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Also Featuring: Letter from the Publisher
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Stepping Back In Time
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Remembering one from our nation’s “Greatest Generation”
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December 2018 | 5
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
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Dear readers, I’d like to wish each of you a happy and memorable holiday season. May it be all that you hope and bring a few pleasant surprises, as well. If you are working, away from your loved ones on holidays, your colleagues, your company and the traveling public thank you, though they may not have the opportunity to say it to you personally. Our editor recently told me the story of a time she was flying back from Paris on Christmas Day. Days before, at a holiday dinner party, she had been given a delicate yet inexpensive ornament as a remembrance, but she doubted it would ever make it home in one piece. When she arrived at the gate, she gave the ornament to a young woman assigned to the flight along with her expressed appreciation for the sacrifice the young woman was surely making working on Christmas Day. The gate agent seemed touched by the token and offered her thanks with a smile, a tiny tear and then an appreciative hug. As she boarded, our editor received another expression of thanks – a wink and an upgrade to first class for the long flight from CDG to JFK. On the flight deck, I think we miss a lot of the human moments that touch our customer service colleagues every day. But, we do always try to gift our passengers with a safe, pleasant flight and a smooth landing. We have some history for you this month, as we observe 115 years of aviation. (Thank you Messrs. Wright!) I sincerely hope you’ll enjoy the nostalgia and good advice in these pages. Of course, the Grids are awaiting your attention if you’re looking for a career move. Until next year, I wish you joy in all you do and always … Fly safe,
Craig D. Pieper Craig Pieper
About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 7,000 hours of flying time since his introductory flight on November 14th, 1992.
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November 2018 The November issue of Aero Crew News is full of valuable and interesting information, especially relevant to you. Featured last month is Trans States Airlines, one of the original regional airlines that was founded in the early 1980s. Read about its company culture and its flow program into Frontier. In her second installment of Self-Defense for Flight Crews, Valerie Walker points to the importance of situational awareness and gives pointers on honing yours. Returning this month in Cockpit to Cockpit, Marc Himelhoch explains the various “rigs” to examine when you’re comparing contracts and considering their impact on your quality of life. Joshua Dils provides some excellent suggestions for smartphone applications to improve your health and fitness in his Pilot Fitness article. We also include a couple of good reads related to weather. Meet Anthony C. Lorenti in his new column, Squall Line and read how weather played into Joel Gibbons’ first day off of high minimums as a captain. Being prepared is what flight crews live every day and it should be no different when considering your financial life. This month, Steve Anglin’s Money column illuminates the paths and plans you need to consider should your career by rerouted. Continuing with the all-important topic of money, Jonathan Kulak addresses mortgage interest rate facts and fictions in his Mortgage Matters piece. And of course mortgage matters when you’re buying a property which is a good tactic for wealth building, and Tracy DuCharme outlines 16 reasons to support owning over renting in her piece this month. As always, the Grids are available for you. We welcome your feedback on any topic. Write us at info@ aerocrewnews.com.
CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Layout Design Charlotte Dameron Additional Contributors Valerie Walker, Deborah Bandy Tracy DuCharme, Jonathan Kulak, Glenn Nevola, Joshua Dils, Mike Davis, Jose Vega Meredith Edwards Aviator Bulletins Provided by the companies listed Photographs By Photographs as noted. Grid Updates By Brandon Pieper GridUpdates@AeroCrewNews.com Social Media Marketing By Modern Aviation Marketing & Public Relations ModernAviationMarketing.com
© 2018 Aero Crew News, All Rights Reserved.
December 2018 | 9
AVIATOR BULLETINS
Dedication Event Showed Strength Of Support For Desert Jet Center’s New Upscale Terminal And Hangar Facility At The Jacqueline Cochran Regional Airport
Images Courtesy of Desert Jet
D
esert Jet Center, the desert’s newest and highest rated Fixed Base Operator (FBO) held a dedication event this month in celebration of the support it has received from valued customers and local communities in building its new aviation facility at the Jacqueline Cochran Regional Airport (KTRM) in Thermal, California.
Desert Jet Center, now operating in its second year, continues to be instrumental to the growth of the Jacqueline Cochran Regional Airport. As the “Preferred CAA” (Corporate Aviation Association) FBO at KTRM, Desert Jet Center remains the highest rated FBO in customer service (receiving 27 “five-star” reviews on industry sites
Local dignitaries which included Riverside County 4 th District Supervisor V. Manuel Perez, Coachella Mayor Steven Hernandez, La Quinta Mayor Linda Evans, and staff representatives from the offices of Congressman Raul Ruiz, MD. and Assemblymember Eduardo Garcia were among the speakers and presenters during the event recognizing Desert Jet Center for its part in the development of the airport and local communities it serves.
such as Airnav.com) and in safety, as the only FBO in the desert southwest to achieve IS-BAH stage 2 registration and meet NATA Safety 1 st standards.
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Desert Jet Center’s new upscale 32,500-square-foot general aviation terminal and hangar facility is scheduled to open in Spring 2019. For more information, visit the Desert Jet Center website at www.desertjetcenter.com, email info@desertjet. com or call at (800) 338-KTRM. ACN BACK TO CONTENTS
Image Courtesy of Desert Jet
Desert Jet Adds Third Citation CJ3 to its Growing Charter Fleet
L
eading business aviation services company Desert Jet is pleased to announce the addition of a third Citation CJ3 to its charter fleet. This beautiful 2007 aircraft is based at the company’s Palm Springs headquarters at the Jacqueline Cochran Regional Airport (KTRM). The Cessna Citation CJ3 is configured to accommodate up to seven passengers with beautiful leather seating in warm neutral colors. The roomy interior has an aft fully-enclosed lavatory and a galley area towards the front of the cabin for refreshments and snacks. The addition of this aircraft brings Desert Jet’s fleet to ten jet aircraft based throughout Southern California
to serve its clientele. “The CJ3 is the perfect addition to our existing fleet of beautiful, newer light jets”, said Denise Wilson, President and CEO of Desert Jet. The aircraft was acquired on behalf of the client by Desert Jet’s acquisitions and sales team, who handled all aspects of the transaction from researching all on and off market aircraft, negotiating the transaction, and overseeing the pre-buy inspection. In addition, the aircraft was added to Desert Jet’s charter certificate within days of taking delivery of the aircraft. Charter inquiries can be made at charter@desertjet. com or by calling (800) 381-JETS. ACN
December 2018 | 11
AVIATOR BULLETINS
Images Courtesy of Envoy
Envoy Aiming Higher: More Aircraft Coming Soon
G
reat news for the Envoy team, as American Airlines announced that it is exercising options for 15 additional Embraer 175 (E175) aircraft and that they will be operated by Envoy. These new aircraft are expected to begin arriving at a rate of three per month, starting in early 2020.
“I am grateful to each of you for all you do to contribute to our success and earn American’s continued support,” said President and CEO Pedro Fábregas in a letter to Envoy employees. “Growth like this is only possible when we pull together to maintain a safe, reliable, high-quality and cost efficient operation for our customers.”
This is in addition to the 25 E175s currently on order that begin arriving later this month and continue through 2019. By mid-2020, Envoy’s E175 fleet will have nearly doubled to 84 jets from where it is today. In total, Envoy’s fleet numbers more than 170 aircraft, including over 100 44 and 50-seat Embraer regional jets. This new aircraft will position Envoy to continue growing and expanding its service to American.
“Each new aircraft we welcome to the Envoy fleet represents more jobs and greater opportunity for all of us. We now have nearly 17,000 employees, flying to more than 150 destinations and providing ground handling in 112 airports – and today’s news ensures that we’ll continue to grow in the years ahead,” he concluded.
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Join the Envoy team and grow with us! ACN
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Ameriflight Signs Pilot Pathway Program Agreement with Atlas Air Worldwide Companies Images Courtesy of Ameriflight
A
meriflight has entered into a pilot pathway agreement with Atlas Air, Inc. and Southern Air, Inc., subsidiaries of Atlas Air Worldwide Holdings, Inc. (Nasdaq: AAWW), that guarantees Ameriflight pilots an interview with Atlas after as little as three years of service. The collaboration is intended to offer an outlined path under which pilots can gain unparalleled flying experience at Ameriflight and accumulate the experience needed to proceed to Atlas Air and Southern Air.
Southern Air subject to hiring needs and meeting all program and hiring requirements.
Atlas Air Worldwide is widely recognized as a leading global provider of outsourced Boeing 747, 777, 767, 757 and 737 aircraft and aviation operating services. With a focus on express, e-commerce and fast-growing markets, the company is in an era of significant growth and development, with opportunities to expand its cargo and passenger operations with existing customers and new ones.
“Our partnership with Atlas Air and Southern Air provides an exceptional career advancement opportunity for our pilots,” says Ameriflight Chief Executive Officer Paul Chase. “We have made a commitment to our team and the industry that Ameriflight will be the nation’s top place for pilots to become professional, major-airline ready, aviators. This is why we choose to align ourselves with the world’s best companies, like Atlas Air Worldwide. ”
The Pilot Pathway Program between Ameriflight, Atlas Air and Southern Air is open to qualified Ameriflight pilots. Participants will gain requisite experience fulfilling a number of benchmarks while at Ameriflight for 36 months, including Atlas’ ATP/CTP program, professional/career development programs and more. Successful completion of the program will afford for these Ameriflight pilots a guaranteed interview with Atlas Air and
Under the program, a Pathway Pilot reaching the outlined benchmarks will be recommended for Atlas’ ATP/ CTP program. Successful completion of the program and acceptance of employment will result in the pilot being placed in an aircraft class, such as the 747 with Atlas Air for higher-time pilots or the 737 with Southern Air for lower-time, new-hire pilots.
“We are pleased to form this special relationship with Ameriflight,” said Atlas Air President and Chief Operating Officer, John W. Dietrich. “Our business is growing, and our airlines are a great place to build a career. Innovative partnerships like this one help us ensure a solid pipeline of qualified candidates dedicated to a career in aviation, which is at the center of today’s modern global economy.” ACN
November 2018 | 13
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December 2018 | 15
FEATURE
Self Defense for Flight Crews PART 3. Self Defense Tools and Targets W r i t t e n B y : C a p t a i n Va l e r i e W a l k e r Da l Ret . / R aptor Tact ica l Ma r t ia l A r t s
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OOLS and TARGETS addresses physically defending yourself by attacking and neutralizing the threat. This isn’t the civilized predictable world within the dojo or the clean, imaginary world of movie fights. FIGHT DIRTY and keep fighting. Fight like your life depends on it because in all likelihood, it will. In Part 1 and Part 2 of Self-Defense for Flight Crews, we covered the mental chess game that is self -defense and how to turn a wouldbe attacker’s predator mindset into the mindset of the prey. We covered what the OODA loop is and how to avoid being paralyzed in “Decide” mode. Part 2 explored the Five Stages of Situational Awareness and the daily exercises that will improve your situational awareness immediately until it becomes habitual. Part three of Self-Defense for Flight Crews covers the sets of the most effective and easily used physical tools your body has, and how to hit the most vulnerable and available targets of your attacker. These aren’t the only tools or targets you can use, but they are the ones that don’t require a great deal of strength or the skillful accuracy of a martial artist to be wickedly effective. The objective of Tools and Targets is to neutralize the threat so that you can get away without the threat getting up and attacking you again.
TARGETS
The attacker’s fingers
The attacker’s eyes
Like eye gouges, releasing one’s hold on you by seizing a finger and breaking it or bending it back will work, too. It works quicker and far better than grabbing their arms or hands and trying to match strength for strength. There will always be someone bigger, stronger, or more well trained than you. The police tactic that applies to this is “Control the hand, control the man.” (I can expand on the techniques you can use for this, as well as breaking holds, joints and disarming attackers if you’re seated and strapped in with the attacker behind you. That tactic alone requires a short illustrated article.)
You rarely see actors having a fight in the movies going for gouging the eyes. That’s because it usually means a real fight is ended before it begins and it’s just not macho enough to seem fair. In the real world, if you gouge with the intent of doing real damage or taking the eyes out, it doesn’t matter how powerful, big, or strong the bad guy is, they forget about attacking you and concentrate on getting away from the pain and threat to their eyes. It’s one of nature’s subliminal prime directives for survival. The reason predators prefer weak, unaware, or ill targets is that it requires less risk of damage to themselves. A blind or crippled lion doesn’t survive long without becoming prey itself. The same animal instinct and reaction to extreme pain is present in humans and overrides our conscious commands.
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The attacker’s groin
The attacker’s ears
We’re all familiar with why this works. Kicks, grabs and punches still work, even if the attacker is behind you and has you in a bear hug. Specifically, spur kicks with your heel and a grab and twist action are effective.
Cupped or flat palms aggressively slapping the sides of your attacker’s head over the ears stuns them. A percussive strike like this causes severe pain and has the potential to burst their eardrums.
