aero crew news, september 2015

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 a t i o n a n d M o r e . . .

September 2015

September Grid Updates

Virgin America UpdatedGreat Lakes UpdatedSkywest Agreement AddedRegional Airline Sick Time Accrual Added & 401(K) Broken Down by YOS

Exclusive Hiring BriefingsContract TalksUpgrade time

UPSMetropolitan College

expressjet.com /ExpressJetPilotRecruiting @expressjet @expressjetpilots

ExpressJet offers industry-leading training, work rules and quality of l ife. More ExpressJet pilots are hired by the majors than any other airl ine, and those seeking to make ExpressJet a long-term career enjoy a family atmosphere and confidence in the stabil ity of our company.

Make the smart choice and fly with the best at ExpressJet. Visit expressjet.com/aerocrew to learn more.

THE SMART CHOICE FOR YOUR FUTURE

http://www.expressjet.com/careers/pilots

http://www.envoyair.com/careers

4 | Aero Crew News

C o n t e n t sSeptember 2015

Sections Airlines in the GridAviator Bulletins 6Latest Industry News

Envoy Air 10Exclusive Hiring Briefing

UPS 18Metropolitan College

Kalitta Air 20Exclusive Hiring Briefing

Contract Talks 27Upgrade Time

The Mainline Grid 28Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison

The Regional Grid 36 General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison

LegacyAlaska AirlinesAmerican AirlinesDelta Air LinesHawaiian AirlinesUS AirwaysUnited AirlinesVirgin America

MajorAllegiant AirFrontier AirlinesJetBlue AirwaysSouthwest AirlinesSpirit AirlinesSun Country Airlines

InternationalQatar Airways

CargoAtlas AirFedEx Express

Updated

MajorEastern Air LinesMiami Air

CargoABX AirAir InuitAir Transport, Int.EvergreenWorld Airways

RegionalCorvus AirwaysPeninsula AirwaysSeaborne Airlines

InternationalEmirates

Coming Soon...

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]

To subscribe to our email list and receive a notification when our free magazine is available, please visit our website, AeroCrewNews.com.

Kalitta AirUPS

RegionalAir WisconsinCape AirCompass AirlinesCommutAirEndeavor AirEnvoyExpressJet AirlinesGoJet AirlinesGreat Lakes AirlinesHorizon AirIsland AirMesa AirlinesRepublic Airways Skywest AirlinesSilver Airways Trans States AirlinesPSA AirlinesPiedmont Airlines

IBEX Airlines

CanadianAir CanadaAir TransatBearskinCalm AirCan JetCanadian NorthFirst AirJazz AviationKelowna FlightcraftMorningstar Air ExpressSunwingWasayaWestJet

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

mailto:Craig.Pieper%40AeroCrewSolutions.com?subject=Contract%20Update

http://www.AeroCrewNews.com

September 2015 | 5

Letter from the Editor

If you wish to advertise with us please email [email protected] Don’t have an ad? We work with a company that can produce an ad to your specifications.

© 2015 Aero Crew News, All Rights ReservedAero 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.

Dear Readers,

This month marks 14 years since our country was attacked on September 11th, 2001. I am sure we can all remember exactly what we were doing and where we were when the attacks started that day. Exactly four days prior, my first son, Carson, was born. While I’m sure he doesn’t remember the events of that day, the dangers that this world could bring to my newborn son frightened me and that I will never forget. The fear of the uncertainty, the feelings of grief and the thoughts of anger overwhelmed all of us the following weeks and months after that day. That day changed our lives, our profession and our careers. We will never forget that day nor will we forget those that lost their lives; the passengers in the air, the people on the ground and the heroes that responded to save them.

I encourage all of you to wear your full uniform during the week of September 11th. Show everyone that you will Never Forget, stand tall and wear your uniform with Pride. From all of us at Aero Crew News and Aero Crew Solutions, fly safe!

Craig D. Pieper Scott RehnEditor in Chief Aero Crew Solutions, CEO

We gladly accept and encourage letters to the editor. These letters will be reviewed and pub-lished 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.

Here’s what you missed last month. United Airlines and Air Wisconsin were featured. Plus articles from Contract Talks, 401K Matching by Scott Stahl. To view this and previous issue visit our archive at AeroCrewNews.com/Archive.

Editor in Chief Craig Pieper

Aero Crew Solutions, CEOScott Rehn

Contributing Authors Scott Stahl , Sandy Hartz

Layout Design By Craig Pieper

Additional Contributors Sean Horton, Nicolas Brice,

Nancy Kalin, Ric Wilson &Envoy pilot recruitment department

Photographs By Envoy Air Corporation

Corporate Communications Photographs used with permission

from Envoy Air Corporation

Kalitta Air Corporate Communications Department

Photographs used with permission from Kalitta Air

Craig Pieper

mailto:Craig.Pieper%40AeroCrewSolutions.com?subject=Advertisements

mailto:Craig.Pieper%40AeroCrewSolutions.com?subject=Letter%20to%20the%20Editor

http://www.AeroCrewNews.com/Archive

http://www.AeroCrewNews.com/Archive.html

http://www.AeroCrewNews.com/Archive.html

6 | Aero Crew News

Recently, United launched United Ground Express, a wholly owned subsidiary of United Airlines, that will provide cost effective ground handling services at traditionally outsourced locations. With approximately 150 outsourced stations within the U.S., this will provide an opportunity to take on some work that was previously handled by business partners. While being a separate company from United Airlines, it will allow United to mirror their flyer friendly service philosophy, providing customers with a seamless travel experience.

United Ground Express will provide customer service,

station operations, ramp, baggage handling and cargo service. The company will launch service later this year in select stations and will also provide ground handling for United’s new service to and from AZO (Kalamazoo, Michigan) starting Dec. 9, 2015. It will expand to more locations in 2016. United will continue to use ground handling business partners in markets where it makes financial and logistical sense to do so.

United Ground Express began recruiting to place qualified applicants in available positions and launched a new website with additional information, UnitedGroundExpress.com.

Aviator BulletinsThe latest aviation industry hiring news and more.

We are excited to announce that Air Wisconsin has entered into a commitment to provide electronic flight bags (EFBs) to our cockpit crewmembers, which will replace our paper flight manuals and navigational charts. This commitment represents yet another investment into technology and tools necessary to enhance and build upon our great operating performance while providing our pilots with the ease of accessing volumes of data in electronic format. Beginning in November, pilots will begin transitioning away from paper to an EFB contained on an iPad, which will enable pilots to reference their flight manuals and navigational charts with ease. This technology will assist crewmembers and allow them to be more efficient in the cockpit, as well as lighten their load during trips.

In conjunction with this new technology, we have entered into a three-year partnership with Navtech to provide the navigational charts for the EFBs. Navtech’s reputation for great service and quality has earned them business worldwide

by providing charts to more than 100 carriers. Their charts customer base includes carriers of all sizes and business models such as Flybe Finland, Cathay Pacific, and Ryan Air. By partnering with Navtech, we will become their launch customer in the United States and we look forward to working with them and their dedicated commitment to ensuring the success of this important project.

This initiative is the result of tremendous coordination and effort across virtually every department of the company including, but not limited to, Flight, IT, Maintenance, Finance and Strategic Sourcing. Over the next several weeks, there will be a lot of communication, coordination and training to ensure a successful rollout of the EFB. Please take the time to stay informed as this exciting project continues to move us forward while becoming an integral part of our daily flight operations.

http://www.UnitedGroundExpress.com

September 2015 | 7

Ameriflight is excited to announce the addition of two EMB-120 Brasilias to our fleet; increasing our EMB-120 fleet size to ten. The first of the two Brasilias is currently undergoing cargo conversion at Worldwide Aircraft Services in Springfield, MO and is scheduled for delivery in early September; at which time it will go through the FAA conformity process and be on-line by mid-month. The second aircraft will follow approximately 60 days later.

Ameriflight operates a fleet of over 200 aircraft including the Embraer EMB-110 and EMB-120, Beechcraft Be99 and Be1900, Fairchild Sa227, and Cessna C208, providing daily service for the largest international integrators and manufacturers throughout North America and the Caribbean.

PSA is hiring first officers. New hires can expect little to no reserve time and the fastest upgrade time in the industry.

Republic is reaching out to universities and the top flight schools across the country to establish partnerships. Earlier this year, Republic and Purdue University announced an innovative new partnership that will match students from one of the nation’s top aviation programs with a career track at the world’s largest operator of Embraer aircraft – an educational first in the state of Indiana and a first for the regional airline industry.

Called the Industry–Purdue Opportunity Pipeline (iPOP), the collaborative initiative concentrates on enhancing a clear university/industry education pathway for students in Purdue’s Department of Aviation Technology, which work on real-world scenarios and projects with Republic. Upon graduation, iPOP participants will receive a guaranteed employment interview with Republic for positions such as pilots, engineers, mechanics and other corporate functions.

8 | Aero Crew News

SkyWest Airlines’ pilots have voted in favor of a new three-year pay agreement, securing top compensation and work rules in the regional industry. The new agreement provides salary increases for all pilots, a substantial increase to first-year pay, guaranteed profit sharing and an increased 401(k) match, as well as a number of enhancements to work rules. The previous agreement became amendable in January 2015.

Aviator Bulletins

Emirates, the world’s most valuable airline brand, is looking for motivated, technically proficient and experienced American pilots to join its team of 4,100 flight deck crew members. Emirates pilots are based at the airline’s state-of the-art hub in cosmopolitan Dubai, a city which offers an exceptional lifestyle, a vast range of leisure and cultural attractions and sunny weather year-round.

Interested applicants with an ICAO ATPL, ICAO English level 4 certification or above, and experience flying jet or turboprop aircraft are encouraged to apply at www.emirates.com/pilots or learn more about the airline at upcoming Aero Crew Solutions Job Fairs in Denver on September 25, 2015 and Fort Lauderdale on November 13, 2015.

Emirates currently flies to 10 North American Gateways, including Orlando, which commenced on September 1st. The airline also announced flights from Dubai to Panama City, which at 17 hours 35 minutes, will be the longest non-stop flight in the world when service commences on February 1, 2016.

CommuAir’s Doing it…Up to 15,000 Sign-on Bonus:

• Have an ATP/CTP? Earn $7,000 sign-on BONUS.

• Need an ATP/CTP? CommutAir is offering you a FREE ATP/CTP($5000 value) plus additional $2,000 sign-on BONUS!

• We Value Your Experience- Earn $5/flight hour BONUS for every 121 equivalent hour (121 PIC/SIC; Qualifying 135 or 91K PIC) up $8000!

http://www.emirates.com/pilots

www.skywest.com/careers

Highest First-Year PayGuaranteed Pilot Pro�t SharingThree-year Upgrade

http://www.skywest.com/careers

September 2015 | 11

History of Excellence

With more than 30 years of experience providing regional service to American Airlines, Envoy Air (formerly American Eagle Airlines) is the largest of American’s

three wholly owned regional carriers. Envoy operates nearly 180 jet aircraft on about 900 flights per day to more than 150 destinations.

As the largest provider of regional feed to American, Envoy enjoys a unique status within American Airlines Group (AAG). This is clearly demonstrated by the carrier’s unmatched pilot flow-through agreement and American’s recent fleet commitment to place 40 Embraer 175 (E175) aircraft with Envoy, with options for up to 90 more.

Join the Envoy Team

Envoy’s unwavering commitment to safety starts with the interview and selection process to ensure its pilots are of the highest quality. “Joining the Envoy team is more than getting a

job,” says Captain Ric Wilson, Vice President Flight Operations. In addition to signing bonuses and free ATP-CTP courses, Envoy is among the top regionals for highest first-year hourly compensation, per diem and open time pay. With crew bases in Chicago and Dallas/Fort Worth, also crew bases for American, you can enjoy smooth commuting as you confidently put down roots in major metropolitan communities. If you’re a pilot who prefers to commute to base, Envoy offers a number of programs to make getting to and from work a little easier.

Envoy Advantages:

• Up to $10,000 signing bonus for graduates from a Pipeline Program school*

• Free ATP-CTP course with transportation and hotel accommodations (terms apply)

• $5,000 signing bonus*

• $1,000 internal pilot referral*

12 | Aero Crew News

Upon joining the airline as a first officer, qualified graduates earn a $10,000 scholarship. To date, of the 81 Pipeline Instructors who have been involved with this program, 100 percent have passed their training and are now flying for Envoy.

Interview with Capt. Ric Wilson, VP Flight Operations, Envoy Air

We sat down with Capt. Ric Wilson, a 26-year veteran of the airline, for his insights on a career with Envoy Air.

You’ve been at the company a long time. What keeps you at Envoy?

I am immensely proud of the more than 2,000 professional pilots at Envoy whom I’ve flown with over the years — they are the backbone of our company and absolutely committed to maintaining a safe and reliable operation. When you start

Take Off With Envoy and Land a Mainline Career

Once on board, all current and new-hire Envoy pilots have a direct career path to American, without requiring an additional interview. “With our flow-through to American Airlines, you’re launching a lifelong career,” says Wilson. “We maintain the highest standards at Envoy to ensure that American gets the very best.” Current projections indicate that new-hire pilots will upgrade to Envoy captain in just 2 1/2 years and will flow through to American to pursue his or her dream of a mainline career in just six years. Since 2013, more than 500 Envoy pilots have transitioned to an American flightdeck. This represents 62 percent of all pilots hired at American during that period. No other regional has placed more pilots with American over the past 2 1/2 years.

