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Also Featuring: 8
Letter from the Publisher
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Aviator Bulletins
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How Rising Interest Rates Effect Your Portfolio
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The Storm Prediction Center
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Better Pilots Fly Inverted
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April 2019 | 5
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
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Dear readers, The last few months have been fraught with tragedy and all of us at Aero Crew News extend our sympathies to all impacted by recent events. There is nothing that can be said to ease the pain of families who have lost, but the truth is, each of us is affected when there is a failure among us. We feel it in our guts. So, we take the requisite deep breaths and carry on with our business of collectively moving millions of passengers and a tremendous amount of the world’s commercial products. In perspective, ours is a very safe industry and we hold on to that fact every day. There is none among us who doesn’t want to be flawless and we dedicate ourselves to that every day. Our goal at Aero Crew News is to provide a small part of what will make us all better pilots and crew members. I hope by the time this is published, the MAX will be back in the air with all the questions answered. We know that Boeing and the NTSB are laboring tirelessly and diligently to address the issue with the MAX. All manufacturers work to ensure that every operation is safe and productive from the giants to the home-builts. We put our trust in the manufacturers, the regulators and our airlines. But, we must always remember that the millions of people who board our flights put trust in their pilots first. Your comments are always welcome at info@aerocrewnews.com.
Fly safe,
Craig D. Pieper Craig D. Pieper
About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a First Officer for a major airline with a type rating in the Boeing 737 & Embraer 145 and has logged over 8,000 hours of flying time since his introductory flight on November 14th, 1992.
March 2019 Last month, Aero Crew News is proud to feature a terrific story by Meredith Edwards titled, Climbing, about entrepreneur and pilot Abingdon Welch’s unconventional trip to a retirement ceremony. Tracy DuChame’s Aviation Relocation is very informative (and no doubt, will be useful for many). Nine Things You Should Do before Moving to a New City provides a list that merits consideration for everyone for any move, near or far. As always, Joshua Dils gives us excellent advice in his Pilot Fitness column with his entry this month, Schedule Exercise Like a Travel Pro. In Safety Matters, Scott Stahl details FAR 117 and the concept of shared responsibility between the airline and the employee for observing its requirements. In Money, contributing author, James Knapp would like to help us make more sense of our financial strategies. Perspectives proffers some thoughtful advice from Matthew Rutowski about the transition from piston to jet and things to think about before you head to your class. In Squall Line, Anthony Lorenti explains negatively tilted troughs (or negative-tilt troughs) and the potential for severe weather around these beasts. And don’t forget to check out the Grids, especially if you are in the midst of a job search. Please submit your content ideas or opinions to info@aerocrewnews.com.
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design Charlotte Dameron Additional Contributors Deborah Bandy, Jonathan Kulak, Victor Vazquez, Lauren Dils, Glenn Nevola, Anthony Lorenti, Marc Himelhoch, Mike Davis Aviator Bulletins Provided by the companies listed Photographs By Photographs as noted. Grid Updates Email: GridUpdates@AeroCrewNews.com Social Media Marketing By Aero Crew Marketing Nate Racine, Tyler Sutton Aerocrewsolutions.com/marketing
© 2019 Aero Crew News, All Rights Reserved.
April 2019 | 9
AVIATOR BULLETINS
Soaring into the Classroom
Images provided by Air Wisconsin.
Air Wisconsin Gives Professional Pilots a Way to Continue Their Passion Through Teaching
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s a child, you dream of becoming a pilot. The prestigious uniform. The cool shades. The cockpit dashboard that makes you feel like you could be Han Solo. Many years of hard work help you to achieve your one goal—becoming a commercial pilot. But, imagine you discover you have a disqualifying condition later in your career or are in a serious car accident that leads to the loss of your First Class Medical. Unfortunately, sometimes pilots find themselves unable to fly. Air Wisconsin recently created a new full-time position with these people in mind, giving pilots who may not be able to fly the chance to share their love of aviation and pass along their knowledge and experience. Senior Flight Training Instructors mainly teach in simulators in Phoenix (PHX), Cincinnati (CVG) and St. Louis (STL). Jet experience is required along with the ability to obtain any variant of the ATP certificate. A CFI certificate is preferred. Air Wisconsin will teach new instructors how to operate a CRJ-200, the current fleet type, if necessary.
10 | Aero Crew News
This new positon is just one measure Air Wisconsin is taking to improve their Flight Training curriculum. The company recently deployed enhanced internet based training to help students stay engaged and supplement their lesson plans while in the classroom. A special focus is also placed on increasing student access to Flight Management System programming with new training software to help guide students through simulator training. Additionally, Air Wisconsin is committed to attracting the best to join their team as First Officers by offering bonuses up to $57,000, industry-leading benefits and fast upgrades. First Officers can expect to upgrade to Captain in 18-24 months or sooner with previous part 121 experience. The most junior Captain was just awarded at only 5 months. All of their pilots also have the ability to enroll in United’s Career Path Program. Explore all the available opportunities at Air Wisconsin at www.airwis.com/careers. ACN
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Jet Linx Achieves Monumental Milestone in Private Aviation
Flight From Scottsdale to Omaha Breaks 100 Million Mile Mark For Third Largest Aircraft Management Company
J
et Linx, the third-largest aircraft management company (Part 135) in the United States, has achieved a monumental milestone in private aviation, having flown 100 million miles. Jet Linx surpassed the 100 million mile threshold following a 1,085.2-mile flight from Scottsdale, Ariz. to Omaha, Neb. on Sunday, March 24. The announcement was made today by Jamie Walker, President & CEO of Jet Linx Aviation. “This amazing achievement is a reflection of our steadfast commitment to deliver exceptional service and the highest safety standards in private aviation to our clients - one mile at a time,” said Mr. Walker. “Jet Linx has grown at a steady pace since 1999 but, in the last few years, our business has experienced an exponential trajectory, having flown half of the 100 million miles in the last five years alone. Jet Linx has quietly become the finest aircraft management and jet card solution in the industry because of our unique and innovative business model that offers a far more personalized approach to private jet travel through individual, city specific, local operations.”
The 100-million-mile landmark comes as Jet Linx celebrates its 20th anniversary and anticipates yet another year of record growth with the commencement of preliminary flight operations from, and the
Images provided by Jet Linx.
forthcoming openings of, dedicated Jet Linx private terminals in New York, Boston, Chicago and Austin. Jet Linx continuing nation-wide development follows the establishment of new private terminals in Detroit and Houston, as well as the recent expansion of its facility in Washington, D.C. With the buildout of its base locations in New York, Boston, Chicago and Austin scheduled to be completed in the second quarter of 2019, Jet Linx is poised to become the foremost and preeminent private aviation company in the United States. Over the past 20 years, not only has Jet Linx flown 100 million miles—more than the 93 million mile journey from the earth to the sun—but it has become the thirdlargest aircraft management company (Part 135) in the United States with 18 locally-operated Base Locations. Having long been recognized as a leader in the private aviation industry, Jet Linx has received numerous accolades and achievements, including safety awards such as an ARGUS Platinum Safety Rating, IS-BAO Stage 3 Certification and Wyvern Wingman Standard, among many others. Jet Linx is committed to managed, strategic and sustained growth in number of aircraft, members and locations across the country, as well as to the highest and most stringent safety standards in the private aviation industry. ACN
April 2019 | 11
AVIATOR BULLETINS
ExpressJet Airlines, a United Express Carrier, Welcomes Australian Pilots Through E-3 Visa Program
Images provided by ExpressJet Airlines.
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xpressJet Airlines, a United Express carrier, today announced that it is welcoming Australian pilots to join in its growth by introducing a new E-3 Visa Program. The program allows Australian pilots to live in the U.S. while flying for ExpressJet. ExpressJet is hiring more than 600 pilots as it grows with 25 new Embraer E175 aircraft in 2019.
“ExpressJet’s E-3 Program is the perfect gateway for Australian pilots who want to grow their careers by flying an all-jet fleet on behalf of United – one of the world’s largest airlines and most iconic brands,” said Vice President of Flight Operations Greg Wooley. “Our program provides a smooth, worry-free transition to the U.S. and offers an on-going support network to ensure our E-3 pilots are successful in their careers.” 12 | Aero Crew News
Pilots who participate in ExpressJet’s E-3 Program will complete training at the airline’s Houston, Texas, training complex, where the airline has its own E175 and ERJ145 full-motion flight simulators. Training is paid and singleoccupancy hotel accommodations are provided. After training, pilots will be based at one of ExpressJet’s five domiciles (Chicago, Illinois; Cleveland, Ohio; Knoxville, Tennessee; Houston, Texas; Newark, New Jersey) and may choose to live in base or the city of their choice by using flight and airline jumpseat privileges to travel to base. E-3 Program pilots are eligible for ExpressJet’s $22,000 new-hire bonus and an additional $5,000 bonus for an eligible type rating. In addition, pilots are eligible for ExpressJet’s health and wellness insurance plans and have access to travel privileges on United Airlines and other participating, global carriers. E-3 Program participants will also have access to a company liaison to help navigate their new careers in the U.S. Australian pilots interested in flying for ExpressJet should apply at expressjet.com/apply or on airlineapps. com. After completing a video interview, ExpressJet will initiate the Visa application and cover costs related to the process as well as travel expenses to the U.S. Applicants can visit expressjet.com/pilots for complete qualifications and application requirements. ACN BACK TO CONTENTS
ExpressJet Airlines, a United Express Carrier, Bolsters Pilot Training Capability with New Embraer E175 Simulator
E
xpressJet Airlines, a United Express carrier, announced today the addition of its first Embraer E175 full-motion flight simulator at its Houston training complex. The device, designed by FlightSafety International, will further bolster the airline’s in-house capability to train more than 250 pilots on the E175 in 2019. “Adding an in-house E175 simulator reinforces ExpressJet’s commitment to become the preferred E175 platform for United Express,” said Vice President of Flight Operations Greg Wooley. “We remain one of the select few regional airlines to train pilots almost entirely in-house, and the E175 simulator at our Houston training complex will continue giving us greater quality control and the best possible scheduling flexibility and throughput.” The E175 simulator joins ExpressJet’s two Embraer ERJ145 full-motion flight simulators, a motion-capable ERJ145
cabin trainer and a host of other devices, at ExpressJet’s Houston pilot and flight attendant training complex. ExpressJet will accept delivery of its first of 25 E175 aircraft in April and will add three to four aircraft per month through 2019. The initial fleet will operate out of its Houston hub, with a second base location to be announced soon. To support its significant growth, and to backfill the expected advancement of more than 200 pilots to United Airlines through the Pilot Career Path Program (CPP), ExpressJet is hiring more than 600 pilots in 2019 and hosting up to three new-hire pilot training classes per month. Pilots who sign on with ExpressJet can expect a quick selection process, an immediate class date and to bid for flying within three months. Paid training and single-occupancy hotel accommodations are standard. Pilots interested in joining ExpressJet should visit airlineapps.com or expressjet.com/pilots to apply. ACN
April 2019 | 13
PERSPECTIVES
Leadership Essentials W r i t t e n B y: V i c t o r Va s q u e z
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eadership and professionalism – these words are commonly used throughout industries across all sectors. The topic of leadership will continually develop throughout your aviation career as each of us cultivates our own definition and set of standards that exemplify these qualities. Here, I would like to provide some insight into a few of the qualities that are common to great professionals who excel in leadership roles. In my professional aviation career, as both a new hire and captain, I have gone through multiple ground school courses in which leadership and professionalism were discussed thoroughly. But my first encounter with leadership and professionalism was in a Crew Resource Management (CRM) course in college. The instructor had us post to our class forum our thoughts on what makes a good teacher, supervisor or leader. Together as a class, we came up with a list of the qualities. We found that those who are good leaders and professionals are those who make themselves approachable, who are good listeners, effective communicators, and those who lead by example. Some leaders are great at displaying all
14 | Aero Crew News
these qualities equally, but most leaders have some that are more evident than others. Without some degree of all however, leadership is lacking.
