May 2016
Aero Crew News Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .
Contract Talks
Hotels
Exclusive Hiring Briefings
Fitness Corner
Fueling the Jet for Takeoff
Aviator Bulletins Hiring Updates New Bases and more!
You deserve your dream job. ExpressJet offers everything that you’re looking for when starting your career. Make the smart choice for your future and fly with the best at ExpressJet.
Great Pay o
$37-40/hr first year pay
o
Guaranteed profit sharing program
o
Leading healthcare benefits
Path to the Majors o
United Career Pathway Program
o
JetBlue University and Advanced Gateways
o
More pilots hired by the majors each year than any other regional
Industry-leading Training o
ATP CTP offered for free (always!) as part of paid training
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In-house training tailored to each pilot gives you the best rate of success
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Advanced Qualification Program (AQP)
Learn more about why ExpressJet is the smart choice for your future at flysmartchoice.com Apply today at expressjet.com/apply
May 2016
C o n t e n t s
Sections
Aviator Bulletins 5 Latest Industry News
Mesa Airlines 8 Exclusive Hiring Briefing
Fitness Corner 14 Fueling the Jet for Takeoff
Contract Talks 17 Hotels
IMAGINEAIR 18 Exclusive Hiring Briefing
Paying for Flight Training
24
The Mainline Grid
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ExpressJet Airlines
Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison Airline Base Map
The Regional Grid
36
General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison Airline Base Map
The Flight Attendant Grid
47
Jump to each section above by clicking on the section title.
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Airlines in the Grid
Updated
Legacy
Alaska Airlines FA American Airlines Delta Air Lines Hawaiian Airlines US Airways United Airlines Virgin America
Major
FA Allegiant Air Frontier Airlines JetBlue Airways Southwest Airlines Spirit Airlines Sun Country Airlines
International Qatar Airways
Cargo
ABX Air Ameriflight Atlas Air
Coming Soon... Major
Eastern Air Lines Miami Air
Cargo
Air Inuit Air Transport, Int. Evergreen World Airways
Regional
Peninsula Airways
International
FedEx Express Kalitta Air UPS
Regional
Air Wisconsin Cape Air Compass Airlines Corvus Airways CommutAir Endeavor Air Envoy ExpressJet Airlines GoJet Airlines Great Lakes Airlines Horizon Air Island Air Mesa Airlines Republic Airways Seaborne Airlines Skywest Airlines Silver Airways Trans States Airlines FA PSA Airlines Piedmont Airlines
Canadian
Air Canada Air Transat Bearskin Calm Air Can Jet Canadian North First Air Jazz Aviation Kelowna Flightcraft Morningstar Air Express Sunwing Wasaya WestJet
Emirates IBEX Airlines
If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to Craig.Pieper@AeroCrewSolutions.com
Letter From the Editor Editor in Chief Craig Pieper Aero Crew Solutions, CEO Scott Rehn
Dear Readers, Aero Crew News is excited to welcome Flight Attendants to our Grid! Right now the list is short, so please help us get the information! We have created an excel file to help you gather the information that we are seeking. It can be downloaded from our website here. You can also go to AeroCrewNews.com and follow the link to “Update For Us.” Additionally, we have updated our website to a more user friendly, cleaner look! Please feel free to check it out. AeroCrewNews.com
Layout Design By Craig Pieper Additional Contributors Candice McField Brittany Bunch, Scott Stahl Benjamin Hamilton, Marcia Scott Marcin Kolodziejczyk
Thank you! Craig D. Pieper Editor in Chief We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.
Photographs By Mesa Airlines Corporate Communications Department Photographs used with permission from Mesa Airlines
IMAGINEAIR Corporate Communications Department Here’s what you missed last month. Aero Crew News features ExpressJet Airlines and MonarchAir! Plus Aviator Bulletins from Allegiant Air, Horizon AIr, Kalitta Air Envoy and PSA. Plus our new feature Fitness Corner and more from Contract Talks. To view this and previous issue visit our archive at AeroCrewNews.com/Archive.
© 2016 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.
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Photographs used with permission from IMAGINEAIR
Craig Pieper Additional Photographs As noted
If you wish to advertise with us please email Craig.Pieper@AeroCrewSolutions.com Don’t have an ad? We work with a company that can produce an ad to your specifications.
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Aviator Bulletins
Allegiant Hiring Update One of Allegiant’s core values is innovation, and this has been demonstrated most recently in the integration of video interviews in the hiring process for First Officer candidates. The candidate is asked a series of questions in which they have up to 5 minutes to record a response
to each. The video medium is a fresh approach moving away from traditional techniques yet providing an insightful understanding of the individual. The candidate feedback has also been well received in affirming it refreshing and original.
Endeavor Soars Past Performance Record with More Than 50 Straight Days of Endeavor Soars Past Performance Record with More Than 50 Straight Days of Perfect CCF On Saturday, April 23, Endeavor Air announced that it had wrapped up 50 straight days of 100 percent Controllable Completion Factor (CCF). This stretch of perfect performance soared past the regional carrier’s previous record of 43 days, 18 hours, between controllable cancellations – a cancelled flight due to crew or maintenance related issues – which was set on February 11, 2016. The 50 day streak saw Endeavor successfully complete more than 27,900 consecutive flights between its Bombardier CRJ-900 and CRJ-200 fleets. As of the time of submission this article, the streak was still going.
Additionally, Endeavor recently announced plans to expand service in New York City by opening CRJ-200 crew bases at JFK and LGA. These bases will provide important regional service connecting Delta customers to their mainline flights. Endeavor will ramp up these new bases later this summer. Endeavor is the world’s largest operator of CRJ-900 aircraft, with 81, and will continue to increasing its CRJ200 fleet to more than 60 aircraft through the end of 2016. To learn more about Endeavor or to apply to join this stable, reliable, and growing airline, please visit http:// www.EndeavorAir.com.
May 2016 5
Aviator Bulletins
The latest aviation industry hiring news and more.
Horizon Air offers Guaranteed Interview at Alaska Airlines and more... Hiring continues at Horizon Air. We are running two classes per month with approximately 6-8 students per class. We now have a voluntary guaranteed Alaska Airlines interview program for all Horizon Air Pilots. Two weeks ago we announced the largest fleet purchase in Horizon’s history with 30 firm orders and 33 options for the E-175. First
Endeavor Air Expands Service in New York City
airplane is scheduled on-line April 2017. Fleet order is for only a partial replacement for Q-400 flying, much to growth. Lastly Alaska Air Group has purchased Virgin America. We are exploring areas where this may have an impact on Horizon Air for growth opportunities.
Endeavor Air announced this week that it will open two new CRJ-200 crew bases in New York City at JFK and LGA. As the largest operator of regional flights in and out of New York City for Delta Air Lines, Endeavor is expanding the role it serves in the Big Apple. More than 27 million customers connected through New York City in 2015, and Endeavor led all Delta Connection carriers in overall performance reliability. For pilots looking to fly in one of the most exciting and challenging markets in the world, Endeavor offers: •
Highest First Year Pilot Pay of More Than $50,000 Earnings Potential
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Rapid Career Progression With Upgrades Projected at 24-30 Months
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The Delta Guaranteed Interview Program – Endeavor is the Only Airline to Offer a Defined Career Path to Delta
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Commuter Friendly Lines, Free Company Provided Transportation Between Bases
To learn more about Endeavor and to apply now, please visit http://goo.gl/mRxLkq or call the Endeavor Pilot Outreach Team – 612.266.1470 or Pilot.Outreach@ EndeavorAir.com.
6 | Aero Crew News
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Want to Know How Amy Landed Her Dream Job?
Well, her experience and awesome attitude were the kicker; that and her spotlessly up to date LogTen Pro X logbook with all the answers the airline needed at her finger tips. Visit coradine.com/aerocrewnews for a 3 month free trial!* *Use promo code ‘aerocrewnews’.
LogTen Pro X May 2016 7
Is the Sky Calling? Mesa is The Answer. At Mesa, We are Pilots Helping Pilots Progress in Their Careers. Pilots choose Mesa because of the real opportunities that exist for both experienced pilots and newcomers to the industry. Mesa’s training, job security and upgrade times are second to none. Since our latest expansion began in the spring of 2013, we have upgraded more than 400 pilots, many in less than two years.
Mesa crews have enjoyed higher career earnings due to upgrade opportunities, job stability through long-term partnerships with major airlines, and the opportunity to fly large, in-demand Bombardier CRJ700/900 and Embraer E175 aircraft. A testament to our success and future opportunities – is the fact that – while our growth is among the fastest in the industry, our pilot attrition is among the lowest.
In April 2015, Mesa employees celebrated the delivery of the company’s 100th Regional Jet...the Second Time Around. It was an important milestone in Mesa’s return to the top of the regional industry. Mesa Airlines...A Proud History, A Very Bright Future…
M
esa Airlines’ story began near a windy mesa in the unassuming town of Farmington, New Mexico. The company’s founders, Larry Risley (an A&P mechanic) and his wife Janie, mortgaged their house to pursue their dream of operating an airline. In 1982, “Mesa Air Shuttle” launched scheduled service between Farmington and Albuquerque with a five-seat Piper Chieftain aircraft. The call sign “Air Shuttle” is still in use today as a tribute to our earliest days. It was the beginning of what would become one of the industry’s most successful regional airlines.
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Is the Sky Calling? Mesa is the Answer. Headquartered in Phoenix, Arizona since 1998, Mesa Airlines provides regional air service for American Airlines under the American Eagle banner from hubs in Phoenix and Dallas/Fort Worth and for United Airlines under the United Express brand from Washington Dulles and Houston. Since 2013, Mesa has more than doubled in size from 58 aircraft to 122, which will increase to 133 with currentlyscheduled deliveries this year. The company has been in a rapid growth phase – creating more than 1,200 jobs, expanding our contracts with American and United to 2025 and 2028,
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and providing growth, new opportunities and job security for employees. Mesa currently operates more than 616 daily system departures to 105 cities, 37 states, the District of Columbia, Canada and Mexico. In addition to attractive crew bases in livable hub cities, Mesa flies in-demand Bombardier CRJ700/900 and Embraer E175 aircraft – with no 50-seat aircraft to park, and is fortunate to be one of the regional airlines continuing to attract pilots, fill classes and provide unparalleled upgrade opportunities. Tops in Ops In May 2014, Mesa launched the Performance Pays program to raise awareness of the company’s operational performance requirements for United and American and to reward employees for working together to achieve these goals. The monthly bonus program rewards Mesa employees for outstanding operational performance and top customer service scores from passengers. A Mesa CRJ900 on approach to PHX. Photo by: Curt Eckert
Mesa management and employee representatives at the Bombardier factory delivery ceremony for the first of seven new CRJ900 Next Gen aircraft delivered in 2015.
Between May 2014 and February 2016, the company exceeded $2.3 million in monthly incentive bonuses paid to employees. While doubling in fleet size and opening new bases, the people of Mesa worked together to ensure every new aircraft was in service on time (or ahead) of schedule and that Mesa continues to be a top industry performer. There have been many exciting changes at Mesa, including our look. In February 2015, Mesa launched a new, more employee-focused website and an updated logo design. We have invested in new technology, increased communications and updated our facilities to continue to engage our employees and attract new ones.
May 2016 9
(Left) Aircraft 952, the first of seven factory-new Bombardier CRJ900 Next Gen Aircraft delivered in 2015 operating under the American Eagle banner and (Right) 330, one of 38 Embraer E175 aircraft operating in Mesa’s United Express fleet in 2016. On Line – On Time •
E175 in Service at United
In September 2013, Mesa announced a new agreement with United Airlines to extend the term of its CRJ700 fleet. The company was also selected to operate 30 new E175s, the first regional aircraft ever purchased by United. Between June 2014 and April 2016, 37 Embraer E175 aircraft entered service. While more than doubling the United Express Fleet, Mesa maintained its longstanding position as a top regional performer in the United Airlines system. •
CRJ900 Expansion Aircraft in Service at American
A key milestone for Mesa’s growth came in 2013 with a CRJ900 contract extension, solidifying a decades-long relationship with America West and US Airways. This created an opportunity to expand with the new American. Since May 2014, Mesa has added 14 CRJ900s to its American Eagle fleet,
including seven factory-new CRJ900 Next Gen aircraft, and was selected to operate in American’s headquarters city in 2015. Pilots Helping Pilots Progress in Their Careers To support its ongoing growth, Mesa has expanded its focus on attracting highly qualified and engaged employees by combining leading-edge technologies with a newlyformed, energetic professional recruiting department. At Mesa, Recruiting is About Pilots Helping Pilots Progress in Their Careers. As a result the recruiting department is staffed by both senior Mesa Captains and newly-upgraded PICs. In fact, selecting outstanding candidates for Mesa is such a high priority, the flight operations, inflight and maintenance recruiting departments are located adjacent to the CEO’s and Chief Operating Officer’s Offices. Executive and senior management is also directly involved in the hiring process of both line employees and management candidates through video and web-based interviews.
Mesa continues to fill classes with qualified pilot candidates and is not only attracting people who are new to commercial aviation (through tuition assistance, employee referral bonuses and other innovative programs), but also a significant number from other airlines.
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Benefits •
Pilots hired at Mesa Airlines receive an Airline Transport Pilot type rating upon completion of initial training (CL65 or EMB170/190)
Qualifications (ATP Minimums)
•
Pilots receive unlimited travel benefits including jump seat agreements.
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1500 hours Total Flight Time
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Family members (spouse, domestic partner, dependents, and parents) also receive travel benefits on our code share partners
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500 hours Cross Country Time
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100 hours Total Night Time
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50 hours Multi Engine Time, Fixed Wing
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250 hours of Pilot in Command Time, Fixed wing
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100 hours of Instrument time
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Commercial Pilot Certificate with Multi Engine and Instrument ratings
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Current FAA First Class Medical Certificate
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Ability to demonstrate instrument proficiency
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ATP Written (CTP training can be provided to qualified applicants)
• Dallas (DFW)
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FCC Restricted Radiotelephone Operator Permit
• Washington Dulles (IAD)
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Current Valid Passport
• Houston (IAH)
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At least 23 years of age
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Legally authorized to work in the U.S.
