Aero Crew News, October 2018

O c t obe r 2 018

Aero Crew News Your Source for Pilot Hiring and More...

SkyWest’s unrivaled stability is providing more opportunity than ever with 20 domiciles coast to coast, new flying agreements and a growing fleet of jets.

See inside for more about why there’s no better time to join SkyWest Airlines.

ExpressJet is taking off with a new Pilot Contract Top-Tier Compensation and Work Rules $40/hour first-year pay $10,000 annual override for First Officers, $8,000 for Captains New-hire bonus 100% cancellation and deadhead pay $1.95/hour per-diem Generous 401(k) match Friendly commuter and reserve programs

ARE YOU READY FOR EXPRESSJET? FLEET

DOMICILES

UNITED CPP

126 - Embraer ERJ145

Chicago • Cleveland

Spend your ExpressJet career

20 - Bombardier CRJ200

Houston • Knoxville

knowing United is in

Newark

your future with the United Pilot Career Path Program

Apply today at expressjet.com/apply. Questions? pilotrecruiting@expressjet.com

expressjet.com

/ExpressJetPilotRecruiting

@expressjetpilots

contents

Ju m p t o e ach sec t ion Bel ow by c l ic k i ng on t h e t i t l e or p ho t o.

O c t obe r 2 018

24

48

34

50

36

Also Featuring: Letter from the Publisher Aviator Bulletins

10

Self Defense for Flight Crews

28

Colgan 3407

4 | Aero Crew News

8

40

BACK TO CONTENTS

the grid New Airline

Updated

Flight Attendant

The Mainline Grid

56

Legacy, Major, Cargo & International Airlines

General Information

Regional

Alaska Airlines

Air Wisconsin

American Airlines

Cape Air

Delta Air Lines

Compass Airlines

Hawaiian Airlines

Corvus Airways

United Airlines

CommutAir Endeavor Air

Work Rules

Major

Additional Compensation Details Airline Base Map

The Regional Grid

Legacy

64

General Information

Envoy ExpressJet Airlines

Allegiant Air

GoJet Airlines

Frontier Airlines

Horizon Air

JetBlue Airways

Island Air

Southwest Airlines

Mesa Airlines

Spirit Airlines

Republic Airways

Sun Country Airlines

Seaborne Airlines

Virgin America

Skywest Airlines Silver Airways Trans States Airlines

Work Rules

Cargo

Additional Compensation Details

ABX Air

Airline Base Map

PSA Airlines Piedmont Airlines

Ameriflight Atlas Air FedEx Express

The Flight Attendant Grid

Kalitta Air

72

UPS

General Information Work Rules Additional Compensation Details

October 2018 | 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 .

Work PT as an Airman Trainee

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

United’s Career Path Program Our first two pilots have successfully secured their position with United through the CPP

New Crew Base in Columbia, SC

Join our Team as a First Officer » Up to $57,000 in bonuses » Commuter friendly policy » Upgrade to Captain in 18-24 months

CAE

or faster with previous qualifying experience

*All pilots have the option of enrolling in the Career Path Program

Apply Today: www.airwis.com/careers

Dear readers, Dear Readers, Just a few weeks ago, Aero Crew Solutions (this publication’s parent company) visited United Airlines in their newly renovated Flight Training Center in Denver, Colorado. We were there to assist them with conducting their first-ever Pilot Career Expo.

United Airlines has on file over 8,000 applications and highly qualified applicants were invited to attend. This fact answers the number one question that I have received since United announced this Career Expo: How can I be invited? Leadership, going above and beyond, education, flight time and contributing outside of the cockpit are a few of the areas that make an individual stand out and remain competitive in their process.

Over the years, Aero Crew News has published many articles on the topic of making your application stand out among others. I recommend you look through our archives and that you talk to those who can mentor you in the process. It’s no surprise that, in all aspects of life and in particular in pursuit of one’s career, being in the top tier pays.

Fly safe, and submit your application!

Craig D. Pieper Craig Pieper

About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News.

Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 7,000 hours of flying time since his introductory flight on November 14th, 1992.

8 | Aero Crew News

BACK TO CONTENTS

September 2018 Last month in Aero Crew News, you’ll read about Desert Jet, a successful operation that was borne out of one woman’s dream. Her story is further proof of what many of us believe – aviation is in our DNA. Most interesting in the piece is the positive company culture she has created which is espoused by every member of the team.

Practical advice will be found in several articles this month. Your physical health is always the focus in Lauren Dils’ Pilot Fitness and this article will give you some solid tips and exercises to help you overcome back pain. Good recommendations for dealing with misplacing or losing your electronic flight bag are found in I Lost my iPad,

by Mike Davis. In Pilot Perspectives, Joseph Schmidt untangles the non-rev network options so that you can explore the planet as he has. Contract content, with respect to pilots’ quality of life, is examined in Brandon Jimenez’s piece. Glen Nevola explains what we all need to understand in an article titled, Know the Limits of your 401(k). More valuable information is provided in Tracy DuCharme’s assessment of the impact the California wildfires will have on property insurance there. Tracy is a relocation specialist dedicated to those in the aviation industry, most especially commuting pilots. As always, we strive to provide valuable information on a variety of topics. If you have ideas you would like us to share with our writers, or would like to contribute, please be in touch at info@aerocrewnews.com.

CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design Charlotte Dameron Additional Contributors Brandon Jimenez, Glenn Novella, Valerie Walker, Victor A Vasquez, Tracy DuCharme, Jonathan Kulak Aviator Bulletins Provided by the companies listed Photographs By Melody Hood Additional photographs as noted.

Grid Updates By Brandon Pieper GridUpdates@AeroCrewNews.com Social Media Marketing By Modern Aviation Marketing & Public Relations ModernAviationMarketing.com

© 2018 Aero Crew News, All Rights Reserved.

October 2018 | 9

AVIATOR BULLETINS

United Airlines Pilot Career Expo Written by: Craig Pieper

Photos Contributed by: United Airlines Multimedia Designer, Alicia Varga and Craig Pieper

I

n September, United Airlines held its first-ever Pilot Career Expo at its Denver Flight Training Center. United invited over 600 pilot-applicants to Denver for the opportunity to meet with recruiters from the Human Resources Department, with management and pilot-recruiters. Aero Crew Solutions (parent company of this publication) was proud and honored to have partnered with United Airlines to assist with managing the expo and to ensure the applicants were made to feel welcome.

The event kicked off outside where pilot-applicants collected their badges and were greeted by representatives from Aero

10 | Aero Crew News

Crew Solutions. Once inside, they were directed through the impressive, newly renovated Flight Training Center building into the

MAS conference room. Remarks were delivered by company representatives, Captain Mike McCasky (Managing Director, Flight Training), Captain Charles Hogeman (Director, Flight Training Support), Susan White (Senior Manager, Pilot Hiring Programs) and Captain Bebe O’Neil (Managing Director, System Chief Pilot). Each addressed the group on topics including United Airlines’ bright future and the company’s hiring goals for pilots.

BACK TO CONTENTS

Captain McCasky announced four more classes, one in each month, November through February, leaving open the possibility of adding another class within each month.

In her segment, Ms. White addressed the importance of United’s Core 4 Values (Safe – Caring - Dependable - Efficient), its extensive route network, the current fleet and aircraft orders for fleet growth. She likened the company’s 737 fleet to an airline in its own right and that United claims the largest wide body fleet in North America. In the minds of the attendees, the most crucial part of her talk was her coverage of forecasted retirements illustrating the breadth of the opportunities with United.

Event hosts, First Officers Mark Segaloff and Bill Patterson, assisted with the Q&A session that followed the opening remarks.

After United Airlines representatives’ briefings, Scott Rehn (CEO of Aero Crew Solutions) prepared the pilot-applicants for what they could expect during the hiring event and how to prepare themselves for one-on-one interviews.

Attendees were hopeful of the opportunity to complete the first step in the interview process to become a United Airlines Flight Deck Officer. Some pilot-applicants can expect the Hogan Personality Test to arrive in their inbox in short order. Those with successful results will then be invited back to Denver for one-on-one interviews.

All attending regarded this as a very successful event which was evident by both applicants and recruiters leaving with smiles and galvanized hopes of achieving their goals – being hired or hiring successful pilots for United Airlines.Core 4 Values (Safe – Caring - Dependable - Efficient), its extensive route network, the current fleet and aircraft orders for fleet growth. She likened the company’s 737 fleet to an airline in its own right and that United claims the largest wide body fleet in North America. In the minds of the attendees, the most crucial part of her talk was her coverage of forecasted retirements illustrating the breadth of the opportunities with United.

October 2018 | 11

AVIATOR BULLETINS

United Airlines graciously invited a number of relevant organizations to attend the expo. Representatives from Latino Pilots Association (LPA), Women in Aviation International (WAI), Organization for Black Aerospace Professionals, (OPAB) and National Gay Pilots Association (NGPA) each crewed their own booths where they eagerly talked to everyone about their organizations’ roles in pilots’ careers. Also invited to answer questions and share their wisdom were United Airlines employees representing other departments within the company: Crew Resources, A320, B737, B756 Fleet Training, United 4 Veterans and Basic Indoc. ACN

12 | Aero Crew News

BACK TO CONTENTS

ExpressJet Pilots Vote in Top-Tier Contract

Image courtesy of ExpressJet Airlines

E

xpressJet pilots in September voted in a new three-year contract that increases compensation and enhances work rules for the airline’s more than 1,300 pilots.

“This contract is a positive step for ExpressJet and our entire team,” said ExpressJet Chief Operating Officer Terry Vais. “We greatly appreciate the support and dedication of our pilots.”

Combined, increased pay rates and an earned quarterly override payment bring ExpressJet pilot compensation into the top tier of regional airline pay. Additionally, the contract offers top-tier work rules and quality of life elements.

By early 2019, ExpressJet will fly exclusively for United Express. The airline currently operates more than 100 Embraer ERJ145 jets for United Express, with options for up to 126, and is in the process of adding 20 CRJ200s to be based out of Chicago O’Hare.

ExpressJet will also add a Knoxville, Tenn., crew domicile in early 2019. Other domiciles include Chicago, Cleveland, Houston and Newark. ACN October 2018 | 13

AVIATOR BULLETINS

United, Here We Come

Air Wisconsin’s United Career Path Program Has Launched

A

Images Courtesy of Air Wisconsin

ir Wisconsin is excited to extend a heartfelt congratulations to IAD Captain Michael Livorsi and ORD Captain John Luetke, both of whom are on their way to United Airlines. These exemplary airman are the company’s first two pilots to use the Career Path Program (CPP) to secure their position with United. More Air Wisconsin pilots are expected to transition this year as United continues their hiring.

What is the Career Path Program?

IAD Captain Michael Livorski

ORD Captain John Luetke

The Career Path Program offers Air Wisconsin pilots direct access and guaranteed participation in the United Airlines hiring process, providing a direct path for career advancement.

How is the United Career Path Program different?

The Career Path Program is designed to ensure United Airlines and Air Wisconsin retain and promote the best and brightest pilots in the industry. Participation in the Career Pathway Program, unlike other flow programs, still allows pilots to follow the traditional hiring model to United Airlines without penalty.

Your Pathway to United Airlines -

Apply to Air Wisconsin at www.airwis.com/careers

-

Guaranteed participation in the United Hiring Process

-

Upon successful completion of the United CPP interview, you must complete the required flight time for your direct transition to United Airlines

Learn more about our clearly defined path placing you on a direct route to the cockpit at United Airlines on the CPP page of our website at www.airwis.com/united_cpp. ACN

14 | Aero Crew News

BACK TO CONTENTS

Image Courtesy of CapeAir

Cape Air and Spirit Airlines Announce Cape Air-Spirit Jetway Program

C

ape Air and Spirit Airlines are pleased to announce the Cape Air-Spirit Jetway Program specifically designed for today’s aspiring pilots. The program is a defined career pathway designed to create a faster and more streamlined approach for pilots looking to transition from a regional carrier to a major airline.

Pilots are eligible to join the Cape Air team with as little as 500 flight hours, and fly as a First Officer for the nation’s largest independent regional carrier. Once ATP minimums are reached, the pilot will then upgrade to Captain for Cape Air and fly for a minimum of two years. Once the candidate has reached 3,000 hours, they will complete a jet transition course at Spirit Airlines Training Center and then be assigned a class date at Spirit Airlines.

“Our pilots are known industry-wide for their hands-on flying and aeronautical decision making skills making this partnership a win-win for both parties. Our commitment to safety, our communities, employees and our passengers is always at the forefront of everything we do. We are thrilled to partner with Spirit on this exciting new pathway, and we look forward to growing our pilot bases and nurturing the next generation of pilots for years to come,” said Linda Markham, Cape Air president.

Air as we remain committed to connecting with and recruiting the best aviators in the industry,” said Ryan Rodosta, Spirit Airlines’ Chief Pilot. “There is no doubt this innovative program will help us maintain a skilled and robust pilot workforce for years to come.”

The Cape Air-Spirit Jetway Program is open to all current and future Cape Air pilots. Candidates will have only one joint interview with both Cape Air and Spirit.

Once the pilot is accepted into the program, a Spirit mentor will be assigned. Unlike most pilot pathways, candidates are not required to have a higher education degree. A two-year or four-year degree is preferred, but not required.

Pilots flying for Part 121 Operators, such as Spirit, face a mandatory retirement age of 65, while pilots flying for Part 135 Operators, like Cape Air, have no mandatory retirement age, only the ability to maintain a First Class Medical. Cape Air’s Gray Gull Program, provides pilots with an opportunity to continue flying past the age of 65. Retired or furloughed Spirit pilots can in turn transition to Cape Air and fly as a Gray Gull. Currently, Cape Air has retired pilots flying from almost every major carrier.

Visit www.capeairpilots.com for more information on this exciting new pilot pathway. ACN

“Spirit Airlines is proud to be partnering with Cape

October 2018 | 15

AVIATOR BULLETINS

Dream fulfilled after 18 years: The Story of Marc Wynn Image courtesy of Envoy Air

C

hasing a dream for 18 years often seemed unreachable, but giving up on the dream would have been giving up on himself. That is the case of First Officer Marc Wynn, who after 15 years as a helicopter pilot in the U.S. Army decided to reinvent his career by becoming a pilot at Envoy, a whollyowned regional airline of American Airlines Group.

