Aero Crew News, December 2017

! o o T , t o l i P a e b o t t n a W I ! o o T , t o l i P a I Want to be

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

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

contents

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

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Also Featuring: Letter from the Publisher

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RADAR (Aviator Bulletins)

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Pilot Perspectives

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Million Air

18

Health (Fitness Corner)

22

the grid New Airline

Updated

Flight Attendant

The Mainline Grid

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Legacy, Major, Cargo & International Airlines

General Information

Regional

Alaska Airlines

Air Wisconsin

American Airlines

Cape Air

Delta Air Lines

Compass Airlines

Hawaiian Airlines

Corvus Airways

United Airlines

CommutAir Endeavor Air

Work Rules

Major

Additional Compensation Details Airline Base Map

The Regional Grid

Legacy

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General Information

Envoy ExpressJet Airlines

Allegiant Air

GoJet Airlines

Frontier Airlines

Great Lakes Airlines

JetBlue Airways

Horizon Air

Southwest Airlines

Island Air

Spirit Airlines

Mesa Airlines

Sun Country Airlines

Republic Airways

Virgin America

Seaborne Airlines Skywest Airlines Silver Airways

Work Rules Additional Compensation Details Airline Base Map

Cargo

Trans States Airlines

ABX Air

Piedmont Airlines

Ameriflight

PSA Airlines

Atlas Air FedEx Express

The Flight Attendant Grid

Kalitta Air

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UPS

General Information Work Rules Additional Compensation Details

December 2017 | 5

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

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

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

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Join our Team! www.airwis.com/pilots

Dear readers, With this issue, I am pleased to announce the new look for Aero Crew News. This redesign is owed to the talents of Jason Fouts, whom we enthusiastically welcome to our team as Layout and Graphics Designer. We are excited about the experience and expertise he will bring to our magazine. We think you’ll notice the fresh look is clean and energetic.

Jason began his graphic design career 11 years ago. He has had responsibility for the layouts of several magazines and publications throughout his career. Among his stellar credits are the 2012 tourism publication for Guatemala, and Atlantic City’s 2017 marketing campaign, DO AC. As a photographer, Jason has worked with Infiniti and BMW as events and automotive photographer.

Jason reports that his favorite view from a plane is the approach into Anchorage during summer, where the sun never quite sets but peeks from behind the range of volcanoes that span southward.

We invite your comments about our new look!

I wish everyone happy holidays and a prosperous and fulfilling new year.

Tailwinds,

Craig D. Pieper Craig Pieper, Publisher

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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 6,000 hours of flying time since his introductory flight on November 14th, 1992.

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November 2017 Here’s what you missed last month. Aero Crew News featured Grand Canyon Scenic Airlines. Contract Talks discusses Pilot Contracts, What is it Exactly. Fitness Corner talks about Removing Fitness Obstacles. MillionAir discusses 10 Financial Topics Every Pilot Should Master. Cockpit2Cockpit discusses Quality of Life, “Living the Dream” as an Airline Pilot. Pilot Perspectives discusses Fear Not The Path Less Taken. Food Bites skips out on lunch this month. Safety Matters talks about LOSA, The Operator’s Eye into Safety. Skylaw discusses what happens After an Accident. This month we have a Special Feature, Hotel Fire, A Crewmembers First Hand Experience. Lastly, there’s always more aviation news with Aviator Bulletins from CommutAir, Air Choice One, Endeavor, Envoy Air and Jet Linx.

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

CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design Jason Fouts Additional Contributors Max Wettstein, Andy Garrison, Marc Himelhoch, Scott Stahl, Meredith Edwards, Stephen Glenn, Vesselin Slaveykov

Aviator Bulletins Provided by the companies listed

Photographs By Melody Hood © 2017 Aero Crew reserves the right to in this magazine. prosecutors will be

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

Additional photographs as noted.

December 2017 | 9

RADAR

Fábregas Honored Third Time By D CEO Magazine Dallas Dedicates award to Puerto Rico and the Caribbean Envoy President and CEO, Pedro Fábregas, was chosen for the third year in a row as one of DallasFort Worth’s top leaders in D CEO Magazine’s 2018 Dallas 500 special edition, honoring the most powerful business leaders in the DFW metroplex.

But this year, the award has a new meaning. His native Puerto Rico is suffering the aftermath of Hurricane María and he’s dedicating the honors to the people of Puerto Rico and the Caribbean.

“So many of our employees have been impacted by this year’s storms throughout the southern U.S. and the Caribbean,” said Fábregas. “Especially Puerto Rico, a place I call home and where I started my career. My experience leading teams throughout the islands helped prepare me for future success. I’d like to dedicate this award to all of our employees who are still dealing with adversity in the aftermath of these storms. I have to thank our parent company,

10 | Aero Crew News

American Airlines, for the great support they provided to our employees and their families.”

His leadership philosophy at Envoy is founded on providing safe, high-quality service at a competitive cost, while his work ethic follows strict standards of respect and dignity for all employees and colleagues.

In D CEO’s special edition, honorees shared business and life advice, toughest challenges they had to overcome in their careers, hobbies, thoughts for the future and other facts.

“I represent a team of employees who are motivated, engaged, inspired and energetic and who give it their all to maintain safe and reliable operation for the customers of American and American Eagle. This award is a testament to what they do every day. I’m incredibly proud of our team.”

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Jet Linx Appoints Dan Pasque As Base President Of Local Tulsa Operations Jet Linx, the private aviation company headquartered in Omaha, Neb. with 14 locally operated base locations nationwide, announces the appointment of Dan Pasque as Base President of its Tulsa Base, effective immediately. In his new role, Dan is responsible for ensuring and elevating Jet Linx Tulsa’s local market infiltration as well as identifying industry variations and maintaining client satisfaction.

“I am eager to apply my 18 years of leadership experience and knowledge of the Tulsa community to the local Jet Linx brand and the greater private aviation industry,” said Dan Pasque, Base President of Jet Linx Tulsa. “In my new role, I am focusing on supporting Jet Linx in exceeding goals on both a local and national scale.”

Through his experiences as a corporate executive, Dan has earned his esteemed reputation as a community leader in Tulsa, Oklahoma. Prior to Jet Linx, Dan was President of Boardwalk Distribution for three years where he was responsible for sales growth, orchestrating the purchase of wholesale liquor and for hiring and training all staff. Before that, Dan served as the Executive Vice President & General Manager of LDF Sales & Distributing in Tulsa for 15 years, responsible for managing all aspects of Oklahoma’s operations for a privately owned multi-state beer franchise operation. As EVP, Dan also oversaw revenue growth and developed and initiated broker business.

“We are thrilled to welcome Dan Pasque into his new role as the Base President of Jet Linx Tulsa,” said Jamie Walker, President & CEO of Jet Linx. “His experiences in customer satisfaction, team development and growth strategy are complemented by his passion and enthusiasm for the local Tulsa community.”

December 2017 | 11

RADAR

Flying to United Airlines via CommutAir At CommutAir, we offer pilots the fastest route to a United Airlines Flight Deck. In 2016, after United acquired a 40% ownership interest in the company, we became the first United partner to offer United’s Career Path Program (CPP) as we began our transition to an all-jet fleet. While the CPP has now been extended to 2 other partners, it is on terms that are significantly less attractive, making CommutAir’s United Career Path Program twice as fast.

CommutAir pilots departed for United, under the CPP in our very first year United’s commitment is to accept a double-digit proportion of their new hires through the CommutAir CPP – which means almost every CommutAir pilot will get called up within a few months of fulfilling the CPP requirements!

Today, our CPP graduates are flying everything from A320s to 737s across various bases.

In addition, our rapid growth (we will triple our fleet by 2019) will see our pilot rosters triple in size over the next two years – which means you will hold a line and earn

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your hours at CommutAir and depart for United quickly.

Whether you find yourself stuck in a long “CPP” queue at another regional or are new to the industry we are confident the path we offer is something to consider.

And if you needed further inducement – here are TWO: •

We have increased our sign-on bonus to $22,100, and pay for your ATP

•

If you need a George Zimmer-like “guarantee” on your progression at CommutAir, we just announced that every incoming pilot will be guaranteed Captain pay after 1 year of line qualification. We are so confident that we will not have to pay you, because of our growth, that we are guaranteeing to pay you! How is that for twisted logic!

Talk to us about your goals, and we will help curate your success story. We can be reached at www. flycommutair.com/careers/pilots or 440-779-4588 ex 399. Or of course, you can flip that switch at www. airlinepilotcentral.com/airlines/regional/commutair

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SkyWest, Inc. Announces Additional Order of 20 New Aircraft, New Flying Agreements ST. GEORGE, Utah, October 2, 2017 -- SkyWest, Inc. (NASDAQ: SKYW) (“SkyWest”) today reported that it has entered into aircraft purchase agreements and capacity purchase agreements to acquire and fly 15 additional new aircraft with Delta Air Lines (“Delta”) and five additional new aircraft with Alaska Airlines (“Alaska”). Expected delivery dates for the 20 aircraft run from September 2017 through the end of 2018.

These aircraft will be operated by SkyWest Airlines, Inc. a wholly owned subsidiary of SkyWest.

Of the 20 aircraft, 15 Embraer E175 SC aircraft will fly under an agreement with Delta in a 70-seat configuration. The E175 SC aircraft has an E175 airframe and can be retrofitted to 76 seats in the future. The agreement with Alaska includes five Embraer E175s, with a 76-seat configuration, similar to aircraft SkyWest

•

Order includes 15 70-seat Embraer E175 SC aircraft expected to be delivered and placed into service with Delta Air Lines in 2018

•

Order includes five 76-seat Embraer E175 aircraft expected to be delivered and placed into service with Alaska Airlines in late 2017 and early 2018`

•

Terms and economics similar to prior contracts with each partner

has previously placed into service with Alaska.

Combined with last month’s announcement for 25 new aircraft, today’s announcement results in a cumulative order of 45 new aircraft. Similar structurally to SkyWest’s acquisition of 104 E175s, SkyWest expects to invest approximately $161 million in cash to acquire these 45 aircraft, and to finance the balance of the purchase price with debt. The expected delivery dates for the 45 aircraft run from September 2017 through the end of 2018, with the majority of the deliveries scheduled for mid-2018.

December 2017 | 13

RADAR

Endeavor Pilots Agree to Richest Hourly Rates in Regional Industry With an 86 percent vote in favor, Endeavor Air pilots have agreed to ratify their contract to include the highest hourly rates in the regional airline industry for all pilots.

More than 82 percent of eligible pilots voted for the new Tentative Agreement, which amends the existing pilot contract to start pilot pay at $50.16 per hour – a more than $20 per hour increase – and raises hourly rates for all pilots, while extending the labor deal through the end of 2024.

“This deal was made possible because of years of excellent operational performance, a tireless commitment to safety, and by taking care of our customers better than any regional airline in the industry,” Ryan Gumm, CEO, Endeavor Air, said in a statement to employees shortly after the results of the ratification vote were announced.

“This agreement is a recognition of our people, first and foremost. Piece by piece, you all have contributed to casting the foundation by which our future growth and opportunities will be built. This agreement helps to solidify the path we’re on together here at Endeavor, and that’s something we should all be proud to be a part of.”

The new agreement goes into effect on January 1, 2018. To learn more or apply to join the Endeavor team, please visit www.EndeavorAir.com/pilots.

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Enjoy the ride with us.

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

2017 | 15 Contact our Pilot Recruitment team at pilotjobs@capeair.com or callDecember 508-727-7883.

PERSPECTIVES

Never Give Up. It Can Be Done s t o r y: V e s s e l i n S l av e y k o v

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or as long as I can remember, I have heard people use “living the dream” in a joking manner. As a firstgeneration immigrant to the United States, the term was something I respected and focused on consistently.

I’ve always been conscious that moving to the United States was a privilege afforded me and my family through the lottery system in the late ‘90s. Growing up in New York City taught me to pursue my dreams and to never give up on my ultimate goals in life.

Throughout my training and professional life, I’ve heard many inspiring stories from aviator colleagues. Their stories must not be forgotten, and should be shared to truly understand what “living the dream” means for them. One of the more inspiring and memorable stories belongs to a colleague of mine, Michael Sikoutris.

