Aero Crew News, October 2017

October 2017

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

INDUSTRY EXPERIENCE CREDIT Have experience with an FAR Part 121 Carrier?

Upgrade Your Career and get paid for your experience with SkyWest’s new Industry Experience Credit Program. Plus, we’re offering a $7,500 bonus for current RJ-type rated pilots.

See inside for details.

Pilot-in-Command of your Career There has never been a better time to join the largest provider of regional service for American Airlines.

• • • •

Up to $22,100 sign-on bonus $60,000 first year pay ($37.90/hour) $20,000 retention bonus Convenient bases in Chicago, Dallas/Fort Worth, New York LaGuardia and Miami • Free personal travel on the world’s largest network Find out more on envoyair.com/pilots

envoyair.com | envoypilotrecruitment@aa.com | 972-374-5607

contents

October 2017

Letter From the Publisher Virtual Pilot Job Fair

8

Aviator Bulletins 10 Latest Industry News

Aero Crew Solutions Virtual Job Fair Q&A

18

Pilot Perspectives 20 First Impressions

24

MILLION-AIR 24

The 5 Keys To Financial Independence

Fitness Corner 28

OSA & BMI: Obstructive Sleep Apnea & Body Mass Index

Contract Talks 32

34

The Regional Airline Concept

Food Bites 34 Rebel Kettle Brewing Company

Safety Matter 36 The 1500 Hour Rule – Safer or not?

Exclusive Hiring Feature

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Cockpit 2 Cockpit

48

SkyWest Airlines

After the Interview

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

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INDUSTRY EXPERIENCE CREDIT Have experience with an FAR Part 121 Carrier?

Upgrade Your Career and get paid for your experience with SkyWest’s new Industry Experience Credit Program. Plus, we’re offering a $7,500 bonus for current RJ-type rated pilots.

See inside for details.

the grids Airlines in the Grid

Sections

Updated

The Mainline Grid

52

Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Airline Base Map

The Regional Grid

The Flight Attendant Grid

60

General Information Work Rules Additional Compensation Details Airline Base Map

68

General Information Work Rules Additional Compensation Details

Legacy

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

Major

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

International Qatar Airways

Cargo

ABX Air Ameriflight Atlas Air

FedEx Express Kalitta Air UPS

Regional

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

If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to info@AeroCrewNews.com September 2017 | 5

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

There’s still a lot of progress to make, and we’re ready for the challenge.

The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and

S E E W H AT W E C A N A C H I E V E TO G E T H E R .

J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G

U PCOM I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016

REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG

JOIN OUR TEAM AS A PILOT

Up to $57,000 in bonuses 18-24 month upgrades United Career Path Program Industry-leading health benefits

New exciting partnership with

Letter From the Publisher

Dear Readers, This month, Aero Crew Solutions is announcing the first ever, FREE virtual job fair for pilots. Instead of spending money on travel expenses, pilots can now save their hard earned cash and time by signing up for this FREE Virtual Pilot Job Fair! You will still get your 10 to 20 minutes in front of a recruiter (or more if they select you for an on-the-spot interview). All you will need to participate is a tablet/computer with a camera and an internet connection.

This will be the first of many job fairs of this kind. Not only is this job fair free, but the extended hours will accommodate your busy work schedule. If you happen to be flying on November 17, the day of the job fair, that shouldn’t be a problem because it will run from 10am to 7pm eastern time. For additional information about the VPJF, check out the Q&A from Scott Rehn.

Lastly, Aero Crew News will be available and anxious to talk to you at the VPJF. You’ll just click on our “booth” to reach us where we look forward to talking to you about how we can make Aero Crew News an even better publication that serves you!

So what does this have to do with the beach? You can literally be on the beach for this Virtual Pilot Job Fair! Just make sure you still wear a suit.

Craig D. Pieper

Be Safe,

Craig D. Pieper Publsiher, Aero Crew News

Craig Pieper is the Publisher and Founder of Aero Crew News. Craig is responsible for the content, layout design, website design and organization of the material and people producing the material for the magazine. He obtained his We gladly accept and encourage letters to the publisher. These letters will be reviewed and published at the sole discretion of the publisher. Please limit your letters to the publisher to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com.

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

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September 2017 Credits

Here’s what you missed last month. Aero Crew News featured Southern Airways Express and we added a new column dedicated to Aviation Law, written by Aviation Lawyers, called Skylaw. Last month Skylaw reviews The “New” FAA Compliance Philosophy. Contract Talks discusses Open Time.

Fitness Corner warns you about BPA Hazards and Flight Crews. Million-Air discusses The Four Biggest Financial Mistakes and How to Avoid Them.

Cockpit2Cockpit provides us with the OBAP After Action Report? Pilot Perspectives highlights how It Pays to be Personable. Lastly, there’s always more aviation news with Aviator Bulletins from Endeavor Air, ExpressJet Airlines, Envoy Air and CommutAir.

Aero Crew Solutions, CEO Scott Rehn

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

Layout Design By Craig Pieper, Melody Hood

Publisher / Founder Craig Pieper

Editor Deborah Bandy Photo Editor Melody Hood

Additional Contributors Max Wettstein, Scott Rehn Andy Garrison, Marc Cervantes, Marc Himelhoch, Scott Stahl Aviator Bulletins Provided by the companies listed SkyWest Airlines Feature Contributors Author: McKall Morris Layout, Design, Photography: Alex Hamilton Photographs By Melody Hood Additional photographs as noted. © 2017 Aero Crew reserves the right to in this magazine. prosecutors will be

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

September 2017 | 9

Aviator Bulletins

The latest aviation industry hiring news and more.

Air Wisconsin Begins Service as United Express

Defined Career Path from 500 hours to United First Officer

Image provided by Air Wisconsin Air Wisconsin Airlines could not be more excited to have renewed a long-term partnership with United Airlines with the commencement of service once again as United Express flying our first routes in early September of this year. By March 2018, Air Wisconsin will be operating 65 CRJ-200s exclusively within the United global network.

Not only are we very proud to be flying once again with United Airlines, but to be able to offer both our pilots and Airman Trainees the unique advancement opportunity created by the United Career Path Program (CPP), which is certainly something worth celebrating!

Through this program, the United Airlines CPP offers Air Wisconsin pilots the opportunity for career progression directly to a First Officer position at United Airlines. Once accepted into the CPP, pilots need only build their hours with Air Wisconsin over the course of the next few years to ultimately transition to United Airlines.

If that isn’t exciting enough, Air Wisconsin continues to recruit some of the most talented First Officer candidates with our regional industry-leading compensation and second-to-none hiring incentives: up to $57,000 in sign-

10 | Aero Crew News

on bonuses, projected upgrade in 18-24 months, industryleading health benefits, 401(k) with company match up to 8%, and quality of life perks that have individuals eager to start and complete their First Officer training.

For those lower-time pilots, our unique Airman Trainee part-time positions will help bridge the gap between 500 hours (250 from our partner schools) and ATP minimums. Airman Trainees receive bi-monthly paychecks, participation in our 401(k) with company match, and travel benefits throughout the United Network.

This exceptional program rewards you for just a few hours of work per month while you continue working and building flight time right where you are. There are no contracts, no commitments and we don’t tell you where you have to go.

Now is the perfect time for all prospective candidates to join Air Wisconsin Airlines and become part of our great partnership with United Airlines; with everything we are able to offer, joining our team is the smart choice for your aviation future. We look forward to welcoming you to the Air Wisconsin family.

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Big news and big hearts at Envoy Envoy saw a wide range of action in September from new Cadet Program partner schools, record-breaking pilot classes and hurricane-relief efforts across the system.

Beginning after Harvey devastated the Texas coast, an Envoy new-hire class collaborated to bring in toiletries, bottles of water and cash donations to be sent to DFWarea shelters housing displaced hurricane victims.

“We just wanted to pitch in and help the people of Houston,” said new-hire First Officer Michael Bond. “A few of my classmates live in Houston and have family there.

It’s not much, but we hope it helps.”

After Hurricane Irma hit the Florida coast, Envoy sent a crew to Key West supplied with water, non-perishable goods, four electric generators, cleaning supplies and more. The flight also carried more than 150 hot meals to provide to employees and U.S. service members who were deployed at the airport.

Back in Irving at Envoy’s headquarters, a recordbreaking pilot class began training on September 25 with 64 new hires! This is the largest class the Envoy training center has ever seen, and it’s a good signal for the future at Envoy.

A big boost to Envoy’s pilot numbers comes from its Cadet Program partner schools, and Envoy just brought on one more – and it’s a big one. Envoy will officially welcome CAE to begin hiring Envoy cadets as Certified Flight Instructors to provide training at CAE’s academy in Phoenix, Arizona.

As part of the program, cadets will benefit from gaining experience in a professional environment while building the 1,500 required flying hours to advance their career.

“We’re delighted to formally welcome CAE to Envoy’s Cadet Program,” said Ric Wilson, Vice President Flight Operations. “As CAE is one of the leading and most respected training organizations in the world, Cadets can expect the highest training quality.”

Together with industry-leading pay, a direct path to American Airlines and a fantastic benefits package, Envoy is the best choice for pilots beginning a career with a regional airline. If you would like to join the thousands of Envoy pilots and begin a life-long, fulfilling flying career, visit envoyair.com/pilots or email envoypilotrecruitment@ aa.com for more information.

Image provided by Envoy

September 2017 | 11

Aviator Bulletins

The latest aviation industry hiring news and more.

Compass Airlines Rolls out $17,500 Signing Bonus and Increases First Year Pay to $41.00 Per Flight Hour

Images provided by Compass Airlines At $41.00 per flight hour, first year, First Officer pay at Compass Airlines is the now the highest in the regional airline industry. Plus, all new hire pilots at Compass are eligible for a $17,500 signing bonus, bringing total first year compensation to as high as $73,000 per year.

Compass employees also have the opportunity to earn up to $10,000 for each successful pilot they refer to the company.

With Captain upgrades averaging just 18-24 months and pilots moving on to major carriers in just three years on average, there’s never been a better time to join our team.

Let’s get to know each other: pilothiring@compassairline.com Facebook Twitter LinkedIn Instagram

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Don’t Leave Your Longevity Behind— Bring it With You to GoJet Airlines Current 121 pilots can carry over longevity from other carriers at a rate of 1:1 Ready for a change, but reluctant to walk away from the longevity that you’ve accumulated at your current carrier? Bring your longevity with you to GoJet. GoJet allows current 121 pilots to carry over their longevity at a rate of 1:1. For example, a pilot with two years of longevity at another carrier would start at GoJet with two years of longevity. Pilots taking advantage of longevity carry over can also earn up to 6 months early seniority by coming to two days of Indoc training, receiving a seniority number, and then being placed on personal leave for a maximum of 180 days.

All new hire pilots are eligible for a $12,000 signing bonus. Current and qualified 121 pilots are eligible for an additional $3,000 training bonus. Additionally, GoJet’s Pathway Program with Airbus operator Spirit Airlines guarantees participating pilots a job at Spirit in as little as two years.

Get in Touch: pilotjobs@gojetairlines.com Facebook Twitter LinkedIn

Image provided by GoJet Airlines

Instagram

September 2017 | 13

Aviator Bulletins

The latest aviation industry hiring news and more.

Jet Linx “Dares You To Tutu” For Breast Cancer Awareness Month Raising Awareness and Funds in Partnership with The Tutu Project

Image provided by JetLinx For the third consecutive year, Jet Linx has partnered with The Tutu Project to continue its heartfelt (and whimsical) approach to the fight against breast cancer.

Throughout the month of October, in tandem with Breast Cancer Awareness Month, Jet Linx’s entire network of clients, friends and team members across 14 Base locations nationwide come together and don pink tutus in support of The Tutu Project and The Carey Foundation.

social media campaign for each photo submitted to a Jet Linx Base with the iconic tutus and the #Dare2Tutu hashtag. To date, Jet Linx raised a total of $27,395 for the organization through the #Dare2Tutu social media campaign, silent auctions and member donations. Jet Linx pilots will also be bringing awareness to the skies, with flight crew members wearing pink ties for the month of October.

Bob Carey, the talented photographer behind The Tutu Project, founded the organization with his wife, Linda, after she was diagnosed with the disease in 2002. In an effort to put a smile on Linda’s face during her darkest days of fighting the disease, Bob began taking photos of himself in a pink tutu.

“It is one of the most fun and rewarding charities we participate in” said Jamie Walker, President & CEO of Jet Linx. “Jet Linx team members, alongside our generous community of clients and friends, proudly wear pink tutus in a bold effort to raise awareness and funds for breast cancer and The Tutu Project.”

Today, Bob helps inspire thousands with his aweinspiring photos and is at it again with a limited edition Jet Linx Tutu Project photo. The photo will be available for silent auction at Jet Linx Base locations and featured in the official 2018 Tutu Project wall calendar. Additionally, Jet Linx will donate $20 as part of its Every Tutu Counts

“We are very excited that this is our third year working with Jet Linx,” said Linda Carey, co-creator of The Tutu Project & President of the Carey Foundation. “They have been wonderful to work with and they have helped us reach our goals of helping to make the lives and women and men living with breast cancer easier.”

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Tour by air or ground and dine this fall with Papillon Grand Canyon Helicopters.

