Aero Crew News, October 2015

October 2015

Aero Crew News

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

Contract Talks Moving Expenses

October Grid Updates

Main Line Sick Time Accrual Added Air Wisconsin’s Pay Rates Republic TA Comparison SkyWest Agreement Updated

Exclusive Hiring Briefings

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

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

/ExpressJetPilotRecruiting

@expressjet

@expressjetpilots

October 2015

C o n t e n t s

Sections

Aviator Bulletins 6 Latest Industry News

Exclusive Hiring Briefing

XOJET 18 Exclusive Hiring Briefing

Contract Talks 23 Moving Expenses

24

Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Captain Pay Comparison

First Officer Pay Comparison

The Regional Grid

Updated Legacy

PSA Airlines 10

The Mainline Grid

Airlines in the Grid

32

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

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

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

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

Major

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

International Qatar Airways

Cargo

Atlas Air FedEx Express

Kalitta Air UPS

Regional

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

Coming Soon...

Major

Eastern Air Lines Miami Air

Cargo

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

Regional

Corvus Airways Peninsula Airways Seaborne Airlines

International Emirates

IBEX Airlines

Canadian

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

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

Editor in Chief Craig Pieper

Craig,

Letter from the Editor

Can you provide us with a list of upcoming airlines that you will be featuring?

Aero Crew Solutions, CEO Scott Rehn Contributing Authors Scott Stahl Layout Design By Craig Pieper

Matt S. Texas Matt, Sure! For November we have secured Piedmont Airlines, the mainline carrier has yet to be secured, but should be soon! December we will be featuring American Airlines and Compass Airlines. Lastly, we have secured Great Lakes Airlines to start the year off in January. I do have a few more carriers that are very interested but their months have not been secured. Those include; Southwest Airlines, Atlas Air, Allegiant Air, Horizon Air, Republic Airways and Mesa Airlines.

Additional Contributors Shari Jones, Austin Schell, Michelle Bauman, Kriste Hauswirth, Chris Crocker, Skye Ropke, Albert Hsieh, Oxana Shepel, Valarie Zimmerman Photographs By PSA Corporation Corporate Communications

Photographs used with permission from PSA Corporation

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

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

XOJET Corporate Communications Department

Photographs used with permission from XOJET

Craig Pieper

Here’s what you missed last month.

Kalitta Air and Envoy were featured.

Plus articles from Contract Talks, Upgrade Time by Scott Stahl. To view this and previous issue visit our archive at AeroCrewNews.com/Archive.

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

Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

4 | Aero Crew News

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

www.skywest.com/careers

Aviator Bulletins

The latest aviation industry hiring news and more.

United Continental Holdings, Inc. recently welcomed Oscar Munoz as president and chief executive officer. Munoz will also continue to serve on United’s board of directors. The board appointed Henry L. Meyer III, United’s lead independent director, to serve as non-executive chairman of the board of directors.

performance, including increasing its operating income by nearly 600%. Prior to joining CSX, Munoz served in various senior financial and strategic capacities at some of the world’s most recognized consumer brands, including AT&T, CocaCola Enterprises and PepsiCo.

Munoz brings to this role deep and broad experience in the transportation industry and large consumer brands including AT&T, PepsiCo and Coca-Cola Enterprises. He most recently served as president and chief operating officer of CSX Corporation.

He has served on the board of directors for United Continental Holdings, Inc. since 2010 and served on the board of directors of Continental Airlines, Inc. since 2004. Munoz is active in several industry coalitions and philanthropic and educational organizations including the University of North Florida’s board of trustees and the PAFA advisory board of Vanderbilt University.

Prior to joining United Airlines, Munoz served as president and chief operating officer of CSX Corporation, a premier transportation company. Munoz also served as a director at CSX. During Munoz’s tenure, CSX transformed itself into an industry leader in customer focus, reliability and financial performance. CSX was named one of Institutional Investor’s Most Honored Companies for a decade of excellent financial

Munoz graduated from the University of Southern California with a bachelor’s degree in business administration, and he received a master’s in business administration from Pepperdine University. Munoz has been named one of the “100 Most Influential Hispanics” by Hispanic Business magazine.

ExpressJet is excited to announce a partnership with JetBlue Airways through the JetBlue University Gateway and Advanced Gateway programs to offer qualified students and current pilots a clear pathway from ExpressJet to a career at JetBlue. The program compliments our already strong hiring relationship with JetBlue, which hires the most ExpressJet pilots behind United and Delta, and offers members the

benefit of a guaranteed interview at JetBlue earlier than pilots who apply through traditional routes. The rigorous requirements, regular performance reviews and leadership experience required of Gateway members, and the culture, training and safety environment at ExpressJet ensures candidates will be successful as JetBlue pilots. To learn more, visit futurebluepilots.com.

6 | Aero Crew News

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Piedmont Airlines will take delivery of its first Embraer 145 regional jet on October 5. Piedmont recently announced that it will fly the E145 out of PHL starting in February 2016, and will open both a Dash-8 and E145 crew base in PHL starting in January.

Piedmont will fly a minimum of 20 regional jets for parent company American Airlines, while continuing to operate a fleet of 37 de Havilland DHC-8 turboprops. The fleet expansion marks the first aircraft change for Piedmont since the arrival of

the Dash-8 in 1985.

To accommodate the growth of the airline, Piedmont is aggressively hiring first officers, A&P mechanics, avionics technicians and a QC supervisor. New first officers can expect to upgrade in approximately 18 months and will enjoy the benefits of low cost health insurance, travel on American Airlines, and a direct career path to American Airlines. Details at piedmont-airlines.com.

Current Part 121 Pilot Abbreviated Interview Process Envoy offers current Part 121 pilots a streamlined process to begin their career with Envoy. We employ a simplified and abbreviated application which takes approximately 30 minutes to complete. Recruitment conducts a Human Resources interview administered by a Pilot Recruiter – no technical interview or simulator evaluations are necessary. After a successful HR interview, the applicant will be given a Pre-Offer of employment and paperwork to complete. The background check process will be completed as soon as possible following the completion and submission of necessary paperwork. A class date will be offered following successful completion of the background check process, a Captain’s Review Board, and a DoT drug screening. The abbreviated application and HR interview may be completed during our airport hiring events or at Envoy Headquarters in Irving, TX (transportation and lodging provided).

Additionally, all pilot applicants are now provided hotel accommodations while in Irving, TX for their interview with Envoy.

October 2015 | 7

Aviator Bulletins

SkyWest Airlines to Fly an Additional 18 E175 Aircraft for United SkyWest Airlines has secured an agreement to operate an additional 18 Embraer E175 dual-class regional jet aircraft for United Airlines. The cabin will be a dual-class configuration of 76 seats and will be equipped with Wi-Fi. Under the agreement, it is anticipated that delivery of the aircraft will begin in late 2016, with all 18 aircraft being delivered by mid-2017.

PSA is hiring 1000 pilots over the next 2 years and has the fastest upgrade time in the industry! PSA has a fleet of 87 aircraft that will grow to 150 by the end of 2017!

Recently, PSA Airlines and the Airline Pilot’s Association reached a tentative agreement that if ratified, would convert the SSP to a true flow and incrementally double the number of PSA pilots that flow to American Airlines. PSA also recently announced a new crew base at Cincinnati/Northern Kentucky International Airport opening January, 2016.

The Trans States Airlines pilot group has passed a Tentative Agreement on a three-year contract extension, just three weeks after the contract’s first amendable date. Most notably, the agreement raises first year pay to $35.81 per flight hour, the highest first year pay in the regional airline industry. The new contract also includes a pay increase for pilots who are part of Trans States’ Captain Qualified First Officer (CQFO) Program.

This program gives pilots who meet Captain requirements the opportunity to fly as a Captain or a First Officer, depending on the airline’s scheduling needs. CQFOs now earn $49.33 per

8 | Aero Crew News

flight hour when flying as a First Officer and $62.84 per flight hour when flying as a Captain.

The new contract, which went into effect on October 1, also provides improvements in healthcare, sick leave and the company’s 401(k) contributions, as well as a cost-of-living increase of 1.5% for existing pilots and an increase in the per diem rate. To learn more about joining the Trans States team, please visit www.transstates.net/careers.

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SAV E

T H E

DAT E !

It’s bigger and better than ever! The 2016 NGPA Industry Expo is an all-day affair featuring guest speakers and educational seminars for both commercial and general aviation pilots. Leading airlines will be interviewing, recruiting, and hiring onsite. General aviation products and services will be on showcase and display. This is an exclusive aviation

SUNDAY, JANUARY 24 | 9AM-6PM THE RENAISSANCE PALM SPRINGS HOTEL CATALINA/MADERA/PASADENA/MOJAVE HALLS

networking event you won’t want to miss!

PRESENTERS INCLUDE: Aero Crew Solutions, a leader in pilot job fairs, pilot interview prep, pilot résumé services, career consulting, will lead a seminar tailored to help pilots and aviation industry applicants successfully design and build résumés.

FAA Aviation Safety Inspector Dr. Paul Foster will present “Beyond the Preflight,” an NGPA exclusive FAAaccredited Wings program designed to assist pilots by enhancing their aircraft preflight knowledge beyond the standard use of preflight checklists. Dr. Foster is the FAA Safety Team Program Manager and a member of the National Black Coalition Dr. Paul Foster of Federal Aviation Employees (NBCFAE) where he serves as the L.A. Chapter President. He is also an Adjunct Professor with Embry-Riddle Aeronautical University teaching courses in aviation safety, management, and aircraft maintenance.

Throughout the day, commercial and regional airlines will lead discussions with applicants about hiring trends and pathways to sucessful employment.

THIS IS THE PREMIER AVIATION INDUSTRY EVENT

For additional information:

BRIAN GAMBINO Director, NGPA Industry Expo | brian.gambino@ngpa.org DAVID PETTET NGPA Executive Director | david.pettet@ngpa.org

Two Easy Ways To Get Involved!

