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Aero Crew NewsYo u r S o u r c e f o r P i l o t H i r i n g I n f o r m at i o n a n d M o r e . . .
May 2017
Exclusive Hiring BriefingThis Fall, Flying
As United Express
The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.
SMARTT E A M W O R K
/expressjetexpressjet.com @expressjet @expressjetpilots flysmartchoice.com
The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.
SMARTT E A M W O R K
/expressjetexpressjet.com @expressjet @expressjetpilots flysmartchoice.com
SKY HIGH PAY. FLOW TO AA.
www.envoyair.com | [email protected] | +1 972-374-5607
There’s never been a better time to join the largest provider of regional service for American Airlines.
• Up to $22,100 sign-on bonus• Make nearly $60,000 your first year ($37.90/hour + bonuses)• $20,000 retention bonus after one year of service• Convenient bases in Chicago (ORD) and Dallas/Fort Worth (DFW),
with LaGuardia (LGA) base opening in 2017• Flow to American Airlines in about six years -- no additional interview
Find out more on envoyair.com
c o n t e n t sMay 2017
Jump to each section above by clicking on the section title.
Aviator Bulletins 10Latest Industry News
Safety Matters 22Non-Routine Operations Reporting
Contract Talks 26Home Away from Home
Air Wisconsin Airlines 28Exclusive Hiring Briefing
Fitness Corner 16Ten Ways to Hack Your Fitness
MILLION-AIR 40How To Increase Your ‘Side’ Income
Food Bites 20East Coast Seafood
Cockpit 2 Cockpit 36How to Stay Cool When You’re in the Pool
Letter to the Publisher 8Learning to Fly?
16
28
26
May 2017 | 5
Sections Airlines in the Grid
The Flight Attendant Grid 58 General Information Work Rules Additional Compensation Details
LegacyAlaska AirlinesAmerican AirlinesDelta Air LinesHawaiian AirlinesUS AirwaysUnited AirlinesVirgin America
MajorAllegiant AirFrontier AirlinesJetBlue AirwaysSouthwest AirlinesSpirit AirlinesSun Country Airlines
InternationalQatar Airways
CargoABX AirAmeriflightAtlas Air
Updated
If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and
updates to [email protected]
FedEx ExpressKalitta AirUPS
RegionalAir WisconsinCape AirCompass AirlinesCorvus AirwaysCommutAirEndeavor AirEnvoyExpressJet AirlinesGoJet AirlinesGreat Lakes AirlinesHorizon AirIsland AirMesa AirlinesRepublic AirwaysSeaborne AirlinesSkywest AirlinesSilver Airways Trans States AirlinesPSA AirlinesPiedmont Airlines
FA
FA
FA
FA
The Mainline Grid 42Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Airline Base Map
The Regional Grid 50 General Information Work Rules Additional Compensation Details Airline Base Map
t h e g r i d s
18-24 month upgrade
times projected!
Commencing in September 2017, we will be flying as United Express under a new long-term
exclusive partnership with United Airlines!
Read our article on page 28 to learn about our industry leading bonuses, pay and benefits and our new bases!
8 | Aero Crew News Back to Contents
Dear Craig,
I happened to come across your magazine and I was wondering how would I go about starting a career in aviation? I have always been passionate about flying and I never imagined it being possible to actually become an airline pilot.
Regards,Jen P..
Dear Jen,
The process to become a career pilot is a long and hard road, but if you are truly dedicated and willing to put in the time and effort it can be obtained! Having the passion is the first step to starting this wonderful career. Right now is an amazing time to get involved in the aviation industry because pilots are in high demand. It would be impossible and unjust to explain the variety and complexity of options to achieving this goal in this short letter, but I will say this; find a mentor to help guide you through the process. If you don’t know anyone who is a pilot, I would recommend getting one through Professional Pilots of Tomorrow. PPOT is a group of volunteer pilots dedicated to helping pilots achieve their goals. You can visit their site at theppot.org and connect with a mentor.
Regards,Craig PieperPublsiher, Aero Crew News
Craig Pieper is the Publisher and Founder of Aero Crew News. Craig is responsible for the content, layout design, website design and organization of the material and people producing the material for the magazine. He obtained his Bachelors of Science in Aeronautical Science along with a minor in Aviation Weather from Embry-Riddle Aeronautical University in 2001. Craig is also a Captain for a regional airline with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992.
We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to [email protected]. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.
Letter To the Publisher
Photo used with permission from Pixabay.com
May 2017 | 9
Here’s what you missed last month. Aero Crew News featured Omni Air International. Safety Matters discusses FOQA – Gateway to
Data Analysis. Contract Talks provides details on Maximizing Vacation Time. Fitness Corner explains Know When to Trust your Gut. Food Bites gets Stranded in Chicago by Stella, delicious! Million-Air helps you Kick These Pilot-Specific Risks to the Curb. Cockpit 2 Cockpit joins us and explains why Getting a Job is a Full Time Job. Lastly, there’s always more aviation news with Aviator Bulletins from United Airlines, Envoy, ExpressJet Airlines, Jet Linx, Alaska Airlines, Cape Air, PSA, Republic Airways and Trans States Airlines.
To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/
Publisher / Founder Craig Pieper
Aero Crew Solutions, CEOScott Rehn
Editor Deborah Bandy
Layout Design By Craig Pieper
Additional Contributors Scott Stahl, Andy Garrison,
Marc Cervantes, Max Wettstein, Marc Himelhoch
Aviator Bulletins Provided by the companies listed
Air Wisconsin Airlines Feature Contributors
Tina Vos, Michael Perrizo,Tori Willing and Amber Biela
Photographs By Air Wisconsin Airlines Corporate
Communications DepartmentPhotographs used with permission
from Air Wisconsin Airlines,Craig Pieper, Melody Hood
Additional photographs as noted
© 2017 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.
Credits
10 | Aero Crew News Back to Contents
Aviator Bulletins
Image provided by United Airlines
SIU and United Airl ines Career Day
SIU teamed up with United Airlines for the 23rd annual aviation career day on Saturday April 22, 2017 in Carbondale, IL. United flew more than
a hundred high school students from Chicago O’Hare International Airport to the Southern Illinois Airport.
The latest aviation industry hiring news and more.
The students flew on an United A320 Airbus by a crew of SIU alumni. During flight they were able to mingle with pilots, flight attendants, mechanics, and other United Airlines employees.
Once in Carbondale, the students enjoyed a tour of the SIU campus, attended various workshops, had a Q&A session with United employees, and a simulator ride. This event has proven to be a great educational tool
as well as an opportunity to give back to the community.
Image provided by United Airlines
May 2017 | 11
Republic Airways Holdings Inc., the parent of Republic Airline, one of the largest independent regional airlines in the United States, announced
today that the Honorable Judge Sean Lane of the United States Bankruptcy Court for the Southern District of New York has approved Republic’s Plan of Reorganization and has entered an order to that effect. Today’s decision sets in motion a process by which the Company expects to emerge from Chapter 11 as a private company before the end of April.
“I want to thank our Associates for never wavering in their commitment to our vision and mission throughout this challenging process,” said Bryan Bedford, Republic’s president and chief executive officer. “With the work of restructuring complete, we’re ready to come out of Chapter
Republic Airways Plan of Reorganization R e c e i v e s F i n a l A p p r o v a l
11 laser-focused on reclaiming our leadership position in the regional airline industry by delivering outstanding operational reliability to our major airline partners, excellent customer service to our guests on board our aircraft, and maximizing future value for all our stakeholders.”
On Feb. 25, 2016, the Company filed a voluntary petition for relief under Chapter 11 of the United States Bankruptcy Code. The cases have been pending before the Honorable Judge Sean Lane under Case No. 16-10429.
Zirinsky Law Partners PLLC and Hughes Hubbard & Reed LLP served as Republic’s legal advisors in the restructuring. Seabury Group LLC served as financial advisor. More information about Republic’s restructuring is available online at http://cases.primeclerk.com/RJET.
Image provided by Republic Airways
Ruling clears the airline to emerge from Chapter 11 by month’s end
12 | Aero Crew News Back to Contents
Wichita is home to many aircraft manufacturers including Boeing 737 fuselage maker, Spirit AeroSystems. Kansas’largest airport, Wichita Dwight D. Eisenhower National Airport, opened its state-of-the-art, modern terminal in 2015.
Alaska will fly the new routes with 76-seat E175 jets, operated by SkyWest Airlines, which feature 12 seats in first class, 12 seats in premium class and 52 seats in the main cabin. The E175 boasts cabin dimensions on par with a narrow-body jet. Onboard amenities include Wi-Fi Internet access Free Chat™, Alaska Beyond Entertainment, which allows guests to stream over 200 free movies and TV shows on their own devices, and power outlets in the first class cabin.
Aviator Bulletins
Alaska Airlines inaugurates flights to San Luis Obispo, California, and Wichita, Kansas
Alaska Airlines inaugurates nonstop service on April 13th from its Seattle hub to San Luis Obispo, California, and Wichita, Kansas. The airline will
operate daily flights to each market.
“Alaska Airlines continues to grow from our hometown of Seattle,” said John Kirby, the airline’s vice president of capacity planning. “With the additions of San Luis Obispo and Wichita, we now serve 89 nonstop destinations.”
San Luis Obispo is known for its wine tourism, business community and proximity to California’s central coastline. Members of Alaska Mileage Plan can check a case of wine for free when traveling from San Luis Obispo through the airline’s Wine Flies Free program.
Carrier continues to grow its presence, making it the go-to airline on the West Coast
Image provided by Alaska Airlines
May 2017 | 13
Horizon Air and the International Brotherhood of Teamsters reach tentative agreement for pilots
Horizon Air and the International Brotherhood of Teamsters (IBT) announced today that they have reached a tentative agreement to amend their
existing eight-year contract for the carrier’s 620 pilots. The proposed agreement gives Horizon Air the ability to attract and retain the best pilots in the regional industry through enhanced salary and bonus provisions.
“I commend the negotiations team for their efforts to reach a deal that allows us to increase our pilot recruitment efforts and offer generous entry level wages for new first officers,” said Brad Lambert, Horizon Air’s vice president of flight operations. “This deal will allow us to successfully compete for talent and grow our airline.”
Horizon Air and IBT ratified their existing contract in January 2016. Once voted on and ratified by Horizon pilots, the Letter of Agreement will run with the current contract and becomes amendable in December 2024.
This year Horizon Air is adding 13 E175 regional jets to its existing fleet of Q400s, which provide an improved regional experience for guests. Learn more about Horizon Air’s 30-jet order at newsroom.alaskaair.com.
Under the Railway Labor Act, which governs collective bargaining agreements in the airline industry, contracts do not expire. Instead they become amendable.
Horizon Air is a subsidiary of Alaska Air Group and flies to 44 cities across the United States and Canada.
Image provided by Horizon Airlines
14 | Aero Crew News Back to Contents
Aviator Bulletins
Pilot hiring continues to takeoff at Envoy, so, to meet the climbing demand, the Flight Training Department will add Professional Simulator Instructors to help
expedite training the hundreds of pilots filling up Envoy classrooms.
“We’ll still rely on our existing Flight Training team and Check Airmen to maintain the highest level of safety and proficiency,” said Captain Allen Hill, Managing Director Air Operations Training. “But by augmenting our existing staff with additional experienced pilots, we’ll be able to enhance and expand our training program without having to remove active line pilots from their schedules to help train new hires. This allows Envoy to perform more flying on behalf of American and its customers.”
Envoy is fast becoming the regional airline of choice for pilots wanting a long-term career in commercial aviation. With this additional training capacity, new hires will be flying as Envoy First Officers even more quickly.
Envoy Expanding Pilot Training Staff To Meet Demand
Beyond hiring more and more First Officers to Envoy, pilots within the company have been upgrading at a faster clip than previous years. This also means that more Envoy Captains are flowing to American in even bigger numbers – more than 300 pilots in 2017 to be exact.
“Boosting our hiring numbers, upgrading Captains faster and sending American our outstanding pilots in a shorter amount of time is not only good for Envoy, but good for the aviation industry as a whole,” said new Director of Pilot Recruiting Natalie Nielsen. “Bringing professional trainers to the Envoy team will greatly benefit the pilot-hiring cycle, and continue to help us grow as American’s largest regional carrier.”
If you would like to learn more and apply to become an Envoy Professional Simulator Instructor, follow this link.
Image provided by Envoy Airlines
May 2017 | 15
On behalf of the over 1100 Cape Air employees, it is my pleasure to welcome the Florida Institute of Technology to the Cape Air Pathway Program. I
want to thank Dr. Korhan Oyman, Dean of the College of Aeronautics and Tim Rosser Assistant Professor, at the Florida Institute of Technology for seeing this agreement to fruition.
Today the airline industry is facing an unprecedented pilot shortage. Cape Air has made it our mission to create long-term solutions to mitigate this problem. By entering
C a p e A i r E x p a n d s P a t h w a y P r o g r a m
Image provided by Cape AIr
Craig Bentley – Senior Vice President Pilot Sourcing and Industry Relations for Cape Air.
into this agreement with the Florida Institute of Technology we ensure the high-quality graduates of this school have a guaranteed path to an airline cockpit, the Institute has a robust cadre of flight instructors, and Cape Air has a consistent and steady stream of highly-skilled and qualified pilots to add to our workforce.
We are confident that this Pathway between Cape Air and the Florida Institute of Technology is a winning combination for a successful career path in aviation.
16 | Aero Crew News Back to Contents
Fitness Corner Written by: Max Wettstein
We used to call them fitness tips but now the latest trend is to call them fitness hacks, and I desire to be a trend follower. I suppose there is something more
to a hack: If something is going to be a labeled a hack then it had better be some sort of game-changing, time-saving short cut. So significant in fact that it should almost feel like you’re cheating. Well, I can’t promise you anything quite that mind-blowing here, but I have compiled a pretty worthy list of my favorite fitness hacks, which will definitely save you time and get you results, especially when you’re on the road traveling so much. While those who know me, know I am an advocate of making fitness part of a holistic lifestyle, and that I am not into trendy, fad diets or one-size-fits-all approaches, there is
nothing wrong with optimizing or streamlining your training in order to maximize exercise value. Training smarter, and not just harder, should always be a welcome strategy. Of course there really are no shortcuts or miracles, but there are some hacks. Some so simple they should be common sense, while others, hopefully, are new ideas to you. In no particular order:
1. Train using full-body, functional movements. Skip the isolation exercises unless you’re rehabbing an injury or bringing up a weak body part. Isolation exercises should be left to bodybuilders, Physique athletes, and fitness models who are paid to look perfect and symmetrical. While you, no doubt, want to look good, your primary goals should be mobility, health, longevity and perhaps athletic performance. Full-body, functional exercises that synergistically involve multiple muscle groups accomplish all these goals in the shortest amount of time; exercises like burpees, pull-ups, push-ups, squats, lunges, planks and box-jumps. It’s amazing what a nice physique these movements will produce inherently.
2. Train at high intensity most of the time. High intensity training maximizes your exercise value, giving you the most bang for your buck, in the least amount of time. It also triggers a lot of post-exercise, metabolism-boosting, pro-hormone affects, lasting hours afterwards. You can increase your intensity level by: reducing your rest duration between sets, using circuit-training principles where you alternate antagonistic muscle groups, increase load, increase reps, or any combination of the aforementioned. If you desire to reach failure levels, then you must follow with a brief resting interval, usually performed using a 1:3 working-to-resting interval ratio, also known as high intensity interval training, (HIIT).
3. Adopt an adaptable and flexible training mindset. This open-minded mentality needs to reach across all aspects of your training, because that is what uber-busy, successful people do – they always have a back-up plan and can call the workout audible at a moment’s notice. Had a morning Yoga session planned but now the surf is going off? Go surfing. Had a morning workout planned but now the wife says you have to take the kids to school or the boss calls a meeting? Shift training to
Follow Max Wettstein on Instagram: @maxwettstein &
Twitter: @max_wettstein
**opinion-only, not medical advice**
Ten Ways to Hack Your Fitness
Photograph provided by Max Wettstein and taken by Jed Smith
May 2017 | 17
lunch or the after work. Had chest-day planned and all the bench-presses are taken? Do dumbbell presses or push-ups. Gym is closed? Train outdoors with just your bodyweight. All this means you always should have a set of workout clothes with you. Keep them in your car or your office. Opportunities abound to fit in random, bonus workouts, especially if you’re a runner. The unexpected benefit of this type of training mentality, is that you never get stuck in a plateau-inducing, complacent, routine rut. Some call this the training principle, muscle confusion.
4. Build accountability into your fitness. Covered before, this topic is absolutely critical to every successful training or weight-loss plan. There are many ways to create workout accountability into your life. The number one way is to hire a trainer. Once you’re forking out money every month, you’re not going to waste it, and that is what trainer’s do best — hold you accountable! Think about it. How much work would you get done if you didn’t have a boss holding you accountable? Other more simple ways are to buy a home-scale and weigh yourself weekly if not daily to at least track trends before they get out of hand. A more fun way is to join a sport’s competition team or meet-up where you have teammates counting on you to show up. Another way is to shamelessly declare you fitness goal on your social media feeds so all 5000 of your trolling “friends” will be sure to offer their encouragement. Enter a race perhaps? At the very least, schedule your workout into your digital calendar the night before via your smart phone!
5. Use supplements. I am well aware, thanks to all my Encinitas’ hipster friends, that nothing beats eating organic, locally-sourced, sustainable, non-GMO, unprocessed whole-foods, but for those rare occasions when we don’t have access to them or time to prepare them, supplements can conveniently fill in the gap. I know the supplement industry can be shady, is unregulated, and costly, but it is worthwhile to have some trusted brands of protein or MRP powders and bars always on hand. Ready-to-eat with no refrigeration required, or they shake-up in seconds, either instantly provide the fuel you need to train, or the nutrients you need to recover. What’s more, the top-shelf brands are so good, many of them are more nutrient-dense than their whole-food counter-part. Plus, with a trusted bar always on hand, you’re less likely to make a bad snack choice when food options are limited.
Fitness Corner
6. Maximize your daily fat-burning window by performing cardio in a fasting state, before breakfast. If fat-burning or weight-loss is your primary fitness goal, then know that the most ideal, naturally occurring window of opportunity to maximize your chances is when you first wake up after fasting all night (because you were sleeping). At this critical moment upon waking, you are burning mostly stored fat for fuel, your stomach is empty and your blood-sugar is stabilized. The stage is now set to access and burn even more stored fat by training aerobic-cardio while in this fasting state. To mobilize and access yet even more stored fat, you can consume a serving of caffeine via black coffee, tea or a pre-workout supplement. (Caffeine unlocks and mobilizes fat-stores). Note: If you are concerned about catabolizing muscle tissue for energy, then you can also consume either one scoop, (20 grams) of whey protein powder mixed with water, or eat a teaspoon of coconut or MCT (medium chained triglyceride) oil along with your black coffee or tea. The MCT fat found in coconut burns like a carbohydrate but without triggering insulin or disturbing blood-sugar balance. To be clear, if your primary training goal is athletic performance or building
Photograph provided by Max Wettstein
18 | Aero Crew News Back to Contents
muscle, then training before consuming a balanced breakfast may not be ideal, as your energy levels will not be topped off.
7. Get smart with your Smart-Phone. Gadgets can be good. Pilots love gadgets & data. So download a workout app on your smart-phone or wear a fitness bracelet for immediate physiological feedback. Immediate performance and completion data feedback — such as, how many calories you’re burning, your heart rate, distance traveled or elevation gained — is very rewarding and empowering. It can serve as a catalyst to propel you to the next level or workout, track trends and progress, and serve as another accountability tool. Fitness bracelets and their associated downloadable smart-phone apps do all this and more. Plus, they can suggest workouts and provided detailed exercise guidance via photos and videos. It’s like having your own virtual trainer everywhere you go and automatic updating workout log, only for hardly any cost! I should know, I helped create one.
8. Multi-Task. Let your A.D.D. diagnosis work for you. Need to make some phone calls? Put on your blue-tooth headset and talk while you walk. Have to take your kids to their practice? Train with them, or train while they train. That’s what I do. Wife or girlfriend has you pinned down for a lunch date? Take a rain-check on lunch and make it a fitness date instead: Go for a run, hike or bike ride together. Listen, Cosmo says if you agree to do a Yoga class with your chick, you will be her hero for the week. Need to listen to some podcasts or audio books for work research? Again, put on your blue-tooth headset and listen while you workout.
9. Make it FUN. This is perhaps the biggest hack of all. If you can find a way to make your workout the highlight of your day – literally boosting dopamine, your “drug-of-choice” — you will discover that you miraculously possess endless energy to give to exercise. You won’t want to quit. The best way to do this to find a sport or activity you love and then do it at all costs. My wife and I are only half way joking when I say she thinks she’s a pro beach volleyball player and I think I’m a pro surfer…at age 45! The fitness magic happens only once it becomes addicting — literally. Veteran, world class athletes call this feeling – this state of mind, flow. Granted its hard to play your favorite sport on a layover, but eventually you can learn how to slip into flow-state even during the most bland treadmill workouts.
10. Use positive self-talk and affirmations daily, or go get hypnotized. Instruct yourself daily (without judgement) that you are “fit and strong”, or that you are “a powerful,
Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, having appeared on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and
personal trainer. Max currently runs a holistic health and travel fitness blog. Max was the initial fitness and health contributor for the pilot cadre at JetBlue for five years before corporate took over. As a longtime advocate of holistic health and longevity, Max has made a commitment to researching every occupational health hazards pilots and aircrew face while flying the line, from long term sitting to jet lag, to radiation exposure. Max also specializes in designing quick, high-value, body weight-only workouts, that can be performed anywhere while on the road, even in your hotel room or the hotel stairwell. Max has the unique background of both airline travel life along with cutting edge fitness, and has learned how to make both work as synergistic careers and as his lifestyle. In his free time when Max isn’t flying the Airbus or on set of a fitness infomercial, Max is usually surfing with his family, skateboarding, or playing beach volleyball in Encinitas, CA.
www.travelfitness.org
www.maxwettsteinfitness.blogspot.com
Fitness Corner
fit warrior”, or something to this effect. Repeat this aloud to yourself several times daily. If you have the motive and the means, visit a sports psychologist to experience the sincere power of suggestion (hypnosis), and learn about self-fulfilling prophecy, to instill within you that you are becoming the confident, fit, athlete you desire to be. ou think I’m kidding. I couldn’t be more serious. You also have to hack into your mind. Ask yourself this: If you don’t believe in yourself, then who will? Get radical with your fitness and realize your full potential. The time is now. Eventually with practice you can learn to experience mindfulness, positive affirmations, and meditation anywhere.
Enjoy the ridewith us.Become part of our fun, caring crew, dedicated
to making our customers happy and having
a good time doing it. Full-time pilots enjoy
great benefits:
• Employee Stock Ownership Program
• Partial matching 401K
• Health and dental insurance
• Paid leave, holidays and volunteer time
• KCM, CASS and family pass benefits
• Relocation and uniform allowances
• FAA medical reimbursement
• Long and short-term disability
• Start and end in your base every night
(except Montana)
Contact our Pilot Recruitment team at [email protected] or call 508-727-7883.
20 | Aero Crew News Back to Contents
Food Bites
E a s t C o a s t S e a f o o d
Written by: Craig Pieper
Saltine, Norfolk, VA
Fresh Oysters, Photo Taken by Craig Pieper
As always, I’m on the hunt for new and great places to eat while I am traveling. This past month I ended up with a long Norfolk
overnight, which put our hotel downtown by the water. If you have never been to Norfolk, I would highly recommend going!
Around four in the afternoon, my First Officer, Dave, and I set out to find a good place to eat. While Yelp directed us in the right direction, the place where we ended up stopping was not even on Yelp, it was just that new.