For the first time, the world’s largest and longestrunning flightseeing company will launch a collection adding a twist to their most popular tours by showcasing Grand Canyon West’s new restaurant, Sa’Nyu Wa, which means “Home of the Eagle.”

Whether arriving by helicopter, airplane or Mercedes Sprinter vehicle, guests have three unique ways to travel to the Grand Canyon before experiencing a spectacular three-course lunch at the area’s only full-service dining option.

Each package will include: •

Views of Hoover Dam, Lake Mead and the Grand Canyon.

•

Lunch at Sa’Nyu Wa featuring a panoramic view through glass walls of the canyon and Eagle Point. Executive Chef James Mendoza’s menu* will feature savory Southwest dishes and Asianinspired cuisine such as pad thai, double bone pork chop and fried ice-cream.

•

Both the Heli Skywalk and Indian Adventure packages will receive complimentary roundtrip transportation from Las Vegas resorts to the Papillon Aerocenter located in Boulder City, Nevada.

Heli Skywalk Tour with VIP Dining Package This experience begins with a helicopter flight to the West Rim. Upon landing, guests will be taken to the Skywalk Bridge where they will be given an exclusive pass to experience the horseshoe-shaped, glass-bottom

Papillon Grand Canyon Helicopters Launches New Tours Showcasing Grand Canyon Luxury Dining Experience bridge which offers unobstructed views nearly a mile down to the canyon floor. To commemorate the occasion, they will be given souvenir Skywalk photos. The group will then be escorted to Sa’Nyu Wa for lunch before returning to the helicopter. ($554 per adult and $534 per child, approximately 6.5 to seven hours).

Indian Adventure with VIP Dining Package This luxury tour begins by boarding an airplane featuring oversized windows designed specifically for sightseeing. After landing in the West Rim, guests will be taken to Eagle Point to have lunch at Sa’Nyu Wa, before returning to their shuttle for the transfer to the second canyon viewpoint, Guano Point, the most intricate part of the canyon, offering nearly 360-degree views. ($384 per adult and $364 per child, approximately seven hours).

Platinum West Rim with VIP Dining Package On this tour, guests will take-in intimate views of the scenic Mojave Desert landscape. This ground tour transports guests from Las Vegas to Grand Canyon West aboard a customized Mercedes Sprinter vehicle, complete with plush seating, air conditioning and oversized windows for optimal sightseeing. Brief stops will allow for closeup views and photo opportunities of the desert, Hoover Dam and the Colorado River. While at the canyon, shuttle service will stop at the scenic Eagle Point for lunch at Sa’Nyu Wa. After, guests will take-in the majestic views of Guano Point before their return trip to Las Vegas. ($289 per adult, $269 per child, approximately 12 hours).

To book the tours, go to www.Papillon.com or call (702) 736-7243.

September 2017 | 15

Aviator Bulletins

The latest aviation industry hiring news and more.

Silver Airways Announces Major Strategic Growth Developments Upgraded Fleet Silver announced today a historic agreement by signing a letter of intent to renew and expand its fleet with up to 50 new ATR-600 series aircraft. This is a significant strategic accomplishment for the airline and a transaction valued at up to $1.1 billion. The initial order is for 20 ATR42-600 aircraft and the agreement also provides Silver the ability to upgauge to the larger series ATR-72-600s. With this deal, Silver becomes the first fully independent U.S. regional airline in more than 20 years to sign a new aircraft deal of this magnitude. The firm 20 aircraft will be lease financed by Silver.

“Thanks to our incredibly dedicated and hardworking team, this aircraft acquisition is a monumental leap forward for Silver, our team members, and our passengers, and will allow us to expand our network with greater reach, including further into the Caribbean and the Southeastern United States,” said Jason Bewley, Silver Airways’ President and CFO. “As the world’s leading regional aircraft, new ATRs will provide Silver’s passengers unparalleled experience and reliability and our pilots the industry’s most advanced cockpit. Silver is honored to partner with ATR as its North American launch customer for these technologically advanced aircraft.”

Christian Scherer, ATR’s Chief Executive Officer declared: “Our thanks and congratulations go to our new customer Silver Airways. Silver’s detailed evaluation vindicates our belief that the ATR42-600 is the obvious aircraft of choice to upgrade older 30-50 seat regional fleets. We are excited that the travelling public in the U.S. will discover that, when they are onboard an ATR -600 series, flying on a modern prop- jet bears no comparison to the regional aircraft of yesteryear – it is as comfortable and affordable as regional flying gets!”

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Silver will take delivery of up to four ATRs this year starting in the fourth quarter following receipt of regulatory approvals. Remaining deliveries of the first 20 aircraft are expected to be completed by the first quarter of 2020.

Crew training will be conducted by ATR at its new training facility in Miami, which is home to a new multi-million-dollar investment of a Full Flight Simulator (FFS) for the ATR600 series aircraft. The new aircraft will replace Silver’s existing fleet of 21 Saab 340B Plus turboprop aircraft over time. More information about the ATR-600 series aircraft, including photos, can be found on ATR’s website at www. atr-aircraft.com.

The new ATR-600 series features the widest cabin in the regional aircraft market with a new ergonomic design and lightweight slim seats offering passengers maximum comfort. Silver’s ATR fleet will be configured with 46 seats in a 2-2 seating configuration with up to a 32-inch pitch offering more legroom than many mainline aircraft. In addition, Silver’s ATR fleet will have spacious full-size overhead bins for carry-on bags along with full-size lavatories and bright LED lite cabins that are quieter than regional jets. The new ATR-600 series also features the latest innovations in cockpit technology with simplified, integrated LCD advanced functions, enhancing safety, and improved handling for pilots, as well as the latest in avionics technology. The state-of-the-art, all glass cockpit further reduces flight crew workload and enhances situational awareness while providing better reliability, maintenance cost savings and weight reduction.

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Express Hire Program at Trans States Airlines Eliminates the Interview Process for Current & Qualified 121 Pilots Trans States Airlines’ Express Hire Program provides a streamlined hiring process for pilots currently employed by 121 airlines. Current and qualified 121 pilots are not required to interview with Trans States Airlines and will be offered an immediate class date, pending application approval. To qualify, pilots must have completed training and be online at a 121 airline.

Pilots who take advantage of the Express Hire program are also eligible to take advantage of Trans States’ Seniority Reservation Program, which allows new hire pilots to come to training for two days, and then leave for up to 90 days to complete other commitments.

When pilots return to training, they already have up to 90 days of seniority. Seniority determines everything for pilots, including schedule, base assignment, and upgrade time. Pilots are more likely to get their preferred base assignment right out of training with three months of seniority backing their bid.

Trans States pilots can now expect to earn up to $75,000 in total compensation during their first year alone,

thanks to a new bonus package rolled out this spring.

Trans States also offers fast upgrades, great domiciles, and a culture like none other. In fact, one new hire recently described the culture at Trans States as “more of a family mentality than an airline mentality,” while another said that Trans States “just feels like home.”

Compensation. Culture. Camaraderie. You’ll find it all at Trans States Airlines.

About Trans States Airlines: Trans States Airlines flies on behalf of United Airlines and American Airlines, providing service to over 80 cities in North America with over 240 daily flights.

Connect: pilothiring@transstates.net Facebook Twitter LinkedIn Instagram

Image provided by Trans States Airlines

September 2017 | 17

Q&A

with Scott Rehn CEO Aero Crew Solutions

Q – Tell us about the virtual job fair?

A – The time has come to shake up pilot job fair events. We are taking our physical job fair events and transitioning them to the virtual world, to make it easier for pilots and recruiters to connect. You will now be able to text chat, audio call or video conference with a recruiter, live.

The virtual job fair setup is exactly the same as a physical job fair. You will have a pre-function space with doors leading into different venues. There will be a company presentation room, a company exhibit hall and individual company booths. We will also have chat rooms where pilots can connect and build their professional networks.

Q – Who should attend and why?

Q – How will attendees meet with recruiters?

A –They will be able to book individual appointments with recruiters. These appointments can last up to 30 minutes depending on the company. You will now be able to text chat, audio call or video conference with a recruiter live. If you do not have a scheduled appointment, there will also be a waiting queue for each airline during the job fair.

Q – What can I do at a company’s virtual booth?

A – You can view and download PDFs of the latest hiring information, you can watch company videos, view job listings and apply directly online, and talk to company recruiters.

Q – What happens if I miss the virtual job fair?

A – This event is FREE for anyone to attend. You’ll no longer have to pay for admission, an airline ticket or hotel room. You can attend even if you are at work. All you will need is a device and an internet connection! You can participate in the virtual pilot job fair and still have time in the day for work, family and friends.

A – If you are not able to attend the virtual job fair, you will still be able to visit a company’s booth and download PDFs and videos. You will also be able to watch all the recorded webinars.

All information will remain active seven days after the date of the job fair.

This event is for people from those in high school looking to get into aviation, pilots looking for their first flying job, and pilots looking to advance their careers, to pilots looking for post-retirement jobs.

Q – How can I sign-up for the virtual pilot job fair as an attendee or company recruiter?

Some of the participating companies will make live webinar presentations where you’ll learn the latest information regarding pilot hiring. At the end of each presentation, you’ll have the opportunity to ask the recruiters questions live via chat. And, Aero Crew Solutions will be hosting a 45-minute career seminar.

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A – You can sign-up for the virtual job fair at aerocrewsolutions.vfairs.com If you have a question about the job fair please email events@aerocrewsolutions.com.

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September 2017 | 19

Pilot Perspectives

Written by: John Hackworth

First Impressions

I

t’s common knowledge that first impressions are important, but how exactly does this apply in our industry and to our careers? Regardless of what stage in our profession we are, whether it is working on our private pilot’s license or applying to our dream job with thousands of hours of experience, it’s crucial that we be conscious of the manner in which we interact with others and how one’s behavior is perceived. Everything from our attire and personal hygiene to the manner with which we communicate with others is critical in establishing a positive first impression. These initial interactions have lasting effects on how each is perceived and the relationships that are created. This remains particularly true in the aviation industry as it is a small, tight-knit community in which networking plays a crucial role in professional growth.

So how important are first impressions? There is a concept titled Uncertainty Reduction Theory in which it is recognized that humans do not like the unknown. To manage this discontent for that which we do not know, people attempt to reduce uncertainty. You may notice this when first meeting someone, we immediately begin asking basic questions as a means of filling in the gaps. During this process, we begin to form perceptions about future benefits of engaging in a relationship with the stranger, which can be either an advantage or disadvantage, depending on the outcome. Additionally, first encounters are the building blocks upon which people establish credibility. While your actions, over extended periods of time, will either prove or disprove your credibility, people’s initial perceptions are often difficult to change. For that reason, setting the right tone that first time around is the foundation upon which you build lasting relationships.

Considering that each person possesses their own personality, it is important to realize you may not get along

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with everyone and not everyone is going to get along with you. However, considering that while at work we are in a professional environment, it goes without saying that there are certain guidelines and rules within which we ought to operate. Despite having differences of opinions or general disagreements with some in the workplace, understanding that when first engaging with someone new, adhering to basic social etiquette norms ensures that you come across as approachable and professional.

Now that we have discussed why first impressions are so important, I’d like to share with you how they apply to your career and the airline industry, jumping between both the private pilot and airline pilot. Some of the basic traits you need to be conscious of are your personal appearance and the manner with which you communicate. This includes, but is not limited to, language, facial expressions, body language and tone.

Whether you’re meeting your flight instructor or student for the first time or starting a four-day trip with a new captain or first officer, the first impression counts. You are inevitably going to be spending a lot of time with this other person in a confined space and you are going to have to rely heavily on being able to communicate and have trust in each other. It’s important to make the opportunity to demonstrate your character to establish a solid foundation upon which to build a functioning team relationship. Considering this, how much do the clothes you wear matter? How important is your hygiene? It may seem inconsequential on the surface, but to the other individual, these act as indicators of your character and credibility, whether accurate or not. If you are unable to take the time to present yourself in a professional manner by grooming yourself or taking care of your clothes, how does this reflect on your

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Pilot Perspectives

other professional duties and responsibilities? Again, while you have time to prove yourself over the course of each lesson/ flight, that initial impression has been cast.

Similar to your personal appearance, how you communicate on initial contact has lasting effects on the relationships you establish. Upon first meeting your flight instructor or captain/ first officer, everything from the words you use, how you say them, and what you say sets the tone for everything that follows. This includes body language and facial expressions.

As mentioned before, it is recommended that one adhere to basic social etiquette norms – such as, avoid curse words and using excess tonal inflections (in other words, being loud). In general, you also want to avoid charged or sensitive topics such as politics, religion and other themes which typically ought to remain clear of any professional setting or environment. It’s not that you aren’t allowed to have opinions and that you can’t share them, but it is important to consider the situation and circumstances and recognize that there is an appropriate time and place.

While these may seem obvious, what may not be are the choice of paths we take with those who we encounter along the way. Your first student as a flight instructor may one day be your captain. As professionals, we need to consider the impressions we impart and how those will affect our relationships. The examples used above are not limited to just the two pilots sitting next to each other, but extend to others as well. Our chief pilots, maintenance crews, inflight, gate agents, additional crew members or even our customers all warrant due consideration upon first meeting. It is worth mentioning, that while significant, it is not a foregone conclusion that all

first impressions are set in stone. As a new flight instructor, my first student and I had a breakdown in communication upon our first meeting. Everything from the attire he wore to how he responded to the questions I asked, seemed to conflict with my expectations and in turn did not impress upon me that he was someone with whom I was going to get along. Fast forward seven years and not only are we colleagues, but we are good friends.

