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M ay 2019
Ju m p t o e ach sec t ion Bel ow by c l ic k i ng on t h e t i t l e or p ho t o.
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Also Featuring: Letter from the Publisher
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Aviator Bulletins
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Latino Pilots Association
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Legacy, Major, Cargo & International Airlines
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May 2019 | 5
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCO M I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
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- Trista Higgins, ORD First Officer
Apply today at www.airwis.com/pilots
Questions? Email: PilotRecruiting@airwis.com
Operating as
Dear readers, Sometimes I have to be reminded to step out of my aviation world (flying and this magazine) to live – spending time with loved ones and friends. Recently, I was given such a reminder when I learned that our contributing author, Marc Himelhoch (of the column Cockpit to Cockpit), had lost his wife. Everyone at Aero Crew News and Aero Crew Solutions sends deepest sympathies to him and his family. I had the sincere pleasure of meeting his wife several times at Women in Aviation, International conferences. She had a warm heart, a glowing personality and she gave a lot to her community through her civic involvement. She will be missed by many. I dedicate the May 2019 issue in fond remembrance of Missy Shorey. Missy’s passing serves as a reminder that life is a tenuous balance of work and doing things you enjoy with those you love. “Spring has sprung” and as always, I debate which season I love more; spring or fall. The warm-up of spring is always a welcome feeling after a long cold winter. In contrast, the cool nights of early fall are equally welcome after a grueling, hot summer. I guess my favorite season is whichever is current. I love to live my life in the “now” knowing that there will be change coming. Lately, I find myself working on my golf game, which needs more work than I could possibly give. I also like to make time to get my kayak into the water. The negative side of spring is the inevitability of thunderstorms. Yesterday would have been a great day for kayaking, but today, not so much. Hopefully next week, I can get back in the water. Fly safe,
Craig D. Pieper Craig D. Pieper
About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a First Officer for a major airline with a type rating in the Boeing 737 & Embraer 145 and has logged over 8,000 hours of flying time since his introductory flight on November 14th, 1992.
April 2019 Last month..... We all recognize April as a month of weather transitions and this month’s Squall Line provides some advice on where to go to get trusted convection forecasts. It’s also a good time of year to focus on shedding the winter weight and boosting your metabolism. Lauren Dils has some great tips for doing so easily and simply in her Fitness column. If you’re headed to training from the military to commercial, or even from regional to mainline, you’ll find some great insights in Marc Himelhoch’s Cockpit to Cockpit article, which is part one of a series. New hires face many challenges, and this month’s Mortgage article addresses the topic of qualifying for a mortgage on first-year pay. Since everyone should be concerned with their assets, Glenn Nevola’s Money proffers a succinct explanation of the impact rising interest rates has on your portfolio. In the realm of making better pilots, we have a few interesting reads. Victor Vasquez addresses the qualities of leadership in his Perspectives column and Stall Recognition and Extended Envelope Training for Pilots by Mike Davis covers the implications and explanations of a 2015 FAA Advisory Circular. The feature this month is a story about the unlikely origins of a very successful sport aviation club more than twenty years ago and its future as it enters its third decade making better pilots and introducing youth to the world we love – AVIATION. To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design Charlotte Dameron Additional Contributors Anthony Lorenti, Camila Turrieta, James C. Knapp, Jerry Dooyes, Marc Himelhoch, Nate Racine, Matthew Rutowski Aviator Bulletins Provided by the companies listed Photographs By Photographs as noted. Grid Updates Email: GridUpdates@AeroCrewNews.com Social Media Marketing By Aero Crew Marketing Nate Racine, Tyler Sutton Aerocrewsolutions.com/marketing
© 2019 Aero Crew News, All Rights Reserved.
May 2019 | 9
AVIATOR BULLETINS
Our New Look
2019
marks another year of growth for CommutAir as they continue to increase their wingspan within the United Express family. Since United’s initial investment CommutAir has transitioned from 21 turboprops to an all-ERJ fleet crossing international borders and time zones. CommutAir’s newlyrefreshed logo, pictured above, emphasizes their growing future as an all-jet carrier while paying tribute to their rich history with traditional colors, font, and layout. ACN
“United Airline’s support and investment in the Latino Pilots Association is instrumental in educating, mentoring and influencing aviation careers and the future of aspiring professionals in this industry.” - Susan White Sr Manager - Pilot Hiring Program
“Unidos mejoramos” JOIN TODAY: www.LationPilot.org
PSA and ALPA Work Together to Offer Pilots the Regional Industry’s Highest Pay Image Provided by: PSA Airlines
PSA
Airlines, along with ALPA leadership, announced changes to pilot pay that are effective April 1, 2019. Highlights of the new pay package include: year-one First Officer pay at $50.22 per hour; $18,000 new-hire signing bonus paid over a two-year period; and First Officer and Captain wage scale adjustments to ensure team members are progressing at top-ofindustry rates until the time they are eligible to flow to American Airlines. The PSA team and the ALPA MEC worked together to ensure that the parties are jointly making decisions that work to sustain and secure PSA’s future growth and to support its team of pilots with comprehensive benefits.
Pilots looking at PSA as a career option will see a more valuable, stable career path with compensation into the top bracket of industry and on-par with other industry leaders in pay. Driving structural changes to compensation is just one way to ensure PSA remains at the top of the industry to meet its pilot growth demands, which includes the commitment of operating 150 Bombardier CRJ aircraft. Improved pay isn’t the only thing that makes PSA the best place to work for pilots to reach their career goals. With recent improvements such as industry-leading tiered premium pay which rewards pilots for productivity with accelerated pay rates for simply flying their awarded line, and flexible reserve rules that are the best in the regional industry, along with the quality of technical training, schedule flexibility, commitment to quality of life, and a true flow agreement to the world’s largest airline, American Airlines, PSA offers its pilot group the best and most rewarding pilot career path in the industry. For more information on how to join the PSA team, visit our website. ACN
May 2019 | 11
AVIATOR BULLETINS
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Irving ISD Aviation Program Earns National Award
he School of Aviation Science at Irving High School is among the best career and technical education (CTE) programs in the nation! Last week, the program was named one of eight winners - the only from Texas - in the prestigious Excellence in Action award, which recognizes the best CTE programs of study across the country. “The programs of study that we are honoring share a steadfast commitment to the highest expectations for CTE,” says Kimberly Green, Executive Director of Advance CTE. “This dedication to quality and equity ensures each learner has access to opportunities that prepare them for future success in their education and career of their choice. Today’s honorees serve as national models of what high-quality CTE looks like and can achieve.” The School of Aviation Science received the award in the Transportation, Distribution & Logistics Career Cluster® from Advance CTE as a result of their commitment to preparing learners in a high-demand sector through real-world, hands-on experiences, industry-recognized credential attainment opportunities and dual enrollment offerings. Last year, all learners graduated high school, and 94 percent enrolled in postsecondary education. 60 percent of learners in the program also earned an industry-recognized credential.
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Image Provided by: Irving ISD
“The aviation industry is an economic driver for the Dallas-Fort Worth metro area, and Irving ISD’s School of Aviation Science is preparing learners to meet the ever-growing need for pilots and aviation techs through our programs of study,” says Shawn Blessing, Director of Signature Studies for Irving ISD. “Because of our location, our students have the opportunity to learn from industry experts and see equipment and facilities first-hand through our partnerships with leading companies in the aviation industry. Learners graduate from high school prepared with all of the information they need to reach their goals as pilots or aviation techs.” Profiles of each winner are available on Advance CTE’s website. This is Irving ISD’s third Excellence in Action award. The School of Law and Public Service at Singley Academy won in 2014 and the School of Culinary Arts and Hospitality at Singley won in 2017. Irving ISD is the only district in the nation to have won three Excellence in Action awards, and this award is the only national recognition for outstanding CTE programs. ACN
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The School of Aviation Science at Irving High School was named a winner of the prestigious Excellence in Action award, which recognizes the best career and technical education (CTE) programs of study across the nation. Irving ISD representatives accepted the honor at an awards ceremony held April 9 as part of the Advance CTE Spring Meeting in Washington, D.C. Pictured are Ryan Merritt, Director of Career and Technical Education for the Texas Education Agency (TEA); Shawn Blessing, Director of Signature Studies for Irving ISD; Zach Moore and Ron Bragg, Signature Studies Coordinators for Irving ISD; and Craig Heckel, Program Coordinator for the School of Aviation Science
May 2019 | 13
AVIATOR BULLETINS
Image Provided by: United Airlines
Tickets Now Available
for United’s New Nonstop Service Between New York/Newark and Cape Town, South Africa
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nited Airlines announced tickets are now available for purchase on United.com for the first-ever nonstop service by a U.S. carrier between New York/Newark and Cape Town. United will begin threetimes weekly nonstop service on Dec. 15, 2019, subject to government approval.
“Our new service between New York and Cape Town will enable our business and leisure customers to choose a more convenient and seamless way to travel between the United States and South Africa,” said Jake Cefolia, United’s senior vice president of Worldwide Sales. “We look forward to offering our customers easier access to South Africa’s growing tourism industry and enabling business opportunities between the United States and the Western Cape’s technology sector.”
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United’s service between New York/Newark and Cape Town will decrease the current travel time from New York to Cape Town by more than four hours and provide customers from more than 80 U.S. cities with easy, onestop access to Cape Town. “The United States is one of the Western Cape’s key tourism markets and United’s new service will significantly contribute towards growing our tourism sector as we
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EWR
CPT
welcome new visitors,” said Western Cape Provincial Minister of Economic Opportunities Beverley Schäfer. “The Western Cape is a global hub for technology and finance and United Airlines will enable new economic opportunities for Cape Town and New York.” United will operate its service between New York/ Newark and Cape Town with a Boeing 787-9 Dreamliner aircraft featuring 48 seats in United Polaris business class, 88 seats in Economy Plus and 116 seats in United Economy.