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Able to pass security background check and FAA mandated drug test
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Mesa Airlines offers competitive medical and dental benefits, vision, life, 401K and travel benefits with our code-share partners
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ATP flight instructors receive tuition reimbursement
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ATP-CTP course provided by Mesa Airlines for those pilots who qualify
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Crew Bases • Phoenix (PHX)
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Mesa pilots are initially assigned to a hub city based on current openings in seniority order
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Electronic Flight Bag
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Mesa Airlines was the FIRST airline approved for Electronic Flight Bag usage for all phases of flight
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High school diploma or GED
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All manuals and charts are issued electronically at no cost via a pilot provided iPad
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Ability to read and speak English language
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Restricted ATP Requirements
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Each pilot is required to have an iPad (2, 3, 4, Air, or Air2) prior to simulator training
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Military - 750 Hours
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Four-Year Degree from approved aviation program – 1,000 Hours
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Two-Year Degree from approved aviation program – 1,250 Hours
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At least 21 Years of Age – 1,500 Hours
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200 Hours Cross Country Time
Training •
Pilots will receive FULL monthly guarantee pay from the start of training
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Ground Training is conducted at the Mesa Airlines’ Training Center in Phoenix, Arizona
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The Company provides single-occupancy lodging during training
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All other ATP Requirements Apply
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Pilots receive per diem during training and at the completion of IOE.
•
•
Each new hire is assigned a mentor to assist them through their first six months of employment.
Mesa Airlines recognizes the skills associated with helicopter flying. Rotary Wing time may be included in Total Time, but the applicant must meet the 100-hour Multi-Engine, Fixed Wing requirement.
Communicate Openly and Often In addition to Mesa’s new website and social media channels, the airline communicates regularly through employee newsletters, quarterly town hall meetings, company-wide conference calls, CEO lunches for new employees, and recently launched an online company store.
May 2016 11
Interview with Marcin Kolodziejczyk, Manager of Recruiting and CRJ700/900 Captain at Mesa Airlines Pre Interview: Craig: How do you select applicants to be brought in for an interview? Marcin: Our recruiting department utilizes both AirlineApps and Virtual Edge to review applications from qualified pilot candidates. C: A:
Can you explain the point system associated with online application process and what types of things count for points? Points are given for internal referrals, education, previous 121 airline experience and type ratings, as well military aviation experience.
C: A:
What can an applicant do to increase their chances of being called for an interview? Receive a referral from a current Mesa employee, contact pilot recruiting at pilot.recruitment@mesa-air.com, and accurately and thoroughly complete an application.
C: A:
How critical is it to attend a job fair to get an interview? While it is not required, it is helpful for recruiters to get to know applicants in person first impressions count.
C: A:
C: A:
What are some of the biggest mistakes that applicants make during the interview process? Looking unprofessional, errors in logbook or resume, and not being forthcoming.
Written test: C: Is there a written or computer test? A: No Simulator Evaluation: C: Do you have a simulator ride? A: No Post Interview: C: Do you tell applicants they are hired in person that day? A: Often, yes. C: A:
If not, how long do applicants have to wait to know if they are hired? 1-2 weeks.
C: A:
How soon can an applicant expect a class date after being hired? 2-3 weeks.
What is the best way to prepare for an interview with your company? General: Be knowledgeable of your current flying profession as it C: How many pilots does your airline expect to hire this year? pertains to part 61, 91, 121. Do your homework on the A: Approximately 500-600. industry, be honest and look sharp. C: Can you explain the ATP-CQP class that your company Interview: offers? C: Do you recommend that applicants get to your headquarters A: We contract through ATP Flight School at their Dallas, Texas city the day before and get a hotel room for the night? location. The paid CTP course lets pilots earn seniority. A: No, Mesa will provide their airline transportation as well as hotel accommodations. C: Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus? C: Can you walk me through a typical day of interviews? A: No, however we have an internal referral bonus that will A: Applicants arrive at the corporate headquarters at 9:00 pay an employee $10,000 for each new hire without a limit a.m., take a tour at 9:30 a.m., watch presentation at 10:30 to the number of referrals . a.m., and interview at 11:00 a.m. C: Does Mesa have a pilot referral program? C: What kind of questions can an applicant expect to be A: Yes, See previous question. asked? A: Questions regarding their application, technical flying C: Can you describe the career path program that Mesa has background and future goals. with ATP? A: We currently offer Mesa TAP, a Tuition Assistance Program C: Can you give me some examples of the TMAAT questions for ATP Instructors, $11,000 in tuition. that you like to ask? A: We typically focus on other areas within the applicant’s history.
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A recent new hire pilot lunch, tour and Q & A with Mesa’s CEO Johnathan Ornstein.
We are growing and hiring – It’s a great time to join Mesa Airlines!
May 2016 13
Fitness Corner
Written by: Candice McField
Fueling the Jet for Takeoff!
When it comes to proper nutrition, no words ring truer than, “Breakfast is the most important meal of the day.” Yet, 10 percent of the U.S. population skips breakfast according to a 2011 study. If you are among the 31 million who opt out of breakfast, stop and consider the following
benefits of breakfast. 1. It refuels the body after a night of fasting. A well-balanced breakfast breaks the overnight fast, provides the nutrients you need. 2. Consuming breakfast contributes to weight loss. Studies show that people who consume breakfast are more likely to maintain a healthy body weight. 3. Breakfast-eaters consume less saturated fat and cholesterol over the course of the day. Breakfasteaters tend to have healthier blood sugar levels. Today’s world is fast-paced but it does not mean you cannot have a balanced breakfast while in transit. The list below offers you some options to start your day off right, even when you are on the go. Question of the Month Do you eat breakfast? If yes, then how often (e.g. Protein Options Egg whites Fat-free/low-fat yogurt Kefir Protein shake Tofu
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daily, a few days per week, etc.)? How do you feel on the days you eat breakfast versus the days you don’t? Do you tend to snack more on the days you skip breakfast? If yes, on what types of foods? Exercise of the Month Primary Muscle Targeted: Triceps Secondary Muscles: Chest and Abdominals Start Position: Hands inside shoulders, elbows bent, closed to sides, and pointing straight back (Fig. 1) 1. Holding yourself 2-3 inches above the floor, maintaining a flat back with abdominals tucked in, push straight up into a plank position. 2. Slowly return to start position. Repeat for 10-12 reps.
Complex Carb Options Oatmeal Millet Cream of Wheat Cream of Rice Malt-o-Meal Quinoa Ezekiel English Muffin Whole Grain Toast Whole Grain Pancakes low sugar
Candice McField is an ACE Certified Health Coach, WNBF Pro Figure competitor, and avid global traveler. Passionate about fitness and travel, Candice serves a client base of on-the-go professionals; providing them with personalized tools to train anytime, anywhere. Do you have questions or suggestions for an upcoming article? Would you like to share your story with me? Send them to me directly at: crewfit@ candicemcfield.com. I would love to hear from you. Arise!® Back to Contents
Hiring Direct Entry Captains
Have you heard all latest? *New Compensation Packages Start April 2016 *Now Hiring Part-time & Full-time Direct Entry Captains! For More Info: pilotjobs@flygreatlakes.com APPLY ONLINE - www.flygreatlakes.com
(307) 432.7117 1022 Airport Pkwy - Cheyenne, Wy 82001
APR2016 half page.indd 1
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Aero Crew News Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .
Take your company to new Flight Levels, advertise with us. Download our advertisement contract at AeroCrewNews.com
Does taking unsafe risks in a vehicle correlate to taking unsafe risks in an aircraft?
To Avoid Action Against Your FAA Certificates: (1) Report all alcohol related driver’s license suspensions/revocations within 60 days* (2) Report all alcohol related convictions, within 60 days, even if related to a previously reported driver’s license action* (3) Have candid discussions with your AME and detail these events on your next application for airman medical *Suspensions/revocations and convictions are separate reportable offenses even if they are related to the same incident
Visit www.faa.gov/go/duidwi to find out more. FAA Security & Investigations Division (405) 954-4848
Contract Talks
Hotels:
Written by: Scott Stahl
The Most Important Quality of Life Factor on the Road One of the least glamorous aspects of an airline contract are the requirements for hotel accommodations. Not only is the hotel something that isn’t glorified in any contract negotiation, but it is probably something that most people don’t even think about. So why an article on hotel accommodations if every pilot doesn’t seem to focus on it? Much like a good backup plan, it typically isn’t something that comes to mind until it is found to be lacking or subpar. Hotels are unquestionably the most important part of a pilot’s compensation package when it comes to quality of life on the road. This aspect of traveling will have an extreme effect on a pilot’s mental well being, rest on the road, and enjoyment while off duty but not sleeping. Everything from the cleanliness of the hotel to its location and vicinity to local attractions. This is an area where a typical pilot will spend about 2 to 3 weeks of nights per month, may take one or more major meals and spend hours on end. Pilots are also dependent on these accommodations to get their FAA mandated rest period and must actually be able to get “quality” rest. Things such as room size, bed type, cleanliness, hotel condition, facilities maintenance and average clientele can have a profound effect on the quality of the time spent in a hotel. Tired of that noisy A/C that won’t cool the room? Mold in the bathroom? Throngs of partiers or kids running up and down the halls? All of these factors can hugely affect the good night’s sleep that is so paramount to effective and safe job duty performance. It goes without saying that the options around the hotel will also affect the well being of the crew members in that a hotel with more dining and entertainment options may make for a better “wind down” process for the crew, which in turn affects stress, health and rest. It will also have a profound effect on the perception of an enjoyable workplace, since we associate so much enjoyment with our individual personal time. For pilots who literally live in the hotel while in training, this is an even bigger factor. Are rooms single or double occupancy? Where is the hotel located? What facilities are available and how nice are they? What is around the hotel? Does the hotel shuttle transport guests around? What kind of discounts have been arranged? Are the facilities conducive to study? These are all questions that should be answered by someone who is about to spend 2-3 months in a hotel as a primary residence. Another category of hotel room usage falls into those unscheduled layovers, or extended sit times. Does the airline provide short stay hotels in the case of an airport sit that is over a certain duration, or do they expect the pilots to crash in the crew room? What is that duration? What requirements does the hotel have in the event of a short stay or unscheduled overnight? Are they consistent with the rest of the hotel standards? Of course as with most things, this is one aspect of working in the flying business that will change greatly from one airline to the next and from one pilot group to the next. Some airlines will have total control to assign the hotels, some airlines will
have to negotiate and seek approval from a committee of pilot representatives. Of course, airlines will also deal with complaints or shortfalls in hotel accommodations differently. Some may be able to just change hotels (or not change them as the case may be) or may have to again work and negotiate with a pilot committee on re-accommodation. Another aspect of hotels that will vary from airline to airline is the need for different hotels based on the length of the overnight. For instance, Airline A might not require different accommodations for a “long” overnight versus a short one. On the other hand, Airline B might require a hotel nearby to local attractions and in a more favorable area of town for overnights that are longer than a minimum duration. In this case, the pilots know that if they are going to be staying at a destination longer than a certain amount of time (14 or 15 hours as an example), they will be put in a nicer hotel with more amenities with a location closer to downtown and with more restaurant/ entertainment options available. Airlines that are forced to negotiate with a pilot representation committee might have to face stricter standards for accommodations such as a minimum Zagat rating, a minimum number of dining options, or committee knowledge about widespread noise/or hotel complaints. In these cases, the committees may also have more leverage to force a hotel change in the case that management changes occur, widespread noise complaints occur, or other issues arise. At the very least, airlines having to work with pilot representatives will have to seek approval in order to place pilots in that hotel. It may seem like a trivial detail, but this could be the difference between having to be put in a Hilton or Double Tree versus staying in a cheap Inn. Further, some of the factors that will usually go into hotel accommodations with airlines that have pilot committees might be arranged discounts for the pilots (20% off in the hotel restaurant/bar for instance). The pilot representatives may also negotiate for the pilots to keep little perks such as hotel points etc., even though it may cost the airline slightly more money. Other airlines may negotiate to allow the pilots access to special guest facilities such as a VIP floor/lounge or other facilities that are normally available on a per charge basis. Finally, hotels can be viewed as a form of “soft pay” (pay that isn’t necessarily reflected in the hourly pay scaled) because better hotel accommodations are an indirect form of compensation to the pilot from the company. The importance of nearby facilities, certain types of beds, or hotel brand may all be subject to debate, but I don’t think you will see much debate amongst industry workers about the importance of clean, safe and well maintained facilities that are free of distractions, problems, noise complaints or various other issues that will make an FAA legal rest period seem like a bad dream. While not usually at the front of our consciousness in the flying industry, hotels definitely demand a large dose of consideration when thinking about quality of life at an airline.
May 2016 17
B
en Hamilton is Co-Founder and CEO of IMAGINEAIR, a leading on-demand private air travel service that is making private aviation accessible to the masses. Mr. Hamilton has led IMAGINEAIR through more than 30% growth year over year and over 25,000 flights to date, in his mission to get travelers out of their cars so they can spend more time on what matters at home and away. He is a licensed commercial pilot and Certified Flight Instructor Benjamin Hamilton with Multi-Engine, Single-Engine, CEO, IMAGINEAIR and Instrument Ratings. He holds a B.S. in Aerospace Engineering from Georgia Tech and an M.B.A from Emory University.