Quality of Life

As part of the Envoy family, our pilots enjoy an outstanding quality of life, full of opportunity and benefits. Family medical, dental and life insurance, coupled with accident and disability coverage, allow you to focus on what’s important when you need to. When it’s time to play, Envoy offers discounts on a wide range of travel services like cruises, car rentals, hotels and entertainment, in addition to free flights for you and your family.

Benefits and Perks

• Unlimited flight privileges on American Airlines and other global carriers

• 401(k) retirement plan with up to 8 percent company match

• Paid vacation and holidays

For pilots who choose to commute to their base, Envoy offers a number of industry leading programs to make getting to and from work a little easier. Commuting pilots are provided a hotel in domicile, up to four times a month to allow for commuting on the night before or the last night of an assignment. Envoy even provides hotels for pilots who are based at DFW, but commute from other cities, while they attend training at the Envoy Training Center in Dallas/Fort Worth. Lastly, the carrier allows pilots to miss a flying assignment due to commuting difficulties up to six times in a rolling 12-month period.

Pipeline Instructor Program

To staff the aircraft of tomorrow, Envoy has partnered with 41 colleges, universities and flight schools to develop a direct career path from student to airline pilot. The Envoy Pilot Pipeline Program offers pilots a secured position as an instructor at Envoy while building time toward the ATP minimum requirements. Upon reaching the specified minimums, Pipeline Instructors begin first officer training with no additional interview.

Students in their sophomore year or higher can begin the interview process to become an Envoy Pipeline Instructor while still in school.

Envoy operates nearly 180 jet aircraft on about 900 flights per day to

more than 150 destinations.

September 2015 | 13

with a regional, it’s a close-knit community of pilots, and I have always enjoyed that camaraderie. Working for a large and established regional airline gives you numerous opportunities. I have been provided with many at Envoy and elected to join the management team, but could just as easily have pursued a mainline flying career.

What trends do you see in pilot staffing over the coming years?

One of the most promising projections I have seen comes from American Airlines, but I suspect we’ll be seeing it across the industry. As more senior pilots at American reach mandatory retirement age, American anticipates a steady stream of pilot retirements over the next three years, with an even greater number of retirements in the years that follow. Envoy already maintains a steady flow of pilots to American, but their hiring needs in the next few years represents an amazing opportunity for Envoy pilots. Our flow-through agreement with American guarantees that all existing and new hire Envoy pilots will make up a significant portion of every American new hire class. If your goal is to fly for American, our airline has proven to be one of the best places for you to make that dream a reality.

What can an applicant expect when applying to Envoy?

We’re committed to safety and have a responsibility to send only the best pilots to American. So when you interview

with Envoy, you’re really getting an insight into what a major airline interview is like. We start with a behavioral-based interview, which predicts future performance through past performance in similar situations. Then we conduct a technical interview, simulating a short flight using Jeppesen enroute and approach charts. Finally, we take candidates through a short flight in a Beechcraft Baron Flight Training Device with a visual presentation. We’ve found that this sort of comprehensive interview process ensures the best fit for Envoy. And if you stay and flow-through to American, you will not be required to go through an additional interview.

How would you characterize Envoy’s future?

There has never been a better time to be at Envoy — I am excited about what the future holds. We are the largest provider of regional feed to American Airlines, the largest mainline carrier in the world, and an integral part of their regional network. There is a tremendous amount of work being done all across the company to prepare for the arrival of our new fleet of 76-seat, two-class Embraer 175 (E175) aircraft, scheduled to arrive in November. American has committed to place 40 E175s with Envoy, along with options for up to 90 more. These large regional jets represent the future of their regional fleet, and we can’t wait to begin operation.

14 | Aero Crew News

Pre Interview:Craig: How do you select applicants to be brought in for an interview?Nick: Envoy maintains a rigorous selection process for our pilots and carefully reviews all applications submitted to www.AirlineApps.com. Applicants who meet our qualifications are invited to interview by a member of our recruiting team at our Headquarters campus in Dallas/ Fort Worth.

C: What can an applicant do to increase their chances of being called for an interview?N: Each applicant is evaluated on a case-by-case basis. Some of the criteria that our recruiters are looking for are recent flight experience, a clean driving/FAA record, and internal recommendations from existing employees

C: How critical is it to attend a job fair to get an interview? N: Attending a career fair to meet with our recruiters in person is encouraged, but certainly not mandatory for consideration.

C: What is the best way to prepare for an interview with your company?N: Read the online gouges, ask friends who have interviewed, and talk to other Envoy pilots who have interviewed recently. Know how to read Jeppeson charts, be familiar with Part 121 regulations, as well as Part 91 regulations. Study the Sim packet we send. Then memorize all the profiles, limitations, and memory items. Interview: C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night?N: For out-of-town applicants, Envoy will fly an applicant to DFW the day prior to their interview. Envoy will provide complimentary hotel accommodations and transportation to make your interview worry-free.

C: Can you walk me through a typical day of interviews?N: 8:00 AM Logbooks and paperwork are Briefing begins- collected. Applicants are given a brief overview of Envoy Air and told about the Interview process and what to expect. 9:00 – 12:00 HR, Sim, and Tech evaluations are conducted 12:00 – 1:00 Lunch

1:00 – 2:00 Background paperwork is collected and applicants are fingerprinted. 2:00 – 2:30 Interview should be complete mid- afternoon, with ample time for out-of- town applicants to travel home. C: What kind of questions can an applicant expect to be asked?N: One of our primary goals is to get to know the applicant. We will go over their application with them and ask questions based on the information they give us. We want to understand how they got into aviation, why they they think Envoy would be a good fit for them, and what their goals are for the future. Then we will ask a few “tell me about a time…” situational questions. These are designed to get an insight into how the applicant thinks, how they interact with others, and to gauge what they have learned from their life experiences.

C: Can you give me some examples of the TMAAT questions that you like to ask?N: Tell me about a time you had a conflict with somebody and how you resolved It? Tell me about a time when you went above and beyond? Tell me about a time you were criticized and how did you handle it? Tell me about a time when you succeeded?

C: If the TMAAT question being asked does not apply to that applicant can that question be skipped?N: The TMAAT questions are designed to be general enough that they apply to almost everybody. If the question does not fit your work experience exactly, do your best to come up with a situation that is close to the subject of the question.

C: What are some of the biggest mistakes that applicants make during the interview process? N: The biggest mistake an applicant can make is to not be fully truthful about their background. It is understandable that applicants may not want to disclose check-ride failures or legal issues they may have had because they feel it might keep them from getting an interview. This is a false assumption, as check-ride failures and/or misdemeanors alone will not disqualify an applicant from an interview or a pilot position at Envoy. However, if they are not disclosed and then show up on the background check, that will eliminate you from consideration. Also remember the saying “you never get a second chance to

Exclusive interview with Nick Brice, Director of Pilot Recruitment at Envoy.

http://www.AirlineApps.com

September 2015 | 15

make a first impression.” Show-up on time, wear a suit and tie, be clean-shaven, be excited to be here, and be professional. Written test:C: Is there a written or computer test? N: No, we have eliminated that from the interview process.

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

C: What type of aircraft is used for the simulator evaluation?N: It’s fixed-based Frasca with wrap-around visuals. It is set up as a Baron with G1000 Avionics.

C: What types of scenarios should you expect in the simulator evaluation?N: It’s a very straight forward evaluation; there are no tricks or simulated emergencies. We do a basic departure, and then some air-work, climbs and descents, turns, radial intercepts, a hold, a precision approach and a non- precision approach.

C: What are you looking for in the simulator evaluation?N: One of the main purposes of the simulator evaluation is to determine the proficiency level of the applicant’s instrument scan. Next we want to evaluate the applicant’s CRM skills. Are they utilizing the non-flying pilot, are they communicating effectively, are they assertive, are they transferring controls to write down clearances and brief approaches? And lastly, did they study the simulator packet we sent them. Do they know the profiles, do they know the callouts, do they know the limitations and the memory items?

C: What are the biggest mistakes applicants make in the simulator?N: If an applicant has not been flying instruments in a while it would be a big mistake to not go out and practice some instrument flying before the interview. If your scan is not proficient, it will show up when you get task saturated. Also, we do not use a moving map, so you need to understand how to find your position using VOR radials and how to set up the HSI to properly track a radial. Probably the most common mistake made is entering the hold. Make sure you transfer controls, write down your clearance, take your time and draw out your position relative to the hold, the holding pattern itself, and the entry. Then brief your non-flying pilot.

Post Interview:C: How long do applicants have to wait to know if they are hired?N: If they are successful, applicants will be given a pre-offer of employment right away, pending their background check. The background check can take anywhere from 1-4 weeks depending on how long the paperwork takes to get back. We send out all paperwork that day, but previous employers have up to 30 days to return it. Most employers send it back within a week, but occasionally they will take longer. C: How soon can an applicant expect a class date after being hired?N: Classes start every other Monday, so it just depends on when we get the background paperwork back and the applicant’s availability.

General:C: How many pilots does your airline expect to hire this year?N: We will hire as many pilots as we can, but our goal is to hire at least 50 more pilots for 2015 and at least 250 pilots for 2016.

C: Can you explain the ATP-CQP class that your company offers? N: Envoy has an agreement with CAE Simuflite in DFW for the ATP-CTP course. It is a week-long course paid for by Envoy, however it requires a two-year commitment that runs concurrently with the $5,OOO or $10,000 bonus agreement. If you need the ATP-CTP course, Envoy will fly you down a week before ground school and give you a hotel and ground transportation while you are completing the course.

C: Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus?N: We have a $5,000 bonus program for which everyone qualifies. We also have a $10,000 bonus that is a part of our University Pipeline Program. If you graduated from one of our partner schools with an Aviation-related degree and a GPA of 2.5 overall and 3.0 in aviation classes, and you achieved three advanced ratings from that school, you will qualify for the higher bonus. Both bonuses come with a two-year agreement.

C. What Universities are part of the University Pipeline Program?N. Embry-Riddle, UND, University of Oklahoma, US Aviation, and TransPac are just a few of the 41 partner schools we have throughout the U.S. and Puerto Rico. The rest can been seen at: www.envoyair.com/careers. We are always looking for more quality schools to partner with.

Interview cont...

http://www.envoyair.com/careers

GreatLakesAirlines

upcoming

We are hiringbelow ATP Minimums!

The Fall Career & Internship Fair 30SEP2015 at UND in North Dakota

FlyGreatLakes.com

EVENTS

the AeroCrew Solutions Job Fair on 25SEP2015 at Crowne Plaza in DEN

Embry-Riddle Aeronautical University Industry/Career Expo

01OCT2015 at Embry-Riddle in PRC

Great Lakes Airlines will be at:

http://www.collapse-a-cup.com

http://www.flygreatlakes.com

http://www.logbookwiz.com

http://www.aerocoast.com

18 | Aero Crew News

Despite its name, Metropolitan College is not a college. It was established as a partnership among Jefferson Community and Technical College, the University of

Louisville and charter business partner UPS. This partnership provides eligible Kentucky residents access to a tuition-free post-secondary education and outstanding employment opportunities. With funding support from the Kentucky and Louisville Metro governments and UPS, the mission of Metropolitan College is to assist students to integrate work, academic and career goals, and personal lives through a unique combination of programs and services.

UPS Metropolitan College (MC) is a joint education-workforce-economic development initiative among the University of Louisville (U of L), Jefferson Community and Technical College (JCTC), Louisville Metro and State of Kentucky governments, and the region’s largest employer, UPS. MC was a critical element of the incentive package that convinced UPS to remain in Kentucky and to expand its major overnight air hub, Worldport. This uniquely innovative education program offers access to post-secondary education opportunities for eligible employees in the Next Day Air operation at UPS Worldport. Acknowledged by the U.S. Department of Labor for best practices in innovative solutions to workforce development, MC and UPS offer a well-documented solution for the elimination of the financial barriers to higher education for residents of Kentucky. Since its inception in 1998, this innovative partnership

has helped thousands of students receive a free education and on-the-job training while stabilizing the workforce.

Participants in the MC program work part-time at UPS in the Next Day Air operation, receiving wages and full benefits. MC participants may attend JCTC or U of L (specific admission criteria must be met) where they are eligible for full undergraduate Kentucky resident tuition for all coursework passed with a “C” or above. In addition, MC participants are eligible for book reimbursement (up to $65 per class) and academic completion bonuses. To fulfill the program’s mission of assisting students to integrate their academic, work and personal lives, MC has a team of Student Development Counselors who assist students in a wide array of support services to ensure their success both in the workplace and in the classroom.

“Everyone benefits when more people have access to an education

and Metropolitan College is here to provide people with that

opportunity.”

