Aero Crew News, September 2015 - Aero Crew News a Division of

Transcription

September 2015
Aero Crew News
Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .
Contract Talks
Upgrade time
UPS
Metropolitan College
September Grid
Updates
Virgin America Updated
Great Lakes Updated
Skywest Agreement Added
Regional Airline Sick Time
Accrual Added & 401(K)
Broken Down by YOS
Exclusive Hiring Briefings
THE SMART CHOICE
FOR YOUR FUTURE
Express Jet offer s i n d u str y-leading training, wo rk rules and
qua lit y of l i fe. More Exp ressJet pilo ts are hired by the maj or s
tha n a ny other ai r l i n e, an d tho se seeking to make ExpressJe t a
l o ng - term career en j oy a fam ily atm osphere and conf idence i n
the st a bili ty of ou r company.
Make the smart choice and fly with the best at ExpressJet.
Visit expressjet.com/aerocrew to learn more.
expressjet.com
/ExpressJetPilotRecruiting
@expressjet
@expressjetpilots
September 2015
C o n t e n t s
Sections
Aviator Bulletins6
Latest Industry News
Exclusive Hiring Briefing
UPS18
Metropolitan College
Kalitta Air20
Exclusive Hiring Briefing
Contract Talks27
Upgrade Time
28
Legacy, Major, Cargo &
International Airlines
General Information
Work Rules
Additional Compensation Details
Captain Pay Comparison
First Officer Pay Comparison
The Regional Grid
36
General Information
Work Rules
Captain Pay Comparison
First Officer Pay Comparison
Jump to each section above
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4 | Aero Crew News
Updated
Legacy
Envoy Air10
The Mainline Grid
Airlines in the Grid
Alaska Airlines
American Airlines
Delta Air Lines
Hawaiian Airlines
US Airways
United Airlines
Virgin America
Major
Allegiant Air
Frontier Airlines
JetBlue Airways
Southwest Airlines
Spirit Airlines
Sun Country Airlines
International
Qatar Airways
Cargo
Atlas Air
FedEx Express
Kalitta Air
UPS
Regional
Air Wisconsin
Cape Air
Compass Airlines
CommutAir
Endeavor Air
Envoy
ExpressJet Airlines
GoJet Airlines
Great Lakes Airlines
Horizon Air
Island Air
Mesa Airlines
Republic Airways
Skywest Airlines
Silver Airways
Trans States Airlines
PSA Airlines
Piedmont Airlines
Coming Soon...
Major
Eastern Air Lines
Miami Air
Cargo
ABX Air
Air Inuit
Air Transport, Int.
Evergreen
World Airways
Regional
Corvus Airways
Peninsula Airways
Seaborne Airlines
International
Emirates
IBEX Airlines
Canadian
Air Canada
Air Transat
Bearskin
Calm Air
Can Jet
Canadian North
First Air
Jazz Aviation
Kelowna Flightcraft
Morningstar Air Express
Sunwing
Wasaya
WestJet
If the airline you are interested in or work for is not shown
on this list please let us know. Email all contracts and
updates to Craig.Pieper@AeroCrewSolutions.com
Editor in Chief
Craig Pieper
Dear Readers,
Letter from the Editor
This month marks 14 years since our country was attacked on September 11th,
2001. I am sure we can all remember exactly what we were doing and where
we were when the attacks started that day. Exactly four days prior, my first son,
Carson, was born. While I’m sure he doesn’t remember the events of that day,
the dangers that this world could bring to my newborn son frightened me and
that I will never forget. The fear of the uncertainty, the feelings of grief and the
thoughts of anger overwhelmed all of us the following weeks and months after
that day. That day changed our lives, our profession and our careers. We will
never forget that day nor will we forget those that lost their lives; the passengers
in the air, the people on the ground and the heroes that responded to save them.
I encourage all of you to wear your full uniform during the week of September
11th. Show everyone that you will Never Forget, stand tall and wear your
uniform with Pride. From all of us at Aero Crew News and Aero Crew Solutions,
fly safe!
Craig D. Pieper
Editor in Chief
Scott Rehn
Aero Crew Solutions, CEO
We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the Editor. Please limit your letters to the Editor to a maximum
of 200 words. You can email you letters to Craig.Pieper@AeroCrewSolutions.com. Please
include a city and state. All questions emailed may or may not be published. Aero Crew
News assumes no liability for the information contained in letters to us that are published.
Here’s what you missed last month.
United Airlines and Air Wisconsin were
featured. Plus articles from Contract
Talks, 401K Matching by Scott Stahl.
To view this and previous issue visit
our archive at AeroCrewNews.com/
Archive.
Aero Crew Solutions, CEO
Scott Rehn
Contributing Authors
Scott Stahl , Sandy Hartz
Layout Design By
Craig Pieper
Additional Contributors
Sean Horton, Nicolas Brice,
Nancy Kalin, Ric Wilson &
Envoy pilot recruitment department
Photographs By
Envoy Air Corporation
Corporate Communications
Photographs used with permission
from Envoy Air Corporation
Kalitta Air Corporate
Communications Department
Photographs used with permission
from Kalitta Air
Craig Pieper
If you wish to advertise with us please email
Craig.Pieper@AeroCrewSolutions.com
Don’t have an ad? We work with a company
that can produce an ad to your specifications.
© 2015 Aero Crew News, All Rights Reserved
Aero Crew News reserves the right to all the data,
articles and information contained in this magazine.
Unauthorized use is strictly prohibited and prosecutors
will be persecuted to the fullest extent of the law.
September 2015 | 5
Aviator Bulletins
The latest aviation industry hiring news and more.
Recently, United launched United Ground Express, a wholly
owned subsidiary of United Airlines, that will provide cost
effective ground handling services at traditionally outsourced
locations. With approximately 150 outsourced stations within
the U.S., this will provide an opportunity to take on some
work that was previously handled by business partners.
While being a separate company from United Airlines, it will
allow United to mirror their flyer friendly service philosophy,
providing customers with a seamless travel experience.
United Ground Express will provide customer service,
We are excited to announce that Air Wisconsin has entered
into a commitment to provide electronic flight bags (EFBs) to
our cockpit crewmembers, which will replace our paper flight
manuals and navigational charts. This commitment represents
yet another investment into technology and tools necessary
to enhance and build upon our great operating performance
while providing our pilots with the ease of accessing volumes
of data in electronic format. Beginning in November, pilots
will begin transitioning away from paper to an EFB contained
on an iPad, which will enable pilots to reference their flight
manuals and navigational charts with ease. This technology
will assist crewmembers and allow them to be more efficient in
the cockpit, as well as lighten their load during trips.
In conjunction with this new technology, we have entered
into a three-year partnership with Navtech to provide the
navigational charts for the EFBs. Navtech’s reputation for
great service and quality has earned them business worldwide
6 | Aero Crew News
station operations, ramp, baggage handling and cargo service.
The company will launch service later this year in select
stations and will also provide ground handling for United’s new
service to and from AZO (Kalamazoo, Michigan) starting Dec.
9, 2015. It will expand to more locations in 2016. United will
continue to use ground handling business partners in markets
where it makes financial and logistical sense to do so.
United Ground Express began recruiting to place qualified
applicants in available positions and launched a new website
with additional information, UnitedGroundExpress.com.
by providing charts to more than 100 carriers. Their charts
customer base includes carriers of all sizes and business
models such as Flybe Finland, Cathay Pacific, and Ryan
Air. By partnering with Navtech, we will become their launch
customer in the United States and we look forward to working
with them and their dedicated commitment to ensuring the
success of this important project.
This initiative is the result of tremendous coordination
and effort across virtually every department of the company
including, but not limited to, Flight, IT, Maintenance, Finance
and Strategic Sourcing. Over the next several weeks, there
will be a lot of communication, coordination and training to
ensure a successful rollout of the EFB. Please take the time
to stay informed as this exciting project continues to move
us forward while becoming an integral part of our daily flight
operations.
Ameriflight is excited to announce the addition of two EMB120 Brasilias to our fleet; increasing our EMB-120 fleet size to
ten. The first of the two Brasilias is currently undergoing cargo
conversion at Worldwide Aircraft Services in Springfield, MO
and is scheduled for delivery in early September; at which time
it will go through the FAA conformity process and be on-line
by mid-month. The second aircraft will follow approximately
60 days later.
Ameriflight operates a fleet of over 200 aircraft including
the Embraer EMB-110 and EMB-120, Beechcraft Be99
and Be1900, Fairchild Sa227, and Cessna C208, providing
daily service for the largest international integrators and
manufacturers throughout North America and the Caribbean.
Republic is reaching out to universities and the top flight
schools across the country to establish partnerships. Earlier this
year, Republic and Purdue University announced an innovative
new partnership that will match students from one of the nation’s
top aviation programs with a career track at the world’s largest
operator of Embraer aircraft – an educational first in the state of
Indiana and a first for the regional airline industry.
Called the Industry–Purdue Opportunity Pipeline (iPOP),
the collaborative initiative concentrates on enhancing a clear
university/industry education pathway for students in Purdue’s
Department of Aviation Technology, which work on real-world
scenarios and projects with Republic. Upon graduation, iPOP
participants will receive a guaranteed employment interview
with Republic for positions such as pilots, engineers, mechanics
and other corporate functions.
PSA is hiring first officers. New hires
can expect little to no reserve time and the
fastest upgrade time in the industry.
September 2015 | 7
Aviator Bulletins
SkyWest Airlines’ pilots have voted in favor of a new three-year pay agreement, securing top compensation and work rules
in the regional industry. The new agreement provides salary increases for all pilots, a substantial increase to first-year pay,
guaranteed profit sharing and an increased 401(k) match, as well as a number of enhancements to work rules. The previous
agreement became amendable in January 2015.
CommuAir’s Doing it…Up to 15,000 Sign-on Bonus:
•
Have an ATP/CTP? Earn $7,000 sign-on BONUS.
•
Need an ATP/CTP? CommutAir is offering you a FREE ATP/CTP($5000 value) plus
additional $2,000 sign-on BONUS!
•
We Value Your Experience- Earn $5/flight hour BONUS for every 121 equivalent hour
(121 PIC/SIC; Qualifying 135 or 91K PIC) up $8000!
Emirates, the world’s most valuable airline brand, is looking for motivated, technically proficient and experienced American
pilots to join its team of 4,100 flight deck crew members. Emirates pilots are based at the airline’s state-of the-art hub in
cosmopolitan Dubai, a city which offers an exceptional lifestyle, a vast range of leisure and cultural attractions and sunny
weather year-round.
Interested applicants with an ICAO ATPL, ICAO English level 4 certification or above, and experience flying jet or turboprop
aircraft are encouraged to apply at www.emirates.com/pilots or learn more about the airline at upcoming Aero Crew Solutions
Job Fairs in Denver on September 25, 2015 and Fort Lauderdale on November 13, 2015.
Emirates currently flies to 10 North American Gateways, including Orlando, which commenced on September 1st. The
airline also announced flights from Dubai to Panama City, which at 17 hours 35 minutes, will be the longest non-stop flight in
the world when service commences on February 1, 2016.
8 | Aero Crew News
Highest First-Year Pay
Guaranteed Pilot Profit Sharing
Three-year Upgrade
www.skywest.com/careers
History of Excellence
W
ith more than 30 years of experience providing regional
service to American Airlines, Envoy Air (formerly
American Eagle Airlines) is the largest of American’s
three wholly owned regional carriers. Envoy operates nearly
180 jet aircraft on about 900 flights per day to more than 150
destinations.
As the largest provider of regional feed to American, Envoy
enjoys a unique status within American Airlines Group (AAG). This
is clearly demonstrated by the carrier’s unmatched pilot flowthrough agreement and American’s recent fleet commitment to
place 40 Embraer 175 (E175) aircraft with Envoy, with options for
up to 90 more.
Join the Envoy Team
Envoy’s unwavering commitment to safety starts with the
interview and selection process to ensure its pilots are of the
highest quality. “Joining the Envoy team is more than getting a
job,” says Captain Ric Wilson, Vice President Flight Operations.
In addition to signing bonuses and free ATP-CTP courses,
Envoy is among the top regionals for highest first-year hourly
compensation, per diem and open time pay. With crew bases in
Chicago and Dallas/Fort Worth, also crew bases for American,
you can enjoy smooth commuting as you confidently put down
roots in major metropolitan communities. If you’re a pilot who
prefers to commute to base, Envoy offers a number of programs
to make getting to and from work a little easier.
Envoy Advantages:
•
Up to $10,000 signing bonus for graduates from a
Pipeline Program school*
•
Free ATP-CTP course with transportation and hotel
accommodations (terms apply)
•
$5,000 signing bonus*
•
$1,000 internal pilot referral*
September 2015 | 11
Envoy operates nearly 180 jet aircraft
on about 900 flights per day to
more than 150 destinations.
Take Off With Envoy and Land a Mainline Career
Once on board, all current and new-hire Envoy pilots have a direct
career path to American, without requiring an additional interview.
“With our flow-through to American Airlines, you’re launching a
lifelong career,” says Wilson. “We maintain the highest standards
at Envoy to ensure that American gets the very best.” Current
projections indicate that new-hire pilots will upgrade to Envoy captain
in just 2 1/2 years and will flow through to American to pursue his or
her dream of a mainline career in just six years. Since 2013, more
than 500 Envoy pilots have transitioned to an American flightdeck.
This represents 62 percent of all pilots hired at American during that
period. No other regional has placed more pilots with American over
the past 2 1/2 years.
Quality of Life
As part of the Envoy family, our pilots enjoy an outstanding quality
of life, full of opportunity and benefits. Family medical, dental and
life insurance, coupled with accident and disability coverage, allow
you to focus on what’s important when you need to. When it’s time
to play, Envoy offers discounts on a wide range of travel services like
cruises, car rentals, hotels and entertainment, in addition to free
flights for you and your family.
Benefits and Perks
•
Unlimited flight privileges on American Airlines and other
global carriers
•
401(k) retirement plan with up to 8 percent company match
•
Paid vacation and holidays
For pilots who choose to commute to their base, Envoy offers a
number of industry leading programs to make getting to and from
work a little easier. Commuting pilots are provided a hotel in domicile,
up to four times a month to allow for commuting on the night before
or the last night of an assignment. Envoy even provides hotels for
pilots who are based at DFW, but commute from other cities, while
they attend training at the Envoy Training Center in Dallas/Fort
Worth. Lastly, the carrier allows pilots to miss a flying assignment due
to commuting difficulties up to six times in a rolling 12-month period.
Pipeline Instructor Program
To staff the aircraft of tomorrow, Envoy has partnered with 41
colleges, universities and flight schools to develop a direct career path
from student to airline pilot. The Envoy Pilot Pipeline Program offers
pilots a secured position as an instructor at Envoy while building time
toward the ATP minimum requirements. Upon reaching the specified
minimums, Pipeline Instructors begin first officer training with no
additional interview.
Students in their sophomore year or higher can begin the interview
process to become an Envoy Pipeline Instructor while still in school.
12 | Aero Crew News
Upon joining the airline as a first officer, qualified graduates earn
a $10,000 scholarship. To date, of the 81 Pipeline Instructors
who have been involved with this program, 100 percent have
passed their training and are now flying for Envoy.
Interview with Capt. Ric Wilson, VP Flight Operations,
Envoy Air
We sat down with Capt. Ric Wilson, a 26-year veteran of the
airline, for his insights on a career with Envoy Air.
You’ve been at the company a long time. What keeps you at
Envoy?
I am immensely proud of the more than 2,000 professional
pilots at Envoy whom I’ve flown with over the years — they
are the backbone of our company and absolutely committed
to maintaining a safe and reliable operation. When you start
with a regional, it’s a close-knit community of pilots, and I
have always enjoyed that camaraderie. Working for a large and
established regional airline gives you numerous opportunities.
I have been provided with many at Envoy and elected to join
the management team, but could just as easily have pursued a
mainline flying career.
What trends do you see in pilot staffing over the coming
years?
