Aero Crew News, July 2016

July 2016

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

Aviator Bulletins

Summer Fun, Open Houses, Bonuses and more!

Contract Talks Unpaid Time Off

Exclusive Hiring Briefings Fitness Corner

Tips For Healthy Eating On The Run, Part 2

EXPRESSJET SUMMER EVENTS Battle Creek Air Show

July 2-4

(Battle Creek, MI)

Miami Career Info Sessions

July 7-9

Newark Career Info Sessions

July 7-9

Dallas Career Info Sessions

July 13-16

Savannah Career Info Sessions

July 14-16

AeroCrew Solutions Info Sessions

July 15

(Dallas, TX)

Detroit Career Info Sessions

July 21-23

Tampa Career Info Sessions

July 21-23

Oshkosh Interviews

July 25-31

(Oshkosh, WI)

OBAP Conference

Aug. 9-12

(Lombard, IL)

For Career Info Session details and to sign up for a timeslot, visit tinyurl.com/expressjet

What are your summer plans? We’ll be visiting flight schools and universities, attending career fairs and industry events, and hosting Career Info Sessions and interviews at cities across the country. If you’re ready to make the smart choice for your future, apply today at expressjet.com/apply, and come see us in a city near you!

If you’re interested in an interview and we’re not in your area this month, let us know at pilotrecruiting@expressjet.com.

expressjet.com

/ExpressJetPilotRecruiting

@expressjet

@expressjetpilots

flysmartchoice.com

Start this summer and choose!

A L L P I LOT S W H O STA R T J U N E 1 – AU G U ST 3 1 , 2 0 1 6

will get a choice of either an Apple Sports Watch or a set of Bose Quiet Comfort Noise Cancelling Headphones upon completion of training!

A p p l y a t : h t t p : //r j e t - p i l o t . j o b s /

BOSE QUIET COMFORT 25 QC25 NOISE CANCELLING HEADPHONES

OR APPLE SPORTS WATCH

Secure your future with Republic Airways, the nation’s TOP PAYING regional carrier!

• $7,500 SIGN-ON BONUS • FIRST OFFICER STARTING PAY OF $40/PER FLIGHT HOUR AND $1.95 PER DIEM RATE • LARGEST OPERATOR OF EMBRAER 170/175s IN THE UNITED STATES • LEG BY LEG CANCELLATION PAY • NO JUNIOR MANNING • 12 BASE LOCATIONS • FLY FOR OUR CODESHARE PARTNERS:

HEADQUARTERS: INDIANAPOLIS, INDIANA

July 2016

C o n t e n t s

Sections

Aviator Bulletins 6 Latest Industry News

CommutAir 12 Exclusive Hiring Briefing

Fitness Corner 19

Tips For Healthy Eating On The Run

Aerodynamics 20 Exclusive Hiring Briefing

Contract Talks 25 Unpaid Time Off

The Mainline Grid

26

Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Captain Pay Comparison

First Officer Pay Comparison

Airline Base Map

The Regional Grid

36

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

The Flight Attendant Grid

46

Airlines in the Grid

Updated

Legacy

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

Major

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

International Qatar Airways

Cargo

ABX Air Ameriflight Atlas Air

Coming Soon...

Major

Eastern Air Lines Miami Air

Cargo

Air Inuit Air Transport, Int. Evergreen World Airways

Regional

Peninsula Airways

International

FedEx Express Kalitta Air UPS

Regional

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

Canadian

Air Canada Air Transat Bearskin Calm Air Can Jet Canadian North First Air Jazz Aviation Kelowna Flightcraft Morningstar Air Express Sunwing Wasaya WestJet

Emirates IBEX Airlines

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

If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to Craig.Pieper@AeroCrewSolutions.com

Letter To the Editor

Editor in Chief Craig Pieper Craig, Can’t say I prefer one over the other, but if it has to be one, I’d prefer dealing with Thunderstorms. Unless you’re dealing with a well defined line from an approaching front, they tend to be more isolated to scattered, especially during this time of year. When dealing with icing, it seems to be a phenomena that covers very wide areas, both horizontally and vertically. So much of my flight time has been spent in a Caravan, so we really loathe any type of icing events in that airplane.

Aero Crew Solutions, CEO Scott Rehn Layout Design By Craig Pieper Additional Contributors Candice McField, Scott Stahl Petra Kliman, Laura Prince,

Darwin J.

Gregory Weaver, Ryan DiVita

Grove City, Ohio We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com.

Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.

Aviator Bulletins Provided by the companies listed Photographs By CommutAir Corporate Communications Department

Here’s what you missed last month.

Aero Crew News featured Talon Air and Frontier Airlines! Contract Talks takes a break, and explains maximizing time off. Fitness Corner starts a two part series about healthy eating on the run. Republic Airways shares how they raised 415 thousand dollars for the terminally ill children in Indiana.

To view this and previous issue visit our archive at www.aerocrewnews.us/ issues.html

© 2016 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

Photographs used with permission from CommutAir

ADI Corporate Communications Department

Photographs used with permission from ADI

Craig Pieper

Additional Photographs As noted

If you wish to advertise with us please email Craig.Pieper@AeroCrewSolutions.com Don’t have an ad? We work with a company that can produce an ad to your specifications.

July 2016 5

Aviator Bulletins

The latest aviation industry hiring news and more.

ExpressJet Summer Fun

Summer is full of flying – for our pilots, vacationing families and student pilots working to build their hours.

That doesn’t mean that our pilot recruiting team is slowing down. We’re keeping up the momentum this summer with projects and programs aimed at introducing future pilots to ExpressJet Airlines and all the things that make us great.

Image provided by ExpressJet

This month we welcomed our summer Flight Ops interns Brian and Ryan, and our summer Safety interns, Stacy and Terrance. We sent welcome boxes to the Airline Pilot Pathway Program (AP3) students who were accepted into our inaugural AP3 Summer Camp, and launched our #AP3SummerFun Video Challenge where students can earn $1,000 for their flight team, campus organization or school. To learn more about all of these programs, visit expressjet.com/blog or contact us via facebook.com/ expressjetpilotrecruiting. If you’re ready to apply, visit expressjet.com/apply. We’ll see you soon!

Image provided by Ameriflight

Now hiring First Officers into SA227s and BE1900s Ameriflight is excited to now be accepting First Officers into our SA227s and BE1900s.

First Officer minimums for those positions are 750TT and 25 hours ME. We prefer at least 300 hours dual given.

Apply online at ameriflight.com!

To contact our recruiting team, email pilothiring@ ameriflight.com or call 972-426-3066 ext. 76258 or ext.

76259.

6 | Aero Crew News

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United Airlines & ALPA MEC hosted successful “Pilot Family Open House” in June

In partnership with our ALPA MEC, United Airlines recently hosted a “Pilot Family Open House” at the Denver Flight Training Center. The event, attended by approximately 300, was open to eligible family members of current United pilots and served as a way to assist family members who may join the ranks as United pilots in the future. The twoday event allowed family members direct access to our recruiters as well as an opportunity to be part of a pilot hiring workshop and networking event. Additionally, those family members with the most competitive qualifications based upon hiring criteria were invited for a one-on-one meet and greet with pilot recruiters who completed a resume review and provided guidance regarding how to become more competitive in the hiring process.

Additionally, United is thrilled to unveil our new Polaris business class featuring a re-imagined, sleep-enhancing, lounge-to-landing experience for intercontinental travelers.

This completely re-conceived experience exemplifies the new spirit of United and the innovation, excitement and operational momentum across our airline. Employees have been able to experience Polaris with system-wide showcases before the expected December 2016 roll out.

Images provided by United

July 2016 7

Aviator Bulletins

Allegiant Announces East Coast Training Facility

Allegiant is excited to announce construction of its new, state-of-the art training facility in Sanford, Florida. The Allegiant Training Center—East is the newest addition to the company’s training offerings, which include a similar facility in Las Vegas.

The new training center is set to begin operations in Q1 2017 and will enable Allegiant to more efficiently and conveniently offer training to team members based on the East Coast. The 43,000 square foot facility will be home to training for pilots, inflight and maintenance team members.

The facility will house an A320 full flight simulator and two A320 fixed training devices. For inflight training, the center will include multiple cabin/evacuation/exit trainers. The facility will offer Airbus-specific software, simulator training and familiarization training for mechanics. The Allegiant Training Center--East will enable the company to train over 750 team members each year.

Allegiant and IBT Reach Tentative Contract Agreement

Allegiant and the International Brotherhood of Teamsters (IBT), representing Allegiant Air pilots, have worked together to reach a tentative contract agreement. The tentative agreement must be voted on and ratified by Allegiant Air pilots. Ratification results are expected in late July.

“We are pleased to have come to an agreement with the IBT and our pilots. This contract, once approved by our pilots, will allow us to move into a new chapter at Allegiant,” said Maury Gallagher, Chief Executive officer. “Our pilots are a vital part of our team, and we are looking forward to

building a better future with them and for them.”

“We thank the IBT for their willingness to work hard at the negotiation table to get a deal done that improves the lives of our pilots while maintaining our ability to offer a great, low-cost product to our customers,” said Jude Bricker, Chief Operating Officer. “We also want to thank the National Mediation Board and our mediator, who was instrumental in helping us reach an agreement. This is a significant accomplishment that will allow Allegiant and its pilots to focus on our company’s future together.”

Details of the contract have yet to be made public.

File Image provided by Envoy

Increased Bonuses at Envoy

Given our proven performance and reliability, American has awarded Envoy increased flying in recent months. To continue attracting new pilots, Envoy has announced two measures to boost pilot hiring: • Increase of signing bonus for all new hire pilots to $15,000.

• The referral bonus for Envoy employees who refer qualified pilots to Envoy increased to $5,000.

8 | Aero Crew News

Employees are one of our most valuable resources for identifying qualified pilots, and we want to reward their insights and contributions. Under the new plan, pilots receive $5,000 as soon as their referral passes training.

Follow us on Twitter and Instagram (@EnvoyAirCareers) for the most up to date announcements!

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The United States Bankruptcy Court for the Southern District of New York issues ruling approving the amended Republic Airways - United Airlines agreement Republic Airways Holdings Inc. announced that the United States Bankruptcy Court for the Southern District of New York issued its ruling approving the Company’s comprehensive amendment to its agreement with United Airlines. The amended agreement provides substantial and interrelated operational and economic benefits, and provides for the uninterrupted flying of all fifty-four (54) E170 and E175 aircraft currently operated by Republic for United. The agreement also extends the terms to all current E170s and, subject to certain conditions, allows for further deliveries of E175s under revised new aircraft delivery schedules. The Company anticipates the court’s approval will become effective on June 23, 2016.