The Western Cape’s center of innovation and technology, Cape Town is also home to some of the most popular attractions in South Africa, including Table Mountain, Kirstenbosch Botanical Gardens and the Victoria and Alfred Waterfront. Travelers to South Africa often begin their African journeys in Cape Town before touring the Cape Winelands, viewing the African penguins at Boulder Beach or traveling beyond Cape Town to explore South Africa’s natural
beauty, including its many national parks, game reserves and beautiful coastlines and beaches of the KwaZulu-Natal and Western Cape provinces. United’s service to Cape Town marks the company’s 22nd new international route announced in the last two years, including nonstop service between the United States and Prague; Tahiti, French Polynesia; Naples, Italy; Porto, Portugal; and Reykjavik, Iceland. Booking travel to Cape Town is also an opportunity for United MileagePlus members to enjoy the benefits and perks of their membership. MileagePlus Premier and eligible United MileagePlus Chase cardmembers can book Everyday Awards on flights operated by United and United Express. If a seat is available, eligible members have unrestricted access to book an Everyday Award, even if it is the last seat on the plane. Tickets are available to purchase on United.com. ACN
May 2019 | 15
AVIATOR BULLETINS
Out with the Gold, in with the Blue
United Airlines Unveils its Next Fleet Paint Design Updated aircraft livery is the next step in United’s ongoing efforts to modernize its visual brand
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Images Provided by: United Airlines
nited Airlines is introducing customers and employees to a modernized aircraft livery, which will bring a refreshed look to its fleet. The design is a visual representation of United’s ongoing brand evolution while staying true to the history it has developed over the past 93 years of proudly serving customers around the world. “As we improve and elevate our customer experience, we are changing the way people think and feel about United, and this branding captures that new spirit,” said Oscar Munoz, CEO of United Airlines. “Each improvement we’ve added to our service advances our evolution as an airline, furthering our effort to elevate and redefine customer service in the sky. This modernized design, especially our iconic globe, enhances the very best of United’s image and values while pointing in the
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direction of where we intend to go next in serving our customers.” The next iteration of United’s livery prominently features the color most connected to the airline’s core – blue. Three shades – Rhapsody Blue, United Blue and Sky Blue – are used throughout the design in a way that pays respect to United’s heritage while bringing a more modern energy. The airline is keeping its iconic globe logo on
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the aircraft tail, which represents the carrier’s expansive route network of reaching 355 destinations in nearly 60 countries. The tail will be updated with a gradient in the three shades of blue, while the logo will now appear predominantly in Sky Blue. The engines and wingtips are also being painted United Blue, and the swoop that customers and employees have expressed fondness for on United’s Dreamliner fleet will be added to all aircraft in Rhapsody Blue. United’s name will appear larger on the aircraft body and the lower half of the body will be painted Runway Gray. United’s mission of “Connecting people. Uniting the world.” will also be painted near the door of each aircraft. The new design features core colors from United’s updated brand palette, which was introduced last year as a step toward updating the brand’s visual identity. Blue continues to be the airline’s primary color, with various tones creating more depth and reflecting the colors
customers and employees see when they look out the plane window at the sky. The airline’s new color palette also includes shades of purple, which is most recognizable as the color of the new United Premium Plus seats are being added to the fleet. When combined, the purple and blue tones create a soothing environment and a more relaxed travel experience. In updating its colors, United is reducing the use of gold, which was added to the brand palette almost 30 years ago. United’s new color palette can also be seen in the accent colors of the new uniforms that are being created for more than 70,000 front-line employees. On average, United aircraft receive new paint jobs every seven years. The first aircraft painted with the new design is a Boeing 737-800, which will be joined by a mix of narrowbody, widebody and regional aircraft with the updated livery throughout the year. For more information visit united.com/brandevolution. ACN
May 2019 | 17
COCKPIT 2 COCKPIT
Military to Airline Pilot 101… What to Expect in Your First Year Part Two: Into the Simulator W r i t t e n b y: M a r c H i m e l h o c h
(Editor’s note: This is a continuation from Part One, Preparation and training through the oral exam, which was published in the April issue. If you missed it, you can find it here or within the entire issue from this link. There will be subsequent parts published in future issues
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Simulator Phase
Take Charge of Your Own Training
Once you pass your oral, you can get into the good stuff. The simulator phase can be a lot of fun, but it can also be a lot of work. The keys to success are to start out ahead of the power curve and study with your sim partner. The best way to get ahead is to show up prepared. Knowing your flows (a logical sequence of making your way around the cockpit switches and avionics setup for various phases of flight) and callouts (challenge and response items used to ensure standardization and effective CRM) on the first day of simulator phase will put you ahead of the power curve and allow you to focus on the tidal wave of information and techniques that are about to be thrown at you.
“Take charge of your own training,” is a phrase we use to preach to our students in Air Force pilot training, and it still applies as an airline pilot in training. During simulator phase, you may notice that the profiles are very busy. That’s because the airline will inevitably try to stuff ten pounds of feces into a five-pound sack, which is to say they have a ridiculously high number of training events you are required to perform in a small number of simulator sessions. There will be a lot of pressure to call each lesson complete so you and your sim partner can move to the next simulator lesson. If you start to feel like you’re getting behind or there is a particular maneuver you’re struggling with, speak up early and ask for help.
The flows and callouts are detailed in the Aircraft Operating Manual (AOM), and your airline may also provide training videos and other resources to help reinforce the proper flows and callouts. If not, ask around from pilots in classes who started ahead of you and you’ll likely find some great gouge out there on the street.
We had a pilot in my training class who had a singleengine fighter background. He struggled with the singleengine V1 cut (engine failure at decision speed), and the subsequent single-engine takeoff, pattern, and ILS approach during B-737 qualification training. The large amount of asymmetric thrust and control inputs required in an airline transport category aircraft were unlike anything he had trained for previously in his aviation career.
When you consider that it costs roughly $1000 per hour (or more depending on the aircraft type) to operate a full-motion airline simulator, and you only get so many hours in the simulator before your PC to complete your type rating, you can start to gain an appreciation for why your IP may quickly lose patience with you if you show up unprepared for your simulator sessions. Knowing your flows and callouts will allow you to quickly accomplish your ground operations and get the simulator into the simulated air where it belongs to maximize the efficiency of your training. Practicing the flows and callouts with your sim partner is the most effective way to study during the simulator phase. Don’t try to go it alone. You need to shift your mindset to the Part 121 crew concept. Studying together and practicing flows, callouts, and avionics setup for various types of approaches will help you to learn from each other and catch each other’s mistakes. Time each other on ground ops flows until you can both meet the standard your IPs expect. Just like military pilot training, mental mission rehearsal (aka chair-flying) will pay huge dividends in the simulator phase of training. With your sim partner, chair-fly each phase of flight and each maneuver listed on the syllabus prior to each simulator ride.
He confided to me that he knew he was not gaining the required proficiency standard after struggling with the single-engine maneuvers during several simulator sessions in a row, yet his IP kept progressing him to the next lesson with fewer and fewer simulator lessons remaining before the type rating PC. He told me his IP gave very thorough debriefings and answered all his questions, yet he didn’t offer many techniques for correcting his asymmetric thrust controllability issues. Ultimately, his sim partner (who had previous B-737 experience) worked with him after class to help him determine that lack of properrudder trim and thrust setting techniques were the root source of his issues. With this help, he was able to pull it all together just in time to pass the PC. The lesson for you to learn here is that he should have been more assertive and taken charge of his own training. He knew he wasn’t meeting the standard and should have requested an additional simulator session dedicated solely to practicing single-engine maneuvers. It’s hard to admit you’re struggling in fast-paced, high-demand training where much is expected of you. It’s also easy to
May 2019 | 19
become complacent and convince yourself that you’re doing “well enough” and they wouldn’t pass you on to the next lesson if you weren’t ready. Let me be clear here, if you start having these thoughts, you are not ready. Don’t be afraid to speak up and take charge of your own training. The airline wants you to get the best training possible, but they are also under a lot of pressure to produce the number of pilots they need to graduate each month. Talk to your IP first, and if you still don’t feel like you’re getting what you need, talk to the training manager. Maybe you need a new IP who can offer some different techniques? The capstone of simulator phase is the PC and the LOE. The PC is the FAA’s blessing that you are qualified to fly every maneuver required to be officially type rated in that aircraft. The LOE is your airline’s blessing that you are ready to be a line pilot first officer. Both the PC and the LOE are jeopardy events that will result in an FAA pink slip if you fail. The PC is not designed to replicate a typical flight but is a bunch of maneuvers performed in a pseudo-random fashion designed to squeeze all the FAA requirements into a two-hour block with a little bit of slop time left over to
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repeat any maneuver(s) that didn’t go well on the first attempt. There is a lot of putting the simulator on freeze between events and repositioning for the next maneuver. In the Air Force, we called this type of training, partialtask training, in that it is not designed to reflect a real operational flight but instead focuses on practicing or (in this case) demonstrating proficiency in certain skill sets. The check airman will quickly help you get the cockpit set up, as it would be for that phase of flight in the real world. He/she will give you and your partner a minute or two to brief the approach and then ask if you’re ready to come off freeze. Everything happens very quickly, and it can be very disorienting with all the freeze, reposition, “Ready? Go!” The key to a successful PC (beyond knowing your procedures to perfection) is to slow down and don’t let them rush you. If you’re not 100% oriented and ready to fly the maneuver, tell the check airman you need another minute to cage your brain. It’s your butt on the line here, not theirs. The other key to success is communication and teamwork with your simulator partner. You are being evaluated not just in the Pilot Flying (PF) role, but also in the Pilot Monitoring (PM) role. For example, don’t be afraid to direct a go-around if that’s what the situation BACK TO CONTENTS
calls for. You are expected to do so as a good PM. If you see flight parameters out of limits, make the callout. Don’t try to hide it because you think the check airman may not have noticed. Trust me, they see everything! After you pass your PC, you are officially type rated in the aircraft and you get to add that type rating to the backside of your ATP certificate. However, don’t celebrate too much just yet, you still have to pass the LOE. The LOE is designed to replicate a typical line flight. Unlike the PC, there is no freezing the simulator during the LOE. Everything is treated as real starting from the moment you arrive at the simulator until you arrive at the gate at your destination and finish the Parking Checklist. If something occurs during the LOE, you have to react as you would on the line using your crewmembers with other internal and external resources. They will probably throw you a simple emergency or two during the LOE to see how you handle running the checklists, but more than likely you won’t have to deal with any major, complex emergency scenarios. The LOFT (Line Oriented Flight Training) is oriented more toward seeing how you handle (as a crew) task loading, additive conditions (weather, degraded systems, etc.), and distractions while continuing to accomplish all normal procedures. There are a few keys to success on the LOE. First, don’t let the scenario rush you into making mistakes. The check airmen, acting as various other ground and flight crew members including flight attendants, operations agent, ground crew, and maintenance personnel, will try to create a sense of urgency to get the jet off the gate on time. Don’t fall for it! Handle each distraction as it happens but don’t push back until you are ready when all flows, briefings, checklists, and paperwork are complete. If that means you push back late, so be it! The second key to success is learning to balance cockpit task management by either reducing the number of tasks that need to be accomplished and/or creating more time. So, how do you do that? Use your resources! If you are the PF, focus on flying the aircraft as your number one priority. Hand off tasks to others as appropriate for the scenario, “Hey Jim, contact dispatch and have them get us weather for a divert to Birmingham along with fuel required.” The captain will ultimately be responsible for ensuring the plan that dispatch provides makes sense, but at least you’ve bought some time to think by offloading the number of tasks required of the pilots for the moment.
What about creating more time; how can you do that? There are several ways to create time including flying a slower airspeed, asking for holding, requesting extended vectors, and if you’re just not ready to land or the approach is screwed up, go around! As long as you work well as a crew to safely get the aircraft back on the ground and don’t violate any flight rules or company procedures, you can get away with a lot going wrong with the LOE and still pass. I think our check airman used the LOE as a wake-up call for us that line flying can be very demanding, and we better be ready for anything that gets thrown at us. There is no freeze button in the real world. As one of their pilots, the company is counting on you to do the right thing and speak up when you see something wrong.
Summary Airline training is intense, but it’s only six to eight weeks long. I could stand on my head in a pile of horse poop for that long if I had to. I may not like it, but I could probably do it. As a military trained aviator, you’ve been through a yearlong training program that was every bit as intense, if not more so, than airline training. You should be able to handle this without much problem. Hopefully, this article has given you a deeper insight into what you will face in a Part 121 airline-training program. It is intensive training, but certainly not insurmountable. Once you get into a groove, it can even be quite enjoyable, but the way to reach that Zen-training state of mind is to show up prepared and get ahead of the game. In future articles we’ll address some of the challenges that await you once you get out on the line. Until then, happy landings and blue skies, my friends. ACN
About the Author LT COL Marc Himelhoch, USAF (Ret), is a Southwest Airlines pilot with over 5,000 hours of flight time. He graduated with honors from ERAU in Daytona Beach, Florida, earning a masters degree in aeronautical science. Read More...
May 2019 | 21
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SQUALL LINE
We’re Going to Need Better Resolution! W r i t t e n B y: A n t hon y L or e n t i
H
ave you ever tried using your airborne weather radar at 300 NM range? Were you able to make sense of the convective picture around your destination airport? That’s what resolution is all about. When it comes to flying around thunderstorms, detail is everything. The more you know, the better and safer your decisions can be, but you need detail. Resolution is that detail. You need to know if that blob on the 300 NM range is on the airport or 20 miles away from it, for example. That information will help you determine how you will proceed.
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The subject of resolution is very important in the general matter of thunderstorms – including use of the radar. Here, I will discuss better resolution in terms of thunderstorm forecast and leave the all-encompassing subject of resolution and use of radar for future articles. But, let’s keep thinking about radar and resolution. Last issue, I encouraged you to utilize the Storm Prediction Center’s Day 1, 2 and 3 Convective Outlook product. As a reminder, it can be found on the www. aviationweather.gov website under the convection tab. Recall that this product is a pictorial and textual description of broad areas of expected convection. It is most certainly a “bulls-eye” of where you might find the bad stuff (and thus want to avoid). This said, and despite its high accuracy and reliability in doing what it advertises, it lacks the specificity or resolution to pinpoint where exactly thunderstorms will form. Rest assured, nothing can predict perfectly where storms will be, but we’re getting close!
