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Aero Crew NewsYour Source for Pilot Hiring and More...

AviationHistoryThe Greatest Generation

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contentsD e c e m b e r 2 0 18

J u m p t o e a c h s e c t i o n B e l o w b y c l i c k i n g o n t h e t i t l e o r p h o t o.

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Also Featuring:Letter from the Publisher

Aviator Bulletins

Stepping Back In Time

Remembering one from our nation’s “Greatest Generation”

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December 2018 | 5

LegacyAlaska Airlines

American Airlines

Delta Air Lines

Hawaiian Airlines

United Airlines

MajorAllegiant Air

Frontier Airlines

JetBlue Airways

Southwest Airlines

Spirit Airlines

Sun Country Airlines

Virgin America

CargoABX Air

Ameriflight

Atlas Air

FedEx Express

Kalitta Air

UPS

RegionalAir Wisconsin

Cape Air

Compass Airlines

Corvus Airways

CommutAir

Endeavor Air

Envoy

ExpressJet Airlines

GoJet Airlines

Horizon Air

Island Air

Mesa Airlines

Republic Airways

Seaborne Airlines

Skywest Airlines

Silver Airways

Trans States Airlines

PSA Airlines

Piedmont Airlines

The Flight Attendant Grid 64

General InformationWork RulesAdditional Compensation Details

The Mainline Grid 48Legacy, Major, Cargo & International Airlines

General InformationWork RulesAdditional Compensation DetailsAirline Base Map

The Regional Grid 56

General InformationWork RulesAdditional Compensation DetailsAirline Base Map

the gridNew Airline Updated Flight Attendant

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

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I’d like to wish each of you a happy and memorable holiday season. May it be all that you hope and bring a few pleasant surprises, as well. If you are working, away from your loved ones on holidays, your col-leagues, your company and the traveling public thank you, though they may not have the opportunity to say it to you personally. Our editor recently told me the story of a time she was flying back from Paris on Christmas Day. Days before, at a holiday dinner party, she had been given a delicate yet inexpensive ornament as a re-membrance, but she doubted it would ever make it home in one piece. When she arrived at the gate, she gave the ornament to a young woman assigned to the flight along with her expressed appreciation for the sacrifice the young woman was surely making working on Christmas Day. The gate agent seemed touched by the token and offered her thanks with a smile, a tiny tear and then an appreciative hug. As she boarded, our editor re-ceived another expression of thanks – a wink and an upgrade to first class for the long flight from CDG to JFK. On the flight deck, I think we miss a lot of the human moments that touch our customer service colleagues every day. But, we do always try to gift our passengers with a safe, pleasant flight and a smooth landing.

We have some history for you this month, as we observe 115 years of aviation. (Thank you Messrs. Wright!) I sincerely hope you’ll enjoy the nostalgia and good advice in these pages. Of course, the Grids are awaiting your attention if you’re looking for a career move. Until next year, I wish you joy in all you do and always …

Fly safe,

Craig Pieper

Craig D. Pieper

About the Publisher

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

Dear readers,

December 2018 | 9

The November issue of Aero Crew News is full of valuable and interesting information, especially relevant to you. Featured last month is Trans States Airlines, one of the original regional airlines that was founded in the early 1980s. Read about its company culture and its flow program into Frontier. In her second installment of Self-Defense for Flight Crews, Valerie Walker points to the importance of situational awareness and gives pointers on honing yours. Returning this month in Cockpit to Cockpit, Marc Himelhoch explains the various “rigs” to examine when you’re comparing contracts and considering their impact on your quality of life. Joshua Dils provides some excellent suggestions for smartphone applications to improve your health and fitness in his Pilot Fitness article. We also include a couple of good reads related to weather. Meet Anthony C. Lorenti in his new column, Squall Line and read how weather played into Joel Gibbons’ first day off of high minimums as a captain. Being prepared is what flight crews live every day and it should be no different when considering your financial life. This month, Steve Anglin’s Money column illuminates the paths and plans you need to consider should your career by rerouted. Continuing with the all-important topic of money, Jonathan Kulak addresses mortgage interest rate facts and fictions in his Mortgage Matters piece. And of course mortgage matters when you’re buying a property which is a good tactic for wealth building, and Tracy DuCharme outlines 16 reasons to support owning over renting in her piece this month. As always, the Grids are available for you. We welcome your feedback on any topic. Write us at info@aerocrewnews.com.

Publisher / Founder Craig Pieper

Aero Crew Solutions, CEOScott Rehn

Editor Deborah Bandy

Layout Design Charlotte Dameron

Additional Contributors Valerie Walker, Deborah Bandy

Tracy DuCharme, Jonathan Kulak, Glenn Nevola, Joshua Dils,

Mike Davis, Jose VegaMeredith Edwards

Aviator Bulletins Provided by the companies listed

Photographs By Photographs as noted.

Grid Updates By Brandon Pieper

GridUpdates@AeroCrewNews.com

Social Media Marketing By Modern Aviation Marketing

& Public RelationsModernAviationMarketing.com

© 2018 Aero Crew News, All Rights Reserved.

CREDITS

November 2018

10 | Aero Crew News BACK TO CONTENTS

Desert Jet Center, the desert’s newest and highest rated Fixed Base Operator (FBO) held a dedica-tion event this month in celebration of the sup-

port it has received from valued customers and local communities in building its new aviation facility at the Jacqueline Cochran Regional Airport (KTRM) in Thermal, California.

Local dignitaries which included Riverside County 4 th District Supervisor V. Manuel Perez, Coachella Mayor Steven Hernandez, La Quinta Mayor Linda Evans, and staff representatives from the offices of Congressman Raul Ruiz, MD. and Assemblymember Eduardo Garcia were among the speakers and presenters during the event recognizing Desert Jet Center for its part in the development of the airport and local communities it serves.

Dedication Event Showed Strength Of Support For Desert Jet Center’s New Upscale Terminal And Hangar Facility At The Jacqueline Cochran Regional Airport

Images Courtesy of Desert Jet

Desert Jet Center, now operating in its second year, continues to be instrumental to the growth of the Jacqueline Cochran Regional Airport. As the “Preferred CAA” (Corporate Aviation Association) FBO at KTRM, Desert Jet Center remains the highest rated FBO in customer service (receiving 27 “five-star” reviews on industry sites

such as Airnav.com) and in safety, as the only FBO in the desert southwest to achieve IS-BAH stage 2 regis-tration and meet NATA Safety 1 st standards.

Desert Jet Center’s new upscale 32,500-square-foot general aviation terminal and hangar facility is sched-uled to open in Spring 2019.

For more information, visit the Desert Jet Center web-site at www.desertjetcenter.com, email info@desertjet.com or call at (800) 338-KTRM. ACN

AVIATOR BULLETINS

December 2018 | 11

Leading business aviation services company Desert Jet is pleased to announce the addition of a third Citation CJ3 to its charter

fleet. This beautiful 2007 aircraft is based at the company’s Palm Springs headquarters at the Jacqueline Cochran Regional Airport (KTRM).

The Cessna Citation CJ3 is configured to accommodate up to seven passengers with beautiful leather seating in warm neutral colors. The roomy interior has an aft fully-enclosed lavatory and a galley area towards the front of the cabin for refreshments and snacks.

The addition of this aircraft brings Desert Jet’s fleet to ten jet aircraft based throughout Southern California

to serve its clientele. “The CJ3 is the perfect addition to our existing fleet of beautiful, newer light jets”, said Denise Wilson, President and CEO of Desert Jet.

The aircraft was acquired on behalf of the client by Desert Jet’s acquisitions and sales team, who handled all aspects of the transaction from researching all on and off market aircraft, negotiating the transaction, and overseeing the pre-buy inspection. In addition, the aircraft was added to Desert Jet’s charter certificate within days of taking delivery of the aircraft.

Charter inquiries can be made at charter@desertjet.com or by calling (800) 381-JETS. ACN

Image Courtesy of Desert Jet

Desert Jet Adds Third Citation CJ3 to its Growing Charter Fleet

12 | Aero Crew News BACK TO CONTENTS

AVIATOR BULLETINS

Great news for the Envoy team, as American Airlines announced that it is exercising options for 15 additional Embraer 175 (E175) aircraft

and that they will be operated by Envoy. These new aircraft are expected to begin arriving at a rate of three per month, starting in early 2020.

This is in addition to the 25 E175s currently on order that begin arriving later this month and continue through 2019. By mid-2020, Envoy’s E175 fleet will have nearly doubled to 84 jets from where it is today. In total, Envoy’s fleet numbers more than 170 aircraft, including over 100 44 and 50-seat Embraer regional jets. This new aircraft will position Envoy to continue growing and expanding its service to American.

“I am grateful to each of you for all you do to contribute to our success and earn American’s continued support,” said President and CEO Pedro Fábregas in a letter to Envoy employees. “Growth like this is only possible when we pull together to maintain a safe, reliable, high-quality and cost efficient operation for our customers.”

“Each new aircraft we welcome to the Envoy fleet represents more jobs and greater opportunity for all of us. We now have nearly 17,000 employees, flying to more than 150 destina-tions and providing ground handling in 112 airports – and today’s news ensures that we’ll continue to grow in the years ahead,” he concluded.

Join the Envoy team and grow with us! ACN

Envoy Aiming Higher: More Aircraft Coming Soon

Images Courtesy of Envoy

November 2018 | 13

Ameriflight has entered into a pilot pathway agreement with Atlas Air, Inc. and Southern Air, Inc., subsidiaries of Atlas Air Worldwide

Holdings, Inc. (Nasdaq: AAWW), that guarantees Ameriflight pilots an interview with Atlas after as little as three years of service. The collaboration is intended to offer an outlined path under which pilots can gain unparalleled flying experience at Ameriflight and accumulate the experience needed to proceed to Atlas Air and Southern Air.

Atlas Air Worldwide is widely recognized as a leading global provider of outsourced Boeing 747, 777, 767, 757 and 737 aircraft and aviation operating services. With a focus on express, e-commerce and fast-growing mar-kets, the company is in an era of significant growth and development, with opportunities to expand its cargo and passenger operations with existing customers and new ones.

The Pilot Pathway Program between Ameriflight, Atlas Air and Southern Air is open to qualified Ameriflight pilots. Participants will gain requisite experience fulfill-ing a number of benchmarks while at Ameriflight for 36 months, including Atlas’ ATP/CTP program, profession-al/career development programs and more. Successful completion of the program will afford for these Ameri-flight pilots a guaranteed interview with Atlas Air and

Ameriflight Signs Pilot Pathway Program Agreement with Atlas Air Worldwide Companies

Images Courtesy of Ameriflight

Southern Air subject to hiring needs and meeting all program and hiring requirements.

Under the program, a Pathway Pilot reaching the out-lined benchmarks will be recommended for Atlas’ ATP/CTP program. Successful completion of the program and acceptance of employment will result in the pilot being placed in an aircraft class, such as the 747 with Atlas Air for higher-time pilots or the 737 with Southern Air for lower-time, new-hire pilots.

“Our partnership with Atlas Air and Southern Air pro-vides an exceptional career advancement opportunity for our pilots,” says Ameriflight Chief Executive Officer Paul Chase. “We have made a commitment to our team and the industry that Ameriflight will be the nation’s top place for pilots to become professional, major-air-line ready, aviators. This is why we choose to align ourselves with the world’s best companies, like Atlas Air Worldwide. ”

“We are pleased to form this special relationship with Ameriflight,” said Atlas Air President and Chief Operat-ing Officer, John W. Dietrich. “Our business is growing, and our airlines are a great place to build a career. Innovative partnerships like this one help us ensure a solid pipeline of qualified candidates dedicated to a career in aviation, which is at the center of today’s modern global economy.” ACN

14 | Aero Crew News BACK TO CONTENTS

PROFESSIONAL PILOTS OF TOMORROW

Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs.

Our aim is to provide confidential, insightful, and unbiased mentoring to pilots by more experience and seasoned professional pilots from the airlines throughout the aviation industry.

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December 2018 | 15

PROFESSIONAL PILOTS OF TOMORROW

Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs.

Our aim is to provide confidential, insightful, and unbiased mentoring to pilots by more experience and seasoned professional pilots from the airlines throughout the aviation industry.

We’ve created an environment where aspiring pilots are well prepared to make the critical early career and lifestyle choices unique to the aviation industry.

Visit our website, and fill out the “interested pilot” formJOIN US!

Free mentor program • Unbiased info • Connect to a growing network

www.theppot.org info@theppot.org

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

16 | Aero Crew News BACK TO CONTENTS

FEATURE

TARGETS

The attacker’s eyes

You rarely see actors having a fight in the movies going for gouging the eyes. That’s because it usually means a real fight is ended before it begins and it’s just not macho enough to seem fair. In the real world, if you gouge with the intent of doing real damage or taking the eyes out, it doesn’t matter how powerful, big, or strong the bad guy is, they forget about attacking you and concentrate on getting away from the pain and threat to their eyes. It’s one of nature’s subliminal prime directives for survival. The reason predators prefer weak, unaware, or ill targets is that it requires less risk of damage to themselves. A blind or crippled lion doesn’t survive long without becoming prey itself. The same animal instinct and reaction to extreme pain is present in humans and overrides our conscious commands.

The attacker’s fingers

Like eye gouges, releasing one’s hold on you by seizing a finger and breaking it or bending it back will work, too. It works quicker and far better than grabbing their arms or hands and trying to match strength for strength. There will always be someone bigger, stronger, or more well trained than you. The police tactic that applies to this is “Control the hand, control the man.” (I can expand on the techniques you can use for this, as well as breaking holds, joints and disarming attackers if you’re seated and strapped in with the attacker behind you. That tactic alone requires a short illustrated article.)

W r i t t e n B y : C a p t a i n Va l e r i e Wa l k e r D a l R e t . / R a p t o r T a c t i c a l M a r t i a l A r t s

Self Defense for Flight CrewsPART 3. Self Defense Tools and Targets

TOOLS and TARGETS addresses physically defending yourself by attacking and neutralizing the threat. This isn’t the civilized predictable world within the dojo or the clean, imaginary world of movie fights. FIGHT

DIRTY and keep fighting. Fight like your life depends on it because in all likelihood, it will. In Part 1 and Part 2 of Self-Defense for Flight Crews, we covered the mental chess game that is self -defense and how to turn a would-be attacker’s predator mindset into the mindset of the prey. We covered what the OODA loop is and how to avoid being paralyzed in “Decide” mode. Part 2 explored the Five Stages of Situational Awareness and the daily exercises that will improve your situational awareness immediately until it becomes habitual. Part three of Self-Defense for Flight Crews covers the sets of the most effective and easily used physical tools your body has, and how to hit the most vulnerable and available targets of your attacker. These aren’t the only tools or targets you can use, but they are the ones that don’t require a great deal of strength or the skillful accuracy of a martial artist to be wickedly effective. The objective of Tools and Targets is to neutralize the threat so that you can get away without the threat getting up and attacking you again.