CHANGING THE OUTLOOK ON THE PILOT SHORTAGE The Current State of the Industry Several factors have converged to create the pilot shortage that is affecting the industry today, squeezing pilot availability at both ends of the career spectrum. Without a change in business as usual, the statistics indicate an ever-increasing gap between pilot supply and demand. According to Boeing’s Current Market Outlook, 2015-2034, the 20-year North American pilot demand projections show a need for 95,000 pilots. Currently the largest source of pilot supply is Certified Flight Instructors (CFIs), and this segment is projected to supply 64,000 pilots at best, assuming unrealistic, optimum conditions – including all CFIs moving to the airlines at exactly 1,500 hours, the FAA requirement for Part 121 carriers. The time-intensive and costly path to becoming an airline pilot in the U.S. plays a large role in constraining how many hopefuls actually choose to pursue a career as a pilot. A combination of academic instruction, substantial flight hours and a series of certifications often mean an accumulation of significant expenses, followed by more flight time typically built through a number of jobs before establishing one’s career job. On the other side of the career spectrum, commercial airline pilots have a mandatory retirement age of 65, creating a wave of current and upcoming pilot exits and increasing demand to fill these vacancies. Nearly 45,000 retirements at U.S. airlines are anticipated over the next 15 years, according to “Initial Pilot Training: Better Management Controls are Needed to Improve FAA Oversight,” published by the U.S. Government Accountability Office.
18 | Aero Crew News
Early Pilot Training Becoming a rated commercial pilot requires approximately 250 hours of formal training that can be completed in as few as six months. Typically, if self-funded in the U.S., flight school can easily amount to $100,000. Often combined with a four-year degree program, expenses can increase substantially, creating a significant barrier to entry. Prior to August 2013, pilots who had completed this stage of training were eligible to become U.S. airline co-pilots. Effective August 2013, the FAA mandated having an Airline Transport Pilot (ATP) rating, typically requiring 1,500 hours of flight time, to be an airline second-in-command (SIC). Exceptions to this include military pilots, who can become SIC with 750 hours of flight time, and graduates of qualified bachelor degree aviation programs, who are eligible after 1,000 hours. The pipeline of pilots from those exceptions, however, is still a far cry from projected demand for pilots.
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This compares to historic hiring being driven by market supply and demand, at times resulting in pilots being hired with as few as 300 hours to become a first officer or co-pilot. Most countries outside of the U.S. still only mandate 250 hours to fly right seat. Several foreign airlines fund and arrange this initial training or provide loans to be paid back during employment that follows with the sponsoring airline. The strong aviation infrastructure, temperate weather in many regions, lower costs and easy access to resources make the U.S. a top location choice for this initial training. The Next Career Stage Employment opportunities in the U.S. following early pilot training are limited. Pilots need to build flight time to advance their careers. Operators need to fill their pipeline with qualified pilots that are coming through at a much slower pace than prior to August 2013, causing Part 135 and Part 121 pilot recruitment challenges. Not all pilots are created equally. As mentioned, flight instructing is a common path to increasing hours and experience. Other channels include employment with Part 135 air taxi and charter operators, Part 91 non-commercial operators, sightseeing and banner towing, and foreign airlines. Varying paths to pilot development lead to differences in pilot competence and capabilities. While flight time is an important factor, it is not the sole variable in determining competence or readiness to fly passengers. Quality of training and in-flight experience are key. While FAA requirements are much more stringent than any other nation’s requirements, operators and businesses that have proven training programs and safety records rise to the top in creating superior pilots. Partnerships: The Path to Filling Demand for Pilots
we need to utilize high quality resources efficiently. This means creating partnerships to make the flight instructor path more efficient, something historically lacking in the industry. Deep partnerships between employers at various stages of the pilot pipeline can ensure a robust supply of high quality pilots, at reasonable overall cost. Specifically, strategic partnerships that effectively connect the dots between commercial training schools/flight instructors and commercial airlines offer an innovative solution to the pilot shortage. Pilots just out of initial commercial training provide a distinct advantage as well: They have just gone through a very intensive program of potentially customized training in smaller aircraft, providing a fresher, highly pertinent skill set. Given that not all pilots are created equally, the bridge that is advancing the next generation through the pipeline should entail paid employment with high quality operators giving top-tier training. IMAGINEAIR, a Part 135 private, ondemand air travel service that has flown over 25,000 flight legs to date, has built an exclusive partnership agreement with a highly professional flight school and a commercial airline. This will bring a pipeline of vetted, certificated pilots who have undergone high-quality instruction and 1,200 hours of flight time, including substantial training tailored to its Part 135 operations, to IMAGINEAIR. IMAGINEAIR’s training goes far beyond FAA regulatory requirements, putting significant emphasis on in-flight training combined with simulator training, whereas the airlines typically rely exclusively on simulator training and only one supervised check ride with passengers before flying passengers as SIC. IMAGINEAIR training includes mentorship from veteran pilots with decades of experience and additional training modules specific to the Cirrus aircraft. Once pilots that have come through this partnership program have completed 1500 hours, they will join the partnered commercial airline.
Given the bottlenecks and variances in pilot development,
May 2016 19
Hart Langer, IMAGINEAIR Pilot & Check Airman
Moving out the Bookend in the Pilot Experience Spectrum Hiring retired airline pilots and former military personnel can help alleviate the pilot shortage. Mandatory retirement from Part 121 carriers at age 65 prevents them from flying for commercial airlines, and retirement from the military typically occurs at a younger age. Often, pilots retire and have no problem maintaining a current and valid first class medical certificate. They remain completely fit to fly, and can bring exceptional experience to Part 135 operators to help satisfy pilot demand. This also creates opportunities for mentorship, accelerating the learning of the next generation of professional pilots. Some carriers, like IMAGINEAIR, actively recruit retired airline and military pilots, as well as offering not only full-time but also flex-time options that give flexibility to choose one’s own schedule. This has proven particularly attractive for former commercial pilots who have thousands of flight hours and still want to fly for the love of it.
20 | Aero Crew News
According to Hart Langer, former Senior Vice President of Flight Operations for United Airlines and Former Chief Pilot for Pan Am, “Flying for IMAGINEAIR is even more enjoyable than flying for Pan Am or United (which I did for many years)! We use advanced avionics that surpass the technology of aircraft used by most commercial airlines. I’m able to directly interact with and get to know our customers, and I have the flexibility to spend most nights at home.” What constitutes compelling employment benefits for pilots differs at all phases of the pilot’s career. Effective partnerships will capitalize on these to attract talent at appropriate stages. Conclusions For carriers to attract talented pilots and grow, dynamics at various stages of the pilot career spectrum need to be understood and actively managed. Those that recognize how to best meet lifestyle priorities at each stage of the pilot career and that create effective partnerships will be much better equipped to ensure efficient, competent pilot supply to meet current and future demand.
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Interview with Benjamin Hamilton, CEO ImagineAir Pre Interview: Craig: How do you select applicants to be brought in for an interview? Ben: We initially select applicants for IMAGINEAIR based on whether they meet our aviation experience requirements. Retired airline and military pilots tend to make great additions to the IMAGINEAIR team. However, we also consider applicants with corporate, regional airline or flight instructor backgrounds.
maximizing efficiency from how their paperwork is processed to how we conduct our flows and checklists in the aircraft.
C: B:
C: What is the best way to prepare for an interview with your company? B: If there was a single item that would benefit the applicant the most in terms of preparation, it’s reviewing aeronautical knowledge as it relates to the type of flying we do at IMAGINEAIR. We’re often The interview process is important. We’re looking for surprised to find applicants, especially flight instructors strong aeronautical judgment and decision-making operating in a similar environment, that have a skills, and how the pilot applicants fit into the culture of difficult time answering questions about Airspace, IFR IMAGINEAIR. We’re looking for pilots that have a & ATC procedures. commitment to safety and accuracy, and those that live our core values. Interview: C: Do you recommend that applicants get to your Can you explain the point system associated with headquarters city the day before and get a hotel room the online application process and what types of things for the night? count for points? B: This is the applicant’s decision. A late show to the We do assign values to candidates’ experience in interview is almost always an immediate order to rank and prioritize applications and schedule disqualification. We take our core value of Reliability an interview. to heart for everyone that joins our team.
Once a candidate receives an invitation to interview, we look at two areas:
C: Can you walk me through a typical day of interviews? B: The interview is usually conducted by our Chief Pilot and one other company representative. We first introduce IMAGINEAIR and talk about our mission, which is making private air travel convenient and accessible to a much broader population, helping people connect face to face and spend time on what matters.
1. How will they perform on the job? This is based on an assessment of their judgment, aeronautical knowledge and commitment to safety. 2. Culture fit. Does the candidate meet our core values? Candidates that demonstrate a high degree of candor and resourcefulness during the interview, along with a history of reliability, dedication, and professional ambition are more likely to receive a job offer. These values are particularly crucial in a single pilot operation. Strong interpersonal skills are also important, but never at the expense of competence.
The first portion of the interview is to get to know them personally to assess cultural fit. These questions may be conducted by anyone in the company.
C: B:
What can an applicant do to increase their chances of being called for an interview? Providing accurate and complete information on the pilot application, along with strong references or letters of recommendation. Additionally, the initial interaction with our staff counts. Reliability is a core value at IMAGINEAIR and we find a strong correlation between those interactions and how a candidate will perform.
We try to learn as much about the applicant as possible. We want to know about their background and experience, and how those have shaped their values. We want to know what mistakes they’ve made and lessons they’ve learned while in a safe, open and confidential environment. We place value on candidates that are genuine about lessons they’ve learned.
C: B:
How critical is it to attend a job fair to get an interview? Attending a job fair isn’t necessary. We’re happy to engage directly with pilot applicants. IMAGINEAIR values convenience in every aspect of our work, and
We also like to ask about how they’ve worked with former employers. How do they see their previous teams, and how was their work viewed by their former employers?
May 2016 21
Scenario-based questions help us assess the applicant’s judgment and thought process. There may not be a single correct answer to any of these questions, but rather we’re looking to see how they process information. This is usually conducted by the Chief Pilot, a company instructor, or check airman.
Finally, we give a very brief (and painless) written assessment of aviation knowledge fundamentals. Candidates that are accepted will spend time in basic indoctrination training to ensure they have the necessary knowledge, however, we ensure that candidates have a strong foundation.
C: B:
Can you give me some examples of the TMAAT questions that you like to ask? “Tell me about a time where you made a mistake in the cockpit.” “Tell me about a time that you exercised less than optimal judgment.”
We value candidates that answer these questions honestly and openly. A pilot that claims to have always exercised perfect judgment is often not telling the whole story.
IMAGINEAIR promotes a culture of admitting mistakes. No human is perfect. In fact, for any selfreported error, we go to bat for our pilots as long as they’re open and honest. Chances are, if you made that error, somebody else has or somebody else will. This improves the safety of the entire system.
Additionally, we want to help our employees learn and develop, and how candidates respond to questions like these also indicates their willingness to learn, and to teach. Our veteran pilots, including those with decades of previous experience working for the airlines, act as mentors for newer pilots. And all pilots go through twice yearly, specialized training that goes well beyond FAA requirements.
C: B:
If the TMAAT question being asked does not apply to that applicant can that question be skipped? We ask TMAAT questions that are virtual certainties with any pilot. For that reason, we do not skip these questions. A pilot that claims to never have made a mistake is a “red flag” and we want pilots to openly bring their mistakes to the company’s attention so that we can continually improve the safety and efficiency of our operation.
C: B:
What are some of the biggest mistakes that applicants make during the interview process? IMAGINEAIR is forgiving of mistakes as they are necessary to learning and improving. Pilots that withhold known information, such as an unsatisfactory
22 | Aero Crew News
checkride, are disqualified from the interview. We don’t see this often. Genuine is a core value of IMAGINEAIR.
We often uncover some Airspace or IFR and procedural knowledge issues, but these can be solved with some basic preparation before the interview, which may be as simple as a brush-up. This will also make the basic indoctrination training much easier for the applicant.
Written test: C: Is there a written or computer test? B: We give a very brief (and painless) written assessment of aviation knowledge fundamentals. This takes less than 30 minutes. C: B:
What can you recommend applicants study for that test? At what point is this test taken? A review of Airspace, ATC, and IFR procedures is helpful. The test is usually taken towards the end of the interview.
C: What recommendations do you have for applicants to prepare themselves for your personality test? B: IMAGINEAIR uses techniques from Topgrading to evaluate candidates rather than a specific personality test. Simulator Evaluation: C: Do you have a simulator ride? B: We do not include this in the interview process. However, we do include a procedures trainer in our program, and as additional screening prior to the candidate starting, training in the aircraft. We subscribe to the philosophy that the candidate should be given procedures training prior to assessment in a particular aircraft. If this is done in the interview, the results are skewed towards those that have prior Cirrus experience, which is not a prerequisite of IMAGINEAIR. Post Interview: C: Do you tell applicants they are hired in person that day? B: This depends upon the timing, the number of pilots in class, and the number of pilots needed. Advanced offers are conditional upon background checks and discussions with references, however we try to make the process as quick as possible. C: B:
If not, how long do applicants have to wait to know if they are hired? If we do not accept an applicant during the same day as the interview, we give them a timeframe immediately after the interview.
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C: B:
How soon can an applicant expect a class date after being hired? In most cases, we can provide a class date upon notification of acceptance, which will typically start within 2 to 3 weeks.
General: C: How many pilots does your airline expect to hire this year? B: Approximately 20-30, with plans to hire more than 50 in 2017 as we greatly expand the size of the fleet. C: B:
Can you explain the ATP-CQP class that your company offers? This is not required for IMAGINEAIR’s operation.
C: B:
Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus? IMAGINEAIR doesn’t have a signing bonus, however, IMAGINEAIR’s specific pilot program provides additional compensation opportunities depending on the number of days flown, within different parameters for full-time vs. flex-time pilots.
C: B:
Does IMAGINEAIR have a career path program? IMAGINEAIR is in the process of working with a large training provider for a formal program. However, IMAGINEAIR is currently targeting airline retirees, which make ideal pilots for our operation. This has also proven to be a great fit for retirees that wish to keep doing what they love – fly. There are expected to be over 40,000 retirees in the next 15 years.
