Aero Crew News, September 2015 by Aero Crew News

September 2015

Aero Crew News

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

Contract Talks Upgrade time

UPS

Metropolitan College

September Grid Updates

Virgin America Updated Great Lakes Updated Skywest Agreement Added Regional Airline Sick Time Accrual Added & 401(K) Broken Down by YOS

Exclusive Hiring Briefings

THE SMART CHOICE FOR YOUR FUTURE Express Jet offer s i n d u str y-leading training, wo rk rules and qua lit y of l i fe. More Exp ressJet pilo ts are hired by the maj or s tha n a ny other ai r l i n e, an d tho se seeking to make ExpressJe t a l o ng - term career en j oy a fam ily atm osphere and conf idence i n the st a bili ty of ou r company.

Make the smart choice and fly with the best at ExpressJet. Visit expressjet.com/aerocrew to learn more. expressjet.com

/ExpressJetPilotRecruiting

@expressjet

@expressjetpilots

September 2015

C o n t e n t s

Sections

Aviator Bulletins 6 Latest Industry News

Exclusive Hiring Briefing

UPS 18 Metropolitan College

Kalitta Air 20 Exclusive Hiring Briefing

Contract Talks 27 Upgrade Time

Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison

The Regional Grid

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

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

To subscribe to our email list and receive a notification when our free magazine is available, please visit our website, AeroCrewNews.com. 4 | Aero Crew News

Updated Legacy

Envoy Air 10

The Mainline Grid

Airlines in the Grid

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

Major

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

International Qatar Airways

Cargo

Atlas Air FedEx Express

Kalitta Air UPS

Regional

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

Coming Soon... Major

Eastern Air Lines Miami Air

Cargo

ABX Air Air Inuit Air Transport, Int. Evergreen World Airways

Regional

Corvus Airways Peninsula Airways Seaborne Airlines

International Emirates

IBEX Airlines

Canadian

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

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

Editor in Chief Craig Pieper

Dear Readers,

Letter from the Editor

This month marks 14 years since our country was attacked on September 11th, 2001. I am sure we can all remember exactly what we were doing and where we were when the attacks started that day. Exactly four days prior, my first son, Carson, was born. While I’m sure he doesn’t remember the events of that day, the dangers that this world could bring to my newborn son frightened me and that I will never forget. The fear of the uncertainty, the feelings of grief and the thoughts of anger overwhelmed all of us the following weeks and months after that day. That day changed our lives, our profession and our careers. We will never forget that day nor will we forget those that lost their lives; the passengers in the air, the people on the ground and the heroes that responded to save them. I encourage all of you to wear your full uniform during the week of September 11th. Show everyone that you will Never Forget, stand tall and wear your uniform with Pride. From all of us at Aero Crew News and Aero Crew Solutions, fly safe! Craig D. Pieper Editor in Chief

Scott Rehn Aero Crew Solutions, CEO

We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.

Here’s what you missed last month. United Airlines and Air Wisconsin were featured. Plus articles from Contract Talks, 401K Matching by Scott Stahl. To view this and previous issue visit our archive at AeroCrewNews.com/ Archive.

Aero Crew Solutions, CEO Scott Rehn Contributing Authors Scott Stahl , Sandy Hartz Layout Design By Craig Pieper Additional Contributors Sean Horton, Nicolas Brice, Nancy Kalin, Ric Wilson & Envoy pilot recruitment department Photographs By Envoy Air Corporation Corporate Communications

Photographs used with permission from Envoy Air Corporation

Kalitta Air Corporate Communications Department

Photographs used with permission from Kalitta Air

Craig Pieper

If you wish to advertise with us please email Craig.Pieper@AeroCrewSolutions.com Don’t have an ad? We work with a company that can produce an ad to your specifications. © 2015 Aero Crew News, All Rights Reserved Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

September 2015 | 5

Aviator Bulletins

The latest aviation industry hiring news and more.

Recently, United launched United Ground Express, a wholly owned subsidiary of United Airlines, that will provide cost effective ground handling services at traditionally outsourced locations. With approximately 150 outsourced stations within the U.S., this will provide an opportunity to take on some work that was previously handled by business partners. While being a separate company from United Airlines, it will allow United to mirror their flyer friendly service philosophy, providing customers with a seamless travel experience. United Ground Express will provide customer service,

We are excited to announce that Air Wisconsin has entered into a commitment to provide electronic flight bags (EFBs) to our cockpit crewmembers, which will replace our paper flight manuals and navigational charts. This commitment represents yet another investment into technology and tools necessary to enhance and build upon our great operating performance while providing our pilots with the ease of accessing volumes of data in electronic format. Beginning in November, pilots will begin transitioning away from paper to an EFB contained on an iPad, which will enable pilots to reference their flight manuals and navigational charts with ease. This technology will assist crewmembers and allow them to be more efficient in the cockpit, as well as lighten their load during trips. In conjunction with this new technology, we have entered into a three-year partnership with Navtech to provide the navigational charts for the EFBs. Navtechâ&#x20AC;&#x2122;s reputation for great service and quality has earned them business worldwide

6 | Aero Crew News

station operations, ramp, baggage handling and cargo service. The company will launch service later this year in select stations and will also provide ground handling for Unitedâ&#x20AC;&#x2122;s new service to and from AZO (Kalamazoo, Michigan) starting Dec. 9, 2015. It will expand to more locations in 2016. United will continue to use ground handling business partners in markets where it makes financial and logistical sense to do so. United Ground Express began recruiting to place qualified applicants in available positions and launched a new website with additional information, UnitedGroundExpress.com.

by providing charts to more than 100 carriers. Their charts customer base includes carriers of all sizes and business models such as Flybe Finland, Cathay Pacific, and Ryan Air. By partnering with Navtech, we will become their launch customer in the United States and we look forward to working with them and their dedicated commitment to ensuring the success of this important project. This initiative is the result of tremendous coordination and effort across virtually every department of the company including, but not limited to, Flight, IT, Maintenance, Finance and Strategic Sourcing. Over the next several weeks, there will be a lot of communication, coordination and training to ensure a successful rollout of the EFB. Please take the time to stay informed as this exciting project continues to move us forward while becoming an integral part of our daily flight operations.

Ameriflight is excited to announce the addition of two EMB120 Brasilias to our fleet; increasing our EMB-120 fleet size to ten. The first of the two Brasilias is currently undergoing cargo conversion at Worldwide Aircraft Services in Springfield, MO and is scheduled for delivery in early September; at which time it will go through the FAA conformity process and be on-line by mid-month. The second aircraft will follow approximately 60 days later.

Ameriflight operates a fleet of over 200 aircraft including the Embraer EMB-110 and EMB-120, Beechcraft Be99 and Be1900, Fairchild Sa227, and Cessna C208, providing daily service for the largest international integrators and manufacturers throughout North America and the Caribbean.

Republic is reaching out to universities and the top flight schools across the country to establish partnerships. Earlier this year, Republic and Purdue University announced an innovative new partnership that will match students from one of the nation’s top aviation programs with a career track at the world’s largest operator of Embraer aircraft – an educational first in the state of Indiana and a first for the regional airline industry. Called the Industry–Purdue Opportunity Pipeline (iPOP), the collaborative initiative concentrates on enhancing a clear university/industry education pathway for students in Purdue’s Department of Aviation Technology, which work on real-world scenarios and projects with Republic. Upon graduation, iPOP participants will receive a guaranteed employment interview with Republic for positions such as pilots, engineers, mechanics and other corporate functions.

PSA is hiring first officers. New hires can expect little to no reserve time and the fastest upgrade time in the industry.

September 2015 | 7

Aviator Bulletins

SkyWest Airlines’ pilots have voted in favor of a new three-year pay agreement, securing top compensation and work rules in the regional industry. The new agreement provides salary increases for all pilots, a substantial increase to first-year pay, guaranteed profit sharing and an increased 401(k) match, as well as a number of enhancements to work rules. The previous agreement became amendable in January 2015.

CommuAir’s Doing it…Up to 15,000 Sign-on Bonus: •

Have an ATP/CTP? Earn $7,000 sign-on BONUS.

•

Need an ATP/CTP? CommutAir is offering you a FREE ATP/CTP($5000 value) plus additional $2,000 sign-on BONUS!

•

We Value Your Experience- Earn $5/flight hour BONUS for every 121 equivalent hour (121 PIC/SIC; Qualifying 135 or 91K PIC) up $8000!

Emirates, the world’s most valuable airline brand, is looking for motivated, technically proficient and experienced American pilots to join its team of 4,100 flight deck crew members. Emirates pilots are based at the airline’s state-of the-art hub in cosmopolitan Dubai, a city which offers an exceptional lifestyle, a vast range of leisure and cultural attractions and sunny weather year-round. Interested applicants with an ICAO ATPL, ICAO English level 4 certification or above, and experience flying jet or turboprop aircraft are encouraged to apply at www.emirates.com/pilots or learn more about the airline at upcoming Aero Crew Solutions Job Fairs in Denver on September 25, 2015 and Fort Lauderdale on November 13, 2015. Emirates currently flies to 10 North American Gateways, including Orlando, which commenced on September 1st. The airline also announced flights from Dubai to Panama City, which at 17 hours 35 minutes, will be the longest non-stop flight in the world when service commences on February 1, 2016.

8 | Aero Crew News

Highest First-Year Pay Guaranteed Pilot Profit Sharing Three-year Upgrade

www.skywest.com/careers

History of Excellence

ith more than 30 years of experience providing regional service to American Airlines, Envoy Air (formerly American Eagle Airlines) is the largest of American’s three wholly owned regional carriers. Envoy operates nearly 180 jet aircraft on about 900 flights per day to more than 150 destinations. As the largest provider of regional feed to American, Envoy enjoys a unique status within American Airlines Group (AAG). This is clearly demonstrated by the carrier’s unmatched pilot flowthrough agreement and American’s recent fleet commitment to place 40 Embraer 175 (E175) aircraft with Envoy, with options for up to 90 more. Join the Envoy Team Envoy’s unwavering commitment to safety starts with the interview and selection process to ensure its pilots are of the highest quality. “Joining the Envoy team is more than getting a

job,” says Captain Ric Wilson, Vice President Flight Operations. In addition to signing bonuses and free ATP-CTP courses, Envoy is among the top regionals for highest first-year hourly compensation, per diem and open time pay. With crew bases in Chicago and Dallas/Fort Worth, also crew bases for American, you can enjoy smooth commuting as you confidently put down roots in major metropolitan communities. If you’re a pilot who prefers to commute to base, Envoy offers a number of programs to make getting to and from work a little easier. Envoy Advantages: •

Up to $10,000 signing bonus for graduates from a Pipeline Program school*

•

Free ATP-CTP course with transportation and hotel accommodations (terms apply)

•

$5,000 signing bonus*

•

$1,000 internal pilot referral*

September 2015 | 11

Envoy operates nearly 180 jet aircraft on about 900 flights per day to more than 150 destinations. Take Off With Envoy and Land a Mainline Career Once on board, all current and new-hire Envoy pilots have a direct career path to American, without requiring an additional interview. “With our flow-through to American Airlines, you’re launching a lifelong career,” says Wilson. “We maintain the highest standards at Envoy to ensure that American gets the very best.” Current projections indicate that new-hire pilots will upgrade to Envoy captain in just 2 1/2 years and will flow through to American to pursue his or her dream of a mainline career in just six years. Since 2013, more than 500 Envoy pilots have transitioned to an American flightdeck. This represents 62 percent of all pilots hired at American during that period. No other regional has placed more pilots with American over the past 2 1/2 years. Quality of Life As part of the Envoy family, our pilots enjoy an outstanding quality of life, full of opportunity and benefits. Family medical, dental and life insurance, coupled with accident and disability coverage, allow you to focus on what’s important when you need to. When it’s time to play, Envoy offers discounts on a wide range of travel services like cruises, car rentals, hotels and entertainment, in addition to free flights for you and your family. Benefits and Perks

•

Unlimited flight privileges on American Airlines and other global carriers

•

401(k) retirement plan with up to 8 percent company match

•

Paid vacation and holidays

For pilots who choose to commute to their base, Envoy offers a number of industry leading programs to make getting to and from work a little easier. Commuting pilots are provided a hotel in domicile, up to four times a month to allow for commuting on the night before or the last night of an assignment. Envoy even provides hotels for pilots who are based at DFW, but commute from other cities, while they attend training at the Envoy Training Center in Dallas/Fort Worth. Lastly, the carrier allows pilots to miss a flying assignment due to commuting difficulties up to six times in a rolling 12-month period. Pipeline Instructor Program To staff the aircraft of tomorrow, Envoy has partnered with 41 colleges, universities and flight schools to develop a direct career path from student to airline pilot. The Envoy Pilot Pipeline Program offers pilots a secured position as an instructor at Envoy while building time toward the ATP minimum requirements. Upon reaching the specified minimums, Pipeline Instructors begin first officer training with no additional interview. Students in their sophomore year or higher can begin the interview process to become an Envoy Pipeline Instructor while still in school.

