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July 2018 | 5
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
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Dear readers,
S
ummer flying is upon us and so begin the deviations, diversions, delays, ground stops and cancellations. Last month, we were reminded what can happen when significant hail damage caused an American Airlines flight to declare an emergency and divert to El Paso. Though extremely rare, hail caused the nose to cave in and the windshields to shatter. The pilots did an amazing job of landing the aircraft, with all passengers and crew unharmed.
Summer flying can be incredibly tough especially when a strong cold front forms a severe squall line of thunderstorms, basically blocking your flight plan for perhaps hundreds of miles. What do you do? The AIM advises pilots to avoid thunderstorms by at least 20 miles. Is this possible in all situations? What do you do if it’s not? How do you make these difficult decisions?
Photo courtesy of American Airlines
When I am flying, I try to use all available resources to gather the information I need to make the best choices to get to our destination safely. I have no problem flying hundreds of miles out of the way and stopping for fuel to ensure the safety of my crew, my passengers and my aircraft. The best advice is to be proactive. Have a plan B in the back of your mind so that if the eventuality should arise, you are already prepared.
If you have an interesting story to tell about your experiences in threatening skies, we would love to hear about it. We invite you to write us at info@aerocrewnews.com. Be safe and keep the blue side up!
Craig D. Pieper 8 | Aero Crew News
About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992. BACK TO CONTENTS
June 2018 In this month’s feature article, we learn about Southwest Airlines through the perspective of one who went from TSA agent to a satisfied flight attendant. Chuckle through the tale of one captain’s first interview in Airline Pilot Wannabes: Never Lose Hope. Fitness contributor Max Wettstein provides timely information in Cannabidiol (CBD) Oil: Is it a supplement? Is it a drug? Is it healthy for pilots? Find valuable advice about airline applications in Staying Honest, from PPOT’s “Ace It” series. This month’s Safety Matters column is dedicated to succinctly outlining the Seven Aviation Safety Sins. As promised and delivered, Aviator Bulletins keep you informed with the news of our industry. To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design Charlotte Dameron Additional Contributors Joshua Dils, Lauren Dils Mike Davis, Scott Stahl, Tracy DuCharme, Craig Pieper, John Hackworth, Marc Himelhoch Aviator Bulletins Provided by the companies listed Photographs By Melody Hood Additional photographs as noted. Grid Updates By Brandon Pieper GridUpdates@AeroCrewNews.com
© 2018 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.
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July 2018 | 9
AVIATOR BULLETINS
Image courtesy of Envoy Air
Envoy Air Signs Partnership With ATP Flight School
Providing a seamless transition from classroom to cockpit, Envoy offers pilots a direct path to a lifetime career with American Airlines
E
nvoy Air Inc., a wholly owned subsidiary of American Airlines Group, is expanding its industry-leading Pilot Cadet Program to assist the most promising future pilots in making a smooth
10 | Aero Crew News
transition from the classroom to the cockpit. Combined with Envoy’s seniority-based flow through to American Airlines, the Envoy Cadet Program provides unmatched advancement opportunities.
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“We are excited to partner with Envoy and offer our students and instructors the opportunity to participate in the Envoy Cadet Program,” said Danielle Calnin, ATP’s Director of Airline Business Development. “ATP is known for providing students with the most efficient path to successful airline careers and leveraging this advantage with the Envoy Cadet Program provides pilots with enhanced benefits, greater quality of life, and the industry’s fastest path to a rewarding career with American Airlines.”
At an event held at Phoenix, Arizona, Envoy and ATP Flight School representatives signed the Envoy Cadet Program agreement and welcomed ATP as an official Envoy Cadet partner. After nine months of training, ATP graduates are guaranteed a flight instructor position, allowing them to efficiently gain the experience necessary to meet airline pilot hiring minimums. By joining the Envoy Cadet Program, ATP instructors will have the opportunity to work for Envoy, with access to travel benefits, health insurance, retirement and profit sharing plans. After transitioning from ATP instructor to Envoy First Officer, these professional pilots are on a proven track to achieve their career goals and have the competitive advantage of Envoy’s rapid upgrade time of about two years and, with flow-through in just over six years which provides a direct path to a flying career with American Airlines. The Envoy Cadet Program offers various levels of support as the Cadet’s certifications, training and experience evolves. Career mentoring by experienced Envoy Air pilots and a more personalized interview experience will begin upon completion of the private pilot license.
“We’re delighted to formally welcome ATP Flight School to Envoy’s Cadet Program,” said John Dixon, Vice President of Crew Planning. “This is a great opportunity for students that want to quickly pursue a career as a pilot and for Envoy, as we gain access to some of the nation’s top aviation talent,” added Dixon. Cadets meeting the flight experience requirements for an Airline Transport Pilot (ATP) certificate will be placed into an FAA-approved ATP Certification Training Program (ATP-CTP) sponsored by Envoy. Following successful completion of the course, they can quickly start their First Officer New Hire training class at Envoy. New hire pilots with no previous airline experience are projected to upgrade to Envoy Captain with no additional interview required. Nearly 60 percent of American’s new hires since 2013 came from Envoy. With crew bases colocated in American’s largest hubs of Dallas/Fort Worth, Chicago, New York and Miami, Envoy pilots enjoy ease of commuting and worldwide travel. For more information on the Envoy Cadet Program and application requirements, visit envoyair.com/cadet. Or contact Envoy Pilot Recruitment at 972-374-5607 or envoypilotrecruitment@aa.com ACN
July 2018 | 11
AVIATOR BULLETINS
Images courtesy of Jet Linx
Jet Linx Grounds Fleet & Dedicates All Employees For Its Annual Safety Summit Private Aviation Leader Advances Safety Standards That Exceed Those Mandated By The FAA
J
et Linx currently the third largest aircraft management company (FAA Part 135) in the United States, reinforced its unwavering commitment to developing, implementing and furthering the private aviation industry’s most rigorous standards during its annual Jet Linx Safety Summit. In order to focus solely on best safety practices and standards of excellence that exceed governmental regulations and guidelines, Jet Linx suspended all retail flight operations from 8:00AM to 5:00PM (Central Time) on June 12, 2018 to enable and empower all of its employees to collaborate together to further its core operating tenant, safety. The daylong Summit is the culmination of a weeklong series of rigorous assessment exercises, preparedness practices, roundtables and training programs that Jet Linx
12 | Aero Crew News
conducted with all of its executives, employees, pilots, client services and partners in order to evaluate and advance all safety and related procedures and protocols, standards and practices. The Summit was developed and conducted by the Company’s executive leadership, as well as external industry experts and specialists, at its National Operations Center in Omaha, Nebraska and 14 local Base locations. “Our commitment to assurance and safety has been a cornerstone since our inception in 1999. Governmental and regulatory standards are essential, imperative and mandatory, but we consider these standards to be merely a baseline, as we hold ourselves accountable to far more aggressive, exacting and meticulous safety principles,” said Jamie Walker, President & CEO of Jet Linx. “One can either adhere to and comply with established standards BACK TO CONTENTS
or continually strive to create new principles and tenets that transcend the norm, and that is both our credo and our mandate at Jet Linx. It is for this reason that we invest substantial efforts, energies and financial resources on a continuous and ongoing basis to provide our aircraft owners and members with the assurance and peace of mind that they are flying with the finest team that develops, implements and upholds the leading standards in the private aviation industry.” For example, the number of days off per quarter for pilots is nearly twice the amount required by the Federal Aviation Administration. Jet Linx also offers additional computer-based training to complement ground training, which exceeds required hours by 50% when combined with classroom instruction. In addition, the company manages and maintains a standalone certification and training program for its pilots, mechanics and flight coordinators. Jet Linx also provides training for Airline Transport Pilot certificates for co-pilots, which surpasses the FAA requirements for commercial certificates. Jet Linx pilots do not self-dispatch like many other FAA Part
135 operators; instead, the company maintains a release process for all flights to ensure operational control and risk mitigation for each flight. This process is conducted through the use of Flight Coordinators, Maintenance Control and a computer algorithm checklist program incorporated into a proprietary, industry-leading, FlightRisk assessment system that Jet Linx co-developed to ensure optimal safety through predictive analytics. “While there are only a couple of private aviation operators the size of Jet Linx, we all have a singular goal, which is to provide the safest flight experience for all concerned,” said Mr. Walker. “I hope that all of the other operators, regardless of their size and resources, will join us in taking a day each year to ground their fleets and empower their employees to come together to develop, implement and advance the world’s finest and most rigorous safety standards for the private aviation industry. It’s an absolute necessity, and Jet Linx will be pleased to support this effort so we can share best practices with our peers as well as learn from them.” ACN
July 2018 | 13
AVIATOR BULLETINS
Image courtesy of UPS
UPS Makes Largest-Ever Investment In France With $100 Million Advanced Technology Paris Hub • 30,000 m2 facility in Corbeil-Essonnes/Évry spans four soccer fields, signals UPS’s confidence in French economy & growing cross-border trade; • Advanced technology Paris Hub is part of UPS’s ongoing $2 billion investment plan through 2019 to enhance its European network; • Highly efficient tech-enabled building placed at strategic point in UPS’s smart global logistics network. UPS® officially opened a new 30,000-square-meter, advanced technology package sorting and delivery hub outside Paris in Corbeil-Essonnes/Évry. The French Minister of Transportation, Elisabeth Borne, the mayors of both Corbeil-Essonnes and Évry, and other dignitaries attended the opening ceremony. The new Paris Hub facility, which employs nearly 1000 people, facilitates cross-border trade and enhances package delivery service in the Île-de-France area.
14 | Aero Crew News
“This $100 million advanced technology facility spans four soccer fields. And it’s the single biggest investment UPS has ever made in France,” said Nando Cesarone, president of UPS International. “With modernization and growth initiatives like this new Paris Hub, UPS is helping businesses in Europe – small and large – connect with customers faster and with greater efficiency. Placed at a strategic point in Europe, the building is as modern as it is efficient. UPS’s enhancements to its European network combined with leading technology help us plug France into the global trade arena. We are especially grateful for the business-minded support from the government partners who share our growth-oriented view of France’s role in international trade.” The building is equipped with advanced technology, automated sorting equipment and has the potential to sort up to 37,000 packages per hour, which is more than twice the capacity of the two facilities in Chilly-Mazarin and Savigny that it replaces.
