Aero Crew News, November 2015

November 2015

Aero Crew News

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

Contract Talks Disability Insurance

November Grid Updates

American Airlines Junior Captain Hire Dates Added Ameriflight Added to Grid Republic Airways Contract Updated Allegiant Updated

Exclusive Hiring Briefings

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November 2015

C o n t e n t s

Sections

Aviator Bulletins 6 Latest Industry News

Exclusive Hiring Briefing Exclusive Hiring Briefing

18

Contract Talks 23 Disability Insurance

The Mainline Grid

24

Legacy, Major, Cargo & International Airlines

General Information

Work Rules

Additional Compensation Details

Captain Pay Comparison

First Officer Pay Comparison

The Regional Grid

Updated Legacy

Piedmont Airlines 10 Ameriflight

Airlines in the Grid

32

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

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

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

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

Major

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

International Qatar Airways

Cargo

Ameriflight Atlas Air

FedEx Express Kalitta Air UPS

Regional

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

Coming Soon...

Major

Eastern Air Lines Miami Air

Cargo

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

Regional

Corvus Airways Peninsula Airways Seaborne Airlines

International Emirates

IBEX Airlines

Canadian

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

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

Craig,

Letter from the Editor

First, thank you for what you do…providing excellent information!

I am new to Aero Crew and fairly new to the 121 environment. I spent 26 years in the USAF and as I regain my currency in the Regional environment I am trying to locate some good information regarding “upgrades and time to upgrade” for all of the majors so I can try to make an informed decision IF I have a choice when it comes time to move on to one of the Major Airlines.

Appreciate any vectors you can offer. I did take a look at the “grid” but I was unable to locate the info.

Please and Thanks!

Gary G. Washington D.C.

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

Gary, It is hard to tell without getting a hold of the actual seniority lists how long upgrade time will be. Even then the predictions can only be made strictly on retirements and current aircraft. The problem with that is a dip in the economy can effect those numbers drastically. Conversely an increase in flying will make that time much shorter. We do try to provide the hire date of the most junior CA on property. This is usually updated ever couple of months. The Major Grid does have a section called, “Most Junior CA hired.” We are always trying to update this information and as always appreciate feed back and updates from our readers. I was able to obtain some additional dates at some of the majors. Please refer to The Major Grid to see what upgrade time is at the Major Airlines. Additionally Scott Stahl wrote a great article for us in our September issue. To view that issue visit aerocrewnews.com/archive.html.

Additional Contributors Jackie Jennings, Matt Berson Brian Randow, Hope Harkey Sam Gadd

Craig D. Pieper Editor in Chief

Ameriflight, LLC Communications Department

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

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

Here’s what you missed last month.

XOJet and PSA Air were featured. Plus articles from Contract Talks, Moving Expenses by Scott Stahl. To view this and previous issue visit our archive at AeroCrewNews.com/Archive.

Photographs By Piedmont Airlines Corporate Communications

Photographs used with permission from Piedmont Airlines

Photographs used with permission from Ameriflight, LLC

Craig Pieper

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

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

4 | Aero Crew News

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SAV E

T H E

DAT E !

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

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

networking event you won’t want to miss!

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

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

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

THIS IS THE PREMIER AVIATION INDUSTRY EVENT

For additional information:

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

Two Easy Ways To Get Involved!

1. INDUSTRY VENDOR

2. EXPO ATTENDEE

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

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

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

REGISTRATION OPEN NOW! ALL VENDOR REGISTRATIONS INCLUDE:

Association receive complimentary admission to the NGPA Industry Expo.

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

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

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

• Complimentary morning refreshments and lunch from Panera Bread.

• Complimentary high-speed wireless internet.

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

NOTE: Vendor prices increase $100 after December 1.

NOTE: REGISTRATION OPENS IN NOVEMBER.

www.ngpa.org

Aviator Bulletins

The latest aviation industry hiring news and more.

Republic Airways Holdings Inc. announced that the International Brotherhood of Teamsters’ (IBT) Local 357, which represent the approximately 2,100 pilots of Republic, have voted by a margin of 76% to ratify a new three-year contract, with approximately 85% of the eligible pilots voting.

The agreement invests approximately $50 million a year on average over the three-year duration of the new agreement, including both the ratification bonus and the anniversary bonus. The new agreement includes significant improvements in work rules and pilot quality of life. Additionally, it establishes

6 | Aero Crew News

pay rates that recognize Republic’s pilots as leaders in the regional airline industry, including a transformational $40/hr first year new hire rate, domestic and international per diem ($1.95/$2.50), and continues to offer “No Jr. Manning”.

“This is truly an exciting time for Republic Airways. With the leading Pilot pay and benefits in the regional industry, we’re enthusiastic about what the future holds for our Crew and their employee satisfaction of flying for our airline,” said Jody Scott, Director of Talent Acquisition.

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Envoy has approved a fully-sponsored company EFB program. All pilots will receive a company-issued iPad complete with a company-paid monthly data subscription.

The iPad EFB will contain all company manuals and Jeppesen navigational charts. Envoy expects to roll out the new program in 2016 and to later expand it into a fully digital cockpit.

Also, Envoy management and the union representation for the pilot group finalized a new Letter of Agreement (LOA) that pays pilots the OT premium pay (150-200%) for “lost” or “canceled” OT flying. Before the LOA, any flying picked up

PSA Airlines Pilots Ratify Agreement to Increase Flow to American Airlines!

PSA is hiring 1000 pilots over the next 2 years and has the fastest upgrade time in the industry! PSA has a fleet of 87 aircraft that will grow to 150 by the end of 2017! Recently, PSA Airlines and the Airline Pilot’s Association reached an agreement that will convert the SSP to a true flow and incrementally double the number of PSA pilots that flow to American Airlines each year. PSA also will add a new crew base at Cincinnati/Northern Kentucky International Airport opening January 2016.

for OT that was canceled or lost due to weather, misconnects, etc. was usually not paid at the OT premium pay. Today, if a pilot loses OT flying prior to signing in for their trip, they may elect to be available for reassignment, allowing them to receive the premium pay for the greater of scheduled flight time of the original OT flying, the scheduled flight time of any reassigned flying, or the actual flight time flown. This agreement was made without concessions from the pilot group and is a testament to the building relationship of management and labor. Other discussions are in place to address better reserve rules, satellite bases, and many more in an effort to benefit the pilots and the operation alike.

will almost double the current number of pilots flowing to American, culminating in nearly 100 pilots flowing per year.

The agreement affords PSA pilots a career path directly to American through a seniority-based flow system.

“We are pleased that our pilots, represented by the Air Line Pilots Association International, have voted in favor of this improved flow agreement,” said Michael Scrobola, Vice President of Flight Operations for PSA Airlines. “This agreement provides pilots who join PSA a guaranteed career path to the world’s largest airline, American.”

PSA Airlines Pilots Ratify Agreement to Increase and Improve its Pilot Flow-Through Program to American Airlines

Captain Jason McConnell, Master Chairman representing the pilots at PSA Airlines stated, “The direct flow to American Airlines gives PSA pilots valuable career path certainty.”

On October 2o, 2015, PSA Airlines reached an agreement with its pilot union to dramatically improve and increase its pilot flow-through program to American Airlines. This agreement

PSA Airline will hire more than 1000 pilots in the next two years and continues to be the fastest growing regional airline in the United States.

November 2015 | 7

Aviator Bulletins

ExpressJet-branded CRJ flies the skies If you’re in the Dallas area, you may see a new livery on

SkyWest has secured agreements to fly E175s for three major partners. Forty aircraft are currently being operated for United as United Express with an additional 18 to be delivered beginning in late 2016. By fall of 2016, SkyWest will operate 15 ERJ 175s for Alaska. Eight CRJ700s currently in operation will be phased out as the 175 come online. SkyWest will also fly 19 E175s for Delta Air Lines under a new agreement with the first aircraft to be delivered in August 2016.

Starting October 13th 2015, all pilots will receive Microsoft Surface 3 Tablets for use as EFB’s.

SkyWest has ordered 100 firm plus 100 options for the Embraer 175, 40 of which will be operated for United as United Express.

By fall of 2016, will operate 15 ERJ 175s for Alaska and the 8 CRJ 700s will be phased out as the 175 come online.

8 | Aero Crew News

the runway: our first ExpressJet-branded plane. The aircraft, a CRJ200 wholly owned by ExpressJet, is based in our DFW hub and will fly our system as a “universal spare” primarily supporting our American Eagle operation with the ability to also fly for Delta Connection as needed. The paint scheme was designed by our in-house Creative team to reflect the ExpressJet brand. We look forward to adding future ExpressJet-branded aircraft when the opportunity allows.

Starting October 13th 2015, all pilots will receive Microsoft Surface 3 Tablets for use as EFB’s.

•

New pay package ratified and in effect 7/1/15, agreement for 3 years.

•

Block Hour Override eliminated, specific rate paid for each aircraft type.

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On CRJ fleet, all soft time (vacation, sick, deadhead, min day credit, training, etc) are paid at CBR (CRJ Base Rate, aka. CRJ 200).

•

Min. Daily Guarantee increase to: 4:12 (effective Oct. 1, 2015).

•

Company will pay $70 toward each required medical.

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Uniform allotment $200/yr.

•

Future Raises: 1.5% in 2017.

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the moSt recommended avIatIon Job WebSIte

JSFIRM.coM Reach oveR 300,000 AviAtion Job SeekerS

November 2015 | 9

10 | Aero Crew News

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N

o airline has a better story than Piedmont Airlines. The wholly owned subsidiary of American Airlines traces its roots to 1931 and a 21 year old test pilot who turned a fixed base operator into the country’s first commuter airline and revolutionized the commercial flight industry. Now, 84 years, three name changes and four aircraft types later, Piedmont is undergoing more of an evolution than revolution. For the first time in the company’s history, Piedmont will be operating regional jets. “Dick Henson, the founder of the company now known as Piedmont, would be proud,” said Steve Farrow, Piedmont CEO. “The introduction of the Embraer regional jets not only gives us a bright, stable future, but expands our footprint into new cities and new regions of the country. This is a great time to be on the Piedmont team.”

