Aero Crew News, September 2018

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

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Also Featuring: Letter from the Publisher

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Aviator Bulletins Tools of the Trade Work Life Balance

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Legacy, Major, Cargo & International Airlines

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September 2018 | 5

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

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

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Dear readers, Dear Aero Crew News, September 11, 2001, is a day none of us could ever forget. Like everyone, I can tell you exactly where I was and what I was doing when I first heard the news. All were glued to televisions, confused and scared by what was unfolding before our eyes. That day is embedded in my memory as if it were yesterday. I think those of us in aviation may have experienced another layer of fear and loss that binds us still.

That was the day my first son went home from the hospital after his birth. It was the first day of a new job so I wasn’t home for my family. I remember feeling incredibly afraid for my new son, worried for his future and trepidatious about what would happen in the coming days and weeks. My little world was changing and now, the whole world seemed to collapse like those towers. My heart had a wound like the Pentagon and my mood was a bleak as the blackened earth where the third jet crashed.

Out of the smoke and ashes of our tragedy, the people of this country rose up and spoke out against the people who attacked our country and their ideology. We came together as one nation. We could use another dose of unity today ¬– without the tragedy.

We all said we would never forget. This is me never forgetting.

Fly Safely,

Craig D. Pieper 8 | Aero Crew News

About the Publisher Craig Pieper is the Publisher and Founder of Aero Crew News.

Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from EmbryRiddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 7,000 hours of flying time since his introductory flight on November 14th, 1992.

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August 2018 Last month you’ll find compelling articles that offer some genuine help for your career. Pilot Perspectives provides insights into how you can transform yourself into a better pilot candidate. In a piece by Tracy DuCharme, consider your options for commuting or living at base.

There is also a helpful tool and a resource for seeking help for depression in Pilot Fitness. For inspiration, read Wings for Val and ISA+21, both of which indicate what some encouraging people are doing to propel our profession and the sources of their inspiration.

Aero Crew News is always looking for ideas. What would you like to see between our covers? Send email to info@ aerocrewnews.com. And, if you need a fun game to pass the time whether on a ground-hold or traveling with your kids, make up “airplane songs” based on lyrics of real songs. Let’s hope none of us suffers “Eight Delays a Week” (reference The Beatles, “Eight Days a Week”). Get it?

CREDITS Publisher / Founder Craig Pieper Aero Crew Solutions, CEO Scott Rehn Editor Deborah Bandy Photo Editor Melody Hood Layout Design Charlotte Dameron Additional Contributors Brandon Jimenez, Glenn Novella, Mike Davis, Meredith Edwards, Joseph Schmidt, Tracy DuCharme Aviator Bulletins Provided by the companies listed Photographs By Melody Hood Additional photographs as noted.

Grid Updates By Brandon Pieper GridUpdates@AeroCrewNews.com Social Media Marketing By Modern Aviation Marketing & Public Relations ModernAviationMarketing.com

© 2018 Aero Crew News, All Rights Reserved.

September 2018 | 9

AVIATOR BULLETINS

The Most Exciting Job And No Office Required “I didn’t want a 9 to 5 job. I wanted to do something hands-on and challenging for a living, so I thought why not become a pilot,” says Sadaf Imani, a 22-yearold graduate from the University of Oklahoma and now a pilot at Envoy’s Cadet Program. She considers this job to be one of the most exciting and rewarding in the world that also doesn’t require an office. Her office is in the skies.

10 | Aero Crew News

Images courtesy of Envoy

The younger of two sisters, Sadaf is from Iran. She and her family immigrated to the United States in 2007 when they set foot in California. She didn’t speak English, and she was just 11 years old. It was a difficult time for her: new country, new school, new friends, new language and new culture. All the changes came at the same time, but she now realizes that “those circumstances helped me become who I am today.”

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Becoming a pilot didn’t happen by chance. “My dad always wanted to become a pilot himself, as well as my grandfather. I think somehow that desire was passed on to me, but they never pressured me to do this. I was always fascinated by airplanes,” says Sadaf. “My father is excited and proud. He is vicariously living through my experiences.”

While in college, Sadaf participated in an internship program at American Airlines. She loved it. She was able to see the pilot world first-hand, meet new people and fall in love with the profession that she’s about to launch for herself. She is currently an Envoy employee working as a flight instructor at the University of Oklahoma Aviation Department building flight hours. “I’m a check instructor and a professor in the skies,” says a proud Imani.

Out of the available Cadet Programs, Sadaf chose Envoy. “The training program is great, and I know a lot of pilots that I met during my internship that had come from Envoy to American.

Their advice and words of encouragement validated my decision to apply to Envoy.”

The future for Sadaf is sky clear. Once she completes her hours, she’ll start flying for Envoy and eventually fly for American one day. Who knows, she may share the cockpit with one of those pilots who were an example to her while she was a part of the internship program.

If you’re interested in following Sadaf’s footsteps and want more information on the Cadet Program and application requirements visit envoyair.com/ cadet or contact Envoy Pilot Recruitment at 972-3745607 or envoypilotrecruitment@aa.com. ACN

September 2018 | 11

AVIATOR BULLETINS

PSA Airlines Debuts New Video Highlighting Culture

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Images courtesy of PSA Airlines

SA Airlines has launched a new video focused on values of dreams and finding your passion that showcases the company’s culture and the type of people they look to join the fastest growing regional airline in the country.

The PSA Way is reflected in core values that live and celebrate the PSA way of life.

“Dreams have a funny way of working out in ways you least expect. When you combine hard work, respect and focus, dreams come together. Dreams: it’s funny how they work.

They are even better when they become a reality at PSA Airlines.”

• Staying focused on our Imperatives.

PSA’s culture is a reflection of a set of values called “The PSA Way” – which is an integral part of defining who PSA is, why they do what they do and what type of talent they want working for their airline. The airline’s new culture video highlights a diverse set of PSA team members, including pilots, flight attendants, mechanics and support staff living the PSA Way – chipping in to get the job done and supporting one another at every step.

• Taking pride in our Professional Excellence and holding ourselves and others accountable.

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• Being safe and reliable. Safety is our number one priority all day, every day.

• Expecting and respecting our differences. Respect is the basis for all our relationships.

• Being Prepared. Be forward-thinking and focus on solutions.

PSA’s goal isn’t to only build a company that is successful today, but will continue to flourish well into the future. This culture – one that is focused on hard work, focus and respect – is at the core of delivering on that success. ACN https://youtu.be/3OtFsTmwEZk.

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ExpressJet’s expanded United flying takes off in October

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xpressJet will launch its expanded United Express flying in October. In July, the airline announced that United Airlines had signed on for 20 CRJ200s, in addition to its fleet of more than 100 ERJ145s.

The first four CRJs will enter service in early October, followed by another four aircraft in late October. The fleet will continue increasing until all 20 CRJs are in service by early 2019.

ExpressJet’s CRJ flying will be based out of ORD, with some routings also taking the fleet through IAD. The airline will support the CRJ fleet at its ORD, CLE, RIC and TYS maintenance locations.

The addition of the CRJ to ExpressJet’s United Express fleet supports the airline’s strategy to strengthen its long-time partnership with United. In addition, ExpressJet pilots enjoy a direct path to United through the Pilot Career Path Program (CPP). The United CPP guarantees eligible ExpressJet pilots participation in United’s hiring process and, once accepted into the program, the expectation that they will become a United pilot. Through the program, United has committed to hiring a sizable portion of its new-hire pilots directly from ExpressJet. ACN

September 2018 | 13

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September 2018 | 15

I’ve lost My iPad W r i t t e n B y: M i k e D av i s

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don’t know about you, but I spend an inordinate amount of my time keeping track of both my iPad and iPhone. With most of the U.S. carriers using iPads for the pilot electronic flight bag, (EFB) the chances of one of us having our company iPad lost or stolen is very high. (In this article, the terms iPad and EFB are synonymous for company-issued devices.)

Procedures for lost/stolen company EFB’s vary slightly from company to company, so I’m going to cover a few common-sense suggestions for you to follow if you carry a company iPad and suddenly discover that it is missing.

First, if you suspect your EFB has been lost, stolen or simply misplaced, it’s important that you take action right away. Do you remember the little lock symbol from your last ground school or computer learning? It’s usually accompanied by a statement similar to this:

16 | Aero Crew News

“This device contains Sensitive Security Information that is controlled under 49 CFR. Unauthorized release may result in civil penalty or other action.”

The FAA, TSA, and your airline are serious about the information that is stored on your EFB, and you should take immediate steps to ensure that information isn’t distributed to those who do not have a “need to know.” Immediately, call your IT department and/or chief pilot. Unfortunately, they probably have an abundance of information on this topic because they deal with it every day. If you feel the iPad was stolen, obtain a police report. If you lost the iPad, contact airport lost-and-found. Another idea is to call the airline manager for that airport and kindly ask that he/she keep an eye open for your iPad. (One tip: After having lost my iPad, I learned how important it is that the iPad be easily identified. I applied a big yellow LOGBOOK sticker on mine.) In most cases, after contacting your chief pilot and/or IT department, company information will be wiped from the device, but that’s not the end of the story.

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Many of us, unless prohibited by the airline, keep personal applications and data on our company owned iPad. If you have your own data on the EFB, there are several steps you can take to make sure your data does not fall into malicious hands. If you own an iPhone, or if you have another colleague’s iPad available, try the Find My iPhone app. You’ll need your Apple ID and password, but once the application launches, you should be able to locate your EFB (if it is online). If you just left it in the crew room or at Starbucks, you should be able to retrieve it quickly and easily. On the other hand, if you see your iPad icon moving quickly down the interstate or being dropped at a mall, more drastic actions will be needed to protect your data.

Apple’s “Find My iPhone” comes with three options when you lose your iPad. Of note, it works equally well if you use an iPhone.

Play Sound: If you think you’ve lost your EFB, give it a shot and click on the Play Sound button. This will cause your iPad to issue a ringing gong-like sound. Hopefully, if it’s fallen behind your first-class seat during a deadhead, someone will hear it and rescue your device. Long shot? Yes, but worth a try. (Oh, and the first-class seat reference was humor.)

Lost Mode: Entering Lost Mode does four things: 1. Locks your device with a passcode so no one can access your data. (Most airlines require that it always be protected with a code.)

2. A message will be displayed on your device’s screen providing contact information to whomever may have it.

3. The EFB will not show alerts or play notification sounds for calls, messages, etc.

4. Most importantly, your Apple Pay cards will be suspended.

Erase iPhone: When all else fails, you’re ready for the nuclear option. Using Erase iPad/iPhone will erase all your data the next time the EFB is opened and connects to either Wi-Fi or a cellular network. The iPad is returned to factory default. If you do get your iPad returned it is simple to restore it from your Cloud backup. Having backup turned on will ensure you recover your data.

In my case, my iPad was turned into IAD lost-and-found, and I was able to retrieve it. By that time, my company had erased all company material, and I had used the erase option in Find My iPhone. The good news is that it only took a couple of hours to restore everything to working order. My next action was to order a bright red cover to make it easy to spot my EFB. ACN

About the Author Mike Davis is a Captain/Check Airman for a major international airline based in Charlotte, NC. Read More...

September 2018 | 17

UNITED AIRLINES

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F t l™

PERSPECTIVES

Travel Tools of the Trade Leisure travel opportunities for airline employees W r i t t e n B y: J o s e p h S c h m i d t

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nevitably, when anyone asks what I do for a living, their reaction to my response is always something along the lines of, “Wow, that’s so great! It must be so thrilling to travel the world!” Being an airline employee certainly has its perks, but only if you use them. A pilot’s schedule can be quite exhausting at times, typically traveling between different cities, states, time zones, and even continents – all in just a few days. For many pilots, the last thing they will want to do, when they finally obtain their precious time off, is willingly step aboard an aircraft headed somewhere other than home. Call me crazy, but that definitely does not describe me.

I’ve had the unbelievable privilege to not only have the resources to travel on my time off, but the opportunity to do so with relative ease, without breaking the bank.

As each airline has its own set of rules and policies associated with employee pass travel, or “non-revenue travel,” it can be quite confusing to understand the nuances and really take advantage of the various tools available. In this article, I’ll discuss a few of the differences between what is available to you as an airline

20 | Aero Crew News

employee here in the United States, and also how that experience may differ for crewmembers – pilots and flight attendants.

In general, it is always better to travel “on your own metal,” meaning on your own airline! Every flight has an associated “standby list,” which is always ranked in one way or another. Revenue passengers, or paying customers, are always on the top of the list. There are myriad reasons why a paying passenger may be attempting to fly standby on a particular flight, but for this article, I’ll stick to the non-rev experience. After all the revenue standby passengers have been accommodated, if seats still remain available, they are generally awarded to pass riders in seniority order – to whomever has worked at the company the longest. An example: A flight from JFK to LAX has three seats available, but four employees are on the standby list. The employee who has been with the company the longest would be first on the standby list, as ranked by “date of hire.” The gate agent would then award the seats in this order, theoretically leaving the last person on the list at the gate, without a seat.