Zirinsky Law Partners PLLC and Hughes Hubbard & Reed LLP are serving as Republic’s legal advisors in

the restructuring. Seabury Securities LLC is serving as Republic’s financial advisor. Sidley Austin LLP is serving as United’s legal advisor.

About Republic Airways Republic Airways Holdings Inc., based in Indianapolis, is an airline holding company that owns Republic Airline and Shuttle America Corporation, collectively called “the airlines.” The airlines offer approximately 1,000 flights daily to 105 cities in 38 states, Canada, the Caribbean, and the Bahamas through Republic’s fixed-fee codeshare agreements under our major airline partner brands of American Eagle, Delta Connection and United Express.

The airlines currently employ about 5,800 aviation professionals. For more about Republic Airways, please visit our website at www.rjet.com.

Image provided by PSA

$15,000 Signing Bonus at PSA and More!

We are now offering all new pilot hires a $15,000 signing bonus plus $5,000 referral bonus. Here are the full details: http://www.psaairlines.com/2098-2/n PSA was the hometown airline sponsor of the Vectren Dayton Air Show last month, June 18-19. In the photo you will see PSA President Dion Flannery and the Mayor of Dayton Nan Whaley (both center) with students from our cadet partner schools.

The Regional Airline Association’s annual convention was held in Charlotte, NC May 9-12 and PSA Airlines had the honor of being the hometown airline. PSA has a major presence at CLT, with 1,100 employees based there and more than 250 daily flights. The event created a setting for regional airline leaders to come together and discuss the challenges and wins of the regional airline business.

July 2016 9

Aviator Bulletins

JetSelect is a rapidly growing premium-aviation service company featuring a full fleet of Bombardier airplanes headquartered in Columbus, Ohio.

Expansion is occurring in new locations to our already existing fleet of 28 airplanes in 14 bases. We are actively hiring motivated pilots, please visit http:// www.jetselectaviation.com/ jet-careers.aspx to view all flight crew opportunities and apply!

Offering generous benefits include Medical, Dental and Vision plans, 401(k) Program with Company Match, Voluntary Life and Disability Insurance options all of which begin day 1 of employment, Industry Competitive Compensation, scheduled daily rest period during rotation and upgrade potential. JetSelect Aviation also embodies a safety driven culture featuring a flight crew Aviation Safety Action Program (ASAP), ISBAO Stage II, Safety Management System (SMS) and has earned the ARG/US Platinum safety rating.

Pilots Against Lasers Strikes LLC

PALs is a non-profit volunteer organization dedicated to reducing the number of laser strikes on America’s flight decks.

We are seeking volunteers to help us grow and educate the public on the dangers of pointing a laser at an aircraft. We are also seeking donations to help support our mission.

Visit our web site for more information: www.PilotsAgainstLaserStrikes.org

Piedmont Airlines Announces $15,000 Signing Bonus for All Pilots

Piedmont Airlines, a wholly owned subsidiary of American Airlines Group Inc., will pay a $15,000 signing bonus to all new hire pilots, effective immediately. Pilots who come to Piedmont will be offered industry-leading benefits and the opportunity to upgrade as soon they reach 1000 hours of 121 time and 2500 hours of total time. Piedmont also offers pilots a guaranteed job at American Airlines. Piedmont plans to hire over 200 pilots in 2016.

Piedmont believes that great employees attract other great employees which is why they are offering a $5,000 referral

bonus for every pilot referral. Employees can collect $5,000 once their referred pilot is hired, passes training and stays with the company for six months.

For more information about flying for Piedmont please email flyPiedmont@aa.com or visit our website at www. piedmont-airlines.com.

Air Wisconsin Airlines Awards LMCES New Contract Air Wisconsin Airlines has awarded Lockheed Martin Commercial Engine Solutions (LMCES) a five-year, exclusive contract to perform engine maintenance, repair and overhaul (MRO) services on CF34-3 engines.

The new agreement also includes two one-year options, which could extend contracted engine MRO services through 2023. Engine repair and overhaul work for Air Wisconsin will commence in the second quarter of 2016 and will be performed at the LMCES Montreal facility, which has nearly 20 years of MRO experience on the CF34-3 engine.

“We selected Lockheed Martin for this important direct maintenance engine contract based on their exceptional customer service, technical expertise, ability to meet turn times and flexibility in finding customized, value-driven

solutions,” said Janet Huculak, Vice President of Strategic Sourcing and Procurement.

Bill Brotherton, President of LMCES added, “This is the second long-term, exclusive fleet agreement we have signed already this year. It is a validation that our airline heritage and collaborative approach provide an offering our customers’ value. Also important in the marketplace is LMCES’s long-term commitment to the CF34 engine, which we consider to be part of our core business. We are honored to be Air Wisconsin’s long-term partner.”

A division of Lockheed Martin Canada, LMCES’s Montreal facility provides MRO and test cell capabilities as well as component and part repairs for commercial engines that power the CRJ-200, D-8, 707 and A320 and 737 families.

July 2016 11

Get the Facts

S

ince its beginnings in 1989 as a regional carrier, CommutAir has remained true to its employee-centric culture, valuing and promoting the contributions of our 600+ employees.

Through that period, the fleet has evolved from Beechcraft 1900’s to the Bombardier DHC-8 series 200 and 300. July 1, 2016 ushers in a new era of growth, stability, and prosperity for the company and its employees as we deploy the first 40 Embraer 145XR aircraft under a United Express Agreement.

Quite simply, the new agreement will make the company DOUBLE in size every year and require it to take on 500 pilots in the coming 2 years. In order to achieve that goal and attract crewmembers into the family, CommutAir has set many

12 | Aero Crew News

industry standards in pilot compensation and benefits and we have no intention of stopping. Our employee-centric culture along with these trailblazing benefits provide the best package available for any pilot joining the company including: •

Four Stripes Faster – upgrade at lightning speed, for some as soon as after completing IOE

•

Compensation and benefits in the top tier of all regionals

•

A clean and quick Career Path Program (CPP) to a United flight deck – where you can qualify at time of hire or any time after you’ve joined the CommutAir team

•

And the industry’s leading Sign-on Bonus programthat pays for your CTP and that justly rewards for your experience

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Know your team As we begin this extraordinary growth, CommutAir is focused on retaining the small-company atmosphere that has made the airline so successful. We know our pilots by their name not by their employee number. Our CEO or COO meets each of the new classes and presents the company’s history, as well as their vision for the company and outlook going forward and then hosts an informal reception where everyone is free to discuss both their future as an employee as well as their lives away from the “office”. This open door policy pervades across the company and feedback, comments and concerns from all of our employees are always welcome.

CommutAir has also turned the tables on traditional labor relations by maintaining a close working relationship with union leaders. The recently ratified Collective Bargaining Agreement with ALPA on behalf of our pilot group was fully negotiated and signed in under 3 months. This agreement not only helped position the company for growth but improved the compensation and quality of life for all pilots regardless of fleet or seat. Pilots are paid for more than just their flying time such as company paid commuter hotels. Ask us how we can help you have more money in your pocket at the end of the month by contacting pilotrecruiting@commutair.com. The contract also provides for annual benefit enhancements such as Flexible Spending and increased 401K match.

According to Joel Raymond, Chief Operating Officer, the company’s strong relationship with labor groups has consistently benefited both the pilots and the company. “The company was able to secure the new Capacity Purchase Agreement (CPA) with United in part because of our ability to work collectively with the pilots.” An indicator of how strong CommutAir’s relationship is with its pilots is that the company currently has no contract grievances outstanding, and has never in its history had a dispute move beyond the investigation phase.

Think Big CommutAir was the first carrier to implement a Career Path Program (CPP) with United Airlines. This program provides pilots with the opportunity to join United upon completion of the program requirements and conditions. Pilot candidates can complete the first qualification phase prior to their start date with CommutAir; the interview phase is then completed after their initial equipment IOE. Of course a pilot can choose to wait to start the process at an open enrollment time period as well. United has reserved a portion of their new hire class slots every year for CommutAir pilots! By virtue of CommutAir’s unprecedented growth, the CPP program at CommutAir is the fastest way into the right seat at a major carrier.

Pilots who want to broaden their horizons outside of the flight deck have the opportunity to not only help hire the next generation of CommutAir pilots but also actively participate in all phases of training. According to Chief Pilot David Fitzgerald, “we are actively recruiting qualified individuals and wellrounded aviators who understand not only operations in the flight deck but also the big picture of Flight Operations.” “Many of our pilots want to actively participate in and sometimes even volunteer their time in improving the organization in the areas of safety, training, and mentorship.” At CommutAir, our employees are our best recruiters; in a recent survey 100% of respondents would recommend the company to a friend.

Don’t take our word for it, here’s how a recent new hire has expressed the feeling of many: “Joining the team and experiencing the unique culture at CommutAir has given a much needed boost to the career progression of mine and many other pilots in my new hire class.

It was not an easy decision to make a lateral move to another regional carrier, but when looking back, there are many reasons

July 2016 13

why this move was not lateral, but forward. After 4 years at my old regional I was not experiencing the career progression that I set out for, being a pilot-in-command. Giving up my accrued pay longevity and starting over at year 1 was a tough choice.

It meant a lot to me knowing that CommutAir valued my prior experience in the form of a generous signing bonus. Add the fact that me and my classmates will be upgrading in less than a year, which means our year 1 pay will actually surpass what we were making after accruing 4+ years of longevity at our previous carriers. The camaraderie and positive energy surrounding our pilot group makes coming to work enjoyable,

14 | Aero Crew News

and I believe that translates into an exceptional experience for our customers as well. Another positive aspect of coming to CommutAir has been the opportunity to participate in the United Airlines Career Path Program. This is a great way for one to continue their professional development and be set on a clear and defined path to eventually join United Airlines.”

CommutAir currently serves the northeast and mid-Atlantic regions from United’s hubs in Dulles and Newark, providing critical connection opportunities for its passengers on the Eastern seaboard. The company’s primary maintenance facility is located in Albany, NY with line stations in IAD and EWR.

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Interview with Petra Kliman, Recruiting Manager at CommutAir Pre Interview: Craig: How do you select applicants to be brought in for an interview?

Petra: We review every application or resume that we receive

through various channels whether it is airlineapps, our

website or an email to

pilotrecruiting@commutair.com. Anyone who meets

our current hiring criteria will get a call from one of our

recruiters for a phone screen.

C: P:

Can you walk me through a typical day of interviews?

Most of our initial interview are conducted via Skype.

Whether a candidate arrives at the office or joins us via Skype, they will go through an HR and technical interview with our pilots and recruiters. We will present detailed information on the company, work rules, benefits and the training footprint with plenty of opportunity to ask questions and interview us as well.