12 | Aero Crew News

Upon joining the airline as a first officer, qualified graduates earn a $10,000 scholarship. To date, of the 81 Pipeline Instructors who have been involved with this program, 100 percent have passed their training and are now flying for Envoy. Interview with Capt. Ric Wilson, VP Flight Operations, Envoy Air We sat down with Capt. Ric Wilson, a 26-year veteran of the airline, for his insights on a career with Envoy Air. You’ve been at the company a long time. What keeps you at Envoy? I am immensely proud of the more than 2,000 professional pilots at Envoy whom I’ve flown with over the years — they are the backbone of our company and absolutely committed to maintaining a safe and reliable operation. When you start

with a regional, it’s a close-knit community of pilots, and I have always enjoyed that camaraderie. Working for a large and established regional airline gives you numerous opportunities. I have been provided with many at Envoy and elected to join the management team, but could just as easily have pursued a mainline flying career. What trends do you see in pilot staffing over the coming years? One of the most promising projections I have seen comes from American Airlines, but I suspect we’ll be seeing it across the industry. As more senior pilots at American reach mandatory retirement age, American anticipates a steady stream of pilot retirements over the next three years, with an even greater number of retirements in the years that follow. Envoy already maintains a steady flow of pilots to American, but their hiring needs in the next few years represents an amazing opportunity for Envoy pilots. Our flow-through agreement with American guarantees that all existing and new hire Envoy pilots will make up a significant portion of every American new hire class. If your goal is to fly for American, our airline has proven to be one of the best places for you to make that dream a reality. What can an applicant expect when applying to Envoy? We’re committed to safety and have a responsibility to send only the best pilots to American. So when you interview

with Envoy, you’re really getting an insight into what a major airline interview is like. We start with a behavioral-based interview, which predicts future performance through past performance in similar situations. Then we conduct a technical interview, simulating a short flight using Jeppesen enroute and approach charts. Finally, we take candidates through a short flight in a Beechcraft Baron Flight Training Device with a visual presentation. We’ve found that this sort of comprehensive interview process ensures the best fit for Envoy. And if you stay and flow-through to American, you will not be required to go through an additional interview. How would you characterize Envoy’s future? There has never been a better time to be at Envoy — I am excited about what the future holds. We are the largest provider of regional feed to American Airlines, the largest mainline carrier in the world, and an integral part of their regional network. There is a tremendous amount of work being done all across the company to prepare for the arrival of our new fleet of 76-seat, two-class Embraer 175 (E175) aircraft, scheduled to arrive in November. American has committed to place 40 E175s with Envoy, along with options for up to 90 more. These large regional jets represent the future of their regional fleet, and we can’t wait to begin operation.

September 2015 | 13

Exclusive interview with Nick Brice, Director of Pilot Recruitment at Envoy. Pre Interview: Craig: How do you select applicants to be brought in for an interview? Nick: Envoy maintains a rigorous selection process for our pilots and carefully reviews all applications submitted to www.AirlineApps.com. Applicants who meet our qualifications are invited to interview by a member of our recruiting team at our Headquarters campus in Dallas/ Fort Worth. C: N:

What can an applicant do to increase their chances of being called for an interview? Each applicant is evaluated on a case-by-case basis. Some of the criteria that our recruiters are looking for are recent flight experience, a clean driving/FAA record, and internal recommendations from existing employees

C: N:

How critical is it to attend a job fair to get an interview? Attending a career fair to meet with our recruiters in person is encouraged, but certainly not mandatory for consideration.

C: What is the best way to prepare for an interview with your company? N: Read the online gouges, ask friends who have interviewed, and talk to other Envoy pilots who have interviewed recently. Know how to read Jeppeson charts, be familiar with Part 121 regulations, as well as Part 91 regulations. Study the Sim packet we send. Then memorize all the profiles, limitations, and memory items. Interview: C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night? N: For out-of-town applicants, Envoy will fly an applicant to DFW the day prior to their interview. Envoy will provide complimentary hotel accommodations and transportation to make your interview worry-free. C: Can you walk me through a typical day of interviews? N: 8:00 AM Logbooks and paperwork are Briefing begins- collected. Applicants are given a brief overview of Envoy Air and told about the Interview process and what to expect. 9:00 – 12:00 HR, Sim, and Tech evaluations are conducted 12:00 – 1:00 Lunch

14 | Aero Crew News

1:00 – 2:00 Background paperwork is collected and applicants are fingerprinted. 2:00 – 2:30 Interview should be complete mid afternoon, with ample time for out-of town applicants to travel home. C: What kind of questions can an applicant expect to be asked? N: One of our primary goals is to get to know the applicant. We will go over their application with them and ask questions based on the information they give us. We want to understand how they got into aviation, why they they think Envoy would be a good fit for them, and what their goals are for the future. Then we will ask a few “tell me about a time…” situational questions. These are designed to get an insight into how the applicant thinks, how they interact with others, and to gauge what they have learned from their life experiences. C: N:

Can you give me some examples of the TMAAT questions that you like to ask? Tell me about a time you had a conflict with somebody and how you resolved It? Tell me about a time when you went above and beyond? Tell me about a time you were criticized and how did you handle it? Tell me about a time when you succeeded?

C: N:

If the TMAAT question being asked does not apply to that applicant can that question be skipped? The TMAAT questions are designed to be general enough that they apply to almost everybody. If the question does not fit your work experience exactly, do your best to come up with a situation that is close to the subject of the question.

C: N:

What are some of the biggest mistakes that applicants make during the interview process? The biggest mistake an applicant can make is to not be fully truthful about their background. It is understandable that applicants may not want to disclose check-ride failures or legal issues they may have had because they feel it might keep them from getting an interview. This is a false assumption, as check-ride failures and/or misdemeanors alone will not disqualify an applicant from an interview or a pilot position at Envoy. However, if they are not disclosed and then show up on the background check, that will eliminate you from consideration. Also remember the saying “you never get a second chance to

Interview cont... make a first impression.” Show-up on time, wear a suit and tie, be clean-shaven, be excited to be here, and be professional. Written test: C: Is there a written or computer test? N: No, we have eliminated that from the interview process. Simulator Evaluation: C: Do you have a simulator ride? N: Yes. C: N:

What type of aircraft is used for the simulator evaluation? It’s fixed-based Frasca with wrap-around visuals. It is set up as a Baron with G1000 Avionics.

C: N:

What types of scenarios should you expect in the simulator evaluation? It’s a very straight forward evaluation; there are no tricks or simulated emergencies. We do a basic departure, and then some air-work, climbs and descents, turns, radial intercepts, a hold, a precision approach and a nonprecision approach.

C: N:

What are you looking for in the simulator evaluation? One of the main purposes of the simulator evaluation is to determine the proficiency level of the applicant’s instrument scan. Next we want to evaluate the applicant’s CRM skills. Are they utilizing the non-flying pilot, are they communicating effectively, are they assertive, are they transferring controls to write down clearances and brief approaches? And lastly, did they study the simulator packet we sent them. Do they know the profiles, do they know the callouts, do they know the limitations and the memory items?

C: N:

What are the biggest mistakes applicants make in the simulator? If an applicant has not been flying instruments in a while it would be a big mistake to not go out and practice some instrument flying before the interview. If your scan is not proficient, it will show up when you get task saturated. Also, we do not use a moving map, so you need to understand how to find your position using VOR radials and how to set up the HSI to properly track a radial. Probably the most common mistake made is entering the hold. Make sure you transfer controls, write down your clearance, take your time and draw out your position relative to the hold, the holding pattern itself, and the entry. Then brief your non-flying pilot.

Post Interview: C: How long do applicants have to wait to know if they are hired? N: If they are successful, applicants will be given a pre-offer of employment right away, pending their background check. The background check can take anywhere from 1-4 weeks depending on how long the paperwork takes to get back. We send out all paperwork that day, but previous employers have up to 30 days to return it. Most employers send it back within a week, but occasionally they will take longer. C: How soon can an applicant expect a class date after being hired? N: Classes start every other Monday, so it just depends on when we get the background paperwork back and the applicant’s availability. General: C: How many pilots does your airline expect to hire this year? N: We will hire as many pilots as we can, but our goal is to hire at least 50 more pilots for 2015 and at least 250 pilots for 2016. C: N:

Can you explain the ATP-CQP class that your company offers? Envoy has an agreement with CAE Simuflite in DFW for the ATP-CTP course. It is a week-long course paid for by Envoy, however it requires a two-year commitment that runs concurrently with the $5,OOO or $10,000 bonus agreement. If you need the ATP-CTP course, Envoy will fly you down a week before ground school and give you a hotel and ground transportation while you are completing the course.

C: N:

Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus? We have a $5,000 bonus program for which everyone qualifies. We also have a $10,000 bonus that is a part of our University Pipeline Program. If you graduated from one of our partner schools with an Aviation-related degree and a GPA of 2.5 overall and 3.0 in aviation classes, and you achieved three advanced ratings from that school, you will qualify for the higher bonus. Both bonuses come with a two-year agreement.

C. N.

What Universities are part of the University Pipeline Program? Embry-Riddle, UND, University of Oklahoma, US Aviation, and TransPac are just a few of the 41 partner schools we have throughout the U.S. and Puerto Rico. The rest can been seen at: www.envoyair.com/careers. We are always looking for more quality schools to partner with.

September 2015 | 15

G r e at

Lakes

Airlines

upcoming

EVENTS

We are hiring

below ATP Minimums!

Great Lakes Airlines will be at: the AeroCrew Solutions Job Fair on 25SEP2015 at Crowne Plaza in DEN The Fall Career & Internship Fair 30SEP2015 at UND in North Dakota

FlyGreatLakes.com

Embry-Riddle Aeronautical University Industry/Career Expo 01OCT2015 at Embry-Riddle in PRC

UPS & Metropolitan College

Written by: Sandy Hartz

espite its name, Metropolitan College is not a college. It was established as a partnership among Jefferson Community and Technical College, the University of Louisville and charter business partner UPS. This partnership provides eligible Kentucky residents access to a tuition-free post-secondary education and outstanding employment opportunities. With funding support from the Kentucky and Louisville Metro governments and UPS, the mission of Metropolitan College is to assist students to integrate work, academic and career goals, and personal lives through a unique combination of programs and services. UPS Metropolitan College (MC) is a joint educationworkforce-economic development initiative among the University of Louisville (U of L), Jefferson Community and Technical College (JCTC), Louisville Metro and State of Kentucky governments, and the region’s largest employer, UPS. MC was a critical element of the incentive package that convinced UPS to remain in Kentucky and to expand its major overnight air hub, Worldport. This uniquely innovative education program offers access to post-secondary education opportunities for eligible employees in the Next Day Air operation at UPS Worldport. Acknowledged by the U.S. Department of Labor for best practices in innovative solutions to workforce development, MC and UPS offer a well-documented solution for the elimination of the financial barriers to higher education for residents of Kentucky. Since its inception in 1998, this innovative partnership

18 | Aero Crew News

“Everyone benefits when more people have access to an education and Metropolitan College is here to provide people with that opportunity.” ~ George Poling, Executive Director Metropolitan College has helped thousands of students receive a free education and on-the-job training while stabilizing the workforce. Participants in the MC program work part-time at UPS in the Next Day Air operation, receiving wages and full benefits. MC participants may attend JCTC or U of L (specific admission criteria must be met) where they are eligible for full undergraduate Kentucky resident tuition for all coursework passed with a “C” or above. In addition, MC participants are eligible for book reimbursement (up to $65 per class) and academic completion bonuses. To fulfill the program’s mission of assisting students to integrate their academic, work and personal lives, MC has a team of Student Development Counselors who assist students in a wide array of support services to ensure their success both in the workplace and in the classroom.