Marc Wynn with his family on their first flight together

After nine years of marriage and four kids, it was tough for Marc to even think that a career change was possible, but his perseverance and the desire to follow his dream removed any obstacles in his way. Back in 2000, Marc had thought of becoming a pilot, but those were tough times for the airline industry.

“At the time, I thought that becoming a pilot wasn’t the best career path,” said Marc. He might have finished school, gained the necessary hours, and have all the requirements and licenses to become a pilot, but could have remained unemployed. Still, he was determined to develop a career in a related field, so he decided to join the U.S. Army.

First Officer Marc Wynn on his first Envoy flight to Mexico

16 | Aero Crew News

BACK TO CONTENTS

All roads led to the Flight Deck Marc’s passion for becoming a pilot first bloomed when he was in the eighth grade. It’s at that age when most are discovering the world, their options and what’s next in life.

At school he took a personality test to determine what potential careers would be best for him to pursue. The result? Marc’s personality would make him a great marine biologist, a paleontologist or an airline pilot.

The result was a surprise to him, as he had never dreamed of becoming any of the three.

Not because he didn’t think he could do it, but because it was something that had never even crossed his mind.

aviation,” said Pedro Fábregas, president and CEO at Envoy. “With the solid foundation in aviation gained as a military pilot and the financial assistance and mentoring provided by Envoy, both rotor and fixed-wing pilots can achieve their dream of flying commercial jets in a matter of months.”

By February 2018, Marc began fixed-wing aircraft training at Coast Flight Training and was hired by Envoy as a First Officer in April. Since he already had many of the necessary requirements, it was an expedited process for Marc to get to Envoy; he just needed to complete the fixed-wing certification and preparation.

“When I was a helicopter pilot, my kids were okay about it and didn’t think it was too exciting, but when I became an airline pilot, now they think I’m this kind of hero,” Marc joked, but also recognized the fact that all those years as a helicopter pilot were the key to reinventing himself and to pursuing his long-time dream.

A family man Marc is originally from Alabama, and every time he went on vacation, he and his family would hit the road in their family car. With a family of six it didn’t allow them the convenience of airline travel.

Yet, after becoming a pilot at Envoy and receiving his travel privileges that allow Marc and his family free travel on American’s global network, he and his family embarked on their first flight together – it was a family milestone.

Marc Wynn flying the UH-60 Black Hawk

Eventually, while flying helicopters in the U.S. Army, Marc learned from a friend about Envoy’s Rotor Transition Program. The program helps helicopter pilots transition to an airline by offering specialized training and financial assistance. Even though he was quite comfortable with his income, extra time available to spend with his family, and his many certifications and licenses; there was still something missing.

Marc’s desire to become an airline pilot was still there, and suddenly, his 18-year dream might become a reality. He researched the various helicopter-to-airline options and decided on Envoy, the pioneer regional carrier that developed the program.

Envoy pioneers the RTP Program

Eighteen years after joining the U.S. Army, Marc is enjoying the fruits of his labor and grateful that he followed his heart and can now say that he’s living his dream.

Follow your dreams To learn more about the Rotor Transition Program, there is a non-profit organization called Rotor-toAirline Group (RTAG), which provides guidance to helicopter pilots who are seeking to transition to a career as an airline pilot.

If you are a current or retired military helicopter pilot and you want to begin a lifelong career in commercial aviation for the world’s largest airline, American Airlines, visit our RTP page or email our RTP pilot recruiters at envoy.rtp@aa.com. ACN

“As Marc did, there is a great opportunity for helicopter pilots to seek a career in commercial

October 2018 | 17

AVIATOR BULLETINS

CommutAir, A United Express® Carrier, Headed Paperless In The Flight Deck Image courtesy of CommutAir

CommutAir, a United Express carrier (UAL), began issuing pilots iPads to replace heavy paper-based flight kits for its cockpit crewmembers.

The implementation of Electronic Flight Bags (EFB) is a part of CommutAir’s commitment to establishing modern technology infrastructure to sustain its rapid growth. “Our monthly aircraft deliveries already make us the fastest growing U.S. Regional Airline. And we want to make sure that we have the technology platform to sustain that growth” said Joel Raymond, Chief Operating Officer.

The iPads-EFBs will replace roughly 40 pounds of conventional paper-based charts and manuals while providing a digitized interface to increase situational awareness in congested airspace and airport environments. “Digitizing manuals and charts is just the beginning,” says Radha Iyer, Chief Technology Officer. “We are gearing up for future phases that will include providing key real-time information, flight releases and all sorts of exciting enhancements.”

Careers Through 2019, CommutAir will triple in size to an all-jet fleet of 61 Embraer aircraft and is actively hiring 400 pilots over the next two years. It’s industry-leading benefits include: 1. Fastest United Career Path Program (CPP) graduate: 2 Years 10 Days 2. Guaranteed Captain Pay after Year 1 3. Quarterly Captain Retention Bonuses 4. Rapid upgrades 5. Top-Tier pay and benefits – including the industry’s first and best Commuter policy For career opportunities go to http://www.flycommutair.com/careers/. ACN

18 | Aero Crew News

BACK TO CONTENTS

UNITED AIRLINES CAREER PATH PROGRAM (CPP)

EFB NOW LIVE RECORD

2 YEARS 10 DAYS!

FROM COMMUTAIR INDOC TO UNITED AIRLINES INDOC THE COMMUTAIR DIFFERENCE FOR CPP REQUIREMENTS:

1,000 HOURS AS PILOT-IN-COMMAND

YOUR PATHWAY TO SUCCESS APPLY AT COMMUTAIR

SELECT US ON AIRLINE APPS OR SIMPLY EMAIL US YOUR RESUME, INTERVIEW WITH C5

INTERVIEW PROCESS ’ , COMPLETE UNITED S HOGAN ASSESSMENT SCHEDULE YOUR UNITED INTERVIEW

BUILD FLIGHT TIME

COMPLETE REQUIRED FLIGHT TIME WITH C5, ENTER UNITED HIRING POOL AND AWAIT YOUR UNITED AIRLINES CLASS DATE

www.flycommutair.com pilotrecruiting@commutair.com 440-462-0692

AVIATOR BULLETINS

Vista Global Acquires XOJet The Leading On Demand Business Aviation Company In North Amerca With 43 Aircraft, Strengthening Its Global Presence With 115 Owned Business Jets

I

n a further move towards strengthening its lead in the fragmented and expanding business aviation market, Vista Global, the aviation group founded by Thomas Flohr, announces the acquisition of XOJET’s business aviation fleet and commercial operations.

XOJET’s regulated air carrier will continue to be independently operated in a joint venture under U.S. control and leadership, in accordance with U.S. Department of Transportation criteria.

XOJET is the leading on demand private aviation platform in North America and its innovative model is unrivaled in the industry. XOJET’s four distinct membership programs serve the whole spectrum of business aviation needs

20 | Aero Crew News

on its owned fleet, whilst also providing its customers with additional flexible off-fleet alternatives. All of XOJET’s products are asset lite, a business model which is fully aligned with prevailing global macro trends and preferred by both corporates and UHNWIs. True to its innovative culture, XOJET uses machine learning technology to drive its dynamic pricing, thereby offering extraordinary value to its members and on demand clients. With a fleet of 43 branded super-mid size business jets, XOJET has performed strongly in recent years. In the first half of 2018, the company saw its total revenue rise by 12%, while off- fleet business grew 22% in revenue.

BACK TO CONTENTS

The acquisition is a major strategic step forward for Vista Global, allowing the group to build on its existing global offering and to reinforce its already established position in North America, the largest business aviation market in the world.

XOJET’s fleet and commercial offerings (other than the U.S. controlled air carrier) will join Vista Global, the world’s most comprehensive business aviation group.

Vista Global is the first group that has built the scale to offer global private flying solutions for all customers, setting a new benchmark in the industry. Following today’s announcement and upon closing of this strategic acquisition, Vista Global will have over 1,500 employees in 20 offices worldwide.

The Vista Global group is built on four pillars providing an all-encompassing service for consumers and trade: • Guaranteed aircraft availability on its fleets, providing asset lite solutions to fly point to point anywhere, anytime; • On demand global flight coverage; • The very first worldwide aircraft leasing and financing service; • The most cutting edge technology to support aviation companies’ customer services.

Vista Global’s Founder and Chairman Thomas Flohr said: “The journey started when I first saw an opportunity in the fragmented and inconsistent offering across the industry. Vista Global’s mission is to provide customer-centric solutions for every segment of business aviation and today’s announcement is a major step in that direction. This acquisition is the perfect addition to our global business. XOJET’s strength in North America and its reputation for offering great value perfectly complement VistaJet and the other businesses in the group.”

Bradley Stewart, Chairman & Chief Executive Officer of XOJET, said: “I am incredibly proud to be making today’s announcement which will see our company become part of a fantastic family of brands. Becoming part of Vista Global will enable XOJET to achieve our dream of becoming a truly global business, providing us with the very best technology and infrastructure. I believe that Vista Global and XOJET are fundamentally aligned in our commitment to serving clients.

I am looking forward to working with the Vista Global team and its companies in the future.”

Completion of the transaction is subject to customary closing conditions, including the expiration or termination of the applicable waiting period under the Hart-Scott-Rodino Antitrust Improvements Act. There is no financing condition to the transaction. The transaction is currently expected to close in the fourth quarter of 2018. XOJET’s regulated air carrier will be operated in a joint venture under U.S. control and leadership, in accordance with U.S. Department of Transportation criteria.

Jefferies LLC is serving as exclusive financial advisor and Latham & Watkins LLP as principal legal advisor to Vista Global. Perella Weinberg Partners is acting as exclusive financial advisor to Mubadala Investment Company (“Mubadala”) and White & Case LLP is serving as principal legal advisor to Mubadala. Acquisition financing with non-recourse to the other three Vista Global businesses has been provided under the lead of J.P. Morgan, with Jefferies LLC. ACN

October 2018 | 21

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

22 | Aero Crew News

5/19/16 9:31 PM

BACK TO CONTENTS

October 2018 | 23

AVIATION RELOCATION

10 Reasons to use a Buyers Representative W r i t t e n B y: T r a c y D u C h a r m e

T

he influx of real estate technologies assisting buyers and sellers over recent years, has some erroneously assuming that the role of the local real estate agent has become irrelevant. While house-hunters across the country can surely benefit from consumerfacing real estate applications and national websites that allow them to get a jump start on the real estate hunt, individuals still benefit from professionals who represent their needs throughout the transaction process, and well before the papers are even drawn.

Enter the educated real estate agent who assists with all aspects of the home purchase, from seamless communication to directing buyers toward informed financial decisions.

Below are just a few of the vital reasons buyers need their own representation when it comes time to purchase a new home, as well as some of the many services agents provide to their clients.

Representation is FREE and you will receive the following benefits when working with a skilled buyer’s representative.

24 | Aero Crew News

BACK TO CONTENTS

Negotiating Power

Counteroffers are tricky, but agents know how to handle them appropriately, including providing the proper forms and other paperwork to make the best possible case for their clients. Agents have little emotional involvement in the process as well as the skills to maintain their cool, even when dealing with finicky sellers who may not know what they want or why they are arguing over those last few dollars. Your agent can help keep your nerves at ease, too. They have seen sellers change their tune with everything from minor repairs to major negotiations. Invest time finding a top real estate agent and reap the rewards!

Navigating Potential Hazards

Given the size of the deals and the back-and-forth communication involved, real estate closings are rarely concluded without at least a small hitch.

Titles, lenders, structural issues … everything needs to be disclosed and cleared before properties are handed to the next owners, or new buyers can find themselves in deep financial troubles.

Experienced agents anticipate red flags and check for potential pitfalls before they arise so buyers don’t land in situations that could cost a fortune and tremendous stress. Sometimes, just having an agent with aptitude and expertise can provide stress relief, making the buying process much easier, allowing buyers to focus on the positives and not the potential shortcomings.

without representation unless you are well-versed in real estate transactions and feel confident enough to sign on the dotted line without the guidance of a professional.

Networking

Real estate search portals list millions of homes across the country, but word-of-mouth marketing is not dead. Buyer’s agents learn about homes on the market before they have hit the local Multiple Listing Service or Zillow, and can help get a walkthrough scheduled early to provide you with an edge on the local competition. This will give you the opportunity to make an attractive offer that those without representation would not have.

Buyer’s agents also have access to properties soon coming onto the market so you have the opportunity to purchase your dream home before it even hits the MLS.

Providing Guidance

Experienced agents have unparalleled familiarity of their markets. You might think you have kept up on the local real estate trends, but it is your agent’s job to track data on the local market and target comparable properties for value assessments to ensure buyers make the best offers. The best agents thoroughly explain the purchasing process and do not leave buyers in the dark, providing confidence in your purchase without fearing that you have missed prime opportunities. In the future, you may make better decisions in real estate with the tools taught by a few good agents from your past.

October 2018 | 25

Advocating on Your Behalf

By working with someone who is solely advocating on your behalf, you are accomplishing a few highly important, self-preserving tasks. First, you are guarding your financial interests above all. A dual-agent (a real estate representative for both the buyer and the seller) is likely torn between getting top dollar for their seller and supporting the budgetary interests of their buyer.

Further, you might erroneously assume you will get a better deal by working with the listing agent alone, but house hunting solo gives shady sellers and their representation all the more reason to take advantage of unknowing buyers. As a new, inexperienced buyer, it is better to have a trusted representative by your side who can support your requests.

Handling Paperwork

As if making a huge financial decision is not emotionally exhausting enough, filling out the piles of paperwork involved in real estate deals is draining. Having a buyer’s agent to assist with documents, and explaining the real estate jargon and complexities is a welcomed relief. Do not go

26 | Aero Crew News

Saving You Time

If you have tried to use one of the national online listing services, you know how frustrating it can be to search through hundreds of homes looking for the ideal property, only to find the home is either already under contract or sold. Your buyer’s agent has access to all the latest tools, knows the local real estate market, and can quickly provide you with a shortlist of properties in your style, community, school district, at your price point, etc.