C:

P:

Can you explain the point system associated with online application process and what types of things count for points?

We do not apply a robotic point system, but instead our recruiters look at the applicant as a person.

C:

P:

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

It is really quite simple- provide us with your availability and we are happy to give you a call. Professional communications will definitely make an applicant stand out.

Our interview team will review pilot credentials and any other necessary paperwork after a quick tour of our facility, and most importantly showing everyone where to find coffee and snacks. Overall our interview is a fairly laid-back experience that we try to make as convenient as possible for our applicants.

C: P:

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

Attending a job fair is not necessary. However we encourage pilots to research and follow our company and a job fair is a great opportunity to connect in person with our pilots and recruiters. We often have opportunities for interviews right at the event as well.

C:

P:

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

We ask questions about an applicants’ past experience in relevant situations and scenarios. For example dealing with an adverse situation in the flight deck or with a coworker to gauge how someone communicates.

C:

P:

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

We will review all your pilot relevant documents, like logbooks and certificates. Make sure those items are current and updated. Our test contains ATP written questions and we will ask you to finger-fly an approach with Jeppesen plates as well as decode weather information. Aside from the technical evaluation, we really just want to get to know you and your personality.

C:

P:

Can you give me some examples of the TMAAT questions that you like to ask?

We aim to find and hire team members, who truly live safety in their daily work and routine, so questions like “Tell us about a time, when you felt the safety of your flight was compromised and how you dealt with it” are part of every interview.

C:

P:

C:

P:

If the TMAAT question being asked does not apply to that applicant can that question be skipped?

Of course. We have a very diverse group of pilots with all kinds of different backgrounds and our interview will be tailored to the applicants’ background as much as possible.

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

Not taking the process seriously. We are looking for aviators dedicated to their profession, who are willing to help us make this new era in the history of CommutAir the most successful one yet. We invest a lot of time and energy in selecting the right people for the CommutAir family, who do their homework, know their stuff and are team players.

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

headquarters city the day before and get a hotel room

for the night?

P: We recognize that travelling and making time for an

in-person interview is not always possible or

convenient, so we conduct a lot of our interviews via

Skype. If your interview is successful and you have a

conditional offer of employment, we will bring you

to Cleveland to meet the team and complete any

necessary paperwork and background checks. We

provide flights to our Cleveland headquarters and if a

day-trip is not possible we will provide lodging

overnight as well

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

P: Yes, we administer a 40 question computer based test.

July 2016 15

Interview with Petra Kliman, Recruiting Manager at CommutAir Interview Cont...

C:

P:

What can you recommend applicants study for that test? At what point is this test taken?

The test is taken the same day as the interview and questions are taken from ATP written test.

Simulator Evaluation: C: Do you have a simulator ride?

P: We do not use a simulator evaluation for the interview.

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

P: We do on occasion tell applicants the result the same

day, but typically within 2-3 days.

C:

P:

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

We have classes currently once a month at the beginning of the month and qualified applicants can start training in the very next class. Even if someone needs to build some time, we include a tentative class date in every offer letter.

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

P: We anticipate hiring more than 250 pilots this year

effectively doubling our current seniority list.

C:

P:

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

We partner with several providers to offer our applicants options to complete the CTP-course. There is no out-of-pocket cost for the applicant. CommutAir covers course cost, lodging and travel as well as the FAA ATP written test cost.

C:

P:

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

Yes, we certainly do. At this time, our sign-on bonus is up to $15,000 depending on your background. We value pilots coming to us with flight time applicable to airline upgrade requirements and have incentives in place for up to 1600 hours of aeronautical experience. Experienced pilots coming to us currently have the opportunity to upgrade to the left seat almost immediately after completing initial training.

C: P:

Does CommutAir have a pilot referral program?

Our pilots are some of our best recruiters! Many of our pilots embrace the opportunity of having input in who joins the team. Great people bring us other great people, who will fit best into our company and culture.

We have maintained a referral program and pay out every month.

C:

P:

Can you describe the career path program that CommutAir has with United Airlines?

We are very proud to be the first partner for United Airlines as we launch our Career Path Program with them. As many of your readers know, CommutAir applicants may have the opportunity to interview for a position at United Airlines after successfully passing the Hogan Assessment and completing initial training.

After building flight time and airline experience at CommutAir as well as passing stringent requirements, qualified applicants are assigned a spot in a United Training class.

We have a guaranteed percentage of pilots, who have the opportunity every year to advance their careers at United Airlines.�

Number of Pilots:

235, most junior CP

hired March 2016

Number of Passengers (yearly):

1.3 Million

Number of Bases:

2 (EWR and IAD)

Number of Cities served: 30+ Headquarters:

North Olmsted, OH

Founded: 1989 Number of employees:

650

Number of Aircraft:

24 doubling in 2017

16 | Aero Crew News

Benefits: 401k with Company match, 3 health plan choices, Dental, Vision, Company paid life and disability insurance, travel benefits, paid commuter hotels and parking Website: www.flycommutair.com Phone:

440-779-4588

Social Media:

Twitter, Facebook, Linkedin

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

ADI, a Part 121 domestic carrier, is seeking FO candidates willing to be domiciled in the Youngstown OH area or Denver Colorado area. We are seeking resumes for our future classes beginning in July of this year.

The Second-In-Command reports directly to the PIC during the conduct of flight operations. The SIC will assist the PIC in ensuring the safe and efficient operation of our aircraft.

Main Job Tasks and Responsibilities: • Assisting the PIC in the safe and efficient conduct of a flight, including the operation of the aircraft in accordance with company procedures and regulations. • Reporting safety concerns, irregularities, incidents, and accidents to the Director of Safety. • Promote and maintain an atmosphere of Crew Resource Management that facilitates the exchange of information critical to the safety of flight. • Must discharge their duties to meet legal requirements and maintain safe operations. • Identifies and reports hazards and risk within Aerodynamics operations in a timely manner and in accordance with the Safety Management System Manual.

Qualifications: •

Hold an unrestricted Airline Transport Pilot Certificate issued by the United States Federal Aviation Administration. Type rating desired but not required.

•

At least 1,500 hours of total time as a pilot that includes the minimum requirements specified by 14 CFR 61.159.

•

Hold a First Class Medical Certificate.

•

Submitting to a DOT-pre-employment drug screen, and receiving a subsequent negative test result.

•

Acceptance of Pilot Records Information Act (PRIA) information.

•

Must below the age of 65.

Please send resumes ALONG with salary requirements. EEOC employer

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

Fitness Corner

Written by: Candice McField

Tips for Healthy Eating on the Run (Pt. 2)

1.

2.

3.

4.

5.

In Part 1 of this article, I provided you with some basic tips to get you started.

Part 2 is going to expand on those tips. Awareness, like consistency is key. It is important to be mindful of what you put in your body and how much. Even the frequent flyer has to take a moment. Here are some additional tips to help.

Take your time.

Eating slowly benefits digestion, hydration, and helps with weight loss/ maintenance. TIP: Take time to savor the flavor and food textures. Be mindful of how you feel as you eat.

Use a smaller plate. Using smaller plates means you consume less calories. We often overindulge when eating from standard plates. Smaller plates foster better portion. TIP: Fill half your plate with vegetables.

Take control of your food. There are healthy options for frequent travelers who often dine out.

TIP: Patronize restaurants that offer healthy food alternatives.

Be adventurous – try something new. Healthy eating can be fun. Treat your palate to new flavors and textures. TIP: Trade recipes with friends or find recipes online.

Find healthy alternatives to satisfy your sweet tooth. Indulge a little in some of the naturally sweet options available to you. TIP: Try fresh fruit cocktail or a fruit parfait made with yogurt.

If you’re partial to hot desserts, consider baked apples topped with cinnamon.

Exercise of the Month Fly Reverse with a Crunch Primary Muscles Targeted: Biceps, Shoulders, Quadriceps, and Hamstrings Secondary Muscles: Abdominals 1. Holding dumbbells, palms facing in, stand with feet hip-width apart and toes pointed forward.

2. As you step forward to lunge, curl the weights up to your shoulders.

3. Sink deeper into the lunge (your front knee should be at 90 degrees) as you press the dumbbells overhead.

4. Lower the dumbbells back to your sides then press through your heel to return to standing position • Complete all reps on one side before alternating to the other side.

Question of the Month

How can I spice up my oatmeal?

Candice McField is an ACE Certified Health Coach, WNBF Pro Figure competitor, and avid global traveler.

She serves a client base of on-the-go professionals; providing personalized tools to train anytime, anywhere.

Questions or comments? Send them directly to me at crewfit@candicemcfield.com. I would love to hear from you. Arise!® July 2016 19

A

erodynamics, Inc. (ADI) has over 57 years of providing exceptional customer service in the aviation industry.

Originally located in Waterford, MI, ADI has roots in many facets of general aviation including management, charter, maintenance, interiors, aircraft sales, and an FBO located at Pontiac International airport (PTK). ADI has since moved their headquarters to Kennesaw, GA where the company has focused exclusively on operating 50-seat regional aircraft under its FAA 121 Domestic Scheduled service authority. Prior to 2016, ADI had its sole focus on the private charter flights. Now the company is branching out into other markets to produce new opportunities for the organization and its customers. This is an exciting time in the distinguished history of ADI which will forge a new and diversified path into the future.

20 | Aero Crew News

On July 1, 2016, the company began its first scheduled domestic service between the Youngstown, OH (YNG) and Chicago O’Hare (ORD) airports. This service has restored the first daily scheduled flights in and out of Youngstown in 14 years and will provide a connection to virtually any destination via Chicago O’Hare. The public and private sectors have responded with great enthusiasm and support for this service. ADI has had an active hand helping in the development and marketing of this service. The cooperation of airport authorities, local government, and the public will create a lasting partnership with ADI and the region.

Back to Contents

Does taking unsafe risks in a vehicle correlate to taking unsafe risks in an aircraft?

To Avoid Action Against Your FAA Certificates: (1) Report all alcohol related driver’s license suspensions/revocations within 60 days* (2) Report all alcohol related convictions, within 60 days, even if related to a previously reported driver’s license action* (3) Have candid discussions with your AME and detail these events on your next application for airman medical *Suspensions/revocations and convictions are separate reportable offenses even if they are related to the same incident

Visit www.faa.gov/go/duidwi to find out more.

FAA Security & Investigations Division (405) 954-4848

July 2016 21

ADI will also launch daily flights as part of the Essential Air Service (EAS) program through the U.S. Department of Transportation. ADI will operate scheduled service connecting Watertown, SD (ATY), Pierre, SD (PIR), and Denver, CO (DEN) in August 2016. This marks the return of daily scheduled service for the citizens of Watertown, which have been without air service for several months. This opportunity brings the ADI operation farther west, which will create more cost effective charter options for off-peak scheduled flight times. ADI has been actively pursuing additional EAS and scheduled service contracts throughout the United States as part of its growth plan.