~ George Poling, Executive Director Metropolitan College

UPS & Metropolitan College

Written by: Sandy Hartz

MC Student Spotlight: Heidi Arbuckle

By Renecia Griffie Davis, Student Development Counselor

Heidi Arbuckle started the Metropolitan College program in fall 2014. At just 19 years of age, and her junior year just beginning at the University of Louisville, Arbuckle’s achievements are already impressive. Arbuckle works third shift at UPS as a frontline supervisor to access tuition free post-secondary education benefits through the Metropolitan College program. She currently majors in English at the University of Louisville where she is a Trustee’s Scholarship recipient and a University Louisville Honors Program participant. Most recently, Arbuckle completed the spring 2015 semester with an overall cumulative GPA of 3.8 while working nights at UPS.

She feels her greatest accomplishment in life so far has been becoming a supervisor at a Fortune 500 company. Arbuckle has maintained A’s and B’s in her college classes while balancing the responsibility and increased work hours that goes along with being a supervisor. Arbuckle commented, “A lot of people try to deny my claim to credibility as a supervisor because of my age. I had to work harder to gain credibility and respect and prove that my age was just a number as far as my job was concerned.”

It is Arbuckle’s strong academic achievement, ability to effectively balance work and life responsibilities, and her commitment to her career field that she received the Spring 2015 Outstanding UofL MC Student Award.

Arbuckle expects to graduate with her Bachelor of Arts in English in May 2017. Her long term career goals are to become a

full-time supervisor at UPS and work her way up in management and to become a publisher or head editor for a renowned publication.

Arbuckle has advice to give to current and future Metropolitan College participants. She says, “Don’t overload yourself. If you can’t balance school, work, and a personal life when going to school full-time, then cut back on your credit hours. Yeah you might not graduate in four years but you’ll have your sanity and your school will still be paid for.” Arbuckle stressed the importance of Metropolitan College students taking summer classes, which are covered by MC benefits, to avoid being overloaded with credit hours during the fall and spring semesters. In fact, Arbuckle is currently taking a summer course and makes it a point to schedule her classes, when possible, in the afternoon to ensure she gets proper rest and has ample time to complete homework assignments. “My personal life is pretty much set aside until the weekend,” said Arbuckle.

Arbuckle feels very confident about her future career goals and credits the Metropolitan College program for requiring all students to complete the Career and Academic Planning Program (CAPP), which helps to prepare students for rewarding career opportunities. In addition, she acknowledged UPS’s role in helping her to prepare for her career field and stated, “UPS has taught me how to manage and coach employees, make business connections and maintain relationships, and handle stressful and demanding situations.”

Apply now at UPSjobs.com or call 502-359-1877 for more information.

Take your company to new Flight Levels, advertise with us.

Download our advertisement contract at AeroCrewNews.com

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 a t i o n a n d M o r e . . .

mailto:Craig.Pieper%40AeroCrewSolutions.com?subject=Advertisement

Fleet Count:

• 747-400: 10 (additional in the near future)• 747-200: 3• Multiple wide-body twins in the near

future

September 2015 | 21

Kalitta Air is an FAA Part 121 cargo carrier that operates a fleet of Boeing 747-400 and 747-200 freighters on an expansive worldwide network of both scheduled and on-demand cargo

charters. For the last 15 years, we have proudly and professionally served our customers’ needs by providing long-range, heavy-lift cargo services to virtually anywhere on the globe. Kalitta Air’s has established a reputation of dependability and flexibility that has enabled us to establish solid, long-term alliances with such entities as DHL, US and allied armed forces, Asiana, Pacific Air Cargo and many others.

In order to meet our current and projected growth in customer demand, we are in the process of expanding our fleet of 747-400s and working to augment the 747s with twin-engine wide-body freighters in the near future.

As the company grows, so does our need to hire highly qualified, mission-oriented professional pilots to join our team. At this time, we are hiring pilots exclusively onto the 747-400. Our pilot group is composed of pilots who have joined us from all facets of aviation, including regional airlines, the US military and corporate operations.

22 | Aero Crew News

Pilot quality of life and benefits:

• $66/hr. 1st year pay.

• All flying done on an off day is paid at 150% of pilot’s hourly rate.

• 100% company paid travel to/from work. Kalitta Air pilots may live virtually anywhere in the country including Alaska and Hawaii. The company purchases positive space tickets to and from duty assignments, completely eliminating the stress of jumpseating to and from work that is so familiar to any airline pilot who has ever had to commute.

• Industry-leading Blue Cross/ Blue Shield health, dental and vision care package at a cost of only $20 per pay period (every 2 weeks) for individuals and $40 per pay period for families. The insurance becomes free after 5 years of service.

• 17 days on, 14 days off schedule. (13 days off during a 30 day month.) Pilots have the option to bid for the more common 17 days in a row schedule or, split schedules (9 days on, 14 days off, 8 days on, for example) when available. No “junior manning.”

• 401(k) matching.

• 100% company paid life insurance.

What we’d like from our pilot applicants:

• FAA ATP rating

• 5,000 hrs. total time (2,500 hrs. for former or current military pilots).

• “Glass cockpit” experience is preferred, but not required.

• Flexibility and a “can do” attitude are absolutely required. Although we have a sizable scheduled route structure, a large portion of our flying is on-demand. This business model requires operational flexibility at every level within the organization, especially from the flight crews. For example, it’s not uncommon to go to bed thinking that you’ll be flying to Germany in the morning, only to wake up and discover that you’re actually being sent to Brazil instead!

Once selected to attend training, new hire pilots will travel to Kalitta Air’s corporate headquarters in Ypsilanti, MI. All pilot training, from day one of company indoctrination through the type rating simulator ride is conducted at our adjacent self-contained training facility. The training center contains our 747-200 and 747-400 full motion simulators and our 747-400 flight training device (FTD), all of which are used exclusively for Kalitta Air pilot training. All of our new hire pilots receive PIC type ratings on the 747-400.

If you’re an experienced aviator with solid technical skills, a professional attitude and a sense of adventure, we highly encourage you to visit our website at www.kalittaair.com and submit your resume. We look forward to working with you to help take your career to the next level.

http://www.kalittaair.com

September 2015 | 23

747-400 taxiing across the

Quebec bridge in Amsterdam

Hong Kong, China (VHHH)

Brussels, Belgium (EBBR)

Honolulu, HI (PHNL)

Delhi, India (VIDP)

Anchorage, AK (PANC)

Incheon, Korea (RKSI)

Amsterdam, Netherlands (EHAM)

San Francisco, CA (KSFO)

New York City, NY (KJFK)

Los Angeles, CA (KLAX)

Bahrain (OBBI)

Leipzig, Germany (EDDP)

Cincinnati, OH (KCVG)

Kuwait City, Kuwait (OKBK)

Liege, Belgium (EBLG)

Dubai, United Arab Emirates (OMDB)

Sao Paulo, Brazil (SBKP)

Mexico City, Mexico (MMMX)

Tuscon, AZ (KTUS)

Tel Aviv, Israel (LLBG)

Baku, Azerbaijan (UBBB)

San Juan, PR (TJSJ)

Shanghai, China (ZSPD)

Wake Island (PWAK)

Guam (PGUM)

Kona, HI (PHKO)

Multiple military bases worldwide

A few of the exciting places that we will fly

Pre Interview:Craig: How do you select applicants to be brought in for an interview?Sean: We initially screen each resume that we receive to determine whether the applicant meets our basic requirements, e.g. flight hours, ATP certificate, etc. Once their eligibility is established, we thoroughly review the details of each resume to attempt to develop a clear understanding of who the applicant is and the path that his or her career has followed up to this point.

If we determine that the applicant has the potential to be a good fit for the airline, we’ll reach out and extend the offer to come to company headquarters for an interview.

C: What can an applicant do to increase their chances of being called for an interview? S: Applicants should focus on creating a clear and concise resume that neatly outlines their experience and qualifications. I also cannot overstate the importance of both being honest and eliminating all ambiguity in the career summary portion of the resume.

Attending job fairs is also a great way for applicants to make an impression on our recruiters and stand out as living, breathing people, versus being evaluated as just another resume from the pile.

C: How critical is it to attend a job fair to get an interview? S: We strongly encourage pilots who are interested in joining Kalitta Air to attend job fairs. While attendance certainly isn’t required to be offered an interview, it certainly helps if we can “place a name with a face.” At the same time, prospective pilots have a chance to listen to our presentation and meet our recruiters to learn more about our organization. We view the job fair process as an invaluable opportunity to get to know our candidates in an informal setting in advance of the actual interviews conducted at company headquarters.

C: What is the best way to prepare for an interview with your company?S: The best interview preparation advice that I can offer is to spend some time researching Kalitta Air and the type of flying that we do, so that you can form an understanding of who we are as an organization. One question that we always ask during the interview is “Why would you like to fly for Kalitta Air?” Being well informed will not

only help you give a genuine answer to this question, but will also enable you to ask your interviewers pointed and pertinent questions throughout the interview process. When an applicant has clearly done his or her homework, it indicates a certain level of seriousness.

Interview: C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night?S: The interview process starts at 0800, so we definitely recommend that, unless they live within the immediate vicinity of our headquarters, applicants arrive the day prior to their interview.

C: Can you walk me through a typical day of interviews?S: When they first arrive, members of the Human Resources and Flight Crew Training departments greet the candidates and everyone assembles in a classroom to complete some required paperwork and await being called to complete their pre-employment drug screenings.

After the administrative items are completed, candidates are taken in pairs to be briefed by the Check Airman who will be conducting their simulator evaluation. At the conclusion of the briefing, the pair will fly their evaluation flight together, which typically lasts between 30 and 45 minutes.

In the meantime, the students who are awaiting or have completed their evals will remain in the classroom with one or two additional Check Airmen who will spend the entire time getting to know the candidates and answering any questions they may have in a relaxed, informal setting.

Once they complete their simulator sessions, applicants are called in individually for their panel interviews.

C: What kind of questions can an applicant expect to be asked?S: The panel interview provides us the opportunity to determine whether the applicant will be a good fit for our airline and whether our airline will be a good fit for the applicant. Our awareness that the applicants are essentially interviewing us as an airline at the same time that we are interviewing them as potential pilots leads to a more informal interview setting, in which applicants are encouraged to ask as many questions as they

Exclusive interview with Sean Horton, Assistant Chief Pilot, Kalitta.

like, in between answering the question they’re asked by the interviewers.

In keeping with this concept, we mostly avoid asking canned or scripted questions. Instead, the interview tends to flow more like a conversation, during which we get to know the applicant, explore his or her background and determine if they’ll fit well into our pilot group.

C: What are some of the biggest mistakes that applicants make during the interview process? S: Since the interview process only affords us a short amount of time to get to know our applicants, we really appreciate when they are open, honest and forthcoming. It’s never a good idea to give an interviewer the impression that you’re being evasive or less than truthful during the interview.

It’s also important to remember that we evaluate our interviewees as whole people and not just pilots. Excellent flying skills and extensive flight time in the logbook do not automatically guarantee success. It’s equally important to be personable.

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

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

C: What type of aircraft is used for the simulator evaluation?S: The Boeing 747-200. Although we’re presently hiring exclusively into the 747-400, which has a modern glass cockpit, we elect to use our 747-200 simulator for evaluations. The -200’s older generation cockpit provides us with a better opportunity to gauge an applicant’s basic instrument and flying skills.

C: What types of scenarios should you expect in the simulator evaluation?S: The evaluation consists of a basic, hand-flown, raw data flight. The evaluator will brief the applicants about the scenario, which consists of a takeoff and climb, tracking to a fix to enter and fly a hold, exiting the hold, vectors to an ILS and approach and landing. (The actual landing is not evaluated.)

C: What are you looking for in the simulator evaluation?S: We do our best to impress upon our applicants that the point of our simulator evaluation is to get a feel for their

basic instrument, aircraft control, procedural and CRM skills. Since the majority of our pilots have no previous 747 experience, we encourage them to utilize procedures and call for checklists that mirror those of the most recent aircraft they’ve flown.

It’s also important for applicants to remember that they are not competing against their simulator partner to earn the job. The evaluator will be closely watching how the pilots interact and how well they use CRM to support each other.

C: What are the biggest mistakes applicants make?S: The biggest issue that we see is with applicants whose most recent experience has been flying aircraft with newer generation cockpits with PFD/ ND style displays. These pilots will often require a few minutes of flying to settle down and recalibrate their instrument scans. We also find that applicants who have no previous heavy jet experience tend to over-control the aircraft because they assume that a heavy jet should be heavy on the controls, which the 747 is not.

Besides these issues, some applicants find that entering, flying and exiting the raw data hold occasionally presents a challenge.

Post Interview:C: Do you tell applicants they are hired in person that day? S: Unfortunately, we are unable to make a formal offer of employment until we receive an applicant’s drug screening results, but it usually takes no longer than 2 to 3 days.

C: How soon can an applicant expect a class date after being hired?S: We make every effort to place our applicants in class as soon as possible. With the current hiring rate, we expect to be able to offer applicants class dates that are no more than 6 weeks in the future, with the majority entering classes much sooner.

General:C: How many pilots does your airline expect to hire this year?S: While it’s difficult to project the number of pilots that we intend to hire, it’s important to note that the airline is in a period of growth with additional aircraft slated to arrive over the course of the next several months and beyond. We foresee a need to hire and train quality pilots throughout the remainder of 2015 and well into 2016.

