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contents Oc t ober 2019
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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.
Also Featuring: Letter from the Publisher
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Aviator Bulletins
10
See a Need, Sew a Need
18
Top 10 ways to Blow an Airline Interview ( So You Don’t)
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the grid New Airline
Updated
Flight Attendant
The Mainline Grid
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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
50
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 Kalitta Air
The Flight Attendant Grid
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Omni Air UPS
General Information Work Rules Additional Compensation Details
October 2019 | 5
THE NEWEST PILOT UNIFORM COMPANY WWW.JETSEAM.COM 888-600-3123
United’s Regional Leader On-time Performance and Customer Satisfaction Enroll in United’s Career Path Program Earn up to $57,000 in Bonuses
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PilotRecruiting@airwis.com
Operating as
Dear readers, Over the last month, we received 70 amazing photo entries for the Aero Crew News / LogTen Pro photography contest! Unfortunately, there can only be one grand prize winner. We have narrowed the list to our top ten picks from which you can select your favorite. With this issue, we are inviting you to view the top contenders and vote for the one you believe should be the grand prize winner. Please follow this link (http://bit.ly/acn-ltp-win) to vote! Don’t delay – voting closes 15 October. The grand prize winner will be announced in the November issue. I also encourage you to read about the new Aero Crew Solutions Mobile Recruitment Application that promises to revolutionize the way contract pilots are identified, hired, and paid. This might be the hassle-free solution for contract pilots to increase their earning potential while being in control of their schedule all with the ease of some keystrokes on your phone. Check it out. Your comments are always welcome at info@aerocrewnews.com. Fly safe,
Craig D. Pieper Craig D. 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 Embry-Riddle Aeronautical University in 2001. Craig is also a First Officer for a major airline with a type rating in the Boeing 737 & Embraer 145 and has logged over 8,000 hours of flying time since his introductory flight on November 14th, 1992.
September 2019 Last month, we took a look at pilots helping others by volunteering their time, talents and their planes to
CREDITS
transport people in need. I encouraged you to read the feature to gain an understanding of the heroic work done by these aviators. For those who volunteer in this way, we all thank you.
Also last month we observed another anniversary
of 9/11 and we were all reminded of the devastation and destruction of that tragic day. Imbedded in my memory is the smoke rising from NYC that could be seen for miles and miles. Never Forget. To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/
Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design Michelle Harvey Additional Contributors Anthony Lorenti, Reini Thijssen, Mike Davis, Charlie Mattingly, Scott Rehn, Kristopher Olsen Aviator Bulletins Provided by the companies listed Photographs By Photographs as noted. Grid Updates Email: GridUpdates@AeroCrewNews.com Social Media Marketing By Aero Crew Marketing Nate Racine, Tyler Sutton Aerocrewsolutions.com/marketing
Š 2019 Aero Crew News, All Rights Reserved.
October 2019 | 9
AVIATOR BULLETINS
United Airlines Hosts Second Annual Pilot Expo in Denver Earlier this month, United Airlines hosted its second annual, invitation-only pilot expo in Denver at their Flight Training Center. Over 460 pilots attended who were met by over 30 pilot recruiters. After listening to presentations by Flight Operations leaders, each pilot was invited to a 10 to 15 minute one-on-one conversation with a pilot recruiter to review their résumé and qualifications. United Airlines also invited representatives from Women in Aviation International (WAI), Organization of Black Aerospace Professionals (OBAP), National Gay Pilots Association (NGPA), Latino Pilots Association (LPA), and Professional Asian Pilots Association (PAPA) to meet with these pilots during the expo. Also attending were United’s Manpower Planning department and United pilots representing the Military Business Resource Group. The two-day Pilot Expo was extremely well received by attendees and deemed a successful event by United Airlines.
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Envoy & TWU Reach Agreement on Dispatcher Contract Tentative agreement provides for pay raises, enhanced work rules and more IRVING, Texas, Sept. 10, 2019 – Envoy Air Inc., the
Full details of the Tentative Agreement will be
largest wholly owned regional airline subsidiary of
provided to the membership by the TWU and sent to
American Airlines Group (AAG) announced it has reached
employees for ratification.
a tentative agreement with the Transport Workers Union (TWU) representing the carrier’s Dispatchers.
“The TWU is proud to have reached an agreement that benefits both our long-tenured and newer TWU members.
Representatives from Envoy and the TWU negotiated
It provides better wages, long term job security and
a six-year agreement that raises wages, enhances work
returns our long-tenured members back as leaders within
rules, improves benefits, and recognizes the valuable
the industry,” said TWU Air Division Director Mike Mayes.
contributions of our Aircraft Dispatch employees who work
“Ratification and retention bonuses will provide members
in the carrier’s Systems Operation Control center, pre-
and their families some extra cushioning – paving a path
planning and dispatching Envoy’s 1,000 daily flights.
to stability for our TWU Dispatchers now and for future generations to come.”
“My thanks to the negotiating teams at Envoy and the TWU for their efforts to reach a mutually beneficial
“Envoy’s Dispatchers and Operations Coordinators play
agreement,” said Dee Temples, Senior Vice President
a crucial role in the safe and successful operation of our
Air Operations. “Much work and discussion went into
company on a daily basis,” added Temples. “We look forward
creating an agreement that would support Envoy’s growth
to this deal’s ratification, so our employees can begin
and create a stronger and more collaborative working
receiving the enhanced compensation as soon as possible.”
relationship for years to come.”
October 2019 | 11
AVIATOR BULLETINS
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Jet Linx Opens Flagship New York Private Terminal at Teterboro Airport Leader in Private Aviation Introduces Forbes Travel Guide Five-Star Standards At Its Newest Base Location
N
ew York, New York – September 26, 2019 – Jet Linx, the preeminent private jet management and Jet Card membership company in the United States, today announced the highly-anticipated grand opening of its New York private terminal at Teterboro Airport. The new private terminal is the Company’s 18th base location nationwide, the first in the tri-state metropolitan area and its first location to be trained and certified in its new proprietary service standards developed by Forbes Travel Guide, based on the same FiveStar service standards the company uses to rate the finest hotels, restaurants and spas. The announcement was made by Jamie Walker, President & Chief Executive Officer of Jet Linx.
“We are thrilled to announce the opening of our New York private terminal, offering the greater New York, New Jersey and Connecticut area the benefit of our unique and unparalleled local service model,” said Mr. Walker. “We are dedicated to serving our clients in a way no other private aviation business can, by providing our aircraft owners and our Jet Card members with guaranteed private jet services on a local scale to personally serve each client’s individual needs. We’re excited to introduce Jet Linx and our Forbes Travel Guide Five-Star standards to the local community.” Since the Company’s inception in Omaha, Nebraska in 1999, Jet Linx has limited its service to only serve communities where it has established a private terminal location in order to provide a personalized local service experience. After 10 years of building and refining its Omaha location, in 2009 Jet Linx began expanding its local service offering to other cities across the country. Now, 20 years after founding the company and expanding outside of Omaha, Jet Linx is entering the New York marketplace. To ensure Jet Linx establishes itself as a local company when entering a new market location, the Company partners with influential business leaders in the local community to better navigate the uniqueness of each individual market. Jet Linx New York is being opened in partnership with The Radcliff Companies, a New York-based private investment firm, which brings its local knowledge and support to better serve Jet Linx clients in the New York, New Jersey and Connecticut tri-state area.
October 2019 | 13
AVIATOR BULLETINS “Jet Linx is one of a kind: the only company that couples world-class operational excellence with a bespoke, local customer service experience. Today, we have raised the bar for New York, offering a tasteful, thoughtful private terminal space with a global brand standard. We are excited to elevate the client experience and bring it to the New York region,” said Isaac C. Flanagan, Base Partner & President for Jet Linx New York. Located in Teterboro, New Jersey, just 12 miles from midtown Manhattan, the Jet Linx New York private terminal provides maximum convenience and accessibility for its clientele in New York City. Designed by the esteemed Paul Bennett Architects, the 3,000-square-foot space features an intimate and stylish environment, with a bright comfortable and warm aesthetic, including such decorative elements as teak wood, cognac leather and fluted glass. The new private terminal has a central lounge area as well as several individual seating areas, private conference facility, a fully equipped kitchen and dedicated hospitality area. Jet Linx recently announced a groundbreaking and unprecedented partnership with Forbes Travel Guide – the world renowned and only independent, global rating system for luxury hotels, restaurants and spas – which provides support services for industries that prioritize service excellence. The collaboration exclusively enables Jet Linx to establish and implement Forbes Travel Guide’s preeminent and unparalleled standards of service excellence in private aviation, as well as partner with Forbes Travel Guide in the creation of customized, proprietary Jet Linx standards of excellence. The grand opening of Jet Linx New York was catered by world renowned Chef Nobu Matsuhisa’s eponymous restaurant and featured a live performance by acclaimed singer-songwriter Alexa Ray Joel. The exclusive performance from Joel – who can often be found performing with her father, Billy Joel, at his monthly Madison Square Garden residency – comes ahead of her return to the famed Café Carlyle for her seventh engagement on October 1-5. Guests, many of whom arrived by helicopter service provided by Jet Linx, were also able to preview several aircraft in the Jet Linx fleet including world-class Dassault Falcon 8X and Bombardier Challenger 350 business jets. Following the grand opening celebration, Jet Linx conducted its first day of operation from its newly completed Teterboro Airport location by hosting an inaugural Aviation Safety Symposium, an industry event dedicated to collaboratively advancing the safety standards, operations and culture of the aviation industry in order to build a safer future for all. The 2019 Aviation Safety Symposium welcomed over two dozen leaders from the aviation community to discuss safety culture, management and risk. In addition to presentations from Sheryl Clarke, Jet Linx Director of Safety & Security, the Symposium featured keynote addresses from Tony Kern, Chief Learning Officer of Convergent, and Don Chupp, President & CEO of Fireside Partners. Jet Linx is dedicated to delivering the highest standard of safety and strives to advance the best safety practices and standards of excellence across the entire industry through events such as the Aviation Safety Symposium and the annual Jet Linx all-company Safety Summit.
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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.
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T HE WO RL D ’S LA R G E S T N E T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCO M 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
See a Need – Sew a Need b y J e t S e a m Pa r t n e r s
Editor’s note: The three partners of the clothing manufacturing company travel, domestically and internationally. On one such trip, one of the partners sat next to a pilot deadheading home and they discussed the limited uniform options. Later, while the partners discussed new markets, the idea was floated to look into pilot uniform shirts and pants in an effort to improve upon the problems in quality control, fabric fit and performance that was evident with other brands. Soon, JetSeam was launched.
