Augus t 2019
Aero Crew News Your Source for Pilot Hiring and More..
The History of the Pre-flight Checklist
How one man helped ensure the safety of the entire aviation industry
600 New Pilots in 2019 Will you be one?
$22k sign-on bonus $5k type rating bonus 4 new-hire classes per month pilotrecruiting@expressjet.com
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Ju m p t o e ach sec t ion Bel ow by c l ic k i ng on t h e t i t l e or p ho t o.
Also Featuring: Letter from the Publisher
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Aviator Bulletins
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Common Podiatry Problems Experienced by Cabin Crew
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August 2019 | 5
Aero Crew News & LogTen Pro Photo Contest Winning photo on Aero Crew News Cover & 3 Years LogTen Pro! Wanna Join In? See Details Below!
Grand Prize: $100 usd, a 3 year subscription to LogTen Pro and your photo on the November 2019 cover of Aero Crew News! Second Prize: $75 usd and a 2 year subscription to LogTen Pro Third Prize: $50 usd and a 1 year subscription to LogTen Pro Prizes 4 through 10: An #EveryFlightCounts t-shirt No Purchase necessary! Entries accepted Aug 1 - 31, 2019 Shortlist chosen by Aero Crew News/Coradine early September. Public vote on shortlisted entries will occur late September, 2019 with winners chosen in October 2019.
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Dear readers,
I am constantly amazed at the amount of information that we have been able to
provide to our readers – from history lessons to the future of aviation! This month, we feature the story of Major Ployer P. Hill, the grandfather of a friend to my father. My father, Delos Pieper, meet Doug Hill in 1974, when both served in United States Air Force 15th Military Airlift Squadron at Norton Air Force Base in California. By 1979 they had transitioned into the United States Air Force Reserve 728th MAS. My father was hired by Continental Airlines in 1978 and was able to help Doug be hired in 1979. Unfortunately, both were furloughed within a couple of years and after several years of airline struggles in the early 2000s, my father retired from Continental Airlines in 2007. Doug retired from United Airlines in 2014.
As a young child, I meet Doug, but my memory of our meeting is vague. But, a few
years ago, I started to get to know Doug as he was instrumental in my own aviation career. From him, I learned the story of his grandfather’s contribution to aviation.
During my primary flight training, I remember my flight instructor telling me that
FARs are “written in blood.” Major Hill’s story is proof of the metaphor. Flight control checks are part of every flight and we can remember the ultimate sacrifice Doug’s grandfather made to advance aviation safety.
Plus, I’m calling on all photographers! Aero Crew News and LogTen Pro have
joined forces to gather your best shots for our photo contest. The winning photo will be presented on Aero Crew News’ cover, garner a $100 cash prize and five years of LogTen Pro! Second through 10th places earn prizes too! See full details here. Fly safe,
Craig D. Pieper Craig D. Pieper
About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a First Officer for a major airline with a type rating in the Boeing 737 & Embraer 145 and has logged over 8,000 hours of flying time since his introductory flight on November 14th, 1992.
July 2019 Last month, Aero Crew News is pleased to feature some terrific good news from the Organization of Black Aerospace Professionals. Learn about its history, growth and the good works the organization does to promote education and careers throughout our industry. Squall Lines explains the frightening profile of the derecho weather phenomenon. I witnessed my first and only during AirVenture some years ago. It was truly unforgettable and did a lot of damage to planes and displays. On the health and fitness front, we present a number of resources for better crews. Our Fitness column introduces you to five invaluable resources to help with diet, exercise and mental health. We also bring you the story of an emerging vocation – aviation podiatry. You might be thinking, “It’s about time!” There is an interesting article titled, Achieving Perfection in Sport that examines a couple of Eastern philosophies that can be the foundation for accomplishing goals in sport or other endeavors. This month’s Perspectives column is about embracing today’s boom in aviation with the warning that it can’t, it won’t last forever. And, as always, the Money column contains valuable suggestions for advancing your wealth for today and into the future. We always welcome your ideas for articles, columns or products that can enrich the lives of those whose “office” is miles above the rest. Write us anytime at info@aerocrewnews.com. To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design Michelle Harvey Additional Contributors Robbie Gomez, Reini Thijssen, James C. Knapp, Anthony Lorenti, Meredith Edwards, Margaret Grace, Aviator Bulletins Provided by the companies Photographs By Photographs as noted. Grid Updates Email: GridUpdates@AeroCrewNews.com Social Media Marketing By Aero Crew Marketing Nate Racine, Tyler Sutton Aerocrewsolutions.com/marketing
© 2019 Aero Crew News, All Rights Reserved.
August 2019 | 9
AVIATOR BULLETINS
Photos provided by United Airlines
United Airlines Flies 787 Dreamliner With All-female Crew to World's Largest Airshow Airline reaffirms commitment to women in aviation at EAA AirVenture 10 | Aero Crew News
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U
nited flew a Boeing 787-8 Dreamliner crewed exclusively by women to the largest airshow in the world, EAA AirVenture in Oshkosh, WI, to symbolize the airline's commitment to supporting women in aviation. Joining the pilots and flight attendants onboard this historic flight were nearly 100 other women representing a variety of United's workgroups such as Airport Operations, Inflight Services, Flight Operations, Technical Operations, Network Operations and more. "Women are in critical leadership roles across United and what better way to demonstrate our commitment to women in aviation than arriving with more than 100-strong at the largest airshow in the world," said Linda Jojo, executive vice president of technology and chief digital officer. "We are proud of our strong legacy of supporting women in this field, but we are also excited to be a part of shaping the future of aviation so that it includes even more women." Upon arrival in Oshkosh, United female crew members and leadership met with EAA GirlVenture campers, approximately 70 female high school students interested in aviation, to discuss pursuing careers in the field and to tour the aircraft. The airline's Chief System Pilot Bebe O'Neil later announced an additional scholarship for aspiring female aviators at the Women in Aviation Luncheon. United has supported the Women in Aviation International Conference for more than a quarter of a century and annually provides scholarships to women pursuing careers as pilots. Today's initiative demonstrates United's longstanding commitment to supporting women in aviation such as employing the most female pilots of any major airline and as the first and only commercial airline to sponsor an all-female technicians team in the international aerospace skills competition. In 2018, United held Girls in Aviation Day events in a record number of 12 locations around the world, and has plans to add even more locations this coming fall. ACN
August 2019 | 11
AVIATOR BULLETINS
SYDNEY, AUSTRALIA: 133 female airline pilots, members of the International Society of Women Airline Pilots from around the world at Sydney Airport on May 8, 2019. The organization, 615 members strong, gathered in Sydney for their annual conference, this year hosted by Qantas. The International Society of Women Airline Pilots (ISA+21) was formed in 1978 as a social organization to inspire, educate, and support women whose career goal is to be an airline pilot. ISA offers scholarships to promote the advancement of women in the world’s airline flight decks. There are only 2405 female captains, 1.45% worldwide. (Photo by James D. Morgan/Getty Images for the International Society of Women Airline Pilots)
The International Society of Women Airline Pilots Cites CFRs 12 | Aero Crew News
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“
Airplane design, pilot training, and federal regulations are what drive safety; not gender, size, or physical strength. There should not be any flight control system on a modern airplane that any person who is qualified cannot overcome and fly.”
Captain Tara Cook, Chairwoman ISA+21, www.iswap.com CFR 25.253 (U.S. Code of Federal Regulations) High-speed characteristics: ...it must be shown that the airplane can be
recovered to a normal attitude and its speed reduced to VMO/MMO, without exceptional piloting strength or skill. Read the full code here. The International Society of Women Airline Pilots has 615 members representing 25 countries and 90 airlines. Women represent only 8950 of the 180,000 airline pilots worldwide, a mere 5.01%. Our goal is to increase those numbers through scholarships, education, and mentoring. Since its inception in 1978, ISA has given away over $1.4 million in ratings and cash awards to women whose career goal is to become an airline pilot. ACN
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August 2019 | 13
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCO M I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
14 | Aero Crew News
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CONTACT US:
WWW.FLYCOMMUTAIR.COM
PILOTRECRUITING@COMMUTAIR.COM
440-462-0692
NOW HIRING
CAPTAINS
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August 2019 | 15
AVIATOR BULLETINS
Desert Jet Founder Denise Wilson Announced as Chairman of the Board and Appoints Jared Fox as the Company’s New Chief Executive Officer
P
alm Springs, California, July 10, 2019 – Leading business aviation services company Desert Jet announces its founder and current Chief Executive Officer, Denise Wilson, will transition to the new role of Chairman of the Board for Desert Jet Holdings, the parent company of all Desert Jet entities. The company also announces the appointment of business aviation industry veteran Jared Fox to the position of Desert Jet’s new Chief Executive Officer, effective August 1, 2019. Denise Wilson founded Desert Jet in 2007 as an aircraft management company. The company added charter operations via part 135 certification in 2009 and, over the next several years, Denise would lead the company to rank on the Inc. 500 list of the nation’s fastest growing, privately owned companies, successfully maintaining this position for five consecutive years. In 2013, Desert Jet was recognized as one of the 50 Fastest Growing Women Owned companies globally. The success of the company’s charter and management platform led to the launch of Desert Jet Maintenance, which earned its part 145 certification that same year. The company has since earned the highest industry safety ratings to include ARG/US Platinum, Wyvern Wingman and IS-BAO Stage III. In 2015, Desert Jet Center was formed and FBO (Fixed Base Operators) operations commenced the following year in temporary
Jared Fox
Photo provided by Desert Jet
facilities. Construction began on a new 5-acre state-of-the-art aviation facility at the Jacqueline Cochran Regional Airport in
Thermal/Palm Springs, California. Desert Jet Center is the independent operator on the field and holds the highest safety ratings of any FBO in the region, to include NATA Safety 1st and IS-BAH stage II. The FBO continually receives the highest customer service ratings in the region as indicated by leading industry resource sites and popular online review sites. In her new position as Chairman of the Board, Denise will focus on the strategic growth of the Desert Jet companies to include acquisition opportunities. “It’s been an incredibly fulfilling experience to have had the opportunity to grow these businesses - literally
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from nothing - and to also have played a part in the
and deep experience in charter and FBO operations. He is
development of so many aviation careers�, said Denise.
a Certified Aviation Manager (CAM) and an instrument rated
“Now that we are preparing to open the Desert Jet
commercial pilot.
Center terminal, the time is right for me to announce my
Jared stated, “The Desert Jet team and company culture
successor in leading Desert Jet. I’m thrilled to have Jared
are like no other in business and private aviation. I’ve been
Fox come onboard as Desert Jet’s new CEO. I plan to be a
a big fan for years and jumped at the opportunity to lead
resource for Jared as he leads Desert Jet and I look forward
the team. I look forward to growing the charter, maintenance
to seeing him continue our growth by adding to an already
and FBO businesses into the premier aviation service
amazing team of aviation professionals.�
company on the West Coast�.
Jared Fox brings more than 20 years of broad
With its newly appointed Chief Executive Officer in
experience in business and general aviation to Desert Jet
place and nearing completion of its new FBO facility and
having served in various leadership positions such as Vice
headquarters, Desert Jet will be focused on expanding its
President, Sales Manager and Airport Manager. Jared was
workforce and accelerating the growth with all its business
chosen for his business acumen, strong leadership ability
entities. ACN
Our smaller pilot pool offers the quickest path to American Airlines. Find out why we’re the best place for pilots. Discover what makes us different.
