Aero Crew News, June 2017 by Aero Crew News

June 2017

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

Steps To Yo u r I d e a l Financial Life Do You Make

Unhealthy

Exclusive Hiring Briefing

Mistakes

on the

Road

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contents Letter From the Publisher Aviation Careers and Mentors

Aviator Bulletins 10 Latest Industry News

Pilot Perspectives 18 Hard Work Pays Off

MILLION-AIR 22 7 Steps To Your Ideal Financial Life

Fitness Corner 26 Do You Make These Health Mistakes On Your Trips?

Food Bites 30 First Watch, The Daytime Cafe

Safety Matters 30

United Flight 173 How CRM Transformed Modern Aviation

Contract Talks 36 Trip and Line Construction

Exclusive Hiring Feature PlanesSense, Inc.

Cockpit 2 Cockpit Military to Airline Transition

38 50

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

June 2017

the grids Airlines in the Grid

Sections

Updated

The Mainline Grid

Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Airline Base Map

The Regional Grid

The Flight Attendant Grid

General Information Work Rules Additional Compensation Details Airline Base Map

General Information Work Rules Additional Compensation Details

Legacy

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

Major

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

International Qatar Airways

Cargo

ABX Air Ameriflight Atlas Air

FedEx Express Kalitta Air UPS

Regional

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

If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and updates to info@AeroCrewNews.com June 2017 | 5

New long-term partnership with United Airlines commencing this Fall

$272,500

18 month upgrade to Captain

Compensation and Benefits* over three years!

$5,000

$10,000

$4,500

First Check Bonus

Anniversary Bonus

Referral Bonus

$75,600

$95,100

Compensation & Benefits*

Year Two

Year Three

$85,600

$99,600

$8,000 Type Rating Bonus

$26,000 IOE Bonus

$48,300 Compensation & Benefits*

Year One

$87,300

Apply now on Airline Apps or at www.airwis.com

*Insurance benefits based on single coverage

Letter From the Publisher

Dear Readers,

Photo taken by: Anonymous

Last month Jen P. wrote us asking how to start a career in aviation. As I mentioned in my answer, it would be impossible and unjust to explain the variety and complexity of options to achieving this goal in this space. I did highly recommend that she find a mentor to help guide her through the process. Our friends over at Professional Pilots of Tomorrow, PPOT, are doing such an amazing job of mentoring pilots that I decided to invite them and have their mentors relay their experiences in an article for us to share with our readers. This month, one of the founders of PPOT writes about his student of whom he helped mentor into a career in aviation. We hope to bring you more success stories from PPOT as the months go by! Good luck in your career goals and remember, never ever give up! Before you know it, you will be enjoying views like this every week! Regards,

Craig D. Pieper Craig D. Pieper Publsiher, Aero Crew News

Craig Pieper is the Publisher and Founder of Aero Crew News. Craig is responsible for the content, layout design, website design and organization of the material and people producing the material for the magazine. He obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992. We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the publisher. Please limit your letters to the publisher to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.

8 | Aero Crew News

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May 2017 Here’s what you missed last month. Aero Crew News featured Air Wisconsin Airlines. “Safety Matters” discusses Non-Routing Operations Reporting. “Contract Talks” provides details on your Home Away from Home. “Fitness Corner” explains Ten Ways to Hack Your Fitness. “Food Bites” gets Raw in East Coast Seafood! Million-Air explains How to Increase Your ‘Side’ Income. “Cockpit 2 Cockpit” jumps in the pool with, How to Stay Cool in the Pool. Lastly, there’s always more aviation news with “Aviator Bulletins” from United Airlines, Envoy, Alaska Airlines, Cape Air, Republic Airways and Horizon Air. To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/

Credits Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design By Craig Pieper Additional Contributors Scott Stahl, Andy Garrison, Marc Cervantes, Joshua Dils, Lauren Dils, Marc Himelhoch Aviator Bulletins Provided by the companies listed PlaneSence, Inc Feature Contributors Scott Berti, Elaine Carter Photographs By PlanesSense, Inc. – Corporate Communications Department Photographs used with permission from PlaneSense, Inc.

Craig Pieper

Additional photographs as noted.

June 2017 | 9

Aviator Bulletins

The latest aviation industry hiring news and more.

Air Wisconsin Announces Enhanced Industry Leading Pilot Hiring Incentives

Image provided by Air Wisconsin

ir Wisconsin Airlines recently announced significant enhancements to its existing bonus program, increasing the value of cash bonuses to $57,000, including $8,000 for pilots type rated in a turbine aircraft. When added to Air Wisconsin’s competitive wage structure and best-in-class benefits, these increases position Air Wisconsin as the regional airline industry leader in new hire pilot compensation. During the first three years of employment, a new pilot will receive between $260,000 and $317,000 in total pay and elected benefits.

In addition to industry-leading compensation and fast upgrades, Air Wisconsin pilots enjoy a structured, rapid career progression to United Airlines through the United Career Pathway Program.

New hire pilots can expect to upgrade to Captain in 18 to 24 months—likely faster for pilots hired in the next several months—as Air Wisconsin dramatically expands its pilot group in connection with its recently announced long-term agreement with United Airlines.

For more information about the new hire pilot bonus program and joining the Air Wisconsin team, please visit www.airwis.com/pilots.

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According to Bob Frisch, Air Wisconsin’s Chief Operating Officer, “This announcement highlights Air Wisconsin’s commitment to attracting qualified pilots to its growing pilot group and creates best-in-class compensation to go along with the rapid upgrade opportunities created by our new partnership with United Airlines.”

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Envoy Crews are Winging Back to Miami

Image provided by Envoy

nvoy is pleased to announce that a crew base in Miami (MIA) for pilots and flight attendants will be re-opened in September, 2017. They’ll join the more than 900 Envoy Customer Services and Maintenance employees already operating in the Miami hub. With Envoy operating nearly 30 daily flights out of American’s Miami hub, it will enable the company to better support American’s current operations in that vital international gateway, and position Envoy for future growth.

“This is extremely good news for our pilots who live or have families in the Miami-Dade area and who have been commuting to other bases,” said Ric Wilson, Envoy Vice President of Flight Operations. “We’re delighted to provide our pilots and flight attendants with a fourth crew base in the very near future,” said Dee Temples, Envoy Senior Vice President of Air Operations. “We know we have many employees from South Florida and this new domicile will give them a much more convenient option.”

According to current projections, 40 First Officers and 40 Captains will be stationed at the MIA base. As the busy summer schedule approaches, the MIA base opening comes at a very opportune time.

June 2017 | 11

Aviator Bulletins

The latest aviation industry hiring news and more.

Peach of an Opportunity:

Endeavor Air Opens New Crew, Maintenance Base

Image provided by Endeavor

n June 1, as Endeavor Flight 4076 touched down in Atlanta, a new chapter began for Endeavor Air. A fifth crew and tenth maintenance base welcomed its first flight as part of the Endeavor network, marking a significant expansion for Delta’s only whollyowned subsidiary regional airline. This new Atlanta base joins Detroit, Minneapolis-St. Paul, and both New York-JFK and New York-LGA as crew domiciles. More than 200 pilots, 100 flight attendants, and 60 maintenance technicians will service upwards of 17 lines of flying by the end of 2017. Endeavor currently operates more than 650 flights per day to over 130 cities across North America. “Opening this Atlanta crew and maintenance base will allow us to bring the ‘gold standard’ of the Delta Connection fleet right to our mainline partner’s backyard,”

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noted John Daly, Chief Operating Officer, Endeavor Air. “Our crews are excited to be part of this new base which represents significant growth for our airline.” Endeavor continues to hire pilots at a record pace. With more incentives to join the team - like first year earnings of more than $60,000, a $10,000 training completion bonus, rapid upgrade opportunities, and the only defined pathway to Delta with its Delta Guaranteed Interview Program - pilots can be a part of an airline that continues to redefine the regional industry. Interested in learning more? Visit http://www. endeavorair.com/pilots or contact the Endeavor Pilot Outreach Team at 612.266.1470 or Pilot.Outreach@ endeavorair.com.

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PSAâ&#x20AC;&#x2122;s Growth Soars to New Heights

Image provided by PSA Airlines

SA added two new cadet partner schools to

their program this month bringing their number of partnerships to 16 and growing. The addition

of their newly launched Rotor Transition Program offers military pilots the chance for a seamless transition into commercial aviation.

officially welcomed Liberty University as a Cadet Program partner on May 3, 2017. Read

at:

http://www.psaairlines.com/psa-

airlines-liberty-university-sign-cadet-program-agreementhelping-move-promising-pilots-classroom-cockpit/

PSA recently launched its RTP program and

PSA Airlines has signed partnership agreements with

announced its partnership with Skywarrior Inc. to bring

short order.Thursday, thee airline announced partnerships

to fly its aircraft. Many military pilots have the 750 hours of

two more schools as it makes a bid to hire 1,000 people in

with Purdue University, as well as Liberty University, aimed

at helping their students come aboard as pilots. As the fastest-growing regional and a wholly owned subsidiary

of American Airlines, PSA is on track to see both its fleet and workforce triple. The Cadet Program at PSA Airlines,

allows pilots from partner schools who accept employment from PSA to receive a $16,520 signing bonus. Read

at:

http://www.psaairlines.com/psas-

cadet-partner-school-list-continues-grow/

Officials from PSA Airlines and Liberty University

signed the PSA Airlines Cadet Program agreement and

former military helicopter pilots into commercial aviation

flight time required for a Restricted-Airline Transport Pilot

(R-ATP) certification to pilot a commercial aircraft. But, many of these pilots are short on the requirement for 250

hours in command of a fixed wing aircraft, as well as a 25hour requirement to fly a multi-engine aircraft.

PSA President, Dion Flannery, said this program

would be a creative solution to help it bring in new talent

as it seeks to hire another 1,000 employees, many of them pilots.

Read more at: http://www.psaairlines.com/psas-rotor-

transition-program-takes-off/

June 2017 | 13

Aviator Bulletins

The latest aviation industry hiring news and more.

I n t r o d u c i n g Te a m J e t L i n x :

Private Aviation Company Announces Lineup Of PGA Professionals

et Linx Aviation announces PGA professionals Kevin Chappell and Kevin Streelman have joined team Jet Linx and will be bringing the Jet Linx brand to the best golf courses and biggest tournaments across the country. “We’re extremely proud to have Chappell and Streelman join the Jet Linx family as new clients, friends and brand ambassadors. We look forward to supporting them as they continue to be leaders on the tour,” said Jamie Walker, President & CEO of Jet Linx. “Being able to ease their stress of travel between tournaments and personally serve their needs is something we take great pride in.” Chappell and Streelman join PGA great Jimmy Walker as brand ambassadors for team Jet Linx. Walker, who has been with Jet Linx since 2014, has enjoyed wide success on tour over the last few years. A member of the victorious 2016 Ryder Cup Team, Walker also won the PGA Championship last year. The founding member of team Jet Linx, Walker was introduced to the personal private jet service by his friend Tom Northington, who is the Base President of the Jet Linx San Antonio location. Walker, who knew the flexibility and convenience of private jet travel would help him better meet the demands of life on tour, had no doubt the best solution was one that could serve him locally and fly him globally. “It’s an honor to represent Jet Linx while on tour and to be an ambassador for the company, which has improved my experience on tour for many years,” said Walker. “They really roll out the red carpet for us when we pack up the clubs and head to the next event.” New to team Jet Linx this year are Chappell and Streelman, both regulars on the PGA Tour

14 | Aero Crew News

Kevin Streelman, Image provided by Jet Linx Aviation. and clients through the Jet Linx Scottsdale location, where they are friends with Scottsdale Base President Josh Allen. Both players will carry the Jet Linx logo across the country this season. Chappell‘s career took off during his time at UCLA, during which he led the team to the 2008 NCAA Championship. He ended his time at UCLA with many impressive awards and six titles, setting the school scoring record his senior year. Since then, Chappell has advanced to FedEx Cup Playoffs six consecutive times and made the TOUR Championship for the first time, where he finished runner up. Last month, Chappell won the Valero Texas Open, marking his first PGA TOUR victory. “Jet Linx is not only about convenience but also about

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and also affords me more time with my family – something money can’t buy.” Jet Linx provides its PGA professionals and clients with guaranteed, personalized, private jet travel solutions from 14 Base locations across the U.S. For more information on Jet Linx, visit www.jetlinx.com or contact a Jet Linx location near you for more information. To learn more about PGA team Jet Linx, visit www.jetlinx.com/ team-jet-linx/.

Kevin Chappell. Image provided by Jet Linx Aviation.

safety,” said Chappell. “They provide a service that is specific to the traveler, and traveling 32 weeks a year, most of the time with my family, allows us to get places quicker and get the kids to bed on time.” Steelman had his breakout year in 2007, earning his PGA Tour card through Qualifying School after three wins on the mini tours in 2007. With 14 top 10 finishes and a 25th place finish in the FedEx Cup in 2010, Steelman continues to improve and won his first PGA Tour in 2013 at the Tampa Bay Championship. “Life on the PGA tour can be very spontaneous,” said Streelman. “The ease in travel with Jet Linx while on tour is quite a benefit. Jet Linx offers us an incredible asset and partner in that regard. It is critical to my profession

Jamie Walker, President & CEO Jet Linx. Image provided by Jet Linx Aviation.

June 2017 | 15

Aviator Bulletins

The latest aviation industry hiring news and more.

Horizon Air Pilots Pass Vote To Amend Labor Contract

Image provided by Horizon Air.

orizon Air pilots, represented by the International Brotherhood of Teamsters (IBT) have approved an amendment to their existing eight-year contract. Horizon is a regional airline that flies as Alaska Airlines. The amended contract contains a significant increase to pilot compensation, offered to both new and existing pilots, with Horizon’s starting pay now at the top end of the regional airline industry pay scale at all steps. This, coupled with the company’s generous incentive pay programs, top-tier 401k match, industry-leading flight deck technology and desirable Pacific Northwest bases, make Horizon Air the best regional airline for pilots. “These agreements were achieved in partnership with IBT to ensure the company has top-tier pay for our pilots. This much needed pay increase, together with the incentive bonus programs in place, will enable us to attract and retain the best pilots in the industry to meet

16 | Aero Crew News

the increasing demands of our growing airline,” said Brad Lambert, Horizon’s vice president of flight operations and systems operations control. The contract becomes amendable on December 2024. There were 531 eligible pilot voters and among the 88 percent of pilots who voted, 79 percent approved ratification. Pilots are covered by the Railway Labor Act, so labor agreements do not expire; they become amendable and remain in effect until a new contract is ratified. To learn more about career opportunities at Horizon Air, pilots can visit the careers page at http://horizonair. jobs/career-opportunities-pilots/ or on Facebook at https:// www.facebook.com/QXPilotRecruiting/. Horizon Air is a subsidiary of Alaska Air Group and flies to 39 cities across the United States, Canada and Mexico.

