May 2016 IMAGINEAIR and MESA Airlines

Transcription

May 2016
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
Hotels
Exclusive Hiring Briefings
Fitness Corner
Fueling the Jet for Takeoff
Aviator Bulletins
Hiring Updates
New Bases
and more!
You deserve your dream job. ExpressJet offers everything that
you’re looking for when starting your career. Make the smart
choice for your future and fly with the best at ExpressJet.
Great Pay
o
$37-40/hr first year pay
o
Guaranteed profit sharing program
o
Leading healthcare benefits
Path to the Majors
o
United Career Pathway Program
o
JetBlue University and Advanced Gateways
o
More pilots hired by the majors each year than any other regional
Industry-leading Training
o
ATP CTP offered for free (always!) as part of paid training
o
In-house training tailored to each pilot gives you the best rate of success
o
Advanced Qualification Program (AQP)
Learn more about why ExpressJet is the smart choice for your future at flysmartchoice.com
Apply today at expressjet.com/apply
May 2016
C o n t e n t s
Sections
Aviator Bulletins5
Latest Industry News
Mesa Airlines8
Exclusive Hiring Briefing
Fitness Corner14
Fueling the Jet for Takeoff
Contract Talks17
Hotels
IMAGINEAIR18
Exclusive Hiring Briefing
Paying for Flight Training
24
The Mainline Grid
26
ExpressJet Airlines
Legacy, Major, Cargo &
International Airlines
General Information
Work Rules
Additional Compensation Details
Captain Pay Comparison
First Officer Pay Comparison
Airline Base Map
The Regional Grid
36
General Information
Work Rules
Captain Pay Comparison
First Officer Pay Comparison
Airline Base Map
The Flight Attendant Grid
47
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Airlines in the Grid
Updated
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Hawaiian Airlines
US Airways
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Major
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Cargo
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Coming Soon...
Major
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Endeavor Air
Envoy
ExpressJet Airlines
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Great Lakes Airlines
Horizon Air
Island Air
Mesa Airlines
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Skywest Airlines
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FA PSA Airlines
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Canadian
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Bearskin
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Can Jet
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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
Letter From the Editor
Editor in Chief
Craig Pieper
Aero Crew Solutions, CEO
Scott Rehn
Dear Readers,
Aero Crew News is excited to welcome Flight Attendants to our Grid! Right
now the list is short, so please help us get the information! We have created
an excel file to help you gather the information that we are seeking. It can be
downloaded from our website here. You can also go to AeroCrewNews.com and
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Additional Contributors
Candice McField
Brittany Bunch, Scott Stahl
Benjamin Hamilton, Marcia Scott
Marcin Kolodziejczyk
Thank you!
Craig D. Pieper
Editor in Chief
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
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Photographs By
Mesa Airlines Corporate
Communications Department
Photographs used with permission
from Mesa Airlines
IMAGINEAIR Corporate
Communications Department
Here’s what you missed last month.
Aero Crew News features ExpressJet
Airlines and MonarchAir! Plus Aviator
Bulletins from Allegiant Air, Horizon
AIr, Kalitta Air Envoy and PSA. Plus
our new feature Fitness Corner and
more from Contract Talks. To view this
and previous issue visit our archive at
AeroCrewNews.com/Archive.
© 2016 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.
4 | Aero Crew News
Photographs used with permission
from IMAGINEAIR
Craig Pieper
Additional Photographs
As noted
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Back to Contents
Aviator Bulletins
Allegiant Hiring Update
One of Allegiant’s core values is innovation, and this
has been demonstrated most recently in the integration
of video interviews in the hiring process for First Officer
candidates. The candidate is asked a series of questions
in which they have up to 5 minutes to record a response
to each. The video medium is a fresh approach moving
away from traditional techniques yet providing an insightful
understanding of the individual. The candidate feedback
has also been well received in affirming it refreshing and
original.