May 2016 23
Paying for Flight Training
Written by: Brittany Bunch; ExpressJet Airlines
Reprinted with permission from ExpressJet Airlines
T
he cost of flight training is a concern for many aspiring pilots. The career is absolutely worth it, but the upfront cost can be a difficult hurdle. There are many options available to help you pay for flight training including scholarships, loans made specifically for pilots, financial aid and military benefits. SCHOLARSHIPS Many current ExpressJet pilots have used the aid of scholarships and grants to offset both their tuition and flight training costs. Applying for scholarships can be daunting, but persistence pays off. While you might not find a scholarship that covers your full expenses, every little bit helps your overall bill. Start with your school Look at your university first, as they often offer scholarships specifically for their students. Your school already has your FASFA results and transcripts, which makes applying easier. Many universities award students scholarships based on financial need and/or merit. Depending on the program you
Photo provided by ExpressJet Airlines are enrolled in, your tuition and flight training are often two separate financial accounts. In this case your school might have general education scholarships and/or aviation specific scholarships. We compiled a list of some school-specific aviation scholarships here. (See list below)
University
Scholarship Link
Arizona State University
https://scholarships.asu.edu/scholarship/17425
Bowling Green State University
https://www.bgsu.edu/technology-architecture-and-applied-engineering/engineeringtechnologies/bgsu-aviation/scholarships.html
Eastern Kentucky University
http://technology.eku.edu/scholarships
Embry-Riddle Aeronautical University
http://daytonabeach.erau.edu/financial-aid/scholarships/
Kent State University
https://www.kent.edu/caest/caest-scholarships
Louisiana Tech University
http://liberalarts.latech.edu/aviation/about/scholarships.php
Metropolitan State University Denver
https://www.msudenver.edu/aviation/programbenefits/scholarships/
Middle Georgia State University
http://www.mga.edu/aviation/scholarships.aspx
Middle Tennessee State University
http://www.mtsu.edu/aerospace/scholarship.php
Oklahoma State University
https://education.okstate.edu/scholarships/ses
Parkland College
http://www.parkland.edu/aviation/scholarships.aspx
Portland Community College
http://www.pcc.edu/services/index.cfm/244,2234,30,html
Purdue Polytechnic Institute
https://polytechnic.purdue.edu/schools/aviation-and-transportation-technology/ scholarships
San Jacinto College
https://sjcd.academicworks.com
Southern Illinois University Carbondale
http://aviation.siu.edu/management/financial%20aid/scholarships.php
University of Dubuque
http://www.dbq.edu/academics/officeofacademicaffairs/academicdepartments/ aviation/scholarshipsandinternships/
University of Nebraska- Omaha
http://www.unomaha.edu/college-of-public-affairs-and-community-service/aviation/ admissions/scholarships.php
University of Oklahoma
http://www.aviation.ou.edu/scholarships.html
Western Michigan University
http://wmich.edu/aviation/scholarships-fs.html Continued on page 46...
24 | Aero Crew News
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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 HU S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCO M I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for 10 separate mainline airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe! Aircraft Types
Highlighted blocks indicate best in class. American Airlines (American)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
2 Digit Code
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Delta Air Lines (Delta)
Hawaiian Airlines (Hawaiian)
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
Hotel during new hire training
Per Diem
Most Number of Pilot Pilots Junior CA Retirements hired 2015-2029
Union
E
APA
i
Legacy Airlines AA May/1999 AA
Airline name and ATC call sign Alaska Airlines (Alaska)
Pay During Training
AS
DL
Single 2.25 Dom** MALV 72-84 Occupancy, Paid $2.75 Int.** or 88* for by company
US East Aug/2014
14,236
9,987
Oct/2015
Jul/2015
***
816
ALPA
8,292
ALPA
US West Sep/1998
6.D.1.d
7.A.5
85 Hours plus per diem
Single Occupancy, Paid for by company
$2.15
April 2007
1,720
11.D.5.b
5.A.1
5.A.1
Dec/2015
Dec/2015
February 2014
13,003
Single $3,888.29 / $2.20 Dom., Occupancy, Paid $2.70 Int. Month for by company
Su
3.D.4. 5.E.1 5.B Apr/2016 Feb/2015 Sample only; refer to adjacent pages forFeb/2016 actual information A330, A350 B717, B767
HA
3 Hours per Single day, plus per Occupancy, Paid diem for by company
Abbreviation and definitions:
$2.00* $2.50 Int.
600
ALPA
9.G.1
United Airlines (United)
A350, B747, 401(K) Matching: Retirement plan, the company will matchB777, the Contribution, the company will contribute the listed 3 Hours per Single B787, DC: Direct $2.35 Dom* UA 2006 12,523 7,765 quarterly ALPA day, plus per Occupancy, Paidto the employees B767, B757, additional employees contribution up to the listed percentage. Unless noted amount directly 401(K), either $2.70 Int.* diem for by company B737, A320, the company will match 100% of what the employee contributes.A319 or yearly, refer to the contract for more information 3-E 4-G-1, 9-E 4-A Oct/2015 MMG: Minimum Monthly Guarantee, theMay/2016 minimum amount of credit the employee will receive per month. The ability to work Cancellation pay: When a leg or legs are canceled, the employee Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union more or less is possible, depends on the needs of the company, line Code Training new hire Junior CA Pilots Retirements will still be credited for that leg. Some companies will not cover training hired month. 2015-2029 holder or reserve and open trips for that all reasons for cancellations. Refer to the contract for more
i
ALPA: Air Line Pilots Association
Major Airlines
Per Diem: The amount of money the company pays the employee Single B757, MD-80, for food expenses while gone from base, typically from show time G4 70 Hours Occupancy, Paid $1.00 6 Months 530 IBT Deadhead: Positive space travel as a passenger for company A319, A3220 for by company* to end of debrief time of that trip. Day trip per diem is taxable while business; paid as shown in above referenced column. overnight is not. 2 Jul/2015 Jul/2015 FAPA: Frontier Airline Pilots Association Frontier Airlines A319, A320, Feburary No $1.90 983 FAPA TFP:F9Trip forMMG Pay (Frontier) A321 2014 IBT: International Brotherhood of Teamsters UTU: United Transportation Union Apr/2016 Apr/2016 JetBlue Airways ISP: International Savings Plan Single June A321, A320, per (JetBlue) 3,225 840 ALPA Occupancy, Paidthe $2.00 YOS:B6Years$2,500 of Service with company. 2012 A319, E190 month for by company IOE: Initial Operating Experience, refers the flight training a new Add A, Pg24 Add A, Pg24 11 Feb/2015 May/2016 Feb/2015 hire receives from a check airman after completing all ground and Southwest simulator training. Single information.
Allegiant Air (Allegiant)
Airlines (Southwest)
26 | Aero Crew News
B737
WN
89, 87 or 85 $2.15 Dom. Occupancy, Paid MMG* $2.65 Int. for by company 4.K.6
Spirit Airlines (Spirit Wings)
E
A319, A320, A321
NK
4.T.1
Single $1,750*/mo Occupancy, Paid for by company
May 2006
7,951
3,702
4.T.3
Feb/2015
Feb/2015
Feb/2015**
$2.20
March 2013
1,400
SWAPA
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N
Y
i
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
Pay During Training
A330, A350 B717, B767
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
Union
EFBs
Legacy Airlines AA May/1999 AA
AS
DL
Single 2.25 Dom** MALV 72-84 Occupancy, Paid $2.75 Int.** or 88* for by company
HA
US East Aug/2014
14,236
9,987
Oct/2015
Jul/2015
***
816
US West Sep/1998
6.D.1.d
7.A.5
85 Hours plus per diem
Single Occupancy, Paid for by company
$2.15
April 2007
1,720
11.D.5.b
5.A.1
5.A.1
Dec/2015
Dec/2015
February 2014
13,003
8,292
Feb/2016
Apr/2016
Feb/2015
Single $2.20 Dom., $3,888.29 / Occupancy, Paid $2.70 Int. Month for by company
3.D.4. Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
5.E.1
3 Hours per Single day, plus per Occupancy, Paid diem for by company
5.B
APA
iPad
Bases
*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 BOS, CLT, DCA, ***Includes AA & USAir DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended SEA, ANC, LAX, PDX
ALPA
Contract 2013, as amended
ALPA
Surface
ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC
Contract 2014, as amended *Interisland
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
9.G.1 United Airlines (United)
A350, B747, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
*$0.05 increase on Jan 1st. UA
2 Digit Code
Single 3 Hours per $2.35 Dom* day, plus per Occupancy, Paid $2.70 Int.* diem for by company 3-E
4-G-1, 9-E
4-A
Pay During Training
Hotel during new hire training
Per Diem
A319, A320, A321
A321, A320, A319, E190
G4
F9
B6
70 Hours
MMG
B737
WN
A319, A320, A321
NK
B737NG
A319, A320
Aircraft Types
4.T.1
5.A.1
12,523
Oct/2015
May/2016
7,765
ALPA
iPad
MMG
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
5.B.1
6 Months
530
2
Jul/2015
Jul/2015
$1.90
Feburary 2014
983
Apr/2016
Apr/2016
$2.00
June 2012
3,225
840
11
Feb/2015
May/2016
Feb/2015
May 2006
7,951
3,702
4.T.3
Feb/2015
Feb/2015
Feb/2015**
$2.20
March 2013
1,400
5.B.1
Dec/2015
Apr/2016
Union
EFBs
IBT
None
FAPA
ALPA
SWAPA
Bases
Notes
*Company provides rental car during BLI, FLL, HNL, simulator training IWA, LAS, OAK, PGD, PIE, SFB
DEN, ORD, MCO
Yes
iPad
JFK, BOS, FLL, MCO, LGB
*Pilot data approximate
Agreement 2013, Currently in negotiations ATL, MCO, DAL, *MMG based upon number of days in DEN, HOU, LAS, the month, **Number of retirements from Feb/2015 MDW, OAK, PHX, BWI Contract 2014, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2010, as amended
250
5.3
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
1/24th the Single IRS CONUS Occupancy, Paid M&IE airline for by company daily rate
SY
3.B Virgin America (Redwood)
Add A, Pg24
Single $1,750*/mo Occupancy, Paid for by company 3.D.1
Sun Country Airlines (Sun Country)
No
$1.00
Single $2.15 Dom. 89, 87 or 85 Occupancy, Paid $2.65 Int. MMG* for by company 4.K.6
Spirit Airlines (Spirit Wings)
Single Occupancy, Paid for by company*
Single $2,500 per Occupancy, Paid month for by company Add A, Pg24
Southwest Airlines (Southwest)
2006
Major Airlines B757, MD-80, A319, A3220
Notes
ALPA
Tablet Walkabout Computers
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Jul/2015
$2.00
July 2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during new hire training
Per Diem
Most Number of Pilot Pilots Retirements Junior CA 2015-2029 hired
Rule book 2014 Union
EFBs
Bases
Notes
Cargo Airlines Atlas Air (Giant)
B747
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air
11.A.7
$2.40
IBT
May 2016 27
5.A.3 *PR = Pacific Rim, **NPR = Non
(Sun Country)
Virgin America (Redwood)
A319, A320 THE GRID
Aircraft Types
VX
2 Digit Code
for by company
M&IE airline daily rate
3.B
5.B.1
5.3
$2,500 per month
None
10.J.1 Pay During Training
Computers Jul/2015
General Information $2.00
July 2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during new hire training
Per Diem
ALPA
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
Union
Nexis EFB
SFO, LAX, JFK EWR, LGA Rule book 2014
EFBs
Bases
Notes
Cargo Airlines Atlas Air (Giant)
B747
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air (ABEX)
B-767
$2.40
11.A.7
IBT
5.A.3
GB
$52 Dom. $89.75 PR* $79.75 NPR**
FX
$2,000 / mo Single $1.95 Dom. until Occupancy, Paid $2.75 Int. activation for by company date*
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
B777, B767, B757, MD11, DC10, A300
3.A Kalitta Air (Connie)
B747
K4
5.B.1.d
Week 1 paid by $600 / week crewmember, unitl OE then, Single Occupancy
B757, B767, A300, B747, MD-11
5X
MMG 10.D.1
4,288
May/2016
$1.65 Dom. $2.50 Int.
April 2008
317
6.A
Dec/2015
Dec/2015
Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00* 5.H.1.a.1
2 Digit Code
Pay During Training
ALPA
*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN
IBT
1,580
1,580
63,266
37,427
iPad fixed in plane
Home Based
SDF, ANC, MIA, ONT
IPA
Hotel during new hire training
Per Diem
*Pacific rim and Europe flights
Contract 2006 as amended
12.G.2
Total Pilots Aircraft Types
4,288
Contract 2006 as amended
5.A.1 & 2
5.A UPS (UPS)
May 2015
Most Number of Pilot Pilots Retirements Junior CA hired 2012-2029
Union
EFBs
Bases
Notes
Notes
Contractual Work Rules
American Airlines (American) Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
10
Yes
FAA 117 w/ exceptions
488
15.D.3.q
4.C
15.C
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1 14, max 16 For int pilots.
12 or 13 / 12
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5
Allegiant Air (Allegiant)
12, max 14* 10, max 12*
430
JetBlue Airways (JetBlue)
559
Uniform Reimbursement
Headset Reimbursement
None
5:10 x days
2:1
Yes
50%
Initial paid for by company
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
5
2
4.H.1
361
508
5-F-1-a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
11/10
Yes
FAA 117
N/A
12
Yes
14 hours or FAA 117
5.J.7
4.I, 5.P.2
5x 1:2 or number of 1:1.75*** days 12.A.1.b
12.A.2.a
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
12
Yes
177
36
None
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.