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

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

September 2017 | 21

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MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

T h e 5 K e ys To F i n a n c i a l Independence

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define financial independence as having sufficient income from your assets, business(es), and investments to cover all of your monthly living expenses. Based on that definition, I’ve been fortunate enough to observe many people becoming financially independent while working directly with them.

I also believe that financial independence should be your end goal when it comes to your money. The more freedom your money provides, the more fulfilling and generous life you can live, which is what it’s all about!

So how do you get to financial independence? Follow these five keys and you’ll be on the path far sooner than you might expect.

Key #1 – Build your knowledge and situational awareness Knowledge is the foundation to all (correct) action. If you don’t know what you need to do and what your targets are and should be, you’re unlikely to accomplish your goal, whether

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that be in life, aviation, or in reaching financial independence.

To build this knowledge, start by understanding what an asset (something that appreciates in value or makes you money) is and how it differs from a liability (something that steals resources from a productive use) and an expense (something that costs you money with no return to you).

Once you have a foundation of knowledge, you need to know how and where to apply it. To do this, you must have a very strong situational awareness of where you are now.

If you know you need to have $2,000,000 for your financial independence goal, you need to know where you currently stand.

Once you know the gap (the difference between where you want to be to where you stand now), you can build out a plan to close the gap and reach your goal. (For more on building a plan, see the July 2017 column).

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MILLION-AIR

Key #2 – Think “right” about financial independence Before you can truly accomplish anything, you need to believe that you can accomplish it. As you look to build financial independence, realize that it is 100% doable for you and for anyone.

Lacking certainty on this? Take a look at some of the most financially successful people in the world and see where they started.

To think “right” about financial independence, you must be willing to reject society’s way of thinking. Today, some will tell you that you’re greedy if you want to build wealth and that it’s luck, not skill or work, that determines your ability.

This is completely false, and you need to be willing to forget that faction of society’s view and focus on what you know you can accomplish. Complete financial independence in a matter of years, not decades should be your goal, not working 40+ years in the holds of accumulating enough to “get by.”

Key #3 – Free up at least 30% of your income As you will see in Key #4, to reach financial independence, you must have plenty of cash to put away each month toward assets that produce income for you. For many, saving 30% of their income seems impossible, but it isn’t! Here are three strategies that always work: 1. Increase your income. Start a side business or create another income stream in your spare time. (We all have some spare time.)

2. Cut back on your expenses. Are there things you can cut out each month? Consider not just Starbucks, but bigger expenses such as car payments, large mortgages, etc.

3. Save more tomorrow. Commit to saving 50% of every single pay raise or bonus you get until you’re saving 30% of your income.

When you have 30% of your income free each month, you’re ready to start buying assets.

Image provided by Andy Garrison Key #4 – Buy assets that generate income Assets are things that generate income for you either now or in the future. They are not luxury cars, more house than you need, or expensive toys. Assets make you money, everything else costs you money.

Buying assets with freed cash flow each month is how the rich keep getting richer and how you can start or accelerate your path to financial independence. Common assets are: real estate, dividend paying stocks, certain bonds, scalable businesses (online courses, books, etc.), and anything that can generate income without you being there full-time.

Key #5 – Don’t stop!

Is building significant wealth and reaching financial independence hard? You bet! So is anything worthwhile in life.

The good news is that it gets easier and easier every single year and eventually becomes so second-nature that you wake up at your goal one day and don’t even realize it.

To reach your destination of financial independence, you have to practice persistence. As time goes on, you will start to see the power of compounding working for you as the income generated by your assets is available to purchase more assets that generate more income, and so on. This type of compounding is the most powerful force in the financial world and the true key to you building the wealth you want.

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MILLION-AIR Twitter: @Pilot_Planner Email: andy@airspeedandmoney.com LinkedIn: linkedin.com/in/pilotplanner Web: http://www.airspeedandmoney.com/ Final thoughts Not being financially independent is simply not an option. You are the only person looking out for your financial life and now is the time to start or accelerate your journey to complete financial independence.

Build your knowledge up, learn what you need to know and increase your situational awareness in your financial life. Know that you can obtain the wealth you want and shun society’s views on money and wealth.

Free-up cash each month to buy assets that generate income and use that income to buy more assets. This is how you build massive wealth that allows you to live a fulfilling and generous life!

PS – Want a free copy of my book: Million-Air: Strategies For Pilots To Build Significant Wealth? Head to AirspeedAndMoney.com/freebook.

About the Author

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

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

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Fitness Corner

Written by: Max Wettstein

OSA & BMI: Obstructive Sleep Apnea & Body Mass Index **This article is the authors opinion-only, not medical advice**

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am not an AME or any kind of doctor. I am a fitness professional and advocate, as well as a commercial airline pilot. In 2015, the FAA implemented that AMEs conduct mandatory screening for obstructive sleep apnea (OSA) risk during our flight physicals. This subject gained interest after a 2008 fatigue related incident wherein both pilots fell asleep at the controls and overflew their destination. The NTSB then set OSA in its gunsights after the captain was diagnosed with severe obstructive sleep apnea. In 2013, the NTSB and the FAA cracked down hard, at first stating that any pilot with a “body mass index of 40 or greater would be evaluated for OSA.” They cited that a pilot who is a victim of OSA may be “flying with the performance-equivalent of having blood-alcohol content of .06-.08% – the legal measure of intoxication.” Body Mass Index is the quickest and most broadly used (but most inaccurate) way to screen for obesity and OSA.* The FAA quickly backed off of this strict enforcement standard after pushback from the pilot union. Here is where we are today: At this point, the AMEs are simply instructed to look for any symptoms/risk-markers of OSA, and insomnia in general, to include obesity but also sleep hygiene. Seventy percent of clinically obese people (BMI of 40 or greater) suffer from OSA, according to the NTSB.

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Obstructive sleep apnea, clinically speaking, is a condition where one’s breathing is literally obstructed, reduced or even cut-off completely while sleeping; to the point where they wake-up briefly in order to start breathing again, though they do not remember waking up at all. Those who suffer from this condition are literally being deprived of oxygen. With OSA this occurs repeatedly, up to 15 to 30 awakenings per hour, so that the victim never enters the deep or restorative sleep phase.

The obstruction is typically adipose tissue accumulation in the respiratory passages caused by excessive weight gain, as well as genetic factors such as a soft-palate, large tongue and/or age.

Sleeping on one’s back, where gravity is a factor can further exacerbate the closure. So, the two biggest risk markers are obesity (which currently also means a BMI or 30 or greater) and snoring. However, many pilots do not even realize they snore excessively unless they sleep next to someone. Body mass index is a very rudimentary way to determine obesity because it is the ratio of one’s weight in kilograms, divided by the square of their height in centimeters. Though the FAA uses a BMI of 40 as the trigger for OSA risk, clinically speaking, a BMI of 30 or greater is considered obese.

The problem is that this BMI formula/method does not

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Fitness Corner

resistant or already suffer from type-2 diabetes, you never remember your dreams, or you have high blood-pressure.

Beyond falling asleep at the controls (to which pilots are already prone due to constant jetlag-inducing flight scheduling and circadian disruption), those in the OSA risk group are also at risk for stroke, heart-arrhythmia, heart-attack, hypertension and memory loss. All of this is further compounded when you factor in a snapshot of many of our typical monthly flight scheduling, and the circadian disruption it inherently causes (legal by Part 117 rest standards). Many times we do it to ourselves because pilots are so productivity-driven and we think we can sleep adequately in the back of a plane or in a crashpad bunk. The best strategy you can implement to begin lowering your risk and curing your OSA, is to first to consult a medical professional and sleep specialist for evaluation. There are many medical treatments, such as oral appliances, dental appliances (to keep your airway open ergonomically), CPAP (continuous positive airway pressure) machines, and even surgical interventions. But, if you want to avoid all of this drama and associated time out of the cockpit (from being medically grounded), simply take charge of your life and start losing weight (fat) by altering your lifestyle through diet and exercise.

It works well most of the time and it’s free!

Follow Max Wettstein on Instagram: @maxwettstein & Twitter: @max_wettstein Photo by Joshua Dils take into account body-composition. How much of one’s body weight is lean-body mass vs. how much is fat mass or adipose tissue? Therein lies the inaccuracy, which is why it is good that AMEs are now instructed by the FAA not to assess OSA risk based on BMI alone, but also to interview their pilot patients about their sleep quality and to look for other physiological markers, such as type-2 diabetes and blood-pressure, which are also markers of OSA. For now, we are stuck with BMI as the primary screening method, since performing an actual body-composition analysis, or body-fat test is too timeconsuming, requires special training, and is ideally conducted in a hydrostatic dunk-tank.

If you think you might suffer from sleep-apnea, there are a lot of easily recognizable symptoms already mentioned above.

Additionally, consider these: constant drowsiness any time you sit still, being overweight (but especially with an apple-shape or distended abdomen), your sleeping companion constantly telling you to stop snoring or to rollover in bed, you are insulin-

Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, having appeared on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and personal trainer. Read more about Max Wettstein. www.travelfitness.org www.maxwettsteinfitness.blogspot.com

September 2017 | 29

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Contract Talks

Written by: Marc Cervantes

Th e Re g io n al A i rl i n e C o n c e p t

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he stability of regional airlines has been brought under scrutiny each time there is a change in the operating relationship between one of the regionals and a mainline carrier. These changes can have a detrimental effect upon the pilots who work for them. They face the potential of losing their jobs, perhaps having to start over with another airline and losing their earned seniority. Understanding the manner in which the regional airlines are organized as businesses could be a factor in how you view them as a potential employer. No business structure is better than another, only different. Each has its strengths and its vulnerabilities.

There are three different categories of regional airlines: wholly owned, owned by a holdings company, and privately held. The most common in today’s industry is wholly owned, where a major airline like Delta Air Lines or American Airlines owns the regional airline in its entirety. In today’s pilot shortage climate, the wholly owned regional airlines usually receive some sort of financial backing because the major airline cannot afford the wholly owned to fail. A benefit for wholly owned regional airline pilots is usually “flow,” or guaranteed interview.

In flow, pilots at the regional airlines have the chance to move up to the major airline that owns their regional. The question is when. It should be noted that while a flow benefits regional airlines when the industry is doing well, flowbacks can occur when the industry is suffering. Flowbacks are an alternative to furloughing for a major airline, resulting in the most junior mainline pilots becoming the most senior regional airline pilots, and thereby posing the potential for the most junior regional airline pilot being furloughed.

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While this may all seem peachy, a wholly owned regional does not guarantee that it will be favored by its mainline partner.

In the mid-2000s, Delta Air Lines acquired ComAir, making it a wholly owned subsidiary. ComAir, not a large regional airline with high operating cost and only 50-seat jets, was ultimately shut down in 2012 and its routes were distributed among other Delta Connection carriers. American Airlines has three wholly owned regional airlines, some larger than others defined by the size of the pilot group. While operating wholly owned may be preferred, competition still exists among American’s three, and ultimately, business drives how American Airlines determines its regional workload.

The second most common regional airline type is that which is owned by a holdings company. Usually a holding company will own a couple different regional airlines. SkyWest Holdings owns SkyWest Airlines and ExpressJet Airlines. Trans States Holdings owns Trans States, GoJet, and Compass. These holding companies manage their airlines and usually operate as regional carriers for various major airlines. They are most often publically held and traded on the stock market. For the publically traded holding companies, their quarterly and annual investor reports (10-Q and 10-K reports) can be found online, revealing the health of the holding company and each of its associated regional airlines. This information can provide any prospective pilot an idea of the direction the holding company is going. Guaranteed interviews or flows are usually not offered for these regional airlines, but this may slowly be changing with ExpressJet’s program with United Airlines, the Career Pathway Program, a guaranteed interview to all ExpressJet pilots that operate for United Express.

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The last type of regional airline is one that is privately held.

No investor relation report is found on such airlines. For any privately held company, pilots are letting businessmen and investors determine the course of their careers. If the company does well, pilots have job security. If the company or the industry suffer, their jobs are in jeopardy. This regional airline business model is very difficult to understand because insights into its financial situation is not publicly available. It is possible for a regional airline to be a hybrid of the previous two types – a privately held holdings company, as is the case with Trans States Holdings.

Quicknote: while these are the three different forms of regional airlines, it is possible that a major airline owns a portion of a regional airline without it being a wholly owned airline. For example, United Airlines owns 49% of CommutAir. Republic Airlines, emerging from bankruptcy, will potentially be 60% owned by the three major carriers.

How are regional airlines awarded flying? Regional airlines will bid for block hours that need to be flown for each month.

Factors such as pilot workforce substantially affect how the regional airlines can bid. The major airline will examine various factors to award flying, such as equipment type, cost, and performance factors, (completion percentage being critical) and award flying to the regionals. (Most often, the major airline will incur the cost of fuel for all flying.) Each regional airline then enters into a contract termed a Capacity Purchase Agreement (CPA) with each major airline. The contract stipulates how long the regional airline will support the major airline. Just as with any contract, the details are critical and provisions are limited to terminate the contract early.

Why is this important for any new pilot entering into the regional airline industry? In today’s pilot shortage world, it may not mean much. Wholly owned regional airlines that perform well will continue to obtain more flying and regional airlines that cannot attract pilots and perform poorly will lose flying.