December 2018 | 17

The attacker’s groin

We’re all familiar with why this works. Kicks, grabs and punches still work, even if the attacker is behind you and has you in a bear hug. Specifically, spur kicks with your heel and a grab and twist action are effective.

The attacker’s fingers, knees, and elbow joints

It only takes five to seven pounds of force to break a knee joint, even less an elbow or finger. Kicking a knee out from the front or side is a break. Kicking or pushing the bend in the knee from the back collapses the opponent. With a break, you take out their base and they can’t pursue you. Your goal is to attack and neutralize the threat. Break points force the joints in the opposite direction of the way they’re made to bend. Collapse points, like those found where the hips connect to the thigh, the elbow, knees, fingers and shoulders make the joint bend when pushed or kicked to collapse the arm, legs or torso of your opponent.

The attacker’s throat

Attacking someone’s throat is probably one of the most lethal targets you can aim for, which explains why so many attackers go for yours. We have two carotid arteries, located on each side of the neck, which supply all blood flow to the brain. Putting pressure on these with hands or a headlock can cause a loss of consciousness in six to ten seconds. A minute or more of choking results in death. If it’s just a ten-second full-on choke and then you release, they should regain consciousness in about five or six seconds. This is why you should never practice chokes without the supervision of a professional.

Along with the two major sources of blood to our brains, the throat also contains our only airway, the trachea, and our spinal column. If you put your finger on that beautiful delicate indentation in your throat called the “neck dimple” or laryngeal prominence, and push (gently down and in) you’ll see why a fist, elbow, or even a finger here is so effective. A heavy hit to this area will crush the trachea, break the hyoid bone and result in the windpipe swelling shut and very probably death in approximately 5 minutes. Again, NEVER hit anyone in the throat unless you intend to severely injure them. A thumb or fingers in the neck dimple, however, should dissuade them from hurting you.

The attacker’s ears

Cupped or flat palms aggressively slapping the sides of your attacker’s head over the ears stuns them. A percussive strike like this causes severe pain and has the potential to burst their eardrums.

The attacker’s nose

Fortunately or unfortunately, what you’ve heard about hitting someone’s nose and driving a bone into their brain isn’t true. The nose is mostly composed of cartilage. That said, it’s still a very effective target because of its delicate nerves, the immediate pain and stun factor when hit.

The attacker’s head

The head may sound like it is too broad a target. The reason I’m including it in this very brief list of potential body targets is because controlling your attacker’s head is another popular tool used by law enforcement to control their own attackers. Wherever your head turns, the body follows. The hooked bones that literally connect your skull to your vertebrae are a relatively fragile structure called the occipital bone and the Atlas, or the atlanto-occipital joint. If an attacker has you against a wall or on the ground, an upward elbow or heel palm to the chin will knock him back. If you’re standing or up against a wall, this is particularly effective in keeping him on his heels. Always keep going into the attacker and keep striking or pushing upwards under the chin to keep them off balance or drop them. Grabbing the head or the hair close to the scalp and twisting the head to the side and down can turn or throw them. Bear in mind that it can also break a person’s neck and kill or paralyze them. Be judicious and responsible in a non-life threatening environment. If you opt to practice, do so under the watchful eye of a professional and be very gentle in anything involving head/neck manipulation.

There are many more targets I haven’t yet mentioned, but these are a few of the best. A good rule of thumb in a real life situation is: ALWAYS KEEP HITTING THE CLOSEST TARGET WITH YOUR CLOSEST TOOL. This creates many more targets in one strike, a smoother natural flow, speed and efficiency of movement. It’s also important to keep your balance. That means feet shoulder width apart with knees slightly bent. (Locking your knees makes it easy to push you off balance.) Stay loose and relaxed. This allows you to breathe, move and

18 | Aero Crew News BACK TO CONTENTS

absorb impacts better. Keep your posture upright head over shoulders and don’t weave around unless you’re dodging punches. Remember, the body follows where the head goes, so if you throw your head around outside of your alignment center, you’ll throw yourself off balance.

TOOLS

As in TARGETS, there are many more tools you have at your disposal than the few I’m going to list for you here. I’ve chosen these particular tools because they’re powerful, a natural go-to, and they don’t require a great deal of accuracy. Even an advanced martial artist or marksman loses 60% of their fine motor skills in a stressful situation. Tools are just something you use to strike at the target. A good rule of thumb is: NEVER HIT ANYTHING HARDER THAN YOUR TOOL WITH YOUR TOOL.

Feet

Your feet can be used to kick, stomp, or push targets on your attacker. Kicks are good tools for keeping attackers with knives at a distance and away from you. Make your kicks low and fast to avoid being cut or having your leg grabbed. Kick the knees and take out their base. If you’re going to do a front snap-kick, keep your toes turned up and strike with the ball of your foot. If you’ve ever had a jammed or broken toe you know why.

Elbows

Elbows are one of my favorite tools. You can strike in any direction with elbows. They’re strong, solid bones with a lot of muscle power behind them. Most fights happen in close proximity where fists have little room. The hand is a delicate structure with 27 small fragile bones, nerves and joints, better used for grappling, eye pokes and more detailed strikes. There are upward elbow strikes, side elbows, back elbows and downward elbows designed to use gravity to take your opponent down.

Knees

Everything I’ve said about elbows applies to knees except for the omnidirectional advantage of elbows. The closest tool to the closest target is great for close proximity groin shots. If you’ve doubled your attacker over, a knee to the head combined with a downward elbow should neutralize the threat.

Hands

Hands are great for grappling, grabbing fingers, ears, hair and jabbing eyes as well as percussive strikes to the ears. Heel palms are good tools to keep your attacker retreating on their heels. Fists are good at distances closer than long kicks. Fists will be a natural first go-to tool in a real fight. Just don’t forget your other options and don’t forget

December 2018 | 19

to avoid or block the threat first. Remember ACA (AVOID the threat / CONTROL the threat / ATTACK and neutralize the threat).

Forearms

This overlooked tool is good for clotheslining your attacker’s throat, strikes and generally pushing them back.

Head butts

Again, never hit anything harder than your head with your head. A rear head butt to your attacker’s face (particularly the nose area) is a great way to defend yourself from a being grabbed and held from behind. Front head butts are best used striking your attackers nose with your forehead. You’ll get your own bell rung if you hit something harder.

THINGS TO REMEMBER WHEN DEALING WITH GUNS AND KNIVES

ACA = Avoid / Control / Act (neutralize the threat)

GUNS

I would rather have the barrel of a gun against my head or body because it’s much easier to avoid it, control it and use it against my attacker when I know where it is and can reach it. Realistically, the bullet is not really going to get to the target any slower from a few feet away. A simple sideways pivot with your elbows against your body and your hands up can get you out of the line of fire if done quickly and correctly, while simultaneously blocking, grasping and controlling the weapon. The reaction time it takes for a shooter to realize what you’re doing, decide to pull the trigger and send the signal from the brain to the trigger finger response is roughly 31/100 of a second in prepared police trials. This is considerably slower than the 9/100ths of a second it takes for you to pivot out of the way and control the weapon. Action beats reaction. The muzzle of the gun is the only threat. When you control that, you control the situation. In controlling the barrel you can grab it from below or above, even from the side although below or above the barrel is best for leveraging it out of the opponent’s grasp. Grabbing the barrel firmly from above has the added advantage of stopping the slide from feeding a bullet into the chamber or firing

Captain Valerie Walker started her aviation career in unconventional, adventurous ways full of interesting challenges. Read More...

About the Author

if it’s a semiautomatic hand gun. The object is to never, ever let the muzzle of the gun cross anything you don’t want shot, especially you. And NEVER cover the muzzle of the gun with your hand while controlling the barrel. It’s fine if the barrel points at your attacker, in fact, there is a seated technique that will not only prevent you from being shot but will force your attacker to shoot themselves. But that’s something that needs to be thoroughly explored and understood in another article and trained in person.

KNIVES

In a knife fight you WILL get cut. It’s a close contact attack. Make sure your cuts aren’t in lethal areas as you’re defending yourself. Avoid exposing the inside of your wrists, arms and legs to the knife. That’s where major veins and arteries are. Of course, there’s also your neck to consider. Tucking your chin tightly into your chest and your forearms (wrists towards your face) provides some protection to your throat against both knives and chokes. If you can keep the attacker away from you using kicks, a tool like a stick or broom, or wrap cloth like a coat around the forearm you’re blocking with is preferable to close contact. Striking the attacker’s wrist or hand sharply with a stick can also make him release it. Again, these techniques require a more in-depth article at a later time.

In closing, I hope that I’ve given you one or two things that will work for you. A few self- defense moves practiced many times are far more effective than many martial arts moves practiced a few times. The mindset is even more important than tools and targets. You’ve already come a long way toward living a happier, more aware and safer life. Please pass on anything that you feel is of value to your friends, family and co-workers. Caution them to use what they learn responsibly and carefully. As with all things, the good or bad consequences of power depend on how each of us chooses to use it. Use it wisely to preserve and protect yourself and others. Happy trails and Safe Skies. ACN

20 | Aero Crew News BACK TO CONTENTS

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22 | Aero Crew News BACK TO CONTENTS

One of the most difficult, yet simple things in life, is human interaction. As a member of the crew, we must interact efficiently with each other and

also with all the people around us so the operation runs successfully. Without a doubt, this is one of the most important yet often overlooked, aspects of CRM.

As a first officer with a regional airline, I fly with hun-dreds of captains. I’ve had my share of great captains and very few not so great ones. One might even fly with a couple of different captains in a day. Every captain’s way of running the cockpit is a little different – not dra-matically different because of our training, but certain aspects of how the operation will run when the door closes will vary. Every pilot has little unwritten things done their own way. For example, after landing, when turning the APU on, we sometimes switch the APU bleed to off. This is done by some because in our plane you get a quick whiff of burnt fuel through the ventilation system. In our company, it’s not written anywhere that this should or should not be done. The problem arises when this is done with a captain who doesn’t. You could hear about it. I have been chewed out a time or two. Rule of thumb: Stick to the company procedures and when in doubt, ask.

Sometimes a little juggling will be necessary, like when you’re handling two frequencies, switching runway as-signment, preparing the FMS, sending for performance data for the new runway, starting the remaining engine, running the checklists, calling flight attendants, etc., all while taxiing and looking for other planes. Sometimes

you don’t have the luxury of stopping or getting all of this done before you move. You’ll need to be a cha-meleon, and to adapt and overcome. The aviator must have flexibility within their skill-set. With time you will cultivate a good sense of how the majority of crews handle things and you will develop that second na-ture. Then, you will just have to modify the little things among the big. This is what flying is all about; adapting to every challenge that presents itself.

In rare cases, simply being flexible may not be enough. When a problem arises, the first course of action is to talk it through with other involved parties. Most of the time this takes care of the problem and nothing more need be done. But. if talking it through doesn’t resolve the issue, the next step would be talk to your compa-ny’s professional standards office. Beyond that, go to someone at your local Union. If all else fails, you’ll need to talk to your chief pilot. Because communication in the cockpit is paramount, it cannot break down!

The bottom line here is to remember that everyone is different. We all fly together and each of us develop our own habits of operating within our confined, little world. Always take into account each other’s process-es to work together toward the goal of completing the flight successfully and safely. ACN

“The ability to modify your way of interacting with your crew, dictates how painless or how strenuous your aviation career will be.” – Jose Vega

W r i t t e n B y : Jo s e A . Ve g a

CAUTION: Flexibility Required

PERSPECTIVES

Jose A. Vega is a First Officer at Envoy flying the Emraer 175 our of DFW. Read More...

About the Author

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UNITED AIRLINES CAREER PATH PROGRAM (CPP)

RECORD 2 YEARS 10 DAYS!FROM COMMUTAIR INDOC TO UNITED AIRLINES INDOC

THE COMMUTAIR DIFFERENCE FOR CPP REQUIREMENTS:1,000 HOURS AS PILOT-IN-COMMAND

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24 | Aero Crew News BACK TO CONTENTS

Written by: Jonathan Kulak

AVIATION RELOCATION

The holiday season is here! Nothing beats spending money on a gift for your spouse, child or friend and seeing their eyes

light up. The same can’t be said for spending money on loan interest. Last month, we took a look at four common myths about mortgage interest rates. This month we’re going to talk about some key ways to get a lower interest rate so you can focus more on gifts and less on interest. The three biggest factors lenders use to determine what rate to offer are your credit score, the loan to value (LTV) and the type of mortgage.Let’s talk credit scores. It’s no secret that your cred-

it score plays an important role in what interest rate you’re offered. Your lender will pull all three of your credit reports/scores to pre-qualify you for a purchase and to eventually lock you at an interest rate. Each credit bureau’s score will be a little different so lenders will use the middle of your three scores. Your credit is only “pulled” with your approval once you agree to move forward. With that in mind, there are some easy ways to ensure your credit is the best it can be. You can prepare for your credit to be pulled by doing things like lowering your balance on a credit card, paying off a monthly credit card like an American Express, or by simply making your monthly payments on time. If you have a high balance because you haven’t yet made your monthly payment, then it’s a good idea to wait to pull the credit score until you have paid.

What most people don’t realize is that your credit score can be improved very quickly. If you’re not happy with your credit score, pay down a credit card balance or

Simple Steps Lower Your Interest Rate and Save You Thousands Of Dollars Pulling back the curtain on how a lender determines your rate

December 2018 | 25

Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 pilot turned airline pilot. Read More...

About the Author

make a payment then ask your lender to do a rapid rescore. You’ll be amazed how much of a difference it can make. I’ve seen borrower’s credit scores increase overnight by 10-25 points by simply lowering their cred-it utilization through these methods. The catch is you have to do it before your rate is locked. Once your rate is locked, there is no going back.