August 2019 | 17
AVIATOR BULLETINS
Jet Linx Launches Updated Mobile App With Flightsharing Photos provided by Jet Linx
OpenSeat Exchange Enables Clients To Buy & Sell Empty Seats
J
et Linx, a jet card membership and private jet management company with 18 Base locations nationwide, today announced the release of the latest version of its Mobile App, featuring an innovative new flightsharing program called OpenSeat Exchange. Available exclusively on the updated Jet Linx Mobile App, OpenSeat Exchange offers aircraft owners and members the ability to buy or sell empty seats on Jet Linx flights on a per-seat basis. "We are thrilled to provide our 2,000 jet card
members and 115 aircraft owners with an innovative new app feature designed to further improve, enrich and elevate the Jet Linx private jet travel experience," said Jamie Walker, President & CEO of Jet Linx. "In 2018, there were over 40,000 empty seats on Jet Linx flights. OpenSeat Exchange is a solution that gives our clients the ability to buy and sell these empty seats on a per-flight, per-seat basis. It's a secure, trusted, peer-to-peer exchange of open seats within the Jet Linx community." OpenSeat Exchange is just the latest feature added to the Jet Linx Mobile App, which already features the ability to book private jets in real-time at guaranteed hourly rates, quote future trips, arrange catering and ground
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transportation, make flight manifest changes, view and book empty one-way flights at below market pricing, and receive Jet Linx news and updates. The Mobile App, which truly puts the control of private jet travel in the palm of a client's hand, further evidences the Company's commitment to providing the industry's finest service and experience. Jet Linx has become the preeminent jet card membership and private jet management company in the United Statesdue to its unique and innovative business
model that offers a more personalized approach to guaranteed private jet travel solutions through individual, city-specific, local services that are supported by a national operation and robust technology platform. Jet Linx is also committed to delivering the highest safety standards in the private aviation industry. Just last month, Jet Linx conducted its third annual Safety Summit, voluntarily grounding its fleet of aircraft nationwide to bring together all of its 500-plus employees to focus on the organization's safety standards. ACN
August 2019 | 19
AVIATOR BULLETINS
Envoy and Air Line Pilots Association Reach Deal to Increase Pilot Pay and Enhance Career Advancement Envoy Pilots Flow Faster to American
E
nvoy Air Inc., the largest wholly owned regional airline subsidiary of American Airlines Group (AAG), announced that the carrier has reached an agreement with the Air Line Pilots Association International (ALPA) that significantly increases pilot pay rates and offers more rapid career progression to American Airlines. Highlights of the new pay package include pay scale increases of up to 30 percent for First Officers, with a starting
base pay rate of $50.21 per hour. Captains can expect pay scale increases of up to 15%, depending on aircraft type and length of service. All new pay rates are retroactive to June 1, 2019, with pilots to receive another scheduled contractual increase on Jan. 1, 2020. As a wholly owned subsidiary of American, Envoy pilots enjoy a unique flow-through agreement that provides a direct path to fly for American, with no additional interview required. “Envoy is the largest provider of American Eagle regional service for American and this agreement ensures that we continue to offer our pilots the best path to a lifelong flying career,” said Dee Temples, Envoy Senior Vice President Air Operations. “The agreement provides for higher flow-through rates, accelerating the timetable for most current and all prospective new hire pilots to more quickly reach their ultimate destination at American Airlines.” Envoy offers programs to provide its pilots the highest quality of life, including unlimited personal travel on the American Airlines global network, AAG profit sharing, a generous commuter policy and preferred crew bases shared with American. “My sincere thanks to the members of ALPA’s negotiating committee for their efforts to work collaboratively to reach a deal that is both good for our pilots and for Envoy’s long-term competitiveness,” Temples added. To learn more and join the Envoy team, call 972-374-5607 to speak to a recruiter or email EnvoyPilotRecruitment@aa.com.
ACN
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Photo provided by Envoy
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AVIATOR BULLETINS
Photo provided by ExpressJet Airlines
ExpressJet Airlines, a United Express Carrier, Announces New Chicago Embraer E175 Crew Base ExpressJet Airlines, a United Express carrier, announced that it will open a flight crew base at Chicago O’Hare International Airport (ORD) to support its growing fleet of new Embraer E175 aircraft. “We’re excited to expand our E175 footprint to include Chicago O’Hare,” said Chairman and CEO Subodh Karnik. “O’Hare is a highly desirable base for our crew members thanks to its easy connectivity, both for Chicago locals and for those who commute in from other cities.” ExpressJet began flying E175s in June and will expand its fleet to include 25 of the aircraft by year-end. It currently has an E175 crew base at Houston’s George Bush Intercontinental Airport (IAH). To support its rapid growth, ExpressJet is hiring more than 600 new pilots in 2019. ExpressJet pilots enjoy top compensation, work rules and quality of life as well as a direct path to a flying career at United Airlines through the United Career Path Program. Pilots who sign on with ExpressJet can expect a quick selection process, an immediate class date, and to bid for flying within three months. Pilots interested in signing on with ExpressJet should apply at expressjet. com/pilots or on airlineapps.com. ACN
August 2019 | 21
AVIATOR BULLETINS
ExpressJet Airlines, a United Express Carrier, Announces Gerhard Dupont as Managing Director of Crew Resources ExpressJet Airlines, a United Express carrier, announced this week that Gerhard Dupont has joined the airline as Managing Director of Crew Resources. He will be responsible for leading strategic planning and functional areas that support the airline’s 2,000 flight crew members. Dupont joins ExpressJet with decades of airline experience. Most recently, he served as Managing Director of Operations Logistics for Horizon Airlines, where he led teams responsible for workforce planning, long-term maintenance planning, strategic planning and operations support. He also has network operations, crew planning and ground operations experience from careers at Air Canada and Lufthansa. “Gerhard is a strategic operations leader whose diverse experience will greatly benefit ExpressJet as we grow our fleet with new Embraer E175s and hire record numbers of new pilots,” said Chairman and CEO Subodh Karnik. “We look forward to his expertise, particularly in crew resource planning, driving greater reliability and efficiency into our operation.” ACN
30 Years, 100,000 Flights!
CommutAir is celebrating its 30th year of operation on
August 1 at the ALB hangar, the anniversary of its inaugural flight (August 1, 1989). The airline started with just two Beech 1900s in Plattsburgh, NY. In 2006, CommutAir upgraded to the 37-seat Bombardier Dash-8 Q-200s, with pressurized cabins, lavatories, overhead storage bins, and for the first time, flight attendants. By 2011, it had added the 50-seet Dash-8 Q300 to the fleet. Just four years later, CommutAir, dba United Express, announced the transition from turboprop to jets. The now all-jet fleet completed it’s 100,000 jet flight on July 8, 2019. C5 Flight 4885 made CommutAir history when it flew from St. Louis to Newark with flight crew Captain Judith Van Aerden, First Officer Garrick Smith, and FA Sue-Anne Broomes. ACN
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Increased Demand for Captains Prompts CommutAir, a United Express® Carrier, To Increases Pilot Sign-On Bonus $50k and Immediate Captain Upgrades CommutAir, a United Express regional airline, today announced it is increasing its sign-on bonus to $50,000 for captain-qualified candidates. “Our rapid growth continues to drive opportunities across our expanding operation with jet deliveries continuing,” said Joel Raymond, Chief Operating Officer. “That rapid growth has increased our demand for experienced leaders in the left seat— so much so that in addition to a $50,000 sign-on incentive, we are offering immediate upgrade slots for captain-eligible pilots.” As one of the fastest-growing regional airlines, CommutAir appeals to pilots who want to move up the seniority list quickly. This also allows for shorter reserve times, so pilots are in the air, doing what they love, more often. Qualified candidates entering captain training will see a total first-year benefits compensation package of up to $122,000 and the ability to move quickly to a mainline carrier. Through its Career Path Program, CommutAir proudly offers the fastest direct path to United Airlines, a minority owner of the carrier. Pilots in the program have the opportunity to join the United flight deck in record time. “Our shortest wait for a pilot going to United has been 2 year and 10 days, and we would love to have a new Captain come in and beat this record” stated Laura Prince, Vice President of Human Resources. ACN
August 2019 | 23
PERSPECTIVES
I Got a Job at My First Airline! … Now What? B y: R o b b i e G o m e z
Y
ou did it! You spent countless hours working on your ratings, you built time like it was going out style, and you read every single gouge out there. After what seems like an eternity being grilled with questions you find out you passed your interview and got a CJO. What’s next?
After successfully completing your interview, many things will happen and they will happen fast. If you have not already done so, your airline will have you fill out and submit PRIA paperwork. PRIA (Pilot Record Improvement Act) paperwork are forms that authorize your prospective employer to obtain your flight records from both the FAA and your previous aviation employers. When you receive this paperwork, it is imperative that you fill out the forms as quickly and accurately as possible. The last thing you want is for your new employer to delay your start date because your background and employment checks have not cleared. If you haven’t yet, create a document with employment verification information for every single job you have ever had. Trust me, it will save you a headache down the road. Once all the paperwork has been submitted, you will begin to prepare for the ATP/CTP course and your initial training. Many people ask, “What do I need to do to prepare myself for the ATP/CTP course?” The answer: NOTHING, EXCEPT PREPARE FOR THE ATP WRITTEN EXAM! The ATP/CTP course will help you get ready for the 121-world and the simulator training will be fun, but it will do absolutely nothing to get you ready for the ATP written exam. About three to four weeks prior to ATP/CTP, you should start preparing for the written (Shepard Air is an amazing test prep tool) and plan to show up to ATP/CTP ready to take the test (though you won’t be able to take it until you are done). Showing up ready to take the
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ATP Written Exam will save you a lot of stress during the
It goes without saying, but at some point, you will have
weeks long course, and will help you enjoy one of the few
to quit your current job. Though your employer probably
non-jeopardy training courses you will have in your career
knows that you are leaving for the airlines, you must still
(aka, no checking event at the end).
resign in a proper manner. Most companies require two weeks written notice of resignation. If you are currently
Once you have passed your ATP Written, you will
working for a smaller company that you know will require
begin getting ready for your initial training. At this point,
some time to find your replacement, give them as much
many people get so excited about getting started that
notice as possible, and offer to assist in finding your
they spend hours online searching for information about
replacement. If not, a two week notice should suffice. Be
the type of plane they will be flying, company operations,
sure to type your letter of resignation, and if possible, hand-
procedures, etc. This is one of the biggest mistakes you
deliver it to your supervisor. When resigning, it is imperative
can make in training. If you are a CFI, you know all about
that you leave on good terms and not burn any bridges.
primacy and the negative effects learning something
Aviation is a small world and you never know when you may
wrong the first time can have. Your airline may or may not
need your previous employer for references, favors or even
send you study materials prior to the first day of training.
a job. It is recommended that you work your last day at your
If they do, it wouldn’t hurt to learn your limitations and
previous job at least 1 week prior to ATP/CTP to allow time
memory items, in addition to whatever other material
for you to get all your ducks in a row.
they have sent you. If they do not, enjoy the time off. Use this time to get things at home squared away and
Though it may feel like there is a lot to accomplish
mentally prepare for the next three months. Coming
prior to starting your 121 training, in the grand scheme
into training feeling refreshed and well rested is one of
of things, there really isn’t. Like the good pilot you are,
the keys to success in the training world. The next few
preparing to start 121 training is as simple as staying
months will require 110% of your focus and strangers to
ahead of the airplane (except instead of an airplane, it’s
the aviation world may not fully understand what this
life that you are staying ahead of). Use time wisely to get
entails. Explaining to your friends and family that the
your affairs in order, and life in the schoolhouse will be a
following months will require you to be disconnected
little less hectic than you anticipate. ACN
from anything not pertaining to training will allow them to figure out how they can better support you as you go through training. Catch up on bills, ensure any payments or recurring tasks are taken care of, and coordinate with friends and family when it comes to taking care of your household (if needed). It’ll put your mind at ease knowing that everything at home is in shape thus allowing you to really concentrate on the task at hand. If you are one of the lucky few who live in the city where training will take place and the airline offers you a hotel room, TAKE IT! Home tends to have a lot of distractions and that is one
About the Author Robbie Gomez is an MCO-based pilot for PlaneSense flying the PC-12NG. Read more
thing you do not want in any training environment.