A flow or guaranteed interview is a major factor for pilots choosing a regional airline, but because flow follows seniority order, it may be quicker for a new pilot to be hired from outside the flow. It is then noteworthy to end with this statement: The airline industry has proven to be identifiably cyclical. While we are now in the midst of a huge hiring spree in the aviation industry, at levels not seen in decades, there may be a point at which it halts or reverses course.

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

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

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

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Food Bites

Written by: Craig Pieper

Reb el Ke t tle B r ewing C om pany Little Rock, Arkansas

Photos by Craig Pieper

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he life of a crewmember is never easy, but it seems that the hardest decision that we face on daily is‌ where are we going to eat tonight? This is why I created Food Bites!

Our primary food choices come from word-of-mouth from others, and if you are anything like I am, you want great food (and beverage) from a local spot and not a chain restaurant.

This past month I had a lot of vacation days and my initial plan was to continue with the bar-b-que theme from last month.

But, a little storm called Irma put a minor glitch in those plans.

That restaurant will have to wait for another time.

Instead, this month I had a long overnight in Little Rock, Arkansas. We got to the hotel around 10am and my first officer Ed, and I agreed to meet for lunch around 12:45. Just before leaving the hotel, I decided to ask for local recommendations at the front desk. Luckily for us, the manager was standing by the front desk and referred us to a great local brewery called Rebel Kettle. With impassioned detail, she described the last burger she had ordered there and I was convinced where we were going and what I would be ordering.

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From our hotel, it was only a five-minute walk to Rebel Kettle. I wondered if they were even open when I noticed that half of the outside of the building is under construction. Luckily, they were.

We were greeted by a co-owner who asked where we would like to sit. We took two empty stools at the bar where another co-owner happened to be bartending that day. Their beer list occupies a chalkboard above their two-dozen or so taps.

I knew exactly what food I wanted to order, so the hardest part for me was deciding which beer to pair it with. I saw that they had a triple IPA at a whopping 11% called C-Street Series IPA Block #5. After a quick tasty sample I order it. The beer had a nice dark amber color and a sensational hoppy aroma.

The hotel manager had enticed me to order the Cajun Burger with mushrooms and an egg over-easy. (I later learned that she puts an over easy egg on everything that she orders there.) The picture of this monster sandwich makes it look incredibly tasty,

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Food Bites

and I’m getting hungry just thinking about it again. Their menu describes it as, “Half pound burger topped with grilled shrimp and pepper jack cheese, lettuce, tomato and onion.”

I like to cut my burgers in half, really for two reasons. First, I want to see if it is cooked to my preference. This one was – a perfect medium. Second, a burger of this size and messiness is destined to ooze out the back as you bite into it. You’ve seen that happen a thousand times, right? By cutting it in half, that problem is somewhat reduced. Now the burger: The bun was incredibly soft and warm, perfect for a burger and I always say the bun makes the sandwich! After cutting into it, the egg yolk

Little Rock, Arkansas 822 E. 6th Street

501-374-2791 www.rebelkettle.com

ran all around it making it a sloppy, wonderful mess. There’s just no other way to eat this but to pick it up and bite with gusto. You have to approach it knowing that it going to be a mess. Each half had one shrimp which was smothered in their Cajun spicy sauce that is indescribably delicious.

Next time you are in Little Rock and have some time and appetite, be sure to stop to grab a beer and a burger. But, don’t ask for a mainstream beer or you might be shown the door!

I doubt it, but they do take their craft beer seriously! I was able to talk to two of the owners and get a quick tour of their brewery, which you’ll see from your seat at the bar.

As always be sure to enjoy any alcohol responsibly. If you have any great spots to eat, please share them with us... foodbites@aerocrewnews.com

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Safety Matters

Written by: Scott Stahl

The 1500 Hour Rule Safer or not?

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s most aspiring professional pilots are probably aware, in 2010 Congress passed the “Airline Safety and Federal Aviation Administration Act of 2010” which would ultimately implement sweeping changes to the Part 121 airline industry, including new rest requirements and duty regulations, training regulations and the infamous “1500 Hour Rule” for pilot experience requirements. Since that time, this legislation has been a major focus of both proponents of and critics against the legislation. It was inevitable that the debate would heat up as a massive pilot shortage begins to take hold on the U.S. airline industry.

The rules are complex, far reaching, and certainly beyond the scope of a single article; though there is plenty written out there presenting various viewpoints.

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The topic has surged back to the forefront of public awareness as Senate Transportation Committee Chairman John Thune (R-S.D.) has proposed a series of measures that would dial-back the protections on flight time experience requirements from that original 2010 bill and the resulting regulations.

Not unpredictably, in today’s political environment, the sentiments on the regulation split right down the middle with groups either vehemently opposing it, or vehemently supporting it. Also, not surprisingly, industry groups pushing for a greater pilot pool, accessible labor and economic gain, stand on one side of the fence and labor groups, safety groups, and many safety experts, solidly align on the other side of the fence. So, is this a battle of profits vs. safety, or is it perhaps more complex than that? The short answer is yes, and yes.

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Safety Matters

One of the more notable outcomes of that 2010 bill was the requirement for crew members serving on a Part 121 (scheduled air carrier) flight deck to have more than “1500” hours of experience before eligibility for an Air Transport Pilot certificate, which previous to the bill was the certificate required to be a captain for a scheduled airline. It also extended the requirement to obtain this certificate to any first officer candidate who might be hired by an airline, where previously they only needed a Commercial Pilot Certificate and 250 hours of total experience. Overnight, this lead to a six-fold increase in the experience required to be a crew member on an airline flight deck.

It should also be noted that the regulations that required the 1500 hours of experience also made specific exceptions for “accredited” training programs such as military flight experience, university accredited flight departments and some other flight training programs. The exception reduce the hours of experience from 1500 to 750, 1000, or 1200 hours depending on the program. The premise behind this exemption was that these programs offere a higher standardization and quality of training and thus, those graduates would be generally proficient and competent with less total flight time. The process of approval for these programs was often more intensive, and since many of them were at major universities, the military or large flight schools, there was usually more oversight and standardization associated with the training delivered by these programs.

But did the bill positively influence safety? That has been a debate that hasn’t been resolved as easily.

What has been addressed easily is that the increase in training time, experience building and resulting expense has accelerated what was already an inevitable pilot shortage in the U.S. aviation industry.

Post September 11, 2001, the number of ratings being issued has steadily declined and the average age of the pilot group has steadily increased. The number of foreign pilots training in the U.S. on training contracts for foreign airlines has also steadily increased, which may skew the numbers slightly, as many of them will never fly with U.S. carriers. However, one thing is certain; an increase in time requirements, an increase in training costs and a decreasing pool of candidates has drastically increased the demand for pilots and driven a commensurate increase in wages, other compensation and quality of life for those pilots.

Prior to the enactment of the 1500-hour rule, the average starting wage in the industry varied from

just over $16,000 a year on the low end, to just over $20,000 a year on the high end. Today, starting wages are hovering around the $40,000 a year mark with additional money in signing and retention bonuses, increased benefits, recognition of previous longevity and other incentive programs designed to attract candidates to the various regional airlines. To secure the funding necessary to increase pilot compensation, several airlines have either shrunk massively, declared bankruptcy, or both.

On the other side of the equation, the airlines suffering the largest impact of the shortage are the “Fee-For-Departure” (FFD) carriers, commonly known as “regional” airlines. Cited in a June 2017 presentation by the Regional Airline Association, these carriers accounted for 44% of all passenger departures. Since they also provide the only service to 65% of airports that receive commercial air service, their impact on the airline industry, and aviation accessibility in general, is substantial. And, the airlines they contract for, typically the major airlines, gain access to that pilot pool. Obviously, in a profit-driven industry where consumers have undeniably demonstrated that they buy the cheapest airfare available, there is a lot of incentive to avoid massive and sudden increases in labor costs.

With a little bit of background on the issue, it is possible to discuss the two sides of the debate. On the one side, are the airlines, airline trade groups and industry advocates that want to continue with labor in steady and cheap supply while air service remains accessible. This group has vociferously opposed the legislation since it was originally proposed and has continually pressured law makers to reduce the requirements for pilot hiring. Testifying before Congress recently, the CEO of the largest regional airline cited that due to forecasted demand and a lack of new recruitment, the regional airline industry would not be able to meet the need for pilots as the shortage continued to grow. He proffered that relief is needed from the rules to aid recruitment despite large increases in compensation.

The changes propose increased access to “approved” methods of reducing flight time. There are not a lot of specifics in the proposed legislation, only that any methods would have to “pass the safety muster of the FAA.” Essentially, this would extend benefits similar to what the accredited programs provide without necessarily being accredited. Does this reduce safety? Not necessarily, but it should be

September 2017 | 37

Safety Matters

considered that there is that potential, dependent upon where the “safety muster” of the FAA moves on any given day, and such things can be influenced by political pressures.

On the other side of the argument are the industry safety and labor groups, most of which support upholding the increased certification standards. There are some tangible safety benefits to this argument, as well. The first argument that is typically leveled against the safety side is “the pilots involved in Continental Express Flight 3407 had more than 1500 hours when they were hired and would have been hirable anyway, so the rule wouldn’t have prevented the crash.” This is true to the extent that the Colgan Airlines (operating as Continental Express 3407) crew carried that experience level upon being hired.

However, it is also statistically unquestionable that higher-time pilots have fewer accidents overall, and those with many thousands of hours of 121 time also generally operate more safely. So, while it might be agreed that high-time pilots can also have accidents, it is not true that they are just as likely to have them as inexperienced pilots in the same situation, with

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the same training and the same background. That experience as irrelevant is just not a true or factual statement. Experience is relevant to the discussion because quality and background certainly do matter and all pilots learn through experience. What might be more relevant to discuss is how recently the candidate has built time, as that could potentially be more determining than experience or background.

Another argument leveled against the safety side is “hours spent crop dusting don’t necessarily make you a better pilot than someone with less time who flew XX type of operations to build experience.” This is also true to an extent, which is specifically why the original rulemaking allowed for decreased flight time for candidates who did come from a more structured and relevant training program. For instance, a student graduating from an accredited aviation training program with a capstone jet transition course is allowed to be hired with 30% less total flight time than a full 1500-hour candidate, and military training allows former DOD pilots to come in with up to 50% less total experience in the airplane, precisely because quality of training does matter.

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Safety Matters

A third argument used against maintaining the rule is that it isn’t really about safety, but rather about maintaining the increase in pay the industry has seen as a result of the pilot shortage being accelerated by the new time requirements. This is probably largely valid. However, there is a very real and tangible safety benefit to this as well, because instead of having flight crew members operating flights after they have commuted from Seattle because they can’t afford a crash pad in New York and haven’t slept in nearly 24 hours, you are more likely to have a crew that is well rested and isn’t as distracted, stressed or worried about the economic realities of having to service $100k-150k in debt on a $20,000 salary. In addition to the directly associated probability that rest has increased, there is also the probability that psychological stress is reduced in the flight deck.

A fourth argument that has been used against the legislation is “there haven’t been any accidents since Continental Express 3407 in Buffalo and the 1500-hour rule didn’t go into effect until 2013. This is also supported. However, it is also scientifically impossible to measure an event that didn’t happen, so to claim that no accident is proof that the rule didn’t accomplish anything is logically fallible. It is also impossible to claim that it HAS prevented anything.

What we can say for certain is that no major accident has occurred since the Buffalo crash and no major accident has occurred since the passage of the rule.

Finally, the longer-term benefit of the rule is that the cost of training had already soared by several orders of magnitude before the passage of the rule, resulting in a decrease of certificates after September 11th. At that point, the basic costs of training began to increase significantly, and coupled with a subsequent decrease in student enrollment, costs increased even more. The damage on the cost side was already done, and while the additional cost of working toward 1500 hours, or obtaining certificates that allowed pilots to build the time did increase the cost even more, there are a lot of ways the time can be built while being paid, rather than having to pay for it hour-by-hour. The argument can also be made very strongly that obtaining certificates (e.g. a CFI that might not otherwise have been obtained) also increases the quality of the pilotapplicant through experience and additional learning when compared to not obtaining that rating at all. The Regional Airline Association’s presentation discussed the decrease in the pilot pool since 1990, but makes no mention of the corresponding average industry pay during that same timeframe, or changes in the cost of training during that same timeframe. However,

according the Bureau of Labor statistics, there has been a large disparity between regional airline pay and major airline pay since at least the mid 1990’s. As the regional airlines exploded to nearly 50% of the total industry capacity, and major airline growth stopped, there was an unquestionably detrimental net effect of overall career compensation in the airline industry.

As a result of the diminished pool of pilots, and the resulting 105% increase in average industry starting pay, the enrollment numbers have started to increase since the passage of the 1500-hour rule in 2010, which increases the likelihood that the shortage will be solved. Of course, as in a typical free-market system, as espoused by the same CEO requesting relief from the rule, the more the compensation increases, the more stable and sustainable the career becomes. In turn, this leads to a more solid future regardless of the pace of career progression, which makes the industry more appealing to potential entrants. The 1500-rule certainly accelerated the arrival of the pilot shortage, but most indicators have shown that it was coming for decades, and as such, it was considered inevitable.

