Aero Crew News, April 2017

April 2017

Aero Crew News Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .

CONTRACT TALKS

FITNESS CORNER

Know When to Trust your Gut!

MILLION-AIR

Maximizing Vacation Time

Kick These Pilot-Specifc Risks to the Curb

SAFETY MATTERS

FOQA – Gateway to Data Analysis

Exclusive Hiring Briefing

Cockpit 2 Cockpit

Getting a Job is a Full Time Job

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

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

expressjet.com

/expressjet

@expressjet

@expressjetpilots

flysmartchoice.com

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

April 2017

C o n t e n t s

Sections

Aviator Bulletins 8 Latest Industry News

Fitness Corner 20 Know When to Trust your Gut!

Food Bites 22 Stranded in Chicago by Stella

Safety Matters 24 FOQA – Gateway to Data Analysis

Contract Talks 28 Maximizing Vacation Time

Omni Air International

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Cockpit 2 Cockpit

37

Exclusive Hiring Briefing

Getting a Job is a Full Time Job

MILLION-AIR 44

Kick These Pilot-Specific Risks to the Curb

The Mainline Grid

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Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Airline Base Map

The Regional Grid

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The Flight Attendant Grid

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General Information Work Rules Additional Compensation Details Airline Base Map General Information Work Rules Additional Compensation Details

Airlines in the Grid

Updated Legacy

Alaska Airlines FA American Airlines Delta Air Lines Hawaiian Airlines US Airways United Airlines Virgin America

Major

FA Allegiant Air Frontier Airlines JetBlue Airways Southwest Airlines Spirit Airlines Sun Country Airlines

International Qatar Airways

Cargo

ABX Air Ameriflight Atlas Air

FedEx Express Kalitta Air UPS

Regional

Air Wisconsin Cape Air Compass Airlines Corvus Airways CommutAir Endeavor Air Envoy FA ExpressJet Airlines GoJet Airlines Great Lakes Airlines Horizon Air Island Air Mesa Airlines Republic Airways Seaborne Airlines Skywest Airlines Silver Airways Trans States Airlines FA PSA Airlines Piedmont Airlines

If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to info@AeroCrewNews.com

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

Letter From the Editor

Photo provided by reader, anonymous.

Readers, I am immensely impressed with how much Aero Crew News is growing.

This month we add another columnist to our growing list of contributors.

Marc Himelhoch, author of Cockpit 2 Cockpit, a book dedicated to helping our veterans’ transition from military flying to civilian flying. Last month at the Women in Aviation International expo and conference, I spoke with lots of people who want to participate in Aero Crew News, so keep an eye out for new content from a growing list of contributors.

Fly Safe, Craig Pieper

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

We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com.

Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.

Scott Stahl, Andy Garrison, Marc Cervantes, Joshua Dils, Lauren Dils, Marc Himelhoch Aviator Bulletins Provided by the companies listed

Here’s what you missed last month.

Aero Crew News featured Horizon Air. Safety Matters explained the importance of ASAPs. Contract Talks calls out sick and discusses sick leave and paid time-off. Fitness Corner tells you to stand up and explains why long term titting is lethal. Food Bites is still in Canada, this time Montreal. Rob Resser is back with a short lesson on How to Fly Airplanes. Million-Air discusses five steps on how Building Wealth is a science.

To view this and previous issue visit our archive at aerocrewnews.com/ category/issues/ © 2017 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

Omni Air Feature Contributors Adam Ramsey, Alex Rincker, Tyler Burgess, TJ Morris, Angela Bellville, Deb Mitchell, Jonathan Lundberg Photographs By Omni Air Corporate Communications Department Photographs used with permission from Omni Air,

Craig Pieper

Additional photographs as noted April 2017 | 5

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Aviator Bulletins

The latest aviation industry hiring news and more.

S u m m e r Tr a v e l i s H e a t i n g U p

United Airlines Adds Service to 31 Destinations Across the U.S. and Europe

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nited Airlines is revitalizing its route network with more destinations, more flights and more convenient connections for customers in both domestic and international markets. Subject to government approval, the carrier will add a seasonal route between San Francisco and Munich for the first time ever, and one of the carrier’s daily flights between Newark, New Jersey and Tel Aviv, Israel will be upgauged with the new Boeing 777-300ER. The airline is also growing its domestic network, adding even more connections and additional service to 30 destinations across the U.S. “Starting this summer we’re offering more flights, to more destinations at more convenient times than in recent memory,” said Scott Kirby, president of United Airlines.

“And with bigger and more modern aircraft for many of our flights, we’ll be getting you to the moments that matter most - relaxed and ready to go.”

New International Service United’s seasonal flight between San Francisco International Airport and Munich Airport begins on May 24 with service from MUC to SFO returning the next day. The route will be operated with one of the most advanced passenger airplanes, the Boeing 787 Dreamliner, which delivers unprecedented operating efficiency, comfort and lower emissions.

Beginning May 5, United will operate one of its Newark-Tel Aviv flights with a Boeing 777300ER aircraft, featuring the all new United Polaris seats.

This will be the second route – in addition to the carrier’s flights between San Francisco and Hong Kong – that will utilize the brand new Boeing 777-300ER. New Domestic Markets United is growing its domestic network by improving connectivity through its hubs, offering better products and scheduling optimal flight times. The new routes bring non-stop service to more cities giving customers more convenient travel options to some of the country’s largest cities, and beyond. The carrier is adding service to thirteen

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cities, including four all-new destinations: Champaign/ Urbana, IL; Columbia, MO; Rochester, MN and United’s shortest flight to Santa Rosa, CA. Expanded Domestic Service United is also introducing daily summer service in six markets. Flights to Salt Lake City, Fort Lauderdale, Tucson and New Orleans not previously offered in the summer, will now move to year round service.

Added Flight Frequencies In an effort to increase customer choice in key business and leisure markets, United will add additional daily flights in 15 existing markets.

In total, United is adding 47 new daily round trips to its domestic schedule. The flights will be on a variety of mainline and regional jets that will add nearly 8,700

additional seats per day and approximately 90,000 new flight miles. These flights are now available for purchase with domestic service beginning as early as June 8. Flights returning to United’s international seasonal summer schedule such as Xi’an, China and Rome are also available on United.com.

See full story at United.com.

Image provided by United Airlines

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Here We Grow Again

Image provided by Envoy

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t’s been yet another busy month for Envoy, with two brand new 76-seat Embraer 175s (E175) joining the fleet to begin service in April. That brings the total count of E175s to 33, and as more aircraft come in, it’s imperative to continue hiring pilots.

A full 64 new pilots joined Envoy in March to begin filling seats in all three aircraft types at Envoy’s bases in Dallas/Fort Worth (DFW), New York LaGuardia (LGA) and Chicago (ORD). Naturally, this means First Officers are upgrading to Captain at a faster clip – in the month of March alone Envoy upgraded 38 pilots to the left seat.

Making room for these newly minted Captains, 40 pilots flowed to American Airlines since mid-February. As part of Envoy’s guaranteed flow-through agreement with American, every Envoy pilot is offered the opportunity to embark on a fulfilling and lucrative career with the mainline carrier.

Just getting started? Envoy’s Cadet Program helps young pilots launch their career, as they complete their 1,500-hour minimum flight time at one of our partner

flight schools. Currently, Envoy has nearly 100 Cadet Instructors in its Cadet Program on their way to becoming Envoy’s newest First Officers.

In other Envoy news, the Rotor Transition Program (RTP), which helps military helicopter pilots transition to a career as a commercial pilot, has taken off and is gaining serious ground. Since the beginning of the RTP, over 200 pilots are associated with the program.

Coming this summer, American Airlines has announced that Envoy will be adding three new routes from ORD starting July 5. This includes three daily flights each to Greensboro (GSO) and Greenville/Spartanburg (GSP) and two daily flights to Appleton, Wisconsin (ATW).

As we continue to grow month after month, Envoy invites aspiring commercial pilots to consider joining the winning airline. For more information, email EnvoyPilotRecruitment@aa.com, Follow Envoy on Facebook (Envoy Pilot Recruitment) and stop by one of many recruiting events listed on the web at envoyair.com/ events.

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Aviator Bulletins ExpressJet Airlines Hosts Open Houses

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xpressJet Airlines is pleased to announce Open House events at our Atlanta headquarters on April 22, 2017 from 10:30 a.m. – 4:30 p.m. EST and at our Houston Training Center on April 29, 2017 from 8:00 a.m. – 1:30 p.m. CST. Aspiring airline pilots and aviation students, professionals and enthusiasts of all ages are encouraged to attend.

Our Open House events aim to help you make the smart choice for your future by providing you an inside

look at what it’s like to start your career at ExpressJet. Attendees will have the opportunity to speak directly with our chief pilots and recruiters, meet flight schools and flight instructors, and experience our professional flight simulators used to train ExpressJet pilots.

Event attendees will be entered into a raffle to be a part of a flight experience with ExpressJet. One grand prize winner will be awarded at the event.

Please register at www.expressjet.appointy.com.

Images provided by ExpressJet Airlines

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Jet Linx Continues to Serve Cuba Jet linx continues to see demand for flights to cuba a year after achieving authorization to operate in the country.

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t’s been a year since U.S. airlines achieved authorization to operate in Cuba and just this week, many commercial airlines announced that they will be pulling back flights to the country. Despite this being the case, a steady demand for service to Cuba remains from Americans hoping to travel to the country.

Though commercial airlines are cutting back on flights, it’s not the case for private aviation companies such as Jet Linx. A private aviation company serving 14 cities across the U.S., Jet Linx celebrated its first anniversary for flight authorization to Cuba.

The company has successfully taken multiple flights to Cuba over the past year. Jet Linx continues to offer service to Cuba from the United States and assists clients

Images used with permission from Pixabay.com

in obtaining necessary permits and visas and in making arrangements for their trip.

Upon launching service to Cuba in March of 2016, Jet Linx partnered with Jetex Flight Support for support services in Cuba. Gordon Macari, International Trip Planning Duty Manager at Jetex, personally oversaw the first few trips that Jet Linx flew to Havana, and his team continues to assist all Jet Linx flights to Cuba.

“Having done business in Cuba for 10 years, Jetex is well versed on the location and offers tried and tested support on the ground from their partners,” said Meric Reese, Jet Linx Aviation Flight Coordination Manager.

“We have had successful experiences on all of our trips to Cuba, and now that we’ve got a few trips under our belt, we are better and faster at executing these missions.”

Recently, Jet Linx was able to provide a client with a flight to Havana in just a few hours’ time. While this is not necessarily the norm, it affirms the team’s dedication to understanding how other countries operate, and to learning how to make things happen for clients that may otherwise seem impractical.

April 2017 | 11

Aviator Bulletins Alaska Airlines adds Europe’s Condor Airlines as Mileage Plan Partner will count toward elite status in Alaska’s Mileage Plan.

Redemption for award travel will begin at a later date.

Members of Virgin America’s Elevate program can earn Alaska Mileage Plan miles on Condor when using the Alaska Mileage Plan number that was issued to them earlier this year.

Image provided by Alaska Airlines

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laska Airlines March 20th announced Condor Airlines as its newest partner, giving members of its award-wining Mileage Plan more opportunities to earn and use miles on flights to Europe. Condor flies nonstop to Frankfurt, Germany from Seattle; San Diego; Las Vegas, Portland, Oregon, Anchorage and Fairbanks, Alaska; and Vancouver, British Columbia. Starting in June, Condor will add new nonstop Seattle-Munich service.

Alaska travelers arriving on Condor flights to Frankfurt and Munich can connect to more than 75 destinations across Europe, Africa and Asia.

Alaska is raising the bar to allow Mileage Plan members to travel and earn miles to more than 900 destinations around the globe through a unique network of international partners. Over the last two years, Alaska Airlines has made several enhancements to its best-inclass Mileage Plan program including three new global partnerships and adding ways to earn miles faster, get elite status sooner and redeem miles for award travel.

“We are continuing to bolster our international partner portfolio, giving our guests access to more of the globe.

Condor provides a key link, with its nonstops from seven Alaska gateways to Europe and beyond,” said Andrew Harrison, Alaska Airlines executive vice president and chief commercial officer. “Condor’s nonstop flights from Seattle to Germany allow our guests to step on the plane at Sea-Tac and step off in Europe, earning Mileage Plan miles along the way.”

Condor travelers can join Mileage Plan for free and earn miles starting today. Existing Alaska Mileage Plan members can also start earning immediately. Miles flown

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“We have enjoyed a longstanding partnership with Alaska Airlines that dates back eight years, prior to our introduction of nonstop Seattle service,” said Ralf Teckentrup, CEO of Condor. “As Condor embarks this summer on our largest expansion of new U.S. gateways and routes, we are thrilled to expand our relationship with Alaska Airlines to offer our customers the opportunity to earn miles to all of our 75 destinations around the world.”

Alaska Airlines and Condor have been connecting passengers between the two carriers on flights from Europe and North America, using an airline industry partnership called an “interline agreement”, but until now have not had a mileage partnership. With the new mileage partnership, travelers on Alaska Airlines and Condor will still be able to connect seamlessly, while also earning miles and exchanging it for award travel in Mileage Plan.

The number of travelers flying Condor between North America and Europe has more than doubled in the last three years, with Condor‘s newly introduced trans-Atlantic routes. By summer, Condor will serve 16 cities in North America, including Alaska’s West Coast cities and its newest gateways of New Orleans and Pittsburgh.

Condor, Germany’s third largest carrier, is known for its excellent customer service, low fares and modern fleet of Boeing 767-300 aircraft which offers business, premium and economy classes of service. All Condor passengers receive complimentary checked baggage, beverages and meals and in-flight entertainment. Condor’s business class features reclining seats, a personal in-seat, premium touch-screen entertainment system, power and USB ports at every seat and gourmet, five-course meals with complimentary wine, beer and cocktails. Business class passengers also have access to priority check-in and business class lounges at most airports. Premium class features seats with added legroom, leg rests and adjustable headrests, a premium in-flight, in-seat entertainment system with an extended program, USB ports at every seat, premium meals and complimentary beverages.

Read more at newsroom.alaskaair.com.

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Alaska Airlines and Virgin America share vision for the future “While the Virgin America name is beloved to many, we concluded that to be successful on the West Coast we had to do so under one name - for consistency and efficiency, and to allow us to continue to deliver low fares.”