Piedmont will begin operating the Embraer 145 out of Philadelphia (PHL) in early 2016. In preparation, the airline will open a PHL crew base in January for both the E145 and the de Havilland Dash 8, which Piedmont will continue to operate. The PHL base will grow to include some 250 pilots. “Opening a hub domicile gives us many advantages,” said Farrow. “Not only does it improve the quality of life for our commuting pilots, but it is a great opportunity for new pilots who may not want to move at this point in their lives. A PHL base is really key to this expansion.”

major this fast,” added Keefer. “Start at Piedmont, upgrade in 12 to 18 months, and flow to American in 5 years or less. If you want to apply to another major carrier in the meantime, you certainly can, but you’ll always have the American seat as a backup. You couldn’t plan any better.”

Lyle Hogg joins Piedmont Airlines Former US Airways vice president Lyle Hogg joined Piedmont as president in June 2015. Captain Hogg was hired as a line pilot

by US Airways in 1984, rose through the management ranks and was a key figure in the US Airways-American merger. He brings to Piedmont extensive experience working with the NTSB, FAA and aircraft manufacturers, as well as a unique perspective on hiring and training pilots who want to pursue a career at a legacy airline. Read what Captain Hogg has to say about Piedmont’s future and preparing pilots to flow to American, on page 13.

Piedmont took delivery of its first Embraer on October 5 at the company’s headquarters in Salisbury, Maryland. American has committed a minimum of 20 E145 aircraft to Piedmont, with deliveries continuing throughout 2016. But fleet expansion with a new aircraft type isn’t the only great story at Piedmont. Here’s what else is new: No interview flow to American Airlines In late 2014, Piedmont signed a unique agreement — now known as “flow” — to provide pilots to American. Each month, Piedmont pilots can “opt in” for flow to American. Once the bid closes, the four (or more) Piedmont pilots with the most seniority are sent to Dallas or Charlotte (or other training center) to begin their mainline careers. Pilots do not have to have a college degree to flow from Piedmont (a requirement for most mainline jobs) or go through an interview process. The new agreement has changed the way Piedmont looks at potential pilots. “Pilots have plenty of options for a first year job at a regional,” said Stephen Keefer, vice president – Flight Operations. “We are looking for pilots who have much bigger career goals in mind, namely pilots who can be successful at a major airlines.”

As part of a small pilot group, Piedmont pilots will flow to American quickly. “Never before could pilots chart a path to a

November 2015 | 11

Piedmont makes commuting easier A new crew base in Philadelphia will provide better options for pilots who wish to commute, and a new commuter policy eliminates the need for a crash pad in any domicile. Introduced in June 2015, Piedmont’s commuter policy gives pilots four hotel nights per month in base. “It eliminates the expense of a crash pad, and it takes away some of the stress associated with commuting,” said Scott McGuigan, Piedmont chief pilot. “That’s appealing to a lot of people who want to work at Piedmont, but simply can’t move to a base or don’t want to move. Piedmont pilots are actively taking advantage of the program.”

No ATP CTP? No problem.

Piedmont now provides free ATP CTP instruction to pilots who require the ATP written test. Lodging and transportation are included.

Pilots who wish to be considered for the ATP CTP class should contact a Piedmont pilot recruiter for more information or email piedmont. recruiting@usairways.com.

Not new, but notable •

Piedmont is currently running 12 to 18 months to upgrade; previous 121 time is an advantage.

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Piedmont was the first regional training department to be fully certified by the FAA with an Advanced Qualification Program.

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Piedmont training is conducted at the American training center in Charlotte. Pilots are given single room occupancy during training, as well as pay and per diem.

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Piedmont pilots enjoy excellent family travel benefits on American; the same benefits as American pilots.

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Piedmont offers quality health insurance at a reasonable price. Currently, pilots pay less than $100 per month for individual coverage and less than $250 per month for family coverage.

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Piedmont offers free life and disability insurance

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Piedmont offers a 401(k) with company match

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Piedmont pilots receive 100 percent trip cancellation pay and 150 percent + premium pay for added flying.

•

Piedmont offers a $5,000 signing bonus.

Refer your friends, collect $5,000 Great employees attract great employees, and Piedmont recognizes that pilot endorsements are valuable. In May, Piedmont introduced a $5,000 referral bonus to any pilot who recommends another pilot to the company. “Word of mouth is the best advertising we can do,” said Michelle Foose, vice president - Human Resources.

“Our pilots know who they want to work with in the cockpit and that knowledge is important to us.” New pilots can refer their friends and family on the very first day of training, and the number of referrals is unlimited. “We have a pilot who is on track to collect $25,000 for referring five friends,” said Foose. “We see very good pilots coming through the door, so it’s working.” American also offers a $1,000 recruiting bonus to its employees for referring a pilot to Piedmont.

Details can be found on the American employee website, Jetnet.

See your future at American Airlines Qualified pilots are now flown to Charlotte to interview with Piedmont at the American training center. Prospective pilots get the chance to see where they will spend time during ground school and simulator training if hired. “We tell them to look around and notice how the Piedmont classrooms are next to American classrooms,” said Matt Berson, Piedmont pilot and pilot recruiter. “Our simulator is next to the American simulators. We point out that when they flow, they will come right back here for training. They immediately recognize the unique opportunity before them.”

EFBs for pilots in 2016 Piedmont will introduce Electronic Flight Bags (EFBs) for pilots in 2016, part of an overall update to the iPad program across American Airlines. Piedmont pilots will receive an iPad along with a 750MB domestic data plan. “This is an exciting announcement that goes hand in hand with the introduction of the Embraer 145,” said Lyle Hogg. “We are now working to fine tune the Piedmont EFB program with the goal of having an iPad in the hands of every pilot by mid2016. American will purchase new iPads for mainline and regional pilots, allowing all pilots to participate in the same EFB program.

12 | Aero Crew News

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An interview with Piedmont president, Lyle Hogg Former US Airways vice president, now Piedmont Airlines president, Lyle Hogg talks about growth at the company, the addition of Embraer jets and how flow is changing pilot hiring.

You were involved in pilot hiring for US Airways for many years. What is different now?

For years, pilots had to take the first job that came along and you would progress in your career somewhat by the luck of the draw. Now, young aviators have a lot of choices. Not only that, they are in an unprecedented situation where they can choose the world’s largest airline, American, simply by applying to Piedmont. Industry consolidation has left us with three robust network airlines that will be around for a long time. Sewing up a job with American Airlines through Piedmont provides our pilots and their families a great future.

When you say pilots can choose American by applying to Piedmont, you are talking about a flow agreement, correct?

How does flow affect hiring?

Correct. The way these agreements are structured, American will get most of its pilots from the wholly owned carriers, including Piedmont. The next biggest group hired by American will be pilots with military experience. Considering that our parent company has more than 14,000 resumes on file for 500 pilot positions, and most of those positions will be filled by regional pilots, there will be a limited number “off the street” new hire pilots at American in the foreseeable future.

What advice would you give to a new pilot who just starting to map out his or her career?

There are only a handful of major airlines remaining that give you the option of flying a high paying, wide body aircraft later in your career. There are opportunities with freight carriers, but really, the pinnacle of our industry is going to work for one of the

three network carriers. Coming to Piedmont gives you the assurance of knowing that you will have a job at one of those three network carriers. That’s not to say you can’t apply to the other two, but here you have American flow. Further, American has 11 crew domiciles, so there’s a tremendous choice of places to live as you progress through your career.

How is Piedmont pilot hiring different from what is happening at other regional carriers?

Piedmont is in a unique position because we are hiring not only to replace the pilots who will head to American Airlines, but hiring for growth. Further, our growth in proportion to our size is greater than any other carrier in the regional industry right now. So, when you consider that we are adding about 200 new pilots in the next 18 months to cover our expansion, and adding pilots to replace the pilots who flow to American, we are talking about 260 to 280 aviators. That’s more hiring in proportion to size than any regional carrier will have in the industry.

How is that growth being managed?

We can manage the growth because it is very steady. We will be receiving one regional jet per month, and we will flow four pilots per month. It’s not explosive. We don’t want to expand too quickly as that can cause problems in training and other areas.

How do you see Piedmont fitting into the American network in the future?

We have been pledged a minimum of 20 Embraer 145 aircraft, which is about a 50 percent growth rate on our current fleet. That said, in order to be a strong part of the American network, we really need to grow more than this first 20 aircraft. There’s no reason why we can’t have a growth rate of 100 percent and expand our contribution to American. No other regional carrier has anywhere near a plan for 100 percent growth rate in coming years. As a result of that, our pilots, for quite some time, are going to enjoy rapid progression from the right seat to the left seat.

November 2015 | 13

After American announced that the Embraer 145 would be flying out of Philadelphia, Piedmont realigned its crew bases. Why? With the announcement that our new aircraft will be flown primarily in and out of Philadelphia, we recognized a need to open a domicile there. We also heard from our pilot group that they desired a better commuting opportunity for the Dash 8, therefore, we decided to open up a domicile in Philadelphia for the Dash 8 as well.

It’s just another way to make life a little easier for pilots who choose to commute to work.