One of the most promising projections I have seen comes
from American Airlines, but I suspect we’ll be seeing it across
the industry. As more senior pilots at American reach mandatory
retirement age, American anticipates a steady stream of pilot
retirements over the next three years, with an even greater
number of retirements in the years that follow. Envoy already
maintains a steady flow of pilots to American, but their hiring
needs in the next few years represents an amazing opportunity
for Envoy pilots. Our flow-through agreement with American
guarantees that all existing and new hire Envoy pilots will make
up a significant portion of every American new hire class. If your
goal is to fly for American, our airline has proven to be one of
the best places for you to make that dream a reality.
What can an applicant expect when applying to Envoy?
We’re committed to safety and have a responsibility to
send only the best pilots to American. So when you interview
with Envoy, you’re really getting an insight into what a major
airline interview is like. We start with a behavioral-based
interview, which predicts future performance through past
performance in similar situations. Then we conduct a technical
interview, simulating a short flight using Jeppesen enroute and
approach charts. Finally, we take candidates through a short
flight in a Beechcraft Baron Flight Training Device with a visual
presentation. We’ve found that this sort of comprehensive
interview process ensures the best fit for Envoy. And if you stay
and flow-through to American, you will not be required to go
through an additional interview.
How would you characterize Envoy’s future?
There has never been a better time to be at Envoy — I am
excited about what the future holds. We are the largest provider
of regional feed to American Airlines, the largest mainline
carrier in the world, and an integral part of their regional
network. There is a tremendous amount of work being done all
across the company to prepare for the arrival of our new fleet
of 76-seat, two-class Embraer 175 (E175) aircraft, scheduled to
arrive in November. American has committed to place 40 E175s
with Envoy, along with options for up to 90 more. These large
regional jets represent the future of their regional fleet, and we
can’t wait to begin operation.
September 2015 | 13
Exclusive interview with Nick Brice, Director of Pilot Recruitment at Envoy.
Pre Interview:
Craig: How do you select applicants to be brought in for an
interview?
Nick: Envoy maintains a rigorous selection process for
our pilots and carefully reviews all applications submitted
to www.AirlineApps.com. Applicants who meet our
qualifications are invited to interview by a member of
our recruiting team at our Headquarters campus in Dallas/
Fort Worth.
C: N: What can an applicant do to increase their chances of
being called for an interview?
Each applicant is evaluated on a case-by-case basis.
Some of the criteria that our recruiters are looking for are
recent flight experience, a clean driving/FAA record, and
internal recommendations from existing employees
C: N: How critical is it to attend a job fair to get an interview?
Attending a career fair to meet with our recruiters
in person is encouraged, but certainly not mandatory for
consideration.
C:
What is the best way to prepare for an interview with
your company?
N: Read the online gouges, ask friends who have
interviewed, and talk to other Envoy pilots who have interviewed recently. Know how to read Jeppeson charts,
be familiar with Part 121 regulations, as well as Part 91
regulations. Study the Sim packet we send. Then
memorize all the profiles, limitations, and memory items.
Interview:
C: Do you recommend that applicants get to your
headquarters city the day before and get a hotel room for
the night?
N:
For out-of-town applicants, Envoy will fly an applicant
to DFW the day prior to their interview. Envoy will provide
complimentary hotel accommodations and transportation
to make your interview worry-free.
C: Can you walk me through a typical day of interviews?
N: 8:00 AM
Logbooks and paperwork are
Briefing begins- collected. Applicants are given a brief
overview of Envoy Air and told about
the Interview process and what to
expect.
9:00 – 12:00 HR, Sim, and Tech evaluations are
conducted
12:00 – 1:00 Lunch
14 | Aero Crew News
1:00 – 2:00
Background paperwork is collected and
applicants are fingerprinted.
2:00 – 2:30
Interview should be complete mid
afternoon, with ample time for out-of
town applicants to travel home.
C: What kind of questions can an applicant expect to be
asked?
N: One of our primary goals is to get to know the applicant.
We will go over their application with them and ask
questions based on the information they give us. We
want to understand how they got into aviation, why they
they think Envoy would be a good fit for them, and what
their goals are for the future. Then we will ask a few “tell
me about a time…” situational questions. These are
designed to get an insight into how the applicant thinks,
how they interact with others, and to gauge what they
have learned from their life experiences.
C: N:
Can you give me some examples of the TMAAT questions
that you like to ask?
Tell me about a time you had a conflict with somebody
and how you resolved It?
Tell me about a time when you went above and beyond?
Tell me about a time you were criticized and how did you
handle it?
Tell me about a time when you succeeded?
C: N:
If the TMAAT question being asked does not apply to that
applicant can that question be skipped?
The TMAAT questions are designed to be general enough
that they apply to almost everybody. If the question does
not fit your work experience exactly, do your best
to come up with a situation that is close to the subject of
the question.
C: N:
What are some of the biggest mistakes that applicants
make during the interview process?
The biggest mistake an applicant can make is to not be
fully truthful about their background. It is understandable
that applicants may not want to disclose check-ride
failures or legal issues they may have had because they
feel it might keep them from getting an interview. This is
a false assumption, as check-ride failures and/or
misdemeanors alone will not disqualify an applicant from
an interview or a pilot position at Envoy. However, if they
are not disclosed and then show up on the background
check, that will eliminate you from consideration. Also
remember the saying “you never get a second chance to
Interview cont...
make a first impression.” Show-up on time, wear a
suit and tie, be clean-shaven, be excited to be here, and
be professional.
Written test:
C: Is there a written or computer test?
N:
No, we have eliminated that from the interview process.
Simulator Evaluation:
C: Do you have a simulator ride?
N:
Yes.
C: N:
What type of aircraft is used for the simulator evaluation?
It’s fixed-based Frasca with wrap-around visuals. It is set
up as a Baron with G1000 Avionics.
C: N:
What types of scenarios should you expect in the
simulator evaluation?
It’s a very straight forward evaluation; there are no tricks
or simulated emergencies. We do a basic departure, and
then some air-work, climbs and descents, turns, radial
intercepts, a hold, a precision approach and a nonprecision approach.
C: N:
What are you looking for in the simulator evaluation?
One of the main purposes of the simulator evaluation is
to determine the proficiency level of the applicant’s
instrument scan. Next we want to evaluate the applicant’s
CRM skills. Are they utilizing the non-flying pilot, are they
communicating effectively, are they assertive, are
they transferring controls to write down clearances and
brief approaches? And lastly, did they study the simulator
packet we sent them. Do they know the profiles, do they
know the callouts, do they know the limitations and the
memory items?
C: N:
What are the biggest mistakes applicants make in the
simulator?
If an applicant has not been flying instruments in
a while it would be a big mistake to not go out and
practice some instrument flying before the interview.
If your scan is not proficient, it will show up when you
get task saturated. Also, we do not use a moving map,
so you need to understand how to find your position
using VOR radials and how to set up the HSI to properly
track a radial. Probably the most common mistake made
is entering the hold. Make sure you transfer controls,
write down your clearance, take your time and draw out
your position relative to the hold, the holding pattern
itself, and the entry. Then brief your non-flying pilot.
Post Interview:
C: How long do applicants have to wait to know if they are
hired?
N: If they are successful, applicants will be given a pre-offer
of employment right away, pending their background
check. The background check can take anywhere from 1-4
weeks depending on how long the paperwork takes to get
back. We send out all paperwork that day, but previous
employers have up to 30 days to return it. Most
employers send it back within a week, but occasionally
they will take longer.
C: How soon can an applicant expect a class date after being
hired?
N:
Classes start every other Monday, so it just depends on
when we get the background paperwork back and the
applicant’s availability.
General:
C: How many pilots does your airline expect to hire this
year?
N:
We will hire as many pilots as we can, but our goal is to
hire at least 50 more pilots for 2015 and at least 250
pilots for 2016.
C: N:
Can you explain the ATP-CQP class that your company
offers?
Envoy has an agreement with CAE Simuflite in DFW
for the ATP-CTP course. It is a week-long course paid for
by Envoy, however it requires a two-year commitment
that runs concurrently with the $5,OOO or $10,000
bonus agreement. If you need the ATP-CTP course, Envoy
will fly you down a week before ground school and give
you a hotel and ground transportation while you are
completing the course.
C: N: Do you have a hiring bonus? Is there any specific criterion
to qualify for the bonus?
We have a $5,000 bonus program for which everyone
qualifies. We also have a $10,000 bonus that is a part
of our University Pipeline Program. If you graduated from
one of our partner schools with an Aviation-related
degree and a GPA of 2.5 overall and 3.0 in aviation
classes, and you achieved three advanced ratings from
that school, you will qualify for the higher bonus. Both
bonuses come with a two-year agreement.
C.
N.
What Universities are part of the University Pipeline
Program?
Embry-Riddle, UND, University of Oklahoma, US Aviation,
and TransPac are just a few of the 41 partner schools we
have throughout the U.S. and Puerto Rico. The rest
can been seen at: www.envoyair.com/careers. We are
always looking for more quality schools to partner with.
September 2015 | 15
G r e at
Lakes
Airlines
upcoming
EVENTS
We are hiring
below ATP Minimums!
Great Lakes Airlines will be at:
the AeroCrew Solutions Job Fair on
25SEP2015 at Crowne Plaza in DEN
The Fall Career & Internship Fair
30SEP2015 at UND in North Dakota
FlyGreatLakes.com
Embry-Riddle Aeronautical University
Industry/Career Expo
01OCT2015 at Embry-Riddle in PRC
UPS & Metropolitan College
Written by: Sandy Hartz
D
espite its name, Metropolitan College is not a college.
It was established as a partnership among Jefferson
Community and Technical College, the University of
Louisville and charter business partner UPS. This partnership
provides eligible Kentucky residents access to a tuition-free
post-secondary education and outstanding employment
opportunities. With funding support from the Kentucky
and Louisville Metro governments and UPS, the mission of
Metropolitan College is to assist students to integrate work,
academic and career goals, and personal lives through a unique
combination of programs and services.
UPS Metropolitan College (MC) is a joint educationworkforce-economic development initiative among the
University of Louisville (U of L), Jefferson Community and
Technical College (JCTC), Louisville Metro and State of Kentucky
governments, and the region’s largest employer, UPS. MC was a
critical element of the incentive package that convinced UPS to
remain in Kentucky and to expand its major overnight air hub,
Worldport. This uniquely innovative education program offers
access to post-secondary education opportunities for eligible
employees in the Next Day Air operation at UPS Worldport.
Acknowledged by the U.S. Department of Labor for best
practices in innovative solutions to workforce development, MC
and UPS offer a well-documented solution for the elimination
of the financial barriers to higher education for residents of
Kentucky. Since its inception in 1998, this innovative partnership
18 | Aero Crew News
“Everyone benefits when more
people have access to an education
and Metropolitan College is
here to provide people with that
opportunity.”
~ George Poling, Executive Director Metropolitan College
has helped thousands of students receive a free education and
on-the-job training while stabilizing the workforce.
Participants in the MC program work part-time at UPS in the
Next Day Air operation, receiving wages and full benefits. MC
participants may attend JCTC or U of L (specific admission criteria
must be met) where they are eligible for full undergraduate
Kentucky resident tuition for all coursework passed with a “C”
or above. In addition, MC participants are eligible for book
reimbursement (up to $65 per class) and academic completion
bonuses. To fulfill the program’s mission of assisting students
to integrate their academic, work and personal lives, MC has a
team of Student Development Counselors who assist students
in a wide array of support services to ensure their success both
in the workplace and in the classroom.
MC Student Spotlight: Heidi Arbuckle
By Renecia Griffie Davis, Student Development Counselor
Heidi Arbuckle started the Metropolitan College program
in fall 2014. At just 19 years of age, and her junior year
just beginning at the University of Louisville, Arbuckle’s
achievements are already impressive. Arbuckle works third
shift at UPS as a frontline supervisor to access tuition free postsecondary education benefits through the Metropolitan College
program. She currently majors in English at the University of
Louisville where she is a Trustee’s Scholarship recipient and a
University Louisville Honors Program participant. Most recently,
Arbuckle completed the spring 2015 semester with an overall
cumulative GPA of 3.8 while working nights at UPS.
She feels her greatest accomplishment in life so far has been
becoming a supervisor at a Fortune 500 company. Arbuckle has
maintained A’s and B’s in her college classes while balancing the
responsibility and increased work hours that goes along with
being a supervisor. Arbuckle commented, “A lot of people try to
deny my claim to credibility as a supervisor because of my age.
I had to work harder to gain credibility and respect and prove
that my age was just a number as far as my job was concerned.”
full-time supervisor at UPS and work her way up in management
and to become a publisher or head editor for a renowned
publication.
Arbuckle has advice to give to current and future
Metropolitan College participants. She says, “Don’t overload
yourself. If you can’t balance school, work, and a personal life
when going to school full-time, then cut back on your credit
hours. Yeah you might not graduate in four years but you’ll
have your sanity and your school will still be paid for.” Arbuckle
stressed the importance of Metropolitan College students taking
summer classes, which are covered by MC benefits, to avoid
being overloaded with credit hours during the fall and spring
semesters. In fact, Arbuckle is currently taking a summer course
and makes it a point to schedule her classes, when possible,
in the afternoon to ensure she gets proper rest and has ample
time to complete homework assignments. “My personal life is
pretty much set aside until the weekend,” said Arbuckle.
It is Arbuckle’s strong academic achievement, ability to
effectively balance work and life responsibilities, and her
commitment to her career field that she received the Spring
2015 Outstanding UofL MC Student Award.
Arbuckle feels very confident about her future career goals
and credits the Metropolitan College program for requiring
all students to complete the Career and Academic Planning
Program (CAPP), which helps to prepare students for rewarding
career opportunities. In addition, she acknowledged UPS’s role
in helping her to prepare for her career field and stated, “UPS
has taught me how to manage and coach employees, make
business connections and maintain relationships, and handle
stressful and demanding situations.”
Arbuckle expects to graduate with her Bachelor of Arts in
English in May 2017. Her long term career goals are to become a
Apply now at UPSjobs.com or call 502-359-1877 for more
information.
Aero Crew News
Yo u r S o u r c e f o r P i l o t H i r i n g I n f o r m a t i o n a n d M o r e . . .
Take your company to new Flight Levels, advertise with us.
Download our advertisement contract at AeroCrewNews.com
Fleet Count:
• 747-400: 10 (additional in the near future)
• 747-200: 3
• Multiple wide-body twins in the near
future
K
alitta Air is an FAA Part 121 cargo carrier that operates a fleet
of Boeing 747-400 and 747-200 freighters on an expansive
worldwide network of both scheduled and on-demand cargo
charters. For the last 15 years, we have proudly and professionally
served our customers’ needs by providing long-range, heavy-lift
cargo services to virtually anywhere on the globe. Kalitta Air’s has
established a reputation of dependability and flexibility that has
enabled us to establish solid, long-term alliances with such entities
as DHL, US and allied armed forces, Asiana, Pacific Air Cargo and
many others.
In order to meet our current and projected growth in customer
demand, we are in the process of expanding our fleet of 747-400s
and working to augment the 747s with twin-engine wide-body
freighters in the near future.
As the company grows, so does our need to hire highly qualified,
mission-oriented professional pilots to join our team. At this time,
we are hiring pilots exclusively onto the 747-400. Our pilot group is
composed of pilots who have joined us from all facets of aviation,
including regional airlines, the US military and corporate operations.
September 2015 | 21
Pilot quality of life and benefits:
What we’d like from our pilot applicants:
•
$66/hr. 1st year pay.
•
FAA ATP rating
•
All flying done on an off day is paid at 150% of pilot’s hourly
rate.
•
5,000 hrs. total time (2,500 hrs. for former or current
military pilots).
•
100% company paid travel to/from work. Kalitta Air pilots
may live virtually anywhere in the country including Alaska
and Hawaii. The company purchases positive space tickets
to and from duty assignments, completely eliminating the
stress of jumpseating to and from work that is so familiar to
any airline pilot who has ever had to commute.
•
“Glass cockpit” experience is preferred, but not required.
•
Flexibility and a “can do” attitude are absolutely required.