1:4*** GOP****
100% air, 50% ground
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
3.5
$20 / hour*
120% of 85 Hours
$100 / Year
None
2
2
10
50%*
$20/ month
6 for CDO
1:3.75
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
4.G.2.a
4.F.6
1:3.5
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
Add. B.D.3
*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
60% GOP****
Min Day Min Trip Duty Rig Trip Rig Credit Credit
*Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended
Initial paid for by company and every 12 months
5.J.4 FAA 117
None
Contract 2015, as ammended
2** or 4.17 GOP****
Major Airlines
28 | Aero Crew News
Southwest
Open time pay
5:10
12.A.1.a
2 Frontier Airlines (Frontier)
Deadhead Pay
Legacy Airlines
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Contract 2010, as amended
None
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
None
Notes
*Except for heavy crew
*Unschedule DH pay s 100%
2.A.1, 2 $200 / year
*1 for 1:45 between 0100 and 0500
Back to Contents
Agreement 2013, Currently in negotionations *Depedning on how many days in the
rig or trip rig.
United Airlines (United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5
Allegiant Air (Allegiant)
4.C.1.a
508
5-F-1-a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
11/10
Yes
FAA 117
N/A
12
Yes
14 hours or FAA 117
JetBlue Airways (JetBlue)
5.J.7
4.I, 5.P.2
5.J.4
Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
4.C.3.a.2
12
Yes
FAA 117
177
36
Contractual Work Rules 5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
3.5
$20 / hour*
120% of 85 Hours
$100 / Year
None
2
2
10
50%*
$20/ month
Min Day Min Trip Duty Rig Trip Rig Credit Credit
6 for CDO
1:3.75 4.G.2.a
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
$30 / pay period max $500
4.I.1
4.I.3
4.L
4.S.5
2.A.4
4 or 4.5**
1:4.2
100% or 50%***
100%
Pilot pays for initial uniform, replacements per schedule therafter
4.C.1.b
4.C.1.c
6.A.1 & 2
3.C.3
5.F.3 None
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
5.E.2
4.H
5.M
13/12
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12/ 10 or 11*
Yes**
1:2
1:4.4
50%
100%
12.B.1
4.F
4.D & E
4.D & E
8.A.2.a
25.I
26.O
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100% Biz Class or better or $300 comp
100%
Provided by the company
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
159
3.5
-
-
-
App. G Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
THE GRID
None
Notes
*Except for heavy crew
*Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
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 2014, as ammended
None
*Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training Contract 2010, as ammended
None
None
*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Rule book 2014
Headset Reimbursement
Notes
Cargo Airlines
Yes
14 Hours for 2 Pilots, 16 Hours for 3 or 22 Hours for 4 or more
332
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air 13 or 14*
Yes
2, pg 13 UPS (UPS)
*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
$200 / year
FAA 117
222
None
2.A.1, 2
Yes
407
Contract 2010, as amended
5.E.1
Max 15 Days on Per Month*
Atlas Air
FedEx Express (FedEx)
7.B.1
Major Airlines
2 Frontier Airlines (Frontier)
4.C.2
8.D, 8.A.3
280
466
Dom 16, 18, 20** Int 18, 26, 30**
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
410
Number of pages in Contract
30.A.2
4.5
100% Air* 50% Air** 50% Ground
100%
Provided by the company
19.M.4
19.K
19.E
15.A
Yes
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $150 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3 $200 after first 150% on days year. Initial paid off by crewmember.
1 hr or 3.65 (on Day off)
50%
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Deadhead Pay
Open time pay
Uniform Reimbursement
Min Day Min Trip Duty Rig Trip Rig Credit Credit
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
*Days off based on TAFB, 4 wk or 5 wk bid period. Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2006 as amended
Headset Reimbursement
Notes
May 2016 29
Additional Compensation Details
THE GRID
American Airlines (American)
Aircraft Types
FO Top Out Pay (Hourly)
Group I
MMG
Base Pay
Top CA pay
Base Pay
$104.93
$90,659.52
$153.65
$132,754
Group II
$160.28
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
Group II
$170.27
Group IV
$200.20
Group V
$210.20
72
15.D.1.b
$265,905 HRxMMGx12
9.B.1.a
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$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
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
$209.31
$180,844 $177,604
MD-88/90
$140.40
$121,306
$205.56
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
$95.21 3.B.2.d
4.B.1.b*
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
$109,376
$174.11
$156,699
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$175,216
$305.39
$256,528
$146,126
$254.70
$213,948
A350*
United Airlines (United)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
B747, B777 B787 B767-400
$208.59
B757-300
$173.96
70
B737-900, A321
$167.89
$141,028
$245.80
$206,472
A319
$161.02
$135,257
$235.76
$198,038
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
7.B.1.a
14.D.1
1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call. 10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days 6.B.1
401(K) Matching (%)
401(K) DC
Percentage of health care Notes employee pays *Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. **January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information. Contract 2015, as amended
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
*New hire pilots receive 1 vacation day per every full month of employment. 20%
Contract 2013, as amended
28.D
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Band 1*
$82.00
$68,880
$140.00
$117,600
0%
15%
20%
Contract 2010, as amended
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
$128,520
Band 4*
$97.00
$81,480
$160.00
$134,400
2
2
HRxMMGx12
2
HRxMMGx12
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
70
7 75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$115,668
$202.47
$170,075
E190
B737
$123.91
$104,084
$182.25
$153,090 HRxMMGx12
5
7
3% 100% Match 2% 50% Match
Contract 2012 as amended
Percentage of health care Notes employee pays
Major Airlines >6M=0 H MMG of 70 7-12M=17.31 H Hours is paid or 1 = 17.31 H 2-3 = 34.62 H flight time which ever is greater. 4-6 = 45 H +7 = 51.92 H**
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
12.A.1, 2 & 3
3-A-1
70
Southwest Airlines (Southwest)
10.A & B
$307.76 15.D.1.b
$143.32
EMB-190, CRJ-900
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment
None
2 *A321 coming end of 2015
After 3 years 2.2% Disclaimer: blocks contain contract sections or date 1 Day / MonthGray 5% 1:2 up to 6% at 9 Max 120 Days years acquired. Data with contract sections may be abbreviated and/ 8.B 15.B.2 & 3 16.B.2 consult 16.4 the most current contract section for or inaccurate, please *70 line holder, 75 reserve; **Hours is 0-5 = specific 108 Hrs contractual language. Data that does not have a contract based on PTO per year. Reference 6-10 = 126 Hrs Based on PTO contract for more information 5% 1:1 5% + 3% None Specified 11-15 =section 144 Hrs reference number, was obtained on-line in some form and accrual 16-20 = 162 Hrs 21+ = may 180 Hrs be inaccurate. While trying to provide the most up to date 2013, Currently in 3.J** 3.J not all 3.Esources 3.E 3.F.i information can be verified atAgreement this time. If you notice negotiations *85/87/89 MMG based on days in bid discrepancy and/or have a correction please email Craig.Pieper@ 1-5 = a 14 Days period, **Trip for Pay (TFP) is the unit 1 TFP / 10 5-10 = 21 Days of compensation received. 9.7% 1:1 TFP** 10-18 =AeroCrewSolutions.com. 28 Days Max 1600 TFP 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
3.C*
HRxMMGx12
$132.84
85
$135,497
$189.78
$193,576
4.C.1
4.H, 4.M*
HRxMMGx12
4.C.1
HRxMMGx12
11.B.2
12.B.1
> 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
4 H/M Max 400
9%
28.C
+18 = 35 Days
Spirit Airlines (Spirit Wings)
A319 A320 A321
EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*
$109.27
72
$94,409
$185.32
$160,116
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
14.A.1
0-8 = 15 days 9-13 = 22 days +14 = 30 days
Start with 24 4 H/M
2%
$0 to $300 depending on plan and single, single +1 or family
7.A.1
14.A
28.B.2
27.A.2
0-1 = 5 Days
5 H/M
Sun Country Airlines
B737NG $82.74 30 | Aero Crew News Appendix A Virgin America
Contract 2014, as amended
19.B.2
70
$69,502
$126.88
$106,579
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
27.B
Contract 2010, as amended
Back to Contents *Reserves have a MMG of 75,
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
B757-300
$173.96
B737-900, A321
$167.89
A319
$161.02
70
$254.70
$213,948
Spirit Airlines (Spirit Wings)
Sun Country Airlines
Virgin America (Red Wood)
$245.80
$206,472
$135,257
$235.76
$198,038
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Band 1*
$82.00
$68,880
$140.00
$117,600
20%
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
$128,520
Band 4*
$97.00
$81,480
$160.00
$134,400
2
2
HRxMMGx12
2
HRxMMGx12
5
7
2
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
8.B
15.B.2 & 3
16.B.2
16.4
22-A
401(K) Matching (%)
401(K) DC
24-B-5
A319, A320, A321*
$100.01
70
7 75
A320 family
$137.70
E190
$123.91
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$115,668
$202.47
$170,075
$104,084
$182.25
$153,090
B737
A319 A320 A321
B737NG
A320
HRxMMGx12
>6M=0 H MMG of 70 7-12M=17.31 H Hours is paid or 1 = 17.31 H 2-3 = 34.62 H flight time which ever is greater. 4-6 = 45 H +7 = 51.92 H**
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs 3.J**
3.J
9.7% 1:1
-
$193,576
4.C.1
4.H, 4.M*
HRxMMGx12
4.C.1
HRxMMGx12
11.B.2
4 H/M Max 400
9%
14.A.1
28.C
$109.27
72
$94,409
$185.32
$160,116
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
70
$69,502
$126.88
$106,579
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
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
B-767
$153.03
68
$124,872.48
$218.61
$178,385.76
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
19
19.D.1
HRxMMGx12
19
HRxMMGx12
10.A
9.A
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
3.C.1.a
4.A.1
27.A.2
-
-
401(K) Matching (%)
401(K) DC
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air 62
$107,337
$192.36
$143,116
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$44 to $186*
15.A.1
6.G
$185.51
75
$180,872
$261.67
$255,128
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
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Rule book 2014
*First year is 50 hours MMG, OutBase is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$144.27
None
Contract 2010, as amended
Percentage of health care Notes employee pays
Appendx 27-A
3.B.1*
85
28.B.2 125% of 6% contributed
28.A.1
3.A.1
>1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days** +20 = 36 days
2%
10%**
$158,710
ABX Air
27.B $0 to $300 depending on plan and single, single +1 or family
Health 14-25% Dental 20-30%
$213.32
Agreement 2013, Currently in negotiations *85/87/89 MMG based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
$111,102
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
Contract 2014, as amended
19.B.2
Start with 24 4 H/M
$82.74
62
Aircraft Types
3.F.i
$189.78
$149.33
B757, B767, A300, B747, MD-11
3.E
$135,497
>5 = 14 days <6 = 21 days
B747
3.E
85
12.B.1
*A321 coming end of 2015
None Specified
$132.84
> 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
None
5% + 3%
HRxMMGx12
1-5 = 14 Days 1 TFP / 10 5-10 = 21 Days TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days
*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment
5% 1:1
3.C*
Cargo Airlines
B747
3% 100% Match 2% 50% Match
THE GRID
Contract 2012 as amended
Percentage of health care Notes employee pays
Major Airlines
Atlas Air
UPS (UPS)
16"%
3-C-1-a
Aircraft Types
FedEx Express (FedEx)
0%
Additional Compensation Details
$141,028
70
Southwest Airlines (Southwest)
5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
3-A-1
4.3 JetBlue Airways (JetBlue)
$146,126
9.C.3
401(K) DC
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2006 as amended
Percentage of health care Notes employee pays
May 2016 31
Captain Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0.00
$50,000.00
Year 5
$100,000.00
Top Pay $150,000.00
$200,000.00
$250,000.00
American Airlines - 2015
United Airlines - 2016
UPS - 2006*
FedEx Express - 2006
Delta Air Lines - 2014
Southwest Airlines - 2014
Alaska Airlines -2013
Hawaiian Airlines - 2010
JetBlue Airways - 2013
Spirit Airlines - 2010
Atlas -2011
Virgin America - 2014
Kalitta Air - 2007
Frontier Airlines -2009
Allegiant Air - 2010
Sun Country Airlines - 2005 The year indicates the year the contract was signed. No year indicates the contract wasnâ&#x20AC;&#x2122;t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
32 | Aero Crew News
Back to Contents
First Officer Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0.00
$50,000.00
Year 5
Top Pay $100,000.00
$150,000.00
American Airlines - 2015
UPS - 2006*
FedEx Express - 2006
United Airlines - 2016
Delta Air Lines - 2014
Southwest Airlines - 2014
Hawaiian Airlines - 2010
Alaska Airlines - 2013
JetBlue Airways - 2013
Kalitta Air - 2007
Atlas - 2011
Virgin America - 2014
Spirit Airlines - 2010
Frontier Airlines - 2009
Allegiant Air - 2010
Sun Country Airlines - 2005 The year indicates the year the contract was signed. No year indicates the contract wasnâ&#x20AC;&#x2122;t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
May 2016 33
THE GRID
BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
IAD
CVG
LGA JFK ACY
CLT
MEM IWA
ATL DFW
DAL IAH
ANC
EWR PHL
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
34 | Aero Crew News
Back to Contents
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB
Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Delta Air Lines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
United Airlines
Alaska Airlines
BLI
Bellingham, WA
United Airlines
Virgin America
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
FedEx Express
Allegiant Air
BOS
Boston, MA
Allegiant Air
LGA
New York City, NY
PHL
Philadelphia, PA
American Airlines
JetBlue Airways
Delta Air Lines
American Airlines
JetBlue Airways
Spirit Airlines
United Airlines
PHX
Phoenix, AZ
BWI
Baltimore, MD
GUM Guam
LGB
Long Beach, CA
American Airlines
Southwest Airlines
United Airlines
JetBlue Airways
Southwest Airlines
CGN
Cologne, Germany
HKG
Hong Kong
MCO Orlando, FL
PIE
St. Petersburg, FL
FedEx Express
FedEx Express
JetBlue Airways
Allegiant Air
CLE
Cleveland, OH
HNL
Honolulu, HI
Southwest Airlines
