end of 2015
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
*70 line holder, 75 reserve; **Hours
is based on PTO per year. or inaccurate, please consult the most current contract section Reference contract for more 5% 1:1
5% + 3%
None Specified
information
for specific contractual language. Data that do not have a
HRxMMGx12
3.J** 1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
Agreement 2013, Currently in 3.J 3.E 3.E 3.F.iwere obtained online in contract section reference number, negotiations
*85/87/89 TFP based on days in bid
some and may be inaccurate. While trying toforprovide period, **Trip Pay (TFP) is the the 1 TFP / form 10
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
$157.54
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
5 H/M 80 and 480 Max**
$172.00
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
After 3 years 2.2% up to 6% at 9 years
$160,507
$89,880
Contract 2013, as amended 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.
4.C
85
70
20%
28.D
4 H/M Max 600 5% at 200%*
$157.36
$107.00
Notes
*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.
None
14.D.1
1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 7.5 H/M without 10-11 = 23 a sick call. Days 5.65 H/M with a 12-14 = 27 sick call Days Max 1080** 15-18 = 29 Days 19-24 = 33
HRxMMGx12
3.C*
Spirit Airlines (Spirit Wings)
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 12-18 =28 days 6 Yrs = 170 19+ = 35 days 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
70
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
Sick Time Accrual
Legacy Airlines
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
11.B.2
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
TFP** Max 1600 TFP
9.7% 1:1
unit of compensation received.
-
most up-to-date information, not all sources can be verified at Contract 2016, a as correction amended this time. If 19.B.2 you notice a discrepancy and/or have 12.B.1 *New hires start with 33 hours of sick $34 to $754 please email Craig.Pieper@AeroCrewSolutions.com. depending on time and accrue 3 H/M unitl 12 5 H/M* 700 Hrs Max
0%
14.A.1 4 H/M
11%**
28.C 4%
2% 28.B.2
125% of 6% contributed
-
months of service, **1% annual plan single, single +1, increases up to 15% or family plan 27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2 -
Contract 2018, as amended
BACK TO CONTENTS
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines
(United)
B787 B767-400 A350* B767-200 B757-300
B737-8/9, A320 A319, B737-700
Aircraft Types
$240.34
$200.43
$201,886
70
$193.44 $185.54
$351.87
$295,571
$168,361
$293.46
$246,506
$162,490
$283.22
$237,905
$155,854
$271.64
$228,178
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*
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B
$100.01
A320 family
$148.71
E190
$133.82
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
$165,337
70
Spirit Airlines (Spirit Wings)
Sun Country Airlines
Virgin America (Red Wood)
B737
A319 A320 A321
B737NG
A320
Aircraft Types
3.C*
HRxMMGx12
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
$157.36
85
$160,507
4.C.1
4.H, 4.M*
HRxTFPx12
4 H/M Max 600 5% at 200%*
10.A
None
4.C
4.C
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
15.B.2 & 3
16.B.2
16.4
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None Specified
3.F.i
3.E
3.E
$224.80
$229,296
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
1 TFP / 10 TFP** Max 1600 TFP
9.7% 1:1
-
4.C.1
HRxTFPx12
11.B.2
12.B.1
19.B.2
$157.54
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
0-8 = 15 days 9-13 = 22 days +14 = 30 days
5 H/M* 700 Hrs Max
0%
14.A.1 4 H/M
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
11%**
$34 to $754 depending on plan single, single +1, or family plan
28.B.2
27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2
125% of 6% contributed
-
-
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
2%
>5 = 14 days <6 = 21 days
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
10%****
Health 14-25% Dental 20-30%
28.A.1
Appendx 27-A
$149.33
62
$111,102
$213.32
$158,710
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
$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
ABX Air B-767
$153.03
68
$124,872.48
19
19.D.1
HRxMMGx12
19
HRxMMGx12
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
3.C.1.a
85
4.A.1***
10.A >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**
B747
B757, B767, A300, B747, MD-11
Aircraft Types
Contract 2016, as amended
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information 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.