In addition to low fares, network growth and awardwinning service, Alaska will spend the next few years making major enhancements to its already award-winning guest experience and incorporating favorite elements of the Virgin America experience.

Enhancements include:

Image provided by Alaska Airlines

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laska Airlines and Virgin America shared their vision for the future of the combined carrier, as the company solidifies its status as the West Coast’s premier airline.

After careful consideration, the combined company will adopt Alaska’s name and logo, retiring the Virgin America name likely sometime in 2019. However, the combined airline will adopt many of the brand elements that Virgin America enthusiasts love about their favorite airline, including enhanced in-flight entertainment, mood lighting, music and the relentless desire to make flying a different experience for guests. The goal is to create a warm and welcoming West Coast-inspired vibe.

• Modern, warm and welcoming vibe – Guests will start to see some of the new Alaska brand personality come to life throughout 2017, to create a warm and welcoming West Coast vibe throughout the guest journey. Music from fresh new artists will be featured on planes, in airport lobbies and at gates. In 2018, Alaska will debut an entirely redesigned cabin with new seats and amenities, and has already started to retrofit select Boeing aircraft with expressive blue mood lighting. Modern, stylish uniforms by fashion designer Luly Yang will roll out in mid-2019 for flight attendants, customer service agents, pilots, mechanics and ground crew.

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“Our goal from the very beginning of this merger was to become the go-to airline for people on the West Coast, with low fares, convenient flights, a premium product and genuine, caring service,” said Brad Tilden, CEO of Alaska Air Group. “Three months in, we’ve dramatically grown our presence in California and are united behind a new purpose: Creating an airline people love.”

Alaska has been actively growing the airlines’ newly combined networks since closing the merger in December.

Earlier this month, the airline announced 21 new markets with 25 new daily departures out of San Francisco, San Diego, Los Angeles and San Jose, California – marking the largest addition of routes in the company’s history.

“We spent the last 10 months conducting extensive research and listening carefully to what fliers on the West Coast want most,” said Sangita Woerner, Alaska Airlines’ vice president of marketing.

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Satellite connectivity – Alaska’s entire fleet of Boeing 737 passenger aircraft will be equipped with highspeed satellite Wi-Fi beginning in fall 2018, with the remainder of the Airbus fleet to follow. Both fleets are expected to be fully satellite-equipped by the end of 2019.

More premium seats – Building on Alaska’s new First Class and Premium Class seating sections that debuted earlier this year, premium seating will be expanded across the Airbus fleet beginning in the fourth quarter of 2018. The number of First Class seats will increase by 50 percent (going from eight seats in the Airbus First Class cabin to 12) and are customized for enhanced comfort, featuring 41 inches of pitch, improved seatback storage pockets, cup holders, footrests and personal power outlets throughout the cabin. The redesigned Airbus cabins will also feature 18 new Premium Class seats with 35 inches of pitch and complimentary beer, wine and cocktails.

The country’s top-ranked frequent flier program – In 2018, Alaska Mileage Plan will become the sole loyalty program for both airlines, offering guests more rewards, an expansive global partner network and the only major airline loyalty program that still rewards a mile flown with a mile earned on Alaska and Virgin America flights. Members of Alaska Mileage Plan enjoy some of the most generous benefits in the

April 2017 | 13

Aviator Bulletins •

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industry including complimentary upgrades, award travel starting at 5,000 miles one-way (plus taxes and fees) and a faster path to elite status compared to other airlines. With Alaska and Alaska Global Partners, members can earn and redeem miles to more than 900 destinations worldwide.

Complimentary upgrades – With 50 percent more premium seats being introduced to the Airbus fleet, elite loyalty members will enjoy the most generous complimentary upgrades in the industry. Mileage Plan MVP Golds and above are upgraded to First Class or Premium Class 75 percent of the time (based on average historic system wide rates of upgrade) on Alaska Airlines flights. Complimentary upgrades on Airbus aircraft will debut for the first time ever in late 2018.

Free movies – In January, Alaska launched a temporary promotion offering its entire catalog of more than 200 movies and TV shows for free. Starting now, free entertainment on guests’ own devices will be a permanent feature on its Boeing fleet and the same free library of movies and TV shows will expand to Airbus aircraft via Red entertainment system in August 2017. Guests on Airbus aircraft will continue to enjoy access to early release movies for purchase.

Free Chat™ – In January 2017, Alaska became the first and only U.S. airline to offer Free Chat onboard

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and will expand Free Chat to Airbus-operated flights in August 2017. Guests can stay connected to friends and family on the ground via Facebook Messenger, WhatsApp and iMessage.

West Coast-inspired food and beverage – Alaska and Virgin America continue to enhance their fresh, healthy, West Coast-inspired onboard food and beverage menus. Guests of both airlines enjoy craft brews, premium wines and delicious food options.

By June 2017, Alaska First Class passengers will be able to pre-select meals before they fly, and by early 2018, Alaska’s Main Cabin passengers will be able to pre-pay for their meals before they fly. Food preordering will be extended to Airbus flights sometime in the future.

Lounge expansion – By early 2019, guests will be able to relax in refreshed and expanded airport lounges in Seattle, Portland and Los Angeles, as well as new lounges in San Francisco and at New York’s John F. Kennedy International Airport. The expansion plans will double the square footage of Alaska’s airport lounges. Members also currently enjoy access to more than 60 partner lounges throughout the United States and around the world.

Read more at newsroom.alaskaair.com.

Cape Air Announces New Pathway Agreements

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ape Air is excited to announce we have reached Pathway agreements with Baylor University, the University of Dubuque and the Ohio State University. These agreements create a structured path for graduates of these schools to eventually join Cape Air as pilots after completing their degree and serving as a flight

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instructor. Cape Air continues to work on establishing other agreements with more Universities and Colleges and we hope to share more great news next month. For the latest list of programs and pathways to Cape Air, please visit https://www.capeair.com/pilots/index.html Image provided by Cape Air

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PSA Now Offers a Rotor Transition Program for Military Pilots PSA Airlines and SkyWarrior Inc. formally signed an industry-leading Rotor Transition Program agreement helping military rotor pilots transition to commercial aviation. PSA is partnering with Pensacola-based SkyWarrior and will contribute up to $23,000 toward flighttime requirements to help military rotor pilots achieve Restricted-Airline Transport Pilot (R-ATP) certification.

Most military rotor pilots qualify for the Federal Aviation Administration’s lowest-minimum R-ATP. Although many of these pilots have the 750-hour total time, they fall short of the 250-hour fixed-wing Pilot in Command (PIC) requirement or 25-hour multi-engine requirement.

PSA’s Rotor Transition Program is different from other programs and offers more to pilots in the flexibility and

affordability of the program. The program offers pilots the choice on how to fund getting flight hours and no GI bill use is required. Pilots can also build hours on their time, as long as it is completed in three months. Partnering with SkyWarrior also provides pilots the most competitive price-per-flight-hour in an affordable location, Pensacola, FL. PSA’s new Rotor Transition Program initiative is just one way PSA Airlines offers the most comprehensive benefits to its pilots. PSA Airlines is the fastest-growing regional airline in the country, and with a true pilot flow through agreement to American, a career as a mainline pilot for the largest airline in the world can start with this program. For more information, click here.

Image provided by PSA

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Aviator Bulletins Republic Airline awards Nothing But Blue Skies Aviator Scholarship to Elizabeth Grambo $5,000 scholarship announced at annual Women in Aviation International conference

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lizabeth Grambo is this year’s recipient of Republic Airline’s Nothing But Blue Skies Aviator Scholarship.

The $5,000 award, which is presented to a rising star among women in aviation, was announced last week at the 2017 Women in Aviation International conference held in Orlando.

“Liz and her passion for aviation really captures the spirit of this award,” said Republic Chief Pilot Ashley Gomez, who presented the award to Grambo. “The people of Republic Airline love the aviation business, and we’re thrilled when we see the same spirit in a young person who is already a role model for others. We look forward to a day when we can welcome Liz to the ranks of Republic aviators.”

“I’m grateful to Republic and its people for helping me achieve my dream,” said Grambo, who is doing her flight training at Community College of Beaver County in Pennsylvania. “I come from an aviation family – my mother was a flight attendant, my father and grandfather were aircraft mechanics, my aunt and uncle were pilots – but my love for aviation didn’t happen until just a few years ago when I took a ‘discovery’ flight that I’d saved up for and realized that this is where I want to work; I want an office that comes with a 30,000-foot view, a yoke and foot pedals.”

As part of her application, Grambo submitted a letter of recommendation from one of her flight instructors who wrote of her commitment even while working full-time: “We sometimes laugh when she explains how she manages to study for these difficult aviation exams with her busy schedule,” the instructor wrote. “Whether it’s recording herself reading questions so she can listen to them while driving, or sneaking in a quick study at work, she always manages to get the job done. I have no doubt that she will succeed in the world of aviation.”

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Image provided by Republic Airways

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Republic Airline to hold 7th Annual Pulling For Wishes Plane Pull Event benefits Indiana Children’s Wish Fund, and new partners Riley Children’s Foundation and Peyton Manning Children’s Hospital at St. Vincent

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n a competition like no other, Republic Airline employees and teams from around Indiana will face off against a 24-ton aircraft in the seventh annual Pulling For Wishes Plane Pull. Scheduled for Saturday, April 22, 2017, at Republic’s hangar near Indianapolis International Airport, the event primarily benefits the non-profit Indiana Children’s Wish Fund (ICWF), and will feature dozens of teams competing for the fastest time to pull an Embraer 175 aircraft.

“This is a wonderful event in support of a wonderful cause,” said Amy Chiappe, Republic’s Director of Inflight and a key organizer of the event. “Our people love a challenge and, most importantly, they love the chance to help provide a wish for a child. It’s become one of the real highlights of our calendar, and this year is no exception.”

Images provided by Republic Airways from last years Annual Plane Pull In addition to providing support for the ICWF, this year’s event will help benefit programs and initiatives at Riley Children’s Foundation and Peyton Manning Children’s Hospital at St. Vincent, both leading Indianapolis organizations dedicated to the health and well-being of children.

“This event is great fun, and it’s amazing to watch people face off against a giant aircraft … and win,” said Terry CeaserHudson, Executive Director of ICWF. “Most amazing of all, though, is how the people of Republic have really embraced our organization and its mission. We are truly blessed to have their support and love for our Wish children.”

To earn a spot in this charity tug-of-war, teams of 10 people must raise at least $500 in pledges or donations.

Prizes are awarded for the three fastest pulls as well as for best team costume.

The event, which is free and open to the public, starts at 9 a.m. and will feature food, music and appearances by local celebrities including the Indiana Pacemates, Pacers

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Aviator Bulletins Republic Airline Continued... mascot Boomer and the Colts Cheerleaders. This year’s event also will feature an extensive kid zone of activities sponsored by Kroger, including face painting, a bounce house, interactive games and aircraft tours.

Joe Staysniak, sports radio talk show host for 1070 The Fan and former Colts player, will serve as the master of ceremonies.

The evening of Saturday, April 22, Prime 47 in Carmel will host the Pulling for Wishes Plane Pull Gala, an exclusive cocktail attire tent experience, featuring a special performance by renowned comedian and impressionist Frank Caliendo.

For more information or to register a team, visit www. rjet.com or www.IndyWish.org, call the Indiana Children’s Wish Fund at (317) 913-9474 or email jbenner@indywish.

org. Registration deadline is April 14, 2017. Tickets for the evening gala can be purchased through ICWF. Last year’s event raised more than $430,000 to benefit ICWF, which grants wishes to children ages 3-18 suffering life-threatening illnesses. ICWF has granted over 3,200 wishes to Indiana children during the past 33 years.

Wishes include trips to Disney World, meeting celebrities, shopping trips, home computers and much more.

Since 2011, Republic’s Plane Pull has raised $1.4 million for ICWF. The Pulling for Wishes Plane Pull is dedicated to the memory of Carmel resident Tyler Frenzel, who suffered from leukemia and passed away in 2004. Tyler’s wish to visit Disney World was granted by Indiana Children’s Wish Fund.

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18 | Aero Crew News

1.888.228.8648 • calcoast.edu/aerocrew California Coast University | 925 N. Spurgeon St. | Santa Ana, CA 92701

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Trans States Airlines is Hiring Captain Qualified First Officers (CQFOs) for May Class Dates Captain-qualified, but still waiting to upgrade? This program allows qualified pilots to fly as either a Captain or a First Officer, depending on the airline’s scheduling needs. Take advantage of this great opportunity to start earning PIC time.

CQFO Qualifications

2,500 hours total time 1,000 hours multi-engine time 1,000 FAR Part 121 time (Can be a combination of Part 121 and Part 135 time (Time for this qualification is considered on a case-by-case basis.)

Visit transstates.net for more information or to apply online.

Images provided by Trans States Airlines

April 2017 | 19

Fitness Corner

Written by: Pilot Fitness

Know when to trust your gut!

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ut instincts – it’s something we are all familiar with; an odd phenomenon where the body’s reaction can override the brain’s logic. For quite some time it has been accepted that what is going on in your brain directly affects your gut. For instance; Have you ever lost your appetite or become nauseous after receiving bad news? Have you ever had a good or bad feeling in the pit of your stomach about an individual before getting to know them or even meeting them in person? Gut reactions are based on instinct and your thoughts/mental state can have a direct effect on your gut.

Have you ever considered the health and state of your gut could influence your mind?

Recent research has lead to the birth of “the second brain,” an affectionate name for our gastrointestinal tract. The trillions upon trillions of bacteria residing in our gut have been found to have a profound effect on our mental state by affecting our brain chemistry, neural development, emotional behavior, stress response and mood. They regulate our digestion, metabolism, extract and make vitamins, program the immune system, build and maintain the gut lining, block harmful bacteria from proliferating and even produce anti-microbial chemicals to protect against a variety of pathogens1.

Now why might this be important, especially for Flight Crew members?

20 | Aero Crew News

Our gut bacteria (or microbiome) is determined by many factors but mostly influenced by the foods we eat. Did you know we have 100 times more contact with the outside world through our gut than through our skin!2. When you eat, you essentially feed your gut bacteria and the foods you eat determines the type/quality of bacteria that thrive. These bacteria “talk” to the brain through its own nervous system know as the enteric nervous system (the governing body of our gut).

For example, depression was once thought of as solely a chemical issue within the brain (often due to a lack or inadequate amount of serotonin) but we now know that serotonin is found in abundance in the gut. In fact, the gut microbiome makes up 99 percent of the DNA in your body and actually influences the expression of your 23,000 genes!