Michael is a second-generation immigrant to the U.S. and he has been passionate about aviation since he was a little kid living in Brooklyn, N.Y. While growing up, his family was extremely supportive and his dad used to take him plane-spotting near the approach paths of LaGuardia and Kennedy airports. Michael says he even looked for cheap tickets so that he could go on round-trips within a day between Florida and New York to experience what it’s like to be on an airplane.

He was the first aspiring pilot in his family which left him unaware of the path to fulfill his dream.

One of the most memorable days for Michael was during an assembly in his junior high school when

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From Zero Hours to Airline Pilot in Just Over Two Years! some Tuskegee Airmen spoke to the students. It was the first time he had seen someone with his skin color who had become an aviator and held such an honorable position. That day, Michael knew that he wanted to become an airline pilot.

September 11th, 2001 shattered the dreams for Michael in the most unimaginable way. His cousin was aboard American Airlines flight 77, which struck the Pentagon. His goal of becoming an airline pilot became seemingly impossible owed to waning support from family members spurred by the loss of his cousin. He wanted to attend an aviation university, but instead enrolled in CUNY Hunter College, earning a bachelor’s degree in physics and mathematics. Michael chose to study physics because he knew the subject matter would bring him closer to his true aspiration.

After graduation, the city of New York granted Michael a scholarship to attend graduate school in physics provided he become a high school teacher in its publicschool system. At the age of 21, he decided that he could not pass on the opportunity. Michael taught physics at Brooklyn Technical High School and worked toward his graduate degree from Pace University.

One day during one of his classes in the high school, Michael had a discussion with his students about what they wanted to do with their lives. Little did he know, that his students would ask him if he had always wanted to be a physics teacher. He shared with them his true passion, love, desire, and ultimate dream. Michael was inspired by

his students and after three years of teaching, he packed his bags, and left to attend ATP flight school in Florida.

Having zero flight experience, Michael earned all his certificates and flight ratings in just seven months from ATP Flight Academy’s Airline Career Pilot Program.

He worked tirelessly as a flight instructor for nearly 13 months to accumulate more than 1000 flight hours so that he could apply to and work as an airline pilot.

ATP’s fast paced environment prepared him for the airline jet training. He flew his first flight in a singleengine Piper Archer in September 2014, and flew his first commercial airline flight in the Embraer 170/175 for Republic Airline, just two years later, in October 2016.

Michael Sikoutris said of his path, “This journey has shown my extraordinary capabilities, determined character and perseverance through many struggles.

There were plenty of people who did not want to see me succeed, especially during the final stages of my airline jet training. My drive and continued faith made for such a rewarding outcome. I love what I do and I would hope I am a person many look up to and know ‘it can be done,’ just as my students looked to me as a role model.” ACN

About the Author Vesselin Slaveykov’s - dream of becoming a pilot became a reality when he earned his undergraduate degree in Aeronautical Science from ERAU in 2011. Read More...

December 2017 | 17

MILLION AIR

Home Stretch Four End-of-Year Financial Planning Tips to Stay on Course s t o r y: A n d y G a r r i s o n

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t’s hard to believe December is already here! While the year may be on its way out, there’s still time to make some smart financial planning moves before the end of the year. Being proactive is always better than being reactive, especially when it comes to your finances. To ensure you’re staying on course, take heed of these four financial planning tips.

Tip #1 – Squeeze a little more into retirement savings With less than a month to go, it’s a good time to see if you can put some additional funds away for later in life. First, make sure you’re contributing enough to your company’s retirement plan to receive their match, if one is offered. Once you’re receiving the match, consider putting additional funds into either your retirement plan or an IRA. If you’re high-income (or among those in the higher tax brackets), using the traditional 401(k), IRA, or retirement savings option may be the best bet. If you find yourself in a lower-income year or in a lower tax bracket, seriously consider using the Roth option in your 401(k) or retirement plan, or contributing to a Roth IRA. Even if it’s a small amount extra, every bit counts and you will feel good about putting some more away and being disciplined.

Tip #2 – Estimate your taxes for the year (it’s easier than you think) Estimating your taxes should be done in spring and fall.

Between November and December is the perfect time of

18 | Aero Crew News

the year as the IRS has released the tax forms and most (if not all) changes have been announced for the year.

To estimate your taxes, you need to run a simple projection through either your accountant, financial planner, or by Web searching for a “1040 estimator.” (Try Dinkytown.net – silly name, but a great resource.) Simply complete the requested information and you’ll be delivered a rough estimate of the taxes you’re likely to owe.

Once you get your estimated tax bill, compare this to the federal taxes withheld to-date on your last paystub. If you’re in the ballpark, great! If it appears you haven’t withheld enough taxes, you may want to consider withholding more for the last few paychecks or increasing your retirement contributions (that are historically deductible). You can also look to increase other deductions, such as your Health Savings Account (if you have one) or charitable contributions.

If the amount you’ve already had withheld is close to, at, or over your projected tax bill, you may want to consider reducing your withholding amount for the remainder of the year. You can do this through your HR department by filing IRS form W-4. If you don’t want to change your withholding, plan to file your taxes early next year so you can get your refund sooner. Make sure you have earmarked your refund BACK TO CONTENTS

for a productive use prior to receiving it! (Of course, it’s always best to check with a tax professional if there is ever anything of which you’re unsure).

Tip #3 – Create a net worth statement A net worth statement is one of the easiest things to do and will have a major impact on your “financial situational awareness.” To create one, simply add up everything you own (your assets) and subtract everything you owe (your liabilities). The resulting number is your net worth.

Your net worth is the single biggest determinant in your ability to reach your financial goals, and ultimately, financial independence. You should examine your net worth four times per year and make sure it’s increasing.

How do you increase it? You save and invest more and/ or pay down (and avoid increasing) debt. Increase your assets and decrease your liabilities. You save, invest, and pay down debt by increasing your cash flow.

Tip #4 – Establish a budget and commit to increasing your cash flow The word “budget” often carries a negative connotation, but the reality is far different. A budget actually frees you (by reducing your attention) to focus on enjoying your work and play while knowing you’re on track for the future.

There are only two steps to creating a simple and effective budget: First, add up everything you have coming in (your income) and subtract everything you have going out (your expenses). The resulting number is your net cash flow. If it’s negative, you are spending more than you are making, and if it’s positive, you are making more than you are spending. The second step is going through and creating a target amount for each spending item. List what you would like to spend for all the different categories while ensuring there is at least something left over each month.

Once you have your budget in place, commit to sticking to it and saving 50% of your next pay increase. Doing

so will increase your cash flow and allow you to save and invest more and accelerate your net worth.

Final thoughts I always get excited as we approach a new year. A new year means a fresh start and the most financially successful people get a jump on it before it arrives.

See if you can put a little more into your retirement plan, estimate your tax bill, create a net worth statement, establish a budget and commit to sticking to it, and saving your pay raises. Doing these things will put you on a stronger course to wealth and help keep you proactive. Remember, being proactive always pays more than being reactive! ACN

About the Author Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. Read More...

December 2017 | 19

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F t l

HEALTH

Cabin Fumes & Aerotoxic Syndrome We all deserve to work in a safe and healthy environment. Ours is not without many occupational health hazards, and raising our awareness is always the first step toward minimizing our risk. s t o r y: M A X W E T T S T E I N

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his is a very relevant and sensitive topic but one that takes me out of my scope of pilot fitness and into aero-medicine, admittedly on which, I am not technically qualified. So, consider this an opening disclaimer. I want to address cabin fumes (and odors), which the FAA prefers to call Air Quality Events–you know, the dirty sweat-sock smell. At my airline, we recently had a series of reported cabin fume/odor events, some of which were substantiated, bringing this topic to the forefront for me. Many were triggered by the flight attendants. ALPA and my company have been great about getting important safety information out to us. I want to share some of those highlights to raise your awareness, which is always my primary goal. I will not however, be sharing any of the anecdotal stories provided to me by fellow pilots.

About the Author Max Wettstein is an Airbus 320 Captain at JetBlue Airways, a former US Navy pilot and fitness professional and author. Read More...

22 | Aero Crew News

Cabin Fumes Background: Cabin odor and fume events are not new, but for some reason, they seem to have gained more attention lately.

For our purposes here, I’m using the information from both the ALPA and FAA websites (DOT/FAA/AM-15/20).

We know that cabin air has always been contaminated with many particulates; dust, pollen spores, fibers, bacteria, viruses, ozone, skin scales, CO, CO2, de-icing fluid, insecticides, to name just a few. If this sounds disgusting and not fit to breathe, don’t worry. In our cabin air mix of 50% bleed-air with 50% recirculated cabin air, nearly all of the time, the combined concentrationv of all particulates is so low that the levels are harmless and comparable to what one would find in most office buildings. However, in the cabin, we are impacted by both low humidity and altitude, neither of which is generally an issue with office buildings. While the engine bleedair is not filtered, the downstream mix of bleed-air and recirculated cabin air is filtered through HEPA filters within an airliner’s Environmental Control System, and these HEPA filters must trap particles of 0.3 micro-meters in diameter or larger, which accounts for most of the particulate matter. (Currently, the only jet airliner that does not use any engine bleed-air mixed into the cabin air is the Boeing 787.) So, if the HEPA filters are doing their job, then what is the problem? Fortunately, most of the time there are no health risks, even when we might catch a whiff of that “dirty sweat-sock smell,” especially as we descend into humid climates. But occasionally, when the engine or APU oil is over-serviced, or there is a worn seal, oil can heat up, vaporize, and then contaminate the engine bleed air, eventually polluting the cabin air.

The Culprit: In most commercial jet oil there is an additive, tricresyl phosphate, or TCP, which is added to reduce engine wear and improve the thermal stability of the oil. It comprises approximately 3% of the oil volume. There BACK TO CONTENTS

is a metabolite or isomer of TCP, called TOCP (triortho-tricresyl phosphate), a known neuro-toxin that when heated, vaporized and bled into the cabin air, has led to injury (with fatalities) for some flight crews.

TOCP is approximately 0.1% of the oil volume. What makes TOCP so mysterious and controversial is that it is not currently possible to perform a blood test for exposure. Further, because of the wide variety of symptoms experienced – how it may or may not effect each person, there is no way to establish a safe, or maximum level of exposure to TOCP. As I said, doctors cannot yet even measure it in laboratory blood tests, though there are some internet companies that claim to test for exposure levels using hair samples, a methodology not currently approved by the FAA. Exposure to vaporized TOCP fumes is known to affect individuals differently. Some crew have reported no symptoms at all, while others on the same flight have experienced symptoms so severe that the pilots have had to divert. The most commonly reported symptoms are; irritation of the eyes, nose and throat, dizziness, weakness, confusion, headache, even euphoria. However, the most significant, long-term effects tend to manifest 48 hours later with central nervous system problems.

Collectively, these symptoms are known as Aerotoxic Syndrome.TOCP is a neuro-toxin. This can also result in liver and kidney damage, memory loss and even death.

TOCP cannot be measured or seen in the air, and there is no detection technology on-board to alert crew members to possible contamination. Almost ironically, the only red-flag warning we seem to have, is the anecdotal ”dirty sweat-sock smell” which admittedly, is highly subjective.

With five or more crewmembers, not to mention 150 or more passengers, not everyone will smell the same odor at once, or even describe it in the same way. This only adds to the confusion of whether and when to implement the non-normal/emergency “cabin smoke and fumes” procedure while airborne. Generally, the captain elects to execute the more conservative and safe decision and run the appropriate checklist, even when all the crew members are not reporting the smell.

Air Quality/Cabin Fume Event Protocol: The FAA, ALPA and the airlines have continued research to investigate cabin fumes, namely TOCP, and have established some procedures and protocols should

there be a cabin fume, air quality or suspected TOCP exposure event. In fact, in 2012 because passengers have also been victims, Public Law Mandate, Directive 112-95 was established. It orders the FAA to address bleed-air quality on the full range of commercial aircraft operating in the United States. Should you suspect that you are experiencing cabin fumes/TOCP exposure, owed to irritations or the “dirty sweat-sock smell,” the first step would be to follow your carrier’s “smoke and fumes” procedure found in the Quick Reference checklist. Upon landing, if you are still fit enough to do so, you would enter the event in the log book, followed by, of course, going to your health care provider, or if severe enough, going to a hospital emergency room. Time permitting, call ALPA Aeromedical office at (303) 341-4435. There is also a Smoke and Fumes Reporting Form 1 ATA on the FAA and ALPA websites. There is also a very useful Quick Reference Guide for Health Care Providers Form, on the ALPA site, that will tell your doctor exactly what happened to you, what to screen you for - specifically what lab tests to run, and how to document it all. The airlines are also taking many steps to ensure they no longer over-service the engine or APU oil (so it won’t leak into the bleed-air), and they are more thoroughly inspecting the environmental systems for worn seals, oil residue, as well as using deep steam cleaning during regular maintenance C-checks.The easiest fix of all, it would seem, is to simply stop adding TCP, a known neuro-toxin, into jet oil in the first place. ACN

December 2017 | 23

CONTRACT TALKS

The Railroad Labor Act Not Just for the Railroad s t o r y: M e r e d i t h E d wa r d s

I

n the United States, airline pilots work under an agreed-upon contract that establishes the conditions for protecting the airline and the pilots during regular and unforeseen operations. At any given moment, most airlines are either embroiled in contract negotiations, either entering, leaving, or mediating the process.