The attacker’s fingers, knees, and elbow joints It only takes five to seven pounds of force to break a knee joint, even less an elbow or finger. Kicking a knee out from the front or side is a break. Kicking or pushing the bend in the knee from the back collapses the opponent. With a break, you take out their base and they can’t pursue you. Your goal is to attack and neutralize the threat. Break points force the joints in the opposite direction of the way they’re made to bend. Collapse points, like those found where the hips connect to the thigh, the elbow, knees, fingers and shoulders make the joint bend when pushed or kicked to collapse the arm, legs or torso of your opponent. The attacker’s throat Attacking someone’s throat is probably one of the most lethal targets you can aim for, which explains why so many attackers go for yours. We have two carotid arteries, located on each side of the neck, which supply all blood flow to the brain. Putting pressure on these with hands or a headlock can cause a loss of consciousness in six to ten seconds. A minute or more of choking results in death. If it’s just a ten-second full-on choke and then you release, they should regain consciousness in about five or six seconds. This is why you should never practice chokes without the supervision of a professional. Along with the two major sources of blood to our brains, the throat also contains our only airway, the trachea, and our spinal column. If you put your finger on that beautiful delicate indentation in your throat called the “neck dimple” or laryngeal prominence, and push (gently down and in) you’ll see why a fist, elbow, or even a finger here is so effective. A heavy hit to this area will crush the trachea, break the hyoid bone and result in the windpipe swelling shut and very probably death in approximately 5 minutes. Again, NEVER hit anyone in the throat unless you intend to severely injure them. A thumb or fingers in the neck dimple, however, should dissuade them from hurting you.
The attacker’s nose Fortunately or unfortunately, what you’ve heard about hitting someone’s nose and driving a bone into their brain isn’t true. The nose is mostly composed of cartilage. That said, it’s still a very effective target because of its delicate nerves, the immediate pain and stun factor when hit. The attacker’s head The head may sound like it is too broad a target. The reason I’m including it in this very brief list of potential body targets is because controlling your attacker’s head is another popular tool used by law enforcement to control their own attackers. Wherever your head turns, the body follows. The hooked bones that literally connect your skull to your vertebrae are a relatively fragile structure called the occipital bone and the Atlas, or the atlanto-occipital joint. If an attacker has you against a wall or on the ground, an upward elbow or heel palm to the chin will knock him back. If you’re standing or up against a wall, this is particularly effective in keeping him on his heels. Always keep going into the attacker and keep striking or pushing upwards under the chin to keep them off balance or drop them. Grabbing the head or the hair close to the scalp and twisting the head to the side and down can turn or throw them. Bear in mind that it can also break a person’s neck and kill or paralyze them. Be judicious and responsible in a non-life threatening environment. If you opt to practice, do so under the watchful eye of a professional and be very gentle in anything involving head/neck manipulation. There are many more targets I haven’t yet mentioned, but these are a few of the best. A good rule of thumb in a real life situation is: ALWAYS KEEP HITTING THE CLOSEST TARGET WITH YOUR CLOSEST TOOL. This creates many more targets in one strike, a smoother natural flow, speed and efficiency of movement. It’s also important to keep your balance. That means feet shoulder width apart with knees slightly bent. (Locking your knees makes it easy to push you off balance.) Stay loose and relaxed. This allows you to breathe, move and
December 2018 | 17
absorb impacts better. Keep your posture upright head over shoulders and don’t weave around unless you’re dodging punches. Remember, the body follows where the head goes, so if you throw your head around outside of your alignment center, you’ll throw yourself off balance. TOOLS As in TARGETS, there are many more tools you have at your disposal than the few I’m going to list for you here. I’ve chosen these particular tools because they’re powerful, a natural go-to, and they don’t require a great deal of accuracy. Even an advanced martial artist or marksman loses 60% of their fine motor skills in a stressful situation. Tools are just something you use to strike at the target. A good rule of thumb is: NEVER HIT ANYTHING HARDER THAN YOUR TOOL WITH YOUR TOOL. Feet Your feet can be used to kick, stomp, or push targets on your attacker. Kicks are good tools for keeping attackers with knives at a distance and away from you. Make your kicks low and fast to avoid being cut or having your leg grabbed. Kick the knees and take out their base. If you’re going to do a front snap-kick, keep your toes turned up and strike with the ball of your foot. If you’ve ever had a jammed or broken toe you know why.
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Elbows Elbows are one of my favorite tools. You can strike in any direction with elbows. They’re strong, solid bones with a lot of muscle power behind them. Most fights happen in close proximity where fists have little room. The hand is a delicate structure with 27 small fragile bones, nerves and joints, better used for grappling, eye pokes and more detailed strikes. There are upward elbow strikes, side elbows, back elbows and downward elbows designed to use gravity to take your opponent down. Knees Everything I’ve said about elbows applies to knees except for the omnidirectional advantage of elbows. The closest tool to the closest target is great for close proximity groin shots. If you’ve doubled your attacker over, a knee to the head combined with a downward elbow should neutralize the threat. Hands Hands are great for grappling, grabbing fingers, ears, hair and jabbing eyes as well as percussive strikes to the ears. Heel palms are good tools to keep your attacker retreating on their heels. Fists are good at distances closer than long kicks. Fists will be a natural first go-to tool in a real fight. Just don’t forget your other options and don’t forget BACK TO CONTENTS
to avoid or block the threat first. Remember ACA (AVOID the threat / CONTROL the threat / ATTACK and neutralize the threat). Forearms This overlooked tool is good for clotheslining your attacker’s throat, strikes and generally pushing them back. Head butts Again, never hit anything harder than your head with your head. A rear head butt to your attacker’s face (particularly the nose area) is a great way to defend yourself from a being grabbed and held from behind. Front head butts are best used striking your attackers nose with your forehead. You’ll get your own bell rung if you hit something harder. THINGS TO REMEMBER WHEN DEALING WITH GUNS AND KNIVES ACA = Avoid / Control / Act (neutralize the threat) GUNS I would rather have the barrel of a gun against my head or body because it’s much easier to avoid it, control it and use it against my attacker when I know where it is and can reach it. Realistically, the bullet is not really going to get to the target any slower from a few feet away. A simple sideways pivot with your elbows against your body and your hands up can get you out of the line of fire if done quickly and correctly, while simultaneously blocking, grasping and controlling the weapon. The reaction time it takes for a shooter to realize what you’re doing, decide to pull the trigger and send the signal from the brain to the trigger finger response is roughly 31/100 of a second in prepared police trials. This is considerably slower than the 9/100ths of a second it takes for you to pivot out of the way and control the weapon. Action beats reaction. The muzzle of the gun is the only threat. When you control that, you control the situation. In controlling the barrel you can grab it from below or above, even from the side although below or above the barrel is best for leveraging it out of the opponent’s grasp. Grabbing the barrel firmly from above has the added advantage of stopping the slide from feeding a bullet into the chamber or firing
if it’s a semiautomatic hand gun. The object is to never, ever let the muzzle of the gun cross anything you don’t want shot, especially you. And NEVER cover the muzzle of the gun with your hand while controlling the barrel. It’s fine if the barrel points at your attacker, in fact, there is a seated technique that will not only prevent you from being shot but will force your attacker to shoot themselves. But that’s something that needs to be thoroughly explored and understood in another article and trained in person. KNIVES In a knife fight you WILL get cut. It’s a close contact attack. Make sure your cuts aren’t in lethal areas as you’re defending yourself. Avoid exposing the inside of your wrists, arms and legs to the knife. That’s where major veins and arteries are. Of course, there’s also your neck to consider. Tucking your chin tightly into your chest and your forearms (wrists towards your face) provides some protection to your throat against both knives and chokes. If you can keep the attacker away from you using kicks, a tool like a stick or broom, or wrap cloth like a coat around the forearm you’re blocking with is preferable to close contact. Striking the attacker’s wrist or hand sharply with a stick can also make him release it. Again, these techniques require a more in-depth article at a later time. In closing, I hope that I’ve given you one or two things that will work for you. A few self- defense moves practiced many times are far more effective than many martial arts moves practiced a few times. The mindset is even more important than tools and targets. You’ve already come a long way toward living a happier, more aware and safer life. Please pass on anything that you feel is of value to your friends, family and co-workers. Caution them to use what they learn responsibly and carefully. As with all things, the good or bad consequences of power depend on how each of us chooses to use it. Use it wisely to preserve and protect yourself and others. Happy trails and Safe Skies. ACN
About the Author Captain Valerie Walker started her aviation career in unconventional, adventurous ways full of interesting challenges. Read More...
December 2018 | 19
Take a short approach.
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BACK TO CONTENTS Fast track your career. Learn more at capeairpilots.com.
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CAUTION: Flexibility Required W r i t t e n B y : J o s e A . Ve g a
“The ability to modify your way of interacting with your crew, dictates how painless or how strenuous your aviation career will be.” – Jose Vega
O
ne of the most difficult, yet simple things in life, is human interaction. As a member of the crew, we must interact efficiently with each other and also with all the people around us so the operation runs successfully. Without a doubt, this is one of the most important yet often overlooked, aspects of CRM. As a first officer with a regional airline, I fly with hundreds of captains. I’ve had my share of great captains and very few not so great ones. One might even fly with a couple of different captains in a day. Every captain’s way of running the cockpit is a little different – not dramatically different because of our training, but certain aspects of how the operation will run when the door closes will vary. Every pilot has little unwritten things done their own way. For example, after landing, when turning the APU on, we sometimes switch the APU bleed to off. This is done by some because in our plane you get a quick whiff of burnt fuel through the ventilation system. In our company, it’s not written anywhere that this should or should not be done. The problem arises when this is done with a captain who doesn’t. You could hear about it. I have been chewed out a time or two. Rule of thumb: Stick to the company procedures and when in doubt, ask. Sometimes a little juggling will be necessary, like when you’re handling two frequencies, switching runway assignment, preparing the FMS, sending for performance data for the new runway, starting the remaining engine, running the checklists, calling flight attendants, etc., all while taxiing and looking for other planes. Sometimes
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you don’t have the luxury of stopping or getting all of this done before you move. You’ll need to be a chameleon, and to adapt and overcome. The aviator must have flexibility within their skill-set. With time you will cultivate a good sense of how the majority of crews handle things and you will develop that second nature. Then, you will just have to modify the little things among the big. This is what flying is all about; adapting to every challenge that presents itself. In rare cases, simply being flexible may not be enough. When a problem arises, the first course of action is to talk it through with other involved parties. Most of the time this takes care of the problem and nothing more need be done. But. if talking it through doesn’t resolve the issue, the next step would be talk to your company’s professional standards office. Beyond that, go to someone at your local Union. If all else fails, you’ll need to talk to your chief pilot. Because communication in the cockpit is paramount, it cannot break down! The bottom line here is to remember that everyone is different. We all fly together and each of us develop our own habits of operating within our confined, little world. Always take into account each other’s processes to work together toward the goal of completing the flight successfully and safely. ACN
About the Author
Jose A. Vega is a First Officer at Envoy flying the Emraer 175 our of DFW. Read More...
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AVIATION RELOCATION
Simple Steps Lower Your Interest Rate and Save You Thousands Of Dollars Pulling back the curtain on how a lender determines your rate Written by: Jonathan Kulak
T
he holiday season is here! Nothing beats spending money on a gift for your spouse, child or friend and seeing their eyes light up. The same can’t be said for spending money on loan interest. Last month, we took a look at four common myths about mortgage interest rates. This month we’re going to talk about some key ways to get a lower interest rate so you can focus more on gifts and less on interest. The three biggest factors lenders use to determine what rate to offer are your credit score, the loan to value (LTV) and the type of mortgage. Let’s talk credit scores. It’s no secret that your cred-
it score plays an important role in what interest rate you’re offered. Your lender will pull all three of your credit reports/scores to pre-qualify you for a purchase and to eventually lock you at an interest rate. Each credit bureau’s score will be a little different so lenders will use the middle of your three scores. Your credit is only “pulled” with your approval once you agree to move forward. With that in mind, there are some easy ways to ensure your credit is the best it can be. You can prepare for your credit to be pulled by doing things like lowering your balance on a credit card, paying off a monthly credit card like an American Express, or by simply making your monthly payments on time. If you have a high balance because you haven’t yet made your monthly payment, then it’s a good idea to wait to pull the credit score until you have paid. What most people don’t realize is that your credit score can be improved very quickly. If you’re not happy with your credit score, pay down a credit card balance or
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make a payment then ask your lender to do a rapid rescore. You’ll be amazed how much of a difference it can make. I’ve seen borrower’s credit scores increase overnight by 10-25 points by simply lowering their credit utilization through these methods. The catch is you have to do it before your rate is locked. Once your rate is locked, there is no going back. Let’s now move on to the loan to value ratio. LTV is determined by your down payment. For example, if you’re buying a house for $100,000 and you make a $20,000 down payment, your LTV is 80%. In general, loans with a higher LTV carry more risk because Wall Street believes the borrower has less “skin in the game.” Basically, the higher the LTV the higher the interest rate. Typically, you’ll see a lower rate as you cross from 97% to 95%, 90%, 85%, 80%, 75%, 70%, and 60% loan to value. You’ll also lower your private mortgage insurance (PMI) monthly costs as you cross these same levels and eliminate it completely at 80% LTV. Lower or no PMI can significantly reduce your monthly mortgage payment making an increased down payment a win both in interest rate and PMI. The same does not apply for government-backed loans like a Veterans Administration (VA) or US Department of Agriculture (USDA) loan. They allow 100% financing with no down payment. Since these mortgages are government-backed, little to no down payment does not hurt your interest rate. Plus, PMI is not charged with government backed loans. Finally, mortgage type greatly effects your interest rate. Some loans are considered riskier than others. Understandably, the higher the risk the higher the rate. Mortgages are originated through your lender and then sold to Government-Sponsored Enterprises (GSE) like Fannie Mae or Freddie Mac. By selling your mortgage, the lender can relend that money to other borrowers. The Enterprises package all of their loans into mortgage-backed securities (MBS) which are then sold on Wall Street to investors. Investors buy the MBS to receive a return on investment based on the perceived risk. Government-backed loans such as VA, USDA, and Federal Housing Administration (FHA) are considered less risky to investors because the Federal Government has an interest if a borrower stops making payments and the mortgage goes into foreclosure. Less risk means a lower interest rate. The same rule applies to occupancy status. If you’re buying a primary residence you’ll get a lower rate than if you’re buying an investment property to rent out. MBS Investors believe a borrower is more likely to stop making payments on an investment property than their primary residence.