There is absolutely no reason to go it alone when an industry professional can assist, whether you are looking to buy a home or invest in a real estate property! It really is that simple.

Minimizing Stress

Moving is hard enough without putting undue pressure on yourself to handle myriad tasks required to find, secure, and purchase a home.

It makes much more sense to have an agent do the heavy lifting for you. Your focus should be on finding “the one” not having to worry about all the prep work that goes on behind the scenes before, during, and through the closing. Choose an agent wisely and your stress levels will be minimized and manageable.

BACK TO CONTENTS

Delegate Documentation Parting Shots…

Let’s face it, the home buying process can create a mountain of documentation. While buyers are responsible for gathering and submitting their mortgage information, many of the other pieces of paperwork can be handled by a competent agent. Having an agent working on your behalf who knows what needs to be submitted, and how much detail to provide, will ensure all documents have the T’s crossed and the I’s dotted to meet all imposed deadlines.

With incredible scrutiny placed on ensuring documentation is right, do you trust yourself to meet all the requirements with only a cursory knowledge of this industry? The last thing buyers want is to have their closing delayed because of incorrect documentation!

Buyers Agents Work for You

It is true. If a buyer’s agency agreement has been signed, your agent works for you and is legally obligated to work in your best interest. That gives you incredible leverage because the agent is able to share details about the neighborhood and house as well as negotiate on your behalf to get the best possible terms and conditions.

It is a misconception in the industry that if consumers call the agent on the sign or hosting the open house, they will get a better deal. In fact, you may end up paying more as those agents represent the seller and always have their best interest in mind. Come ready, with your own agent, and get the home you want at a price that makes you comfortable, whether your interest is in buying an existing home or new construction.

Technology might provide assistance when it comes to finding your dream home, but it cannot replace the necessity of an agent by your side.

Aviation Relocation is your source to find a qualified buyer’s agent in your current area or in the areas to which you are considering moving.

Your home purchase is most likely the largest purchase you will ever make. Ensure you are fully equipped to get a good deal, in the right location, in the best condition possible.

Searching for the perfect home can be a nervewracking experience. While there are currently some great deals for purchase, it is only natural to second guess yourself and to wonder if you are making the right purchasing decision.

Furthermore, in a seller’s market, you definitely need the representation of a buyer’s agent to navigate the intricacies of negotiating the best terms for you and to writing an offer that will put you ahead of the competition. For these reasons and more, it is in your best interest to hire a buyer’s agent when purchasing a home.

In short, a buyer’s agent serves as more than just someone who will help you find the perfect house.

Not only will your buyer’s agent help you find the right home in less time, but will also work on your behalf to ensure you get the best deal possible.

Whether you are a first-time buyer, are looking to upgrade or downsize, or perhaps looking for your retirement place, there is no substitute to working with a quality buyer’s agent.

Real estate is always local, so buyers and sellers should typically seek local advice. However, the benefits of using a buyer’s agent crosses all markets. Whether you are looking for a home in Atlanta, Ga. or looking to take in the beautiful desert in the Phoenix, Ariz. market, it makes sense to follow these guidelines for why buyers need their own representation in every real estate deal.

Happy house hunting, and remember, there is no doubt — buyers need their own representation!

Aviation Relocation is your source to find highly skilled buyer’s agents around the country. With representatives in every city across the country you will also be able to compare cities that meet your at-base or commuting needs. Contract Tracy DuCharme at 480-309-1159 or tracy@ aviationrelocation.com to start your home search today. ACN

About the Author Tracy DuCharme is the wife of a pilot and owner and designer of Aviation Relocation International. Read More...

October 2018 | 27

FEATURE

Self Defense for Flight Crews PART 1. Mental martial arts and the OODA LOOP W r i t t e n B y : C a p t a i n Va l e r i e W a l k e r Da l Ret . / R aptor Tact ica l Ma r t ia l A r t s

A

s airline flight crews, we have always been at a disadvantage when it comes to defending ourselves and our passengers, inflight as well as on the ground. We’re so preoccupied with doing our jobs, we rarely notice the signs of a potential attack.

We’re trained to be people-pleasers and never touch another person without their permission. We’re in tight, confined spaces and often strapped to a seat. We can’t carry things that might be used defensively, we rarely have the element of surprise as an advantage and usually lack the training to survive an attack.

I am an airline pilot and a martial artist. I hold a firstdegree black belt and I’ve spent 30-plus years learning, adapting and working to condense, simplify and polish my skills to be the best I can be at both endeavors. My contribution here, Self-Defense for Flight Crews, is written in three parts to allow you time to absorb a different way of thinking and seeing things as a street fighter, both in the air and on the ground. The common denominators in any form of self-defense are ACA: AVOID the threat / CONTROL the threat / ATTACK and neutralize the threat.

In Part 1 we’ll be exploring the thought processes involved in any attack or threat situation. Why we think the way

28 | Aero Crew News

we do, why our potential attackers think the way they do and how they’re counting on us to react in order for them to succeed. In every attack situation, the mindsets of the intended victims are a major determining factor in whether they survive. Mental martial arts is a chess game.

If you know how to play, you can win. The tools and targets you’ll learn in Part 3 are the Chess pieces and the rules of the game to be used to your advantage after you’ve set the stage for winning. You can reverse the role of victim your attacker thinks you’re going to play in his movie. This is how you choose your own role and write your own script.

BACK TO CONTENTS

PART 1. MENTAL MARTIAL ARTS and the OODA LOOP CONTROLLING the threat: Don’t be the prey when you can become the predator.

On 9/11, cockpits were broken into, the captain and first officers immediately slaughtered, and airliners used as missiles to kill thousands of passengers, crew and innocent people on the ground. The pilots at my airline weren’t given a reason why we were being directed to immediately land at the nearest suitable airport. I later asked management why our flight crews weren’t told that people were breaking into our cockpits and crashing airliners into buildings so that we could take precautions.

Management’s response: “We didn’t want the pilots to panic.” Aside from the unintended insult to people, many of whom were former military and trained to function calmly in emergencies, in my opinion, this decision put us in a more dangerous situation than telling us what was happening would have. It was particularly necessary because our pre-9/11 “common strategy” taught us not to resist hijackers and to take them where they wanted to go which was based on the assumption that the hijackers didn’t want to die. Knowledge allows us to deal with the problem. A lack of knowledge allows the problem to deal with us.

The pilots of United Flight #93 were in the process of reading a warning message from dispatch just as the terrorists broke into their cockpit and killed them.

The terrorists had planned to attack all four airliners simultaneously, within a 15-minute window, to avoid immediate detection. Their signal to begin was the 10,000foot bell. Flight #93’s 15-minute gate-delay resulted in dispatch finally sending them a warning that cockpit incursions were occurring and airliners were being flown into buildings. Their warning came 25 minutes after the Twin Towers and the Pentagon had been hit. Timing, preparedness and knowledge is everything.

After the passengers and cabin crew were told by friends

and family that they were not going to survive what they thought was just a hijacking, their mindsets were changed which changed their actions, and saved the lives of many people in either the White House or Capitol in Washington D.C. If the pilots had received that information a few minutes earlier, it may have changed the results of that day and saved their lives as well. Knowledge is not something to be suppressed and feared, it’s something to be used to avoid the fear that comes with being unprepared. In the days, months and years following 9/11, flight crews received little or no instruction from their airlines or their unions on how to survive a terrorist attack on our aircraft. Our flight crews, left without direction, felt vulnerable after 9/11.

Flight crew self-defense preparation and situational awareness help us to create a safer environment in the air and on the ground, at work and at home. We spend half our lives traveling in unfamiliar cities, hotels, airports and other venues that put us more at risk than the average person. With decades of experience in the martial arts, I felt I should start including basic, effective self-defense in my captain’s briefings. “I can’t make you a martial artist in ten minutes, but I can show you how to think, move and see things like a martial artist,” I told my flight attendants.

“As a black belt, I can also give you some basic tools and targets that don’t require a great deal of strength or accuracy, but will neutralize the threat very effectively.” I didn’t know if including self-defense would be appreciated or mark me as a weird captain, but it was worth the risk if one person benefitted.

I was pleasantly surprised by their enthusiasm and gratitude for these short briefings. One of my flight attendants said, “All our recurrent security training has told us about dealing with a 9/11-like event is that we should stand in front of the cockpit door and die to keep the terrorists from getting in, so that the pilots have time to call in the military jets to shoot us down.” That misunderstanding worried me. “No! Your job is to identify the threat, stay alive and take out the bad guys with help from your passengers and crew. A pilot’s job is to secure the cockpit and let the military know we’re still in control

October 2018 | 29

of the aircraft so they won’t shoot us down.” Several months later, a group of flight attendants asked me if they could petition the company to teach this in their training. I advised them that it was likely a lost cause and would be refused by the company’s legal department.

What I was teaching them was survival street-fighting, specifically designed for flight crews struggling to survive in close quarters. It was designed to result in damage to an attacker. If necessary, it could result in lethal damage to stop the attacker and save lives. There is a certain amount of trust involved in the student using what they’re taught appropriately. Legal departments and corporations don’t function on trust unless they have no choice. The difference between management, legal departments and flight crews is that flight crews, can’t function without communicating, cooperating and trusting each other.

I still teach flight crews, corporate employees, individuals and private groups the ACA (Avoid/Control/Attack = Neutralize) method of mental and physical self-defense.

ACA is the result of 35 years of martial arts training and teaching, including interaction with law enforcement as a Police Aerial Patrol Pilot, and Federal Flight Deck Officer (FFDO) Training at the Federal Law Enforcement Training Academy (FLETC). What I first told my crew still applies; I can’t teach you how to be a martial artist in one article, but I can show you how to think, react and move like one and give you a few tools and targets that can save your life.

THE MENTAL ASPECTS OF STREET FIGHTING MARTIAL ARTS THE OODA LOOP: 1. = Observe 2. = Orient 3. = Decide 3. = Act

30 | Aero Crew News

BACK TO CONTENTS

The OODA Loop is a familiar term to most law enforcement and military combat veterans which they use to their advantage. The trap in the OODA loop is the Decide step when confronted with a threat. It paralyzes one from acting. We never reach the Act portion of the formula, but just keep circling the loop in Decide. It can, however, be transferred to your attacker making them feel less the predator and put them in the mindset of the prey.

A mind caught in the Decide portion of the OODA Loop is a blank slate of doubt waiting for someone to write on it. Either you write something on it and break the cycle by doing something, even if it’s wrong, or someone else will. That someone else will most likely be your attacker.

Taking action breaks the trap of indecision and puts your attacker in the Decide cycle instead, especially if your reaction wasn’t what they expected. Now he’s the one wondering how to respond because you’re not following the script he’d written for you in his mind. A deer in the headlights is an excellent example of being trapped in the Decide portion of the OODA Loop. Though it is a true statement that your attacker will most likely be the one who writes on your blank slate if you don’t, it is not always the case.

A student in one of my “Surviving Active Shooter Situations” classes asked me a good question. “I know we’re supposed to run if we can, hide if we can and then fight if we have no other option; but if I attack the shooter, how do I know if anyone else will help me?” I explained that most people wait for others to take action and then follow whatever is making the most noise and is aggressive, especially if you bring them into the sphere of action with a short loud command like; “Get him!” “Take him down!” or “Help Me NOW!” It not only snaps them out of Decide and gives them direction, but yelling a directive empowers you, puts you in a predator mindset and leaves your attacker feeling more like the prey wondering what’s going on. Prey have a lot more to think about and are always one step behind the predator because they are reactive. Predators are proactive. If you want to light a fire and survive, be the spark. The rest will take care of itself.

Besides, if you can’t run and you can’t hide, your decision is already made for you. fight or die.

October 2018 | 31

STRESSED OUT MIND GAMES

Denial and Substitution:

The tricks our minds play on us in stressful situations would be admirably creative if they weren’t so deadly.

Denial, substitutes and justifies a more acceptable scenario in place of reality. Retreat is a reflexive choice to be uninvolved in a situation that’s unavoidable. These reflexive responses result in becoming paralyzed within Decide-mode with tunnel vision. With knowledge, these things are not only avoidable, but transferrable to your attacker. Keep in mind that a real fight gives you little or no warning and usually lasts 30 seconds, which is a long time. I’ll use the 9/11 attack scenario I gave to my cabin crew as an example of how this works and how to break yourself and others free of these mental traps.

From the passengers’ viewpoint, they had just been thinking about other things and enjoying a book, meal or movie and were transported to seeing someone struggling with a flight attendant and an attempt to cut his/her throat. Their first reaction is horror and confusion. “This can’t be what it looks like!” Immediately, their minds start the desperately creative process of trying to fabricate a more acceptable, less horrific reason for what they’re seeing. “Maybe she slipped and he’s helping her up.”

“He spilled red wine on her and he’s trying to clean it

32 | Aero Crew News

BACK TO CONTENTS

off.” “This must be a movie being filmed and I missed the notice.” All of this and the fact that no other passengers are reacting them keeps them trapped in denial and paralyzed in the OODA Loop. Meanwhile, you’re not taking advantage of all the resources you have available to you.

That’s what allowed four people to take over an airliner with 40-plus people on it who can, but don’t, fight back.

The blank slates are waiting for your direction. Don’t assume the obvious is enough.

Winning the War of Minds: Your first step to winning the War of Minds is already completed. You’re reading this article, taking action to prepare yourself and acknowledging that this, hopefully won’t, but could happen to you. As my Special Forces instructor told us in FFDO training, “Play a movie in your minds where you always win and never stop fighting, no matter what. Do it before you’re in an emergency situation.

You won’t have time when it’s happening to you.”

