Exclusive Hiring Briefing

CONTRACT TALKSSick Leave and Paid Time Off

SAFETY MATTERSA.S.A.P.

FITNESS CORNERLong Term Sitting is Lethal

Building Wealth Is A ScienceMILLION-AIR

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

March 2017

Second Year

Anniversary Issue

The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.

SMARTT E A M W O R K

/expressjetexpressjet.com @expressjet @expressjetpilots flysmartchoice.com

The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.

SMARTT E A M W O R K

/expressjetexpressjet.com @expressjet @expressjetpilots flysmartchoice.com

SKY HIGH PAY. FLOW TO AA.

www.envoyair.com | envoypilotrecruitment@aa.com | +1 972-374-5607

There’s never been a better time to join the largest provider of regional service for American Airlines.

• Up to $22,100 sign-on bonus• Make nearly $60,000 your first year ($37.90/hour + bonuses)• $20,000 retention bonus after one year of service• Convenient bases in Chicago (ORD) and Dallas/Fort Worth (DFW),

with LaGuardia (LGA) base opening in 2017• Flow to American Airlines in about six years -- no additional interview

Find out more on envoyair.com

If you wish to advertise with us please email Craig.Pieper@AeroCrewSolutions.com Don’t have an ad? We work with a company that can produce an ad to your specifications.

C o n t e n t sMarch 2017

Sections Airlines in the Grid

The Flight Attendant Grid 54 General Information Work Rules Additional Compensation Details

LegacyAlaska AirlinesAmerican AirlinesDelta Air LinesHawaiian AirlinesUS AirwaysUnited AirlinesVirgin America

MajorAllegiant AirFrontier AirlinesJetBlue AirwaysSouthwest AirlinesSpirit AirlinesSun Country Airlines

InternationalQatar Airways

CargoABX AirAmeriflightAtlas Air

Updated

If the airline you are interested in or work for is not shown on this list please

let us know. Email all contracts and updates to info@AeroCrewNews.com

FedEx ExpressKalitta AirUPS

RegionalAir WisconsinCape AirCompass AirlinesCorvus AirwaysCommutAirEndeavor AirEnvoyExpressJet AirlinesGoJet AirlinesGreat Lakes AirlinesHorizon AirIsland AirMesa AirlinesRepublic AirwaysSeaborne AirlinesSkywest AirlinesSilver Airways Trans States AirlinesPSA AirlinesPiedmont Airlines

FA

FA

FA

FA

Aviator Bulletins 8Latest Industry News

Safety Matters 20A.S.A.P. – Aviation Safety Action Plan

Contract Talks 23Sick Leave and Paid Time Off

Horizon Air 26Exclusive Hiring Briefing

Fitness Corner 36Long Term Sitting is Lethal

The Mainline Grid 38Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Airline Base Map

The Regional Grid 46 General Information Work Rules Additional Compensation Details Airline Base Map

MILLION-AIR 16Building Wealth Is A Science

Food Bites 18The Ultimate Chicken and Waffle Sandwich

How to Fly Airplanes 32Defining the Problem

March 2017 | 5

Readers,

I am proud and excited to announce that we are celebrating our twenty-fourth issue a.k.a. our second year anniversary! Over the past two years Aero Crew News has been downloaded almost one million times! (949,288 times, but hey who’s counting?) As we approach that one millionth download mark I reflect on where and how this magazine started and I would like to thank all of those that have contributed, helped out, offered their advise and read Aero Crew News over the past two years. If it weren’t for every single one of you we would not be where we are today. I do know that some of our data in The Grid is not current and in this constantly involving industry it is very difficult to keep up. Which is why we still need every single one of you to help us update The Grid. If you notice an out of date item, please use of our options to help us get this data up to date. Visit aerocrewnews.com/updates/ to submit an update.

Fly Safe,Craig Pieper

We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.

Letter From the Editor

Here’s what you missed last month. Aero Crew News featured Cape Air. Safety Matters explains the importance of NASA ASRS. Contract Talks is reassigned to Reassigning a Pilot During a Trip. Fitness Corner adds Pilot Fitness to the line up and they explain What’s your Daily NEAT. Lastly, there’s always more aviation news with Aviator Bulletins.

To view this and previous issue visit our archive at aerocrewnews.com/category/issues/

Editor in Chief Craig Pieper

Aero Crew Solutions, CEOScott Rehn

Layout Design By Craig Pieper

Additional Contributors Max Wettstein, Marc Cervantes

Scott Stahl, Andy GarrisonRobert Reser

Aviator Bulletins Provided by the companies listed

Horizon Air Feature Contributors

Brad LambertAli Donway

Photographs By Horizon Air Corporate

Communications DepartmentPhotographs used with permission

from Horizon Air & Alaska Airlines,Craig Pieper

Additional photographs as noted

© 2017 Aero Crew News, All Rights Reserved. Aero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

Photo taken by Craig PieperCredits

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8 | Aero Crew News Back to Contents

create jobs, and help veterans achieve great success for themselves and their families.”

“Envoy Air is proud to team with Coast to launch this new program in Texas, and to promote commercial aviation as a rewarding career for our U. S. Military Veterans. Coast Flight offers outstanding training and produces well qualified pilots that are ready to join the Envoy/American Airlines Group team, and we welcome them to Texas,” said Ric Wilson, Envoy Vice President of Flight Operations.

New pilots at Envoy, including incoming Rotor Transition Program pilots, can earn more than $60,000 their first year, which includes a signing bonus of up to $22,100. Envoy’s unmatched flow-through agreement guarantees all Envoy pilots a job at American Airlines without an additional interview. In addition, Envoy employees can enjoy first-rate benefits including free travel, company-matched 401(k) and full health coverage.

For more information on Envoy and the Rotor Transition Program, visit envoyair.com/pilots or email our Pilot Recruitment Team at envoypilotrecruitment@aa.com.

Aviator Bulletins

Image provided by Envoy

Coast Flight Training facilities expand to Texas, Transitioning military pilots for a civilian career at Envoy Air/American Airlines

Envoy Air, a wholly owned subsidiary of American Airlines, is happy to announce that our partner school, Coast Flight Training, has opened a new

facility in San Marcos, Texas. As part of its Rotor Transition Program, Envoy has teamed with Coast Flight Training to help train military helicopter pilots for a transition to an airline career.

Envoy’s Rotor Transition Program is designed to help helicopter pilots gain fixed-wing training and ratings to meet FAA requirements by using funds from VA benefits and Envoy financial contributions. Coast Flight Training will train pilots for approximately 90 days before they officially begin First Officer training with Envoy.

Now that Coast Flight Training has expanded to Texas, more military helicopter pilots will have the opportunity to begin a fulfilling career as a civilian airline pilot.

“We are very pleased to be opening a Coast location in San Marcos, where we have been welcomed with open arms by the City, Greater San Marcos Partnership, and in particular Texas Aviation Partners,” said Bryan Simmons, President of Coast Flight Training. “They created a very positive business environment for us to invest here,

The latest aviation industry hiring news and more.

March 2017 | 9

At 265,000-square-feet, the new $277 million space is more than 100,000 square feet larger than the already existing Terminal C, offering a more

comfortable and lavish concourse-to-gate experience for United’s customers. Aircraft enthusiasts will enjoy the sweeping tarmac views courtesy of the floor-to-ceiling concourse windows, and all travelers will relish the expansive gate-lounge areas, world-class retail shops and fresh, locally inspired dining options.

“This new terminal is truly befitting Houston’s hometown airline,” United president Scott Kirby said, “and just like Houston, we’re proud to call this gorgeous new space home. Everywhere you look in Terminal C – from the food choices to the modern designs to the relaxed surroundings – you’ll notice the attention to detail and the innovative thinking that went into creating this facility.”

United has served Houston for more than 70 years. From its hub at George Bush Intercontinental Airport, United and United Express offer nearly 500 daily flights to more than 170 destinations around the world, including top business and leisure markets in Asia, Europe and the Americas. The Houston hub is United’s premier gateway to Latin America, serving 52 nonstop destinations across Latin America and the Caribbean. United is also one of Houston’s largest employers, with more than 14,000

United Airlines Previews Sleek and Spacious New Terminal C North at Houston’s George Bush Intercontinental

Houston-based employees.

OTG will oversee the culinary and retail operations in the new terminal (as well as those in Terminal B South and Terminal E), introducing an array of sophisticated and contemporary amenities. United’s Terminal C North will be home to several unique eateries created by some of the region’s most renowned chefs, including a taqueria by Chef Roland Laurenzo, a Neapolitan-style pizza concept imagined by Chef Ryan Pera, Chef John Nguyen’s Vietnamese-Cajun fusion eatery, a Panini bar designed by Chef Monica Pope and a Houston-centric tavern by the James Beard Award-winning Chef Chris Shepherd. Aside from taste and quality, OTG’s concepts are also known for their tech-enhanced hospitality, driven by OTG’s award-winning and iPad based flo® tech, and OTG’s focus on locally sourced farm-to-table ingredients.

“We couldn’t be more proud of this partnership with United and the program we’ve developed for C-North,” said Rick Blatstein, OTG CEO. “In sourcing some of Houston’s most celebrated culinary talent, designing fully immersive spaces and implementing leading-edge tech, we’ve ensured a world-class airport experience, built for the United traveler.”

Source: United Airlines News Room.

Images provided by United Airlines

At $277 million, the new United terminal promises to elevate the customer experience with roomier gate areas, the latest technology and chef-inspired dining choices

Wait Until You ‘C’ This:

10 | Aero Crew News Back to Contents

Geographic breakdown:

• About $62 million in annual bonuses — more than 60 percent of the total — is being paid to Alaska and Horizon employees in the Puget Sound area

• $14 million is being paid to employees in the Portland, Oregon area

• $9 million is going to employees throughout the state of Alaska

• $9 million is going to employees throughout the state of California

Starting this year, Virgin America employees are included in Alaska’s PBP program. Alaska closed its acquisition of Virgin America in December 2016, with the goal of creating a national footprint and an unparalleled capability to serve the traveling needs of people living on the West Coast. Together, the airlines offer more flights to more destinations from the West Coast than any other airline.

Source: Alaska Airlines News Room

Employees of Alaska Air Group companies Alaska Airlines and Horizon Air are receiving $100 million in bonuses today, following Wednesday’s record fourth

quarter and record full-year earnings announcement. For most employees, this equates to more than 8 percent of their annual pay in 2016.

The company’s annual bonus, called Performance Based Pay (PBP), is determined by meeting or exceeding specific company-wide goals for safety, customer satisfaction, cost control and profit. For the eighth year in a row, employees will enjoy a payout of about an additional month’s pay.

“We know it is our incredibly hard-working employees who truly make our airline the best in the industry, and we’re thrilled to be able to say thank you with a bonus for outstanding performance,” said Alaska Airlines CEO Brad Tilden.

The PBP bonus is in addition to the approximately $15 million in 2016 operational bonuses that employees earned for achieving monthly on-time and customer satisfaction goals. The combined monthly and annual 2016 bonuses paid to employees totals $115 million.

Aviator BulletinsAlaska Airlines and Horizon Air employees

receive $100 million in bonuses

Image provided by Alaska Air

March 2017 | 11

CommutAir announced a partnership with ATP Flight School to provide ATP graduate flight instructors a financially subsidized path to a pilot job at fast-

growing CommutAir and the opportunity to enroll in the United Career Path Program (CPP) at the time of entry into CommutAir. The Tuition Reimbursement Program allows instructors to have up to $11,000 of their flight training costs paid for by CommutAir, in exchange for agreeing to fly for CommutAir after earning the requisite number of flight hours.

The CPP provides qualified pilots with a direct path to a United Airlines’ flight deck upon completing the necessary interview/testing, flight hours, and other normal

CommutAir and ATP Announce Partnership

requirements. More information on the United CPP is available at http://www.flycommutair.com/careers/united-career-path-program. The combination of the CommutAir-ATP partnership and the United CPP provides ATP students with a defined path to a long term commercial pilot career.

Joel T. Raymond, Chief Operating Officer at CommutAir, commented that, “We have always valued ATP’s high quality students and instructors. With our new partnership, we look forward to welcoming even more of them by easing their financial burden, helping them gain commercial experience, and offering them the opportunity to springboard to a United career.”

Image provided by CommutAir

12 | Aero Crew News Back to Contents

Aviator BulletinsJet Linx Announces Two New Partners Added To The Elevated Lifestyle Clients Benefit Program

TCS World Travel provides all-inclusive, globe-circling journeys in a custom Boeing 757 that are meticulously orchestrated, linking unique culture, historic sites and natural wonders rarely experienced on a single itinerary. Jet Linx clients, when not flying around the world with Jet Linx, enjoy client-only benefits when booking any TCS World Travel expedition, and can also tap into the TCS World Travel Private Travel division to create a custom international ground itinerary while using Jet Linx for lift.

Telluride, Colorado also joins the Jet Linx Elevated Lifestyle benefits program, with seasonal ski and golf offers for members staying at the Lumière Hotel. Renowned for its ski terrain, Telluride is a National Historic Landmark surrounded by the highest concentration of 13,000 and 14,000 feet peaks in the United States. Telluride’s Main Street features Victorian architecture and colorful storefronts while Mountain Village, a pedestrian-friendly alpine enclave, is home to a variety of boutiques, restaurants, and lodging options including Lumière, Colorado’s most intimate and luxury boutique property with ski-in/ski-out access.

“The Jet Linx cornerstone is about offering a personalized private jet experience with added value at every turn,” said Jamie Walker, President & CEO of Jet Linx. “Through the Elevated Lifestyle program, we’re able to provide our members and aircraft owners with exclusive

benefits and highly curated experiences that reflect the same level of customization that is at the core of our business.”

Jet Linx also increased its fleet by three additional aircraft in January, bringing the total from 82 to 85 aircraft under management, up 39 aircraft from the previous year.

With a plan to add over 350 new Jet Card clients and 46 new managed aircraft in 2017, Jet Linx also announces the formation of a Revenue Management Department to further streamline its infrastructure of support.

Accompanying the establishment of a Revenue Management Department is the promotion of Erin Donnelly as its Vice President. Donnelly, a dedicated Jet Linx team member of seven years and previous the Director of Fleet Management for Jet Linx, has been promoted to lead the new department as its Vice President.

The newly formed Revenue Management Department will lead the Charter and Fleet Optimization departments and focus on expanding both teams to ensure the best revenue management practices for the two departments. “Our commitment to growth in 2017 is underscored by this reorganization of our executive management. Under the leadership of Erin Donnelly, we will not only meet, but exceed our revenue growth this year” said Jamie Walker, Jet Linx President and CEO.

Image provided by Jet Linx

Jet Linx Aviation introduces two new partners, TCS World Travel and Telluride Ski Resort, to its client benefits program,

Elevated Lifestyle. Through the Elevated Lifestyle program, Jet Linx clients have access to exclusive rewards and offers with partners across a number of categories including health & wellness, leisure, wine & spirits, fashion, beauty, travel and more. Clients who fly 25, 50 and 100 hours a year earn access to an enhanced tier – Elevated Lifestyle Plus (EL+) – offering even more value.

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14 | Aero Crew News Back to Contents

Aviator Bulletins

Mesa Airlines, Inc. announced on Feb. 10, 2017 plans to expand its partnership with United Airlines with the addition of 12 new Embraer 175

aircraft. These aircraft will bring Mesa’s E175 fleet count to 60 and the Company’s total number of large regional jets to 145. Mesa’s United Express fleet will now total 80 aircraft, including 20 CRJ700s.

“We are delighted, once again, to extend and expand our partnership with United Airlines with the addition of 12 new Embraer 175 aircraft,” said Chairman and CEO Jonathan Ornstein. “We appreciate United’s confidence and will continue our focus on providing the highest levels of customer service and reliability in the industry.”

Since United’s E175 program launched in June 2014, Mesa added 48 E-Jets to its United Express hub in Houston, with every aircraft in service on time or ahead of schedule.

“We have grown our E-Jet fleet from 0 to 60 in record time and understand the importance of both top-notch performance and low cost operations,” said Mesa’s Chief Operating Officer John Selvaggio. “Combining the two, Mesa has become the fastest growing U.S. air carrier and the airline of choice for growth in the regional industry.”

Mesa has created more than 2,000 jobs over the past three years, and believes there are significant opportunities to continue this growth and provide thousands of additional careers for some of our country’s most promising pilots, flight attendants and mechanics. Unfortunately, regional airlines face new, burdensome federal regulations threatening both the

industry itself and small U.S. cities and towns, most of which have seen reduced service levels or have lost air service altogether. Mesa is hopeful changes will soon

Mesa Airlines Continues to Expand its Partnership with United Airlines with Agreement

to Add 12 Additional Embraer E175 Aircraft

Image provided by Mesa Airlines

March 2017 | 15

be made to this counter- productive government intervention in a vital U.S. industry.

Despite these restrictive policies, Mesa’s steady growth, building on the Company’s partnerships with both United and American Airlines, has helped Mesa create and provide opportunities for advancement and job security for its employees in hubs across the United States.

The delivery of the 12 additional aircraft is scheduled to begin in May 2017 and will create more than 500 new commercial aviation career opportunities. For more information and to apply, go to www.mesa-air.com.

Additionally, Mesa pilot candidates are eligible for up to $42,100 in incentive compensation during the first 4 years of employment as a First Officer.

• $22,100 paid after the completion of training if you choose the CRJ Aircraft

• $10,000 paid after the completion of training if you choose the E-Jet Aircraft

• $5,000 paid after the completion second year of employment

• $5,000 paid at the completion of third year of employment

• $10,000 paid at the completion of fourth year of employment

*Unless eligible for upgrade (Based on Company Seniority and FAA Part 121 requirements)

*First Officer Programs are subject to adjustment if the wages in Section 3 of the Collective Bargaining are adjusted.

Mesa Airlines Continued...

Air Choice One Adds to it’s Fleet and Operation

Air Choice One is proud to announce the

addition of another 2017 Cessna Grand Caravan EX to the fleet bringing the total number of Air Choice One Cessna Caravan’s to 12. Additionally, Air Choice One has been recommend by the community of Jackson TN to provide air service for another 4 years.

Image provided by Air Choice One

16 | Aero Crew News Back to Contents

MILLION-AIR Written by: Andy Garrison, MBA, CFP®

To survive and live the life you want, you need to do two things: build significant wealth and manage the unique risks you face as a professional pilot.

The good news is that building significant wealth is a science, which means that everyone – including you – can do it! 5 proven principles that lead to significant wealth

There are proven principles that, when followed, lead you to build significant wealth. Each of these principles has stood the test of time and has been used by the most financially successful people. The five principles are:

1. Believe you can do it2. Think exponentially3. Increase your value and your income4. Get to where you can save 30%5. Save and invest wisely

Let’s break each one down.Principle 1 – believe you can do it

If you don’t believe you can do something, you won’t take the required actions to accomplish what you set out to do, sabotaging yourself in the process. This principle holds true whether you are getting ready to land at a new airfield or you are trying to build wealth.

When you believe it’s possible, you start seeing solutions and opportunities everywhere you look. Once you believe that you can build significant wealth, your mind will start to notice and create opportunities to turn it into a reality. Principle 2 – think exponentially

Thinking exponentially refers to multiplying the results you think you need by 10. Most people fall short of their goals because they take either too little action or the wrong types of action. Thinking exponentially makes sure you’re taking the action required to build the wealth you need.

For example, if you think you need to build up $1,000,000, multiply it by 10 and set your goal at $10,000,000. Doing so opens a whole new world of thinking and solutions.

You begin to come up with opportunities and actions that you simply wouldn’t have come up with by thinking smaller. When you realize that you are targeting 10 times the result, you find different answers that propel you further.

Will you hit your exponential goal? Maybe or maybe not. Either way, you will be a lot further along than if you just aimed for your “normal goal.”Principle 3 – increase your value and your income

Income is the foundation to building significant wealth, and the greater your income, the shorter your “leg” to financial freedom and millionaire status.

Image Provided by Andy Garrison

March 2017 | 17

How do you increase your income in a heavily regulated and seniority-based career track? You develop your value and income streams outside of flying.

Focus on increasing your value, skills, knowledge, and ability to serve the markets you’re passionate about. The more value you provide to the market, the more income you can command.

When your income starts far exceeding your expenses, you’re not only better protected financially, you’re accelerating your journey to being a millionaire. Principle 4 – get to where you can save 30% of your income

The average savings rate in America (among those that are actually saving) has hovered around 5% for many years. If you want to build significant wealth, you need to save far above average and target putting away 30% of your income.

For most, getting to where you can save 30% of your income will require you to think bigger. Waiting on seniority to increase or a transition to the left seat or the majors doesn’t put you in control. Take control and find ways to increase the income you can save. Principle 5 – save and invest wisely

Once you’re saving 30% of your income, you’ll quickly realize you need that money to start earning money for you. You do this by saving and investing wisely.

First, build up a cash “reserve” to protect you for when things go wrong. After you have a comfortable reserve in place, begin investing your money to generate growth and income for you.

When you begin saving and investing, it is not the time to “hit it big.” You want to keep it simple, low cost, and broad-based. If you are not confident in your investing ability, either learn what you need to know or get help from an expert.

Over time, you’ll see that your money is earning income itself. When your money is earning more than you are, you’ve reached financial freedom!Wrapping up

Building wealth is a science, and everyone, including you, can follow proven principles to build the wealth you need to survive and live the life you want.

These principles work for everyone that follows them. In addition, they build on each other. You can’t save and invest wisely if you’re not saving, and you can’t save 30% of your income if you’re not focused on bringing more income in. To bring more income in, you need to think exponentially and believe that you can.

Follow these principles and you’ll be on your way to millionaire status! Have questions? Write in to Aero Crew News or email me and I’ll make sure to answer each.

MILLION-AIR

About the Author

Andy Garrison is a private pilot, a Certified Financial Planner™, and holds an MBA. He has over 22,000 hours “in type” advising and coaching people to get a structure in place to build significant wealth in a matter of years, not decades. He is the author of Million-Air: Strategies For Pilots To Build Significant Wealth.

Andy’s purpose is to push people to see what’s possible in their lives and to inspire and guide them to reaching their full financial potential. He has held wealth management and financial planning roles at the top rated firms in the country, and is passionate about helping pilots exercise wise “Financial Decision Making.” If you’re a pilot and there’s a dollar sign involved, he can help.