Approachability Being approachable sets the tone for an entire situation (e.g. a four-day trip). When you become a captain, this is a very important attribute. Sometimes frustrations are so apparent that we take it out on others. This can drastically affect leadership effectiveness. When things aren’t going your way, or a situation is out of your control, you cannot let your emotions affect the way you interact with others. Members of the team may have a solution to a problem, but if you are quick to shut them down, or they are afraid to speak to you based upon your body language, you will miss an opportunity to resolve the issue. It doesn’t matter whether you are student, instructor, first officer, or captain, you must be approachable. In aviation, the day-to-day events can be volatile and you must be approachable in those situations.
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Listening An effective leader is also a good listener. Many times, we think of a leader as one who is delegating duties and assigning tasks. More often, good leaders are the ones who listen. If you were an instructor, think of a student who was worried about a maneuver or some aspect of training. In this situation, some instructors would be quick to say the solution is to practice more, but it may be more constructive to dig deeper. Sometimes the solution can be found by asking questions and listening to the answers. Something as simple as asking what you, as the instructor, can do to better breakdown the concept. Being empathic to a student’s feelings can go a long way. Because we are in a time of quick upgrades, as a first officer you’ll want to absorb as much as you can in a short span of time. Don’t be afraid to ask your captains questions and be open to critique that will further your knowledge and skill. As a captain, through listening, I learn more on how I can improve. Your team members, dispatchers, maintenance controllers, air traffic controllers, first officers, gate agents, and ramp crews, share vital information to help keep the operation going. Listen before forming an opinion or coming to a conclusion. Drawing a conclusion before hearing the whole story can affect your leadership and create the impression that another’s opinion doesn’t
matter. Listening is a building block of developing good leadership since it helps create effective communicators.
Communication Communicating well is an extremely important quality in a leader. I once had a mentor who compared an effective communicator to a conductor of a band. He said, “If nobody knows what sheet of music you are on, nobody will be able to play the song you want.” There is a lot of truth in this statement. When you devise a game plan but no one knows what it is, you can’t expect it to be executed as planned. Sometimes we need to hear the same thing presented differently so it can click. When I was in pilot training, I had a little trouble flying approaches. I tended to over-correct and chase the localizer. The instructor told me, “Make small corrections,” but I kept making the same mistake. Finally, my instructor said, “Make your corrections within either side of your heading bug.” Finally, I had a reference that provided my ah-ha moment. All it took was a clearer way of saying what was considered “small.” A great communicator is clear and concise. As a fellow crew member, let others know what your game plan is to keep them in the loop. The development of these skills is key, especially when you are an airline pilot. Passengers are very appreciative when you keep them informed on what’s happening. Being an effective communicator will help you thrive in your aviation career.
April 2019 | 15
Leading by example People follow because they accept that what the leader conveys is acceptable. Compliance with rules is obviously important. For pilots, there are clear, set standards such as, FARs, company policies, grooming standards and more. In leadership positions, if we miss the mark on these items, we can’t expect those behind us to hit the target when we have lowered the bar. In some ways, when we cut corners, we likely disappoint those around us because we have the knowledge and experience and know what the implications of noncompliance can be. Leadership is like any other skill – there is always room for improvement. Each person will have their own way of displaying their unique qualities of leadership. This list of skills is not comprehensive but just a glimpse into a few that should be integrated into your leadership
development. Being approachable allows for others to bring their ideas to invest in your development as a professional. Making yourself a good listener will help you better understand a situation. While having a game plan is imperative, having the ability to communicate it effectively is key. And, leading by example helps set a standard, hopefully one that is high enough to be aspirational. When you hear these characteristics, remember to focus on how you can integrate them into your own professional leadership development. ACN
About the Author Victor A. Vasquez -is a CRJ Captain based in Detroit, Michigan and has been flying since he was 14 years old. Read More...
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FEATURE
Stall Recognition and Extended Envelope Training for Pilots W r i t t e n B y: M i k e D av i s
In
late 2015, the Federal Aviation Administration released Advisory Circular 120-109A, Stall Prevention and Recovery Training. The AC was released in response to accident reviews that indicated continued problems in several loss-of-control accidents among both corporate and air carrier aircraft. In particular, the FAA states that a recurring causal factor in these loss-of-control accidents is the pilot’s inappropriate reaction to impending upsets and/or full stalls. It appears pilots are failing to recognize insidious onset of stalls during normal and non-normal situations in both manual and automatic flight. Evidence also exists that pilots may not have the skills or training to respond appropriately to an unexpected attitude or stall. Many of the training techniques pilots learned in both civilian and military aviation have been found to be faulty when presented with an unexpected high-altitude stall in a swept wing transport category aircraft. For Part 121 Air Carriers in particular, this AC caused a financial burden for training. All level C and D simulators used for pilot training were required to be upgraded with manufacturer data to accurately replicate a stall. During certification of the simulators, the airline was required to have both the FAA and a manufacturer’s test pilot who could validate that the simulator stall characteristics were identical to the aircraft. These modifications across all airline fleets cost several million dollars.
April 2019 | 17
Images courtesy of FAA Advisory Circulars.
STALL: An aircraft is stalled when the angle of attack is beyond the stalling angle. A stall is characterized by any of, or a combination of, the following: 1. Buffeting, which could be heavy 2. A lack of pitch authority 3. A lack of roll control 4. Inability to arrest descent Obviously, no pilot ever intends to stall the aircraft in any environment other than training. Predominately, unintended stalls (or upsets) are caused by environmental factors. Turbulence, mountain waves, wind shear, thunderstorms, microbursts, and wake turbulence are only a few of the possibilities. Aircraft icing can also have a profound effect on the ability of an aircraft to maintain a positive angle of attack. ANGLE of ATTACK: Most swept wing, transport category aircraft lifting surfaces are carefully and deliberately designed to generate the maximum amount of lift efficiently. All aircraft can reach a critical angle of attack, and at that point ,the aircraft will stall. This is true regardless of aircraft speed or altitude. All FAA-certified aircraft are certified to exhibit adequate warning of impending stalls to give the pilot opportunity to recover. For years, pilots have practiced approach to stall, or incipient stalls, whereby the pilot recovers at the first sign of stall warning or stick shaker. In the case of Colgan 3407 and Air France 447 the pilots were forced to recover from full stall where the critical angle of attack had been exceeded. It’s important to understand that an aircraft can be stalled regardless of altitude, airspeed, or pitch altitude. The angle of attack determines whether the wing is stalled.
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STALL RECOGNITION and RECOVERY: The FAA Advisory Circular and accompanying Airplane Upset Recovery Training Aid is very comprehensive in their discussion of stalls and upsets. It’s probably not fair to compile these documents into a few takeaways, but for the purpose of brevity, I’ll list the 10 main points. 1. To recover from a stall, angle of attack must be reduced below stalling angle of attack. As previously noted a stall is characterized by any, or a combination of the following: a. Buffeting, which could be heavy. b. A lack of pitch authority. c. A lack of roll control. d. Inability to arrest descent. 2. A stall may not include a pitch break. 3. Avoid inappropriate rudder use. Pilots should be aware that certain prior experience or training in the military (or general aviation) in non-transport aircraft may emphasize rudder as a means to maneuver in a roll. These techniques do not apply to transport aircraft. Large rudder reversals can lead to loads that exceed the structural design limits of the aircraft. 4. Aircraft are more control sensitive at higher altitudes and true airspeeds. In high altitude maneuvering it’s important that the pilot not make large or drastic inputs. 5. Avoid slow speeds at high altitude. Although not technically in a stall, aircraft at high altitude when slowed, may be forced to descend as the only option for recovering airspeed. 6. Thrust is greatly reduced as altitude is increased. It goes without saying that available thrust at high altitudes is much less than what is available at low altitudes. 7. In an aircraft with sidesticks, avoid dual inputs. One of the challenges of transitioning to an aircraft with sidesticks is the inability to see the inputs the other pilot is making. It’s important that one pilot take command and make the sidestick inputs.
8. Timely and correct recognition is vital to the recovery from a stall (or upset). In an automated aircraft, analyze, monitor and intervene if the aircraft approaches a critical angle of attack. 9. Know your aircraft. Most modern aircraft have flight envelope protections. It’s important to understand load factor protection, autopilot limitations, auto throttle/autothrust operation, low energy/stall warnings, and high angle of attack protections. 10. When training, especially in the simulator, understand that there are limitations and the simulator may not always replicate the aircraft performance. However, the simulator is the place to explore extended envelope/stall/upset training. Be sure to have your instructor discuss the aircraft performance and limitations during your briefing. One of the big players in stalls and stall accidents is the “startle factor.” Most crews were surprised by the upset or stall and the recognition and reaction time may be longer than we would like. Remember Captain Sullenberger and First Officer Jeff Skiles hitting the geese in New York? It took them a few seconds to digest what had happened before they began their recovery. The key to overcome the “startle factor” is to remain engaged with the aircraft through all phases of flight, recognize and confirm the situation before it becomes a stall or upset, regain control of the aircraft immediately, and lastly, recognize that these situations can and do happen, so include scenario-based training built upon these situations. Finally, the FAA provides a great deal of guidance on this subject. I’d recommend review of FAA Advisory Circulars 120-109A, 120-111 and CFR 121.423. ACN
About the Author Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...
April 2019 | 19
Take a short approach.
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FITNESS
Metabolic Boost Simple Ways You Can Increase Your Metabolism Everyday W r i t t e n B y: L a u r e n D i l s
Pilots
tend to be diligent about seeking performance gains anywhere they can in the aircraft they fly, especially if its go-home day! And as you know, small tweaks can lead to big changes. Well, the same is true when it comes to your health and daily choices. Flying is sedentary and unlike a typical job, you cannot just get up from your seat whenever you feel the need (unless you are fortunate enough to fly the spacious flight deck of an Airbus). You are more or less trapped for the duration of your flight and sedentary lifestyles increase our risks of cardiovascular disease, fatigue, diabetes and osteoporosis while also affecting our mood, energy, posture and metabolism. We have covered some of the circulatory risks and postural affects in previous articles. So what are small tweaks we can make in and outside of the flight deck that add up to big changes (or performance gains in the way our body runs) to stoke our metabolism over the course of a day? Read on for simple ideas to keep you #FitToFly. Small things matter and these small changes add up to noticeable change!
Move • Fidgeters, on average, burn 300 - 350 more calories per day than non-fidgeters. • Walk the terminal during layovers/breaks. • Take the stairs and park farther away from buildings.
Hydrate • Dehydration not only leads to cognitive decline, it can increase feelings of hunger.