Traffic Flow Management Convective Forecast www.aviationweather.gov/tcf Under the convection tab of www.aviationweather. gov, you will find a panel for the Traffic Flow Management (TFM) Convective Forecast. I will leave the description of the TFM/TCF to the experts who were nice enough to provide such under the “info” link. It’s a pictorial forecast that highlights expected areas of convection. In a hexagonal (box) and hatching technique, lines or clusters of TSRA (terminal radar service areas) are shown. This product begins to refine the picture of convection (the one predicted by the Convective Outlook) for a given period. Another way to look at things is that the TFM/TCF is a forecast of ‘future convective’ SIGMETS (WST).
Enhanced Convective Forecast Product www.aviationweather.gov/ecfp An additional product that you can use in tandem with the TFM/TCF for pre-flight planning and decisions is the Extended Convective Forecast Product (ECFP). The thumbnail for this panel is adjacent to the TFM/TCF panel. The ECFP is a further refinement of the upcoming convective picture that the TFM/TCF provides. Again, there is a thorough description of this forecast under the “info” link. It accomplishes a far better and more descriptive explanation about this product than I can ever hope to provide. Overall, where the TFM/TCF picture was a pretty good picture of expected storms, the ECFP is an even better picture. I highly encourage you to ‘click and play’ on both of these products and respective links. Pay particular attention to the forecast periods (valid time, etc.) and don’t just visit this page once, particularly if your day is starting early and have five legs.
Not for pilot use? Embedded in the explanation of these described weather products is an important point. Technically, they are primarily used by air traffic managers for traffic flow planning. Clearly pilots are not air traffic managers responsible for setting flow rates into major terminals, but we are affected by these decisions (reroutes/delays). Yet, they are there for all the world to see – and that’s you and me! It behooves us to know what’s going on! If air traffic managers think this stuff important, we should too! The aforementioned thunderstorm outlooks are, by no means, inflight decision tools. You shouldn’t be cancelling a flight based on these forecasts. That’s the job of managers and dispatch. What you should be doing is equipping yourself with the knowledge necessary to make safe and possibly proactive inflight decisions. These forecasts are your tools. Forewarned is forearmed.
If I were to make a suggestion If you pull up these forecasts and don’t like what you see, give dispatch a call and suggest a reroute. If the current radar is showing what your various weather forecasts predict, dispatch will work with you. Don’t necessarily ask for a reroute around an expected area of convection, ask for a reroute around an area that is beginning to look threatening. In other words, when the radar is beginning to flare up, just as the various forecasts predicted, that is the most opportune time to do something – before you’re flying with your tail between your legs, getting kicked around and watching your fuel disappear. Avoid these problems beforehand! Also, when you’re running for cover (actually in flight) it certainly helps to know where the convection-free areas might be. Safe havens are always cool with me.
In Summary www.aviationweather.gov/convection In my opinion, the three forecast products I’ve described are excellent tools for pilots to use toward the goal of safety. They are simple to understand and very accurate. A picture is worth a thousand words, but the thousand words that come along with the pictorial representation of storms is very worthy of our consideration – not just for “barroom knowledge” but for well-intentioned, pre-flight decisions. After working with these tools, you may find your awareness, interest and respect for weather increase! ACN
About the Author Anthony Lorenti is an ATP, CFI, Fire Fighter and EMT with a Bachelors degree in Business Managament. Read More...
May 2019 | 25
FITNESS
Mitigated Speech on the Flight Deck The potentially disastrous implications of keeping your language in check. W r i t t e n B y: N a t h a n R a c i n e , M S c P s y c h o l o g y
Y
ou were just pulled over for speeding. The officer is at your car’s window and he asks, “Do you know how fast you were going?” What would you say? You probably would not you say, “I was going exactly 51 in a 30. I know this because I do it very frequently on this road.” More than likely you would say, “I am sorry officer, I guess I wasn’t paying very close attention. I apologize if I was speeding.”
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Likewise, a weary pilot wouldn’t call a flight attendant over the PA and say, “Greg, coffee now!” They would probably wait until Greg checks on them and say, “Hi Greg. If you do have a moment, do you mind also getting me a cup of coffee? I would really appreciate it.” When we communicate, seldom are we direct. We often use what social psychologists call mitigated speech. That means we mollify or temper the true meaning of a sentence to be polite or deferential to authority. Speech mitigation is polite. It is a social custom. Yet, on a flight deck, it can also be detrimental.
Fatal Flight 90 January 13, 1982 – A heavy snowstorm greeted eager passengers at Washington National Airport. The airport had closed briefly but would reopen soon. Passengers of Air Florida Flight 90 were patiently waiting while Captain Larry Wheaton1 and First Officer Roger Pettit2, both very experienced, walked down the jet bridge onto their Boeing 737-200. Neither had any idea that the way they talked to each other, combined with the following series of unfortunate events, would lead to their devastating fate. The Air Florida disaster unfolded almost methodically. Wheaton and Pettit called for clearance at 13:59. Washington National Airport was scheduled to reopen at 14:30. Around that time, Captain Wheaton requested to start the de-icing procedure. Outside, it was still snowing. The de-icing crew reported prior to de-icing, that the aircraft was covered in a half inch of snow. Around 15:10, the de-icing procedure was completed. By then, Washington National was now covered in about two to three inches of snow. When the Captain asked the station manager if the wings were snow-free, the station manager replied they were covered with, “Only a light dusting.” One minute later, at 15:16, the first officer called ground for pushback and got approval. The first problems occurred right away. First, the tug struggled to push the aircraft back. It simply could not gain traction in the snow. It took over 20 minutes until the ground crew announced the completed pushback. Second, amidst the pushback checklist, the captain failed to turn on the engine antiice. Snow continued to fall. They began a long taxi for departure. A full 30 minutes after the de-icing procedure, First Officer Pettit was recorded by the aircraft’s cockpit voice recorder, saying, “It has been a while since we’ve been de-iced.” Only a few minutes later, First Officer Pettit stated, “This one’s got about a quarter to a half an inch [of snow and ice] on it all the way,” referencing the wingtip on his side of the aircraft. One minute later, First Officer Pettit asked captain Wheaton, “See the difference between the right one and the left one? I don’t know why they are different.” First Officer Pettit noticed a difference in
rotational speeds between on the instruments for the left and right engines. At 15:53 First Officer Pettit was recorded saying “Boy, it’s a losing battle on trying to de-ice these things. It just gives you a false sense of security, doesn’t it?” Finally, at 15:57, Air Florida Flight 90 was cleared for takeoff. Weather conditions were now marginal. Controls were transferred to the first officer, while Captain Wheaton set takeoff thrust. By 16:00 the aircraft was rolling down the runway. After power was set, Pettit voiced his next concern with the words “God, look at that thing. That don’t seem right, does it? Ah, that’s not right.” He is believed to have been referring to the airspeed indicators, to which the captain replied with a straightforward and rigid, “Yes it is.” Pettit contends, “Naw, I don’t think that’s right. Ah, maybe it is.” Captain Wheaton called out 120 knots. First Officer Pettit hesitated and replied, “I don’t know.” A moment later, Captain Wheaton called out “V1, V2,” signaling the first officer to rotate the B737 into the air. The aircraft slowly climbed. The cockpit voice recorders captured the sound of the stick shaker immediately after liftoff, signaling an aircraft stall. A second later, First Officer Pettit is heard saying, “Larry, we’re going down. Larry,” to which Captain Wheaton dishearteningly replies, “I know.” The cockpit voice recording abruptly ends. Air Florida Flight 90 flew only 4,000 feet from the end of the runway before colliding with D.C.’s 14th Street Bridge over the Potomac River. The aircraft hit numerous cars, slid into the frozen river then rapidly sank below the surface. Fatalities included 70 passengers and 4 crew members. First Officer Pettit and Captain Wheaton did not survive. Four people in cars on the bridge died. The crash resulted in the deaths of 74 adults and 4 infants. It was a catastrophe. It was “The Disaster on the Potomac.”
Concerns The CVR (Cockpit Voice Recorder) was recovered by the NTSB (National Transportation Safety Board). During the taxi, First Officer Pettit can be heard voicing his concerns about the weather four times and the engines’ indications once. During the takeoff roll, and prior to V1, he stated his concerns over the aircraft’s speed twice. Each time, Captain Wheaton seemed either to fail to understand or to address First Officer Pettit’s concerns. Why did Flight 90 even attempt a takeoff, let alone not abort prior to V1? Why did Captain Wheaton not act on First Officer Pettit’s observations? The investigation concluded that the weather, ice on the aircraft, and the failure to activate the engine’s anti-ice as factors contributing to the crash. It took 11 years before a team of linguists and social psychologists published one of the first studies on what is now known as mitigated speech which has helped us understand why Captain Wheaton did not respond to First Officer’s Pettit concerns.
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Research In 1993, a paper titled “Efficient Decision Strategies on the Flight Deck” was published by the NASA Ames Research Center in which the social phenomenon (that would come to be known as “mitigated speech”) was first discussed. Mitigated speech is, by definition, downplaying a concern or situation. It is indirect speech. Mitigated speech is when we downplay, mollify, or pacify the meaning of a message. It is essentially the proverbial act of “sugar coating” a statement. We mitigate to be polite, or if we are being deferential to authority. We are hoping the person with command authority will act appropriately or in our favor. The researchers demonstrated specifically that when pilots mitigate speech in certain roles and situations, the results could be life-threatening. To demonstrate mitigated speech, researchers Ute Fischer and Judith Orasanu presented the following scenario to a group of captains and first officers.3 How would you reply?
While cruising in IMC at FL 310, you notice on the weather radar an area of heavy precipitation 25 miles ahead. First Officer Henry Jones, who is flying the aircraft, is maintaining his present course at Mach .73 even though embedded thunderstorms have been reported in your area and you encounter moderate turbulence.
•
Commands: “Turn 35 degrees right.”
•
Crew Obligation Statements: “I think we need to deviate right about now.”
•
Crew Suggestions: “Let’s go around the weather.”
You want to ensure that your aircraft will not penetrate this area. Please write out verbatim what you would say to F/O Jones.
•
Queries: “Which direction would you like to deviate?”
•
Preferences: “I think it would be best to turn left, you?”
•
Hints: “That return at 25 miles looks mean.”
Pilots’ responses were assigned to eight classes of communication that differed in terms of their focus, explicitness and directness.4
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Sequentially, each of the examples of answers is more mitigated than the one before it. A command is not mitigated, it is direct and requires action. A hint is the most mitigated response. A hint draws minimal attention to a concern, expressing a mere hope that a person with authority will act to resolve it. According to the study, the overwhelming majority of captains choose the command. First officers on the other hand, choose the most mitigated reply possible: the hint. In conclusion, captains were direct and commanding, while first officers mitigated their speech as much as possible. The fact that first officers so frequently elected to hint is alarming. A hint is extremely difficult to decode. When someone is distracted, a hint is hard to detect. It beckoned social psychologists to reexamine the transcript from Flight 90.
Psychologist’s view on Flight 90 When the NTSB listened to the cockpit recordings from Air Florida Flight 90, they heard First Officer Pettit raising numerous concerns and “red flags.” Each appeared to be ignored. When Malcolm Gladwell, the author of the New York Times bestseller Outliers (subtitled, The Story of Success), read Flight 90’s transcript, all he read were “hints.” If a Captain were focused on taxiing, getting a slot, and making up a delay, would he be able to decode a hint? Likely not. First Officer Pettit hinted. Unfortunately, Captain Wheaton did not pick up on that. •
“Boy, it is a losing battle for trying to de-ice these things, it just gives you a false sense of security.” This was a hint.