As we were walking, we passed a place with several wide-open garage doors with a view right to the bar. This was the first thing that caught my eye. While the front door was not as obvious as one would expect, the entrance was easily found. I realized later that this was actually part of a hotel and the main entrance was from the hotel lobby, something I would have generally avoided, but I’m glad I did not. Outside Saltine, the sign on their door bragged of happy hour drinks and half-off appetizers. Since it was happy hour this solidified our decision to enter and give it a try!
Upon walking in, we noticed the dining room section was closed, but since I prefer sitting at the bar, this was not an issue. We found a couple of seats at the bar and we were almost immediately greeted by the friendly bartender with sets of menus. I asked him what drink specials they had this evening and he began to list of all the beers on special, then the cocktails; when he said five-dollar Old Fashioned, I stopped him with a quick, “Yes!” Dave chimed in and said, “You know I’ve never had one of those, I will try one too and let’s get an order of your fifty-cent oysters.”
The Old Fashioned arrived first, while I’m in training to be a whiskey/scotch connoisseur, Old Fashioned mixology is not my forte, yet. I do know the base has a lot to do with the overall flavor of the drink.
Within about ten minutes we had a platter of a dozen fresh oysters on the half
Catch 31 Jumbo Lump Crap Cake, Photo Taken by Craig Pieper
norfolkthemain.hilton.com757 763 6269
As always be sure to enjoy any alcohol responsibly. If you have any great spots to eat, please share them with us... [email protected]
Saltine208 East Main StreetNorfolk VA 23510
Food Bites
shell with three toppings to accompany them. These included horseradish, cocktail sauce and a mignonette sauce, all made fresh in-house. The oysters tasted as if they had been pulled from the bay within hours and they were no small or skinny oysters either. About half way through devouring this dozen, I insisted we order another dozen along with an order of deviled eggs. The deviled egg appetizer came with three eggs, each with a different toping. One had smoked fresh Virginia trout; the second had fresh Chesapeake crab while the last was sprinkled with Old Bay. Just as we finished the eggs, our next dozen showed up and we devoured them.
Because the appetizers were half-off, we continued to scour the menu for others to try. Dave ordered the Carolina Shrimp a la Plancha while I ordered the Catch 31 Jumbo Lump Crab Cake. While I can’t speak for the shrimp dish, the crab cake was incredibly fresh and had some great flavors.
As we were leaving, the manager mentioned that they had a brand new roof top bar on the fifth floor called Grain. He highly recommended that we stop by and take a look. We left our bar stools, stuffed as usual, ventured to the fifth floor and found an amazing “rooftop beer garden” dining opportunity that I will be sure to try next time I am in downtown Norfolk.
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Carolina Shrimp a la Plancha, Photo Taken by Craig Pieper
22 | Aero Crew News Back to Contents
Safety Matters
Non-Routine Operations Reporting
Written by: Scott Stahl
Continuing with the theme of reactive policy changes in aviation, and leading up to how they will relate to the future of SMS operations, it is important to talk about
the system that most air carriers use to report and correct operational issues that might not otherwise be reported or detected using other means. This system will have a name that varies by company, but will resemble something like “Irregular Operations Report” or “Hazard Report.”
Essentially, a non-routine operations report is a system by which employees and crew members can report hazards to the operation that don’t warrant inclusion in ASAP, ASRS or FOQA. It may also provide ways to include constituents who don’t work the for the company reporting the hazard, such as a ramp operations or a fuel contractor, where there is no direct way to address the issue internally.
As an example of this, assume that a crew is taxiing to park at the gate and someone is driving a fuel truck outside of the road and at a higher than normal speed and it causes a hazard to the aircraft pulling into the gate. This doesn’t necessarily fall under the operator inclusion for ASAP (though it certainly could in some cases), but is a hazard that needs to be identified and addressed.
In this case, it might be beneficial to file an irregular operations report, identifying the hazard to the company, and then allowing the behind-the-scenes system to deal with the issue. This will typically be done through the company’s Web portal and will then typically go on-file with an operations department. The operations department will then review and classify the report, and forward it to the appropriate channels within the company for further action. In cases where it is an internal company issue, it may be reviewed by a department head, a committee, or a panel of leadership designed to acknowledge and address these specific issues with policy changes, system improvements, additional training, or other company changes.
In our example of the fuel truck, the report may be looked at by operations management, and then forwarded to the person responsible for managing the station so that they can coordinate with the fuel company to either provide retraining for the driver or to enact disciplinary action. In the case of a Fee for Departure airline (FFD), the operating company may forward the report to the base manager for the operator who then must interface with the mainline provider, who then must coordinate with the fuel company to address the hazard. It is
Correcting operational issues that might not be known otherwise.
Photo used with permission from Pixabay.com
May 2017 | 23
Safety Matters
imaginable that this process can take some time and require a great deal of effort and coordination to effect change, especially if the system is designed to provide feedback on the report.
Irregular reports can also be used to address internal operational issues that may have the potential to cause other operational or safety delays, but that aren’t immediate operational issues. Some examples of this could be hotel delays that may result in minimum rest rules being broken, operational maintenance delays, scheduling issues, and even less efficient dispatch procedures or faults.
Most companies will have published procedures for identifying and reporting non-standard operational risks as a way for the company to gather feedback, from the front line, about operational hazards and conditions that they may not otherwise know about. This is important because an important component of SMS, which will be discussed in a future issue, involves the identification and reporting of operational hazards before they cause operational risks and problems. One of the primary ingredients for SMS is the identification of hazards before they cause operational risks and problems and is a cornerstone of moving the safety paradigm from a reactive system to a proactive one.
While seemingly minor, with the goal of the prevention of accidents in mind, it is easy to see how the irregular operations report offers a straightforward and accessible way for employees to identify and address operational hazards to the appropriate people inside the company. This makes it very similar to the required operation of one of the core operating SMS principles, which will be discussed in a future issue.
Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Scott obtained a Bachelor's in Aeronautical Sciences from Embry-Riddle Aeronautical University's Arizona campus, with a minor in Business Administration. He also obtained his Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical University’s Arizona Campus. Scott is currently a First Officer at a Regional Airline and has over 4,000 hours of flight time and is an active CFI with FAA Gold Seal.
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26 | Aero Crew News Back to Contents
generally seek another room on a different floor in that hotel. If the issue is still not resolved, the crewmember would most likely seek lodging in a different hotel.
Pilots will have to go through the airline’s hotel agency to find a new hotel. This can be a fairly simple process on a clear delay with no cancelations. This process can easily turn into an ordeal lasting a few hours if the airline suffers any IT issues or when weather cancels numerous flights. Some airlines will allow its crewmembers to find their own housing (reasonably priced) and require them to expense the cost to the company. This is extremely rare however. If the airline cannot find a hotel for a crew, the crew probably won’t have any luck either. The company also faces additional time pressures to get crews into hotels: the rest-rules of FAR Part 117 (10 hours between Flight Duty Periods, or days, and a minimum of eight hours in a hotel room). For the crew to meet minimum rest, the longger the wait, the later they must start the next day.
How long a crew stays in an overnight city varies significantly. While there is a minimum time crews must be granted for rest purposes b e t w e e n days (10 h o u r s ) , there is no m a x i m u m . D o m e s t i c
Contract Talks
H o m e A w a y f r o m H o m e
Written by: Marc Cervantes
For an airline pilot, being on the road should be pretty nice, right? The chance to stay at great hotels with plenty of time in each city sounds great. Well, factoring
in operational necessities, regulations, and airline specific contracts, overnights can and do vary tremendously. Consider this: a pilot working four four-day trips a month, with two weeks of vacation and recurrent training, would spend a third of the nights sleeping in a hotel room. That’s being generous considering a significant number of pilots commute and may spend additional nights in a crash pad or hotel. While almost all pilots do not chose their airline based on hotels provided, one factor that affects morale on the job is where (and how much) they sleep when they are not home. All airlines have different sections of their contract for lodging, and there is no doubt the language can mean the difference in a pilot feeling refreshed versus feeling like Bill Murray on Groundhog Day.
Most airlines employ a hotel reservation agency to manage hotel bookings throughout the year, as opposed to doing it themselves. And generally, they have a union committee dedicated to overseeing the type of hotels where crews stay. Both sides (union and airline) come together and agree on hotels chosen for overnights, with factors such as pricing and amenities offered. Some airlines may require its hotels to have certain amenities, such as a gym, refrigerator in the room, or transportation provided within a radius of the hotel. Almost all hotels will provide the crew a discount on food and drinks, ranging anywhere from 10% to 50%.
The hotel committee does more than just seek out overnight hotels though; it constantly analyzes the hotels’ suitability are for crews. This is primarily done through a complaint form available to crewmembers online. Matters such as bed bugs or noise issues would be a p p ro p r i a te for complaints. If the issue is possibly linked to that specific room, say bed bugs (yes, it does occasionally pop up!) the crewmember s h o u l d
May 2017 | 27
redeemable when a scheduled overnight is longer than 26 hours.
With all of these considerations, there is no doubt the hotel section of a pilot contract is essential. Airlines will provide various lodging opportunities to its crews, with the primary purpose of providing the crews the required rest. While at times, sleep is the only thing crews will be able to do on an overnight, sometimes being able to wander around and taste the local food will go a long way in raising one’s frame of mind. Make no mistake about it though, while some overnights are used for the sole purpose of resetting the clock for the next day, others can make this job extremely enjoyable.
About the Author
Marc Cervantes is an Embry-Riddle Aeronautical University-Daytona Beach graduate, having received his MBA in Aviation Finance as well as his BS in Aeronautical Science. Marc is currently a First Officer for a regional airline, having logged over 3,000 hours of flight time. In his spare time he volunteers on three separate MEC committees and has started an organization dedicated to helping the younger generation of pilots network with current pilots. Their goal is to help pilots looking to join the regional airlines. For more information about Professional Pilots of Tomorrow visit ThePPOT.org.
overnights usually range from 10 hours of rest to 32 hours. Due to flight schedules and regulatioons, international overnights (usually longer segment flights to Europe or Asia), may be 72 hours. For such “long” overnights, roughly half of the airlines provide their crews with a downtown overnight. The exact definition of a long overnight differs by each airline’s contract, but is generally greater than 14 hours. Crews on such overnights can expect a hotel located downtown in the layover city, where more attractions and restaurants are available to crews. This may not seem that big a deal, but may mean the difference between watching TV in the room for hours on end or being able to go catch a Cardinals game just a couple blocks away.
Short overnights, on the other hand, are predominantly to allow the crew to simply rest. Food options are generally provided to crews, but may be very limited. The hotels utilized are almost always near the airport, within a five-minute shuttle ride. Features that may be provided by the short overnight hotel will depend upon the contractual language.
And what happens when the transportation to the hotel is nowhere to be found? Airlines generally have a certain time frame it allocates for its crews to wait for the transportation service before allowing them to use their own method. In most cases, wait times are 20-30 minutes after the crew blocks in. If transportation is not available, crews usually have the ability to use a taxi service and expense the cost to the company.
It is worth noting that rental cars are almost never provided for crews, no matter the duration of the overnight. One U.S. airline does provide its crews with a rental car clause,
Contract Talks
Photos used with permission from Unspalsh.com
28 | Aero Crew News Back to Contents
A Bright New Long-Term Future at Air Wisconsin
Throughout our fifty year history, Air Wisconsin Airlines has taken pride in providing innovative regional capacity solutions to the US Airline industry. The Company recently
announced a long-term capacity agreement with United Airlines which will provide an exciting new chapter of stability and growth for Air Wisconsin to operate 65 CRJ-200 aircraft in the United Express/United Airlines network. Commencing in September of this year Air Wisconsin, whose corporate headquarters are in Appleton, Wisconsin, will proudly become part of the United Airlines family once again and by late spring 2018, its entire CRJ fleet will be exclusively operating as United Express with primary operations in Chicago O’Hare (ORD) and Washington Dulles (IAD). Air Wisconsin and United’s roots date back to 1986 and employees eagerly welcome the reunion and the opportunity to provide the highest levels of service to United’s customers.
Written by: Tina Vos and Michael Perrizo
As a result of this exciting new partnership, Air Wisconsin is rapidly increasing its pilot ranks and will be hiring 450-500 pilots within the next two years to support the new United Express operation. Needless to say this level of growth, coupled with substantially increased pilot and fleet utilization, will create great career opportunities and fast Captain Upgrades for new pilots with minimal time expected on reserve.
“We are very pleased to be re-establishing a long-term flying partnership with United and once again serving as a United Express carrier as part of United’s global network. This partnership provides secure, long-term opportunities for our employees as we expand and place our full fleet into service with United. Air Wisconsin has a proud history of delivering a superior product and we look forward to providing United’s customers with the safe, reliable and outstanding customer service that is the hallmark of our Company,” says Christine Deister, President and Chief Executive Officer.
May 2017 | 29
Pilot Growth OpportunitiesThe new United flying agreement and the United Career
Pathway Program provides Air Wisconsin’s pilots a unique opportunity for career advancement to United Airlines. The expanded United service, the Pathway Program and the significant pilot growth required in the workforce will accelerate the upgrade time for First Officers and new hires to as little as 18-24 months and possibly sooner for those hired in the next 12 months.
Industry Leading Compensation and BenefitsIn February of this year, Air Wisconsin announced the new
starting rate of $35/hour for 1st year First Officer pay and a $33,000 baseline hiring bonus. In addition to this baseline bonus, there are several other bonuses for which a new hire pilot may qualify. For more information go to: www.airwis.com/pilots.
Air Wisconsin offers the best 401(k) program with a match up to 8% with 3% guaranteed by Air Wisconsin regardless of employee contribution. In addition, Air Wisconsin has industry-leading health care benefits with an employee premium cost share of only 25% and no deductibles. Other great benefits include a minimum of 12 days off per month, up to 35 days of vacation per year, premium pay of up to 200%, cancellation and deadhead pay at a full 100% —all things that create an unrivaled industry leading compensation package that maximizes the quality of life for all of Air Wisconsin’s pilots.
Supporting Pilot Development and TrainingWithin the last year, Air Wisconsin introduced an Airman
Trainee Program. This program provides future commercial airline pilots an opportunity to work part-time for the Company and begin a career-building, professional mentorship and overall relationships with the Air Wisconsin pilot group. On top of bi-monthly paychecks, Airman Trainees enjoy benefits such as the 401(k) match, travel privileges and are eligible for employee referral bonuses (up to $4,500 per referral). The Airman Trainee position has been designed to ensure a smooth transition from the classroom to the cockpit by providing tools and resources at the onset of a pilot’s development. The pathway for an Airman Trainee candidate is not restricted to certain schools or programs. Airman Trainees have a very high success rate transitioning to First Officer positions at Air Wisconsin as a result of this program.
Air Wisconsin’s investment in its crew members continues throughout all facets of the operation with an emphasis on training. Each pilot receives the best training in the industry from initial, upgrade and recurrent events. To ensure an optimum experience for pilots, the flight training department is based 100% in-house including the ATP/CTP program. Maintaining pilot training within Air Wisconsin is a valuable investment that allows the Company to leverage the experience of its professional instructor group, which has over 500,000 hours combined instructional experience. Our dedicated and
30 | Aero Crew News Back to Contents
experienced training department ensures a smooth transition for new hire pilots into the safe, professional culture that makes Air Wisconsin the best in the regional industry.
Company CultureAir Wisconsin’s company culture is driven by two key areas;
a focus on safety and recognizing the value of our employees. Safety at Air Wisconsin is our main priority which we accomplish everyday by integrating safe practices and procedures into every facet of our operation. We value our customers, crews and co-workers as a core part of our culture and we hire quality candidates who share our commitment to safety and excellence.
The Company strives to create an environment where employees enjoy coming to work and know that their contributions are recognized. Air Wisconsin accomplishes this through various individual and team based programs throughout the year. Air Wisconsin also provides financial sponsorship via Teams Giving Back, encouraging employees to extend the Company’s well-known spirit of service and excellence throughout their own communities in the form of volunteerism.
Our People Make the ProductWhat makes Air Wisconsin a great place to work? Ask any
employee and they’ll say, “The people.” Air Wisconsin places a high value on employee fit as well as qualifications. A family atmosphere, respect, and a culture that fosters creativity is why the Company has a workforce of nearly 1,400 employees dedicated to its continued success.
“What sets Air Wisconsin apart is something I didn’t realize until I became an employee. At Air Wisconsin, I am privileged to fly with amazing employees who are lifelong friends. I learn from those senior (and junior) to me and have been fortunate to mentor and train some of the pilots who joined our team after me. The people make our difference,” states Tim K., a veteran Air Wisconsin pilot.
Air Wisconsin’s reputation is so highly regarded, that many employees recruit co-workers including their own family members. There are several examples of multiple generations of families choosing to work for the Company.
Your Future With Air WisconsinOur Company’s 50-year history includes relationships
with United Airlines, US Airways and American Airlines and was made possible by our great team of employees. As Air Wisconsin soars into the future and continues to grow with our new exclusive flying relationship with United Airlines, we look forward to welcoming the next generation of Air Wisconsin’s pilots who will build on our proven reputation. Don’t let our name deceive you – although our corporate office is located in Wisconsin, the breadth of our flying network currently covers, or in the past has covered, the Midwest, East Coast, Mid-Atlantic, Rocky Mountains, California and Canada.
We welcome all outstanding men and women aviators to join our team of dedicated, professional pilots as we embark on another great chapter in our history with United Airlines. Join us and receive the best training, pay and benefits in the regional airline industry – as well as the fast-paced career growth opportunities you are looking for!
32 | Aero Crew News Back to Contents
Interview with Michael Perrizo, Managing Director of Flight Operations
Pre Interview:Craig: How do you select applicants to be brought in for an interview?Michael: We are proud that Air Wisconsin pilots are known for being some of the best in the industry. When we select a candidate for an interview we are looking for a pilot that can not only stand up to our Company’s high standard of safety, but will be a good fit for our close knit Company culture as a future leader. This is critical because we need to interview every pilot as a future Captain due to our upgrade time that is expected to be between 18 and 24 months.
C: What can an applicant do to increase their chances of being called for an interview?M: All applicants can contact us directly at [email protected] and provide their resumes for immediate review. Applicants with prior 121 or 135 experience along with those who are about to meet or exceed the ATP or R-ATP minimums have a much greater chance of being selected for an interview for a pilot position. Applicants who do not yet meet ATP or R-ATP minimums should still apply to be considered for an Airman Trainee position.
C: How critical is it to attend a job fair to get an interview? M: We love the opportunity to get to know all of our candidates on a personal level and job fairs often offer the opportunity for a pilot to meet one on one with a member of the Pilot Recruitment team. This not only helps us get to know the candidate better but also the candidate to get to know Air Wisconsin.
C: What is the best way to prepare for an interview with your company?M: We recommend that each pilot study Air Wisconsin Airlines to understand our values, our mission, and how they can be a contributing member to the team. We are looking for pilots who can clearly demonstrate their quality of character and technical proficiency with a passion to be a part of an amazing group.
Interview: C: Do you recommend that applicants get to your interview city the day before and get a hotel room for the night?M: We do recommend that candidates arrive in the city where their interview is being held the night before. We understand that this may not be possible in all cases, but it removes some of the stress that is associated with a job interview. To assist with the financial burden associated with the travel, Air Wisconsin provides positive space travel to the interview and works with each candidate to help offset the costs.
C: Can you walk me through a typical day of interviews?M: Our Pilot Recruitment team loves to share their passion about working for Air Wisconsin; to share this passion they first sit down with the candidates to go through our Pilot contract and discuss any questions they may have. Our team then looks to gain further insight into the pilot’s background and judgment in regards to safety, customer service, and overall experiences. Pilots will be evaluated on their proficiency with approach plate charts and competency of general aviation principles as well as their reaction to high intensity situations.
C: What kind of questions can an applicant expect to be asked?M: Questions are broken down into three general areas. The first area focuses on a pilot’s background and experiences. Following those background questions, we focus on two areas which help us determine how the candidate will react in various situational/ behavioral and technical scenarios. Situational/ behavioral questions ensure the pilot’s fit with our Company’s culture and values. Technical questions show us where the pilot stands when looking at the Company’s high standard of safety as well as the candidate’s ability to be able to upgrade quickly and join one of the best pilot groups in the industry.
C: What are some of the biggest mistakes that applicants make during the interview process?
May 2017 | 33
M: The biggest mistake we have seen applicants make during the interview process is not providing full disclosure when discussing past and present training, experience, and situations.
Written test:C: Is there a written or computer test? M: We use a 50 question test with questions deriving from the ATP-written test bank. This evaluation allows our team to gauge a pilot’s technical competency and further provides insight as to the experience level of the candidate.
Post Interview:C: Do you tell applicants they are hired in person that day? M: Depending on the situation, there are cases where applicants will know following their interview if they are receiving an offer of employment. In some instances, we will need to gather more information from the applicant before we can extended an offer of employment.
C: If not, how long do applicants have to wait to know if they are hired?M: We will reach out to every candidate as soon as possible which is normally no longer than 24 hours after the interview.
C: How soon can an applicant expect a class date after being hired?M: Per FAA regulations, every candidate must pass a drug screen, FBI fingerprint check, and background check before they are able to start in class. Air Wisconsin works with the candidates during this time to join a class date that works for the Company and the pilot.
General:C: How many pilots does your airline expect to hire this year?M: Over the next two years we expect to hire 450 to 500 pilots to support our increased fleet utilization with our transition to United. So in the next 12 months
we are looking to add 225 to 250 pilots. With our aggressive hiring projections over the next two years and beyond pilots will see upgrade times of 18 to 24 months and possibly sooner for those pilots hired in the next 12 months.
C: Can you explain the ATP/CTP class that your company offers? M: Air Wisconsin provides a Company paid ATP/CTP course. During this course we pay a starting salary of $35 per hour and provide single occupancy hotel accommodations. The course is designed around FAA regulations where you will receive 30 hours of in- house ground school and 10 hours of level-D simulator training. We do not outsource this course. Our training is provided with our Company instructors and equipment. At the completion of our course, you will be eligible to take the ATP written exam.
C: Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus?M: Air Wisconsin is excited to offer a $33,000 baseline hiring bonus. Every new First Officer is eligible to receive this bonus amount which is paid out over three years. In addition to this baseline bonus there are several bonuses for which a new hire may qualify. Candidates should contact a member of our Pilot Recruiting team for more information.
C: Does Air Wisconsin have a pilot referral program?M: We do. Any Air Wisconsin employee that refers a pilot who is hired on and completes training is eligible to receive up to $4,500 per referral.
C: Can you describe the career path program that Air Wisconsin has with United Airlines?M: We are excited that through our partnership with United Airlines our pilots will now have a defined path to United through the Career Pathway Program. We are aggressively working on the Pathway Program implementation and will be sharing details in the near future.
Interview with Michael Perrizo, continued...