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French Minister for Transport Elisabeth Borne, present, said: “This exceptional investment, UPS’s largest ever in France, is a sign of confidence: the attractiveness of France and its place in global trade also extends to our capacity in the logistics sector. This is a crucial issue for the government, which is acting with resolve to build a logistics sector for our country that is greener, better connected, better organized, and that can rely on an outstanding infrastructure network.” The new $100 million facility is a part of the company’s multi-year, $2 billion European investment plan, which aims to modernize and expand the UPS network across the continent. Since 2015, UPS has invested in new hubs in Lyon and Montpellier, a new facility in Dijon and a combined package center/UPS France headquarters in Paris. Better connecting France to UPS’s enhanced European network offers customers in Asia Pacific, Latin America and the Indian Sub-continent, Middle East and Africa attractive access to European markets. “UPS has been serving French businesses for more than thirty years. This new Paris Hub facility improves
efficiency and service for our customers. Last quarter, we grew our export volume in France by over 10% thanks to an increasingly cross-border business,” said Rob Burrows, country manager, UPS France. “With advanced, automated sorting technology, Paris Hub is part of our national network of nearly sixty facilities that connects French businesses to their customers across UPS’s enhanced European network - and around the world.” As part of its transformation strategy, UPS is prioritizing resources and directing investment for the greatest strategic benefit and long-term shareholder return. Early in 2017, the company announced plans for extensive upgrades to its smart global logistics network, enhancing capacity and efficiency through the use of state-of-theart processes, information technology and automation. UPS has been offering services in France since 1985 and established its own operations in 1988. The company currently has 56 operating facilities in France, has a fleet of more than 800 delivery vehicles, and serves six airports – Bordeaux, Lyon, Marseille, Paris-Roissy, Rennes and Toulouse. ACN
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AVIATOR BULLETINS
Trans States Frontier Flow Through Agreement With Frontier Trans States Airlines pilots now have a direct pathway to the Frontier Airlines flight deck. This new Pilot Flow Program guarantees participating Trans States pilots a First Officer position with the Denver-based Airbus operator after as little as two years of service with Trans States. No additional interview with Frontier is required for pilots accepted into the program. Eligibility Requirements: -First Officers must complete a minimum of two years active service with Trans States Airlines. Active service starts after completion of IOE. -Pilots who have upgraded to Captain must complete a minimum of one year of active service with Trans States Airlines after upgrading. To learn more, please contact the Trans States pilot recruiting team at pilothiring@transstates.net. ACN
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AVIATION RELOCATION
Housing Prices Hit New Highs but Show Signs of Deceleration W r i t t e n B y: T r a c y D u C h a r m e
A
ccording to the Realtor.com® monthly housing trend report for May 2018 , U.S. home prices hit an all-time high of $297,000 and sold faster (a mere 55 days) than ever before in May. But, the market also showed hints of declining momentum. Realtor.com® data showed inventory declined 6% year over year in May and increased 6% compared to April 2018. Median listing prices only grew 8% year over year for the third month in a row, down from 10% in February. Part of this deceleration can
18 | Aero Crew News
be attributed to 557,000 new listings hitting the market in May, the highest number since July 2015. “We’re in the thick of the hottest home-buying season of all time. The pace of U.S. home sales has officially reached a seasonal and historical high, but we’re also beginning to see slight signs of deceleration,” cited Javier Vivas, director of economic research for realtor.com®. As more and more new listings come onto the market, inventory declines are starting to lose
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Base
Median Home Cost
Median Home Age
Property Tax Rate
ANC ATL BLI BOS BWI CLT CVG DEN DFW DTW IAD EWR FLL HOU IND IWA LAS LAX LGB MCO MSP NY - JFK OAK ORD PDX PHL PHX PIE PIT SEA SFB SFO SLC
$293,200 $191,600 $328,300 $400,400 $117,300 $169,700 $112,400 $343,300 $141,800 $37,200 $506,700 $210,200 $277,500 $219,922 $136,976 $206,200 $201,400 $583,600 $520,800 $157,600 $218,900 $581,400 $605,900 $208,900 $380,500 $127,700 $191,000 $182,700 $112,700 $584,400 $157,600 $1,122,500 $246,900
32 35 33 74 70 25 62 47 37 67 47 53 45 37 43 27 21 53 55 26 69 64 62 67 55 67 31 37 74 51 26 73 58
$13.17 $10.80 $8.87 $7.93 $16.56 $11.45 $18.25 $5.51 $20.90 $26.31 $8.73 $27.92 $11.45 $21.20 $10.48 $6.65 $7.56 $7.58 $7.58 $10.67 $13.08 $6.66 $7.87 $21.39 $11.58 $9.88 $6.65 $9.77 $20.94 $9.74 $10.67 $6.81 $7.29
momentum. On the surface, this offers a glimmer of hope to homebuyers and, if sustained, could plug the supply leak. However, total listing volume remains highly dependent on new construction, much of which is still out of price range for first time buyers – the largest segment of buyers. Even as inventory recovers, the mix of what’s available versus what shoppers are looking for could become an even more pronounced mismatch. Unfortunately for buyers, median list prices continue to show strong yearly growth and fail to hint that home values will stall any time soon.”
Avg Rent for 3 Sales Tax Rate bedroom $1,956 $1,302 $1,380 $2,130 $1,338 $1,216 $993 $1,649 $1,304 $1,081 $2,300 $1,543 $1,633 $1,323 $1,119 $1,321 $1,593 $2,055 $1,920 $1,465 $1,440 $2,090 $1,919 $1,453 $1,723 $1,316 $1,381 $1,380 $1,113 $1,785 $1,465 $2,709 $1,218
0.00% 6.00% 8.70% 6.25% 6.00% 7.25% 7.00% 7.65% 8.25% 6.00% 6.00% 7.00% 6.00% 8.25% 7.00% 8.05% 8.15% 9.00% 9.00% 6.50% 7.78% 8.88% 9.50% 10.25% 0.00% 8.00% 8.60% 7.00% 7.00% 9.60% 6.50% 8.75% 6.85%
Income Tax 0.00% 6.00% 0.00% 5.20% 11.00% 5.75% 5.57% 4.77% 0.00% 6.75% 5.75% 5.53% 0.00% 0.00% 4.92% 3.36% 0.00% 8.00% 8.00% 0.00% 7.05% 10.04% 8.00% 3.75% 9.00% 7.00% 3.36% 0.00% 4.57% 0.00% 0.00% 8.00% 5.00%
Med. Household Income $91,120 $58,208 $42,440 $54,485 $41,819 $53,279 $43,969 $66,522 $43,359 $26,095 $100,584 $34,012 $45,728 $53,482 $42,076 $48,259 $50,903 $49,682 $52,944 $41,901 $50,767 $52,737 $52,962 $47,831 $53,230 $37,460 $46,881 $43,305 $40,009 $67,365 $41,901 $78,378 $45,833
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Why We Volunteer W r i t t e n b y: C a m e r o n S h u l a k
W r i t t e n B y: J o h n H a c k w o r t h
I
know I’ve written on the subject of volunteerism in the past, but what I’d like to do this month is delve deeper into what motivates individuals to engage as volunteers, and how acknowledging our motives helps mold us as professionals. Obviously, reasons vary from individual to individual and include a desire to “return the favor” or “pay it forward,” the need to fulfill professional obligations, capitalizing on networking opportunities, and enjoying the personal satisfaction brought on by having helped others. None can presume to know the reasons why someone might willingly sacrifice their time and effort and I acknowledge that there are innumerable external considerations that effect one’s motives – there are no absolutes. I will however, offer what basic insight I have on the matter, based on both my personal experiences and of those shared with me from others within the aviation industry.
22 | Aero Crew News
Many of us are where we are today because we stood on the shoulders of those who came before us. As we navigated through the various stages and levels of our careers, mentors and others sacrificed their time to provide insight and guidance, often during critical periods of our professional growth. We learned to make better decisions which helped shape our lives. Many recipients of these acts of sacrifice recognize their own desire, even need, to assume a mentor role – to provide a helping hand to those now following the path. Acknowledging that the successes within our careers are the result of not just our own doings, but of so many who helped us along the way, becomes the motivation to actively participate in some form of volunteer work. It’s fairly well known what steps one needs to take in order to advance their career as an airline pilot. Yes, it often means satisfying certain mile markers like earning your ratings, building hours and gaining experience through employment at one or more organizations. And in more recent history, another box one typically needs to check-off is attending at least one career fair in which aspiring aviators are offered opportunities to meet and engage with recruiters. One learns BACK TO CONTENTS
from these events that a balanced résumé includes volunteer activities. While this is not an absolute, and there are multiple avenues one can take towards advancing a career, volunteer engagement is generally considered a must, and while we should volunteer our time for honorable reasons, we can’t neglect this obvious benefit. Plus, it distinguishes your from others, a necessity in an environment as competitive as the airline industry. Companies typically see volunteer efforts as an indicator of an individual who balances not only their commitment to career, but to their community and its people.
There are a infinite ways people can volunteer. For many it involves engaging with likeminded individuals who themselves are active within the industry. This presents a particularly valuable opportunity to network as a means of supporting your career advancement. As was mentioned in earlier articles, networking has multiple advantages that go beyond simply meeting the “right” person who may help you land a job. Networking offers individuals an opportunity to share information, support one another in decision making and provides opportunities that otherwise might never have presented themselves. By actively participating in volunteer groups and their efforts, you are positioning yourself to connect with more people and further expand your network or circle of influence (reference May article of 2017).
We know there are so many additional reasons why someone might volunteer, but I’ll leave it with those and discuss how it all pays off in the end. Regardless of the reasons behind your decision to volunteer, realize that the effort you put forth is returned in multiple ways. One way is in improvements made to your personal and professional skill sets. Through active participation in some sort of volunteer effort, you are likely to engage at various levels with all sorts of individuals. This is an opportunity to improve certain social skills and strengthen how you communicate with people. Additionally, the more you become involved and the more responsibility you garner, the greater chances you’ll have to improve leadership skills. This can include how you manage time and tasks as well as your ability to be organized. These improvements are clearly linked to the type of volunteer effort you are involved with, however, don’t miss opportunities to improve your talents. Volunteering also provides the opportunity to balance your perspective on matters such as your personal achievements, as well as your goals not yet met. Engaging with others at varying levels of experience within your field offers insights into your own accomplishments and objectives. It can be a reminder of how far you have come and what’s still ahead of you. As the reciprocal, it’s important to realize that you are always in a position to provide insight and guidance to those coming up behind you. You will always be in a position to reflect on your achievements and pass along the knowledge you have acquired. We know there are many reasons why someone might volunteer, and we’ve discussed how this benefits the individual moving forward in their career. But I’ll end by emphasizing the best benefit of volunteering – the level of fulfillment one gets from helping others. We’ve all experienced the satisfaction of a job well done. When you help others and when you learn first-hand how your efforts have benefited another, it makes it all worthwhile. That is when you can sit back and smile at the best job well done. ACN
About the Author John Hackworth is an Airbus 320 First Officer and one of the founders of Professional Pilots of Tomorrow. Read More...
July 2018 | 23
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FITNESS
Common Sports Injuries and Prevention for the Traveling Professional Writ ten B y: L auren Dil s
W
hether you are training to obtain your next fitness goal or just getting back on your feet from a fitness hiatus, you are sure to face a few hurdles along the way. Maintaining or regaining fitness is never easy and plans rarely as we envision. How you decide to navigate the various difficulties as they present themselves makes all the difference. Our focus this month is general sports injuries and the unique differences how common injuries can affect the professional cabin crew member or traveling professional. Work patterns are unique to our industry as are the tools we access to during our travels. These factors force us to take a slightly different approach. Most common sports injuries are categorized as either sprains and strains. Sprains injure ligaments (ligaments hold joints together by connecting two bones or cartilages) while strains are injury to muscle fibers or tendons caused by over stretching or overusing a muscle, causing tears in the muscle or tendon.
26 | Aero Crew News
The number one thing you can do to prevent sports injuries is to maintain your fitness level for the sports you enjoy. However, life sometimes gets in the way and you have to slowly rebuild your fitness foundation to ensure your body can handle the stresses from exercise. The great imperative is to start each workout with a warmup and stop when you begin to feel fatigue. As a rule of thumb, if you experience pain for more than two weeks, seek professional advice from a doctor specializing in physical therapy or orthopedic medicine. Below, we will discuss the five most common sports injuries that can plague flight crews or anyone who sits for extended periods of time. They are knee pain, shoulder injuries, hamstring strain, sciatica, and hip flexor pain. 1. Knee Pain What it is: Knee pain, specifically Patellofemoral Pain Syndrome, is one of the most common forms of knee pain and describes pain in the front of the knee around BACK TO CONTENTS
the knee cap; characterized as a dull aching pain in the front of the knee. This usually begins gradually, is often activity related and may be in one or both knees. Why is it common among flight crews: Pain is often seen after sitting for long periods of time with knees bent, such as sitting in an airplane. This knee pain is seen in athletes and non-athletes alike and can make it difficult to perform everyday activities such as climbing stairs. A slip or fall onto the knee can initiate pain, alignment issues such as muscle imbalance around the knee, and overuse are all causes of patelofemoral pain. How to treat it: • Reduce your activity level or intensity for up to six weeks by replacing high impact exercises with low impact exercise such as biking and swimming. • Orthotics (custom made or off the shelf) may help align your lower leg. • Strengthening inner thigh muscles and stretch- ing muscles of the outer thigh by performing the following exercises:
Standing side leg raises
Side lying leg raises/wall slides
Clamshells
Single leg squat
How to prevent it: • Gradually increase physical activity (days you workout per week as well as duration and intensity of exercise). • Maintain your fitness level for sports you enjoy. • Maintain muscular strength of the quadriceps muscle with exercises like the leg press. https://orthoinfo.aaos.org/en/diseases--conditions/ patellofemoral-pain-syndrome/ https://www.unitypoint.org/livewell/article. aspx?id=591d8cf1-1ee5-4cb3-b662-a5f21f6f13bc 2. Shoulder Injury What it is: Shoulder injury caused by lack of flexibility, strength and/or stabilization.