This principle also applies to the loan amount. Jumbo loans (any loan over $453,100) have higher interest rates than conforming loans (loans below the $453,100 threshold). If you’re looking for the lowest rate, you’ll get the best deal on a government-backed, primary residence, conforming mortgage. Understanding how interest rates are determined will save you a lot of money over the life of a 30-year loan. What I’ve explained here are what I believe to be the three most important factors when I quote a loan for a client. There are more variables in the equation so make sure to ask your loan originator what you could do to get an even better deal. You’ll be surprised how a small change can make a big difference and save you thousands of dollars. I wish each of you a very happy holiday season and I’m looking forward to a great 2019! Until next year, I invite you to contact me with any questions at jk@mythl.com or on my cell phone at 850-377-1114. I’m always happy to help a fellow pilot navigate the mortgage process.
About the Author: Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 Pilot turned airline pilot. Jonathan is a distinguished graduate of both Texas A&M University and USAF Specialized Undergraduate Pilot Training. He has deployed into combat zones ten times and is a veteran of Operations Iraqi Freedom, New Dawn, Enduring Freedom, Resolute Support, and Inherent Resolve. He holds an FAA Airline Transport Pilot and Certified Flight Instrument Instructor license. Most importantly, he is a devoted husband to his wife Lauren, and the proud father of Vivian, Evelyn, Ruth and Jonathan. Trident Home Loans is a pilot/ veteran owned/operated mortgage lender and is licensed in 21 states. For more information visit www. tridenthomeloans.com, call 850-377-1114 or email jk@ mythl.com. ACN
About the Author Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 pilot turned airline
pilot. Read More...
December 2018 | 25
FITNESS
Holiday Health Planning A Focus on our Sanity Writ ten B y: Joshua Dil s
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y the time you are reading this, Thanksgiving is behind us and the holiday travel schedules are in full swing with 2018 drawing to a close. For crewmembers, November and December are busy flying months forcing the majority of us to be away from those we care about during the holidays. This can be a time of stress which can manifest itself in a variety of ways based individually on how we manage that stress. Issues like time away from family, full flights, difficult commutes, and navigating complex winter operations compound the anxiety. Discounting depression or other chemical imbalances, it is our perspectives that shapes this reality. Basically, it’s a matter of our mindset – as told in the words of Shakespeare’s Hamlet, “…for there is nothing either good or bad but thinking makes it so.”
26 | Aero Crew News
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It is within this spirit that we create our own reality. While there are numerous things beyond our control (like those mentioned above), in addition to the schedules we are awarded, overnights, crews and so on, with a bit of creativity we can manipulate certain things to our advantage. For instance, two years ago I was on reserve over Thanksgiving. I received a short call out to fly SFO-JFK on Thanksgiving and be away from family. Thankfully the flight loads allowed me to bring my wife and we had a great time exploring New York City the following day making it one of the more memorable holidays I’ve had! This year, knowing that I would most likely be gone flying over the actual holidays, we are lumping our holiday celebrations together over a twoweek family vacation during the down time between the holidays. This is illustrative of how thinking outside the box can shape a situation to our benefit! Another hot topic we find ourselves obsessing over during the holidays is food – and rightfully so. All of our social gatherings are centered around food, the majority of which can be rich and not aligned with a healthy diet. Also, certain social rules may apply when we are guests in someone else’s home, like the pressure to enjoy the food they have prepared for us. Navigating this can be like walking a tight rope between sticking to our health plans and being a courteous guest. We do have choices though, such as enjoying the meal, realizing it’s just one day. Also, if you have dietary preferences that are not flexible, for the benefit of all, offer to bring something that everyone can enjoy. Our mindset is a key component, so don’t get down if you find yourself straying from your health goals. One day “off the wagon” doesn’t erase months, or even years, of health gains. If you need to relax your health goals for just a day to spend time with family, it’s just one day. It is not a reason to just resign and revert back to your old self. Make plans for this ahead of time to keep yourself accountable and get back on track the day after and don’t think of this as a cheat-day associated with diets. Remember, 98% of diets fail. A small bump in the road within the scope of a lifelong dedicated plan won’t even register over the long run. So be realistic, enjoy the time with family, or your crews while on a trip, all the while providing yourself some balance. A noticeable trend around the holidays is a decrease in motivation to workout. Let’s not freeze in place! Coupled with shorter days and colder weather, we are less inclined to seek outside activities and slip into a winter slumber. This provides all the more reason to sharpen our focus and plan ahead to incorporate some type
of movement despite these additional barriers. This is emphasized by the fact that exercise is beneficial to our mental health and can naturally curtail the acute effects of mild depression and anxiety of the holiday blues (https://www.psychologytoday.com/us/blog/ what-works-and-why/201803/why-exercise-is-so-essential-mental-health). Naturally, exercise increases activity in the hippocampus which can keep us out of an unhealthy, repetitive mental loop that is representative of mental ills while it increases our serotonin levels which make us feel good. One key component to health and stress management that gets little light, is maintaining our social network. This is a time for us to go out of our way to include our crews as family and reach out. However, even with the best intentions, creative planning and optimism, we sometimes slip into a downward spiral of coping with holiday stresses through unhealthy outlets. This can be a time of isolation for many of us, so it is important to know what resources are available to you and use them. The Human Intervention Motivation Study (HIMS) program is a great resource if your company has adopted and approved an internal HIMS program. If not, for additional resources depending on what kind of support you are seeking, you can visit this section of their website (http://www.himsprogram.com/Content/ Resources). So what’s the take away? The ability to alter our perspectives of our holiday schedules can make all the difference. Add in some schedule flexibility while keeping a laser focus on our lifestyle goals will provide the motivation to stay on track. Find healthy outlets for dealing with added holiday stress. Light exercise, meditation, stretching/yoga, or even reach out to the resources of the HIMS program. Incorporate your crews and have some fun! Lastly, we don’t have to wait for the New Year’s resolution to enact change. View our resource of online E-Courses at https://www.pilotfitness.com/products/ which are based on behavior modification, habits, and lifestyle planning to get you flying in the right direction and providing you the tools to navigate this holiday season and the rest of your career. ACN
About the Author Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...
December 2018 | 27
MONEY
Volatility in the Markets Wr i t e n By: G l e n n N e vo l a
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ecently, the stock markets have seen an uptick in volatility. Lately, increased unpredictability (large daily swings, late day sell-offs and the occasional large, intraday increase due to “bottom feeding”) has been more of the norm, creating anxiety for some, but opportunity for others –depending on how it’s viewed. To keep this in perspective, I want to provide some data for you to consider. The market is still up more than 30% since the end of 2016. In the last eight months, the market has ended higher each month than the end of the month before, and has ended up higher in 11 of the last 18 months. Some opine that one of the reasons for the recent drop was that the market was overvalued, overheated, and quite simply needed a breather. These 10% corrections are normal and healthy for market valuations to reset, but because they haven’t occurred much recently, it’s more difficult for us to process.
28 | Aero Crew News
Basically, there were four other reasons for the recent increase in volatility. The first is that the Federal Reserve (Fed) raised interest rates. In a healthy economy, the Fed does not want runaway inflation, so they begin to raise rates in an attempt to slow growth. If the market perceives this rate rise to be too much too soon, this action could have negative impact. History indicates that we can have a rising stock market alongside rising interest rates. The second reason for increased volatility is continuing talks with China over tariffs and trade concerns. There is some recent indication that these talks have been positive, which is providing some market relief. The third reason is owed to computer-based trading programs. In large part, the buying and selling of stock is accomplished by computer-based algorithms that do not involve a human. These programs do not account for the fundamentals of a company’s balance sheet, debt restructuring, earnings per share, potential for growth, etc. They are programed to buy or sell BACK TO CONTENTS
in large blocks which can sometimes have a significant effect on market moves. Often, these moves occur late in the day after 1400, which is why last month, we saw great fluctuations during the last couple hours of trading. The fourth reason was the uncertainty of the midterm elections. Congressional swings can affect the market, at least over the short term. Worth noting and remembering is a quote by Warren Buffet: “Be fearful when others are greedy and be greedy when others are fearful.” Recently, I read the following eye-opener in an article in The Motley Fool: “If you bought an S&P index fund in 1998 and held it until the end of 2007, you achieved a 301% total return. However, if you missed the best five days during that entire period, your total return would drop to 66%. If you missed the 20 best days during that entire 20-year period, your total return would be just 26%.”1 This sums
up why those who have a desire to go to cash or treasuries during periods of volatility should not. You simply can’t time the market so you never know how day-to-day results will affect your overall return. It has been proved over and over that it is most important to develop a long-term plan and stick with it. Equities still remain the play for long term investing and provide the best opportunity to outpace inflation and provide for the potential of adequate capital appreciation. It’s that rollercoaster ride that isn’t easy to stomach. ACN
About the Author Glenn Nevola is an airline captain
and financial advisor specializing in providing financial assistance to fellow airline pilots in their pre and post retirement planning. Read More...
December 2018 | 29
AVIATION RELOCATION
Selling During the Holidays
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any people see the summer as real estate’s prime marketing season. Though there is a lot of truth to that, in large measure because parents want their children in place at the start of the new school year, homes sell year-round, and they sell in big numbers. According to the National Association of Realtors (NAR), 506,000 existing homes were sold in June 2014 but another 387,000 were sold in December 2013, during the dead of winter. Those December sales represented transactions worth more than $75 billion – not a number to be ignored. In fact, there’s a case to be made that selling during the holiday season – say from late November to mid-January – might well be a good and profitable idea. Here are six important reasons why.
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1. The school calendar doesn’t matter to as many households as it did in the past. Figures from the Census Bureau show that between 1970 and 2012, the share of households that were made up of married couples with children under age 18 fell from 40% to 20%. Overall, the government says that 77.8 million U.S. households include no children under age 18. These figures tell us that tens of millions of potential buyers are perfectly able to move at any of the year without school schedule worries. 2. There may be less competition for buyers during the winter. The NAR says that in June 2014, there was a 5.5 months’ supply of unsold homes, a number that was up substantially from 4.6 months in December 2013. In other words, while there were fewer sales in December when compared with June, there were also fewer houses for sale, which in some cases meant less competition for sellers. 3. When people have to move, they have to move. We live in a changing economy. According to the Census Bureau, household incomes fell 8.7% between 1999 and 2013. Good jobs are hard to get, even for highly qualified individuals. No less important, they’re also hard to keep, in this era of downsizing and outsourcing. The result is that in addition to all the usual reasons people move year-round, there’s now a new incentive: If a good job opens in a distant location, would you turn it down, even in winter? The Census Bureau estimates that in 2013, 7.2 million people moved to a different state. It’s hard to imagine that such migrations didn’t involve many job-based moves. 4. Taxes may cause people to move. For some borrowers it may be important
to buy and settle before December 31. The IRS says that you can deduct real estate taxes, as long as you’ve paid them either at settlement or closing, or to a taxing authority (either directly or through an escrow account) during the year. Alternatively, if closing takes place January 3, the benefit of tax deductions may be delayed for a year. Speak with a tax professional for specifics. 5. You may save money by selling during the holidays. Let’s say you have a home with a $2,000 monthly mortgage. The prime selling time in your area is June and July, but what if you put the house up for sale in November, December or January? If the house sells, you may be able to avoid six months of mortgage payments which in this example is $12,000. That can be a good deal if it also means you can get into your replacement home more quickly. 6. Wallets are often brimming with cash during the holidays. It’s tough to assemble money for a down payment and closing costs, but for many households, the time when savings are strongest occurs at year-end. This happens because the holiday season is often associated with overtime, gifts, tips and bonuses, meaning that bank accounts can be a little fuller than they might otherwise.
So the next time someone says real estate doesn’t sell during holidays, remind them of that $75 billion in transactions as well as the many reasons buyers want to buy and sellers want to sell. ACN
About the Author Tracy DuCharme is the wife of a pilot and owner and designer of Aviation Relocation International. Read More...
December 2018 | 31
FEATURE
Stepping Back in Time One Man’s Romance with Aviation 32 | Aero Crew News
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W R I T T E N B Y: M e r e d i t h E d wa r d s
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s a child, Laslo Zamolyi Jr. was always a dreamer. During school, he longed to be outside, frequently gazing out the window, much to the chagrin of his teachers. He wanted big things, he wanted to explore the edges of the mountaintops and feel the way the ground would disappear beneath him when one day, he would finally fly in an airplane. He gleefully recalls how he was scolded by teachers, parents, by those who grew impatient with his daydreaming, and he laughs when he mimics their chastising. However, as he grew older, his mother became ill with multiple sclerosis; she was bound to a wheelchair and Laslo, along with his two sisters, assumed the role of her caretaker. His family history is rich, and deeply mired in hard work, with generations before him that had migrated to the United States to escape wartorn Hungary. Laslo’s grandfather was a farmer who had built himself up from very little, and he expected that his son would follow in his footsteps. Laslo’s father, however, had different plans. At the age of seventeen, after being denied permission to attend college by his staunch father, he ran away to the United States. Twenty years later, his brother – Laslo’s uncle – would also make the trek across the ocean. The fact that Laslo’s father had been forbidden to attend a university had always stuck with him so
he insisted that Laslo attend college to ensure a better life. And, Laslo was determined to make his father proud. In eleventh grade, Laslo met the girl who would eventually become his wife, and she supported his dream of adventure. He enrolled in college and pursued a degree in Aeronautics. He joined the Air Force ROTC program and committed to the Air Force when he was eighteen. Laslo is a handsome man still, charming, and his ruddy features make him appear perpetually sun-kissed. Photos of a younger Laslo show dark, deep eyes, and a solid set in his shoulders, like he planned to go places in life. Ever the romantic, though miles apart while Laslo attended college, he and his sweetheart became pen pals, spending precious coins sending constant, old-fashioned, hand-written letters. In the summer of 1961, the two decided to get married and start a new life, together, in the same city. She was a nurse at the local hospital in St. Louis, when he was commissioned as a Second Lieutenant. He laughs as he tells this story, jokingly shocked at his own success.