Also looking forward, as our Dash 8 fleet begins to retire, we would need to make adjustments to our domiciles anyway. Adding 250 pilots to PHL meant eventually closing our smallest crew bases in New Bern and Charlottesville, so we made the decision to realign all the bases at one time at the beginning of 2016. At the end of the transition, we’ll have bases in Philadelphia (PHL), Salisbury-Ocean City, Md. (SBY), and Harrisburg, Pa. (MDT) so 75 percent of our pilots will be within two hours of a hub. The rest of our pilots are based in Roanoke, Va. (ROA), which is a very desirable location for a crew base.

all times to be able to maneuver the aircraft in and out of these locations. It really gives you the skills you need to be a good pilot no matter what you fly later in your career. On a different note, it’s really fun and it’s eventually going away. I hope pilots will take advantage of a type of flying that won’t be around forever.

Piedmont Fast Facts: Captains: 200 First officers: 219 Upgrade time: 12 to 18 months; previous 121 time is an advantage Crew bases (2016): Philadelphia (PHL), Roanoke, Va. (ROA), Salisbury-Ocean City, Md. (SBY), Harrisburg, Pa. (MDT) Advanced Qualification Program (AQP): Yes Aircraft: 11 de Havilland Dash 8/300

Piedmont has been flying the de Havilland Dash 8 for more than 30 years. What happens to the turboprops now that jets are arriving?

26 de Havilland Dash 8/100

We will begin to retire some Dash 8 aircraft in 2017, but 25 of them will continue to fly beyond 2020. They really serve an important niche in the American Airlines network.

Airports served: 50

20 Embraer 145 (Deliveries beginning October 2015) Daily Departures: 280 Flow to American Airlines: Yes, no interview required

Some say that “jet time” is more important than “prop time” when it comes to building a career, but you disagree. Why?

Website: piedmont-airlines.com

There are very few carriers in the country that perform turboprop flying, and yet flying the Dash 8 is some of the most challenging and enjoyable flying that our pilots will ever do. It is a fantastic learning situation for young pilots. As you fly larger and larger aircraft, you tend to only fly ILS approaches to 10,000-foot runways. The Dash is challenging because it goes into small airports not always served

by ILS approaches. It requires you to have situational awareness at

Twitter: Work for Piedmont

Linked In: Piedmont-Airlines

14 | Aero Crew News

Social media: Facebook: Work for Piedmont

Contact a recruiter: piedmontrecruiting@usairways.com Apply online: AirlineApps.com

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Interview with Matt Berson, Piedmont line pilot and pilot recruiter.

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

interview?

Matt: We look at the applicant’s overall qualifications from flight

time to employment history. Once we have identified the

candidate as someone we’d like to talk to, we call him or

her for a brief phone screening.

C: What can an applicant do to increase their chances of

being called for an interview?

M: We like to see some indication on the resume that he or

she a strong instrument pilot. Also, being referred by a

current employee who can testify to the applicant’s

professionalism and abilities as a pilot, is a plus.

145) regional jets. We then provide lunch while we go over their paperwork and set up for the written test. At that point we transition to a 25 question, ATP-style written test and then the one-on-one technical and HR portion to wrap up the day.

C:

M:

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

We cannot stress enough the importance of being instrument current and competent. Expect a number of questions involving instrument procedures; holding, briefing an approach, etc. The written test was developed around the FAA ATP written exam.

C: M:

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

Can you give me some examples of the TMAAT questions It isn’t, but we often will have at least one representative in C:

that you like to ask? attendance to answer questions.

M: These questions are usually pulled from something in the

interviewee’s experience. For example, if a pilot has 121 C: What is the best way to prepare for an interview with

time we often ask about a time he/she had a conflict with

your company?

another crew member and how they handled it.

M: Be instrument current, study ATP written test questions

and RELAX. C: What are some of the biggest mistakes that applicants

make during the interview process?

Interview: M: Not being instrument proficient and not being prepared for a basic ATP style written test.

C: Do you recommend that applicants get to your headquarters

city the day before and get a hotel room for the night?

Written test: M: We conduct most of our interviews at the American

Airlines training center in Charlotte. We will fly an applicant Is there a written or computer test?

to the training center the morning of the interview and fly C: M: Written.

them home that evening.

C: M:

Can you walk me through a typical day of interviews?

We begin with a company presentation – a little history and a look at how we’re growing to bring on the (Embraer

C:

M:

What can you recommend applicants study for that test?

At what point is this test taken?

Sheppard Air airline prep ATP software.

November 2015 | 15

Interview cont...

Simulator Evaluation: C: M:

Do you have a simulator ride?

Not currently.

Post Interview: C: M:

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

Usually, unless we require approval from the Chief Pilot’s office.

C: they

M:

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

C:

M:

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

Typically within a month.

are hired?

Usually within 48 hours.

General: C:

M:

How many pilots does your airline expect to hire this year?

300

C:

M:

Is there an ATP-CQP class that your company offers?

We are waiting on final FAA approval for our in-house program, so we send ATP-CTP (at our expense) to a course at CAE.

C:

M:

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

We have a new hire bonus of $5,000. $3,000 is paid at the completion of Initial Operating Experience and the remaining $2,000 is paid at the pilot’s one year anniversary.

C: M:

Does Piedmont have a pilot referral program?

We do. We pay $5,000 to any Piedmont Airlines employee – including pilots in training - who refers a pilot to us. We do one payout after training, and the rest after the pilot completes six months on the line. American Airlines employees can also refer pilots to Piedmont and collect a $1,000 referral bonus.

C:

M:

Can you describe the career path program that Piedmont has with American Airlines?

We have a no interview, pure flow through with American Airlines that increases as our pilot group expands.

Aero Crew News

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INTRODUCTION

MISSION STATEMENT

meriflight, LLC and our subsidiary Wiggins Airways form the largest airline operating under Part 135 of the Federal Aviation Regulations. We serve major international integrators, manufacturers and freight forwarders throughout North America and the Caribbean.

Ameriflight is the industry’s premier air logistics solution, providing unparalleled service and value for customers, the highest dedication to safety, and a passion for excellence reflected in our workforce. This is the Ameriflight’s Mission Statement and they accomplish their mission by employing more than 700+ aviation professionals throughout North America and the Caribbean.

A

Ameriflight is UPS’ largest feeder operator, we are DHL’s largest domestic feeder operator and a significant service provider for FedEx. In addition to small-feeder operations, we transport products used for medical imaging for two of the world’s largest manufacturers Combined, Ameriflight and Wiggins operate 215 aircraft over 100,000 hours per year, crewed and supported by a talented and dedicated team of employees.

Operations schedules and tracks flights and coordinates with our customers. The Flight Department hires, trains and manages a roster of approximately 225 pilots. Maintenance and Quality Control oversee more than 140 technicians and support personnel who maintain our aircraft in accordance with FAA regulations and manufacturers recommendations.

Flight operations are supported by Parts & Purchasing, which controls a parts inventory of over 15 million dollars, Line Service, Ground Handling, Accounting, Administration and Safety.

Ameriflight is one of the few Part 135 airlines that has a dedicated and independent Safety Department. Our Recruiting Department searches for talented pilots and mechanics and the Human Resources group assists employees in personnel administration and employee relations matters.

18 | Aero Crew News

AMERIFLIGHT’S KEY AREAS We break our organization into 4 key areas. The Operations team is the point of contact with the customers, they schedule and track flights, run the daily operation and ensure the customer’s needs are met. The Flight Department hires, trains and manages a roster of approximately 225 pilots located at 19 bases. A dedicated Technical Operation Team maintains and ensures the quality and reliability of more than 210 aircraft. They have more than 140 technicians and support personnel who maintain the fleet in accordance with FAA regulations and manufacturers recommendations. The final area is a Team of back office professionals that handle everything from Parts & Purchasing, Line Service, Ground Handling, Accounting, Administration and Safety. One very unique thing about Ameriflight is that it is one of the few Part 135 airlines that has a dedicated and independent Safety Department. This is not a requirement for 135 operators but Ameriflight’s dedication to safety has made this a vital part of their organization.

Back to Contents

AMERIFLIGHT IS THE STANDARD BY WHICH ALL 135 CARGO CARRIERS ARE JUDGED. Our airline has a fleet consisting of seven aircraft types with cargo capacities ranging from 1,700 to 8,000 pounds. The total aircraft count is just over 210 and growing, as they continue add Embraer Brasilia (2 more by year end) and Bandeirante (1 more this year) aircraft. This diversity gives them flexibility to meet our customers’ ever-changing needs.

AMERIFLIGHT’S AIRCRAFT TYPES •

Cessna C208 Caravan

•

Piper PA 31 Chieftain

•

Embraer EMB-110 Bandeirante

•

Beechcraft 99

•

Fairchild SA227 Metroliner

•

Beechcraft 1900

•

Embraer EMB-120 Brasilia

THE SMART CHOICE The Ameriflight Recruiting Department searches for talented pilots and mechanics. Due to industry demands Ameriflight and Wiggins are seeing high turnover rates, just like all other part 135 and 121 regional carriers. This has led to them hiring 180 pilots this year. They continue to recruit for 2015 and anticipate hiring an additional 20 Pilots. In 2016 they are projecting to hire 240 pilots due to attrition and growth.

When it comes to recruiting and retention Ameriflight has been very active in developing a career path for our pilots. We recognize that a number of pilots who come to Ameriflight will eventually move on as they progress in their careers. Ameriflight believes that it must create a great place to work for our pilots all while helping them advance in their careers. One way to help them with their long term goals is to speed up the time it takes to go from being a student pilot to flying for a major airline.

The common path that many pilots choose is flight instructing or buying blocks of time and eventually getting hired at a 121 regional, eventually making Captain and then if all goes well getting hired at a major. Ameriflight has created an alternative to that long difficult process.

Is there really a way to speed up the process of qualifying for a U.S. airline job without having to buy flying time to reach the 1,500 flight hour hiring threshold? Is there any way to expedite the appearance of big-jet airline captain’s stripes on your sleeve?

One way is via a unique partnership between Ameriflight LLC, the largest Part 135 cargo carrier in the U.S., and Allegiant Air, the country’s fastest-growing Part 121 carrier.