34 | Aero Crew News Back to Contents
Headquarters: Appleton, WI
Year Founded: 1965
Number of employees: 1,400
Number of Aircraft: 65
Number of Passengers: 6 million per year
Number of Bases: 5 bases
Bases: PHL, ORF and DCA; ORD and IAD to be opended in the Fall of 2017
Number of Cities served: Approximately 71
Key Benefits: Projected 18-24 month upgrade times; baseline $33,000 sign-on/retention bonuses; $35/hour
starting pay; defined Career Pathway Program to United Airlines; industry-leading health care
benefits with an employee premium cost share of 25% and no deductibles; industry-leading 401(k)
match up to 8% with 3% guaranteed regardless of employee contribution
Website - airwis.comPhone - (920) 739-5123
Facebook - facebook.com/airwisconsinTwitter - twitter.com/airwisconsin
LinkedIn - linkedin.com/company/air-wisconsin-airlinesInstagram - instagram.com/airwisconsin
Credits:Managing Director of Human Resources
Managing Director of Flight Operations
Human Resources Manager of Recruiting
Social Media & Communications Manager
Tina Vos
Michael Perrizo
Tori Willing
Amber Biela
Fast Facts:
May 2017 | 35
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Cockpit 2 Cockpit
How to Stay Cool When You’re in the Pool
Written by: Marc Himelhoch
The excitement of receiving your first Conditional Job Offer (CJO) from one of your top targeted airlines can be overwhelming. It’s a very proud moment. You probably
spent countless hours perfecting your résumé, cleaning up your logbooks, filling out applications, and preparing for the interview. You worked hard for this moment and now you want to share it with the world. The first thing most pilots do is change their Facebook profile picture to the tail flash of their new employer and blast out a social media message to their friends announcing the CJO. Here is just some food for thought on why you might want to hold off on making a social media announcement to the world.
You are now swimming in “the pool”. In the aviation community, “the pool” is the term u s e d to describe the time period between receiving the CJO and actually starting training. That period varies from one airline to the next and largely depends on your availability date, how many pilots were “swimming in the pool” ahead of you, and how many pilots the airline can squeeze through their training pipeline at any given time. The latter of those three factors, the training pipeline capacity, is generally the most limiting factor. Some pilots only spend a few weeks in the pool, but others have been left in the deep end for up to a year without a flotation device. I spent six months in the pool at my previous airline. I personally know several pilots who were left in the deep end of the pool for over a year at various airlines who hired many more pilots than their training pipeline capacity could handle.
One thing to keep in mind while you’re treading water is that a Conditional Job Offer is just that — conditional. You are not getting paid yet, and although it is likely that the airline will get you into training at some point in the near future, it’s not a guarantee. In September 2001, I was stationed at Sheppard
AFB, Texas. The airlines were hiring again after a long layoff in the 1990s. I personally knew at least a dozen pilots who had recently been hired by the airlines. Some of them left the military at the 12-to-18-year point with no retirement. They bought nice houses in other cities where they were going to be domiciled with their new airline. Then somebody decided to crash a few airliners into the Pentagon and World Trade Center, and, all of sudden, those guys/gals were out on the street. The lucky ones had already started training and were furloughed. When you are furloughed, you keep your pilot seniority
number with the understanding that at some undetermined point in the future, the airline will recall you to work. Until then, you are
essentially unemployed. It took over ten years for some of my pilot friends to be recalled to their
airlines after being furloughed in the days after 9/11.
The unlucky ones were waiting in the pool, and had
their CJO’s taken away.
Even if the situation is not as extreme as the one I just described, you need to consider the possibility that even if this CJO is from your top-choice airline, depending on how long they leave you in the pool, you might need to take interviews with other airlines just to put food on the table. Of course that depends on your personal financial situation.
The other possibility is that the first CJO you receive is not from your top-choice airline and you were already planning to take interview invites from airlines that were rank-ordered higher up on your “dream sheet” list.
My point to all this is to say that you really need to consider how smart it is to blow up your social media profile with your CJO and the logo of the airline that just hired you. The next airline you interview with just might (read: probably will) do a Google search on you and it would be awkward, to say the least, if you are interviewing at Delta and your Facebook profile picture is the American Airlines tail flash!
Photo used with permission from Pixabay.com
May 2017 | 37
Consider this CJO like your first combat deployment. You wanted to tell your friends and family where you were going and when you would be back, but OPSEC required you to stay silent. You probably want to make sure your spouse resists the temptation to announce your CJO on his/her social media accounts also, just in case. OK, it’s not quite as serious as OPSEC. I’m not saying you can’t call your friends and family to announce your recent success; phone calls don’t leave a trail of breadcrumbs for potential employers to follow. I’m just cautioning you against using social media as your messaging platform because social media is very easy for most anyone to see. Type in any name into the Facebook search bar (a name that is not already one of your contacts) and you will see what I’m talking about. You can see profile pictures at a minimum, and sometimes you can get a lot more information than that depending on the security settings that person has established. However, even if you think you have your accounts locked down so nobody except those you have given permissions to can see your information, I still wouldn’t risk it.
So when is it safe to make your big announcement to the world on social media? After all, you’ve worked really hard to get to this point in life and there is nothing wrong with basking in the moment if the conditions are correct. I would offer you two conditions to meet before you make a social media CJO announcement:
1. The airline has given you a confirmed class start date. Once you have a class start date, chances are pretty good that this is for real. If you want to play it more
Cockpit 2 Cockpit
conservatively, you could wait until you actually start class and have a company ID badge (which usually happens on Day 1). Or you could go with my wife’s ultra-conservative philosophy that nothing is real until the first paycheck clears the bank.
2. You are 100% certain that this is the airline you want to retire from at age 65. If this airline was not your #1 choice, or at least an airline that you are happy to call your new #1, then hold off on any social media announcements. As mentioned previously in this article, you don’t want to be in the situation of interviewing at another airline with your current airline employer logo prominently displayed on your social media account.
While I’m on the subject of social media, it is really important to clean up your social media profiles before you hit send on your first airline application. Any material that might be considered offensive or off-color needs to be removed (which might cover about 98% of some pilots’ social media posts). Also, remove all those party pictures with drink in hand. I was amazed when I went to clean up my Facebook page just how many pictures had alcohol in them. I know you don’t have a drinking problem, and you know you don’t have a drinking problem, but the human resources folks at XYZ airline may not know that you don’t have a drinking problem.
I cover this topic and many others related to the military to airline transition process in Cockpit2Cockpit.
In 1995, Marc joined the US Air Force as a second lieutenant. He served as a T-37, T-6A, and F-16 instructor pilot and as an F-16 higher-headquarters evaluator pilot. He logged nearly three hundred combat flight hours and flew in Operations SOUTHERN WATCH, NORTHERN WATCH, JOINT GUARDIAN, NOBLE EAGLE, and IRAQI FREEDOM.
In 2014, Lt Col Himelhoch retired and became a commercial airline pilot. Marc interviewed with and received conditional job offers from Delta Air Lines, JetBlue Airways, Southwest Airlines, and XOJET. Marc is now a pilot with Southwest Airlines. He and Missy live in Dallas, Texas.
LT COL MARC Himelhoch, USAF (Ret), is a pilot with over 5000 hours of flight time. He grew up in Clearwater, Florida, where he met his wife, Missy Shorey. He graduated with honors from Embry-Riddle Aeronautical University in Daytona Beach, Florida, earning a masters degree in aeronautical science.
38 | Aero Crew News Back to Contents
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May 2017 | 39
There’s still a lot of progress to make, and we’re ready for the challenge.
The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating
for civil rights, or having killer networking and social events. We’ve given away over $255,000 to
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40 | Aero Crew News Back to Contents
MILLION-AIR Written by: Andy Garrison, MBA, CFP®
How To Increase Your ‘Side’ Income
A ll of the extremely financially successful pilots with whom I’ve spent time have one thing in common: additional streams of income, beyond their airline job. Take a page
out of their (and most financially successful people’s) playbook and increase the income you have coming in “on the side.”
Why you should increase your incomeRegardless of where you are in your career, the greater
your income, the faster you build your net worth. The faster you build your net worth, the shorter the leg to your financial freedom.
In addition to building greater wealth faster, having income from multiple sources is the prudent thing to do as a pilot. Why? Because the aviation industry goes through uncertain times, and it’s wise “diversification” and risk management to have income beyond your flight pay.
Increasing your income is easier than you thinkWhen I work with pilots to establish side jobs or increase
income, I almost always hear that it’s “too complicated” or it’s “not for me.” Even though it may feel overly complicated or out of your control, it’s not!
Increasing your income is much easier than you think. Simply put, it’s about finding where you add value to others and then exchanging the value you can (or already do) add for money.
Follow five steps that always work and you’ll be well on your way.
Step 1 – Look for “gold” with your current employer
It’s rare that one cannot find an opportunity to add more value (in exchange for more compensation) with their current employer. This is especially true if you’re working for a flight school building hours or for a regional looking to hire new pilots.
Spend time reviewing where you see “gaps” with your current employer and come up with a proposal to fill those gaps in exchange for a small percentage of the gains. You’ll be surprised at how often you can find these opportunities.
For some, this may provide sufficient income to offset other costs or save additional money. If you’re looking for more, move on to step two.
Step 2 – List your current skillsMake a written list of all the skills you currently possess.
Come up with as many as you can and don’t worry if some don’t seem relevant, because they very well may be in the next step.
For some individuals, it can be hard to come up with a solid list. If that’s the case for you, simply ask those you’re closest to what your best skills – your “superpowers” – are. You’ll be surprised at the feedback you’ll get! Be creative and don’t stop until you have at least ten.
Once you have your list of skills, move to step three. Step 3 – Identify where the money is and who has itThere’s an old saying in business: “Go where the money
is.” When you’re looking to increase your income and income streams, find out who has money and needs one or more of the skills you listed.
Don’t overcomplicate this step! The most common mistake I see in this process is people looking to make more of this than it is. Simply find those who have money and would benefit from your skills.
Now that you have your list of skills and people or organizations that would benefit from them, you’re ready to move to step four.
Photo used with permission from Pixabay.com
May 2017 | 41
Step 4 – Exchange your skills for that moneyThis is the fun part because it’s where you start to bring
in the additional income. Don’t worry about whether you are “good” at sales or not. Simply focus on sharing the value you can provide the people or organizations on your list and share it with them.
Start with five people, share the value and skills you can bring, and ask them to do business with you.
Nervous about taking this step? Rest assured and read the next step.
Step 5 – Take actionOne of the paradoxes of taking action is that confidence
follows action – it doesn’t lead it. This means you only feel comfortable after you take action, not before.
Money, success, and opportunity always follow action. Take a leap of faith and make the first call or send the first email. Then do the second. After each small step, you’ll build your confidence and realize that the worst that can happen is you end up right where you started, but a little bit stronger!
Three real-life examplesHere are three real-life people who have followed the steps
to increasing their income to give you a little extra motivation as you start your journey.
I recently heard of a flight school student who also started work at the flight school in a non-instructor capacity. He’s not only receiving extra income from his job, but he’s getting discounted flight hours as he acquires his ratings.
I have a client who is a captain with a regional airline and is very much interested in photography and motivation. He uses his downtime on trips to take great photos and attach motivational quotes and sayings to them. He’s licensed these to a t-shirt company and has several other deals in the works.
I also work with a first officer at a regional who uses his downtime to drive for Uber (including his trips to the airport). He is taking ½ of the money he earns from Uber and investing it in sales training and coaching to improve his value and skills. His plan is to use his new skills to replace the Uber driving and continue the cycle until he’s earning more from his side income than his flying!
Final thoughtsWith the right plan and desire, you can increase your income
and shorten you path to wealth. Doing so is always smart risk management as you increase the number of income streams you have.
Take the time to see if there is income you can generate from your current airline or employer, then list your skills, followed by those who need those skills and have money. Then, exchange your skills for their money and deliver as promised.
If you’re not happy with your immediate side job, take some of your extra income and invest it in improving yourself so you can command even higher income going forward.
Let me know if there’s anything I can do along your journey. Just remember – you can increase your income and take command of your finances!
MILLION-AIR
Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. He has over 22,000 hours “in type” advising and coaching people to get a structure in place to build significant wealth in a matter of years, not decades. He is the author of Million-Air:
Strategies For Pilots To Build Significant Wealth.
Andy’s purpose is to push people to see the possibilities in their lives, to inspire and guide them to reaching their full financial potential. He has held wealth management and financial planning roles at the top-rated firms in the country, and is passionate about helping pilots exercise wise “Financial Decision Making.” If you’re a pilot and there’s a dollar sign involved, he can help.
Twitter: @Pilot_Planner
Email: [email protected]
LinkedIn: linkedin.com/in/pilotplanner
Web: http://www.airspeedandmoney.com/
Photo used with permission from Pixabay.com
42 | Aero Crew News Back to Contents
THE GRID
The 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 currunt and correct. Good luck and fly safe!
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the company will match 100% of what the employee contributes.
ALPA: Air Line Pilots Association
Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover all reasons for cancellations. Refer to the contract for more information.
Deadhead: Positive space travel as a passenger for company business; paid as shown in above referenced column.
FAPA: Frontier Airline Pilots Association
IBT: International Brotherhood of Teamsters
ISP: International Savings Plan
IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training.
DC: Direct Contribution, the company will contribute the listed
additional amount directly to the employees 401(K), either quarterly or yearly, refer to the contract for more information
MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee will receive per month. The ability to work more or less is possible, depends on the needs of the company, line holder or reserve and open trips for that month.
Per Diem: The amount of money the company pays the employee for food expenses while gone from base, typically from show time to end of debrief time of that trip. Day trip per diem is taxable while overnight is not.
TFP: Trip for Pay
UTU: United Transportation Union
YOS: Years of Service with the company.
Highlighted blocks indicate best in class.
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Sample only; refer to adjacent pages for actual information
Mainline Airlines
1
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Group I $104.93 $90,659.52 $153.65 $132,754
Group II $160.28 $138,481.92 $234.67 $202,755
Group II $170.27 $147,113.28 $249.30 $215,395
Group IV $200.20 $172,972.80 $293.11 $253,247
Group V $210.20 $181,612.80 $307.76 $265,905
3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B Contract 2015, as amended
B737 $143.32 75 $128,988 $213.26 $191,934
0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days13-19 = 30 Days20-24 = 35 Days25-30 = 40 Days>31 = 41 Days
5.5 H/MMax 1000 0%
> 5 Yrs - 8%5-10 Yrs - 9%
10-15 Yrs - 10%+ 15 Yrs - 11%
20%
*New hire pilots receive 1 vacation day per every full month of employment.
3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended
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
B737-9 $148.93 $128,676 $218.05 $188,395
B737-8 & 7 $148.93 $128,676 $216.92 $187,419
A320/319 $142.96 $123,517 $209.31 $180,844
MD-88/90 $140.40 $121,306 $205.56 $177,604
B717, DC9 $133.30 $115,171 $195.19 $168,644
EMB-195 $111.94 $96,716 $163.88 $141,592EMB-190, CRJ-900 $95.21 $82,261 $139.42 $120,459
3.B.2.d 4.B.1.b* HRxMMGx12 3.B.2.d HRxMMGx12 7.B.1.a 14.D.1 26.C.2 25.B.2 Contract 2014, as amended
B717 $121.53 $109,376 $174.11 $156,699
B767A330 $144.58 $130,119 $207.13 $186,417
A350*
3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 Contract 2010, as amended
B747, B777B787
B767-400$208.59 $175,216 $305.39 $256,528
B757-300 $173.96 $146,126 $254.70 $213,948
B737-900, A321 $167.89 $141,028 $245.80 $206,472
A319 $161.02 $135,257 $235.76 $198,038
3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 Contract 2012 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Band 1* $82.00 $68,880 $140.00 $117,600
Band 2* $87.00 $73,080 $146.00 $122,640
Band 3* $92.00 $77,280 $153.00 $128,520
Band 4* $97.00 $81,480 $160.00 $134,400
2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2
A319, A320, A321* $100.01 75 $90,009 $166.68 $150,012
1-5 = 15 Days6-10 = 21 Days 11+ = 28 Days
1 Day / MonthMax 120 Days 5% 1:2
After 3 years 2.2% up to 6% at 9
years
*A321 coming end of 2015
4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4
A320 family $137.70 $115,668 $202.47 $170,075
E190 $123.91 $104,084 $182.25 $153,090
3.C* HRxMMGx12 HRxMMGx12 3.J** 3.J 3.E 3.E 3.F.i Agreement 2013, Currently in negotiations
B737 $132.84 85 $135,497 $189.78 $193,576
1-5 = 14 Days5-10 = 21 Days
10-18 = 28 Days+18 = 35 Days
1 TFP / 10 TFP**
Max 1600 TFP9.7% 1:1 -
*85/87/89 MMG based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
4.C.1 4.H, 4.M* HRxMMGx12 4.C.1 HRxMMGx12 11.B.2 12.B.1 19.B.2 Contract 2014, as amended
A319A320A321
$109.27 72 $94,409 $185.32 $160,116
> 1 = 7 Days*1-4 = 14 Days5-14 = 21 Days
15-24 = 28 Days+25 = 35 Days
4 H/MMax 400 9%
EE = $143.90EE+1 = $305.66
EE+1 C = $322.33EE+2 C = $454.73Family = $454.73*
*2010 insurance rates subject to annual increases.
3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended
B737NG $82.74 70 $69,502 $126.88 $106,5790-8 = 15 days
9-13 = 22 days+14 = 30 days
Start with 244 H/M 2%
$0 to $300 depending on plan and single, single
+1 or family
Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2
A320 $107.00 70 $89,880 $172.00 $144,4800-1 = 5 Days
1-5 = 15 Days+5 = 20 Days
5 H/M80 and 480
Max**
125% of 6% contributed - -
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic.
Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
B747 $149.33 62 $111,102 $213.32 $158,710 >5 = 14 days<6 = 21 days
1 Day / MonthMax 24
Catastrophic2 Days / Month***No Max
10%** Health 14-25% Dental 20-30%
*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.
3.A.1 3.B.1* HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-AABX Air
B-767 $153.03 68 $124,872.48 $218.61 $178,385.76
>1 = 1 Day/Mo1-5 = 14 Days
5-15 = 21 Days15+ = 28 Days
1 Day / MonthNo Max
19 19.D.1 HRxMMGx12 19 HRxMMGx12 10.A 9.A
A380 $186.33 $190,057 $262.84 $268,097
Wide Body $174.15 $177,633 $245.65 $250,563
Narrow Body $153.22 $156,284 $211.75 $215,985
3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Contract 2006 as amended
B747 $144.27 62 $107,337 $192.36 $143,116 1-4 = 14 Days5+ = 21 Days
7 Days on first day; After 1st
year .58 Days / MonthMax 42
>10 2.5%*<10 5%* None >5 Yrs $20/$40**
<6 Yrs No Cost
*The company will match 100% of the amount contributed. **$20 for individual, $40 for family (per mo nth)
5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3
B757, B767,A300, B747,
MD-11$185.51 75 $180,872 $261.67 $255,128
1-4 = 14 Days5-10 = 21 Days11-19 = 28 Days20+ = 35 Days
5.5 Hours Per Pay Period
No Max12% $44 to $186*
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family.
12.B.2.g 12.D.1 HRxMMGx13* 12.B.2.g HRxMMGx13* 11.A.1.b 9.A.1 15.A.1 6.G Contract 2006 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Legacy AirlinesAmerican Airlines(American)
Alaska Airlines(Alaska)
Delta Air Lines(Delta)
*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.
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.
22%15%
1-5 = 21 Days6-15 = 1
additional day per year
1-5 = 14 Days6-11 = 21 days12-18 =28 days19+ = 35 days
72
72
FedEx Express(FedEx)
85
>1 = >15 days*1-4 = 15 days
4-5 = 15 days**5-9 = 22 days
9-10 = 22days**10-19 = 29 days19-20=29 days**
+20 = 36 days
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family:
$230 / mo
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.
UPS(UPS)
6 H/M
Southwest Airlines(Southwest)
Sun Country Airlines
Kalitta Air
70
0-5 = 108 Hrs6-10 = 126 Hrs11-15 = 144 Hrs16-20 = 162 Hrs 21+ = 180 Hrs
5% 1:1 5% + 3% None Specified
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
JetBlue Airways(JetBlue)
Virgin America(Red Wood)
Spirit Airlines(Spirit Wings)
Cargo AirlinesAtlas Air
United Airlines(United)
Major Airlines
70
1-4 = 14 Days5-10 = 21 Days11-24 = 35 Days+25 = 42 Days
Frontier Airlines(Frontier)
16"%0%
Hawaiian Airlines(Hawaiian)
75
1-2 = 15 Days3-4 = 16 Days
5-10 = 21 Days10-11 = 23 Days12-14 = 27 Days15-18 = 29 Days19-24 = 33 Days+25 = 38 Days
70
>6M=0 H7-12M=17.31 H
1 = 17.31 H2-3 = 34.62 H
4-6 = 45 H+7 = 51.92 H**
3% 100% Match
2% 50% Match
None
5 H/MMax 1300 Hrs
New hires receive 60 hours after completing
training.
MMG of 70 Hours is paid or flight time which ever is greater.
Allegiant Air(Allegiant)
Based on PTO accrual
20%
*Coming in 2017, **No max after pilots 59th birthday.
15%0%
0%
5 H/M*Max 60**
1 Yr = 502 Yrs = 753 Yrs = 1004 Yrs = 1255 Yrs = 1456 Yrs = 1707 Yrs = 1958 Yrs = 220
9-19 Yrs = 24020+ Yrs = 270
7.5 H/M without a sick call.
5.65 H/M with a sick call
Max 1080**
20%
*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment
Airline name and ATC call sign
Abbreviation and definitions:
Blue blocks indicate recent updates
May 2017 | 43
THE GRIDGeneral InformationAircraft Types 2 Digit
CodePay During
TrainingHotel during
new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2015-2029
Union EFBs Bases Notes
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319,
MD82/83, E190
AA MALV 72-84 or 88*
Single Occupancy, Paid for by company
2.25 Dom** $2.75 Int.**
AA - May/1999
US East Aug/2014
US WestSep/1998
14,236 9,987 APA iPad
BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL
*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 ***Includes AA & USAir
6.D.1.d 7.A.5 Oct/2015 Jul/2015 *** Contract 2015, as amended
B737 AS85 Hours plus per
diem
No Hotel During Initial Training $2.15 May
2007 1,759 816 ALPA iPad Air SEA, ANC, LAX, PDX
11.D.5.b 5.A.1 5.A.1 Oct/2016 Oct/2016 Contract 2013, as amended
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
DL $3,888.29 / Month
Single Occupancy, Paid for by company
for the first 8 days in class
only.
$2.20 Dom., $2.70 Int.
February2014 13,003 8,292 ALPA Surface
ATL, CVG, DTW, LAX, MSP, NYC,
SEA, SLC
3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 Feb/2015 Contract 2014, as amended
A330, A350B717, B767 HA
3 Hours per day, plus per
diem
$2.00*$2.50 Int. 600 ALPA HNL
*Interisland
9.G.1 Contract 2010, as amended
A350, B747, B777, B787, B767, B757, B737, A320,
A319
UA3 Hours per day, plus per
diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.* 2006 12,500 7,765 ALPA iPad
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX
*$0.05 increase on Jan 1st.