About the Author Meredith Edwards - Meredith Edwards is an eleven-year flight attendant with Southwest Airlines. Read More...
December 2018 | 33
“I graduated from college, got married, and was commissioned in the Air Force, all within two weeks of my twenty-first birthday. You tell someone that today, and they’d laugh, say it was impossible, kids these days don’t do that. Which … it’s true. They don’t!” He erupts into good-natured laughter. As expected, the work ethic young Laslo exhibited spurred him toward the beginning of a wonderful career. 34 | Aero Crew News
After getting married, the couple moved to a new military base in Selma, Alabama while Laslo completed flight school. He remembers that it was a different time, recalls memories of racial tensions and the feeling that anything might explode at any minute. He had friends and neighbors who had nearly died due to brutal beatings, but the world was beginning to refuse to continue in silence, and the status quo was constantly being pushed against, causing riots bringing death and danger to health and home. “It was, in a way, both the best and the worst year, at the same time.” During that year, he learned about his fellow man – the good and the bad, and lost his innocence. “But I always tried my best to live my best. That’s really all I could do.” With his flight training complete, while serving with the Air Force, Laslo worked on military contracts as an engineer of aircraft parts with Javelin Aircraft Company. Working with seven other men also fresh out of college, Laslo and his coworkers collaborated on a series of projects, including the Caribou, a twin-engine, short takeoff and landing aircraft. Eventually the Caribou would become part of the Army fleet, its purpose to deliver supplies to troops in time of war. BACK TO CONTENTS
During his six and half years in the military, Laslo piloted many flights on many aircraft, including the Boeing B-52F, the Cessna T-37, and the Lockheed T-33. His experience was vast, even before entering the world of commercial aviation. When he was finally released from the Air Force, he was immediately hired by one of the biggest airlines during that time – TWA. He was assigned to the Convair 880, a powerful, fast, four-engine jet, but quickly moved his way through various other aircraft, including several versions of a Boeing. Laslo reminisces about what he loved most in his career. “Really, the airlines are a pain sometimes, but the people, that’s what I loved about it. It was like a family, and it was simpler back then.” He tells of the “old-timer “ pilots who were set in their ways and refused to budge, and yet it was from them that he learned some of the most valuable lessons in his profession – including how to make the perfect, smooth landing. He recalls being fortunate to work with competent, trustworthy copilots – well, for the most part. He bemusedly tells a story of a co-pilot who once punched him while they were working together. “There weren’t many bad eggs, but man, the bad ones were REALLY bad.” He laughs, then grows somber again.
“There were times where I wasn’t sure how we made it through those snow storms or scary takeoffs in really bad weather. We had a larger crew in the cockpit, so there were five of us who had to trust each other, and sometimes blindly.” Laslo is grateful for the time he spent in the aviation industry, though he endured mergers, setbacks, and lawsuits. “But, that’s just it, you know. It’s messy sometimes, but it’s real.” He gets uncharacteristically quiet for a moment or two. When asked about his family, and if his two sons and daughter have pursued a career like their father’s, the smile is clear in his reply. His son is now a pilot and his granddaughter, just as her grandfather had done, dreams of a life in the sky. Laslo is proud, and frankly, I’m proud for him. With his wry remarks and no-frills storytelling, I can envision the young man from humble beginnings. Slowly, he drew on the strength of his family and his spirit of adventure to become the wizened, laughing grandfather surrounded by the fruits of his labor with memories of the beautiful years in which he built something special — something that came from a heart full of love. ACN
November 2018 | 35
FEATURE
Embry-Riddle Aeronautical University’s Storied Past
Written By: Deborah Bandy, Editor
This piece was originally written in observance of EmbryRiddle Aeronautical University’s 90th anniversary.
The new student union at the Daytona Beach campus opened in October 2018. Funded through years of student contributions, this iconic building houses the Jack Hunt Memorial Library, the student government and many areas in which students socialize, study, eat and play. Images Courtesy of Embry-Riddle Aeronautical University Archives
A
s the preeminent university dedicated to aviation and aerospace, Embry-Riddle Aeronautical University is the alma mater of many of our readers, our publisher and countless others who are in every facet of aviation – flying, fixing, building, designing, engineering protecting and conducting myriad business functions.
36 | Aero Crew News
The founders of Embry-Riddle were visionary entrepreneurs with dreams that gave rise to a reality bigger than their imaginations. It started with The Embry-Riddle Company founded 22 years to the day after the Wright brothers historic flight at Kitty Hawk. Their early mission was to promote aviation – as an airmail carrier, in aircraft sales, teaching the daring to fly, providing thrill rides, performing air shows, even transporting passengers on their scheduled mail routes. From a desk in a hotel lobby, the company can be credited with operating the first air travel agency, having organized other mail carriers and selling their passenger space. The Embry-Riddle story runs deep into the roots of aviation’s history.
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T. Higbee Embry and John Paul Riddle struck a deal. Embry, an entrepreneur recognized the profitable possibilities of aviation. Riddle was the dashing barnstormer who as child questioned why God had not given him wings. Riddle’s father was a high school principal who taught his son to be a lifelong learner and a teacher. Despite the multifaceted nature of the early company, Riddle always dreamed of building an “Air University.” In its third year of operations, in1929, EmbryRiddle was one of the first five flying schools in the country to be certified under the Department of Commerce’s newly-minted Air Commerce Act. However, later that year, the Embry-Riddle Company merged with the newly-formed Aviation Corporation (AVCO), an alliance that came with a price. Although Embry-Riddle’s airline and cargo routes remained prosperous, the company no longer sold aircraft, and in 1930 AVCO closed EmbryRiddle’s flying school. A year later, Embry left
the company and retired to California, where he lived until his death in 1946. In 1932, AVCO moved its Embry-Riddle Division to St. Louis where it was merged into a new division called American Airways, leading the original Embry-Riddle Company to cease its independent enterprise for a few years. Riddle moved to New York, then to Dallas, and on to St. Louis, the new headquarters of American Airways. After less than a year in St. Louis with the fledgling airline, Riddle left the company in 1932 and moved to Florida – a location and climate he thought offered tremendous potential for aviation. He envisioned Miami as the gateway to South America, a new horizon for aviation. School of Aviation opens in South Florida and soon supports the war efforts Between his arrival in South Florida in 1932 and 1939, Riddle had opened three aviation companies. A seaplane base on Biscayne Bay was his fourth endeavor, with a new partner, John McKay. They named it EmbryRiddle School of Aviation. Growth came swiftly and another base of operations was established at Miami’s Municipal Airport. The charismatic Riddle was known to anyone who had interests in aviation, including his
November 2018 | 37
friend Howard Hughes who called on him to act as tour guide and escort to his friend, film actress Jane Russell, while Hughes was busy making his deals. These were captivating times in a fashionable city, but the looming opportunity was anything but glamorous.
Mail bags being loaded into one of Riddle’s original WACO aircraft in the snow at Lunken Field outside Cincinnati, Oh.
University repurchases 1927 ASO-10 WACO One of Embry-Riddle’s early endeavors was as a dealer for WACO aircraft. The first aircraft they purchased for resale were used for other company interests; barnstorming, teaching flight and delivering mail. One of those units passed through a number of owners before meeting a tragic end in when it crashed into Florida’s Lake Apopka, ending the owner-pilot’s life and those of his two passengers. Clyde Dawson, an aviation enthusiast, salvaged the wreckage, which included the title plate, enabling it to be restored with the help of volunteers aided by detailed plans of the craft he has acquired from the Smithsonian Institution. During the restoration period, he researched its provenance uncovering the fact that it had originally belonged to Embry-Riddle, now the world-famous university also located in Central Florida. Mr. Dawson contacted the university and in 2007, its College of Aviation arranged to purchase the aircraft. The relic is a reminder of the depth of Embry-Riddle’s roots into the history of aviation. 38 | Aero Crew News
War drums were becoming deafening across the Atlantic and growing louder in the Pacific. Riddle and McKay readied the school to train pilots and mechanics. Each had long believed that if another war were to break out, airplanes would play a major role. Pearl Harbor proved them right. Training facilities had already expanded to four sites and cadets poured in from the Army Air Corps and the Royal Air Force. Five hundred cadets could be trained during each nine-week course that included 60 flight hours. The school’s Engine Division used assembly line tactics to train for overhaul. There was also an Instrument Department to instruct students to build and repair all varieties of aviation instrumentation. The seaplane base continued operations during the war as an all-female division. Across all parts of the operations, adjustments were made as necessary and resources were allocated where needed to maintain a flexible and efficient machine. The contribution of Embry-Riddle, providing pilots, mechanics, and technicians to the allied war effort, was undeniable and without precedent. Embry-Riddle approved to educate veterans under G.I. Bill As was true for so many of the companies involved in the military-industrial complex, post-war Embry-Riddle realigned to define its new role. It became one of the first institutions approved to educate veterans under the new Government Issued Bill, commonly known as the G.I. Bill. Before separating from the Navy, after the PT109 tragedy, even John F. Kennedy took a lesson with Embry-Riddle.
BACK TO CONTENTS
After 90 years, this beautifully restored 1927 WACO ASO-10 returned to the fleet of Embry-Riddle aircraft as a treasured historic artifact. Back in Miami, John McKay was focused on civil aviation. He reorganized and moved flight operations to Opa-Locka Airport. Space remained an issue, as the divisions were located miles apart. During the war in Korea, Embry-Riddle was contracted to train mechanics and technicians for the new U.S. Air Force. International students bolster Embry-Riddle’s reputation
In 1944, John Paul Riddle set his sights on the burgeoning aviation industry in Brazil. A partnership that involved the Brazilian Air Ministry and Embry-Riddle was established in São Paulo. Within three years, under his leadership with 650 North American instructors, he turned it over to the Brazilian government having graduated 3,500 students.
In 1951, McKay died unexpectedly and his widow assumed the presidency. By now, the school was named Embry-Riddle International School of Aviation and it was living up to the moniker. Its reputation was expanding globally as students from Europe, the Middle East, South and Central America, the Caribbean, and the Far East returned to their countries to extol their Embry-Riddle education and launch their aviation careers. Under Isabel McKay, the school reorganized as a non-profit entity and was renamed EmbryRiddle Aeronautical Institute (ERAI). The nonprofit status was a pragmatic move enabling the Board to accept philanthropic gifts in addition to the students’ tuition to help sustain programs and support growth. November 2018 | 39
Aviation legend Jack Hunt becomes EmbryRiddle President A major turning point for the institute came in 1963 when a former Navy Commander with a notable aviation record of his own, was named President. Jack Hunt was a legend who had been awarded a trophy in 1958 by President Eisenhower for piloting the longest non-stop, non-refueled trans-Atlantic flight in an airship. Like founder John Paul Riddle, Hunt was handsome, charismatic, and a true visionary. From the beginning of his tenure, he began laying the foundation to boost enrollment, establish a centralized campus, foment ties with industry, and earn academic accreditation – the last goal wasn’t likely given the technical nature of the institute. Not long after assuming his role, he was informed that the base of flight operations, the Tamiami Airport in Florida, would soon close. He saw this not as a setback but as an opportunity to build a cohesive campus to support all the divisions, something he identified as necessary to gain accreditation.
40 | Aero Crew News
An exhaustive list of possible locations ended with the Ormond Beach Airport, about 260 miles north of Miami, Florida on the Atlantic coast. There was a hurdle, however. Beyond the airfield, there were no facilities to establish the campus. Neighboring Daytona Beach offered a temporary solution. On the airport property, there were vacant World War II era barracks, classrooms, and offices that had been training facilities for the Army and Navy. Embry-Riddle earns accreditation, gains University status That elusive accreditation was awarded in 1968 and university status was granted. In 1970 the name was changed to Embry-Riddle Aeronautical University – today recognized worldwide as the unrivaled pinnacle in aviation and aerospace education. The cohesive campus that Jack Hunt envisioned for a thousand students began to take shape in those first few years. The
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college community he imagined started to evolve. Athletics returned, dormitories and academic buildings were constructed, and student organizations were founded. Today, the university educated a student population at the Daytona campus of over 6000 students from undergraduate through doctoral degrees. Prescott and Worldwide campuses established The story of Embry-Riddle Aeronautical University in this modern era is about confidence. Earlier than most, founders Embry and Riddle recognized the importance of aviation to the world and thus began a
culture that focuses on the future to identify opportunity and demonstrate the confidence to persevere. Providing education to military personnel on their bases was just such an opportunity. The first remote location was established in 1970 at Fort Rucker, Alabama. Leadership in creative education established what is today the Worldwide Campus – operating in more than 135 centers around the globe, delivering award-winning online education, growing Embry-Riddle Asia in Singapore and India, and launching a new partnership in Brazil. The residential campus in Prescott, Arizona, opened in 1978 with 268 students in Aeronautical Science. Today, with more than 2,700 students and home to the nation’s only College of Security and Intelligence, it has gained prominence and distinction in its own right. ACN
About the Author Deborah Bandy is the copy editor for Aero Crew News, among other writing, editing and marketing endeavors. Read More...