Twitter: @Pilot_Planner

Email: andy@airspeedandmoney.com

LinkedIn: linkedin.com/in/pilotplanner

Web: http://www.airspeedandmoney.com/

18 | Aero Crew News Back to Contents

Food Bites

The Ultimate Chicken and Waffle Sandwich!

Written by: Craig Pieper

Les 3 Brasseurs, Montreal

www.3brasseurs.ca514-788-9788

Chicken and Waffles. Photo taken by Craig Pieper

I recently had the pleasure of staying downtown in Montreal and my First Officer, Ryan, guided me to this great place called Les 3 Brasseurs. 3 Brasseurs is at the corner of Rue Saint-Catherine and Rue Crescent and it was about a 10-minute walk from our hotel. While the temperature was -12 degrees Celsius (10* F) we still wanted to venture out for a cold beer and some good food.

The streets and sidewalks were covered with a dirty slush mix and my only thought was, these shoes need to go back in my bag later, not cool. Regardless, we trekked on to this destination that Ryan had insisted we go to. We got to the restaurant around 4:30 PM and the evening crowd had not yet rolled in. We took two empty seats at the bar and immediately were handed newspaper like menus.

After a couple of onsite made craft brews I decided to order some food. Being the adventures food eater that I am, I asked the very friendly and attractive bartender, Claudia, what is the best thing on the menu here. She immediately went to the Chicken and Waffles. The menu describes it as, “Buttermilk marinated chicken dusted with seasoned flour and fried, crisp smoked bacon, tomato, lettuce, red onion & mayo sandwiched between two sweet Belgian waffles.” Seeing that it was new to the menu and it was created by one of the employees there, I figured it was worth a try.

Before I ordered this monster of a sandwich, Ryan chimed in and mentioned the last time he was here, his Captain almost ordered it, but didn’t. Instead he found a Thai food restaurant and was sorely disappointed. With that I quickly order one for myself. Danny if you are reading this, next time, order the Chicken and Waffles!

This beast of a sandwich looks as good as it taste. There’s a very distinct taste of maple syrup in the Belgian waffle sandwich that holds the perfectly breaded and seasoned fried chicken breast. The mayo provided is also mixed on site with mustard that added a perfect mix to this already tasty sandwich. Of course, there’s nothing better than a great sandwich and a good beer to wash it down. I went with their Stanley Stout.

As always, please enjoy any type of alcoholic beverage responsibly.

If you have any great spots to eat at, feel free to share them with us... foodbites@aerocrewnews.com

3 Brasseurs 1356 rue Sainte-Catherine Ouest, Montréal (Québec), Canada

Does taking unsafe risks in a vehicle correlate to taking unsafe risks in an aircraft?

OK 13-1842

To Avoid Action Against Your FAA Certificates: (1) Report all alcohol related driver’s license suspensions/revocations within 60 days* (2) Report all alcohol related convictions, within 60 days, even if related to a previously reported driver’s license action* (3) Have candid discussions with your AME and detail these events on your next application for airman medical *Suspensions/revocations and convictions are separate reportable offenses even if they are related to the same incident

Visit www.faa.gov/go/duidwi to find out more.FAA Security & Investigations Division (405) 954-4848

20 | Aero Crew News Back to Contents

Safety Matters

A.S.A.P.

Written by: Scott Stahl

“Email Your Safety Thoughts To Scott.Stahl@aerocrewnews.com”

In the last issue we discussed the NASA ASRS reporting system in detail and discussed how it allowed, for the first time, data collection regarding potential safety issues and

trends that didn’t necessarily result in an accident and require an investigation to figure out what happened in the accident; so that regulations or accepted practices could be updated accordingly.

The ASRS tool proved to be very effective for the FAA because it allowed them to analyze trends and identify problems using standard statistical methods, but more importantly, it allowed them to see potential trends before they resulted in an accident rather than the historical norm, which was after the fact.

Since one of the common realities of accidents is that most of the causal factors in any accident have occurred many times before, but not all at the same time, which allowed the previous accidents to be avoided; this analysis of factors became critical to moving aviation safety to the next level. However, due to its very widespread implementation (covering anybody who might file an ASRS) and a potential lack of participation if the event was undetected by other parties (as in the case of no ATC involvement), it was soon realized that there might be a better way to implement the same concept at a more specific level.

After seeing the effectiveness of ASRS, the FAA quickly set to work on a more formal reporting system specifically designed for operators in an effort to enhance the identification of trends that might lead to a major aviation disaster. A good example of this type of disaster might be a runway over-run as a result of an unstable approach caused by excessive speed, and in fact, there were several of this type of incident in the years preceding the release of the ASAP program. The thought process of the safety teams at the time was that if there was one accident as a result of an unstable approach, there must me many other such incidents that didn’t result in an accident and thus went undetected. Indeed, after ASAP’s implementation, it was found that this was in fact true and that for every incident that occurred there were usually hundreds of similar events that occurred prior but didn’t result in an accident or incident.

On January 8th, 1997 the FAA released Advisory Circular 120-66 laying the foundation for what would become the modern ASAP system. The actual implementation of the system was fairly complex for the air carriers, but was functionally very straight forward and easy to understand for the people who would be using it on a daily basis.

ASAP formally became a program that was outlined by the operator (an airline for instance) and then was agreed upon by the FAA through a Memorandum of Understanding or MOU.

Once the MOU was codified with the FAA, the specific ASAP program for that operator became operational and ASAP became a formal part of the way the operator conducted business.

The premise of ASAP is very similar to ASRS, in that it is a formal data collection system used to identify problems and trends and pro-actively address issues prior to them becoming an accident in order to improve the level of safety.

Also similar to ASRS, data tracking and classification tools had to be developed in order to track and catalogue the reported data so that it could be used effectively, although this doesn’t necessarily affect the people reporting to ASAP.

Also similar to ASRS, ASAP provides some level of protection for those reporting issues in order to encourage widespread participation, which maximizes the level of effectiveness of an ASAP program.

So how does an ASAP program work? Most people who have reported through ASRS or ASAP know that whenever something happens that should be reported, they file a report and they get a series of letters and responses back either telling them they need to do something (remedial training, testing, or other assigned work) to close the case, or in most cases, the case is simply closed with some feedback on how it could have been prevented. In very rare cases, there is some enforcement action on the part of the FAA, but that will be discussed later in the article. While this seems simple enough, many people probably wonder what is behind the ASAP curtain and what happens to that report when they file it.

First, ASAP will have guidelines for reporting. In order to encourage maximum participation and in exchange for the FAA’s agreement of protection under the ASAP program, there is a window that is considered for “timely reporting” of events. This will vary by program, but will often resemble a 24-hour period after the end of a trip in the case of a pilot, for instance. If any reports are filed within this defined window, then the reports will not be excluded from ASAP on the basis of timeliness. There are some allowances for filing outside of this window, but it should be noted that if it is determined that the person had knowledge of the event and it was not filed in a timely manner, it may be excluded from ASAP protection. It is always best to file reports as soon as practical and within the time-line prescribed for inclusion.

Once the report is filed it will become either a sole-source report, or a non-sole source report. Sole-source just means that it was the only report filed on the event and there is no other evidence available regarding the event. Non-sole-source means that there is other information on the event, such as an

Aviation Safety Action Plan

March 2017 | 21

Safety Matters

altitude deviation where an ATC controller may have also filed a report, and the FAA subsequently followed up on the report by pulling ATC tapes, logs, and got a statement from the controller regarding the event.

In the event of a sole-source report, they reports will typically be included regardless of the time-line, but it is still advisable to file them within the time limit specified in the program’s MOU. If the report was not sole source, and was not filed in a timely manner, then the ASAP Event Review Committee will determine if the person who did not report in a timely manner had a reasonable expectation of being aware of the event and being able to report it in a timely manner. This will then be considered when determining if the event should be included in ASAP or not.

Once the event is reported, it proceeds to the ASAP Event Review Committee, which will typically consist of 1 member from each represented group. There will typically be an FAA ERC representative who is specifically trained for that function, a member representing the company, and a member representing the employee group that is being reviewed.

This committee will sit down and review the events submitted to them and will then use all evidence to weigh the outcome of the event and whether any further action is necessary. It should be noted that the ERC must come to a consensus on the event and in the cases where consensus isn’t reached, the FAA ERC member has the final say in what the outcome will be.

The reports protected by ASAP will be those reports that:

1. Those non-sole-source reports submitted that have “sufficient evidence” for violation under 14 CFR will be closed with administrative action. Those non-sole source reports without sufficient evidence for violation will be closed with a FAA Letter of No Action.

2. Sole-source reports included in ASAP will be closed with no action.

3. Reports that demonstrate a lack of qualification or raise questions of lack of qualification will be addressed by the ERC and have appropriate action recommended.

If an event is excluded from ASAP, then it will be referred to the FAA for appropriate enforcement action, but it should be noted that the majority of reports are included as long as they are submitted in a timely fashion to the ASAP ERC.

Of course, since the intent of ASAP is to gather data on human error, mistakes, unintentional violations, and other events that need to be understood in order to further aviation safety and not to protect people from willful non-compliance, there is a list of things that will automatically be excluded from ASAP protection if encountered by the ERC:

They include:

1. Willful disregard for safety or willful violation of regulation.

2. Any event which appears to include:

a. Criminal activity

b. Substance Abuse

c. Controlled Substances

d. Alcohol

e. Intentional falsification

3. Any report which was not filed in a timely manner and the ERC couldn’t reach consensus on whether or not to include it in the ASAP program.

4. Reports of events that occurred while not acting as an employee of the Certificate Holder covered under the ASAP program. This means that reporting of events when not working (such as flying a private airplane) is not allowed.

If a sole-source report is not excluded due to these conditions, it will be included in ASAP.

Also, if it is later determined that a report was not filed in a timely manner by an employee that should be included in the ASAP event, the ERC will attempt to determine if the non-reporting employee should have or could have known about the event and if it is determined that they didn’t, or couldn’t and the event has been accepted into ASAP, they will be given a 24-hour window within which to make their report.

The final step of the ASAP program after everything has been collected, included or excluded, reviewed, and a determination made, is to take the data that is included in these reports to identify areas of concern, trends, and problems in the operation to attempt to correct them. This is done through policy review, training, recurrent training, news-letters and any other means a company may have available to communicate with the employee group. This typically forms the basis for issues covered in recurrent, CBT’s, upgrade training, etc. and is a primary system for the correction of problem trends in an operation, which has helped move air safety to the level we are seeing today.

Scott Stahl is a contributor to Aero Crew news, with articles focusing on technical aviation subjects. Scott obtained a Bachelor's in Aeronautical Sciences from Embry-Riddle Aeronautical University's Arizona campus, with a minor in Business Administration. He also obtained his Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical University’s Arizona Campus. Scott is currently a First Officer at a Regional Airline and has over 4,000 hours of flight time and is an active CFI with FAA Gold Seal.

22 | Aero Crew News Back to Contents

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March 2017 | 23

illness when they phone in, each company has guidelines to ensure pilots do not abuse the sick call policy. Airlines have a set number of times pilots can call in sick in a rolling 12 months, varying between three to six sick calls in such time span. Any sick call over that will be looked into by the chief pilot, where disciplinary action may result.

Providing a doctor’s note will minimize the disciplinary action that may be taken against the pilot. If the pilot calls in sick numerous times, but with doctor’s notes, the pilot may be required to go on a leave, such as the Family Medical Leave Act (FMLA). Not providing doctor’s notes can lead to questioning by the airline, and some degree of disciplinary action. If no doctor’s note is provided and the pilot has many occurrences, the pilot may ultimately be terminated.

Vacation time and pay will generally be unaffected by a pilot’s sick bank. Having said that, there are a couple of airlines that combine both vacation pay bank and paid time off bank. Depending on how much paid-time off time the pilot has accrued, the pilot may have to choose between getting paid for calling in sick or an upcoming vacation. In most cases, any accrued sick time, paid time off, and vacation time not used by the pilot is paid out by the airline.

Contract Talks

S ick Leave and Pa id Time Of f

Written by: Marc Cervantes

Photo taken by Craig Pieper

Being confined to a metal tube for hours at a time, it should come to no surprise that crew-members occasionally become sick. Although pilots and flight attendants

develop different strategies to cope with health issues they come in contact with, there may be times where they are simply too sick to show up to fly. To alleviate some headaches, airlines provide different methods of compensating pilots calling in sick, as well as different policies to abide by. The differences offered by all the airlines dictate how likely a pilot is to call in sick, as well as how the pilot is compensated.

Most airlines generally have a sick bank accessible to pilots to be used whenever he/she is not feeling fit for duty. Each month, pilots accrue a certain amount of hours toward their sick bank. When a pilot needs to call in sick prior to or during a trip, the pilots will still be compensated for what they were scheduled for. Hours that are not flown are then deducted from the pilot’s sick bank.

In this day and age, U.S. airlines generally do not offer resistance to pilots calling in sick. Crew Scheduling phone lines are recorded and, due to accidents over the years, airlines have come under more scrutiny to ensure their pilots are fit for duty. While pilots will not be questioned regarding their

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24 | Aero Crew News Back to Contents

Pilot’s Office is required. An extreme measure some pilots take is ultimately calling in sick from work to have those days off.

Ultimately, sick time and paid time off may have a significant effect on quality of life. Depending on the airline’s contract and policy, the amount of times a pilot can call in sick and how that pilot is compensated can alter how much the pilot calls in sick. The long term effect of this may compromise quality of life if a pilot does not feel comfortable calling in sick, or cannot afford to do so due to financial reasons.

About the Author

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

There may be times where a pilot needs certain days off. Most airlines will allow pilots to make such requests in advance, usually prior to bidding for that month. The number of days granted vary from as little as three days to as many as twelve per year. These days are traditionally called “Golden Days” and are made at the discretion of Crew Scheduling, depending on staffing for that month. Some airlines have a bank of golden days for pilots to use from, whereas other airlines require the pilot to trade those days from the pilot’s vacation time of that year. If the airline does not provide any “Golden Days,” coordination with the Chief

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26 | Aero Crew News Back to Contents

On the Cover: Horizon Air’s ERJ-175

The past five years have been some of the industry’s best. Flying has never been safer or more affordable, and customer satisfaction is on the rise.

Airlines across the industry are growing. Together, Alaska and Virgin America have added 118 new city pairs since 2010 – 34 in just the past two years. It’s a great time for Alaska Air Group, which includes the Pacific Northwest’s favorite regional airline - Horizon Air. For pilots who want to enjoy the challenges of flying our route structure using the latest in avionics and technology, we offer a distinct alternative to flying in many other parts of the country.

This marks an exciting year for Horizon Air as we prepare for the addition of 33 new Embraer E175 jets, which it will fly exclusively for Alaska Airlines. With the first of the new three-class Embraer E175 jets scheduled to arrive in one month and another 30 options to come, our employees are thrilled for what the future holds for our36-year-old airline.

But parallel to the recent successes is a growing challenge. There may simply not be enough new pilots entering the pipeline to keep up with our growth and customer demand. Last summer, Boeing released its “2016 Boeing Pilot & Technician Outlook” study, and the numbers are forecasting a great demand for pilots. In the next 20 years, it predicts that 112,000 new commercial airline pilots will be needed in North America. Horizon Air believes we have positioned ourselves to meet this challenge.

Regional carriers like Horizon perform a critical role feeding pilots to major U.S. carriers. While we recognize this potential issue, it also is creating opportunities for new pilots entering the field. In fact, about a third of new Alaska pilots transfer from Horizon, and many of the Horizon pilots recruited today will have every opportunity to fly Boeing 737 jets some day in the future.

Pilot Shortage Is Challenging But Creates New Opportunit ies

Written by: By Brad Lambert, Horizon Air Vice President

March 2017 | 27

How did we get here?

The path to becoming a commercial airline pilot can be long and costly. The men and women who choose to become pilots do it because they live and breathe flying. I know, because I love it too, and have worked alongside these professionals since my first airline job in 1991.

For students, civilian flight training costs can be upwards of $100,000 – and that’s after paying tuition, room and board for a four-year university degree. Young pilots are incurring debt loads as undergraduates that you would typically only find after medical or law school. This is a high hurdle to clear for both students and their parents.

Additionally, thousands of commercial airline pilots who came on-line during big hiring waves in the 1970s and 1980s are retiring as they approach the age of 65, the mandatory retirement age for U.S. pilots.

We are pleased to see the market beginning to react to the pilot shortage, as vastly improved starting salaries for regional pilots seem to be resulting in improved flight school enrollment.

So, what are we doing?

Horizon Air recently announced an initiative to invest in the education of future pilots. We’re actively recruiting at flight schools and aviation events and have partnered with Central Washington University and Hillsboro Aero Academy in Oregon, to assist students in obtaining their instructor licenses and guarantee an entry point with an interview at Horizon Air following the completion of flight school. We’re in negotiations with other schools to expand this program to other flight programs in the coming year.

On a positive note, the airline is continually evaluating starting salaries for new pilots, to ensure they are competitive and livable for students graduating with substantial debt loads.

“In the next 20 years, Boeing predicts that 112,000 new

commercial airline pilots will be needed in North America.”

28 | Aero Crew News Back to Contents

In addition, we are offering pre-employment bonuses for new hires in order to attract the pilots needed to address our anticipated growth with the introduction of the Embraer E175 aircraft. Additionally, our Captains are among the highest paid in the industry, and we want to keep those who want to spend a career with us.

And finally, we’re targeting future aviators before they ever step foot on a college campus, with the support of Raisbeck Aviation High School and events like Aviation Day. Our goal with this outreach is to show young people with an interest in aviation that however daunting the process may sound, there are pathways to fulfilling their dreams of becoming commercial airline pilots. One day, you might just see one of them welcome you aboard an Alaska Airlines flight.

Are you a pilot? Horizon is hiring. Apply now, at http://horizonair.jobs/pilots/.

Brad Lambert has been active in the aviation business for over 25 years. After graduating from Purdue University with a Bachelor of Science degree, Brad started his aviation career as a pilot flying Metroliners for Mesaba Aviation in the upper Mid-West. From there, he moved to flying DC-9’s and then F100’s and B737’s as a pilot for US Airways. After being furloughed in the early 2000’s, Brad moved over to a startup carrier USA 3000 where Brad worked as a line Captain, then a line check airman, and simulator check airman; all while attending Law School part time. Upon graduation and earning his Juris Doctor, Brad moved to fledgling Virgin America and held several management roles after start up. Most recently, Brad is the Vice President of Flight Operations for Horizon Air, and has been active in the entry into service project for the new Embraer E175. Brad has type ratings in the Metroliner, Fokker 100, and Airbus A320 and A330 aircraft types. Brad lives in Camas, Washington, with his wife and children.

March 2017 | 29

Fast Facts:Headquarters: Portland. OR

Year Founded: 1981

Number of employees: 3,661

Number of Aircraft: 52

Number of Passengers (yearly): 7.76 million

Number of Bases: 6

Bases: Anchorage, Boise, Medford, Portland, Seattle, Spokane

Number of Cities served: 45

Key Benefits: To be a great capacity purchase agreement (CPA) provider, offering service that is

• Safe

• Reliable

• Cost competitive

• Caring, memorable

Website - alaskaair.comPhone - 1-800-ALASKAAIR

Facebook - https://www.facebook.com/QXPilotRecruitingTwitter - twitter.com/AlaskaAir

LinkedIn - linkedin.com/company-beta/19489/Instagram - instagram.com/alaskaair/

YouTube - youtube.com/user/AlaskaAirVidsRoute Map - alaskaair.com/content/route-map.aspx

Credits:

Ali DonwayManaging Director, Chief Pilot

Brad LambertVice President of Flight Operations for Horizon Air

Alaska Airlines Refreshed Livery; Photo courtesy of Alaska Airlines Newsroom

30 | Aero Crew News Back to Contents

Interview with Ali Donway, Managing Director, Chief Pilot

Pre Interview:Craig: How do you select applicants to be brought in for an interview?Ali: Horizon pilots are passionate about flying and the customer experience. When we look for pilots to join our team, we evaluate their online application, and resume, to ensure the candidate possess the requirements needed for this position. Additionally, Horizon is people-focused, for employees and candidates, so we contact each application personally by phone to discuss their unique situation.

C: What can an applicant do to increase their chances of being called for an interview?A: Applicants can increase their chances of being called for an interview by meeting, or exceeding, the R-ATP or ATP minimums for total flight time. Additionally, we like to see applicants have experience flying in a 135 environment. We know that every applicants situation is different, so even if they do not meet this experience-level, we’d love to talk with them to see how Horizon could be a good fit for them.

C: What is the best way to prepare for an interview with your company?A: We look for aviation experts that will carry out our award-winning customer service. This includes a personable demeanor and professional presence. Additionally, interviewees can prepare for their meeting with us by reading up on our company and showing up ready to showcase their passion for flying.

Interview: C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night?A: Horizon Air will provide all Pilot interviewees with positive space travel and hotel room, as well as transportation to/from the hotel or airport. We want this experience to be an extension of our company culture.

C: Can you walk me through a typical day of interviews?A: The interview process begins at 8am with a tour of our flight operations center in Portland, OR, including the hangar and ground training classrooms. Each candidate will also meet with someone from our Chief Pilot office, Human Resources, and have an oral/technical interview. This is a great way for interviewees to see our operation in-person and ask questions about our company.

C: What kind of questions can an applicant expect to be asked?A: Our goal is to get to know you. We are always interested to know what attracts you to Horizon Air, what your longer term goals are (i.e. upgrade, guaranteed interview at Alaska Airlines, and choice of base) and why you love to fly.

Post Interview:C: Do you tell applicants they are hired in person that day? A: At Horizon Air, we are committed to operational excellence, and that includes during the interview process. Our goal is for successful candidates to walk away from the interview day with an offer in hand. So, yes, in most cases we are extending offers on the same day.

C: How soon can an applicant expect a class date after being hired?A: Once we extend an offer on the interview day, we discuss and assign a class date, so successfully candidates are walking away with the peace of mind knowing when training will start, this beginning their seniority. We realize that pilots have families, friends and personal obligations and we will work with the applicant to ensure it meets their schedule, but aim to schedule the first available date. There may be an occasion when a class assignment comes after the interview date, but that is not the norm. For pilots needing the ATP-CTP class, we attempt to schedule that at the same time.

