Aero Crew News, September 2017

September 2017

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 . . .

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contents

September 2017

Letter From the Publisher

8

41st Annual Convention for OBAP

Aviator Bulletins 10 Latest Industry News

Pilot Perspectives 16 It Pays to be Personable

30

MILLION-AIR 20 The Four Biggest Financial Mistakes And How To Avoid Them

Fitness Corner 24 BPA Hazards and Flight Crews

Contract Talks 28 Open Time

34

Food Bites 30 Choo Choo Barbecue

Skylaw 32

The “New” FAA Compliance Philosophy

Exclusive Hiring Feature

34

Cockpit 2 Cockpit

42

Southern Airway Express OBAP After-Action Report

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

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the grids Airlines in the Grid

Sections

Updated

The Mainline Grid

50

Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Airline Base Map

The Regional Grid

The Flight Attendant Grid

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General Information Work Rules Additional Compensation Details Airline Base Map

66

General Information Work Rules Additional Compensation Details

Legacy

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

Major

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

International Qatar Airways

Cargo

ABX Air Ameriflight Atlas Air

FedEx Express Kalitta Air UPS

Regional

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

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 info@AeroCrewNews.com September 2017 | 5

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

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Letter From the Publisher

Photo by: Melody Hood Dear Readers, Last month my photo editor, Melody Hood, and the author of Cockpit 2 Cockpit, Marc Himelhoch, and I were able to attend the 41st Annual Convention for the Organization of Black Aerospace Professionals in Orlando, FL. The sold out convention had over 1,800 aviation professionals and 55 exhibitors attended the convention.

As usual there was plenty of swag for the attendees to choose from. Such things as bags, notepads, sunglasses in every imaginable color, more pens than you can imagine and my personal favorite was the fidget spinner from TMC Jets. I never understood the rave with fidget spinners, but once I picked it up I couldn’t stop playing with it. I may have driven Melody a little bit crazy with it.

OBAP is one of my favorite aviation conventions. I enjoy the people, talking with the various airlines and pilots, and I always learn something new. I highly recommend attending if you ever get the chance to.

Be sure to read Mark’s excellent write up of the convention and hopefully we’ll see you there next year!

Craig D. Pieper Be Safe,

Craig D. Pieper Publsiher, Aero Crew News

Craig Pieper is the Publisher and Founder of Aero Crew News. Craig is responsible for the content, layout design, website design and organization of the material and people producing the material for the magazine. He obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992.

We gladly accept and encourage letters to the publisher. These letters will be reviewed and published at the sole discretion of the publisher. Please limit your letters to the publisher 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.

8 | Aero Crew News

Back to Contents

August 2017 Here’s what you missed last month. Aero Crew News featured Southwest Airlines. Contract Talks discusses Money, Money, Money. Fitness Corner takes you to the next level of Fitness Accountability.

Million-Air reveals the secrets of the Three Things the Most Financially Successful People Do. Cockpit2Cockpit reveals Skeletons in the Closet?

Pilot Perspectives educates on the Keys to Success: Mentorship, Networking, Professionalism. Lastly, there’s always more aviation news with Aviator Bulletins from Mesa Airlines, Envoy Air, Jet Linx, Delta MEC and Alaska Airlines.

To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/

Credits Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design By Craig Pieper, Melody Hood Additional Contributors Joshua Dils, Lauren Dils, Andy Garrison, Marc Cervantes, Marc Himelhoch, Sal A. Lagonia Aviator Bulletins Provided by the companies listed Southern Airways Express Feature Contributors Julie Puckhaber, Keith Sisson Photographs By Melody Hood Additional photographs as noted.

© 2017 Aero Crew reserves the right to in this magazine. prosecutors will be

News, All Rights Reserved. Aero Crew News all the data, articles and information contained Unauthorized use is strictly prohibited and persecuted to the fullest extent of the law.

September 2017 | 9

Aviator Bulletins

The latest aviation industry hiring news and more.

Endeavor Air Announces 31 Dual-Class Aircraft Increase, Atlanta CRJ-900 Crew Base

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Image provided by Endeavor Air

n late August, Endeavor Air announced an opportunity that grows the airline, strengthens its future, and signals another significant commitment from Delta Air Lines. In a move that shifts 31 aircraft from another Delta Connection partner to Endeavor, the Minneapolis-based regional airline will expand its network and increase its fleet to 154 aircraft by July 2018.

“The commitment from Delta to continue to grow Endeavor is a direct reflection of the type of organization we have become,” Gumm said in a memo sent to all employees. “While our employees deliver ‘best in class’ performance day-in and day-out, they do so while upholding the Delta standard. Our workplace culture reflects what Delta is looking for in a long-term partner.”

The announcement outlines the addition of 28 Bombardier CRJ-900 aircraft, increasing the world’s largest fleet of the 76-seat aircraft to 109; Endeavor will also acquire three Bombardier CRJ-700 aircraft. The airline also plans to draw down its 50-seat CRJ-200 fleet by 16 aircraft, to 42 CRJ-200s, for a total net gain of 15 aircraft once all aircraft have been inducted at Endeavor.

The increase in aircraft also necessitates the need to open a CRJ-900 crew base in Atlanta, scheduled for late October.

The shift away from 50-seat flying allows Endeavor to focus on its dual-class operation, while delivering a seamless customer service experience for customers connecting in some of Delta’s most heavily traversed hubs. As part of this announcement, Endeavor also said it plans to close its Minneapolis (MSP) CRJ-200 crew base; the airline noted that it will continue to operate a robust CRJ-900 base in MSP.

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Ready to give your career wings at Endeavor Air? Click here to apply today.

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ExpressJet Airlines Secures Long-Term Agreement with United; Expands United Career Path Program

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or pilots wishing to secure a Flight Officer position at United, ExpressJet Airlines is the right choice for you.

In addition, ExpressJet is strengthening its partnership with American Airlines by growing its American Eagle fleet to 20 CRJ700s.

Last month, ExpressJet secured a new, five-year agreement with United to fly over 125 ERJ145s, as well as expanded access to the United Career Path Program (CPP), the fastest way to United Airlines.

Pilots who successfully complete the interview process and are offered a job can earn up to $17,500 in bonuses. To apply, visit expressjet.com/apply. For more information, please contact a recruiter at pilotrecruiting@ expressjet.com.

Through the CPP, United has committed to at least 1 in 4 United new hires to come directly from ExpressJet CPP participants. This makes ExpressJet’s CPP one of the fastest and most expansive pathways to a major airline offered in the industry.

Image provided by ExpressJet Airlines

September 2017 | 11

Aviator Bulletins

The latest aviation industry hiring news and more.

At Envoy, It’s Growth as Usual The 40th Embraer 175 (E175) was delivered to Envoy in August from the Embraer factory in Brazil. The airline expects four more E175s to join its fleet by the end of this year bringing its total number of E175s to 44!

Images provided by Envoy

A steady climb in fleet numbers paired with a flow of skilled pilots signals a bright future for Envoy. If you would like learn more about joining the hundreds of pilots achieving their dreams of flying for American Airlines, email EnvoyPilotRecruitment@ aa.com, follow Envoy on Facebook or stop by one of many recruiting events listed on the web at envoyair.com/events.

A

ugust proved to be an eventful month, with Envoy continuing to grow its fleet and provide the most reliable career path for future commercial pilots.

On Tuesday, Aug. 22, representatives from Envoy took an Embraer 145 to Tulsa, Okla., to formally welcome Spartan College of Aeronautics and Technology to the Envoy Cadet Program. As a result of the partnership, Spartan students will now have secured spots at Envoy as a regional airline pilot, and the opportunity to continue their career flying with American Airlines.

“We created the Cadet Program to ensure we continue to recruit quality pilots to position Envoy for success,” said Natalie Nielsen, Director of Pilot Recruitment. “We’re pleased to welcome Spartan to the Cadet Program, and look forward to seeing some of their students flying Envoy aircraft in the future.”.

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Aircraft Growth, Rapid Upgrades, and Newly Increased Compensation Makes CommutAir a Pilot’s Number One Choice

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ommutAir has been on a growth tear since its inaugural jet flight in 2016. The carrier recently signed a Memorandum of Understanding (MOU) with United Airlines that will triple its fleet size to over 60 aircraft which will double the size of its pilot workforce versus today.

To respond to its increased pilot needs, CommutAir recently increased its pilot sign-on bonus to $22,100, payable to all qualified pilots before their start date, boosting first-year compensation to $74,000. Also, New hire pilots can expect to exit reserve status and hold a line within a couple of months of Initial Operating Experience (IOE). Qualified First Officers can also expect Captain upgrades almost as soon as they achieve the required qualifications.

CommutAir’s most junior Captain was hired in April 2017. CommutAir also has United’s first and best Career Path Program (CPP) - the most efficient route to a United Airlines flight deck.

I.e., CommutAir is the recipe for success for airline pilots: •

Real sign-on bonus (when you sign on!) And firstyear compensation of over $74,000

•

Actual flying time. Rapid upgrades and minimal reserve time

•

Best United CPP

•

First and finest commuter program

Combine the above with CommutAir’s bases in Newark and Washington-Dulles (think same day commutes!) and the industry’s most collegial and informal culture, and it is no wonder that pilots heading off to United speak fondly about their time at CommutAir. Thanks to its growth plan, CommutAir also recently announced an expansion of its Washington-Dulles Flight Training Center. The facility will consolidate all non-simulator crew training and deploy state-of-theart technology, software, and equipment. Jeff Harris, CommutAir’s newly-appointed Director of Flight Training, is leading the project. Jeff brings a wealth of experience from Flight Safety International where he managed 17 simulators and worked with multiple airline training programs. This hub-located training facility will help reduce unnecessary pilot travel, offer aircraft access and training material, and provide pilots and flight attendants with an efficient training footprint. CommutAir’s simulator facility is in Cincinnati.

CommutAir continues to spread its wings in the United Express system as it adds destinations on behalf of United Express. The delivery of additional aircraft and growth is creating career opportunities in all areas. For more information, visit www.flycommutair.com/careers or visit Facebook for further updates.

Image provided by CommutAir

September 2017 | 13

Missing Crew Member,

Crystal Seratte McDowell

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wo Fridays ago a friend, fellow co-worker and crew-member went missing. She was last seen in Baytown, Texas on the morning of August 25th 2017. Her Mercedes was found a few days later buried in water due to Hurricane Harvey at a Motel 6 parking lot off of interstate 10 and 146.

Crystal vanished before the impending category 4 Hurricane Harvey hit the Baytown area. Crystal is a real estate agent, a flight attendant, instructor and a mother of two. Search efforts have been difficult with the massive flooding accompanied with the hurricane.

Right now there is a $15,000 reward for any information leading directly to the safe return of Crystal

14 | Aero Crew News

Seratte McDowel. If you have any information about Crystal please contact Detective Walters at the Chambers County Sherriff’s Office at 409-656-3729 or call 911.

Hurricane Harvey has caused wide spread devastation and flooding across Texas and Louisiana. While we keep everyone in Harvey’s path in our hearts, as crew members we have a special place in our hearts for fellow crew members.

Crystal was also a contributor to The Flight Attendant Grid in Aero Crew News. Her family, friends and co-workers will not rest until she is found. Please help us share her story so we can find someone that knows something.

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

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

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

FAA Security & Investigations Division (405) 954-4848

Pilot Perspectives

Written by: John Hackworth

It Pays To Be Personable

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’d like to share with you the story of Nolan Watkins, a pilot whose path took him across oceans, continents and multiple carriers, ultimately landing him his dream job. The hope is by sharing his story, we learn that through determination, patience and ultimately a positive, personable and professional attitude, we unwittingly open doors and opportunities that make our sacrifices well worthwhile.

Like many of us, Nolan Watkins always wanted to be a pilot.