Let’s now move on to the loan to value ratio. LTV is de-termined by your down payment. For example, if you’re buying a house for $100,000 and you make a $20,000 down payment, your LTV is 80%. In general, loans with a higher LTV carry more risk because Wall Street believes the borrower has less “skin in the game.” Basically, the higher the LTV the higher the interest rate. Typi-cally, you’ll see a lower rate as you cross from 97% to 95%, 90%, 85%, 80%, 75%, 70%, and 60% loan to val-ue. You’ll also lower your private mortgage insurance (PMI) monthly costs as you cross these same levels and eliminate it completely at 80% LTV. Lower or no PMI can significantly reduce your monthly mortgage pay-ment making an increased down payment a win both in interest rate and PMI.

The same does not apply for government-backed loans like a Veterans Administration (VA) or US Department of Agriculture (USDA) loan. They allow 100% financing with no down payment. Since these mortgages are govern-ment-backed, little to no down payment does not hurt your interest rate. Plus, PMI is not charged with govern-ment backed loans.

Finally, mortgage type greatly effects your interest rate. Some loans are considered riskier than others. Understandably, the higher the risk the higher the rate. Mortgages are originated through your lender and then sold to Government-Sponsored Enterprises (GSE) like Fannie Mae or Freddie Mac. By selling your mortgage, the lender can relend that money to other borrowers. The Enterprises package all of their loans into mort-gage-backed securities (MBS) which are then sold on Wall Street to investors. Investors buy the MBS to receive a return on investment based on the perceived risk. Government-backed loans such as VA, USDA, and Federal Housing Administration (FHA) are considered less risky to investors because the Federal Government has an interest if a borrower stops making payments and the mortgage goes into foreclosure. Less risk means a lower interest rate.

The same rule applies to occupancy status. If you’re buying a primary residence you’ll get a lower rate than if you’re buying an investment property to rent out. MBS Investors believe a borrower is more likely to stop making payments on an investment property than their primary residence.

This principle also applies to the loan amount. Jum-bo loans (any loan over $453,100) have higher interest rates than conforming loans (loans below the $453,100 threshold). If you’re looking for the lowest rate, you’ll get the best deal on a government-backed, primary residence, conforming mortgage.

Understanding how interest rates are determined will save you a lot of money over the life of a 30-year loan. What I’ve explained here are what I believe to be the three most important factors when I quote a loan for a client. There are more variables in the equation so make sure to ask your loan originator what you could do to get an even better deal. You’ll be surprised how a small change can make a big difference and save you thousands of dollars.

I wish each of you a very happy holiday season and I’m looking forward to a great 2019! Until next year, I invite you to contact me with any questions at jk@mythl.com or on my cell phone at 850-377-1114. I’m always happy to help a fellow pilot navigate the mortgage process.

About the Author: Jonathan Kulak is a licensed mortgage loan originator at Trident Home Loans and an Air Force AC-130 Pilot turned airline pilot. Jonathan is a distinguished graduate of both Texas A&M University and USAF Specialized Undergraduate Pilot Training. He has deployed into combat zones ten times and is a veteran of Operations Iraqi Freedom, New Dawn, Enduring Freedom, Resolute Support, and Inherent Resolve. He holds an FAA Airline Transport Pilot and Certified Flight Instrument Instructor license. Most importantly, he is a devoted husband to his wife Lauren, and the proud father of Vivian, Evelyn, Ruth and Jonathan. Trident Home Loans is a pilot/veteran owned/operated mortgage lender and is licensed in 21 states. For more information visit www.tridenthomeloans.com, call 850-377-1114 or email jk@mythl.com. ACN

26 | Aero Crew News BACK TO CONTENTS

FITNESS

By the time you are reading this, Thanksgiving is behind us and the holiday travel schedules are in full swing with 2018 drawing to a close. For crewmembers, November and December are busy flying months forcing the majority of us to be away from those we care about during the holidays. This can

be a time of stress which can manifest itself in a variety of ways based individually on how we manage that stress. Issues like time away from family, full flights, difficult commutes, and navigating complex winter operations compound the anxiety. Discounting depression or other chemical imbalances, it is our perspectives that shapes this reality. Basically, it’s a matter of our mindset – as told in the words of Shakespeare’s Hamlet, “…for there is nothing either good or bad but thinking makes it so.”

Holiday Health Planning Writ ten B y : Joshua D il s

A Focus on our Sanity

December 2018 | 27

It is within this spirit that we create our own reality. While there are numerous things beyond our control (like those mentioned above), in addition to the sched-ules we are awarded, overnights, crews and so on, with a bit of creativity we can manipulate certain things to our advantage. For instance, two years ago I was on reserve over Thanksgiving. I received a short call out to fly SFO-JFK on Thanksgiving and be away from family. Thankfully the flight loads allowed me to bring my wife and we had a great time exploring New York City the following day making it one of the more memorable holidays I’ve had! This year, knowing that I would most likely be gone flying over the actual holidays, we are lumping our holiday celebrations together over a two-week family vacation during the down time between the holidays. This is illustrative of how thinking outside the box can shape a situation to our benefit!

Another hot topic we find ourselves obsessing over during the holidays is food – and rightfully so. All of our social gatherings are centered around food, the major-ity of which can be rich and not aligned with a healthy diet. Also, certain social rules may apply when we are guests in someone else’s home, like the pressure to en-joy the food they have prepared for us. Navigating this can be like walking a tight rope between sticking to our health plans and being a courteous guest. We do have choices though, such as enjoying the meal, realizing it’s just one day. Also, if you have dietary preferences that are not flexible, for the benefit of all, offer to bring something that everyone can enjoy.

Our mindset is a key component, so don’t get down if you find yourself straying from your health goals. One day “off the wagon” doesn’t erase months, or even years, of health gains. If you need to relax your health goals for just a day to spend time with family, it’s just one day. It is not a reason to just resign and revert back to your old self. Make plans for this ahead of time to keep yourself accountable and get back on track the day after and don’t think of this as a cheat-day asso-ciated with diets. Remember, 98% of diets fail. A small bump in the road within the scope of a lifelong dedi-cated plan won’t even register over the long run. So be realistic, enjoy the time with family, or your crews while on a trip, all the while providing yourself some balance.

A noticeable trend around the holidays is a decrease in motivation to workout. Let’s not freeze in place! Cou-pled with shorter days and colder weather, we are less inclined to seek outside activities and slip into a winter slumber. This provides all the more reason to sharpen our focus and plan ahead to incorporate some type

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

About the Author

of movement despite these additional barriers. This is emphasized by the fact that exercise is beneficial to our mental health and can naturally curtail the acute effects of mild depression and anxiety of the holiday blues (https://www.psychologytoday.com/us/blog/what-works-and-why/201803/why-exercise-is-so-es-sential-mental-health). Naturally, exercise increases activity in the hippocampus which can keep us out of an unhealthy, repetitive mental loop that is representa-tive of mental ills while it increases our serotonin levels which make us feel good.

One key component to health and stress management that gets little light, is maintaining our social network. This is a time for us to go out of our way to include our crews as family and reach out. However, even with the best intentions, creative planning and optimism, we sometimes slip into a downward spiral of coping with holiday stresses through unhealthy outlets. This can be a time of isolation for many of us, so it is import-ant to know what resources are available to you and use them. The Human Intervention Motivation Study (HIMS) program is a great resource if your company has adopted and approved an internal HIMS program. If not, for additional resources depending on what kind of support you are seeking, you can visit this section of their website (http://www.himsprogram.com/Content/Resources).

So what’s the take away? The ability to alter our per-spectives of our holiday schedules can make all the difference. Add in some schedule flexibility while keeping a laser focus on our lifestyle goals will provide the motivation to stay on track. Find healthy outlets for dealing with added holiday stress. Light exercise, meditation, stretching/yoga, or even reach out to the resources of the HIMS program. Incorporate your crews and have some fun! Lastly, we don’t have to wait for the New Year’s resolution to enact change. View our resource of online E-Courses at https://www.pilot-fitness.com/products/ which are based on behavior modification, habits, and lifestyle planning to get you flying in the right direction and providing you the tools to navigate this holiday season and the rest of your career. ACN

28 | Aero Crew News BACK TO CONTENTS

Written by: Anthony C. Lorenti, Captain, ERJ 145, EWR

MONEY

Recently, the stock markets have seen an uptick in volatility. Lately, increased unpredictability (large daily swings, late

day sell-offs and the occasional large, intraday increase due to “bottom feeding”) has been more of the norm, creating anxiety for some, but opportunity for others –depending on how it’s viewed. To keep this in perspective, I want to provide some data for you to consider. The market is still up more than 30% since the end of 2016. In the last eight months, the market has ended higher each month than the end of the month before, and has ended up higher in 11 of the last 18 months. Some opine that one of the reasons for the recent drop was that the market was overvalued, overheated, and quite simply needed a breather. These 10% corrections are normal and healthy for market valuations to reset, but because they haven’t occurred much recently, it’s more difficult for us to process.

Basically, there were four other reasons for the recent increase in volatility. The first is that the Federal Reserve (Fed) raised interest rates. In a healthy economy, the Fed does not want runaway inflation, so they begin to raise rates in an attempt to slow growth. If the mar-ket perceives this rate rise to be too much too soon, this action could have negative impact. History indicates that we can have a rising stock market alongside rising interest rates. The second reason for increased volatility is continuing talks with China over tariffs and trade concerns. There is some recent indica-tion that these talks have been positive, which is providing some market relief. The third reason is owed to computer-based trading programs. In large part, the buying and selling of stock is accomplished by computer-based algorithms that do not involve a human. These programs do not account for the fundamen-tals of a company’s balance sheet, debt re-structuring, earnings per share, potential for growth, etc. They are programed to buy or sell

Volatility in the MarketsWr i t e n By: Gl e n n ne vo l a

December 2018 | 29

Glenn Nevola is an airline captain and financial advisor specializing in providing financial assistance to fellow airline pilots in their pre and post retirement planning. Read More...

About the Author

in large blocks which can sometimes have a significant effect on market moves. Often, these moves occur late in the day after 1400, which is why last month, we saw great fluctu-ations during the last couple hours of trading. The fourth reason was the uncertainty of the midterm elections. Congressional swings can affect the market, at least over the short term.

Worth noting and remembering is a quote by Warren Buffet: “Be fearful when others are greedy and be greedy when others are fear-ful.” Recently, I read the following eye-opener in an article in The Motley Fool: “If you bought an S&P index fund in 1998 and held it until the end of 2007, you achieved a 301% total return. However, if you missed the best five days during that entire period, your total return would drop to 66%. If you missed the 20 best days during that entire 20-year period, your total return would be just 26%.”1 This sums

up why those who have a desire to go to cash or treasuries during periods of volatility should not. You simply can’t time the market so you nev-er know how day-to-day results will affect your overall return.

It has been proved over and over that it is most important to develop a long-term plan and stick with it. Equities still remain the play for long term investing and provide the best opportunity to outpace inflation and provide for the potential of adequate capital appreciation. It’s that roller-coaster ride that isn’t easy to stomach. ACN

Volatility in the Markets

30 | Aero Crew News BACK TO CONTENTS

Many people see the summer as real estate’s prime marketing season. Though there is a lot of truth to that, in large measure because parents want their children in place at the start of the new school year, homes sell year-round, and they

sell in big numbers. According to the National Association of Realtors (NAR), 506,000 existing homes were sold in June 2014 but another 387,000 were sold in December 2013, during the dead of winter. Those December sales represented transactions worth more than $75 billion – not a number to be ignored. In fact, there’s a case to be made that selling during the holiday season – say from late November to mid-January – might well be a good and profitable idea. Here are six important reasons why.

Selling During the Holidays

AVIATION RELOCATION

December 2018 | 31

 

1. The school calendar doesn’t matter to as many households as it did in the past. Figures from the Census Bureau show that between 1970 and 2012, the share of households that were made up of married couples with children under age 18 fell from 40% to 20%. Overall, the government says that 77.8 million U.S. households include no children under age 18. These figures tell us that tens of millions of potential buyers are perfect-ly able to move at any of the year with-out school schedule worries.

 

2. There may be less competition for buy-ers during the winter. The NAR says that in June 2014, there was a 5.5 months’ supply of unsold homes, a number that was up substantially from 4.6 months in December 2013. In other words, while there were fewer sales in December when compared with June, there were also fewer houses for sale, which in some cases meant less competition for sellers.

 

3. When people have to move, they have to move. We live in a changing economy. According to the Census Bureau, household incomes fell 8.7% between 1999 and 2013. Good jobs are hard to get, even for highly qualified individuals. No less important, they’re also hard to keep, in this era of down-sizing and outsourcing. The result is that in addition to all the usual reasons people move year-round, there’s now a new incentive: If a good job opens in a distant location, would you turn it down, even in winter? The Census Bu-reau estimates that in 2013, 7.2 million people moved to a different state. It’s hard to imagine that such migrations didn’t involve many job-based moves.

 

4. Taxes may cause people to move. For some borrowers it may be important

to buy and settle before December 31. The IRS says that you can deduct real estate taxes, as long as you’ve paid them either at settlement or closing, or to a taxing authority (either di-rectly or through an escrow account) during the year. Alternatively, if closing takes place January 3, the benefit of tax deductions may be delayed for a year. Speak with a tax professional for specifics.

 

5. You may save money by selling during the holidays. Let’s say you have a home with a $2,000 monthly mortgage. The prime selling time in your area is June and July, but what if you put the house up for sale in November, De-cember or January? If the house sells, you may be able to avoid six months of mortgage payments which in this example is $12,000. That can be a good deal if it also means you can get into your replacement home more quickly.

 

6. Wallets are often brimming with cash during the holidays. It’s tough to assemble money for a down pay-ment and closing costs, but for many households, the time when savings are strongest occurs at year-end. This happens because the holiday season is often associated with overtime, gifts, tips and bonuses, meaning that bank accounts can be a little fuller than they might otherwise.

So the next time someone says real estate doesn’t sell during holidays, remind them of that $75 billion in transactions as well as the many reasons buyers want to buy and sellers want to sell. ACN

Selling During the Holidays

About the Author

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

32 | Aero Crew News BACK TO CONTENTS

FEATURE

Stepping Back in TimeOne Man’s Romance with Aviation

December 2018 | 33

As a child, Laslo Zamolyi Jr. was always a dreamer. During school, he longed to be outside, frequently gazing out the window,

much to the chagrin of his teachers. He wanted big things, he wanted to explore the edges of the mountaintops and feel the way the ground would disappear beneath him when one day, he would finally fly in an airplane. He gleefully recalls how he was scolded by teachers, parents, by those who grew impatient with his daydreaming, and he laughs when he mimics their chastising. However, as he grew older, his mother became ill with multiple sclerosis; she was bound to a wheelchair and Laslo, along with his two sisters, assumed the role of her caretaker.