December 2018 | 41
FEATURE
Official U.S. Army Air Forces Photo, Released for publication
42 | Aero Crew News
BACK TO CONTENTS
Remembering one from our nation’s “Greatest Generation” The Story of Lieutenant Dan Healey W R I T T E N B Y: M i k e D av i s
I
n his bestseller, The Greatest Generation, NBC Anchorman Tom Brokaw wrote about the men and women who grew up in the Great Depression, fought in World War II and made unbelievable sacrifices during their lives. Most of us have known a World War II veteran but sadly their numbers are dwindling. My family lived across the street from one such veteran. After his military and civilian service was complete, he continued to serve as friend, mentor, neighbor and grandfather to our children. He just observed his 93rd birthday and I would be terribly remiss if I didn’t attempt to tell just a little of Lieutenant Daniel J. Healey’s story.
December 2018 | 43
Lieutenant Healey enlisted in the U. S. Army on August 11, 1942, on his 17 th birthday. The Army required Dan to return to his home and obtain signatures from both of his parents stating that they did indeed give permission for a 17-year-old to enter into service of his country. After indoctrination and physicals, Dan was shipped off from his home in New Jersey to Army indoctrination/basic training. At the end of “basic” each of the new soldiers was tested to determine their Army specialty; infantry, gunnery, artillery, cook, radio operator, etc. Private Dan Healey was shipped off to Madison, Wisc. to attend Army radio school. Dan commented, “At the end of radio school, rumors were everywhere, especially the stories that a private graduating from radio school would be promoted to Private First Class.” Like many things in the Army, these rumors turned out to be untrue. By chance, one of the soldiers in Dan’s squadron suggested, “Healey you should take the test as an Aviation Cadet.” Dan had always wanted to be a pilot so he walked into the colonel’s office and asked permission to take the aviation cadet test. Testing was time consuming and very rigorous, but Dan finished with a score high enough to allow him to attend aviation cadet training. Aviation training or “Preflight” was conducted in Santa Ana, Calif. Once
44 | Aero Crew News
completed, Dan was to be commissioned an Army second lieutenant and sent to follow-up training as a pilot, navigator or bombardier. Dan immersed himself in Army aviation basic training. Exactly one year later, on his 18th birthday, Dan was officially commissioned Second Lieutenant Dan Healey. Out of the hundreds of graduating cadets, Dan was among 15 graduates who had scored 90% or above on all tests, written exams and oral assessments, and was considered an honor graduate. Dan recalled, “At the end of the ceremony, a senior officer said, ‘Healey march these guys down to the personnel building.’” Dan admitted he’d never led any kind of platoon before, but the 15 honor graduates marched to yet another non-descript Army building where they were informed by an officer that the 15 honor graduates would be allowed to pick their assignments. Being first in line, the major asked the new Second Lieutenant Healey what he’d like to do. Dan had always wanted to be a pilot, but instead answered, “Major, what do you need?” Without looking up the major replied, “I’m critically short of bombardiers.” Dan responded, “Well, you’ve got one here.” Dan was off to bombing school in Roswell, New Mexico.
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December 2018 | 45
For five months, Healey attended classroom training and flew in the front of a Beechcraft AT11 Kansan. (Older civilian pilots know this classic aircraft as a Beech-18.) Each airplane carried several 100-pound sand bombs with a shotgun shell activated explosive so that each bomb drop could be photographed and scored. Dan recalled that a scorer was located in a small shack outside the target’s concentric circles. (I asked if that is where the term “shack” or direct hit had originated. Dan said, “That must have been after my time. We were warned that there would be hell to pay if someone bombed the shack.”)
46 | Aero Crew News
After completion of bombardier school, Dan was shipped to a base in Idaho where B-24 crews were being constituted. In 1942, Mountain Home Air Base in Idaho was still being built with its officially opening in August 1943. Dan and his pilot were the original crewmembers of the B-24 that would eventually be christened “Ruff-n-Reddy.” Dan was shipped to the war zone in January 1944 and was promoted to First Lieutenant. Officially, Lieutenant Healey was with the Army Air Force’s 47th Wing, 450th Bomb Group, 720th Bombardment Squadron based in Manduria, Italy. Almost immediately upon his arrival in Italy, Dan began flying combat missions. BACK TO CONTENTS
On July 15, 1944, Lieutenant Healey was aboard “Ruff-n-Reddy” and the target was the Ploesti oil fields. Prior to this raid, the Army Air Force had bombed Ploesti several times, each time suffering spectacular losses. In one previous raid, 54 of 178 bombers were destroyed and their 10-man crews killed or captured. Ploesti was rumored to be the most heavily fortified target, except possibly Berlin. In addition, the Luftwaffe was far from defeated. Approximately 200 German and Romanian fighters were based around Ploesti and consisted primarily of Me-109 and-110 fighter aircraft. It was into this gauntlet that Dan and crew flew their mission. Dan clearly remembered thinking, “This is my 34th mission. I’ve got to fly 50. There is no way I make it out alive.” By this point in the war, the bomber group did have fighter escort. On that day’s raid, they were to be covered inbound and outbound by the fighter pilots from Ramitelli Airfield in Italy. History buffs will recognize this base as the home of the famous Tuskegee Airmen. After dropping their bombs, Dan’s group suffered substantial losses. The number one aircraft, the group leader, took a direct hit and spiraled down with no parachutes to be seen. Dan’s B-24 took a serious hit from massive flak fusillade. The aircraft commander (pilot) was badly wounded, the top turret gunner was injured and Dan took a flak burst through the right shoulder and arm. As serious as the injuries were, more concerning at this point was the condition of “Ruff and Reddy.” The number one engine had been destroyed, and the B-24 fell out of formation and began to lose altitude. Almost immediately, Dan’s aircraft was pounced upon by German fighters. The “Ruff and Reddy” copilot had taken over and was fighting to maintain both altitude and control of the aircraft while attempting to fend off attacking fighters. As quickly as the B-24 was attacked, the attackers became the attacked when two P-51 Mustangs with those distinctive red tails arrived. The Messerschmitts had no desire to tangle with the Mustangs and were quickly driven off. The two pilots from Ramitelli escorted “Ruff-n-Reddy” to a suitable landing base where the copilot landed the big Liberator and the injured were taken to the hospital. Arriving at the hospital Dan remembered
hearing one of his fellow crewmembers say, “Sure hope Healey doesn’t lose that arm.” Thankfully he did not. After emergency treatment and his recovery had begun, Lieutenant Dan ask where the fighter pilots were based and if he could pay a courtesy call on them for “saving his bacon.” The doctor informed him that he wouldn’t have to go very far as both fighter pilots were in the same hospital. Apparently, on the return to base one of the P-51’s developed problems and was unable to lower his landing gear. The pilot made a near perfect gear-up landing, and after his wingman had landed, they borrowed a jeep to get back to their base. While driving and attempting a corner at high speed, the jeep turned over and both pilots were ejected resulting in broken bones. The mission to Ploesti was to be Dan’s last. He was deemed medically unfit to fly combat and was sent to the “ interior,” meaning back to the United States. Dan returned carrying his orders and his medical evaluations. Upon arrival, he presented his orders to his commanding officer and threw the medical evaluations into the trash. Dan went on to train new bombardiers until the end of the war. After the war, Dan had a very successful business career and married the love of his life Geri. Dan and Geri had four children, two girls and two boys. Dan is now father, grandfather, and great grandfather. Dan worked with the Boy Scouts as a counselor to boys working on their Eagle. His latest membership is in the Hickory Veteran Air Group, open to all veterans, is based in Hickory, North Carolina, and has an impressive museum and aircraft collection. From across the street, Dan also selflessly served as grandfather for my daughters. Sadly, Geri passed away several years ago. We can never forget the sacrifice the Greatest Generation made, and I will always be honored to know Lieutenant Dan Healey. ACN
About the Author Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...
December 2018 | 47
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)
48 | Aero Crew News
JetBlue Airways (JetBlue)
2
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
7 75
HRxMMGx12
HRxMMGx12
5
7
2
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
HRxMMGx12
4.3
HRxMMGx12
8.B
15.B.2 & 3
16.B.2
16.4
$115,668
$202.47
$170,075
5% 1:1
5% + 3%
$104,084
$182.25
$153,090
$90,009
2
70
2
24
Perce heal emplo
BACK TO CONTENTS
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
None
General Information Aircraft Types
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
B737
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
2 Digit Code
AA
AS
DL
Pay During Training
MALV 7284 or 88*
Single Occupancy, Paid for by company
6.D.1.d
7.A.5
85 Hours plus per diem
No Hotel During Initial Training
11.D.5.b
5.A.1
A330, A350 B717, B767
HA
Per Diem
Most Number of Junior CA Pilots hired
Pilot Retirements 2018-2033
Union
EFBs
Legacy Airlines AA May/1999 $2.30 Dom** US East $2.80 Int.** Aug/2014
14,738
US West Sep/1998 Oct/2015
Dec/2017
$2.15
2012
1,897
5.A.1
Dec/2017
Dec/2017
February 2014
13,003
Feb/2016
Apr/2016
10,538
APA
iPad
Bases
Notes
*Monthly Average Line Value depends on pay group, **$0.05 BOS, CLT, DCA, increase 1/1/16 DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL Contract 2015, as amended Alaska bought Virgin America
Single Occupancy, Paid for by $2.20 Dom., $3,888.29 / Month company for the $2.70 Int. first 8 days in class only. 3.D.4.
Hawaiian Airlines (Hawaiian)
Hotel during new hire training
THE GRID
5.E.1
5.B
921
ALPA
iPad Air
SEA, ANC, LAX, PDX Contract 2013, as amended
9,436
ALPA
Surface
ATL, CVG, DTW, LAX, MSP, NYC, SEA, SLC
Contract 2014, as amended *Interisland
3 Hours per day, plus per diem
$2.00* $2.50 Int.
600
HNL
ALPA
Contract 2010, as amended
9.G.1 United Airlines (United)
A350, B777, B787, B767, B757, B737, A320, A319
Aircraft Types
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
JetBlue Airways (JetBlue)
Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines (Sun Country)
Virgin America (Redwood)
UA
2 Digit Code
*$0.05 increase on Jan 1st.
3 Hours per day, plus per diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.*
2006
11,240
3-E
4-G-1, 9-E
4-A
Oct/2015
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
Most Number of Junior CA Pilots hired
8,786
ALPA
iPad
Contract 2012 as amended
Pilot Retirements 2018-2033
Union
EFBs
Major Airlines B757, MD-80, A319, A3220
A319, A320, A321
A321, A320, A319, E190
B737
A319, A320, A321
B737NG
A319, A320
Aircraft Types
G4
F9
B6
WN
NK
MMG
Single Occupancy, Paid for by company
$2.00
3.P
6.A
November 2017
873
73
3.Z
Dec/2017
Dec/2017
See Note*
$1.90
November 2014
1180
180
Dec/2017
Dec/2017
See Note*
3,582
840
MMG
No
$2,500 per month
$2.00
Add A, Pg24
Single Occupancy, Paid for by company
E:11/201 3 A:12/201 3
Add A, Pg24
11
Dec/2017
Dec/2017
Feb/2015
89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
August 2006
9,074
3,374
4.K.6
4.T.1
4.T.3
Dec/2017
Dec/2017
$1,750*/mo
Single Occupancy, Paid for by company
$2.25
March 2015
1,821
3.D.1
5.A.1
5.B.1
Dec/2017
Dec/2017 289 Aug/2016
SY
MMG
None
1/24th the IRS CONUS M&IE airline daily rate
3.B
5.B.1
5.3
VX
$2,500 per month
None
$2.00
2012
820
10.J.1
3.B.e
10.I.1
Dec/2017
Dec/2017
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
Most Number of Junior CA Pilots hired
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX
IBT
iPad
FAPA
ALPA
SWAPA
Bases
Notes
AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO
Yes
iPad
*2018 to 2028
JFK, BOS, FLL, MCO, LGB Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month MDW, OAK, PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD
ALPA
Contract 2018, as amended
157
ALPA
iPad
MSP
ALPA
Nexis EFB
SFO, LAX, JFK EWR, LGA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
Notes
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/201 7
1,486
December 2018 | 49
Airlines (Sun Country)
B737NG
THE GRID A319, A320
Virgin America (Redwood)
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
IRS CONUS M&IE airline daily rate
289
ALPA
General Information 5.3
iPad
MSP
Nexis EFB
SFO, LAX, JFK EWR, LGA
Aug/2016
$2.00
2012
820
3.B.e
10.I.1
Dec/2017
Dec/2017
Hotel during new hire training
Per Diem
Most Number of Junior CA Pilots hired
157
ALPA
Merging with Alaska Airlines Rule book 2014
Pilot Retirements 2018-2033
Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
ABX Air (ABEX)
B747 B767
B-767
5Y
$1,600 per month
Single Occupancy, Paid for by company
$2.40
Dec/2011
3.A.1.f
11.A.7
5.A.3
June/201 7
$52 Dom. $89.75 PR* $79.75 NPR**
GB
1,486
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
B777, B767, B757, MD11, DC10, A300
FX
$4,000 / mo until activation date* 3.A
Kalitta Air (Connie)
B747
K4
No Hotel
$2.25 Dom. $3.25 Int.
