Aero Crew News, May 2018 by Aero Crew News

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Aero Crew News Your Source for Pilot Hiring and More..

Direct Entry Captains Earn Up to $45K Bonus at Envoy

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ptain?

Looking for stability? Envoy is growing! Leverage your experience and benefit from fast career progression. If you have 1000+ hours flying Part 135/Fractional Ownership, you may qualify.

500+ PIC hours or Fractional flying Part 135 Ownership OR 500+ hours fly ing Part 121 Also qualifies you for up to $45K bonus!

Up to $113K first-year pay Crew bases in Dallas, Miami, New York LaGuardia and Chicago

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May 2018 | 5

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

There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and

S E E W H AT W E C A N A C H I E V E TO G E T H E R .

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Dear readers, Last month, our photo editor Melody, took a trip to Louisville, Kentucky to spend a day at UPS Airlines. There, she met future pilot Taylor Peef and Captain Gloria Hatcher and visited with Captain Larry Parker and Dan Thomas, Workforce Planning Manager. Jim Mayer, the Public Relations Manager, spent his day giving her the full tour of the UPS facility as well as providing access for her to shadow a UPS captain and first officer from the time they arrived at the facility until they took off in their aircraft. Rather amazing to see is the enormity of the UPS facility which occupies over half of the airport in Louisville, Melody reports. She was able to get a sense of just how vast their operations are as she observed areas from the sorting facility to where the fireproof containers are packed before being loaded onto the plane. Shadowing Captain Mark Reisdorfer and First Officer Jennifer Desserich gave her a great behind-thescenes look at how their operations work. She sat in the crew room as they went over their flight plan and picked up their catering, followed them as a van drove them to the aircraft they’d be flying, and walked around the plane with Captain Mark as he did his walk-around. She observed as they loaded the containers onto the plane and continued to watch as they took off for their destination. We’re grateful that she was able to document her experiences so that she could to share in this month’s feature. We hope you’ll enjoy this rare glimpse into the UPS operation. Fly Safe,

Craig D. Pieper 8 | Aero Crew News

About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle 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. BACK TO CONTENTS

April 2018 Last month Aero Crew News featured Explore Women in Aviation International, Regardless of Gender. We welcome Top Bunk, a new column for commuters with How To Find A Great Crash Pad. Pilot Perspectives starts a new series called Ace It, Knowing the Standards, helping you ace your check ride or interview. Million-Air explores financial strategies with How (And Why) To Put Your Financial Life on Autopilot. Voyage welcomes Bert Botta, this month as he reveals an insider’s view with An Airline Captain’s Secrets to Transformative Travel. Fitness Corner questions Is Your Uniform Making you Sick? Safety Matters is on its last installment of a threepart series to examine Safety Management Systems (SMS). Captain Mike, continues etiquette class with Pass Riding: The Unwritten Common Sense Rules. And, of course, there is always Aviator Bulletins with more aviation news from CommutAir, Envoy, Beijing Capital Helicopter, JetLinx, Republic Airways and United 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 Photo Editor Melody Hood Layout Design Charlotte Dameron Additional Contributors Joshua Dils, Lauren Dils MikeDavis, Scott Stahl, Bert Botta, Meredith Edwards, Mike Davis, Cameron Shulak, Stephen Glenn

Aviator Bulletins Provided by the companies listed

Photographs By Melody Hood Additional photographs as noted.

Social Media Marketing By Modern Aviation Marketing & Public Relations ModernAviationMarketing.com

May 2018 | 9

AVIATOR BULLETINS

Future United Airlines Captain

P h o t o s B y & W r i t t e n b y: C o m m u t A i r

ave you ever thought about flying a jet? Dreamed of flying for an international network airline? Ready to make the switch to fixed-wing aviation? If so, we invite you to join CommutAir, United Airlines’ fastest-growing regional partner!

We, at CommutAir, recently announced our Rotor Transition Program (RTP) designed specifically for YOU. We sought extensive feedback from the fixed wing pilot community, including the Rotor Transition to Airline Group (RTAG), to create the most pilotfriendly program among all regional airlines.

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So, what is so special about the CommutAir RTP? •

Train at Home: Avoid spending time and money away from home and family. Unlike other carriers, we allow you to train at your local flight school!

•

Train without disrupting your life: We all have obligations and responsibilities and with that recognition, CommutAir provides you the flexibility to continue your military or civilian responsibilities while you train.

•

Military and Civilian rotor pilots welcome: We are here to make everyone’s fixedwing aspirations come true! Our program is open to all rotor pilots.

BACK TO CONTENTS

Why CommutAir? •

Growth: We plan to triple the size of our alljet fleet! Growth gets you quickly to a left seat and accumulate the PIC hours to move on to the international network carriers.

•

$55.50/Hour: With monthly aircraft deliveries and a growing route map, we are confident in our ability to upgrade you to captain and guarantee captain pay after Year 1.

•

United Career Path Program (CPP): We offer pilots the fastest path to United Airlines via the 4-step CPP: 1. Join CommutAir 2. Interview with United 3. Accumulate required flight time 4. Join United

•

The faster we grow, the quicker you go to UA! Come on board and beat our 2 years 10 days CommutAir to United indoc-to-indoc record.

•

Industry’s Best Commuter Benefits: With United’s extensive route map and up to 4 free hotel rooms a month, we make your commute effortless from wherever you call home.

How to Apply? Visit www.flycommutair.com/rotor-transition-program/ or apply directly at AirlineApps. Once your application is reviewed, we will put you in contact with a recruiter and help fund your transition training with up to $22,100. Want to find out more? Contact us by: •

Email: pilotrecruiting@commutair.com

•

Call: 440-779-4599 ext. 399

•

Visit AirlinePilotCentral

•

You can also contact us via social media at Facebook, Twitter, LinkedIn, and Instagram.

Your dream to a United Airlines’ flight desk starts with CommutAir! ACN

May 2018 | 11

AVIATOR BULLETINS

HNA General Aviation Debuts at China’s Zhengzhou Air Show 2018

HNA General Aviation’s Airbus helicopters, operated by Capital Helicopter and offered for corporate limousine and air tourism among other operations

he Chinese general aviation behemoth HNA General Aviation Investment Group (HNA General Aviation) has debuted at the Zhengzhou Air Show 2018, showcasing VIPconfigured BBJ737, making of subsidiaries Deer Jet, Capital Helicopter and HNA Aviation Academy the main highlights of the international air show.

P h o t o s B y & W r i t t e n b y: D e e r J e t

the National Development and Reform Commission, national and foreign experts and business leaders. During the five days of the air show, HNA General Aviation is exhibiting some of the best aircraft available for private charter in the region. A BBJ737, a long-haul, VIP-class aircraft operated by Seven-star private jet company Deer Jet, which can carry up to 26 passengers on long flights with luxurious accommodation.

This is the fourth edition of the Zhengzhou Air Show, taking place from April 27th to May 1st 2018 at the Shangjie General Aviation Airport in the capital of central China’s Henan province. The show has a pivotal role in China’s ambitious plan of becoming the largest general aviation market in Asia, serving as an exchange and business platform for manufacturers, operators, service providers, authorities and the press.

According to HNA General Aviation, the company’s founding mission is to support the development of the general aviation industry in China and across Asia, with an ambitious plan of heavy investments for infrastructure, service capabilities and human capital building. And now the company turns its support to events such the Zhengzhou air show where operators come to explore and uncover the potential of China’s general aviation market.

Attracting exhibitors and visitors from more than 37 countries and territories, the show also holds high-end forums including the “National Forum on the Development of the General Aviation Industry”, “International General Aviation Business Forum” and “Air Silk Road Forum”. Forums participants include

As general aviation continues to be one of the main topics for policy-makers and investors in the country, HNA General Aviation has showcased its privileged position and ability to aid the expansion of the industry, offering one of the finest and most diverse aircraft fleets including customized BBJ, Gulfstream and ACJ series among others. ACN

12 | Aero Crew News

BACK TO CONTENTS

Southwest Airlines® Invites you to our Pilot Career Expo Saturday, June 16th Morning and Afternoon Sessions • • • • •

One-on-one Information Sessions with Southwest Pilots Pilot Credentials and resume review Tour of the Southwest Airlines Campus Question and Answer conducted by our Manager of Pilot Hiring Tips to be more competitive in selection process

Our registration process has changed! • We will gather a list of hopefuls interested in attending the Expo via EventBrite from May 7-14, 2018. • Official Expo Tickets will be sent via email no later than May 21, 2018, to those selected to attend. If selected to attend, you will need to register at that time to confirm your attendance. • Expressing interest does not guarantee a ticket to attend the event. • Event is limited to 400 ticketed attendees only; unfortunately, we cannot accommodate walk-ins. As always, no registration fee will be required to attend.

To express interest in attending: • • • • • •

Go to southwestpilotexpo.eventbrite.com When prompted for password, enter: SouthwestPilotInterest Click “Register” Complete your interest in attending by entering the required information. Please only register once. You will receive a confirmation email from EventBrite once you have submitted interest. Official Expo Tickets will be sent via email no later than May 21, 2018, to those selected to attend.

Location Southwest Airlines Training and Operational Support (TOPS) Building 2432 Wyman St. Dallas, TX 75235 • You will be responsible for your own travel, transportation, and lodging.

Southwest Airlines is an Equal Opportunity Employer.

May 2018 | 13

AVIATOR BULLETINS

Silver Airways Acquires Seaborne Airlines To Create Leading Independent Airline Serving the Caribbean, Bahamas, Florida, and Beyond P h o t o s B y & W r i t t e n b y: S i l v e r A i r wa y s

ilver Airways and Seaborne Airlines today announced that Silver’s acquisition of Seaborne’s business and assets has successfully closed, creating a leading independent airline to serve the Caribbean, Bahamas, Florida, and beyond.

The acquisition brings together two strong independent airlines with similar Saab 340B fleets, complementary route networks, and common codeshare/interline partners. With the upcoming deployment of Silver’s recently announced new fleet of state-of-the-art ATR-600s across both networks, the combined airline will have an expanded range, allowing it to better serve passengers and markets while creating more opportunities for employees and greater value for its business partners.

14 | Aero Crew News

“I am thrilled to welcome the Seaborne team members to the Silver family as together we create one of the nation’s leading independent airlines in a transaction that will benefit our guests, team members, and the communities we serve, as well as both airlines’ valued codeshare and interline partnerships with most major U.S. carriers,” said Silver Airways CEO Steve Rossum. “This transaction brings together two strong and historic independent airlines with amazing employees, an excellent track record of operational safety, respect for our people and our communities, and great service for our passengers.” “We at Seaborne are excited about this partnership with Silver Airways and the opportunities that it can provide,” said Seaborne CEO Ben Munson. “Despite the devastating impact of Hurricanes Irma and Maria, our resilient and dedicated employees at Seaborne have successfully restructured our company with the support of our loyal passengers.