MC Student Spotlight: Heidi Arbuckle By Renecia Griffie Davis, Student Development Counselor Heidi Arbuckle started the Metropolitan College program in fall 2014. At just 19 years of age, and her junior year just beginning at the University of Louisville, Arbuckle’s achievements are already impressive. Arbuckle works third shift at UPS as a frontline supervisor to access tuition free postsecondary education benefits through the Metropolitan College program. She currently majors in English at the University of Louisville where she is a Trustee’s Scholarship recipient and a University Louisville Honors Program participant. Most recently, Arbuckle completed the spring 2015 semester with an overall cumulative GPA of 3.8 while working nights at UPS. She feels her greatest accomplishment in life so far has been becoming a supervisor at a Fortune 500 company. Arbuckle has maintained A’s and B’s in her college classes while balancing the responsibility and increased work hours that goes along with being a supervisor. Arbuckle commented, “A lot of people try to deny my claim to credibility as a supervisor because of my age. I had to work harder to gain credibility and respect and prove that my age was just a number as far as my job was concerned.”

full-time supervisor at UPS and work her way up in management and to become a publisher or head editor for a renowned publication. Arbuckle has advice to give to current and future Metropolitan College participants. She says, “Don’t overload yourself. If you can’t balance school, work, and a personal life when going to school full-time, then cut back on your credit hours. Yeah you might not graduate in four years but you’ll have your sanity and your school will still be paid for.” Arbuckle stressed the importance of Metropolitan College students taking summer classes, which are covered by MC benefits, to avoid being overloaded with credit hours during the fall and spring semesters. In fact, Arbuckle is currently taking a summer course and makes it a point to schedule her classes, when possible, in the afternoon to ensure she gets proper rest and has ample time to complete homework assignments. “My personal life is pretty much set aside until the weekend,” said Arbuckle.

It is Arbuckle’s strong academic achievement, ability to effectively balance work and life responsibilities, and her commitment to her career field that she received the Spring 2015 Outstanding UofL MC Student Award.

Arbuckle feels very confident about her future career goals and credits the Metropolitan College program for requiring all students to complete the Career and Academic Planning Program (CAPP), which helps to prepare students for rewarding career opportunities. In addition, she acknowledged UPS’s role in helping her to prepare for her career field and stated, “UPS has taught me how to manage and coach employees, make business connections and maintain relationships, and handle stressful and demanding situations.”

Arbuckle expects to graduate with her Bachelor of Arts in English in May 2017. Her long term career goals are to become a

Apply now at UPSjobs.com or call 502-359-1877 for more information.

Aero Crew News

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

Take your company to new Flight Levels, advertise with us. Download our advertisement contract at AeroCrewNews.com

Fleet Count: • 747-400: 10 (additional in the near future) • 747-200: 3 • Multiple wide-body twins in the near future

alitta Air is an FAA Part 121 cargo carrier that operates a fleet of Boeing 747-400 and 747-200 freighters on an expansive worldwide network of both scheduled and on-demand cargo charters. For the last 15 years, we have proudly and professionally served our customersâ&#x20AC;&#x2122; needs by providing long-range, heavy-lift cargo services to virtually anywhere on the globe. Kalitta Airâ&#x20AC;&#x2122;s has established a reputation of dependability and flexibility that has enabled us to establish solid, long-term alliances with such entities as DHL, US and allied armed forces, Asiana, Pacific Air Cargo and many others.

In order to meet our current and projected growth in customer demand, we are in the process of expanding our fleet of 747-400s and working to augment the 747s with twin-engine wide-body freighters in the near future. As the company grows, so does our need to hire highly qualified, mission-oriented professional pilots to join our team. At this time, we are hiring pilots exclusively onto the 747-400. Our pilot group is composed of pilots who have joined us from all facets of aviation, including regional airlines, the US military and corporate operations.

September 2015 | 21

Pilot quality of life and benefits:

What we’d like from our pilot applicants:

•

$66/hr. 1st year pay.

•

FAA ATP rating

•

All flying done on an off day is paid at 150% of pilot’s hourly rate.

•

5,000 hrs. total time (2,500 hrs. for former or current military pilots).

•

100% company paid travel to/from work. Kalitta Air pilots may live virtually anywhere in the country including Alaska and Hawaii. The company purchases positive space tickets to and from duty assignments, completely eliminating the stress of jumpseating to and from work that is so familiar to any airline pilot who has ever had to commute.

•

“Glass cockpit” experience is preferred, but not required.

•

Flexibility and a “can do” attitude are absolutely required. Although we have a sizable scheduled route structure, a large portion of our flying is on-demand. This business model requires operational flexibility at every level within the organization, especially from the flight crews. For example, it’s not uncommon to go to bed thinking that you’ll be flying to Germany in the morning, only to wake up and discover that you’re actually being sent to Brazil instead!

•

Industry-leading Blue Cross/ Blue Shield health, dental and vision care package at a cost of only $20 per pay period (every 2 weeks) for individuals and $40 per pay period for families. The insurance becomes free after 5 years of service.

•

17 days on, 14 days off schedule. (13 days off during a 30 day month.) Pilots have the option to bid for the more common 17 days in a row schedule or, split schedules (9 days on, 14 days off, 8 days on, for example) when available. No “junior manning.”

•

401(k) matching.

•

100% company paid life insurance.

Once selected to attend training, new hire pilots will travel to Kalitta Air’s corporate headquarters in Ypsilanti, MI. All pilot training, from day one of company indoctrination through the type rating simulator ride is conducted at our adjacent self-contained training facility. The training center contains our 747-200 and 747400 full motion simulators and our 747-400 flight training device (FTD), all of which are used exclusively for Kalitta Air pilot training. All of our new hire pilots receive PIC type ratings on the 747-400. If you’re an experienced aviator with solid technical skills, a professional attitude and a sense of adventure, we highly encourage you to visit our website at www.kalittaair.com and submit your resume. We look forward to working with you to help take your career to the next level.

22 | Aero Crew News

A few of the exciting places that we will fly Hong Kong, China (VHHH)

Los Angeles, CA (KLAX)

Tuscon, AZ (KTUS)

Brussels, Belgium (EBBR)

Bahrain (OBBI)

Tel Aviv, Israel (LLBG)

Honolulu, HI (PHNL)

Leipzig, Germany (EDDP)

Baku, Azerbaijan (UBBB)

Delhi, India (VIDP)

Cincinnati, OH (KCVG)

San Juan, PR (TJSJ)

Anchorage, AK (PANC)

Kuwait City, Kuwait (OKBK)

Shanghai, China (ZSPD)

Incheon, Korea (RKSI)

Liege, Belgium (EBLG)

Wake Island (PWAK)

Amsterdam, Netherlands (EHAM)

Dubai, United Arab Emirates (OMDB)

Guam (PGUM)

San Francisco, CA (KSFO)

Sao Paulo, Brazil (SBKP)

Kona, HI (PHKO)

New York City, NY (KJFK)

Mexico City, Mexico (MMMX)

Multiple military bases worldwide

747-400 taxiing across the Quebec bridge in Amsterdam

September 2015 | 23

Exclusive interview with Sean Horton, Assistant Chief Pilot, Kalitta. Pre Interview: Craig: How do you select applicants to be brought in for an interview? Sean: We initially screen each resume that we receive to determine whether the applicant meets our basic requirements, e.g. flight hours, ATP certificate, etc. Once their eligibility is established, we thoroughly review the details of each resume to attempt to develop a clear understanding of who the applicant is and the path that his or her career has followed up to this point.

If we determine that the applicant has the potential to be a good fit for the airline, we’ll reach out and extend the offer to come to company headquarters for an interview.

C: S:

What can an applicant do to increase their chances of being called for an interview? Applicants should focus on creating a clear and concise resume that neatly outlines their experience and qualifications. I also cannot overstate the importance of both being honest and eliminating all ambiguity in the career summary portion of the resume.

Attending job fairs is also a great way for applicants to make an impression on our recruiters and stand out as living, breathing people, versus being evaluated as just another resume from the pile.

C: S:

How critical is it to attend a job fair to get an interview? We strongly encourage pilots who are interested in joining Kalitta Air to attend job fairs. While attendance certainly isn’t required to be offered an interview, it certainly helps if we can “place a name with a face.” At the same time, prospective pilots have a chance to listen to our presentation and meet our recruiters to learn more about our organization. We view the job fair process as an invaluable opportunity to get to know our candidates in an informal setting in advance of the actual interviews conducted at company headquarters.

C: S:

only help you give a genuine answer to this question, but will also enable you to ask your interviewers pointed and pertinent questions throughout the interview process. When an applicant has clearly done his or her homework, it indicates a certain level of seriousness.

Interview: C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night? S: The interview process starts at 0800, so we definitely recommend that, unless they live within the immediate vicinity of our headquarters, applicants arrive the day prior to their interview. C: S:

Can you walk me through a typical day of interviews? When they first arrive, members of the Human Resources and Flight Crew Training departments greet the candidates and everyone assembles in a classroom to complete some required paperwork and await being called to complete their pre-employment drug screenings.

After the administrative items are completed, candidates are taken in pairs to be briefed by the Check Airman who will be conducting their simulator evaluation. At the conclusion of the briefing, the pair will fly their evaluation flight together, which typically lasts between 30 and 45 minutes.

In the meantime, the students who are awaiting or have completed their evals will remain in the classroom with one or two additional Check Airmen who will spend the entire time getting to know the candidates and answering any questions they may have in a relaxed, informal setting.

Once they complete their simulator sessions, applicants are called in individually for their panel interviews.

C: What is the best way to prepare for an interview with S: your company? The best interview preparation advice that I can offer is to spend some time researching Kalitta Air and the type of flying that we do, so that you can form an understanding of who we are as an organization. One question that we always ask during the interview is “Why would you like to fly for Kalitta Air?” Being well informed will not

What kind of questions can an applicant expect to be asked? The panel interview provides us the opportunity to determine whether the applicant will be a good fit for our airline and whether our airline will be a good fit for the applicant. Our awareness that the applicants are essentially interviewing us as an airline at the same time that we are interviewing them as potential pilots leads to a more informal interview setting, in which applicants are encouraged to ask as many questions as they

like, in between answering the question they’re asked by the interviewers.

In keeping with this concept, we mostly avoid asking canned or scripted questions. Instead, the interview tends to flow more like a conversation, during which we get to know the applicant, explore his or her background and determine if they’ll fit well into our pilot group.

C: S:

What are some of the biggest mistakes that applicants make during the interview process? Since the interview process only affords us a short amount of time to get to know our applicants, we really appreciate when they are open, honest and forthcoming. It’s never a good idea to give an interviewer the impression that you’re being evasive or less than truthful during the interview.

It’s also important to remember that we evaluate our interviewees as whole people and not just pilots. Excellent flying skills and extensive flight time in the logbook do not automatically guarantee success. It’s equally important to be personable.

Written test: C: Is there a written or computer test? S: No. Simulator Evaluation: C: Do you have a simulator ride? S: Yes. C: S:

What type of aircraft is used for the simulator evaluation? The Boeing 747-200. Although we’re presently hiring exclusively into the 747-400, which has a modern glass cockpit, we elect to use our 747-200 simulator for evaluations. The -200’s older generation cockpit provides us with a better opportunity to gauge an applicant’s basic instrument and flying skills.

C: S:

What types of scenarios should you expect in the simulator evaluation? The evaluation consists of a basic, hand-flown, raw data flight. The evaluator will brief the applicants about the scenario, which consists of a takeoff and climb, tracking to a fix to enter and fly a hold, exiting the hold, vectors to an ILS and approach and landing. (The actual landing is not evaluated.)

