August 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 . . .
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contents
August 2017
Letter From the Publisher Photographing an Airline
8
Aviator Bulletins 10 Latest Industry News
Our Photo Editor
Introducing Our New Photo Editor
15
Pilot Perspectives 16
24
Keys to Success: Mentorship, Networking, Professionalism
MILLION-AIR 20 Three Things The Most Financially Successful People Do
28
Fitness Corner 24 Fitness Accountability!
Contract Talks 28 Money Money Money!
Exclusive Hiring Feature
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Cockpit 2 Cockpit
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Southwest Airlines
Skeletons in the Closet
Jump to each section above by clicking on the title or photo.
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the grids Airlines in the Grid
Sections
Updated
The Mainline Grid
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Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Airline Base Map
The Regional Grid
The Flight Attendant Grid
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General Information Work Rules Additional Compensation Details Airline Base Map
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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 August 2017 | 5
T HE WO RL D ’S LA R G E S T NE T WO RK O F LG BT AV IATO RS A ND E NT H U S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCOM I N G E V E N T S N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015 NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
New long-term partnership with United Airlines commencing this Fall
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Compensation & Benefits*
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$26,000 IOE Bonus
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Year One
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Apply now on Airline Apps or at www.airwis.com *Insurance benefits based on single coverage
Letter From the Publisher
Photography by: Melody Hood Dear Readers, This month Aero Crew News went on location in Atlanta to photograph Southwest Airlines in action. Melody, our photo editor, and I met in Atlanta with Dan Mix, Atlanta Chief Pilot, John Cowart, Atlanta Assistant Chief Pilot, Derek Matthews, Robbie Robinson and Nolen Mannerly. We started the morning with a tour of the Southwest Airlines maintenance hanger and Melody went to work moving people, ladders, cherry pickers and 737s for that perfect shot. After about two hours of shooting we ventured over to the terminal, with a short wait at TSA despite 25 college girls cutting the line, Melody was in and the photo shooting continued. Dan escorted us to the Southwest crew lounge, which was just recently renovated to the tune of $14 million. The crew lounge is equipped with chairs, tables, massage chairs, big screen TVs, a popcorn machine, and a foosball table. There is also a quiet room with lazy boy chairs separated by curtains for pilots to rest between flights. We were able to grab a few shots of crewmembers between flights. We were lucky enough to find a 737 that was doing a quick turn from FLL to TPA and Melody was able to pop on and take a few pictures of the pilots and the gate agent as he was boarding the TPA flight. Lastly, Dan took us to the Southwest Operations Command Center for ATL, a dark room full of computers, screens and ops personal. Everyone had two seconds to say hello and then the room came alive with chatter as calls came in. Everyone with whom we came in contact during our day visit was incredibly friendly, kind and happy. You can tell that Southwest Airlines is a place where the employees feel at home and truly enjoy working!
Craig D. Pieper Regards,
Craig D. Pieper Publsiher, Aero Crew News
8 | Aero Crew News
We gladly accept and encourage letters to the publisher. 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.
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July 2017 Here’s what you missed last month. Aero Crew News featured Ravn Alaska. Contract Talks helps your Maximize Pay. Fitness Corner goes green with Hydration, Plastic and the Fit Flyer. Food Bites relaxes on The Deck! Million-Air helps Creating a Financial Plan That Delivers. Cockpit2Cockpit addresses the question, Is The Grass Greener? Pilot Perspectives continues with Hard Work Pays Off. Lastly, there’s always more aviation news with Aviator Bulletins from Ameriflight, Alaska Airlines, Envoy and Jet Linx. To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/
Credits Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design By Craig Pieper, Melody Hood Additional Contributors Max Wettstein, Andy Garrison, Marc Cervantes, Marc Himelhoch Aviator Bulletins Provided by the companies listed Southwest Airlines Feature Contributors Rocky Calkins, Steph Logue, Kristian Brandstetter, Photographs By Melody Hood Additional photographs as noted.
© 2017 Aero Crew reserves the right to in this magazine. prosecutors will be
News, All Rights Reserved. Aero Crew News all the data, articles and information contained Unauthorized use is strictly prohibited and persecuted to the fullest extent of the law.
August 2017 | 9
Aviator Bulletins
The latest aviation industry hiring news and more.
Mesa Airlines Reaches New Pilot Collective Bargaining Agreement
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esa Airlines announced Wednesday that its pilots, represented by the Air Line Pilots Association, International (ALPA), ratified a new four-year collective bargaining agreement. The agreement will be implemented in coordination with ALPA. “We are delighted to come to a long term collective bargaining agreement with our pilot group,” said Jonathan Ornstein, Chairman and Chief Executive Officer of Mesa Airlines. “The agreement is the result of a truly cooperative effort by both parties to achieve a fair and equitable contract while protecting the long term future of the company and its ability to effectively compete in the marketplace. We are especially pleased that throughout the process, all parties maintained a professional, open, and friendly relationship. The new agreement provides Mesa the tools to both attract and retain qualified and widely sought after professional pilots that we will need to remain one of the top performing and fastest expanding regional airlines in the country. It is our strong belief that there are a number of significant new opportunities for Mesa to explore now that this agreement has been put in place. I would like to thank the dedicated members of the
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Image provided by Mesa Airlines ALPA negotiating committee, the members of the Master Executive Council, Chairman and Captain Andy Hughes, as well as the professionals at ALPA for their critical role in achieving this landmark agreement. Most of all, I’d like to thank our pilots not only for passing this new collective bargaining agreement, but for the tremendous work they do every day providing safe and reliable transportation to millions of passengers every month and their much appreciated support of Mesa Airlines.” Over the last four years, Mesa has doubled in size and has hired over 1,000 pilots, more than any other regional airline. The new agreement will solidify the Company’s ability to support the expansion of its partnership with United Airlines, which is scheduled to add 12 new Embraer 175 aircraft in 2017 bringing the total number of aircraft operated as United Express to 80. Mesa also operates 64 aircraft under the American Eagle brand in partnership with American Airlines. The delivery of the additional aircraft will create more than 500 new commercial aviation career opportunities. For more information, visit www.mesa-air.com.
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Record Low Captain Upgrade Time At Envoy Air
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nvoy has been on a steady path of growth, and just this month the carrier set a record for the fastest time to upgrade to Captain, at just over four months! The incoming pilot had already obtained the FAA-required Part 121 hours to upgrade almost immediately to Captain. This year is shaping up to be a banner year for Envoy pilots looking for rapid career progression. Envoy Captains have been moving up to American Airlines via the airline’s unmatched flow-through program at such an increased rate that First Officers are on the fast track to the left seat. To celebrate these career milestones, the airline hosts a special dinner for a dozen or more new Captains every two weeks. Between 2014 and 2016, the total number of Envoy First Officers who upgraded to Captain was 428. This year alone, Envoy projects a total of nearly 500 upgrades - that’s more than one new Captain every day!
Put all this together with a guaranteed flow-through to American Airlines, industry-leading pay at $60,000 first-year pay, $20,000 retention bonus, free travel and outstanding benefits, and Envoy has quite the enticing package for pilots seeking a fulfilling career in the airline industry. The airline adds a fourth Crew Base in Miami in September and pilot entering Captain training have the special opportunity to train in Morlaix, France. The possibilities are endless for anyone seeking a fantastic journey and a lucrative, life-long career at Envoy and American Airlines. To apply, visit the Envoy Pilots web page and follow us on Facebook for more updates!
Image provided by Envoy Air
August 2017 | 11
Aviator Bulletins
The latest aviation industry hiring news and more.
Trends in Private Aviation: Why People Are Switching to Jet Linx
Image provided by Jet Linx
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ith so many options to choose from, finding a private jet company to serve all travel needs can be a daunting task. Jet Linx Atlanta Base Partner, John Snodgrass has experienced first-hand the services offered by many of the local Atlanta private charter and well-known national private aviation companies alike and thus has established himself as a private aviation expert. Snodgrass shares insight on why individuals are leaving their private jet companies and joining Jet Linx: Here’s what Jet Linx offers that local charters don’t: •
Guaranteed Rates for Hourly Round Trip & OneWay
•
Guaranteed Aircraft Availability on all Jet Sizes (light, mid-size, medium & heavy jets)
•
Fleet of Aircraft Nationwide
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•
ARGUS Platinum Safety, IS-BAO Stage 3, SMS
•
National Organizational Infrastructure with Local
•
Here’s what Jet Linx offers that national fractional & jet card companies don’t:
•
Private Base Terminal, like an AMEX lounge, for all pre-flight needs
•
Client Services Team, not a 1-800 number
•
Locally-based Fleet & Pilots
•
Local Corporate Team & Ownership
•
Best Priced Guaranteed Program
If you’re interested in learning more about why people are switching to Jet Linx vs. the big local and national players in private aviation, I am happy to arrange an interview or research call with John Snodgrass.
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Delta MEC Repudiates Qatar Airways CEO Comments
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he Delta branch of the Air Line Pilots Association International, issued the following statement today repudiating Qatar Airways CEO Akbar Al Baker’s recent comments. The Delta MEC is the union’s governing body of the Delta Air Line’s 14,000 pilots. “The Delta Master Executive Council (MEC) strongly repudiates Qatar Airways CEO Akbar Al Baker’s appalling comments about U.S. airlines’ service and that our passengers are “always being served by grandmothers.” The MEC strongly affirms the value we place on all of our fellow Delta Air Lines employees, certainly our flight attendants, with whom we so closely work day in and day out. The Delta pilots do not define our flight attendants’ customer service by age, gender, race or any other physical metric. We define it by our culture, which has developed over the life of our company and embraces diversity, inclusion and, in fact, emphasizes experience which in large part comes with age. Nothing can replace training and experience in the unforgiving environments in which we operate. Delta flight attendants are required to complete rigorous training programs, above and beyond legal requirements, making them extremely qualified to address all challenges presented to them during flight, and on the ground, while providing exemplary service to our customers.
SOURCE: Air Line Pilots Association ALPA Media, Media@alpa.org
Contrary to Qatar Airways CEO Akbar Al Baker’s comments, we prefer to highlight the value placed on cabin crew skill and experience at Delta as well as at the other U.S. airlines. We feel that Mr. Al Baker’s comments are not unexpected, considering the fact that his airline is in large part subsidized by a government known for questionable stances on basic human rights, equality, and inclusion. As such, his offered apology rings quite hollow. The idea that he thought that his comments could have ever been acceptable in the modern workplace and society serve as a perfect example of how he regards societal norms and considers himself and his company to be above those rules and laws. With this ideology, it is no wonder he expects that the huge government subsidies needed to operate his airline would be acceptable to the rest of the world. This latest offering from the Qatar Airways CEO simply adds to the mounting distaste of the predatory, strikebreaking, and blatantly discriminatory practices exhibited by this carrier, along with their continued aviation trade agreement violations. We call upon the President of the United States to end the unscrupulous, intolerant, and discriminatory “seat dumping” continuously exhibited by these types of carriers to and from the United States. The time is now and these inflammatory comments serve only to highlight the urgency for action.”
CONTACT: Delta MEC, ALPA, Kelly Regus, 404-763-4925 or Kelly.Regus@alpa.org
August 2017 | 13
Aviator Bulletins
The latest aviation industry hiring news and more.
Alaska Airlines Foundation gives over $160,000 to nonprofits in Alaska and Washington
Image provided by Alaska Airlines
T
he Alaska Airlines Foundation is awarding $161,500 to 15 nonprofits in Alaska and Washington. The mid-year grants are the first of two donations the Alaska Airlines Foundation will make this year. “This first round of donations puts the Alaska Airlines Foundation on pace to give more than ever in 2017,” said Tim Thompson, Alaska Airlines Foundation executive director. “Our goal is that these funds will have a lasting impact in the local communities we serve.” In the first half of 2017, grants were made to 15 organizations including the following: •
•
Alaska Challenger Center for Space Science Technology Inc: The Alaska Challenger Center provides education programs to cultivate youth interest in science, technology, engineering and math (S.T.E.M.) through simulated space and earth science missions. Community for Youth: Community for Youth pairs students from underserved high schools in South Seattle with mentors to help every mentee
14 | Aero Crew News
graduate high school with life skills to make a positive impact on their communities. •
El Centro de la Raza: El Centro de la Raza provides youth programs, emergency services, asset-building programs and education to achieve social equity on behalf of the Latino community in Seattle.
The Alaska Airlines Foundation has been supporting communities through donations to nonprofits for nearly 20 years. As an independent 501c (3) nonprofit organization, the Alaska Airlines Foundation supplements Alaska Airlines’ overall corporate giving program by providing direct cash grants to public charities in Alaska, Hawaii and Washington. Grants support organizations that focus on improving their communities, particularly in the areas of education and workforce development. The Alaska Airlines Foundation considers grant requests twice in a calendar year. Eligible nonprofit organizations are encouraged to submit an on-line application at donationsalaskaair.com by Sept. 15, 2017, for consideration in November.
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The amazing people of Southwest Airlines, Photography by: Melody Hood Hello Readers, I’m thrilled to join the Aero Crew News team as the Photo Editor. I’ve been a professional photographer for more than 20 years and have been privileged to delve in to just about every type of photography imaginable. I own a photography business that employs some of the most talented photographers I’ve ever known and I speak, teach, and photograph all over the world. I thrive on adventure and my passion is telling stories in the most beautifully creative way possible. I’ve rappelled off of helicopter skids, been to sniper training, flown a Bonanza (V-tail, of course), been mugged in NYC, taught a photography seminar on David Copperfields stage, been detained in Canada (who does that even happen to?!?), and administered CPR to a stranger who was literally dying right in front of me. My first on location assignment for Aero Crew News was photographing Southwest Airlines at their Atlanta base for this months issue. Having photographed thousands of people in my career, I genuinely can’t speak highly enough of the people of Southwest. Absolutely every person I encountered from security to the people pushing wheelchairs were exceptionally friendly and genuinely happy. I’m looking forward to meeting you and photographing you. Much Love, Melody Hood
About the Photographer Melody Hood is an internationally award winning photographer whose images have appeared in magazines, print ads, and various national ad campaigns. She has covered major news stories for national newspapers and magazines She has photographed engagements, weddings, commercial and editorial assignments, births and family milestones all over the United States and Internationally. Melody has taught and mentored hundreds of photographers worldwide. She has spoken at WPPI, the worlds largest photography convention. She has been sponsored by, has spoken and taught for companies such as Elinchrom, Pocket Wizard, ProFoto, Pixel2Canvas, Vision Art, MeFoto and more. She has created educational materials and has taught photographic lighting for many companies across the world. She also volunteers HelpPortrait, Emily’s Power for a Cure, the Austin Hatcher Foundation, and photographs adoptable foster children for the Heart Gallery. You can see more of Melody’s work at www.innamorata.com
August 2017 | 15
Pilot Perspectives
Written by: John Hackworth
Keys to Success: Mentorship, Networking, Professionalism
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or this month’s article, I’ve decided to step away from the pilot success story and instead share with you some lessons I’ve learned along the way. These lessons are focused on three fundamental concepts: mentorship, networking and professionalism. My hope is that through sharing my experiences and observations, the audience will perhaps see what I neglected to comprehend during the early stages of my career, and therefore benefit by applying and perfecting these concepts for themselves. Networking, mentorship and professionalism are equally important on their own as they are when considering how they impact each other. Understanding and applying each concept on its own merit supports the practice and implementation of each of the others. Ultimately, the goal is to utilize all three, applying them in a conscious manner for the benefit of both professional and personal growth.