March 2017 | 31

General:C: Can you explain the ATP-CTP class that your company offers? A: At Horizon Air, we are focused on our people, and a large part of that includes the training and education opportunities that we offer. For pilots that need to take the ATP-CTP class, we will cover the cost of the course (currently offered in Florida and Nevada), hotel, and transportation to/from this course.

C: Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus?A: There has never been a better time to join Horizon Air. We are currently offering a pre-employment bonus of $10,000. This is given as a lump sum, prior to training and is our way of saying “welcome to the team.”

C: Does Horizon Air have a Pilot Development Program?A: Yes! We currently have agreements established with several aviation programs throughout the country. We offer between $7,500 - $10,000 stipend to help with the cost of flight training. We interview and select future Horizon Air Pilots to be assigned training classes when they meet minimums.

C: Can you describe the career path program that Horizon Air has with Alaska Airlines?A: Horizon Air provides the best way to the Pilot position at Alaska Airlines. All Horizon Air Pilots are offered the opportunity to participate in the guaranteed interview program, which provides a guaranteed interview at Alaska Airlines. As part of the program, Alaska Airlines commits to filling at least 30% of their classes with Horizon pilots.

Interview with Ali Donway, continued...

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ppot_Ad.indd 1 5/19/16 9:31 PM

32 | Aero Crew News Back to Contents

How to Fly Airplanes

Defining the Problem

Written by: Robert Reser

It is time to reconsider how we teach flight. For years the accident statistics have consistently shown results of too many fatalities in General Aviation accidents. There have been

numbers of articles and suggestions about the risks involved in all flight. However, I have yet to see definition of the problems.

Loss of Control is noted as a leading cause of accidents. The aircraft is designed and built to essentially fly by itself, so what is loss of control? What causes loss of control? How do you prevent loss of control?

Control is steering of the machine to direct it in a desired manner for completion of flight. Steering is done by the pilot through use of flight controls. Loss of control then is caused by the pilot. To prevent loss of control, it requires the pilot be trained how to allow the aircraft to fly as designed.

This is an attempt to define what is missing and suggest how to improve your training.

In addition to some unintended consequences of regulation, there are errors and missing information in all aviation texts.

Thrust Lifting

The major missing information is consideration of lift occurring at the engine attachment. In the tractor aircraft operation, any angle of attack that directs the thrust slightly above the direction of motion creates a small lift force. This lifting adds to the total lift acting on the aircraft and is used for most level and climb maneuvering rather than elevator control.

Engine lifting causes climb angle when thrust is increased above level flight sustaining thrust. In a banked attitude, the maneuver becomes a horizontal climb with coordinated thrust causing added total lift for constant vertical lift and level turning flight.

Level turn maneuvering with added thrust can be done to

a bank angle at which thrust has been increased to maximum. Any further bank increase for level turn requires aft elevator with accepting slowed flight.

Turn Maneuvering

All texts say for turn, the attitude is banked and aft elevator applied to maintain level. The emphasis needs to be made that elevator input always causes change of angle-of-attack and a related indicated-airspeed change. That is all it ever does! Any resulting altitude control requires coordinating thrust to the new indicated-airspeed. Most level turns can be made with coordinated thrust.

Stalls

Stalling the aircraft is caused by holding aft elevator input. No text emphasizes that it is the Pilot that causes stall! That is the only way it can happen. If the control wheel is released, the aircraft will immediately resume the current elevator trimmed setting and continue to fly. We spend lots of time teaching how to stall and recover but little to no emphasis on the only way the stall can occur in the first place.

Loss of Control

Inadvertent IMC is a common loss of control situation. The immediate onset of vertigo is extremely difficult to resist without prior training. Some early model Cessna 150 and 172’s had recovery as a published emergency procedure.

Turn loose of the control wheel and concentrating on the turn and bank instrument, with rudder only control establish a standard rate turn for one minute then level the wings and fly out of the conditions. Adding thrust will cause climb if needed to help reestablish visual.

“Hands-off Flight Control”!

The aircraft was designed to fly and in fact will fly all by itself if released with applied power. The Pilot only controls. It

March 2017 | 33

is possible to fly a complete flight from start of taxi to takeoff, climb, cruise, descent, and approach without touching the control wheel. Just maneuver with thrust for altitude and direction with rudder. Setting the elevator trim for a desired indicated-airspeed the aircraft will maintain that indicated-airspeed throughout.

An excellent article published in the 2014 Mar/Apr FAA Safety-Brief discusses how manual control is applied and the physiological implications of doing so. All Pilots should be able to safely control an aircraft without the use of elevator control.

Emergency Landings

No matter the cause requiring an emergency landing, it is the flight control to the touchdown area that leads to an accident...and the accident does not occur until at or after touchdown and only then if there is damage or injury.

According to 2001 FAA statistics, seventy-five percent of off field emergency landings touchdown mid-field or beyond on the chosen site. Fifty percent of the fatalities from these landings come from overrunning the site.

An unintended consequence of regulation calling for extended landing approaches eliminated the common practice of idle-thrust landings. The result is for over forty years there has been no requirement for Private Pilot proficiency in this type landing…which just happens to be the equivalent procedure for engine-out landings. Additionally, the extended approaches have resulted in much wasted training time in the traffic pattern. Proficiency in idle-power landings makes extended approaches seem simple.

When landing in emergency conditions, at touchdown the pilot will immediately become aware when no longer in control. At that time the pilot and passengers must be protecting

themselves as best as possible... especially protecting the head to be conscious when stopped.

Inadvertent IMC

Another emergency situation which relies on hands-off minimum elevator control is inadvertent flight into IMC or dark night loss of visual orientation. In this case, it is imperative the pilot understand to release the control wheel and using the turn and bank or attitude indicator for reference, steer with rudder into a standard rate turn (approx. 20-25 degree bank) for one minute, then reverse to zero bank and fly out of the situation.

If continuing into the situation, keep a zero bank indication on the turn and bank with rudder steering and crosscheck of heading with the compass. Adding power to increase altitude, climbing will possibly regain visual references.

These situations normally cause feelings of vertigo and must be minimized by sitting upright with little if any movement of the head. Believe the instruments, not how you feel.

Low Air-Density Operation

The idea that an aircraft does not fly well in “thin air” has been promoted forever. It just happens the aircraft doesn’t know the air is thin. It just increases velocity in the current conditions, continuing to operate normally at the same indicated-airspeeds as in dense air…so what is wrong? It’s available thrust. That is the only change. Engines just don’t provide the same power in low density air. Operation is at higher velocities relative the ground for landing and takeoff so require longer runways. For takeoff there will be minimum total thrust for acceleration and when becoming airborne most becomes sustaining thrust with minimum excess for maneuvering.

How to Fly Airplanes Written by: Robert Reser

34 | Aero Crew News Back to Contents

A typical light aircraft approximately 2,000 lbs. with fixed propeller requires about 200 lbs. of thrust to sustain itself around an indicated-airspeed of Vy. This aircraft at sea level can produce approximately 600 lbs. of thrust, so when becoming airborne, will have 400 lbs. excess thrust for climb and maneuvering.

As the aircraft climbs the air density reduces approximately linearly, so if it can climb only to 15,000 feet, at that time it is producing 200 lbs of thrust. That means at 5,000 feet, it had 275 lbs excess thrust for maneuvering and at 10,000 feet, 150 lbs. excess thrust. Maneuvering is very limited with reduced excess thrust. It is imperative the Pilot understand how much the performance degrades when operating in low air-density conditions.

These methods have been proven to enable Students to be proficient to solo within five hours and proficient in all PPL maneuvering within thirty hours. It is important to see the difference between basic procedure and development of technique that makes it work. Further information is available from a complimentary e-book “How to Fly Aircraft”, Basic Flight Control, by request to bob@safe-flight.net.

How to Fly Airplanes Written by: Robert Reser

Bob holds ATP in Boeing 727, 757, 767, 747-400, DC-10 and B-25. His first commercial flying job was single pilot B-25 dropping on forest fires in Alaska with only 300 hours total time. He flew USAF and Air National Guard transport (C-123), observer (O-2), and jet fighter (RF-84, F-89, F102) aircraft for 20 years while flying the commercial airline very large transports for 30 years. Bob also holds USAF Navigator and Radar Observer ratings.

For several years after airline retirement, he worked as Vice-President of Safety for a large flight school. The later years when working at the flight school, with ongoing review of Instructors, Students, and Examiners, the ideas professed of how to control flight were formed, there began an idea that something is missing in the general knowledge of aircraft control.

The past few years Bob has been working on his book while professing the need for a changed approach to basic flight training. You can request a complimentary e-book by emailing Bob at bob@safe-flight.net.

Bob Reser has flown for over fifty years as both a commercial and military pilot. He has flown a variety of aircraft and holds ratings in several large aircraft. Additionally Bob has done flight instruction and managed flight instructors for several years.

March 2017 | 35

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36 | Aero Crew News Back to Contents

Fitness Corner Written by: Max Wettstein

As I sit in the left seat looking over at the First Officer, I’m quickly reminded to stop slouching and to be hyper-vigilant of my own posture. I can see their upper-backs

rounding forward more and more (Thoracic-spine kyphosis), and their Cervical spine craning forward more and more, the older they get, (Forward Head Posture), and not using any lumbar support for their Lumbar spine, loading up pressure on their discs.

The point of this article is two-fold:

1. To raise awareness on the latest research on the occupational health hazards associated with careers that require long-term sitting/sedentary lifestyle, and,

2. To make you hyper-vigilant of your sitting-posture in the flight-deck, always.

Regarding the latter, even though there is allegedly an ideal or optimal ‘sitting posture’ that supposedly aligns your spine neutrally, in reality, the healthiest strategy to combat the spinal risks of long-term sitting is to continually adjust your posture into different positions. Don’t just sit in one position even if you think you are sitting ‘properly’ – always change it up and shift your weight around, taking turns utilizing the foot-rests if your flight-deck offers them, various reclining angles, various lumbar-support levels, and even varying your armrest position. Even vary crossing each leg to the left or right. Mixing up your sitting position is the best strategy.

Most of us pilots are familiar with the most common health risks associated with long-term sitting such as back strain & pain, disc bulge & herniation, forward-head posture, blood pooling & clotting in our lower legs, constipation, hemorrhoids, and abdominal distention & bloating (the latter, especially when your uniform requires you to wear a constrictive belt…I say bring back the flight-suit even for commercial pilots so our abdomens can naturally morph into a proper seated position). But a clinical study published by the American Cancer Society states that long-term sitting even contributes to early-death & colon cancer.

Their published study of 120,000 Americans between 1992 & 2006 specifically stated that men who (cumulatively) sit for more than 6 hours per day had a 20% higher overall death rate than those who sat for 3 hours or less per day. For women the overall death rate was 40% greater. Dr. Levine from the Mayo Clinic further adds that “excessive sitting is a lethal activity…of an independent pathology”, meaning that in and of itself the act of long-term sitting directly, negatively affects your health, regardless and independent of other lifestyle factors. The critical span of time seemed to be cumulatively sitting for 6 hours or more each day – which most of us pilots regularly do on a typical day of flying the line, especially if you factor in additional sitting while commuting to work.

Photo provided by Max Wettstein

Long Term S i t t ing is Le tha l **This article is not medical advice, please consult you physician for additional information.

March 2017 | 37

Max Wettstein is an Airbus 320 Captain at JetBlue Airways based in Long Beach, CA and has been a pilot for JetBlue for 14 years. Prior to JetBlue, Max was a pilot in the US Navy, for 10 years, flying E-2C Hawkeyes and King Airs. Max is also a fitness professional, appearing on the cover of Men’s Health and other fitness magazines over 20 times, is a published fitness author, consultant and Personal Trainer. Max currently runs a holistic health & travel fitness blog. Max was the initial fitness & health contributor for the pilot cadre at JetBlue for 5 years before corporate took over. As a longtime advocate of holistic health and longevity, Max has made a commitment to researching every occupational health hazards we pilots and aircrew face while flying the line, from long term sitting to jet lag, to radiation exposure. Max also specializes in designing quick, high-value, body weight-only workouts, that can be performed anywhere while on the road, even in your hotel room or the hotel stairwell. Max has the unique background of both airline travel life along with cutting edge fitness, and has learned how to make both work as synergistic careers and as his lifestyle. In his free time when Max isn’t flying the Airbus or on set of a fitness infomercial, Max is usually surfing with his family, skateboarding, or playing beach volleyball in Encinitas, CA.

www.travelfitness.org

www.maxwettsteinfitness.blogspot.com

Fitness Corner

Follow Max Wettstein on Instagram: @maxwettstein &

Twitter: @max_wettstein

These additional health risks of long-term sitting discovered by the American Cancer Society and the Mayo Clinic are more complicated than simply being sedentary & potential weight gain. Obviously our muscles become inactive and our metabolism immediately slows down, but it appears once we’re stagnant for several hours a cascade of harmful, metabolic effects sets off, largely driven by rapid onset of ‘insulin-resistance’, or the body’s inability to efficiently uptake glucose (blood-sugar) into the liver and muscles for energy, thus requiring more insulin secretion. This results in chronic, elevated insulin and sugar levels in the bloodstream, and turbo-charges internal, Omentum-fat. Insulin-resistance normally is a precursor to type-2 or Adult-Onset Diabetes, and is bio-marker for obesity, Metabolic-Syndrome and systemic inflammation. Long-term sitting also seems to shut down the enzymes responsible for breaking down lipids & triglycerides – for vacuuming up fat out of the bloodstream, and our leg muscles lose more than 75% of their ability to remove harmful lipo-proteins from the blood. Simply put a single day of flying the line, and our insulin-effectiveness drops by 40% or more. We

become insulin-resistant and glucose inefficient. Tight pants and/or belts can also further compound systemic inflammation by squeezing our internal bell-fat and omentum-fat, and, interfere with digestion if we are eating while in the flight deck.

So enough bad news, what can we do save our health? Plenty! And once you’re armed with education and awareness, half the battle is won: Stand up more in the flight deck. Fidget more – yes adjusting your seating position many times not only aides your lumbar spine and gets blood circulating, but it also seems to rev up your metabolism a notch, keeping it out of total hibernation. Take those lavatory breaks when they’re offered, every time. Modify your diet to go low-carbohydrate during your trips. At home you can resume your well-balanced, carb-abundant diet, but on the road, just assume you’re ‘insulin-resistant’ and stick to proteins, healthy fats and high-fiber complex carbs like vegetables. Whole-fruit is still welcome but absolutely no juices and if you must drink soda, make it ‘diet’. Lastly, exercise once you get to the layover hotel! As little as 30 minutes of intense of exercise, especially cardio, can potentially fire up your metabolism for up to 12 hours post-exercise! Take advantage of this before meeting the crew for happy-hour, and you will be literally adding years to your life! Maybe even consider purchasing looser pants, until the commercial airlines allow us to wear more naturally fitting flight-suits. There’s a reason why military pilots wear flight-suits, and it is not because they’re always pulling Gs.

38 | Aero Crew News Back to Contents

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 hire receives from a check airman after completing all ground and simulator training.

DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly or yearly, refer to the contract for more information

MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee will receive per month. The ability to work more or less is possible, depends on the needs of the company, line holder or reserve and open trips for that month.

Per Diem: The amount of money the company pays the employee for food expenses while gone from base, typically from show time to end of debrief time of that trip. Day trip per diem is taxable while overnight is not.

TFP: Trip for Pay

UTU: United Transportation Union

YOS: Years of Service with the company.

Highlighted blocks indicate best in class.

Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information

Sample only; refer to adjacent pages for actual information

Mainline Airlines

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Group I $104.93 $90,659.52 $153.65 $132,754

Group II $160.28 $138,481.92 $234.67 $202,755

Group II $170.27 $147,113.28 $249.30 $215,395

Group IV $200.20 $172,972.80 $293.11 $253,247

Group V $210.20 $181,612.80 $307.76 $265,905

3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B Contract 2015, as amended

B737 $143.32 75 $128,988 $213.26 $191,934

0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days13-19 = 30 Days20-24 = 35 Days25-30 = 40 Days>31 = 41 Days

5.5 H/MMax 1000 0%

> 5 Yrs - 8%5-10 Yrs - 9%

10-15 Yrs - 10%+ 15 Yrs - 11%

20%

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

3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended

747, 777 $184.59 $159,486 $270.25 $233,496

787 $176.83 $152,781 $258.90 $223,690

767-4, A330 $174.35 $150,638 $255.28 $220,562

767-3,2, B757 $154.50 $133,488 $226.21 $195,445

B737-9 $148.93 $128,676 $218.05 $188,395

B737-8 & 7 $148.93 $128,676 $216.92 $187,419

A320/319 $142.96 $123,517 $209.31 $180,844

MD-88/90 $140.40 $121,306 $205.56 $177,604

B717, DC9 $133.30 $115,171 $195.19 $168,644

EMB-195 $111.94 $96,716 $163.88 $141,592EMB-190, CRJ-900 $95.21 $82,261 $139.42 $120,459

3.B.2.d 4.B.1.b* HRxMMGx12 3.B.2.d HRxMMGx12 7.B.1.a 14.D.1 26.C.2 25.B.2 Contract 2014, as amended

B717 $121.53 $109,376 $174.11 $156,699

B767A330 $144.58 $130,119 $207.13 $186,417

A350*

3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 Contract 2010, as amended

B747, B777B787

B767-400$208.59 $175,216 $305.39 $256,528

B757-300 $173.96 $146,126 $254.70 $213,948

B737-900, A321 $167.89 $141,028 $245.80 $206,472

A319 $161.02 $135,257 $235.76 $198,038

3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 Contract 2012 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Band 1* $82.00 $68,880 $140.00 $117,600

Band 2* $87.00 $73,080 $146.00 $122,640

Band 3* $92.00 $77,280 $153.00 $128,520

Band 4* $97.00 $81,480 $160.00 $134,400

2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2

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

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

1 Day / MonthMax 120 Days 5% 1:2

After 3 years 2.2% up to 6% at 9

years

*A321 coming end of 2015

4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4

A320 family $137.70 $115,668 $202.47 $170,075

E190 $123.91 $104,084 $182.25 $153,090

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

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

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

1 TFP / 10 TFP**

Max 1600 TFP9.7% 1:1 -

*85/87/89 MMG based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.

4.C.1 4.H, 4.M* HRxMMGx12 4.C.1 HRxMMGx12 11.B.2 12.B.1 19.B.2 Contract 2014, as amended

A319A320A321

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

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

15-24 = 28 Days+25 = 35 Days

4 H/MMax 400 9%

EE = $143.90EE+1 = $305.66

EE+1 C = $322.33EE+2 C = $454.73Family = $454.73*

*2010 insurance rates subject to annual increases.

3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended

B737NG $82.74 70 $69,502 $126.88 $106,5790-8 = 15 days

9-13 = 22 days+14 = 30 days

Start with 244 H/M 2%

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

+1 or family

Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2

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

1-5 = 15 Days+5 = 20 Days

5 H/M80 and 480

Max**

125% of 6% contributed - -

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

Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

B747 $149.33 62 $111,102 $213.32 $158,710 >5 = 14 days<6 = 21 days

1 Day / MonthMax 24

Catastrophic2 Days / Month***No Max

10%** Health 14-25% Dental 20-30%

*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.

3.A.1 3.B.1* HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-AABX Air

B-767 $153.03 68 $124,872.48 $218.61 $178,385.76

>1 = 1 Day/Mo1-5 = 14 Days

5-15 = 21 Days15+ = 28 Days

1 Day / MonthNo Max

19 19.D.1 HRxMMGx12 19 HRxMMGx12 10.A 9.A

A380 $186.33 $190,057 $262.84 $268,097

Wide Body $174.15 $177,633 $245.65 $250,563

Narrow Body $153.22 $156,284 $211.75 $215,985

3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Contract 2006 as amended

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

7 Days on first day; After 1st

year .58 Days / MonthMax 42

>10 2.5%*<10 5%* None >5 Yrs $20/$40**

<6 Yrs No Cost

*The company will match 100% of the amount contributed. **$20 for individual, $40 for family (per mo nth)

5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3

B757, B767,A300, B747,

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

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

5.5 Hours Per Pay Period

No Max12% $44 to $186*

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

12.B.2.g 12.D.1 HRxMMGx13* 12.B.2.g HRxMMGx13* 11.A.1.b 9.A.1 15.A.1 6.G Contract 2006 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Legacy AirlinesAmerican Airlines(American)

Alaska Airlines(Alaska)

Delta Air Lines(Delta)

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

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

22%15%

1-5 = 21 Days6-15 = 1

additional day per year

1-5 = 14 Days6-11 = 21 days12-18 =28 days19+ = 35 days

72

72

FedEx Express(FedEx)

85

>1 = >15 days*1-4 = 15 days

4-5 = 15 days**5-9 = 22 days

9-10 = 22days**10-19 = 29 days19-20=29 days**

+20 = 36 days

None, Pension plan(s) available

Pilot: $61 / mo. Pilot + Family:

$230 / mo

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

UPS(UPS)

6 H/M

Southwest Airlines(Southwest)

Sun Country Airlines

Kalitta Air

70

0-5 = 108 Hrs6-10 = 126 Hrs11-15 = 144 Hrs16-20 = 162 Hrs 21+ = 180 Hrs

5% 1:1 5% + 3% None Specified

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

JetBlue Airways(JetBlue)

Virgin America(Red Wood)

Spirit Airlines(Spirit Wings)

Cargo AirlinesAtlas Air

United Airlines(United)

Major Airlines

70

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

Frontier Airlines(Frontier)

16"%0%

Hawaiian Airlines(Hawaiian)

75

1-2 = 15 Days3-4 = 16 Days

5-10 = 21 Days10-11 = 23 Days12-14 = 27 Days15-18 = 29 Days19-24 = 33 Days+25 = 38 Days

70

>6M=0 H7-12M=17.31 H

1 = 17.31 H2-3 = 34.62 H

4-6 = 45 H+7 = 51.92 H**

3% 100% Match

2% 50% Match

None

5 H/MMax 1300 Hrs

New hires receive 60 hours after completing

training.

MMG of 70 Hours is paid or flight time which ever is greater.