Ameriflight offers a unique step up the aviation career ladder from typical entry level flight instructing, traffic watch, banner towing and similar jobs. With a nearly 50-year operating history, exceptionally thorough training, high flight standards, and an operation that spans the conterminous U.S., Alaska, Canada, Mexico, Central America, the Caribbean and South America, Ameriflight offers a wide variety of domiciles and incredibly rich flight experience.

Over 85% of Ameriflight and Wiggins fleet is turbine powered, and the majority of pilots hired are hired directly into the left seat as a Captain. Since we operate under part 135 of the regulations they are able to hire Captains at 1,200 hours total time. At 1,200 hours our pilots can start building multi-engine turbine PIC time and operate in a time-critical scheduled operation. Our pilots experience all types of weather from New England winters to hurricane avoidance in the south and east to high-density altitude flying in the west and low minimum IFR operations in a wide variety of locales. All while taking command of cargo load planning and real fuel requirements. This with real airline operating procedures. To go along with this we offer a sequence bid system to determine flight assignments, rapid advancement through aircraft types, including type rating training, generous pay and a good benefits package.

Starting wages at Ameriflight is $44,000 a year and advances quickly to $90,000 a year. This is real airline flying and real world flying experience. Airline training captains have often been heard to comment that they love to train Ameriflight pilots, because our pilots know how to fly on instruments and operate in the air traffic control system. Three years of flying with us typically meets the flight hour requirements for regional and major airlines, and provides a breadth of experience available in few other places for pilots at this level in their careers.

HOW TO APPLY In order to join the dynamic team with Ameriflight, all pilots will need to complete an application at http://ameriflight. hrmdirect.com/employment/job-openings.php?search=true& To learn more about our airline please visit our website http:// w3.ameriflight.com/ or email your questions to recruiting@ ameriflight.com

20 | Aero Crew News

Back to Contents

Interview with Brian Lander, Chief Pilot Pre Interview:

C:

B:

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

We will ask the candidate about a time they experienced adversity in the workplace.

C:

B:

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

Yes.

C:

B:

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

One of the biggest mistakes pilots make during the interview is showing up unprepared or without current documents required for employment as a pilot.

Craig:

Brian:

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

We look at the candidate’s online application and other documents they may have sent, and determine if the candidate fits our profile and has potential to be a successful employee in a single-pilot IFR environment. We look for a number of factors to increase the probability that they are successful in the training process and on the line, flying the customers’ cargo.

C:

B:

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

If a candidate can show us that they are instrument proficient, and have meaningful flight time in the past year, Written test: they are typically given the opportunity to interview.

C: Is there a written or computer test?

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

B: No. Not very. We launched a new website last year and a brand new Applicant Tracking System last month. They are Simulator Evaluation: proving to be successful at capturing candidates that meet our qualifications. However, it is helpful to attend job fairs C: Do you have a simulator ride? where we can meet the pilot in person, and gauge who B: A simulator ride is conducted by a member of the training they really are.

department or an Assistant Chief Pilot if the candidate is

lacking sufficient currency. With our operation being What is the best way to prepare for an interview with your nationwide, we are typically able to schedule a simulator company?

evaluation close to the candidate.

Brush up on basic IFR procedures, and ensure you are comfortable in the IFR environment. The number C: What type of aircraft is used for the simulator evaluation? one hurdle candidates must overcome in training these B: Depending on location of simulator evaluation, the days is instrument proficiency.

simulator is typically a light-twin aircraft.

C: B:

C:

B:

Interview: C:

B:

C:

Do you recommend that applicants get to your headquarters B: city the day before and get a hotel room for the night?

We typically conduct interviews over the telephone.

What types of scenarios should you expect in the simulator evaluation?

Basic “/A” IFR navigation, some emergencies, weight and balance calculations, holding procedures, instrument approaches, and basic flight planning.

C:

B:

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

They will be asked basic IFR procedure questions and recency of experience will be explored. They will be asked about flight times and employment history as well.

We will ask the candidate about their career goals, aspirations in aviation, accomplishments, and what they know about Ameriflight and the job itself.

C: B:

What are you looking for in the simulator evaluation?

A pilot who is confident and proficient in the IFR system, and one who can calmly evaluate abnormal situations and take appropriate action.

C: B:

What are the biggest mistakes applicants make?

Lack of instrument scan. Hurried mistakes.

November 2015 | 21

Post Interview: C: B:

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

Yes. We make every attempt to hire pilots same day.

C:

B:

If not, how long do applicants have to wait to know if they are hired?

Wait times longer than a few days are abnormal.

C:

B:

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

We conduct Basic Indoctrination classes once per month.

We can place candidates in class up to two weeks before class begins.

General: C: B:

How many pilots does your airline expect to hire this year?

285

C:

B:

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

We partner with ATP’s Higher Power program in the Dallas area to complete the ATP-CTP requirement.

C:

B:

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

We award signing bonuses for meeting Part 135.243c requirements, prior Part 135 experience, and holding type ratings in aircraft that Ameriflight operates.

C: B:

Does (Ameriflight) have a pilot referral program?

Yes, we have an internal pilot referral program.

Contract Talks

Disability Insurance

D

isability insurance is an item that doesn’t cross the minds of most pilots, but can be a significant portion of a potential compensation package. The number of companies that even offer such insurance is decreasing by the year, although it is often a service offered by many unions, such as ALPA. The reason disability coverage can be critical for a pilot is related to the necessity to maintain FAA medical standards. Aside from natural health issues, any accident or injury could render an FAA medical either denied, revoked, or under review. It is well known that pilots are generally expected to maintain much stricter health standards than people doing normal jobs, and unfortunately, as a pilot ages the probabilities of having a medical issue start to increase exponentially with age. In cases where unforeseen health issues require a revocation or review of the FAA medical, disability insurance could be the critical link that prevents a pilot from losing everything until they can either return to flying, or find another source of income.

Disability insurance can come in many forms, but at its basic core, it is coverage in the event of an injury or issue that may prevent the pilot from performing job duties. Some forms of disability insurance may only provide coverage in the event of permanent incapacitation while others may be geared specifically toward pilot duties. Some coverage may be 100% for a defined period of time, and some may be a set percentage for an indefinite period of time. In cases such as union coverage, their coverage will usually be in addition to company coverage, which provides another layer of protection for the pilot.

Written by: Scott Stahl

were depleted because they had opted out of both the company provided long term disability insurance and the union provided optional coverage. This would have saved the pilot a nominal sum of money every month, which was more than offset by medical expenses and lack of income during the treatment period. Luckily, the pilot’s treatments were successful, and they were eventually able to return to work. However, in this pilot’s case, it should be noted that under these circumstances, the company sponsored LTD insurance would have paid the pilot 55% of their gross annual income indefinitely until they were able to return to flying status as a crew member. That means that if they had not been able to return to active flying status, the insurance would have continued to pay. In the case of the union insurance, the pilot may have had an option to collect another 50-100% of their income for a period of up to 2 years from the date of disability, and had they opted for loss of license coverage, they would have received a lump sum payment in the event they were not able to return to work as an aircrew member.

It should be a primary consideration for any pilot to consider the intangible portions of a compensation package as important, especially when they might have vast effects on the future quality of life of the pilot in those circumstances that aren’t planned or expected. As a minimum, it is a good protection in the event a medical issue is encountered and the pilot can’t return to work for a period of time.

In some cases, the union may offer both Loss of License insurance, and disability insurance. Loss of license insurance would kick in anytime there is an event that causes the pilot to actually lose a license and may pay either a lump sum payment, or monthly coverage for a set period of time. That is different than disability, which may not result in the loss of an actual license, but may prevent the pilot from performing job related duties. Again, this can result in a lump sum payout, or a set amount for a number of months. The coverage’s and payouts will vary by company and union.

As a sample case, that actually happened, a young healthy pilot assumed coverage was not needed due to age and financial considerations. Approximately a year after opting out of coverage, the pilot was diagnosed with a rare form of cancer. Through the ensuing grounding and medical treatments, the pilot did not receive any compensation once the sick hours and vacation time

November 2015 | 23

THE GRID

Mainline Airlines

T

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

Aircraft Types

Highlighted blocks indicate best in class.

American Airlines (American)

Airline name and ATC call sign

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

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

Sign on Bonus

Hotel during new hire training

No

No

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

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

6.D.1.d

7.A.5 Single Occupancy, Paid for by company

$2.15

11.D.5.b

5.A.1

5.A.1

5.B

Pilots hired 2014

Union

APA

Legacy Airlines

14,236

9,987

800

Jul/15

***

Jul/15

1,472

816

2010

12,500

8,292

961

10/15

Jul/15

Feb/2015

Feb/2015

11/15

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

5.E.1

US East 8/2014 US West 9/1998

85 Hours plus per diem

3.D.4.

Hawaiian Airlines (Hawaiian)

Per Diem

AA 5/1999

No

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

Pay During Training

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

A330, A350 B717, B767

No

day, plus per Occupancy, Paid diem for by company

600

$2.50 Int.

ALPA

ALPA

ALPA

9.G.1

Abbreviation and definitions: A350, B747,

United Airlines (United)

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

No

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

2006

12,505

7,765

ALPA

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

DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly 3-E 4-G-1, 9-E 4-A 10/15 or yearly, refer to the contract for more information

ALPA: Air Line Pilots Association

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

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

Aircraft Types

Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will Allegiant Air not cover (Allegiant) MD-80, all reasons for cancellations. Refer to the contract for B757, more None 70 Hours Occupancy, Paid $1.00 6 Months 530 125 IBT A319, A3220 by company* information.

