Aero Crew News, May 2017

May 2017

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

Exclusive Hiring Briefing

This Fall, Flying As United Express

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

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

expressjet.com

/expressjet

@expressjet

@expressjetpilots

flysmartchoice.com

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

contents Letter to the Publisher Learning to Fly?

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Aviator Bulletins 10 Latest Industry News

Fitness Corner 16 Ten Ways to Hack Your Fitness

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Food Bites 20 East Coast Seafood

Safety Matters 22 Non-Routine Operations Reporting

Contract Talks 26 Home Away from Home

Air Wisconsin Airlines

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Cockpit 2 Cockpit

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Exclusive Hiring Briefing

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How to Stay Cool When You’re in the Pool

MILLION-AIR 40 How To Increase Your ‘Side’ Income

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

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May 2017

the grids Airlines in the Grid

Sections

Updated

The Mainline Grid

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Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Airline Base Map

The Regional Grid

The Flight Attendant Grid

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General Information Work Rules Additional Compensation Details Airline Base Map

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General Information Work Rules Additional Compensation Details

Legacy

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

Major

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

International Qatar Airways

Cargo

ABX Air Ameriflight Atlas Air

FedEx Express Kalitta Air UPS

Regional

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

If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to info@AeroCrewNews.com May 2017 | 5

Commencing in September 2017, we will be flying as United Express under a new long-term exclusive partnership with United Airlines!

18-24 month upgrade times projected!

Read our article on page 28 to learn about our industry leading bonuses, pay and benefits and our new bases!

Letter To the Publisher

Photo used with permission from Pixabay.com Dear Craig,

I happened to come across your magazine and I was wondering how would I go about starting a career in aviation? I have always been passionate about flying and I never imagined it being possible to actually become an airline pilot.

Regards, Jen P..

Dear Jen,

The process to become a career pilot is a long and hard road, but if you are truly dedicated and willing to put in the time and effort it can be obtained! Having the passion is the first step to starting this wonderful career. Right now is an amazing time to get involved in the aviation industry because pilots are in high demand. It would be impossible and unjust to explain the variety and complexity of options to achieving this goal in this short letter, but I will say this; find a mentor to help guide you through the process.

If you don’t know anyone who is a pilot, I would recommend getting one through Professional Pilots of Tomorrow. PPOT is a group of volunteer pilots dedicated to helping pilots achieve their goals. You can visit their site at theppot.org and connect with a mentor.

Regards, Craig Pieper Publsiher, Aero Crew News

Craig Pieper is the Publisher and Founder of Aero Crew News. Craig is responsible for the content, layout design, website design and organization of the material and people producing the material for the magazine. He obtained his Bachelors of Science in Aeronautical Science along with a minor in Aviation Weather from Embry-Riddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992.

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.

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H

ere’s what you missed last month. Aero Crew News featured Omni Air International.

Safety Matters discusses FOQA – Gateway to Data Analysis. Contract Talks provides details on Maximizing Vacation Time. Fitness Corner explains Know When to Trust your Gut. Food Bites gets Stranded in Chicago by Stella, delicious! Million-Air helps you Kick These Pilot-Specific Risks to the Curb.

Cockpit 2 Cockpit joins us and explains why Getting a Job is a Full Time Job. Lastly, there’s always more aviation news with Aviator Bulletins from United Airlines, Envoy, ExpressJet Airlines, Jet Linx, Alaska Airlines, Cape Air, PSA, Republic Airways and Trans States Airlines.

To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/

Credits Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design By Craig Pieper Additional Contributors Scott Stahl, Andy Garrison, Marc Cervantes, Max Wettstein, Marc Himelhoch Aviator Bulletins Provided by the companies listed Air Wisconsin Airlines Feature Contributors Tina Vos, Michael Perrizo, Tori Willing and Amber Biela Photographs By Air Wisconsin Airlines Corporate Communications Department Photographs used with permission from Air Wisconsin Airlines,

Craig Pieper, Melody Hood

Additional photographs as noted © 2017 Aero Crew reserves the right to in this magazine. prosecutors will be

News, All Rights Reserved. Aero Crew News all the data, articles and information contained Unauthorized use is strictly prohibited and persecuted to the fullest extent of the law.

May 2017 | 9

Aviator Bulletins

The latest aviation industry hiring news and more.

SIU and United Airlines Career Day

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IU teamed up with United Airlines for the 23rd annual aviation career day on Saturday April 22, 2017 in Carbondale, IL. United flew more than a hundred high school students from Chicago O’Hare International Airport to the Southern Illinois Airport.

Image provided by United Airlines The students flew on an United A320 Airbus by a crew of SIU alumni. During flight they were able to mingle with pilots, flight attendants, mechanics, and other United Airlines employees.

Once in Carbondale, the students enjoyed a tour of the SIU campus, attended various workshops, had a Q&A session with United employees, and a simulator ride. This event has proven to be a great educational tool as well as an opportunity to give back to the community.

Image provided by United Airlines

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Republic Airways Plan of Reorganization Receives Final Approval

Ruling clears the airline to emerge from Chapter 11 by month’s end

Image provided by Republic Airways

R

epublic Airways Holdings Inc., the parent of Republic Airline, one of the largest independent regional airlines in the United States, announced today that the Honorable Judge Sean Lane of the United States Bankruptcy Court for the Southern District of New York has approved Republic’s Plan of Reorganization and has entered an order to that effect. Today’s decision sets in motion a process by which the Company expects to emerge from Chapter 11 as a private company before the end of April.

11 laser-focused on reclaiming our leadership position in the regional airline industry by delivering outstanding operational reliability to our major airline partners, excellent customer service to our guests on board our aircraft, and maximizing future value for all our stakeholders.”

“I want to thank our Associates for never wavering in their commitment to our vision and mission throughout this challenging process,” said Bryan Bedford, Republic’s president and chief executive officer. “With the work of restructuring complete, we’re ready to come out of Chapter

Zirinsky Law Partners PLLC and Hughes Hubbard & Reed LLP served as Republic’s legal advisors in the restructuring. Seabury Group LLC served as financial advisor. More information about Republic’s restructuring is available online at http://cases.primeclerk.com/RJET.

On Feb. 25, 2016, the Company filed a voluntary petition for relief under Chapter 11 of the United States Bankruptcy Code. The cases have been pending before the Honorable Judge Sean Lane under Case No. 1610429.

May 2017 | 11

Aviator Bulletins Alaska Airlines inaugurates flights to San Luis Obispo, California, and Wichita, Kansas Carrier continues to grow its presence, making it the go-to airline on the West Coast

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laska Airlines inaugurates nonstop service on April 13th from its Seattle hub to San Luis Obispo, California, and Wichita, Kansas. The airline will operate daily flights to each market.

“Alaska Airlines continues to grow from our hometown of Seattle,” said John Kirby, the airline’s vice president of capacity planning. “With the additions of San Luis Obispo and Wichita, we now serve 89 nonstop destinations.”

San Luis Obispo is known for its wine tourism, business community and proximity to California’s central coastline. Members of Alaska Mileage Plan can check a case of wine for free when traveling from San Luis Obispo through the airline’s Wine Flies Free program.

Wichita is home to many aircraft manufacturers including Boeing 737 fuselage maker, Spirit AeroSystems.

Kansas’largest airport, Wichita Dwight D. Eisenhower National Airport, opened its state-of-the-art, modern terminal in 2015.

Alaska will fly the new routes with 76-seat E175 jets, operated by SkyWest Airlines, which feature 12 seats in first class, 12 seats in premium class and 52 seats in the main cabin. The E175 boasts cabin dimensions on par with a narrow-body jet. Onboard amenities include Wi-Fi Internet access Free Chat™, Alaska Beyond Entertainment, which allows guests to stream over 200 free movies and TV shows on their own devices, and power outlets in the first class cabin.

Image provided by Alaska Airlines

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Horizon Air and the International Brotherhood of Teamsters reach tentative agreement for pilots

H

orizon Air and the International Brotherhood of

Teamsters (IBT) announced today that they have reached a tentative agreement to amend their

existing eight-year contract for the carrier’s 620 pilots. The

proposed agreement gives Horizon Air the ability to attract

and retain the best pilots in the regional industry through enhanced salary and bonus provisions.

“I commend the negotiations team for their efforts to

reach a deal that allows us to increase our pilot recruitment

efforts and offer generous entry level wages for new first officers,” said Brad Lambert, Horizon Air’s vice president

of flight operations. “This deal will allow us to successfully compete for talent and grow our airline.”

Horizon Air and IBT ratified their existing contract

in January 2016. Once voted on and ratified by Horizon

pilots, the Letter of Agreement will run with the current contract and becomes amendable in December 2024.

This year Horizon Air is adding 13 E175 regional jets

to its existing fleet of Q400s, which provide an improved regional experience for guests. Learn more about Horizon Air’s 30-jet order at newsroom.alaskaair.com.

Under the Railway Labor Act, which governs collective

bargaining agreements in the airline industry, contracts do not expire. Instead they become amendable.

Horizon Air is a subsidiary of Alaska Air Group and

flies to 44 cities across the United States and Canada.

Image provided by Horizon Airlines

May 2017 | 13

Aviator Bulletins Envoy Expanding Pilot Training Staff To Meet Demand

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ilot hiring continues to takeoff at Envoy, so, to meet the climbing demand, the Flight Training Department will add Professional Simulator Instructors to help expedite training the hundreds of pilots filling up Envoy classrooms.

“We’ll still rely on our existing Flight Training team and Check Airmen to maintain the highest level of safety and proficiency,” said Captain Allen Hill, Managing Director Air Operations Training. “But by augmenting our existing staff with additional experienced pilots, we’ll be able to enhance and expand our training program without having to remove active line pilots from their schedules to help train new hires. This allows Envoy to perform more flying on behalf of American and its customers.”

Envoy is fast becoming the regional airline of choice for pilots wanting a long-term career in commercial aviation. With this additional training capacity, new hires will be flying as Envoy First Officers even more quickly.

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Image provided by Envoy Airlines

Beyond hiring more and more First Officers to Envoy, pilots within the company have been upgrading at a faster clip than previous years. This also means that more Envoy Captains are flowing to American in even bigger numbers – more than 300 pilots in 2017 to be exact.

“Boosting our hiring numbers, upgrading Captains faster and sending American our outstanding pilots in a shorter amount of time is not only good for Envoy, but good for the aviation industry as a whole,” said new Director of Pilot Recruiting Natalie Nielsen. “Bringing professional trainers to the Envoy team will greatly benefit the pilothiring cycle, and continue to help us grow as American’s largest regional carrier.”

If you would like to learn more and apply to become an Envoy Professional Simulator Instructor, follow this link.

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Cape Air Expands Pathway Program

Image provided by Cape AIr Craig Bentley – Senior Vice President Pilot Sourcing and Industry Relations for Cape Air.

O

n behalf of the over 1100 Cape Air employees, it

into this agreement with the Florida Institute of Technology

Technology to the Cape Air Pathway Program. I

a guaranteed path to an airline cockpit, the Institute has

is my pleasure to welcome the Florida Institute of

want to thank Dr. Korhan Oyman, Dean of the College of

Aeronautics and Tim Rosser Assistant Professor, at the Florida Institute of Technology for seeing this agreement to fruition.

Today the airline industry is facing an unprecedented

pilot shortage. Cape Air has made it our mission to create long-term solutions to mitigate this problem. By entering

we ensure the high-quality graduates of this school have

a robust cadre of flight instructors, and Cape Air has a consistent and steady stream of highly-skilled and qualified pilots to add to our workforce.