We are changing our gut bacteria with poor food choices, thus changing the signals being sent to our DNA. This increases “free radicals, oxidative stress, and inflammation”3. As flight crews, we are already bombarded with radiation during flight, so we need all the help we can get through our diet for protective benefits.

By improving the quality of the foods we eat to a whole foods diet based on plants, we are promoting healthy gut flora, which over time, sends messages to our brain to begin craving healthier

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Fitness Corner

Images provided by Pilot Fitness food. Some of the benefits are improved mood, energy, focus and digestion to make you a safer pilot. Better gut flora also improve immune function to keep you flying and your sic-ation for real vacation!

So what are a few simple ways you can change your gut for the better?

1. Reduce, or better yet, eliminate your fast food/ processed food intake! Download the Fit Flyer App (IOS) for delicious recipes that are easy to prepare, hold up to the demands of a 4 day trip, are comprised of restorative, health promoting whole foods and easy to make!

2. Join our Shred 10 Event on Facebook starting in May! Join others in a 10 day challenge to eat clean, lose weight and jumpstart the month! Like our page to stay in the know.

3. Incorporate as many whole foods into your diet as possible - skip anything in a package! Also, read the ingredient labels to cut out the offenders of processed ingredients like refined grains, sugars, oils, preservatives, stabilizers, colorings, etc.

4. Take a probiotic.

References: 1.

Carpenter, S. Phd (2012, September). That Gut Feeling

2.

Gregor, M. MD (http://nutritionfacts.org/)

3.

Mercola, Dr (2015, May 17). Gut Microbes and Brain Health

Visit our website at www.pilotfitness.com About Pilot Fitness The Pilot Fitness Team is comprised of husband and wife duo Joshua and Lauren Dils. Together they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly.

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

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

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

April 2017 | 21

Food Bites

Written by: Craig Pieper

Stranded in Chicago by Stella Theory, Chicago

Carne Asada Sandwich. Photo provided by Joel Sorinsky

I

started my four-day trip on Sunday knowing that Stella was going to somehow mess up my trip on Tuesday. We were scheduled to spend fifteen hours in Portland, Maine, but our ORD to PWM leg canceled before we even left YWG. When we arrived at the downtown hotel in ORD, the crew and I decided to meet up and go out for some food.

We convened downstairs and after a quick search on Yelp we agreed on a place called Theory, and we could not have picked a better location!

After a short six-minute walk we found the sports bar and walked into a Hip-Hop Barbecue of music, nothing but oldschool hip-hop (Hip-Hop Barbecue is a channel on Pandora). It was like stepping back in time to my days of high school when hip-hop music was good! Nothing but old-school favorites like Biggy, Cypress Hill, Ludacris, Eminem and Snoop Dog, just to name a few.

Our bartender handed us our menus and a round of drinks, and I asked my usual question, “What are the most popular items on the menu?”

She rattled off a few things, but nothing that hadn’t already

22 | Aero Crew News

caught my eye, so I had to ask, “How is the Carne Asada sandwich?”

With that her eyes lit up and she said, “That’s MY favorite!”

“Done!” I said.

As soon as the food showed up, Joel, the manager was right behind thanking us for coming in and offered his advance, “Enjoy the food.”

The first thing I noticed was the incredibly fresh brioche bun, we all know a sandwich can be judged on this alone! A stale bun is the first sign of a bad sandwich. I fell in love at first bite with an incredible explosion of taste! The meat was perfectly seasoned, incredibly tender and cut up small enough that you are not ripping pieces apart with your teeth. The pepper jack offered a nice kick of heat, yet the guacamole, chipotle aioli and pico de gallo moistened and balanced it out perfectly. Finally the bun that looked fresh was beyond fresh and just melted in my mouth.

I knew after two bites that This Sandwich was beyond good enough to make it into Food Bites! Joel came around again and

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Food Bites I motioned him to stop by. I had to compliment him and I mentioned this column. Luckily, my First Officer, Pablo, ordered the same sandwich, and we both complimented Joel on this amazing achievement and balance of perfection. My Flight Attendant, Cotty, ordered the pulled pork sandwich, which also looked incredibly tasty! I will have to order that next time, maybe… I might just stick with what I know!

I paired my sandwich with a double IPA made from an Illinois local craft brew, Solemn Oath Beers, which just happened to be on special that night. The Double IPA had an incredible hop flavor that I particularly like and it married very well with the Carne Asada.

As I write this piece, it’s lunchtime, the day after, and my biggest regret is not ordering a Carna Asada for the road! I guess it will have to wait until next time! If you happen to be in downtown Chicago, be sure to stop in a little place called Theory and grab a hold of this amazing sandwich, say “Hi!” to Joel.

As always be sure to enjoy any alcohol responsibly.

If you have any great spots to eat at, feel free to share them with us... foodbites@aerocrewnews.com

Carne Asada Sandwich. Photo taken by Craig Pieper Theory 9 West Hubbard Street Chicago, IL 60654

theorychicago.com 312-644-0004

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Safety Matters

Written by: Scott Stahl

FOQA

Gateway to Data Analysis

I

n the last article, we discussed the advent and development of the ASAP system for pilots to report operational issues encountered during routine and non-routine operations.

This created a way for operators, and the FAA, to track operational trends that might signify risk in an operation and allowed for ways to mitigate risk and reduce the likelihood of an occurrence that may result in an accident. By having the pilots report issues that were then de-identified and protected, the operators could track these issues for the first time in aviation history, while protecting the people who reported them.

Following the development of ASAP, the FAA implemented FOQA, or Flight Operational Quality Assurance Program, starting in the early 2000’s as provided in Advisory Circular 120-82. Like ASAP, FOQA provides a computer data driven system by which specific parameters on events can be collected by an operator for the purpose of identifying risk trends and analysis with the goal of working to mitigate, build awareness, and educate; on the occurrence of these events and ways to reduce them.

Each operator then takes this data, de-identifies it to make it anonymous, and then shares it with both the FAA and other air carrier operators with the goal to make all constituents aware of these trends, to provide a means to track and improve these trends within the operator and the industry. The FAA then uses the aggregated data to improve rule making, change guidance and update the best available information, training materials and requirements, etc. Unlike ASAP, which includes the perspective of the crew, FOQA is a collection of raw aircraft data. When used in conjunction with ASAP, it provides much greater detail and insight into events that might otherwise not have been fully understood. It also helps to solve ambiguity in a situation as the way it may be remembered or understood by a crew may be different in some ways than what really happened. Of course, some ASAP events also go unreported, while FOQA is always recorded.

24 | Aero Crew News

Photo used with permission from Pixabay.com Essentially, FOQA reads input from aircraft sensors and records them, in a set format, into a downloadable computer memory system for later retrieval by the operator. It is also common for this data to be transmitted to the operator at intervals through the ACARS system to help the operator track the “health” of the airplane in real time. This ability to transmit aircraft data in real time played a large role in helping to determine the cause and sequence of events in major air disasters such as Air France 447, as investigators were able to put together a chronological sequence of events as the ACARS data transmitted back to the operator.

To participate in FOQA data collection, the operator must go through a process development and approval with the FAA, as well as collection development and validation phases to ensure accuracy of the data being collected. They must also set what parameters they are watching, how they will measure them, how often they will be collected, etc.

Once the operator knows what they are going to collect and how they are going to collect it, they have to actually collect data in a controlled environment so that they can then compare the data to what actually happened and “calibrate” the data collection until it is accurately reflecting the specific aircraft state they are monitoring. A good example of this might be the criteria for unstable approaches. First, the parameters are developed that would allow an unstable approach to be detected. Second, those parameters would be tested to ensure that they accurately reflect the various aspects of a stabilized or un-stabilized approach. An example of this might be

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Safety Matters

indicated airspeed at 500’ HAT. Once it is verified that the data being collected is accurate to reality, data collection begins. It should also be noted that there is an allowance for operational consideration built into the parameters. Going back to the airspeed example, the FOQA may only record an “exceedance” of allowable approach speed if the speed value is outside the accepted “stabilized approach” criteria for that operator. If the operator’s stabilized approach criteria allows for +10/-5 KIAS of target airspeed, then the FOQA would be set-up to flag data that fall outside of that allowable range. It should also be noted that FOQA is most effective when data is collected in aggregate over hundreds or thousands of operations, since this will better highlight trends and operational considerations rather than focusing on each specific flight (although it does this too).

Once the collection of data begins, it can be disseminated among the various stakeholders to improve processes throughout the company. For instance, FOQA may highlight a frequent exceedance of a maintenance critical parameter (such as engine EGT on start, or lack of sufficient warm-up on an APU), which informs maintenance of an issue. This information can then be shared with Flight Operations, who can then work with maintenance, training and line pilot representatives to determine what the root cause is and then update training, guidance, policy and maintenance procedures, as a result. This not only improves operational safety through a constant and ongoing evaluation process, but can often save the operation a significant amount of money by preventing unnecessary maintenance costs and downtime. It should also be noted that the costs saved in avoiding accidents can’t be quantified easily, but is the most significant area of savings of all. Once any changes are made, the data can be monitored to determine if the changes were effective or whether there is further improvement needed. Impacted are various stakeholders, include management, training departments, safety departments, maintenance departments, flight ops, dispatch, meteorology and anybody else who may benefit from the collection of data to gather more information or improve internal processes and procedures.

In an aviation accident, an important concept to understand is that the occurrence of sudden and unpredictable accidents is virtually nil and the clear majority of mishaps are caused by a sequence of events leading to an accident; each one of which could have been prevented and the accident avoided.

Therefore, despite the inevitability of error, not every mistake leads to an accident. It is also why there are usually multiple protections in place to try to make sure a mistake is an isolated event and not part of a bigger sequence. The foundation of aviation safety is to put multiple layers of protection in place that attempt to prevent this sequence of events from forming.

FOQA plays an integral part in this concept of safety because basic probability indicates that the more an event occurs, the more likely it is to result in a mishap. By using FOQA data to identify trends, measures can be implemented to mitigate the

risk of those trends. Unstable approaches are a good example.

If five out of every hundred approaches are unstable, then the risk of a mishap or runway excursion is much higher than if one out of every thousand are unstable.

The big concern for most pilots with FOQA is that “big brother” is watching them and that the FAA can use this data against them at any time and for any reason. However, this is an unfounded fear due to the collection process. Yes, the data are collected, but it is provided to the FAA in aggregated form, which provides literally millions of data points for the FAA industry-wide. Remember that the goal of FOQA is not to focus on one data point, but to provide overall trend information with the goal of improving overall safety.

On the operator’s end, the data collected is the sole property of the operator and is very carefully controlled, collected, maintained and secured by the operator as part of the FOQA approval process. It also has very protected and restricted access by only authorized users. Unions, if applicable, also must sign-off on the use and protection of this data with the intent of protecting individuals from unwarranted investigation or prosecution. If the data ARE provided to the FAA, they are either anonymous, or provided in an identifying manner with the understanding that the data still belongs to the operator.

The reason FOQA is such a critical component in aviation safety, in addition to the benefits listed above, is that it forms one of the cornerstone components of the next phase of safety innovations, which is a Safety Management System or SMS. This will allow, for the first time, preventative safety development that seeks to reduce risks before they happen, rather than waiting for trends, that could result in mishaps, to develop first.

The next few articles will discuss the remaining components of the modern safety system and how they relate to the development and phase in of SMS as a standard way for air carriers to operate. This will mirror the current push in the industry, and the FAA’s mandate to implement SMS industry wide over the next couple of years.

Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Scott obtained a Bachelor's in Aeronautical Sciences from Embry-Riddle Aeronautical University's Arizona campus, with a minor in Business Administration. He also obtained his Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical University’s Arizona Campus. Scott is currently a First Officer at a Regional Airline and has over 4,000 hours of flight time and is an active CFI with FAA Gold Seal.

April 2017 | 25

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Contract Talks

I

Written by: Marc Cervantes

Maximizing V a c a t i o n T i m e

n today’s fast-paced work environment, it is easy for one to become submerged in the workforce in an attempt to strive for the top. In the airline industry though, much is dictated by seniority, from schedules to assigned aircraft to hourly compensation. The amount a pilot works, or flies, will predominantly affect how that pilot is paid. Vacation for most is then a “reset,” allowing down-time to refresh the body from stress that the job demands. Others may utilize this break to explore the world or indulge in their hobbies. Regardless of how a pilot utilizes vacation time, there is doubt that it is required. Unless the pilot is financially strapped for money, maximum vacation time will be sought out each time, but significant variations may exist for someone depending on the airline’s work rules and contract. Differences such as time-off granted or compensation during vacation exist. Since the aforementioned weigh heavily on quality of life, it is important for pilots to be aware of how each airline handles vacations.

It should first be noted that there are two methods for how pilots obtain and utilize vacation within a specific airline: Paid-Time-Off bank and Accrued Vacation. The PaidTime-Off bank is a bank generally allocated for sick calls, vacation time, and time off. A pilot earns a certain amount of hours toward the paid-time-off bank which is dependent on longevity. If a pilot calls in sick or has vacation, the paid-time-off bank will be reduced by the appropriate amount. In extreme cases, pilots who call

in sick frequently may be faced with a decision to either not be paid for a sick call or not be paid for vacation. Some airlines offer another method, called “accrued vacation.” An airline will have a specific bank for vacation that is not used for anything else; the vacation days will also be determined by the pilot’s longevity. It is worth mentioning that a pilot’s longevity is not the same as seniority — longevity can be reduced if lengthy leaves of absences have been taken by the pilot. Furthermore, both banks can be cashed-out if a pilot resigns and has any unused vacation for the upcoming year or any accrued vacation for the following year.

Vacation weeks are bid for by pilots by their seat and domicile in seniority order.

Bidding varies drastically by airlines though. Some airlines will allow pilots to bid for each of their vacation weeks for the upcoming year during a set period of time.

Other airlines will break the upcoming year into two sections, requiring their pilots to bid for vacation within those windows.

Although not a clear detriment to quality of life, this can make planning for special occasions difficult.

The biggest difference in vacation among airlines occurs when it is time to bid for a monthly schedule. There are two forms of bidding for monthly schedules: “Line Bidding” and “Preferential Bidding System.” Without a doubt, line bidding benefits pilots the most.