In the end, there are tangible safety benefits to a well-paid and well-trained work force, even if the longterm economic benefits of that aren’t immediately apparent. There are also such things as indirect safety benefits that can’t necessarily be measured in direct connection to the regulation. To continue to be attractive to new entrants, the industry’s average level of compensation needs to continue to increase to a level commensurate with the cost of training and professionalism required, and the career progression needs to be clear and measurable for those who may be inclined to invest toward a future as a pilot.

About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Scott obtained a Bachelor's in Aeronautical Sciences from Embry-Riddle Aeronautical University's Arizona campus, with a minor in Business Administration. He also obtained his Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical University’s Arizona Campus. Scott is currently First Officer at a regional airline and has over 4,000 hours of flight time and is an active CFI with FAA Gold Seal.

September 2017 | 39

SkyWest Airlines is celebrating 45 years of flying in 2017, a noteworthy milestone from humble beginnings to today’s stability, success and growth. In September, the company announced new flying contracts for 25 new Embraer jets – 15 to fly for Delta Air Lines and 10 for Alaska Airlines. The E-jets will join SkyWest’s current fleet of 415 aircraft, including 104 E175 aircraft from previous orders. This recent growth is unparalleled in the regional airline industry; couple it with the airline’s culture, stability and success, and there’s never been a better time to join the SkyWest team.

Pilots coming to SkyWest can expect a strong culture of professionalism and teamwork. It’s a culture highly sought after by aviation professionals and one that stands the test of time at SkyWest. No matter the change within and across the industry, SkyWest has continually evolved to remain a top career destination for pilots. This is a result of the airline’s unmatched team of aviation professionals at SkyWest. One example of this is SkyWest’s maintenance reliability record 40 | Aero Crew News

across our fleet, with 12 maintenance hangars that provide exceptional support for the fleet and an over 99.8 percent reliability that only continues to improve. Together, SkyWest and its people strive to be the best and offer the best – to each other, to their airline partners, and to their passengers, and that’s part of what attracts and keeps the industry’s best professionals here.

This enviable blend of quality, efficiency and stability helps SkyWest give pilots more opportunities than any other regional airline can provide. No matter what your career goals are, SkyWest will support, train and help you grow and reach your goals. With four major airline partners – Delta Air Lines, United Airlines, American Airlines and Alaska Airlines – SkyWest pilots have more exposure and experience than any other regional pilot. The flight training program at SkyWest is well regarded as one of the top programs in the industry, making SkyWest pilots highly respected and sought after.

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Take Control of Their Careers.

SkyWest pilots have an exceptional quality of life, including access to 17 domiciles, upgrade times in two years, and a growing fleet of new aircraft. In addition, SkyWest pilots have great benefits, like industry leading 401(k) matching (up to 10 percent, 100 percent vested), excellent insurance, including loss of medical insurance, and travel privileges.

Pilots also have great pay in addition to unparalleled pilot profit sharing and multiple bonus programs based on financial and operational performance. Plus, SkyWest has exceptional work rules for pilots like 100 percent deadhead and cancellation pay, an easy system to pick up additional flying at increased pay and a new Industry Experience Credit program where FAR Part 121 flying experience is counted year-for-year for pay credit.

“

“

By choosing SkyWest, pilots are truly able to

Now is a great time to join the SkyWest team. SkyWest operates over 2,000 flights each day to more than 220 destinations throughout North America. But it doesn’t stop there – SkyWest is currently hiring pilots to support the company’s growth and to operate new aircraft. The application process is simple and streamlined, making it easier than ever to apply. SkyWest interviews are known to be thorough, and SkyWest Airlines has also been ranked by Glassdoor as one of the best companies to interview. Apply today and see why! Go to skywest.com/pilot and a SkyWest recruiter will reach out to you to set up a convenient time for your interview. continued

September 2017 | 41

Q&A with Tracy Gallo VP of Flight Operations

For a better idea of why SkyWest is the top choice for pilots and how to prepare as a candidate, we talked with Tracy Gallo, vice president of Flight Operations at SkyWest:

What are you looking for in a pilot candidate?

SkyWest pilots are top-tier and experience some of the best training in the industry. We look for professionals with great work ethic who are looking to join an exceptional team. Once a pilot fills out the online application for the first officer position, we evaluate their qualifications, ensure they are within three to four months of having their ATP or R-ATP hour requirements, and the team sets up an interview. In the interview, we’re looking for the sharpest pilots who are knowledgeable and will represent SkyWest guiding principles like personal reliability, respect and teamwork, and personal integrity.

Once you’ve completed the interview process, we’ll take care of your CTP course and help with whatever we can to make sure you’re ready for ground school.

42 | Aero Crew News

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Can you talk me through a typical interview?

Sure! The interview is an important process for the pilot and for SkyWest. We really want to get to know the applicant and test their knowledge about safely operating an aircraft in a 121 environment. Candidates can expect a few hours for an interview.

Right before the interview starts, we give candidates a brief introduction, talk about SkyWest, answer questions and let them know what to expect in their interview. Then in the interview, we spend time going through a CRM scenario, we go over Jeppsen knowledge, we discuss aircraft systems, we review FARs, and then general HR questions. We end up covering 121 rules, approach procedures, en-route chart knowledge, symbology, jet aerodynamics and high-speed flight characters and similar topics. After the interview, we immediately debrief and let the candidate know how they did.

When do you tell applicants if they’re hired?

Typically, we are very quick. If the candidate is exceptional, they can receive an offer on the spot. At most, you’ll hear back within a few days of the interview.

What is training like at SkyWest?

SkyWest is known for having one of the best pilot training programs in the industry. It’s something we’re pretty passionate about. A pilot’s first contact with our training may be in our ATP CTP course. It’s taught by our SkyWest pilots (we don’t outsource any of our training) and is a great introduction to training here.

maintain this quality of life and end up staying for their careers.

Whatever the career objective, SkyWest positions our pilots with the best opportunity from any angle, including professionalism and proficiency.

Why should pilots choose to come to SkyWest Airlines?

If you’re accepted at SkyWest with a job offer, you’re welcomed into the SkyWest family. It’s joining a team of 4,300 pilots – as well as 8,000-plus aviation professionals -- who are all taking care of and looking out for each other. And in addition to that great culture, there’s no better place for quality of life. We have 17 domiciles, two-year upgrades and top-tier pay, benefits and bonus programs. We’re currently offering a $7,500 bonus to any new pilot who comes to SkyWest with a type rating for a turbojet aircraft or who has military flying experience, as well as year-foryear pay credit for pilots who have FAR 121 experience. We have some incredible growth coming our way, which means it might just be the best time in history to join the SkyWest team. There are many great opportunities at SkyWest for pilots who want the best possible aviation career. I could go on forever listing reasons why people come to SkyWest, but for me, it really comes down to the great team forming a company with 45 years of teamwork and success.

For our classes, our CRJ pilots go through ground school in Salt Lake City, Utah, and our ERJ pilots go through ground school in Denver, Colorado. We use AQP curriculum, and we focus on professionalism and proficiency for every pilot. Like I said before, our instructors are all SkyWest pilots who know what it’s like to fly the line, and they are our best. I’d be so bold to say that we have the best training team in the industry — regional and mainline.

Many pilots who come to SkyWest have aspirations to fly for a mainline airline, and we support that; we want them to fulfill their dreams. Some come with that goal and make the decision to

September 2017 | 43

$7,500 Bonus

for pilots with RJ type-rating or with military flying experience

More opportunity and exposure than any other regional airline pilot New key flying agreements with

189

CRJ200s

44 | Aero Crew News 44 | Aero Crew News

87

CRJ700s

36

CRJ900s

103

E175s

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New Aircraft Announcements On Sept. 6, SkyWest announced flying agreements for 25 new aircraft. SkyWest will receive 15 E175 SC aircraft to fly as Delta Connection and 10 E175s to fly for Alaska Airlines in 2018.

Follow @SkyWestAirlines on Twitter, Like the SkyWest Airlines Pilot Recruitment page on Facebook, or follow SkyWest Airlines on LinkedIn to be the first to hear more announcements like this one.

Industry Experience Credit Have experience with an FAR Part 121 Carrier? Upgrade Your Career and get paid for your experience with SkyWest’s new Industry Experience Credit Program. Join SkyWest’s team of professional aviators and don’t worry about pay – we will start your pay at a year-for-year match! That means that every year you have worked at an FAR Part 121 carrier counts towards your compensation and benefits (up to 10 years). Plus, we’re offering a $7,500 bonus for current RJ-type rated pilots.

Credit will apply to pilot pay (up to 10 years), 401(k) match, profit sharing and user/vacation accrual. Credit does not apply to seat, bidding or travel seniority. Proof of eligibility is required and must be approved through screening processes. The same application and rigorous interview process applies.

Still building your hours? Check out our SkyWest Pilot Pathway Program! Becoming a SkyWest Cadet through the SkyWest Pilot Pathway Program provides a direct path for exceptional pilots. Enhanced seniority, a guaranteed final interview and access to pilot mentors are just a few of the upgrades students get by becoming cadets.

Unlike an internship, the Pilot Pathway Program allows students to remain at their campus to complete their flight training until they meet the Airline Transport Pilot standards necessary to fly at SkyWest. Each cadet is individually mentored

by SkyWest pilots to help them as smoothly as possible in their transition to becoming commercial airline pilots.

Learn more and apply online for the program at skywest.com/careers.

September 2017 | 45 September 2017 | 45

PROFESSIONAL PILOTS OF TOMORROW Free mentor program • Unbiased info • Connect to a growing network Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs.

Our aim is to provide confidential, insightful, and unbiased mentoring to pilots by more experience and seasoned professional pilots from the airlines throughout the aviation industry.

We’ve created an environment where aspiring pilots are well prepared to make the critical early career and lifestyle choices unique to the aviation industry.

JOIN US!

Visit our website, and fill out the “interested pilot” form www.theppot.org info@theppot.org

ppot_Ad.indd 1

5/19/16 9:31 PM

Enjoy the ride with us.

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

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

Cockpit 2 Cockpit

Written by: Marc Himelhoch

After the Inter view played a role in organizing and conducting the logistics of the day. You’ll also want to get the mailing address for the pilot-hiring department. I highly recommend that you send thank-you notes after the interview. Right now you’re probably asking yourself, “Do I really need to do that?” Yes, you do!

There is a recurring theme in my book Cockpit to Cockpit: The airlines have plenty of qualified applicants. They are looking for the pilot willing to go the extra mile. Thank-you notes are part of the extra mile. They can also partially make up for an interview question or two that may not have gone as well as you would have liked. You may have even bombed a response to one of their questions, or the interviewers picked up on something that came off the wrong way. The personal thankyou note could help them look past a few interview hiccups.

You can write one note to the entire interview and HR team, or you can really knock their socks off by writing individual notes to each team member. If you take the former approach, at least try to address each team member by name somewhere in the thank-you note. There is a good sample thank-you note you can use as a guide included with the Cockpit to Cockpit support package products available at www.Cockpit2Cockpit.com.

W

e focus so much on the efforts required to secure and prepare for an airline interview, but have you thought about what happens after the interview is over? Are you just going to sit by the phone waiting for it to ring? It may surprise you to know that your post-interview efforts can be every bit as important as your pre-interview efforts. Here are some things to consider that will at least keep you busy so your eyes don’t fall out of your head from staring at the phone too hard.

A “Thank You” Goes a Long Way As you go through your interview process, try to collect names and business cards of the key personnel with whom you interact, including those from the HR department, administrative personnel, interviewers, and anyone else who

48 | Aero Crew News

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Cockpit 2 Cockpit

came off a little arrogant. Anyone have any additional information on Bob?” Crickets, crickets … nobody speaks up for Bob. Therefore the pilot hiring board decides to give Bob a thanks-but-no-thanks (TBNT).

The Pilot Hiring Board Most major airlines use a pilot hiring board to make the final hiring decision. (Delta and FedEx are exceptions, and there may be others.) When the dust settles after the interview, the interview team will collect their notes about your interview performance along with their recommendation and forward it to the pilot hiring board. Generally speaking, a pilot hiring board will be convened every four to six weeks to make a final hiring decision on all the pilot interviews since the last hiring board.

The pilot hiring board usually consists of the pilot hiring manager, key HR personnel, and the chief pilot or assistant chief pilot from each domicile. You may think that beyond the thank-you notes there is nothing else you can do after the interview to affect the chances of being hired…but you would be wrong about that.

Picture this: The pilot hiring board convenes their meeting.

In front of them, they have a file on each of the pilot candidates to be considered for that board. The leader of the team calls out the first pilot candidate’s name being considered. “Okay, first up is Holly Hulahan. Looks like most of her interview went fairly well, but she was a little weak on the line oriented interview (LOI) portion, in terms of cockpit resource management and communicating the plan. Anyone have any additional information on her?” One of the domicile chief pilots responds, “Yeah, I had two of my pilots personally go to bat for Holly. They came to my office with hard-copy, signed recommendation letters and had nothing but positive praise for her flying skills and personality.” Two other domicile chief pilots then tell similar stories. The board discusses and decides that they can overlook the slightly below average LOI performance based on the testimony of those who know Holly best and have worked with her in the past.

Now contrast that scenario with candidate number two.

