Nov e m be r 2 018
Aero Crew News Your Source for Pilot Hiring and More...
ExpressJet is taking off with a new Pilot Contract Top-Tier Compensation and Work Rules $40/hour first-year pay $10,000 annual override for First Officers, $8,000 for Captains New-hire bonus 100% cancellation and deadhead pay $1.95/hour per-diem Generous 401(k) match Friendly commuter and reserve programs
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Aviator Bulletins
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Self Defense for Flight Crews
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Trans States Airlines
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November 2018 | 5
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
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U PCOM I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
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Dear readers, Dear Readers, The growth of our readership and the improvement in the quality of the content we publish continues to exceed our expectations. The articles our writers submit carry genuine value, especially for those in our unique career. Like you, I learn something new in every issue and since our primary goal is to educate our readers, we can claim “mission accomplished� every time we publish. Obviously, we could not be successful without readers, and without good content we would have no readership. I implore you to continue to help us grow. As we improve, we grow, and as we grow we improve. Because readership continues to rise, I want to thank you for sharing Aero Crew News with your colleagues and friends. As always, provide us with any content ideas you may have, and if you aspire to share your own ideas through the written word, we have your forum. I invite you to contact me at info@aerocrewnews.com. Fly safe,
Craig D. Pieper Craig Pieper
About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 7,000 hours of flying time since his introductory flight on November 14th, 1992.
8 | Aero Crew News
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October 2018 October brings images of carving pumpkins, raking leaves, picking apples and the beauty of the changing colors best seen from altitude. This month, in Aero Crew News, we bring you the variety of the season with informative pieces on a range of topics curated to enhance your personal and professional life. Of particular importance and interest to the cohort of pilots aiming for the majors, read about United Airlines’ first-ever job fair held in Denver last month. For those who are exploring buying real estate, two helpful pieces are offered in this issue: Jonathan Kulak explains the benefits of partnering with a mortgage company that understands the nuances of a pilot’s income structure, and get more valuable advice from an aviation relocation specialist in Tracy DuCharme’s piece titled, 10 Reasons to Use a Buyer’s Representative. This month’s Money column clarifies the differences between active and passive mutual funds. On the topic of money, continue with Compensation, the Big Picture by Brandon Jimenez. Sobering insight is offered in the story of the legacy legislation of the Colgan 3407 tragedy. Victor Vasquez tells the story of lessons he has learned and skills he has acquired outside the flight deck, not through being nosey but interested. On the health front, be sure to read part two of Lauren Dils’ solutions for chronic back pain in Health and Fitness. Starting with this issue is another important and valuable series; Self-defense for Flight Crews, by pilot and martial artist, Captain Valerie Walker. Be better, feel better, stay safe, and learn to grow your assets with the great content in Aero Crew News. We would enjoying your feedback on this issue and what you would like to read about in the future. Connect with us on any topic at info@aerocrewnews.com.
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design Charlotte Dameron Additional Contributors Valerie Walker, Joel Gibbons, Tracy DuCharme, Jonathan Kulak, Steve Anglin, David Camarillo, Joshua Gils, Marc Himelhock, Anthony C Lorenti Aviator Bulletins Provided by the companies listed Photographs By Melody Hood Additional photographs as noted. Grid Updates By Brandon Pieper GridUpdates@AeroCrewNews.com Social Media Marketing By Modern Aviation Marketing & Public Relations ModernAviationMarketing.com
© 2018 Aero Crew News, All Rights Reserved.
November 2018 | 9
AVIATOR BULLETINS
JetReady Expands its Charter Fleet with the Addition of a New Hawker
Images Courtesy of Jet Ready
J
etReady – private jet charter operator – continues to grow its existing charter fleet and is proud to announce their newest Hawker 800 aircraft addition. The aircraft is now available for domestic and international charter flights.
Well-rounded in nature, this midsize jet provides the ultimate in comfort, cabin room and range for its category. The aircraft offers a spacious floor plan with its 8 passenger executive configuration and 2018 renovated modern interior. The layout includes a forward right side, 3-place divan opposing an individual captains chair and an aft 4-place conference group. The aircraft is fully equipped with a forward mini galley, microwave, complimentary WiFi, and Airshow. JetReady’s Chief Executive Officer, Nigel England stated, “We are thrilled to announce the newest Hawker addition to our charter certificate allowing us to now offer midsize category options to the market as we continue to grow.” JetReady specializes in 24/7, on demand, charter flights worldwide with a stringent focus on stellar, personalized service and quality product. The company also maintains safety ratings with ARG/US and Wyvern. With this addition, JetReady now has fleet of 10 aircraft consisting of Gulfstream IVSPs, Challenger 601s and Hawker models with plans to add more aircraft this year. About JetReady Headquartered in Fort Lauderdale, FL, JetReady is a privately held, global aviation company specializing in aircraft charter services, management and acquisition. The current aircraft fleet comprises of heavy to midsize jets with flights offered worldwide. JetReady employs approximately 50 employees. ACN
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Image Courtesy of SkyWest
New SkyWest Pay Agreement
S
kyWest pilots have approved a new pay agreement! This new agreement includes average scale increase of over 17% for SkyWest pilots and raises first-year First Officer pay to nearly $50,000. With overall pilot scales at the top of the industry, SkyWest pilots also receive Pilot Profit Sharing (PPS) – a bonus program no other regional offers with a guaranteed minimum and no cap on earnings. On top of the significant pay increases, new work rules include 130% Productivity Pay and a 2:1 Duty Rig. These rules benefit every SkyWest pilot and add to SkyWest’s already top-tier work rules, including 100% deadhead pay, 100% cancellation
pay and holiday pay for all pilots, even if they’re not scheduled to work. Plus, just recently, SkyWest added new policies giving pilots in-base hotels for cancellations and a new maternity leave policy that is far-and-away the best in the industry. Additionally, this new pay agreement increased 401(k) matching so SkyWest pilots with over 20 years seniority now have 12% 401(k) matching. With 20 domiciles, new aircraft, more pay and the best opportunity in the industry, now is the time to become a SkyWest pilot! Learn more on www.skywest.com/pilot. ACN
November 2018 | 11
AVIATOR BULLETINS
Fábregas Receives Most Admired CEO And Reader’s Choice Awards successes of each workgroup. You must also listen – our employees are on the front lines with our customers, and their perspective is invaluable. When you truly listen to their ideas, they are more likely to trust in the leadership team.”
Images Courtesy of Envoy
E
nvoy Air Inc., the largest wholly owned regional airline subsidiary of American Airlines Group (AAG) announced that the Dallas Business Journal recently named Envoy President & CEO Pedro Fábregas as one of North Texas’ Most Admired CEOs. The publication recently held an award ceremony where they recognized Pedro and 29 other North Texas leaders. This is the first time the Dallas Business Journal has presented these awards. “It’s quite an honor to be chosen for this award, as I began my career pushing wheelchairs at the airport in Puerto Rico,” Pedro said. “I understand that it takes hard work, perseverance and willpower to become successful. Here at Envoy, we consider our people ’the best of the best’ – and we strive to give them the same opportunities that I was given. If they work hard and give it their all, everyone has the opportunity to grow.” Pedro believes that in order to gain trust from employees, you must lead by example. “I’ve held many positions during my career that have allowed me to understand firsthand the challenges, struggles and
12 | Aero Crew News
website.
All honorees were selected based on a peer-to-peer voting process in which CEOs in the North Texas area ranked colleagues in their industry category. But that’s not all – during the event, Pedro also received a Reader’s Choice award after the results of a poll on the Dallas Business Journal’s
Last year, Envoy set a goal of growing the operation – both the American Eagle regional flying the company performs on behalf of American Airlines and the ground handling work done at more than 100 airports throughout the U.S., Canada, Mexico and the Caribbean. During the past year, the company has increased the number of flights it operates to nearly 1,000 per day, it has added new destinations to the map, the fleet is growing – and there is an additional fleet commitment for 25 new large regional jets to start arriving later this year, and continuing into 2019, everything under Pedro’s leadership. While operating performance is an integral part of Envoy’s success, it is the people who are the heart of Envoy. “You can only earn the trust of your people by demonstrating integrity and treating everyone with dignity and respect. If you lose someone’s trust, it is nearly impossible to regain. And if there’s one thing I’ve learned in this business, it’s that the person you supervise today may very well become your boss in the future!” ACN
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November 2018 | 15
FEATURE
Self Defense for Flight Crews PART 2. Situational Awareness W r i t t e n B y : C a p t a i n Va l e r i e W a l k e r Da l Ret . / R aptor Tact ica l Ma r t ia l A r t s
A
voiding a threat requires being aware that a threat exists. At what stage of situational awareness are you operating? In Part One (Aero Crew News, October 2018) we learned how our minds work in situations of extreme stress, what the OODA LOOP is and how to keep from being paralyzed in the “decide” phase. When you’re aware of potential threats and make plans to avoid or escape before necessary, you’ve already won the battle. Situational awareness is something most of us think we have, but rarely do. People in law enforcement and the military have situational awareness 24/7 because their training teaches them that their lives depend upon it daily. The difference is, they know it and most of us never think our day will require it. Self Defense for Flight Crews – Part Two includes some fun and effective daily situational awareness exercises you can immediately start using in your daily routine. You’ll be safer, more confident and more prepared to handle whatever little surprises life may decide to throw at you.
Whether you’re in the air or on the ground, at work or on your day off, there are five levels of situational awareness at which you operate. By choice or by default, we’re always in one of these five levels and switch among them depending on our circumstances.
1. Recognizing that threats do exist.
As you rise to higher belt levels in the martial arts, you realize that the physical techniques and skill sets are just tools to be used by our mindset. The mindset of a good fighter rests in recognizing and practicing these things:
4. Learn to “trust your gut.”
16 | Aero Crew News
2. Ignorance or denial of this is dangerous. 3. Apathy, denial and complacency are deadly. 5. Discipline yourself to practice situational awareness.
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LEVELS OF AWARENESS •
1. TUNED OUT = Crossing a busy street against a red light texting on your cell phone.
•
2. RELAXED AWARENESS = Waiting to cross the busy street until the light changes. Your cell phone is in your pocket.
•
3. FOCUSED AWARENESS = The light changes to green. You look for cars and cross the street.
•
4. HIGH ALERT = The light changes, you look for cars, someone runs the red light and you step back up onto the curb to avoid getting hit.
•
5. COMATOSE = You’re texting on your cell phone while crossing the street against the red light. Oncoming cars are honking, slamming on the brakes and careening around you. You look up and freeze like a deer in the headlights
The best place to be in daily life is in a state of relaxed awareness. If you practice it, it will become an automatic normal state of being. The best way to win a fight is to avoid it in the first place by always being situationally aware.
SITUATIONAL AWARENESS DAILY EXERCISES: A: If you’re a flight attendant, start paying attention to the different heights, body types, perceived strength levels and genders of the passengers boarding your aircraft relative to your own. Visualize red dots where the targets are on each of them. Mentally note which of your tools would be most effective in relation to the differences. Anyone can do this anywhere. Boarding your passengers is a convenient and relevant time. Flight attendants greet and mentally assess millions of passengers daily. Trust your instincts and communicate any concerns to your crew. If you’re wrong, you’ll have to put up with some teasing. Should you be right, you will have everyone’s respect and gratitude, and you’ll all be alive to enjoy it. B: When you enter a room, make a mental note of how many windows are in the room and where they are. How many doors are there? Where are they located? Which ones are entry and exits versus closets or
storage rooms, potentially for hiding? How many people are in the room? What is the mix of men and women, adults and children? Close your eyes a few minutes later and see if you get it right. You can add more details once you get good at this. C: Seat yourself at tables in restaurants and other venues to give you a clear view of entrances and exits as well as access to a good escape route should it be needed. It’s a habit many law enforcement officers employ without even thinking about it. D: Be aware of some of the warning signs that you’re about to be attacked. These include: 1. Another invading your personal space, especially when there are only a few people around. 2. Someone asking you for the time, change, to use your cell phone, etc. This tactic is often used in kidnappings. 3. Someone walking towards and focusing on you, personally, especially a stranger and most especially if they have their hands behind their back. 4. Observe coordinated motion. You stop, they stop. You cross the street, they cross the street. You can use reflective surfaces such as windows to monitor this. 5. Glances. Someone is constantly looking around to see if anyone’s watching. 6. Someone in front of you is constantly shifting their weight. 7. Herding. Someone trying to lure or maneuver you into an isolated place. This can apply when you’re in a car, too. Be aware of bumping, crowding, etc. 8. Never flash money or expensive jewelry. Maintain awareness levels two, three or four in the following: Parking lots and parking structures. This includes airports, shopping malls, event parking lots, etc. If you can, try to park under a light and close to the areas from which most people will be coming and going. Remote, unlit areas are always more attractive to would-be assailants. If you come out to find a van ( particularly one without windows or someone in it) parked next to you, enter from the opposite car door
November 2018 | 17
and then lock yours, or go back to a safe place and get someone to walk with you, or wait. Sliding the van doors open when you pause next to your car door and dragging you into the van is a common tactic for abductions. When you’re driving, another ploy to get you out of your car is to either ram it from behind or stop abruptly in front of you, causing you to run into them. NEVER allow yourself to be dragged into a vehicle. Your chances of surviving once they have you in their car are drastically reduced. Going to and from your hotel room. Always be aware of people punching in one floor on the elevator but getting off on yours. Be mindful of violations of your personal space. Be prepared for someone to open their door just as you walk by and try to drag you in. If you think someone is following you, pass your room and go back to the front desk if possible. Never try to open your door and go inside if someone is in close proximity. Besides, you don’t want them to know which room you’re in if they’re setting off your inner warning bells. If possible, always try to walk with another flight crew member or friend.