1. INDUSTRY VENDOR

2. EXPO ATTENDEE

COMMERCIAL/CORPORATE/PART 135 Commercial air carriers, corporate flight departments, and other CFR Part 135 operators may purchase a booth for $600.

NGPA MEMBER All active, paid members of the National Gay Pilots

FLIGHT SCHOOL/UNIVERSITY/ALL OTHER Aviation trade and flight schools, public and private schools and universities, and other vendors including retail exhibitors may purchase a booth for $500.

REGISTRATION OPEN NOW! ALL VENDOR REGISTRATIONS INCLUDE:

Association receive complimentary admission to the NGPA Industry Expo.

WINTER WARM-UP ATTENDEE All registered attendees of the 2016 NGPA Palm Springs Winter Warm-Up receive complimentary admission to the NGPA Industry Expo.

OFF-THE-STREET Non-members are welcome to attend the NGPA Industry Expo for $75. Register on-site or in advance at www.ngpa.org.

• The most space to make sure you and your team are comfortable during the day. If you need more than our standard convention offering, which includes one 6’x30” table and two chairs, just ask!

• Complimentary morning refreshments and lunch from Panera Bread.

• Complimentary high-speed wireless internet.

STUDENT Students with a valid ID are welcome to attend the NGPA Industry Expo for $30. Register on-site or in advance at www.ngpa.org.

NOTE: Vendor prices increase $100 after December 1.

NOTE: REGISTRATION OPENS IN NOVEMBER.

October 2015 | 9 www.ngpa.org

Captain Valarie Zimmerman, Lead Pilot Recruiter 10 | Aero Crew News

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The PSA Story

P

SA Airlines has a long history that includes more than a few name changes, but never a change in the commitment to our customers and employees. The regional carrier went from a small commuter airline, Vee Neal Airlines operating in Latrobe, Pennsylvania, to a wholly owned subsidiary of US Airways Group in 1987 as Jet Stream International Airlines.

In order to preserve the trademark of an earlier acquired west coast carrier, US Airways changed the name of Jetstream International Airlines a final time to PSA Airlines in 1995.

After the acquisition by US Airways, PSA flew under the US Airways Express brand, and operated a fleet of 30 Dornier 328 turboprop aircraft. In 2003, PSA began its current relationship with Bombardier by integrating the CRJ 200 and CRJ 700 regional jets. Now PSA is the largest Bombardier carrier for American Airlines and operates nearly 400 daily flights to more than 80 destinations.

In 2013, US Airways and American Airlines’ historic merger formed the American Airlines Group, Inc., which announced a large investment in their wholly owned regional carriers. AAG announced a regional jet order that included firm orders for 30 Bombardier CRJ 900 NextGen aircraft to be operated by PSA Airlines. Additionally, this past February, American Airlines announced that it would continue to invest in PSA, exercising an additional 24 of its 40 CRJ900 NextGen options for PSA service along with transferring 47 CRJ 700 aircraft to PSA - bringing the total committed aircraft to 150 CRJs. The firm fleet plan put in place by American Airlines makes PSA the fastest growing regional airline in the industry. To date, the airline includes more than 2,200 employees and will add

PSA AirlinesIndustry’s Best Choice for PilotsContinues Hiring

60+ Additional, Committed Aircraft by 2018.

1,000+ Additional Pilots in Next 24 Months.

New Bases, New Cities, and Continuing Growth

Fastest Growing Regional Airline

Career

QOL

Our Growth Means Your Opportunity! Hiring 1000+ pilots in 24 months means quick seniority!

Currently the average time-to-upgrade is less than one year at PSA.

Quality of Life for pilots is important. PSA’s convenient and affordable bases, favorable Schedule Adjustment Period (SAP), Single Seat Qualification, and more make PSA an easy choice.

Tripling Fleet Size and Employee Base

Opportunity PSA gives pilots the opportunity to make the most out of their career. Want to be a pilot at American? The SSP program will get you there. Want to instruct, recruit or become a manager? PSA’s growth will get you there faster.

Apply today at www.psaairlines.com/careers

SAP Facebook.com/PSAAirlinesInc

LinkedIn.com/PSAAirlinesInc

@PSAAirlinesInc

October 2015 | 11

more than 1,000 more professional men and women to the team.

What does it mean to be the fastest growing regional airline?

PSA’s fleet growth has resulted in more than 600 newly hired pilots in the last year and a multitude of career and advancement opportunities for every work group. In addition to adding 101 aircraft to the fleet, PSA built a new Operations Control Center in the airline’s headquarters of Vandalia, OH and opened a new pilot base in Cincinnati, OH along with 2 new maintenance bases in Nashville, TN and Cincinnati, OH. In 2014, PSA hired 50-60 pilots each month, delivered up to three brand new aircraft each month and continued that growth through 2015.

2016 will bring more aircraft, more growth and more opportunities for the employees at PSA. In September, PSA and the Airline Pilots Association reached a tentative agreement that if passed, will incrementally double the number of PSA pilots that will flow to American Airlines without an interview.

More Planes, More Options PSA’s current fleet consists of 35 CRJ-200 model aircraft with 50 economy seats, 22 CRJ-700 model aircraft with nine First Class and 54 economy seats and 30 CRJ-900 NextGen model aircraft with nine First Class and 67 economy seats. The CRJ-900 fleet will grow to 54 aircraft

by August 2016, and 39 CRJ-700s will join the fleet during 2017. The committed PSA fleet of aircraft is setting a new standard for comfort and convenience in regional air travel.

12 | Aero Crew News

With PSA’s current growth, new pilot hires can expect: •

Reduced reserve time

•

Domicile assignments awarded during training or

shortly after

(Dayton, Ohio; Cincinnati, OH; Charlotte, N.C.;

or Knoxville, Tenn.)

•

Historically low time to upgrade

•

Well-defined career path to American Airlines

•

Comprehensive medical, dental and 401(k) benefits

•

Travel privileges on American

•

Much more

PSA is looking for the most talented, dedicated and enthusiastic aviation professionals to join their team. In addition to hiring First Officers, PSA is also interviewing for Ground Instructors and Simulator Instructors.

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PSA now operates nearly 400 daily flights to more than 80 destinations.

October 2015 | 13

Interview with Captain Valarie Zimmerman, Lead Pilot Recruiter Pre Interview: Craig: What can an applicant do to increase their chances of

being called for an interview?

Valarie: One of the biggest mistakes we see is an incomplete or

partial application. Many applicants omit previous

employment information if it is not aviation related.

We may end up not selecting very qualified applicants

based on incomplete applications.

C:

V:

What is the process once a new pilot candidate applies at PSA Airlines?

Once the pilot candidate completes the online application at www.psaairlines.com, the recruitment team is hard at work to review the application within 24 hours. Once the pilot’s qualifications have been reviewed, the recruiting team reaches out via email to coordinate space positive travel arrangements for an interview. All of the pilot interviews are held in Charlotte, NC at the American Airlines Training Center.

Interview: C: V:

Can you walk me through a typical day of interviews?

The interview day begins with a greeting from the interview team. We like to take time to introduce ourselves and discuss the growth and opportunities available at PSA. After introductions and questions, we administer a 25 question written exam. We then break to individual panel interviews. The panel will spend some time discussing HR questions, weather, FARs, Jeppesen review and CRM. There will also be a technical review that will cover instrument flight rules, chart knowledge, aerodynamics and other relevant topics.

14 | Aero Crew News

Written test: C: V:

Is there a written or computer test?

There is a 25 question written test.

C:

V:

What can you recommend applicants study for the written test? When is the written test taken?

The questions are similar to those seen on the ATP written. Candidates should also be familiar with instrument flight rules and instrument approach procedures. The test is completed prior to the panel interviews. The applicant must pass the test with an 80% or higher in order continue in the interview process.

Simulator Evaluation: C: V:

Do you have a simulator ride?

No. At this time, PSA is not administering a simulator evaluation for First Officer candidates.

Post Interview: C: V:

Do you tell applicants they are hired in person that day?

No.

C:

V:

How long do applicants have to wait to know if they are hired?

We do our best to notify pilots as quickly as possible.

Once the decisions have been returned, an HR representative will notify the pilot if he or she will be moving forward in the hiring process as early as 24 hours but no longer than 1 week.

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Interview cont...

C:

V:

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

PSA is starting a new pilot class every other week. We attempt to offer every successful pilot a class as quickly as possible. For some pilots this has been as quickly as 1 to 2 weeks but is averaging about 30 days.

General: C: V:

How many pilots does your airline expect to hire?

PSA is looking to hire 1000 pilots in the next 24 months.

C: V:

Does PSA have any kind of pilot referral program?

Yes! Current PSA pilots can earn up to $1000 for each successful pilot referral.

C: V:

How long before a new pilot can expect to upgrade?

PSA is experiencing historically low upgrade time right now. A new pilot can expect to be eligible for upgrade as soon as he or she meets the requirements of FAR

121.436. For a new pilot without any prior 121 experience, this is averaging about 1.5 years. Pilots who meet the requirements of FAR 121.436 can expect to upgrade after logging 300 hours with PSA or about 8 months.

C:

V:

Can you describe the career path agreement that PSA has with American Airlines?

Yes! PSA Airlines has a well-defined career path with American Airlines. American Airlines will interview every PSA pilot in seniority order and hire 4 PSA pilots per month. The PSA pilots that have interviewed with American Airlines have enjoyed great success under this program. So far over 60 PSA pilots have moved on to American Airlines. In September, PSA Airlines and the Airline Pilot’s Association reached a tentative agreement that if ratified, will convert this special selection process to a pure flow and incrementally double the number of PSA pilots that will flow to American Airlines.

October 2015 | 15

WhyG rChoose e at Lake s A i rl i nes We hire below ATP Minimums!

Major airlines seek our pilots for their quality flying skills!