BACK TO CONTENTS

We are well positioned to grow with an airline that shares our common goals of success, and are very pleased that San Juan and the U.S. Virgin Islands will continue to be significant for Silver and Seaborne.” The combined airline will continue operating Silver’s route network in the Bahamas, Florida, and beyond under the Silver Airways banner and Seaborne’s route network throughout Puerto Rico, the Virgin Islands, and the Caribbean under the Seaborne name. The total fleet now consists of 31 aircraft, including Saab 340 and de Havilland Twin Otter seaplane aircraft. Silver is also the North American launch customer for the eco-friendly ATR-600 aircraft in the U.S. Silver took delivery of the first 46-seat ATR-42 earlier this month and has a firm order for 19 additional ATR600s and up to 30 additional purchase rights. Tickets for Silver Airways will continue to be available on SilverAirways.com and bookings for Seaborne will continue onSeaborneAirlines.com. Seaborne

passengers will be able to earn and redeem frequent traveler miles under Seaborne’s SeaMiles program. Initially, Seaborne will continue to operate under its own certificate as a standalone operating subsidiary of Silver. The merger of the two airlines’ operating functions, joint branding, and streamlining of the guest experience is expected to occur during the next year. Steve Rossum of Silver Airways will serve as CEO of the combined airline. Ben Munson will resume his role as president of aviation consulting firm Embark Aviation, and continue as a valued advisor to the company. The combined airline will employ nearly 1,000 aviation professionals and will be headquartered at Silver Airways’ offices in Fort Lauderdale under the leadership of executives from both Silver and Seaborne. Corporate and operations support functions will continue at locations in Fort Lauderdale, Orlando, Tampa, San Juan, and St. Croix, U.S.V.I. ACN

May 2018 | 15

AVIATOR BULLETINS

Desert Jet Center Safest In Soutwest Desert Jet Center Becomes The Only Fixed-Base Operator To Earn Highest Industry Safety Standards Designations In The Entire Desert Southwest Region Of The U.S.

P h o t o s B y & W r i t t e n b y: D e s e r t J e t

esert Jet Center, the newest Fixed-Base Operator (FBO) in the greater Palm Springs area, today became the one and only FBO in the desert southwest region of the U.S. to hold the prestigious IS-BAH

16 | Aero Crew News

registration as well as the NATA Safety 1st certification, signaling a commitment of its leadership team to safety management and risk mitigation. The desert southwest region encompasses Southern California, Arizona, Nevada and New Mexico.

BACK TO CONTENTS

The International Standard for Business Aircraft Handling (IS-BAH) follows the structure of the International Standard for Business Aircraft Operations (IS-BAO) program and incorporates the NATA Safety 1st Ground Audit Program. IS-BAH is the global industry standard for business aircraft handling agents and fixed-base operators around the world developed to align with existing and future Safety Management System (SMS) requirements aimed at ground handling service providers. According to the National Air Transportation Association’s map of the safety standards status of all FBOs worldwide, few FBOs nationwide are IS-BAH registered and NATA Safety 1st qualified, and only one FBO, Desert Jet Center, holds both designations in the greater Palm Springs area and desert southwest region. “Visitors to our region are becoming much more sophisticated about the options provided by aviation service providers and are increasingly looking for full-service FBOs that provide an anticipatory customer service experience as well as the highest safety and quality standards,” said Denise Wilson, President and CEO of parent company Desert Jet. “Our FBO team’s commitment to ongoing training and professional development has led them to earn numerous accolades and safety nods and we could not be prouder of their achievements.”

“Safety is Paramount is not only one of our CORE Values, it is in our bones,” said Brad Elliot, General Manager of Desert Jet Center. “When we opened the FBO we set out to achieve the top safety accolades in the industry, IS-BAH registration and NATA Safety 1st, just as Desert Jet Charter and Desert Jet Maintenance have done in their companies. Our culture and SMS program allows us to continually improve as well as be proactive to safety concerns. Attaining these two designations was a momentous investment in time and money that has paid dividends in avoiding accidents. The NATA’s status map makes a great reference for schedulers & dispatchers, pilots, and operators to choose which FBO to use to mitigate their risks.” Denise Wilson added, “As an IS-BAO stage III jet operator, it was important for us to build an FBO that met our safety standards from the ground up. The day our FBO opened, we had a set of standards developed from over ten years of operating an active fleet of jet aircraft and lessons learned from our SMS. Desert Jet Center was developed to meet the exacting needs of the IS-BAO-compliant flight department and we are proud of our FBO team for embracing the IS-BAH standard so thoroughly.” ACN

May 2018 | 17

AVIATOR BULLETINS

PSA Airlines to Operate 15 New Bombardier Large Regional Jets for American Airlines

Aircraft To Replace Small Regional Jets Currently Flown Across The American Eagle System

merican Airlines announced today that it would take delivery of 15 new Bombardier CRJ900 NextGen aircraft and has selected PSA Airlines to operate those aircraft under the American Eagle brand. PSA will begin to take delivery of the additional 15 CRJ900s beginning in April 2019 with plans for all aircraft to be received by early 2020. American and Bombardier’s executed agreement includes a firm order for 15 CRJ900 plus an additional 15 options. “This new aircraft placement underscores American’s continued confidence in our PSA team members to provide friendly, reliable and cost-effective regional services for their customers,” said Dion Flannery, President – PSA Airlines. “The CRJ900 NextGen is the right and best aircraft for PSA’s growing fleet and adding these new jets into our system allows us to begin the process of renewal and modernization of our aircraft, providing more opportunities for our airline to grow and serve larger markets on behalf of American.”

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P h o t o B y & W r i t t e n b y: P S A

Across American Eagle, these new deliveries will be offset by the retirement of smaller singleclass regional jets. However, at PSA specifically, we expect modest fleet growth in 2019 as a greater percentage of American’s regional flying will be operated by their wholly-owned carriers. The CRJ900 NextGen aircraft is a fuel-efficient large regional jet and provides American’s customers with a seamless transition between mainline and regional flights. The 76-seat jet features a two-class configuration with 12 First Class seats, all-leather seating and inflight WiFi, allowing American to offer an unsurpassed regional customer experience in its most competitive markets. The aircraft offers Bombardier’s latest enhancement to the CRJ Series regional jets – the “Atmosphere” cabin, which offers an enhanced passenger experience and can accommodate the largest number of “oversized” roller bags of any aircraft in the same category. With the new aircraft additions, PSA will operate nearly 70 CRJ900s, or approximately half of the airline’s fleet. PSA is well on its way to operating one of the most modern and efficient fleets in the regional industry. ACN BACK TO CONTENTS

Envoy Airlines To Operate 15 New Embraer Large Regional Jets For American Airlines

Aircraft To Replace Small Regional Jets Currently Flown Across The American Eagle System

nvoy Air Inc., the largest wholly owned regional airline subsidiary of American Airlines Group (AAG) announced today that American Airlines plans to add 15 more 76-seat, twoclass Embraer 175 (E175) aircraft to the Envoy fleet during 2019. American’s announcement also included options for 15 additional Embraer 175 aircraft. This new aircraft order is in addition to the 10 E175s currently scheduled to begin arriving this fall – and will bring Envoy’s E175 fleet to 69 by the end of 2019. Across the American Eagle network, these new deliveries will be offset by the retirement of smaller single-class regional jets. However, at Envoy, we expect modest fleet growth in 2019 as

P h o t o B y & W r i t t e n b y: E n v o y a greater percentage of American’s regional flying will be operated by its wholly-owned carriers. “Every new aircraft that is added to our fleet represents more jobs and greater opportunity for our people,” said President and CEO Pedro Fábregas in a letter to Envoy employees. “American’s continued support of Envoy’s growth is a direct result of our team’s performance, and I want to thank each of you for contributing to our success.” Envoy is actively hiring for pilots, flight attendants, mechanics and airport employees needed to support its growing operation – see www.envoyair.com for details. “The introduction of the Embraer 175 to Envoy’s fleet has been outstanding and it continues to be a reliable aircraft that our customers and crews love to fly,” added Fábregas. “I’m excited to see our E175 fleet expanding – and look forward to continued success in the days ahead.” ACN

May 2018 | 19

FEATURE

Women With

Wings:

Cadet Instructor Ying Liu

oing from pushing beverage carts down the cabin aisle to pulling the yolk on the flight deck happens more often than you’d think. Envoy Cadet Instructor Ying Liu gave into the urge to fly when she was a cabin crew member for American Airlines.

Hiding inside the perky, friendly Ying who makes a perfect flight attendant, was a competitively driven and fearless woman who is captivated by the thrill of commanding an aircraft. All it took was a little nudge in the right direction, and Ying was well on her way down the path to becoming an Envoy pilot. “From the first time I saw the amazing view from the flight deck, I knew what I wanted to do,” said Ying. “I took a leap of faith going from flight attendant to pilot, but after my discovery flight, I felt like my life had a purpose to be an American Airlines pilot.”

20 | Aero Crew News

P h o t o s B y & W r i t t e n b y: E n v o y

Locked in and on path Talking with American Airlines Captain Kyle Sims in Phoenix, where she was based as a flight attendant, she was offered flight lessons and told about the Envoy Cadet Program. Gaining flight hours and earning money while instructing at an Envoy partner flight school was exactly what Ying needed to fulfill her dream. Last December, Ying interviewed for the Cadet position, which may be the very last interview in her career, if she progresses from Cadet to Envoy pilot to American. “I can’t even put into words how great it is that I have that kind of security,” said Ying. “It allows me to focus on my goal of returning to American without any distractions from becoming the best pilot and instructor I can be.” During her time as an American flight attendant, Ying said she grew to love her coworkers who were always welcoming and professional. American is the only airline she said she would fly for because of its family-like culture, strong work ethics and its all-American branding that represents freedom. BACK TO CONTENTS

Okay with being different That kind of excitement and commitment bodes well for Ying’s future as an airline pilot. Other than airplanes; her family, cooking and coffee also bring joy to her life. A native to China, Ying and her family moved to the U.S. when she was seven years old and now own a family restaurant business in Florida. Her two older sisters work in the restaurant with her parents, so Ying is kind of the black sheep in that regard. “At first, my mother was nervous about me becoming a pilot,” said Ying. “But after I began showing results, my parents became so, so supportive. I wouldn’t be as sure of myself without them and their excitement to see me succeed. Plus, they love the flight privileges, because they can fly to China in first class whenever they want.”

Passing on the passion Flying thousands of feet above the Atlantic Ocean, Ying currently flight instructs at L3 Airline Academy near Orlando, Florida. Being the goaldriven person she is, Ying gets great satisfaction out of seeing her students achieve success. The many international students she instructs have told her that she’s a strict teacher, but appreciate the motivation the get from her pushing them to be their best, Ying said. During her typical 8 to 10 hour day, Ying conducts about five events; either ground or flight instructing with students.

Just about four to five months down the line, Ying will begin First Officer training at Envoy. She already has in mind that she’d love to be involved with training other pilots, and even wants to keep her instructing license current to keep teaching future aviators. “I’ll seek out any involvement that allows me to use all my abilities and skills at Envoy and American,” said Ying. “I’m just excited to be with Envoy, and can’t wait to get back to my American Airlines family.” Interested in becoming an Envoy Cadet? Learn more on our Cadet Program page. ACN

Her favorite part isn’t the teaching or flying, it’s the look on her students’ face when they have that ahamoment and begin grasping the task at hand. That’s why Ying has earned a promotion to Check Instructor during her four months at her flight school, because she really cares about sharing the passion for flight.