Endeavor Soars Past
Performance Record
with More Than 50
Straight Days of
Endeavor Soars Past Performance Record with More
Than 50 Straight Days of Perfect CCF
On Saturday, April 23, Endeavor Air announced that
it had wrapped up 50 straight days of 100 percent
Controllable Completion Factor (CCF). This stretch of
perfect performance soared past the regional carrier’s
previous record of 43 days, 18 hours, between controllable
cancellations – a cancelled flight due to crew or
maintenance related issues – which was set on February
11, 2016. The 50 day streak saw Endeavor successfully
complete more than 27,900 consecutive flights between
its Bombardier CRJ-900 and CRJ-200 fleets. As of the
time of submission this article, the streak was still going.
Additionally, Endeavor recently announced plans to
expand service in New York City by opening CRJ-200
crew bases at JFK and LGA. These bases will provide
important regional service connecting Delta customers
to their mainline flights. Endeavor will ramp up these new
bases later this summer.
Endeavor is the world’s largest operator of CRJ-900
aircraft, with 81, and will continue to increasing its CRJ200 fleet to more than 60 aircraft through the end of
2016. To learn more about Endeavor or to apply to join
this stable, reliable, and growing airline, please visit http://
www.EndeavorAir.com.
May 2016 5
Aviator Bulletins
The latest aviation industry hiring news and more.
Horizon Air offers Guaranteed Interview
at Alaska Airlines and more...
Hiring continues at Horizon Air. We are running two classes
per month with approximately 6-8 students per class. We
now have a voluntary guaranteed Alaska Airlines interview
program for all Horizon Air Pilots. Two weeks ago we
announced the largest fleet purchase in Horizon’s history
with 30 firm orders and 33 options for the E-175. First
Endeavor Air Expands
Service in New York City
airplane is scheduled on-line April 2017. Fleet order is
for only a partial replacement for Q-400 flying, much to
growth.
Lastly Alaska Air Group has purchased Virgin America.
We are exploring areas where this may have an impact on
Horizon Air for growth opportunities.
Endeavor Air announced this week that it will open two
new CRJ-200 crew bases in New York City at JFK and
LGA. As the largest operator of regional flights in and
out of New York City for Delta Air Lines, Endeavor is
expanding the role it serves in the Big Apple. More than
27 million customers connected through New York City in
2015, and Endeavor led all Delta Connection carriers in
overall performance reliability. For pilots looking to fly in
one of the most exciting and challenging markets in the
world, Endeavor offers:
•
Highest First Year Pilot Pay of More Than $50,000
Earnings Potential
•
Rapid Career Progression With Upgrades Projected
at 24-30 Months
•
The Delta Guaranteed Interview Program – Endeavor
is the Only Airline to Offer a Defined Career Path to
Delta
•
Commuter Friendly Lines, Free Company Provided
Transportation Between Bases
To learn more about Endeavor and to apply now, please
visit http://goo.gl/mRxLkq or call the Endeavor Pilot
Outreach Team – 612.266.1470 or Pilot.Outreach@
EndeavorAir.com.
6 | Aero Crew News
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May 2016 7
Is the Sky Calling? Mesa is The Answer.
At Mesa, We are Pilots Helping Pilots Progress in Their Careers.
Pilots choose Mesa because of the real opportunities
that exist for both experienced pilots and newcomers to the
industry. Mesa’s training, job security and upgrade times are
second to none. Since our latest expansion began in the spring
of 2013, we have upgraded more than 400 pilots, many in less
than two years.
Mesa crews have enjoyed higher career earnings due
to upgrade opportunities, job stability through long-term
partnerships with major airlines, and the opportunity to fly
large, in-demand Bombardier CRJ700/900 and Embraer E175
aircraft.
A testament to our success and future opportunities – is
the fact that – while our growth is among the fastest in the
industry, our pilot attrition is among the lowest.
In April 2015, Mesa employees celebrated the delivery of the company’s 100th Regional Jet...the
Second Time Around. It was an important milestone in Mesa’s return to the top of the regional industry.
Mesa Airlines...A Proud History, A Very Bright Future…
M
esa Airlines’ story began near a windy mesa in the
unassuming town of Farmington, New Mexico. The
company’s founders, Larry Risley (an A&P mechanic)
and his wife Janie, mortgaged their house to pursue their dream
of operating an airline. In 1982, “Mesa Air Shuttle” launched
scheduled service between Farmington and Albuquerque with
a five-seat Piper Chieftain aircraft. The call sign “Air Shuttle” is
still in use today as a tribute to our earliest days. It was the
beginning of what would become one of the industry’s most
successful regional airlines.