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ExpressJet Airlines Announces $10,000 New Hire Pilot Bonus

Image provided by ExpressJet Airlines.

xpressJet Airlines has enhanced its pilot pay program with a $10,000 sign-on bonus for all new hire pilots effective immediately. This new incentive joins the $7,500 type-rating bonus, meaning pilots can earn up to $17,500 just for joining the ExpressJet team. In addition, the company will reward pilots who currently fly for ExpressJet with bonus initiatives of up to $10,000. Including the new incentive, first-year ExpressJet pilots enjoy an industry-leading total compensation package that includes additional trip pay, schedule flexibility and generous commuting policies. Pilots earn between $3740/hour with a 75 hour guarantee. Furthermore, ExpressJet offers pilots a structured career progression path to both United Airlines and JetBlue Airways.

Pilots can learn more about ExpressJet and how to join our team at http://www.expressjet.com/careers/pilots. About ExpressJet Airlines Headquartered in Atlanta, ExpressJet Airlines, a wholly owned subsidiary of SkyWest, Inc., is a regional airline leader with over 5,000 aviation professionals, an average of more than 1,100 daily flights and an all-jet fleet of Embraer and Bombardier aircraft. Through capacity purchase agreements, ExpressJet operates as American Eagle, Delta Connection and United Express to serve more than 160 airports in the U.S., Mexico, Canada and the Caribbean. For more information, visit expressjet.com.

June 2017 | 17

Pilot Perspectives

Written by: John Hackworth

Hard Work Pays Off

Sean Henry at Sun Air Express

art of my responsibilities at Professional Pilots of Tomorrow is to reach out to pilot applicants who are interested in enrolling with our mentorship/networking organization. Since assuming the role I’ve had the good fortune to speak with a wide array of pilots from all walks of life and experience levels. As I listen to their stories, their perspectives of the industry and of its future, for which they are hopeful, I’m reminded of the paths we all once took, in one way or another. During these conversations, I often find myself sharing the same advice about the aviation industry. Some are basic, such as being professional, working hard to establish effective relationships and networks, and embracing the process of mentoring, even from early stages of one’s career. However, as time moves on and I experience more, I’ve learned a few other key lessons. Always know your audience. I say this because like any task worth its weight, becoming an airline pilot takes time, money and effort. The costs toward becoming a pilot are often much more than just monetary. Becoming a pilot requires a great deal of sacrifice and perseverance, for which the prospect of seeing any return on investment isn’t due for a very long time. It is exactly those hurdles, however, that make the triumphs so sweet. While not all our paths are the same, it is important that we keep our own experiences in perspective and appreciate the victories and successes we’ve achieved. The process of storytelling provides insight into the paths others have taken,

18 | Aero Crew News

their wins and woes, to offers us an opportunity to learn more about the industry, collectively. Sean Henry was one of the first students I had as a flight instructor, and to this day, is a good friend and fellow aviator. Sean grew up in Queens, NY, and flew for the first time as a young boy on a family trip to Jamaica. Like many of us, Sean knew immediately that aviation was more than a means of transportation, it was a passion and a dream. After having served two deployments in Iraq as a United States Marine, Sean returned home to become a Maryland State Police Officer. During this time, he met his wife and the two began building a life together. All the while, Sean never lost his passion for aviation and in 2011, moved to Daytona Beach to pursue his dream of becoming a pilot by enrolling as a student at Embry-Riddle Aeronautical University. Shortly after completing his Instrument rating, the military cut spending for flight training and with his first-born right around the corner, Sean had to decide: Balance the cost of supporting a family and flight training, or pursue a new career. Through perseverance and the support of family and

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Pilot Perspectives

Like many of us, passion for aviation started at an early age for Sean. Images Provided By PPOT. friends, Sean pushed on, and while it took longer than others, and required working a wide array of jobs, Sean landed his first flying job as a pilot for a Part 135 operation in PA. As a means of building not only flight time but experience, Part 135 carriers provide an opportunity to hone several airmanship skills. Never having flown cargo myself, I am often intrigued by the stories I hear and Sean’s experience is no exception. After a year of working long days and nights, countless weather related issues and even an engine failure, Sean received the call. After tirelessly working to support his family of five, Sean is in the first stages of training to become a First Officer with Envoy Airlines flying the CRJ-700/900. Not all our paths are the same however, as Sean’s story hopefully highlights: Through hard work, dedication and focus, we can accomplish great things.

About the Author The majority of my youth was spent living overseas and through the years of constant travel I garnered a passion for aviation. After receiving my undergraduate degree in Business from Northeastern University in ’07, I pursued my dream by attending EmbryRiddle Aeronautical University, where I eventually became a flight instructor, as well as earning a Master of Business degree in Airline Management. As an instructor, I was fortunate to have met many amazing people, both colleagues and students, many with whom I am still in contact. I am eager to continue my passion for both aviation, as well as mentorship.

June 2017 | 19

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MILLION-AIR

Written by: Andy Garrison, MBA, CFP®

7 Steps To Your Ideal 6 Financial Life 4

5 3

2 1

id you know that building significant wealth and creating your ideal financial life is actually a science? This means that by following a specifically designed process, you can create your ideal financial life. While most people have undoubtedly spent time dreaming of their “ideal” financial life, many don’t have or operate by a process to actually get there. Let’s change that today! Below you will find an overview of the seven-step process I’ve been using with people for years to help them create their ideal financial life. Anyone can create the financial life they want, which means you can too.

Step 1 – Define your “ideal” financial life What does ideal mean to you? When you think of how you want your financial life to operate, what comes to mind? Do you want to eat out without worry? Take large-scale family vacations each year? Live in a certain home or area? Contribute large amounts to certain causes or organizations?

22 | Aero Crew News

Photo used with permission from Pixabay.com What’s important to remember when you’re defining your ideal financial life is that you don’t hold back. We’ll get to the “how” of it later, now is the time for the “what.” As you begin to get a good feel for your ideal financial life, you should see a theme, or one ultimate goal, or a target that stands out to you. I call this your “dominant financial aspiration” because it is the one thing you focus on more than any other. Once you’ve identified this dominant financial aspiration, move on to step two.

Step 2 – Identify what needs to be true for you to achieve your dominant financial aspiration List out everything (yes, everything) that will have to be true for you to achieve your dominant financial aspiration. If you believe you will need to earn a certain amount per year, put that down. If you know you’ll need knowledge or skills that you don’t have now, add those to the list. Simply ask yourself what needs to be true or what needs to occur for you to achieve your target.

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MILLION-AIR

Twitter: @Pilot_Planner LinkedIn: linkedin.com/in/pilotplanner

Step 3 – Identify current gaps Next, identify the current gaps you have between where you are now and what needs to be true for you to reach your dominant financial aspiration. There are four areas we all have gaps in: Knowledge or know-how Skills needed Area(s) lacking confidence Missing drive/desire/motivation For the realities you listed in step two, what additional knowledge will you need? Are there skills you need to acquire to manifest these realities? When do you need increased confidence, and where might you lack drive or motivation to pursue your ideal life in tough times?

Step 4 – Identify and decide how to fill the gaps We all have gaps in the areas listed above, which means we all must decide how to fill these gaps. There are two main strategies you can use to do so: Learn or build yourself Hire a coach or expert When it comes to filling knowledge and skill gaps, it can often make sense to learn the knowledge or build the skills by yourself. If you’re lacking in confidence or in the proper motivation – or if the skills or knowledge would take too long or cost too much to obtain – you may want to look into hiring an expert or a coach to accelerate your path. Regardless of which path you choose, you must take action toward filling the gaps that are keeping you from achieving your dominant financial aspiration.

Step 5 – Map out your plan Once you’ve identified what needs to be true and the gaps you currently have (and how you will fill them), you can create your plan of how to achieve your dominant financial aspiration.

When it comes to planning your financial life, keep your plan simple so you can focus on action. How do you do that? Simply create a list of action items that move you toward your goal and prioritize that list. My favorite strategy for planning is based from “The ONE Thing” by Gary Keller. In short, you continually ask, “What is the ONE thing I can do to ensure I reach my dominant financial aspiration?” Start with your ultimate timeframe (“What is the ONE thing I can do to ensure I reach my dominant financial aspiration by X date?”) and work backward. (“What is the ONE thing I can do this year/this month/this week/today to ensure I am on track for reaching my dominant financial aspiration by X date?”) As you compile your list of actions, prioritize them based on what needs doing first, what has the biggest impact, and what can be done quickly and easily to gain momentum.

Step 6 – Establish your review and accountability process Once you have your plan in place, it’s time to follow it! To do so effectively, you will need a process to review where you are, the progress you’ve made, and your path to reaching your ideal financial life. All of us go through periods of ups and downs in our motivation and having an accountability process or partner can help keep you on track. By staying accountable, you significantly increase the likelihood you’ll meet your goal.

Step 7 – Take action! Now that you know your ultimate destination (your ideal financial life), what needs to be true for it to happen, what you need to make it happen, and the actions you will take to get there, you need to take action and make it happen!

June 2017 | 23

MILLION-AIR

With our financial life, there are three “levers” we can pull to move us forward: 1) How we make our money. Focus on increasing your value, finding additional streams of income, increasing your skills, and finding those who would benefit from your skills. 2) How we manage our money and risks. Properly manage your cash flow and budget, create free cash flow, have a reserve fund, and insure what needs to be insured. 3) Systematically save and multiply your money. Make sure you’re saving and investing your excess income to build your wealth over time.

Final thoughts Creating your ideal financial life is a science and a process, which means you can do it! Follow these seven steps and start building the financial life you want, regardless of where you are now. Want to know more? Check out the four-part series on creating your ideal financial life at AirspeedAndMoney. com/ Join or email me at andy@airspeedandmoney.com.

About the Author

Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. He has over 22,000 hours “in type” advising and coaching people to get a structure in place to build significant wealth in a matter of years, not decades. He is the author of Million-Air: Strategies For Pilots To Build Significant Wealth. Andy’s purpose is to push people to see the possibilities in their lives, to inspire and guide them to reaching their full financial potential. He has held wealth management and financial planning roles at the top-rated firms in the country, and is passionate about helping pilots exercise wise “Financial Decision Making.” If you’re a pilot and there’s a dollar sign involved, he can help.

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

There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and

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Fitness Corner

Written by: Pilot Fitness

Do You Make These Health Mistakes On Your Trips? **opinion-only, not medical advice**

Photograph taken by Joshua Dils

y nixing the food cooler on your trips, healthy food choices are dramatically cut, leaving you at the mercy of what fast food happens to be around.

1. Relying solely on airport/hotel food Not having food on hand increases the likelihood of going too long between meals or skipping a meal all together, possibly causing a blood sugar crash. This often leaves you ravenous and sets you up for making poor food choices and overeating at your next meal, increasing total calorie consumption. Eating a large calorie-dense meal takes a lot of energy to digest and the rest of the body relaxes as a result. Furthermore, red blood cells are shuttled to the stomach to aid in the digestion process, leaving less for the brain to utilize. The types of food you eat contribute to your blood sugar levels and play an intricate role in your mood, energy levels, alertness and focus.

26 | Aero Crew News

When eating a balanced diet, you should feel the same after a meal as you do before. Meaning, eat before you are hungry and stop before you are full. There should be no huge dips or spikes. By eating smaller, healthier meals and snacks higher in fiber throughout the day, you decrease your overall calorie consumption, stay more satiated and have more energy! It is a win-win. Check out our Fit Flyer App for delicious, healthy, quick snack and meal ideas to bring on your next trip!

2. Leaving gym clothes at home Workout clothes take up little room and a simple pair of minimalist shoes can get you by on the road while easily packed in the side pocket of most roll-a-boards. We highly recommend fitting in activity/exercise while on work trips. Exercise has many brain boosting effects such as improved memory, accuracy and more efficient task switching. Individuals who exercise regularly preserve

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Fitness Corner

and even grow new neurons in the brain leading to more effective brain functioning. We also encourage working out on your trips as there are fewer distractions allowing you to focus on your workout. There often are no chores, errands or “life’s” responsibilities that get in the way. Anything counts, even a set of squats or pushups before jumping in the shower is a start!

3. Hydration complacency Do you bring a refillable water bottle to work? If not, you are most likely behind the curve when it comes to performing at your best. Proper hydration is key to maintaining energy, healthy digestion and to keep pretty much everything in working order on a cellular level; delivering oxygen and nutrients more efficiently and ridding the body of waste products as well as keeping hormone levels in check.

Did you know that once you feel thirsty you are already dehydrated?

4. Skipping breakfast Breakfast is roughly a 10-20 minute meal. Taking the time to eat breakfast can greatly improve your heart health, metabolism (weight loss goals), blood pressure, cholesterol and so much more. Prolonged periods of fasting, such as skipping breakfast after a night’s sleep, raise levels of cortisol, a hormone released by the body in response to stress. This transllates to 18 to 20 hours without food. Chronic and long durations of elevated levels of cortisol can leave you more susceptible to disease and is directly linked to fat storage, especially around the abdominal area. Going sans breakfast can keep the body in a state of stress and continually pumping out cortisol. Eventually, your brain’s preferred and primary source of energy (glucose) gets depleted, leaving you behind the 8-ball - foggy, lethargic with enhanced room for error.

An easy way to stay on top of proper hydration is by bringing a refillable water bottle and making it a point to drink one or two full bottles a day. This is a great way to stay environmentally responsible while easily keeping track of how much you have imbibed throughout the day. Tip: Add a tablespoon or two of chia seeds to your water with a squeeze of lime and a pack of stevia. We sometimes add a Vega electrolyte pack or Nuun tab as they have travelfriendly packaging. Let the mixture sit for 10 minutes to thicken and enjoy. Chia seeds hold about 12 times their weight in water, are full of filling fiber, Omega 3’s, and more antioxidants than blueberries. This is the perfect combination to stay hydrated and get nutrition in at the same time!

5. Relying too heavily on caffeine We are by no means here to tell you to stop drinking coffee. In fact, it can be beneficial to your health. However, what you put in it and how much you rely on it to stay awake for late night flights can be problematic when it comes to optimal health. Coffee often gets a bad rap because of the accompanying creams, foams and syrups that are loaded into it, potentially totaling up to a third or more of your recommended daily calories — in one measly cup o’ joe! That being said, the type of coffee we are talking about is black coffee filtered with paper (drip or machine). The paper in the filtering process helps to filter out the cholesterol raising properties of coffee. Green tea is even better given its additional anti-oxidants.

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Fitness Corner

Finally, caffeine is not a substitute for lack of sleep. While it can improve your alertness, coordination, reaction time, ability to focus etc., it is not a viable substitute for restful sleep and can give you a false sense of confidence. So, be mindful of how much you have and how late into the day you choose to consume caffeine, as it can disrupt sleep and lead you down a slippery slope. The effects of caffeine can remain in the body for over 8 hours leading to a restless night of sleep. We recommend 1-2 cups and no more. If you are relying on more to get through the day, re-evaluate. Taking a serious look at your diet (diets deficient in high quality nutrients coming from a variety of whole foods can lead to fatigue). If need be, schedule naps into the day.