We are confident that this Pathway between Cape

Air and the Florida Institute of Technology is a winning combination for a successful career path in aviation.

May 2017 | 15

Fitness Corner

Written by: Max Wettstein

Ten Ways to Hack Your Fitness **opinion-only, not medical advice**

nothing wrong with optimizing or streamlining your training in order to maximize exercise value. Training smarter, and not just harder, should always be a welcome strategy. Of course there really are no shortcuts or miracles, but there are some hacks. Some so simple they should be common sense, while others, hopefully, are new ideas to you. In no particular order: 1. Train using full-body, functional movements. Skip the isolation exercises unless you’re rehabbing an injury or bringing up a weak body part. Isolation exercises should be left to bodybuilders, Physique athletes, and fitness models who are paid to look perfect and symmetrical.

While you, no doubt, want to look good, your primary goals should be mobility, health, longevity and perhaps athletic performance. Full-body, functional exercises that synergistically involve multiple muscle groups accomplish all these goals in the shortest amount of time; exercises like burpees, pull-ups, push-ups, squats, lunges, planks and box-jumps. It’s amazing what a nice physique these movements will produce inherently.

Follow Max Wettstein on Instagram: @maxwettstein & Twitter: @max_wettstein

Photograph provided by Max Wettstein and taken by Jed Smith

W

e used to call them fitness tips but now the latest trend is to call them fitness hacks, and I desire to be a trend follower. I suppose there is something more to a hack: If something is going to be a labeled a hack then it had better be some sort of game-changing, time-saving short cut. So significant in fact that it should almost feel like you’re cheating. Well, I can’t promise you anything quite that mindblowing here, but I have compiled a pretty worthy list of my favorite fitness hacks, which will definitely save you time and get you results, especially when you’re on the road traveling so much. While those who know me, know I am an advocate of making fitness part of a holistic lifestyle, and that I am not into trendy, fad diets or one-size-fits-all approaches, there is

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2. Train at high intensity most of the time. High intensity training maximizes your exercise value, giving you the most bang for your buck, in the least amount of time. It also triggers a lot of post-exercise, metabolismboosting, pro-hormone affects, lasting hours afterwards. You can increase your intensity level by: reducing your rest duration between sets, using circuittraining principles where you alternate antagonistic muscle groups, increase load, increase reps, or any combination of the aforementioned. If you desire to reach failure levels, then you must follow with a brief resting interval, usually performed using a 1:3 workingto-resting interval ratio, also known as high intensity interval training, (HIIT).

3. Adopt an adaptable and flexible training mindset.

This open-minded mentality needs to reach across all aspects of your training, because that is what uberbusy, successful people do – they always have a backup plan and can call the workout audible at a moment’s notice. Had a morning Yoga session planned but now the surf is going off? Go surfing. Had a morning workout planned but now the wife says you have to take the kids to school or the boss calls a meeting? Shift training to

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Fitness Corner

lunch or the after work. Had chest-day planned and all the bench-presses are taken? Do dumbbell presses or push-ups. Gym is closed? Train outdoors with just your bodyweight. All this means you always should have a set of workout clothes with you. Keep them in your car or your office. Opportunities abound to fit in random, bonus workouts, especially if you’re a runner. The unexpected benefit of this type of training mentality, is that you never get stuck in a plateauinducing, complacent, routine rut.

Some call this the training principle, muscle confusion.

4. Build accountability into your fitness.

Covered before, this topic is absolutely critical to every successful training or weightloss plan. There are many ways to create workout accountability into your life. The number one way is to hire a trainer. Once you’re forking out money every month, you’re not going to waste it, and that is what trainer’s do best — hold you accountable! Think about it. How much work would you get done if you didn’t have a boss holding you accountable? Other more simple ways are to buy a home-scale and weigh yourself weekly if not daily to at least track trends before they get out of hand. A more fun way is to join a sport’s competition team or meet-up where you have teammates counting on you to show up. Another way is to shamelessly declare you fitness goal on your social media feeds so all 5000 of your trolling “friends” will be sure to offer their encouragement. Enter a race perhaps? At the very least, schedule your workout into your digital calendar the night before via your smart phone!

5. Use supplements. I am well aware, thanks to all my Encinitas’ hipster friends, that nothing beats eating organic, locally-sourced, sustainable, non-GMO, unprocessed whole-foods, but for those rare occasions when we don’t have access to them or time to prepare them, supplements can conveniently fill in the gap.

I know the supplement industry can be shady, is unregulated, and costly, but it is worthwhile to have some trusted brands of protein or MRP powders and bars always on hand. Ready-to-eat with no refrigeration required, or they shake-up in seconds, either instantly provide the fuel you need to train, or the nutrients you need to recover. What’s more, the top-shelf brands are so good, many of them are more nutrient-dense than their whole-food counter-part. Plus, with a trusted bar always on hand, you’re less likely to make a bad snack choice when food options are limited.

Photograph provided by Max Wettstein 6. Maximize your daily fat-burning window by performing cardio in a fasting state, before breakfast. If fatburning or weight-loss is your primary fitness goal, then know that the most ideal, naturally occurring window of opportunity to maximize your chances is when you first wake up after fasting all night (because you were sleeping). At this critical moment upon waking, you are burning mostly stored fat for fuel, your stomach is empty and your blood-sugar is stabilized. The stage is now set to access and burn even more stored fat by training aerobic-cardio while in this fasting state.

To mobilize and access yet even more stored fat, you can consume a serving of caffeine via black coffee, tea or a pre-workout supplement. (Caffeine unlocks and mobilizes fat-stores). Note: If you are concerned about catabolizing muscle tissue for energy, then you can also consume either one scoop, (20 grams) of whey protein powder mixed with water, or eat a teaspoon of coconut or MCT (medium chained triglyceride) oil along with your black coffee or tea. The MCT fat found in coconut burns like a carbohydrate but without triggering insulin or disturbing blood-sugar balance. To be clear, if your primary training goal is athletic performance or building

May 2017 | 17

Fitness Corner

muscle, then training before consuming a balanced breakfast may not be ideal, as your energy levels will not be topped off.

7. Get smart with your Smart-Phone. Gadgets can be good. Pilots love gadgets & data. So download a workout app on your smart-phone or wear a fitness bracelet for immediate physiological feedback. Immediate performance and completion data feedback — such as, how many calories you’re burning, your heart rate, distance traveled or elevation gained — is very rewarding and empowering. It can serve as a catalyst to propel you to the next level or workout, track trends and progress, and serve as another accountability tool.

Fitness bracelets and their associated downloadable smart-phone apps do all this and more. Plus, they can suggest workouts and provided detailed exercise guidance via photos and videos. It’s like having your own virtual trainer everywhere you go and automatic updating workout log, only for hardly any cost! I should know, I helped create one.

8. Multi-Task. Let your A.D.D. diagnosis work for you.

Need to make some phone calls? Put on your bluetooth headset and talk while you walk. Have to take your kids to their practice? Train with them, or train while they train. That’s what I do. Wife or girlfriend has you pinned down for a lunch date? Take a rain-check on lunch and make it a fitness date instead: Go for a run, hike or bike ride together. Listen, Cosmo says if you agree to do a Yoga class with your chick, you will be her hero for the week. Need to listen to some podcasts or audio books for work research? Again, put on your blue-tooth headset and listen while you workout.

9. Make it FUN. This is perhaps the biggest hack of all. If you can find a way to make your workout the highlight of your day – literally boosting dopamine, your “drugof-choice” — you will discover that you miraculously possess endless energy to give to exercise. You won’t want to quit. The best way to do this to find a sport or activity you love and then do it at all costs. My wife and I are only half way joking when I say she thinks she’s a pro beach volleyball player and I think I’m a pro surfer…at age 45! The fitness magic happens only once it becomes addicting — literally. Veteran, world class athletes call this feeling – this state of mind, flow.

Granted its hard to play your favorite sport on a layover, but eventually you can learn how to slip into flow-state even during the most bland treadmill workouts.

10. Use positive self-talk and affirmations daily, or go get hypnotized. Instruct yourself daily (without judgement) that you are “fit and strong”, or that you are “a powerful,

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fit warrior”, or something to this effect. Repeat this aloud to yourself several times daily. If you have the motive and the means, visit a sports psychologist to experience the sincere power of suggestion (hypnosis), and learn about self-fulfilling prophecy, to instill within you that you are becoming the confident, fit, athlete you desire to be. ou think I’m kidding. I couldn’t be more serious. You also have to hack into your mind.

Ask yourself this: If you don’t believe in yourself, then who will? Get radical with your fitness and realize your full potential. The time is now. Eventually with practice you can learn to experience mindfulness, positive affirmations, and meditation anywhere.

Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, having appeared on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and personal trainer. Max currently runs a holistic health and travel fitness blog. Max was the initial fitness and health contributor for the pilot cadre at JetBlue for five years before corporate took over. As a longtime advocate of holistic health and longevity, Max has made a commitment to researching every occupational health hazards pilots and aircrew face while flying the line, from long term sitting to jet lag, to radiation exposure.

Max also specializes in designing quick, high-value, body weight-only workouts, that can be performed anywhere while on the road, even in your hotel room or the hotel stairwell. Max has the unique background of both airline travel life along with cutting edge fitness, and has learned how to make both work as synergistic careers and as his lifestyle. In his free time when Max isn’t flying the Airbus or on set of a fitness infomercial, Max is usually surfing with his family, skateboarding, or playing beach volleyball in Encinitas, CA. www.travelfitness.org www.maxwettsteinfitness.blogspot.com

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Enjoy the ride with us.

Become part of our fun, caring crew, dedicated to making our customers happy and having a good time doing it. Full-time pilots enjoy great benefits: • Employee Stock Ownership Program • Partial matching 401K • Health and dental insurance • Paid leave, holidays and volunteer time • KCM, CASS and family pass benefits • Relocation and uniform allowances • FAA medical reimbursement • Long and short-term disability • Start and end in your base every night (except Montana)

Contact our Pilot Recruitment team at pilotjobs@capeair.com or call 508-727-7883.

Food Bites

Written by: Craig Pieper

East Coast Seafood Saltine, Norfolk, VA

Upon walking in, we noticed the dining room section was closed, but since I prefer sitting at the bar, this was not an issue. We found a couple of seats at the bar and we were almost immediately greeted by the friendly bartender with sets of menus. I asked him what drink specials they had this evening and he began to list of all the beers on special, then the cocktails; when he said five-dollar Old Fashioned, I stopped him with a quick, “Yes!” Dave chimed in and said, “You know I’ve never had one of those, I will try one too and let’s get an order of your fifty-cent oysters.”

The Old Fashioned arrived first, while I’m in training to be a whiskey/scotch connoisseur, Old Fashioned mixology is not my forte, yet. I do know the base has a lot to do with the overall flavor of the drink.

Within about ten minutes we had a platter of a dozen fresh oysters on the half Fresh Oysters, Photo Taken by Craig Pieper

A

Catch 31 Jumbo Lump Crap Cake, Photo Taken by Craig Pieper

s always, I’m on the hunt for new and great places to eat while I am traveling. This past month I ended up with a long Norfolk overnight, which put our hotel downtown by the water. If you have never been to Norfolk, I would highly recommend going!

Around four in the afternoon, my First Officer, Dave, and I set out to find a good place to eat.

While Yelp directed us in the right direction, the place where we ended up stopping was not even on Yelp, it was just that new.