Why is it common among flight crews: Your shoulder joint has a large range of motion and is relied upon for almost all daily activities from drinking your cup of coffee, or lifting something off the ground, to reaching overhead. Shoulder injuries are often caused by overhead activities that are repetitive and excessive. These can be caused by athletic activities or everyday activities such as configuring systems on the overhead panel in the flight deck or placing bags in the overhead bin. If you are suffering from shoulder instability, you may experience pain when raising your arm or feel as if your shoulder is slipping out of place. (https:// orthoinfo.aaos.org/en/diseases--conditions/commonshoulder-injuries/) If you are suffering from impingement, often due to excessive overhead arm motion, you should seek medical care. Rotator cuff injuries can greatly limit range of motion and prevent you from lifting your arm and reaching overhead. How to treat it: Rest and ice. Shoulder injuries should be seen by a doctor to prevent the condition from worsening. A few exercises that may help once recovery has begun are: • Wall pushups • Shoulder internal and external rotations • Scaptions • Wall slides: face away from the wall with your head, elbows and hands touching the wall. • Slowly slide arms up the wall a few inches, keep ing all contact points touching. Return to the starting position. • Shoulder retractions: Standing with good posture, simply squeeze your shoulder blades together and hold for a few seconds. Repeat 10-15 times. • Quadruped How to prevent it: • Keep your physical activity consistent through regular exercise and maintaining strength around the shoulder joint (done with proper form).
July 2018 | 27
been reached, which can be hours. This can lead to poor posture and under-active gluteal muscles. How to treat it: • Rest • Physical therapy and ultrasound How to prevent it:
• Don’t lift too much weight, especially if you are just beginning an exercise routine and always warm up for 5-10 minutes. • Use good posture when sitting in the flight deck or standing in place. 3. Hamstring Strain What it is: Hamstrings, located on the back of the thigh, are prone to being strained (or “pulled”). Hamstrings are at risk of being pulled due to poor stretching (such as bouncing while stretching cold muscles) and lack of stretching surrounding muscles. The interesting thing about the hamstring is that it can actually be overstretched due to poor posture, giving a feeling of tightness. In this case, stretching surrounding muscles and strengthening the hamstring will often have the greatest overall effect. However, if your glutes (butt) are under-active, often due to long periods of sitting, your hamstrings will try to “pick up the slack” which may cause injury or a feeling of tightness. Why it is common among flight crews: Flight crews are plagued with long periods of sitting with little to no option to stand until the destination has
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It is imperative to have a consistent stretching routine to maintain flexibility in your back, glutes, quadriceps, and hip flexors. Foam rolling, also referred to as myofascial release, can be a key component to your routine. The company Trigger Points produces as great foam roller that is designed to pack in your suitcase and take anywhere. Try incorporating a static stretch of your hamstrings after the body has been warmed up or at the end of your workout. When you find yourself sitting, “turn on your glutes” by squeezing/tightening your buttocks ten times when you stand up and repeat as often as possible. This will keep your glutes engaged and promote blood flow to the lower half of your body. Once at the hotel or home, strengthen your hamstring muscles by performing a body bridge, which can easily be done anywhere without equipment. Place one or two feet on a chair, bench or the ground with your knees bent. Raise your butt off the ground as you extend your leg, digging your heel into the chair, bench or ground. Slowly lower to the ground and repeat three sets of 1015. If you have access to a gym, incorporate exercises like squats and dead lifts into your routine. Always remember to stop before you become too fatigued and pay attention to your posture. Keep a neutral posture by pulling your belly button in, pulling your chest up and your shoulders down as well as keeping your knees soft (not locked). BACK TO CONTENTS
4. Sciatica What it is: Sciatica is back pain that travels down the back of the leg and can even go all the way to your feet. It is often described as a radiating pain and can include numbness, burning, tingling and sometimes weakness. Sciatica can be caused by a herniated disc in your lower spine, bone spurs, spinal stenosis and a tight piriformis (a muscle in your buttocks). Other possible causes include muscle imbalances, pregnancy, diabetes, heavy lifting with improper form and long periods of sitting. Why it is common among flight crews: Sciatica can plague individuals who sit for long periods of time. Severe progression can make even basic tasks such as walking difficult. How to treat it: • Resist the urge to sit, instead keep moving to helping alleviate nerve irritation. • Request bathroom breaks often to break things up. • Reference our Seated Exercise course available on our website at www.pilotfitness.com. How to prevent it: • Maintain a healthy weight including flexibility and strength in your back and hips. • Utilize a foam roller on tight muscles in the legs as noted above. • Roll your thighs from the top of your hip to the top of your knee and roll your outer thigh and calf muscles. To roll your buttocks, place your right ankle on your left knee while sitting on a foam roller. Lean to the right as you roll back and fourth over your right buttock. Repeat on the other side. Stretch your piriformis by lying on your back with your knees bent. Place your right ankle on your left knee. Pull your left leg toward your chest and hold for 30 seconds. Stretch your hip Flexor by kneeling on the ground with your right knee and your left foot on the ground, making a 90 degree bend. Keep your core tight (belly button pulled in) and your hips tucked under slightly as you squeeze your butt on the right side, moving your body
forward until a stretch can be felt in your upper thigh in the front of your hip. Hold for 30 seconds and repeat on the other leg. 5. Hip Flexor Strain What it is: Hip flexor strains can occur during every day tasks but most often happen during sports activities. Why it is common among flight crews: Hip flexors are often weak in individuals who sit for extended periods of time and become especially weak and stiff in those who have poor posture while sitting. How to treat it: • Rest How to prevent it: • Stretch to relieve muscle tightness and improve range of movement. Make sure to perform slow, static stretches. • Warm up properly and allow at least 5-10 minutes to increase your muscle temperature, breathing rate and increase your blood flow. • Gradually increase physical activity (days you workout per week as well as duration and intensity of exercise).
Remember, we have limited space to discuss some rather complex topics which can have a wide range of personal implications, requiring complex, personalized treatment plans monitored by a health care professional and certified personal trainer. This is provided as a summary of everyday hurdles flight crews face in maintaining fitness. Incorporating the above tips into your daily routines will serve as a great starting point to staying active and feeling better. For more information, to improve your overall health and wellness, and improve your fitness during your travels, visit www. pilotfitness.com for in-depth eCourses made specifically for flight crews. ACN
About the Author Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...
July 2018 | 29
SAFETY MATTERS
Write it up W r i t t e n B y: S c o t t S t a h l
I
t was a clear day with light winds on 4 April 2018 when at 0953, a Piper Arrow came to rest in a field about two statute miles southwest of the airport where it had just performed a touch and go. Climbing through 900 feet in the calm crisp air; the pilot, who was on his commercial check ride, requested a turn to the crosswind leg. Unable to clear him for the turn, ATC advised the pilot to remain on the upwind leg, and moments later the airplane disappeared from radar.
ed signs of metal fatigue and cyclical loading. The area immediately outboard of the 18 wing spar attachment bolts failed as a result of this fatigue, resulting in catastrophic separation of the wing from the rest of the aircraft.
The initial investigation revealed, and eye witness testimony confirmed, that the left wing separated from the airplane, resulting in an unrecoverable and fatal dive that killed both the student and the Designated Pilot Examiner on board. Initial examination revealed that the controls still attached to the airplane were operable and connected, the left wing flap remained attached and movable and the control cables attached to the airplane wing had suffered tensile failure, when they were pulled beyond their strength limit as the wing departed the fuselage. Further examination of the wreckage revealed that over 80% of the wing spar cap and wing spar doublers exhibit-
30 | Aero Crew News
NTSB Preliminary Report photo of accident spar – notice the round “ring” indicators of “cyclical loading.” Photo courtesy of NTSB
This presents a point that, at some point in their flying career, every single pilot has wondered as they strap themselves into an airplane – Is this thing going to stay together for me? Fortunately, the normal and resoundingly common answer is, “Yes.” However, as the example above illustrates, there are still those BACK TO CONTENTS
cases where it does not hold true. Given the operational realities of the school where the plane was operated, both the 200 student and the 27,600 hour DPE had every reasonable expectation that the flight would go as intended. In addition to excellent maintenance, the school is known for strict standards and superior safety oversight. So how does a situation like this slip through the cracks? How can a modern safety system, effective safety culture with good oversight, good feedback and excellent maintenance not catch such a major structural issue? That is a question that will have to remain for the release of the NTSB’s final report, but it does highlight some pretty basic concepts we have previously touched on in this column. It feels like it has been beaten to death, but the absolute paramount importance of pilot reporting simply can’t be overstated. One of the initial things that the investigation revealed was that the remaining portion of the lower wing spar cap exhibited signs of overstress. The cause of the overstress is unknown and may never be known, but for the purpose of this column, it is important to understand that metal fatigue requires two things. The first of these is a “stress riser” which could be a fault in the metal casting (as was the case with the engine blade failure that caused United’s Flight 232 accident in Sioux City, Iowa in 1991), or a pilot induced overstress crack or deformation such as pulling too many G’s during a maneuver or having a hard landing. The second component is “cyclical loading,” which essentially means that every time that part is subjected to stress AFTER the initial stress riser, it gets weaker and weaker, until it eventually fails. Depending on the nature of the original riser, the part, the strength and the amount of stress, failure can occur anywhere from several legs after damage to several years or decades after damage. In the case of United 232, the catastrophic failure was the result of a manufacturing defect several decades prior. In the case of a significant maneuvering overstress, failure may occur immediately; but the factors are always the same. A common aviation saying is “there are those who have and those who will.” Every pilot has that approach that they just think is going to work out, and it doesn’t. Maybe the speed was a little bit low, maybe the focus was on the wrong viewpoint, maybe something environmental resulted in a last-minute change that couldn’t be fixed. Hard landings are inevitable, and they are magnified in a training environment where learning is occurring and risks for such an occurrence are higher. However, operations at higher levels of experience can also put the same factors in play that result in an unintended hard landing. Fatigue, weather, high winds, inexpe-
rience in an airplane type, short runways and swept wings that are less forgiving of error can all contribute to hard landings, even at the airline level and even for people who have been doing it for decades and tens of thousands of hours. However, the common link between all pilot induced maneuvers is the ability to say, “Hey, that really should be written up and checked out.” There is always an element of ego involved as pilots are typically result driven and pride themselves greatly on their performance, which can intentionally result in an unwillingness to report such an event. It is also possible that the pilot didn’t have an ego issue at all, and simply wasn’t sure if the landing was hard enough to warrant damage, or if it was within acceptable limits. Same with a maneuvering overstress. Few pilots are good at determining a maximum structure limit strictly from the seat of the pants, so they may not write it up due to uncertainty. A good test is that if you aren’t 100% comfortable with it, then it needs to be written up. There shouldn’t be much ambiguity on the matter, as it helps reduce those instances where we aren’t sure. However, the rule is always “when in doubt, write it up.” It is always better to spend a little bit of time and cost to have maintenance look it over and determine that there is no damage, versus not having it examined and having the airframe or part fail later. The real irony of this specific issue is that it is usually not the offending pilot or crew that pays the price for the oversight or absence of a writeup. To the instructor cadre out there, one of the most effective things you can teach your students is the importance of writing things up that may not otherwise be observed or detected, such as a hard landing. As a long-time instructor, it was not uncommon to write up a hard landing at least once a month due to the students’ learning curve. It was a small price to pay overall – to know that if my peers were doing the same, I was going to get a safe airplane on my next flight, and my friends were going to get one on theirs. A person much wiser than I once said, “Being a professional means doing the right thing, even when no one is watching.” It is incumbent upon us, as aviators, to do our part in keeping our fellow aviators, their passengers and their families safe. Don’t be afraid to write issues up and don’t accept any pressure to do anything else. Your life or the life of a friend or colleague may very well depend on it. ACN
About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Read More...
July 2018 | 31
FEATURE
Managing a Diversion W r i t t e n B y: M i k e D av i s
D
espite media attention and the endless stream of complaints leveled at our airlines, the fact remains that we complete the vast majority of our scheduled arrivals, safely and on time. But, there may come a time when you, as the pilot in command in concert with your fellow crewmembers and your dispatch authority, will need to divert. Those who have managed a diversion report that it’s not as straightforward nor as simple as the divert preformed in training. Unfortunately, a divert is a complicated procedure without a comprehensive guide. The following is a quick primer on the basics of the divert. Within the complexities of the divert, the ultimate and overriding requirement is captain’s authority. By regulation, the pilot-in-command has complete and overall authority in the safe operation of the aircraft. In a threat management environment, the prudent pilot will use every external resource available, but ultimately, the decision to divert remains with the pilot-in-command. It’s been a good day to fly, departure was uneventful and you’re pretty confident you’ll beat the latest nor’easter into town. Granted, the forecast is pretty dismal for later in the day, but you and your crew should make it in with plenty of time for the commute home. Your pilot companion for the day pulls up the ATIS and you find that the storm system has picked up speed and your destination airport is now reporting indefinite ceiling
32 | Aero Crew News
100 overcast, visibility one-eighth mile in heavy snow, with a crosswind that is nearly at crosswind limits. Time to make some decisions. Of course, you have alternates and reserve fuel, but now is the time to begin that assessment of what your next course of action should be. First, begin a serious dialogue with dispatch. They will have access to more information than you, even with your iPad and all the apps you now carry. They are more likely to have the big picture, or at least a bigger picture than you. There are many considerations with respect to divert variables that your dispatcher can help you with – alternate weather, surface conditions, airport capability, number of diverts the airport can handle, de-icing capabilities, passenger service, customs, and more. Second, you must command. Admiral Chester William Nimitz, when Commander in Chief of the United States’ Pacific Fleet and all allied air, land, and sea forces in the Pacific, was once quoted “When you’re in command, COMMAND!” As pilot-in-command, once you have made the decision to divert, DIVERT. Have no second thoughts, no second guessing. Confine your thoughts to a safe operation, your only goal, at an airport you (and your crew) were not expecting. The diversion field may be one you have not operated in and may be unfamiliar. After all are safely on the ground, you’ll be asked to deal with all the details of the diversion.