Now, while your mind is still in a creative, critical thinking mode, start sharing other potential scenarios you may have experienced with your fellow flight crew members. We learn from each other and it helps us to build that movie in our minds before we have to confront a real situation and get trapped in the “decide” portion of the OODA Loop. Decide before it happens. It’s too late to decide when it happens. Aero Crew News is a great place to have a discussion or add suggestions. Part three of Self Defense for Flight Crews will deal with the ATTACK and Neutralize the Threat portion of ACA. We’ll address with the physical aspects of Tools and Targets – how, when and where to use them effectively, simply and in some cases with extreme prejudice, when your life hangs in the balance. We’ll also cover a few basics of defense against knives and guns. Until then, never stop exploring those movies in your mind. Safe journeys, my friends. ACN
About the Author Captain Valerie Walker started her aviation career in unconventional, adventurous ways full of interesting challenges. Read More...
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November 2018 | 19
GET IN TOUCH! pilotjobs@gojetairlines.com or gojetairlines.com/careers
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Pilots: How to Manage Your Financial Life When Your Career is Rerouted W r i t t e n b y: S t e v e A n g l i n , C PA a n d Dav i d C a m a r i l l o, C F P
M
ost of you know how your day is going to go as soon as you get out of bed – and for better or worse, you march on. On the better days, your coffee never gets cold, your departures and arrivals are on time, and the workday goes by brilliantly. On the rough days, the obstacles can seem endless: A flat tire on the way to the airport, mechanical issues, and weather delays. But then there are those days that change your life forever. You’re laid off a few years short of retirement, involved in a serious accident, or you suffer a severe health ailment. Whatever the case may be, your career comes to a screeching halt. You now face an unexpected challenge: What will you do now that you’ve been forced into retirement?
20 | Aero Crew News
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Furloughed Close to Retirement
Forced into Retirement Due to Disability
Determine if You Can Afford to Retire. Pilots are in demand, so finding a new position may not be difficult. But do you really need to finish out those last few years before retirement? Many times, with careful planning, you can retire earlier than expected. It’s important to visit with a retirement income planning professional who can evaluate your entire financial life and determine if you have enough income to retire in your desired lifestyle. Health insurance is a necessity. Remember to participate in COBRA as it will take care of you for 18 to 36 months, depending on the situation. In the meantime, find gap coverage between COBRA and Medicare eligibility.
If you were to find yourself in a medical disability scenario, you’ll need to contact your benefits group for greater understanding of your disability benefits. Typically, disability insurance covers up to two-thirds of your salary. If you end up on disability, then you won’t have as many cash inflows as you’re normally used to, and this will inevitably alter your retirement savings situation.
What if You Want (or Need) to Keep Working? If you aren’t ready, or can’t throw in the towel, start the job search and review your liquid cash savings immediately. Call your former employer’s benefits department to understand your health insurance coverage and to find out how you can rollover your retirement funds into a personal IRA. Review all of your fixed costs, and tighten your budget until the clouds part.
In the case of medical disability, benefits will vary from company to company. You would be best advised to seek professional guidance to determine whether or not your company continues to contribute to your retirement account(s), and health insurance coverage. In addition, you may want to consider long-term care insurance as another means of preparation for a serious medical condition. A long-term care event can be the largest risk to your portfolio during retirement years, and most people buy insurance to protect against that risk. Some situations might require downsizing, tapping into retirement accounts early, or other financial tools/strategies such as a reverse mortgage. A specific answer only comes from someone who knows you and all the details of your family’s balance sheet and cash flows.
November 2018 | 21
Always Be Prepared: 3 Steps to Successful Cash Management When you are employed, it’s important to be as prepared as possible for unforeseen circumstances. Key to your success is cash management in the following three areas: 1) Create Emergency Reserves. When it comes to emergency reserves, most families should have between 3-6 months of regular household expenses available as cash in the bank. Leading up to retirement, it can also make a lot of sense to build up to one year’s salary of non-retirement investment accounts such as an individual, joint, or a trust account. The key strength of this strategy is in how much flexibility it creates. By incorporating the goal of growing your non-retirement investments anywhere from 5-10 years out from your planned retirement, you will increase the size of your safety net and you’ll also be in the best position to optimize tax strategies when you retire. 2) Effectively Manage Debt. Debt doesn’t do you any favors, and the fact of the matter is that leverage can worsen any period of uncertainty. (Let’s all remember the lessons learned from the financial crisis of 2008.) This is true whether disability lasts a few months or several years until age 65. For that reason, a general priority for those 50 and older should be to reduce all consumer debt, meaning credit cards and vehicle loans. Paying down the mortgage early is often a personal decision, and the best guidance comes
22 | Aero Crew News
from personalized analysis. Cash flow freed up from paying down debt can then be directed to savings,
which again is key in those 5-10 years leading up to retirement. 3) Adhere to a Household Budget. The basic golden rule of budgeting is to spend less than you make. Household budgets are important both preand post-retirement. A pre-retirement budget dictates your monthly surplus, which translates to your savings and investments. A post-retirement budget is what can make or break a retirement. Most people have heard the standard rule; having a 4% or less distribution rate on your assets once you retire. We stress smart and sustainable spending patterns when it comes to retirement income planning.
Planning for the unexpected is an impossible task, however you can strive to be financially prepared. Whatever your circumstances may be, it is always advised that you consult a reputable and qualified financial professional who can help you navigate your financial life today and through the turbulent times of tomorrow. ACN
About the Authors Steve Anglin & David Camarillo are wealth advisors at Smith Anglin Aviation, the voice of airline retirement readiness.
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Take a short approach.
Cape Air and Spirit Airlines have joined forces to create a shorter, more convenient pathway to a jet pilot career. The Cape Air-Spirit Jetway Program provides education, flight hours and mentorship without higher degree requirements.All pilots are welcome to participate. One interview is all it takes to qualify.
November 2018 | 23
Fast track your career. Learn more at capeairpilots.com.
PERSPECTIVES
Challenges of Weather W r i t t e n B y: Joel Gibbons
24 | Aero Crew News
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I
was operating a flight from IAD to SAT, my first day off of high minimums, as a captain. (I would be able to be dispatched and fly down to CAT 1 minimums as opposed to adding 100’ and ½-mile vis.) I received the dispatch release and to my enjoyment found that indeed today would be the day that those new reduced minimums would be put to the test. Weather in SAT was poor, a nice cool fall morning had developed substantial fog over much of Texas and while AUS was given as a legal alternate, it was as close to a marginal alternate as could be legally allowed. The IADSAT flight truly does push the performance of the CRJ700 to the limit, when fully loaded with passengers, bags, and fuel for an alternate as we were on this day; we would be departing at maximum takeoff weight and would be unable to carry any additional captain’s fuel. After making a safe departure and putting much of the eastern part of the country behind us, we began to turn to the job of arriving into SAT. Over Houston, we began checking the weather in SAT, AUS, and other airports in the area. The fog had not lifted at its forecast time and the latest METAR reported ¼ mile visibility and vertical visibility was zero (VV000), below our category one approach minimums. I queried the controller, “Are other aircraft getting into SAT?” Their reassuring response was yes, indeed RVR (runway visual range) values were still good and traffic was landing into SAT. The weather at our AUS alternate (very close geographically) was no different. We elected to continue and dispatch agreed, with the idea that IAH was a possible second alternate. We were sequenced number one for arrival followed by another RJ and a 737 operated by Southwest. RVR values were reported at 2400, 2800, 3200 with a light wind and vertical visibility still at zero. We joined the localizer as we neared final approach. RVR values at the touchdown dropped to 1600 and we informed the controller that we would be unable to continue the approach. After executing what some are beginning to call a “high energy” go-around (not fully configured), the controller asked us what our intentions were. The first officer and I elected to enter holding while we waited to see
what the RVR would do and contemplate our other options. We reviewed the charts for crossing runways (normally easier to get when requested then turning the airport arrival sequence around and asking for opposite direction), however these runways required significantly higher RVR values because of obstacles or lack of precision guidance. We then requested opposite direction due to the higher RVR values at the opposite end of the runway, but were dismayed to learn from the controller that the approach light system was out of service, but, “Someone was working on it.” With time becoming our enemy as fuel continued to burn, the controller’s voice suddenly changed, possibly because the supervisor may have stepped in to see what they could do. We informed them of our 1800RVR requirement and we were met with, “RVR is now 1800.” The controller then informed us that we would be number five for arrival, which was unacceptable due to our low fuel state, which would be critical in the event of another goaround or diversion. I stated that we were at minimum fuel, and would become an emergency in the event of a go-around. I was assertive, keeping in mind that I didn’t want to declare an emergency and face the paperwork that would follow. We were vectored number one followed by our other company RJ and executed a textbook approach down to minimums where we picked up the approach lights at 200 feet, continued down to 100 feet where we were able to get the runway in sight and completed the flight safely. Remember, forecasts are forecasts, and having backups to your backup plans are required in this industry. Stay employed, stay legal, stay alive. See you around the airport. ACN
About the Author Joel Gibbons is a graduate of Western Michigan University’s College of Aviation in 2007, currently employed as a pilot with XOJET. Read More...
November 2018 | 25
AVIATION RELOCATION
Mortgage Interest Rate Myths How to save money through education Written by: Jonathan Kulak
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ast month we looked at how pilots can avoid some of the traditional mortgage pitfalls along the path to home ownership. Now let’s dispel some common myths about interest rates.
Myth #1: Interest rates are set by the Federal Government therefore they are the same everywhere. False. Mortgage interest rates are not set or controlled by the government in any way, shape or form. Instead, the majority of mortgages are sold and packaged together into mortgage backed securities (MBS) by Fannie Mae, Feddie Mac and Ginnie Mae. They are then sold to investors. Wall Street/investors are really the ones that determine what a mortgage at a specific rate is “worth.” Lenders then determine what rate to offer based on their profit margin. Most lenders try to make 2.5-3% on your mortgage when they sell your loan to investors. In addition, they typically charge fees to complete the transaction. Some lenders advertise “no fees” but then increase their profit margin to make up for not charging any fees.
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Myth #2: You can’t negotiate to get a lower interest rate. False. Most lenders look at your mortgage as a one-time transaction versus a lifelong relationship. As a result, they are going to price your mortgage to make every penny they can reasonably expect to squeeze out of you. Many lenders assume their clients are ignorant about how interest rates work. As a result, they assume you will simply accept whatever high rate they offer you. Shopping around will give you leverage to make lenders compete for your business. Just like a car salesman, most loan originators will go to “management” to get you a lower rate if they think you’ll go elsewhere. Better to find a lender who just offers you their best pricing upfront and avoids playing games.
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Myth #3: It’s best to use your bank as your lender because you’ve been banking with them for years False. The mortgage department is completely separate from the banking side of your financial institution. Just because you’ve had a good banking experience thus far does not mean you’re going to get the same level of service during your mortgage transaction. The more advertising, branch locations, and staff the company has, the higher the expenses a lender needs to cover to make a profit on your mortgage. How do you make more money in the mortgage business? You guessed it, sell mortgages at higher interest rates or increase your fees.
Myth #4: Shopping around for lower rates will hurt your credit score False. This is a fear tactic. All three credit bureaus agree that shopping around is a sign of a responsible consumer. To reward you, the credit bureaus count all mortgage credit pulls made within a 30-day period as a single credit inquiry. That being said, a good lender should be able to quote you a rate based on a self-reported credit score and save the credit pull until you’re ready to move forward with them as your lender of choice. Bottom line, the secret is to shop around and arm yourself with as much education as you can before you pick a lender. A mortgage is a commodity so save your hardearned money for the fun things in life. At the end of the day, there is no difference between a name brand big bank and a small mortgage broker when it comes to the product you receive. There is no shortage of money in this economy so go where you get the best money and service. A little extra work at the beginning can save you a lot of money in the long run. Remember, as a professional pilot you are every lender’s dream client. Typically, professional pilots are buying above average homes, with good income, and a good credit history. Also, the longer you fly, the more money you’ll make which many times means an even nicer home purchase in the future. Make sure your loan originator is building a relationship with you and not just performing a one-time transaction. You are the prized client so the service and rate you’re offered should reflect that. The next article will discuss how to lower your interest rate to save you money in the long run. In the meantime, please feel free to contact me with any questions at jk@mythl.com or on my cell phone at 850-377-1114. I’m always happy to help a fellow pilot navigate the mortgage process. ACN
About the Author Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 pilot turned airline
pilot. Read More...
November 2018 | 27
FITNESS
Boost Travel Health with Technology Top Five Health-Package Apps Writ ten B y: Joshua Dil s
Images Courtesy of PilotFitness
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epending on where you find yourself in life, traveling full-time as a professional flight crew member can be either a blessing or a curse. The excitement of traveling to new places and sharing those experiences with your crews can be great. While sometimes, we need downtime at home to focus on other things. Attitudes and perspectives evolve over time with successive aircraft or company changes along with our ever-changing home/family life. Along with these lifestyle fluctuations, we can expect our health to ride the same waves. Whether you are just getting started in professional aviation or nearing retirement, the one aspect that has remained consistent that has dramatically improved our quality life while away from home is technological advances. During the past ten years, we have gone from no smartphones to now having every wonder of mankind in our pockets via the internet. It used to be not knowing what crew scheduling was up to or how the weather was changing. Now we see everything in real time and don’t have to be at a computer. Same goes for checking flight loads on other carries and listing for the jump seat during your commute home or on the way to vacation. In a matter of minutes, we can check the flight loads on multiple carriers, list, and get going.