After graduating high school, Nolan enrolled at Embry-Riddle Aeronautical University, where he took his first steps towards fulfilling his dream. After building time as a flight instructor at EPIC Flight Academy and Sierra Academy of Flight, Nolan accepted a position as a First Officer for PSA out of Charlotte, NC. He was on his way towards achieving his ultimate goal, but not without additional sacrifice and effort.

As a pilot, one of the many advantages our career offers is the opportunity to decide where we would like to live. As you can imagine, this rare privilege offers pilots chances of a lifetime, to set roots wherever their heart desires, whether it is returning to where they grew up or exploring new destinations.

While on the surface, this is an extremely alluring advantage, it may come with a heavy cost. Commuting can be taxing on an individual as it often requires pilots to travel on days off, and depending on distances, may mean hours of flying just to get to work. It’s a sacrifice many make with the hope of one day working for their dream carrier, which may or may not require them to continue the commuting life.

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For Nolan, calling Hawaii home was an easy and obvious decision. Beyond the predictable facts that Hawaii is both beautiful and rich in history, it’s also where Charity Tsuchiyama, Nolan’s fiancée, is from and where her family lives. Not wanting to be in a long-distance relationship, Nolan made the decision to commute rather than separate from Charity who is also a pilot for Skywest Airlines. This of course meant both spent countless hours traveling to and from base, crossing first the Pacific then the American Continent, all the while having to make connecting flights. The stress, both physically and mentally, is a daunting reality for many commuters. As Nolan neared his second year at PSA and with upgrade times continuing to lengthen, he realized that if Hawaii was to remain home, a solution to his lengthy commute was necessary. He applied to Compass Airlines in hopes of both reducing his commute and upgrading within a reasonable period of time.

After accepting a First Officer position with Compass Airlines out of Los Angeles, Nolan had successfully reduced his commute from 12 hours to 6. While this improvement in quality of life was immeasurable, the commute remained a tiresome and overwhelming process. During this time, developments between PSA and its business partners meant upgrade times had significantly reduced and had Nolan stayed, he would have been months away from captain upgrade. Simultaneously, Compass, which had a relatively short upgrade time, began reducing the number of captain slots which meant Nolan was to remain a First Officer for the foreseeable future. While clearly a

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Pilot Perspectives

frustrating circumstance, Nolan maintained a positive outlook on his future and looked forward to what lay ahead.

As a L.A. based pilot with Compass Airlines, Nolan found fortune while commuting to and from Honolulu. Over the years, Nolan had become a familiar face among Hawaiian Airlines crewmembers as he often found himself taking the jumpseat.

During such rides, jumpseater and crew talk at length about the odds and ends of their jobs and lives as means of passing time.

On occasion, Nolan found himself connecting on a personal level with crewmembers and established a positive rapport.

One overnight, Nolan found himself in the company of some Hawaiian Airlines pilots en route to the hotel. It turns out, Nolan and the captain recognized each other from a previous flight and the two decided to grab dinner. Over the course of the evening, Nolan shared his experiences and aspirations, as we often do while conversing with our peers. Further impressed with Nolan’s demeanor, the captain offered to walk Nolan’s résumé into the recruitment office of Hawaiian Airlines.

A few months later with an interview in the bag, Nolan is now awaiting a class date with Hawaiian Airlines. It’s worth mentioning that during his interview, the simulator instructor made a point of saying he recognized Nolan from prior flights and was happy to see him. Based out of Honolulu and unsure which aircraft he will initially be assigned, Nolan is finally home and with the airline of his dreams. Like many of us Nolan worked hard while earning his ratings, and worked hard as a First Officer for both PSA and Compass Airlines. What set Nolan apart was more than good fortune, but a professional

and positive attitude. His ability to connect with and make a positive impression with those he encountered is part of the many moving pieces that resulted with his new job. Be the kind of person you’d enjoy spending time with and be the professional both while on and off the job.

About the Author The majority of my youth was spent living overseas and through the years of constant travel, I garnered a passion for aviation. After receiving my undergraduate degree in Business from Northeastern University in ’07, I pursued my dream by attending Embry-Riddle Aeronautical University, where I eventually became a flight instructor, and earned a Master of Business degree in Airline Management. As an instructor, I was fortunate to have met many amazing people, both colleagues and students, many with whom I am still in contact.

I am eager to continue my passion for both aviation, as well as mentorship.

September 2017 | 17

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MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

T h e Fo u r B i g ge s t F i n a n c i a l M i s ta k e s A n d H ow To Avo i d T h e m

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ast month we looked at the three success habits that financially success people follow. This month we will look at the four biggest financial mistakes I’ve seen over the last 15 years and how to avoid them.

Mistakes are often more costly than we think, especially in our financial lives. Not only do they cost us money, but they cost us lost time – time better spent building wealth and doing things we care deeply about.

If you can follow the three success habits laid out last month and avoid the four mistakes we talk about this month, you will be well on your way to creating incredible financial success.

Let’s dive into the four biggest financial mistakes and how you can avoid them.

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Mistake #1 – Living with “tomorrow-itis” By far, the number one mistake I see people make in their financial lives, is living with what I call “tomorrow-itis.”

Tomorrow-itis is simply saying, “I will do it tomorrow,” or “It will be taken care of tomorrow,” or any version of “I’m not going to do it today because I will do it tomorrow.” As you might expect – and likely have experienced at some point –tomorrow never comes. The major problem with living with tomorrowitis is that we delay action (more below). To avoid living with tomorrow-itis we need to make sure we take some action every day to move toward our goals. Doing so will keep you on the path to accomplishment.

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MILLION-AIR

Mistake #2 – Replacing a plan and strategy with hope and optimism

actions every year. If you’re doing that, it will be very difficult not to move toward financial success!

Hope and optimism are two very powerful and productive feelings to experience, but acheive nothing without a plan and strategy. When people simply hope that something will work out or expect that it will because “it always has,” they end up in a hazardous situation because they are not directing and designing the outcomes themselves.

Mistake #4 – Comparing yourself to (your image of) others

I can tell you with absolute certainty that the people who live their financial lives by design are far more successful than those who live their financial lives by default! To make sure you’re operating by design and not by default, have a plan and strategy in place. Every flight goes better with a plan and every pursuit of a financial goal goes better with a plan, as well.

Your plan does not have to be complicated. It simply needs to outline what must happen and what actions you need to take to reach your goal. Then, make sure you’re taking daily action on that plan.

Mistake #3 – Not taking action Action is the most crucial part of reaching your financial goals. Why? Because everything is tied to taking action.

The best intentions, the best plan, and the best goals in the world come to nothing without action. Action is what separates the financially successful from the average and the unsuccessful. So how do you become a master at taking action in your financial life? Simply list all the things you could do – action-wise – to reach your financial goals and start small.

Don’t try to solve all your problems and challenges on day one, but simply break each major action into smaller actions and get moving by taking one or two small actions every single day. If you take two small actions every single day in the direction of your financial goals, you will be taking over 720

Why is comparing yourself to others such a major financial mistake? Because, despite the lifestyle you might see your friends enjoying on social media, the majority of Americans are broke. In this country, 76% live paycheck-to-paycheck (Bankrate study) and over 60% couldn’t come up with $1,000 in an emergency (GoBankingRates study). Social media and the constant news flow make it easy to focus on what others are doing, or seemingly have acquired, or have achieved. Often, this causes us to fail to realize it that all that has nothing to do with our lives.

If you compare yourself to the image that others are showing, you’ll likely end up in the same situation. Comparison to others is not only unproductive, but it often does a great deal of damage to your financial life.

So, what does this mean to you? It means, avoid the temptation to compare yourself to others and what others have (or appear to have)! Don’t worry about what’s on social media, worry about what’s in your bank account.

When you’re focusing on yourself and what you can accomplish, you will be miles ahead of everyone else, and at that point, comparisons won’t even matter.

Twitter: @Pilot_Planner Email: andy@airspeedandmoney.com LinkedIn: linkedin.com/in/pilotplanner Web: http://www.airspeedandmoney.com/

Image provided by Andy Garrison

September 2017 | 21

MILLION-AIR Final thoughts Taking the time to build the correct habits discussed last month and avoiding the biggest mistakes laid out here are the two critical elements necessary in reaching financial success.

Avoid tomorrow-itis — take care of that which needs (and can be) taken care of today.

Have hope and optimism, but ensure you have a plan and a strategy to back them up.

Take constant actions toward your goals, and remember, action is what separates the successful from the unsuccessful.

While you’re doing these three things, never compare yourself to others – focus on what you’re accomplishing and the actions you can take toward success.

PS – Want a FREE copy of the book on building wealth as a pilot? Go to AirspeedAndMoney.com/freebook and enjoy!

About the Author

Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. He has over 22,000 hours “in type” advising and coaching people to get a structure in place to build significant wealth in a matter of years, not decades. He is the author of Million-Air: Strategies For Pilots To Build Significant Wealth.

Andy’s purpose is to push people to see the possibilities in their lives, to inspire and guide them to reaching their full financial potential. He has held wealth management and financial planning roles at the top-rated firms in the country, and is passionate about helping pilots exercise wise “Financial Decision Making.” If you’re a pilot and there’s a dollar sign involved, he can help.

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Fitness Corner

Written by: Pilot Fitness

Visit our website at www.pilotfitness.com

BPA Hazards and Flight Crews **This article is the authors opinion-only, not medical advice**

A

s an airline crew member, maintaining or improving your health has its obstacles, sometimes daunting ones.

We face threats from many sources, some of which are operational hazards that are beyond our control. Effects of threats like radiation exposure, long stints of sitting, circadian disruptions, and lack of access to healthy foods are becoming more well known. One health hazard that is overlooked, is BPA exposure and its detrimental health consequences.

Bisphenol-A (BPA) is a chemical compound that is widely used in plastics, canned food lining, and paper products like receipts, tickets, and what applies to us as airline pilots, ACARS paper. As crews operate newer aircraft with upgraded avionics, more of us are now handling heat-transfer paper that is lined with epoxy resins - BPA, to function without the use of ink. We use this handy printer for everything from ATIS and PDC’s to gate information and even full release amendments.

New research on humans reveals that BPA has negative hormonal properties in people, disrupting healthy thyroid function. It has been linked to heart disease, obesity, reproductive problems, reduced libido, and aggression in

24 | Aero Crew News

children. Its use is completely banned in France, and is banned from baby products and bottles in all of Europe and the U.S. Controversy remains regarding BPA and its health hazards. It is better explained in the following video: nutritionfacts.org/ video/bpa-on-receipts-getting-under-our-skin/ The kicker with BPA absorption is that it is absorbed at a rate 100 times greater following a recent use of hand sanitizer, which is compounded by eating and snacking with our hands — activities that most flight crew members repeat throughout the day. Even if you are handling a product that is BPA-free, it means that it was just replaced with BPS or BPZ, which are used in higher concentrations with the same health hazards as BPA. Learn more about BPA alternatives here: nutritionfacts.org/ video/are-the-bpa-free-alternatives-safe/ So what does this mean in a daily routine working in a commercial flight deck?

Consider this, the perfect storm. We show up to work and print out our paperwork for the flight, depart and continue to print out updates until we land at our destination. Some crews will even give the flight deck surfaces a bath in hand sanitizer.

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Fitness Corner

As always, our Fit Flyer App https://itunes.apple.com/ us/app/fit-flyer/id1158022989?mt=8 is a great, free meal planning resource to help you travel with healthy food and meet your fitness goals. Remember, you can’t out-exercise a poor diet. Also, by making your own food, you avoid processed food stored in plastics and eliminate many dietary sources of BPA!

About the Author

The Pilot Fitness Team is comprised of husband and wife duo Joshua and Lauren Dils. Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly.

Lauren has a bachelor’s degree in Photos by Joshua Dils Between flights, depending on our carrier, we might help cross seat belts in the back. Afterwards, we grab a pump of hand sanitizer and use what time is left to snack from the healthy foods that we packed, we print out our ATIS and PDC, only to repeat the process all over again.