26 | Aero Crew News

Up to $15,000 Sign- on Bonus

Industry Leading Commuter Policy

Industry Leading Pay

Rapid Growth

equals Rapid Upgrade

Visit www.FlyCommutAir.com Schedule an interview today-

[email protected]

APPLY TODAY

http://www.flycommutair.com

September 2015 | 27

over a relatively short period of time, this can have a tremendous impact on how upgrade times are presented. As an example, assume that Airline A has not seen any new aircraft deliveries in 10 years. In this scenario, it is likely that most of the hiring since the original flying was staffed was only to cover attrition. Depending on how attrition occurred, the company may have sporadic hiring over the years, resulting in groups spread far apart. In the case of Airline A, assume that 150 pilots were hired in 2009 and then no hiring occurred again until 2014. If the most junior Captain hired at Airline A was hired in 2009, then the airline would be said to have a 6 year upgrade time. However, if there are only 15 pilots from 2010 below that Captain, and the airline runs an upgrade class of 20 people (the 15 pilots left from 2009 plus 5 from 2014), then the upgrade time drops from 6 years to 1 year instantly the moment that first 2014 pilot is upgraded. Essentially, this means that what held as the average upgrade time previously does not necessarily hold for new hires. Usually, an airline will discuss or advertise the current upgrade time because the future upgrade time is not known with any absolute certainty. As an alternate example, if Airline B has been adding a lot of flying, but the last airplane deliveries are occurring, they may have something on the order of a 1-2 year upgrade time, even though that won’t hold true in the future simply due the realities of reduced staffing needs since no new airframes are being delivered beyond the current aircraft. It is also important to understand that most airlines cycle between periods of growth and periods of no growth.

A new factor in the industry is the looming reality of massive age related retirements at the majors that will probably serve to change the upgrade dynamics at virtually every airline currently in the industry.

The final factor that can greatly affect upgrade time are basic industry cycles. It is safe to say that September 11, 2001 was an event that nobody predicted and its affects on the industry average upgrade time were catastrophic. It was the norm just prior to that for the upgrade time to be forecast at 5 years or less (in some cases, 2 years or less was the norm), even though 9-11 would make that reality very remote. In some cases, due to the industry downturn, some pilots are still sitting reserve as a First Officer when the forecast said those pilots should be Captains with 5-10 years of seniority in the left seat. This scenario affected airlines at all levels of the industry, as well as corporate aviation. Of course, these cycles also include normal economic and business cycle influences in addition to geo-political influences.

It is important to understand and consider the upgrade time at a particular carrier, but pilots should be diligent to weigh the forecast or current upgrade time against the past hiring patterns, attrition, current upgrade numbers, aircraft deliveries and aircraft retirements. It is important for prospective pilots to understand that unknown variations in upgrade time should be factored into the total evaluation of an airline’s suitability as well as other quality of life issues.

Contract Talks

The Ups and Downs of Upgrade TimeWritten by: Scott Stahl

People will often talk about upgrade time and how long it should be from when a pilot starts working at a company and when they will upgrade to be a Captain at that company. Since

Part 121 Pilot-In-Command time is usually a critical requirement to be hired at a major carrier, this is usually one of the things that most pilots tend to consider when choosing an airline. Even at the major level it can have a large impact on quality of life and total earning potential.

However, while upgrade time is an important part of choosing an airline, it is important to understand how it is calculated, and what some of the main factors are that affect it. This allows a prospective pilot to somewhat objectively evaluate how current upgrade times may affect them.

The first thing that is important to understand is that “upgrade time” is based on the latest person to upgrade, or the most junior pilot who is sitting in the left seat. If it took that pilot 4 years to be able to hold a Captain position, then that airline is said to have a 4-year upgrade. Consequently, if airline B’s most junior Captain was hired 10 years ago, they are said to have a 10-year upgrade. This calculation is pretty straightforward. However, there are many variables that can affect an upgrade time for an incoming new hire that might not be accurately represented in the current upgrade time.

The main factor that will influence upgrade time is the need of the company. This is always the primary driver of upgrades. As a general rule of thumb, when one pilot moves on, another is upgraded in their place and then a new-hire First Officer is hired to fill the vacancies at the bottom of the list (all of the other First Officers move up in seniority too). If a company is adding planes they are likely to be running shorter upgrades in order to staff the new flying (a good rule of thumb to help estimate the need for pilots is 10 Captains and First Officers per airplane). If the airline has high attrition, they may be running shorter upgrades even though they might not be adding airplanes. This can have a very large effect on the net upgrade time for a new First Officer, which may not be predicted by the current upgrade time. As an example, if Airline A is adding 50 new airplanes, and a pilot is hired at the bottom of the list with 49 of the 50 new airplanes in service, the likelihood that the new FO will see the same upgrade time that the most junior Captain did is unlikely, since the flow of upgrades will slow significantly once the new flying is adequately staffed. That leaves attrition from the Captain’s seat as the primary driver of upgrade time, which will probably not move the list forward as quickly as the addition of new flying and the attrition combined. Consequently, if Airline B is seeing very high attrition, but is not adding new flying, that may serve to decrease the upgrade time significantly in a very short span of time.

Another important factor affecting upgrade time is the reality that pilots are usually hired in batches. Since the hiring usually occurs as flying is gained, and aircraft are usually delivered in batches

28 | Aero Crew News

THE GRID

The following pages contain over 30 different contractual comparisons for 10 separate mainline airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the

most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date 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

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

Aircraft Types Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Pilots hired 2014

Union EFBs Bases Notes

B787, B777, B767, B757, B737, A350, A330, A321, A320, A319,

MD82/83, E190

No MALV 72-84 or 88*

Single Occupancy, Paid for by company

2.25 Dom** $2.75 Int.** 14,236 9,987 800 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 Jul/15 *** Jul/15 Contract 2015, as amended

B737 No85 Hours plus per

diem


$2.15 1,472 816 ALPA SEA, ANC, LAX, PDX

11.D.5.b 5.A.1 5.A.1 Contract 2013, as amended

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

No $3,888.29 / Month


$2.20 Dom., $2.70 Int. 5 Years 12,500 8,292 961 ALPA Surface

ATL, CVG, DTW, LAX, MSP, NYC,

SEA, SLC

3.D.4. 5.E.1 5.B Jul/15 Jul/15 Feb/2015 Feb/2015 Contract 2014, as amended

A330, A350B717, B767 No

3 Hours per day, plus per

diem


$2.00*$2.50 Int. 600 ALPA HNL, SEA,

SFO, LAX

*Interisland

9.G.1 Contract 2010, as amended

A350, B747, B777, B787, B767, B757, B737, A320,

A319

No3 Hours per day, plus per

diem


$2.35 Dom* $2.70 Int.* 12,505 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 Contract 2012 as amended


Pay During Training



hired

Number of Pilots


Pilots hired 2014


B757, MD-80,A319, A3220 None

70 Hours, plus per

diem

Single Occupancy, Paid for by company*

$1.00 6 Months 530 125 IBT NoneBLI, FLL, HNL,

IWA, LAS, OAK,PGD, PIE, SFB

*Company provides rental car during simulator training. **Plan to hire 85 in 2015,

2 Jul/15 Jul/15** Jul/15

MMG No $1.90 Jan/2006 836 155 FAPA DEN, ORD, MDW

Feb/2015 Feb/2015 Feb/2015 Feb/2015

A321, A320, A319, E190 $5,000* $2,500 per

month


$2.00 June/2012 3,000 840 400 ALPA Yes JFK, BOS, FLL, MCO, LGB

*After completing first year, *Pilot data approximate

Add A, Pg24 Add A, Pg24 11 Feb/2015 Feb/2015 Feb/2015 Feb/2015 Agreement 2013, Currently in negotiations

B737 None 89, 87 or 85 MMG*


$2.15 Dom. $2.65 Int. May/2006 7,951 3,702 350 SWAPA iPad

ATL, MCO, DAL, DEN, HOU, LAS, MDW, OAK, PHX

*MMG 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** Feb/2015 Contract 2014, as amended

A319, A320, A321 None $1,750*/mo


$2.20 2.5 Years 1,200 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 Jul/15 Jul/15 Contract 2010, as amended

B737NG MMGSingle

Occupancy, Paid for by company

1/24th the IRS CONUS M&IE airline

daily rate

250 ALPATablet

Walkabout Computers

MSP

3.B 5.B.1 5.3 Jul/15

A320 None $2,500 per month None $2.00 ALPA SFO, LAX, NYC

10.J.1 3.B.e 10.I.1 Rule book 2014


Pay During Training



hired

Number of Pilots


Pilots hired 2014


B747 None $1,600 per month


$2.40 IBT

3.A.1.f 11.A.7 5.A.3

B777, B767, B757, MD11, DC10, A300

None

$2,000 / mo until

activation date*


$1.95 Dom. $2.75 Int. 4,288 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 Contract 2006 as amended

B747 None $600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.65 Dom. $2.50 Int. 7-8 Years 370 IBT iPad fixed in

plane Home Based

5.A 6.A Aug/15 Aug/15

B757, B767,A300, B747,

MD-11None MMG


$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 2006 as amended

Total Pilots 61,318 37,270 2,791


Pay During Training



hired

Number of Pilots


Pilots hired 2014


4.1 Years 3800

Jul/15 Jul/15

B777, B787,A320, A330A340, A350,

A380

NoneSingle


2 Years 2,500 600 None iPad DOH

Jul/15 Jul/15 Jul/15

Atlas Air

United Airlines(United)

Legacy Airlines

Alaska Airlines(Alaska)

JetBlue Airways(JetBlue)

Delta Air Lines(Delta)

Hawaiian Airlines(Hawaiian)

American Airlines(American)

Major Airlines

Qatar Airways

Allegiant Air(Allegiant)

Frontier Airlines(Frontier)

Virgin America(Redwood)

Sun Country Airlines

Kalitta Air

Emirates

FedEx Express(FedEx)

UPS(UPS)

IBEX Airlines

Southwest Airlines(Southwest)

International Airlines

Spirit Airlines(Spirit Wings)

Cargo Airlines

Airline name and ATC call sign

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.

UTU: United Transportation Union

YOS: Years of Service with the company.

Abbreviation and definitions:

September 2015 | 29

THE GRIDGeneral Information


Pay During Training



hired

Number of Pilots


Pilots hired 2014


B787, B777, B767, B757, B737, A350, A330, A321, A320, A319,

MD82/83, E190



2.25 Dom** $2.75 Int.** 14,236 9,987 800 APA iPad





diem





No $3,888.29 / Month




SEA, SLC


A330, A350B717, B767 No


diem


$2.00*$2.50 Int. 600 ALPA HNL, SEA,

SFO, LAX

*Interisland


A350, B747, B777, B787, B767, B757, B737, A320,

A319


diem


$2.35 Dom* $2.70 Int.* 12,505 7,765 ALPA iPad





Pay During Training



hired

Number of Pilots


Pilots hired 2014


B757, MD-80,A319, A3220 None

70 Hours, plus per

diem





2 Jul/15 Jul/15** Jul/15


Feb/2015 Feb/2015 Feb/2015 Feb/2015

A321, A320, A319, E190 $5,000* $2,500 per

month





B737 None 89, 87 or 85 MMG*






A319, A320, A321 None $1,750*/mo





B737NG MMGSingle



daily rate

250 ALPATablet

Walkabout Computers

MSP

3.B 5.B.1 5.3 Jul/15


10.J.1 3.B.e 10.I.1 Rule book 2014


Pay During Training



hired

Number of Pilots


Pilots hired 2014




$2.40 IBT

3.A.1.f 11.A.7 5.A.3

B777, B767, B757, MD11, DC10, A300

None

$2,000 / mo until

activation date*









plane Home Based

5.A 6.A Aug/15 Aug/15

B757, B767,A300, B747,

MD-11None MMG


$2.00 Dom$2.50 Int$3.00*




Total Pilots 61,318 37,270 2,791


Pay During Training



hired

Number of Pilots


Pilots hired 2014


4.1 Years 3800

Jul/15 Jul/15

B777, B787,A320, A330A340, A350,

A380

NoneSingle




Atlas Air


Legacy Airlines






Major Airlines

Qatar Airways





Kalitta Air

Emirates


UPS(UPS)