• Have electrolyte packs on-hand. Fuel Up • High fiber foods help clean out your system. Good bacteria in the gut “eat” this fiber turning it into an anti-obesity compound know as propionate. • Spicy foods containing capsaicin which actually increase your metabolic rate, as do foods containing arginine, such as soy, legumes, seeds and nuts. • Legumes (such as beans, peas and lentils) have a very low glycemic index creating the “second meal effect.” Legumes moderate your blood sugar, not just at the meal you eat them but hours later at subsequent meals and even into the next day. (https://www.youtube.com/ watch?v=NYdi0RpI1SU) • Berries, citrus, red onion, grapes, green tea, cocoa and herbs may boost metabolism and significantly decrease waist circumference by increasing thermogenesis and fat oxidation.
Exercise - Exercise affects how your body stores and uses fuel. High intensity exercise can boost your metabolism for well over 24 hours. No surprise here – it is the usual culprits of diet and exercise! However, you don’t have to go run a marathon or subsist on spinach to enact change. These small manipulations in your daily routine can provide you the momentum you need to alter the course of your health into the right direction. ACN
• Eat foods high in water content such as fresh fruits and vegetables.
About the Author
• Bring a refillable water bottle to track how much you have consumed.
Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...
April 2019 | 23
MORTGAGE
Getting a Mortgage as a New Hire How to Qualify on First-Year Pay Wr i t t e n B y: J o n at h a n Ku l a k
F
or many, being hired by an airline is a dream come true. With a new airline job comes the decision of where to live. If you plan to move into domicile or you’re exiting the military, buying a new home is usually high on the priority list. The trick is qualifying for a mortgage on first-year pay. Let’s face it, first-year pay is not exactly your dream pay. Even trickier, is how to buy on first-year pay before you start training. Let’s discuss how to make it work.
24 | Aero Crew News
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Typically, switching jobs is not a good idea when applying for a mortgage because your lender wants to see stable income. At a minimum, you need an unconditional job offer with your start date and expected income. Most of the time when we are hired, we only receive a conditional job offer until our background, drug, and PRIA checks are complete. This is where you need to be proactive with your new employer to get the screening done quickly and request an unconditional job offer. Some HR departments are better than others, so use all your available resources. I’ve helped new hires be screened earlier by helping them get in touch with the right person versus them emailing a generic hiring email address. Use any insider connections you have. Once you get the right person, they are typically helpful because they understand all the stresses that come with a new job and buying a home. Once you have all the requirements complete, you’ll need them to provide an unconditional job offer letter that documents your expected first year pay (based on the minimum guarantee from your contract) as well as your training start date. (You are welcome to contact me if you need an example or more details.) To qualify, your lender will be using your expected income from the unconditional job offer letter so make sure the numbers are correct. I recommend you use a lender who understands pilot pay and our contracts because explaining this to an underwriter who doesn’t often deal with these issues can be frustrating if not disastrous for you. Debt-to-income (DTI) ratio is one of the most important points the lender will use to qualify you with firstyear pay. The guidelines vary depending on the loan program you are using to finance your new property, however 41% is an ideal debt-to-income ratio. To make these calculations simple, take your first-year pay, or expected income, and multiply it by .41 to get your maximum monthly debt allowed. Then add all of your current monthly debt payments to calculate your current monthly debt obligations. The difference between your
maximum allowable and your current debt payments is the maximum mortgage payment for which you can expect to qualify. Obviously, the best way to figure this out is to contact a licensed mortgage loan originator, but this is a good starting point. All lenders will use an Automated Underwriting System (AUS) that will provide the ultimate deciding factor as to what your maximum debt-to-income ratio will be. So please, reach out to me or a licensed originator if you are over the 41% ratio. Just because you are over the ideal ratio does not mean you will not qualify. It is a case-by-case decision based on the AUS findings. As I always stress, the only real way to ensure you’ll qualify and for how much is to contact a licensed loan originator. This is but a short list of some important things to consider. The earlier you start the process the fewer surprises you’ll have once it’s game-time, so don’t be afraid to connect with a lender sooner than later. Typically, the smoothest loans I see are when a borrower reaches out about six months prior to purchasing. This provides plenty of time to fix any potential issues and sets you up for success. I’m always happy to help a fellow pilot navigate the mortgage process. I welcome you to contact me with any questions at jk@mythl.com or on my cell phone, 850-3771114. Also, please review my previous articles available in the Oct ’18 through Feb ’19 issues of Aero Crew News. ACN
About the Author Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 pilot turned airline pilot. Trident Home Loans is a pilot/veteran owned/operated mortgage lender licensed in 26 states. For more information visit www.tridenthomeloans. com, call 850-377-1114 or email jk@ mythl.com. NMLS # 1403506 | 65716 Read More...
April 2019 | 25
COCKPIT 2 COCKPIT
Military to Airline Pilot 101... What to Expect in the First Year Preparation and training through the oral exam W r i t t e n B y: M a r c H i m e l h o c h
Editor’s note: This informative piece, meant for those transitioning from the military to the airlines, contains valuable advice for anyone heading to training for the airlines. The article is divided into multiple parts. The next part will appear in the May issue and will start with the simulator training phase. Beyond May, Marc will address more about the first year. Stay tuned!
W
hen I think back to my first duty assignment in the military, as an Undergraduate Pilot Training (UPT) student at Reese AFB in Lubbock, Tex., I remember being overwhelmed. Everything was brand new. Not only did I have to learn to fly a multi-engine, high-performance military jet, I also had to learn a ton of information about the military lifestyle, in general. There were acronyms for everything and I had to figure it all out in a very short period of time.
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This is the first in a series of articles designed to help you survive your first year at the airlines. The term “survive” may seem a bit drastic to describe a possible outcome of your first year at the airlines, however, I’ll tell you why I think it’s not overstated. Remember in your military flighttraining program how you were under constant threat of being washed out of the program? (Or, as my instructor pilot put it, “Himelhoch, don’t ever forget, you’re always three rides away from being a street sweeper.”) Well, your first year at an airline is much the same. Your first year as an airline pilot will be very similar to your UPT experience. It’s a fire hose for sure! You’ll be learning to fly all over again, training on a large, multiengine, jet aircraft that may be very different from anything else you’ve ever flown. All the while, you’ll be trying to decipher new acronyms. Additionally, there is a whole new set of procedures, and rules to learn. There will be an entirely foreign system of compensation and benefits to navigate. You’ll have to choose an aircraft type and domicile that will have a huge impact on your seniority (another unfamiliar concept) and quality of life (something you often sacrificed in the military but hopefully, you’re about to learn how great it can be). Just when you finally start to feel comfortable with the airline-training world, they will kick you out of the nest and onto “the line.” The line is a fast-paced, hectic world that introduces a whole new set of virgin experiences like commuting, bidding, reserves, probation, contracts, non-revenue (non-rev for short) flying, crashpads, and adjusting to life on the road. (Good news here, there will be no sleeping in tents or wearing gas masks this time!) It’s called your probation year. Essentially, you are being scrutinized your entire first year with the airline. To make it even more fun, you have about zero job security during your probation period at an airline. You can be fired without cause while on probation. You’re not union protected until you’re off probation. Think of it as a yearlong evaluation of your performance, inside and outside the cockpit. This first article will focus on just a small fraction of the challenges you will face in your first year at the airlines and the first “threat” you will face as an airline pilot – the initial aircraft qualification training. In future articles we will cover myriad topics that are foreign to the military pilot including bidding, commuting, non-rev travel and more.
Know Before You Go As your training class date approaches, it’s time to get serious. The airline will usually send you a link to some online resources they expect you to study before you show up for your first day of ground school. They don’t expect you to be able to build your jet from memory on day-one, but if there are aircraft systems training videos to watch, that’s a good place to start. Don’t try to memorize the information just yet. Your ground school instructors will do a good job of teaching you the systems when you get to training. Just watch the videos to familiarize yourself with the various major systems, lights, switches, and warnings to gain a basic understanding of how they function. It’s also a good idea to memorize the “ immediate action items” and “checked limitations.” Immediate action items are emergency procedures that must be recalled from memory, just like the boldface or critical action procedures (CAPS) in the military. Checked limitations are systems-related aircraft limits that must be memorized, similar to the “Ops Limits” we knew from military aviation terminology. Knowing these basic items before you show up for training will free your mind during training to focus on more difficult concepts and absorb the material being delivered in a more comprehensive, effective manner.
Civilian Pilots Are Your New Best Friends Airline training is difficult and you do have a lot to learn in a short amount of time, but it’s not rocket surgery. The training you endured and mastered to get your wings in the military along with all the follow-on training to
April 2019 | 27
become fully qualified in your weapon system, were far more difficult than the airline training you’re about to attend. That being said, you still need to treat it with due respect. Aircraft qualification is a formal FAA training program that will result in an FAA “pink slip” in your training records if you fail any associated jeopardy events. Worse yet, you could lose this awesome new career you worked so hard to obtain – a career worth literally millions of dollars in earning potential. Hopefully that’s enough incentive for you not to screw this up! Aircraft qualification phase will start with ground school academics, culminating in your FAA type rating oral exam (jeopardy event). After your oral, you’ll begin simulator
28 | Aero Crew News
training, ultimately leading to your aircraft type rating Progress Check (PC) and Line Oriented Evaluation (LOE) check rides; both are jeopardy events. One of things that was readily apparent to me during airline training was that they had no time to get us military flyers caught up on everything our civilian regional, corporate, and cargo pilot-brethren already knew about the airline pilot world. Classes were essentially taught as though we all came from a Part 121 background. The instructor would tell us to know how to use the QRH before our first simulator. All the civilian background pilots would nod confidently while all us military pilots just looked at each other quizzically as if to say, “What is a QRH?” BACK TO CONTENTS
There wasn’t much time to help us military pilots get caught up on Part 121 operations and jargon. Airlines don’t make money with aircraft sitting on the ground, therefore, it’s in the company’s best interest to cram all the necessary training (and nothing more) into the shortest amount of time to make you a safe, competent airline pilot so you can get on the line and start flying jets as soon as possible. They correctly assume you’ll figure the rest out on your own. Most airlines will assign simulator partners with no input from you. However, if given a choice, you would be wise to choose a sim partner who has a regional airline flying background. In my experience, the regional pilots had a huge advantage during training because so much of what is covered was already second nature to them. Frankly, as a military pilot, you don’t know much about Part 121 airline flying. Partnering with a regional pilot will help you fill in the blanks about what is expected and how to adapt to airline procedures. The civilian pilots in your training class are a tremendous asset. Don’t be afraid to ask them for help.