Tunnel Vision: In moments of extreme stress people tend to focus more on a few elements of the emergency to the exclusion of the big picture. Don’t stay so focused on getting the steak outside to the barbecue that you run into the closed sliding glass door on your way out. Don’t lose situational awareness. Pilots sometimes find their focus so stuck on a few instruments in an emergency that they don’t see the bigger problem looming on the horizon. This happened on Eastern Airlines Flight #401. They were all so intent on solving a potential landing gear problem (which turned out to be a burned out lightbulb, not a landing gear malfunction) that they let the autopilot fly them into the ground. Always remain situationally aware.

Activate your Troops: You’re fighting for your life and trying to adhere to your “I always win” script, but your back-ups are still seated in zombie-like trances waiting for their blank slates to be written on. You are a familiar, uniformed crew member who, by implied authority, is to be trusted. The powerful short yell, “Ki’ai!” is a potent martial arts technique in its own right, meant to stun and temporarily blank out the opponent’s thinking and empower you. In addition, it keeps you breathing. Most people hold their breath in a fight and wear themselves out unnecessarily. Breathe.

Shout no less than one thing and no more than three, and keep shouting. Under stress, the mind can’t process more than three things. I instructed my cabin crew to first yell “Help me!” This gives the passengers and your fellow crew members permission and direction to get up and interact with you. It also implies that the other individual is the bad guy intent on doing harm.

The second directive I suggested that my crew yell, was “Kill them!” (You can substitute, “Stop them!” if you’re certain it’s not a deadly situation.) The reason this drastic command is important is that it gives your back-up a reality about how serious this situation is and to what lengths they are allowed to go to stop it. It also has an empowering effect on your own fighting and scatters your attacker’s attention and resolve. People aren’t used to touching someone else without their permission, much less with intent to restrain or do harm. They have to be given permission by you. Otherwise, they may think getting up and tapping your attacker on the shoulder with the polite request that they, “Please stop doing that,” is what you want.

Another advantage to yelling is that the pilots can hear you and are immediately made aware of the situation behind them. These things happen very quickly and unexpectedly. You won’t have time to get to the phone and tell them what’s going on before it’s over. You can and will WIN THIS. Get ready for Part 2 in next month’s Aero Crew News. We’ll explore situational awareness and how, when, and where to look for potential high threat situations. At what level of situational awareness are you currently operating? We’ll give you some daily exercises to increase your habitual situational awareness so that it becomes instinctual. After all, being situationally aware enough to avoid a threat means you’ve already won the battle in the first round.

ACN

About the Author Captain Valerie Walker started her aviation career in unconventional, adventurous ways full of interesting challenges. Read More...

October 2018 | 33

PERSPECTIVES

Pathways:Skills Learned on Each Road

W r i t t e n B y: Victor A. Vazquez

O

ne of my favorite things about a brand-new type rating or certificate is that it gives you a new license to learn. Shortly after I obtained my commercial pilot’s license, I had the opportunity to become a flight instructor. There were many things that I came to know as an instructor. I eventually went on to use my commercial certificate as a first officer with a commuter airline flying the Beech 1900 before finally obtaining my ATP. As a pilot mentor, I commonly get asked this question from newly certificated commercial pilots, “Should I get my CFI and instruct, or head to a 135 carrier?” I enjoy speaking on this topic because I strongly believe that both pathways will help an individual develop into a well-rounded professional pilot.

34 | Aero Crew News

When I became a CFI at age 18, I was attending college and was fortunate to have a job offer at my local flight school.

At that time, the 1500-hour rule had just taken effect and I knew that it would take time to build up to 1500 hours to obtain a Restricted ATP at age 21. Instructing was a great way to jump-start my career as a professional pilot. Becoming a flight instructor helped me increase my knowledge and enhanced my skills as a pilot and as an instructor. There’s an old saying out there, “The best way you learn something is by teaching it.” There is much truth in this statement because, as an instructor, you learn a lot of skills that encompass professionalism. One of those is preparation. Being prepared for your students not only helps your students but I found that as I prepared for a lesson, there were things within topics that I had not entirely understood until I studied them more indepth in preparation for teaching.

BACK TO CONTENTS

As an instructor, I enjoyed being a mentor. Students look up to their instructors, so I always tried to be positive and encourage my students during their progress.

Students need to be mentored throughout their training and into their careers. For those looking to become future airline captains and leaders, make a lasting impression by leading and providing a positive team atmosphere, not only within the flight deck but among all with whom you work.

I’ve heard the argument, “Instructing for hundreds of hours around the pattern isn’t quality time.” In order to break from the routine, challenge your students and yourself by flying to another nearby airport to which you don’t routinely fly. Have your students practice dead reckoning to a nearby airport 10-15 minutes away and get in some landings. Or if you’re an instrument instructor, get on with your local approach control and shoot some practice approaches. Looking back, being an instructor taught me some elements of Crew Resource Management (CRM). There are some models of CRM that I also used as an instructor including the shared mental model. As a flight instructor and an airline pilot there are certain ways we train to help create an expected standard. When we deviate from a particular expectation, we can use methods to get us back on track. By using the shared mental model, you are stating what you are anticipating. Doing this it keeps everyone in the loop. As an instructor, I always encouraged my students to share their next plan of action and I mentally flew the airplane anticipating the next sequence of events. There are definitely some good skill sets learned while instructing.

Shortly after I graduated from college, with another year before I turned 21, I still couldn’t apply with a regional carrier for a Restricted ATP. (Some pilots joke with me saying I was on the fast track.) I had been an instructor for two years with around 1200 hours, 800 of which were dual, teaching Basic VFR and Instrument for a local 141 school in the Phoenix area. One day, I received a call from one of my longtime mentors and former instructors. He encouraged me to apply as a first officer for a 135-carrier flying the

Beech 1900. I remember the interview which consisted of a sim evaluation and technical board. I was thankful for my previous experience as a CFII since it helped me with the technical portion. The interview was very instrumentheavy. Shortly after, I was offered the job and would be flying the Beech 1900. During that first airline job, I learned so much, it was like drinking water from a fire hose. I took many of my skills and preparation with me to every sim ride and every trip. I was very eager to learn from the captains with whom I flew. Important facets of leadership are follower-ship and being a self-starter. I saw this in a new light as a first officer. Captains were very encouraging with pre-flight and in-flight tasks and as I became more familiar with operations, I was able to get some tasks done ahead of time to help with the operation. The captains greatly appreciated this. As for the flying, the turbo prop is a great way to be introduced to airline flying. It’s complex enough to teach you about flying at higher altitudes, flying at a faster speed, and the best part, flying into new places beyond your routine $100 hamburger destinations.

Fast forward six years from when I received my commercial pilot certificate; I am thankful that I stepped into each facet of aviation post commercial certificate. As a captain now, there are aspects of teaching that I still use when a first officer, new to the operation, asks me questions.

Flying was a new world to my students and the same can be said for someone who has just stepped foot into the right seat of an airliner. I know it was for me. Now, I have an opportunity to mentor and lead as I did as a flight instructor.

I don’t think there are any wrong ways to go about gaining your flight experience. What I hope to share is that there are different skills that are learned at each level. I hope I encourage prospective aviators to take advantage of the opportunities that are there in front of them and build upon each of them. I would like to share some advice that one of my mentors has given me; enjoy the position you are in, and remember, you are always preparing because preparation meets opportunity. ACN

About the Author Victor A. Vasquez -is a CRJ Captain based in Detroit, Michigan and has been flying since he was 14 years old. Read More...

October 2018 | 35

MONEY

Understanding Active vs. Passive Mutual Funds W r i t t e n B y: G l e n n N e v o l a

T

his month, I want to discuss active vs. passive mutual funds and strategies to use incorporating both in your investment plan. Most 401(k) plans have a mutual fund lineup as a part of their investing option. In fact, some plans have three investing options; target date funds, mutual funds, and a self-directed brokerage account. Within the mutual fund options, plans may have all index funds (passively managed funds), actively managed funds or a combination of both. This article will discuss the differences between active and passive funds.

In general, a mutual fund is a collection of stocks, or bonds, combined to achieve the objectives of the fund.

These types of funds (unlike exchange traded funds) cannot be traded intraday and are priced at the end of each trading day. There are many different sectors

36 | Aero Crew News

and objectives of mutual funds such as, large company growth, large value, small/mid-cap, global, international, short- to long-term bonds, and many others. A passive mutual fund, also called an index fund, uses an algorithm-based program to determine the underlying stocks’ relative position or weighting in the fund. There may be a manager to oversee the fund but this manager is not trading the underlying stocks that comprise the fund. A passive fund’s objective is to mirror the index to which it is tied, therefore an index fund will never out-perform its index. This type of fund also has a very low operating cost as there are little trading costs and underlying expenses associated with running this type of fund. A good analogy of this is if you throw a large fishing net from a boat, you will most likely pull in a lot of fish, but in addition, you may haul up a hubcap, plastic bags and other ocean junk. Within an index fund (passive

BACK TO CONTENTS

mutual fund) are all the stocks that comprise it – good and bad – without the ability to manipulate the holdings within the fund. An example of how many stocks could be in an index fund is the total US market index fund. This type of fund has about 3400 stocks in it representing the entire US stock market.

On the other hand, for an active fund, the underlying stocks are bought and sold by a manger or multiple managers. This is done exclusively to try and beat the benchmark or index performance the active fund is tied to. There are trading costs (paying the manager, advertising costs, etc.) associated with this fund, so the operating expense ratio is higher than its passive fund partner. The number of stocks in an active fund is much smaller than in a passive fund. A large cap growth fund, for example will have about 70 stocks in it. The managers have the benefit of employed analysts and together they figure out when to buy and sell stocks, providing the potential to beat index funds’ performance by a great degree.

If your 401(k) has a choice and offers both active and passive mutual funds, a good strategy is to incorporate both in your investment philosophy. Potentially, you can take advantage of out- performing the index by utilizing active funds with a portion of your assets while also employing low cost index funds to mirror an overall index with a separate portion of your assets. There are pros and cons to both so having a mixture of them in your allocation make sense.

As always, you can contact Flight Line Financial (flightlinefinancial.com, 844- FLIGHTLINE) with any your questions on this subject or any questions on the topic of finance. ACN

About the Author Glenn Nevola is an airline captain

and financial advisor specializing in providing financial assistance to fellow airline pilots in their pre and post retirement planning. Read More...

October 2018 | 37

Take a short approach.

Cape Air and Spirit Airlines have joined forces to create a shorter, more convenient pathway to a jet pilot career. The Cape Air-Spirit Jetway Program provides education, flight hours and mentorship without higher degree requirements.All pilots are welcome to participate. One interview is all it takes to qualify.

Fast track your career. Learn more at capeairpilots.com.

FIRST OFFICER COMPENSATION NEW HIRE BONUS

$

51,000

YEAR 1 $26,000 YEAR 2 $15,000 YEAR 3 $10,000 OVERALL

3 YEAR

$

COMPENSATION

200,865 YEAR 1 $75,955 YEAR 2 $64,955 YEAR 3 $59,955

YEAR ONE PACKAGE

75,955

$

BASE PAY NEW HIRE BONUS PER DIEM BENEFITS COMMUTER HOTELS

$

ADDITIONAL

5,000

AIR CARRIER EXPERIENCE MATCH BONUS

Current and qualified pilots from any scheduled US or international air carrier are eligible for an additional $5,000 bonus.

PILOTS RECEIVING THIS BONUS MAY ALSO: CARRYOVER

EARN A

10,000 BONUS

$

FOR EACH SUCCESSFUL PILOT CANDIDATE THAT YOU REFER TO THE COMPANY.

$36,035 $26,000 $5,827 $4,493 $3,600

LONGEVITY FROM ANOTHER

CARRIER AT A RATE

1:1

EARN UP TO

&6

MONTHS

EARLY

SENIORITY

Base pay calculated as an average at 75 hours minimum guaranteed for 3 months during training, and 82 hours during the remainder of 9 months during the year • Benefits include: Medical | Dental | 401k | Life | Long Term Disability • Per diem is calculated over 9 months for all first year positions. • Commuter hotels is based on four hotel rooms per month for commuting pilots • Totals for pilots with air carrier experience match could be higher, depending on longevity pay.

GET IN TOUCH! pilotjobs@gojetairlines.com or gojetairlines.com/careers

F t l™

SAFETY MATTERS

Colgan 3407 Written By: Scott Stahl

see if the focus of root cause analysis really aligns with what was passed.

O

The first component of the legislation that attempted to address root issues is also probably the most controversial. As most know, the requirement to have 1500 total hours has been vigorously debated within the community. We have discussed it previously and the only hard data available suggests that the accident rate has been lower, although there is no way to conclusively attribute it to the increase in Air Transport Pilot requirements.

This accident of Colgan 3407 was well covered by the media and is well known within and outside of aviation.

The causes of the accident are not controversial, nor was the outcome. What did cause of a lot of disagreement and discussion were the resulting outcomes of the accident.

Like most of the watershed accidents that have been discussed in the past, there was considerable public outcry related to this specific accident as well as a slew of congressionally-driven legislation as a direct result of this accident. Like many watershed accidents before it, the effectiveness of this legislation won’t be fully understood for some time. Also, as with other legislation, the opinions have solidly landed in two different and opposed camps.

One camp asserts that the thrust of the legislation is completely pointless and ineffective and was simply a knee-jerk reaction to the public outcry from the families of the victims. The other camp has solidly supported the legislation, even if significant industry groups didn’t necessarily agree.

The second component of the legislation was FAR Part 117, which is widely known as the revision to required rest rules. While the rules addressed many elements of fatigue and sleep schedules, they did not fully address all factors that contributed to fatigue with the flight crew of Colgan 3407. These areas specifically include sleep location (which directly affects sleep quality) and off-the-clock commuting. Available information suggests that the captain likely slept in the crew room (based on various sightings the night before and the day of the accident). We also know the first officer commuted in from Seattle (a fourto six-hour commute starting at a very early hour) before starting her shift. While FAR 117 addresses rest while on company related duty, there is a large hole in the legislation related to off-duty rest, especially rest associated with traveling to work, or being “ in domicile” between work shifts, but not on company duty. These are both common situations with which almost every airline pilot is familiar, and it is likely that the lower wages, that were common at the time, changed the feasible options available to the pilots of Colgan 3407. These are factors that remain today.

n February 12, 2009 at 10:17PM, less than a month after US Airways 1549 had made a successful landing on the Hudson River, Colgan Airlines 3407 came to rest upon a house in Clarence Center, N.Y. killing all 49 passengers and crew as well as one person in the house.