C: S:

What are you looking for in the simulator evaluation? We do our best to impress upon our applicants that the point of our simulator evaluation is to get a feel for their

basic instrument, aircraft control, procedural and CRM skills. Since the majority of our pilots have no previous 747 experience, we encourage them to utilize procedures and call for checklists that mirror those of the most recent aircraft they’ve flown.

It’s also important for applicants to remember that they are not competing against their simulator partner to earn the job. The evaluator will be closely watching how the pilots interact and how well they use CRM to support each other.

C: S:

What are the biggest mistakes applicants make? The biggest issue that we see is with applicants whose most recent experience has been flying aircraft with newer generation cockpits with PFD/ ND style displays. These pilots will often require a few minutes of flying to settle down and recalibrate their instrument scans. We also find that applicants who have no previous heavy jet experience tend to over-control the aircraft because they assume that a heavy jet should be heavy on the controls, which the 747 is not.

Besides these issues, some applicants find that entering, flying and exiting the raw data hold occasionally presents a challenge.

Post Interview: C: Do you tell applicants they are hired in person that day? S: Unfortunately, we are unable to make a formal offer of employment until we receive an applicant’s drug screening results, but it usually takes no longer than 2 to 3 days. C: S:

How soon can an applicant expect a class date after being hired? We make every effort to place our applicants in class as soon as possible. With the current hiring rate, we expect to be able to offer applicants class dates that are no more than 6 weeks in the future, with the majority entering classes much sooner.

General: C: How many pilots does your airline expect to hire this year? S: While it’s difficult to project the number of pilots that we intend to hire, it’s important to note that the airline is in a period of growth with additional aircraft slated to arrive over the course of the next several months and beyond. We foresee a need to hire and train quality pilots throughout the remainder of 2015 and well into 2016.

Up to $15,000 Sign- on Bonus



Industry Leading Commuter Policy Industry Leading Pay Rapid Growth equals Rapid Upgrade

APPLY TODAY Visit www.FlyCommutAir.com Schedule an interview today26 | Aero Crew News careers@commutair.com

Contract Talks

The Ups and Downs of Upgrade Time

eople will often talk about upgrade time and how long it should be from when a pilot starts working at a company and when they will upgrade to be a Captain at that company. Since Part 121 Pilot-In-Command time is usually a critical requirement to be hired at a major carrier, this is usually one of the things that most pilots tend to consider when choosing an airline. Even at the major level it can have a large impact on quality of life and total earning potential. However, while upgrade time is an important part of choosing an airline, it is important to understand how it is calculated, and what some of the main factors are that affect it. This allows a prospective pilot to somewhat objectively evaluate how current upgrade times may affect them. The first thing that is important to understand is that “upgrade time” is based on the latest person to upgrade, or the most junior pilot who is sitting in the left seat. If it took that pilot 4 years to be able to hold a Captain position, then that airline is said to have a 4-year upgrade. Consequently, if airline B’s most junior Captain was hired 10 years ago, they are said to have a 10-year upgrade. This calculation is pretty straightforward. However, there are many variables that can affect an upgrade time for an incoming new hire that might not be accurately represented in the current upgrade time. The main factor that will influence upgrade time is the need of the company. This is always the primary driver of upgrades. As a general rule of thumb, when one pilot moves on, another is upgraded in their place and then a new-hire First Officer is hired to fill the vacancies at the bottom of the list (all of the other First Officers move up in seniority too). If a company is adding planes they are likely to be running shorter upgrades in order to staff the new flying (a good rule of thumb to help estimate the need for pilots is 10 Captains and First Officers per airplane). If the airline has high attrition, they may be running shorter upgrades even though they might not be adding airplanes. This can have a very large effect on the net upgrade time for a new First Officer, which may not be predicted by the current upgrade time. As an example, if Airline A is adding 50 new airplanes, and a pilot is hired at the bottom of the list with 49 of the 50 new airplanes in service, the likelihood that the new FO will see the same upgrade time that the most junior Captain did is unlikely, since the flow of upgrades will slow significantly once the new flying is adequately staffed. That leaves attrition from the Captain’s seat as the primary driver of upgrade time, which will probably not move the list forward as quickly as the addition of new flying and the attrition combined. Consequently, if Airline B is seeing very high attrition, but is not adding new flying, that may serve to decrease the upgrade time significantly in a very short span of time. Another important factor affecting upgrade time is the reality that pilots are usually hired in batches. Since the hiring usually occurs as flying is gained, and aircraft are usually delivered in batches

Written by: Scott Stahl

over a relatively short period of time, this can have a tremendous impact on how upgrade times are presented. As an example, assume that Airline A has not seen any new aircraft deliveries in 10 years. In this scenario, it is likely that most of the hiring since the original flying was staffed was only to cover attrition. Depending on how attrition occurred, the company may have sporadic hiring over the years, resulting in groups spread far apart. In the case of Airline A, assume that 150 pilots were hired in 2009 and then no hiring occurred again until 2014. If the most junior Captain hired at Airline A was hired in 2009, then the airline would be said to have a 6 year upgrade time. However, if there are only 15 pilots from 2010 below that Captain, and the airline runs an upgrade class of 20 people (the 15 pilots left from 2009 plus 5 from 2014), then the upgrade time drops from 6 years to 1 year instantly the moment that first 2014 pilot is upgraded. Essentially, this means that what held as the average upgrade time previously does not necessarily hold for new hires. Usually, an airline will discuss or advertise the current upgrade time because the future upgrade time is not known with any absolute certainty. As an alternate example, if Airline B has been adding a lot of flying, but the last airplane deliveries are occurring, they may have something on the order of a 1-2 year upgrade time, even though that won’t hold true in the future simply due the realities of reduced staffing needs since no new airframes are being delivered beyond the current aircraft. It is also important to understand that most airlines cycle between periods of growth and periods of no growth. A new factor in the industry is the looming reality of massive age related retirements at the majors that will probably serve to change the upgrade dynamics at virtually every airline currently in the industry. The final factor that can greatly affect upgrade time are basic industry cycles. It is safe to say that September 11, 2001 was an event that nobody predicted and its affects on the industry average upgrade time were catastrophic. It was the norm just prior to that for the upgrade time to be forecast at 5 years or less (in some cases, 2 years or less was the norm), even though 9-11 would make that reality very remote. In some cases, due to the industry downturn, some pilots are still sitting reserve as a First Officer when the forecast said those pilots should be Captains with 5-10 years of seniority in the left seat. This scenario affected airlines at all levels of the industry, as well as corporate aviation. Of course, these cycles also include normal economic and business cycle influences in addition to geo-political influences. It is important to understand and consider the upgrade time at a particular carrier, but pilots should be diligent to weigh the forecast or current upgrade time against the past hiring patterns, attrition, current upgrade numbers, aircraft deliveries and aircraft retirements. It is important for prospective pilots to understand that unknown variations in upgrade time should be factored into the total evaluation of an airline’s suitability as well as other quality of life issues.

September 2015 | 27

THE GRID

Mainline Airlines

he following pages contain over 30 different contractual comparisons for 10 separate mainline airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether itâ&#x20AC;&#x2122;s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe! Aircraft Types

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

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

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Sign on Bonus

Pay During Training

Hotel during new hire training

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

Pilots hired 2014

Union

APA

Legacy Airlines 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

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

6.D.1.d

7.A.5

85 Hours plus per diem

Single Occupancy, Paid for by company

$2.15

11.D.5.b

5.A.1

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

3.D.4. Hawaiian Airlines (Hawaiian)

Per Diem

5.E.1

5.B

14,236

9,987

800

Jul/15

***

Jul/15

1,472

816

5 Years

12,500

8,292

961

Jul/15

Feb/2015

ALPA

Sample only; refer adjacent$2.00* pages for actual information 3 Hours per toSingle

A330, A350 B717, B767

day, plus per Occupancy, Paid diem for by company

600

$2.50 Int.

ALPA

9.G.1

Abbreviation and definitions:

United Airlines (United)

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

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

Aircraft Types

ALPA: Air Line Pilots Association

Cancellation pay: When a leg or legs are canceled, the employee Allegiant Air will still be credited for that leg. Some companies will not B757, cover (Allegiant) MD-80, A3220 all reasons for cancellations. Refer to the contract for A319, more information. Frontier Airlines Deadhead: Positive space travel as a passenger for company (Frontier) business; paid as shown in above referenced column.

FAPA: Frontier Airline Pilots Association

JetBlue Airways (JetBlue)

A321, A320, A319, E190

IBT: International Brotherhood of Teamsters ISP: International Savings Plan

Southwest Airlines (Southwest)

B737

IOE: Initial Operating Experience, refers the flight training a new Spirit Airlines (Spirit Wings)

28 | Aero Crew News

A319, A320, A321

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

B737NG

7,765

ALPA

hire receives from a check airman after completing all ground and 3-E training. 4-G-1, 9-E 4-A simulator DC: Direct Contribution, the company will contribute the listed Pay During Hotel during Per Diem Most Number of Pilot Pilots hired Union Training amount new hire directly to Junior CA employees Pilots Retirements 2014 either additional the 401(K), training hired 2015-2029 quarterly or yearly, refer to the contractMajor forAirlines more information

Sign on Bonus

MMG:70Minimum Monthly Guarantee, the minimum amount of Hours, Single 6 Months 530 per Occupancy, Paid credit plus the will $1.00 receive per month. The ability125to workIBT diem employee for by company* more or less is possible, depends on the needs of the Jul/15 company, 2 Jul/15 Jul/15** line holder or reserve and open trips for that month. MMG No $1.90 Jan/2006 836 155 FAPA

None

Feb/2015 Feb/2015 Feb/2015 Per Diem: The amount of money the company pays theFeb/2015 employee Single for food expenses while gone from base, typically from show timeALPA $2,500 per $5,000* $2.00 June/2012 3,000 840 400 Occupancy, Paid for by company to end month of debrief time of that trip. Day trip per diem is taxable A, Pg24 Add is A, Pg24 Feb/2015 Feb/2015 Feb/2015 Feb/2015 whileAdd overnight not. 11 Single 87 or 85 Transportation $2.15 Dom. UTU: 89, United Union May/2006 Occupancy, Paid

None

MMG*

for by company

$2.65 Int.

7,951

YOS: Years of Service with4.T.3 the company. 4.K.6 4.T.1 Feb/2015 Feb/2015 None

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

Sun Country Airlines

12,505

MMG

5.A.1

$2.20

2.5 Years

1,200

5.B.1

Jul/15

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

250

3,702

350

Feb/2015**

Feb/2015

SWAPA

ALPA

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Sign on Bonus

Pay During Training

Per Diem

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

Pilots hired 2014

Union

EFBs

Legacy Airlines 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

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

6.D.1.d

7.A.5

85 Hours plus per diem

Single Occupancy, Paid for by company

$2.15

11.D.5.b

5.A.1

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

3.D.4. Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

A330, A350 B717, B767

5.E.1

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

5.B

14,236

9,987

800

Jul/15

***

Jul/15

1,472

816

APA

iPad

Bases

Notes

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

ALPA

Contract 2013, as amended

5 Years

12,500

8,292

961

Jul/15

Feb/2015

ALPA

Surface

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

Contract 2014, as amended *Interisland

$2.00* $2.50 Int.