Academics Systems academics are designed to get you ready for your FAA type rating “oral” exam. This is the first major hurdle in the training program. An oral exam usually consists of questions focused on lights and switches on the overhead panel, the mode control panel (collocated with the glare shield), and a handful of questions regarding other lights and switches in the cockpit with emphasis on emergency lights and switches, such as fire extinguishing systems, alternate gear extension, auto-brakes, and alternate braking. In summary, the FAA examiner will quiz you on things you can control from the cockpit. If you have no control over a system, they usually won’t ask you about it. Just like any military formal flying training program, you’re not the first one to go through this training. That means there is probably some very good gouge out there on what questions you can expect on your oral exam. That being said, everything is fair game, so don’t only study the gouge. But the gouge is a great place to start. The airline should also provide you some gouge in the form of a Lights and Switches Guide. The Lights and Switches Guide will provide you a study reference of the lights and switches in the cockpit. It will give a quick summary of each light in the cockpit and what causes that light to illuminate. It will also provide a good
overview of various cockpit switches and what system actions occur with each switch position selected. You won’t be allowed to progress to the simulator phase of training until you pass your oral. You don’t want to highlight yourself by failing the oral, so make sure you get some good gouge and know your stuff the first time. Reviewing the systems videos and computer-based training again before your oral is a good idea. Then, use your cockpit posters and Lights and Switches Guide to study until you can look at every light and switch in the cockpit and know what causes the light to illuminate or what systems actions occur when you throw a switch. Know all this, in addition to knowing your checked limitations and emergency procedures immediate action items. If this sounds like a lot of studying…it is! Plan accordingly. Next time, I’ll address the following segment of training – the Simulator Phase, what I call “the fun stuff” that still requires a lot of work and dedication. If information is power, this information will help empower you to succeed with as little stress as possible. ACN
About the Author LT COL Marc Himelhoch, USAF (Ret), is a Southwest Airlines pilot with over 5,000 hours of flight time. He graduated with honors from ERAU in Daytona Beach, Florida, earning a masters degree in aeronautical science. Read More...
April 2019 | 29
MONEY
How Rising Interest Rates Effect Your Portfolio
W r i t t e n B y: G l e n n N e v o l a
T
here has been much talk recently about the Federal Reserve Board (Fed) and rising interest rates. As the Fed increases rates, the cost of borrowing is more expensive. Generally, this happens when the economy is doing well, lots of jobs are being created, wages are increasing, unemployment is low, and the overall health of the economy is on an uptrend. This is currently where we find ourselves. Times are now good for the American worker, so the Fed has begun to raise short-term interest rates to try and keep the economy from overheating and entering a recession. This balancing act continues throughout the years during various economic cycles.
30 | Aero Crew News
What does this mean to the average investor – for their 401(k), their IRA and other investment accounts? For the young, investments weighted in stocks are considered to be the best bet providing the highest potential appreciation over the long-term. The shorter the time left before the need to start using accumulated assets, the lower the exposure to the potential volatility of the stock market should be. As the Fed raises rates, yields on bonds move up as well. Let’s say the stock market is forecast to yield high, single digits, but you can receive 4% in bonds with no risk. It may make more sense to buy bonds with no risk if you’re looking at a shorter term. But over longer periods, equity investors have performed much better BACK TO CONTENTS
than fixed income investors. So again, the discussion circles back to your age, risk tolerance and your time horizon. You may have heard that when rates rise, bond prices fall. You will capture more interest from the higher paying new issue bonds, but the value of existing bonds (price of the bond) goes down. Here is a simple explanation on how that works: Let’s say you buy a ten-year bond paying 6%. You will loan the company issuing the bond your money for ten years and they will pay you interest (usually twice a year) of 6% of your invested capital. Now a year later, a new bond issuance occurs paying 7% instead. So, you can now buy that new bond for ten years paying 7%. If you want to sell your bond yielding 6% in a market that is currently paying 7%, then your bond will need to be discounted to equal things out – therefore your bond price goes down (not your yield – only the price). If you kept your bond for the entire ten years, you would still receive the 6% per
year and in ten years you would receive all your invested principle back. In summary, the ratio of equities to fixed income in your portfolio depends on age, risk tolerance, time horizon, etc., but over the long-term, equities have continued to outpace fixed income. In a rising rate environment however, the gains on equity can have some suppression due to the risk-free returns on bonds. Flight Line Financial would be happy to do a quick review of your accounts. ACN
About the Author Glenn Nevola is an airline captain
and financial advisor specializing in providing financial assistance to fellow airline pilots in their pre and post retirement planning. Read More...
April 2019 | 31
SQUALL LINE
The Storm Prediction Center: The Convective Outlook W r i t t e n B y: A n t h o n y L o r e n t i
I
just completed a pairing with a young and talented first officer. After a long and arduous six years, it was his last trip in the right seat. First Officer Tom Jones is going to captain school. Congratulations! But, as he powered down his tablet and wound up the cord to his David Clark headset, he asked a disturbing question, “Where do you go to check the weather, Captain”? My retort? “Haven’t you been checking the weather yourself over the last six years?”
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First Officer Jones obviously hasn’t read my very first contribution to Aero Crew News (December 2018). So, this month’s contribution is a more dignified response to his question than the one lurking in the inner sanctum of my mind. Produced by our very talented and educated friends at the Aviation Weather Center, www.aviationweather. gov is sanctioned, legit and best of all, free! My guess is that you won’t get into trouble for referencing it before a flight. This website is a proverbial one-stop shop for a wealth of weather information and products. My focus, as we approach the unruly and unsettled months of spring and early summer, will be convection. I encourage you to examine the other features of the site, too. As you learn more about weather and this website, you will be better able to correlate the various products and elements of weather into a picture that you can use for better pre- and in-flight decision making. But back to convection! As a starting point, I encourage you to begin your hunt for convective weather by using the Storm Prediction Center’s (SPC) Convective Outlook page. Take my word, this is a source for all sorts of useful convective weather information. The SPC’s Convective Outlook Page can be found toward the top of the www. aviationweather.gov website. Under the tab, FORECASTS,
select Convection. You will find SPC Convective Outlook toward the lower right. Click it! Just by finding this forecast product, my job is really done – I don’t need to explain much more. It’s pretty self-explanatory. But hey, I have a job here! In graphic format is a depiction of areas that are expected to be harbingers of thunderstorms. Additionally, textual discussion is provided below the picture. The graphic, by the way, is interactive. Click the top tabs (labeled Tornado, Wind and Hail) to see what happens to the picture. Rather than explain every aspect of this product, I encourage you to explore. One thing I would like to impart; countless times, over the course of many years of referencing this page, I have found it to be reasonably to very accurate in its predictions. I can even admit to trading and exchanging trips based on what I saw. (Keep that our secret!) This weather product is very useful and accurate. I do encourage you to click away and see the results of your actions. Integrate this weather product/website into your routine. Discover its intricacies. To get the most from it: •
Be sure to read the textual discussions below the graphics. Not only are they useful, they are educational as they introduce and/or explain weather terms.
•
The graphical depictions of thunderstorm risk can be broken down into percentage and hazard risk. Think of them as bulls-eyes for tornado, wind and hail risk (in addition to less threatening thunderstorms).
•
From this weather product alone, you will have access to a mine of other weather products that you should find very useful.
By all means, tinker around this website to get to know it. My goal here is to introduce it to you and in future articles, I will expose you to specific aspects of the website and various weather phenomena. Since convection is a nemesis of airplanes, I’ll focus on its aspects in future articles. ACN
About the Author Anthony Lorenti is an ATP, CFI, Fire Fighter and EMT with a Bachelors degree in Business Managament. Read More...
April 2019 | 33
FEATURE
Better Pilots Fly Inverted Eagle Sport Aviation Twenty years of paying it forward W r i t t e n B y: D e b o r a h B a n d y A e r i a l P h o t o s B y: M a r i a n o R o s a l e s C o v e r P h o t o b y: D av i d M a s s e y
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Aerobatic formation with Pat Anderson in the Pitts, Michael Goulian and Patty Wagstaff over ERAU in BACK Daytona FL TOBeach, CONTENTS
Above: Randy Gagné and Kermit the Frog while shooting The Muppet Movie.
O
ur passion for flight can be expressed in countless ways. In fact, Aero Crew News is a perfect example of how one’s appetite for all things aviation has been conveyed. The pilot-publisher’s desire to help others achieve their goals of landing that envisioned commercial career is what birthed this publication – a magazine for pilots by pilots. Aviators love to share – to share stories and their knowledge, and most possess a profound desire to make aviation safer with better pilots. That was Randy Gagné’s desire – to transform his student pilots into the safest, smartest pilots possible. Gagné touched so many in every facet of his career. Among his accomplishments, he had been a stunt pilot in the movies, performed on television, had coached aerobatic teams in Japan and Brazil, and had competed with the Canadian Aerobatics Team, but his true passion was always training/instruction. He was known as the flight instructor
April 2019 | 35
“We landed for fuel but the FBO was closed. We had to find a car, go to a store to buy gas cans, drive to another airport to fill the cans, then back to the Pitts to fill it the slow, difficult way. The next day, someone must have been wondering why there were a bunch of gas cans in front of their hangar door.” Saint Loup’s logbook records flight time totaling 18.1 hrs. with 14 stops, arriving DAB 8 September. Some within the administration and faculty of EmbryRiddle were a bit uneasy about venturing into the realm of aerobatics, but the student-aviators of the Aerobatics Club were anxious to get their hands on the Pitts’ controls to learn another variety of flying. Until then, the Aerobatics Club had attended air shows, enjoyed guest lecturers and explored all they could about the sport of aerobatics without any aircraft to call their own. The bequest of the Pitts changed everything and proved to be the seminal event that led to the creation of Eagle Sport Aviation Club (ESA), a non-profit educational organization. Now independent of Embry-Riddle and Top Left & Cover: To honor the memory of Randy Gagné, the name of each aerobatic instructor-pilot is added to his Pitts S2-B. Bottom Right: Pierpont and Saint Loup in Van Nuys, CA, September 4th, 1998
to the stars – Hollywood stars with recognizable names you associate with the movies and with flying. He always believed that the stick and rudder training of aerobatics made better pilots. But tragically, his remarkable career, his influence and his full life came to an untimely end in late 1997 when he perished in a crash in Calif. Because Gagné had attended the Daytona Beach, Fla. campus of Embry-Riddle Aeronautical University (ERAU), his wife Sherree decided that bestowing his beloved Pitts Special S2-B upon his alma mater would honor his memory and would thereby continue to provide students the opportunity to learn the art of aerobatics, fulfilling Randy’s goal to make safer, better pilots. The bequest was made and it fell upon two ERAU aviators, Peter S. Pierpont, then chair of the engineering technology department and faculty advisor to the students’ Aerobatics Club, and club-president, Thierry Saint Loup, to ferry the aircraft from Van Nuys, Calif. to Daytona Beach, Fla. Built for short aerobatic exhibitions, covering the 2,210-mile distance in the Pitts required a lot of detailed planning. On 5 September 1998, the two intrepid pilots took off for the first leg of what would be a four-day cross-country. Saint Loup recalls one stop that didn’t go as planned.
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Above: Sherree Gagné delivered the Pitts to Peter Pierpont for Embry-Riddle at VNY on September 4th, 1998.