This remained the last fatal accident in commercial U.S. aviation until April 17, 2018 when a passenger was partially sucked out of a window that was damaged during an uncontained engine failure on a Southwest Airlines flight.

Rather than revisit the tragedy, it is important to discuss the fundamental factors and then compare whether the base premise of the different parts of the legislation were actually or apparently effective at addressing the root cause. One way to determine the effectiveness of any safety change as a result of an incident or accident is root cause analysis. It can usually be concluded that if the change directly and fully addresses the root cause(s) of the problem, that it will have a higher chance of being effective.

With Colgan 3407, the legislative process was charged with emotion and media sensation, so it will take some time to

40 | Aero Crew News

However, it is fairly well accepted among most crew members that the additional requirements for actual sleep opportunity, or time “behind the door” as well as recognition of normal human sleep patterns, have effectively reduced fatigue. When coupled with rolling duty limits within a Duty Period, the previous week, the previous 28 days and the previous year, there is more protection of required crew down-time.

BACK TO CONTENTS

The addition of restrictions on non-operating duties (such as deadheads, etc.) has also helped to ensure that crew members are more adequately protected from fatigue during company duty. The additional FAA requirement, on the company side, for Fatigue Risk Management Plans (FRMP) has helped to ensure adequate tracking and classification of any fatigue related issues by the company.

This ensures that there is continuous awareness, tracking, classification and root cause analysis of any fatigue event

that is reported to the company. Since each FRMP is specific to each airline, it allows the data to be used to tailor solutions that will fit that company’s unique operational profile. In turn, this results in continuous improvement and evolution, that should keep policies and procedures relevant as the operation changes and adapts.

The reason that fatigue became such a hot-button issue with this accident is because both flight crew members were exhibiting behavior that was not consistent with professional pilots at their experience levels. Both were exhibiting behaviors that are common in fatigued crew members, which gave thrust to establishing a rule to reduce fatigue since it had been a well- known problem for years. It is impossible to say that the crew would have avoided the accident had they not likely been fatigued, but it is absolutely true that mental alertness as a result of being well rested is one of the major lines of defense against an accident; especially a preventable accident where the crew does not seem to be behaving in the same manner as a well-rested crew.

The final and lesser known part of the legislation is the requirement to implement additional training in stall/ spin prevention and recovery. This includes changes to the previous requirement to recover within a certain tolerance, rather than focusing on the airmanship required to recognize and recover properly.

The next series of articles will cover how this accident had a far more profound effect on aviation safety than just the most obvious outcomes of the accident.

Regardless of the effectiveness of those changes, it is certain that outcomes of these changes will be measured over the next few decades. ACN

About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Read More...

October 2018 | 41

AVIATION RELOCATION

Mortgages Tips for Pilots How To Save Money and Buy Stress-free Written by: Jonathan Kulak

42 | Aero Crew News

BACK TO CONTENTS

I

f you’re looking to buy a home, how you start the process will determines how successfully it ends. If finding your dream home seemed simple enough, securing a pilotfriendly lender and the ideal mortgage can be challenging.

However, with the right team of professionals and some insider tips, getting into your new home can be smooth and stress-free.

An overabundance of advice has probably already fallen at your feet for finding the perfect home, so this article will focus on lesser-known mortgage facts. Specifically, we’ll discuss tips to help pilots secure an ideal mortgage while avoiding traditional lending pitfalls.

Whether you’re a new-hire airline pilot or a seasoned veteran, entering the process with the right team of real estate professionals should be step-one. Without the right team on your side, you likely won’t get the service a professional pilot merits. Being a professional pilot is one of the greatest jobs in the world, but unfortunately, few outside the industry understand our schedules, how we are paid, and how our contracts work. As a result, we can lose buying power, or worse, be disapproved at the last minute by unfamiliar underwriters frustrated by trying to decipher our pay-stubs and/or contract. The last thing you want is to watch what should be an exciting transition for you and your family end up turning into a nightmare.

From the very beginning, the most important thing you can do is to partner with a mortgage lender who understands a pilot’s life. Regardless of whom you ultimately go with, your loan officer needs to understand your schedule and have underwriters who understand how to translate pilot pay. You should start this relationship-building process early so that you are “ahead of the jet.” We’ll continue with the flying metaphors and throw out this further advice: Throughout the process you need to be “flying the plane (mortgage) and not allowing the plane (your lender) to fly you.” The best way to do this is to get started about three to six months before you would like to close on a new home. Otherwise, with the wrong lender, a loan officer could navigate you into some moderate to heavy turbulence.

At this point, don’t worry about credit-pulls or long applications. All you’re looking for is a good lender who

has experience doing mortgages for professional pilots.

They should understand our lingo and schedules. If a lender thinks you’re a part-time employee because they see that you only work 85 hours a month, don’t even bother to shoot that approach. It’s time to divert. A good lender should also be able to give you a general idea of interest rates and fees based on some simple information you provide them, such as loan amount, your credit score, home location, veteran status and anticipated down payment.

Once you’ve vetted a lender, rinse and repeat with a few others to compare your options. Interest rates can vary significantly from lender to lender, so don’t stop with the first one you find. Frequently, big banks are the first lender called but they also have the highest overhead which translates into higher interest rates, and ultimately, more money out of your pocket. Every day, I see a .375 to .5% higher interest rate offered by two of the largest mortgage lenders in the country when compared with what smaller mortgage companies are offering on the exact same product. It may seem like a small gap, but rate differences like that can cost you tens, if not hundreds, of thousands of dollars over time. Bottom line — find a pilot-friendly lender early in the process that offers great rates and will answer when you reach out.

Professional pilots are not part-time burger joint employees. You have earned the right to be treated as the professional you are, just like any doctor or lawyer.

Don’t settle for a subpar experience or a go-around with the wrong lender. Your home and your money are too important to allow someone who doesn’t understand your profession to give you bad vectors.

The next article in this series will pull back the curtain (or remove the cowling) on how mortgage rates are determined and what you can do to get a better deal.

In the meantime, I invite you to contact me with any questions at jk@mythl.com or on my cell phone, at 850377-1114. I’m always happy to help a fellow pilot navigate the mortgage process. ACN

About the Author Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 pilot turned airline

pilot. Read More...

October 2018 | 43

FITNESS

Reduce Chronic Back Pain - A Continuation How to Improve Core Stabilization Writ ten B y: L auren Dil s

44 | Aero Crew News

BACK TO CONTENTS

A

s mentioned in last month’s article, if your muscles are not working together properly, disfunction will show in your movement patterns. This can lead to injury and/ or pain simply from routine movements, and may lead to tissue overload causing damage when performing exercises. For example, individuals suffering from chronic low back pain, often do not activate core muscles properly or sufficiently and do not have proper stabilization endurance. If traditional core and low back exercises are performed without stabilization muscles being activated, the movements will lead to injury. It is imperative that the muscles that stabilize the spine are strong before more advanced movements of the spine and traditional strength training exercises are performed.

While executing the following exercises, focus on performing the drawing-in maneuver. It is also helpful to consciously contract/tighten your core. This should be done while strength training but also while going about everyday activities, such as standing up from a seated position, squatting down to pick up something off the ground, and even while simply sitting in the cockpit or standing in line for a coffee.

The following three exercises build on the movements presented in the previous article. These can be done every day this week in the comfort of your home, hotel room or in any gym. Refer to the videos and text below.

(If you find the videos helpful and would like to learn more about stabilization exercises please check out our e-course. Exercise Basics: Learn the Secrets of Avoiding Injury for the Traveling Professional for a comprehensive program! Visit: https://www.pilotfitness.com/products/.

October 2018 | 45

Exercises:

Marching - youtu.be/0_gHfyGNx0c It is important to maintain a neutral pelvis throughout this exercise while performing the drawing-in maneuver 1. Lie face up on the floor with your knees bent and feet on the floor. Your toes should be in line with your legs straight ahead and rest your arms at your side.

2. While performing the drawing-in maneuver lift one foot off the floor, not allowing the pelvis to shift, as you bring your knee toward your chest to about a 90-degree angle.

3. Hold for about two seconds and slowly lower your foot back to the ground.

4. Repeat on the other leg.

5. Repeat for a total of 12–20 repetitions per leg.

Floor Cobra - youtu.be/RxijPgkoJRw 1. Lie face down on the floor with your arms slightly out to the side.

2. Engage your glutes (butt muscles) and squeeze your shoulder blades together.

3. As you engage your glutes and pull your shoulder blades back, lift your chest off the floor. Your thumbs should be pointing up toward the ceiling.

4. Keep your head and neck in a neutral position with chin slightly tucked 5. Hold for about two seconds and return back to your starting position.

6. Repeat for a total of 12–20 repetitions per leg.

7. Rest and repeat 1–3 more times as your muscular endurance increases

6. Rest and repeat 1–3 more times as your muscular endurance increases

Plank - youtu.be/C0lx2g54oK8 1. Lie face down on the floor with your feet together and your forearms on the ground.

2. Life your body off the ground to form a straight line making sure to not pitch your hips up or sag in the lower back.

3. If this feels too difficult give the following modifications a try: 4. Hold your plank with your forearms or hands on a bench (pushup position) and feet on the floor 5. Hold a kneeling plank with your hands on the floor.

6. Maintain a neutral head and neck throughout the exercise and remember to breath.

7. Start by holding your plank for a about 10 or 15 seconds at a time and work your way up to one or more minutes as your strength increases.

46 | Aero Crew News

BACK TO CONTENTS

While we always find ourselves pressed for time, these exercises can be completed quickly in the comfort and privacy of your room. Try adding one movement series at a time and work your way up. Another tip is to incorporate these movements while you have the TV on in the background or while making a hands-free call to your family.

While it is preferable to complete the exercises without any distractions, focusing on your breath coupled with your movement, these options can serve as a starting point which is better than not practicing these movements at all. You can even squeeze in this routine without even breaking a sweat prior to meeting the crew for a social hour!

Once you have completed these exercises regularly for about four weeks and are able to complete all movements with little to no movement in the spine and pelvis, it is time to move to more dynamic exercises that challenge your balance and bring you through a wider range of motion, such as crunches on a stability ball.

Disclaimer: Please consult a health care professional prior to beginning any exercise or fitness routine.

The information provided in this article is for general informational purposes only. All information is provided in good faith; however, we make no representation or warranty of any kind, express or implied, regarding the accuracy, adequacy, validity, availability or completeness of any information presented in this article. Under no circumstance shall we have any liability to you for any loss or damage of any kind incurred as a result of the use of this article or reliance on any information provided. Your use of this article and your reliance on any information on the site is solely at your own risk. ACN

About the Author Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...

October 2018 | 47

CONTRACT TALKS

The Compensation Big Picture W r i t t e n B y: B r a n d o n J i m e n e z

B

eyond the importance of developing a sensible quality of life and work-life balance is the issue of money – compensation. There are many forms of compensation companies offer, such as 401k plans, medical, dental, and vision benefits, and profit sharing, to identify a few. When examining compensation — direct pay, the “green,” dominates. Deprived of respectable compensation, life can be problematic.

Money is a major force and motivator, however it shouldn’t be the only one.

There are factors air carriers analyze regarding your total compensation and your pay. For example, the monthly guarantee you receive from an airline, type of aircraft you fly, rank (i.e. first officer or captain), and what type of air carrier you work for will influence your compensation and pay.

48 | Aero Crew News

As we all understand, union contracts are not the same, each presenting different structures and possibilities.

The contractual pay structure offered should influence your long-term goals. Major airlines, regional airlines and cargo companies all have monthly guarantees or reserve guarantees that differ from one another. The more seniority you have with a company the better pay you will receive. Monthly guarantees generally provide 60, 70 or 80 flight hours per month. This guaranteed number of hours, multiplied by your hourly pay rate, will give you an idea of your pay. Pilots don’t work forty-hour weeks; they usually work seventy to eighty flight hours a month. Being a pilot at a company for a long time is imperative to reaching the upper end of a pay scale. If you devote time with an air carrier, you will be repaid generously.

To a large extent, the type of aircraft you fly influences the compensation package. The larger the aircraft the greater

BACK TO CONTENTS

the incentive. Also, your role on the aircraft it will effect pay. If you’re a newly minted first officer or seasoned captain, there is an obvious difference. Usually, at any air carrier, first officer compensation for a year-one hire is at the bottom of the scale and increases over time. Longevity pays, so it may be a strategic decision to stay with one air carrier. Currently, pay can surpass three-hundred dollars per hour, making it a good time to be a pilot.

In any analysis, training compensation is extremely important. Training pay is essential. Pilots are continuously training, whether it is initial, recurrent, ground or simulator training, pilots are always striving to improve their skills. Air carriers comprehend this and you will find that most companies will give you a certain number of hours per day for training, including time when the pilot is home completing company assignments.

Another important factor to consider is the cost of living related to base or commuter locations. Costs and time attributed to commuting should be factored into the analysis. Low cost carriers generally have their bases in smaller cities which may provide a lower cost of living. The

reciprocal is that compensation by a low-cost carrier will generally be less than at one of the mainline carriers.

When choosing an airline, obviously the hourly pay rate is important but don’t disregard the larger picture. Examine the contract to ascertain the pay structure and conduct your due diligence at various websites that publish pilot pay. Give careful consideration to other factors that are important (e.g. 401K, medical, dental, vision coverages, costs of living, etc.). Consider the long-term picture when choosing an airline and the opportunity for compen-

sation when staying with that company over the long term.

Fly safely to keep living the dream. ACN

About the Author Brandon Jimenez is a Mercer County Community College graduate, having received his Associate of Arts in Political and Legal Studies. Read More...

October 2018 | 49

FEATURE

Take Control of Your Career With more than 45 years of flight, SkyWest Airlines continues to soar to new heights. The airline has new aircraft, extended flying agreements with four mainline partners (Alaska, American, Delta and United), top training programs as well as new domiciles and maintenance facilities opening across the United States. It can easily be said that SkyWest Airlines has remained the top destination for commercial pilots who are looking to Take Control of Their Careers.