Allegiant Air(Allegiant)

Based on PTO accrual

20%

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

15%0%

0%

5 H/M*Max 60**

1 Yr = 502 Yrs = 753 Yrs = 1004 Yrs = 1255 Yrs = 1456 Yrs = 1707 Yrs = 1958 Yrs = 220

9-19 Yrs = 24020+ Yrs = 270

7.5 H/M without a sick call.

5.65 H/M with a sick call

Max 1080**

20%

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

Airline name and ATC call sign

Abbreviation and definitions:

Blue blocks indicate recent updates

March 2017 | 39

THE GRIDGeneral InformationAircraft Types 2 Digit

CodePay During

TrainingHotel during

new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Union EFBs Bases Notes

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

MD82/83, E190

AA MALV 72-84 or 88*

Single Occupancy, Paid for by company

2.25 Dom** $2.75 Int.**

AA - May/1999

US East Aug/2014

US WestSep/1998

14,236 9,987 APA iPad

BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL

*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 ***Includes AA & USAir

6.D.1.d 7.A.5 Oct/2015 Jul/2015 *** Contract 2015, as amended

B737 AS85 Hours plus per

diem

No Hotel During Initial Training $2.15 May

2007 1,759 816 ALPA iPad Air SEA, ANC, LAX, PDX

11.D.5.b 5.A.1 5.A.1 Oct/2016 Oct/2016 Contract 2013, as amended

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

DL $3,888.29 / Month

Single Occupancy, Paid for by company

for the first 8 days in class

only.

$2.20 Dom., $2.70 Int.

February2014 13,003 8,292 ALPA Surface

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

SEA, SLC

3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 Feb/2015 Contract 2014, as amended

A330, A350B717, B767 HA

3 Hours per day, plus per

diem

$2.00*$2.50 Int. 600 ALPA HNL

*Interisland

9.G.1 Contract 2010, as amended

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

A319

UA3 Hours per day, plus per

diem

Single Occupancy, Paid for by company

$2.35 Dom* $2.70 Int.* 2006 12,500 7,765 ALPA iPad

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

*$0.05 increase on Jan 1st.

3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2016 Contract 2012 as amended

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Union EFBs Bases Notes

B757, MD-80,A319, A3220 G4 MMG

Single Occupancy, Paid for by company

$2.00 Octotber2015 794 IBT iPad

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

AVL

3.P 6.A 3.Z Dec/2016 Dec/2016 Contract 2016, as amended

A319, A320, A321 F9 MMG No $1.90 Feburary

2014 983 FAPA DEN, ORD, MCO

Apr/2016 Apr/2016

A321, A320, A319, E190 B6 $2,500 per

month

Single Occupancy, Paid for by company

$2.00 E:7/2013A:10/2012 3,300 840 ALPA Yes JFK, BOS, FLL,

MCO, LGB

*Pilot data approximate

Add A, Pg24 Add A, Pg24 11 Dec/2016 Dec/2016 Feb/2015 Agreement 2013, Currently in negotiations

B737 WN 89, 87 or 85 TFP*

Single Occupancy, Paid for by company

$2.30 Dom. $2.80 Int.

May2006 7,951 3,702 SWAPA iPad

ATL, MCO, DAL, DEN, HOU, LAS,

MDW, OAK, PHX, BWI

*Trip for Pay (TFP) is based upon number of days in the month, **Number of retirements from Feb/2015

4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Contract 2016, as amended

A319, A320, A321 NK $1,750*/mo

Single Occupancy, Paid for by company

$2.20 January2014 1,483 ALPA ACY, DFW, DTW,

FLL, LAS, ORD

*Monthly payment is prorated and includes salary and per diem

3.D.1 5.A.1 5.B.1 Dec/2016 Dec/2016 Contract 2010, as amended

B737NG SY MMG None

1/24th the IRS CONUS M&IE airline

daily rate

289 ALPA iPad MSP

3.B 5.B.1 5.3 Aug/2016

A319, A320 VX $2,500 per month None $2.00 July

2010 660 157 ALPA Nexis EFB SFO, LAX, JFKEWR, LGA

10.J.1 3.B.e 10.I.1 Jan/2016 Jan/2016 Jan/2016 Rule book 2014

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Union EFBs Bases Notes

B747 5Y $1,600 per month

Single Occupancy, Paid for by company

$2.40 IBT

3.A.1.f 11.A.7 5.A.3ABX Air(ABEX)

B-767 GB

$52 Dom.$89.75 PR*

$79.75 NPR**

IBT

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

20.E.1

B777, B767, B757, MD11, DC10, A300

FX

$2,000 / mo until

activation date*

Single Occupancy, Paid for by company

$1.95 Dom. $2.75 Int.

May2015 4,400 4,288 ALPA Fixed in plane

or iPadMEM, IND, LAX, ANC, HKG, CGN

*Prorated if hire date is not the first of the month.

3.A 5.B.1.d 5.A.1 & 2 May/2016 Dec/2016 Contract 2006 as amended

B747 K4 $600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

April2008 317 IBT iPad fixed in

plane Home Based

5.A 6.A Dec/2015 Dec/2015 Contract 2016 as amended

B757, B767,A300, B747,

MD-115X MMG

Single Occupancy, Paid for by company

$2.00 Dom$2.50 Int$3.00*

1,580 1,580 IPA SDF, ANC,MIA, ONT

*Pacific rim and Europe flights

10.D.1 5.H.1.a.1 12.G.2 Contract 2016 as amended

Total Pilots 63,855 37,427

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2012-2029

Union EFBs Bases Notes

Spirit Airlines(Spirit Wings)

Cargo Airlines

Kalitta Air(Connie)

FedEx Express(FedEx)

UPS(UPS)

Southwest Airlines(Southwest)

Atlas Air(Giant)

United Airlines(United)

Virgin America(Redwood)

Sun Country Airlines(Sun Country)

Legacy Airlines

Alaska Airlines(Alaska)

JetBlue Airways(JetBlue)

Delta Air Lines(Delta)

Hawaiian Airlines(Hawaiian)

American Airlines(American)

Major AirlinesAllegiant Air(Allegiant)

Frontier Airlines(Frontier)

40 | Aero Crew News Back to Contents

THE GRID General Information

Contractual Work Rules

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Union EFBs Bases Notes

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

MD82/83, E190

AA MALV 72-84 or 88*

Single Occupancy, Paid for by company

2.25 Dom** $2.75 Int.**

AA - May/1999

US East Aug/2014

US WestSep/1998

14,236 9,987 APA iPad

BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA, ORD, PHL, PHX, STL

*Monthly Average Line Value depends on pay group, **$0.05 increase 1/1/16 ***Includes AA & USAir

6.D.1.d 7.A.5 Oct/2015 Jul/2015 *** Contract 2015, as amended

B737 AS85 Hours plus per

diem

No Hotel During Initial Training $2.15 May

2007 1,759 816 ALPA iPad Air SEA, ANC, LAX, PDX

11.D.5.b 5.A.1 5.A.1 Oct/2016 Oct/2016 Contract 2013, as amended

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

DL $3,888.29 / Month

Single Occupancy, Paid for by company

for the first 8 days in class

only.

$2.20 Dom., $2.70 Int.

February2014 13,003 8,292 ALPA Surface

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

SEA, SLC

3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 Feb/2015 Contract 2014, as amended

A330, A350B717, B767 HA

3 Hours per day, plus per

diem

$2.00*$2.50 Int. 600 ALPA HNL

*Interisland

9.G.1 Contract 2010, as amended

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

A319

UA3 Hours per day, plus per

diem

Single Occupancy, Paid for by company

$2.35 Dom* $2.70 Int.* 2006 12,500 7,765 ALPA iPad

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

*$0.05 increase on Jan 1st.

3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2016 Contract 2012 as amended

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Union EFBs Bases Notes

B757, MD-80,A319, A3220 G4 MMG

Single Occupancy, Paid for by company

$2.00 Octotber2015 794 IBT iPad

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

AVL

3.P 6.A 3.Z Dec/2016 Dec/2016 Contract 2016, as amended

A319, A320, A321 F9 MMG No $1.90 Feburary

2014 983 FAPA DEN, ORD, MCO

Apr/2016 Apr/2016

A321, A320, A319, E190 B6 $2,500 per

month

Single Occupancy, Paid for by company

$2.00 E:7/2013A:10/2012 3,300 840 ALPA Yes JFK, BOS, FLL,

MCO, LGB

*Pilot data approximate

Add A, Pg24 Add A, Pg24 11 Dec/2016 Dec/2016 Feb/2015 Agreement 2013, Currently in negotiations

B737 WN 89, 87 or 85 TFP*

Single Occupancy, Paid for by company

$2.30 Dom. $2.80 Int.

May2006 7,951 3,702 SWAPA iPad

ATL, MCO, DAL, DEN, HOU, LAS,

MDW, OAK, PHX, BWI

*Trip for Pay (TFP) is based upon number of days in the month, **Number of retirements from Feb/2015

4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Contract 2016, as amended

A319, A320, A321 NK $1,750*/mo

Single Occupancy, Paid for by company

$2.20 January2014 1,483 ALPA ACY, DFW, DTW,

FLL, LAS, ORD

*Monthly payment is prorated and includes salary and per diem

3.D.1 5.A.1 5.B.1 Dec/2016 Dec/2016 Contract 2010, as amended

B737NG SY MMG None

1/24th the IRS CONUS M&IE airline

daily rate

289 ALPA iPad MSP

3.B 5.B.1 5.3 Aug/2016

A319, A320 VX $2,500 per month None $2.00 July

2010 660 157 ALPA Nexis EFB SFO, LAX, JFKEWR, LGA

10.J.1 3.B.e 10.I.1 Jan/2016 Jan/2016 Jan/2016 Rule book 2014

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Union EFBs Bases Notes

B747 5Y $1,600 per month

Single Occupancy, Paid for by company

$2.40 IBT

3.A.1.f 11.A.7 5.A.3ABX Air(ABEX)

B-767 GB

$52 Dom.$89.75 PR*

$79.75 NPR**

IBT

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

20.E.1

B777, B767, B757, MD11, DC10, A300

FX

$2,000 / mo until

activation date*

Single Occupancy, Paid for by company

$1.95 Dom. $2.75 Int.

May2015 4,400 4,288 ALPA Fixed in plane

or iPadMEM, IND, LAX, ANC, HKG, CGN

*Prorated if hire date is not the first of the month.

3.A 5.B.1.d 5.A.1 & 2 May/2016 Dec/2016 Contract 2006 as amended

B747 K4 $600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

April2008 317 IBT iPad fixed in

plane Home Based

5.A 6.A Dec/2015 Dec/2015 Contract 2016 as amended

B757, B767,A300, B747,

MD-115X MMG

Single Occupancy, Paid for by company

$2.00 Dom$2.50 Int$3.00*

1,580 1,580 IPA SDF, ANC,MIA, ONT

*Pacific rim and Europe flights

10.D.1 5.H.1.a.1 12.G.2 Contract 2016 as amended

Total Pilots 63,855 37,427

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2012-2029

Union EFBs Bases Notes

Spirit Airlines(Spirit Wings)

Cargo Airlines

Kalitta Air(Connie)

FedEx Express(FedEx)

UPS(UPS)

Southwest Airlines(Southwest)

Atlas Air(Giant)

United Airlines(United)

Virgin America(Redwood)

Sun Country Airlines(Sun Country)

Legacy Airlines

Alaska Airlines(Alaska)

JetBlue Airways(JetBlue)

Delta Air Lines(Delta)

Hawaiian Airlines(Hawaiian)

American Airlines(American)

Major AirlinesAllegiant Air(Allegiant)

Frontier Airlines(Frontier)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

10 Yes FAA 117 w/ exceptions 488 5:10 5:10 x

days 2:1 Yes 50% Initial paid for by company None

15.D.3.q 4.C 15.C 15.G 15.G 15.E.1 2.QQ 17.I.1 24.O.2 Contract 2015, as ammended

??/12 Yes 12:30*10:00** 430 5

5 x number of

days

1:2 or 1:1.75*** 1:3.5 50% air &

ground 150%

None, Dry cleaning

reimburesment available on a trip

4 days or more

None

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

2 12.A 12.B 12.A.1.a 12.A.1.b 12.A.2.a 12.A.3 8.C.2 25.P.2 5.E Contract 2013, as ammended

12,13,14 Reserve*

FAA 117 minus 30 minutes

559 2 ADG** = 5:15

1:2 or 1:1.75*** 1:3.5

100% air, Chart 8.B.3

Ground200%***** None None

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

12.N.2 12.D.1 4.H.1 12.J 12.K.1 12.L 8.B 23.U Contract 2014, as ammended

12 or 13 / 12 Yes

14, max 16For int pilots.

12, max 14*10, max 12*

3612** or 4.17

GOP****

60%GOP****

1:4***GOP****

100% air,50% ground

Initial paid for by company and

every 12 months

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

10.G.1 4.B.3 10.D.1.a 4.C.1.a 4.C.2 4.C.3.a.2 7.B.1 5.E.1 Contract 2010, as amended

12 / 12 or 13* Yes FAA 117 508 5 1:2 or 1:1.75** 1:3.5 100% Blended

pay rate

50%, 75% or 100% add

pay***

Initial paid for by company along with certain dry

cleaning

None

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

5-E-4, 5-E-5 5-F-1-a 5-G-2 5-G-1 5-G-3 3-A-3 20-H-4-a 4-G-2 Contrat 2012 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

12 or 11*12 or 10* Yes FAA 117 195 4 for a

RON 1:2 50% 130%, 150% or 200%**

Company Provided*** Supplied in AC

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

14.C 3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4 Contract 2016, as amended

12 Yes 14 hours or FAA 117 177 6 for CDO 1:3.75 50%* $20/ month None *Unschedule DH pay s 100%

5.J.7 4.I, 5.P.2 5.J.4 4.G.2.a 4.F.6 2.A.1, 2

12 Yes FAA 117 36 Avg of 5 per day

1:2 or 1:1:45* 1:3.5 Schedule

Block150% over 78

Hrs $200 / year *1 for 1:45 between 0100 and 0500

Add. B.D.5

Add. B.D.4

Add. B.D.3 Add. B.D.1 Add A & A-2 Agreement 2013, Currently in

negotionations

Max 15 Days on Per Month* Yes FAA 117 235 5** .74:1 1:3 100% 100% $30 / pay period

max $500 None

*Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip

5.E.2 4.H 5.M 4.I.2 4.I.1 4.I.3 4.L 4.S.5 2.A.4 Contract 2016, as ammended

13/12 Yes 14 hours or11.5 hours 222 4 or 4.5** 1:4.2 100% or

50%*** 100%

Pilot pays forinitial uniform,

replacements per schedule therafter

None

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

12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 6.A.1 & 2 3.C.3 5.F.3 Contract 2010, as ammended

12 / 10 or 11* Yes** FAA 117 196 4 1:2 1:4.2 75% 150% 100% Supplied in AC *11 days off in 31 day month, **Subject to reassignment

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

11/13 Yes* 60 Mins < FAA FDP 159 3.5 - - - 50% or

3.5 min 100%*Initial paid for by company, then $230** per year

None*Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs.

5.D.4 7.C.3.d.i 7.B.3.a.iii App. G 8.F.3 3.b 2.D.1 Rule book 2014

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

Yes

14 Hours for 2 Pilots, 16

Hours for 3 or 22 Hours for 4

or more

332

100%Biz Class or

better or $300 comp

100% Provided by the company

12.C 8.D, 8.A.3 30.A.2

ABX Air

13 in 3014 in 31

15 HoursMay be

extended to16 hours

280 4.5100% Air*50% Air**

50% Ground100% Provided by the

company None

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

13.D.4 18.C 19.M.4 19.K 19.E 15.A

14.96 or 18.75* Yes 466 Yes1:2,

1:1.92, 1.1.5

1:3.75 100%Initial paid by

company, $150 / year

*Days off based on TAFB, 4 wk or 5 wk bid period.

25.D.1 4.F 4.F.2.b 4.F.2.d 4.F.2.a 8.A.1 26.B.3 Contract 2006 as ammended

13 or 14* Yes

Dom16, 18, 20**

Int18, 26, 30**

1271 hr or

3.65 (on Day off)

50% 150% on days off

$200 after first year. Initial paid by crewmember.

None

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

2, pg 13 18.B.5 5.E & G 19.H 5.G 6.D.1 & 2

11 Yes 11 or 13* 410 4 or 6** 1:2 1:3.75 100% 100% Provided by the company None

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

13.D.11 13.H.5 13.A.1.a 12.F.5-6 12.F.4 12.F.3 12.B.3.d 13.K 4.A.2 Contract 2016 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

Cargo Airlines

United Airlines(United)

American Airlines(American)

Alaska Airlines(Alaska)

Major Airlines

Sun Country Airlines

Virgin America(Red Wood)

UPS(UPS)

Atlas Air

Delta Air Lines(Delta)

Hawaiian Airlines(Hawaiian)

Allegiant Air(Allegiant)

Southwest Airlines(Southwest)

FedEx Express(FedEx)

Kalitta Air

Spirit Airlines(Spirit Wings)

JetBlue Airways(JetBlue)

Frontier Airlines(Frontier)

Legacy Airlines

March 2017 | 41

THE GRIDContractual Work Rules

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

10 Yes FAA 117 w/ exceptions 488 5:10 5:10 x

days 2:1 Yes 50% Initial paid for by company None

15.D.3.q 4.C 15.C 15.G 15.G 15.E.1 2.QQ 17.I.1 24.O.2 Contract 2015, as ammended

??/12 Yes 12:30*10:00** 430 5

5 x number of

days

1:2 or 1:1.75*** 1:3.5 50% air &

ground 150%

None, Dry cleaning

reimburesment available on a trip

4 days or more

None

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

2 12.A 12.B 12.A.1.a 12.A.1.b 12.A.2.a 12.A.3 8.C.2 25.P.2 5.E Contract 2013, as ammended

12,13,14 Reserve*

FAA 117 minus 30 minutes

559 2 ADG** = 5:15

1:2 or 1:1.75*** 1:3.5

100% air, Chart 8.B.3

Ground200%***** None None

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

12.N.2 12.D.1 4.H.1 12.J 12.K.1 12.L 8.B 23.U Contract 2014, as ammended

12 or 13 / 12 Yes

14, max 16For int pilots.

12, max 14*10, max 12*

3612** or 4.17

GOP****

60%GOP****

1:4***GOP****

100% air,50% ground

Initial paid for by company and

every 12 months

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

10.G.1 4.B.3 10.D.1.a 4.C.1.a 4.C.2 4.C.3.a.2 7.B.1 5.E.1 Contract 2010, as amended

12 / 12 or 13* Yes FAA 117 508 5 1:2 or 1:1.75** 1:3.5 100% Blended

pay rate

50%, 75% or 100% add

pay***

Initial paid for by company along with certain dry

cleaning

None

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

5-E-4, 5-E-5 5-F-1-a 5-G-2 5-G-1 5-G-3 3-A-3 20-H-4-a 4-G-2 Contrat 2012 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

12 or 11*12 or 10* Yes FAA 117 195 4 for a

RON 1:2 50% 130%, 150% or 200%**

Company Provided*** Supplied in AC

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

14.C 3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4 Contract 2016, as amended

12 Yes 14 hours or FAA 117 177 6 for CDO 1:3.75 50%* $20/ month None *Unschedule DH pay s 100%

5.J.7 4.I, 5.P.2 5.J.4 4.G.2.a 4.F.6 2.A.1, 2

12 Yes FAA 117 36 Avg of 5 per day

1:2 or 1:1:45* 1:3.5 Schedule

Block150% over 78

Hrs $200 / year *1 for 1:45 between 0100 and 0500

Add. B.D.5

Add. B.D.4

Add. B.D.3 Add. B.D.1 Add A & A-2 Agreement 2013, Currently in

negotionations

Max 15 Days on Per Month* Yes FAA 117 235 5** .74:1 1:3 100% 100% $30 / pay period

max $500 None

*Depedning on how many days in the bid period determines min days off, 28, 29, 30 or 31; **5 hours min average per day over trip

5.E.2 4.H 5.M 4.I.2 4.I.1 4.I.3 4.L 4.S.5 2.A.4 Contract 2016, as ammended

13/12 Yes 14 hours or11.5 hours 222 4 or 4.5** 1:4.2 100% or

50%*** 100%

Pilot pays forinitial uniform,

replacements per schedule therafter

None

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

12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 6.A.1 & 2 3.C.3 5.F.3 Contract 2010, as ammended

12 / 10 or 11* Yes** FAA 117 196 4 1:2 1:4.2 75% 150% 100% Supplied in AC *11 days off in 31 day month, **Subject to reassignment

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

11/13 Yes* 60 Mins < FAA FDP 159 3.5 - - - 50% or

3.5 min 100%*Initial paid for by company, then $230** per year

None*Unless picked up at premium pay it is 150% add pay. **$30 per year for shipping costs.

5.D.4 7.C.3.d.i 7.B.3.a.iii App. G 8.F.3 3.b 2.D.1 Rule book 2014

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

Yes

14 Hours for 2 Pilots, 16

Hours for 3 or 22 Hours for 4

or more

332

100%Biz Class or

better or $300 comp

100% Provided by the company

12.C 8.D, 8.A.3 30.A.2

ABX Air

13 in 3014 in 31

15 HoursMay be

extended to16 hours

280 4.5100% Air*50% Air**

50% Ground100% Provided by the

company None

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

13.D.4 18.C 19.M.4 19.K 19.E 15.A

14.96 or 18.75* Yes 466 Yes1:2,

1:1.92, 1.1.5

1:3.75 100%Initial paid by

company, $150 / year

*Days off based on TAFB, 4 wk or 5 wk bid period.

25.D.1 4.F 4.F.2.b 4.F.2.d 4.F.2.a 8.A.1 26.B.3 Contract 2006 as ammended

13 or 14* Yes

Dom16, 18, 20**

Int18, 26, 30**

1271 hr or

3.65 (on Day off)

50% 150% on days off

$200 after first year. Initial paid by crewmember.