IBEX Airlines




Cargo Airlines

30 | Aero Crew News

THE GRID General Information

Contractual Work Rules


Pay During Training



hired

Number of Pilots


Pilots hired 2014


B787, B777, B767, B757, B737, A350, A330, A321, A320, A319,

MD82/83, E190



2.25 Dom** $2.75 Int.** 14,236 9,987 800 APA iPad





diem





No $3,888.29 / Month




SEA, SLC


A330, A350B717, B767 No


diem


$2.00*$2.50 Int. 600 ALPA HNL, SEA,

SFO, LAX

*Interisland


A350, B747, B777, B787, B767, B757, B737, A320,

A319


diem


$2.35 Dom* $2.70 Int.* 12,505 7,765 ALPA iPad





Pay During Training



hired

Number of Pilots


Pilots hired 2014


B757, MD-80,A319, A3220 None

70 Hours, plus per

diem





2 Jul/15 Jul/15** Jul/15


Feb/2015 Feb/2015 Feb/2015 Feb/2015

A321, A320, A319, E190 $5,000* $2,500 per

month





B737 None 89, 87 or 85 MMG*






A319, A320, A321 None $1,750*/mo





B737NG MMGSingle



daily rate

250 ALPATablet

Walkabout Computers

MSP

3.B 5.B.1 5.3 Jul/15


10.J.1 3.B.e 10.I.1 Rule book 2014


Pay During Training



hired

Number of Pilots


Pilots hired 2014




$2.40 IBT

3.A.1.f 11.A.7 5.A.3

B777, B767, B757, MD11, DC10, A300

None

$2,000 / mo until

activation date*









plane Home Based

5.A 6.A Aug/15 Aug/15

B757, B767,A300, B747,

MD-11None MMG


$2.00 Dom$2.50 Int$3.00*




Total Pilots 61,318 37,270 2,791


Pay During Training



hired

Number of Pilots


Pilots hired 2014


4.1 Years 3800

Jul/15 Jul/15

B777, B787,A320, A330A340, A350,

A380

NoneSingle




Atlas Air


Legacy Airlines






Major Airlines

Qatar Airways





Kalitta Air

Emirates


UPS(UPS)

IBEX Airlines




Cargo Airlines

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

11/10 Yes FAA 117 N/A 3.5 $20 / hour* 120% of 85 Hours $100 / Year None *Except for heavy crew

2 2 2 10

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 117 407 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 2014, 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** 1:2 1:4.4 50% 100% None None *11 days off in 31 day month, **Subject to reassignment

12.B.1 4.F 4.D & E 4.D & E 8.A.2.a 25.I 26.O

12 Yes* 60 Mins < FAA FDP 159 3.5 - - - 50% or

3.5 min 100%*

Initial paid for by company, then given monthly

stipend

None*Unless picked up at premium pay it is 25% or $15 more an hour, whichever is greater

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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

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 2006 as amended


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

EASA Rules Paid for by company

Paid for by company

Qatar Airways

IBEX Airlines



Emirates


Kalitta Air





UPS(UPS)

Atlas Air



Legacy Airlines

Cargo Airlines




Major Airlines


Virgin America(Red Wood)

September 2015 | 31

THE GRIDContractual Work Rules


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

11/10 Yes FAA 117 N/A 3.5 $20 / hour* 120% of 85 Hours $100 / Year None *Except for heavy crew

2 2 2 10

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 117 407 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 2014, 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** 1:2 1:4.4 50% 100% None None *11 days off in 31 day month, **Subject to reassignment

12.B.1 4.F 4.D & E 4.D & E 8.A.2.a 25.I 26.O

12 Yes* 60 Mins < FAA FDP 159 3.5 - - - 50% or

3.5 min 100%*

Initial paid for by company, then given monthly

stipend

None*Unless picked up at premium pay it is 25% or $15 more an hour, whichever is greater

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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

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 2006 as amended


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

EASA Rules Paid for by company

Paid for by company

Qatar Airways

IBEX Airlines



Emirates


Kalitta Air





UPS(UPS)

Atlas Air



Legacy Airlines

Cargo Airlines




Major Airlines



32 | Aero Crew News

THE GRID Additional Compensation Details

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay MMG Base Pay

No. of Vacation weeks & accrual

401(K) Matching (%) 401(K) DC

Percentage of health care

employee paysNotes

Group I $101.88 $88,024.32 $149.18 $128,892

Group II $155.61 $134,447.04 $227.84 $196,854

Group II $165.32 $142,836.48 $242.04 $209,123

Group IV $194.36 $167,927.04 $284.57 $245,868

Group V $204.08 $176,325.12 $298.80 $258,163

3.C 15.D.1.b HRxMMGx12 15.D.1.b 3.C HRxMMGx12 9.B.1.a Contract 2015, as amended

B737 $138.47 75 $124,623 $206.05 75 $185,445

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

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 4.A.1 HRxMMGx12 7.A.1 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 4.B.1.b* HRxMMGx12 7.B.1.a 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 3.F HRxMMGx12 6.B.1 Contract 2010, as amended

B747, B777B787

B767-400$179.21 $150,536 $262.38 $220,399

B757-300 $149.46 $125,546 $218.83 $183,817

B737-900, A321 $144.24 $121,162 $211.18 $177,391

A319 $138.34 $116,206 $202.55 $170,142

3-A-1 3-C-1-a HRxMMGx12 3-A-1 3-C-1-a HRxMMGx12 22-A 24-B-5 Contract 2012 as amended

Aircraft Types

FO Top Out Pay





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 7 HRxMMGx12 5 2

A319, A320, A321* $100.01 75 $90,009 $166.68 75 $150,012

1-5 = 15 Days6-10 = 21 Days 11+ = 28 Days

5% 1:2After 3 years 2.2%

up to 6% at 9 years

*A321 coming end of 2015

4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 16.B.2 16.4

A320 family $133.05 $111,762 $195.62 $164,321

E190 $102.36 $85,982 $150.56 $126,470

3.C* HRxMMGx12 3.C* HRxMMGx12 3.J** 3.E 3.E 3.F.i Agreement 2013, Currently in negotiations

B737 $132.84 85 $135,497 $189.78 85 $193,576

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

9.7% 1:1 -

*85/87/89 MMG based on days in bid period

4.C.1 4.H, 4.M* HRxMMGx12 4.C.1 4.H, 4.M* HRxMMGx12 11.B.2 19.B.2 Contract 2014, as amended

A319A320A321

$109.27 72 $94,409 $185.32 72 $160,116

> 1 = 7 Days*1-4 = 14 Days5-14 = 21 Days

15-24 = 28 Days+25 = 35 Days

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 4.A HRxMMGx12 7.A 28.C 27.B Contract 2010, as amended

B737NG $82.74 70 $69,502 $126.88 70 $106,5790-8 = 15 days9-13 = 22 days+14 = 30 days

2%

$0 to $300 depending on plan and single, single

+1 or family

Appendix A 4.A.1 HRxMMGx12 Appendix A 4.A.1 HRxMMGx12 7.A.1 28.B.2 27.A.2

A320 $107.00 70 $89,880 $172.00 70 $144,4800-1 = 5 Days

1-5 = 15 Days+5 = 20 Days

125% of 6% contributed - -

*Reserves have a MMG of 75, 10.D.1

Appendix A 10.C.2* HRxMMGx12 Appendix A 10.C.2* HRxMMGx12 9.A.1 Rule book 2014

Aircraft Types

FO Top Out Pay





employee paysNotes

B747 $149.33 62 $111,102 $213.32 62 $158,710 >5 = 14 days<6 = 21 days 10%** Health 14-25%

Dental 20-30%

*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%

3.A.1 3.B.1* HRxMMGx12 3.A.1 3.B.1* HRxMMGx12 7.A.1 28.A.1 Appendx 27-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 4.A.1 HRxMMGx12 7.B 28 27.G.4.a Contract 2006 as amended

B747 $144.27 62 $107,337 $192.36 62 $143,116 1-4 = 14 Days5+ = 21 Days

>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 5.K HRxMMGx12 8.A 10.A 9.C.3

B757, B767,A300, B747,

MD-11$185.51 75 $180,872 $261.67 75 $255,128

1-4 = 14 Days5-10 = 21 Days11-19 = 28 Days20+ = 35 Days

12% $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 12.D.1 HRxMMGx13* 11.A.1.b 15.A.1 6.G Contract 2006 as amended

Aircraft Types

FO Top Out Pay





employee paysNotes

ISP & Gratuity Scheme

0% Health50% Dental

72

20%

*Coming in 2017

15%0%

0%


16"%0%


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

75

70 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

20%



Major Airlines

70 70

1-4 = 14 Days5-10 = 21 Days11-24 = 35 Days+25 = 42 Days

*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment



Kalitta Air

70 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




Cargo AirlinesAtlas Air

Emirates

Qatar Airways


IBEX Airlines


85 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)

Legacy AirlinesAmerican Airlines(American)



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 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 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].

mailto:Craig.Pieper%40AeroCrewSolutions.com?subject=Mainline%20Grid%20Update

mailto:Craig.Pieper%40AeroCrewSolutions.com?subject=Mainline%20Grid%20Update

September 2015 | 33

THE GRIDAdditional Compensation Details

1

Aircraft Types

FO Top Out Pay





employee paysNotes

Group I $101.88 $88,024.32 $149.18 $128,892

Group II $155.61 $134,447.04 $227.84 $196,854

Group II $165.32 $142,836.48 $242.04 $209,123

Group IV $194.36 $167,927.04 $284.57 $245,868

Group V $204.08 $176,325.12 $298.80 $258,163

3.C 15.D.1.b HRxMMGx12 15.D.1.b 3.C HRxMMGx12 9.B.1.a Contract 2015, as amended

B737 $138.47 75 $124,623 $206.05 75 $185,445

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

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 4.A.1 HRxMMGx12 7.A.1 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 4.B.1.b* HRxMMGx12 7.B.1.a 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 3.F HRxMMGx12 6.B.1 Contract 2010, as amended

B747, B777B787

B767-400$179.21 $150,536 $262.38 $220,399

B757-300 $149.46 $125,546 $218.83 $183,817

B737-900, A321 $144.24 $121,162 $211.18 $177,391

A319 $138.34 $116,206 $202.55 $170,142

3-A-1 3-C-1-a HRxMMGx12 3-A-1 3-C-1-a HRxMMGx12 22-A 24-B-5 Contract 2012 as amended

Aircraft Types

FO Top Out Pay





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 7 HRxMMGx12 5 2

A319, A320, A321* $100.01 75 $90,009 $166.68 75 $150,012

1-5 = 15 Days6-10 = 21 Days 11+ = 28 Days

5% 1:2After 3 years 2.2%

up to 6% at 9 years

*A321 coming end of 2015

4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 16.B.2 16.4

A320 family $133.05 $111,762 $195.62 $164,321

E190 $102.36 $85,982 $150.56 $126,470

3.C* HRxMMGx12 3.C* HRxMMGx12 3.J** 3.E 3.E 3.F.i Agreement 2013, Currently in negotiations

B737 $132.84 85 $135,497 $189.78 85 $193,576

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

9.7% 1:1 -

*85/87/89 MMG based on days in bid period

4.C.1 4.H, 4.M* HRxMMGx12 4.C.1 4.H, 4.M* HRxMMGx12 11.B.2 19.B.2 Contract 2014, as amended

A319A320A321

$109.27 72 $94,409 $185.32 72 $160,116

> 1 = 7 Days*1-4 = 14 Days5-14 = 21 Days

15-24 = 28 Days+25 = 35 Days

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 4.A HRxMMGx12 7.A 28.C 27.B Contract 2010, as amended

B737NG $82.74 70 $69,502 $126.88 70 $106,5790-8 = 15 days9-13 = 22 days+14 = 30 days

2%

$0 to $300 depending on plan and single, single

+1 or family

Appendix A 4.A.1 HRxMMGx12 Appendix A 4.A.1 HRxMMGx12 7.A.1 28.B.2 27.A.2

A320 $107.00 70 $89,880 $172.00 70 $144,4800-1 = 5 Days

1-5 = 15 Days+5 = 20 Days

125% of 6% contributed - -

*Reserves have a MMG of 75, 10.D.1

Appendix A 10.C.2* HRxMMGx12 Appendix A 10.C.2* HRxMMGx12 9.A.1 Rule book 2014

Aircraft Types

FO Top Out Pay





employee paysNotes

B747 $149.33 62 $111,102 $213.32 62 $158,710 >5 = 14 days<6 = 21 days 10%** Health 14-25%

Dental 20-30%

*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%

3.A.1 3.B.1* HRxMMGx12 3.A.1 3.B.1* HRxMMGx12 7.A.1 28.A.1 Appendx 27-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 4.A.1 HRxMMGx12 7.B 28 27.G.4.a Contract 2006 as amended

B747 $144.27 62 $107,337 $192.36 62 $143,116 1-4 = 14 Days5+ = 21 Days

>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 5.K HRxMMGx12 8.A 10.A 9.C.3

B757, B767,A300, B747,

MD-11$185.51 75 $180,872 $261.67 75 $255,128

1-4 = 14 Days5-10 = 21 Days11-19 = 28 Days20+ = 35 Days

12% $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 12.D.1 HRxMMGx13* 11.A.1.b 15.A.1 6.G Contract 2006 as amended

Aircraft Types

FO Top Out Pay





employee paysNotes

ISP & Gratuity Scheme

0% Health50% Dental

72

20%

*Coming in 2017

15%0%

0%


16"%0%


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

75

70 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

20%



Major Airlines

70 70

1-4 = 14 Days5-10 = 21 Days11-24 = 35 Days+25 = 42 Days

*Bands are based on company profit, currently at Band 4, typically at Band 3 **Accrued vacation/PTO based on length of employment



Kalitta Air

70 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




Cargo AirlinesAtlas Air

Emirates

Qatar Airways


IBEX Airlines


85 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)

Legacy AirlinesAmerican Airlines(American)



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 72

34 | Aero Crew News

THE GRID Captain Yearly Pay Comparison

$0.00 $50,000.00 $100,000.00 $150,000.00 $200,000.00 $250,000.00

American Airlines -‐ 2015

UPS -‐ 2006*

FedEx Express -‐ 2006

Delta Air Lines -‐ 2014

United Airlines -‐ 2012

Southwest Airlines -‐ 2014

Hawaiian Airlines -‐ 2010

Alaska Airlines -‐2013

JetBlue Airways -‐ 2013

Spirit Airlines -‐ 2010

Atlas -‐2011

Virgin America -‐ 2014

Kalitta Air -‐ 2007

Frontier Airlines -‐2009

Allegiant Air -‐ 2010

Sun Country Airlines -‐ 2005

Year 1 Year 5 Top Pay

First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.