Pilots coming to SkyWest can expect to fly more new planes than any other regional carrier. With a fleet of 445 aircraft – including 19 new jets from January to August and 20 deliveries still expected by the end of 2018 – it’s a perfect time to join SkyWest. Recent announcements this summer continue to put SkyWest at the top, as the company has reached extended agreements with American, Delta and United. In July, SkyWest reached a nine-year agreement with Delta to fly the new 70seat CRJ900 Atmosphere aircraft and agreed to a three-year extension of its 19 CRJ700s with United. SkyWest also secured an agreement with American to fly 20 CRJ700s and added its 20th domicile in Dallas Fort-Worth (DFW).

With one of the top flight training programs in the country, SkyWest’s aviation professionals are highly sought after.

Because of SkyWest’s partnerships with four mainline carriers, SkyWest pilots gain valuable experience and exposure for those wanting to move to a mainline flying career. Each year, SkyWest pilots are hired by the mainline carrier of their choice at the highest rates in the industry. In July, SkyWest reached an agreement with Delta regarding its new guaranteed application review program. This enhanced path for SkyWest pilots is just one of numerous opportunities the company offers to its pilots.

What makes SkyWest so great is its people. The team culture is built on SkyWest’s Guiding Principles of respect, teamwork, service, quality, reliability, fairness and consistency.

This has helped the Company evolve and grow despite some challenging times in the aviation industry. Operating nearly 2,200 flights each day to more than 240 destinations throughout North America, the company continues to soar where others have faltered.

SkyWest’s aviation professionals also have an unparalleled quality of life with 20 domiciles and upgrade times in as little as two years.

SkyWest pilots have incredible benefits, including industryleading 401(k) matching (up to 10%), travel privileges and competitive health care benefits. On top of great pay, SkyWest pilots receive profit-sharing bonuses, operational performance bonuses and financial performance bonuses. This complements a reserve guarantee, competitive overtime rates, cancellation pay and deadhead pay. SkyWest is currently hiring pilots as it continues taking new aircraft. Take Control and apply today to become part of this incredible group of professionals. Simply apply on skywest.com/pilot and a pilot recruiter will reach out to set up a convenient time for your interview. continued

Stability and Success SkyWest Airlines has a stellar reputation of stability and success in the aviation industry.

Throughout more than 45 years of flying, SkyWest has never furloughed a pilot. The industryleading workforce and excellent leadership team have consistently generated solid operational and economic performance, setting the standard for excellence in the regional industry.

Their focus on being the partner, employer and investment of choice has made stability and opportunity hallmarks of SkyWest Airlines.

Q&A with Tracy Gallo VP of Flight Operations

What is the step-by-step process of getting hired at SkyWest?

First, pilots need to fill out the application for a first officer position at skywest.com/pilot. They can apply once they’re within four months of having their hours so they can go through the interview process and reserve a class date while finishing their hours. Once an application is submitted, it is then reviewed by our recruiting teams – typically reaching out to the candidate within two business days. From there, we work to provide them with individual attention and follow up if anything is missing from their application. If the candidate is qualified, our team sets up an interview.

The interview generally lasts several hours. We really want to get to know applicants and test their knowledge about safely operating an aircraft in a 121 environment.

After the interview, we try to notify pilots as quickly as possible of the outcome. Most are contacted within a week of the interview, and some are even awarded a position on the spot. After that, it’s scheduling a class date, including CTP if needed.

Can you talk me through what happens in the typical interview?

Why do you think pilots should come to SkyWest?

Right before the interview starts, we give candidates a brief introduction and let them know what to expect during their interview. We spend some time going through a CRM scenario, and go over their Jeppesen knowledge, aircraft systems, FARs and some general Human Resource questions.

This covers 121 rules, approach procedures, en route chart knowledge and symbology, jet aerodynamics and high-speed flight characteristics and similar topics. After the interview, we debrief and give the candidate feedback - on the spot.

When you’re accepted for employment at SkyWest, you’re accepted into a family of aviators. You’re joining a team of 4,500 pilots who are taking care of each other, who are known for their professionalism, and you’re joining a company with over 45 years of stability. This team has what you’re looking for.

We have a culture of success. There’s a great quality of life here with 20 domicile options, we have the top training program and our pilots have the best career opportunities and really have every door open to them. There isn’t a better place to start your aviation career.

Can you explain the ATP-CTP class that your company offers?

If a pilot applies at SkyWest and passes the interview but still needs their ATP written, we will pay to send them to an ATPCTP course to ensure they meet that requirement.

What is training like at SkyWest?

I’ll be so bold as to say that SkyWest has the industry’s best training, mainline or otherwise. We train with Advance Qualification Program curriculum (AQP) and our certified SkyWest instructors are experienced SkyWest pilots who know what it’s like to fly the line. Our team really is what makes the difference: They’re an incredible group of instructors. Our training, from day one, is focused on professionalism and proficiency for every pilot. From a pilot’s first contact with SkyWest’s training department at our ATP-CTP course, to captain upgrade training, they are being prepared for success.

Our mainline partners regularly state these traits make SkyWest pilots highly desirable recruits.

Take Control of Your Career SkyWest pilots are the top recruits by every major airline in the industry. Why Limit Yourself?

186

CRJ200s

89

CRJ700s

36

CRJ900s

134

E175s

121 Industry Experience Credit Program Get paid for your experience with SkyWest’s 121 Industry Experience Credit Program. SkyWest will start your pay at a year-for-year match! That means every year you have worked at an FAR Part 121 carrier counts towards your compensation and benefits (up to 10 years). This credit applies to pilot pay, 401(k) match, profit sharing bonuses and user/vacation accrual. Plus, all 121 industry-experienced pilots qualify for our $7,500 bonus. Learn more at www.skywest.com/pilot.

Rotor Transition Program SkyWest Airlines is the place for rotor pilots who want to Take Control of Their Careers and transition to airline flying.

SkyWest is now offering rotor transition pilots $20,000 in tuition reimbursement for fixed-wing transition training at the flight school of your choice. Plus, all military pilots qualify for an additional $7,500 bonus. Learn more by visiting skywest.com/RTP.

Pilot Pathway Program Not ready to apply at SkyWest yet? Check out our SkyWest Pilot Pathway Program to start receiving SkyWest benefits like enhanced seniority, a guaranteed final interview and access to pilot mentors. Pilots who are still building hours at flight school or military pilots who are looking to secure plans for the future can benefit, as they have a solid career path created before they even interview for a first officer position. Company seniority for benefits eligibility activates as soon as you’re a cadet. Learn more at skywest.com/ career. ACN

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)

56 | 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

AA

AS

DL

Pay During Training

MALV 7284 or 88*

Single Occupancy, Paid for by company

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

11.D.5.b

5.A.1

A330, A350 B717, B767

HA

Per Diem

Most Number of Junior CA Pilots hired

Pilot Retirements 2018-2033

Union

EFBs

Legacy Airlines AA May/1999 $2.30 Dom** US East $2.80 Int.** Aug/2014

14,738

US West Sep/1998 Oct/2015

Dec/2017

$2.15

2012

1,897

5.A.1

Dec/2017

Dec/2017

February 2014

13,003

Feb/2016

Apr/2016

10,538

APA

iPad

Bases

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

5.E.1

5.B

921

ALPA

iPad Air

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

9,436

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines (Sun Country)

Virgin America (Redwood)

UA

2 Digit Code

*$0.05 increase on Jan 1st.

3 Hours per day, plus per diem

Single Occupancy, Paid for by company

$2.35 Dom* $2.70 Int.*

2006

11,240

3-E

4-G-1, 9-E

4-A

Oct/2015

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

Most Number of Junior CA Pilots hired

8,786

ALPA

iPad

A319, A320, A321

A321, A320, A319, E190

B737

A319, A320, A321

B737NG

A319, A320

Aircraft Types

G4

F9

B6

WN

NK

MMG

Single Occupancy, Paid for by company

$2.00

3.P

6.A

Pilot Retirements 2018-2033

November 2017

873

73

3.Z

Dec/2017

Dec/2017

See Note*

$1.90

November 2014

1180

180

Dec/2017

Dec/2017

See Note*

3,582

840

MMG

No

$2,500 per month

$2.00

Add A, Pg24

Single Occupancy, Paid for by company

E:11/201 3 A:12/201 3

Add A, Pg24

11

Dec/2017

Dec/2017

Feb/2015

89, 87 or 85 TFP*

Single Occupancy, Paid for by company

$2.30 Dom. $2.80 Int.

August 2006

9,074

3,374

4.K.6

4.T.1

4.T.3

Dec/2017

Dec/2017

$1,750*/mo

Single Occupancy, Paid for by company

$2.25

March 2015

1,821

3.D.1

5.A.1

5.B.1

Dec/2017

Dec/2017 289 Aug/2016

SY

MMG

None

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

3.B

5.B.1

5.3

VX

$2,500 per month

None

$2.00

2012

820

10.J.1

3.B.e

10.I.1

Dec/2017

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

2 Digit Code

Most Number of Junior CA Pilots hired

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

Union

EFBs

Major Airlines B757, MD-80, A319, A3220

Notes

Alaska bought Virgin America

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

IBT

iPad

FAPA

ALPA

SWAPA

Bases

AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO

Yes

iPad

Notes

*2018 to 2028

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

ALPA

Contract 2018, as amended

157

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Pilot Retirements 2018-2033

Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

$1,600 per month

Single Occupancy, Paid for by company

$2.40

Dec/2011

3.A.1.f

11.A.7

5.A.3

June/201 7

1,486

October 2018 | 57

Airlines (Sun Country)

B737NG

THE GRID A319, A320

Virgin America (Redwood)

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

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

2012

820

3.B.e

10.I.1

Dec/2017

Dec/2017

Hotel during new hire training

Per Diem

Most Number of Junior CA Pilots hired

157

ALPA

Merging with Alaska Airlines Rule book 2014

Pilot Retirements 2018-2033

Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

ABX Air (ABEX)

B747 B767

B-767

5Y

$1,600 per month

Single Occupancy, Paid for by company

$2.40

Dec/2011

3.A.1.f

11.A.7

5.A.3

June/201 7

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

GB

1,486

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

IBT

20.E.1 FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

FX

$4,000 / mo until activation date* 3.A

Kalitta Air (Connie)

B747

K4

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$1.90 Dom. $2.80 Int.

Sept 2015

281

6.A

Dec/2017

Dec/2017

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

UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG

Single Occupancy, Paid for by company

$2.00 Dom $2.50 Int $3.00*

10.D.1

5.H.1.a.1

12.G.2

1,580

65,741 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem

ALPA

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

ALPA

iPad fixed in plane

Home Based Contract 2016 as amended

2,298

SDF, ANC, MIA, ONT

IPA

*Pacific rim and Europe flights

Contract 2016 as amended

Total Pilots Aircraft Types

2,251

Most Number of Junior CA Pilots hired

38,854 Pilot Retirements 2012-2029

Union

EFBs

Bases

Notes

Contractual Work Rules

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

10/12 or 13* 15.D.3.q

Yes

FAA 117 w/ exceptions

488

5:10

5:10 x days

4.C

15.C

15.G

15.G

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

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

12 or 13 / 12

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

12, max 14* 10, max 12*

430

559

Open time pay

Uniform Reimbursement

Headset Reimbursement

2:1

100%*

100% or 150%**

Initial paid for by company

None

15.E.1

2.QQ

17.I.1

24.O.2

361

508

5-F-1-a Pay Protection

Max Scheduled Duty

1:2 or 1:1.75***

1:3.5

50% air & ground

150%

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

12.A.1.a 12.A.1.b 12.A.2.a

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

5

2

4.H.1

Number of pages in Contract

5x number of days

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

12.J

12.K.1

None

None

12 or 11* 12 or 10*

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

5-G-2

5-G-1

5-G-3

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Yes

FAA 117

195

4 for a RON

12

Yes

14 hours or FAA 117

177

6 for CDO

1:2

3.D

3.D 1:3.75

Initial paid for by company along with certain dry cleaning

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

50%

130%, 150% or 200%**

Company Provided***

3.H

3.E, 3.L, 3.W

50%*

Notes

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:0004:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended *Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company Contract 2014, as ammended

2** or 4.17 GOP****

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

None

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

Contract 2010, as amended

None

Headset Reimbursement

Supplied in AC

Notes

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

Yearly replace 2 shirts, 1 pant and ties as needed.

Contract 2016, as amended

BACK TO CONTENTS

6.4 $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

Major Airlines

58 | Aero Crew News 14.C 3.F Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Trip Duty Rig Trip Rig Credit

None

*Unschedule DH pay s 100%

United Airlines (United)

12 or 13 / 12

Yes

10.G.1

4.B.3

12 / 12 or 13*

Yes

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)

12, max 14* 10, max 12*

361

4.C.1.a

508

5-F-1-a Pay Protection

Max Scheduled Duty

1:4*** GOP****

12 or 11* 12 or 10*

Number of pages in Contract

4.C.2

4.C.3.a.2

5

1:2 or 1:1.75**

1:3.5

5-G-2

5-G-1

5-G-3

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Yes

FAA 117

195

4 for a RON

177

6 for CDO

14.C

3.F

12

Yes

14 hours or FAA 117

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

13/12/15*

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

7.B.1

Contract 2010, as amended

THE GRID

5.E.1

Initial paid for by 100% 50%, 75% or company along Blended pay 100% add with certain dry rate pay*** cleaning 3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

50%

130%, 150% or 200%**

Company Provided***

3.H

3.E, 3.L, 3.W

None

87

235

241

196

159

1:2

3.D

3.D 1:3.75

Headset Reimbursement

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%

4.I.1

4.I.3

4.L

4.S.5

2.A.4

100% or 200%****

Pilot pays for initial uniform, replacements per schedule therafter

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

5**

4.I.2

$30 / pay period max $500

1:4.2

4.C.1.b

4.C.1.c

8.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

-

-

-

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

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

332

None

None

None

1/4.95

12.C ABX Air 13 in 30 14 in 31

15 Hours May be extended to 16 hours

13.D.4

18.C

14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13

8.D, 8.A.3

280

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

19.M.4 466

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

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

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.