As we were walking, we passed a place with several wide-open garage doors with a view right to the bar. This was the first thing that caught my eye. While the front door was not as obvious as one would expect, the entrance was easily found.

I realized later that this was actually part of a hotel and the main entrance was from the hotel lobby, something I would have generally avoided, but I’m glad I did not. Outside Saltine, the sign on their door bragged of happy hour drinks and half-off appetizers. Since it was happy hour this solidified our decision to enter and give it a try!

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Food Bites

shell with three toppings to accompany them. These included horseradish, cocktail sauce and a mignonette sauce, all made fresh in-house. The oysters tasted as if they had been pulled from the bay within hours and they were no small or skinny oysters either. About half way through devouring this dozen, I insisted we order another dozen along with an order of deviled eggs. The deviled egg appetizer came with three eggs, each with a different toping. One had smoked fresh Virginia trout; the second had fresh Chesapeake crab while the last was sprinkled with Old Bay. Just as we finished the eggs, our next dozen showed up and we devoured them.

Because the appetizers were half-off, we continued to scour the menu for others to try. Dave ordered the Carolina Shrimp a la Plancha while I ordered the Catch 31 Jumbo Lump Crab Cake. While I can’t speak for the shrimp dish, the crab cake was incredibly fresh and had some great flavors.

As we were leaving, the manager mentioned that they had a brand new roof top bar on the fifth floor called Grain. He highly recommended that we stop by and take a look. We left our bar stools, stuffed as usual, ventured to the fifth floor and found an amazing “rooftop beer garden” dining opportunity that I will be sure to try next time I am in downtown Norfolk.

Carolina Shrimp a la Plancha, Photo Taken by Craig Pieper As always be sure to enjoy any alcohol responsibly. If you have any great spots to eat, please share them with us... foodbites@aerocrewnews.com Saltine 208 East Main Street Norfolk VA 23510

norfolkthemain.hilton.com 757 763 6269

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Safety Matters

Written by: Scott Stahl

Non-Routine Operations Reporting Correcting operational issues that might not be known otherwise.

C

ontinuing with the theme of reactive policy changes in aviation, and leading up to how they will relate to the future of SMS operations, it is important to talk about the system that most air carriers use to report and correct operational issues that might not otherwise be reported or detected using other means. This system will have a name that varies by company, but will resemble something like “Irregular Operations Report” or “Hazard Report.”

Essentially, a non-routine operations report is a system by which employees and crew members can report hazards to the operation that don’t warrant inclusion in ASAP, ASRS or FOQA. It may also provide ways to include constituents who don’t work the for the company reporting the hazard, such as a ramp operations or a fuel contractor, where there is no direct way to address the issue internally.

As an example of this, assume that a crew is taxiing to park at the gate and someone is driving a fuel truck outside of the road and at a higher than normal speed and it causes a hazard to the aircraft pulling into the gate. This doesn’t necessarily fall under the operator inclusion for ASAP (though it certainly could in some cases), but is a hazard that needs to be identified and addressed.

In this case, it might be beneficial to file an irregular operations report, identifying the hazard to the company, and then allowing the behind-the-scenes system to deal with the issue. This will typically be done through the company’s Web portal and will then typically go on-file with an operations department. The operations department will then review and classify the report, and forward it to the appropriate channels within the company for further action. In cases where it is an internal company issue, it may be reviewed by a department head, a committee, or a panel of leadership designed to acknowledge and address these specific issues with policy changes, system improvements, additional training, or other company changes.

In our example of the fuel truck, the report may be looked at by operations management, and then forwarded to the person responsible for managing the station so that they can coordinate with the fuel company to either provide retraining for the driver or to enact disciplinary action. In the case of a Fee for Departure airline (FFD), the operating company may forward the report to the base manager for the operator who then must interface with the mainline provider, who then must coordinate with the fuel company to address the hazard. It is Photo used with permission from Pixabay.com

22 | Aero Crew News

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Safety Matters

imaginable that this process can take some time and require a great deal of effort and coordination to effect change, especially if the system is designed to provide feedback on the report.

Irregular reports can also be used to address internal operational issues that may have the potential to cause other operational or safety delays, but that aren’t immediate operational issues. Some examples of this could be hotel delays that may result in minimum rest rules being broken, operational maintenance delays, scheduling issues, and even less efficient dispatch procedures or faults.

Most companies will have published procedures for identifying and reporting non-standard operational risks as a way for the company to gather feedback, from the front line, about operational hazards and conditions that they may not otherwise know about. This is important because an important component of SMS, which will be discussed in a future issue, involves the identification and reporting of operational hazards before they cause operational risks and problems. One of the primary ingredients for SMS is the identification of hazards before they cause operational risks and problems and is a cornerstone of moving the safety paradigm from a reactive system to a proactive one.

While seemingly minor, with the goal of the prevention of accidents in mind, it is easy to see how the irregular operations report offers a straightforward and accessible way for employees to identify and address operational hazards to the appropriate people inside the company. This makes it very similar to the required operation of one of the core operating SMS principles, which will be discussed in a future issue.

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

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Contract Talks

Home Away

F

or an airline pilot, being on the road should be pretty nice, right? The chance to stay at great hotels with plenty of time in each city sounds great. Well, factoring in operational necessities, regulations, and airline specific contracts, overnights can and do vary tremendously. Consider this: a pilot working four four-day trips a month, with two weeks of vacation and recurrent training, would spend a third of the nights sleeping in a hotel room. That’s being generous considering a significant number of pilots commute and may spend additional nights in a crash pad or hotel. While almost all pilots do not chose their airline based on hotels provided, one factor that affects morale on the job is where (and how much) they sleep when they are not home. All airlines have different sections of their contract for lodging, and there is no doubt the language can mean the difference in a pilot feeling refreshed versus feeling like Bill Murray on Groundhog Day. Most airlines employ a hotel reservation agency to manage hotel bookings throughout the year, as opposed to doing it themselves. And generally, they have a union committee dedicated to overseeing the type of hotels where crews stay.

Both sides (union and airline) come together and agree on hotels chosen for overnights, with factors such as pricing and amenities offered. Some airlines may require its hotels to have certain amenities, such as a gym, refrigerator in the room, or transportation provided within a radius of the hotel. Almost all hotels will provide the crew a discount on food and drinks, ranging anywhere from 10% to 50%.

The hotel committee does more than just seek out overnight hotels though; it constantly analyzes the hotels’ suitability are for crews. This is primarily done through a complaint form available to crewmembers online.

Matters such as bed bugs or noise issues would be appropriate for complaints. If the issue is possibly linked to that specific room, say bed bugs (yes, it does occasionally pop up!) the crewmember s h o u l d

26 | Aero Crew News

Written by: Marc Cervantes

from

Home

generally seek another room on a different floor in that hotel.

If the issue is still not resolved, the crewmember would most likely seek lodging in a different hotel.

Pilots will have to go through the airline’s hotel agency to find a new hotel. This can be a fairly simple process on a clear delay with no cancelations. This process can easily turn into an ordeal lasting a few hours if the airline suffers any IT issues or when weather cancels numerous flights. Some airlines will allow its crewmembers to find their own housing (reasonably priced) and require them to expense the cost to the company.

This is extremely rare however. If the airline cannot find a hotel for a crew, the crew probably won’t have any luck either. The company also faces additional time pressures to get crews into hotels: the rest-rules of FAR Part 117 (10 hours between Flight Duty Periods, or days, and a minimum of eight hours in a hotel room). For the crew to meet minimum rest, the longger the wait, the later they must start the next day.

How long a crew stays in an overnight city varies significantly.

While there is a minimum time crews must be granted for rest purposes between days (10 h o u rs ) , there is no maximum.

Domestic

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Contract Talks

Photos used with permission from Unspalsh.com overnights usually range from 10 hours of rest to 32 hours.

Due to flight schedules and regulatioons, international overnights (usually longer segment flights to Europe or Asia), may be 72 hours. For such “long” overnights, roughly half of the airlines provide their crews with a downtown overnight.

The exact definition of a long overnight differs by each airline’s contract, but is generally greater than 14 hours. Crews on such overnights can expect a hotel located downtown in the layover city, where more attractions and restaurants are available to crews. This may not seem that big a deal, but may mean the difference between watching TV in the room for hours on end or being able to go catch a Cardinals game just a couple blocks away.

Short overnights, on the other hand, are predominantly to allow the crew to simply rest. Food options are generally provided to crews, but may be very limited. The hotels utilized are almost always near the airport, within a five-minute shuttle ride. Features that may be provided by the short overnight hotel will depend upon the contractual language.

And what happens when the transportation to the hotel is nowhere to be found? Airlines generally have a certain time frame it allocates for its crews to wait for the transportation service before allowing them to use their own method. In most cases, wait times are 20-30 minutes after the crew blocks in. If transportation is not available, crews usually have the ability to use a taxi service and expense the cost to the company.

It is worth noting that rental cars are almost never provided for crews, no matter the duration of the overnight. One U.S. airline does provide its crews with a rental car clause,

redeemable when a scheduled overnight is longer than 26 hours.

With all of these considerations, there is no doubt the hotel section of a pilot contract is essential. Airlines will provide various lodging opportunities to its crews, with the primary purpose of providing the crews the required rest. While at times, sleep is the only thing crews will be able to do on an overnight, sometimes being able to wander around and taste the local food will go a long way in raising one’s frame of mind.

Make no mistake about it though, while some overnights are used for the sole purpose of resetting the clock for the next day, others can make this job extremely enjoyable.

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

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

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

May 2017 | 27

Written by: Tina Vos and Michael Perrizo A Bright New Long-Term Future at Air Wisconsin

T

hroughout our fifty year history, Air Wisconsin Airlines has taken pride in providing innovative regional capacity solutions to the US Airline industry. The Company recently announced a long-term capacity agreement with United Airlines which will provide an exciting new chapter of stability and growth for Air Wisconsin to operate 65 CRJ-200 aircraft in the United Express/United Airlines network. Commencing in September of this year Air Wisconsin, whose corporate headquarters are in Appleton, Wisconsin, will proudly become part of the United Airlines family once again and by late spring 2018, its entire CRJ fleet will be exclusively operating as United Express with primary operations in Chicago O’Hare (ORD) and Washington Dulles (IAD). Air Wisconsin and United’s roots date back to 1986 and employees eagerly welcome the reunion and the opportunity to provide the highest levels of service to United’s customers.

28 | Aero Crew News

As a result of this exciting new partnership, Air Wisconsin is rapidly increasing its pilot ranks and will be hiring 450-500 pilots within the next two years to support the new United Express operation. Needless to say this level of growth, coupled with substantially increased pilot and fleet utilization, will create great career opportunities and fast Captain Upgrades for new pilots with minimal time expected on reserve.

“We are very pleased to be re-establishing a long-term flying partnership with United and once again serving as a United Express carrier as part of United’s global network. This partnership provides secure, long-term opportunities for our employees as we expand and place our full fleet into service with United. Air Wisconsin has a proud history of delivering a superior product and we look forward to providing United’s customers with the safe, reliable and outstanding customer service that is the hallmark of our Company,” says Christine Deister, President and Chief Executive Officer.

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Pilot Growth Opportunities The new United flying agreement and the United Career Pathway Program provides Air Wisconsin’s pilots a unique opportunity for career advancement to United Airlines. The expanded United service, the Pathway Program and the significant pilot growth required in the workforce will accelerate the upgrade time for First Officers and new hires to as little as 18-24 months and possibly sooner for those hired in the next 12 months.