To my knowledge, this is true for most of the larger airlines BACK TO CONTENTS

in the U.S., with the exception of American Airlines and JetBlue Airways. These airlines use a system based on time of check-in, not to length of time working at the company. To obtain the highest priority on the list, an employee would check-in exactly 24 hours prior to departure time. This electronic record is then kept and updated each time a new standby traveler checks-in. This can be a significant advantage for newer employees who have the same chance of getting a seat as someone who has been with the company for 40 years, provided the newer employee checked-in earlier than the employee with longer tenure. Now, to complicate matters further, some airlines give their employees an annual fixed number of “vacation passes,” or passes that award the employee with a higher priority for that flight. Clear as mud? We’re not done yet!

Flying on your own airline has significant advantages, aside from priority. In almost all cases, airline employees can travel with their own airline domestically for free, and on international flights, only having to pay the taxes. In January 2017, I flew round-trip from Atlanta to Johannesburg, South Africa nonstop, for a total of $55.

Quite the deal wouldn’t you say? Especially since the flight back to the U.S. was in first class!

After all “company” standby travelers have been accommodated, the remaining seats will go to passengers who are flying under a “ZED fare,” another tool airline employees have to get to where they need to go. ZED, for “zonal employee discount,” fares are standby tickets issued to airline employees for a flight that is not affiliated with the company for which the traveler works.

Another type of reduced fare employee standby travel is “ID90” which, in theory, gives employees a 90% discount on the fare for that route. These types of arrangements vary greatly from airline to airline, but can be extremely useful for traveling the world. Let’s say your intended final destination is in a city that is not served by your airline. With ZED fares, you are not out of luck! You can simply fly standby (at a very low priority) on another airline that flies to your destination. However, as I said before, it is always better to travel “on your own metal.”

As fantastic as ZED fares can be, very full flights and long standby lists will mean your chances of getting a seat can be extremely low, but the discount you receive can greatly make up for the self-induced stress of flying on a ZED fare.

When all else fails, if you are a pilot or flight attendant (and in some cases, a dispatcher), you have the special privilege of using “jumpseat,” agreements. Again, like

ZED or ID90 fares, these types of arrangements can vary greatly from airline to airline, and international flights can introduce new rules and policies as well. I’ll focus on the pilot side of things, as that is my area of expertise.

Large transport aircraft generally have a minimum of 1 observation seat, also known as the “flight deck jumpseat.” While the flight deck jumpseat(s), is designed for training and examining, purposes, I’d argue that it is primarily used by pilots either going to and from work, or for those who are just trying to hitch a ride, off-duty, when there are no other seats available on the aircraft.

In the U.S., in order to sit in a flight deck jumpseat, the pilot must have his or her information in an electronic database called “CASS,” or Cockpit Access Security System. These new policies were introduced following the attacks of September 11 to increase overall security in the flight decks of airliners. Just like the standby list for seats in the passenger cabin, the flight deck jumpseat can also have a priority order if there is more than one pilot requesting access for a particular flight. The rules for priority for the jumpseat can greatly vary from airline to airline, similar to the priority for seats in the cabin.

But as a general rule, a pilot employed by the company operating the flight will have a higher priority than one from another airline attempting to hitch a ride. This is also the case when discussing the rather complicated world of the U.S. regional airline system, where many different airlines operate and do business under “express,” or “connection,” brands.

With all these tools available to you, how could you not want to explore every nook and cranny of the world?

Successfully flying standby sure can be a daunting task. It’s a bit like playing the lottery. You have to be lucky, especially if you are trying to fly with friends or family, but it can be incredibly worthwhile. Since January 2016, I’ve had the incredible honor to visit 15 different countries, and countless cities, all for less than the cost of a single ticket to Europe! Wherever your journeys take you, I wish you great success and many fun memories.

ACN

About the Author Joseph Scmidt is a First Officer at Republic Airline, flying the Embraer 170/175. Read More...

September 2018 | 21

AVIATION RELOCATION

Wildfires In California Make Insurance Harder To Get W r i t t e n B y: T r a c y D u C h a r m e

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ildfires are blazing throughout the state of California, with more than 10,000 people under mandatory evacuation as their homes remain under threat. But, as firefighters work on the containment of at least 11 wildfires that continue to burn throughout the state, the California Department of Insurance is already warning homeowners about the insurance headaches they will likely face, even for those whose homes weren’t affected in the latest fires. The increasing number and severity of wildfires will likely make it more difficult for homeowners in the state to find and hold on to insurance, the California Department of Insurance warns.

22 | Aero Crew News

California Insurance Commissioner, David Jones, told the Associated Press that more insurance companies may choose not to renew policies, or may stop writing homeowners policies in areas with the highest fire risk. He also says homeowners in the state should be prepared to face rate increases. Also, some portions of the state may be reclassified from safe to high-risk for wildfires that could raise costs for homeowners in those areas.

In 24 California counties with the highest fire risk, the number of non-renewals from homeowners insurance rose 15 percent from 2015 to 2016, according to the Department of Insurance. In 2016, insurers dropped more

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than 10,000 policies in those high-risk counties. For homeowners who are dropped, they’ll likely pay more and go through nontraditional channels, such as surplus lines or California’s FAIR plan, which often provides only basic coverage.

“More and more homeowners who cannot afford insurance may decide to go uninsured, risking their life savings and ultimately seeking relief from federal and state governments,” warns a Department of Insurance report.

Wildfires were blamed for causing about $12 billion in insurance claims last year, the highest ever on record.

This year, that number will likely be higher, state officials caution.

An estimated 3.6 million homes in California are located in a “wildfire urban interface,” one million of which are categorized “high” or “very high” for risk of fire. This has

caused many Californians to examine the benefits of moving out of the state. There are many cities commutable to California airports that offer lower taxes, more affordable housing and reasonable homeowners insurance.

Aviation Relocation offers a loan program specifically designed for pilots and other aviation professionals which allows you to apply for the loan based on estimated future income. You are able to buy your new home up to 90 days prior to your contracted future pay increase.

We have affiliates in all 50 states to assist you with your home buying and selling processes. ACN

About the Author Tracy DuCharme is the wife of a pilot and owner and designer of Aviation Relocation International. Read More...

September 2018 | 23

MONEY

Know the Limits of your 401(k) W r i t t e n B y: G l e n n N e v o l a

A

fter the airlines terminated their traditional pensions, the unions were able to negotiate increased contributions into pilots’ 401(k) plans. The highest contributions by any airline company are currently at 16%, which is extremely high. Ask those working in the private sector what their company contributes and you’ll learn that most top out at 6%, which only applies if the employee contributes. Due to the higher funding by the airlines into 401(k) plans, there is a chance you could reach the combined annual limit, (your contribution plus your company’s contribution) called the 415c limit of $55,000, or $61,000 if you are aged 50 or older. Obviously, the more years you have to work and your ability to reach these higher limits will mean a significantly higher potential value of your account upon retirement.

24 | Aero Crew News

There are three limits you should understand with reference to your 401(k). They are the employee limit, the overall limit (415c limit) and the compensation limit (401a17 limit). The limit values for 2018 are:

Employee – $18,500 below age 50, $24,500 age 50 and older

Overall 415c limit – $55,000 below age 50, $61,000 age 50 and older

Compensation 410a17 limit – $275,000

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The employee limit is pretty straightforward. You choose a percentage of your salary, either pre-tax or Roth1, and your company deducts this monthly for deposit into your 401(k) account. If you’d like to reach the maximum, divide the employee limit by your annual salary to arrive at a percentage.

The overall 415c limit is a combination of employee and employer contributions and cannot exceed the values above. The more salary you make, the higher the company contribution is, resulting in a higher amount flowing into your account from this source. The “breakeven” salary is about $229,000 per year. Meaning, if you make this salary and contribute the maximum from the employee side, the math works out that in December, you’d reach the 415c limit if your company contributes 16%.

The compensation 401a17 limit means that the IRS will not allow additional company contributions into your 401(k) once you reach this compensation level. The employee may still contribute from their side, however.

Understand that these numbers are maximums and you will likely need to be at one of the major airlines for a

while before you can hit them. But this could be your future should you find yourself at an airline continuing up the salary ladder.

If you would like more information or may be interested in tailored financial planning, Flight Line Financial is a firm founded and directed by an airline captain who is a financial advisor. It specializes in retirement planning for airline pilots, providing services at a low, flat annual fee of $500. I invite you to browse the website, flightlinefinancial.com, and to contact Glenn Nevola, 1-844-FLIGHTLINE (1-844-354-4485).

1With a Roth account, you pay the taxes upfront so you can withdraw tax-free during retirement. ACN

About the Author Glenn Nevola is an airline captain

and financial advisor specializing in providing financial assistance to fellow airline pilots in their pre and post retirement planning. Read More...

September 2018 | 25

Great salary.

Priceless experience.

Join a crew recognized industry-wide for our hands-on flying and aeronautic decision-making skills. Pilots at all stages of their careers experience interesting and beautiful places, and enjoy benefits like these: • First-year captains currently average $79K • Employee Stock Ownership Program • Matching 401K • Health and dental insurance • Paid leave, holidays and volunteer time • KCM, CASS and family pass benefits • Relocation and uniform allowances • FAA medical reimbursement • Long and short-term disability • Start and end in your base every night (except Montana)

capeairpilots.com

pilotjobs@capeair.com

You’re one step closer to your dream job.

Enjoy a direct path to the friendly skies through our United Airlines Pilot Career Path Program.

Learn more at expressjet.com/cpp

FITNESS

Reduce Chronic Back Pain How to Improve Core Stabilization

Writ ten B y: L auren Dil s

A

s flight crew members, the more tenure in our profession we accumulate, the more perspective we gain. One unescapable realization we come to is the health consequences of long term sitting. Recent scientific data suggests that sedentary lifestyles have similar deleterious effects as smoking. The cumulative effects of sitting can wreak havoc on our backs, create muscle imbalances and affect the entire musculoskeletal system/kinetic chain (the combination of the nervous, muscular, and skeletal systems).

If your muscles are not working together properly, dysfunction will show in your movement patterns.

This can lead to injury and/or pain simply from daily movements which may lead to tissue overload causing damage when performing exercises. For example, individuals suffering from chronic low back pain, often do not activate core muscles properly or to the extent they should, and therefor do not have proper stabilization endurance. If traditional core and low back exercises are

28 | Aero Crew News

performed without stabilization muscles being activated, the movements will most likely lead to injury.

Strengthening intrinsic core muscles (ISS – Intrinsic Stabilization Subsystem) through sustained contractions improves muscle activation (intramuscular coordination) and in turn helps stabilize the Limbo Pelvic Hip Complex, often helping to relieve the spine of the forces placed on it during movement. What this means for you is the ability to maintain an exercise routine without being sidelined by injuries, which create roadblocks to maintaining or improving your fitness.

Check out these three simple flexibility and strength exercises that can be done every day this week and make a world of difference! These movements can be done in the comfort of your hotel room or in any gym. Refer to the videos below.

BACK TO CONTENTS

1. Draw-In Maneuver: -Start on all fours with your knees under your hips and your hands under your shoulders.

-Maintaining a neutral spine (no arching or dipping of the back) Draw your belly button toward your spine.

-Hold for 6-20+ seconds. Relax for 10 seconds and repeat.

-Keep in mind that this exercise involves little or no movement through the spine and pelvis. If you feel your spine arching or rounding, reassess your form. (See it done expertly here: https://youtu.be/pqt1NcbH-GA)

2. Hip Flexor Stretch: Kneeling: -Kneel on one knee and put one foot on the floor in front of you with both knees bent at 90°.

-Pull your belly button toward your spine as you rotate your pelvis back (posteriorly) and squeeze your butt on the side being stretched (knee on ground).

-Maintain that pelvis position and buttock squeeze as you move your body forward until you feel a stretch and maintain this position.

-To take the stretch deeper raise your arm, rotate your torso slightly outward and side bend slightly, bringing you into more of a posterior tilt.

-Hold 20-30 seconds or up to one minute, then switch sides and repeat.

Standing:

-To take the stretch deeper, raise your arm on the same side as your back leg, rotate your torso slightly outward and side bend slightly bringing you into more of a posterior tilt.

-Hold 20- 30 seconds or up to one minute then switch sides and repeat. (See both kneeling and standing hip flexor stretches here: https://youtu.be/7qEmHgibCFk )

3. Bridge -Lie face-up on the floor with your knees bent and feet flat on the ground. Toes should be shoulder width apart and pointing straight ahead.

-Arms to your side with palms down.