600

HNL, SEA, SFO, LAX

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

*$0.05 increase on Jan 1st. No

3-E

4-G-1, 9-E

4-A

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

None

70 Hours, plus per diem

Single Occupancy, Paid for by company*

$1.00

MMG

B757, MD-80, A319, A3220

A321, A320, A319, E190

$5,000*

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

Southwest Airlines (Southwest)

B737

None

A319, A320, A321

None

Virgin America (Redwood)

Add A, Pg24

4.T.1

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

Sun Country Airlines

7,765

ALPA

iPad

5.A.1

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

Pilots hired 2014

Union

EFBs

IBT

None

530

125

Jul/15

Jul/15**

Jul/15

$1.90

Jan/2006

836

Feb/2015

$2.00

June/2012

3,000

840

400

Feb/2015

May/2006

7,951

3,702

350

4.T.3

Feb/2015

Feb/2015**

Feb/2015

$2.20

2.5 Years

1,200

5.B.1

Jul/15

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

B737NG

MMG 3.B

5.B.1

A320

$2,500 per month

None

$2.00

10.J.1

3.B.e

10.I.1

Pay During Training

Hotel during new hire training

Per Diem

Aircraft Types

None

Sign on Bonus

5.3

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

6 Months

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

Spirit Airlines (Spirit Wings)

12,505

Major Airlines

Frontier Airlines (Frontier) JetBlue Airways (JetBlue)

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

155

FAPA

ALPA

SWAPA

Bases

Notes

*Company provides rental car during BLI, FLL, HNL, simulator training. **Plan to hire 85 in IWA, LAS, OAK, 2015, PGD, PIE, SFB

DEN, ORD, MDW

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*After completing first year, *Pilot data approximate

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

ALPA

Contract 2010, as amended

250

ALPA

Tablet Walkabout Computers

MSP

Jul/15 ALPA

SFO, LAX, NYC Rule book 2014

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

Pilots hired 2014

Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air

B747

None

Single $1,600 per Occupancy, Paid month for by company

None

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

3.A.1.f

FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air

11.A.7

5.B.1.d Week 1 paid by

$2.40

IBT

5.A.3

5.A.1 & 2

4,288

ALPA

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

September 2015 | 29 Contract 2006 as amended

Sun Country Airlines

B737NG

MMG

THE GRID

Virgin America (Redwood)

A320

Aircraft Types

250

ALPA

General Information

3.B

5.B.1

$2,500 per month

None

$2.00

10.J.1

3.B.e

10.I.1

Pay During Training

Hotel during new hire training

Per Diem

None

Sign on Bonus

1/24th the Single IRS CONUS Occupancy, Paid M&IE airline for by company daily rate 5.3

Tablet Walkabout Computers

MSP

Jul/15

ALPA

SFO, LAX, NYC Rule book 2014

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

Pilots hired 2014

Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air

B747

None

Single $1,600 per Occupancy, Paid month for by company

None

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

3.A.1.f

FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

11.A.7

3.A Kalitta Air B747

None

5.B.1.d

B757, B767, A300, B747, MD-11

None

MMG

IBT

5.A.3 4,288

$1.65 Dom. $2.50 Int.

7-8 Years

370

6.A

Aug/15

5.H.1.a.1

Sign on Bonus

Pay During Training

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

IBT

1,580

61,318

37,270

iPad fixed in plane

Home Based

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2006 as amended

12.G.2

Total Pilots Aircraft Types

ALPA

Contract 2006 as amended

Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00*

10.D.1

4,288

5.A.1 & 2

Week 1 paid by $600 / week crewmember, unitl OE then, Single Occupancy 5.A

UPS (UPS)

$2.40

2,791

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

Pilots hired 2014

Union

EFBs

Bases

None

iPad

DOH

Notes

International Airlines Emirates

4.1 Years

3800

Jul/15

2 Years

2,500

600

Jul/15

IBEX Airlines

Qatar Airways

B777, B787, A320, A330 A340, A350, A380

Single Occupancy, Paid for by company

None

Contractual Work Rules

American Airlines (American) Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

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

12 or 13 / 12

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5 Min Days off (Line/Reserve)

Allegiant Air (Allegiant)

12, max 14* 10, max 12*

430

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

5:10

5:10 x days

2:1

Yes

50%

15.G

15.E.1

2.QQ

17.I.1

24.O.2

12.A.1.a

559

4.H.1

361

508

5-F-1-a

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

12.A.2.a

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

12.J

12.K.1

1:3.5

50% air & ground

150%

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

Notes

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

None

*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.

100% air, 50% ground

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

$20 / hour*

120% of 85 Hours

$100 / Year

None

Yes

FAA 117

N/A

3.5

Yes

14 hours or FAA 117

177

6 for CDO

2 1:3.75

*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

1:4*** GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

60% GOP****

Number of pages in Contract

None

Initial paid for by company and every 12 months

Major Airlines 11/10

None

Contract 2015, as ammended

2** or 4.17 GOP****

Max Scheduled Duty

30 | Aero Crew News

Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

50%*

$20/ month

Contract 2010, as amended

None

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

None

Notes

*Except for heavy crew

*Unschedule DH pay s 100%

of Provisions; scheduled, flown, duty rig or trip rig.

10, max 12*

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5

Allegiant Air (Allegiant)

508

5-F-1-a

JetBlue Airways (JetBlue) Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.2

4.C.3.a.2

7.B.1

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

$20 / hour*

120% of 85 Hours

$100 / Year

None

Contractual Work Rules

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

11/10

Yes

FAA 117

N/A

3.5

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Yes

14 hours or FAA 117

177

6 for CDO

5.J.7

4.I, 5.P.2

5.J.4

Major Airlines

2 Frontier Airlines (Frontier)

Yes

FAA 117

1:3.75 4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3 None

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

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

5**

4.I.2

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12/ 10 or 11*

Yes**

1:2

1:4.4

50%

100%

12.B.1

4.F

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

Initial paid for by company, then given monthly stipend

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100% Biz Class or better or $300 comp

100%

Provided by the company

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

159

3.5

App. G Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

THE GRID

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

None

Notes

*Except for heavy crew

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

$200 / year

4.H

222

None

2.A.1, 2

5.E.2

None

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

None

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

None

*11 days off in 31 day month, **Subject to reassignment

None

*Unless picked up at premium pay it is 25% or $15 more an hour, whichever is greater Rule book 2014

Headset Reimbursement

Notes

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

332

12.C 14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13

Emirates

10 $20/ month

FAA 117

Yes

UPS (UPS)

2 50%*

Yes

Atlas Air

FedEx Express (FedEx)

5.E.1

Max 15 Days on Per Month*

407

Contract 2010, as amended

4.C.1.a

466

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

127

18.B.5

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

30.A.2

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

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

None

4 or 6**

1:2

1:3.75

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Paid for by company

Min Day Min Trip Duty Rig Trip Rig Credit Credit International Airlines

EASA Rules

8.D, 8.A.3

None

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

*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2006 as amended

Notes

IBEX Airlines

Qatar Airways

September 2015 | 31

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

MMG

Base Pay

Top CA pay

$101.88

$88,024.32

$149.18

Group II

$155.61

$134,447.04

$227.84

Group II

$165.32

$142,836.48

$242.04

MMG

Base Pay

$209,123

$194.36

$167,927.04

$284.57

$245,868

$204.08

$176,325.12

$298.80

$258,163

HRxMMGx12

15.D.1.b

3.C

HRxMMGx12

9.B.1.a

$206.05

$185,445

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

HRxMMGx12

3.A.3

4.A.1

HRxMMGx12

7.A.1

$159,486

$270.25

$233,496

$152,781

$258.90

$223,690

B737

$138.47

$124,623

3.A.3

4.A.1

747, 777

$184.59

787

$176.83

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$128,676

$216.92

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

$209.31

$180,844 $177,604

$140.40

$121,306

$205.56

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

$95.21 4.B.1.b*

$82,261

$139.42

HRxMMGx12

3.B.2.d

$109,376

$174.11

HRxMMGx12

7.B.1.a

$156,699

B717

$121.53

B767 A330

$144.58

$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

3.F

HRxMMGx12

6.B.1

$150,536

$262.38

$125,546

$218.83

$121,162

$211.18

Frontier Airlines (Frontier)

B747, B777 B787 B767-400

$179.21

B757-300

$149.46

B737-900, A321

$144.24

A319

$138.34

$177,391

$116,206

$202.55 3-A-1

3-C-1-a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

MMG

Base Pay

Band 1*

$82.00

$68,880

$140.00

$117,600

20%

Contract 2013, as amended

28.D

15%

22%

26.C.2

25.B.2

Band 2*

$87.00

$73,080

$146.00

$122,640

Band 3*

$92.00

$77,280

$153.00

Band 4*

$97.00

$81,480

$160.00

HRxMMGx12

A319, A320, A321*

$100.01

$90,009

$166.68

HRxMMGx12

4.3

$111,762

$195.62

$85,982

$150.56

A320 family

$133.05

B737

A319 A320 A321

$102.36

B737NG

15%

20%

Contract 2010, as amended

1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days

16"%

20%

22-A

24-B-5

$170,142

3.C*

HRxMMGx12

$132.84

$135,497

$189.78

4.C.1

4.H, 4.M*

HRxMMGx12

4.C.1

4.H, 4.M*

No. of Vacation 401(K) weeks & Matching (%) accrual

3.C*

$134,400

>6M=0 H 7-12M=17.31 H 1 = 17.31 H 2-3 = 34.62 H 4-6 = 45 H +7 = 51.92 H**

3% 100% Match 2% 50% Match

HRxMMGx12

$128,520

401(K) DC

$193,576

5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days 11.B.2

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

28.C

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

4.A

HRxMMGx12

7.A

$106,579

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

$69,502

$126.88

9.7% 1:1

HRxMMGx12

Contract 2012 as amended

Percentage of Notes health care employee pays *Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment

None

Disclaimer: Gray blocks contain contract sections or date *A321 coming end of 2015 1-5 = 15 Days After 3 years 2.2% sections may be abbreviated and/ $150,012 acquired. 5% 1:2 with 6-10 = 21 Days Data up tocontract 6% at 9 = 28 Days or11+inaccurate, please years consult the most current contract section for HRxMMGx12 8.B 16.B.2 16.4 specific contractual language. Data that does not have a contract *70 line holder, 75 reserve; **Hours is 0-5 = 108 Hrs in Reference some form and $164,321 section reference number, was obtained basedon-line on PTO per year. 6-10 = 126 Hrs 5% 1:1 5% + 3% None Specified contract for more information 11-15 = 144 Hrs may be inaccurate. While trying to provide the most up to date 16-20 = 162 Hrs $126,470 21+ = 180 Hrs information not all sources can be verified at this time. If you notice Agreement 2013, Currently in HRxMMGx12 a discrepancy 3.J** 3.Eand/or have 3.E 3.F.i a correction please email Craig.Pieper@ negotiations *85/87/89 MMG based on days in bid 1-5 = 14 Days AeroCrewSolutions.com. period

$109.27

$82.74

Contract 2014, as amended *Coming in 2017

Major Airlines

32 | Aero Crew News

Sun Country Airlines

$183,817

HRxMMGx12

E190

Spirit Airlines (Spirit Wings)

3-C-1-a

Southwest Airlines (Southwest)

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

$220,399

3-A-1

4.3 JetBlue Airways (JetBlue)

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

$120,459 4.B.1.b*

A350*

Allegiant Air (Allegiant)

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

$187,419

MD-88/90

Contract 2015, as amended

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.