6. Neglecting flexibility Flexibility is often an overlooked, fundamental building block of health. Some people are more limber and do not need to stretch as much (only tight muscles should be stretched). However, most people who sit for long durations (over 45 minutes at a time) have imbalances that, if left untreated, lead to dysfunctional movement and therefore injury. Tip: Foam-rolling tired and tight muscles helps “turn them off,” allowing for more effective stretching. We recommend the Trigger Point Therapy foam roller as it packs easily (check out our “how to pack a better bag” video) and follow our Long Day Roll and Stretch protocol for relieving muscles that generally get overly tight from long days of sitting.

7. Not planning ahead (makes all of the above impossible) A little planning and forethought can go a long way when it comes to improving your health while saving time and money. We have more calendars and organizational tools at our disposal than ever before! By making simple tweaks and

adjustments to your daily/weekly routine you will reap the benefits of a healthier, happier life, allowing you the time and energy to tackle anything that comes your way! So, set a reminder to do one thing — order a re-usable water bottle, foam roller, food cooler, athletic shoes, etc. — and focus on implementing that one thing for 66 days! This is roughly the average amount of time for an activity to become a habit — and set a reminder 66 days from now to start your next effort. One thing you can do right now is download our Fit Flyer app to help you plan and prepare healthy meals for your next trip! Visit our website at www.pilotfitness.com About the Author

The Pilot Fitness Team is comprised of husband and wife duo Joshua and Lauren Dils. Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Lauren has a bachelor’s degree in Health and Exercise Science from CSU. Lauren holds professional training certificates through NASM for personal training and as a corrective exercise specialist. She works as a personal trainer and group exercise instructor with an emphasis on high intensity training. Additionally, Lauren and Josh have both received their certificates in plant based nutrition through eCornell. Josh is an airline pilot for a major U.S. airline based in SFO. With a background in competitive athletics, Josh won the gold for the North Face Endurance Championships Marathon in 2012 and Lauren took the bronze. Josh also competed in the 50-mile distance as well as full Ironman triathlon, and was an Ironman all-world athlete in 2015. It is the combined experience of airline and health professionals that allow them to truly understand the struggles of airline personnel and how to help you reach your health and lifestyle goals. They offer two eCourses: "The Pilot Fitness Fundamentals Course" and "The Seated Exercise Course" along with luggage reviews and articles. Pilot Fitness is also launching our flight crew meal planning app, "Fit Flyer" to help you plan ahead for healthy eating! Follow us on Facebook, Twitter and Instagram for more information for the app release! You may also contact us directly at info@pilotfitness.com.

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F t l

Food Bites

Written by: Craig Pieper

Fi rst Wa tc h, The D aytim e C afé College Station, Texas

Croque Madame, Photo Taken by Craig Pieper

normally try to avoid chain restaurants, but my friend insisted that I give this one a try. I was not disappointed at all. When first walking in, you definitely get the feel of a farm-to-table experience with their natural wood décor.

Their menu boasts freshly sliced fruits and vegetables, home baked muffins and French toast batter made from scratch every morning. All orders are made to order and they don’t believe in heat lamps or deep fryers, bringing you “the finest ingredients possible for the freshest taste around.”

Food Bites

From their “Behold Spring” menu, I choose the breakfast sandwich, they’ve dubbed the Croque Madame. This monster of a sandwich is described as; “Smoked ham, tomato, Gruyere cheese and Dijonnaise on grilled artisan broche. Topped with béchamel sauce, two cage-free, sunny side up eggs and fresh herbs. Along with this, I decided to add a side of their Millionaire’s Bacon, “Four slices of our signature hardwood smoked bacon baked with brown sugar, black pepper, cayenne with a maple syrup drizzle.” To say this sandwich is a monster is kind of an understatement. What I have to say is, you must try this! First of all, there is no way that you are picking this up and eating it like a normal sandwich, so it’s really not even a sandwich per se. It’s more like a stack of French toast, but with lots of other stuff. In other words, use your knife and fork. The freshness of every ingredient can be tasted in each bite. Everything from the eggs to the artisan brioche is cooked to perfection. Don’t forget the bacon! The bacon was probably the best part. When you go, please for the love of bacon, get the bacon! The bacon was full of flavor and dripping with maple syrup. I was not able to finish them all so I had to get a box for the leftovers! I’m not big on left overs, especially on the road, but I could not let this go to waste. If… When you go, be sure to get the app Nowait and set up a reservation, because you’ll surely be waiting if you don’t! Lastly, be sure to tell Megan, the GM, that I sent you!

Millionaire’s Bacon, Photo Taken by Craig Pieper

First Watch, The Daytime Café 4501 Texas Ave, Suite #100 College Station, Texas

FirstWatch.com 979.704.6652

June 2017 | 31

Safety Matters

Written by: Scott Stahl

United Flight 173

How CRM Transformed Modern Aviation

Photo of United Airlines Flight 173, after it crashed into a wooded area while troubleshooting a landing gear anomaly. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov

Captain: “You gotta keep ‘em running.” Engineer: “Yes sir.”

his fateful exchange shows insight into a world that once was, but thankfully no longer exists. It doesn’t seem like a prophetic exchange, but it shows what once was accepted as absolute authority and control by the captain of an airplane. In aviation history, we have many watershed events that are considered significant because they forever changed the course of aviation history. We briefly touched on one of these watershed accidents when we discussed the crash that killed Knute Rockne in 1931, followed by the fatal accident that killed Senator Bronson Cutting in 1935. Both lead to sweeping changes in the way aviation was regulated, investigated and overseen by the government. United Flight 173 served as the final impetus to the development of Crew Resource Management. It was with the crash of United 173 that there was finally enough support for the development of a technology to

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address the human error aspect of aviation safety in a way that attempted to change crew dynamics and the role of airline crews forever. On the evening of December 28, 1978 United flight 173 crashed into a wooded area near Portland International Airport. What should have been a routine flight from Denver, CO to Portland, OR went tragically wrong when a relatively minor mechanical problem lead to a loss of situational awareness that caused a much larger, and insurmountable problem. While on approach to the airport, the crew deployed the landing gear that prompted an abnormal gear indication, as well as an unusual thump and yaw when the gear extended. Due to the lack of an indication that the main was locked and down, the crew believed that the loud thump indicated a problem with gear deployment and thought it would be best to troubleshoot the problem, determine the severity and deal with it accordingly. It was a good decision based on the potential consequences of a major gear problem.

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Safety Matters

At approximately 1712 hours local time, the crew opted to discontinue the approach to the airport and enter a holding pattern at 5,000 feet as directed by Air Traffic Control. It should be noted that in addition to the gear deployment, the First Officer (pilot flying) had also requested the extension of 15 degrees of flaps. Any astute observer would recognize that the additional drag created by the gear and flaps would have a significant effect on fuel burn, as would the relatively low holding altitude. Between 1712 and 1738 hours, the crew ran appropriate checklists, inspected the status of the gear, discussed the ramifications of a gear problem opon landing and contacted the company maintenance department, all normal actions in a situation like this. The captain was recorded around 1738 hours saying that he believed they would be landing in about 15-20 minutes more and that they had about 7,000lbs of fuel onboard. About 8 minutes later, he would estimate his fuel at 5,000lbs. At 1746 hours. the first indication of concern was voiced when the first officer asked the captain how much fuel remained. This starts to show some indication of the problem because there was no attempt by either the first officer or the flight engineer to run their own fuel calculations for redundancy up to this point. In a CRM environment, all three crew members would have been expected to run independent calculations and come to a consensus, where the most conservative answer prevails.

Approximately 3 minutes later, the flight engineer voiced some concern about the status of some of the fuel pump lights that began flickering and upon mentioning this to the captain, he was told that was “normal” based on dropping below a set amount of fuel. The captain indicated no real concern about the fuel level and the flight engineer did not query further, although under CRM that would have been expected. At 1750 hours., a full 38 minutes after entering the hold, the captain requested landing performance data for an airplane that had “3000 or 4000 pounds” of fuel. At this point, the first officer began to advocate that they might not have enough fuel when he questioned, “Fifteen minutes?” The flight engineer then responded, “Not enough. Fifteen minutes is going to really run us low on fuel here.” At this point it becomes clear that both the FO and the FE are running independent calculations that do not agree with the captain’s, but they do not advocate that they do not agree. They simply ran the numbers and attempted to make the calculations work. Less than 1 minute later, the captain instructed the engineer to notify the company representative that they would land with about 4,000lbs and the engineer complied. Five minutes later, the first officer asks the engineer: “How much fuel you got now?” and the engineer responded that they had 3,000lbs with 1,000lbs in each tank. The fuel came up again several minutes later at 1803 hours, when the engineer advised, “We got about three on the fuel and that’s it,” at which point the captain briefed approach control that they had 3,000-4,000lbs of fuel (the same value

Another photo of United Airlines Flight 173. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov

June 2017 | 33

Safety Matters

aviation accidents. It was through this process that psychologist and NTSB investigating board member, Alan Diehl, recognized common traits between this accident and several others and determined that research being conducted by NASA at the time might provide a foundation for improved situational awareness and communication among qualified crew members.

United Airlines Flight 173. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov they have had for the last nearly 15 minutes). This shows very clearly that the captain was absolutely distracted from a problem that was rapidly becoming more important than the landing gear problem. His focus had remained on the gear problem and preparing the cabin for arrival. It should also be noted that with a transmission he told Portland Approach that they would be landing in about 5 minutes, despite the fact they were now almost 10 minutes beyond their originally stated maximum estimate. At 1806 hours the captain again notified the flight attendant that they would be landing in about 5 minutes (now 13 minutes beyond the originally estimated latest time). Simultaneously, the first officer exclaimed, “I think you just lost number four…” At this point, there was a large degree of confusion and discussion on the flight deck about why engines were starting to flame out and what they were going to do while in a futile attempt to make the airport. It was during this exchange that the captain ordered the engineer, “Keep ‘em running” and the engineer simply responded, “Yes sir,” though there was absolutely no physical way to keep the engines running with no fuel. At this point, it was too little too late. Any opportunities to avoid the problem, correct the outcome and break the chain of events leading to an accident had already passed. When the DC-8 came to a rest in the forest, there were ten fatalities and 24 injuries, including the flight engineer, a flight attendant and eight passengers. By this point in aviation, it was well know that many accidents were the result of what was vaguely termed “human error.” Within weeks of this watershed accident, NASA convened a conference of government and industry experts to determine a way to solve these systemic human errors in

34 | Aero Crew News

Using modern CRM, the airplane would have entered a holding pattern, and all 3 crew members would have begun calculating fuel onboard, time to get to the airport and shoot the approach, and a reserve amount to protect from error and miscalculation. They would have then determined how much time they would be able to stay in the hold and what the latest time to leave the hold would have been. They would have then all compared answers, verified each other’s math and resolve any disagreements. At that point, they would have started to troubleshoot the problem and brief the cabin crew of the time limit, while one pilot would have beeen responsible for flying/ monitoring fuel (first officer, since he was the other qualified pilot at the controls), one would have been responsible for coordinating everything (usually the captain) and one would have accomplished the other items (engineer). In 1981, United Airlines implemented the first “Cockpit Resource Management” program in the world, as an effort to foster open communication, advocacy and leadership/ followership among the crew of the flight deck. Of course, it didn’t take long to realize that all members of a crew, including ground handlers, cabin crew, maintenance personnel, dispatchers, etc., were all qualified and professional “crew” members who may have valuable insight into a specific situation. It is because of this evolution that modern CRM concepts have been the singularly most valuable safety technology adopted, to date. This fact can be seen in modern air disasters such as United 232 in Sioux City, IA and US Airways 1549 on the Hudson River, where CRM undoubtedly resulted in an outcome different than may otherwise have been. About the Author Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Scott obtained a Bachelor's in Aeronautical Sciences from Embry-Riddle Aeronautical University's Arizona campus, with a minor in Business Administration. He also obtained his Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical University’s Arizona Campus. Scott is currently First Officer at a regional airline and has over 4,000 hours of flight time and is an active CFI with FAA Gold Seal.

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Contract Talks

Written by: Marc Cervantes

Trip and Line Construction

ow do airlines create monthly schedules for their pilots? Major airlines sort out which flights are flown by its crews and which ones will be flown by their regional partners; then piece flights together to create trip pairings. Regional airlines, once they obtain the flights from their mainline partners, create trip pairings for its crews. This is all done congruently with FAR regulations while maintaining efficiency in order for the airline to succeed. From a pilot’s perspective, an understanding of the contract will allow him/her to optimize his/her schedule while knowing how the company may or may not modify it. Generally, the airline’s management team will meet with the airline’s union (if said airline is unionized) to create monthly lines or trip pairings. In accomplishing this, certain regulations must be adhered to, such as the FAA rest regulations, maximum time on duty and flight hours, and the airline’s pilot contract. While the FAA rest regulations are the same across the board for airlines, the pilot contracts can vary significantly. The simple differences will be highlighted. In creating a monthly schedule, some airlines will cap pilots to the maximum credit they can be awarded (most frequently 95 hours) while other airlines do not. Some airlines have a maximum of flight

36 | Aero Crew News

segments its pilots can fly a day (the norm being six flights), while other airlines do not. No significant differences exist in rest and max time on duty, with respect to the contract language, among all airlines. While the hard FAA minimum of rest between duty periods is ten hours, some airlines offer 11 and 12-hour rest periods for pilots at their base. While this does not seem like a great difference, a pilot living two hours away from base can net him or her a short eight hours at home or an even shorter six hours. The maximum time a pilot can be on duty is dictated by Table B of FAR Part 117, with the maximum time being 14 hours. Some airlines have a contractual max on duty time, but it generally is half an hour to an hour shorter than the FAA’s minimum. Stand-up trips (last flight of the night to the outstation, first flight back in the morning) are very popular with the airlines attributed to the associated pay to time spent working. Airlines can either allow pilots to bid for stand-up trips or simply offer them in open time. This either allows pilots to consistently fly on the back-side of the clock all month or occasionally do so while working during “regular” hours. Airlines that provide pilots the ability to bid for a month of stand-up trips will generally make it difficult to pick up other sorts of trips because of FAA

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Contract Talks

thereby increasing their pay (flight hours picked up on off-days are usually paid on top of the monthly guarantee), while a few airlines only allow this when staffing levels are critical and premium pay is provided. There are two different reserve call-out periods in aviation, with not many differences existing between them: short call reserves and long call reserves. Short call is a two-hour call out period (with one airline allowing a three-hour call out period for busy metropolitan cities like New York City and Los Angeles). Long call is almost always a 12-hour call out period. Airline contracts vary in how many times the company can convert a long call pilot to short call per month, with the minimum being two blocks of reserve days and maximum being four blocks of days, essentially the whole month at that point. Picking up flying on reserve is probably the most vital clause for pilots since it will dictate if commuters sleep another night in the crashpad or not. Some airlines grant a dedicated aggressive pick-up window to pick up flying. This window has extreme variances given the airline, but for the most part lasts between one to four hours. Some airlines grant pilots a first-come-first served premise during the aggressive pick-up window while other airlines total all the requests and assign trips in seniority order. Some airlines will then allow trips assigned to reserve pilots to be picked up by lineholders until a certain period before trip origination. On the other hand, some airlines allow the reserve pilots to lock in the trip with no chance of losing the trip to a lineholder. Without a doubt, a pilot’s schedule will affect quality of life. Many factors dictate how a pilot’s schedule is constructed from the company and union’s ends. Furthermore, the airline’s contract will dictate tolerances for rest provided, maximum time on duty, and overall rules. There is no perfect contract out there, but many good work rules exist from one company to the next. The key is understanding the contract and knowing what scheduling can and cannot do to a pilot on the line. Photos used with permission from Unspalsh.com About the Author

and contractual requirements for cumulative rest and on- time periods. Although seldom, there are a couple of airlines that do not have stand-up trips available to its pilots. Pilot reserve schedules can be entirely different when compared to holding a line. The only FAR protection granted to reserve pilots is the amount of time spent on call, maximum time spent on duty with on call combined, and consecutive days a pilot can be on call (six). For reserve pilots, contract verbiage varies significantly among airlines. Reserve pilots are always paid the minimum monthly guarantee provided for that airline, hovering around 75 hours. For some pilots, this may not be enough to pay the bills. Most airlines will allow their pilots to pick up flying on off-days,

Marc Cervantes is an Embry-Riddle Aeronautical University Daytona Beach graduate, having received his MBA in Aviation Finance as well as his BS in Aeronautical Science. Marc is currently First Officer for a regional airline, having logged over 3,000 hours of flight time. In his spare time, he volunteers on three separate MEC committees and has started an organization dedicated to helping the younger generation of pilots network with current pilots. Their goal is to help pilots aimimg to join the regional airlines. For more information about Professional Pilots of Tomorrow visit ThePPOT.org.