3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2016 Contract 2012 as amended
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2015-2029
Union EFBs Bases Notes
B757, MD-80,A319, A3220 G4 MMG
Single Occupancy, Paid for by company
$2.00 Octotber2015 794 IBT iPad
BLI, FLL, HNL,IWA, LAS, OAK,PGD, PIE, SFB
AVL
3.P 6.A 3.Z Dec/2016 Dec/2016 Contract 2016, as amended
A319, A320, A321 F9 MMG No $1.90 Feburary
2014 983 FAPA DEN, ORD, MCO
Apr/2016 Apr/2016
A321, A320, A319, E190 B6 $2,500 per
month
Single Occupancy, Paid for by company
$2.00 E:7/2013A:10/2012 3,300 840 ALPA Yes JFK, BOS, FLL,
MCO, LGB
*Pilot data approximate
Add A, Pg24 Add A, Pg24 11 Dec/2016 Dec/2016 Feb/2015 Agreement 2013, Currently in negotiations
B737 WN 89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
May2006 7,951 3,702 SWAPA iPad
ATL, MCO, DAL, DEN, HOU, LAS,
MDW, OAK, PHX, BWI
*Trip for Pay (TFP) is based upon number of days in the month, **Number of retirements from Feb/2015
4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Contract 2016, as amended
A319, A320, A321 NK $1,750*/mo
Single Occupancy, Paid for by company
$2.20 January2014 1,483 ALPA ACY, DFW, DTW,
FLL, LAS, ORD
*Monthly payment is prorated and includes salary and per diem
3.D.1 5.A.1 5.B.1 Dec/2016 Dec/2016 Contract 2010, as amended
B737NG SY MMG None
1/24th the IRS CONUS M&IE airline
daily rate
289 ALPA iPad MSP
3.B 5.B.1 5.3 Aug/2016
A319, A320 VX $2,500 per month None $2.00 July
2010 660 157 ALPA Nexis EFB SFO, LAX, JFKEWR, LGA
10.J.1 3.B.e 10.I.1 Jan/2016 Jan/2016 Jan/2016 Rule book 2014
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2015-2029
Union EFBs Bases Notes
B747 5Y $1,600 per month
Single Occupancy, Paid for by company
$2.40 IBT
3.A.1.f 11.A.7 5.A.3ABX Air(ABEX)
B-767 GB
$52 Dom.$89.75 PR*
$79.75 NPR**
IBT
*PR = Pacific Rim, **NPR = Non Pacific Rim
20.E.1
B777, B767, B757, MD11, DC10, A300
FX
$2,000 / mo until
activation date*
Single Occupancy, Paid for by company
$1.95 Dom. $2.75 Int.
May2015 4,400 4,288 ALPA Fixed in plane
or iPadMEM, IND, LAX, ANC, HKG, CGN
*Prorated if hire date is not the first of the month.
3.A 5.B.1.d 5.A.1 & 2 May/2016 Dec/2016 Contract 2006 as amended
B747 K4 $600 / week unitl OE
Week 1 paid by crewmember, then, Single Occupancy
$1.90 Dom. $2.80 Int.
April2008 317 IBT iPad fixed in
plane Home Based
5.A 6.A Dec/2015 Dec/2015 Contract 2016 as amended
B757, B767,A300, B747,
MD-115X MMG
Single Occupancy, Paid for by company
$2.00 Dom$2.50 Int$3.00*
1,580 1,580 IPA SDF, ANC,MIA, ONT
*Pacific rim and Europe flights
10.D.1 5.H.1.a.1 12.G.2 Contract 2016 as amended
Total Pilots 63,855 37,427
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2012-2029
Union EFBs Bases Notes
Spirit Airlines(Spirit Wings)
Cargo Airlines
Kalitta Air(Connie)
FedEx Express(FedEx)
UPS(UPS)
Southwest Airlines(Southwest)
Atlas Air(Giant)
United Airlines(United)
Virgin America(Redwood)
Sun Country Airlines(Sun Country)
Legacy Airlines
Alaska Airlines(Alaska)
JetBlue Airways(JetBlue)
Delta Air Lines(Delta)
Hawaiian Airlines(Hawaiian)
American Airlines(American)
Major AirlinesAllegiant Air(Allegiant)
Frontier Airlines(Frontier)
44 | Aero Crew News Back to Contents
THE GRID General Information
Contractual Work Rules
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2015-2029
Union EFBs Bases Notes
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319,
MD82/83, E190
AA MALV 72-84 or 88*
Single Occupancy, Paid for by company
2.25 Dom** $2.75 Int.**
AA - May/1999
US East Aug/2014
US WestSep/1998
14,236 9,987 APA iPad
BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL
*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 ***Includes AA & USAir
6.D.1.d 7.A.5 Oct/2015 Jul/2015 *** Contract 2015, as amended
B737 AS85 Hours plus per
diem
No Hotel During Initial Training $2.15 May
2007 1,759 816 ALPA iPad Air SEA, ANC, LAX, PDX
11.D.5.b 5.A.1 5.A.1 Oct/2016 Oct/2016 Contract 2013, as amended
B747, B787, B777, B767, B757, B737, B717, A350, A330, A321, A320, A319, MD88, MD90
DL $3,888.29 / Month
Single Occupancy, Paid for by company
for the first 8 days in class
only.
$2.20 Dom., $2.70 Int.
February2014 13,003 8,292 ALPA Surface
ATL, CVG, DTW, LAX, MSP, NYC,
SEA, SLC
3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 Feb/2015 Contract 2014, as amended
A330, A350B717, B767 HA
3 Hours per day, plus per
diem
$2.00*$2.50 Int. 600 ALPA HNL
*Interisland
9.G.1 Contract 2010, as amended
A350, B747, B777, B787, B767, B757, B737, A320,
A319
UA3 Hours per day, plus per
diem
Single Occupancy, Paid for by company
$2.35 Dom* $2.70 Int.* 2006 12,500 7,765 ALPA iPad
IAH, EWR, CLE, DEN, ORD, SFO, IAD, GUM, LAX
*$0.05 increase on Jan 1st.
3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2016 Contract 2012 as amended
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2015-2029
Union EFBs Bases Notes
B757, MD-80,A319, A3220 G4 MMG
Single Occupancy, Paid for by company
$2.00 Octotber2015 794 IBT iPad
BLI, FLL, HNL,IWA, LAS, OAK,PGD, PIE, SFB
AVL
3.P 6.A 3.Z Dec/2016 Dec/2016 Contract 2016, as amended
A319, A320, A321 F9 MMG No $1.90 Feburary
2014 983 FAPA DEN, ORD, MCO
Apr/2016 Apr/2016
A321, A320, A319, E190 B6 $2,500 per
month
Single Occupancy, Paid for by company
$2.00 E:7/2013A:10/2012 3,300 840 ALPA Yes JFK, BOS, FLL,
MCO, LGB
*Pilot data approximate
Add A, Pg24 Add A, Pg24 11 Dec/2016 Dec/2016 Feb/2015 Agreement 2013, Currently in negotiations
B737 WN 89, 87 or 85 TFP*
Single Occupancy, Paid for by company
$2.30 Dom. $2.80 Int.
May2006 7,951 3,702 SWAPA iPad
ATL, MCO, DAL, DEN, HOU, LAS,
MDW, OAK, PHX, BWI
*Trip for Pay (TFP) is based upon number of days in the month, **Number of retirements from Feb/2015
4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Contract 2016, as amended
A319, A320, A321 NK $1,750*/mo
Single Occupancy, Paid for by company
$2.20 January2014 1,483 ALPA ACY, DFW, DTW,
FLL, LAS, ORD
*Monthly payment is prorated and includes salary and per diem
3.D.1 5.A.1 5.B.1 Dec/2016 Dec/2016 Contract 2010, as amended
B737NG SY MMG None
1/24th the IRS CONUS M&IE airline
daily rate
289 ALPA iPad MSP
3.B 5.B.1 5.3 Aug/2016
A319, A320 VX $2,500 per month None $2.00 July
2010 660 157 ALPA Nexis EFB SFO, LAX, JFKEWR, LGA
10.J.1 3.B.e 10.I.1 Jan/2016 Jan/2016 Jan/2016 Rule book 2014
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2015-2029
Union EFBs Bases Notes
B747 5Y $1,600 per month
Single Occupancy, Paid for by company
$2.40 IBT
3.A.1.f 11.A.7 5.A.3ABX Air(ABEX)
B-767 GB
$52 Dom.$89.75 PR*
$79.75 NPR**
IBT
*PR = Pacific Rim, **NPR = Non Pacific Rim
20.E.1
B777, B767, B757, MD11, DC10, A300
FX
$2,000 / mo until
activation date*
Single Occupancy, Paid for by company
$1.95 Dom. $2.75 Int.
May2015 4,400 4,288 ALPA Fixed in plane
or iPadMEM, IND, LAX, ANC, HKG, CGN
*Prorated if hire date is not the first of the month.
3.A 5.B.1.d 5.A.1 & 2 May/2016 Dec/2016 Contract 2006 as amended
B747 K4 $600 / week unitl OE
Week 1 paid by crewmember, then, Single Occupancy
$1.90 Dom. $2.80 Int.
April2008 317 IBT iPad fixed in
plane Home Based
5.A 6.A Dec/2015 Dec/2015 Contract 2016 as amended
B757, B767,A300, B747,
MD-115X MMG
Single Occupancy, Paid for by company
$2.00 Dom$2.50 Int$3.00*
1,580 1,580 IPA SDF, ANC,MIA, ONT
*Pacific rim and Europe flights
10.D.1 5.H.1.a.1 12.G.2 Contract 2016 as amended
Total Pilots 63,855 37,427
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Pilot Retirements 2012-2029
Union EFBs Bases Notes
Spirit Airlines(Spirit Wings)
Cargo Airlines
Kalitta Air(Connie)
FedEx Express(FedEx)
UPS(UPS)
Southwest Airlines(Southwest)
Atlas Air(Giant)
United Airlines(United)
Virgin America(Redwood)
Sun Country Airlines(Sun Country)
Legacy Airlines
Alaska Airlines(Alaska)
JetBlue Airways(JetBlue)
Delta Air Lines(Delta)
Hawaiian Airlines(Hawaiian)
American Airlines(American)
Major AirlinesAllegiant Air(Allegiant)
Frontier Airlines(Frontier)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
10 Yes FAA 117 w/ exceptions 488 5:10 5:10 x
days 2:1 Yes 50% Initial paid for by company None
15.D.3.q 4.C 15.C 15.G 15.G 15.E.1 2.QQ 17.I.1 24.O.2 Contract 2015, as ammended
??/12 Yes 12:30*10:00** 430 5
5 x number of
days
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
None
*Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00
2 12.A 12.B 12.A.1.a 12.A.1.b 12.A.2.a 12.A.3 8.C.2 25.P.2 5.E Contract 2013, as ammended
12,13,14 Reserve*
FAA 117 minus 30 minutes
559 2 ADG** = 5:15
1:2 or 1:1.75*** 1:3.5
100% air, Chart 8.B.3
Ground200%***** None None
*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company
12.N.2 12.D.1 4.H.1 12.J 12.K.1 12.L 8.B 23.U Contract 2014, as ammended
12 or 13 / 12 Yes
14, max 16For int pilots.
12, max 14*10, max 12*
3612** or 4.17
GOP****
60%GOP****
1:4***GOP****
100% air,50% ground
Initial paid for by company and
every 12 months
*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.
10.G.1 4.B.3 10.D.1.a 4.C.1.a 4.C.2 4.C.3.a.2 7.B.1 5.E.1 Contract 2010, as amended
12 / 12 or 13* Yes FAA 117 508 5 1:2 or 1:1.75** 1:3.5 100% Blended
pay rate
50%, 75% or 100% add
pay***
Initial paid for by company along with certain dry
cleaning
None
*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
5-E-4, 5-E-5 5-F-1-a 5-G-2 5-G-1 5-G-3 3-A-3 20-H-4-a 4-G-2 Contrat 2012 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
12 or 11*12 or 10* Yes FAA 117 195 4 for a
RON 1:2 50% 130%, 150% or 200%**
Company Provided*** Supplied in AC
*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.
14.C 3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4 Contract 2016, as amended
12 Yes 14 hours or FAA 117 177 6 for CDO 1:3.75 50%* $20/ month None *Unschedule DH pay s 100%
5.J.7 4.I, 5.P.2 5.J.4 4.G.2.a 4.F.6 2.A.1, 2
12 Yes FAA 117 36 Avg of 5 per day
1:2 or 1:1:45* 1:3.5 Schedule
Block150% over 78
Hrs $200 / year *1 for 1:45 between 0100 and 0500
Add. B.D.5
Add. B.D.4
Add. B.D.3 Add. B.D.1 Add A & A-2 Agreement 2013, Currently in
negotionations
Max 15 Days on Per Month* Yes FAA 117 235 5** .74:1 1:3 100% 100% $30 / pay period
max $500 None
*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
5.E.2 4.H 5.M 4.I.2 4.I.1 4.I.3 4.L 4.S.5 2.A.4 Contract 2016, as ammended
13/12 Yes 14 hours or11.5 hours 222 4 or 4.5** 1:4.2 100% or
50%*** 100%
Pilot pays forinitial uniform,
replacements per schedule therafter
None
*Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training
12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 6.A.1 & 2 3.C.3 5.F.3 Contract 2010, as ammended
12 / 10 or 11* Yes** FAA 117 196 4 1:2 1:4.2 75% 150% 100% Supplied in AC *11 days off in 31 day month, **Subject to reassignment
12.B.1 4.F 12.C 4.D & E 4.D & E 8.A.2.a 25.I 26.O
11/13 Yes* 60 Mins < FAA FDP 159 3.5 - - - 50% or
3.5 min 100%*Initial paid for by company, then $230** per year
None*Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs.
5.D.4 7.C.3.d.i 7.B.3.a.iii App. G 8.F.3 3.b 2.D.1 Rule book 2014
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
Yes
14 Hours for 2 Pilots, 16
Hours for 3 or 22 Hours for 4
or more
332
100%Biz Class or
better or $300 comp
100% Provided by the company
12.C 8.D, 8.A.3 30.A.2
ABX Air
13 in 3014 in 31
15 HoursMay be
extended to16 hours
280 4.5100% Air*50% Air**
50% Ground100% Provided by the
company None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
13.D.4 18.C 19.M.4 19.K 19.E 15.A
14.96 or 18.75* Yes 466 Yes1:2,
1:1.92, 1.1.5
1:3.75 100%Initial paid by
company, $150 / year
*Days off based on TAFB, 4 wk or 5 wk bid period.
25.D.1 4.F 4.F.2.b 4.F.2.d 4.F.2.a 8.A.1 26.B.3 Contract 2006 as ammended
13 or 14* Yes
Dom16, 18, 20**
Int18, 26, 30**
1271 hr or
3.65 (on Day off)
50% 150% on days off
$200 after first year. Initial paid by crewmember.
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
2, pg 13 18.B.5 5.E & G 19.H 5.G 6.D.1 & 2
11 Yes 11 or 13* 410 4 or 6** 1:2 1:3.75 100% 100% Provided by the company None
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn.
13.D.11 13.H.5 13.A.1.a 12.F.5-6 12.F.4 12.F.3 12.B.3.d 13.K 4.A.2 Contract 2016 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
Cargo Airlines
United Airlines(United)
American Airlines(American)
Alaska Airlines(Alaska)
Major Airlines
Sun Country Airlines
Virgin America(Red Wood)
UPS(UPS)
Atlas Air
Delta Air Lines(Delta)
Hawaiian Airlines(Hawaiian)
Allegiant Air(Allegiant)
Southwest Airlines(Southwest)
FedEx Express(FedEx)
Kalitta Air
Spirit Airlines(Spirit Wings)
JetBlue Airways(JetBlue)
Frontier Airlines(Frontier)
Legacy Airlines
May 2017 | 45
THE GRIDContractual Work Rules
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
10 Yes FAA 117 w/ exceptions 488 5:10 5:10 x
days 2:1 Yes 50% Initial paid for by company None
15.D.3.q 4.C 15.C 15.G 15.G 15.E.1 2.QQ 17.I.1 24.O.2 Contract 2015, as ammended
??/12 Yes 12:30*10:00** 430 5
5 x number of
days
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
None
*Between 05:00-01:59, not to exceed 14 hours. **Between 02:00-04:59, not to exceed 11 hours. ***1:1.75 duty rig applies to duty between 22:00 - 06:00
2 12.A 12.B 12.A.1.a 12.A.1.b 12.A.2.a 12.A.3 8.C.2 25.P.2 5.E Contract 2013, as ammended
12,13,14 Reserve*
FAA 117 minus 30 minutes
559 2 ADG** = 5:15
1:2 or 1:1.75*** 1:3.5
100% air, Chart 8.B.3
Ground200%***** None None
*Days off depends on number of days in bid period and ALV. **Average Daily Guarantee, ***1:1.75 between 2200 - 0559, ****Green slip as approved by company
12.N.2 12.D.1 4.H.1 12.J 12.K.1 12.L 8.B 23.U Contract 2014, as ammended
12 or 13 / 12 Yes
14, max 16For int pilots.
12, max 14*10, max 12*
3612** or 4.17
GOP****
60%GOP****
1:4***GOP****
100% air,50% ground
Initial paid for by company and
every 12 months
*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.
10.G.1 4.B.3 10.D.1.a 4.C.1.a 4.C.2 4.C.3.a.2 7.B.1 5.E.1 Contract 2010, as amended
12 / 12 or 13* Yes FAA 117 508 5 1:2 or 1:1.75** 1:3.5 100% Blended
pay rate
50%, 75% or 100% add
pay***
Initial paid for by company along with certain dry
cleaning
None
*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
5-E-4, 5-E-5 5-F-1-a 5-G-2 5-G-1 5-G-3 3-A-3 20-H-4-a 4-G-2 Contrat 2012 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
12 or 11*12 or 10* Yes FAA 117 195 4 for a
RON 1:2 50% 130%, 150% or 200%**
Company Provided*** Supplied in AC
*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.
14.C 3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4 Contract 2016, as amended
12 Yes 14 hours or FAA 117 177 6 for CDO 1:3.75 50%* $20/ month None *Unschedule DH pay s 100%
5.J.7 4.I, 5.P.2 5.J.4 4.G.2.a 4.F.6 2.A.1, 2
12 Yes FAA 117 36 Avg of 5 per day
1:2 or 1:1:45* 1:3.5 Schedule
Block150% over 78
Hrs $200 / year *1 for 1:45 between 0100 and 0500
Add. B.D.5
Add. B.D.4
Add. B.D.3 Add. B.D.1 Add A & A-2 Agreement 2013, Currently in
negotionations
Max 15 Days on Per Month* Yes FAA 117 235 5** .74:1 1:3 100% 100% $30 / pay period
max $500 None
*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
5.E.2 4.H 5.M 4.I.2 4.I.1 4.I.3 4.L 4.S.5 2.A.4 Contract 2016, as ammended
13/12 Yes 14 hours or11.5 hours 222 4 or 4.5** 1:4.2 100% or
50%*** 100%
Pilot pays forinitial uniform,
replacements per schedule therafter
None
*Between 01:00-04:00, **4 for day trips and 4.5 for multi day trips, ***50% when deadheading to training
12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 6.A.1 & 2 3.C.3 5.F.3 Contract 2010, as ammended
12 / 10 or 11* Yes** FAA 117 196 4 1:2 1:4.2 75% 150% 100% Supplied in AC *11 days off in 31 day month, **Subject to reassignment
12.B.1 4.F 12.C 4.D & E 4.D & E 8.A.2.a 25.I 26.O
11/13 Yes* 60 Mins < FAA FDP 159 3.5 - - - 50% or
3.5 min 100%*Initial paid for by company, then $230** per year
None*Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs.
5.D.4 7.C.3.d.i 7.B.3.a.iii App. G 8.F.3 3.b 2.D.1 Rule book 2014
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
Yes
14 Hours for 2 Pilots, 16
Hours for 3 or 22 Hours for 4
or more
332
100%Biz Class or
better or $300 comp
100% Provided by the company
12.C 8.D, 8.A.3 30.A.2
ABX Air
13 in 3014 in 31
15 HoursMay be
extended to16 hours
280 4.5100% Air*50% Air**
50% Ground100% Provided by the
company None
*100% pay credit on company aircraft; **50% pay credit on passenger carrier
13.D.4 18.C 19.M.4 19.K 19.E 15.A
14.96 or 18.75* Yes 466 Yes1:2,
1:1.92, 1.1.5
1:3.75 100%Initial paid by
company, $150 / year
*Days off based on TAFB, 4 wk or 5 wk bid period.
25.D.1 4.F 4.F.2.b 4.F.2.d 4.F.2.a 8.A.1 26.B.3 Contract 2006 as ammended
13 or 14* Yes
Dom16, 18, 20**
Int18, 26, 30**
1271 hr or
3.65 (on Day off)
50% 150% on days off
$200 after first year. Initial paid by crewmember.
None
*13 on 30 day months, 14 on 31 days months. **Duty based on number of crews, single, augmented or double.
2, pg 13 18.B.5 5.E & G 19.H 5.G 6.D.1 & 2
11 Yes 11 or 13* 410 4 or 6** 1:2 1:3.75 100% 100% Provided by the company None
*11 for EDW (Early duty window) and 13 for non EDW. **6 hours minimum for each turn.
13.D.11 13.H.5 13.A.1.a 12.F.5-6 12.F.4 12.F.3 12.B.3.d 13.K 4.A.2 Contract 2016 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
Cargo Airlines
United Airlines(United)
American Airlines(American)
Alaska Airlines(Alaska)
Major Airlines
Sun Country Airlines
Virgin America(Red Wood)
UPS(UPS)
Atlas Air
Delta Air Lines(Delta)
Hawaiian Airlines(Hawaiian)
Allegiant Air(Allegiant)
Southwest Airlines(Southwest)
FedEx Express(FedEx)
Kalitta Air
Spirit Airlines(Spirit Wings)
JetBlue Airways(JetBlue)
Frontier Airlines(Frontier)
Legacy Airlines
46 | Aero Crew News Back to Contents
THE GRID Additional Compensation Details
1
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Group I $104.93 $90,659.52 $153.65 $132,754
Group II $160.28 $138,481.92 $234.67 $202,755
Group II $170.27 $147,113.28 $249.30 $215,395
Group IV $200.20 $172,972.80 $293.11 $253,247
Group V $210.20 $181,612.80 $307.76 $265,905
3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B Contract 2015, as amended
B737 $143.32 75 $128,988 $213.26 $191,934
0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days13-19 = 30 Days20-24 = 35 Days25-30 = 40 Days>31 = 41 Days
5.5 H/MMax 1000 0% 13.50% 20%
*New hire pilots receive 1 vacation day per every full month of employment.
3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended
747, 777 $219.07 $189,276 $320.71 $277,093
787 $209.85 $181,310 $307.24 $265,455
767-4, A330 $206.91 $178,770 $302.94 $261,740
767-3,2, B757 $183.35 $158,414 $268.45 $231,941
B737-9 $176.74 $152,703 $258.76 $223,569
B737-8 & 7 $175.82 $151,908 $257.42 $222,411
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 $168,031EMB-190, CRJ-900 $112.99 $97,623 $165.46 $142,957
3.B.2.d 4.B.1.b* HRxMMGx12 3.B.2.d HRxMMGx12 7.B.1.a 14.D.1 26.C.2 25.B.2 Contract 2014, as amended
B717 $121.53 $109,376 $174.11 $156,699
B767A330 $144.58 $130,119 $207.13 $186,417
A350*
3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 Contract 2010, as amended
B747, B777B787
B767-400$208.59 $175,216 $305.39 $256,528
B757-300 $173.96 $146,126 $254.70 $213,948
B737-900, A321 $167.89 $141,028 $245.80 $206,472
A319 $161.02 $135,257 $235.76 $198,038
3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 Contract 2012 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
3.CC 3.C HRxMMGx12 3.CC HRxMMGx12 9.A.1 10.A 4.C 4.C 5.A Contract 2016, as amended
A319, A320, A321* $100.01 75 $90,009 $166.68 $150,012
1-5 = 15 Days6-10 = 21 Days 11+ = 28 Days
1 Day / MonthMax 120 Days 5% 1:2
After 3 years 2.2% up to 6% at 9
years
*A321 coming end of 2015
4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4
A320 family $148.71 $124,916 $218.66 $183,674
E190 $133.82 $112,409 $196.83 $165,337
3.C* HRxMMGx12 HRxMMGx12 3.J** 3.J 3.E 3.E 3.F.i Agreement 2013, Currently in negotiations
B737 $157.36 85 $160,507 $224.80 $229,296
1-5 = 14 Days5-10 = 21 Days
10-18 = 28 Days+18 = 35 Days
1 TFP / 10 TFP**
Max 1600 TFP9.7% 1:1 -
*85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
4.C.1 4.H, 4.M* HRxTFPx12 4.C.1 HRxTFPx12 11.B.2 12.B.1 19.B.2 Contract 2016, as amended
A319A320A321
$109.27 72 $94,409 $185.32 $160,116
> 1 = 7 Days*1-4 = 14 Days5-14 = 21 Days
15-24 = 28 Days+25 = 35 Days
4 H/MMax 400 9%
EE = $143.90EE+1 = $305.66
EE+1 C = $322.33EE+2 C = $454.73Family = $454.73*
*2010 insurance rates subject to annual increases.