Crew bases in DEN & PHX Visit our website for our hiring minimums!

Competitive pay! apply online - www.flygreatlakes.com pilotjobs@flygreatlakes.com (307) 432.7000 - 1022 Airport Parway Cheyenne, Wyoming 82001

Aero Crew News

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

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

Download our advertisement contract at AeroCrewNews.com

WELCOME TO XOJET, THE LEADER IN PRIVATE JET FLYING Founded in 2006, San Francisco-based XOJET offers the nation’s leading on-demand luxury private jet solution, out pacing our competitors to become the third largest private aviation brand within a short decade.

XOJET pioneered a refreshing new way to fly private, one focused on people, flexibility and value. Unlike our competitors, XOJET replaces the complications and rigidity of traditional fractional and jet card programs with the ultimate ease of use – simply known as on-demand flying. In 2015 alone, XOJET delivered a 20% increase in direct sales driven by a 56% increase in program sales, one of the fastest growth rates in the industry.

Our modern day solution continues to serve a growing client base of over 5,000 worldwide, specifically catering to the most sophisticated leisure and business flyers across all industry sectors. With our pilots at the forefront of the XOJET experience, our clients have come to appreciate the very best flying experience the industry has to offer.

OUR MISSION Our mission is to be the trusted advisor and service provider of choice to the most sophisticated private aviation consumers, both businesses and individuals. We serve our clients by bringing them the very best service and people the industry has to offer.

October 2015 | 19

OUR FLEET XOJET owns and operates the industry’s largest super mid-size fleet of Bombardier Challenger 300 and Cessna Citation X aircraft.

With a mix of over 40 modern jets, our complementary fleet types are the quintessential luxury private jet experience, offering XOJET pilots and clients the speed, comfort and economics for true North American flying.

The Challenger 300 fleet is quieter and more spacious than any private aircraft in its class – and is the preferred jet among Fortune 500 executives. While the time-saving Citation X cuts a typical San Francisco to New York flight to just four hours and twenty minutes, traveling at nearly Mach 0.92. Together, our jets deliver an outstanding combination of performance and comfort.

FLYING FOR XOJET XOJET is a company with a strong sense of values focused on our people. We are committed to supporting the highest standards of business ethics in every aspect of our operations. We vigilantly embrace safety, integrity, transparency, collaboration and continuous improvement, and we expect everyone to play a key role in maintaining and upholding these values. We invest the time and energy to recruit and hire great aviators who are also good people we will enjoy working with. Whether you fly with XOJET for two or twenty years, we hope you will make lifelong friends.

Flying for XOJET, each day brings a different destination. We complete thousands of trips per year to coastal metropolitan centers like New York, Los Angeles, and San Francisco. In addition, our clients frequently travel to picturesque mountain destinations such as Aspen, Jackson Hole, and Bozeman, as well as sun-seeking island havens throughout the Caribbean. The variety of missions we fly is frequently cited as one of the highlights of the job.

On the road, we strive to provide a safe and comfortable quality of life. XOJET pilot committees rigorously vet preferred overnight hotels and benchmark against a quality standard. In addition, crews may request rental cars – adding convenience and mobility to overnight stays. XOJET crews enjoy positive space travel on commercial airlines from their home airport to their Challenger 300 or Citation X jet.

Lastly, your rotation schedule is determined for a full year in advance. As a result, enjoy planning your time away from work with certainty and every other weekend off-rotation. All training is paid by the company and is conducted during scheduled rotations, so it does not interfere with days off. The vacation schedule is also determined for a full year, enabling you to plan time off well in advance. Initially, pilot employees accrue one week of vacation starting immediately on their date of hire. Over time, XOJET pilots may take 20 consecutive days away from work up to three times per year, depending on seniority.

OUR FUTURE Next year, we celebrate 10 years of excellence, and with the backing of two of the world’s largest and most respected private capital investors, TPG Capital and Aabar PJS, the sky is no longer the limit. We anticipate further growth within the industry by expanding our world-class services through fleet additions, strategic partnerships, and more. We hope you consider joining us on the journey to becoming the industry’s best private aviation company.

How to Apply To join our team, please visit xojet.com/careers.

20 | Aero Crew News

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Exclusive interview with Chris Crocker, Chief Pilot and Oxana Shepel, Senior Human Resources Specialist, Recruiting and Compliance.

Craig: How do you select applicants to be brought in for an interview?

XOJET: One of the most important things about XOJET is our

culture and that our people truly matter. We vigilantly

embrace compassion, integrity, collaboration and

continuous improvement, and our employees play a key

role in maintaining and upholding these values. It is

extremely important to us to ensure that we hire good

people who support our high standards of business ethics

in every aspect of our operation. We therefore strive to

hire only the best!

Initially all pilots are screened for the flight time requirements, technical ability, experience and background before we bring them in for an interview. We are very proud of our diverse workforce and seek out pilots with a varied background to include corporate, 121 military and retirees. Our planes are piloted by some of the industry’s most talented crews.

Craig:

XOJET:

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

We place a high value on internal recommendations.

Many applicants are recommendations from current or former employees. These can be friends or co-workers with whom the employee has previously worked. We place a lot of trust and value in our employee recommendations. Our employees take great pride in their recommendations and don’t make them lightly.

They are “good people” and they typically want to surround themselves with other “good people.” In turn, we find that referrals really want to work here and be part of the culture that we have created.

Craig: XOJET:

So what do you do if you don’t know someone at XOJET? Attending a job fair is a great way to get to know us. Many of our applicants have come to our booth at various events just to hang out. We always have some of our pilots on hand available to answer questions and give firsthand knowledge about the job. It is a great way to hear more about us and see if they might be a good fit.

You can also say hello to one of our crewmembers at an FBO. They are happy to tell you about the job, the company and the great pilot team that we have at XOJET. They are the typically the happiest ones in the FBO, just look for the ones without the ties!

If you don’t know someone at the company or are unable to attend a job fair, we encourage you to apply online by visiting our website @ www.xojet.com/careers and submit an application. For additional questions, please contact PilotRecruitment@xojet.com

Craig: XOJET:

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

It can be difficult to determine whether someone is a good fit from an impersonal application system. We place huge value on the ability to meet someone in person.

Craig:

XOJET:

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

First and foremost, just be yourself! After that, a little preparation can go a long way. During the phone screen process, come prepared to discuss you resume, training, work and flight history. Be upfront and honest about challenges in your career and the reasons for your interest in XOJET. We are not interested in perfection but we are interested in finding the right person to join our team.

For your technical screen brush up on standard ATP knowledge. Be familiar with NOTAM’s, weather, charts, and Part 135 regulations. However, during your interview we take into consideration your current operational regulations.

Be prepared to discuss experiences where you learned from mistakes and went above and beyond. Lastly, be prepared to tell us about yourself. Integrity and humility are key elements in our culture. Who you are beyond the pilot, what you value, and what is important in your life.

Craig: XOJET:

Can you walk me through a typical day of interviews?

Once the pre-screening process is completed which includes a technical interview, we fly all applicants to our Operations Center in Sacramento, CA. Candidates are overnighted in a local hotel and treated to dinner the night before the interview with members of our pilot group, our flight operations management team and Human Resources. Many times a member of our Executive Team will also join in. Our candidates are very important to us and we truly appreciate and value their time.

This is a great opportunity for applicants to get to know us and talk with some of the folks they may eventually fly with. This is a casual, low-stress event and typically puts

applicants at ease. We find it is always helpful to see a friendly face the next day.

The next morning candidates are taken to our Operations Center where they are given a tour of our facility and introduced to more of the team. They will then go through a series of 5 to 6 panel interviews with various employees throughout our company. All employees are involved in our interview process so the panel may include management, schedulers, sales advisors and most certainly fellow pilots who volunteer to interview.

Typically we conduct two or three panels in the morning then take a break for lunch provided by the company.

During lunch other employees throughout the company like to stop in to say hello. The final panel interviews take place in the afternoon, then a car service will transport candidates back to the airport for their flights home.

We really try to provide a relaxed atmosphere throughout the entire process in order to relieve some of the stress and nerves that get in the way of getting to know someone. We also limit the number of candidates in our on-site interview sessions to six so that everyone has the opportunity to get to know us as well.

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

XOJET: This question is challenging to answer. Our interview

process is all about getting to know the person. If you

get this far into our process we know you can fly and

meet our high level of safety standards. Now, we want

to get to know you more as an overall person and ensure

you will you enjoy working at XOJET. We also want to

ensure you are a good person who is enjoyable to work

with. Therefore each interview is a little different. You

can think about our process as more of a series of

conversations. It is also important to note that this

should be a two-way conversation. We want to ensure

you are making a good decision to fly with XOJET.

Therefore, we encourage candidates to ask lots of

questions.

Craig:

XOJET:

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

Tell me about a time you had to make a decision that has defined who you are now? Tell me about a time you wish you could change a decision you made? Tell me about a time you made someone’s day?

Craig:

XOJET:

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

This rarely happens in practice. In most cases these type of questions could apply to anyone.

Craig: What are some of the biggest mistakes that applicants

22 | Aero Crew News

XOJET:

make during the interview process?

Most of the time applicants don’t really make a mistake, rather it becomes clear that they may be better suited in a different environment. For this reason it is important to be candid and honest throughout the process. We don’t expect people to have never made mistakes. To the contrary, we find the best candidates tend to hold themselves personally accountable and are able to articulate what they have learned from their mistakes.

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

XOJET: No Simulator Evaluation: Craig: Do you have a simulator ride?

XOJET: No. Our technical interview ensures the candidate’s

ability and knowledge level. A very high emphasis is

placed on this technical screen to meet XOJET’s industry

leading standards of safety.

Post Interview: Craig: XOJET:

Do you tell applicants they are hired in person that day?