Although we have a sizable scheduled route structure, a
large portion of our flying is on-demand. This business model
requires operational flexibility at every level within the
organization, especially from the flight crews. For example,
it’s not uncommon to go to bed thinking that you’ll be flying
to Germany in the morning, only to wake up and discover
that you’re actually being sent to Brazil instead!
•
Industry-leading Blue Cross/ Blue Shield health, dental and
vision care package at a cost of only $20 per pay period
(every 2 weeks) for individuals and $40 per pay period
for families. The insurance becomes free after 5 years of
service.
•
17 days on, 14 days off schedule. (13 days off during a 30
day month.) Pilots have the option to bid for the more
common 17 days in a row schedule or, split schedules (9
days on, 14 days off, 8 days on, for example) when available.
No “junior manning.”
•
401(k) matching.
•
100% company paid life insurance.
Once selected to attend training, new hire pilots will travel
to Kalitta Air’s corporate headquarters in Ypsilanti, MI. All pilot
training, from day one of company indoctrination through the type
rating simulator ride is conducted at our adjacent self-contained
training facility. The training center contains our 747-200 and 747400 full motion simulators and our 747-400 flight training device
(FTD), all of which are used exclusively for Kalitta Air pilot training.
All of our new hire pilots receive PIC type ratings on the 747-400.
If you’re an experienced aviator with solid technical skills, a
professional attitude and a sense of adventure, we highly encourage
you to visit our website at www.kalittaair.com and submit your
resume. We look forward to working with you to help take your
career to the next level.
22 | Aero Crew News
A few of the exciting places that we will fly
Hong Kong, China (VHHH)
Los Angeles, CA (KLAX)
Tuscon, AZ (KTUS)
Brussels, Belgium (EBBR)
Bahrain (OBBI)
Tel Aviv, Israel (LLBG)
Honolulu, HI (PHNL)
Leipzig, Germany (EDDP)
Baku, Azerbaijan (UBBB)
Delhi, India (VIDP)
Cincinnati, OH (KCVG)
San Juan, PR (TJSJ)
Anchorage, AK (PANC)
Kuwait City, Kuwait (OKBK)
Shanghai, China (ZSPD)
Incheon, Korea (RKSI)
Liege, Belgium (EBLG)
Wake Island (PWAK)
Amsterdam, Netherlands (EHAM)
Dubai, United Arab Emirates (OMDB)
Guam (PGUM)
San Francisco, CA (KSFO)
Sao Paulo, Brazil (SBKP)
Kona, HI (PHKO)
New York City, NY (KJFK)
Mexico City, Mexico (MMMX)
Multiple military bases worldwide
747-400 taxiing
across the
Quebec bridge in
Amsterdam
September 2015 | 23
Exclusive interview with Sean Horton, Assistant Chief Pilot, Kalitta.
Pre Interview:
Craig: How do you select applicants to be brought in for an
interview?
Sean: We initially screen each resume that we receive to
determine whether the applicant meets our basic
requirements, e.g. flight hours, ATP certificate, etc. Once
their eligibility is established, we thoroughly review the
details of each resume to attempt to develop a clear
understanding of who the applicant is and the path that
his or her career has followed up to this point.
If we determine that the applicant has the potential to be
a good fit for the airline, we’ll reach out and extend the
offer to come to company headquarters for an interview.
C: S: What can an applicant do to increase their chances of
being called for an interview?
Applicants should focus on creating a clear and concise
resume that neatly outlines their experience and
qualifications. I also cannot overstate the importance
of both being honest and eliminating all ambiguity in the
career summary portion of the resume.
Attending job fairs is also a great way for applicants to
make an impression on our recruiters and stand out as
living, breathing people, versus being evaluated as just
another resume from the pile.
C: S: How critical is it to attend a job fair to get an interview?
We strongly encourage pilots who are interested in joining
Kalitta Air to attend job fairs. While attendance certainly
isn’t required to be offered an interview, it certainly
helps if we can “place a name with a face.” At the same
time, prospective pilots have a chance to listen to
our presentation and meet our recruiters to learn
more about our organization. We view the job fair process
as an invaluable opportunity to get to know our
candidates in an informal setting in advance of the actual
interviews conducted at company headquarters.
C: S: only help you give a genuine answer to this question, but
will also enable you to ask your interviewers pointed
and pertinent questions throughout the interview
process. When an applicant has clearly done his or her
homework, it indicates a certain level of seriousness.
Interview:
C: Do you recommend that applicants get to your
headquarters city the day before and get a hotel room for
the night?
S: The interview process starts at 0800, so we definitely
recommend that, unless they live within the immediate
vicinity of our headquarters, applicants arrive the day
prior to their interview.
C: S: Can you walk me through a typical day of interviews?
When they first arrive, members of the Human Resources
and Flight Crew Training departments greet the
candidates and everyone assembles in a classroom to
complete some required paperwork and await being
called to complete their pre-employment drug screenings.
After the administrative items are completed, candidates
are taken in pairs to be briefed by the Check Airman who
will be conducting their simulator evaluation. At the
conclusion of the briefing, the pair will fly their evaluation
flight together, which typically lasts between 30 and 45
minutes.
In the meantime, the students who are awaiting or have
completed their evals will remain in the classroom with
one or two additional Check Airmen who will spend the
entire time getting to know the candidates and answering
any questions they may have in a relaxed, informal setting.
Once they complete their simulator sessions, applicants
are called in individually for their panel interviews.
C: What is the best way to prepare for an interview with
S: your company?
The best interview preparation advice that I can offer is to spend some time researching Kalitta Air and the type of
flying that we do, so that you can form an understanding
of who we are as an organization. One question that
we always ask during the interview is “Why would you like to fly for Kalitta Air?” Being well informed will not
What kind of questions can an applicant expect to be
asked?
The panel interview provides us the opportunity to
determine whether the applicant will be a good fit for our
airline and whether our airline will be a good fit for
the applicant. Our awareness that the applicants are
essentially interviewing us as an airline at the same time
that we are interviewing them as potential pilots leads
to a more informal interview setting, in which applicants
are encouraged to ask as many questions as they
like, in between answering the question they’re asked by
the interviewers.
In keeping with this concept, we mostly avoid asking
canned or scripted questions. Instead, the interview tends
to flow more like a conversation, during which we get to
know the applicant, explore his or her background and
determine if they’ll fit well into our pilot group.
C: S: What are some of the biggest mistakes that applicants
make during the interview process?
Since the interview process only affords us a short
amount of time to get to know our applicants, we really
appreciate when they are open, honest and forthcoming.
It’s never a good idea to give an interviewer the
impression that you’re being evasive or less than truthful
during the interview.
It’s also important to remember that we evaluate our
interviewees as whole people and not just pilots.
Excellent flying skills and extensive flight time in the
logbook do not automatically guarantee success. It’s
equally important to be personable.
Written test:
C: Is there a written or computer test?
S: No.
Simulator Evaluation:
C: Do you have a simulator ride?
S: Yes.
C: S: What type of aircraft is used for the simulator evaluation?
The Boeing 747-200. Although we’re presently hiring
exclusively into the 747-400, which has a modern glass
cockpit, we elect to use our 747-200 simulator for
evaluations. The -200’s older generation cockpit provides
us with a better opportunity to gauge an applicant’s basic
instrument and flying skills.
C: S: What types of scenarios should you expect in the
simulator evaluation?
The evaluation consists of a basic, hand-flown, raw data
flight. The evaluator will brief the applicants about the
scenario, which consists of a takeoff and climb, tracking to
a fix to enter and fly a hold, exiting the hold, vectors
to an ILS and approach and landing. (The actual landing is
not evaluated.)
C: S: What are you looking for in the simulator evaluation?
We do our best to impress upon our applicants that the
point of our simulator evaluation is to get a feel for their
basic instrument, aircraft control, procedural and CRM
skills. Since the majority of our pilots have no previous
747 experience, we encourage them to utilize procedures
and call for checklists that mirror those of the most
recent aircraft they’ve flown.
It’s also important for applicants to remember that they
are not competing against their simulator partner to
earn the job. The evaluator will be closely watching how
the pilots interact and how well they use CRM to support
each other.
C: S: What are the biggest mistakes applicants make?
The biggest issue that we see is with applicants whose
most recent experience has been flying aircraft with
newer generation cockpits with PFD/ ND style displays.
These pilots will often require a few minutes of flying to
settle down and recalibrate their instrument scans.
We also find that applicants who have no previous heavy
jet experience tend to over-control the aircraft because
they assume that a heavy jet should be heavy on the
controls, which the 747 is not.
Besides these issues, some applicants find that entering,
flying and exiting the raw data hold occasionally presents
a challenge.
Post Interview:
C: Do you tell applicants they are hired in person that day?
S: Unfortunately, we are unable to make a formal offer of
employment until we receive an applicant’s drug
screening results, but it usually takes no longer than 2 to
3 days.
C: S: How soon can an applicant expect a class date after being
hired?
We make every effort to place our applicants in class as
soon as possible. With the current hiring rate, we expect
to be able to offer applicants class dates that are no more
than 6 weeks in the future, with the majority entering
classes much sooner.
General:
C: How many pilots does your airline expect to hire this
year?
S: While it’s difficult to project the number of pilots that we
intend to hire, it’s important to note that the airline is in a
period of growth with additional aircraft slated to arrive
over the course of the next several months and beyond.
We foresee a need to hire and train quality pilots
throughout the remainder of 2015 and well into 2016.
Up to $15,000 Sign- on Bonus
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Schedule an interview today26 | Aero Crew News
careers@commutair.com
Contract Talks
The Ups and Downs of Upgrade Time
P
eople will often talk about upgrade time and how long it
should be from when a pilot starts working at a company and
when they will upgrade to be a Captain at that company. Since
Part 121 Pilot-In-Command time is usually a critical requirement to
be hired at a major carrier, this is usually one of the things that
most pilots tend to consider when choosing an airline. Even at the
major level it can have a large impact on quality of life and total
earning potential.
However, while upgrade time is an important part of choosing
an airline, it is important to understand how it is calculated, and
what some of the main factors are that affect it. This allows a
prospective pilot to somewhat objectively evaluate how current
upgrade times may affect them.
The first thing that is important to understand is that “upgrade
time” is based on the latest person to upgrade, or the most junior
pilot who is sitting in the left seat. If it took that pilot 4 years to
be able to hold a Captain position, then that airline is said to have
a 4-year upgrade. Consequently, if airline B’s most junior Captain
was hired 10 years ago, they are said to have a 10-year upgrade.
This calculation is pretty straightforward. However, there are many
variables that can affect an upgrade time for an incoming new hire
that might not be accurately represented in the current upgrade
time.
The main factor that will influence upgrade time is the need
of the company. This is always the primary driver of upgrades.
As a general rule of thumb, when one pilot moves on, another is
upgraded in their place and then a new-hire First Officer is hired
to fill the vacancies at the bottom of the list (all of the other First
Officers move up in seniority too). If a company is adding planes
they are likely to be running shorter upgrades in order to staff the
new flying (a good rule of thumb to help estimate the need for
pilots is 10 Captains and First Officers per airplane). If the airline
has high attrition, they may be running shorter upgrades even
though they might not be adding airplanes. This can have a very
large effect on the net upgrade time for a new First Officer, which
may not be predicted by the current upgrade time. As an example,
if Airline A is adding 50 new airplanes, and a pilot is hired at the
bottom of the list with 49 of the 50 new airplanes in service, the
likelihood that the new FO will see the same upgrade time that
the most junior Captain did is unlikely, since the flow of upgrades
will slow significantly once the new flying is adequately staffed.
That leaves attrition from the Captain’s seat as the primary driver
of upgrade time, which will probably not move the list forward as
quickly as the addition of new flying and the attrition combined.
Consequently, if Airline B is seeing very high attrition, but is not
adding new flying, that may serve to decrease the upgrade time
significantly in a very short span of time.
Another important factor affecting upgrade time is the reality
that pilots are usually hired in batches. Since the hiring usually
occurs as flying is gained, and aircraft are usually delivered in batches
Written by: Scott Stahl
over a relatively short period of time, this can have a tremendous
impact on how upgrade times are presented. As an example,
assume that Airline A has not seen any new aircraft deliveries in 10
years. In this scenario, it is likely that most of the hiring since the
original flying was staffed was only to cover attrition. Depending
on how attrition occurred, the company may have sporadic hiring
over the years, resulting in groups spread far apart. In the case of
Airline A, assume that 150 pilots were hired in 2009 and then no
hiring occurred again until 2014. If the most junior Captain hired at
Airline A was hired in 2009, then the airline would be said to have
a 6 year upgrade time. However, if there are only 15 pilots from
2010 below that Captain, and the airline runs an upgrade class of
20 people (the 15 pilots left from 2009 plus 5 from 2014), then the
upgrade time drops from 6 years to 1 year instantly the moment
that first 2014 pilot is upgraded. Essentially, this means that what
held as the average upgrade time previously does not necessarily
hold for new hires. Usually, an airline will discuss or advertise
the current upgrade time because the future upgrade time is
not known with any absolute certainty. As an alternate example,
if Airline B has been adding a lot of flying, but the last airplane
deliveries are occurring, they may have something on the order of
a 1-2 year upgrade time, even though that won’t hold true in the
future simply due the realities of reduced staffing needs since no
new airframes are being delivered beyond the current aircraft. It
is also important to understand that most airlines cycle between
periods of growth and periods of no growth.
A new factor in the industry is the looming reality of massive
age related retirements at the majors that will probably serve to
change the upgrade dynamics at virtually every airline currently in
the industry.
The final factor that can greatly affect upgrade time are basic
industry cycles. It is safe to say that September 11, 2001 was an
event that nobody predicted and its affects on the industry average
upgrade time were catastrophic. It was the norm just prior to that
for the upgrade time to be forecast at 5 years or less (in some cases,
2 years or less was the norm), even though 9-11 would make that
reality very remote. In some cases, due to the industry downturn,
some pilots are still sitting reserve as a First Officer when the
forecast said those pilots should be Captains with 5-10 years of
seniority in the left seat. This scenario affected airlines at all levels
of the industry, as well as corporate aviation. Of course, these
cycles also include normal economic and business cycle influences
in addition to geo-political influences.
It is important to understand and consider the upgrade time
at a particular carrier, but pilots should be diligent to weigh the
forecast or current upgrade time against the past hiring patterns,
attrition, current upgrade numbers, aircraft deliveries and aircraft
retirements. It is important for prospective pilots to understand
that unknown variations in upgrade time should be factored into
the total evaluation of an airline’s suitability as well as other quality
of life issues.
September 2015 | 27
THE GRID
Mainline Airlines
T
he following pages contain over 30 different contractual comparisons
for 10 separate mainline airlines. Almost all the data was collect from
each individual airlines contract. Our goal is to provide you with the
most current and up to date data so that as a pilot you can choose the
right airline for you. Every pilot looks for something different out of the
airline they work for. Whether it’s living in base, maximizing your pay, or
chasing that quick upgrade, we will have the most current and up to date
information. To do this, we are working with the airlines to make sure this
data is up to date and correct. Good luck and fly safe!
Aircraft Types
Highlighted blocks indicate best in class.
American Airlines
(American)
Airline name and ATC call sign
Gray blocks indicate source of data or
date data was obtained 3.C.1 indicates
contract section see contract for more
information
Alaska Airlines
(Alaska)
Delta Air Lines
(Delta)
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2015-2029
Pilots hired
2014
Union
APA
Legacy Airlines
B787, B777,
B767, B757,
B737, A350,
A330, A321,
A320, A319,
MD82/83, E190
B737
No
No
B747, B787,
B777, B767,
B757, B737,
B717, A350,
A330, A321,
A320, A319,
MD88, MD90
No
Single
2.25 Dom**
MALV 72-84
Occupancy, Paid
$2.75 Int.**
or 88*
for by company
6.D.1.d
7.A.5
85 Hours
plus per
diem
Single
Occupancy, Paid
for by company
$2.15
11.D.5.b
5.A.1
5.A.1
Single
$2.20 Dom.,
$3,888.29 /
Occupancy, Paid
$2.70 Int.
Month
for by company
3.D.4.