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W
hen people ask what I do for a living, I tell them I make clothing. Usually, they next line they offer is to ask if I am a fan of Project Runway, or they tell me they have the best idea for a t-shirt line. I have had these conversations more times than I can count, but neither applies. I put together teams of professionals and together we build high quality products that we believe are better than what is currently on the market. JetSeam started this way. We want to innovate and use our experience and knowledge to bring pilot uniforms into a new era.
make it unique, and how can we elevate the product? How can we innovate in a stagnant field and provide better quality and a better fit at a reasonable cost? How can we control our process and make it replicable to ensure the customer always receives a product that is identical to the last? These are the questions we set out to answer when we designed the new JetSeam line.
Design, engineering and production The clothing manufacturing process is complex and
Our first collection has been manufactured to be a blend between the traditional look and a modern fit. Using new fabric blends and different cuts, we can state that the fit and performance is different from what was previously available. In the future, we hope to introduce new models, new fabrics, and continue to innovate in a market where stoic tradition has reigned for decades. The great people who pilot our flights inspire us to be the best. Our team of three management partners has flown safely over three million miles. Trust me, we are your biggest fans.
Questions to answer
requires many different experts and hundreds of people. We start with a qualified designer to create the blueprints for each of our products. Like a house, every item must have a guide for how it is to be made. How long the sleeves should be, what type of stitch to use on a hem, what size button to use on the cuff, etc. The list of details and sketches come together into a packet to deliver to the factory. Next, we call on fabric experts to create a fabric for each item. The list of details continues to grow as we look at what the fabric should be made of, how heavy it should be, and how it should be cleaned.. The composition of the fabric is also very important. Natural fibers and manmade fibers each have their pros and cons, and when the two are blended, a new set of issues emerges that must be taken into account. This is the single most difficult
What makes clothing great? What makes us love a
decision within the project. The fabric will make or break a
piece enough to call it our favorite shirt, or best pants
project the moment an item is touched. You can have the
ever purchased? What makes a uniform a pleasure to wear
best fitting shirt in the world, but if the fabric doesn’t feel
instead of a mandate? What can be done to a uniform to
right, chances are it will not be worn
October 2019 | 19
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We have made it this far, but who is going to make the
To make great clothing, you start by listening to your
product? There are thousands of factories in the world,
customer base and selecting experts who all have the
so how do you select the right one? Strong relationships
intent of making top-of-the-line products. Then, you detail
in this business make it easier to answer the question,
a production plan and timeline to execute on every detail.
but it is never simple. Issues like size of the order, factory
Lastly, you present your product into the market and
location, factory expertise, and now trade wars, are among
deliver your message. Our message is simple: We want to
the challenges when setting up to succeed with a factory.
be your favorite.
Samples, refinement, production and delivery Once the blueprint is created, the fabric has been selected and a factory identified, the sampling begins. The best way to validate a product is to try it in real life with real pilots and receive their honest feedback. Round after round of samples need to be tried on, measured, refined and field tested. The last sample comes just before production begins – the last chance to make changes. Once the green light is given, hundreds of people go to
Maybe you are already wearing JetSeam. Maybe you have heard about our products from colleagues but haven’t yet tried them for yourself. We invite you to give us a shot – and we’d love to hear about your experience – the good and any less-than-expected you might encounter. We continuously strive to improve, and the more we know the better we can be. Find JetSeam at https://jetseam.com. You can easily contact us from the link at the bottom of our homepage.
Supporting Miracle Flights
work on the final product. Transport of raw materials, fabric mills weaving and knitting fabric, workers cutting
We believe in being a company with a social
the patterns, sewers, quality control, ironing, packing and
conscience, too. JetSeam supports Miracle Flights
transport of the final goods are all operations done by
by donating one percent of all sales to this worthy
people. Rewards come when these teams work together,
organization. Miracle Flights provides free commercial
and the items arrive at the warehouse ready to be shipped
flights to those in need of life-changing medical care not
to the customer.
available in their communities. Learn more about Miracle Flights at http://miracleflights.org.
October 2019 | 21
PERSPECTIVES
Crew Resource Management Outside the Flight Deck Using industry resources to promote safety and professional development Wr i t t e n By K r is t opher Ol son
C
rew Resource Management (CRM) is a concept familiar to all pilots. In Advisory Circular (AC) 120-51E, the Federal Aviation Administration (FAA) defines it as “the effective use of all available resources.” In this context, the FAA is thinking pilots using all available “human resources, hardware, and information.. CRM is something all pilots learn, but what sort of “human resources, hardware and information” do pilots have outside of the flight deck? The answer is quite a bit.
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Your company’s benefits can include things such as health insurance, dental insurance, short-term and
• National Gay Pilots Association (NGPA) https://www.ngpa.org
long-term disability insurance, FMLA, and various forms of
• The Ninety Nines, Inc. https://www.ninety-nines.org
paid or unpaid leave-of-absences. Every pilot should be
• Organization of Black Aerospace Professionals
generally aware which of these resources are available, and generally how they provide support. Look to your Collective Bargaining Agreement (CBA or Contract) or Employee Handbook for more details.
(OBAP) https://www.obap.org • Aircraft Owners and Pilots Association (AOPA) https://www.aopa.org • Experimental Aircraft Association (EAA) https://www.eaa.org/eaa
Pilots are often unaware what resources their union provides. All unions negotiate work rules, pay raises and benefits but most airline unions also offer dispute resolution (Professional Standards), assistance and support
• Latino Pilots Association (LPA) http://www.latinopilot.org • Professional Asian Pilots Association (PAPA) http://www.asianpilots.org
after incidents (CIRP), relief from substance dependency (HIMS), mental health support (CHOCKS), as well as
Most of these organizations offer scholarships,
more mundane issues such as uniform policy or payroll
financing or other financial assistance, in addition to
questions. With thousands of pilots flying, questions arise
community support and networking benefits.
on almost every issue, and many pilots are simply unaware of the completely free resources their unions provide. Various non-union groups have sprouted up in support of aerospace professionals. Volunteers with groups such as Professional Pilots of Tomorrow provide free mentorship and disseminate industry news via their Facebook page. The Organization of Black Aerospace Professionals promotes minorities and underrepresented individuals in aerospace and STEM-related career fields through career fairs, ACE Academies, and their own Luke Weathers Flight Academy. Women in Aviation, International (WAI) offers an industry-leading magazine, career conferences, and educational materials to (not exclusively) women of all ages, with the goal of promoting women to join the aerospace sector, while celebrating the many achievements of women in aviation. The list of groups that provide immeasurable benefits to the aerospace sector is long. If you want to find out more, search the Web for these amazing organizations:
October 2019 | 23
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It still amazes me how few pilots take advantage
of three government programs that can enhance aviation
FAA’s WINGS Program The WINGS program is geared more toward the general
safety and our professional progression. These programs
aviation community, but it functions on the belief that a
include the Aviation Safety Reporting System (ASRS),
pilot who “maintains currency and proficiency” is a safer
Aviation Safety Action Program (ASAP) and the FAA WINGS
pilot. The program includes lessons on leading causes
Pilot Proficiency Program.
of accidents in aviation and promotes pilots to get flight instruction on specific maneuvers that led to the unsafe
Aviation Safety Reporting System (ASRS) The ASRS program is administered by NASA and is available to all pilots. The program collects “voluntarily submitted aviation safety incident/situation reports from pilots, controllers, and others … ASRS acts on the information these reports contain. It identifies system deficiencies, and issues alerting messages to persons in a position to correct them” with the overall goal of preventing future accidents and incidents. What benefit
condition. Completion of any WINGS phase constitutes a flight review, saving the pilot money and fulfilling the requirements of CFR 61.56. The aviation industry has numerous programs and organization available to pilots at all levels in the industry that promote youth engagement in aerospace careers, aviation safety, personal and professional growth. I encourage you, whatever your career path, to take advantage of these free resources.
does a pilot receive for reporting a safety concern? If you submit a report, the FAA is barred (with a few exceptions) from pursuing action on your certificate.
Aviation Safety Action Program (ASAP) To the pilot, the ASAP program is essentially the same as ASRS, except that it is administered by each airline, and has a different structure. (For instance, NASA is not involved, but the airline’s Event Review Committee is.) Overall the program is the same; identify a safety issue, report it, reduce your exposure to FAA violation while improving aviation safety for everyone. Prior to actually submitting a report or utilizing any program, the pilot/reader, should do their own research and apply due diligence.
About the Author Kristopher Olsen grew up in an airline family including pilots, mechanics, flight attendants and air traffic controllers for major airlines and the Federal Aviation Administration. Read More...
October 2019 | 25
FITNESS
How to Be Happier at Work Writ ten BY Reini Thijssen
D
espite having the best view of the world from your “office window,” varied travel destinations year-round, and the ability to conquer the elements on a daily basis, you (and almost 50 percent of U.S. employees) may not feel satisfied with your job.1 Although “being satisfied” is not the same as “being happy” with a job, happiness at work is very personal and complex. Research shows that people become happier if they can achieve intrinsic goals in their work that help fulfill basic needs, such as autonomy, competence and social contacts. Starting today, take matters into your own hands to make your job more enjoyable.
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1. Be as autonomous as possible Those who have influence over how their work is structured or managed, are likely to be happier than those who do not. Even if a large part of your job is predetermined, look for the things that you can adjust. You can make your own decisions to do things in your own way. Take the lead, so you can make the most out of your craftsmanship and skills. • Make a list of the things you do on a normal trip. Evaluate the list to find possibilities where you can take the lead more frequently. • Whenever the possibility arises, take on additional tasks that might suit you. • Negotiate with your colleagues and switch tasks if possible. • Get to know your talents. Write them down. Feeling competent and skilled grows self-confidence. • Use your talents and keep developing new ones. Try a new course or skill, within your job or in your free time. • Try to set goals for your workday (or trip). Make a list of your goals, and cross them off when they are accomplished.
2. Bond with colleagues The better the social interaction is, the higher the job satisfaction will be. Everyone needs a connection with others, especially when away from home. Spending seven hours side-by-side with a colleague, plus the occasional overnight, will provide plenty of opportunity to socialize. It only takes some acts of kindness to increases the feeling of happiness immediately. • Remember your colleagues’ names. It shows respect and makes them feel comfortable. • Show your personal side with your interests. That can be as easy as listening to music with others, showing family pictures or sharing a funny YouTube video. •
Find common interests to talk about.