SDF
Louisville, KY
United Airlines
Hawaiian Airlines
Frontier Airlines
UPS
CLT
Charlotte, NC
Allegiant Air
MDW Chicago, IL
SEA
Seattle, WA
American Airlines
HOU
Houston, TX
Alaska Airlines
CVG
Cincinnati, OH
Southwest Airlines
MEM Memphis, TN
Delta Air Lines
Delta Air Lines
IAD
Washington, DC
FedEx Express
SFB
Orlando, FL
DAL
Dallas, TX
United Airlines
MIA
Miami, FL
Allegiant Air
Southwest Airlines
IAH
Houston, TX
American Airlines
SFO
San Francisco, CA
Virgin America
United Airlines
UPS
United Airlines
DCA
Washington, DC
IND
Indianapolis, IN
MSP
Minneapolis, MN
Virgin America
American Airlines
FedEx Express
Delta Air Lines
SLC
Salt Lake City, UT
DEN
Denver, CO
IWA
Phoenix, AZ
Sun Country
Delta Air Lines
United Airlines
Allegiant Air
OAK
Oakland, CA
STL
St. Louis, MO
Frontier Airlines
JFK
New York City, NY
Allegiant Air
American Airlines
Southwest Airlines
American Airlines
Southwest Airlines
DFW
Dallas, TX
Delta Air Lines
American Airlines
JetBlue Airways
Spirit Airlines
Virgin America
Southwest Airlines
Ontario, CA
May 2016 35
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether itâ&#x20AC;&#x2122;s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class. ExpressJet (LXJT (Accey)
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
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
FO Top Out Pay (Hourly)
MMG
EMB145XR, EMB-145, EMB-135
$45.26
60-76 Seat A/C****
$49.98
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 5<10 10<1 15<20 20+
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
8.A.1
7.A
25.A.2
25
$41,796
$101.80
$91,620
$109.33
$98,397
0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500
1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
N
$43,632
<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days 7.A.1
14.A.1
27.A.1*
27
1.2-6%****
N
<6 = 2.5% 6-13 = 4% 13+ =6%
N
75
-
3.A.1
CRJ-200
$46.44
CRJ-700, CRJ-900
$48.48
3.B.1
75
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
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
75
3008.5.A.3* HRxMMGx12
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
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*** 3011.1**
3012.1
PDO* Sample only; refer to adjacent pages for actual information
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 American Eagle the company will match 100% of what the employee contributes. (Envoy)
Top CA pay
Over 2,000 Pilots
Abbreviation and definitions:
ALPA: Air Line Pilots Association
Base Pay
$50.42
75
$45,378
$120.11
$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
IOE: Initial Operating Experience, refers the flight training a new 3-1 3.K.1 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K hire receives from HRxMMGx12 a check airman after completing all ground and <1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = EMB-145 $89.12 $80,208 1-2yrs = 7 dys 5-9 = 5.25% simulator training. 3.5hrs/month;
CRJ-700* EMB-175
$39.78
75
$35,802
>2yrs = 14 dys >5yrs = 21 dys
>5 yrs =
10-14 = 6.4% 15-19 = 7%
$93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, the>16yrs minimum amount20+of = 28 dys = 8% LOA** LOA HRxMMGx12 LOA** per HRxMMGx12 8 9.A to work 28.B*** credit the employee will receive month. The ability Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover more or less is possible, depends on the needs of the company, Top Out or reserve and open trips for that No. ofmonth. Vacation line FO holder Sick Time 401(K) MMG Base Pay Top CA pay Base Pay Pay weeks & all reasons for cancellations. Refer to the contract for more Aircraft Types Accrual Matching (%) (Hourly) accrual information. Per Diem: The amount of money the company pays the employee 500-2,000 Pilots Endeavor Air <1yr=<7 dys***from 150% Match: for food expenses while gone from base, typically show time CRJ-200 $38.49 $34,641 $84.03 $75,627 (Flagship) Deadhead: Positive space travel as a passenger for company 2yrs=7 days 1-5 = 6% 75 2.5 H/M >2yrs=14days 5-10 = 8% to end of debrief time of that trip. Day trip per diem is taxable business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% CRJ-900 $35,775 $89.96 $80,964 >16yrs=28days Vesting** while$39.75 overnight is not. 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B DC: Direct Contribution, the company will contribute the listed PSA Airlines UTU: $41.78 United Transportation Union 50% Match: < 1 = 7 days additional amount directly to the employees 401(K), either CRJ-200 $37,602 $98.37 $88,533 (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days H/M 5-7 = 4% quarterly or yearly, refer to the contract for more information YOS: Years of 75Service with the company. > 7 = 21 days 5+485= 4Max CRJ-700 7-10 = 8% CRJ-900
IBT: International Brotherhood of Teamsters Mesa Airlines (Air Shuttle)
36 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
2
401(
N
2
.5-5 5-7 7-10 10+
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
2
$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%*
N
7.A
8.A
CRJ-200 CRJ-700, CRJ-900, EMB-175
N
$37.96
76
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.24
75
$44,316
$107.67
$96,903
10+ = 8%*
24.B
Back to Contents
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
3.75 H/M Max 375
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
3
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
EV
Sign on Bonus
CRJ-200 CRJ-700 CRJ-900
EV
$7,500 w/ CRJ type*, $1,000 Referral Online
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
CRJ-200 CRJ-700 CRJ-900 EMB-175 EMB-120
EMB-170 EMB-175
OO
RW
Hotel during new hire training
$300 / week $7,500 w/ & $1,400 per Paid for by ERJ type*, diem to company; single $1,000 occupancy checkride, Referral then MMG Online
ExpressJet (LASA) (Accey)
Pay During Training
$7,500 w/ RJ type rating
EMB-145 $12,500 EMB-170/5 $7,500
Feb/15
Feb/15
Paid for by $300 / week company; single occupancy 3.C.1
65 Hours
Paid for by company; dual occupancy, Company will pay 50% for single room
3008.19.A
3015.6.A.1
CRJ-700*, EMB-145, EMB- MQ 175
Aircraft Types
Endeavor Air (Flagship)
PSA Airlines (Bluestreak)
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
2 Digit Code
Most Number of Do Business Pilots For: Junior CA hired
$1.85/hr
April 2007**
1,980
4.C.2
Mar/2016
Apr/2016
$1.85/hr
June 2007**
1,488
5.A.1
Mar/2016
Apr/2016
Total
3,468
1.85/hr
October 2011
3,888
3009.1.A
Dec/2015
Apr/2016
$1,600 first Paid for by $1.95/hr Dom 3.5 Years mo. then company; single $2.50/hr Int.* occupancy MMG 10.A.2.a
Envoy formally American Eagle (Envoy)
Per Diem
$5,000; $10,000Paid for by 64 hr MMG $11,000**; + 16 hrs per company; single up to occupancy diem per day $15,000*** $10,000**
4.B.1
Nov/2015
2,105
April 2008****
1,900
May/2016
May/2016
4.A
4.B
5.B.1
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$23,000*
Single MMG, but no Occupancy paid per diem by company
Delta, American
ALPA
ALPA
EFBs
Bases
Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain Surface 3 LTE ATL, DFW, DTW after first year, **Will reduce from 5/2008 to 9/2010 Contract 2007 as amended, Currently in negotiations;
United, American, Alaska, Delta
None
PDX, SEA, SFO, LAX, SLC, PHX, Surface 3 LTE DEN, MSP, ORD, IAH, FAT, PSP, TUS
9E
United, American, Delta
American
Most Number of Do Business Pilots For: Junior CA hired
Online CRJ-200 CRJ-700 CRJ-900
CRJ-200 CRJ-700 CRJ-900 EMB-175
OH
No - $1000 Referral*
YV
None
ZW
No Bonus, $1000 or $1250 Ref.*
3.D.1, 5.D.4 Paid for by MMG & Per company; single Diem occupancy
76 Hours during training 5.A.2
CRJ-200
DH-8-Q400
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
QX
CP
G7
2 Digit Code
None
$1,500 Referal Bonus
$10,000
2.5 hours per day
$1.70/hr
July 2007
1,587
5.D.1
Dec/2015
Mar/2016
$1.75/hr
Hiring Street CAs**
1,186
5.A.1
Jul/2015
Dec/2015
Paid for by company; single occupancy
$1.47/hr
4 Months
1,250
5.B.1
5.A.2
Feb/2016
Feb/2016
2.5 - 3 Years
750
Paid for by $1.60/hr dom company; single $1.90/hr int occupancy
4.C
5.A.1
5.D.1
Jul/2015
Apr/2016
16 credit hours per week & per diem
Paid for by company; double occupancy
$1.80/hr
December 2011
662
5.I.4
6.C
5.G.1
Dec/2015
Dec/2015
MMG & Per Diem*
Paid for by company; double occupancy
$1.65/hr**
April 2015
710
3.H, 5.B
5.B.3
5.B.1
Dec/2015
Dec/2015
$1.60/hr
January 2015
555
Dec/2015
Dec/2015
Paid for by $23/hr @ 60 company; single hr occupancy
May/15
5.B.3
6.C
5.O
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*Updated via section 3027.6.A
Pilot Agreement signed August 2015
IBT
iPad
CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, JFK
ALPA
iPad*****
DFW, ORD
Union
EFBs
Bases
500 - 2,000 Pilots CRJ-200 CRJ900
Notes
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **Will Surface 3 LTE CLE, DFW*** Reduce 11/2007 to 1/2011; ***AA flying out of DFW
Apr/2016
$1.85/hr + $0.05 increase in 2018, 2021 & 2024
Online
United, American***
Union
THE GRID
Delta
JFK, DTW, MSP, LGA
ALPA
$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins. Contract 2015 *CRJ-700 on property until at least 2016; **Bonus with 2 year commitment with Pipeline/Cadet Program; ***For pilots with previous 121/135 experience; ****Company projects 2 1/2 years for new hires and flow to AA in about 6 years Contract 2003 as amended, Currently in negotiations
Notes
Pay based on DOS+2 years, 1% increases every year, *$23,000 per year until Dec 2018. Contract 2013 as amended
American
ALPA
United, American
ALPA
CLT, DAY, TYS
iPad*
PHX, DFW, IAD, IAH
*$1000 referral bonus for employees if they refer a successful applicant, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. Contract 2013 as amended *Pilot must have an iPad, but there is a stipend for it.
Contract 2008 as amended American
Pilot hiring and attrition from 10/2013 DCA, LGA, ORF, to 10/2014, *$1250 referral bonus if PHL applicant has CRJ type rating
ALPA
Contract 2003, Pilot data from 10/6/2014 seniority list. Alaska
ANC, BOI, GEG, MFR, PDX, SEA
IBT
Contract 2012 as amended Delta, American
ALPA
iPad
MSP, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. DEN
IBT
Contract 2007 as amended
Most Number of Do Business Pilots For: Junior CA hired
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Tran States Airlines (Waterski)
DH-8-100 DH-8-300 ERJ-145*
PI
$5,000 LOA 16
ERJ-145
AX
MMG + 1/2 Paid for by per diem per company; dual day occupancy 5.D.4
5.A.3
Paid for by $24.90 @ 60 company; Single hrs occupancy
$1.70/hr
18 - 24 Months
380
5.D.1
Jul/2015
Jul/2015
$1.70/hr
July 2015
510
American
ALPA
*ERJ-145 will be on property by Fall CHO, EWN, MDT, 2015 ROA, SBY
May 2016 37
Contract 2013 as amended United, American
ALPA
IAD, STL, ORD DEN, RDU
occupancy GoJet Airlines (Lindbergh)
3.H, 5.B CRJ-700 CRJ-900*
THE GRID
Aircraft Types
G7
$10,000
2 Digit Code
5.B.3
5.B.1
Dec/2015
Contract 2014 as amended
Dec/2015
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. DEN
General Information
Paid for by $23/hr @ 60 company; single hr occupancy
May/15
5.B.3
6.C
Sign on Bonus
Pay During Training
Hotel during new hire training
$1.60/hr
January 2015
555
5.O
Dec/2015
Dec/2015
Per Diem
United, Delta
Most Number of Do Business Pilots For: Junior CA hired
IBT
Contract 2007 as amended
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Tran States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
DH-8-100 DH-8-300 ERJ-145*
PI
MMG + 1/2 Paid for by per diem per company; dual occupancy day
$5,000 LOA 16
ERJ-145
5.D.4
3.C.1
ATR-42 C402 BN2
Saab 340b B1900D*
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
9K
$12,000**
Dec/2015
Peninsula Airways (Penisula)
Saab 340A, Saab 340B*
KS
Seaborne Airlines (Seaborne)
DH-8-300 S340
BB
190
MMG & Per Diem
$1.75/hr
18 months
220
5.C
Jul/2015
Feb/2015
5.A.8
No
$1.45/hr
Immediate
185
Oct/2015
Oct/2015
$1.50/hr
November 2015
205
5.B.3
Mar/2016
Mar/2016
$1.50/hr
13 Months
100
4.D
Jul/2015
Jul/2015
$50/day
2012
120
American
*ERJ-145 will be on property by Fall CHO, EWN, MDT, 2015 ROA, SBY
ALPA
Contract 2013 as amended United, American
ALPA
IAD, STL, ORD DEN, RDU
IBT
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
Contract 2011 as amended
Hyannis Air Service DBA Cape Air
Self***
No
FLL, IAD, TPA, GNV, ATL
IBT
$30/dom, $50/int
January 2013
DH-8-100 DH-8-Q400
No
7H
None, except during SIMs in SEA, Single
MMG
WP
MMG*
Min Days off (Line/Reserve)
2 Digit Code
Sign on Bonus
Pay Protection
Pay During Training
Max Scheduled Duty
November 2009**
Apr/2016 None, On a Paid for by RON, July company; Single company will 2008 occupancy reimburse w/ receipt 11.P.3 4.J.1 Oct/2014
3.C.1
Aircraft Types
$40.00 per over night
Hotel during new hire training
Per Diem
None
United
ALPA
EWR, IAD
UTU
DEN, PHX
None
ANC, BOS
iPad
81
Ravn Alaska
None
Self
ALPA
iPad
ANC
Apr/2016 50
HNL
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Deadhead Pay
Open time pay
Uniform Reimbursement
Bases
$150 / yr****
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
FAA Part 117
176
4:00
None
1:2**
None
100%
150%
$100/6 mo***
None
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
-
Provided by company
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
12
Yes*
3017.7.C.1.g
3008.12.A
3.F.1 & 2 3.F.1 & 2
Notes
Yes*
14
217
4:12
See Trip Rig
1:2
1:4
75%
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
50% 75% in 2017
150% or 200%*
Pilots pay 50% except leather jacket 100%
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off
Pay
Max Scheduled Duty
Number of pages in Contract
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Min Day Min Trip Duty Rig Trip Rig Credit Credit 500 - 2,000 Pilots
150%
New hires pay
Contract 2004 as amended, Currently in negotiations
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max Pilot Agreeemnt signed August 2015
*Only line holders and available for Company provided reassignment. **Premium pay when available is 115%, 130% or 150%
12
100%. Over 87 hours 125%**
(Line/Reserve) Protection 38 | Aero Crew News
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 Company provided hours max for reserve phone availability + duty time ***Duty Period Min; ****After completing first year
100% or 150/200% when red flag is up
21.D.1.b, 21.D.3.a
Codeshare for United, Hawaiian and Go; *Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro
Headset Reimbursement
100%
539
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds Need contract
Contract 2009 as amended
20,122
None
11 or 13; 15**
*$1,100/Mo. Base Salary
Need contract
None
Yes*
15 Month, $7,500 training contract required. Contract 2014 as amended
SJU, STX
Over 2,000 Pilots 12/12 or 11 for reserve in 30 day month
*Have an ATP/CTP $7,000; Need and ATP/CTP, Free ATP/CTP plus $2,000; or $5/ 121 flight hour up to $8,000.