-Pull your belly button to your spine and activate your glutes by squeezing your butt.

-Lift your pelvis off the ground until your body is makes one line from knees through hips to shoulders. Do not go too far leading to an arched/hyper-extended back.

-Slowly lower your pelvis to the floor while keeping your glutes engaged.

-Repeat for a total of 12-20 repetitions.

-Rest and repeat 1- 3 more times as your strength increases and/or you are better able to engage glutes.

(See the exercise here: https://youtu.be/3c0jtmKoIs4 ) Challenge yourself this week and see if you notice the difference. And remember, it takes time for a behavior to become a habit. Work to increase your core stabilization until it becomes a habit and you will recognize and appreciate the rewards. ACN

-Step forward/back so you are in a split stance. Bend forward leg slightly.

-Pull your belly button toward your spine as you rotate your pelvis back (posteriorly) and squeeze your butt on the side being stretched.

About the Author

-Maintain that pelvis position and keep the buttock squeeze as you move your body forward until you feel a stretch and maintain this position.

Joshua & Lauren Dils Together, they bring over 20 years of travel and fitness experience to provide you professional guidance to stay fit to fly. Read More...

September 2018 | 29

CONTRACT TALKS

Does Your Pilot Contract Offer You A Reasonable Quality Of Life?

W r i t t e n B y: B r a n d o n J i m e n e z

Y

ou’ve just accepted your sign-on bonus offer with your new airline and now you’re ready to begin the primary stages of ground school.

After ground school, the Airline Pilots Association (ALPA) arrives for a visit to communicate about the contract, treats the fresh new hires to lunch, and your feel your life is good. Isn’t it?

The terms of your contract impact your quality of life now that your with your new airline. While airlines need to take care of their profits, they also need to take care of their pilot group. And we have various unions (e.g.

ALPA, Teamsters, etc.) to make certain the pilot group is

30 | Aero Crew News

treated in a satisfactory manner. You might wonder what is the meaning of “quality of life.” It is simply defined as how your life is while you are at work and while you’re not at work. It includes your standards of health, comfort, safety and happiness.

Make sure your contract covers you in all areas of life, from commuting to work, jury duty, to death in the family.

For example, if you don’t live in base, you are a “commuter.” Sounds exhilarating, but at times commuting can be hard. Imagine working a four-day trip and coming back to base, where there are no flights that depart until the next day. Such is the life of a commuter. Most U.S. regional airlines afford numerous ways to help

BACK TO CONTENTS

commuter pilots by providing hotel rooms for them while not on the clock. Terms will vary from airline to airline.

One airline offers a commuting pilot four paid hotel rooms per month, preceding or following a trip. This way, a pilot doesn’t have to live in base nor pay for that many hotel rooms from their own personal piggy bank.

Look at this scenario: You’ve completed your trip, come home and all you want to do is unwind. Going through your mail you discover that you have received a letter to report for jury duty. Yes! Jury duty! Your contract can protect your pay in this circumstance. One airline’s contract offers no reduction to a pilot’s pay for the first 14 days of jury duty. Thereafter, a pilot’s minimum monthly guarantee should not be reduced as a result of jury duty.

This can help counterbalance expenses while receiving minimal income from jury duty. Another airline’s contract offers pilots who are required to serve jury duty to be credited a prorated guarantee based on the amount of scheduled work days in the month for each day the pilot is actively on jury duty, subtracting any money received for performing juror duties. This helps offset income that could be potentially lost while you serve the community in this capacity.

While death is part of life, it can be devasting if the lost one is close to you. Your contract can protect you in these unanticipated occurrences too. It’s called bereave-

ment leave. Bereavement leave is time off due to the death of a family member, usually an immediate family member (i.e., spouse, child, parent, parent-in-law, sibling, grandparent, grandparent-in-law, and domestic partner). Airline contracts offer protection to your paycheck should this occur. One airline offers bereavement leave absences of three consecutive days while the pilot’s minimum monthly guarantee may not be reduced. This protects your pay when life’s unforeseen and shattering events transpire.

When choosing an airline don’t just consider pay. Also investigate the quality of life issues provided whether on the road and at home. Unanticipated events in life will arise. Think of Murphy’s Law: “If something can go wrong, it will” and usually at the worst possible time.

Make sure your contract protects you in these situations.

And always have cash in an emergency fund to carry you for three to six months. Life happens. ACN

About the Author Brandon Jimenez is a Mercer County Community College graduate, having received his Associate of Arts in Political and Legal Studies. Read More...

September 2018 | 31

FEATURE

Small Company, Huge Impact W r i t t e n B y: M e r e d i t h E d wa r d s P h o t o s b y: E t h a n K a m i n s k y

32 | Aero Crew News

BACK TO CONTENTS

D

enise Wilson, President and CEO of corporate airline Desert Jet, is notably accomplished. Twelve years ago, she founded Desert Jet, and since then, has seen booming returns on what started as a love for flying and aviation. In her teens, Denise worked summers with her mother at the Boeing factory in Everett, Washington. Her mother was among the first female engineers for Boeing who worked on many projects, including the B-2 Bomber. Denise began her journey into aviation working in the blueprint room and she was fascinated by the industry. She appreciated how all the pieces came together to form the world of aviation and its aircraft. After a trip to the Air and Space Museum in Seattle, Denise decided to pursue flying, so her mother purchased Microsoft Flight Simulator for their new home computer. Hours were spent learning the basics, and a few months later, while driving by Cable Airport, Denise noticed a sign offering demo flights for a mere $25. She began to fly as a hobby and since then has spread her wings to include a continually growing company, one that receives accolades and boasts a wonderful team of executives and staff, while she enjoys the satisfaction of helping other entrepreneurs achieve their own dreams.

September 2018 | 33

What inspired you to lean towards corporate airlines, as opposed to other aviation career options?

My first flying job, after becoming a flight instructor, was working for American Eagle. My fellow flight instructors only knew domestic airlines, so the world of corporate flying seemed kind of foreign at the time. No one in my circle knew much about business aviation, and I stumbled upon it mostly by accident after 9/11. I was furloughed from the airline where I was then employed, and I got a job flying a jet for a small company near the city where I lived.

I loved it. It was such a different feeling, flying for someone with whom I had developed a relationship.

I liked my previous flying jobs, but in this, there was no barrier between me and the passengers or the flight attendants. We could all be there together, and, in a way, it was like a family. I wanted to have a direct connection with my passengers.

How hard has it been as a woman in your position? What are some specific challenges that you’ve faced, if any?

I’ve actually been really fortunate in my career. By the time I got into flying, which was in 1997, so many women had helped pave the way for me to come into this business. At that time, five percent of pilots were women, and though now it’s only six percent, we are working to help raise that number every day. Generally, I had it pretty easy. There have been slight road bumps, but nothing has really ever prevented me from achieving my goals, and the men in my life have always been very supportive.

Can you name a specific time in your career when you felt something big, something explosive, was about to happen? How did you react to that?

The entire time I have been at Desert Jet, I have felt that we are constantly exploding with amazing new things

34 | Aero Crew News

and it’s been this way, nonstop for the last twelve years.

Being a pilot, as opposed to being an entrepreneur, is almost mellow, in a way. And to have your own business that is always moving forward to bigger things is exciting in a way that I had never thought before. I have an awesome executive team, but it has been a long path to get our company to a point where it is not completely reliant upon me for every decision. Now our executive team runs the day-to-day of the company. We are roughly at the halfway point for Desert Jet, and without my team to rely upon, we couldn’t get through the day.

I read that you have spoken at leadership conferences pertaining to women in entrepreneurship, and that you play an active role in inspiring women to pursue careers in aviation. How do you empower BACK TO CONTENTS

For the last five consecutive years, Desert Jet has made Inc. Magazine’s 500/5000 list as one of the fastest growing companies.

In what ways has Desert Jet stayed ahead of the game?

Really, it has been through bringing the right people onboard. When we have the right team in place, nothing stops us. If we make a hiring mistake, it can really slow our growth. However, we really focus on picking the right people. The feedback from those who have utilized Desert Jet is almost always one of praise and satisfaction. They make note of how our team really works together to provide them with the best service.

There are lots of airlines out there that hire for what’s on paper, the résumé, the flight hours, etc., but at Desert Jet, if you have the right attitude and care about the company’s values, we can teach you anything.

women in business specifically?

In many different ways. I’m an informal mentor to several women who run smaller businesses in aviation.

In trying to spread our influence, Chris (Little), our Chief Marketing Officer, and I just pitched a proposal to Women in Aviation to have something directly geared toward women in entrepreneurship. We want to have a support system for women who are currently in the business, but also to show other people in various areas of aviation that the sky is literally the limit – that they CAN start their own business. I think making entrepreneurship visible to more women in the industry is important, and right now, there are only three women who head aviation businesses. So, I’m trying to help raise those numbers. I really want to focus on women who aren’t fulfilled in their current careers, and to show them that they can build a career that really fits their passions and interests.

Desert Jet has several core values, but one of them, Be Extraordinary Together, really stood out to me.

What does that mean for you personally and how do you keep your team focused on the positive?

We took our entire team into a meeting, and we said, “Think about someone you work closely with, or within your department; what do you believe are the traits that make that person successful?” We made a long list of those traits from which we selected a few that were the most important to us. We transformed those into our core set of company values. When we hire someone, we have a sort of roadmap to show us if that person is really going to fit in with us and espouse what we are about at Desert Jet. We use our values as a foundation for everything including hiring,

September 2018 | 35

firing, promotions, raises, and rewards. We have a peer contest between the employees of Desert Jet, and the winner receives the Awesome Award. These awards are given to people whom their peers see engaging in acts that directly reflect our company’s values. The prize for winning is a $1000 gift card. At the end of the year, the person who has received the most Awesome Awards earns a free trip including a companion, to anywhere in the world they would like to go.

What are the basic requirements for pilots, and how rigorous is the interview process? What are the most important qualities that Desert Jet looks for in applicants?

We are looking for good people who live our company values. Having a pilot with 700 hours or 7000 hours isn’t as important to us as having the right person on the team. If we feel like you’re going to be a great fit with us, we will train you to get you where you need to be. We aren’t hiring the person on the paper; we are hiring the very essence of that person, their soul, really. We have a minimum number of flight hours that we require, but

36 | Aero Crew News

we have hired people who didn’t meet that requirement, just because we wanted to be a part of their growth and add them to our team because of who they are. If we have pilots with lower hours, we will put them in a simulator to ensure they have the flight skills, but we are looking for people who are quick learners and who are willing to broaden their horizons – those who have an open mind, can take feedback well, and express good CRM. CRM is a highly important aspect of flying, and although it is seen a lot in the commercial aviation world, it is not as prominent in the business aviation world. We are working to change that. Many candidates express poor CRM, and that is one of the most important qualities we look for in an applicant.

What excites you the most about Desert Jet’s future? What accomplishment are you most proud of in your career?

I really love people’s success, like when there is someone on our team who may feel that there is something they can’t accomplish, or they hit a road block and start to give up, but in the end, they push through and are successful. That makes me really BACK TO CONTENTS

proud. It shows that they can achieve what they set their mind to, and they have won a personal battle. I love watching our team do things that they never thought they could do. As to the future, we are still growing day by day. We are adding eight pilots to our team in the next six weeks, plus additional staff to help support the company as we continue to get bigger and face new challenges. Eventually, though we currently have cabin attendants, we are planning to add flight attendant positions, as well. We want to keep our team full of special people, but we also know we must be open to change as the company grows, and we always want to do things better than we did yesterday. I’m really proud that we have pulled together this diverse group of 50 or so people who are dedicated to the success of Desert Jet, because they recognize the impact that Desert Jet has had on them and their families in a personal way. It is a significant company and we continue to grow daily.

We are an aviation company, yes – but we are about the people as well, and we just happen to be making great futures for ourselves and our families by flying airplanes.

I couldn’t be more proud of that.

Our pilots enjoy the best benefits in the industry;

Need more information? Here is a list of the requirements, perks, and advantages to working with Desert Jet:

•

Airline Transport Pilot Certificate

•

3000 hours total flight time

•

FAA First Class Medical Certificate

•

Excellent interpersonal, customer service and communication skills

The Desert Jet Advantage Fast growth means opportunity!

CAPTAINS • Industry leading salary • Opportunity for advancement • Seniority-based schedule • Structured IOE program • Pilot-instituted Safety Management System CO-PILOTS • Industry leading salary • Immediate entry into a jet • ATP and jet type rating provided at hire • Fast upgrade • Start logging PIC jet time on empty legs • Fly 600+ hours a year

•

Excellent company paid medical, dental and vision insurance

•

Excellent 401K - 100% match up by the company, up to 6% of your salary Profit sharing Company paid vacation Sick and family medical leave Paid time off for volunteerism Accident and Critical Illness Insurance Use of company aircraft Company paid NBAA CAM certification Various bonus programs Free gym memberships

• • • • • • • • •

Minimum requirements for Pilot in Command include;

Minimum requirements for Second in Command include; •

Commercial Certificate

•

Airline Transport Pilot Requiremnets

•

1,000 hours total flight time

•

FAA First Class Medical Certificate

https://www.desertjet.com

About the Author Meredith Edwards - Meredith Edwards is an eleven-year flight attendant with Southwest Airlines. Read More...