None

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

2, pg 13 18.B.5 5.E & G 19.H 5.G 6.D.1 & 2

11 Yes 11 or 13* 410 4 or 6** 1:2 1:3.75 100% 100% Provided by the company None

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

13.D.11 13.H.5 13.A.1.a 12.F.5-6 12.F.4 12.F.3 12.B.3.d 13.K 4.A.2 Contract 2016 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

Cargo Airlines

United Airlines(United)

American Airlines(American)

Alaska Airlines(Alaska)

Major Airlines

Sun Country Airlines

Virgin America(Red Wood)

UPS(UPS)

Atlas Air

Delta Air Lines(Delta)

Hawaiian Airlines(Hawaiian)

Allegiant Air(Allegiant)

Southwest Airlines(Southwest)

FedEx Express(FedEx)

Kalitta Air

Spirit Airlines(Spirit Wings)

JetBlue Airways(JetBlue)

Frontier Airlines(Frontier)

Legacy Airlines

42 | Aero Crew News Back to Contents

THE GRID Additional Compensation Details

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Group I $104.93 $90,659.52 $153.65 $132,754

Group II $160.28 $138,481.92 $234.67 $202,755

Group II $170.27 $147,113.28 $249.30 $215,395

Group IV $200.20 $172,972.80 $293.11 $253,247

Group V $210.20 $181,612.80 $307.76 $265,905

3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B Contract 2015, as amended

B737 $143.32 75 $128,988 $213.26 $191,934

0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days13-19 = 30 Days20-24 = 35 Days25-30 = 40 Days>31 = 41 Days

5.5 H/MMax 1000 0% 13.50% 20%

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

3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended

747, 777 $219.07 $189,276 $320.71 $277,093

787 $209.85 $181,310 $307.24 $265,455

767-4, A330 $206.91 $178,770 $302.94 $261,740

767-3,2, B757 $183.35 $158,414 $268.45 $231,941

B737-9 $176.74 $152,703 $258.76 $223,569

B737-8 & 7 $175.82 $151,908 $257.42 $222,411

A320/319 $169.66 $146,586 $248.39 $214,609

MD-88/90 $166.62 $143,960 $243.94 $210,764

B717, DC9 $158.19 $136,676 $231.63 $200,128

EMB-195 $132.84 $114,774 $194.48 $168,031EMB-190, CRJ-900 $112.99 $97,623 $165.46 $142,957

3.B.2.d 4.B.1.b* HRxMMGx12 3.B.2.d HRxMMGx12 7.B.1.a 14.D.1 26.C.2 25.B.2 Contract 2014, as amended

B717 $121.53 $109,376 $174.11 $156,699

B767A330 $144.58 $130,119 $207.13 $186,417

A350*

3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 Contract 2010, as amended

B747, B777B787

B767-400$208.59 $175,216 $305.39 $256,528

B757-300 $173.96 $146,126 $254.70 $213,948

B737-900, A321 $167.89 $141,028 $245.80 $206,472

A319 $161.02 $135,257 $235.76 $198,038

3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 Contract 2012 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

3.CC 3.C HRxMMGx12 3.CC HRxMMGx12 9.A.1 10.A 4.C 4.C 5.A Contract 2016, as amended

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

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

1 Day / MonthMax 120 Days 5% 1:2

After 3 years 2.2% up to 6% at 9

years

*A321 coming end of 2015

4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4

A320 family $148.71 $124,916 $218.66 $183,674

E190 $133.82 $112,409 $196.83 $165,337

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

B737 $157.36 85 $160,507 $224.80 $229,296

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

1 TFP / 10 TFP**

Max 1600 TFP9.7% 1:1 -

*85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.

4.C.1 4.H, 4.M* HRxTFPx12 4.C.1 HRxTFPx12 11.B.2 12.B.1 19.B.2 Contract 2016, as amended

A319A320A321

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

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

15-24 = 28 Days+25 = 35 Days

4 H/MMax 400 9%

EE = $143.90EE+1 = $305.66

EE+1 C = $322.33EE+2 C = $454.73Family = $454.73*

*2010 insurance rates subject to annual increases.

3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended

B737NG $112.93 70 $94,861 $168.55 $141,5820-8 = 15 days9-13 = 22 days+14 = 30 days

4 H/M 4% 2%

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

+1 or family

Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2

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

1-5 = 15 Days+5 = 20 Days

5 H/M80 and 480

Max**

125% of 6% contributed - -

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

Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

B747 $149.33 62 $111,102 $213.32 $158,710 >5 = 14 days<6 = 21 days

1 Day / MonthMax 24

Catastrophic2 Days / Month***No Max

10%** Health 14-25% Dental 20-30%

*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.

3.A.1 3.B.1* HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-AABX Air

B-767 $153.03 68 $124,872.48 $218.61 $178,385.76

>1 = 1 Day/Mo1-5 = 14 Days5-15 = 21 Days15+ = 28 Days

1 Day / MonthNo Max

19 19.D.1 HRxMMGx12 19 HRxMMGx12 10.A 9.A

A380 $186.33 $190,057 $262.84 $268,097

Wide Body $174.15 $177,633 $245.65 $250,563

Narrow Body $153.22 $156,284 $211.75 $215,985

3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Contract 2006 as amended

B747 $168.70 64 $129,562 $249.67 $191,747 1-4 = 14 Days5+ = 21 Days

7 Days on first day; After 1st

year .58 Days / MonthMax 42

>10 2.5%*<10 5%* None >5 Yrs $20/$40**

<6 Yrs No Cost

*The company will match 100% of the amount contributed. **$20 for individual, $40 for family (per mo nth)

5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3

B757, B767,A300, B747,

MD-11$212.69 75 $207,373 $300.00 $292,500

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

5.5 Hours Per Pay Period

No Max12% $50 to $410*

Per Month

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

12.B.2.g 12.D.1 HRxMMGx13* 12.B.2.g HRxMMGx13* 11.A.1.b 9.A.1 15.A.1 6.G Contract 2016 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Based on PTO accrual

20%

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

15%0%

0%

5 H/M*Max 60**

1 Yr = 502 Yrs = 753 Yrs = 1004 Yrs = 1255 Yrs = 1456 Yrs = 1707 Yrs = 1958 Yrs = 220

9-19 Yrs = 24020+ Yrs = 270

7.5 H/M without a sick call.

5.65 H/M with a sick call

Max 1080**

20%

EE - $134EE+Child - $177

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

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

Frontier Airlines(Frontier)

Hawaiian Airlines(Hawaiian)

75

1-2 = 15 Days3-4 = 16 Days

5-10 = 21 Days10-11 = 23 Days12-14 = 27 Days15-18 = 29 Days19-24 = 33 Days+25 = 38 Days

$181,793$216.42$121,943$145.17B757, MD-80,A319, A3220

5 H/MMax 1300 Hrs

New hires receive 60 hours after completing

training.

Allegiant Air(Allegiant)

United Airlines(United)

Major Airlines

70

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

70

1 = 7 Days2-4 = 14 Days5-8 = 21 Days9+ = 28 Days

5% at 200%* None4 H/M Max 600

16"%0%

Kalitta Air

70

0-5 = 108 Hrs6-10 = 126 Hrs11-15 = 144 Hrs16-20 = 162 Hrs 21+ = 180 Hrs

5% 1:1

Cargo AirlinesAtlas Air

5% + 3% None Specified

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

JetBlue Airways(JetBlue)

Virgin America(Red Wood)

Spirit Airlines(Spirit Wings)

FedEx Express(FedEx)

85

>1 = >15 days*1-4 = 15 days

4-5 = 15 days**5-9 = 22 days

9-10 = 22days**10-19 = 29 days19-20=29 days**

+20 = 36 days

None, Pension plan(s) available

Pilot: $61 / mo. Pilot + Family:

$230 / mo

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

UPS(UPS)

6 H/M

Southwest Airlines(Southwest)

Sun Country Airlines

Legacy AirlinesAmerican Airlines(American)

Alaska Airlines(Alaska)

Delta Air Lines(Delta)

None

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

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

22%15%

1-5 = 21 Days6-15 = 1

additional day per year

1-5 = 14 Days6-11 = 21 days12-18 =28 days19+ = 35 days

72

72

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

March 2017 | 43

THE GRIDAdditional Compensation Details

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Group I $104.93 $90,659.52 $153.65 $132,754

Group II $160.28 $138,481.92 $234.67 $202,755

Group II $170.27 $147,113.28 $249.30 $215,395

Group IV $200.20 $172,972.80 $293.11 $253,247

Group V $210.20 $181,612.80 $307.76 $265,905

3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B Contract 2015, as amended

B737 $143.32 75 $128,988 $213.26 $191,934

0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days13-19 = 30 Days20-24 = 35 Days25-30 = 40 Days>31 = 41 Days

5.5 H/MMax 1000 0% 13.50% 20%

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

3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended

747, 777 $219.07 $189,276 $320.71 $277,093

787 $209.85 $181,310 $307.24 $265,455

767-4, A330 $206.91 $178,770 $302.94 $261,740

767-3,2, B757 $183.35 $158,414 $268.45 $231,941

B737-9 $176.74 $152,703 $258.76 $223,569

B737-8 & 7 $175.82 $151,908 $257.42 $222,411

A320/319 $169.66 $146,586 $248.39 $214,609

MD-88/90 $166.62 $143,960 $243.94 $210,764

B717, DC9 $158.19 $136,676 $231.63 $200,128

EMB-195 $132.84 $114,774 $194.48 $168,031EMB-190, CRJ-900 $112.99 $97,623 $165.46 $142,957

3.B.2.d 4.B.1.b* HRxMMGx12 3.B.2.d HRxMMGx12 7.B.1.a 14.D.1 26.C.2 25.B.2 Contract 2014, as amended

B717 $121.53 $109,376 $174.11 $156,699

B767A330 $144.58 $130,119 $207.13 $186,417

A350*

3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 Contract 2010, as amended

B747, B777B787

B767-400$208.59 $175,216 $305.39 $256,528

B757-300 $173.96 $146,126 $254.70 $213,948

B737-900, A321 $167.89 $141,028 $245.80 $206,472

A319 $161.02 $135,257 $235.76 $198,038

3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 Contract 2012 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

3.CC 3.C HRxMMGx12 3.CC HRxMMGx12 9.A.1 10.A 4.C 4.C 5.A Contract 2016, as amended

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

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

1 Day / MonthMax 120 Days 5% 1:2

After 3 years 2.2% up to 6% at 9

years

*A321 coming end of 2015

4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4

A320 family $148.71 $124,916 $218.66 $183,674

E190 $133.82 $112,409 $196.83 $165,337

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

B737 $157.36 85 $160,507 $224.80 $229,296

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

1 TFP / 10 TFP**

Max 1600 TFP9.7% 1:1 -

*85/87/89 TFP based on days in bid period, **Trip for Pay (TFP) is the unit of compensation received.

4.C.1 4.H, 4.M* HRxTFPx12 4.C.1 HRxTFPx12 11.B.2 12.B.1 19.B.2 Contract 2016, as amended

A319A320A321

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

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

15-24 = 28 Days+25 = 35 Days

4 H/MMax 400 9%

EE = $143.90EE+1 = $305.66

EE+1 C = $322.33EE+2 C = $454.73Family = $454.73*

*2010 insurance rates subject to annual increases.

3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended

B737NG $112.93 70 $94,861 $168.55 $141,5820-8 = 15 days9-13 = 22 days+14 = 30 days

4 H/M 4% 2%

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

+1 or family

Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2

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

1-5 = 15 Days+5 = 20 Days

5 H/M80 and 480

Max**

125% of 6% contributed - -

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

Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

B747 $149.33 62 $111,102 $213.32 $158,710 >5 = 14 days<6 = 21 days

1 Day / MonthMax 24

Catastrophic2 Days / Month***No Max

10%** Health 14-25% Dental 20-30%

*First year is 50 hours MMG, Out-Base is 105 hours MMG, **Compan will match 50%, ***Catastrophic sick days acrue at 2 days per month. If the normal bank is full the additional day goes into the catastrophic bank.

3.A.1 3.B.1* HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-AABX Air

B-767 $153.03 68 $124,872.48 $218.61 $178,385.76

>1 = 1 Day/Mo1-5 = 14 Days5-15 = 21 Days15+ = 28 Days

1 Day / MonthNo Max

19 19.D.1 HRxMMGx12 19 HRxMMGx12 10.A 9.A

A380 $186.33 $190,057 $262.84 $268,097

Wide Body $174.15 $177,633 $245.65 $250,563

Narrow Body $153.22 $156,284 $211.75 $215,985

3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Contract 2006 as amended

B747 $168.70 64 $129,562 $249.67 $191,747 1-4 = 14 Days5+ = 21 Days

7 Days on first day; After 1st

year .58 Days / MonthMax 42

>10 2.5%*<10 5%* None >5 Yrs $20/$40**

<6 Yrs No Cost

*The company will match 100% of the amount contributed. **$20 for individual, $40 for family (per mo nth)

5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3

B757, B767,A300, B747,

MD-11$212.69 75 $207,373 $300.00 $292,500

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

5.5 Hours Per Pay Period

No Max12% $50 to $410*

Per Month

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

12.B.2.g 12.D.1 HRxMMGx13* 12.B.2.g HRxMMGx13* 11.A.1.b 9.A.1 15.A.1 6.G Contract 2016 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG FO

Base Pay Top CA pay CABase Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Based on PTO accrual

20%

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

15%0%

0%

5 H/M*Max 60**

1 Yr = 502 Yrs = 753 Yrs = 1004 Yrs = 1255 Yrs = 1456 Yrs = 1707 Yrs = 1958 Yrs = 220

9-19 Yrs = 24020+ Yrs = 270

7.5 H/M without a sick call.

5.65 H/M with a sick call

Max 1080**

20%

EE - $134EE+Child - $177

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

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

Frontier Airlines(Frontier)

Hawaiian Airlines(Hawaiian)

75

1-2 = 15 Days3-4 = 16 Days

5-10 = 21 Days10-11 = 23 Days12-14 = 27 Days15-18 = 29 Days19-24 = 33 Days+25 = 38 Days

$181,793$216.42$121,943$145.17B757, MD-80,A319, A3220

5 H/MMax 1300 Hrs

New hires receive 60 hours after completing

training.

Allegiant Air(Allegiant)

United Airlines(United)

Major Airlines

70

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

70

1 = 7 Days2-4 = 14 Days5-8 = 21 Days9+ = 28 Days

5% at 200%* None4 H/M Max 600

16"%0%

Kalitta Air

70

0-5 = 108 Hrs6-10 = 126 Hrs11-15 = 144 Hrs16-20 = 162 Hrs 21+ = 180 Hrs

5% 1:1

Cargo AirlinesAtlas Air

5% + 3% None Specified

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

JetBlue Airways(JetBlue)

Virgin America(Red Wood)

Spirit Airlines(Spirit Wings)

FedEx Express(FedEx)

85

>1 = >15 days*1-4 = 15 days

4-5 = 15 days**5-9 = 22 days

9-10 = 22days**10-19 = 29 days19-20=29 days**

+20 = 36 days

None, Pension plan(s) available

Pilot: $61 / mo. Pilot + Family:

$230 / mo

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

UPS(UPS)

6 H/M

Southwest Airlines(Southwest)

Sun Country Airlines

Legacy AirlinesAmerican Airlines(American)

Alaska Airlines(Alaska)

Delta Air Lines(Delta)

None

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

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

22%15%

1-5 = 21 Days6-15 = 1

additional day per year

1-5 = 14 Days6-11 = 21 days12-18 =28 days19+ = 35 days

72

72

44 | Aero Crew News Back to Contents

THE GRID

BOS

JFKLGA

ACYPHLEWR

CLT

BWIDCAIAD

ATL

MCO

MIAFLL

ANC

BLI

CLE

CVG

DAL

IAH

DFW

DEN

DTW

HNL

HOU

IND

PHX IWA

LAS

LAX

SFO

LGB

MDWORD

MEM

MSP

OAK

ONT

PDX

PGDPIE

SDF

SEA

SFB

SLC

STL

HKG

CGN

ANC

EWRLAX

MIA

ORD

HNL DOH

GUM

DXB

AVL

March 2017 | 45

THE GRID

ACY Atlantic City, NJ Spirit AirlinesANC Anchorage, AK Alaska Airlines FedEx Express UPSATL Atlanta, GA Delta Air Lines Southwest AirlinesAVL Asheville, NC Allegiant AirBLI Bellingham, WA Allegiant AirBOS Boston, MA American Airlines JetBlue AirwaysBWI Baltimore, MD Southwest AirlinesCGN Cologne, Germany FedEx ExpressCLE Cleveland, OH United AirlinesCLT Charlotte, NC American AirlinesCVG Cincinnati, OH Delta Air LinesDAL Dallas, TX Southwest Airlines Virgin AmericaDCA Washington, DC American AirlinesDEN Denver, CO United Airlines Frontier Airlines Southwest AirlinesDFW Dallas, TX American Airlines Spirit Airlines

DTW Detroit, MI Delta Air Lines Spirit AirlinesDOH Doha, Qatar Qatar AirwaysDXB Dubai, United Emirates

EmiratesEWR Newark, NJ Delta Air Lines United AirlinesFLL Fort Lauderdale, FL Allegiant Air JetBlue Airways Spirit AirlinesGUM Guam United AirlinesHKG Hong Kong FedEx ExpressHNL Honolulu, HI Hawaiian Airlines Allegiant AirHOU Houston, TX Southwest AirlinesIAD Washington, DC United AirlinesIAH Houston, TX United AirlinesIND Indianapolis, IN FedEx ExpressIWA Phoenix, AZ Allegiant AirJFK New York City, NY American Airlines Delta Air Lines JetBlue Airways Virgin America

LAS Las Vegas, NV Allegiant Air Southwest Airlines Spirit AirlinesLAX Los Angeles, CA American Airlines Alaska Airlines Delta Air Lines United Airlines Virgin America FedEx ExpressLGA New York City, NY Delta Air Lines United AirlinesLGB Long Beach, CA JetBlue AirwaysMCO Orlando, FL JetBlue Airways Southwest Airlines Frontier AirlinesMDW Chicago, IL Southwest AirlinesMEM Memphis, TN FedEx ExpressMIA Miami, FL American Airlines UPSMSP Minneapolis, MN Delta Air Lines Sun CountryOAK Oakland, CA Allegiant Air Southwest Airlines

ONT Ontario, CA UPSORD Chicago, IL American Airlines United Airlines Frontier Airlines Spirit AirlinesPDX Portland, OR Alaska AirlinesPGD Punta Gorda, FL Allegiant AirPHL Philadelphia, PA American AirlinesPHX Phoenix, AZ American Airlines Southwest AirlinesPIE St. Petersburg, FL Allegiant AirSDF Louisville, KY UPSSEA Seattle, WA Alaska Airlines Delta Air LinesSFB Orlando, FL Allegiant AirSFO San Francisco, CA United Airlines Virgin AmericaSLC Salt Lake City, UT Delta Air LinesSTL St. Louis, MO American Airlines

46 | Aero Crew News Back to Contents

THE GRID

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$45.26 $40,734 $98.18 $88,362

60-76 Seat A/C**** $49.98 $44,982 $107.83 $97,047

- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2004 as amended, Currently in negotiations

CRJ-200 $46.44 $41,796 $101.80 $91,620

CRJ-700, CRJ-900 $48.48 $43,632 $109.33 $98,397

- 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* 27.A.1 28.A.3Contract 2007 as amended, Currently in negotiations

EMB-120 $37.15 80 $35,664 $76.21 $73,162

CRJ-200 $45.77 $41,193 $106.67 $96,003

CRJ-700 $48.52 $43,668 $113.07 $101,763

EMB-175 $48.70 $43,830 $113.20 $101,880

CRJ-900 $50.00 $45,000 $117.00 $105,300

- 3027.2 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Pilot Agreeemnt signed August 2015

Republic Airways (Republic or Shuttle)

- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.EContract 2015

EMB-145 $89.12 $80,208

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

- LOA** LOA HRxMMGx12 LOA** HRxMMGx12 8 9.A 28.B*** 28.B 28.A.3.bContract 2003 as amended, Currently in negotiations

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

CRJ-200 $38.49 $34,641 $84.03 $75,627

CRJ-900 $39.75 $35,775 $89.96 $80,964

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B 27.A.2 Contract 2013 as amended

CRJ-200 $41.78 $37,602 $98.37 $88,533

CRJ-700CRJ-900 $43.29 $38,961 $106.67 $96,003

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C 27.B.4 Contract 2013 as amended

CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509

- 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended

CRJ-200* $49.24 75 $44,316 $107.67 $96,903

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.B.2 14.A.1 28.B** 28.A 27.D.2.a Contract 2003 as amended

Q-400 $49.43 80.5 $43,770 $119.19 $105,543 < 5 = 14 days> 5 = 28 days 3 H/M 6% None Company

Discretion*MMG based on 35 day bid period

- App. A.D 5.B.1 HRxMMGx12 App. A.B HRxMMGx12 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended

E-170, E-175 $45.80 75 $41,220 $111.24 $100,116

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

> 15 = 28 days

0-2 = 3 H/M2-5 = 3.25 H/M5+ = 3.5 H/M

Max 450

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

None 29% Employee, 34% Family

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

- 3.D 4.A.1 HRxMMGx12 3.D HRxMMGx12 7.A.2** 14.A 28.B.2 - 27.B.2 Contract 2014 as amended

CRJ-700 $37.70 74 $33,478 $96.97 $86,109

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

> 15 = 28 days

0-2 = 2 H/M+2 = 3 H/M

Max 300

1%Veste 100% after 3 YOS

No $85 single, $314 family per month**

Reserve MMG is 70, Line holder MMG is 74, *Company match 100%, **2007 rates

- ? 5.B.2 HRxMMGx12 ? HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2007 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Q-100,Q-300 $40.33 75 $36,297 $89.98 $80,982

> 1 = 5 days***< 1= 5 days

2-7 = 10 days7-13 = 15 days+14 = 20 days

4 H/M

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

10-14 = 10%15-19 = 11&20+ = 12%

1% Set amount** 2016 Max 17%

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

- 3.B 3.C.1 HRxMMGx12 3.A HRxMMGx12 7.A.4 14.A.1 28.B.2 28.B.3 27.B.2 Contract 2013 as amended