In preparation for the scheduled routes, ADI and Great Lakes Airlines have entered into a codeshare and hosting agreement which permits the use of established interline agreements for ticketing and baggage with major legacy carriers. All scheduled flights will fly under the name “Great Lakes Jet Express” operated by Aerodynamics, Inc. The partnership allows travelers to purchase through online travel sites such as Travelocity, Expedia and Orbitz, as well as directly from the Great Lakes website www.flygreatlakes.com.

The addition of scheduled service creates a more diversified model and revenue stream for the company. However, ADI will also continue in its history of offering charter flights with dedicated aircraft to service these requests. Continued focus on collegiate, professional, and amateur sports remains a major part of charter revenue that will benefit from ADI’s recently

expanded geographical reach. AD-hoc charter, corporate shuttles, motor sports, and live entertainment are some other sectors in which ADI will continue to operate.

The expanding ADI fleet consists of the Embraer ERJ 145, which is capable of accommodating up to 50 passengers. It was specifically designed to fly medium sized group’s shorter distances at greater speeds. Our aircraft offers ample cargo capabilities as well as comfortable cabin space. Since its first flight in 1995, the worldwide fleet of ERJ 145 has an impressive mission completion rate of 99.7% and has flown over 15 million miles with zero fatalities. This aircraft type has proven to be a cost-effective flight solution for group travel in the charter market. Efficient fuel consumption and operating costs have made the ERJ 145 a go-to aircraft for sports organizations, brokers, and private groups alike.

The new opportunities ADI has embarked upon also create the need for additional pilots. ADI is seeking both captains and first officers to fly the scheduled routes and on-demand charter flights. Numerous domiciles are currently being offered and all candidates will be considered as part of the company’s growth strategy. ADI is an Equal Employment Opportunity employer and offers a comprehensive benefits package as well as a family friendly work environment. The company is currently advertising on Aero Crew Solutions website www. aerocrewsolutions.com and invites all interested candidates to apply.

Headquarters:

114 Town Park Drive NW Suite 500, Kennesaw GA 30144

Founded:

October 1959, Current entity bought in October 2012

Number of Employees:

45

Number of Aircraft:

3 going to 6

Number of Pilots:

Number of Passengers Yearly:

3 base locations

Number of cities served: Currently

Pilot Benefits:

5 and growing

Major Medical, Major Dental, Vision, Life

Insurance, Credit Union with IRA, Legal and Credit Monitoring Insurance

22 | Aero Crew News

Approx. 2500

Number of Bases and Locations:

14

Website:

Phone:

www.flyadi.com

(404) 410-7612

Back to Contents

Interview with Greg Weaver, Vice President, Human Resources, Aerodynamics Pre Interview: Craig: How do you select applicants to be brought in for

an interview?

Greg: We select applicants based upon experience.

Those who have jet experience are considered

over those who do not. Also, preference is given

to applicants with a type rating for the EMB145.

C:

G:

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

Show enthusiasm when responding to a job posting and include all information requested.

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

G: Job fairs are an important way to meet the

recruiters to show your interest in the Company.

Even if you have already applied to a Company

and they are attending the job fair, still go to the

table to show your continued interest in the company.

C:

G:

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

Read up on the Company. The quickest way to have a company loose interest is to show you have no idea what the company is about.

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

headquarters city the day before and get a hotel

room for the night?

G: If the Company requires coming to the

headquarters, it is essential to leave plenty of

room for delays. If your interview is in the morning,

arrive the day before to make sure you are fresh

for the interview.

C: What are some of the biggest mistakes that

applicants make during the interview process?

G: Not being prepared and not showing interest in the company.

Simulator Evaluation: C: Do you have a simulator ride?

G: We do not have ownership of one. However, if

there is a strong applicant that shows potential

from a turbo prop to a jet, we may invest in a sim ride.

C: What type of aircraft is used for the simulator evaluation?

G: EMB145 C:

G:

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

Why did you leave your last company; what will we find on PRIA requests; we conduct thorough background checks. Is there something we should know about ahead of time?

C:

G:

Can you give me some examples of the TMAAT questions that you like to ask?

Tell me about a time where you had to make a critical and timely decision. Be as specific as

What types of scenarios should an applicant expect in the simulator evaluation?

Just basic jet flying skills. There is a huge difference between prop and jet. We want to make sure they can handle a jet.

C: What are you looking for in the simulator evaluation?

G: Ability to understand the craft and have essential

control capabilities.

C: What are some of the biggest mistakes applicants make?

G: Being too nervous and not studying up on the craft.

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

G: Most of the time yes. We like to make the offer

once we feel confident in an applicant.

C: Can you walk me through a typical day of interviews?

G: The applicants will meet with the Chief Pilot and C:

Director of Operations. Previous flying experience

and type ratings will be discussed.

G: C:

G:

possible and how did you handle it.

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

Approximately 2 weeks.

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

this year?

G: Approximately 20 to 25 C:

G:

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

No but we do have an employee referral bonus.

Anyone who is currently employed and refers a pilot will receive a compensation bonus once the new hire completes 90 days of work.

July 2016 23

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

Take your company to new Flight Levels, advertise with us.

Download our advertisement contract at AeroCrewNews.com

Pilot Career Path Program See us at the Aero Crew Solutions Job Fair:

In Partnership with Great Lakes Airlines, LTD.

DFW Sheraton Airport Hotel

JULY 15, 2016

Pilot Recruitment: (307) 432-7117 | www.flygreatlakes.com | pilotjobs@flygreatlakes.com

Contract Talks Written by: Scott Stahl

Unpaid Time Off In the last issue of Contract Talks, we covered the different types of time off a pilot might accrue and get paid for, but it should be understood that there are types of time off for pilots that may not be paid, but might still be available. These are typically known as leaves of absence, and may be available for various reasons.

In most cases, there are certain types of personal and family issues which are required to be covered by the United States Federal Government. The US Government leaves are issued under the Family Medical Leave Act (also known as FMLA) and were designed to ensure that people had access to leave time in such cases that they were required to take care of family or needed specific or repetitive time off for their personal health issues. Typically, the process for this leave is guided by the company and requires a process of verification and paperwork with the doctors of the person/family requiring continuing care. Usually, HR or medical departments will be able to guide the employee through the process of completing any required documents. Also, while FMLA is unpaid by the company, it prevents retribution or job loss against the employee for taking excessive time off and protects them from events that might have been deemed worthy of termination in the past, so this can be a major quality of life benefit for those who need time off. The FMLA laws also cover maternity care for a child within one year of birth, providing for up to 12 weeks (in a 12-month period) of care for the child. This twelve-week rule also applies to many other types of FMLA covered leaves.

Pilot’s also need to be aware of any company available medical leaves of absence that might occur outside of the protected FMLA status. Depending on the company’s policies/ Collective Bargaining Agreement, there may be additional options available for the pilot that are not as intensive as FMLA, but may be available for shorter terms, or can be specifically tailored to the employee. In some cases, the company may have policies that cover turning this into a paid leave of absence.

Another form of government protected leave is military leave. The details may vary from airline to airline, but generally, military leave is available for those in the Reserves, National Guard, or for those who transition to active military duty from civilian life. This is similar to FMLA in that it provides a way for the service member to perform their military required functions while simultaneously protecting their airline job. Again, the process may vary slightly from carrier to carrier, but the HR or leave departments of the airline would be able to guide the employee through the appropriate process. Again,

military leaves are not paid by most companies, but do provide the enhanced benefit of protecting the service person’s job until they are able to return to full time employment.

Company Leaves of Absence (COLA) are also a popular way for airlines to give employees access to extended periods of time off without the company paying the employee or the employee losing their job. This type of benefit will vary greatly from company to company, and the criteria to qualify for one may also vary. Such absences may be given to employees wishing to start a family, pursue an education, start a business or to avoid furlough in those economic times when the airline might not be able to support their entire workforce. One benefit to the COLA is that the terms and conditions of the leave can typically be worked out with the company on a case by case basis for each pilot. Pilot’s should be aware of their specific collective bargaining agreements and company guidance on qualifying for and obtaining a Company Leave of Absence.

Many companies also have other forms of emergency leave available for unforeseen issues such as a short term medical emergency, car accident, non-work related injury, etc. In some cases, these may work in a similar manner to PTO or sick leave, so the pilot’s individual contract should be consulted.

While none of these provide direct continued compensation to the pilot, they are all extremely important in guaranteeing the quality of life of an employee who might not otherwise be able to work without having to worry about losing their job.

July 2016 25

THE GRID

Mainline Airlines

T

he following pages contain over 30 different contractual comparisons for 10 separate mainline airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!

Highlighted blocks indicate best in class.

American Airlines (American)

Blue blocks indicate recent updates Airline name and ATC call sign

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

Aircraft Types

FO Top Out Pay (Hourly)

Group I

$104.93

Group II

$160.28

Group II

$170.27

Group IV

$200.20

Group V

$210.20

MMG

Base Pay

Top CA pay

Base Pay

$90,659.52

$153.65

$132,754

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

72

15.D.1.b

$307.76

$265,905

15.D.1.b

HRxMMGx12

9.B.1.a

10.A & B

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

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

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

14.D.1

$143.32

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

$209.31

$180,844

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

MD-88/90

EMB-190, CRJ-900

401(K) Matching (%)

401(K) DC

0%

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

$95.21

3.B.2.d

0%

15%

2

4.B.1.b*

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

7.B.1.a

26.C.2

25

$121.53

$109,376

$174.11

$156,699

1-2 = 15 Days

A350*

2

+25 = 38 Days

MMG: Minimum Monthly Guarantee, the minimum amount of 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 credit the employee will receive per month. The ability to work United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) more or less is possible, on the needs of the company, line $175,216 $305.39 depends $256,528 B787 5 H/M will still be credited for that leg. Some companies will notB767-400 cover $208.59 1-4 = 14 Days Max 1300 Hrs holder or reserve and open trips for that month.

5-10 = 21 Days New hires all reasons for cancellations. Refer to the contract for more 3.D

B757-300

$173.96

70

$146,126

$254.70

$213,948

11-24 = 35 Days receive 60 hours

0%

16"%

+25 = 42company Days after completing Per Diem: The amount of money the pays the employee $167.89 $141,028 $245.80 $206,472 training. for food expenses while from base, typically from show time A319 $161.02 $135,257 $235.76 gone $198,038 Deadhead: Positive space travel as a passenger for company to end of debrief trip.