September 2018 | 37

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)

38 | Aero Crew News

JetBlue Airways (JetBlue)

2

A319, A320, A321*

$100.01 4.3

A320 family

$137.70

E190

$123.91

7 75

HRxMMGx12

HRxMMGx12

5

7

2

$166.68

$150,012

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

1 Day / Month Max 120 Days

5% 1:2

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

HRxMMGx12

4.3

HRxMMGx12

8.B

15.B.2 & 3

16.B.2

16.4

$115,668

$202.47

$170,075

5% 1:1

5% + 3%

$104,084

$182.25

$153,090

$90,009

2

70

2

24

Perce heal emplo

BACK TO CONTENTS

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

None

General Information Aircraft Types

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

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

B737

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

2 Digit Code

AA

AS

DL

Pay During Training

MALV 7284 or 88*

Single Occupancy, Paid for by company

6.D.1.d

7.A.5

85 Hours plus per diem

No Hotel During Initial Training

11.D.5.b

5.A.1

A330, A350 B717, B767

HA

Per Diem

Most Number of Junior CA Pilots hired

Pilot Retirements 2018-2033

Union

EFBs

Legacy Airlines AA May/1999 $2.30 Dom** US East $2.80 Int.** Aug/2014

14,738

US West Sep/1998 Oct/2015

Dec/2017

$2.15

2012

1,897

5.A.1

Dec/2017

Dec/2017

February 2014

13,003

Feb/2016

Apr/2016

10,538

APA

iPad

Bases

Notes

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

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

3.D.4.

Hawaiian Airlines (Hawaiian)

Hotel during new hire training

THE GRID

5.E.1

5.B

921

ALPA

iPad Air

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

9,436

ALPA

Surface

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

Contract 2014, as amended *Interisland

3 Hours per day, plus per diem

$2.00* $2.50 Int.

600

HNL

ALPA

Contract 2010, as amended

9.G.1 United Airlines (United)

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

Aircraft Types

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

JetBlue Airways (JetBlue)

Southwest Airlines (Southwest)

Spirit Airlines (Spirit Wings)

Sun Country Airlines (Sun Country)

Virgin America (Redwood)

UA

2 Digit Code

*$0.05 increase on Jan 1st.

3 Hours per day, plus per diem

Single Occupancy, Paid for by company

$2.35 Dom* $2.70 Int.*

2006

11,240

3-E

4-G-1, 9-E

4-A

Oct/2015

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

Most Number of Junior CA Pilots hired

8,786

ALPA

iPad

Contract 2012 as amended

Pilot Retirements 2018-2033

Union

EFBs

Major Airlines B757, MD-80, A319, A3220

A319, A320, A321

A321, A320, A319, E190

B737

A319, A320, A321

B737NG

A319, A320

Aircraft Types

G4

F9

B6

WN

NK

MMG

Single Occupancy, Paid for by company

$2.00

3.P

6.A

November 2017

873

73

3.Z

Dec/2017

Dec/2017

See Note*

$1.90

November 2014

1180

180

Dec/2017

Dec/2017

See Note*

3,582

840

MMG

No

$2,500 per month

$2.00

Add A, Pg24

Single Occupancy, Paid for by company

E:11/201 3 A:12/201 3

Add A, Pg24

11

Dec/2017

Dec/2017

Feb/2015

89, 87 or 85 TFP*

Single Occupancy, Paid for by company

$2.30 Dom. $2.80 Int.

August 2006

9,074

3,374

4.K.6

4.T.1

4.T.3

Dec/2017

Dec/2017

$1,750*/mo

Single Occupancy, Paid for by company

$2.25

March 2015

1,821

3.D.1

5.A.1

5.B.1

Dec/2017

Dec/2017 289 Aug/2016

SY

MMG

None

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

3.B

5.B.1

5.3

VX

$2,500 per month

None

$2.00

2012

820

10.J.1

3.B.e

10.I.1

Dec/2017

Dec/2017

Pay During Training

Hotel during new hire training

Per Diem

2 Digit Code

Most Number of Junior CA Pilots hired

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

IBT

iPad

FAPA

ALPA

SWAPA

Bases

Notes

AVL, BLI, CVG, *2018 to 2028 FLL, IWA, LAS, LAX, MYR, OAK, PGD, PIE, PIT, SFB, VPS Contract 2016, as amended DEN, ORD, MCO

Yes

iPad

*2018 to 2028

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

ALPA

Contract 2018, as amended

157

ALPA

iPad

MSP

ALPA

Nexis EFB

SFO, LAX, JFK EWR, LGA

Merging with Alaska Airlines Rule book 2014

Pilot Retirements 2018-2033

Union

EFBs

Bases

Notes

IBT

iPad

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

Cargo Airlines Atlas Air (Giant)

B747 B767

5Y

$1,600 per month

Single Occupancy, Paid for by company

$2.40

Dec/2011

3.A.1.f

11.A.7

5.A.3

June/201 7

1,486

September 2018 | 39

Airlines (Sun Country)

B737NG

THE GRID A319, A320

Virgin America (Redwood)

Aircraft Types

SY

MMG

None

3.B

5.B.1

VX

$2,500 per month

None

10.J.1 Pay During Training

2 Digit Code

IRS CONUS M&IE airline daily rate

289

ALPA

General Information 5.3

iPad

MSP

Nexis EFB

SFO, LAX, JFK EWR, LGA

Aug/2016

$2.00

2012

820

3.B.e

10.I.1

Dec/2017

Dec/2017

Hotel during new hire training

Per Diem

Most Number of Junior CA Pilots hired

157

ALPA

Merging with Alaska Airlines Rule book 2014

Pilot Retirements 2018-2033

Union

EFBs

Bases

IBT

iPad

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

Notes

Cargo Airlines Atlas Air (Giant)

ABX Air (ABEX)

B747 B767

B-767

5Y

$1,600 per month

Single Occupancy, Paid for by company

$2.40

Dec/2011

3.A.1.f

11.A.7

5.A.3

June/201 7

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

GB

1,486

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

IBT

20.E.1 FedEx Express (FedEx)

B777, B767, B757, MD11, DC10, A300

FX

$4,000 / mo until activation date* 3.A

Kalitta Air (Connie)

B747

K4

No Hotel

$2.25 Dom. $3.25 Int.

May 2015

4,763

5.B.1.d

5.A.1 & 2

May/2016

Aug/2017

$1.90 Dom. $2.80 Int.

Sept 2015

281

6.A

Dec/2017

Dec/2017

Week 1 paid by $600 / week crewmember, then, Single unitl OE Occupancy 5.A

UPS (UPS)

B757, B767, A300, B747, MD-11

5X

MMG

Single Occupancy, Paid for by company

$2.00 Dom $2.50 Int $3.00*

10.D.1

5.H.1.a.1

12.G.2

1,580

65,741 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem

ALPA

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

ALPA

iPad fixed in plane

Home Based Contract 2016 as amended

2,298

SDF, ANC, MIA, ONT

IPA

*Pacific rim and Europe flights

Contract 2016 as amended

Total Pilots Aircraft Types

2,251

Most Number of Junior CA Pilots hired

38,854 Pilot Retirements 2012-2029

Union

EFBs

Bases

Notes

Contractual Work Rules

American Airlines (American)

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

10/12 or 13* 15.D.3.q

Yes

FAA 117 w/ exceptions

488

5:10

5:10 x days

4.C

15.C

15.G

15.G

??/12

Yes

12:30* 10:00**

2

12.A

12.B

12,13,14 Reserve*

FAA 117 minus 30 minutes

12.N.2

12.D.1 14, max 16 For int pilots.

12 or 13 / 12

Yes

10.G.1

4.B.3

10.D.1.a

12 / 12 or 13*

Yes

FAA 117

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

Allegiant Air (Allegiant)

12, max 14* 10, max 12*

430

559

Open time pay

Uniform Reimbursement

Headset Reimbursement

2:1

100%*

100% or 150%**

Initial paid for by company

None

15.E.1

2.QQ

17.I.1

24.O.2

361

508

5-F-1-a Pay Protection

Max Scheduled Duty

1:2 or 1:1.75***

1:3.5

50% air & ground

150%

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

12.A.1.a 12.A.1.b 12.A.2.a

12.A.3

8.C.2

25.P.2

5.E

1:3.5

100% air, Chart 8.B.3 Ground

200%*****

12.L

8.B

23.U

5

2

4.H.1

Number of pages in Contract

5x number of days

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

12.J

12.K.1

None

None

12 or 11* 12 or 10*

60% GOP****

1:4*** GOP****

100% air, 50% ground

Initial paid for by company and every 12 months

4.C.1.a

4.C.2

4.C.3.a.2

7.B.1

5.E.1

5

1:2 or 1:1.75**

1:3.5

5-G-2

5-G-1

5-G-3

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Yes

FAA 117

195

4 for a RON

12

Yes

14 hours or FAA 117

177

6 for CDO

1:2

3.D

3.D 1:3.75

Initial paid for by company along with certain dry cleaning

3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

50%

130%, 150% or 200%**

Company Provided***

3.H

3.E, 3.L, 3.W

50%*

Notes

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered Contract 2015, as ammended *Between 05:00-01:59, not to exceed 14 hours. **Between 02:0004:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00 Contract 2013, as ammended *Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company Contract 2014, as ammended

2** or 4.17 GOP****

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

None

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

Contract 2010, as amended

None

Headset Reimbursement

Supplied in AC

Notes

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

Yearly replace 2 shirts, 1 pant and ties as needed.

Contract 2016, as amended

BACK TO CONTENTS

6.4 $20/ month

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

Major Airlines

40 | Aero Crew News 14.C 3.F Frontier Airlines (Frontier)

Deadhead Pay

Legacy Airlines

Hawaiian Airlines (Hawaiian)

United Airlines (United)

Min Trip Duty Rig Trip Rig Credit

None

*Unschedule DH pay s 100%

United Airlines (United)

12 or 13 / 12

Yes

10.G.1

4.B.3

12 / 12 or 13*

Yes

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

Allegiant Air (Allegiant)

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

Spirit Airlines (Spirit Wings)

Sun Country Airlines Virgin America (Red Wood)

12, max 14* 10, max 12*

361

4.C.1.a

508

5-F-1-a Pay Protection

Max Scheduled Duty

1:4*** GOP****

12 or 11* 12 or 10*

Number of pages in Contract

4.C.2

4.C.3.a.2

5

1:2 or 1:1.75**

1:3.5

5-G-2

5-G-1

5-G-3

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Yes

FAA 117

195

4 for a RON

177

6 for CDO

14.C

3.F

12

Yes

14 hours or FAA 117

5.J.7

4.I, 5.P.2

5.J.4

12

Yes

FAA 117

Max 15 Days on Per Month*

Yes

FAA 117

5.E.2

4.H

5.M

13/12/15*

Yes

14 hours or 11.5 hours

12.E.1

4.D.2

12.C

12 / 10 or 11*

Yes**

FAA 117

12.B.1

4.F

12.C

11/13

Yes*

60 Mins < FAA FDP

5.D.4

7.C.3.d.i

7.B.3.a.iii

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

7.B.1

Contract 2010, as amended

THE GRID

5.E.1

Initial paid for by 100% 50%, 75% or company along Blended pay 100% add with certain dry rate pay*** cleaning 3-A-3

20-H-4-a

4-G-2

Deadhead Pay

Open time pay

Uniform Reimbursement

50%

130%, 150% or 200%**

Company Provided***

3.H

3.E, 3.L, 3.W

None

87

235

241

196

159

1:2

3.D

3.D 1:3.75

Headset Reimbursement

4.F.6

1:3.5 Add. B.D.3

Schedule Block

150% over 78 Hrs

Add. B.D.1

Add A & A-2

.74:1

1:3

100%

100%

4.I.1

4.I.3

4.L

4.S.5

2.A.4

100% or 200%****

Pilot pays for initial uniform, replacements per schedule therafter

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

5**

4.I.2

$30 / pay period max $500

1:4.2

4.C.1.b

4.C.1.c

8.A.1 & 2

3.C.3

5.F.3

1:2

1:4.2

75%

150%

100%

4.D & E

4.D & E

8.A.2.a

25.I

26.O

50% or 3.5 min

100%*

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

8.F.3

3.b

2.D.1

Deadhead Pay

Open time pay

Uniform Reimbursement

100%

Provided by the company

-

-

-

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

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

332

None

None

None

1/4.95

12.C ABX Air 13 in 30 14 in 31

15 Hours May be extended to 16 hours

13.D.4

18.C

14.96 or 18.75*

Yes

25.D.1

4.F

Kalitta Air 13 or 14*

Yes

2, pg 13

8.D, 8.A.3

280

127

18.B.5

11

Yes

11 or 13*

13.D.11

13.H.5

13.A.1.a

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled Duty

4.5

19.M.4 466

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

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

410

Number of pages in Contract

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

Yearly replace 2 shirts, 1 pant and ties as needed.