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

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

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

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

Single (Spirit Wings)

24 | Aero Crew News

A319, A320, A321

None

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

Sun Country Airlines

B737NG

MMG

5.A.1

$2.20

2.5 Years

1,200

5.B.1

Jul/15

Jul/15

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

250

ALPA

Back to Contents ALPA

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

Sign on Bonus

Pay During Training

A330, A350 B717, B767

Per Diem

Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029 AA 5/1999

No

No

No

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

7.A.5

85 Hours plus per diem

Single Occupancy, Paid for by company

$2.15

11.D.5.b

5.A.1

5.A.1

No

11/15

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

5.E.1

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

US East 8/2014 US West 9/1998

6.D.1.d

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

5.B

Pilots hired 2014

Union

THE GRID

EFBs

Legacy Airlines

14,236

9,987

800

Jul/15

***

Jul/15

1,472

816

APA

iPad

Bases

Notes

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

ALPA

Contract 2013, as amended

2010

12,500

8,292

961

10/15

Jul/15

Feb/2015

Feb/2015

ALPA

Surface

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

Contract 2014, as amended *Interisland

$2.00* $2.50 Int.

600

HNL, SEA, SFO, LAX

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

*$0.05 increase on Jan 1st.

No

Sign on Bonus

3-E

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

B757, MD-80, A319, A3220

None

A321, A320, A319, E190

$5,000*

70 Hours

Single Occupancy, Paid for by company*

$1.00

MMG

No

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

Southwest Airlines (Southwest)

B737

None

A319, A320, A321

None

Virgin America (Redwood)

Add A, Pg24

4.T.1

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

Sun Country Airlines

12,505

7,765

ALPA

iPad

5.A.1

Contract 2012 as amended

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

Pilots hired 2014

Union

EFBs

IBT

None

530

125

2

Jul/15

Jul/15**

Jul/15

$1.90

Jan/2006

836

Feb/2015

Feb/2015

Feb/2015

Feb/2015

$2.00

June/2012

3,000

840

400

11

Feb/2015

Feb/2015

Feb/2015

Feb/2015

May/2006

7,951

3,702

350

4.T.3

Feb/2015

Feb/2015

Feb/2015**

Feb/2015

$2.20

2.5 Years

1,200

5.B.1

Jul/15

Jul/15

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

B737NG

MMG 3.B

5.B.1

5.3

A320

$2,500 per month

None

$2.00

10.J.1

3.B.e

10.I.1

Pay During Training

Hotel during new hire training

Per Diem

None

Aircraft Types

Sign on Bonus

B747

None

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

None

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

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

10/15

6 Months

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

Spirit Airlines (Spirit Wings)

2006

Major Airlines

Frontier Airlines (Frontier) JetBlue Airways (JetBlue)

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

155

FAPA

ALPA

SWAPA

Bases

Notes

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

DEN, ORD, MDW

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*After completing first year, *Pilot data approximate

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

ALPA

Contract 2010, as amended

250

ALPA

Tablet Walkabout Computers

MSP

Jul/15 ALPA

SFO, LAX, NYC Rule book 2014

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

Pilots hired 2014

Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air

3.A.1.f

FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air

11.A.7

5.B.1.d Week 1 paid by

$2.40

IBT

5.A.3

5.A.1 & 2

4,288

4,288

ALPA

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

November 2015 | 25 Contract 2006 as amended

Sun Country Airlines

B737NG

MMG

THE GRID

Virgin America (Redwood)

A320

Aircraft Types

250

ALPA

General Information

3.B

5.B.1

$2,500 per month

None

$2.00

10.J.1

3.B.e

10.I.1

Pay During Training

Hotel during new hire training

Per Diem

None

Sign on Bonus

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

Tablet Walkabout Computers

MSP

Jul/15

ALPA

SFO, LAX, NYC Rule book 2014

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

Pilots hired 2014

Union

EFBs

Bases

Notes

Cargo Airlines Atlas Air

B747

None

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

None

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

3.A.1.f

FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

11.A.7

3.A Kalitta Air B747

None

5.B.1.d

B757, B767, A300, B747, MD-11

None

MMG

IBT

5.A.3 4,288

$1.65 Dom. $2.50 Int.

7-8 Years

370

6.A

Aug/15

Aug/15

5.H.1.a.1

Sign on Bonus

Pay During Training

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

IBT

1,580

1,580

61,318

37,270

iPad fixed in plane

Home Based

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2006 as amended

12.G.2

Total Pilots Aircraft Types

ALPA

Contract 2006 as amended

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

10.D.1

4,288

5.A.1 & 2

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

UPS (UPS)

$2.40

2,791

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

Pilots hired 2014

Union

EFBs

Bases

None

iPad

DOH

Notes

International Airlines Emirates

4.1 Years

3800

Jul/15

Jul/15

2 Years

2,500

600

Jul/15

Jul/15

Jul/15

IBEX Airlines

Qatar Airways

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

Single Occupancy, Paid for by company

None

Contractual Work Rules

American Airlines (American) Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

10

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

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

12 or 13 / 12

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

12, max 14* 10, max 12*

430

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

5:10

5:10 x days

2:1

Yes

50%

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

5

12.A.1.a

559

2

4.H.1

361

508

5-F-1-a Max Scheduled Duty

Number of pages in Contract

FAA 117

N/A

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

12.A.2.a

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

12.J

12.K.1

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

Notes

11/10

Yes

2

12

Yes

14 hours or FAA 117

177

None

Contract 2015, as ammended

None

None

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

60% GOP****

1:4*** GOP****

100% air, 50% ground

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

3.5

$20 / hour*

120% of 85 Hours

$100 / Year

None

2

2

10

50%*

$20/ month

6 for CDO

1:3.75

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

Initial paid for by company and every 12 months

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

2** or 4.17 GOP****

Major Airlines

26 | Aero Crew News

Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

None

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

None

Notes

*Except for heavy crew

Back to Contents

*Unschedule DH pay s 100%

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

10, max 12*

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

5-E-4, 5-E-5

Allegiant Air (Allegiant)

508

5-F-1-a

JetBlue Airways (JetBlue) Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.2

4.C.3.a.2

7.B.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

$20 / hour*

120% of 85 Hours

$100 / Year

None

Contractual Work Rules

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

11/10

Yes

FAA 117

N/A

3.5

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12

Yes

14 hours or FAA 117

177

6 for CDO

5.J.7

4.I, 5.P.2

5.J.4

Major Airlines

2 Frontier Airlines (Frontier)

12

2

Yes

FAA 117

36

1:3.75 4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3 None

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

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

5**

4.I.2

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12/ 10 or 11*

Yes**

1:2

1:4.4

50%

100%

12.B.1

4.F

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

Initial paid for by company, then given monthly stipend

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100% Biz Class or better or $300 comp

100%

Provided by the company

12

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

159

3.5

-

-

-

App. G Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

THE GRID

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

None

Notes

*Except for heavy crew

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

$200 / year

4.H

222

None

2.A.1, 2

5.E.2

None

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

None

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

None

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

None

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

Headset Reimbursement

Notes

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

332

12.C 14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13

Emirates

10 $20/ month

FAA 117

Yes

UPS (UPS)

2 50%*

Yes

Atlas Air

FedEx Express (FedEx)

5.E.1

Max 15 Days on Per Month*

407

Contract 2010, as amended

4.C.1.a

466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

30.A.2

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

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

Contract 2006 as ammended

None

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Paid for by company

Paid for by company

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

EASA Rules

8.D, 8.A.3

None

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

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

Contract 2006 as amended

Notes

IBEX Airlines

Qatar Airways

November 2015 | 27

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

MMG

Base Pay

Top CA pay

Base Pay

$101.88

$88,024.32

$149.18

$128,892

Group II

$155.61

$134,447.04

$227.84

$196,854

$142,836.48

$242.04

$209,123

$167,927.04

$284.57

$245,868

Group II

$165.32

Group IV

$194.36

Group V

$204.08

72

15.D.1.b

$258,163 HRxMMGx12

9.B.1.a

$206.05

$185,445

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

5.5 H/M Max 1000

7.A.1

14.B

75

$124,623

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$184.59

$159,486

$270.25

$233,496

787

$176.83

$152,781

$258.90

$223,690

767-4, A330

$174.35

$150,638

$255.28

$220,562

767-3,2, B757

$154.50

$133,488

$226.21

$195,445

$128,676

$218.05

$188,395

$128,676

$216.92

$187,419

B737-9

$148.93

B737-8 & 7

$148.93

A320/319

$142.96

$123,517

$209.31

$180,844 $177,604

MD-88/90

$140.40

$121,306

$205.56

B717, DC9

$133.30

$115,171

$195.19

$168,644

EMB-195

$111.94

$96,716

$163.88

$141,592

$95.21 3.B.2.d

4.B.1.b*

$82,261

$139.42

$120,459

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$150,536

$262.38

$220,399

$125,546

$218.83

$183,817 $177,391

A350*

United Airlines (United)

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

B747, B777 B787 B767-400

$179.21 70

B757-300

$149.46

B737-900, A321

$144.24

$121,162

$211.18

A319

$138.34

$116,206

$202.55

$170,142

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

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

7.B.1.a

14.D.1

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

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

401(K) Matching (%)

401(K) DC

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

Contract 2015, as amended

0%

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

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

20%

Contract 2013, as amended

28.D

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

0%

15%

22%

26.C.2

25.B.2

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

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Band 1*

$82.00

$68,880

$140.00

$117,600

Band 2*

$87.00

$73,080

$146.00

$122,640

0%

15%

20%

Contract 2010, as amended

Band 3*

$92.00

$77,280

$153.00

$128,520

Band 4*

$97.00

$81,480

$160.00

$134,400

2

2

HRxMMGx12

2

HRxMMGx12

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

A319, A320, A321*

$100.01 4.3

A320 family

$133.05

70

7 75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$111,762

$195.62

$164,321

E190

B737

$102.36

$85,982

$150.56

$132.84

3.C*

HRxMMGx12

85

$135,497

$126,470 HRxMMGx12

$189.78

$193,576

5

7

3% 100% Match 2% 50% Match

Contract 2012 as amended

Percentage of health care Notes employee pays

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

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

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

12.A.1, 2 & 3

3-A-1

70

Southwest Airlines (Southwest)