8 | Aero Crew News
Is the Sky Calling? Mesa is the Answer.
Headquartered in Phoenix, Arizona since 1998, Mesa
Airlines provides regional air service for American Airlines
under the American Eagle banner from hubs in Phoenix and
Dallas/Fort Worth and for United Airlines under the United
Express brand from Washington Dulles and Houston.
Since 2013, Mesa has more than doubled in size from
58 aircraft to 122, which will increase to 133 with currentlyscheduled deliveries this year. The company has been in a
rapid growth phase – creating more than 1,200 jobs, expanding
our contracts with American and United to 2025 and 2028,
Back to Contents
and providing growth, new opportunities and job security
for employees. Mesa currently operates more than 616 daily
system departures to 105 cities, 37 states, the District of
Columbia, Canada and Mexico.
In addition to attractive crew bases in livable hub cities,
Mesa flies in-demand Bombardier CRJ700/900 and Embraer
E175 aircraft – with no 50-seat aircraft to park, and is fortunate
to be one of the regional airlines continuing to attract pilots, fill
classes and provide unparalleled upgrade opportunities.
Tops in Ops
In May 2014, Mesa launched the Performance Pays program
to raise awareness of the company’s operational performance
requirements for United and American and to reward employees
for working together to achieve these goals. The monthly bonus
program rewards Mesa employees for outstanding operational
performance and top customer service scores from passengers.
A Mesa CRJ900 on approach to PHX. Photo by: Curt Eckert
Mesa management and employee representatives at the
Bombardier factory delivery ceremony for the first of seven
new CRJ900 Next Gen aircraft delivered in 2015.
Between May 2014 and February 2016, the company exceeded
$2.3 million in monthly incentive bonuses paid to employees.
While doubling in fleet size and opening new bases, the
people of Mesa worked together to ensure every new aircraft
was in service on time (or ahead) of schedule and that Mesa
continues to be a top industry performer.
There have been many exciting changes at Mesa, including
our look. In February 2015, Mesa launched a new, more
employee-focused website and an updated logo design. We
have invested in new technology, increased communications
and updated our facilities to continue to engage our employees
and attract new ones.
May 2016 9
(Left) Aircraft 952, the first of seven factory-new Bombardier CRJ900 Next Gen Aircraft delivered in 2015 operating under the
American Eagle banner and (Right) 330, one of 38 Embraer E175 aircraft operating in Mesa’s United Express fleet in 2016.
On Line – On Time
•
E175 in Service at United
In September 2013, Mesa announced a new agreement
with United Airlines to extend the term of its CRJ700 fleet. The
company was also selected to operate 30 new E175s, the first
regional aircraft ever purchased by United. Between June 2014
and April 2016, 37 Embraer E175 aircraft entered service. While
more than doubling the United Express Fleet, Mesa maintained
its longstanding position as a top regional performer in the
United Airlines system.
•
CRJ900 Expansion Aircraft in Service at American
A key milestone for Mesa’s growth came in 2013 with
a CRJ900 contract extension, solidifying a decades-long
relationship with America West and US Airways. This created
an opportunity to expand with the new American. Since May
2014, Mesa has added 14 CRJ900s to its American Eagle fleet,
including seven factory-new CRJ900 Next Gen aircraft, and was
selected to operate in American’s headquarters city in 2015.
Pilots Helping Pilots Progress in Their Careers
To support its ongoing growth, Mesa has expanded its
focus on attracting highly qualified and engaged employees
by combining leading-edge technologies with a newlyformed, energetic professional recruiting department. At
Mesa, Recruiting is About Pilots Helping Pilots Progress in
Their Careers. As a result the recruiting department is staffed
by both senior Mesa Captains and newly-upgraded PICs. In
fact, selecting outstanding candidates for Mesa is such a
high priority, the flight operations, inflight and maintenance
recruiting departments are located adjacent to the CEO’s
and Chief Operating Officer’s Offices. Executive and senior
management is also directly involved in the hiring process of
both line employees and management candidates through
video and web-based interviews.