• Show interest by asking questions. Keep the focus on positive events in others’ lives. • Volunteer to help out, even if your are not being directly asked for it. •
Give genuine compliments. Show gratitude.
• Try to have a positive outlook. Steer away from controversial topics and gossip. • Get to know your colleagues outside of work. Go explore or work out together at the new destination to make the best out of your trip together!
October 2019 | 27
3. Add purpose and meaning It seems easier for some people to focus on the negative aspects of their career than on the positives. In aviation, with its planning and constant focus on safety, one can easily be inclined to look at its disadvantages. People often think strife comes from external factors influencing their happiness, such as wage and management, but too often, the root is one’s own thinking patterns. Although it is not possible to change your personality overnight, you can change your thoughts and behavior. You are happier in your work if you feel you are doing meaningful work and if you contribute to something in a positive way. Work to focus on the positives. • What were the reasons you wanted to practice this profession in the first place? • What aspects of your job give you the most satisfaction? •
How do other people view your job?
• What contribution do you make to the bigger picture? •
What is your social contribution?
• How does your job contribute to the happiness of others? •
To what extent does your job match who you are?
• Try to list five things in your work for which you are grateful. They can be the same every day, as long as they make you happy. • Be proud of yourself and your work performances. Make a list of all the things that bring you pride, the things you did because you thought they were important. Include the positive things that are not (yet) appreciated by others.
4. Build more resilience to deal with stress Resilience helps to reduce stress considerably. You can train yourself to be resilient. • Take good care of yourself. Eat healthy, get enough sleep and keep an eye on personal borders. • Allow yourself a break with at least 100 consecutive hours off. Time off has great health benefits, makes you happier and makes you even more productive. • Build on relationships with family, friends and colleagues. Social support is one of the most important protective factors. • Try to see things in perspective. Focus on others instead of yourself. You do not have to constantly talk about your problems to process them. • Learn from past experiences and accept the things that cannot be changed. Change what you can control, and try to let go of the rest.
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Self-test: How (un)happy are you at work? Rank the following questions with a score from 1 (low) to 10 (high). •
How much do you enjoy your job?
• Do you have the feeling you use your talents at work? • Do you find that you are contributing to something bigger than yourself? •
Do you help others?
•
Do you live up to your ideals?
Reflect on the scores. • Why did you give yourself this score (for each question)? •
What is making you happy?
•
What is making you unhappy?
•
What can you change to improve the low scores?
When encountering problems in your career, a qualified therapist, career advisor or mentor can help. With career advice or coaching, you will find out more about the causes of your problem and discover possible solutions. Often, happiness is a decision you can make. Decide you are going to make an effort to raise your happiness quotient, or find satisfaction in your situation and focus on the things that do bring you fulfillment. If the process doesn’t come easily, find someone to help you. An investment in happiness pays huge dividends. 1 The Conference Board Labor Day Survey, New York, August 29, 2018
About the Author Reini Thijssen is an Dutch certified life coach and avid traveler. Read More...
October 2019 | 29
Top Ten Ways to Blow an Airline Interview (So You Don’t) W r i t t e n B y: M i k e D av i s
P
ilots handle stress as part of our profession. Every pilot remembers the stress of their first FAA check ride, their first low approach, or the first serious mechanical issue in flight. But nothing compares with the anxiety, stress, apprehension, and dare I say trauma, of facing the hiring board at a major airline. Most have dreamed and worked toward this goal. Countless hours have been spent at the controls, attending classes, studying, and learning the trade. When that interview comes (and it will come), be ready. Following are suggestions. I have no magic formula. I don’t know the inside secrets of any specific airline’s hiring methodology, but I have several decades of watching and participating in the process. So, following is a list of the things I am confident will be a hinderance to being hired at your dream airline.
1. The Big Ds. Driving While Intoxicated (DWI), Driving
2. Be clueless at the interview. There are myriad
Under the Influence (DUI). Every pilot knows that the airline
sources an applicant can access to learn about the
will conduct a thorough background check. Of course,
airline where he/she is interviewing. Know details about
this will include any convictions for any crimes. DWI, DUI,
the airline, like airline history, number and location of
or driving under the influence of any substances that
domiciles, fleet type and number, aircraft orders, stock
impairs will not be looked upon favorably. Do yourself a
price, routes and destinations.
favor, download the Uber and/or LYFT app to your phone and use it. I conducted a rating ride for a young man who
3. Be loud and outspoken. I will guarantee that it
had a minor drug conviction on his record. I asked if that
is never received well when an applicant launches into
conviction, although expunged, had caused him trouble.
stories about their previous employer. Complaining about
He was very clear that it had followed him, though he was
equipment, working conditions, or salary is detrimental to
eventually successful in his career. Let me stress; I’m not
your chances of being hired. And an applicant who shows
an attorney, I do not know the ins and outs of these issues.
more interest in their first-year salary than being a team
My advice is to avoid the issue altogether.
member is not usually successful.
30 | Aero Crew News
BACK TO CONTENTS
4. Ask too many (critical) questions. At one of my
hearing the stories, but make sure they are positive,
previous airlines, when we brought in prospective pilots, we
straight forward and to the point. And a long story that
assigned them a mentor – a tour guide at our training facility.
ends where you failed miserably in the task, does not help
This was usually one of our line captains who took the pilot
your case.
and showed him all the training devices and simulators, and basically guided them through the day. What most applicants did not realize was that the line pilot was an integral part of the interview. In many cases, the applicant would take the opportunity not to ask pertinent questions, but to look for inside information or ask those two big questions; ”When will I get hired?” and “How long will it take for me to upgrade?” These demonstrate truly bad form. 5. Arrive late. Everyone has a phone and they all have alarms, and I see a lot of big watches. This is a simple rule: Do not be late. Oh, and after you are hired, don’t be late for pickup. My standard briefings state, “The free bus leaves the motel at 08:00.” 6. Come empty handed. Granted, the interviewer will probably have copies of your application and résumé, but have another copy just in case one of the captains on the interview board asks for it. 7.
Be unenthusiastic. This should be easy. Like the
Air Wing Commander told Maverick in the movie Top Gun, “I’m giving you your dream shot.” The same is true for your interview. The airlines are hiring, and more importantly, retiring pilots at record rates. A new hire today will spend decades as a captain in a wide-body aircraft flying international routes. That’s something about which you should be very enthusiastic. 8. Talk too much. Most airlines use a target selection
I’ve left the tough ones for #9 and #10. 9. Pay attention to your phone. Understandably, pilots live, breath, and exist with their phones. But, TURN YOUR PHONE OFF when you walk into the interview. Not just silenced (where that irritating vibration can be detected), but OFF. 10. Show your ink and talk like a frat boy. Probably most controversial are tattoos and profanity. If you have body art, cover it for the interview. While culturally acceptable, most airlines have a no-see policy, so wear a long-sleeved shirt, collar or whatever it takes to cover up your ink. And whatever you do, don’t even think about dropping the f-bomb! There is absolutely no scenario in which colorizing a story with an f-bomb would be appropriate, yet all interviewers can recount tales where a great candidate’s chances went south after one of those slipped from their lips. I’ve seen applicants who are so comfortable with profanity, they simply cannot discontinue its use during the most important interview of their lives. Do not ever use profanity – the mild or the wild. You’ve worked tirelessly for years to get to this interview. You wouldn’t have the interview without the proper preparation. Now, be mindfull of these pitfalls and you’ll do great!
About the Author
or some similar program where they’ll ask: “Tell me about a time that ...” Be prepared, but don’t let your stories go long. If an interviewer has to cut you off to move on, do not let that happen again. When I interviewed, I loved
Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...
October 2019 | 31
MONEY
What’s Your Plan? W r i t t e n B y: C h a r l i e M a t t i n g l y
W
hether you realize it or not, we all have a plan. Benjamin Franklin is credited with saying; “If you fail to plan, you plan to fail.” I believe you cannot get better at anything in life without serious preparation and planning. (Reference my exercise plan – or lack thereof.)
As a first officer at a major airline, I learn a tremendous amount by observing the different planning and leadership styles from the captains with whom I fly. One particular weekend, I remember flying with a captain who didn’t seem interested in thinking too far ahead or planning for major contingencies. Of course we ran the checklists, accomplished briefings and operated safely, but the minimum requirements were about the extent of our planning. I didn’t think much about it at the time, but looking back, I realized that everything on that trip seemed a little more difficult. We were constantly reacting to anything different that was thrown our way. I felt more stress and had less clarity about how we might work together to handle challenges during the flight.
32 | Aero Crew News
BACK TO CONTENTS
Later in the three-day trip, that captain was rescheduled and another unlucky captain took his place. Because of the unexpected crew change, I immediately
regardless of how much progress you make toward your own goals. • What is your vision for your financial future? What
recognized the stark contrasts in planning and leadership
do you like to do? What brings you joy? Spend your
styles. The second captain introduced himself, made
money on those things and be a miser on everything
the typical small talk and then within about 60 seconds,
else. For example, is creating memories more
discussed the leg from Burbank to Oakland and what we
important to you than buying new cars? If so, spend
would do during any contingency operations; e.g. bad
more money on vacations and traveling, and less on
weather, emergency, etc. As it turned out, we did have
new cars. Your fellow pilot may have the opposite
potential weather in Oakland. In that 60-second time
view and that’s why she always has the newest
frame, we talked about specific details, such as how
Porsche in her driveway. Either option is fine as long
many turns in holding we could do based on our fuel, our
as it aligns with your value system. Just think about
planned alternates, as well as alternates to the alternate.
what’s most important to you and your family, not
Wow! Immediately the fog lifted (in my mind - not in
what’s important to your fellow pilots, neighbors,
Oakland) and I could enjoy the next flight knowing exactly
friends or relatives.
what we were going to do if weather became an issue. This is exactly as it happens when you spend just a
• Do you want to make an impact beyond yourself and your own retirement? Plan for that too. Evidence has
little time planning for your financial future. It doesn’t
shown that people who donate their time and money
have to be laborious or time consuming. Sometimes,
to benevolent causes are happier people!
just taking a few minutes each week or month is all it
If this exercise feels cheesy and weird, get over it.
takes (depending on your stage of life). Of course, taking
Embrace it! Know that every successful business and
more time and actually writing down your action plan for
organization has gone through this very process. Businesses
retirement is the optimal way to ensure you have the best
that do not, will not survive when the going gets tough ...
retirement. But the key is to simply start planning now.
and you know it will (said Boeing about the 737 Max).