10.A & B

$298.80 15.D.1.b

$138.47

EMB-190, CRJ-900

5 H/M* Max 60**

$176,325.12

B737

72

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

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

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

None

2 *A321 coming end of 2015

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

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

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

+18 = 35 Days

4.C.1 Spirit Airlines (Spirit Wings)

Sun Country Airlines

A319 A320 A321

Virgin America

HRxMMGx12

4.C.1

HRxMMGx12

11.B.2

12.B.1

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

4 H/M Max 400

9%

28.C

Contract 2014, as amended

19.B.2

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

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

$109.27

72

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

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

2%

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

28.B.2

27.A.2

$82.74

70

$69,502

$126.88

$106,579

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

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

14.A

0-1 = 5 Days

5 H/M

28 | Aero Crew News B737NG

4.H, 4.M*

125% of 6%

27.B

Contract 2010, as amended

Back to Contents *Reserves have a MMG of 75,

B757-300

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

$149.46

70

$125,546

$218.83

$183,817

B737-900, A321

$144.24

$121,162

$211.18

$177,391

A319

$138.34

$116,206

$202.55

$170,142

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Band 1*

$82.00

$68,880

$140.00

$117,600

Band 2*

$87.00

$73,080

$146.00

$122,640

Band 3*

$92.00

$77,280

$153.00

$128,520

Band 4*

$97.00

$81,480

$160.00

$134,400

2

2

HRxMMGx12

2

HRxMMGx12

5

7

2

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

8.B

15.B.2 & 3

16.B.2

16.4

70

7

A319, A320, A321*

$100.01 4.3

HRxMMGx12

4.3

HRxMMGx12

A320 family

$133.05

$111,762

$195.62

$164,321

E190

$102.36

$85,982

$150.56

$126,470

75

$90,009

B737

A319 A320 A321

B737NG

A320

HRxMMGx12

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

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

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

22-A

401(K) Matching (%)

3.J**

3.J

401(K) DC

24-B-5

9.7% 1:1

-

4.C.1

4.H, 4.M*

HRxMMGx12

4.C.1

HRxMMGx12

11.B.2

12.B.1

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

4 H/M Max 400

9%

28.C

$94,409

$185.32

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

14.A.1

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

Start with 24 4 H/M

$82.74

70

$69,502

$126.88

$106,579

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

$149.33

62

$111,102

3.A.1

3.B.1*

A380

$186.33

Wide Body

$174.15

Narrow Body

$153.22 3.C.1.a

Aircraft Types

3.F.i

$193,576

B747

B757, B767, A300, B747, MD-11

3.E

$189.78

72

85

4.A.1

$213.32

$158,710

HRxMMGx12

3.A.1

HRxMMGx12

$190,057

$262.84

$268,097

$177,633

$245.65

$250,563

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

*A321 coming end of 2015

3.E

$135,497

$109.27

None

None Specified

85

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

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

5% + 3%

$132.84

27.B 2%

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

28.B.2

27.A.2

125% of 6% contributed

-

-

401(K) Matching (%)

401(K) DC

10%**

7.A.1

14.A

28.A.1

Appendx 27-A

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

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

62

$107,337

$192.36

$143,116

1-4 = 14 Days 5+ = 21 Days

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$44 to $186*

15.A.1

6.G

75

$180,872

$261.67

$255,128

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

International Airlines

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

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

Rule book 2014

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

Contract 2006 as amended

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

$144.27

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

None

Contract 2010, as amended

Percentage of health care Notes employee pays

Health 14-25% Dental 20-30%

$185.51

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

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

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

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

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

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

Contract 2014, as amended

19.B.2

>5 = 14 days <6 = 21 days

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

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

5% 1:1

HRxMMGx12

Cargo Airlines

B747

3% 100% Match 2% 50% Match

3.C*

Kalitta Air

Emirates

20%

Major Airlines

Atlas Air

UPS (UPS)

16"%

3-A-1

Aircraft Types

FedEx Express (FedEx)

0%

Additional Compensation Details

70

Southwest Airlines (Southwest)

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

9.C.3

401(K) DC

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

Contract 2006 as amended

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

IBEX Airlines Qatar Airways

November 2015 | 29

Captain Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$50,000.00

Year 5 $100,000.00

Top Pay $150,000.00

$200,000.00

$250,000.00

American Airlines -­‐ 2015

UPS -­‐ 2006*

FedEx Express -­‐ 2006

Delta Air Lines -­‐ 2014

United Airlines -­‐ 2012

Southwest Airlines -­‐ 2014

Hawaiian Airlines -­‐ 2010

Alaska Airlines -­‐2013

JetBlue Airways -­‐ 2013

Spirit Airlines -­‐ 2010

Atlas -­‐2011

Virgin America -­‐ 2014

Kalitta Air -­‐ 2007

Frontier Airlines -­‐2009

Allegiant Air -­‐ 2010

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

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

30 | Aero Crew News

Back to Contents

First Officer Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$50,000.00

Year 5

Top Pay $100,000.00

$150,000.00

UPS -­‐ 2006*

FedEx Express -­‐ 2006

American Airlines -­‐ 2015

Delta Air Lines -­‐ 2014

United Airlines -­‐ 2012

Southwest Airlines -­‐ 2014

Hawaiian Airlines -­‐ 2010

Alaska Airlines -­‐ 2013

JetBlue Airways -­‐ 2013

Kalitta Air -­‐ 2007

Atlas -­‐ 2011

Virgin America -­‐ 2014

Spirit Airlines -­‐ 2010

Frontier Airlines -­‐ 2009

Allegiant Air -­‐ 2010

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

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

November 2015 | 31

THE GRID

Regional Airlines

T

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

Highlighted blocks indicate best in class.

ExpressJet (LXJT (Accey)

Airline name and ATC call sign

ExpressJet (LASA) (Accey)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

EMB145XR, EMB-145, EMB-135

$43.76

75

$39,384

$96.68

$87,012

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

-

3.A.1

3.B.1

HRxMMGx12

3.A.1

HRxMMGx12

8.A.1

CRJ-200 CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

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

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

Aircraft Types

$43.16

$38,844

$99.31

$89,379

$41,859

$106.76

$96,084

75 $46.51

-

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

EMB-120

$37.15

80

$35,664

$76.21

$73,162

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

75

3008.5.A.3* HRxMMGx12

401(K) Matching (%)

401(K)

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

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

<5 = 2 5<10 = 10<15 = 15<20 = 20+ =

7.A

25.A.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% 7.A.1

14.A.1

After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M*** 3011.1** 1 = 12.6 days

27.A

1.2-6%****

Non

-

2 = 13.65 days Sample only; refer to adjacent pages $99,765 for actual information $110.85

Group 1*

$50.42

75

$45,378

Abbreviation and definitions: Group 2*

$120.11

$108,099

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

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

HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 401(K) Matching: Retirement plan, the company will match the- IOE:3-1Initial3.K.1 Operating Experience, refers the flight training a new 1-4 = 3.5% formally EMB-145, hire receives from a check airman after completing 1 = 7 days PTO = 2.5 H/M employees contribution up to the listed percentage.Envoy Unless noted all ground and $89.12 $80,208 5-9 = 5.25% American Eagle EMB-140 2 = 14 days SSLB = 2.5 $39.78 75 $35,802 10-14 = 6.4% (Envoy) 7 = 21 days H/M the company will match 100% of what the employee contributes. simulator training.

CRJ-700* 15-19 = 7% $93.90 $84,510 EMB-175

ALPA: Air Line Pilots Association

-

+14 = 28 days

200 Max

32 | Aero Crew News

Mesa Airlines (Mesa)

MMG: Minimum MonthlyLOA** Guarantee, the minimum amount of LOA** LOA HRxMMGx12 HRxMMGx12 8 8.II.A 28.B*** credit the employee will receive per month. The ability to work more or less is possible, depends on the needs of the company, No. of FO Top Out Sick Time 401(K) Vacation MMG Base Pay and Topopen CA pay trips Base Pay Pay line holder or reserve for that month.

Accrual Matching (%) weeks & (Hourly)

Air Wisconsin (Wisconsin)

-

3.A.1

4.A

HRxMMGx12

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

3.A.1

HRxMMGx12

$80.93

$73,808

$93.76

$85,509

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

7.A

14.A

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

8.A

Max 375

Non

28.B

401(K)

Non

28.B

.5-5 = 1 5-7 = 7-10 = 2 10+ = 3

28.C**

28.C

2%*

Non

24.B

-

7% = 3% 8% = 4% 9% = 5%

3%

3-4% = 1% Back to Contents 5-6% = 2% 3.75 H/M

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

Non

20+ = 8%

Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover Aircraft Types all reasons for cancellations. Refer to the contract for more accrual 500-2,000 Pilots information.

Per Diem: The amount of money the company pays the employee Endeavor Air <1yr=<7 dys*** 50% Match: CRJ-200 $37.73 $33,957 $82.37 $74,133 (Flagship) 1-2yrs=7 days from show1-5 = 6% for food expenses while gone from base, typically time Deadhead: Positive space travel as a passenger for company 75 2.5 H/M >2yrs=14days 5-10 = 8% to end of debrief time of that trip.

Day trip per diem is taxable >5yrs=21days 10+ = 10% CRJ-900 $38.97 $35,073 $88.18 $79,362 business; paid as shown in above referenced column. >16yrs=28days Vesting** while overnight is not.