The leader of the pilot hiring board continues, “All-right, next we have Bob Bagadonuts. Some of Bob’s interview responses

Hopefully these examples demonstrate how important it can be to have as many people as possible at the pilot hiring board show up prepared to go to bat for you. So how do you do that? First, make sure you ask during your interview when your pilot hiring board will take place. They may not give you an exact date, but they should be able to narrow it down to plus-or-minus a week. Next, call each of your internal recommendation references and tell them when you expect your pilot hiring board will take place.

They probably want to hear how your interview experience went anyway. Ask them to hand-walk a hard copy of your recommendation letter and/or résumé to their domicile chief pilot and go to bat for you. If they can’t get to the chief pilot in person, at least ask them to send an email with an electronic copy of the LOR and/or résumé to their domicile chief pilot.

Ideally, you want to find someone you know at each domicile to go to their chief pilot on your behalf in order to maximize the number of chief pilots going to bat for you at the pilot hiring board. I realize that’s probably unrealistic but do your best to cover as many domiciles as possible.

Getting the Call The time between the airline interview and getting “the call” can be agonizing. Every time the phone rings and you see an unfamiliar number, your heart will skip a beat. “Could this be it?”

When you do get the call, it’s a huge emotional release.

You have worked very hard to fulfill this dream, and it’s finally coming true. Congratulations! Try not to let your voice crack like a thirteen-year-old boy. There are a few key questions to ask before you hang up the phone to call your spouse, parents, and others. Ask what the next step is in the process. Often there are more forms to complete and more information needed by the airline. You will also want to ask when you will receive a training-class date. Sometimes that class date is many months in the future. If you are available sooner than that, make sure to tell them you are available on short notice in case any vacancies open up in earlier class dates (which happens more often than you would think). I know several pilots who were able to move up their start date as much as four months because they spoke up on the initial call. That can translate to an increase in several hundred seniority numbers!

September 2017 | 49

Cockpit 2 Cockpit

If you have really kicked butt and dedicated yourself to the “getting a job is a full-time job” concept (another recurring theme from Cockpit to Cockpit), you may even get multiple job offers. So, if you’re one of those lucky guys or gals who get hired by multiple airlines, what do you do when you get the second or third offer? Obviously you’re going to take the first offer because you have nothing else in hand yet. If the first offer comes from your top choice airline, you might be tempted to politely turn down andy subsequent offers. Whoa, whoa, whoa, Rambo…not so fast!

Nothing is certain until you have a class date! My businesssavvy wife would take it one step further and say nothing is certain until the first paycheck clears the bank. My first airline conditional job offer (CJO) from airline X happened in late December of 2014. Airline X told me I was officially in the pool but couldn’t give me a specific training class date.

Unfortunately, I didn’t know that I was in the bottom of the deep end of the pool. They told me to expect training in the spring of 2015. They didn’t offer me a training class until May 2015. I waited almost six months from interview to receiving an official job offer. If that sounds like a long time, I know friends who were treading water in the pool for over a year with two different legacy airlines. There are many pilots in that situation right now.

There are several factors related to when you will start training with an airline, but the bottom line is that it’s all about the needs of the airline, not your need for a job. It depends on how many were hired before you and how many they can put through training in a given time period. For various reasons, the major airlines sometimes bite off more than they can chew.

In the cases mentioned above, the airline hired more pilots than their training pipeline could handle at the time. During that waiting period, you are not yet an airline employee. That means that if there is a sudden economic downturn, you could lose that job offer (hence the term “conditional” job offer).

So back to the original question: What do you do when you get the second or third offer? I recommend you say yes! Even if you think you won’t end up at that airline, just say yes unless you already have a firm training date from your preferred airline and you are confident it won’t be changed or taken away. You can always call them back later and change your mind, but it usually doesn’t work the other way around (i.e., you can’t say no initially and then call back later and say yes). That said, if your personal financial situation is such that you can ride out six months to a year without a steady paycheck, then you might consider just waiting in the pool with your first offer.

If you do say yes on the initial call, try to use some professionalism when you finally decide to burn that bridge and go with another offer. Professional courtesy dictates that you should give a company at least two weeks’ notice. That gives the airline a chance to fill the training slot you are vacating.

50 | Aero Crew News

Summary

The work doesn’t stop when the interview is over. You have to apply maximum effort all the way until you have a CJO and a training date. A thank-you note to the HR team is a great way to put the icing on the cake after you’ve dazzled them in the interview and it just might be the tie breaker if you didn’t.

If the airline with which you interviewed uses a pilot hiring board, be sure to ask during the interview when is the approximate date the board will take place. Use your internal references and contacts to go to bat for you with their domicile chief pilots who will likely be members of the pilot hiring board.

Lastly, when you finally get the call you’ve been awaiting so long, don’t forget to ask what the next steps are and when you can expect a class training date. If you’re available earlier than the class date they give you, be sure to let them know on the initial phone call. Also, consider what you will do if you get offers from multiple airlines.

Happy hunting my friends, I look forward to seeing you on the line.

About the Author

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

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

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

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TOP-TIER PILOT PAY, PLUS $30,000 IN SIGNING AND RETENTION BONUSES

EARN AN ADDITIONAL

$1,500 FOR EACH PILOT THAT YOU REFER TO THE COMPNAY

BREAKDOWN

$10,000 $12,000 $8,000

UPON COMPLETION OF IOE AFTER YEAR ONE

AFTER YEAR TWO

$36,350 BASE ANNUAL PAY $22,000 YEAR ONE BONUSES $8,640 PER DIEM $4,771 BENEFITS* $3,600 HOTEL BENEFITS**

THERE’S MORE

YEAR ONE PAY

BY THE NUMBERS

BREAKDOWN

$30,000 SIGNING & RETENTION BONUS

* 75 hour minimum monthly guarantee (our pilots average 82 hours per month) * 100% cancellation and deadhead pay * 150-200% premium pay * Per diem at $1.80/hour • Leg-by-leg pay protection • 4 commuter hotels per month • Performance bonuses

UP TO

$75,000 MINIMUM YEAR ONE COMPENSATION PACKAGE

• Paid airport parking • Fast Captain upgrades • Seniority Reservation Program—Pilots who take advantage of this program may never sit reserve as a First Officer

PROUD PARTNERS OF

*Value of company paid insurance benefits (medical, dental, life, AD & D, and long-term disability) and company 401(k) contributions for an individual pilot **For eligible pilots living outside of their domicile

PILOTHIRING@TRANSSTATES.NET

September 2017 | 51

F t l

THE GRID

Mainline Airlines

T

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

Highlighted blocks indicate best in class.

American Airlines (American)

Blue blocks indicate recent updates Airline name and ATC call sign

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

Aircraft Types

FO Top Out Pay (Hourly)

Group I

$104.93

Group II

$160.28

Group II

$170.27

Group IV

$200.20

Group V

$210.20

MMG

Base Pay

Top CA pay

Base Pay

$90,659.52

$153.65

$132,754

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

72

15.D.1.b

$307.76

$265,905

15.D.1.b

HRxMMGx12

9.B.1.a

10.A & B

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

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

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

14.D.1

$143.32

75

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

$209.31

$180,844

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

MD-88/90

5 H/M* Max 60**

$181,612.80

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

401(K) Matching (%)

401(K) DC

0%

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

$95.21

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

7.B.1.a

$109,376

$174.11

$156,699

1-2 = 15 Days

Abbreviation and definitions: 3.B.2.d

2

28.D

0%

15%

2

B717

4.B.1.b*

26.C.2

25

$121.53

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

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

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

ALPA: Air Line Pilots Association

Perce heal emplo

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

EMB-190, CRJ-900

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

2

+25 = 38 Days

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

B767-400

1-4 = 14 Days

Max 1300 Hrs

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

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

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

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

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

2

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

52 | Aero Crew News

JetBlue Airways (JetBlue)

2

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

7 75

HRxMMGx12

HRxMMGx12

5

7

2

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$115,668

$202.47

$170,075

5% 1:1

5% + 3%

$104,084

$182.25

$153,090

$90,009

2

70

2

24

Perce heal emplo

Back to Contents

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

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

2 Digit Code

Pay During Training

A330, A350 B717, B767

Per Diem

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

Union

EFBs

Legacy Airlines AA May/1999 AA

AS

DL

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

HA

14,236

9,987

Oct/2015

Jul/2015

***

816

US West Sep/1998

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

May 2007

1,759

11.D.5.b

5.A.1

5.A.1

Oct/2016

Oct/2016

February 2014

13,003

8,292

Feb/2016

Apr/2016

Feb/2015

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

5.B

APA

iPad

Bases

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

ALPA

iPad Air

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

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st.

UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

G4

Virgin America (Redwood)

Oct/2015

Dec/2016

7,765

ALPA

iPad

Contract 2012 as amended

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

F9

B6

Single Occupancy, Paid for by company

$2.00

Octotber 2015

794

3.P

6.A

3.Z

Dec/2016

Dec/2016

MMG

No

$1.90

Feburary 2014

983

Apr/2016

Apr/2016

$2.00

E:7/2013 A:10/2012

3,300

840

11

Dec/2016

Dec/2016

Feb/2015

May 2006

7,951

3,702

4.T.3

Feb/2015

Feb/2015

Feb/2015**

$2.20

January 2014

1,483

5.A.1

5.B.1

Dec/2016

Dec/2016

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

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

Add A, Pg24

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

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

Sun Country Airlines (Sun Country)

12,500

MMG

4.K.6 Spirit Airlines (Spirit Wings)

2006

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

Union

EFBs

Bases

IBT

iPad

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

Notes

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

SY

MMG

None

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

3.B

5.B.1

5.3

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

Contract 2016, as amended FAPA

ALPA

SWAPA

DEN, ORD, MCO

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*Pilot data approximate

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

ALPA

Contract 2010, as amended

289

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

Rule book 2014 Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

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

11.A.7

$2.40

Dec/2011

5.A.3

June/2017

1,486

September 2017 | 53

Airlines (Sun Country)

B737NG

THE GRID

Virgin America (Redwood)

A319, A320

Aircraft Types

SY

MMG

None

3.B

5.B.1

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

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

289

ALPA

General Information 5.3

iPad

MSP

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Jan/2016

Jan/2016

Hotel during new hire training

Per Diem

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

ALPA

Rule book 2014 Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

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

ABX Air (ABEX)

B-767

$2.40

Dec/2011

5.A.3

June/2017

11.A.7

1,486

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

GB

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

IBT

20.E.1 FedEx Express (FedEx)

Kalitta Air (Connie)

B777, B767, B757, MD11, DC10, A300

B747

FX

K4

$4,000 / mo until activation date*

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

3.A

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

April 2008

317

6.A

Dec/2015

Dec/2015

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

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

2 Digit Code

Pay During Training

ALPA

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

IBT

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

1,580

64,218

37,427

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

4,288

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

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules Min Days off (Line/Reserve)

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Pay Protection

10/12 or 13*

Yes

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

Min Days off (Line/Reserve)

12, max 14* 10, max 12*

488

430

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

100%*

100% or 150%**

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

5

12.A.1.a

559

2

4.H.1

361

508

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

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

12.A.2.a

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

12.J

12.K.1

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

None

12 or 11* 12 or 10*

Yes

12

Yes

FAA 117

14 hours or FAA 117

195

177

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

50%*

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

None

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

2** or 4.17 GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

None

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

Contract 2010, as amended

None

$20/ month

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

Headset Reimbursement

Major Airlines

14.C News 3.F 54 | Aero Crew

Frontier Airlines (Frontier)

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Number of pages in Contract

Legacy Airlines FAA 117 w/ exceptions

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Max Scheduled Duty

Supplied in AC

Notes

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

Back to Contents

Contract 2016, as amended

None

*Unschedule DH pay s 100%

10, max 12*

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

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

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

5-F-1-a Pay Protection

12 or 11* 12 or 10*

Yes

14.C

3.F

Max Scheduled Duty

FAA 117

14 hours or FAA 117

12

Yes

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.3.a.2

7.B.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Contractual Work Rules

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

5.E.1

None

195

177

36

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

$20/ month

4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

-

-

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

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

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

5**

4.I.2

4

3.5

-

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

332

None

None

None

1/4.95

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

Headset Reimbursement

Supplied in AC

8.D, 8.A.3

30.A.2

13 in 30 14 in 31

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

100%

Provided by the company

13.D.4

18.C

19.K

19.E

14.96 or 18.75*

Yes

25.D.1

4.F

13 or 14*

Yes

Kalitta Air

2, pg 13

19.M.4 466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

4.5

410

Number of pages in Contract

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

None

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

None

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

None

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

Supplied in AC

None

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

Rule book 2014

Headset Reimbursement

None

None

Notes

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

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

15.A

6, 4.75**

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $200 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Notes

2.A.1, 2

12.C

280

THE GRID

Contract 2016, as amended

$200 / year

15 Hours May be extended to 16 hours

ABX Air

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

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

508

4.C.2

Major Airlines

Atlas Air

FedEx Express (FedEx)

rig or trip rig.