After personally experiencing the benefits of thorough planning in my flying career, as well as in my financial life, I have become even more passionate about making sure all of our Leading Edge Pilots “have a plan.” Whether
Please don’t hesitate to reach out to us to start your plan. It’s what we do and we are passionate about it. Call/text my cell anytime 865-328-4969. Email: Charlie@leadingedgeplanning.com.
you’re rapidly approaching the mandatory retirement age of 65 or you’ve just begun flying for an airline, I’m absolutely convinced financial planning will allow you to enjoy your career more. As you begin the process of setting financial goals and planning for a great retirement after the airlines, consider the following questions: • What does success “look” like to you? Write down your statement. Furthermore, do not compare your version of success to another’s. This will make you unhappy
About the Author Charlie Mattingly a CERTIFIED FINANCIAL PLANNER™ professional, is a first officer for Southwest Airlines based in Atlanta. Read More...
October 2019 | 33
SQUALL LINE
Deciphering a METAR W r i t t e n B y: A n t h o n y L o r e n t i
I
n this article, I will describe some of the criteria that I think you should use in determining whether a thunderstorm is occurring at an airport. I can already hear you saying, “That’s easy! A METAR reports one.” Well, not so fast. The criteria used to report the presence of a thunderstorm relative to the airport are wide and varied. This article will not review those criteria. That’s the job of the Aviation Weather handbook. What I will describe is a best attempt to make sense of what is really going on at the airport (with respect to arrivals). The mere inclusion of “TS” in a METAR is no guarantee a thunderstorm is occurring. I hope to assist your in-flight decision making by considering more than just “TS” in a METAR. Unfortunately, the sensible weather at an airport can
cumulus clouds 100 NM from destination. The radar is
be misconstrued from the varied reporting requirements
dutifully doing its job. It’s painting a mess of fully mature
that go into reporting the presence of a thunderstorm
convective weather right around destination. You’re in
at or near the airport. This difficulty in deciphering the
solid IMC.
sensible weather at the airport could lead to premature diversions or risky flight operations. Plainly and clearly, I am not giving you any advice
Airborne weather radars’ resolution (precision of viewing) or ability to pinpoint where the cell is, relative to the airport, are better the closer you are – maybe best
or instruction. I’d like you to think of this as an effort to
when you’re too close to the area in question. This is
mentor. (Now that legal disclaimers are taken care of… )
the crux of the dilemma. Said another way, gaps in the
THERE YOU ARE
weather can best be identified closer to the area. The
Imagine yourself making your way through angry
34 | Aero Crew News
bottom line? You don’t know whether you should come in closer for a look or bail out now. BACK TO CONTENTS
IT’S IN THE METAR – WELL, ALMOST A METAR is very good at collecting quantitative data;
a thunderstorm. Alone, each COULD be hazardous. Together, they ARE hazardous. As the PIC, it’s your job to
temperature, ceiling, visibility, winds and a treasure
decipher what is safe and what may not be. You should be
trove of other specific bits of weather data. Within its
considering all of these factors independently and together
capacity is the ability of a METAR to capture the presence
before operating an airplane close to the ground.
of lightning. Lightning can be described by its frequency
ACARS
and distance relative to the field (VC, OVHD, etc.). While this is informative, it still does not capture the essence of convective activity relative to the place you are trying to land. One vaguery of this issue is that lighting and thunder are detectable from relatively far distances. This could lead to an implication that a raging thunderstorm is occurring at destination when it isn’t really the case. In this situation, you might opine, “Well, we are getting kicked around, picking our way through build-ups, why keep going to a place that’s reporting a thunderstorm?” That’s good logic, but it may be incorrect.
WHAT SHOULD YOU CONSIDER? In no way am I suggesting that you discount METARS when it comes to diagnosing a thunderstorm at an airport. I am suggesting that you consider it in conjunction with the other elements of thunderstorms, and I believe most importantly, the trends in various weather phenomena. Among the things to consider when deciding if a particular airport is experiencing a thunderstorm are: 1) Wind speed, direction and gusts. Presence and trend. 2) Presence of wind shear and/or microburst. 3) Rain and its intensity. Trend.
If your airplane has ACARS and you suspect the
presence of convection, you should have ACARS on AUTO update. This will allow this resource to rapidly capture and report changing conditions and imply the approach, presence or departure of a hazardous convective cell. If you do not have ACARS, be particularly attuned to rapidly changing ATIS codes for a given airport. This has the same effect – capturing the hazardous weather. It’s worthy to note that the trend and speed at which weather is evolving is a very telling aspect!
SUMMARY As pilots, we all know the Golden Rule of thunderstorms and flying. It is my intention to share additional viewpoints and aspects to thunderstorm flying – particularly at the Part 121 level. Remember, METARS have limitations and it is your job to keep that in mind and use it in conjunction with other indicators of convective weather. Thunderstorms are unpredictable, so as responsible pilots, we need to employ various sources of data and be able to analyze weather phenomena outside the capabilities of a METAR report.
4) Visibility. Trend. 5) Ceiling. Trend. 6) Changeability. Special? Rapid changes to the ATIS? 7) ATC radar. Always remember, this is only a secondary task for the ATC controllers. 8) TREND. TREND. TREND. Did I mention trend? The presence of lightning or any of the aforementioned weather parameters are not exclusive indicators of a thunderstorm. Each could exist independently of
About the Author Anthony Lorenti is an ATP, CFI, Fire Fighter and EMT with a Bachelors degree in Business Managament. Read More...
October 2019 | 35
FEATURE
36 | Aero Crew News
BACK TO CONTENTS
NOW THERE’S AN APP FOR THAT! By Scot t Rehn CEO, A e ro C r e w Sol u t ions
playing Wheel of Fortune. Hopefully, someone answered the phone or returned an email within the required timeframe to ascertain if that pilot were available, qualified and willing to do the trip. Sometimes, this took precious hours to accomplish. But at least with that method, the pilot was known from past assignments. All these same pitfalls apply with a referral with the added uncertainty of not knowing much about the individual. Again, this could take too much time to accomplish. Then there is the most expensive option – using a staffing agency. An agency sends an available pilot from their list and adds somewhere between 33% and 100% to the pilot’s daily rate. This most expensive option still did not provide the security of knowing the pilot’s comprehensive background.
A
ero Crew Solutions is changing the way recruiting is accomplished for contract pilots. Now, you can simply use the Aero Crew Solutions Mobile Recruiting Application to hire a crew in less than five minutes! If you know how the UBER app works, you will be able to navigate the Aero Crew Solutions recruiting app. It is that easy.
Aero Crew Solutions’ mobile recruiting app saves both time and money – for both pilots and companies. Pilots upload their profile for free and recruiters can search, hire and pay for pilots through the app.
ADVANTAGES FOR PILOTS • The Aero Crew Solutions app is 100% free to use.
Over the last ten years, Aero Crew Solutions has helped
There are no daily, monthly or yearly fees to join.
thousands of pilots obtain jobs in the aviation industry. Throughout the decade, we have talked to corporate
• Unlike other recruiting companies, we do not
aviation recruiters about the issues they face with pilot
take any percentage of money earned on a trip
recruitment. The two key problems most cite are time and
assignment. (Only the recruiters are charged to
money. We began to think about what we could do to solve
use the app.)
both problems. Our approach is to use technology. • As long as you have a Commercial Pilot Certificate, In the past when a crew scheduler or chief pilot had a
you will have access to the app.
trip that needed to be filled, there were but a few options available to them. They could use the old Rolodex method
• The app is a perfect way to supplement your
and call individual pilots to see if they were available, they
current income. You can be available to work one
could call a pilot who had been referred to them, or they
day or work the entire month. You can build a
could employ a staffing agency. The Rolodex was a bit like
custom schedule that works best for you.
October 2019 | 37
• Earn what you are worth. As a professional
• Once all details are loaded, you will view details
pilot, you will be paid a professional rate. (We
for each pilot available for your trip assignment.
will monitor rates to ensure that there is no
Watch an introduction video to see if the pilot
undercutting of other professional pilots’ rates.)
matches your company’s corporate culture. Read previous trip reports from other recruiters. See
• Whatever equipment you are qualified to pilot, a
details about a pilot’s flight times. Learn about
recruiter can examine your experience and hire you.
visa-qualified countries. Read the pilots’ “WHY HIRE ME” statements.
• Recruiters are required to pay when an assignment is booked. After the trip assignment is
• After you request a pilot for a trip assignment, you
completed, you will be paid within seven business
will be immediately notified if the pilot accepts
days. You’ll eliminate having to chase down
the trip. Once accepted, pay for the pilot through
owners/operators for payments.
the app. Then, you can start communicating any details you wish with the pilot.
• Expenses accrued during the trip assignment can be uploaded via the app. After the trip assignment
• Once the trip is completed, rate pilots in six
is completed, you will be reimbursed within seven
categories.
business days. • There are two payment options available to • After the trip is completed, you’ll have the opportunity to rate recruiters in six categories.
recruiters when using the app.
1. If you plan to use the recruiting app occasionally for contract pilots, you will pay a flat percentage rate for the trip assignment. There are no hidden fees.
• The app can be used for contract trips or to ferry airplanes.
2. If you plan to be a heavy user of the recruiting app, there is a yearly license agreement option that will save you money. With this plan, you
BENEFITS FOR RECRUITERS
can use the app as often as needed with no percentage rate charges. There are no hidden fees.
• The Aero Crew Solutions app will quickly and easily solve your recruiting problems. Search the database for the type of aircraft and the dates for
• No longer are you dealing with pilots you hope meet your professional standards. You are in
the trip assignment. You will have instant results
charge of whom you hire.
providing data for pilots who are qualified and available. You will be shown their daily rates.
• Forego the staffing firms. Enjoy instant results where total pricing is transparent.
• Add details to your trip assignment such as specific start/end dates and specific start/end times. Add a trip starting point and a trip ending point.
38 | Aero Crew News
•
Save time and money by using the recruiting app. BACK TO CONTENTS
We are excited about the new mobile recruiting app that is about to launch. The result represents a culmination of laborious efforts working with pilots, recruiters and software developers. We strongly believe this will change how recruiting contract pilots is accomplished. Our launch date is set for Wednesday, 9 October. The app will be available for download from both the App Store (for iPhone and iPad) and from Google Play. If you have any questions about the app, either as a recruiter or a pilot, please reach out to us. Support@ AeroCrewSolutions.com or call  404-461-9600.