*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014
Notes
*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%
9.A
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air
Notes
Contract 2016, as amended
28.C 4%
Contract 2012 as amended
*A321 coming end of 2015
5% + 3%
3.J
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A
5.A
5% 1:1
3.J**
THE GRID
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
Cargo Airlines
B747 B767*
UPS (UPS)
0%
HRxMMGx12
Atlas Air
FedEx Express (FedEx)
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
4.3
Southwest Airlines (Southwest)
deferred until 2022.
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
Additional Compensation Details
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
None
64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
401(K) DC
Percentage of health care employee pays
$212.69
75
$207,373
$300.00
$292,500
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
*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.
9.C.3 *Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Notes
March 2019 | 51
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
52 | 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
Frontier Airlines
United Airlines
UPS
DXB
Dubai, United Emirates
LAX
Los Angeles, CA
Frontier Airlines
ATL
Atlanta, GA
Emirates
American Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Alaska Airlines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Allegiant Air
Alaska Airlines
AVL
Asheville, NC
United Airlines
Delta Air Lines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
United Airlines
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
Virgin America
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
FedEx Express
American Airlines
BOS
Boston, MA
Spirit Airlines
LGA
New York City, NY
Frontier Airlines
American Airlines
GUM Guam
Delta Air Lines
PHX
Phoenix, AZ
JetBlue Airways
United Airlines
United Airlines
American Airlines
BWI
Baltimore, MD
HKG
Hong Kong
LGB
Long Beach, CA
Southwest Airlines
Southwest Airlines
FedEx Express
JetBlue Airways
PIE
St. Petersburg, FL
CGN
Cologne, Germany
HNL
Honolulu, HI
MCO Orlando, FL
Allegiant Air
FedEx Express
Hawaiian Airlines
JetBlue Airways
PIT
Pittsburgh, PA
CLE
Cleveland, OH
Allegiant Air
Southwest Airlines
Allegiant Air
United Airlines
HOU
Houston, TX
Frontier Airlines
SDF
Louisville, KY
CLT
Charlotte, NC
Southwest Airlines
MDW Chicago, IL
UPS
American Airlines
IAD
Washington, DC
SEA
Seattle, WA
CVG
Cincinnati, OH
United Airlines
MEM Memphis, TN
Alaska Airlines
Allegiant Air
IAH
Houston, TX
FedEx Express
Delta Air Lines
Delta Air Lines
United Airlines
MIA
Miami, FL
SFB
Orlando, FL
DAL
Dallas, TX
IND
Indianapolis, IN
American Airlines
Allegiant Air
Southwest Airlines
FedEx Express
UPS
SFO
San Francisco, CA
Virgin America
IWA
Phoenix, AZ
MSP
Minneapolis, MN
United Airlines
DCA
Washington, DC
Allegiant Air
Delta Air Lines
Virgin America
American Airlines
JFK
New York City, NY
Sun Country
SLC
Salt Lake City, UT
DEN
Denver, CO
American Airlines
MYR
Myrtle Beach, SC
Delta Air Lines
United Airlines
Delta Air Lines
Allegiant Air
STL
St. Louis, MO
Frontier Airlines
JetBlue Airways
OAK
Oakland, CA
American Airlines
Southwest Airlines
Virgin America
Allegiant Air
VPS
Fort Walton, FL
DFW
Dallas, TX
Southwest Airlines
Allegiant Air
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
March 2019 | 53