Until more conclusive, independent research is conducted on humans, it might suit our interests to reduce our exposure to the best of our abilities. Handling paperwork in the flight deck can be almost unavoidable. However, most FMS systems have the option to not print out the paperwork and allow us to view it on the screen, in a digital format instead. Any pertinent information can be handwritten on scratch paper.

Also, avoid the use of antibacterial gels and opt to wash hands with soap and water instead. This can be the lesser of two evils though it might also include the use of potable water from the aircraft which can pose its own sanitary issues. Definitely, do not eat with your bare hands after handling printer paper.

Lastly, drink from stainless steel water containers, store food in glass storage containers to prevent your food from contacting plastic surfaces, and reduce consumption of foods from cans that are lined with BPA.

Health and Exercise Science from CSU. Lauren holds professional training certificates through NASM for personal training and as a corrective exercise specialist. She works as a personal trainer and group exercise instructor with an emphasis on high intensity training. Additionally, Lauren and Josh have both received their certificates in plant based nutrition through eCornell.

Josh is an airline pilot for a major U.S. airline based in SFO. With a background in competitive athletics, Josh won the gold for the North Face Endurance Championships Marathon in 2012 and Lauren took the bronze. Josh also competed in the 50-mile distance as well as full Ironman triathlon, and was an Ironman all-world athlete in 2015. It is the combined experience of airline and health professionals that allow them to truly understand the struggles of airline personnel and how to help you reach your health and lifestyle goals.

They offer two eCourses: "The Pilot Fitness Fundamentals Course" and "The Seated Exercise Course" along with luggage reviews and articles. Pilot Fitness is also launching our flight crew meal planning app, "Fit Flyer" to help you plan ahead for healthy eating! Follow us on Facebook, Twitter and Instagram for more information for the app release! You may also contact us directly at info@pilotfitness.com.

September 2017 | 25

SMART TEAMWORK

The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Technicians to join our family of more than 5,000 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.

expressjet.com

/expressjet

@expressjet

@expressjetairlines

Enjoy the ride with us.

Become part of our fun, caring crew, dedicated to making our customers happy and having a good time doing it. Full-time pilots enjoy great benefits: • Employee Stock Ownership Program • Partial matching 401K • Health and dental insurance • Paid leave, holidays and volunteer time • KCM, CASS and family pass benefits • Relocation and uniform allowances • FAA medical reimbursement • Long and short-term disability • Start and end in your base every night (except Montana)

Contact our Pilot Recruitment team at pilotjobs@capeair.com or call 508-727-7883.

Contract Talks

Written by: Marc Cervantes

O pen Tim e

I

t goes without saying that for airline pilots, seniority is everything. Nothing is more paramount than a pilot’s monthly schedule, which is exclusively dictated by seniority.

While there is no doubt this is very important, work rules and the contract/working agreement the pilots abide by go a long in altering one’s schedule. This is particularly important if a pilot is unable to bid for his/her schedule based on seniority.

Not every trip for an airline is staffed when schedules are released for the upcoming month. The reasons for this vary, and some of the most common are: trips conflicting with a pilot’s vacation, a pilot needing to do annual training (recurrent), any leave of absence (military, FMLA)—the list goes on. Open time is the area online where pilots are granted the opportunity to pick up trips and therefore be paid more (since pilots are paid by the hour). While this is a common practice across the airlines, that is the extent of the commonality; each pilot contract varies immensely from airline to airline. Let’s take a look at some of the differences.

28 | Aero Crew News

Photo by Melody Hood All airlines allow line-holders4 (meaning pilots who are not on reserve) to pick up open time at any time. Pilots are allowed to trade trips with other pilots in the same base, seat, and equipment as long as no conflicts arise, such as rest issues.

Picking up open time and trading trips is processed by the airline in one of two ways; either by a computer processing these requests automatically, or by pilots calling in to crewscheduling. If crew-schedulers process these requests, some delays may occur which may cause issues when a valuable or commutable trip is in open time and multiple pilots are calling in racing each other. On the flip side, dropping trips3 in the current month is almost impossible. It may be possible to do so for upcoming months when schedules are initially posted, but limitations may exist. There is usually a window open to pilots for a specific period of time that allows them to move trips around or drop them. One airline allows pilots to drop trips regardless of its reserve coverage as long as pilots do not go below a certain credit hour2 for the month. Other airlines require reserve coverage to be above a certain threshold

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Contract Talks

during the window. Being the quickest will usually land the best results as the first few minutes is usually when any trip-drops are allowed.

just as line-holders can almost never drop trips, reserve pilots are almost always never able to convert an on-call day to a day off.

It should be noted that for airlines, a pilot working on two consecutive days with an overnight is considered the same as a pilot working two day-trips consecutively. Although this may not seem like much, it may mean the difference for pilots living at base1 to be home an extra night or for commuters spending an extra night at the crash pad. This small detail allows crafty pilots to trade trips over the same days and ultimately improve their quality of life.

Though seniority is critical in determining a pilot’s monthly schedules, understanding the working contract is almost as important in order to work the system, per se. Understanding how to trade or drop trips, and when to do it can turn an unfavorable schedule into one that aligns with all of the pilot’s preferences.

Reserve pilot9 work rules are a bit different. Some airlines allow reserve pilots to pick up open time, but only within certain parameters. For example, some airlines will only allow their long-call pilots5 to pick up flying for their on-call period8 two to three hours prior to being on reserve. Other airlines grant a window for all reserve pilots (commonly referred to as the Aggressive Pick-Up Window) to pick up open time for the following day. Of such airlines, few of them strictly follow seniority order when assigning open time trips; most airlines have a first-come-first-served policy. Airlines that follow neither of the aforementioned practices, prohibit reserve pilots from picking up open time; the only work the reserve pilots get is what is assigned to them by crew-scheduling. While lineholders are allowed to pick up trips out of base, reserve pilots can never pick up open time out of base7 if they are on-call.

(The only exception, rare within the industry, is that reserve pilots can pick up out-of-base trips if it is specifically within the pilot’s off days.) Reserve pilots are allowed to trade reserve oncall days with other reserve pilots, as long as it does not create an FAR Part 117 conflict, i.e., more than six days on-call. Lastly,

About the Author Marc Cervantes is an EmbryRiddle Aeronautical University Daytona Beach graduate, having received his MBA in Aviation Finance as well as his BS in Aeronautical Science. Marc is currently First Officer for a major airline, having logged over 3,000 hours of flight time.

In his spare time, he volunteers on three separate MEC committees and has started an organization dedicated to helping the younger generation of pilots network with current pilots.

Their goal is to help pilots aiming to join the regional airlines. For more information about Professional Pilots of Tomorrow visit ThePPOT.org.

Aviation Term Glossary 1. Base: The crew-member’s airport where they start and finish their trips. A pilot who lives at base typically lives within the set driving time from that airport.

2. Credit hour: The hours for which a pilot is credited and compensated. Typically, the pilot’s paycheck is calculated by credit hours multiplied by their hourly rate. Credit hours can be obtained in a variety of ways based on their contract.

3. Drop trip: Previously assigned trips that are changed/canceled. Trips can be dropped by crew scheduling, chief pilots or the assigned pilot for a variety of reasons. Some examples are; conflicts with other trips from FAR 117, overlapping trips between bid periods, personal drops requested by the pilot such as, bereavement leave, initial operating experience, vacation, sick calls or line checks.

4. Line-holder: A crew-member who is able to bid for a schedule of trips vs. reserve days.

5. Long-call pilot: A reserve pilot who is on call for a long period of time, e.g. 12 hours.

6. Open time: Trips that are not covered by a captain, first officer or a flight attendant.

7. Out of base: Airports other that the crew-members base.

8. On-call period: A set time period in which a crew-member is responsible to answer their phone to accept an assignment or trip.

9. Reserve pilot: A pilot who is on-call for a trip for certain hours during a day. The pilot will have a set time to report to the airport, e.g. 12 hours, 2 hours, or 1.5 hours.

September 2017 | 29

Food Bites

Written by: Craig Pieper

C h o o C hoo BB Q Chattanooga, Tennessee

Photos by Melody Hood

I

f you’re like me, you love your barbeque and you will go well out of your way to find some that is really good. There’s just something about that smoky flavor that keeps me coming back for more.

I happen to be spending a lot of time in Chattanooga lately (not sure why ;) ). I heard about this place from an incredibly reliable source, so I had to check it out. As we pulled into the parking lot, we were hit with the smell, probably because there is a huge cast iron smoker in the rear of the building. Smoke was billowing from its chimney. You know it’s real barbeque when you see one of these.

I am who I am, and I love variety. I always order a plate with multiple items. So, I chose the pulled pork and the ribs, with sides of mac and cheese, cole slaw and potato logs. The tables are stocked with three types of homemade sauces; Hickory Smoked, Hot BBQ and Sweet Carolina. Each sauce is distinctive and incredibly delicious.

30 | Aero Crew News

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Food Bites

The pulled pork was undeniably moist and smoky.

Accompanied by the various sauces escalated the flavor, and mixing the Hickory Smoked and Hot BBQ sauce made for an amazing spicy, sweet sauce that further enhanced the smoky meat.

The ribs were exceptionally good — undoubtedly among my top ten (which says a lot). I am very picky about my ribs and these didn’t disappoint. The meat came right off the bone and was moist, smoky and tender, just like the pulled pork. Of the three sides, the potato logs were definitely my favorite.

Basically, it’s a potato cut into wedges then deep-fried.

Regrettably, its location isn’t near downtown nor the airport, but it is well worth the $20 Uber ride. So next time you are craving some BBQ in CHA, make sure to hit up Choo Choo Barbeque.

6410 Hixson Pike Hixson, Tennessee

423-843-9554 www.hixsonchoochoobbq.com

September 2017 | 31

Skylaw

Written by: Sal A. Lagonia, Esq

The “N ew” FA A C o m p l i a n c e P h i l o s ophy

L

ast year the FAA instituted a new compliance philosophy to its enforcement action protocol. Some have called it a “kinder, gentler FAA” but the agency doesn’t like that term.

The new philosophy is actually a return to the good ol’ days when the FAA would seek a correction, rather than punishment for unintentional deviations of FAA Rules. FAA Order 8900.1 calls for inspectors to utilize a “Compliance Action” as a method to correct unintentional deviations or noncompliance that arise from factors such as flawed procedures, simple mistakes or lack of understanding.

So, what is a “compliance action?” In simple terms, it is a tool that allows safety inspectors to use counseling, remedial training or any other method that would correct the noncompliance and address the underlying safety concerns, and avoid the more formal legal enforcement action. In other words, correction over punishment. In doing so, the Safety Inspectors can use their resources to make flying safer. Consider the pilot who unintentionally violates a minor regulation and receives a suspension. When that pilot returns to the air, he/she is now a rusty pilot with skills that have not been exercised during the time of the suspension — hardly a way to make the flying environment safer. And, here’s the best part; a compliance action is not a recordable conviction nor a

32 | Aero Crew News

finding of fault. The FAA however, does keep a record of the compliance action finding.

One of the most often asked questions by airmen concerns the use of the Aviation Safety Reporting System, often called the NASA Form. That program allows for protection from sanctions on non-intentional violations. If this is not a conviction, does it have any effect on my filing the report to NASA? The answer is no. Since there is no finding of fault in a compliance action, the once in five-year sanction protection of the ASRS is not affected. Therefore, the certificate holder should continue to file NASA forms as needed. Hopefully that won’t be too often.

The certificate holder receives a call or letter from the FAA. Since compliance requires a “cooperative attitude,” should the first call be to legal counsel to “lawyer up,” or to the FAA Inspector to show a proper cooperative attitude? Under this new philosophy, the certificate holder should still take the same precautions they would when faced with any legal situation. While the FAA Inspectors are directed to determine if the airman is proactive and cooperative, they are instructed that consulting with an aviation attorney is specifically not a negative reference to being cooperative. The inspector is likely to send the certificate holder a list of questions in the course of

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Skylaw

conducting the investigation. Before completing the question sheet, legal counsel is a must.