About the Author Scott Rehn is the CEO of Aero Crew Solutions and Co-Founder of Aero Crew News. Read More...
October 2019 | 39
CONTACT US:
WWW.FLYCOMMUTAIR.COM
PILOTRECRUITING@COMMUTAIR.COM
440-462-0692
NOW HIRING
CAPTAINS
$50,000 SIGN-ON BONUS UP TO
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FIRST YEAR TOTAL COMP & BENEFITS FOR PILOTS WITH 1,000 APPLICABLE HOURS FOLLOW US ON:
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
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
B737-9
$148.93
$128,676
$218.05
$188,395
B737-8 & 7
$148.93
$128,676
$216.92
$187,419
A320/319 MD-88/90
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
Abbreviation and definitions: $95.21
3.B.2.d
B717
401(K) Matching: Retirement plan, the company will match the B767 employees contribution up to the listed percentage. Unless noted the A330 company will match 100% of what the employee contributes.
4.B.1.b*
$121.53
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
2
28.D
0%
15%
2
26.C.2
25
$109,376
$174.11
$156,699
1-2 = 15 Days
3-4 = 16 contribute Days DC: Direct Contribution, the company5-10 will the listed additional 7.5 H/M without = 21 Days a sick call. 10-11 = 23 Days amount directly to the employees 401(K), either quarterly or0%yearly, refer 75 15% $144.58 $130,119 $207.13 $186,417 5.65 H/M with a 12-14 = 27 Days sick call to the contract for more information 15-18 = 29 Days Max 1080**
2
19-24 = 33 Days +25 = 38 Days
A350*
MMG: Minimum Monthly Guarantee, the minimum amount of credit 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 the employee will receive per month. The ability to work more or less is B747, B777 Cancellation pay: When a leg or legs are canceled, the employee will still $208.59 possible, depends the needs of the company, line holder or reserve $175,216 on $305.39 $256,528 B787 5 H/M be credited for that leg. Some companies will not cover all reasonsB767-400 for 1-4 = 14 Days Max 1300 Hrs and open trips for that month. 5-10 = 21 Days New hires 70 0% 16"% cancellations. Refer to the contract for more information. B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing B737-900, Per Diem: The amount of money the company pays the employee for $167.89 $141,028 $245.80 $206,472 training. A321 Deadhead: Positive space travel as a passenger for company business; food expenses while gone base, typically from show time to end of A319 $161.02 $135,257 $235.76 from $198,038 paid as shown in above referenced column. debrief time of that trip. trip per diem is 3-A-1 3-C-1-a HRxMMGx12 3-A-1 Day HRxMMGx12 11.A.3is taxable 13.A.1 while overnight22-A not. FAPA: Frontier Airline Pilots Association FO Top Out No. of Vacation Aircraft Sick Time 401(K) Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) TFP: MMG Trip forBase Pay (Hourly) accrual IBT: International Brotherhood of Teamsters Major Airlines Allegiant Air Band 1* $82.00 $140.00 $117,600 >6M=0 H UTU: United$68,880 Transportation Union (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H Band 2* $87.00 $73,080 $146.00 $122,640 ISP: International Savings Plan Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H Band 3* $92.00 $77,280 YOS: Years of Service$153.00 with the$128,520 company. ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 IOE: Initial Operating Experience, refers the flight training a new hire 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 receives from a check airman after completing all ground and simulator Frontier Airlines 1-5 = 15 Days After 3 years 2.2% training. (Frontier) A319, A320, 1 Day / Month ALPA: Air Line Pilots Association
Perce heal emplo
$142.96 $123,517 $209.31 $180,844 Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
B717, DC9 EMB-190, CRJ-900
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)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
3.D
United Airlines (United)
A321*
42 | Aero Crew News
JetBlue Airways (JetBlue)
$100.01
75
$90,009
$166.68
$150,012
4.3
HRxMMGx12
4.3
HRxMMGx12
A320 family
$137.70
$115,668
$202.47
$170,075
E190
$123.91
$104,084
$182.25
$153,090
70
6-10 = 21 Days 11+ = 28 Days
Max 120 Days
8.B
15.B.2 & 3
5% 1:2
up to 6% at 9 years
16.B.2
16.4
5% 1:1
5% + 3%
2
24
Perce heal emplo
BACK TO CONTENTS
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
Pay During Training
A330, A350 B717, B767
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 AA
AS
DL
Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company
HA
US West Sep/1998 Oct/2015
14,738
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
$2.15
2012
1,897
11.D.5.b
5.A.1
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
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
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
*$0.05 increase on Jan 1st. UA
2 Digit Code
3 Hours per Single $2.35 Dom* day, plus per Occupancy, Paid $2.70 Int.* diem for by company 3-E
4-G-1, 9-E
4-A
Pay During Training
Hotel during new hire training
Per Diem
A319, A320, A321
A321, A320, A319, E190
G4
F9
B6
MMG
Single Occupancy, Paid for by company
$2.00
3.P
6.A
MMG
B737
WN
A319, A320, A321
NK
Virgin America (Redwood)
Dec/2017
ALPA
iPad
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
B737NG
A319, A320
Aircraft Types
3.Z
Dec/2017
Dec/2017
See Note*
$1.90
November 2014
1180
180
Dec/2017
Dec/2017
See Note*
$2.00
E:11/2013 A:12/2013
3,582
840
11
Dec/2017
Dec/2017
Feb/2015
August 2006
9,074
3,374
4.T.3
Dec/2017
Dec/2017
$2.25
March 2015
1,821
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
No
Add A, Pg24
4.T.1
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
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX Contract 2012 as amended
73
Single $1,750*/mo Occupancy, Paid for by company 3.D.1
Sun Country Airlines (Sun Country)
Oct/2015
8,786
873
Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.K.6
Spirit Airlines (Spirit Wings)
11,240
November 2017
Single $2,500 per Occupancy, Paid month for by company Add A, Pg24
Southwest Airlines (Southwest)
2006
Union
EFBs
Major Airlines B757, MD-80, A319, A3220
*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16
Contract 2015, as amended
Dec/2017
9.G.1 United Airlines (United)
Notes
Alaska bought Virgin America
Single Occupancy, Paid $3,888.29 / for by company $2.20 Dom., for the first 8 $2.70 Int. Month days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
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
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
11.A.7
$2.40
Dec/2011
5.A.3
June/2017
1,486
October 2019 | 43
Airlines (Sun Country)
B737NG
THE GRID
Virgin America (Redwood)
A319, A320
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
1/24th the IRS CONUS M&IE airline daily rate
289
5.3
Aug/2016
ALPA
General Information $2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
157
ALPA
iPad
MSP
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air (ABEX)
B-767
$2.40
Dec/2011
5.A.3
June/2017
11.A.7
1,486
$52 Dom. $89.75 PR* $79.75 NPR**
GB
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
Kalitta Air (Connie)
B777, B767, B757, MD11, DC10, A300
B747
FX
K4
$4,000 / mo until activation date*
No Hotel
$2.25 Dom. $3.25 Int.
May 2015
4,763
3.A
5.B.1.d
5.A.1 & 2
May/2016
Aug/2017
$600 / week unitl OE
Week 1 paid by crewmember, then, Single Occupancy
$1.90 Dom. $2.80 Int.
Sept 2015
281
6.A
Dec/2017
Dec/2017
5.A UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG 10.D.1
Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00* 5.H.1.a.1
2 Digit Code
Pay During Training
ALPA
*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended
ALPA
iPad fixed in plane
Home Based Contract 2016 as amended
1,580
2,298
65,741
38,854
SDF, ANC, MIA, ONT
IPA
Hotel during new hire training
Per Diem
*Pacific rim and Europe flights
Contract 2016 as amended
12.G.2
Total Pilots Aircraft Types
2,251
Most Number of Pilot Pilots Retirements Junior CA hired 2012-2029
Union
EFBs
Bases
Notes
Notes
Contractual Work Rules Min Days off (Line/Reserve)
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Pay Protection
10/12 or 13*
Yes
15.D.3.q
4.C
15.C
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
Min Days off (Line/Reserve)
12, max 14* 10, max 12*
488
430
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Initial paid for by company
None
Pay Protection
Max Scheduled Duty
5:10
5:10 x days
2:1
100%*
100% or 150%**
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
5
12.A.1.a
559
2
4.H.1
361
508
5-F-1-a Number of pages in Contract
5x 1:2 or number of 1:1.75*** days 12.A.1.b
12.A.2.a
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
None
12 or 11* 12 or 10*
Yes
12
Yes
FAA 117
14 hours or FAA 117
195
177
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
50%*
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended
None
*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
Min Day Min Trip Duty Rig Trip Rig Credit Credit
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
$20/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Headset Reimbursement
Major Airlines
14.C 3.F 44 | Aero Crew News
Frontier Airlines (Frontier)
14, max 16 For int pilots.
12 or 13 / 12
5-E-4, 5-E-5
Allegiant Air (Allegiant)
Number of pages in Contract
Legacy Airlines FAA 117 w/ exceptions
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Max Scheduled Duty
Supplied in AC
Notes
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended
BACK TO CONTENTS
None
*Unschedule DH pay s 100%
10, max 12*
United Airlines (United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
5-F-1-a Pay Protection
12 or 11* 12 or 10*
Yes
14.C
3.F
Max Scheduled Duty
FAA 117
14 hours or FAA 117
12
Yes
5.J.7
4.I, 5.P.2
5.J.4
12
Yes
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12/15*
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
Number of pages in Contract
4.C.3.a.2
7.B.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Contractual Work Rules
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Contract 2010, as amended
5.E.1
None
195
177
36
235
241
196
159
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
$20/ month
4.G.2.a
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
$30 / pay period max $500
4.I.1
4.I.3
4.L
4.S.5
2.A.4
4 or 4.5**
1:4.2
100% or 50%***
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
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
Avg of 5 per day Add. B.D.5
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
4
3.5
-
App. G Number of pages in Contract
50%*
Min Day Min Trip Duty Rig Trip Rig Credit Credit
14 Hours for 2 None above Pilots, 16 Hours for 3 or minimum guarantee 22 Hours for 4 or more
332
None
None
None
1/4.95
1/2.85 Biz Class or better* or $300 comp
Headset Reimbursement
Supplied in AC
8.D, 8.A.3
30.A.2
13 in 30 14 in 31
100% Air* 50% Air** 50% Ground
100%
Provided by the company
13.D.4
18.C
19.K
19.E
14.96 or 18.75*
Yes
25.D.1
4.F
13 or 14*
Yes
Kalitta Air
2, pg 13
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
4.5
410
Number of pages in Contract
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.