ERJ-145 $44.99 75 $40,491 $104.51 $94,059

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

0-2 = 3 H/M3-5 = 3.5 H/M

+6 = 4 H/M450 Max

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

50% Match

None38% Employee,39.5% Emp +2,

50% Family

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

- 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended

ATR-42, C402, BN2 $12.72 40 $26,458 $30.02 $62,442

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%

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

- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract

Saab 340b $39.03 75 $35,127 $83.07 $74,763

B1900D $30.21 75 $27,189 $66.26 $59,634

- 3.L 3.G HRxMMGx12 3.L HRxMMGx12 11.A.1 13.A.1 24.F 24.F 24.B.1 Contract 2011 as amended

All Salary 160 Units of Pay $31,000 Salary $89,650 1.16 Days per

month 5% None $198 per month

Q-200, Q-300,

ERJ-145$45.62 75 $41,058 $106.36 $95,724

1 = 7 days1-5 =14 days

5-11 = 21 days11+ = 28 days

2.5 H/M up to 6%** None 35.0%

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

- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended

B1900D, EMB-120 $33.52 75 $30,168 $56.67 $51,003

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

.94* or 1.56H/M

Equal to other employees None Equal to other

employees

*From zero to 3 years,

- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Contract 2014 as amended

Saab 340A, Saab 340B*

- Need contract

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

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

- HRxMMGx12 HRxMMGx12 Need contract

- HRxMMGx12 HRxMMGx12 Need contract

Q-100 $38.57 $37,027 $79.83 $76,637

ATR-72 $40.50 $38,880 $100.98 $96,941

Q-400 $0 $100.98 $82,400

- 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2009 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

$64.00 $37,440 $84,240$117.00 2 DaysPer Year

B1900C, B19000D,

DH-8

4 H/M160 Max

90dys-5yrs = 3.5hrs/month;

>5 yrs = 4hrs/month

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

Cape Air(Kap)

EMB-170EMB-175 $120.11 $108,099

2.5 H/M

$39.78 75 $35,802

75

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

Horizon Air (Horizon Air)

*25% matching, **First year prorated

Air Wisconsin (Wisconsin)

40% for employee, 75% for family4%*

Silver Airways (Silverwings)

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

7-10 = 21 days+11 = 28 days

Endeavor Air (Flagship)

Envoy formally American Eagle (Envoy)

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

>16yrs = 28 dys

<1yr=<7 dys*** 1-2yrs=7 days

>2yrs=14days >5yrs=21days

>16yrs=28days

Mesa Airlines(Air Shuttle)

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

7-10 = 2.5%10+ = 3.5%

None

2%*

PDO*1 Yr = 4.20 H/M2 Yr = 4.55 H/M3 Yr = 4.90 H/M4 Yr = 5.25 H/M5 Yr = 5.60 H/M6 Yr = 5.95 H/M7 Yr = 6.30 H/M8 Yr = 7.35 H/M9 Yr = 7.70 H/M10 = 8.05 H/M

No Max

50% Match:1-5 = 6%

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

500-2,000 Pilots*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated

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

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

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

27%

None

Under 500 Pilots

Tran States Airlines (Waterski)

PSA Airlines (Bluestreak)

Peninsula Airways(Penisula)

GoJet Airlines (Lindbergh)

Great Lakes Airlines(Lakes Air)

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

> 20 = 28 days

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

CommutAir (CommutAir)

Compass Airlines (Compass)

Piedmont Airlines (Piedmont)

Ameriflight, LLC(AMFlight)

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

insurance provider

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

485 Max75

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

Over 2,000 Pilots

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

75

ExpressJet (LXJT(Accey)

ExpressJet(LASA)(Accey)

SkyWest Airlines (Skywest)

<1 = 14 Days**1-5 = 14 Days6-14 = 21 Days+15 = 28 Days

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

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

75

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

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

Max 500

75

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

7-10 = 21 Days+11 = 28 Days

5 H/MMax 640

(110 above 640***)

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

<5 = 2.5%5<10 = 4%

10<15 = 5%15<20 = 5.5%

20+ = 6%

25%

80

60

75

Island Air(Moku)

None2%

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

*After 5 YOS.1-3 = 1%3-6 = 5%6-8 = 3%

8-10 = 2%10-12 = 1%12+ = 0%

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

8-10 = 8%10-12 = 9%12+ = 10%

0% for employee, full cost for family, after 3rd year then

0% for all

$450-$500 / Mo.$750-$800 / Mo.

Yes**Based on profitability

Corvus Airlines(Raven Flight)

Seaborne Airlines(Seaborne)

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

2.9 HoursPer Week

7.6 H/M480 Max720 Max*

After 90 Days.0193 Per Hour

1.45 H/M***After 2 Years.027 Per Hour

2 H/M***After 5 Years

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

1.2-6%****

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

*CRJ-700 gone by Dec/16; **New-hires are capped at 12th year pay for CA and 4 years for FO. ***<1 is prorated.

None 30%

None 38%

None31% to 35%

1% increases per year

*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.

35% for Legacy PPO Medical Plan

25% for PHPPilot Health Plan

35% for TPOTraditional PPO

Plan

None

None32% for medical

(35% 1/1/15), 25% dental

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

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

T he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was 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.

DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly or yearly, refer to the contract for more information

IBT: International Brotherhood of Teamsters

IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training.

MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee will receive per month. The ability to work more or less is possible, depends on the needs of the company, line holder or reserve and open trips for that month.

Per Diem: The amount of money the company pays the employee for food expenses while gone from base, typically from show time to end of debrief time of that trip. Day trip per diem is taxable while overnight is not.

UTU: United Transportation Union

YOS: Years of Service with the company.

Highlighted blocks indicate best in class.

Gray blocks indicate source of data or date data was obtained 3.C.1 indicates contract section see contract for more information

Sample only; refer to adjacent pages for actual information

Regional Airlines

Airline name and ATC call sign

Abbreviation and definitions:

Blue blocks indicate recent updates

March 2017 | 47

THE GRID

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

EMB-145XREMB-145EMB-135

EV

$7,500 w/ ERJ type*,

$1,000 Referral

$300 / week & $1,400 per

diem to checkride, then MMG

Paid for by company; single

occupancy$1.85/hr May

2007** 1,815 United,American*** ALPA Surface 3 LTE EWR, IAH, ORD,

CLE, DFW***

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

Online Feb/15 4.C.2 Nov/2016 Nov/2016Contract 2004 as amended, Currently in negotiations,

CRJ-200CRJ-700CRJ-900

EV

$7,500 w/ CRJ type*,

$1,000 Referral

$300 / weekPaid for by

company; single occupancy

$1.85/hr June2007** 1,488 Delta,

American ALPA Surface 3 LTE ATL, DFW, DTW

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010

Online 3.C.1 5.A.1 Mar/2016 Apr/2016Contract 2007 as amended, Currently in negotiations;

Total 3,303SkyWest Airlines (Skywest) CRJ-200

CRJ-700CRJ-900EMB-175

OO $7,500* 65 Hours

Paid for by company; dual

occupancy, Company will pay 50% for single room

1.85/hr($1.90/hr

Eff. 1/1/2017)2014 4,000

United,American,

Alaska,Delta

None Surface 3 LTE

COS, DEN, DTW,FAT, IAH, LAX,

MSP, ORD, PDX,PHX, PSP, SEA,SFO, SLC, TUS

SGU**

*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs. **SGU is not a base, only HQ.

3008.19.A 3015.6.A.1 3009.1.A Aug/2016 Aug/2016 Pilot Agreement signed August 2015

Republic Airways (Republic or Shuttle) EMB-170

EMB-175 RW

EMB-145$12,500

EMB-170/5$7,500

$1,600 first mo. then

MMG

Paid for by company; single

occupancy

$1.95/hr Dom$2.50/hr Int.* 3.5 Years 2,105

United,American,

DeltaIBT iPad

CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, JFK

$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins.

10.A.2.a 4.B.1 Nov/2015 Apr/2016Contract 2015

CRJ-700,EMB-145,EMB-175

MQ

Up to $22,100*

plus $20,000 retention bonus**

64 hr MMG + 16 hrs per diem per day

Paid for by company; single

occupancy

$1.85/hr + $0.05

increase in 2018, 2021

& 2024

Oct 2011*** 1,850 American ALPA iPad Air 2 DFW, ORD, LGA

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

Online 4.A 4.B 5.B.1 Dec/2016 Dec/2016Contract 2003 as amended

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

CRJ-200CRJ900 9E $23,000* MMG, but no

per diem

Single Occupancy paid

by company$1.70/hr July

2007 1,587 Delta ALPA JFK, DTW,MSP, LGA

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

Online 3.D.1, 5.D.4 5.D.1 Dec/2015 Mar/2016 Contract 2013 as amended

CRJ-200CRJ-700CRJ-900

OH No - $1000 Referral*

MMG & Per Diem

Paid for by company; single

occupancy$1.75/hr

Hiring Street CAs**

1,186 American ALPA CLT, DAY, TYS

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

5.A.1 Jul/2015 Dec/2015 Contract 2013 as amended

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

YV $30,000*$20,000**

76 Hours during training

Paid for by company; single

occupancy$1.47/hr 4 Months 1,250 United,

American ALPA iPad*** PHX, DFW,IAD, IAH

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

LOA 37 5.A.2 5.B.1 5.A.2 Feb/2016 Feb/2016 Contract 2008 as amended

CRJ-200 ZWNo Bonus, $1000 or

$1250 Ref.*

2.5 hours per day

Paid for by company; single

occupancy

$1.75/hr dom $1.80/hr int

2.5 - 3 Years 750 American 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 LOA 37 Jul/2015 Apr/2016Contract 2003, Pilot data from 10/6/2014 seniority list.

DH-8-Q400 QX None

16 credit hours per

week & per diem

Paid for by company;

double occupancy

$1.80/hr July2014* 635 Alaska IBT ANC, BOI, GEG,

MFR, PDX, SEA

*Upgrade time should be reduced as they explore more growth with the approval of the Alaska Air Group purchase of Virgin America.

5.I.4 6.C 5.G.1 Dec/2016 Dec/2016 Contract 2012 as amended

EMB-175 CP$1,500 Referal Bonus

MMG & Per Diem*

Paid for by company;

double occupancy

$1.65/hr** Sept2015 710 Delta,

American ALPA iPad MSP, LAX, SEA

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

3.H, 5.B 5.B.3 5.B.1 Oct/2016 Dec/2015 Contract 2014 as amended

CRJ-700CRJ-900* G7 $12,000**

$5,000***$23/hr @ 60

hr

Paid for by company; single

occupancy$1.60/hr January

2015 555 United, Delta IBT ORD, RDU, STL, DEN

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

Jan/2017 5.B.3 6.C 5.O Dec/2015 Dec/2015 Contract 2016 as amended

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

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

PI $15,000MMG + 1/2

per diem per day

Paid for by company; single

occupancy$1.70/hr 1,000* Hrs

2,500 TT 420 American ALPA PHL, MDT, ROA, SBY

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

LOA 16 5.D.4 5.A.3 5.D.1 Jul/2016 Jul/2016 Contract 2013 as amended

ERJ-145 AX $30,000* $35.81 @75 hrs

Paid for by company; Single

occupancy$1.90/hr July

2015 600 United,American ALPA iPad IAD, STL, ORD

DEN, RDU

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

3.C.1 5.A.1 5.C.1 Dec/2015 Jun/2016 Contract 2015 as amended

ATR-42C402BN2

9K None 40 Hours per week

Paid for by company; Single

occupancy$37/overnight

Upon Reaching ATP Mins

100Hyannis Air

Service DBA Cape Air

IBT No

New England, New York, Montana, Midwest,

Caribbean &Micronesia (See Notes)

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

3.K.A 6.E.5.A 6.G.1 Dec/2016 Dec/2016 Contract 2012 as amended

Saab 340b 3M $12,000* MMG & Per Diem

Paid for by company; single

occupancy$1.85/hr 18 months 160 Self** IBT FLL, TPA,

MCO, IAD

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

5.C Jul/2015 Jul/2016 Contract 2011 as amended

EMB-120EMB-110

BE1900 & 99SA227C208PA31

AM None

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

Paid for by company; Single

occupancy$1.45/hr Immediate 185

UPSFedExDHL

LantheusACS

Mallinckodt

None iPad

DFW, BFI, PDX, SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA,

BQN, SJU

*Hourly rate in training depends on PIC, SIC and aircraft type.

Oct/2015 Oct/2015

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

C5 Up to $15,000* MMG

Paid for by company; single

occupancy$1.70/hr Oct/2016 370 United ALPA None EWR, IAD, BTV**

*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ

Online 3.G 5.A.8 5.B.3 Dec/2016 Dec/2016 Contract 2015 as amended

B1900DEMB-120 ZK No $36/Day

Paid for by company; dual

occupancy$1.50/hr May

2016 60 UTU DEN, PHX

15 Month, $7,500 training contractrequired for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service.

4.D Dec/2016 Dec/2016 Contract 2014 as amendedSaab 340A, Saab 340B* KS $50/day 2012 120 None ANC, BOS *$1,100/Mo. Base Salary

Oct/2014 Need contract

Oct/2014 Need contract

Apr/2016 Apr/2016 Need contract

3.C.1 11.P.3 4.J.1 Dec/2016 Dec/2016 Contract 2009 as amendedTotal Pilots 20,100

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

ANC

ExpressJet (LXJT) (Accey)

Air Wisconsin (Wisconsin)

Envoy formally American Eagle (Envoy)

Silver Airways (Silverwings)

Ameriflight, LLC(AMFlight)

BB

Peninsula Airways(Penisula)

$30/dom, $50/int

January2013

CommutAir (CommutAir)

DH-8-300S340

Over 2,000 Pilots

Cape Air (Kap)

Horizon Air (Horizon Air)

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

GoJet Airlines (Lindbergh)

Compass Airlines (Compass)

Tran States Airlines (Waterski)

Piedmont Airlines (Piedmont)

ExpressJet (LASA) (Accey)

Mesa Airlines(Air Shuttle)

Great Lakes Airlines (Lakes Air)

iPad

SJU, STX

500 - 2,000 Pilots

Under 500 Pilots

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

Ravn Alaska$40.00 per over night

90

Corvus Airlines(Raven Flight) None, except

during SIMs in SEA, Single

Seaborne Airlines(Seaborne)

NoneB1900C

B19000D*DH-8

No

SelfStreetCaptains

81November2009**

WP

7H

53

None, On a RON,

company will reimburse w/

receipt

MMG*

Island Air(Moku) Paid for by

company; Single occupancy

ATR-72

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

HNLALPA

MMG

General Information

48 | Aero Crew News Back to Contents

THE GRID

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

EMB-145XREMB-145EMB-135

EV

$7,500 w/ ERJ type*,

$1,000 Referral

$300 / week & $1,400 per

diem to checkride, then MMG

Paid for by company; single

occupancy$1.85/hr May

2007** 1,815 United,American*** ALPA Surface 3 LTE EWR, IAH, ORD,

CLE, DFW***

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

Online Feb/15 4.C.2 Nov/2016 Nov/2016Contract 2004 as amended, Currently in negotiations,

CRJ-200CRJ-700CRJ-900

EV

$7,500 w/ CRJ type*,

$1,000 Referral

$300 / weekPaid for by

company; single occupancy

$1.85/hr June2007** 1,488 Delta,

American ALPA Surface 3 LTE ATL, DFW, DTW

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010

Online 3.C.1 5.A.1 Mar/2016 Apr/2016Contract 2007 as amended, Currently in negotiations;

Total 3,303SkyWest Airlines (Skywest) CRJ-200

CRJ-700CRJ-900EMB-175

OO $7,500* 65 Hours

Paid for by company; dual

occupancy, Company will pay 50% for single room

1.85/hr($1.90/hr

Eff. 1/1/2017)2014 4,000

United,American,

Alaska,Delta

None Surface 3 LTE

COS, DEN, DTW,FAT, IAH, LAX,

MSP, ORD, PDX,PHX, PSP, SEA,SFO, SLC, TUS

SGU**

*$7,500 w/ Part 121, 135 or type rating for any turbo jet over 12,500 lbs. **SGU is not a base, only HQ.

3008.19.A 3015.6.A.1 3009.1.A Aug/2016 Aug/2016 Pilot Agreement signed August 2015

Republic Airways (Republic or Shuttle) EMB-170

EMB-175 RW

EMB-145$12,500

EMB-170/5$7,500

$1,600 first mo. then

MMG

Paid for by company; single

occupancy

$1.95/hr Dom$2.50/hr Int.* 3.5 Years 2,105

United,American,

DeltaIBT iPad

CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, JFK

$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins.

10.A.2.a 4.B.1 Nov/2015 Apr/2016Contract 2015

CRJ-700,EMB-145,EMB-175

MQ

Up to $22,100*

plus $20,000 retention bonus**

64 hr MMG + 16 hrs per diem per day

Paid for by company; single

occupancy

$1.85/hr + $0.05

increase in 2018, 2021

& 2024

Oct 2011*** 1,850 American ALPA iPad Air 2 DFW, ORD, LGA

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

Online 4.A 4.B 5.B.1 Dec/2016 Dec/2016Contract 2003 as amended

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

CRJ-200CRJ900 9E $23,000* MMG, but no

per diem

Single Occupancy paid

by company$1.70/hr July

2007 1,587 Delta ALPA JFK, DTW,MSP, LGA

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

Online 3.D.1, 5.D.4 5.D.1 Dec/2015 Mar/2016 Contract 2013 as amended

CRJ-200CRJ-700CRJ-900

OH No - $1000 Referral*

MMG & Per Diem

Paid for by company; single

occupancy$1.75/hr

Hiring Street CAs**

1,186 American ALPA CLT, DAY, TYS

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

5.A.1 Jul/2015 Dec/2015 Contract 2013 as amended

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

YV $30,000*$20,000**

76 Hours during training

Paid for by company; single

occupancy$1.47/hr 4 Months 1,250 United,

American ALPA iPad*** PHX, DFW,IAD, IAH

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

LOA 37 5.A.2 5.B.1 5.A.2 Feb/2016 Feb/2016 Contract 2008 as amended

CRJ-200 ZWNo Bonus, $1000 or

$1250 Ref.*

2.5 hours per day

Paid for by company; single

occupancy

$1.75/hr dom $1.80/hr int

2.5 - 3 Years 750 American 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 LOA 37 Jul/2015 Apr/2016Contract 2003, Pilot data from 10/6/2014 seniority list.

DH-8-Q400 QX None

16 credit hours per

week & per diem

Paid for by company;

double occupancy

$1.80/hr July2014* 635 Alaska IBT ANC, BOI, GEG,

MFR, PDX, SEA

*Upgrade time should be reduced as they explore more growth with the approval of the Alaska Air Group purchase of Virgin America.

5.I.4 6.C 5.G.1 Dec/2016 Dec/2016 Contract 2012 as amended

EMB-175 CP$1,500 Referal Bonus

MMG & Per Diem*

Paid for by company;

double occupancy

$1.65/hr** Sept2015 710 Delta,

American ALPA iPad MSP, LAX, SEA

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

3.H, 5.B 5.B.3 5.B.1 Oct/2016 Dec/2015 Contract 2014 as amended

CRJ-700CRJ-900* G7 $12,000**

$5,000***$23/hr @ 60

hr

Paid for by company; single

occupancy$1.60/hr January

2015 555 United, Delta IBT ORD, RDU, STL, DEN

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

Jan/2017 5.B.3 6.C 5.O Dec/2015 Dec/2015 Contract 2016 as amended

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

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

PI $15,000MMG + 1/2

per diem per day

Paid for by company; single

occupancy$1.70/hr 1,000* Hrs

2,500 TT 420 American ALPA PHL, MDT, ROA, SBY

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

LOA 16 5.D.4 5.A.3 5.D.1 Jul/2016 Jul/2016 Contract 2013 as amended

ERJ-145 AX $30,000* $35.81 @75 hrs

Paid for by company; Single

occupancy$1.90/hr July

2015 600 United,American ALPA iPad IAD, STL, ORD

DEN, RDU

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

3.C.1 5.A.1 5.C.1 Dec/2015 Jun/2016 Contract 2015 as amended

ATR-42C402BN2

9K None 40 Hours per week

Paid for by company; Single

occupancy$37/overnight

Upon Reaching ATP Mins

100Hyannis Air

Service DBA Cape Air

IBT No

New England, New York, Montana, Midwest,

Caribbean &Micronesia (See Notes)

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

3.K.A 6.E.5.A 6.G.1 Dec/2016 Dec/2016 Contract 2012 as amended

Saab 340b 3M $12,000* MMG & Per Diem

Paid for by company; single

occupancy$1.85/hr 18 months 160 Self** IBT FLL, TPA,

MCO, IAD

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

5.C Jul/2015 Jul/2016 Contract 2011 as amended

EMB-120EMB-110

BE1900 & 99SA227C208PA31

AM None

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

Paid for by company; Single

occupancy$1.45/hr Immediate 185

UPSFedExDHL

LantheusACS

Mallinckodt

None iPad

DFW, BFI, PDX, SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA,

BQN, SJU

*Hourly rate in training depends on PIC, SIC and aircraft type.

Oct/2015 Oct/2015

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

C5 Up to $15,000* MMG

Paid for by company; single

occupancy$1.70/hr Oct/2016 370 United ALPA None EWR, IAD, BTV**

*With ATP/CTP: $7,000; Without ATP/CTP: $2,000 free ATP/CTP course; $5/121 PIC qualifying hour up to $8,000 **BTV is only HQ

Online 3.G 5.A.8 5.B.3 Dec/2016 Dec/2016 Contract 2015 as amended

B1900DEMB-120 ZK No $36/Day

Paid for by company; dual

occupancy$1.50/hr May

2016 60 UTU DEN, PHX

15 Month, $7,500 training contractrequired for ALL First Officers. Direct Entry Captains contract is prorated over the first 15 months of service.