Hawaiian Airlines
(Hawaiian)
Per Diem
5.E.1
5.B
14,236
9,987
800
Jul/15
***
Jul/15
1,472
816
5 Years
12,500
8,292
961
Jul/15
Jul/15
Feb/2015
Feb/2015
ALPA
Sample only;
refer
adjacent$2.00*
pages for actual information
3 Hours
per toSingle
A330, A350
B717, B767
No
day, plus per Occupancy, Paid
diem
for by company
600
$2.50 Int.
ALPA
ALPA
9.G.1
Abbreviation and definitions:
United Airlines
(United)
A350, B747,
B777, B787,
B767, B757,
B737, A320,
A319
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.
Aircraft Types
ALPA: Air Line Pilots Association
Cancellation pay: When a leg or legs are canceled, the employee
Allegiant Air
will still be credited for that leg. Some companies
will not B757,
cover
(Allegiant)
MD-80,
A3220
all reasons for cancellations. Refer to the contract for A319,
more
information.
Frontier Airlines
Deadhead: Positive space travel as a passenger
for company
(Frontier)
business; paid as shown in above referenced column.
FAPA: Frontier Airline Pilots Association
JetBlue Airways
(JetBlue)
A321, A320,
A319, E190
IBT: International Brotherhood of Teamsters
ISP: International Savings Plan
Southwest
Airlines
(Southwest)
B737
IOE: Initial Operating Experience, refers the flight training a new
Spirit Airlines
(Spirit Wings)
28 | Aero Crew News
A319, A320,
A321
No
3 Hours per
Single
$2.35 Dom*
$2.70 Int.*
diem
for by company
B737NG
7,765
ALPA
hire receives from a check airman after completing all ground and
3-E training.
4-G-1, 9-E
4-A
simulator
DC: Direct Contribution, the company will contribute the listed
Pay During Hotel during
Per Diem
Most
Number of
Pilot
Pilots hired
Union
Training amount
new hire directly to
Junior
CA employees
Pilots
Retirements
2014 either
additional
the
401(K),
training
hired
2015-2029
quarterly or yearly, refer to the contractMajor
forAirlines
more information
Sign on
Bonus
MMG:70Minimum
Monthly Guarantee, the minimum amount of
Hours,
Single
6 Months
530
per Occupancy, Paid
credit plus
the
will $1.00
receive
per month.
The ability125to workIBT
diem employee
for by company*
more or less is possible, depends
on the
needs of the Jul/15
company,
2
Jul/15
Jul/15**
line holder
or
reserve
and
open
trips
for
that
month.
MMG
No
$1.90
Jan/2006
836
155
FAPA
None
Feb/2015
Feb/2015
Feb/2015
Per Diem: The amount of money
the company
pays theFeb/2015
employee
Single
for
food
expenses
while
gone
from
base,
typically
from
show
timeALPA
$2,500
per
$5,000*
$2.00
June/2012
3,000
840
400
Occupancy, Paid
for by company
to end month
of debrief
time of that trip. Day trip per diem is taxable
A, Pg24 Add is
A, Pg24
Feb/2015 Feb/2015
Feb/2015
Feb/2015
whileAdd
overnight
not. 11
Single
87 or 85 Transportation
$2.15 Dom.
UTU: 89,
United
Union
May/2006
Occupancy, Paid
None
MMG*
for by company
$2.65 Int.
7,951
YOS: Years
of Service
with4.T.3
the company.
4.K.6
4.T.1
Feb/2015 Feb/2015
None
Single
$1,750*/mo Occupancy, Paid
for by company
3.D.1
Sun Country
Airlines
12,505
MMG
5.A.1
$2.20
2.5 Years
1,200
5.B.1
Jul/15
Jul/15
1/24th the
Single
IRS CONUS
Occupancy, Paid
M&IE airline
for by company
daily rate
250
3,702
350
Feb/2015**
Feb/2015
SWAPA
ALPA
ALPA
General Information
Aircraft Types
American Airlines
(American)
Alaska Airlines
(Alaska)
Delta Air Lines
(Delta)
Sign on
Bonus
Pay During
Training
Per Diem
Most
Number of
Pilot
Pilots
Junior CA
Retirements
hired
2015-2029
Pilots hired
2014
Union
EFBs
Legacy Airlines
B787, B777,
B767, B757,
B737, A350,
A330, A321,
A320, A319,
MD82/83, E190
B737
B747, B787,
B777, B767,
B757, B737,
B717, A350,
A330, A321,
A320, A319,
MD88, MD90
No
No
No
Single
2.25 Dom**
MALV 72-84
Occupancy, Paid
$2.75 Int.**
or 88*
for by company
6.D.1.d
7.A.5
85 Hours
plus per
diem
Single
Occupancy, Paid
for by company
$2.15
11.D.5.b
5.A.1
5.A.1
Single
$2.20 Dom.,
$3,888.29 /
Occupancy, Paid
$2.70 Int.
Month
for by company
3.D.4.
Hawaiian Airlines
(Hawaiian)
Hotel during
new hire
training
THE GRID
A330, A350
B717, B767
No
5.E.1
3 Hours per
Single
diem
for by company
5.B
14,236
9,987
800
Jul/15
***
Jul/15
1,472
816
APA
iPad
Bases
Notes
*Monthly Average Line Value depends
on pay group, **$0.05 increase 1/1/16
BOS, CLT, DCA, ***Includes AA & USAir
DFW, JFK, LAX,
LGA, MIA, ORD,
PHL, PHX, STL
Contract 2015, as amended
SEA, ANC, LAX,
PDX
ALPA
5 Years
12,500
8,292
961
Jul/15
Jul/15
Feb/2015
Feb/2015
ALPA
Surface
ATL, CVG, DTW,
LAX, MSP, NYC,
SEA, SLC
*Interisland
$2.00*
$2.50 Int.
600
HNL, SEA,
SFO, LAX
ALPA
9.G.1
United Airlines
(United)
A350, B747,
B777, B787,
B767, B757,
B737, A320,
A319
Aircraft Types
Allegiant Air
(Allegiant)
*$0.05 increase on Jan 1st.
No
3-E
4-G-1, 9-E
4-A
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
Per Diem
None
70 Hours,
plus per
diem
Single
Occupancy, Paid
for by company*
$1.00
MMG
No
B757, MD-80,
A319, A3220
A321, A320,
A319, E190
$5,000*
Single
$2,500 per
Occupancy, Paid
month
for by company
Add A, Pg24
Southwest
Airlines
(Southwest)
B737
None
A319, A320,
A321
None
Virgin America
(Redwood)
Add A, Pg24
4.T.1
Single
$1,750*/mo Occupancy, Paid
for by company
3.D.1
Sun Country
Airlines
7,765
ALPA
iPad
5.A.1
Most
Number of
Pilot
Pilots
Junior CA
Retirements
hired
2015-2029
Pilots hired
2014
Union
EFBs
IBT
None
530
125
2
Jul/15
Jul/15**
Jul/15
$1.90
Jan/2006
836
Feb/2015
Feb/2015
Feb/2015
Feb/2015
$2.00
June/2012
3,000
840
400
11
Feb/2015
Feb/2015
Feb/2015
Feb/2015
May/2006
7,951
3,702
350
4.T.3
Feb/2015
Feb/2015
Feb/2015**
Feb/2015
$2.20
2.5 Years
1,200
5.B.1
Jul/15
Jul/15
1/24th the
Single
IRS CONUS
Occupancy, Paid
M&IE airline
for by company
daily rate
B737NG
MMG
3.B
5.B.1
A320
$2,500 per
month
None
$2.00
10.J.1
3.B.e
10.I.1
Pay During
Training
Hotel during
new hire
training
Per Diem
Aircraft Types
None
Sign on
Bonus
5.3
IAH, EWR, CLE,
DEN, ORD, SFO,
IAD, GUM, LAX
Contract 2012 as amended
6 Months
Single
$2.15 Dom.
89, 87 or 85
Occupancy, Paid
$2.65 Int.
MMG*
for by company
4.K.6
Spirit Airlines
(Spirit Wings)
12,505
Major Airlines
Frontier Airlines
(Frontier)
JetBlue Airways
(JetBlue)
Single
3 Hours per
$2.35 Dom*
$2.70 Int.*
diem
for by company
155
FAPA
ALPA
SWAPA
Bases
Notes
*Company provides rental car during
BLI, FLL, HNL, simulator training. **Plan to hire 85 in
IWA, LAS, OAK, 2015,
PGD, PIE, SFB
DEN, ORD, MDW
Yes
iPad
JFK, BOS, FLL,
MCO, LGB
*After completing first year, *Pilot data
approximate
Agreement 2013, Currently in
negotiations
*MMG based upon number of days in
ATL, MCO, DAL,
the month, **Number of retirements
DEN, HOU, LAS,
from Feb/2015
MDW, OAK, PHX
*Monthly payment is prorated and
ACY, DFW, DTW, includes salary and per diem
FLL, LAS, ORD
ALPA
250
ALPA
Tablet
Walkabout
Computers
MSP
Jul/15
ALPA
SFO, LAX, NYC
Rule book 2014
Most
Number of
Pilot
Pilots
Junior CA
Retirements
hired
2015-2029
Pilots hired
2014
Union
EFBs
Bases
Notes
Cargo Airlines
Atlas Air
B747
None
Single
$1,600 per
Occupancy, Paid
month
for by company
None
$2,000 / mo
Single
$1.95 Dom.
until
Occupancy, Paid
$2.75 Int.
activation
for by company
date*
3.A.1.f
FedEx Express
(FedEx)
B777, B767,
B757, MD11,
DC10, A300
3.A
Kalitta Air
11.A.7
5.B.1.d
Week 1 paid by
$2.40
IBT
5.A.3
5.A.1 & 2
4,288
4,288
ALPA
*Prorated if hire date is not the first of
Fixed in plane MEM, IND, LAX, the month.
or iPad
ANC, HKG, CGN
September 2015 | 29
Sun Country
Airlines
B737NG
MMG
THE GRID
Virgin America
(Redwood)
A320
Aircraft Types
250
ALPA
General Information
3.B
5.B.1
$2,500 per
month
None
$2.00
10.J.1
3.B.e
10.I.1
Pay During
Training
Hotel during
new hire
training
Per Diem
None
Sign on
Bonus
1/24th the
Single
IRS CONUS
Occupancy, Paid
M&IE airline
for by company
daily rate
5.3
Tablet
Walkabout
Computers
MSP
Jul/15
ALPA
SFO, LAX, NYC
Rule book 2014
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2015-2029
Pilots hired
2014
Union
EFBs
Bases
Notes
Cargo Airlines
Atlas Air
B747
None
Single
$1,600 per
Occupancy, Paid
month
for by company
None
$2,000 / mo
Single
$1.95 Dom.
until
Occupancy, Paid
$2.75 Int.
activation
for by company
date*
3.A.1.f
FedEx Express
(FedEx)
B777, B767,
B757, MD11,
DC10, A300
11.A.7
3.A
Kalitta Air
B747
None
5.B.1.d
B757, B767,
A300, B747,
MD-11
None
MMG
IBT
5.A.3
4,288
$1.65 Dom.
$2.50 Int.
7-8 Years
370
6.A
Aug/15
Aug/15
5.H.1.a.1
Sign on
Bonus
Pay During
Training
*Prorated if hire date is not the first of
Fixed in plane MEM, IND, LAX, the month.
or iPad
ANC, HKG, CGN
IBT
1,580
1,580
61,318
37,270
iPad fixed in
plane
Home Based
SDF, ANC,
MIA, ONT
IPA
Hotel during
new hire
training
Per Diem
*Pacific rim and Europe flights
12.G.2
Total Pilots
Aircraft Types
ALPA
Single
$2.00 Dom
Occupancy, Paid $2.50 Int
for by company
$3.00*
10.D.1
4,288
5.A.1 & 2
Week 1 paid by
$600 / week crewmember,
unitl OE
then, Single
Occupancy
5.A
UPS
(UPS)
$2.40
2,791
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2012-2029
Pilots hired
2014
Union
EFBs
Bases
None
iPad
DOH
Notes
Emirates
4.1 Years
3800
Jul/15
Jul/15
2 Years
2,500
600
Jul/15
Jul/15
Jul/15
IBEX Airlines
Qatar Airways
B777, B787,
A320, A330
A340, A350,
A380
Single
Occupancy, Paid
for by company
None
Contractual Work Rules
American Airlines
(American)
Alaska Airlines
(Alaska)
Delta Air Lines
(Delta)
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
10
Yes
FAA 117 w/
exceptions
488
15.D.3.q
4.C
15.C
??/12
Yes
12:30*
10:00**
2
12.A
12.B
12,13,14
Reserve*
FAA 117
minus 30
minutes
12.N.2
12.D.1
14, max 16
For int pilots.
12 or 13 / 12
Yes
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5
Min Days off
(Line/Reserve)
Allegiant Air
(Allegiant)
12, max 14*
10, max 12*
430
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
Initial paid for by
company
None
Pay
Protection
5:10
5:10 x
days
2:1
Yes
50%
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
5
12.A.1.a
559
2
4.H.1
361
508
5-F-1-a
5x
1:2 or
number of
1:1.75***
days
12.A.1.b
12.A.2.a
ADG** =
1:2 or
5:15
1:1.75***
12.J
12.K.1
1:3.5
50% air &
ground
150%
None, Dry
cleaning
reimburesment
available on a trip
4 days or more
Notes
12.A.3
8.C.2
25.P.2
5.E
1:3.5
100% air,
Chart 8.B.3
Ground
200%*****
12.L
8.B
23.U
None
*Based on local start time for
interisland pilots. **For reserve to
report but no flying assigned,
***International pilots only, ****Greater
of Provisions; scheduled, flown, duty
rig or trip rig.
100% air,
50% ground
4.C.1.a
4.C.2
4.C.3.a.2
7.B.1
5.E.1
5
1:2 or
1:1.75**
1:3.5
100% Blended
pay rate
50%, 75% or
100% add
pay***
Initial paid for by
company along
with certain dry
cleaning
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
$20 / hour*
120% of 85
Hours
$100 / Year
None
Yes
FAA 117
N/A
3.5
Yes
14 hours or
FAA 117
177
6 for CDO
2
1:3.75
*Days off depends on number of days
in bid period and ALV. **Average Daily
Guarantee, ***1:1.75 between 2200 0559, ****Green slip as approved by
company
Contract 2014, as ammended
1:4***
GOP****
Min Day Min Trip Duty Rig Trip Rig
Credit
Credit
*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
60%
GOP****
Number of
pages in
Contract
2
12
None
Initial paid for by
company and
every 12 months
Major Airlines
11/10
None
2** or
4.17
GOP****
Max
Scheduled
Duty
30 | Aero Crew News
Frontier Airlines
(Frontier)
Deadhead
Pay
Legacy Airlines
Hawaiian Airlines
(Hawaiian)
United Airlines
(United)
Credit
Credit
2
10
50%*
$20/ month
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
Contrat 2012 as amended
None
Notes
*Except for heavy crew
*Unschedule DH pay s 100%
of Provisions; scheduled, flown, duty
rig or trip rig.
10, max 12*
United Airlines
(United)
10.G.1
4.B.3
10.D.1.a
12 / 12 or 13*
Yes
FAA 117
5-E-4, 5-E-5
Allegiant Air
(Allegiant)
508
5-F-1-a
JetBlue Airways
(JetBlue)
Southwest
Airlines
(Southwest)
Spirit Airlines
(Spirit Wings)
Sun Country
Airlines
Virgin America
(Red Wood)
4.C.2
4.C.3.a.2
7.B.1
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
5-G-2
5-G-1
5-G-3
3-A-3
20-H-4-a
4-G-2
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
$20 / hour*
120% of 85
Hours
$100 / Year
None
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
11/10
Yes
FAA 117
N/A
3.5
Credit
Credit
12
Yes
14 hours or
FAA 117
177
6 for CDO
5.J.7
4.I, 5.P.2
5.J.4
Major Airlines
2
Frontier Airlines
(Frontier)
12
2
Yes
FAA 117
36
1:3.75
4.G.2.a
4.F.6
1:3.5
Add.