His family history is rich, and deeply mired in hard work, with generations before him that had migrated to the United States to escape war-torn Hungary. Laslo’s grandfather was a farmer who had built himself up from very little, and he expected that his son would follow in his footsteps. Laslo’s father, however, had different plans. At the age of seventeen, after being denied permission to attend college by his staunch father, he ran away to the United States. Twenty years later, his brother – Laslo’s uncle – would also make the trek across the ocean.

The fact that Laslo’s father had been forbidden to attend a university had always stuck with him so

he insisted that Laslo attend college to ensure a better life. And, Laslo was determined to make his father proud. In eleventh grade, Laslo met the girl who would eventually become his wife, and she supported his dream of adventure. He enrolled in college and pursued a degree in Aeronautics. He joined the Air Force ROTC program and committed to the Air Force when he was eighteen.

Laslo is a handsome man still, charming, and his ruddy features make him appear perpetually sun-kissed. Photos of a younger Laslo show dark, deep eyes, and a solid set in his shoulders, like he planned to go places in life. Ever the romantic, though miles apart while Laslo attended college, he and his sweetheart became pen pals, spending precious coins sending constant, old-fashioned, hand-written letters. In the summer of 1961, the two decided to get married and start a new life, together, in the same city. She was a nurse at the local hospital in St. Louis, when he was commissioned as a Second Lieutenant. He laughs as he tells this story, jokingly shocked at his own success.

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

About the Author

W R I T T E N B Y: M e r e d i t h E d wa r d s

34 | Aero Crew News BACK TO CONTENTS

“I graduated from college, got married, and was commissioned

in the Air Force, all within two weeks of my twenty-first

birthday. You tell someone that today, and they’d laugh, say it was impossible, kids these

days don’t do that. Which … it’s true. They don’t!” He erupts into good-natured laughter. As expected, the work ethic

young Laslo exhibited spurred him toward the beginning of a

wonderful career.

After getting married, the couple moved to a new military base in Selma, Alabama while Laslo completed flight school. He remembers that it was a different time, recalls memories of racial tensions and the feeling that anything might explode at any minute. He had friends and neighbors who had nearly died due to brutal beatings, but the world was beginning to refuse to continue in silence, and the status quo was constantly being pushed against, causing riots bringing death and danger to health and home.

“It was, in a way, both the best and the worst year, at the same time.” During that year, he learned about his fellow man – the good and the bad, and lost his innocence. “But I always tried my best to live my best. That’s really all I could do.”

With his flight training complete, while serving with the Air Force, Laslo worked on military contracts as an engineer of aircraft parts with Javelin Aircraft Company. Working with seven other men also fresh out of college, Laslo and his coworkers collaborated on a series of projects, including the Caribou, a twin-engine, short take-off and landing aircraft. Eventually the Caribou would become part of the Army fleet, its purpose to deliver supplies to troops in time of war.

November 2018 | 35

During his six and half years in the military, Laslo piloted many flights on many aircraft, including the Boeing B-52F, the Cessna T-37, and the Lockheed T-33. His experience was vast, even before entering the world of commercial aviation. When he was finally released from the Air Force, he was immediately hired by one of the biggest airlines during that time – TWA. He was assigned to the Convair 880, a powerful, fast, four-engine jet, but quickly moved his way through various other aircraft, including several versions of a Boeing.

Laslo reminisces about what he loved most in his career. “Really, the airlines are a pain sometimes, but the people, that’s what I loved about it. It was like a family, and it was simpler back then.” He tells of the “old-timer “ pilots who were set in their ways and refused to budge, and yet it was from them that he learned some of the most valuable lessons in his profession – including how to make the perfect, smooth landing. He recalls being fortunate to work with competent, trustworthy co-pilots – well, for the most part. He bemusedly tells a story of a co-pilot who once punched him while they were working together. “There weren’t many bad eggs, but man, the bad ones were REALLY bad.” He laughs, then grows somber again.

“There were times where I wasn’t sure how we made it through those snow storms or scary takeoffs in really bad weather. We had a larger crew in the cockpit, so there were five of us who had to trust each other, and sometimes blindly.” Laslo is grateful for the time he spent in the aviation industry, though he endured mergers, setbacks, and lawsuits. “But, that’s just it, you know. It’s messy sometimes, but it’s real.” He gets uncharacteristically quiet for a moment or two.

When asked about his family, and if his two sons and daughter have pursued a career like their father’s, the smile is clear in his reply. His son is now a pilot and his granddaughter, just as her grandfather had done, dreams of a life in the sky. Laslo is proud, and frankly, I’m proud for him. With his wry remarks and no-frills storytelling, I can envision the young man from humble beginnings. Slowly, he drew on the strength of his family and his spirit of adventure to become the wizened, laughing grandfather surrounded by the fruits of his labor with memories of the beautiful years in which he built something special — something that came from a heart full of love. ACN

36 | Aero Crew News BACK TO CONTENTS

Embry-Riddle Aeronautical University’s Storied Past

The founders of Embry-Riddle were visionary entrepreneurs with dreams that gave rise to a reality bigger than their imaginations. It started with The Embry-Riddle Company founded 22 years to the day after the Wright brothers historic flight at Kitty Hawk. Their early mission was to promote aviation – as an airmail carrier, in aircraft sales, teaching the daring to fly, providing thrill rides, performing air shows, even transporting passengers on their scheduled mail routes. From a desk in a hotel lobby, the company can be credited with operating the first air travel agency, having organized other mail carriers and selling their passenger space. The Embry-Riddle story runs deep into the roots of aviation’s history.

FEATURE

As the preeminent university dedicated to aviation and aero-space, Embry-Riddle Aeronau-

tical University is the alma mater of many of our readers, our publisher and countless others who are in ev-ery facet of aviation – flying, fixing, building, designing, engineering pro-tecting and conducting myriad busi-ness functions.

Written By: Deborah Bandy, Editor

This piece was originally written in observance of Embry-Riddle Aeronautical University’s 90th anniversary.

The new student union at the Daytona Beach campus opened in October 2018. Funded through years of student contributions, this iconic building houses the Jack Hunt Memorial Library, the student government and many areas in which students socialize, study, eat and play.

Images Courtesy of Embry-Riddle Aeronautical University Archives

November 2018 | 37

the company and retired to California, where he lived until his death in 1946. 

In 1932, AVCO moved its Embry-Riddle Division to St. Louis where it was merged into a new division called American Airways, leading the original Embry-Riddle Company to cease its independent enterprise for a few years.

Riddle moved to New York, then to Dallas, and on to St. Louis, the new headquarters of American Airways. After less than a year in St. Louis with the fledgling airline, Riddle left the company in 1932 and moved to Florida – a location and climate he thought offered tremendous potential for aviation. He envisioned Miami as the gateway to South America, a new horizon for aviation.

School of Aviation opens in South Florida and soon supports the war efforts

Between his arrival in South Florida in 1932 and 1939, Riddle had opened three aviation companies. A seaplane base on Biscayne Bay was his fourth endeavor, with a new partner, John McKay. They named it Embry-Riddle School of Aviation. Growth came swiftly and another base of operations was established at Miami’s Municipal Airport. The charismatic Riddle was known to anyone who had interests in aviation, including his

T. Higbee Embry and John Paul Riddle struck a deal. Embry, an entrepreneur recognized the profitable possibilities of aviation. Riddle was the dashing barnstormer who as child questioned why God had not given him wings. Riddle’s father was a high school principal who taught his son to be a lifelong learner and a teacher. Despite the multifaceted nature of the early company, Riddle always dreamed of building an “Air University.”

In its third year of operations, in1929, Embry-Riddle was one of the first five flying schools in the country to be certified under the Department of Commerce’s newly-minted Air Commerce Act. However, later that year, the Embry-Riddle Company merged with the newly-formed Aviation Corporation (AVCO), an alliance that came with a price. Although Embry-Riddle’s airline and cargo routes remained prosperous, the company no longer sold aircraft, and in 1930 AVCO closed Embry-Riddle’s flying school. A year later, Embry left

38 | Aero Crew News BACK TO CONTENTS

friend Howard Hughes who called on him to act as tour guide and escort to his friend, film actress Jane Russell, while Hughes was busy making his deals. These were captivating times in a fashionable city, but the looming opportunity was anything but glamorous.

War drums were becoming deafening across the Atlantic and growing louder in the Pacific. Riddle and McKay readied the school to train pilots and mechanics. Each had long believed that if another war were to break out, airplanes would play a major role. Pearl Harbor proved them right.

Training facilities had already expanded to four sites and cadets poured in from the Army Air Corps and the Royal Air Force. Five hundred cadets could be trained during each nine-week course that included 60 flight hours. The school’s Engine Division used assembly line tactics to train for overhaul. There was also an Instrument Department to instruct students to build and repair all varieties of aviation instrumentation.

The seaplane base continued operations during the war as an all-female division. Across all parts of the operations, adjustments were made as necessary and resources were allocated where needed to maintain a flexible and efficient machine. The contribution of Embry-Riddle, providing pilots, mechanics, and technicians to the allied war effort, was undeniable and without precedent.

Embry-Riddle approved to educate veterans under G.I. Bill

As was true for so many of the companies involved in the military-industrial complex, post-war Embry-Riddle realigned to define its new role. It became one of the first institutions approved to educate veterans under the new Government Issued Bill, commonly known as the G.I. Bill. Before separating from the Navy, after the PT109 tragedy, even John F. Kennedy took a lesson with Embry-Riddle.

University repurchases 1927 ASO-10 WACO

One of Embry-Riddle’s early endeavors was as a dealer for WACO aircraft. The first aircraft they purchased for resale were used for other company interests; barnstorming, teaching flight and delivering mail. One of those units passed through a number of owners before meeting a tragic end in when it crashed into Florida’s Lake Apopka, ending the owner-pilot’s life and those of his two passengers. Clyde Dawson, an aviation enthusiast, salvaged the wreckage, which included the title plate, enabling it to be restored with the help of volunteers aided by detailed plans of the craft he has acquired from the Smithsonian Institution. During the restoration period, he researched its provenance uncovering the fact that it had originally belonged to Embry-Riddle, now the world-famous university also located in Central Florida. Mr. Dawson contacted the university and in 2007, its College of Aviation arranged to purchase the aircraft. The relic is a reminder of the depth of Embry-Riddle’s roots into the history of aviation.

Mail bags being loaded into one of Riddle’s original WACO aircraft in the snow at Lunken

Field outside Cincinnati, Oh.

November 2018 | 39

In 1944, John Paul Riddle set his sights on the burgeoning aviation industry in Brazil. A partnership that involved the Brazilian Air Ministry and Embry-Riddle was established in São Paulo. Within three years, under his leadership with 650 North American instructors, he turned it over to the Brazilian government having graduated 3,500 students.

Back in Miami, John McKay was focused on civil aviation. He reorganized and moved flight operations to Opa-Locka Airport. Space remained an issue, as the divisions were located miles apart. During the war in Korea, Embry-Riddle was contracted to train mechanics and technicians for the new U.S. Air Force.

International students bolster Embry-Riddle’s reputation

In 1951, McKay died unexpectedly and his widow assumed the presidency. By now, the school was named Embry-Riddle International School of Aviation and it was living up to the moniker. Its reputation was expanding globally as students from Europe, the Middle East, South and Central America, the Caribbean, and the Far East returned to their countries to extol their Embry-Riddle education and launch their aviation careers. 

Under Isabel McKay, the school reorganized as a non-profit entity and was renamed Embry-Riddle Aeronautical Institute (ERAI). The non-profit status was a pragmatic move enabling the Board to accept philanthropic gifts in addition to the students’ tuition to help sustain programs and support growth. 

After 90 years, this beautifully restored 1927 WACO ASO-10 returned to the fleet of Embry-Riddle aircraft as a treasured historic artifact.

40 | Aero Crew News BACK TO CONTENTS

Aviation legend Jack Hunt becomes Embry-Riddle President

A major turning point for the institute came in 1963 when a former Navy Commander with a notable aviation record of his own, was named President. Jack Hunt was a legend who had been awarded a trophy in 1958 by President Eisenhower for piloting the longest non-stop, non-refueled trans-Atlantic flight in an airship. Like founder John Paul Riddle, Hunt was handsome, charismatic, and a true visionary. From the beginning of his tenure, he began laying the foundation to boost enrollment, establish a centralized campus, foment ties with industry, and earn academic accreditation – the last goal wasn’t likely given the technical nature of the institute.

Not long after assuming his role, he was informed that the base of flight operations, the Tamiami Airport in Florida, would soon close. He saw this not as a setback but as an opportunity to build a cohesive campus to support all the divisions, something he identified as necessary to gain accreditation.

An exhaustive list of possible locations ended with the Ormond Beach Airport, about 260 miles north of Miami, Florida on the Atlantic coast. There was a hurdle, however. Beyond the airfield, there were no facilities to establish the campus. Neighboring Daytona Beach offered a temporary solution. On the airport property, there were vacant World War II era barracks, classrooms, and offices that had been training facilities for the Army and Navy.

Embry-Riddle earns accreditation, gains University status 

That elusive accreditation was awarded in 1968 and university status was granted. In 1970 the name was changed to Embry-Riddle Aeronautical University – today recognized worldwide as the unrivaled pinnacle in aviation and aerospace education.

The cohesive campus that Jack Hunt envisioned for a thousand students began to take shape in those first few years. The

Deborah Bandy is the copy editor for Aero Crew News, among other writing, editing and marketing endeavors. Read More...

About the Author

college community he imagined started to evolve. Athletics returned, dormitories and academic buildings were constructed, and student organizations were founded. Today, the university educated a student population at the Daytona campus of over 6000 students from undergraduate through doctoral degrees.

Prescott and Worldwide campuses established 

The story of Embry-Riddle Aeronautical University in this modern era is about confidence. Earlier than most, founders Embry and Riddle recognized the importance of aviation to the world and thus began a

culture that focuses on the future to identify opportunity and demonstrate the confidence to persevere. Providing education to military personnel on their bases was just such an opportunity. The first remote location was established in 1970 at Fort Rucker, Alabama. Leadership in creative education established what is today the Worldwide Campus – operating in more than 135 centers around the globe, delivering award-winning online education, growing Embry-Riddle Asia in Singapore and India, and launching a new partnership in Brazil.