Industry Leading Compensation and Benefits In February of this year, Air Wisconsin announced the new starting rate of $35/hour for 1st year First Officer pay and a $33,000 baseline hiring bonus. In addition to this baseline bonus, there are several other bonuses for which a new hire pilot may qualify. For more information go to: www.airwis. com/pilots.

Air Wisconsin offers the best 401(k) program with a match up to 8% with 3% guaranteed by Air Wisconsin regardless of employee contribution. In addition, Air Wisconsin has industryleading health care benefits with an employee premium cost share of only 25% and no deductibles. Other great benefits include a minimum of 12 days off per month, up to 35 days of vacation per year, premium pay of up to 200%, cancellation and deadhead pay at a full 100% —all things that create an unrivaled industry leading compensation package that maximizes the quality of life for all of Air Wisconsin’s pilots.

Supporting Pilot Development and Training Within the last year, Air Wisconsin introduced an Airman Trainee Program. This program provides future commercial airline pilots an opportunity to work part-time for the Company and begin a career-building, professional mentorship and overall relationships with the Air Wisconsin pilot group. On top of bi-monthly paychecks, Airman Trainees enjoy benefits such as the 401(k) match, travel privileges and are eligible for employee referral bonuses (up to $4,500 per referral). The Airman Trainee position has been designed to ensure a smooth transition from the classroom to the cockpit by providing tools and resources at the onset of a pilot’s development.

The pathway for an Airman Trainee candidate is not restricted to certain schools or programs. Airman Trainees have a very high success rate transitioning to First Officer positions at Air Wisconsin as a result of this program.

Air Wisconsin’s investment in its crew members continues throughout all facets of the operation with an emphasis on training. Each pilot receives the best training in the industry from initial, upgrade and recurrent events. To ensure an optimum experience for pilots, the flight training department is based 100% in-house including the ATP/CTP program.

Maintaining pilot training within Air Wisconsin is a valuable investment that allows the Company to leverage the experience of its professional instructor group, which has over 500,000 hours combined instructional experience. Our dedicated and

May 2017 | 29

experienced training department ensures a smooth transition for new hire pilots into the safe, professional culture that makes Air Wisconsin the best in the regional industry.

Company Culture Air Wisconsin’s company culture is driven by two key areas; a focus on safety and recognizing the value of our employees.

Safety at Air Wisconsin is our main priority which we accomplish everyday by integrating safe practices and procedures into every facet of our operation. We value our customers, crews and co-workers as a core part of our culture and we hire quality candidates who share our commitment to safety and excellence.

The Company strives to create an environment where employees enjoy coming to work and know that their contributions are recognized. Air Wisconsin accomplishes this through various individual and team based programs throughout the year. Air Wisconsin also provides financial sponsorship via Teams Giving Back, encouraging employees to extend the Company’s well-known spirit of service and excellence throughout their own communities in the form of volunteerism.

Our People Make the Product What makes Air Wisconsin a great place to work? Ask any employee and they’ll say, “The people.” Air Wisconsin places a high value on employee fit as well as qualifications. A family atmosphere, respect, and a culture that fosters creativity is why the Company has a workforce of nearly 1,400 employees dedicated to its continued success.

30 | Aero Crew News

“What sets Air Wisconsin apart is something I didn’t realize until I became an employee. At Air Wisconsin, I am privileged to fly with amazing employees who are lifelong friends. I learn from those senior (and junior) to me and have been fortunate to mentor and train some of the pilots who joined our team after me. The people make our difference,” states Tim K., a veteran Air Wisconsin pilot.

Air Wisconsin’s reputation is so highly regarded, that many employees recruit co-workers including their own family members. There are several examples of multiple generations of families choosing to work for the Company.

Your Future With Air Wisconsin Our Company’s 50-year history includes relationships with United Airlines, US Airways and American Airlines and was made possible by our great team of employees. As Air Wisconsin soars into the future and continues to grow with our new exclusive flying relationship with United Airlines, we look forward to welcoming the next generation of Air Wisconsin’s pilots who will build on our proven reputation. Don’t let our name deceive you – although our corporate office is located in Wisconsin, the breadth of our flying network currently covers, or in the past has covered, the Midwest, East Coast, MidAtlantic, Rocky Mountains, California and Canada.

We welcome all outstanding men and women aviators to join our team of dedicated, professional pilots as we embark on another great chapter in our history with United Airlines.

Join us and receive the best training, pay and benefits in the regional airline industry – as well as the fast-paced career growth opportunities you are looking for!

Back to Contents

Interview with Michael Perrizo, Managing Director of Flight Operations Pre Interview: Craig: How do you select applicants to be brought in for an

interview?

Michael: We are proud that Air Wisconsin pilots are known

for being some of the best in the industry. When we

select a candidate for an interview we are looking for a

pilot that can not only stand up to our Company’s

high standard of safety, but will be a good fit for our

close knit Company culture as a future leader. This is

critical because we need to interview every pilot as a

future Captain due to our upgrade time that is expected

to be between 18 and 24 months.

C:

M:

C: M:

C:

M:

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

interview city the day before and get a hotel room

for the night?

M: We do recommend that candidates arrive in the

city where their interview is being held the night

before. We understand that this may not be possible in

all cases, but it removes some of the stress that is

associated with a job interview. To assist with the

financial burden associated with the travel, Air

Wisconsin provides positive space travel to the

interview and works with each candidate to help offset

the costs.

What can an applicant do to increase their chances of being called for an interview?

All applicants can contact us directly at pilotrecruiting@airwis.com and provide their resumes for immediate review. Applicants with prior 121 or 135 experience along with those who are about to meet or exceed the ATP or R-ATP minimums have a much greater chance of being selected for an interview for a pilot position. Applicants who do not yet meet ATP or R-ATP minimums should still apply to be considered for an Airman Trainee position.

C: M:

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

We love the opportunity to get to know all of our candidates on a personal level and job fairs often offer C: the opportunity for a pilot to meet one on one with a member of the Pilot Recruitment team. This not only M: helps us get to know the candidate better but also the candidate to get to know Air Wisconsin.

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

We recommend that each pilot study Air Wisconsin

Airlines to understand our values, our mission, and

how they can be a contributing member to the team.

We are looking for pilots who can clearly demonstrate their quality of character and technical proficiency

with a passion to be a part of an amazing group.

C:

32 | Aero Crew News

Can you walk me through a typical day of interviews?

Our Pilot Recruitment team loves to share their passion about working for Air Wisconsin; to share this passion they first sit down with the candidates to go through our Pilot contract and discuss any questions they may have. Our team then looks to gain further insight into the pilot’s background and judgment in regards to safety, customer service, and overall experiences. Pilots will be evaluated on their proficiency with approach plate charts and competency of general aviation principles as well as their reaction to high intensity situations.

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

Questions are broken down into three general areas.

The first area focuses on a pilot’s background and experiences. Following those background questions, we focus on two areas which help us determine how the candidate will react in various situational/ behavioral and technical scenarios. Situational/ behavioral questions ensure the pilot’s fit with our Company’s culture and values. Technical questions show us where the pilot stands when looking at the Company’s high standard of safety as well as the candidate’s ability to be able to upgrade quickly and join one of the best pilot groups in the industry.

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

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Interview with Michael Perrizo, continued...

M:

The biggest mistake we have seen applicants make during the interview process is not providing full disclosure when discussing past and present training, experience, and situations.

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

M: We use a 50 question test with questions deriving

from the ATP-written test bank. This evaluation allows

our team to gauge a pilot’s technical competency

and further provides insight as to the experience level

of the candidate.

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

day?

M: Depending on the situation, there are cases where

applicants will know following their interview if they

are receiving an offer of employment. In some

instances, we will need to gather more information

from the applicant before we can extended an offer of employment.

C:

M:

If not, how long do applicants have to wait to know if they are hired?

We will reach out to every candidate as soon as possible which is normally no longer than 24 hours after the interview.

C:

M:

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

Per FAA regulations, every candidate must pass a drug screen, FBI fingerprint check, and background check before they are able to start in class. Air Wisconsin works with the candidates during this time to join a class date that works for the Company and the pilot.

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

year?

M: Over the next two years we expect to hire 450 to

500 pilots to support our increased fleet utilization

with our transition to United. So in the next 12 months

we are looking to add 225 to 250 pilots. With our aggressive hiring projections over the next two years and beyond pilots will see upgrade times of 18 to 24 months and possibly sooner for those pilots hired in the next 12 months.

C:

M:

Can you explain the ATP/CTP class that your company offers?

Air Wisconsin provides a Company paid ATP/CTP course. During this course we pay a starting salary of $35 per hour and provide single occupancy hotel accommodations. The course is designed around FAA regulations where you will receive 30 hours of inhouse ground school and 10 hours of level-D simulator training. We do not outsource this course. Our training is provided with our Company instructors and equipment. At the completion of our course, you will be eligible to take the ATP written exam.

C:

M:

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

Air Wisconsin is excited to offer a $33,000 baseline hiring bonus. Every new First Officer is eligible to receive this bonus amount which is paid out over three years. In addition to this baseline bonus there are several bonuses for which a new hire may qualify.

Candidates should contact a member of our Pilot Recruiting team for more information.

C: M:

Does Air Wisconsin have a pilot referral program?

We do. Any Air Wisconsin employee that refers a pilot who is hired on and completes training is eligible to receive up to $4,500 per referral.

C: Can you describe the career path program that Air

Wisconsin has with United Airlines?

M: We are excited that through our partnership with

United Airlines our pilots will now have a defined

path to United through the Career Pathway Program.

We are aggressively working on the Pathway Program

implementation and will be sharing details in the near future.

May 2017 | 33

Fast Facts: Headquarters:

Appleton, WI

Year Founded:

1965

Number of employees: 1,400 Number of Aircraft:

65

Number of Passengers:

6 million per year

Number of Bases:

5 bases

Bases:

PHL, ORF and DCA; ORD and IAD to be opended in the Fall of 2017

Number of Cities served: Approximately 71 Key Benefits:

Projected 18-24 month upgrade times; baseline $33,000 sign-on/retention bonuses; $35/hour

starting pay; defined Career Pathway Program to United Airlines; industry-leading health care

benefits with an employee premium cost share of 25% and no deductibles; industry-leading 401(k)

match up to 8% with 3% guaranteed regardless of employee contribution

Website - airwis.com Phone - (920) 739-5123 Facebook - facebook.com/airwisconsin Twitter - twitter.com/airwisconsin LinkedIn - linkedin.com/company/air-wisconsin-airlines Instagram - instagram.com/airwisconsin Credits: Tina Vos Michael Perrizo

34 | Aero Crew News

Managing Director of Human Resources Managing Director of Flight Operations

Tori Willing

Human Resources Manager of Recruiting

Amber Biela

Social Media & Communications Manager

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

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May 2017 | 35

Cockpit 2 Cockpit

Written by: Marc Himelhoch

How to Stay Cool When You’re in the Pool

T

he excitement of receiving your first Conditional Job Offer (CJO) from one of your top targeted airlines can be overwhelming. It’s a very proud moment. You probably spent countless hours perfecting your résumé, cleaning up your logbooks, filling out applications, and preparing for the interview. You worked hard for this moment and now you want to share it with the world. The first thing most pilots do is change their Facebook profile picture to the tail flash of their new employer and blast out a social media message to their friends announcing the CJO. Here is just some food for thought on why you might want to hold off on making a social media announcement to the world.