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)
54 | 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
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
EMB-175SC EMB-145 CRJ-200
CRJ-200 CRJ-700 CRJ-900 EMB-175
2 Digit Code
EV
OO
Sign on Bonus
$22,000* $5,000** $1,000 Referral, EQO***
YX
Hotel during new hire training
Paid for by $40/HR company; single @65HR/Mo occupancy
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
CRJ-200 CRJ900
MQ
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
CRJ-200
DH-8-Q400 ERJ-175*
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
DH-8-100 DH-8-300 ERJ-145
ERJ-145
4.C.2
Mar/2019
Mar/2019
$7,500*
65 Hours
$1.95
Jan 2018
4,880
Online
3008.19.A
3015.6.A.1
3009.1.A
Mar/2019
Mar/2019
$2.05/hr Dom $2.60/hr Int.***
November 2016
2,221
4.B.1
Jan/2019
Aug/2018
$17,500*
Up to $22,100* plus $20,000 retention bonus**
$1,600 first Paid for by mo. then company; single MMG occupancy
$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
Sept 2017
2,173
Dec/2017
4.B
5.B.1
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
9E
$10,000* Online
CRJ-200 CRJ-700 CRJ-900 EMB-175
1,465
Paid for by company; single occupancy**
Single MMG, but Occupancy paid no per diem by company 3.D.1, 5.D.4
$16,520, $38.50 / HR Paid for by $5,000*, MMG & Per company; single $1000**, Diem occupancy $20,000***
3.F.1 Mesa Airlines (Air Shuttle)
Sept 2011
4.A
OH
YV
ZW
Number of Do Business Pilots For:
$1.95/hr
Online
PSA Airlines (Bluestreak) CRJ-200 CRJ-700 CRJ-900
Most Junior CA hired
Feb/15
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
Online
Republic Airway (Republic) EMB-170 EMB-175
Pay During Training
$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
$22,100* $20,000**
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
LOA 37
5.A.1
5.B.1
5.A.2
Dec/2017
Dec/2017
Jan 2014
534
LOA 37
Dec/2017
Dec/2017
$1.80/hr
Sept 2018
860 Jan/2019
2.5 hours per day
Website
4.C
$1.75/hr Paid for by dom company; single occupancy $1.80/hr int 5.A.1
16 credit Paid for by hours per company; single week & per occupancy** diem
United, American, Alaska, Delta
United, American, Delta
American
Delta
American
United, American
$1.65/hr**
659
3.H, 5.B
5.B.3
5.B.1
Dec/2017
Dec/2017
G7
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
AX
$30,000*
$1.90/hr
June 2016
600
Bases
ALPA
iPad 2**
JFK, DTW, MSP, LGA, ATL
ALPA
iPad
ALPA
iPad***
iPad 2
CP
Dec/2017
Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
EFBs
IBT
October 2015
Dec/2017
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH
Union
Alaska
MMG & Per Diem*
5.D.1
iPad Air 2
iPad
Jan/2019
5.A.3
ALPA
ALPA
5.G.1
Paid for by company; Single occupancy
iPad Air
American United
6.C
5.D.4
IBT
iPad
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ.
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied
CLT, DCA, CVG DAY, TYS, PHL ORF
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years).
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
Paid for by company; double occupancy
$35.81 @ 75 hrs or 4 hours per day
None
COS, DEN, DTW, FAT, IAH, LAX, MSP, ORD, PDX, PHX, PSP, SEA, SFO, SLC, TUS SAN, SGU***
Contract 2013 as amended
5.I.4
LOA 16
*Up to $40,000 at company discreation; **$5,000 Type Rating Bonus; ***EQO = Earned Quartely EWR, IAH, ORD, Overide, $10,000 for FO's $8,000 CLE, TYS, for CA per year paid out each ATL**** quarter, restrictions apply; ***ATL is not a base HQ only.