Today, the Eagle Sport Aviation Club has twenty years of rich history, growth, acquisitions, a lot of good works and fun at its six. But, aviators are always looking ahead, not just as they fly, but as they plan, maintain their aircraft, and even as they foresee their next purchase. The mission of ESA provides great value to the air sports, to the greater aviation industry and skills to those who participate. And its objective is noble; to nurture youth in a way only mentoring organizations can, with scholarships, life-shaping experiences and positive role models. reaching far beyond its students, ESA is “dedicated to promoting sport aviation, increasing the safety of our sport through continued education and outstanding ground and flight instruction, and allowing interested and qualified people to participate in cost-effective sport aviation flight training.” ESA’s mission is to “... provide pilots with an environment that rewards hard work, truth, and dedication.” The future of ESA is ambitious but is designed to bolster its mission. On the horizon is a permanent headquarters in an ample hangar to house the club’s assets with meeting space for not only ESA, but for
the local chapter of the Ninety-Nines and the local Aviation Explorers 747. The club is very proud of having acquired and satisfied the debt on its entire fleet – its impressive fleet of six aircraft including the Gagné Pitts, an L-16 Grasshopper, a Piper Cherokee, two gliders and a tow plane. But, as a non-profit organization, ESA faces challenges finding the capital necessary to move its organization into the next phase. Regrettably, lenders are disinterested in making loans to 501(c)(3) organizations (even to those with assets). This status however, does allow contributions – deductible contributions. And squarely behind the endeavor is The Aviation Education
April 2019 | 37
Above: Club youth gaining time, experience and fun.
THE RANDY GAGNÉ MEMORIAL HANGAR You can join Randy Gagné’s family, friends and former students, Eagle Sport Aviation alumni, current members, and many aviation enthusiasts to help the club further its mission through its goal to build a hangarhome. Your tax-deductible gift will yield 150% of your contribution thanks to The Aviation Education Foundation’s match-plus. You can find a link to donate at the footer of the ESA website, eaglesport.org. Major gifts may be arranged by contacting club president, Pat Anderson, Ph.D. at president@eaglesportaviation.org. You may also contact Dr. Anderson with questions you may have about the club. 38 | Aero Crew News
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Foundation, whose objective is to give to organizations that place emphasis on programs involving the education and introduction of children and young adults to aviation. Thanks to their matching program of $1.50 for every dollar donated, the club’s dreams of building a hangar-headquarters are attainable and foreseeable. Their goal is to raise $150,000, a sum that will ensure many more years of producing better pilots, mentoring aspiring aviators, providing scholarships, in addition to the flight experiences the members garner through ESA. The club’s prosperity is solidly rooted in its members’ dedication. Pat Anderson, Ph.D. and president of ESA, characterizes those involved, “Our members are smart people who value fulfilling the organization’s mission and who are committed to its success.” He adds, “Everyone has a role to play and each does so at an exceptionally high level. Year after year, I’m impressed.” To ensure the next twenty (to fifty or more) years propel the club to its next level, ESA is launching this ambitious campaign to build a hangar in Deland, FL. – a permanent Below: The Pitts S2-B at ERAU in Daytona Beach, FL.
headquarters to house the club’s assets with meeting space. Anderson continued, “The planes are paid for, so it’s time to build them a hangar. This has always been a long-term goal, and the long-term has arrived. The dream to have a club hangar has been passed down from year to year and now that all of our obligations are met, it’s time to work toward making our own hangar a reality.” If you find yourself in Central Florida (Deland is just 35 miles north of Orlando, 20 miles west of Daytona Beach) with flying in mind, contact the club (eaglesport. org.) about aerobatics, soaring and general aviation recreation. Like all of us with passions for planes, they love to share. ACN
About the Author Deborah Bandy is the copy editor for Aero Crew News, among other writing, editing and marketing endeavors. Read More...
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
$209.31
$180,844
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
MD-88/90
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$95.21
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
$109,376
$174.11
$156,699
1-2 = 15 Days
Abbreviation and definitions: 3.B.2.d
2
28.D
0%
15%
2
B717
4.B.1.b*
26.C.2
25
$121.53
3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call. B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119to the $207.13 $186,417 5.65 H/M with a employees contribution up to the listed percentage. Unless noted or yearly, refer contract for 12-14 more information A330 = 27 Days sick call 15-18 = 29 Days Max 1080** the company will match 100% of what the employee contributes. 19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*
ALPA: Air Line Pilots Association
Perce heal emplo
Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
EMB-190, CRJ-900
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
2
+25 = 38 Days
credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D
B767-400
1-4 = 14 Days
Max 1300 Hrs
5-10 Days New hires reasons for cancellations. Refer to the contract for more information. Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training. Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company. Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training. 2
Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)
40 | Aero Crew News
JetBlue Airways (JetBlue)
2
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
7 75
HRxMMGx12
HRxMMGx12
5
7
2
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
HRxMMGx12
4.3
HRxMMGx12
8.B
15.B.2 & 3
16.B.2
16.4
$115,668
$202.47
$170,075
5% 1:1
5% + 3%
$104,084
$182.25
$153,090
$90,009
2
70
2
24
Perce heal emplo
BACK TO CONTENTS
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
AA
AS
DL
Pay During Training
MALV 7284 or 88*
A330, A350 B717, B767
HA
Single Occupancy, Paid for by company
Per Diem
Most Junior Number of CA hired Pilots
Pilot Retirements 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 $2.30 Dom** $2.80 Int.**
US East Aug/2014 US West Sep/1998 Oct/2015
14,738
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
$2.15
2012
1,897
11.D.5.b
5.A.1
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
*Monthly Average Line Value depends on pay group, **$0.05 BOS, CLT, DCA, increase 1/1/16 DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended
Dec/2017
5.E.1
5.B
921
ALPA
iPad Air
SEA, ANC, LAX, PDX Contract 2013, as amended
9,436
ALPA
Surface
ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC
Contract 2014, as amended *Interisland
3 Hours per day, plus per diem
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
9.G.1 United Airlines (United)
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines (Sun Country)
Virgin America (Redwood)
UA
2 Digit Code
*$0.05 increase on Jan 1st.
3 Hours per day, plus per diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.*
2006
11,240
3-E
4-G-1, 9-E
4-A
Oct/2015
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
Most Junior Number of CA hired Pilots
8,786
ALPA
iPad
A319, A320, A321
A321, A320, A319, E190
B737
A319, A320, A321
B737NG
A319, A320
Aircraft Types
G4
F9
B6
WN
NK
MMG
Single Occupancy, Paid for by company
3.P
6.A
Pilot Retirements 2018-2033
$2.00
November 2017
873
73
3.Z
Dec/2017
Dec/2017
See Note*
$2.00
Apr 2016
Union
EFBs
1376
Apr/2019
Apr/20194
iPad
180
ALPA
iPad*
ALPA
Yes
No
$2,500 per month
$2.00
E:11/2013 A:12/2013
3,582
840
Add A, Pg24
Single Occupancy, Paid for by company Add A, Pg24
11
Dec/2017
Dec/2017
Feb/2015
89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
August 2006
9,074
3,374
4.K.6
4.T.1
4.T.3
Dec/2017
Dec/2017
$1,750*/mo
Single Occupancy, Paid for by company
$2.25
March 2015
1,821
3.D.1
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
SY
MMG
None
3.B
5.B.1
5.3
VX
$2,500 per month
None
$2.00
2012
820
10.J.1
3.B.e
10.I.1
Dec/2017
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
IBT
MMG
1/24th the IRS CONUS M&IE airline daily rate
Most Junior Number of CA hired Pilots
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
Major Airlines B757, MD-80, A319, A3220
Notes
Alaska bought Virgin America
Single Occupancy, $3,888.29 / Paid for by $2.20 Dom., Month company for the $2.70 Int. first 8 days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
SWAPA
iPad
Bases
Notes
AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO *$600 EFB stipend every 3 years LAS, PHL
JFK, BOS, FLL, MCO, LGB Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month MDW, OAK, PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2018, as amended
157
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air
B747 B767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/2017
$52 Dom.
1,486
April 2019 | 41 *PR = Pacific Rim, **NPR = Non
(Sun Country)
Virgin America (Redwood)
M&IE airline daily rate
THE GRID
A319, A320
Aircraft Types
VX
2 Digit Code
3.B
5.B.1
$2,500 per month
None
10.J.1 Pay During Training
5.3
Aug/2016
General Information $2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
Most Junior Number of CA hired Pilots
157
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air (ABEX)
B747 B767
B-767
5Y
$1,600 per month
Single Occupancy, Paid for by company
3.A.1.f
11.A.7
$2.40
Dec/2011
5.A.3
June/2017
1,486
$52 Dom. $89.75 PR* $79.75 NPR**
GB
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
Kalitta Air (Connie)
B777, B767, B757, MD11, DC10, A300
B747
FX
K4
$4,000 / mo until activation date*
No Hotel
$2.25 Dom. $3.25 Int.
July 2016
4,763
3.A
5.B.1.d
5.A.1 & 2
Dec/2018
Aug/2017
$600 / week unitl OE
Week 1 paid by crewmember, then, Single Occupancy
$1.90 Dom. $2.80 Int.
Sept 2015
281
6.A
Dec/2017
Dec/2017
5.A Omni Air International (Omni)
UPS (UPS)
B767 B777
B757, B767, A300, B747, MD-11
OY
5X
N/A
Provided, Single Occupancy
$2.10 Dom. $3.00 Int.
MMG
Single Occupancy, Paid for by company
$2.00 Dom $2.50 Int $3.00*
10.D.1
5.H.1.a.1
12.G.2
Aug 2015
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
2 Digit Code
Min Days off (Line/Reserve)
Pay Protection
10/12 or 13* 15.D.3.q
iPad fixed in plane
ALPA
Home Based Contract 2016 as amended
Teamsters 1224
1,580
2,298
65,937
38,854
Pilots are home Panasonic based with Toughtbook exception of pilots (In A/C) in IAD & LAS
SDF, ANC, MIA, ONT
IPA
Most Junior Number of CA hired Pilots
Pilot Retirements 2012-2029
Union
Contractual Work Rules Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117 w/ exceptions
488
5:10
5:10 x days
4.C
15.C
15.G
15.G
EFBs
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1 14, max 16 For int pilots.
12 or 13 / 12
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
12, max 14* 10, max 12*
430
559
Notes
Open time pay
Uniform Reimbursement
Headset Reimbursement
2:1
100%*
100% or 150%**
Initial paid for by company
None
15.E.1
2.QQ
17.I.1
24.O.2
Max Scheduled Duty
1:3.5
50% air & ground
150%
12.A.1.a 12.A.1.b 12.A.2.a
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
4.H.1
361
508
5-F-1-a Pay Protection
1:2 or 1:1.75***
2
Number of pages in Contract
5x number of days
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
None
None
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Initial paid for by company along with certain dry cleaning
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Company Provided***
Yes
FAA 117
195
42 | Aero Crew News 14.C 3.F
6.4
12
Yes
14 hours or FAA 117*
276
4 for a RON
1:2
50%
130%, 150% or 200%**
3.D
3.D
3.H
3.E, 3.L, 3.W
5**
1:3.5
100%
100%, 125A% or
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:0004:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended *Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
100% 50%, 75% or Blended pay 100% add rate pay***
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
$40/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Headset Reimbursement
Major Airlines
12 or 11* 12 or 10*
*Pacific rim and Europe flights
Notes
Deadhead Pay
None, Dry cleaning reimburesment available on a trip 4 days or more
5
Contract 2018 as amended
Bases
Legacy Airlines
Min Days off (Line/Reserve)
Frontier Airlines (Frontier)
Per Diem
Number of pages in Contract
5-E-4, 5-E-5
Allegiant Air (Allegiant)
Hotel during new hire training
Contract 2006 as amended
Contract 2016 as amended
Max Scheduled Duty
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Pay During Training
*Prorated if hire date is not the first Fixed in MEM, IND, LAX, of the month. plane or iPad ANC, HKG, CGN
ALPA
309
Total Pilots Aircraft Types
2,251
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.