Day trip per diem is taxable while 3-A-1 3-C-1-a HRxMMGx12 time 3-A-1of that HRxMMGx12 11.A.3 13.A.1 22-A business; paid as shown in above referenced column. overnight is 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 PayTFP: MMG weeks & Trip forBasePay Types Accrual Matching (%) (Hourly) accrual IBT: International Brotherhood of Teamsters Major Airlines UTU: United Transportation Union Allegiant Air Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) ISP: International Savings Plan MMG of 70 3% 100% 7-12M=17.31 H Band 2* $87.00 $73,080 $146.00 $122,640 YOS: Years of Service with the company.

Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H IOE: Initial Operating Experience, refers the flight training Band a new 3* $92.00 $77,280 $153.00 $128,520 ever is greater.

Match 4-6 = 45 H +7 = 51.92 H** Band and 4* $97.00 $81,480 $160.00 $134,400 hire receives from a check airman after completing all ground 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 simulator training.

Frontier Airlines

information.

2

B737-900, A321

(Frontier)

26 | Aero Crew News

2

28.D

3-4 = 16 Days 7.5 H/M without 401(K) Matching: Retirement plan, the company will match the DC: Direct Contribution, the company will contribute the listed 5-10 = 21 Days a sick call.

B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119 $207.13 $186,417 5.65 H/M with a either employees contribution up to the listed percentage. Unless noted additional amount directly to the employees 401(K), quarterly A330 12-14 = 27 Days sick call = 29 Days Max 1080** the company will match 100% of what the employee contributes. or yearly, refer to the contract for 15-18 more information 19-24 = 33 Days

ALPA: Air Line Pilots Association

Perce heal emplo

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

Abbreviation and definitions: B717

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

JetBlue Airways (JetBlue)

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$115,668

$202.47

$170,075

$104,084

$182.25

$153,090

70

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

1 Day / Month Max 120 Days

5% 1:2

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

8.B

15.B.2 & 3

16.B.2

16.4

5% 1:1

5% + 3%

24

Perce heal emplo

Back to Contents

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

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

2 Digit Code

Pay During Training

A330, A350 B717, B767

Per Diem

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

Union

EFBs

Legacy Airlines AA May/1999 AA

AS

DL

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

HA

US East Aug/2014

14,236

9,987

Oct/2015

Jul/2015

***

816

US West Sep/1998

6.D.1.d

7.A.5

85 Hours plus per diem

Single Occupancy, Paid for by company

$2.15

April 2007

1,720

11.D.5.b

5.A.1

5.A.1

Dec/2015

Dec/2015

February 2014

13,003

8,292

Feb/2016

Apr/2016

Feb/2015

Single $2.20 Dom., $3,888.29 / Occupancy, Paid $2.70 Int. Month for by company

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

3 Hours per Single day, plus per Occupancy, Paid diem for by company

5.B

APA

iPad

Bases

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

ALPA

Contract 2013, as amended

ALPA

Surface

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

Contract 2014, as amended *Interisland

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st.

UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

A319, A320, A321

A321, A320, A319, E190

G4

F9

B6

70 Hours

MMG

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

4.T.1

5.A.1

12,523

Oct/2015

May/2016

7,765

ALPA

iPad

MMG

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

5.B.1

6 Months

530

2

Jul/2015

Jul/2015

$1.90

Feburary 2014

983

Apr/2016

Apr/2016

$2.00

June 2012

3,225

840

11

Feb/2015

May/2016

Feb/2015

May 2006

7,951

3,702

4.T.3

Feb/2015

Feb/2015

Feb/2015**

$2.20

March 2013

1,400

5.B.1

Dec/2015

Apr/2016

Union

EFBs

IBT

None

FAPA

ALPA

SWAPA

Bases

Notes

*Company provides rental car during BLI, FLL, HNL, simulator training IWA, LAS, OAK, PGD, PIE, SFB

DEN, ORD, MCO

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*Pilot data approximate

Agreement 2013, Currently in negotiations ATL, MCO, DAL, *MMG based upon number of days in DEN, HOU, LAS, the month, **Number of retirements from Feb/2015 MDW, OAK, PHX, BWI Contract 2014, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD

ALPA

Contract 2010, as amended

250

5.3

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

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

1/24th the Single IRS CONUS Occupancy, Paid M&IE airline for by company daily rate

SY

3.B Virgin America (Redwood)

Add A, Pg24

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

Sun Country Airlines (Sun Country)

No

$1.00

Single $2.15 Dom. 89, 87 or 85 Occupancy, Paid $2.65 Int. MMG* for by company 4.K.6

Spirit Airlines (Spirit Wings)

Single Occupancy, Paid for by company*

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

Southwest Airlines (Southwest)

2006

Major Airlines B757, MD-80, A319, A3220

Notes

ALPA

Tablet Walkabout Computers

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Jul/2015

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

Rule book 2014 Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air (Giant)

B747

5Y

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

ABX Air

11.A.7

$2.40

IBT

July 2016 27

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

(Sun Country)

Virgin America (Redwood)

A319, A320 THE GRID

Aircraft Types

VX

2 Digit Code

for by company

M&IE airline daily rate

3.B

5.B.1

5.3

$2,500 per month

None

10.J.1 Pay During Training

Computers Jul/2015

General Information $2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

ALPA

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

Union

Nexis EFB

SFO, LAX, JFK EWR, LGA Rule book 2014

EFBs

Bases

Notes

Cargo Airlines Atlas Air (Giant)

B747

5Y

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

ABX Air (ABEX)

B-767

$2.40

11.A.7

IBT

5.A.3

GB

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

FX

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

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

IBT

20.E.1 FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air (Connie)

B747

K4

5.B.1.d

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

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

4,288

May/2016

$1.65 Dom. $2.50 Int.

April 2008

317

6.A

Dec/2015

Dec/2015

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

2 Digit Code

Pay During Training

ALPA

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

IBT

1,580

1,580

63,266

37,427

iPad fixed in plane

Home Based

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

4,288

Contract 2006 as amended

5.A.1 & 2

5.A UPS (UPS)

May 2015

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

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules

American Airlines (American) Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

10

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1 14, max 16 For int pilots.

12 or 13 / 12

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5

Allegiant Air (Allegiant)

12, max 14* 10, max 12*

430

JetBlue Airways (JetBlue)

559

Uniform Reimbursement

Headset Reimbursement

None

5:10 x days

2:1

Yes

50%

Initial paid for by company

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

5

2

4.H.1

361

508

5-F-1-a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

11/10

Yes

FAA 117

N/A

12

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

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

12.A.2.a

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

12.J

12.K.1

12

Yes

177

36

None

None

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

1:4*** GOP****

100% air, 50% ground

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

3.5

$20 / hour*

120% of 85 Hours

$100 / Year

None

2

2

10

50%*

$20/ month

6 for CDO

1:3.75

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

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

4.G.2.a

4.F.6

1:3.5

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

Add. B.D.3

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

60% GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

Initial paid for by company and every 12 months

5.J.4 FAA 117

None

Contract 2015, as ammended

2** or 4.17 GOP****

Major Airlines

28 | Aero Crew News

Southwest

Open time pay

5:10

12.A.1.a

2 Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

None

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

None

Notes

*Except for heavy crew

*Unschedule DH pay s 100%

2.A.1, 2 $200 / year

*1 for 1:45 between 0100 and 0500

Back to Contents

Agreement 2013, Currently in negotionations *Depedning on how many days in the

rig or trip rig.

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5

Allegiant Air (Allegiant)

4.C.1.a

508

5-F-1-a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

11/10

Yes

FAA 117

N/A

12

Yes

14 hours or FAA 117

JetBlue Airways (JetBlue)

5.J.7

4.I, 5.P.2

5.J.4

Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.3.a.2

12

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12/ 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

177

36

407

222

Contractual Work Rules 5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

3.5

$20 / hour*

120% of 85 Hours

$100 / Year

None

2

2

10

50%*

$20/ month

Min Day Min Trip Duty Rig Trip Rig Credit Credit

6 for CDO

1:3.75 4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.4

50%

100%

None

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100% Biz Class or better or $300 comp

100%

Provided by the company

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

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

5**

4.I.2

266

159

3.5

-

-

-

App. G Number of pages in Contract

Yes

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

332

12.C ABX Air 13 in 30 14 in 31

15 Hours May be extended to 16 hours

13.D.4

18.C

14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13 UPS (UPS)

Contract 2010, as amended

5.E.1

None

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

THE GRID

Contrat 2012 as amended

None

Notes

*Except for heavy crew

*Unschedule DH pay s 100%

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

$200 / year

None

Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2014, as ammended

None

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

None

None

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

Rule book 2014

Headset Reimbursement

Notes

Cargo Airlines

Atlas Air

FedEx Express (FedEx)

7.B.1

Major Airlines

2 Frontier Airlines (Frontier)

4.C.2

8.D, 8.A.3

280

466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

30.A.2

4.5

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

100%

Provided by the company

19.M.4

19.K

19.E

15.A

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

None

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

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

Contract 2006 as ammended

None

None

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

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

Contract 2016 as amended

Headset Reimbursement

Notes

July 2016 29

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

MMG

Base Pay

Top CA pay

Base Pay

$104.93

$90,659.52

$153.65

$132,754

Group II

$160.28

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

Group II

$170.27

Group IV

$200.20

Group V

$210.20

72

15.D.1.b

$265,905 HRxMMGx12

9.B.1.a

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

$209.31

$180,844 $177,604

MD-88/90

$140.40

$121,306

$205.56

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

$95.21 3.B.2.d

4.B.1.b*

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$175,216

$305.39

$256,528

$146,126

$254.70

$213,948

A350*

United Airlines (United)

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

B747, B777 B787 B767-400

$208.59

B757-300

$173.96

70

B737-900, A321

$167.89

$141,028

$245.80

$206,472

A319

$161.02

$135,257

$235.76

$198,038

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

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

7.B.1.a

14.D.1

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

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

401(K) Matching (%)

401(K) DC

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

Contract 2015, as amended

0%

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

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

20%

Contract 2013, as amended

28.D

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

0%

15%

22%

26.C.2

25.B.2

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

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Band 1*

$82.00

$68,880

$140.00

$117,600

0%

15%

20%

Contract 2010, as amended

Band 2*

$87.00

$73,080

$146.00

$122,640

Band 3*

$92.00

$77,280

$153.00

$128,520

Band 4*

$97.00

$81,480

$160.00

$134,400

2

2

HRxMMGx12

2

HRxMMGx12

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

70

7 75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$115,668

$202.47

$170,075

E190

B737

$123.91

$104,084

$182.25

$153,090 HRxMMGx12

5

7

3% 100% Match 2% 50% Match

Contract 2012 as amended

Percentage of health care Notes employee pays

Major Airlines >6M=0 H MMG of 70 7-12M=17.31 H Hours is paid or 1 = 17.31 H 2-3 = 34.62 H flight time which ever is greater.