Contract 2013 as amended
$17,500 Signing $1,500 Referal Bonus
350
Notes
Contract 2003 as amended
None
January 2017
Surface 3 LTE
Bases
Contract 2015
QX
$1.70/hr
ALPA
EFBs
Contract 2018 as amended
Number of Do Business Pilots For:
76 Hours during training
Yes $33,000 $4,000 or $4,500*
United
Union
THE GRID
Delta, American
ALPA
iPad
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list. *By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums. Contract 2012 as amended
ORD, IAD, MKE
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Union
American
ALPA
United, American
ALPA
EFBs
Bases
PHL, MDT, ROA, SBY
iPad
IAD, STL, ORD DEN, RDU
Notes
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
March 2019 | 55
*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
THE GRID
GoJet Airlines (Lindbergh)
EMB-175
CP
CRJ-700 CRJ-900*
G7
Aircraft Types
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
DH-8-100 DH-8-300 ERJ-145
ERJ-145
Cape Air (Kap)
ATR-42 C402 BN2
Silver Airways (Silverwings)
Saab 340b
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula) Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
MMG & Per Diem*
$1,500 Referal Bonus
company; double occupancy
October 2015
$1.65/hr**
659
Delta, American
5.B.3
5.B.1
Dec/2017
Dec/2017
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
January 2017
350
5.D.4
5.A.3
5.D.1
Dec/2017
Dec/2017
$30,000*
$35.81 @ 75 hrs or 4 hours per day
Paid for by company; Single occupancy
$1.90/hr
June 2016
600
3.C.1
5.A.1
5.C.1
Dec/2017
Jun/2016
40 Hours per week
Paid for by company; Single occupancy
$37/overnigh t
Upon Reaching ATP Mins
100
3.K.A
6.E.5.A
6.G.1
Dec/2016
Dec/2016
None
3M
$1.70/hr
LOA 16
9K
$12,000*
iPad
General Information
3.H, 5.B $12,000** $5,000***
AX
ALPA
Paid for by MMG & Per company; single Diem occupancy
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
AM
None
$9 - $12.50 per hour* $35 / Day Per Diem
Paid for by company; Single occupancy
$1.45/hr
Immediate
185
Oct/2015
Oct/2015
ERJ-145XR
C5
Up to $45,000
MMG
Paid for by company; single occupancy
$1.80/hr
Immediate*
302
Saab 340A, Saab 340B*
Online
3.G
5.A.8
5.B.3
Mar/2019
Mar/2019
KS
$50/day
2012
120
DH-8-300 S340
BB
United, Delta
PHX, LAX, SEA Contract 2014 as amended *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
American
Union
EFBs
Bases
Notes
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
PHL, MDT, ROA, SBY
ALPA
Contract 2013 as amended United, American
ALPA
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
Contract 2015 as amended
Hyannis Air Service DBA Cape Air
Self**
IBT
IBT
January 2013
C208, C207, PA31, B1900 DH-8
7H
None, except during SIMs in SEA, Single
MMG
$40.00 per over night
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Contract 2012 as amended
Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
United
ALPA
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU *Offering immediate upgrades for captain-eligible pilots (1,000 hours Part 121 time).
EWR, IAD
Contract 2015 as amended None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract 90
SJU, STX Need contract
Oct/2014 $15,000 for all pilots in 2017, $5,000 referral
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
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
FLL, TPA, MCO, IAD
Oct/2014 $30/dom, $50/int
*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
March 2015**
215
Jun/2017
Jun/2017
Most Junior CA hired
Number of Do Business Pilots For:
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
20,105
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
12/12 or 11 for reserve in 30 day month
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Deadhead Pay
Open time pay
$150 / yr****
24.H.3
None
None
100%
100% or 150/200% when red flag is up
-
-
6.A.2
21.H.9.d
Uniform Reimbursement
Yes*
11 or 13; 15**
276
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
12
Yes*
FAA Part 117
198
4:12
None
1:2**
1:4
100%
150%***
$200 / year***
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
438*****
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
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
8
3.D.5
Headset Reimbursement
-
None
Contract 2018 as amended *Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****After completing first year and $400 max.