B.D.3
Schedule
Block
150% over 78
Hrs
Add. B.D.1
Add A & A-2
.74:1
1:3
100%
100%
$30 / pay period
max $500
4.I.1
4.I.3
4.L
4.S.5
2.A.4
4 or 4.5**
1:4.2
100% or
50%***
100%
Pilot pays for
initial uniform,
replacements per
schedule therafter
4.C.1.b
4.C.1.c
6.A.1 & 2
3.C.3
5.F.3
None
Avg of 5
per day
Add.
B.D.5
1:2 or
1:1:45*
Add.
B.D.4
5**
4.I.2
5.M
13/12
Yes
14 hours or
11.5 hours
12.E.1
4.D.2
12.C
12/ 10 or 11*
Yes**
1:2
1:4.4
50%
100%
12.B.1
4.F
4.D & E
4.D & E
8.A.2.a
25.I
26.O
50% or
3.5 min
100%*
Initial paid for by
company, then
given monthly
stipend
8.F.3
3.b
2.D.1
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
100%
Biz Class or
better or $300
comp
100%
Provided by the
company
12
Yes*
60 Mins <
FAA FDP
5.D.4
7.C.3.d.i
7.B.3.a.iii
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
159
3.5
-
-
-
App. G
Number of
pages in
Contract
Credit
Credit
THE GRID
*Reserve pilots have 13 days off min
on 31 day month bid periods; **1:1.75
between 2200 - 0559, ***At the
discreation of the company
Contrat 2012 as amended
None
Notes
*Except for heavy crew
*Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
$200 / year
4.H
222
None
2.A.1, 2
5.E.2
None
negotionations
*Depedning on how many days in the
bid period determines min days off,
28, 29, 30 or 31; **5 hours min
average per day over trip
None
*Between 01:00-04:00, **4 for day
trips and 4.5 for multi day trips,
***50% when deadheading to training
None
*11 days off in 31 day month,
**Subject to reassignment
None
*Unless picked up at premium pay it
is 25% or $15 more an hour,
whichever is greater
Rule book 2014
Headset
Reimbursement
Notes
Cargo Airlines
14 Hours for 2
Pilots, 16
Hours for 3 or
22 Hours for 4
or more
332
12.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air
13 or 14*
Yes
2, pg 13
Emirates
10
$20/ month
FAA 117
Yes
UPS
(UPS)
2
50%*
Yes
Atlas Air
FedEx Express
(FedEx)
5.E.1
Max 15 Days on
Per Month*
407
4.C.1.a
466
Dom
16, 18, 20**
Int
18, 26, 30**
127
18.B.5
11
Yes
11 or 13*
13.D.11
13.H.5
13.A.1.a
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
410
Number of
pages in
Contract
30.A.2
Yes
1:2,
1:1.92,
1.1.5
1:3.75
100%
Initial paid by
company, $150 /
year
4.F.2.b
4.F.2.d
4.F.2.a
8.A.1
26.B.3
$200 after first
150% on days
year. Initial paid
off
by crewmember.
1 hr or
3.65 (on
Day off)
50%
5.E & G
19.H
5.G
6.D.1 & 2
*Days off based on TAFB, 4 wk or 5
wk bid period.
Contract 2006 as ammended
None
4 or 6**
1:2
1:3.75
100%
100%
Provided by the
company
12.F.5-6
12.F.4
12.F.3
12.B.3.d
13.K
4.A.2
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
Paid for by
company
Paid for by
company
Credit
Credit
EASA Rules
8.D, 8.A.3
None
*13 on 30 day months, 14 on 31 days
months. **Duty based on number of
crews, single, augmented or double.
*11 for EDW (Early duty window) and
13 for non EDW. **6 hours minimum
for each turn.
Notes
IBEX Airlines
Qatar Airways
September 2015 | 31
THE GRID
American Airlines
(American)
Aircraft
Types
FO Top Out
Pay
(Hourly)
Group I
MMG
Base Pay
Top CA pay
$101.88
$88,024.32
$149.18
Group II
$155.61
$134,447.04
$227.84
Group II
$165.32
$142,836.48
$242.04
MMG
Base Pay
72
$209,123
$194.36
$167,927.04
$284.57
$245,868
$204.08
$176,325.12
$298.80
$258,163
HRxMMGx12
15.D.1.b
15.D.1.b
3.C
HRxMMGx12
9.B.1.a
$206.05
75
$185,445
0-1 = Days*
1-4 = 15 Days
5-8 = 21 Days
9-12 = 24 Days
13-19 = 30 Days
20-24 = 35 Days
25-30 = 40 Days
>31 = 41 Days
HRxMMGx12
3.A.3
4.A.1
HRxMMGx12
7.A.1
$159,486
$270.25
$233,496
$152,781
$258.90
$223,690
B737
$138.47
75
$124,623
3.A.3
4.A.1
747, 777
$184.59
787
$176.83
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$128,676
$216.92
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
$209.31
$180,844
$177,604
72
$140.40
$121,306
$205.56
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
$95.21
4.B.1.b*
$82,261
$139.42
HRxMMGx12
3.B.2.d
$109,376
$174.11
HRxMMGx12
7.B.1.a
$156,699
B717
$121.53
B767
A330
$144.58
75
$130,119
$207.13
75
$186,417
1-2 = 15 Days
3-4 = 16 Days
5-10 = 21 Days
10-11 = 23 Days
12-14 = 27 Days
15-18 = 29 Days
19-24 = 33 Days
+25 = 38 Days
3.D
3.F
HRxMMGx12
3.C
3.F
HRxMMGx12
6.B.1
$150,536
$262.38
$125,546
$218.83
$121,162
$211.18
Frontier Airlines
(Frontier)
B747, B777
B787
B767-400
$179.21
B757-300
$149.46
B737-900,
A321
$144.24
A319
$138.34
70
$177,391
$116,206
$202.55
3-A-1
3-C-1-a
HRxMMGx12
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
MMG
Base Pay
Band 1*
$82.00
$68,880
$140.00
$117,600
20%
28.D
0%
15%
22%
26.C.2
25.B.2
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
Band 4*
$97.00
$81,480
$160.00
2
2
7
HRxMMGx12
2
7
A319, A320,
A321*
$100.01
75
$90,009
$166.68
75
HRxMMGx12
4.3
$111,762
$195.62
$85,982
$150.56
70
A320 family
$133.05
B737
A319
A320
A321
$102.36
B737NG
0%
15%
20%
1-4 = 14 Days
5-10 = 21 Days
11-24 = 35 Days
+25 = 42 Days
0%
16"%
20%
22-A
24-B-5
$170,142
70
70
3.C*
HRxMMGx12
$132.84
85
$135,497
$189.78
85
4.C.1
4.H, 4.M*
HRxMMGx12
4.C.1
4.H, 4.M*
No. of Vacation
401(K)
weeks &
Matching (%)
accrual
3.C*
$134,400
>6M=0 H
7-12M=17.31 H
1 = 17.31 H
2-3 = 34.62 H
4-6 = 45 H
+7 = 51.92 H**
3% 100%
Match
2% 50%
Match
HRxMMGx12
5
2
$128,520
401(K) DC
$193,576
5-10 = 21 Days
10-18 = 28 Days
+18 = 35 Days
11.B.2
> 1 = 7 Days*
1-4 = 14 Days
5-14 = 21 Days
15-24 = 28 Days
+25 = 35 Days
9%
28.C
$94,409
$185.32
72
$160,116
3.A
4.A
HRxMMGx12
3.A
4.A
HRxMMGx12
7.A
$106,579
0-8 = 15 days
9-13 = 22 days
+14 = 30 days
$69,502
$126.88
70
9.7% 1:1
HRxMMGx12
72
70
Percentage of
Notes
health care
employee pays
*Bands are based on company profit,
currently at Band 4, typically at Band
3 **Accrued vacation/PTO based on
length of employment
None
Disclaimer: Gray blocks contain contract
sections or date
*A321 coming end of 2015
1-5 = 15 Days
After 3 years 2.2%
sections may be abbreviated and/
$150,012 acquired.
5% 1:2 with
6-10 = 21 Days Data
up tocontract
6% at 9
= 28 Days
or11+inaccurate,
please years
consult the most current contract section for
HRxMMGx12
8.B
16.B.2
16.4
specific contractual language.
Data that does not have a contract
*70 line holder, 75 reserve; **Hours is
0-5 = 108 Hrs
in Reference
some form and
$164,321 section reference number, was obtained
basedon-line
on PTO per year.
6-10 = 126 Hrs
5% 1:1
5% + 3%
None Specified contract for more information
11-15 = 144 Hrs
may
be
inaccurate.
While
trying
to
provide
the
most
up to date
16-20 = 162 Hrs
$126,470
21+ = 180 Hrs
information
not all sources can be verified at this time. If you notice
HRxMMGx12 a discrepancy
3.J**
3.Eand/or have
3.E
3.F.i
a correction
please email Craig.Pieper@
negotiations
*85/87/89 MMG based on days in bid
1-5 = 14 Days
AeroCrewSolutions.com.
period
$109.27
$82.74
*Coming in 2017
Major Airlines
32 | Aero Crew News
Sun Country
Airlines
$183,817
HRxMMGx12
E190
Spirit Airlines
(Spirit Wings)
70
3-C-1-a
70
Southwest
Airlines
(Southwest)
*New hire pilots receive 1 vacation
day per every full month of
employment.
$220,399
3-A-1
4.3
JetBlue Airways
(JetBlue)
0%
> 5 Yrs - 8%
5-10 Yrs - 9%
10-15 Yrs - 10%
+ 15 Yrs - 11%
$120,459
4.B.1.b*
A350*
Allegiant Air
(Allegiant)
1-5 = 14 Days
6-11 = 21 days
12-18 =28 days
19+ = 35 days
$187,419
MD-88/90
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.
$188,395
72
B717, DC9
3.B.2.d
1-5 = 21 Days
6-15 = 1
additional day
per year
$196,854
72
Group V
EMB-190,
CRJ-900
United Airlines
(United)
Percentage of
health care
Notes
employee pays
$128,892
Group IV
3.C
Hawaiian Airlines
(Hawaiian)
401(K) DC
Legacy Airlines
Alaska Airlines
(Alaska)
Delta Air Lines
(Delta)
No. of Vacation
401(K)
weeks &
Matching (%)
accrual
-
19.B.2
EE = $143.90 *2010 insurance rates subject to
EE+1 = $305.66 annual increases.
EE+1 C = $322.33
EE+2 C = $454.73
Family = $454.73*
27.B
2%
$0 to $300
depending on plan
and single, single
+1 or family
B757-300
Allegiant Air
(Allegiant)
Frontier Airlines
(Frontier)
$149.46
B737-900,
A321
$144.24
A319
$138.34
70
$125,546
Spirit Airlines
(Spirit Wings)
Sun Country
Airlines
Virgin America
(Red Wood)
$211.18
$177,391
$116,206
$202.55
$170,142
3-A-1
3-C-1-a
HRxMMGx12
3-A-1
3-C-1-a
HRxMMGx12
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
MMG
Base Pay
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
Band 4*
$97.00
$81,480
$160.00
2
2
7
HRxMMGx12
2
7
A319, A320,
A321*
$100.01
75
$90,009
$166.68
75
HRxMMGx12
4.3
70
A320 family
$133.05
E190
$102.36
$111,762
$195.62
$85,982
$150.56
B737
A319
A320
A321
B737NG
A320
70
UPS
(UPS)
16"%
No. of Vacation
401(K)
weeks &
Matching (%)
accrual
401(K) DC
20%
24-B-5
$134,400
>6M=0 H
7-12M=17.31 H
1 = 17.31 H
2-3 = 34.62 H
4-6 = 45 H
+7 = 51.92 H**
3% 100%
Match
2% 50%
Match
HRxMMGx12
5
2
$150,012
1-5 = 15 Days
6-10 = 21 Days
11+ = 28 Days
5% 1:2
After 3 years 2.2%
up to 6% at 9
years
8.B
16.B.2
16.4
$128,520
$164,321
70
3.C*
HRxMMGx12
$132.84
85
$135,497
4.C.1
4.H, 4.M*
HRxMMGx12
$126,470
*Bands are based on company profit,
currently at Band 4, typically at Band
3 **Accrued vacation/PTO based on
length of employment
None
*A321 coming end of 2015
0-5 = 108 Hrs
6-10 = 126 Hrs
11-15 = 144 Hrs
16-20 = 162 Hrs
21+ = 180 Hrs
5% 1:1
5% + 3%
None Specified
3.F.i
3.C*
HRxMMGx12
3.J**
3.E
3.E
$189.78
85
$193,576
1-5 = 14 Days
5-10 = 21 Days
10-18 = 28 Days
+18 = 35 Days
9.7% 1:1
-
4.C.1
4.H, 4.M*
HRxMMGx12
11.B.2
19.B.2
> 1 = 7 Days*
1-4 = 14 Days
5-14 = 21 Days
15-24 = 28 Days
+25 = 35 Days
9%
28.C
$109.27
72
$94,409
$185.32
72
$160,116
3.A
4.A
HRxMMGx12
3.A
4.A
HRxMMGx12
7.A
0-8 = 15 days
9-13 = 22 days
+14 = 30 days
$82.74
70
$69,502
$126.88
70
$106,579
Appendix A
4.A.1
HRxMMGx12
Appendix A
4.A.1
HRxMMGx12
7.A.1
$107.00
70
$89,880
$172.00
70
$144,480
0-1 = 5 Days
1-5 = 15 Days
+5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
10.C.2*
HRxMMGx12
9.A.1
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
MMG
Base Pay
125% of 6%
contributed
B747
$149.33
62
$111,102
3.A.1
3.B.1*
A380
$186.33
Wide Body
$174.15
Narrow Body
$153.22
B747
B757, B767,
A300, B747,
MD-11
85
$213.32
62
$158,710
HRxMMGx12
3.A.1
3.B.1*
HRxMMGx12
$190,057
$262.84
$177,633
$245.65
$156,284
$211.75
$268,097
85
$250,563
$215,985
27.B
2%
$0 to $300
depending on plan
and single, single
+1 or family
28.B.2
27.A.2
-
-
401(K) DC
Health 14-25%
Dental 20-30%
7.A.1
28.A.1
Appendx 27-A
>1 = >15 days*
1-4 = 15 days
4-5 = 15 days**
5-9 = 22 days
9-10 = 22days**
10-19 = 29 days
19-20=29 days**
+20 = 36 days
None, Pension
plan(s) available
Pilot: $61 / mo.
Pilot + Family:
$230 / mo
28
27.G.4.a
3.C.1.a
4.A.1
HRxMMGx12
3.C.1.a
4.A.1
HRxMMGx12
7.B
$144.27
62
$107,337
$192.36
62
$143,116
1-4 = 14 Days
5+ = 21 Days
>10 2.5%*
<10 5%*
5.B.2
5.K
HRxMMGx12
5.B.1
5.K
HRxMMGx12
8.A
10.A
12%
$44 to $186*
15.A.1
6.G
$180,872
$261.67
75
$255,128
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
12.D.1
HRxMMGx13*
11.A.1.b
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
MMG
Base Pay
No. of Vacation
401(K)
weeks &
Matching (%)
accrual
*Reserves have a MMG of 75, 10.D.1
Percentage of
health care
Notes
employee pays
10%**
75
negotiations
*85/87/89 MMG based on days in bid
period
EE = $143.90 *2010 insurance rates subject to
EE+1 = $305.66 annual increases.
EE+1 C = $322.33
EE+2 C = $454.73
Family = $454.73*
>5 = 14 days
<6 = 21 days
$185.51
*70 line holder, 75 reserve; **Hours is
based on PTO per year. Reference
contract for more information
Rule book 2014
No. of Vacation
401(K)
weeks &
Matching (%)
accrual
1-4 = 14 Days
5-10 = 21 Days
11-19 = 28 Days
20+ = 35 Days
THE GRID
Percentage of
health care
Notes
employee pays
Cargo Airlines
Aircraft
Types
Emirates
0%
22-A
HRxMMGx12
Atlas Air
Kalitta Air
5-10 = 21 Days
11-24 = 35 Days
+25 = 42 Days
Major Airlines
Aircraft
Types
FedEx Express
(FedEx)
$183,817
$121,162
70
Southwest
Airlines
(Southwest)
70
4.3
JetBlue Airways
(JetBlue)
$218.83
ISP &
Gratuity
Scheme
None
401(K) DC
*First year is 50 hours MMG, OutBase is 105 hours MMG, **Compan
will match 50%
*Less than 1 year prorated at 1.5
days per month; **Additionally days
prorated for certain years.