The FAA has prepared a Compliance Philosophy brochure, which is available on their web site at FAA.gov, and includes an entire section on “Working Together.” We prefer to work with you to correctly identify the root cause of a deviation. This is often the way individual inspectors would have worked in the past. Now however, the policy has been made official and is nationwide.

Another way to show a proactive and cooperative attitude is to seek training on the very issue that caused the alleged violation, before being asked. A recent client rolled his aircraft off the far end of a runway while landing. There was no damage to the aircraft nor injury to anyone on board, but the FAA inspector was on the field at the time. By showing the inspector that he immediately sought a check out with his own instructor specifically on short field landings, the inspector was given the proof he needed of cooperation and compliance, and the issue was without any formal action. This type of proactivity is always useful in defending any accusation of pilot error and is also great for putting your own mind to rest.

where this new philosophy was a popular topic of discussion.

Many of us were able to compare notes on how this effort is working throughout the country. Not surprisingly, many of my colleagues agreed; the efforts of the FAA in this regard, are worthy and working. Making the airways a safer place is supposed to be what it is all about.

Blue Skies!

About the Author Sal A. Lagonia is an Aviation Attorney and oncall Aviation Analyst for Fox News – with offices in Westchester and Dutchess Counties. He can be reached at Sal@LagoniaLaw.com or 914-245-7500. Follow him on Twitter at @SLagonia #SLagonia.

I recently attended a meeting of aviation attorneys from the Lawyer Pilot Bar Association conference in San Diego, California

September 2017 | 33

Photos Provided by Southern Airways Express

So u thern A i r wa y s Exp r e ss

F

rom humble beginnings as a Memphis-based “beach airline” to one of America’s fasted growing commuter carriers, Southern Airways Express has developed a route structure and corporate infrastructure for long-term, sustainable growth.

Southern began in 2012 in the former Northwest Airlines hub of Memphis. Local attorney Stan Little was on a diving trip in the Bahamas when he informed his private pilot that his Cessna 421 Golden Eagle would be quite busy for the next few weeks due to friends and family wanting to use it for summer beach trips to Destin. After seeing the demand for a non-stop option from Memphis to the Florida coast flight amongst friends Little knew there would be countless others looking for the same thing.

34 | Aero Crew News

The dive trip took place in November of 2012. The ensuing weeks consisted of route development, aircraft acquisition, regulatory approvals, and initial hiring. With Little’s constant guidance, the first flights took off on June 6, 2013, just seven months from the idea’s inception.

After three years of covering the Gulf region with affordable non-stop flights from larger markets to vacation destinations, Southern Airways made the move to acquire a larger Part 135 commuter operator and expand its class of service and geographical footprint. The acquisition resulted in the addition of six Essential Air Service contracts in the mid-Atlantic. The operation has since grown to include a dozen cities in the region, with hubs at Pittsburgh and Baltimore (This year, Southern Airways became the second-largest carrier at PIT by peak-day departures.)

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Southern has grown in the mid-South, as well, with three Essential Air Service contracts in Arkansas that are hubbed out of Dallas (DFW) and Memphis, as well as medium-sized business markets like Nashville and Jackson, Mississippi.

With the combination of Essential Air Service and true market-based routes, Southern operates more than 100 daily flights. Southern relies on two-pilot crews to operate its fleet of nineteen Cessna Caravan 208s and three Piper Chieftains. Southern’s Captains are among the highest paid in the industry for this class of aircraft. Southern offers flexible pilot scheduling, including a unique opportunity for parttime Captains. (Southern even has a “Senior Captain Mentor Program” for pilots over 65 years of age!) For First Officers, Southern has the most innovative program in the industry with a direct path for FO’s to reach their career goals with the major carriers. Partnering with Mesa Airlines, Southern First Officers (beginning with as little as 200 hours) receive a $10,000 signing bonus upon entry into the program from Mesa and a $5,000 bonus upon reaching 1200 hours from Southern. While working with Southern, First Officers receive full travel benefits on Mesa and its partners all the while accruing seniority at Mesa. After reaching 1800 hours with Southern, First Officers have their choice of equipment and domicile when upgrading to Mesa.

In addition to the career opportunity itself, the quality of life that Southern pilots receive is as important as the direct employment benefits. Southern pilots typically work four on and four off, receive productivity pay for hours flown over 65 per month, a robust employee benefits package, --and due to Southern’s philosophy of out-station basing-- Southern’s pilots are home every night and reside in communities with an affordable cost of living.

Please see the following summary of what Southern has to offer. Contact Julie Puckhaber at j.puckhaber@iFlySouthern. com or call 561-445-5799 for more information.

September 2017 | 35

PIC Opportunities and Requirements

First officer Opportunities and Requirements

•

Full Time: 65 hour/month guarantee; productivity pay thereafter

•

200-hour minimum

•

Part Time: Work as little as 6 days /month (subject to meeting requirements)

•

$15,000 in potential signing bonuses

•

Upgrade to PIC at 1200

•

Pilots 65 years of age and older are encouraged to apply

•

Direct advance to MESA FO at 1800

•

Full travel benefits on AA

•

Signing bonuses

•

1200 Hours Total Time

•

500 Hours Cross Country

•

100 Hours Night

•

75 Hours Instrument (no more than 25 hours simulated)

•

First Class Medical

DOMICILES PENNSYLVANIA

MARYLAND

ARKANSAS

FLORIDA

Franklin

Hagerstown

Hot Springs

Destin

Bradford

WEST VIRGINA

Harrison

DuBois

Morgantown

El Dorado

TENNESSEE

Johnstown

Memphis

Altoona

Nashville

Lancaster

36 | Aero Crew News

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While Southern Airways has enjoyed immense growth over the past five years, I’m proud to say at a few things here haven’t changed. We still view our co-workers as family, we know everyone on a personal basis, and we enjoy coming to work everyday.

We started an airline (with two planes and three pilots) to have fun and to provide a needed service to our community.

We’re still doing that today, with nearly 80 pilots and over 200 others in our support team. It’s my pleasure to lead this team, and it’s my pleasure to welcome aboard each new member of the family. If you’ve got what it takes to be part of this great group of people, I hope you’ll reach out and let us know.

Onward and upward,

Stan Little Chairman and CEO

September 2017 | 37

Interview with Julie Puckhaber, Manager, Pilot Hiring

Pre Interview: Craig: How do you select applicants to be brought in for an

interview?

Julie: Each resume’ that I receive, I review and check to be

sure that they meet the minimum criteria. If they do

then I call them to discuss what it is they are looking

for. I want to be sure they are a good match and that

they are aware what SAE is all about.

C:

J:

J:

Yes.

C:

J:

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

Not take responsibility and blame others for their training failures.

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

J: No.

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

It always helps to have a referral from someone within C: the company.

J:

Is there a personality test?

No

C: J:

How critical is it to attend a job fair to get an interview? Simulator Evaluation: Not critical.

C: Do you have a simulator ride?

J: No, not until training.

C: What is the best way to prepare for an interview with

your company?

Post Interview: J: Be honest & be yourself. Do some research about our C: Do you tell applicants they are hired in person that

company prior to your interview.

day?

J: Generally, they have to finish their application. Once Interview:

received and reviewed I compare to our interview C: Do you recommend that applicants get to your

notes and they are contacted.

headquarters city the day before and get a hotel room

for the night?

C: If not, how long do applicants have to wait to know if

they are hired?

J: Not necessary.

J: Within a few days, at most.

C: J:

Can you walk me through a typical day of interviews?

Our current interviews are predominately done on the C:

phone. There is no technical or SIM. J:

C:

J:

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

I ask about their training background. Any oral failures, written failures, check ride failures, incidents, accidents, etc.

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

year?

J: Approximately 50 – 60.

C:

J:

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

Tell me about a time when you went above and beyond to assist a customer.

C:

J:

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

Captain Bonus - $7,500 (½ paid when released to the line, ½ paid when employed 6 months.)

C:

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

C: J:

Does SAE have a pilot referral program?

Yes, we have an employee referral programs for Captains.

38 | Aero Crew News

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

Depending on availability, within a few weeks.

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Interview with Julie Puckhaber, continued...

C:

Can you describe the career path program that SAE has with MESA?

J:

We have a great Cadet program with MESA. First Officers can “takeoff” at Southern Airways Express and “land” at MESA Airlines. A total of 15k in bonus’ combined for Cadets upon enrollment and

upgrade at Southern Airways Express. In addition, Cadets accrue longevity for pay, vacation, travel benefits and employee purposes at MESA upon enrollment into the program. For further details call: Julie Puckhaber 561-445-5799.

Fast Facts: Headquarters:

Pompano Beach, Fla.

Year Founded:

2013

Number of employees:

220

Number of Pilots: 81 Number of Aircraft:

22

Most Junior Captian:

August, 2017

Nubmer of Passengers (Yearly)

160,000

Number of Cities Served:

20

Bases: In Pennsylvania: Lancaster, Altoona, Johnstown, DuBois, Franklin, and Bradford. In Arkansas: Harrison, El Dorado, and Hot Springs. Other bases in Morgantown, West Virginia; Hagerstown, Maryland; Memphis, Tennessee, and Destin, Florida. Coming Soon: Nashville, Tennessee’ Atlanta, Georgia; and West Palm Beach, Florida Key Benefits: $7,500 incentive bonus for Captains; $50K annual base salary with a 65 hour monthly guarantee ($40 per hour over monthly guarantee); medical, dental, and vision insurance; CASS participant; Family travel benefits on major carriers; company paid for life insurance; Paid training.

Web: www.iFlySouthern.com Phone:

(901) 629-0485

Credits: Julie Puckhaber

Manager, Pilot Hiring

Keith Sisson

Chief Marketing Officer

September 2017 | 39

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Cockpit 2 Cockpit

Written by: Marc Himelhoch

OBAP After-Action Repor t

The case for investing in your future career

Photos by Melody Hood

L

ast week I had the pleasure of attending the Organization of Black Aerospace Professionals’ (OBAP) annual convention in Orlando, Florida. The event was widely attended by aviation companies and most major and regional airlines, in addition to thousands of pilots looking to advance their aviation careers to the next level. This year, Cockpit to Cockpit was invited as a guest speaker to present a free “Military to Airline” transition seminar. We were able to present the seminar on four occasions throughout the convention and attendance was great. It was fun to meet some of my readers in-person as well as many who had never heard of the book.

help them stand out from the crowd among so many qualified candidates.

Is it worth the costs involved to travel to and attend a pilot job fair?

Evidently, Southwest Airlines (SWA) began sending interview invites before the OBAP convention had even concluded. I’ve heard from several Cockpit to Cockpit readers and many others who received their Southwest interview invite within days of meeting with Southwest’s pilot recruiting team at OBAP.

There is always a lot of buzz on The Pilot Network (TPN) and other aviation forums leading up to these pilot job fairs. Some pilots will be attending their first job fair and want to know what to expect. Others are seeking advice on techniques to

42 | Aero Crew News

There is also a healthy dose of skepticism read online leading up to these events. I am often asked if it’s truly worth the time and money to attend these job fairs. I see some negative comments on pilot forums about the high costs associated with attending these events just to stand in long lines awaiting only a few minutes of face-time with the airline recruiters. While I’m not here to dispute any of those claims, I am here to report that attending these job fairs really does work for those who show up prepared.

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Cockpit 2 Cockpit

Those who came to OBAP hoping to score an interview with some of the legacy carriers may have been disappointed to learn that the airline they were targeting isn’t hiring right now.