August 2019 | 25
Take a short approach.
Cape Air and Spirit Airlines have joined forces to create a shorter, more convenient pathway to a jet pilot career. The Cape Air-Spirit Jetway Program provides education, flight hours and mentorship without higher degree requirements.All pilots are welcome to participate. One interview is all it takes to qualify.
Fast track your career. Learn more at capeairpilots.com.
Aero Crew News Your Source for Pilot Hiring and More..
For every leg of your journey
AeroCrewNews.com AeroCrewSolutions.com
FITNESS
Five Essential Tips to Maintain (maybe enhance) Your Relationship While on Trips By Reini Thijssen
W
orking in the aviation industry and frequently traveling for work, could eventually cause conflicting feelings. While you are proud of your career and excited about the adventures on the road, being away from home for a prolonged period can put stress on you and your love life. However, when you are sharing your life with the right person, it can be an opportunity. Be aware that these tips can have a positive impact to help you remain close to each other, even when the distance is far.
1. Communicate openly and creatively Especially on a trip, it is important that you maintain continual dialogue to be up-to-date with one another’s lives. A lot of couples forget to stay connected. It can be as easy as wishing your partner a good morning and good night. For long-distance couples, even the most trivial details about our daily lives can become the connection. “How was work? What did you have for dinner?” Mix it up with pictures, videos or voice messages during the day to create a context of your daily life. It might come in handy to refer to during a phone call or Skype-session later that day. Don’t think of the details as boring. The days of sky-high costs to call home are over, so there is really no excuse. Keep general communication with your spouse/partner your top priority at all times.
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2. Synchronize schedules Whatever state, country or time zone you might be in, there is always a way to make conversation work with
4. P ursue activities alone AND together It is essential that you keep a routine to maintain your
the home front. Inform where you are, what your schedule
own hobbies, social life and interests while you’re away on
looks like and what time would be best to (video) call if
a trip. Spending time apart can enhance your time together.
there is no time for spontaneous communication.
Your individual activities enrich who you are and provide
Be sure to choose a mutually convenient schedule to prevent frustration. When you’ve promised to call at a certain time, make sure to call. Set a reminder on your phone
stories to share when you’re together. When you pursue your interests away from home, you’ll likely be less homesick too. While it might sound counterintuitive, it is possible
or share your agenda. In the event a work-related event
to pursue shared goals even when you are thousands of
intervenes with your appointment, give your better half a
miles apart. Plan to watch the same TV series or movies
heads-up and reschedule. This will be much appreciated!
and maybe text if your watch time is the same; listen to
3. Keep the romance alive
podcasts and share playlists; train for a 10K run; join an
However routine it may sound, planned dates are crucial to a long-distance relationship to make the best of the situation. And when you’re away from home for an extended time it is extra important to make the effort to keep the romance alive. There are countless ways to show affection. Be imaginative. Though you can’t take your partner on a date, current technology and some creativity
online photography challenge together. The possibilities are varied and available, if you just do a little creative research. Pursuing goals together and separately will create intimacy and stimulate a wider range of conversation topics.
5. Stay positive All relationships require attention and energy, and
can go a long way. Who doesn’t like to receive a gift every
our aviation lifestyle affords an extra challenge. Cognitive
once in a while? Send a gift from their favorite retailer, write
reframing is a useful approach in this situation and many
postcards, order flowers from the local florist or even arrange
other difficult life events. It is crucial to stay positive and
a pizza delivery on a rainy day. Listen for clues when you’re
thankful for the relationship you have with your partner.
together that you can implement when you’re away.
Instead of drowning in sorrow while apart, focus on how
Meet whenever possible. If your budget and schedule
this lifestyle can help you grow stronger together. Multiple
allow, bring your significant other along on one of your trips.
studies have proved that couples who spend significant
Extend your stay and make memories together. When you’re
time apart enjoy more balanced perceptions of their
within a reasonable driving distance, consider a visit home
relationships and even appreciate their partners more
and schedule a date. Success guaranteed.
than geographically co-located couples. Comparable research even shows that long distance relationships are as successful or may be even more successful! ACN
About the Author Reini Thijssen is an Dutch certified life coach and avid traveler. Read More...
August 2019 | 29
MONEY
Making Financial Sense B y: J a m e s C . K n a p p, A I F ®
30 | Aero Crew News
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A
common goal. we all likely share, is the desire to experience a long and fruitful life. To work towards this goal, you must have a strong foundation in every aspect of your life (e.g. health, emotional, social, financial, etc.).
I cannot assist in developing your workout routines; though I can provide an educational foundation that can be the
backbone of your financial independence. This knowledge works to empower you to feel confident in developing your personal financial wealth.
“Wealth is the ability to fully experience life.” ---Henry David Thoreau For investors’ long-term wealth survival, I believe a top priority should be protecting those investable assets from large, unrecoverable losses. This protection is vital as studies have shown employed people expect to work later in life. Unfortunately, many do not continue to work as planned. The 2018 Retirement Confidence Survey by the Employee Benefit Research Institute (EBRI)/Greenwald found that 48% of retirements occur earlier than planned with most reasons given for early retirement were involuntary (e.g. health problems, disability, changes at the company or could afford to retire early).1 This survey also found that 79% of workers expect to work for pay after they retire; though only 34% of retirees have worked since they retired. 2 Negative returns and high volatility are typically destructive to wealth building. I suggest seeking strategies focused on ways that aim to preserve your hard-earned assets. According to the 2018 IRI Fact Book’s “A Guide to Information, Trends, and Data in the Retirement Income Industry,” there are over 75% of retirement savings in Individual Retirement Savings accounts compared to under 25% in Private Pension Plans.3 This retirement dynamic of fading income-based plans (e.g. defined benefit plans) and increased reliance on personal accounts (e.g. IRAs) adds substantial risk to one’s income strategy given the investor is responsible for making the investment allocation decisions and producing their own returns. From my experience, guiding clients transitioning from an investment strategy (aka working years and wanting to grow your assets) to a withdrawal strategy (aka retirement years and wanting an income stream similar to a monthly paycheck), you will feel losses more than you will feel gains. Painful feelings may impair you from making rational decisions during times of market volatility.
August 2019 | 31
Developing and refining your own discipline to manage risk is important. Please be aware that no measure of risk management is perfect every time. Though having a process to manage risk is better than not having one at all. I have found that by working to reduce the level of volatility within an investment account(s), investors adhere emotionally to the discipline they’ve developed over time. By sticking with your strategy allows the benefits of compounding interest to take effect.
“Compound interest is the 8th Wonder of the World.” ---Albert Einstein
Large amounts of data points and market signals are constantly being released from various global sources. Investors will have different interpretations of these data and market signals. I believe investors should consider reallocating to various asset classes that they believe may have a higher probability of going up given their expected future market conditions.
“It’s not what you look at that matters. It’s what you see.” ---Henry David Thoreau Rather than trying to predict future market movements, focus on risk. For investors, understanding investment risk is a vital concept as it is a function of loss. For example, the more portfolio risk that is taken, the greater the loss may be when markets move negatively. We tackle this phenomenon by applying educated assumptions in an attempt to avoid catastrophic damage over time. This is in the same vein of virtually every professional field; e.g. a surgeon speaking to probabilities, not certainties. These potential outcomes are based on historical data and events, statistics, trends, sentiment, etc., in an effort to control portfolio risk and avoid permanent loss of capital.
32 | Aero Crew News
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The chart below may serve as an example of using historical data aiding an investor’s broader context investment strategy. It is important to avoid relying solely on one data point, chart, statistic, etc. I would suggest using multiple trusted sources as you work to develop your investment strategy.
Big Starts to a Year Can Produce Weak Results Going Forward
(LPL Financial, Tracking #1-850390)
An investor’s thought-process, interpreting and applying information, can be extremely fruitful in managing investment risk. An investor’s risk management strategy plays a large part in determining how to proceed.
August 2019 | 33
Below are a few data points to consider. How do you interpret them and how do you integrate them to your investment risk management process? • There have been 4 rate-hike cycles initiated by the Federal Reserve (Fed) over the last 25 years, including the most recent cycle that has included 9 rate-hikes from 12/15/15 to 12/19/18, i.e. the “last rate hike” took place 6 months ago. The 3 previous Fed rate-hike cycle flipped from its “last rate hike” to its “first rate cut” after 5 months (July 1995), 7 ½ months (January 2001) and 15 months (September 2007).4 • Net farm income in the United States (total gross income in excess of total expenses) is projected to be $69.4 billion in 2019, down 44% from its peak level of $123.4 in 2013.5 • The USA has reported an unemployment rate lower than the April 2019 jobless rate of 3.6% only 17 times since January 1954, equal to just 2% of the preceding 783 months.6 • Between 1950 and 2018, the U.S. population doubled from 159.1 million to 332.8 million while the number of Americans at least age 65 quadrupled from 12.8 million to 52.4 million.7 • From 1950 to 2018, the life expectancy of a 65-year-old American male has increased from 12.8 years to 18.1 years, i.e. an increase of 64 months. From 1950 to 2018, the life expectancy of a 65-year-old American female has increased from 15.1 years to 20.6 years, i.e. an increase of 66 month.8 • A 65-year old American couple has a 48% chance that at least one of them will live to age 90, i.e. at least a 25year life expectancy.9 • An estimated 10,400 Americans will turn 65 years old each day this year (2019). This group represents the 9th year of 19 years of “Baby Boomers” turning age 65. An estimated 11,500 Americans will turn 65 years old day in the year 2029.10
1,2 Employee Benefit Research Institute (EBRI)/Greenwald, The 2018 Retirement Confidence Survey, Fact Sheet #2, 2018 3 “A Guide to Information, Trends, and Data in the Retirement Income Industry,” IRI Fact Book, 2018 4 U.S. Federal Reserve 5 United States Department of Agriculture 6 Unites States Department of Labor 7 Social Security 2019 Trustees Report 8,9 Social Security Administration 10 United States Government Accountability Administration
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If you need help, email JAMES.KNAPP@ KNAPPADVISORY.COM or learn more at www.KNAPPADVISORY.com. James C. Knapp, AIF® Securities and advisory services offered through LPL Financial, a Registered Investment Advisor, Member FINRA/SIPC The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual. All performance referenced is historical and is no guarantee of future results. All indices are unmanaged and may not be invested into directly. The Standard & Poor’s 500 Index is a capitalization-weighted index of 500 stocks designed to measure performance of the broad domestic economy through changes in the aggregate market value of 500 stocks representing all major industries. “Big Starts to a Year Can Produce Weak Results Going Forward” disclosures: Date 1950 – 05/03/2019 Performance shown is price returns ex dividends. Past performance is no guarantee of future results. All indexes are unmanaged and cannot be invested into directly.
The modern design of the S&P 500 stock index was first launched in 1957. Performance back to 1950 incorporates the performance of predecessor index, the S&P 90. The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual. To determine which investment(s) may be appropriate for you, consult your financial advisor prior to investing. All performance referenced is historical and is no guarantee of future results. The economic forecasts may not develop as predicted. Investing involves risk including loss of principal. All information is believed to be from reliable sources; however, LPL Financial makes no representation as to its completeness or accuracy. ACN
About the Author James C. Knapp founded Knapp Advisory Group to help professionals and retirees make informed decisions with their financial affairs. Read More...
August 2019 | 35
SQUALL LINE
“Express 4121, you’re the first to go...” 36 | Aero Crew News
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Pathfinding in Convective Weather – Who wants to go first? By A n t hon y L or e n t i
T
he term pathfinding, as it relates to convective weather and air traffic, is one I have not come across in any FAA literature I have reviewed, but it is a routine practice. ATC uses pathfinding to assess breaks in areas of convection by sending aircraft through these gaps. It’s meant to help the flow of traffic in and out of terminal areas.