The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.

September 2015 | 35

THE GRIDFirst Officer Yearly Pay Comparison

$0.00 $50,000.00 $100,000.00 $150,000.00

UPS -‐ 2006*

FedEx Express -‐ 2006

American Airlines -‐ 2015

Delta Air Lines -‐ 2014

United Airlines -‐ 2012

Southwest Airlines -‐ 2014

Hawaiian Airlines -‐ 2010

Alaska Airlines -‐ 2013

JetBlue Airways -‐ 2013

Kalitta Air -‐ 2007

Atlas -‐ 2011

Virgin America -‐ 2014

Spirit Airlines -‐ 2010

Frontier Airlines -‐ 2009

Allegiant Air -‐ 2010

Sun Country Airlines -‐ 2005



The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.

36 | Aero Crew News

THE GRID

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay


Sick Time Accrual



employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$43.76 75 $39,384 $96.68 $87,012

< 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%

*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.

- 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 $43.16 $38,844 $99.31 $89,379

CRJ-700, CRJ-900 $46.51 $41,859 $106.76 $96,084

- 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 $49.43 $44,487 $115.20 $103,680

$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

EMB-140 $91.94 $82,746Years / YA**

EMB-145, Q-400 $103.30 $92,970

EMB-170 $108.47 $97,623

EMB-175 $108.47 $97,623

EMB-190 $119.32 $107,388

- 3.A 3.I.1 HRxMMGx12 3.A HRxMMGx12 8.A.1 8.A.1 14.F 14.F 14.BContract 2003 as amended, Currently in negotiations

EMB-145, EMB-140 $89.12 $80,208

CRJ-700*EMB-175 $93.90 $84,510

- LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 8.II.A 28.B*** 28.B 28.A.3.bContract 2003 as amended, Currently in negotiations

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

CRJ-200 $37.73 $33,957 $82.37 $74,133

CRJ-900 $38.97 $35,073 $88.18 $79,362

- 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 $40.96 $36,864 $96.43 $86,787

CRJ-700 $42.44 $38,196 $104.57 $94,113

CRJ-900 $42.44 $38,196 $105.62 $95,058

- 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* $48.51 75 $43,659 $106.08 $95,472

< 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 $47.98 80.5 $42,486 $115.69 $102,443 < 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 $47.53 75 $42,777 $115.46 $103,914

< 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



Sick Time Accrual



employee paysNotes

Q-100, Q-300 $39.64 75 $35,676 $88.43 $79,587

> 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 $43.68 75 $39,312 $101.43 $91,287

< 1 = 7 days*2 - 5 = 14 days6 -13 = 21 days+14 = 28 days

0-2 = 2 H/M3-5 = 3 H/M+6 = 4 H/M

300 Max

1-4 = 4%**+4 = 6%**50% Match


*First year is prorated.**50% matching based on YOS.

- 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 $36.79 75 $33,111 $78.30 $70,470

B1900D $28.47 75 $25,623 $62.46 $56,214

- 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

Q-200, Q-300 $37.00 75 $33,300 $75.64 $68,076

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

2.5 H/M None None 40.5%*First year is prorated

- LOA 8.V 3.D.1.a HRxMMGx12 LOA.8.V HRxMMGx12 7.A.1 14.A.2 28.C 28 27.D Contract 2008 as amended

B1900D, EMB-120 $21.52 75 $19,368 $48.53 $43,677

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 Need contract

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

B1900C, B19000D* $14,400 $0

DH-8 $0 $0- 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

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%****

$36.62

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

$15 for pilot per pay period, $25 for pilot and spouse, $35 for family****

80

60

75

Island Air

NoneNone

< 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

Corvus Airways

Seaborne Airlines

CommutAir (CommutAir)

Compass Airlines (Compass)

0-1 = 1.52 H/M1-4 = 2.17 H/M+4 = 3.0 H/M

Piedmont Airlines (Piedmont)

75

Cape Air(Kap)

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

75

$32,958

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 = 12 days2 = 12.99 days3 = 14.02 days

4 = 15 days5 = 15.99 days6 = 17.01 days

7 = 18 days8 = 21 days9 = 21.9910 = 23.01

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

75

PDO***1 Yr = 4.0 H/M2 Yr = 4.33 H/M3 Yr = 4.67 H/M4 Yr = 5.0 H/M5 Yr = 5.33 H/M6 Yr = 5.67 H/M7 Yr = 6.0 H/M8 Yr = 7.0 H/M

9 Yr = 7.33 H/M10 = 7.67 H/M

No Max

0-4 = 2.75 H/M4-7 = 3 H/M

7-10 3.25 H/M+10 = 3.5 H/M

Max 500

*Based on YOS, **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. ***Paid Days Off is used for vacatoin and sick time. PDO may be paid out at end of year. ****Other dependents paid for in full by pilot until after first year.

*CRJ-700 gone by Dec/16; **New-hires are capped at 12th year pay for CA and 4 years for FO. ***Max contribution from company shown.

None 30%

None 38%

None31% to 35%

1% increases per year

None

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

> 20 = 28 days

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 proratedNone

32% 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

2.5 H/M

$37.96 76 $34,620Based on rates set by company and

insurance provider

*Pilots shall receive as the Company matching contribution the greater of the amount contributed to any other Company employees or two percent

0-5 = 3.5 H/M5+ = 4 H/M

485 Max

$39.78

75

75 $35,802

None

2%*

Yes**Based on profitability

*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 Airways (Bluestreak)

Peninsula Airways

GoJet Airlines (Lindbergh)

Great Lakes Airlines(Lakes Air)

Republic Airways (Republic or Shuttle)

4 H/M160 Max

PTO = 2.5 H/MSSLB = 2.5

H/M200 Max

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)

1 = 7 days2 = 14 days7 = 21 days

+14 = 28 days

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

>16yrs=28days

Mesa Airlines (Mesa)

.5-5 = 1.5%5-7 = 2%

7-10 = 2.5%10+ = 3.5%

T he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collect from each individual airlines contract. Our goal is to provide you with the

most current and up to date data so that as a pilot you can choose the right airline for you. Every pilot looks for something different out of the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most current and up to date information. To do this, we are working with the airlines to make sure this data is up to date and correct. Good luck and fly safe!

Abbreviation and definitions: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

September 2015 | 37

THE GRID


Pay During Training



hired

Number of Pilots

Do Business For:


EMB-145XREMB-145EMB-135

$7,500 w/ ERJ type*,

$1,000 Referral

#300 / week & $1,400 per

diem to checkride, then MMG

Paid for by company; single

occupancy$1.80/hr Mar/07** 2,370 United, AA*** ALPA Surface 3 LTE

EWR, IAH, ORD, MCI****, CLE,

DEN****, 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 starting 3/2015; ****DEN & MCI closing

Online Feb/15 Feb/15 4.C.2 Jul/15 Jul/15Contract 2004 as amended, Currently in negotiations,

CRJ-200CRJ-700CRJ-900

$7,500 w/ CRJ type*,

$1,000 Referral

$300 / weekPaid for by

company; single occupancy

$1.65/hr Feb/07** 1,574 Delta, AA ALPA Surface 3 LTE ATL, DFW, DTW

*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 Jul/15 Jul/15Contract 2007 as amended, Currently in negotiations;

Total 3,944CRJ-200CRJ-700CRJ-900EMB-175EMB-120

$7,500 w/ RJ type rating

65 HoursPaid for by

company; dual occupancy

$1.80/hr 3 Years 3,600United, AA,

USAir, Alaska, Delta

None Surface 3 LTE

PDX, SEA, SFO,LAX, SLC, PHX,DEN, MSP, ORD,

IAH, FAT, PSP, TUS

*Updated via section 3027.6.A

Company will pay 50% for sinlge room

$1.85/hrComparing the old Agreement with the new Pilot Agreement

3008.19.A 3015.6.A.1 3009.1.A Sep/15 Sep/15 Pilot Agreeemnt signed August 2015


EMB-145DH-8-Q400EMB-170EMB-175EMB-190

$12,500* E145

$7,500*E170/175

$1,600 first mo. then

MMG


occupancy$1.65/hr 3.5 Years 2,220 United, AA,

USAir, Delta IBT iPad

ORD, PHL, PIT, SDF, DEN, GSO, DCA, IND, LGA, MCI, CMH, JFK,

MIA, EWR

*Bonuses are paid within the first 30 days of training and are prorated if they do not complete training or leave within 2 years.

4.B.1 Aug/15 Jul/15Contract 2003 as amended, Currently in negotiations

CRJ-700*, EMB-145, EMB-

175*

$5,000$10,000**

64 hr MMG + 16 hrs per

diem per day***

Paid for by company; dual occupancy until

oral

$1.85/hr + $0.05

increase every 3 yrs

2 1/2 Years 2,300 AA ALPA Yes**** DFW, ORD,

JFK/LGA*****

*CRJ-700 gone by Dec/16, EMB-175 deliveries start Nov/15; **Bonus with 2 year contract, $10,000 with pipeline program; ***Until IOE complete; ****Pilot provides iPad and gear; *****JFK/LGA closed by end of 2015

Online 4.A 4.B 5.B.1 Jul/15 Jul/15Contract 2003 as amended, Currently in negotiations


Pay During Training



hired

Number of Pilots

Do Business For:


CRJ-200CRJ900 $20,000* MMG, but no

per diem

Single Occupancy paid

by company$1.70/hr 40 Months 1,500 Delta ALPA JFK, DTW,

MSP, LGA

Pay based on DOS+2 years, 1% increases every year, *$20,000 per year for four years.

Online 3.D.1, 5.D.4 5.D.1 Jul/15 Jul/15 Contract 2013 as amended


No - $1000 Referral*

MMG & Per Diem


occupancy$1.75/hr

Hiring Street CAs**

1,197 US Airways ALPA CLT, DAY, TYS

*$1000 referral bonus for employees if they refer a successful applicant, **Hiring street captains if they meet the minimum qualifcations otherwise once they reach 1,000 hours SIC time.

5.A.1 Jul/15 Jul/15 Contract 2013 as amended

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

None76 Hours

during training


occupancy$1.43/hr 1.5 Years 855 United, AA, ALPA iPad* PHX, CLT**, IAD,

IAH

*Pilot must purchase iPad, **CLT closing in 2015

5.A.2 5.B.1 5.A.2 Mar/15 Contract 2008 as amended

CRJ-200No Bonus, $1000 or

$1250 ref.*

2.5 hours per day


occupancy

$1.60/hr dom $1.90/hr int

2.5 - 3 Years 796 US Air ALPA DCA, LGA, ORF,

PHL

Pilot hiring and attrition from 10/2013 to 10/2014, *$1250 referral bonus if applicant has CRJ type rating

4.C 5.A.1 5.D.1 Jul/15 Jul/15Contract 2003, Pilot data from 10/6/2014 seniority list.

DH-8-Q400 None

16 credit hours per

week & per diem

Paid for by company;

double occupancy

$1.80/hr 3.5 Years 660 Alaska IBT ANC, BOI, GEG, MFR, PDX, SEA

5.I.4 6.C 5.G.1 Jul/15 Jul/15 Contract 2012 as amended

EMB-175 $10,000 4 Hrs / Day + Per diem No $1.65/hr** 17 Months 523 Delta, AA ALPA iPad MSP, LAX, DTW,

SEA***

$12,000 training contract pro-rated 12 mos. **DOS + 24 Mos. $1.70, ***DTW closing and SEA opening June 1, 2015

3.H, 5.B 5.B.3 5.B.1 Jul/15 Jul/15 Contract 2014 as amended

CRJ-700CRJ-900* $10,000 $23/hr @ 60

hr


occupancy$1.60/hr 20 Months 555 United, Delta IBT ORD, RDU, STL,

DEN

*7 CRJ-900s being delivered by the end of 2015.