Mesa continues to fill classes with qualified pilot candidates and is not only attracting people who are new to commercial aviation (through
tuition assistance, employee referral bonuses and other innovative programs), but also a significant number from other airlines.
10 | Aero Crew News
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Benefits
•
Pilots hired at Mesa Airlines receive an Airline Transport
Pilot type rating upon completion of initial training (CL65 or EMB170/190)
Qualifications (ATP Minimums)
•
Pilots receive unlimited travel benefits including jump
seat agreements.
•
1500 hours Total Flight Time
•
Family members (spouse, domestic partner, dependents, and parents) also receive travel benefits
on our code share partners
•
500 hours Cross Country Time
•
100 hours Total Night Time
•
50 hours Multi Engine Time, Fixed Wing
•
250 hours of Pilot in Command Time, Fixed wing
•
100 hours of Instrument time
•
Commercial Pilot Certificate with Multi Engine and
Instrument ratings
•
Current FAA First Class Medical Certificate
•
Ability to demonstrate instrument proficiency
•
ATP Written (CTP training can be provided to qualified
applicants)
• Dallas (DFW)
•
FCC Restricted Radiotelephone Operator Permit
• Washington Dulles (IAD)
•
Current Valid Passport
• Houston (IAH)
•
At least 23 years of age
•
Legally authorized to work in the U.S.
•
Able to pass security background check and FAA
mandated drug test
•
Mesa Airlines offers competitive medical and dental
benefits, vision, life, 401K and travel benefits with our
code-share partners
•
ATP flight instructors receive tuition reimbursement
•
ATP-CTP course provided by Mesa Airlines for those
pilots who qualify
•
Crew Bases
• Phoenix (PHX)
•
Mesa pilots are initially assigned to a hub city based on
current openings in seniority order
•
Electronic Flight Bag
•
Mesa Airlines was the FIRST airline approved for
Electronic Flight Bag usage for all phases of flight
•
High school diploma or GED
•
All manuals and charts are issued electronically at no
cost via a pilot provided iPad
•
Ability to read and speak English language
•
Restricted ATP Requirements
•
Each pilot is required to have an iPad (2, 3, 4, Air, or
Air2) prior to simulator training
•
Military - 750 Hours
•
Four-Year Degree from approved aviation program –
1,000 Hours
•
Two-Year Degree from approved aviation program –
1,250 Hours
•
At least 21 Years of Age – 1,500 Hours
•
200 Hours Cross Country Time
Training
•
Pilots will receive FULL monthly guarantee pay from the
start of training
•
Ground Training is conducted at the Mesa Airlines’
Training Center in Phoenix, Arizona
•
The Company provides single-occupancy lodging during
training
•
All other ATP Requirements Apply
•
Pilots receive per diem during training and at the
completion of IOE.
•
•
Each new hire is assigned a mentor to assist them
through their first six months of employment.
Mesa Airlines recognizes the skills associated with
helicopter flying. Rotary Wing time may be included in
Total Time, but the applicant must meet the 100-hour
Multi-Engine, Fixed Wing requirement.
Communicate Openly and Often
In addition to Mesa’s new website and social media channels, the airline communicates regularly through employee newsletters,
quarterly town hall meetings, company-wide conference calls, CEO lunches for new employees, and recently launched an online
company store.
May 2016 11
Interview with Marcin Kolodziejczyk, Manager of Recruiting and
CRJ700/900 Captain at Mesa Airlines
Pre Interview:
Craig: How do you select applicants to be brought in for an
interview?
Marcin: Our recruiting department utilizes both AirlineApps and
Virtual Edge to review applications from qualified pilot
candidates.
C: A: Can you explain the point system associated with online
application process and what types of things count for
points?
Points are given for internal referrals, education, previous
121 airline experience and type ratings, as well military
aviation experience.
C: A: What can an applicant do to increase their chances of
being called for an interview?
Receive a referral from a current Mesa employee, contact
pilot recruiting at pilot.recruitment@mesa-air.com, and
accurately and thoroughly complete an application.
C: A: How critical is it to attend a job fair to get an interview?
While it is not required, it is helpful for recruiters to get to
know applicants in person first impressions count.