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA -
-
Contract 2015
*200% only when critical coverage Company provided declared by company
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
12
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Min Trip Duty Rig Trip Rig Credit
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
Pilots pay 50% except leather jacket 100%
56 | Aero Crew News PSA Airlines
Pay Protection
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
BACK TO CONTENTS
Contract 2013 as amended *For line holders only with
****Includes luggage *****Includes 2018 LOA
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
12
Contractual Work Rules -
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
-
Company pays half of hat, topcoat, jacket, two pairs of pants.
None
Min Trip Duty Rig Trip Rig Credit
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
11
Yes*
FAA Part 117
187
12.B
3.G
12
-
None
None
None
None
62.5%
100% or 200%**
-
Contract 2015
3.B.2
-
-
-
6.A
3.H.9
5.E.2
-
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12/12
Yes*
12, 14 or 13**
294
3 hours or Duty Rig
25.E.8.a
3.D
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
13*
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
7.A.4.a
5.B.3
7.A.2.a
-
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
-
80% air*** 75% ground
100%****
THE GRID
*200% only when critical coverage Company provided declared by company
Company pays 1/2 of initial uniform, $20/mo allowance 26.3
26.C.1
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
None
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G 150% 200%**
$25 / Month
None
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation,
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
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
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes
14
185
4
4 per day*
None
None
75% air; 50% ground
100%**
$25 / month
None
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
$25 / month
None
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
Contract 2012 as amended *Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
Min Trip Duty Rig Trip Rig Credit
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Greater of min day, credit, duty rig 3.B.1
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
FAR Part 117
131
3.75
Reserve: 4 hrs Split Duty 4.5 hrs*
None
None
100%
150% to 200%**
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes*
14
161
3, 4 on lost day
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
3.B.1.c
-
7.D.1
3.D
5.J
-
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 2011 as amended
*Reserve 4 hrs per trip: Duty or Trip (whichever is greater); **Additional incentive offered at company discretion, Contract 2015 as amended
5 on 2 off 13
Min Trip Duty Rig Trip Rig Credit
Notes
March 2019 | 57
Additional Compensation Details
THE GRID
ExpressJet (LXJT (Accey)
Aircraft Types
FO Top Out Pay (Hourly)
EMB-145, CRJ-200
$47.87
MMG
Base Pay
Top CA pay
Base Pay
$43,083
$105.06
$94,554
75
SkyWest Airlines (Skywest)
EMB-175 (70 Seat*)
$47.87
-
3.A.1
3.B.1
$60.50
75
3.A.1
HRxMMGx12
8.A.1
7.A
$116.00
$104,400
$122.83
$110,547
$123.29
$110,961
$125.10
$112,590
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***
3027.2
3008.5.A.3 *
3027.1
HRxMMGx12
3011.1**
3012.1
CRJ-900 Republic Airways (Republic or Shuttle)
EMB-170 EMB-175
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
EMB-145
75
$57.43
3-1
3.K.1
HRxMMGx12
$51,687
HRxMMGx12
3-1
$116,451
HRxMMGx12
Mesa Airlines (Air Shuttle)
C900/E175
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Percentage of health care employee pays
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
$37,602
$98.37
$88,533
$106.67
$96,003
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%
$38,961
< 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: 09 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
HRxMMGx12
$47,424
3.A.1
HRxMMGx12
$92.58
$84,433
$99.65
$90,881
$105.08
$95,833
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days 7.B.2
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
< 5 = 14 days > 5 = 28 days
3.5 H/M
3.75 H/M Max 375 14.A.1
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
None
28.A
27.D.2.a
6%
None
Company Discretion
14.A.1
27.C
27.C
27.A
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
3 H/M
28.B**
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual 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%
28.B.3
27.B.2
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
Q-100, Q-300
$40.33
75
$36,297
$89.98
$80,982
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
< 1 = 7 days** 2 - 5 = 14 days
0-2 = 3 H/M 3-5 = 3.5 H/M
9+ mos = 4% 3-6 = 6%
*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.