4.C.1.a

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

None

None

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

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

Contract 2016 as amended

Headset Reimbursement

Notes

September 2017 | 55

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I* Group II*

FO Base Pay

Top CA pay

CA Base Pay

$116.38

$100,552.32

$170.42

$147,243

$179.48

$155,070.72

$262.77

$227,033

MMG

Group III*

$188.85

Group IV*

$220.65 3.C

72

15.D.1.b

$238,896 $279,107

HRxMMGx12

15.D.1.b

HRxMMGx12

9.B.1.a

$213.26

$191,934

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

5.5 H/M Max 1000

7.A.1

14.B

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

767-3,2, B757

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

B737-9

$176.74

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

4.B.1.b*

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$175,216

$305.39

$256,528

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

A350*

United Airlines (United)

B747, B777 B787 B767-400

$208.59

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

Aircraft Types

70

7.B.1.a

14.D.1

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

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

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

None

0%

13.50%

20%

Contract 2013, as amended

28.D

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

0%

15%

22%

26.C.2

25.B.2

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

$135,257

$235.76

$198,038

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

0%

15%

20%

Contract 2010, as amended

0%

401(K) Matching (%)

A319, A320, A321*

A320 family E190

A319 A320 A321

4 H/M Max 600

5% at 200%*

10.A

4.C

70

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

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

$100.01

75

$148.71 $133.82 3.C*

B737

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

$145.17

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

HRxMMGx12

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

HRxMMGx12

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

16"%

20%

22-A

24-B-5

401(K) DC

None

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

4.C

5.A

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

28.B.2

27.A.2

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

Sun Country Airlines

56 | Aero Crew News B737NG $112.93 Appendix A

70

$94,861

$168.55

$141,582

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

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

Contract 2016, as amended

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

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

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

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

12.B.1 19.B.2

85

$109.27

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

*A321 coming end of 2015

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

1 Day / Month Max 120 Days

Contract 2012 as amended

Percentage of health care Notes employee pays

$157.36

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

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

12.A.1, 2 & 3

HRxMMGx12

70

Spirit Airlines (Spirit Wings)

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

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

3-C-1-a

4.3

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$276.50 $323.04

75

3.B.2.d

5 H/M** Max 60***

$163,166.40

$143.32

72

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

$190,641.60

B737

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

Sick Time Accrual

Legacy Airlines

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

4 H/M

14.A

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

EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73* Contract 2010, as amended

Back to Contents

B767-400 B757-300

$173.96

70

$146,126

$254.70

$213,948

$167.89

$141,028

$245.80

$206,472

A319

$161.02

$135,257

$235.76

$198,038

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

B757, MD-80, A319, A3220

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

A319, A320, A321*

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

10.A

4.C

4.C

$100.01

75

$90,009

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$148.71

E190

$133.82

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

20%

THE GRID 24-B-5

B737

A319 A320 A321

B737NG

A320

HRxMMGx12

4 H/M Max 600

5% at 200%*

None

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

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

3.J

5% 1:1

5% + 3%

None Specified

3.E

3.E

3.F.i

9.7% 1:1

-

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

$109.27

72

$94,409

$185.32

$160,116

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

12.B.1

4 H/M

$112.93

70

$94,861

$168.55

$141,582

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

28.B.2

27.A.2

125% of 6% contributed

-

-

401(K) Matching (%)

401(K) DC

10%****

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

$111,102

$213.32

$158,710

3.A.1

3.B.1**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

$218.61

$178,385.76

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

1 Day / Month No Max

10.A

9.A

ABX Air B-767

$153.03

68

$124,872.48

19

19.D.1

HRxMMGx12

19

HRxMMGx12

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

85

4.A.1***

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

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

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

Kalitta Air B747

B757, B767, A300, B747, MD-11

Aircraft Types

64

$129,562

$249.67

$191,747

1-4 = 14 Days 5+ = 21 Days

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$50 to $410* Per Month

15.A.1

6.G

$212.69

75

$207,373

$300.00

$292,500

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None

Contract 2010, as amended

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

Rule book 2014

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

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

Contract 2006 as amended

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

$168.70

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

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

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

Percentage of health care Notes employee pays

>5 = 14 days <6 = 21 days

62

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

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

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

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

$149.33

Contract 2016, as amended

Contract 2016, as amended

19.B.2

Cargo Airlines

B747 B767*

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

*A321 coming end of 2015

HRxMMGx12

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

Contract 2012 as amended

Percentage of health care Notes employee pays

3.C*

Atlas Air

UPS (UPS)

401(K) DC

70

A320 family

Aircraft Types

FedEx Express (FedEx)

401(K) Matching (%)

$145.17

70

Southwest Airlines (Southwest)

22-A

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

4.3 JetBlue Airways (JetBlue)

16"%

Major Airlines

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

0%

Additional Compensation Details

B737-900, A321

Aircraft Types

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

9.C.3

401(K) DC

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

Contract 2016 as amended

Percentage of health care Notes employee pays

September 2017 | 57

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

ACY

CLT ATL

DFW

DAL IAH

ANC

BWI DCA

LGA JFK

AVL

MEM IWA

EWR PHL IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

58 | Aero Crew News

Back to Contents

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

AVL

Asheville, NC

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

Delta Air Lines

American Airlines

BOS

Boston, MA

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

American Airlines

GUM Guam

LGB

Long Beach, CA

American Airlines

JetBlue Airways

United Airlines

JetBlue Airways

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

JetBlue Airways

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

FedEx Express

Hawaiian Airlines

Frontier Airlines

UPS

CLE

Cleveland, OH

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

United Airlines

HOU

Houston, TX

Alaska Airlines

CLT

Charlotte, NC

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

American Airlines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

CVG

Cincinnati, OH

United Airlines

MIA

Miami, FL

Allegiant Air

Delta Air Lines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

DAL

Dallas, TX

United Airlines

UPS

United Airlines

Southwest Airlines

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

Virgin America

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DCA

Washington, DC

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

American Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

DEN

Denver, CO

JFK

New York City, NY

Allegiant Air

American Airlines

United Airlines

American Airlines

Southwest Airlines

Frontier Airlines

Delta Air Lines

Southwest Airlines

JetBlue Airways

DFW

Dallas, TX

Virgin America

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

September 2017 | 59

THE GRID

Regional Airlines

T

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

Aircraft Types

Highlighted blocks indicate best in class.

Blue blocks indicate recent updates Airline name and ATC call sign

ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

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

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

$44,982

$107.83

$97,047

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

$46.44

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

75 $48.48

-

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

80

$35,664

$76.21

$73,162

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

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

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

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

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

8.A.1

7.A

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

14.A.1

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

CRJ-200

$45.77

$41,193

$106.67

$96,003

CRJ-700

$48.52

$43,668

$113.07

$101,763

EMB-175

$48.70

$43,830

$113.20

$101,880

CRJ-900

$50.00

$45,000

$117.00

$105,300

-

3027.2

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

75

3008.5.A.3* HRxMMGx12

EMB-170 EMB-175

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

American Eagle

$50.42

75

$45,378

25.B.2

None

27.A.1*

27.A.1

1.2-6%****

None

-

$120.11

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

None

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

$35,802

Types

Pay (Hourly)

MMG

Base Pay

CRJ-200

$38.49

>2yrs = 14 dys

>5 yrs =

10-14 = 6.4%

None

Top CA pay

Base Pay

weeks & accrual

Accrual

Matching (%)

401(K) DC

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

CRJ-900

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

60 | Aero Crew News

Air Wisconsin (Wisconsin)

-

$43.29 3.A.1

4.A

$38,961

$106.67

$96,003

>14 = 28 days

HRxMMGx12

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

$93.76

$85,509

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

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

2%*

None

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

Pi

T

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

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

information.

P

em

3-1

$39.78

CRJ-700* EMB-175

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

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

Abbreviations and Definitions:

(Envoy)

Base Pay

75

CRJ-200

Republic Airways (Republic or Shuttle)

ALPA: Air Line Pilots Association

Top CA pay

Over 2,000 Pilots

EMB145XR, EMB-145, EMB-135

CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

MMG

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

3.75 H/M Max 375

24.B

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

P

em

32 (35

10+ = 3.5%

Back to Contents 8.A

1%

-

3%

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

2 Digit Code

Sign on Bonus

Pay During Training

EMB-145XR EMB-145 EMB-135

EV

CRJ-200 CRJ-700 CRJ-900

EV

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

SkyWest Airlines (Skywest)

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

OO

$7,500*

Republic Airway (Republic) EMB-170 EMB-175

RW

$10,000* $12,500**

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

3.C.1

65 Hours

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

3008.19.A

3015.6.A.1

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

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

2 Digit Code

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

$1.85/hr

June 2007**

1,388

4.C.2

Sep/2017

Sep/2017

$1.85/hr

June 2007**

1,218

5.A.1

Sep/2017

Sep/2017

Total

2,606

$1.95 June 2017 Eff. 7/1/2017

3009.1.A

4.B.1

Aug/2016

Nov/2015

4,300

Union

2,105

1,850

Dec/2016

Dec/2016

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$23,000*

Single MMG, but no Occupancy paid per diem by company

Delta***, American

United, American, Alaska, Delta

ALPA

Bases

ATL, DFW, DTW, LGA***

9E

Surface 3 LTE

None

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

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

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

EWR Contract 2015

American

ALPA

iPad Air 2

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

Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

OH

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

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

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

$1.70/hr

July 2007

1,587

5.D.1

Dec/2015

Mar/2016

$1.75/hr

July, 2015

1,300

5.A.1

April/2017

May/2017

Paid for by company; single occupancy

$1.60/hr

Oct-15

1,200

5.B.1

5.A.2

Feb/2016

Aug/2015

2.5 - 3 Years

485

YV

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

ZW

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

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Jul/2015

May/2017

QX

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

July 2014*

635

5.I.4

6.C

5.G.1

Dec/2016

Dec/2016

CP

$17,500 Signing $1,500 Referal Bonus

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

Sept 2015

710

3.H, 5.B

5.B.3

5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

Dec/2015

G7

2 Digit Code

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

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

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

Union

EFBs

Bases

$15,000

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

Delta

JFK, DTW, MSP, LGA, ATL

ALPA

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

PI

LOA 16

5.D.4

5.A.3

1,000* Hrs 2,500 TT

420

5.D.1

Jul/2016

Jul/2016

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

Contract 2013 as amended

American

ALPA

iPad

United, American

ALPA

iPad***

PHX, DFW, IAD, IAH

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

American United

Alaska

ALPA

iPad

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

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

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

$1.70/hr

Notes

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

Contract 2013 as amended

Union

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

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

ALPA

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

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

Apr/2016

Oct 2011***

4.A

United

EFBs

Aug/2016

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

Online

3.F.1 Mesa Airlines (Air Shuttle)

Most Number of Do Business Pilots For: Junior CA hired

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

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

Per Diem

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

ExpressJet (LASA) (Accey)

Hotel during new hire training

THE GRID

American

ALPA

PHL, MDT, ROA, SBY

Notes

September 2017 | 61

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

Contract 2013 as amended

EMB-175

THE GRID GoJet Airlines (Lindbergh)

CRJ-700 CRJ-900*

Aircraft Types

CP

$1,500 Referal Bonus

company; double occupancy

3.H, 5.B

5.B.3

Sept 2015

$1.65/hr**

5.B.1

Oct/2016

555

Dec/2015

$1.60/hr

January 2015

Jan/2017

5.B.3

6.C

5.O

Dec/2015

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

2 Digit Code

710

Delta, American

ALPA

iPad

MSP, LAX, SEA

General Information

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

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

G7

MMG & Per Diem*

Contract 2014 as amended

Dec/2015

United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Trans States Airlines (Waterski)

PI

LOA 16

ERJ-145

AX

$30,000*

ATR-42 C402 BN2

9K

Saab 340b

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

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

Great Lakes Airlines (Lakes Air)

C5

Up to $15,000*

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

KS

Seaborne Airlines (Seaborne)

DH-8-300 S340

BB

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

C208, C207, PA31, B1900 DH-8

ATR-72* Q-400

Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

600

5.C.1

Dec/2015

Jun/2016

Dec/2016

100

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

American

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

IBT

PHL, MDT, ROA, SBY

iPad

IAD, STL, ORD DEN, RDU

No

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

Dec/2016

Immediate

185

Oct/2015

Oct/2015

MMG

$1.80/hr

Apr/2017

370

Online

3.G

5.A.8

5.B.3

June/2017

Dec/2016

No

$36/Day

Paid for by company; dual occupancy

$1.50/hr

May 2016

60

4.D

Dec/2016

Dec/2016

$50/day

2012

120

Self**

IBT

7H

$30/dom, $50/int

MMG

None, except during SIMs in SEA, Single

MMG**

Paid for by company if not in HNL; Single occupancy

3.C.1

11.P.3

Pay During Training

Hotel during new hire training

$12,000

2 Digit Code

Sign on Bonus

Pay Protection

Max Scheduled Duty

$40.00 per over night

March 2015**

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

Number of pages in Contract

None

iPad

United

ALPA

None

EWR, IAD, BTV**

UTU

DEN, PHX

None

ANC, BOS

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

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

SJU, STX Need contract

215

Ravn Alaska

None

Self

ALPA

iPad

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

ANC

Jun/2017 65

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

HNL

Apr/2017

19,648

Union

EFBs

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots

Bases

Notes

Headset Reimbursement

None

None

100%

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

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

100%. Over 87 hours 125%***

See Trip Rig

1:2

1:4

75%

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

None

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Yes**

14

217

23.E.1

3.E & F

23.C.1

11

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

Min Days off

Pay

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Provided by company****

500 - 2,000 Pilots New hires pay

Contract 2004 as amended, Currently in negotiations

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

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

4:12

12*

Notes

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

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

Yes*

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

90

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12/12 or 11 for reserve in 30 day month