4-6 = 45 H +7 = 51.92 H**

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

12.A.1, 2 & 3

3-A-1

70

Southwest Airlines (Southwest)

10.A & B

$307.76 15.D.1.b

$143.32

EMB-190, CRJ-900

5 H/M* Max 60**

$181,612.80

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment

None

2 *A321 coming end of 2015

After 3 years 2.2% Disclaimer: blocks contain contract sections or date 1 Day / MonthGray 5% 1:2 up to 6% at 9 Max 120 Days years acquired. Data with contract sections may be abbreviated and/ 8.B 15.B.2 & 3 16.B.2 consult 16.4 the most current contract section for or inaccurate, please *70 line holder, 75 reserve; **Hours is 0-5 = specific 108 Hrs contractual language. Data that does not have a contract based on PTO per year. Reference 6-10 = 126 Hrs Based on PTO contract for more information 5% 1:1 5% + 3% None Specified 11-15 =section 144 Hrs reference number, was obtained on-line in some form and accrual 16-20 = 162 Hrs 21+ = may 180 Hrs be inaccurate. While trying to provide the most up to date 2013, Currently in 3.J** 3.J not all 3.Esources 3.E 3.F.i information can be verified atAgreement this time.

If you notice negotiations *85/87/89 MMG based on days in bid discrepancy and/or have a correction please email Craig.Pieper@ 1-5 = a 14 Days period, **Trip for Pay (TFP) is the unit 1 TFP / 10 5-10 = 21 Days of compensation received.

9.7% 1:1 TFP** 10-18 =AeroCrewSolutions.com.

28 Days Max 1600 TFP 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days

3.C*

HRxMMGx12

$132.84

85

$135,497

$189.78

$193,576

4.C.1

4.H, 4.M*

HRxMMGx12

4.C.1

HRxMMGx12

11.B.2

12.B.1

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

4 H/M Max 400

9%

28.C

+18 = 35 Days

Spirit Airlines (Spirit Wings)

A319 A320 A321

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

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

$109.27

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

14.A.1

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

Start with 24 4 H/M

2%

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

7.A.1

14.A

28.B.2

27.A.2

0-1 = 5 Days

5 H/M

Sun Country Airlines

B737NG $82.74 30 | Aero Crew News Appendix A Virgin America

Contract 2014, as amended

19.B.2

70

$69,502

$126.88

$106,579

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

27.B

Contract 2010, as amended

Back to Contents *Reserves have a MMG of 75,

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

70

$254.70

$213,948

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

$245.80

$206,472

$135,257

$235.76

$198,038

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Band 1*

$82.00

$68,880

$140.00

$117,600

20%

Band 2*

$87.00

$73,080

$146.00

$122,640

Band 3*

$92.00

$77,280

$153.00

$128,520

Band 4*

$97.00

$81,480

$160.00

$134,400

2

2

HRxMMGx12

2

HRxMMGx12

5

7

2

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

1 Day / Month Max 120 Days

5% 1:2

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

8.B

15.B.2 & 3

16.B.2

16.4

22-A

401(K) Matching (%)

401(K) DC

24-B-5

A319, A320, A321*

$100.01

70

7 75

A320 family

$137.70

E190

$123.91

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$115,668

$202.47

$170,075

$104,084

$182.25

$153,090

B737

A319 A320 A321

B737NG

A320

HRxMMGx12

>6M=0 H MMG of 70 7-12M=17.31 H Hours is paid or 1 = 17.31 H 2-3 = 34.62 H flight time which ever is greater.

4-6 = 45 H +7 = 51.92 H**

0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs 3.J**

3.J

9.7% 1:1

-

$193,576

4.C.1

4.H, 4.M*

HRxMMGx12

4.C.1

HRxMMGx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

$109.27

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

70

$69,502

$126.88

$106,579

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

B-767

$153.03

68

$124,872.48

$218.61

$178,385.76

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

1 Day / Month No Max

19

19.D.1

HRxMMGx12

19

HRxMMGx12

10.A

9.A

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

4.A.1

27.A.2

-

-

401(K) Matching (%)

401(K) DC

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

1-4 = 14 Days 5+ = 21 Days

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

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

Kalitta Air 62

$107,337

$192.36

$143,116

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$44 to $186*

15.A.1

6.G

$213.00

75

$207,675

$300.00

$292,500

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

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

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

Rule book 2014

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

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

Contract 2006 as amended

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

$144.27

None

Contract 2010, as amended

Percentage of health care Notes employee pays

Appendx 27-A

3.B.1*

85

28.B.2 125% of 6% contributed

28.A.1

3.A.1

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

2%

10%**

$158,710

ABX Air

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

Health 14-25% Dental 20-30%

$213.32

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

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

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

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

$111,102

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

Contract 2014, as amended

19.B.2

Start with 24 4 H/M

$82.74

62

Aircraft Types

3.F.i

$189.78

$149.33

B757, B767, A300, B747, MD-11

3.E

$135,497

>5 = 14 days <6 = 21 days

B747

3.E

85

12.B.1

*A321 coming end of 2015

None Specified

$132.84

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

None

5% + 3%

HRxMMGx12

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

*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment

5% 1:1

3.C*

Cargo Airlines

B747

3% 100% Match 2% 50% Match

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

Major Airlines

Atlas Air

UPS (UPS)

16"%

3-C-1-a

Aircraft Types

FedEx Express (FedEx)

0%

Additional Compensation Details

$141,028

70

Southwest Airlines (Southwest)

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

3-A-1

4.3 JetBlue Airways (JetBlue)

$146,126

9.C.3

401(K) DC

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

Contract 2016 as amended

Percentage of health care Notes employee pays

July 2016 31

Captain Yearly Pay Comparison

THE GRID

First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.

Year 1 $0

$50,000

Year 5

$100,000

Top Pay $150,000

$200,000

$250,000

$300,000

UPS - 2016*

American Airlines - 2015

United Airlines - 2016

FedEx Express - 2006

Delta Air Lines - 2014

Southwest Airlines - 2014

Alaska Airlines -2013

Hawaiian Airlines - 2010

JetBlue Airways - 2013

Spirit Airlines - 2010

Atlas -2011

Virgin America - 2014

Kalitta Air - 2007

Frontier Airlines -2009

Allegiant Air - 2010

Sun Country Airlines - 2005 The year indicates the year the contract was signed. No year indicates the contract wasnâ&#x20AC;&#x2122;t available at date of publishing.

Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.

32 | Aero Crew News

Back to Contents

First Officer Yearly Pay Comparison

THE GRID

First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.

Year 1 $0

$50,000

Year 5

Top Pay $100,000

$150,000

$200,000

UPS - 2016*

American Airlines - 2015

FedEx Express - 2006

United Airlines - 2016

Delta Air Lines - 2014

Southwest Airlines - 2014

Hawaiian Airlines - 2010

Alaska Airlines - 2013

JetBlue Airways - 2013

Kalitta Air - 2007

Atlas - 2011

Virgin America - 2014

Spirit Airlines - 2010

Frontier Airlines - 2009

Allegiant Air - 2010

Sun Country Airlines - 2005 The year indicates the year the contract was signed. No year indicates the contract wasnâ&#x20AC;&#x2122;t available at date of publishing.

Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.

July 2016 33

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

BWI DCA

IAD

CVG

LGA JFK ACY

CLT

MEM IWA

ATL DFW

DAL IAH

ANC

EWR PHL

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

34 | Aero Crew News

Back to Contents

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

BLI

Bellingham, WA

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BOS

Boston, MA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

American Airlines

JetBlue Airways

Delta Air Lines

American Airlines

JetBlue Airways

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

BWI

Baltimore, MD

GUM Guam

LGB

Long Beach, CA

American Airlines

Southwest Airlines

United Airlines

JetBlue Airways

Southwest Airlines

CGN

Cologne, Germany

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

FedEx Express

FedEx Express

JetBlue Airways

Allegiant Air

CLE

Cleveland, OH

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

United Airlines

Hawaiian Airlines

Frontier Airlines

UPS

CLT

Charlotte, NC

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

American Airlines

HOU

Houston, TX

Alaska Airlines

CVG

Cincinnati, OH

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

Delta Air Lines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

DAL

Dallas, TX

United Airlines

MIA

Miami, FL

Allegiant Air

Southwest Airlines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

Virgin America

United Airlines

UPS

United Airlines

DCA

Washington, DC

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

American Airlines

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DEN

Denver, CO

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

United Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

Frontier Airlines

JFK

New York City, NY

Allegiant Air

American Airlines

Southwest Airlines

American Airlines

Southwest Airlines

DFW

Dallas, TX

Delta Air Lines

American Airlines

JetBlue Airways

Spirit Airlines

Virgin America

Southwest Airlines

Ontario, CA

July 2016 35

THE GRID

Regional Airlines

T

he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether itâ&#x20AC;&#x2122;s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!

Aircraft Types

Highlighted blocks indicate best in class.

Blue blocks indicate recent updates Airline name and ATC call sign

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

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

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

$44,982

$107.83

$97,047

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

$46.44

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

75 $48.48

-

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

80

$35,664

$76.21

$73,162

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

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

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

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

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

8.A.1

7.A

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

14.A.1

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

CRJ-200

$45.77

$41,193

$106.67

$96,003

CRJ-700

$48.52

$43,668

$113.07

$101,763

EMB-175

$48.70

$43,830

$113.20

$101,880

CRJ-900

$50.00

$45,000

$117.00

$105,300

-

3027.2

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

75

3008.5.A.3* HRxMMGx12

EMB-170 EMB-175

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

American Eagle

$50.42

75

$45,378

25.B.2

None

27.A.1*

27.A.1

1.2-6%****

None

-

$120.11

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

None

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

$35,802

Types

Pay (Hourly)

MMG

Base Pay

CRJ-200

$38.49

>2yrs = 14 dys

>5 yrs =

10-14 = 6.4%

None

Top CA pay

Base Pay

weeks & accrual

Accrual

Matching (%)

401(K) DC

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

CRJ-900

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

36 | Aero Crew News

Air Wisconsin (Wisconsin)

-

$43.29 3.A.1

4.A

$38,961

$106.67

$96,003

>14 = 28 days

HRxMMGx12

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

$93.76

$85,509

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

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

2%*

None

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

Pi

T

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

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

information.