$188,395 72

B717, DC9

3.B.2.d

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

$196,854 72

Group V

EMB-190, CRJ-900

United Airlines (United)

Percentage of health care Notes employee pays

$128,892

Group IV

3.C

Hawaiian Airlines (Hawaiian)

401(K) DC

Legacy Airlines

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

No. of Vacation 401(K) weeks & Matching (%) accrual

Contract 2014, as amended

19.B.2

EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73* 27.B 2%

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

Contract 2010, as amended

B757-300

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

$149.46

B737-900, A321

$144.24

A319

$138.34

$125,546

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

$211.18

$177,391

$116,206

$202.55

$170,142

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

3-C-1-a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

MMG

Base Pay

Band 1*

$82.00

$68,880

$140.00

$117,600

Band 2*

$87.00

$73,080

$146.00

$122,640

Band 3*

$92.00

$77,280

$153.00

Band 4*

$97.00

$81,480

$160.00

HRxMMGx12

A319, A320, A321*

$100.01

$90,009

$166.68

HRxMMGx12

4.3

A320 family

$133.05

E190

$102.36

$111,762

$195.62

$85,982

$150.56

B737

A319 A320 A321

B737NG

A320

UPS (UPS)

16"%

No. of Vacation 401(K) weeks & Matching (%) accrual

401(K) DC

20%

24-B-5

$134,400

>6M=0 H 7-12M=17.31 H 1 = 17.31 H 2-3 = 34.62 H 4-6 = 45 H +7 = 51.92 H**

3% 100% Match 2% 50% Match

HRxMMGx12

$150,012

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

5% 1:2

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

8.B

16.B.2

16.4

$128,520

$164,321 70

3.C*

HRxMMGx12

$132.84

$135,497

4.C.1

4.H, 4.M*

HRxMMGx12

$126,470

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

None

*A321 coming end of 2015

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

5% 1:1

5% + 3%

None Specified

3.F.i

3.C*

HRxMMGx12

3.J**

3.E

$189.78

$193,576

1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days

9.7% 1:1

4.C.1

4.H, 4.M*

HRxMMGx12

11.B.2

19.B.2

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

28.C

$109.27

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

4.A

HRxMMGx12

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

$82.74

$69,502

$126.88

$106,579

Appendix A

4.A.1

HRxMMGx12

Appendix A

4.A.1

HRxMMGx12

7.A.1

$107.00

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

10.C.2*

HRxMMGx12

9.A.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

MMG

Base Pay

125% of 6% contributed

B747

$149.33

$111,102

3.A.1

3.B.1*

A380

$186.33

Wide Body

$174.15

Narrow Body

$153.22

B747

B757, B767, A300, B747, MD-11

$213.32

$158,710

HRxMMGx12

3.A.1

3.B.1*

HRxMMGx12

$190,057

$262.84

$177,633

$245.65

$156,284

$211.75

$268,097 85

$250,563 $215,985

Contract 2014, as amended

27.B 2%

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

28.B.2

27.A.2

401(K) DC

Health 14-25% Dental 20-30%

7.A.1

28.A.1

Appendx 27-A

>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

None, Pension plan(s) available

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

27.G.4.a

3.C.1.a

4.A.1

HRxMMGx12

3.C.1.a

4.A.1

HRxMMGx12

7.B

$144.27

$107,337

$192.36

$143,116

1-4 = 14 Days 5+ = 21 Days

>10 2.5%* <10 5%*

5.B.2

5.K

HRxMMGx12

5.B.1

5.K

HRxMMGx12

8.A

10.A

12%

$44 to $186*

15.A.1

6.G

$180,872

$261.67

$255,128

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

12.D.1

HRxMMGx13*

11.A.1.b

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

MMG

Base Pay

No. of Vacation 401(K) weeks & Matching (%) accrual

International Airlines

Contract 2010, as amended

*Reserves have a MMG of 75, 10.D.1

Percentage of health care Notes employee pays

10%**

Agreement 2013, Currently in negotiations *85/87/89 MMG based on days in bid period

EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*

>5 = 14 days <6 = 21 days

$185.51

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

Rule book 2014

No. of Vacation 401(K) weeks & Matching (%) accrual

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

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

Cargo Airlines

Aircraft Types Emirates

22-A

HRxMMGx12

Atlas Air

Kalitta Air

5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days

Major Airlines

Aircraft Types

FedEx Express (FedEx)

$183,817

$121,162

Southwest Airlines (Southwest)

Additional Compensation Details

4.3 JetBlue Airways (JetBlue)

$218.83

ISP & Gratuity Scheme

None

401(K) DC

*First year is 50 hours MMG, OutBase is 105 hours MMG, **Compan will match 50%

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

Contract 2006 as amended

*The company will match 100% of the >5 Yrs $20/$40** amount contributed. **$20 for <6 Yrs No Cost individual, $40 for family (per mo nth) 9.C.3 *Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2006 as amended

Percentage of health care Notes employee pays 0% Health 50% Dental

IBEX Airlines Qatar Airways

September 2015 | 33

Captain Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$50,000.00

Year 5 $100,000.00

Top Pay $150,000.00

$200,000.00

$250,000.00

American Airlines -‐ 2015

UPS -‐ 2006*

FedEx Express -‐ 2006

Delta Air Lines -‐ 2014

United Airlines -‐ 2012

Southwest Airlines -‐ 2014

Hawaiian Airlines -‐ 2010

Alaska Airlines -‐2013

JetBlue Airways -‐ 2013

Spirit Airlines -‐ 2010

Atlas -‐2011

Virgin America -‐ 2014

Kalitta Air -‐ 2007

Frontier Airlines -‐2009

Allegiant Air -‐ 2010

Sun Country Airlines -‐ 2005 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.

34 | Aero Crew News

First Officer Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$50,000.00

Year 5

Top Pay $100,000.00

$150,000.00

UPS -‐ 2006*

FedEx Express -‐ 2006

American Airlines -‐ 2015

Delta Air Lines -‐ 2014

United Airlines -‐ 2012

Southwest Airlines -‐ 2014

Hawaiian Airlines -‐ 2010

Alaska Airlines -‐ 2013

JetBlue Airways -‐ 2013

Kalitta Air -‐ 2007

Atlas -‐ 2011

Virgin America -‐ 2014

Spirit Airlines -‐ 2010

Frontier Airlines -‐ 2009

Allegiant Air -‐ 2010

September 2015 | 35

THE GRID

Regional Airlines

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

Highlighted blocks indicate best in class. ExpressJet (LXJT (Accey)

Airline name and ATC call sign

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

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

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

EMB145XR, EMB-145, EMB-135

$43.76

$39,384

$96.68

$87,012

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

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

3.A.1

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

8.A.1

7.A

CRJ-200

$43.16 $46.51

3.A

EMB-120

$37.15

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

$38,844

$99.31

$89,379

$41,859

$106.76

$96,084

HRxMMGx12

3.A

HRxMMGx12

CRJ-700, CRJ-900

CRJ-900

Republic Airways (Republic or Shuttle)

No. of Sick Time Vacation Accrual weeks & accrual Over 2,000 Pilots

Aircraft Types

4.A 80

$35,664

$76.21

$73,162

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$49.43

$44,487

$115.20

$103,680

$50.00

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

$103.30

$92,970

3027.2

3008.5.A.3* HRxMMGx12

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*** 3011.1**

3012.1

Years / YA** 1 = 12 days 2 = 12.99 days 3 = 14.02 days 4 = 15 days 5 = 15.99 days 6 = 17.01 days 7 = 18 days 8 = 21 days 9 = 21.99 10 = 23.01

1 Yr = 4.0 H/M 2 Yr = 4.33 H/M 3 Yr = 4.67 H/M 4 Yr = 5.0 H/M 5 Yr = 5.33 H/M 6 Yr = 5.67 H/M 7 Yr = 6.0 H/M 8 Yr = 7.0 H/M 9 Yr = 7.33 H/M 10 = 7.67 H/M No Max

401(K) Matching (%)

401(K)

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

<5 = 2. 5<10 = 10<15 = 15<20 = 20+ = 6

25.A.2

25.B.

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.

1.2-6%****

None

Sample only; refer to adjacent pages$82,746 for actual information PDO*** $91.94

EMB-140

EMB-145, Abbreviation and definitions: Q-400

<6 = 2.5%

401(K) Matching: Retirement plan, the company will match the EMB-170 employees up to the listed$97,623 percentage. Unless noted6-13 the $36.62contribution 75 $32,958 $108.47 = 4% 13+ =6% company will match 100% of what the employee contributes. ALPA: Air Line Pilots Association

EMB-175

$108.47

$97,623

EMB-190

$119.32

$107,388

None

Cancellation pay: When a leg or legs are canceled, the employee -will still3.Abe credited for that leg. Some companies will not cover 14.F all 3.I.1 HRxMMGx12 3.A HRxMMGx12 8.A.1 8.A.1 reasons for cancellations. Refer to the contract for Envoy more information. 1-4 = 3.5% formally EMB-145,

14.F

2 = 14 days $39.78 as shown 75 (Envoy) Deadhead: Positive space travel as a passenger for company business; paid in$35,802 above referenced column. 7 = 21 days CRJ-700*

None

DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly or LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 8.II.A 28.B*** yearly, refer to the contract for more information

28.B

American Eagle

EMB-140

EMB-175

IBT: International Brotherhood of Teamsters

Aircraft Types

FO Top Out Pay (Hourly)

CRJ-200

$37.73

MMG

$89.12

$80,208

$93.90

$84,510

Base Pay

Top CA pay

Base Pay

$33,957

$82.37

$74,133

1 = 7 days

PTO = 2.5 H/M 5-9 = 5.25% SSLB = 2.5 10-14 = 6.4% H/M 15-19 = 7% +14 = 28 days 200 Max 20+ = 8%

No. of Sick Time Vacation Accrual weeks & accrual 500-2,000 Pilots

401(K) Matching (%)

IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training. Endeavor Air <1yr=<7 dys*** 50% Match: (Flagship)

1-2yrs=7 days

1-5 = 6%

75 H/M >2yrs=14days 5-10 = 8% MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee will receive per month. The ability to2.5work more >5yrs=21days 10+ = 10% CRJ-900 $35,073 or less is possible, depends on the needs of the company, line holder or$38.97 reserve and open trips $88.18 for that $79,362 month.>16yrs=28days Vesting** -

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

Per Diem: The amount of money the company paysPSAthe employee for food expenses while gone from base, typically from show 50% time Airways Match: CRJ-200 $40.96 $36,864 $96.43 $86,787 < 1 = 7 days (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days to end of debrief time of that trip. Day trip per diem is taxable while overnight is not. CRJ-700 $42.44 75 $38,196 $104.57 $94,113 5+ = 4 H/M 5-7 = 4% UTU: United Transportation Union YOS: Years of Service with the company.

Mesa Airlines (Mesa)

36 | Aero Crew News Air Wisconsin (Wisconsin)

CRJ-900

$42.44

3.A.1

$38,196 4.A

HRxMMGx12

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

$105.62

$95,058

3.A.1

HRxMMGx12

$80.93

$73,808

$93.76

$85,509

$37.96

$34,620

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$48.51

$43,659

$106.08

$95,472

401(K)

None

28.B

.5-5 = 1 5-7 = 2 7-10 = 2 10+ = 3

> 7 = 21 days >14 = 28 days

485 Max

7-10 = 8% 10+ = 8%*

7.A

14.A

28.C**

28.C

2%*

None

24.B

< 1 = 7 days 0-1 = 1.52 H/M > 2 = 14 days 1-4 = 2.17 H/M > 5 = 21 days +4 = 3.0 H/M > 20 = 28 days 7.A

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

8.A 3.75 H/M

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

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

Sign on Bonus

CRJ-200 CRJ-700 CRJ-900

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

SkyWest Airlines (Skywest)

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

$7,500 w/ RJ type rating

Feb/15

Envoy formally American Eagle (Envoy)

EMB-145 DH-8-Q400 EMB-170 EMB-175 EMB-190

PSA Airways (Bluestreak)

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

$7,500* E170/175

CRJ-700*, $5,000 EMB-145, EMB$10,000** 175*

Aircraft Types

Endeavor Air (Flagship)

$12,500* E145

Feb/15

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

65 Hours

3008.19.A Republic Airways (Republic or Shuttle)

Hotel during new hire training

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

ExpressJet (LASA) (Accey)

Pay During Training

Per Diem

$1.80/hr

Mar/07**

2,370

4.C.2

Jul/15

$1.65/hr

Feb/07**

1,574

5.A.1

Jul/15

Total

3,944

3 Years

3,600

Paid for by company; dual occupancy

$1.80/hr

Company will pay 50% for sinlge room

$1.85/hr

3015.6.A.1

3009.1.A

$1,600 first Paid for by mo. then company; single occupancy MMG

64 hr MMG Paid for by + 16 hrs per company; dual diem per occupancy until day*** oral

Most Number of Do Business Pilots For: Junior CA hired

Sep/15

2,220

4.B.1

Aug/15

Jul/15

$1.85/hr + $0.05 increase every 3 yrs

2 1/2 Years

2,300

Jul/15

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$20,000*

Single MMG, but no Occupancy paid per diem by company

ALPA

Delta, AA

ALPA

CRJ-200 CRJ900

Online

Contract 2007 as amended, Currently in negotiations;

United, AA, USAir, Alaska, Delta

None

PDX, SEA, SFO, *Updated via section 3027.6.A LAX, SLC, PHX, Surface 3 LTE DEN, MSP, ORD, IAH, FAT, PSP, TUS