June 2017 | 37

ABOUT PLANESENSE, INC.

laneSense, Inc. is one of the leading fractional aircraft ownership companies in the U.S. Established in 1996, the company has grown to become the largest civilian PC-12 fleet in the world. With approximately 350 employees including 150 pilots, 18 pilot reporting bases, and 36 aircraft, PlaneSense Inc. has become known for its superior service, commitment to safety and reliability, as well as for being a great employer. PlaneSense, Inc. seeks pilots with varying backgrounds and experience. While some are new to the field, others have retired from careers with the military or commercial airlines. PlaneSense, Inc. is also proud to see a growing number of female pilots among its ranks. In fact, our highest-ranking pilot in seniority is a woman!

FLEET FACTS With an average fleet age of less than 5 years, the aircraft operated by PlaneSense are immaculate. With both NG and Legacy PC-12 aircraft, as well as three Nextant 400XTi, PlaneSense has an already booming fleet that will continue to grow. PlaneSense, Inc. is the launch customer for the Pilatus PC-24 jet, set for delivery in late 2017. The PC-12 NG aircraft are

38 | Aero Crew News

Written by: Scott Berti, Assistant Chief Pilot, PlaneSense, Inc. equipped with a Honeywell Apex avionics system sporting an FMS and an all-glass cockpit. The Legacy models are equipped with touchscreen Garmin GPS, and EFIS digital displays. In order to service this state-of-the-art-fleet, PlaneSense, Inc. enlists the services of its affiliate company, Atlas Aircraft Center, Inc. located at the PlaneSense headquarters in Portsmouth, NH. Atlas Aircraft Center has been recognized with the FAA Diamond Award for Excellence each year since 2002. The facility boasts a 40,000 square foot hangar with heated floors, and an additional 44,000 square feet of offices and backshops to support and manage the daily operations. The future of PlaneSense, Inc. continues to build on its three growth strategies: 1. Excel in customer service. 2. Be the most cost-effective solution to customers seeking point-to-point air transportation. 3. Operate from short runways in order to provide customers with a wider range of accessible airports than can be found with other fractional jet operators.

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Steve Jacques Retired, commercial airlines, Captain with PlaneSense, Inc. since 2015 “I was not looking for just a flying job. In fact, PlaneSense was the only flying job that I applied for. I was primarily looking for a position in aviation. I wanted to continue to be “part of a team.” The thought of hanging up my uniform on the last day of service, and lounging on the deck with an iced tea appealed to me… for about two tenths of a second. My criteria for determining a company’s desirability is weighted heavily on the personality/behavior/likability of the people who work for the company. Also, for a flying job, the mindset of management, concerning AC maintenance and safety is also heavily weighted. I would tell prospective retirees that PlaneSense scores high in both of these areas. When the captain makes a final determination based on safety (to fly or not to fly), the CP’s office, and/or maintenance does not second-guess his/her decision. Flying for PSI allows one to get back to a more fundamental form of flying, which is lost to a great degree in the airline flying arena. We all started “flying the fundamentals” years (decades) ago, and it is enjoyable to be able to fly smaller airplanes into smaller, and sometimes more challenging airfields.”

Part of the PC-12 fleet outside the PlaneSense, Inc. headquarters in Portsmouth, NH.

David Snyder First Officer, with PlaneSense, Inc. since February 2017 “I haven’t been working at PlaneSense for very long, but I loved going to the Dominican in one of my early cycles. It was a fun adventure. The training was awesome and we have very knowledgeable instructor pilots. I got sick on the road at one point and the company took good care of me. I didn’t feel pressured to fly - PlaneSense just wanted me to be safe. I’m proud of our safety here.”

June 2017 | 39

PlaneSense, Inc. serves the United States, Bahamas, Caribbean, and Canada. The fleet flew more than nine million miles in 2016 with the majority of travel through executive airports in cities as well as remote islands and runways. There is no better platform for this mission than the PC-12 and PC-24 aircraft. With its versatile characteristics, PlaneSense pilots can hop from the volume production of JFK International airport to a privately held grass strip in any leg. In the Caribbean, PlaneSense pilots routinely land on coral runways

that jet aircraft simply cannot access. As a fractional aircraft operator, flights are conducted under FAR Part 91, Subpart K. PlaneSense, Inc. also operates a part 135 charter service under Cobalt Air LLC. PlaneSense pilots are assigned to these flights as well.

Thomas Sabanos First Officer, with PlaneSense, Inc. since September 2016 “There’s something appealing about flying from a little airport in the middle of nowhere, then flying into New York, then turning around to fly to the Bahamas, then off to Canada. No day is the same at PlaneSense. It’s a pilot’s company. We’re actually flying the plane, not a computer. It’s small fields and lots of stick and rudder. My skills are put to the test every time. I enjoy that! I feel confident thanks to training. It’s a testament to the training department at PlaneSense and how well the instructors prepared us. You have to work hard, but the instructors work equally as hard to help you. The planes are also well taken care of. Pilatus is a phenomenal platform and well known for being top notch. Maintenance keeps each aircraft in great condition. The planes are all relatively new, which is amazing.”

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PILOT LIFE AT PLANESENSE, INC. There is no denying the fact that an operation which services so many locations must be backed by a team of highly qualified professionals. To manage all the flights, a Flight Operations Center schedules and manages incoming owner flight requests and pairs them with the crew and aircraft best suited for the operation. The team’s success has led to a 99.7% on-time departure rate not including weather, or customer-induced delays. PlaneSense, Inc. pilots are on duty for eight consecutive days followed by six consecutive days off. Pilots can choose one of 18 bases, and are required to live within 100 miles of their chosen location. There is no bidding for bases and pilots may move between them.

PlaneSense, Inc. bases:

• PSM

• BNA

• MDW

• HPN

• PDK

•

IND

•

CVG

•

MCO

•

PBI

•

IAD

•

MIA

•

PHL

•

RIC

• MSP

• TPA

•

CLT

• DFW

• CHS

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PARTNERSHIPS WITH AVIATION PROGRAMS PlaneSense, Inc. has recently partnered with many aviation accredited institutions to guarantee interviews for pilots meeting specific requirements. PlaneSense, Inc. currently has formal agreements with major training facilities such as Liberty University, University of North Dakota, Falcon Aviation Academy, Western Michigan University, Embry-Riddle Aeronautical University, Flight Safety Academy, and ATP.

Minimum Qualifications: First Officers • Minimum of 500 hours total time to qualify • Commercial • SEL Instrument Rated

Direct entry Captain • 2,000 hours total time including: • 750 hours PIC • 100 hours instrument • Commercial

PILOT REQUIREMENTS AND TRAINING Candidates may apply for First Officer or Captain positions in the PC-12. Initial and recurrent ground schools are conducted at the company headquarters in PSM with accommodations provided by PlaneSense, Inc. After initial ground school, pilot candidates attend full motion PC-12 simulator training at Flight Safety in Dallas. Once training is successfully completed, the candidate is an official PlaneSense pilot. The road to becoming a PC-12 pilot for PlaneSense is often challenging. About 20% of the candidates who begin training will not complete the program and reach the final check ride. The critical element for success is the ability to interact well with owners. It is important to note that the curtain between the cockpit and the cabin stays opens. Successful pilots at PlaneSense are highly skilled in the realm of IFR flying as well as having a wellsuited personality, which allows them to provide an extraordinary level of service during their direct interactions with owners. Pilots play an integral role in ensuring that aircraft ownership is an exceptional experience. All pilots receive simulation training in Dallas, TX through Flight Safety International. Photo courtesy: Flight Safety International.

• SEL Instrument Rated

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“If you’re looking for adventure, we’re looking for you.” COMPENSATION AND BENEFITS For the pilots that fit the mold, a career at PlaneSense is rewarding. With merit-based upgrades as opposed to seniority, advancement to Captain, Instructor Pilot, and Check Airman status can occur as soon as time permits. First Officers start with a base salary of $30k, which increases to $34k after 6 months. Base salaries for PC-12 Captains, not including IP or Check Airman pay, start at $50k and top out at $86k. Career pilots who advance to the jet program top out at $130k. In addition to their base salaries, PlaneSense, Inc. pilots have opportunities for overtime, holiday pay, and an extra $250 for Captains or $150 for FOs that return to base after 8pm on their 8th day of duty. Instructor pilots earn an average of $8k extra per year while Check Airman earn an average of an extra $12k. PlaneSense, Inc. offers its pilots a host of benefits including health, dental, vision, and life insurance, as well as 401k matching, AD&D, short and long term disability, and flexible spending accounts. Pilots are awarded one 8-day vacation cycle after 1 year of service, 2 cycles after 4 years, and 3 eight day

vacation cycles after 13 years of service. Personal days and sick days are also allotted. Allowances are provided for cell phones, parking and ATP multi when moving up to the jet. Pilots are also reimbursed for yearly FAA medical exams, and Captains may use a PC-12 for ATP check rides. PlaneSense, Inc. takes a lot of pride in its service and its airplanes. With over twenty years in the business, PlaneSense, Inc. and its team continues to grow, adding new aircraft and pilots each year. From scheduling, to maintenance, to the pilots, the PlaneSense, Inc. team views their roles as an extended family, and not just a job. If you’re looking for adventure, we’re looking for you. For more information on joining the PlaneSense, Inc. team, visit us at www.planesense.com/careers, or contact the recruitment team at careers@planesense.com. Follow PlaneSense, Inc. via social media on Facebook, Twitter, LinkedIn, and Instagram!

June 2017 | 43

Sam Blais Captain, with PlaneSense, Inc. since 2012 I began working at PlaneSense as a Crew Services Rep in the Flight Operations Center in 2012 and was flight instructing at the same time, trying to reach my minimum hours to become a PlaneSense First Officer. I applied in November 2014 and started the First Officer class in April 2015. Training was less like school than I expected. We quickly applied the information we were learning to real life situations, which was such a great way to learn and retain it. The training instructors are far above the best around. The people at PlaneSense – that’s what kept pushing me to pursue my FO position here. The company is one of those places where everyone is behind you all the way. I never ran into a single person who didn’t support my efforts to become a pilot. Captains kept reaching out and offering their help. It was a great experience. I love the interactions with the owners. One owner flying with us had just received his Instrument rating and asked to plug in during the flight to listen. He waited for us to deviate around weather, then began asking us questions about what we were doing and our thought process. At the end of the flight, he was extremely appreciative and said he gained so much knowledge just from listening to our interactions with ATC and our communications throughout the flight. For someone who had never been west of the Mississippi before, I have enjoyed all the places I get to go. My first trip to Telluride, I was like a little kid. It reminded me why I was working so hard to upgrade. It reminded me why I see myself at PlaneSense long term. It brought me back to why I stay at PlaneSense. I just made my first trip as PIC to the Bahamas in May, which was really exciting. The dynamic of what we do at PlaneSense is what drove me to work so hard to become a line pilot here. It’s something different every day and makes me love my job!

The PlaneSense® fleet includes three Nextant 400XTi jets with a fourth scheduled for delivery in the fall of 2017. PlaneSense is also the launch customer for the world’s first PC-24 jet.

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PlaneSense, Inc. will take delivery of the world’s first PC-24 jet in late 2017. The super versatile business class jet has reached a significant point in the production process, and is one step closer to joining the PlaneSense® fleet. Now sporting its signature blue stripes, the PC-24 sets a new standard of comfort, sophistication, and technology for jets in its class. PlaneSense, Inc. will also add five new PC-12 aircraft and a Nextant 400XTi jet to its fleet in 2017. Additional PC-24 jets are expected in 2018.

Matt Cerro First Officer, Jet Program, with PlaneSense, Inc. since 2005 “I started at Planesense well over a decade ago, a twenty-three year old former flight instructor living with my college friends in a cramped apartment. Eighteen months later, I had upgraded to Captain, developed some serious instrument flying proficiency, and was feeling comfortable negotiating the alternating seasons of ice and thunderstorms in the Northeast. Along the way, I found a girlfriend, got married, and became a father. Through the ups and downs of the economy, Planesense has been a stable place to work. Now that I’m supporting a family, I’ve come to really appreciate that stability. Our first child was born five weeks early. Murphy’s Law being what it is, she went into labor while I was on an overnight in Louisville, Kentucky. A quick phone call to management and we had permission to reposition the plane seven hundred miles back east, right to my hometown. I made it to the hospital with only thirty minutes to spare. They shifted my vacation early to give me three weeks paid time off, the head of HR personally offered her babysitting services, and we even received an embroidered baby blanket in the mail a week later. I am proud to work at a company that places that kind of value on family. The eight on/six off schedule has worked really well for our family. My days off are free of commuting or any other work obligations. Plus we get much more time together as a family. I actually get more quality time with my wife and children than if I was working a traditional 9-5 job. “

June 2017 | 45

Interview with Elaine Carter, Employee Resources & Recruiting Manager

Pre Interview: Craig: How do you select PC-12 pilot applicants to be brought in for an interview? Elaine: All résumés are reviewed by the Human Resources Department. Qualified applicants are invited to complete an application. All applications are reviewed by the Chief Pilots. Qualified applications are invited to an interview. C: E:

What can an applicant do to increase their chances of being called for an interview? The applicant needs to meet our minimum requirements for Direct Entry Captain or First Officer. Direct Entry Captain – 2000 hours TT; 750 PIC; 100 IFR. First Officer – 500 hours TT, however 1000 TT is preferred.