Mentorship It is safe to say that we would not be where we are today without standing on the shoulders of someone who came before us. Ask any pilot to name someone who helped them, and undoubtedly you will hear not one, but many names and stories of former instructors, professors and colleagues who at one time or another went out of their way to provide guidance and insight. This process of using personal experience as a means of assisting those following in our footsteps is not new, however as in any industry, is fundamental for preparing the
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next generation of professionals. I could go on and on about my first flight instructor from whom I have sought guidance countless times, or of captains and chief pilots who showed me the ropes. But, what I wish to convey to you right now is that this process of mentoring does not have to wait until you are at the top of your career. It can happen as early as receiving your private pilot’s license, or getting your first flight instructing job. Your experiences and accomplishments, however small in comparison to others, is nonetheless of value to those following in your footsteps. Actively sharing what you have learned with others is fundamental towards better understanding your own achievements and useful in helping create networks and connections within the aviation industry.
Networking As just mentioned, mentorship is important as a part of becoming a well-rounded individual in both our professional and personal lives. It also allows us to begin growing our circle of influence, which is another way of saying “network.” I like to use this phrase in place of “network” because it conveys a more comprehensive meaning of the concept. Many will believe and limit themselves to thinking that a network is about getting to know the right person who will help get you into the right job or position you for advancement. Though this holds some truth, it by no means fully explains the depth and value of having a balanced and expansive circle of influence. The more people with whom we connect, communicate and maintain relations,
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Pilot Perspectives
the greater the information we both receive and share within our community. This information is valuable when it comes to understanding our industry and what is required of us as professionals. As we progress in our career, we are constantly searching for information that can be critical towards our personal advancement, i.e. how to build a résumé, appropriate attire, industry/airline information, quality of life, etc. While this may seem obvious, what may not appear so evident is that one need not wait until later in their career, but rather start honing in on their networking skills from day-one. It is imperative that as professionals, we learn how to communicate and maintain relationships with the people we encounter throughout our career. This is a small industry of many concentric circles in which we move. The stronger your circle of influence, the stronger your chances are of being in-the-know and therefore making the most informed career path decisions.
Professionalism It goes without saying that to be a professional, one must act professionally. However, truly understanding and applying this concept requires effort and diligence. Being a professional is a matter of conduct and how behavior is perceived by those to whom we are exposed. It’s a matter of understanding that regardless of whether we are being watched or not, your conduct speaks volumes about your character and abilities. Your conduct encompasses everything from your professional appearance to your actions as a pilot and informal interactions with passengers and colleagues. If you can’t make the effort to dress professionally and maintain certain standards of cleanliness, what else are you neglecting? Does your conduct instill confidence in your abilities as a pilot with passengers and
colleagues? Does your conduct demonstrate an appreciation of your responsibilities and the judicious application of your authority as a pilot? Consider these questions and the impact they might have on your career. Taking the extra time and effort to do what you know is right will profoundly improve your chances of having a fulfilling and fruitful career as a pilot.
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 Embry-Riddle 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.
August 2017 | 17
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MILLION-AIR
Written by: Andy Garrison, MBA, CFP®
Three Things T h e M o s t F i n a n c i a l ly Successful People Do
I
n my 15 years of studying and 22,000 hours working with the most financially successful people, I’ve observed many things that have made them successful, but there are three that “take the cake.”
In your financial life, this includes things such as being disciplined about: •
All three are very simple concepts but aren’t always easy to implement. The good news is that the harder something is, the easier it is to dominate, because most will give up!
Delaying gratification – holding off on a purchase that you want but for which you don’t have the money right now
•
Let’s dive into each of these three with a few tips on how to incorporate them into your own life.
Good cash flow management – you budget and always know where your money is going
•
Saving a consistent amount each month – even when times are tough and “unexpected” things come up
Success habit #1 – a steadfast discipline Discipline can be described as a set or system of rules that one follows regardless of the circumstances being faced.
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Good discipline is the foundation for everything, and when it comes to your financial life, it will scaffold all of the other habits you need to succeed.
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MILLION-AIR
Image provided by Andy Garrison Success habit #2 – connecting to a bigger purpose The most financially successful people I know always find a greater purpose to which they connect their financial goals allowing them to stay motivated through both good and bad times.
financial life and track the things that are important to you and that you want to accomplish. Doing so will greatly increase your financial situational awareness and move you much closer to your goals. Bonus success habit – action
This “greater purpose” can be something as clear as making sure you give your kids a better life, or something profound like an internal obligation to reach your potential, including your financial potential.
Action is what truly separates the successful from the unsuccessful in every area of life. The most financially successful people not only always do the three items discussed here, but they are also people of action.
The “what” isn’t as important as how deeply the “why” is to you.
Create the habit of becoming a person of action by being a disciplined action taker. Each day, do something to move you forward toward your goals.
Everyone should set financial goals. Those who reach (and exceed) their goals are the ones who connect each goal to a much bigger purpose with deeper meaning. When we connect our goals to a bigger purpose our motivation stays strong even when times get tough and life doesn’t always go our way. Success habit #3 – track what you want to master Every financially successful person I know consistently tracks their goals and their progress towards their goals. Those at the “top-of-the-top” do this daily. When you track the things you want to master – whether it be your path to financial success or how well you’re staying on budget – you create a much greater awareness of where you are. As a pilot, you know that you will perform better with greater situational awareness. Maintain the same belief in your
Connect every action you plan to take with your bigger purpose and track your progress each day. Become aware of the success you’re having and your motivation will increase. Continue to take the needed action, which ultimately moves you to (and beyond) your goals. Final thoughts Our habits are what determine our success in just about any area of life. If we have good habits, we acheive good outcomes. If we have bad habits, we generally experience bad outcomes. It’s as simple as that. The financially successful people in this world follow very good habits that lead to very good financial outcomes.
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MILLION-AIR The most common three habits I see among the financially successful are (1) incredible discipline, (2) connecting their goals to a bigger purpose, and (3) tracking what they want to master. If you’re on a mission to be financially successful you would do well to begin mastering these three things. Where to go next Start by creating your financial goals, tying them to a greater purpose and tracking your progress regularly. Determine what you need to do to move in the direction of these goals and create discipline and a daily habit of action to accomplish them. Financial success is attainable by anyone and everyone. Simply, you must follow what works and do the things that deliver good outcomes that will put you on the path before you know it! Twitter: @Pilot_Planner Email: andy@airspeedandmoney.com LinkedIn: linkedin.com/in/pilotplanner Web: http://www.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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Fitness Corner
Written by: Max Wettstein
Fitness Accountability! **This article is the authors opinion-only, not medical advice**
T
he missing ingredient almost always causing workout consistency failure, is lack of accountability. Without somebody or something to be accountable, who is going to call you out when you no-show to the gym, or start drinking 4 beers a night instead of just two? We all need someone to call us out when we steer off course, or something to at least raise awareness. Now I’m not saying you have to go out and drop fifty bucks an hour on a personal trainer, although that would be ideal. There are in fact many fun, inexpensive ways to incorporate accountability into your fitness and health plan if you cannot afford to hire a trainer: 1. Sign up for a race: Most races come with an ideal 12 week preparation plan that you can easily find online for free. (Try Active.com.) The looming race deadline is what will be holding you metaphorically accountable, and it is physically impossible to train for 12 weeks and not become fitter and leaner! Many fun races are in April, May and June – perfect timing to begin! 2. Book a tropical vacation: Not only will you score major points with your date if you invite one to come along, but just knowing you will be seen poolside or beachfront in your will motivate you to buff up to some degree, even if only subconsciously. 3. Wear a personal activity tracker or fitness bracelet: You know, one of those FitBit things that track your daily fitness data on a basic, approximate level. They sync with an app on your smartphone, so at the very least raise awareness, which in a sense, creates accountability. Tracking the you’ve taken, how many calories you’ve burned, and other points of data, depending how involved you want to get with the application, provides valuable feedback. Combining these bracelets with trying to improve daily can become surprisingly addicting! They’re simple to use, provide real-time feedback yet are very personal at the same time.
Photo by Jed Smith
Follow Max Wettstein on Instagram: @maxwettstein & Twitter: @max_wettstein 24 | Aero Crew News
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Fitness Corner
helps you get a head-start on tracking trends in weight changes. Also, the home scales these days are very reliable and affordable and many even come with bioelectric impedance to measure your body composition and body fat level. 6. Join a sports team or group: It doesn’t matter what your sport is – there is a team, league or group out there that is at your level, who love to play too. Find them and join them! Because when you start regularly competing in a sport you love, you’ve truly discovered a secret path to long lasting fitness. As soon as you make it fun, you’re winning! — Whatever you do, make sure to hit the trail or hotel gym on your layover BEFORE meeting the rest of the crew in the lobby bar for happy hour!
Photo by Jed Smith
4. Post your goal or resolution on social media: Post a “before” picture, or state your goal publically and very loudly on Facebook, Twitter, or Instagram for all to see. Your followers will hold you accountable and even heckle you! Seriously though, aside from the unsolicited advice you will receive from all of the fitness “expert” spamming your newsfeed, you will also receive a lot of encouragement, and don’t be surprised if you motivate some of your friends to join you on your journey! 5. Buy a home scale: While many Trainers and weightloss “experts” advocate against weighing yourself daily, I am all for it and have done this for years. While it is true that most weight fluctuations are temporary or are “water weight,” stepping on the scale daily, along with looking at yourself naked in the mirror, raises awareness, provides the most basic sense of accountability and
Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, having appeared on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and personal trainer. Max currently runs a holistic health and travel fitness blog. Max was the initial fitness and health contributor for the pilot cadre at JetBlue for five years before corporate took over. As a longtime advocate of holistic health and longevity, Max has made a commitment to researching every occupational health hazards pilots and aircrew face while flying the line, from long term sitting to jet lag, to radiation exposure. Max also specializes in designing quick, high-value, body weight-only workouts, that can be performed anywhere while on the road, even in your hotel room or the hotel stairwell. Max has the unique background of both airline travel life along with cutting edge fitness, and has learned how to make both work as synergistic careers and as his lifestyle. In his free time when Max isn’t flying the Airbus or on set of a fitness infomercial, Max is usually surfing with his family, skateboarding, or playing beach volleyball in Encinitas, CA. www.travelfitness.org www.maxwettsteinfitness.blogspot.com
August 2017 | 25
YOU’RE LOOKING FOR ADVENTURE; WE’RE LOOKING FOR CAPTAINS. PlaneSense, Inc. is now hiring direct entry captains. 17 reporting bases available: PSM, PDK, MCO, CLT, MDW, CVG, IAD, IND, MIA, MSP, BNA, PBI, PHL, RIC, TPA, HPN, DFW MINIMUM QUALIFICATIONS & REQUIREMENTS: � FAA Commercial or ATP pilot certificate with single and multi-engine land ratings � Total flight time/fixed wing minimum is 2000 hours, with 750 hours of PIC time and 100 hours of instrument time � Second Class FAA medical � Current Passport with unrestricted international travel privileges � Crewmembers must reside within 100 miles of selected base Visit: www.planesense.com/careers to learn more about these and other fantastic opportunities including our First Officer Program!
COMPENSATION: � First year Captain’s salary is $50,000/yr., plus per diem, with significant yearly increases � Captain overtime rate is $600/day SCHEDULE: � Our pilots work a schedule of 8 days on duty/6 days off. COMPANY BENEFITS: � Health, Dental, Vision, Life Insurance, FSA, 401(k), PTO & more!
115 Flightline Rd. Portsmouth NH 03801 | www.planesense.com/careers ©2017 PlaneSense, Inc. PlaneSense® is a registered trademark of PlaneSense, Inc.
StreetCaptSelectACN.indd 1
2/22/17 8:44 PM
PROFESSIONAL PILOTS OF TOMORROW Free mentor program • Unbiased info • Connect to a growing network Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs. Our aim is to provide confidential, insightful, and unbiased mentoring to pilots by more experience and seasoned professional pilots from the airlines throughout the aviation industry. We’ve created an environment where aspiring pilots are well prepared to make the critical early career and lifestyle choices unique to the aviation industry.
JOIN US!
26 | Aero Crew News
Visit our website, and fill out the “interested pilot” form www.theppot.org info@theppot.org
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TOP-TIER PILOT PAY, PLUS $30,000 IN SIGNING AND RETENTION BONUSES
EARN AN ADDITIONAL
$1,500 FOR EACH PILOT THAT YOU REFER TO THE COMPNAY
BREAKDOWN
$10,000 $12,000 $8,000
UPON COMPLETION OF IOE AFTER YEAR ONE
AFTER YEAR TWO
$36,350 BASE ANNUAL PAY $22,000 YEAR ONE BONUSES $8,640 PER DIEM $4,771 BENEFITS* $3,600 HOTEL BENEFITS**
THERE’S MORE
YEAR ONE PAY BY THE NUMBERS
BREAKDOWN
$30,000 SIGNING & RETENTION BONUS
* 75 hour minimum monthly guarantee (our pilots average 82 hours per month) * 100% cancellation and deadhead pay * 150-200% premium pay * Per diem at $1.80/hour • Leg-by-leg pay protection • 4 commuter hotels per month • Performance bonuses
UP TO
$75,000 MINIMUM YEAR ONE COMPENSATION PACKAGE
• Paid airport parking • Fast Captain upgrades • Seniority Reservation Program—Pilots who take advantage of this program may never sit reserve as a First Officer
PROUD PARTNERS OF
*Value of company paid insurance benefits (medical, dental, life, AD & D, and long-term disability) and company 401(k) contributions for an individual pilot **For eligible pilots living outside of their domicile
PILOTHIRING@TRANSSTATES.NET
F t l
Contract Talks
Written by: Marc Cervantes
Money M on e y M on e y!