*The company will match 100% of the
>5 Yrs $20/$40**
amount contributed. **$20 for
<6 Yrs No Cost
individual, $40 for family (per mo nth)
9.C.3
*Based on 13 bid periods for the year.
**Based on plan selected and
employee only or employee and
family.
Percentage of
health care
Notes
employee pays
0% Health
50% Dental
IBEX Airlines
Qatar Airways
September 2015 | 33
Captain Yearly Pay Comparison
THE GRID
First year, Fifth year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0.00 $50,000.00 Year 5 $100,000.00 Top Pay $150,000.00 $200,000.00 $250,000.00 American Airlines -‐ 2015 UPS -‐ 2006* FedEx Express -‐ 2006 Delta Air Lines -‐ 2014 United Airlines -‐ 2012 Southwest Airlines -‐ 2014 Hawaiian Airlines -‐ 2010 Alaska Airlines -‐2013 JetBlue Airways -‐ 2013 Spirit Airlines -‐ 2010 Atlas -‐2011 Virgin America -‐ 2014 Kalitta Air -‐ 2007 Frontier Airlines -‐2009 Allegiant Air -‐ 2010 Sun Country Airlines -‐ 2005 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
34 | Aero Crew News
First Officer Yearly Pay Comparison
THE GRID
Year 1 $0.00 $50,000.00 Year 5 Top Pay $100,000.00 $150,000.00 UPS -‐ 2006* FedEx Express -‐ 2006 American Airlines -‐ 2015 Delta Air Lines -‐ 2014 United Airlines -‐ 2012 Southwest Airlines -‐ 2014 Hawaiian Airlines -‐ 2010 Alaska Airlines -‐ 2013 JetBlue Airways -‐ 2013 Kalitta Air -‐ 2007 Atlas -‐ 2011 Virgin America -‐ 2014 Spirit Airlines -‐ 2010 Frontier Airlines -‐ 2009 Allegiant Air -‐ 2010 Sun Country Airlines -‐ 2005 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
September 2015 | 35
THE GRID
Regional Airlines
T
he following pages contain over 30 different contractual comparisons
for 22 separate regional airlines. Almost all the data was collect from
each individual airlines contract. Our goal is to provide you with the
most current and up to date data so that as a pilot you can choose the
right airline for you. Every pilot looks for something different out of the
airline they work for. Whether it’s living in base, maximizing your pay, or
chasing that quick upgrade, we will have the most current and up to date
information. To do this, we are working with the airlines to make sure this
data is up to date and correct. Good luck and fly safe!
Highlighted blocks indicate best in class.
ExpressJet
(LXJT
(Accey)
Airline name and ATC call sign
ExpressJet
(LASA)
(Accey)
SkyWest Airlines
(Skywest)
Gray blocks indicate source of data or
date data was obtained 3.C.1 indicates
contract section see contract for more
information
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
EMB145XR,
EMB-145,
EMB-135
$43.76
75
$39,384
$96.68
$87,012
< 1 = 7 Days**
2-6 = 14 Days
7-10 = 21 Days
+11 = 28 Days
5 H/M
Max 640
(110 above
640***)
-
3.A.1
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
8.A.1
7.A
CRJ-200
$43.16
$46.51
-
3.A
EMB-120
$37.15
CRJ-200
$45.77
CRJ-700
$48.52
EMB-175
$48.70
-
$38,844
$99.31
$89,379
$41,859
$106.76
$96,084
HRxMMGx12
3.A
HRxMMGx12
75
CRJ-700,
CRJ-900
CRJ-900
Republic Airways
(Republic or
Shuttle)
No. of
Sick Time
Vacation
Accrual
weeks &
accrual
Over 2,000 Pilots
Aircraft
Types
4.A
80
75
$35,664
$76.21
$73,162
$41,193
$106.67
$96,003
$43,668
$113.07
$101,763
$43,830
$113.20
$101,880
$49.43
$44,487
$115.20
$103,680
$50.00
$45,000
$117.00
$105,300
3027.1
HRxMMGx12
$103.30
$92,970
3027.2
3008.5.A.3* HRxMMGx12
0-4 = 2.75 H/M
<1 = 14 Days**
4-7 = 3 H/M
1-5 = 14 Days
7-10 3.25 H/M
6-14 = 21 Days
+10 = 3.5 H/M
+15 = 28 Days
Max 500
7.A.1
14.A.1
After 90 Days
<6m = 30.8 Hrs
.0193 Per Hour
>5 = 36.96 Hrs
1.45 H/M***
> 10 = 46 Hrs
After 2 Years
> 15 = 49 Hrs
.027 Per Hour
> 16 = 52 Hrs
2 H/M***
>17 = 55 Hrs
After 5 Years
>18 = 58 Hrs
.0385 Per Hour
>19 = 61 Hrs
2.89 H/M***
3011.1**
3012.1
Years / YA**
1 = 12 days
2 = 12.99 days
3 = 14.02 days
4 = 15 days
5 = 15.99 days
6 = 17.01 days
7 = 18 days
8 = 21 days
9 = 21.99
10 = 23.01
1 Yr = 4.0 H/M
2 Yr = 4.33 H/M
3 Yr = 4.67 H/M
4 Yr = 5.0 H/M
5 Yr = 5.33 H/M
6 Yr = 5.67 H/M
7 Yr = 6.0 H/M
8 Yr = 7.0 H/M
9 Yr = 7.33 H/M
10 = 7.67 H/M
No Max
401(K)
Matching (%)
401(K)
<5 = 4%
5<10 = 5%
10+ = 6%
Vesting*
<5 = 2.
5<10 =
10<15 =
15<20 =
20+ = 6
25.A.2
25.B.
1=20% of 6%
2=30% of 6%
3=40% of 6%
4-6=50%of6%
7=75% of 6%
10=75%of8%
None
27.A.1*
27.A.
1.2-6%****
None
-
Sample only; refer to adjacent
pages$82,746
for actual information
PDO***
$91.94
EMB-140
EMB-145,
Abbreviation
and definitions:
Q-400
<6 = 2.5%
401(K) Matching: Retirement plan, the company will match the EMB-170
employees
up to the
listed$97,623
percentage. Unless noted6-13
the
$36.62contribution
75
$32,958
$108.47
= 4%
13+ =6%
company will match 100% of what the employee contributes.
ALPA: Air Line Pilots Association
EMB-175
$108.47
$97,623
EMB-190
$119.32
$107,388
None
Cancellation pay: When a leg or legs are canceled, the employee -will still3.Abe credited
for that leg.
Some
companies
will not
cover 14.F
all
3.I.1
HRxMMGx12
3.A
HRxMMGx12
8.A.1
8.A.1
reasons for cancellations. Refer to the contract for Envoy
more
information.
1-4 = 3.5%
formally
EMB-145,
14.F
2 = 14 days
$39.78 as shown
75
(Envoy)
Deadhead: Positive space travel as a passenger for company
business;
paid
in$35,802
above referenced column.
7 = 21 days
CRJ-700*
None
DC: Direct Contribution, the company will contribute the listed additional amount directly to the employees 401(K), either quarterly or
LOA**
LOA
HRxMMGx12
LOA**
HRxMMGx12
8
8.II.A
28.B***
yearly, refer to the contract for more information
28.B
American Eagle
EMB-140
EMB-175
IBT: International Brotherhood of Teamsters
Aircraft
Types
FO Top Out
Pay
(Hourly)
CRJ-200
$37.73
MMG
$89.12
$80,208
$93.90
$84,510
Base Pay
Top CA pay
Base Pay
$33,957
$82.37
$74,133
1 = 7 days
PTO = 2.5 H/M
5-9 = 5.25%
SSLB = 2.5
10-14 = 6.4%
H/M
15-19 = 7%
+14 = 28 days
200 Max
20+ = 8%
No. of
Sick Time
Vacation
Accrual
weeks &
accrual
500-2,000 Pilots
401(K)
Matching (%)
IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and
simulator training.
Endeavor Air
<1yr=<7 dys***
50% Match:
(Flagship)
1-2yrs=7 days
1-5 = 6%
75
H/M
>2yrs=14days
5-10 = 8%
MMG: Minimum Monthly Guarantee, the minimum amount of credit the employee
will receive per month. The
ability to2.5work
more
>5yrs=21days
10+ = 10%
CRJ-900
$35,073
or less is possible, depends on the needs of the company, line holder
or$38.97
reserve and open
trips $88.18
for that $79,362
month.>16yrs=28days
Vesting**
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
Per Diem: The amount of money the company paysPSAthe
employee
for food
expenses while
gone
from base,
typically
from show 50%
time
Airways
Match:
CRJ-200
$40.96
$36,864
$96.43
$86,787
< 1 = 7 days
(Bluestreak)
0-5 = 3.5 H/M
.5-5 = 2%
> 2 = 14 days
to end of debrief time of that trip. Day trip per diem is taxable while
overnight
is
not.
CRJ-700
$42.44
75
$38,196
$104.57
$94,113
5+ = 4 H/M
5-7 = 4%
UTU: United Transportation Union
YOS: Years of Service with the company.
Mesa Airlines
(Mesa)
36 | Aero Crew News
Air Wisconsin
(Wisconsin)
CRJ-900
$42.44
-
3.A.1
$38,196
4.A
HRxMMGx12
CRJ-200
CRJ-700,
CRJ-900,
EMB-175
$105.62
$95,058
3.A.1
HRxMMGx12
$80.93
$73,808
$93.76
$85,509
$37.96
76
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$48.51
75
$43,659
$106.08
$95,472
401(K)
None
28.B
.5-5 = 1
5-7 = 2
7-10 = 2
10+ = 3
> 7 = 21 days
>14 = 28 days
485 Max
7-10 = 8%
10+ = 8%*
7.A
14.A
28.C**
28.C
2%*
None
24.B
-
< 1 = 7 days
0-1 = 1.52 H/M
> 2 = 14 days
1-4 = 2.17 H/M
> 5 = 21 days
+4 = 3.0 H/M
> 20 = 28 days
7.A
< 1 = 7 days
> 2 = 14 days
> 5 = 21 days
8.A
3.75 H/M
3-4% = 1%
5-6% = 2%
7% = 3%
3%
General Information
Aircraft Types
ExpressJet (LXJT)
(Accey)
EMB-145XR
EMB-145
EMB-135
Sign on
Bonus
CRJ-200
CRJ-700
CRJ-900
$7,500 w/
CRJ type*,
$1,000
Referral
Online
SkyWest Airlines
(Skywest)
CRJ-200
CRJ-700
CRJ-900
EMB-175
EMB-120
$7,500 w/
RJ type
rating
Feb/15
Envoy formally
American Eagle
(Envoy)
EMB-145
DH-8-Q400
EMB-170
EMB-175
EMB-190
PSA Airways
(Bluestreak)
Mesa Airlines
(Mesa)
Air Wisconsin
(Wisconsin)
Horizon Air
(Horizon Air)
Compass Airlines
(Compass)
GoJet Airlines
(Lindbergh)
$7,500*
E170/175
CRJ-700*,
$5,000
EMB-145, EMB$10,000**
175*
Aircraft Types
Endeavor Air
(Flagship)
$12,500*
E145
Feb/15
Paid for by
$300 / week company; single
occupancy
3.C.1
65 Hours
3008.19.A
Republic Airways
(Republic or
Shuttle)
Hotel during
new hire
training
#300 / week
$7,500 w/
& $1,400 per
Paid for by
ERJ type*,
diem to
company; single
$1,000
occupancy
checkride,
Referral
then MMG
Online
ExpressJet
(LASA)
(Accey)
Pay During
Training
Per Diem
$1.80/hr
Mar/07**
2,370
4.C.2
Jul/15
Jul/15
$1.65/hr
Feb/07**
1,574
5.A.1
Jul/15
Jul/15
Total
3,944
3 Years
3,600
Paid for by
company; dual
occupancy
$1.80/hr
Company will
pay 50% for
sinlge room
$1.85/hr
3015.6.A.1
3009.1.A
$1,600 first
Paid for by
mo. then company; single
occupancy
MMG
64 hr MMG
Paid for by
+ 16 hrs per company; dual
diem per
occupancy until
day***
oral
Most
Number of Do Business
Pilots
For:
Junior CA
hired
Sep/15
2,220
4.B.1
Aug/15
Jul/15
$1.85/hr +
$0.05
increase
every 3 yrs
2 1/2
Years
2,300
Jul/15
Jul/15
4.B
5.B.1
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
Per Diem
$20,000*
Single
MMG, but no
Occupancy paid
per diem
by company
ALPA
Delta, AA
ALPA
CRJ-200
CRJ900
Online
Contract 2007 as amended, Currently
in negotiations;
United, AA,
USAir, Alaska,
Delta
None
PDX, SEA, SFO, *Updated via section 3027.6.A
LAX, SLC, PHX,
Surface 3 LTE DEN, MSP, ORD,
IAH, FAT,
PSP, TUS
Pilot Agreeemnt signed August 2015
United, AA,
USAir, Delta
AA
IBT
ALPA
iPad
Yes****
ORD, PHL, PIT,
SDF, DEN, GSO,
DCA, IND, LGA,
MCI, CMH, JFK,
MIA, EWR
DFW, ORD,
JFK/LGA*****
CRJ-200
CRJ-700
CRJ-900
No - $1000
Referral*
CRJ-200
CRJ-700
CRJ-900
EMB-175
None
CRJ-200
No Bonus,
$1000 or
$1250 ref.*
EMB-175
CRJ-700
CRJ-900*
None
$10,000
$10,000
1,500
5.D.1
Jul/15
Jul/15
$1.75/hr
Hiring
Street
CAs**
1,197
5.A.1
Jul/15
Jul/15
Paid for by
company; single
occupancy
$1.43/hr
1.5 Years
855
5.B.1
5.A.2
Mar/15
Paid for by
MMG & Per
company; single
Diem
occupancy
76 Hours
during
training
5.A.2
DH-8-Q400
40 Months
2.5 hours
per day
Paid for by
$1.60/hr dom
company; single
$1.90/hr int
occupancy
2.5 - 3
Years
796
5.A.1
5.D.1
Jul/15
Jul/15
16 credit
hours per
week & per
diem
Paid for by
company;
double
occupancy
$1.80/hr
3.5 Years
660
5.I.4
6.C
5.G.1
Jul/15
Jul/15
4 Hrs / Day
+ Per diem
No
$1.65/hr**
17 Months
523
3.H, 5.B
5.B.3
5.B.1
Jul/15
Jul/15
$1.60/hr
20 Months
555
Jul/15
Jul/15
May/15
5.B.3
6.C
5.O
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
Per Diem
Union
Delta
EFBs
Bases
$5,000
MMG + 1/2
Paid for by
per diem per company; dual
day
occupancy
$1.70/hr
Notes
Pay based on DOS+2 years, 1%
increases every year, *$20,000 per
year for four years.
US Airways
ALPA
United, AA,
ALPA
US Air
CLT, DAY, TYS
iPad*
*$1000 referral bonus for employees
if they refer a successful applicant,
**Hiring street captains if they meet
the minimum qualifcations otherwise
once they reach 1,000 hours SIC
time.
*Pilot must purchase iPad, **CLT
PHX, CLT**, IAD, closing in 2015
IAH
380
Pilot hiring and attrition from 10/2013
DCA, LGA, ORF, to 10/2014, *$1250 referral bonus if
PHL
applicant has CRJ type rating
ALPA
Contract 2003, Pilot data from
10/6/2014 seniority list.
Alaska
ANC, BOI, GEG,
MFR, PDX, SEA
IBT
Delta, AA
ALPA
iPad
$12,000 training contract pro-rated 12
mos. **DOS + 24 Mos. $1.70, ***DTW
MSP, LAX, DTW,
closing and SEA opening June 1,
SEA***
2015
United, Delta
*7 CRJ-900s being delivered by the
ORD, RDU, STL, end of 2015.