May 2015
4,763
5.B.1.d
5.A.1 & 2
May/2016
Aug/2017
$1.90 Dom. $2.80 Int.
Sept 2015
281
6.A
Dec/2017
Dec/2017
Week 1 paid by $600 / week crewmember, then, Single unitl OE Occupancy 5.A
UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG
Single Occupancy, Paid for by company
$2.00 Dom $2.50 Int $3.00*
10.D.1
5.H.1.a.1
12.G.2
1,580
65,741 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
ALPA
*Prorated if hire date is not the first Fixed in MEM, IND, LAX, of the month. plane or iPad ANC, HKG, CGN Contract 2006 as amended
ALPA
iPad fixed in plane
Home Based Contract 2016 as amended
2,298
SDF, ANC, MIA, ONT
IPA
*Pacific rim and Europe flights
Contract 2016 as amended
Total Pilots Aircraft Types
2,251
Most Number of Junior CA Pilots hired
38,854 Pilot Retirements 2012-2029
Union
EFBs
Bases
Notes
Contractual Work Rules
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
10/12 or 13* 15.D.3.q
Yes
FAA 117 w/ exceptions
488
5:10
5:10 x days
4.C
15.C
15.G
15.G
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1 14, max 16 For int pilots.
12 or 13 / 12
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
12, max 14* 10, max 12*
430
559
Open time pay
Uniform Reimbursement
Headset Reimbursement
2:1
100%*
100% or 150%**
Initial paid for by company
None
15.E.1
2.QQ
17.I.1
24.O.2
361
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:2 or 1:1.75***
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.1.a 12.A.1.b 12.A.2.a
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
5
2
4.H.1
Number of pages in Contract
5x number of days
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
None
None
12 or 11* 12 or 10*
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117
195
4 for a RON
12
Yes
14 hours or FAA 117
177
6 for CDO
1:2
3.D
3.D 1:3.75
Initial paid for by company along with certain dry cleaning
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
50%
130%, 150% or 200%**
Company Provided***
3.H
3.E, 3.L, 3.W
50%*
Notes
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:0004:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended *Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
100% 50%, 75% or Blended pay 100% add rate pay***
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
Headset Reimbursement
Supplied in AC
Notes
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended
BACK TO CONTENTS
6.4 $20/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Major Airlines
50 | Aero Crew News 14.C 3.F Frontier Airlines (Frontier)
Deadhead Pay
Legacy Airlines
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Min Trip Duty Rig Trip Rig Credit
None
*Unschedule DH pay s 100%
United Airlines (United)
12 or 13 / 12
Yes
10.G.1
4.B.3
12 / 12 or 13*
Yes
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
12, max 14* 10, max 12*
361
4.C.1.a
508
5-F-1-a Pay Protection
Max Scheduled Duty
1:4*** GOP****
12 or 11* 12 or 10*
Number of pages in Contract
4.C.2
4.C.3.a.2
5
1:2 or 1:1.75**
1:3.5
5-G-2
5-G-1
5-G-3
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Yes
FAA 117
195
4 for a RON
177
6 for CDO
14.C
3.F
12
Yes
14 hours or FAA 117
5.J.7
4.I, 5.P.2
5.J.4
12
Yes
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12/15*
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12 / 10 or 11*
Yes**
FAA 117
12.B.1
4.F
12.C
11/13
Yes*
60 Mins < FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
7.B.1
Contract 2010, as amended
THE GRID
5.E.1
Initial paid for by 100% 50%, 75% or company along Blended pay 100% add with certain dry rate pay*** cleaning 3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
50%
130%, 150% or 200%**
Company Provided***
3.H
3.E, 3.L, 3.W
None
87
235
241
196
159
1:2
3.D
3.D 1:3.75
Headset Reimbursement
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
4.I.1
4.I.3
4.L
4.S.5
2.A.4
100% or 200%****
Pilot pays for initial uniform, replacements per schedule therafter
1:2 or 1:1:45* Add. B.D.4
5**
4.I.2
$30 / pay period max $500
1:4.2
4.C.1.b
4.C.1.c
8.A.1 & 2
3.C.3
5.F.3
1:2
1:4.2
75%
150%
100%
4.D & E
4.D & E
8.A.2.a
25.I
26.O
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
Provided by the company
-
-
-
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
14 Hours for None above 2 Pilots, 16 Hours for 3 or minimum 22 Hours for guarantee 4 or more
332
None
None
None
1/4.95
12.C ABX Air 13 in 30 14 in 31
15 Hours May be extended to 16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air 13 or 14*
Yes
2, pg 13
8.D, 8.A.3
280
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
4.5
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
1/2.85 Biz Class or better* or $300 comp
410
Number of pages in Contract
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended *Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
$200 / year
4 or 4.5**
3.5
None
Notes
2.A.1, 2
100% or 50%***
4
Supplied in AC
6.4 $20/ month
4.G.2.a Avg of 5 per day Add. B.D.5
App. G Number of pages in Contract
50%*
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
None
Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended
None
*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company. Contract 2018, as ammended
Supplied in AC
None
Headset Reimbursement
Cargo Airlines 13 in 30 14 in 31
UPS (UPS)
report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.
company and every 12 months
Major Airlines
Atlas Air
FedEx Express (FedEx)
100% air, 50% ground
Contractual Work Rules
10.D.1.a
FAA 117
60% GOP****
4.17 GOP****
*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014
Notes
None
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
30.A.2
100% Air* 50% Air** 50% Ground
100%
19.K
19.E
Provided by the company 15.A
6, 4.75**
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $200 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3
1 hr or 3.65 (on Day off)
50%
150% on days off
$200 after first year. Initial paid by crewmember.
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
December 2018 | 51
Additional Compensation Details
THE GRID Aircraft Types American Airlines (American)
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
Group I*
$116.38
Group II*
$179.48
Group III*
$188.85
Group IV*
$220.65 3.C
72
15.D.1.b
$100,552.32
$170.42
$147,243
$155,070.72
$262.77
$227,033
$163,166.40
$276.50
$238,896
$190,641.60
$323.04
$279,107
HRxMMGx12
15.D.1.b
1-5 = 21 Days 6-15 = 1 additional day per year
5 H/M** Max 60***
HRxMMGx12
9.B.1.a
10.A & B
$251.00
$225,900
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
B737, A319 A320
$168.68
75
$151,812
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$219.07
$189,276
$320.71
$277,093
787
$209.85
$181,310
$307.24
$265,455
767-4, A330
$206.91
$178,770
$302.94
$261,740
$183.35
$158,414
$268.45
$231,941
$152,703
$258.76
$223,569
$151,908
$257.42
$222,411
767-3,2, B757 B737-9
$176.74 72
B737-8 & 7
$175.82
A320/319
$169.66
$146,586
$248.39
$214,609
MD-88/90
$166.62
$143,960
$243.94
$210,764
B717, DC9
$158.19
$136,676
$231.63
$200,128
EMB-195
$132.84
$114,774
$194.48
$168,031
$112.99
$97,623
$165.46
$142,957
HRxMMGx12
3.B.2.d
HRxMMGx12
EMB-190, CRJ-900
3.B.2.d Hawaiian Airlines (Hawaiian)
B717
$121.53
B767 A330
$144.58
3.D
4.B.1.b*
$109,376
$174.11
$156,699
75
$130,119
$207.13
$186,417
3.F
HRxMMGx12
3.C
HRxMMGx12
$208.59
$175,216
$305.39
$256,528
$173.96
$146,126
$254.70
$213,948
$141,028
$245.80
$206,472
A350*
United Airlines (United)
B747, B777 B787 B767-400 B767-200 B757-300 B737-8/9, A320 A319, B737-700
Aircraft Types
70
$167.89 $161.02
A319, A320, A321*
6.B.1
12.A.1, 2 & 3
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
$235.76
$198,038
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
$100.01
$148.71
E190
$133.82
B737
A319 A320 A321
B737NG
A320
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
A320 family
52 | Aero Crew News Virgin America (Red Wood)
Percentage of health care employee pays
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
$165,337
HRxMMGx12
8.B
Contract 2015, as amended
0%
15%
International pay override is $6.50 for CA and $4.50 for FO. Section 3.C, *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 80.
0%
15%
22%
26.C.2
25.B.2
*Coming in 2017, **No max after pilots 59th birthday. 0%
15%
$157.36
85
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
20%
Contract 2010, as amended
0%
401(K) Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
None
4.C
4.C
5% 1:2
After 3 years 2.2% up to 6% at 9 years
Contract 2012 as amended
Notes
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394 5.A
Contract 2016, as amended *A321 coming end of 2015
Disclaimer: Gray blocks16.4 contain contract sections or date 15.B.2 & 3 16.B.2 Reference contract for more
5% 1:1 + 3% None Specified or inaccurate, please 5% consult the most current contract section information
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
$136,115
Contract 2014, as amended
line holder, 75 reserve; **Hours acquired. Data with contract sections may*70 be abbreviated and/ is based on PTO per year.
3.J**
72
1 Day / Month Max 120 Days
Contract 2013, as amended
28.D
4 H/M Max 600 5% at 200%*
10.A
20%
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
HRxMMGx12
$157.54
Notes
*Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. See sectoin 10.B for more information.
None
14.D.1
$135,257
3.C*
Sun Country Airlines
7.B.1.a
1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 7.5 H/M without 10-11 = 23 a sick call. Days 5.65 H/M with a 12-14 = 27 sick call Days Max 1080** 15-18 = 29 Days 19-24 = 33
HRxMMGx12
70
Spirit Airlines (Spirit Wings)
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 12-18 =28 days 6 Yrs = 170 19+ = 35 days 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
4.3
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
Sick Time Accrual
Legacy Airlines
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
for specific contractual language. Data that do not have a Agreement 2013, Currently in 3.J
12.B.1
14.A.1 4 H/M
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max** 8.B.1
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
$34 to $754 depending on time and accrue 3 H/M unitl 12 months of service, **1% annual plan single, single +1, increases up to 15% or family plan
700 Hrs Max
Appendix A
$144,480
Contract 2016, as amended
19.B.2
5 H/M* email Craig.Pieper@AeroCrewSolutions.com. please 0% 11%**
$141,582
$172.00
period, **Trip for Pay (TFP) is the
this time. If you notice a discrepancy and/or have a correction *New hires start with 33 hours of sick
$168.55
$89,880
negotiations
most up-to-date information, not all sources can be verified at
$94,861
70
3.F.i
unit of compensation received. some form 9.7% and1:1may be inaccurate. While trying to provide the -
70
$107.00
3.E
1 TFP / 10 TFP** Max 1600 TFP
$112.93
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
3.E
contract section reference number, were *85/87/89 obtained online inin bid TFP based on days
28.C 4%
125% of 6% contributed
28.B.2
27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2
-
-
2%
Contract 2018, as amended
BACK TO CONTENTS
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014
(United)
B787 B767-400 B767-200 B757-300
B737-8/9, A320 A319, B737-700
Aircraft Types
$208.59
$175,216
$305.39
$256,528
$173.96
$146,126
$254.70
$213,948
$141,028
$245.80
$206,472
$135,257
$235.76
$198,038
70
$167.89 $161.02 3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
A319, A320, A321*
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days 8.B
$100.01
A320 family
$148.71
E190
$133.82
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,916
$218.66
$183,674
$112,409
$196.83
$165,337
70
3.C*
Spirit Airlines (Spirit Wings)
Sun Country Airlines
Virgin America (Red Wood)
B737
A319 A320 A321
B737NG
A320
Aircraft Types
HRxMMGx12
20%
401(K) Matching (%)
4 H/M Max 600 5% at 200%*
10.A
22-A
24-B-5
401(K) DC
Percentage of health care employee pays
None
4.C
4.C
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
15.B.2 & 3
16.B.2
16.4
0-5 = 108 Hrs 6-10 = 126 Hrs Based on PTO 11-15 = 144 Hrs accrual 16-20 = 162 Hrs 21+ = 180 Hrs
3.F.i
3.E
3.E
1 TFP / 10 TFP** Max 1600 TFP
9.7% 1:1
-
11.B.2
12.B.1
19.B.2
$160,507
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
$157.54
72
$136,115
$237.50
$205,200
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
5 H/M* 700 Hrs Max
0%
14.A.1 4 H/M
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
125% of 6% contributed
$149.33
62
$111,102
$213.32
$158,710
>5 = 14 days <6 = 21 days
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
B-767
$153.03
68
$124,872.48
$218.61
$178,385.76
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
19
19.D.1
HRxMMGx12
19
HRxMMGx12
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
85
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
4.A.1***
HRxMMGx12
3.C.1.a
HRxMMGx12
ABX Air
3.C.1.a
10.A >1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days**
11%**
$34 to $754 depending on plan single, single +1, or family plan
28.B.2
27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2
-
-
2%
B747
B757, B767, A300, B747, MD-11
Aircraft Types
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information Agreement 2013, Currently in negotiations *85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Merging with Alaska Airlines Rule book 2014
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
10%****
Health 14-25% Dental 20-30%
28.A.1
Appendx 27-A
Notes
*B767 pay is 91.97% of B747 pay, **First year is 50 hours MMG, OutBase is 105 hours MMG, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank, ****Company will match 50%
9.A
6 H/M
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family: $230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air
Contract 2016, as amended
Contract 2016, as amended
28.C 4%
Notes
*A321 coming end of 2015
None Specified
3.J
85
5.A
5% + 3%
3.J**
Contract 2012 as amended
*The company will match 200% of EE - $134 what the pilot contributes up to 5%. EE+Child - $177 EE+Spouse $281 EE+Family - $394
5% 1:1
1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
$157.36
THE GRID
Cargo Airlines
B747 B767*
UPS (UPS)
16"%
HRxMMGx12
Atlas Air
FedEx Express (FedEx)
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
4.3
Southwest Airlines (Southwest)
0%
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.