May/15 5.B.3 6.C 5.O Jul/15 Jul/15 Contract 2007 as amended


Pay During Training



hired

Number of Pilots

Do Business For:


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

$5,000MMG + 1/2

per diem per day

Paid for by company; dual

occupancy$1.70/hr 18 - 24

Months 380 AA ALPA CHO, EWN, MDT, ROA, SBY

*ERJ-145 will be on property by Fall 2015

LOA 16 5.D.4 5.A.3 5.D.1 Jul/15 Jul/15 Contract 2013 as amended

ERJ-145 $24.90 @ 60 hrs None $1.70/hr 13 Months 510 United, AA ALPA IAD, STL, ORD

3.C.1 5.A.1 5.C.1 Jul/15 Jul/15 Contract 2011 as amendedATR-42C402BN2

None 40 Hours per week

Paid for by company; Single

occupancy$37/overnight ATP Mins 190

Hyannis Air Service DBA

Cape AirIBT No

3.K.A 6.E.5.A 6.G.1 Jul/15 Jul/15 Contract 2012 as amended

5.C Jul/15 Feb/15 Contract 2011 as amended

DH-8-100DH-8-200 No MMG


occupancy$1.50/hr Jan 2013 176 United ALPA EWR, IAD

3.G 5.A.8 5.B.3 Jul/15 Jul/15 Contract 2008 as amendedB1900DEMB-120 No None $1.35/hr 13 Months 100 UTU DEN, PHX

15 Month, $7,500 training contract required.

4.D Jul/15 Jul/15 Contract 2006 as amendedSaab 340A, Saab 340B* $50/day 2012 120 None ANC, BOS *$1,100/Mo. Base Salary

Oct/14 Need contract



3.C.1 11.P.3 4.J.1 Oct/14 Contract 2009 as amendedTotal Pilots 20,072

*Gone after November; **$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; ***11 Codeshares; ****Bases closing

DH-8-300S340

Saab 340bB1900D*


18 months


$30/dom, $50/int 90

ExpressJet (LXJT) (Accey)

500 - 2,000 Pilots

Under 500 Pilots

220

Jan/13

MCO, FLL & IAD; TPA, GNV, CLE &

ATL****Self*** IBT$12,000**

Great Lakes Airlines (Lakes Air)


$40.00 per over night



$1.75/hrMMG & Per Diem


occupancy

Seaborne Airlines

Peninsula Airways

DH-8-100DH-8-Q400

Cape Air (Kap)








ExpressJet (LASA) (Accey)


B1900CB19000D*

DH-8


occupancy

*After 6 months pay goes to $40 on B1900, first year pay adjusted for this.Hageland,

Frontier

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

Island Air

Corvus Airways

Self

None

HNL

SJU, STX

Jul/08

86

ALPA

Aug/07

50

None, On a RON,

company will reimburse w/

receipt

MMG*

General Information

38 | Aero Crew News

THE GRID


Pay During Training



hired

Number of Pilots

Do Business For:


EMB-145XREMB-145EMB-135

$7,500 w/ ERJ type*,

$1,000 Referral

#300 / week & $1,400 per

diem to checkride, then MMG


occupancy$1.80/hr Mar/07** 2,370 United, AA*** ALPA Surface 3 LTE

EWR, IAH, ORD, MCI****, CLE,

DEN****, 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 starting 3/2015; ****DEN & MCI closing

Online Feb/15 Feb/15 4.C.2 Jul/15 Jul/15Contract 2004 as amended, Currently in negotiations,


$7,500 w/ CRJ type*,

$1,000 Referral

$300 / weekPaid for by

company; single occupancy

$1.65/hr Feb/07** 1,574 Delta, AA ALPA Surface 3 LTE ATL, DFW, DTW

*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 Jul/15 Jul/15Contract 2007 as amended, Currently in negotiations;

Total 3,944CRJ-200CRJ-700CRJ-900EMB-175EMB-120

$7,500 w/ RJ type rating

65 HoursPaid for by

company; dual occupancy

$1.80/hr 3 Years 3,600United, AA,

USAir, Alaska, Delta

None Surface 3 LTE

PDX, SEA, SFO,LAX, SLC, PHX,DEN, MSP, ORD,

IAH, FAT, PSP, TUS

*Updated via section 3027.6.A

Company will pay 50% for sinlge room

$1.85/hrComparing the old Agreement with the new Pilot Agreement

3008.19.A 3015.6.A.1 3009.1.A Sep/15 Sep/15 Pilot Agreeemnt signed August 2015


EMB-145DH-8-Q400EMB-170EMB-175EMB-190

$12,500* E145

$7,500*E170/175

$1,600 first mo. then

MMG


occupancy$1.65/hr 3.5 Years 2,220 United, AA,

USAir, Delta IBT iPad

ORD, PHL, PIT, SDF, DEN, GSO, DCA, IND, LGA, MCI, CMH, JFK,

MIA, EWR

*Bonuses are paid within the first 30 days of training and are prorated if they do not complete training or leave within 2 years.

4.B.1 Aug/15 Jul/15Contract 2003 as amended, Currently in negotiations

CRJ-700*, EMB-145, EMB-

175*

$5,000$10,000**

64 hr MMG + 16 hrs per

diem per day***

Paid for by company; dual occupancy until

oral

$1.85/hr + $0.05

increase every 3 yrs

2 1/2 Years 2,300 AA ALPA Yes**** DFW, ORD,

JFK/LGA*****

*CRJ-700 gone by Dec/16, EMB-175 deliveries start Nov/15; **Bonus with 2 year contract, $10,000 with pipeline program; ***Until IOE complete; ****Pilot provides iPad and gear; *****JFK/LGA closed by end of 2015

Online 4.A 4.B 5.B.1 Jul/15 Jul/15Contract 2003 as amended, Currently in negotiations


Pay During Training



hired

Number of Pilots

Do Business For:


CRJ-200CRJ900 $20,000* MMG, but no

per diem

Single Occupancy paid

by company$1.70/hr 40 Months 1,500 Delta ALPA JFK, DTW,

MSP, LGA

Pay based on DOS+2 years, 1% increases every year, *$20,000 per year for four years.

Online 3.D.1, 5.D.4 5.D.1 Jul/15 Jul/15 Contract 2013 as amended


No - $1000 Referral*

MMG & Per Diem


occupancy$1.75/hr

Hiring Street CAs**

1,197 US Airways ALPA CLT, DAY, TYS

*$1000 referral bonus for employees if they refer a successful applicant, **Hiring street captains if they meet the minimum qualifcations otherwise once they reach 1,000 hours SIC time.

5.A.1 Jul/15 Jul/15 Contract 2013 as amended

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

None76 Hours

during training


occupancy$1.43/hr 1.5 Years 855 United, AA, ALPA iPad* PHX, CLT**, IAD,

IAH

*Pilot must purchase iPad, **CLT closing in 2015

5.A.2 5.B.1 5.A.2 Mar/15 Contract 2008 as amended

CRJ-200No Bonus, $1000 or

$1250 ref.*

2.5 hours per day


occupancy

$1.60/hr dom $1.90/hr int

2.5 - 3 Years 796 US Air ALPA DCA, LGA, ORF,

PHL

Pilot hiring and attrition from 10/2013 to 10/2014, *$1250 referral bonus if applicant has CRJ type rating

4.C 5.A.1 5.D.1 Jul/15 Jul/15Contract 2003, Pilot data from 10/6/2014 seniority list.

DH-8-Q400 None

16 credit hours per

week & per diem

Paid for by company;

double occupancy

$1.80/hr 3.5 Years 660 Alaska IBT ANC, BOI, GEG, MFR, PDX, SEA

5.I.4 6.C 5.G.1 Jul/15 Jul/15 Contract 2012 as amended

EMB-175 $10,000 4 Hrs / Day + Per diem No $1.65/hr** 17 Months 523 Delta, AA ALPA iPad MSP, LAX, DTW,

SEA***

$12,000 training contract pro-rated 12 mos. **DOS + 24 Mos. $1.70, ***DTW closing and SEA opening June 1, 2015

3.H, 5.B 5.B.3 5.B.1 Jul/15 Jul/15 Contract 2014 as amended

CRJ-700CRJ-900* $10,000 $23/hr @ 60

hr


occupancy$1.60/hr 20 Months 555 United, Delta IBT ORD, RDU, STL,

DEN

*7 CRJ-900s being delivered by the end of 2015.

May/15 5.B.3 6.C 5.O Jul/15 Jul/15 Contract 2007 as amended


Pay During Training



hired

Number of Pilots

Do Business For:


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

$5,000MMG + 1/2

per diem per day


occupancy$1.70/hr 18 - 24

Months 380 AA ALPA CHO, EWN, MDT, ROA, SBY

*ERJ-145 will be on property by Fall 2015

LOA 16 5.D.4 5.A.3 5.D.1 Jul/15 Jul/15 Contract 2013 as amended

ERJ-145 $24.90 @ 60 hrs None $1.70/hr 13 Months 510 United, AA ALPA IAD, STL, ORD

3.C.1 5.A.1 5.C.1 Jul/15 Jul/15 Contract 2011 as amendedATR-42C402BN2

None 40 Hours per week


occupancy$37/overnight ATP Mins 190

Hyannis Air Service DBA

Cape AirIBT No

3.K.A 6.E.5.A 6.G.1 Jul/15 Jul/15 Contract 2012 as amended

5.C Jul/15 Feb/15 Contract 2011 as amended

DH-8-100DH-8-200 No MMG


occupancy$1.50/hr Jan 2013 176 United ALPA EWR, IAD

3.G 5.A.8 5.B.3 Jul/15 Jul/15 Contract 2008 as amendedB1900DEMB-120 No None $1.35/hr 13 Months 100 UTU DEN, PHX

15 Month, $7,500 training contract required.

4.D Jul/15 Jul/15 Contract 2006 as amendedSaab 340A, Saab 340B* $50/day 2012 120 None ANC, BOS *$1,100/Mo. Base Salary




3.C.1 11.P.3 4.J.1 Oct/14 Contract 2009 as amendedTotal Pilots 20,072

*Gone after November; **$3,000 after IOE, $3,000 after 1 year, $6,000 after 2 years; ***11 Codeshares; ****Bases closing

DH-8-300S340

Saab 340bB1900D*


18 months


$30/dom, $50/int 90

ExpressJet (LXJT) (Accey)

500 - 2,000 Pilots

Under 500 Pilots

220

Jan/13

MCO, FLL & IAD; TPA, GNV, CLE &

ATL****Self*** IBT$12,000**



$40.00 per over night



$1.75/hrMMG & Per Diem


occupancy

Seaborne Airlines

Peninsula Airways

DH-8-100DH-8-Q400

Cape Air (Kap)








ExpressJet (LASA) (Accey)


B1900CB19000D*

DH-8


occupancy

*After 6 months pay goes to $40 on B1900, first year pay adjusted for this.Hageland,

Frontier

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

Island Air

Corvus Airways

Self

None

HNL

SJU, STX

Jul/08

86

ALPA

Aug/07

50

None, On a RON,

company will reimburse w/

receipt

MMG*

General Information



Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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 100% $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

10 or 11* Yes** FAA Part 117 176 4:00 None 1:2*** None 100% 100% $100/6 mo**** None

*30 or 31 day bid period; **Must remain on reserve for that period; ***1:1 after 12 hrs; ****After completing first year and $400 max

12 150%Comparing the old Agreement with the new Pilot Agreement

3017.7.C.1.g 3008.12.A 3016.1 - 3017.3.A - - - 3008.14.A - 3009.3.A - Pilot Agreeemnt signed August 2015


12/11 None* 14 170 4** None None None 75% Air; 50% Ground 100% $200*** Company provided

*Can not go below MMG, **Reserves only, ***After completing first year,

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 -Last, Best Final Offer from the company.

11 Yes 14 616 3.9 Res 3.7 Line None None None 50%

75% in 2017150% 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, Currently in negotiations


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

11 Yes 14 501 4 None None None 75%100% unless red flag is up

150%

New hires pay 50%, all others

get $240 per year*None

*Starts 1/1/2015

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

10 No FAA Part 117 205 2, 1 or 4* None None None 50% 100% or 200%**

Company pays half of blazer and

pants onlyNone

*Applies only in the absence of Line guarantee, refer to contract section for clarify, ***200% for junior manning and improper reassignments.

12.B 3.G 12 - 12.E - - - 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 2:1 4:1 100% 150% $260 / yr*** $50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***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 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

11/10* No* 14 97 4** None None None 50% 150% $25 / Month None

*If company gets 98% completion factor, pilot gets greater of 100% of line value or actual, **Applies to reserves only per trip

7.A.2.a 5.C 7.B.1 - 5.I.1 - - - 5.H 5.E 26.K.5.a - Contract 2007 as ammended


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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 amended12 line holders

11 reserves Yes* 14 246 4 None None None 100% 150% $25 / month None *Line holders only

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

2:1 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

12/11 Yes & No* 14.5** 192 3 None None None 50% 100% or 3 Hrs***

Company pays 50% every 2 yrs

up to $200None

*There are exeption to cancelation pay, see referenced contract section. **Aloud 1 hour more to dead head to base. ***Additionaly incentive offered on a case by case basis

3.E 12.B.1.a - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2008 as amended

10 No 14 or 15* 59 3.75 None None None 50% 100% Paid by company after 2 YOS** 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 -5 on 2 off

13

10

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 2009 as amended




500 - 2,000 Pilots

Under 500 Pilots




Island Air


Cape Air(Kap)



Corvus Airways

Seaborne Airlines

Peninsula Airways






ExpressJet (LXJT)(Accey)


Over 2,000 Pilots

September 2015 | 39

THE GRID


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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 100% $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

10 or 11* Yes** FAA Part 117 176 4:00 None 1:2*** None 100% 100% $100/6 mo**** None

*30 or 31 day bid period; **Must remain on reserve for that period; ***1:1 after 12 hrs; ****After completing first year and $400 max

12 150%Comparing the old Agreement with the new Pilot Agreement

3017.7.C.1.g 3008.12.A 3016.1 - 3017.3.A - - - 3008.14.A - 3009.3.A - Pilot Agreeemnt signed August 2015


12/11 None* 14 170 4** None None None 75% Air; 50% Ground 100% $200*** Company provided

*Can not go below MMG, **Reserves only, ***After completing first year,

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 -Last, Best Final Offer from the company.