C: A: C: A: What are some of the biggest mistakes that applicants
make during the interview process?
Looking unprofessional, errors in logbook or resume, and
not being forthcoming.
Written test:
C: Is there a written or computer test?
A: No
Simulator Evaluation:
C: Do you have a simulator ride?
A: No
Post Interview:
C: Do you tell applicants they are hired in person that day?
A: Often, yes.
C: A: If not, how long do applicants have to wait to know if they
are hired?
1-2 weeks.
C: A: How soon can an applicant expect a class date after being
hired?
2-3 weeks.
What is the best way to prepare for an interview with your
company?
General:
Be knowledgeable of your current flying profession as it
C: How many pilots does your airline expect to hire this year?
pertains to part 61, 91, 121. Do your homework on the
A: Approximately 500-600.
industry, be honest and look sharp.
C: Can you explain the ATP-CQP class that your company
Interview:
offers?
C: Do you recommend that applicants get to your headquarters A: We contract through ATP Flight School at their Dallas, Texas
city the day before and get a hotel room for the night?
location. The paid CTP course lets pilots earn seniority.
A: No, Mesa will provide their airline transportation as well as
hotel accommodations.
C: Do you have a hiring bonus? Is there any specific criterion
to qualify for the bonus?
C: Can you walk me through a typical day of interviews?
A: No, however we have an internal referral bonus that will
A: Applicants arrive at the corporate headquarters at 9:00
pay an employee $10,000 for each new hire without a limit
a.m., take a tour at 9:30 a.m., watch presentation at 10:30 to the number of referrals .
a.m., and interview at 11:00 a.m.
C: Does Mesa have a pilot referral program?
C: What kind of questions can an applicant expect to be
A: Yes, See previous question.
asked?
A: Questions regarding their application, technical flying
C: Can you describe the career path program that Mesa has
background and future goals.
with ATP?
A: We currently offer Mesa TAP, a Tuition Assistance Program
C: Can you give me some examples of the TMAAT questions
for ATP Instructors, $11,000 in tuition.
that you like to ask?
A: We typically focus on other areas within the applicant’s
history.
12 | Aero Crew News
Back to Contents
A recent new hire pilot lunch, tour and Q & A with Mesa’s CEO Johnathan Ornstein.
We are growing and hiring – It’s a great time to join Mesa Airlines!
May 2016 13
Fitness Corner
Written by: Candice McField
Fueling the Jet for Takeoff!
When it comes to proper
nutrition, no words ring
truer than, “Breakfast is
the most important meal
of the day.” Yet, 10 percent
of the U.S. population
skips breakfast according
to a 2011 study. If you are
among the 31 million who
opt out of breakfast, stop
and consider the following
benefits of breakfast.
1. It refuels the body after a night of fasting. A
well-balanced breakfast breaks the overnight
fast, provides the nutrients you need.
2. Consuming breakfast contributes to weight loss.
Studies show that people who consume breakfast
are more likely to maintain a healthy body weight.
3. Breakfast-eaters consume less saturated fat and
cholesterol over the course of the day. Breakfasteaters tend to have healthier blood sugar levels.
Today’s world is fast-paced but it does not mean you
cannot have a balanced breakfast while in transit. The
list below offers you some options to start your day off
right, even when you are on the go.
Question of the Month
Do you eat breakfast? If yes, then how often (e.g.
Protein Options
Egg whites
Fat-free/low-fat yogurt
Kefir
Protein shake
Tofu
14 | Aero Crew News
daily, a few days per week, etc.)? How do you feel on the
days you eat breakfast versus the days you don’t? Do
you tend to snack more on the days you skip breakfast?
If yes, on what types of foods?
Exercise of the Month
Primary Muscle Targeted: Triceps
Secondary Muscles: Chest and Abdominals
Start Position: Hands inside shoulders, elbows bent,
closed to sides, and pointing straight back (Fig. 1)
1. Holding yourself 2-3 inches above the floor,
maintaining a flat back with abdominals tucked
in, push straight up into a plank position.
2. Slowly return to start position.
Repeat for 10-12 reps.