May 2018 | 21

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Why You Should Definitely Earn a Flight Instructor Certificate Part of the Positive Rate Series W r i t t e n b y: C a m e r o n S h u l a k

rofessional Pilots of Tomorrow’s “Positive Rate” series focuses on ways to continuously improve our careers as aviators. “Positive Rate” is the callout used by most airline crews to indicate the aircraft is moving in the correct direction and the gear can be raised for flight. As such, the series focuses on ways to ensure our careers are continuously moving in the best direction, or in a “positive rate.” Professional Pilots of Tomorrow’s “Positive Rate” series focuses on ways to continuously improve our careers as aviators. “Positive Rate” is the callout used by most airline crews to indicate the aircraft is moving in the correct direction and the gear can be raised for flight. As such, the series focuses on ways to ensure our careers are continuously moving in the best direction, or in a “positive rate.” A common fork in the road for many pilots-in-training comes after they finish their Commercial Certificate. From this point, a pilot pursuing a career in aviation has several options. Assuming someone received a Commercial Certificate with a Single-Engine Rating (which is many pilots’ situation) they could try to jump right into professional flying in a “low-time” opportunity such as aerial mapping, flying skydivers, banner towing, etc. Another option is to add a Multi-Engine Rating to their newly minted Commercial Certificate quickly and pursue a similarly low-time opportunity with a twin-engine operator doing charter SIC, night cargo, or corporate flying. Lastly, but certainly not least, is the option to keep the training mindset and begin working on a Flight Instructor Certificate.

24 | Aero Crew News

All are perfectly viable options and each has advantages and disadvantages, but I believe one of them to be the definitive best choice. And while I don’t know every pilot’s individual situation, I offer this advice to anyone who might be currently making this decision, or is coming upon it in the future. I firmly believe that earning a Flight Instructor Certificate is one of the best decisions you can make in your flight training and aviation career. Before I break down a few reasons why I believe this, let me speak to the people who are already arguing with me in their heads, and address a few reasons why it might make since to pass up grabbing your Instructor Certificate at this crossroads of your career. First, and maybe most obviously, is if you have a great job opportunity waiting. I would never discourage anyone from pursuing an awesome opportunity that will gain them valuable experience and broaden their career horizons. Now, notice how I said “great” opportunity. At this point in your career, I would not recommend that you settle for an average position that isn’t going to give you significant résumé and logbook building opportunities. Another unfortunate reason pilots may stray away from an BACK TO CONTENTS

Instructor Certificate is for personal or financial reasons. Flight training is expensive and by this point, most people have likely already paid for about 250 hours of flying. If this is the case, and money for flight training is tight, then by all means, take a job that will get you into a pilot’s seat and get the money flowing in your direction. Now, even if you fall into one of the situations just discussed, I encourage you keep reading. Though becoming an instructor may not make sense now, the reasons we’re about to discuss may come to be of value at another point in your career. I will explain why a Flight Instructor Certificate is one of the most valuable tools in your aviation toolbox. Personally, my favorite reason for becoming a flight instructor is because it strengthens your abilities as a pilot in a way that nothing else can. Obviously, continuing your flight training will improve your skills, and because teaching any skill demonstrates a deep level of learning and understanding, as a flight instructor, you realize that you still have a lot to learn about flying and identify what needs work. Through instructing, you gain added proficiency in those areas. Further, sitting in the right seat of a training plane while observing and coaching the person to your left provides a whole new perspective of the way you fly. As you instruct students through the various maneuvers of flight training, you notice mistakes that you make yourself and you have the opportunity to observe different styles of accomplishing many tasks. During instruction, you continuously critique yourself, and work to improve your own aviation skillset. There are so many influences that contribute to your own development as a pilot and as an instructor. Another great reason to add Flight Instructor to your résumé is that many companies love to hire people who are experienced flight instructors. The airlines often award points to applications for those having spent time as an instructor. Many people wonder why airlines value this experience and the answer relates to what we discussed above. In pretty much every flying job, pilots can heavily leverage skills they learned as a flight instructor. Just because someone is going to fly for an airline for 30 years doesn’t mean they’ll never use and rely on the experiences they gained while instructing. In fact, many in positions, such as Airline Captain and Line Check Pilot, essentially act as flight instructors, in a way. Captains, while working as a part of the crew, are often mentoring and helping both new and experienced first officers as they grow as pilots. An even

better example, line check pilots are tasked with teaching brand new first officers the ways of the airline, and developing their skills to a point where they can fly the line on their own. Considering this, it seems pretty clear why airlines – and other companies for that matter – might want a person who not only has a proven track record as a pilot, but also as a teacher and mentor. A final but equally important reason an Instructor Certificate can prove valuable is that aviation will always need instructors. Even if, in 100 years (or however long it might take) we get to a point where airliners are flying themselves, I believe people will still want to learn how to fly. The numbers might vary and the industry might ebb and flow, but I feel pretty confident in saying that flight instructors will be needed for many decades to come. And even if you plan to camp out at your dream airline for several decades, you never know when a job as a flight instructor might be your best or only choice. Furloughs happen, pilots lose First Class Medicals, and many other situations could arise that land you at a point when flight instructing is your go-to option. Many people enjoy long and prosperous careers as full-time flight instructors. If your full-time job will always be flying for an airline, you might occasionally find great enjoyment in flight instructing friends or family on your days off. The bottom line is that holding that Flight Instructor Certificate may open doors to many opportunities you might not otherwise have. These are just a few of the reasons I consider earning your Flight Instructor Certificate a great decision, and one you can make at any point in your career. Regardless of where you are in your aviation journey, I strongly encourage you to consider taking this path. Training to become an instructor can be long and challenging, perhaps without immediate reward in sight. However, I see it as another of many times in aviation when the long-term benefits outweigh the substantial effort it takes to get there. Keep this in mind, and I guaranteed that if you become a flight instructor, you will remember it every time the skills and experience you gain as an instructor pay off down the road. ACN

About the Author Cameron Shulak is deeply connected to the aviation industry as an airline pilot, mentor, author, and volunteer. Read More...

May 2018 | 25

VOYAGER

An Airline Captain’s Secrets to Transformative Travel II The Second in a Series

W r i t t e n B y: B e r t B o t ta

lying an airplane, i.e. utilizing the laws of aerodynamics, and travel have a lot in common. As a traveler, knowing these principles will not only make your trip more interesting, but your life on the road and back home more enjoyable, magical, mystical and, unpredictable.

If you attempt to over control an aircraft, you disturb the stability designed into it. Guess what happens if you try to over control your travel experience. You mess things up, cause undue stress upon yourself and your mates, and destroy any enjoyment you strive to have. There is wisdom in the 1960’s term “Go with the flow.” When you slow down and take in the landscape you enter, e.g. the airport, the crowds at the ticket counter, the TSA security people, etc., you will notice a “flow” or rhythm, or perhaps a lack thereof. It is best not to attempt to interrupt either the flow or absence of one.

Life works best according to natural laws that reveal themselves if we are aware that they exist, or if we operate counter to them. If we attempt to over control our lives by moving too fast or doing too much at the expense of “being,” then we are disturbing our own inherent stability.

You will notice a flow when traveling to a foreign country, especially when you attempt to drive in traffic to which you are not accustomed. Once you discern the way traffic “flows” and how drivers navigate and participate in that

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flow, you can enter it with much less hassle than if you take the wheel without first observing how things work. On your observation, it may seem like salmon trying to swim upstream against a current stronger than the salmon appears to have strength to overcome. But, then you discover order in the apparent chaos Next time you travel, or for that matter, are out for your normal activities, see if you can observe and ascertain what’s going on around you but in a different way than usual. That’s called situational awareness. You will find that things go better and easier for you once you tune into and blend with the flow of things. ACN

About the Author Bert Botta is an 18,000 hour ATP and CFII. After retiring from TWA as a check airman, he returned to fly for NetJets as a captain on Citations and Gulfstreams. Read More...

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FITNESS

The Anti-Oxi-Dance to Reduce Stress Reducing the Risk of Acute Infection and Chronic Disease

w r i t t e n B y: J o s h u a D i l s

ften, we see headlines regarding commercial aviation being one of the most stressful professions, listed next to firefighting and serving in the military. This includes environmental stress, physiological stress and psychological stress. Many factors attribute to these stresses such as disrupted or inconsistent circadian sleep cycles, long periods of sitting, exposure to radiation, high

30 | Aero Crew News

cognitive demand/multi-tasking, dehydration and lack of access to nutritious foods. This stress breaks down our immune system, increasing our likelihood of getting sick or just not operating to our required safest capacity. (Remember the IM SAFE checklist?) If you are reading this, the chances are good you are already heavily invested in a career in aviation and you probably wouldn’t have it any other way. Let’s face it – we love flying! While some of the stresses/threats to our health are fixed, such as poor scheduling and radiation, there are some variables we have in our control, including the food choices we make every day. Operating in a sedentary position and situated in a food wasteland increase our chances for obesity. Both higher levels of obesity and lower levels of fruit and BACK TO CONTENTS

vegetable consumption increase acute susceptibility to influenza and the common cold, in addition to increasing our chances for chronic illness such as heart disease, diabetes, and cancer. The common denominator is oxidative stress in the body. Our focus is the detrimental effects of the Standard American Diet (S.A.D.), which is high in refined sugars, saturated fats and cholesterol. This means most among flight crews are living in a constant state of “oxidative debt.” This means that every time we eat, we get a spike in oxidative stress with digestion from refined foods and meat products. This is coupled with the environmental, physiological, and psychological stresses induced from our work environment. So, what are some precautions we can take to navigate this stressful career flight path? A user friendly, successful approach is not to restrict your diet, or deprive yourself, but to modify what you already do! This means increasing antioxidant intake at every opportunity. Primarily, antioxidants come from plants and some plant foods are better than others, so let’s get creative. We might enjoy bananas at breakfast. Unfortunately, although a plant food, bananas are low in antioxidants. A simple exchange of bananas for berries, such as blueberries, strawberries or even grapes, will do the trick. A great option for packing these anti-stress powerhouses, is to purchase freeze-dried berries and include some raisins. These are easy to pack and pair wonderfully in

cereals or oatmeal. Other fruit options that stand up well to abuse and travel are apples, oranges, prunes and dates. If you plan to dine out, for an extra boost of protective antioxidants, try a squeeze of lemon on your meal and lemon water to wash it down. Most of us love chocolate, but fear not! Don’t stop eating chocolate, just exchange chocolate bars for pure cacao powder. Research shows pure chocolate dilates coronary arteries and reduces blood pressure for hours after consumption. Chocolate bars contain milk which negates this effect and the added refined sugar also impairs arterial function. So, a teaspoon to a tablespoon of cacao powder added to your breakfast cereal or oatmeal is a great way to benefit and make it taste great too. Ounce for ounce, herbs and spices are the highest concentrated source of antioxidants. While oregano is great, exchanging marjoram is even better. Other herbs like sage, basil, rosemary and thyme are great too. For spices, the dried Indian gooseberry (also known as amla) has one of the highest levels of antioxidant and is great paired with cinnamon and clove. These will crank up the restorative power of anything from breakfast to dessert, including over baked sweet potatoes for a healthy snack or side dish. Meanwhile, the b-glucan found in a couple teaspoons a day of nutritional yeast strengthens your immune. system when coupled with consistent exercise.