P

em

3-1

$39.78

CRJ-700* EMB-175

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

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

Abbreviation and definitions:

(Envoy)

Base Pay

75

CRJ-200

Republic Airways (Republic or Shuttle)

ALPA: Air Line Pilots Association

Top CA pay

Over 2,000 Pilots

EMB145XR, EMB-145, EMB-135

CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

MMG

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

3.75 H/M Max 375

24.B

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

P

em

32 (35

10+ = 3.5%

Back to Contents 8.A

1%

-

3%

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

2 Digit Code

Sign on Bonus

Pay During Training

EMB-145XR EMB-145 EMB-135

EV

CRJ-200 CRJ-700 CRJ-900

EV

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

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

CRJ-200 CRJ-700 CRJ-900 EMB-175 EMB-120

EMB-170 EMB-175

OO

RW

$7,500 w/ RJ type rating

EMB-145 $12,500 EMB-170/5 $7,500

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

65 Hours

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

3008.19.A

3015.6.A.1

CRJ-700*, EMB-145, EMB- MQ 175

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Most Number of Do Business Pilots For: Junior CA hired

2 Digit Code

$1.85/hr

May 2007**

1,938

4.C.2

Jul/16

Jul/16

$1.85/hr

June 2007**

1,488

5.A.1

Mar/2016

Apr/2016

Total

3,426

1.85/hr

October 2011

3,888

3009.1.A

Dec/2015

Apr/2016

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

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

Per Diem

Union

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

ExpressJet (LASA) (Accey)

Hotel during new hire training

$5,000; $10,000Paid for by 64 hr MMG $11,000**; + 16 hrs per company; single up to occupancy diem per day $15,000*** $10,000**

4.B.1

Nov/2015

2,105

April 2008****

1,900

May/2016

May/2016

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$23,000*

Single MMG, but no Occupancy paid per diem by company

Delta, American

ALPA

ALPA

EFBs

Bases

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

United, American, Alaska, Delta

None

PDX, SEA, SFO, LAX, SLC, PHX, Surface 3 LTE DEN, MSP, ORD, IAH, FAT, PSP, TUS

9E

United, American, Delta

IBT

iPad

CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, JFK

Online CRJ-200 CRJ-700 CRJ-900

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

OH

No - $1000 Referral*

DH-8-Q400

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

1,587

5.D.1

Dec/2015

Mar/2016

$1.75/hr

Hiring Street CAs**

1,186

5.A.1

Jul/2015

Dec/2015

Paid for by company; single occupancy

$1.47/hr

4 Months

1,250

5.B.1

5.A.2

Feb/2016

Feb/2016

2.5 - 3 Years

750

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

76 Hours during training

YV

None

ZW

No Bonus, $1000 or $1250 Ref.*

2.5 hours per day 4.C

5.A.1

5.D.1

Jul/2015

Apr/2016

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

December 2011

662

5.I.4

6.C

5.G.1

Dec/2015

Dec/2015

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

April 2015

710

3.H, 5.B

5.B.3

5.B.1

Dec/2015

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

5.A.2 CRJ-200

July 2007

QX

CP

G7

2 Digit Code

$1,500 Referal Bonus

$10,000

Paid for by $1.60/hr dom company; single $1.90/hr int occupancy

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

May/15

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins.

Contract 2015

American

ALPA

iPad*****

DFW, ORD

*CRJ-700 on property until at least 2016; **Bonus with 2 year commitment with Pipeline/Cadet Program; ***For pilots with previous 121/135 experience; ****Company projects 2 1/2 years for new hires and flow to AA in about 6 years Contract 2003 as amended, Currently in negotiations

Most Number of Do Business Pilots For: Junior CA hired

$1.70/hr

*Updated via section 3027.6.A

Pilot Agreement signed August 2015

Union

EFBs

Bases

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

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

Apr/2016

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

Online

United, American***

THE GRID

Delta

JFK, DTW, MSP, LGA

ALPA

Notes

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

Contract 2013 as amended

American

ALPA

CLT, DAY, TYS

*$1000 referral bonus for employees if they refer a successful applicant, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time.

Contract 2013 as amended

United, American

ALPA

iPad*

PHX, DFW, IAD, IAH

*Pilot must have an iPad, but there is a stipend for it.

Contract 2008 as amended American

Pilot hiring and attrition from 10/2013 DCA, LGA, ORF, to 10/2014, *$1250 referral bonus if PHL applicant has CRJ type rating

ALPA

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

Alaska

ANC, BOI, GEG, MFR, PDX, SEA

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015.

DEN

IBT

Contract 2007 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Tran States

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

PI

LOA 16

5.D.4

5.A.3

$1.70/hr

1,000* Hrs 2,500 TT

420

5.D.1

Jul/2016

Jul/2016

American

ALPA

PHL, MDT, ROA, SBY

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

Contract 2013 as amended

July 2016 37

*Increases to $1.90 in 2017;

Bonus

GoJet Airlines (Lindbergh)

THE GRID

CRJ-700 CRJ-900*

Aircraft Types

G7

$10,000

2 Digit Code

Diem*

double occupancy

3.H, 5.B

5.B.3

2015

American

5.B.1

Dec/2015

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

Contract 2014 as amended

General Information

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

May/15

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

United, Delta

Most Number of Do Business Pilots For: Junior CA hired

*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015.

DEN

IBT

Union

Contract 2007 as amended EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Tran States Airlines (Waterski)

Cape Air (Kap)

ERJ-145

ATR-42 C402 BN2

PI

AX

Saab 340b

5.D.4

5.A.3

5.D.1

Jul/2016

Jul/2016

$7,500

$35.81 @ 75 hrs

Paid for by company; Single occupancy

$1.80/hr*

July 2015

600

3.C.1

5.A.1

5.C.1

Dec/2015

Jun/2016

9K

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

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

Great Lakes Airlines (Lakes Air)

3M

420

LOA 16

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

None

3.K.A

Silver Airways (Silverwings)

$1.70/hr

1,000* Hrs 2,500 TT

$12,000*

6.E.5.A

6.G.1

Paid for by MMG & Per company; single Diem occupancy

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

AM

None

C5

Up to $15,000*

MMG

Online

Jul/2015

190

18 months

160

5.C

Jul/2015

Jul/2016

Immediate

185

Oct/2015

Oct/2015

Paid for by company; single occupancy

$1.70/hr

Feb/2016

231

3.G

5.A.8

5.B.3

Jun/2016

Jun/2016

$36/Day

Paid for by company; dual occupancy

$1.50/hr

13 Months

100

B1900D EMB-120

ZK

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

4.D

Jul/2015

Jul/2015

KS

$50/day

2012

120

Seaborne Airlines (Seaborne)

DH-8-300 S340

BB

$30/dom, $50/int

Corvus Airlines (Raven Flight)

Island Air (Moku)

No

B1900C B19000D* DH-8

DH-8-100 DH-8-Q400

7H

No

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

WP

January 2013

2 Digit Code

Sign on Bonus

Pay Protection

Pay During Training

Max Scheduled Duty

$40.00 per over night

November 2009**

Apr/2016 None, On a Paid for by RON, July company; Single company will 2008 occupancy reimburse w/ receipt 11.P.3 4.J.1 Oct/2014

MMG*

Hyannis Air Service DBA Cape Air

iPad

IAD, STL, ORD DEN, RDU

No

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

IBT

Self**

FLL, TPA, MCO, IAD

IBT

Number of pages in Contract

Per Diem

United

ALPA

None

EWR, IAD, BTV**

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

UTU

DEN, PHX

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

None

ANC, BOS

Contract 2015 as amended

Contract 2014 as amended Need contract

Need contract

81

Ravn Alaska

None

Self

ALPA

iPad

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

ANC

Apr/2016 50

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

HNL

Contract 2009 as amended

20,176

Most Number of Do Business Junior CA Pilots For: hired

Union

EFBs

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Bases

Notes

Headset Reimbursement

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

176

4:00

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

1:2

1:4

75%

100%. Over 87 hours 125%**

Provided by company

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

12

Yes*

14

217

4:12

See Trip Rig

23.E.1

3.E & F

23.C.1

-

3.B.2

-

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

-

Yes

FAA Part 117

616

3.9 Res 3.7 Line

None

None

None

50% 75% in 2017

150% or 200%*

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Min Days off

Pay

Max Scheduled Duty

Number of pages in Contract

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

New hires pay

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

Contract 2015

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

11

500 - 2,000 Pilots

Contract 2004 as amended, Currently in negotiations

*Only line holders and available for Company provided reassignment. **Premium pay when available is 115%, 130% or 150%

Pilots pay 50% except leather jacket 100%

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Notes

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

100%

539

*$1,100/Mo. Base Salary

SJU, STX

None

11 or 13; 15**

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

iPad

None

Yes*

Contract 2012 as amended

None

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

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

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 2011 as amended

90

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12/12 or 11 for reserve in 30 day month

*Increases to $1.90 in 2017; 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

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

Contractual Work Rules

Hotel during new hire training

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

Contract 2013 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

Over 2,000 Pilots

(Line/Reserve) Protection 38 | Aero Crew News Endeavor Air (Flagship)

None, except during SIMs in SEA, Single

MMG

3.C.1

Min Days off (Line/Reserve)

SkyWest Airlines (Skywest)

ALPA

Oct/2014

Aircraft Types

ExpressJet (LASA) (Accey)

United, American

PHL, MDT, ROA, SBY

Oct/2014

Total Pilots

ExpressJet (LXJT) (Accey)

ALPA

Jul/2015

$1.85/hr

$1.45/hr

American

Contract 2003 as amended, Currently in negotiations Notes

Back to Contents

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

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

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

-

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

None

None

50% 75% in 2017

150% or 200%*

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Notes

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

14

501

4

None

None

None

100%

150% 200%**

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

None

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

$400****

None

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

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

-

None

None

None

50%

100% or 200%**

-

-

-

6.A

3.H.1

5.E.2

-

1:2

1:4

100%

150%

$260 / yr***

$50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***After completing first year

-

3.C.1.a

3.C.1.b

3.E

3.B.1

18.C.2

18.E

Contract 2003 as ammended

4**

See Trip Rig

50%***

25****

100%

150% or 200*****

$200

None

*Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.4.2.d

26.M.5.A

-

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

None

FAA Part 117

205

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

3.C.1.c

13*

Yes

FAA Part 117

239

7.A.4.a

5.B.3

7.A.2.a

-

None

3 hours or See Trip Duty Rig Rig

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/10*

No*

14

97

4**

None

None

None

50%

7.A.2.a

5.C

7.B.1

-

5.I.1

-

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

11

Yes

14

185

4

4 per day*

None

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

Yes*

14

246

4**

-

$25 / Month

None

5.H

5.E

26.K.5.a

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

75% air; 50% ground

100%**

$25 / month

None

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

None

None

None

100%

150% 200%***

$25 / month

None

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

25.A.5

Contract 2012 as amended *Greater of line value or actual flown except for named storms, than 50%; **For replacement only.