Complex Carb Options
Oatmeal
Millet
Cream of Wheat
Cream of Rice
Malt-o-Meal
Quinoa
Ezekiel English Muffin
Whole Grain Toast
Whole Grain Pancakes
low sugar
Candice McField is an ACE Certified Health Coach,
WNBF Pro Figure competitor, and avid global traveler.
Passionate about fitness and travel, Candice serves
a client base of on-the-go professionals; providing
them with personalized tools to train anytime,
anywhere.
Do you have questions or suggestions for an
upcoming article? Would you like to share your story
with me? Send them to me directly at: crewfit@
candicemcfield.com.
I would love to hear from you. Arise!®
Back to Contents
Hiring Direct Entry Captains
Have you heard all latest?
*New Compensation Packages Start April 2016
*Now Hiring Part-time & Full-time Direct Entry Captains!
For More Info:
pilotjobs@flygreatlakes.com
APPLY ONLINE - www.flygreatlakes.com
(307) 432.7117
1022 Airport Pkwy - Cheyenne, Wy 82001
APR2016 half page.indd 1
4/25/2016 2:38:19 PM
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 . . .
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Does taking unsafe risks in
a vehicle correlate to taking
unsafe risks in an aircraft?
To Avoid Action Against Your FAA Certificates:
(1) Report all alcohol related driver’s license suspensions/revocations within 60 days*
(2) Report all alcohol related convictions, within 60 days, even if related to a previously reported driver’s license action*
(3) Have candid discussions with your AME and detail these events on your next application for airman medical
*Suspensions/revocations and convictions are separate reportable offenses even if they are related to the same incident
Visit www.faa.gov/go/duidwi to find out more.
FAA Security & Investigations Division (405) 954-4848
Contract Talks
Hotels:
Written by: Scott Stahl
The Most Important Quality of Life Factor on the Road
One of the least glamorous aspects of an airline contract are
the requirements for hotel accommodations. Not only is the
hotel something that isn’t glorified in any contract negotiation,
but it is probably something that most people don’t even think
about.
So why an article on hotel accommodations if every pilot
doesn’t seem to focus on it? Much like a good backup plan, it
typically isn’t something that comes to mind until it is found to
be lacking or subpar.
Hotels are unquestionably the most important part of a
pilot’s compensation package when it comes to quality of life
on the road. This aspect of traveling will have an extreme effect
on a pilot’s mental well being, rest on the road, and enjoyment
while off duty but not sleeping. Everything from the cleanliness
of the hotel to its location and vicinity to local attractions.
This is an area where a typical pilot will spend about 2 to
3 weeks of nights per month, may take one or more major
meals and spend hours on end. Pilots are also dependent on
these accommodations to get their FAA mandated rest period
and must actually be able to get “quality” rest. Things such
as room size, bed type, cleanliness, hotel condition, facilities
maintenance and average clientele can have a profound effect
on the quality of the time spent in a hotel. Tired of that noisy
A/C that won’t cool the room? Mold in the bathroom? Throngs
of partiers or kids running up and down the halls? All of these
factors can hugely affect the good night’s sleep that is so
paramount to effective and safe job duty performance.
It goes without saying that the options around the hotel will
also affect the well being of the crew members in that a hotel
with more dining and entertainment options may make for a
better “wind down” process for the crew, which in turn affects
stress, health and rest. It will also have a profound effect on
the perception of an enjoyable workplace, since we associate
so much enjoyment with our individual personal time.
For pilots who literally live in the hotel while in training, this
is an even bigger factor. Are rooms single or double occupancy?
Where is the hotel located? What facilities are available and
how nice are they? What is around the hotel? Does the hotel
shuttle transport guests around? What kind of discounts have
been arranged? Are the facilities conducive to study? These
are all questions that should be answered by someone who is
about to spend 2-3 months in a hotel as a primary residence.
Another category of hotel room usage falls into those
unscheduled layovers, or extended sit times. Does the airline
provide short stay hotels in the case of an airport sit that is
over a certain duration, or do they expect the pilots to crash
in the crew room? What is that duration? What requirements
does the hotel have in the event of a short stay or unscheduled
overnight? Are they consistent with the rest of the hotel
standards?