Contract 2016, as amended *Unschedule DH pay s 100%

*1 for 1:45 between 0100 and 0500

$200 / year

4 or 4.5**

3.5

None

Notes

2.A.1, 2

100% or 50%***

4

Supplied in AC

6.4 $20/ month

4.G.2.a Avg of 5 per day Add. B.D.5

App. G Number of pages in Contract

50%*

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

None

Agreement 2013, Currently in negotionations *Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip Contract 2016, as ammended

None

*Mixed Relief and Reserve, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training, ****200% when designated by the company.

Contract 2018, as ammended

Supplied in AC

None

Headset Reimbursement

Cargo Airlines 13 in 30 14 in 31

UPS (UPS)

report but no flying assigned, ***International pilots only, ****Greater of Provisions; scheduled, flown, duty rig or trip rig.

company and every 12 months

Major Airlines

Atlas Air

FedEx Express (FedEx)

100% air, 50% ground

Contractual Work Rules

10.D.1.a

FAA 117

60% GOP****

4.17 GOP****

*11 days off in 31 day month, **Subject to reassignment *Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs. Merging with Alaska Airlines Rule book 2014

Notes

None

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

None

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

30.A.2

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

100%

19.K

19.E

Provided by the company 15.A

6, 4.75**

1:2, 1:1.92, 1.1.5

1:3.75

100%

Initial paid by company, $200 / year

4.F.2.b

4.F.2.d

4.F.2.a

8.A.1

26.B.3

1 hr or 3.65 (on Day off)

50%

150% on days off

$200 after first year. Initial paid by crewmember.

5.E & G

19.H

5.G

6.D.1 & 2

4 or 6**

1:2

1:3.75

100%

100%

Provided by the company

12.F.5-6

12.F.4

12.F.3

12.B.3.d

13.K

4.A.2

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

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

None

None

*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.

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

Contract 2016 as amended

Headset Reimbursement

Notes

September 2018 | 41

Additional Compensation Details

THE GRID Aircraft Types American Airlines (American)

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

Group I*

$116.38

Group II*

$179.48

Group III*

$188.85

Group IV*

$220.65 3.C

72

15.D.1.b

$100,552.32

$170.42

$147,243

$155,070.72

$262.77

$227,033

$163,166.40

$276.50

$238,896

$190,641.60

$323.04

$279,107

HRxMMGx12

15.D.1.b

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

5 H/M** Max 60***

HRxMMGx12

9.B.1.a

10.A & B

$251.00

$225,900

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

5.5 H/M Max 1000

7.A.1

14.B

B737, A319 A320

$168.68

75

$151,812

3.A.3

4.A.1

HRxMMGx12

3.A.3

HRxMMGx12

747, 777

$219.07

$189,276

$320.71

$277,093

787

$209.85

$181,310

$307.24

$265,455

767-4, A330

$206.91

$178,770

$302.94

$261,740

$183.35

$158,414

$268.45

$231,941

$152,703

$258.76

$223,569

$151,908

$257.42

$222,411

767-3,2, B757 B737-9

$176.74 72

B737-8 & 7

$175.82

A320/319

$169.66

$146,586

$248.39

$214,609

MD-88/90

$166.62

$143,960

$243.94

$210,764

B717, DC9

$158.19

$136,676

$231.63

$200,128

EMB-195

$132.84

$114,774

$194.48

$168,031

$112.99

$97,623

$165.46

$142,957

HRxMMGx12

3.B.2.d

HRxMMGx12

EMB-190, CRJ-900

3.B.2.d Hawaiian Airlines (Hawaiian)

B717

$121.53

B767 A330

$144.58

3.D

4.B.1.b*

$109,376

$174.11

$156,699

75

$130,119

$207.13

$186,417

3.F

HRxMMGx12

3.C

HRxMMGx12

$208.59

$175,216

$305.39

$256,528

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

A350*

United Airlines (United)

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

Aircraft Types

70

$167.89 $161.02

A319, A320, A321*

6.B.1

12.A.1, 2 & 3

1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days

5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.

$235.76

$198,038

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

70

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

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

$100.01

$148.71

E190

$133.82

B737

A319 A320 A321

B737NG

A320

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

$145.17

A320 family

42 | Aero Crew News Virgin America (Red Wood)

Percentage of health care employee pays

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

HRxMMGx12

8.B

Contract 2015, as amended

0%

15%

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

0%

15%

22%

26.C.2

25.B.2

*Coming in 2017, **No max after pilots 59th birthday.

0%

15%

$157.36

85

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

11.B.2

$237.50

$205,200

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

20%

Contract 2010, as amended

0%

401(K) Matching (%)

16"%

20%

22-A

24-B-5

401(K) DC

Percentage of health care employee pays

None

4.C

4.C

5% 1:2

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

Contract 2012 as amended

Notes

*The company will match 200% of EE - $134 what the pilot contributes up to 5%.

EE+Child - $177 EE+Spouse $281 EE+Family - $394 5.A

Contract 2016, as amended *A321 coming end of 2015

Disclaimer: Gray blocks16.4 contain contract sections or date 15.B.2 & 3 16.B.2 Reference contract for more

5% 1:1 + 3% None Specified or inaccurate, please 5% consult the most current contract section information

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

$136,115

Contract 2014, as amended

line holder, 75 reserve; **Hours acquired. Data with contract sections may*70 be abbreviated and/ is based on PTO per year.

3.J**

72

1 Day / Month Max 120 Days

Contract 2013, as amended

28.D

4 H/M Max 600 5% at 200%*

10.A

20%

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

HRxMMGx12

$157.54

Notes

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

None

14.D.1

$135,257

3.C*

Sun Country Airlines

7.B.1.a

1-2 = 15 Days 3-4 = 16 Days 5-10 = 21 Days 7.5 H/M without 10-11 = 23 a sick call.

Days 5.65 H/M with a 12-14 = 27 sick call Days Max 1080** 15-18 = 29 Days 19-24 = 33

HRxMMGx12

70

Spirit Airlines (Spirit Wings)

1 Yr = 50 2 Yrs = 75 3 Yrs = 100 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 12-18 =28 days 6 Yrs = 170 19+ = 35 days 7 Yrs = 195 8 Yrs = 220 9-19 Yrs = 240 20+ Yrs = 270

3-C-1-a

4.3

Southwest Airlines (Southwest)

401(K) DC

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

401(K) Matching (%)

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

3-A-1

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

Sick Time Accrual

Legacy Airlines

Alaska Airlines (Alaska)

Delta Air Lines (Delta)

No. of Vacation weeks & accrual

> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days

for specific contractual language. Data that do not have a Agreement 2013, Currently in 3.J

12.B.1

14.A.1 4 H/M

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

14.A 5 H/M 80 and 480 Max** 8.B.1

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

$34 to $754 depending on time and accrue 3 H/M unitl 12 months of service, **1% annual plan single, single +1, increases up to 15% or family plan

700 Hrs Max

Appendix A

$144,480

Contract 2016, as amended

19.B.2

5 H/M* email Craig.Pieper@AeroCrewSolutions.com. please 0% 11%**

$141,582

$172.00

period, **Trip for Pay (TFP) is the

this time. If you notice a discrepancy and/or have a correction *New hires start with 33 hours of sick

$168.55

$89,880

negotiations

most up-to-date information, not all sources can be verified at

$94,861

70

3.F.i

unit of compensation received. some form 9.7% and1:1may be inaccurate.

While trying to provide the -

70

$107.00

3.E

1 TFP / 10 TFP** Max 1600 TFP

$112.93

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

3.E

contract section reference number, were *85/87/89 obtained online inin bid TFP based on days

28.C 4%

125% of 6% contributed

28.B.2

27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2

-

-

2%

Contract 2018, as amended

BACK TO CONTENTS

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

(United)

B787 B767-400 B767-200 B757-300

B737-8/9, A320 A319, B737-700

Aircraft Types

$208.59

$175,216

$305.39

$256,528

$173.96

$146,126

$254.70

$213,948

$141,028

$245.80

$206,472

$135,257

$235.76

$198,038

70

$167.89 $161.02 3-A-1

3-C-1-a

HRxMMGx12

3-A-1

HRxMMGx12

11.A.3

13.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

A319, A320, A321*

70

$121,943

$216.42

$181,793

3.CC

3.C

HRxMMGx12

3.CC

HRxMMGx12

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

$100.01

A320 family

$148.71

E190

$133.82

75

$90,009

$166.68

$150,012

HRxMMGx12

4.3

HRxMMGx12

$124,916

$218.66

$183,674

$112,409

$196.83

$165,337

70

3.C*

Spirit Airlines (Spirit Wings)

Sun Country Airlines

Virgin America (Red Wood)

B737

A319 A320 A321

B737NG

A320

Aircraft Types

HRxMMGx12

20%

401(K) Matching (%)

4 H/M Max 600 5% at 200%*

10.A

22-A

24-B-5

401(K) DC

Percentage of health care employee pays

None

4.C

4.C

1 Day / Month Max 120 Days

5% 1:2

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

15.B.2 & 3

16.B.2

16.4

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

3.F.i

3.E

3.E

1 TFP / 10 TFP** Max 1600 TFP

9.7% 1:1

-

11.B.2

12.B.1

19.B.2

$160,507

$224.80

$229,296

4.C.1

4.H, 4.M*

HRxTFPx12

4.C.1

HRxTFPx12

$157.54

72

$136,115

$237.50

$205,200

3.A

4.A

HRxMMGx12

3.A

HRxMMGx12

> 1 = 7 Days 1-4 = 14 Days 5-14 = 21 Days 15-24 = 28 Days +25 = 35 Days 7.A 0-8 = 15 days 9-13 = 22 days +14 = 30 days

5 H/M* 700 Hrs Max

0%

14.A.1 4 H/M

$112.93

70

$94,861

$168.55

$141,582

Appendix A

4.A.1

HRxMMGx12

Appendix A

HRxMMGx12

7.A.1

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

$107.00

70

$89,880

$172.00

$144,480

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

Appendix A

10.C.2*

HRxMMGx12

Appendix A

HRxMMGx12

9.A.1

8.B.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

125% of 6% contributed

$149.33

62

$111,102

$213.32

$158,710

>5 = 14 days <6 = 21 days

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

3.A.1

3.B.1**

HRxMMGx12

3.A.1

HRxMMGx12

7.A.1

14.A

B-767

$153.03

68

$124,872.48

$218.61

$178,385.76

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

1 Day / Month No Max

19

19.D.1

HRxMMGx12

19

HRxMMGx12

A380

$186.33

$190,057

$262.84

$268,097

Wide Body

$174.15

85

$177,633

$245.65

$250,563

Narrow Body

$153.22

$156,284

$211.75

$215,985

4.A.1***

HRxMMGx12

3.C.1.a

HRxMMGx12

ABX Air

3.C.1.a

10.A >1 = >15 days* 1-4 = 15 days 4-5 = 15 days** 5-9 = 22 days 9-10 = 22days** 10-19 = 29 days 19-20=29 days**

11%**

$34 to $754 depending on plan single, single +1, or family plan

28.B.2

27.B $0 to $300 depending on plan single, single +1 or family plan 27.A.2

-

-

2%

B747

B757, B767, A300, B747, MD-11

Aircraft Types

*70 line holder, 75 reserve; **Hours is based on PTO per year.

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

*New hires start with 33 hours of sick time and accrue 3 H/M unitl 12 months of service, **1% annual increases up to 15% Contract 2018, as amended

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

401(K) Matching (%)

401(K) DC

Percentage of health care employee pays

10%****

Health 14-25% Dental 20-30%

28.A.1

Appendx 27-A

Notes

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

9.A

6 H/M

None, Pension plan(s) available

Pilot: $61 / mo.

Pilot + Family: $230 / mo

7.B

14.B.7.C

28

27.G.4.a

1-4 = 14 Days 5+ = 21 Days

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

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

Kalitta Air

Contract 2016, as amended

Contract 2016, as amended

28.C 4%

Notes

*A321 coming end of 2015

None Specified

3.J

85

5.A

5% + 3%

3.J**

Contract 2012 as amended

*The company will match 200% of EE - $134 what the pilot contributes up to 5%.