BACK TO CONTENTS
Contract 2016, as amended
None
*10.5 hrs max duty for redeye **6 hrs for CDO **125% above 82 hrs, min of 150%
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
Initial paid for by company along with certain dry cleaning
Contractual Work Rules 5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Contract 2010, as amended
5.E.1
100% 50%, 75% or Blended pay 100% add rate pay*** 3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
None
12 or 11* 12 or 10*
Yes
14.C
3.F
12
Yes
14 hours or FAA 117*
12.E
3.E.1
12.D
12
Yes
FAA 117
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12/15*
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12 / 10 or 11*
Yes**
FAA 117
12.B.1
4.F
12.C
11/13
Yes*
60 Mins < FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
195
276
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
100%
100%, 125A% or 150%***
$40/ month
5**
1:3.5
3.E.4 87
235
241
196
159
3.E.3
3.E.2
3.G / 3.1
18.B
1:3.5
150% over 78 Hrs
$200 / year
Add. B.D.3
Schedule Block Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
4.I.1
4.I.3
4.L
4.S.5
2.A.4
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
4 or 4.5**
1:4.2
100% or 50%***
4.C.1.b
4.C.1.c
8.A.1 & 2
3.C.3
5.F.3
1:2
1:4.2
75%
150%
100%
4.D & E
4.D & E
8.A.2.a
25.I
26.O
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
Provided by the company
4
3.5
-
-
-
App. G Number of pages in Contract
$30 / pay period max $500
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Headset Reimbursement
Supplied in AC
None
13 in 30 14 in 31
332
None
None
None
1/4.95
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air 13 or 14*
Yes
2, pg 13 Omni Air International (Omni) 14
8.D, 8.A.3
280
127
18.B.5
64 Hour Guarantee; 18 some (17 DOS+3) programs have 80 hour guarantee
4.5
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
1/2.85 Biz Class or better* or $300 comp
179
100% Air* 50% Air** 50% Ground
100%
19.K
19.E
Provided by the company
6, 4.75**
1:3.75
100%
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3
1 hr or 3.65 (on Day off)
50%
150% on days off
$200 after first year. Initial paid by crewmember.
5.E & G
19.H
5.G
6.D.1 & 2
50%
Greater of 3.56 or actual plus 1st day $300, 2nd $400 & 3rd and beyond $500
N/A
N/A
*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 *10.5 hrs max duty for redeye **6 hrs for CDO **125% above 82 hrs, min of 150% from Premium Add Folder
None
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company. Contract 2018, as ammended
Supplied in AC
None
Headset Reimbursement
*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014
Notes
None
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
15.A Initial paid by company, $200 / year
N/A
Notes
30.A.2
1:2, 1:1.92, 1.1.5
3.56 (3.76 DOS+3)
THE GRID
*1 for 1:45 between 0100 and 0500
Cargo Airlines 14 Hours for None above 2 Pilots, 16 Hours for 3 or minimum 22 Hours for guarantee 4 or more
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Major Airlines
Atlas Air
FedEx Express (FedEx)
7.B.1
Yes
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
No; In A/C Telex 750
International Deadhead over 3 hours in class Business or better when available. Pilots may elect coach and recieve up to $750 extra for each DH. Pilots home based are provided positive space tickets to & from their trips. Pilots keep airline award miles. Pilots are provided hotels any night away from their personal residence. Contract 2018 as amended
UPS (UPS)
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
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
None
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
April 2019 | 43
Additional Compensation Details
THE GRID Aircraft Types American Airlines (American)
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65
72
15.D.1.b
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896 $279,107 HRxMMGx12
9.B.1.a
$251.00
$225,900
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
75
$151,812
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$219.07
$189,276
$320.71
$277,093
787
$209.85
$181,310
$307.24
$265,455
767-4, A330
$206.91
$178,770
$302.94
$261,740
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
B737-9
$176.74
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
$166.62
$143,960
$243.94
$210,764
$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
7.B.1.a
14.D.1
$109,376
$174.11
$156,699
7.5 H/M without a sick call. 5.65 H/M with a sick call Max 1080**
4.B.1.b*
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 10-11 = 23 Days 12-14 = 27 Days 15-18 = 29 Days 19-24 = 33 Days +25 = 38 Days
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
6.B.1
12.A.1, 2 & 3
$201,886
$351.87
$295,571
$168,361
$293.46
$246,506
$162,490
$283.22
$237,905
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
A350*
B777 B787 B767-400 A350*
B767-200 B757-300
B737-8/9, A320 A319, B737-700
Aircraft Types
$240.34
$200.43
70
$193.44 $185.54
$155,854
$271.64
$228,178
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
B757, MD-80, A319, A3220
A319, A320, A321
A320 family E190
Sun Country Airlines
B737
A319 A320 A321
B737NG
44 | Aero Crew News Virgin America (Red Wood)
A320
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
None
Contract 2015, as amended
0%
15%
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
0%
15%
20%
Contract 2010, as amended *A350s are currenlty on order and deferred until 2022.
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
10.A
4.C
4.C
5.A
1 Day / Month Max 120 Days
0%
12%*
Capped at 32%
16.B.2
$148.71 $133.82
4 H/M Max 600 5% at 200%*
$240.00
$216,000
HRxMMGx12
3.B
HRxMMGx12
8.B
15.B.2 & 3
0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
Based on PTO accrual
$218.66
$183,674
$112,409
$196.83
$165,337
3.C*
HRxMMGx12
$157.36
85
$160,507
4.C.1
4.H, 4.M*
HRxTFPx12
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
1 TFP / 10 TFP** Max 1600 TFP
4.C.1
HRxTFPx12
11.B.2
12.B.1
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
5 H/M* 700 Hrs Max 14.A.1
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
3.J
Agreement 2013, Currently in
*85/87/89 TFP based on days in bid
9.7% 1:1
-
Contract 2016, as amended
this time.19.B.2 If you notice a discrepancy and/or have a correction $34 to $754 depending on plan single, single +1, or family plan
*New hires start with 33 hours of sick
time and accrue 3 H/M unitl 12 please email Craig.Pieper@AeroCrewSolutions.com.
4 H/M
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
5 H/M 80 and 480 Max**
$172.00
3.F.i
most up-to-date information, not all sources can be verified at
$94,861
$89,880
3.E
period, **Trip for Pay (TFP) is the some form and may be inaccurate. While trying to provide the unit of compensation received.
70
70
3.E
negotiations contract section reference number, were obtained online in
$112.93
$107.00
information
for specific contractual language. Data that do not have a
$229,296
$237.50
is based on PTO per year.
contract for more section or inaccurate, the mostReference current contract 5% 1:1 please 5% + consult 3% None Specified
$224.80
$136,115
16.4
acquired. Data with contract sections may abbreviated *70 line be holder, 75 reserve; **Hoursand/
3.J**
72
Contract 2016, as amended
Disclaimer: Gray blocks contain contract sections or date
HRxMMGx12
$157.54
Notes
*Increasing 1% per to 15% in 2022.
$143,100
<1 = 1.15/mo. 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
$124,916
None
Contract 2012 as amended
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
$216.42
75
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
$121,943
$159.00
Notes
*Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information.
70
70
Spirit Airlines (Spirit Wings)
Percentage of health care employee pays
$145.17
3.B
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
Allegiant Air (Allegiant)
JetBlue Airways (JetBlue)
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
MD-88/90
3.B.2.d
Frontier Airlines (Frontier)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
B717, DC9 EMB-190, CRJ-900
United Airlines (United)
10.A & B
$323.04 15.D.1.b
$168.68
72
5 H/M** Max 60***
$190,641.60
B737, A319 A320
767-3,2, B757
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
0%
4%
125% of 6% contributed
11%**
28.C
27.B
2%
$0 to $300 depending on plan single, single +1 or family plan
28.B.2
27.A.2
-
-
months of service, **1% annual increases up to 15% Contract 2018, as amended
BACK TO CONTENTS *Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines
B767-400 A350*
B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
$200.43
70
$193.44 $185.54
$168,361
$293.46
$246,506
$162,490
$283.22
$237,905
$155,854
$271.64
$228,178
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Virgin America (Red Wood)
24-B-5
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
10.A
4.C
4.C
5.A
$240.00
$216,000
<1 = 1.15/mo. 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
0%
12%*
Capped at 32%
3.B
HRxMMGx12
3.B
HRxMMGx12
$148.71
$124,916
$218.66
$183,674
75
$143,100
$133.82
$112,409
A319 A320 A321
B737NG
A320
$196.83
HRxMMGx12
4 H/M Max 600 5% at 200%*
None
8.B
15.B.2 & 3
16.B.2
16.4
Based on PTO accrual
5% 1:1
5% + 3%
None Specified
HRxMMGx12
3.J**
3.J
3.E
3.E
3.F.i
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
1 TFP / 10 TFP** Max 1600 TFP
9.7% 1:1
-
12.B.1
19.B.2
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
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
5 H/M* 700 Hrs Max 14.A.1
$157.54
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
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
B747 B767*
0%
11%**
28.B.2
27.A.2
125% of 6% contributed
-
-
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
Notes
*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%
B-767
28.A.1
Appendx 27-A
$158,710
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
1 Day / Month No Max
9.A
$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
19
19.D.1
HRxMMGx12
19
HRxMMGx12
10.A
$190,057
$262.84
$268,097
$177,633
$245.65
$250,563
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
A380
$186.33
Wide Body
$174.15
Narrow Body
$153.22 3.C.1.a
85
4.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
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
>10 2.5%* <10 5%* 10.A
Kalitta Air B747
$168.70
64
$129,562
$249.67
$191,747
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A
Omni Air International (Omni)
B777 / 767
$201.17
64
$167,373
$297.72
Contract 2018, as amended
2%
4%
Health 14-25% Dental 20-30%
$213.32
*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15%
27.B
10%****
$111,102
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.
$0 to $300 depending on plan single, single +1 or family plan
>5 = 14 days <6 = 21 days
62
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
28.C
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
$149.33
ABX Air
Contract 2016, as amended
Contract 2016, as amended $34 to $754 depending on plan single, single +1, or family plan
Cargo Airlines
Atlas Air
Notes
*Increasing 1% per to 15% in 2022.