That’s unfortunate, but it’s just part of the hiring game, and that is beyond your control. It happened to me in 2014 when I met with Southwest Airlines at OBAP right after finishing my B-737 type rating. I was sure they were going to be so impressed with my type rating that I would certainly be offered an interview.

Instead I was told “Sorry, we’re done hiring for the year, but we should be hiring again in the spring.”

OK, so you couldn’t attend…here’s what you missed Hopefully, interview-invite or none, everyone who attended gained some value from the numerous free seminars and the airline hiring symposium. The convention was jam-packed with opportunities to learn and network. The OBAP Aerospace Professional Development Program (APDP) presented The Unfair Advantage class. The class gives pilots (and others) a sneak-peek “behind the curtain” at an interview from the perspective of the interviewer to learn various interviewers’ techniques and what some of their question really mean.

Armed with that knowledge, you will gain a decided advantage next time you have an interview.

As I mentioned earlier, Cockpit to Cockpit (yours truly) presented a Military to Airline transition seminar based on the contents of the book. Many who attended had never read Cockpit to Cockpit, but were able to use some of the techniques they learned in seminar right there at OBAP. Hopefully, the techniques and information will increase their chances of landing interviews with their top airline choices in the future. I tried to give what I thought were the most important tips and techniques from Cockpit to Cockpit (things you won’t hear or read elsewhere) in the short time I was allotted for each class.

I wish I had had more time because it’s impossible to cover the whole book in just 90 minutes.

The main event, of course, was the opportunity for pilots to meet with recruiters from their top airline choices. For those who were unable to attend, I will give a brief overview here of the current state of pilot hiring and other relevant information that was presented by many of the major airlines on the morning of the first day of the OBAP convention in the airline hiring symposium.

September 2017 | 43

Cockpit 2 Cockpit

JetBlue •

290 pilots hired this year

•

Hiring window currently closed

•

Window will possibly open in Sep – Oct time frame

•

Pool waiting time is longer than most, currently 5-6 months

•

Video interview recently added to hiring process prior to actual interview

•

Cognitive skills test recently added to interview process

•

Competitive flight experience

•

•

5000 hours total time

•

3500 hours transport or 2000 hours fighter time

•

1000 hours turbine PIC

Differentiators •

Volunteer work/community service

•

Leadership

•

Passion for JetBlue

44 | Aero Crew News

Back to Contents

Cockpit 2 Cockpit

American Airlines •

Not hiring street hires right now, regional flow through only

•

Expect to hire 800 total by end of the year including some more street hires

•

530 pilots hired so far in 2017, 229 were street hires

•

Expect an increase in hiring for 2018

•

Expect interviews to begin again in the Fall

September 2017 | 45

Cockpit 2 Cockpit

UPS

•

Competitive flight experience

•

“We want productive pilots”

•

Average 7270 hours total time

•

Currently 2700 total pilots

•

Average 2920 hours PIC

•

301 pilots hired this year •

Will be interviewing and hiring through holiday season to reach that number

46 | Aero Crew News

•

Internal recommendation/referral important

is

extremely

Back to Contents

Cockpit 2 Cockpit

Hawaiian Airlines

Alaska/Virgin

•

Expect hiring window to open in January, 2018

•

80 pilots hired this year

•

Currently 700 total pilots

•

Plan to hire 240 pilots in 2018

•

Plan to hire 100 pilots each year through 2020

•

•

Competitive flight experience

Merger seniority plan and fleet plan to be settled by the end of 2017

•

3000 hours total time

•

•

International (not including Mexico, Canada, Caribbean) flight experience

30% of new hires are flow through pilots from Horizon Air

•

Horizon Air pilots have guaranteed interview with Alaska Airlines

•

Internal recommendation/referral important

•

Pool waiting time is 3-4 months

is

extremely

FedEx •

Plan to hire 400+ in 2017 •

•

Hiring will continue through the “peak season” holidays

•

You can still get an interview as a street hire before your Horizon seniority based interview

•

Alaska considers turboprop time as equal to jet time

•

Differentiators •

Community service

•

Know and live the Alaska Airlines core values

Expect to hire 200-250 next year

September 2017 | 47

Cockpit 2 Cockpit

Southwest Airlines •

896 pilots hired this year

•

Plan to hire 1000 pilots in 2018

•

Differentiators

•

•

Interview success rate currently 65-70% •

“Best way to not get hired is to not be yourself in the interview”

United Airlines •

Hiring window is currently closed, expect it to open in the fall

•

150 pilots in the pool expect training in early 2018

Leadership…”we are hiring future capatains”

•

Plan to hire 450-500 pilots in 2018

Update your Pilotcredentials application monthly at a minimum

•

•

Flight experience should show logical career progression

•

Education

•

48 | Aero Crew News

Delta Air Lines Did not attend OBAP 2017 Convention

Back to Contents

Cockpit 2 Cockpit

The in-house pilot recruiting events give each airline a better opportunity to get to know potential interview candidates in a more in-depth, all day affair, versus the traditional 3-5 minutes with each candidate at a job fair. The downside is the in-house pilot recruiting events are usually limited to just a few hundred pilots. Registration slots are extremely difficult to acquire. Each airline uses a slightly different process for registration. Some announce a date/time when they will open the registration window and the slots are gone within minutes — may the fastest internet-connection win. Other airlines send invitation emails only to those with top application scores on-file who meet the criteria the airline is seeking.

The future of pilot recruiting at the major airlines OBAP was a great opportunity for pilots to meet with the recruiting teams from most of the major airlines and to learn career-enhancing skills covering a wide variety of topics. The career-enhancing skills classes will still be there next year, unfortunately, most of the major airlines will not be there.

Most of the major airlines have announced that 2017 will be the last year that they will be attending the traditional job fairs. Instead, each airline will host their own in-house pilot recruiting events at their company headquarters. Southwest Airlines has already announced one of these pilot-recruiting events to be held at Southwest Airlines headquarters in Dallas, TX on September 30th, 2017.

Despite the change in format, my opinion remains the same; these events are worth attending if you have the opportunity.

The trend in major airline pilot-hiring seems to indicate that the airlines wants to meet their potential interview candidates ahead of time. That says a lot. It says to me that they want to match a personality to the application profile. In other words, your flight experience may get your foot in the door, but it’s your communication skills and charisma that will earn you an interview and get you hired. There are dozens of pilots who will be interviewing at Southwest Airlines this month, specifically because they attended the OBAP 2017 convention and showed up prepared. Preparation is the key to success.

Cockpit to Cockpit has helped hundreds of readers prepare for a successful military to airline transition. Are you ready? For additional information, visit www.cockpit2cockpit.com.

About the Author

LT COL Marc Himelhoch, USAF (Ret), is a pilot with over 5000 hours of flight time. He grew up in Clearwater, Florida, where he met his wife, Missy Shorey. He graduated with honors from Embry-Riddle Aeronautical University in Daytona Beach, Florida, earning a masters degree in aeronautical science.

In 1995, Marc joined the US Air Force as a second lieutenant.

He served as a T-37, T-6A, and F-16 instructor pilot and as an F-16 higher-headquarters evaluator pilot. He logged nearly three hundred combat flight hours and flew in Operations SOUTHERN WATCH, NORTHERN WATCH, JOINT GUARDIAN, NOBLE EAGLE, and IRAQI FREEDOM. In 2014, LT COL Himelhoch retired and became a commercial airline pilot. Marc interviewed with and received conditional job offers from Delta Air Lines, JetBlue Airways, Southwest Airlines, and XOJET. Marc is now a pilot with Southwest Airlines. He and Missy live in Dallas, Texas.

September 2017 | 49

THE GRID

Mainline Airlines

T

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

Highlighted blocks indicate best in class.

American Airlines (American)

Blue blocks indicate recent updates Airline name and ATC call sign

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

Aircraft Types

FO Top Out Pay (Hourly)

Group I

$104.93

Group II

$160.28

Group II

$170.27

Group IV

$200.20

Group V

$210.20

MMG

Base Pay

Top CA pay

Base Pay

$90,659.52

$153.65

$132,754

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

72

15.D.1.b

$307.76

$265,905

15.D.1.b

HRxMMGx12

9.B.1.a

10.A & B

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

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

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

14.D.1

$143.32

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

$209.31

$180,844

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

MD-88/90

5 H/M* Max 60**

$181,612.80

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

401(K) Matching (%)

401(K) DC

0%

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

$95.21

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

7.B.1.a

$109,376

$174.11

$156,699

1-2 = 15 Days

Abbreviation and definitions: 3.B.2.d

2

28.D

0%

15%

2

B717

4.B.1.b*

26.C.2

25

$121.53

3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call.

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

19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*

ALPA: Air Line Pilots Association

Perce heal emplo

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

EMB-190, CRJ-900

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

2

+25 = 38 Days

credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D

B767-400

1-4 = 14 Days

Max 1300 Hrs

5-10 Days New hires reasons for cancellations. Refer to the contract for more information.

Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training.

Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company.

Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater.

Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training.

2

Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)

50 | Aero Crew News

JetBlue Airways (JetBlue)

2

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

7 75

HRxMMGx12

HRxMMGx12

5

7

2

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$115,668

$202.47

$170,075

5% 1:1

5% + 3%

$104,084

$182.25

$153,090

$90,009

2

70

2

24

Perce heal emplo

Back to Contents

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

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

2 Digit Code

Pay During Training

A330, A350 B717, B767

Per Diem

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

Union

EFBs

Legacy Airlines AA May/1999 AA

AS

DL

Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company

HA

14,236

9,987

Oct/2015

Jul/2015

***

816

US West Sep/1998

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

May 2007

1,759

11.D.5.b

5.A.1

5.A.1

Oct/2016

Oct/2016

February 2014

13,003

8,292

Feb/2016

Apr/2016

Feb/2015

Single Occupancy, Paid $3,888.29 / for by company $2.20 Dom., for the first 8 $2.70 Int. Month days in class only.

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

5.B

APA

iPad

Bases

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

ALPA

iPad Air

SEA, ANC, LAX, PDX Contract 2013, as amended

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st.

UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

G4

Virgin America (Redwood)

Oct/2015

Dec/2016

7,765

ALPA

iPad

Contract 2012 as amended

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

F9

B6

Single Occupancy, Paid for by company

$2.00

Octotber 2015

794

3.P

6.A

3.Z

Dec/2016

Dec/2016

MMG

No

$1.90

Feburary 2014

983

Apr/2016

Apr/2016

$2.00

E:7/2013 A:10/2012

3,300

840

11

Dec/2016

Dec/2016

Feb/2015

May 2006

7,951

3,702

4.T.3

Feb/2015

Feb/2015

Feb/2015**

$2.20

January 2014

1,483

5.A.1

5.B.1

Dec/2016

Dec/2016

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

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

Add A, Pg24

Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.T.1

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

Sun Country Airlines (Sun Country)

12,500

MMG

4.K.6 Spirit Airlines (Spirit Wings)

2006

IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX

Union

EFBs

Bases

IBT

iPad

BLI, FLL, HNL, IWA, LAS, OAK, PGD, PIE, SFB AVL

Notes

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

SY

MMG

None

1/24th the IRS CONUS M&IE airline daily rate

3.B

5.B.1

5.3

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

Contract 2016, as amended FAPA

ALPA

SWAPA

DEN, ORD, MCO

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*Pilot data approximate

Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month, **Number of retirements from MDW, OAK, Feb/2015 PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD

ALPA

Contract 2010, as amended

289

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

Rule book 2014 Union

EFBs

Bases

IBT

iPad

JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

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

11.A.7

$2.40

Dec/2011

5.A.3

June/2017

1,486

September 2017 | 51

Airlines (Sun Country)

B737NG

THE GRID

Virgin America (Redwood)

A319, A320

Aircraft Types

SY

MMG

None

3.B

5.B.1

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

1/24th the IRS CONUS M&IE airline daily rate

289

ALPA

General Information 5.3

iPad

MSP

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

ALPA

Rule book 2014 Union

EFBs

Bases

IBT

iPad

JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

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

ABX Air (ABEX)

B-767

$2.40

Dec/2011

5.A.3

June/2017

11.A.7

1,486

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

GB

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

IBT

20.E.1 FedEx Express (FedEx)

Kalitta Air (Connie)

B777, B767, B757, MD11, DC10, A300

B747

FX

K4

$4,000 / mo until activation date*

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

3.A

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

April 2008

317

6.A

Dec/2015

Dec/2015

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

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

2 Digit Code

Pay During Training

ALPA

*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended

IBT

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

1,580

64,218

37,427

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

4,288

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

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules Min Days off (Line/Reserve)

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Pay Protection

10/12 or 13*

Yes

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

Min Days off (Line/Reserve)

12, max 14* 10, max 12*

488

430

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

100%*

100% or 150%**

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

5

12.A.1.a

559

2

4.H.1

361

508

5-F-1-a Number of pages in Contract

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

12.A.2.a

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

12.J

12.K.1

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

None

12 or 11* 12 or 10*

Yes

12

Yes

FAA 117

14 hours or FAA 117

195

177

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

50%*

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended

None

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

2** or 4.17 GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

None

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

Contract 2010, as amended

None

$20/ month

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

Headset Reimbursement

Major Airlines

14.C News 3.F 52 | Aero Crew

Frontier Airlines (Frontier)

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Number of pages in Contract

Legacy Airlines FAA 117 w/ exceptions

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Max Scheduled Duty

Supplied in AC

Notes

*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.