Photos used with permission from Unspalsh.com

28 | Aero Crew News

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Contract Talks pay (on top of MMG). Some extreme circumstances exist where pilots will work for free; that is, any trip picked up or traded for in a vacation month will increase the pilot’s line value until that value is the same as the MMG. Additionally, if an airline utilizes a Paid-Time-Off bank, the airline may reimburse one’s vacation pay if a pilot decides to work on that day. This would prevent pilots from cashing in on extra pay.

Photo used with permission from Unspalsh.com During it, a process called “vacation touching” will occur which will maximize days off for pilots. When pilots input their bid in a vacation month, any trip that touches a vacation week will be removed from that pilot’s schedule. Whatever trips remain determine the Line Value for that month. Pilots are paid the greater of Line Value or Minimum Monthly Guarantee (MMG), which is usually 75 hours. It is therefore not uncommon for pilots to turn one week of vacation into three consecutive weeks through line bidding. Although the pilot will be paid MMG during that month, he or she has the option to pick up trips for additional pay.

Preferential Bidding System will not grant as many days off for pilots as line bidding. Each vacation day, or day off, will have a certain amount of credit associated with it. Normally, the credit is the same as the airline’s minimum day protection, varying from three and a half hours to five hours per day. The vacation week is then loaded into PBS. The system must then award trips to that pilot that reaches a certain credit for the month, usually around the MMG for that airline. Although three weeks off would be rare to obtain through PBS, pilots can generally turn one week of vacation off into 12-16 consecutive days off, depending on seniority.

Working during vacation is almost always allowed. During line bidding, pilots should pay careful attention to how the contract is worded. Most likely, any trip picked up will be extra

There is a certain degree of freedom that exists when it comes time to moving vacation weeks around. Trading between two pilots is mainly allowed, as long as both pilots are in the same seat and domicile. Furthermore, a pilot is allowed to trade his/her week for another week if it is free—that is, no pilot owns that week off. Airlines will usually require an advance notice from the pilot in order to accomplish the trade.

Depending on the airline, some require as much as two months notice before either week of vacation; others need the trade to be submitted before bidding for the next month’s schedule begins. As a last resort, pilots generally will be allowed to slide their vacation week by a few days (normally three). Prior notice must be made, and is usually done a few weeks before the vacation month begins. If a trip drops due to vacation touching caused by a vacation slide, the amount of credit associated with that week will generally be deducted from that pilot’s line value and MMG. Vacation time is not the first thing that pops into a pilot’s mind when comparing different airlines as an employer.

The benefits associated with vacation, though, can vary significantly from one airline to another. Important factors that differ include the method of accruing vacation, how to bid for vacation, and compensation during vacation. Ultimately, while vacation time is not a be-all-end-all in selecting an airline, it can have pronounced benefits for that pilot’s desires.

About the Author Marc Cervantes is an Embry-Riddle Aeronautical University-Daytona Beach graduate, having received his MBA in Aviation Finance as well as his BS in Aeronautical Science. Marc is currently a First Officer for a regional airline, having logged over 3,000 hours of flight time.

In his spare time he volunteers on three separate MEC committees and has started up an organization dedicated to helping the younger generation of pilots network with current pilots. Their goal is to help pilots looking to join the regional airlines.

For more information about Professional Pilots of Tomorrow visit ThePPOT.org.

April 2017 | 29

Omni’s B777-200ER fleet with modern interior, seating for up to 380 passengers, and a range of 7,400 nm is optimal for long-haul operations.

O

Since flying US troops is a key part Omni’s operation, pilots operate into various bases around the world.

mni Air International (OAI) is a FAA Part 121 operator that specializes in charter passenger transportation and operates a fleet of Boeing 767-200s, 767-300s, and 777-200s. Omni participates in the global market and has the capability to provide transportation to virtually any location around the world. Since 1993, OAI has undergone consistent growth while adapting to change. Throughout the company’s history, it has shown resiliency remaining successful during major operational changes such as converting from a cargo carrier to an exclusively passenger charter airline. Omni’s leadership has always encouraged a “can-do” attitude whether it was associated with the challenges involved in transitioning from DC-10s to an all-Boeing fleet, or taking on tasks to meet customer’s needs no matter how difficult.

For the past two decades we have taken pride in providing the best possible quality service that is tailored precisely to our client’s needs. We have an excellent reputation with various corporations, vacation groups, and government agencies because of our dedication and versatility. Omni’s success stems down from our founders who still play an integral role in our company. Regardless wherever our client needs to go in the world, we provide top quality service. With over 130 countries traveled to already, the possibilities are endless.

30 | Aero Crew News

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Although headquartered in Tulsa, Oklahoma, Omni does not fly exclusively out of a specific domicile. Instead, our aircraft are located strategically around the world. Because of this, our pilots are not constricted to living near major hubs. In fact, they can easily get to work from over 120 gateway cities. This provides our pilots the ability to live wherever they choose. Pilots fly positive space to where they will start their trip allowing them to cut out the hassle and uncertainty of jump seating to work.

Flying wide-bodied aircraft is another great experience for any pilot seeking to advance their career towards bigger aircraft.

With our short upgrade time, First Officers advance to Captain in an average of two and a half years.

Omni does not follow the traditional hub and spoke system that other airlines live by. Our routes are often unfamiliar and challenging, but also include destinations that are non-standard for other carriers. Most trips are long haul international flights.

Because of this, our pilots are able to see the world in an exciting way while having a great job. Pilots might go to bed one night planning on going to Ireland, but wake up to find they are flying

to Australia instead. In this regard, our pilots are required to be flexible in dealing with trips that are subject to change. This type of flying is geared towards spontaneous personalities who do not mind changing plans and enjoy challenging themselves.

Omni chooses to operate an all-Boeing fleet of 777s and 767s because of their fuel-efficient long-range capabilities, which are vital to our business plan. We are able to reach any part of the globe, giving us the ability to offer our services to clients anywhere. Our commitment to raise safety standards and increase our capabilities has driven us to attain 180-minute ETOPS, Polar Ops, Cat III, and IATA Operation Safety Audit registration. Aside from safety and practicality, comfort and amenities are high priorities for Omni. We are currently upgrading our fleet to a modern interior. New business and tourist class seating will provide exceptional passenger comfort while personal in-seat entertainment systems will entertain passengers for the duration of the flight. Additionally, LED lighting will increase the comfort and mood of the passenger cabin.

Omni provides year-round service between Las Vegas and Honolulu utilizing a B767-200ER.

April 2017 | 31

Omni is seeking to hire pilots who are best suited to our style of operation and have the experience and abilities to be successful. If you are flexible, driven, and willing to be challenged, review the minimum qualifications for First Officers below and send your resume to employment@oai.aero.

Minimum Qualification •

Commercial, Multi-Engine and Instrument ratings

•

2,000 hours total time

•

1,000 hours as PIC (Turbine Time a plus)

•

ATP or an ATP-CTP graduation certificate

•

Preferred candidates will also have some international experience, glass cockpit experience, and a Type Rating.

When a pilot has been signed off of IOE… they are well qualified to accomplish some of the most challenging international operations in the industry.

32 | Aero Crew News

Pilots who choose to join the Omni team and successfully complete our rigorous training put themselves in a marketability category like no other.

When a pilot has been signed off of IOE from Omni Check Airmen they are not only PIC type rated in a Boeing 767 or Boeing 777, they are also well qualified to accomplish some of the most challenging international operations in the industry. While most pilots spend a career operating between a few domestic pairs, the Omni pilot who chooses to make a career of charter flying on a large scale will potentially visit more than one hundred countries all while making a comfortable salary and living wherever they may choose. If charter flying is not the long-term goal, a pilot who remains at Omni for the minimum amount of time will virtually have a VIP pass to the airline of their choosing. Our pilots are hired with ease to all legacy passenger and cargo carriers due to the qualifications and training received at Omni.

Therefore, regardless of your ultimate career path of choice Omni will provide you with the tools you need to be successful.

Anchorage AK, is just one of many unique locations that Omni pilots routinely fly into.

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Pilots who choose to join the Omni team and successfully complete our rigorous training put themselves in a marketability category like no other.

Fast Facts: Headquarters:

Tulsa, OK

Number of Passengers:

578,000 per year

Year Founded:

1993

Number of Bases:

120+ Gateway bases, 4 aircraft bases

Number of employees: 850

Bases:

Dallas, Baltimore, Seattle, Las Vegas

Number of Aircraft:

12

Key Benefits:

Home based, Quick upgrade,

Number of Pilots:

232

International flying &

Most Junior Captain:

August, 2014

Wide-body experience Credits:

Website - oai.aero Phone - (918) 836-5393

Adam Ramsey Alex Rincker Tyler Burgess Jonathan Lundberg TJ Morris Angela Bellville Deb Mitchell

Chief Pilot Technical Assistant to the Senior Director of Operations Flight Operations Technical Assistant Flight Operations Intern Flight Operations Intern Director of Human Resources HR Generalist

April 2017 | 33

Interview with Adam Ramsey, Omni Air Chief Pilot: Pre Interview: Craig: How do you select applicants to be brought in for

an interview?

Adam: Management receives submitted résumés and

reviews them using a thorough vetting process.

Then, management determines which pilots

should begin the interview process. The first step

in the process is a phone interview.

C: What can an applicant do to increase their chances

of being called for an interview?

A: Candidates who have met the Omni team at

recruiting events greatly increase the likelihood

that they will be called for an interview. It is

important to our team for candidates to speak with

us and get to know our organization prior to applying.

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

A: Job fair attendance is not required. However, as

stated earlier it greatly increases the likelihood of

getting a call for an interview. It is greatly

advantageous for the candidate to meet us prior to applying.

C:

A:

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

Omni is not your typical airline. We offer unique flying opportunities that most pilots will not find elsewhere. Candidates should be knowledgeable about our company, the type of flying we do, and the type of aircraft we operate. Pilots who are able to speak knowledgably about these subjects will be more successful in their interviews.

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

headquarters city the day before and get a hotel

room for the night?

A: Applicants that pass the phone screen and are

invited for a face-to-face interview would arrive the

day prior to the interview. The hotel accommodations

for that night are arranged and covered by Omni.

34 | Aero Crew News

C: Can you walk me through a typical day of interviews?

A: The schedule goes as follows: • Meet-and-greet with the Omni team • Written test • Simulator evaluation • Lunch • Pilot contract overview • Individual interview • Fingerprint scan/ drug testing for successful candidates C:

A:

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

Typical questions cover: • Work history • Behavioral and situational based questions • Background/personality information • Knowledge about Omni • Discussion of past flying experiences

C: Can you give me some examples of the TMAAT

questions that you like to ask?

A: An example of a question could include, “Tell

us about a time when you had to make a quick

decision without input from management” or

“Please describe an incident where you did not

see eye-to-eye with your co-pilot” or “Tell us what

teamwork looked like at your current/previous airline.”

C:

A:

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

Yes.

C:

A:

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

The biggest mistake an applicant can make is not being truthful or intentionally misleading us.

This is an automatic interview failure.

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Interview with Adam Ramsey, continued...

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

A: Yes, there is a written test.

C:

A:

What can you recommend applicants study for that test? At what point is this test taken?

Applicants need to be knowledgeable with the ATP written test guide. This test occurs during the first portion of the interview.

C: A:

Is there a personality test?

We do not conduct a personality test. We ask that you just be yourself during the interview process.

We want to see if you can handle the job, will do the job, and will fit in with our airline.

Post Interview: C: Do you tell applicants they are hired in person that day?

A: Successful applicants will be offered a spot in

our training pool and hired upon successful

completion of training.

C:

A:

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

Invitations to attend training is performance based, not based on the date the applicant entered the training pool. If an applicant does well in the interview and is prepared, they can expect to be placed in a class within a month or two.

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

A: Yes

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

this year?

A: We expect to hire 60 new pilots this year.

C: What type of aircraft is used for the simulator evaluation?

A: A B777 fixed-base simulator.

C:

A:

C:

A:

C: Does Omni Air International have a pilot referral program?

A: We do not have a pilot referral program.

What types of scenarios should an applicant expect in the simulator evaluation?

They can expect to do basic IFR flying with an approach to landing followed by a V1 cut flown to an assigned altitude.

C: What are you looking for in the simulator evaluation?

A: We are looking for solid basic flying skills,

appropriate instrument scanning, and knowledge

of IFR airmanship.

C: What are some of the biggest mistakes applicants make?

A: Here are the most common mistakes we see

during the simulator ride: • Poor altitude control • Poor instrument scanning • Inability to successfully fly the V1 cut

C:

A:

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

We do not offer a hiring bonus.

Can you describe the career path program that Omni Air International has with other airlines?

Yes, we have partnered with Ameriflight, Air Cargo Carriers, and Great Lakes Airlines to provide their pilots a guaranteed Omni interview after meeting the career path program criteria as well as Omni’s employment criteria. Pilots who meet these requirements will be invited to participate in the normal Omni pilot interview process.

April 2017 | 35

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Cockpit 2 Cockpit

Written by: Marc Himelhoch

Getting a Job is a Full Time Job

I

f you ask anyone who has read Cockpit to Cockpit (www. cockpit2cockpit.com), they will tell you one of my recurring themes throughout the book is “getting a job is a full-time job.” Your success in career transition is directly proportional to the amount of effort you put into it. Early in the book I discuss some of the reasons why the airlines love to hire military pilots, but many military pilots in transition make the mistake of thinking that their aviation experience alone will get them hired at a major airline.

Many of us (myself included) quickly discovered in transition that flight hours/experience are just a small part of the total equation that translates to an interview invite and getting hired at a major airline.

Despite the talk of current or impending pilot shortages, the major airlines still have thousands of qualified applicants to choose from. There is still a lot of competition out there from both your military peers, and pilots from the civilian world.

Getting an airline to notice you still takes hard work, patience, and a positive “all-in” attitude.

Cockpit to Cockpit. The thing to remember about this advice is that while doing these things is not a guaranteed ticket to a conditional job offer (CJO), following this advice will certainly not hurt your chances. So if it may help, and it definitely won’t hurt….why not give yourself every advantage right?

Before I discuss some of the things you can do to increase your chances of landing an airline pilot interview, there is another component to the philosophy of getting a job is a full-time job that I want to touch on and that is the psychological factor.

The psychological element and stress of career transition can play a very real factor in your job search.

Everyone’s circumstances are different but generally speaking, many military pilots will experience some financial stress in their transition. Pilots who retire from the military at least have their retirement pay to help them through; but even in that case, you just had your monthly income cut in half.