May 2018 | 31

Sprinkle this over most dishes for a healthy alternative for cheese flavor but without the calorie laden saturated fat and heart damaging cholesterol. For veggies, we may think that a typical side salad at lunch is the yin to the yang of a cheeseburger, but not so fast. Upgrade to a full salad and exchange the iceberg lettuce for dark greens with added red cabbage. Carrots are a good start, but adding some red beets is even better. Topping that salad with artichokes is the best. Ditch the French fries for a side of baked sweet potato with the above-mentioned spices for a home run. When you have a choice for grains, dump the white rice for brown rice and go for black rice if it’s available. If you are thinking of chickpeas, upgrade to black beans, kidney beans, or even pinto beans, soybeans or lentils. These carry much more antioxidants and are great alternatives to humus, which is often heavy with oil. Those in-between snacks have room for an antioxidant punch, too. Trade out potato chips for kale chips, and swap peanuts for a handful of walnuts, pecans or pistachios for the best bang for your calories. (Remember to check the ingredient lists for packaged nuts as most contain added oils and/or sugars, adding empty calories to an already calorie dense snack). As for your caffeinated beverages, coffee has been shown to have protective effects, but green tea mixed with a squeeze of lemon and ginger beats the black sludge every time.

32 | Aero Crew News

Some of us have a sweet tooth and in the evening, it can be a struggle to wind down without a treat. Try going for a walk to the nearest smoothie store that specializes in acai bowls for a tasty tradeoff from ice cream. Unfortunately, research shows there are no shortcuts. Taking antioxidant pills actually increases mortality and disrupts the body’s balance that is naturally accomplished through ingesting foods in their whole state. As always, consult your doctor for specifics if you are dealing with complicated health issues. Hopefully the above tips will provide you the necessary guidance to make healthier decisions when dining out during your travels. To take it a step further, pack your food in a cooler and download our free crew meal planning app, Fit Flyer. We have removed the guesswork and incorporated these food choices into our recipes. Plus, we have made sure they last the duration of a four-day trip. At every meal, you can stay clear of oxidative stress and nourish your body with delicious foods to maintain your flight medical — one satisfying bite at a time. ACN

About the Author Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More... BACK TO CONTENTS

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SAFETY MATTERS

Just Culture How a Compliance Philosophy is Rewriting Safety

W r i t t e n B y: S c o t t S t a h l

lot of the Safety Matters articles thus far have focused on various programs that enhance safety by collecting data, and using that data to develop policies and procedures to drive overall safety to a higher level. The one aspect of recent safety success, that has not yet been discussed here, is the human side of the equation. It is probably obvious to any reader that if an organization is geared toward harsh punishment for mistakes, then for fear of punishment, most reasoning people will simply not report issues or hazards they encounter. Since the single component most critical to the success of all of the safety programs is participation

34 | Aero Crew News

by employees or contractors of a company, then it goes without saying that if a program provides punishment or “enforcement” without consideration of circumstances, then those people will simply not participate at the level needed to maximize success. Most people who have been flying for a long time will be familiar with the concept of enforcement. Simply stated, if a pilot was caught not adhering to a regulation, policy, standard, etc., they were simply violated or failed by an examiner or enforcement agent (such as an FAA inspector) and a legal process was begun against that person. This is the old safety philosophy of “adherence is safety,” meaning that if a regulation is never broken, then an operation was automatically deemed “safe.” We know from what was learned from a variety of accidents that this philosophy simply was not as effective in preventing accidents as the various systems that we have already discussed in this column. Enforcement leads to a culture of non-reporting for fear of violation, revocation, or criminal charges against the individual reporting. We have probably all seen this in the form BACK TO CONTENTS

of “we will just say that we didn’t know it was broken,” or “we shouldn’t volunteer anything that isn’t asked.” As we discussed in the past article about the Aviation Safety Reporting System (ASRS), pilots simply did not trust the FAA with voluntary disclosure and the program failed miserably – until it was handed off to NASA as an independent third party that ensured that everything was de-identified and used only in the interest of safety data gathering rather than enforcement. As soon as the possible threat of enforcement was removed, data started to pour in. There was also an added protection that if the person filing the ASRS did not act to intentionally break a rule or undermine safety, they were allowed to use the ASRS as a means to avoid violation should the FAA find out who the person was. This enhanced participation further because not only did it allow pilots to voluntarily disclose their errors and mistakes, but it also provided a means of reasonable protection for doing so. This provides the basis of a just culture which is fundamental to all modern safety programs. In designing programs like ASAP, FOQA, MOQA, LOSA, SMS, etc., to focus solely on the safety aspect of the reports and provide protections for the reporting individual, we see higher rates of success and participation in comparison to programs that do not provide protection. In order to improve safety, even most modern programs that interface directly with the FAA, such as ASAP, have explicit and clear protections that are legally binding for those submitting the reports. It is with this understanding, and the data to support it, that in 2015, the FAA began to transition into a “compliance philosophy” and started moving away from a strict “enforcement” policy they had used in the past. It has been a controversial issue among certain hard-liners who still believe “adherence is safety” and that the new philosophy has no teeth for enforcement. This is patently false. The compliance philosophy simply shifts the focus from enforcement action to attempting to correct the root issue through retraining, relearning, discussion, and other techniques that seek to resolve the fundamental issue, as opposed to immediately punishing it. The data overwhelmingly support the notion that enforcement is not as effective as compliance in most cases. This is directly evidenced by the massive, exponential strides in safety that have occurred as more and more compliance-type programs have been implemented. However, make no mistake, there are still plenty of enforcement options available to the FAA should it be

found that any incident fell outside of the criteria and protections of a compliance program. In other words, a willful and intentional violation of a regulation will still likely be met with enforcement action as opposed to compliance action due to the nature of the violation. However, in the clear majority of cases, violations either occurred due to a loss of situational awareness, lack of understanding, normal human error, or some other factor that basically resulted in an “honest mistake.” It seeks to use the understanding that aviation is highly complex and highly challenging which can make the chance of a mistake more likely. With the new compliance philosophy, the FAA seeks to replace legal action with correction of underlying safety deficiencies using engagement, root cause analysis, transparency and information exchange between the FAA and the certificate holder. This is referred to as a Just Culture because it understands and acknowledges the inevitability of human error, the mistakes that result from human error, and the fact that in most cases, these mistake were not intentional. However, since even a basic and unintentional mistake can have grave safety consequences, the FAA must seek \ to resolve the issues as quickly, effectively and efficiently as possible. It should also be understood that in the event of compliance action, the certificate holder does not waive any of their fundamental legal rights in the process, since the over-riding focus is to solve a root safety issue without resorting to enforcement. Just as the compliance philosophy has been crucial to achieving safety improvements in all other aspects of the industry, I believe the FAA’s adoption of it has the opportunity to provide profound and far-reaching changes in safety that may not have otherwise been possible. In next month’s article, we will talk about the various factors that will pretty much exclude any action taken by a certificate holder from compliance, and into the realm of enforcement. ACN

About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Read More...

May 2018 | 35

SKY LAW

The Perils of Falsification

Your Logbook is Your Career W r i t t e n b y: S t e p h e n G l e n n

hen dinosaurs ruled the earth and I was training for my commercial ticket, I had an ancient and griz-zled instructor named Ernie. Ernie was a gruff, old-school pilot whose favorite training aid was a wellaimed slap to the back of his student’s head. We beat up the skies around Lancaster, California, in a surplus T-34A in the late 1980s as I prepared for my commercial pilot checkride.

A new student, the son of an airline pilot, began his private pilot training with the school and was as-signed to El Khoury despite his lack of a CFI certificate. They flew four training flights together. The student’s father became suspicious as to El Khoury’s qualifications and insisted on seeing his CFI cer-tificate. When none was produced, the father called the FAA.

I thought about Ernie the other day when I read an NTSB decision from August 2016; FAA v. El Khoury and Abbassi (NTSB, 8/2/2016). The case involved the investigation of a flight school in Van Nuys, California. Two pilots lost their certificates in the aftermath. Their case reminded me of a time when I had to make a decision in my own fledgling career. Defendant Abbassi was the Director of Flight Operations for the flight school. Defendant El Khoury was a commercial pilot training to become a CFI; in fact, he had already twice failed the CFI practical exam.

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In the subsequent investigation, the inspector found that El Khoury would instruct in training flights, and then endorse the student’s logbook using a rubber stamp of Abbassi’s signature, CFI number, and expiration date to sign the entries. The CFI expiration date on the stamp, however, was wrong, so at some point Abbassi himself went back and corrected the expiration dates - thus making it impossible for him to claim that he was ignorant of what El Khoury was doing. The relevant regulation is 14 C.F.R. 61.59: “Falsification, reproduction, or alteration of applications, certificates, logbooks, reports, or records.” In a nutshell, no person can make or cause to be made a fraudulent or intentionally false logbook entry, and violations can lead to suspension or revocation of an airman certificate, rating or authorization.

The NTSB uses a three-prong test to determine intentional falsification. The FAA must prove that the airman: (1) made a false representation; (2) in reference to a material fact; and (3) with knowledge of the falsity of the fact. (Hart v. McLucas, 535 F.2d 516, 519 [9th Cir. 1976]). The student had witnessed Khoury using Abbassi’s stamp, leaving very little doubt as to the facts of the case. Logbook entries indicating required dual

instruction are definitely material facts. The complete record can be found at https://www.ntsb.gov/ legal/alj/OnODocuments/Aviation/5785.pdf. Both pilots lost all their certificates via emergency order of the FAA, and that order was upheld on ap-peal to the NTSB. This leads me back to my story about old Ernie. When I was almost ready for my commercial ride I went to a flight school in Van Nuys to finish up and add on some multi-engine training. The CFI there inspected my logbook and discovered that Ernie had not signed one of my endorsements. I called Ernie at his home up in Tehachapi, and he said, “Aww, just sign my name to it.” I had a long think about it, and decided I didn’t want to start my commercial pilot career that way. That night I made the threehour round-trip drive to get Ernie’s real signature. You must always be scrupulously honest with any documents involving the FAA, your employer, your insurance company or any other entity involved in your flying career. We operate under a system of trust. Any degradation of that trust hurts all of us. Do the right thing - don’t falsify your logbook in any way. ACN

About the Author Stephen Glenn is an aviation attorney, a pilot, an accident investigator, and an aerospace engineer. Read More...

May 2018 | 37

FEATURE

The UPS Legacy: A father and son share their love for aviation and UPS

W r i t t e n b y : M e r e d i t h E d wa r d s P ho t o s b y: M e l ody Ho od & U P S

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May 2018 | 39

Captain John James and his son Johnmark. Photo by UPS.

he history of UPS air service stretches back to 1929, when the first packages moved by commercial passenger flights. That service lasted barely two years before succumbing to the weight of the Great Depression. It was not until 25 years later, in 1953, that United Parcel Service was able to continue parcel delivery through air routes, and its two-day, coast-to-coast service was designated Blue Label Air.