Contract 2012 as amended

Contract 2011 as amended

Most Number of Do Business Junior CA Pilots For: hired

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

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

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

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

Contractual Work Rules Per Diem

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

UPS FedEx DHL Lantheus ACS Mallinckodt

Oct/2014

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

WP

January 2013

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

Contract 2013 as amended

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

FLL, TPA, MCO, IAD

Oct/2014

(Line/Reserve) 62 | Aero Crew News Protection Endeavor Air

July 2015

Paid for by company; single occupancy

Total Pilots Aircraft Types

$1.90/hr

6.G.1

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

None

ZK

Jul/2016

6.E.5.A

Paid for by MMG & Per company; single Diem occupancy

$12,000*

AM

B1900D EMB-120

Jul/2016

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

None

3M

5.D.1

5.A.1

3.K.A

Silver Airways (Silverwings)

420

5.A.3

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

Cape Air (Kap)

Island Air (Moku)

5.D.4

$1.70/hr

1,000* Hrs 2,500 TT

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

Notes

Back to Contents

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

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

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

-

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

THE GRID

Contract 2003 as amended

Notes

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

Yes

14

501

4

None

None

None

100%

150% 200%**

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

None

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

$400****

None

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

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

-

None

11

Yes*

FAA Part 117

187

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

None

None

None

None

62.5%

100% or 200%**

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

-

-

-

6.A

3.H.9

5.E.2

-

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

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

-

50%***

25****

100%

150% or 200*****

5.C.2.a

5.C.2.a

5.C.2.a

13*

Yes

FAA Part 117

239

4**

See Trip Rig

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

$200

None

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/12

Yes

FAA Part 117

165

4*

4*

None

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

-

5.B.1

5.B.1

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

26.3

26.C.1

150% 200%**

$25 / Month

None

5.E

5.D

26.L.5

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

100%**

$25 / month

None

Under 500 Pilots 11

Yes

14

185

4

4 per day*

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

None

None

75% air; 50% ground

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Yes*

14

246

4**

None

None

None

100%

150% 200%***

3.F

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

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

Contract 2017 as ammended

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

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

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

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

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

-

25.A.5

Contract 2012 as amended

11

Yes*

14

161

3, 4 on lost day

Greater of min day, credit, duty rig

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

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

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

Fly 4-5 days per week

Yes

FAA 135

NA

NA

NA

NA

NA

100%

100%

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

None

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

Peninsula Airways (Penisula)

5 on 2 off

Seaborne Airlines (Seaborne)

13

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

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

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Island Air (Moku)

Contract 2015

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

11

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

Silver Airways (Silverwings)

-

500 - 2,000 Pilots

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

Cape Air (Kap)

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

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

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

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

Notes

September 2017 | 63

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

75

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

-

3.A

CRJ-200

$48.10

CRJ-700

$50.99

EMB-175

$51.17

CRJ-900

$51.94

-

3027.2

EMB-170 EMB-175

-

Endeavor Air (Flagship)

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

Mesa Airlines (Air Shuttle)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

LOA 9

4.A

75

$50.42

3-1

3.K.1

7.A

25.A.2

25.B.2

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

$98,397

HRxMMGx12

3.A

HRxMMGx12

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

8.A.1***

$45,378

HRxMMGx12

$120.11

3-1 $89.12

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$38.49

CRJ-900

$39.75

EMB-175

8.A.1

$109.33

3008.5.A.3* HRxMMGx12

75

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

$43,632

75

$39.78

HRxMMGx12 $80,208

7.A.1

14.A.1

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

27.A.1*

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

None

30%

27.A.1

28.A.3

None

-

3.A.1

CRJ-200

$41.78

4.A

$43.29

None

-

3.A.1

4.A

8.A.1

14.K

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

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

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

14.E

None

HRxMMGx12

8

9.A

28.B**

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$34,641

$84.03

$75,627

2.5 H/M

$35,775

$89.96

$80,964

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

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

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

28.B

27.A.2

$37,602

$98.37

$88,533

$106.67

$96,003

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

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

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

27%

$38,961

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

C700/E170

3.A.1

HRxMMGx12 $84,433

$99.65

$90,881

$105.08

$95,833

$52.00

76

$47,424

$108.00

$98,496

-

3.A

4.A.1*

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.98

75

$44,982

$109.29

$98,361

-

3.A.1

4.A

HRxMMGx12

3.A.1

None

28.A.3.b

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

7.A

14.A

28.C**

28.C

27.B.4

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

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

None

Based on rates set by company and insurance provider

7.A

8.A

24.B

HRxMMGx12

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

-

24.A

3.75 H/M Max 375

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

3%

25%

14.A.1

28.B**

28.A

27.D.2.a

6%

None

Company Discretion

Q-400 ERJ-175

$49.43

80.5

$41,383

$119.19

$99,786

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.C

27.A

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

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

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

None

29% Employee, 34% Family

3 H/M

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

14.A

27.D.1

27.D

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

Q-100, Q-300

13.A.1

Under 500 Pilots

$40.33

75

$36,297

$89.98

$80,982

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

4 H/M

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

1%

Contract 2003 as amended

Percentage of health care Notes employee pays

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

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

Contract 2015

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

LOA*

$92.58

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

35% for TPO Traditional PPO Plan

HRxMMGx12

HRxMMGx12

Contract 2007 as amended, Currently in negotiations

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

25% for PHP Pilot Health Plan

$84,510

C200/E145

Contract 2004 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015

$93.90

75

CRJ-700 CRJ-900

38%

-

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

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

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

500-2,000 Pilots

64 | Aero Crew News Piedmont Airlines (Piedmont)

25%

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

$91,620

C900-C

Horizon Air (Horizon Air)

401(K) DC

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

$101.80

EMB-145

C900/E175

Air Wisconsin (Wisconsin)

Percentage of health care Notes employee pays

401(K) Matching (%)

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

$41,796

75

PSA Airlines (Bluestreak)

Sick Time Accrual

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

27.B.2

Contract 2013 as amended

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

Contract 2013 as amended

Contract 2017 as amended

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

*MMG based on 35 day bid period.

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

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

Back to Contents

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

Max 17%

(Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

E-170, E-175

$45.80

75

-

3.D

4.A.1

CRJ-700

$44.33

75

-

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

$41,220

$111.24

$100,116

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

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

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

None

Additional Compensation Details HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

1%

28.B.3

$39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

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

13.A.1

Under 500 Pilots

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

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

Max 17%

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

27.B.2

ERJ-145

$45.67

75

$41,103

$106.07

$95,463

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

30.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$42.40

75

$38,160

$57.51

$51,759

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

$44.00 $40.00

75

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

B1900, DH-8

HRxMMGx12 $64.00

60

Q-400

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

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

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

Contract 2011 as amended

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

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

THE GRID

Percentage of health care Notes employee pays

$40.33

$12.72

Contract 2014 as amended

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

Q-100, Q-300

ATR-42, C402, BN2

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

$37,440

Need contract

HRxMMGx12 $117.00

HRxMMGx12 $61.88

*Based on profitability

Yes*

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

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

7.6 H/M 480 Max 720 Max*

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

HRxMMGx12

$59,405

$123.60

$118,656

$59,405

$123.60

$118,656

80 ATR-72

$61.88

-

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

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

401(K) DC

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

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

Contract 2016 as amended

Percentage of health care Notes employee pays

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

Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.

September 2017 | 65

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

66 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

Back to Contents

THE GRID CVG Cincinnati, OH

Ameriflight, LLC

PSA Airlines DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin

PSA Airlines DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

ExpressJet Airlines

Republic Airways

Endeavor Air MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS Massena, NY

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

Cape Air

MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines

Air Wisconsin ORF Norfolk, VA

Air Wisconsin OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

Air Wisconsin

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air ROA Roanoke, VA

Piedmont Airlines RUT Rutland, VT

Cape Air

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

September 2017 | 67

THE GRID

Mainline Flight Attendants General Information Aircraft Types

American Airlines (American)

2 Digit Code

Pay During Training

AA

None

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

Hotel during new hire training

Per Diem

Number of FA's

Company Provided; Double Occupancy

Union

Average Reserve Time

Most Junior Base

Most Senior Base

Bases

Notes

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

APFA

Contract 2014, As Amended Allegiant Air (Allegiant)

B757, MD-80, A319, A3220

G4

No hourly wage, $24/day perdiem

DoubleTree or Holiday Inn Express

$24/day ($1/hour)

1,000

TWU*

N/A**

N/A

Most Junior Base

Most Senior Base

May/2016 Total Flight Attendants

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

1,000

Aircraft Types

2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem

Number of FA's

Union

Average Reserve Time

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

Pay Protection

10

Partial

American Airlines (American) Allegiant Air (Allegiant)

11*

Scheduled or better greater of the two values.

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty 15 Dom 18 Int

Max Scheduled Duty

Min Day Credit

Min Trip Credit

5

10-15

Incentive Pay

0

0

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

Min Day Credit

Min Trip Credit

Incentive Pay

Downtown Hotel

Downtown Hotel

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

100%

No

$20/hour for scheduled DH time

Value of Trip

Initially uniforms are provided by the Company.

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

Deadhead Pay

Open time pay

Uniform Reimbursement

Job Shares Available

Jetway Trades

Notes

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

Job Shares Available

Jetway Trades

Notes

Additional Compensation Details Aircraft Types

FA Starting Pay

American Airlines (American)

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

70

401(K) Matching (%)

401(K) DC

None

Yes*

401(K) Matching (%)

401(K) DC

Percentage of health care Notes employee pays Varies

*Based on age

Allegiant Air (Allegiant)

Aircraft Types

FA Starting Pay

68 | Aero Crew News

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Percentage of health care Notes employee pays

Back to Contents

THE GRID

Regional Flight Attendants General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

Sign on Bonus

EV

Pay During Training

None

Hotel during new hire training

Per Diem

Dual Occupancy Paid for by company*

None

$1.70

Do Number of Business Flight For Attendants

Union

Average Most Junior Base Reserve Time

Most Senior Base

Bases

Notes

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

United American

IAM

Delta American

AFA

7.D ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

EV

None

Dual Occupancy Paid for by company

None

$1.60

5.E PSA Airlines (Bluestreak)

6.C Total

CRJ-200 CRJ-700 CRJ-900

OH

None

Yes

1.80 / hour effective 11-116

Yes

AA

900

Aircraft Types

ExpressJet (LASA) (Accey)

PSA Airlines (Bluestreak)

2 Digit Code

Sign on Bonus

Hotel during new hire training

Pay Protection

Max Scheduled Duty

Min Day Credit

12/10 or 11

Yes

13.5

1:04

5.A.4

4.N

7.B.7

8- 12 months

CVG

CLT, CVG, DAY, TYS

CLT-DAY

Contractual Work Rules

Average Most Junior Reserve Time Base

Most Senior Base

Jetway Trades

Holiday Pay $5.00 per hour

Yes

50%

100% or 150%*

Initial paid by FA 75 Points Per Year**

Yes

Yes

4.S

4.Q

7.A.2

LOA

4.V

14

Holiday Pay 150%

No

100%

100%

Initial paid by FA $200 Per Year

5.O

6.A

5.D.1

5.L

18

yes

above guaranee

Initial new hire NO / $250 annual uniform allowance

N/A

Deadhead Pay

Open Time Pay

Uniform Reimbursement

Job Shares Available

5.C.1

10

Yes for cancellations

$14

N/A

N/A

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Min Day Credit

Min Trip Credit

150% Yes Thanksgiving In some cities and Christmas

Incentive Pay

Downtown Hotel

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

80

$18,240

$38.00

$36,480

4.A

HRxMMGx12

4.A

HRxMMGx12

8.B.2

401(K) DC

5 Hours Per Month

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

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

9.A

22.E

22.E

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

None

0%

23

75

$16,542

$37.31

$33,579

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

3.75 Hours Per Month

-

5.A

5.B

HRxMMGx12

5.A

HRxMMGx12

12.A.2

13.A.1

24.B

24

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

3.0 / Month

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

N/A

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

-

Aircraft Types

$31.03

HRxMMGx12

FA Starting Pay

MMG

Base Pay

$26,810

Notes

Percentage of health care Notes employee pays

401(K) Matching (%)

$18.38

$15,457

Jetway Trades

Sick Time Accrual

CRJ-200 CRJ-700 CRJ-900

PSA Airlines (Bluestreak)

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

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

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

72

Notes

Job Shares Available

9.B.3

$17.89

Notes

Uniform Reimbursement

7.R.2

CRJs

Bases

Open Time Pay

7.D.2

$19.00

Union

Deadhead Pay

14

EMB145XR, EMB-145, EMB-135

Number of Flight Attendants

Downtown Hotel

Yes

MMG

Number of FAs

Incentive Pay

10

FA Starting Pay

Per Diem

Min Trip Credit

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

ExpressJet (LASA) (Accey)

Pay During Training

Min Days off (Line/Reserve)

Aircraft Types ExpressJet (LXJT (Accey)

AFA

900

Total Flight Attendants

ExpressJet (LXJT) (Accey)

ATL, DFW, DTW

HRxMMGx12

FA Top Out Pay

Base Pay

Percentage of Notes health care employee pays

September 2017 | 69

ANNOUNCING

FLYING AGREEMENTS FOR NEW AIRCRAFT

Take Control of Your Career www.skywest.com/pilots