BACK TO CONTENTS
Here are some examples of what you, as pilot-incommand, should think about and review.
Again, coordinate with your dispatcher if you will be unable to continue and must deplane passengers.
1. For passengers, this is a very stressful operation. Your flight attendants will be their point of contact, facing a barrage of questions, for which they won’t have answers. Keep the flight attendants and passengers informed of what measures are being taken for them to complete their journey, and assure them that as soon as you have further information, you will pass it along.
4. Be patient. Everyone will want answers. In a weather divert, you’ll probably see other aircraft on the ground at the same time. When a hub city’s weather goes down, all services at the station to which you’ve diverted is probably completely overwhelmed. Take a breath to fuel your patience and make good decisions.
2. Continue to coordinate with your dispatcher. This is your contact point for everything dealing with the divert. Fueling, de-icing, security, and maintenance, all come under the dispatcher’s responsibility. Passenger Service will be involved, so expect them to come looking for answers. Ascertain and inform if there are any special assistance needs or medical issues among the passengers.
There are some airline pilots who have never diverted in their 30+-year careers. Hopefully, you will be one of those lucky few, but the time to consider a diversion is now, when you can review, and ask questions. Your next proficiency check is a good opportunity to ask the check pilot for their insights and recommendations.
3. In most cases, until decisions are made, you will probably be asked to keep the passengers onboard the aircraft. Be aware of the federal onboard delay limits. There can be steep fines for keeping passengers onboard for an extended period. If your departure was from an international airport, there are special considerations related to customs and immigration that will require all to stay onboard.
When planned properly and executed professionally, a divert can be handled, never simply or without frustrations, but safely. ACN
About the Author Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...
July 2018 | 33
COCKPIT 2 COCKPIT
The Art and Science of an Airline Letter of Recommendation Writ ten By: M arc Himelhoch
L
eonardo da Vinci was arguably one of the most prolific artists of the Renaissance era, but he was also a great innovator in science and technology, credited with early designs of flying machines, the anemometer, and the parachute. Most of us are aware of his famous artworks including The Last Supper and The Mona Lisa. However, you may not know that he wrote one of the five letters of recommendation (LOR) required by Pope Julius II that resulted in the selection of Michelangelo as the artist to paint the ceiling of the Vatican’s Sistine Chapel. Okay, maybe I made that up, but as both an artist and a scientist, da Vinci certainly had the essential skills required for the task, because writing a great LOR is both an art and a science. LORs are an essential part of the airline application process. They are also a great way to “sell yourself” to the airline since you couldn’t cram all your awesomeness into the limited space available on your application and résumé. Some airlines use LORs as part of the criteria to determine who will be offered an interview, and others don’t read them until after the interview. Either way, since LORs are very important to the hiring process, now is a great time to start learning how to help your friends and coworkers help you. Hopefully this article will demystify the art and science behind the composition of a great LOR. In this article
34 | Aero Crew News
we’ll discuss the anatomy (the science) of an LOR, and provide some LOR etiquette tips (the art) when making the request. Finally, I want to speak to my fellow airline pilots who may be reading this and provide some advice for writing great LORs for your friends and former co-workers, thereby turning your artwork into a masterpiece. The ABCs of an LOR Let’s begin by talking about the science. What are the essential elements that should comprise an LOR? First, there are two broad categories of LORs, internal and external. Quite simply, internal LORs are those written by employees of the airline to which you are applying, and external LORs are those written by someone outside that company. As discussed in Cockpit to Cockpit, airline applications receive a total score based on all sections of the application. LORs are part of the total application point score. As a general rule, internal recommendations are worth more points than external recommendations. The best LORs are internal recommendations (from people within the company to which you are applying) who know you very well and have flown with you often. They should be able to speak to not only your flying skills, but also your work ethic and interpersonal skills on duty and off duty. I would give an LOR that meets all the aforementioned BACK TO CONTENTS
criteria a score of ten, wherein ten is best. That doesn’t mean that you should turn down a recommendation letter from someone within the company who doesn’t know you as well. An LOR with a quality score of five is better than no LOR at all. There is no template format for LORs. Any professional business letter or personal letter format should do the trick. The important part is the content. The letter should include a date and be addressed to the appropriate department, or pilot hiring manager if you know the name. The signature block should include contact information including phone number and email. If the author is an airline pilot, include the airline name, and employee number. The LOR begins with a simple introduction paragraph. This paragraph should start by providing an endorsement of the pilot applicant for the position of first officer with XYZ Airlines. The introduction paragraph should also provide a brief summary of the relationship between the author and the pilot applicant including the length of the work history and/or friendship. The main body of the letter should discuss the applicant’s aviation experience, leadership experience, work ethic, awards, and interpersonal skills. The order of those items is not necessarily important as long as it flows logically and hits all the high points. Try to keep the length to one page including the signature block. The closing paragraph should reemphasize why this person is perfect for XYZ airlines. This is also a good place to sprinkle some personal information about the applicant beyond their résumé’s bullet points. This paragraph should also include an offer to the airline to reach out to the author of the LOR via phone or email for more information about the applicant. Okay, so that’s the science behind the basic building blocks of an LOR, but it’s really just the bare essentials: the frame and canvas of our artwork. Now let’s look at the other tools at our disposal: the palette of colors, the brushes, and techniques to create our work of art that is a great letter of recommendation.
Tips for Making an LOR Request There is certain etiquette (art) to requesting letters of recommendation that, if applied correctly, will greatly improve your chances of actually receiving an LOR from each person you burden with the request. I purposely used the word “burden” because; let’s face it, that’s what it is. It takes time to write a quality recommendation letter. Everyone is busy with the thousands of other pieces of daily minutia in their lives, and you just added another. I highly recommend providing a draft LOR and résumé to each person from whom you are requesting a recommendation. It doesn’t matter if they will be providing an electronic recommendation online or a normal paper recommendation letter. You are much more likely to receive an LOR if you provide them the 80 percent solution in the form of a draft letter versus asking them do all the heavy lifting. When someone asks me to write an LOR and provides me a draft, I appreciate the gesture. I like to write one from scratch anyway, using my own unique writing style, but I will include many of the facts and themes from their draft. Having their draft LOR usually saves me about 15-20 minutes versus not having a draft to work from. You may be surprised at how hard it is to write a draft LOR about yourself, especially if you’ve never even written one for someone else. Therefore, I have provided some sample LORs in the Cockpit to Cockpit Support Package available on www.cockpit2cockpit. com. These will give you an idea of what an LOR should look like and what type of content should be included. Let me be clear here; I am not advocating that you use the sample LORs provided in the Cockpit to Cockpit
July 2018 | 35
Support Package by just changing certain items to match your information. That would be unethical and an ethical faux pas can easily lose you a great job. You need to draft your own unique LORs. I just provide examples to give you a place to start since you’ve never done this before and I want to save you some time and effort. Here are a couple other ideas to increase the chance that someone will actually write you an LOR. If you’re requesting an electronic recommendation, send them the link to the website. This works well with the pilotcredentials.com electronic recommendations by copying the “Recommendations” link from the top of the application homepage. If the person to whom you’re making the request is someone you worked with in the military, you should also provide them with copies of any performance reports from the time that you worked together. This will give him/her quick insight into your accomplishments, flying achievements, and contributions to the unit that he/she can address in their LOR.
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It also helps to provide a target date of when you will need the LOR. When I was an Air Force officer, anytime I ever asked someone for a deliverable, I always asked for a reasonable “suspense” (also known as a due date). I find ten days is about right for an LOR request. Less than a week of turnaround time is too pushy; remember, they are doing you a favor. Anything over two weeks and they will likely push it to the back burner and forget about it. How to Write a Great LOR This section is for those already living the good life as a mainline Part 121 airline pilot who may be asked to provide an LOR for a friend or former co-worker. It’s time to pay it forward and help others just as several people probably helped you by writing letters of recommendation to help get you where you are today. As we discussed earlier, writing a great LOR is an art form. Here are some tips to create a masterpiece.
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First, speak from the heart. As pilots we tend to compartmentalize. We put our emotions on the shelf where they belong when we go fly. When writing an LOR, it’s OK to let your emotions run wild on paper. Nobody is around to see you anyway, so go ahead and get a box of tissues and put on your Celine Dion Greatest Hits CD and start writing. Tell the airline why you admire this person so much that you named your first-born child after them. Don’t just take the draft they wrote you and sign it, or copy-paste the last LOR you wrote only changing the names to protect the guilty. Keep in mind; your credibility is on the line when you recommend someone to your airline. Speaking of credibility, you should only agree to write an LOR for someone you know fairly well. If the hiring department suspects that you’re running an LOR factory, your future LORs may be disregarded thereby actually hurting your friends’ chances of being hired. An LOR should start by stating the purpose of the letter and provide an enthusiastic endorsement of the pilot applicant. For example, “It is a great honor to provide my strongest recommendation for John Q. Public as your next XYZ Airlines first officer”. The introduction paragraph should also give a brief summary of your history with the pilot applicant. How long have you known them? What is the nature of your relationship to the applicant –are you a friend, supervisor, co-worker, neighbor, etc.? What assignment(s) or job(s) did you overlap with the applicant? What were your and their roles in those assignments/jobs? When discussing aviation experience, you’ll want to include total flight hours and some of the more pertinent sub-categories such as pilot-in command (PIC), turbine-PIC, combat, multi-engine, instructor pilot (IP), and evaluator pilot (EP) time. This is a great place to sprinkle in any aviation awards such as IP of the quarter/year. Don’t forget to include their highest aircraft qualifications achieved (IP/EP, Aircraft Commander, Mission Commander, etc.) as this speaks to their career progression in relation to their peers. That is an indication to the hiring airline of the applicant’s ability to succeed in training.
The author of the LOR should include a personal assessment of the applicant’s flying skill, airmanship, safety, judgment and decision-making if applicable. For example, “I have flown with Sue on many occasions both in complex combat scenarios and in the training environment with student pilots in formation through adverse weather. I can say without hesitation that she is a safety conscious pilot with all the airmanship, aeronautical decision making, and communication skills necessary to succeed on the flight deck of an XYZ Airlines jet.” It’s also important to speak to the applicant’s leadership experience. Airlines don’t just want to hire great aviators; they also look to hire leaders (future captains) who know how to inspire fellow crew members while balancing mission requirements with safety and provide excellent customer service. It’s great to mention the applicant’s leadership titles and awards but personal testimonials are even better. For example, “When our squadron was tasked with flying homeland defense missions on Christmas, Joe organized a holiday meal for the pilots, maintainers, and others tasked with being away from their family that Christmas. He is an amazing, compassionate leader.” You’ll want to highlight the applicant’s work ethic also. Work ethic is important to the airlines. The airline only makes money when airplanes are in the air. They want to know that they are hiring someone who loves to fly and will be a very productive pilot for the company. Flying hours are one way to highlight work ethic, but personal anecdotes where you witnessed the applicant go above and beyond and/or roll up their sleeves and get down and dirty with the troops to get the job done are even better. Anything you can do to make your LOR unique and help differentiate the applicant from other will greatly enhance their chances of being hired. Make sure your LOR includes as many unique qualities and personal facts as possible about the pilot applicant. Are they funny, charismatic, caring, humble? These are all qualities an airline may look for in their pilots. Give brief personal examples if possible. For example, “John is an amazing leader but more importantly he is just a humble, fun-loving, great guy to be around. You will see in his résumé that he has
July 2018 | 37
consistently been ranked #1 throughout his Air Force career, but he would never tell you that.” If you know the applicant on a personal level, be sure to talk about how much you enjoy spending time with him/ her and throw in some family information too. This tells the airline that they are more than just a great pilot, they are someone with whom other pilots won’t mind spending time on a four day trip. For example, “My wife Missy and I have really enjoyed getting to know Steve and his family. We have spent many occasions socializing at each other’s homes on weekends, holidays, and kids’ birthdays. Steve is not only a great pilot and Air Force leader, he is also an amazing father to his daughter Caroline, son Cody and a loving husband to his wife Denise. He and his family will fit right into the XYZ Airlines family and culture of caring for one another.” (It’s okay to use one of those tissues now if need be.)