DEN
IBT
Most
Junior CA
Pilots
For:
hired
18 - 24
Months
JFK, DTW,
MSP, LGA
ALPA
Union
AA
EFBs
Bases
Notes
September 2015 | 37
Under 500 Pilots
DH-8-100
DH-8-300
ERJ-145*
in negotiations
*CRJ-700 gone by Dec/16, EMB-175
deliveries start Nov/15; **Bonus with
2 year contract, $10,000 with pipeline
program; ***Until IOE complete;
****Pilot provides iPad and gear;
*****JFK/LGA closed by end of 2015
4.C
Paid for by
$23/hr @ 60
company; single
hr
occupancy
*Bonuses are paid within the first 30
days of training and are prorated if
they do not complete training or leave
within 2 years.
in negotiations
Most
Pilots
For:
Junior CA
hired
$1.70/hr
3.D.1, 5.D.4
Notes
*Additional bonus if typed in CRJ or
ERJ, $3,500 at end of training,
EWR, IAH, ORD,
remaining after first year; **Will
Surface 3 LTE
MCI****, CLE,
Reduce 11/2007 to 1/2011; ***AA
DEN****, DFW***
flying out of DFW starting 3/2015;
****DEN & MCI closing
in negotiations,
*Additional bonus if typed in CRJ or
ERJ, $3,500 at end of training, remain
Surface 3 LTE ATL, DFW, DTW after first year, **Will reduce from
5/2008 to 9/2010
500 - 2,000 Pilots
Aircraft Types
Piedmont Airlines
(Piedmont)
Bases
Sep/15
3.5 Years
4.A
United, AA***
EFBs
Comparing the old Agreement with
the new Pilot Agreement
$1.65/hr
Online
Union
THE GRID
ALPA
*ERJ-145 will be on property by Fall
CHO, EWN, MDT,
2015
ROA, SBY
+ Per diem
3.H, 5.B
GoJet Airlines
(Lindbergh)
CRJ-700
THE GRID
CRJ-900*
Aircraft Types
$10,000
SEA***
5.B.3
5.B.1
Jul/15
Jul/15
$1.60/hr
20 Months
555
Jul/15
Jul/15
General Information
Paid for by
$23/hr @ 60
company; single
hr
occupancy
May/15
5.B.3
6.C
5.O
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
Per Diem
United, Delta
2015
*7 CRJ-900s being delivered by the
ORD, RDU, STL, end of 2015.
DEN
IBT
Most
Pilots
For:
Junior CA
hired
Union
EFBs
Bases
Notes
Under 500 Pilots
Piedmont Airlines
(Piedmont)
Tran States
Airlines (Waterski)
Cape Air (Kap)
Silver Airways
(Silverwings)
CommutAir
(CommutAir)
Great Lakes
Airlines
(Lakes Air)
Peninsula Airways
Seaborne Airlines
Corvus Airways
DH-8-100
DH-8-300
ERJ-145*
$5,000
LOA 16
ERJ-145
ATR-42
C402
BN2
Saab 340b
B1900D*
None
$12,000**
MMG + 1/2
Paid for by
per diem per company; dual
occupancy
day
5.D.4
$24.90 @ 60
hrs
3.C.1
$1.70/hr
18 - 24
Months
380
5.A.3
5.D.1
Jul/15
Jul/15
None
$1.70/hr
13 Months
510
5.A.1
5.C.1
Jul/15
Jul/15
Paid for by
40 Hours per
company; Single $37/overnight ATP Mins
week
occupancy
190
3.K.A
6.E.5.A
6.G.1
Jul/15
Jul/15
MMG & Per
Diem
Paid for by
company; dual
occupancy
$1.75/hr
18 months
220
5.C
Jul/15
Feb/15
$1.50/hr
Jan 2013
176
DH-8-100
DH-8-200
No
MMG
Paid for by
company; dual
occupancy
B1900D
EMB-120
3.G
5.A.8
No
None
5.B.3
Jul/15
Jul/15
$1.35/hr
13 Months
100
Saab 340A,
Saab 340B*
4.D
Jul/15
Jul/15
$50/day
2012
120
DH-8-300
S340
$30/dom,
$50/int
AA
*ERJ-145 will be on property by Fall
CHO, EWN, MDT,
2015
ROA, SBY
ALPA
United, AA
ALPA
IAD, STL, ORD
Hyannis Air
Service DBA
Cape Air
IBT
No
*Gone after November; **$3,000 after
MCO, FLL & IAD;
IOE, $3,000 after 1 year, $6,000 after
TPA, GNV, CLE &
2 years; ***11 Codeshares; ****Bases
ATL****
closing
Self***
IBT
United
ALPA
EWR, IAD
UTU
DEN, PHX
None
ANC, BOS
SJU, STX
90
Need contract
Oct/14
B1900C
B19000D*
DH-8
$40.00 per
over night
Island Air
DH-8-100
DH-8-Q400
MMG*
3.C.1
Total Pilots
None, On a
Paid for by
RON,
company; Single company will
occupancy
reimburse w/
receipt
11.P.3
4.J.1
Aug/07
86
Hageland,
Frontier
*After 6 months pay goes to $40 on
B1900, first year pay adjusted for this.
None
Need contract
Oct/14
Jul/08
Oct/14
*$1,100/Mo. Base Salary
Need contract
Oct/14
Jan/13
15 Month, $7,500 training contract
required.
50
Self
ALPA
HNL
Codeshare for United, Hawaiian and
Go; *Reserve MMG at FO year one
rate, if OE completed as a CA, CA
year 1 rate paid retro
20,072
Min Days off
(Line/Reserve)
ExpressJet
(LXJT)
(Accey)
ExpressJet
(LASA)
(Accey)
SkyWest Airlines
(Skywest)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
Credit
Credit
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Over 2,000 Pilots
None
100%
100% or
150/200%
when red flag
is up
$150 / yr****
3.D.5
-
-
6.A.2
21.H.9.d
24.H.3
-
3:45
None
1:2**
None
100% Air /
50% ground
100%
$17 / month after
90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
176
4:00
None
100%
100%
$100/6 mo****
None
-
12/12 or 11 for
reserve in 30
day month
Yes*
11 or 13; 15**
539
21.D.1.b,
21.D.3.a
3.D.4
5.A & 21.I.4.b
-
8
12*/11
Yes
12.5, 14,
13.5, 11**
571
12.D.2
3.G.4
12.B.1
10 or 11*
Yes**
FAA Part 117
3.F.1 & 2 3.F.1 & 2
1:2***
None
Envoy formally
American Eagle
(Envoy)
150%
3017.7.C.1.g
3008.12.A
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
12/11
None*
14
170
4**
None
None
None
75% Air; 50%
Ground
100%
$200***
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
11
Yes
14
616
3.9 Res
3.7 Line
None
None
None
50%
75% in 2017
150% or
200%*
Pilots pay 50%
except leather
jacket 100%
10.B.1
3.F.2
10.A.2
-
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
75%
100% unless
red flag is up
New hires pay
50%, all others
None
38 | Aero Crew News
Endeavor Air
(Flagship)
11
Yes
Credit
Credit
501
4
None
None
None
in negotiations
*Bid period with 30 days line holder is
only 11 days off; *Based on start time
***1:1 after 12 hours of duty;
in negotiations
*30 or 31 day bid period; **Must
remain on reserve for that period;
***1:1 after 12 hrs; ****After
completing first year and $400 max
Comparing the old Agreement with
the new Pilot Agreement
*Can not go below MMG, **Reserves
Company provided only, ***After completing first year,
-
Last, Best Final Offer from the
company.
*200% only when critical coverage
Company provided declared by company
500 - 2,000 Pilots
14
Notes
*Reserves past show time only; **11
or 13 based on start time of duty, 15
Company provided hours max for reserve phone
availability + duty time ***Duty Period
Min; ****After completing first year
None
2 hr
15 hours
DPM***;
min per 4
3.75 on
day trip
day off
12
Republic Airways
(Republic or
Shuttle)
Headset
Reimbursement
in negotiations
Notes
*Starts 1/1/2015
Shuttle)
Envoy formally
American Eagle
(Envoy)
Endeavor Air
(Flagship)
PSA Airways
(Bluestreak)
23.E.1
3.E & F
23.C.1
-
11
Yes
14
616
10.B.1
3.F.2
10.A.2
-
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
3.B.2
-
3.B.3
3.B.4
3.G.1
Horizon Air
(Horizon Air)
Compass Airlines
(Compass)
GoJet Airlines
(Lindbergh)
Piedmont Airlines
(Piedmont)
None
None
None
50%
75% in 2017
150% or
200%*
Pilots pay 50%
except leather
jacket 100%
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
Credit
Credit
CommutAir
(CommutAir)
Great Lakes
Airlines
(Lakes Air)
14
501
4
None
None
None
75%
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
11
Yes*
13 , 14.5 on
CDO
195
3.5**
None
None
None
50%**
125% or
150%***
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
THE GRID
in negotiations
Notes
*Starts 1/1/2015
None
26.A.1
$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
3.J
17.B.2.A
-
Company pays
half of blazer and
pants only
None
18.C, 18.H
*Applies only in the absence of Line
guarantee, refer to contract section
for clarify, ***200% for junior manning
and improper reassignments.
10
No
FAA Part 117
205
2, 1 or 4*
None
None
None
50%
100% or
200%**
12.B
3.G
12
-
12.E
-
-
-
6.A
3.H.1
5.E.2
-
12/12
Yes*
12, 14 or 13**
294
2:1
4:1
100%
150%
$260 / yr***
$50*
25.E.8.a
3.D
12.B.1
-
3.C.1.a
3.C.1.b
3.E
3.B.1
18.C.2
18.E
$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
3 hours or See Trip
Duty Rig
Rig
3.C.1.c
-
13*
Yes
FAA Part 117
239
4**
See Trip
Rig
50%***
25****
100%
150% or
200*****
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
-
Company pays
1/2 of initial
uniform, $20/mo
allowance
None
11 or 12*
Yes**
FAA Part 117
392
4
None
None
None
80% air***
75% ground
100%****
12.E
4.D
12.C.3
-
4.B.1
-
-
-
8.A
3.G
11/10*
No*
14
97
4**
None
None
None
50%
7.A.2.a
5.C
7.B.1
-
5.I.1
-
-
-
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
26.3
26.C.1
150%
$25 / Month
None
5.H
5.E
26.K.5.a
-
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
None
75% air; 50%
ground
100%**
$25 / month
None
Credit
Credit
Under 500 Pilots
11
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
4
None
None
None
100%
150%
$25 / month
None
12.E.1
-
LOA 201107
-
-
-
3.H.1
3.E.2
5.F.3
-
100% or
150%**
Paid in full by
company, no set
amount per year.
Reasonable
amount.
Yes as needed
-
-
25.A.5
*Greater of line value or actual flown
except for named storms, than 50%;
**For replacement only.
3.F
None*
None*
None*
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
2:1
None
50% for first 5
hours, then
100%
100%
$150 / yr**
None
3.B.1.c
-
7.D.1
3.D
5.J
-
None
50%
100% or 3
Hrs***
Company pays
50% every 2 yrs
up to $200
None
11
Yes*
14
161
6.D.3 & 4
6.H.8.a
8.A.1
-
14.5**
Greater of
3, 4 on min day,
lost day
credit,
duty rig
3.H
192
3
3.B.1
None
None
3.E
12.B.1.a
-
3.D.2.a
-
-
-
8.A.2
3.F.1
5.D.3
-
10
No
14 or 15*
59
3.75
None
None
None
50%
100%
Paid by company
after 2 YOS**
None
3.C.2
-
18.C.1
-
18.B.5
-
-
-
3.C.4
18.J.1.b
19.D
-
11/12* Line
Holder, 11/10**
Reserve
Yes***
FAA Part 117
123
3.8
None
None
None
100%
150%
Company issues 3
shirts, pants,
replaces as worn
None
10.C.1.d;
10.C.1.e.(4)
4.E.1
10.B
4.B
-
-
-
4.F.1
4.A.4
15.AA
-
10
*See examples in refenced contract
section, **Unless available for
premium pay
-
5
Corvus Airways
Notes
246
170
13
14
Yes*
14
Seaborne Airlines
*If company gets 98% completion
factor, pilot gets greater of 100% of
line value or actual, **Applies to
reserves only per trip
LOA 12
3.G.4.a
None
Yes
5 on 2 off
*12 days off during 31 day bid
periods, **May be reassigned,***85%
after 5/1/17 ****150% premium pay
per company
4
14
Yes & No*
*Once trip is awarded or assigned for
all pilots **Based on start time.
***After completing first year
185
Yes
10
12/11
4 per
day*
100% for 135
50% for 121
Peninsula Airways
Island Air
100% unless
New hires pay
red flag is up
50%, all others
get $240 per year*
150%
Yes
Last, Best Final Offer from the
company.
*200% only when critical coverage
Company provided declared by company
3.9 Res
3.7 Line
11
25.B.3.a.2 & d.2
Silver Airways
(Silverwings)
-
500 - 2,000 Pilots
25.C.2,3 & 4
Tran States
12 line holders
Airlines (Waterski)
11 reserves
Cape Air
(Kap)
4.B, C, F
Mesa Airlines
(Mesa)
Air Wisconsin
(Wisconsin)
3.C
*Line holders only
*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%
*There are exeption to cancelation
pay, see referenced contract section.