3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended
B737NG $112.93 70 $94,861 $168.55 $141,5820-8 = 15 days9-13 = 22 days+14 = 30 days
4 H/M 4% 2%
$0 to $300 depending on plan and single, single
+1 or family
Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2
A320 $107.00 70 $89,880 $172.00 $144,4800-1 = 5 Days
1-5 = 15 Days+5 = 20 Days
5 H/M80 and 480
Max**
125% of 6% contributed - -
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic.
Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
B747 $149.33 62 $111,102 $213.32 $158,710 >5 = 14 days<6 = 21 days
1 Day / MonthMax 24
Catastrophic2 Days / Month***No Max
10%** Health 14-25% Dental 20-30%
*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.
3.A.1 3.B.1* HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-AABX Air
B-767 $153.03 68 $124,872.48 $218.61 $178,385.76
>1 = 1 Day/Mo1-5 = 14 Days5-15 = 21 Days15+ = 28 Days
1 Day / MonthNo Max
19 19.D.1 HRxMMGx12 19 HRxMMGx12 10.A 9.A
A380 $186.33 $190,057 $262.84 $268,097
Wide Body $174.15 $177,633 $245.65 $250,563
Narrow Body $153.22 $156,284 $211.75 $215,985
3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Contract 2006 as amended
B747 $168.70 64 $129,562 $249.67 $191,747 1-4 = 14 Days5+ = 21 Days
7 Days on first day; After 1st
year .58 Days / MonthMax 42
>10 2.5%*<10 5%* None >5 Yrs $20/$40**
<6 Yrs No Cost
*The company will match 100% of the amount contributed. **$20 for individual, $40 for family (per mo nth)
5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3
B757, B767,A300, B747,
MD-11$212.69 75 $207,373 $300.00 $292,500
1-4 = 14 Days5-10 = 21 Days11-19 = 28 Days20+ = 35 Days
5.5 Hours Per Pay Period
No Max12% $50 to $410*
Per Month
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family.
12.B.2.g 12.D.1 HRxMMGx13* 12.B.2.g HRxMMGx13* 11.A.1.b 9.A.1 15.A.1 6.G Contract 2016 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Based on PTO accrual
20%
*Coming in 2017, **No max after pilots 59th birthday.
15%0%
0%
5 H/M*Max 60**
1 Yr = 502 Yrs = 753 Yrs = 1004 Yrs = 1255 Yrs = 1456 Yrs = 1707 Yrs = 1958 Yrs = 220
9-19 Yrs = 24020+ Yrs = 270
7.5 H/M without a sick call.
5.65 H/M with a sick call
Max 1080**
20%
EE - $134EE+Child - $177
EE+Spouse - $281EE+Family - $394
*The company will match 200% of what the pilot contributes up to 5%.
Frontier Airlines(Frontier)
Hawaiian Airlines(Hawaiian)
75
1-2 = 15 Days3-4 = 16 Days
5-10 = 21 Days10-11 = 23 Days12-14 = 27 Days15-18 = 29 Days19-24 = 33 Days+25 = 38 Days
$181,793$216.42$121,943$145.17B757, MD-80,A319, A3220
5 H/MMax 1300 Hrs
New hires receive 60 hours after completing
training.
Allegiant Air(Allegiant)
United Airlines(United)
Major Airlines
70
1-4 = 14 Days5-10 = 21 Days11-24 = 35 Days+25 = 42 Days
70
1 = 7 Days2-4 = 14 Days5-8 = 21 Days9+ = 28 Days
5% at 200%* None4 H/M Max 600
16"%0%
Kalitta Air
70
0-5 = 108 Hrs6-10 = 126 Hrs11-15 = 144 Hrs16-20 = 162 Hrs 21+ = 180 Hrs
5% 1:1
Cargo AirlinesAtlas Air
5% + 3% None Specified
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
JetBlue Airways(JetBlue)
Virgin America(Red Wood)
Spirit Airlines(Spirit Wings)
FedEx Express(FedEx)
85
>1 = >15 days*1-4 = 15 days
4-5 = 15 days**5-9 = 22 days
9-10 = 22days**10-19 = 29 days19-20=29 days**
+20 = 36 days
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family:
$230 / mo
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.
UPS(UPS)
6 H/M
Southwest Airlines(Southwest)
Sun Country Airlines
Legacy AirlinesAmerican Airlines(American)
Alaska Airlines(Alaska)
Delta Air Lines(Delta)
None
*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.
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.
22%15%
1-5 = 21 Days6-15 = 1
additional day per year
1-5 = 14 Days6-11 = 21 days12-18 =28 days19+ = 35 days
72
72
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 do not have a contract section reference number, were obtained online 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 [email protected].
May 2017 | 47
THE GRIDAdditional Compensation Details
1
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Group I $104.93 $90,659.52 $153.65 $132,754
Group II $160.28 $138,481.92 $234.67 $202,755
Group II $170.27 $147,113.28 $249.30 $215,395
Group IV $200.20 $172,972.80 $293.11 $253,247
Group V $210.20 $181,612.80 $307.76 $265,905
3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B Contract 2015, as amended
B737 $143.32 75 $128,988 $213.26 $191,934
0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days13-19 = 30 Days20-24 = 35 Days25-30 = 40 Days>31 = 41 Days
5.5 H/MMax 1000 0% 13.50% 20%
*New hire pilots receive 1 vacation day per every full month of employment.
3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended
747, 777 $219.07 $189,276 $320.71 $277,093
787 $209.85 $181,310 $307.24 $265,455
767-4, A330 $206.91 $178,770 $302.94 $261,740
767-3,2, B757 $183.35 $158,414 $268.45 $231,941
B737-9 $176.74 $152,703 $258.76 $223,569
B737-8 & 7 $175.82 $151,908 $257.42 $222,411
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 $168,031EMB-190, CRJ-900 $112.99 $97,623 $165.46 $142,957
3.B.2.d 4.B.1.b* HRxMMGx12 3.B.2.d HRxMMGx12 7.B.1.a 14.D.1 26.C.2 25.B.2 Contract 2014, as amended
B717 $121.53 $109,376 $174.11 $156,699
B767A330 $144.58 $130,119 $207.13 $186,417
A350*
3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 Contract 2010, as amended
B747, B777B787
B767-400$208.59 $175,216 $305.39 $256,528
B757-300 $173.96 $146,126 $254.70 $213,948
B737-900, A321 $167.89 $141,028 $245.80 $206,472
A319 $161.02 $135,257 $235.76 $198,038
3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 Contract 2012 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
3.CC 3.C HRxMMGx12 3.CC HRxMMGx12 9.A.1 10.A 4.C 4.C 5.A Contract 2016, as amended
A319, A320, A321* $100.01 75 $90,009 $166.68 $150,012
1-5 = 15 Days6-10 = 21 Days 11+ = 28 Days
1 Day / MonthMax 120 Days 5% 1:2
After 3 years 2.2% up to 6% at 9
years
*A321 coming end of 2015
4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4
A320 family $148.71 $124,916 $218.66 $183,674
E190 $133.82 $112,409 $196.83 $165,337
3.C* HRxMMGx12 HRxMMGx12 3.J** 3.J 3.E 3.E 3.F.i Agreement 2013, Currently in negotiations
B737 $157.36 85 $160,507 $224.80 $229,296
1-5 = 14 Days5-10 = 21 Days
10-18 = 28 Days+18 = 35 Days
1 TFP / 10 TFP**
Max 1600 TFP9.7% 1:1 -
*85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.
4.C.1 4.H, 4.M* HRxTFPx12 4.C.1 HRxTFPx12 11.B.2 12.B.1 19.B.2 Contract 2016, as amended
A319A320A321
$109.27 72 $94,409 $185.32 $160,116
> 1 = 7 Days*1-4 = 14 Days5-14 = 21 Days
15-24 = 28 Days+25 = 35 Days
4 H/MMax 400 9%
EE = $143.90EE+1 = $305.66
EE+1 C = $322.33EE+2 C = $454.73Family = $454.73*
*2010 insurance rates subject to annual increases.
3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended
B737NG $112.93 70 $94,861 $168.55 $141,5820-8 = 15 days9-13 = 22 days+14 = 30 days
4 H/M 4% 2%
$0 to $300 depending on plan and single, single
+1 or family
Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2
A320 $107.00 70 $89,880 $172.00 $144,4800-1 = 5 Days
1-5 = 15 Days+5 = 20 Days
5 H/M80 and 480
Max**
125% of 6% contributed - -
*Reserves have a MMG of 75, 10.D.1, **Two sick banks, normal and catastrophic.
Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
B747 $149.33 62 $111,102 $213.32 $158,710 >5 = 14 days<6 = 21 days
1 Day / MonthMax 24
Catastrophic2 Days / Month***No Max
10%** Health 14-25% Dental 20-30%
*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.
3.A.1 3.B.1* HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-AABX Air
B-767 $153.03 68 $124,872.48 $218.61 $178,385.76
>1 = 1 Day/Mo1-5 = 14 Days5-15 = 21 Days15+ = 28 Days
1 Day / MonthNo Max
19 19.D.1 HRxMMGx12 19 HRxMMGx12 10.A 9.A
A380 $186.33 $190,057 $262.84 $268,097
Wide Body $174.15 $177,633 $245.65 $250,563
Narrow Body $153.22 $156,284 $211.75 $215,985
3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Contract 2006 as amended
B747 $168.70 64 $129,562 $249.67 $191,747 1-4 = 14 Days5+ = 21 Days
7 Days on first day; After 1st
year .58 Days / MonthMax 42
>10 2.5%*<10 5%* None >5 Yrs $20/$40**
<6 Yrs No Cost
*The company will match 100% of the amount contributed. **$20 for individual, $40 for family (per mo nth)
5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3
B757, B767,A300, B747,
MD-11$212.69 75 $207,373 $300.00 $292,500
1-4 = 14 Days5-10 = 21 Days11-19 = 28 Days20+ = 35 Days
5.5 Hours Per Pay Period
No Max12% $50 to $410*
Per Month
*Based on 13 bid periods for the year. **Based on plan selected and employee only or employee and family.
12.B.2.g 12.D.1 HRxMMGx13* 12.B.2.g HRxMMGx13* 11.A.1.b 9.A.1 15.A.1 6.G Contract 2016 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG FO
Base Pay Top CA pay CABase Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Based on PTO accrual
20%
*Coming in 2017, **No max after pilots 59th birthday.
15%0%
0%
5 H/M*Max 60**
1 Yr = 502 Yrs = 753 Yrs = 1004 Yrs = 1255 Yrs = 1456 Yrs = 1707 Yrs = 1958 Yrs = 220
9-19 Yrs = 24020+ Yrs = 270
7.5 H/M without a sick call.
5.65 H/M with a sick call
Max 1080**
20%
EE - $134EE+Child - $177
EE+Spouse - $281EE+Family - $394
*The company will match 200% of what the pilot contributes up to 5%.
Frontier Airlines(Frontier)
Hawaiian Airlines(Hawaiian)
75
1-2 = 15 Days3-4 = 16 Days
5-10 = 21 Days10-11 = 23 Days12-14 = 27 Days15-18 = 29 Days19-24 = 33 Days+25 = 38 Days
$181,793$216.42$121,943$145.17B757, MD-80,A319, A3220
5 H/MMax 1300 Hrs
New hires receive 60 hours after completing
training.
Allegiant Air(Allegiant)
United Airlines(United)
Major Airlines
70
1-4 = 14 Days5-10 = 21 Days11-24 = 35 Days+25 = 42 Days
70
1 = 7 Days2-4 = 14 Days5-8 = 21 Days9+ = 28 Days
5% at 200%* None4 H/M Max 600
16"%0%
Kalitta Air
70
0-5 = 108 Hrs6-10 = 126 Hrs11-15 = 144 Hrs16-20 = 162 Hrs 21+ = 180 Hrs
5% 1:1
Cargo AirlinesAtlas Air
5% + 3% None Specified
*70 line holder, 75 reserve; **Hours is based on PTO per year. Reference contract for more information
JetBlue Airways(JetBlue)
Virgin America(Red Wood)
Spirit Airlines(Spirit Wings)
FedEx Express(FedEx)
85
>1 = >15 days*1-4 = 15 days
4-5 = 15 days**5-9 = 22 days
9-10 = 22days**10-19 = 29 days19-20=29 days**
+20 = 36 days
None, Pension plan(s) available
Pilot: $61 / mo. Pilot + Family:
$230 / mo
*Less than 1 year prorated at 1.5 days per month; **Additionally days prorated for certain years.
UPS(UPS)
6 H/M
Southwest Airlines(Southwest)
Sun Country Airlines
Legacy AirlinesAmerican Airlines(American)
Alaska Airlines(Alaska)
Delta Air Lines(Delta)
None
*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.
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.
22%15%
1-5 = 21 Days6-15 = 1
additional day per year
1-5 = 14 Days6-11 = 21 days12-18 =28 days19+ = 35 days
72
72
48 | Aero Crew News Back to Contents
THE GRID
BOS
JFKLGA
ACYPHLEWR
CLT
BWIDCAIAD
ATL
MCO
MIAFLL
ANC
BLI
CLE
CVG
DAL
IAH
DFW
DEN
DTW
HNL
HOU
IND
PHX IWA
LAS
LAX
SFO
LGB
MDWORD
MEM
MSP
OAK
ONT
PDX
PGDPIE
SDF
SEA
SFB
SLC
STL
HKG
CGN
ANC
EWRLAX
MIA
ORD
HNL DOH
GUM
DXB
AVL
May 2017 | 49
THE GRID
ACY Atlantic City, NJ Spirit AirlinesANC Anchorage, AK Alaska Airlines FedEx Express UPSATL Atlanta, GA Delta Air Lines Southwest AirlinesAVL Asheville, NC Allegiant AirBLI Bellingham, WA Allegiant AirBOS Boston, MA American Airlines JetBlue AirwaysBWI Baltimore, MD Southwest AirlinesCGN Cologne, Germany FedEx ExpressCLE Cleveland, OH United AirlinesCLT Charlotte, NC American AirlinesCVG Cincinnati, OH Delta Air LinesDAL Dallas, TX Southwest Airlines Virgin AmericaDCA Washington, DC American AirlinesDEN Denver, CO United Airlines Frontier Airlines Southwest AirlinesDFW Dallas, TX American Airlines Spirit Airlines
DTW Detroit, MI Delta Air Lines Spirit AirlinesDOH Doha, Qatar Qatar AirwaysDXB Dubai, United Emirates
EmiratesEWR Newark, NJ Delta Air Lines United AirlinesFLL Fort Lauderdale, FL Allegiant Air JetBlue Airways Spirit AirlinesGUM Guam United AirlinesHKG Hong Kong FedEx ExpressHNL Honolulu, HI Hawaiian Airlines Allegiant AirHOU Houston, TX Southwest AirlinesIAD Washington, DC United AirlinesIAH Houston, TX United AirlinesIND Indianapolis, IN FedEx ExpressIWA Phoenix, AZ Allegiant AirJFK New York City, NY American Airlines Delta Air Lines JetBlue Airways Virgin America
LAS Las Vegas, NV Allegiant Air Southwest Airlines Spirit AirlinesLAX Los Angeles, CA American Airlines Alaska Airlines Delta Air Lines United Airlines Virgin America FedEx ExpressLGA New York City, NY Delta Air Lines United AirlinesLGB Long Beach, CA JetBlue AirwaysMCO Orlando, FL JetBlue Airways Southwest Airlines Frontier AirlinesMDW Chicago, IL Southwest AirlinesMEM Memphis, TN FedEx ExpressMIA Miami, FL American Airlines UPSMSP Minneapolis, MN Delta Air Lines Sun CountryOAK Oakland, CA Allegiant Air Southwest Airlines
ONT Ontario, CA UPSORD Chicago, IL American Airlines United Airlines Frontier Airlines Spirit AirlinesPDX Portland, OR Alaska AirlinesPGD Punta Gorda, FL Allegiant AirPHL Philadelphia, PA American AirlinesPHX Phoenix, AZ American Airlines Southwest AirlinesPIE St. Petersburg, FL Allegiant AirSDF Louisville, KY UPSSEA Seattle, WA Alaska Airlines Delta Air LinesSFB Orlando, FL Allegiant AirSFO San Francisco, CA United Airlines Virgin AmericaSLC Salt Lake City, UT Delta Air LinesSTL St. Louis, MO American Airlines
50 | Aero Crew News Back to Contents
THE GRID
1
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
EMB-145XR,
EMB-145, EMB-135
$45.26 $40,734 $98.18 $88,362
60-76 Seat A/C**** $49.98 $44,982 $107.83 $97,047
- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2004 as amended, Currently in negotiations
CRJ-200 $46.44 $41,796 $101.80 $91,620
CRJ-700, CRJ-900 $48.48 $43,632 $109.33 $98,397
- 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* 27.A.1 28.A.3Contract 2007 as amended, Currently in negotiations
EMB-120 $37.15 80 $35,664 $76.21 $73,162
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 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Pilot Agreeemnt signed August 2015
Republic Airways (Republic or Shuttle)
- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.EContract 2015
EMB-145 $89.12 $80,208
CRJ-700*EMB-175 $93.90 $84,510
- LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A 28.B*** 28.B 28.A.3.bContract 2003 as amended, Currently in negotiations
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
CRJ-200 $38.49 $34,641 $84.03 $75,627
CRJ-900 $39.75 $35,775 $89.96 $80,964
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B 27.A.2 Contract 2013 as amended
CRJ-200 $41.78 $37,602 $98.37 $88,533
CRJ-700CRJ-900 $43.29 $38,961 $106.67 $96,003
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C 27.B.4 Contract 2013 as amended
CRJ-200 $80.93 $73,808
CRJ-700, CRJ-900, EMB-175
$93.76 $85,509
- 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended
CRJ-200* $49.24 75 $44,316 $107.67 $96,903
< 1 = 7 days> 2 = 14 days> 5 = 21 days
> 10 = 28 days> 19 = 35 days
3.75 H/MMax 375
3-4% = 1%5-6% = 2%7% = 3%8% = 4%9% = 5%
3% 25%
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage)
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.B.2 14.A.1 28.B** 28.A 27.D.2.a Contract 2003 as amended
Q-400 $49.43 80.5 $43,770 $119.19 $105,543 < 5 = 14 days> 5 = 28 days 3 H/M 6% None Company
Discretion*MMG based on 35 day bid period
- App. A.D 5.B.1 HRxMMGx12 App. A.B HRxMMGx12 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended
E-170, E-175 $45.80 75 $41,220 $111.24 $100,116
< 1 = 7 days> 1 = 14 days> 5 = 21 days
> 15 = 28 days
0-2 = 3 H/M2-5 = 3.25 H/M5+ = 3.5 H/M
Max 450
50% Match:9m-4 = 4%3-5 = 6%6+ = 8%
None 29% Employee, 34% Family
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
- 3.D 4.A.1 HRxMMGx12 3.D HRxMMGx12 7.A.2** 14.A 28.B.2 - 27.B.2 Contract 2014 as amended
CRJ-700 $37.70 74 $33,478 $96.97 $86,109
> 1= 7 days> 2 = 14 days> 7 = 21 days
> 15 = 28 days
0-2 = 2 H/M+2 = 3 H/M
Max 300
1%Veste 100% after 3 YOS
No $85 single, $314 family per month**
Reserve MMG is 70, Line holder MMG is 74, *Company match 100%, **2007 rates
- ? 5.B.2 HRxMMGx12 ? HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2007 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Q-100,Q-300 $40.33 75 $36,297 $89.98 $80,982
> 1 = 5 days***< 1= 5 days
2-7 = 10 days7-13 = 15 days+14 = 20 days
4 H/M
50% Match:<4 = 6%4-9 = 9%
10-14 = 10%15-19 = 11&20+ = 12%
1% Set amount** 2016 Max 17%
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
- 3.B 3.C.1 HRxMMGx12 3.A HRxMMGx12 7.A.4 14.A.1 28.B.2 28.B.3 27.B.2 Contract 2013 as amended
ERJ-145 $44.99 75 $40,491 $104.51 $94,059
< 1 = 7 days**2 - 5 = 14 days6 -13 = 21 days+14 = 28 days
0-2 = 3 H/M3-5 = 3.5 H/M
+6 = 4 H/M450 Max
9+ mos = 4%3-6 = 6%7+ = 8%
50% Match
None38% Employee,39.5% Emp +2,
50% Family
*Line holder lines built to a minimum 80 hours, **First year is prorated.
- 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended
ATR-42, C402, BN2 $12.72 40 $26,458 $30.02 $62,442
1 = 7 Days2 = 14 Days5 = 21 Days
+ 10 = 35 Days
up to 4%** None 50%
*Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract
Saab 340b $39.03 75 $35,127 $83.07 $74,763
B1900D $30.21 75 $27,189 $66.26 $59,634
- 3.L 3.G HRxMMGx12 3.L HRxMMGx12 11.A.1 13.A.1 24.F 24.F 24.B.1 Contract 2011 as amended
All Salary 160 Units of Pay $31,000 Salary $89,650 1.16 Days per
month 5% None $198 per month
Q-200, Q-300,
ERJ-145$45.62 75 $41,058 $106.36 $95,724
1 = 7 days1-5 =14 days
5-11 = 21 days11+ = 28 days
2.5 H/M up to 6%** None 35.0%
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS
- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended
B1900D, EMB-120 $33.52 75 $30,168 $56.67 $51,003
0-3 = 7 Days4-5 = 14 Days+6 = 21 Days
.94* or 1.56H/M
Equal to other employees None Equal to other
employees
*From zero to 3 years,
- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Contract 2014 as amended
Saab 340A, Saab 340B*
- Need contract
DHC-6-300 $44.00 $39,600 $93.00 $83,700
S340 $40.00 $36,000 $69.00 $62,100
- HRxMMGx12 HRxMMGx12 Need contract
- HRxMMGx12 HRxMMGx12 Need contract
Q-100 $38.57 $37,027 $79.83 $76,637
ATR-72 $40.50 $38,880 $100.98 $96,941
Q-400 $0 $100.98 $82,400
- 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2009 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
$64.00 $37,440 $84,240$117.00 2 DaysPer Year
B1900C, B19000D,
DH-8
4 H/M160 Max
90dys-5yrs = 3.5hrs/month;
>5 yrs = 4hrs/month
75$50.42 $45,378
1 = 12.6 days2 = 13.65 days3 = 14.7 days
4 = 15.75 days5 = 16.8 days
6 = 17.85 days7 = 18.9 days
8 = 22.05 days9 = 23.1 days
10 = 24.15
Cape Air(Kap)
EMB-170EMB-175 $120.11 $108,099
2.5 H/M
$39.78 75 $35,802
75
<6 = 2.5%6-13 = 4%13+ =6%
Horizon Air (Horizon Air)
*25% matching, **First year prorated
Air Wisconsin (Wisconsin)
40% for employee, 75% for family4%*
Silver Airways (Silverwings)
< 1 = 7 days**2-6 = 14 days
7-10 = 21 days+11 = 28 days
Endeavor Air (Flagship)
Envoy formally American Eagle (Envoy)
<1yr = <7 dys***1-2yrs = 7 dys>2yrs = 14 dys>5yrs = 21 dys
>16yrs = 28 dys
<1yr=<7 dys*** 1-2yrs=7 days
>2yrs=14days >5yrs=21days
>16yrs=28days
Mesa Airlines(Air Shuttle)
.5-5 = 1.5%5-7 = 2%
7-10 = 2.5%10+ = 3.5%
None
2%*
PDO*1 Yr = 4.20 H/M2 Yr = 4.55 H/M3 Yr = 4.90 H/M4 Yr = 5.25 H/M5 Yr = 5.60 H/M6 Yr = 5.95 H/M7 Yr = 6.30 H/M8 Yr = 7.35 H/M9 Yr = 7.70 H/M10 = 8.05 H/M
No Max
50% Match:1-5 = 6%
5-10 = 8%10+ = 10%Vesting**
500-2,000 Pilots*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated
*75% after 10 YOS, **Vesting after 3 YOS.