Need contract 90
Min Day Min Trip Duty Rig Trip Rig Credit Credit
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
*Gone after November; **$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; ***11 Codeshares
Contract 2015 as amended
Contractual Work Rules
Number of pages in Contract
Contract 2012 as amended
Contract 2011 as amended
Oct/2014 B1900C B19000D* DH-8
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
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
UPS FedEx DHL Lantheus ACS Mallinckodt
Oct/2014
Total Pilots
Endeavor Air (Flagship)
Dec/2015
Jul/2015
3.G ZK
Envoy formally American Eagle (Envoy)
5.C.1
Jul/2015
$36/Day
B1900D EMB-120
Republic Airways (Republic or Shuttle)
510
6.G.1
MMG
Great Lakes Airlines (Lakes Air)
SkyWest Airlines (Skywest)
July 2015
6.E.5.A
Paid for by company; single occupancy
C5
ExpressJet (LASA) (Accey)
$1.70/hr
Paid for by company; dual occupancy
$9 - $12.50 Paid for by per hour* company; Single $35 / Day occupancy Per Diem
Up to $15,000*
ExpressJet (LXJT) (Accey)
Jul/2015
3.K.A
None
DH-8-100 DH-8-200 ERJ-145
Island Air (Moku)
Jul/2015
5.A.1
AM
CommutAir (CommutAir)
Corvus Airlines (Raven Flight)
5.D.1
Upon Paid for by 40 Hours per company; Single $37/overnight Reaching week occupancy ATP Mins
None
3M
380
5.A.3
Paid for by $24.90 @ 60 company; Single hrs occupancy
AX
$1.70/hr
18 - 24 Months
-
Contract 2015
*200% only when critical coverage Company provided declared by company Contract 2003 as amended, Currently in negotiations Notes
Back to Contents
*Starts 1/1/2015, **200% at company discretion.
23.E.1 Envoy formally American Eagle (Envoy)
Endeavor Air (Flagship)
PSA Airlines (Bluestreak)
3.E & F
23.C.1
-
11
Yes
FAA Part 117
616
10.B.1
3.F.2
10.A.2
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
3.B.2
-
3.B.3
3.B.4
3.G.1
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Great Lakes Airlines (Lakes Air)
None
None
None
50% 75% in 2017
150% or 200%*
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Contractual Work Rules
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Notes
*Starts 1/1/2015, **200% at company discretion.
14
501
4
None
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
-
Company pays half of blazer and pants only
None
11
Yes*
FAA Part 117
205
12.B
3.G
12
-
None
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
None
None
None
50%
100% or 200%**
-
-
-
6.A
3.H.1
5.E.2
-
2:1
4:1
100%
150%
$260 / yr***
$50*
*Once trip is awarded or assigned for all pilots **Based on start time. ***After completing first year
3 hours or See Trip Duty Rig Rig
Contract 2008 as ammended
12/12
Yes*
12, 14 or 13**
294
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
18.C.2
18.E
Contract 2003 as ammended
13*
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
*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
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
-
Company pays 1/2 of initial uniform, $20/mo allowance
None
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
80% air*** 75% ground
100%****
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
11/10*
No*
14
97
4**
None
None
None
50%
7.A.2.a
5.C
7.B.1
-
5.I.1
-
-
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
26.3
26.C.1
150%
$25 / Month
None
5.H
5.E
26.K.5.a
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
None
75% air; 50% ground
100%**
$25 / month
None
Min Day Min Trip Duty Rig Trip Rig Credit Credit Under 500 Pilots
11
185
4
4 per day*
LOA 12
-
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
14
246
4
None
None
None
100%
150%
$25 / month
None
12.E.1
-
LOA 201107
-
-
-
3.H.1
3.E.2
5.F.3
-
Yes as needed
Yes
14
3.G.4.a Yes* 3.F
None
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
*If company gets 98% completion factor, pilot gets greater of 100% of line value or actual, **Applies to reserves only per trip Contract 2007 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line holders only
Contract 2011 as amended
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Paid in full by company, no set amount per year. Reasonable amount.
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
-
25.A.5
Contract 2012 as amended
2:1
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
11
Yes*
14
161
Greater of 3, 4 on min day, lost day credit, duty rig
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes & No*
14.5**
192
3.75
None
None
None
75%
100% or 3.75 Hrs***
$17.50 per month
None
3.E
12.B.1.a
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
14 or 15*
59
3.75
None
None
None
50%
100%
Paid by company after 2 YOS**
None
3.C.2
-
18.C.1
-
18.B.5
-
-
-
3.C.4
18.J.1.b
19.D
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
11/12* Line Holder, 11/10** Reserve
Yes***
FAA Part 117
123
3.8
None
None
None
100%
150%
Company issues 3 shirts, pants, replaces as worn
None
10.C.1.d; 10.C.1.e.(4)
4.E.1
10.B
4.B
-
-
-
4.F.1
4.A.4
15.AA
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
5 on 2 off
Seaborne Airlines (Seaborne)
13
Island Air (Moku)
THE GRID
Contract 2003 as amended, Currently in negotiations
Yes
Peninsula Airways (Penisula)
Corvus Airlines (Raven Flight)
*200% only when critical coverage Company provided declared by company
3.9 Res 3.7 Line
11
25.B.3.a.2 & d.2
Silver Airways (Silverwings)
-
500 - 2,000 Pilots
25.C.2,3 & 4 Tran States 12 line holders Airlines (Waterski) 11 reserves Cape Air (Kap)
4.B, C, F Pilots pay 50% except leather jacket 100%
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
3.C
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
*Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%
Contract 2011 as amended
*There are exeption to cancelation pay, see referenced contract section. **Aloud 1 hour more to dead head to base. ***Additionaly incentive offered on a case by case basis Contract 2015 as amended
*For continuous duty overnights, **and every two years thereafter, Contract 2014 as amended
*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned Contract 2009 as amended
Notes
May 2016 39
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
75
CRJ-200
3.B.1
$46.44
$41,796
$101.80
$91,620
75
CRJ-700, CRJ-900
$48.48
-
3.A
EMB-120
$37.15
CRJ-200
$45.77
CRJ-700
$48.52
EMB-175
$48.70
CRJ-900
$50.00
-
3027.2
EMB-170 EMB-175
$50.42
-
Endeavor Air (Flagship)
4.A 80
75
$43,632
$109.33
$98,397
HRxMMGx12
3.A
HRxMMGx12
$35,664
$76.21
$73,162
$41,193
$106.67
$96,003
$43,668
$113.07
$101,763
$43,830
$113.20
$101,880
$45,000
$117.00
$105,300
3027.1
HRxMMGx12
3008.5.A.3* HRxMMGx12
3-1
75
3.K.1
$45,378
HRxMMGx12
EMB-145
$120.11
3-1
$108,099
HRxMMGx12
$89.12
$80,208
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air) Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
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%
25%
8.A.1
7.A
$93.90
$84,510
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*** 3011.1**
3012.1
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
PDO* 1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
8.A.1***
25.A.2
25.B.2
LOA 9
1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
None
30%
27.A.1*
27.A.1
28.A.3
1.2-6%****
None
38%
-
<6 = 2.5% 6-13 = 4% 13+ =6%
None
8.A.1
14.K
<1yr = <7 dys*** 1-2yrs = 7 dys >2yrs = 14 dys >5yrs = 21 dys >16yrs = 28 dys
90dys-5yrs = 3.5hrs/month; >5 yrs = 4hrs/month
1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
14.E
None
LOA**
LOA
HRxMMGx12
LOA**
HRxMMGx12
8
9.A
28.B***
28.B
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
CRJ-200
$38.49
$34,641
$84.03
$75,627
2.5 H/M
CRJ-900
$39.75
$35,775
$89.96
$80,964
<1yr=<7 dys*** 12yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
50% Match: 1-5 = 6% 5-10 = 8% 10+ = 10% Vesting**
-
3.A.1
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
500-2,000 Pilots
$41.78
$37,602
$98.37
$88,533
$38,961
$106.67
$96,003
75 $43.29
-
3.A.1
4.A
HRxMMGx12
CRJ-200 CRJ-700, CRJ-900, EMB-175
None
28.A.3.b
*Pay based on DOS+2 years, 1% 32% for medical increases every year; **Based on YOS, ***>1 year prorated (35% 1/1/15), 25% dental
HRxMMGx12
7.A
14.A
28.C**
28.C
$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
7.A
8.A
24.B
-
24.A
3%
25%
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.24
75
$44,316
$107.67
$96,903
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
3.75 H/M Max 375
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended 27.B.4 *Pilots shall receive as the Company Based on rates set matching contribution the greater of by company and the amount contributed to any other insurance provider Company employees or two percent
3.A.1
76
Contract 2003 as amended, Currently in negotiations
Percentage of health care Notes employee pays
$80.93 $37.96
Contract 2015
*CRJ-700 gone by Dec/16; **New31% to 35% hires are capped at 12th year pay for 1% increases per CA and 4 years for FO. ***<1 is year prorated.
-
CRJ-200
*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours. ****Based on YOS. Pilot Agreeemnt signed August 2015
35% for TPO Traditional PPO Plan
$35,802
CRJ-700 CRJ-900
Contract 2007 as amended, Currently in negotiations
*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
75
4.A
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property. Contract 2004 as amended, Currently in negotiations *Vesting based on YOS, **1.2 Days per month of employment.
$39.78
CRJ-700* EMB-175
75
PSA Airlines (Bluestreak)
Percentage of health care Notes employee pays
Sick Time Accrual
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
No. of Vacation weeks & accrual
Contract 2008 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
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
7.B.2
14.A.1
28.B**
28.A
27.D.2.a
Q-400
$49.43
80.5
$43,770
$119.19
$105,543
< 5 = 14 days > 5 = 28 days
3 H/M
6%
None
Company Discretion
-
App. A.D
5.B.1
HRxMMGx12
App. A.B
HRxMMGx12
13.B
14.A.1
27.C
27.C
27.A
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family 27.B.2
Contract 2014 as amended
27.B.1
Contract 2007 as amended
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 = 14 days > 7 = 21 days > 15 = 28 days
0-2 = 2 H/M +2 = 3 H/M Max 300
1% Veste 100% after 3 YOS
No
13.A.1
14.A
27.D.1
27.D
Sick Time Accrual
401(K) Matching (%)
401(K) DC
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
CRJ-700
$37.70
74
$33,478
$96.97
$86,109
-
?
5.B.2
HRxMMGx12
?
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
$80,982
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
Under 500 Pilots
Piedmont Airlines (Piedmont)
40 | Aero Crew News Q-100, Q-300
$40.33
75
$36,297
$89.98
1%
*MMG based on 35 day bid period Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
Reserve MMG is 70, Line holder $85 single, $314 MMG is 74, *Company match 100%, family per month** **2007 rates
Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
Back to Contents
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Tran States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Great Lakes Airlines (Lakes Air)
-
3.D
4.A.1
CRJ-700
$37.70
74
-
?
5.B.2
Aircraft Types
FO Top Out Pay (Hourly)
MMG
HRxMMGx12
3.D
HRxMMGx12
first year is prorated;
> 15 = 28 days
Max 450
6+ = 8%
7.A.2**
14.A
28.B.2
> 1= 7 days > 2 = 14 days > 7 = 21 days > 15 = 28 days
0-2 = 2 H/M +2 = 3 H/M Max 300
1% Veste 100% after 3 YOS
No
13.A.1
14.A
27.D.1
27.D
Sick Time Accrual
401(K) Matching (%)
401(K) DC
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
-
$96.97
$86,109
HRxMMGx12
?