**Aloud 1 hour more to dead head to
base. ***Additionaly incentive offered
on a case by case basis
*For continuous duty overnights,
**and every two years thereafter,
*12 days off during 31 day months,
**Reserves have 3 options, Standard
(20 days on), Min (17) & Max (23);
***Average pay, can be reassigned
September 2015 | 39
THE GRID
ExpressJet
(LXJT
(Accey)
ExpressJet
(LASA)
(Accey)
SkyWest Airlines
(Skywest)
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
EMB145XR,
EMB-145,
EMB-135
$43.76
75
$39,384
$96.68
$87,012
< 1 = 7 Days**
2-6 = 14 Days
7-10 = 21 Days
+11 = 28 Days
5 H/M
Max 640
(110 above
640***)
-
3.A.1
3.B.1
HRxMMGx12
3.A.1
HRxMMGx12
8.A.1
7.A
CRJ-200
$43.16
CRJ-700,
CRJ-900
$46.51
-
3.A
EMB-120
$89,379
$41,859
$106.76
$96,084
HRxMMGx12
3.A
HRxMMGx12
75
$37.15
4.A
80
$35,664
$76.21
$73,162
$45.77
$41,193
$106.67
$96,003
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
75
$49.43
$44,487
$115.20
$103,680
$50.00
$45,000
$117.00
$105,300
3027.1
HRxMMGx12
EMB-140
$91.94
$82,746
EMB-145,
Q-400
$103.30
$92,970
$108.47
$97,623
EMB-175
$108.47
$97,623
EMB-190
$119.32
$107,388
3.A
HRxMMGx12
EMB-170
-
Endeavor Air
(Flagship)
$99.31
CRJ-200
-
Envoy formally
American Eagle
(Envoy)
$38,844
CRJ-700
CRJ-900
Republic Airways
(Republic or
Shuttle)
EMB-145,
EMB-140
3027.2
$36.62
3.A
3008.5.A.3* HRxMMGx12
75
3.I.1
$32,958
HRxMMGx12
$89.12
$39.78
75
$35,802
-
LOA**
LOA
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
CRJ-200
$37.73
CRJ-900
$38.97
CRJ-700*
EMB-175
$80,208
$93.90
$84,510
HRxMMGx12
LOA**
HRxMMGx12
Base Pay
Top CA pay
Base Pay
$33,957
$82.37
$74,133
$35,073
$88.18
$79,362
HRxMMGx12
3.A.1
HRxMMGx12
$36,864
$96.43
$86,787
$38,196
$104.57
$94,113
$38,196
$105.62
$95,058
75
PSA Airways
(Bluestreak)
Mesa Airlines
(Mesa)
Air Wisconsin
(Wisconsin)
Horizon Air
(Horizon Air)
Compass Airlines
(Compass)
GoJet Airlines
(Lindbergh)
No. of
Sick Time
Vacation
Accrual
weeks &
accrual
Over 2,000 Pilots
Aircraft
Types
-
3.A.1
CRJ-200
$40.96
CRJ-700
$42.44
CRJ-900
$42.44
-
3.A.1
4.A
75
4.A
HRxMMGx12
CRJ-200
CRJ-700,
CRJ-900,
EMB-175
3.A.1
HRxMMGx12
$80.93
$73,808
$93.76
$85,509
$37.96
76
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$48.51
75
$43,659
$106.08
$95,472
-
3.A.1
4.A
HRxMMGx12
3.A.1
0-4 = 2.75 H/M
<1 = 14 Days**
4-7 = 3 H/M
1-5 = 14 Days
7-10 3.25 H/M
6-14 = 21 Days
+10 = 3.5 H/M
+15 = 28 Days
Max 500
7.A.1
14.A.1
After 90 Days
<6m = 30.8 Hrs
.0193 Per Hour
>5 = 36.96 Hrs
1.45 H/M***
> 10 = 46 Hrs
After 2 Years
> 15 = 49 Hrs
.027 Per Hour
> 16 = 52 Hrs
2 H/M***
>17 = 55 Hrs
After 5 Years
>18 = 58 Hrs
.0385 Per Hour
>19 = 61 Hrs
2.89 H/M***
App. A.D
5.B.1
HRxMMGx12
App. A.B
HRxMMGx12
None
30%
27.A.1*
27.A.1
28.A.3
1.2-6%****
None
14.F
14.F
8.II.A
No. of
Sick Time
Vacation
Accrual
weeks &
accrual
500-2,000 Pilots
<1yr=<7 dys***
1-2yrs=7 days
>2yrs=14days
>5yrs=21days
>16yrs=28days
2.5 H/M
7.A.3.b
None
28.B***
28.B
401(K)
Matching (%)
401(K) DC
< 1 = 7 days
> 2 = 14 days
> 7 = 21 days
>14 = 28 days
0-5 = 3.5 H/M
5+ = 4 H/M
485 Max
.5-5 = 1.5%
5-7 = 2%
7-10 = 2.5%
10+ = 3.5%
27%
7.A
14.A
28.C**
28.C
2%*
None
24.B
-
24.A
3.75 H/M
Max 375
3%
25%
14.A.1
28.B**
28.A
27.D.2.a
6%
None
Company
Discretion
None
29% Employee,
34% Family
27.B.2
27.B.1
4.A.1
HRxMMGx12
3.D
HRxMMGx12
7.A.2**
14.A
28.B.2
-
> 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
14.A
27.D.1
27.D
401(K)
Matching (%)
401(K) DC
5.B.2
HRxMMGx12
?
HRxMMGx12
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
Piedmont Airlines
40(Piedmont)
| Aero Crew
Q-100, News
Q$39.64
300
75
$35,676
$88.43
$79,587
13.A.1
No. of
Sick Time
Vacation
Accrual
weeks &
accrual
Under 500 Pilots
> 1 = 5 days***
< 1= 5 days
2-7 = 10 days
7-13 = 15 days
+14 = 20 days
4 H/M
27.A
3.D
?
*MMG based on 35 day bid period
27.C
-
-
27.C
$103,914
$86,109
*1.5% Pay Raise every year on
October 1st., 3.A.2, **Pilot must
contribute first percentages to get
company matching (second
percentage)
50% Match:
9m-4 = 4%
3-5 = 6%
6+ = 8%
$115.46
$96.97
*75% after 10 YOS, **Vesting after 3
YOS.
27.B.4
*Pilots shall receive as the Company
Based on rates set matching contribution the greater of
by company and the amount contributed to any other
insurance provider Company employees or two percent
3-4% = 1%
5-6% = 2%
7% = 3%
8% = 4%
9% = 5%
$42,777
$33,478
*Pay based on DOS+2 years, 1%
32% for medical increases every year; **Based on
YOS,
***>1 year prorated
(35% 1/1/15), 25%
dental
27.A.2
< 1 = 7 days
0-2 = 3 H/M
> 1 = 14 days 2-5 = 3.25 H/M
> 5 = 21 days
5+ = 3.5 H/M
> 15 = 28 days
Max 450
in negotiations
Percentage of
health care
Notes
employee pays
28.B
75
74
28.A.3.b
28.B
8.A
in negotiations
*CRJ-700 gone by Dec/16; **New31% to 35%
hires are capped at 12th year pay for
1% increases per CA and 4 years for FO. ***Max
year
contribution from company shown.
50% Match:
.5-5 = 2%
5-7 = 4%
7-10 = 8%
10+ = 8%*
$47.53
$37.70
14.B
14.A
7.A
*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.
*Based on YOS, **Yearly accrual rate
is based on a monthly accrual rate.
Rates shown are multiplied by 12
divided by 4, Vacation is taken out of
$15 for pilot per a PDO bank @ 4 hrs per day. ***Paid
Days
Off is used for vacatoin and sick
pay period, $25 for
pilot and spouse, time. PDO may be paid out at end of
year.
****Other dependents paid for
$35 for family****
in full by pilot until after first year.
None
< 1 = 7 days
0-1 = 1.52 H/M
> 2 = 14 days
1-4 = 2.17 H/M
> 5 = 21 days
+4 = 3.0 H/M
> 20 = 28 days
in negotiations
50% Match:
1-5 = 6%
5-10 = 8%
10+ = 10%
Vesting**
E-170,
E-175
CRJ-700
38%
-
1-4 = 3.5%
PTO = 2.5 H/M
1 = 7 days
5-9 = 5.25%
SSLB = 2.5
2 = 14 days
10-14 = 6.4%
H/M
7 = 21 days
15-19 = 7%
200 Max
+14 = 28 days
20+ = 8%
*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.
in negotiations
*Vesting based on YOS, **1.2 Days
per month of employment.
8.A.1
14.A.1
-
LOA 9
8.A.1
13.B
$102,443
25.B.2
None
3 H/M
$115.69
25.A.2
1=20% of 6%
2=30% of 6%
3=40% of 6%
4-6=50%of6%
7=75% of 6%
10=75%of8%
<6 = 2.5%
6-13 = 4%
13+ =6%
7.B.2
$42,486
25%
PDO***
1 Yr = 4.0 H/M
2 Yr = 4.33 H/M
3 Yr = 4.67 H/M
4 Yr = 5.0 H/M
5 Yr = 5.33 H/M
6 Yr = 5.67 H/M
7 Yr = 6.0 H/M
8 Yr = 7.0 H/M
9 Yr = 7.33 H/M
10 = 7.67 H/M
No Max
< 5 = 14 days
> 5 = 28 days
80.5
<5 = 2.5%
5<10 = 4%
10<15 = 5%
15<20 = 5.5%
20+ = 6%
Years / YA**
1 = 12 days
2 = 12.99 days
3 = 14.02 days
4 = 15 days
5 = 15.99 days
6 = 17.01 days
7 = 18 days
8 = 21 days
9 = 21.99
10 = 23.01
HRxMMGx12
$47.98
<5 = 4%
5<10 = 5%
10+ = 6%
Vesting*
3012.1
< 1 = 7 days
> 2 = 14 days
> 5 = 21 days
> 10 = 28 days
> 19 = 35 days
Q-400
401(K) DC
3011.1**
8
Percentage of
health care
Notes
employee pays
401(K)
Matching (%)
50% Match:
<4 = 6%
4-9 = 9%
10-14 = 10%
15-19 = 11&
20+ = 12%
1%
*Contract is based on months of
service for vacation accural,
converted to years for comparison,
first year is prorated;
Reserve MMG is 70, Line holder
$85 single, $314 MMG is 74, *Company match 100%,
**2007
rates
family per month**
Percentage of
health care
Notes
employee pays
*50% match based on YOS, **See
chart at referenced contract section;
Set amount** 2016 ***First year is prorated.
Max 17%
-
GoJet Airlines
(Lindbergh)
Piedmont Airlines
(Piedmont)
3.D
CRJ-700
$37.70
74
-
?
5.B.2
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Q-100,
300
Q-
Tran States
Airlines (Waterski)
Cape Air
(Kap)
Great Lakes
Airlines
(Lakes Air)
Peninsula Airways
3.D
HRxMMGx12
> 15 = 28 days
Max 450
6+ = 8%
7.A.2**
14.A
28.B.2
-
> 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
14.A
27.D.1
27.D
401(K)
Matching (%)
401(K) DC
$33,478
$96.97
$86,109
HRxMMGx12
?
HRxMMGx12
Base Pay
Top CA pay
Base Pay
13.A.1
No. of
Sick Time
Vacation
Accrual
weeks &
accrual
Under 500 Pilots
> 1 = 5 days***
< 1= 5 days
2-7 = 10 days
7-13 = 15 days
+14 = 20 days
50% Match:
<4 = 6%
4-9 = 9%
10-14 = 10%
15-19 = 11&
20+ = 12%
1%
27.B.2
27.B.1
Reserve MMG is 70, Line holder
$85 single, $314 MMG is 74, *Company match 100%,
family per month** **2007 rates
*50% match based on YOS, **See
chart at referenced contract section;
Set amount** 2016 ***First year is prorated.
Max 17%
75
$35,676
$88.43
$79,587
3.B
3.C.1
HRxMMGx12
3.A
HRxMMGx12
7.A.4
14.A.1
28.B.2
28.B.3
27.B.2
< 1 = 7 days*
2 - 5 = 14 days
6 -13 = 21 days
+14 = 28 days
0-2 = 2 H/M
3-5 = 3 H/M
+6 = 4 H/M
300 Max
1-4 = 4%**
+4 = 6%**
50% Match
None
38% Employee,
50% Family
14.A
4 H/M
$43.68
75
$39,312
$101.43
$91,287
-
3
3.C.1
HRxMMGx12
3
HRxMMGx12
7.A.1
28.D
-
27.C.2
$62,442
1 = 7 Days
2 = 14 Days
5 = 21 Days
+ 10 = 35 Days
up to 4%**
None
50%
8.A.1
5.G.1
-
5.A & B
$12.72
40
$26,458
$30.02
Per week*
HRxMMGx52
Saab 340b
$36.79
75
$33,111
$78.30
HRxMMGx52
$70,470
B1900D
$28.47
75
$25,623
$62.46
$56,214
-
3.L
3.G
HRxMMGx12
3.L
< 1 = 7 days**
2-6 = 14 days
7-10 = 21 days
+11 = 28 days
4 H/M
160 Max
4%*
None
40% for employee,
75% for family
HRxMMGx12
11.A.1
13.A.1
24.F
24.F
24.B.1
< 1 = 7 days*
2-5 =14 days
+6 = 21 days
2.5 H/M
None
None
40.5%
Q-200, Q300
$37.00
75
$33,300
$75.64
$68,076
-
LOA 8.V
3.D.1.a
HRxMMGx12
LOA.8.V
HRxMMGx12
7.A.1
14.A.2
28.C
28
27.D
.94* or 1.56
H/M
Equal to other
employees
None
Equal to other
employees
6.B.1
20.B
-
20.A
B1900D,
EMB-120
$21.52
75
$19,368
$48.53
$43,677
0-3 = 7 Days
4-5 = 14 Days
+6 = 21 Days
-
3.A
3.C.1
HRxMMGx12
3.A
HRxMMGx12
5.A
$39,600
$93.00
$83,700
$36,000
$69.00
$62,100
*First year is prorated.
**50% matching based on YOS.
*Pay is per duty hour and minimum
pay per week is 40 hours; **25%
matching
Need contract
*25% matching, **First year prorated
*First year is prorated
*From zero to 3 years,
Need contract
Need contract
-
S340
$44.00
$40.00
75
-
B1900C,
B19000D*
60
DH-8
Island Air
Saab 340A,
Saab 340B*
Seaborne Airlines DHC-6-300
Corvus Airways
THE GRID
Percentage of
health care
Notes
employee pays
$39.64
-
CommutAir
(CommutAir)
HRxMMGx12
ERJ-145
ATR-42,
C402, BN2
Silver Airways
(Silverwings)
4.A.1
Q-100
$38.57
ATR-72
$40.50
3.A
HRxMMGx12
$14,400
$0
$0
$0
HRxMMGx12
HRxMMGx12
$37,027
$79.83
$76,637
80
$38,880
$100.98
$96,941
$0
$100.98
$82,400
4.A.2
HRxMMGx12
3.A
HRxMMGx12
Q-400
-
HRxMMGx12
*Based on profitability
Yes*
Need contract
None
< 1 = 15 days
+3 = 19 days
+5 = 23 days
7.6 H/M
480 Max
720 Max*
1-3 = 1%
3-6 = 5%
6-8 = 3%
8-10 = 2%
10-12 = 1%
12+ = 0%
5.A
12.A.1
LOA 2
None
1-3 = 1%
3-4 = 3%
4-5 = 4%
5-6 = 5%
6-8 = 7%
8-10 = 8%
10-12 = 9%
12+ = 10%
LOA 2
Need contract
*After 5 YOS.
0% for employee,
full cost for family,
after 3rd year then
0% for all
14.A
Disclaimer: Gray blocks contain contract sections or date acquired. Data with contract sections may be
abbreviated and/or inaccurate, please consult the most current contract section for specific contractual
language. Data that does not have a contract section reference number, was obtained on-line in some form and
may be inaccurate. While trying to provide the most up to date information not all sources can be verified at this
time. If you notice a discrepancy and/or have a correction please email Craig.Pieper@AeroCrewSolutions.com.
September 2015 | 41
Captain Yearly Pay Comparison
THE GRID
Year 1 $0.00 $25,000.00 Year 5 Top Pay $50,000.00 $75,000.00 $100,000.00 Horizon Air -‐ 2012 SkyWest -‐ 2015 Compass Airlines -‐ 2014 Republic Airways -‐ 2003 ExpressJet (LASA) -‐ 2007 Envoy -‐ 2014 PSA Airways -‐ 2013 Air Wisconsin -‐ 2003 Mesa Airlines -‐ 2008 Trans States Airlines -‐ 2011 ExpressJet (LXJT) -‐ 2004 GoJet Airlines -‐ 2007 Corvus Airways Seaborn Airlines Endeavor Air -‐ 2013 Piedmont Airlines -‐ 2013 Island Air -‐ 2009 Silver Airways -‐ 2011 CommutAir -‐ 2008 Peninsula Airways Cape Air Great Lakes Airlines -‐ 2006 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.
42 | Aero Crew News
First Officer Yearly Pay Comparison
THE GRID
First year, Second year and top out pay comparison based on highest paid aircraft, in order of highest paid at top.
Year 1 $0.00 $10,000.00 Year 2 Top Pay $20,000.00 $30,000.00 $40,000.00 $50,000.00 Horizon Air -‐ 2012 SkyWest -‐ 2015 Air Wisconsin -‐ 2003 ExpressJet (LASA) -‐ 2007 Corvus Airways Compass Airlines -‐ 2014 Seaborn Airlines ExpressJet (LXJT) -‐2004 Trans States Airlines -‐ 2011 PSA Airways -‐ 2013 Envoy -‐ 2014 Peninsula Airways Island Air -‐ 2009 Endeavor Air -‐ 2012 Piedmont Airlines -‐ 2013 Mesa Airlines -‐ 2008 GoJet Airlines -‐2007 CommutAir -‐2008 Silver Airways -‐ 2011 Republic Airways -‐ 2003 Cape Air Great Lakes Airlines -‐ 2006 The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.
September 2015 | 43
Aero Crew Solutions is a group of professionals committed to providing you
outstanding service to solve your employment needs. We do this by hosting job fairs
throughout the United States. We also provide various career services that include
career consulting, application review, interview prep and resume services.
Upcoming Job Fairs
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Fort Lauderdale Pilot Job Fair
Date: Friday, September 25, 2015
Tickets available: August 17, 2015 @ Noon
Date: Friday, November 13, 2015
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Date: Friday, January 15, 2016
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Aero Crew News, September 2015 - Aero Crew News a Division of

Transcription

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