Contract 2016, as amended *Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

$200 / year

4 or 4.5**

3.5

None

Notes

2.A.1, 2

100% or 50%***

4

Supplied in AC

6.4 $20/ month

4.G.2.a Avg of 5 per day Add. B.D.5

App. G Number of pages in Contract

50%*

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

None

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

None

*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company.

Contract 2018, as ammended

Supplied in AC

None

Headset Reimbursement

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.

company and every 12 months

Major Airlines

Atlas Air

FedEx Express (FedEx)

100% air, 50% ground

Contractual Work Rules

10.D.1.a

FAA 117

60% GOP****

4.17 GOP****

*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014

Notes

None

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

None

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

30.A.2

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

100%

19.K

19.E

Provided by the company 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

1 hr or 3.65 (on Day off)

50%

150% on days off

$200 after first year. Initial paid by crewmember.

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

*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

October 2018 | 59

Additional Compensation Details

THE GRID Aircraft Types American Airlines (American)

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

Group I*

$116.38

Group II*

$179.48

Group III*

$188.85

Group IV*

$220.65 3.C

72

15.D.1.b

$100,552.32

$170.42

$147,243

$155,070.72

$262.77

$227,033

$163,166.40

$276.50

$238,896

$190,641.60

$323.04

$279,107

HRxMMGx12

15.D.1.b

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

5 H/M** Max 60***

HRxMMGx12

9.B.1.a

10.A & B

$251.00

$225,900

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

5.5 H/M Max 1000

7.A.1

14.B

B737, A319 A320

$168.68

75

$151,812

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

767-3,2, B757 B737-9

$176.74 72

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

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

EMB-190, CRJ-900

3.B.2.d Hawaiian Airlines (Hawaiian)

B717

$121.53

B767 A330

$144.58

3.D

4.B.1.b*

$109,376

$174.11

$156,699

75

$130,119

$207.13

$186,417

3.F

HRxMMGx12

3.C

HRxMMGx12

$208.59

$175,216

$305.39

$256,528

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

A350*

United Airlines (United)

B747, B777 B787 B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700

Aircraft Types

70

$167.89 $161.02

A319, A320, A321*

6.B.1

12.A.1, 2 & 3

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

5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.

$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

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

$148.71

E190

$133.82

B737

A319 A320 A321

B737NG

A320

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

$145.17

A320 family

60 | Aero Crew News Virgin America (Red Wood)

Percentage of health care employee pays

75

$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

Contract 2015, as amended

0%

15%

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

*Coming in 2017, **No max after pilots 59th birthday.

0%

15%

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

$237.50

$205,200

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

20%

Contract 2010, as amended

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

Percentage of health care employee pays

None

4.C

4.C

5% 1:2

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

Contract 2012 as amended

Notes

*The company will match 200% of EE - $134 what the pilot contributes up to 5%.

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

Contract 2016, as amended *A321 coming end of 2015

Disclaimer: Gray blocks16.4 contain contract sections or date 15.B.2 & 3 16.B.2 Reference contract for more

5% 1:1 + 3% None Specified or inaccurate, please 5% consult the most current contract section information

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

$136,115

Contract 2014, as amended

line holder, 75 reserve; **Hours acquired. Data with contract sections may*70 be abbreviated and/ is based on PTO per year.

3.J**

72

1 Day / Month Max 120 Days

Contract 2013, as amended

28.D

4 H/M Max 600 5% at 200%*

10.A

20%

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

HRxMMGx12

$157.54

Notes

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

None

14.D.1

$135,257

3.C*

Sun Country Airlines

7.B.1.a

1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 7.5 H/M without 10-11 = 23 a sick call.

Days 5.65 H/M with a 12-14 = 27 sick call Days Max 1080** 15-18 = 29 Days 19-24 = 33

HRxMMGx12

70

Spirit Airlines (Spirit Wings)

1 Yr = 50 2 Yrs = 75 3 Yrs = 100 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 12-18 =28 days 6 Yrs = 170 19+ = 35 days 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)

Sick Time Accrual

Legacy Airlines

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days

for specific contractual language. Data that do not have a Agreement 2013, Currently in 3.J

12.B.1

14.A.1 4 H/M

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

14.A 5 H/M 80 and 480 Max** 8.B.1

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

$34 to $754 depending on time and accrue 3 H/M unitl 12 months of service, **1% annual plan single, single +1, increases up to 15% or family plan

700 Hrs Max

Appendix A

$144,480

Contract 2016, as amended

19.B.2

5 H/M* email Craig.Pieper@AeroCrewSolutions.com. please 0% 11%**

$141,582

$172.00

period, **Trip for Pay (TFP) is the

this time. If you notice a discrepancy and/or have a correction *New hires start with 33 hours of sick

$168.55

$89,880

negotiations

most up-to-date information, not all sources can be verified at

$94,861

70

3.F.i

unit of compensation received. some form 9.7% and1:1may be inaccurate.

While trying to provide the -

70

$107.00

3.E

1 TFP / 10 TFP** Max 1600 TFP

$112.93

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

3.E

contract section reference number, were *85/87/89 obtained online inin bid TFP based on days

28.C 4%

125% of 6% contributed

28.B.2

27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2

-

-

2%

Contract 2018, as amended

BACK TO CONTENTS

*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014

(United)

B787 B767-400 B767-200 B757-300

B737-8/9, A320 A319, B737-700

Aircraft Types

$208.59

$175,216

$305.39

$256,528

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

$135,257

$235.76

$198,038

70

$167.89 $161.02 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

A319, A320, A321*

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 8.B

$100.01

A320 family

$148.71

E190

$133.82

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

70

3.C*

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

B737

A319 A320 A321

B737NG

A320

Aircraft Types

HRxMMGx12

20%

401(K) Matching (%)

4 H/M Max 600 5% at 200%*

10.A

22-A

24-B-5

401(K) DC

Percentage of health care employee pays

None

4.C

4.C

1 Day / Month Max 120 Days

5% 1:2

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

15.B.2 & 3

16.B.2

16.4

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

3.F.i

3.E

3.E

1 TFP / 10 TFP** Max 1600 TFP

9.7% 1:1

-

11.B.2

12.B.1

19.B.2

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

$157.54

72

$136,115

$237.50

$205,200

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days

5 H/M* 700 Hrs Max

0%

14.A.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

125% of 6% contributed

$149.33

62

$111,102

$213.32

$158,710

>5 = 14 days <6 = 21 days

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

3.A.1

3.B.1**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

B-767

$153.03

68

$124,872.48

$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

19

19.D.1

HRxMMGx12

19

HRxMMGx12

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

85

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

4.A.1***

HRxMMGx12

3.C.1.a

HRxMMGx12

ABX Air

3.C.1.a

10.A >1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days**

11%**

$34 to $754 depending on plan single, single +1, or family plan

28.B.2

27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2

-

-

2%

B747

B757, B767, A300, B747, MD-11

Aircraft Types

*70 line holder, 75 reserve; **Hours is based on PTO per year.

Reference contract for more information 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.

*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended

*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014

401(K) Matching (%)

401(K) DC

Percentage of health care employee pays

10%****

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

Notes

*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%

9.A

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

1-4 = 14 Days 5+ = 21 Days

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

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

Kalitta Air

Contract 2016, as amended

Contract 2016, as amended

28.C 4%

Notes

*A321 coming end of 2015

None Specified

3.J

85

5.A

5% + 3%

3.J**

Contract 2012 as amended

*The company will match 200% of EE - $134 what the pilot contributes up to 5%.

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

5% 1:1

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

$157.36

THE GRID

Cargo Airlines

B747 B767*

UPS (UPS)

16"%

HRxMMGx12

Atlas Air

FedEx Express (FedEx)

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

$145.17

4.3

Southwest Airlines (Southwest)

0%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.

Additional Compensation Details

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

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

64

$129,562

$249.67

$191,747

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

401(K) DC

Percentage of health care employee pays

$212.69

75

$207,373

$300.00

$292,500

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

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

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

None

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

9.C.3 *Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family.

Contract 2016 as amended

Notes

October 2018 | 61

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

BWI DCA

ACY

MYR

CLT ATL

DFW

DAL VPS IAH

ANC

PIT

LGA JFK

AVL

MEM IWA

EWR PHL

IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

62 | 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

Allegiant Air

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

Delta Air Lines

Alaska Airlines

AVL

Asheville, NC

United Airlines

United Airlines

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

Virgin America

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

FedEx Express

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

LGA

New York City, NY

American Airlines

BOS

Boston, MA

Spirit Airlines

Delta Air Lines

PHX

Phoenix, AZ

American Airlines

GUM Guam

United Airlines

American Airlines

JetBlue Airways

United Airlines

LGB

Long Beach, CA

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

JetBlue Airways

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

MCO Orlando, FL

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

JetBlue Airways

PIT

Pittsburgh, PA

FedEx Express

Hawaiian Airlines

Southwest Airlines

Allegiant Air

CLE

Cleveland, OH

Allegiant Air

Frontier Airlines

SDF

Louisville, KY

United Airlines

HOU

Houston, TX

MDW Chicago, IL

UPS

CLT

Charlotte, NC

Southwest Airlines

SEA

Seattle, WA

American Airlines

IAD

Washington, DC

MEM Memphis, TN

Alaska Airlines

CVG

Cincinnati, OH

United Airlines

FedEx Express

Delta Air Lines

Allegiant Air

IAH

Houston, TX

MIA

Miami, FL

SFB

Orlando, FL

Delta Air Lines

United Airlines

American Airlines

Allegiant Air

DAL

Dallas, TX

IND

Indianapolis, IN

UPS

SFO

San Francisco, CA

Southwest Airlines

FedEx Express

MSP

Minneapolis, MN

United Airlines

Virgin America

IWA

Phoenix, AZ

Delta Air Lines

Virgin America

DCA

Washington, DC

Allegiant Air

Sun Country

SLC

Salt Lake City, UT

American Airlines

JFK

New York City, NY

MYR

Myrtle Beach, SC

Delta Air Lines

DEN

Denver, CO

American Airlines

Allegiant Air

STL

St. Louis, MO

United Airlines

Delta Air Lines

OAK

Oakland, CA

American Airlines

Frontier Airlines

JetBlue Airways

Allegiant Air

VPS

Fort Walton, FL

Southwest Airlines

Virgin America

Southwest Airlines

Allegiant Air

DFW

Dallas, TX

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

October 2018 | 63

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)

64 | 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

3.A

HRxMMGx12

24.B

-

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

CRJ-200*

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

$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%*

8.A

3.75 H/M Max 375

P

em

32 (35

10+ = 3.5%

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

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 CRJ-200

EV

$40,000*, $1,000 Referral, EQO**

CRJ-200 CRJ-700 CRJ-900

EV

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

OO

Feb/15

$7,500 w/ CRJ type*, Paid for by $1,000 $300 / week company; single Referral, occupancy $10,000 Ret.**** Online

SkyWest Airlines (Skywest)

$7,500* Referral up to $4,000

3.C.1

65 Hours

3008.19.A Republic Airway (Republic) EMB-170 EMB-175

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Endeavor)

YX

MQ

2 Digit Code

CRJ-200 CRJ900

$17,500*

Up to $22,100* plus $20,000 retention bonus**

3015.6.A.1

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

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

4.C.2

Dec/2017

$1.85/hr

June 2007**

5.A.1

Sep/2017

United

EFBs

ALPA

Surface 3 LTE

Delta***, American

4,550

$2.05/hr Dom $2.60/hr Int.***

March 2016

2,221

4.B.1

Aug/201

Aug/2018

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

*Up to $40,000 company discreation; **EQO = Earned EWR, IAH, ORD, Quartely Overide, $10,000 for FO's $8,000 for CA per year paid out CLE each quarter, restrictions apply.

ALPA

Surface 3 LTE

ATL, DFW, DTW, LGA***

Sept 2017

2,173

Dec/2017

Dec/2017

9E

$10,000*

OH

Single MMG, but Occupancy paid no per diem by company

United, American, Alaska, Delta

United, American, Delta

None

IBT

Surface 3 LTE

iPad Air

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. PHX, PSP, SEA, SFO, SLC, TUS SGU**

CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH

October 2017

1,905

5.D.1

Dec/2017

Dec/2017

$1.75/hr

November 2016

1,582

5.A.1

Dec/2017

Dec/2017

Paid for by company; single occupancy

$1.60/hr

March 2017

1,220

5.B.1

5.A.2

Dec/2017

Dec/2017

3.D.1, 5.D.4

$16,520, $38.50 / HR Paid for by $5,000*, MMG & Per company; single $1000**, Diem occupancy $20,000***

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

CRJ-200

DH-8-Q400 ERJ-175*

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

YV

ZW

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

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

2.5 hours per day

Paid for by $1.75/hr company; single dom Jan, 2014 occupancy $1.80/hr int

534

Website

4.C

5.A.1

LOA 37

Dec/2017

Dec/2017

QX

None

16 credit hours per week & per diem

Paid for by company; double occupancy**

$1.80/hr

June 2018

840

5.I.4

6.C

5.G.1

Aug/2018

Aug/2018

CP

$17,500 Signing $1,500 Referal Bonus

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

October 2015

659

3.H, 5.B

5.B.3

5.B.1

Dec/2017

Dec/2017

G7

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

$23/hr @ 60 hr

Paid for by company; single occupancy

$1.60/hr

December 2017

600

Jan/2017

5.B.3

6.C

5.O

Dec/2017

Dec/2017

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

2 Digit Code

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 DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.

Contract 2003 as amended

Union

EFBs

Bases

Delta

ALPA

iPad 2**

JFK, DTW, MSP, LGA, ATL

DH-8-100 DH-8-300

PI

$15,000

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

$1.70/hr

American

350

Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied

ALPA

iPad

CLT, DCA, CVG DAY, TYS, PHL ORF

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

Contract 2013 as amended

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

ALPA

iPad

Alaska

IBT

iPad 2

Delta, American

ALPA

iPad

ORD, IAD, MKE

*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list.