T
here is no doubt a pilot shortage has hit the U.S. regional airlines. Airlines are scrambling to find ways to entice the next ATP-eligible pilot to come work for them. From significant increases in wages to thousands of dollars in bonuses, all of this money can add up quickly. Or can it? Companies are starting to market the phrase “total compensation” followed by immense numbers. But how much do pilots actually get at the end of the day? Bonuses seem to be very popular among most regional airlines. As much as $30,000 is currently being advertised for signing on with a specific airline. Attention to detail is EXTREMELY critical, and pilots should never expect to see the entire bonus in their bank account prior to starting training. Most airlines will pay a portion of the bonus once the pilot either starts or completes initial new-hire training. The rest of the bonus is then paid after completion of one, two, three, or four years at the airline. Airlines do this to ensure that pilots stay on-property for at least a year or more. The hope is that by then pilots have accrued a couple years of seniority and may be reluctant to go to another regional airline to start all over again. Now, let’s say an airline pays half of the sign-on bonus up front; that dollar amount will not be paid initially. Taxes will eat away a portion of the sign-on bonus being paid out, and the method bonuses are taxed can be quite complicated. Two main methods are used, “percentage” and “aggregate,” and pilots can expect to see both types. For example, the initial sign-on bonus, paid at one point in initial training to the pilot, will most likely be taxed under the percentage method. This method
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accounts for a certain percentage (usually 25%) to be taxed on the bonus. The second method, the aggregate method, is more common with retention bonuses. This is because retention bonuses (or sign-on bonuses paid at the completion of the first year of service) are paid in line with a regular monthly paycheck. This means that the IRS looks at how much money was paid out to the pilot, determines how much should be taxed through the withholdings table the IRS uses, and taxes both bonus and regular pay at this amount. This method usually results in the pilot being taxed at a higher rate on both bonus and regular pay. Nevertheless, as the old adage goes, there are two things one can’t avoid in life, and taxes are one. Moving along, there is more to total compensation than just bonuses. Commuters (or would-be commuters for any pilot looking to enter the regional airline industry) should be cognizant of commuter hotels and airport parking. Some airlines grant a dollar amount each month for commuter hotels (one airline pays up to $3,000 per year for commuter hotels). Various stipulations may apply, such as, no commuter hotels in the middle of reserve days and, pilots are ultimately responsible for knowing how to utilize commuter hotels. Additionally, if a pilot commutes, airport parking is a factor. Some airlines will cover parking for commuters, while some will not. Although it may be an afterthought for new pilots, some airports charge up to $100/month for employees. Other things to consider when reviewing total compensation packages include 401k, per diem, and health insurance. All regional airlines provide some sort of 401k plan. Similarly, per
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Contract Talks
diem is offered by all airlines. Health insurance may be the most difficult benefit to attach a financial figure because of the confidentiality of most of the information. Some airlines do provide great health insurance plans; some provide plans that may be costly for pilots with families. Ultimately, while regionals offer some variety of the aforementioned benefits, some airlines advertise it as part of the compensation package, some do not. The big takeaway is that all regionals do. The whole purpose of this is not to beat down compensation packages being offered — in fact, far from it. It’s an exhilarating time in aviation and much progress has recently evolved. Just a few years ago, in the summer of 2013, most regional airlines were offering first year pay around $22-$25/hour, with the top regional paying $30/hour; sign-on bonuses were nonexistent. Now? All regionals except one offer annual first year pay around $35-$40; with various bonuses from $10,000 to $30,000. Pilots have the freedom to be selective in the regional for which they fly. Regional airlines will throw various compensation packages at pilots to recruit them, and understanding the breakdown of all compensation factors is critical for any pilot entering the industry.
About the Author Marc Cervantes is an EmbryRiddle 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 major 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 aiming to join the regional airlines. For more information about Professional Pilots of Tomorrow visit ThePPOT.org.
August 2017 | 29
A Southwest Crew prepares for a quick turn as they head down to Florida for the evening.
I
n its 46th year of service, Southwest Airlines continues to differentiate itself from other air carriers with exemplary Customer Service delivered by more than 54,000 employees to more than 100 million customers annually. Southwest proudly operates a network of 101 destinations in the United States and nine additional countries with more than 3,900 departures a day during peak travel season. An exciting new addition is planned — service to Turks and Caico — beginning Nov. 5, 2017. Based on the U.S. Department of Transportation’s most recent data, Southwest Airlines is the nation’s largest carrier in terms of originating domestic passengers boarded. The company operates the largest fleet of Boeing aircraft in the world, the majority of which are equipped with satellite-based WiFi providing gate-to-gate connectivity. That connectivity enables customers to use their personal devices to view video,
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Photography by: Melody Hood on-demand movies and television shows, as well as nearly 20 channels of free, live TV compliments of their valued partners. Southwest created Transfarency®, a philosophy which treats customers honestly and fairly, and in which low fares actually stay low. Southwest is the only major U.S. airline to offer bags fly free® to everyone (for first and second checked pieces of luggage — size and weight limits apply), while some airlines may allow free checked bags on select routes or for qualified circumstance; and there are no change fees, though fare differences might apply. The airline proudly unveiled a bold new look: Heart. A new logo, aircraft livery, interior design featuring a new seat and Flight Attendant galley, Employee-designed uniforms, and an updated airport experience all showcase the dedication of Southwest Employees who connect customers with what’s important in their lives.
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From its first flights on June 18, 1971, Southwest Airlines launched an era of unprecedented affordability in air travel described by the U.S. Department of Transportation as “The Southwest Effect,” a lowering of fares and increase in passenger traffic whenever the carrier enters new markets. With 44 consecutive years of profitability, Southwest is one of the most honored airlines in the world, known for a triple bottom line approach that contributes to the carrier’s performance and productivity, the importance of its people and the communities they serve, and an overall commitment to efficiency and the planet. Southwest recently announced the recipients of the 2017 Southwest Airlines® Heart of the Community Grants in partnership with Project for Public Spaces. Through Southwest Airlines’ Heart of the Community program, Southwest Airlines is committed to building connections that bring people together to strengthen communities for a more resilient future. One of the ways the airline is accomplishing this is by supporting the creation, activation, and sustainability of vibrant community gathering spaces.
“At Southwest Airlines, we build community wherever we are, whether at our gates, in our planes, or out in the communities we serve,” said Linda Rutherford, Southwest Airlines Vice President and Chief Communications Officer. “That is the inspiration behind Southwest Airlines’ Heart of the Community program. By investing in authentic relationships and creating spaces and opportunities that bring people together, we can build connections and strengthen communities. We’re excited to see the positive impact each of these spaces will have as a result of these grants.” “Our goal in working with the 2017 Southwest Airlines Heart of the Community grant recipients is to help them create great public spaces where everyone in the community feels welcome,” said Fred Kent, Founder and President of Project for Public Spaces. “When people in communities come together in this effort, results are tangible and immediate, and the placemaking process itself helps to strengthen the sense of belonging, sociability, and inclusion that great places naturally generate.”
Nolen Mannery inside the wheel well of a 737.
August 2017 | 33
Since 2013, the airline has invested more than $6.4M in building connections and has awarded 20 grants through the Southwest Airlines Heart of the Community program. Southwest was the first in the industry to offer a profit sharing plan, through which Southwest employees currently own more than four percent of the company’s outstanding shares. For 2016, Southwest shared $586 million through its profit sharing plan with its employees —equaling approximately 13.2 percent of each eligible employee’s eligible compensation, or the equivalent of six weeks pay. This is Southwest Airlines’ 43rd consecutive profit sharing award. For the 2016 plan year, Southwest announced a new funding structure that will pay part of the profit sharing award to the retirement plan and part in cash. Most employees received ten percent of eligible compensation as a contribution to the profit sharing plan and the remainder—approximately 3.2 percent in cash, both of which were paid on April 20, 2017. Some employees received the entire profit sharing award in the retirement plan as specified in their collective bargaining agreement.
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“Our people-first approach, which has guided our company since it was founded, means when our company does well, our people do really, really well,” said Gary Kelly, Chairman and CEO of Southwest Airlines. “Our people work incredibly hard and deserve to share in Southwest’s success.” This $586 million award is equivalent to more than $1.6 million a day and was funded on April 20, 2017. When this profit sharing award is added to the company’s $351 million in company contributions to Southwest’s 401(k) plans for 2016, Southwest will have rewarded employees with approximately $937 million, $852 million of retirement benefits plus a cash payment of $85 million. Southwest Airlines also invested approximately $746 million in its employees’ other benefits during 2016, including healthcare coverage, and other welfare and wellness programs. In total, that’s nearly $1.7 billion dedicated to the wealth and wellbeing of Southwest employees for 2016 alone, on top of base salaries. This content originally appeared on swamedia.com February 9 and June 14, 2017.
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Southwest Airlines pilot hiring window is open from August 1st to August 11th Apply Now @ Southwest.com/careers
John Cowart, Captain / Assistant Chief Pilot ATL
August 2017 | 35
Interview with Rocky Calkins, Manager, Pilot Hiring
Pre Interview: Craig: How do you select applicants to be brought in for an interview? Rocky: There are two steps to becoming an applicant; candidates must apply to the First Officer job posting at www.southwest.com/careers during an active hiring window and complete a profile with Pilot Credentials at www.swa.pilotcredentials.com , our affiliate partner in our hiring process. I work directly with Pilot Credentials to set various weighted parameters in order to generate a list of applicants who best meet what we’re looking for in a Southwest pilot. The process also has a “human touch,” so each applicant’s profile is also reviewed by a panel consisting of myself and the Pilot Hiring Team Lead from the People Department (our human resources department). Craig: How critical is it to attend a job fair to get an interview? Rocky: This isn’t a requirement, but I do recommend it. Craig: Can you explain the point system associated with the These events give candidates an opportunity to meet online application process and what types of things with a member of our interview team to briefly review count for points? their resume, Pilot Credentials profile, and offer Rocky: There is no “secret sauce” or any one specific path suggestions on how to gain competiveness. Whether to an interview. We look at a combination of flight it’s a job fair that we occasionally host at our Dallas experience (not to be confused with flight hours), headquarters, or one that is hosted by an outside training and check ride history, education, and organization, we love meeting with motivated pilots leadership experience. and providing them a taste of our world-famous culture. Craig: What can an applicant do to increase their chances of being called for an interview? Craig: What is the best way to prepare for an interview with Rocky: Southwest truly looks to its pilots to be onsite leaders. your company? In that light, I encourage applicants to seek Rocky: I look at the interview and hiring process much like a opportunities to lead in their current organization. potential marriage. It’s a two-way street and both While not a strict requirement, serving as a check parties need to be sure it’s going to be the best airman, assistant chief pilot, safety officer, or another commitment for them. I recommend candidates take similar responsibility will help to develop you into the time to research the company: our history, where we leader we like to hire. We place a high value on formal are today, and where we’re headed. Certainly talking education. A high school diploma is the only solid with active and retired Southwest employees, requirement; however, the vast majority of our pilots obviously to include pilots, would be beneficial. They possess a bachelor’s degree, so that is what will make should feel free to ask questions that will help them you most competitive. There certainly is value in decide if we are the right fit for them. With regard to obtaining a two-year associate degree. Always ensure formal interview prep, I’ve seen its plusses and your degree is obtained through an accredited minuses. It can certainly be beneficial in terms institution versus a “diploma mill.” I recommend that of helping a candidate craft the delivery of their inside of approximately six months from an applicant’s personal experiences in a logical sequence and at an date of availability, they should update their Pilot appropriate length. They should just be sure it doesn’t Credential profile often, perhaps every couple of become an impediment to us getting to know “the real weeks. person” during the interview.
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Interview with Rocky Calkins, continued...
Interview: Craig: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for that night? Rocky: Yes, I do. Southwest provides roundtrip air travel to Dallas Love Field (DAL) from any city in our system. While we don’t cover the cost of a hotel room, we do provide candidates with a list of recommended hotels in the immediate area, each providing complimentary shuttle service between the hotel, the Southwest headquarters building, and the DAL passenger terminal. I highly recommend candidates plan ahead to arrive in DAL early enough to be well rested and nourished before arriving for their interview. Craig: Rocky:
Can you walk me through a typical day of interviews? Candidates will be invited for either a morning or afternoon half-day session at our Headquarters campus. With the invitation, each candidate will be provided a detailed list of what to bring to the interview. Upon arrival, they will be greeted by members of our People Department, who will welcome them, assist them in storing their luggage, provide them with a temporary visitor badge, and sort through the required interview paperwork. From there I offer my welcome to the candidates and provide them with a 30-minute presentation encompassing a broad overview of the direction Southwest is headed and an explanation of how the day’s events will progress.
Our Panel Interview consists of a pilot-interviewer and a member of the People Department with the goal of getting to know the candidate’s personality while discussing their career. We like this to be a conversational environment and the candidates will always have an opportunity to ask any questions they
Next the candidates will meet with members of our interview team. Our team is comprised of Southwest line pilots and People Department representatives, who work very hard to make the experience as professionally relaxed and enjoyable as possible. Our interview process consists of three separate events each lasting about 45 minutes. The order in which the candidate completes the different interviews is randomly scheduled the day prior.
may have. Next we conduct a Logbook Review that consists of a pilot-interviewer meeting with the candidate. In this setting, the interviewer verifies their flight records, licenses, and reviews their current qualifications and check ride history. Finally, we conduct our Line Oriented Evaluation (LOE). This scenario-based CRM exercise is conducted in one of our interview rooms with two of our pilot interviewers and the candidate.
Craig: Rocky:
What kind of questions can an applicant expect to be asked? Simply be prepared to talk to us about your career path and several examples of events that have helped develop you into the pilot and leader you are today. Our questions are mostly tailored to a candidate’s specific career and largely derived from the pilot’s resume.