C: E: C: How critical is it to attend a job fair to get an interview? E: Not critical as we base obtaining the interview on qualifications. C: C: What is the best way to prepare for an interview with your company? E: E: Knowledge of VFR & IFR operations. Knowledge of Part 91 & 135 rules. Knowledge of Jeppesen and Enroute Charts. Interview: C: Do you recommend that applicants get to your C: headquarters city the day before and get a hotel room for the night? E: E: Yes if applicable. C: E:

Can you walk me through a typical day of interviews? First Officer (Portsmouth Interview) Three Sections: Human Resources Interview; Technical Interview; Simulator Evaluation: Frasca 141 Flight Simulator in an A-36 Bonanza configuration. PIC Web Interview Combined HR and Technical Section

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PIC Interview after Successful Completion of Web Interview (if applicable) Simulator Evaluation: Redbird FMX Flight Simulator in an G1000 C-172 configuration PIC Local Candidates Human Resources Interview Technical Interview Simulator Evaluation: a Redbird FMX Flight Simulator in an G1000 C-172 configuration What kind of questions can an applicant expect to be asked? What do they know about our company? Why do they think PlaneSense would be the right fit for them? Describe a time they used customer service. What has been the longest timeframe they have traveled away from home for an employer? Do you have any questions for us? Can you give me some examples of the TMAAT questions that you like to ask? Questions are specific to Customer Service based on applicant’s background. Do they understand the lifestyle of an on-demand operation? There are technical flying questions. What are some of the biggest mistakes that applicants make during the interview process? Poor customer service skills Proficiency in the simulator

Written test: C: Is there a written or computer test? E: No. C: E:

Is there a personality test? No.

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Interview with Elaine Carter, continued...

Simulator Evaluation: C: Do you have a simulator ride? E: Yes. C: E: C: E:

What type of aircraft is used for the simulator evaluation? First Officer – Frasca141 Direct Entry Captain – Redbird FMX What types of scenarios should an applicant expect in the simulator evaluation? First Officer: •

You will be asked to track and hold at an NDB/ VOR, fly an ILS approach and a missed approach.

•

We are primarily looking for good procedures and a consistent instrument scan.

•

Demonstrates proficiency in flying analog (steam gauges) in a fixed based flight training device. To prepare, candidates should be instrument proficient, current, and consider obtaining time in a simulator prior to the interview date.

PIC: •

You will be asked to track and hold at an NDB/ VOR, fly an ILS approach, and a missed approach.

•

We are primarily looking for good procedures and consistent instrument scan.

•

Demonstrate proficiency in flying analog (steam gauges) in a fixed based flight training device. To prepare, candidates should be instrument proficient, current, and consider obtaining time in a simulator prior to the interview date.

C: E:

What are you looking for in the simulator evaluation? First Officer: Good procedures and consistent instrument scan. Direct Entry Captain: Good procedures, consistent instrument scan, CRM and professional customer service qualities.

C: E:

What are some of the biggest mistakes applicants make? Weak instrument flying and lack of IFR procedures.

Post Interview: C: Do you tell applicants they are hired in person that day? E: No. C: E:

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

C: E:

How soon can an applicant expect a class date after being hired? Class dates are based on a fixed schedule.

General: C: How many pilots does your airline expect to hire this year? E: 85 C: E:

Can you explain the ATP-CQP class that your company offers? If you are a pilot entering as a PIC in our jet program we will pay for an outsourced ATP/CTP course.

C: E:

Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus? We do not have a hiring bonus, but we do pay out a training stipend. • $500.00 after completion of ground school. • $1,000.00 after passing simulator check ride and becoming an employee. • $1,000.00 after completion of IOE.

C: Does PlaneSenese have a pilot referral program? E: Yes. • $500.00 for any employee if they refer a pilot C: E:

Can you describe the career progression at PlaneSense? Upgrading to Captain, Instructor Pilot and Check Airmen is based on merit. Upgrade to jet operations is based on seniority.

June 2017 | 47

Fast Facts: Headquarters:

Portsmouth, NH

Year Founded:

1992

Number of employees: 350 Number of Aircraft:

33 PC-12s and 3 Nextant 400 XTi

Number of Pilots:

150+

Number of Bases:

Bases:

PSM,MCO,PDK,CLT,MDW,CVG,IAD,IND,MIA,MSP,BNA,PBI,PHL,RIC,TPA,HPN, DFW, CHS

Key Benefits: Health, Dental, Vision, 401K, Life Insurance, AD&D, STD, LTD, FSA, Loss of FAA Medical Insurance, Paid Vacation & Sick, 8 Holidays, FAA Medical Exam Reimbursement, Cell Phone allowance, per diem

Website - www.PlaneSense.com Phone - 603-501-7600 Facebook - facebook.com/PlaneSense/ Twitter - twitter.com/PlaneSenseInc LinkedIn - linkedin.com/company/planesense-incInstagram - @planesense.us instagram.com/PlaneSense.us Indeed: indeed.com/cmp/PlaneSense,-Inc.-2 Russ Hodgkins Retired, USAF, First Officer, April 2011 “One of the most surprising things I learned when I started looking at civilian flying jobs was how backward many companies were with regards to safety. The strong military safety culture was something I had helped nurture and I saw the positive results it created. I have felt that some in the industry might view ex-military pilots as being too safety conscious. You’ll find the opposite here at PlaneSense. The company has an excellent safety culture, which starts at the top and goes down to all the line employees in the company. I have never been forced to make a flight or take a bad airplane. It’s an honest airplane that you really fly, as opposed to letting a computer fly. It’s reliable, has good legs, can get in and out of some incredibly short runways, and cruise up in the Jet Routes at a surprisingly fast speed. As for the mission, the best way to describe it is “every day is different.” Our flying is dictated by the desires of our clients, so on any given day you may find yourself flying into LaGuardia or an uncontrolled 2600 foot long strip in Vermont (or both, as I did a few months ago). You will do most of the planning and make most of the decisions. The days will be long, and the pace can be grueling. But you will be treated like an aviator. Working at PlaneSense is like being in a squadron again. It’s small enough so you can get to know most of the people here. The pilots are a very diverse group, from young kids who are doing their first real flying job to retired military or major airline pilots. But you’ll find all share a love of flying and a commitment to the craft. You’ll find that as an ex-military pilot, you have experiences that you can share with the younger pilots that will make them better—you can make a difference here. Also, don’t believe what you have heard about millennials being slackers, you’ll also find that keeping up with a bunch of kids in their 20’s will keep you young!”

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

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June 2017 | 49

Cockpit 2 Cockpit

Written by: Marc Himelhoch

Military to Airline Transition

5 Things You Can Do Now to Set Yourself Up for Success

ou are probably familiar with the concept of the time-value of money. The earlier you invest your money the more that money will be worth in the future due to the compounding returns it will produce over time . The same concept applies to your military aviation career with respect to making a successful airline transition. Most of us don’t think about our airline transition until we are within a couple years of submitting our applications. If you wait that long, you’re actually putting yourself behind the power curve, a place that no pilot likes to be. There are many things you should be doing now to prepare for a future career with the airlines because the time-value of a military pilot’s career also pays greater dividends by investing early. It doesn’t matter if you just pinned on your wings or you’re about to pin on O-4, the sooner you start preparing, the more likely you are to succeed in your airline transition when the time comes. There are so many things I learned in my airline transition, at the end of my military career, that I wish I had known from the day I graduated Undergraduate Pilot Training (UPT). Had I known these things back then, I certainly would have done some things differently from the beginning to make my transition easier in the end. The earlier you begin planning, the more likely you are to have a successful transition when the time comes. Here is a list of five things you can and should be doing right now to help set yourself up for success in your future airline transition.

1. Keep a logbook It’s not for the interview; it’s for the applications. The main reason to keep your own logbook, opposed to relying on your military flight records, is that airline applications require more details about your flight times than military flight records

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provide. For instance, military flight records log “primary time” (a category of flight time only used by the military) but they don’t record Pilot in Command (PIC) time. The airlines will want to know how much PIC time you have. The airlines consider PIC time as time logged as captain or aircraft commander, or the person who retains overall authority for the safety of the aircraft. In order to make your airline transition much easier when the time comes, you should log your flight times in your personal logbook in accordance with the way airlines consider flight time on their applications. There are several other categories of flight times that will be needed for your airline applications that are not logged in your military flight records. A few examples include crosscountry time, number of instrument approaches, turbine-PIC time, number of landings, etc. There are plenty of pilots who get hired by the airlines without having a personal logbook but they had to make gross generalizations and use made up rules-of-thumb when filling out their applications. I don’t know about you, but I would be sweating bullets in an interview knowing that I had to fudge a lot of the flight times I listed on my application. There are two different ways to keep a personal logbook. There’s the old-fashioned paper logbook and there are electronic logbooks. They each have advantages and disadvantages. In my book, Cockpit to Cockpit (www.cockpit2cockpit.com), I dedicate an entire chapter to the subject of logbooks and I don’t want to (and you probably don’t want me to) regurgitate it all here so I will just give you the bottom line. I’m a fan of the electronic logbook because it makes filling out any airline application’s flight times section a breeze. You can easily use the filters of an electronic logbook to come up with any flight time category the application requires in a matter of seconds. I am a fan of Logbook Pro for PC users or LogTen Pro for Mac users. There are other options and if you want to read a more detailed article about the pros and cons of each, read the

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Photo used with permission from Pixabay.com article Logbook Battle Royale written by Jason Depew on the website www.aviationbull.com

2. Build as much flight time as possible I think it goes without saying (but I will say it anyway), that flying hours are a key discriminator that airlines use to screen applications and résumés. No matter what impressive duty titles you rack up in your military career, at the end of the day, the airlines are hiring you to be a pilot. Therefore, they are looking to hire pilots whose flying hours in the military reflect their love of flying, in general. The airlines are all about the bottom line. An airline doesn’t make money with airplanes sitting on the ground, so it should come as no surprise that they want to hire pilots who fly for the pure joy of flying, not just to earn a paycheck. So how do you maximize your flying hours in the military? First, try to limit your nonflying assignments. I know; that’s usually out of your control, right? We can’t all be fortunate enough to stay in the cockpit our entire military careers, as Idid. (“Don’t hate me because I’m beautiful.”) Sometimes the long arm of the Air Force Personnel Center (AFPC), or your service equivalent of AFPC, yanks you out of the cockpit. If you see the writing on the wall, consider volunteering for the shortest nonflying assignment possible. In the Air Force, that usually

meant volunteering for a remote ALO (air liaison officer) tour with the Army. That would usually get you back in the cockpit in two years, and if you volunteered, AFPC would often let you choose your follow-on assignment. White jet assignments (teaching UPT) are another great way to build some hours. It seems that every UPT squadron is always behind the timeline and needs IPs to fly the maximum amount. The best way to ensure the maximum number of flying assignments in your career is to upgrade quickly in your weapon system. Once you become an IP in your aircraft, you become very valuable to your flesh peddler at the Headquarters Personnel Center. Flying squadrons are usually short on experienced pilots. If you can upgrade to IP before you get yanked out of the cockpit for a nonflying assignment, chances are much higher that you will return to a flying assignment at the earliest opportunity, because the flesh peddler needs to send experienced pilots back to the flying units to keep them healthy. Non-flying assignments used to be the norm after your first or second flying assignment, but in the past year, things have changed a lot due to the pilot retention problem (dare I say “crisis”) the military is facing. On a more tactical level, there are some good ways to build your time in the air within each flying assignment. A highly effective trick I’ve found is to show up to work early and “hawk”

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the duty desk on those O’dark thirty sortie briefings. More often than not, someone else will call in sick or oversleep, and they will need a pilot to fill in. There you will be…ready to go! If it doesn’t work and you don’t get to fly that day, tell your operations officer or executive officer that you want to sit in on the mission briefing anyway to prepare for your next upgrade. You can quickly become the rock-star young pilot in your unit this way! Deployments are another great way to build flying time fast as well as building valuable combat time. The ops tempo down range is usually pretty intense, and you can rack up hours at a much faster rate than when you’re at home station. Besides, it feels very satisfying to be doing the real-world mission and knowing you’re doing your part for the war effort. You’ll come home with some great war stories that work great at a bar on Friday night or in an airline interview when they ask, “So tell me about a time…” and you fire back with, “There I was, in the shit, inverted, air medals all up in my face, when all of a sudden…” You see where I’m going with this?

3. Collect FAA flight ratings/certificates Even if you never intend to fly on the civilian or general aviation (GA) side, you will want to acquire as many of your civilian flight ratings as possible before applying to the airlines. Obviously, you will need to obtain an Airline Transport Pilot (ATP) certificate to get hired, but it also looks good to get as many other certificates as possible that are not required, because it shows you are “well rounded” in terms of your flying experience. In short, it makes you look like more of a professional pilot. Some of those ratings include certified flight instructor instrument airplane (CFII), multi engine instructor (MEI), tail wheel endorsement, airplane single/multi engine sea (ASES/AMES), rotary, glider, and even balloon pilot. Another good reason to seek as many ratings as possible is to add more points to your application. Filling out an airline application is much like getting promoted in the military. You‘ll want to check as many boxes as possible. As officers, we know that the chances of getting promoted without completing the appropriate level of professional military education (PME) and without holding certain key duty titles are pretty slim. The same principle applies when filling out an airline-pilot application. You have to check the right boxes. In 2009, the FAA updated the Code of Federal Regulations (CFR) and made it significantly easier for military pilots to get FAA pilot certificates and ratings via the Military Competency Test (MCT) system (CFR 61.73). Now military pilots can simply pass a written test and show proof of military flight training to obtain a commercial certificate, instructor certificate, multiengine rating, or instrument rating, from the FAA if they hold the equivalent military rating. That’s right, no civilian flight training or check

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ride required. How cool is that? There is a fantastic website that offers MCT preparation courses online called Sheppard Air (http://www.sheppardair. com). Their study method is simple, efficient, and designed to make sure you pass the test. Just as Cockpit to Cockpit is the “gouge” on the airline transition process, Sheppard Air’s MCTpreparation service is the “gouge” on passing the test. They will even refund your money if you don’t pass the MCT. I have used their service, and it works great.

4. Start a journal of stories When you finally sit down for that airline interview that you worked so hard for, they are going to ask you a bunch of “Tell me about a time” (TMAAT) stories. If you’re anything like I am, you may have a hard time remembering stories from early on in your career, especially if you go the full twenty years or beyond. Hell, I have a hard time remembering what I had for breakfast yesterday, let alone a story from fifteen to twenty years ago. So I recommend you start keeping a TMAAT journal of stories that happen to you throughout your military career. The stories can be things that happened while flying or while performing your nonflying job on the ground. They can even be from before your military career. This is one of those “I wish somebody had told me to do this when I was going through pilot training” pieces of good advice that will definitely pay off in an interview. Here is a list of the type of stories for which you should keep a journal-record. This list is not all-inclusive but is a good cross section of the type of TMAAT questions you will see in an interview: •

In-flight emergencies: Note the details regarding weather, type of mission, good crew resource management (CRM) actions taken, and so on.