3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B DC: Direct Contribution, the company will contribute the listed PSA Airlines 50% Match: CRJ-200 $40.96 $36,864 $96.43 $86,787 < 1 = 7 days UTU: United Transportation Union (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% additional amount directly to the employees 401(K), either > 2 = 14 days CRJ-700 $42.44 75 $38,196 $104.57 $94,113 5+ = 4 H/M 5-7 = 4% > 7 = 21 days 485 Max 7-10 = 8% quarterly or yearly, refer to the contract for more information CRJ-900 YOS: Years of Service with$105.62 the company. >14 = 28 days $42.44 $38,196 $95,058 10+ = 8%* IBT: International Brotherhood of Teamsters

Non

27.A.1*

3012.1 PDO*** 1 Yr = 4.0 H/M 2 Yr = 4.33 H/M 3 Yr = 4.67 H/M 4 Yr = 5.0 H/M 5 Yr = 5.33 H/M 6 Yr = 5.67 H/M 7 Yr = 6.0 H/M 8 Yr = 7.0 H/M 9 Yr = 7.33 H/M 10 = 7.67 H/M No Max

25.B

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

Sign on Bonus

CRJ-200 CRJ-700 CRJ-900

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

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

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

EMB-145 EMB-170 EMB-175

Hotel during new hire training

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

ExpressJet (LASA) (Accey)

Pay During Training

$7,500 w/ RJ type rating

EMB-145 $12,500 EMB-170/5 $7,500

Feb/15

Feb/15

Paid for by $300 / week company; single occupancy 3.C.1

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

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Most Number of Do Business Pilots For: Junior CA hired

$1.80/hr

Apr/07**

2,263

4.C.2

Oct/15

Oct/15

$1.65/hr

Feb/07**

1,574

5.A.1

Jul/15

Jul/15

Total

3,837

65 Hours

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

1.85/hr

3 Years

3,600

3008.19.A

3015.6.A.1

3009.1.A

Sep/15

Sep/15

$1,600 first Paid for by $1.95/hr Dom 3.5 Years mo. then company; single $2.50/hr Int.* occupancy MMG 10.A.2.a

Envoy formally American Eagle (Envoy)

Per Diem

64 hr MMG Paid for by + 16 hrs per company; dual diem per occupancy until day*** oral

4.B.1

Nov/15

2,100

2 1/2 Years

2,300

Jul/15

Jul/15

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$20,000*

Single MMG, but no Occupancy paid per diem by company

United, AA***

ALPA

Delta, AA

ALPA

EFBs

Bases

Contract 2007 as amended, Currently in negotiations;

United, AA, USAir, Alaska, Delta

None

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

United, AA, Delta

AA

IBT

iPad

CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, SDF, JFK

ALPA

Yes****

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

Online CRJ-200 CRJ-700 CRJ-900

No - $1000 Referral*

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

None

CRJ-200

No Bonus, $1000 or $1250 ref.*

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

76 Hours during training 5.A.2

DH-8-Q400

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

None

$10,000

$10,000

2.5 hours per day

40 Months

1,500

5.D.1

Jul/15

Jul/15

$1.75/hr

Hiring Street CAs**

1,197

5.A.1

Jul/15

Jul/15

Paid for by company; single occupancy

$1.43/hr

1.5 Years

855

5.B.1

5.A.2

Mar/15

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

2.5 - 3 Years

796

5.A.1

5.D.1

Jul/15

Jul/15

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

3.5 Years

660

5.I.4

6.C

5.G.1

Jul/15

Jul/15

4 Hrs / Day + Per diem

No

$1.65/hr**

17 Months

523

3.H, 5.B

5.B.3

5.B.1

Jul/15

Jul/15

$1.60/hr

20 Months

555

Jul/15

Jul/15

May/15

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

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

Union

EFBs

Bases

Delta

JFK, DTW, MSP, LGA

ALPA

Notes

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

Contract 2013 as amended

US Airways

ALPA

United, AA,

ALPA

CLT, DAY, TYS

iPad*

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

Contract 2013 as amended

*Pilot must purchase iPad, **CLT PHX, CLT**, IAD, closing in 2015 IAH Contract 2008 as amended

4.C

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

$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins.

Contract 2015

Contract 2003 as amended, Currently in negotiations

Most Number of Do Business Pilots For: Junior CA hired

$1.70/hr

*Updated via section 3027.6.A

Pilot Agreement signed August 2015

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

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

Nov/15

$1.85/hr + $0.05 increase every 3 yrs

Online

Union

THE GRID

US Air

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

ALPA

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

Alaska

ANC, BOI, GEG, MFR, PDX, SEA

IBT

Contract 2012 as amended

Delta, AA

ALPA

iPad

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

United, Delta

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

DEN

IBT

Contract 2007 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Tran States

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

$5,000 LOA 16

ERJ-145

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

$24.90 @ 60

$1.70/hr

18 - 24 Months

380

5.A.3

5.D.1

Jul/15

Jul/15

None

$1.70/hr

13 Months

510

AA

ALPA

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

November 2015 | 33

Contract 2013 as amended United, AA

ALPA

IAD, STL, ORD

GoJet Airlines (Lindbergh)

3.H, 5.B CRJ-700 CRJ-900*

THE GRID

Aircraft Types

$10,000

5.B.3

5.B.1

Jul/15

Jul/15

$1.60/hr

20 Months

555

5.O

Jul/15

Jul/15

Contract 2014 as amended

General Information

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

May/15

5.B.3

6.C

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

United, Delta

Most Number of Do Business Pilots For: Junior CA hired

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

DEN

IBT

Contract 2007 as amended

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Tran States Airlines (Waterski) Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight or Wiggins)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air) Peninsula Airways Seaborne Airlines

Corvus Airways

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

$5,000 LOA 16

ERJ-145 ATR-42 C402 BN2

Saab 340b B1900D*

None

$12,000**

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

$24.90 @ 60 hrs 3.C.1

$1.70/hr

18 - 24 Months

380

5.A.3

5.D.1

Jul/15

Jul/15

None

$1.70/hr

13 Months

510

5.A.1

5.C.1

Jul/15

Jul/15

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

190

3.K.A

6.E.5.A

6.G.1

Jul/15

Jul/15

MMG & Per Diem

Paid for by company; dual occupancy

$1.75/hr

18 months

220

5.C

Jul/15

Feb/15

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

$10,000

DH-8-100 DH-8-200

Up to $15,000*

MMG

Paid for by company; dual occupancy

B1900D EMB-120

3.G

5.A.8

No

None

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

AA

ALPA

United, AA

ALPA

Contract 2013 as amended

Self***

$1.45/hr

Immediate

185

$1.50/hr

Jan 2013

176

United

5.B.3

Jul/15

Jul/15

13 Months

100

Saab 340A, Saab 340B*

4.D

Jul/15

Jul/15

$50/day

2012

120

DH-8-300 S340

$30/dom, $50/int

IAD, STL, ORD Contract 2011 as amended

Hyannis Air Service DBA Cape Air

UPS FedEx DHL Lantheus ACS Mallinckodt

$1.35/hr

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

IBT

No Contract 2012 as amended

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

IBT

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

None

ALPA

EWR, IAD

UTU

DEN, PHX

None

ANC, BOS

Contract 2008 as amended

90

$40.00 per over night

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

MMG* 3.C.1

Total Pilots

Aug/07

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

Need contract 86

Hageland, Frontier

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

None

Need contract

Oct/14 Jul/08 Oct/14

*$1,100/Mo. Base Salary

SJU, STX

Oct/14

B1900C B19000D* DH-8

15 Month, $7,500 training contract required.

Contract 2006 as amended Need contract

Oct/14 Jan/13

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

50

Self

ALPA

HNL

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

19,965

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

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

Over 2,000 Pilots

Headset Reimbursement

None

100%

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

$150 / yr****

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

100%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

176

4:00

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

Provided by company

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

Yes*

14

217

4:12

See Trip Rig

1:2

1:4

75%

23.E.1

3.E & F

23.C.1

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

11

Yes

14

616

3.9 Res 3.7 Line

None

None

None

50% 75% in 2017

150% or 200%*

Pilots pay 50% except leather jacket 100%

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

11

Yes

-

501

4

None

None

None

75%

100% unless red flag is up

New hires pay 50%, all others

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

Contract 2015

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

500 - 2,000 Pilots 14

Contract 2004 as amended, Currently in negotiations

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

12

100%. Over 87 hours 125%**

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Notes

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

None

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

34 | Aero Crew News Endeavor Air (Flagship)

Max Scheduled Duty

Contract 2003 as amended, Currently in negotiations Notes

Back to Contents *Starts 1/1/2015

None

Envoy formally American Eagle (Envoy)

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

23.E.1

3.E & F

23.C.1

-

11

Yes

14

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)

None

None

None

50% 75% in 2017

150% or 200%*

Pilots pay 50% except leather jacket 100%

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Ameriflight, LLC (AMFlight or Wiggins) CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

14

501

4

None

None

None

75%

3.R.4

3.N.1

12.H.1

-

3.H.1

-

-

-

8.A

3.M.3

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

10

No

FAA Part 117

205

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

26.A.1

Contract 2013 as amended

$400****

None

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

3.J

17.B.2.A

-

Company pays half of blazer and pants only

None

18.C, 18.H

None

None

None

50%

12.E

-

-

-

6.A

3.H.1

5.E.2

-

2:1

4:1

100%

150%

$260 / yr***

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1

18.C.2

18.E

Contract 2003 as ammended

$200

None

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

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

-

4**

See Trip Rig

50%***

25****

100%

150% or 200*****

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.C.2.a

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/10*

No*

14

97

4**

None

None

None

50%

7.A.2.a

5.C

7.B.1

-

5.I.1

-

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

26.3

26.C.1

150%

$25 / Month

None

5.H

5.E

26.K.5.a

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

75% air; 50% ground

100%**

$25 / month

None

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

185

4

4 per day*

LOA 12

-

3.G.3.a

3.G.3.a

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

14

246

4

None

None

None

100%

150%

$25 / month

None

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

100% or 150%**

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

Reasonable amount.