4.D Dec/2016 Dec/2016 Contract 2014 as amendedSaab 340A, Saab 340B* KS $50/day 2012 120 None ANC, BOS *$1,100/Mo. Base Salary

Oct/2014 Need contract

Oct/2014 Need contract

Apr/2016 Apr/2016 Need contract

3.C.1 11.P.3 4.J.1 Dec/2016 Dec/2016 Contract 2009 as amendedTotal Pilots 20,100

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Do Business For:

Union EFBs Bases Notes

ANC

ExpressJet (LXJT) (Accey)

Air Wisconsin (Wisconsin)

Envoy formally American Eagle (Envoy)

Silver Airways (Silverwings)

Ameriflight, LLC(AMFlight)

BB

Peninsula Airways(Penisula)

$30/dom, $50/int

January2013

CommutAir (CommutAir)

DH-8-300S340

Over 2,000 Pilots

Cape Air (Kap)

Horizon Air (Horizon Air)

Endeavor Air (Flagship)

PSA Airlines (Bluestreak)

GoJet Airlines (Lindbergh)

Compass Airlines (Compass)

Tran States Airlines (Waterski)

Piedmont Airlines (Piedmont)

ExpressJet (LASA) (Accey)

Mesa Airlines(Air Shuttle)

Great Lakes Airlines (Lakes Air)

iPad

SJU, STX

500 - 2,000 Pilots

Under 500 Pilots

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

Ravn Alaska$40.00 per over night

90

Corvus Airlines(Raven Flight) None, except

during SIMs in SEA, Single

Seaborne Airlines(Seaborne)

NoneB1900C

B19000D*DH-8

No

SelfStreetCaptains

81November2009**

WP

7H

53

None, On a RON,

company will reimburse w/

receipt

MMG*

Island Air(Moku) Paid for by

company; Single occupancy

ATR-72

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

HNLALPA

MMG

General Information

Contractual Work RulesMin Days off

(Line/Reserve)Pay

ProtectionMax

Scheduled Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

12/12 or 11 for reserve in 30

day monthYes* 11 or 13; 15** 539

2 hr DPM***; 3.75 on day off

15 hours min per 4 day trip

None None 100%

100% or 150/200%

when red flag is up

$150 / yr**** Company provided

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

21.D.1.b, 21.D.3.a 3.D.4 5.A & 21.I.4.b - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 -

Contract 2004 as amended, Currently in negotiations

12*/11 Yes 12.5, 14, 13.5, 11** 571 3:45 None 1:2** None 100% Air /

50% ground 150% $17 / month after 90 Days None

*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty;

12.D.2 3.G.4 12.B.1 - 3.F.1 & 2 - 3.F.1 & 2 3.F.1 & 2 8.A.1 & 2 13.G 5.D.4 -Contract 2007 as amended, Currently in negotiations

12 Yes* FAA Part 117 188 4:12 None 1:2** None 100% 150% $100/6 mo*** None

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

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

Republic Airways (Republic or Shuttle)

12 Yes* 14 217 4:12 See Trip Rig 1:2 1:4 75%

100%. Over 87 hours 125%**

Provided by company Company provided

*Only line holders and available for reassignment. **Premium pay when available is 115%, 130% or 150%

23.E.1 3.E & F 23.C.1 - 3.B.2 - 3.B.3 3.B.4 3.G.1 3.C 4.B, C, F -Contract 2015

11 Yes FAA Part 117 616 3.9 Res 3.7 Line None None None 75% in 2017 150% or

200%*

Pilots pay 50% except leather jacket 100%

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

10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -Contract 2003 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

11 Yes 14 501 4 None None None 100% 150%200%**

New hires pay 50%, all others

get $240 per year*None

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

3.R.4 3.N.1 12.H.1 - 3.H.1 - - - 8.A 3.M.3 18.C, 18.H 26.A.1 Contract 2013 as amended

11 Yes* 13 , 14.5 on CDO 195 3.5** None None None 50%** 125% or

150%*** $400**** None

*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS

12.D.1 3.i.1 12,A1 - 4.D - - - 3.L 3.J 17.B.2.A - Contract 2013 as amended

11 Yes* FAA Part 117 205 None None None None 50% 100% or 200%**

Company pays half of blazer and

pants onlyNone

*To line guarantee, **200% for junior manning and improper reassignments.

12.B 3.G 12 - - - - 6.A 3.H.1 5.E.2 - Contract 2008 as ammended

12/12 Yes* 12, 14 or 13** 294 3 hours or Duty Rig

See Trip Rig 1:2 1:4 100% 150% or

200%*** $260 / yr**** $50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***At the discretion of the company. ****After completing first year

25.E.8.a 3.D 12.B.1 - 3.C.1.c - 3.C.1.a 3.C.1.b 3.E 3.B.1/LOA 37 18.C.2 18.E Contract 2003 as ammended

13* Yes FAA Part 117 239 4** See Trip Rig 50%*** 25**** 100% 150% or

200***** $200 None

*Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation

7.A.4.a 5.B.3 7.A.2.a - 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.4.2.d 26.M.5.A - Contract 2012 as ammended

11 or 12* Yes** FAA Part 117 392 4 None None None 80% air*** 75% ground 100%****

Company pays 1/2 of initial

uniform, $20/mo allowance

None

*12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company

12.E 4.D 12.C.3 - 4.B.1 - - - 8.A 3.G 26.3 26.C.1 Contract 2014 as amended

11/12 Yes FAA Part 117 165 4* 4* None None 75%100% 2 DOS

150%200%** $25 / Month None

*With restrictions, report before Noon, finish after 5pm, **At company discreation,

7.A.2.a 5.B.1 7.B - 5.B.1 5.B.1 - - 5.E 5.D 26.L.5 - Contract 2016 as ammended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

11 Yes 14 185 4 4 per day* None None 75% air; 50%

ground 100%** $25 / month None*See examples in refenced contract section, **Unless available for premium pay

25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended

12 line holders 11 reserves Yes* 14 246 4** None None None 100% 150%

200%*** $25 / month None

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

25.B.3.a.2 & d.2 3.F 12.E.1 - LOA 2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended

10 Yes 14 170 5 None* None* None* 100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

Yes as needed

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

14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended

11 Yes* 14 161 3, 4 on lost day

Greater of min day, credit,

duty rig

1:2 None50% for first 5

hours, then 100%

100% $150 / yr** None

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

6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended

Fly 4-5 days per week Yes FAA 135 NA NA NA NA NA 100% 100% None None

12/11 Yes 14 131 3.75 None None None 75% 100%*$17.50 per

month($210 / yr)

None

*Additionaly incentive offered at company discretion,

25.C.1-25.C.2 3.E.1 12.B.1 - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2015 as amended

10 No 14 or 15* 59 3.75 None None None 50% 100% $200 per year after first year None

*For continuous duty overnights, **and every two years thereafter

3.C.2 - 18.C.1 - 18.B.5 - - - 3.C.4 18.J.1.b 19.D - Contract 2014 as amended

5 on 2 off

13

10 No FAA Part 117 NA 2.4 0 0 0 30% 100%New Hire Paid by

Company then $80 per year

No

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

ReserveYes*** FAA Part 117 123 3.8 None None None 100% 150%

Company issues 3 shirts, pants,

replaces as wornNone

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

10.C.1.d; 10.C.1.e.(4) 4.E.1 10.B 4.B - - - 4.F.1 4.A.4 15.AA -

Contract 2009 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

SkyWest Airlines (Skywest)

Envoy formally American Eagle (Envoy)

ExpressJet (LXJT)(Accey)

ExpressJet(LASA)(Accey)

Silver Airways (Silverwings)

Mesa Airlines(Air Shuttle)

PSA Airlines(Bluestreak)

GoJet Airlines (Lindbergh)

500 - 2,000 PilotsEndeavor Air (Flagship)

Over 2,000 Pilots

Island Air(Moku)

Air Wisconsin (Wisconsin)

Cape Air(Kap)

CommutAir (CommutAir)

Compass Airlines (Compass)

Corvus Airlines(Raven Flight)

Seaborne Airlines(Seaborne)

Peninsula Airways(Penisula)

Piedmont Airlines (Piedmont)

Great Lakes Airlines (Lakes Air)

Horizon Air (Horizon Air)

Ameriflight, LLC(AMFlight)

Under 500 Pilots

Tran States Airlines (Waterski)

March 2017 | 49

THE GRID

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

12/12 or 11 for reserve in 30

day monthYes* 11 or 13; 15** 539

2 hr DPM***; 3.75 on day off

15 hours min per 4 day trip

None None 100%

100% or 150/200%

when red flag is up

$150 / yr**** Company provided

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

21.D.1.b, 21.D.3.a 3.D.4 5.A & 21.I.4.b - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 -

Contract 2004 as amended, Currently in negotiations

12*/11 Yes 12.5, 14, 13.5, 11** 571 3:45 None 1:2** None 100% Air /

50% ground 150% $17 / month after 90 Days None

*Bid period with 30 days line holder is only 11 days off; **Based on start time ***1:1 after 12 hours of duty;

12.D.2 3.G.4 12.B.1 - 3.F.1 & 2 - 3.F.1 & 2 3.F.1 & 2 8.A.1 & 2 13.G 5.D.4 -Contract 2007 as amended, Currently in negotiations

12 Yes* FAA Part 117 188 4:12 None 1:2** None 100% 150% $100/6 mo*** None

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

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

Republic Airways (Republic or Shuttle)

12 Yes* 14 217 4:12 See Trip Rig 1:2 1:4 75%

100%. Over 87 hours 125%**

Provided by company Company provided

*Only line holders and available for reassignment. **Premium pay when available is 115%, 130% or 150%

23.E.1 3.E & F 23.C.1 - 3.B.2 - 3.B.3 3.B.4 3.G.1 3.C 4.B, C, F -Contract 2015

11 Yes FAA Part 117 616 3.9 Res 3.7 Line None None None 75% in 2017 150% or

200%*

Pilots pay 50% except leather jacket 100%

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

10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -Contract 2003 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

11 Yes 14 501 4 None None None 100% 150%200%**

New hires pay 50%, all others

get $240 per year*None

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

3.R.4 3.N.1 12.H.1 - 3.H.1 - - - 8.A 3.M.3 18.C, 18.H 26.A.1 Contract 2013 as amended

11 Yes* 13 , 14.5 on CDO 195 3.5** None None None 50%** 125% or

150%*** $400**** None

*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS

12.D.1 3.i.1 12,A1 - 4.D - - - 3.L 3.J 17.B.2.A - Contract 2013 as amended

11 Yes* FAA Part 117 205 None None None None 50% 100% or 200%**

Company pays half of blazer and

pants onlyNone

*To line guarantee, **200% for junior manning and improper reassignments.

12.B 3.G 12 - - - - 6.A 3.H.1 5.E.2 - Contract 2008 as ammended

12/12 Yes* 12, 14 or 13** 294 3 hours or Duty Rig

See Trip Rig 1:2 1:4 100% 150% or

200%*** $260 / yr**** $50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***At the discretion of the company. ****After completing first year

25.E.8.a 3.D 12.B.1 - 3.C.1.c - 3.C.1.a 3.C.1.b 3.E 3.B.1/LOA 37 18.C.2 18.E Contract 2003 as ammended

13* Yes FAA Part 117 239 4** See Trip Rig 50%*** 25**** 100% 150% or

200***** $200 None

*Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation

7.A.4.a 5.B.3 7.A.2.a - 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.4.2.d 26.M.5.A - Contract 2012 as ammended

11 or 12* Yes** FAA Part 117 392 4 None None None 80% air*** 75% ground 100%****

Company pays 1/2 of initial

uniform, $20/mo allowance

None

*12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company

12.E 4.D 12.C.3 - 4.B.1 - - - 8.A 3.G 26.3 26.C.1 Contract 2014 as amended

11/12 Yes FAA Part 117 165 4* 4* None None 75%100% 2 DOS

150%200%** $25 / Month None

*With restrictions, report before Noon, finish after 5pm, **At company discreation,

7.A.2.a 5.B.1 7.B - 5.B.1 5.B.1 - - 5.E 5.D 26.L.5 - Contract 2016 as ammended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

11 Yes 14 185 4 4 per day* None None 75% air; 50%

ground 100%** $25 / month None*See examples in refenced contract section, **Unless available for premium pay

25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended

12 line holders 11 reserves Yes* 14 246 4** None None None 100% 150%

200%*** $25 / month None

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

25.B.3.a.2 & d.2 3.F 12.E.1 - LOA 2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended

10 Yes 14 170 5 None* None* None* 100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

Yes as needed

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

14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended

11 Yes* 14 161 3, 4 on lost day

Greater of min day, credit,

duty rig

1:2 None50% for first 5

hours, then 100%

100% $150 / yr** None

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

6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended

Fly 4-5 days per week Yes FAA 135 NA NA NA NA NA 100% 100% None None

12/11 Yes 14 131 3.75 None None None 75% 100%*$17.50 per

month($210 / yr)

None

*Additionaly incentive offered at company discretion,

25.C.1-25.C.2 3.E.1 12.B.1 - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2015 as amended

10 No 14 or 15* 59 3.75 None None None 50% 100% $200 per year after first year None

*For continuous duty overnights, **and every two years thereafter

3.C.2 - 18.C.1 - 18.B.5 - - - 3.C.4 18.J.1.b 19.D - Contract 2014 as amended

5 on 2 off

13

10 No FAA Part 117 NA 2.4 0 0 0 30% 100%New Hire Paid by

Company then $80 per year

No

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

ReserveYes*** FAA Part 117 123 3.8 None None None 100% 150%

Company issues 3 shirts, pants,

replaces as wornNone

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

10.C.1.d; 10.C.1.e.(4) 4.E.1 10.B 4.B - - - 4.F.1 4.A.4 15.AA -

Contract 2009 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

SkyWest Airlines (Skywest)

Envoy formally American Eagle (Envoy)

ExpressJet (LXJT)(Accey)

ExpressJet(LASA)(Accey)

Silver Airways (Silverwings)

Mesa Airlines(Air Shuttle)

PSA Airlines(Bluestreak)

GoJet Airlines (Lindbergh)

500 - 2,000 PilotsEndeavor Air (Flagship)

Over 2,000 Pilots

Island Air(Moku)

Air Wisconsin (Wisconsin)

Cape Air(Kap)

CommutAir (CommutAir)

Compass Airlines (Compass)

Corvus Airlines(Raven Flight)

Seaborne Airlines(Seaborne)

Peninsula Airways(Penisula)

Piedmont Airlines (Piedmont)

Great Lakes Airlines (Lakes Air)

Horizon Air (Horizon Air)

Ameriflight, LLC(AMFlight)

Under 500 Pilots

Tran States Airlines (Waterski)

Contractual Work Rules

50 | Aero Crew News Back to Contents

THE GRID Additional Compensation Details

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$45.26 $40,734 $98.18 $88,362

60-76 Seat A/C**** $49.98 $44,982 $107.83 $97,047

- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2004 as amended, Currently in negotiations

CRJ-200 $46.44 $41,796 $101.80 $91,620

CRJ-700, CRJ-900 $48.48 $43,632 $109.33 $98,397

- 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* 27.A.1 28.A.3Contract 2007 as amended, Currently in negotiations

CRJ-200 $45.77 $41,193 $106.67 $96,003

CRJ-700 $48.52 $43,668 $113.07 $101,763

EMB-175 $48.70 $43,830 $113.20 $101,880

CRJ-900 $50.00 $45,000 $117.00 $105,300

- 3027.2 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Pilot Agreeemnt signed August 2015

Republic Airways (Republic or Shuttle)

- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.EContract 2015

EMB-145 $89.12 $80,208

EMB-175 $93.90 $84,510

- LOA** LOA HRxMMGx12 LOA* HRxMMGx12 8 9.A 28.B** 28.B 28.A.3.bContract 2003 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

CRJ-200 $38.49 $34,641 $84.03 $75,627

CRJ-900 $39.75 $35,775 $89.96 $80,964

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B 27.A.2 Contract 2013 as amended

CRJ-200 $41.78 $37,602 $98.37 $88,533

CRJ-700CRJ-900 $43.29 $38,961 $106.67 $96,003

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C 27.B.4 Contract 2013 as amended

CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$104.39 $95,204

- 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended

CRJ-200* $49.98 75 $44,982 $109.29 $98,361

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.B.2 14.A.1 28.B** 28.A 27.D.2.a Contract 2003 as amended

Q-400 $49.43 80.5 $41,383 $119.19 $99,786 < 5 = 14 days> 5 = 28 days 3 H/M 6% None Company

Discretion

*MMG based on 35 day bid period. Approximately 10.4 bid periods per year

- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended

E-170, E-175 $45.80 75 $41,220 $111.24 $100,116

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

> 15 = 28 days

0-2 = 3 H/M2-5 = 3.25 H/M5+ = 3.5 H/M

Max 450

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

None 29% Employee, 34% Family

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

- 3.D 4.A.1 HRxMMGx12 3.D HRxMMGx12 7.A.2** 14.A 28.B.2 - 27.B.2 Contract 2014 as amended

CRJ-700 $44.33 75 $39,897 $111.24 $98,781

> 1= 7 days2-5 = 14 days

6-13 = 21 days+14 = 28 days

0-2 = 2 H/M2-6 = 3 H/M+6 = 4 H/M

Max 300

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

None

Emp: $147.78Emp + 1: $363.85Emp + 2 or more

$554.44

Reserve MMG is 70, Line holder MMG is 74, *Company match 50%

- 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Q-100,Q-300 $40.33 75 $36,297 $89.98 $80,982

> 1 = 5 days***< 1= 5 days

2-7 = 10 days7-13 = 15 days+14 = 20 days

4 H/M

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

10-14 = 10%15-19 = 11&20+ = 12%

1% Set amount** 2016 Max 17%

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

- 3.B 3.C.1 HRxMMGx12 3.A HRxMMGx12 7.A.4 14.A.1 28.B.2 28.B.3 27.B.2 Contract 2013 as amended

ERJ-145 $44.99 75 $40,491 $104.51 $94,059

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

0-2 = 3 H/M3-5 = 3.5 H/M

+6 = 4 H/M450 Max

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

50% Match

None 35% Employee,35.9% Emp +2

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

- 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended

ATR-42, C402, BN2 $12.72 40 $26,458 $30.02 $62,442

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%

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

- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract

Saab 340b $39.03 75 $35,127 $83.07 $74,763

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

7-10 = 21 days+11 = 28 days

4 H/M160 Max 4%* None 40% for employee,

75% for family

*25% matching, **First year prorated

- 3.L 3.G HRxMMGx12 3.L HRxMMGx12 11.A.1 13.A.1 24.F 24.F 24.B.1 Contract 2011 as amended

All Salary 160 Units of Pay $31,000 Salary $89,650 1.16 Days per

month 5% None $198 per month

Q-200, Q-300,

ERJ-145$45.62 75 $41,058 $106.36 $95,724

1 = 7 days1-5 =14 days

5-11 = 21 days11+ = 28 days

2.5 H/M up to 6%** None 35.0%

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

- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended

B1900D, EMB-120 $42.40 75 $38,160 $57.51 $51,759

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

.94* or 1.56H/M

Equal to other employees None Equal to other

employees

*From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC

- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Contract 2014 as amended

Saab 340A, Saab 340B*

- Need contract

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

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

- HRxMMGx12 HRxMMGx12 Need contract

- HRxMMGx12 HRxMMGx12 Need contract

Q-100 $38.57 $37,027 $79.83 $76,637

ATR-72 $40.50 $38,880 $100.98 $96,941

Q-400 $0 $100.98 $82,400

- 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2009 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Seaborne Airlines(Seaborne)

32% for medical (35% 1/1/15), 25%

dental

2.9 HoursPer Week

PSA Airlines (Bluestreak)

Peninsula Airways(Penisula)

GoJet Airlines (Lindbergh)

Great Lakes Airlines(Lakes Air)

CommutAir (CommutAir)

Compass Airlines (Compass)

Piedmont Airlines (Piedmont)

Ameriflight, LLC(AMFlight)

75

Horizon Air (Horizon Air)

Air Wisconsin (Wisconsin)

Silver Airways (Silverwings)

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

$37.96 76 $34,620

*Based on profitability

Corvus Airlines(Raven Flight)

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

7-10 = 2.5%10+ = 3.5%

2%*

None

Under 500 Pilots

SkyWest Airlines (Skywest)

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

Based on rates set by company and

insurance provider

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

485 Max

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

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

Endeavor Air (Flagship)

<5 = 2.5%5<10 = 4%

10<15 = 5%15<20 = 5.5%

20+ = 6%

25%

Mesa Airlines(Air Shuttle)

None

PDO*1 Yr = 4.20 H/M2 Yr = 4.55 H/M3 Yr = 4.90 H/M4 Yr = 5.25 H/M5 Yr = 5.60 H/M6 Yr = 5.95 H/M7 Yr = 6.30 H/M8 Yr = 7.35 H/M9 Yr = 7.70 H/M10 = 8.05 H/M

No Max

50% Match:1-5 = 6%

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

500-2,000 Pilots*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated

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

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

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

27%

38%

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

*New-hires are capped at 12th year pay for CA and 4 years for FO. **<1 is prorated.

None 30%

None31% to 35%

1% increases per year

*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.

35% for Legacy PPO Medical Plan

25% for PHPPilot Health Plan

35% for TPOTraditional PPO

Plan

None

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

1-4 = 3.5%5-9 = 5.25%

10-14 = 6.4%15-19 = 7%20+ = 8%

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

After 90 Days.0193 Per Hour

1.45 H/M***After 2 Years.027 Per Hour

2 H/M***After 5 Years

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

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

5 H/MMax 640

(110 above 640***)

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

80

60

75

Island Air(Moku)

None2%

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

*After 5 YOS.1-3 = 1%3-6 = 5%6-8 = 3%

8-10 = 2%10-12 = 1%12+ = 0%

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

8-10 = 8%10-12 = 9%12+ = 10%

0% for employee, full cost for family, after 3rd year then

0% for all

$450-$500 / Mo.$750-$800 / Mo.