•
“That does not look right.” This was a hint.
•
“This one’s got about a quarter to a half an inch [of snow or ice] on it”. This was also a hint.
How would the outcome have been different if First Officer Pettit had spoken in a commanding, unmitigated, manner? During the taxi, what would have happened if First Officer Pettit had said “We are going back and de-ice again.” Or, instead of saying “I don’t think that’s right,” he had said, “Abort the takeoff!” First Officer Pettit knew what was happening was not safe nor right. He was simply unable to word it properly, which resulted in the loss of 78 lives, including his own.
What does this all mean to you? Today’s Crew Resource Management (CRM) classes are all about learning how to communicate effectively. Is your crew mitigating their speech? If you suspect so, inquire further until you feel you fully understand what your captain, first officer, dispatcher, flight attendant, or purser is telling you. In a hierarchically related setting, it is incredibly important to speak as clearly and as concisely as possible. It is good to be polite when time permits but be direct when this doesn’t generate action. There is no room for subtleties in pressing safety situations. Air Florida Flight 90 exemplifies how important it is for flight crew members to be direct. Mitigated speech, however respectful or polite, is dangerous in a dire or escalating situation. Effective communication, with an awareness of the consequences of speech mitigation is critical when operating in a safety-sensitive environment.
ACN
About the Author Nathan Racine is a pilot for a U.S. airline and the Marketing Director for Pilot Fitness and the Aero Crew brand. Read more..
1 Captain Larry Wheaton was a 34-year-old airline veteran. He had 8,300 hours. Like most captains, he was a first officer with the airline before he was upgraded. His leadership style was described as laid back and approachable. 2 First Officer was Roger Pettit was 31 years old, just slightly younger than Captain Wheaton. Pettit was an Air Force veteran. He flew in the Air Force as a fighter pilot. Prior to joining Air Florida, he was also an examiner and instructor on the F-15. He had 3,353 hours. He had flown nearly 1,000 of those hours with Air Florida.] 3 Cultural Diversity and Crew Communication, Ute Fischer, LCC, Georgia Institute of Technology, Atlanta, GA 30332-0165, USA Judith Orasanu, NASA-Ames Research Ctr., MS 262-4, Moffett Field, CA 94035-1000, USA. Paper presented at the 50th Astronautical Congress in Amsterdam, Oct. 1999. Copyright © 1999 by the authors. Published by the American Institute of Astronautics and Astronautics, Inc., with permission. Released to IAF/IAA/AIAA to publish in all forms. 4 Blum-Kulka, S. House, J. & Kasper, G. (Eds.) (1989). Cross-cultural pragmatics: Requests and apologies. (Advances in Discourse Processes: Vol. 31). Norwood, NJ: Ablex Publishing.
May 2019 | 29
MONEY
Knowledge Is Your Power Tool Gain empowerment through understanding history, terms and tools W r i t t e n B y : J a m e s C . K n a p p , AI F ®
A
lmost half way through 2019, we have celebrated Women’s History Month (March) and Earth Day (April 22). According to www.WomensHistoryMonth. gov, we celebrate and recognize “the great contributions that women have made to our nation.” According to www. History.com, Earth Day is an annual event where various events worldwide are held to demonstrate support for environmental protection. Society teaches us to value those we commemorate. We honor the fruits of women’s accomplishments and the essential protection of Earth’s life sustaining qualities. Appreciating historical context leads to better understandings. While you may wish to seek tangible ways to protect and preserve the Earth’s environment, or to learn more about women’s historical contributions, your noble intentions may become absorbed by life. I suggest learning how to protect your hard earned, investable assets is equally important. We can all agree that the lack of knowledge may lead to making poor investment decisions. Information helps guide you to develop your own practical investment process in which you understand and appreciate the varying dynamics and possible outcomes. You will be able to derive your own opinion on the economy, investment opportunities, and
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what you think is an appropriate manner to proceed. I believe having applicable insight will better enable you to make smart decisions with your money, thus creating a lifetime of financial confidence. I believe this is vital as you will find cogent arguments for strategies recommended to you. It is your responsibility to fully appreciate the pros and cons of each and work through them to decide which is best suited to you. Many news outlets, as well as market strategists, discuss the yield curve. They also reference the inverted yield curve. The yield curve is the difference between the interest rates on the shorter term United States government bonds and longer term United States government bonds. Typically, in a healthy economy, the rates of long-term bonds will be higher than on short-term bonds. The extra yield (interest) is to compensate for the likely risk that economic growth will have due to an increase in prices (inflation). New York Federal Reserve President John Williams said the yield curve inversion is “a powerful sign of recessions.” According to research from the Federal Reserve Bank of BACK TO CONTENTS
San Francisco, every recession of the past 60 years has been preceded by an inverted yield curve. A resource I have used for yield curve data is from the Federal Reserve Bank of St. Louis (https://fred.stlouisfed. org/graph/fredgraph.png?g=mMGv). Per its title, this resource will chart the “10-year Treasury Constant Maturity Minus 2-year Treasury Constant Maturity� as of February 7, 2019. (Shaded areas represent U.S. recessions; Source Federal Reserve Bank of St. Louis)
You also may read or listen to various news outlets debating whether the United States economy is currently in, or will be entering, a recession. I believe this may be missing the most important point. Going back to World War II, LPL Financial Research found that there have been 14 bear markets, with seven taking place during a recession and seven without an accompanying recession.
May 2019 | 31
Current events can also impact your investment portfolio. I believe your investment strategy may need to account for them due to market and political implications. These range from increased trade risks, potential future government shutdowns, troubling headlines on geopolitical issues, global growth slowdowns, etc. Some examples to keep in mind may be: The recent, record setting 35-day government shutdown, which temporarily funded governmental operations until February 15, 2019. Thursday February 7th, 2019, President Trump indicated he does not plan to meet Chinese president Xi Jinping ahead of the March 1 trade deadline. The United Kingdom’s scheduled exit from the European Union, Brexit. The European Commission cut its GDP growth forecast for 2019 from 1.9% to 1.3%, warning that Brexit and China may worsen the outlook. Italy’s revision was the most negative, from 1.2% to 0.2%. The latest data told the same story, as industrial production in Germany contracted in December by 0.4%, versus expectations for 0.8% growth, suggesting the country may have entered a technical recession in the fourth quarter. In addition, the Bank of England cut its U.K. economic growth forecast for 2019 from 1.7% to 1.2% and noted that Brexit risk had risen.
Finally, Europe’s economic surprise indexes have lagged far behind those in the U.S., Japan and China in recent months. St. Louis Federal Reserve President James Bullard, a Fed voting member, said in a speech on February 7, 2019 that the Fed must “tread carefully” in future policy changes, and noted that he views inflation-adjusted rates as “a little bit restrictive” at this point. I hope this article gives you a good start toward building your knowledge base focusing on preserving your hard earned resources. I believe that when one has a voice, options, information and a community in which to learn, they are able to make smart decisions with their money, thus creating a lifetime of financial confidence. If you seek clarity in developing your investment process, please email JAMES.KNAPP@KNAPPADVISORY. COM or view more educational resources at www. KNAPPADVISORY.com. ACN
About the Author James C. Knapp founded Knapp Advisory Group to help professionals and retirees make informed desisions with their finacial affaris. Read More...
Securities and advisory services offered through LPL Financial, a Registered Investment Advisor, Member FINRA/SIPC Authors note: The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual. All performance referenced is historical and is no guarantee of future results. All indices are unmanaged and may not be invested into directly. The Standard & Poor’s 500 (S&P 500) is an index of 500 stocks seen as a leading indicator of U.S. equities and a reflection of the performance of the large cap universe, made up of companies selected by economists. The Bloomberg Barclays U.S. Aggregate Bond Index is a broad-based flagship benchmark that measures the investment grade, US dollar-denominated, fixed rate taxable fixed income.
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PROFESSIONAL PILOTS OF TOMORROW Free mentor program • Unbiased info • Connect to a growing network Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs. Our aim is to provide confidential, insightful, and unbiased mentoring to pilots by more experience and seasoned professional pilots from the airlines throughout the aviation industry. We’ve created an environment where aspiring pilots are well prepared to make the critical early career and lifestyle choices unique to the aviation industry.
JOIN US!
Visit our website, and fill out the “interested pilot” form www.theppot.org info@theppot.org
May 2019 | 33
PERSPECTIVES
How Networking Can Make or Break You Think before you “click”
W r i t t e n B y: M a t t h e w R u t o w s k i
W
e’re all very concerned about keeping up a social presence, ensuring that we maintain a level of exposure both in and out of our niche networks. After all, it’s important to be seen, isn’t it? Well, that depends – on a lot. Everyone Has a Brand
You need to be “seen” to draw attention to your product, brand, podcast, online store, and of course, to yourself. Exposure spreads like wildfire for the simplest of reasons, so why not try to capitalize on that as a professional. You need to make sure you keep it exactly that – professional.
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Anyone who runs a business, sells a product or provides a service will tell you that your image is your brand. You have to put in hard work every day to promote, preserve and improve your brand. It’s more work than a full-time job, or so it would seem. With ease-of-use built into each platform and medium, it can be effortless to share, post, pin and glorify the daily progress you achieve in pursuit of whatever your heart desires. Sometimes, it’s too easy to also give BACK TO CONTENTS
off the wrong impression. All too often, it takes less than five minutes to scroll through the feed on your medium of choice and bear witness to anything from a self-inflicted character assassination to all-out brand suicide. Do not be mistaken – Social media can hurt just as quickly as it can help. I wonder when we’ll begin to see a surgeon general’s warning and roadside billboards with the phrase “Social Media Kills.”
Playing Defense As important as it is to promote your brand, it’s arguably more important and harder work to protect your brand. You often hear statistics thrown around like, “Experts suggest it takes ten to 15 five-star reviews to balance and eventually negate a single harsh complaint or criticism against a business or product.” While I can’t seem to find a source on quantifiable numbers and data such as this, I can’t say I’d be surprised if it were entirely accurate. Think about the process of picking a restaurant to grab a bite to eat. You browse between Google, Yelp, your friends and relatives, advertisements or even appearances before finally deciding what to eat. You hear a bad review and almost immediately you take that option “off the table.” Why would this be any different when considering your own appearance and “self-brand?” A farmer’s crops die without constant care and attention to detail, and without the same approach and attitude, your brand will too. I am not recommending that you remove yourself from an online presence – not at all. You can’t defend yourself in a fight if you don’t show up. No, don’t bury your head in the sand while the nuclear fallout surrounds you. I can’t imagine it would be good for one’s health. Instead, I would say it is imperative to keep a prudent watch on the events in both the physical and cyber networks around you. Make it a point to check, double check and repeat before you press “send,” “post,” “share,” or whatever the command may be. It could mean the difference between whether or not you get the event invitation, receive that recommendation or referral, are offered, or worse yet, are dismissed from your dream job. If not now, it could catch up with you down the road. Have you ever scrolled back a few years on your social media or done a quick 10-minute Google search with your name to see what’s held in the strong clutches of the interwebs?
Birds of a Feather Flock Together In addition to monitoring what you post, it’s equally as important to monitor your audience. Growing up, our parents and mentors reminded us with dogmatic
declaration, “You are only as good as the company you keep.” Different cultures have their own iterations for that cliché all of which reinforce the basic idea. In Spanish, for example, “Dime con quién andas, y te diré quién eres,” translates to, “Tell me who you hang out with and I’ll tell you who you are. If we are judged by the company we keep, then why are we so quick to open our circles without a conscientious vetting first? Within our own small aviation industry, it is entirely probable and often commonplace to fly across the United States and hear three or four familiar voices on the frequency that you “know.” Let’s not forget about all of the acquaintances you may run into at either airport on each end of your journeys. If you don’t know the person standing in front of you, chances are even better that you have some sort of mutual connection. Part of protecting your brand is knowing how you project your own image and how it will be perceived. One’s perception is their own reality. It will be a lot tougher to change someone’s mind after they’ve made it up. You don’t want to find yourself inadvertently endorsing someone or something that makes headlines in all the forums and crew rooms tomorrow. Discretion is your friend and yours alone to hold. Use it wisely.