Pilot Agreeemnt signed August 2015

United, AA, USAir, Delta

IBT

ALPA

iPad

Yes****

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

DFW, ORD, JFK/LGA*****

CRJ-200 CRJ-700 CRJ-900

No - $1000 Referral*

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

None

CRJ-200

No Bonus, $1000 or $1250 ref.*

EMB-175

CRJ-700 CRJ-900*

None

$10,000

1,500

5.D.1

Jul/15

$1.75/hr

Hiring Street CAs**

1,197

5.A.1

Jul/15

Paid for by company; single occupancy

$1.43/hr

1.5 Years

855

5.B.1

5.A.2

Mar/15

Paid for by MMG & Per company; single Diem occupancy

76 Hours during training 5.A.2

DH-8-Q400

40 Months

2.5 hours per day

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

2.5 - 3 Years

796

5.A.1

5.D.1

Jul/15

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

3.5 Years

660

5.I.4

6.C

5.G.1

Jul/15

4 Hrs / Day + Per diem

$1.65/hr**

17 Months

523

3.H, 5.B

5.B.3

5.B.1

Jul/15

$1.60/hr

20 Months

555

Jul/15

May/15

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

Union

Delta

EFBs

Bases

$5,000

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

$1.70/hr

Notes

Pay based on DOS+2 years, 1% increases every year, *$20,000 per year for four years. Contract 2013 as amended

US Airways

ALPA

United, AA,

ALPA

US Air

CLT, DAY, TYS

iPad*

*$1000 referral bonus for employees if they refer a successful applicant, **Hiring street captains if they meet the minimum qualifcations otherwise once they reach 1,000 hours SIC time. Contract 2013 as amended

*Pilot must purchase iPad, **CLT PHX, CLT**, IAD, closing in 2015 IAH

380

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

ALPA

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

ANC, BOI, GEG, MFR, PDX, SEA

IBT

Contract 2012 as amended

Delta, AA

ALPA

iPad

$12,000 training contract pro-rated 12 mos. **DOS + 24 Mos. $1.70, ***DTW MSP, LAX, DTW, closing and SEA opening June 1, SEA*** 2015 Contract 2014 as amended

United, Delta

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

IBT

Contract 2007 as amended

Most Number of Do Business Junior CA Pilots For: hired

18 - 24 Months

JFK, DTW, MSP, LGA

ALPA

Union

EFBs

Bases

Notes

September 2015 | 37

Under 500 Pilots DH-8-100 DH-8-300 ERJ-145*

Contract 2003 as amended, Currently in negotiations *CRJ-700 gone by Dec/16, EMB-175 deliveries start Nov/15; **Bonus with 2 year contract, $10,000 with pipeline program; ***Until IOE complete; ****Pilot provides iPad and gear; *****JFK/LGA closed by end of 2015

Contract 2008 as amended

4.C

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

*Bonuses are paid within the first 30 days of training and are prorated if they do not complete training or leave within 2 years.

Contract 2003 as amended, Currently in negotiations

Most Number of Do Business Pilots For: Junior CA hired

$1.70/hr

3.D.1, 5.D.4

Notes

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **Will Surface 3 LTE MCI****, CLE, Reduce 11/2007 to 1/2011; ***AA DEN****, DFW*** flying out of DFW starting 3/2015; ****DEN & MCI closing Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain Surface 3 LTE ATL, DFW, DTW after first year, **Will reduce from 5/2008 to 9/2010

500 - 2,000 Pilots

Aircraft Types

Piedmont Airlines (Piedmont)

Bases

Sep/15

3.5 Years

4.A

United, AA***

EFBs

Comparing the old Agreement with the new Pilot Agreement

$1.65/hr

Online

Union

THE GRID

ALPA

*ERJ-145 will be on property by Fall CHO, EWN, MDT, 2015 ROA, SBY

+ Per diem 3.H, 5.B

GoJet Airlines (Lindbergh)

CRJ-700 THE GRID CRJ-900*

Aircraft Types

$10,000

SEA*** 5.B.3

5.B.1

Jul/15

$1.60/hr

20 Months

555

Jul/15

Contract 2014 as amended

General Information

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

May/15

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

United, Delta

2015

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

IBT

Contract 2007 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Tran States Airlines (Waterski) Cape Air (Kap)

Silver Airways (Silverwings)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air) Peninsula Airways Seaborne Airlines

Corvus Airways

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

$5,000 LOA 16

ERJ-145 ATR-42 C402 BN2

Saab 340b B1900D*

None

$12,000**

MMG + 1/2 Paid for by per diem per company; dual occupancy day 5.D.4

$24.90 @ 60 hrs 3.C.1

$1.70/hr

18 - 24 Months

380

5.A.3

5.D.1

Jul/15

None

$1.70/hr

13 Months

510

5.A.1

5.C.1

Jul/15

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

190

3.K.A

6.E.5.A

6.G.1

Jul/15

MMG & Per Diem

Paid for by company; dual occupancy

$1.75/hr

18 months

220

5.C

Jul/15

Feb/15

$1.50/hr

Jan 2013

176

DH-8-100 DH-8-200

MMG

Paid for by company; dual occupancy

B1900D EMB-120

3.G

5.A.8

None

5.B.3

Jul/15

$1.35/hr

13 Months

100

Saab 340A, Saab 340B*

4.D

Jul/15

$50/day

2012

120

DH-8-300 S340

$30/dom, $50/int

*ERJ-145 will be on property by Fall CHO, EWN, MDT, 2015 ROA, SBY

ALPA

Contract 2013 as amended United, AA

ALPA

IAD, STL, ORD Contract 2011 as amended

Hyannis Air Service DBA Cape Air

IBT

No Contract 2012 as amended

*Gone after November; **$3,000 after MCO, FLL & IAD; IOE, $3,000 after 1 year, $6,000 after TPA, GNV, CLE & 2 years; ***11 Codeshares; ****Bases ATL**** closing Contract 2011 as amended

Self***

IBT

United

ALPA

EWR, IAD

UTU

DEN, PHX

None

ANC, BOS

Contract 2008 as amended

SJU, STX

Need contract

Oct/14

B1900C B19000D* DH-8

$40.00 per over night

Island Air DH-8-100 DH-8-Q400

MMG* 3.C.1

Total Pilots

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

Aug/07

Hageland, Frontier

*After 6 months pay goes to $40 on B1900, first year pay adjusted for this.

None

Need contract

Oct/14 Jul/08 Oct/14

*$1,100/Mo. Base Salary Need contract

Oct/14 Jan/13

15 Month, $7,500 training contract required. Contract 2006 as amended

Self

ALPA

HNL

Codeshare for United, Hawaiian and Go; *Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro Contract 2009 as amended

20,072

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Over 2,000 Pilots

None

100%

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

$150 / yr****

3.D.5

6.A.2

21.H.9.d

24.H.3

3:45

None

1:2**

None

100% Air / 50% ground

100%

$17 / month after 90 Days

None

3.F.1 & 2

8.A.1 & 2

13.G

5.D.4

176

4:00

None

100%

$100/6 mo****

None

12/12 or 11 for reserve in 30 day month

Yes*

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

10 or 11*

Yes**

FAA Part 117

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

1:2***

None

Envoy formally American Eagle (Envoy)

150%

3017.7.C.1.g

3008.12.A

3016.1

3017.3.A

3008.14.A

3009.3.A

12/11

None*

170

4**

None

75% Air; 50% Ground

100%

$200***

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

Yes

616

3.9 Res 3.7 Line

None

50% 75% in 2017

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

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

75%

100% unless red flag is up

New hires pay 50%, all others

None

38 | Aero Crew News Endeavor Air (Flagship)

Yes

Min Day Min Trip Duty Rig Trip Rig Credit Credit

501

None

Contract 2004 as amended, Currently in negotiations

*Bid period with 30 days line holder is only 11 days off; *Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *30 or 31 day bid period; **Must remain on reserve for that period; ***1:1 after 12 hrs; ****After completing first year and $400 max Comparing the old Agreement with the new Pilot Agreement

Pilot Agreeemnt signed August 2015

*Can not go below MMG, **Reserves Company provided only, ***After completing first year, -

Last, Best Final Offer from the company.

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

500 - 2,000 Pilots 14

Notes

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

None

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

Republic Airways (Republic or Shuttle)

Headset Reimbursement

Contract 2003 as amended, Currently in negotiations Notes

*Starts 1/1/2015

Shuttle)

Envoy formally American Eagle (Envoy)

Endeavor Air (Flagship)

PSA Airways (Bluestreak)

23.E.1

3.E & F

23.C.1

Yes

616

10.B.1

3.F.2

10.A.2

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

None

50% 75% in 2017

150% or 200%*

Pilots pay 50% except leather jacket 100%

3.E.1 & 2

3.K

LOA

6.A

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

501

None

75%

3.R.4

3.N.1

12.H.1

3.H.1

8.A

3.M.3

Yes*

13 , 14.5 on CDO

195

3.5**

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

4.D

3.L

THE GRID

Contract 2003 as amended, Currently in negotiations Notes

*Starts 1/1/2015 None 26.A.1

Contract 2013 as amended

$400****

None

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

3.J

17.B.2.A

Company pays half of blazer and pants only

None

18.C, 18.H

Contract 2013 as amended *Applies only in the absence of Line guarantee, refer to contract section for clarify, ***200% for junior manning and improper reassignments.

FAA Part 117

205

2, 1 or 4*

None

50%

100% or 200%**

12.B

3.G

12.E

6.A

3.H.1

5.E.2

12/12

Yes*

12, 14 or 13**

294

2:1

4:1

100%

150%

$260 / yr***

$50*

25.E.8.a

3.D

12.B.1

3.C.1.a

3.C.1.b

3.E

3.B.1

18.C.2

18.E

Contract 2003 as ammended

$200

None

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

3 hours or See Trip Duty Rig Rig 3.C.1.c

13*

Yes

FAA Part 117

239

4**

See Trip Rig

50%***

25****

100%

150% or 200*****

7.A.4.a

5.B.3

7.A.2.a

5.C.2.a

5.4.2.d

26.M.5.A

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

None

11 or 12*

Yes**

FAA Part 117

392

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

4.B.1

8.A

3.G

11/10*

No*

4**

None

50%

7.A.2.a

5.C

7.B.1

5.I.1

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

26.3

26.C.1

150%

$25 / Month

None

5.H

5.E

26.K.5.a

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

75% air; 50% ground

100%**

$25 / month

None

Min Day Min Trip Duty Rig Trip Rig Credit Credit Under 500 Pilots

3.G.3.a

8.B.5, 8,C,3

25.G

26.Y.4

None

100%

150%

$25 / month

None

12.E.1

LOA 201107

3.H.1

3.E.2

5.F.3

100% or 150%**

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

Yes as needed

25.A.5

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

3.F

None*

14.E.2

3.I

14.B

3.B.V.I.

3C1B

2:1

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

3.B.1.c

7.D.1

3.D

5.J

None

50%

100% or 3 Hrs***

Company pays 50% every 2 yrs up to $200

None

Yes*

161

6.D.3 & 4

6.H.8.a

8.A.1

14.5**

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

192

3.B.1

None

3.E

12.B.1.a

3.D.2.a

8.A.2

3.F.1

5.D.3

14 or 15*

3.75

None

50%

100%

Paid by company after 2 YOS**

None

3.C.2

18.C.1

18.B.5

3.C.4

18.J.1.b

19.D

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

Yes***

FAA Part 117

123

3.8

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

4.F.1

4.A.4

15.AA

*See examples in refenced contract section, **Unless available for premium pay

Corvus Airways

Notes

246

170

Contract 2007 as ammended

Yes*

Seaborne Airlines

Contract 2014 as amended

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

LOA 12

3.G.4.a

None

Yes

5 on 2 off

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

Yes & No*

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

185

Yes

12/11

Contract 2008 as ammended

4 per day*

100% for 135 50% for 121

Peninsula Airways

Island Air

100% unless New hires pay red flag is up 50%, all others get $240 per year* 150%

Yes

Last, Best Final Offer from the company.