Many of these conveniences are attributed to the evolution of websites becoming more mobile-friendly then evolving into mobile applications, or “apps.” Mobile applications are an incredible leap forward in that they are able to take advantage of “tool kits” that are already available on the typical smartphone,
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like GPS positioning, calendars, clocks/timers, push notifications, etc. Now we are seeing a version of this on wrist watches! In the spirit of working smarter, not harder, it suits us to use what we already carry with us to improve our quality of life. Gone are the days of asking someone at the hotel front desk what there is to do, or how to get somewhere. The Yelp app will provide all of the comprehensive reviews you can handle, and a map app will get you there. With our health and wellness in mind, the following is a list of apps that might not be so obvious to help streamline your travel life and help you to maximize your time, maintain your health and make the travel lifestyle work for you, not against you! Fit Flyer Of course, we are going to show a little favoritism to our own app and for good reason! The Fit Flyer app is available for free on the Apple App Store and is the first and only meal planning app designed for flight crews and traveling professionals. Combining a calendar planner with daily meal planning to choose between 50 great tasting, healthy recipes. All of the ingredients auto-populate an interactive shopping list. Each recipe is designed to
take 30-45 minutes or less to prepare and all are tested to taste great for a 4-day trip in a standard crew cooler. Save money, free up time on your days off and eat healthy during travels! Local Fit An amazing gym membership app made just for travelers! Local Fit has a growing nationwide database of over 5,000 premier health clubs, gyms and studios you can access while on the road. Gone are the days of being confined to a limited and sometimes crowded hotel gym with subpar equipment. Have your pick anywhere you go for a an extremely low monthly fee and subscribe as long as you want. If you sign up using the code LOCALFIT-JD you will receive 50% off the subscription! This is an amazing resource for those who have specific workout routines like rock climbing or surfing, or for those who seek specialty classes such as yoga or training for a first Ironman who need a pool.
About the Author Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...
November 2018 | 29
Strava
Waking Up
One of the most widely used fitness tracking apps for cardio-based activities, like running and cycling, is Strava. It has built a fitness community around their tracking app to provide you the support and motivation to continually work toward your goals and have fun competing against friends and other local athletes. What really makes Strava shine for the traveler is its “segment explorer” option. No matter where I am, I can search for where the good running or cycling circuits are in the area, distances and leaderboard times appeal to my competitive side. Strava also promotes challenges to push training to the next level and now has integrated a social posting feature, similar to that of other social apps like Facebook or Twitter. Looking to join a group of active, healthy travelers? Join the Pilot Fitness Strava Club. https://www.strava.com/clubs/ pilot-fitness and see what your fellow flight crews are doing to stay active! Pay for the upgraded membership for enhanced statistical tracking and training progress monitoring.
This new app by Sam Harris is a meditation guidance app to promote mindfulness and calming of the mind. As flight crews, we operate in one of the most stressful career fields and our schedules are among the most challenging with respect to circadian rhythm disruption. In order to stay ahead of the stress levels and better manage our sleep cycles, meditation can be a great tool to improve your mental health, reduce stress, and invite some tranquility into an otherwise seemingly chaotic lifestyle. This quote from the homepage sums it us; “Join Sam Harris - a neuroscientist, philosopher, and bestselling author—on a course that will teach you to meditate, reason more effectively, and deepen your understanding of yourself and others.” Waking Up is a wonderful resource for teaching beginners to guiding meditation experts. Simply one of the best tools available.
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Daily Dozen From the creator of Nutrition Facts.org, Dr. Michael Gregor, developed Daily Dozen, a free app that helps the user track and incorporate the right amount of fruits and vegetables into their daily routine. Flight crew members and travelers are exposed to high stress and high amounts of radiation from flying at high altitudes. The best way to protect ourselves is to increase antioxidant consumption, which is only found in plants. This app provides all the information you need to find out what plant foods are the best and how much you should be eating on a daily basis. There are tons of information packed into the app that provide an education in healthy eating. This app pairs wonderfully with our Fit Flyer app, as our app is also driven to maximize dietary sources of antioxidants by increasing plant food consumption for the healthy traveler and keep you fit to fly!
Obviously, this article has omitted the abundance of airline and hotel apps, transportation apps, other travel apps or booking sites, and weather apps. Our goal is to highlight the not-so-obvious apps that can really increase our quality of life in ways that go beyond just basic travels necessities. There is more to traveling than just getting from points A to B; it’s arriving there healthy and happy, time and time again. ACN
November 2018 | 31
AVIATION RELOCATION
Own Instead of Renting Sixteen Reasons Backed By Facts That Justify Wanting To Own A House Instead Of Renting
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omeownership has always been considered the gateway to the middle class and a benchmark of the American dream. However, in recent years many families have chosen to find domestic bliss without paying a mortgage. What they’re missing are the big benefits of homeownership that just can’t be replaced by renting. Research shows that owning your own home has distinct advantages over renting, especially when it comes to building your net worth and providing a stable environment for your family. If you’re sitting on the wrong side of the white picket fence debating whether to rent or buy your next home, read our list of 16 reasons why owning your own home is better than renting.
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1. OWNING IS CHEAPER THAN RENTING Although buying a house is more expensive at the outset, if you play your cards right, it can actually be cheaper than renting over the long term. According to real estate website Trulia, homeownership is 38% less expensive than renting, on average having decreased 3% nationally from 2013. Their calculations are based on a traditional 20% down, 30-year fixed-rate mortgage. They compared the total costs of homeownership (including maintenance, taxes, and insurance) to the total costs of renting for the same period of time. They attribute the drastic difference in costs to the rising costs to rent and BACK TO CONTENTS
the low fixed-rate mortgage rate, which is currently under 5%. That’s not to say that buying a home isn’t expensive – you’d still have to come up with the 20% down payment or pay mortgage insurance that would eat into your overall savings. The fact is, paying more up front on your own home can actually save money in the long run. 2. YOU CAN BUILD EQUITY One of the most significant benefits of homeownership is building equity, which is your share of the value of your home. In more technical terms, it’s the difference between the market value of your home and the amount that you still owe. If you pay 20% down on a home that costs $200,000, you would owe $160,000 and your equity would total $40,000 (the interest you’ll pay doesn’t factor in to this equation). However, if your home appreciates in value, your equity increases though the amount you owe does not. Let’s say that in a few years, the market value of your home increases to $275,000, and you’ve paid off a total of $70,000. You still only owe $130,000, but your equity would be valued at $145,000. A study conducted by Merrill Lynch found that while homeowners under the age of 35 have equity valued at $53,700 on average, homeowners over the age of 65 have around $212,800 in home equity. If you buy a home now, imagine how much equity you could have by retirement! Instead of your money disappearing into your landlord’s pocket each month, you’ll be paying into something that can become more valuable over time. 3. IT INCREASES YOUR NET WORTH Homeownership is more than just the American dream, it’s also been an effective way to build one’s net worth. Sure, business acumen and investing know-how are other ways to build wealth, but for the average Joe, homeownership has been the most tried and true method of building net worth. You can calculate your net worth by subtracting your financial liabilities from your assets, which include investments, savings, retirement funds, home equity, and other valuables. Finance professor Sebastien Betermier estimates that housing accounts for 67% of the average American’s total wealth (an unwise money move in his opinion, but a norm nonetheless). Unless you’re consistently saving and investing your money through other means, a house can serve as a way to store your wealth and build your net worth.
4. YOUR HOUSE CAN APPRECIATE IN VALUE OVER TIME Let’s be frank — property doesn’t always appreciate in value over time (which many learned the hard way in 2008, but many experts believe that the worst is behind us). If you do your research and purchase a home with both eyes wide open, your home’s value may increase each year that you own it. Zillow economist Stan Humphries estimates that the average house appreciates in value around 3.5% each year, but some areas experience steeper increases. Some neighborhoods have increased in value 13.15% in the last year. When deciding on your future home, it would be best to avoid areas with high traffic volume, foreclosures, and crime because your home could lose value. Qualities like good schools, up-and-coming neighborhoods, and local employment are indicators that your new house could appreciate. 5. HOME OWNERSHIP LENDS TO MORE STABILITY Buying a home is a big step toward settling down and establishing roots in a community. Researchers find that not only do homeowners gain a sense of stability when they settle into their first home, but they also contribute to neighborhood stability. A study compiled by researchers with the National Association of Realtors shows that homeowners move less frequently than renters staying in their homes for longer periods of time. Between 2010 and 2011, only 4.7% of homeowners relocated, but 26% of renters moved, many citing housing-related reasons. Homeowners are more invested in their properties and their neighborhood, which makes for a more stable and close-knit community. In areas with high turnover, it’s hard to know your neighbors, much less trust them to pick up your mail or feed your cat when you’re on vacation. Homeownership may offer stability and a neighborly ambience.
About the Author Tracy DuCharme is the wife of a pilot and owner and designer of Aviation Relocation International. Read More...
November 2018 | 33
6. YOU’LL HAVE STRONGER SOCIAL TIES TO YOU COMMUNITY. Have you ever wished you lived in one of those idyllic neighborhoods where you can borrow sugar from a neighbor and share a homemade pie with another? If you’re constantly moving from rental to rental, you probably don’t get to know your neighbors very well. Because most homeowners stay in their homes for longer periods of time, they’re more likely to form relationships with their neighbors and are more invested in their community. A study published in the Journal of Urban Affairs found that homeownership gives residents a platform on which to connect with neighbors and increases their social capital. The reasons are simple – as a homeowner, you have a greater stake in your community and have the incentive to get to know your neighbors on a more intimate level. 7. YOU’LL FEEL MORE SECURE. You won’t find homeowners desperately looking for housing after receiving an eviction notice. Unless the bank forecloses on your house, your home is yours until you decide to sell it. Each state has its own laws on tenant evictions, but in many cases a landlord can evict a tenant even when the tenant didn’t do anything wrong. For example, in California, landlords can evict tenants if their family wants to move into the property or if they want to sell, destroy, or repair it. A report by the Neighborhood Law Clinic at the University of Wisconsin shows that evictions increased 10% in Milwaukee County from 2010 to 2013. In San Francisco, evictions increased 38% in the same time period. Being a homeowner means that you’ll never have to move because of factors outside your control.
8. PRIVACY Do you really want your neighbors to hear your child’s morning meltdowns? Do your neighbor’s TV sitcoms frequently keep you up at night? According to the National Multifamily Housing Council, single-family units make up only 35% of rentals in the U.S., and 60% of rental properties are of two or more units, which includes duplexes, apartments, or condos. As any renter can attest, sharing walls with other tenants can be awkward at best and annoying at worst. Aside from noisy neighbors, renters also have to deal with meddling landlords who have access to their private space. In a survey conducted by mortgage loan company Freddie Mac, 86% of renters agreed that owning a home would give them more privacy than they currently have. The privacy that homeownership can offer is priceless. 9. PART OF YOUR MORTGAGE PAYMENT IS TAX DEDUCTIBLE
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Owning your own home comes with more responsibilities and expenses, but the good news is that some expenses are tax deductible. Property taxes, private mortgage insurance premiums, energy-efficient additions to your home, and the interest that you pay each month on your mortgage can be deducted from your taxes. Although you’re on your own when it comes to maintenance and repairs, at least you can deduct a portion of your monthly housing expenses on your taxes – a benefit that renters don’t have. 10. YOU CAN CREATE YOUR DREAM HOUSE When you purchase your own home, you have more control over the decorating and remodeling. In the survey conducted by Freddie Mac, 89% of renters said that being able to decorate their living space would be a perk of owning their own home. If you fantasize about customizing your dream house, purchasing your own home is the only way to make that dream a reality. 11. YOUR MONTHLY MORTGAGE PAYMENTS ARE MORE STABLE THAN RENT Trulia’s rent monitor shows that rents increased by 6.5% nationally last year, but larger metro areas experienced even sharper increases. In San Francisco, for example, rent prices rose 15.5% from 2013 to 2014. When you purchase your own home, your monthly mortgage won’t deviate too far from your first mortgage payment, although the percentage that goes toward interest and the principal will change over time. With a fixed-rate mortgage, the interest rate is fixed from the time you sign the loan. If you opt for an adjustable rate mortgage, the interest rate may start out lower than a fixed-rate mortgage, but will change depending on a specific index (which is determined by the lender). Other factors that may increase your monthly mortgage payment are local property taxes (over which you have little control) and home insurance premiums. 12. YOU CAN TAKE OUT A SECOND MORTGAGE Your house is an investment and is most valuable when you’re paying off your mortgage and building equity. However, if you ever find yourself in dire straits, taking out a second mortgage on your home is an option that you would never have as a renter. When you take out a second mortgage on your home, you borrow from the equity you’ve already accumulated on your house, either with a home equity loan or a home equity line of credit. The second mortgage is basically a second loan in addition to your original mortgage.
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Because you’re using your home as collateral for the loan, the decision to take out a second mortgage should be one that you weigh carefully. If you default on the loan, the bank can repossess your house, making all your hard work for naught. According to the 2013 American Community Survey, more than seven million Americans have taken out a second mortgage or a home equity loan. Common reasons why people take out a second mortgage are to finance major home repairs, the purchase of a second home, medical bills, or finance a child’s college education. Although taking out a second mortgage should be a last resort, homeowners have an advantage over renters because they can use their home equity if an emergency arises. 13. YOU CAN RENT YOUR HOME TO OTHERS Contrary to what you might think, owning one’s first home isn’t the end of the road for many homeowners. Although homeownership is a longterm commitment, many homeowners go on to rent their homes when they purchase a second one, or even rent out extra space to other tenants. Zillow ran calculations to see where homeowners can earn more by renting out their home to tenants in comparison to selling. They found that homeowners who live in cities like San Jose could earn as much as $8,927 annually from renting out their home in the long-term. According to the 2001 American Housing Survey, 21.3% of people who owned second homes rented them to tenants. Unlike renters, homeowners can profit by renting their additional space. 14. YOUR KIDS WILL PERFORM BETTER IN SCHOOL Researchers have found a positive correlation between homeownership and children’s academic achievement. Because most homeowners stay in their homes for a longer period of time, they provide a more stable home life for children, which in turn, impacts their academic performance. Researchers, Lisa Mohanty and Lakshmi K. Raut, found that children who change schools too often perform more poorly in school, which can probably be attributed to adjusting to a new environment, new curricula, and different academic standards. In a study published in the Real Estate Economics Journal, researchers found that children of homeowners performed 9% better in math and 7% higher in reading. While renters can attempt to provide the same stability for their children, some factors may be out of their control because they live in properties that aren’t their own.