Although every airline pilot in the country has felt the ripple of these contract discussions, many are not aware of the details surrounding exactly what

24 | Aero Crew News

goes into these talks, mediations, and eventually, the agreements between both parties. The following hopes to shed light on what exactly goes into the long, and often draining, process of contract negotiations.

In 1926, The Railway Labor Act (RLA) was created to ensure the protection of workers on railways against potential unfair labor practices. It was the first of its kind, and in 1936, the RLA expanded to include airline pilots.

This ensured that the labor negotiations between pilots

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and the airline would be carried out under the rules of the RLA, and with specific steps to follow when these talks begin. Any contract created under the umbrella of the Railway Labor Act does not ever actually expire, but instead, is continuously amended. When those contracts reach their amendable date, management and labor can enter into the process of negotiations, often referred to as Section 6, the part of the RLA specifically related to contract talks. If talks are begun before the amendable date, it is called an “early opener.”

Because of the intensely tedious process, there are no established time limitations on when agreements must be reached. Although rarely succinct, there are some negotiations that can span months or even years. In the beginning, there are only two parties involved: the company (management), and the union representation for the employees (labor). It is often in the first talks that the two parties agree to some main staples of the contract, such as Missing/Internment/POW, Physical Standards, System Board of Adjustment, and General. These items are usually inexpensive and are quickly agreed upon by both parties. Before reaching a final agreement, the parties come to a Tentative Agreement, or a TA. It is at this time that the more detailed and difficult parts of the labor relation process is tackled and an outside mediator may be brought in to help continue the negotiations.

Once one or both parties petition for a mediator, the National Mediation Board will assign someone to the process. The NMB is an association of three people who survey the contract negotiations to ensure the rules and regulations are followed according to the Railway Labor Act. This mediator is also present to give unbiased and neutral advice in order to help both parties reach a complete agreement. The meetings typically take place face-to-face, once a month. Outside of these meetings

however, the parties do engage in email exchanges concerning any proposals/counter-proposals until the end of negotiations is reached. Again, there is no set timeframe for mediation, but it is unlikely to be quickly resolved and often lasts from many weeks to years.

Though it is the job of the mediator to speed things along, there are often factors that cause bumps in the road, mainly related to the two parties and their individual requests during negotiations. When this happens, the mediator can use different strategies to keep the process running smoothly; insisting that upperlevel management attend the face-to-face meetings, making meetings last longer, scheduling meetings more frequently, or simply stopping the negotiations for a set time. This is often referred to as putting negotiations “on ice.” However, it is not always possible to reach an agreement even with a mediator, and the two parties come to an impasse. In such cases, the mediator petitions the NMB with a Proffer of Arbitration, and the three-body NMB will decide if an arbitrator is necessary (though most often they heed the request of the mediator).

If arbitration is required, a decision will be made by a neutral arbitrator and a binding ruling will be issued over the contract in dispute. Sometimes both parties will accept the ruling and finish the proceedings, but it is much more common for one (or both) of the parties to reject the ruling. When this happens, the NMB will stop negotiations and give both parties a period of thirty days in which to “cool off.” At the end of that thirty-day period, the parties may participate in what is called Self Help. This may be manifested with a complete pilot strike (but there are other ways to get the point across). The company has the power to change pay rates, “lock out” the pilots, or reassign new pilots to cover their flights. If a complete strike does not happen, then the pilots may go

December 2017 | 25

CONTRACT TALKS

on partial strikes in order to harm the airline financially but not cause it to shut down completely. Because of the possibility of what could happen during the Self Help period, there is much more pressure during the thirtyday cooling period to close negotiations and come to an agreement. There is however, a way to postpone Self Help – the appointment of a Presidential Emergency Board. The President of the United States has discretion to create an emergency board after being notified by NMB that a dispute will “threaten substantially to interrupt interstate commerce to a degree such as to deprive any section of the country of essential transportation service.” Under an emergency board, another thirty days is added to the cooling off period. One stipulation

About the Author

is that the status-quo must be maintained during the extended thirty-day period. Negotiations can continue wherein the Emergency Board will aid in the process of reaching a final agreement.

Although these negotiations will have an impact on the pilots of any airline in contract talks, and often the process can be frustrating and exhausting, it is important that the status quo remain in place. It is inadvisable for pilots to “take matters into their own hands” with tactics like calling in sick all at the same time, known as a “sick-out.” Doing so could result in negative legal ramifications. There are however, legal and acceptable ways to fight the system in the form of informational picketing and ad campaigns. It is of utmost importance that pilots follow the advice of their union leadership, as this is the best way that individual pilots can help aid the process of negotiation. ACN

Meredith Edwards is an eleven-year flight attendant with Southwest Airlines and has a BA in English. Read More...

26 | Aero Crew News

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SKY LAW

AFTER AN ACCIDENT - Part II s t o r y: S t e p h e n G l e n n

( T h e f a c t s o f t h e f o l l o w i n g s t o r y h av e b e e n a l t e r e d s l i g h t l y t o p r o t e c t c o n f i d e n t i a l i t y.)

L

hazards and into shelter. First responders should be called to ensure everyone’s physical safety.

But what about those days when your luck is much worse?

Your next responsibility is set out in NTSB 830.10. The aircraft operator is responsible for “preserving to the extent possible any aircraft wreckage, cargo and mail aboard the aircraft, and all records...pertaining to the operation and maintenance of the aircraft....” First responders might be in a hurry to move wreckage or otherwise tamper with accident evidence. You may want to point out that the NTSB is in charge of the scene.

ast month we discussed the incidents and accidents and what is reportable under NTSB 830. Many times pilots don’t realize that what they have just gone through is not a reportable event, and the government doesn’t need to be involved.

The worst has happened. You are standing next to a crumpled airplane. You know that as PIC you have immediate responsibilities and duties to perform. Where do you start?

Immediate Items

Your first duty is to the safety of yourself and your passengers. This means moving people away from

28 | Aero Crew News

If you have a cell phone or tablet you may want to take pictures of the site, the wreckage and current weather conditions. I handled an accident once where we needed to take soil samples to determine the presence of fuel in a crashed aircraft. Photos of the site before the wreckage was moved helped me to locate the relevant area.

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You must also preserve relevant flight records. This includes documents such as your flight log, fuel receipts, weather printouts and/or passenger manifests. When you get home, you will need to collect maintenance and pilot records to send to the NTSB investigator.

NTSB 830

What about official notification? Once again we refer to the little section in the back of your FARs. NTSB 830 breaks down pilot duties into “initial notification” and “later reporting.”

Initial notification is the responsibility of the aircraft operator, though prudence would dictate that the PIC become involved as well, as all reports made will be examined by the FAA. NTSB 830.5 states that “The operator of any civil aircraft...shall immediately, and by the most expeditious means available, notify the nearest National Transportation Safety Board (NTSB) office....” This is followed by both a website and two phone numbers to use.

The numbers connect you with the NTSB in Washington, D.C., and you will be asked a set of questions about the accident/incident. A list of these questions is provided in NTSB 830.6. They cover the basic details of the plane, the pilot, the flight and the accident/incident.

It is vitally important that you realize at this point that everything you say or write is on the record. I would recommend that you call an attorney before you contact the NTSB to make sure you are not digging yourself a hole through speculation or inaccurate statements. It is important to stick accurately to the facts that you know, and that you not assume anything. “Maybe I didn’t quite top-off the fuel,” or “Perhaps the winds were a little greater than reported,” are examples. Just the facts, please.

The “later reporting” you will perform will be on NTSB form 6120, available through the NTSB’s website. It is an interactive PDF file and is eleven pages long.

It includes space for a narrative of the accident/ incident. Once again, it is important to remember that everything you write is on the record, and you should only write the facts that you absolutely know. Form 6120 may be emailed in PDF form to the investigator assigned to your case. You may be asked to submit to

an interview if the investigator needs more information.

Once again, I highly recommend that you consult with an attorney before this interview takes place.

One other thing: expect to undergo a “709 Ride” at the direction of the nearest FSDO. A 709 ride (so- called because it is authorized by U.S. Code Section 44709) is a reexamination of your competency. These 709 rides are to be expected when an accident or incident occurs and the pilot’s competency may have been a contributing cause. The examination will be straight out of the relevant Practical Test Standards, and should only include the areas concerning the incident or accident.

CONCLUSION

Hopefully you will never be involved in an incident or accident, but if you are, remember that you have duties under NTSB that must be performed promptly. The best strategy is to contact an aviation attorney as soon as possible. ACN

About the Author Stephen Glenn is an aviation attorney, a pilot, an accident investigator, and an aerospace engineer. Read More...

December 2017 | 29

SAFETY MATTERS

ADS-B – Collision Avoidance and Traffic Separation for Tomorrow s t o r y: S c o t t S t a h l

I

n previous articles, we have talked about the various programs that exist on the safety side to help prevent accidents from occurring. Of course, it goes without saying that this is the ultimate goal of a successful aviation safety program, but the real question is how to achieve that.

Thus far, we have talked a lot about the theory behind preventing accidents, and we have discussed how some programs that require aircrew participation (such as ASAP) gather data to be processed by the safety departments at air carriers world-wide. We have also talked about how data is collected from the airplanes using FOQA data, and how it is applied to monitor trends and exceedances. We also talked about how the data from these programs can be gathered and shared industry-wide by various regulators in the interest of promoting safety worldwide.

In addition to ASAP, one of the main tools an air crew

30 | Aero Crew News

will directly see and touch is Line Oriented Safety Audit, or LOSA. The main distinction of this program is that its use is voluntary on the part of the air carrier. While it is a way to improve safety data collection and feedback, neither is it required to report the to the regulator.

This internally collected data can serve as a means to provide additional insight and context into mistakes and the circumstances under which they happen.

For instance, if it is observed that a particular error is occurring frequently as a result of a poorly timed checklist item, then it can be re-evaluated and assessed for inclusion in subsequent revisions of procedures.

Alternately, if it is found that there is a general company culture that is increasing the threat level of a particular operation (e.g. fast taxi speeds, or continuing an unstabilized approach beyond the limit to save time), then that cultural problem can be addressed through modified procedures, training, cultural education and risk assessment/mitigation techniques with aircrews.

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It should be noted that LOSA is distinctly different, but complementary to FOQA and ASAP, both of which rely on outcome data to trigger an event, meaning they are reactive. In the case of FOQA, an exceedance must be recorded and in the case of ASAP, something egregious enough to warrant reporting by the crew must have happened. In contrast, LOSA looks at all parameters of the operating environment during a routine flight and uses them in consideration of the overall evaluation.

This means that things that were done well and aligned with policy are evaluated equally with things that may not have gone exactly as they should have. This provides even more dynamic feedback to flight operations because they can see what is working and what isn´t working so well. Plus, it allows them to differentiate an occasional or unintended error from one that may be occurring more frequently or for a different reason.

Also in contrast to the FOQA or ASAP programs, which are continuous and aggregate data daily, a LOSA is recommended by the FAA every 3 years or so. Of course, at the carrier´s election, they could be ongoing, but typically they are not. The powerful part of LOSA is that it can use aggregated data from the other data collection methods to focus in on specific issues that the airline may be having. For instance, if ASAP indicates that there is a large number of altitude exceedances on a particular arrival, then LOSA can be tailored to include that

particular airport or arrival for increased observation as a way to get better insight into what is causing the exceedances. Once the LOSA program has observed the areas of high exceedances (un-stabilized approaches, for example) then the data and procedure changes can be fed back into the FOQA or ASAP databases to monitor whether the changes have been successful in reducing the number of incidents of that particular type. Of course, in order for this process to be successful, it is not as simple as just saying, “We need to go observe flights.”