Simply type the name of the airline in the search bar at the top, and it will show all your LinkedIn contacts (and their contacts up to third order) that have the name of the airline you searched in their profile. Another way to find old friends who are now airline pilots is to ask a pilot at that airline to send you the seniority lists for the different airframes and domiciles at that airline. You may recognize some names when you scan the seniority lists. It’s a good idea to get original hard copy, inked signature LORs if possible, or at least a printout of letters that were signed, scanned, and e-mailed to you. Some airlines will require you to bring hard copies of your LORs to the interview. For my interviews, I printed all my LORs on very nice, heavyweight, résumé paper and created a very professional LOR packet that included a table-of-contents.
Miscellaneous LOR Tips and Tricks
Summary
There is no magic maximum number of LORs but some airlines do have a minimum number required and that number should be spelled out in the application or interview instructions. As a general rule, five is a good number to strive for. However, at the 2017 Women in Aviation International conference in Orlando, Fla., a representative from United Airlines’ HR team stated that four quality LORs (internal or external…makes no difference) from people who know you well and can speak to your flying skills will maximize the points available for LORs on the United Airlines pilot application.
As you can see, there are both art and science behind letters of recommendation. The science involves basic framework and essential content that should be common to all LORs along with determining the appropriate number of LORs required. The art covers a wide variety of techniques for requesting an LOR, ways to enhance the letter with personal details to help the applicant stand out from the competition, as well as methods for the applicant to help their LORs appear more polished and professional.
You’re probably aware of one or two pilot friends at each airline you’re applying to, but there may be other friends working there also that you lost touch with over the years. Over the course of a military-pilot career, it’s quite normal to make great friends at one assignment but lose touch with them when they (or you) receive orders to the next duty assignment. Facebook® and social media have helped prevent this phenomenon to some degree, but it’s still likely you will lose track of some friends along the way. A good way to find people you know within each airline is to use LinkedIn®. If you don’t already have an account, I highly recommend it (www.linkedin.com). Using the LinkedIn® search feature, I found many pilots at various airlines with whom I had lost touch over the years.
38 | Aero Crew News
The information presented here is purely technique and certainly there are other ways to go about requesting and creating LORs. While I can’t guarantee that your LORs will ever be compared to the works of the great masters like da Vinci and Michelangelo, my hope is that these techniques will take some of the stress out of the LOR process and provide inspiration for writing LORs worthy of having you (or others) hired by desirable major airlines. For more great airline transition gouge, visit www.cockpit2cockpit.com to get your copy of Cockpit to Cockpit. ACN
About the Author LT COL Marc Himelhoch, USAF (Ret), is a Southwest Airlines pilot with over 5,000 hours of flight time. He graduated with honors from ERAU in Daytona Beach, Florida, earning a masters degree in aeronautical science. Read More...
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FOOD BITES
Michelbob’s Championship Ribs & Steaks able to cut it down to 1.6 hours, making the trip over even more appealing. From APF, MichelBob’s is a short, circuitous drive from the FBO. It is literally across the highway, but not something one should cross on foot. We would either borrow the airport car, or they would shuttle us there. Sometimes after two racks of ribs, we would dare the traffic lanes on our walk back to the FBO. Let’s talk food! When I first started going, it was all about the ribs. Back in college I could easily polish off two full racks. The rib meat is so juicy and tender it just falls off the bone and melts into your mouth. Oh, and the barbeque sauces that they have! OMG, they are so delicious! My personal favorite is The Sweet. By the way, you can now purchase their sauces. My pantry is always stocked with MichelBob’s BBQ Sauce.
W r i t t e n b y: C r a i g P i e p e r
Michelbob’s Championship Ribs & Steaks 371 Airport-Pulling Road North Naples, Florida 34104 http://michelbobs.com 239-643-RIBS
R
egrettably, I have never been able to make it to this restaurant on an overnight because the airline I work for does not fly into APF. For that matter, only a few air charter carriers actually fly into APF. So, unless you have your own plane, rent a plane, fly for one of these air charters or charter a jet yourself, you’ll have to drive there, but however you get there, it’s worth the trip. I started going to MichelBob’s in my college days. Everyone heard about this place through word of mouth – mouthwatering mouth. It was known as the “$100 Rib Joint” because we would fly there. When I was a sophomore, a friend owned a Piper Cherokee 180, N6325J, and we would fly there often. Looking through my log book, there are over a dozen APF entries, which don’t include my times in the back, of course. Though it was easily 2.3 hours (one way) it was always worth it. When my friend upgraded to his Seneca, N80WA, we were
Now when I go, usually with family, we order The Feast. This huge meal easily feeds four people. It includes a rack and a half of their amazing baby back ribs, half a barbeque chicken, pulled or sliced pork, sliced beef, amazing garlic toasts, two sides of potatoes (your choice), two ears of corn, baked beans and coleslaw. Of course, you can add extra ribs! Throughout college, I never tried their sliced beef or pork (sliced or pulled) which are just as delicious as their ribs. It took going with others for me to expand my horizons. I’m glad I did because the rest of the items are as fabulous as the ribs. Michelbob’s was founded in 1979 and is still a staple, family-owned restaurant, boasting “BEST FOOD IN SW FLORIDA.” The second-best thing to flying there is that you can have their ribs shipped overnight to your house! Just thaw, heat and eat! When I’m “jonesing” for ribs, my mind immediately turns to Michelbob’s Championship Ribs & Steaks, and then my mouth waters. ACN
About the Author Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from ERAU. Read More...
July 2018 | 39
FEATURE
Republic Airways Launches LIFT Aviation Training Academy. Explorers Wanted! 40 | Aero Crew News
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A
new aviation training academy will lift off this fall in Indianapolis, Indiana. Regional airline Republic Airways launched a U.S.-based flight training academy that will train hundreds of students annually. Leadership In Flight Training, or LIFT, Academy will create more jobs, more opportunities and will continue to draw top talent to Indianapolis to pursue a successful career in aviation. “Republic’s continued investment in Indiana is a big win for our state and its workforce, especially in light of Republic’s plans to build a state-of-the-art training facility for future pilots and airline employees,” Indiana Governor Eric Holcomb said. “This recent announcement means new jobs, new life on the airport property and new investment in the people of Indiana. We’re full steam ahead to ensure Indiana’s talented Hoosiers are equipped with the skills they need for a 21st-century economy.”
Images courtesy pf Republic Airways Republic is investing in LIFT to generate the next workforce for its commercial airline and the airline industry overall. LIFT Academy is removing barriers such as cost and accessibility that today limit the pilot career to a narrow demographic. Tuition for the flight academy is approximately $65,000, which is lower than most other aviation training schools in the U.S. To further help students with tuition costs, Republic will offer sponsorships and loan programs to those who qualify. “We are investing in adventure-seeking, aspiring aviators and offering them a world-class, innovative training program and a guaranteed post-graduation pathway to a career at Republic,” said Matt Koscal, Senior Vice President and Chief Administrative Officer of Republic Airways Holdings. “Opening this school in Indianapolis can be credited to the remarkable commitment by our state and city government leaders, our partnership with the Indianapolis Airport Authority and our desire to make aviation affordable and accessible to all interested students.”
July 2018 | 41
Republic will leverage its proven history in developing advanced training and safety curriculum to create a direct pipeline of highly skilled commercial pilots for the airline. Additionally, the company is committed to making a career as a commercial pilot more accessible for students by reducing the high cost of flight training, encouraging greater pilot diversity and raising awareness of the need for a greater supply of pilots. LIFT Academy features a structured education environment and curriculum that combines flight, flight simulator, online and in-classroom training. Starting on day one, students will be trained utilizing the latest aviation technology and evaluated using real-time data inputs designed to create highly skilled, professionally developed commercial airline pilots. Committed to not simply training pilots, but also providing them with industry-leading capabilities, Republic has invested in state-of-the-art, eco-friendly training technologies. LIFT Academy students will train on a fleet of advanced new aircraft and flight simulators produced by Diamond Aircraft Industries, including the DA40 single-engine and the DA42 twin-engine aircraft. Both aircraft possess the most advanced technology
42 | Aero Crew News
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in the industry, including the most sophisticated avionics suite in the market. The program will be further enhanced with Diamond Flight Simulator Training Devices (FSTD) built to achieve a realistic cockpit simulation environment. LIFT’s entire fleet is powered by jet-fuelburning, turbo-diesel engines, which contribute zero lead emissions and burn 40% less fuel when compared to a typical fleet of training airplanes. LIFT is a vision Republic has had for quite some time. When the airline industry began facing a significant pilot shortage, Republic officials realized the long-term implications and knew they had to take action rather than stand idly by. Boeing reported that 637,000 new commercial airline pilots will be needed worldwide by 2036 to meet demand because of contributing factors like pilot retirements and worldwide aviation growth. In the U.S., the total shortage is expected to reach 8,000 total commercial pilots by the end of 2020. “When we talk about the greatest threats to our business – and quite honestly, I believe one of the greatest threats to our country - it is the lack of creating the next generation of highly-skilled aviators,” said Bryan Bedford, President and CEO, Republic Airways Holdings. “This is a fantastic opportunity to introduce the profession of flight to so many young men and women.”
Although Republic had begun taking several steps to bolster their supply of pilots a few years ago, they understood the need to do something more. Something big. Something to help train the next generation of aviators. Something to supplement a direct pipeline of pilots to fill Republic openings. From there, LIFT took off! Republic made an intentional decision to create a bold solution: establish LIFT Academy to help get aspiring pilots into the market, shift the shortage paradigm and raise awareness of aviation careers and opportunities. LIFT Academy is an attractive alternative to traditional career paths, providing high school graduates, military veterans and career changers a direct path to become First Officers at Republic Airline. LIFT is specifically designed to create a direct-to-hire (classroom-tocockpit) path for its students. Republic is also working to bust some “pilot myths” that serve as perceived barriers to pursuing a pilot career. Some of those common myths include the belief that a pilot must have a college degree, or perfect uncorrected vision, or that a 4.0 GPA is required. By making the cost more affordable and the career more accessible, LIFT hopes to attract students who previously believed being a pilot simply was not an option.
July 2018 | 43
“We believe the joy of flight should be available to all, and by partnering with our local schools and others in our community, we are offering intellectually curious, aspiring aviators a world-class training program and a guaranteed, post-graduation pathway to a career at Republic,” said Koscal. “We’ll make sure that anyone who has the skill and the will has access to financing for our flight academy.” While the program is open to anyone who is interested and qualified, LIFT is specifically reaching out to the men and women serving our country who may be looking at what’s next in their career after serving in the military. LIFT is also looking at career changers – individuals desiring a different career path who may never have contemplated becoming a pilot. Finally, the company is looking at the future generation and talking with high school, middle school and even elementary school students to get them interested in and excited about aviation. The initial goal is to train 350-400 students per year. When the Indianapolis International Airport location reaches capacity, the airline can replicate the model in other markets.
44 | Aero Crew News
LIFT Academy makes aviation available as a highly attractive career path that offers exceptional benefits. Pilots earn an industry-leading $45/hour when they begin flying with Republic, or approximately $60,000/ year. Pay increases come at regularly scheduled intervals, resulting in a six-figure wage for experienced pilots. In addition to healthcare, dental, vision, retirement, short– and long-term disability, vacation and sick time, Republic offers unique perks such as training reimbursement, guaranteed 12 days off each month, travel privileges, no junior manning and no hot reserve. LIFT students will complete training and the FAA-required flight hours and earn a commercial pilot certification, with the guaranteed path to Republic after graduation. Student recruitment is now open, with monthly enrollment opportunities. Applying to join LIFT is free. The first class is set to begin in September. Republic employs 5,500 talented professionals to support its operations in partnership with American Airlines, Delta Air Lines and United Airlines. The company operates 950 daily departures to over 100 cities in the U.S., Canada, Central America and the Caribbean. With its
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first flight dating back to 1974, Republic has a strong and extensive history of being a top-quality employer and providing safe, clean and reliable service for its partners. Republic is committed to offering its employees the best overall benefits and work rules in the industry. The company is especially excited about the opportunity to attract, train and employ the best pilots possible. As a new Republic pilot, LIFT graduates will enjoy a stable, high-paying career with the opportunity to explore the world and enjoy a healthy work/life balance.