Back to Contents

Contract 2016, as amended

None

*Unschedule DH pay s 100%

10, max 12*

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

5-F-1-a Pay Protection

12 or 11* 12 or 10*

Yes

14.C

3.F

Max Scheduled Duty

FAA 117

14 hours or FAA 117

12

Yes

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.3.a.2

7.B.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Contractual Work Rules

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

5.E.1

None

195

177

36

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

$20/ month

4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

-

-

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

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

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

5**

4.I.2

4

3.5

-

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

14 Hours for 2 None above Pilots, 16 Hours for 3 or minimum guarantee 22 Hours for 4 or more

332

None

None

None

1/4.95

1/2.85 Biz Class or better* or $300 comp

Headset Reimbursement

Supplied in AC

8.D, 8.A.3

30.A.2

13 in 30 14 in 31

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

100%

Provided by the company

13.D.4

18.C

19.K

19.E

14.96 or 18.75*

Yes

25.D.1

4.F

13 or 14*

Yes

Kalitta Air

2, pg 13

19.M.4 466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

4.5

410

Number of pages in Contract

*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.

None

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

None

Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended

None

*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

Supplied in AC

None

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

Rule book 2014

Headset Reimbursement

None

None

Notes

*Biz class only on international DH or when duty day exceeds 16 hours with DH.

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

15.A

6, 4.75**

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $200 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Notes

2.A.1, 2

12.C

280

THE GRID

Contract 2016, as amended

$200 / year

15 Hours May be extended to 16 hours

ABX Air

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

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

508

4.C.2

Major Airlines

Atlas Air

FedEx Express (FedEx)

rig or trip rig.

4.C.1.a

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

None

None

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

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

Contract 2016 as amended

Headset Reimbursement

Notes

September 2017 | 53

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I* Group II*

FO Base Pay

Top CA pay

CA Base Pay

$116.38

$100,552.32

$170.42

$147,243

$179.48

$155,070.72

$262.77

$227,033

MMG

Group III*

$188.85

Group IV*

$220.65 3.C

72

15.D.1.b

$238,896 $279,107

HRxMMGx12

15.D.1.b

HRxMMGx12

9.B.1.a

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

767-3,2, B757

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

B737-9

$176.74

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

4.B.1.b*

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$175,216

$305.39

$256,528

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

A350*

United Airlines (United)

B747, B777 B787 B767-400

$208.59

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

Aircraft Types

70

7.B.1.a

14.D.1

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

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

Percentage of health care Notes employee pays *Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. 2015, See sectoin 10.B for more Contract as amended

None

0%

13.50%

20%

Contract 2013, as amended

28.D

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

0%

15%

22%

26.C.2

25.B.2

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

$135,257

$235.76

$198,038

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

0%

15%

20%

Contract 2010, as amended

0%

401(K) Matching (%)

A319, A320, A321*

A320 family E190

A319 A320 A321

4 H/M Max 600

5% at 200%*

10.A

4.C

70

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

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

$100.01

75

$148.71 $133.82 3.C*

B737

1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days

$145.17

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

HRxMMGx12

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

HRxMMGx12

3.J** 1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days

16"%

20%

22-A

24-B-5

401(K) DC

None

EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394

4.C

5.A

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

28.B.2

27.A.2

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

Sun Country Airlines

54 | Aero Crew News B737NG $112.93 Appendix A

70

$94,861

$168.55

$141,582

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

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

Contract 2016, as amended

5% 1:2 Disclaimer: Gray blocks contain contract sections or date acquired.

Data with contract sections may be abbreviated 15.B.2 & 3 16.B.2 16.4 and/or inaccurate, please consult most current *70 linethe holder, 75 reserve; **Hours is based on PTO per year. Reference contract section for specific contractual language.

Data Based on PTO contract for more information 5% 1:1 5% + 3% None Specified accrual that do not have a contract section reference number, were obtained online in 3.F.isomeAgreement form2013,and be Currentlymay in 3.J 3.E 3.E negotiations inaccurate. While trying to provide theTFP most up-to-date *85/87/89 based on days in bid period, **Trip for Pay (TFP) is the unit 1 TFP / 10 information, not all sources can beofverified this time. If compensation at received.

9.7% 1:1 TFP** Max 1600 TFP you notice a discrepancy and/or have a correction please Contract 2016, as amended email Craig.Pieper@AeroCrewSolutions.com.

12.B.1 19.B.2

85

$109.27

*The company will match 200% of what the pilot contributes up to 5%.

*A321 coming end of 2015

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

1 Day / Month Max 120 Days

Contract 2012 as amended

Percentage of health care Notes employee pays

$157.36

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

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

12.A.1, 2 & 3

HRxMMGx12

70

Spirit Airlines (Spirit Wings)

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

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

3-C-1-a

4.3

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$276.50 $323.04

75

3.B.2.d

5 H/M** Max 60***

$163,166.40

$143.32

72

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

$190,641.60

B737

EMB-190, CRJ-900 Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

4 H/M

14.A

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* Contract 2010, as amended

Back to Contents

B767-400 B757-300

$173.96

70

$146,126

$254.70

$213,948

$167.89

$141,028

$245.80

$206,472

A319

$161.02

$135,257

$235.76

$198,038

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

B757, MD-80, A319, A3220

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

A319, A320, A321*

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

10.A

4.C

4.C

$100.01

75

$90,009

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$148.71

E190

$133.82

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

20%

THE GRID 24-B-5

B737

A319 A320 A321

B737NG

A320

HRxMMGx12

4 H/M Max 600

5% at 200%*

None

EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394 5.A

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

3.J

5% 1:1

5% + 3%

None Specified

3.E

3.E

3.F.i

9.7% 1:1

-

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

$109.27

72

$94,409

$185.32

$160,116

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

12.B.1

4 H/M

$112.93

70

$94,861

$168.55

$141,582

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

28.B.2

27.A.2

125% of 6% contributed

-

-

401(K) Matching (%)

401(K) DC

10%****

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

$111,102

$213.32

$158,710

3.A.1

3.B.1**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

$218.61

$178,385.76

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

1 Day / Month No Max

10.A

9.A

ABX Air B-767

$153.03

68

$124,872.48

19

19.D.1

HRxMMGx12

19

HRxMMGx12

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

85

4.A.1***

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

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

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

Kalitta Air B747

B757, B767, A300, B747, MD-11

Aircraft Types

64

$129,562

$249.67

$191,747

1-4 = 14 Days 5+ = 21 Days

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$50 to $410* Per Month

15.A.1

6.G

$212.69

75

$207,373

$300.00

$292,500

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None

Contract 2010, as amended

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

Rule book 2014

*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%

*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.

Contract 2006 as amended

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

$168.70

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

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

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

Percentage of health care Notes employee pays

>5 = 14 days <6 = 21 days

62

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

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

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

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

$149.33

Contract 2016, as amended

Contract 2016, as amended

19.B.2

Cargo Airlines

B747 B767*

*The company will match 200% of what the pilot contributes up to 5%.

*A321 coming end of 2015

HRxMMGx12

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

Contract 2012 as amended

Percentage of health care Notes employee pays

3.C*

Atlas Air

UPS (UPS)

401(K) DC

70

A320 family

Aircraft Types

FedEx Express (FedEx)

401(K) Matching (%)

$145.17

70

Southwest Airlines (Southwest)

22-A

1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days

4.3 JetBlue Airways (JetBlue)

16"%

Major Airlines

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

0%

Additional Compensation Details

B737-900, A321

Aircraft Types

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

9.C.3

401(K) DC

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

Contract 2016 as amended

Percentage of health care Notes employee pays

September 2017 | 55

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

ACY

CLT ATL

DFW

DAL IAH

ANC

BWI DCA

LGA JFK

AVL

MEM IWA

EWR PHL IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

56 | Aero Crew News

Back to Contents

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

AVL

Asheville, NC

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

Delta Air Lines

American Airlines

BOS

Boston, MA

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

American Airlines

GUM Guam

LGB

Long Beach, CA

American Airlines

JetBlue Airways

United Airlines

JetBlue Airways

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

JetBlue Airways

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

FedEx Express

Hawaiian Airlines

Frontier Airlines

UPS

CLE

Cleveland, OH

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

United Airlines

HOU

Houston, TX

Alaska Airlines

CLT

Charlotte, NC

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

American Airlines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

CVG

Cincinnati, OH

United Airlines

MIA

Miami, FL

Allegiant Air

Delta Air Lines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

DAL

Dallas, TX

United Airlines

UPS

United Airlines

Southwest Airlines

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

Virgin America

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DCA

Washington, DC

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

American Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

DEN

Denver, CO

JFK

New York City, NY

Allegiant Air

American Airlines

United Airlines

American Airlines

Southwest Airlines

Frontier Airlines

Delta Air Lines

Southwest Airlines

JetBlue Airways

DFW

Dallas, TX

Virgin America

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

September 2017 | 57

THE GRID

Regional Airlines

T

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

Aircraft Types

Highlighted blocks indicate best in class.

Blue blocks indicate recent updates Airline name and ATC call sign

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

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

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

$44,982

$107.83

$97,047

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

$46.44

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

75 $48.48

-

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

80

$35,664

$76.21

$73,162

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

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

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

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

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

8.A.1

7.A

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

14.A.1

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

CRJ-200

$45.77

$41,193

$106.67

$96,003

CRJ-700

$48.52

$43,668

$113.07

$101,763

EMB-175

$48.70

$43,830

$113.20

$101,880

CRJ-900

$50.00

$45,000

$117.00

$105,300

-

3027.2

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

75

3008.5.A.3* HRxMMGx12

EMB-170 EMB-175

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

American Eagle

$50.42

75

$45,378

25.B.2

None

27.A.1*

27.A.1

1.2-6%****

None

-

$120.11

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

None

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

$35,802

Types

Pay (Hourly)

MMG

Base Pay

CRJ-200

$38.49

>2yrs = 14 dys

>5 yrs =

10-14 = 6.4%

None

Top CA pay

Base Pay

weeks & accrual

Accrual

Matching (%)

401(K) DC

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

CRJ-900

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

58 | Aero Crew News

Air Wisconsin (Wisconsin)

-

$43.29 3.A.1

4.A

$38,961

$106.67

$96,003

>14 = 28 days

HRxMMGx12

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

$93.76

$85,509

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

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

2%*

None

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

Pi

T

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

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

information.