15. YOU CAN HAVE PETS If you’re an animal lover, your desire for furry companion may be thwarted by strict renting rules. Landlords may be flexible when it comes to birds and fish, but dogs and cats are often dealbreakers for more demanding landlords. According to an Apartments.com study, 72% of renters are pet owners, and twothirds of them have had problems finding housing that accepts pets. Renting with a pet can also be expensive – more than 50% of pet owners were required to pay more than $200 annually for pet deposits. The American Humane Association survey reveals that the primary reason pet owners give up their pets is because of moving, which suggests that many could not find housing to accommodate their pet. Owning your own home is a surefire way to provide Fido and/or Whiskers a forever home. 16. YOU’LL HAVE SOMETHING TO PASS ON TO YOUR CHILDREN A parent’s financial success can determine what school their children attend, the peers their children grow up with, their educational opportunities, their college prospects, their future career prospects, and their ability to grow wealth as adults. In a study published in the Journal of Housing Economics, researchers found that children of homeowners earned more as adults and were more likely to own their own home in the future. Many renters agree that homeownership provides children with benefits that they can’t gain from renting. In a Freddie Mac survey, 90% of renters agreed that a home was something that could be passed on to their children. If parents invest in their homes and build their net worth, it can greatly affect the outcome of their children’s lives. Aviation Relocation has free tools that allow you to compare neighborhoods to find out which one is best for you and your family. Call us today at 833-RELO-AV8 or 480-309-1159 for more information. ACN
November 2018 | 35
COCKPIT 2 COCKPIT
Work Rules and Rigs Little Things that Make a Big Quality of Life Difference Written by: Marc Himelhoch
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n my previous article, A Month in the Life of a Line Holder, I briefly touched upon the subject of pilot contract work rules and rigs. Several readers reached out to me after reading that article and asked if I would write an article dedicated to the subject. Ask and you shall receive. In this article we’ll take a deeper dive into the nebulous world of airline pilot contracts to shed some light on what work rules and rigs are, and why they are directly proportional to your quality of life as an airline pilot.
For those who missed my … Line Holder article, or if you just want a refresh, all my articles can be found on my blog at www.cockpit2cockpit.com/blog/. As a quick recap, work rules and rigs are very important to quality of life as an airline pilot because they determine how much you are protected from the company taking advantage of loopholes in the contract to work you more and/or pay you less. The … Line Holder article taught you how to speak “airline lingo” so you could keep up with conversations among airline pilots. In this article, I will help you learn a little more airline lingo so you can speak it without too much of an accent.
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What is a Rig? You may have heard airline pilots discuss certain “rigs” in their contract. Just what exactly are these rigs? I thought the airlines were about flying airplanes. Aren’t rigs something used in the trucking industry? In airline lingo, a rig is a protection written into the pilot contract to provide additional compensation under certain conditions. These conditions are designed to make your quality of life better by ensuring you are adequately compensated for working longer shifts, being away from home more, etc. The best way to understand rigs is to look at some of the more common rigs contained in airline pilot contracts. One common rig is called Duty Period Minimum (DPM). DPM is the minimum amount the airline can pay you for one duty period. A pilot duty period begins at scheduled report time. Report time is the time you must show up at the airport for the start of a trip or at the gate on subsequent days of the trip when away from your base. Duty period ends when you clear customs or 30 minutes after block in time, whichever is later? As an example, a DPM rig may stipulate that a pilot will be paid a minimum
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of 4.5 hours credit per duty period. Without the DPM rig, the airline could, for example, schedule you to fly what we call a “turn.” A turn means you are scheduled to fly from your domicile to another airport and then back to domicile. In the Air Force, we called that an “out-andback.” Let’s say that each leg of the turn was only 1.0 hours of block time. Without the DPM rig, that turn would only credit 2.0 hours total – not nearly worth losing a day away from your family, especially if you’re a commuter. With DPM, the minimum the airline can pay you for that same duty period would be 4.5 hours credit. If you actually fly more than 4.5 hours block time, you would get paid for the amount of block time actually flown. Sounds a little more reasonable right? Duty Hour Ratio (DHR or “duty rig”) is another common rig. This rig is designed to ensure you are adequately compensated for working a longer than normal day. Let’s look at an example of how DHR works. An example DHR rig might require that a pilot will be paid the higher of block time flown or 0.7 hours credit for each hour on duty within a duty period. Let’s say, for instance, that you’re scheduled to fly three legs on the first day of your trip with 2.0 hour block time per leg and a three hour airport sit between each leg. You reported at 0500 (an hour prior to your first block out time) and your duty day ends at 1830. Your total scheduled duty period is 13.5 hours. Without DHR protection, you would only be paid 6.0 hours block time for that duty period. However with the DHR rig, you’ll be paid a minimum of 9.45 hours credit (13.5 hours x 0.7 credit per hour) or the actual block time flown, whichever is greater. Average Daily Guarantee (ADG) is the minimum the pilot will be paid per day during a trip. For instance, the pilot contract might provide an ADG rig stating that a pilot will be paid a minimum of 6.0 hours credit per day of a trip. Therefore, a three-day trip would pay a minimum of 18.0 hours credit. Without the ADG rig, the airline could, for instance, schedule you to fly a three-day trip where you don’t fly at all on the second day and only fly 2.0 hours on the other two days; therefore the trip might only pay 4.0 credit hours for a three-day trip. Sometimes I don’t mind a long overnight in a cool place like Boston or San Diego, but it’s not worth giving up 14 hours of credit! Now you can start to see how important contract language is to protecting your quality of life. Trip Hour Ratio (THR or “trip rig”) is a rig designed to keep the airline from building a trip that is excessively long. For instance, the contract may state that a pilot will be paid a minimum of 1.0 hours credit for every three hours away from domicile (from report time at the start of the trip to release time at the end of the
trip). My airline tends to schedule such that I’m either on an AM trip or a PM trip. However, what if they had my trip start as an AM with an 0500 report time on day one, but end as a PM with a 2200 release time on day three? Without the THR rig, the trip could pay as little as 18.0 hours credit (due to the ADG rig mentioned above), however, in this case the THR rig would pay a minimum of 21.66 hours credit (65 hours away from domicile divided by 3). If I actually flew more than 21.66 hours of block time (extremely unlikely), then it would pay the actual block time flown. Hopefully you can see how these rigs are designed to make sure the airline doesn’t abuse your schedule. If they do, they will have to pay you more, therefore the airline is incentivized to build more efficient pilot schedules because airlines are all about their bottom line. After fuel, labor is the second highest cost so the airline will try to keep their labor costs as low as possible by scheduling in a way that keeps costs down and your quality of life up! Work Rules Work rules are another important part of the equation with respect to contract language and your quality of life. Work rules encompass a large spectrum of circumstances covering commuter policy to jury duty and everything in between. Let’s take a look at some of the more common pilot contract work rules. One of the most important work rules is the minimum monthly line guarantee. This is the minimum amount of credit hours the airline agrees to pay you each month. Major airline’s monthly line guarantees seems to vary between about 70 hours and 85 hours credit. At many airlines, it’s difficult to achieve much more than the minimum guarantee during slower flying months, so it’s important to know how much you can expect to make each month as a minimum. Some airlines also have a maximum amount of credit they will pay each month. For instance, the airline may limit your monthly pay to a maximum of 85 hours credit. If you fly over that amount, the excess credit gets stored in a bank that you can use later. Let’s say you earn 95 hours of credit in August, but you only earn the minimum monthly guarantee of 75 hours credit in September. You will get paid only 85 hours credit for August and the excess ten hours credit will go into your bank. You could then choose to cash in your banked credit in September to bring your pay up from 75 hours to 85 hours credit. You may also choose to hang on to those banked hours for the future. American Airlines imposes a maximum monthly credit during certain months of the year. Delta
November 2018 | 37
Air Lines has an optional credit bank system that allows you to (but does not mandate you to) bank any hours flown over 80 in a month, to be used at your discretion later. Many Delta pilots choose to bank hours during their first year to be cashed in later in their career at much higher pay rates. Work rules related to vacation time are big considerations. Both the amount of vacation time earned through longevity at the airline and the amount that vacation time pay are spelled out in the contract and can vary greatly from one airline to another. Additionally, some airlines build your scheduled line around the vacation, while others allow you to bid lines that overlap your vacation week then drop any trips with pay that touch your vacation weeks (potentially providing for more time off and extra pay). One of the greatest joys about being an airline pilot is all the time off. This too, is contractually dictated. Contract work rules will dictate the minimum number of days off per month. Major airline pilot contracts vary but generally offer between 12-15 days off per month. This does not preclude you from volunteering to work a few extra days each month to increase your monthly salary if you so choose. Commuter policy is also an important set of work rules if you plan to be a commuter. Commuter policy determines when a missed report-for-duty counts as a no-show (trip pulled without pay and possible
additional disciplinary punishments). An example commuter policy might mandate that the pilot have one option on the employee’s own airline or two options on other airlines that are scheduled to arrive in domicile one hour prior to report time. If the pilot can show that the required options were available but still was unable to make report time due to factors beyond their control (weather, maintenance, etc.), the trip will not be counted as a no-show. In that case, the airline would probably deadhead the pilot to a location where they could catch up with their scheduled trip with no penalty. What if you’re fatigued and can’t safely continue a trip? As pilots, we always have the right to call “uncle” in the name of safety. However, how you get paid for that trip once you make the “fatigued” call is based on your pilot contract. A good pilot contract should guarantee the original trip credit even if you call in fatigued. Of course, there is a trust factor involved between the pilot and the company and any suspected abuse of the system would likely be investigated. Another very important set of work rules, called “schedule quality” rules, dictates how your airline may build trips and lines. The FAA minimum rest period between flight duty periods is ten hours and the cumulative flight duty period within a week is limited to 60 hours. Imagine if there were no language in your contract to prevent the airline from scheduling every trip with just the FAA minimums. You would be one worn out pilot at the end of those trips. Contract work rules are
what prevent the airline from abusing you in that way. Some of the other work rules common to a pilot contract may include, but are not limited to: holiday pay, jury duty pay, mandatory drug testing pay, engine run or aircraft reposition pay, redeye override pay, deadhead pay, and training pay. The devil, as they say, is in the details. Summary Not every airline has each of these rig protections and work rules. If you are targeting an airline and not sure what kind of quality of life language and protections are included in their current pilot contract, it’s best to ask a friend who works there or ask your questions on The Pilot Network Facebook group. Chances are if you have a question, there are many other pilots who have the same question. One of the best sources I’ve found for comparisons of airline rigs and work rules is here in Aero Crew News (aerocrewnews.com). Each issue there are a sections named Mainline Grid and Regional Grid that provide detailed information of airline pay, work rules, rigs, and other useful comparison information. It may not always 100% up-to-date, but it’s the closest thing I’ve found besides reading each airline’s pilot contract. (For the record, I would rather choke on broken glass.) Best of all, subscribing to Aero Crew News is absolutely free! Another source for airline contract comparisons, although not as detailed but also useful, is Airline Pilot Central (airlinepilotcentral.com). The website allows you to search individual airlines with a pretty good bigpicture summary of pay, current news, and contracts. When an airline pilot contract is up for renegotiation, it’s your pilot union’s job to negotiate for better benefits and work rules based on the input they receive from
the pilot group leading up to negotiations. Therefore, it’s very important to provide your union guidance on your desires for contract improvements. I have only been actively monitoring this industry for less than five years now, but in that time, just about every major airline has gone through a contract negotiation. It is my opinion that certain airlines have focused too much on increased pay to the detriment of improvements in rigs and work rules. The results have been pilot groups that have been fairly happy in the immediate aftermath of negotiations, only to wind up fairy disgruntled within a year or two because they realize that increased pay alone does not equal increased quality of life. There are many factors to consider when choosing the airline that you want to work with for the rest of your career. Location and pay/benefits are probably among your top ranked factors, followed closely by culture, and equipment (aircraft types). I recommend that once you’ve narrowed choices down to your top three, based on those important factors, work rules and rigs should be among your tertiary tiebreaker considerations. The Cockpit to Cockpit Support Package contains an Airline Comparison Spreadsheet to help you rank order your airline choices using a point system that weighs the factors you determine are most important to you and your family. Visit cockpit2cockpit.com for more blogs like this one and additional information on how to make a successful airline transition. ACN
About the Author LT COL Marc Himelhoch, USAF (Ret), is a Southwest Airlines pilot with over 5,000 hours of flight time. He graduated with honors from ERAU in Daytona Beach, Florida, earning a masters degree in aeronautical science. Read More...
SQUALL LINE
Our Side of the Weather Desk Written by: Anthony C. Lorenti, Captain, ERJ 145, EWR
M
eriden, Connecticut is home. My time with Expressjet goes back to the ATR-42 in 1999. I served as both a first officer and captain. My degree, a BS in Business Management, is from Southern Connecticut State University. I am a current (non-active) CFI/MEI. Over the years, I have served as an FAA FastTeam rep and in that capacity have spoken to fellow pilots on various topics.