•

Safety: Note what was unsafe and what you did about to mitigate the situation.

•

Conflict: Any story that paints you in a positive light regarding conflict resolution. It could be about conflict between you and a subordinate/peer/superior or how you dealt with a conflict between other crewmembers/ coworkers. Hint: they like to see things handled at the lowest level.

•

You had to break a rule or saw somebody break a rule and what you did about it.

•

Leadership stories.

•

Teamwork stories.

•

Customer-service stories: In the military, the customer could be your student pilot if you’re an IP, ground forces if you supported them from the air, the receiver if you fly air refuelers, and so on. Be creative.

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•

Empathy stories.

•

Innovation, creativity, or improvisation stories.

•

CRM stories (try to weave examples of CRM into all stories if you can).

All the topics included in the list above are important qualities that the airlines are looking for in a pilot. Most of us can come up with enough to cover at least one story for each of the topics above. However, some airlines will really dig in on a particular topic that may be one of their core values. If they ask you three customer-service stories, will you have enough without having kept a journal throughout your time as a military pilot? Probably not.

5. Volunteer Volunteering your time and resources to a good cause is something that should come naturally. It feels great to help those in need; teach a kid about aviation, mentor a high-risk youth and see him or her get back on the right track, and so on. It’s very easy to become so consumed in our own world, both at work and at home, that we forget the basic principal of “love thy neighbor.” Do your best to seek out and make time for volunteer opportunities throughout your military career. Here are just a few suggestions of some of the more common places you can volunteer, but this list is, by no means, all-inclusive. Any good cause you believe in is a good place to volunteer: Habitat for Humanity, Red Cross, the Humane Society, Civil Air Patrol, the Order of Daedalians, Young Eagles, your local church or place of worship … the list goes on and on. Volunteering also has a couple of side benefits for a military pilot with hopes of becoming an airline pilot — it separates you from the pack. While you are still active duty, it will greatly increase your chances of garnering those quarterly and annual officer awards such as Company Grade Officer of the Quarter or Field Grade Officer of the Year. In the Air Force, individual

award packages are submitted to an awards board. If the board has to decide between two officers who were virtually equal in their job performance, guess what. The award will almost always be given to the officer who has stronger volunteer activities. The same concept applies when it comes to getting hired at the airlines. The HR folks will screen thousands of applications and résumés for each pilot position. The competition is fierce. Those volunteer activities may make all the difference in \getting an interview instead of the other guy/gal. In my experience, it seems that volunteer work is especially important to American Airlines, Southwest Airlines, and JetBlue Airways. That doesn’t mean the other airlines don’t value volunteer work, but I have definitely heard from hiring officials, with the aforementioned three airlines, that volunteer work will help you get hired. These are just some of the things you can be doing from the day you proudly pin on the wings of a military aviator that will not only enhance your career in the military, they will also set you up for success in your eventual airline transition. Just as the value of money invested early in your career will appreciate over time, so too will the efforts made throughout your time in uniform pay dividends later in your commercial career. For other tips and a wealth of knowledge about the military to airline transition process, please visit www.cockpit2cockpit. com

About the Author

LT COL Marc Himelhoch, USAF (Ret), is a pilot with over 5000 hours of flight time. He grew up in Clearwater, Florida, where he met his wife, Missy Shorey. He graduated with honors from Embry-Riddle Aeronautical University in Daytona Beach, Florida, earning a masters degree in aeronautical science. In 1995, Marc joined the US Air Force as a second lieutenant. He served as a T-37, T-6A, and F-16 instructor pilot and as an F-16 higher-headquarters evaluator pilot. He logged nearly three hundred combat flight hours and flew in Operations SOUTHERN WATCH, NORTHERN WATCH, JOINT GUARDIAN, NOBLE EAGLE, and IRAQI FREEDOM. In 2014, LT COL Himelhoch retired and became a commercial airline pilot. Marc interviewed with and received conditional job offers from Delta Air Lines, JetBlue Airways, Southwest Airlines, and XOJET. Marc is now a pilot with Southwest Airlines. He and Missy live in Dallas, Texas.

June 2017 | 53

THE GRID

Mainline Airlines

he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airlineâ&#x20AC;&#x2122;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 itâ&#x20AC;&#x2122;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 currunt 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

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

$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

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

HRxMMGx12

Alaska Airlines (Alaska)

401(K) Matching (%)

401(K) DC

> 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

28.D

15%

B717

4.B.1.b*

26.C.2

$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

+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)

54 | Aero Crew News

JetBlue Airways (JetBlue)

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

7 75

HRxMMGx12

$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

Perce heal emplo

Back to Contents

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

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

2 Digit Code

Pay During Training

A330, A350 B717, B767

Per Diem

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

Union

EFBs

Legacy Airlines AA May/1999 AA

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

US East Aug/2014

14,236

9,987

Oct/2015

Jul/2015

***

816

US West Sep/1998

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

$2.15

May 2007

1,759

11.D.5.b

5.A.1

Oct/2016

February 2014

13,003

8,292

Feb/2016

Apr/2016

Feb/2015

Single Occupancy, Paid $3,888.29 / for by company $2.20 Dom., for the first 8 $2.70 Int. Month days in class only. 3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

5.B

APA

iPad

Bases

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

ALPA

iPad Air

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

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

*$0.05 increase on Jan 1st. UA

2 Digit Code

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

4-G-1, 9-E

4-A

Pay During Training

Hotel during new hire training

Per Diem

B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

Virgin America (Redwood)

Oct/2015

Dec/2016

7,765

ALPA

iPad

Contract 2012 as amended

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

Single Occupancy, Paid for by company

$2.00

Octotber 2015

794

3.P

6.A

3.Z

Dec/2016

MMG

$1.90

Feburary 2014

983

Apr/2016

$2.00

E:7/2013 A:10/2012

3,300

840

Dec/2016

Feb/2015

May 2006

7,951

3,702

4.T.3

Feb/2015

Feb/2015**

$2.20

January 2014

1,483

5.A.1

5.B.1

Dec/2016

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

B737

A319, A320, A321

B737NG

A319, A320

Aircraft Types

Add A, Pg24

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

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

Sun Country Airlines (Sun Country)

12,500

MMG

4.K.6 Spirit Airlines (Spirit Wings)

2006

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

Union

EFBs

Bases

IBT

iPad

BLI, FLL, HNL, IWA, LAS, OAK, PGD, PIE, SFB AVL

Notes

Major Airlines

Add A, Pg24 Southwest Airlines (Southwest)

Notes

MMG

None

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

3.B

5.B.1

5.3

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

Contract 2016, as amended FAPA

ALPA

SWAPA

DEN, ORD, MCO

Yes

iPad

JFK, BOS, FLL, MCO, LGB

*Pilot data approximate

Agreement 2013, Currently in negotiations ATL, MCO, DAL, *Trip for Pay (TFP) is based upon DEN, HOU, LAS, number of days in the month, **Number of retirements from MDW, OAK, Feb/2015 PHX, BWI Contract 2016, as amended *Monthly payment is prorated and ACY, DFW, DTW, includes salary and per diem FLL, LAS, ORD

ALPA

Contract 2010, as amended

289

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Hotel during new hire training

Per Diem

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

Rule book 2014 Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

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

11.A.7

$2.40

Dec/2011

5.A.3

June/2017

1,486

June 2017 | 55

(Sun Country)

M&IE airline daily rate 3.B

Virgin America (Redwood)

A319, A320 THE GRID

Aircraft Types

2 Digit Code

5.B.1

5.3

Aug/2016

General Information $2.00

July 2010

660

157

3.B.e

10.I.1

Jan/2016

Hotel during new hire training

Per Diem

$2,500 per month

None

10.J.1 Pay During Training

ALPA

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

Nexis EFB

SFO, LAX, JFK EWR, LGA Rule book 2014

Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

B747 B767

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

ABX Air (ABEX)

B-767

$2.40

Dec/2011

5.A.3

June/2017

11.A.7

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

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

1,486

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

IBT

20.E.1 FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

3.A Kalitta Air (Connie)

B747

5.B.1.d

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

May 2015

4,400

5.A.1 & 2

May/2016

Dec/2016

$1.90 Dom. $2.80 Int.

April 2008

317

6.A

Dec/2015

5.A UPS (UPS)

B757, B767, A300, B747, MD-11

MMG 10.D.1

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

2 Digit Code

Pay During Training

ALPA

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

IBT

iPad fixed in plane

Home Based Contract 2016 as amended

1,580

63,855

37,427

SDF, ANC, MIA, ONT

IPA

Hotel during new hire training

Per Diem

*Pacific rim and Europe flights

Contract 2016 as amended

12.G.2

Total Pilots Aircraft Types

4,288

Most Number of Pilot Pilots Retirements Junior CA hired 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

Yes

FAA 117 w/ exceptions

488

15.D.3.q

4.C

15.C

??/12

Yes

12:30* 10:00**

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

Min Days off (Line/Reserve)

12, max 14* 10, max 12*

430

Open time pay

Uniform Reimbursement

Headset Reimbursement

None

Pay Protection

Max Scheduled Duty

5:10

5:10 x days

2:1

Yes

50%

Initial paid for by company

15.G

15.E.1

2.QQ

17.I.1

24.O.2

1:3.5

50% air & ground

150%

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

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

12.A.1.a

559

4.H.1

361

508

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

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

12.A.2.a

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

12.J

12.K.1

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

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Company Provided***

Yes

14.C

3.F

12 56 | Aero Crew NewsYes

FAA 117

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

Yes

FAA 117

195

6.4

177

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

Avg of 5

1:2 or

1:3.75

50%*

$20/ month

4.G.2.a

4.F.6

2.A.1, 2

1:3.5

Schedule

150% over 78

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

None

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

2** or 4.17 GOP****

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Contract 2015, as ammended

*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

$200 / year

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

Headset Reimbursement

Major Airlines

Frontier Airlines (Frontier)

JetBlue Airways

14, max 16 For int pilots.

12 or 13 / 12

5-E-4, 5-E-5

Allegiant Air (Allegiant)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

None

*Unschedule DH pay s 100%

Back to Contents

*1 for 1:45 between 0100 and 0500

rig or trip rig.

United Airlines (United)

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

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

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

4.C.1.a

508

5-F-1-a Pay Protection

Max Scheduled Duty

Number of pages in Contract

4.C.2

4.C.3.a.2

Contractual Work Rules 5

1:2 or 1:1.75**

1:3.5

100% Blended pay rate

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

Initial paid for by company along with certain dry cleaning

5-G-2

5-G-1

5-G-3

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

Company Provided***

6.4

Min Day Min Trip Duty Rig Trip Rig Credit Credit

12 or 11* 12 or 10*

Yes

14.C

3.F

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

None

195

177

235

222

196

159

4 for a RON

1:2

50%

130%, 150% or 200%**

3.D

3.H

3.E, 3.L, 3.W

6 for CDO

1:3.75

$20/ month

4.G.2.a

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

$30 / pay period max $500

4.I.1

4.I.3

4.L

4.S.5

2.A.4

4 or 4.5**

1:4.2

100% or 50%***

100%

Pilot pays for initial uniform, replacements per schedule therafter

4.C.1.b

4.C.1.c

6.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

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

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

5**

4.I.2

3.5

App. G Number of pages in Contract

50%*

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

332

None

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

280

127

18.B.5

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

410

Number of pages in Contract

Headset Reimbursement

Supplied in AC

Notes

None

*Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

$200 / year

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

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

Supplied in AC

None

*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. Rule book 2014

Headset Reimbursement

None

Notes

*Biz class only on international DH or when duty day exceeds 16 hours with DH.

30.A.2

4.5

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

100%

Provided by the company

19.M.4

19.K

19.E

15.A

Yes

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $150 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

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

1 hr or 3.65 (on Day off)

50%

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Deadhead Pay

Open time pay

Uniform Reimbursement

Min Day Min Trip Duty Rig Trip Rig Credit Credit

THE GRID

2.A.1, 2

8.D, 8.A.3

466

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

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

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

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

Contract 2010, as amended

5.E.1

Major Airlines

Atlas Air

FedEx Express (FedEx)

7.B.1

None

*100% pay credit on company aircraft; **50% pay credit on passenger carrier

*Days off based on TAFB, 4 wk or 5 wk bid period. Contract 2006 as ammended

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

June 2017 | 57

Additional Compensation Details

THE GRID

American Airlines (American)

Aircraft Types

FO Top Out Pay (Hourly)

Group I

FO Base Pay

Top CA pay

CA Base Pay

$104.93

$90,659.52

$153.65

$132,754

Group II

$160.28

$138,481.92

$234.67

$202,755

$147,113.28

$249.30

$215,395

$172,972.80

$293.11

$253,247

MMG

Group II

$170.27

Group IV

$200.20

Group V

$210.20

15.D.1.b

$265,905 HRxMMGx12

9.B.1.a

$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

$128,988

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

767-3,2, B757

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

B737-9

$176.74

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

$109,376

$174.11

$156,699

3.B.2.d

4.B.1.b*

B717

$121.53

B767 A330

$144.58

$130,119

$207.13

$186,417

3.D

3.F

HRxMMGx12

3.C

HRxMMGx12

$175,216

$305.39

$256,528

$146,126

$254.70

$213,948

A350*

United Airlines (United)

B747, B777 B787 B767-400

$208.59

B757-300

$173.96

B737-900, A321

$167.89

$141,028

$245.80

$206,472

A319

$161.02

$135,257

$235.76

$198,038

Aircraft Types

Spirit Airlines (Spirit Wings)

7.B.1.a

14.D.1

1-2 = 15 Days 3-4 = 16 Days 7.5 H/M without 5-10 = 21 Days a sick call. 10-11 = 23 Days 5.65 H/M with a 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days +25 = 38 Days 6.B.1

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

None

Contract 2015, as amended

13.50%

20%

Contract 2013, as amended

28.D

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

15%

22%

26.C.2

25.B.2

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

3-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

15%

20%

Contract 2010, as amended

401(K) Matching (%)