Unless you have done some serious savings (intended to be Photo used with permission from Pixabay.com

Additionally, we each bring different assets to the fight.

Not everybody was a 4,000 flight hours squadron commander, an Instructor Pilot, a NATOPS or Stan/Eval Flight Examiner, a Wing Chief of Safety, etc. That doesn’t mean you won’t get an interview invite, it just means you may need to work a little harder than other pilots to add some points to your application/ résumé score to help get yourself noticed.

So what can you do to help separate yourself from the herd?

In Chapter 7 of Cockpit to Cockpit, I discuss many things you can do to help increase your chances of getting an interview invite. Some of these actions may seem unnecessary to you at the beginning of your transition process, however, by going the extra mile, you are communicating to the airlines that you are a proactive, “all-in” kind of pilot and that’s exactly who they want to hire. They want to hire productive pilots because they know that pilots who go the extra-mile are also pilots who don’t tend to call in sick just because they don’t feel like working. In this article, I will summarize some of the helpful hints contained in

April 2017 | 37

Cockpit 2 Cockpit

Photo used with permission from Pixabay.com used for your transition), you will likely have some degree of “pucker factor” while waiting for that all-important interview invite.

Pilots who separate after their initial active duty service commitment may feel it even more. For the active-duty pilots, I equate this leap of faith to being a kid playing on the monkey bars at the playground. You never want to let go with one hand until you have the next bar firmly in your grasp. It’s a scary feeling to know your last active-duty paycheck is about to be delivered and you have not received a call yet from any airline.

If you’re planning to transition to the Guard/Reserve component, hopefully you can get hired by your new unit before you have to separate from active-duty. That provides some degree of financial cushion. But what if the timing doesn’t work out? Now you have two job searches on your hands, an airline job search and a Guard/Reserve unit search. Talk about stressful huh?

Guard/Reserve babies have a couple years of full-time to get some flying experience. Then the rug gets pulled out from under them as they become traditional part-timers and have to find a civilian job. Hopefully their unit can let them “trough” for a period of time while they seek gainful civilian employment, but there’s no guarantee as those extra man-days are tied to the budget.

Any of the above can be a very stressful experience depending on your budget concerns and family situation. In the best case you’ll be watching your savings dwindle. In the worst case, you’ll have to go into “lock down” mode as you and your

38 | Aero Crew News

family seriously adjust your standard of living and discretionary spending.

In addition to the financial stress, in many cases there is also the frustration and self-confidence shaking experience of watching your peers get interviews while your phone still isn’t ringing. It can seem quite random as to why he/she got an interview invite before you did. You want to be happy for them but it’s tough when your transition is still in limbo. Your perception may be that you are far more qualified than some of these other pilots who are getting calls and that can be demoralizing, leading to feelings of self-doubt and frustration.

The reality of why some get calls before others is a different topic for a different day, and I don’t profess to have all the answers, but know that using the techniques in this article in addition to following the advice provided in Cockpit to Cockpit should help level the playing field.

Another advantage to the philosophy that getting a job is a full-time job, is that it can be used as a coping mechanism to help combat the negative psychological stressors mentioned above. By staying actively engaged in your job search and going the extra mile, it helps you feel more in control of your destiny.

Knowing that you are doing something every day to help move the ball forward toward the goal line will keep your mind off the negative feelings of frustration, self-doubt, and depression. But the techniques I’m about to present aren’t just mental exercises in self-esteem, these are time-proven techniques used to improve your application score and therefore improve your chances of getting the interview call. So, enough psychobabble, let’s get down to business and talk about some things you can

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Cockpit 2 Cockpit

do to land that dream job with your top airline choices.

1. Letters of Recommendation: The first technique is to get more “quality” letters of recommendation (LORs) attached to your application. What do I mean by “quality” LORs? Generally speaking, the best LORs to get are from people within the company you are applying to (i.e., internal recommendations), who know you very well and have flown with you often. They should be able to speak to not only your flying skills, but also your work ethic and personality on duty and off duty. I would give an LOR that meets all the aforementioned criteria a score of ten on a scale of one to ten, ten being the best. That doesn’t mean that you should turn down a recommendation letter from someone within the company you are applying to who doesn’t know you all that well. An LOR with a quality score of three is better than no LOR at all.

Some airlines are bigger on this than others in terms of how many letters you need. There is no magic number, but in general I would say to strive for at least five LORs for each company you apply to. While I’m on the topic, please allow me to use this platform to correct some now outdated advice Photo used with permission from Pixabay.com

contained in Cockpit to Cockpit. In Chapter 5, I talked about United Airlines wanting more LORs and especially more internal LORs than most other airlines. They have since changed their policy. Mr. Bill Kennedy, the senior manager for pilot hiring at United Airlines stated at the recent 2017 Women in Aviation International conference, that four quality LORs (internal or external makes no difference) will maximize the application points available for LORs. Look for this, and many other updates coming soon in Cockpit to Cockpit, 2nd edition.

2. Check More Boxes on Your Application: Check as many boxes as possible on your application. Each box you can check will add more points to your application score (except the “Any DUIs?” box…that probably won’t win you any points). Some may not seem like they apply to you, but they do. For instance, the certificates-and-ratings section of the application may ask if you have an English Proficiency associated with your ATP. Of course you do; it says so right on the back of your license. There may be a question on the application that asks if you have ever been a check airman. If you have been an evaluator in your aircraft, then answer yes! Obviously you don’t want to lie about anything, but if you can easily defend why you checked a box on your application during the interview, then by all means check that box! It’s better to be sitting in the interview explaining why you checked the box than to not be at the interview at all, right?

There are also a lot of boxes you can check by getting certain civilian flight ratings via the FAA Military Competency test. Even if you never plan to do any civilian flight instructing, if you have ever been an instructor in a military aircraft, then you might as well get your CFII certificate just by taking the FAA Military Competency exam.

You can search http://www.faa.gov for additional information.

Another easy square to fill on an airline application is the tail-wheel endorsement. You can go to just about any local airport and get a tail-wheel endorsement added to your logbook with as few as three to five hours of flight instruction.

Remember, every square you fill adds points to your application.

3. Attend Some Job Fairs: The industry is rapidly changing, so this is another area where some of the advice in Cockpit to Cockpit has become outdated. In the book, I stated that airlines you meet with at a job fair will add points to your application

April 2017 | 39

Cockpit 2 Cockpit

score for attending the job fair. That’s no longer true of all airlines. Some of the legacy airlines have recently stated that job fairs are informational only and don’t add any points. So you might be thinking, “Why should I waste my hard-earned money to attend a job fair if it won’t improve my application score?” In my opinion, job fairs are still a very valuable resource to help you get an interview and to help keep your head in the game.

Even if they won’t add points to your application, when you meet with an airline recruiter and hand them your one page résumé (that’s a foot stomper right there), as you’re speaking with them you will see them circling various items and making notes on your résumé. Why do you think they are doing that? They are doing that because after you leave, your résumé is going into one of two piles. The first pile is the “impressive candidate” pile and the other pile is the “did not impress me” pile. Your goal (following the techniques you learned in Cockpit to Cockpit) is to knock their socks off so you end up in the “impressive” pile. The recruiter is going to take the “impressive” pile back to the airline (you can guess where the “did not impress” pile is going to end up) and have HR pull your application and score it to see if you meet their minimum score to earn an interview invite. Now was it worth spending that money to attend the job fair? I would think so.

I understand that the big pilot job fairs including Women in Aviation International (WAI), Organization of Black Professional Aviators (OBAP), and National Gay Pilots Association (NGPA) can be very expensive to attend. Consider it an investment in your future in a career where you stand to make multiple millions of dollars by the time you retire. Additionally, it seems as though 2017 will be the last year that at least the Big Four (American, Delta, Southwest, and United) will be meeting with pilot candidates at these events. The trend for the foreseeable future seems to be invite-only, in-house pilot hiring events at each company headquarters. Therefore, the only costs associated will be your travel costs.

The other reason to attend job fairs, especially if you have already retired/separated and have not been hired yet, is to

combat the negative psychological stressors we talked about earlier. By staying actively engaged in your job search you are staying in control of your own destiny and moving the ball further toward the goal line. You will learn great techniques to help you succeed in your career transition and you never know whom you will meet at these events. Remember, getting a job is a full-time job!

4. Update Your Application and Résumé Frequently: This one falls squarely in the “rumor” category, and I don’t claim to have any hard data to back this up, but it stands to reason that the more often you update your application and résumé, the better. Not all airline websites will allow you to make changes after initial submission, but if you can make updates, you should do so frequently.

For one thing, it makes sense to me that in this digital age, the longer an application sits dormant, the more likely it is to get kicked out of the system to make room for fresh applications.

Another reason for frequent updates is that you have the opportunity to improve your application score. As you build more flight time, gain new duty titles, garner new awards, and so on, you obviously want to add those things to enhance your application.

So here is the rumor part. I have heard from various sources that airlines track how often you update your application and résumé as a measure of your work ethic and how motivated you are to work there. Some of my friends swear that they didn’t get an interview invite until they started making several updates per week. I don’t know how true that is, but it can’t hurt, right?

If you are actively flying, that’s an easy place to make updates to your application or résumé; flying hours. If you aren’t actively flying, it may not be quite as easy to find things to update. Just go in there and change “happy” to “glad” periodically so the computer system will register a login and update. Making updates daily would be best, but that may not be realistic. I recommend making biweekly updates at a minimum.

5. Volunteer Work / Community Service: A great technique to differentiate yourself from other candidates is to get involved Photo used with permission from Pixabay.com

40 | Aero Crew News

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Cockpit 2 Cockpit

in some volunteer work. We all have a cause that we care about, so this is a win-win-win for you, your community, and the airlines you’re applying to. You get to donate your personal time, training, and resources to a good cause while enhancing your résumé/application at the same time. If you can show that you enjoy doing things that are not just about yourself, things that give back to the community, or that you are passionate about a good cause or volunteering with your church, mosque, synagogue, and so on, it indicates to the airlines that you are a person of high moral character.

Additionally, it shows the airline that you are more than just a pilot, you’re a person with whom other pilots might enjoy spending a 3-4 day trip. This will definitely help you stand out from other applicants. Two airlines in particular that I know are huge on this are Southwest and JetBlue, and I suspect most of the other major airlines like to see it also.

If you are passionate about aerospace education, you might consider joining Young Eagles or Civil Air Patrol. If you love animals, volunteer with the Humane Society. Maybe helping those who are less fortunate is your calling in which case you could volunteer with the Salvation Army or any number of food banks, or homeless shelters. Speaking of homeless, why not help build some homes with Habitat for Humanity? These are just a few of literally thousands of volunteer opportunities available out there. Giving back will make you feel good about yourself and give you some great bullets for the résumé/application … not to mention some great interview stories you can tell given the right set-up question.

For some pilots, the military to airline transition goes seamlessly and they never even miss a paycheck in between, while for others it’s a financial, and mental struggle that can last for many months. Again, the “why him/her and not me” is a different article for a different day. The big takeaway here is that you can expect the results of your career transition to be a direct reflection of the amount of preparation and effort you put into it. Some of you may be putting a ton of effort in already and still not be seeing any results. Don’t give up!

By adopting the philosophy that getting a job is a full-time job, you will learn to turn those negative mental stressors into productivity that will produce results. Keep moving the ball forward every day! When you finally get the interview invite that results in a CJO, you will look back on your efforts with pride and know that they were all worth every ounce of blood, sweat and tears (hopefully mostly just sweat and tears). The advice in this article is just a small sample of the techniques and information contained in Cockpit to Cockpit.

For more information, visit www.cockpit2cockpit.com.

Additional Photos provided by Marc Himelhoch.

LT COL MARC Himelhoch, USAF (Ret), is a pilot with over 5000 hours of flight time. He grew up in Clearwater, Florida, where he met his wife, Missy Shorey. He graduated with honors from Embry-Riddle Aeronautical University in Daytona Beach, Florida, earning a masters degree in aeronautical science.

In 1995, Marc joined the US Air Force as a second lieutenant.

He served as a T-37, T-6A, and F-16 instructor pilot and as an F-16 higher-headquarters evaluator pilot. He logged nearly three hundred combat flight hours and flew in Operations SOUTHERN WATCH, NORTHERN WATCH, JOINT GUARDIAN, NOBLE EAGLE, and IRAQI FREEDOM. In 2014, Lt Col Himelhoch retired and became a commercial airline pilot. Marc interviewed with and received conditional job offers from Delta Air Lines, JetBlue Airways, Southwest Airlines, and XOJET. Marc is now a pilot with Southwest Airlines.

He and Missy live in Dallas, Texas.

April 2017 | 41

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

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April 2017 | 43

MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

Kick These Pilot-Specific Risks To The Curb

U

nderstand and mitigate the unique risks you face as a pilot so you can truly enjoy flying and life!

Last month we talked about the science behind building wealth. One of the surest ways to maintain your wealth is to protect against the risks that could put it in jeopardy.

As a pilot, you face unique financial risks and identifying and managing these risks should be part of your financial life. The good news is that most financial risks can be managed or mitigated away with a little effort as described below.

Every pilot faces five risks that must be addressed Regardless of where you are in your career, you have five financial risks you need to identify and address: 1. Becoming sick, hurt, or unable to work 2. Losing a medical or your certificate/license 3. A loss of life 4. Economic and specific airline risk 5. Furlough, bankruptcies, and restructurings Let’s take a look at each risk and what you should do to manage it.

1 – Loss of income due to a “disability” A “disability” simply means you become sick, hurt, or unable to work. It’s also more likely to happen than you expect (1 in 4 chance according to the Social Security Administration) and different disability insurance policies have different definitions of what “unable to work” means.

To protect against this risk, you need have long-term disability insurance. Most airlines offer disability insurance, so if that’s the case for you, take the time to read the policy and understand what you have. Most importantly, you need to understand what it considered “disabled” and when it would pay out.

If you don’t have it through your airline, you should make it a priority to get some elsewhere. You absolutely cannot afford to go without disability insurance as a professional pilot.

2 – Loss of medical or certificate/license Unlike the risk of disability, losing a medical or license can happen for reasons other than being sick or hurt. For example, if you require a stint, you may very well be able to do your job, but the FAA may be very hesitant to uphold your 1st class medical right away. The same consideration applies to high

44 | Aero Crew News

Image Provided by Andy Garrison blood pressure, substance abuse, depression, or diabetes.