You’re number 30 for takeoff. So, here we are, 30 planes deep in the lineup. The weather has shut down all the departure and arrival fixes. Then miraculously, you get called to the head of the line. Do you know why you’ve been pushed to the front? It’s possibly because you have been chosen to be the pathfinder. To my way of thinking, you should probably know if your aircraft, i.e., you as PIC, have been decreed pathfinder through the muck. I am aware of no requirement that we be informed when we are elected to make a test -run. I find that to be an issue. I have heard controllers tell the crew they are going to be pathfinders, but what if they don’t tell you? Consider the scenario of unwittingly and unknowingly being anointed pathfinder with no more than a cursory awareness of the current weather picture. This could be quite the recipe for problems ahead! The main point to remember here is that you’re foraging into new territory. You’re going somewhere in which you will be giving the first PIREP. In this regard, you need to clarify why you’ve moved to the head of the line and if it’s because they have chosen you to be a pathfinder. Once you know you’re in this position, you can strengthen your mental model, with respect to the weather conditions, and compare your assessment to what awaits aloft. Likely, you’ll tighten your belt and sit the flight attendants. Remember, you can also decline.
What goes into the decision to launch a pathfinder? Simply, I think we should all ask, “Who decides a gap in weather is sufficient to fly through and what are the quantitative measurements for such determination?” ATC professionals, who have a safety mindset are the ones making the decisions. So more importantly, the question becomes, “What are the quantitative measurements and other standards for these determinations?” Are pathfinding aircraft being held to their air carrier’s SOP on thunderstorm avoidance? Is it a ten-mile gap in the weather? Is it a 20-mile gap? If someone in the ATC world is reading this, please chime in. We truly want to know for our own edification.
August 2019 | 37
Your willingness to be a pathfinder comes from your knowledge that: • As the one chosen, your knowledge of given weather conditions Is sufficient to be taking on this endeavor. This all falls on your responsibilities as the PIC and crew. Regardless of any short comings to this practice, the ball of responsibility rests with you. You need to know all you can about the weather you’re getting into. The better your understanding of the weather, the better the outcome of this endeavor. • Additionally, and most importantly, it is your prerogative as the PIC/crew to accept or decline this role. You are not obligated. You don’t have to be defensive should you wish to say no. One word should suffice. “Unable.” But, you can’t make that decision if you are unaware that you have been chosen. If you suspect as much, ask. ATC is obligated to give you whatever information you request.
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It didn’t go well. Recently, while sitting in the holding bay, on the frequency, I heard pathfinding being discussed about a particular route. Another aircraft in the holding bay was awaiting word on the route in question. A short few minutes later, ominous words came across the frequency, “It was not successful.” I asked the controller what lack of success meant. It meant excessive deviations. As a result, the route was closed until circumstances changed. It was this exchange between the controller and the pilot that motivated me to ponder the issue and to share it with our reader.
In closing I bring this matter to light, not a jab at pathfinding, nor as an assertion that this practice is unsafe. My hope is that this article bring awareness, be a catalyst for asking important questions. I invite anyone in the reading audience with insight on the topic to convey it to us, here. If you are aware of how this practice is put into use and by whom, we would like to know more. I don’t proclaim to be an authority on any given matter, but I hope to raise awareness and increase knowledge of topics that can be useful to us in our common goal of safe and smooth flights. As someone who might be your passenger someday, I am counting on you to take responsibility and know the issues I’ve raised about being a pathfinder. Better information leads to better decisions. ACN
About the Author Anthony Lorenti is an ATP, CFI, Fire Fighter and EMT with a Bachelors degree in Business Managament. Read More...
August 2019 | 39
FEATURE
The History of the Pre-flight Checklist How one man helped ensure the safety of the entire aviation industry W r i t t e n B Y: M e r e d i t h E d wa r d s
40 | Aero Crew News
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Picture of the XB-17 (Model 299, later to become the B-17) after the fire was extinguished which was test flown by Major Hill on October 30, 1935. Unfortunately, he was killed due to the elevator gust lock not being disengaged prior to flight. (U.S. Air Force photo)
I
n light of the recent technical malfunctions with the Boeing 737-800 MAX aircraft, the tragedy once again, brings to mind the importance of the checks that are performed on aircraft before they are released to airlines, and especially to the pre-flight checks that occur before every flight. These checks are performed by the pilots to ensure that every working piece is in order and that the aircraft is prepared to safely complete the flight. This is now a routine task in aviation all across the world. However, this pre-flight check list was not always standard procedure. Airplanes flew for almost thirty years without any sort of official mandate to monitor the mechanics of the aircraft. But, in 1935 there was a plane crash on Wright Field, and the history of aviation was changed ever after.
August 2019 | 41
system in the history of aviation. Soon after this system was implemented in the military, it was adopted by commercial airlines as well, ultimately becoming a practice within aviation throughout the world. Pre-flight check lists help target the details so that pilots are completely focused on getting the flight out as safely as possible without the added stress of potentially forgetting a memorized set of checks. The Model 299 was taken out of service, updated and some changes were made. It became the B-17 Flying Fortress. Major Ployer Peter Hill was a test pilot for the Army, and during his military career he flew over 60 of the Army Air Corps’ aircraft, evaluating their capabilities. He was killed just prior to his 41st birthday, leaving behind a wife and son, also named Ployer P. “Pete” Hill. Pete followed in his father’s footsteps, joining the military at the start of WWII, and became a career officer in the Army Air Services. He
Picture of Doug Hill’s grandfather, Major Ployer P. Hill in uniform; circa early 1930s.
married and became father to ten children. Some of Pete’s children were not yet born when Major Hill, their grandfather, was killed in the crash. Doug Hill was one of those who did
In 1935, the Boeing 299 was released to be flown as a
not get to meet his famous grandfather. Doug was however,
brand new, updated military aircraft. On a nice October day
inspired by the careers of his father and grandfather. He
at Wright Field in Dayton, Ohio, Ployer Peter Hill climbed
attended the United States Air Force Academy and went on
aboard the 299 in anticipation of a routine takeoff. Hill was
to have both highly established military and commercial
one of the Army Air Corps’ top test pilots, and the flight was
careers as a pilot over the next 40 years.
to be an experimental one, working out any kinks to ensure
Doug’s father was very young when Major Hill
the aircraft was airworthy. Unfortunately, within moments
perished, and the elder rarely talked about his deceased
of takeoff, the aircraft began to shudder, unable to ascend
dad. Doug commented on his grandfather’s legacy,
correctly, and tragically crashed, killing Hill instantly. One
marveling at the impact Major Hill’s death left on the
other person was killed and three others sustained injuries.
entire industry of aviation worldwide; “My father never
An investigation into the crash showed that a clamp
really talked about my grandfather much when I was
for the elevator flight control had not been removed
growing up. He was eleven when his father died, and he
before the flight took off, causing the airplane to lose a
didn’t seem to want to discuss it very often. But my father
lot of input range in its pitch. It had been an avoidable
was smart and graduated from MIT, he lived out the rest
loss that caused the U.S. Military to take a hard look
of his flying career in a way that would have made my
at what could be done to prevent such an incident in
grandfather proud.” As an added honor, in 1939, the U.S.
the future. The result was a series of safety checks that
War Department renamed Ogden Air Depot in Utah to Hill
became part of the first established safety management
Field, and in 1948, to Hill AirForce Base. For visitors to
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A copy of the letter sent to the entire Army Air Corps in 1935 shortly after Major Hill’s death.
August 2019 | 43
the base, there is also a museum with free admission where patrons get an up-close look at some of the rich history of aircraft, pilots, and those who changed the path of aviation forever. Doug thinks of Ployer Hill every time he sits down in the flight deck, preparing to run through the safety checklist prior to takeoff. “I’m happy that I am a direct recipient of a lesson learned, with every single flight.” He is thankful that his grandfather’s early passing contributed to aviation in a positive way. “I just know he would have been really proud of what came after his death. And it’s definitely something to be proud of.” An additional posthumous honor was bestowed upon Major Ployer Peter Hill in 1939. The Ogden Air Depot in Utah to was renamed Hill Field by the U.S. War Department, and in 1948, it became Hill Air Force Base. Visitors to the base enjoy a museum with free admission where patrons get an up-close look at some of the rich history of aircraft, pilots, and those who changed the course of aviation forever.
Doug Hill, retired Air Force officer/retired airlines captain and Major Hill’s grandson, contributed to this story. Doug’s career was influenced by the Air Force careers of his father and the grandfather he never knew. Every time he climbs behind the controls, he is reminded of the contribution that was inspired by the tragic loss in October 1935. Doug provided, “In 1932 my grandfather was based at Wright Field (currently Wright Patterson Air Force Base) just outside Dayton, Ohio. During this tour, he was promoted to Chief Test Pilot for the Army Air Corps. In this capacity he flew 66 different aircraft from a variety of manufacturers. Among them were the Boeing P-12, Bellana C-2, Curtis P-6, Douglas C-47, Consolidated A11, Martin B-10, and finally, the Boeing 299. The Boeing 299 came to be the B-17, the Flying Fortress, which was used extensively throughout the Second World War. This aircraft helped develop the tactical strategy of high altitude, daylight, precision bombing which helped bring an end to the war in Europe.” ACN
Picture of Major Hill, his wife Helen and their only son, also named Ployer but went by Pete (his middle name) who was about 7 years of age. This picture was taken around 1930-31. 44 | Aero Crew News
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A copy of the letter signed by General “Hap” Arnold” who agreed with the prior recommendation that the Ogden (Utah) Air Depot be named Hill Field in honor of Major Ployer P. Hill (circa 1939). It is now named Hill Air Force Base and is still a logistics center that has served as a parts depot for numerous aircraft for almost 80 years.
About the Author Meredith Edwards - Meredith Edwards is an eleven-year flight attendant with Southwest Airlines. Read More...
August 2019 | 45
HEALTH TIPS
Common Podiatry Problems Experienced by Cabin Crew By M a rga r e t Gr ace
46 | Aero Crew News
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As a member of the cabin crew, huge demands may be placed on your body. Considering the workload, traveling between different time zones and the requirement to wear uniform shoes, it’s no surprise that many not only experience aches and pains typically in the back, legs and feet, but are also susceptible to industrial injuries. Many of these aches and pains are not only exacerbated by the job itself and its uniform requirements, but are actually linked to the feet and how they move whilst walking. The below list details common issues experienced by crew and steps that can be taken to help deal with the issues.
Symptom
Visual
Possible Diagnosis
Helpful Suggestions • Wear good fitting, supportive shoes.
Tired heavy legs after long or busy flight
Pain at the back of the heel, maybe going up into the lower calf muscle
Lumpy bit on skin – feels like you are walking on a stone
Hypermobility (Excessive movement in the lower limbs)
Achilles tendonitis (Inflammation of the tendon as it inserts into the heel) Achilles tendinopathy (Inflammation of the tendon further up as it inserts into the calf muscle)
Morton’s Neuroma (Thickening of the nerve between two metatarsals, the long bones in the foot.)
• Avoid high heels. • Seek advice from an MSK (musculoskeletal) podiatrist to investigate the potential benefits of orthotics (medical insoles). • Wear shoes with a wedge. • Do exercises advised by an MSK podiatrist or a physical therapist. FOR BOTH CONDITIONS • Seek advice from an MSK podiatrist about orthotics.
• Seek advice from an MSK podiatrist about getting orthotics. (Ignoring it will allow it to worsen, possibly resulting in surgery.)