The residential campus in Prescott, Arizona, opened in 1978 with 268 students in Aeronautical Science. Today, with more than 2,700 students and home to the nation’s only College of Security and Intelligence, it has gained prominence and distinction in its own right. ACN

December 2018 | 41

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FEATURE

Official U.S. Army Air Forces Photo, Released for publication

December 2018 | 43

Remembering one from our nation’s “Greatest Generation”

The Story of Lieutenant Dan Healey

W R I T T E N B Y: M i k e Dav i s

In his bestseller, The Greatest Generation, NBC Anchorman Tom Brokaw wrote about the men and women who grew up in the Great Depression, fought in World War II and made unbelievable sacrifices during their lives. Most of us have known a World War II veteran but sadly their numbers are dwindling. My

family lived across the street from one such veteran. After his military and civilian service was complete, he continued to serve as friend, mentor, neighbor and grandfather to our children. He just observed his 93rd birthday and I would be terribly remiss if I didn’t attempt to tell just a little of Lieutenant Daniel J. Healey’s story.

44 | Aero Crew News BACK TO CONTENTS

Lieutenant Healey enlisted in the U. S. Army on August 11, 1942, on his 17th birthday. The Army required Dan to return to his home and obtain signatures from both of his parents stating that they did indeed give permission for a 17-year-old to enter into service of his country. After indoctrination and physicals, Dan was shipped off from his home in New Jersey to Army indoctrination/basic training. At the end of “basic” each of the new soldiers was tested to determine their Army specialty; infantry, gunnery, artillery, cook, radio operator, etc. Private Dan Healey was shipped off to Madison, Wisc. to attend Army radio school. Dan commented, “At the end of radio school, rumors were everywhere, especially the stories that a private graduating from radio school would be promoted to Private First Class.” Like many things in the Army, these rumors turned out to be untrue. By chance, one of the soldiers in Dan’s squadron suggested, “Healey you should take the test as an Aviation Cadet.” Dan had always wanted to be a pilot so he walked into the colonel’s office and asked permission to take the aviation cadet test. Testing was time consuming and very rigorous, but Dan finished with a score high enough to allow him to attend aviation cadet training. Aviation training or “Preflight” was conducted in Santa Ana, Calif. Once

completed, Dan was to be commissioned an Army second lieutenant and sent to follow-up training as a pilot, navigator or bombardier.

Dan immersed himself in Army aviation basic training. Exactly one year later, on his 18th birthday, Dan was officially commissioned Second Lieutenant Dan Healey. Out of the hundreds of graduating cadets, Dan was among 15 graduates who had scored 90% or above on all tests, written exams and oral assessments, and was considered an honor graduate. Dan recalled, “At the end of the ceremony, a senior officer said, ‘Healey march these guys down to the personnel building.’” Dan admitted he’d never led any kind of platoon before, but the 15 honor graduates marched to yet another non-descript Army building where they were informed by an officer that the 15 honor graduates would be allowed to pick their assignments. Being first in line, the major asked the new Second Lieutenant Healey what he’d like to do. Dan had always wanted to be a pilot, but instead answered, “Major, what do you need?” Without looking up the major replied, “I’m critically short of bombardiers.” Dan responded, “Well, you’ve got one here.” Dan was off to bombing school in Roswell, New Mexico.

December 2018 | 45

46 | Aero Crew News BACK TO CONTENTS

For five months, Healey attended classroom training and flew in the front of a Beechcraft AT-11 Kansan. (Older civilian pilots know this classic aircraft as a Beech-18.)

Each airplane carried several 100-pound sand bombs with a shotgun shell activated explosive so that each bomb drop could be photographed and scored. Dan recalled that a scorer was located in a small shack outside the target’s concentric circles. (I asked if that is where the term “shack” or direct hit had originated. Dan said, “That must have been after my time. We were warned that there would be hell to pay if someone bombed the shack.”)

After completion of bombardier school, Dan was shipped to a base in Idaho where B-24 crews were being constituted. In 1942, Mountain Home Air Base in Idaho was still being built with its officially opening in August 1943. Dan and his pilot were the original crewmembers of the B-24 that would eventually be christened “Ruff-n-Reddy.”

Dan was shipped to the war zone in January 1944 and was promoted to First Lieutenant. Officially, Lieutenant Healey was with the Army Air Force’s 47th Wing, 450th Bomb Group, 720th Bombardment Squadron based in Manduria, Italy. Almost immediately upon his arrival in Italy, Dan began flying combat missions.

December 2018 | 47

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

About the Author

On July 15, 1944, Lieutenant Healey was aboard “Ruff-n-Reddy” and the target was the Ploesti oil fields. Prior to this raid, the Army Air Force had bombed Ploesti several times, each time suffering spectacular losses. In one previous raid, 54 of 178 bombers were destroyed and their 10-man crews killed or captured. Ploesti was rumored to be the most heavily fortified target, except possibly Berlin. In addition, the Luftwaffe was far from defeated. Approximately 200 German and Romanian fighters were based around Ploesti and consisted primarily of Me-109 and-110 fighter aircraft. It was into this gauntlet that Dan and crew flew their mission. Dan clearly remembered thinking, “This is my 34th mission. I’ve got to fly 50. There is no way I make it out alive.”

By this point in the war, the bomber group did have fighter escort. On that day’s raid, they were to be covered inbound and outbound by the fighter pilots from Ramitelli Airfield in Italy. History buffs will recognize this base as the home of the famous Tuskegee Airmen.

After dropping their bombs, Dan’s group suffered substantial losses. The number one aircraft, the group leader, took a direct hit and spiraled down with no parachutes to be seen. Dan’s B-24 took a serious hit from massive flak fusillade. The aircraft commander (pilot) was badly wounded, the top turret gunner was injured and Dan took a flak burst through the right shoulder and arm. As serious as the injuries were, more concerning at this point was the condition of “Ruff and Reddy.” The number one engine had been destroyed, and the B-24 fell out of formation and began to lose altitude. Almost immediately, Dan’s aircraft was pounced upon by German fighters. The “Ruff and Reddy” copilot had taken over and was fighting to maintain both altitude and control of the aircraft while attempting to fend off attacking fighters. As quickly as the B-24 was attacked, the attackers became the attacked when two P-51 Mustangs with those distinctive red tails arrived. The Messerschmitts had no desire to tangle with the Mustangs and were quickly driven off. The two pilots from Ramitelli escorted “Ruff-n-Reddy” to a suitable landing base where the copilot landed the big Liberator and the injured were taken to the hospital. Arriving at the hospital Dan remembered

hearing one of his fellow crewmembers say, “Sure hope Healey doesn’t lose that arm.” Thankfully he did not.

After emergency treatment and his recovery had begun, Lieutenant Dan ask where the fighter pilots were based and if he could pay a courtesy call on them for “saving his bacon.” The doctor informed him that he wouldn’t have to go very far as both fighter pilots were in the same hospital. Apparently, on the return to base one of the P-51’s developed problems and was unable to lower his landing gear. The pilot made a near perfect gear-up landing, and after his wingman had landed, they borrowed a jeep to get back to their base. While driving and attempting a corner at high speed, the jeep turned over and both pilots were ejected resulting in broken bones.

The mission to Ploesti was to be Dan’s last. He was deemed medically unfit to fly combat and was sent to the “interior,” meaning back to the United States. Dan returned carrying his orders and his medical evaluations. Upon arrival, he presented his orders to his commanding officer and threw the medical evaluations into the trash. Dan went on to train new bombardiers until the end of the war.

After the war, Dan had a very successful business career and married the love of his life Geri. Dan and Geri had four children, two girls and two boys. Dan is now father, grandfather, and great grandfather. Dan worked with the Boy Scouts as a counselor to boys working on their Eagle. His latest membership is in the Hickory Veteran Air Group, open to all veterans, is based in Hickory, North Carolina, and has an impressive museum and aircraft collection. From across the street, Dan also selflessly served as grandfather for my daughters. Sadly, Geri passed away several years ago.

We can never forget the sacrifice the Greatest Generation made, and I will always be honored to know Lieutenant Dan Healey. ACN

48 | Aero Crew News BACK TO CONTENTS

THE GRID

The following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you

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

December 2018 | 49

THE GRIDGeneral InformationAircraft Types 2 Digit

CodePay During

TrainingHotel during

new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2018-2033

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

$2.30 Dom** $2.80 Int.**

AA - May/1999

US East Aug/2014

US WestSep/1998

14,738 10,538 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

6.D.1.d 7.A.5 Oct/2015 Dec/2017 Contract 2015, as amended

B737 AS85 Hours plus per

diem

No Hotel During Initial Training $2.15 2012 1,897 921 ALPA iPad Air SEA, ANC, LAX,

PDX

Alaska bought Virgin America

11.D.5.b 5.A.1 5.A.1 Dec/2017 Dec/2017 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 9,436 ALPA Surface

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

SEA, SLC

3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 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, 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 11,240 8,786 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/2017 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 2018-2033

Union EFBs Bases Notes

B757, MD-80,A319, A3220 G4 MMG

Single Occupancy, Paid for by company

$2.00 November2017 873 73 IBT iPad

AVL, BLI, CVG, FLL, IWA, LAS,

LAX, MYR, OAK, PGD, PIE, PIT,

SFB, VPS

*2018 to 2028

3.P 6.A 3.Z Dec/2017 Dec/2017 See Note* Contract 2016, as amended

A319, A320, A321 F9 MMG No $1.90 November

2014 1180 180 FAPA DEN, ORD, MCO*2018 to 2028

Dec/2017 Dec/2017 See Note*

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

month

Single Occupancy, Paid for by company

$2.00

E:11/2013

A:12/2013

3,582 840 ALPA Yes JFK, BOS, FLL, MCO, LGB

Add A, Pg24 Add A, Pg24 11 Dec/2017 Dec/2017 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.

August2006 9,074 3,374 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

4.K.6 4.T.1 4.T.3 Dec/2017 Dec/2017 Contract 2016, as amended

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

Single Occupancy, Paid for by company

$2.25 March2015 1,821 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/2017 Dec/2017 Contract 2018, 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 2012 820 157 ALPA Nexis EFB SFO, LAX, JFK

EWR, LGAMerging with Alaska Airlines

10.J.1 3.B.e 10.I.1 Dec/2017 Dec/2017 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 2018-2033

Union EFBs Bases Notes

B747B767 5Y $1,600 per

month

Single Occupancy, Paid for by company

$2.40 Dec/2011 1,486 IBT iPadJFK, MIA, ORD,

CVG, HSV, LAX, PAE, ANC

3.A.1.f 11.A.7 5.A.3 June/2017

ABX 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

$4,000 / mo until

activation date*

No Hotel $2.25 Dom. $3.25 Int.

May2015 4,763 2,251 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 Aug/2017 Contract 2006 as amended

B747 K4 $600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

Sept2015 281 ALPA iPad fixed in

plane Home Based

5.A 6.A Dec/2017 Dec/2017 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 2,298 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 65,741 38,854

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

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)

Southwest Airlines(Southwest)

Atlas Air(Giant)

United Airlines(United)

Virgin America(Redwood)

Sun Country Airlines(Sun Country)

Spirit Airlines(Spirit Wings)

Cargo Airlines

Kalitta Air(Connie)

FedEx Express(FedEx)

UPS(UPS)

50 | 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 2018-2033

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

$2.30 Dom** $2.80 Int.**

AA - May/1999

US East Aug/2014

US WestSep/1998

14,738 10,538 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

6.D.1.d 7.A.5 Oct/2015 Dec/2017 Contract 2015, as amended

B737 AS85 Hours plus per

diem

No Hotel During Initial Training $2.15 2012 1,897 921 ALPA iPad Air SEA, ANC, LAX,

PDX

Alaska bought Virgin America

11.D.5.b 5.A.1 5.A.1 Dec/2017 Dec/2017 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 9,436 ALPA Surface

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

SEA, SLC

3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 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, 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 11,240 8,786 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/2017 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 2018-2033

Union EFBs Bases Notes

B757, MD-80,A319, A3220 G4 MMG

Single Occupancy, Paid for by company

$2.00 November2017 873 73 IBT iPad

AVL, BLI, CVG, FLL, IWA, LAS,

LAX, MYR, OAK, PGD, PIE, PIT,

SFB, VPS

*2018 to 2028

3.P 6.A 3.Z Dec/2017 Dec/2017 See Note* Contract 2016, as amended

A319, A320, A321 F9 MMG No $1.90 November

2014 1180 180 FAPA DEN, ORD, MCO*2018 to 2028

Dec/2017 Dec/2017 See Note*

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

month

Single Occupancy, Paid for by company

$2.00

E:11/2013

A:12/2013

3,582 840 ALPA Yes JFK, BOS, FLL, MCO, LGB

Add A, Pg24 Add A, Pg24 11 Dec/2017 Dec/2017 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.

August2006 9,074 3,374 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

4.K.6 4.T.1 4.T.3 Dec/2017 Dec/2017 Contract 2016, as amended

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

Single Occupancy, Paid for by company

$2.25 March2015 1,821 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/2017 Dec/2017 Contract 2018, 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 2012 820 157 ALPA Nexis EFB SFO, LAX, JFK

EWR, LGAMerging with Alaska Airlines

10.J.1 3.B.e 10.I.1 Dec/2017 Dec/2017 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 2018-2033

Union EFBs Bases Notes

B747B767 5Y $1,600 per

month

Single Occupancy, Paid for by company

$2.40 Dec/2011 1,486 IBT iPadJFK, MIA, ORD,

CVG, HSV, LAX, PAE, ANC

3.A.1.f 11.A.7 5.A.3 June/2017

ABX 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

$4,000 / mo until

activation date*

No Hotel $2.25 Dom. $3.25 Int.

May2015 4,763 2,251 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 Aug/2017 Contract 2006 as amended

B747 K4 $600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

$1.90 Dom. $2.80 Int.