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

5% 1:1

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

$157.36

THE GRID

Cargo Airlines

B747 B767*

UPS (UPS)

16"%

HRxMMGx12

Atlas Air

FedEx Express (FedEx)

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

$145.17

4.3

Southwest Airlines (Southwest)

0%

Major Airlines

B757, MD-80, A319, A3220

JetBlue Airways (JetBlue)

5 H/M Max 1300 Hrs New hires receive 60 hours after completing training.

Additional Compensation Details

Allegiant Air (Allegiant)

Frontier Airlines (Frontier)

1-4 = 14 Days 5-10 = 21 Days 11-24 = 35 Days +25 = 42 Days

64

$129,562

$249.67

$191,747

5.B.2

5.K

HRxMMGx12

5.B.1

HRxMMGx12

8.A

7.A 5.5 Hours Per Pay Period No Max

12%

$50 to $410* Per Month

15.A.1

6.G

401(K) DC

Percentage of health care employee pays

$212.69

75

$207,373

$300.00

$292,500

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

12.B.2.g

12.D.1

HRxMMGx13*

12.B.2.g

HRxMMGx13*

11.A.1.b

9.A.1

FO Top Out Pay (Hourly)

MMG

FO Base Pay

Top CA pay

CA Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

401(K) Matching (%)

Contract 2006 as amended

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

$168.70

None

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

9.C.3 *Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family.

Contract 2016 as amended

Notes

September 2018 | 43

THE GRID

BLI SEA PDX MSP

BOS

ORD

SLC OAK SFO

MDW IND

DEN STL ONT PHX

BWI DCA

ACY

MYR

CLT ATL

DFW

DAL VPS IAH

ANC

PIT

LGA JFK

AVL

MEM IWA

EWR PHL

IAD

CVG

SDF

LAS LAX LGB

DTW CLE

HOU

PIE

HNL

SFB MCO PGD FLL MIA

ANC CGN LAX

ORD

HNL

EWR MIA

DOH

DXB

HKG GUM

44 | Aero Crew News

BACK TO CONTENTS

THE GRID

ACY

Atlantic City, NJ

DTW

Detroit, MI

LAS

Las Vegas, NV

ONT

Spirit Airlines

Delta Air Lines

Allegiant Air

UPS

ANC

Anchorage, AK

Spirit Airlines

Southwest Airlines

ORD

Chicago, IL

Alaska Airlines

DOH

Doha, Qatar

Spirit Airlines

American Airlines

FedEx Express

Qatar Airways

LAX

Los Angeles, CA

United Airlines

UPS

DXB

Dubai, United Emirates

American Airlines

Frontier Airlines

ATL

Atlanta, GA

Emirates

Alaska Airlines

Spirit Airlines

Delta Air Lines

EWR Newark, NJ

Allegiant Air

PDX

Portland, OR

Southwest Airlines

Delta Air Lines

Delta Air Lines

Alaska Airlines

AVL

Asheville, NC

United Airlines

United Airlines

PGD

Punta Gorda, FL

Allegiant Air

FLL

Fort Lauderdale, FL

Virgin America

Allegiant Air

BLI

Bellingham, WA

Allegiant Air

FedEx Express

PHL

Philadelphia, PA

Allegiant Air

JetBlue Airways

LGA

New York City, NY

American Airlines

BOS

Boston, MA

Spirit Airlines

Delta Air Lines

PHX

Phoenix, AZ

American Airlines

GUM Guam

United Airlines

American Airlines

JetBlue Airways

United Airlines

LGB

Long Beach, CA

Southwest Airlines

BWI

Baltimore, MD

HKG

Hong Kong

JetBlue Airways

PIE

St. Petersburg, FL

Southwest Airlines

FedEx Express

MCO Orlando, FL

Allegiant Air

CGN

Cologne, Germany

HNL

Honolulu, HI

JetBlue Airways

PIT

Pittsburgh, PA

FedEx Express

Hawaiian Airlines

Southwest Airlines

Allegiant Air

CLE

Cleveland, OH

Allegiant Air

Frontier Airlines

SDF

Louisville, KY

United Airlines

HOU

Houston, TX

MDW Chicago, IL

UPS

CLT

Charlotte, NC

Southwest Airlines

SEA

Seattle, WA

American Airlines

IAD

Washington, DC

MEM Memphis, TN

Alaska Airlines

CVG

Cincinnati, OH

United Airlines

FedEx Express

Delta Air Lines

Allegiant Air

IAH

Houston, TX

MIA

Miami, FL

SFB

Orlando, FL

Delta Air Lines

United Airlines

American Airlines

Allegiant Air

DAL

Dallas, TX

IND

Indianapolis, IN

UPS

SFO

San Francisco, CA

Southwest Airlines

FedEx Express

MSP

Minneapolis, MN

United Airlines

Virgin America

IWA

Phoenix, AZ

Delta Air Lines

Virgin America

DCA

Washington, DC

Allegiant Air

Sun Country

SLC

Salt Lake City, UT

American Airlines

JFK

New York City, NY

MYR

Myrtle Beach, SC

Delta Air Lines

DEN

Denver, CO

American Airlines

Allegiant Air

STL

St. Louis, MO

United Airlines

Delta Air Lines

OAK

Oakland, CA

American Airlines

Frontier Airlines

JetBlue Airways

Allegiant Air

VPS

Fort Walton, FL

Southwest Airlines

Virgin America

Southwest Airlines

Allegiant Air

DFW

Dallas, TX

American Airlines

Spirit Airlines

Southwest Airlines

Ontario, CA

September 2018 | 45

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)

46 | Aero Crew News

Air Wisconsin (Wisconsin)

-

$43.29 3.A.1

4.A

$38,961

$106.67

$96,003

>14 = 28 days

HRxMMGx12

3.A.1

HRxMMGx12

7.A

14.A

28.C**

28.C

$80.93

$73,808

$93.76

$85,509

< 1 = 7 days > 2 = 14 days > 5 = 21 days > 20 = 28 days

0-1 = 1.52 H/M 1-4 = 2.17 H/M +4 = 3.0 H/M

2%*

None

3.A

HRxMMGx12

24.B

-

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

CRJ-200*

Pi

T

>5yrs = 21 dys 15-19 = 7% $93.90 $84,510 4hrs/month MMG: Minimum Monthly Guarantee, amount of >16yrs = the 28 dys minimum 20+ = 8% LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A ability 28.B*** 28.B credit the employee will receive per month.

The to work Cancellation pay: When a leg or legs are canceled, the employee more or less is possible, depends on the needs of the company, will still be credited for that leg. Some companies will not cover FO Top Out No. of Vacation Sick Time 401(K) all reasons for cancellations. Refer to the contract for Aircraft more line holder or reserve and open trips for that month.

information.

P

em

3-1

$39.78

CRJ-700* EMB-175

25.A.2 1=20% of 6% 2=30% of 6% 3=40% of 6% 4-6=50%of6% 7=75% of 6% 10=75%of8%

Sample only; refer to adjacent pages for actual information PDO*

Abbreviations and Definitions:

(Envoy)

Base Pay

75

CRJ-200

Republic Airways (Republic or Shuttle)

ALPA: Air Line Pilots Association

Top CA pay

Over 2,000 Pilots

EMB145XR, EMB-145, EMB-135

CRJ-700, CRJ-900

SkyWest Airlines (Skywest)

MMG

$37.96

76

$34,620

3.A

4.A.1

HRxMMGx12

$49.24

75

$44,316

$107.67

$96,903

7.A

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

10+ = 8%*

8.A

3.75 H/M Max 375

P

em

32 (35

10+ = 3.5%

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

1%

3%

Ba by ins

General Information Aircraft Types

ExpressJet (LXJT) (Accey)

EMB-145XR EMB-145 EMB-135

2 Digit Code

EV

Sign on Bonus

Pay During Training

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

ExpressJet (LASA) (Accey)

CRJ-200 CRJ-700 CRJ-900

EV

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

OO

Feb/15

$7,500 w/ CRJ type*, Paid for by $1,000 $300 / week company; single Referral, occupancy $10,000 Ret.**** Online

SkyWest Airlines (Skywest)

$7,500* Referral up to $4,000

3.C.1

65 Hours

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

YX

Hotel during new hire training

$17,500*

CRJ-700, EMB-145, EMB-175

Aircraft Types

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

MQ

2 Digit Code

Up to $22,100* plus $20,000 retention bonus**

3015.6.A.1

$1,600 first Paid for by mo. then company; single MMG occupancy

Air Wisconsin (Wisconsin)

Horizon Air (Horizon Air)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Union

EFBs

ALPA

Surface 3 LTE

Over 2,000 Pilots

$1.85/hr

Sept 2011

4.C.2

Dec/2017

$1.85/hr

June 2007**

5.A.1

Sep/2017

United

Dec/2017

$2.05/hr Dom $2.60/hr Int.***

March 2016

2,221

4.B.1

Aug/201

Aug/2018

4.A

4.B

5.B.1

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

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

ALPA

Surface 3 LTE

None

Surface 3 LTE

ATL, DFW, DTW, LGA***

Dec/2017

4,550

Sept 2017

2,173

Dec/2017

Dec/2017

United, American, Alaska, Delta

United, American, Delta

IBT

iPad Air

CRJ-200 CRJ900

9E

$10,000*

CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, IAH

Online CRJ-200 CRJ-700 CRJ-900

OH

3.D.1, 5.D.4

$16,520, $38.50 / HR Paid for by $5,000*, MMG & Per company; single $1000**, Diem occupancy $20,000***

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

CRJ-200

DH-8-Q400 ERJ-175*

EMB-175

CRJ-700 CRJ-900*

Aircraft Types

YV

ZW

$22,100* $20,000**

76 Hours during training

LOA 37

5.A.1

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

2.5 hours per day

October 2017

1,905

5.D.1

Dec/2017

Dec/2017

$1.75/hr

November 2016

1,582

5.A.1

Dec/2017

Dec/2017

Paid for by company; single occupancy

$1.60/hr

March 2017

1,220

5.B.1

5.A.2

Dec/2017

Dec/2017

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

534

Website

4.C

5.A.1

LOA 37

Dec/2017

Dec/2017

QX

None

16 credit hours per week & per diem

Paid for by company; double occupancy**

$1.80/hr

June 2018

840

5.I.4

6.C

5.G.1

Aug/2018

Aug/2018

CP

$17,500 Signing $1,500 Referal Bonus

MMG & Per Diem*

Paid for by company; double occupancy

$1.65/hr**

October 2015

659

3.H, 5.B

5.B.3

5.B.1

Dec/2017

Dec/2017

G7

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

$23/hr @ 60 hr

Paid for by company; single occupancy

$1.60/hr

December 2017

600

Jan/2017

5.B.3

6.C

5.O

Dec/2017

Dec/2017

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

2 Digit Code

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 DFW, ORD, LGA projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.

Contract 2003 as amended

Union

EFBs

Bases

Delta

ALPA

iPad 2**

JFK, DTW, MSP, LGA, ATL

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

PI

American

ALPA

iPad

CLT, DCA, CVG DAY, TYS, PHL ORF

United, American

ALPA

iPad***

PHX, DFW, IAD, IAH

LOA 16

5.D.4

5.A.3

January 2017

350

5.D.1

Dec/2017

Dec/2017

Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied *Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years).

Contract 2013 as amended *Paid after completion of training **Paid after completion of year 3 ***Pilot must have an iPad, but company pays $40 a month Contract 2008 as amended

American United

ALPA

iPad

Alaska

IBT

iPad 2

Delta, American

ALPA

iPad

ORD, IAD, MKE

*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program Contract 2003, Pilot data from 10/6/2014 seniority list.

*By the end of 2018, the projected fleet will be 26 E175s and 37 BOI, GEG, MFR, Q400s. **Upgrades available to PDX, SEA newhires that meet Part 121.436(a) minimums.

Contract 2012 as amended

PHX, LAX, SEA

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

Contract 2014 as amended United, Delta

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

IBT

Contract 2016 as amended

Most Number of Do Business Junior CA Pilots For: hired

$1.70/hr

Notes

Contract 2013 as amended

Union

EFBs

Bases

Under 500 Pilots Piedmont Airlines (Piedmont)

Pilot Agreement signed August 2015 *$1,500 paid on first check, $8,500 after the completion of training, $2,500 after first year, $2,500 after 18 months, and $2,500 after 2 years. ***International per diem only applies when block in to block out is greater than 90 mins.