Craig: What are some of the biggest mistakes that applicants make during the interview process? Rocky: Showing up for the interview too “scripted”. Like I mentioned earlier, formal interview prep can be a helpful tool for many people, but it can also hurt a candidate if they become reliant on a list of memorized responses. This becomes very obvious in the interview and occasionally creates a barrier in the process of my interview team getting to know the candidate. This should go without saying, but integrity is not an area we compromise on. Withholding information on the application and then “coming clean” on interview day isn’t a recommended tactic. Written test: Craig: Is there a written test or computer test? Rocky: We currently do not have a written or computer tests as part of the interview process. Simulator Evaluation: Craig: Do you have a simulator ride? Rocky: No, we do a pretty thorough review of the pilot’s previous flight history. The high caliber pilots we interview should all have exceptional piloting skills. Our Flight Training Center is continually impressed with the skill and work ethic of the new hire pilots we send them.
August 2017 | 37
Interview with Rocky Calkins, continued...
Post Interview: Craig: Do you tell applicants they are hired in person that day? Rocky: Typically, successful applicants will receive a conditional job offer (CJO) via phone call from one of our Domicile Chief Pilots approximately two weeks following their interview. This gives us a chance to conduct a background check and then allows our Chief Pilots to make the final hiring decision based on the interview notes, reference check, and letters of recommendation. Those not selected to continue in the hiring process will likewise be notified by email in that same time frame. Craig: Rocky:
How soon can an applicant expect a class date after being hired? Our goal is to have them in class as soon as possible following the CJO. The date of availably candidates provide on their profile is critical and does play a part in the timing of their interview. Our policy is that candidates must be available for class within 90 days of their Decision Committee (CJO) date.
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General: Craig: How many pilots does your airline expect to hire this year? Rocky: Southwest Airlines will hire 885 pilots in 2017. The target for 2018 is not yet finalized. Craig: Does Southwest Airlines have a pilot referral program? Rocky: Referrals and letters of recommendation are considered on the back end and do not play a part in being selected for interview. A minimum of three letters of recommendation are required from an applicant. These letters may be submitted via our paperless systems or hand-carried to the interview. Letters need not be written by a Southwest Airlines Employee but should be from someone who can attest to the applicant’s flying skills and character over a reasonable time period.
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Southwest Airlines is proud to announce their ATL Annual Safety Leadership Award winner; Derek Matthews
Derek Mathew, Technical Operations Production Supervisor ATL
August 2017 | 39
Fast Facts: Headquarters:
Dallas, TX
Year Founded:
1971
Number of employees:
54,000
Number of Pilots:
8,800
Number of Aircraft:
727 aircraft as of March 31, 2017
Fleet Type and Makeup:
737-300 (79); 737-700 (497); 737-800 (151)
Southwest begins operation of nine 737 Max 8 aircraft on October 1, 2017
Daily Departures:
More than 4,000
Pilot Bases:
ATL, BWI, DAL, DEN, HOU, LAS, MCO, MDW, OAK, PHX
Number of Cities Served:
101 destinations across the United States and nine additional countries
Web:
www.Southwest.com
August 2017 | 41
SMART TEAMWORK
The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Technicians to join our family of more than 5,000 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.
expressjet.com
/expressjet
@expressjet
@expressjetairlines
Cockpit 2 Cockpit
Written by: Marc Himelhoch
Skeletons in the Closet
O
ne of the scariest parts about applying for an airline job are those probing questions that you would rather not answer because you’re afraid the response you provide will sink your chances of getting hired. Hopefully, this article will alleviate your fears because the reality is, most of these concerns exist only in your head. There are very few issues that are truly showstoppers with respect to getting hired by the airlines as long as you’re honest and upfront on your application. I will also teach you a technique for minimizing the impact of confessing your sins on the application. After reading this, hopefully you will sleep better at night knowing that your future as an airline pilot is still secure. We all have them — things in our past that we are not that proud of. The application is going to ask about some of these things and there is no way around it. The key here is never lie on an airline application. Most of these pecadillos can be forgiven
as long as you disclose them on your application and can tell a good story in the interview about what you learned from the experience. What will not be forgiven, and will certainly cause you to lose the job, is if they discover that you lied about something on your application or tried to hide something. Some examples of the type of questions that will expose skeletons in the closet include: •
Any traffic violations?
•
Any failed check rides?
•
Have you ever been disciplined for violating a flight rule?
Again, the key here is not to lie, but also, don’t expose something unnecessarily. Traffic violations is a skeleton most of us have in our closet.
August 2017 | 43
Cockpit 2 Cockpit
Image provided by Marc Himelhoch With the exception of a DUI/DWI, most traffic violations should be no problem. Airlineapps.com, used by Delta Air Lines and United Airlines, will ask you to list any traffic infractions including any tickets or accidents. Pilotcredentials.com, used by American Airlines, FedEx, and Southwest Airlines, does not ask you to list traffic infractions but that doesn’t mean they won’t research your driving record as part of your background check.
regardless of what you perceive caused the check ride failure. What you don’t want to do is blame your failure on someone or something else. A comment such as, “My check pilot had a reputation as being hard on new pilots in the squadron,” or, “The check pilot said I went below MDA but that’s because the needle on my altimeter got stuck,” is a sure way to eliminate your chances of getting an interview.
Again, don’t sweat it too much. We were all teenagers once and therefore most of us have a few tickets and/or accidents on our driving record. This is a very forgivable sin, as long as you confess and don’t try to hide it. Even if you can’t find a ticket or accident in your driving record, go ahead and list it on your application anyway. (Varying from state to state, some records are expunged after a certain number of years, but if you know about it, list it.) You might have to estimate some of the details such as date, or name of juristiction that issued the ticket, but that’s better than not listing it and having it show up on your background check.
Here is an example where you might be able to avoid answering yes to a check ride failure question and still keep a clean conscience. On the question of check ride failures, I had originally answered yes on my applications because I had failed my multi-engine stage-check rating at EmbryRiddle Aeronautical University (ERAU) early in my aviation education. I just assumed that counted as a check ride failure. Then I attended a job fair a few months later and sat in on a presentation given by the director of pilot hiring from human resources at an airline that I was targeting. He asked if anyone had any questions about the application, and so I asked if my stage-check failure constituted a check ride failure. His answer surprised me. He said that ERAU is a Part 141 school; therefore, as long as I did not receive a “pink slip,” (FAA paperwork documenting a check ride failure) I did not need to answer yes on the check ride failure question on the application.
Probably the most common skeleton in the closet for pilots is a check ride failure. You might be under the mistaken impression that a failed check ride will automatically eliminate your chances of getting hired. A couple of check ride failures are not that uncommon in a pilot’s aviation career. Especially if they happened earlier in your career when you had less airmanship/experience. The airlines know that and generally speaking, they’re willing to give you the benefit of the doubt. If you answer, yes to a check ride failure question on your application, the application should give you a place to explain the details of your failure. The key here is to take responsibility
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Similarly, most military pilots don’t get through Undergraduate Pilot Training (UPT) unscathed. In Air Force pilot training, there are between seven and nine phase-check rides in the program depending on which syllabus or track you choose. It is quite common for student-pilots to fail one or more of those check rides. Some airline applications want you
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Cockpit 2 Cockpit
to answer yes on the check ride failure question with respect to UPT phase-checks, and others will tell you to only include it if the check ride occurred after UPT and is part of your permanent flying record (in the Air Force, we call that a Form 8 evaluation). The bottom line is to play it conservatively. Either answer yes, or call or e-mail the HR department and ask the question if there is any doubt — but definitely do not lie. So, what do you do about the “skeleton in the closet” questions that have you dead to rights, and you’re forced to answer yes to avoid lying on your application? Well, there is a certain art form to confessing your sins on an application. I call it “turning a negative into a positive.” If you answer yes to these questions, the website will usually ask you to explain the circumstances by allowing you to write a narrative about the event. In the check ride failure example above, the website will probably direct you to list the date and type of check ride failure —but don’t stop there. Make sure you tell your side of the story and spin it into a positive. For instance, here is the response I provided for my multiengine check ride failure at ERAU (before I knew I could answer no to this question): Multiengine End of Course stage check (Part 141), EmbryRiddle Aeronautical University, May 1994. I have since earned my FAA multiengine certification (and multiengine instructor) and passed every FAA and military check ride attempted (30+ successful check rides) That sounds like a pretty impressive accomplishment instead of a single failure, doesn’t it? OK, now you try it on your skeleton question. See, not all that difficult, is it? I credit my wife, who is a public-relations expert, with teaching me that trick. Violating flight rules is a little more serious offense. If the application asks if you have ever been disciplined for violating a flight rule and your answer is yes, then your best bet is to throw yourself on the “mercy of the court.” Admit your sin, and then use the narrative space provided to explain how the experience turned you into a safer, more mature pilot with (hopefully) a flawless safety record since the event in question. As you see, a lot of the things you have been stressing about or maybe have contemplated conveniently “forgetting” to list on your application, are really no big deal. The airline pilot hiring departments have seen thousands of applications and you would be shocked at some of the stories they’ve heard yet still hired the offending person. They know that no one is perfect and they are willing to overlook almost anything as long as you are honest and upfront on your application and in the interview. Being deceitful or dishonest is a sure way to lose the interview or the job — so just don’t do it!
I hope this has served its intended purpose of easing your fears and helping you sleep better at night. If you use the “turn a negative into a positive technique” you should be able to replace those skeletons in the closet with a nice new airline uniform that will bring years of prosperity to you and your family. For more helpful tips and detailed information regarding military to airline transition, 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.
August 2017 | 45
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Highlighted blocks indicate best in class. American Airlines (American)
Blue blocks indicate recent updates Airline name and ATC call sign
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Aircraft Types
FO Top Out Pay (Hourly)
Group I
$104.93
Group II
$160.28
Group II
$170.27
Group IV
$200.20
Group V
$210.20
MMG
Base Pay
Top CA pay
Base Pay
$90,659.52
$153.65
$132,754
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
72
15.D.1.b
$307.76
$265,905
15.D.1.b
HRxMMGx12
9.B.1.a
10.A & B
$213.26
$191,934
0-1 = Days* 1-4 = 15 Days 5-8 = 21 Days 9-12 = 24 Days 13-19 = 30 Days 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days
5.5 H/M Max 1000
7.A.1
14.B
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
14.D.1
$143.32
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
$209.31
$180,844
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
MD-88/90
5 H/M* Max 60**
$181,612.80
B737
72
1-5 = 21 Days 6-15 = 1 additional day per year
HRxMMGx12
Alaska Airlines (Alaska)
401(K) Matching (%)
401(K) DC
0%
> 5 Yrs - 8% 5-10 Yrs - 9% 10-15 Yrs - 10% + 15 Yrs - 11%
$95.21
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
7.B.1.a
$109,376
$174.11
$156,699
1-2 = 15 Days
Abbreviation and definitions: 3.B.2.d
2
28.D
0%
15%
2
B717
4.B.1.b*
26.C.2
25
$121.53
3-4 = 16 Days 7.5401(K), H/M without either quarterly 401(K) Matching: Retirement plan, the company will match the additional amount directly to the employees 5-10 = 21 Days a sick call. B767 10-11 = 23 Days 75 0% 15% $144.58 $130,119to the $207.13 $186,417 5.65 H/M with a employees contribution up to the listed percentage. Unless noted or yearly, refer contract for 12-14 more information A330 = 27 Days sick call 15-18 = 29 Days Max 1080** the company will match 100% of what the employee contributes. 19-24 = 33 Days MMG: Minimum Monthly Guarantee, the minimum amount of A350*
ALPA: Air Line Pilots Association
Perce heal emplo
Sample only; refer to adjacent pages for actual information $140.40 $121,306 $205.56 $177,604
EMB-190, CRJ-900
Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
3.C
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
2
+25 = 38 Days
credit the employee will receive per month. The ability to work 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 more or less is possible, depends on the needs of the company, line United Airlines Cancellation pay: When a leg or legs are canceled, the employee B747, B777 (United) holder or reserve and open$256,528 trips for that month. $175,216 $305.39 B787 5 H/M will still be credited for that leg. Some companies will not cover all $208.59 3.D
B767-400
1-4 = 14 Days
Max 1300 Hrs
5-10 Days New hires reasons for cancellations. Refer to the contract for more information. Per Diem: The amount of money the= 21company pays the employee 70 0% 16"% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours +25 base, = 42 Days typically after completing from show time B737-900, for food expenses while gone from $167.89 $141,028 $245.80 $206,472 training. Deadhead: Positive space travel as a passenger for company A321 to end of debrief of that trip. Day trip per diem is taxable while A319 $161.02 $135,257 time $235.76 $198,038 business; paid as shown in above referenced column. overnight is not. 3-A-1 HRxMMGx12 11.A.3 3-A-1 3-C-1-a HRxMMGx12 13.A.1 22-A FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters MMG Base Pay Top CA pay Base Pay 401(K) DC Pay weeks & Types Accrual Matching (%) UTU: United Transportation Union accrual (Hourly) Major Airlines ISP: International Savings Plan Allegiant Air YOS: Years of Service with the company. Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) MMG of 70 3% 100% 7-12M=17.31 H IOE: Initial Operating Experience, refers the flight training Band a new 2* $87.00 $73,080 $146.00 $122,640 Hours is paid or Match 1 = 17.31 H 70 None flight time which 2% 50% 2-3 = 34.62 H hire receives from a check airman after completing all ground Band and 3* $92.00 $77,280 $153.00 $128,520 ever is greater. Match 4-6 = 45 H +7 = 51.92 H** Band 4* $97.00 $81,480 $160.00 $134,400 simulator training. 2
Frontier Airlinesthe listed DC: Direct Contribution, the company will contribute (Frontier)
46 | Aero Crew News
JetBlue Airways (JetBlue)
2
A319, A320, A321*
$100.01 4.3
A320 family
$137.70
E190
$123.91
7 75
HRxMMGx12
HRxMMGx12
5
7
2
$166.68
$150,012
1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
1 Day / Month Max 120 Days
5% 1:2
After 3 years 2.2% up to 6% at 9 years
HRxMMGx12
4.3
HRxMMGx12
8.B
15.B.2 & 3
16.B.2
16.4
$115,668
$202.47
$170,075
5% 1:1
5% + 3%
$104,084
$182.25
$153,090
$90,009
2
70
2
24
Perce heal emplo
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
AS
DL
Single MALV 72-84 $2.30 Dom** US East Occupancy, Paid or 88* $2.80 Int.** Aug/2014 for by company
HA
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
5.A.1
Oct/2016
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)
Southwest Airlines (Southwest)
*$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
B737
G4
Virgin America (Redwood)
12,500
Oct/2015
Dec/2016
7,765
ALPA
iPad
Contract 2012 as amended
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
F9
B6
WN
MMG
Single Occupancy, Paid for by company
$2.00
Octotber 2015
794
3.P
6.A
3.Z
Dec/2016
Dec/2016
MMG
No
$1.90
Feburary 2014
983
Apr/2016
Apr/2016
Union
EFBs
Bases
IBT
iPad
BLI, FLL, HNL, IWA, LAS, OAK, PGD, PIE, SFB AVL
Notes
A319, A320, A321
NK
B737NG
A319, A320
Aircraft Types
FAPA
Single Occupancy, Paid for by company
$2.00
E:7/2013 A:10/2012
3,300
840
Add A, Pg24
Add A, Pg24
11
Dec/2016
Dec/2016
Feb/2015
May 2006
7,951
3,702
4.T.3
Feb/2015
Feb/2015
Feb/2015**
$2.20
January 2014
1,483
5.A.1
5.B.1
Dec/2016
Dec/2016
Single $2.30 Dom. 89, 87 or 85 Occupancy, Paid $2.80 Int. TFP* for by company 4.T.1
Single $1,750*/mo Occupancy, Paid for by company
SY
MMG
None
1/24th the IRS CONUS M&IE airline daily rate
3.B
5.B.1
5.3
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
Contract 2016, as amended
70 MMG
3.D.1 Sun Country Airlines (Sun Country)
2006
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX
Major Airlines
4.K.6 Spirit Airlines (Spirit Wings)
Notes
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
Jan/2016
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
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
11.A.7
$2.40
Dec/2011
5.A.3
June/2017
1,486
August 2017 | 47
Airlines (Sun Country)
B737NG
THE GRID
Virgin America (Redwood)
A319, A320
Aircraft Types
SY
MMG
None
3.B
5.B.1
VX
$2,500 per month
None
10.J.1 Pay During Training
2 Digit Code
1/24th the IRS CONUS M&IE airline daily rate
289
ALPA
General Information 5.3
iPad
MSP
Nexis EFB
SFO, LAX, JFK EWR, LGA
Aug/2016
$2.00
July 2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during new hire training
Per Diem
Most Number of Pilot Pilots Retirements Junior CA hired 2015-2029
ALPA
Rule book 2014 Union
EFBs
Bases
IBT
iPad
JFK, MIA, ORD, CVG, HSV, LAX, PAE, ANC
Notes
Cargo Airlines Atlas Air (Giant)
B747 B767
5Y
Single $1,600 per Occupancy, Paid month for by company 3.A.1.f
ABX Air (ABEX)
B-767
$2.40
Dec/2011
5.A.3
June/2017
11.A.7
1,486
$52 Dom. $89.75 PR* $79.75 NPR**
GB
*PR = Pacific Rim, **NPR = Non Pacific Rim
IBT
20.E.1 FedEx Express (FedEx)
Kalitta Air (Connie)
B777, B767, B757, MD11, DC10, A300
B747
FX
K4
$4,000 / mo until activation date*
No Hotel
$2.25 Dom. $3.25 Int.