Contract 2015
Contract 2003 as amended
Notes
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
E-170, E-175
58 | Aero Crew News Trans States Airlines
401(K) DC
$109,980
C900-C Air Wisconsin (Wisconsin)
401(K) Matching (%)
$122.20
C200/E145 76
No. of Vacation weeks & Sick Time Accrual accrual
$60,381
75
$52.00
28.A.3.b
$105,930
$67.09
C700/E170
28.B
$117.70
CRJ-900
4.A
28.B**
9.A
Contract 2018 as amended
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
$59,166
$65.74
3.A.1
None
Base Pay
CRJ-200
-
14.E
Top CA pay
MMG
$43.29
14.K 1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
8
*25 EMB-175SC to be flown for United Express; **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. ***Based on YOS;
35% for TPO Traditional PPO Plan
Base Pay
FO Top Out Pay (Hourly)
CRJ-700 CRJ-900
None
HRxMMGx12
Aircraft Types
4.A
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
Notes
Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
LOA*
LOA
3.A.1
8.A.1
-
30%
HRxMMGx12
LOA**
$41.78
8.A.1***
<1yr = <7 dys*** 90dys-5yrs = 1-2yrs = 7 dys 3.5hrs/month; >2yrs = 14 dys >7yrs = 21 dys >5 yrs = 4hrs/month >16yrs = 28 dys
None
$84,510
-
-
PDO* 1 Yr = 4.25 H/M 1 = 12.6 days 2 Yr = 4.94 H/M 2 = 13.65 days 3 Yr = 5.55 H/M 3 = 14.7 days 4 = 15.75 days 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 5 = 16.8 days 10-12 Yr = 12.00 6 = 17.85 days H/M 7 = 18.9 days 13-15 Yr = 9.30 8 = 22.05 days H/M 9 = 23.1 days 16+ Yr = 10.00 H/M 10 = 24.15 No Max
1-4 yrs, 4% 5-9 yrs, 6% 10-14 yrs, 8% 15-19 yrs, 10% 20+ yrs, 12%
$93.90
$35,802
CRJ-200
LOA 9
$80,208
75
75
PSA Airlines (Bluestreak)
25.B.2
$89.12
$39.78
EMB-175
$129.39
30%
25.A.2
HRxMMGx12
EMB-175
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)
5 H/M Max 640 (110 above 640***)
$99,432
$54,450
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$110.48
Percentage of health care employee pays
401(K) Matching (%)
<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting***
$43,083
CRJ-200 CRJ-700
No. of Vacation weeks & Sick Time Accrual accrual
27.B.2
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
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
35% Employee,
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
BACK TO CONTENTS Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
E-170, E-175
$45.80
75
$41,220
-
3.D
4.A.1
HRxMMGx12
$111.24
$100,116
< 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
Additional Compensation Details 3.D
29% Employee, 34% Family
Contract 2014 as amended
27.B.1
Contract 2016 as amended
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44
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
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max
9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match
None
35% Employee, 35.9% Emp +2
14.A
4 H/M
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
-
40
$26,458
Per week*
HRxMMGx52
$30.02
Saab 340b
$39.03
75
$35,127
$83.07
$74,763
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
-
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
B1900, DH-8
HRxMMGx12
$64.00
60
-
Aircraft Types
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
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
27.B.2
HRxMMGx12
CRJ-700
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
$37,440
MMG
Base Pay
Need contract
HRxMMGx12
$117.00
HRxMMGx12 FO Top Out Pay (Hourly)
*Based on profitability
Yes*
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
None
$450-$500 / Mo. $750-$800 / Mo.
Need contract
HRxMMGx12
Top CA pay
Base Pay
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
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 2019 | 59
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP MKE
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
BUF DTW CLE
LAN
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
60 | 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 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 Republic Airways 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 MKE Milwaukee, WI Air Wisconsin 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 PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines 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 RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air 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 2019 | 61
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
62 | 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 2019 | 63
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