Contract 2015

Most Number of Do Business Junior CA Pilots For: hired

$1.80/hr

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

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. PHX, PSP, SEA, SFO, SLC, TUS SGU**

500 - 2,000 Pilots Single MMG, but Occupancy paid no per diem by company

Notes

Contract 2004 as amended, Currently in negotiations,

Delta***, American

Dec/2017

Online

Bases

2,530

3009.1.A

$1.85/hr + 64 hr MMG Paid for by $0.05 + 16 hrs per company; single increase in diem per occupancy 2018, 2021 day & 2024

3.F.1 Mesa Airlines (Air Shuttle)

Most Number of Do Business Junior CA Pilots For: hired

Paid for by company; dual occupancy, $1.95 February Company will Eff. 7/1/2017 2017 pay 50% for single room

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

Per Diem

THE GRID

American

ALPA

PHL, MDT, ROA, SBY

Notes

*1,000 Hours of Part 1212018 flight time. | 47 September **$5,000 pilot referal bonus for employees.

Contract 2013 as amended

EMB-175

GoJet Airlines (Lindbergh)

THE GRID

CP

CRJ-700 CRJ-900*

$1,500 Referal Bonus

G7

Aircraft Types

Diem*

$1.65/hr**

double occupancy

2015

659

3.H, 5.B

5.B.3

5.B.1

Dec/2017

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

$23/hr @ 60 hr

Paid for by company; single occupancy

$1.60/hr

December 2017

600

Jan/2017

5.B.3

6.C

5.O

Dec/2017

Dec/2017

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem

$15,000

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

2 Digit Code

American

ALPA

iPad

PHX, LAX, SEA Contract 2014 as amended

Dec/2017

General Information United, Delta

Most Number of Do Business Junior CA Pilots For: hired

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

IBT

Union

Contract 2016 as amended

EFBs

Bases

Notes

Under 500 Pilots Piedmont Airlines (Piedmont)

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

Trans States Airlines (Waterski)

PI

ERJ-145

Cape Air (Kap)

AX

ATR-42 C402 BN2

Silver Airways (Silverwings)

9K

Saab 340b

Ameriflight, LLC (AMFlight)

5.A.3

5.D.1

Dec/2017

Dec/2017

$30,000*

Paid for by company; Single occupancy

$1.90/hr

June 2016

600

3.C.1

5.A.1

5.C.1

Dec/2017

Jun/2016

40 Hours per week

Paid for by company; Single occupancy

3.K.A

6.E.5.A

$12,000*

Upon $37/overnigh Reaching t ATP Mins

Paid for by MMG & Per company; single Diem occupancy

Dec/2016

$1.85/hr

18 months

160

5.C

Jul/2015

Jul/2016

None

$9 - $12.50 per hour* $35 / Day Per Diem

Paid for by company; Single occupancy

$1.45/hr

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

C5

Up to $15,000*

MMG

Paid for by company; single occupancy

$1.80/hr

Saab 340A, Saab 340B*

Online

3.G

5.A.8

KS

DH-8-300 S340

BB

American

Contract 2013 as amended United, American

Hyannis Air Service DBA Cape Air

ALPA

IBT

iPad

IAD, STL, ORD DEN, RDU

No

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

Dec/2016

Immediate

185

Oct/2015

Oct/2015

Apr/2017

291

5.B.3

Dec/2017

Dec/2017

$50/day

2012

120

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

PHL, MDT, ROA, SBY

ALPA

Self**

*Paid out over 3 years, restricitions apply. Attendance Bonus 0 Sick Days Used $1000, 1 Sick Day Used $700, 2 Sick Days Used $500, 3 Sick Days Used $300 Contract 2015 as amended HYA, EWB, BOS, PVC, ACK, MVY, RUT, LEB, RKD, AUG, PVD, ALB, OGS, MSS, SLK, HPN, BIL, SDY, GDV, OLF, GGW, HVR, UIN, MWA, CGI, IRK, TBN, OWB, SJU, MAZ, STX, STT, EIS, GUM Contract 2012 as amended

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

FLL, TPA, MCO, IAD

IBT

Contract 2011 as amended

UPS FedEx DHL Lantheus ACS Mallinckodt

None

iPad

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

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

United

ALPA

None

EWR, IAD, BTV**

*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

None

*$1,100/Mo. Base Salary

ANC, BOS

Need contract

Oct/2014

C208, C207, PA31, B1900 DH-8

Island Air (Moku)

100

6.G.1

AM

Seaborne Airlines (Seaborne) Ravn Alaska (Corvus Airlines & Hageland Aviation Services)

5.D.4 $35.81 @ 75 hrs or 4 hours per day

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

CommutAir (CommutAir)

Peninsula Airways (Penisula)

350

LOA 16

None

3M

$1.70/hr

January 2017

7H

Q-400

$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

Total Pilots Aircraft Types

2 Digit Code

Sign on Bonus

90

SJU, STX Need contract

Oct/2014

$15,000 for all pilots in 2017, $5,000 referral

WP

January 2013

$40.00 per over night

March 2015**

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

Per Diem

215

Ravn Alaska

None

Codeshare with UAL

ALPA

iPad

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

ANC

Jun/2017 70

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

HNL

Contract 2016 as amended

Nov/2017

20,809

Most Number of Do Business Junior CA Pilots For: hired

Union

EFBs

Bases

Notes

Contractual Work Rules Min Days off (Line/Reserve)

ExpressJet (LXJT) (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

$150 / yr****

Over 2,000 Pilots

Headset Reimbursement

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

None

None

100%

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

3.D.5

-

-

6.A.2

21.H.9.d

24.H.3

-

3:45

None

1:2**

None

100% Air / 50% ground

150%

$17 / month after 90 Days

None

-

3.F.1 & 2

-

8.A.1 & 2

13.G

5.D.4

-

FAA Part 117

188

4:12

None

1:2**

None

100%

150%

$100/6 mo***

None

3008.12.A

3016.1

-

3017.3.A

-

-

-

3008.14.A

-

3009.3.A

12*

Yes**

14

438*****

4:12

See Trip Rig

1:2

1:4

75%

100%, 150%, and 200%***

Provided by company****

23.E.1

3.E & F

23.C.1

-

3.B.2

-

3.B.3

3.B.4

3.G.1

3.C

4.B, C, F

12/12 or 11 for reserve in 30 day month

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

Yes*

11 or 13; 15**

539

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

3.D.4

5.A & 21.I.4.b

-

8

12*/11

Yes

12.5, 14, 13.5, 11**

571

12.D.2

3.G.4

12.B.1

12

Yes*

3017.7.C.1.g

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

-

FAA Part 117

616

3.9 Res 3.7 Line

None

None

None

75%

150% or 200%*

10.B.1

3.F.2

10.A.2

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Pay Protection

Max Scheduled Duty

Number of pages in Contract

Min Day Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

500 - 2,000 Pilots

*Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max

Contract 2015

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

Yes

Min Trip Duty Rig Trip Rig Credit

*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

Pilot Agreeemnt signed August 2015 *2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available Company provided for reassignment. ***Company Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA

11

Min Days off (Line/Reserve)

Contract 2004 as amended, Currently in negotiations

-

Pilots pay 50% except leather jacket 100%

48 | Aero Crew News

Notes

Contract 2003 as amended

Notes

BACK TO CONTENTS

2018 LOA 23.E.1 Envoy formally American Eagle (Envoy)

Endeavor Air (Endeavor)

PSA Airlines (Bluestreak)

3.E & F

23.C.1

-

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)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Peninsula Airways (Penisula)

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

4.B, C, F

Contractual Work Rules

-

None

None

None

75%

150% or 200%*

-

3.E.1 & 2

-

-

-

3.K

LOA

6.A

-

Number of pages in Contract

Min Day Credit

Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

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

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

Contract 2015

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

3.9 Res 3.7 Line

Pilots pay 50% except leather jacket 100%

THE GRID

None

None

100%

150% 200%**

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

None

Contract 2003 as amended

Notes

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

12

Yes

14

501

4

25 Hours 5 Day Trip

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

-

100% or 200%**

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

None

Mesa Airlines (Air Shuttle)

Air Wisconsin (Wisconsin)

3.C

11

Yes*

FAA Part 117

187

12.B

None

None

None

None

62.5%

3.G

12

-

12/12

Yes*

12, 14 or 13**

-

-

-

6.A

3.H.9

5.E.2

-

294

3 hours or Duty Rig

See Trip Rig

1:2

1:4

100%

150% or 200%***

$260 / yr****

$50*

25.E.8.a

3.D

12.B.1

-

3.C.1.c

-

3.C.1.a

3.C.1.b

3.E

3.B.1/LOA 37

18.C.2

18.E

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

-

100%****

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

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 Credit

11

Yes

14

185

4

4 per day*

None

25.C.2,3 & 4

3.G.4.a

LOA 12

-

3.G.3.a

3.G.3.a

-

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

None

75% air; 50% ground

100%**

$25 / month

None

-

8.B.5, 8,C,3

25.G

26.Y.4

-

$25 / month

None

Min Trip Duty Rig Trip Rig Credit Under 500 Pilots

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

Contract 2017 as ammended

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

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

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

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

12 line holders 11 reserves

Yes*

14

246

4**

None

None

None

100%

150% 200%***

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

3.F

12.E.1

-

LOA 2011-07

-

-

-

3.H.1

3.E.2

5.F.3

-

10

Yes

14

170

5

None*

None*

None*

100% for 135 50% for 121

100% or 150%**

Yes as needed

14.E.2

3.I

14.B

-

3.B.V.I.

-

-

-

3C1B

-

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

Reasonable amount.

-

25.A.5

Contract 2012 as amended

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.

11

Yes*

14

6.D.3 & 4

6.H.8.a

8.A.1

-

3.H

Fly 4-5 days per week

Yes

FAA 135

NA

NA

3.B.1

3.B.1.c

-

7.D.1

3.D

5.J

-

NA

NA

NA

100%

100%

None

None

None

12/11

Yes

14

131

3.75

None

None

None

75%

100%*

$17.50 per month ($210 / yr)

25.C.1-25.C.2

3.E.1

12.B.1

-

3.D.2.a

-

-

-

8.A.2

3.F.1

5.D.3

-

10

No

FAA Part 117

NA

2.4

0

0

0

30%

100%

New Hire Paid by Company then $80 per year

No

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

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

Contract 2011 as amended

*Additionaly incentive offered at company discretion,

Contract 2015 as amended

5 on 2 off 13

Number of pages in Contract

Min Day Credit

Min Trip Duty Rig Trip Rig Credit

*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

September 2018 | 49

Additional Compensation Details

THE GRID Aircraft Types ExpressJet (LXJT (Accey)

ExpressJet (LASA) (Accey)

SkyWest Airlines (Skywest)

FO Top Out Pay (Hourly)

$45.26

60-76 Seat A/C****

$49.98

-

3.A.1

CRJ-200

Top CA pay

Base Pay

$98.18

$88,362

$44,982

$107.83

$97,047

HRxMMGx12

3.A.1

HRxMMGx12

3.A

CRJ-200

$48.10

CRJ-700

$50.99

EMB-175

$51.17

CRJ-900

$51.94

-

3027.2

$57.43

3-1

4.A

75

3008.5.A.3 *

75

3.K.1

Mesa Airlines (Air Shuttle)

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

8.A.1

7.A

25.A.2

25.B.2

LOA 9

0-4 = 2.75 H/M 4-7 = 3 H/M 7-10 3.25 H/M +10 = 3.5 H/M Max 500

1=20% of 6% 2=30% of 6% 3=40% of 6% 46=50%of6% 7=75% of 6%

None

30%

27.A.1*

27.A.1

28.A.3

3.A

HRxMMGx12

7.A.1

14.A.1

$43,290

$112.09

$100,881

$45,891

$118.82

$106,938

$46,053

$119.27

$107,343

$46,746

$121.05

$108,945

<6m = 30.8 Hrs >5 = 36.96 Hrs > 10 = 46 Hrs > 15 = 49 Hrs > 16 = 52 Hrs >17 = 55 Hrs >18 = 58 Hrs >19 = 61 Hrs

After 90 Days .0193 Per Hour 1.45 H/M*** After 2 Years .027 Per Hour 2 H/M*** After 5 Years .0385 Per Hour 2.89 H/M***

HRxMMGx12

3027.1

HRxMMGx12

3011.1**

3012.1

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 = 4.25 H/M 2 Yr = 4.94 H/M 3 Yr = 5.55 H/M 4-6 Yr = 6.00 H/M 7-9 Yr = 8.00 H/M 10-12 Yr = 12.00 H/M 13-15 Yr = 9.30 H/M 16+ Yr = 10.00 H/M No Max

1-5 = 3% 6-12 = 5% 13-15 =7% 16+ = 8%

8.A.1***

8.A.1

14.K

$51,687

HRxMMGx12

$91,620

$129.39

3-1

$116,451

HRxMMGx12

$89.12

$80,208

$93.90

$84,510

HRxMMGx12

LOA*

HRxMMGx12

Base Pay

Top CA pay

Base Pay

$59,166

$117.70

$105,930

$60,381

$122.20

$109,980

HRxMMGx12

3.A.1

$37,602

$98.37

$35,802

-

LOA**

LOA

Aircraft Types

FO Top Out Pay (Hourly)