11 Yes 14 616 3.9 Res 3.7 Line None None None 50%

75% in 2017150% 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, Currently in negotiations


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

11 Yes 14 501 4 None None None 75%100% unless red flag is up

150%

New hires pay 50%, all others

get $240 per year*None

*Starts 1/1/2015

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

10 No FAA Part 117 205 2, 1 or 4* None None None 50% 100% or 200%**

Company pays half of blazer and

pants onlyNone

*Applies only in the absence of Line guarantee, refer to contract section for clarify, ***200% for junior manning and improper reassignments.

12.B 3.G 12 - 12.E - - - 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 2:1 4:1 100% 150% $260 / yr*** $50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***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 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

11/10* No* 14 97 4** None None None 50% 150% $25 / Month None

*If company gets 98% completion factor, pilot gets greater of 100% of line value or actual, **Applies to reserves only per trip

7.A.2.a 5.C 7.B.1 - 5.I.1 - - - 5.H 5.E 26.K.5.a - Contract 2007 as ammended


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



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 amended12 line holders

11 reserves Yes* 14 246 4 None None None 100% 150% $25 / month None *Line holders only

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

2:1 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

12/11 Yes & No* 14.5** 192 3 None None None 50% 100% or 3 Hrs***

Company pays 50% every 2 yrs

up to $200None

*There are exeption to cancelation pay, see referenced contract section. **Aloud 1 hour more to dead head to base. ***Additionaly incentive offered on a case by case basis

3.E 12.B.1.a - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2008 as amended

10 No 14 or 15* 59 3.75 None None None 50% 100% Paid by company after 2 YOS** 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 -5 on 2 off

13

10

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 2009 as amended




500 - 2,000 Pilots

Under 500 Pilots




Island Air


Cape Air(Kap)



Corvus Airways

Seaborne Airlines

Peninsula Airways






ExpressJet (LXJT)(Accey)


Over 2,000 Pilots


40 | Aero Crew News

THE GRID Additional Compensation Details

1

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$43.76 75 $39,384 $96.68 $87,012

< 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%



CRJ-200 $43.16 $38,844 $99.31 $89,379

CRJ-700, CRJ-900 $46.51 $41,859 $106.76 $96,084


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 $49.43 $44,487 $115.20 $103,680

$50.00 $45,000 $117.00 $105,300


EMB-140 $91.94 $82,746Years / YA**

EMB-145, Q-400 $103.30 $92,970

EMB-170 $108.47 $97,623

EMB-175 $108.47 $97,623

EMB-190 $119.32 $107,388


EMB-145, EMB-140 $89.12 $80,208

CRJ-700*EMB-175 $93.90 $84,510


Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

CRJ-200 $37.73 $33,957 $82.37 $74,133

CRJ-900 $38.97 $35,073 $88.18 $79,362


CRJ-200 $40.96 $36,864 $96.43 $86,787

CRJ-700 $42.44 $38,196 $104.57 $94,113

CRJ-900 $42.44 $38,196 $105.62 $95,058


CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509


CRJ-200* $48.51 75 $43,659 $106.08 $95,472

< 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%






E-170, E-175 $47.53 75 $42,777 $115.46 $103,914

< 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%




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





Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

Q-100, Q-300 $39.64 75 $35,676 $88.43 $79,587

> 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%




ERJ-145 $43.68 75 $39,312 $101.43 $91,287


0-2 = 2 H/M3-5 = 3 H/M+6 = 4 H/M

300 Max

1-4 = 4%**+4 = 6%**50% Match




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%



Saab 340b $36.79 75 $33,111 $78.30 $70,470

B1900D $28.47 75 $25,623 $62.46 $56,214


Q-200, Q-300 $37.00 75 $33,300 $75.64 $68,076

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



B1900D, EMB-120 $21.52 75 $19,368 $48.53 $43,677

0-3 = 7 Days4-5 = 14 Days+6 = 21 Days

.94* or 1.56H/M


employees




- Need contract

DHC-6-300 $44.00 $39,600 $93.00 $83,700

S340 $40.00 $36,000 $69.00 $62,100


B1900C, B19000D* $14,400 $0


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


7.6 H/M480 Max720 Max*




.0385 Per Hour2.89 H/M***

1.2-6%****

$36.62



80

60

75

Island Air

NoneNone

< 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 all

Corvus Airways

Seaborne Airlines



0-1 = 1.52 H/M1-4 = 2.17 H/M+4 = 3.0 H/M


75

Cape Air(Kap)

Over 2,000 Pilots


75<6 = 2.5%6-13 = 4%13+ =6%

75

$32,958






1 = 12 days2 = 12.99 days3 = 14.02 days

4 = 15 days5 = 15.99 days6 = 17.01 days

7 = 18 days8 = 21 days9 = 21.9910 = 23.01

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

75


9 Yr = 7.33 H/M10 = 7.67 H/M

No Max

0-4 = 2.75 H/M4-7 = 3 H/M

7-10 3.25 H/M+10 = 3.5 H/M

Max 500



None 30%

None 38%

None31% to 35%


None

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

> 20 = 28 days

50% Match:1-5 = 6%

5-10 = 8%10+ = 10%Vesting**


32% 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%


2.5 H/M


insurance provider


0-5 = 3.5 H/M5+ = 4 H/M

485 Max

$39.78

75

75 $35,802

None

2%*



50% Match:.5-5 = 2%5-7 = 4%

7-10 = 8%10+ = 8%*

27%

None

Under 500 Pilots



Peninsula Airways




4 H/M160 Max

PTO = 2.5 H/MSSLB = 2.5

H/M200 Max






< 1 = 7 days**2-6 = 14 days

7-10 = 21 days+11 = 28 days



1 = 7 days2 = 14 days7 = 21 days

+14 = 28 days


>16yrs=28days


.5-5 = 1.5%5-7 = 2%

7-10 = 2.5%10+ = 3.5%

September 2015 | 41

THE GRID

1

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$43.76 75 $39,384 $96.68 $87,012

< 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%



CRJ-200 $43.16 $38,844 $99.31 $89,379

CRJ-700, CRJ-900 $46.51 $41,859 $106.76 $96,084


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 $49.43 $44,487 $115.20 $103,680

$50.00 $45,000 $117.00 $105,300


EMB-140 $91.94 $82,746Years / YA**

EMB-145, Q-400 $103.30 $92,970

EMB-170 $108.47 $97,623

EMB-175 $108.47 $97,623

EMB-190 $119.32 $107,388


EMB-145, EMB-140 $89.12 $80,208

CRJ-700*EMB-175 $93.90 $84,510


Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

CRJ-200 $37.73 $33,957 $82.37 $74,133

CRJ-900 $38.97 $35,073 $88.18 $79,362


CRJ-200 $40.96 $36,864 $96.43 $86,787

CRJ-700 $42.44 $38,196 $104.57 $94,113

CRJ-900 $42.44 $38,196 $105.62 $95,058


CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509


CRJ-200* $48.51 75 $43,659 $106.08 $95,472

< 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%






E-170, E-175 $47.53 75 $42,777 $115.46 $103,914

< 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%




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





Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

Q-100, Q-300 $39.64 75 $35,676 $88.43 $79,587

> 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%




ERJ-145 $43.68 75 $39,312 $101.43 $91,287


0-2 = 2 H/M3-5 = 3 H/M+6 = 4 H/M

300 Max

1-4 = 4%**+4 = 6%**50% Match




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%



Saab 340b $36.79 75 $33,111 $78.30 $70,470

B1900D $28.47 75 $25,623 $62.46 $56,214


Q-200, Q-300 $37.00 75 $33,300 $75.64 $68,076

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



B1900D, EMB-120 $21.52 75 $19,368 $48.53 $43,677

0-3 = 7 Days4-5 = 14 Days+6 = 21 Days

.94* or 1.56H/M


employees




- Need contract

DHC-6-300 $44.00 $39,600 $93.00 $83,700

S340 $40.00 $36,000 $69.00 $62,100


B1900C, B19000D* $14,400 $0


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


7.6 H/M480 Max720 Max*




.0385 Per Hour2.89 H/M***

1.2-6%****

$36.62



80

60

75

Island Air

NoneNone

< 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 all

Corvus Airways

Seaborne Airlines



0-1 = 1.52 H/M1-4 = 2.17 H/M+4 = 3.0 H/M


75

Cape Air(Kap)

Over 2,000 Pilots


75<6 = 2.5%6-13 = 4%13+ =6%

75

$32,958






1 = 12 days2 = 12.99 days3 = 14.02 days

4 = 15 days5 = 15.99 days6 = 17.01 days

7 = 18 days8 = 21 days9 = 21.9910 = 23.01

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

75


9 Yr = 7.33 H/M10 = 7.67 H/M

No Max

0-4 = 2.75 H/M4-7 = 3 H/M

7-10 3.25 H/M+10 = 3.5 H/M

Max 500



None 30%

None 38%

None31% to 35%


None

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

> 20 = 28 days

50% Match:1-5 = 6%

5-10 = 8%10+ = 10%Vesting**


32% 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%


2.5 H/M


insurance provider


0-5 = 3.5 H/M5+ = 4 H/M

485 Max

$39.78

75

75 $35,802

None

2%*



50% Match:.5-5 = 2%5-7 = 4%

7-10 = 8%10+ = 8%*

27%

None

Under 500 Pilots



Peninsula Airways




4 H/M160 Max

PTO = 2.5 H/MSSLB = 2.5

H/M200 Max






< 1 = 7 days**2-6 = 14 days

7-10 = 21 days+11 = 28 days



1 = 7 days2 = 14 days7 = 21 days

+14 = 28 days


>16yrs=28days


.5-5 = 1.5%5-7 = 2%

7-10 = 2.5%10+ = 3.5%

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].

mailto:Craig.Pieper%40AeroCrewSolutions.com.%20?subject=Regional%20Contract%20Update

42 | Aero Crew News

THE GRID Captain Yearly Pay Comparison

$0.00 $25,000.00 $50,000.00 $75,000.00 $100,000.00

Horizon Air -‐ 2012

SkyWest -‐ 2015

Compass Airlines -‐ 2014

Republic Airways -‐ 2003

ExpressJet (LASA) -‐ 2007

Envoy -‐ 2014

PSA Airways -‐ 2013

Air Wisconsin -‐ 2003

Mesa Airlines -‐ 2008

Trans States Airlines -‐ 2011

ExpressJet (LXJT) -‐ 2004

GoJet Airlines -‐ 2007

Corvus Airways

Seaborn Airlines

Endeavor Air -‐ 2013

Piedmont Airlines -‐ 2013

Island Air -‐ 2009

Silver Airways -‐ 2011

CommutAir -‐ 2008

Peninsula Airways

Cape Air

Great Lakes Airlines -‐ 2006



The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.

September 2015 | 43

THE GRIDFirst Officer Yearly Pay Comparison

$0.00 $10,000.00 $20,000.00 $30,000.00 $40,000.00 $50,000.00

Horizon Air -‐ 2012

SkyWest -‐ 2015

Air Wisconsin -‐ 2003

ExpressJet (LASA) -‐ 2007

Corvus Airways

Compass Airlines -‐ 2014

Seaborn Airlines

ExpressJet (LXJT) -‐2004

Trans States Airlines -‐ 2011

PSA Airways -‐ 2013

Envoy -‐ 2014

Peninsula Airways

Island Air -‐ 2009

Endeavor Air -‐ 2012

Piedmont Airlines -‐ 2013

Mesa Airlines -‐ 2008

GoJet Airlines -‐2007

CommutAir -‐2008

Silver Airways -‐ 2011

Republic Airways -‐ 2003

Cape Air

Great Lakes Airlines -‐ 2006


First year, Second year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.

The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.

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 resume services.

Upcoming Job FairsDenver Pilot Job Fair

Date: Friday, September 25, 2015Tickets available: August 17, 2015 @ Noon

Application Review

Resume Critique

AeroCrewSolutions.com [email protected]

Career Consulting

Interview Prep

Career Services

Fort Lauderdale Pilot Job Fair

Date: Friday, November 13, 2015Tickets available: October 5, 2015 @ Noon

Dallas / Fort Worth Pilot Job Fair

Date: Friday, January 15, 2016Tickets available: December 7, 2015 @ Noon

http://www.aerocrewsolutions.com

http://www.AeroCrewSolutions.com

mailto:Mail%40AeroCrewSolutions.com?subject=

aero crew news, september 2015

Documents