40 | Aero Crew News

The modern history of UPS Airlines, however, begins in the 1980s. With increasing public demand for quicker service, UPS entered the overnight air delivery business. By 1985, UPS Next Day Air service was available in all 50 states and Puerto Rico. In 1988, UPS won approval from the FAA to operate its own aircraft, launching UPS Airlines. It was the fastest startup in FAA history. Since then, the airline has continued to grow, with new aircraft and destinations around the world, and has created a tightly knit culture within its ranks, offering excellent benefits to employees and their families. Captain John James, and his son, Johnmark, are two pilots who have begun a family legacy with UPS. Captain

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James, a commercial passenger pilot in the early days of his career, has spent the last 28 years as a pilot for UPS, a place that is, in his words, “ … the best company anyone could work for.” Recently, his son, Johnmark, has followed in his footsteps, currently building his own aviation career with an internship with the company. Johnmark is an A300 fleet intern, working in a group that maintains training standards within the fleet.

•

Hold a current unrestricted ATP certificate with an Airplane category multi-engine class rating and an English proficiency endorsement

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Hold a current FAA First Class Medical Certificate

•

Hold a FCC Restricted Radiotelephone Operator Permit

As a pilot for UPS, there are several qualifications that must first be met, with a large hurdle being the minimum of 1500 flight hours before one is even eligible for consideration. Other basic requirements are:

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Hold a valid passport

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Have authorization to work in the United States

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Although the 1000 hours PIC time is not required, it is strongly preferred. We look for quality leadership in the cockpit and having the preferred PIC time assures us the applicant has what it takes to make the needed decisions on the flight deck.

Captain John James and his son Johnmark. Photo by UPS.

May 2018 | 41

UPS full motion simulator in Louisville, KY. Photo by Melody Hood.

Although it is not required to have a college degree, it is a preferred qualification and an applicant stands a much higher chance of being hired if he/she has a Bachelor’s degree (or higher) in any field. Background checks are performed on every applicant, and in the words of Captain James, “Being an upstanding citizen with a great attitude is one of the best qualities in a candidate for hire.” In 1990, when Captain James was looking for a new company for which to fly, many airlines, including UPS, were in a hiring boom. When offered a position between two different companies, Captain James chose to fly for UPS, a decision that has paid off in more ways than one. He describes his job lovingly, recounting fun memories over the years. “UPS is extremely diverse, and it’s so awesome to work for a company

42 | Aero Crew News

that encourages that. There are pilots with backgrounds in all sorts of flying, including freight, passenger flights, and even pilots who have flown the President of the United States on Air Force One. UPS is a unique, select group of individuals, and I feel honored to be a part of the team.” As a pilot, he is often away from home, as many of UPS’ routes are overnight and international, leading to jetlag and overlapping schedules. Still, Captain James says, being a pilot for UPS consists of many of the same hours as other large, commercial airlines. However, there are a few perks to being a cargo-only airline, including being able to skip the passenger terminal. Another unique aspect of UPS, says Captain James, is their emphasis on continuing to create diversity, including taking an active role in hiring female pilots. Currently, six percent of the pilots employed by UPS are women. UPS made history in 1988 when the airline hired Patrice Washington, a young, African-

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American woman engineer, who would go on to become a captain for UPS in 1994, the first black, female captain of a major U.S. airline. Jim Mayer, the public relations manager for UPS, spoke of the continuing effort to hire female pilots. “We are huge advocates for women in aviation and as more women gain the necessary experience, we look forward to receiving and hiring more female applicants in the future. It is currently a bit of a challenge because the pool of available women applicants is not as large as the one for men, but in this day and age, it is certainly a step in the right direction towards growing our company with people of all genders and races.” UPS is a proponent of encouraging women to apply for piloting careers, and recently, the airline awarded a $21,000 grant to a chapter of Women in Aviation International. This group gives scholarships and financial aid to women interested in

becoming pilots, as well as promoting opportunities and education to women who have a desire to earn their pilot license one day. UPS also promotes Wishes Delivered, a holiday campaign that promotes and donates to various causes. This past winter season, Taylor Peeff, a ten-year-old girl whose dream is to become a pilot one day, visited UPS and one of their captains on a very special day. After a ride in one of UPS’s flight simulators, Taylor had the opportunity to fly a small airplane for the first time, accompanied by one of UPS’s chief pilots. She bubbled over with excitement and joy as she surveyed the land from above, certain that becoming a pilot is her destiny. For every share any Wishes Delivered video received on social media, UPS awarded one dollar, up to $100,000, towards our 3 charity partners - Salvation Army, Boys & Girls Club of America, and Toys For Tots.

Future pilot Taylor Peef. Be sure to view her YouTube video at: https://www.youtube.com/watch?v=dlLrWrL2WI8. Photo by Melody Hood.

May 2018 | 43

Captain Mark Reisdorfer checks the aircraft before their flight. Photo by Melody Hood. Captain James and Johnmark both spoke of their love of aviation, and feel a special bond in being able to share such a career. Johnmark was inspired to join the aviation industry by his father. “When I was a child, my father instilled in me a great sense of character,” Johnmark says. “When I was hired as a fleet intern by UPS, I continued to see that same sense of integrity and character all across the board at UPS, and I am continually inspired to go after that same kind of lifestyle –to maintain the character of someone who is respected and looked up to.” As a child, Johnmark was entertained by his father’s stories of travel, and was intrigued by the uniform and the life of flying in the skies. “I used to try on my dad’s hats, to imagine I was going to work with my dad. I wasn’t able to do that as a kid, not like a lot of my friends, but I still felt special to be a part of such a great company in some small way.” Captain James remarks on this as well, recalling a time when he was a young father and wished to one day ride in the flight deck with his child. Recently, they both say, they were able to fly to Hawaii, with Captain James working the trip and Johnmark riding the flight deck jumpseat. “For Johnmark to be in the cockpit with me – he had no clue how excited I was to share that with him, because it was a dream I’d had for a while that I thought would never come true,” said Captain James. For new pilots seeking a career with UPS, both father and son give some advice. “It’s a very long process once you apply, and it takes a lot of dedication and patience,”

44 | Aero Crew News

Johnmark offers. They agree that a great attitude and a good work ethic will get an applicant further in line than otherwise, and one must be willing to adhere to the family culture of UPS in order to maintain a smooth career. Captain James reminisces about his 28 years flying for the company, and recounts one of his favorite memories. “I flew into Anchorage, Alaska, years ago, and I really love fishing. One day, on a layover in Anchorage, between trips, my first officer and I hopped in a rental car, drove to Homer, Alaska, and went halibut fishing. It’s an experience. The fish are so big, it’s like bringing up a barn door. He and I had so much fun on that trip, we had chartered a boat, had gone out on the water, fished, took in the beautiful nature surrounding us, and we looked at each other just like, ‘Wow, we are at work, and this is what we get to do?’ And it was such a wonderful feeling, and we packed up the fish, enough fish for a year! There are so many different stories of cultures, of people, of food and local traditions, and beautiful languages. I wake up every day and feel so lucky to be able to work here. I wouldn’t give it up for the world, and I’m so thankful that my family is continuing in my footsteps.” ACN

About the Author Meredith Edwards - Meredith Edwards is an eleven-year flight attendant with Southwest Airlines. Read More...

BACK TO CONTENTS

May 2018 | 45

FEATURE

Leading the Way into NextGen W r i t t e n b y : M i k e D av i s P h o t o s c o u r t e s y o f T h e N e x t g e n T e s t b e d a t E m b r y- R i d d l e A e r o n a u t i c a l U n i v e r s i t y a n d t h e FA A .

or the past few years, we have been hearing a great deal about “NextGen” from the DOT, FAA and the various industry groups. The Next Generation Air Transportation System (NextGen) is planned as a comprehensive overhaul of the United States National Airspace System (NAS). The FAA sponsored goals are to make our nation’s air transportation system safer, more secure, and increase dependability and reliability through an aggressive upgrade in the air traffic control infrastructure. As with

46 | Aero Crew News

most new technologies, execution of NextGen initiatives have been complex. As end users, pilots are anxious to see tangible results for the millions of dollars that have been invested. The FAA, in partnership with several major airlines, is working toward building a system which will guide and track air traffic more precisely, allow more efficient flight level planning, save fuel, and reduce noise and carbon pollution.

History of NextGen Early in 2010, US Airways (now American Airlines) signed an agreement with the FAA to take the lead in developing and demonstrating NextGen technologies within the fleet of Airbus A330 aircraft. Plans were BACK TO CONTENTS

implemented by US Airways Flight Technical Operations to upgrade 18 A330 aircraft with new CDTI (Cockpit Display of Traffic Information) displays, along with myriad avionics upgrades, which would allow the aircraft to begin conducting ADS-B (Automatic Dependent Surveillance – Broadcast) operations. More specifically, the ADS-B In applications utilize the CDTI and other technologies that provide pilots specific traffic information for the intended operation. At the time, some of the required technology was still in development. It was the job of engineers from the FAA, US Airways, Goodrich Corporation, ACSS and several others, to build a system from the ground floor that, when installed in the aircraft, could begin toward the goal of quantifying the NextGen advantages of ADS-B.

lock, and then follow another aircraft from enroute airspace through short final. You spacing and separation would be driven by onboard equipment with the pilot being able to select the distance (in minutes) behind the preceding aircraft. This is the future of NextGen.

What is ADS-B? Automatic - The signal from the aircraft GPS is broadcast automatically. Dependent - The position of the aircraft is dependent on an onboard aircraft GPS system. Surveillance– The system provides

Just imagine

a “radar-like” display for air traffic

Our flight is enroute from Europe to the United States. Due to a heavy takeoff weight, the aircraft will be limited to an initial North Atlantic track altitude of FL370. After arriving at cruise altitude, and on the track, the flight encounters moderate turbulence. An aircraft 15 nm ahead, on the same track, reports a smooth ride at FL390. At this point our flight is capable of FL390, but due to air traffic separation requirements (many times 60 nm), a higher altitude is not allowed, nor will it be allowed for the entire track, as long as our flight is 15 nm behind traffic.

Broadcast - It continuously

What if, with onboard equipment, we could guarantee that we will remain safely separated from traffic and could climb, even with same direction traffic 15 nm, 10 nm or closer? That is the future of NextGen with our ADS-B and the ITP (In Trail Procedures) program. On the other hand, what if you, as a flight crew member, could use your display and onboard equipment to target,

control. broadcasts aircraft position and other data to any aircraft, or ground Far different from radar, which works by bouncing radio waves from fixed ground antennas off of airborne targets and then displaying the targets on an air traffic screen, ADS-B uses conventional GPS technology along with a broadcast system aboard the aircraft. Unlike radar, ADS-B accuracy does not seriously degrade with range, atmospheric conditions, or target altitude; and update intervals do not depend on the rotational speed or reliability of mechanical antennas. With ADS-B, aircraft surveillance is possible anywhere on the globe, whether over the Atlantic Ocean or the North Pole. Air Traffic Controllers sitting at their scopes will be able to provide traffic services to aircraft anywhere on Earth. Most ATC radar antennas return a signal every 12 seconds. For an aircraft flying at 500 knots, this means

May 2018 | 47

that the aircraft will move 0.6 nm between returns. ADS-B returns information nearly instantaneously. In typical applications, the ADS-B capable aircraft uses an onboard aircraft GPS receiver to derive its precise position from the satellite system, then combines that position with several aircraft factors, such as speed, heading, altitude and flight identification (flight ID). This information is then simultaneously broadcast to other ADS-B capable aircraft and to ADS-B ground, or satellite communications transceivers which then relay the aircraft’s position and additional information to Air Traffic Control facilities in real time. The many limitations of present ATC radar systems will be eliminated.