Risk Versus Reward Now that we’re all paranoid about our online personas, let’s take a minute to remember and appreciate why we subject ourselves to this seemingly ridiculous stress and anxiety. The power on an effective social presence and personal brand can go hand-in-hand with the power of the cyber-universe. The ability to promote positive, professional networking is game changing. Introducing yourself online and making that initial connection is sometimes the beginning of a fruitful professional period. We make connections both virtually and eventually personally which open doors to an abundance of opportunity. Word of mouth is often the strongest letter of recommendation. Use the force wisely, young Jedi. ACN
About the Author Matthew J. Rutowski is an entrepreneur, professional pilot mentor, aviation business consultant and Part 91 Captain on Falcon 2000 EASy and Citation XLS jets.. Read More...
May 2019 | 35
FEATURE
Meet the Latino Pilots Association – and Camila W r i t t e n B y : J e r r y D o o y e s a n d C a m i l a Tu r r i e ta I m a g e s P r o v i d e d b y: L a t i n o P i l o t s A s s o c i a t i o n
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“Yes
there is a Latino Pilots Association,” is the answer to the question we hear most often. In four years, we’ve grown from a small group of five pilot-volunteers, into a nationwide organization of approximately 400 members, with regional directors leading teams in South Florida, North Florida, Puerto Rico, Houston, Denver, Los Angeles, San Francisco, Seattle, and New York.
The Latino Pilots Association (LPA) is more than just an all-inclusive minority organization. Although we provide a platform for Latino pilots to gain more visibility within their profession, we are more concerned with our actual volunteer efforts. You do not have to be Latino to join provided you support the cause of mentoring future generations of professional pilots, regardless of race, color or ethnicity. If you fly by our values and believe in our mission, then we could use your support. To join, visit: www.Latinopilot.org The LPA also fosters the belief that if volunteering is important to you, there is always time and we have incredible stories from within our own ranks. Here, I’m happy to introduce you to one of our newest Regional Directors, Camila Turrieta. Prior to her service in the LPA, Camila held official positions with Women in Aviation International and The Organization of Black Aerospace Professionals (OBAP). Still an active coordinator at OBAP, Camila heads their Aerospace Career Education camp in New York. She is a true leader and an inspiration to many. She has twice been recognized by Presidents George W. Bush and Barack Obama receiving the President’s Volunteer Service Award, an accomplishment that requires over 4,000 hours of community involvement. We are beyond thrilled to have Camila on our team and look forward to her work in the New York area. We would also like to thank Aero Crew News for providing a spotlight this month with the opportunity to recognize one of our greatest LPA contributors, Camila Turrieta.
Jerry Dooyes President, Latino Pilots Association
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Hello readers! My name is Camila Turrieta, but I also write on behalf of my husband, Gabriel Mercado. Gabriel and I are both first officers with JetBlue Airways and have recently been named regional directors for the Latino Pilots Association (LPA) in the New York area. As part of LPA, we have set many goals to achieve for our region over the next few months. Our three biggest goals in the New York region are to increase awareness of the LPA to the broader aviation industry, recruit new volunteers and members to the organization, and to reach hundreds of students in the region by exposing them to our profession. It is our firm belief that mentoring students is a great way to impact the supply of pilots for future generations. We hope to instill in them the same passion and dedication we share for our careers today. Gabriel and I met while we were both students in the Aviation Academy at August Martin High School in Jamaica, Queens, New York. We had both developed an interest in aviation while we were young. My passion for aviation stems from a flight I took as a young child from Chile to New York. Gabriel’s spark was kindled when he traveled back and forth between New York and Puerto Rico to visit family. As high school students, if we were able to maintain an 85% cumulative grade-point average, we
would be afforded the opportunity to fly every Thursday with the aviation academy affiliated with our school. Through this program, my husband was able to solo when he was just 17 years old. Gabriel moved onto college, but one afternoon during my senior year, we reconnected at our local airport. At the time, he was finishing his Certified Flight Instructor Certificate, and during a visit one day, he asked if I would continue flying after high school. My response should not have surprised him as it was a resounding, “Yes!” After graduation that summer, I became Gabriel’s first flight student. (He would go on to train me from my Private Pilot Certificate all the way through my CFI.) In the fall, I began college at the very same aeronautical institution Gabriel was attending, Vaughn College of Aeronautics and Technology in Flushing, Queens. After five years of dating, at my master’s degree graduation from Embry-Riddle Aeronautical University in Daytona Beach, Fla., Gabriel got down onto one knee and asked me to be his wife. As he asked, I had an immediate flashback to all of the years I had known Gabriel and what we had accomplished and gone through together. You never really understand the importance of a soulmate until you meet them. When you
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both share a common passion or interest for things that you love to do together, it makes it all the more special. Our common passions and resounding themes are family, aviation and volunteering. As long as we are able to balance these things in our lives, our circle is complete. Â Â Giving back and volunteering are especially important to us. During our time at Vaughn College, we both developed a keen interest in donating our time to help mentor and speak with middle and high school-aged students. We were once inner city school kids and knew how hard it was for us to achieve our goals, mostly due to lack of proper mentorship and guidance. We have taken it upon ourselves to help close this gap and give inner city school students presentations and guided discussions on the topics of the aviation industry and STEM-related careers. We believe that in order to connect with students who may not see an avenue away from the path they are on, from the bad neighborhoods where they live, or from
May 2019 | 39
the negative influences they have, it is necessary to share our stories and our working relationship. We give them something familiar, from a perspective they can relate to on many levels. This philosophy aligns with the mission of the LPA. I have always shared my story – how an undocumented seven-year-old girl from Chile, came to the United States with her parents aboard a LAN Chile flight with hopes and dreams of a better future. At the time, Chile was reemerging as a democracy after a 17year dictatorship. My grandmother had urged my parents to seek a better future by moving to the United States, believing that the socio-economic factors in Chile were not suitable to raise a family and could have negatively affected our future well-being. I share my personal struggles of obtaining green card status and paying my way through college and flight school without financial assistance. I speak about the jobs I have held prior to my career in the airlines which include working as a cashier at a supermarket, cleaning houses with my mother on weekends, and working again as a cashier at the local mall. Most importantly, we also share how Gabriel and I
40 | Aero Crew News
are first-generation American college graduates and firstgeneration professional pilots. Over the last several years as LPA volunteers, we have found that the most effective way to get through to the youth of today is to share your story. We are all storytellers, but the story of your life is one of the most important to tell because each of us has a broad spectrum of life experiences that may be relatable to a student in need of guidance. Students can learn from both our successes and from our failures. We have all failed from time to time, but it is how we react and carry ourselves afterward that determine our true character. It is important to share our stories so that students can draw from our experiences to realize that obstacles will always be present. Our personal examples are proof positive that one can overcome life’s challenges through hard work, dedication, support from family and friends, and most importantly, never forgetting where they came from. Remind your audience that one day they will be standing where you are, sharing their journey with the next generation. Help them envision it and their path into the cockpit will become clearer. BACK TO CONTENTS
The students we speak with are mostly minorities who need positive mentorship in order to help them achieve their goals. Through the LPA, we can help them accomplish this. When they see someone who looks like them, Hispanic pilots in Jetblue uniforms, they immediately pay attention and become interested in our stories. There is a special connection and engagement that comes from hearing “someone like you” share their experiences. The LPA is an all-inclusive organization, but we do notice special attention being paid to our presentations by the students who identify as Latino. There are many paths into the world of aviation and we lay those out. We exemplify the possibilities, but we advise that it is up to them to heed the guidance and to remain connected through continued mentorship. We believe having a mentor is an essential part of the development of a child during the early years of their life. My mentor in aviation, who later became my husband, allowed me to see my possibilities as a pilot. Gabriel showed me what the aviation industry had to offer, and I immediately fell in love. If it were not for his mentorship and guidance, I would not be in the position I am today, and I would not be a part of the mere 5% of female pilots worldwide. Part of our goal in raising awareness is to provide exposure to our industry – regrettably, on that lacks diversity. Think about your childhood. We have all had help along the way. Who were your mentors? Who helped you achieve your professional success? I encourage each of
you to take the time to join this organization and help mentor our youth. You do not have to be Latino to join or support our mission. I challenge you to make the time and effort to reach out to at least ten kids this year. It can be as simple as a flight deck tour. That alone may inspire ten future aviators, mechanics, dispatchers, air traffic controllers, etc. Gabriel and I will continue to balance our relationship between flying the line, teaching at Vaughn College, and being new parents to our baby boy, Laurence. Somehow, we still find time to volunteer, raising awareness and providing positive mentorship – something we believe is necessary to secure and improve the future of our industry. We are excited about our new positions with the LPA and look forward to many years of creating a network in the New York area so that others may benefit from the collective experience that is the Latino Pilots Association.
ACN
About the Author Camila Turrieta is a the NYC Regional Director for Latino Pilots Associtaion and a First Officer for JetBlue. Read More...
May 2019 | 41
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates
Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
B737-9
$148.93
$128,676
$218.05
$188,395
B737-8 & 7
$148.93
$128,676
$216.92
$187,419
A320/319 MD-88/90
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
Abbreviation and definitions: $95.21
3.B.2.d
B717
401(K) Matching: Retirement plan, the company will match the B767 employees contribution up to the listed percentage. Unless noted the A330 company will match 100% of what the employee contributes.
4.B.1.b*
$121.53
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
2
28.D
0%
15%
2
26.C.2
25
$109,376
$174.11
$156,699
1-2 = 15 Days
3-4 = 16 contribute Days DC: Direct Contribution, the company5-10 will the listed additional 7.5 H/M without = 21 Days a sick call. 10-11 = 23 Days amount directly to the employees 401(K), either quarterly or0%yearly, refer 75 15% $144.58 $130,119 $207.13 $186,417 5.65 H/M with a 12-14 = 27 Days sick call to the contract for more information 15-18 = 29 Days Max 1080**
2
19-24 = 33 Days +25 = 38 Days
A350*
MMG: Minimum Monthly Guarantee, the minimum amount of credit 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 the employee will receive per month. The ability to work more or less is B747, B777 Cancellation pay: When a leg or legs are canceled, the employee will still $208.59 possible, depends the needs of the company, line holder or reserve $175,216 on $305.39 $256,528 B787 5 H/M be credited for that leg. Some companies will not cover all reasonsB767-400 for 1-4 = 14 Days Max 1300 Hrs and open trips for that month. 5-10 = 21 Days New hires 70 0% 16"% cancellations. Refer to the contract for more information. B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing B737-900, Per Diem: The amount of money the company pays the employee for $167.89 $141,028 $245.80 $206,472 training. A321 Deadhead: Positive space travel as a passenger for company business; food expenses while gone base, typically from show time to end of A319 $161.02 $135,257 $235.76 from $198,038 paid as shown in above referenced column. debrief time of that trip. trip per diem is 3-A-1 3-C-1-a HRxMMGx12 3-A-1 Day HRxMMGx12 11.A.3is taxable 13.A.1 while overnight22-A not. FAPA: Frontier Airline Pilots Association FO Top Out No. of Vacation Aircraft Sick Time 401(K) Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) TFP: MMG Trip forBase Pay (Hourly) accrual IBT: International Brotherhood of Teamsters Major Airlines Allegiant Air Band 1* $82.00 $140.00 $117,600 >6M=0 H UTU: United$68,880 Transportation Union (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H Band 2* $87.00 $73,080 $146.00 $122,640 ISP: International Savings Plan Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H Band 3* $92.00 $77,280 YOS: Years of Service$153.00 with the$128,520 company. ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 IOE: Initial Operating Experience, refers the flight training a new hire 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 receives from a check airman after completing all ground and simulator Frontier Airlines 1-5 = 15 Days After 3 years 2.2% training. (Frontier) A319, A320, 1 Day / Month ALPA: Air Line Pilots Association
Perce heal emplo
$142.96 $123,517 $209.31 $180,844 Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
B717, DC9 EMB-190, CRJ-900
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
3.D
United Airlines (United)
A321*
42 | Aero Crew News
JetBlue Airways (JetBlue)
$100.01
75
$90,009
$166.68
$150,012
4.3
HRxMMGx12
4.3
HRxMMGx12
A320 family
$137.70
$115,668
$202.47
$170,075
E190
$123.91
$104,084
$182.25
$153,090
70
6-10 = 21 Days 11+ = 28 Days
Max 120 Days
8.B
15.B.2 & 3
5% 1:2
up to 6% at 9 years
16.B.2
16.4
5% 1:1
5% + 3%
2
24
Perce heal emplo
BACK TO CONTENTS
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
Pay During Training
A330, A350 B717, B767
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 AA
AS
DL
Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company
HA
US West Sep/1998 Oct/2015
14,738
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
$2.15
2012
1,897
11.D.5.b
5.A.1
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
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
G4
F9
B6
MMG
Single Occupancy, Paid for by company
$2.00
3.P
6.A
MMG
B737
WN
A319, A320, A321
NK
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
Dec/2017
See Note*
$1.90
November 2014
1180
180
Dec/2017
Dec/2017
See Note*
$2.00
E:11/2013 A:12/2013
3,582
840
11
Dec/2017
Dec/2017
Feb/2015
August 2006
9,074
3,374
4.T.3
Dec/2017
Dec/2017
$2.25
March 2015
1,821
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
No
Add A, Pg24
4.T.1
SY
MMG
None
1/24th the IRS CONUS M&IE airline daily rate
3.B
5.B.1
5.3
VX
$2,500 per month
None
$2.00
2012
820
10.J.1
3.B.e
10.I.1
Dec/2017
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
73
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
5Y
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 2019 | 43
Airlines (Sun Country)
B737NG
THE GRID
Virgin America (Redwood)
A319, A320
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$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
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
5Y
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**
GB
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
Kalitta Air (Connie)
B777, B767, B757, MD11, DC10, A300
B747
FX
K4
$4,000 / mo until activation date*
No Hotel
$2.25 Dom. $3.25 Int.