None
*Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
None
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
Supplied in AC
None
Headset Reimbursement
None
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 *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
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
15.A
6, 4.75**
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $200 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3 $200 after first 150% on days year. Initial paid off by crewmember.
1 hr or 3.65 (on Day off)
50%
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Deadhead Pay
Open time pay
Uniform Reimbursement
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Notes
2.A.1, 2
12.C
280
THE GRID
Contract 2016, as amended
$200 / year
15 Hours May be extended to 16 hours
ABX Air
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Cargo Airlines 13 in 30 14 in 31
UPS (UPS)
508
4.C.2
Major Airlines
Atlas Air
FedEx Express (FedEx)
rig or trip rig. 4.C.1.a
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
October 2019 | 45
Additional Compensation Details
THE GRID
American Airlines (American)
Aircraft Types
FO Top Out Pay (Hourly)
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65
MMG
FO Base Pay
Top CA pay
CA Base Pay
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896
72
15.D.1.b
$279,107 HRxMMGx12
9.B.1.a
$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
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
767-3,2, B757
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
B737-9
$176.74
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
$109,376
$174.11
$156,699
3.B.2.d
4.B.1.b*
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$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*
A320 family E190
1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call. 10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days 6.B.1
Percentage of health care Notes employee pays *Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information. Contract 2015, as amended
None
0%
15%
20%
Contract 2013, as amended
28.D
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
$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
$145.17
70
$121,943
$216.42
$181,793
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
$100.01
75
$148.71
$90,009
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
0%
15%
20%
Contract 2010, as amended
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
HRxMMGx12
4.3
HRxMMGx12
8.B
$124,916
$218.66
$183,674
$133.82
$112,409
$196.83
$165,337
B737
A319 A320 A321
B737NG
HRxMMGx12
0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
3.J** 1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
4 H/M Max 600
5% at 200%*
None
10.A
4.C
4.C
5.A
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
5 H/M* 700 Hrs Max 14.A.1
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
$112.93
70
$94,861
$168.55
$141,582
0-8 = 15 days 9-13 = 22 days +14 = 30 days
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
Contract 2016, as amended *A321 coming end of 2015
After 3 years 2.2% up to 6% at 9 years
Disclaimer: Gray blocks contain contract sections or date 16.B.2 acquired. Data with16.4contract sections may be abbreviated *70 line holder, 75 reserve; **Hours is and/or inaccurate, please consult the based most on current PTO per year.contract Reference Based on PTO contract for more information 5% 1:1 5% + 3% None Specified section for specific contractual language. Data that do not accrual have a contract section reference number, were obtained Agreement 2013, Currently in 3.J 3.F.i inaccurate. While trying to online in 3.E some form3.Eand may be negotiations *85/87/89 TFP based on days in bid provide the most up-to-date information, not all sources can period, **Trip for Pay (TFP) is the unit 1 TFP / 10 of compensation received. be verified at this time. If you notice a discrepancy and/or 9.7% 1:1 TFP** Max 1600 TFP have a correction please email: Contract 2016, as amended GridUpdates@aerocrewnews.com 12.B.1 19.B.2
85
$157.54
*The company will match 200% of what the pilot contributes up to 5%.
15.B.2 & 3
$157.36
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
5% 1:2
Contract 2012 as amended
Percentage of health care Notes employee pays
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394
1 Day / Month Max 120 Days
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
12.A.1, 2 & 3
$235.76
46 | Aero Crew News Virgin America
14.D.1
$135,257
3.C*
Sun Country Airlines
7.B.1.a
HRxMMGx12
70
Spirit Airlines (Spirit Wings)
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
4.3
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
10.A & B
$323.04 15.D.1.b
$168.68
EMB-190, CRJ-900
5 H/M** Max 60***
$190,641.60
B737, A319 A320
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
4 H/M
14.A
0%
4%
11%**
*New hires start with 33 hours of sick $34 to $754 time and accrue 3 H/M unitl 12 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan
28.C
27.B
2%
$0 to $300 depending on plan single, single +1 or family plan
28.B.2
27.A.2
Contract 2018, as amended
BACK TO CONTENTS *Reserves have a MMG of 75,
B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
$173.96
70
$146,126
$254.70
$213,948
$141,028
$245.80
$161.02
$135,257
$206,472
$235.76
$198,038
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
A319, A320, A321*
A320 family E190
Sun Country Airlines
Virgin America (Red Wood)
B737
A319 A320 A321
B737NG
A320
Aircraft Types
5% at 200%*
10.A
$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
75
$148.71
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$133.82
22-A
24-B-5
401(K) DC
THE GRID
$112,409
$196.83
$165,337 HRxMMGx12
None
4.C
4.C
5.A
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
5% 1:1
5% + 3%
None Specified
3.E
3.E
3.F.i
9.7% 1:1
-
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
3.J**
3.J
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
12.B.1
19.B.2
5 H/M* 700 Hrs Max
0%
14.A.1
1-5 = 14 Days 1 TFP / 10 5-10 = 21 Days TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days
$157.54
72
$136,115
$237.50
$205,200
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
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
4%
125% of 6% contributed
11%**
28.C
27.B
2%
$0 to $300 depending on plan single, single +1 or family plan
28.B.2
27.A.2
-
-
401(K) Matching (%)
401(K) DC
Appendx 27-A
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
$218.61
$178,385.76
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
10.A
9.A
ABX Air B-767
$153.03
68
$124,872.48
19
19.D.1
HRxMMGx12
19
HRxMMGx12
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
3.C.1.a
85
4.A.1***
>1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days** +20 = 36 days
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
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 B747
B757, B767, A300, B747, MD-11
Aircraft Types
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
$212.69
75
$207,373
$300.00
$292,500
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines
401(K) Matching (%)
None
*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
Contract 2018, as amended
Percentage of health care Notes employee pays
28.A.1
$158,710
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.
Rule book 2014
Health 14-25% Dental 20-30%
$213.32
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
*New hires start with 33 hours of sick $34 to $754 time and accrue 3 H/M unitl 12 depending on plan months of service, **1% annual single, single +1, increases up to 15% or family plan
10%****
$111,102
Contract 2016, as amended
Contract 2016, as amended
>5 = 14 days <6 = 21 days
62
*The company will match 200% of what the pilot contributes up to 5%.
*A321 coming end of 2015
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
$149.33
Contract 2012 as amended
Percentage of health care Notes employee pays
Cargo Airlines
B747 B767*
UPS (UPS)
20%
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394
3.C*
Atlas Air
FedEx Express (FedEx)
4 H/M Max 600
70
70
Spirit Airlines (Spirit Wings)
401(K) Matching (%)
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
4.3
Southwest Airlines (Southwest)
16"%
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
0%
Additional Compensation Details
$167.89
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
9.C.3
401(K) DC
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Percentage of health care Notes employee pays
October 2019 | 47
THE GRID BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
CLT
MYR
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
48 | 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
Frontier Airlines
United Airlines
UPS
DXB
Dubai, United Emirates
LAX
Los Angeles, CA
Frontier Airlines
ATL
Atlanta, GA
Emirates
American Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Alaska Airlines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Allegiant Air
Alaska Airlines
AVL
Asheville, NC
United Airlines
Delta Air Lines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
United Airlines
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
Virgin America
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
FedEx Express
American Airlines
BOS
Boston, MA
Spirit Airlines
LGA
New York City, NY
Frontier Airlines
American Airlines
GUM Guam
Delta Air Lines
PHX
Phoenix, AZ
JetBlue Airways
United Airlines
United Airlines
American Airlines
BWI
Baltimore, MD
HKG
Hong Kong
LGB
Long Beach, CA
Southwest Airlines
Southwest Airlines
FedEx Express
JetBlue Airways
PIE
St. Petersburg, FL
CGN
Cologne, Germany
HNL
Honolulu, HI
MCO Orlando, FL
Allegiant Air
FedEx Express
Hawaiian Airlines
JetBlue Airways
PIT
Pittsburgh, PA
CLE
Cleveland, OH
Allegiant Air
Southwest Airlines
Allegiant Air
United Airlines
HOU
Houston, TX
Frontier Airlines
SDF
Louisville, KY
CLT
Charlotte, NC
Southwest Airlines
MDW Chicago, IL
UPS
American Airlines
IAD
Washington, DC
SEA
Seattle, WA
CVG
Cincinnati, OH
United Airlines
MEM Memphis, TN
Alaska Airlines
Allegiant Air
IAH
Houston, TX
FedEx Express
Delta Air Lines
Delta Air Lines
United Airlines
MIA
Miami, FL
SFB
Orlando, FL
DAL
Dallas, TX
IND
Indianapolis, IN
American Airlines
Allegiant Air
Southwest Airlines
FedEx Express
UPS
SFO
San Francisco, CA
Virgin America
IWA
Phoenix, AZ
MSP
Minneapolis, MN
United Airlines
DCA
Washington, DC
Allegiant Air
Delta Air Lines
Virgin America
American Airlines
JFK
New York City, NY
Sun Country
SLC
Salt Lake City, UT
DEN
Denver, CO
American Airlines
MYR
Myrtle Beach, SC
Delta Air Lines
United Airlines
Delta Air Lines
Allegiant Air
STL
St. Louis, MO
Frontier Airlines
JetBlue Airways
OAK
Oakland, CA
American Airlines
Southwest Airlines
Virgin America
Allegiant Air
VPS
Fort Walton, FL
DFW
Dallas, TX
Southwest Airlines
Allegiant Air
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
October 2019 | 49
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)
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
CRJ-200
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
MMG
Base Pay
Top CA pay
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
75
3.B.1
$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