If you have a medical go wrong or an incident and the FAA decides you can’t (or shouldn’t) maintain your 1st class medical or your license, but you don’t meet the requirements to be classified as “disabled,” you need special insurance coverage.

So what should you do? Make sure you’re signed up for your airline’s Loss of License or Loss of Medical coverage, if available. All but the smallest airlines have these options available, so take advantage of them! If by chance your employer does not offer this coverage (very likely in a flight school setting), you should consider purchasing it elsewhere.

While not an endorsement, AOPA has some good resources and can lead you to quality coverage.

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MILLION-AIR

The last thing you want is to have invested a great deal of time and money obtaining your ratings and building hours and be uninsured, facing a disability or loss of medical/rating event.

3 – Loss of life – if you have a family or debts No one likes to talk about loss of life, but if you have a family or any debts, you should have life insurance. All reasonablysized carriers have what’s called “group life insurance,” so make sure you know what you have from your airline. If you don’t have coverage (or enough coverage) through your employer, look to purchase an outside life insurance policy.

For most, “term” life insurance is a better option than “permanent” life insurance. With term insurance, you are guaranteed to be covered for a certain “term” or period of time so long as you pay the premiums. In general, these policies are much lower cost than permanent policies.

So how much should you have if you’re buying term insurance? A rough guideline for how much you need is (90 – your age) x your annual expenses. Any good insurance broker or financial planner can help you calculate the right amount if you have questions.

4 – General economic risk and airline risk The aviation industry is essential to consumers, businesses, and the broad economy but is also very volatile. It has, and always will, follow the swings of the economy.

This means you should keep an eye on what’s going on in both the economy and the aviation industry. You don’t need to become an expert or focus on every detail, but you do need to be aware of what is going on.

You should also maintain situational awareness of your airline’s financial position. Doing so will keep you on top of how well your company can keep its promises and how it’s likely to perform when times are tough. What’s the best way to do this? Set a Google Alerts (or similar) for your airline’s name and “financial” (ex. “Delta Air Lines Financial”) and you’ll get updates when the company posts them.

5 – Furlough, bankruptcies, and restructurings Why should a furlough, bankruptcy, or restructuring be on your radar when the current talk is about pilot shortages and record passenger travel? Because, even though airlines have made major improvements in how they are run since 9/11, history does repeat itself.

Furthermore, a lot can happen over a 30+ year career at an airline. Hiring and furlough patterns change quickly when the economy shifts, and you must be prepared with a backup plan.

What’s the best way to be prepared? Have value outside of flying. Make sure you’re learning new skills that are valuable so you can pick right up with other work if you end up in a tough spot. Even better, look to generate additional streams of income so you build wealth faster and reduce your risks altogether.

Bottom line – if it can be insured, it should We all know that unidentified and unmanaged risks can wreak havoc in the air. The same is true in your financial life.

The good news is you can identify and manage these risks, and in doing so, free yourself up to love flying without financial worry!

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

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

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

April 2017 | 45

THE GRID

Mainline Airlines

T

he following pages contain over 30 different contractual comparisons for 10 separate mainline airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!

Highlighted blocks indicate best in class.

American Airlines (American)

Blue blocks indicate recent updates Airline name and ATC call sign

Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information

Aircraft Types

FO Top Out Pay (Hourly)

Group I

$104.93

Group II

$160.28

Group II

$170.27

Group IV

$200.20

Group V

$210.20

MMG

Base Pay

Top CA pay

Base Pay

$90,659.52

$153.65

$132,754

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

72

15.D.1.b

$307.76

$265,905

15.D.1.b

HRxMMGx12

9.B.1.a

10.A & B

$213.26

$191,934

0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days

5.5 H/M Max 1000

7.A.1

14.B

1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days

1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270

14.D.1

$143.32

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

$209.31

$180,844

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

MD-88/90

EMB-190, CRJ-900

401(K) Matching (%)

401(K) DC

0%

> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%

$95.21

3.B.2.d

0%

15%

2

4.B.1.b*

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

7.B.1.a

26.C.2

25

$121.53

$109,376

$174.11

$156,699

1-2 = 15 Days

A350*

2

+25 = 38 Days

MMG: Minimum Monthly Guarantee, the minimum amount of 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 credit the employee will receive per month. The ability to work United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) more or less is possible, on the needs of the company, line $175,216 $305.39 depends $256,528 B787 5 H/M will still be credited for that leg. Some companies will notB767-400 cover $208.59 1-4 = 14 Days Max 1300 Hrs holder or reserve and open trips for that month.

5-10 = 21 Days New hires all reasons for cancellations. Refer to the contract for more 3.D

B757-300

$173.96

70

$146,126

$254.70

$213,948

11-24 = 35 Days receive 60 hours

0%

16"%

+25 = 42company Days after completing Per Diem: The amount of money the pays the employee $167.89 $141,028 $245.80 $206,472 training. for food expenses while from base, typically from show time A319 $161.02 $135,257 $235.76 gone $198,038 Deadhead: Positive space travel as a passenger for company to end of debrief trip.

Day trip per diem is taxable while 3-A-1 3-C-1-a HRxMMGx12 time 3-A-1of that HRxMMGx12 11.A.3 13.A.1 22-A business; paid as shown in above referenced column. overnight is not.

FAPA: Frontier Airline Pilots Association FO Top Out No. of Vacation Aircraft Sick Time 401(K) Pay Top CA pay Base Pay 401(K) DC PayTFP: MMG weeks & Trip forBasePay Types Accrual Matching (%) (Hourly) accrual IBT: International Brotherhood of Teamsters Major Airlines UTU: United Transportation Union Allegiant Air Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) ISP: International Savings Plan MMG of 70 3% 100% 7-12M=17.31 H Band 2* $87.00 $73,080 $146.00 $122,640 YOS: Years of Service with the company.

Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H IOE: Initial Operating Experience, refers the flight training Band a new 3* $92.00 $77,280 $153.00 $128,520 ever is greater.

Match 4-6 = 45 H +7 = 51.92 H** Band and 4* $97.00 $81,480 $160.00 $134,400 hire receives from a check airman after completing all ground 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 simulator training.

Frontier Airlines

information.

2

B737-900, A321

(Frontier)

46 | Aero Crew News

2

28.D

3-4 = 16 Days 7.5 H/M without 401(K) Matching: Retirement plan, the company will match the DC: Direct Contribution, the company will contribute the listed 5-10 = 21 Days a sick call.

B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119 $207.13 $186,417 5.65 H/M with a either employees contribution up to the listed percentage. Unless noted additional amount directly to the employees 401(K), quarterly A330 12-14 = 27 Days sick call = 29 Days Max 1080** the company will match 100% of what the employee contributes. or yearly, refer to the contract for 15-18 more information 19-24 = 33 Days

ALPA: Air Line Pilots Association

Perce heal emplo

Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604

Abbreviation and definitions: B717

5 H/M* Max 60**

$181,612.80

B737

72

1-5 = 21 Days 6-15 = 1 additional day per year

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

JetBlue Airways (JetBlue)

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$115,668

$202.47

$170,075

$104,084

$182.25

$153,090

70

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

1 Day / Month Max 120 Days

5% 1:2

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

8.B

15.B.2 & 3

16.B.2

16.4

5% 1:1

5% + 3%

24

Perce heal emplo

Back to Contents

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190

B737

B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90

2 Digit Code

Pay During Training

A330, A350 B717, B767

Per Diem

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

Union

EFBs

Legacy Airlines AA May/1999 AA

AS

DL

Single 2.25 Dom** MALV 72-84 Occupancy, Paid $2.75 Int.** or 88* for by company

HA

US East Aug/2014

14,236

9,987

Oct/2015

Jul/2015

***

816

US West Sep/1998

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

May 2007

1,759

11.D.5.b

5.A.1

5.A.1

Oct/2016

Oct/2016

February 2014

13,003

8,292

Feb/2016

Apr/2016

Feb/2015

Single Occupancy, Paid $3,888.29 / for by company $2.20 Dom., for the first 8 $2.70 Int. Month days in class only.

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

5.B

APA

iPad

Bases

*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 BOS, CLT, DCA, ***Includes AA & USAir DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended

ALPA

iPad Air

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

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

A350, B747, B777, B787, B767, B757, B737, A320, A319

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st.

UA

2 Digit Code

Single 3 Hours per $2.35 Dom* day, plus per Occupancy, Paid $2.70 Int.* diem for by company 3-E

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

G4

Virgin America (Redwood)

Oct/2015

Dec/2016

7,765

ALPA

iPad

Contract 2012 as amended

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

F9

B6

Single Occupancy, Paid for by company

$2.00

Octotber 2015

794

3.P

6.A

3.Z

Dec/2016

Dec/2016

MMG

No

$1.90

Feburary 2014

983

Apr/2016

Apr/2016

$2.00

E:7/2013 A:10/2012

3,300

840

11

Dec/2016

Dec/2016

Feb/2015

May 2006

7,951

3,702

4.T.3

Feb/2015

Feb/2015

Feb/2015**

$2.20

January 2014

1,483

5.A.1

5.B.1

Dec/2016

Dec/2016

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

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

Add A, Pg24

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

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

Sun Country Airlines (Sun Country)

12,500

MMG

4.K.6 Spirit Airlines (Spirit Wings)

2006

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

Union

EFBs

Bases

IBT

iPad

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

Notes

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

SY

MMG

None

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

3.B

5.B.1

5.3

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

Contract 2016, as amended FAPA

ALPA

SWAPA

DEN, ORD, MCO

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*Pilot data approximate

Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month, **Number of retirements from MDW, OAK, Feb/2015 PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD

ALPA

Contract 2010, as amended

289

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

Rule book 2014 Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air (Giant)

B747

5Y

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

ABX Air

11.A.7

$2.40

IBT

April 2017 | 47

5.A.3 *PR = Pacific Rim, **NPR = Non

(Sun Country)

M&IE airline daily rate 3.B

Virgin America (Redwood)

A319, A320 THE GRID

Aircraft Types

VX

2 Digit Code

5.B.1

5.3

Aug/2016

General Information $2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

$2,500 per month

None

10.J.1 Pay During Training

ALPA

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

Union

Nexis EFB

SFO, LAX, JFK EWR, LGA Rule book 2014

EFBs

Bases

Notes

Cargo Airlines Atlas Air (Giant)

B747

5Y

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

ABX Air (ABEX)

B-767

$2.40

11.A.7

IBT

5.A.3

GB

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

FX

$2,000 / mo Single $1.95 Dom. until Occupancy, Paid $2.75 Int. activation for by company date*

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

IBT

20.E.1 FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air (Connie)

B747

K4

5.B.1.d

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

May 2015

4,400

5.A.1 & 2

May/2016

Dec/2016

$1.90 Dom. $2.80 Int.

April 2008

317

6.A

Dec/2015

Dec/2015

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

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

2 Digit Code

Pay During Training

ALPA

*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended

IBT

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

1,580

63,855

37,427

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

4,288

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

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules

American Airlines (American) Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

10

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

Min Days off (Line/Reserve)

12, max 14* 10, max 12*

430

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

Yes

50%

Initial paid for by company

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

1:3.5

50% air & ground

150%

None, Dry cleaning reimburesment available on a trip 4 days or more

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

5

12.A.1.a

559

2

4.H.1

361

508

5-F-1-a Number of pages in Contract

5x 1:2 or number of 1:1.75*** days 12.A.1.b

12.A.2.a

ADG** = 1:2 or 5:15 1:1.75***

12.J

12.K.1

None

None

12 or 11* 12 or 10*

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

50%, 75% or 100% add pay***

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Company Provided***

Yes

14.C

3.F

12 48 | Aero Crew NewsYes

FAA 117

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

195

6.4

177

36

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

Avg of 5

1:2 or

1:3.75

50%*

$20/ month

4.G.2.a

4.F.6

2.A.1, 2

1:3.5

Schedule

150% over 78

*Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended

None

*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 0559, ****Green slip as approved by company Contract 2014, as ammended

2** or 4.17 GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2015, as ammended

*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.

Contract 2010, as amended

None

$200 / year

*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended

Headset Reimbursement

Major Airlines

Frontier Airlines (Frontier)

JetBlue Airways

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Supplied in AC

Notes

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

Contract 2016, as amended

None

*Unschedule DH pay s 100%

Back to Contents

*1 for 1:45 between 0100 and 0500

rig or trip rig.

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5 Min Days off (Line/Reserve)

Allegiant Air (Allegiant)

Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.1.a

508

5-F-1-a Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.2

4.C.3.a.2

Contractual Work Rules 5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

50%, 75% or 100% add pay***

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Company Provided***

6.4

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12 or 11* 12 or 10*

Yes

14.C

3.F

12

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

None

195

177

36

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

1:3.75

$20/ month

4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

Initial paid for by company, then $230** per year

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100% Biz Class or better or $300 comp

100%

Provided by the company

Avg of 5 per day Add. B.D.5

1:2 or 1:1:45* Add. B.D.4

5**

4.I.2

4

3.5

-

-

-

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company

THE GRID

Contrat 2012 as amended

Headset Reimbursement

Supplied in AC

Notes

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

Contract 2016, as amended

None

*Unschedule DH pay s 100%

2.A.1, 2 *1 for 1:45 between 0100 and 0500

$200 / year

None

Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended

None

*Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training Contract 2010, as ammended

Supplied in AC

None

*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs.

Rule book 2014

Headset Reimbursement

Notes

Cargo Airlines

Yes

14 Hours for 2 Pilots, 16 Hours for 3 or 22 Hours for 4 or more

332

12.C ABX Air 13 in 30 14 in 31

15 Hours May be extended to 16 hours

13.D.4

18.C

14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13 UPS (UPS)

Contract 2010, as amended

5.E.1

Major Airlines

Atlas Air

FedEx Express (FedEx)

7.B.1

8.D, 8.A.3

280

466

Dom 16, 18, 20** Int 18, 26, 30**

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

30.A.2

4.5

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

100%

Provided by the company

19.M.4

19.K

19.E

15.A

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

26.B.3 $200 after first 150% on days year. Initial paid off by crewmember.

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

None

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

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

Contract 2006 as ammended

None

None

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

*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn.