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
Dec/2017
5.A UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG 10.D.1
Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00* 5.H.1.a.1
2 Digit Code
Pay During Training
ALPA
*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended
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
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**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
Min Days off (Line/Reserve)
12, max 14* 10, max 12*
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.G
15.E.1
2.QQ
17.I.1
24.O.2
5
12.A.1.a
559
2
4.H.1
361
508
5-F-1-a Number of pages in Contract
5x 1:2 or number of 1:1.75*** days 12.A.1.b
12.A.2.a
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
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
12
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
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
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 44 | 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
12
Yes
5.J.7
4.I, 5.P.2
5.J.4
12
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
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Contractual Work Rules
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Contract 2010, as amended
5.E.1
None
195
177
36
235
241
196
159
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
$20/ month
4.G.2.a
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
$30 / pay period max $500
4.I.1
4.I.3
4.L
4.S.5
2.A.4
4 or 4.5**
1:4.2
100% or 50%***
100% 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
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
4
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
None
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
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
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
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%
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
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 2019 | 45
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
72
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
75
$151,812
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$219.07
$189,276
$320.71
$277,093
787
$209.85
$181,310
$307.24
$265,455
767-4, A330
$206.91
$178,770
$302.94
$261,740
767-3,2, B757
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
B737-9
$176.74
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
$109,376
$174.11
$156,699
3.B.2.d
4.B.1.b*
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$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
70
$167.89 $161.02
A319, A320, A321*
A320 family E190
1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call. 10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days 6.B.1
Percentage of health care Notes employee pays *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
0%
15%
20%
Contract 2013, as amended
28.D
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
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.
$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
70
$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
75
$148.71
$90,009
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
0%
15%
20%
Contract 2010, as amended
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
HRxMMGx12
4.3
HRxMMGx12
8.B
$124,916
$218.66
$183,674
$133.82
$112,409
$196.83
$165,337
B737
A319 A320 A321
B737NG
HRxMMGx12
0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
3.J** 1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
4 H/M Max 600
5% at 200%*
None
10.A
4.C
4.C
5.A
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
5 H/M* 700 Hrs Max 14.A.1
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
$112.93
70
$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
Contract 2016, as amended *A321 coming end of 2015
After 3 years 2.2% up to 6% at 9 years
Disclaimer: Gray blocks contain contract sections or date 16.B.2 acquired. Data with16.4contract sections may be abbreviated *70 line holder, 75 reserve; **Hours is and/or inaccurate, please consult the based most on current PTO per year.contract Reference Based on PTO contract for more information 5% 1:1 5% + 3% None Specified section for specific contractual language. Data that do not accrual have a contract section reference number, were obtained Agreement 2013, Currently in 3.J 3.F.i inaccurate. While trying to online in 3.E some form3.Eand may be negotiations *85/87/89 TFP based on days in bid provide the most up-to-date information, not all sources can period, **Trip for Pay (TFP) is the unit 1 TFP / 10 of compensation received. be verified at this time. If you notice a discrepancy and/or 9.7% 1:1 TFP** Max 1600 TFP have a correction please email: Contract 2016, as amended GridUpdates@aerocrewnews.com 12.B.1 19.B.2
85
$157.54
*The company will match 200% of what the pilot contributes up to 5%.
15.B.2 & 3
$157.36
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
5% 1:2
Contract 2012 as amended
Percentage of health care Notes employee pays
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394
1 Day / Month Max 120 Days
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
12.A.1, 2 & 3
$235.76
46 | Aero Crew News Virgin America
14.D.1
$135,257
3.C*
Sun Country Airlines
7.B.1.a
HRxMMGx12
70
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
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
4 H/M
14.A
0%
4%
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
2%
$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
70
$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
75
$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
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.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
85
$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
0%
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
72
$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
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
4%
125% of 6% contributed
11%**
28.C
27.B
2%
$0 to $300 depending on plan single, single +1 or family plan
28.B.2
27.A.2
-
-
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
68
$124,872.48
19
19.D.1
HRxMMGx12
19
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
85
4.A.1***
>1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days** +20 = 36 days
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
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
64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
$212.69
75
$207,373
$300.00
$292,500
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
*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
Contract 2016, as amended
>5 = 14 days <6 = 21 days
62
*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
70
70
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)
0%
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 2019 | 47
THE GRID BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
CLT
MYR
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
48 | Aero Crew News
BACK TO CONTENTS
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
Frontier Airlines
United Airlines
UPS
DXB
Dubai, United Emirates
LAX
Los Angeles, CA
Frontier Airlines
ATL
Atlanta, GA
Emirates
American Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Alaska Airlines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Allegiant Air
Alaska Airlines
AVL
Asheville, NC
United Airlines
Delta Air Lines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
United Airlines
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
Virgin America
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
FedEx Express
American Airlines
BOS
Boston, MA
Spirit Airlines
LGA
New York City, NY
Frontier Airlines
American Airlines
GUM Guam
Delta Air Lines
PHX
Phoenix, AZ
JetBlue Airways
United Airlines
United Airlines
American Airlines
BWI
Baltimore, MD
HKG
Hong Kong
LGB
Long Beach, CA
Southwest Airlines
Southwest Airlines
FedEx Express
JetBlue Airways
PIE
St. Petersburg, FL
CGN
Cologne, Germany
HNL
Honolulu, HI
MCO Orlando, FL
Allegiant Air
FedEx Express
Hawaiian Airlines
JetBlue Airways
PIT
Pittsburgh, PA
CLE
Cleveland, OH
Allegiant Air
Southwest Airlines
Allegiant Air
United Airlines
HOU
Houston, TX
Frontier Airlines
SDF
Louisville, KY
CLT
Charlotte, NC
Southwest Airlines
MDW Chicago, IL
UPS
American Airlines
IAD
Washington, DC
SEA
Seattle, WA
CVG
Cincinnati, OH
United Airlines
MEM Memphis, TN
Alaska Airlines
Allegiant Air
IAH
Houston, TX
FedEx Express
Delta Air Lines
Delta Air Lines
United Airlines
MIA
Miami, FL
SFB
Orlando, FL
DAL
Dallas, TX
IND
Indianapolis, IN
American Airlines
Allegiant Air
Southwest Airlines
FedEx Express
UPS
SFO
San Francisco, CA
Virgin America
IWA
Phoenix, AZ
MSP
Minneapolis, MN
United Airlines
DCA
Washington, DC
Allegiant Air
Delta Air Lines
Virgin America
American Airlines
JFK
New York City, NY
Sun Country
SLC
Salt Lake City, UT
DEN
Denver, CO
American Airlines
MYR
Myrtle Beach, SC
Delta Air Lines
United Airlines
Delta Air Lines
Allegiant Air
STL
St. Louis, MO
Frontier Airlines
JetBlue Airways
OAK
Oakland, CA
American Airlines
Southwest Airlines
Virgin America
Allegiant Air
VPS
Fort Walton, FL
DFW
Dallas, TX
Southwest Airlines
Allegiant Air
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
May 2019 | 49
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is 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)
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
CRJ-200
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
MMG
Base Pay
Top CA pay
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
75
3.B.1
$46.44
$41,796
$101.80
$91,620
$43,632
$109.33
$98,397
75 $48.48
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
8.A.1
7.A
0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
Republic Airways (Republic or Shuttle)
75
3008.5.A.3* HRxMMGx12
EMB-170 EMB-175
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the Envoy formally company will match 100% of what the employee contributes. EMB-145 American Eagle CRJ-700* EMB-175
25.A.2
25.B.2
1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
None
27.A.1*
27.A.1
1.2-6%****
None
$50.42
75
$45,378
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
Mesa Airlines (Air Shuttle)
IOE: Initial Operating Experience, refers the flight training a new hire 3.K.1from HRxMMGx12 3-1 HRxMMGx12 8.A.1*** all ground 8.A.1 receives a check airman after completing and14.K simulator <1yr = <7 dys*** 1-4 = 3.5% training. 90dys-5yrs = $89.12 $80,208 1-2yrs = 7 dys 5-9 = 5.25%
3-1
$39.78
75
$35,802
50 | Aero Crew News
Air Wisconsin (Wisconsin)
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
Pi
T
$93.90
$84,510
>2yrs = 14 dys >5yrs = 21 dys >16yrs = 28 dys
3.5hrs/month; >5 yrs = 4hrs/month
10-14 = 6.4% 15-19 = 7%
None
MMG: Minimum Monthly Guarantee, the minimum amount20+of= credit 8% the employee will receive month. The ability to work more or less is28.B LOA** LOA HRxMMGx12 LOA**per HRxMMGx12 8 9.A 28.B*** Cancellation pay: When a leg or legs are canceled, the employee will possible, depends on the needs of the company, line holder or reserve still be credited for that leg. Some companies will not cover all reasons FO Topand Out open trips for that month. No. of Vacation Aircraft Sick Time 401(K) MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & for cancellations. Refer to the contract for more information. Types Accrual Matching (%) (Hourly) accrual Per Diem: The amount of money the company pays the employee for 500-2,000 Pilots Endeavor Air business; Deadhead: Positive space travel as a passenger for company <1yr=<7 dys***from 150% Match: food expenses$34,641 while gone from$75,627 base, typically show time to end CRJ-200 $38.49 $84.03 (Flagship) 2yrs=7 days 1-5 = 6% paid as shown in above referenced column. of debrief time of that trip. Day trip per>2yrs=14days diem is taxable 75 2.5 H/M while None 5-10overnight = 8% >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 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 PSA Airlinesquarterly or additional amount directly to the employees 401(K),(Bluestreak) either 50% Match: UTU: United Transportation Union < 1 = 7 days .5-5 = 1.5% CRJ-200 $41.78 $37,602 $98.37 $88,533 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% yearly, refer to the contract for more information 75 5+ = 4 H/M 5-7 = 4% > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% $43.29 $38,961 $106.67 $96,003 YOS: Years of Service with the company. >14 = 28 days 10+ = 3.5% CRJ-900 10+ = 8%* IBT: International Brotherhood of Teamsters 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C ALPA: Air Line Pilots Association
P
em
-
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
$37.96
76
$34,620
3.A
4.A.1
HRxMMGx12
$49.24
75
$44,316
$80.93
$73,808
$93.76
$85,509
3.A
HRxMMGx12
$107.67
$96,903