Sept2015 281 ALPA iPad fixed in

plane Home Based

5.A 6.A Dec/2017 Dec/2017 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 2,298 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 65,741 38,854

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

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)

Southwest Airlines(Southwest)

Atlas Air(Giant)

United Airlines(United)

Virgin America(Redwood)

Sun Country Airlines(Sun Country)

Spirit Airlines(Spirit Wings)

Cargo Airlines

Kalitta Air(Connie)

FedEx Express(FedEx)

UPS(UPS)

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

10/12 or 13* Yes FAA 117 w/ exceptions 488 5:10 5:10 x

days 2:1 100%* 100% or150%**

Initial paid for by company None

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered

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 87 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

13/12/15* Yes 14 hours or11.5 hours 241 4 or 4.5** 1:4.2 100% or

50%***100% or200%****

Pilot pays forinitial uniform,

replacements per schedule therafter

None

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

12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 8.A.1 & 2 3.C.3 5.F.3 Contract 2018, 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. Merging with Alaska Airlines

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

13 in 3014 in 31

None above minimum

guarantee

14 Hours for 2 Pilots, 16

Hours for 3 or 22 Hours for

4 or more

332 None None None 1/4.95

1/2.85Biz Class or

better* or $300 comp

100% Provided by the company None

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

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 6, 4.75**1:2,

1:1.92, 1.1.5

1:3.75 100%Initial paid by

company, $200 / year

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

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

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

Cargo Airlines

United Airlines(United)

American Airlines(American)

Alaska Airlines(Alaska)

Major Airlines

Sun Country Airlines

Virgin America(Red Wood)

December 2018 | 51

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

10/12 or 13* Yes FAA 117 w/ exceptions 488 5:10 5:10 x

days 2:1 100%* 100% or150%**

Initial paid for by company None

*12 in 30 days; 13 in 31 days, **Based on scheduled flight time, ***150% when premium pay offered

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 87 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

13/12/15* Yes 14 hours or11.5 hours 241 4 or 4.5** 1:4.2 100% or

50%***100% or200%****

Pilot pays forinitial uniform,

replacements per schedule therafter

None

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

12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 8.A.1 & 2 3.C.3 5.F.3 Contract 2018, 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. Merging with Alaska Airlines

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

13 in 3014 in 31

None above minimum

guarantee

14 Hours for 2 Pilots, 16

Hours for 3 or 22 Hours for

4 or more

332 None None None 1/4.95

1/2.85Biz Class or

better* or $300 comp

100% Provided by the company None

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

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

ABX Air13 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 6, 4.75**1:2,

1:1.92, 1.1.5

1:3.75 100%Initial paid by

company, $200 / year

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

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

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

Cargo Airlines

United Airlines(United)

American Airlines(American)

Alaska Airlines(Alaska)

Major Airlines

Sun Country Airlines

Virgin America(Red Wood)

52 | 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* $116.38 $100,552.32 $170.42 $147,243

Group II* $179.48 $155,070.72 $262.77 $227,033

Group III* $188.85 $163,166.40 $276.50 $238,896

Group IV* $220.65 $190,641.60 $323.04 $279,107

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

B737, A319A320 $168.68 75 $151,812 $251.00 $225,900

0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days

13-19 = 30 Days

20-24 = 35 Days

25-30 = 40 Days

>31 = 41 Days

5.5 H/MMax 1000 0% 15% 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 $261,740767-3,2,

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

B767-200B757-300 $173.96 $146,126 $254.70 $213,948

B737-8/9, A320 $167.89 $141,028 $245.80 $206,472

A319,B737-700 $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

$157.54 72 $136,115 $237.50 $205,200

> 1 = 7 Days1-4 = 14 Days

5-14 = 21 Days15-24 = 28

Days+25 = 35 Days

5 H/M* 700 Hrs Max 0% 11%**

$34 to $754depending on

plansingle, single +1,

or family plan

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

3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2018, as amended

B737NG $112.93 70 $94,861 $168.55 $141,5820-8 = 15 days

9-13 = 22 days+14 = 30 days

4 H/M 4% 2%

$0 to $300 depending on

plansingle, single +1

or family planAppendix 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. Merging with Alaska Airlines

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

B747B767* $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%

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

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 $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 / Month

Max 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 Days

11-19 = 28 Days

20+ = 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 = 75

3 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 - $281

EE+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

$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 Days

11-24 = 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 Hrs

11-15 = 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**

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, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.

UPS(UPS)

6 H/M

Southwest Airlines(Southwest)

Sun Country Airlines

Legacy AirlinesAmerican Airlines(American)

Alaska Airlines(Alaska)

Delta Air Lines(Delta)

None

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

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

22%15%

1-5 = 21 Days6-15 = 1

additional day per year

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

72

72

Disclaimer: Gray blocks contain contract sections or date

acquired. Data with contract sections may be abbreviated and/

or inaccurate, please consult the most current contract section

for specific contractual language. Data that do not have a

contract section reference number, were obtained online in

some form and may be inaccurate. While trying to provide the

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

this time. If you notice a discrepancy and/or have a correction

please email Craig.Pieper@AeroCrewSolutions.com.

December 2018 | 53

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* $116.38 $100,552.32 $170.42 $147,243

Group II* $179.48 $155,070.72 $262.77 $227,033

Group III* $188.85 $163,166.40 $276.50 $238,896

Group IV* $220.65 $190,641.60 $323.04 $279,107

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

B737, A319A320 $168.68 75 $151,812 $251.00 $225,900

0-1 = Days*1-4 = 15 Days 5-8 = 21 Days9-12 = 24 Days

13-19 = 30 Days

20-24 = 35 Days

25-30 = 40 Days

>31 = 41 Days

5.5 H/MMax 1000 0% 15% 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 $261,740767-3,2,

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

B767-200B757-300 $173.96 $146,126 $254.70 $213,948

B737-8/9, A320 $167.89 $141,028 $245.80 $206,472

A319,B737-700 $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

$157.54 72 $136,115 $237.50 $205,200

> 1 = 7 Days1-4 = 14 Days

5-14 = 21 Days15-24 = 28

Days+25 = 35 Days

5 H/M* 700 Hrs Max 0% 11%**

$34 to $754depending on

plansingle, single +1,

or family plan

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

3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2018, as amended

B737NG $112.93 70 $94,861 $168.55 $141,5820-8 = 15 days

9-13 = 22 days+14 = 30 days

4 H/M 4% 2%

$0 to $300 depending on

plansingle, single +1

or family planAppendix 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. Merging with Alaska Airlines

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

B747B767* $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%

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

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 $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 / Month

Max 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 Days

11-19 = 28 Days

20+ = 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 = 75

3 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 - $281

EE+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

$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 Days

11-24 = 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 Hrs

11-15 = 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**

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, ***65 CH in 4 wks, 85 CH in 5 wks, 102 CH in 6 wks.

UPS(UPS)

6 H/M

Southwest Airlines(Southwest)

Sun Country Airlines

Legacy AirlinesAmerican Airlines(American)

Alaska Airlines(Alaska)

Delta Air Lines(Delta)

None

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

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

54 | 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

VPS

MYR

PIT

December 2018 | 55

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 Allegiant Air 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 Allegiant Air 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 CountryMYR Myrtle Beach, SC Allegiant AirOAK 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 AirPIT Pittsburgh, PA 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 AirlinesVPS Fort Walton, FL Allegiant Air

56 | Aero Crew News BACK TO CONTENTS

THE GRID

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

EMB-145XR,

EMB-145, EMB-135

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

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

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

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

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

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

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

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

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

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

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

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

Republic Airways (Republic or Shuttle)

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

EMB-145 $89.12 $80,208

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

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

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

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

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

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

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

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

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

CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509

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

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

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

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

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

Discretion*MMG based on 35 day bid period

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

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

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

> 15 = 28 days

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

Max 450

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

None 29% Employee, 34% Family

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

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

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

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

> 15 = 28 days

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

Max 300

1%Veste 100% after 3 YOS

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

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

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

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

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

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

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

4 H/M

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

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

1% Set amount** 2016 Max 17%

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

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

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

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

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

+6 = 4 H/M450 Max

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

50% Match

None38% Employee,39.5% Emp +2,

50% Family

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

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

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

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%

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

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

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

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

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

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

month 5% None $198 per month

Q-200, Q-300,

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

1 = 7 days1-5 =14 days

5-11 = 21 days11+ = 28 days

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

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

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

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

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

.94* or 1.56H/M

Equal to other employees None Equal to other

employees

*From zero to 3 years,

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

Saab 340A, Saab 340B*

- Need contract

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

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

- HRxMMGx12 HRxMMGx12 Need contract

- HRxMMGx12 HRxMMGx12 Need contract

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

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

Q-400 $0 $100.98 $82,400

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

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

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

B1900C, B19000D,

DH-8

4 H/M160 Max

90dys-5yrs = 3.5hrs/month;

>5 yrs = 4hrs/month

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

Cape Air(Kap)

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

2.5 H/M

$39.78 75 $35,802

75

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

Horizon Air (Horizon Air)

*25% matching, **First year prorated

Air Wisconsin (Wisconsin)

40% for employee, 75% for family4%*

Silver Airways (Silverwings)

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

7-10 = 21 days+11 = 28 days

Endeavor Air (Flagship)

Envoy formally American Eagle (Envoy)

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

>16yrs = 28 dys

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

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

>16yrs=28days

Mesa Airlines(Air Shuttle)

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

7-10 = 2.5%10+ = 3.5%

None

2%*

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

No Max

50% Match:1-5 = 6%

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

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

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

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

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

27%

None

Under 500 Pilots

Tran States Airlines (Waterski)

PSA Airlines (Bluestreak)

Peninsula Airways(Penisula)

GoJet Airlines (Lindbergh)

Great Lakes Airlines(Lakes Air)

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

> 20 = 28 days

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

CommutAir (CommutAir)

Compass Airlines (Compass)

Piedmont Airlines (Piedmont)

Ameriflight, LLC(AMFlight)

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

insurance provider

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

485 Max75

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

Over 2,000 Pilots

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

75

ExpressJet (LXJT(Accey)

ExpressJet(LASA)(Accey)

SkyWest Airlines (Skywest)

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

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

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

75

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

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

Max 500

75

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

7-10 = 21 Days+11 = 28 Days

5 H/MMax 640

(110 above 640***)

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

<5 = 2.5%5<10 = 4%

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

20+ = 6%

25%

80

60

75

Island Air(Moku)

None2%

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

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

8-10 = 2%10-12 = 1%12+ = 0%

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

8-10 = 8%10-12 = 9%12+ = 10%

0% for employee, full cost for family, after 3rd year then

0% for all

$450-$500 / Mo.$750-$800 / Mo.

Yes**Based on profitability

Corvus Airlines(Raven Flight)

Seaborne Airlines(Seaborne)

*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M. ****60-76 seat aircraft pay rates added with new contract extension, currenlty there are none on property.

2.9 HoursPer Week

7.6 H/M480 Max720 Max*

After 90 Days.0193 Per Hour

1.45 H/M***After 2 Years.027 Per Hour

2 H/M***After 5 Years

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

1.2-6%****

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

*CRJ-700 gone by Dec/16; **New-hires are capped at 12th year pay for CA and 4 years for FO. ***<1 is prorated.

None 30%

None 38%

None31% to 35%

1% increases per year

*Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.

35% for Legacy PPO Medical Plan

25% for PHPPilot Health Plan

35% for TPOTraditional PPO

Plan

None

None32% for medical

(35% 1/1/15), 25% dental

1-4 = 3.5%5-9 = 5.25%10-14 = 6.4%15-19 = 7%20+ = 8%

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

T he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you

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

Abbreviations and Definitions:

Blue blocks indicate recent updates

December 2018 | 57

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-135CRJ-200

EV

$40,000*, $1,000

Referral,EQO**

$300 / week & $1,400

per diem to checkride, then MMG

Paid for by company; single

occupancy$1.95/hr Sept

2011 United ALPA Surface 3 LTE

EWR, IAH, ORD, CLE

*Up to $40,000 company discreation; **EQO = Earned Quartely Overide, $10,000 for FO's $8,000 for CA per year paid out each quarter, restrictions apply.

Online Feb/15 4.C.2 Dec/2017 Contract 2018 as amended

CRJ-200CRJ-700CRJ-900

EV

$7,500 w/ CRJ type*,

$1,000 Referral, $10,000 Ret.****

$300 / weekPaid for by

company; single occupancy

$1.85/hr June2007**

Delta***,American ALPA Surface 3

LTEATL, DFW,

DTW, LGA***

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

Online 3.C.1 5.A.1 Sep/2017 Dec/2017Contract 2007 as amended, Currently in negotiations;

SkyWest Airlines (Skywest) CRJ-200

CRJ-700CRJ-900EMB-175

OO $7,500* 65 HoursPaid for by

company; single occupancy**

$1.95 October2016 4,550

United,American,

Alaska,Delta

None iPad

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; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ.

Online 3008.19.A 3015.6.A.1 3009.1.A Nov/2018 Nov/2018 Pilot Agreement signed August 2015

Republic Airway (Republic)

EMB-170EMB-175 YX $17,500*

$1,600 first mo. then

MMG

Paid for by company; single

occupancy

$2.05/hr Dom

$2.60/hr Int.***

March2016 2,221

United,American,

DeltaIBT iPad Air

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

EWR, IAH

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

10.A.2.a 4.B.1 Aug/201 Aug/2018 Contract 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

Sept2017 2,173 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/2017 Dec/2017Contract 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 $10,000* MMG, but

no per diem

Single Occupancy paid

by company$1.80/hr October

2017 1,905 Delta ALPA iPad 2** JFK, DTW,MSP, LGA, ATL

Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied

Online 3.D.1, 5.D.4 5.D.1 Dec/2017 Dec/2017 Contract 2013 as amended

CRJ-200CRJ-700CRJ-900

OH

$16,520,$5,000*, $1000**,

$20,000***

$38.50 / HRMMG & Per

Diem

Paid for by company; single

occupancy$1.75/hr November

2016 1,582 American ALPA iPadCLT, DCA, CVGDAY, TYS, PHL

ORF

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years).

3.F.1 5.A.1 Dec/2017 Dec/2017 Contract 2013 as amended

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

YV $22,100* $20,000**

76 Hours during

training

Paid for by company; single

occupancy$1.60/hr March

2017 1,220 United,American ALPA iPad*** PHX, DFW,

IAD, IAH

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

LOA 37 5.A.1 5.B.1 5.A.2 Dec/2017 Dec/2017 Contract 2008 as amended

CRJ-200 ZW

Yes $33,000

$4,000 or $4,500*

2.5 hours per day

Paid for by company; single

occupancy

$1.75/hr dom

$1.80/hr intJan, 2014 534 American

United ALPA iPad ORD, IAD, MKE

*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program

Website 4.C 5.A.1 LOA 37 Dec/2017 Dec/2017 Contract 2003, Pilot data from 10/6/2014 seniority list.