Yes as needed

3.G.4.a Yes* 3.F

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

2, 1 or 4*

239

14

Contract 2013 as amended

100% or 200%**

FAA Part 117

Yes

Notes

*Starts 1/1/2015

Yes

11

THE GRID

Contract 2003 as amended, Currently in negotiations

None

13*

None

Contract 2008 as ammended

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

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

*If company gets 98% completion factor, pilot gets greater of 100% of line value or actual, **Applies to reserves only per trip Contract 2007 as ammended Notes

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

*Line holders only

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

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

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

2:1

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

None

50%

100% or 3 Hrs***

Company pays 50% every 2 yrs up to $200

12/11

Yes & No*

14.5**

192

3

None

None

None

3.E

12.B.1.a

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

Paid by company after 2 YOS**

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

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

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Peninsula Airways

5 on 2 off

Seaborne Airlines

13

Corvus Airways

10

Island Air

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

Yes

Contract 2015

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

3.9 Res 3.7 Line

11

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

Silver Airways (Silverwings)

-

500 - 2,000 Pilots

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

4.B, C, F

Contractual Work Rules

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

3.C

Contract 2011 as amended

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

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

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

November 2015 | 35

Additional Compensation Details

THE GRID FO Top Out Pay (Hourly)

Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

MMG

Base Pay

EMB145XR, EMB-145, EMB-135

$43.76

75

$39,384

$96.68

-

3.A.1

3.B.1

HRxMMGx12

3.A.1

CRJ-200

$43.16

CRJ-700, CRJ-900

$46.51

-

3.A

4.A

EMB-120

$37.15

80

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

-

3027.2

75

Endeavor Air (Flagship)

8.A.1

7.A

$41,859

$106.76

$96,084

HRxMMGx12

3.A

HRxMMGx12

$35,664

$76.21

$73,162

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

$110.85

3-1

75

3.K.1

$99,765

$45,378

HRxMMGx12

$120.11

$108,099

3-1

HRxMMGx12

$89.12 $39.78

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$37.73

CRJ-700* EMB-175

HRxMMGx12 $89,379

Group 2*

EMB-145, EMB-140

$87,012

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

$99.31

3008.5.A.3* HRxMMGx12

$80,208

$93.90

$84,510

HRxMMGx12

LOA**

HRxMMGx12

Base Pay

Top CA pay

Base Pay

$33,957

$82.37

$74,133

75

PSA Airlines (Bluestreak)

Mesa Airlines (Mesa)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air) Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

CRJ-900

$38.97

-

3.A.1

CRJ-200

$40.96

CRJ-700

$42.44

CRJ-900

$42.44

-

3.A.1

4.A

75

4.A

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

14.A.1

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

401(K) DC

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

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

25%

25.A.2

25.B.2

LOA 9

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

None

30%

27.A.1*

27.A.1

28.A.3

1.2-6%****

3011.1**

3012.1

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

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

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

8.A.1***

8.A.1

14.K

8.II.A

No. of Sick Time Vacation Accrual weeks & accrual 500-2,000 Pilots <1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days

2.5 H/M

None

38%

None

14.E

None

28.B***

28.B

401(K) Matching (%)

401(K) DC

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

None

28.A.3.b

$79,362

7.A.3.b

14.A

28.B

28.B

27.A.2

$36,864

$96.43

$86,787

$38,196

$104.57

$94,113

$105.62

$95,058

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%

$38,196

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

14.A

28.C**

28.C

2%*

None

24.B

-

24.A

3%

25%

$73,808

$93.76

$85,509

$37.96

76

$34,620

-

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

75

$44,316

$107.67

$96,903

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

8.A

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

3.75 H/M Max 375

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

-

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

7.B.2

14.A.1

28.B**

28.A

27.D.2.a

$47.98

80.5

$42,486

$115.69

$102,443

< 5 = 14 days > 5 = 28 days

3 H/M

6%

None

Company Discretion

-

App. A.D

5.B.1

HRxMMGx12

App. A.B

HRxMMGx12

13.B

14.A.1

27.A

None

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

Contract 2014 as amended

27.B.1

Contract 2007 as amended

$42,777

$115.46

$103,914

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

1% Veste 100% after 3 YOS

No

14.A

27.D.1

27.D

401(K) Matching (%)

401(K) DC

$33,478

$96.97

$86,109

-

?

5.B.2

HRxMMGx12

?

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

36 | Aero Crew News $39.64 Q-100, 300

Q-

75

$35,676

$88.43

$79,587

13.A.1

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

4 H/M

Contract 2012 as amended

27.C

75

74

Contract 2003 as amended

*MMG based on 35 day bid period

27.C

$47.53

$37.70

Contract 2008 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)

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

E-170, E-175

CRJ-700

Contract 2013 as amended

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

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

Q-400

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

Contract 2003 as amended, Currently in negotiations

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

HRxMMGx12

HRxMMGx12

Last, Best Final Offer from the company.

Percentage of health care Notes employee pays

3.A.1

3.A.1

*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours. ****Based on YOS. Pilot Agreeemnt signed August 2015

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

$88.18

$80.93

Contract 2007 as amended, Currently in negotiations

*Group 1 is EMB 135/140/145, DCH8400, CRJ 100/200. **Group 2 is EMB 35% for Legacy 170/175/E2, CRJ 700/900, ***Yearly PPO Medical Plan accrual rate is based on a monthly accrual rate. Rates shown are 25% for PHP multiplied by 12 divided by 4, Pilot Health Plan Vacation is taken out of a PDO bank @ 4 hrs per day.

35% for TPO Traditional PPO Plan

$35,073

HRxMMGx12

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

-

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

Percentage of health care Notes employee pays

401(K) Matching (%)

HRxMMGx12

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

No. of Sick Time Vacation Accrual weeks & accrual Over 2,000 Pilots < 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days

$38,844

Group 1*

-

Base Pay

75

$50.42

Envoy formally American Eagle (Envoy)

Top CA pay

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

1%

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

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

Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated.

Max 17%

Back to Contents

Contract 2013 as amended

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

-

3.D

CRJ-700

$37.70

74

-

?

Aircraft Types

FO Top Out Pay (Hourly)

Q-100, 300

Q-

Tran States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight or Wiggins)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Peninsula Airways

4.A.1

HRxMMGx12

3.D

HRxMMGx12

first year is prorated;

> 15 = 28 days

Max 450

6+ = 8%

7.A.2**

14.A

28.B.2

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

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

1% Veste 100% after 3 YOS

No

14.A

27.D.1

27.D

401(K) Matching (%)

401(K) DC

-

$96.97

$86,109

5.B.2

HRxMMGx12

?

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

13.A.1

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

4 H/M

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

1%

Contract 2014 as amended

27.B.1

Contract 2007 as amended

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

Additional Compensation Details $33,478

27.B.2

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

Set amount** 2016 Max 17%

$39.64

75

$35,676

$88.43

$79,587

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

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

None

38% Employee, 50% Family

14.A

28.D

-

27.C.2

ERJ-145

$43.68

75

$39,312

$101.43

$91,287

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

-

3

3.C.1

HRxMMGx12

3

HRxMMGx12

7.A.1

ATR-42, C402, BN2

$12.72

40

$26,458

$30.02

$62,442

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

up to 4%**

None

50%

Per week*

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

75

$33,111

$78.30

-

HRxMMGx52

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

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

HRxMMGx12

11.A.1

13.A.1

24.F

24.F

24.B.1

Salary

$89,650

1.16 Days per month

5%

None

$198 per month

$33,300

$75.64

$68,076

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

2.5 H/M

None

None

40.5%

HRxMMGx12

LOA.8.V

HRxMMGx12

7.A.1

14.A.2

28.C

28

27.D

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

Saab 340b

$36.79

$70,470

B1900D

$28.47

75

$25,623

$62.46

$56,214

-

3.L

3.G

HRxMMGx12

3.L

All

Salary

160 Units of Pay

$31,000

Q-200, Q300

$37.00

75

-

LOA 8.V

3.D.1.a

B1900D, EMB-120

$21.52

75

$19,368

$48.53

$43,677

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

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

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

Contract 2011 as amended

*First year is prorated

Contract 2008 as amended *From zero to 3 years,

Need contract

Need contract

-

S340

$44.00 $40.00

75

-

B1900C, B19000D*

60

DH-8

Island Air

Contract 2013 as amended

Saab 340A, Saab 340B*

Seaborne Airlines DHC-6-300

Corvus Airways

THE GRID

Q-100

$38.57

ATR-72

$40.50

3.A

HRxMMGx12

$14,400

$0

$0

$0

HRxMMGx12

HRxMMGx12

$37,027

$79.83

$76,637

80

$38,880

$100.98

$96,941

$0

$100.98

$82,400

4.A.2

HRxMMGx12

3.A

HRxMMGx12

Q-400 -

HRxMMGx12

*Based on profitability

Yes*

Need contract None

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

7.6 H/M 480 Max 720 Max*

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

5.A

12.A.1

LOA 2

None

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

Need contract *After 5 YOS.

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

Contract 2009 as amended

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

November 2015 | 37

Captain Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$25,000.00

Year 5

Top Pay

$50,000.00

$75,000.00

$100,000.00

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

Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight is based on salary.

38 | Aero Crew News

Back to Contents

First Officer Yearly Pay Comparison

THE GRID

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

Year 1 $0.00

$10,000.00

Year 2

Top Pay

$20,000.00

$30,000.00

$40,000.00

$50,000.00

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

Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight FOs upgrade after 1st year.

November 2015 | 39

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

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

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

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

Career Services Application Review Resume Critique AeroCrewSolutions.com

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