There is actually a very well developed process for making sure that LOSA activities are as productive as possible.

The first thing that happens is that the LOSA Steering Committee, individuals responsible for ensuring the safe operation of the company, looks at aggregate data to determine any specific areas on which to focus. They decide which issues are most pressing, how many to include, what kind of data is to be included, how to gather it, and how many data points they need. The committee then develops the LOSA plan of action while recruiting and training people who would be qualified to observe operations and gather the data. Of course, these observers are trained on specific techniques to use, what to look for, how to detect it, how to record it and what parameters are being measured, whether the crew does them correctly or incorrectly. This group

December 2017 | 31

SAFETY MATTERS

will usually be comprised of type-qualified pilots in the airplane, and they use a very specific task sheet to ensure the data is impartial and consistently gathered.

The observers are then sent to the line for the purpose of observing and data gathering on the individual flights.

The results are then delivered to safety for further processing. It is the processing and collection of this data that gives the safety and operations departments what they need to evaluate the specific areas of study. The data is then used to update policies, procedures, guidance and operational material to be disseminated to the crews.

At this point, we can start to see how a system is developed that is able to constantly track, monitor, observe and evaluate the effectiveness of policies and procedures. Policy change and becomes dataand results-driven, not random or developed without foundation. With the understanding that this process continuously provides data and feedback, it is possible to see how the system is one of continual improvement and refinement, no matter how small the detail. It also

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

32 | Aero Crew News

becomes more clear that none of these data gathering methods are designed to target individual crews or pilots because the process is focused on the larger picture of monitoring a large sample of crews.

Had they been available at the time, the safety system and the tools we take for granted today, may have averted any number of major catastrophes of the past.

This perspective allows us to see that the massive increase in safety that global aviation has seen over the last few decades is the result of developments in a system where constant monitoring and improvement allows operators to mitigate risk, ever and ever lower.

Increasing safety and performance in a system is the entire reason for proactive safety, which is immeasurably more effective than having to wait for an accident and then ask the question, “How could this happen?�

In the next article, we will discuss one of the main tools actually used by flight crews to maximize CRM in daily operations. Known as Threat and Error Management or TEM, it is simply a framework to guide behavior and decision making. Remember all those Aeronautical Decision Making models that we all, no doubt, learned during our initial flight training? ACN As always, feedbacks and submissions are welcomed at Scott.Stahl@aerocrewnews.com.

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o o T , t o l i P a e I Want to b ! o o T , t o l i P a e b o t t n a W I FEATURE

What to tell aspiring pilots

s t o r y: C r a i g P i e p e r / D e b o r a h B a n d y • p h o t o s : M e l o d y H o o d

34 | Aero Crew News

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ecause our readership is largely pilots, you are likely an influencer – someone to whom hopefuls turn for information about our profession.

What do you tell the high school students (or even younger dreamers) when they ask you about the best path to becoming a pilot?

From a really young age, I knew exactly what I wanted to be when I grew up, an airline pilot. Call it my dream, a passion, or the bug, whatever it was, it grew inside me every time I was near an airplane.

As the son of an airline pilot, I knew that my dream was possible and my heart was set on it.

Though I ran into a few speed bumps the way, I stuck with it and eventually, I realized my dream, I’m living the passion and I’ve cured my bug. We often have the opportunity to reach out to the kids who look up at the sky every time they hear an airplane, the dreamers who gaze at the flashing lights from passing airplanes on clear nights, and the youth who know in their hearts they want to fly.

Each of us has our own story, but there are facts that we should share when asked how to do what we do. So, what should we tell them when they ask:

Why did you want to fly?

This is what they ask when they are looking for affirmation of their own reasons. This is when we should share our reasons and let them know there are many. We should tell them about compensation,

benefits, lifestyle, the opportunity to travel around the world, and pure passion – the love for aviation.

Each individual surely has their own specific reasons for choosing a career in aviation.

The financial gain is very appealing. Captains with major airlines can make upward of $320 an hour! That equates to over $300,000 a year. Two months ago, I met a captain who told me he had grossed $50,000 during the month of August. There are times when airlines offer generous incentives to work on days off. These incentives vary from 150% to 300% pay, earning an extra day off, or both. On the corporate side of aviation, I know an individual who grosses over $220,000 and only flies about 320 hours over the entire year.

Beyond the ordinary benefits, like retirement contributions, health insurance, profit sharing, etc., there is the allure of the travel benefits you can extend to your family. Raising your children to be citizens of the world because their education has included travel is an immeasurably valuable gift. I don’t know of anyone who came into our profession for this reason, but I know many who rank it high on their list of assets.

The lifestyle of a pilot is also appealing – traveling around the world, often in a different city every working night. There is the lure of visiting places over the course of a month that most individuals won’t see within their entire lifetime. There are also thrills; navigating through complex arrival and departure procedures or taking off and landing in say, heavy fog then walking away from the passengers (or cargo) while wondering how you made that safe landing at all.

December 2017 | 35

Total Pilot Retiremen ts 2018-20 33

With just a little over 584,000 total licensed pilots (private to ATP) and over 326 million people in the USA (according to the Census Bureau estimation), one in every 550 people in the United States is a licensed pilot. In 2016, the FAA estimated that of that total, 157,894 are active Airline Transport (ATP) rated pilots, which equals one ATP per 2,067 people. Aero Crew News estimates that approximately 80,000 of these ATP pilots work for U.S. commercial airlines, which comes out to be one commercial airline pilot per 4,079 Americans. The airlines transported over 823 million passengers in 2016. Using these figures, each commercial pilot transported 10,287 air passengers last year. Thinking it these terms, it becomes an even greater honor to realize that we are part of a relatively small group that has a tremendous impact upon the travel economy in the United States and the world.

You’ve likely heard the reports that over the next ten years it is estimated that due to retirements alone, the major airlines in the United States will need to replace over 26,000 pilots This fact means that this is an opportune time to enter the profession. For the first time since 2006, enrollment numbers are up at universities offering aviation programs. Just in the nine colleges we surveyed this past month, over 5,000 students are enrolled in an aviation degree.

36 | Aero Crew News

Why are so many pilots retiring soon?

For over two decades now, there has been talk of an alleged pilot shortage because the baby boomer generation of airline pilots will be forced to retire at the age of 65.

While there is a dispute over when the baby boomer generation began, it is generally accepted that it was spurred by the end of World War II. The U.S. Census Bureau cites that babies born between1946 and 1964 are part of this generation1. Currently a large majority of the pilots at the mainline carriers are part of this generation.

Evidence supports that the number of airline pilots who will retire between now until 2029 is over 31,000 pilots; approximately 48% of the mainline pilot force of the United States’ airlines. Data collected on twelve airlines BACK TO CONTENTS

(Alaska, Virgin American, American, Delta, Southwest, United, UPS, FedEx, Spirit, Frontier, Allegiant and JetBlue) indicate that of the 64,070 active airline pilots, 37,130 will retire by 2029. These numbers are derived from company reports, individual contributors or AirlinePilotCentral. com3. Though 2029 will see the last of the baby boomers’ pilot careers, there will still be another ±10,000 pilots slated to retire between 2030 and 2033.

On December 17th, 2007, President George W. Bush signed into law the Fair Treatment of Experienced Pilots Act, which changed the mandatory age of retirement from 60 to 65 that became immediately effective2. The 60year old baby boomers had already started to retire in 2006 and on December 17, 2007 all movement and hiring came to a complete halt. With the new mandatory age of retirement, the previously eligible group postponed retirement until after December, 2012. According to our pilot retirement chart, we are on the front end of these retirements, Delta Air Lines and American Airlines peak in 2022 and 2023 respectively; United Airlines and Southwest Airlines peak five years later in 2028.

What does it take to be an airline pilot?

A good place to start with the facts is with the physical and medical requirements of the FAA. One must pass a First Class Medical Exam by an Aviation Medical Examiner (AME). Individuals must meet requirements set forth by the FAA (14 CFR Part 67). Obviously, we can refer anyone to the websites, but it helps to be able to cite the basics.

We need to emphasize that if one doesn’t meet these requirements it doesn’t fully exclude the applicant. The FAA has a process where one can demonstrate certain abilities that would be required as a pilot, and the FAA grants a special exemption.

The FAA calls this a “Statement of Demonstrated Ability” or a SODA. A Federal Air Surgeon grants a SODA after seeing the individual performing the duties required of pilots, establish through a flight test, a practical test or a medical evaluation.

I wouldn’t want to have someone self-select out of the profession based on my summary of the requirements, so I tell every aspirant that they should consult with an AME to find out more about getting the first class

Pilot Medical Requirements •

Eyes •

•

Ear, nose, throat, and equilibrium •

Pass a hearing test

•

No history of ENT diseases or conditions

•

No history of equilibrium diseases or conditions

•

Mental •

•

No history or diagnosis of mental disorders Neurological

• •

No history or diagnosis of neurological disorders Cardiovascular

• •

No history or diagnosis of cardiovascular diseases or conditions General Medical Condition

• •

Correctable to 20/20 for distance or 20/40 for near vision.

No history or diagnosis of other medical diseases or conditions.

Refer to FAR 14 CFR Part 67 for more specific information.

medical. Anyone can locate a local AME on the FAA’s website; designee.faa.gov. Under “Select Designee Type,” choose “AME” in the dropdown box. Another resource is flightphysical.com. It’s also worth sharing that a first class medical is not required for training, but in my opinion, it’s better to ensure that one can qualify before going through the training and later discovering that there is a condition that precludes pursuing the career.

Is it hard to become a pilot?

My usual response to this question is, “Hard? If I can do it, anyone can.” There are dozens of colleges

December 2017 | 37

Pilot Retirements 2018-2033 By Year

and universities across the United States that offer degrees in aeronautics with flight training, and thousands of flight schools that offer the training without the academics. Be sure to let the aspiring pilot know that a college degree is required by the airlines though it need not be in an aviation field.

(Have you shared a flight with a history major at your side?) Electing one’s training option is a highly personal one that requires research and evaluation.

Another option is having the government pay for flight training by joining the military. When you cite this option, you should always mention that the military’s physical requirements are much more stringent than the FAA’s. And, there are never guarantees with the military. Becoming a pilot in the military is never promised. Young people should be directed to talk to an ROTC representative at a college or university about this possibility.

Flight training is expensive and could potentially run into the $250,000 neighborhood! The good news for aspiring pilots is that proper planning and diligent execution of training could potentially save thousands, if not tens of thousands, of dollars. In the May 2016 issue of Aero Crew News, ExpressJet Airlines published an article titled, Paying for Flight Training. I recommend this to anyone interested in help to reduce training costs.

There are varied paths that any individual can take to becoming a pilot, I always recommend finding a pilotmentor to help. The national organization Professional Pilots of Tomorrow has established a network of pilots who are available to help and mentor. www.theppot.org.

38 | Aero Crew News

When I was attending Embry-Riddle Aeronautical University I worked in the Office of Admissions and the counselors always recommended that applicants for the

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Pilot Hiring Statistics, 2017-2018 Hired in 2017

2018 Hiring Projection

Charter Companies Air Shuttle XOJet TMC, Inc Boutique Air

10

5

46

50

55

50

100

60

Mainline Airlines Allegiant Air

153

Frontier Airlines Southwest Airlines United Airlines UPS Spirit Airlines, Inc.

150

Pilots Transitioning to Airbus; Limited number of classes

902

750

290

Significant

300

274

426

480

Regional Airlines Mesa Airlines Envoy Air Endeavor Air Wisconsin Airlines Corp.

500

600

828

800

625

600 250

Flight Attendant Hiring Statistics, 2017-2018 Hired in 2017

2018 Hiring Projection

Mainline Airlines Allegiant Air Southwest Airlines United Airlines

209

155

1,271

1,500

500

Regional Airlines Envoy Air Endeavor PSA Airlines, Inc.

1,398

300

280

450

400

Aeronautical Science degree (which includes the flight training component) take an observer flight in a light aircraft before enrolling. Believe it or not, there are those who had all the desire to be pilots but couldn’t handle 1 (i.e. became airsick) flying in a light aircraft. Overcoming

that is crucial because, as we know, they are not going to train in an airliner. EAA chapters all over the country offer Young EaglesÂŽ flights. A free observer flight might even be found with a willing recreational pilot at a local FBO.