You are now swimming in “the pool”. In the aviation community, “the pool” is the term used to describe the time period between receiving the CJO and actually starting training. That period varies from one airline to the next and largely depends on your availability date, how many pilots were “swimming in the pool” ahead of you, and how many pilots the airline can squeeze through their training pipeline at any given time. The latter of those three factors, the training pipeline capacity, is generally the most limiting factor. Some pilots only spend a few weeks in the pool, but others have been left in the deep end for up to a year without a flotation device. I spent six months in the pool at my previous airline. I personally know several pilots who were left in the deep end of the pool for over a year at various airlines who hired many more pilots than their training pipeline capacity could handle.

One thing to keep in mind while you’re treading water is that a Conditional Job Offer is just that — conditional. You are not getting paid yet, and although it is likely that the airline will get you into training at some point in the near future, it’s not a guarantee. In September 2001, I was stationed at Sheppard

36 | Aero Crew News

Photo used with permission from Pixabay.com AFB, Texas. The airlines were hiring again after a long layoff in the 1990s. I personally knew at least a dozen pilots who had recently been hired by the airlines. Some of them left the military at the 12-to-18-year point with no retirement. They bought nice houses in other cities where they were going to be domiciled with their new airline. Then somebody decided to crash a few airliners into the Pentagon and World Trade Center, and, all of sudden, those guys/gals were out on the street. The lucky ones had already started training and were furloughed.

When you are furloughed, you keep your pilot seniority number with the understanding that at some undetermined point in the future, the airline will recall you to work. Until then, you are essentially unemployed. It took over ten years for some of my pilot friends to be recalled to their airlines after being furloughed in the days after 9/11.

The unlucky ones were waiting in the pool, and had their CJO’s taken away.

Even if the situation is not as extreme as the one I just described, you need to consider the possibility that even if this CJO is from your top-choice airline, depending on how long they leave you in the pool, you might need to take interviews with other airlines just to put food on the table. Of course that depends on your personal financial situation.

The other possibility is that the first CJO you receive is not from your top-choice airline and you were already planning to take interview invites from airlines that were rank-ordered higher up on your “dream sheet” list.

My point to all this is to say that you really need to consider how smart it is to blow up your social media profile with your CJO and the logo of the airline that just hired you. The next airline you interview with just might (read: probably will) do a Google search on you and it would be awkward, to say the least, if you are interviewing at Delta and your Facebook profile picture is the American Airlines tail flash!

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Cockpit 2 Cockpit

Consider this CJO like your first combat deployment. You wanted to tell your friends and family where you were going and when you would be back, but OPSEC required you to stay silent. You probably want to make sure your spouse resists the temptation to announce your CJO on his/her social media accounts also, just in case. OK, it’s not quite as serious as OPSEC. I’m not saying you can’t call your friends and family to announce your recent success; phone calls don’t leave a trail of breadcrumbs for potential employers to follow. I’m just cautioning you against using social media as your messaging platform because social media is very easy for most anyone to see. Type in any name into the Facebook search bar (a name that is not already one of your contacts) and you will see what I’m talking about. You can see profile pictures at a minimum, and sometimes you can get a lot more information than that depending on the security settings that person has established.

However, even if you think you have your accounts locked down so nobody except those you have given permissions to can see your information, I still wouldn’t risk it.

So when is it safe to make your big announcement to the world on social media? After all, you’ve worked really hard to get to this point in life and there is nothing wrong with basking in the moment if the conditions are correct. I would offer you two conditions to meet before you make a social media CJO announcement: 1. The airline has given you a confirmed class start date.

Once you have a class start date, chances are pretty good that this is for real. If you want to play it more

conservatively, you could wait until you actually start class and have a company ID badge (which usually happens on Day 1). Or you could go with my wife’s ultra-conservative philosophy that nothing is real until the first paycheck clears the bank.

2. You are 100% certain that this is the airline you want to retire from at age 65. If this airline was not your #1 choice, or at least an airline that you are happy to call your new #1, then hold off on any social media announcements. As mentioned previously in this article, you don’t want to be in the situation of interviewing at another airline with your current airline employer logo prominently displayed on your social media account.

While I’m on the subject of social media, it is really important to clean up your social media profiles before you hit send on your first airline application. Any material that might be considered offensive or off-color needs to be removed (which might cover about 98% of some pilots’ social media posts). Also, remove all those party pictures with drink in hand.

I was amazed when I went to clean up my Facebook page just how many pictures had alcohol in them. I know you don’t have a drinking problem, and you know you don’t have a drinking problem, but the human resources folks at XYZ airline may not know that you don’t have a drinking problem.

I cover this topic and many others related to the military to airline transition process in Cockpit2Cockpit.

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

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

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

May 2017 | 37

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38 | Aero Crew News

Back to Contents

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

There’s still a lot of progress to make, and we’re ready for the challenge.

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May 2017 | 39

MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

How To Increase Your ‘Side’ Income

A

ll of the extremely financially successful pilots with whom I’ve spent time have one thing in common: additional streams of income, beyond their airline job. Take a page out of their (and most financially successful people’s) playbook and increase the income you have coming in “on the side.”

Why you should increase your income Regardless of where you are in your career, the greater your income, the faster you build your net worth. The faster you build your net worth, the shorter the leg to your financial freedom.

In addition to building greater wealth faster, having income from multiple sources is the prudent thing to do as a pilot.

Why? Because the aviation industry goes through uncertain times, and it’s wise “diversification” and risk management to have income beyond your flight pay.

Increasing your income is easier than you think When I work with pilots to establish side jobs or increase income, I almost always hear that it’s “too complicated” or it’s “not for me.” Even though it may feel overly complicated or out of your control, it’s not!

Increasing your income is much easier than you think.

Simply put, it’s about finding where you add value to others and then exchanging the value you can (or already do) add for money.

Follow five steps that always work and you’ll be well on your way.

Step 2 – List your current skills Make a written list of all the skills you currently possess.

Come up with as many as you can and don’t worry if some don’t seem relevant, because they very well may be in the next step.

For some individuals, it can be hard to come up with a solid list. If that’s the case for you, simply ask those you’re closest to what your best skills – your “superpowers” – are. You’ll be surprised at the feedback you’ll get! Be creative and don’t stop until you have at least ten.

Once you have your list of skills, move to step three.

Step 3 – Identify where the money is and who has it There’s an old saying in business: “Go where the money is.” When you’re looking to increase your income and income streams, find out who has money and needs one or more of the skills you listed.

Don’t overcomplicate this step! The most common mistake I see in this process is people looking to make more of this than it is. Simply find those who have money and would benefit from your skills.

Now that you have your list of skills and people or organizations that would benefit from them, you’re ready to move to step four.

Photo used with permission from Pixabay.com

Step 1 – Look for “gold” with your current employer It’s rare that one cannot find an opportunity to add more value (in exchange for more compensation) with their current employer. This is especially true if you’re working for a flight school building hours or for a regional looking to hire new pilots.

Spend time reviewing where you see “gaps” with your current employer and come up with a proposal to fill those gaps in exchange for a small percentage of the gains. You’ll be surprised at how often you can find these opportunities.

For some, this may provide sufficient income to offset other costs or save additional money. If you’re looking for more, move on to step two.

40 | Aero Crew News

Back to Contents

MILLION-AIR

Final thoughts With the right plan and desire, you can increase your income and shorten you path to wealth. Doing so is always smart risk management as you increase the number of income streams you have.

Photo used with permission from Pixabay.com Step 4 – Exchange your skills for that money This is the fun part because it’s where you start to bring in the additional income. Don’t worry about whether you are “good” at sales or not. Simply focus on sharing the value you can provide the people or organizations on your list and share it with them.

Start with five people, share the value and skills you can bring, and ask them to do business with you.

Nervous about taking this step? Rest assured and read the next step.

Step 5 – Take action One of the paradoxes of taking action is that confidence follows action – it doesn’t lead it. This means you only feel comfortable after you take action, not before.

Money, success, and opportunity always follow action. Take a leap of faith and make the first call or send the first email.

Then do the second. After each small step, you’ll build your confidence and realize that the worst that can happen is you end up right where you started, but a little bit stronger!

Three real-life examples Here are three real-life people who have followed the steps to increasing their income to give you a little extra motivation as you start your journey.

I recently heard of a flight school student who also started work at the flight school in a non-instructor capacity. He’s not only receiving extra income from his job, but he’s getting discounted flight hours as he acquires his ratings.

I have a client who is a captain with a regional airline and is very much interested in photography and motivation. He uses his downtime on trips to take great photos and attach motivational quotes and sayings to them. He’s licensed these to a t-shirt company and has several other deals in the works.

I also work with a first officer at a regional who uses his downtime to drive for Uber (including his trips to the airport).

He is taking ½ of the money he earns from Uber and investing it in sales training and coaching to improve his value and skills.

His plan is to use his new skills to replace the Uber driving and continue the cycle until he’s earning more from his side income than his flying!

Take the time to see if there is income you can generate from your current airline or employer, then list your skills, followed by those who need those skills and have money. Then, exchange your skills for their money and deliver as promised.

If you’re not happy with your immediate side job, take some of your extra income and invest it in improving yourself so you can command even higher income going forward.

Let me know if there’s anything I can do along your journey.

Just remember – you can increase your income and take command of your finances!

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

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

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

May 2017 | 41

THE GRID

Mainline Airlines

T

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

Highlighted blocks indicate best in class.

American Airlines (American)

Blue blocks indicate recent updates Airline name and ATC call sign

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

Aircraft Types

FO Top Out Pay (Hourly)

Group I

$104.93

Group II

$160.28

Group II

$170.27

Group IV

$200.20

Group V

$210.20

MMG

Base Pay

Top CA pay

Base Pay

$90,659.52

$153.65

$132,754

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

72

15.D.1.b

$307.76

$265,905

15.D.1.b

HRxMMGx12

9.B.1.a

10.A & B

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

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

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

14.D.1

$143.32

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

$209.31

$180,844

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

MD-88/90

5 H/M* Max 60**

$181,612.80

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

401(K) Matching (%)

401(K) DC

0%

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

$95.21

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

7.B.1.a

$109,376

$174.11

$156,699

1-2 = 15 Days

Abbreviation and definitions: 3.B.2.d

2

28.D

0%

15%

2

B717

4.B.1.b*

26.C.2

25

$121.53

3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call.

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

19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*

ALPA: Air Line Pilots Association

Perce heal emplo

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

EMB-190, CRJ-900

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

2

+25 = 38 Days

credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D

B767-400

1-4 = 14 Days

Max 1300 Hrs

5-10 Days New hires reasons for cancellations. Refer to the contract for more information.

Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training.

Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company.

Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater.

Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training.

2

Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)

42 | Aero Crew News

JetBlue Airways (JetBlue)

2

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

7 75

HRxMMGx12

HRxMMGx12

5

7

2

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$115,668

$202.47

$170,075

5% 1:1

5% + 3%

$104,084

$182.25

$153,090

$90,009

2

70

2

24

Perce heal emplo

Back to Contents

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

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

2 Digit Code

Pay During Training

A330, A350 B717, B767

Per Diem

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

Union

EFBs

Legacy Airlines AA May/1999 AA

AS

DL

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

HA

US East Aug/2014

14,236

9,987

Oct/2015

Jul/2015

***

816

US West Sep/1998

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

May 2007

1,759

11.D.5.b

5.A.1

5.A.1

Oct/2016

Oct/2016

February 2014

13,003

8,292

Feb/2016

Apr/2016

Feb/2015

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

5.B

APA

iPad

Bases

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

ALPA

iPad Air

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

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st.

UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

G4

Virgin America (Redwood)

Oct/2015

Dec/2016

7,765

ALPA

iPad

Contract 2012 as amended

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

F9

B6

Single Occupancy, Paid for by company

$2.00

Octotber 2015

794

3.P

6.A

3.Z

Dec/2016

Dec/2016

MMG

No

$1.90

Feburary 2014

983

Apr/2016

Apr/2016

$2.00

E:7/2013 A:10/2012

3,300

840

11

Dec/2016

Dec/2016

Feb/2015

May 2006

7,951

3,702

4.T.3

Feb/2015

Feb/2015

Feb/2015**

$2.20

January 2014

1,483

5.A.1

5.B.1

Dec/2016

Dec/2016

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

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

Add A, Pg24

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

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

Sun Country Airlines (Sun Country)

12,500

MMG

4.K.6 Spirit Airlines (Spirit Wings)

2006

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

Union

EFBs

Bases

IBT

iPad

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

Notes

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

SY

MMG

None

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

3.B

5.B.1

5.3

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

Contract 2016, as amended FAPA

ALPA

SWAPA

DEN, ORD, MCO

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*Pilot data approximate

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

ALPA

Contract 2010, as amended

289

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

Rule book 2014 Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air (Giant)

B747

5Y

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

ABX Air

11.A.7

$2.40

IBT

May 2017 | 43

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

(Sun Country)

M&IE airline daily rate 3.B

Virgin America (Redwood)

A319, A320 THE GRID

Aircraft Types

VX

2 Digit Code

5.B.1

5.3

Aug/2016

General Information $2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

$2,500 per month

None

10.J.1 Pay During Training

ALPA

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

Union

Nexis EFB

SFO, LAX, JFK EWR, LGA Rule book 2014

EFBs

Bases

Notes

Cargo Airlines Atlas Air (Giant)

B747

5Y

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

ABX Air (ABEX)

B-767

$2.40

11.A.7

IBT

5.A.3

GB

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

FX

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

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

IBT

20.E.1 FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air (Connie)

B747

K4

5.B.1.d

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

May 2015

4,400

5.A.1 & 2

May/2016

Dec/2016

$1.90 Dom. $2.80 Int.

April 2008

317

6.A

Dec/2015

Dec/2015

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

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

2 Digit Code

Pay During Training

ALPA

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

IBT

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

1,580

63,855

37,427

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

4,288

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

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules

American Airlines (American) Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

10

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

Min Days off (Line/Reserve)

12, max 14* 10, max 12*

430

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

Yes

50%

Initial paid for by company

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

5

12.A.1.a

559

2

4.H.1

361

508

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

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

12.A.2.a

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

12.J

12.K.1

None

None

12 or 11* 12 or 10*

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Company Provided***

Yes

14.C

3.F

12 44 | Aero Crew NewsYes

FAA 117

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

195

6.4

177

36

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

Avg of 5

1:2 or

1:3.75

50%*

$20/ month

4.G.2.a

4.F.6

2.A.1, 2

1:3.5

Schedule

150% over 78

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

None

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

2** or 4.17 GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2015, as ammended

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

Contract 2010, as amended

None

$200 / year

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

Headset Reimbursement

Major Airlines

Frontier Airlines (Frontier)

JetBlue Airways

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Supplied in AC

Notes

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

Contract 2016, as amended

None

*Unschedule DH pay s 100%

Back to Contents

*1 for 1:45 between 0100 and 0500

rig or trip rig.

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

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

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.1.a

508

5-F-1-a Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.2

4.C.3.a.2

Contractual Work Rules 5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Company Provided***

6.4

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12 or 11* 12 or 10*

Yes

14.C

3.F

12

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

None

195

177

36

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

1:3.75

$20/ month

4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100% Biz Class or better or $300 comp

100%

Provided by the company

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

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

5**

4.I.2

4

3.5

-

-

-

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

THE GRID

Contrat 2012 as amended

Headset Reimbursement

Supplied in AC

Notes

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

Contract 2016, as amended

None

*Unschedule DH pay s 100%

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

$200 / year

None

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

None

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

Supplied in AC

None

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

Rule book 2014

Headset Reimbursement

Notes

Cargo Airlines

Yes

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

332

12.C ABX Air 13 in 30 14 in 31

15 Hours May be extended to 16 hours

13.D.4

18.C

14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13 UPS (UPS)

Contract 2010, as amended

5.E.1

Major Airlines

Atlas Air

FedEx Express (FedEx)

7.B.1

8.D, 8.A.3

280

466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

30.A.2

4.5

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

100%

Provided by the company

19.M.4

19.K

19.E

15.A

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

None

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

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

Contract 2006 as ammended

None

None

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

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

Contract 2016 as amended

Headset Reimbursement

Notes

May 2017 | 45

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

FO Base Pay

Top CA pay

CA Base Pay

$104.93

$90,659.52

$153.65

$132,754

Group II

$160.28

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

MMG

Group II

$170.27

Group IV

$200.20

Group V

$210.20

72

15.D.1.b

$265,905 HRxMMGx12

9.B.1.a

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

767-3,2, B757

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

B737-9

$176.74

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

3.B.2.d

4.B.1.b*

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$175,216

$305.39

$256,528

$146,126

$254.70

$213,948

A350*

United Airlines (United)

B747, B777 B787 B767-400

$208.59

B757-300

$173.96

70

B737-900, A321

$167.89

$141,028

$245.80

$206,472

A319

$161.02

$135,257

$235.76

$198,038

Aircraft Types

Spirit Airlines (Spirit Wings)

7.B.1.a

14.D.1

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

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

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

None

Contract 2015, as amended

0%

13.50%

20%

Contract 2013, as amended

28.D

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

0%

15%

22%

26.C.2

25.B.2

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

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

0%

15%

20%

Contract 2010, as amended

0%

401(K) Matching (%)

5% at 200%*

10.A

4.C

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$166.68

$150,012

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

$100.01 4.3

HRxMMGx12

4.3

HRxMMGx12

A320 family

$148.71

$124,916

$218.66

$183,674

E190

$133.82

$112,409

$196.83

A319 A320 A321

4 H/M Max 600

70

A319, A320, A321*

B737

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

$145.17

75

$90,009

3.C*

HRxMMGx12

$157.36

85

$160,507

4.C.1

4.H, 4.M*

HRxTFPx12

$165,337

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

16"%

20%

22-A

24-B-5

401(K) DC

5.A

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

4.C.1

HRxTFPx12

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

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

28.B.2

27.A.2

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

70

$94,861

$168.55

$141,582

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

Contract 2016, as amended

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

Data with contract sections may be abbreviated 15.B.2 & 3 16.B.2 16.4 and/or inaccurate, please consult most current *70 linethe holder, 75 reserve; **Hours is based on PTO per year. Reference contract section5%for specific contractual language. Data Based on PTO 5% 1:1 + 3% None Specified contract for more information accrual that do not have a contract section reference number, were obtained online in 3.F.isomeAgreement form2013,and be Currentlymay in 3.J 3.E 3.E negotiations inaccurate. While trying to provide theTFP most up-to-date *85/87/89 based on days in bid period, **Trip for Pay (TFP) is the unit 1 TFP / 10 information, not all sources can beofverified this time. If compensation at received.

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

12.B.1 19.B.2

$229,296

$185.32

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

*A321 coming end of 2015

$224.80

$94,409

Appendix A

4.C

3.J**

72

B737NG $112.93 46 | Aero Crew News

None

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

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

1 Day / Month Max 120 Days

Contract 2012 as amended

Percentage of health care Notes employee pays

HRxMMGx12

$109.27

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

12.A.1, 2 & 3

HRxMMGx12

Sun Country Airlines

Virgin America

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

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

3-C-1-a

70

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$307.76 15.D.1.b

$143.32

EMB-190, CRJ-900

5 H/M* Max 60**

$181,612.80

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

4 H/M

7.A.1

14.A

0-1 = 5 Days

5 H/M

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

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

Back to Contents *Reserves have a MMG of 75,

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

Aircraft Types

70

$146,126

$254.70

$213,948

$245.80

$206,472

$135,257

$235.76

$198,038

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Sun Country Airlines

Virgin America (Red Wood)

A319, A320, A321*

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

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

$100.01

E190

$133.82

A319 A320 A321

B737NG

A320

10.A

$216.42

$148.71

B737

5% at 200%*

$121,943

A320 family

Aircraft Types

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

401(K) DC

24-B-5

HRxMMGx12

3.J**

None

4.C

4.C

5.A

1 Day / Month Max 120 Days

5% 1:2

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

15.B.2 & 3

16.B.2

16.4

3.J

3.E

3.E

3.F.i

9.7% 1:1

-

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

$109.27

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

12.B.1

4 H/M

$112.93

70

$94,861

$168.55

$141,582

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

3.B.1*

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

B-767

$153.03

68

$124,872.48

$218.61

$178,385.76

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

1 Day / Month No Max

19

19.D.1

HRxMMGx12

19

HRxMMGx12

10.A

9.A

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

85

4.A.1

-

-

401(K) Matching (%)

401(K) DC

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

1-4 = 14 Days 5+ = 21 Days

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

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

Kalitta Air 64

$129,562

$249.67

$191,747

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$50 to $410* Per Month

15.A.1

6.G

$212.69

75

$207,373

$300.00

$292,500

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None

Contract 2010, as amended

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

Rule book 2014

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

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

Contract 2006 as amended

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

$168.70

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

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

Percentage of health care Notes employee pays

Appendx 27-A

3.A.1

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

27.A.2

28.A.1

$158,710

ABX Air

28.B.2 125% of 6% contributed

10%**

$213.32

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

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

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

Health 14-25% Dental 20-30%

$111,102

Contract 2016, as amended

Contract 2016, as amended

19.B.2

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

62

Aircraft Types

None Specified

$160,507

$149.33

B757, B767, A300, B747, MD-11

5% + 3%

85

>5 = 14 days <6 = 21 days

B747

5% 1:1

$157.36

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

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

*A321 coming end of 2015

HRxMMGx12

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

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

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

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

Cargo Airlines

B747

UPS (UPS)

20%

3.C*

Atlas Air

FedEx Express (FedEx)

401(K) Matching (%)

4 H/M Max 600

70

70

Spirit Airlines (Spirit Wings)

22-A

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

$145.17

4.3

Southwest Airlines (Southwest)

16"%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

0%

Additional Compensation Details

$141,028

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

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

9.C.3

401(K) DC

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

Contract 2016 as amended

Percentage of health care Notes employee pays

May 2017 | 47

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

ACY

CLT ATL

DFW

DAL IAH

ANC

BWI DCA

LGA JFK

AVL

MEM IWA

EWR PHL IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

48 | Aero Crew News

Back to Contents

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

AVL

Asheville, NC

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

Delta Air Lines

American Airlines

BOS

Boston, MA

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

American Airlines

GUM Guam

LGB

Long Beach, CA

American Airlines

JetBlue Airways

United Airlines

JetBlue Airways

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

JetBlue Airways

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

FedEx Express

Hawaiian Airlines

Frontier Airlines

UPS

CLE

Cleveland, OH

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

United Airlines

HOU

Houston, TX

Alaska Airlines

CLT

Charlotte, NC

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

American Airlines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

CVG

Cincinnati, OH

United Airlines

MIA

Miami, FL

Allegiant Air

Delta Air Lines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

DAL

Dallas, TX

United Airlines

UPS

United Airlines

Southwest Airlines

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

Virgin America

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DCA

Washington, DC

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

American Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

DEN

Denver, CO

JFK

New York City, NY

Allegiant Air

American Airlines

United Airlines

American Airlines

Southwest Airlines

Frontier Airlines

Delta Air Lines

Southwest Airlines

JetBlue Airways

DFW

Dallas, TX

Virgin America

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

May 2017 | 49

THE GRID

Regional Airlines

T

he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is currunt and correct. Good luck and fly safe!