5% at 200%*

10.A

4.C

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

9.A.1

$166.68

$150,012

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

$100.01 4.3

HRxMMGx12

4.3

HRxMMGx12

A320 family

$148.71

$124,916

$218.66

$183,674

E190

$133.82

$112,409

$196.83

A319 A320 A321

4 H/M Max 600

A319, A320, A321*

B737

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

$145.17

$90,009

3.C*

HRxMMGx12

$157.36

$160,507

4.C.1

4.H, 4.M*

HRxTFPx12

$165,337

8.B 0-5 = 108 Hrs 6-10 = 126 Hrs 11-15 = 144 Hrs 16-20 = 162 Hrs 21+ = 180 Hrs

16"%

20%

22-A

24-B-5

401(K) DC

5.A

1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days

4.C.1

HRxTFPx12

11.B.2 > 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days

4 H/M Max 400

14.A.1

28.C

27.B

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

28.B.2

27.A.2

$160,116

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

$94,861

$168.55

$141,582

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

Contract 2016, as amended

5% 1:2 Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be abbreviated 15.B.2 & 3 16.B.2 16.4 and/or inaccurate, please consult most current *70 linethe holder, 75 reserve; **Hours is based on PTO per year. Reference contract section5%for specific contractual language. Data Based on PTO 5% 1:1 + 3% None Specified contract for more information accrual that do not have a contract section reference number, were obtained online in 3.F.isomeAgreement form2013,and be Currentlymay in 3.J 3.E 3.E negotiations inaccurate. While trying to provide theTFP most up-to-date *85/87/89 based on days in bid period, **Trip for Pay (TFP) is the unit 1 TFP / 10 information, not all sources can beofverified this time. If compensation at received. 9.7% 1:1 TFP** Max 1600 TFP you notice a discrepancy and/or have a correction please Contract 2016, as amended email Craig.Pieper@AeroCrewSolutions.com. 12.B.1 19.B.2

$229,296

$185.32

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

*A321 coming end of 2015

$224.80

$94,409

Appendix A

4.C

3.J**

B737NG $112.93 58 | Aero Crew News

None

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

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

1 Day / Month Max 120 Days

Contract 2012 as amended

Percentage of health care Notes employee pays

HRxMMGx12

$109.27

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

12.A.1, 2 & 3

HRxMMGx12

Sun Country Airlines

Virgin America

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

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

3-C-1-a

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

10.A & B

$307.76 15.D.1.b

$143.32

EMB-190, CRJ-900

5 H/M* Max 60**

$181,612.80

B737

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

HRxMMGx12

Alaska Airlines (Alaska)

Hawaiian Airlines (Hawaiian)

Sick Time Accrual

Legacy Airlines

3.C

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

4 H/M

7.A.1

14.A

0-1 = 5 Days

5 H/M

EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73* Contract 2010, as amended

Back to Contents *Reserves have a MMG of 75,

B757-300

$173.96

B737-900, A321

$167.89

A319

$161.02

Aircraft Types

$146,126

$254.70

$213,948

$245.80

$206,472

$135,257

$235.76

$198,038

3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

Sun Country Airlines

Virgin America (Red Wood)

A319, A320, A321*

$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

E190

$133.82

A319 A320 A321

B737NG

A320

10.A

$216.42

$148.71

B737

5% at 200%*

$121,943

A320 family

Aircraft Types

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

401(K) DC

24-B-5

HRxMMGx12

None

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

4.C

5.A

1 Day / Month Max 120 Days

5% 1:2

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

15.B.2 & 3

16.B.2

16.4

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

3.J

5% 1:1

5% + 3%

None Specified

3.E

3.F.i

9.7% 1:1

$157.36

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

4 H/M Max 400

14.A.1

28.C

27.B

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

$109.27

$94,409

$185.32

$160,116

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

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

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

12.B.1

4 H/M

$112.93

$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

$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

$149.33

$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

$153.03

$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.D.1

HRxMMGx12

10.A

9.A

ABX Air B-767

A380

$186.33

Wide Body

$174.15

Narrow Body

$153.22 3.C.1.a

$190,057

$262.84

$268,097

$177,633

$245.65

$250,563

$156,284

$211.75

$215,985

4.A.1

HRxMMGx12

3.C.1.a

HRxMMGx12

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

B747

B757, B767, A300, B747, MD-11

28.B.2

27.A.2

125% of 6% contributed

401(K) Matching (%)

401(K) DC

Aircraft Types

10%****

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

7.B

14.B.7.C

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

$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

$207,373

$300.00

$292,500

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None

Contract 2010, as amended

*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic. Rule book 2014

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

*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.

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

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.

Percentage of health care Notes employee pays

Pilot: $61 / mo. Pilot + Family: $230 / mo

$212.69

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

EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*

None, Pension plan(s) available

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

Contract 2016, as amended

19.B.2

6 H/M

Kalitta Air

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

*A321 coming end of 2015

HRxMMGx12

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

THE GRID

Contract 2012 as amended

Percentage of health care Notes employee pays

Cargo Airlines

B747 B767*

UPS (UPS)

20%

3.C*

Atlas Air

FedEx Express (FedEx)

401(K) Matching (%)

4 H/M Max 600

Spirit Airlines (Spirit Wings)

22-A

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

$145.17

4.3

Southwest Airlines (Southwest)

16"%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

Additional Compensation Details

$141,028

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.

9.C.3

401(K) DC

*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended

Percentage of health care Notes employee pays

June 2017 | 59

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

ACY

CLT ATL

DFW

DAL IAH

ANC

BWI DCA

LGA JFK

AVL

MEM IWA

EWR PHL IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

60 | Aero Crew News

Back to Contents

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Delta Air Lines

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

United Airlines

Alaska Airlines

AVL

Asheville, NC

United Airlines

Virgin America

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

FedEx Express

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

LGA

New York City, NY

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

Delta Air Lines

American Airlines

BOS

Boston, MA

Spirit Airlines

United Airlines

PHX

Phoenix, AZ

American Airlines

GUM Guam

LGB

Long Beach, CA

American Airlines

JetBlue Airways

United Airlines

JetBlue Airways

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

MCO Orlando, FL

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

JetBlue Airways

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

Southwest Airlines

SDF

Louisville, KY

FedEx Express

Hawaiian Airlines

Frontier Airlines

UPS

CLE

Cleveland, OH

Allegiant Air

MDW Chicago, IL

SEA

Seattle, WA

United Airlines

HOU

Houston, TX

Alaska Airlines

CLT

Charlotte, NC

Southwest Airlines

MEM Memphis, TN

Delta Air Lines

American Airlines

IAD

Washington, DC

FedEx Express

SFB

Orlando, FL

CVG

Cincinnati, OH

United Airlines

MIA

Miami, FL

Allegiant Air

Delta Air Lines

IAH

Houston, TX

American Airlines

SFO

San Francisco, CA

DAL

Dallas, TX

United Airlines

UPS

United Airlines

Southwest Airlines

IND

Indianapolis, IN

MSP

Minneapolis, MN

Virgin America

FedEx Express

Delta Air Lines

SLC

Salt Lake City, UT

DCA

Washington, DC

IWA

Phoenix, AZ

Sun Country

Delta Air Lines

American Airlines

Allegiant Air

OAK

Oakland, CA

STL

St. Louis, MO

DEN

Denver, CO

JFK

New York City, NY

Allegiant Air

American Airlines

United Airlines

American Airlines

Southwest Airlines

Frontier Airlines

Delta Air Lines

Southwest Airlines

JetBlue Airways

DFW

Dallas, TX

Virgin America

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

June 2017 | 61

THE GRID

Regional Airlines

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 currunt 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

$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

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

$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)

62 | 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

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

>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.

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

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

$34,620

3.A

4.A.1

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.24

$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%*

3.75 H/M Max 375

24.B

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

32 (35

10+ = 3.5%

Back to Contents 8.A

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 CRJ-700 CRJ-900

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

SkyWest Airlines (Skywest)

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

$7,500*

Feb/15 Paid for by $300 / week company; single occupancy 3.C.1

65 Hours

3008.19.A Republic Airway (Republic) EMB-170 EMB-175

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

$10,000* $12,500**

3015.6.A.1

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

2 Digit Code

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

June 2007**

1,614

4.C.2

Apr/2017

$1.85/hr

June 2007**

1,488

5.A.1

Mar/2016

Apr/2016

Total

3,102

3009.1.A

2014

4,000

Aug/2016

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

4.B.1

Nov/2015

2,105

Union

Oct 2011***

1,850

Dec/2016

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$23,000*

Single MMG, but no Occupancy paid per diem by company

United, American***

Delta, American

ALPA

EFBs

Bases

Surface 3 LTE

ATL, DFW, DTW, LGA

United, American, Alaska, Delta

None

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

Pilot Agreement signed August 2015

United, American, Delta

IBT

iPad Air

*No Part 121 Experience, **Part 121 CMH, DCA, IND, Experience; ***International per diem only applies when block in to block LGA, MCI, MIA, ORD, PHL, PIT, out is greater than 90 mins. EWR Contract 2015

American

ALPA

iPad Air 2

*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects DFW, ORD, LGA less than 3 years for new hires to upgrade and 6 years to flow to American Airlines. Contract 2003 as amended

Most Number of Do Business Pilots For: Junior CA hired

Online CRJ-200 CRJ-700 CRJ-900

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

$1.70/hr

July 2007

1,587

5.D.1

Dec/2015

Mar/2016

$1.75/hr

July, 2015

1,300

5.A.1

April/2017

May/2017

Paid for by company; single occupancy

$1.47/hr

4 Months

1,250

5.B.1

5.A.2

Feb/2016

2.5 - 3 Years

485

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

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

CRJ-200

DH-8-Q400 ERJ-175

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

$30,000* $20,000**

76 Hours during training

LOA 37

5.A.2

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

2.5 hours per day

Website

4.C

5.A.1

LOA 37

Jul/2015

May/2017

None

16 credit hours per week & per diem

Paid for by company; double occupancy

$1.80/hr

July 2014*

635

5.I.4

6.C

5.G.1

Dec/2016

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

Sept 2015

710

3.H, 5.B

5.B.3

5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

Dec/2015

$1,500 Referal Bonus

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

2 Digit Code

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

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

Jan/2017

5.B.3

6.C

5.O

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

Contract 2004 as amended, Currently in negotiations, *Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010 Contract 2007 as amended, Currently in negotiations;

Union

EFBs

Bases

500 - 2,000 Pilots CRJ-200 CRJ900

Notes

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, EWR, IAH, ORD, remaining after first year; **Will Surface 3 LTE CLE, DFW*** Reduce 11/2007 to 1/2011; ***AA flying out of DFW due to end 7/2017

Apr/2016

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

Online

3.F.1 Mesa Airlines (Air Shuttle)

Most Number of Do Business Pilots For: Junior CA hired

$1.85/hr

Paid for by company; dual 1.85/hr occupancy, ($1.90/hr Company will Eff. 1/1/2017) pay 50% for single room

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

Per Diem

Over 2,000 Pilots $300 / week $7,500 w/ & $1,400 per Paid for by ERJ type*, diem to company; single $1,000 occupancy checkride, Referral then MMG Online

ExpressJet (LASA) (Accey)

Hotel during new hire training

THE GRID

Delta

JFK, DTW, MSP, LGA, ATL

ALPA

Notes

Pay based on DOS+2 years, 1% increases every year, *$23,000 per year until Dec 2018. Contract 2013 as amended

American

ALPA

iPad

United, American

ALPA

iPad***

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications CLT, DCA, CVG otherwise once they reach 1,000 DAY, TYS hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years). Contract 2013 as amended PHX, DFW, IAD, IAH

*New hire bonues paid out over 4 years. **Pilot referal bouns, 4 installements. ***Pilot must have an iPad, but there is a stipend for it. Contract 2008 as amended

American United

Alaska

ALPA

iPad

*$33,000 min bonus for all new hires. DCA, ORF, PHL $4,000 or $4,500 referral bonus, later (ORD & IAD in for Airmen Training Program the Fall) Contract 2003, Pilot data from 10/6/2014 seniority list. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.

IBT

Contract 2012 as amended Delta, American

ALPA

iPad

MSP, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Pilots For: Junior CA hired

Union

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

Trans States

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

LOA 16

5.D.4

5.A.3

$1.70/hr

1,000* Hrs 2,500 TT

420

5.D.1

Jul/2016

American

ALPA

PHL, MDT, ROA, SBY

June 2017 | 63

*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended *Paid out over 3 years, restricitions

Bonus

occupancy 3.H, 5.B

GoJet Airlines (Lindbergh)

CRJ-700 CRJ-900*

THE GRID

Aircraft Types

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

5.B.3

Jan/2017

5.B.3

6.C

Sign on Bonus

Pay During Training

Hotel during new hire training

$15,000

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

2 Digit Code

5.B.1

Oct/2016

Dec/2015

$1.60/hr

January 2015

555

5.O

Dec/2015

Contract 2014 as amended

General Information

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

Per Diem

United, Delta

Most Number of Do Business Pilots For: Junior CA hired

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

IBT

Union

Contract 2016 as amended EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Trans States Airlines (Waterski)

Cape Air (Kap)

ERJ-145

ATR-42 C402 BN2

Saab 340b

Ameriflight, LLC (AMFlight)

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

CommutAir (CommutAir)

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

Great Lakes Airlines (Lakes Air)

5.D.1

Jul/2016

$30,000*

$35.81 @ 75 hrs

Paid for by company; Single occupancy

$1.90/hr

July 2015

600

3.C.1

5.A.1

5.C.1

Dec/2015

Jun/2016

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

None

$12,000*

Peninsula Airways (Penisula)

Saab 340A, Saab 340B*

Seaborne Airlines (Seaborne)

DH-8-300 S340

ATR-72* Q-400

Min Days off (Line/Reserve)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

$1.45/hr

Immediate

185

Oct/2015

Paid for by company; single occupancy

$1.80/hr

Apr/2017

370

Online

3.G

5.A.8

5.B.3

June/2017

Dec/2016

$36/Day

Paid for by company; dual occupancy

$1.50/hr

May 2016

4.D

Dec/2016

$50/day

2012

120

ALPA

United, American

ALPA

Hyannis Air Service DBA Cape Air

IBT

*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended

PHL, MDT, ROA, SBY

iPad

IAD, STL, ORD DEN, RDU

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

Self**

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**

January 2013

MMG

None, except during SIMs in SEA, Single

MMG**

Paid for by company if not in HNL; Single occupancy

3.C.1

11.P.3

Pay During Training

Hotel during new hire training

$12,000

2 Digit Code

Sign on Bonus

Pay Protection

Max Scheduled Duty

$40.00 per over night

November 2009**

Apr/2016 None, On a RON, March company will 2017 reimburse w/ receipt 4.J.1 Apr/2017

UTU

DEN, PHX

None

ANC, BOS

15 Month, $7,500 training contract required for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service. Contract 2014 as amended *$1,100/Mo. Base Salary Need contract

SJU, STX Need contract

Ravn Alaska

None

Self

ALPA

Number of pages in Contract

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

ANC

iPad

Apr/2016 65

Codeshare for United, Hawaiian and Go; *ATR-72 being phased out by July 2017, **Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro Contract 2016 as amended

HNL

Apr/2017

19,760

Contractual Work Rules 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 Contract 2015 as amended