Republic Airways (Republic or Shuttle)
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 the Envoy formally company will match 100% of what the employee contributes. EMB-145 American Eagle CRJ-700* EMB-175
25.A.2
25.B.2
1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
None
27.A.1*
27.A.1
1.2-6%****
None
$50.42
75
$45,378
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
Mesa Airlines (Air Shuttle)
IOE: Initial Operating Experience, refers the flight training a new hire 3.K.1from HRxMMGx12 3-1 HRxMMGx12 8.A.1*** all ground 8.A.1 receives a check airman after completing and14.K simulator <1yr = <7 dys*** 1-4 = 3.5% training. 90dys-5yrs = $89.12 $80,208 1-2yrs = 7 dys 5-9 = 5.25%
3-1
$39.78
75
$35,802
50 | Aero Crew News
Air Wisconsin (Wisconsin)
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
Pi
T
$93.90
$84,510
>2yrs = 14 dys >5yrs = 21 dys >16yrs = 28 dys
3.5hrs/month; >5 yrs = 4hrs/month
10-14 = 6.4% 15-19 = 7%
None
MMG: Minimum Monthly Guarantee, the minimum amount20+of= credit 8% the employee will receive month. The ability to work more or less is28.B LOA** LOA HRxMMGx12 LOA**per HRxMMGx12 8 9.A 28.B*** Cancellation pay: When a leg or legs are canceled, the employee will possible, depends on the needs of the company, line holder or reserve still be credited for that leg. Some companies will not cover all reasons FO Topand Out open trips for that month. No. of Vacation Aircraft Sick Time 401(K) MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & for cancellations. Refer to the contract for more information. Types Accrual Matching (%) (Hourly) accrual Per Diem: The amount of money the company pays the employee for 500-2,000 Pilots Endeavor Air business; Deadhead: Positive space travel as a passenger for company <1yr=<7 dys***from 150% Match: food expenses$34,641 while gone from$75,627 base, typically show time to end CRJ-200 $38.49 $84.03 (Flagship) 2yrs=7 days 1-5 = 6% paid as shown in above referenced column. of debrief time of that trip. Day trip per>2yrs=14days diem is taxable 75 2.5 H/M while None 5-10overnight = 8% >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 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 PSA Airlinesquarterly or additional amount directly to the employees 401(K),(Bluestreak) either 50% Match: UTU: United Transportation Union < 1 = 7 days .5-5 = 1.5% CRJ-200 $41.78 $37,602 $98.37 $88,533 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% yearly, refer to the contract for more information 75 5+ = 4 H/M 5-7 = 4% > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% $43.29 $38,961 $106.67 $96,003 YOS: Years of Service with the company. >14 = 28 days 10+ = 3.5% CRJ-900 10+ = 8%* IBT: International Brotherhood of Teamsters 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C ALPA: Air Line Pilots Association
P
em
-
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
$37.96
76
$34,620
3.A
4.A.1
HRxMMGx12
$49.24
75
$44,316
$80.93
$73,808
$93.76
$85,509
3.A
HRxMMGx12
$107.67
$96,903
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days 7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M 8.A
2%*
None
24.B
-
BACK TO 3-4%CONTENTS = 1% 3.75 H/M Max 375
5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
3%
1%
P
em
32 (35
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
EV
Sign on Bonus
Pay During Training
$7,500 w/ $300 / week ERJ type*, & $1,400 per Paid for by $1,000 diem to company; single Referral, occupancy checkride, $10,000 then MMG Ret.** Online
ExpressJet (LASA) (Accey)
CRJ-200 CRJ-700 CRJ-900
EV
$7,500 w/ CRJ type*, $1,000 Referral, $10,000 Ret.**** Online
SkyWest Airlines (Skywest)
CRJ-200 CRJ-700 CRJ-900 EMB-175
OO
$7,500* Referral up to $4,000
Republic Airway (Republic) EMB-170 EMB-175
RW
Hotel during new hire training
$10,000* $12,500**
Feb/15
Paid for by $300 / week company; single occupancy
3.C.1
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
Air Wisconsin (Wisconsin)
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
$1.85/hr
Sept 2011
4.C.2
Dec/2017
$1.85/hr
June 2007**
5.A.1
Sep/2017
United
Delta***, American
4,550
3008.19.A
3015.6.A.1
3009.1.A
Dec/2017
Dec/2017
4.B.1
April 2014
2,061
Dec/2017
Dec/2017
$1.85/hr + $0.05 increase in 2018, 2021 & 2024
Sept 2017
2,173
Dec/2017
Dec/2017
Online
4.A
4.B
5.B.1
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$10,000*
Single MMG, but no Occupancy paid per diem by company
Bases
United, American, Alaska, Delta
ATL, DFW, DTW, LGA***
9E
Surface 3 LTE
None
COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type FAT, IAH, LAX, rating for any turbo jet over 12,500 MSP, ORD, PDX, lbs. **SGU is not a base, only HQ. Surface 3 LTE PHX, PSP, SEA, SFO, SLC, TUS SGU**
Pilot Agreement signed August 2015
United, American, Delta
IBT
iPad Air
*No Part 121 Experience, **Part 121 CMH, DCA, IND, Experience; ***International per diem LGA, MCI, MIA, only applies when block in to block ORD, PHL, PIT, out is greater than 90 mins. EWR Contract 2015
American
ALPA
iPad Air 2
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects DFW, ORD, LGA less than 3 years for new hires to upgrade and 6 years to flow to American Airlines. Contract 2003 as amended
Most Number of Do Business Pilots For: Junior CA hired
Online CRJ-200 CRJ-700 CRJ-900
OH
$16,520, $5,000*, $1000**, $20,000***
$1.80/hr
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 Paid for by $38.50 / HR MMG & Per company; single Diem occupancy
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
DH-8-Q400 ERJ-175
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
YV
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
ZW
Yes $33,000 $4,000 or $4,500*
2.5 hours per day
Website
4.C
5.A.1
LOA 37
Dec/2017
Dec/2017
QX
None
16 credit hours per week & per diem
Paid for by company; double occupancy
$1.80/hr
July 2014*
635
5.I.4
6.C
5.G.1
Dec/2016
Dec/2016
CP
$17,500 Signing $1,500 Referal Bonus
MMG & Per Diem*
Paid for by company; double occupancy
$1.65/hr**
October 2015
659
3.H, 5.B
5.B.3
5.B.1
Dec/2017
Dec/2017
G7
$12,000** $5,000***
$1.60/hr
December 2017
600
Dec/2017
Dec/2017
2 Digit Code
Paid for by $1.75/hr dom Jan, 2014 company; single $1.80/hr int occupancy
Paid for by $23/hr @ 60 company; single hr occupancy
Jan/2017
5.B.3
6.C
5.O
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$15,000
MMG + 1/2 Paid for by per diem per company; single day occupancy
534
Union
EFBs
Bases
Delta
ALPA
iPad 2**
JFK, DTW, MSP, LGA, ATL
DH-8-100 DH-8-300 ERJ-145
American
ALPA
iPad
United, American
ALPA
iPad***
PI
LOA 16
5.D.4
5.A.3
$1.70/hr
350
5.D.1
Dec/2017
Dec/2017
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they CLT, DCA, CVG meet the minimum qualifications DAY, TYS, PHL otherwise once they reach 1,000 ORF hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years). Contract 2013 as amended PHX, DFW, IAD, IAH
*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended
American United
Alaska
ALPA
iPad
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. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.
IBT
Contract 2012 as amended Delta, American
ALPA
iPad
MSP, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Pilots For: Junior CA hired
January 2017
Notes
Contract 2013 as amended
Union
EFBs
Bases
Under 500 Pilots Piedmont Airlines (Piedmont)
Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;
ALPA
500 - 2,000 Pilots CRJ-200 CRJ900
Notes
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **$10,000 Surface 3 LTE CLE retention bonus at the end of 2018
Dec/2017
February 2017
$1,600 first $1.95/hr Dom Paid for by mo. then company; single $2.50/hr occupancy MMG Int.***
ALPA
EFBs
2,530
$1.95 Eff. 7/1/2017
3.F.1 Mesa Airlines (Air Shuttle)
Union
Over 2,000 Pilots
65 Hours
Up to Paid for by 64 hr MMG $22,100* MQ plus $20,000 + 16 hrs per company; single retention diem per day occupancy bonus**
2 Digit Code
Most Number of Do Business Pilots For: Junior CA hired
Paid for by company; dual occupancy, Company will pay 50% for single room
10.A.2.a Envoy formally American Eagle (Envoy)
Per Diem
THE GRID
American
ALPA
PHL, MDT, ROA, SBY
Notes
October 2019 | 51
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
EMB-175
GoJet Airlines (Lindbergh)
THE GRID
CP
CRJ-700 CRJ-900*
$1,500 Referal Bonus $12,000** $5,000***
G7
Aircraft Types
2 Digit Code
Diem*
double occupancy
3.H, 5.B
5.B.3
$1.65/hr**
2015
659
5.B.1
Dec/2017
600
Dec/2017
American
ALPA
iPad
MSP, LAX, SEA Contract 2014 as amended
Dec/2017
General Information
Paid for by $23/hr @ 60 company; single hr occupancy
$1.60/hr
December 2017
Jan/2017
5.B.3
6.C
5.O
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 per company; single day occupancy
United, Delta
Most Number of Do Business Junior CA Pilots For: hired
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Union
Contract 2016 as amended EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
DH-8-100 DH-8-300 ERJ-145
PI
LOA 16
Trans States Airlines (Waterski)
ERJ-145
AX
5.D.4
$30,000*
5.A.3
$35.81 @ Paid for by 75 hrs or 4 company; Single hours per occupancy day 3.C.1
Cape Air (Kap)
5.A.1
ATR-42 C402 BN2
9K
None
Saab 340b
3M
$12,000*
Paid for by MMG & Per company; single Diem occupancy
Ameriflight, LLC (AMFlight)
None
$9 - $12.50 Paid for by per hour* company; Single $35 / Day occupancy Per Diem
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
CommutAir (CommutAir)
AM
DH-8-100 DH-8-200 ERJ-145
C5
Peninsula Airways (Penisula)
Saab 340A, Saab 340B*
KS
Seaborne Airlines (Seaborne)
DH-8-300 S340
BB
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
5.D.1
Dec/2017
Dec/2017
$1.90/hr
June 2016
600
5.C.1
Dec/2017
Jun/2016
6.E.5.A
Up to $15,000*
MMG
Paid for by company; single occupancy
Online
3.G
5.A.8
100
6.G.1
Dec/2016
Dec/2016
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
$1.45/hr
Immediate
185
Oct/2015
Oct/2015
$1.80/hr
Apr/2017
291
5.B.3
Dec/2017
Dec/2017
$50/day
2012
120
American
ALPA
United, American
ALPA
Hyannis Air Service DBA Cape Air
IBT
Self**
IBT
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
PHL, MDT, ROA, SBY
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
*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
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
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**
*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ Contract 2015 as amended
None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract
Oct/2014
C208, C207, PA31, B1900 DH-8
Island Air (Moku)
350
Paid for by Upon 40 Hours per company; Single $37/overnight Reaching week occupancy ATP Mins
3.K.A
Silver Airways (Silverwings)
$1.70/hr
January 2017
7H
Q-400
$30/dom, $50/int $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
January 2013
90
SJU, STX Need contract
Oct/2014 $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
215
Ravn Alaska
None
Codeshare with UAL
ALPA
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds Need contract
ANC
Jun/2017 70
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
20,604
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)
Pay Protection
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
$150 / yr****
Over 2,000 Pilots
Headset Reimbursement