0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
$165,337
THE GRID
Contract 2012 as amended
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
$181,793
A320 family
B737
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$216.42
$159.00
Aircraft Types
FedEx Express (FedEx)
22-A
$121,943
3.C*
Sun Country Airlines
20%
70
A319, A320, A321
E190
Spirit Airlines (Spirit Wings)
16"%
$145.17
70
Southwest Airlines (Southwest)
0%
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
Additional Compensation Details
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
Yes; 100% match of first 5% capped at $10,000 for employees earning over $120k
None
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost 9.C.3
$247,703
1-6 - 12 days 7-9 - 14 Days 10+ - 18 days
7/12's sick day time accrual for each month of service
5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
401(K) DC
Percentage of health care employee pays
None
20%
Pilots average 20-45 hours of block time per month. Rarely exceed guarantee. Plan to be away up to 16 days each month for guarantee. If used the two extra over ride days the guarantee is increased to 71:12 instead of 64 hours. Special programs and TDY have 80 hour guarantee. Pay Note - 1st year pay is the rate effective April 2019. Max pay is the rate at DOS+4 from April 2018. Contract 2018 as amended
UPS (UPS)
B757, B767, A300, B747, MD-11
Aircraft Types
$212.69
75
$207,373
$300.00
$292,500
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
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 (%)
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Notes
April 2019 | 45
THE GRID
BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
MYR
CLT ATL
DFW
DAL VPS IAH
ANC
PIT
LGA JFK
AVL
MEM IWA
EWR PHL
IAD
CVG
SDF
LAS LAX LGB
DTW CLE
HOU
PIE
HNL
SFB MCO PGD FLL MIA
ANC CGN LAX
ORD
HNL
EWR MIA
DOH
DXB
HKG GUM
46 | Aero Crew News
BACK TO CONTENTS
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
Frontier Airlines
United Airlines
UPS
DXB
Dubai, United Emirates
LAX
Los Angeles, CA
Frontier Airlines
ATL
Atlanta, GA
Emirates
American Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Alaska Airlines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Allegiant Air
Alaska Airlines
AVL
Asheville, NC
United Airlines
Delta Air Lines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
United Airlines
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
Virgin America
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
FedEx Express
American Airlines
BOS
Boston, MA
Spirit Airlines
LGA
New York City, NY
Frontier Airlines
American Airlines
GUM Guam
Delta Air Lines
PHX
Phoenix, AZ
JetBlue Airways
United Airlines
United Airlines
American Airlines
BWI
Baltimore, MD
HKG
Hong Kong
LGB
Long Beach, CA
Southwest Airlines
Southwest Airlines
FedEx Express
JetBlue Airways
PIE
St. Petersburg, FL
CGN
Cologne, Germany
HNL
Honolulu, HI
MCO Orlando, FL
Allegiant Air
FedEx Express
Hawaiian Airlines
JetBlue Airways
PIT
Pittsburgh, PA
CLE
Cleveland, OH
Allegiant Air
Southwest Airlines
Allegiant Air
United Airlines
HOU
Houston, TX
Frontier Airlines
SDF
Louisville, KY
CLT
Charlotte, NC
Southwest Airlines
MDW Chicago, IL
UPS
American Airlines
IAD
Washington, DC
SEA
Seattle, WA
CVG
Cincinnati, OH
United Airlines
MEM Memphis, TN
Alaska Airlines
Allegiant Air
IAH
Houston, TX
FedEx Express
Delta Air Lines
Delta Air Lines
United Airlines
MIA
Miami, FL
SFB
Orlando, FL
DAL
Dallas, TX
IND
Indianapolis, IN
American Airlines
Allegiant Air
Southwest Airlines
FedEx Express
UPS
SFO
San Francisco, CA
Virgin America
IWA
Phoenix, AZ
MSP
Minneapolis, MN
United Airlines
DCA
Washington, DC
Allegiant Air
Delta Air Lines
Virgin America
American Airlines
JFK
New York City, NY
Sun Country
SLC
Salt Lake City, UT
DEN
Denver, CO
American Airlines
MYR
Myrtle Beach, SC
Delta Air Lines
United Airlines
Delta Air Lines
Allegiant Air
STL
St. Louis, MO
Frontier Airlines
JetBlue Airways
OAK
Oakland, CA
American Airlines
Southwest Airlines
Virgin America
Allegiant Air
VPS
Fort Walton, FL
DFW
Dallas, TX
Southwest Airlines
Allegiant Air
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
April 2019 | 47
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class. Blue blocks indicate recent updates Airline name and ATC call sign
ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
FO Top Out Pay (Hourly)
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
$46.44
$41,796
$101.80
$91,620
$43,632
$109.33
$98,397
75 $48.48
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
8.A.1
7.A
0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
75
3008.5.A.3* HRxMMGx12
EMB-170 EMB-175
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted Envoy formally EMB-145 the company will match 100% of what the employee contributes. American Eagle
$50.42
75
$45,378
25.B.2
None
27.A.1*
27.A.1
1.2-6%****
None
-
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
IOE: Initial Operating Experience, refers the flight training a new 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K hire receives from a check airman after completing all ground and <1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = $80,208 simulator training. $89.12 1-2yrs = 7 dys 5-9 = 5.25% 3.5hrs/month; 75
$35,802
Types
Pay (Hourly)
MMG
Base Pay
CRJ-200
$38.49
>2yrs = 14 dys
>5 yrs =
10-14 = 6.4%
None
Top CA pay
Base Pay
weeks & accrual
Accrual
Matching (%)
401(K) DC
Per Diem: The amount of money the500-2,000 company pays the employee Pilots for food expenses while gone from base, typically from50%show <1yr=<7 dys*** 1Match: time $34,641 $84.03 $75,627 Deadhead: Positive space travel as a passenger for company 2yrs=7 days 1-5 = 6% to end Day trip per taxableNone 75 of debrief time of that trip. >2yrs=14days 2.5 H/Mdiem 5-10is = 8% business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 while overnight is not. >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B UTU: United Transportation Union PSA Airlines 50% Match: additional amount directly to the employees 401(K), CRJ-200 either $41.78 < 1 = 7 days .5-5 = 1.5% $37,602 $98.37 $88,533 (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% 75 5+ = 4 H/M 5-7 = 4% quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company. > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% Endeavor Air (Flagship)
CRJ-900
IBT: International Brotherhood of Teamsters Mesa Airlines (Air Shuttle)
48 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
3.A
HRxMMGx12
24.B
-
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
Pi
T
>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month. The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.
information.
P
em
3-1
$39.78
CRJ-700* EMB-175
25.A.2 1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
75
CRJ-200
Republic Airways (Republic or Shuttle)
ALPA: Air Line Pilots Association
Top CA pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
MMG
$37.96
76
$34,620
3.A
4.A.1
HRxMMGx12
$49.24
75
$44,316
$107.67
$96,903
7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
10+ = 8%*
8.A
3.75 H/M Max 375
P
em
32 (35
10+ = 3.5%
BACK TO 3-4%CONTENTS = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
1%
3%
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
EMB-175SC EMB-145 CRJ-200
CRJ-200 CRJ-700 CRJ-900 EMB-175
2 Digit Code
EV
OO
Sign on Bonus
$22,000* $5,000** $1,000 Referral, EQO***
YX
Hotel during new hire training
Paid for by $40/HR company; single @65HR/Mo occupancy
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
CRJ-200 CRJ900
MQ
Air Wisconsin (Wisconsin)
CRJ-200
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
DH-8-Q400 ERJ-175*
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air
DH-8-100 DH-8-300 ERJ-145
ERJ-145
Mar/2019
Mar/2019
4,880
$7,500*
65 Hours
$1.95
Online
3008.19.A
3015.6.A.1
3009.1.A
Mar/2019
Mar/2019
$2.05/hr Dom $2.60/hr Int.***
November 2016
2,221
4.B.1
Jan/2019
Aug/2018
$17,500*
Up to $22,100* plus $20,000 retention bonus**
$1,600 first Paid for by mo. then company; single MMG occupancy
$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
Sept 2017
2,173
Dec/2017
4.B
5.B.1
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
9E
$10,000*
Single MMG, but Occupancy paid no per diem by company
October 2017
1,905
5.D.1
Dec/2017
Dec/2017
$1.75/hr
November 2016
1,900
5.A.1
Dec/2017
Apr/2019
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
5.B.1
5.A.2
Dec/2017
Dec/2017
Jan 2014
534
LOA 37
Dec/2017
Dec/2017
$1.80/hr
Sept 2018
860
3.D.1, 5.D.4
YV
ZW
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
Yes $33,000 $4,000 or $4,500*
2.5 hours per day 4.C
$1.75/hr Paid for by dom company; single occupancy $1.80/hr int 5.A.1
16 credit Paid for by hours per company; single week & per occupancy** diem
United
United, American, Alaska, Delta
United, American, Delta
American
Delta
American
United, American
3.H, 5.B
5.B.3
5.B.1
Dec/2017
Dec/2017
G7
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
600
Jun/2016
$1.90/hr
3.C.1
5.A.1
5.C.1
Dec/2017
iPad 2**
JFK, DTW, MSP, LGA, ATL
ALPA
iPad
ALPA
iPad***
iPad
659
$30,000*
ALPA
ALPA
October 2015
AX
Bases
Delta, American
$1.65/hr**
June 2016
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ. Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
EFBs
iPad 2
MMG & Per Diem*
Paid for by company; Single occupancy
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH
Union
IBT
CP
$35.81 @ 75 hrs or 4 hours per day
iPad Air 2
Alaska
Jan/2019
Dec/2017
ALPA
iPad
Jan/2019
Dec/2017
iPad Air
ALPA
5.G.1
5.D.1
IBT
iPad
American United
6.C
5.A.3
None
COS, DEN, DTW, FAT, IAH, LAX, MSP, ORD, PDX, PHX, PSP, SEA, SFO, SLC, TUS SAN, SGU***
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied
CLT, DCA, CVG DAY, TYS, PHL ORF
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years).
PHX, DFW, IAD, IAH
*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended
Paid for by company; double occupancy
5.D.4
*Up to $40,000 at company discreation; **$5,000 Type Rating Bonus; ***EQO = Earned Quartely EWR, IAH, ORD, Overide, $10,000 for FO's $8,000 CLE, TYS, for CA per year paid out each ATL**** quarter, restrictions apply; ***ATL is not a base HQ only.
Contract 2013 as amended
5.I.4
LOA 16
Notes
Contract 2013 as amended
$17,500 Signing $1,500 Referal Bonus
350
Surface 3 LTE
Bases
Contract 2003 as amended
None
January 2017
ALPA
EFBs
Contract 2015
QX
$1.70/hr
Union
Contract 2018 as amended
Number of Do Business Pilots For:
$1.80/hr
$16,520, $38.50 / HR Paid for by $5,000*, MMG & Per company; single $1000**, occupancy Diem $20,000***
Website Horizon Air (Horizon Air)
4.C.2
Jan 2018
Online
CRJ-200 CRJ-700 CRJ-900 EMB-175
1,465
Paid for by company; single occupancy**
3.F.1 Mesa Airlines (Air Shuttle)
Sept 2011
4.A
OH
Number of Do Business Pilots For:
$1.95/hr
Online
PSA Airlines (Bluestreak) CRJ-200 CRJ-700 CRJ-900
Most Junior CA hired
Feb/15
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
Online
Republic Airway (Republic) EMB-170 EMB-175
Pay During Training
THE GRID
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list. *By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums. Contract 2012 as amended
ORD, IAD, MKE
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
American
United, American
Union
EFBs
Bases
ALPA
PHL, MDT, ROA, SBY
ALPA
IAD, STL, ORD DEN, RDU
iPad
Notes
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended *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
April 2019 | 49
Contract 2015 as amended New England,
HYA, EWB, BOS, PVC, ACK, MVY,
Compass Airlines (Compass)
THE GRID
GoJet Airlines (Lindbergh)
EMB-175
CP
$17,500 Signing $1,500 Referal Bonus
MMG & Per Diem* 3.H, 5.B
5.B.3
CRJ-700 CRJ-900*
G7
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
Aircraft Types
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
DH-8-100 DH-8-300 ERJ-145
ERJ-145
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula) Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
659
5.B.1
Dec/2017
Dec/2017
$1.60/hr
December 2017
600
Delta, American
ALPA
United, Delta
IBT
General Information
5.B.3
6.C
5.O
Dec/2017
Dec/2017
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
January 2017
350
LOA 16
5.D.4
5.A.3
5.D.1
Dec/2017
Dec/2017
$30,000*
$35.81 @ 75 hrs or 4 hours per day
Paid for by company; Single occupancy
$1.90/hr
June 2016
600
3.C.1
5.A.1
5.C.1
Dec/2017
Jun/2016
40 Hours per week
Paid for by company; Single occupancy
$37/overnigh t
Upon Reaching ATP Mins
100
3.K.A
6.E.5.A
6.G.1
Dec/2016
Dec/2016
None
3M
$1.70/hr
Paid for by MMG & Per company; single Diem occupancy
$12,000*
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
AM
None
$9 - $12.50 per hour* $35 / Day Per Diem
Paid for by company; Single occupancy
$1.45/hr
Immediate
185
Oct/2015
Oct/2015
ERJ-145XR
C5
Up to $45,000
MMG
Paid for by company; single occupancy
$1.80/hr
Immediate*
302
Saab 340A, Saab 340B*
Online
3.G
5.A.8
5.B.3
Mar/2019
Mar/2019
KS
$50/day
2012
120
DH-8-300 S340
BB
iPad
PHX, LAX, SEA
Contract 2014 as amended *7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
Union
American
ALPA
United, American
ALPA
EFBs
Bases
Notes
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
PHL, MDT, ROA, SBY
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
Hyannis Air Service DBA Cape Air
IBT
Self**
IBT
C208, C207, PA31, B1900 DH-8
7H
None, except during SIMs in SEA, Single
MMG
$40.00 per over night
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
FLL, TPA, MCO, IAD
Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
United
ALPA
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU *Offering immediate upgrades for captain-eligible pilots (1,000 hours Part 121 time).