DH-8-Q400ERJ-175* QX None

16 credit hours per

week & per diem

Paid for by company;

double occupancy**

$1.80/hr June2018 840 Alaska IBT iPad 2 BOI, GEG, MFR,

PDX, SEA

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

5.I.4 6.C 5.G.1 Nov/2018 Nov/2018 Contract 2012 as amended

EMB-175 CP

$17,500 Signing$1,500 Referal Bonus

MMG & Per Diem*

Paid for by company;

double occupancy

$1.65/hr** October2015 659 Delta,

American ALPA iPad PHX, 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 Dec/2017 Dec/2017 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 December

2017 600 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/2017 Dec/2017 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 January

2017 350 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 Dec/2017 Dec/2017 Contract 2013 as amended

ERJ-145 AX $30,000*

$35.81 @75 hrs or 4 hours per

day

Paid for by company;

Single occupancy

$1.90/hr June2016 600 United,

American ALPA iPad IAD, STL, ORDDEN, 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/2017 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$1.80/hr Apr/2017 291 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/2017 Dec/2017 Contract 2015 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

Jun/2017 Jun/2017 Need contractTotal Pilots 20,809

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

2,530

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 (Endeavor)

PSA Airlines (Bluestreak)

GoJet Airlines (Lindbergh)

Compass Airlines (Compass)

Trans States Airlines (Waterski)

Piedmont Airlines (Piedmont)

ExpressJet (LASA) (Accey)

Mesa Airlines(Air Shuttle)

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

Ravn Alaska(Corvus Airlines & Hageland Aviation Services)

None, except during SIMs in SEA, Single

Seaborne Airlines(Seaborne)

NoneC208, C207,PA31, B1900

DH-8

$15,000 for all pilots in

2017, $5,000 referral

215March2015**7H MMG

General Information

58 | 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-135CRJ-200

EV

$40,000*, $1,000

Referral,EQO**

$300 / week & $1,400

per diem to checkride, then MMG

Paid for by company; single

occupancy$1.95/hr Sept

2011 United ALPA Surface 3 LTE

EWR, IAH, ORD, CLE

*Up to $40,000 company discreation; **EQO = Earned Quartely Overide, $10,000 for FO's $8,000 for CA per year paid out each quarter, restrictions apply.

Online Feb/15 4.C.2 Dec/2017 Contract 2018 as amended

CRJ-200CRJ-700CRJ-900

EV

$7,500 w/ CRJ type*,

$1,000 Referral, $10,000 Ret.****

$300 / weekPaid for by

company; single occupancy

$1.85/hr June2007**

Delta***,American ALPA Surface 3

LTEATL, DFW,

DTW, LGA***

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

Online 3.C.1 5.A.1 Sep/2017 Dec/2017Contract 2007 as amended, Currently in negotiations;

SkyWest Airlines (Skywest) CRJ-200

CRJ-700CRJ-900EMB-175

OO $7,500* 65 HoursPaid for by

company; single occupancy**

$1.95 October2016 4,550

United,American,

Alaska,Delta

None iPad

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; **Depends on location, some may be double occupancy ***SGU is not a base, only HQ.

Online 3008.19.A 3015.6.A.1 3009.1.A Nov/2018 Nov/2018 Pilot Agreement signed August 2015

Republic Airway (Republic)

EMB-170EMB-175 YX $17,500*

$1,600 first mo. then

MMG

Paid for by company; single

occupancy

$2.05/hr Dom

$2.60/hr Int.***

March2016 2,221

United,American,

DeltaIBT iPad Air

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

EWR, IAH

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

10.A.2.a 4.B.1 Aug/201 Aug/2018 Contract 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

Sept2017 2,173 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/2017 Dec/2017Contract 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 $10,000* MMG, but

no per diem

Single Occupancy paid

by company$1.80/hr October

2017 1,905 Delta ALPA iPad 2** JFK, DTW,MSP, LGA, ATL

Pay based on DOS+2 years, 1% increases every year, *$10,000 training completion bonus, Starts Jan 1, 2018, **Company supplied

Online 3.D.1, 5.D.4 5.D.1 Dec/2017 Dec/2017 Contract 2013 as amended

CRJ-200CRJ-700CRJ-900

OH

$16,520,$5,000*, $1000**,

$20,000***

$38.50 / HRMMG & Per

Diem

Paid for by company; single

occupancy$1.75/hr November

2016 1,582 American ALPA iPadCLT, DCA, CVGDAY, TYS, PHL

ORF

*Additional with CRJ type, **Referral bonus, **Hiring street captains if they meet the minimum qualifications otherwise once they reach 1,000 hours SIC time. ***20,000 retention bonus starting year 2, ($2,500 per quarter for 2 years).

3.F.1 5.A.1 Dec/2017 Dec/2017 Contract 2013 as amended

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

YV $22,100* $20,000**

76 Hours during

training

Paid for by company; single

occupancy$1.60/hr March

2017 1,220 United,American ALPA iPad*** PHX, DFW,

IAD, IAH

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

LOA 37 5.A.1 5.B.1 5.A.2 Dec/2017 Dec/2017 Contract 2008 as amended

CRJ-200 ZW

Yes $33,000

$4,000 or $4,500*

2.5 hours per day

Paid for by company; single

occupancy

$1.75/hr dom

$1.80/hr intJan, 2014 534 American

United ALPA iPad ORD, IAD, MKE

*$33,000 min bonus for all new hires. $4,000 or $4,500 referral bonus, later for Airmen Training Program

Website 4.C 5.A.1 LOA 37 Dec/2017 Dec/2017 Contract 2003, Pilot data from 10/6/2014 seniority list.

DH-8-Q400ERJ-175* QX None

16 credit hours per

week & per diem

Paid for by company;

double occupancy**

$1.80/hr June2018 840 Alaska IBT iPad 2 BOI, GEG, MFR,

PDX, SEA

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

5.I.4 6.C 5.G.1 Nov/2018 Nov/2018 Contract 2012 as amended

EMB-175 CP

$17,500 Signing$1,500 Referal Bonus

MMG & Per Diem*

Paid for by company;

double occupancy

$1.65/hr** October2015 659 Delta,

American ALPA iPad PHX, 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 Dec/2017 Dec/2017 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 December

2017 600 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/2017 Dec/2017 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 January

2017 350 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 Dec/2017 Dec/2017 Contract 2013 as amended

ERJ-145 AX $30,000*

$35.81 @75 hrs or 4 hours per

day

Paid for by company;

Single occupancy

$1.90/hr June2016 600 United,

American ALPA iPad IAD, STL, ORDDEN, 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/2017 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$1.80/hr Apr/2017 291 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/2017 Dec/2017 Contract 2015 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

Jun/2017 Jun/2017 Need contractTotal Pilots 20,809

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

2,530

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 (Endeavor)

PSA Airlines (Bluestreak)

GoJet Airlines (Lindbergh)

Compass Airlines (Compass)

Trans States Airlines (Waterski)

Piedmont Airlines (Piedmont)

ExpressJet (LASA) (Accey)

Mesa Airlines(Air Shuttle)

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

Ravn Alaska(Corvus Airlines & Hageland Aviation Services)

None, except during SIMs in SEA, Single

Seaborne Airlines(Seaborne)

NoneC208, C207,PA31, B1900

DH-8

$15,000 for all pilots in

2017, $5,000 referral

215March2015**7H 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 month

Yes* 11 or 13; 15** 276

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 2018 as amended

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 117 198 4:12 None 1:2** 1:4 100% 150%*** $200 / year*** None

*Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****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** 14 438***** 4:12 See Trip Rig 1:2 1:4 75%

100%, 150%,

and 200%***

Provided by company**** Company provided

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

23.E.1 3.E & F 23.C.1 - 3.B.2 - 3.B.3 3.B.4 3.G.1 3.C 4.B, C, F -Contract 2015

11 Yes FAA Part 117 616 3.9 Res 3.7 Line None None None 75% 150% or

200%*

Pilots pay 50% except leather jacket 100%

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

10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -Contract 2003 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

12 Yes 14 501 425 Hours

5 DayTrip

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 117 187 None None None None 62.5% 100% or 200%**

Company pays half of hat,

topcoat, jacket, two pairs of

pants.

None

*To line guarantee, **200% for junior manning and improper reassignments.

12.B 3.G 12 - - - - 6.A 3.H.9 5.E.2 - Contract 2017 as ammended

12/12 Yes* 12, 14 or 13** 294

3 hours or Duty

Rig

See Trip Rig 1:2 1:4 100% 150% or

200%*** $260 / yr**** $50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year

25.E.8.a 3.D 12.B.1 - 3.C.1.c - 3.C.1.a 3.C.1.b 3.E 3.B.1/LOA 37 18.C.2 18.E Contract 2003 as ammended

13* Yes FAA Part 117 239 4** See Trip Rig 50%*** 25**** 100% 150% or

200***** $200 None

*Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation

7.A.4.a 5.B.3 7.A.2.a - 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.4.2.d 26.M.5.A - Contract 2012 as ammended

11 or 12* Yes** FAA Part 117 392 4 None None None 80% air*** 75% ground 100%****

Company pays 1/2 of initial

uniform, $20/mo allowance

None

*12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company

12.E 4.D 12.C.3 - 4.B.1 - - - 8.A 3.G 26.3 26.C.1 Contract 2014 as amended

11/12 Yes FAA Part 117 165 4* 4* None None 75%100% 2 DOS

150%200%** $25 / Month None

*With restrictions, report before Noon, finish after 5pm, **At company discreation,

7.A.2.a 5.B.1 7.B - 5.B.1 5.B.1 - - 5.E 5.D 26.L.5 - Contract 2016 as ammended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

11 Yes 14 185 4 4 per day* None None 75% air; 50%

ground 100%** $25 / month None*See examples in refenced contract section, **Unless available for premium pay

25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended

12 line holders 11 reserves Yes* 14 246 4** None None None 100% 150%

200%*** $25 / month None

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

25.B.3.a.2 & d.2 3.F 12.E.1 - LOA

2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended

10 Yes 14 170 5 None* None* None* 100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

Yes as needed

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

14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended

11 Yes* 14 161 3, 4 on lost day

Greater of min day,

credit, duty rig

1:2 None50% for first 5

hours, then 100%

100% $150 / yr** None

*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.

6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended

Fly 4-5 days per week Yes FAA 135 NA NA NA NA NA 100% 100% None None

12/11 Yes 14 131 3.75 None None None 75% 100%*$17.50 per

month($210 / yr)

None

*Additionaly incentive offered at company discretion,

25.C.1-25.C.2 3.E.1 12.B.1 - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2015 as amended

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

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

Air Wisconsin (Wisconsin)

Cape Air(Kap)

CommutAir (CommutAir)

Compass Airlines (Compass)

Ravn Alaska(Corvus Airlines & Hageland Aviation Services)

Seaborne Airlines(Seaborne)

Peninsula Airways(Penisula)

Piedmont Airlines (Piedmont)

Horizon Air (Horizon Air)

Ameriflight, LLC(AMFlight)

Under 500 Pilots

Trans States Airlines (Waterski)

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 (Endeavor)

Over 2,000 Pilots

December 2018 | 59

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 month

Yes* 11 or 13; 15** 276

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 2018 as amended

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 117 198 4:12 None 1:2** 1:4 100% 150%*** $200 / year*** None

*Must remain on reserve for that period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all pilots (working that day or not); ****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** 14 438***** 4:12 See Trip Rig 1:2 1:4 75%

100%, 150%,

and 200%***

Provided by company**** Company provided

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

23.E.1 3.E & F 23.C.1 - 3.B.2 - 3.B.3 3.B.4 3.G.1 3.C 4.B, C, F -Contract 2015

11 Yes FAA Part 117 616 3.9 Res 3.7 Line None None None 75% 150% or

200%*

Pilots pay 50% except leather jacket 100%

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

10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -Contract 2003 as amended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

12 Yes 14 501 425 Hours

5 DayTrip

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 117 187 None None None None 62.5% 100% or 200%**

Company pays half of hat,

topcoat, jacket, two pairs of

pants.

None

*To line guarantee, **200% for junior manning and improper reassignments.

12.B 3.G 12 - - - - 6.A 3.H.9 5.E.2 - Contract 2017 as ammended

12/12 Yes* 12, 14 or 13** 294

3 hours or Duty

Rig

See Trip Rig 1:2 1:4 100% 150% or

200%*** $260 / yr**** $50*

*Once trip is awarded or assigned for all pilots **Based on start time. ***200% for critical trips. ****After completing first year

25.E.8.a 3.D 12.B.1 - 3.C.1.c - 3.C.1.a 3.C.1.b 3.E 3.B.1/LOA 37 18.C.2 18.E Contract 2003 as ammended

13* Yes FAA Part 117 239 4** See Trip Rig 50%*** 25**** 100% 150% or

200***** $200 None

*Bid period is 35 Days **4 hours for any trip that has one duty period, ***50% of the duty time, ****25% of trip time away from base. *****200% at company discreation

7.A.4.a 5.B.3 7.A.2.a - 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.C.2.a 5.4.2.d 26.M.5.A - Contract 2012 as ammended

11 or 12* Yes** FAA Part 117 392 4 None None None 80% air*** 75% ground 100%****

Company pays 1/2 of initial

uniform, $20/mo allowance

None

*12 days off during 31 day bid periods, **May be reassigned,***85% after 5/1/17 ****150% premium pay per company

12.E 4.D 12.C.3 - 4.B.1 - - - 8.A 3.G 26.3 26.C.1 Contract 2014 as amended

11/12 Yes FAA Part 117 165 4* 4* None None 75%100% 2 DOS

150%200%** $25 / Month None

*With restrictions, report before Noon, finish after 5pm, **At company discreation,

7.A.2.a 5.B.1 7.B - 5.B.1 5.B.1 - - 5.E 5.D 26.L.5 - Contract 2016 as ammended

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

11 Yes 14 185 4 4 per day* None None 75% air; 50%

ground 100%** $25 / month None*See examples in refenced contract section, **Unless available for premium pay

25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended

12 line holders 11 reserves Yes* 14 246 4** None None None 100% 150%

200%*** $25 / month None

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

25.B.3.a.2 & d.2 3.F 12.E.1 - LOA

2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended

10 Yes 14 170 5 None* None* None* 100% for 135 50% for 121

100% or 150%**

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

Reasonable amount.