LIFT Academy is seeking people who are ready to explore their potential and the world! Interested students can call 317.471.2200 or 1.800.435.2552, or visit flywithLIFT. com. For those who are ready to fly with Republic today, visit www.rjet.com to apply for a First Officer position, or contact the pilot recruitment staff directly at 317.471.2290. ACN
July 2018 | 45
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
$209.31
$180,844
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
MD-88/90
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$95.21
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
$109,376
$174.11
$156,699
1-2 = 15 Days
Abbreviation and definitions: 3.B.2.d
2
28.D
0%
15%
2
B717
4.B.1.b*
26.C.2
25
$121.53
3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call. B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119to the $207.13 $186,417 5.65 H/M with a employees contribution up to the listed percentage. Unless noted or yearly, refer contract for 12-14 more information A330 = 27 Days sick call 15-18 = 29 Days Max 1080** the company will match 100% of what the employee contributes. 19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*
ALPA: Air Line Pilots Association
Perce heal emplo
Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
EMB-190, CRJ-900
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
2
+25 = 38 Days
credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D
B767-400
1-4 = 14 Days
Max 1300 Hrs
5-10 Days New hires reasons for cancellations. Refer to the contract for more information. Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training. Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company. Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training. 2
Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)
46 | Aero Crew News
JetBlue Airways (JetBlue)
2
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
7 75
HRxMMGx12
HRxMMGx12
5
7
2
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
HRxMMGx12
4.3
HRxMMGx12
8.B
15.B.2 & 3
16.B.2
16.4
$115,668
$202.47
$170,075
5% 1:1
5% + 3%
$104,084
$182.25
$153,090
$90,009
2
70
2
24
Perce heal emplo
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0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
Pay During Training
A330, A350 B717, B767
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 AA
AS
DL
Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company
HA
US West Sep/1998 Oct/2015
14,738
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
$2.15
2012
1,897
11.D.5.b
5.A.1
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
5.E.1
5.B
921
ALPA
iPad Air
SEA, ANC, LAX, PDX Contract 2013, as amended
9,436
ALPA
Surface
ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC
Contract 2014, as amended *Interisland
3 Hours per day, plus per diem
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
*$0.05 increase on Jan 1st. UA
2 Digit Code
3 Hours per Single $2.35 Dom* day, plus per Occupancy, Paid $2.70 Int.* diem for by company 3-E
4-G-1, 9-E
4-A
Pay During Training
Hotel during new hire training
Per Diem
A319, A320, A321
A321, A320, A319, E190
G4
F9
B6
MMG
Single Occupancy, Paid for by company
$2.00
3.P
6.A
MMG
B737
WN
A319, A320, A321
NK
Virgin America (Redwood)
Dec/2017
ALPA
iPad
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
B737NG
A319, A320
Aircraft Types
3.Z
Dec/2017
Dec/2017
See Note*
$1.90
November 2014
1180
180
Dec/2017
Dec/2017
See Note*
$2.00
E:11/2013 A:12/2013
3,582
840
11
Dec/2017
Dec/2017
Feb/2015
August 2006
9,074
3,374
4.T.3
Dec/2017
Dec/2017
$2.25
March 2015
1,821
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
No
Add A, Pg24
4.T.1
SY
MMG
None
1/24th the IRS CONUS M&IE airline daily rate
3.B
5.B.1
5.3
VX
$2,500 per month
None
$2.00
2012
820
10.J.1
3.B.e
10.I.1
Dec/2017
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
73
Single $1,750*/mo Occupancy, Paid for by company 3.D.1
Sun Country Airlines (Sun Country)
Oct/2015
8,786
873
Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.K.6
Spirit Airlines (Spirit Wings)
11,240
November 2017
Single $2,500 per Occupancy, Paid month for by company Add A, Pg24
Southwest Airlines (Southwest)
2006
Union
EFBs
Major Airlines B757, MD-80, A319, A3220
*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16
Contract 2015, as amended
Dec/2017
9.G.1 United Airlines (United)
Notes
Alaska bought Virgin America
Single Occupancy, Paid $3,888.29 / for by company $2.20 Dom., for the first 8 $2.70 Int. Month days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
IBT
iPad
FAPA
ALPA
SWAPA
Bases
AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO
Yes
iPad
Notes
*2018 to 2028
JFK, BOS, FLL, MCO, LGB Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month MDW, OAK, PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2018, as amended
157
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
11.A.7
$2.40
Dec/2011
5.A.3
June/2017
1,486
July 2018 | 47
Airlines (Sun Country)
B737NG
THE GRID
Virgin America (Redwood)
A319, A320
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
1/24th the IRS CONUS M&IE airline daily rate
289
5.3
Aug/2016
ALPA
General Information $2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
157
ALPA
iPad
MSP
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air (ABEX)
B-767
$2.40
Dec/2011
5.A.3
June/2017
11.A.7
1,486
$52 Dom. $89.75 PR* $79.75 NPR**
GB
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
Kalitta Air (Connie)
B777, B767, B757, MD11, DC10, A300
B747
FX
K4
$4,000 / mo until activation date*
No Hotel
$2.25 Dom. $3.25 Int.
May 2015
4,763
3.A
5.B.1.d
5.A.1 & 2
May/2016
Aug/2017
$600 / week unitl OE
Week 1 paid by crewmember, then, Single Occupancy
$1.90 Dom. $2.80 Int.
Sept 2015
281
6.A
Dec/2017
Dec/2017
5.A UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG 10.D.1
Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00* 5.H.1.a.1
2 Digit Code
Pay During Training
ALPA
*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended
ALPA
iPad fixed in plane
Home Based Contract 2016 as amended
1,580
2,298
65,741
38,854
SDF, ANC, MIA, ONT
IPA
Hotel during new hire training
Per Diem
*Pacific rim and Europe flights
Contract 2016 as amended
12.G.2
Total Pilots Aircraft Types
2,251
Most Number of Pilot Pilots Retirements Junior CA hired 2012-2029
Union
EFBs
Bases
Notes
Notes
Contractual Work Rules Min Days off (Line/Reserve)
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Pay Protection
10/12 or 13*
Yes
15.D.3.q
4.C
15.C
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
Min Days off (Line/Reserve)
12, max 14* 10, max 12*
488
430
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Initial paid for by company
None
Pay Protection
Max Scheduled Duty
5:10
5:10 x days
2:1
100%*
100% or 150%**
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
5
12.A.1.a
559
2
4.H.1
361
508
5-F-1-a Number of pages in Contract
5x 1:2 or number of 1:1.75*** days 12.A.1.b
12.A.2.a
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
None
12 or 11* 12 or 10*
Yes
12
Yes
FAA 117
14 hours or FAA 117
195
177
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
50%*
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended
None
*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
Min Day Min Trip Duty Rig Trip Rig Credit Credit
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
$20/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Headset Reimbursement
Major Airlines
14.C 3.F 48 | Aero Crew News
Frontier Airlines (Frontier)
14, max 16 For int pilots.
12 or 13 / 12
5-E-4, 5-E-5
Allegiant Air (Allegiant)
Number of pages in Contract
Legacy Airlines FAA 117 w/ exceptions
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Max Scheduled Duty
Supplied in AC
Notes
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended
BACK TO CONTENTS
None
*Unschedule DH pay s 100%
10, max 12*
United Airlines (United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
5-F-1-a Pay Protection
12 or 11* 12 or 10*
Yes
14.C
3.F
Max Scheduled Duty
FAA 117
14 hours or FAA 117
12
Yes
5.J.7
4.I, 5.P.2
5.J.4
12
Yes
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12/15*
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12 / 10 or 11*
Yes**
FAA 117
12.B.1
4.F
12.C
11/13
Yes*
60 Mins < FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
4.C.3.a.2
7.B.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Contractual Work Rules
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Contract 2010, as amended
5.E.1
None
195
177
36
235
241
196
159
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
$20/ month
4.G.2.a
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
$30 / pay period max $500
4.I.1
4.I.3
4.L
4.S.5
2.A.4
4 or 4.5**
1:4.2
100% or 50%***
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
4.C.1.b
4.C.1.c
8.A.1 & 2
3.C.3
5.F.3
1:2
1:4.2
75%
150%
100%
4.D & E
4.D & E
8.A.2.a
25.I
26.O
-
-
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
Provided by the company
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
4
3.5
-
App. G Number of pages in Contract
50%*
Min Day Min Trip Duty Rig Trip Rig Credit Credit
14 Hours for 2 None above Pilots, 16 Hours for 3 or minimum guarantee 22 Hours for 4 or more
332
None
None
None
1/4.95
1/2.85 Biz Class or better* or $300 comp
Headset Reimbursement
Supplied in AC
8.D, 8.A.3
30.A.2
13 in 30 14 in 31
100% Air* 50% Air** 50% Ground
100%
Provided by the company
13.D.4
18.C
19.K
19.E
14.96 or 18.75*
Yes
25.D.1
4.F
13 or 14*
Yes
Kalitta Air
2, pg 13
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
4.5
410
Number of pages in Contract
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.
None
*Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
None
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
Supplied in AC
None
Headset Reimbursement
None
None
*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company. Contract 2018, as ammended *11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014
Notes
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
15.A
6, 4.75**
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $200 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3 $200 after first 150% on days year. Initial paid off by crewmember.
1 hr or 3.65 (on Day off)
50%
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Deadhead Pay
Open time pay
Uniform Reimbursement
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Notes
2.A.1, 2
12.C
280
THE GRID
Contract 2016, as amended
$200 / year
15 Hours May be extended to 16 hours
ABX Air
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Cargo Airlines 13 in 30 14 in 31
UPS (UPS)
508
4.C.2
Major Airlines
Atlas Air
FedEx Express (FedEx)
rig or trip rig. 4.C.1.a
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
July 2018 | 49
Additional Compensation Details
THE GRID
American Airlines (American)
Aircraft Types
FO Top Out Pay (Hourly)
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65
MMG
FO Base Pay
Top CA pay
CA Base Pay
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896
72
15.D.1.b
$279,107 HRxMMGx12
9.B.1.a
$251.00
$225,900
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
75
$151,812
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$219.07
$189,276
$320.71
$277,093
787
$209.85
$181,310
$307.24
$265,455
767-4, A330
$206.91
$178,770
$302.94
$261,740
767-3,2, B757
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
B737-9
$176.74
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
$109,376
$174.11
$156,699
3.B.2.d
4.B.1.b*
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$208.59
$175,216
$305.39
$256,528
$173.96
$146,126
$254.70
$213,948
$141,028
$245.80
$206,472
A350*
United Airlines (United)
B747, B777 B787 B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
70
$167.89 $161.02
A319, A320, A321*
A320 family E190
Sun Country Airlines
14.D.1
Percentage of health care Notes employee pays
6.B.1
*Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information. Contract 2015, as amended
None
0%
15%
20%
Contract 2013, as amended
28.D
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call. 10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days
15%
22%
26.C.2
25.B.2
0%
15%
20%
Contract 2010, as amended
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
$235.76
$198,038
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
$145.17
70
$121,943
$216.42
$181,793
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
$100.01
75
$148.71
$90,009
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
HRxMMGx12
4.3
HRxMMGx12
8.B
$124,916
$218.66
$183,674
B737
A319 A320 A321
$133.82
$112,409
$196.83
$165,337
B737NG
HRxMMGx12
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
12.A.1, 2 & 3
$135,257
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
4 H/M Max 600
5% at 200%*
None
10.A
4.C
4.C
5.A
After 3 years 2.2% 1 Day / Month 5% 1:2 up to 6% at 9 Max 120 Days Disclaimer: Gray blocks years contain
acquired. Data 15.B.2 &3 16.B.2
Contract 2012 as amended
Percentage of health care Notes employee pays
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394
*The company will match 200% of what the pilot contributes up to 5%.