We try to notify candidates as soon as possible after each stage in the interview process and we know it can be stressful to wait for that call. As previously discussed, our interview process includes many employee volunteers, and we value input from everyone involved.

As a result, it does take us a couple of days to finalize the process. In most cases candidates can expect to receive a phone call within 1-3 days. Importantly, a candidate will NOT receive a form letter if they have taken the time to come meet with us. Regardless whether a candidate is right for the job, we treat everyone with respect and always deliver a personal phone call.

Craig:

XOJET:

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

Interviews are generally scheduled so that candidates who are offered a position have an opportunity to provide two weeks’ notice to their current employer. If a candidate needs to provide additional notice, later class dates can usually be accommodated.

Craig: How many pilots does your company expect to hire this year?

XOJET: It’s hard to predict precisely, but likely in the ballpark of

forty. These new hires tend to occur roughly evenly

throughout the entire year. If you are reading this article

and XOJET sounds like the place you would like to call

your home away from home, please reach out to us. We

would be pleased to answer any of your questions.

Back to Contents

Contract Talks

Moving Expenses

Written by: Scott Stahl

W

hen considering total compensation packages for an airlines, the benefits must also be weighed as compensation; as many of the Contract Talk articles have alluded to.

Given the volatility of airline operations (especially at the “Fee for Departure” or “Regional” level), it is not uncommon for crew bases or hubs to shrink, expand, close, open, or relocate altogether there is a good chance that a pilot’s base will change multiple times in their careers.

Obviously, if there is a base change, a pilot is faced with one of two options. They can either relocate to the new base, or they can commute to the new base. Many pilots choose to commute, but many also decide to relocate due to the time investment and difficulty associated with commuting to a base.

One of the benefits that some airlines will provide, but others won’t are coverage of moving expenses associated with a base change. Of course, some companies may cover certain costs, but not all, while others will cover everything, and some will cover nothing. This coverage can have a profound effect on the difficulty associated with base relocations.

Let’s consider an example: We will assume that Airline A covers all actual moving related expenses and provides movers (with a 12 month limitation on coverage from time of transfer), while Airline B doesn’t cover any.

In the case of Airline A, when the pilot is notified they will be changing base (sometimes with only a few weeks notice) it will be required for the pilot to notify the company that the move will need to take place. Once that occurs, the company will provide moving service that shows up at the old location, loads the furniture, and transports it to the new location free of charge. If, in the example of Airline A, the pilot also has a family that is not able to move right away (school is in session, etc) then they will be provided with this covered moving coverage for up to 12 months from the time they are notified. This provides much greater flexibility for the pilot and their family during the transition period, and once ready to fully move, the company will still provide the transportation and cover the expenses.

In the case of Airline B, it will be left to the responsibility of the pilot and their family, to not only plan the move but also to pay for it and execute it. If the pilot is commuting in the time between the pilot’s transfer and the actual move, this can have a tremendous impact on quality of life and job scheduling, as they may have to use vacation time or other compensated time off in order to have the time required to move. Of course, that doesn’t cover the potentially thousands of dollars related to the cost of the move.

Some companies may not elect to provide the actual moving service, but may reimburse for expenses related to the move within a certain time frame. In this case, it is important that the moving crewmember keep track of all expenses and costs associated for reimbursement of expenses. This provides a pretty good amount of flexibility on the part of the crewmember, but it is also has the same drawbacks of the crewmember having to actually plan and execute the move, while covering the initial up front cost of the move until reimbursement is complete.

While such expenses may not be common to a crew member, with the very unpredictable cost associated with a move, as well as the large time investment required to move, it can have a profound effect on the crew’s direct compensation for the year, and can also have a large effect on quality of life for a number of months.

Either way, moving benefits are one of the seldom used forms of compensation that can have a measurable effect on a crew’s quality of life in tumultuous times.

October 2015 | 23

THE GRID

Mainline Airlines

T

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

Aircraft Types

Highlighted blocks indicate best in class.

American Airlines (American)

Airline name and ATC call sign

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

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Sign on Bonus

Pay During Training

Hotel during new hire training

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

Pilots hired 2014

Union

APA

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

B737

No

No

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

No

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

6.D.1.d

7.A.5

85 Hours plus per diem

Single Occupancy, Paid for by company

$2.15

11.D.5.b

5.A.1

5.A.1

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Per Diem

5.E.1

5.B

14,236

9,987

800

Jul/15

***

Jul/15

1,472

816

5 Years

12,500

8,292

961

Jul/15

Jul/15

Feb/2015

Feb/2015

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

A330, A350 B717, B767

No

day, plus per Occupancy, Paid diem for by company

600

$2.50 Int.

ALPA

ALPA

ALPA

9.G.1

Abbreviation and definitions: A350, B747,

United Airlines (United)

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

No

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

12,505

7,765

ALPA

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

DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly 3-E 4-G-1, 9-E 4-A or yearly, refer to the contract for more information

ALPA: Air Line Pilots Association

MMG: Minimum Guarantee, the ofminimum amount of Sign on Pay During HotelMonthly during Per Diem Most Number Pilot Pilots hired Union Bonus Training new hire Junior CA Pilots Retirements credit the employee per month.

The ability2014 to work training will receive hired 2015-2029 Major Airlines more or less is possible, depends on the needs of the company, line holder or reserve Single and open trips for that month.

70 Hours,

Aircraft Types

Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will Allegiant Air not cover (Allegiant) MD-80, all reasons for cancellations. Refer to the contract for B757, more None $1.00 6 Months 530 125 IBT plus per Occupancy, Paid A319, A3220 by company* information.

Per Diem:diemThe foramount of money the company pays the employee 2 Jul/15 Jul/15 time from base,Jul/15** typically from show Deadhead: Positive space travel as a passenger for company for food expenses while gone Frontier Airlines MMG No $1.90trip.Jan/2006 836 155 while FAPA to end of debrief time of that Day trip per diem is taxable (Frontier) business; paid as shown in above referenced column.

Feb/2015 Feb/2015 Feb/2015 Feb/2015 overnight is not.

JetBlue Airways FAPA: Frontier Airline Pilots Association Single A321, A320, $2,500 per (JetBlue) $5,000*Trip for Pay $2.00 June/2012 3,000 840 400 ALPA Occupancy, Paid TFP: A319, E190 month for by company IBT: International Brotherhood of Teamsters UTU: United Transportation Add A, Pg24 Add A, Pg24 11Union Feb/2015 Feb/2015 Feb/2015 Feb/2015 ISP: International Savings Plan Southwest Single with the company.

YOS: Years of Service 89, 87 or 85 $2.15 Dom. Airlines B737 None May/2006 7,951 3,702 350 SWAPA Occupancy, Paid MMG* $2.65 Int. IOE: Initial Operating Experience, refers the flight training a new (Southwest) for by company hire receives from a check airman after completing all ground and 4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Feb/2015 Spirit Airlines simulator training.

Single (Spirit Wings)

24 | Aero Crew News

A319, A320, A321

None

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

Sun Country Airlines

B737NG

MMG

5.A.1

$2.20

2.5 Years

1,200

5.B.1

Jul/15

Jul/15

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

250

ALPA

Back to Contents ALPA

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Sign on Bonus

Pay During Training

Per Diem

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

Pilots hired 2014

Union

EFBs

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

B737

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

No

No

No

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

6.D.1.d

7.A.5

85 Hours plus per diem

Single Occupancy, Paid for by company

$2.15

11.D.5.b

5.A.1

5.A.1

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

A330, A350 B717, B767

No

5.E.1

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

5.B

14,236

9,987

800

Jul/15

***

Jul/15

1,472

816

APA

iPad

Bases

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

ALPA

Contract 2013, as amended

5 Years

12,500

8,292

961

Jul/15

Jul/15

Feb/2015

Feb/2015

ALPA

Surface

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

Contract 2014, as amended *Interisland

$2.00* $2.50 Int.

600

HNL, SEA, SFO, LAX

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

*$0.05 increase on Jan 1st.

No

Sign on Bonus

None

Frontier Airlines (Frontier) JetBlue Airways (JetBlue)

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

A321, A320, A319, E190

$5,000*

70 Hours, plus per diem

Single Occupancy, Paid for by company*

$1.00

MMG

No

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

Southwest Airlines (Southwest)

B737

None

A319, A320, A321

None

Virgin America (Redwood)

Add A, Pg24

4.T.1

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

Sun Country Airlines

7,765

ALPA

iPad

5.A.1

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

Pilots hired 2014

Union

EFBs

IBT

None

530

125

2

Jul/15

Jul/15**

Jul/15

$1.90

Jan/2006

836

Feb/2015

Feb/2015

Feb/2015

Feb/2015

$2.00

June/2012

3,000

840

400

11

Feb/2015

Feb/2015

Feb/2015

Feb/2015

May/2006

7,951

3,702

350

4.T.3

Feb/2015

Feb/2015

Feb/2015**

Feb/2015

$2.20

2.5 Years

1,200

5.B.1

Jul/15

Jul/15

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

B737NG

MMG 3.B

5.B.1

5.3

A320

$2,500 per month

None

$2.00

10.J.1

3.B.e

10.I.1

Pay During Training

Hotel during new hire training

Per Diem

None

Aircraft Types

Sign on Bonus

B747

None

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

None

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

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

6 Months

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

Spirit Airlines (Spirit Wings)

12,505

Major Airlines B757, MD-80, A319, A3220

Notes

155

FAPA

ALPA

SWAPA

Bases

Notes

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

DEN, ORD, MDW

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*After completing first year, *Pilot data approximate

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

ALPA

Contract 2010, as amended

250

ALPA

Tablet Walkabout Computers

MSP

Jul/15 ALPA

SFO, LAX, NYC Rule book 2014

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

Pilots hired 2014

Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air

3.A.1.f

FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air

11.A.7

5.B.1.d Week 1 paid by

$2.40

IBT

5.A.3

5.A.1 & 2

4,288

4,288

ALPA

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

October 2015 | 25

Contract 2006 as amended

Sun Country Airlines

B737NG

MMG

THE GRID

Virgin America (Redwood)

A320

Aircraft Types

250

ALPA

General Information

3.B

5.B.1

$2,500 per month

None

$2.00

10.J.1

3.B.e

10.I.1

Pay During Training

Hotel during new hire training

Per Diem

None

Sign on Bonus

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

Tablet Walkabout Computers

MSP

Jul/15

ALPA

SFO, LAX, NYC Rule book 2014

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

Pilots hired 2014

Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air

B747

None

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

None

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

3.A.1.f

FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

11.A.7

3.A Kalitta Air B747

None

5.B.1.d

B757, B767, A300, B747, MD-11

None

MMG

IBT

5.A.3 4,288

$1.65 Dom. $2.50 Int.