December 2017 | 39

What is the job outlook for aspiring pilots?

There is nothing but good news for the future of aviation professionals. Over the next fifteen years and beyond, airlines in the United States will need more than 37,000 pilots. The expansion of domestic and international travel is not likely to diminish and for every job in the sky, it is estimated that there are 40 on the ground.

So, even if one doesn’t aspire to be an airline pilot,

ours is about the coolest industry out there (I say with some bias) and the opportunities are growing.

When we wear our uniforms we are ambassadors for aviation. Merited or not, we inspire awe in the eyes of those who aspire to be like us. Channel your mentor if you had one, and if you didn’t start the cycle in your life. It’s almost as amazing as your first solo. ACN

1.

“The Older Population: 2010” U.S. Census Bureau. November 2011. Retrieved October 29, 2014.

2.

“Fair Treatment of Experienced Pilots Act (The Age 65 Law) Information, Questions and Answers” FAA. August 8, 2012, Retrieved October 30, 2014

3.

Airline Pilot Central. Web. 1 Nov. 2014. www.airlinepilotcentral.com

Editor’s Note: Our investigation into how the industry will address the pilot shortage issue continues. We are currently collecting data to better understand the new pilot pipeline. Please stay tuned to this space for further information in future issues.

40 | Aero Crew News

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COCKPIT 2 COCKPIT

Quality of Life “Living the Dream” as an Airline Pilot - Part II s t o r y: M a r c H i m e l h o c h

W

hen you talk to your friends and co-workers who have made the transition from a military cockpit to an airline flight deck, there is one phrase that is sure to come up in conversation – that phrase is “quality of life” (QOL). In last month’s article, I began a discussion of what QOL means to me. I have come up with five factors that really nail QOL in my mind: time off, schedule flexibility, location, job satisfaction, and pay/benefits. In Part 1, we discussed the first two factors, time off and schedule flexibility. This month, we will discuss the remaining factors and compare military pilot QOL with airline pilot QOL.

free to define your QOL based on the decisions you make (e.g. airline, domicile, aircraft type, location, etc.). For those of you still trying to rack and stack your airline dream sheet to decide which airline is the best fit for you, the Cockpit to Cockpit Support Package, available at www.cockpit2cockpit.com, includes a unique airline comparison spreadsheet that allows you to derive a rank-ordered list of airline choices weighted toward the factors you consider most important.

Keep in mind that there is no “one size fits all” when it comes to discussing QOL. The information presented here is my opinion based in my situation. You may have particular factors that are important to you and your family, and your airline situation may be vastly different from mine. That’s one of the things I love about the airline industry; for the most part, you are

42 | Aero Crew News

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Location Imagine the freedom to choose to live in any city in the country (or even overseas). The airline industry affords you that freedom. Due to the nature of military service, you’re tied to living within reasonable driving distance of your duty location, and you usually don’t have much say as to where you’ll be assigned. There’s also a huge lack of stability because, on average, you PCS (Permanent Change of Station), i.e. move, every three years. I had eight PCS moves in my twenty-year Air Force career, and I feel like my number is relatively low compared to the average.

I have read various sources reporting that somewhere between 50% to as high as 80% of airline employees commute to work (i.e. they don’t live within driving distance of the city where they are domiciled with their airline and have to fly space-available to get to work). In Part 1 of this article we discussed how being a commuter may detract from your QOL. However, the freedom to choose where you live can also add a lot to your QOL dependent upon your reasons for choosing to commute.

Maybe you want or need to live close to your extended family, or maybe you want to live as far away as possible from your in-laws. Many former military pilots choose to stay in their last duty location to finally provide some stability for their kids to finish school and graduate with their friends. I know several pilots who chose a city just because they like the lifestyle choices associated with the area (e.g. outdoor opportunities, cost of living, lack of traffic, etc.). The great thing is, it’s a choice.

Many pilots separate from active duty to start their airline career while continuing to serve with the Guard/Reserve component. If you decide to go this route, you’ll want to make your logistical situation as simple as possible.

The best possible solution is to get hired at a Guard/ Reserve unit where you live and also be able to drive to your airline domicile. The next best choice is to live within driving distance of either your airline domicile or your military unit (choosing the job at which you will likely spend the most time) having to commute to the other.

The worst possible situation is the double-commute – living in a different place and having to commute to both jobs. Avoid that situation if you can help it. Double commutes are tough, but sometimes we do what we have to do for family or for professional reasons.

Another thing to factor into your location decision that most pilots don’t think about; living in domicile provides the opportunity to make some extra money. Because every airline and aircraft type is different, I will simply use my situation as an example. My airline provides a lot of opportunity to pick up extra flying (called “opentime”) at either straight pay (the amount I normally get paid per hour) or premium pay (1.5X). Most airlines have a similar system. Normal open-time is awarded to bidders based on pilot seniority number, but Short Notice Open Time (affectionately referred to as SNOT) is awarded to bidders on a first-come, first-served basis. I am relatively junior at my airline, however because I live so close to my domicile, I have been able to pick up, on average, an extra 15-20 block hours of credit each month. That usually equates to working an extra 2-3 days per month. I usually try to pick single-day “turns” so I’m back sleeping in my own bed each night. I work an average of sixteen days a month including the extra 2-3 days of open time.

Most pilots who don’t live in domicile usually don’t have the desire to pick up open-time because of their commute situation. If they only get two or three full days at home between trips it becomes less desirable to pick up any extra days at work. Additionally, they don’t live close enough to take advantage of SNOT. I estimate that I make an extra 20-30% more per year due to living in domicile.

Job Satisfaction When you talk to airline pilots about their job, the conversation often revolves around pay, 401K benefits, and profit sharing, but there is far more to QOL than money. You can make all the money in the world, but if your QOL suffers it won’t matter how much you make. That’s why I recommend that all pilots take a hard look at why they want to be an airline pilot before choosing to leave the military.

In the realm of personal job-satisfaction, you should consider how very different being an airline pilot is from being a military pilot. Airline flying is never going to compare with military flying from the perspective of mission. It’s hard to replace the sense of pride that comes with putting bombs on target, delivering critical war-fighting materials to the fight, gathering

December 2017 | 43

COCKPIT 2 COCKPIT

intelligence to help the battle-space commanders make the right decisions, providing air superiority, or air-refueling the aircraft that make all those missions (and others) possible. Therefore, I give the edge to military (by a long shot) when it comes to the pure flying comparison of military vs. airlines.

Although your airline mission may not be as critical as those military missions, it’s still very important to your passengers, so changing your paradigm may help you find increased job satisfaction as an airline pilot. It may be just another day at the office for you, but each flight has importance to those paying passengers in the back. Some of them are on their way to an important job interview, a business meeting, a family reunion, a funeral, a wedding, a family vacation, or trying to get to a loved one’s bedside before they pass away. I’ve flown many Make-A-Wish Foundation’s terminally ill children to Disney World to have their wishes fulfilled. I take pride in connecting people to all the things that are important in their lives and this provides my job satisfaction.

You may also miss the squadron camaraderie and built-in social network of the military. That gets left behind when you take off the flight suit and go to the airlines. There are no roll calls, naming ceremonies, First Fridays, etc. The best you can hope for is a lively push to the hotel bar at the end of the day by the dozen or so crews that are staying at that hotel on any given night. The company hosts a couple of functions a year for employees and families, but it’s not the same.

The great flying, patriotic missions, and built-in social network of military life come with a price with which we military pilots are all too familiar: deployments, long hours, additional duties, and a seemingly neverending supply of queep (defined as any additional duty that pulls you away from the flying mission). As I think back on my Air Force career, hour to hour was about a 1:12 ratio as a conservative estimate. For every hour I spent flying, I spent about twelve hours doing all sorts of non-flying work. While some of that work was important and directly related to accomplishing the mission, the sad fact is, a lot of it wasn’t.

As an airline pilot, when I land and shut down the engines at the end of the day, there is no email to check, no performance reports to write, no computer-

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Cockpit 2 Cockpit

“The company hosts a couple functions a year... ...but it’s not the same.”

December2017 2017 | 45 December

COCKPIT 2 COCKPIT

“Military pay and benefits are quite different from the airlines...”

based annual training requirement squares to fill.

You get the point. I just go to work and get paid to fly people from point A to point B. In my opinion, the lack of queep and being paid to just be a professional pilot is where airline job satisfaction blows military job satisfaction out of the water. I will even go one step further and say, excessive queep is likely one of the main reasons pilots leave the military for the airlines.

Another contributor to job satisfaction as an airline pilot involves the type of flying you desire. Do you want to haul cargo or passengers? Do you want to fly mostly narrow-body domestic and near-international, or widebody long haul international? Each of these options comes with its own pros and cons. In general, if you choose cargo, you will fly either wide-body long haul international or domestic on the back-side of the clock.

Both can be tough on the body. If you choose passenger wide-body, you will stay junior for much longer which equals more time on reserve with a longer time to upgrade. The reverse can be said for domestic narrow body. Your seniority will grow faster and your time to the left seat will be less. These are all choices that will define your job-satisfaction and overall QOL, so I encourage you to do you homework by interviewing people from each community before you make your choice.

Pay and Benefits This is a topic that could truly be it’s own book, and who knows, maybe someday I will write that book.

However, for the purposes of this article I’m going to look at it from the FL300 perspective because there are too many variables to consider when it comes to pay and benefits. The military pay and benefits are quite different from the airlines, therefore they are difficult to compare – apples to apples. While total compensation (pay and benefits) is an important part of QOL, I always encourage pilots to look beyond the pay scales and look at the complete QOL picture when rank ordering their airline choices. My discussion in this section will focus on active duty pilots who either retire or separate with no Guard/Reserve commitment. Continuing to serve part-time alters the discussion because you would be blending pay/benefits of both the military and airline systems, therefore it won’t be considered here.

When comparing straight pay, you should be prepared to take a slight hit in annual pay for your first year with the airlines, and possibly for several years, depending upon your rank/longevity at the point you separate, the airline you work for, and the airframe you choose (or get stuck with). However, even when you add in military flight pay, aviation retention bonuses, and other special military pay (housing allowance, food allowance, etc.), you will quickly outpace your military pay after a few years with the airlines. This is especially true if you choose an airline with quick captain upgrades. Look at any airline pay scale on www.airlinepilotcentral.com and you will quickly see that captains make the big bucks. Due to the large number of retirements facing the legacy airlines and the current hiring wave, many pilots are finding themselves eligible to upgrade to captain in about 1-2 years in the smaller, older, single-aisle airframes (MD-88, B-717, E-190, etc.) at the legacy carriers. A good rule of thumb when looking at airline pay scales is to multiply the hourly block rate x 1000 to determine annual salary. To give you an idea of what I’m talking about, I retired as an O-5 in 2014. In my second year with the airline, I surpassed the annual salary I was making as an O-5 in the Air Force.

With respect to retirement benefits, a full military retirement is hard to beat. The check-of-the-month club plus full medical benefits is pretty awesome. On

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@RepublicAirline

COCKPIT 2 COCKPIT

paper, you can make more money by getting out of the military at the earliest opportunity and starting an airline pilot career, but in my opinion the big-picture difference in money is negligible and shouldn’t be your deciding factor. I’m not educated enough to speak to the new Blended Retirement System (BRS) that some military pilots will be eligible for starting in 2018, but I can speak to the traditional 20-year military activeduty retirement. If you separate early and go traditional Guard/Reserve, you will still be able to join the check-ofthe-month club, but you won’t see the first check until age 62. From a QOL perspective, the biggest difference between military and airline retirement systems is not “how much” but “how secure.” Once you have earned military retirement benefits, they continue for life.

That’s not the case with retirement from an airline.

That said, the airline retirement benefits are nothing to sneeze at either. Most major airlines offer a 401K plan with direct contributions between 14-16% of eligible earnings depending on the airline. That means the company contributes 14-16% of your monthly earnings to your 401K without you having to lift a finger. In most cases, pilots can also contribute up to 50% of each paycheck into their 401K in addition to the company’s direct contribution (up to the maximum annual limit set by the IRS). Many airlines also have profit sharing plans. Some airlines pay profit sharing as a bonus check to pilots, and other airlines add it as a contribution to the 401K plan. These profit sharing contributions in the past couple years have been equivalent to two to three months’ pay for the average pilot and are based on how much you fly. So the more you fly, the larger the profit sharing check. However, there is no guarantee that a company will remain profitable every year – no profit = no profit sharing.