50% Match:.5-5 = 2%5-7 = 4%
7-10 = 8%10+ = 8%*
27%
None
Under 500 Pilots
Tran States Airlines (Waterski)
PSA Airlines (Bluestreak)
Peninsula Airways(Penisula)
GoJet Airlines (Lindbergh)
Great Lakes Airlines(Lakes Air)
< 1 = 7 days> 2 = 14 days> 5 = 21 days
> 20 = 28 days
*Pilots shall receive as the Company matching contribution the greater of the amount contributed to any other Company employees or two percent
CommutAir (CommutAir)
Compass Airlines (Compass)
Piedmont Airlines (Piedmont)
Ameriflight, LLC(AMFlight)
$37.96 76 $34,620Based on rates set by company and
insurance provider
0-5 = 3.5 H/M5+ = 4 H/M
485 Max75
0-1 = 1.52 H/M1-4 = 2.17 H/M+4 = 3.0 H/M
Over 2,000 Pilots
*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.
75
ExpressJet (LXJT(Accey)
ExpressJet(LASA)(Accey)
SkyWest Airlines (Skywest)
<1 = 14 Days**1-5 = 14 Days6-14 = 21 Days+15 = 28 Days
<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
1=20% of 6%2=30% of 6%3=40% of 6%4-6=50%of6%7=75% of 6%10=75%of8%
75
0-4 = 2.75 H/M4-7 = 3 H/M
7-10 3.25 H/M+10 = 3.5 H/M
Max 500
75
< 1 = 7 Days**2-6 = 14 Days
7-10 = 21 Days+11 = 28 Days
5 H/MMax 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%
25%
80
60
75
Island Air(Moku)
None2%
< 1 = 15 days+3 = 19 days+5 = 23 days
*After 5 YOS.1-3 = 1%3-6 = 5%6-8 = 3%
8-10 = 2%10-12 = 1%12+ = 0%
1-3 = 1%3-4 = 3%4-5 = 4%5-6 = 5%6-8 = 7%
8-10 = 8%10-12 = 9%12+ = 10%
0% for employee, full cost for family, after 3rd year then
0% for all
$450-$500 / Mo.$750-$800 / Mo.
Yes**Based on profitability
Corvus Airlines(Raven Flight)
Seaborne Airlines(Seaborne)
*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.
2.9 HoursPer Week
7.6 H/M480 Max720 Max*
After 90 Days.0193 Per Hour
1.45 H/M***After 2 Years.027 Per Hour
2 H/M***After 5 Years
.0385 Per Hour2.89 H/M***
1.2-6%****
*Vesting based on YOS, **1.2 Days per month of employment.
*CRJ-700 gone by Dec/16; **New-hires are capped at 12th year pay for CA and 4 years for FO. ***<1 is prorated.
None 30%
None 38%
None31% to 35%
1% increases per year
*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.
35% for Legacy PPO Medical Plan
25% for PHPPilot Health Plan
35% for TPOTraditional PPO
Plan
None
None32% for medical
(35% 1/1/15), 25% dental
1-4 = 3.5%5-9 = 5.25%10-14 = 6.4%15-19 = 7%20+ = 8%
< 1 = 7 days> 2 = 14 days> 7 = 21 days>14 = 28 days
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 currunt and correct. Good luck and fly safe!
401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the company will match 100% of what the employee contributes.
ALPA: Air Line Pilots Association
Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover all reasons for cancellations. Refer to the contract for more information.
Deadhead: Positive space travel as a passenger for company business; paid as shown in above referenced column.
DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly or yearly, refer to the contract for more information
IBT: International Brotherhood of Teamsters
IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training.
MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee will receive per month. The ability to work more or less is possible, depends on the needs of the company, line holder or reserve and open trips for that month.
Per Diem: The amount of money the company pays the employee for food expenses while gone from base, typically from show time to end of debrief time of that trip. Day trip per diem is taxable while overnight is not.
UTU: United Transportation Union
YOS: Years of Service with the company.
Highlighted blocks indicate best in class.
Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information
Sample only; refer to adjacent pages for actual information
Regional Airlines
Airline name and ATC call sign
Abbreviation and definitions:
Blue blocks indicate recent updates
May 2017 | 51
THE GRID
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
EMB-145XREMB-145EMB-135
EV
$7,500 w/ ERJ type*,
$1,000 Referral
$300 / week & $1,400 per
diem to checkride, then MMG
Paid for by company; single
occupancy$1.85/hr June
2007** 1,614 United,American*** ALPA Surface 3 LTE EWR, IAH, ORD,
CLE, DFW***
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remaining after first year; **Will Reduce 11/2007 to 1/2011; ***AA flying out of DFW due to end 7/2017
Online Feb/15 4.C.2 Apr/2017 Apr/2017Contract 2004 as amended, Currently in negotiations,
CRJ-200CRJ-700CRJ-900
EV
$7,500 w/ CRJ type*,
$1,000 Referral
$300 / weekPaid for by
company; single occupancy
$1.85/hr June2007** 1,488 Delta,
American ALPA Surface 3 LTE ATL, DFW, DTW, LGA
*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
Online 3.C.1 5.A.1 Mar/2016 Apr/2016Contract 2007 as amended, Currently in negotiations;
Total 3,102SkyWest Airlines (Skywest) CRJ-200
CRJ-700CRJ-900EMB-175
OO $7,500* 65 Hours
Paid for by company; dual
occupancy, Company will pay 50% for single room
1.85/hr($1.90/hr
Eff. 1/1/2017)2014 4,000
United,American,
Alaska,Delta
None Surface 3 LTE
COS, DEN, DTW,FAT, IAH, LAX,
MSP, ORD, PDX,PHX, PSP, SEA,SFO, SLC, TUS
SGU**
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs. **SGU is not a base, only HQ.
3008.19.A 3015.6.A.1 3009.1.A Aug/2016 Aug/2016 Pilot Agreement signed August 2015
Republic Airway (Republic)
EMB-170EMB-175 RW $10,000*
$12,500**
$1,600 first mo. then
MMG
Paid for by company; single
occupancy
$1.95/hr Dom$2.50/hr
Int.***3.5 Years 2,105
United,American,
DeltaIBT iPad Air
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT,
EWR
*No Part 121 Experience, **Part 121 Experience; ***International per diem only applies when block in to block out is greater than 90 mins.
10.A.2.a 4.B.1 Nov/2015 Apr/2016Contract 2015
CRJ-700,EMB-145,EMB-175
MQ
Up to $22,100*
plus $20,000 retention bonus**
64 hr MMG + 16 hrs per diem per day
Paid for by company; single
occupancy
$1.85/hr + $0.05
increase in 2018, 2021
& 2024
Oct 2011*** 1,850 American ALPA iPad Air 2 DFW, ORD, LGA
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
Online 4.A 4.B 5.B.1 Dec/2016 Dec/2016Contract 2003 as amended
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
CRJ-200CRJ900 9E $23,000* MMG, but no
per diem
Single Occupancy paid
by company$1.70/hr July
2007 1,587 Delta ALPA JFK, DTW,MSP, LGA
Pay based on DOS+2 years, 1% increases every year, *$23,000 per year until Dec 2018.
Online 3.D.1, 5.D.4 5.D.1 Dec/2015 Mar/2016 Contract 2013 as amended
CRJ-200CRJ-700CRJ-900
OH$16,520,$5,000*, $1000**
$38.50 / HRMMG & Per
Diem
Paid for by company; single
occupancy$1.75/hr July, 2015 1,200 American ALPA iPad CLT, DAY, TYS
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time.
3.F.1 5.A.1 April/2017 April/2017 Contract 2013 as amended
CRJ-200CRJ-700CRJ-900EMB-175
YV $30,000*$20,000**
76 Hours during training
Paid for by company; single
occupancy$1.47/hr 4 Months 1,250 United,
American ALPA iPad*** PHX, DFW,IAD, IAH
*New hire bonues paid out over 4 years. **Pilot referal bouns, 4 installements. ***Pilot must have an iPad, but there is a stipend for it.
LOA 37 5.A.2 5.B.1 5.A.2 Feb/2016 Feb/2016 Contract 2008 as amended
CRJ-200 ZWYes $33,000
$4,000 or $4,500*
2.5 hours per day
Paid for by company; single
occupancy
$1.75/hr dom $1.80/hr int
2.5 - 3 Years 485 American
United ALPA iPadDCA, ORF, PHL(ORD & IAD in
the Fall)
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program
Website 4.C 5.A.1 LOA 37 Jul/2015 May/2017Contract 2003, Pilot data from 10/6/2014 seniority list.
DH-8-Q400ERJ-175 QX None
16 credit hours per
week & per diem
Paid for by company;
double occupancy
$1.80/hr July2014* 635 Alaska IBT ANC, BOI, GEG,
MFR, PDX, SEA
*Upgrade time should be reduced as they explore more growth with the approval of the Alaska Air Group purchase of Virgin America.
5.I.4 6.C 5.G.1 Dec/2016 Dec/2016 Contract 2012 as amended
EMB-175 CP$1,500 Referal Bonus
MMG & Per Diem*
Paid for by company;
double occupancy
$1.65/hr** Sept2015 710 Delta,
American ALPA iPad MSP, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
3.H, 5.B 5.B.3 5.B.1 Oct/2016 Dec/2015 Contract 2014 as amended
CRJ-700CRJ-900* G7 $12,000**
$5,000***$23/hr @ 60
hr
Paid for by company; single
occupancy$1.60/hr January
2015 555 United, Delta IBT ORD, RDU, STL, DEN
*7 CRJ-900s being delivered by the end of 2015. **New hire bonus, ***With CL-65 type.
Jan/2017 5.B.3 6.C 5.O Dec/2015 Dec/2015 Contract 2016 as amended
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
DH-8-100DH-8-300ERJ-145
PI $15,000MMG + 1/2
per diem per day
Paid for by company; single
occupancy$1.70/hr 1,000* Hrs
2,500 TT 420 American ALPA PHL, MDT, ROA, SBY
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
LOA 16 5.D.4 5.A.3 5.D.1 Jul/2016 Jul/2016 Contract 2013 as amended
ERJ-145 AX $30,000* $35.81 @75 hrs
Paid for by company; Single
occupancy$1.90/hr July
2015 600 United,American ALPA iPad IAD, STL, ORD
DEN, RDU
*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
3.C.1 5.A.1 5.C.1 Dec/2015 Jun/2016 Contract 2015 as amended
ATR-42C402BN2
9K None 40 Hours per week
Paid for by company; Single
occupancy$37/overnight
Upon Reaching ATP Mins
100Hyannis Air
Service DBA Cape Air
IBT No
New England, New York, Montana, Midwest,
Caribbean &Micronesia (See Notes)
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
3.K.A 6.E.5.A 6.G.1 Dec/2016 Dec/2016 Contract 2012 as amended
Saab 340b 3M $12,000* MMG & Per Diem
Paid for by company; single
occupancy$1.85/hr 18 months 160 Self** IBT FLL, TPA,
MCO, IAD
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
5.C Jul/2015 Jul/2016 Contract 2011 as amended
EMB-120EMB-110
BE1900 & 99SA227C208PA31
AM None
$9 - $12.50 per hour*$35 / Day Per Diem
Paid for by company; Single
occupancy$1.45/hr Immediate 185
UPSFedExDHL
LantheusACS
Mallinckodt
None iPad
DFW, BFI, PDX, SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA,
BQN, SJU
*Hourly rate in training depends on PIC, SIC and aircraft type.
Oct/2015 Oct/2015
DH-8-100DH-8-200ERJ-145
C5 Up to $15,000* MMG
Paid for by company; single
occupancy$1.70/hr Oct/2016 370 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
Online 3.G 5.A.8 5.B.3 Dec/2016 Dec/2016 Contract 2015 as amended
B1900DEMB-120 ZK No $36/Day
Paid for by company; dual
occupancy$1.50/hr May
2016 60 UTU DEN, PHX
15 Month, $7,500 training contractrequired for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service.
4.D Dec/2016 Dec/2016 Contract 2014 as amendedSaab 340A, Saab 340B* KS $50/day 2012 120 None ANC, BOS *$1,100/Mo. Base Salary
Oct/2014 Need contract
Oct/2014 Need contract
Apr/2016 Apr/2016 Need contract
3.C.1 11.P.3 4.J.1 Apr/2017 Apr/2017 Contract 2016 as amendedTotal Pilots 19,660
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
WP
7H
65
None, On a RON,
company will reimburse w/
receipt
MMG**
Island Air(Moku) Paid for by
company if not in HNL; Single
occupancy
ATR-72*Q-400
Codeshare for United, Hawaiian and Go; *ATR-72 being phased out by July 2017, **Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro
HNLALPA
MMGNo
$12,000 SelfMarch2017
81November2009** iPad
SJU, STX
500 - 2,000 Pilots
Under 500 Pilots
*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
Ravn Alaska$40.00 per over night
90
Corvus Airlines(Raven Flight) None, except
during SIMs in SEA, Single
Seaborne Airlines(Seaborne)
NoneB1900C
B19000D*DH-8
DH-8-300S340
Over 2,000 Pilots
Cape Air (Kap)
Horizon Air (Horizon Air)
Endeavor Air (Flagship)
PSA Airlines (Bluestreak)
GoJet Airlines (Lindbergh)
Compass Airlines (Compass)
Trans States Airlines (Waterski)
Piedmont Airlines (Piedmont)
ExpressJet (LASA) (Accey)
Mesa Airlines(Air Shuttle)
Great Lakes Airlines (Lakes Air)
ANC
ExpressJet (LXJT) (Accey)
Air Wisconsin (Wisconsin)
Envoy formally American Eagle (Envoy)
Silver Airways (Silverwings)
Ameriflight, LLC(AMFlight)
BB
Peninsula Airways(Penisula)
$30/dom, $50/int
January2013
CommutAir (CommutAir)
General Information
52 | Aero Crew News Back to Contents
THE GRID
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
EMB-145XREMB-145EMB-135
EV
$7,500 w/ ERJ type*,
$1,000 Referral
$300 / week & $1,400 per
diem to checkride, then MMG
Paid for by company; single
occupancy$1.85/hr June
2007** 1,614 United,American*** ALPA Surface 3 LTE EWR, IAH, ORD,
CLE, DFW***
*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remaining after first year; **Will Reduce 11/2007 to 1/2011; ***AA flying out of DFW due to end 7/2017
Online Feb/15 4.C.2 Apr/2017 Apr/2017Contract 2004 as amended, Currently in negotiations,
CRJ-200CRJ-700CRJ-900
EV
$7,500 w/ CRJ type*,
$1,000 Referral
$300 / weekPaid for by
company; single occupancy
$1.85/hr June2007** 1,488 Delta,
American ALPA Surface 3 LTE ATL, DFW, DTW, LGA
*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
Online 3.C.1 5.A.1 Mar/2016 Apr/2016Contract 2007 as amended, Currently in negotiations;
Total 3,102SkyWest Airlines (Skywest) CRJ-200
CRJ-700CRJ-900EMB-175
OO $7,500* 65 Hours
Paid for by company; dual
occupancy, Company will pay 50% for single room
1.85/hr($1.90/hr
Eff. 1/1/2017)2014 4,000
United,American,
Alaska,Delta
None Surface 3 LTE
COS, DEN, DTW,FAT, IAH, LAX,
MSP, ORD, PDX,PHX, PSP, SEA,SFO, SLC, TUS
SGU**
*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs. **SGU is not a base, only HQ.
3008.19.A 3015.6.A.1 3009.1.A Aug/2016 Aug/2016 Pilot Agreement signed August 2015
Republic Airway (Republic)
EMB-170EMB-175 RW $10,000*
$12,500**
$1,600 first mo. then
MMG
Paid for by company; single
occupancy
$1.95/hr Dom$2.50/hr
Int.***3.5 Years 2,105
United,American,
DeltaIBT iPad Air
CMH, DCA, IND, LGA, MCI, MIA, ORD, PHL, PIT,
EWR
*No Part 121 Experience, **Part 121 Experience; ***International per diem only applies when block in to block out is greater than 90 mins.
10.A.2.a 4.B.1 Nov/2015 Apr/2016Contract 2015
CRJ-700,EMB-145,EMB-175
MQ
Up to $22,100*
plus $20,000 retention bonus**
64 hr MMG + 16 hrs per diem per day
Paid for by company; single
occupancy
$1.85/hr + $0.05
increase in 2018, 2021
& 2024
Oct 2011*** 1,850 American ALPA iPad Air 2 DFW, ORD, LGA
*Dependent on aircraft assignment once hired; **Paid over two years in quarterly installments and after one year of service; ***Company projects less than 3 years for new hires to upgrade and 6 years to flow to American Airlines.
Online 4.A 4.B 5.B.1 Dec/2016 Dec/2016Contract 2003 as amended
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
CRJ-200CRJ900 9E $23,000* MMG, but no
per diem
Single Occupancy paid
by company$1.70/hr July
2007 1,587 Delta ALPA JFK, DTW,MSP, LGA
Pay based on DOS+2 years, 1% increases every year, *$23,000 per year until Dec 2018.
Online 3.D.1, 5.D.4 5.D.1 Dec/2015 Mar/2016 Contract 2013 as amended
CRJ-200CRJ-700CRJ-900
OH$16,520,$5,000*, $1000**
$38.50 / HRMMG & Per
Diem
Paid for by company; single
occupancy$1.75/hr July, 2015 1,200 American ALPA iPad CLT, DAY, TYS
*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time.
3.F.1 5.A.1 April/2017 April/2017 Contract 2013 as amended
CRJ-200CRJ-700CRJ-900EMB-175
YV $30,000*$20,000**
76 Hours during training
Paid for by company; single
occupancy$1.47/hr 4 Months 1,250 United,
American ALPA iPad*** PHX, DFW,IAD, IAH
*New hire bonues paid out over 4 years. **Pilot referal bouns, 4 installements. ***Pilot must have an iPad, but there is a stipend for it.
LOA 37 5.A.2 5.B.1 5.A.2 Feb/2016 Feb/2016 Contract 2008 as amended
CRJ-200 ZWYes $33,000
$4,000 or $4,500*
2.5 hours per day
Paid for by company; single
occupancy
$1.75/hr dom $1.80/hr int
2.5 - 3 Years 485 American
United ALPA iPadDCA, ORF, PHL(ORD & IAD in
the Fall)
*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program
Website 4.C 5.A.1 LOA 37 Jul/2015 May/2017Contract 2003, Pilot data from 10/6/2014 seniority list.
DH-8-Q400ERJ-175 QX None
16 credit hours per
week & per diem
Paid for by company;
double occupancy
$1.80/hr July2014* 635 Alaska IBT ANC, BOI, GEG,
MFR, PDX, SEA
*Upgrade time should be reduced as they explore more growth with the approval of the Alaska Air Group purchase of Virgin America.
5.I.4 6.C 5.G.1 Dec/2016 Dec/2016 Contract 2012 as amended
EMB-175 CP$1,500 Referal Bonus
MMG & Per Diem*
Paid for by company;
double occupancy
$1.65/hr** Sept2015 710 Delta,
American ALPA iPad MSP, LAX, SEA
*Per diem only when not in base for sims; **DOS + 24 Mos. $1.70,
3.H, 5.B 5.B.3 5.B.1 Oct/2016 Dec/2015 Contract 2014 as amended
CRJ-700CRJ-900* G7 $12,000**
$5,000***$23/hr @ 60
hr
Paid for by company; single
occupancy$1.60/hr January
2015 555 United, Delta IBT ORD, RDU, STL, DEN
*7 CRJ-900s being delivered by the end of 2015. **New hire bonus, ***With CL-65 type.
Jan/2017 5.B.3 6.C 5.O Dec/2015 Dec/2015 Contract 2016 as amended
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
DH-8-100DH-8-300ERJ-145
PI $15,000MMG + 1/2
per diem per day
Paid for by company; single
occupancy$1.70/hr 1,000* Hrs
2,500 TT 420 American ALPA PHL, MDT, ROA, SBY
*1,000 Hours of Part 121 flight time. **$5,000 pilot referal bonus for employees.
LOA 16 5.D.4 5.A.3 5.D.1 Jul/2016 Jul/2016 Contract 2013 as amended
ERJ-145 AX $30,000* $35.81 @75 hrs
Paid for by company; Single
occupancy$1.90/hr July
2015 600 United,American ALPA iPad IAD, STL, ORD
DEN, RDU
*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
3.C.1 5.A.1 5.C.1 Dec/2015 Jun/2016 Contract 2015 as amended
ATR-42C402BN2
9K None 40 Hours per week
Paid for by company; Single
occupancy$37/overnight
Upon Reaching ATP Mins
100Hyannis Air
Service DBA Cape Air
IBT No
New England, New York, Montana, Midwest,
Caribbean &Micronesia (See Notes)
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
3.K.A 6.E.5.A 6.G.1 Dec/2016 Dec/2016 Contract 2012 as amended
Saab 340b 3M $12,000* MMG & Per Diem
Paid for by company; single
occupancy$1.85/hr 18 months 160 Self** IBT FLL, TPA,
MCO, IAD
*$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; **11 Codeshares
5.C Jul/2015 Jul/2016 Contract 2011 as amended
EMB-120EMB-110
BE1900 & 99SA227C208PA31
AM None
$9 - $12.50 per hour*$35 / Day Per Diem
Paid for by company; Single
occupancy$1.45/hr Immediate 185
UPSFedExDHL
LantheusACS
Mallinckodt
None iPad
DFW, BFI, PDX, SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA,
BQN, SJU
*Hourly rate in training depends on PIC, SIC and aircraft type.
