Aero Crew News, May 2016

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!

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Guaranteed profit sharing program

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Path to the Majors o

United Career Pathway Program

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JetBlue University and Advanced Gateways

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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

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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

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General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison Airline Base Map

The Flight Attendant Grid

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Jump to each section above by clicking on the section title.

To subscribe to our email list and receive a notification when our free magazine is available, please visit our website, AeroCrewNews.com.

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

•

Rapid Career Progression With Upgrades Projected at 24-30 Months

•

The Delta Guaranteed Interview Program – Endeavor is the Only Airline to Offer a Defined Career Path to Delta

•

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?

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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)

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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

4/25/2016 2:38:19 PM

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

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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.

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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 .

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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

Back to Contents ALPA

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

Aero Crew Solutions is a group of professionals committed to providing you outstanding service to solve your employment needs. We do this by hosting job fairs throughout the United States. We also provide various career services that include career consulting, application review, interview prep and resume services.

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Date: Friday, July 15, 2016 Tickets available: June 13, 2016 @ Noon

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