None
None
100%
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
FAA Part 117
188
4:12
None
1:2**
None
100%
150%
$100/6 mo***
None
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
-
Yes*
11 or 13; 15**
539
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
12
Yes*
3017.7.C.1.g
3008.12.A
3.F.1 & 2 3.F.1 & 2
100%. Over 87 hours 125%***
See Trip Rig
1:2
1:4
75%
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Yes**
14
217
23.E.1
3.E & F
23.C.1
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
Min Days off
Pay
Max Scheduled Duty
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Provided by company****
500 - 2,000 Pilots 25 Hours
New hires pay
Contract 2004 as amended, Currently in negotiations
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max Pilot Agreeemnt signed August 2015
*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for Company provided reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage Contract 2015 -
4:12
12*
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
100% or 150/200% when red flag is up
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
12/12 or 11 for reserve in 30 day month
(Line/Reserve) 52 | Aero Crew NewsProtection Endeavor Air
Max Scheduled Duty
*200% only when critical coverage Company provided declared by company Contract 2003 as amended
Notes
BACK TO CONTENTS
*Starts 1/1/2015, **200% at company
23.E.1 Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
3.E & F
23.C.1
-
11
Yes
FAA Part 117
616
10.B.1
3.F.2
10.A.2
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
3.B.2
-
3.B.3
3.B.4
3.G.1
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Contractual Work Rules Min Day Min Trip Duty Rig Trip Rig Credit Credit
12
Yes
14
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
None
11
Yes*
FAA Part 117
187
12.B
3.G
12
-
12/12
Yes*
12, 14 or 13**
294
25.E.8.a
3.D
12.B.1
-
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
None
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
-
None
62.5%
100% or 200%**
-
-
-
6.A
3.H.9
5.E.2
-
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
3.C.1.c
-
50%***
25****
100%
150% or 200*****
5.C.2.a
5.C.2.a
5.C.2.a
Yes
FAA Part 117
239
4**
7.A.4.a
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
$200
None
5.4.2.d
26.M.5.A
-
Company pays 1/2 of initial uniform, $20/mo allowance
None
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
80% air*** 75% ground
100%****
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
26.3
26.C.1
150% 200%**
$25 / Month
None
5.E
5.D
26.L.5
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%**
$25 / month
None
Under 500 Pilots 11
Yes
14
185
4
4 per day*
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
None
None
75% air; 50% ground
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Yes*
14
246
4**
None
None
None
100%
150% 200%***
3.F
12.E.1
-
LOA 201107
-
-
-
3.H.1
3.E.2
5.F.3
-
Yes as needed
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Paid in full by company, no set amount per year. Reasonable amount.
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
-
25.A.5
Contract 2012 as amended
11
Yes*
14
161
3, 4 on lost day
Greater of min day, credit, duty rig
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
14
131
3.75
None
None
None
75%
100%*
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
*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
Seaborne Airlines (Seaborne)
13
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
11/12* Line Holder, 11/10** Reserve
Yes***
FAA Part 117
123
3.8
None
None
None
100%
150%
Company issues 3 shirts, pants, replaces as worn
None
10.C.1.d; 10.C.1.e.(4)
4.E.1
10.B
4.B
-
-
-
4.F.1
4.A.4
15.AA
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Island Air (Moku)
*Starts 1/1/2015, **200% at company discretion.
100%
None
13*
Notes
None
None
See Trip Rig
THE GRID
Contract 2003 as amended
None
Company pays half of hat, topcoat, jacket, two pairs of pants.
3 hours or See Trip Duty Rig Rig
Contract 2015
*200% only when critical coverage Company provided declared by company
500 - 2,000 Pilots
25.B.3.a.2 & d.2
Silver Airways (Silverwings)
-
25 Hours 5 Day Trip
25.C.2,3 & 4 Trans States Airlines (Waterski) 12 line holders 11 reserves
Cape Air (Kap)
4.B, C, F Pilots pay 50% except leather jacket 100%
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
3.C
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
*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 2019 | 53
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
75
CRJ-200
$46.44
CRJ-700, CRJ-900
$48.48
-
3.A
CRJ-200
$48.10
CRJ-700
$50.99
EMB-175
$51.17
CRJ-900
$51.94
-
3027.2
3.B.1
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
$50.42
-
Mesa Airlines (Air Shuttle)
3-1
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
4.A
75
3.K.1
25.A.2
25.B.2
1=20% of 6% 0-4 = 2.75 H/M <1 = 14 Days** 2=30% of 6% 4-7 = 3 H/M 1-5 = 14 Days 3=40% of 6% 7-10 3.25 H/M 6-14 = 21 Days 4-6=50%of6% +10 = 3.5 H/M +15 = 28 Days 7=75% of 6% Max 500 10=75%of8%
HRxMMGx12
3.A
HRxMMGx12
$43,290
$112.09
$100,881
$45,891
$118.82
$106,938
$46,053
$119.27
$107,343
$46,746
$121.05
$108,945
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
PDO* 1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
8.A.1***
$45,378
HRxMMGx12
$120.11
3-1 $89.12
75
$35,802
-
LOA**
LOA
Aircraft Types
FO Top Out Pay (Hourly)
MMG
CRJ-200
$65.74
CRJ-900
$67.09
EMB-175
7.A
$98,397
3008.5.A.3* HRxMMGx12
75
8.A.1
$109.33
$39.78
HRxMMGx12 $80,208
7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
27.A.1*
1-4 yrs, 4% 5-9 yrs, 6% 10 yrs, 10%
None
30%
27.A.1
28.A.3
None
-
3.A.1
CRJ-200
$41.78
4.A
$43.29
None
-
3.A.1
4.A
8.A.1
14.K
<1yr = <7 dys*** 1-2yrs = 7 dys >2yrs = 14 dys >7yrs = 21 dys >16yrs = 28 dys
90dys-5yrs = 3.5hrs/month; >5 yrs = 4hrs/month
1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
14.E
None
HRxMMGx12
8
9.A
28.B**
28.B
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
$59,166
$117.70
$105,930
3.5 H/M
$60,381
$122.20
$109,980
<1yr=<7 dys*** 12yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
$37,602
$98.37
$88,533
$106.67
$96,003
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
$38,961
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
C700/E170
3.A.1
HRxMMGx12 $84,433
$99.65
$90,881
$105.08
$95,833
$52.00
76
$47,424
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
None
28.A.3.b
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
7.A
14.A
28.C**
28.C
27.B.4
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 0-9 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
HRxMMGx12
7.B.2 < 5 = 14 days > 5 = 28 days
-
24.A
3.75 H/M Max 375
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
3%
25%
14.A.1
28.B**
28.A
27.D.2.a
6%
None
Company Discretion
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B
14.A.1
27.C
27.C
27.A
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
3 H/M
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
14.A
27.D.1
27.D
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
Under 500 Pilots > 1 = 5 days*** < 1= 5 days
50% Match: <4 = 6%
Contract 2003 as amended
Percentage of health care Notes employee pays
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
Contract 2015
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 is 1% increases per prorated. year
LOA*
$92.58
*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours. ****Based on YOS.
35% for TPO Traditional PPO Plan
HRxMMGx12
HRxMMGx12
Contract 2007 as amended, Currently in negotiations
*Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
$84,510
C200/E145
Contract 2004 as amended, Currently in negotiations
Pilot Agreeemnt signed August 2015
$93.90
75
CRJ-700 CRJ-900
38%
-
<6 = 2.5% 6-13 = 4% 13+ =6%
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property.
*Vesting based on YOS, **1.2 Days per month of employment.
500-2,000 Pilots
54 | Aero Crew News Piedmont Airlines (Piedmont)
LOA 9
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
$43,632
C900-C
Horizon Air (Horizon Air)
25%
5 H/M Max 640 (110 above 640***)
$91,620
EMB-145
C900/E175
Air Wisconsin (Wisconsin)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$101.80
75
PSA Airlines (Bluestreak)
Percentage of health care Notes employee pays
401(K) Matching (%)
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
$41,796 75
EMB-170 EMB-175
Endeavor Air (Endeavor)
Sick Time Accrual
Over 2,000 Pilots EMB145XR, EMB-145, EMB-135
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
No. of Vacation weeks & accrual
27.B.2
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1 Percentage of Notes health care employee pays
BACK TO CONTENTS
*50% match based on YOS, **See chart at referenced contract section;
(Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
E-170, E-175
$45.80
75
-
3.D
4.A.1
CRJ-700
$44.33
75
-
5.A.1.b
Aircraft Types
FO Top Out Pay (Hourly)
$41,220
$111.24
$100,116
< 1 = 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
Additional Compensation Details HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
14.A
27.D.1
27.D
Sick Time Accrual
401(K) Matching (%)
401(K) DC
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
$39,897
$111.24
$98,781
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
13.A.1
Under 500 Pilots
29% Employee, 34% Family 27.B.2
*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
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
-
40
$26,458
Per week*
HRxMMGx52
$30.02
THE GRID
Percentage of health care Notes employee pays
$40.33
$12.72
Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
Q-100, Q-300
ATR-42, C402, BN2
service for vacation accural, converted to years for comparison, first year is prorated;
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
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
Peninsula Airways Saab 340A, (Penisula) Saab 340B* Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
$44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)
B1900, DH-8
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%
None
$450-$500 / Mo. $750-$800 / Mo. Need contract
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 & accrual
Sick Time Accrual
401(K) Matching (%)
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
*After 5 YOS.
0% for employee, full cost for family, after 3rd year then 0% for all 14.A
Contract 2016 as amended
Percentage of health care Notes employee pays
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/or inaccurate, please consult the most current contract section for specific contractual language. Data that do not have a contract section reference number, were obtained online 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: GridUpdates@aerocrewnews.com
October 2019 | 55
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 CMH PIT DAY IND IAD IRK UIN 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
56 | 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 Republic Airways 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 2019 | 57
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
58 | 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 2019 | 59
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