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days 7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M 8.A
2%*
None
24.B
-
BACK TO 3-4%CONTENTS = 1% 3.75 H/M Max 375
5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
3%
1%
P
em
32 (35
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
EMB-175SC EMB-145 CRJ-200
CRJ-200 CRJ-700 CRJ-900 EMB-175
2 Digit Code
EV
OO
Sign on Bonus
$22,000* $5,000** $1,000 Referral, EQO***
YX
Hotel during new hire training
Paid for by $40/HR company; single @65HR/Mo occupancy
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
CRJ-200 CRJ900
MQ
Air Wisconsin (Wisconsin)
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
DH-8-Q400 ERJ-175*
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
DH-8-100 DH-8-300 ERJ-145
ERJ-145
1,465
4.C.2
Mar/2019
Mar/2019
4,880
$7,500*
65 Hours
$1.95
Online
3008.19.A
3015.6.A.1
3009.1.A
Mar/2019
Mar/2019
$2.05/hr Dom $2.60/hr Int.***
November 2016
2,221
4.B.1
Jan/2019
Aug/2018
$17,500*
Up to $22,100* plus $20,000 retention bonus**
$1,600 first Paid for by mo. then company; single MMG occupancy
$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
Sept 2017
2,173
Dec/2017
4.A
4.B
5.B.1
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
9E
$10,000*
$18,000*, $5,000**
YV
Single MMG, but Occupancy paid no per diem by company 3.D.1, 5.D.4 $50.22 / HR Paid for by MMG & Per company; single Diem occupancy
ZW
$1.80/hr
October 2017
1,905
5.D.1
Dec/2017
Dec/2017
$1.75/hr
FAA Mins 1,000 Hours 121 Time
1,900
5.A.1
May/2019
Apr/2019
76 Hours during training
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
LOA 37
5.A.1
5.B.1
5.A.2
Dec/2017
Dec/2017
Jan 2014
534
LOA 37
Dec/2017
Dec/2017
$1.80/hr
Sept 2018
860
Yes $33,000 $4,000 or $4,500*
QX
None
CP
$17,500 Signing $1,500 Referal Bonus
2.5 hours per day 4.C
Paid for by $1.75/hr dom company; single occupancy $1.80/hr int 5.A.1
16 credit Paid for by hours per company; single week & per occupancy** diem
United
United, American, Alaska, Delta
United, American, Delta
American
Delta
American
United, American
Dec/2017
Dec/2017
$12,000** $5,000***
$23/hr @ 60 hr
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
$1.90/hr
June 2016
600
iPad 2**
JFK, DTW, MSP, LGA, ATL
ALPA
iPad
ALPA
iPad***
iPad
5.B.1
$30,000*
ALPA
ALPA
5.B.3
AX
Bases
Delta, American
Paid for by company; single occupancy
Dec/2017
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ. Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
EFBs
iPad 2
3.H, 5.B
Dec/2017
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH
Union
IBT
659
5.D.1
iPad Air 2
Alaska
October 2015
5.A.3
ALPA
iPad
$1.65/hr**
Paid for by company; Single occupancy
iPad Air
ALPA
MMG & Per Diem*
5.D.4
IBT
iPad
American United
Jan/2019
$35.81 @ 75 hrs or 4 hours per day
None
COS, DEN, DTW, FAT, IAH, LAX, MSP, ORD, PDX, PHX, PSP, SEA, SFO, SLC, TUS SAN, SGU***
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied
CLT, DCA, CVG DAY, TYS, PHL ORF
*$10,000 after training, $8000 after 1st year, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time.
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
Jan/2019
LOA 16
*Up to $40,000 at company discreation; **$5,000 Type Rating Bonus; ***EQO = Earned Quartely EWR, IAH, ORD, Overide, $10,000 for FO's $8,000 CLE, TYS, for CA per year paid out each ATL**** quarter, restrictions apply; ***ATL is not a base HQ only.
Contract 2019 as amended
5.G.1
350
Notes
Contract 2013 as amended
6.C
January 2017
Surface 3 LTE
Bases
Contract 2003 as amended
Paid for by company; double occupancy
$1.70/hr
ALPA
EFBs
Contract 2015
5.I.4
G7
Union
Contract 2018 as amended
Number of Do Business Pilots For:
$22,100* $20,000**
Website Horizon Air (Horizon Air)
Sept 2011
Jan 2018
3.F.1 Mesa Airlines (Air Shuttle)
$1.95/hr
Online
OH
Number of Do Business Pilots For:
Paid for by company; single occupancy**
Online CRJ-200 CRJ-700 CRJ-900
Most Junior CA hired
Feb/15
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
Online
Republic Airway (Republic) EMB-170 EMB-175
Pay During Training
THE GRID
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.
*By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums. Contract 2012 as amended
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
American
Union
EFBs
Bases
PHL, MDT, ROA, SBY
ALPA
Notes
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
United, American
ALPA
iPad
IAD, STL, ORD DEN, RDU
*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
May 2019 | 51
(Compass)
EMB-175
THE GRID GoJet Airlines (Lindbergh)
CRJ-700 CRJ-900*
DH-8-100 DH-8-300 ERJ-145
Trans States Airlines (Waterski)
ERJ-145
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
ERJ-145XR
Peninsula Airways (Penisula)
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
659
Delta, American
5.B.1
Dec/2017
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy 5.A.3
5.D.1
Dec/2017
Dec/2017
$30,000*
$1.90/hr
June 2016
600
3.C.1
5.A.1
5.C.1
Dec/2017
Jun/2016
40 Hours per week
Paid for by company; Single occupancy
3.K.A
6.E.5.A
FAA Mins $37/overnigh 1,000 t Hours 121 Time 6.G.1
Paid for by MMG & Per company; single Diem occupancy
Dec/2016
100
18 months
160
5.C
Jul/2015
Jul/2016
Paid for by company; Single occupancy
Up to $45,000
MMG
Paid for by company; single occupancy
$1.80/hr
Online
3.G
5.A.8
5.B.3
$1.45/hr
$50/day
FAA Mins 1,000 Hours 121 Time
185
Oct/2015
Oct/2015
FAA Mins 1,000 Hours 121 Time
United, Delta
302
Mar/2019
Mar/2019
2012
120
sims; **DOS + 24 Mos. $1.70,
PHX, LAX, SEA
Contract 2014 as amended *7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
American
Union
EFBs
Bases
Notes
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
PHL, MDT, ROA, SBY
ALPA
Contract 2013 as amended United, American
ALPA
iPad
IAD, STL, ORD DEN, RDU
No
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
Hyannis Air Service DBA Cape Air
IBT
Dec/2016
$1.85/hr
$9 - $12.50 per hour* $35 / Day Per Diem
C5
BB
350
Paid for by company; Single occupancy
None
DH-8-300 S340
January 2017
5.D.4
AM
KS
$1.70/hr
$35.81 @ 75 hrs or 4 hours per day
$12,000*
iPad
Dec/2017
LOA 16
None
ALPA
General Information
5.B.3
Saab 340A, Saab 340B*
Seaborne Airlines (Seaborne)
October 2015
Paid for by company; single occupancy
3M
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
$1.65/hr**
3.H, 5.B
9K
Saab 340b
Paid for by company; double occupancy
$23/hr @ 60 hr
AX
ATR-42 C402 BN2
MMG & Per Diem*
$12,000** $5,000***
G7
Aircraft Types
Piedmont Airlines (Piedmont)
Signing $1,500 Referal Bonus
CP
Self**
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
IBT
Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
United
ALPA
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU
EWR, IAD Contract 2015 as amended
None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract
Oct/2014 $30/dom, $50/int
January 2013
90
SJU, STX Need contract
Oct/2014 C208, C207, PA31, B1900 DH-8
7H
$15,000 for all pilots in 2017, $5,000 referral
None, except during SIMs in SEA, Single
MMG
$40.00 per over night
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
March 2015**
215
Jun/2017
Jun/2017
Most Junior CA hired
Number of Do Business Pilots For:
Ravn Alaska
None
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds
ANC
Need contract
20,423
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
12/12 or 11 for reserve in 30 day month
Pay Protection
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Deadhead Pay
Open time pay
None
None
100%
100% or 150/200% when red flag is up
-
-
6.A.2
21.H.9.d
Uniform Reimbursement
Yes*
11 or 13; 15**
276
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
12
Yes*
FAA Part 117
198
4:12
None
1:2**
1:4
100%
150%***
$200 / year***
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
438*****
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
8
3.D.5
$150 / yr****
24.H.3
Headset Reimbursement
-
None
*Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****After completing first year and $400 max.
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA -
Contract 2015
*200% only when critical coverage Company provided declared by company
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
12
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
75-85 = 125%
Contract 2018 as amended
-
11
Min Trip Duty Rig Trip Rig Credit
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
Pilots pay 50% except leather jacket 100%
52 | Aero Crew News PSA Airlines (Bluestreak)
Max Scheduled Duty
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
BACK TO CONTENTS
Contract 2013 as amended
*For line holders only with exceptions to open time pick ups;
2018 LOA
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
12
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
$400****
None
-
Contractual Work Rules Min Trip Duty Rig Trip Rig Credit
PSA Airlines (Bluestreak)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
THE GRID
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
100% or 200%**
Company pays half of hat, topcoat, jacket, two pairs of pants.
None
11
Yes*
FAA Part 117
187
12.B
3.G
12
-
12/12
Yes*
12, 14 or 13**
25.E.8.a
3.D
13*
7.A.4.a
None
None
None
None
62.5%
-
-
-
6.A
3.H.9
5.E.2
-
294
3 hours or Duty Rig
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
100%****
Company pays 1/2 of initial uniform, $20/mo allowance
None
80% air*** 75% ground
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
26.3
26.C.1
150% 200%**
$25 / Month
None
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
5.E
5.D
26.L.5
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes
14
185
4
4 per day*
None
None
75% air; 50% ground
100%**
$25 / month
None
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Min Trip Duty Rig Trip Rig Credit
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Greater of min day, credit, duty rig 3.B.1
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
FAR Part 117
131
3.75
Reserve: 4 hrs Split Duty 4.5 hrs*
None
None
100%
150% to 200%**
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes*
14
161
3, 4 on lost day
Contract 2015
*200% only when critical coverage Company provided declared by company
75-85 = 125% 85+ = 150% JrMan = 175% Holiday = 200%***
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
-
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
3.B.1.c
-
7.D.1
3.D
5.J
-
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
Contract 2013 as amended *For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Holiday pay offered by company when needed; ****After 1 YOS Contract 2019 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 *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 2012 as amended *Greater of line value or actual flown except for named storms, than 50%; **For replacement only. Contract 2011 as amended
*Reserve 4 hrs per trip: Duty or Trip (whichever is greater); **Additional incentive offered at company discretion, Contract 2015 as amended
5 on 2 off 13
Min Trip Duty Rig Trip Rig Credit
Notes
May 2019 | 53
Additional Compensation Details
THE GRID
ExpressJet (LXJT (Accey)
Aircraft Types
FO Top Out Pay (Hourly)
EMB-145, CRJ-200
$47.87
EMB-175 (70 Seat*)
$47.87
-
3.A.1
MMG
SkyWest Airlines (Skywest)
3.B.1
Endeavor Air (Endeavor)
EMB-145
Mesa Airlines (Air Shuttle)
$104,400
$51,687
HRxMMGx12
$125.10
$112,590
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
3027.1
HRxMMGx12
3011.1**
$122.83
$110,547
$123.29
$110,961
$129.39
3-1
$116,451
HRxMMGx12
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
14.E
None
28.B**
28.B
28.A.3.b
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
3.5 H/M
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
HRxMMGx12
Base Pay
Top CA pay
Base Pay
$59,166
$117.70
$105,930
$60,381
$122.20
$109,980
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
$119.16
$107,244
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
FO Top Out Pay (Hourly)
MMG
CRJ-200
$65.74
CRJ-900
$67.09
-
3.A.1
CRJ-200 CRJ-700 CRJ-900
$56.24
75
$50,616
-
3.A.1
4.A
HRxMMGx12
C200/E145 $47,424
3.A.1
HRxMMGx12
$92.58
$84,433
$99.65
$90,881
$105.08
$95,833
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
9.A
None
7.A
14.A
28.C**
28.C
27.B.4
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 09 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
7.B.2
Q-400 ERJ-175
< 5 = 14 days > 5 = 28 days
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
3.75 H/M Max 375 14.A.1
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
28.A
27.D.2.a
6%
None
Company Discretion
14.A.1
27.C
27.C
27.A
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
3 H/M
28.B**
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
27.B.2
Percentage of health care employee pays
$40.33
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
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
28.D
-
27.C.2
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
Contract 2015
Contract 2003 as amended
Notes
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
Q-100, Q-300
4 H/M
*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.