The Ins and Outs of ADS-B ADS-B is actually two separate services: ADS-B In and ADS-B Out. ADS-B In pertains to aircraft that have the advanced avionics and EFB. ADS-B In aircraft will be capable of displaying other aircrafts’ information that includes altitude, identification and category. ADS-B Out broadcast their “own-ship” information. All of AA’s new delivery aircraft are ADS-B Out equipped, but only the A330 fleet will be ADS-B In capable, for the present.

Defining ADS-B As with most new technological challenging projects, the design teams developed not only new

48 | Aero Crew News

Operations, but a new mix of acronyms. AGD – ADS-B Guidance Display – is new instrumentation installed on the A330. This instrument displays relevant information from the CDTI (see below) on the forward field of view. CDTI – Cockpit Display of Traffic Information - provides the flight crew with a display of surrounding airborne and ground traffic relative to own–ship position. CAVS – CDTI Assisted Visual Separation – CAVS is an application that uses the CDTI to assist pilots in performing visual approaches. The application allows flight crews to follow a preceding aircraft in visual conditions, reducing required separation, and increasing situational awareness and safety. MERGING AND SPACING (M&S), also referred to as Interval Management (IM) and Flight Interval Management (FIM), M&S is an airborne spacing application that provides the flight deck a command speed to allow an aircraft merge into a common arrival stream and maintain time spacing with a specified lead aircraft from enroute to the terminal area final approach fix (FAF). ITP – In Trail Procedures - is designed to provide the flight crew with climb or descent information. In this application, pilots may determine whether a climb or descent can be safely accomplished outside radar contact and within the normal ATC spacing requirements. ITP

BACK TO CONTENTS

monitors all traffic around the own-ship aircraft and will give guidance as to when a climb or descent can be accomplished. TTF – Traffic to Follow – lead aircraft in a merging and spacing scenario. SAMM – Surface Area Movement Management – SAMM function is designed to give the flight crew information relating to own-ship’s position on the airport surface as well as the position of all ADS–B equipped aircraft and vehicles. The SAMM display can supplement (but not replace) the pilot’s out-the-window scan during taxi, takeoff and approach to landing.

Milestones in NextGen On May 17, 2012, with the FAA, their contractors, and pilot union representatives, US Airways conducted the first combined test of FIM, ITP, CAVS, and a thorough review of SAMM. A newly equipped Airbus A330 was used in the test and an Airbus A321 served as the traffic to follow. This test flight was part of the requirements from the NextGen initiative from the FAA. The highly successful

test was followed by another shorter test flight where the FAA certified the new ADS-B avionics. With the introduction of Electronic Flight Bag (iPad) advances in avionics have been incredible over the last few years. The initial installations of the CDTI were large, slow, and cumbersome. Now, the same displays are possible on iPad type displays.``As equipage increases and the FAA proves the concepts, look for monumental leaps in aircraft capabilities. With ADS-B, the limitations of radar will be a thing of the past. Controllers will have full aircraft data on aircraft over the North Atlantic, over the North Pole, actually anywhere the aircraft has access to satellite coverage. This is the future of Next Gen. ACN

About the Author Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...

May 2018 | 49

THE GRID

Mainline Airlines

he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airlineâ&#x20AC;&#x2122;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 itâ&#x20AC;&#x2122;s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!

Highlighted blocks indicate best in class. American Airlines (American)

Blue blocks indicate recent updates Airline name and ATC call sign

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

Aircraft Types

FO Top Out Pay (Hourly)

Group I

$104.93

Group II

$160.28

Group II

$170.27

Group IV

$200.20

Group V

$210.20

MMG

Base Pay

Top CA pay

Base Pay

$90,659.52

$153.65

$132,754

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

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

$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

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

HRxMMGx12

Alaska Airlines (Alaska)

401(K) Matching (%)

401(K) DC

> 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

28.D

15%

B717

4.B.1.b*

26.C.2

$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

+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)

50 | Aero Crew News

JetBlue Airways (JetBlue)

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

7 75

HRxMMGx12

$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

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 2018-2033

Union

EFBs

Legacy Airlines AA May/1999 AA

Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company

US West Sep/1998 Oct/2015

14,738

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

2012

1,897

11.D.5.b

5.A.1

Dec/2017

February 2014

13,003

Feb/2016

Apr/2016

10,538

APA

iPad

Bases

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

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

Aircraft Types

Allegiant Air (Allegiant)

5.E.1

5.B

921

ALPA

iPad Air

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

9,436

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st. UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

A319, A320, A321

A321, A320, A319, E190

MMG

Single Occupancy, Paid for by company

$2.00

3.P

6.A

MMG

B737

A319, A320, A321

Virgin America (Redwood)

Dec/2017

ALPA

iPad

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

B737NG

A319, A320

Aircraft Types

3.Z

Dec/2017

See Note*

$1.90

November 2014

1180

180

Dec/2017

See Note*

$2.00

E:11/2013 A:12/2013

3,582

840

Dec/2017

Feb/2015

August 2006

9,074

3,374

4.T.3

Dec/2017

$2.25

March 2015

1,821

5.A.1

5.B.1

Dec/2017

Dec/2017 289 Aug/2016

Add A, Pg24

4.T.1

MMG

None

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

3.B

5.B.1

5.3

$2,500 per month

None

$2.00

2012

820

10.J.1

3.B.e

10.I.1

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

2 Digit Code

IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended

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

Sun Country Airlines (Sun Country)

Oct/2015

8,786

873

Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.K.6

Spirit Airlines (Spirit Wings)

11,240

November 2017

Single $2,500 per Occupancy, Paid month for by company Add A, Pg24

Southwest Airlines (Southwest)

2006

Union

EFBs

Major Airlines B757, MD-80, A319, A3220

*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16

Contract 2015, as amended

Dec/2017

9.G.1 United Airlines (United)

Notes

Alaska bought Virgin America

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

IBT

iPad

FAPA

ALPA

SWAPA

Bases

AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO

Yes

iPad

Notes

*2018 to 2028

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

ALPA

Contract 2018, as amended

157

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Union

EFBs

Bases

IBT

iPad

JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

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

11.A.7

$2.40

Dec/2011

5.A.3

June/2017

1,486

May 2018 | 51

Airlines (Sun Country)

B737NG

THE GRID

Virgin America (Redwood)

A319, A320

Aircraft Types

MMG

None

3.B

5.B.1

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

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

289

5.3

Aug/2016

ALPA

General Information $2.00

2012

820

3.B.e

10.I.1

Dec/2017

Hotel during new hire training

Per Diem

157

ALPA

iPad

MSP

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

Union

EFBs

Bases

IBT

iPad

JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

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

ABX Air (ABEX)

B-767

$2.40

Dec/2011

5.A.3

June/2017

11.A.7

1,486

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

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

IBT

20.E.1 FedEx Express (FedEx)

Kalitta Air (Connie)

B777, B767, B757, MD11, DC10, A300

B747

$4,000 / mo until activation date*

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

3.A

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

Sept 2015

281

6.A

Dec/2017

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

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

ALPA

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

2,298

65,741

38,854

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

2,251

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

Union

EFBs

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Pay Protection

10/12 or 13*

Yes

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

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*

488

430

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

100%*

100% or 150%**

15.G

15.E.1

2.QQ

17.I.1

24.O.2

12.A.1.a

559

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

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

None

12 or 11* 12 or 10*

Yes

FAA 117

14 hours or FAA 117

195

177

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

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

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

50%*

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, 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

None

*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended

None

$20/ month

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

Headset Reimbursement

Major Airlines

14.C 3.F 52 | Aero Crew News

Frontier Airlines (Frontier)

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Number of pages in Contract

Legacy Airlines FAA 117 w/ exceptions

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Max Scheduled Duty

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

BACK TO CONTENTS

None

*Unschedule DH pay s 100%

10, max 12*

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)

5-F-1-a Pay Protection

12 or 11* 12 or 10*

Yes

14.C

3.F

Max Scheduled Duty

FAA 117

14 hours or FAA 117

Yes

5.J.7

4.I, 5.P.2

5.J.4

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12/15*

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.3.a.2

7.B.1

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

Contractual Work Rules

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

5.E.1

None

195

177

235

241

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.H

3.E, 3.L, 3.W

6.4

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%

$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% or 200%****

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

8.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

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

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

5**

4.I.2

3.5

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

14 Hours for 2 None above Pilots, 16 Hours for 3 or minimum guarantee 22 Hours for 4 or more

332

None

1/4.95

1/2.85 Biz Class or better* or $300 comp

Headset Reimbursement

Supplied in AC

8.D, 8.A.3

30.A.2

13 in 30 14 in 31

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

100%

Provided by the company

13.D.4

18.C

19.K

19.E

14.96 or 18.75*

Yes

25.D.1

4.F

13 or 14*

Yes

Kalitta Air

2, pg 13

19.M.4 466

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

127

18.B.5

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

4.5

410

Number of pages in Contract

*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.

None

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

None

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

None

Supplied in AC

None

Headset Reimbursement

None

*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company. Contract 2018, as ammended *11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014

Notes

*Biz class only on international DH or when duty day exceeds 16 hours with DH.

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

15.A

6, 4.75**

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $200 / 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%

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

Notes

2.A.1, 2

12.C

280

THE GRID

Contract 2016, as amended

$200 / year

15 Hours May be extended to 16 hours

ABX Air

*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

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

508

4.C.2

Major Airlines

Atlas Air

FedEx Express (FedEx)

rig or trip rig. 4.C.1.a

*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended

None

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

*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 2018 | 53

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I*

$116.38

Group II*

$179.48

Group III*

$188.85

Group IV*

$220.65

MMG

FO Base Pay

Top CA pay

CA Base Pay

$100,552.32

$170.42

$147,243

$155,070.72

$262.77

$227,033

$163,166.40

$276.50

$238,896

15.D.1.b

$279,107 HRxMMGx12

9.B.1.a

$251.00

$225,900

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

5.5 H/M Max 1000

7.A.1

14.B

$151,812

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

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

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$208.59

$175,216

$305.39

$256,528

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

A350*

United Airlines (United)

B747, B777 B787 B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700

Aircraft Types

$167.89 $161.02

A319, A320, A321*

A320 family E190

Sun Country Airlines

14.D.1

Percentage of health care Notes employee pays

6.B.1

*Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information. Contract 2015, as amended

None

15%

20%

Contract 2013, as amended

28.D

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

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

15%

22%

26.C.2

25.B.2

15%

20%

Contract 2010, as amended

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.