Contract 2016 as amended

Headset Reimbursement

Notes

April 2017 | 49

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

FO Base Pay

Top CA pay

CA Base Pay

$104.93

$90,659.52

$153.65

$132,754

Group II

$160.28

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

MMG

Group II

$170.27

Group IV

$200.20

Group V

$210.20

72

15.D.1.b

$265,905 HRxMMGx12

9.B.1.a

$213.26

$191,934

0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days

5.5 H/M Max 1000

7.A.1

14.B

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

767-3,2, B757

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

B737-9

$176.74

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

3.B.2.d

4.B.1.b*

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$175,216

$305.39

$256,528

$146,126

$254.70

$213,948

A350*

United Airlines (United)

B747, B777 B787 B767-400

$208.59

B757-300

$173.96

70

B737-900, A321

$167.89

$141,028

$245.80

$206,472

A319

$161.02

$135,257

$235.76

$198,038

Aircraft Types

Spirit Airlines (Spirit Wings)

7.B.1.a

14.D.1

1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call.

10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days 6.B.1

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

None

Contract 2015, as amended

0%

13.50%

20%

Contract 2013, as amended

28.D

International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.

0%

15%

22%

26.C.2

25.B.2

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

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

0%

15%

20%

Contract 2010, as amended

0%

401(K) Matching (%)

5% at 200%*

10.A

4.C

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$166.68

$150,012

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

$100.01 4.3

HRxMMGx12

4.3

HRxMMGx12

A320 family

$148.71

$124,916

$218.66

$183,674

E190

$133.82

$112,409

$196.83

A319 A320 A321

4 H/M Max 600

70

A319, A320, A321*

B737

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

$145.17

75

$90,009

3.C*

HRxMMGx12

$157.36

85

$160,507

4.C.1

4.H, 4.M*

HRxTFPx12

$165,337

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

16"%

20%

22-A

24-B-5

401(K) DC

5.A

1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days

4.C.1

HRxTFPx12

11.B.2 > 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

28.B.2

27.A.2

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

70

$94,861

$168.55

$141,582

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

Contract 2016, as amended

5% 1:2 Disclaimer: Gray blocks contain contract sections or date acquired.

Data with contract sections may be 15.B.2 & 3 16.B.2 16.4 abbreviated and/or inaccurate, please consult the most *70 line holder, 75 reserve; **Hours is on PTO per year. Reference current contract5%section for specificbased contractual language.

Based on PTO 5% 1:1 + 3% None Specified contract for more information accrual Data that does not have a contract section reference number,3.Ewas obtained on-line in some and inmay be Agreementform 2013, Currently 3.J 3.E 3.F.i negotiations inaccurate. While trying to provide theTFP most up date *85/87/89 based on daysto in bid period, **Trip for Pay (TFP) is the unit 1 TFP / 10 information not all- sources can beofverified this time. If compensationat received.

9.7% 1:1 TFP** Max 1600 TFP you notice a discrepancy and/or have a correction please Contract 2016, as amended email Craig.Pieper@AeroCrewSolutions.com.

12.B.1 19.B.2

$229,296

$185.32

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

*A321 coming end of 2015

$224.80

$94,409

Appendix A

4.C

3.J**

72

B737NG $112.93 50 | Aero Crew News

None

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

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

1 Day / Month Max 120 Days

Contract 2012 as amended

Percentage of health care Notes employee pays

HRxMMGx12

$109.27

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

12.A.1, 2 & 3

HRxMMGx12

Sun Country Airlines

Virgin America

1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days

1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270

3-C-1-a

70

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$307.76 15.D.1.b

$143.32

EMB-190, CRJ-900

5 H/M* Max 60**

$181,612.80

B737

72

1-5 = 21 Days 6-15 = 1 additional day per year

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

4 H/M

7.A.1

14.A

0-1 = 5 Days

5 H/M

EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases.

EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73* Contract 2010, as amended

Back to Contents *Reserves have a MMG of 75,

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

Aircraft Types

70

$146,126

$254.70

$213,948

$245.80

$206,472

$135,257

$235.76

$198,038

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Sun Country Airlines

Virgin America (Red Wood)

A319, A320, A321*

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

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

$100.01

E190

$133.82

A319 A320 A321

B737NG

A320

10.A

$216.42

$148.71

B737

5% at 200%*

$121,943

A320 family

Aircraft Types

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

401(K) DC

24-B-5

HRxMMGx12

3.J**

None

4.C

4.C

5.A

1 Day / Month Max 120 Days

5% 1:2

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

15.B.2 & 3

16.B.2

16.4

3.J

3.E

3.E

3.F.i

9.7% 1:1

-

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

$109.27

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

12.B.1

4 H/M

$112.93

70

$94,861

$168.55

$141,582

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

3.B.1*

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

B-767

$153.03

68

$124,872.48

$218.61

$178,385.76

>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days

1 Day / Month No Max

19

19.D.1

HRxMMGx12

19

HRxMMGx12

10.A

9.A

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

85

4.A.1

-

-

401(K) Matching (%)

401(K) DC

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

1-4 = 14 Days 5+ = 21 Days

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

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

Kalitta Air 64

$129,562

$249.67

$191,747

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$50 to $410* Per Month

15.A.1

6.G

$212.69

75

$207,373

$300.00

$292,500

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None

Contract 2010, as amended

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

Rule book 2014

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

*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.

Contract 2006 as amended

*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost

$168.70

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

Agreement 2013, Currently in negotiations *85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.

Percentage of health care Notes employee pays

Appendx 27-A

3.A.1

>1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days** +20 = 36 days

27.A.2

28.A.1

$158,710

ABX Air

28.B.2 125% of 6% contributed

10%**

$213.32

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

EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases.

EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*

Health 14-25% Dental 20-30%

$111,102

Contract 2016, as amended

Contract 2016, as amended

19.B.2

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

62

Aircraft Types

None Specified

$160,507

$149.33

B757, B767, A300, B747, MD-11

5% + 3%

85

>5 = 14 days <6 = 21 days

B747

5% 1:1

$157.36

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

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

*A321 coming end of 2015

HRxMMGx12

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

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

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

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

Cargo Airlines

B747

UPS (UPS)

20%

3.C*

Atlas Air

FedEx Express (FedEx)

401(K) Matching (%)

4 H/M Max 600

70

70

Spirit Airlines (Spirit Wings)

22-A

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

$145.17

4.3

Southwest Airlines (Southwest)

16"%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

0%

Additional Compensation Details

$141,028

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

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

9.C.3

401(K) DC

*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family.

Contract 2016 as amended

Percentage of health care Notes employee pays

April 2017 | 51

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

ACY

CLT ATL

DFW

DAL IAH

ANC

BWI DCA

LGA JFK

AVL

MEM IWA

EWR PHL IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

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

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

AVL

Asheville, NC

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

Delta Air Lines

American Airlines

BOS

Boston, MA

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

American Airlines

GUM Guam

LGB

Long Beach, CA

American Airlines

JetBlue Airways

United Airlines

JetBlue Airways

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

JetBlue Airways

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

FedEx Express

Hawaiian Airlines

Frontier Airlines

UPS

CLE

Cleveland, OH

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

United Airlines

HOU

Houston, TX

Alaska Airlines

CLT

Charlotte, NC

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

American Airlines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

CVG

Cincinnati, OH

United Airlines

MIA

Miami, FL

Allegiant Air

Delta Air Lines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

DAL

Dallas, TX

United Airlines

UPS

United Airlines

Southwest Airlines

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

Virgin America

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DCA

Washington, DC

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

American Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

DEN

Denver, CO

JFK

New York City, NY

Allegiant Air

American Airlines

United Airlines

American Airlines

Southwest Airlines

Frontier Airlines

Delta Air Lines

Southwest Airlines

JetBlue Airways

DFW

Dallas, TX

Virgin America

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

April 2017 | 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 collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether itâ&#x20AC;&#x2122;s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!

Aircraft Types

Highlighted blocks indicate best in class.

Blue blocks indicate recent updates Airline name and ATC call sign

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

$44,982

$107.83

$97,047

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

$46.44

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

75 $48.48

-

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

80

$35,664

$76.21

$73,162

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

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

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

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

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

8.A.1

7.A

0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1

14.A.1

After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***

CRJ-200

$45.77

$41,193

$106.67

$96,003

CRJ-700

$48.52

$43,668

$113.07

$101,763

EMB-175

$48.70

$43,830

$113.20

$101,880

CRJ-900

$50.00

$45,000

$117.00

$105,300

-

3027.2

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15

1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max

75

3008.5.A.3* HRxMMGx12

EMB-170 EMB-175

401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted Envoy formally EMB-145 the company will match 100% of what the employee contributes.

American Eagle

$50.42

75

$45,378

25.B.2

None

27.A.1*

27.A.1

1.2-6%****

None

-

$120.11

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

None

IOE: Initial Operating Experience, refers the flight training a new 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K hire receives from a check airman after completing all ground and <1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = $80,208 simulator training. $89.12 1-2yrs = 7 dys 5-9 = 5.25% 3.5hrs/month; 75

$35,802

Types

Pay (Hourly)

MMG

Base Pay

CRJ-200

$38.49

>2yrs = 14 dys

>5 yrs =

10-14 = 6.4%

None

Top CA pay

Base Pay

weeks & accrual

Accrual

Matching (%)

401(K) DC

Per Diem: The amount of money the500-2,000 company pays the employee Pilots for food expenses while gone from base, typically from50%show <1yr=<7 dys*** 1Match: time $34,641 $84.03 $75,627 Deadhead: Positive space travel as a passenger for company 2yrs=7 days 1-5 = 6% to end Day trip per taxableNone 75 of debrief time of that trip. >2yrs=14days 2.5 H/Mdiem 5-10is = 8% business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 while overnight is not. >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B UTU: United Transportation Union PSA Airlines 50% Match: additional amount directly to the employees 401(K), CRJ-200 either $41.78 < 1 = 7 days .5-5 = 1.5% $37,602 $98.37 $88,533 (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% 75 5+ = 4 H/M 5-7 = 4% quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company. > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% Endeavor Air (Flagship)

CRJ-900

IBT: International Brotherhood of Teamsters Mesa Airlines (Air Shuttle)

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

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

Pi

T

>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month.

The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.

information.

P

em

3-1

$39.78

CRJ-700* EMB-175

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

Sample only; refer to adjacent pages for actual information PDO*

Abbreviation and definitions:

(Envoy)

Base Pay

75

CRJ-200

Republic Airways (Republic or Shuttle)

ALPA: Air Line Pilots Association

Top CA pay

Over 2,000 Pilots

EMB145XR, EMB-145, EMB-135

CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

MMG

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

3.75 H/M Max 375

24.B

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

P

em

32 (35

10+ = 3.5%

Back to Contents 8.A

1%

-

3%

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

2 Digit Code

Sign on Bonus

Pay During Training

EMB-145XR EMB-145 EMB-135

EV

CRJ-200 CRJ-700 CRJ-900

EV

$7,500 w/ CRJ type*, $1,000 Referral Online

SkyWest Airlines (Skywest)

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

OO

$7,500*

Feb/15 Paid for by $300 / week company; single occupancy 3.C.1

65 Hours

3008.19.A Republic Airway (Republic) EMB-170 EMB-175

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

RW

$10,000* $12,500**

3015.6.A.1

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

2 Digit Code

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

$1.85/hr

1,614

4.C.2

Apr/2017

Apr/2017

$1.85/hr

June 2007**

1,488

5.A.1

Mar/2016

Apr/2016

Total

3,102

3009.1.A

2014

4,000

Aug/2016

Aug/2016

$1,600 first $1.95/hr Dom Paid for by mo. then company; single $2.50/hr 3.5 Years occupancy MMG Int.***

4.B.1

Nov/2015

2,105

Union

Oct 2011***

1,850

Dec/2016

Dec/2016

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$23,000*

Single MMG, but no Occupancy paid per diem by company

United, American***

Delta, American

ALPA

ALPA

EFBs

Bases

Surface 3 LTE

ATL, DFW, DTW, LGA

9E

United, American, Alaska, Delta

None

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

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

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

EWR Contract 2015

American

ALPA

iPad Air 2

*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects DFW, ORD, LGA less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.

Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

OH

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

$1.70/hr

July 2007

1,587

5.D.1

Dec/2015

Mar/2016

$1.75/hr

July, 2015

1,200

5.A.1

April/2017

April/2017

Paid for by company; single occupancy

$1.47/hr

4 Months

1,250

5.B.1

5.A.2

Feb/2016

Feb/2016

2.5 - 3 Years

750

3.D.1, 5.D.4 Paid for by $38.50 / HR MMG & Per company; single Diem occupancy

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

YV

$30,000* $20,000**

76 Hours during training

LOA 37

5.A.2

ZW

No Bonus, $1000 or $1250 Ref.*

2.5 hours per day 4.C

5.A.1

LOA 37

Jul/2015

Apr/2016

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

July 2014*

635

5.I.4

6.C

5.G.1

Dec/2016

Dec/2016

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

Sept 2015

710

3.H, 5.B

5.B.3

5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

QX

CP

G7

2 Digit Code

$1,500 Referal Bonus

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

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

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010 Contract 2007 as amended, Currently in negotiations;

Union

EFBs

Bases

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **Will Surface 3 LTE CLE, DFW*** Reduce 11/2007 to 1/2011; ***AA flying out of DFW due to end 7/2017

Apr/2016

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

Online

3.F.1 Mesa Airlines (Air Shuttle)

Most Number of Do Business Pilots For: Junior CA hired

June 2007**

Paid for by company; dual 1.85/hr occupancy, ($1.90/hr Company will Eff. 1/1/2017) pay 50% for single room

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

Per Diem

Over 2,000 Pilots $300 / week $7,500 w/ & $1,400 per Paid for by ERJ type*, diem to company; single $1,000 occupancy checkride, Referral then MMG Online

ExpressJet (LASA) (Accey)

Hotel during new hire training

THE GRID

Delta

JFK, DTW, MSP, LGA

ALPA

Notes

Pay based on DOS+2 years, 1% increases every year, *$23,000 per year until Dec 2018.

Contract 2013 as amended

American

ALPA

iPad

CLT, DAY, TYS

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time.

Contract 2013 as amended

United, American

ALPA

iPad***

PHX, DFW, IAD, IAH

*New hire bonues paid out over 4 years. **Pilot referal bouns, 4 installements. ***Pilot must have an iPad, but there is a stipend for it.