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
Contract 2018 as amended
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
LOA*
Aircraft Types
54 | Aero Crew News Trans States Airlines (Waterski)
14.K 1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
8
*25 EMB-175SC to be flown for United Express; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ***Based on YOS;
35% for TPO Traditional PPO Plan
HRxMMGx12
C900-C Air Wisconsin (Wisconsin)
None
$84,510
LOA
C900/E175
8.A.1
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
Notes
Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
$93.90
LOA**
76
8.A.1***
<1yr = <7 dys*** 90dys-5yrs = 1-2yrs = 7 dys 3.5hrs/month; >2yrs = 14 dys >7yrs = 21 dys >5 yrs = 4hrs/month >16yrs = 28 dys
-
30%
$80,208
-
$52.00
PDO* 1 Yr = 4.25 H/M 1 = 12.6 days 2 Yr = 4.94 H/M 2 = 13.65 days 3 Yr = 5.55 H/M 3 = 14.7 days 4 = 15.75 days 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 5 = 16.8 days 10-12 Yr = 12.00 6 = 17.85 days H/M 7 = 18.9 days 13-15 Yr = 9.30 8 = 22.05 days H/M 9 = 23.1 days 16+ Yr = 10.00 H/M 10 = 24.15 No Max
None
$89.12
$35,802
C700/E170
3012.1
$116.00
75
4.A
1-4 yrs, 4% 5-9 yrs, 6% 10-14 yrs, 8% 15-19 yrs, 10% 20+ yrs, 12%
8.A.1
75
PSA Airlines (Bluestreak)
After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***
HRxMMGx12
$39.78
EMB-175
LOA 9
3.A.1
HRxMMGx12
3.K.1
25.B.2
HRxMMGx12
3008.5.A.3 *
3-1
25.A.2
$99,432
3027.2
Envoy formally American Eagle (Envoy)
7.A
$110.48
$54,450
75
30%
$43,083
75
$57.43
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)
$94,554
CRJ-900
EMB-170 EMB-175
<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting***
$105.06
$60.50
Republic Airways (Republic or Shuttle)
< 1 = 7 Days** 5 H/M 2-6 = 14 Days Max 640 7-10 = 21 Days (110 above 640***) +11 = 28 Days
$43,083
EMB-175
-
401(K) DC
Base Pay
CRJ-200 CRJ-700
401(K) Matching (%)
Top CA pay
75
Percentage of health care employee pays
No. of Vacation weeks & Sick Time Accrual accrual
Base Pay
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
BACK TO CONTENTS
Contract 2011 as amended
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
E-170, E-175
$45.80
75
$41,220
-
3.D
4.A.1
HRxMMGx12
$111.24
$100,116
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
Additional Compensation Details 3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
27.B.2
$40.33
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max
9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match
None
35% Employee, 35.9% Emp +2
14.A
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
Saab 340b
$39.03
-
40
$26,458
Per week*
HRxMMGx52
$30.02
75
$35,127
$83.07
$74,763
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
B1900, DH-8
HRxMMGx12
$64.00
60
-
Aircraft Types
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
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
4 H/M
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
$37,440
MMG
Base Pay
Need contract
HRxMMGx12
$117.00
HRxMMGx12 FO Top Out Pay (Hourly)
*Based on profitability
Yes*
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
None
$450-$500 / Mo. $750-$800 / Mo.
Need contract
HRxMMGx12
Top CA pay
Base Pay
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
Notes
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that do not have a contract section reference number, were obtained online in some form and may be inaccurate. While trying to provide the most up-to-date information, not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email: GridUpdates@aerocrewnews.com
May 2019 | 55
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 CMH PIT DAY IND IAD IRK UIN 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
56 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways BACK TO CONTENTS
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines Republic Airways IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air
MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air
ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
May 2019 | 57
THE GRID
Mainline Flight Attendants General Information Aircraft Types
American Airlines (American)
2 Digit Code
Pay During Training
AA
None
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
Hotel during new hire training
Per Diem
Number of FA's
Company Provided; Double Occupancy
Union
Average Reserve Time
Most Junior Base
Most Senior Base
Bases
Notes
BOS, CLT, DCA, DFW, LAX, LGA, MIA, ORD, PHL, PHX, RDU, SFO, STL
APFA
Contract 2014, As Amended Allegiant Air (Allegiant)
B757, MD-80, A319, A3220
G4
No hourly wage, $24/day perdiem
DoubleTree or Holiday Inn Express
$24/day ($1/hour)
1,000
TWU*
N/A**
N/A
Most Junior Base
Most Senior Base
May/2016 Total Flight Attendants
*(currently in contract negotiations) **F/A candidates are allowed to give BLI, FLL, HNL, preference of base during interview IWA, LAS, OAK, process. We do out best to PGD, PIE, SFB accommodate those requests, but cannot always place candidates at their first preference.
1,000
Aircraft Types
2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
Number of FA's
Union
Average Reserve Time
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
Pay Protection
10
Partial
American Airlines (American) Allegiant Air (Allegiant)
11*
Scheduled or better greater of the two values.
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty 15 Dom 18 Int
Max Scheduled Duty
Min Day Credit
Min Trip Credit
5
10-15
Incentive Pay
0
0
Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.
Min Day Credit
Min Trip Credit
Incentive Pay
Downtown Hotel
Downtown Hotel
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
100%
No
$20/hour for scheduled DH time
Value of Trip
Initially uniforms are provided by the Company. Upon completion of the first year, crews will receive an annual allowance.
Deadhead Pay
Open time pay
Uniform Reimbursement
Job Shares Available
Jetway Trades
Notes
*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).
Job Shares Available
Jetway Trades
Notes
Additional Compensation Details Aircraft Types
FA Starting Pay
American Airlines (American)
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
70
401(K) Matching (%)
401(K) DC
None
Yes*
401(K) Matching (%)
401(K) DC
Percentage of health care Notes employee pays Varies
*Based on age
Allegiant Air (Allegiant)
Aircraft Types
FA Starting Pay
58 | Aero Crew News
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Percentage of health care Notes employee pays
BACK TO CONTENTS
THE GRID
Regional Flight Attendants General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
Sign on Bonus
EV
Pay During Training
None
Hotel during new hire training
Per Diem
Dual Occupancy Paid for by company*
None
$1.70
Do Number of Business Flight For Attendants
Union
Average Most Junior Base Reserve Time
Most Senior Base
Bases
Notes
*If FA lives 25 miles or more away from traning center, **AA flying out of EWR, IAH, ORD, DFW CLE, DFW**
United American
IAM
Delta American
AFA
7.D ExpressJet (LASA) (Accey)
CRJ-200 CRJ-700 CRJ-900
EV
None
Dual Occupancy Paid for by company
None
$1.60
5.E PSA Airlines (Bluestreak)
6.C Total
CRJ-200 CRJ-700 CRJ-900
OH
None
Yes
1.80 / hour effective 11-116
Yes
AA
900
Aircraft Types
ExpressJet (LASA) (Accey)
PSA Airlines (Bluestreak)
2 Digit Code
Sign on Bonus
Hotel during new hire training
Pay Protection
Max Scheduled Duty
Min Day Credit
12/10 or 11
Yes
13.5
1:04
5.A.4
4.N
7.B.7
8- 12 months
CVG
CLT, CVG, DAY, TYS
CLT-DAY
Contractual Work Rules
Average Most Junior Reserve Time Base
Most Senior Base
Jetway Trades
Holiday Pay $5.00 per hour
Yes
50%
100% or 150%*
Initial paid by FA 75 Points Per Year**
Yes
Yes
4.S
4.Q
7.A.2
LOA
4.V
14
Holiday Pay 150%
No
100%
100%
Initial paid by FA $200 Per Year
5.O
6.A
5.D.1
5.L
18
yes
above guaranee
Initial new hire NO / $250 annual uniform allowance
N/A
Deadhead Pay
Open Time Pay
Uniform Reimbursement
Job Shares Available
5.C.1
10
Yes for cancellations
$14
N/A
N/A
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Min Day Credit
Min Trip Credit
150% Yes Thanksgiving In some cities and Christmas
Incentive Pay
Downtown Hotel
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
80
$18,240
$38.00
$36,480
4.A
HRxMMGx12
4.A
HRxMMGx12
8.B.2
401(K) DC
5 Hours Per Month
>5 Yrs 4% 5-10 Yrs 5% 10+ Yrs 6%
>5 Yrs 1.5% 5-10 Yrs 1.75% 10-15 Yrs 2% 15-20 Yrs 2.5% 20-25 Yrs 3% 25+ Yrs 3.5%
9.A
22.E
22.E
1 Yr 20% of 6% 2 Yr 30% of 6% 3 Yr 40% of 6% 4 Yr 50% of 6% 7 Yr 75% of 6% 8 Yr 75% of 8%
None
0%
23
75
$16,542
$37.31
$33,579
1-6 Yrs 14 Days 7-15 Yrs 21 Days 16-19 Yrs 28 Days 20+ Yrs 35 Days
3.75 Hours Per Month
-
5.A
5.B
HRxMMGx12
5.A
HRxMMGx12
12.A.2
13.A.1
24.B
24
+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks
3.0 / Month
+6 Months - up to 2% +5 years - up to 3% +15 years- up to 3.5%
N/A
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
-
Aircraft Types
$31.03
HRxMMGx12
FA Starting Pay
MMG
Base Pay
$26,810
Notes
Percentage of health care Notes employee pays
401(K) Matching (%)
$18.38
$15,457
Jetway Trades
Sick Time Accrual
CRJ-200 CRJ-700 CRJ-900
PSA Airlines (Bluestreak)
*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,
* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty
Additional Compensation Details 1-4 Yrs 7 Days 5-9 Yrs 14 Days 10-17 Yrs 21 Days 18-24 Yrs 28 Days 25-29 Yrs 35 Days 30+ Yrs 37 Days
72
Notes
Job Shares Available
9.B.3
$17.89
Notes
Uniform Reimbursement
7.R.2
CRJs
Bases
Open Time Pay
7.D.2
$19.00
Union
Deadhead Pay
14
EMB145XR, EMB-145, EMB-135
Number of Flight Attendants
Downtown Hotel
Yes
MMG
Number of FAs
Incentive Pay
10
FA Starting Pay
Per Diem
Min Trip Credit
3:45 or 1:2* 1:1**
ExpressJet (LASA) (Accey)
Pay During Training
Min Days off (Line/Reserve)
Aircraft Types ExpressJet (LXJT (Accey)
AFA
900
Total Flight Attendants
ExpressJet (LXJT) (Accey)
ATL, DFW, DTW
HRxMMGx12
FA Top Out Pay
Base Pay
Percentage of Notes health care employee pays
May 2019 | 59
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