$235.76

$198,038

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

$145.17

$121,943

$216.42

$181,793

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

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$100.01

$148.71

$90,009

$166.68

$150,012

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

HRxMMGx12

4.3

HRxMMGx12

8.B

$124,916

$218.66

$183,674

B737

A319 A320 A321

$133.82

$112,409

$196.83

$165,337

B737NG

HRxMMGx12

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

12.A.1, 2 & 3

$135,257

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

4 H/M Max 600

5% at 200%*

None

10.A

4.C

5.A

After 3 years 2.2% 1 Day / Month 5% 1:2 up to 6% at 9 Max 120 Days Disclaimer: Gray blocks years contain

acquired. Data 15.B.2 &3 16.B.2

Contract 2012 as amended

Percentage of health care Notes employee pays

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

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

Contract 2016, as amended *A321 coming end of 2015

contract sections or date

with 16.4 contract sections may be abbreviated and/

*70 line holder, 75 reserve; **Hours is 0-5 = 108 Hrs or inaccurate, please consult the most current contract section based on PTO per year. Reference 6-10 = 126 Hrs Based on PTO contract for more information 5% 1:1 5% + 3% None Specified 11-15 = 144 Hrs for specific contractual language. Data that do not have a accrual 16-20 = 162 Hrs 21+ = 180 Hrs

contract section reference number, were obtained online in

3.C*

HRxMMGx12

$157.36

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

3.J**

3.J

11.B.2

5 H/M* 700 Hrs Max 14.A.1

3.E

3.F.i

Agreement 2013, Currently in

negotiations some form and may be inaccurate. While trying to provide the *85/87/89 TFP based on days in bid

1-5 = 14 Days period, **Trip for Pay (TFP) is the unit 1 TFP / 10 up-to-date information, not all sources most can be verified at 5-10 = 21 Days of compensation received. 9.7% 1:1 TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days this time. If you notice a discrepancy and/or have a correction

$157.54

$136,115

$237.50

$205,200

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

$112.93

$94,861

$168.55

$141,582

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

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

54 | Aero Crew News Virgin America

7.B.1.a

HRxMMGx12

Spirit Airlines (Spirit Wings)

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

4.3

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

$323.04 15.D.1.b

$168.68

EMB-190, CRJ-900

5 H/M** Max 60***

$190,641.60

B737, A319 A320

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

12.B.1 please

4 H/M

14.A

Contract 2016, as amended 19.B.2 Craig.Pieper@AeroCrewSolutions.com. email

11%**

*New hires start with 33 hours of sick $34 to $754 time and accrue 3 H/M unitl 12 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan

28.C

27.B

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

28.B.2

27.A.2

Contract 2018, as amended

BACK TO CONTENTS *Reserves have a MMG of 75,

B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700

Aircraft Types

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$161.02

$135,257

$206,472

$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

A319, A320, A321*

A320 family E190

Sun Country Airlines

Virgin America (Red Wood)

B737

A319 A320 A321

B737NG

A320

Aircraft Types

5% at 200%*

10.A

$121,943

$216.42

$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

$148.71

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$133.82

22-A

24-B-5

401(K) DC

THE GRID

$112,409

$196.83

$165,337 HRxMMGx12

None

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

5% 1:1

5% + 3%

None Specified

3.E

3.F.i

9.7% 1:1

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

HRxMMGx12

3.J**

3.J

$157.36

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

12.B.1

19.B.2

5 H/M* 700 Hrs Max

14.A.1

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

$157.54

$136,115

$237.50

$205,200

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

4 H/M

$112.93

$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

$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

125% of 6% contributed

11%**

28.C

27.B

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

28.B.2

27.A.2

401(K) Matching (%)

401(K) DC

Appendx 27-A

3.A.1

3.B.1**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

$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

10.A

9.A

ABX Air B-767

$153.03

$124,872.48

19.D.1

HRxMMGx12

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

4.A.1***

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

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo. Pilot + Family: $230 / mo

7.B

14.B.7.C

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 B747

B757, B767, A300, B747, MD-11

Aircraft Types

$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

$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

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

401(K) Matching (%)

None

*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%

*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.

Contract 2006 as amended

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

$168.70

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

Contract 2018, as amended

Percentage of health care Notes employee pays

28.A.1

$158,710

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.

Rule book 2014

Health 14-25% Dental 20-30%

$213.32

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

*New hires start with 33 hours of sick $34 to $754 time and accrue 3 H/M unitl 12 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan

10%****

$111,102

Contract 2016, as amended

>5 = 14 days <6 = 21 days

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

*A321 coming end of 2015

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

$149.33

Contract 2012 as amended

Percentage of health care Notes employee pays

Cargo Airlines

B747 B767*

UPS (UPS)

20%

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

3.C*

Atlas Air

FedEx Express (FedEx)

4 H/M Max 600

Spirit Airlines (Spirit Wings)

401(K) Matching (%)

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)

Additional Compensation Details

$167.89

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

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.

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 2018 | 55

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

BWI DCA

ACY

MYR

CLT ATL

DFW

DAL VPS IAH

ANC

PIT

LGA JFK

AVL

MEM IWA

EWR PHL

IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

56 | 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

Allegiant Air

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

Alaska Airlines

AVL

Asheville, NC

United Airlines

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

Virgin America

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

FedEx Express

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

LGA

New York City, NY

American Airlines

BOS

Boston, MA

Spirit Airlines

Delta Air Lines

PHX

Phoenix, AZ

American Airlines

GUM Guam

United Airlines

American Airlines

JetBlue Airways

United Airlines

LGB

Long Beach, CA

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

JetBlue Airways

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

MCO Orlando, FL

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

JetBlue Airways

PIT

Pittsburgh, PA

FedEx Express

Hawaiian Airlines

Southwest Airlines

Allegiant Air

CLE

Cleveland, OH

Allegiant Air

Frontier Airlines

SDF

Louisville, KY

United Airlines

HOU

Houston, TX

MDW Chicago, IL

UPS

CLT

Charlotte, NC

Southwest Airlines

SEA

Seattle, WA

American Airlines

IAD

Washington, DC

MEM Memphis, TN

Alaska Airlines

CVG

Cincinnati, OH

United Airlines

FedEx Express

Delta Air Lines

Allegiant Air

IAH

Houston, TX

MIA

Miami, FL

SFB

Orlando, FL

Delta Air Lines

United Airlines

American Airlines

Allegiant Air

DAL

Dallas, TX

IND

Indianapolis, IN

UPS

SFO

San Francisco, CA

Southwest Airlines

FedEx Express

MSP

Minneapolis, MN

United Airlines

Virgin America

IWA

Phoenix, AZ

Delta Air Lines

Virgin America

DCA

Washington, DC

Allegiant Air

Sun Country

SLC

Salt Lake City, UT

American Airlines

JFK

New York City, NY

MYR

Myrtle Beach, SC

Delta Air Lines

DEN

Denver, CO

American Airlines

Allegiant Air

STL

St. Louis, MO

United Airlines

Delta Air Lines

OAK

Oakland, CA

American Airlines

Frontier Airlines

JetBlue Airways

Allegiant Air

VPS

Fort Walton, FL

Southwest Airlines

Virgin America

Southwest Airlines

Allegiant Air

DFW

Dallas, TX

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

May 2018 | 57

THE GRID

Regional Airlines

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

Aircraft Types

Highlighted blocks indicate best in class. Blue blocks indicate recent updates Airline name and ATC call sign

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

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

Base Pay

$45.26

60-76 Seat A/C****

$49.98

3.A.1

$40,734

$98.18

$88,362

$44,982

$107.83

$97,047

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

$46.44

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

75 $48.48

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

$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

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

$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)

58 | Aero Crew News

Air Wisconsin (Wisconsin)

$43.29 3.A.1

4.A

$38,961

$106.67

$96,003

>14 = 28 days

HRxMMGx12

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

$93.76

$85,509

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

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

2%*

None

3.A

HRxMMGx12

24.B

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

CRJ-200*

>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.

3-1

$39.78

CRJ-700* EMB-175

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

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

Abbreviations and Definitions:

(Envoy)

Base Pay

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

$34,620

3.A

4.A.1

HRxMMGx12

$49.24

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

8.A

3.75 H/M Max 375

32 (35

10+ = 3.5%

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

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

Sign on Bonus

Pay During Training

$7,500 w/ $300 / week ERJ type*, & $1,400 per Paid for by $1,000 diem to company; single Referral, occupancy checkride, $10,000 then MMG Ret.** Online

ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

$7,500 w/ CRJ type*, $1,000 Referral, $10,000 Ret.**** Online

SkyWest Airlines (Skywest)

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

$7,500* Referral up to $4,000

Republic Airway (Republic) EMB-170 EMB-175

Hotel during new hire training

$10,000* $12,500**

Feb/15

Paid for by $300 / week company; single occupancy

3.C.1

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

$1.85/hr

Sept 2011

4.C.2

Dec/2017

$1.85/hr

June 2007**

5.A.1

Sep/2017

United

Delta***, American

4,550

3008.19.A

3015.6.A.1

3009.1.A

Dec/2017

4.B.1

April 2014

2,061

Dec/2017

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

Sept 2017

2,173

Dec/2017

Online

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$10,000*

Single MMG, but no Occupancy paid per diem by company

Bases

United, American, Alaska, Delta

ATL, DFW, DTW, LGA***

Surface 3 LTE

None

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

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

*No Part 121 Experience, **Part 121 CMH, DCA, IND, Experience; ***International per diem LGA, MCI, MIA, only applies when block in to block ORD, PHL, PIT, out is greater than 90 mins. EWR Contract 2015

American

ALPA

iPad Air 2

*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects DFW, ORD, LGA less than 3 years for new hires to upgrade and 6 years to flow to American Airlines. Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

$16,520, $5,000*, $1000**, $20,000***

$1.80/hr

October 2017

1,905

5.D.1

Dec/2017

$1.75/hr

November 2016

1,582

5.A.1

Dec/2017

Paid for by company; single occupancy

$1.60/hr

March 2017

1,220

5.B.1

5.A.2

Dec/2017

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

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

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

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Dec/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

$17,500 Signing $1,500 Referal Bonus

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

October 2015

659

3.H, 5.B

5.B.3

5.B.1

Dec/2017

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

$1.60/hr

December 2017

600

Dec/2017

2 Digit Code

Paid for by $1.75/hr dom Jan, 2014 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

534

Union

EFBs

Bases

Delta

ALPA

iPad 2**

JFK, DTW, MSP, LGA, ATL

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

American

ALPA

iPad

United, American

ALPA

iPad***

LOA 16

5.D.4

5.A.3

$1.70/hr

350

5.D.1

Dec/2017

Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they CLT, DCA, CVG meet the minimum qualifications DAY, TYS, PHL otherwise once they reach 1,000 ORF hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years). Contract 2013 as amended PHX, DFW, IAD, IAH

*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended

American United

Alaska

ALPA

iPad

ORD, IAD, MKE

*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program

Contract 2003, Pilot data from 10/6/2014 seniority list. *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

January 2017

Notes

Contract 2013 as amended

Union

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

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, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;

ALPA

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; **$10,000 Surface 3 LTE CLE retention bonus at the end of 2018