7-8 Years

370

6.A

Aug/15

Aug/15

5.H.1.a.1

Sign on Bonus

Pay During Training

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

IBT

1,580

1,580

61,318

37,270

iPad fixed in plane

Home Based

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2006 as amended

12.G.2

Total Pilots Aircraft Types

ALPA

Contract 2006 as amended

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

10.D.1

4,288

5.A.1 & 2

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

UPS (UPS)

$2.40

2,791

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

Pilots hired 2014

Union

EFBs

Bases

None

iPad

DOH

Notes

International Airlines Emirates

4.1 Years

3800

Jul/15

Jul/15

2 Years

2,500

600

Jul/15

Jul/15

Jul/15

IBEX Airlines

Qatar Airways

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

Single Occupancy, Paid for by company

None

Contractual Work Rules

American Airlines (American) Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

10

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

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

12 or 13 / 12

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

12, max 14* 10, max 12*

430

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

5:10

5:10 x days

2:1

Yes

50%

15.G

15.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 Max Scheduled Duty

Number of pages in Contract

FAA 117

N/A

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

12.A.2.a

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

12.J

12.K.1

1:3.5

50% air & ground

150%

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

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

Notes

11/10

Yes

2

12

Yes

14 hours or FAA 117

177

None

Contract 2015, as ammended

None

None

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

60% GOP****

1:4*** GOP****

100% air, 50% ground

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

3.5

$20 / hour*

120% of 85 Hours

$100 / Year

None

2

2

10

50%*

$20/ month

6 for CDO

1:3.75

*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

Initial paid for by company and every 12 months

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

2** or 4.17 GOP****

Major Airlines

26 | Aero Crew News

Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

None

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

None

Notes

*Except for heavy crew

Back to Contents

*Unschedule DH pay s 100%

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

10, max 12*

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5

Allegiant Air (Allegiant)

508

5-F-1-a

JetBlue Airways (JetBlue) Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.2

4.C.3.a.2

7.B.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

$20 / hour*

120% of 85 Hours

$100 / Year

None

Contractual Work Rules

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

11/10

Yes

FAA 117

N/A

3.5

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12

Yes

14 hours or FAA 117

177

6 for CDO

5.J.7

4.I, 5.P.2

5.J.4

Major Airlines

2 Frontier Airlines (Frontier)

12

2

Yes

FAA 117

36

1:3.75 4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3 None

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

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

5**

4.I.2

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12/ 10 or 11*

Yes**

1:2

1:4.4

50%

100%

12.B.1

4.F

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

Initial paid for by company, then given monthly stipend

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100% Biz Class or better or $300 comp

100%

Provided by the company

12

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

159

3.5

-

-

-

App. G Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

THE GRID

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

None

Notes

*Except for heavy crew

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

$200 / year

4.H

222

None

2.A.1, 2

5.E.2

None

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

None

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

None

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

None

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

Headset Reimbursement

Notes

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

332

12.C 14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13

Emirates

10 $20/ month

FAA 117

Yes

UPS (UPS)

2 50%*

Yes

Atlas Air

FedEx Express (FedEx)

5.E.1

Max 15 Days on Per Month*

407

Contract 2010, as amended

4.C.1.a

466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

30.A.2

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

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

Contract 2006 as ammended

None

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Paid for by company

Paid for by company

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

EASA Rules

8.D, 8.A.3

None

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

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

Contract 2006 as amended

Notes

IBEX Airlines

Qatar Airways

October 2015 | 27

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

MMG

Base Pay

Top CA pay

Base Pay

$101.88

$88,024.32

$149.18

$128,892

Group II

$155.61

$134,447.04

$227.84

$196,854

$142,836.48

$242.04

$209,123

$167,927.04

$284.57

$245,868

Group II

$165.32

Group IV

$194.36

Group V

$204.08

72

15.D.1.b

$258,163 HRxMMGx12

9.B.1.a

$206.05

$185,445

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

5.5 H/M Max 1000

7.A.1

14.B

75

$124,623

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

$209.31

$180,844 $177,604

MD-88/90

$140.40

$121,306

$205.56

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

$95.21 3.B.2.d

4.B.1.b*

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$150,536

$262.38

$220,399

$125,546

$218.83

$183,817 $177,391

A350*

United Airlines (United)

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

B747, B777 B787 B767-400

$179.21 70

B757-300

$149.46

B737-900, A321

$144.24

$121,162

$211.18

A319

$138.34

$116,206

$202.55

$170,142

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

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

7.B.1.a

14.D.1

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

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

401(K) Matching (%)

401(K) DC

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

Contract 2015, as amended

0%

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

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

20%

Contract 2013, as amended

28.D

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

0%

15%

22%

26.C.2

25.B.2

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

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Band 1*

$82.00

$68,880

$140.00

$117,600

Band 2*

$87.00

$73,080

$146.00

$122,640

0%

15%

20%

Contract 2010, as amended

Band 3*

$92.00

$77,280

$153.00

$128,520

Band 4*

$97.00

$81,480

$160.00

$134,400

2

2

HRxMMGx12

2

HRxMMGx12

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

A319, A320, A321*

$100.01 4.3

A320 family

$133.05

70

7 75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$111,762

$195.62

$164,321

E190

B737

$102.36

$85,982

$150.56

$132.84

3.C*

HRxMMGx12

85

$135,497

$126,470 HRxMMGx12

$189.78

$193,576

5

7

3% 100% Match 2% 50% Match

Contract 2012 as amended

Percentage of health care Notes employee pays

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

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

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

12.A.1, 2 & 3

3-A-1

70

Southwest Airlines (Southwest)

10.A & B

$298.80 15.D.1.b

$138.47

EMB-190, CRJ-900

5 H/M* Max 60**

$176,325.12

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

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

None

2 *A321 coming end of 2015

After 3 years contain 2.2% Disclaimer: blocks contract sections or date 1 Day / Month Gray 5% 1:2 up to 6% at 9 Max 120 Days years acquired. Data with contract sections may be abbreviated and/ 8.B 15.B.2 & 3 16.B.2 16.4 or inaccurate, please consult the most current contract section for *70 line holder, 75 reserve; **Hours is 0-5 = 108 Hrs specific contractual language. Data that does not have a contract based on PTO per year. Reference 6-10 = 126 Hrs Based on PTO contract for more information 5% 1:1 5% + 3% None Specified on-line 11-15 = 144 Hrs section reference number, was obtained in some form and accrual 16-20 = 162 Hrs 21+ = 180 Hrs may be inaccurate. While trying to provide the most up to date Agreement 2013, Currently in 3.J** 3.J 3.E sources 3.Ecan be verified 3.F.i information not all at this time. If you notice negotiations *85/87/89 MMG based on days in bid discrepancy and/or have a correction please email Craig.Pieper@ 1-5 = 14aDays period, **Trip for Pay (TFP) is the unit 1 TFP / 10 5-10 = 21 Days of compensation received.

9.7% 1:1 TFP** AeroCrewSolutions.com.

10-18 = 28 Days Max 1600 TFP 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days

+18 = 35 Days

4.C.1 Spirit Airlines (Spirit Wings)

Sun Country Airlines

A319 A320 A321

Virgin America

HRxMMGx12

4.C.1

HRxMMGx12

11.B.2

12.B.1

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

4 H/M Max 400

9%

28.C

Contract 2014, as amended

19.B.2

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

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

$109.27

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

14.A.1 Start with 24 4 H/M

2%

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

28.B.2

27.A.2

$82.74

70

$69,502

$126.88

$106,579

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

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

14.A

0-1 = 5 Days

5 H/M

28 | Aero Crew News B737NG

4.H, 4.M*

125% of 6%

27.B

Contract 2010, as amended

Back to Contents *Reserves have a MMG of 75,

B757-300

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

$149.46

70

$125,546

$218.83

$183,817

B737-900, A321

$144.24

$121,162

$211.18

$177,391

A319

$138.34

$116,206

$202.55

$170,142

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Band 1*

$82.00

$68,880

$140.00

$117,600

Band 2*

$87.00

$73,080

$146.00

$122,640

Band 3*

$92.00

$77,280

$153.00

$128,520

Band 4*

$97.00

$81,480

$160.00

$134,400

2

2

HRxMMGx12

2

HRxMMGx12

5

7

2

$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

8.B

15.B.2 & 3

16.B.2

16.4

70

7

A319, A320, A321*

$100.01 4.3

HRxMMGx12

4.3

HRxMMGx12

A320 family

$133.05

$111,762

$195.62

$164,321

E190

$102.36

$85,982

$150.56

$126,470

75

$90,009

B737

A319 A320 A321

B737NG

A320

HRxMMGx12

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

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

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

22-A

401(K) Matching (%)

3.J**

3.J

401(K) DC

24-B-5

9.7% 1:1

-

4.C.1

4.H, 4.M*

HRxMMGx12

4.C.1

HRxMMGx12

11.B.2

12.B.1

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

4 H/M Max 400

9%

28.C

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

14.A.1

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

Start with 24 4 H/M

$82.74

70

$69,502

$126.88

$106,579

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

$149.33

62

$111,102

3.A.1

3.B.1*

A380

$186.33

Wide Body

$174.15

Narrow Body

$153.22 3.C.1.a

Aircraft Types

3.F.i

$193,576

B747

B757, B767, A300, B747, MD-11

3.E

$189.78

72

85

4.A.1

$213.32

$158,710

HRxMMGx12

3.A.1

HRxMMGx12

$190,057

$262.84

$268,097

$177,633

$245.65

$250,563

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

*A321 coming end of 2015

3.E

$135,497

$109.27

None

None Specified

85

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

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

5% + 3%

$132.84

27.B 2%

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

28.B.2

27.A.2

125% of 6% contributed

-

-

401(K) Matching (%)

401(K) DC

10%**

7.A.1

14.A

28.A.1

Appendx 27-A

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

62

$107,337

$192.36

$143,116

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%

$44 to $186*

15.A.1

6.G

75

$180,872

$261.67

$255,128

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

International Airlines

401(K) Matching (%) ISP & Gratuity Scheme

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

Rule book 2014

*First year is 50 hours MMG, OutBase is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank. *Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.