Yes as needed

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

14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended

11 Yes* 14 161 3, 4 on lost day

Greater of min day,

credit, duty rig

1:2 None50% for first 5

hours, then 100%

100% $150 / yr** None

*Greater of line value or actual flown except for named storms, than 50%; **For replacement only.

6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended

Fly 4-5 days per week Yes FAA 135 NA NA NA NA NA 100% 100% None None

12/11 Yes 14 131 3.75 None None None 75% 100%*$17.50 per

month($210 / yr)

None

*Additionaly incentive offered at company discretion,

25.C.1-25.C.2 3.E.1 12.B.1 - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2015 as amended

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

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

Air Wisconsin (Wisconsin)

Cape Air(Kap)

CommutAir (CommutAir)

Compass Airlines (Compass)

Ravn Alaska(Corvus Airlines & Hageland Aviation Services)

Seaborne Airlines(Seaborne)

Peninsula Airways(Penisula)

Piedmont Airlines (Piedmont)

Horizon Air (Horizon Air)

Ameriflight, LLC(AMFlight)

Under 500 Pilots

Trans States Airlines (Waterski)

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 (Endeavor)

Over 2,000 Pilots

Contractual Work Rules

60 | 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-145,CRJ-200 $47.87 $43,083 $105.06 $94,554

70-76 Seat A/C**** $47.87 $43,083 $110.48 $99,432

- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2018 as amended

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 $116.00 $104,400

CRJ-700 $122.83 $110,547

EMB-175 $123.29 $110,961

CRJ-900 $125.10 $112,590

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

2015Republic 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 $65.74 $59,166 $117.70 $105,930

CRJ-900 $67.09 $60,381 $122.20 $109,980

- 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

C200/E145 $92.58 $84,433

C700/E170 $99.65 $90,881

C900/E175 $105.08 $95,833

C900-C $108.00 $98,496

- 3.A 4.A.1* HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2017 as amended

CRJ-200* $49.98 75 $44,982 $109.29 $98,361

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

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

Q-400ERJ-175 $49.43 80.5 $41,383 $119.19 $99,786 < 5 = 14 days

> 5 = 28 days 3 H/M 6% None Company Discretion

*MMG based on 35 day bid period. Approximately 10.4 bid periods per year

- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended

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

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

> 15 = 28 days

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

Max 450

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

None 29% Employee, 34% Family

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

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

CRJ-700 $44.33 75 $39,897 $111.24 $98,781

> 1= 7 days2-5 = 14 days

6-13 = 21 days+14 = 28 days

0-2 = 2 H/M2-6 = 3 H/M+6 = 4 H/M Max 300

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

None

Emp: $147.78Emp + 1: $363.85Emp + 2 or more

$554.44

Reserve MMG is 70, Line holder MMG is 74, *Company match 50%

- 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual 401(K) Matching (%) 401(K) DC

Percentage of health care

employee paysNotes

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

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

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

4 H/M

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

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

1% Set amount** 2016 Max 17%

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

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

ERJ-145 $45.67 75 $41,103 $106.07 $95,463

< 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 30.0%

*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

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

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

$51,687

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 $129.39 $116,451

3.5 H/M

$39.78 75 $35,802

75

Trans States Airlines (Waterski)

Envoy formally American Eagle (Envoy)

<1yr = <7 dys***1-2yrs = 7 dys>2yrs = 14 dys>7yrs = 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 >15 = 28 days> 20 = 35 days

None

90dys-5yrs = 3.5hrs/month;

>5 yrs = 4hrs/month

75

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

5 H/MMax 640

(110 above 640***)

<5 = 4%5<10 = 5%10+ = 6%20+ = 8%Vesting*

*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. ****New contract scope includes 20 E175s to be flown for UAL.

60

75

None2% $450-$500 / Mo.$750-$800 / Mo.

Yes*

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

B1900,DH-8

Ravn Alaska(Corvus Airlines & Hageland Aviation Services)

Seaborne Airlines(Seaborne)

Under 500 Pilots

*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.

SkyWest Airlines (Skywest)

$57.43

<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, 4% 5-9 yrs, 6%

10-14 yrs, 8%15-19 yrs,

10%20+ yrs, 12%

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

7-10 = 2.5%10+ = 3.5%

1-4 = 3.5%5-9 = 5.25%

10-14 = 6.4%15-19 = 7%20+ = 8%

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/M2-4 = 2.17 H/M+5 = 3.0 H/M

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

Endeavor Air (Endeavor)

<5 = 2.5%5<10 = 4%

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

20+ = 6%(New hires not

eligible)

30%

Mesa Airlines(Air Shuttle)

None

PDO*1 Yr = 4.25 H/M2 Yr = 4.94 H/M3 Yr = 5.55 H/M

4-6 Yr = 6.00 H/M7-9 Yr = 8.00 H/M10-12 Yr = 12.00

H/M13-15 Yr = 9.30

H/M16+ Yr = 10.00 H/M

No Max

100% Match:1-5 = 3%

5-10 = 5%10-20 = 8%

20+ = 12.5%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%*

32% for medical (35% 1/1/15), 25% dental

27%

30%

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

$60.50 $54,450

2.9 HoursPer Week

PSA Airlines (Bluestreak)

Peninsula Airways(Penisula)

GoJet Airlines (Lindbergh)

CommutAir (CommutAir)

Compass Airlines (Compass)

Piedmont Airlines (Piedmont)

Ameriflight, LLC(AMFlight)

75

Horizon Air (Horizon Air)

Air Wisconsin (Wisconsin)

Silver Airways (Silverwings)

$52.00 76 $47,424

*Based on profitability

50% Match: 0-9 = 6%

10+ = 10%

None

December 2018 | 61

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-145,CRJ-200 $47.87 $43,083 $105.06 $94,554

70-76 Seat A/C**** $47.87 $43,083 $110.48 $99,432

- 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9Contract 2018 as amended

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 $116.00 $104,400

CRJ-700 $122.83 $110,547

EMB-175 $123.29 $110,961

CRJ-900 $125.10 $112,590

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

2015Republic 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 $65.74 $59,166 $117.70 $105,930

CRJ-900 $67.09 $60,381 $122.20 $109,980

- 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

C200/E145 $92.58 $84,433

C700/E170 $99.65 $90,881

C900/E175 $105.08 $95,833

C900-C $108.00 $98,496

- 3.A 4.A.1* HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2017 as amended

CRJ-200* $49.98 75 $44,982 $109.29 $98,361

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

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

Q-400ERJ-175 $49.43 80.5 $41,383 $119.19 $99,786 < 5 = 14 days

> 5 = 28 days 3 H/M 6% None Company Discretion

*MMG based on 35 day bid period. Approximately 10.4 bid periods per year

- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended

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

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

> 15 = 28 days

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

Max 450

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

None 29% Employee, 34% Family

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

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

CRJ-700 $44.33 75 $39,897 $111.24 $98,781

> 1= 7 days2-5 = 14 days

6-13 = 21 days+14 = 28 days

0-2 = 2 H/M2-6 = 3 H/M+6 = 4 H/M Max 300

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

None

Emp: $147.78Emp + 1: $363.85Emp + 2 or more

$554.44

Reserve MMG is 70, Line holder MMG is 74, *Company match 50%

- 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual 401(K) Matching (%) 401(K) DC

Percentage of health care

employee paysNotes

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

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

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

4 H/M

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

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

1% Set amount** 2016 Max 17%

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

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

ERJ-145 $45.67 75 $41,103 $106.07 $95,463

< 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 30.0%

*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

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

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

$51,687

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 $129.39 $116,451

3.5 H/M

$39.78 75 $35,802

75

Trans States Airlines (Waterski)

Envoy formally American Eagle (Envoy)

<1yr = <7 dys***1-2yrs = 7 dys>2yrs = 14 dys>7yrs = 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 >15 = 28 days> 20 = 35 days

None

90dys-5yrs = 3.5hrs/month;

>5 yrs = 4hrs/month

75

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

5 H/MMax 640

(110 above 640***)

<5 = 4%5<10 = 5%10+ = 6%20+ = 8%Vesting*

*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. ****New contract scope includes 20 E175s to be flown for UAL.

60

75

None2% $450-$500 / Mo.$750-$800 / Mo.

Yes*

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

B1900,DH-8

Ravn Alaska(Corvus Airlines & Hageland Aviation Services)

Seaborne Airlines(Seaborne)

Under 500 Pilots

*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.

SkyWest Airlines (Skywest)

$57.43

<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, 4% 5-9 yrs, 6%

10-14 yrs, 8%15-19 yrs,

10%20+ yrs, 12%

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

7-10 = 2.5%10+ = 3.5%

1-4 = 3.5%5-9 = 5.25%

10-14 = 6.4%15-19 = 7%20+ = 8%

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/M2-4 = 2.17 H/M+5 = 3.0 H/M

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

Endeavor Air (Endeavor)

<5 = 2.5%5<10 = 4%

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

20+ = 6%(New hires not

eligible)

30%

Mesa Airlines(Air Shuttle)

None

PDO*1 Yr = 4.25 H/M2 Yr = 4.94 H/M3 Yr = 5.55 H/M

4-6 Yr = 6.00 H/M7-9 Yr = 8.00 H/M10-12 Yr = 12.00

H/M13-15 Yr = 9.30

H/M16+ Yr = 10.00 H/M

No Max

100% Match:1-5 = 3%

5-10 = 5%10-20 = 8%

20+ = 12.5%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%*

32% for medical (35% 1/1/15), 25% dental

27%

30%

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

$60.50 $54,450

2.9 HoursPer Week

PSA Airlines (Bluestreak)

Peninsula Airways(Penisula)

GoJet Airlines (Lindbergh)

CommutAir (CommutAir)

Compass Airlines (Compass)

Piedmont Airlines (Piedmont)

Ameriflight, LLC(AMFlight)

75

Horizon Air (Horizon Air)

Air Wisconsin (Wisconsin)

Silver Airways (Silverwings)

$52.00 76 $47,424

*Based on profitability

50% Match: 0-9 = 6%

10+ = 10%

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.

62 | 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 Airlines Endeavor AirAUG Augusta, ME Cape AirBFI Seattle, WA Ameriflight,LLCBIL Billings, MT Cape Air

BOI Boise, ID Horizon AirBOS Boston, MA Peninsula Airways Cape AirBQN Aguadilla, PR Ameriflight,LLCBUF Buffalo, NY Ameriflight,LLC

BUR Burbank, CA Ameriflight,LLCCGI Cape Girardeau, MO Cape AirCLE Cleveland, OH ExpressJet AirlinesCLT Charlotte, NC PSA AirlinesCMH Columbus, OH Republic Airways

ABQ

BFI

BOI

BUF

BUR

CMHDAYFAT

GEG

LAN

MCI

MDT

MFR

MHT

OMA

ORF

PIT

PSP

RDUROA

SAT

SBY

TPA

TUS

TYS

SJU EIS

STTSTX

MAZ

ACK

ALB

AUGBIL

CGI

EWB

GDVGGW

OLFHVR

SDY

LGA

HYA

LEBMSS

MVY

OGSPVC

PVD

RKD

RUTSLK

IRK

MWAOWB

TBN

UIN

MKE

December 2018 | 63

THE GRID

CVG Cincinnati, OH Ameriflight,LLC PSA AirlinesDAY Dayton, OH PSA AirlinesDCA Washington, DC Republic Airways PSA AirlinesDEN Denver, CO Skywest Airlines GoJet Airlines Great Lakes AirlinesDFW Dallas, TX ExpressJet Airlines Envoy Ameriflight,LLC Mesa AirlinesDTW Detroit, MI ExpressJet Airlines Endeavor Air Compass AirlinesEIS Tortola, BVI Cape AirEWB New Bedford, MA Cape AirEWR Newark, NJ ExpressJet Airlines Republic Airways Ameriflight,LLC CommutAirFAT Fresno, CA Skywest AirlinesFLL Fort Lauderdale, FL Silver AirwaysGDV Glendive, MT Cape AirGEG Spokane, WA Horizon AirGGW Glasgow, MT Cape AirGUM Guam Cape AirHNL Honolulu, HI Island AirHPN White Plains, NY Cape AirHVR Havre, MT Cape AirHYA Hyannis, MA Cape Air

IAD Washington, DC Mesa Airlines Trans States Airlines Silver Airways CommutAir Air WisconsinIAH Houston, TX ExpressJet Airlines Skywest Airlines Mesa AirlinesIND Indianapolis, IN Republic AirwaysIRK Kirksville, MO Cape AirJFK New York City, NY Endeavor AirLAN Lansing, MI Ameriflight,LLCLAX Los Angeles, CA Skywest Airlines Compass AirlinesLEB Lebanon, NH Cape AirLGA New York City, NY ExpressJet Airlines Republic Airways Endeavor AirMAZ Mayaguez, PR Cape AirMCI Kansas City, MO Republic AirwaysMCO Orlando, FL Silver AirwaysMDT Harrisburg, PA Piedmont AirlinesMFR Medford, OR Horizon AirMHT Manchester, NH Ameriflight,LLCMIA Miami, FL Republic Airways Ameriflight,LLCMKE Milwaukee, WI Air WisconsinMSP Minneapolis, MN Skywest Airlines Endeavor Air Compass AirlinesMSS Massena, NY Cape Air

MVY Martha’s Vineyard, MA Cape AirMWA Marion, IL Cape AirOGS Ogdebsburg, NY Cape AirOLF Wolf Point, MT Cape AirOMA Omaha, NE Ameriflight,LLCONT Ontario, CA Ameriflight,LLCORD Chicago, IL ExpressJet Airlines Skywest Airlines Republic Airways Envoy GoJet Airlines Trans States Airlines Air WisconsinORF Norfolk, VA PSA AirlinesOWB Owensboro, KY Cape AirPDX Portland, OR Skywest Airlines Horizon Air Ameriflight,LLCPHL Philadelphia, PA Republic Airways PSA Airlines 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 Air

ROA Roanoke, VA Piedmont AirlinesRUT Rutland, VT Cape AirSAT 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

64 | 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

December 2018 | 65

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

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