Mid-career, I diversified into volunteer firefighting where I achieved NFPA Firefighter I and II certifications as well as EMT. I served the South Meriden Fire Department as a firefighter for seven years. A general aviation airport was in my department’s jurisdiction, so I conducted aircraft and airport familiarization courses for my department, as well as for others. Finally, I was a contributing editor for Aviation Fire Journal (a publication for firefighters who specialize in crash and rescue). In that capacity, I spoke at firefighters’ conferences on the subject of aircraft rescue and firefighting.
40 | Aero Crew News
Normally, I am the one doing the “Welcome aboard.” In this case however, I am being welcomed and I thank you. It is my pleasure to be able to write for Aero Crew News. Thanks to a four-hour sit in Newark not too long ago, I met Craig, the publisher, so here I am. See, four-hour sits can be productive after all! Given the title, it should be no great mystery what I’ll be writing about in this column. That in mind, I would like to proclaim non-expert status when it comes to weather (and everything else for that matter). I do not have a degree in meteorology. My knowledge of weather comes primarily from my training as a pilot. Oh boy! What I’ve come to learn about weather is how little I know about it, and how little I think we know as pilots. To know more (and to really make a difference in our daily efforts) requires a great deal of personal devotion to learn and study more. What I hope to share with you in this column is what I’ve learned through more than 20 years of flying and through my own personal studies. My goal is to show how this extra effort and knowledge apply to better decision
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making. In simpler terms, I intend to discuss a range of weather phenomena, and provide some really cool vocabulary words that you can throw around at the pub to impress that certain patron!
To me, nature often puts on a huge blockbuster film in the form of weather. And more often than not, we play leading roles in this production. I think it best to know our part. Don’t forget the popcorn! In my future contributions to Aero Crew News, I hope to shed some light on how you can make decisions in relation to a range of weather occurrences, phenomena and events. My aim, always and throughout, is safety. If I have the impact that I want, you might remember my words when you fly and either change or re-enforce what you opt to do on future flights. With this notion of safety in mind – a safe flight does not always equate to completing your mission. My goal in writing will be to describe weather scenarios and situations that we sometimes encounter which maybe we shouldn’t have had to face in the first place! What I’d like to do for my first contribution to Aero Crew News is to hold off on the vocabulary words until my next column and describe a couple of common “ailments”
within our community when it comes to weather. After we start talking weather terms, you’ll find that these ailments (i.e. bad attitudes) can be the culprit for you having to work much harder than you’re paid to do, and possibly scaring a few people in the process. So, without further ado: Ailment 1 – Why check the weather? We’re going anyway. – Exactly! This is a favorite of mine. Hearing this statement makes me want to book a seat on this pilot’s flight! Not! Treatment – One thing is sure – you are likely going to go. Don’t you think it would be in everyone’s interest, starting with your own, to know what you’re getting into and how you can get out of it? Checking the weather is the basic element to finding its “ins and outs.” If you apply the effort to know the elements, it could reward you invaluably. Instead of being the fifth to complain about the ride, be the one giving a smooth ride. This could be you, if you check the weather. Having a thorough knowledge of the weather and its exceptional features will go a long way in forming your mental model. A good mental model leads to better decisions. Better decisions lead to greater levels of safety. By the way first officers, if you solely rely on your captains to check the weather and they don’t, guess what? Point made. CHECK THE WEATHER! Ailment 2 – Dispatch put me right in the weather. Did they? I cannot remember the last time Dispatch put me through a line of weather. They, along with ATC, might have filed me that way, but I am the one in the driver’s seat. If Dispatch put me in a line of weather, that’s one powerful dispatcher! Dispatchers are not Greek Gods! I am the one who put me (and everyone else) there. Treatment – You have the ability to start on a good foot by calling dispatch and letting them know, you’d prefer another route. While the dispatchers haven’t always been pleased when I call them on this matter, they’ve always assisted me towards achieving what I have needed, namely another route or another option. If I don’t make the effort to do this, it’s on me. In closing, better knowledge of the weather and how this aids in our decision making is my personal goal as a pilot. It is also my goal to share this endeavor with all of you as I share what I’ve learned about Mother Nature. ACN
About the Author Anthony Lorenti is an ATP, CFI, Fire Fighter and EMT with a Bachelors degree in Business Managament. Read More...
November 2018 | 41
FEATURE
Trans States Airlines and Frontier Airlines Roll out Pilot Flow Program
Trans States pilots can now flow to the Denver-based Airbus operator after as little as two years of service with Trans States
E
ach month, new hire pilots at regional operator Trans States Airlines sit down to dinner with the Chief Operating Officer, Flight Ops leadership, and the Pilot Recruiting team. The purpose of this monthly get-together is simple. “Trans States is a family,” explains Pilot Recruiter Susan Eriks. “The new hire dinner is a great way for us to welcome our new family members and show them what Trans States is all about. We look forward to it all month long.” During the monthly get-together, new hires are asked to share why they chose Trans States over other regional carriers, and the airline’s family-like culture comes up again and again. That doesn’t surprise Trans States Director of Recruiting, Stacey Ross. “We take a personal interest in the success of each of our pilots,” she remarked. “That commitment to our people shines through from a candidate’s very first interaction with our recruiters.”
In fact, Trans States’ family-oriented culture is part of what makes its flow program with Frontier Airlines a natural fit. The Denver-based Airbus operator takes great pride in making new pilots feel at home on day one. “Even when I was a new hire, it was incredibly impressive how much our airline cares about you as a person,” recalls Frontier First Officer and Instructor, Chris Dillon.
Images courtesy of Trans States Airlines & Frontier Airlines
“The culture at Frontier is family,” adds Captain Elyse Swedberg, Frontier’s Denver Chief Pilot. “We are a funloving group and we always try to make everyone feel included.” The flow program between Trans States and Frontier isn’t a guaranteed interview—it’s a true flow. Trans States pilots who opt-in to the program are guaranteed a First Officer position at Frontier after as little as two years so long as pilots maintain predetermined qualifications in training, reliability and discipline. Like other flow programs, no additional interview is required, which means that a pilot’s interview with Trans States could be the last one of their career. Herself a Trans States alum, Captain Swedberg credits the Trans States training footprint as providing a valuable foundation for her current success at Frontier. “Trans States provided me with all of the tools I needed to succeed as a pilot in the 121-industry,” she remarked. “They prepared me to operate a jet in the most safe and efficient manner possible, and to to use the resources at my disposal to do my job well.” Swedberg praises the Trans States instructors in particular for providing the guidance and direction that allowed her to become the pilot she is today. “My instructors were so knowledgeable, very supportive and encouraging,” Swedberg said. “They expect a lot out of you because they want the best for you and want to ensure that when you go out on the line, you are not just going to succeed with Trans States, but throughout your entire flying career.”
Trans States Director of Flight Operations Lee Stelzner cites the similarities in both companies’ cultures, as well as the strength of the Trans States training program, as contributing to the ease in which Trans States pilots have transitioned to the Frontier flight deck. “Trans States Airlines is a great place to build the experience you need to meet the Frontier hiring requirements,” Stelzner said. “With our outstanding training footprint, pilots are very well-prepared to enter Frontier’s training environment and succeed. Trans States Captains Benjamin Church and Jeffrey Martin were two of the first Trans States pilots to opt-in to the flow program. Both appreciated the ease of transitioning to Frontier looked forward to flying Frontier’s fleet of Airbus 319, 320 and 321s.
“My flow process has been simple and hasslefree,” Captain Church said prior to his departure for Frontier earlier this year. “I am most looking forward to flying an Airbus, learning new procedures and expanding my skill sets even more.” Captain Benjamin Church
Captain Martin echoed those sentiments, remarking that
he looked forward to seamlessly advancing his career, as well as the opportunity to fly the Airbus.
Captain Jeffrey Martin
For many pilots, an airline’s potential for growth is a key deciding factor when considering where to build a career. That’s because obtaining additional aircraft mean faster Captain upgrades. Frontier pilots have a lot of growth to look forward to, given that Frontier has announced its intent to triple the airline’s fleet size over the next 10 years, growing the airline’s order book by 200 aircraft. Additionally, Trans States’ route map is shifting west, and its growing Denver crew base has been very popular with its pilot group. Given the base’s popularity and Frontier’s significant presence in Denver, it’s of no surprise that the flow program has proven attractive to the Trans States pilot group.
Prior to his departure for Frontier earlier this year, Captain Martin looked back on his time at Trans States. “At Trans States, we’re a close-knit group of pilots and are much like family here,” he said. “I truly enjoy working with our crews, and I’m going to miss it.” Unsurprisingly, the Frontier team made him feel right at home. For more information about the Trans States and Frontier flow program, please visit transstates.net or email pilothiring@transstates.net. ACN
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
$209.31
$180,844
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
MD-88/90
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$95.21
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
$109,376
$174.11
$156,699
1-2 = 15 Days
Abbreviation and definitions: 3.B.2.d
2
28.D
0%
15%
2
B717
4.B.1.b*
26.C.2
25
$121.53
3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call. B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119to the $207.13 $186,417 5.65 H/M with a employees contribution up to the listed percentage. Unless noted or yearly, refer contract for 12-14 more information A330 = 27 Days sick call 15-18 = 29 Days Max 1080** the company will match 100% of what the employee contributes. 19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*
ALPA: Air Line Pilots Association
Perce heal emplo
Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
EMB-190, CRJ-900
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
2
+25 = 38 Days
credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D
B767-400
1-4 = 14 Days
Max 1300 Hrs
5-10 Days New hires reasons for cancellations. Refer to the contract for more information. Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training. Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company. Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training. 2
Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)
46 | Aero Crew News
JetBlue Airways (JetBlue)
2
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
7 75
HRxMMGx12
HRxMMGx12
5
7
2
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
HRxMMGx12
4.3
HRxMMGx12
8.B
15.B.2 & 3
16.B.2
16.4
$115,668
$202.47
$170,075
5% 1:1
5% + 3%
$104,084
$182.25
$153,090
$90,009
2
70
2
24
Perce heal emplo
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0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
AA
AS
DL
Pay During Training
MALV 7284 or 88*
Single Occupancy, Paid for by company
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
11.D.5.b
5.A.1
A330, A350 B717, B767
HA
Per Diem
Most Number of Junior CA Pilots hired
Pilot Retirements 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 $2.30 Dom** US East $2.80 Int.** Aug/2014
14,738
US West Sep/1998 Oct/2015
Dec/2017
$2.15
2012
1,897
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
Notes
*Monthly Average Line Value depends on pay group, **$0.05 BOS, CLT, DCA, increase 1/1/16 DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended Alaska bought Virgin America
Single Occupancy, Paid for by $2.20 Dom., $3,888.29 / Month company for the $2.70 Int. first 8 days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
5.E.1
5.B
921
ALPA
iPad Air
SEA, ANC, LAX, PDX Contract 2013, as amended
9,436
ALPA
Surface
ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC
Contract 2014, as amended *Interisland
3 Hours per day, plus per diem
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
9.G.1 United Airlines (United)
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines (Sun Country)
Virgin America (Redwood)
UA
2 Digit Code
*$0.05 increase on Jan 1st.
3 Hours per day, plus per diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.*
2006
11,240
3-E
4-G-1, 9-E
4-A
Oct/2015
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
Most Number of Junior CA Pilots hired
8,786
ALPA
iPad
Contract 2012 as amended
Pilot Retirements 2018-2033
Union
EFBs
Major Airlines B757, MD-80, A319, A3220
A319, A320, A321
A321, A320, A319, E190
B737
A319, A320, A321
B737NG
A319, A320
Aircraft Types
G4
F9
B6
WN
NK
MMG
Single Occupancy, Paid for by company
$2.00
3.P
6.A
November 2017
873
73
3.Z
Dec/2017
Dec/2017
See Note*
$1.90
November 2014
1180
180
Dec/2017
Dec/2017
See Note*
3,582
840
MMG
No
$2,500 per month
$2.00
Add A, Pg24
Single Occupancy, Paid for by company
E:11/201 3 A:12/201 3
Add A, Pg24
11
Dec/2017
Dec/2017
Feb/2015
89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
August 2006
9,074
3,374
4.K.6
4.T.1
4.T.3
Dec/2017
Dec/2017
$1,750*/mo
Single Occupancy, Paid for by company
$2.25
March 2015
1,821
3.D.1
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
SY
MMG
None
1/24th the IRS CONUS M&IE airline daily rate
3.B
5.B.1
5.3
VX
$2,500 per month
None
$2.00
2012
820
10.J.1
3.B.e
10.I.1
Dec/2017
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
Most Number of Junior CA Pilots hired
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX
IBT
iPad
FAPA
ALPA
SWAPA
Bases
Notes
AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO
Yes
iPad
*2018 to 2028
JFK, BOS, FLL, MCO, LGB Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month MDW, OAK, PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2018, as amended
157
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
Notes
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/201 7
1,486
November 2018 | 47
Airlines (Sun Country)
B737NG
THE GRID A319, A320
Virgin America (Redwood)
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
IRS CONUS M&IE airline daily rate
289
General Information 5.3
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Aug/2016
$2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
Most Number of Junior CA Pilots hired
157
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air (ABEX)
B747 B767
B-767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/201 7
$52 Dom. $89.75 PR* $79.75 NPR**
GB
1,486
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
B777, B767, B757, MD11, DC10, A300
FX
$4,000 / mo until activation date* 3.A
Kalitta Air (Connie)
B747
K4
No Hotel
$2.25 Dom. $3.25 Int.
May 2015
4,763
5.B.1.d
5.A.1 & 2
May/2016
Aug/2017
$1.90 Dom. $2.80 Int.