As mentioned earlier, from a QOL perspective, the biggest difference between military and airline retirement benefits is about income security. In the military, as long as you earn retirement eligibility, you will have those benefits every month for life, but they don’t kick-in until you’re retired (or age 62 for traditional Guard/Reserves).

In the airlines, your benefits are received every month that you are actively flying, starting from day-one, but they cease after you retire or if you lose your job. The good news is, the 401K goes with you for whatever reason

48 | Aero Crew News

when you leave, but at that point, you’re no longer earning any new benefits (i.e. 401K and profit sharing contributions). Additionally, some airline profit sharing plans are tied to the company’s success. In other words, if the company declares bankruptcy, creditors can lay claim to your profit sharing accounts in the settlement. I don’t think I need to tell you the “roller coaster” history of the airline industry for you to realize that although times are good right now, history shows that the good times don’t tend to last forever in this industry.

Therefore, I find that the “guarantee factor” of a military retirement provides a better QOL component than an airline retirement despite the airline retirement having the potential to grow a bigger nest egg. Then again, I’m a conservative investor and everyone’s circumstances are different. You may come to a different conclusion. As I said earlier, the beautiful thing about the airline industry is that you get to define what QOL means to you. Also, it doesn’t have to be a choice of either/or – you can choose both!

Medical benefits are something else to be considered with respect to QOL. This can be especially important if you or a family member experiences a serious medical condition like cancer, disease, or injury. As a retired military pilot who still uses retiree health care benefits, I think it boils down to this; military health care is generally less expensive but you get what you pay for. In other words, if you want free health care then you need to live near a military facility and accept that you and your family are not their highest priority anymore (we were very spoiled by having access to the flight medicine clinic on active duty). If you’re willing to make co-pays, you can use civilian health care, but in my experience, the good doctors and facilities that accept TRICARE are few and far between.

On the civilian side, most major airlines offer comprehensive plans from well established and widely accepted insurance companies. The premiums will give you a little sticker-shock initially, especially on first-year pay, but after a few years you probably won’t even feel them. If you’re retired military, you have the option to stay with TRICARE rather than choose the airline plan or do a blend of the two by adding airline dental and vision plans on top of your military-provided health care.

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Probably your biggest threat to financial security as an airline pilot is losing your FAA Class I medical on either a short term or long term basis. For that reason, I highly recommend you research and take advantage of the Loss of License (LOL), Short Term Disability (STD), and Long Term Disability (LTD) plans offered by your airline and/or union. Hopefully you’ll never need them, but should something happen, the peace of mind knowing you’re covered, is well worth the premiums you’ll pay.

Summary There are a lot of pros and cons to both a military and an airline aviation career. I feel blessed to have served my country as an Air Force officer and pilot and I would never want to change the path I chose. I think every military officer and most military members in general, understand that serving our great nation in uniform involves sacrifice. Unfortunately, in many circumstances one thing that is sacrificed is quality of life. That just goes hand-in-hand with the unique nature of military service.

A second flying career as an airline pilot provides an opportunity to reclaim a large part of the quality of life sacrificed during your time in uniform. Continued service as a traditional Guard/Reserve pilot allows you

to live the best of both worlds, although you may lose some QOL in the short term to maximize your long term QOL. The airline industry is also unique in that it offers choices, and those choices essentially allow you to define your own QOL. In this two-part article, I’ve defined what QOL means to me and given you examples of my QOL. I encourage you to perform your own QOL assessment and carefully consider the factors that are most important to you. Your QOL assessment should help guide your decisions when choosing if/when to make an airline transition, your preferred airline choice, an airframe type, where to live, and many other decisions that will impact your QOL. Also, don’t forget that for the most part, these are not static choices. If you find that a choice was not the best or that circumstances are altered, then you can make a change to make it right. You’ll have that freedom as an airline pilot and if you choose to exercise it, you and your family should have a phenomenal quality of life! 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...

December 2017 | 49

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)

50 | 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

Pay During Training

A330, A350 B717, B767

Per Diem

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

Union

EFBs

Legacy Airlines AA May/1999 AA

AS

DL

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

HA

US West Sep/1998 Oct/2015

14,738

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

2012

1,897

11.D.5.b

5.A.1

5.A.1

Dec/2017

Dec/2017

February 2014

13,003

Feb/2016

Apr/2016

10,538

APA

iPad

Bases

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

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

Aircraft Types

Allegiant Air (Allegiant)

5.E.1

5.B

921

ALPA

iPad Air

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

9,436

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st.

UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

A319, A320, A321

A321, A320, A319, E190

G4

Virgin America (Redwood)

Dec/2017

ALPA

iPad

F9

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

B6

November 2017

873

73

3.P

6.A

3.Z

Dec/2017

Dec/2017

See Note*

MMG

No

$1.90

November 2014

1180

180

Dec/2017

Dec/2017

See Note*

$2.00

E:11/2013 A:12/2013

3,582

840

11

Dec/2017

Dec/2017

Feb/2015

August 2006

9,074

3,374

4.T.3

Dec/2017

Dec/2017

$2.20

March 2015

1,821

5.A.1

5.B.1

Dec/2017

Dec/2017 289 Aug/2016

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

B737

WN

A319, A320, A321

NK

B737NG

A319, A320

Aircraft Types

Add A, Pg24

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

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

SY

MMG

None

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

3.B

5.B.1

5.3

VX

$2,500 per month

None

$2.00

2012

820

10.J.1

3.B.e

10.I.1

Dec/2017

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

2 Digit Code

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

$2.00

3.D.1 Sun Country Airlines (Sun Country)

Oct/2015

8,786

Single Occupancy, Paid for by company

4.K.6 Spirit Airlines (Spirit Wings)

11,240

MMG

Add A, Pg24 Southwest Airlines (Southwest)

2006

Union

EFBs

IBT

iPad

Major Airlines B757, MD-80, A319, A3220

*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16

Contract 2015, as amended

Dec/2017

9.G.1 United Airlines (United)

Notes

Alaska bought Virgin America

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

Bases

Notes

BLI, FLL, HNL, *2018 to 2028 IWA, LAS, OAK, PGD, PIE, SFB AVL Contract 2016, as amended

FAPA

ALPA

SWAPA

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 2010, as amended

157

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

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

11.A.7

$2.40

Dec/2011

5.A.3

June/2017

1,486

December 2017 | 51

Airlines (Sun Country)

B737NG

THE GRID

Virgin America (Redwood)

A319, A320

Aircraft Types

SY

MMG

None

3.B

5.B.1

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

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

289

5.3

Aug/2016

ALPA

General Information $2.00

2012

820

3.B.e

10.I.1

Dec/2017

Dec/2017

Hotel during new hire training

Per Diem

157

ALPA

iPad

MSP

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Most Number of Pilot Pilots Retirements Junior CA hired 2018-2033

Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

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

ABX Air (ABEX)

B-767

$2.40

Dec/2011

5.A.3

June/2017

11.A.7

1,486

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

GB

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

IBT

20.E.1 FedEx Express (FedEx)

Kalitta Air (Connie)

B777, B767, B757, MD11, DC10, A300

B747

FX

K4

$4,000 / mo until activation date*

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

3.A

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

Sept 2015

281

6.A

Dec/2017

Dec/2017

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG 10.D.1

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

2 Digit Code

Pay During Training

ALPA

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

IBT

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

2,298

65,741

38,854

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

2,251

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

Union

EFBs

Bases

Notes

Notes

Contractual Work Rules Min Days off (Line/Reserve)

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Pay Protection

10/12 or 13*

Yes

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

Min Days off (Line/Reserve)

12, max 14* 10, max 12*

488

430

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Initial paid for by company

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

100%*

100% or 150%**

15.G

15.G

15.E.1

2.QQ

17.I.1

24.O.2

5

12.A.1.a

559

2

4.H.1

361

508

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

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

12.A.2.a

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

12.J

12.K.1

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

None

12 or 11* 12 or 10*

Yes

12

Yes

FAA 117

14 hours or FAA 117

195

177

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

50%*

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

None

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

2** or 4.17 GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

None

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

Contract 2010, as amended

None

$20/ month

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

Headset Reimbursement

Major Airlines

14.C 3.F 52 | Aero Crew News

Frontier Airlines (Frontier)

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Number of pages in Contract

Legacy Airlines FAA 117 w/ exceptions

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Max Scheduled Duty

Supplied in AC

Notes

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

Contract 2016, as amended

BACK TO CONTENTS

None

*Unschedule DH pay s 100%

10, max 12*

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

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

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

5-F-1-a Pay Protection

12 or 11* 12 or 10*

Yes

14.C

3.F

Max Scheduled Duty

FAA 117

14 hours or FAA 117

12

Yes

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.3.a.2

7.B.1

5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Contractual Work Rules

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2010, as amended

5.E.1

*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

THE GRID

None

Contrat 2012 as amended

Headset Reimbursement

195

177

36

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

Company Provided***

3.D

3.D

3.H

3.E, 3.L, 3.W

6.4

6 for CDO

1:3.75

$20/ month

4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

-

-

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

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

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

5**

4.I.2

4

3.5

-

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

332

None

None

None

1/4.95

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

Supplied in AC

Contract 2016, as amended

*Unschedule DH pay s 100%

None

2.A.1, 2 *1 for 1:45 between 0100 and 0500

$200 / year

12.C

8.D, 8.A.3

30.A.2

13 in 30 14 in 31

15 Hours May be extended to 16 hours

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

100%

Provided by the company

13.D.4

18.C

19.K

19.E

ABX Air

14.96 or 18.75*

Yes

25.D.1

4.F

13 or 14*

Yes

Kalitta Air

2, pg 13

280

19.M.4 466

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

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

4.5

410

Number of pages in Contract

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

None

Contract 2016, as ammended *Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training

None

Contract 2010, as ammended *11 days off in 31 day month, **Subject to reassignment

Supplied in AC

*Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014

None

Headset Reimbursement

Notes

*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

None

15.A

6, 4.75**

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $200 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Notes

*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.

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

508

4.C.2

Major Airlines

Atlas Air

FedEx Express (FedEx)

rig or trip rig.

4.C.1.a

*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended *13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.

None

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

None

Contract 2016 as amended

Headset Reimbursement

Notes

December 2017 | 53

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I*

$116.38

Group II*

$179.48

Group III*

$188.85

Group IV*

$220.65

MMG

FO Base Pay

Top CA pay

CA Base Pay

$100,552.32

$170.42

$147,243

$155,070.72

$262.77

$227,033

$163,166.40

$276.50

$238,896

72

15.D.1.b

$279,107 HRxMMGx12

9.B.1.a

$251.00

$225,900

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

5.5 H/M Max 1000

7.A.1

14.B

75

$151,812

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

767-3,2, B757

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

B737-9

$176.74

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

3.B.2.d

4.B.1.b*

B717

$121.53

B767 A330

$144.58

75

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$208.59

$175,216

$305.39

$256,528

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

A350*

United Airlines (United)

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

Aircraft Types

70

$167.89 $161.02

A319, A320, A321*

A320 family E190

Sun Country Airlines

14.D.1

Percentage of health care Notes employee pays

6.B.1

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

Contract 2015, as amended

None

0%

15%

20%

Contract 2013, as amended

28.D

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

0%

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

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

15%

22%

26.C.2

25.B.2

0%

15%

20%

Contract 2010, as amended

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

$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

$145.17

70

$121,943

$216.42

$181,793

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

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$100.01

75

$148.71

$90,009

$166.68

$150,012

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

HRxMMGx12

4.3

HRxMMGx12

8.B

$124,916

$218.66

$183,674

B737

A319 A320 A321

$133.82

$112,409

$196.83

$165,337

B737NG

HRxMMGx12

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

12.A.1, 2 & 3

$135,257

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

4 H/M Max 600

5% at 200%*

None

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

10.A

4.C

4.C

5.A

After 3 years 2.2% 1 Day / Month 5% 1:2 up to 6% at 9 Max 120 Days Disclaimer: Gray blocks years contain

acquired.

Data 15.B.2 &3 16.B.2

Contract 2012 as amended

Percentage of health care Notes employee pays *The company will match 200% of what the pilot contributes up to 5%.