Contract 2016, as amended *A321 coming end of 2015
contract sections or date
with 16.4 contract sections may be abbreviated and/
*70 line holder, 75 reserve; **Hours is 0-5 = 108 Hrs or inaccurate, please consult the most current contract section based on PTO per year. Reference 6-10 = 126 Hrs Based on PTO contract for more information 5% 1:1 5% + 3% None Specified 11-15 = 144 Hrs for specific contractual language. Data that do not have a accrual 16-20 = 162 Hrs 21+ = 180 Hrs
contract section reference number, were obtained online in
3.C*
HRxMMGx12
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
3.J**
3.J
11.B.2
5 H/M* 700 Hrs Max 14.A.1
3.E
3.E
3.F.i
Agreement 2013, Currently in
negotiations some form and may be inaccurate. While trying to provide the *85/87/89 TFP based on days in bid
1-5 = 14 Days period, **Trip for Pay (TFP) is the unit 1 TFP / 10 up-to-date information, not all sources most can be verified at 5-10 = 21 Days of compensation received. 9.7% 1:1 TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days this time. If you notice a discrepancy and/or have a correction
$157.54
72
$136,115
$237.50
$205,200
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
$112.93
70
$94,861
$168.55
$141,582
0-8 = 15 days 9-13 = 22 days +14 = 30 days
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
50 | Aero Crew News Virgin America
7.B.1.a
HRxMMGx12
70
Spirit Airlines (Spirit Wings)
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
4.3
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
10.A & B
$323.04 15.D.1.b
$168.68
EMB-190, CRJ-900
5 H/M** Max 60***
$190,641.60
B737, A319 A320
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
12.B.1 please
4 H/M
14.A
Contract 2016, as amended 19.B.2 Craig.Pieper@AeroCrewSolutions.com. email
0%
4%
11%**
*New hires start with 33 hours of sick $34 to $754 time and accrue 3 H/M unitl 12 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan
28.C
27.B
2%
$0 to $300 depending on plan single, single +1 or family plan
28.B.2
27.A.2
Contract 2018, as amended
BACK TO CONTENTS *Reserves have a MMG of 75,
B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
$173.96
70
$146,126
$254.70
$213,948
$141,028
$245.80
$161.02
$135,257
$206,472
$235.76
$198,038
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
A319, A320, A321*
A320 family E190
Sun Country Airlines
Virgin America (Red Wood)
B737
A319 A320 A321
B737NG
A320
Aircraft Types
5% at 200%*
10.A
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B
$100.01
75
$148.71
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$133.82
22-A
24-B-5
401(K) DC
THE GRID
$112,409
$196.83
$165,337 HRxMMGx12
None
4.C
4.C
5.A
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
15.B.2 & 3
16.B.2
16.4
5% 1:1
5% + 3%
None Specified
3.E
3.E
3.F.i
9.7% 1:1
-
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
3.J**
3.J
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
12.B.1
19.B.2
5 H/M* 700 Hrs Max
0%
14.A.1
1-5 = 14 Days 1 TFP / 10 5-10 = 21 Days TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days
$157.54
72
$136,115
$237.50
$205,200
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
4 H/M
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
4%
125% of 6% contributed
11%**
28.C
27.B
2%
$0 to $300 depending on plan single, single +1 or family plan
28.B.2
27.A.2
-
-
401(K) Matching (%)
401(K) DC
Appendx 27-A
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
$218.61
$178,385.76
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
10.A
9.A
ABX Air B-767
$153.03
68
$124,872.48
19
19.D.1
HRxMMGx12
19
HRxMMGx12
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
3.C.1.a
85
4.A.1***
>1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days** +20 = 36 days
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air B747
B757, B767, A300, B747, MD-11
Aircraft Types
64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
$212.69
75
$207,373
$300.00
$292,500
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines
401(K) Matching (%)
None
*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
Contract 2018, as amended
Percentage of health care Notes employee pays
28.A.1
$158,710
Agreement 2013, Currently in negotiations *85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
Rule book 2014
Health 14-25% Dental 20-30%
$213.32
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
*New hires start with 33 hours of sick $34 to $754 time and accrue 3 H/M unitl 12 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan
10%****
$111,102
Contract 2016, as amended
Contract 2016, as amended
>5 = 14 days <6 = 21 days
62
*The company will match 200% of what the pilot contributes up to 5%.
*A321 coming end of 2015
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
$149.33
Contract 2012 as amended
Percentage of health care Notes employee pays
Cargo Airlines
B747 B767*
UPS (UPS)
20%
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394
3.C*
Atlas Air
FedEx Express (FedEx)
4 H/M Max 600
70
70
Spirit Airlines (Spirit Wings)
401(K) Matching (%)
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
4.3
Southwest Airlines (Southwest)
16"%
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
0%
Additional Compensation Details
$167.89
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
9.C.3
401(K) DC
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Percentage of health care Notes employee pays
July 2018 | 51
THE GRID
BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
MYR
CLT ATL
DFW
DAL VPS IAH
ANC
PIT
LGA JFK
AVL
MEM IWA
EWR PHL
IAD
CVG
SDF
LAS LAX LGB
DTW CLE
HOU
PIE
HNL
SFB MCO PGD FLL MIA
ANC CGN LAX
ORD
HNL
EWR MIA
DOH
DXB
HKG GUM
52 | Aero Crew News
BACK TO CONTENTS
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB
Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Allegiant Air
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Delta Air Lines
Alaska Airlines
AVL
Asheville, NC
United Airlines
United Airlines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
Virgin America
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
FedEx Express
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
LGA
New York City, NY
American Airlines
BOS
Boston, MA
Spirit Airlines
Delta Air Lines
PHX
Phoenix, AZ
American Airlines
GUM Guam
United Airlines
American Airlines
JetBlue Airways
United Airlines
LGB
Long Beach, CA
Southwest Airlines
BWI
Baltimore, MD
HKG
Hong Kong
JetBlue Airways
PIE
St. Petersburg, FL
Southwest Airlines
FedEx Express
MCO Orlando, FL
Allegiant Air
CGN
Cologne, Germany
HNL
Honolulu, HI
JetBlue Airways
PIT
Pittsburgh, PA
FedEx Express
Hawaiian Airlines
Southwest Airlines
Allegiant Air
CLE
Cleveland, OH
Allegiant Air
Frontier Airlines
SDF
Louisville, KY
United Airlines
HOU
Houston, TX
MDW Chicago, IL
UPS
CLT
Charlotte, NC
Southwest Airlines
SEA
Seattle, WA
American Airlines
IAD
Washington, DC
MEM Memphis, TN
Alaska Airlines
CVG
Cincinnati, OH
United Airlines
FedEx Express
Delta Air Lines
Allegiant Air
IAH
Houston, TX
MIA
Miami, FL
SFB
Orlando, FL
Delta Air Lines
United Airlines
American Airlines
Allegiant Air
DAL
Dallas, TX
IND
Indianapolis, IN
UPS
SFO
San Francisco, CA
Southwest Airlines
FedEx Express
MSP
Minneapolis, MN
United Airlines
Virgin America
IWA
Phoenix, AZ
Delta Air Lines
Virgin America
DCA
Washington, DC
Allegiant Air
Sun Country
SLC
Salt Lake City, UT
American Airlines
JFK
New York City, NY
MYR
Myrtle Beach, SC
Delta Air Lines
DEN
Denver, CO
American Airlines
Allegiant Air
STL
St. Louis, MO
United Airlines
Delta Air Lines
OAK
Oakland, CA
American Airlines
Frontier Airlines
JetBlue Airways
Allegiant Air
VPS
Fort Walton, FL
Southwest Airlines
Virgin America
Southwest Airlines
Allegiant Air
DFW
Dallas, TX
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
July 2018 | 53
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class. Blue blocks indicate recent updates Airline name and ATC call sign
ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
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)
54 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
3.A
HRxMMGx12
24.B
-
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
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*
Abbreviations 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
$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%*
8.A
3.75 H/M Max 375
P
em
32 (35
10+ = 3.5%
BACK TO 3-4%CONTENTS = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
1%
3%
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
EV
Sign on Bonus
Pay During Training
$7,500 w/ $300 / week ERJ type*, & $1,400 Paid for by $1,000 per diem to company; single Referral, checkride, occupancy $10,000 then MMG Ret.** Online
ExpressJet (LASA) (Accey)
CRJ-200 CRJ-700 CRJ-900
EV
CRJ-200 CRJ-700 CRJ-900 EMB-175
OO
Feb/15
$7,500 w/ CRJ type*, Paid for by $1,000 $300 / week company; single Referral, occupancy $10,000 Ret.**** Online
SkyWest Airlines (Skywest)
$7,500* Referral up to $4,000
3.C.1
65 Hours
3008.19.A Republic Airway (Republic) EMB-170 EMB-175
RW
Hotel during new hire training
$10,000* $12,500**
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
MQ
2 Digit Code
Up to $22,100* plus $20,000 retention bonus**
3015.6.A.1
$1,600 first Paid for by mo. then company; single MMG occupancy
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Union
EFBs
ALPA
Surface 3 LTE
Over 2,000 Pilots
$1.85/hr
Sept 2011
4.C.2
Dec/2017
$1.85/hr
June 2007**
5.A.1
Sep/2017
United
Dec/2017
$2.05/hr Dom $2.60/hr Int.***
April 2014
2,061
4.B.1
Dec/2017
Dec/2017
4.A
4.B
5.B.1
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **$10,000 CLE retention bonus at the end of 2018
ALPA
Surface 3 LTE
None
Surface 3 LTE
ATL, DFW, DTW, LGA***
Dec/2017
4,550
Sept 2017
2,173
Dec/2017
Dec/2017
United, American, Alaska, Delta
United, American, Delta
IBT
iPad Air
CRJ-200 CRJ900
9E
$10,000*
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR
Online CRJ-200 CRJ-700 CRJ-900
OH
3.D.1, 5.D.4
$16,520, $38.50 / HR Paid for by $5,000*, MMG & Per company; single $1000**, Diem occupancy $20,000***
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
DH-8-Q400 ERJ-175
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
YV
ZW
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
Yes $33,000 $4,000 or $4,500*
2.5 hours per day
October 2017
1,905
5.D.1
Dec/2017
Dec/2017
$1.75/hr
November 2016
1,582
5.A.1
Dec/2017
Dec/2017
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
5.B.1
5.A.2
Dec/2017
Dec/2017
Paid for by $1.75/hr company; single dom Jan, 2014 occupancy $1.80/hr int
534
Website
4.C
5.A.1
LOA 37
Dec/2017
Dec/2017
QX
None
16 credit hours per week & per diem
Paid for by company; double occupancy
$1.80/hr
July 2014*
635
5.I.4
6.C
5.G.1
Dec/2016
Dec/2016
CP
$17,500 Signing $1,500 Referal Bonus
MMG & Per Diem*
Paid for by company; double occupancy
$1.65/hr**
October 2015
659
3.H, 5.B
5.B.3
5.B.1
Dec/2017
Dec/2017
G7
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
2 Digit Code
Pilot Agreement signed August 2015 *No Part 121 Experience, **Part 121 Experience; ***International per diem only applies when block in to block out is greater than 90 mins.
Contract 2015
American
ALPA
iPad Air 2
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines. Contract 2003 as amended
Most Number of Do Business Junior CA Pilots For: hired
$1.80/hr
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;
COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type FAT, IAH, LAX, rating for any turbo jet over 12,500 MSP, ORD, PDX, lbs. **SGU is not a base, only HQ. PHX, PSP, SEA, SFO, SLC, TUS SGU**
Union
EFBs
Bases
ALPA
iPad 2**
JFK, DTW, MSP, LGA, ATL
500 - 2,000 Pilots Single MMG, but Occupancy paid no per diem by company
Notes
Contract 2004 as amended, Currently in negotiations,
Delta***, American
Dec/2017
Online
Bases
2,530
3009.1.A
$1.85/hr + 64 hr MMG $0.05 Paid for by + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
3.F.1 Mesa Airlines (Air Shuttle)
Most Number of Do Business Junior CA Pilots For: hired
Paid for by company; dual occupancy, $1.95 February Company will Eff. 7/1/2017 2017 pay 50% for single room
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
THE GRID
Delta
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied Contract 2013 as amended
American
ALPA
iPad
CLT, DCA, CVG DAY, TYS, PHL ORF
United, American
ALPA
iPad***
PHX, DFW, IAD, IAH
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years). Contract 2013 as amended *Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended
American United
ALPA
Alaska
IBT
iPad
ORD, IAD, MKE
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list.
*Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America. Contract 2012 as amended
Delta, American
ALPA
iPad
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Trans States
DH-8-100 DH-8-300 ERJ-145
PI
LOA 16
5.D.4
5.A.3
$35.81 @
Paid for by
$1.70/hr
January 2017
350
5.D.1
Dec/2017
Dec/2017
American
ALPA
PHL, MDT, ROA, SBY
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
July 2018 | 55
Contract 2013 as amended
*Paid out over 3 years, restricitions
occupancy
Bonus GoJet Airlines (Lindbergh)
CRJ-700 CRJ-900*
THE GRID
3.H, 5.B
5.B.3
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
Jan/2017
5.B.3
6.C
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
PI
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
G7
Aircraft Types
5.B.1
Dec/2017
Contract 2014 as amended
Dec/2017
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
General Information $1.60/hr
December 2017
600
5.O
Dec/2017
Dec/2017
United, Delta
Most Number of Do Business Junior CA Pilots For: hired
IBT
Union
Contract 2016 as amended
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
DH-8-100 DH-8-300 ERJ-145
Trans States Airlines (Waterski)
ERJ-145
Cape Air (Kap)
AX
ATR-42 C402 BN2
Silver Airways (Silverwings)
9K
Saab 340b
Ameriflight, LLC (AMFlight)
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
Peninsula Airways (Penisula)
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
5.D.4
5.A.3
5.D.1
Dec/2017
Dec/2017
$30,000*
Paid for by company; Single occupancy
$1.90/hr
June 2016
600
3.C.1
5.A.1
5.C.1
Dec/2017
Jun/2016
40 Hours per week
Paid for by company; Single occupancy
3.K.A
6.E.5.A
$12,000*
Paid for by MMG & Per company; single Diem occupancy
Paid for by company; Single occupancy
Up to $15,000*
MMG
Paid for by company; single occupancy
Online
3.G
5.A.8
DH-8-100 DH-8-200 ERJ-145
C5
Saab 340A, Saab 340B*
KS
DH-8-300 S340
BB
100
6.G.1
Dec/2016
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
$1.45/hr
American
Contract 2013 as amended United, American
Hyannis Air Service DBA Cape Air
ALPA
IBT
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
Dec/2016
Immediate
185
Oct/2015
Oct/2015
$1.80/hr
Apr/2017
291
5.B.3
Dec/2017
Dec/2017
$50/day
2012
120
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
PHL, MDT, ROA, SBY
ALPA
Self**
*Paid out over 3 years, restricitions apply. Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
FLL, TPA, MCO, IAD
IBT
Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU
United
ALPA
None
EWR, IAD, BTV**
*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ Contract 2015 as amended
None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract
Oct/2014
C208, C207, PA31, B1900 DH-8
Island Air (Moku)
Upon $37/overnigh Reaching t ATP Mins
$9 - $12.50 per hour* $35 / Day Per Diem
None
Seaborne Airlines (Seaborne)
350
$35.81 @ 75 hrs or 4 hours per day
AM
CommutAir (CommutAir)
January 2017
LOA 16
None
3M
$1.70/hr
7H
Q-400
$30/dom, $50/int
MMG
None, except during SIMs in SEA, Single
MMG*
Paid for by company if not in HNL; Single occupancy
3.C.1
11.P.3
Pay During Training
Hotel during new hire training
$12,000
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
90
SJU, STX Need contract
Oct/2014
$15,000 for all pilots in 2017, $5,000 referral
WP
January 2013
$40.00 per over night
March 2015**
Jun/2017 None, On a RON, July company will 2017 reimburse w/ receipt 4.J.1 Nov/2017
Per Diem
215
Ravn Alaska
None
Codeshare with UAL
ALPA
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds Need contract
ANC
Jun/2017 70
Codeshare for United, Hawaiian and Go; *Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro
HNL
Contract 2016 as amended
Nov/2017
20,604
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
Pay Protection
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
$150 / yr****
Over 2,000 Pilots
Headset Reimbursement
None
None
100%
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
FAA Part 117
188
4:12
None
1:2**
None
100%
150%
$100/6 mo***
None
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
217
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
150%
New hires pay 50%, all others
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Yes*
11 or 13; 15**
539
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
12
Yes*
3017.7.C.1.g
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
3.F.1 & 2 3.F.1 & 2
Min Trip Duty Rig Trip Rig Credit 500 - 2,000 Pilots 25 Hours
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 Company provided hours max for reserve phone availability + duty time ***Duty Period Min; ****After completing first year
100% or 150/200% when red flag is up
12/12 or 11 for reserve in 30 day month
56 | Aero Crew News Endeavor Air (Endeavor)
Max Scheduled Duty
Contract 2004 as amended, Currently in negotiations
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage Contract 2015 -
*200% only when critical coverage Company provided declared by company Contract 2003 as amended
Notes
BACK TO CONTENTS
*Starts 1/1/2015, **200% at company discretion.
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
3.G.1
3.C
4.B, C, F
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Contractual Work Rules Min Day Credit
Min Trip Duty Rig Trip Rig Credit 500 - 2,000 Pilots
150% 200%**
New hires pay 50%, all others get $240 per year*
None
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
-
501
4
3.R.4
3.N.1
12.H.1
-
3.H.1
-
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
100% or 200%**
Company pays half of hat, topcoat, jacket, two pairs of pants.
None
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)
187
12.B
3.G
12
-
12/12
Yes*
12, 14 or 13**
25.E.8.a
3.D
13*
7.A.4.a
None
None
None
None
62.5%
-
-
-
6.A
3.H.9
5.E.2
-
294
3 hours or Duty Rig
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
Company pays 1/2 of initial uniform, $20/mo allowance
None
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
80% air*** 75% ground
100%****
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
26.3
26.C.1
150% 200%**
$25 / Month
None
5.E
5.D
26.L.5
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%**
$25 / month
None
Under 500 Pilots 11
Yes
14
185
4
4 per day*
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
*Starts 1/1/2015, **200% at company discretion.
100%
14
FAA Part 117
Notes
None
Yes
Yes*
THE GRID
Contract 2003 as amended
None
12
11
Contract 2015
*200% only when critical coverage Company provided declared by company
25 Hours 5 Day Trip
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
-
None
None
75% air; 50% ground
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
Contract 2012 as amended
161
3, 4 on lost day
Greater of min day, credit, duty rig
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
11
Yes*
14
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Fly 4-5 days per week
Yes
FAA 135
NA
NA
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
NA
NA
NA
100%
100%
None
None
None
12/11
Yes
14
131
3.75
None
None
None
75%
100%*
$17.50 per month ($210 / yr)
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
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
*Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%
Contract 2011 as amended
*Additionaly incentive offered at company discretion,
Contract 2015 as amended
5 on 2 off 13
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned Contract 2016 as amended
Notes
July 2018 | 57
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
CRJ-200
Top CA pay
Base Pay
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
3.A
CRJ-200
$48.10
CRJ-700
$50.99
EMB-175
$51.17
CRJ-900
$51.94
-
3027.2
$57.43
3-1
4.A
75
3008.5.A.3 *
75
3.K.1
Mesa Airlines (Air Shuttle)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
8.A.1
7.A
25.A.2
25.B.2
LOA 9
0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500
1=20% of 6% 2=30% of 6% 3=40% of 6% 46=50%of6% 7=75% of 6%
None
30%
27.A.1*
27.A.1
28.A.3
3.A
HRxMMGx12
7.A.1
14.A.1
$43,290
$112.09
$100,881
$45,891
$118.82
$106,938
$46,053
$119.27
$107,343
$46,746
$121.05
$108,945
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***
HRxMMGx12
3027.1
HRxMMGx12
3011.1**
3012.1
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
PDO* 1 Yr = 4.25 H/M 2 Yr = 4.94 H/M 3 Yr = 5.55 H/M 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 10-12 Yr = 12.00 H/M 13-15 Yr = 9.30 H/M 16+ Yr = 10.00 H/M No Max
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
8.A.1***
8.A.1
14.K
$51,687
HRxMMGx12
$91,620
$129.39
3-1
$116,451
HRxMMGx12
$89.12
$80,208
$93.90
$84,510
HRxMMGx12
LOA*
HRxMMGx12
Base Pay
Top CA pay
Base Pay
$59,166
$117.70
$105,930
$60,381
$122.20
HRxMMGx12
3.A.1
$35,802
-
LOA**
LOA
Aircraft Types
FO Top Out Pay (Hourly)
MMG
CRJ-200
$65.74
CRJ-900
$67.09
-
3.A.1
1-4 yrs, 4% 5-9 yrs, 6% 10 yrs, 10%
8
9.A
None
-
<1yr = <7 dys*** 1-4 = 3.5% 1-2yrs = 7 dys 5-9 = 5.25% 90dys-5yrs = >2yrs = 14 dys 10-14 = 6.4% 3.5hrs/month; >7yrs = 21 dys >5 yrs = 4hrs/month 15-19 = 7% >16yrs = 28 dys 20+ = 8% 28.B**
No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual
None
CRJ-200
$41.78
CRJ-700 CRJ-900
$43.29
-
3.A.1
4.A
14.E
None
$98.37
$88,533
$38,961
$106.67
$96,003
75
4.A
HRxMMGx12
C200/E145 C700/E170
3.A.1
HRxMMGx12
$92.58
$84,433
$99.65
$90,881
$105.08
$95,833
$52.00
76
$47,424
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
28.B
28.A.3.b
401(K) DC
Percentage of health care employee pays
28.B
27.A.2
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
27.B.4
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 0-9 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
7.B.2
Q-400 ERJ-175
< 5 = 14 days > 5 = 28 days
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
3.75 H/M Max 375 14.A.1
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
28.A
27.D.2.a
6%
None
Company Discretion
14.A.1
27.C
27.C
27.A
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
3 H/M
28.B**
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
Q-100,
13.A.1
14.A
No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days
50% Match: <4 = 6% 4-9 = 9%
401(K) DC
Contract 2015
Contract 2003 as amended
Notes
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
28.B
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
*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.
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
7.A.3.b
Contract 2007 as amended, Currently in negotiations
35% for TPO Traditional PPO Plan
14.A
HRxMMGx12
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property. Contract 2004 as amended, Currently in negotiations
Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
None
3.5 H/M
$109,980
$37,602
38%
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
Notes
*Vesting based on YOS, **1.2 Days per month of employment.
500-2,000 Pilots
58 | Aero Crew News Piedmont Airlines (Piedmont)
25%
HRxMMGx12
C900-C
Horizon Air (Horizon Air)
Percentage of health care employee pays
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
$98,397
75
C900/E175
Air Wisconsin (Wisconsin)
401(K) DC
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
$109.33
$39.78
EMB-175
< 1 = 7 Days** 5 H/M 2-6 = 14 Days Max 640 7-10 = 21 Days (110 above 640***) +11 = 28 Days
$43,632
$101.80
75
PSA Airlines (Bluestreak)
No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual
<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days
$41,796 75
-
EMB-145
3.B.1
$46.44 $48.48
-
$40,734 75
CRJ-700, CRJ-900
EMB-170 EMB-175
Endeavor Air (Endeavor)
Base Pay
Over 2,000 Pilots EMB145XR, EMB-145, EMB-135
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
MMG
27.B.2
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1 Percentage of health care employee pays
Set amount**
Notes
BACK TO CONTENTS
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
E-170, E-175
$45.80
75
$41,220
-
3.D
4.A.1
HRxMMGx12
$111.24
$100,116
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
Additional Compensation Details 3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
Under 500 Pilots > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
Contract 2014 as amended
27.B.1
Contract 2016 as amended
Percentage of health care employee pays
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
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
4 H/M
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
Saab 340b
$39.03
-
40
$26,458
Per week*
HRxMMGx52
$30.02
75
$35,127
$83.07
$74,763
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)
B1900, DH-8
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
27.B.2
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44
401(K) DC
No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
HRxMMGx12 $64.00
60
-
$37,440
*Based on profitability
Yes*
Need contract
HRxMMGx12 $117.00
HRxMMGx12
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
HRxMMGx12
Q-400
$61.88
80
$59,405
$123.60
$118,656
< 1 = 15 days +3 = 19 days +5 = 23 days
7.6 H/M 480 Max 720 Max*
1-3 = 1% 3-6 = 5% 6-8 = 3% 8-10 = 2% 10-12 = 1% 12+ = 0%
-
3.A
4.A.2
HRxMMGx12
3.A
HRxMMGx12
5.A
12.A.1
LOA 2
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual
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 Percentage of health care employee pays
Contract 2016 as amended
Notes
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/ or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.
July 2018 | 59
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP MKE
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU
OMA
SLC SFO
BUF DTW CLE
LAN
AUG LEB
ORD
TYS
ABQ
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
CLT
PHX ATL
TUS DFW SAT IAH ANC
MCO
TPA
HNL
FLL MIA
EIS
SJU MAZ
ABQ ACK ALB ANC
Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
60 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways BACK TO CONTENTS
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air
MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air
ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air
Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
July 2018 | 61
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
62 | 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 2018 | 63
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