May 2015
4,763
3.A
5.B.1.d
5.A.1 & 2
May/2016
Aug/2017
$600 / week unitl OE
Week 1 paid by crewmember, then, Single Occupancy
$1.90 Dom. $2.80 Int.
April 2008
317
6.A
Dec/2015
Dec/2015
5.A UPS (UPS)
B757, B767, A300, B747, MD-11
5X
MMG 10.D.1
Single $2.00 Dom Occupancy, Paid $2.50 Int for by company $3.00* 5.H.1.a.1
2 Digit Code
Pay During Training
ALPA
*Prorated if hire date is not the first of Fixed in plane MEM, IND, LAX, the month. or iPad ANC, HKG, CGN Contract 2006 as amended
IBT
iPad fixed in plane
Home Based Contract 2016 as amended
1,580
1,580
64,218
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
Notes
Contractual Work Rules Min Days off (Line/Reserve)
American Airlines (American)
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
Pay Protection
10/12 or 13*
Yes
15.D.3.q
4.C
15.C
??/12
Yes
12:30* 10:00**
2
12.A
12.B
12,13,14 Reserve*
FAA 117 minus 30 minutes
12.N.2
12.D.1
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
Min Days off (Line/Reserve)
12, max 14* 10, max 12*
488
430
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Initial paid for by company
None
Pay Protection
Max Scheduled Duty
5:10
5:10 x days
2:1
100%*
100% or 150%**
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
5
12.A.1.a
559
2
4.H.1
361
508
5-F-1-a Number of pages in Contract
5x 1:2 or number of 1:1.75*** days 12.A.1.b
12.A.2.a
ADG** = 1:2 or 5:15 1:1.75***
12.J
12.K.1
1:3.5
50% air & ground
150%
None, Dry cleaning reimburesment available on a trip 4 days or more
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air, Chart 8.B.3 Ground
200%*****
12.L
8.B
23.U
None
12 or 11* 12 or 10*
Yes
12
Yes
FAA 117
14 hours or FAA 117
195
177
60% GOP****
1:4*** GOP****
100% air, 50% ground
Initial paid for by company and every 12 months
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
50%*
*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended
None
*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 0559, ****Green slip as approved by company Contract 2014, as ammended
2** or 4.17 GOP****
Min Day Min Trip Duty Rig Trip Rig Credit Credit
None
*Based on local start time for interisland pilots. **For reserve to report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig. Contract 2010, as amended
None
$20/ month
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Headset Reimbursement
Major Airlines
14.C News 3.F 48 | Aero Crew
Frontier Airlines (Frontier)
14, max 16 For int pilots.
12 or 13 / 12
5-E-4, 5-E-5
Allegiant Air (Allegiant)
Number of pages in Contract
Legacy Airlines FAA 117 w/ exceptions
Hawaiian Airlines (Hawaiian)
United Airlines (United)
Max Scheduled Duty
Supplied in AC
Notes
*In a 30 day month. **130% open time over 81 PCH, 150% junior man, 200% VFN, ***4 shirts, 2 pants, 2 ties, 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed.
Back to Contents
Contract 2016, as amended
None
*Unschedule DH pay s 100%
10, max 12*
United Airlines (United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5 Min Days off (Line/Reserve)
Allegiant Air (Allegiant)
Frontier Airlines (Frontier) JetBlue Airways (JetBlue) Southwest Airlines (Southwest)
Spirit Airlines (Spirit Wings)
Sun Country Airlines Virgin America (Red Wood)
5-F-1-a Pay Protection
12 or 11* 12 or 10*
Yes
14.C
3.F
Max Scheduled Duty
FAA 117
14 hours or FAA 117
12
Yes
5.J.7
4.I, 5.P.2
5.J.4
12 12 or 13*
Yes
FAA 117
Max 15 Days on Per Month*
Yes
FAA 117
5.E.2
4.H
5.M
13/12
Yes
14 hours or 11.5 hours
12.E.1
4.D.2
12.C
12 / 10 or 11*
Yes**
FAA 117
12.B.1
4.F
12.C
11/13
Yes*
60 Mins < FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
4.C.3.a.2
7.B.1
5
1:2 or 1:1.75**
1:3.5
100% Blended pay rate
50%, 75% or 100% add pay***
Initial paid for by company along with certain dry cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead Pay
Open time pay
Uniform Reimbursement
Contractual Work Rules
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Contract 2010, as amended
5.E.1
None
195
177
87
235
222
196
159
4 for a RON
1:2
50%
130%, 150% or 200%**
Company Provided***
3.D
3.D
3.H
3.E, 3.L, 3.W
6.4
6 for CDO
1:3.75
$20/ month
4.G.2.a
4.F.6
1:3.5 Add. B.D.3
Schedule Block
150% over 78 Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%, 150%, 200%***
4.I.1
4.I.3
4.L
4.S.5
2.A.4
Avg of 5 per day Add. B.D.5
1:2 or 1:1:75** Add. B.D.4
5**
4.I.2
Headset Reimbursement
$30 / pay period max $500
1:4.2
100% or 50%***
100%
4.C.1.b
4.C.1.c
6.A.1 & 2
3.C.3
5.F.3
1:2
1:4.2
75%
150%
100%
4.D & E
4.D & E
8.A.2.a
25.I
26.O
-
-
50% or 3.5 min
100%*
Initial paid for by company, then $230** per year
8.F.3
3.b
2.D.1
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
Provided by the company
3.5
-
Min Day Min Trip Duty Rig Trip Rig Credit Credit
14 Hours for 2 None above Pilots, 16 Hours for 3 or minimum guarantee 22 Hours for 4 or more
332
None
None
None
1/4.95
1/2.85 Biz Class or better* or $300 comp
12.C
8.D, 8.A.3
30.A.2
13 in 30 14 in 31
15 Hours May be extended to 16 hours
100% Air* 50% Air** 50% Ground
100%
Provided by the company
13.D.4
18.C
19.K
19.E
ABX Air
14.96 or 18.75*
Yes
25.D.1
4.F
13 or 14*
Yes
Kalitta Air
2, pg 13
280
19.M.4 466
Dom 16, 18, 20** Int 18, 26, 30**
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
4.5
410
Number of pages in Contract
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%
None
None
*13 days for a 31 day bid period **1 for 1:75 between 0100 and 0500 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 ***Premium pay based on company needs Contract 2016, as ammended *Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training 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
None
Notes
*Biz class only on international DH or when duty day exceeds 16 hours with DH.
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
15.A
6, 4.75**
1:2, 1:1.92, 1.1.5
1:3.75
100%
Initial paid by company, $200 / year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3 $200 after first 150% on days year. Initial paid off by crewmember.
1 hr or 3.65 (on Day off)
50%
5.E & G
19.H
5.G
6.D.1 & 2
4 or 6**
1:2
1:3.75
100%
100%
Provided by the company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Deadhead Pay
Open time pay
Uniform Reimbursement
Min Day Min Trip Duty Rig Trip Rig Credit Credit
THE GRID
2.A.1, 2
4 or 4.5**
4
Supplied in AC
$200 / year
Pilot pays for initial uniform, replacements per schedule therafter
App. G Number of pages in Contract
50%*
*Reserve pilots have 13 days off min on 31 day month bid periods; **1:1.75 between 2200 - 0559, ***At the discreation of the company Contrat 2012 as amended
Cargo Airlines 13 in 30 14 in 31
UPS (UPS)
508
4.C.2
Major Airlines
Atlas Air
FedEx Express (FedEx)
rig or trip rig. 4.C.1.a
*Days off based on TAFB, 4 wk or 5 wk bid period, **Reserve pilots Contract 2006 as ammended
None
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn. Contract 2016 as amended
Headset Reimbursement
Notes
August 2017 | 49
Additional Compensation Details
THE GRID
American Airlines (American)
Aircraft Types
FO Top Out Pay (Hourly)
Group I* Group II*
FO Base Pay
Top CA pay
CA Base Pay
$116.38
$100,552.32
$170.42
$147,243
$179.48
$155,070.72
$262.77
$227,033
MMG
Group III*
$188.85
Group IV*
$220.65 3.C
72
15.D.1.b
$238,896 $279,107
HRxMMGx12
15.D.1.b
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
4.B.1.b*
B717
$121.53
B767 A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$175,216
$305.39
$256,528
$146,126
$254.70
$213,948
$141,028
$245.80
$206,472
A350*
United Airlines (United)
B747, B777 B787 B767-400
$208.59
B757-300
$173.96
B737-900, A321
$167.89
A319
$161.02
Aircraft Types
70
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 *Numbers based off of 12 years experience. **Accumulated time can only be used for the year after it is accumulated, except after first six months you may use up to 30 hours. ***January 1st sick accural either goes to long term or gets paid out to the pilot. 2015, See sectoin 10.B for more Contract as amended
None
0%
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.
0%
15%
22%
26.C.2
25.B.2
5 H/M 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
$135,257
$235.76
$198,038
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
0%
15%
20%
Contract 2010, as amended
0%
401(K) Matching (%)
A319, A320, A321*
A320 family E190
A319 A320 A321
4 H/M Max 600
5% at 200%*
10.A
4.C
70
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1 1-5 = 15 Days 6-10 = 21 Days 11+ = 28 Days
$100.01
75
$148.72 $133.82 3.C*
B737
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
$145.17
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$124,925
$218.68
$183,691
$112,409
$196.84
$165,346
HRxMMGx12
8.B 0-4 = 108 Hrs 5-8 = 126 Hrs 9-13 = 144 Hrs 14-17 = 162 Hrs 22+ = 180 Hrs
HRxMMGx12
3.J** 1-5 = 14 Days 5-10 = 21 Days 10-18 = 28 Days +18 = 35 Days
16"%
20%
22-A
24-B-5
401(K) DC
None
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394
4.C
5.A
$164,284
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
4 H/M Max 400
9%
14.A.1
28.C
27.B
4%
2%
$0 to $300 depending on plan and single, single +1 or family
28.B.2
27.A.2
72
$94,409
$185.32
$160,116
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
Sun Country Airlines
50 | Aero Crew News B737NG $112.93 Appendix A
70
$94,861
$168.55
$141,582
0-8 = 15 days 9-13 = 22 days +14 = 30 days
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
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 section for specific language. Data Based on PTO 20% orcontractual 27% contract for more information 5% 1:1 5% + 3% accrual Dental is 60% 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
87
$109.27
*The company will match 200% of what the pilot contributes up to 5%.
*A321 coming end of 2015
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
$157.36
> 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
Contract 2014, as amended *Coming in 2017, **No max after pilots 59th birthday.
12.A.1, 2 & 3
HRxMMGx12
70
Spirit Airlines (Spirit Wings)
1-5 = 14 Days 6-11 = 21 days 12-18 =28 days 19+ = 35 days
1 Yr = 50 2 Yrs = 75 3 Yrs = 100 4 Yrs = 125 5 Yrs = 145 6 Yrs = 170 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270
3-C-1-a
4.3
Southwest Airlines (Southwest)
401(K) DC
Major Airlines
B757, MD-80, A319, A3220
JetBlue Airways (JetBlue)
401(K) Matching (%)
*New hire pilots receive 1 vacation day per every full month of employment.