Contract 2016, as amended *A321 coming end of 2015

contract sections or date

with 16.4 contract sections may be abbreviated and/

*70 line holder, 75 reserve; **Hours is 0-5 = 108 Hrs or inaccurate, please consult the most current contract section based on PTO per year. Reference 6-10 = 126 Hrs Based on PTO contract for more information 5% 1:1 5% + 3% None Specified 11-15 = 144 Hrs for specific contractual language. Data that do not have a accrual 16-20 = 162 Hrs 21+ = 180 Hrs

contract section reference number, were obtained online in

3.C*

HRxMMGx12

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

3.J**

3.J

3.E

3.E

3.F.i

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

28.B.2

27.A.2

Agreement 2013, Currently in

negotiations some form and may be inaccurate. While trying to provide the *85/87/89 TFP based on days in bid

1-5 = 14 Days period, **Trip for Pay (TFP) is the unit 1 TFP / 10 up-to-date information, not all sources most can be verified at 5-10 = 21 Days of compensation received.

9.7% 1:1 TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days this time. If you notice a discrepancy and/or have a correction

$109.27

72

$94,409

$185.32

$160,116

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

7.A

$112.93

70

$94,861

$168.55

$141,582

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

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

54 | Aero Crew News Virgin America

7.B.1.a

HRxMMGx12

70

Spirit Airlines (Spirit Wings)

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

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

3-C-1-a

4.3

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$323.04 15.D.1.b

$168.68

EMB-190, CRJ-900

5 H/M** Max 60***

$190,641.60

B737, A319 A320

72

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

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

12.B.1 please

4 H/M

14.A

Contract 2016, as amended 19.B.2 Craig.Pieper@AeroCrewSolutions.com. email EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases.

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

BACK TO CONTENTS *Reserves have a MMG of 75,

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

Aircraft Types

$173.96

70

$146,126

$254.70

$213,948

$141,028

$245.80

$161.02

$135,257

$206,472

$235.76

$198,038

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

A319, A320, A321*

A320 family E190

Sun Country Airlines

Virgin America (Red Wood)

B737

A319 A320 A321

B737NG

A320

Aircraft Types

5% at 200%*

10.A

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B

$100.01

75

$148.71

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$133.82

22-A

24-B-5

401(K) DC

THE GRID

$112,409

$196.83

$165,337 HRxMMGx12

None

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

4.C

4.C

5.A

1 Day / Month Max 120 Days

5% 1:2

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

15.B.2 & 3

16.B.2

16.4

5% 1:1

5% + 3%

None Specified

3.E

3.E

3.F.i

9.7% 1:1

-

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

3.J

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

9%

14.A.1

28.C

27.B

4%

2%

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

28.B.2

27.A.2

-

-

$109.27

72

$94,409

$185.32

$160,116

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

12.B.1

4 H/M

$112.93

70

$94,861

$168.55

$141,582

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

$213.32

$158,710

3.A.1

3.B.1**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

$218.61

$178,385.76

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

1 Day / Month No Max

10.A

9.A

ABX Air B-767

$153.03

68

$124,872.48

19

19.D.1

HRxMMGx12

19

HRxMMGx12

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

HRxMMGx12

3.C.1.a

HRxMMGx12

3.C.1.a

85

4.A.1***

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

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

1-4 = 14 Days 5+ = 21 Days

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

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

Kalitta Air B747

B757, B767, A300, B747, MD-11

Aircraft Types

64

$129,562

$249.67

$191,747

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$50 to $410* Per Month

15.A.1

6.G

$212.69

75

$207,373

$300.00

$292,500

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

401(K) Matching (%)

None

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

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

Contract 2006 as amended

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

$168.70

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

Contract 2010, as amended

Percentage of health care Notes employee pays

10%****

$111,102

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

Rule book 2014

>5 = 14 days <6 = 21 days

62

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

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

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

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

$149.33

Contract 2016, as amended

Contract 2016, as amended

19.B.2

125% of 6% contributed

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

*A321 coming end of 2015

HRxMMGx12

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

Contract 2012 as amended

Percentage of health care Notes employee pays

Cargo Airlines

B747 B767*

UPS (UPS)

20%

3.C*

Atlas Air

FedEx Express (FedEx)

4 H/M Max 600

70

70

Spirit Airlines (Spirit Wings)

401(K) Matching (%)

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

$145.17

4.3

Southwest Airlines (Southwest)

16"%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

0%

Additional Compensation Details

$167.89

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

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

9.C.3

401(K) DC

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

Contract 2016 as amended

Percentage of health care Notes employee pays

December 2017 | 55

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

ACY

CLT ATL

DFW

DAL IAH

ANC

BWI DCA

LGA JFK

AVL

MEM IWA

EWR PHL IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

56 | Aero Crew News

BACK TO CONTENTS

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

AVL

Asheville, NC

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

Delta Air Lines

American Airlines

BOS

Boston, MA

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

American Airlines

GUM Guam

LGB

Long Beach, CA

American Airlines

JetBlue Airways

United Airlines

JetBlue Airways

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

JetBlue Airways

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

FedEx Express

Hawaiian Airlines

Frontier Airlines

UPS

CLE

Cleveland, OH

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

United Airlines

HOU

Houston, TX

Alaska Airlines

CLT

Charlotte, NC

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

American Airlines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

CVG

Cincinnati, OH

United Airlines

MIA

Miami, FL

Allegiant Air

Delta Air Lines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

DAL

Dallas, TX

United Airlines

UPS

United Airlines

Southwest Airlines

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

Virgin America

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DCA

Washington, DC

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

American Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

DEN

Denver, CO

JFK

New York City, NY

Allegiant Air

American Airlines

United Airlines

American Airlines

Southwest Airlines

Frontier Airlines

Delta Air Lines

Southwest Airlines

JetBlue Airways

DFW

Dallas, TX

Virgin America

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

December 2017 | 57

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)

58 | 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)

EMB-145XR EMB-145 EMB-135

2 Digit Code

EV

Sign on Bonus

Pay During Training

$7,500 w/ $300 / week ERJ type*, & $1,400 per Paid for by $1,000 diem to company; single Referral, occupancy checkride, $10,000 then MMG Ret.** Online

ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

EV

$7,500 w/ CRJ type*, $1,000 Referral, $10,000 Ret.**** Online

SkyWest Airlines (Skywest)

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

OO

$7,500*

Republic Airway (Republic) EMB-170 EMB-175

RW

Hotel during new hire training

$10,000* $12,500**

Feb/15

Paid for by $300 / week company; single occupancy

3.C.1

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

$1.85/hr

Sept 2011

4.C.2

Dec/2017

$1.85/hr

June 2007**

5.A.1

Sep/2017

United

Delta***, American

4,550

3008.19.A

3015.6.A.1

3009.1.A

Dec/2017

Dec/2017

4.B.1

April 2014

2,061

Dec/2017

Dec/2017

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

Sept 2017

2,173

Dec/2017

Dec/2017

Online

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$10,000*

Single MMG, but no Occupancy paid per diem by company

Bases

United, American, Alaska, Delta

ATL, DFW, DTW, LGA***

9E

Surface 3 LTE

None

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

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

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

EWR Contract 2015

American

ALPA

iPad Air 2

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

Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

OH

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

$1.80/hr

October 2017

1,905

5.D.1

Dec/2017

Dec/2017

$1.75/hr

November 2016

1,582

5.A.1

Dec/2017

Dec/2017

Paid for by company; single occupancy

$1.60/hr

March 2017

1,220

5.B.1

5.A.2

Dec/2017

Dec/2017

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

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

YV

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

ZW

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

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Dec/2017

Dec/2017

QX

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

July 2014*

635

5.I.4

6.C

5.G.1

Dec/2016

Dec/2016

CP

$17,500 Signing $1,500 Referal Bonus

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

October 2015

659

3.H, 5.B

5.B.3

5.B.1

Dec/2017

Dec/2017

G7

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

$1.60/hr

December 2017

600

Dec/2017

Dec/2017

2 Digit Code

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

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

534

Union

EFBs

Bases

Delta

ALPA

iPad 2**

JFK, DTW, MSP, LGA, ATL

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

American

ALPA

iPad

United, American

ALPA

iPad***

PI

LOA 16

5.D.4

5.A.3

$1.70/hr

350

5.D.1

Dec/2017

Dec/2017

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

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

Contract 2013 as amended PHX, DFW, IAD, IAH

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

American United

Alaska

ALPA

iPad

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

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

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

January 2017

Notes

Contract 2013 as amended

Union

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

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

ALPA

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **$10,000 Surface 3 LTE CLE retention bonus at the end of 2018

Dec/2017

February 2017

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

ALPA

EFBs

2,530

$1.95 Eff. 7/1/2017

3.F.1 Mesa Airlines (Air Shuttle)

Union

Over 2,000 Pilots

65 Hours

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

2 Digit Code

Most Number of Do Business Pilots For: Junior CA hired

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

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

Per Diem

THE GRID

American

ALPA

PHL, MDT, ROA, SBY

Notes

December 2017 | 59

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

Contract 2013 as amended

EMB-175

GoJet Airlines (Lindbergh)

THE GRID

CP

CRJ-700 CRJ-900*

$1,500 Referal Bonus $12,000** $5,000***

G7

Aircraft Types

2 Digit Code

Diem*

double occupancy

3.H, 5.B

5.B.3

$1.65/hr**

2015

659

5.B.1

Dec/2017

600

Dec/2017

American

ALPA

iPad

MSP, LAX, SEA Contract 2014 as amended

Dec/2017

General Information

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

$1.60/hr

December 2017

Jan/2017

5.B.3

6.C

5.O

Dec/2017

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

United, Delta

Most Number of Do Business Junior CA Pilots For: hired

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

IBT

Union

Contract 2016 as amended EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

PI

LOA 16

Trans States Airlines (Waterski)

ERJ-145

AX

5.D.4

$30,000*

5.A.3

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

Cape Air (Kap)

5.A.1

ATR-42 C402 BN2

9K

None

Saab 340b

3M

$12,000*

Paid for by MMG & Per company; single Diem occupancy

Ameriflight, LLC (AMFlight)

None

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

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

CommutAir (CommutAir)

AM

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

Great Lakes Airlines (Lakes Air)

C5

B1900D EMB-120

ZK

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

KS

Seaborne Airlines (Seaborne)

DH-8-300 S340

BB

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

5.D.1

Dec/2017

Dec/2017

$1.90/hr

June 2016

600

5.C.1

Dec/2017

Jun/2016

6.E.5.A

100

6.G.1

Dec/2016

Dec/2016

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

Immediate

185

Oct/2015

Oct/2015

Paid for by company; single occupancy

$1.80/hr

Apr/2017

291

Up to $15,000*

MMG

Online

3.G

5.A.8

5.B.3

Dec/2017

Dec/2017

$36/Day

Paid for by company; dual occupancy

$1.50/hr

December 2017

30

4.D

Dec/2017

Dec/2017

$50/day

2012

120

No

American

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

IBT

Self**

IBT

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

Contract 2013 as amended

PHL, MDT, ROA, SBY

iPad

IAD, STL, ORD DEN, RDU

No

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

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

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

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

FLL, TPA, MCO, IAD

Contract 2011 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

None

iPad

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

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

United

ALPA

None

EWR, IAD, BTV**

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

UTU

DEN, PHX

None

ANC, BOS

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

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

Need contract

Oct/2014

C208, C207, PA31, B1900 DH-8

Island Air (Moku)

350

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

3.K.A

Silver Airways (Silverwings)