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

3.9 Res 3.7 Line

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

Silver Airways (Silverwings)

500 - 2,000 Pilots

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

4.B, C, F

Contractual Work Rules

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

3.C

Contract 2013 as amended

*Line holders only

Contract 2011 as amended *Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%

Contract 2011 as amended

*There are exeption to cancelation pay, see referenced contract section. **Aloud 1 hour more to dead head to base. ***Additionaly incentive offered on a case by case basis Contract 2008 as amended

*For continuous duty overnights, **and every two years thereafter,

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

September 2015 | 39

Additional Compensation Details

THE GRID

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

EMB145XR, EMB-145, EMB-135

$43.76

$39,384

$96.68

$87,012

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

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

3.A.1

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

8.A.1

7.A

CRJ-200

$43.16

CRJ-700, CRJ-900

$46.51

3.A

EMB-120

$89,379

$41,859

$106.76

$96,084

HRxMMGx12

3.A

HRxMMGx12

$37.15

4.A 80

$35,664

$76.21

$73,162

$45.77

$41,193

$106.67

$96,003

$48.52

$43,668

$113.07

$101,763

EMB-175

$48.70

$43,830

$113.20

$101,880

$49.43

$44,487

$115.20

$103,680

$50.00

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

EMB-140

$91.94

$82,746

EMB-145, Q-400

$103.30

$92,970

$108.47

$97,623

EMB-175

$108.47

$97,623

EMB-190

$119.32

$107,388

3.A

HRxMMGx12

EMB-170

Endeavor Air (Flagship)

$99.31

CRJ-200

Envoy formally American Eagle (Envoy)

$38,844

CRJ-700

CRJ-900

Republic Airways (Republic or Shuttle)

EMB-145, EMB-140

3027.2

$36.62

3.A

3008.5.A.3* HRxMMGx12

3.I.1

$32,958

HRxMMGx12

$89.12 $39.78

$35,802

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$37.73

CRJ-900

$38.97

CRJ-700* EMB-175

$80,208

$93.90

$84,510

HRxMMGx12

LOA**

HRxMMGx12

Base Pay

Top CA pay

Base Pay

$33,957

$82.37

$74,133

$35,073

$88.18

$79,362

HRxMMGx12

3.A.1

HRxMMGx12

$36,864

$96.43

$86,787

$38,196

$104.57

$94,113

$38,196

$105.62

$95,058

PSA Airways (Bluestreak)

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air) Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

No. of Sick Time Vacation Accrual weeks & accrual Over 2,000 Pilots

Aircraft Types

3.A.1

CRJ-200

$40.96

CRJ-700

$42.44

CRJ-900

$42.44

3.A.1

4.A

HRxMMGx12

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

3.A.1

HRxMMGx12

$80.93

$73,808

$93.76

$85,509

$37.96

$34,620

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$48.51

$43,659

$106.08

$95,472

3.A.1

4.A

HRxMMGx12

3.A.1

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

App. A.D

5.B.1

HRxMMGx12

App. A.B

HRxMMGx12

None

30%

27.A.1*

27.A.1

28.A.3

1.2-6%****

None

14.F

8.II.A

No. of Sick Time Vacation Accrual weeks & accrual 500-2,000 Pilots <1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days

2.5 H/M

7.A.3.b

None

28.B***

28.B

401(K) Matching (%)

401(K) DC

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

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

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

27%

7.A

14.A

28.C**

28.C

2%*

None

24.B

24.A

3.75 H/M Max 375

25%

14.A.1

28.B**

28.A

27.D.2.a

None

Company Discretion

None

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

Contract 2014 as amended

27.B.1

Contract 2007 as amended

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

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

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

1% Veste 100% after 3 YOS

14.A

27.D.1

27.D

401(K) Matching (%)

401(K) DC

5.B.2

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

Piedmont Airlines

40(Piedmont) | Aero Crew Q-100, News Q$39.64 300

$35,676

$88.43

$79,587

13.A.1

No. of Sick Time Vacation Accrual weeks & accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days

4 H/M

Contract 2012 as amended

27.A

3.D

*MMG based on 35 day bid period

27.C

Contract 2003 as amended

27.C

$103,914

$86,109

Contract 2008 as amended

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

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

$115.46

$96.97

Contract 2013 as amended

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

Contract 2013 as amended 27.B.4 *Pilots shall receive as the Company Based on rates set matching contribution the greater of by company and the amount contributed to any other insurance provider Company employees or two percent

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

$42,777

$33,478

*Pay based on DOS+2 years, 1% 32% for medical increases every year; **Based on YOS, ***>1 year prorated (35% 1/1/15), 25% dental 27.A.2

< 1 = 7 days 0-2 = 3 H/M > 1 = 14 days 2-5 = 3.25 H/M > 5 = 21 days 5+ = 3.5 H/M > 15 = 28 days Max 450

Contract 2003 as amended, Currently in negotiations

Percentage of health care Notes employee pays

28.B

28.A.3.b

28.B

8.A

Contract 2003 as amended, Currently in negotiations

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

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

$47.53

$37.70

14.B

14.A

7.A

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

*Based on YOS, **Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of $15 for pilot per a PDO bank @ 4 hrs per day. ***Paid Days Off is used for vacatoin and sick pay period, $25 for pilot and spouse, time. PDO may be paid out at end of year. ****Other dependents paid for $35 for family**** in full by pilot until after first year.

None

< 1 = 7 days 0-1 = 1.52 H/M > 2 = 14 days 1-4 = 2.17 H/M > 5 = 21 days +4 = 3.0 H/M > 20 = 28 days

Contract 2007 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015

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

E-170, E-175

CRJ-700

38%

1-4 = 3.5% PTO = 2.5 H/M 1 = 7 days 5-9 = 5.25% SSLB = 2.5 2 = 14 days 10-14 = 6.4% H/M 7 = 21 days 15-19 = 7% 200 Max +14 = 28 days 20+ = 8%

*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. Contract 2004 as amended, Currently in negotiations *Vesting based on YOS, **1.2 Days per month of employment.

8.A.1

14.A.1

LOA 9

8.A.1

13.B

$102,443

25.B.2

None

3 H/M

$115.69

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

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

7.B.2

$42,486

25%

PDO*** 1 Yr = 4.0 H/M 2 Yr = 4.33 H/M 3 Yr = 4.67 H/M 4 Yr = 5.0 H/M 5 Yr = 5.33 H/M 6 Yr = 5.67 H/M 7 Yr = 6.0 H/M 8 Yr = 7.0 H/M 9 Yr = 7.33 H/M 10 = 7.67 H/M No Max

< 5 = 14 days > 5 = 28 days

80.5

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

Years / YA** 1 = 12 days 2 = 12.99 days 3 = 14.02 days 4 = 15 days 5 = 15.99 days 6 = 17.01 days 7 = 18 days 8 = 21 days 9 = 21.99 10 = 23.01

HRxMMGx12

$47.98

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

3012.1

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

Q-400

401(K) DC

3011.1**

Percentage of health care Notes employee pays

401(K) Matching (%)

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

*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;

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

Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.D

CRJ-700

$37.70

5.B.2

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Q-100, 300

Q-

Tran States Airlines (Waterski)

Cape Air (Kap)

Great Lakes Airlines (Lakes Air)

Peninsula Airways

3.D

HRxMMGx12

> 15 = 28 days

Max 450

6+ = 8%

7.A.2**

14.A

28.B.2

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

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

1% Veste 100% after 3 YOS

14.A

27.D.1

27.D

401(K) Matching (%)

401(K) DC

Additional Compensation Details $33,478

$96.97

$86,109

HRxMMGx12

Base Pay

Top CA pay

Base Pay

13.A.1

No. of Sick Time Vacation Accrual weeks & accrual Under 500 Pilots > 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%

27.B.2

Contract 2014 as amended

27.B.1

Contract 2007 as amended

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

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

$35,676

$88.43

$79,587

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 = 2 H/M 3-5 = 3 H/M +6 = 4 H/M 300 Max

1-4 = 4%** +4 = 6%** 50% Match

None

38% Employee, 50% Family

14.A

4 H/M

$43.68

$39,312

$101.43

$91,287

3.C.1

HRxMMGx12

7.A.1

28.D

27.C.2

$62,442

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

up to 4%**

None

50%

8.A.1

5.G.1

5.A & B

$12.72

$26,458

$30.02

Per week*

HRxMMGx52

Saab 340b

$36.79

$33,111

$78.30

HRxMMGx52 $70,470

B1900D

$28.47

$25,623

$62.46

$56,214

3.L

3.G

HRxMMGx12

3.L

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

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

HRxMMGx12

11.A.1

13.A.1

24.F

24.B.1

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

2.5 H/M

None

40.5%

Q-200, Q300

$37.00

$33,300

$75.64

$68,076

LOA 8.V

3.D.1.a

HRxMMGx12

LOA.8.V

HRxMMGx12

7.A.1

14.A.2

28.C

27.D

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

20.A

B1900D, EMB-120

$21.52

$19,368

$48.53

$43,677

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

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

*First year is prorated. **50% matching based on YOS.

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 *First year is prorated

Contract 2008 as amended *From zero to 3 years,

Need contract

S340

$44.00 $40.00

B1900C, B19000D*

DH-8

Island Air

Contract 2013 as amended

Saab 340A, Saab 340B*

Seaborne Airlines DHC-6-300

Corvus Airways

THE GRID

Percentage of health care Notes employee pays

$39.64

CommutAir (CommutAir)

HRxMMGx12

ERJ-145

ATR-42, C402, BN2

Silver Airways (Silverwings)

4.A.1

Q-100

$38.57

ATR-72

$40.50

3.A

HRxMMGx12

$14,400

HRxMMGx12

$37,027

$79.83

$76,637

$38,880

$100.98

$96,941

$100.98

$82,400

4.A.2

HRxMMGx12

3.A

HRxMMGx12

Q-400 -

HRxMMGx12

*Based on profitability

Yes*

Need contract None

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

7.6 H/M 480 Max 720 Max*

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

5.A

12.A.1

LOA 2

None

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

Need contract *After 5 YOS.

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

Contract 2009 as amended

Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.

September 2015 | 41

Captain Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$25,000.00

Year 5

Top Pay

$50,000.00

$75,000.00

$100,000.00

Horizon Air -‐ 2012 SkyWest -‐ 2015 Compass Airlines -‐ 2014 Republic Airways -‐ 2003 ExpressJet (LASA) -‐ 2007 Envoy -‐ 2014 PSA Airways -‐ 2013 Air Wisconsin -‐ 2003 Mesa Airlines -‐ 2008 Trans States Airlines -‐ 2011 ExpressJet (LXJT) -‐ 2004 GoJet Airlines -‐ 2007 Corvus Airways Seaborn Airlines Endeavor Air -‐ 2013 Piedmont Airlines -‐ 2013 Island Air -‐ 2009 Silver Airways -‐ 2011 CommutAir -‐ 2008 Peninsula Airways Cape Air Great Lakes Airlines -‐ 2006 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.

42 | Aero Crew News

First Officer Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$10,000.00

Year 2

Top Pay

$20,000.00

$30,000.00

$40,000.00

$50,000.00

Horizon Air -‐ 2012 SkyWest -‐ 2015 Air Wisconsin -‐ 2003 ExpressJet (LASA) -‐ 2007 Corvus Airways Compass Airlines -‐ 2014 Seaborn Airlines ExpressJet (LXJT) -‐2004 Trans States Airlines -‐ 2011 PSA Airways -‐ 2013 Envoy -‐ 2014 Peninsula Airways Island Air -‐ 2009 Endeavor Air -‐ 2012 Piedmont Airlines -‐ 2013 Mesa Airlines -‐ 2008 GoJet Airlines -‐2007 CommutAir -‐2008 Silver Airways -‐ 2011 Republic Airways -‐ 2003 Cape Air Great Lakes Airlines -‐ 2006 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing. Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.

September 2015 | 43

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

Upcoming Job Fairs Denver Pilot Job Fair

Fort Lauderdale Pilot Job Fair

Date: Friday, September 25, 2015 Tickets available: August 17, 2015 @ Noon

Date: Friday, November 13, 2015 Tickets available: October 5, 2015 @ Noon

Dallas / Fort Worth Pilot Job Fair Date: Friday, January 15, 2016 Tickets available: December 7, 2015 @ Noon

Career Services Application Review Resume Critique

AeroCrewSolutions.com

Career Consulting Interview Prep

Mail@AeroCrewSolutions.com