3-A-1
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
10.A & B
$276.50 $323.04
75
3.B.2.d
5 H/M** Max 60***
$163,166.40
$143.32
72
1-5 = 21 Days 6-15 = 1 additional day per year
$190,641.60
B737
EMB-190, CRJ-900 Hawaiian Airlines (Hawaiian)
Sick Time Accrual
Legacy Airlines
Alaska Airlines (Alaska)
Delta Air Lines (Delta)
No. of Vacation weeks & accrual
4 H/M
14.A
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
B767-400 B757-300
$173.96
70
$146,126
$254.70
$213,948
$167.89
$141,028
$245.80
$206,472
A319
$161.02
$135,257
$235.76
$198,038
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
B757, MD-80, A319, A3220
Spirit Airlines (Spirit Wings)
Sun Country Airlines
Virgin America (Red Wood)
A319, A320, A321*
$121,943
$216.42
$181,793
3.CC
3.C
HRxMMGx12
3.CC
HRxMMGx12
9.A.1
10.A
4.C
4.C
$100.01
75
$90,009
$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
$148.72
E190
$133.82
$124,925
$218.68
$183,691
$112,409
$196.84
$165,346
20%
THE GRID 24-B-5
B737
A319 A320 A321
B737NG
A320
HRxMMGx12
4 H/M Max 600
5% at 200%*
None
EE - $134 EE+Child - $177 EE+Spouse - $281 EE+Family - $394 5.A
0-4 = 108 Hrs 5-8 = 126 Hrs Based on PTO 9-13 = 144 Hrs accrual 14-17 = 162 Hrs 22+ = 180 Hrs 3.J**
3.J
5% 1:1
5% + 3%
20% or 27% Dental is 60%
3.E
3.E
3.F.i
9.7% 1:1
-
$157.36
87
$164,284
$224.80
$229,296
4.C.1
4.H, 4.M*
HRxTFPx12
4.C.1
HRxTFPx12
11.B.2
4 H/M Max 400
9%
14.A.1
28.C
27.B
4%
2%
$0 to $300 depending on plan and single, single +1 or family
$109.27
72
$94,409
$185.32
$160,116
> 1 = 7 Days* 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days
12.B.1
4 H/M
$112.93
70
$94,861
$168.55
$141,582
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A 5 H/M 80 and 480 Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days 1-5 = 15 Days +5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
28.B.2
27.A.2
125% of 6% contributed
-
-
401(K) Matching (%)
401(K) DC
Wide Body
28.A.1
Appendx 27-A
$158,710
3.A.1
3.B.1**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
>1 = 1 Day/Mo 1-5 = 14 Days 5-15 = 21 Days 15+ = 28 Days
1 Day / Month No Max
10.A
9.A
$153.03
68
$124,872.48
$218.61
$178,385.76
19
19.D.1
HRxMMGx12
19
HRxMMGx12
$215.61
$219,922
$262.84
$268,097
85 Narrow Body
Health 14-25% Dental 20-30%
$213.32
ABX Air B-767
10%****
$111,102
$189.69
3.C.1.a
4.A.1***
$193,484
$262.16
$267,403
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
6 H/M
None, Pension plan(s) available
18% 17% for Dental and Vision
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days 5+ = 21 Days
7 Days on first day; After 1st year .58 Days / Month Max 42
>10 2.5%* <10 5%* 10.A
Kalitta Air B747
B757, B767, A300, B747, MD-11
Aircraft Types
64
$129,562
$249.67
$191,747
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A 5.5 Hours Per Pay Period No Max
12%
$50 to $410* Per Month
15.A.1
6.G
$212.69
75
$207,373
$300.00
$292,500
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out Pay (Hourly)
MMG
FO Base Pay
Top CA pay
CA Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
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, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.
Contract 2006 as amended
*The company will match 100% of the amount contributed. **$20 for >5 Yrs $20/$40** individual, $40 for family (per mo nth) <6 Yrs No Cost
$168.70
1-4 = 14 Days 5-10 = 21 Days 11-19 = 28 Days 20+ = 35 Days
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
>5 = 14 days <6 = 21 days
62
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
EE = $143.90 *2010 insurance rates subject to EE+1 = $305.66 annual increases. EE+1 C = $322.33 EE+2 C = $454.73 Family = $454.73*
1 Day / Month Max 24 Catastrophic 2 Days / Month*** No Max
$149.33
Contract 2016, as amended
Contract 2016, as amended
19.B.2
Cargo Airlines
B747 B767*
*The company will match 200% of what the pilot contributes up to 5%.
*A321 coming end of 2015
HRxMMGx12
1-5 = 14 Days 1 TFP / 10 5-10 = 21 Days TFP** 10-18 = 28 Days Max 1600 TFP +18 = 35 Days
Contract 2012 as amended
Percentage of health care Notes employee pays
3.C*
Atlas Air
UPS (UPS)
401(K) DC
70
A320 family
Aircraft Types
FedEx Express (FedEx)
401(K) Matching (%)
$145.17
70
Southwest Airlines (Southwest)
22-A
1 = 7 Days 2-4 = 14 Days 5-8 = 21 Days 9+ = 28 Days
4.3 JetBlue Airways (JetBlue)
16"%
Major Airlines
Allegiant Air (Allegiant)
Frontier Airlines (Frontier)
0%
Additional Compensation Details
B737-900, A321
Aircraft Types
1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 11-24 = 35 Days receive 60 hours +25 = 42 Days after completing training.
9.C.3
401(K) DC
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family. Contract 2016 as amended
Percentage of health care Notes employee pays
August 2017 | 51
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
52 | Aero Crew News
Back to Contents
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB
Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Delta Air Lines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
United Airlines
Alaska Airlines
AVL
Asheville, NC
United Airlines
Virgin America
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
FedEx Express
Allegiant Air
BLI
Bellingham, WA
Allegiant Air
LGA
New York City, NY
PHL
Philadelphia, PA
Allegiant Air
JetBlue Airways
Delta Air Lines
American Airlines
BOS
Boston, MA
Spirit Airlines
United Airlines
PHX
Phoenix, AZ
American Airlines
GUM Guam
LGB
Long Beach, CA
American Airlines
JetBlue Airways
United Airlines
JetBlue Airways
Southwest Airlines
BWI
Baltimore, MD
HKG
Hong Kong
MCO Orlando, FL
PIE
St. Petersburg, FL
Southwest Airlines
FedEx Express
JetBlue Airways
Allegiant Air
CGN
Cologne, Germany
HNL
Honolulu, HI
Southwest Airlines
SDF
Louisville, KY
FedEx Express
Hawaiian Airlines
Frontier Airlines
UPS
CLE
Cleveland, OH
Allegiant Air
MDW Chicago, IL
SEA
Seattle, WA
United Airlines
HOU
Houston, TX
Alaska Airlines
CLT
Charlotte, NC
Southwest Airlines
MEM Memphis, TN
Delta Air Lines
American Airlines
IAD
Washington, DC
FedEx Express
SFB
Orlando, FL
CVG
Cincinnati, OH
United Airlines
MIA
Miami, FL
Allegiant Air
Delta Air Lines
IAH
Houston, TX
American Airlines
SFO
San Francisco, CA
DAL
Dallas, TX
United Airlines
UPS
United Airlines
Southwest Airlines
IND
Indianapolis, IN
MSP
Minneapolis, MN
Virgin America
Virgin America
FedEx Express
Delta Air Lines
SLC
Salt Lake City, UT
DCA
Washington, DC
IWA
Phoenix, AZ
Sun Country
Delta Air Lines
American Airlines
Allegiant Air
OAK
Oakland, CA
STL
St. Louis, MO
DEN
Denver, CO
JFK
New York City, NY
Allegiant Air
American Airlines
United Airlines
American Airlines
Southwest Airlines
Frontier Airlines
Delta Air Lines
Southwest Airlines
JetBlue Airways
DFW
Dallas, TX
Virgin America
American Airlines
Spirit Airlines
Southwest Airlines
Ontario, CA
August 2017 | 53
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class. Blue blocks indicate recent updates Airline name and ATC call sign
ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
FO Top Out Pay (Hourly)
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
$46.44
$41,796
$101.80
$91,620
$43,632
$109.33
$98,397
75 $48.48
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
5 H/M Max 640 (110 above 640***)
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
8.A.1
7.A
0-4 = 2.75 H/M <1 = 14 Days** 4-7 = 3 H/M 1-5 = 14 Days 7-10 3.25 H/M 6-14 = 21 Days +10 = 3.5 H/M +15 = 28 Days Max 500 7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
3011.1**
3012.1
$108,099
1 = 12.6 days 2 = 13.65 days 3 = 14.7 days 4 = 15.75 days 5 = 16.8 days 6 = 17.85 days 7 = 18.9 days 8 = 22.05 days 9 = 23.1 days 10 = 24.15
1 Yr = 4.20 H/M 2 Yr = 4.55 H/M 3 Yr = 4.90 H/M 4 Yr = 5.25 H/M 5 Yr = 5.60 H/M 6 Yr = 5.95 H/M 7 Yr = 6.30 H/M 8 Yr = 7.35 H/M 9 Yr = 7.70 H/M 10 = 8.05 H/M No Max
75
3008.5.A.3* HRxMMGx12
EMB-170 EMB-175
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted Envoy formally EMB-145 the company will match 100% of what the employee contributes. American Eagle
$50.42
75
$45,378
25.B.2
None
27.A.1*
27.A.1
1.2-6%****
None
-
$120.11
3 PP <6 = 2.5% 6-13 = 4% 13+ =6%
None
IOE: Initial Operating Experience, refers the flight training a new 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K hire receives from a check airman after completing all ground and <1yr = <7 dys*** 1-4 = 3.5% 90dys-5yrs = $80,208 simulator training. $89.12 1-2yrs = 7 dys 5-9 = 5.25% 3.5hrs/month; 75
$35,802
Types
Pay (Hourly)
MMG
Base Pay
CRJ-200
$38.49
>2yrs = 14 dys
>5 yrs =
10-14 = 6.4%
None
Top CA pay
Base Pay
weeks & accrual
Accrual
Matching (%)
401(K) DC
Per Diem: The amount of money the500-2,000 company pays the employee Pilots for food expenses while gone from base, typically from50%show <1yr=<7 dys*** 1Match: time $34,641 $84.03 $75,627 Deadhead: Positive space travel as a passenger for company 2yrs=7 days 1-5 = 6% to end Day trip per taxableNone 75 of debrief time of that trip. >2yrs=14days 2.5 H/Mdiem 5-10is = 8% business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% CRJ-900 $39.75 $35,775 $89.96 $80,964 while overnight is not. >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B UTU: United Transportation Union PSA Airlines 50% Match: additional amount directly to the employees 401(K), CRJ-200 either $41.78 < 1 = 7 days .5-5 = 1.5% $37,602 $98.37 $88,533 (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% > 2 = 14 days 5-7 = 2% 75 5+ = 4 H/M 5-7 = 4% quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company. > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% Endeavor Air (Flagship)
CRJ-900
IBT: International Brotherhood of Teamsters Mesa Airlines (Air Shuttle)
54 | Aero Crew News
Air Wisconsin (Wisconsin)
-
$43.29 3.A.1
4.A
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
28.C
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days
0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M
2%*
None
CRJ-200 CRJ-700, CRJ-900, EMB-175
Pi
T
>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month. The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.
information.
P
em
3-1
$39.78
CRJ-700* EMB-175
25.A.2 1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%
Sample only; refer to adjacent pages for actual information PDO*
Abbreviations and Definitions:
(Envoy)
Base Pay
75
CRJ-200
Republic Airways (Republic or Shuttle)
ALPA: Air Line Pilots Association
Top CA pay
Over 2,000 Pilots
EMB145XR, EMB-145, EMB-135
CRJ-700, CRJ-900
SkyWest Airlines (Skywest)
MMG
$37.96
76
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.24
75
$44,316
$107.67
$96,903
7.A
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
10+ = 8%*
3.75 H/M Max 375
24.B
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
P
em
32 (35
10+ = 3.5%
Back to Contents 8.A
1%
-
3%
Ba by ins
General Information Aircraft Types
ExpressJet (LXJT) (Accey)
2 Digit Code
Sign on Bonus
Pay During Training
EMB-145XR EMB-145 EMB-135
EV
CRJ-200 CRJ-700 CRJ-900
EV
$7,500 w/ CRJ type*, $1,000 Referral Online
SkyWest Airlines (Skywest)
CRJ-200 CRJ-700 CRJ-900 EMB-175
OO
$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)
RW
$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
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
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
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
ALPA
EFBs
Bases
Surface 3 LTE
ATL, DFW, DTW, LGA
9E
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
OH
$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
$1.60/hr
Oct-15
1,200
5.B.1
5.A.2
Feb/2016
Aug/2015
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
YV
$22,100* $20,000**
76 Hours during training
LOA 37
5.A.1
ZW
Yes $33,000 $4,000 or $4,500*
2.5 hours per day
Website
4.C
5.A.1
LOA 37
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
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
Dec/2015
QX
CP
$1,500 Referal Bonus
G7
$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
*Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended
American United
Alaska
ALPA
iPad
*$33,000 min bonus for all new hires. DCA, ORF, PHL $4,000 or $4,500 referral bonus, later (ORD & IAD in for Airmen Training Program the Fall) Contract 2003, Pilot data from 10/6/2014 seniority list. *Upgrade time should be reduced as ANC, BOI, GEG, they explore more growth with the MFR, PDX, SEA approval of the Alaska Air Group purchase of Virgin America.
IBT
Contract 2012 as amended Delta, American
ALPA
iPad
MSP, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
Contract 2014 as amended United, Delta
*7 CRJ-900s being delivered by the ORD, RDU, STL, end of 2015. **New hire bonus, DEN ***With CL-65 type.