August 2019 | 47
Symptom
Visual
Itchy skin between the toes or on the soles of the feet
Pain at the heel on the sole of the foot extending up to the arch (worse in the morning when you get up or after prolonged periods of rest
Central lower back pain, worse when standing in bare feet or wearing a very flat shoe
Possible Diagnosis
Athlete’s Foot (Fungal infection, also called Tinea Pedis.)
Plantar Fasciitis
Helpful Suggestions • Seek advice from a podiatrist. • Get an anti-fungal treatment from your local drug store. • Wear a supportive shoe with a little heel. (Shoes such as ballerinas or flip flops are too flat. They allow the foot to roll in and therefore irritate the heel. • Seek advice from an MSK podiatrist about orthotics.
Early Heel Lift (May be called Forefoot Equinus or Ankle Equinus)
This is very common in cabin crew who have worked in their role for many years and have worn high heeled uniform shoes. • Wear a wedge shoe or a shoe with a small heel. • Seek advice from an MSK podiatrist about orthotics.
This list is not completely inclusive but serves to describe some of the most common issues encountered by cabin crew. Whilst it would always be advised to seek advice from a podiatrist, an understanding of what may be happening and what you may do to help yourself, is always useful.
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Since uniform shoes are a crucial part of the cabin crew image, here is some advice with regard to fit, style, etc.
Top tips for footwear • Wear shoes that fit your feet properly. Remember that leather stretches once it is worn. If you are required to wear a slip-on shoe (such as a ladies court shoe) that does not have any supportive straps or laces, you may find your shoe is a little bit too big once it has been broken-in. If your shoe is too big, the muscles and joints in your feet have to work harder to keep the shoe on, increasing your chance of injury. • Your feet don’t swell as much as you think they do whilst flying. Many cabin crew make the mistake of choosing shoes that are a bigger size because they assume that at over 10,000’ altitude, their feet will swell a lot. Whilst your feet do swell a bit, there is no requirement to get a shoe a bigger size. Refer to the advice above with regard to fit. • Always try your shoes on before purchasing them or selecting them from your uniform store. Different brands use different branding systems, so a size 7 in one shoe, may differ from a size 7 in another shoe. • Select a good quality leather shoe with a natural lining. Shoes tend to be made from of a mix of leather with other synthetic materials. The higher the percentage of leather, the better, since it will allow the shoe to conform to the shape of your foot. Opting for a natural lining will also be less likely to irritate your skin and allow it to breathe. • Consider the shape of the toe box. Draw around your foot and draw around your shoe. Can you fit the image of your foot inside the image of your shoe? Make sure your shoe has a round toe box (within the limits of your airline’s uniform standards, of course). Toes that are squeezed into a narrow toe box are quick to develop painful corns. Nerve tissue can also be compressed, contributing to the onset of a Morton’s Neuroma. • Consider heel height. Flat shoes are not always the best answer to a problem. Most people benefit from wearing a little heel. If you are one of those individuals who requires a higher heel for one of the conditions mentioned, don’t go too high and definitely stay away from stilettos. • Opt for other more supportive styles when not at work e.g. don’t wear flip flops when you are out walking. Wear shoes that are fit for the activity you are engaging in. Sore feet, knees, back or any other part of your body is not fun and is unsafe. Failure to deal with small problems as they arise can create bigger problems over the long term. Problems may result in take time off from work and being unable to participate in all of the fun activities you normally engage in during your time off. At Flying Feet UK, we understand feet, and more importantly, we understand your role as cabin crew and your specific needs. We have years of experience within the aviation industry. Director and aviation podiatrist, Margaret Grace, has previously worked in a similar capacity for one of the world’s leading airlines. If you are struggling to deal with a problem yourself or require further advice with regard to any related matter, please contact Margaret on info@ flyingfeetuk.com. Skype and WhatsApp conference calls can also be arranged. ACN
About the Author Margaret Grace is a podiatrist for Flying Feet. Read more….
August 2019 | 49
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe! Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates
Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
B737-9
$148.93
$128,676
$218.05
$188,395
B737-8 & 7
$148.93
$128,676
$216.92
$187,419
A320/319 MD-88/90
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
Abbreviation and definitions: $95.21
3.B.2.d
B717
401(K) Matching: Retirement plan, the company will match the B767 employees contribution up to the listed percentage. Unless noted the A330 company will match 100% of what the employee contributes.
4.B.1.b*
$121.53
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
2
28.D
0%
15%
2
26.C.2
25
$109,376
$174.11
$156,699
1-2 = 15 Days
3-4 = 16 contribute Days DC: Direct Contribution, the company5-10 will the listed additional 7.5 H/M without = 21 Days a sick call. 10-11 = 23 Days amount directly to the employees 401(K), either quarterly or0%yearly, refer 75 15% $144.58 $130,119 $207.13 $186,417 5.65 H/M with a 12-14 = 27 Days sick call to the contract for more information 15-18 = 29 Days Max 1080**
2
19-24 = 33 Days +25 = 38 Days
A350*
MMG: Minimum Monthly Guarantee, the minimum amount of credit 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 the employee will receive per month. The ability to work more or less is B747, B777 Cancellation pay: When a leg or legs are canceled, the employee will still $208.59 possible, depends the needs of the company, line holder or reserve $175,216 on $305.39 $256,528 B787 5 H/M be credited for that leg. Some companies will not cover all reasonsB767-400 for 1-4 = 14 Days Max 1300 Hrs and open trips for that month. 5-10 = 21 Days New hires 70 0% 16"% cancellations. Refer to the contract for more information. B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing B737-900, Per Diem: The amount of money the company pays the employee for $167.89 $141,028 $245.80 $206,472 training. A321 Deadhead: Positive space travel as a passenger for company business; food expenses while gone base, typically from show time to end of A319 $161.02 $135,257 $235.76 from $198,038 paid as shown in above referenced column. debrief time of that trip. trip per diem is 3-A-1 3-C-1-a HRxMMGx12 3-A-1 Day HRxMMGx12 11.A.3is taxable 13.A.1 while overnight22-A not. FAPA: Frontier Airline Pilots Association FO Top Out No. of Vacation Aircraft Sick Time 401(K) Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) TFP: MMG Trip forBase Pay (Hourly) accrual IBT: International Brotherhood of Teamsters Major Airlines Allegiant Air Band 1* $82.00 $140.00 $117,600 >6M=0 H UTU: United$68,880 Transportation Union (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H Band 2* $87.00 $73,080 $146.00 $122,640 ISP: International Savings Plan Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H Band 3* $92.00 $77,280 YOS: Years of Service$153.00 with the$128,520 company. ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 IOE: Initial Operating Experience, refers the flight training a new hire 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 receives from a check airman after completing all ground and simulator Frontier Airlines 1-5 = 15 Days After 3 years 2.2% training. (Frontier) A319, A320, 1 Day / Month ALPA: Air Line Pilots Association
Perce heal emplo
$142.96 $123,517 $209.31 $180,844 Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
B717, DC9 EMB-190, CRJ-900
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
3.D
United Airlines (United)
A321*
50 | Aero Crew News
JetBlue Airways (JetBlue)
$100.01
75
$90,009
$166.68
$150,012
4.3
HRxMMGx12
4.3
HRxMMGx12
A320 family
$137.70
$115,668
$202.47
$170,075
E190
$123.91
$104,084
$182.25
$153,090
70
6-10 = 21 Days 11+ = 28 Days
Max 120 Days
8.B
15.B.2 & 3
5% 1:2
up to 6% at 9 years
16.B.2
16.4
5% 1:1
5% + 3%
2
24
Perce heal emplo
BACK TO CONTENTS
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
AA
AS
DL
Pay During Training
MALV 7284 or 88*
A330, A350 B717, B767
HA
Single Occupancy, Paid for by company
Per Diem
Most Junior Number of CA hired Pilots
Pilot Retirements 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 $2.30 Dom** $2.80 Int.**
US East Aug/2014 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
*Monthly Average Line Value depends on pay group, **$0.05 BOS, CLT, DCA, increase 1/1/16 DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended
Dec/2017
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
9.G.1 United Airlines (United)
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines (Sun Country)
Virgin America (Redwood)
UA
2 Digit Code
*$0.05 increase on Jan 1st.
3 Hours per day, plus per diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.*
2015
12,500
3-E
4-G-1, 9-E
4-A
Aug/2019
Jul/2019
Pay During Training
Hotel during new hire training
Per Diem
Most Junior Number of CA hired Pilots
8,786
ALPA
iPad
A319, A320, A321
A321, A320, A319, E190
B737
A319, A320, A321
B737NG
A319, A320
Aircraft Types
G4
F9
B6
WN
NK
MMG
Single Occupancy, Paid for by company
3.P
6.A
Pilot Retirements 2018-2033
$2.00
November 2017
873
73
3.Z
Dec/2017
Dec/2017
See Note*
$2.00
Apr 2016
Union
EFBs
1376
Apr/2019
Apr/20194
iPad
180
ALPA
iPad*
ALPA
Yes
No
$2,500 per month
$2.00
E:11/2013 A:12/2013
3,582
840
Add A, Pg24
Single Occupancy, Paid for by company Add A, Pg24
11
Dec/2017
Dec/2017
Feb/2015
89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
August 2006
9,074
3,374
4.K.6
4.T.1
4.T.3
Dec/2017
Dec/2017
$1,750*/mo
Single Occupancy, Paid for by company
$2.25
March 2015
1,821
3.D.1
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
SY
MMG
None
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
IBT
MMG
1/24th the IRS CONUS M&IE airline daily rate
Most Junior Number of CA hired Pilots
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
Major Airlines B757, MD-80, A319, A3220
Notes
Alaska bought Virgin America
Single Occupancy, $3,888.29 / Paid for by $2.20 Dom., Month company for the $2.70 Int. first 8 days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
SWAPA
iPad
Bases
Notes
AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO *$600 EFB stipend every 3 years LAS, PHL
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
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air
B747 B767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/2017
$52 Dom.
1,486
August 2019 | 51 *PR = Pacific Rim, **NPR = Non
(Sun Country)
Virgin America (Redwood)
M&IE airline daily rate
THE GRID
A319, A320
Aircraft Types
VX
2 Digit Code
3.B
5.B.1
$2,500 per month
None
10.J.1 Pay During Training
5.3
Aug/2016
General Information $2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
Most Junior Number of CA hired Pilots
157
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air (ABEX)
B747 B767
B-767
5Y
$1,600 per month
Single Occupancy, Paid for by company
3.A.1.f
11.A.7
$2.40
Dec/2011
5.A.3
June/2017
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.
July 2016
4,763
3.A
5.B.1.d
5.A.1 & 2
Dec/2018
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 Omni Air International (Omni)
UPS (UPS)
B767 B777
B757, B767, A300, B747, MD-11
OY
5X
N/A
Provided, Single Occupancy
$2.10 Dom. $3.00 Int.
MMG
Single Occupancy, Paid for by company
$2.00 Dom $2.50 Int $3.00*
10.D.1
5.H.1.a.1
12.G.2
Aug 2015
American Airlines (American)
2 Digit Code
Min Days off (Line/Reserve)
Pay Protection
10/12 or 13* 15.D.3.q
Home Based Contract 2016 as amended
Teamsters 1224
2,298
67,197
38,854
Pilots are home Panasonic based with Toughtbook exception of pilots (In A/C) in IAD & LAS
SDF, ANC, MIA, ONT
IPA
Pilot Retirements 2012-2029
Union
Contractual Work Rules Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117 w/ exceptions
488
5:10
5:10 x days
4.C
15.C
15.G
15.G
5
5x number of days
EFBs
12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1 14, max 16 For int pilots.