MMG

CRJ-200

$65.74

CRJ-900

$67.09

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

8

9.A

None

-

<1yr = <7 dys*** 1-4 = 3.5% 1-2yrs = 7 dys 5-9 = 5.25% 90dys-5yrs = >2yrs = 14 dys 10-14 = 6.4% 3.5hrs/month; >7yrs = 21 dys >5 yrs = 4hrs/month 15-19 = 7% >16yrs = 28 dys 20+ = 8% 28.B**

No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual

-

3.A.1

CRJ-200

$41.78

4.A

None

$43.29

-

3.A.1

4.A

14.E

None

28.B

28.A.3.b

401(K) DC

Percentage of health care employee pays

7.A.3.b

14.A

28.B

28.B

27.A.2

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

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

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

27%

$96,003 HRxMMGx12

$92.58

$84,433

C700/E170

$52.00

76

$99.65

$90,881

$105.08

$95,833

$47,424

$108.00

$98,496

-

3.A

4.A.1*

HRxMMGx12

3.A

HRxMMGx12

CRJ-200*

$49.98

75

$44,982

$109.29

$98,361

-

3.A.1

4.A

HRxMMGx12

3.A.1

HRxMMGx12

None

7.A

14.A

28.C**

28.C

27.B.4

< 1 = 7 days > 2 = 14 days > 5 = 21 days >15 = 28 days > 20 = 35 days

0-1 = 1.52 H/M 2-4 = 2.17 H/M +5 = 3.0 H/M

50% Match: 0-9 = 6% 10+ = 10%

None

Based on rates set by company and insurance provider

7.A

8.A

24.B

-

24.A

3%

25%

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

Q-400 ERJ-175

< 5 = 14 days > 5 = 28 days

$49.43

80.5

$41,383

$119.19

$99,786

-

App. A.D

5.B.1

HRxMMGx10.4

App. A.B

HRxMMGx10.4

13.B < 1 = 7 days > 1 = 14 days > 5 = 21 days > 15 = 28 days

3.75 H/M Max 375 14.A.1

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

28.A

27.D.2.a

6%

None

Company Discretion

14.A.1

27.C

27.C

27.A

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

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

None

29% Employee, 34% Family

3 H/M

28.B**

E-170, E-175

$45.80

75

$41,220

$111.24

$100,116

-

3.D

4.A.1

HRxMMGx12

3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

27.D.1

27.D

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,

13.A.1

14.A

No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual Under 500 Pilots > 1 = 5 days*** < 1= 5 days

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

401(K) DC

Contract 2015

Contract 2003 as amended

Notes

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

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

3.A.1

*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.

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

$88,533

$106.67

Contract 2007 as amended, Currently in negotiations

35% for TPO Traditional PPO Plan

HRxMMGx12

$38,961

*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.

Contract 2004 as amended, Currently in negotiations

Pilot Agreeemnt signed August 2015 *Yearly accrual rate is based on a monthly accrual rate. Rates shown 35% for Legacy are multiplied by 12 divided by 4, PPO Medical Plan Vacation is taken out of a PDO bank @ 4 hrs per day.

25% for PHP Pilot Health Plan

3.5 H/M

HRxMMGx12

C200/E145

38%

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

75

CRJ-700 CRJ-900

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

Notes

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

500-2,000 Pilots

50 | Aero Crew News Piedmont Airlines (Piedmont)

25%

HRxMMGx12

C900-C

Horizon Air (Horizon Air)

Percentage of health care employee pays

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

$98,397

75

C900/E175

Air Wisconsin (Wisconsin)

401(K) DC

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

$109.33

$39.78

EMB-175

< 1 = 7 Days** 5 H/M 2-6 = 14 Days Max 640 7-10 = 21 Days (110 above 640***) +11 = 28 Days

$43,632

$101.80

75

PSA Airlines (Bluestreak)

No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual

<1 = 14 Days** 1-5 = 14 Days 6-14 = 21 Days +15 = 28 Days

$41,796 75

-

EMB-145

3.B.1

$46.44 $48.48

-

$40,734 75

CRJ-700, CRJ-900

EMB-170 EMB-175

Endeavor Air (Endeavor)

Base Pay

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

Republic Airways (Republic or Shuttle)

Envoy formally American Eagle (Envoy)

MMG

Contract 2013 as amended

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

Contract 2013 as amended

Contract 2017 as amended

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

*MMG based on 35 day bid period.

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

27.B.2

Contract 2014 as amended

27.B.1

Contract 2016 as amended

Emp: $147.78 Reserve MMG is 70, Line holder Emp + 1: $363.85 MMG is 74, *Company match 50% Emp + 2 or more $554.44

Percentage of health care employee pays

Set amount**

Notes

BACK TO CONTENTS

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

Compass Airlines (Compass)

GoJet Airlines (Lindbergh)

Piedmont Airlines (Piedmont)

Trans States Airlines (Waterski)

Cape Air (Kap)

Silver Airways (Silverwings)

Ameriflight, LLC (AMFlight)

CommutAir (CommutAir)

Peninsula Airways (Penisula)

E-170, E-175

$45.80

75

$41,220

-

3.D

4.A.1

HRxMMGx12

$111.24

$100,116

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

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

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

None

29% Employee, 34% Family

Additional Compensation Details 3.D

HRxMMGx12

7.A.2**

14.A

28.B.2

-

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

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

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

None

27.D.1

27.D

CRJ-700

$44.33

75

$39,897

$111.24

$98,781

-

5.A.1.b

5.N.1

HRxMMGx12

5.A.1.a

HRxMMGx12

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

13.A.1

14.A

Under 500 Pilots

Percentage of health care employee pays

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

1%

Set amount** 2016 Max 17%

Q-100, Q-300

$40.33

75

$36,297

$89.98

$80,982

-

3.B

3.C.1

HRxMMGx12

3.A

HRxMMGx12

7.A.4

14.A.1

28.B.2

28.B.3

27.B.2

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

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

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

None

35% Employee, 35.9% Emp +2

14.A

4 H/M

ERJ-145

$45.67

75

$41,103

$106.07

$95,463

-

3

3.C.1*

HRxMMGx12

3

HRxMMGx12

7.A.1

28.D

-

27.C.2

$62,442

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

up to 4%**

None

50%

HRxMMGx52

8.A.1

5.G.1

-

5.A & B

4 H/M 160 Max

4%*

None

40% for employee, 75% for family

13.A.1

24.F

24.F

24.B.1

5%

None

$198 per month

ATR-42, C402, BN2

$12.72

-

40

$26,458

Per week*

HRxMMGx52

$30.02

Saab 340b

$39.03

75

$35,127

$83.07

$74,763

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

-

3.L

3.G

HRxMMGx12

3.L

HRxMMGx12

11.A.1

All

Salary

160 Units of Pay

$31,000

Salary

$89,650

1.16 Days per month

Q-200, Q-300, ERJ-145

$45.62

75

$41,058

$106.36

$95,724

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

2.5 H/M

up to 6%**

None

30.0%

-

3.M

3.D.1*

HRxMMGx12

3.M

HRxMMGx12

7.A.1

14.A.2

28.D.1

28

27.C

$39,600

$93.00

$83,700

$36,000

$69.00

$62,100

Saab 340A, Saab 340B* $44.00 $40.00

75

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

B1900, DH-8

Notes

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

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

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

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

Contract 2011 as amended

*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS Contract 2015 as amended

Need contract

-

Seaborne Airlines DHC-6-300 (Seaborne) S340

THE GRID

Contract 2014 as amended

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

401(K) DC

No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual > 1 = 5 days*** < 1= 5 days 2-7 = 10 days 7-13 = 15 days +14 = 20 days

27.B.2

*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;

HRxMMGx12 $64.00

60

-

$37,440

*Based on profitability

Yes*

Need contract

HRxMMGx12 $117.00

HRxMMGx12

$84,240

2.9 Hours Per Week

2 Days Per Year

2%

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%

12.A.1

LOA 2

HRxMMGx12

Q-400

$61.88

80

$59,405

$123.60

$118,656

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

-

3.A

4.A.2

HRxMMGx12

3.A

HRxMMGx12

5.A

Aircraft Types

FO Top Out Pay (Hourly)

MMG

Base Pay

Top CA pay

Base Pay

No. of Vacation 401(K) weeks & Sick Time Accrual Matching (%) accrual

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 Percentage of health care employee pays

Contract 2016 as amended

Notes

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

September 2018 | 51

THE GRID BFI SEA

GEG

HVR GGW GDV BIL

PDX BOI

MFR

OLF SDY MSS OGS

MSP MKE

DEN

FAT

LAX

BUR ONT PSP

SLK RUT ALB EWB PVD

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

OMA

SLC SFO

BUF DTW CLE

LAN

AUG LEB

ORD

TYS

ABQ

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

CLT

PHX ATL

TUS DFW SAT IAH ANC

MCO

TPA

HNL

FLL MIA

EIS

SJU MAZ

ABQ

ACK

ALB

ANC

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

52 | Aero Crew News

ATL

AUG

BFI

BIL

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

BOI

BOS

BQN

BUF

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

STT STX

BUR

CGI

CLE

CLT

CMH

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

THE GRID CVG Cincinnati, OH

Ameriflight, LLC

PSA Airlines DAY Dayton, OH

PSA Airlines DCA Washington, DC

Republic Airways

PSA Airlines DEN Denver, CO

Skywest Airlines

GoJet Airlines

Great Lakes Airlines DFW Dallas, TX

ExpressJet Airlines Envoy

Ameriflight, LLC

Mesa Airlines DTW Detroit, MI

ExpressJet Airlines

Endeavor Air

Compass Airlines EIS Tortola, BVI

Cape Air EWB New Bedford, MA

Cape Air EWR Newark, NJ

ExpressJet Airlines

Republic Airways

Ameriflight, LLC CommutAir FAT Fresno, CA

Skywest Airlines FLL Fort Lauderdale, FL

Silver Airways GDV Glendive, MT

Cape Air GEG Spokane, WA

Horizon Air GGW Glasgow, MT

Cape Air GUM Guam

Cape Air HNL Honolulu, HI

Island Air HPN White Plains, NY

Cape Air HVR Havre, MT

Cape Air HYA Hyannis, MA

Cape Air

IAD Washington, DC

Mesa Airlines

Trans States Airlines

Silver Airways CommutAir

Air Wisconsin IAH Houston, TX

ExpressJet Airlines

Skywest Airlines

Mesa Airlines IND Indianapolis, IN

Republic Airways IRK Kirksville, MO

Cape Air JFK New York City, NY

Endeavor Air LAN Lansing, MI

Ameriflight, LLC LAX Los Angeles, CA

Skywest Airlines

Compass Airlines LEB Lebanon, NH

Cape Air LGA New York City, NY

ExpressJet Airlines

Republic Airways

Endeavor Air MAZ Mayaguez, PR

Cape Air MCI Kansas City, MO

Republic Airways MCO Orlando, FL

Silver Airways MDT Harrisburg, PA

Piedmont Airlines MFR Medford, OR

Horizon Air MHT Manchester, NH

Ameriflight, LLC MIA Miami, FL

Republic Airways

Ameriflight, LLC MKE Milwaukee, WI

Air Wisconsin MSP Minneapolis, MN

Skywest Airlines

Endeavor Air

Compass Airlines MSS Massena, NY

Cape Air

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

Cape Air MWA Marion, IL

Cape Air OGS Ogdebsburg, NY

Cape Air OLF Wolf Point, MT

Cape Air OMA Omaha, NE

Ameriflight, LLC ONT Ontario, CA

Ameriflight, LLC ORD Chicago, IL

ExpressJet Airlines

Skywest Airlines

Republic Airways Envoy

GoJet Airlines

Trans States Airlines

Air Wisconsin ORF Norfolk, VA

PSA Airlines OWB Owensboro, KY

Cape Air PDX Portland, OR

Skywest Airlines

Horizon Air

Ameriflight, LLC PHL Philadelphia, PA

Republic Airways

PSA Airlines

Piedmont Airlines PHX Phoenix, AZ

Skywest Airlines

Mesa Airlines

Ameriflight, LLC

Great Lakes Airlines PIT Pittsburgh, PA

Republic Airways PSP Palm Springs, CA

Skywest Airlines PVC Provincetown, MA

Cape Air PVD Providence, RI

Cape Air RDU Raleigh-Durham, NC

GoJet Airlines RKD Rockland, ME

Cape Air

ROA

RUT

SAT

SBY

SDF

SDY

SEA

SFO

SJU

SLC

SLK

STL

STT

STX

TBN

TPA

TUS

TYS

UIN

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

Fort Leonard Wood, MO

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

September 2018 | 53

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

54 | 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

September 2018 | 55

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