IBT
Contract 2016 as amended
Most Number of Do Business Pilots For: Junior CA hired
Union
EFBs
Bases
Notes
Under 500 Pilots Piedmont Airlines (Piedmont)
Trans States
DH-8-100 DH-8-300 ERJ-145
PI
LOA 16
5.D.4
5.A.3
$1.70/hr
1,000* Hrs 2,500 TT
420
5.D.1
Jul/2016
Jul/2016
American
ALPA
PHL, MDT, ROA, SBY
August 2017 | 55
*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
Diem*
double occupancy
3.H, 5.B
5.B.3
Bonus
GoJet Airlines (Lindbergh)
THE GRID
CRJ-700 CRJ-900*
Aircraft Types
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
American
5.B.1
Oct/2016
$1.60/hr
January 2015
555
5.O
Dec/2015
Dec/2015
Contract 2014 as amended
Dec/2015
General Information
Paid for by $23/hr @ 60 company; single hr occupancy
$12,000** $5,000***
G7
2015
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
PI
AX
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
5.A.3
5.D.1
Jul/2016
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
9K
None
Saab 340b
3M
$12,000*
DH-8-100 DH-8-200 ERJ-145
Great Lakes Airlines (Lakes Air)
AM
ZK
Peninsula Airways (Penisula)
Saab 340A, Saab 340B*
KS
Seaborne Airlines (Seaborne)
DH-8-300 S340
BB
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
C208, C207, PA31, B1900 DH-8
ATR-72* Q-400
$9 - $12.50 Paid for by per hour* company; Single $35 / Day occupancy Per Diem
Min Days off (Line/Reserve)
ExpressJet (LXJT) (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
6.G.1
Dec/2016
Dec/2016
$1.85/hr
18 months
160
5.C
Jul/2015
Jul/2016
$1.45/hr
Immediate
185
Oct/2015
Oct/2015
Up to $15,000*
MMG
Online
3.G
5.A.8
5.B.3
June/2017
Dec/2016
No
$36/Day
Paid for by company; dual occupancy
$1.50/hr
May 2016
60
4.D
Dec/2016
Dec/2016
$50/day
2012
120
$1.80/hr
Apr/2017
370
American
ALPA
United, American
ALPA
Hyannis Air Service DBA Cape Air
IBT
Self**
IBT
PHL, MDT, ROA, SBY
iPad
IAD, STL, ORD DEN, RDU
No
New England, New York, Montana, Midwest, Caribbean & Micronesia (See Notes)
7H
$30/dom, $50/int
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
March 2015**
Jun/2017 None, On a RON, March company will 2017 reimburse w/ receipt 4.J.1 Apr/2017
Number of pages in Contract
None
iPad
United
ALPA
None
EWR, IAD, BTV**
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
215
Ravn Alaska
None
Self
ALPA
iPad
*After 6 months pay goes to $40 on B1900, first year pay adjusted for this. **Hageland pilots can transfer at any time once they hit ATP mins, so much uncertainty abounds Need contract
ANC
Jun/2017 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
19,844
Union
EFBs
Deadhead Pay
Open time pay
Uniform Reimbursement
$150 / yr****
Over 2,000 Pilots
Bases
Notes
Headset Reimbursement
None
None
100%
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air / 50% ground
150%
$17 / month after 90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
FAA Part 117
188
4:12
None
1:2**
None
100%
150%
$100/6 mo***
None
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
-
11 or 13; 15**
539
21.D.1.b, 21.D.3.a
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14, 13.5, 11**
571
12.D.2
3.G.4
12.B.1
12
Yes*
3017.7.C.1.g
3008.12.A
3.F.1 & 2 3.F.1 & 2
100%. Over 87 hours 125%***
See Trip Rig
1:2
1:4
75%
-
3.B.2
-
3.B.3
3.B.4
3.G.1
3.C
4.B, C, F
None
None
None
75%
150% or 200%*
Pilots pay 50% except leather jacket 100%
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Yes**
14
217
23.E.1
3.E & F
23.C.1
11
Yes
FAA Part 117
616
3.9 Res 3.7 Line
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
Min Days off
Pay
Max Scheduled Duty
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
Provided by company****
500 - 2,000 Pilots New hires pay
Contract 2004 as amended, Currently in negotiations
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty; Contract 2007 as amended, Currently in negotiations *Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max Pilot Agreeemnt signed August 2015
*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for Company provided reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage Contract 2015 -
4:12
12*
Notes
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone Company provided availability + duty time ***Duty Period Min; ****After completing first year
100% or 150/200% when red flag is up
Yes*
*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
90
Min Day Min Trip Duty Rig Trip Rig Credit Credit
12/12 or 11 for reserve in 30 day month
Contract 2012 as amended
Contract 2011 as amended
Most Number of Do Business Junior CA Pilots For: hired
2 hr 15 hours DPM***; min per 4 3.75 on day trip day off
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
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
Contractual Work Rules Per Diem
*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
UPS FedEx DHL Lantheus ACS Mallinckodt
Oct/2014
$15,000 for all pilots in 2017, $5,000 referral
WP
January 2013
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees. Contract 2013 as amended
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
FLL, TPA, MCO, IAD
Oct/2014
(Line/Reserve) 56 | Aero Crew News Protection Endeavor Air
100
Paid for by company; single occupancy
Total Pilots Aircraft Types
6.E.5.A
Paid for by MMG & Per company; single Diem occupancy
None
C5
B1900D EMB-120
Island Air (Moku)
5.D.4
ATR-42 C402 BN2
EMB-120 EMB-110 BE1900 & 99 SA227 C208 PA31
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
-
11
Yes
FAA Part 117
616
10.B.1
3.F.2
10.A.2
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
3.B.2
-
3.B.3
3.B.4
3.G.1
Horizon Air (Horizon Air)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
3.9 Res 3.7 Line
None
None
None
75%
150% or 200%*
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Contractual Work Rules Min Day Min Trip Duty Rig Trip Rig Credit Credit
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Great Lakes Airlines (Lakes Air)
THE GRID
Contract 2003 as amended
Notes
*Starts 1/1/2015, **200% at company discretion.
Yes
14
501
4
None
None
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
11
Yes*
13 , 14.5 on CDO
195
3.5**
None
None
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
11
Yes*
FAA Part 117
187
12.B
3.G
12
-
12/12
Yes*
12, 14 or 13**
294
25.E.8.a
3.D
12.B.1
-
None
None
None
None
62.5%
100% or 200%**
Company pays half of hat, topcoat, jacket, two pairs of pants.
-
-
-
6.A
3.H.9
5.E.2
-
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
5.C.2.a
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
5.C.2.a
$200
None
5.4.2.d
26.M.5.A
-
Company pays 1/2 of initial uniform, $20/mo allowance
None
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
80% air*** 75% ground
100%****
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
11/12
Yes
FAA Part 117
165
4*
4*
None
None
75% 100% 2 DOS
7.A.2.a
5.B.1
7.B
-
5.B.1
5.B.1
-
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Number of pages in Contract
Min Day Min Trip Duty Rig Trip Rig Credit Credit
26.3
26.C.1
150% 200%**
$25 / Month
None
5.E
5.D
26.L.5
-
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
100%**
$25 / month
None
Under 500 Pilots 11
Yes
14
185
4
4 per day*
3.G.4.a
LOA 12
-
3.G.3.a
3.G.3.a
None
None
75% air; 50% ground
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
$25 / month
None
Yes*
14
246
4**
None
None
None
100%
150% 200%***
3.F
12.E.1
-
LOA 201107
-
-
-
3.H.1
3.E.2
5.F.3
-
Yes as needed
Contract 2013 as amended *To line guarantee, **200% for junior manning and improper reassignments.
Contract 2017 as ammended
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year Contract 2003 as ammended *Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation Contract 2012 as ammended *12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company Contract 2014 as amended
*With restrictions, report before Noon, finish after 5pm, **At company discreation, Contract 2016 as ammended Notes
*See examples in refenced contract section, **Unless available for premium pay Contract 2013 as amended
*Line Holders have Cancellation Pay 100% line by line, block or better, **For reserves only, ***At discretion of company, Contract 2011 as amended
10
Yes
14
170
5
None*
None*
None*
100% for 135 50% for 121
100% or 150%**
Paid in full by company, no set amount per year. Reasonable amount.
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
-
25.A.5
Contract 2012 as amended
11
Yes*
14
161
3, 4 on lost day
Greater of min day, credit, duty rig
1:2
None
50% for first 5 hours, then 100%
100%
$150 / yr**
None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
Fly 4-5 days per week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes
14
131
3.75
None
None
None
75%
100%*
$17.50 per month ($210 / yr)
None
25.C.1-25.C.2
3.E.1
12.B.1
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
14 or 15*
59
3.75
None
None
None
50%
100%
$200 per year after first year
None
3.C.2
-
18.C.1
-
18.B.5
-
-
-
3.C.4
18.J.1.b
19.D
-
Peninsula Airways (Penisula)
5 on 2 off
Seaborne Airlines (Seaborne)
13
Ravn Alaska (Corvus Airlines & Hageland Aviation Services)
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by Company then $80 per year
No
11/12* Line Holder, 11/10** Reserve
Yes***
FAA Part 117
123
3.8
None
None
None
100%
150%
Company issues 3 shirts, pants, replaces as worn
None
10.C.1.d; 10.C.1.e.(4)
4.E.1
10.B
4.B
-
-
-
4.F.1
4.A.4
15.AA
-
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Island Air (Moku)
Contract 2015
*200% only when critical coverage Company provided declared by company
11
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
August 2017 | 57
Additional Compensation Details
THE GRID Aircraft Types ExpressJet (LXJT (Accey)
ExpressJet (LASA) (Accey)
SkyWest Airlines (Skywest)
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$45.26
60-76 Seat A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
75
CRJ-200
$46.44
CRJ-700, CRJ-900
$48.48
-
3.A
CRJ-200
$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)
Compass Airlines (Compass)
GoJet Airlines (Lindbergh)
LOA 9
4.A
75
$50.42
3-1
3.K.1
7.A
25.A.2
25.B.2
1=20% of 6% 0-4 = 2.75 H/M <1 = 14 Days** 2=30% of 6% 4-7 = 3 H/M 1-5 = 14 Days 3=40% of 6% 7-10 3.25 H/M 6-14 = 21 Days 4-6=50%of6% +10 = 3.5 H/M +15 = 28 Days 7=75% of 6% Max 500 10=75%of8%
$98,397
HRxMMGx12
3.A
HRxMMGx12
$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
$120.11
3-1 $89.12
75
$35,802
-
LOA**
LOA
Aircraft Types
FO Top Out Pay (Hourly)
MMG
CRJ-200
$38.49
CRJ-900
$39.75
EMB-175
8.A.1
$109.33
3008.5.A.3* HRxMMGx12
75
<5 = 4% 5<10 = 5% 10+ = 6% Vesting*
$43,632
75
$39.78
HRxMMGx12 $80,208
7.A.1
14.A.1
After 90 Days <6m = 30.8 Hrs .0193 Per Hour >5 = 36.96 Hrs 1.45 H/M*** > 10 = 46 Hrs After 2 Years > 15 = 49 Hrs .027 Per Hour > 16 = 52 Hrs 2 H/M*** >17 = 55 Hrs After 5 Years >18 = 58 Hrs .0385 Per Hour >19 = 61 Hrs 2.89 H/M***
27.A.1*
1-4 yrs, 3% 5-9 yrs, 5% 10 yrs, 7%
None
30%
27.A.1
28.A.3
None
-
3.A.1
CRJ-200
$41.78
4.A
$43.29
None
-
3.A.1
4.A
8.A.1
14.K
<1yr = <7 dys*** 1-2yrs = 7 dys >2yrs = 14 dys >5yrs = 21 dys >16yrs = 28 dys
90dys-5yrs = 3.5hrs/month; >5 yrs = 4hrs/month
1-4 = 3.5% 5-9 = 5.25% 10-14 = 6.4% 15-19 = 7% 20+ = 8%
14.E
None
HRxMMGx12
8
9.A
28.B**
28.B
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
$34,641
$84.03
$75,627
2.5 H/M
$35,775
$89.96
$80,964
<1yr=<7 dys*** 12yrs=7 days >2yrs=14days >5yrs=21days >16yrs=28days
50% Match: 1-5 = 6% 5-10 = 8% 10+ = 10% Vesting**
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
$37,602
$98.37
$88,533
$106.67
$96,003
0-5 = 3.5 H/M 5+ = 4 H/M 485 Max
50% Match: .5-5 = 2% 5-7 = 4% 7-10 = 8% 10+ = 8%*
.5-5 = 1.5% 5-7 = 2% 7-10 = 2.5% 10+ = 3.5%
27%
$38,961
< 1 = 7 days > 2 = 14 days > 7 = 21 days >14 = 28 days
C700/E170
3.A.1
HRxMMGx12 $84,433
$99.65
$90,881
$105.08
$95,833
$52.00
76
$47,424
$108.00
$98,496
-
3.A
4.A.1*
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.98
75
$44,982
$109.29
$98,361
-
3.A.1
4.A
HRxMMGx12
3.A.1
None
28.A.3.b
*Pay based on DOS+2 years, 1% 32% for medical increases every year; **Based on YOS, ***>1 year prorated (35% 1/1/15), 25% dental
7.A
14.A
28.C**
28.C
27.B.4
0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M
50% Match: 0-9 = 6% 10+ = 10%
None
Based on rates set by company and insurance provider
7.A
8.A
24.B
HRxMMGx12
7.B.2 < 5 = 14 days > 5 = 28 days
-
24.A
3.75 H/M Max 375
3-4% = 1% 5-6% = 2% 7% = 3% 8% = 4% 9% = 5%
3%
25%
14.A.1
28.B**
28.A
27.D.2.a
6%
None
Company Discretion
Q-400 ERJ-175
$49.43
80.5
$41,383
$119.19
$99,786
-
App. A.D
5.B.1
HRxMMGx10.4
App. A.B
HRxMMGx10.4
13.B
14.A.1
27.C
27.C
27.A
< 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days
0-2 = 3 H/M 2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
50% Match: 9m-4 = 4% 3-5 = 6% 6+ = 8%
None
29% Employee, 34% Family
3 H/M
E-170, E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
14.A
27.D.1
27.D
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
CRJ-700
$44.33
75
$39,897
$111.24
$98,781
-
5.A.1.b
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
Q-100, Q-300
13.A.1
Under 500 Pilots
$40.33
75
$36,297
$89.98
$80,982
> 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11&
1%
Contract 2003 as amended
Percentage of health care Notes employee pays
< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days
< 1 = 7 days > 2 = 14 days > 5 = 21 days > 10 = 28 days > 19 = 35 days
Contract 2015
*New-hires are capped at 12th year 31% to 35% pay for CA and 4 years for FO. **<1 is 1% increases per prorated. year
LOA*
$92.58
*MMG for reserve pilots is 76. **Vacation time is based on how much your work, see chart in 3011.1 for per hour basis, Hours quoted in this chart are based on working 800 hours in one year. Pilots set the daily rate for vacation awards. ***H/M based on MMG of 75 hours. ****Based on YOS.
35% for TPO Traditional PPO Plan
HRxMMGx12
HRxMMGx12
Contract 2007 as amended, Currently in negotiations
*Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day. 25% for PHP Pilot Health Plan
$84,510
C200/E145
Contract 2004 as amended, Currently in negotiations
Pilot Agreeemnt signed August 2015
$93.90
75
CRJ-700 CRJ-900
38%
-
<6 = 2.5% 6-13 = 4% 13+ =6%
*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property.