12 or 13 / 12
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
12, max 14* 10, max 12*
430
559
Notes
Open time pay
Uniform Reimbursement
Headset Reimbursement
2:1
100%*
100% or 150%**
Initial paid for by company
None
15.E.1
2.QQ
17.I.1
24.O.2
361
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:2 or 1:1.75***
1:3.5
50% air & ground
150%
12.A.1.a 12.A.1.b 12.A.2.a
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
4.H.1
Number of pages in Contract
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
None
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
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Initial paid for by company along with certain dry cleaning
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Company Provided***
Yes
14.C
3.F
52 | Aero Crew News
FAA 117
195
6.4
4 for a RON
1:2
50%
130%, 150% or 200%**
3.D
3.D
3.H
3.E, 3.L, 3.W
*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 02:0004:59, 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****
100% 50%, 75% or Blended pay 100% add rate pay***
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
*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
12 or 11* 12 or 10*
*Pacific rim and Europe flights
Notes
Deadhead Pay
None, Dry cleaning reimburesment available on a trip 4 days or more
2
Contract 2018 as amended
Bases
Legacy Airlines
Min Days off (Line/Reserve)
Frontier Airlines
iPad fixed in plane
ALPA
1,580
Most Junior Number of CA hired Pilots
Min Day Credit
5-E-4, 5-E-5
Allegiant Air (Allegiant)
Per Diem
Number of pages in Contract
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Hotel during new hire training
Contract 2006 as amended
Contract 2016 as amended
Max Scheduled Duty
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Pay During Training
*Prorated if hire date is not the first Fixed in MEM, IND, LAX, of the month. plane or iPad ANC, HKG, CGN
ALPA
309
Total Pilots Aircraft Types
2,251
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
*10.5 hrs max duty for redeye
United Airlines (United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
4.C.1.a
508
5-F-1-a Pay Protection
Max Scheduled Duty
Number of pages in Contract
4.C.2
4.C.3.a.2
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
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Contract 2010, as amended
5.E.1
Contractual Work Rules
None
12 or 11* 12 or 10*
Yes
14.C
3.F
12
Yes
14 hours or FAA 117*
12.E
3.E.1
12.D
12
Yes
FAA 117
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
195
276
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
100%
100%, 125A% or 150%***
$40/ month
5**
1:3.5
3.E.4 87
235
241
196
159
3.E.3
3.E.2
3.G / 3.1
18.B
1:3.5
150% over 78 Hrs
$200 / year
Add. B.D.3
Schedule Block Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
4.I.1
4.I.3
4.L
4.S.5
2.A.4
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
4 or 4.5**
1:4.2
100% or 50%***
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
4
3.5
-
-
-
App. G Number of pages in Contract
$30 / pay period max $500
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Headset Reimbursement
Supplied in AC
13 in 30 14 in 31
332
None
None
None
1/4.95
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
13 or 14*
Yes
Kalitta Air
2, pg 13 Omni Air International (Omni) 14
280
4.5
19.M.4
127
18.B.5
64 Hour Guarantee; some 18 programs (17 DOS+3) have 80 hour guarantee
100%
8.D, 8.A.3
466
Dom 16, 18, 20** Int 18, 26, 30**
1/2.85 Biz Class or better* or $300 comp
179
Provided by the company
100% Air* 50% Air** 50% Ground
100%
19.K
19.E
Provided by the company
6, 4.75**
1:3.75
100%
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3
1 hr or 3.65 (on Day off)
50%
150% on days off
$200 after first year. Initial paid by crewmember.
5.E & G
19.H
5.G
6.D.1 & 2
N/A
N/A
50%
*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
*10.5 hrs max duty for redeye **6 hrs for CDO **125% above 82 hrs, min of 150% from Premium Add Folder
*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
*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
Supplied in AC
None
Headset Reimbursement
None
*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014
Notes
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
Greater of 3.56 or actual plus 1st day $300, 2nd $400 & 3rd and beyond $500
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
15.A Initial paid by company, $200 / year
N/A
Notes
30.A.2
1:2, 1:1.92, 1.1.5
3.56 (3.76 DOS+3)
THE GRID
Contract 2016, as amended
Cargo Airlines 14 Hours for None above 2 Pilots, 16 Hours for 3 or minimum 22 Hours for guarantee 4 or more
*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
Major Airlines
Atlas Air
FedEx Express (FedEx)
7.B.1
Yes
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
No; In A/C Telex 750
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
International Deadhead over 3 hours in class Business or better when available. Pilots may elect coach and recieve up to $750 extra for each DH. Pilots home based are provided positive space tickets to & from their trips. Pilots keep airline award miles. Pilots are provided hotels any night away from their personal residence. Contract 2018 as amended
UPS (UPS)
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
410
Number of pages in Contract
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
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
None
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
August 2019 | 53
Additional Compensation Details
THE GRID Aircraft Types American Airlines (American)
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65 3.C
72
15.D.1.b
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896
$190,641.60
$323.04
$279,107
HRxMMGx12
15.D.1.b
1-5 = 21 Days 6-15 = 1 additional day per year
5 H/M** Max 60***
HRxMMGx12
9.B.1.a
10.A & B
$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
B737, A319 A320
$168.68
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
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
767-3,2, B757 B737-9
$176.74 72
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
$166.62
$143,960
$243.94
$210,764
$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
7.B.1.a
14.D.1
$109,376
$174.11
$156,699
7.5 H/M without a sick call. 5.65 H/M with a sick call Max 1080**
4.B.1.b*
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 10-11 = 23 Days 12-14 = 27 Days 15-18 = 29 Days 19-24 = 33 Days +25 = 38 Days
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
6.B.1
12.A.1, 2 & 3
$201,886
$351.87
$295,571
$168,361
$293.46
$246,506
$162,490
$283.22
$237,905
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
A350*
B777 B787 B767-400 A350*
B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
$240.34
$200.43
70
$193.44 $185.54
$155,854
$271.64
$228,178
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
B757, MD-80, A319, A3220
A319, A320, A321
A320 family E190
Spirit Airlines (Spirit Wings)
Sun Country Airlines
None
Contract 2015, as amended
0%
15%
A319 A320 A321
Contract 2013, as amended
28.D
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
0%
15%
20%
Contract 2010, as amended *A350s are currenlty on order and deferred until 2022.
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
10.A
4.C
4.C
5.A
1 Day / Month Max 120 Days
0%
12%*
Capped at 32%
$159.00
75
$148.71
$143,100
$240.00
$216,000
HRxMMGx12
3.B
HRxMMGx12
8.B
$124,916
$218.66
$183,674
$133.82
$112,409
$196.83
$165,337
HRxMMGx12
0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
3.J**
4 H/M Max 600 5% at 200%*
Disclaimer: Gray blocks contain contract sections or date acquired.16.B.2 Data with 16.4 contract sections may be abbreviated and/or inaccurate, please consult the most contract *70 line current holder, 75 reserve; **Hours is based on PTO per year. section Data that do not Based on PTO for specific contractual language. Reference contract for more 5% 1:1 5% + 3% None Specified accrual information have a contract section reference number, were obtained online in some form and may be inaccurate. While trying to Agreement 2013, Currently in 3.J 3.E 3.E 3.F.i negotiations provide the most up-to-date information, not all sources can *85/87/89 TFP based on days in bid period, **Trip for Payand/or (TFP) is the be/ verified at this time. If you notice a discrepancy 1 TFP 10 unit of compensation received. TFP** 9.7% 1:1 have a correction please email: Max 1600 TFP GridUpdates@aerocrewnews.com
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 5 H/M* 700 Hrs Max 14.A.1
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
$112.93
70
$94,861
$168.55
$141,582
0-8 = 15 days 9-13 = 22 days +14 = 30 days
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
Contract 2016, as amended
15.B.2 & 3
$157.36
$157.54
Notes
*Increasing 1% per to 15% in 2022.
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
None
Contract 2012 as amended
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
$181,793
<1 = 1.15/mo. 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
$216.42
54 | Aero Crew News B737NG
20%
$121,943
3.C*
B737
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
Notes
*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.
70
70
Southwest Airlines (Southwest)
Percentage of health care employee pays
$145.17
3.B JetBlue Airways (JetBlue)
401(K) DC
Major Airlines
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
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
MD-88/90
3.B.2.d
United Airlines (United)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
B717, DC9 EMB-190, CRJ-900 Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
4 H/M
14.A
Contract 2016, as amended
19.B.2
0%
4%
11%**
$34 to $754 depending on plan single, single +1, 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
*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended
BACK TO CONTENTS
B767-400 A350* B767-200 B757-300
B737-8/9, A320 A319, B737-700
Aircraft Types
$200.43
70
$193.44 $185.54
$168,361
$293.46
$246,506
$162,490
$283.22
$237,905
$155,854
$271.64
$228,178
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Sun Country Airlines
Virgin America (Red Wood)
22-A
24-B-5
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
10.A
4.C
4.C
5.A
$240.00
$216,000
<1 = 1.15/mo. 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
0%
12%*
Capped at 32%
3.B
HRxMMGx12
3.B
HRxMMGx12
$148.71
$124,916
$218.66
$183,674
75
$143,100
A319 A320 A321
B737NG
A320
$133.82
$112,409
$196.83
4 H/M Max 600 5% at 200%*
None
8.B
15.B.2 & 3
16.B.2
16.4
Based on PTO accrual
5% 1:1
5% + 3%
None Specified
HRxMMGx12
3.J**
3.J
3.E
3.E
3.F.i
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
1 TFP / 10 TFP** Max 1600 TFP
9.7% 1:1
-
12.B.1
19.B.2
3.C*
HRxMMGx12
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2 > 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
5 H/M* 700 Hrs Max 14.A.1
$157.54
72
$136,115
$237.50
$205,200
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
B747 B767*
0%
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
B-767
28.A.1
Appendx 27-A
$158,710
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
1 Day / Month No Max
9.A
$153.03
68
$124,872.48
$218.61
$178,385.76
19
19.D.1
HRxMMGx12
19
HRxMMGx12
10.A
$190,057
$262.84
$268,097
$177,633
$245.65
$250,563
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
A380
$186.33
Wide Body
$174.15
Narrow Body
$153.22 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
>10 2.5%* <10 5%* 10.A
Kalitta Air B747
$168.70
64
$129,562
$249.67
$191,747
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A
Omni Air International (Omni)
B777 / 767
$201.17
64
$167,373
$297.72
*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines
*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%
Health 14-25% Dental 20-30%
$213.32
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.
Notes
10%****
$111,102
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
Percentage of health care employee pays
>5 = 14 days <6 = 21 days
62
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
Contract 2016, as amended
Rule book 2014
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
$149.33
ABX Air
Notes
Contract 2016, as amended $34 to $754 depending on plan single, single +1, or family plan
Cargo Airlines
Atlas Air
THE GRID
*Increasing 1% per to 15% in 2022.
0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
$165,337
Contract 2012 as amended
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
$216.42
A320 family
B737
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$121,943
$159.00
Aircraft Types
FedEx Express (FedEx)
20%
70
A319, A320, A321
E190
Spirit Airlines (Spirit Wings)
16"%
$145.17
70
Southwest Airlines (Southwest)
0%
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
Max 1300 Hrs New hires receive 60 hours after completing training.