Oct/2014 $30/dom, $50/int

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

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

Dec/2016

MMG

Most Number of Do Business Junior CA Pilots For: hired

Min Day Min Trip Duty Rig Trip Rig Credit Credit

Union

EFBs

Deadhead Pay

Open time pay

Uniform Reimbursement

Over 2,000 Pilots

Bases

Notes

Headset Reimbursement

None

100%

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

$150 / yr****

3.D.5

6.A.2

21.H.9.d

24.H.3

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

3.F.1 & 2

8.A.1 & 2

13.G

5.D.4

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3016.1

3017.3.A

3008.14.A

3009.3.A

Yes*

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

Yes*

3017.7.C.1.g

3008.12.A

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

100%. Over 87 hours 125%***

See Trip Rig

1:2

1:4

75%

3.B.2

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

None

75%

150% or 200%*

Pilots pay 50% except leather jacket 100%

3.K

LOA

6.A

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Yes**

217

23.E.1

3.E & F

23.C.1

Yes

FAA Part 117

616

3.9 Res 3.7 Line

10.B.1

3.F.2

10.A.2

3.E.1 & 2

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit 500 - 2,000 Pilots

Provided by company****

Contract 2004 as amended, Currently in negotiations

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

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

4:12

12*

Notes

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

None

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

12/12 or 11 for reserve in 30 day month

Min Days off Pay 64 | Aero Crew NewsProtection (Line/Reserve)

Endeavor Air

Dec/2016

American

Oct/2014 B1900C B19000D* DH-8

Aircraft Types

ExpressJet (LASA) (Accey)

6.G.1

100

Up to $15,000*

Total Pilots

ExpressJet (LXJT) (Accey)

6.E.5.A

Paid for by MMG & Per company; single Diem occupancy

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

None

Island Air (Moku)

5.A.3

B1900D EMB-120

Corvus Airlines (Raven Flight)

5.D.4

420

LOA 16

3.K.A

Silver Airways (Silverwings)

$1.70/hr

1,000* Hrs 2,500 TT

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

Notes

Back to Contents

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

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

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

Yes

FAA Part 117

616

10.B.1

3.F.2

10.A.2

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

3.B.2

3.B.3

3.B.4

3.G.1

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

3.9 Res 3.7 Line

None

75%

150% or 200%*

3.E.1 & 2

3.K

LOA

6.A

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

Notes

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

501

None

100%

150% 200%**

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

None

3.R.4

3.N.1

12.H.1

3.H.1

8.A

3.M.3

18.C, 18.H

26.A.1

Contract 2013 as amended

Yes*

13 , 14.5 on CDO

195

3.5**

None

50%**

125% or 150%***

$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

12.D.1

3.i.1

12,A1

4.D

3.L

3.J

17.B.2.A

None

Yes*

FAA Part 117

205

12.B

3.G

12/12

Yes*

12, 14 or 13**

294

25.E.8.a

3.D

12.B.1

None

50%

100% or 200%**

Company pays half of blazer and pants only

6.A

3.H.1

5.E.2

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

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

50%***

25****

100%

150% or 200*****

5.C.2.a

13*

Yes

FAA Part 117

239

4**

See Trip Rig

7.A.4.a

5.B.3

7.A.2.a

5.C.2.a

$200

None

5.4.2.d

26.M.5.A

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

None

11 or 12*

Yes**

FAA Part 117

392

None

80% air*** 75% ground

100%****

12.E

4.D

12.C.3

4.B.1

8.A

3.G

11/12

Yes

FAA Part 117

165

None

75% 100% 2 DOS

7.A.2.a

5.B.1

7.B

5.B.1

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

26.3

26.C.1

150% 200%**

$25 / Month

None

5.E

5.D

26.L.5

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

100%**

$25 / month

None

Under 500 Pilots 11

Yes

185

4 per day*

3.G.4.a

LOA 12

3.G.3.a

None

75% air; 50% ground

8.B.5, 8,C,3

25.G

26.Y.4

$25 / month

None

Yes*

246

4**

None

100%

150% 200%***

3.F

12.E.1

LOA 201107

3.H.1

3.E.2

5.F.3

Yes as needed

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

Contract 2008 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

Yes

170

None*

100% for 135 50% for 121

100% or 150%**

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

14.E.2

3.I

14.B

3.B.V.I.

3C1B

25.A.5

Contract 2012 as amended

Yes*

161

3, 4 on lost day

Greater of min day, credit, duty rig

1:2

None

50% for first 5 hours, then 100%

100%

$150 / yr**

None

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

6.D.3 & 4

6.H.8.a

8.A.1

3.H

3.B.1

3.B.1.c

7.D.1

3.D

5.J

Fly 4-5 days per week

Yes

FAA 135

100%

None

12/11

Yes

131

3.75

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

14 or 15*

3.75

None

50%

100%

$200 per year after first year

None

3.C.2

18.C.1

18.B.5

3.C.4

18.J.1.b

19.D

FAA Part 117

2.4

30%

100%

New Hire Paid by Company then $80 per year

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

Yes***

FAA Part 117

123

3.8

None

100%

150%

Company issues 3 shirts, pants, replaces as worn

None

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

4.E.1

10.B

4.B

4.F.1

4.A.4

15.AA

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

5 on 2 off

Seaborne Airlines (Seaborne)

Island Air (Moku)

THE GRID

Contract 2003 as amended

Yes

Peninsula Airways (Penisula)

Corvus Airlines (Raven Flight)

Contract 2015

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

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

Silver Airways (Silverwings)

500 - 2,000 Pilots

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

Cape Air (Kap)

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

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

Number of pages in Contract

Min Day Min Trip Duty Rig Trip Rig Credit Credit

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

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

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

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

Notes

June 2017 | 65

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

$45.26

60-76 Seat A/C****

$49.98

3.A.1

$40,734

$98.18

$88,362

CRJ-200

$46.44

CRJ-700, CRJ-900

$48.48

3.A

CRJ-200

$45.77

CRJ-700

$48.52

EMB-175

$48.70

CRJ-900

$50.00

3027.2

EMB-170 EMB-175

Endeavor Air (Flagship)

3.B.1

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

401(K) DC

25%

LOA 9

$50.42

3-1

3.K.1

8.A.1

7.A

25.A.2

25.B.2

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

$109.33

$98,397

HRxMMGx12

3.A

HRxMMGx12

$41,193

$106.67

$96,003

$43,668

$113.07

$101,763

$43,830

$113.20

$101,880

$45,000

$117.00

$105,300

3027.1

HRxMMGx12

3011.1**

3012.1

$108,099

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

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

8.A.1***

$45,378

HRxMMGx12

EMB-145

$120.11

3-1 $89.12

$39.78

$35,802

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$38.49

EMB-175

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

$43,632

3008.5.A.3* HRxMMGx12

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

$91,620

4.A

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

$101.80

HRxMMGx12 $80,208

7.A.1

14.A.1

27.A.1*

1-4 yrs, 3% 5-9 yrs, 5% 10 yrs, 7%

None

30%

27.A.1

28.A.3

None

$39.75

3.A.1

CRJ-200

4.A

$41.78 $43.29

3.A.1

4.A

Pilot Agreeemnt signed August 2015 *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

8.A.1

14.K

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

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

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

14.E

None

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

LOA*

HRxMMGx12

9.A

28.B**

28.B

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

401(K) DC

$34,641

$84.03

$75,627

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

2.5 H/M

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

None

7.A.3.b

14.A

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%

27.B.4

Contract 2013 as amended

Contract 2008 as amended

$35,775

$89.96

$80,964

HRxMMGx12

3.A.1

HRxMMGx12

$37,602

$98.37

$88,533

$38,961

$106.67

$96,003

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

< 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

7.A

8.A

24.B

HRxMMGx12

$37.96

$34,620

3.A

4.A.1

CRJ-200*

$49.98

3.A.1

$104.39

$95,204

HRxMMGx12

3.A

HRxMMGx12

$44,982

$109.29

$98,361

4.A

HRxMMGx12

3.A.1

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

HRxMMGx12

7.B.2

28.A.3.b

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

24.A

3.75 H/M Max 375

25%

14.A.1

28.B**

28.A

27.D.2.a

$49.43

80.5

$41,383

$119.19

$99,786

< 5 = 14 days > 5 = 28 days

3 H/M

None

Company Discretion

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B

14.A.1

27.C

27.A

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

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

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

None

29% Employee, 34% Family

$45.80

$41,220

$111.24

$100,116

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

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

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

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

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

CRJ-700

$44.33

$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

No. of Vacation weeks & accrual

$80,982

> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days

13.A.1

Under 500 Pilots

$40.33

$36,297

$89.98

4 H/M

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

Contract 2013 as amended

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

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

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

E-170, E-175

Contract 2003 as amended

Percentage of health care Notes employee pays

Q-400 ERJ-175

Q-100, Q-300

Contract 2015

HRxMMGx12

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

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

$84,510

CRJ-700 CRJ-900

38%

Contract 2007 as amended, Currently in negotiations

35% for TPO Traditional PPO Plan

500-2,000 Pilots

CRJ-900

Contract 2004 as amended, Currently in negotiations

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

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

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

$93.90

66 | Aero Crew News Piedmont Airlines (Piedmont)

Percentage of health care Notes employee pays

401(K) Matching (%)

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

$41,796

PSA Airlines (Bluestreak)

Sick Time Accrual

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

No. of Vacation weeks & accrual

27.B.2

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

*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended

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

Back to Contents

*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Great Lakes Airlines (Lakes Air)

E-170, E-175

$45.80

$41,220

$111.24

$100,116

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

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

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

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

None

14.A

27.D.1

27.D

Sick Time Accrual

401(K) Matching (%)

401(K) DC

4 H/M

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

CRJ-700

$44.33

5.A.1.b

Aircraft Types

FO Top Out Pay (Hourly)

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

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

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

None

Additional Compensation Details $39,897

$111.24

$98,781

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

MMG

Base Pay

Top CA pay

Base Pay

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

13.A.1

Under 500 Pilots

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

THE GRID

Percentage of health care Notes employee pays *50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%

$40.33

$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

$44.99

$40,491

$104.51

$94,059

3.C.1*

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.B.1

None

$198 per month

$12.72

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

$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

$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

27.C

.94* or 1.56 H/M

Equal to other employees

None

Equal to other employees

6.B.1

20.B

20.A

B1900D, EMB-120

$42.40

$38,160

$57.51

$51,759

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

3.A

3.C.1

HRxMMGx12

3.A

HRxMMGx12

5.A

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

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

$44.00 $40.00

Corvus Airlines (Raven Flight)

Island Air (Moku)

B1900C, B19000D, DH-8

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

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

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

Contract 2011 as amended

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

Need contract

Seaborne Airlines DHC-6-300 (Seaborne) S340

Contract 2014 as amended

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

Q-100, Q-300

ATR-42, C402, BN2

converted to years for comparison, first year is prorated;

HRxMMGx12 $64.00

$37,440

$61.88

ATR-72

$61.88

3.A

Aircraft Types

FO Top Out Pay (Hourly)

Need contract

HRxMMGx12 $117.00

HRxMMGx12

Q-400

*Based on profitability

Yes*

$84,240

2 Days Per Year

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

7.6 H/M 480 Max 720 Max*

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

2.9 Hours Per Week

HRxMMGx12

$59,405

$123.60

$118,656

$59,405

$123.60

$118,656

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

12.A.1

LOA 2

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

None 1-3 = 1% 3-4 = 3% 4-5 = 4% 5-6 = 5% 6-8 = 7% 8-10 = 8% 10-12 = 9% 12+ = 10% LOA 2

401(K) DC

$450-$500 / Mo. $750-$800 / Mo. Need contract *After 5 YOS.

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

Contract 2016 as amended

Percentage of health care Notes employee pays

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

June 2017 | 67

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP BUF DTW CLE

LAN

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ ACK ALB ANC

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

68 | 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

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THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways Air Wisconsin PSA Airlines DEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes Airlines DFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa Airlines DTW Detroit, MI ExpressJet Airlines Endeavor Air Compass Airlines EIS Tortola, BVI Cape Air EWB New Bedford, MA Cape Air EWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAir FAT Fresno, CA Skywest Airlines FLL Fort Lauderdale, FL Silver Airways GDV Glendive, MT Cape Air GEG Spokane, WA Horizon Air GGW Glasgow, MT Cape Air GUM Guam Cape Air HNL Honolulu, HI Island Air HPN White Plains, NY Cape Air HVR Havre, MT Cape Air HYA Hyannis, MA Cape Air

IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air Wisconsin IAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa Airlines IND Indianapolis, IN Republic Airways IRK Kirksville, MO Cape Air JFK New York City, NY Endeavor Air LAN Lansing, MI Ameriflight, LLC LAX Los Angeles, CA Skywest Airlines Compass Airlines LEB Lebanon, NH Cape Air LGA New York City, NY ExpressJet Airlines Republic Airways Endeavor Air MAZ Mayaguez, PR Cape Air MCI Kansas City, MO Republic Airways MCO Orlando, FL Silver Airways MDT Harrisburg, PA Piedmont Airlines MFR Medford, OR Horizon Air MHT Manchester, NH Ameriflight, LLC MIA Miami, FL Republic Airways Ameriflight, LLC MSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines MSS Massena, NY Cape Air MVY Marthaâ&#x20AC;&#x2122;s Vineyard, MA Cape Air

MWA Marion, IL Cape Air OGS Ogdebsburg, NY Cape Air OLF Wolf Point, MT Cape Air OMA Omaha, NE Ameriflight, LLC ONT Ontario, CA Ameriflight, LLC ORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air Wisconsin ORF Norfolk, VA Air Wisconsin OWB Owensboro, KY Cape Air PDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLC PHL Philadelphia, PA Republic Airways Air Wisconsin Piedmont Airlines PHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes Airlines PIT Pittsburgh, PA Republic Airways PSP Palm Springs, CA Skywest Airlines PVC Provincetown, MA Cape Air PVD Providence, RI Cape Air RDU Raleigh-Durham, NC GoJet Airlines RKD Rockland, ME Cape Air ROA Roanoke, VA Piedmont Airlines RUT Rutland, VT Cape Air

SAT SBY SDF SDY SEA SFO SJU SLC SLK STL STT STX TBN TPA TUS TYS UIN

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

Fort Leonard Wood, MO

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

June 2017 | 69

THE GRID

Mainline Flight Attendants General Information Aircraft Types

American Airlines (American)

2 Digit Code

Pay During Training

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

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

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

10-15

Incentive Pay

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

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

$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

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

70 | 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

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THE GRID

Regional Flight Attendants General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

Sign on Bonus

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

None

Dual Occupancy Paid for by company

None

$1.60

5.E PSA Airlines (Bluestreak)

6.C Total

CRJ-200 CRJ-700 CRJ-900

None

Yes

1.80 / hour effective 11-116

Yes

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

4.S

4.Q

7.A.2

LOA

4.V

Holiday Pay 150%

100%

Initial paid by FA $200 Per Year

5.O

6.A

5.D.1

5.L

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

Yes for cancellations

$14

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

$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

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

$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

+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

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

EMB145XR, EMB-145, EMB-135

Number of Flight Attendants

Downtown Hotel

Yes

MMG

Number of FAs

Incentive Pay

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

June 2017 | 71

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