*Vesting based on YOS, **1.2 Days per month of employment.
500-2,000 Pilots
58 | Aero Crew News Piedmont Airlines (Piedmont)
25%
5 H/M Max 640 (110 above 640***)
$91,620
C900-C
Horizon Air (Horizon Air)
401(K) DC
< 1 = 7 Days** 2-6 = 14 Days 7-10 = 21 Days +11 = 28 Days
$101.80
EMB-145
C900/E175
Air Wisconsin (Wisconsin)
Percentage of health care Notes employee pays
401(K) Matching (%)
<5 = 2.5% 5<10 = 4% 10<15 = 5% 15<20 = 5.5% 20+ = 6%
$41,796
75
PSA Airlines (Bluestreak)
Sick Time Accrual
Over 2,000 Pilots EMB145XR, EMB-145, EMB-135
Republic Airways (Republic or Shuttle)
Envoy formally American Eagle (Envoy)
No. of Vacation weeks & accrual
27.B.2
Contract 2013 as amended
*75% after 10 YOS, **Vesting after 3 YOS.
Contract 2013 as amended
Contract 2017 as amended
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage) Contract 2003 as amended
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year Contract 2012 as amended *Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated; Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1 Percentage of Notes health care employee pays
Back to Contents
*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
(Compass)
GoJet Airlines (Lindbergh)
Piedmont Airlines (Piedmont)
Trans States Airlines (Waterski)
Cape Air (Kap)
Silver Airways (Silverwings)
Ameriflight, LLC (AMFlight)
CommutAir (CommutAir)
Great Lakes Airlines (Lakes Air)
E-170, E-175
$45.80
75
-
3.D
4.A.1
CRJ-700
$44.33
75
-
5.A.1.b
Aircraft Types
FO Top Out Pay (Hourly)
$41,220
$111.24
$100,116
> 1 = 14 days > 5 = 21 days > 15 = 28 days
2-5 = 3.25 H/M 5+ = 3.5 H/M Max 450
9m-4 = 4% 3-5 = 6% 6+ = 8%
None
Additional Compensation Details HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 1= 7 days 2-5 = 14 days 6-13 = 21 days +14 = 28 days
0-2 = 2 H/M 2-6 = 3 H/M +6 = 4 H/M Max 300
9mo-2yr 4% 3-6 = 6% +7 = 8%*
None
14.A
27.D.1
27.D
Sick Time Accrual
401(K) Matching (%)
401(K) DC
4 H/M
50% Match: <4 = 6% 4-9 = 9% 10-14 = 10% 15-19 = 11& 20+ = 12%
1%
28.B.3
$39,897
$111.24
$98,781
5.N.1
HRxMMGx12
5.A.1.a
HRxMMGx12
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days
13.A.1
Under 500 Pilots
29% Employee, 34% Family 27.B.2
*50% match based on YOS, **See chart at referenced contract section; Set amount** 2016 ***First year is prorated. Max 17%
75
$36,297
$89.98
$80,982
-
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
< 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
27.B.2
ERJ-145
$44.99
75
$40,491
$104.51
$94,059
-
3
3.C.1*
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days 2 = 14 Days 5 = 21 Days + 10 = 35 Days
up to 4%**
None
50%
HRxMMGx52
8.A.1
5.G.1
-
5.A & B
4 H/M 160 Max
4%*
None
40% for employee, 75% for family
13.A.1
24.F
24.F
24.B.1
5%
None
$198 per month
-
40
$26,458
Per week*
HRxMMGx52
$30.02
Saab 340b
$39.03
75
$35,127
$83.07
$74,763
< 1 = 7 days** 2-6 = 14 days 7-10 = 21 days +11 = 28 days
-
3.L
3.G
HRxMMGx12
3.L
HRxMMGx12
11.A.1
All
Salary
160 Units of Pay
$31,000
Salary
$89,650
1.16 Days per month
Q-200, Q-300, ERJ-145
$45.62
75
$41,058
$106.36
$95,724
1 = 7 days 1-5 =14 days 5-11 = 21 days 11+ = 28 days
2.5 H/M
up to 6%**
None
30.0%
-
3.M
3.D.1*
HRxMMGx12
3.M
HRxMMGx12
7.A.1
14.A.2
28.D.1
28
27.C
.94* or 1.56 H/M
Equal to other employees
None
Equal to other employees
6.B.1
20.B
-
20.A
B1900D, EMB-120
$42.40
75
$38,160
$57.51
$51,759
0-3 = 7 Days 4-5 = 14 Days +6 = 21 Days
-
3.A
3.C.1
HRxMMGx12
3.A
HRxMMGx12
5.A
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
Peninsula Airways Saab 340A, (Penisula) Saab 340B*
$44.00 $40.00
75
Ravn Alaska (Corvus Airlines & Hageland Aviation Services) Island Air (Moku)
B1900, DH-8
HRxMMGx12 $64.00
60
Q-400
Contract 2013 as amended *Line holder lines built to a minimum 80 hours, **First year is prorated.
Contract 2011 as amended *Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
Need contract *25% matching, **First year prorated
Contract 2011 as amended
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended *From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC Contract 2014 as amended
Need contract
-
Seaborne Airlines DHC-6-300 (Seaborne) S340
THE GRID
Percentage of health care Notes employee pays
$40.33
$12.72
Contract 2014 as amended
Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44 Contract 2016 as amended 27.B.1
Q-100, Q-300
ATR-42, C402, BN2
service for vacation accural, converted to years for comparison, first year is prorated;
$37,440
Need contract
HRxMMGx12 $117.00
HRxMMGx12 $61.88
*Based on profitability
Yes*
$84,240
2 Days Per Year
2%
< 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
80 ATR-72
$61.88
-
3.A
4.A.2
HRxMMGx12
3.A
HRxMMGx12
5.A
12.A.1
LOA 2
Aircraft Types
FO Top Out Pay (Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
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.
August 2017 | 59
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
60 | Aero Crew News
ATL AUG BFI BIL
Atlanta, GA ExpressJet Airlines Endeavor Air Augusta, ME Cape Air Seattle, WA Ameriflight, LLC Billings, MT Cape Air
BOI BOS BQN BUF
Boise, ID Horizon Air Boston, MA Peninsula Airways Cape Air Aguadilla, PR Ameriflight, LLC Buffalo, NY Ameriflight, LLC
STT STX
BUR CGI CLE CLT CMH
Burbank, CA Ameriflight, LLC Cape Girardeau, MO Cape Air Cleveland, OH ExpressJet Airlines Charlotte, NC PSA Airlines Columbus, OH Republic Airways
Back to Contents
THE GRID CVG Cincinnati, OH Ameriflight, LLC PSA Airlines DAY Dayton, OH PSA Airlines DCA Washington, DC Republic Airways 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
August 2017 | 61
THE GRID
Mainline Flight Attendants General Information Aircraft Types
American Airlines (American)
2 Digit Code
Pay During Training
AA
None
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319, MD82/83, E190
Hotel during new hire training
Per Diem
Number of FA's
Company Provided; Double Occupancy
Union
Average Reserve Time
Most Junior Base
Most Senior Base
Bases
Notes
BOS, CLT, DCA, DFW, LAX, LGA, MIA, ORD, PHL, PHX, RDU, SFO, STL
APFA
Contract 2014, As Amended Allegiant Air (Allegiant)
B757, MD-80, A319, A3220
G4
No hourly wage, $24/day perdiem
DoubleTree or Holiday Inn Express
$24/day ($1/hour)
1,000
TWU*
N/A**
N/A
Most Junior Base
Most Senior Base
May/2016 Total Flight Attendants
*(currently in contract negotiations) **F/A candidates are allowed to give BLI, FLL, HNL, preference of base during interview IWA, LAS, OAK, process. We do out best to PGD, PIE, SFB accommodate those requests, but cannot always place candidates at their first preference.
1,000
Aircraft Types
2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem
Number of FA's
Union
Average Reserve Time
Bases
Notes
Contractual Work Rules Min Days off (Line/Reserve)
Pay Protection
10
Partial
American Airlines (American) Allegiant Air (Allegiant)
11*
Scheduled or better greater of the two values.
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty 15 Dom 18 Int
Max Scheduled Duty
Min Day Credit
Min Trip Credit
5
10-15
Incentive Pay
0
0
Each FA crew will receive 8% commission based on gross sales. An augmented crew will receive 10%.
Min Day Credit
Min Trip Credit
Incentive Pay
Downtown Hotel
Downtown Hotel
Deadhead Pay
Open time pay
Uniform Reimbursement
100%
100%
No
$20/hour for scheduled DH time
Value of Trip
Initially uniforms are provided by the Company. Upon completion of the first year, crews will receive an annual allowance.
Deadhead Pay
Open time pay
Uniform Reimbursement
Job Shares Available
Jetway Trades
Notes
*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).
Job Shares Available
Jetway Trades
Notes
Additional Compensation Details Aircraft Types
FA Starting Pay
American Airlines (American)
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
70
401(K) Matching (%)
401(K) DC
None
Yes*
401(K) Matching (%)
401(K) DC
Percentage of health care Notes employee pays Varies
*Based on age
Allegiant Air (Allegiant)
Aircraft Types
FA Starting Pay
62 | Aero Crew News
MMG
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
Percentage of health care Notes employee pays
Back to Contents
THE GRID
Regional Flight Attendants General Information Aircraft Types
ExpressJet (LXJT) (Accey)
EMB-145XR EMB-145 EMB-135
2 Digit Code
Sign on Bonus
EV
Pay During Training
None
Hotel during new hire training
Per Diem
Dual Occupancy Paid for by company*
None
$1.70
Do Number of Business Flight For Attendants
Union
Average Most Junior Base Reserve Time
Most Senior Base
Bases
Notes
*If FA lives 25 miles or more away from traning center, **AA flying out of EWR, IAH, ORD, DFW CLE, DFW**
United American
IAM
Delta American
AFA
7.D ExpressJet (LASA) (Accey)
CRJ-200 CRJ-700 CRJ-900
EV
None
Dual Occupancy Paid for by company
None
$1.60
5.E PSA Airlines (Bluestreak)
6.C Total
CRJ-200 CRJ-700 CRJ-900
OH
None
Yes
1.80 / hour effective 11-116
Yes
AA
900
Aircraft Types
ExpressJet (LASA) (Accey)
PSA Airlines (Bluestreak)
2 Digit Code
Sign on Bonus
Hotel during new hire training
Pay Protection
Max Scheduled Duty
Min Day Credit
12/10 or 11
Yes
13.5
1:04
5.A.4
4.N
7.B.7
8- 12 months
CVG
CLT, CVG, DAY, TYS
CLT-DAY
Contractual Work Rules
Average Most Junior Reserve Time Base
Most Senior Base
Jetway Trades
Holiday Pay $5.00 per hour
Yes
50%
100% or 150%*
Initial paid by FA 75 Points Per Year**
Yes
Yes
4.S
4.Q
7.A.2
LOA
4.V
14
Holiday Pay 150%
No
100%
100%
Initial paid by FA $200 Per Year
5.O
6.A
5.D.1
5.L
18
yes
above guaranee
Initial new hire NO / $250 annual uniform allowance
N/A
Deadhead Pay
Open Time Pay
Uniform Reimbursement
Job Shares Available
5.C.1
10
Yes for cancellations
$14
N/A
N/A
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled Duty
Min Day Credit
Min Trip Credit
150% Yes Thanksgiving In some cities and Christmas
Incentive Pay
Downtown Hotel
Base Pay
FA Top Out Pay
Base Pay
No. of Vacation weeks & accrual
80
$18,240
$38.00
$36,480
4.A
HRxMMGx12
4.A
HRxMMGx12
8.B.2
401(K) DC
5 Hours Per Month
>5 Yrs 4% 5-10 Yrs 5% 10+ Yrs 6%
>5 Yrs 1.5% 5-10 Yrs 1.75% 10-15 Yrs 2% 15-20 Yrs 2.5% 20-25 Yrs 3% 25+ Yrs 3.5%
9.A
22.E
22.E
1 Yr 20% of 6% 2 Yr 30% of 6% 3 Yr 40% of 6% 4 Yr 50% of 6% 7 Yr 75% of 6% 8 Yr 75% of 8%
None
0%
23
75
$16,542
$37.31
$33,579
1-6 Yrs 14 Days 7-15 Yrs 21 Days 16-19 Yrs 28 Days 20+ Yrs 35 Days
3.75 Hours Per Month
-
5.A
5.B
HRxMMGx12
5.A
HRxMMGx12
12.A.2
13.A.1
24.B
24
+1 yr - 1 wk +2 yrs - 2 wks +7 years - 3 wks +14 years - 4 wks
3.0 / Month
+6 Months - up to 2% +5 years - up to 3% +15 years- up to 3.5%
N/A
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%)
401(K) DC
-
Aircraft Types
$31.03
HRxMMGx12
FA Starting Pay
MMG
Base Pay
$26,810
Notes
Percentage of health care Notes employee pays
401(K) Matching (%)
$18.38
$15,457
Jetway Trades
Sick Time Accrual
CRJ-200 CRJ-700 CRJ-900
PSA Airlines (Bluestreak)
*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,
* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty
Additional Compensation Details 1-4 Yrs 7 Days 5-9 Yrs 14 Days 10-17 Yrs 21 Days 18-24 Yrs 28 Days 25-29 Yrs 35 Days 30+ Yrs 37 Days
72
Notes
Job Shares Available
9.B.3
$17.89
Notes
Uniform Reimbursement
7.R.2
CRJs
Bases
Open Time Pay
7.D.2
$19.00
Union
Deadhead Pay
14
EMB145XR, EMB-145, EMB-135
Number of Flight Attendants
Downtown Hotel
Yes
MMG
Number of FAs
Incentive Pay
10
FA Starting Pay
Per Diem
Min Trip Credit
3:45 or 1:2* 1:1**
ExpressJet (LASA) (Accey)
Pay During Training
Min Days off (Line/Reserve)
Aircraft Types ExpressJet (LXJT (Accey)
AFA
900
Total Flight Attendants
ExpressJet (LXJT) (Accey)
ATL, DFW, DTW
HRxMMGx12
FA Top Out Pay
Base Pay
Percentage of Notes health care employee pays
August 2017 | 63
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