Oct/2015 Oct/2015
DH-8-100DH-8-200ERJ-145
C5 Up to $15,000* MMG
Paid for by company; single
occupancy$1.70/hr Oct/2016 370 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
Online 3.G 5.A.8 5.B.3 Dec/2016 Dec/2016 Contract 2015 as amended
B1900DEMB-120 ZK No $36/Day
Paid for by company; dual
occupancy$1.50/hr May
2016 60 UTU DEN, PHX
15 Month, $7,500 training contractrequired for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service.
4.D Dec/2016 Dec/2016 Contract 2014 as amendedSaab 340A, Saab 340B* KS $50/day 2012 120 None ANC, BOS *$1,100/Mo. Base Salary
Oct/2014 Need contract
Oct/2014 Need contract
Apr/2016 Apr/2016 Need contract
3.C.1 11.P.3 4.J.1 Apr/2017 Apr/2017 Contract 2016 as amendedTotal Pilots 19,660
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Most Junior CA
hired
Number of Pilots
Do Business For:
Union EFBs Bases Notes
WP
7H
65
None, On a RON,
company will reimburse w/
receipt
MMG**
Island Air(Moku) Paid for by
company if not in HNL; Single
occupancy
ATR-72*Q-400
Codeshare for United, Hawaiian and Go; *ATR-72 being phased out by July 2017, **Reserve MMG at FO year one rate, if OE completed as a CA, CA year 1 rate paid retro
HNLALPA
MMGNo
$12,000 SelfMarch2017
81November2009** iPad
SJU, STX
500 - 2,000 Pilots
Under 500 Pilots
*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
Ravn Alaska$40.00 per over night
90
Corvus Airlines(Raven Flight) None, except
during SIMs in SEA, Single
Seaborne Airlines(Seaborne)
NoneB1900C
B19000D*DH-8
DH-8-300S340
Over 2,000 Pilots
Cape Air (Kap)
Horizon Air (Horizon Air)
Endeavor Air (Flagship)
PSA Airlines (Bluestreak)
GoJet Airlines (Lindbergh)
Compass Airlines (Compass)
Trans States Airlines (Waterski)
Piedmont Airlines (Piedmont)
ExpressJet (LASA) (Accey)
Mesa Airlines(Air Shuttle)
Great Lakes Airlines (Lakes Air)
ANC
ExpressJet (LXJT) (Accey)
Air Wisconsin (Wisconsin)
Envoy formally American Eagle (Envoy)
Silver Airways (Silverwings)
Ameriflight, LLC(AMFlight)
BB
Peninsula Airways(Penisula)
$30/dom, $50/int
January2013
CommutAir (CommutAir)
General Information
Contractual Work RulesMin Days off
(Line/Reserve)Pay
ProtectionMax
Scheduled Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
12/12 or 11 for reserve in 30
day monthYes* 11 or 13; 15** 539
2 hr DPM***; 3.75 on day off
15 hours min per 4 day trip
None None 100%
100% or 150/200%
when red flag is up
$150 / yr**** Company provided
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone availability + duty time ***Duty Period Min; ****After completing first year
21.D.1.b, 21.D.3.a 3.D.4 5.A & 21.I.4.b - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 -
Contract 2004 as amended, Currently in negotiations
12*/11 Yes 12.5, 14, 13.5, 11** 571 3:45 None 1:2** None 100% Air /
50% ground 150% $17 / month after 90 Days None
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty;
12.D.2 3.G.4 12.B.1 - 3.F.1 & 2 - 3.F.1 & 2 3.F.1 & 2 8.A.1 & 2 13.G 5.D.4 -Contract 2007 as amended, Currently in negotiations
12 Yes* FAA Part 117 188 4:12 None 1:2** None 100% 150% $100/6 mo*** None
*Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max
3017.7.C.1.g 3008.12.A 3016.1 - 3017.3.A - - - 3008.14.A - 3009.3.A - Pilot Agreeemnt signed August 2015
Republic Airways (Republic or Shuttle) 12* Yes** 14 217 4:12 See Trip
Rig 1:2 1:4 75%100%. Over
87 hours 125%***
Provided by company**** Company provided
*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage
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 -Contract 2015
11 Yes FAA Part 117 616 3.9 Res 3.7 Line None None None 75% 150% or
200%*
Pilots pay 50% except leather jacket 100%
Company provided*200% only when critical coverage declared by company
10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -Contract 2003 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
11 Yes 14 501 4 None None None 100% 150%200%**
New hires pay 50%, all others
get $240 per year*None
*Starts 1/1/2015, **200% at company discretion.
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 - Contract 2013 as amended
11 Yes* FAA Part 117 205 None None None None 50% 100% or 200%**
Company pays half of blazer and
pants onlyNone
*To line guarantee, **200% for junior manning and improper reassignments.
12.B 3.G 12 - - - - 6.A 3.H.1 5.E.2 - Contract 2008 as ammended
12/12 Yes* 12, 14 or 13** 294 3 hours or Duty Rig
See Trip Rig 1:2 1:4 100% 150% or
200%*** $260 / yr**** $50*
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year
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 Contract 2003 as ammended
13* Yes FAA Part 117 239 4** See Trip Rig 50%*** 25**** 100% 150% or
200***** $200 None
*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
7.A.4.a 5.B.3 7.A.2.a - 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.4.2.d 26.M.5.A - Contract 2012 as ammended
11 or 12* Yes** FAA Part 117 392 4 None None None 80% air*** 75% ground 100%****
Company pays 1/2 of initial
uniform, $20/mo allowance
None
*12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company
12.E 4.D 12.C.3 - 4.B.1 - - - 8.A 3.G 26.3 26.C.1 Contract 2014 as amended
11/12 Yes FAA Part 117 165 4* 4* None None 75%100% 2 DOS
150%200%** $25 / Month None
*With restrictions, report before Noon, finish after 5pm, **At company discreation,
7.A.2.a 5.B.1 7.B - 5.B.1 5.B.1 - - 5.E 5.D 26.L.5 - Contract 2016 as ammended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
11 Yes 14 185 4 4 per day* None None 75% air; 50%
ground 100%** $25 / month None*See examples in refenced contract section, **Unless available for premium pay
25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended
12 line holders 11 reserves Yes* 14 246 4** None None None 100% 150%
200%*** $25 / month None
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company,
25.B.3.a.2 & d.2 3.F 12.E.1 - LOA 2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended
10 Yes 14 170 5 None* None* None* 100% for 135 50% for 121
100% or 150%**
Paid in full by company, no set amount per year.
Reasonable amount.
Yes as needed
*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%
14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended
11 Yes* 14 161 3, 4 on lost day
Greater of min day, credit,
duty rig
1:2 None50% for first 5
hours, then 100%
100% $150 / yr** None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended
Fly 4-5 days per week Yes FAA 135 NA NA NA NA NA 100% 100% None None
12/11 Yes 14 131 3.75 None None None 75% 100%*$17.50 per
month($210 / yr)
None
*Additionaly incentive offered at company discretion,
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 - Contract 2015 as amended
10 No 14 or 15* 59 3.75 None None None 50% 100% $200 per year after first year None
*For continuous duty overnights, **and every two years thereafter
3.C.2 - 18.C.1 - 18.B.5 - - - 3.C.4 18.J.1.b 19.D - Contract 2014 as amended
5 on 2 off
13
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**
ReserveYes*** FAA Part 117 123 3.8 None None None 100% 150%
Company issues 3 shirts, pants,
replaces as wornNone
*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned
10.C.1.d; 10.C.1.e.(4) 4.E.1 10.B 4.B - - - 4.F.1 4.A.4 15.AA -
Contract 2016 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
SkyWest Airlines (Skywest)
Envoy formally American Eagle (Envoy)
ExpressJet (LXJT)(Accey)
ExpressJet(LASA)(Accey)
Silver Airways (Silverwings)
Mesa Airlines(Air Shuttle)
PSA Airlines(Bluestreak)
GoJet Airlines (Lindbergh)
500 - 2,000 PilotsEndeavor Air (Flagship)
Over 2,000 Pilots
Island Air(Moku)
Air Wisconsin (Wisconsin)
Cape Air(Kap)
CommutAir (CommutAir)
Compass Airlines (Compass)
Corvus Airlines(Raven Flight)
Seaborne Airlines(Seaborne)
Peninsula Airways(Penisula)
Piedmont Airlines (Piedmont)
Great Lakes Airlines (Lakes Air)
Horizon Air (Horizon Air)
Ameriflight, LLC(AMFlight)
Under 500 Pilots
Trans States Airlines (Waterski)
May 2017 | 53
THE GRID
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
12/12 or 11 for reserve in 30
day monthYes* 11 or 13; 15** 539
2 hr DPM***; 3.75 on day off
15 hours min per 4 day trip
None None 100%
100% or 150/200%
when red flag is up
$150 / yr**** Company provided
*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone availability + duty time ***Duty Period Min; ****After completing first year
21.D.1.b, 21.D.3.a 3.D.4 5.A & 21.I.4.b - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 -
Contract 2004 as amended, Currently in negotiations
12*/11 Yes 12.5, 14, 13.5, 11** 571 3:45 None 1:2** None 100% Air /
50% ground 150% $17 / month after 90 Days None
*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty;
12.D.2 3.G.4 12.B.1 - 3.F.1 & 2 - 3.F.1 & 2 3.F.1 & 2 8.A.1 & 2 13.G 5.D.4 -Contract 2007 as amended, Currently in negotiations
12 Yes* FAA Part 117 188 4:12 None 1:2** None 100% 150% $100/6 mo*** None
*Must remain on reserve for that period; **1:1 after 12 hrs; ***After completing first year and $400 max
3017.7.C.1.g 3008.12.A 3016.1 - 3017.3.A - - - 3008.14.A - 3009.3.A - Pilot Agreeemnt signed August 2015
Republic Airways (Republic or Shuttle) 12* Yes** 14 217 4:12 See Trip
Rig 1:2 1:4 75%100%. Over
87 hours 125%***
Provided by company**** Company provided
*2 Golden Day Off (GDO) Periods per year, 1 GDO Period has 3 days off. **Only line holders and available for reassignment. ***Premium pay when available is 115%, 130% or 150%, ****Includes luggage
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 -Contract 2015
11 Yes FAA Part 117 616 3.9 Res 3.7 Line None None None 75% 150% or
200%*
Pilots pay 50% except leather jacket 100%
Company provided*200% only when critical coverage declared by company
10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -Contract 2003 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
11 Yes 14 501 4 None None None 100% 150%200%**
New hires pay 50%, all others
get $240 per year*None
*Starts 1/1/2015, **200% at company discretion.
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 - Contract 2013 as amended
11 Yes* FAA Part 117 205 None None None None 50% 100% or 200%**
Company pays half of blazer and
pants onlyNone
*To line guarantee, **200% for junior manning and improper reassignments.
12.B 3.G 12 - - - - 6.A 3.H.1 5.E.2 - Contract 2008 as ammended
12/12 Yes* 12, 14 or 13** 294 3 hours or Duty Rig
See Trip Rig 1:2 1:4 100% 150% or
200%*** $260 / yr**** $50*
*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year
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 Contract 2003 as ammended
13* Yes FAA Part 117 239 4** See Trip Rig 50%*** 25**** 100% 150% or
200***** $200 None
*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
7.A.4.a 5.B.3 7.A.2.a - 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.4.2.d 26.M.5.A - Contract 2012 as ammended
11 or 12* Yes** FAA Part 117 392 4 None None None 80% air*** 75% ground 100%****
Company pays 1/2 of initial
uniform, $20/mo allowance
None
*12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company
12.E 4.D 12.C.3 - 4.B.1 - - - 8.A 3.G 26.3 26.C.1 Contract 2014 as amended
11/12 Yes FAA Part 117 165 4* 4* None None 75%100% 2 DOS
150%200%** $25 / Month None
*With restrictions, report before Noon, finish after 5pm, **At company discreation,
7.A.2.a 5.B.1 7.B - 5.B.1 5.B.1 - - 5.E 5.D 26.L.5 - Contract 2016 as ammended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
11 Yes 14 185 4 4 per day* None None 75% air; 50%
ground 100%** $25 / month None*See examples in refenced contract section, **Unless available for premium pay
25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended
12 line holders 11 reserves Yes* 14 246 4** None None None 100% 150%
200%*** $25 / month None
*Line Holders have Cancellation Pay - 100% line by line, block or better, **For reserves only, ***At discretion of company,
25.B.3.a.2 & d.2 3.F 12.E.1 - LOA 2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended
10 Yes 14 170 5 None* None* None* 100% for 135 50% for 121
100% or 150%**
Paid in full by company, no set amount per year.
Reasonable amount.
Yes as needed
*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%
14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended
11 Yes* 14 161 3, 4 on lost day
Greater of min day, credit,
duty rig
1:2 None50% for first 5
hours, then 100%
100% $150 / yr** None
*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.
6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended
Fly 4-5 days per week Yes FAA 135 NA NA NA NA NA 100% 100% None None
12/11 Yes 14 131 3.75 None None None 75% 100%*$17.50 per
month($210 / yr)
None
*Additionaly incentive offered at company discretion,
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 - Contract 2015 as amended
10 No 14 or 15* 59 3.75 None None None 50% 100% $200 per year after first year None
*For continuous duty overnights, **and every two years thereafter
3.C.2 - 18.C.1 - 18.B.5 - - - 3.C.4 18.J.1.b 19.D - Contract 2014 as amended
5 on 2 off
13
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**
ReserveYes*** FAA Part 117 123 3.8 None None None 100% 150%
Company issues 3 shirts, pants,
replaces as wornNone
*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned
10.C.1.d; 10.C.1.e.(4) 4.E.1 10.B 4.B - - - 4.F.1 4.A.4 15.AA -
Contract 2016 as amended
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Number of pages in Contract
Min Day Credit
Min Trip Credit
Duty Rig Trip Rig Deadhead Pay
Open time pay
Uniform Reimbursement
Headset Reimbursement
Notes
SkyWest Airlines (Skywest)
Envoy formally American Eagle (Envoy)
ExpressJet (LXJT)(Accey)
ExpressJet(LASA)(Accey)
Silver Airways (Silverwings)
Mesa Airlines(Air Shuttle)
PSA Airlines(Bluestreak)
GoJet Airlines (Lindbergh)
500 - 2,000 PilotsEndeavor Air (Flagship)
Over 2,000 Pilots
Island Air(Moku)
Air Wisconsin (Wisconsin)
Cape Air(Kap)
CommutAir (CommutAir)
Compass Airlines (Compass)
Corvus Airlines(Raven Flight)
Seaborne Airlines(Seaborne)
Peninsula Airways(Penisula)
Piedmont Airlines (Piedmont)
Great Lakes Airlines (Lakes Air)
Horizon Air (Horizon Air)
Ameriflight, LLC(AMFlight)
Under 500 Pilots
Trans States Airlines (Waterski)
Contractual Work Rules
54 | Aero Crew News Back to Contents
THE GRID Additional Compensation Details
1
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
EMB-145XR,
EMB-145, EMB-135
$45.26 $40,734 $98.18 $88,362
60-76 Seat A/C**** $49.98 $44,982 $107.83 $97,047
- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2004 as amended, Currently in negotiations
CRJ-200 $46.44 $41,796 $101.80 $91,620
CRJ-700, CRJ-900 $48.48 $43,632 $109.33 $98,397
- 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* 27.A.1 28.A.3Contract 2007 as amended, Currently in negotiations
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 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Pilot Agreeemnt signed August 2015
Republic Airways (Republic or Shuttle)
- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.EContract 2015
EMB-145 $89.12 $80,208
EMB-175 $93.90 $84,510
- LOA** LOA HRxMMGx12 LOA* HRxMMGx12 8 9.A 28.B** 28.B 28.A.3.bContract 2003 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
CRJ-200 $38.49 $34,641 $84.03 $75,627
CRJ-900 $39.75 $35,775 $89.96 $80,964
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B 27.A.2 Contract 2013 as amended
CRJ-200 $41.78 $37,602 $98.37 $88,533
CRJ-700CRJ-900 $43.29 $38,961 $106.67 $96,003
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C 27.B.4 Contract 2013 as amended
CRJ-200 $80.93 $73,808
CRJ-700, CRJ-900, EMB-175
$104.39 $95,204
- 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended
CRJ-200* $49.98 75 $44,982 $109.29 $98,361
< 1 = 7 days> 2 = 14 days> 5 = 21 days
> 10 = 28 days> 19 = 35 days
3.75 H/MMax 375
3-4% = 1%5-6% = 2%7% = 3%8% = 4%9% = 5%
3% 25%
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage)
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.B.2 14.A.1 28.B** 28.A 27.D.2.a Contract 2003 as amended
Q-400ERJ-175 $49.43 80.5 $41,383 $119.19 $99,786 < 5 = 14 days
> 5 = 28 days 3 H/M 6% None Company Discretion
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year
- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended
E-170, E-175 $45.80 75 $41,220 $111.24 $100,116
< 1 = 7 days> 1 = 14 days> 5 = 21 days
> 15 = 28 days
0-2 = 3 H/M2-5 = 3.25 H/M5+ = 3.5 H/M
Max 450
50% Match:9m-4 = 4%3-5 = 6%6+ = 8%
None 29% Employee, 34% Family
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
- 3.D 4.A.1 HRxMMGx12 3.D HRxMMGx12 7.A.2** 14.A 28.B.2 - 27.B.2 Contract 2014 as amended
CRJ-700 $44.33 75 $39,897 $111.24 $98,781
> 1= 7 days2-5 = 14 days
6-13 = 21 days+14 = 28 days
0-2 = 2 H/M2-6 = 3 H/M+6 = 4 H/M
Max 300
9mo-2yr 4%3-6 = 6%+7 = 8%*
None
Emp: $147.78Emp + 1: $363.85Emp + 2 or more
$554.44
Reserve MMG is 70, Line holder MMG is 74, *Company match 50%
- 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Q-100,Q-300 $40.33 75 $36,297 $89.98 $80,982
> 1 = 5 days***< 1= 5 days
2-7 = 10 days7-13 = 15 days+14 = 20 days
4 H/M
50% Match:<4 = 6%4-9 = 9%
10-14 = 10%15-19 = 11&20+ = 12%
1% Set amount** 2016 Max 17%
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
- 3.B 3.C.1 HRxMMGx12 3.A HRxMMGx12 7.A.4 14.A.1 28.B.2 28.B.3 27.B.2 Contract 2013 as amended
ERJ-145 $44.99 75 $40,491 $104.51 $94,059
< 1 = 7 days**2 - 5 = 14 days6 -13 = 21 days+14 = 28 days
0-2 = 3 H/M3-5 = 3.5 H/M
+6 = 4 H/M450 Max
9+ mos = 4%3-6 = 6%7+ = 8%
50% Match
None 35% Employee,35.9% Emp +2
*Line holder lines built to a minimum 80 hours, **First year is prorated.
- 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended
ATR-42, C402, BN2 $12.72 40 $26,458 $30.02 $62,442
1 = 7 Days2 = 14 Days5 = 21 Days
+ 10 = 35 Days
up to 4%** None 50%
*Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract
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
4 H/M160 Max 4%* None 40% for employee,
75% for family
*25% matching, **First year prorated
- 3.L 3.G HRxMMGx12 3.L HRxMMGx12 11.A.1 13.A.1 24.F 24.F 24.B.1 Contract 2011 as amended
All Salary 160 Units of Pay $31,000 Salary $89,650 1.16 Days per
month 5% None $198 per month
Q-200, Q-300,
ERJ-145$45.62 75 $41,058 $106.36 $95,724
1 = 7 days1-5 =14 days
5-11 = 21 days11+ = 28 days
2.5 H/M up to 6%** None 35.0%
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS
- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended
B1900D, EMB-120 $42.40 75 $38,160 $57.51 $51,759
0-3 = 7 Days4-5 = 14 Days+6 = 21 Days
.94* or 1.56H/M
Equal to other employees None Equal to other
employees
*From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC
- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Contract 2014 as amended
Saab 340A, Saab 340B*
- Need contract
DHC-6-300 $44.00 $39,600 $93.00 $83,700
S340 $40.00 $36,000 $69.00 $62,100
- HRxMMGx12 HRxMMGx12 Need contract
- HRxMMGx12 HRxMMGx12 Need contract
Q-400 $61.88 $59,405 $123.60 $118,656
ATR-72 $61.88 $59,405 $123.60 $118,656
- 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2016 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Seaborne Airlines(Seaborne)
32% for medical (35% 1/1/15), 25%
dental
2.9 HoursPer Week
PSA Airlines (Bluestreak)
Peninsula Airways(Penisula)
GoJet Airlines (Lindbergh)
Great Lakes Airlines(Lakes Air)
CommutAir (CommutAir)
Compass Airlines (Compass)
Piedmont Airlines (Piedmont)
Ameriflight, LLC(AMFlight)
75
Horizon Air (Horizon Air)
Air Wisconsin (Wisconsin)
Silver Airways (Silverwings)
*Pilots shall receive as the Company matching contribution the greater of the amount contributed to any other Company employees or two percent
$37.96 76 $34,620
*Based on profitability
Corvus Airlines(Raven Flight)
.5-5 = 1.5%5-7 = 2%
7-10 = 2.5%10+ = 3.5%
2%*
None
Under 500 Pilots
SkyWest Airlines (Skywest)
*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.
Based on rates set by company and
insurance provider
0-5 = 3.5 H/M5+ = 4 H/M
485 Max
0-1 = 1.52 H/M1-4 = 2.17 H/M+4 = 3.0 H/M
<6 = 2.5%6-13 = 4%13+ =6%
Endeavor Air (Flagship)
<5 = 2.5%5<10 = 4%
10<15 = 5%15<20 = 5.5%
20+ = 6%
25%
Mesa Airlines(Air Shuttle)
None
PDO*1 Yr = 4.20 H/M2 Yr = 4.55 H/M3 Yr = 4.90 H/M4 Yr = 5.25 H/M5 Yr = 5.60 H/M6 Yr = 5.95 H/M7 Yr = 6.30 H/M8 Yr = 7.35 H/M9 Yr = 7.70 H/M10 = 8.05 H/M
No Max
50% Match:1-5 = 6%
5-10 = 8%10+ = 10%Vesting**
500-2,000 Pilots*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated
*75% after 10 YOS, **Vesting after 3 YOS.
50% Match:.5-5 = 2%5-7 = 4%
7-10 = 8%10+ = 8%*
27%
38%
*Vesting based on YOS, **1.2 Days per month of employment.
*New-hires are capped at 12th year pay for CA and 4 years for FO. **<1 is prorated.
None 30%
None31% to 35%
1% increases per year
*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.
35% for Legacy PPO Medical Plan
25% for PHPPilot Health Plan
35% for TPOTraditional PPO
Plan
None
*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.
1-4 = 3.5%5-9 = 5.25%
10-14 = 6.4%15-19 = 7%20+ = 8%
<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 Hour2.89 H/M***
1-4 yrs, 3% 5-9 yrs, 5% 10 yrs, 7%
5 H/MMax 640
(110 above 640***)
<5 = 4%5<10 = 5%10+ = 6%Vesting*
80
60
75
Island Air(Moku)
None2%
< 1 = 15 days+3 = 19 days+5 = 23 days
*After 5 YOS.1-3 = 1%3-6 = 5%6-8 = 3%
8-10 = 2%10-12 = 1%12+ = 0%
1-3 = 1%3-4 = 3%4-5 = 4%5-6 = 5%6-8 = 7%
8-10 = 8%10-12 = 9%12+ = 10%
0% for employee, full cost for family, after 3rd year then
0% for all
$450-$500 / Mo.$750-$800 / Mo.