P

em

3-1

$39.78

CRJ-700* EMB-175

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

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

Abbreviations and Definitions:

(Envoy)

Base Pay

75

CRJ-200

Republic Airways (Republic or Shuttle)

ALPA: Air Line Pilots Association

Top CA pay

Over 2,000 Pilots

EMB145XR, EMB-145, EMB-135

CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

MMG

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

3.75 H/M Max 375

24.B

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

P

em

32 (35

10+ = 3.5%

Back to Contents 8.A

1%

-

3%

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

2 Digit Code

Sign on Bonus

Pay During Training

EMB-145XR EMB-145 EMB-135

EV

CRJ-200 CRJ-700 CRJ-900

EV

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

SkyWest Airlines (Skywest)

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

OO

$7,500*

Republic Airway (Republic) EMB-170 EMB-175

RW

$10,000* $12,500**

Feb/15 Paid for by $300 / week company; single occupancy

3.C.1

65 Hours

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

3008.19.A

3015.6.A.1

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

Up to Paid for by 64 hr MMG $22,100* MQ plus $20,000 + 16 hrs per company; single retention diem per day occupancy bonus**

2 Digit Code

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

$1.85/hr

June 2007**

1,388

4.C.2

Sep/2017

Sep/2017

$1.85/hr

June 2007**

1,218

5.A.1

Sep/2017

Sep/2017

Total

2,606

$1.95 June 2017 Eff. 7/1/2017

3009.1.A

4.B.1

Aug/2016

Nov/2015

4,300

Union

2,105

1,850

Dec/2016

Dec/2016

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$23,000*

Single MMG, but no Occupancy paid per diem by company

Delta***, American

United, American, Alaska, Delta

ALPA

Bases

ATL, DFW, DTW, LGA***

9E

Surface 3 LTE

None

COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type FAT, IAH, LAX, rating for any turbo jet over 12,500 MSP, ORD, PDX, lbs. **SGU is not a base, only HQ. Surface 3 LTE PHX, PSP, SEA, SFO, SLC, TUS SGU**

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

*No Part 121 Experience, **Part 121 CMH, DCA, IND, Experience; ***International per diem only applies when block in to block LGA, MCI, MIA, ORD, PHL, PIT, out is greater than 90 mins.

EWR Contract 2015

American

ALPA

iPad Air 2

*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects DFW, ORD, LGA less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.

Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

OH

$16,520, $5,000*, $1000**, $20,000***

3.D.1, 5.D.4 $38.50 / HR Paid for by MMG & Per company; single occupancy Diem

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

$1.70/hr

July 2007

1,587

5.D.1

Dec/2015

Mar/2016

$1.75/hr

July, 2015

1,300

5.A.1

April/2017

May/2017

Paid for by company; single occupancy

$1.60/hr

Oct-15

1,200

5.B.1

5.A.2

Feb/2016

Aug/2015

2.5 - 3 Years

485

YV

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

ZW

Yes $33,000 $4,000 or $4,500*

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Jul/2015

May/2017

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

July 2014*

635

5.I.4

6.C

5.G.1

Dec/2016

Dec/2016

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

Sept 2015

710

3.H, 5.B

5.B.3

5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

QX

CP

G7

2 Digit Code

$1,500 Referal Bonus

$12,000** $5,000***

Paid for by $1.75/hr dom company; single $1.80/hr int occupancy

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

Union

EFBs

Bases

$15,000

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

Delta

JFK, DTW, MSP, LGA, ATL

ALPA

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

PI

LOA 16

5.D.4

5.A.3

1,000* Hrs 2,500 TT

420

5.D.1

Jul/2016

Jul/2016

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

Contract 2013 as amended

American

ALPA

iPad

United, American

ALPA

iPad***

PHX, DFW, IAD, IAH

*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended

American United

Alaska

ALPA

iPad

*$33,000 min bonus for all new hires.

DCA, ORF, PHL $4,000 or $4,500 referral bonus, later (ORD & IAD in for Airmen Training Program the Fall) Contract 2003, Pilot data from 10/6/2014 seniority list. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

$1.70/hr

Notes

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications CLT, DCA, CVG otherwise once they reach 1,000 DAY, TYS hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years).

Contract 2013 as amended

Union

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018 Contract 2007 as amended, Currently in negotiations;

ALPA

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

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

Apr/2016

Oct 2011***

4.A

United

EFBs

Aug/2016

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

Online

3.F.1 Mesa Airlines (Air Shuttle)

Most Number of Do Business Pilots For: Junior CA hired

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

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

Per Diem

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

ExpressJet (LASA) (Accey)

Hotel during new hire training

THE GRID

American

ALPA

PHL, MDT, ROA, SBY

Notes

September 2017 | 59

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

Contract 2013 as amended

EMB-175

THE GRID GoJet Airlines (Lindbergh)

CRJ-700 CRJ-900*

Aircraft Types

CP

Referal Bonus

company; double occupancy

3.H, 5.B

5.B.3

Sept 2015

$1.65/hr**

5.B.1

Oct/2016

555

Dec/2015

$1.60/hr

January 2015

Jan/2017

5.B.3

6.C

5.O

Dec/2015

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

2 Digit Code

710

Delta, American

ALPA

iPad

MSP, LAX, SEA

General Information

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

$12,000** $5,000***

G7

MMG & Per Diem*

Contract 2014 as amended

Dec/2015

United, Delta

*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Trans States Airlines (Waterski)

PI

LOA 16

ERJ-145

AX

$30,000*

ATR-42 C402 BN2

9K

Saab 340b

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

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

Great Lakes Airlines (Lakes Air)

C5

Up to $15,000*

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

KS

Seaborne Airlines (Seaborne)

DH-8-300 S340

BB

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

C208, C207, PA31, B1900 DH-8

ATR-72* Q-400

Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

600

5.C.1

Dec/2015

Jun/2016

Dec/2016

100

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

American

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

IBT

PHL, MDT, ROA, SBY

iPad

IAD, STL, ORD DEN, RDU

No

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

Dec/2016

Immediate

185

Oct/2015

Oct/2015

MMG

$1.80/hr

Apr/2017

370

Online

3.G

5.A.8

5.B.3

June/2017

Dec/2016

No

$36/Day

Paid for by company; dual occupancy

$1.50/hr

May 2016

60

4.D

Dec/2016

Dec/2016

$50/day

2012

120

Self**

IBT

7H

$30/dom, $50/int

MMG

None, except during SIMs in SEA, Single

MMG**

Paid for by company if not in HNL; Single occupancy

3.C.1

11.P.3

Pay During Training

Hotel during new hire training

$12,000

2 Digit Code

Sign on Bonus

Pay Protection

Max Scheduled Duty

$40.00 per over night

March 2015**

Jun/2017 None, On a RON, March company will 2017 reimburse w/ receipt 4.J.1 Apr/2017

Number of pages in Contract

None

iPad

United

ALPA

None

EWR, IAD, BTV**

UTU

DEN, PHX

None

ANC, BOS

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

Contract 2014 as amended *$1,100/Mo. Base Salary Need contract

SJU, STX Need contract

215

Ravn Alaska

None

Self

ALPA

iPad

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

ANC

Jun/2017 65

Codeshare for United, Hawaiian and Go; *ATR-72 being phased out by July 2017, **Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro Contract 2016 as amended

HNL

Apr/2017

19,648

Union

EFBs

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots

Bases

Notes

Headset Reimbursement

None

None

100%

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

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

100%. Over 87 hours 125%***

See Trip Rig

1:2

1:4

75%

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

None

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Yes**

14

217

23.E.1

3.E & F

23.C.1

11

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

Min Days off

Pay

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Provided by company****

500 - 2,000 Pilots New hires pay

Contract 2004 as amended, Currently in negotiations

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

*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for Company provided reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage Contract 2015 -

4:12

12*

Notes

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

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

Yes*

*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ Contract 2015 as amended

90

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12/12 or 11 for reserve in 30 day month

Contract 2012 as amended

Contract 2011 as amended

Most Number of Do Business Junior CA Pilots For: hired

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

HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM

DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type.

PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU

Contractual Work Rules Per Diem

*Paid out over 3 years, restricitions apply. Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

Oct/2014

$15,000 for all pilots in 2017, $5,000 referral

WP

January 2013

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

Contract 2013 as amended

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

FLL, TPA, MCO, IAD

Oct/2014

(Line/Reserve) 60 | Aero Crew News Protection Endeavor Air

July 2015

Paid for by company; single occupancy

Total Pilots Aircraft Types

$1.90/hr

6.G.1

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

None

ZK

Jul/2016

6.E.5.A

Paid for by MMG & Per company; single Diem occupancy

$12,000*

AM

B1900D EMB-120

Jul/2016

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

None

3M

5.D.1

5.A.1

3.K.A

Silver Airways (Silverwings)

420

5.A.3

$35.81 @ Paid for by 75 hrs or 4 company; Single hours per occupancy day 3.C.1

Cape Air (Kap)

Island Air (Moku)

5.D.4

$1.70/hr

1,000* Hrs 2,500 TT

*200% only when critical coverage Company provided declared by company Contract 2003 as amended

Notes

Back to Contents

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

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

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

-

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

THE GRID

Contract 2003 as amended

Notes

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

Yes

14

501

4

None

None

None

100%

150% 200%**

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

None

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

$400****

None

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

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

-

None

11

Yes*

FAA Part 117

187

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

None

None

None

None

62.5%

100% or 200%**

Company pays half of hat, topcoat, jacket, two pairs of pants.

-

-

-

6.A

3.H.9

5.E.2

-

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

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

-

50%***

25****

100%

150% or 200*****

5.C.2.a

5.C.2.a

5.C.2.a

13*

Yes

FAA Part 117

239

4**

See Trip Rig

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

$200

None

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/12

Yes

FAA Part 117

165

4*

4*

None

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

-

5.B.1

5.B.1

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

26.3

26.C.1

150% 200%**

$25 / Month

None

5.E

5.D

26.L.5

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

100%**

$25 / month

None

Under 500 Pilots 11

Yes

14

185

4

4 per day*

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

None

None

75% air; 50% ground

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Yes*

14

246

4**

None

None

None

100%

150% 200%***

3.F

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.