Sept 2015
281
6.A
Dec/2017
Dec/2017
Week 1 paid by $600 / week crewmember, then, Single unitl OE Occupancy 5.A
UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG
Single Occupancy, Paid for by company
$2.00 Dom $2.50 Int $3.00*
10.D.1
5.H.1.a.1
12.G.2
1,580
65,741 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
ALPA
*Prorated if hire date is not the first Fixed in MEM, IND, LAX, of the month. plane or iPad ANC, HKG, CGN Contract 2006 as amended
ALPA
iPad fixed in plane
Home Based Contract 2016 as amended
2,298
SDF, ANC, MIA, ONT
IPA
*Pacific rim and Europe flights
Contract 2016 as amended
Total Pilots Aircraft Types
2,251
Most Number of Junior CA Pilots hired
38,854 Pilot Retirements 2012-2029
Union
EFBs
Bases
Notes
Contractual Work Rules
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
10/12 or 13* 15.D.3.q
Yes
FAA 117 w/ exceptions
488
5:10
5:10 x days
4.C
15.C
15.G
15.G
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1 14, max 16 For int pilots.
12 or 13 / 12
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
12, max 14* 10, max 12*
430
559
Open time pay
Uniform Reimbursement
Headset Reimbursement
2:1
100%*
100% or 150%**
Initial paid for by company
None
15.E.1
2.QQ
17.I.1
24.O.2
361
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:2 or 1:1.75***
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.1.a 12.A.1.b 12.A.2.a
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
5
2
4.H.1
Number of pages in Contract
5x number of days
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
None
None
12 or 11* 12 or 10*
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117
195
4 for a RON
12
Yes
14 hours or FAA 117
177
6 for CDO
1:2
3.D
3.D 1:3.75
Initial paid for by company along with certain dry cleaning
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
50%
130%, 150% or 200%**
Company Provided***
3.H
3.E, 3.L, 3.W
50%*
Notes
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:0004:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended *Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
100% 50%, 75% or Blended pay 100% add rate pay***
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
Headset Reimbursement
Supplied in AC
Notes
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended
BACK TO CONTENTS
6.4 $20/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Major Airlines
48 | Aero Crew News 14.C 3.F Frontier Airlines (Frontier)
Deadhead Pay
Legacy Airlines
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Min Trip Duty Rig Trip Rig Credit
None
*Unschedule DH pay s 100%
United Airlines (United)
12 or 13 / 12
Yes
10.G.1
4.B.3
12 / 12 or 13*
Yes
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
12, max 14* 10, max 12*
361
4.C.1.a
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:4*** GOP****
Number of pages in Contract
4.C.2
4.C.3.a.2
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
12 or 11* 12 or 10*
Yes
FAA 117
195
4 for a RON
177
6 for CDO
14.C
3.F
12
Yes
14 hours or FAA 117
5.J.7
4.I, 5.P.2
5.J.4
12
Yes
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12/15*
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12 / 10 or 11*
Yes**
FAA 117
12.B.1
4.F
12.C
11/13
Yes*
60 Mins < FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
7.B.1
Contract 2010, as amended
THE GRID
5.E.1
Initial paid for by 100% 50%, 75% or company along Blended pay 100% add with certain dry rate pay*** cleaning 3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
50%
130%, 150% or 200%**
Company Provided***
3.H
3.E, 3.L, 3.W
None
87
235
241
196
159
1:2
3.D
3.D 1:3.75
Headset Reimbursement
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
4.I.1
4.I.3
4.L
4.S.5
2.A.4
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
$30 / pay period max $500
1:4.2
4.C.1.b
4.C.1.c
8.A.1 & 2
3.C.3
5.F.3
1:2
1:4.2
75%
150%
100%
4.D & E
4.D & E
8.A.2.a
25.I
26.O
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
Provided by the company
-
-
-
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
14 Hours for None above 2 Pilots, 16 Hours for 3 or minimum 22 Hours for guarantee 4 or more
332
None
None
None
1/4.95
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air 13 or 14*
Yes
2, pg 13
8.D, 8.A.3
280
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
4.5
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
1/2.85 Biz Class or better* or $300 comp
410
Number of pages in Contract
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended *Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
$200 / year
4 or 4.5**
3.5
None
Notes
2.A.1, 2
100% or 50%***
4
Supplied in AC
6.4 $20/ month
4.G.2.a Avg of 5 per day Add. B.D.5
App. G Number of pages in Contract
50%*
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
None
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company. Contract 2018, as ammended
Supplied in AC
None
Headset Reimbursement
Cargo Airlines 13 in 30 14 in 31
UPS (UPS)
report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.
company and every 12 months
Major Airlines
Atlas Air
FedEx Express (FedEx)
100% air, 50% ground
Contractual Work Rules
10.D.1.a
FAA 117
60% GOP****
4.17 GOP****
*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014
Notes
None
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
30.A.2
100% Air* 50% Air** 50% Ground
100%
19.K
19.E
Provided by the company 15.A
6, 4.75**
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $200 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3
1 hr or 3.65 (on Day off)
50%
150% on days off
$200 after first year. Initial paid by crewmember.
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
November 2018 | 49
Additional Compensation Details
THE GRID Aircraft Types American Airlines (American)
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65 3.C
72
15.D.1.b
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896
$190,641.60
$323.04
$279,107
HRxMMGx12
15.D.1.b
1-5 = 21 Days 6-15 = 1 additional day per year
5 H/M** Max 60***
HRxMMGx12
9.B.1.a
10.A & B
$251.00
$225,900
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
B737, A319 A320
$168.68
75
$151,812
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$219.07
$189,276
$320.71
$277,093
787
$209.85
$181,310
$307.24
$265,455
767-4, A330
$206.91
$178,770
$302.94
$261,740
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
767-3,2, B757 B737-9
$176.74 72
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
EMB-190, CRJ-900
3.B.2.d Hawaiian Airlines (Hawaiian)
B717
$121.53
B767 A330
$144.58
3.D
4.B.1.b*
$109,376
$174.11
$156,699
75
$130,119
$207.13
$186,417
3.F
HRxMMGx12
3.C
HRxMMGx12
$208.59
$175,216
$305.39
$256,528
$173.96
$146,126
$254.70
$213,948
$141,028
$245.80
$206,472
A350*
United Airlines (United)
B747, B777 B787 B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
70
$167.89 $161.02
A319, A320, A321*
6.B.1
12.A.1, 2 & 3
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
$235.76
$198,038
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
$100.01
$148.71
E190
$133.82
B737
A319 A320 A321
B737NG
A320
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
A320 family
50 | Aero Crew News Virgin America (Red Wood)
Percentage of health care employee pays
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
$165,337
HRxMMGx12
8.B
Contract 2015, as amended
0%
15%
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
*Coming in 2017, **No max after pilots 59th birthday. 0%
15%
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
20%
Contract 2010, as amended
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
None
4.C
4.C
5% 1:2
After 3 years 2.2% up to 6% at 9 years
Contract 2012 as amended
Notes
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394 5.A
Contract 2016, as amended *A321 coming end of 2015
Disclaimer: Gray blocks16.4 contain contract sections or date 15.B.2 & 3 16.B.2 Reference contract for more
5% 1:1 + 3% None Specified or inaccurate, please 5% consult the most current contract section information
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
$136,115
Contract 2014, as amended
line holder, 75 reserve; **Hours acquired. Data with contract sections may*70 be abbreviated and/ is based on PTO per year.
3.J**
72
1 Day / Month Max 120 Days
Contract 2013, as amended
28.D
4 H/M Max 600 5% at 200%*
10.A
20%
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
$157.54
Notes
*Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information.
None
14.D.1
$135,257
3.C*
Sun Country Airlines
7.B.1.a
1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 7.5 H/M without 10-11 = 23 a sick call. Days 5.65 H/M with a 12-14 = 27 sick call Days Max 1080** 15-18 = 29 Days 19-24 = 33
HRxMMGx12
70
Spirit Airlines (Spirit Wings)
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 12-18 =28 days 6 Yrs = 170 19+ = 35 days 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
4.3
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
Sick Time Accrual
Legacy Airlines
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
for specific contractual language. Data that do not have a Agreement 2013, Currently in 3.J
12.B.1
14.A.1 4 H/M
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max** 8.B.1
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
$34 to $754 depending on time and accrue 3 H/M unitl 12 months of service, **1% annual plan single, single +1, increases up to 15% or family plan
700 Hrs Max
Appendix A
$144,480
Contract 2016, as amended
19.B.2
5 H/M* email Craig.Pieper@AeroCrewSolutions.com. please 0% 11%**
$141,582
$172.00
period, **Trip for Pay (TFP) is the
this time. If you notice a discrepancy and/or have a correction *New hires start with 33 hours of sick
$168.55
$89,880
negotiations
most up-to-date information, not all sources can be verified at
$94,861
70
3.F.i
unit of compensation received. some form 9.7% and1:1may be inaccurate. While trying to provide the -
70
$107.00
3.E
1 TFP / 10 TFP** Max 1600 TFP
$112.93
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
3.E
contract section reference number, were *85/87/89 obtained online inin bid TFP based on days
28.C 4%
125% of 6% contributed
28.B.2
27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2
-
-
2%
Contract 2018, as amended
BACK TO CONTENTS
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014
(United)
B787 B767-400 B767-200 B757-300
B737-8/9, A320 A319, B737-700
Aircraft Types
$208.59
$175,216
$305.39
$256,528
$173.96
$146,126
$254.70
$213,948
70
$141,028
$245.80
$206,472
$161.02
$135,257
$235.76
$198,038
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
A319, A320, A321*
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B
$100.01
A320 family
$148.71
E190
$133.82
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
$165,337
70
3.C*
Spirit Airlines (Spirit Wings)
Sun Country Airlines
Virgin America (Red Wood)
B737
A319 A320 A321
B737NG
A320
Aircraft Types
HRxMMGx12
401(K) Matching (%)
4 H/M Max 600 5% at 200%*
10.A
24-B-5
401(K) DC
Percentage of health care employee pays
None
4.C
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
15.B.2 & 3
16.B.2
16.4
3.F.i
3.E
3.E
1 TFP / 10 TFP** Max 1600 TFP
9.7% 1:1
-
11.B.2
12.B.1
19.B.2
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
$157.54
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
5 H/M* 700 Hrs Max
0%
14.A.1 4 H/M
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
125% of 6% contributed
$149.33
62
$111,102
$213.32
$158,710
>5 = 14 days <6 = 21 days
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
B-767
$153.03
68
$124,872.48
$218.61
$178,385.76
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
19
19.D.1
HRxMMGx12
19
HRxMMGx12
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
85
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
4.A.1***
HRxMMGx12
3.C.1.a
HRxMMGx12
ABX Air
3.C.1.a
10.A >1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days**
11%**
$34 to $754 depending on plan single, single +1, or family plan
28.B.2
27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2
-
-
2%
B747
B757, B767, A300, B747, MD-11
Aircraft Types
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information Agreement 2013, Currently in negotiations *85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
10%****
Health 14-25% Dental 20-30%
28.A.1
Appendx 27-A
Notes
*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%
9.A
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air
Contract 2016, as amended
Contract 2016, as amended
28.C 4%
Notes
*A321 coming end of 2015
None Specified
3.J
85
5.A
5% + 3%
3.J**
Contract 2012 as amended
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
5% 1:1
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
$157.36
THE GRID
22-A
4.C
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
20%
Cargo Airlines
B747 B767*
UPS (UPS)
16"%
HRxMMGx12
Atlas Air
FedEx Express (FedEx)
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
4.3
Southwest Airlines (Southwest)
0%
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
Additional Compensation Details
$167.89
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
401(K) DC
Percentage of health care employee pays
$212.69
75
$207,373
$300.00
$292,500
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
None
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.