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

-

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

14

161

Greater of 3, 4 on min day, lost day credit, duty rig

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

Fly 4-5 days per week

Yes

FAA 135

NA

NA

NA

NA

NA

100%

100%

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

None

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

None

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

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

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Seaborne Airlines (Seaborne)

13

Number of pages in Contract

Contract 2014 as amended

150%

10

Yes*

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

26.C.1

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

Reasonable amount.

11

Contract 2008 as ammended

26.3

Under 500 Pilots

12.E.1

*To line guarantee, **200% for junior manning and improper reassignments.

None

Yes*

3.F

Contract 2013 as amended

Company pays half of blazer and pants only

11

5 on 2 off

Island Air (Moku)

THE GRID

Contract 2003 as amended, Currently in negotiations

Yes

Peninsula Airways (Penisula)

Corvus Airlines (Raven Flight)

Contract 2015

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

11

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

Silver Airways (Silverwings)

-

500 - 2,000 Pilots

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

Cape Air (Kap)

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

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Min Day Min Trip Duty Rig Trip Rig Credit Credit

*If company gets 98% completion factor, pilot gets greater of 100% of line value or actual, **Applies to reserves only per trip Contract 2007 as ammended Notes

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

*Line Holders 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 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

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

*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned Contract 2009 as amended

Notes

July 2016 39

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

CRJ-200

$40,734

$98.18

$88,362

75

3.B.1

$46.44

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

$41,796

$101.80

$91,620

75

CRJ-700, CRJ-900

$48.48

-

3.A

4.A

EMB-120

$37.15

80

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

-

3027.2

EMB-170 EMB-175

-

Endeavor Air (Flagship)

75

$43,632

$109.33

$98,397

HRxMMGx12

3.A

HRxMMGx12

$35,664

$76.21

$73,162

$41,193

$106.67

$96,003

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air) Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Percentage of health care Notes employee pays

401(K) Matching (%)

401(K) DC

25%

$50.42

3-1

3.K.1

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

8.A.1

7.A

25.A.2

25.B.2

LOA 9

None

30%

27.A.1

28.A.3

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

$113.07

$101,763

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

8.A.1***

$45,378

HRxMMGx12

EMB-145

$120.11

3-1 $89.12

$39.78

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$38.49

CRJ-700* EMB-175

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

$43,668

3008.5.A.3* HRxMMGx12

75

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

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

$43,830

HRxMMGx12 $80,208

27.A.1*

1.2-6%****

None

None

$39.75

-

3.A.1

CRJ-200

$41.78

CRJ-700 CRJ-900

$43.29

-

3.A.1

4.A

8.A.1

14.K

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

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

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

None

HRxMMGx12

LOA**

HRxMMGx12

8

9.A

28.B***

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$34,641

$84.03

$75,627

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

2.5 H/M

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

None

4.A

CRJ-700, CRJ-900, EMB-175

28.A.3.b

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

$80,964

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

28.B

27.A.2

$37,602

$98.37

$88,533

$106.67

$96,003

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

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

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

27%

$38,961

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

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

27.B.4

$80.93

$73,808

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

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

2%*

None

7.A

8.A

24.B

-

24.A

3%

25%

76

$34,620

$93.76

$85,509

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

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

3.75 H/M Max 375

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

Contract 2003 as amended, Currently in negotiations

Percentage of health care Notes employee pays

$89.96

$37.96

Contract 2015

*CRJ-700 gone by Dec/16; **New31% to 35% hires are capped at 12th year pay for 1% increases per CA and 4 years for FO. ***<1 is year prorated.

$35,775

HRxMMGx12

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

*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

HRxMMGx12

CRJ-200

Contract 2007 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015

14.E

$84,510

75

Contract 2004 as amended, Currently in negotiations

35% for TPO Traditional PPO Plan

500-2,000 Pilots

CRJ-900

38%

-

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

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

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

$93.90

75

PSA Airlines (Bluestreak)

Sick Time Accrual

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

Contract 2013 as amended

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

Contract 2013 as amended

*Pilots shall receive as the Company Based on rates set matching contribution the greater of by company and the amount contributed to any other insurance provider Company employees or two percent Contract 2008 as amended

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

-

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

7.B.2

14.A.1

28.B**

28.A

27.D.2.a

Q-400

$49.43

80.5

$43,770

$119.19

$105,543

< 5 = 14 days > 5 = 28 days

3 H/M

6%

None

Company Discretion

-

App. A.D

5.B.1

HRxMMGx12

App. A.B

HRxMMGx12

13.B

14.A.1

27.C

27.C

27.A

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

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

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

None

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

Contract 2014 as amended

27.B.1

Contract 2007 as amended

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

> 1= 7 days > 2 = 14 days > 7 = 21 days > 15 = 28 days

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

1% Veste 100% after 3 YOS

No

13.A.1

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

CRJ-700

$37.70

74

$33,478

$96.97

$86,109

-

?

5.B.2

HRxMMGx12

?

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

$80,982

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

Under 500 Pilots

Piedmont Airlines (Piedmont)

40 | Aero Crew News Q-100, Q-300

$40.33

75

$36,297

$89.98

1%

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

Reserve MMG is 70, Line holder $85 single, $314 MMG is 74, *Company match 100%, family per month** **2007 rates

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

Max 17%

Back to Contents

E-175

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Tran States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

-

$45.80

75

$41,220

$111.24

$100,116

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

CRJ-700

$37.70

74

-

?

Aircraft Types

FO Top Out Pay (Hourly)

> 5 = 21 days > 15 = 28 days

None

5+ = 3.5 H/M Max 450

3-5 = 6% 6+ = 8%

7.A.2**

14.A

28.B.2

-

> 1= 7 days > 2 = 14 days > 7 = 21 days > 15 = 28 days

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

1% Veste 100% after 3 YOS

No

13.A.1

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

1%

Additional Compensation Details $33,478

$96.97

$86,109

5.B.2

HRxMMGx12

?

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

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

Under 500 Pilots

34% Family 27.B.2

Contract 2014 as amended

27.B.1

Contract 2007 as amended

Reserve MMG is 70, Line holder $85 single, $314 MMG is 74, *Company match 100%, family per month** **2007 rates

THE GRID

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

Set amount** 2016 Max 17%

Q-100, Q-300

$40.33

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

ERJ-145

$44.99

75

$40,491

$104.51

$94,059

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

ATR-42, C402, BN2

$12.72

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

35.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$42.40

75

$38,160

$57.51

$51,759

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

$44.00 $40.00

75

Corvus Airlines (Raven Flight)

Island Air (Moku)

B1900C, B19000D, DH-8

HRxMMGx12 $64.00

60

Q-100

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

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

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

Contract 2011 as amended

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

$37,440

$37,027

Need contract

HRxMMGx12 $117.00

HRxMMGx12 $38.57

$84,240

2 Days Per Year

2%

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

7.6 H/M 480 Max 720 Max*

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

2.9 Hours Per Week

HRxMMGx12 $79.83

$76,637

80

$38,880

$100.98

$0

$100.98

$82,400

-

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

Q-400

*Based on profitability

Yes*

$40.50

ATR-72

Contract 2013 as amended

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

converted to years for comparison, first year is prorated;

$96,941

None

1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10% LOA 2

401(K) DC

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

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

Contract 2009 as amended

Percentage of Notes health care employee pays

Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained online in some form and may be inaccurate.

While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@ AeroCrewSolutions.com.

July 2016 41

Captain Yearly Pay Comparison

THE GRID

First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.

Year 1 $0

$25,000

Year 5

Top Pay

$50,000

$75,000

$100,000

Horizon Air - 2012 Republic Airways - 2015 SkyWest - 2015 Compass Airlines - 2014 ExpressJet (LASA) - 2007 PSA Airways - 2013 CommutAir - 2015 Envoy - 2014 Air Wisconsin - 2003 Mesa Airlines - 2008 Trans States Airlines - 2015 Ameriflight* ExpressJet (LXJT) - 2004 GoJet Airlines - 2007 Corvus Airways - N/A Seaborn Airlines Piedmont Airlines - 2013 Endeavor Air - 2013 Island Air - 2009 Silver Airways - 2011 Peninsula Airways Cape Air Great Lakes Airlines - 2014 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.

Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight is based on salary.

42 | Aero Crew News

Back to Contents

First Officer Yearly Pay Comparison

THE GRID

First year, Second year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.

Year 1 $0

$10,000

Year 2 $20,000

Top Pay $30,000

$40,000

$50,000

Horizon Air - 2012 Corvus Airways - NA Republic Airways - 2015 SkyWest - 2015 Air Wisconsin - 2003 ExpressJet (LASA) - 2007 Compass Airlines - 2014 CommutAir -2015 ExpressJet (LXJT) - 2004 Trans States Airlines - 2015 Seaborn Airlines PSA Airways - 2013 Envoy - 2014 Piedmont Airlines - 2013 Peninsula Airways Island Air - 2009 Endeavor Air - 2012 Silver Airways - 2011 Mesa Airlines - 2008 GoJet Airlines -2007 Ameriflight*

*Ameriflight First Officers upgrade after 1st year. See Captain Pay Scales for Second Year.

Great Lakes Airlines - 2014 Cape Air The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.

Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.

July 2016 43

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

44 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

Back to Contents

THE GRID CVG Cincinnati, OH

Ameriflight, LLC DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GSO Greensboro, NC

Republic Airways GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Republic Airways

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

Republic Airways

Endeavor Air

Air Wisconsin MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS

MVY

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

MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines ORF Norfolk, VA

Air Wisconsin OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

Air Wisconsin

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air ROA Roanoke, VA

Piedmont Airlines RUT Rutland, VT

Cape Air

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

July 2016 45

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

46 | 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

July 2016 47

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

Upcoming Job Fairs Las Vegas Pilot Job Fair

August 10-12, 2015

Date: Friday, September 23, 2016 Tickets available: August 15, 2016 @ Noon

Aero Crew Solutions will be attending the 40th Annual Organization of Black Aerospace Professionals conference in Lombard, IL at the Westin Lombard Yorktown Center. Please stop by our booth if you are attending. We will review your resume and provide career consulting for FREE at the conference. We can answer any questions you may have about the attending airlines.

Career Services Application Review Resume Critique AeroCrewSolutions.com

Career Consulting Interview Prep

We will also be holding a raffle drawing each day at the conference for a FREE Face-to-Face interview prep ($399 value). Stop by our booth to fill out a raffle ticket. You do not have to be present to win.

Mail@AeroCrewSolutions.com