EWR, IAD
Contract 2015 as amended None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract
January 2013
90
SJU, STX Need contract
Oct/2014 $15,000 for all pilots in 2017, $5,000 referral
*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
Oct/2014 $30/dom, $50/int
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2016 as amended
Jan/2017
9K
Saab 340b
October 2015
$1.65/hr**
2 Digit Code
AX
ATR-42 C402 BN2
Paid for by company; double occupancy
March 2015**
215
Jun/2017
Jun/2017
Most Junior CA hired
Number of Do Business Pilots For:
Ravn Alaska
None
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds
ANC
Need contract
20,423
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
12/12 or 11 for reserve in 30 day month
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Deadhead Pay
Open time pay
$150 / yr****
24.H.3
None
None
100%
100% or 150/200% when red flag is up
-
-
6.A.2
21.H.9.d
Uniform Reimbursement
Yes*
11 or 13; 15**
276
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
12
Yes*
FAA Part 117
198
4:12
None
1:2**
1:4
100%
150%***
$200 / year***
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
438*****
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
8
3.D.5
Headset Reimbursement
-
None
-
Contract 2015
*200% only when critical coverage Company provided declared by company
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
12
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
125% or
*Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****After completing first year and $400 max.
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA
Yes
13 , 14.5 on
Contract 2018 as amended
-
11
Min Trip Duty Rig Trip Rig Credit
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
Pilots pay 50% except leather jacket 100%
50 | Aero Crew News PSA Airlines (Bluestreak)
Pay Protection
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
BACK TO CONTENTS
Contract 2013 as amended
*For line holders only with exceptions to open time pick ups; **with exceptions see contract
****Includes luggage *****Includes 2018 LOA
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
23.E.1
3.E & F
23.C.1
-
11
Yes
FAA Part 117
616
10.B.1
3.F.2
10.A.2
Min Days off (Line/Reserve)
Pay Protection
12
Contractual Work Rules -
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
-
Company pays half of hat, topcoat, jacket, two pairs of pants.
None
Min Trip Duty Rig Trip Rig Credit
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
11
Yes*
FAA Part 117
187
12.B
3.G
12
-
None
None
None
None
62.5%
100% or 200%**
-
Contract 2015
3.B.2
-
-
-
6.A
3.H.9
5.E.2
-
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12/12
Yes*
12, 14 or 13**
294
3 hours or Duty Rig
25.E.8.a
3.D
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
13*
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
7.A.4.a
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
80% air*** 75% ground
100%****
THE GRID
*200% only when critical coverage Company provided declared by company
Company pays 1/2 of initial uniform, $20/mo allowance 26.3
26.C.1
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
None
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G 150% 200%**
$25 / Month
None
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation,
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
5.E
5.D
26.L.5
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes
14
185
4
4 per day*
None
None
75% air; 50% ground
100%**
$25 / month
None
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
$25 / month
None
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
Contract 2012 as amended *Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
Min Trip Duty Rig Trip Rig Credit
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Greater of min day, credit, duty rig 3.B.1
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
FAR Part 117
131
3.75
Reserve: 4 hrs Split Duty 4.5 hrs*
None
None
100%
150% to 200%**
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes*
14
161
3, 4 on lost day
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
3.B.1.c
-
7.D.1
3.D
5.J
-
Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended *Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%
Contract 2011 as amended
*Reserve 4 hrs per trip: Duty or Trip (whichever is greater); **Additional incentive offered at company discretion, Contract 2015 as amended
5 on 2 off 13
Min Trip Duty Rig Trip Rig Credit
Notes
April 2019 | 51
Additional Compensation Details
THE GRID
ExpressJet (LXJT (Accey)
Aircraft Types
FO Top Out Pay (Hourly)
EMB-145, CRJ-200
$47.87
MMG
Base Pay
Top CA pay
Base Pay
$43,083
$105.06
$94,554
75
SkyWest Airlines (Skywest)
EMB-175 (70 Seat*)
$47.87
-
3.A.1
3.B.1
$60.50
75
3.A.1
HRxMMGx12
8.A.1
7.A
$116.00
$104,400
$122.83
$110,547
$123.29
$110,961
$125.10
$112,590
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***
3027.2
3008.5.A.3 *
3027.1
HRxMMGx12
3011.1**
3012.1
CRJ-900 Republic Airways (Republic or Shuttle)
EMB-170 EMB-175
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
EMB-145
$57.43
3-1
75
3.K.1
HRxMMGx12
$51,687
HRxMMGx12
3-1
$116,451
HRxMMGx12
Mesa Airlines (Air Shuttle)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
None
28.B**
28.B
28.A.3.b
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
$59,166
$117.70
$105,930
$60,381
$122.20
$109,980
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
$119.00
$107,100
< 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%
CRJ-200
$65.74
CRJ-900
$67.09
-
3.A.1
CRJ-200 CRJ-700 CRJ-900
$55.95
75
$50,355
-
3.A.1
4.A
HRxMMGx12
C200/E145 $52.00
76
$47,424
3.A
4.A.1*
HRxMMGx12
75
$44,982
3.A.1
HRxMMGx12
$92.58
$84,433
$99.65
$90,881
$105.08
$95,833
$108.00
$98,496
3.A
HRxMMGx12
$109.29
$98,361
9.A
3.5 H/M
None
7.A
14.A
28.C**
28.C
27.B.4
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 09 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
3.75 H/M Max 375
7.B.2
14.A.1
< 5 = 14 days > 5 = 28 days
3 H/M
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5% 28.B**
28.A
27.D.2.a
6%
None
Company Discretion
14.A.1
27.C
27.C
27.A
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
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
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
28.B.3
27.B.2
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
Q-100, Q-300
$40.33
75
$36,297
$89.98
$80,982
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
< 1 = 7 days** 2 - 5 = 14 days
0-2 = 3 H/M 3-5 = 3.5 H/M
9+ mos = 4% 3-6 = 6%
*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours.
Contract 2015
Contract 2003 as amended
Notes
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
Contract 2018 as amended
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
Base Pay
MMG
52 | Aero Crew News Trans States Airlines
14.E
Top CA pay
FO Top Out Pay (Hourly)
$49.98
14.K 1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
8
*25 EMB-175SC to be flown for United Express; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ***Based on YOS;
35% for TPO Traditional PPO Plan
Base Pay
Aircraft Types
CRJ-200*
None
HRxMMGx12
C900-C Air Wisconsin (Wisconsin)
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
Notes
Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
LOA*
LOA
-
8.A.1
-
30%
HRxMMGx12
LOA**
C900/E175
8.A.1***
<1yr = <7 dys*** 90dys-5yrs = 1-2yrs = 7 dys 3.5hrs/month; >2yrs = 14 dys >7yrs = 21 dys >5 yrs = 4hrs/month >16yrs = 28 dys
None
$84,510
-
C700/E170
PDO* 1 Yr = 4.25 H/M 1 = 12.6 days 2 Yr = 4.94 H/M 2 = 13.65 days 3 Yr = 5.55 H/M 3 = 14.7 days 4 = 15.75 days 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 5 = 16.8 days 10-12 Yr = 12.00 6 = 17.85 days H/M 7 = 18.9 days 13-15 Yr = 9.30 8 = 22.05 days H/M 9 = 23.1 days 16+ Yr = 10.00 H/M 10 = 24.15 No Max
1-4 yrs, 4% 5-9 yrs, 6% 10-14 yrs, 8% 15-19 yrs, 10% 20+ yrs, 12%
$93.90
$35,802
4.A
LOA 9
$80,208
75
75
PSA Airlines (Bluestreak)
25.B.2
$89.12
$39.78
EMB-175
$129.39
30%
25.A.2
HRxMMGx12
EMB-175
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)
5 H/M Max 640 (110 above 640***)
$99,432
$54,450
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$110.48
Percentage of health care employee pays
401(K) Matching (%)
<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting***
$43,083
CRJ-200 CRJ-700
No. of Vacation weeks & Sick Time Accrual accrual
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended *MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
27.B.2
Contract 2014 as amended
27.B.1
Contract 2016 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
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
BACK TO CONTENTS 35% Employee,
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
E-170, E-175
$45.80
75
$41,220
-
3.D
4.A.1
HRxMMGx12
$111.24
$100,116
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
Additional Compensation Details 3.D
29% Employee, 34% Family 27.B.2
Contract 2014 as amended
27.B.1
Contract 2016 as amended
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
Percentage of health care employee pays
$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
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
Saab 340b
$39.03
-
40
$26,458
Per week*
HRxMMGx52
$30.02
75
$35,127
$83.07
$74,763
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
B1900, DH-8
HRxMMGx12
$64.00
60
-
Aircraft Types
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44
Q-100, Q-300
4 H/M
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
$37,440
MMG
Base Pay
Need contract
HRxMMGx12
$117.00
HRxMMGx12 FO Top Out Pay (Hourly)
*Based on profitability
Yes*
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
None
$450-$500 / Mo. $750-$800 / Mo.
Need contract
HRxMMGx12
Top CA pay
Base Pay
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
Notes
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/ or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.
April 2019 | 53
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP MKE
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU
OMA
SLC SFO
BUF DTW CLE
LAN
AUG LEB
ORD
TYS
ABQ
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
CLT
PHX ATL
TUS DFW SAT IAH ANC
MCO
TPA
HNL
FLL MIA
EIS
SJU MAZ
ABQ ACK ALB ANC
Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
54 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways BACK TO CONTENTS
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines Republic Airways IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air
MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air
ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
April 2019 | 55
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
56 | 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 2019 | 57
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