Additional Compensation Details
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
Yes; 100% match of first 7/12's sick day 5% capped time accrual for at $10,000 each month of for service employees earning over $120k
None
*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 9.C.3
$247,703
1-6 - 12 days 7-9 - 14 Days 10+ - 18 days
5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
401(K) DC
Percentage of health care employee pays
None
20%
Pilots average 20-45 hours of block time per month. Rarely exceed guarantee. Plan to be away up to 16 days each month for guarantee. If used the two extra over ride days the guarantee is increased to 71:12 instead of 64 hours. Special programs and TDY have 80 hour guarantee. Pay Note - 1st year pay is the rate effective April 2019. Max pay is the rate at DOS+4 from April 2018. Contract 2018 as amended
UPS (UPS)
B757, B767, A300, B747, MD-11
Aircraft Types
$212.69
75
$207,373
$300.00
$292,500
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Notes
August 2019 | 55
THE GRID BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
CLT
MYR
ATL DFW
DAL VPS IAH
ANC
PIT
LGA JFK
AVL
MEM IWA
EWR PHL
IAD
CVG
SDF
LAS LAX LGB
DTW CLE
HOU
PIE
HNL
SFB MCO PGD FLL MIA
ANC CGN LAX
ORD
HNL
EWR MIA
DOH
DXB
HKG GUM
56 | Aero Crew News
BACK TO CONTENTS
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
Frontier Airlines
United Airlines
UPS
DXB
Dubai, United Emirates
LAX
Los Angeles, CA
Frontier Airlines
ATL
Atlanta, GA
Emirates
American Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Alaska Airlines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Allegiant Air
Alaska Airlines
AVL
Asheville, NC
United Airlines
Delta Air Lines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
United Airlines
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
Virgin America
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
FedEx Express
American Airlines
BOS
Boston, MA
Spirit Airlines
LGA
New York City, NY
Frontier Airlines
American Airlines
GUM Guam
Delta Air Lines
PHX
Phoenix, AZ
JetBlue Airways
United Airlines
United Airlines
American Airlines
BWI
Baltimore, MD
HKG
Hong Kong
LGB
Long Beach, CA
Southwest Airlines
Southwest Airlines
FedEx Express
JetBlue Airways
PIE
St. Petersburg, FL
CGN
Cologne, Germany
HNL
Honolulu, HI
MCO Orlando, FL
Allegiant Air
FedEx Express
Hawaiian Airlines
JetBlue Airways
PIT
Pittsburgh, PA
CLE
Cleveland, OH
Allegiant Air
Southwest Airlines
Allegiant Air
United Airlines
HOU
Houston, TX
Frontier Airlines
SDF
Louisville, KY
CLT
Charlotte, NC
Southwest Airlines
MDW Chicago, IL
UPS
American Airlines
IAD
Washington, DC
SEA
Seattle, WA
CVG
Cincinnati, OH
United Airlines
MEM Memphis, TN
Alaska Airlines
Allegiant Air
IAH
Houston, TX
FedEx Express
Delta Air Lines
Delta Air Lines
United Airlines
MIA
Miami, FL
SFB
Orlando, FL
DAL
Dallas, TX
IND
Indianapolis, IN
American Airlines
Allegiant Air
Southwest Airlines
FedEx Express
UPS
SFO
San Francisco, CA
Virgin America
IWA
Phoenix, AZ
MSP
Minneapolis, MN
United Airlines
DCA
Washington, DC
Allegiant Air
Delta Air Lines
Virgin America
American Airlines
JFK
New York City, NY
Sun Country
SLC
Salt Lake City, UT
DEN
Denver, CO
American Airlines
MYR
Myrtle Beach, SC
Delta Air Lines
United Airlines
Delta Air Lines
Allegiant Air
STL
St. Louis, MO
Frontier Airlines
JetBlue Airways
OAK
Oakland, CA
American Airlines
Southwest Airlines
Virgin America
Allegiant Air
VPS
Fort Walton, FL
DFW
Dallas, TX
Southwest Airlines
Allegiant Air
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
August 2019 | 57
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe! Aircraft Types
Highlighted blocks indicate best in class. Blue blocks indicate recent updates
Airline name and ATC call sign
ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
CRJ-200
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
MMG
Base Pay
Top CA pay
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
75
3.B.1
$46.44
$41,796
$101.80
$91,620
$43,632
$109.33
$98,397
75 $48.48
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
8.A.1
7.A
0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
Republic Airways (Republic or Shuttle)
75
3008.5.A.3* HRxMMGx12
EMB-170 EMB-175
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the Envoy formally company will match 100% of what the employee contributes. EMB-145 American Eagle CRJ-700* EMB-175
25.A.2
25.B.2
1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
None
27.A.1*
27.A.1
1.2-6%****
None
$50.42
75
$45,378
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
Mesa Airlines (Air Shuttle)
IOE: Initial Operating Experience, refers the flight training a new hire 3.K.1from HRxMMGx12 3-1 HRxMMGx12 8.A.1*** all ground 8.A.1 receives a check airman after completing and14.K simulator <1yr = <7 dys*** 1-4 = 3.5% training. 90dys-5yrs = $89.12 $80,208 1-2yrs = 7 dys 5-9 = 5.25%
3-1
$39.78
75
$35,802
58 | Aero Crew News
Air Wisconsin (Wisconsin)
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
Pi
T
$93.90
$84,510
>2yrs = 14 dys >5yrs = 21 dys >16yrs = 28 dys
3.5hrs/month; >5 yrs = 4hrs/month
10-14 = 6.4% 15-19 = 7%
None
MMG: Minimum Monthly Guarantee, the minimum amount20+of= credit 8% the employee will receive month. The ability to work more or less is28.B LOA** LOA HRxMMGx12 LOA**per HRxMMGx12 8 9.A 28.B*** Cancellation pay: When a leg or legs are canceled, the employee will possible, depends on the needs of the company, line holder or reserve still be credited for that leg. Some companies will not cover all reasons FO Topand Out open trips for that month. No. of Vacation Aircraft Sick Time 401(K) MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & for cancellations. Refer to the contract for more information. Types Accrual Matching (%) (Hourly) accrual Per Diem: The amount of money the company pays the employee for 500-2,000 Pilots Endeavor Air business; Deadhead: Positive space travel as a passenger for company <1yr=<7 dys***from 150% Match: food expenses$34,641 while gone from$75,627 base, typically show time to end CRJ-200 $38.49 $84.03 (Flagship) 2yrs=7 days 1-5 = 6% paid as shown in above referenced column. of debrief time of that trip. Day trip per>2yrs=14days diem is taxable 75 2.5 H/M while None 5-10overnight = 8% >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 is not. >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B PSA Airlinesquarterly or additional amount directly to the employees 401(K),(Bluestreak) either 50% Match: UTU: United Transportation Union < 1 = 7 days .5-5 = 1.5% CRJ-200 $41.78 $37,602 $98.37 $88,533 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% yearly, refer to the contract for more information 75 5+ = 4 H/M 5-7 = 4% > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% $43.29 $38,961 $106.67 $96,003 YOS: Years of Service with the company. >14 = 28 days 10+ = 3.5% CRJ-900 10+ = 8%* IBT: International Brotherhood of Teamsters 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C ALPA: Air Line Pilots Association
P
em
-
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
$37.96
76
$34,620
3.A
4.A.1
HRxMMGx12
$49.24
75
$44,316
$80.93
$73,808
$93.76
$85,509
3.A
HRxMMGx12
$107.67
$96,903
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days 7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M 8.A
2%*
None
24.B
-
BACK TO 3-4%CONTENTS = 1% 3.75 H/M Max 375
5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
3%
1%
P
em
32 (35
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
EMB-175SC EMB-145 CRJ-200
CRJ-200 CRJ-700 CRJ-900 EMB-175
2 Digit Code
EV
OO
Sign on Bonus
$22,000* $5,000** $1,000 Referral, EQO***
YX
Hotel during new hire training
Paid for by $40/HR company; single @65HR/Mo occupancy
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
CRJ-200 CRJ900
MQ
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
DH-8-Q400 ERJ-175*
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
DH-8-100 DH-8-300 ERJ-145
ERJ-145
Sept 2011
1,465
4.C.2
Mar/2019
Mar/2019
$7,500*
65 Hours
$1.95
Jan 2018
4,880
Online
3008.19.A
3015.6.A.1
3009.1.A
Mar/2019
Mar/2019
$2.05/hr Dom $2.60/hr Int.***
November 2016
2,221
4.B.1
Jan/2019
Aug/2018
$17,500*
$1,600 first Paid for by mo. then company; single MMG occupancy
Up to $22,100* plus $20,000 retention bonus**
$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
Sept 2017
2,173
Dec/2017
4.A
4.B
5.B.1
Dec/2017
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
9E
$10,000*
$18,000*, $5,000**
Single MMG, but Occupancy paid no per diem by company
October 2017
1,905
5.D.1
Dec/2017
Dec/2017
$1.75/hr
FAA Mins 1,000 Hours 121 Time
1,900
5.A.1
May/2019
Apr/2019
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
5.B.1
5.A.2
Dec/2017
Dec/2017
Jan 2014
534
LOA 37
Dec/2017
Dec/2017
$1.80/hr
Sept 2018
860
3.D.1, 5.D.4 $50.22 / HR Paid for by MMG & Per company; single Diem occupancy
YV
ZW
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
Up to $44,000
2.5 hours per day
Website
4.C
Paid for by $1.75/hr company; single dom occupancy $1.80/hr int 5.A.1
16 credit Paid for by hours per company; single week & per occupancy** diem
United
United, American, Alaska, Delta
United, American, Delta
American
Delta
American
United, American
American United
5.G.1
Jan/2019
Jan/2019
CP
MMG & Per Diem*
$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
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$18,000*
MMG + 1/2 Paid for by per diem company; single per day occupancy
AX
$30,000*
$35.81 @ 75 hrs or 4 hours per day
Paid for by company; Single occupancy
5.D.1
Dec/2017
Jul/2019
$1.90/hr
June 2016
600
IBT
iPad
iPad Air
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ. Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.
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.
Union
EFBs
Bases
ALPA
iPad 2**
JFK, DTW, MSP, LGA, ATL
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied
ALPA
iPad
CLT, DCA, CVG DAY, TYS, PHL ORF
*$10,000 after training, $8000 after 1st year, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time.
ALPA
iPad***
PHX, DFW, IAD, IAH
*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month
ALPA
iPad
ORD, IAD, MKE Contract 2003, Pilot data from 10/6/2014 seniority list.
6.C
5.A.3
None
COS, DEN, DTW, FAT, IAH, LAX, MSP, ORD, PDX, PHX, PSP, SEA, SFO, SLC, TUS SAN, SGU***
Contract 2008 as amended
Paid for by company; double occupancy
5.D.4
*Up to $40,000 at company discreation; **$5,000 Type Rating Bonus; ***EQO = Earned Quartely EWR, IAH, ORD, Overide, $10,000 for FO's $8,000 CLE, TYS, for CA per year paid out each ATL**** quarter, restrictions apply; ***ATL is not a base HQ only.