Aircraft Types

Highlighted blocks indicate best in class.

Blue blocks indicate recent updates Airline name and ATC call sign

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

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

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

$44,982

$107.83

$97,047

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

$46.44

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

75 $48.48

-

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

80

$35,664

$76.21

$73,162

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

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

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

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

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

8.A.1

7.A

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

14.A.1

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

CRJ-200

$45.77

$41,193

$106.67

$96,003

CRJ-700

$48.52

$43,668

$113.07

$101,763

EMB-175

$48.70

$43,830

$113.20

$101,880

CRJ-900

$50.00

$45,000

$117.00

$105,300

-

3027.2

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

75

3008.5.A.3* HRxMMGx12

EMB-170 EMB-175

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

American Eagle

$50.42

75

$45,378

25.B.2

None

27.A.1*

27.A.1

1.2-6%****

None

-

$120.11

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

None

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

$35,802

Types

Pay (Hourly)

MMG

Base Pay

CRJ-200

$38.49

>2yrs = 14 dys

>5 yrs =

10-14 = 6.4%

None

Top CA pay

Base Pay

weeks & accrual

Accrual

Matching (%)

401(K) DC

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

CRJ-900

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

50 | Aero Crew News

Air Wisconsin (Wisconsin)

-

$43.29 3.A.1

4.A

$38,961

$106.67

$96,003

>14 = 28 days

HRxMMGx12

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

$93.76

$85,509

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

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

2%*

None

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

Pi

T

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

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

information.

P

em

3-1

$39.78

CRJ-700* EMB-175

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

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

Abbreviation and definitions:

(Envoy)

Base Pay

75

CRJ-200

Republic Airways (Republic or Shuttle)

ALPA: Air Line Pilots Association

Top CA pay

Over 2,000 Pilots

EMB145XR, EMB-145, EMB-135

CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

MMG

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

3.75 H/M Max 375

24.B

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

P

em

32 (35

10+ = 3.5%

Back to Contents 8.A

1%

-

3%

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

2 Digit Code

Sign on Bonus

Pay During Training

EMB-145XR EMB-145 EMB-135

EV

CRJ-200 CRJ-700 CRJ-900

EV

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

SkyWest Airlines (Skywest)

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

OO

$7,500*

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

65 Hours

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

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

RW

$10,000* $12,500**

3015.6.A.1

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

2 Digit Code

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

June 2007**

1,614

4.C.2

Apr/2017

Apr/2017

$1.85/hr

June 2007**

1,488

5.A.1

Mar/2016

Apr/2016

Total

3,102

3009.1.A

2014

4,000

Aug/2016

Aug/2016

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

4.B.1

Nov/2015

2,105

Union

Oct 2011***

1,850

Dec/2016

Dec/2016

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$23,000*

Single MMG, but no Occupancy paid per diem by company

United, American***

Delta, American

ALPA

ALPA

EFBs

Bases

Surface 3 LTE

ATL, DFW, DTW, LGA

9E

United, American, Alaska, Delta

None

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

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

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

EWR Contract 2015

American

ALPA

iPad Air 2

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

Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

OH

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

$1.70/hr

July 2007

1,587

5.D.1

Dec/2015

Mar/2016

$1.75/hr

July, 2015

1,200

5.A.1

April/2017

April/2017

Paid for by company; single occupancy

$1.47/hr

4 Months

1,250

5.B.1

5.A.2

Feb/2016

Feb/2016

2.5 - 3 Years

485

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

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

YV

$30,000* $20,000**

76 Hours during training

LOA 37

5.A.2

ZW

Yes $33,000 $4,000 or $4,500*

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Jul/2015

May/2017

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

July 2014*

635

5.I.4

6.C

5.G.1

Dec/2016

Dec/2016

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

Sept 2015

710

3.H, 5.B

5.B.3

5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

QX

CP

G7

2 Digit Code

$1,500 Referal Bonus

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

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

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

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

Union

EFBs

Bases

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

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

Apr/2016

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

Online

3.F.1 Mesa Airlines (Air Shuttle)

Most Number of Do Business Pilots For: Junior CA hired

$1.85/hr

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

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

Per Diem

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

ExpressJet (LASA) (Accey)

Hotel during new hire training

THE GRID

Delta

JFK, DTW, MSP, LGA

ALPA

Notes

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

Contract 2013 as amended

American

ALPA

iPad

CLT, DAY, TYS

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

Contract 2013 as amended

United, American

ALPA

iPad***

PHX, DFW, IAD, IAH

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

Contract 2008 as amended

American United

Alaska

ALPA

iPad

*$33,000 min bonus for all new hires.

DCA, ORF, PHL $4,000 or $4,500 referral bonus, later (ORD & IAD in for Airmen Training Program the Fall) Contract 2003, Pilot data from 10/6/2014 seniority list. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Trans States

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

PI

LOA 16

5.D.4

5.A.3

$1.70/hr

1,000* Hrs 2,500 TT

420

5.D.1

Jul/2016

Jul/2016

American

ALPA

PHL, MDT, ROA, SBY

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

Contract 2013 as amended

May 2017 | 51

*Paid out over 3 years, restricitions

EMB-175

THE GRID GoJet Airlines (Lindbergh)

CRJ-700 CRJ-900*

Aircraft Types

CP

Referal Bonus

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

G7

Diem*

double occupancy

3.H, 5.B

5.B.3

$1.65/hr**

2015

American

ALPA

iPad

5.B.1

Oct/2016

555

Dec/2015

$1.60/hr

Jan/2017

5.B.3

6.C

5.O

Dec/2015

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

Dec/2015

United, Delta

MSP, LAX, SEA Contract 2014 as amended

General Information

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

January 2015

2 Digit Code

710

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Trans States Airlines (Waterski)

Cape Air (Kap)

PI

LOA 16

ERJ-145

ATR-42 C402 BN2

AX

9K

Saab 340b

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

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

Great Lakes Airlines (Lakes Air)

$12,000*

AM

5.D.1

Jul/2016

Jul/2016

$35.81 @ 75 hrs

$1.90/hr

July 2015

600

3.C.1

5.A.1

5.C.1

Dec/2015

Jun/2016

ZK

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

KS

Seaborne Airlines (Seaborne)

DH-8-300 S340

BB

ATR-72* Q-400

Min Days off (Line/Reserve)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

Immediate

185

Oct/2015

Oct/2015

Paid for by company; single occupancy

$1.70/hr

Oct/2016

370

Online

3.G

5.A.8

5.B.3

Dec/2016

Dec/2016

$36/Day

Paid for by company; dual occupancy

$1.50/hr

May 2016

60

4.D

Dec/2016

Dec/2016

$50/day

2012

120

No

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

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

Contract 2013 as amended

PHL, MDT, ROA, SBY

iPad

IAD, STL, ORD DEN, RDU

No

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

IBT

Dec/2016

MMG

Self**

IBT

$30/dom, $50/int

January 2013

7H

MMG

None, except during SIMs in SEA, Single

MMG**

Paid for by company if not in HNL; Single occupancy

3.C.1

11.P.3

No

WP

$12,000

2 Sign on Digit Bonus CodePay

Protection

November 2009**

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

Contract 2011 as amended

None

iPad

United

ALPA

None

EWR, IAD, BTV**

UTU

DEN, PHX

None

ANC, BOS

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

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

90

SJU, STX Need contract

81

Ravn Alaska

None

Self

ALPA

iPad

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

ANC

Apr/2016 65

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

HNL

Apr/2017

19,660

Union

EFBs

Open time pay

Uniform Reimbursement

Bases

Notes

Headset Reimbursement

None

100%

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

$150 / yr****

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

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

100%. Over 87 hours 125%***

See Trip Rig

1:2

1:4

75%

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

None

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Yes**

14

217

23.E.1

3.E & F

23.C.1

11

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

Max Scheduled Duty

Number of pages in Contract

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

Provided by company****

Contract 2004 as amended, Currently in negotiations

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

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

4:12

12*

Notes

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

None

Yes*

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

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

Contract 2012 as amended

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

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

Hotel during Per Diem Most Number of Do Business new hire Junior CA Pilots For: training hiredRig Trip Rig Number of Min Day Min Trip Duty Deadhead pages in Credit Credit Pay Contract

12/12 or 11 for reserve in 30 day month

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

UPS FedEx DHL Lantheus ACS Mallinckodt

Contractual Work Rules

Pay During Training

Max Scheduled Duty

$40.00 per over night

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

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

FLL, TPA, MCO, IAD

Oct/2014

Min Days off Pay 52 | Aero Crew NewsProtection (Line/Reserve)

Endeavor Air

Dec/2016

American

Oct/2014 B1900C B19000D* DH-8

Aircraft Types

ExpressJet (LASA) (Accey)

6.G.1

100

Up to $15,000*

Total Pilots

ExpressJet (LXJT) (Accey)

6.E.5.A

Paid for by MMG & Per company; single Diem occupancy

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

None

C5

B1900D EMB-120

Island Air (Moku)

5.A.3 Paid for by company; Single occupancy

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

None

3M

420

5.D.4

3.K.A

Silver Airways (Silverwings)

Corvus Airlines (Raven Flight)

$30,000*

$1.70/hr

1,000* Hrs 2,500 TT

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

Notes

Back to Contents

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

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

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

-

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Notes

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

14

501

4

None

None

None

100%

150% 200%**

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

None

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

$400****

None

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

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

-

None

11

Yes*

FAA Part 117

205

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

None

None

None

None

50%

100% or 200%**

Company pays half of blazer and pants only

-

-

-

6.A

3.H.1

5.E.2

-

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

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

-

50%***

25****

100%

150% or 200*****

5.C.2.a

5.C.2.a

5.C.2.a

13*

Yes

FAA Part 117

239

4**

See Trip Rig

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

$200

None

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/12

Yes

FAA Part 117

165

4*

4*

None

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

-

5.B.1

5.B.1

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

26.3

26.C.1

150% 200%**

$25 / Month

None

5.E

5.D

26.L.5

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

100%**

$25 / month

None

Under 500 Pilots 11

Yes

14

185

4

4 per day*

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

None

None

75% air; 50% ground

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Yes*

14

246

4**

None

None

None

100%

150% 200%***

3.F

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

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

Contract 2008 as ammended

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

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

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

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

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

-

25.A.5

Contract 2012 as amended

11

Yes*

14

161

3, 4 on lost day

Greater of min day, credit, duty rig

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

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

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

Fly 4-5 days per week

Yes

FAA 135

NA

NA

NA

NA

NA

100%

100%

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

None

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

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

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

5 on 2 off

Seaborne Airlines (Seaborne)

13

Island Air (Moku)

THE GRID

Contract 2003 as amended

Yes

Peninsula Airways (Penisula)

Corvus Airlines (Raven Flight)

Contract 2015

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

11

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

Silver Airways (Silverwings)

-

500 - 2,000 Pilots

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

Cape Air (Kap)

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

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

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

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

Notes

May 2017 | 53

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

75

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

-

3.A

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

-

3027.2

EMB-170 EMB-175

-

Endeavor Air (Flagship)