Dec/2017

February 2017

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

ALPA

EFBs

2,530

$1.95 Eff. 7/1/2017

3.F.1 Mesa Airlines (Air Shuttle)

Union

Over 2,000 Pilots

65 Hours

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

Most Number of Do Business Pilots For: Junior CA hired

Paid for by company; dual occupancy, Company will pay 50% for single room

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

Per Diem

THE GRID

American

ALPA

PHL, MDT, ROA, SBY

Notes

May 2018 | 59

*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended

EMB-175

GoJet Airlines (Lindbergh)

THE GRID

CRJ-700 CRJ-900*

$1,500 Referal Bonus $12,000** $5,000***

Aircraft Types

2 Digit Code

Diem*

double occupancy

3.H, 5.B

5.B.3

$1.65/hr**

2015

659

5.B.1

Dec/2017

600

Dec/2017

American

ALPA

iPad

MSP, LAX, SEA Contract 2014 as amended

Dec/2017

General Information

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

$1.60/hr

December 2017

Jan/2017

5.B.3

6.C

5.O

Dec/2017

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

United, Delta

Most Number of Do Business Junior CA Pilots For: hired

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

IBT

Union

Contract 2016 as amended EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

LOA 16

Trans States Airlines (Waterski)

ERJ-145

5.D.4

$30,000*

5.A.3

$35.81 @ Paid for by 75 hrs or 4 company; Single hours per occupancy day 3.C.1

Cape Air (Kap)

5.A.1

ATR-42 C402 BN2

None

Saab 340b

$12,000*

Paid for by MMG & Per company; single Diem occupancy

Ameriflight, LLC (AMFlight)

None

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

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

CommutAir (CommutAir)

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

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

Seaborne Airlines (Seaborne)

DH-8-300 S340

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

5.D.1

Dec/2017

$1.90/hr

June 2016

600

5.C.1

Dec/2017

Jun/2016

6.E.5.A

Up to $15,000*

MMG

Paid for by company; single occupancy

Online

3.G

5.A.8

100

6.G.1

Dec/2016

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

Immediate

185

Oct/2015

$1.80/hr

Apr/2017

291

5.B.3

Dec/2017

$50/day

2012

120

American

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

IBT

Self**

IBT

*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

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

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

HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended

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

FLL, TPA, MCO, IAD

Contract 2011 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

None

iPad

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

United

ALPA

None

EWR, IAD, BTV**

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

None

*$1,100/Mo. Base Salary

ANC, BOS

Need contract

Oct/2014

C208, C207, PA31, B1900 DH-8

Island Air (Moku)

350

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

3.K.A

Silver Airways (Silverwings)

$1.70/hr

January 2017

Q-400

$30/dom, $50/int $15,000 for all pilots in 2017, $5,000 referral

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

Pay During Training

Hotel during new hire training

$12,000

Total Pilots Aircraft Types

2 Digit Code

Sign on Bonus

January 2013

SJU, STX Need contract

Oct/2014 $40.00 per over night

March 2015**

Jun/2017 None, On a RON, July company will 2017 reimburse w/ receipt 4.J.1 Nov/2017

Per Diem

215

Ravn Alaska

None

Codeshare with UAL

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

Jun/2017 70

Codeshare for United, Hawaiian and Go; *Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro

HNL

Contract 2016 as amended

Nov/2017

20,604

Most Number of Do Business Junior CA Pilots For: hired

Union

EFBs

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

Pay Protection

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots

Headset Reimbursement

None

100%

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

Yes*

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

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

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**

217

23.E.1

3.E & F

23.C.1

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

3.E.1 & 2

Min Days off

Pay

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Provided by company****

500 - 2,000 Pilots 25 Hours

New hires pay

Contract 2004 as amended, Currently in negotiations

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

*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 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year

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

2 hr 15 hours DPM***; min per 4 3.75 on day trip day off

12/12 or 11 for reserve in 30 day month

(Line/Reserve) 60 | Aero Crew NewsProtection Endeavor Air

Max Scheduled Duty

*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 (Endeavor)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

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

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

Yes

501

3.R.4

3.N.1

12.H.1

3.H.1

Yes*

13 , 14.5 on CDO

195

3.5**

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

4.D

3.L

3.J

17.B.2.A

None

Yes*

FAA Part 117

187

12.B

3.G

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Peninsula Airways (Penisula)

None

150% 200%**

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

None

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

$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

None

62.5%

100% or 200%**

6.A

3.H.9

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.C.1.c

50%***

25****

100%

150% or 200*****

5.C.2.a

Yes

FAA Part 117

239

4**

7.A.4.a

5.B.3

7.A.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

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

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

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

185

4 per day*

3.G.4.a

LOA 12

3.G.3.a

None

75% air; 50% ground

8.B.5, 8,C,3

25.G

26.Y.4

$25 / month

None

Yes*

246

4**

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 2017 as ammended

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

*With restrictions, report before Noon, finish after 5pm, **At company discreation, 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

Yes

170

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

Yes*

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

100%

None

12/11

Yes

131

3.75

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

*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

5 on 2 off

Seaborne Airlines (Seaborne)

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

FAA Part 117

2.4

30%

100%

New Hire Paid by Company then $80 per year

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

Yes***

FAA Part 117

123

3.8

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

Island Air (Moku)

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

100%

None

13*

Notes

None

See Trip Rig

THE GRID

Contract 2003 as amended

None

Company pays half of hat, topcoat, jacket, two pairs of pants.

3 hours or See Trip Duty Rig Rig

Contract 2015

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

500 - 2,000 Pilots

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

Silver Airways (Silverwings)

25 Hours 5 Day Trip

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

*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 2018 | 61

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

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

3.A

CRJ-200

$48.10

CRJ-700

$50.99

EMB-175

$51.17

CRJ-900

$51.94

3027.2

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

$50.42

Mesa Airlines (Air Shuttle)

3-1

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

4.A

3.K.1

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%

HRxMMGx12

3.A

HRxMMGx12

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

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

$120.11

3-1 $89.12

$35,802

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$65.74

CRJ-900

$67.09

EMB-175

7.A

$98,397

3008.5.A.3* HRxMMGx12

8.A.1

$109.33

$39.78

HRxMMGx12 $80,208

7.A.1

14.A.1

27.A.1*

1-4 yrs, 4% 5-9 yrs, 6% 10 yrs, 10%

None

30%

27.A.1

28.A.3

None

3.A.1

CRJ-200

$41.78

4.A

$43.29

None

3.A.1

4.A

8.A.1

14.K

<1yr = <7 dys*** 1-2yrs = 7 dys >2yrs = 14 dys >7yrs = 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

HRxMMGx12

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

$59,166

$117.70

$105,930

3.5 H/M

$60,381

$122.20

$109,980

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

100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

27.A.2

$37,602

$98.37

$88,533

$106.67

$96,003

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%

$38,961

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

C700/E170

3.A.1

HRxMMGx12 $84,433

$99.65

$90,881

$105.08

$95,833

$52.00

$47,424

$108.00

$98,496

3.A

4.A.1*

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.98

$44,982

$109.29

$98,361

3.A.1

4.A

HRxMMGx12

3.A.1

None

28.A.3.b

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

7.A

14.A

28.C**

28.C

27.B.4

0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M

50% Match: 0-9 = 6% 10+ = 10%

None

Based on rates set by company and insurance provider

7.A

8.A

24.B

HRxMMGx12

7.B.2 < 5 = 14 days > 5 = 28 days

24.A

3.75 H/M Max 375

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

25%

14.A.1

28.B**

28.A

27.D.2.a

None

Company Discretion

Q-400 ERJ-175

$49.43

80.5

$41,383

$119.19

$99,786

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

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

3 H/M

E-170, E-175

$45.80

$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

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

$39,897

$111.24

$98,781

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

13.A.1

Under 500 Pilots > 1 = 5 days*** < 1= 5 days

50% Match: <4 = 6%

Contract 2003 as amended

Percentage of health care Notes employee pays

< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days

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

Contract 2015

*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*

$92.58

*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.

35% for TPO Traditional PPO Plan

HRxMMGx12

Contract 2007 as amended, Currently in negotiations

*Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan

$84,510

C200/E145

Contract 2004 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015

$93.90

CRJ-700 CRJ-900

38%

<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.

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

500-2,000 Pilots

62 | Aero Crew News Piedmont Airlines (Piedmont)

LOA 9

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

$43,632

C900-C

Horizon Air (Horizon Air)

25%

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

$91,620

EMB-145

C900/E175

Air Wisconsin (Wisconsin)

401(K) DC

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

$101.80

PSA Airlines (Bluestreak)

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

EMB-170 EMB-175

Endeavor Air (Endeavor)

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

Contract 2013 as amended

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

Contract 2013 as amended

Contract 2017 as amended

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

*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; 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

*50% match based on YOS, **See chart at referenced contract section;

(Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

E-170, E-175

$45.80

3.D

4.A.1

CRJ-700

$44.33

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

$41,220

$111.24

$100,116

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

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

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

None

Additional Compensation Details 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%

$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

*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%

$36,297

$89.98

$80,982

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

ERJ-145

$45.67

$41,103

$106.07

$95,463

3.C.1*

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.B.1

None

$198 per month

$26,458

Per week*

HRxMMGx52

$30.02

THE GRID

Percentage of health care Notes employee pays

$40.33

$12.72

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

service for vacation accural, converted to years for comparison, first year is prorated;

Saab 340b

$39.03

$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

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

30.0%

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

27.C

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

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

Seaborne Airlines DHC-6-300 (Seaborne) S340

$44.00 $40.00

Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)

B1900, DH-8

HRxMMGx12 $64.00

$37,440

*Based on profitability

Yes*

Need contract

HRxMMGx12 $117.00

HRxMMGx12

$84,240

2.9 Hours Per Week

2 Days Per Year

None

$450-$500 / Mo. $750-$800 / Mo. Need contract

HRxMMGx12

Q-400

$61.88

$59,405

$123.60

$118,656

< 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%

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

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

*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 2018 | 63

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP MKE

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

BUF DTW CLE

LAN

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ ACK ALB ANC

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

64 | Aero Crew News

ATL AUG BFI BIL

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

BOI BOS BQN BUF

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

STT STX

BUR CGI CLE CLT CMH

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

THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air

IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air

MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air

ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN

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

Fort Leonard Wood, MO

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

May 2018 | 65

THE GRID

Mainline Flight Attendants General Information Aircraft Types

American Airlines (American)

2 Digit Code

Pay During Training

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

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

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

10-15

Incentive Pay

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

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

$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

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

66 | 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

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

None

Dual Occupancy Paid for by company

None

$1.60

5.E PSA Airlines (Bluestreak)

6.C Total

CRJ-200 CRJ-700 CRJ-900

None

Yes

1.80 / hour effective 11-116

Yes

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

4.S

4.Q

7.A.2

LOA

4.V

Holiday Pay 150%

100%

Initial paid by FA $200 Per Year

5.O

6.A

5.D.1

5.L

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

Yes for cancellations

$14

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

$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

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

$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

+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

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

EMB145XR, EMB-145, EMB-135

Number of Flight Attendants

Downtown Hotel

Yes

MMG

Number of FAs

Incentive Pay

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 2018 | 67

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