Additional Compensation Details
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days
64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
401(K) DC
Percentage of health care employee pays
$212.69
75
$207,373
$300.00
$292,500
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
None
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.
9.C.3 *Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Notes
December 2018 | 53
THE GRID
BLI SEA PDX MSP
BOS
ORD
SLC OAK SFO
MDW IND
DEN STL ONT PHX
BWI DCA
ACY
MYR
CLT ATL
DFW
DAL VPS IAH
ANC
PIT
LGA JFK
AVL
MEM IWA
EWR PHL
IAD
CVG
SDF
LAS LAX LGB
DTW CLE
HOU
PIE
HNL
SFB MCO PGD FLL MIA
ANC CGN LAX
ORD
HNL
EWR MIA
DOH
DXB
HKG GUM
54 | Aero Crew News
BACK TO CONTENTS
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB
Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Allegiant Air
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
Delta Air Lines
Alaska Airlines
AVL
Asheville, NC
United Airlines
United Airlines
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
Virgin America
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
FedEx Express
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
LGA
New York City, NY
American Airlines
BOS
Boston, MA
Spirit Airlines
Delta Air Lines
PHX
Phoenix, AZ
American Airlines
GUM Guam
United Airlines
American Airlines
JetBlue Airways
United Airlines
LGB
Long Beach, CA
Southwest Airlines
BWI
Baltimore, MD
HKG
Hong Kong
JetBlue Airways
PIE
St. Petersburg, FL
Southwest Airlines
FedEx Express
MCO Orlando, FL
Allegiant Air
CGN
Cologne, Germany
HNL
Honolulu, HI
JetBlue Airways
PIT
Pittsburgh, PA
FedEx Express
Hawaiian Airlines
Southwest Airlines
Allegiant Air
CLE
Cleveland, OH
Allegiant Air
Frontier Airlines
SDF
Louisville, KY
United Airlines
HOU
Houston, TX
MDW Chicago, IL
UPS
CLT
Charlotte, NC
Southwest Airlines
SEA
Seattle, WA
American Airlines
IAD
Washington, DC
MEM Memphis, TN
Alaska Airlines
CVG
Cincinnati, OH
United Airlines
FedEx Express
Delta Air Lines
Allegiant Air
IAH
Houston, TX
MIA
Miami, FL
SFB
Orlando, FL
Delta Air Lines
United Airlines
American Airlines
Allegiant Air
DAL
Dallas, TX
IND
Indianapolis, IN
UPS
SFO
San Francisco, CA
Southwest Airlines
FedEx Express
MSP
Minneapolis, MN
United Airlines
Virgin America
IWA
Phoenix, AZ
Delta Air Lines
Virgin America
DCA
Washington, DC
Allegiant Air
Sun Country
SLC
Salt Lake City, UT
American Airlines
JFK
New York City, NY
MYR
Myrtle Beach, SC
Delta Air Lines
DEN
Denver, CO
American Airlines
Allegiant Air
STL
St. Louis, MO
United Airlines
Delta Air Lines
OAK
Oakland, CA
American Airlines
Frontier Airlines
JetBlue Airways
Allegiant Air
VPS
Fort Walton, FL
Southwest Airlines
Virgin America
Southwest Airlines
Allegiant Air
DFW
Dallas, TX
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
December 2018 | 55
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)
56 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
3.A
HRxMMGx12
24.B
-
CRJ-200 CRJ-700, CRJ-900, EMB-175 -
CRJ-200*
Pi
T
>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month. The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.
information.
P
em
3-1
$39.78
CRJ-700* EMB-175
25.A.2 1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
75
CRJ-200
Republic Airways (Republic or Shuttle)
ALPA: Air Line Pilots Association
Top CA pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
MMG
$37.96
76
$34,620
3.A
4.A.1
HRxMMGx12
$49.24
75
$44,316
$107.67
$96,903
7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
10+ = 8%*
8.A
3.75 H/M Max 375
P
em
32 (35
10+ = 3.5%
BACK TO 3-4%CONTENTS = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
1%
3%
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
2 Digit Code
Sign on Bonus
Pay During Training
EMB-145XR EMB-145 EMB-135 CRJ-200
EV
$40,000*, $1,000 Referral, EQO**
CRJ-200 CRJ-700 CRJ-900
EV
CRJ-200 CRJ-700 CRJ-900 EMB-175
OO
YX
3.C.1
$7,500*
65 Hours
Paid for by company; single occupancy**
Online
3008.19.A
3015.6.A.1
Republic Airway (Republic) EMB-170 EMB-175
Feb/15
$7,500 w/ CRJ type*, Paid for by $1,000 $300 / week company; single Referral, occupancy $10,000 Ret.**** Online
SkyWest Airlines (Skywest)
$17,500*
$1,600 first Paid for by mo. then company; single MMG occupancy
10.A.2.a Envoy formally American Eagle (Envoy)
CRJ-700, EMB-145, EMB-175
Aircraft Types
Endeavor Air (Endeavor)
MQ
2 Digit Code
CRJ-200 CRJ900
Up to $22,100* plus $20,000 retention bonus**
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
4.C.2
Dec/2017
$1.85/hr
June 2007**
5.A.1
Sep/2017
United
Union
EFBs
ALPA
Surface 3 LTE
Delta***, American
3009.1.A
Nov/2018
Nov/2018
$2.05/hr Dom $2.60/hr Int.***
March 2016
2,221
4.B.1
Aug/201
Aug/2018
5.B.1
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*Up to $40,000 company discreation; **EQO = Earned EWR, IAH, ORD, Quartely Overide, $10,000 for FO's $8,000 for CA per year paid out CLE each quarter, restrictions apply.
ALPA
Surface 3 LTE
ATL, DFW, DTW, LGA***
Sept 2017
2,173
Dec/2017
Dec/2017
9E
$10,000*
OH
Single MMG, but Occupancy paid no per diem by company
United, American, Alaska, Delta
United, American, Delta
None
IBT
iPad
iPad Air
COS, DEN, DTW, FAT, IAH, LAX, MSP, ORD, PDX, PHX, PSP, SEA, SFO, SLC, TUS SGU***
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH
October 2017
1,905
5.D.1
Dec/2017
Dec/2017
$1.75/hr
November 2016
1,582
5.A.1
Dec/2017
Dec/2017
Paid for by company; single occupancy
$1.60/hr
March 2017
1,220
5.B.1
5.A.2
Dec/2017
Dec/2017
3.D.1, 5.D.4
$16,520, Paid for by $38.50 / HR $5,000*, MMG & Per company; single $1000**, Diem occupancy $20,000***
CRJ-200 CRJ-700 CRJ-900 EMB-175
CRJ-200
DH-8-Q400 ERJ-175*
EMB-175
CRJ-700 CRJ-900*
Aircraft Types
YV
ZW
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
Yes $33,000 $4,000 or $4,500*
2.5 hours per day
Paid for by $1.75/hr company; single dom Jan, 2014 occupancy $1.80/hr int
534
Website
4.C
5.A.1
LOA 37
Dec/2017
Dec/2017
QX
None
16 credit hours per week & per diem
Paid for by company; double occupancy**
$1.80/hr
June 2018
840
5.I.4
6.C
5.G.1
Nov/2018
Nov/2018
CP
$17,500 Signing $1,500 Referal Bonus
MMG & Per Diem*
Paid for by company; double occupancy
$1.65/hr**
October 2015
659
3.H, 5.B
5.B.3
5.B.1
Dec/2017
Dec/2017
G7
$12,000** $5,000***
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
2 Digit Code
DH-8-100 DH-8-300
PI
$15,000
MMG + 1/2 Paid for by per diem company; single
$1.70/hr
American
ALPA
iPad Air 2
Contract 2003 as amended
Delta
Union
EFBs
Bases
ALPA
iPad 2**
JFK, DTW, MSP, LGA, ATL
350
Notes
Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied Contract 2013 as amended
American
ALPA
iPad
CLT, DCA, CVG DAY, TYS, PHL ORF
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years). Contract 2013 as amended
United, American
ALPA
iPad***
PHX, DFW, IAD, IAH
*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended
American United
ALPA
iPad
Alaska
IBT
iPad 2
Delta, American
ALPA
iPad
ORD, IAD, MKE
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list.
*By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums. Contract 2012 as amended
PHX, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Junior CA Pilots For: hired
January
Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
Union
EFBs
Bases
Under 500 Pilots Piedmont Airlines (Piedmont)
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ.
Contract 2015
Most Number of Do Business Junior CA Pilots For: hired
$1.80/hr
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010, ***Delta Connection in ATL, DTW & LGA closing by Nov. 2018; ****Bonus if on property until the end of contract with DAL Contract 2007 as amended, Currently in negotiations;
Dec/2017
4,550
4.B
Notes
Contract 2018 as amended
October 2016
4.A
Bases
2,530
$1.95
$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024
3.F.1
Horizon Air (Horizon Air)
$1.95/hr
Sept 2011
Online
Online
CRJ-200 CRJ-700 CRJ-900
Air Wisconsin (Wisconsin)
Most Number of Do Business Junior CA Pilots For: hired
500 - 2,000 Pilots
PSA Airlines (Bluestreak)
Mesa Airlines (Air Shuttle)
Per Diem
Over 2,000 Pilots $300 / week Paid for by & $1,400 per diem to company; single checkride, occupancy then MMG
Online ExpressJet (LASA) (Accey)
Hotel during new hire training
THE GRID
American
ALPA
PHL, MDT,
Notes
December 2018 | 57
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for
(Compass)
THE GRID GoJet Airlines (Lindbergh)
EMB-175
CP
CRJ-700 CRJ-900*
G7
Aircraft Types
Signing $1,500 Referal Bonus
MMG & Per Diem*
company; double occupancy
October 2015
$1.65/hr**
ALPA
iPad
5.B.3
5.B.1
Dec/2017
Dec/2017
$23/hr @ 60 hr
Paid for by company; single occupancy
$1.60/hr
December 2017
600
Jan/2017
5.B.3
6.C
5.O
Dec/2017
Dec/2017
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
$15,000
MMG + 1/2 Paid for by per diem company; single per day occupancy
United, Delta
sims; **DOS + 24 Mos. $1.70,
PHX, LAX, SEA
General Information
3.H, 5.B $12,000** $5,000***
2 Digit Code
Delta, American
659
Contract 2014 as amended *7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
ERJ-145
Cape Air (Kap)
ATR-42 C402 BN2
Silver Airways (Silverwings)
Saab 340b
Ameriflight, LLC (AMFlight)
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
CommutAir (CommutAir)
Peninsula Airways (Penisula) Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
DH-8-100 DH-8-300 ERJ-145
PI
AX
350
LOA 16
5.D.4
5.A.3
5.D.1
Dec/2017
Dec/2017
$30,000*
$35.81 @ 75 hrs or 4 hours per day
Paid for by company; Single occupancy
$1.90/hr
June 2016
600
3.C.1
5.A.1
5.C.1
Dec/2017
Jun/2016
40 Hours per week
Paid for by company; Single occupancy
3.K.A
6.E.5.A
9K
None
3M
$1.70/hr
January 2017
Upon $37/overnigh Reaching t ATP Mins
Paid for by MMG & Per company; single Diem occupancy
$12,000*
$9 - $12.50 per hour* $35 / Day Per Diem
Paid for by company; Single occupancy
Up to $15,000*
MMG
Paid for by company; single occupancy
Online
3.G
5.A.8
AM
None
DH-8-100 DH-8-200 ERJ-145
C5
Saab 340A, Saab 340B*
KS
DH-8-300 S340
BB
100
6.G.1
Dec/2016
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
$1.45/hr
American
Contract 2013 as amended United, American
ALPA
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
185
Oct/2015
Oct/2015
$1.80/hr
Apr/2017
291
5.B.3
Dec/2017
Dec/2017
$50/day
2012
120
*Paid out over 3 years, restricitions apply. Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended
Hyannis Air Service DBA Cape Air
IBT
Dec/2016
Immediate
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
PHL, MDT, ROA, SBY
ALPA
Self**
HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
FLL, TPA, MCO, IAD
IBT
Contract 2011 as amended
UPS FedEx DHL Lantheus ACS Mallinckodt
None
iPad
DFW, BFI, PDX, *Hourly rate in training depends on SFO, BUR, ONT, PIC, SIC and aircraft type. PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA, BQN, SJU
United
ALPA
None
EWR, IAD, BTV**
Contract 2015 as amended None
*$1,100/Mo. Base Salary
ANC, BOS
Need contract
Oct/2014 $30/dom, $50/int
January 2013
90
SJU, STX Need contract
Oct/2014 C208, C207, PA31, B1900 DH-8
7H
$15,000 for all pilots in 2017, $5,000 referral
None, except during SIMs in SEA, Single
MMG
$40.00 per over night
Total Pilots Aircraft Types
2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem
*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ
March 2015**
215
Jun/2017
Jun/2017
Ravn Alaska
None
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds
ANC
Need contract
20,809
Most Number of Do Business Junior CA Pilots For: hired
Union
EFBs
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
ExpressJet (LASA) (Accey)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Min Trip Duty Rig Trip Rig Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
$150 / yr****
Over 2,000 Pilots 12/12 or 11 for reserve in 30 day month
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
Headset Reimbursement
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
None
None
100%
100% or 150/200% when red flag is up
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
Yes*
11 or 13; 15**
276
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
-
3.F.1 & 2 3.F.1 & 2
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
12
Yes*
FAA Part 117
198
4:12
None
1:2**
1:4
100%
150%***
$200 / year***
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12*
Yes**
14
438*****
4:12
See Trip Rig
1:2
1:4
75%
100%, 150%, and 200%***
Provided by company****
23.E.1
3.E & F
23.C.1
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%
150% 200%**
New hires pay 50%, all others get $240 per year*
58 | Aero Crew News Endeavor Air (Endeavor)
12
Min Trip Duty Rig Trip Rig Credit
Yes
14
501
4
None
None
None
Contract 2018 as amended *Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations
*Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****After completing first year and $400 max.
Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA -
-
Contract 2015
*200% only when critical coverage Company provided declared by company Contract 2003 as amended
Notes
BACK TO CONTENTS
500 - 2,000 Pilots 25 Hours 5 Day Trip
Notes
None
*Starts 1/1/2015, **200% at company discretion.
Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA
and 200%***
Envoy formally American Eagle (Envoy)
Endeavor Air (Endeavor)
PSA Airlines (Bluestreak)
23.E.1
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
Contractual Work Rules 3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Min Trip Duty Rig Trip Rig Credit 500 - 2,000 Pilots
New hires pay 50%, all others get $240 per year*
None
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
Contract 2013 as amended
$400****
None
*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS
-
4
3.R.4
3.N.1
12.H.1
-
3.H.1
-
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
None
50%**
125% or 150%***
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
None
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
12.B
3.G
12
-
None
None
None
None
62.5%
100% or 200%**
Company pays half of hat, topcoat, jacket, two pairs of pants.
-
-
-
6.A
3.H.9
5.E.2
-
See Trip Rig
1:2
1:4
100%
150% or 200%***
$260 / yr****
$50*
12/12
Yes*
12, 14 or 13**
294
3 hours or Duty Rig
25.E.8.a
3.D
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1/LOA 37
18.C.2
18.E
13*
Yes
FAA Part 117
239
4**
See Trip Rig
50%***
25****
100%
150% or 200*****
$200
None
7.A.4.a
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
100%****
Company pays 1/2 of initial uniform, $20/mo allowance
None
80% air*** 75% ground
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
26.3
26.C.1
150% 200%**
$25 / Month
None
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
5.E
5.D
26.L.5
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%**
$25 / month
None
Min Trip Duty Rig Trip Rig Credit Under 500 Pilots
11
Yes
14
185
4
4 per day*
25.C.2,3 & 4
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
*Starts 1/1/2015, **200% at company discretion.
150% 200%**
501
187
Notes
100%
14
FAA Part 117
Contract 2003 as amended
None
Yes
Yes*
THE GRID
None
12
11
Contract 2015
*200% only when critical coverage Company provided declared by company
25 Hours 5 Day Trip
Mesa Airlines (Air Shuttle)
Air Wisconsin (Wisconsin)
-
None
None
75% air; 50% ground
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended
12 line holders 11 reserves
Yes*
14
246
4**
None
None
None
100%
150% 200%***
25.B.3.a.2 & d.2
3.F
12.E.1
-
LOA 2011-07
-
-
-
3.H.1
3.E.2
5.F.3
-
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Yes as needed
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
Paid in full by company, no set amount per year. Reasonable amount. -
25.A.5
Contract 2012 as amended
Greater of min day, credit, duty rig
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
11
Yes*
14
161
3, 4 on lost day
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
14
131
3.75
None
None
None
75%
100%*
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
*Pilots are paid per duty hour not flight hour. **Paid above minimum, if it is over 40 hours per week, then it will be paid at 150%
Contract 2011 as amended
*Additionaly incentive offered at company discretion,
Contract 2015 as amended
5 on 2 off 13
Min Trip Duty Rig Trip Rig Credit
Notes
December 2018 | 59
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$47.87
$43,083
$105.06
$94,554
70-76 Seat A/C****
$47.87
$43,083
$110.48
$99,432
-
3.A.1
CRJ-200
$46.44
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
$41,796
$101.80
$91,620
75
SkyWest Airlines (Skywest)
CRJ-700, CRJ-900
$48.48
-
3.A
4.A
$60.50
75
3027.2
3008.5.A.3 *
Republic Airways (Republic or Shuttle)
EMB-170 EMB-175
-
$57.43
75
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
None
30%
27.A.1
28.A.3
27.A.1*
$116.00
$104,400
$122.83
$110,547
$123.29
$110,961
$125.10
$112,590
<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs
After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***
1-4 yrs, 4% 5-9 yrs, 6% 10-14 yrs, 8% 15-19 yrs, 10% 20+ yrs, 12%
3027.1
HRxMMGx12
3011.1**
3012.1
$54,450
HRxMMGx12
$51,687
$129.39
$116,451
$39.78
75
$35,802
$93.90
$84,510
-
LOA**
LOA
HRxMMGx12
LOA*
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
CRJ-200
$65.74
$59,166
$117.70
$105,930
3-1
HRxMMGx12
$89.12
$80,208
CRJ-900
$67.09
$60,381
$122.20
$109,980
HRxMMGx12
3.A.1
$37,602
$98.37
PDO* 1 = 12.6 days 1 Yr = 4.25 H/M 2 = 13.65 days 2 Yr = 4.94 H/M 3 = 14.7 days 3 Yr = 5.55 H/M 4 = 15.75 days 4-6 Yr = 6.00 H/M 5 = 16.8 days 7-9 Yr = 8.00 H/M 6 = 17.85 days 10-12 Yr = 12.00 7 = 18.9 days H/M 8 = 22.05 days 13-15 Yr = 9.30 9 = 23.1 days H/M 10 = 24.15 16+ Yr = 10.00 H/M No Max 8.A.1***
8.A.1
9.A
No. of Vacation weeks & Sick Time Accrual accrual
None
-
3.A.1
CRJ-200
$41.78
4.A
$43.29
-
3.A.1
4.A
14.E
None
28.B
28.A.3.b
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
7.A.3.b
14.A
28.B
28.B
27.A.2
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
$96,003
3.A.1
HRxMMGx12
$92.58
$84,433
$99.65
$90,881
$105.08
$95,833
C200/E145 C700/E170
$52.00
76
$47,424
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
None
7.A
14.A
28.C**
28.C
27.B.4
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 0-9 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
-
24.A
3%
25%
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
3.75 H/M Max 375
7.B.2
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
14.A.1
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
28.A
27.D.2.a
6%
None
Company Discretion
14.A.1
27.C
27.C
27.A
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
< 5 = 14 days > 5 = 28 days
3 H/M
28.B**
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
401(K) Matching (%)
401(K) DC
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
No. of Vacation weeks & Sick Time Accrual accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days
50% Match: <4 = 6%
Contract 2015
Contract 2003 as amended
Notes
*Pay based on DOS+2 years, 1% increases every year; **Based on 32% for medical YOS, ***>1 year prorated (35% 1/1/15), 25% dental
$88,533
$106.67
*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours.
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 1% increases per is prorated. year
HRxMMGx12
$38,961
Contract 2007 as amended, Currently in negotiations
*Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
3.5 H/M
HRxMMGx12
Contract 2018 as amended
Pilot Agreeemnt signed August 2015
<1yr=<7 dys*** 1-2yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
75
CRJ-700 CRJ-900
30%
28.B**
100% Match: 1-5 = 3% 5-10 = 5% 10-20 = 8% 20+ = 12.5% Vesting**
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****New contract scope includes 20 E175s to be flown for UAL.
35% for TPO Traditional PPO Plan
14.K
<1yr = <7 dys*** 1-4 = 3.5% 1-2yrs = 7 dys 5-9 = 5.25% 90dys-5yrs = >2yrs = 14 dys 10-14 = 6.4% 3.5hrs/month; >7yrs = 21 dys >5 yrs = 4hrs/month 15-19 = 7% >16yrs = 28 dys 20+ = 8% 8
None
-
1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%
Notes
*Vesting based on YOS, **1.2 Days per month of employment.
500-2,000 Pilots
60 | Aero Crew News Piedmont Airlines (Piedmont)
0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500
14.A.1
HRxMMGx12
EMB-175
<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days
7.A.1
3.K.1
EMB-145
25.A.2
HRxMMGx12
C900-C
Horizon Air (Horizon Air)
LOA 9
7.A
3.A
3-1
C900/E175
Air Wisconsin (Wisconsin)
25.B.2
8.A.1
HRxMMGx12
75
Mesa Airlines (Air Shuttle)
30%
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% 20+ = 8% Vesting*
$98,397
CRJ-900
PSA Airlines (Bluestreak)
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6% (New hires not eligible)
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$109.33
EMB-175
Endeavor Air (Endeavor)
401(K) DC
$43,632
CRJ-200 CRJ-700
Envoy formally American Eagle (Envoy)
Percentage of health care employee pays
401(K) Matching (%)
Over 2,000 Pilots EMB-145, CRJ-200
75
ExpressJet (LASA) (Accey)
No. of Vacation weeks & Sick Time Accrual accrual
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
27.B.2
Contract 2014 as amended
27.B.1
Contract 2016 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44
Percentage of health care employee pays
Notes
BACK TO CONTENTS
*50% match based on YOS, **See chart at referenced contract section;
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Peninsula Airways (Penisula)
-
App. A.D
5.B.1
HRxMMGx10.4
E-170, E-175
$45.80
75
$41,220
-
3.D
4.A.1
HRxMMGx12
App. A.B
HRxMMGx10.4
13.B
14.A.1
27.C
27.C
27.A
$111.24
$100,116
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
27.D.1
27.D
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
Set amount** 2016 Max 17%
Additional Compensation Details
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
13.A.1
14.A
No. of Vacation weeks & Sick Time Accrual accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
27.B.2
$40.33
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days** 2 - 5 = 14 days 6 -13 = 21 days +14 = 28 days
0-2 = 3 H/M 3-5 = 3.5 H/M +6 = 4 H/M 450 Max
9+ mos = 4% 3-6 = 6% 7+ = 8% 50% Match
None
35% Employee, 35.9% Emp +2
14.A
ERJ-145
$45.67
75
$41,103
$106.07
$95,463
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
ATR-42, C402, BN2
$12.72
-
40
$26,458
Per week*
HRxMMGx52
$30.02
Saab 340b
$39.03
75
$35,127
$83.07
$74,763
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
-
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Saab 340A, Saab 340B* $44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
B1900, DH-8
HRxMMGx12
$64.00
60
-
Aircraft Types
Notes
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
Q-100, Q-300
4 H/M
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
$37,440
MMG
Base Pay
Need contract
HRxMMGx12
$117.00
HRxMMGx12 FO Top Out Pay (Hourly)
*Based on profitability
Yes*
$84,240
2.9 Hours Per Week
2 Days Per Year
2%
None
$450-$500 / Mo. $750-$800 / Mo.
Need contract
HRxMMGx12
Top CA pay
Base Pay
No. of Vacation weeks & Sick Time Accrual accrual
401(K) Matching (%)
401(K) DC
Percentage of health care employee pays
Notes
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated and/ or inaccurate, please consult the most current contract section for specific contractual language. Data that does not have a contract section reference number, was obtained on-line in some form and may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.
December 2018 | 61
THE GRID BFI SEA
GEG
HVR GGW GDV BIL
PDX BOI
MFR
OLF SDY MSS OGS
MSP MKE
DEN
FAT
LAX
BUR ONT PSP
SLK RUT ALB EWB PVD
EWR JFK MDT PHL PIT CMH DAY IAD IRK UIN IND CVG MCI STL MWA ORF ROA TBN SDF CGI OWB RDU
OMA
SLC SFO
BUF DTW CLE
LAN
AUG LEB
ORD
TYS
ABQ
RKD MHT BOS PVC HYA ACK MVY HPN LGA BWI DCA SBY
CLT
PHX ATL
TUS DFW SAT IAH ANC
MCO
TPA
HNL
FLL MIA
EIS
SJU MAZ
ABQ ACK ALB ANC
Albuquerque, NM Ameriflight, LLC Nantucket, MA Cape Air Albany, NY Cape Air Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
62 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways BACK TO CONTENTS
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MKE Milwaukee, WI Air Wisconsin MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air
MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA PSA Airlines OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways PSA Airlines Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air
ROA RUT SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN
Roanoke, VA Piedmont Airlines Rutland, VT Cape Air San Antonio, TX Ameriflight, LLC Salisbury, MD Piedmont Airlines Louisville, KY Ameriflight, LLC Sidney, MT Cape Air Seattle, WA Skywest Airlines Horizon Air Compass Airlines San Francisco, CA Skywest Airlines Ameriflight, LLC San Juan, PR Ameriflight, LLC Seaborne Airways Cape Air Salt Lake City, UT Skywest Airlines Ameriflight, LLC Saranac Lake, NY Cape Air St. Louis, MO GoJet Airlines Trans States Airlines St. Thomas, USVI Cape Air St. Croix, USVI Seaborne Airways Cape Air
Fort Leonard Wood, MO
Cape Air Tampa, FL Silver Airways Tucson, AZ Skywest Airlines Knoxville, TN PSA Airlines Quincy, IL Cape Air
December 2018 | 63
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
64 | 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 2018 | 65
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