Contract 2006 as amended

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

$144.27

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

None

Contract 2010, as amended

Percentage of health care Notes employee pays

Health 14-25% Dental 20-30%

$185.51

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

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

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

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

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

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

Contract 2014, as amended

19.B.2

>5 = 14 days <6 = 21 days

>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

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

5% 1:1

HRxMMGx12

Cargo Airlines

B747

3% 100% Match 2% 50% Match

3.C*

Kalitta Air

Emirates

20%

Major Airlines

Atlas Air

UPS (UPS)

16"%

3-A-1

Aircraft Types

FedEx Express (FedEx)

0%

Additional Compensation Details

70

Southwest Airlines (Southwest)

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 2006 as amended

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

IBEX Airlines Qatar Airways

October 2015 | 29

Captain Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$50,000.00

Year 5 $100,000.00

Top Pay $150,000.00

$200,000.00

$250,000.00

American Airlines -­‐ 2015

UPS -­‐ 2006*

FedEx Express -­‐ 2006

Delta Air Lines -­‐ 2014

United Airlines -­‐ 2012

Southwest Airlines -­‐ 2014

Hawaiian Airlines -­‐ 2010

Alaska Airlines -­‐2013

JetBlue Airways -­‐ 2013

Spirit Airlines -­‐ 2010

Atlas -­‐2011

Virgin America -­‐ 2014

Kalitta Air -­‐ 2007

Frontier Airlines -­‐2009

Allegiant Air -­‐ 2010

Sun Country Airlines -­‐ 2005 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.

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

30 | Aero Crew News

Back to Contents

First Officer Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$50,000.00

Year 5

Top Pay $100,000.00

$150,000.00

UPS -­‐ 2006*

FedEx Express -­‐ 2006

American Airlines -­‐ 2015

Delta Air Lines -­‐ 2014

United Airlines -­‐ 2012

Southwest Airlines -­‐ 2014

Hawaiian Airlines -­‐ 2010

Alaska Airlines -­‐ 2013

JetBlue Airways -­‐ 2013

Kalitta Air -­‐ 2007

Atlas -­‐ 2011

Virgin America -­‐ 2014

Spirit Airlines -­‐ 2010

Frontier Airlines -­‐ 2009

Allegiant Air -­‐ 2010

Sun Country Airlines -­‐ 2005 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.

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

October 2015 | 31

THE GRID

Regional Airlines

T

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

Highlighted blocks indicate best in class.

ExpressJet (LXJT (Accey)

Airline name and ATC call sign

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

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

Republic Airways (Republic or Shuttle)

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

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

EMB145XR, EMB-145, EMB-135

$43.76

75

$39,384

$96.68

$87,012

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

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

-

3.A.1

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

8.A.1

7.A

CRJ-200

$43.16

$38,844

$99.31

$89,379

$41,859

$106.76

$96,084

HRxMMGx12

3.A

HRxMMGx12

75

CRJ-700, CRJ-900

$46.51

-

3.A

EMB-120

$37.15

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

-

3027.2

4.A 80

75

$35,664

$76.21

$73,162

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

3008.5.A.3* HRxMMGx12

EMB-140

$91.94

$82,746

$36.62

75

$32,958

Abbreviation EMB-175 and definitions: EMB-190 -

3.A

3.I.1

HRxMMGx12

$50.42

75

$45,378

$108.47

$97,623

$108.47

$97,623

$119.32

$107,388

3.A

HRxMMGx12

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

25.

No

27.A.1*

27.

1.2-6%****

No

3 = 14.02 days 4 = 15 days 5 = 15.99 days 6 = 17.01 days 7 = 18 days 8 = 21 days 9 = 21.99 10 = 23.01

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

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

No

8.A.1

8.A.1

14.F

14

Same plan

No

7.A.1

14.A.1

After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M*** 3011.1** Years / YA**

3012.1

6 = 17.85 days

18.9 days MMG: Minimum Monthly Guarantee, the7 =minimum amount of 8 = 22.05 days Group 2* $120.11 $108,099 credit the employee will receive per month.

The ability to work 9 = 23.1 days Cancellation pay: When a leg or legs are canceled, the employee 10 = 24.15 more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 14.K 1-4 = 3.5% Envoy formally all reasons for cancellations. Refer to the contract for more line holder or reserve and open trips for that month.

American Eagle (Envoy)

EMB-145, EMB-140

$89.12

$80,208

1 = 7 days

PTO = 2.5 H/M

5-9 = 5.25%

2 = 14 days SSLB = 2.5 $39.78 75 amount $35,802of money the company pays the employee 10-14 = 6.4% Per Diem: The 7 = 21 days H/M CRJ-700* 15-19 = 7% $93.90 $84,510 +14 = 28 days 200 Max EMB-175 for food expenses while gone from base, typically from show time 20+ = 8% Deadhead: Positive space travel as a passenger for company - to end LOA** LOA HRxMMGx12 LOA**trip.

HRxMMGx12 8 8.II.A 28.B*** of debrief time of that Day trip per diem is taxable business; paid as shown in above referenced column. while overnight is not.

No. of DC: Direct Contribution, the company will contribute the listed Aircraft FO Top Out Sick Time 401(K) Vacation MMG Base Pay TopUnion CA pay Base Pay Pay UTU: United Transportation Types Accrual Matching (%) weeks & additional amount directly to the employees 401(K), either (Hourly) accrual quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company. 500-2,000 Pilots Endeavor Air

information.

IBT: International Brotherhood of Teamsters

(Flagship)

CRJ-200

$33,957

$82.37

$74,133

75 CRJ-900

32 | Aero Crew News

$37.73

PSA Airlines (Bluestreak)

Mesa Airlines

$38.97

-

3.A.1

CRJ-200

$40.96

CRJ-700

$42.44

CRJ-900

$42.44

-

3.A.1

CRJ-200

$35,073

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

2.5 H/M

14.A

$88.18

$79,362

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

$36,864

$96.43

$86,787

75

$38,196

$104.57

$94,113

$38,196

$105.62

$95,058

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

4.A

HRxMMGx12

3.A.1

HRxMMGx12

7.A

$80.93

$73,808

4.A

<5 = 5<10 10<15 15<20 20+

25.A.2

401(K) Matching: Retirement plan, the company willRepublic match the IOE: Initial Operating Experience, refers the flight training a new Airways 1 = 12.6 days Latest Proposed 2 = 13.65 days employees contribution up to the listed percentage. Unless noted hire receives from a check airman after completing all ground and TA Group 1* $110.85 $99,765 3 = 14.7 days 4 = 15.75 days the company will match 100% of what the employee contributes. simulator training.

5 = 16.8 days ALPA: Air Line Pilots Association

401(K

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

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

= 12 days EMB-145, Sample only; refer to adjacent $103.30 pages for$92,970 actual2 1= information 12.99 days Q-400 EMB-170

401(K) Matching (%)

0-5 = 3.5 H/M

50% Match: 1-5 = 6% 5-10 = 8% 10+ = 10% Vesting** 28.B

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

= 4 H/M Back5+485to Contents Max 14.A

28.C**

No

28

401(K

No

28

.5-5 = 5-7 = 7-10 = 10+ =

28

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

Sign on Bonus

CRJ-200 CRJ-700 CRJ-900

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

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

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

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

Republic Airways Latest Proposed TA

$7,500 w/ RJ type rating

$12,500* E145 $7,500* E170/175

Feb/15

3.C.1

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Per Diem

Most Number of Do Business Pilots For: Junior CA hired

$1.80/hr

Apr/07**

2,263

4.C.2

Oct/15

Oct/15

$1.65/hr

Feb/07**

1,574

5.A.1

Jul/15

Jul/15

Total

3,837

65 Hours

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

1.85/hr

3 Years

3,600

3008.19.A

3015.6.A.1

3009.1.A

Sep/15

Sep/15

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

$1,000* $3,000* $11,000* $5,000** $10,000***

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

Feb/15

Paid for by $300 / week company; single occupancy

$1.65/hr

3.5 Years

2,220

4.B.1

Aug/15

Jul/15

$1.85/hr + $0.05 increase every 3 yrs

2 1/2 Years

2,300

Jul/15

Jul/15

Union

United, AA***

ALPA

Delta, AA

ALPA

Bases

10.A.2.a 64 hr MMG Paid for by + 16 hrs per company; dual diem per occupancy until oral day***

Contract 2007 as amended, Currently in negotiations;