Contract 2017 as ammended

*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended

*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes

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

*Line Holders have Cancellation Pay 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

-

25.A.5

Contract 2012 as amended

11

Yes*

14

161

3, 4 on lost day

Greater of min day, credit, duty rig

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

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

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

Fly 4-5 days per week

Yes

FAA 135

NA

NA

NA

NA

NA

100%

100%

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

None

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

Peninsula Airways (Penisula)

5 on 2 off

Seaborne Airlines (Seaborne)

13

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

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

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Island Air (Moku)

Contract 2015

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

11

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

Silver Airways (Silverwings)

-

500 - 2,000 Pilots

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

Cape Air (Kap)

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

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

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

*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned Contract 2016 as amended

Notes

September 2017 | 61

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

75

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

-

3.A

CRJ-200

$48.10

CRJ-700

$50.99

EMB-175

$51.17

CRJ-900

$51.94

-

3027.2

EMB-170 EMB-175

-

Endeavor Air (Flagship)

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

Mesa Airlines (Air Shuttle)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

LOA 9

4.A

75

$50.42

3-1

3.K.1

7.A

25.A.2

25.B.2

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

$98,397

HRxMMGx12

3.A

HRxMMGx12

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

8.A.1***

$45,378

HRxMMGx12

$120.11

3-1 $89.12

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$38.49

CRJ-900

$39.75

EMB-175

8.A.1

$109.33

3008.5.A.3* HRxMMGx12

75

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

$43,632

75

$39.78

HRxMMGx12 $80,208

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***

27.A.1*

1-4 yrs, 4% 5-9 yrs, 6% 10 yrs, 10%

None

30%

27.A.1

28.A.3

None

-

3.A.1

CRJ-200

$41.78

4.A

$43.29

None

-

3.A.1

4.A

8.A.1

14.K

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

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

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

14.E

None

HRxMMGx12

8

9.A

28.B**

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$34,641

$84.03

$75,627

2.5 H/M

$35,775

$89.96

$80,964

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

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

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

28.B

27.A.2

$37,602

$98.37

$88,533

$106.67

$96,003

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

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

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

27%

$38,961

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

C700/E170

3.A.1

HRxMMGx12 $84,433

$99.65

$90,881

$105.08

$95,833

$52.00

76

$47,424

$108.00

$98,496

-

3.A

4.A.1*

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.98

75

$44,982

$109.29

$98,361

-

3.A.1

4.A

HRxMMGx12

3.A.1

None

28.A.3.b

*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

7.A

14.A

28.C**

28.C

27.B.4

0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M

50% Match: 0-9 = 6% 10+ = 10%

None

Based on rates set by company and insurance provider

7.A

8.A

24.B

HRxMMGx12

7.B.2 < 5 = 14 days > 5 = 28 days

-

24.A

3.75 H/M Max 375

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

3%

25%

14.A.1

28.B**

28.A

27.D.2.a

6%

None

Company Discretion

Q-400 ERJ-175

$49.43

80.5

$41,383

$119.19

$99,786

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.C

27.A

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

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

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

None

29% Employee, 34% Family

3 H/M

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300

9mo-2yr 4% 3-6 = 6% +7 = 8%*

None

14.A

27.D.1

27.D

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

Q-100, Q-300

13.A.1

Under 500 Pilots

$40.33

75

$36,297

$89.98

$80,982

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

4 H/M

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

1%

Contract 2003 as amended

Percentage of health care Notes employee pays

< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days

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

Contract 2015

*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 is 1% increases per prorated. year

LOA*

$92.58

*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.

35% for TPO Traditional PPO Plan

HRxMMGx12

HRxMMGx12

Contract 2007 as amended, Currently in negotiations

*Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day.

25% for PHP Pilot Health Plan

$84,510

C200/E145

Contract 2004 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015

$93.90

75

CRJ-700 CRJ-900

38%

-

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

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

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

500-2,000 Pilots

62 | Aero Crew News Piedmont Airlines (Piedmont)

25%

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

$91,620

C900-C

Horizon Air (Horizon Air)

401(K) DC

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

$101.80

EMB-145

C900/E175

Air Wisconsin (Wisconsin)

Percentage of health care Notes employee pays

401(K) Matching (%)

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

$41,796

75

PSA Airlines (Bluestreak)

Sick Time Accrual

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

27.B.2

Contract 2013 as amended

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

Contract 2013 as amended

Contract 2017 as amended

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

*MMG based on 35 day bid period.

Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended

Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1 Percentage of Notes health care employee pays

Back to Contents

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

Max 17%

(Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

E-170, E-175

$45.80

75

-

3.D

4.A.1

CRJ-700

$44.33

75

-

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

$41,220

$111.24

$100,116

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

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

9m-4 = 4% 3-5 = 6% 6+ = 8%

None

Additional Compensation Details HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300

9mo-2yr 4% 3-6 = 6% +7 = 8%*

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

1%

28.B.3

$39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

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

13.A.1

Under 500 Pilots

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

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

Max 17%

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

27.B.2

ERJ-145

$45.67

75

$41,103

$106.07

$95,463

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

30.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$42.40

75

$38,160

$57.51

$51,759

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

$44.00 $40.00

75

Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)

B1900, DH-8

HRxMMGx12 $64.00

60

Q-400

Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.

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

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

Contract 2011 as amended

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

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

THE GRID

Percentage of health care Notes employee pays

$40.33

$12.72

Contract 2014 as amended

Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1

Q-100, Q-300

ATR-42, C402, BN2

service for vacation accural, converted to years for comparison, first year is prorated;

$37,440

Need contract

HRxMMGx12 $117.00

HRxMMGx12 $61.88

*Based on profitability

Yes*

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

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

7.6 H/M 480 Max 720 Max*

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

HRxMMGx12

$59,405

$123.60

$118,656

$59,405

$123.60

$118,656

80 ATR-72

$61.88

-

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None 1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10% LOA 2

401(K) DC

$450-$500 / Mo. $750-$800 / Mo. Need contract

*After 5 YOS. 0% for employee, full cost for family, after 3rd year then 0% for all 14.A

Contract 2016 as amended

Percentage of health care Notes employee pays

Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language.

Data that does not have a contract section reference number, was obtained 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 2017 | 63

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

64 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

Back to Contents

THE GRID CVG Cincinnati, OH

Ameriflight, LLC

PSA Airlines DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin

PSA Airlines DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

ExpressJet Airlines

Republic Airways

Endeavor Air MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS Massena, NY

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

Cape Air

MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines

Air Wisconsin ORF Norfolk, VA

Air Wisconsin OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

Air Wisconsin

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air ROA Roanoke, VA

Piedmont Airlines RUT Rutland, VT

Cape Air

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

September 2017 | 65

THE GRID

Mainline Flight Attendants General Information Aircraft Types

American Airlines (American)

2 Digit Code

Pay During Training

AA

None

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

Hotel during new hire training

Per Diem

Number of FA's

Company Provided; Double Occupancy

Union

Average Reserve Time

Most Junior Base

Most Senior Base

Bases

Notes

BOS, CLT, DCA, DFW, LAX, LGA, MIA, ORD, PHL, PHX, RDU, SFO, STL

APFA

Contract 2014, As Amended Allegiant Air (Allegiant)

B757, MD-80, A319, A3220

G4

No hourly wage, $24/day perdiem

DoubleTree or Holiday Inn Express

$24/day ($1/hour)

1,000

TWU*

N/A**

N/A

Most Junior Base

Most Senior Base

May/2016 Total Flight Attendants

*(currently in contract negotiations) **F/A candidates are allowed to give BLI, FLL, HNL, preference of base during interview IWA, LAS, OAK, process. We do out best to PGD, PIE, SFB accommodate those requests, but cannot always place candidates at their first preference.

1,000

Aircraft Types

2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem

Number of FA's

Union

Average Reserve Time

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

Pay Protection

10

Partial

American Airlines (American) Allegiant Air (Allegiant)

11*

Scheduled or better greater of the two values.

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty 15 Dom 18 Int

Max Scheduled Duty

Min Day Credit

Min Trip Credit

5

10-15

Incentive Pay

0

0

Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.

Min Day Credit

Min Trip Credit

Incentive Pay

Downtown Hotel

Downtown Hotel

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

100%

No

$20/hour for scheduled DH time

Value of Trip

Initially uniforms are provided by the Company.

Upon completion of the first year, crews will receive an annual allowance.

Deadhead Pay

Open time pay

Uniform Reimbursement

Job Shares Available

Jetway Trades

Notes

*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).

Job Shares Available

Jetway Trades

Notes

Additional Compensation Details Aircraft Types

FA Starting Pay

American Airlines (American)

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

70

401(K) Matching (%)

401(K) DC

None

Yes*

401(K) Matching (%)

401(K) DC

Percentage of health care Notes employee pays Varies

*Based on age

Allegiant Air (Allegiant)

Aircraft Types

FA Starting Pay

66 | Aero Crew News

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Percentage of health care Notes employee pays

Back to Contents

THE GRID

Regional Flight Attendants General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

Sign on Bonus

EV

Pay During Training

None

Hotel during new hire training

Per Diem

Dual Occupancy Paid for by company*

None

$1.70

Do Number of Business Flight For Attendants

Union

Average Most Junior Base Reserve Time

Most Senior Base

Bases

Notes

*If FA lives 25 miles or more away from traning center, **AA flying out of EWR, IAH, ORD, DFW CLE, DFW**

United American

IAM

Delta American

AFA

7.D ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

EV

None

Dual Occupancy Paid for by company

None

$1.60

5.E PSA Airlines (Bluestreak)

6.C Total

CRJ-200 CRJ-700 CRJ-900

OH

None

Yes

1.80 / hour effective 11-116

Yes

AA

900

Aircraft Types

ExpressJet (LASA) (Accey)

PSA Airlines (Bluestreak)

2 Digit Code

Sign on Bonus

Hotel during new hire training

Pay Protection

Max Scheduled Duty

Min Day Credit

12/10 or 11

Yes

13.5

1:04

5.A.4

4.N

7.B.7

8- 12 months

CVG

CLT, CVG, DAY, TYS

CLT-DAY

Contractual Work Rules

Average Most Junior Reserve Time Base

Most Senior Base

Jetway Trades

Holiday Pay $5.00 per hour

Yes

50%

100% or 150%*

Initial paid by FA 75 Points Per Year**

Yes

Yes

4.S

4.Q

7.A.2

LOA

4.V

14

Holiday Pay 150%

No

100%

100%

Initial paid by FA $200 Per Year

5.O

6.A

5.D.1

5.L

18

yes

above guaranee

Initial new hire NO / $250 annual uniform allowance

N/A

Deadhead Pay

Open Time Pay

Uniform Reimbursement

Job Shares Available

5.C.1

10

Yes for cancellations

$14

N/A

N/A

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Min Day Credit

Min Trip Credit

150% Yes Thanksgiving In some cities and Christmas

Incentive Pay

Downtown Hotel

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

80

$18,240

$38.00

$36,480

4.A

HRxMMGx12

4.A

HRxMMGx12

8.B.2

401(K) DC

5 Hours Per Month

>5 Yrs 4% 5-10 Yrs 5% 10+ Yrs 6%

>5 Yrs 1.5% 5-10 Yrs 1.75% 10-15 Yrs 2% 15-20 Yrs 2.5% 20-25 Yrs 3% 25+ Yrs 3.5%

9.A

22.E

22.E

1 Yr 20% of 6% 2 Yr 30% of 6% 3 Yr 40% of 6% 4 Yr 50% of 6% 7 Yr 75% of 6% 8 Yr 75% of 8%

None

0%

23

75

$16,542

$37.31

$33,579

1-6 Yrs 14 Days 7-15 Yrs 21 Days 16-19 Yrs 28 Days 20+ Yrs 35 Days

3.75 Hours Per Month

-

5.A

5.B

HRxMMGx12

5.A

HRxMMGx12

12.A.2

13.A.1

24.B

24

+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks

3.0 / Month

+6 Months - up to 2% +5 years - up to 3% +15 years- up to 3.5%

N/A

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

-

Aircraft Types

$31.03

HRxMMGx12

FA Starting Pay

MMG

Base Pay

$26,810

Notes

Percentage of health care Notes employee pays

401(K) Matching (%)

$18.38

$15,457

Jetway Trades

Sick Time Accrual

CRJ-200 CRJ-700 CRJ-900

PSA Airlines (Bluestreak)

*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,

* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty

Additional Compensation Details 1-4 Yrs 7 Days 5-9 Yrs 14 Days 10-17 Yrs 21 Days 18-24 Yrs 28 Days 25-29 Yrs 35 Days 30+ Yrs 37 Days

72

Notes

Job Shares Available

9.B.3

$17.89

Notes

Uniform Reimbursement

7.R.2

CRJs

Bases

Open Time Pay

7.D.2

$19.00

Union

Deadhead Pay

14

EMB145XR, EMB-145, EMB-135

Number of Flight Attendants

Downtown Hotel

Yes

MMG

Number of FAs

Incentive Pay

10

FA Starting Pay

Per Diem

Min Trip Credit

3:45 or 1:2* 1:1**

ExpressJet (LASA) (Accey)

Pay During Training

Min Days off (Line/Reserve)

Aircraft Types ExpressJet (LXJT (Accey)

AFA

900

Total Flight Attendants

ExpressJet (LXJT) (Accey)

ATL, DFW, DTW

HRxMMGx12

FA Top Out Pay

Base Pay

Percentage of Notes health care employee pays

September 2017 | 67

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