Contract 2019 as amended
5.I.4
LOA 16
Notes
Contract 2013 as amended
$17,500 Signing $1,500 Referal Bonus
700
Surface 3 LTE
Bases
Contract 2003 as amended
None
January 2017
ALPA
EFBs
Contract 2015
QX
$1.70/hr
Union
Contract 2018 as amended
Number of Do Business Pilots For:
$1.80/hr
3.F.1 Mesa Airlines (Air Shuttle)
$1.95/hr
Online
OH
Number of Do Business Pilots For:
Paid for by company; single occupancy**
Online CRJ-200 CRJ-700 CRJ-900
Most Junior CA hired
Feb/15
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
Online
Republic Airway (Republic) EMB-170 EMB-175
Pay During Training
THE GRID
Alaska
IBT
iPad 2
Delta, American
ALPA
iPad
*By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums. Contract 2012 as amended
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
American
Union
EFBs
Bases
PHL, MDT, ROA, SBY
ALPA
Notes
*Paid in two installments. Contract 2013 as amended
United, American
ALPA
iPad
IAD, STL, ORD DEN, RDU
August 2019 | 59
*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
(Compass)
EMB-175
THE GRID GoJet Airlines (Lindbergh)
CRJ-700 CRJ-900*
Aircraft Types
Piedmont Airlines (Piedmont)
ERJ-145
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
Peninsula Airways (Penisula) Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
Paid for by company; double occupancy
$1.65/hr**
October 2015
Delta, American
659
ALPA
5.B.3
5.B.1
Dec/2017
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
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
Most Junior CA hired
Number of Do Business Pilots For:
PI
$18,000*
MMG + 1/2 Paid for by per diem company; single per day occupancy
G7
AX
$1.70/hr
January 2017
700
United, Delta
5.A.3
5.D.1
Dec/2017
Jul/2019
$30,000*
$35.81 @ 75 hrs or 4 hours per day
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
None
Saab 340b
3M
$12,000*
FAA Mins $37/overnigh 1,000 t Hours 121 Time
Paid for by MMG & Per company; single Diem occupancy
$9 - $12.50 per hour* $35 / Day Per Diem
Paid for by company; Single occupancy
Up to $50,000
MMG
Paid for by company; single occupancy
Online
3.G
5.A.8
AM
None
ERJ-145XR
C5
Saab 340A, Saab 340B*
KS
DH-8-300 S340
BB
6.G.1
Dec/2016
Dec/2016
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
$1.45/hr
$1.80/hr 5.B.3 $50/day
Contract 2016 as amended
Union
FAA Mins 1,000 Hours 121 Time
185
Oct/2015
Oct/2015
FAA Mins 1,000 Hours 121 Time
302
Mar/2019
Mar/2019
2012
120
EFBs
Bases
PHL, MDT, ROA, SBY
ALPA
ALPA
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
Hyannis Air Service DBA Cape Air
IBT
Self**
IBT
FLL, TPA, MCO, IAD
7H
$15,000 for all pilots in 2017, $5,000 referral
None, except during SIMs in SEA, Single
MMG
$40.00 per over night
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*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 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 Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
United
ALPA
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU
EWR, IAD Contract 2015 as amended
None
ANC, BOS
*$1,100/Mo. Base Salary Need contract
January 2013
90
SJU, STX Need contract
Oct/2014 C208, C207, PA31, B1900 DH-8
*Paid in two installments.
Contract 2015 as amended
Oct/2014 $30/dom, $50/int
Notes
Contract 2013 as amended United, American
100
sims; **DOS + 24 Mos. $1.70,
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
American
5.D.4
PHX, LAX, SEA
Contract 2014 as amended
Dec/2017
LOA 16
9K
iPad
General Information
3.H, 5.B $23/hr @ 60 hr
ATR-42 C402 BN2
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
CommutAir (CommutAir)
MMG & Per Diem*
$12,000** $5,000***
DH-8-100 DH-8-300 ERJ-145
Trans States Airlines (Waterski)
Signing $1,500 Referal Bonus
CP
March 2015**
215
Jun/2017
Jun/2017
Most Junior CA hired
Number of Do Business Pilots For:
Ravn Alaska
None
iPad
ANC
*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
20,773
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
12/12 or 11 for reserve in 30 day month
Pay Protection
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Deadhead Pay
Open time pay
None
None
100%
100% or 150/200% when red flag is up
-
-
6.A.2
21.H.9.d
Uniform Reimbursement
Yes*
11 or 13; 15**
276
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
12
Yes*
FAA Part 117
198
4:12
None
1:2**
1:4
100%
150%***
$200 / year***
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
438*****
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
8
3.D.5
$150 / yr****
24.H.3
Headset Reimbursement
-
None
-
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Yes
14
501
4
25 Hours 5 Day
None
None
100%
150% 200%**
Contract 2015
*200% only when critical coverage Company provided declared by company
FAA Part 117
12
*Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****After completing first year and $400 max.
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA
Yes
New hires pay 50%, all others get $240 per
Contract 2018 as amended
-
11
Min Trip Duty Rig Trip Rig Credit
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
Pilots pay 50% except leather jacket 100%
60 | Aero Crew News Endeavor Air (Endeavor)
Max Scheduled Duty
None
Contract 2003 as amended
Notes
BACK TO CONTENTS *Starts 1/1/2015, **200% at company discretion.
2018 LOA
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
12
Yes
14
501
4
25 Hours 5 Day Trip
None
None
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
$400****
None
-
Contractual Work Rules Min Trip Duty Rig Trip Rig Credit
PSA Airlines (Bluestreak)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
THE GRID
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
100% or 200%**
Company pays half of hat, topcoat, jacket, two pairs of pants.
None
11
Yes*
FAA Part 117
187
12.B
3.G
12
-
12/12
Yes*
12, 14 or 13**
25.E.8.a
3.D
13*
7.A.4.a
None
None
None
None
62.5%
-
-
-
6.A
3.H.9
5.E.2
-
294
3 hours or Duty Rig
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
100%****
Company pays 1/2 of initial uniform, $20/mo allowance
None
80% air*** 75% ground
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
26.3
26.C.1
150% 200%**
$25 / Month
None
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
5.E
5.D
26.L.5
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes
14
185
4
4 per day*
None
None
75% air; 50% ground
100%**
$25 / month
None
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Min Trip Duty Rig Trip Rig Credit
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Greater of min day, credit, duty rig 3.B.1
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
FAR Part 117
131
3.75
Reserve: 4 hrs Split Duty 4.5 hrs*
None
None
100%
150% to 200%**
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
11
Yes*
14
161
3, 4 on lost day
Contract 2015
*200% only when critical coverage Company provided declared by company
75-85 = 125% 85+ = 150% JrMan = 175% Holiday = 200%***
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
-
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
3.B.1.c
-
7.D.1
3.D
5.J
-
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
Contract 2013 as amended *For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Holiday pay offered by company when needed; ****After 1 YOS Contract 2019 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended *With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended *Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150% Contract 2012 as amended *Greater of line value or actual flown except for named storms, than 50%; **For replacement only. Contract 2011 as amended
*Reserve 4 hrs per trip: Duty or Trip (whichever is greater); **Additional incentive offered at company discretion, Contract 2015 as amended
5 on 2 off 13
Min Trip Duty Rig Trip Rig Credit
Notes
August 2019 | 61
Additional Compensation Details
THE GRID
ExpressJet (LXJT (Accey)
Aircraft Types
FO Top Out Pay (Hourly)
EMB-145, CRJ-200
$47.87
MMG
Base Pay
Top CA pay
Base Pay
$43,083
$105.06
$94,554
75
SkyWest Airlines (Skywest)
EMB-175 (70 Seat*)
$47.87
-
3.A.1
3.B.1
CRJ-700
$60.50
75
3027.2
3008.5.A.3 *
EMB-170 EMB-175
$57.43
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
75
Mesa Airlines (Air Shuttle)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
25.B.2
LOA 9
HRxMMGx12
8.A.1
7.A
$116.00
$104,400
$122.83
$110,547
$123.29
$110,961
$125.10
$112,590
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
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***
3027.1
HRxMMGx12
3011.1**
3012.1
$54,450
HRxMMGx12
$51,687
$129.39
$116,451
$89.12
$80,208
None
$93.90
$84,510
-
LOA**
LOA
HRxMMGx12
LOA*
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
CRJ-200
$65.74
$59,166
$117.70
$105,930
CRJ-900
$67.09
$60,381
$122.20
$109,980
-
3.A.1
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
$119.16
$107,244
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
$56.24
75
$50,616
-
3.A.1
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
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
<1yr = <7 dys*** 90dys-5yrs = 1-2yrs = 7 dys 3.5hrs/month; >2yrs = 14 dys >7yrs = 21 dys >5 yrs = 4hrs/month >16yrs = 28 dys
14.K
14.E
1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
None
28.B**
28.B
28.A.3.b
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
8
9.A
3.5 H/M
None
14.A
28.C**
28.C
27.B.4
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 09 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
3.75 H/M Max 375
7.B.2
14.A.1
< 5 = 14 days > 5 = 28 days
3 H/M
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
28.B**
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
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
28.B.3
27.B.2
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, Q-300
$50.00
-
ERJ-145
3.B
$45.67
75
$45,000
$96.00
$86,400
3.C.1
HRxMMGx12
3.A
HRxMMGx12
75
$41,103
$106.07
$95,463
13.A.1
14.A
4 H/M
7.A.4
14.A.1
28.B.2
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M
9+ mos = 4% 3-6 = 6% 7+ = 8%
*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.
None
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
7.A
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
Contract 2018 as amended
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
*25 EMB-175SC to be flown for United Express; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ***Based on YOS;
35% for TPO Traditional PPO Plan
$35,802
4.A
8.A.1
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
Notes
Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
75
CRJ-200 CRJ-700 CRJ-900
8.A.1***
-
30%
$39.78
EMB-175
HRxMMGx12
None
HRxMMGx12
EMB-145
3-1
PDO* 1 Yr = 4.25 H/M 1 = 12.6 days 2 Yr = 4.94 H/M 2 = 13.65 days 3 Yr = 5.55 H/M 3 = 14.7 days 4 = 15.75 days 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 5 = 16.8 days 6 = 17.85 days 10-12 Yr = 12.00 H/M 7 = 18.9 days 13-15 Yr = 9.30 8 = 22.05 days H/M 9 = 23.1 days 16+ Yr = 10.00 H/M 10 = 24.15 No Max
1-4 yrs, 4% 5-9 yrs, 6% 10-14 yrs, 8% 15-19 yrs, 10% 20+ yrs, 12%
3.K.1
62 | Aero Crew News Trans States Airlines (Waterski)
25.A.2
3.A.1
C900-C
Horizon Air (Horizon Air)
30%
3-1
C900/E175
Air Wisconsin (Wisconsin)
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)
HRxMMGx12
75
PSA Airlines (Bluestreak)
< 1 = 7 Days** 5 H/M 2-6 = 14 Days Max 640 7-10 = 21 Days (110 above 640***) +11 = 28 Days
<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting***
$99,432
CRJ-900 -
401(K) DC
$110.48
EMB-175
Republic Airways (Republic or Shuttle)
401(K) Matching (%)
$43,083
CRJ-200
Percentage of health care employee pays
No. of Vacation weeks & Sick Time Accrual accrual
27.B.2
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended *MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
35% Employee, 35.9% Emp +2
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
BACK TO CONTENTS
Contract 2013 as amended
*Line holder lines built to a minimum 80 hours, **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)
-
App. A.D
5.B.1
E-170, E-175
$45.80
75
-
3.D
4.A.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B
14.A.1
27.C
27.C
< 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
27.A
Additional Compensation Details
29% Employee, 34% Family
$41,220
$111.24
$100,116
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
27.B.2
$50.00
75
$45,000
$96.00
$86,400
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max
9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match
None
35% Employee, 35.9% Emp +2
14.A
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
-
40
$26,458
Per week*
HRxMMGx52
$30.02
Saab 340b
$39.03
75
$35,127
$83.07
$74,763
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
-
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
B1900, DH-8
HRxMMGx12
$64.00
60
-
Aircraft Types
THE GRID
Contract 2014 as amended
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
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
Q-100, Q-300
4 H/M
Contract 2012 as amended
$37,440
MMG
Base Pay
Need contract
HRxMMGx12
$117.00
HRxMMGx12 FO Top Out Pay (Hourly)
*Based on profitability
Yes*
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
None
$450-$500 / Mo. $750-$800 / Mo.
Need contract
HRxMMGx12
Top CA pay
Base Pay
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
Notes
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that do not have a contract section reference number, were obtained online in some form and may be inaccurate. While trying to provide the most up-to-date information, not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email: GridUpdates@aerocrewnews.com
August 2019 | 63
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP MKE
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL CMH PIT DAY IND IAD IRK UIN CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU
OMA
SLC SFO
BUF DTW CLE
LAN
AUG LEB
ORD
TYS
ABQ
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
CLT
PHX ATL
TUS DFW SAT IAH ANC
MCO
TPA
HNL
FLL MIA
EIS
SJU MAZ
ABQ ACK ALB ANC
Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
64 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways BACK TO CONTENTS
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines Republic Airways IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air
MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air
ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
August 2019 | 65
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
66 | Aero Crew News
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Percentage of health care Notes employee pays
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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
August 2019 | 67
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