United, AA, USAir, Alaska, Delta

None

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

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$20,000*

Single MMG, but no Occupancy paid per diem by company

United, AA, USAir, Delta

AA

IBT

iPad

ALPA

Yes****

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

Online CRJ-200 CRJ-700 CRJ-900

No - $1000 Referral*

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

None

CRJ-200

No Bonus, $1000 or $1250 ref.*

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

76 Hours during training 5.A.2

DH-8-Q400

EMB-175

CRJ-700 CRJ-900*

None

$10,000

2.5 hours per day

40 Months

1,500

5.D.1

Jul/15

Jul/15

$1.75/hr

Hiring Street CAs**

1,197

5.A.1

Jul/15

Jul/15

Paid for by company; single occupancy

$1.43/hr

1.5 Years

855

5.B.1

5.A.2

Mar/15

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

2.5 - 3 Years

796

5.A.1

5.D.1

Jul/15

Jul/15

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

3.5 Years

660

5.I.4

6.C

5.G.1

Jul/15

Jul/15

4 Hrs / Day + Per diem

No

$1.65/hr**

17 Months

523

3.H, 5.B

5.B.3

5.B.1

Jul/15

Jul/15

$1.60/hr

20 Months

555

May/15

5.B.3

6.C

5.O

Jul/15

Jul/15

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$10,000

Union

Delta

EFBs

Bases

$5,000 LOA 16

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

5.A.3

JFK, DTW, MSP, LGA

ALPA

Notes

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

Contract 2013 as amended

US Airways

ALPA

United, AA,

ALPA

US Air

CLT, DAY, TYS

iPad*

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

Contract 2013 as amended

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

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

Alaska

$1.70/hr

380

5.D.1

Jul/15

Jul/15

ANC, BOI, GEG, MFR, PDX, SEA

IBT

Contract 2012 as amended

Delta, AA

ALPA

iPad

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

United, Delta

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

DEN

IBT

Contract 2007 as amended

Most Number of Do Business Pilots For: Junior CA hired

18 - 24 Months

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

ALPA

Union

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

Contract 2003 as amended, Currently in negotiations *Contract signing bonus, based on hire date. **FO anniversary bonus, ***CA anniversary bonus. ****International per diem only applies when block in to block out is greater than 90 mins.

Last, Best Final Offer from the company. *CRJ-700 gone by Dec/16, EMB-175 deliveries start Nov/15; **Bonus with 2 year contract, $10,000 with pipeline program; ***Until IOE complete; ****Pilot provides iPad and gear; *****JFK/LGA closed by end of 2015

Contract 2008 as amended

4.C

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

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

Contract 2003 as amended, Currently in negotiations

Most Number of Do Business Pilots For: Junior CA hired

$1.70/hr

*Updated via section 3027.6.A

Pilot Agreement signed August 2015 ORD, PHL, PIT, SDF, DEN, GSO, DCA, IND, LGA, MCI, CMH, JFK, MIA, EWR

4.B.1

Online

Notes

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

500 - 2,000 Pilots CRJ-200 CRJ900

Aircraft Types

Piedmont Airlines (Piedmont)

EFBs

$1.95/hr Dom Paid for by company; single $2.50/hr occupancy Int.****

28 Envoy formally American Eagle (Envoy)

Hotel during new hire training

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

ExpressJet (LASA) (Accey)

Pay During Training

THE GRID

AA

ALPA

EFBs

Bases

Notes

October 2015 | 33

*ERJ-145 will be on property by Fall CHO, EWN, MDT, 2015 ROA, SBY Contract 2013 as amended

GoJet Airlines (Lindbergh)

3.H, 5.B CRJ-700

CRJ-900* THE GRID

Aircraft Types

$10,000

5.B.3

5.B.1

Jul/15

Jul/15

$1.60/hr

20 Months

555

Jul/15

Jul/15

Contract 2014 as amended

General Information

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

May/15

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

United, Delta

Most Number of Do Business Pilots For: Junior CA hired

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

DEN

IBT

Contract 2007 as amended

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Tran States Airlines (Waterski) Cape Air (Kap)

Silver Airways (Silverwings)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air) Peninsula Airways Seaborne Airlines

Corvus Airways

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

$5,000 LOA 16

ERJ-145 ATR-42 C402 BN2

None

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

$1.70/hr

5.D.4 $24.90 @ 60 hrs 3.C.1

5.A.3 None 5.A.1

5.C.1

18 - 24 Months

380

5.D.1

Jul/15

Jul/15

$1.70/hr

13 Months

510

Jul/15

Jul/15

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

190

3.K.A

6.E.5.A

6.G.1

Jul/15

Jul/15

MMG & Per Diem

Paid for by company; dual occupancy

$1.75/hr

18 months

220

5.C

Jul/15

Feb/15

$1.50/hr

Jan 2013

176

Saab 340b B1900D*

$12,000**

DH-8-100 DH-8-200

Up to $15,000*

MMG

Paid for by company; dual occupancy

B1900D EMB-120

3.G

5.A.8

No

None

5.B.3

Jul/15

Jul/15

$1.35/hr

13 Months

100

Saab 340A, Saab 340B*

4.D

Jul/15

Jul/15

$50/day

2012

120

DH-8-300 S340

$30/dom, $50/int

AA

ALPA

United, AA

ALPA

*ERJ-145 will be on property by Fall CHO, EWN, MDT, 2015 ROA, SBY Contract 2013 as amended IAD, STL, ORD Contract 2011 as amended

Hyannis Air Service DBA Cape Air

IBT

No Contract 2012 as amended

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

Self***

IBT

United

ALPA

EWR, IAD

UTU

DEN, PHX

None

ANC, BOS

Contract 2008 as amended

90

$40.00 per over night

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

MMG* 3.C.1

Total Pilots

Aug/07

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

Need contract 86

Hageland, Frontier

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

None

Need contract

Oct/14 Jul/08 Oct/14

*$1,100/Mo. Base Salary

SJU, STX

Oct/14

B1900C B19000D* DH-8

15 Month, $7,500 training contract required.

Contract 2006 as amended Need contract

Oct/14 Jan/13

*Have an ATP/CTP $7,000; Need and ATP/CTP, Free ATP/CTP plus $2,000; or $5/ 121 flight hour up to $8,000.

50

Self

ALPA

HNL

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

19,965

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Republic Airways Latest Proposed TA

Envoy formally American Eagle (Envoy)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots

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

100%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

176

4:00

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

Yes*

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

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

None

None

75% Air; 50% Ground

100%

$200***

-

-

-

3.D

3.C

20.G

4:12

See Trip Rig

1:2

1:4

75%

100%. Over 87 hours 125%**

Provided by company

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

14

616

3.9 Res 3.7 Line

None

None

None

50% 75% in 2017

150% or 200%*

Pilots pay 50% except leather jacket 100%

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None*

14

170

23.D.1

-

23.B.1

-

12

Yes*

14

217

23.E.1

3.E & F

23.C.1

11

Yes

10.B.1 Min Days off (Line/Reserve)

Endeavor Air 34 | Aero Crew NewsYes (Flagship) 11 3.N.1

4**

Min Day Min Trip Duty Rig Trip Rig Credit Credit

-

501

4

None

None

None

75%

12.H.1

-

3.H.1

-

-

-

8.A

100% unless New hires pay red flag is up 50%, all others 150% get $240 per year* 3.M.3

18.C, 18.H

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

Contract 2003 as amended, Currently in negotiations

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

Last, Best Final Offer from the company.

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

500 - 2,000 Pilots 14

Contract 2004 as amended, Currently in negotiations

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

None

12/11

Notes

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

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

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

12/12 or 11 for reserve in 30 day month

3.R.4

Headset Reimbursement

Contract 2003 as amended, Currently in negotiations Notes

Back to Contents

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

Contract 2013 as amended

TA

Envoy formally American Eagle (Envoy)

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

3.B.2

-

3.B.3

3.B.4

3.G.1

11

Yes

14

616

3.9 Res 3.7 Line

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

None

None

None

50% 75% in 2017

150% or 200%*

Pilots pay 50% except leather jacket 100%

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Yes

14

501

4

None

None

None

75%

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

-

Last, Best Final Offer from the company.

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

THE GRID

Contract 2003 as amended, Currently in negotiations Notes

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

Contract 2013 as amended

$400****

None

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

3.J

17.B.2.A

-

Company pays half of blazer and pants only

None

18.C, 18.H

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

10

No

FAA Part 117

205

2, 1 or 4*

None

None

None

50%

100% or 200%**

12.B

3.G

12

-

12.E

-

-

-

6.A

3.H.1

5.E.2

-

12/12

Yes*

12, 14 or 13**

294

2:1

4:1

100%

150%

$260 / yr***

$50*

25.E.8.a

3.D

12.B.1

-

3.C.1.a

3.C.1.b

3.E

3.B.1

18.C.2

18.E

Contract 2003 as ammended

$200

None

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

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

-

13*

Yes

FAA Part 117

239

4**

See Trip Rig

50%***

25****

100%

150% or 200*****

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/10*

No*

14

97

4**

None

None

None

50%

7.A.2.a

5.C

7.B.1

-

5.I.1

-

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

26.3

26.C.1

150%

$25 / Month

None

5.H

5.E

26.K.5.a

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

75% air; 50% ground

100%**

$25 / month

None

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

11

3.G.3.a

3.G.3.a

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

4

None

None

None

100%

150%

$25 / month

None

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

100% or 150%**

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

Reasonable amount.