Contract 2008 as amended

American

Alaska

Pilot hiring and attrition from 10/2013 DCA, LGA, ORF, to 10/2014, *$1250 referral bonus if PHL applicant has CRJ type rating

ALPA

Contract 2003, Pilot data from 10/6/2014 seniority list. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Trans States

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

PI

LOA 16

5.D.4

5.A.3

$1.70/hr

1,000* Hrs 2,500 TT

420

5.D.1

Jul/2016

Jul/2016

American

ALPA

PHL, MDT, ROA, SBY

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

Contract 2013 as amended

April 2017 | 55

*Paid out over 3 years, restricitions

Diem*

double occupancy

3.H, 5.B

5.B.3

Bonus

GoJet Airlines (Lindbergh)

THE GRID

CRJ-700 CRJ-900*

Aircraft Types

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

G7

2015 5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

Contract 2014 as amended

General Information

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

2 Digit Code

American

United, Delta

Most Number of Do Business Pilots For: Junior CA hired

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

IBT

Union

Contract 2016 as amended EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Trans States Airlines (Waterski)

Cape Air (Kap)

ERJ-145

ATR-42 C402 BN2

PI

AX

Saab 340b

5.D.4

5.A.3

5.D.1

Jul/2016

Jul/2016

$30,000*

$35.81 @ 75 hrs

Paid for by company; Single occupancy

$1.90/hr

July 2015

600

3.C.1

5.A.1

5.C.1

Dec/2015

Jun/2016

9K

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

None

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

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

Great Lakes Airlines (Lakes Air)

3M

420

LOA 16

3.K.A

Silver Airways (Silverwings)

$1.70/hr

1,000* Hrs 2,500 TT

$12,000*

6.E.5.A

6.G.1

Paid for by MMG & Per company; single Diem occupancy

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

AM

None

C5

Up to $15,000*

MMG

Online

Dec/2016

100

18 months

160

5.C

Jul/2015

Jul/2016

Immediate

185

Oct/2015

Oct/2015

Paid for by company; single occupancy

$1.70/hr

Oct/2016

370

3.G

5.A.8

5.B.3

Dec/2016

Dec/2016

$36/Day

Paid for by company; dual occupancy

$1.50/hr

May 2016

60

B1900D EMB-120

ZK

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

4.D

Dec/2016

Dec/2016

KS

$50/day

2012

120

Seaborne Airlines (Seaborne)

DH-8-300 S340

BB

$30/dom, $50/int

Corvus Airlines (Raven Flight)

Island Air (Moku)

No

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

Self**

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

B1900C B19000D* DH-8

ATR-72* Q-400

7H

MMG

None, except during SIMs in SEA, Single

MMG**

Paid for by company if not in HNL; Single occupancy

3.C.1

11.P.3

No

WP

$12,000

IBT

IBT

January 2013

$40.00 per over night

November 2009**

Apr/2016 None, On a RON, March company will 2017 reimburse w/ receipt 4.J.1 Apr/2017

Contract 2011 as amended

None

iPad

United

ALPA

None

EWR, IAD, BTV**

UTU

DEN, PHX

None

ANC, BOS

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

Contract 2014 as amended *$1,100/Mo. Base Salary Need contract

90

SJU, STX Need contract

81

Ravn Alaska

None

Self

ALPA

iPad

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

ANC

Apr/2016 65

Codeshare for United, Hawaiian and Go; *ATR-72 being phased out by July 2017, **Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro Contract 2016 as amended

HNL

Apr/2017

19,925

Union

EFBs

Open time pay

Uniform Reimbursement

Bases

Notes

Headset Reimbursement

100%

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

$150 / yr****

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

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

100%. Over 87 hours 125%***

See Trip Rig

1:2

1:4

75%

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

None

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Yes**

14

217

23.E.1

3.E & F

23.C.1

11

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit 500 - 2,000 Pilots

Provided by company****

Contract 2004 as amended, Currently in negotiations

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

*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for Company provided reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage Contract 2015 -

4:12

12*

Notes

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

None

11 or 13; 15**

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

None

Yes*

Contract 2012 as amended

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

PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU

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

12/12 or 11 for reserve in 30 day month

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

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

FLL, TPA, MCO, IAD

Contractual Work Rules

Min Days off Pay 56 | Aero Crew NewsProtection (Line/Reserve)

Endeavor Air

No

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

*Paid out over 3 years, restricitions apply. Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Digit Bonus Training new hire Junior CA Pilots For: Code training hired Min Days off Pay Max Number of Min Day Min Trip Duty Rig Trip Rig Deadhead (Line/Reserve) Protection Scheduled pages in Credit Credit Pay Duty Contract

SkyWest Airlines (Skywest)

IAD, STL, ORD DEN, RDU

Oct/2014

Aircraft Types

ExpressJet (LASA) (Accey)

iPad

Oct/2014

Total Pilots

ExpressJet (LXJT) (Accey)

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

Contract 2013 as amended

PHL, MDT, ROA, SBY

Dec/2016

$1.85/hr

$1.45/hr

American

*200% only when critical coverage Company provided declared by company Contract 2003 as amended

Notes

Back to Contents

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

23.E.1 Envoy formally American Eagle (Envoy)

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

-

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Contractual Work Rules Min Day Min Trip Duty Rig Trip Rig Credit Credit

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Notes

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

14

501

4

None

None

None

100%

150% 200%**

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

None

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

$400****

None

*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

-

None

11

Yes*

FAA Part 117

205

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

None

None

None

None

50%

100% or 200%**

Company pays half of blazer and pants only

-

-

-

6.A

3.H.1

5.E.2

-

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

3 hours or See Trip Duty Rig Rig 3.C.1.c

-

50%***

25****

100%

150% or 200*****

5.C.2.a

5.C.2.a

5.C.2.a

13*

Yes

FAA Part 117

239

4**

See Trip Rig

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

$200

None

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/12

Yes

FAA Part 117

165

4*

4*

None

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

-

5.B.1

5.B.1

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

26.3

26.C.1

150% 200%**

$25 / Month

None

5.E

5.D

26.L.5

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

100%**

$25 / month

None

Under 500 Pilots 11

Yes

14

185

4

4 per day*

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

None

None

75% air; 50% ground

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Yes*

14

246

4**

None

None

None

100%

150% 200%***

3.F

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.

Contract 2008 as ammended

*Once trip is awarded or assigned for all pilots **Based on start time. ***At the discretion of the company. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended

*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes

*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended

*Line Holders have Cancellation Pay 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

Paid in full by company, no set amount per year.

Reasonable amount.

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

-

25.A.5

Contract 2012 as amended

11

Yes*

14

161

3, 4 on lost day

Greater of min day, credit, duty rig

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

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

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

Fly 4-5 days per week

Yes

FAA 135

NA

NA

NA

NA

NA

100%

100%

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

None

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

11/12* Line Holder, 11/10** Reserve

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

10.C.1.d; 10.C.1.e.(4)

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

5 on 2 off

Seaborne Airlines (Seaborne)

13

Island Air (Moku)

THE GRID

Contract 2003 as amended

Yes

Peninsula Airways (Penisula)

Corvus Airlines (Raven Flight)

Contract 2015

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

11

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

Silver Airways (Silverwings)

-

500 - 2,000 Pilots

25.C.2,3 & 4 Trans States Airlines (Waterski) 12 line holders 11 reserves

Cape Air (Kap)

4.B, C, F Pilots pay 50% except leather jacket 100%

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

*Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

*For continuous duty overnights, **and every two years thereafter Contract 2014 as amended

*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned Contract 2016 as amended

Notes

April 2017 | 57

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

75

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

-

3.A

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

-

3027.2

EMB-170 EMB-175

-

Endeavor Air (Flagship)

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

401(K) DC

25%

LOA 9

75

$50.42

3-1

3.K.1

8.A.1

7.A

25.A.2

25.B.2

1=20% of 6% 0-4 = 2.75 H/M <1 = 14 Days** 2=30% of 6% 4-7 = 3 H/M 1-5 = 14 Days 3=40% of 6% 7-10 3.25 H/M 6-14 = 21 Days 4-6=50%of6% +10 = 3.5 H/M +15 = 28 Days 7=75% of 6% Max 500 10=75%of8%

$109.33

$98,397

HRxMMGx12

3.A

HRxMMGx12

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15

PDO* 1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max

8.A.1***

$45,378

HRxMMGx12

EMB-145

$120.11

3-1 $89.12

$39.78

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$38.49

EMB-175

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

$43,632

3008.5.A.3* HRxMMGx12

75

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

$91,620

75

4.A

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

$101.80

HRxMMGx12 $80,208

7.A.1

14.A.1

After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***

27.A.1*

1-4 yrs, 3% 5-9 yrs, 5% 10 yrs, 7%

None

30%

27.A.1

28.A.3

None

None

$39.75

-

3.A.1

CRJ-200

4.A

$41.78 $43.29

-

3.A.1

4.A

Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day.

25% for PHP Pilot Health Plan

8.A.1

14.K

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

90dys-5yrs = 3.5hrs/month; >5 yrs = 4hrs/month

1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%

14.E

None

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

LOA*

HRxMMGx12

8

9.A

28.B**

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$34,641

$84.03

$75,627

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

2.5 H/M

50% Match: 1-5 = 6% 5-10 = 8% 10+ = 10% Vesting**

None

7.A.3.b

14.A

28.B

28.B

27.A.2

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

0-5 = 3.5 H/M 5+ = 4 H/M 485 Max

50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*

.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%

27%

27.B.4

Contract 2013 as amended

Contract 2008 as amended

$35,775

$89.96

$80,964

HRxMMGx12

3.A.1

HRxMMGx12

$37,602

$98.37

$88,533

$38,961

$106.67

$96,003

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

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

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

2%*

None

7.A

8.A

24.B

HRxMMGx12

$37.96

76

$34,620

-

3.A

4.A.1

CRJ-200*

$49.98

-

3.A.1

$104.39

$95,204

HRxMMGx12

3.A

HRxMMGx12

75

$44,982

$109.29

$98,361

4.A

HRxMMGx12

3.A.1

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

HRxMMGx12

7.B.2

28.A.3.b

*Pay based on DOS+2 years, 1% 32% for medical increases every year; **Based on (35% 1/1/15), 25% YOS, ***>1 year prorated dental

-

24.A

3.75 H/M Max 375

3%

25%

14.A.1

28.B**

28.A

27.D.2.a

$49.43

80.5

$41,383

$119.19

$99,786

< 5 = 14 days > 5 = 28 days

3 H/M

6%

None

Company Discretion

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.C

27.A

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

0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450

50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%

None

29% Employee, 34% Family

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300

9mo-2yr 4% 3-6 = 6% +7 = 8%*

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

$80,982

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

13.A.1

Under 500 Pilots

$40.33

75

$36,297

$89.98

4 H/M

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

Contract 2013 as amended

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

*Pilots shall receive as the Company Based on rates set matching contribution the greater of by company and the amount contributed to any other insurance provider Company employees or two percent

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

E-170, E-175

Contract 2003 as amended

Percentage of health care Notes employee pays

Q-400 ERJ-175

Q-100, Q-300

Contract 2015

HRxMMGx12

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

*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours. ****Based on YOS.

$84,510

75

CRJ-700 CRJ-900

38%

Contract 2007 as amended, Currently in negotiations

35% for TPO Traditional PPO Plan

500-2,000 Pilots

CRJ-900

Contract 2004 as amended, Currently in negotiations

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

-

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

*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property.

$93.90

58 | Aero Crew News Piedmont Airlines (Piedmont)

Percentage of health care Notes employee pays

401(K) Matching (%)

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

$41,796

75

PSA Airlines (Bluestreak)

Sick Time Accrual

Over 2,000 Pilots EMB145XR, EMB-145, EMB-135

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

27.B.2

*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended

*MMG based on 35 day bid period.

Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended

Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1 Percentage of Notes health care employee pays

Back to Contents

1%

*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated.

Max 17%

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300

9mo-2yr 4% 3-6 = 6% +7 = 8%*

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

1%

CRJ-700

$44.33

75

-

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

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

2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450

9m-4 = 4% 3-5 = 6% 6+ = 8%

None

Additional Compensation Details $39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days

13.A.1

Under 500 Pilots

29% Employee, 34% Family 27.B.2

THE GRID

Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated.

Max 17%

$40.33

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max

9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match

None

35% Employee, 35.9% Emp +2

14.A

ERJ-145

$44.99

75

$40,491

$104.51

$94,059

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

$12.72

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days

2.5 H/M

up to 6%**

None

35.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$42.40

75

$38,160

$57.51

$51,759

0-3 = 7 Days 4-5 = 14 Days +6 = 21 Days

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

Peninsula Airways Saab 340A, (Penisula) Saab 340B*

$44.00 $40.00

75

Corvus Airlines (Raven Flight)

Island Air (Moku)

B1900C, B19000D, DH-8

Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.

Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching

Need contract *25% matching, **First year prorated

Contract 2011 as amended

*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended *From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC Contract 2014 as amended

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

Contract 2014 as amended

Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1

Q-100, Q-300

ATR-42, C402, BN2

converted to years for comparison, first year is prorated;

HRxMMGx12 $64.00

60

-

$37,440

$61.88

ATR-72

$61.88

-

3.A

Aircraft Types

FO Top Out Pay (Hourly)

Need contract

HRxMMGx12 $117.00

HRxMMGx12

Q-400

*Based on profitability

Yes*

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

< 1 = 15 days +3 = 19 days +5 = 23 days

7.6 H/M 480 Max 720 Max*

1-3 = 1% 3-6 = 5% 6-8 = 3% 8-10 = 2% 10-12 = 1% 12+ = 0%

HRxMMGx12

$59,405

$123.60

$118,656

$59,405

$123.60

$118,656

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

80

None 1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10% LOA 2

401(K) DC

$450-$500 / Mo. $750-$800 / Mo. Need contract *After 5 YOS.

0% for employee, full cost for family, after 3rd year then 0% for all 14.A

Contract 2016 as amended

Percentage of health care Notes employee pays

Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language.

Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.

April 2017 | 59

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines

60 | Aero Crew News

ATL

AUG

BFI

BIL

Atlanta, GA ExpressJet Airlines Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air

BOI

BOS

BQN

BUF

Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC

STT STX

BUR

CGI

CLE

CLT

CMH

Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways

Back to Contents

THE GRID CVG Cincinnati, OH

Ameriflight, LLC DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

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

Air Wisconsin MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS 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 ORF Norfolk, VA

Air Wisconsin OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

Air Wisconsin

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air ROA Roanoke, VA

Piedmont Airlines RUT Rutland, VT

Cape Air

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air

Fort Leonard Wood, MO

Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air

April 2017 | 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

April 2017 | 63

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