$1.70/hr

January 2017

7H

Q-400

$30/dom, $50/int $15,000 for all pilots in 2017, $5,000 referral

WP

MMG

None, except during SIMs in SEA, Single

MMG*

Paid for by company if not in HNL; Single occupancy

3.C.1

11.P.3

Pay During Training

Hotel during new hire training

$12,000

Total Pilots Aircraft Types

2 Digit Code

Sign on Bonus

January 2013

90

SJU, STX Need contract

Oct/2014 $40.00 per over night

March 2015**

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

Per Diem

215

Ravn Alaska

None

Codeshare with UAL

ALPA

iPad

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

ANC

Jun/2017 70

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

HNL

Contract 2016 as amended

Nov/2017

20,634

Most Number of Do Business Junior CA Pilots For: hired

Union

EFBs

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

Pay Protection

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots

Headset Reimbursement

None

None

100%

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

-

Yes*

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

3008.12.A

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

100%. Over 87 hours 125%***

See Trip Rig

1:2

1:4

75%

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

None

None

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Yes**

14

217

23.E.1

3.E & F

23.C.1

11

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

Min Days off

Pay

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Provided by company****

500 - 2,000 Pilots 25 Hours

New hires pay

Contract 2004 as amended, Currently in negotiations

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

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

4:12

12*

Notes

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

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

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

12/12 or 11 for reserve in 30 day month

(Line/Reserve) 60 | Aero Crew NewsProtection Endeavor Air

Max Scheduled Duty

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

Notes

BACK TO CONTENTS

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

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

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

11

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

-

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

12

Yes

14

501

4

3.R.4

3.N.1

12.H.1

-

3.H.1

-

11

Yes*

13 , 14.5 on CDO

195

3.5**

None

None

None

50%**

125% or 150%***

12.D.1

3.i.1

12,A1

-

4.D

-

-

-

3.L

3.J

17.B.2.A

None

11

Yes*

FAA Part 117

187

12.B

3.G

12

-

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

-

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

None

150% 200%**

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

None

-

-

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

$400****

None

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

-

None

62.5%

100% or 200%**

-

-

-

6.A

3.H.9

5.E.2

-

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

3.C.1.c

-

50%***

25****

100%

150% or 200*****

5.C.2.a

5.C.2.a

5.C.2.a

Yes

FAA Part 117

239

4**

7.A.4.a

5.B.3

7.A.2.a

-

5.C.2.a

5.C.2.a

$200

None

5.4.2.d

26.M.5.A

-

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

None

11 or 12*

Yes**

FAA Part 117

392

4

None

None

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

-

4.B.1

-

-

-

8.A

3.G

11/12

Yes

FAA Part 117

165

4*

4*

None

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

-

5.B.1

5.B.1

-

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

26.3

26.C.1

150% 200%**

$25 / Month

None

5.E

5.D

26.L.5

-

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

100%**

$25 / month

None

Under 500 Pilots 11

Yes

14

185

4

4 per day*

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

None

None

75% air; 50% ground

-

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Yes*

14

246

4**

None

None

None

100%

150% 200%***

3.F

12.E.1

-

LOA 201107

-

-

-

3.H.1

3.E.2

5.F.3

-

Yes as needed

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

Contract 2017 as ammended

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

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

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

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

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

-

25.A.5

Contract 2012 as amended

11

Yes*

14

161

3, 4 on lost day

Greater of min day, credit, duty rig

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

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

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

Fly 4-5 days per week

Yes

FAA 135

NA

NA

NA

NA

NA

100%

100%

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

None

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

14 or 15*

59

3.75

None

None

None

50%

100%

$200 per year after first year

None

3.C.2

-

18.C.1

-

18.B.5

-

-

-

3.C.4

18.J.1.b

19.D

-

Peninsula Airways (Penisula)

5 on 2 off

Seaborne Airlines (Seaborne)

13

Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

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

Yes***

FAA Part 117

123

3.8

None

None

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

-

-

-

4.F.1

4.A.4

15.AA

-

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Island Air (Moku)

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

100%

None

13*

Notes

None

None

See Trip Rig

THE GRID

Contract 2003 as amended

None

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

3 hours or See Trip Duty Rig Rig

Contract 2015

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

500 - 2,000 Pilots

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

Silver Airways (Silverwings)

-

25 Hours 5 Day Trip

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

Cape Air (Kap)

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

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

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

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

Notes

December 2017 | 61

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

$40,734

$98.18

$88,362

75

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

-

3.A

CRJ-200

$48.10

CRJ-700

$50.99

EMB-175

$51.17

CRJ-900

$51.94

-

3027.2

EMB-170 EMB-175

-

Endeavor Air (Endeavor)

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

Mesa Airlines (Air Shuttle)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

LOA 9

4.A

75

$50.42

3-1

3.K.1

7.A

25.A.2

25.B.2

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

$98,397

HRxMMGx12

3.A

HRxMMGx12

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

8.A.1***

$45,378

HRxMMGx12

$120.11

3-1 $89.12

75

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$65.74

CRJ-900

$67.09

EMB-175

8.A.1

$109.33

3008.5.A.3* HRxMMGx12

75

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

$43,632

75

$39.78

HRxMMGx12 $80,208

7.A.1

14.A.1

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

27.A.1*

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

None

30%

27.A.1

28.A.3

None

-

3.A.1

CRJ-200

$41.78

CRJ-700 CRJ-900

$43.29

-

3.A.1

4.A

None

8.A.1

14.K

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

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

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

14.E

None

HRxMMGx12

8

9.A

28.B**

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$59,166

$117.70

$105,930

3.5 H/M

$60,381

$122.20

$109,980

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

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

HRxMMGx12

3.A.1

HRxMMGx12

7.A.3.b

14.A

28.B

28.B

27.A.2

$37,602

$98.37

$88,533

$106.67

$96,003

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

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

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

27%

$38,961

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

14.A

28.C**

28.C

27.B.4

C700/E170

< 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%

3.A.1

HRxMMGx12 $84,433

$99.65

$90,881

$105.08

$95,833

$52.00

76

$47,424

$108.00

$98,496

-

3.A

4.A.1*

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.98

75

$44,982

$109.29

$98,361

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

3.75 H/M Max 375

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

None

28.A.3.b

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

-

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

7.B.2

14.A.1

28.B**

28.A

27.D.2.a

$49.43

80.5

$41,383

$119.19

$99,786

< 5 = 14 days > 5 = 28 days

3 H/M

6%

None

Company Discretion

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.C

27.A

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

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

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

None

29% Employee, 34% Family

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

14.A

27.D.1

27.D

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

Q-100, Q-300

13.A.1

Under 500 Pilots

$40.33

75

$36,297

$89.98

$80,982

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

4 H/M

50% Match: <4 = 6% 4-9 = 9% 10-14 = 10%

1%

Contract 2003 as amended

Percentage of health care Notes employee pays

Q-400 ERJ-175

E-170, E-175

Contract 2015

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

LOA*

$92.58

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

35% for TPO Traditional PPO Plan

HRxMMGx12

HRxMMGx12

Contract 2007 as amended, Currently in negotiations

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

25% for PHP Pilot Health Plan

$84,510

C200/E145

Contract 2004 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015

$93.90

75

4.A

38%

-

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

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

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

500-2,000 Pilots

62 | Aero Crew News Piedmont Airlines (Piedmont)

25%

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

$91,620

C900-C

Horizon Air (Horizon Air)

401(K) DC

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

$101.80

EMB-145

C900/E175

Air Wisconsin (Wisconsin)

Percentage of health care Notes employee pays

401(K) Matching (%)

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

$41,796

75

PSA Airlines (Bluestreak)

Sick Time Accrual

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

27.B.2

Contract 2013 as amended

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

Contract 2013 as amended

Contract 2017 as amended

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

*MMG based on 35 day bid period.

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

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

BACK TO CONTENTS

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

Max 17%

(Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

E-170, E-175

$45.80

75

-

3.D

4.A.1

CRJ-700

$44.33

75

-

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

$41,220

$111.24

$100,116

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

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

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

None

Additional Compensation Details HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

1%

$39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

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

13.A.1

Under 500 Pilots

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

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

Max 17%

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

ERJ-145

$45.67

75

$41,103

$106.07

$95,463

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

30.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

-

20.A

B1900D, EMB-120

$42.40

75

$38,160

$57.51

$51,759

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

-

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

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

$44.00 $40.00

75

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

B1900, DH-8

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

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

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

Contract 2011 as amended

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

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

THE GRID

Percentage of health care Notes employee pays

$40.33

$12.72

Contract 2014 as amended

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

Q-100, Q-300

ATR-42, C402, BN2

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

HRxMMGx12 $64.00

60

-

$37,440

*Based on profitability

Yes*

$62,100

Need contract

HRxMMGx12 $117.00

HRxMMGx12

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

None

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

HRxMMGx12

Q-400

$61.88

80

$59,405

$123.60

$118,656

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

7.6 H/M 480 Max 720 Max*

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

-

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

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

401(K) DC

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

Contract 2016 as amended

Percentage of health care Notes employee pays

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

December 2017 | 63

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

64 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

THE GRID CVG Cincinnati, OH

Ameriflight, LLC

PSA Airlines DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

Air Wisconsin

PSA Airlines DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

ExpressJet Airlines

Republic Airways

Endeavor Air MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS Massena, NY

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

Cape Air

MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines

Air Wisconsin ORF Norfolk, VA

Air Wisconsin OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

Air Wisconsin

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air ROA Roanoke, VA

Piedmont Airlines RUT Rutland, VT

Cape Air

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

December 2017 | 65

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

66 | Aero Crew News

MMG

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Percentage of health care Notes employee pays

BACK TO CONTENTS

THE GRID

Regional Flight Attendants General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

Sign on Bonus

EV

Pay During Training

None

Hotel during new hire training

Per Diem

Dual Occupancy Paid for by company*

None

$1.70

Do Number of Business Flight For Attendants

Union

Average Most Junior Base Reserve Time

Most Senior Base

Bases

Notes

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

United American

IAM

Delta American

AFA

7.D ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

EV

None

Dual Occupancy Paid for by company

None

$1.60

5.E PSA Airlines (Bluestreak)

6.C Total

CRJ-200 CRJ-700 CRJ-900

OH

None

Yes

1.80 / hour effective 11-116

Yes

AA

900

Aircraft Types

ExpressJet (LASA) (Accey)

PSA Airlines (Bluestreak)

2 Digit Code

Sign on Bonus

Hotel during new hire training

Pay Protection

Max Scheduled Duty

Min Day Credit

12/10 or 11

Yes

13.5

1:04

5.A.4

4.N

7.B.7

8- 12 months

CVG

CLT, CVG, DAY, TYS

CLT-DAY

Contractual Work Rules

Average Most Junior Reserve Time Base

Most Senior Base

Jetway Trades

Holiday Pay $5.00 per hour

Yes

50%

100% or 150%*

Initial paid by FA 75 Points Per Year**

Yes

Yes

4.S

4.Q

7.A.2

LOA

4.V

14

Holiday Pay 150%

No

100%

100%

Initial paid by FA $200 Per Year

5.O

6.A

5.D.1

5.L

18

yes

above guaranee

Initial new hire NO / $250 annual uniform allowance

N/A

Deadhead Pay

Open Time Pay

Uniform Reimbursement

Job Shares Available

5.C.1

10

Yes for cancellations

$14

N/A

N/A

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Min Day Credit

Min Trip Credit

150% Yes Thanksgiving In some cities and Christmas

Incentive Pay

Downtown Hotel

Base Pay

FA Top Out Pay

Base Pay

No. of Vacation weeks & accrual

80

$18,240

$38.00

$36,480

4.A

HRxMMGx12

4.A

HRxMMGx12

8.B.2

401(K) DC

5 Hours Per Month

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

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

9.A

22.E

22.E

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

None

0%

23

75

$16,542

$37.31

$33,579

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

3.75 Hours Per Month

-

5.A

5.B

HRxMMGx12

5.A

HRxMMGx12

12.A.2

13.A.1

24.B

24

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

3.0 / Month

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

N/A

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

-

Aircraft Types

$31.03

HRxMMGx12

FA Starting Pay

MMG

Base Pay

$26,810

Notes

Percentage of health care Notes employee pays

401(K) Matching (%)

$18.38

$15,457

Jetway Trades

Sick Time Accrual

CRJ-200 CRJ-700 CRJ-900

PSA Airlines (Bluestreak)

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

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

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

72

Notes

Job Shares Available

9.B.3

$17.89

Notes

Uniform Reimbursement

7.R.2

CRJs

Bases

Open Time Pay

7.D.2

$19.00

Union

Deadhead Pay

14

EMB145XR, EMB-145, EMB-135

Number of Flight Attendants

Downtown Hotel

Yes

MMG

Number of FAs

Incentive Pay

10

FA Starting Pay

Per Diem

Min Trip Credit

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

ExpressJet (LASA) (Accey)

Pay During Training

Min Days off (Line/Reserve)

Aircraft Types ExpressJet (LXJT (Accey)

AFA

900

Total Flight Attendants

ExpressJet (LXJT) (Accey)

ATL, DFW, DTW

HRxMMGx12

FA Top Out Pay

Base Pay

Percentage of Notes health care employee pays

December 2017 | 67

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