Yes as needed

-

-

25.A.5

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

3.F

None*

None*

None*

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

2:1

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

3.B.1.c

-

7.D.1

3.D

5.J

-

None

50%

100% or 3 Hrs***

Company pays 50% every 2 yrs up to $200

None

11

Yes*

14

161

6.D.3 & 4

6.H.8.a

8.A.1

-

14.5**

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

192

3

3.B.1

None

None

3.E

12.B.1.a

-

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%

Paid by company after 2 YOS**

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

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

Yes***

FAA Part 117

123

3.8

None

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

-

10

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

-

5

Corvus Airways

Notes

246

170

13

Contract 2007 as ammended

14

Yes*

14

Seaborne Airlines

Contract 2014 as amended

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

LOA 12

3.G.4.a

None

Yes

5 on 2 off

Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company

4

14

Yes & No*

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

185

Yes

10

12/11

Contract 2008 as ammended

4 per day*

100% for 135 50% for 121

Peninsula Airways

Island Air

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

11

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

Silver Airways (Silverwings)

4.B, C, F

500 - 2,000 Pilots

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

3.C

Contractual Work Rules

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

available is 115%, 130% or 150%

125%** 23.E.1

Contract 2013 as amended

*Line holders only

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

Contract 2011 as amended

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

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

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

October 2015 | 35

Additional Compensation Details

THE GRID

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

EMB145XR, EMB-145, EMB-135

$43.76

75

$39,384

$96.68

$87,012

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

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

-

3.A.1

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

8.A.1

7.A

CRJ-200

$43.16

$38,844

$46.51

-

3.A

4.A

EMB-120

$37.15

80

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

-

3027.2

$106.76

$96,084

HRxMMGx12

3.A

HRxMMGx12

$35,664

$76.21

$73,162

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

EMB-140

$91.94

$82,746

EMB-145, Q-400

$103.30

$92,970

$108.47

$97,623

$108.47

$97,623

$36.62

75

3008.5.A.3* HRxMMGx12

75

$32,958

EMB-190 -

3.A

3.I.1

HRxMMGx12

Group 1* $50.42

75

EMB-145, EMB-140

3-1

3.K.1

HRxMMGx12

$107,388

3.A

HRxMMGx12

$110.85

$99,765

$120.11

$108,099

3-1

HRxMMGx12

$89.12 $39.78

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$37.73

CRJ-900

$38.97

CRJ-700* EMB-175

$119.32

$45,378

Group 2*

Endeavor Air (Flagship)

$89,379

$41,859

EMB-175

Envoy formally American Eagle (Envoy)

$99.31

75

CRJ-700, CRJ-900

EMB-170

Republic Airways Latest Proposed TA

$80,208

$93.90

$84,510

HRxMMGx12

LOA**

HRxMMGx12

Base Pay

Top CA pay

Base Pay

$33,957

$82.37

$74,133

$35,073

$88.18

$79,362

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air) Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

-

3.A.1

CRJ-200

$40.96

CRJ-700

$42.44

CRJ-900

$42.44

-

3.A.1

HRxMMGx12

3.A.1

$36,864

$96.43

75

$38,196

$104.57

$94,113

$38,196

$105.62

$95,058

4.A

HRxMMGx12

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

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***

401(K) DC

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

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

25%

25.A.2

25.B.2

LOA 9

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

None

30%

27.A.1*

27.A.1

28.A.3

1.2-6%****

None

3012.1

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

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

-

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

None

35%****

8.A.1

8.A.1

14.F

14.F

14.B

Same plan

8.A.1***

14.K

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

8.II.A

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

None

14.E

None

28.B***

28.B

401(K) Matching (%)

401(K) DC

28.A.3.b

14.A

28.B

28.B

27.A.2

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%

7.A

14.A

28.C**

28.C

2%*

None

24.B

3.A.1

HRxMMGx12 $73,808

$93.76

$85,509

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

-

3.A.1

4.A

HRxMMGx12

3.A.1

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

8.A

25%

14.A.1

28.B**

28.A

27.D.2.a

6%

None

Company Discretion

27.C

27.C

27.A

None

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

Contract 2014 as amended

27.B.1

Contract 2007 as amended

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

$42,486

$115.69

$102,443

HRxMMGx12

App. A.B

HRxMMGx12

13.B

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

E-170, E-175

$47.53

75

$42,777

$115.46

$103,914

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

1% Veste 100% after 3 YOS

No

14.A

27.D.1

27.D

401(K) Matching (%)

401(K) DC

CRJ-700

$37.70

74

$33,478

$96.97

$86,109

-

?

5.B.2

HRxMMGx12

?

HRxMMGx12

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

13.A.1

No. of Sick Time Vacation Accrual weeks & accrual Under 500 Pilots > 1 = 5 days***

Contract 2008 as amended

3%

3 H/M

80.5 5.B.1

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

3.75 H/M Max 375

14.A.1

$47.98 App. A.D

Contract 2013 as amended

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

24.A

7.B.2

-

Contract 2003 as amended, Currently in negotiations

-

HRxMMGx12

Q-400

Last, Best Final Offer from the company.

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

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

Contract 2003 as amended, Currently in negotiations

*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.3.b

$80.93

*Based on YOS, **Yearly accrual rate is based on a monthly accrual rate.

Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day. ***Paid Days Off is used for vacatoin and sick time. PDO may be paid out at end of year. ****Average employee contribution. Multiple plans available with varing deductions.

Percentage of health care Notes employee pays

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

None

*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. Pilot Agreeemnt signed August 2015

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

$86,787

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

Contract 2007 as amended, Currently in negotiations

*Group 1 is EMB 135/140/145, DCH835% for Legacy 400, CRJ 100/200. **Group 2 is EMB PPO Medical Plan 170/175/E2, CRJ 700/900, ***Yearly accrual rate is based on a monthly 25% for PHP accrual rate. Rates shown are Pilot Health Plan multiplied by 12 divided by 4, Vacation is taken out of a PDO bank 35% for TPO @ 4 hrs per day.

Traditional PPO Plan

HRxMMGx12

76

Aircraft Types

38%

3011.1**

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

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

2.5 H/M

$37.96

36 | Aero Crew News Piedmont Airlines

4.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

Percentage of health care Notes employee pays

401(K) Matching (%)

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

75

PSA Airlines (Bluestreak)

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

Aircraft Types

50% Match:

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

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

Percentage of Notes health care employee pays

Back to Contents

*50% match based on YOS, **See

E-175

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

-

3.D

CRJ-700

$37.70

74

-

?

Aircraft Types

FO Top Out Pay (Hourly)

Q-100, 300

Q-

Tran States Airlines (Waterski)

Cape Air (Kap)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

HRxMMGx12

3.D

HRxMMGx12

> 5 = 21 days > 15 = 28 days

5+ = 3.5 H/M Max 450

3-5 = 6% 6+ = 8%

7.A.2**

14.A

28.B.2

34% Family -

Additional Compensation Details $33,478

$96.97

$86,109

5.B.2

HRxMMGx12

?

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

> 1= 7 days > 2 = 14 days > 7 = 21 days > 15 = 28 days 13.A.1

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

1% Veste 100% after 3 YOS

No

14.A

27.D.1

27.D

401(K) Matching (%)

401(K) DC

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

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

1%

Contract 2014 as amended

27.B.1

Contract 2007 as amended

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

THE GRID

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

Set amount** 2016 Max 17%

75

$35,676

$88.43

$79,587

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

0-2 = 2 H/M 3-5 = 3 H/M +6 = 4 H/M 300 Max

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

None

38% Employee, 50% Family

14.A

28.D

-

27.C.2

up to 4%**

None

50%

5.G.1

-

5.A & B

$43.68

75

$39,312

$101.43

$91,287

-

3

3.C.1

HRxMMGx12

3

HRxMMGx12

7.A.1

$62,442

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

$12.72

-

40

$26,458

$30.02

Per week*

HRxMMGx52

75

$33,111

$78.30

HRxMMGx52

4 H/M

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

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

HRxMMGx12

11.A.1

13.A.1

24.F

24.F

24.B.1

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

2.5 H/M

None

None

40.5%

Saab 340b

$36.79

$70,470

B1900D

$28.47

75

$25,623

$62.46

$56,214

-

3.L

3.G

HRxMMGx12

3.L

Q-200, Q300

$37.00

75

$33,300

$75.64

$68,076

-

LOA 8.V

3.D.1.a

HRxMMGx12

LOA.8.V

HRxMMGx12

7.A.1

14.A.2

28.C

28

27.D

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$21.52

75

$19,368

$48.53

$43,677

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

Peninsula Airways Saab 340A, Saab 340B*

S340

$44.00 $40.00

75

-

Corvus Airways

B1900C, B19000D*

60

DH-8

Island Air

-

HRxMMGx12

HRxMMGx12

$14,400

$0

$0

$0

HRxMMGx12

Q-100

$38.57

ATR-72

$40.50

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

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

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

Contract 2011 as amended *First year is prorated

Contract 2008 as amended *From zero to 3 years,

Need contract

3.A

$79.83

$76,637

80

$38,880

$100.98

$96,941

$0

$100.98

$82,400

4.A.2

HRxMMGx12

3.A

HRxMMGx12

*Based on profitability

Yes*

Need contract None

HRxMMGx12

$37,027

Q-400 -

Contract 2013 as amended

Need contract

-

Seaborne Airlines DHC-6-300

first year is prorated;

27.B.2

$39.64

ERJ-145

ATR-42, C402, BN2

Silver Airways (Silverwings)

4.A.1

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

7.6 H/M 480 Max 720 Max*

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

5.A

12.A.1

LOA 2

None

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

Need contract *After 5 YOS.

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

Contract 2009 as amended

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

October 2015 | 37

Captain Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$25,000.00

Year 5

Top Pay

$50,000.00

$75,000.00

$100,000.00

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

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

38 | Aero Crew News

Back to Contents

First Officer Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$10,000.00

Year 2

Top Pay

$20,000.00

$30,000.00

$40,000.00

$50,000.00

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

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

October 2015 | 39

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

Upcoming Job Fairs Fort Lauderdale Pilot Job Fair Date: Friday, November 13, 2015 Tickets available: October 5, 2015 @ Noon

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

January 24, 2016 Aero Crew Solutions will be attending the NGPA Industry Expo in Palm Springs, CA at the Renaissance Palm Springs Hotel. Please stop by our booth if you are attending. We will review your resume and provide career consulting for FREE at the conference. We can answer any questions you may have about the attending airlines.

Career Services Application Review Resume Critique AeroCrewSolutions.com

Career Consulting Interview Prep Mail@AeroCrewSolutions.com