9.C.3 *Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Notes
November 2018 | 51
THE GRID
BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
MYR
CLT ATL
DFW
DAL VPS IAH
ANC
PIT
LGA JFK
AVL
MEM IWA
EWR PHL
IAD
CVG
SDF
LAS LAX LGB
DTW CLE
HOU
PIE
HNL
SFB MCO PGD FLL MIA
ANC CGN LAX
ORD
HNL
EWR MIA
DOH
DXB
HKG GUM
52 | Aero Crew News
BACK TO CONTENTS
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Ontario, CA
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB
Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR
Newark, NJ
Allegiant Air
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Delta Air Lines
Alaska Airlines
AVL
Asheville, NC
United Airlines
United Airlines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
Virgin America
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
FedEx Express
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
LGA
New York City, NY
American Airlines
BOS
Boston, MA
Spirit Airlines
Delta Air Lines
PHX
Phoenix, AZ
American Airlines
GUM Guam
United Airlines
American Airlines
JetBlue Airways
United Airlines
LGB
Long Beach, CA
Southwest Airlines
BWI
Baltimore, MD
HKG
Hong Kong
JetBlue Airways
PIE
St. Petersburg, FL
Southwest Airlines
FedEx Express
MCO
Orlando, FL
Allegiant Air
CGN
Cologne, Germany
HNL
Honolulu, HI
JetBlue Airways
PIT
Pittsburgh, PA
FedEx Express
Hawaiian Airlines
Southwest Airlines
Allegiant Air
CLE
Cleveland, OH
Allegiant Air
Frontier Airlines
SDF
Louisville, KY
United Airlines
HOU
Houston, TX
MDW
Chicago, IL
UPS
CLT
Charlotte, NC
Southwest Airlines
Southwest Airlines
SEA
Seattle, WA
American Airlines
IAD
Washington, DC
MEM
Memphis, TN
Alaska Airlines
CVG
Cincinnati, OH
United Airlines
FedEx Express
Delta Air Lines
Allegiant Air
IAH
Houston, TX
MIA
Miami, FL
SFB
Orlando, FL
Delta Air Lines
United Airlines
American Airlines
Allegiant Air
DAL
Dallas, TX
IND
Indianapolis, IN
UPS
SFO
San Francisco, CA
Southwest Airlines
FedEx Express
MSP
Minneapolis, MN
United Airlines
Virgin America
IWA
Phoenix, AZ
Delta Air Lines
Virgin America
DCA
Washington, DC
Allegiant Air
Sun Country
SLC
Salt Lake City, UT
American Airlines
JFK
New York City, NY
MYR
Myrtle Beach, SC
Delta Air Lines
DEN
Denver, CO
American Airlines
Allegiant Air
STL
St. Louis, MO
United Airlines
Delta Air Lines
OAK
Oakland, CA
American Airlines
Frontier Airlines
JetBlue Airways
Allegiant Air
VPS
Fort Walton, FL
Southwest Airlines
Virgin America
Southwest Airlines
Allegiant Air
DFW
Dallas, TX
American Airlines
Spirit Airlines
November 2018 | 53
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class. Blue blocks indicate recent updates Airline name and ATC call sign
ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
FO Top Out Pay (Hourly)
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
$46.44
$41,796
$101.80
$91,620
$43,632
$109.33
$98,397
75 $48.48
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
8.A.1
7.A
0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
75
3008.5.A.3* HRxMMGx12
EMB-170 EMB-175
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted Envoy formally EMB-145 the company will match 100% of what the employee contributes. American Eagle
$50.42
75
$45,378
25.B.2
None
27.A.1*
27.A.1
1.2-6%****
None
-
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
IOE: Initial Operating Experience, refers the flight training a new 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K hire receives from a check airman after completing all ground and <1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = $80,208 simulator training. $89.12 1-2yrs = 7 dys 5-9 = 5.25% 3.5hrs/month; 75
$35,802
Types
Pay (Hourly)
MMG
Base Pay
CRJ-200
$38.49
>2yrs = 14 dys
>5 yrs =
10-14 = 6.4%
None
Top CA pay
Base Pay
weeks & accrual
Accrual
Matching (%)
401(K) DC
Per Diem: The amount of money the500-2,000 company pays the employee Pilots for food expenses while gone from base, typically from50%show <1yr=<7 dys*** 1Match: time $34,641 $84.03 $75,627 Deadhead: Positive space travel as a passenger for company 2yrs=7 days 1-5 = 6% to end Day trip per taxableNone 75 of debrief time of that trip. >2yrs=14days 2.5 H/Mdiem 5-10is = 8% business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 while overnight is not. >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B UTU: United Transportation Union PSA Airlines 50% Match: additional amount directly to the employees 401(K), CRJ-200 either $41.78 < 1 = 7 days .5-5 = 1.5% $37,602 $98.37 $88,533 (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% 75 5+ = 4 H/M 5-7 = 4% quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company. > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% Endeavor Air (Flagship)
CRJ-900
IBT: International Brotherhood of Teamsters Mesa Airlines (Air Shuttle)
54 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
3.A
HRxMMGx12
24.B
-
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
Pi
T
>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month. The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.
information.
P
em
3-1
$39.78
CRJ-700* EMB-175
25.A.2 1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
75
CRJ-200
Republic Airways (Republic or Shuttle)
ALPA: Air Line Pilots Association
Top CA pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
MMG
$37.96
76
$34,620
3.A
4.A.1
HRxMMGx12
$49.24
75
$44,316
$107.67
$96,903
7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
10+ = 8%*
8.A
3.75 H/M Max 375
P
em
32 (35
10+ = 3.5%
BACK TO 3-4%CONTENTS = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
1%
3%
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
2 Digit Code
Sign on Bonus
Pay During Training
EMB-145XR EMB-145 EMB-135 CRJ-200
EV
$40,000*, $1,000 Referral, EQO**
CRJ-200 CRJ-700 CRJ-900
EV
CRJ-200 CRJ-700 CRJ-900 EMB-175
OO
YX
3.C.1
$7,500*
65 Hours
Paid for by company; single occupancy**
Online
3008.19.A
3015.6.A.1
Republic Airway (Republic) EMB-170 EMB-175
Feb/15
$7,500 w/ CRJ type*, Paid for by $1,000 $300 / week company; single Referral, occupancy $10,000 Ret.**** Online
SkyWest Airlines (Skywest)
$17,500*
$1,600 first Paid for by mo. then company; single MMG occupancy
10.A.2.a Envoy formally American Eagle (Envoy)
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
MQ
2 Digit Code
CRJ-200 CRJ900
Up to $22,100* plus $20,000 retention bonus**
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
4.C.2
Dec/2017
$1.85/hr
June 2007**
5.A.1
Sep/2017
United
Union
EFBs
ALPA
Surface 3 LTE
Delta***, American
3009.1.A
Nov/2018
Nov/2018
$2.05/hr Dom $2.60/hr Int.***
March 2016
2,221
4.B.1
Aug/201
Aug/2018
5.B.1
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*Up to $40,000 company discreation; **EQO = Earned EWR, IAH, ORD, Quartely Overide, $10,000 for FO's $8,000 for CA per year paid out CLE each quarter, restrictions apply.
ALPA
Surface 3 LTE
ATL, DFW, DTW, LGA***
Sept 2017
2,173
Dec/2017
Dec/2017
9E
$10,000*
OH
Single MMG, but Occupancy paid no per diem by company
United, American, Alaska, Delta
United, American, Delta
None
IBT
iPad
iPad Air
COS, DEN, DTW, FAT, IAH, LAX, MSP, ORD, PDX, PHX, PSP, SEA, SFO, SLC, TUS SGU***
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH
October 2017
1,905
5.D.1
Dec/2017
Dec/2017
$1.75/hr
November 2016
1,582
5.A.1
Dec/2017
Dec/2017
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
5.B.1
5.A.2
Dec/2017
Dec/2017
3.D.1, 5.D.4
$16,520, Paid for by $38.50 / HR $5,000*, MMG & Per company; single $1000**, Diem occupancy $20,000***
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
DH-8-Q400 ERJ-175*
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
YV
ZW
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
Yes $33,000 $4,000 or $4,500*
2.5 hours per day
Paid for by $1.75/hr company; single dom Jan, 2014 occupancy $1.80/hr int
534
Website
4.C
5.A.1
LOA 37
Dec/2017
Dec/2017
QX
None
16 credit hours per week & per diem
Paid for by company; double occupancy**
$1.80/hr
June 2018
840
5.I.4
6.C
5.G.1
Nov/2018
Nov/2018
CP
$17,500 Signing $1,500 Referal Bonus
MMG & Per Diem*
Paid for by company; double occupancy
$1.65/hr**
October 2015
659
3.H, 5.B
5.B.3
5.B.1
Dec/2017
Dec/2017
G7
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
DH-8-100 DH-8-300
PI
$15,000
MMG + 1/2 Paid for by per diem company; single
$1.70/hr
American
ALPA
iPad Air 2
Contract 2003 as amended
Delta
Union
EFBs
Bases
ALPA
iPad 2**
JFK, DTW, MSP, LGA, ATL
350
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied Contract 2013 as amended
American
ALPA
iPad
CLT, DCA, CVG DAY, TYS, PHL ORF
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years). Contract 2013 as amended
United, American
ALPA
iPad***
PHX, DFW, IAD, IAH
*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended
American United
ALPA
iPad
Alaska
IBT
iPad 2
Delta, American
ALPA
iPad
ORD, IAD, MKE
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list.
*By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums. Contract 2012 as amended
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Junior CA Pilots For: hired
January
Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
Union
EFBs
Bases
Under 500 Pilots Piedmont Airlines (Piedmont)
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ.
Contract 2015
Most Number of Do Business Junior CA Pilots For: hired
$1.80/hr
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;
Dec/2017
4,550
4.B
Notes
Contract 2018 as amended
October 2016
4.A
Bases
2,530
$1.95
$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
3.F.1
Horizon Air (Horizon Air)
$1.95/hr
Sept 2011
Online
Online
CRJ-200 CRJ-700 CRJ-900
Air Wisconsin (Wisconsin)
Most Number of Do Business Junior CA Pilots For: hired
500 - 2,000 Pilots
PSA Airlines (Bluestreak)
Mesa Airlines (Air Shuttle)
Per Diem
Over 2,000 Pilots $300 / week Paid for by & $1,400 per diem to company; single checkride, occupancy then MMG
Online ExpressJet (LASA) (Accey)
Hotel during new hire training
THE GRID
American
ALPA
PHL, MDT,
Notes
November 2018 | 55
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for
(Compass)
THE GRID
GoJet Airlines (Lindbergh)
EMB-175
CP
CRJ-700 CRJ-900*
G7
Aircraft Types
Signing $1,500 Referal Bonus
MMG & Per Diem*
company; double occupancy
October 2015
$1.65/hr**
ALPA
iPad
5.B.3
5.B.1
Dec/2017
Dec/2017
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
United, Delta
sims; **DOS + 24 Mos. $1.70,
PHX, LAX, SEA
General Information
3.H, 5.B $12,000** $5,000***
2 Digit Code
Delta, American
659
Contract 2014 as amended *7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
ERJ-145
Cape Air (Kap)
ATR-42 C402 BN2
Silver Airways (Silverwings)
Saab 340b
Ameriflight, LLC (AMFlight)
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
CommutAir (CommutAir)
Peninsula Airways (Penisula) Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
DH-8-100 DH-8-300 ERJ-145
PI
AX
350
LOA 16
5.D.4
5.A.3
5.D.1
Dec/2017
Dec/2017
$30,000*
$35.81 @ 75 hrs or 4 hours per day
Paid for by company; Single occupancy
$1.90/hr
June 2016
600
3.C.1
5.A.1
5.C.1
Dec/2017
Jun/2016
40 Hours per week
Paid for by company; Single occupancy
3.K.A
6.E.5.A
9K
None
3M
$1.70/hr
January 2017
Upon $37/overnigh Reaching t ATP Mins
Paid for by MMG & Per company; single Diem occupancy
$12,000*
$9 - $12.50 per hour* $35 / Day Per Diem
Paid for by company; Single occupancy
Up to $15,000*
MMG
Paid for by company; single occupancy
Online
3.G
5.A.8
AM
None
DH-8-100 DH-8-200 ERJ-145
C5
Saab 340A, Saab 340B*
KS
DH-8-300 S340
BB
100
6.G.1
Dec/2016
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
$1.45/hr
American
Contract 2013 as amended United, American
ALPA
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
185
Oct/2015
Oct/2015
$1.80/hr
Apr/2017
291
5.B.3
Dec/2017
Dec/2017
$50/day
2012
120
*Paid out over 3 years, restricitions apply. Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended
Hyannis Air Service DBA Cape Air
IBT
Dec/2016
Immediate
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
PHL, MDT, ROA, SBY
ALPA
Self**
HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
FLL, TPA, MCO, IAD
IBT
Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU
United
ALPA
None
EWR, IAD, BTV**
Contract 2015 as amended None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract
Oct/2014 $30/dom, $50/int
January 2013
90
SJU, STX Need contract
Oct/2014 C208, C207, PA31, B1900 DH-8
7H
$15,000 for all pilots in 2017, $5,000 referral
None, except during SIMs in SEA, Single
MMG
$40.00 per over night
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ
March 2015**
215
Jun/2017
Jun/2017
Ravn Alaska
None
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds
ANC
Need contract
20,809
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
ExpressJet (LASA) (Accey)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
$150 / yr****
Over 2,000 Pilots 12/12 or 11 for reserve in 30 day month
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Headset Reimbursement
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
None
None
100%
100% or 150/200% when red flag is up
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
Yes*
11 or 13; 15**
276
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
-
3.F.1 & 2 3.F.1 & 2
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
12
Yes*
FAA Part 117
198
4:12
None
1:2**
1:4
100%
150%***
$200 / year***
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
438*****
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
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
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
56 | Aero Crew News Endeavor Air (Endeavor)
12
Min Trip Duty Rig Trip Rig Credit
Yes
14
501
4
None
None
None
Contract 2018 as amended *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; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****After completing first year and $400 max.
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA -
-
Contract 2015
*200% only when critical coverage Company provided declared by company Contract 2003 as amended
Notes
BACK TO CONTENTS
500 - 2,000 Pilots 25 Hours 5 Day Trip
Notes
None
*Starts 1/1/2015, **200% at company discretion.
Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA
and 200%***
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
Contractual Work Rules
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
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
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
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Min Trip Duty Rig Trip Rig Credit 500 - 2,000 Pilots
New hires pay 50%, all others get $240 per year*
None
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
-
4
3.R.4
3.N.1
12.H.1
-
3.H.1
-
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
None
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
12.B
3.G
12
-
None
None
None
None
62.5%
100% or 200%**
Company pays half of hat, topcoat, jacket, two pairs of pants.
-
-
-
6.A
3.H.9
5.E.2
-
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12/12
Yes*
12, 14 or 13**
294
3 hours or Duty Rig
25.E.8.a
3.D
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
13*
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
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
-
100%****
Company pays 1/2 of initial uniform, $20/mo allowance
None
80% air*** 75% ground
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
26.3
26.C.1
150% 200%**
$25 / Month
None
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
5.E
5.D
26.L.5
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%**
$25 / month
None
Min Trip Duty Rig Trip Rig Credit Under 500 Pilots
11
Yes
14
185
4
4 per day*
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
*Starts 1/1/2015, **200% at company discretion.