HRxMMGx12
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
Under 500 Pilots
Contract 2014 as amended
27.B.1
Contract 2007 as amended
Reserve MMG is 70, Line holder $85 single, $314 MMG is 74, *Company match 100%, family per month** **2007 rates
Additional Compensation Details $33,478
27.B.2
Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
Q-100, Q-300
$40.33
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days* 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 2 H/M 3-5 = 3 H/M +6 = 4 H/M 300 Max
1-4 = 4%** +4 = 6%** 50% Match
None
38% Employee, 50% Family
14.A
28.D
-
27.C.2
up to 4%**
None
50%
5.G.1
-
5.A & B
ERJ-145
$43.68
75
$39,312
$101.43
$91,287
-
3
3.C.1
HRxMMGx12
3
HRxMMGx12
7.A.1
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
ATR-42, C402, BN2
$12.72
-
40
$26,458
$30.02
Per week*
HRxMMGx52
75
$35,127
$83.07
HRxMMGx52
8.A.1 < 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
HRxMMGx12
11.A.1
13.A.1
24.F
24.F
24.B.1
Salary
$89,650
1.16 Days per month
5%
None
$198 per month
$41,067
$106.37
$95,733
< 1 = 7 days** 2-5 =14 days +6 = 21 days
2.5 H/M
up to 6%***
None
35% Employee 65% Family
HRxMMGx12
LOA.8.V*
HRxMMGx12
7.A.1
14.A.2
28.C
28
27.D
.94* or 1.56 H/M
Equal to other employees
None
Equal to other employees
6.B.1
20.B
-
20.A
Saab 340b
$39.03
$74,763
B1900D
$30.21
75
$27,189
$66.26
$59,634
-
3.L
3.G
HRxMMGx12
3.L
All
Salary
160 Units of Pay
$31,000
Q-200, Q-300, ERJ-145
$45.63
75
-
LOA 8.V
3.D.1.a*
B1900D, EMB-120
$33.52
75
$30,168
$56.67
$51,003
0-3 = 7 Days 4-5 = 14 Days +6 = 21 Days
-
3.A
3.C.1
HRxMMGx12
3.A
HRxMMGx12
5.A
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Peninsula Airways Saab 340A, (Penisula) Saab 340B*
$44.00 $40.00
75
Corvus Airlines (Raven Flight)
Island Air (Moku)
B1900C, B19000D, DH-8
HRxMMGx12 $64.00
60
Q-100
*First year is prorated. **50% matching based on YOS.
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. **First year is prorated. ***50% based on YOS Contract 2015 as amended *From zero to 3 years,
Contract 2014 as amended
$37,440
$37,027
Need contract
HRxMMGx12 $117.00
HRxMMGx12 $38.57
$84,240
2 Days Per Year
2%
< 1 = 15 days +3 = 19 days +5 = 23 days
7.6 H/M 480 Max 720 Max*
1-3 = 1% 3-6 = 5% 6-8 = 3% 8-10 = 2% 10-12 = 1% 12+ = 0%
2.9 Hours Per Week
HRxMMGx12 $79.83
$76,637
80
$38,880
$100.98
$0
$100.98
$82,400
-
3.A
4.A.2
HRxMMGx12
3.A
HRxMMGx12
5.A
12.A.1
LOA 2
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
Q-400
*Based on profitability
Yes*
$40.50
ATR-72
Contract 2013 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
$96,941
None
1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10% LOA 2
401(K) DC
$450-$500 / Mo. $750-$800 / Mo. Need contract *After 5 YOS.
0% for employee, full cost for family, after 3rd year then 0% for all 14.A
Contract 2009 as amended
Percentage of health care Notes employee pays
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained online 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.
May 2016 41
Captain Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0.00
$25,000.00
Year 5
Top Pay
$50,000.00
$75,000.00
$100,000.00
Horizon Air - 2012 Republic Airways - 2015 SkyWest - 2015 Compass Airlines - 2014 ExpressJet (LASA) - 2007 PSA Airways - 2013 Envoy - 2014 Air Wisconsin - 2003 Mesa Airlines - 2008 Trans States Airlines - 2011 Ameriflight* ExpressJet (LXJT) - 2004 GoJet Airlines - 2007 Corvus Airways - N/A Seaborn Airlines Piedmont Airlines - 2013 Endeavor Air - 2013 Island Air - 2009 Silver Airways - 2011 CommutAir - 2008 Peninsula Airways Cape Air Great Lakes Airlines - 2014 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight is based on salary.
42 | Aero Crew News
Back to Contents
First Officer Yearly Pay Comparison
THE GRID
First year, Second year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0.00
$10,000.00
Year 2
$20,000.00
Top Pay $30,000.00
$40,000.00
$50,000.00
Horizon Air - 2012 Republic Airways - 2015 SkyWest - 2015 Air Wisconsin - 2003 ExpressJet (LASA) - 2007 Corvus Airways - NA Compass Airlines - 2014 ExpressJet (LXJT) - 2004 Seaborn Airlines Trans States Airlines - 2011 PSA Airways - 2013 Envoy - 2014 Piedmont Airlines - 2013 Peninsula Airways Island Air - 2009 Endeavor Air - 2012 Silver Airways - 2011 Mesa Airlines - 2008 GoJet Airlines -2007 CommutAir -2008 Ameriflight*
*Ameriflight First Officers upgrade after 1st year. See Captain Pay Scales for Second Year.
Great Lakes Airlines - 2014 Cape Air The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.
May 2016 43
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP LAN
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI CHO STL MWA ORF ROA TBN SDF CGI OWB RDU GSO EWN TYS CLT
OMA
SLC SFO
BUF DTW CLE
AUG LEB
ABQ
ORD
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
PHX ATL
TUS DFW SAT IAH ANC
GNV 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
44 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Silver Airways 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 CHO CLE CLT
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Charlottesville, VA Piedmont Airlines Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines
Back to Contents
THE GRID CMH Columbus, OH Republic Airways CVG Cincinnati, OH Ameriflight, LLC DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways Air Wisconsin DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWN New Bern, NC Piedmont Airlines 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 GNV Gainesville, FL Silver Airways GSO Greensboro, NC Republic Airways GUM Guam Cape Air HNL Honolulu, HI Island Air
HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Republic Airways Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY Republic Airways Endeavor Air Air Wisconsin MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines
MSS Massena, NY Cape Air MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines ORF Norfolk, VA Air Wisconsin OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways Air Wisconsin PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air ROA Roanoke, VA Piedmont Airlines
RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
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
May 2016 45
Aviation scholarships There are hundreds of aviation scholarships available to aviators across the world. Some are based on what type of pilot you want to become, for example the National Agricultural Aviation Association generously provides several scholarships for agricultural pilots, some support diversity in our industry, and some are based on financial need. We put together this spreadsheet of aviation industry scholarships. (See list below) Educational scholarships Millions of dollars are given each year in scholarships from funds across the country to help students fund their education. Educational scholarship parameters have the reputation of being more inclusive of everyone including first-generation college students, underrepresented minorities, low-income family history, military experience and professional organization affiliations. Scholarships.com can help you find scholarships that work for you. AVIATION LOANS While traditional scholarships and financial aid are great, flight training is unique. Several companies have developed loan programs designed to support flight training costs. These are tailored to our industry, only available to future pilots, and a great option to get the kind of repayment plan that will best benefit you. Pilotfinance.com is one of the organizations that specializes in pilot loans. FINANCIAL AID All students attending a four-year college or university should complete the FAFSA and apply for financial aid. From the Federal Pell Grant, to subsidized and unsubsidized federal
loans and personal loans, there are a lot of ways to finance your education. Collegescholarship.org outlines many of these options specific to aviation. MILITARY BENEFITS Future aviators who have served in our Armed Forces can use GI-Bill benefits to pay for flight training, and many schools specialize in supporting VA loans. If your parents served in the military, some unused post-911 GI-Bill benefits are transferable to children and can help pay for flight training. You can also complete your flight training in the military. Aviationschoolsonline.com offers guidance on using military benefits, as well as some additional ideas on how to pay for flight training. Focus on your future Stay encouraged â&#x20AC;&#x201C; it is possible to achieve your dreams! If you are a student pilot looking for some additional career guidance and interested in being mentored by ExpressJetâ&#x20AC;&#x2122;s pilots then consider enrolling in our Airline Pilot Pathway Program (AP3), which offers students at partner schools a guaranteed job at ExpressJet after completing program requirements. It might help convince your parents to keep the payments coming if they know you have a guaranteed job! Additional information on the program can be found at expressjet.com/ap3. And remember, joining the ExpressJet team gives you the best total compensation over your entire career, which is the best way to pay back your loans. When you are six months from earning your hours complete an application at expressjet.com/ apply to set up an interview with ExpressJet for a first officer position.
Scholarship Name
Value
Scholarship Link
Bombardier Aircraft Training Learjet 45 Rating Scholarship
$35,000
https://www.wai.org/education/scholarship_list_2016.cfm
Delta Air Lines Boeing 777 Type Rating Scholarship
$35,000
https://www.wai.org/education/scholarship_list_2016.cfm
FedEx Express Boeing 757/767 Type Rating Scholarship
$25,000
https://www.wai.org/education/scholarship_list_2016.cfm
American Airlines Boeing 737 Next Gen Type Rating Scholarship
$16,000
https://www.wai.org/education/scholarship_list_2016.cfm
Air Line Pilots Association Scholarship Program
$12,000
http://www.alpa.org/campaigns/alpa-scholarship-program
Thrush Aircraft- Agricultural Aviation Scholarship
$10,000
https://www.wai.org/education/scholarship_list_2016.cfm
Texas America Flight Academy Accelerated Instrument Rating Course
$9,995
https://www.wai.org/education/scholarship_list_2016.cfm
International Society of Women Airline Pilots B-737 Type Rating
$8,000
https://www.wai.org/education/scholarship_list_2016.cfm
AOPA Air Safety Foundation Scholarship
$5,000/$12,000
http://www.aopa.org/Pilot-Resources/Learn-to-Fly/aviationscholarships
National Aviation Explorer
$3,000-$10,000
http://exploring.learningforlife.org/
William M. Fanning Maitenance Scholarship
$2,500
https://www.nbaa.org/prodev/scholarships/fanning/
46 | Aero Crew News
Back to Contents
THE GRID
Flight Attendant Aircraft Types
American Airlines (American)
2 Digit Code
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
Pay During Training
AA
Mainline Airlines
Hotel during new hire training
Per Diem
Number of FA's
Union
Company Provided; Double Occupancy
None
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
No hourly wage, $24/day perdiem
G4
DoubleTree or Holiday Inn Express
$24/day ($1/hour)
1,000
TWU*
N/A**
*(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.
N/A
May/2016 Total Flight Attendants
American Airlines (American)
1,000
Min Days off Pay Max Min Day Min Trip (Line/Reserve) Credit Aircraft TypesProtection 2 Digit Scheduled Pay During Credit Hotel during Duty Code Training new hire 15 Dom 18 Int
10
Partial
11*
Scheduled or better greater of the two values.
Min Days off Aircraft (Line/Reserve)
Pay FA Protection Starting
Allegiant Air (Allegiant)
Types
Pay
5
training
American Airlines (American)
Min Day
Credit Base Pay
Downtown
Hotel Number of FA's
Deadhead
Open time
UnionPay
10-15
0
Max Scheduled MMG Duty
Incentive Pay Per Diem
100%
Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.
0
Min Trip FA Top Credit
Out Pay
Junior Base
100%
$20/hour for scheduled DH time
No
Value of Trip
Incentive Downtown Deadhead Open time No. of Vacation Sick Time Pay Hotel pay weeks & Pay Base Pay
accrual
Uniform Reimbursement Most
pay Average Reserve Time
Job Shares
70
Trades Bases
Notes
Notes
Initially uniforms are provided by the Company. Upon completion of the first year, crews will receive an annual allowance.
*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).
Uniform
Job Shares Percentage Jetway of healthTrades care
401(K) Reimbursement Available 401(K) DC Matching (%)
Accrual
Jetway
Available Most Senior Base
None
employee pays
Yes*
Varies
Notes
Notes
*Based on age
Allegiant Air (Allegiant)
FA Starting Pay
Aircraft Types Aircraft Types
PSA Airlines (Bluestreak)
CRJ-200 CRJ-700 CRJ-900
Total Flight Attendants Min Days off (Line/Reserve) PSA Airlines (Bluestreak)
MMG
FA Top Out Pay
Base Pay
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
OH
None
Yes
Yes
Regional Airlines
Base Pay
Per Diem
No. of Vacation weeks & accrual
Do Number of Business Flight For Attendants
1.80 / hour effective 11-116
AA
900
Sick Time Accrual
Union
AFA
401(K) Matching (%)
401(K) DC
Average Most Junior Base Reserve Time
8- 12 months
CVG
Most Senior Base
Max Min Day Min Trip Incentive Downtown Deadhead Open Time Uniform Job Shares Scheduled Credit Credit Pay Hotel Pay Pay Reimbursement Available Aircraft Types 2 Sign on Duty Pay During Hotel during Per Diem Number Number of Union Average Most Junior Most Senior Digit Bonus Training new hire of FAs Flight Reserve Time Base Base Initial new hire Code training Attendants 150% Yes for Yes above NO / $250 10 $14 N/A N/A Thanksgiving yes N/A cancellations In some cities guaranee annual uniform and Christmas allowance
Min Days off Pay Aircraft FAProtection Starting (Line/Reserve)
Types
Pay
Max
Min Day
Scheduled BaseCredit MMG Pay Duty
Min Trip
FA Top Out Credit Pay
Incentive Downtown Deadhead Open Time No. of Vacation Sick Time Pay Pay Pay Base Pay Hotel
weeks & accrual
PSA Airlines (Bluestreak) CRJs
$17.89
72
-
Aircraft Types
$15,457
$31.03
HRxMMGx12
FA Starting Pay
MMG
Base Pay
$26,810
+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks
No. of Vacation weeks & accrual
Accrual
Uniform
401(K) Reimbursement Matching (%)
Job Shares
Available 401(K) DC
3.0 / Month
+6 Months up to 2% +5 years - up to 3% +15 years- up to 3.5%
N/A
Sick Time Accrual
401(K) Matching (%)
401(K) DC
Bases
Notes
CLT, CVG, DAY, TYS
CLT-DAY
900
Pay Protection
Percentage of Notes health care employee pays
Jetway Trades
Bases
Notes
Notes
Jetway Notes Percentage of Trades health care Notes employee pays
HRxMMGx12
FA Top Out Pay
Base Pay
Percentage of Notes health care employee pays
May 2016 47
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