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

401(K) DC

25%

LOA 9

75

$50.42

3-1

3.K.1

8.A.1

7.A

25.A.2

25.B.2

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

$109.33

$98,397

HRxMMGx12

3.A

HRxMMGx12

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

8.A.1***

$45,378

HRxMMGx12

EMB-145

$120.11

3-1 $89.12

$39.78

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$38.49

EMB-175

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

$43,632

3008.5.A.3* HRxMMGx12

75

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

$91,620

75

4.A

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

$101.80

HRxMMGx12 $80,208

7.A.1

14.A.1

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

27.A.1*

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

None

30%

27.A.1

28.A.3

None

None

$39.75

-

3.A.1

CRJ-200

4.A

$41.78 $43.29

-

3.A.1

4.A

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

25% for PHP Pilot Health Plan

8.A.1

14.K

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

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

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

14.E

None

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

LOA*

HRxMMGx12

8

9.A

28.B**

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$34,641

$84.03

$75,627

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

2.5 H/M

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

None

7.A.3.b

14.A

28.B

28.B

27.A.2

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

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

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

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

27%

27.B.4

Contract 2013 as amended

Contract 2008 as amended

$35,775

$89.96

$80,964

HRxMMGx12

3.A.1

HRxMMGx12

$37,602

$98.37

$88,533

$38,961

$106.67

$96,003

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

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

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

2%*

None

7.A

8.A

24.B

HRxMMGx12

$37.96

76

$34,620

-

3.A

4.A.1

CRJ-200*

$49.98

-

3.A.1

$104.39

$95,204

HRxMMGx12

3.A

HRxMMGx12

75

$44,982

$109.29

$98,361

4.A

HRxMMGx12

3.A.1

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

HRxMMGx12

7.B.2

28.A.3.b

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

-

24.A

3.75 H/M Max 375

3%

25%

14.A.1

28.B**

28.A

27.D.2.a

$49.43

80.5

$41,383

$119.19

$99,786

< 5 = 14 days > 5 = 28 days

3 H/M

6%

None

Company Discretion

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.C

27.A

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

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

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

None

29% Employee, 34% Family

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

$80,982

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

13.A.1

Under 500 Pilots

$40.33

75

$36,297

$89.98

4 H/M

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

Contract 2013 as amended

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

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

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

E-170, E-175

Contract 2003 as amended

Percentage of health care Notes employee pays

Q-400 ERJ-175

Q-100, Q-300

Contract 2015

HRxMMGx12

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

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

$84,510

75

CRJ-700 CRJ-900

38%

Contract 2007 as amended, Currently in negotiations

35% for TPO Traditional PPO Plan

500-2,000 Pilots

CRJ-900

Contract 2004 as amended, Currently in negotiations

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

-

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

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

$93.90

54 | Aero Crew News Piedmont Airlines (Piedmont)

Percentage of health care Notes employee pays

401(K) Matching (%)

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

$41,796

75

PSA Airlines (Bluestreak)

Sick Time Accrual

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

27.B.2

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

*MMG based on 35 day bid period.

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

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

Back to Contents

1%

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

Max 17%

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

1%

CRJ-700

$44.33

75

-

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

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

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

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

None

Additional Compensation Details $39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

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

13.A.1

Under 500 Pilots

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

THE GRID

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

Max 17%

$40.33

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

ERJ-145

$44.99

75

$40,491

$104.51

$94,059

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

$12.72

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

35.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$42.40

75

$38,160

$57.51

$51,759

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

$44.00 $40.00

75

Corvus Airlines (Raven Flight)

Island Air (Moku)

B1900C, B19000D, DH-8

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

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

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

Contract 2011 as amended

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

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

Contract 2014 as amended

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

Q-100, Q-300

ATR-42, C402, BN2

converted to years for comparison, first year is prorated;

HRxMMGx12 $64.00

60

-

$37,440

$61.88

ATR-72

$61.88

-

3.A

Aircraft Types

FO Top Out Pay (Hourly)

Need contract

HRxMMGx12 $117.00

HRxMMGx12

Q-400

*Based on profitability

Yes*

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

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

7.6 H/M 480 Max 720 Max*

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

HRxMMGx12

$59,405

$123.60

$118,656

$59,405

$123.60

$118,656

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

80

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

401(K) DC

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

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

Contract 2016 as amended

Percentage of health care Notes employee pays

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

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

May 2017 | 55

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

56 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

Back to Contents

THE GRID CVG Cincinnati, OH

Ameriflight, LLC DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

ExpressJet Airlines

Republic Airways

Endeavor Air MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS Massena, NY

Cape Air MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA

Cape Air

MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines

Air Wisconsin ORF Norfolk, VA

Air Wisconsin OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

Air Wisconsin

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air ROA Roanoke, VA

Piedmont Airlines RUT Rutland, VT

Cape Air

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

May 2017 | 57

THE GRID

Mainline Flight Attendants General Information Aircraft Types

American Airlines (American)

2 Digit Code

Pay During Training

AA

None

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

Hotel during new hire training

Per Diem

Number of FA's

Company Provided; Double Occupancy

Union

Average Reserve Time

Most Junior Base

Most Senior Base

Bases

Notes

BOS, CLT, DCA, DFW, LAX, LGA, MIA, ORD, PHL, PHX, RDU, SFO, STL

APFA

Contract 2014, As Amended Allegiant Air (Allegiant)

B757, MD-80, A319, A3220

G4

No hourly wage, $24/day perdiem

DoubleTree or Holiday Inn Express

$24/day ($1/hour)

1,000

TWU*

N/A**

N/A

Most Junior Base

Most Senior Base

May/2016 Total Flight Attendants

*(currently in contract negotiations) **F/A candidates are allowed to give BLI, FLL, HNL, preference of base during interview IWA, LAS, OAK, process. We do out best to PGD, PIE, SFB accommodate those requests, but cannot always place candidates at their first preference.

1,000

Aircraft Types

2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem

Number of FA's

Union

Average Reserve Time

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

Pay Protection

10

Partial

American Airlines (American) Allegiant Air (Allegiant)

11*

Scheduled or better greater of the two values.

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty 15 Dom 18 Int

Max Scheduled Duty

Min Day Credit

Min Trip Credit

5

10-15

Incentive Pay

0

0

Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.

Min Day Credit

Min Trip Credit

Incentive Pay

Downtown Hotel

Downtown Hotel

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

100%

No

$20/hour for scheduled DH time

Value of Trip

Initially uniforms are provided by the Company.

Upon completion of the first year, crews will receive an annual allowance.

Deadhead Pay

Open time pay

Uniform Reimbursement

Job Shares Available

Jetway Trades

Notes

*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).

Job Shares Available

Jetway Trades

Notes

Additional Compensation Details Aircraft Types

FA Starting Pay

American Airlines (American)

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

70

401(K) Matching (%)

401(K) DC

None

Yes*

401(K) Matching (%)

401(K) DC

Percentage of health care Notes employee pays Varies

*Based on age

Allegiant Air (Allegiant)

Aircraft Types

FA Starting Pay

58 | Aero Crew News

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Percentage of health care Notes employee pays

Back to Contents

THE GRID

Regional Flight Attendants General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

Sign on Bonus

EV

Pay During Training

None

Hotel during new hire training

Per Diem

Dual Occupancy Paid for by company*

None

$1.70

Do Number of Business Flight For Attendants

Union

Average Most Junior Base Reserve Time

Most Senior Base

Bases

Notes

*If FA lives 25 miles or more away from traning center, **AA flying out of EWR, IAH, ORD, DFW CLE, DFW**

United American

IAM

Delta American

AFA

7.D ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

EV

None

Dual Occupancy Paid for by company

None

$1.60

5.E PSA Airlines (Bluestreak)

6.C Total

CRJ-200 CRJ-700 CRJ-900

OH

None

Yes

1.80 / hour effective 11-116

Yes

AA

900

Aircraft Types

ExpressJet (LASA) (Accey)

PSA Airlines (Bluestreak)

2 Digit Code

Sign on Bonus

Hotel during new hire training

Pay Protection

Max Scheduled Duty

Min Day Credit

12/10 or 11

Yes

13.5

1:04

5.A.4

4.N

7.B.7

8- 12 months

CVG

CLT, CVG, DAY, TYS

CLT-DAY

Contractual Work Rules

Average Most Junior Reserve Time Base

Most Senior Base

Jetway Trades

Holiday Pay $5.00 per hour

Yes

50%

100% or 150%*

Initial paid by FA 75 Points Per Year**

Yes

Yes

4.S

4.Q

7.A.2

LOA

4.V

14

Holiday Pay 150%

No

100%

100%

Initial paid by FA $200 Per Year

5.O

6.A

5.D.1

5.L

18

yes

above guaranee

Initial new hire NO / $250 annual uniform allowance

N/A

Deadhead Pay

Open Time Pay

Uniform Reimbursement

Job Shares Available

5.C.1

10

Yes for cancellations

$14

N/A

N/A

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Min Day Credit

Min Trip Credit

150% Yes Thanksgiving In some cities and Christmas

Incentive Pay

Downtown Hotel

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

80

$18,240

$38.00

$36,480

4.A

HRxMMGx12

4.A

HRxMMGx12

8.B.2

401(K) DC

5 Hours Per Month

>5 Yrs 4% 5-10 Yrs 5% 10+ Yrs 6%

>5 Yrs 1.5% 5-10 Yrs 1.75% 10-15 Yrs 2% 15-20 Yrs 2.5% 20-25 Yrs 3% 25+ Yrs 3.5%

9.A

22.E

22.E

1 Yr 20% of 6% 2 Yr 30% of 6% 3 Yr 40% of 6% 4 Yr 50% of 6% 7 Yr 75% of 6% 8 Yr 75% of 8%

None

0%

23

75

$16,542

$37.31

$33,579

1-6 Yrs 14 Days 7-15 Yrs 21 Days 16-19 Yrs 28 Days 20+ Yrs 35 Days

3.75 Hours Per Month

-

5.A

5.B

HRxMMGx12

5.A

HRxMMGx12

12.A.2

13.A.1

24.B

24

+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks

3.0 / Month

+6 Months - up to 2% +5 years - up to 3% +15 years- up to 3.5%

N/A

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

-

Aircraft Types

$31.03

HRxMMGx12

FA Starting Pay

MMG

Base Pay

$26,810

Notes

Percentage of health care Notes employee pays

401(K) Matching (%)

$18.38

$15,457

Jetway Trades

Sick Time Accrual

CRJ-200 CRJ-700 CRJ-900

PSA Airlines (Bluestreak)

*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,

* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty

Additional Compensation Details 1-4 Yrs 7 Days 5-9 Yrs 14 Days 10-17 Yrs 21 Days 18-24 Yrs 28 Days 25-29 Yrs 35 Days 30+ Yrs 37 Days

72

Notes

Job Shares Available

9.B.3

$17.89

Notes

Uniform Reimbursement

7.R.2

CRJs

Bases

Open Time Pay

7.D.2

$19.00

Union

Deadhead Pay

14

EMB145XR, EMB-145, EMB-135

Number of Flight Attendants

Downtown Hotel

Yes

MMG

Number of FAs

Incentive Pay

10

FA Starting Pay

Per Diem

Min Trip Credit

3:45 or 1:2* 1:1**

ExpressJet (LASA) (Accey)

Pay During Training

Min Days off (Line/Reserve)

Aircraft Types ExpressJet (LXJT (Accey)

AFA

900

Total Flight Attendants

ExpressJet (LXJT) (Accey)

ATL, DFW, DTW

HRxMMGx12

FA Top Out Pay

Base Pay

Percentage of Notes health care employee pays

May 2017 | 59

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