Yes*
7.6 H/M480 Max720 Max*
$64.00 $37,440 $84,240$117.00 2 DaysPer Year
B1900C, B19000D,
DH-8
90dys-5yrs = 3.5hrs/month;
>5 yrs = 4hrs/month
Over 2,000 Pilots
75
ExpressJet (LXJT(Accey)
ExpressJet(LASA)(Accey)
<1 = 14 Days**1-5 = 14 Days6-14 = 21 Days+15 = 28 Days
1=20% of 6%2=30% of 6%3=40% of 6%4-6=50%of6%7=75% of 6%10=75%of8%
75
0-4 = 2.75 H/M4-7 = 3 H/M
7-10 3.25 H/M+10 = 3.5 H/M
Max 500
75
< 1 = 7 Days**2-6 = 14 Days
7-10 = 21 Days+11 = 28 Days
75$50.42 $45,378
1 = 12.6 days2 = 13.65 days3 = 14.7 days
4 = 15.75 days5 = 16.8 days
6 = 17.85 days7 = 18.9 days
8 = 22.05 days9 = 23.1 days
10 = 24.15
Cape Air(Kap)
EMB-170EMB-175 $120.11 $108,099
2.5 H/M
$39.78 75 $35,802
75
Trans States Airlines (Waterski)
Envoy formally American Eagle (Envoy)
<1yr = <7 dys***1-2yrs = 7 dys>2yrs = 14 dys>5yrs = 21 dys
>16yrs = 28 dys
<1yr=<7 dys*** 1-2yrs=7 days
>2yrs=14days >5yrs=21days
>16yrs=28days
< 1 = 7 days> 2 = 14 days> 7 = 21 days>14 = 28 days
< 1 = 7 days> 2 = 14 days> 5 = 21 days
> 20 = 28 days
None
May 2017 | 55
THE GRID
1
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
EMB-145XR,
EMB-145, EMB-135
$45.26 $40,734 $98.18 $88,362
60-76 Seat A/C**** $49.98 $44,982 $107.83 $97,047
- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2004 as amended, Currently in negotiations
CRJ-200 $46.44 $41,796 $101.80 $91,620
CRJ-700, CRJ-900 $48.48 $43,632 $109.33 $98,397
- 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* 27.A.1 28.A.3Contract 2007 as amended, Currently in negotiations
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 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Pilot Agreeemnt signed August 2015
Republic Airways (Republic or Shuttle)
- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.EContract 2015
EMB-145 $89.12 $80,208
EMB-175 $93.90 $84,510
- LOA** LOA HRxMMGx12 LOA* HRxMMGx12 8 9.A 28.B** 28.B 28.A.3.bContract 2003 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
CRJ-200 $38.49 $34,641 $84.03 $75,627
CRJ-900 $39.75 $35,775 $89.96 $80,964
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B 27.A.2 Contract 2013 as amended
CRJ-200 $41.78 $37,602 $98.37 $88,533
CRJ-700CRJ-900 $43.29 $38,961 $106.67 $96,003
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C 27.B.4 Contract 2013 as amended
CRJ-200 $80.93 $73,808
CRJ-700, CRJ-900, EMB-175
$104.39 $95,204
- 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended
CRJ-200* $49.98 75 $44,982 $109.29 $98,361
< 1 = 7 days> 2 = 14 days> 5 = 21 days
> 10 = 28 days> 19 = 35 days
3.75 H/MMax 375
3-4% = 1%5-6% = 2%7% = 3%8% = 4%9% = 5%
3% 25%
*1.5% Pay Raise every year on October 1st., 3.A.2, **Pilot must contribute first percentages to get company matching (second percentage)
- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.B.2 14.A.1 28.B** 28.A 27.D.2.a Contract 2003 as amended
Q-400ERJ-175 $49.43 80.5 $41,383 $119.19 $99,786 < 5 = 14 days
> 5 = 28 days 3 H/M 6% None Company Discretion
*MMG based on 35 day bid period. Approximately 10.4 bid periods per year
- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended
E-170, E-175 $45.80 75 $41,220 $111.24 $100,116
< 1 = 7 days> 1 = 14 days> 5 = 21 days
> 15 = 28 days
0-2 = 3 H/M2-5 = 3.25 H/M5+ = 3.5 H/M
Max 450
50% Match:9m-4 = 4%3-5 = 6%6+ = 8%
None 29% Employee, 34% Family
*Contract is based on months of service for vacation accural, converted to years for comparison, first year is prorated;
- 3.D 4.A.1 HRxMMGx12 3.D HRxMMGx12 7.A.2** 14.A 28.B.2 - 27.B.2 Contract 2014 as amended
CRJ-700 $44.33 75 $39,897 $111.24 $98,781
> 1= 7 days2-5 = 14 days
6-13 = 21 days+14 = 28 days
0-2 = 2 H/M2-6 = 3 H/M+6 = 4 H/M
Max 300
9mo-2yr 4%3-6 = 6%+7 = 8%*
None
Emp: $147.78Emp + 1: $363.85Emp + 2 or more
$554.44
Reserve MMG is 70, Line holder MMG is 74, *Company match 50%
- 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Q-100,Q-300 $40.33 75 $36,297 $89.98 $80,982
> 1 = 5 days***< 1= 5 days
2-7 = 10 days7-13 = 15 days+14 = 20 days
4 H/M
50% Match:<4 = 6%4-9 = 9%
10-14 = 10%15-19 = 11&20+ = 12%
1% Set amount** 2016 Max 17%
*50% match based on YOS, **See chart at referenced contract section; ***First year is prorated.
- 3.B 3.C.1 HRxMMGx12 3.A HRxMMGx12 7.A.4 14.A.1 28.B.2 28.B.3 27.B.2 Contract 2013 as amended
ERJ-145 $44.99 75 $40,491 $104.51 $94,059
< 1 = 7 days**2 - 5 = 14 days6 -13 = 21 days+14 = 28 days
0-2 = 3 H/M3-5 = 3.5 H/M
+6 = 4 H/M450 Max
9+ mos = 4%3-6 = 6%7+ = 8%
50% Match
None 35% Employee,35.9% Emp +2
*Line holder lines built to a minimum 80 hours, **First year is prorated.
- 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended
ATR-42, C402, BN2 $12.72 40 $26,458 $30.02 $62,442
1 = 7 Days2 = 14 Days5 = 21 Days
+ 10 = 35 Days
up to 4%** None 50%
*Pay is per duty hour and minimum pay per week is 40 hours; **25% matching
- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract
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
4 H/M160 Max 4%* None 40% for employee,
75% for family
*25% matching, **First year prorated
- 3.L 3.G HRxMMGx12 3.L HRxMMGx12 11.A.1 13.A.1 24.F 24.F 24.B.1 Contract 2011 as amended
All Salary 160 Units of Pay $31,000 Salary $89,650 1.16 Days per
month 5% None $198 per month
Q-200, Q-300,
ERJ-145$45.62 75 $41,058 $106.36 $95,724
1 = 7 days1-5 =14 days
5-11 = 21 days11+ = 28 days
2.5 H/M up to 6%** None 35.0%
*FO max out at 6 years, CA max out at 20 years ERJ. **50% based on YOS
- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended
B1900D, EMB-120 $42.40 75 $38,160 $57.51 $51,759
0-3 = 7 Days4-5 = 14 Days+6 = 21 Days
.94* or 1.56H/M
Equal to other employees None Equal to other
employees
*From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC
- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Contract 2014 as amended
Saab 340A, Saab 340B*
- Need contract
DHC-6-300 $44.00 $39,600 $93.00 $83,700
S340 $40.00 $36,000 $69.00 $62,100
- HRxMMGx12 HRxMMGx12 Need contract
- HRxMMGx12 HRxMMGx12 Need contract
Q-400 $61.88 $59,405 $123.60 $118,656
ATR-72 $61.88 $59,405 $123.60 $118,656
- 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2016 as amended
Aircraft Types
FO Top Out Pay
(Hourly)MMG Base Pay Top CA pay Base Pay
No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
Seaborne Airlines(Seaborne)
32% for medical (35% 1/1/15), 25%
dental
2.9 HoursPer Week
PSA Airlines (Bluestreak)
Peninsula Airways(Penisula)
GoJet Airlines (Lindbergh)
Great Lakes Airlines(Lakes Air)
CommutAir (CommutAir)
Compass Airlines (Compass)
Piedmont Airlines (Piedmont)
Ameriflight, LLC(AMFlight)
75
Horizon Air (Horizon Air)
Air Wisconsin (Wisconsin)
Silver Airways (Silverwings)
*Pilots shall receive as the Company matching contribution the greater of the amount contributed to any other Company employees or two percent
$37.96 76 $34,620
*Based on profitability
Corvus Airlines(Raven Flight)
.5-5 = 1.5%5-7 = 2%
7-10 = 2.5%10+ = 3.5%
2%*
None
Under 500 Pilots
SkyWest Airlines (Skywest)
*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.
Based on rates set by company and
insurance provider
0-5 = 3.5 H/M5+ = 4 H/M
485 Max
0-1 = 1.52 H/M1-4 = 2.17 H/M+4 = 3.0 H/M
<6 = 2.5%6-13 = 4%13+ =6%
Endeavor Air (Flagship)
<5 = 2.5%5<10 = 4%
10<15 = 5%15<20 = 5.5%
20+ = 6%
25%
Mesa Airlines(Air Shuttle)
None
PDO*1 Yr = 4.20 H/M2 Yr = 4.55 H/M3 Yr = 4.90 H/M4 Yr = 5.25 H/M5 Yr = 5.60 H/M6 Yr = 5.95 H/M7 Yr = 6.30 H/M8 Yr = 7.35 H/M9 Yr = 7.70 H/M10 = 8.05 H/M
No Max
50% Match:1-5 = 6%
5-10 = 8%10+ = 10%Vesting**
500-2,000 Pilots*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated
*75% after 10 YOS, **Vesting after 3 YOS.
50% Match:.5-5 = 2%5-7 = 4%
7-10 = 8%10+ = 8%*
27%
38%
*Vesting based on YOS, **1.2 Days per month of employment.
*New-hires are capped at 12th year pay for CA and 4 years for FO. **<1 is prorated.
None 30%
None31% to 35%
1% increases per year
*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.
35% for Legacy PPO Medical Plan
25% for PHPPilot Health Plan
35% for TPOTraditional PPO
Plan
None
*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.
1-4 = 3.5%5-9 = 5.25%10-14 = 6.4%15-19 = 7%20+ = 8%
<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 Hour2.89 H/M***
1-4 yrs, 3% 5-9 yrs, 5% 10 yrs, 7%
5 H/MMax 640
(110 above 640***)
<5 = 4%5<10 = 5%10+ = 6%Vesting*
80
60
75
Island Air(Moku)
None2%
< 1 = 15 days+3 = 19 days+5 = 23 days
*After 5 YOS.1-3 = 1%3-6 = 5%6-8 = 3%
8-10 = 2%10-12 = 1%12+ = 0%
1-3 = 1%3-4 = 3%4-5 = 4%5-6 = 5%6-8 = 7%
8-10 = 8%10-12 = 9%12+ = 10%
0% for employee, full cost for family, after 3rd year then
0% for all
$450-$500 / Mo.$750-$800 / Mo.
Yes*
7.6 H/M480 Max720 Max*
$64.00 $37,440 $84,240$117.00 2 DaysPer Year
B1900C, B19000D,
DH-8
90dys-5yrs = 3.5hrs/month;
>5 yrs = 4hrs/month
Over 2,000 Pilots
75
ExpressJet (LXJT(Accey)
ExpressJet(LASA)(Accey)
<1 = 14 Days**1-5 = 14 Days6-14 = 21 Days+15 = 28 Days
1=20% of 6%2=30% of 6%3=40% of 6%4-6=50%of6%7=75% of 6%10=75%of8%
75
0-4 = 2.75 H/M4-7 = 3 H/M
7-10 3.25 H/M+10 = 3.5 H/M
Max 500
75
< 1 = 7 Days**2-6 = 14 Days
7-10 = 21 Days+11 = 28 Days
75$50.42 $45,378
1 = 12.6 days2 = 13.65 days3 = 14.7 days
4 = 15.75 days5 = 16.8 days
6 = 17.85 days7 = 18.9 days
8 = 22.05 days9 = 23.1 days
10 = 24.15
Cape Air(Kap)
EMB-170EMB-175 $120.11 $108,099
2.5 H/M
$39.78 75 $35,802
75
Trans States Airlines (Waterski)
Envoy formally American Eagle (Envoy)
<1yr = <7 dys***1-2yrs = 7 dys>2yrs = 14 dys>5yrs = 21 dys
>16yrs = 28 dys
<1yr=<7 dys*** 1-2yrs=7 days
>2yrs=14days >5yrs=21days
>16yrs=28days
< 1 = 7 days> 2 = 14 days> 7 = 21 days>14 = 28 days
< 1 = 7 days> 2 = 14 days> 5 = 21 days
> 20 = 28 days
None
Additional Compensation Details
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 [email protected].
56 | Aero Crew News Back to Contents
THE GRID
BOS
JFK HPNPHLEWR
CLT
BWIDCA
IAD
ATL
MCO
MIAFLL
ANC
CLE
CVG
IAH
DFW
DEN
DTW
HNL
IND
PHX
LAX
SFO
ORD
MSP
ONT
PDX
SDF
SEA
SLC
STL
ABQ Albuquerque, NM Ameriflight, LLCACK Nantucket, MA Cape AirALB Albany, NY Cape AirANC Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines
ATL Atlanta, GA ExpressJet AirlinesAUG Augusta, ME Cape AirBFI Seattle, WA Ameriflight, LLCBIL Billings, MT Cape Air
BOI Boise, ID Horizon AirBOS Boston, MA Peninsula Airways Cape AirBQN Aguadilla, PR Ameriflight, LLCBUF Buffalo, NY Ameriflight, LLC
BUR Burbank, CA Ameriflight, LLCCGI Cape Girardeau, MO Cape AirCLE Cleveland, OH ExpressJet AirlinesCLT Charlotte, NC PSA AirlinesCMH Columbus, OH Republic Airways
ABQ
BFI
BOI
BUF
BUR
CMHDAYFAT
GEG
LAN
MCI
MDT
MFR
MHT
OMA
ORF
PIT
PSP
RDUROA
SAT
SBY
TPA
TUS
TYS
SJU EIS
STTSTX
MAZ
ACK
ALB
AUGBIL
CGI
EWB
GDVGGW
OLFHVR
SDY
LGA
HYA
LEBMSS
MVY
OGSPVC
PVD
RKD
RUTSLK
IRK
MWAOWB
TBN
UIN
May 2017 | 57
THE GRID
CVG Cincinnati, OH Ameriflight, LLCDAY Dayton, OH PSA AirlinesDCA Washington, DC Republic Airways Air WisconsinDEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes AirlinesDFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa AirlinesDTW Detroit, MI ExpressJet Airlines Endeavor Air Compass AirlinesEIS Tortola, BVI Cape AirEWB New Bedford, MA Cape AirEWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAirFAT Fresno, CA Skywest AirlinesFLL Fort Lauderdale, FL Silver AirwaysGDV Glendive, MT Cape AirGEG Spokane, WA Horizon AirGGW Glasgow, MT Cape AirGUM Guam Cape AirHNL Honolulu, HI Island AirHPN White Plains, NY Cape AirHVR Havre, MT Cape AirHYA Hyannis, MA Cape Air
IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air WisconsinIAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa AirlinesIND Indianapolis, IN Republic AirwaysIRK Kirksville, MO Cape AirJFK New York City, NY Endeavor AirLAN Lansing, MI Ameriflight, LLCLAX Los Angeles, CA Skywest Airlines Compass AirlinesLEB Lebanon, NH Cape AirLGA New York City, NY ExpressJet Airlines Republic Airways Endeavor AirMAZ Mayaguez, PR Cape AirMCI Kansas City, MO Republic AirwaysMCO Orlando, FL Silver AirwaysMDT Harrisburg, PA Piedmont AirlinesMFR Medford, OR Horizon AirMHT Manchester, NH Ameriflight, LLCMIA Miami, FL Republic Airways Ameriflight, LLCMSP Minneapolis, MN Skywest Airlines Endeavor Air Compass AirlinesMSS Massena, NY Cape AirMVY Martha’s Vineyard, MA Cape Air
MWA Marion, IL Cape AirOGS Ogdebsburg, NY Cape AirOLF Wolf Point, MT Cape AirOMA Omaha, NE Ameriflight, LLCONT Ontario, CA Ameriflight, LLCORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air WisconsinORF Norfolk, VA Air WisconsinOWB Owensboro, KY Cape AirPDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLCPHL Philadelphia, PA Republic Airways Air Wisconsin Piedmont AirlinesPHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes AirlinesPIT Pittsburgh, PA Republic AirwaysPSP Palm Springs, CA Skywest AirlinesPVC Provincetown, MA Cape AirPVD Providence, RI Cape AirRDU Raleigh-Durham, NC GoJet AirlinesRKD Rockland, ME Cape AirROA Roanoke, VA Piedmont AirlinesRUT Rutland, VT Cape Air
SAT San Antonio, TX Ameriflight, LLCSBY Salisbury, MD Piedmont AirlinesSDF Louisville, KY Ameriflight, LLCSDY Sidney, MT Cape AirSEA Seattle, WA Skywest Airlines Horizon Air Compass AirlinesSFO San Francisco, CA Skywest Airlines Ameriflight, LLCSJU San Juan, PR Ameriflight, LLC Seaborne Airways Cape AirSLC Salt Lake City, UT Skywest Airlines Ameriflight, LLCSLK Saranac Lake, NY Cape AirSTL St. Louis, MO GoJet Airlines Trans States AirlinesSTT St. Thomas, USVI Cape AirSTX St. Croix, USVI Seaborne Airways Cape AirTBN Fort Leonard Wood, MO Cape Air TPA Tampa, FL Silver AirwaysTUS Tucson, AZ Skywest AirlinesTYS Knoxville, TN PSA AirlinesUIN Quincy, IL Cape Air
58 | Aero Crew News Back to Contents
THE GRID
Mainline Flight Attendants
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Number of FA's
Union AverageReserve
Time
MostJuniorBase
MostSeniorBase
Bases Notes
B787, B777, B767, B757, B737, A350, A330, A321, A320, A319,
MD82/83, E190
AA None
Company Provided;Double
Occupancy
APFA
BOS, CLT, DCA,DFW, LAX, LGA,MIA, ORD, PHL,PHX, RDU, SFO,
STL
Contract 2014, As Amended
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
BLI, FLL, HNL,IWA, LAS, OAK,PGD, PIE, SFB
*(currently in contract negotiations)**F/A candidates are allowed to give preference of base during interview process. We do out best to accommodate those requests, but cannot always place candidates at their first preference.
May/2016
1,000
Aircraft Types 2 Digit Code
Pay During Training
Hotel during new hire training
Per Diem Number of FA's
Union AverageReserve
Time
MostJuniorBase
MostSeniorBase
Bases Notes
Total Flight Attendants
American Airlines(American)
Allegiant Air(Allegiant)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Min Day Credit
Min Trip Credit
IncentivePay
Downtown Hotel
Deadhead Pay
Open time pay
Uniform Reimbursement
Job SharesAvailable
JetwayTrades
Notes
10 Partial 15 Dom18 Int 5 10-15 100% 100% No
11*
Scheduled or better -
greater of the two values.
0 0
Each FA crew will receive 8%
commission based on gross sales. An
augmented crew will receive 10%.
$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.
*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).
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Min Day Credit
Min Trip Credit
IncentivePay
Downtown Hotel
Deadhead Pay
Open time pay
Uniform Reimbursement
Job SharesAvailable
JetwayTrades
Notes
American Airlines(American)
Allegiant Air(Allegiant)
1
Aircraft Types
FA Starting
PayMMG Base Pay FA Top
Out Pay Base PayNo. of Vacation
weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
70 None Yes* Varies*Based on age
Aircraft Types
FA Starting
PayMMG Base Pay FA Top
Out Pay Base PayNo. of Vacation
weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
American Airlines(American)
Allegiant Air(Allegiant)
General Information
Contractual Work Rules
Additional Compensation Details
May 2017 | 59
THE GRID
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem DoBusiness
For
Number of Flight
Attendants
Union Average Reserve Time
Most Junior Base
Most Senior Base
Bases Notes
EMB-145XREMB-145EMB-135
EV None NoneDual Occupancy
Paid for by company*
$1.70 UnitedAmerican IAM EWR, IAH, ORD,
CLE, DFW**
*If FA lives 25 miles or more away from traning center, **AA flying out of DFW
7.D
CRJ-200CRJ-700CRJ-900
EV None NoneDual Occupancy
Paid for by company
$1.60 DeltaAmerican AFA ATL, DFW, DTW
5.E 6.C
Total
CRJ-200CRJ-700CRJ-900
OH None Yes Yes1.80 / hour
effective 11-1-16
AA 900 AFA 8- 12 months CVG CLT-DAY CLT, CVG, DAY, TYS
900
Aircraft Types 2 Digit Code
Sign on Bonus
Pay During Training
Hotel during new hire training
Per Diem Number of FAs
Number of Flight
Attendants
Union Average Reserve Time
Most Junior Base
Most Senior Base
Bases Notes
Total Flight Attendants
PSA Airlines (Bluestreak)
ExpressJet (LASA) (Accey)
ExpressJet (LXJT) (Accey)
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Min Day Credit
Min Trip Credit
IncentivePay
Downtown Hotel
Deadhead Pay
Open Time Pay
Uniform Reimbursement
Job SharesAvailable
JetwayTrades
Notes
12/10 or 11 Yes 13.5 1:04Holiday Pay
$5.00 perhour
Yes 50% 100% or150%*
Initial paid by FA75 PointsPer Year**
Yes Yes
*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,
5.A.4 4.N 7.B.7 4.S 4.Q 7.A.2 LOA 4.V 14
10 Yes 14 3:45 or 1:2*1:1**
Holiday Pay150% No 100% 100%
Initial paid by FA$200
Per Year
* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty
7.D.2 7.R.2 9.B.3 5.C.1 5.O 6.A 5.D.1 5.L 18
10 Yes for cancellations $14 N/A N/A
150% Thanksgiving
and Christmas
YesIn some cities yes above
guaranee
Initial new hire - NO / $250
annual uniform allowance
N/A
Min Days off (Line/Reserve)
Pay Protection
Max Scheduled
Duty
Min Day Credit
Min Trip Credit
IncentivePay
Downtown Hotel
Deadhead Pay
Open Time Pay
Uniform Reimbursement
Job SharesAvailable
JetwayTrades
Notes
ExpressJet (LXJT)(Accey)
ExpressJet(LASA)(Accey)
PSA Airlines(Bluestreak)
1
Aircraft Types
FA Starting Pay MMG Base Pay FA Top Out
Pay Base Pay No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
EMB-145XR,
EMB-145, EMB-135
$19.00 80 $18,240 $38.00 $36,480
1-4 Yrs 7 Days5-9 Yrs 14 Days
10-17 Yrs 21 Days18-24 Yrs 28 Days25-29 Yrs 35 Days30+ Yrs 37 Days
5 HoursPer 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%
- 4.A HRxMMGx12 4.A HRxMMGx12 8.B.2 9.A 22.E 22.E
CRJ-200CRJ-700CRJ-900
$18.38 75 $16,542 $37.31 $33,579
1-6 Yrs 14 Days7-15 Yrs 21 Days16-19 Yrs 28 Days20+ Yrs 35 Days
3.75 HoursPer Month
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%
- 5.A 5.B HRxMMGx12 5.A HRxMMGx12 12.A.2 13.A.1 24.B 24 23
CRJs $17.89 72 $15,457 $31.03 $26,810
+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
- HRxMMGx12 HRxMMGx12
Aircraft Types
FA Starting Pay MMG Base Pay FA Top Out
Pay Base Pay No. of Vacation weeks & accrual
Sick Time Accrual
401(K) Matching (%) 401(K) DC
Percentage of health care
employee paysNotes
ExpressJet (LXJT(Accey)
ExpressJet(LASA)(Accey)
PSA Airlines (Bluestreak)
Additional Compensation Details
Contractual Work Rules
General Information
Regional Flight Attendants
Aero Crew Solutions is a group of professionals committed to providing you outstanding service to solve your employment needs. We do this by hosting job fairs
throughout the United States. We also provide various career services that include career consulting, application review, interview prep and résumé services.
Upcoming Job FairsChicago Pilot Job FairDate: Friday, May 5, 2017
Platinum, Silver, Gold & Bronze tickets are available now
Application Review
Resume Critique
AeroCrewSolutions.com [email protected]
Career Consulting
Interview Prep
Career Services
Dallas Ft. Worth Pilot Job Fair
Date: Friday, July 14, 2017Tickets will be available:
Platinum: NowSilver and Gold: June 5, 2017 @ Noon
Bronze: June 12, 2017 @ Noon
Las Vegas Pilot Job Fair
Date: Friday, September 15, 2017Tickets will be available:Platinum: NowSilver and Gold: August 7, 2017 @ NoonBronze: August 14, 2017 @ Noon