*By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums.

Contract 2012 as amended

PHX, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Junior CA Pilots For: hired

January

Notes

Contract 2013 as amended

Union

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.

Contract 2015

Most Number of Do Business Junior CA Pilots For: hired

$1.80/hr

*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; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;

Dec/2017

Dec/2017

4.B

Notes

Contract 2018 as amended

Dec/2017

4.A

Bases

2,530

3009.1.A

$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024

3.F.1

Horizon Air (Horizon Air)

$1.95/hr

Sept 2011

Online

Online

CRJ-200 CRJ-700 CRJ-900

Air Wisconsin (Wisconsin)

Union

500 - 2,000 Pilots

PSA Airlines (Bluestreak)

Mesa Airlines (Air Shuttle)

Most Number of Do Business Junior CA Pilots For: hired

Paid for by company; dual occupancy, $1.95 February Company will Eff. 7/1/2017 2017 pay 50% for single room

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

Per Diem

Over 2,000 Pilots $300 / week & $1,400 Paid for by per diem to company; single checkride, occupancy then MMG

Online ExpressJet (LASA) (Accey)

Hotel during new hire training

THE GRID

American

ALPA

PHL, MDT,

Notes

October 2018 | 65

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

(Compass)

THE GRID GoJet Airlines (Lindbergh)

EMB-175

CP

CRJ-700 CRJ-900*

G7

Aircraft Types

Signing $1,500 Referal Bonus

MMG & Per Diem*

company; double occupancy

October 2015

$1.65/hr**

ALPA

iPad

5.B.3

5.B.1

Dec/2017

Dec/2017

$23/hr @ 60 hr

Paid for by company; single occupancy

$1.60/hr

December 2017

600

Jan/2017

5.B.3

6.C

5.O

Dec/2017

Dec/2017

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

United, Delta

sims; **DOS + 24 Mos. $1.70,

PHX, LAX, SEA

General Information

3.H, 5.B $12,000** $5,000***

2 Digit Code

Delta, American

659

Contract 2014 as amended *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 Junior CA Pilots For: hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

ERJ-145

Cape Air (Kap)

ATR-42 C402 BN2

Silver Airways (Silverwings)

Saab 340b

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

Peninsula Airways (Penisula) Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)

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

PI

AX

350

LOA 16

5.D.4

5.A.3

5.D.1

Dec/2017

Dec/2017

$30,000*

$35.81 @ 75 hrs or 4 hours per day

Paid for by company; Single occupancy

$1.90/hr

June 2016

600

3.C.1

5.A.1

5.C.1

Dec/2017

Jun/2016

40 Hours per week

Paid for by company; Single occupancy

3.K.A

6.E.5.A

9K

None

3M

$1.70/hr

January 2017

Upon $37/overnigh Reaching t ATP Mins

Paid for by MMG & Per company; single Diem occupancy

$12,000*

$9 - $12.50 per hour* $35 / Day Per Diem

Paid for by company; Single occupancy

Up to $15,000*

MMG

Paid for by company; single occupancy

Online

3.G

5.A.8

AM

None

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

C5

Saab 340A, Saab 340B*

KS

DH-8-300 S340

BB

100

6.G.1

Dec/2016

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

American

Contract 2013 as amended United, American

ALPA

iPad

IAD, STL, ORD DEN, RDU

No

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

185

Oct/2015

Oct/2015

$1.80/hr

Apr/2017

291

5.B.3

Dec/2017

Dec/2017

$50/day

2012

120

*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

Hyannis Air Service DBA Cape Air

IBT

Dec/2016

Immediate

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

PHL, MDT, ROA, SBY

ALPA

Self**

HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended

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

FLL, TPA, MCO, IAD

IBT

Contract 2011 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

None

iPad

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

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

United

ALPA

None

EWR, IAD, BTV**

Contract 2015 as amended None

*$1,100/Mo. Base Salary

ANC, BOS

Need contract

Oct/2014 $30/dom, $50/int

January 2013

90

SJU, STX Need contract

Oct/2014 C208, C207, PA31, B1900 DH-8

Q-400

7H

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

WP

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

Total Pilots Aircraft Types

2 Digit Code

Sign on Bonus

$40.00 per over night

March 2015**

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

Per Diem

*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

215

Ravn Alaska

None

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

ANC

Need contract

Jun/2017 Codeshare with UAL

70

ALPA

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

HNL

Contract 2016 as amended

Nov/2017

20,809

Most Number of Do Business Junior CA Pilots For: hired

Union

EFBs

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots 2 hr 15 hours DPM***; min per 4 3.75 on day trip day off

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

3008.12.A

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

12*

Yes**

14

438*****

4:12

See Trip Rig

1:2

1:4

75%

100%, 150%, and 200%***

Provided by company****

23.E.1

3.E & F

23.C.1

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

Yes*

11 or 13; 15**

276

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

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

-

FAA Part 117

616

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

150% 200%**

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

14

501

4

None

None

*Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max

Contract 2015

Contract 2003 as amended

Notes

BACK TO CONTENTS

500 - 2,000 Pilots Yes

Contract 2007 as amended, Currently in negotiations

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

Yes

12

*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty;

Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA

11

25 Hours 5 Day Trip

Contract 2018 as amended

-

Pilots pay 50% except leather jacket 100%

Min Trip Duty Rig Trip Rig Credit

Notes

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

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

12/12 or 11 for reserve in 30 day month

66 | Aero Crew News Endeavor Air (Endeavor)

Pay Protection

100%

None

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

2018 LOA

Envoy formally American Eagle (Envoy)

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

23.E.1

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

Contractual Work Rules

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

-

-

-

Min Trip Duty Rig Trip Rig Credit

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Peninsula Airways (Penisula)

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

THE GRID

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

500 - 2,000 Pilots 150% 200%**

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

None

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

$400****

None

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

-

501

4

3.R.4

3.N.1

12.H.1

-

3.H.1

-

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

100% or 200%**

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

None

187

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

25.E.8.a

3.D

13*

7.A.4.a

None

None

None

None

62.5%

-

-

-

6.A

3.H.9

5.E.2

-

294

3 hours or Duty Rig

See Trip Rig

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

12.B.1

-

3.C.1.c

-

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

Yes

FAA Part 117

239

4**

See Trip Rig

50%***

25****

100%

150% or 200*****

$200

None

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.4.2.d

26.M.5.A

-

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 Credit

Min Trip Duty Rig Trip Rig 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*

25.C.2,3 & 4

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

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

100%

14

FAA Part 117

Notes

None

Yes

Yes*

Contract 2003 as amended

None

12

25 Hours 5 Day Trip

11

Contract 2015

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

3.K

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

-

None

None

75% air; 50% ground

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

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

12 line holders 11 reserves

Yes*

14

246

4**

None

None

None

100%

150% 200%***

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

3.F

12.E.1

-

LOA 2011-07

-

-

-

3.H.1

3.E.2

5.F.3

-

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

Yes as needed

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

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

Reasonable amount.

-

25.A.5

Contract 2012 as amended

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.

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

11

Yes*

14

161

3, 4 on lost day

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

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

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

*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

5 on 2 off 13

Number of pages in Contract

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

*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

October 2018 | 67

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$47.87

$43,083

$105.06

$94,554

70-76 Seat A/C****

$47.87

-

3.A.1

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

Republic Airways (Republic or Shuttle)

EMB-170 EMB-175

Envoy formally American Eagle (Envoy)

Endeavor Air (Endeavor)

Mesa Airlines (Air Shuttle)

EMB-145

3.B.1

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

LOA 9

$57.43

3-1

4.A

75

3008.5.A.3 *

75

3.K.1

25.A.2

<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days

0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500

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

None

30%

27.A.1*

27.A.1

28.A.3

HRxMMGx12

$41,796

$101.80

$91,620

$43,632

$109.33

$98,397

HRxMMGx12

3.A

HRxMMGx12

7.A.1

14.A.1

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs

After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***

HRxMMGx12

3027.1

HRxMMGx12

3011.1**

3012.1

$51,687

HRxMMGx12

$129.39

3-1 $89.12

$116,451

HRxMMGx12 $80,208

75

$35,802

$93.90

$84,510

-

LOA**

LOA

HRxMMGx12

LOA*

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

EMB-175

7.A

3.A.1

PDO* 1 Yr = 4.25 H/M 1 = 12.6 days 2 Yr = 4.94 H/M 2 = 13.65 days 3 Yr = 5.55 H/M 3 = 14.7 days 4 = 15.75 days 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 5 = 16.8 days 10-12 Yr = 12.00 6 = 17.85 days H/M 7 = 18.9 days 13-15 Yr = 9.30 8 = 22.05 days H/M 9 = 23.1 days 16+ Yr = 10.00 H/M 10 = 24.15 No Max 8.A.1***

8.A.1

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

9.A

No. of Vacation weeks & Sick Time Accrual accrual

None

CRJ-200

$65.74

CRJ-900

$67.09

-

3.A.1

CRJ-200

$41.78

4.A

14.E

None

28.B**

28.B

28.A.3.b

401(K) Matching (%)

401(K) DC

Percentage of health care employee pays

$43.29

-

3.A.1

4.A

7.A.3.b

14.A

28.B

28.B

27.A.2

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

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

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

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

27%

$122.20

$109,980

HRxMMGx12

3.A.1

$37,602

$98.37

$38,961

$106.67

$96,003

HRxMMGx12

3.A.1

HRxMMGx12

$92.58

$84,433

C700/E170

$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

None

7.A

14.A

28.C**

28.C

27.B.4

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

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

-

24.A

3%

25%

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

3.75 H/M Max 375

7.B.2

14.A.1

< 5 = 14 days > 5 = 28 days

3 H/M

-

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

Q-400 ERJ-175

$49.43

80.5

$41,383

$119.19

$99,786

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days

3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5% 28.B**

28.A

27.D.2.a

6%

None

Company Discretion

14.A.1

27.C

27.C

27.A

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

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

None

29% Employee, 34% Family

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

27.D.1

27.D

401(K) Matching (%)

401(K) DC

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

68 | Aero Crew News

MMG

Base Pay

Top CA pay

Base Pay

Aircraft Types

FO Top Out Pay (Hourly)

13.A.1

14.A

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

50% Match:

*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.

Contract 2015

Contract 2003 as amended

Notes

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

$88,533

$60,381

C200/E145

100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**

Contract 2007 as amended, Currently in negotiations

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

HRxMMGx12

$105,930

Contract 2018 as amended

Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day.

25% for PHP Pilot Health Plan

3.5 H/M

$117.70

75

CRJ-700 CRJ-900

38%

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

$59,166

*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. ****New contract scope includes 20 E175s to be flown for UAL.

35% for TPO Traditional PPO Plan

14.K

<1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = 1-2yrs = 7 dys 5-9 = 5.25% 3.5hrs/month; >2yrs = 14 dys 10-14 = 6.4% >7yrs = 21 dys >5 yrs = 4hrs/month 15-19 = 7% >16yrs = 28 dys 20+ = 8% 8

None

-

1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%

Notes

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

500-2,000 Pilots

CRJ-700

Piedmont Airlines (Piedmont)

25.B.2

8.A.1

HRxMMGx12

C900-C

Horizon Air (Horizon Air)

30%

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

$99,432

$39.78

C900/E175

Air Wisconsin (Wisconsin)

<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)

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

$110.48

75

PSA Airlines (Bluestreak)

401(K) DC

<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting*

$43,083

75

SkyWest Airlines (Skywest)

Percentage of health care employee pays

401(K) Matching (%)

Over 2,000 Pilots EMB-145, CRJ-200

75

ExpressJet (LASA) (Accey)

No. of Vacation weeks & Sick Time Accrual accrual

27.B.2

Contract 2013 as amended

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

Contract 2013 as amended

Contract 2017 as amended

*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended *MMG based on 35 day bid period.

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

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

Notes

BACK TO CONTENTS

*50% match based on YOS, **See chart at referenced contract section;

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Peninsula Airways (Penisula)

-

App. A.D

5.B.1

E-170, E-175

$45.80

75

-

3.D

4.A.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.C

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

$41,220

$111.24

$100,116

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

27.D.1

27.D

401(K) Matching (%)

401(K) DC

Percentage of health care employee pays

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

1%

Set amount** 2016 Max 17%

Additional Compensation Details

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

13.A.1

14.A

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

27.B.2

$40.33

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

28.B.3

27.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

ERJ-145

$45.67

75

$41,103

$106.07

$95,463

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

ATR-42, C402, BN2

$12.72

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

30.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

Saab 340A, Saab 340B* $44.00 $40.00

75

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

B1900, DH-8

THE GRID

Contract 2014 as amended

Notes

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

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

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

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

Contract 2011 as amended

*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

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

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

Q-100, Q-300

4 H/M

Contract 2012 as amended

HRxMMGx12 $64.00

60

-

$37,440

*Based on profitability

Yes*

Need contract

HRxMMGx12 $117.00

HRxMMGx12

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

HRxMMGx12

Q-400

$61.88

80

$59,405

$123.60

$118,656

< 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%

-

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 & Sick Time Accrual 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 Percentage of health care employee pays

Contract 2016 as amended

Notes

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

October 2018 | 69

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP MKE

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

BUF DTW CLE

LAN

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

70 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

THE GRID CVG Cincinnati, OH

Ameriflight, LLC

PSA Airlines DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

PSA Airlines DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

ExpressJet Airlines

Republic Airways

Endeavor Air MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MKE Milwaukee, WI

Air Wisconsin MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS Massena, NY

Cape Air

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

Cape Air MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines

Air Wisconsin ORF Norfolk, VA

PSA Airlines OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

PSA Airlines

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air

ROA

RUT

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

October 2018 | 71

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

72 | 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

October 2018 | 73

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

Career Services Application Review Resume Critique

Career Consulting Interview Prep

Upcoming Virtual Pilot Job Fairs Friday, October 26th, 2018

AeroCrewSolutions.com

Mail@AeroCrewSolutions.com