150% 200%**
501
187
Notes
100%
14
FAA Part 117
Contract 2003 as amended
None
Yes
Yes*
THE GRID
None
12
11
Contract 2015
*200% only when critical coverage Company provided declared by company
25 Hours 5 Day Trip
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
-
None
None
75% air; 50% ground
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
Contract 2012 as amended
Greater of min day, credit, duty rig
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
11
Yes*
14
161
3, 4 on lost day
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
14
131
3.75
None
None
None
75%
100%*
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
*Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%
Contract 2011 as amended
*Additionaly incentive offered at company discretion,
Contract 2015 as amended
5 on 2 off 13
Min Trip Duty Rig Trip Rig Credit
Notes
November 2018 | 57
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$47.87
$43,083
$105.06
$94,554
70-76 Seat A/C****
$47.87
$43,083
$110.48
$99,432
-
3.A.1
CRJ-200
$46.44
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
$41,796
$101.80
$91,620
75
SkyWest Airlines (Skywest)
CRJ-700, CRJ-900
$48.48
-
3.A
4.A
$60.50
75
3027.2
3008.5.A.3 *
Republic Airways (Republic or Shuttle)
EMB-170 EMB-175
-
$57.43
75
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
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
28.A.3
27.A.1*
$116.00
$104,400
$122.83
$110,547
$123.29
$110,961
$125.10
$112,590
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***
1-4 yrs, 4% 5-9 yrs, 6% 10-14 yrs, 8% 15-19 yrs, 10% 20+ yrs, 12%
3027.1
HRxMMGx12
3011.1**
3012.1
$54,450
HRxMMGx12
$51,687
$129.39
$116,451
$39.78
75
$35,802
$93.90
$84,510
-
LOA**
LOA
HRxMMGx12
LOA*
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
CRJ-200
$65.74
$59,166
$117.70
$105,930
3-1
HRxMMGx12
$89.12
$80,208
CRJ-900
$67.09
$60,381
$122.20
$109,980
HRxMMGx12
3.A.1
$37,602
$98.37
PDO* 1 = 12.6 days 1 Yr = 4.25 H/M 2 = 13.65 days 2 Yr = 4.94 H/M 3 = 14.7 days 3 Yr = 5.55 H/M 4 = 15.75 days 4-6 Yr = 6.00 H/M 5 = 16.8 days 7-9 Yr = 8.00 H/M 6 = 17.85 days 10-12 Yr = 12.00 7 = 18.9 days H/M 8 = 22.05 days 13-15 Yr = 9.30 9 = 23.1 days H/M 10 = 24.15 16+ Yr = 10.00 H/M No Max 8.A.1***
8.A.1
9.A
No. of Vacation weeks & Sick Time Accrual accrual
None
-
3.A.1
CRJ-200
$41.78
4.A
$43.29
-
3.A.1
4.A
14.E
None
28.B
28.A.3.b
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
7.A.3.b
14.A
28.B
28.B
27.A.2
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
$96,003
3.A.1
HRxMMGx12
$92.58
$84,433
$99.65
$90,881
$105.08
$95,833
C200/E145 C700/E170
$52.00
76
$47,424
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
None
7.A
14.A
28.C**
28.C
27.B.4
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 0-9 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
3.75 H/M Max 375
7.B.2
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
14.A.1
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
28.A
27.D.2.a
6%
None
Company Discretion
14.A.1
27.C
27.C
27.A
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
< 5 = 14 days > 5 = 28 days
3 H/M
28.B**
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
401(K) Matching (%)
401(K) DC
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
No. of Vacation weeks & Sick Time Accrual accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days
50% Match: <4 = 6%
Contract 2015
Contract 2003 as amended
Notes
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
$88,533
$106.67
*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.
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
HRxMMGx12
$38,961
Contract 2007 as amended, Currently in negotiations
*Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
3.5 H/M
HRxMMGx12
Contract 2018 as amended
Pilot Agreeemnt signed August 2015
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
75
CRJ-700 CRJ-900
30%
28.B**
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****New contract scope includes 20 E175s to be flown for UAL.
35% for TPO Traditional PPO Plan
14.K
<1yr = <7 dys*** 1-4 = 3.5% 1-2yrs = 7 dys 5-9 = 5.25% 90dys-5yrs = >2yrs = 14 dys 10-14 = 6.4% 3.5hrs/month; >7yrs = 21 dys >5 yrs = 4hrs/month 15-19 = 7% >16yrs = 28 dys 20+ = 8% 8
None
-
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
Notes
*Vesting based on YOS, **1.2 Days per month of employment.
500-2,000 Pilots
58 | Aero Crew News Piedmont Airlines (Piedmont)
0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500
14.A.1
HRxMMGx12
EMB-175
<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days
7.A.1
3.K.1
EMB-145
25.A.2
HRxMMGx12
C900-C
Horizon Air (Horizon Air)
LOA 9
7.A
3.A
3-1
C900/E175
Air Wisconsin (Wisconsin)
25.B.2
8.A.1
HRxMMGx12
75
Mesa Airlines (Air Shuttle)
30%
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting*
$98,397
CRJ-900
PSA Airlines (Bluestreak)
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$109.33
EMB-175
Endeavor Air (Endeavor)
401(K) DC
$43,632
CRJ-200 CRJ-700
Envoy formally American Eagle (Envoy)
Percentage of health care employee pays
401(K) Matching (%)
Over 2,000 Pilots EMB-145, CRJ-200
75
ExpressJet (LASA) (Accey)
No. of Vacation weeks & Sick Time Accrual accrual
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
27.B.2
Contract 2014 as amended
27.B.1
Contract 2016 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44
Percentage of health care employee pays
Notes
BACK TO CONTENTS
*50% match based on YOS, **See chart at referenced contract section;
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
-
App. A.D
5.B.1
HRxMMGx10.4
E-170, E-175
$45.80
75
$41,220
-
3.D
4.A.1
HRxMMGx12
App. A.B $111.24
HRxMMGx10.4
13.B
14.A.1
27.C
27.C
27.A
$100,116
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
Additional Compensation Details 3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
No. of Vacation weeks & Sick Time Accrual accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
27.B.2
$40.33
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max
9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match
None
35% Employee, 35.9% Emp +2
14.A
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
-
40
$26,458
Per week*
HRxMMGx52
$30.02
Saab 340b
$39.03
75
$35,127
$83.07
$74,763
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
-
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
B1900, DH-8
HRxMMGx12
$64.00
60
-
Aircraft Types
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
Q-100, Q-300
4 H/M
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
$37,440
MMG
Base Pay
Need contract
HRxMMGx12
$117.00
HRxMMGx12 FO Top Out Pay (Hourly)
*Based on profitability
Yes*
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
None
$450-$500 / Mo. $750-$800 / Mo.
Need contract
HRxMMGx12
Top CA pay
Base Pay
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
Notes
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/ or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.
November 2018 | 59
THE GRID
BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP MKE
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU
OMA
SLC SFO
BUF DTW CLE
LAN
AUG LEB
ORD
TYS
ABQ
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
CLT
PHX ATL
TUS DFW SAT IAH ANC
MCO
TPA
HNL
FLL MIA
EIS
SJU MAZ
ABQ ACK ALB ANC
Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
60 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways BACK TO CONTENTS
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air
MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air
ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
November 2018 | 61
THE GRID
Mainline Flight Attendants General Information Aircraft Types
American Airlines (American)
2 Digit Code
Pay During Training
AA
None
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
Hotel during new hire training
Per Diem
Number of FA's
Company Provided; Double Occupancy
Union
Average Reserve Time
Most Junior Base
Most Senior Base
Bases
Notes
BOS, CLT, DCA, DFW, LAX, LGA, MIA, ORD, PHL, PHX, RDU, SFO, STL
APFA
Contract 2014, As Amended Allegiant Air (Allegiant)
B757, MD-80, A319, A3220
G4
No hourly wage, $24/day perdiem
DoubleTree or Holiday Inn Express
$24/day ($1/hour)
1,000
TWU*
N/A**
N/A
Most Junior Base
Most Senior Base
May/2016 Total Flight Attendants
*(currently in contract negotiations) **F/A candidates are allowed to give BLI, FLL, HNL, preference of base during interview IWA, LAS, OAK, process. We do out best to PGD, PIE, SFB accommodate those requests, but cannot always place candidates at their first preference.
1,000
Aircraft Types
2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
Number of FA's
Union
Average Reserve Time
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
Pay Protection
10
Partial
American Airlines (American) Allegiant Air (Allegiant)
11*
Scheduled or better greater of the two values.
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty 15 Dom 18 Int
Max Scheduled Duty
Min Day Credit
Min Trip Credit
5
10-15
Incentive Pay
0
0
Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.
Min Day Credit
Min Trip Credit
Incentive Pay
Downtown Hotel
Downtown Hotel
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
100%
No
$20/hour for scheduled DH time
Value of Trip
Initially uniforms are provided by the Company. Upon completion of the first year, crews will receive an annual allowance.
Deadhead Pay
Open time pay
Uniform Reimbursement
Job Shares Available
Jetway Trades
Notes
*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).
Job Shares Available
Jetway Trades
Notes
Additional Compensation Details Aircraft Types
FA Starting Pay
American Airlines (American)
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
70
401(K) Matching (%)
401(K) DC
None
Yes*
401(K) Matching (%)
401(K) DC
Percentage of health care Notes employee pays Varies
*Based on age
Allegiant Air (Allegiant)
Aircraft Types
FA Starting Pay
62 | Aero Crew News
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Percentage of health care Notes employee pays
BACK TO CONTENTS
THE GRID
Regional Flight Attendants General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
Sign on Bonus
EV
Pay During Training
None
Hotel during new hire training
Per Diem
Dual Occupancy Paid for by company*
None
$1.70
Do Number of Business Flight For Attendants
Union
Average Most Junior Base Reserve Time
Most Senior Base
Bases
Notes
*If FA lives 25 miles or more away from traning center, **AA flying out of EWR, IAH, ORD, DFW CLE, DFW**
United American
IAM
Delta American
AFA
7.D ExpressJet (LASA) (Accey)
CRJ-200 CRJ-700 CRJ-900
EV
None
Dual Occupancy Paid for by company
None
$1.60
5.E PSA Airlines (Bluestreak)
6.C Total
CRJ-200 CRJ-700 CRJ-900
OH
None
Yes
1.80 / hour effective 11-116
Yes
AA
900
Aircraft Types
ExpressJet (LASA) (Accey)
PSA Airlines (Bluestreak)
2 Digit Code
Sign on Bonus
Hotel during new hire training
Pay Protection
Max Scheduled Duty
Min Day Credit
12/10 or 11
Yes
13.5
1:04
5.A.4
4.N
7.B.7
8- 12 months
CVG
CLT, CVG, DAY, TYS
CLT-DAY
Average Most Junior Reserve Time Base
Most Senior Base
Jetway Trades
Holiday Pay $5.00 per hour
Yes
50%
100% or 150%*
Initial paid by FA 75 Points Per Year**
Yes
Yes
4.S
4.Q
7.A.2
LOA
4.V
14
Holiday Pay 150%
No
100%
100%
Initial paid by FA $200 Per Year
5.O
6.A
5.D.1
5.L
18
yes
above guaranee
Initial new hire NO / $250 annual uniform allowance
N/A
Deadhead Pay
Open Time Pay
Uniform Reimbursement
Job Shares Available
5.C.1
10
Yes for cancellations
$14
N/A
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Min Day Credit
Base Pay
N/A
150% Yes Thanksgiving In some cities and Christmas
Min Trip Credit
Incentive Pay
Downtown Hotel
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
80
$18,240
$38.00
$36,480
4.A
HRxMMGx12
4.A
HRxMMGx12
8.B.2
401(K) DC
5 Hours Per Month
>5 Yrs 4% 5-10 Yrs 5% 10+ Yrs 6%
>5 Yrs 1.5% 5-10 Yrs 1.75% 10-15 Yrs 2% 15-20 Yrs 2.5% 20-25 Yrs 3% 25+ Yrs 3.5%
9.A
22.E
22.E
1 Yr 20% of 6% 2 Yr 30% of 6% 3 Yr 40% of 6% 4 Yr 50% of 6% 7 Yr 75% of 6% 8 Yr 75% of 8%
None
0%
23
75
$16,542
$37.31
$33,579
1-6 Yrs 14 Days 7-15 Yrs 21 Days 16-19 Yrs 28 Days 20+ Yrs 35 Days
3.75 Hours Per Month
-
5.A
5.B
HRxMMGx12
5.A
HRxMMGx12
12.A.2
13.A.1
24.B
24
+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks
3.0 / Month
+6 Months - up to 2% +5 years - up to 3% +15 years- up to 3.5%
N/A
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
-
Aircraft Types
$31.03
HRxMMGx12
FA Starting Pay
MMG
Base Pay
$26,810
Notes
Percentage of health care Notes employee pays
401(K) Matching (%)
$18.38
$15,457
Jetway Trades
Sick Time Accrual
CRJ-200 CRJ-700 CRJ-900
PSA Airlines (Bluestreak)
*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,
* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty
Additional Compensation Details 1-4 Yrs 7 Days 5-9 Yrs 14 Days 10-17 Yrs 21 Days 18-24 Yrs 28 Days 25-29 Yrs 35 Days 30+ Yrs 37 Days
72
Notes
Job Shares Available
9.B.3
$17.89
Notes
Uniform Reimbursement
7.R.2
CRJs
Bases
Open Time Pay
7.D.2
$19.00
Union
Deadhead Pay
14
EMB145XR, EMB-145, EMB-135
Number of Flight Attendants
Downtown Hotel
Yes
MMG
Number of FAs
Incentive Pay
10
FA Starting Pay
Contractual Work Rules
Per Diem
Min Trip Credit
3:45 or 1:2* 1:1**
ExpressJet (LASA) (Accey)
Pay During Training
Min Days off (Line/Reserve)
Aircraft Types ExpressJet (LXJT (Accey)
AFA
900
Total Flight Attendants
ExpressJet (LXJT) (Accey)
ATL, DFW, DTW
HRxMMGx12
FA Top Out Pay
Base Pay
Percentage of Notes health care employee pays
November 2018 | 63
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