Yes*

7.6 H/M480 Max720 Max*

$64.00 $37,440 $84,240$117.00 2 DaysPer Year

B1900C, B19000D,

DH-8

90dys-5yrs = 3.5hrs/month;

>5 yrs = 4hrs/month

Over 2,000 Pilots

75

ExpressJet (LXJT(Accey)

ExpressJet(LASA)(Accey)

<1 = 14 Days**1-5 = 14 Days6-14 = 21 Days+15 = 28 Days

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

75

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

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

Max 500

75

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

7-10 = 21 Days+11 = 28 Days

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

Cape Air(Kap)

EMB-170EMB-175 $120.11 $108,099

2.5 H/M

$39.78 75 $35,802

75

Tran States Airlines (Waterski)

Envoy formally American Eagle (Envoy)

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

>16yrs = 28 dys

<1yr=<7 dys*** 1-2yrs=7 days

>2yrs=14days >5yrs=21days

>16yrs=28days

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

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

> 20 = 28 days

None

March 2017 | 51

THE GRID

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$45.26 $40,734 $98.18 $88,362

60-76 Seat A/C**** $49.98 $44,982 $107.83 $97,047

- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2004 as amended, Currently in negotiations

CRJ-200 $46.44 $41,796 $101.80 $91,620

CRJ-700, CRJ-900 $48.48 $43,632 $109.33 $98,397

- 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* 27.A.1 28.A.3Contract 2007 as amended, Currently in negotiations

CRJ-200 $45.77 $41,193 $106.67 $96,003

CRJ-700 $48.52 $43,668 $113.07 $101,763

EMB-175 $48.70 $43,830 $113.20 $101,880

CRJ-900 $50.00 $45,000 $117.00 $105,300

- 3027.2 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Pilot Agreeemnt signed August 2015

Republic Airways (Republic or Shuttle)

- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.EContract 2015

EMB-145 $89.12 $80,208

EMB-175 $93.90 $84,510

- LOA** LOA HRxMMGx12 LOA* HRxMMGx12 8 9.A 28.B** 28.B 28.A.3.bContract 2003 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

CRJ-200 $38.49 $34,641 $84.03 $75,627

CRJ-900 $39.75 $35,775 $89.96 $80,964

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A.3.b 14.A 28.B 28.B 27.A.2 Contract 2013 as amended

CRJ-200 $41.78 $37,602 $98.37 $88,533

CRJ-700CRJ-900 $43.29 $38,961 $106.67 $96,003

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.A 14.A 28.C** 28.C 27.B.4 Contract 2013 as amended

CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$104.39 $95,204

- 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended

CRJ-200* $49.98 75 $44,982 $109.29 $98,361

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

- 3.A.1 4.A HRxMMGx12 3.A.1 HRxMMGx12 7.B.2 14.A.1 28.B** 28.A 27.D.2.a Contract 2003 as amended

Q-400 $49.43 80.5 $41,383 $119.19 $99,786 < 5 = 14 days> 5 = 28 days 3 H/M 6% None Company

Discretion

*MMG based on 35 day bid period. Approximately 10.4 bid periods per year

- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended

E-170, E-175 $45.80 75 $41,220 $111.24 $100,116

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

> 15 = 28 days

0-2 = 3 H/M2-5 = 3.25 H/M5+ = 3.5 H/M

Max 450

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

None 29% Employee, 34% Family

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

- 3.D 4.A.1 HRxMMGx12 3.D HRxMMGx12 7.A.2** 14.A 28.B.2 - 27.B.2 Contract 2014 as amended

CRJ-700 $44.33 75 $39,897 $111.24 $98,781

> 1= 7 days2-5 = 14 days

6-13 = 21 days+14 = 28 days

0-2 = 2 H/M2-6 = 3 H/M+6 = 4 H/M

Max 300

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

None

Emp: $147.78Emp + 1: $363.85Emp + 2 or more

$554.44

Reserve MMG is 70, Line holder MMG is 74, *Company match 50%

- 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Q-100,Q-300 $40.33 75 $36,297 $89.98 $80,982

> 1 = 5 days***< 1= 5 days

2-7 = 10 days7-13 = 15 days+14 = 20 days

4 H/M

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

10-14 = 10%15-19 = 11&20+ = 12%

1% Set amount** 2016 Max 17%

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

- 3.B 3.C.1 HRxMMGx12 3.A HRxMMGx12 7.A.4 14.A.1 28.B.2 28.B.3 27.B.2 Contract 2013 as amended

ERJ-145 $44.99 75 $40,491 $104.51 $94,059

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

0-2 = 3 H/M3-5 = 3.5 H/M

+6 = 4 H/M450 Max

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

50% Match

None 35% Employee,35.9% Emp +2

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

- 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended

ATR-42, C402, BN2 $12.72 40 $26,458 $30.02 $62,442

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%

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

- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract

Saab 340b $39.03 75 $35,127 $83.07 $74,763

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

7-10 = 21 days+11 = 28 days

4 H/M160 Max 4%* None 40% for employee,

75% for family

*25% matching, **First year prorated

- 3.L 3.G HRxMMGx12 3.L HRxMMGx12 11.A.1 13.A.1 24.F 24.F 24.B.1 Contract 2011 as amended

All Salary 160 Units of Pay $31,000 Salary $89,650 1.16 Days per

month 5% None $198 per month

Q-200, Q-300,

ERJ-145$45.62 75 $41,058 $106.36 $95,724

1 = 7 days1-5 =14 days

5-11 = 21 days11+ = 28 days

2.5 H/M up to 6%** None 35.0%

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

- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended

B1900D, EMB-120 $42.40 75 $38,160 $57.51 $51,759

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

.94* or 1.56H/M

Equal to other employees None Equal to other

employees

*From zero to 3 years, **$3500 in yearly cash incentives for EMB 120 FO, $5000 for BE 1900 PIC and $7500 for EMB 120 PIC

- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Contract 2014 as amended

Saab 340A, Saab 340B*

- Need contract

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

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

- HRxMMGx12 HRxMMGx12 Need contract

- HRxMMGx12 HRxMMGx12 Need contract

Q-100 $38.57 $37,027 $79.83 $76,637

ATR-72 $40.50 $38,880 $100.98 $96,941

Q-400 $0 $100.98 $82,400

- 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2009 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

Seaborne Airlines(Seaborne)

32% for medical (35% 1/1/15), 25%

dental

2.9 HoursPer Week

PSA Airlines (Bluestreak)

Peninsula Airways(Penisula)

GoJet Airlines (Lindbergh)

Great Lakes Airlines(Lakes Air)

CommutAir (CommutAir)

Compass Airlines (Compass)

Piedmont Airlines (Piedmont)

Ameriflight, LLC(AMFlight)

75

Horizon Air (Horizon Air)

Air Wisconsin (Wisconsin)

Silver Airways (Silverwings)

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

$37.96 76 $34,620

*Based on profitability

Corvus Airlines(Raven Flight)

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

7-10 = 2.5%10+ = 3.5%

2%*

None

Under 500 Pilots

SkyWest Airlines (Skywest)

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

Based on rates set by company and

insurance provider

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

485 Max

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

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

Endeavor Air (Flagship)

<5 = 2.5%5<10 = 4%

10<15 = 5%15<20 = 5.5%

20+ = 6%

25%

Mesa Airlines(Air Shuttle)

None

PDO*1 Yr = 4.20 H/M2 Yr = 4.55 H/M3 Yr = 4.90 H/M4 Yr = 5.25 H/M5 Yr = 5.60 H/M6 Yr = 5.95 H/M7 Yr = 6.30 H/M8 Yr = 7.35 H/M9 Yr = 7.70 H/M10 = 8.05 H/M

No Max

50% Match:1-5 = 6%

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

500-2,000 Pilots*Pay based on DOS+2 years, 1% increases every year; **Based on YOS, ***>1 year prorated

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

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

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

27%

38%

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

*New-hires are capped at 12th year pay for CA and 4 years for FO. **<1 is prorated.

None 30%

None31% to 35%

1% increases per year

*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.

35% for Legacy PPO Medical Plan

25% for PHPPilot Health Plan

35% for TPOTraditional PPO

Plan

None

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

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

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

After 90 Days.0193 Per Hour

1.45 H/M***After 2 Years.027 Per Hour

2 H/M***After 5 Years

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

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

5 H/MMax 640

(110 above 640***)

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

80

60

75

Island Air(Moku)

None2%

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

*After 5 YOS.1-3 = 1%3-6 = 5%6-8 = 3%

8-10 = 2%10-12 = 1%12+ = 0%

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

8-10 = 8%10-12 = 9%12+ = 10%

0% for employee, full cost for family, after 3rd year then

0% for all

$450-$500 / Mo.$750-$800 / Mo.

Yes*

7.6 H/M480 Max720 Max*

$64.00 $37,440 $84,240$117.00 2 DaysPer Year

B1900C, B19000D,

DH-8

90dys-5yrs = 3.5hrs/month;

>5 yrs = 4hrs/month

Over 2,000 Pilots

75

ExpressJet (LXJT(Accey)

ExpressJet(LASA)(Accey)

<1 = 14 Days**1-5 = 14 Days6-14 = 21 Days+15 = 28 Days

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

75

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

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

Max 500

75

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

7-10 = 21 Days+11 = 28 Days

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

Cape Air(Kap)

EMB-170EMB-175 $120.11 $108,099

2.5 H/M

$39.78 75 $35,802

75

Tran States Airlines (Waterski)

Envoy formally American Eagle (Envoy)

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

>16yrs = 28 dys

<1yr=<7 dys*** 1-2yrs=7 days

>2yrs=14days >5yrs=21days

>16yrs=28days

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

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

> 20 = 28 days

None

Additional Compensation Details

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

52 | Aero Crew News Back to Contents

THE GRID

BOS

JFK HPNPHLEWR

CLT

BWIDCA

IAD

ATL

MCO

MIAFLL

ANC

CLE

CVG

IAH

DFW

DEN

DTW

HNL

IND

PHX

LAX

SFO

ORD

MSP

ONT

PDX

SDF

SEA

SLC

STL

ABQ Albuquerque, NM Ameriflight, LLCACK Nantucket, MA Cape AirALB Albany, NY Cape AirANC Anchorage, AK Horizon Air Peninsula Airways Corvus Airlines

ATL Atlanta, GA ExpressJet AirlinesAUG Augusta, ME Cape AirBFI Seattle, WA Ameriflight, LLCBIL Billings, MT Cape Air

BOI Boise, ID Horizon AirBOS Boston, MA Peninsula Airways Cape AirBQN Aguadilla, PR Ameriflight, LLCBUF Buffalo, NY Ameriflight, LLC

BUR Burbank, CA Ameriflight, LLCCGI Cape Girardeau, MO Cape AirCLE Cleveland, OH ExpressJet AirlinesCLT Charlotte, NC PSA AirlinesCMH Columbus, OH Republic Airways

ABQ

BFI

BOI

BUF

BUR

CMHDAYFAT

GEG

GSO

LAN

MCI

MDT

MFR

MHT

OMA

ORF

PIT

PSP

RDUROA

SAT

SBY

TPA

TUS

TYS

SJU EIS

STTSTX

MAZ

ACK

ALB

AUGBIL

CGI

EWB

GDVGGW

OLFHVR

SDY

LGA

HYA

LEBMSS

MVY

OGSPVC

PVD

RKD

RUTSLK

IRK

MWAOWB

TBN

UIN

March 2017 | 53

THE GRID

CVG Cincinnati, OH Ameriflight, LLCDAY Dayton, OH PSA AirlinesDCA Washington, DC Republic Airways Air WisconsinDEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes AirlinesDFW Dallas, TX ExpressJet Airlines Envoy Ameriflight, LLC Mesa AirlinesDTW Detroit, MI ExpressJet Airlines Endeavor Air Compass AirlinesEIS Tortola, BVI Cape AirEWB New Bedford, MA Cape AirEWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight, LLC CommutAirFAT Fresno, CA Skywest AirlinesFLL Fort Lauderdale, FL Silver AirwaysGDV Glendive, MT Cape AirGEG Spokane, WA Horizon AirGGW Glasgow, MT Cape AirGSO Greensboro, NC Republic AirwaysGUM Guam Cape AirHNL Honolulu, HI Island AirHPN White Plains, NY Cape AirHVR Havre, MT Cape AirHYA Hyannis, MA Cape Air

IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAirIAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa AirlinesIND Indianapolis, IN Republic AirwaysIRK Kirksville, MO Cape AirJFK New York City, NY Republic Airways Endeavor AirLAN Lansing, MI Ameriflight, LLCLAX Los Angeles, CA Skywest Airlines Compass AirlinesLEB Lebanon, NH Cape AirLGA New York City, NY Republic Airways Endeavor Air Air WisconsinMAZ Mayaguez, PR Cape AirMCI Kansas City, MO Republic AirwaysMCO Orlando, FL Silver AirwaysMDT Harrisburg, PA Piedmont AirlinesMFR Medford, OR Horizon AirMHT Manchester, NH Ameriflight, LLCMIA Miami, FL Republic Airways Ameriflight, LLCMSP Minneapolis, MN Skywest Airlines Endeavor Air Compass Airlines

MSS Massena, NY Cape AirMVY Martha’s Vineyard, MA Cape Air

MWA Marion, IL Cape AirOGS Ogdebsburg, NY Cape AirOLF Wolf Point, MT Cape AirOMA Omaha, NE Ameriflight, LLCONT Ontario, CA Ameriflight, LLCORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States AirlinesORF Norfolk, VA Air WisconsinOWB Owensboro, KY Cape AirPDX Portland, OR Skywest Airlines Horizon Air Ameriflight, LLCPHL Philadelphia, PA Republic Airways Air Wisconsin Piedmont AirlinesPHX Phoenix, AZ Skywest Airlines Mesa Airlines Ameriflight, LLC Great Lakes AirlinesPIT Pittsburgh, PA Republic AirwaysPSP Palm Springs, CA Skywest AirlinesPVC Provincetown, MA Cape AirPVD Providence, RI Cape AirRDU Raleigh-Durham, NC GoJet AirlinesRKD Rockland, ME Cape AirROA Roanoke, VA Piedmont AirlinesRUT Rutland, VT Cape Air

SAT San Antonio, TX Ameriflight, LLCSBY Salisbury, MD Piedmont AirlinesSDF Louisville, KY Ameriflight, LLCSDY Sidney, MT Cape AirSEA Seattle, WA Skywest Airlines Horizon Air Compass AirlinesSFO San Francisco, CA Skywest Airlines Ameriflight, LLCSJU San Juan, PR Ameriflight, LLC Seaborne Airways Cape AirSLC Salt Lake City, UT Skywest Airlines Ameriflight, LLCSLK Saranac Lake, NY Cape AirSTL St. Louis, MO GoJet Airlines Trans States AirlinesSTT St. Thomas, USVI Cape AirSTX St. Croix, USVI Seaborne Airways Cape AirTBN Fort Leonard Wood, MO Cape Air TPA Tampa, FL Silver AirwaysTUS Tucson, AZ Skywest AirlinesTYS Knoxville, TN PSA AirlinesUIN Quincy, IL Cape Air

54 | Aero Crew News Back to Contents

THE GRID

Mainline Flight Attendants

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Number of FA's

Union AverageReserve

Time

MostJuniorBase

MostSeniorBase

Bases Notes

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

MD82/83, E190

AA None

Company Provided;Double

Occupancy

APFA

BOS, CLT, DCA,DFW, LAX, LGA,MIA, ORD, PHL,PHX, RDU, SFO,

STL

Contract 2014, As Amended

B757, MD-80,A319, A3220 G4

No hourly wage,

$24/day perdiem

DoubleTree or Holiday Inn

Express

$24/day ($1/hour) 1,000 TWU* N/A** N/A

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

*(currently in contract negotiations)**F/A candidates are allowed to give preference of base during interview process. We do out best to accommodate those requests, but cannot always place candidates at their first preference.

May/2016

1,000

Aircraft Types 2 Digit Code

Pay During Training

Hotel during new hire training

Per Diem Number of FA's

Union AverageReserve

Time

MostJuniorBase

MostSeniorBase

Bases Notes

Total Flight Attendants

American Airlines(American)

Allegiant Air(Allegiant)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Min Day Credit

Min Trip Credit

IncentivePay

Downtown Hotel

Deadhead Pay

Open time pay

Uniform Reimbursement

Job SharesAvailable

JetwayTrades

Notes

10 Partial 15 Dom18 Int 5 10-15 100% 100% No

11*

Scheduled or better -

greater of the two values.

0 0

Each FA crew will receive 8%

commission based on gross sales. An

augmented crew will receive 10%.

$20/hour for scheduled DH time

Value of Trip

Initially uniforms are provided by the Company.

Upon completion of the first year,

crews will receive an annual allowance.

*Minimum of 11 days off per month, except in peak periods when they can "buy down" to 8 days off (3 peak months identified by the Company).

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Min Day Credit

Min Trip Credit

IncentivePay

Downtown Hotel

Deadhead Pay

Open time pay

Uniform Reimbursement

Job SharesAvailable

JetwayTrades

Notes

American Airlines(American)

Allegiant Air(Allegiant)

1

Aircraft Types

FA Starting

PayMMG Base Pay FA Top

Out Pay Base PayNo. of Vacation

weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

70 None Yes* Varies*Based on age

Aircraft Types

FA Starting

PayMMG Base Pay FA Top

Out Pay Base PayNo. of Vacation

weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

American Airlines(American)

Allegiant Air(Allegiant)

General Information

Contractual Work Rules

Additional Compensation Details

March 2017 | 55

THE GRID

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem DoBusiness

For

Number of Flight

Attendants

Union Average Reserve Time

Most Junior Base

Most Senior Base

Bases Notes

EMB-145XREMB-145EMB-135

EV None NoneDual Occupancy

Paid for by company*

$1.70 UnitedAmerican IAM EWR, IAH, ORD,

CLE, DFW**

*If FA lives 25 miles or more away from traning center, **AA flying out of DFW

7.D

CRJ-200CRJ-700CRJ-900

EV None NoneDual Occupancy

Paid for by company

$1.60 DeltaAmerican AFA ATL, DFW, DTW

5.E 6.C

Total

CRJ-200CRJ-700CRJ-900

OH None Yes Yes1.80 / hour

effective 11-1-16

AA 900 AFA 8- 12 months CVG CLT-DAY CLT, CVG, DAY, TYS

900

Aircraft Types 2 Digit Code

Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Number of FAs

Number of Flight

Attendants

Union Average Reserve Time

Most Junior Base

Most Senior Base

Bases Notes

Total Flight Attendants

PSA Airlines (Bluestreak)

ExpressJet (LASA) (Accey)

ExpressJet (LXJT) (Accey)

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Min Day Credit

Min Trip Credit

IncentivePay

Downtown Hotel

Deadhead Pay

Open Time Pay

Uniform Reimbursement

Job SharesAvailable

JetwayTrades

Notes

12/10 or 11 Yes 13.5 1:04Holiday Pay

$5.00 perhour

Yes 50% 100% or150%*

Initial paid by FA75 PointsPer Year**

Yes Yes

*At the discretion of the company. **Dress 19 pts, Skirt 13 Pts, Blouse 8 Pts etc..,

5.A.4 4.N 7.B.7 4.S 4.Q 7.A.2 LOA 4.V 14

10 Yes 14 3:45 or 1:2*1:1**

Holiday Pay150% No 100% 100%

Initial paid by FA$200

Per Year

* 1:2 up to 12 hours of duty, **1:1 after 12 hours of duty

7.D.2 7.R.2 9.B.3 5.C.1 5.O 6.A 5.D.1 5.L 18

10 Yes for cancellations $14 N/A N/A

150% Thanksgiving

and Christmas

YesIn some cities yes above

guaranee

Initial new hire - NO / $250

annual uniform allowance

N/A

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Min Day Credit

Min Trip Credit

IncentivePay

Downtown Hotel

Deadhead Pay

Open Time Pay

Uniform Reimbursement

Job SharesAvailable

JetwayTrades

Notes

ExpressJet (LXJT)(Accey)

ExpressJet(LASA)(Accey)

PSA Airlines(Bluestreak)

1

Aircraft Types

FA Starting Pay MMG Base Pay FA Top Out

Pay Base Pay No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

EMB-145XR,

EMB-145, EMB-135

$19.00 80 $18,240 $38.00 $36,480

1-4 Yrs 7 Days5-9 Yrs 14 Days

10-17 Yrs 21 Days18-24 Yrs 28 Days25-29 Yrs 35 Days30+ Yrs 37 Days

5 HoursPer Month

>5 Yrs 4%5-10 Yrs 5%10+ Yrs 6%

>5 Yrs 1.5%5-10 Yrs 1.75%10-15 Yrs 2%

15-20 Yrs 2.5%20-25 Yrs 3%25+ Yrs 3.5%

- 4.A HRxMMGx12 4.A HRxMMGx12 8.B.2 9.A 22.E 22.E

CRJ-200CRJ-700CRJ-900

$18.38 75 $16,542 $37.31 $33,579

1-6 Yrs 14 Days7-15 Yrs 21 Days16-19 Yrs 28 Days20+ Yrs 35 Days

3.75 HoursPer Month

1 Yr 20% of 6%2 Yr 30% of 6%3 Yr 40% of 6%4 Yr 50% of 6%7 Yr 75% of 6%8 Yr 75% of 8%

None 0%

- 5.A 5.B HRxMMGx12 5.A HRxMMGx12 12.A.2 13.A.1 24.B 24 23

CRJs $17.89 72 $15,457 $31.03 $26,810

+1 yr - 1 wk+2 yrs - 2 wks

+7 years - 3 wks+14 years - 4 wks

3.0 / Month

+6 Months - up to 2%

+5 years - up to 3%

+15 years- up to 3.5%

N/A

- HRxMMGx12 HRxMMGx12

Aircraft Types

FA Starting Pay MMG Base Pay FA Top Out

Pay Base Pay No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

ExpressJet (LXJT(Accey)

ExpressJet(LASA)(Accey)

PSA Airlines (Bluestreak)

Additional Compensation Details

Contractual Work Rules

General Information

Regional Flight Attendants

Aero Crew Solutions is a group of professionals committed to providing you outstanding service to solve your employment needs. We do this by hosting job fairs

throughout the United States. We also provide various career services that include career consulting, application review, interview prep and resume services.

Upcoming Job Fairs

Chicago Pilot Job Fair

Date: Friday, May 5, 2017Tickets will be available:Platinum: NowSilver and Gold: March 27th, 2017 @ NoonBronze: April 3rd, 2017 @ Noon

Application Review

Resume Critique

AeroCrewSolutions.com Mail@AeroCrewSolutions.com

Career Consulting

Interview Prep

Career Services

March 2-4, 2017

Aero Crew Solutions will be attending the Women in Aviation Industry Expo in Orlando, FL at Disney’s

Coronado Springs Resort

Please stop by our booth if you are attending either event. We will review your resume and provide career consulting for FREE at the conference. We can answer any questions you may have about the attending airlines.