Of course as with most things, this is one aspect of working
in the flying business that will change greatly from one airline
to the next and from one pilot group to the next. Some airlines
will have total control to assign the hotels, some airlines will
have to negotiate and seek approval from a committee of
pilot representatives. Of course, airlines will also deal with
complaints or shortfalls in hotel accommodations differently.
Some may be able to just change hotels (or not change them as
the case may be) or may have to again work and negotiate with
a pilot committee on re-accommodation.
Another aspect of hotels that will vary from airline to airline
is the need for different hotels based on the length of the
overnight. For instance, Airline A might not require different
accommodations for a “long” overnight versus a short one. On
the other hand, Airline B might require a hotel nearby to local
attractions and in a more favorable area of town for overnights
that are longer than a minimum duration. In this case, the
pilots know that if they are going to be staying at a destination
longer than a certain amount of time (14 or 15 hours as an
example), they will be put in a nicer hotel with more amenities
with a location closer to downtown and with more restaurant/
entertainment options available.
Airlines that are forced to negotiate with a pilot
representation committee might have to face stricter standards
for accommodations such as a minimum Zagat rating, a
minimum number of dining options, or committee knowledge
about widespread noise/or hotel complaints. In these cases,
the committees may also have more leverage to force a hotel
change in the case that management changes occur, widespread
noise complaints occur, or other issues arise. At the very least,
airlines having to work with pilot representatives will have to
seek approval in order to place pilots in that hotel. It may seem
like a trivial detail, but this could be the difference between
having to be put in a Hilton or Double Tree versus staying in a
cheap Inn.
Further, some of the factors that will usually go into hotel
accommodations with airlines that have pilot committees
might be arranged discounts for the pilots (20% off in the hotel
restaurant/bar for instance). The pilot representatives may also
negotiate for the pilots to keep little perks such as hotel points
etc., even though it may cost the airline slightly more money.
Other airlines may negotiate to allow the pilots access to special
guest facilities such as a VIP floor/lounge or other facilities that
are normally available on a per charge basis.
Finally, hotels can be viewed as a form of “soft pay” (pay
that isn’t necessarily reflected in the hourly pay scaled)
because better hotel accommodations are an indirect form of
compensation to the pilot from the company.
The importance of nearby facilities, certain types of beds,
or hotel brand may all be subject to debate, but I don’t think
you will see much debate amongst industry workers about the
importance of clean, safe and well maintained facilities that
are free of distractions, problems, noise complaints or various
other issues that will make an FAA legal rest period seem like a
bad dream. While not usually at the front of our consciousness
in the flying industry, hotels definitely demand a large dose of
consideration when thinking about quality of life at an airline.
May 2016 17
B
en Hamilton is Co-Founder
and CEO of IMAGINEAIR, a
leading on-demand private
air travel service that is making
private aviation accessible to the
masses. Mr. Hamilton has led
IMAGINEAIR through more than
30% growth year over year and
over 25,000 flights to date, in his
mission to get travelers out of
their cars so they can spend more
time on what matters at home and
away. He is a licensed commercial
pilot and Certified Flight Instructor
Benjamin Hamilton
with Multi-Engine, Single-Engine,
CEO, IMAGINEAIR
and Instrument Ratings. He holds a
B.S. in Aerospace Engineering from Georgia Tech and an M.B.A
from Emory University.
CHANGING THE OUTLOOK ON THE PILOT SHORTAGE
The Current State of the Industry
Several factors have converged to create the pilot shortage
that is affecting the industry today, squeezing pilot availability
at both ends of the career spectrum. Without a change in
business as usual, the statistics indicate an ever-increasing
gap between pilot supply and demand. According to Boeing’s
Current Market Outlook, 2015-2034, the 20-year North
American pilot demand projections show a need for 95,000
pilots. Currently the largest source of pilot supply is Certified
Flight Instructors (CFIs), and this segment is projected to supply
64,000 pilots at best, assuming unrealistic, optimum conditions
– including all CFIs moving to the airlines at exactly 1,500 hours,
the FAA requirement for Part 121 carriers.
The time-intensive and costly path to becoming an airline
pilot in the U.S. plays a large role in constraining how many
hopefuls actually choose to pursue a career as a pilot. A
combination of academic instruction, substantial flight hours
and a series of certifications often mean an accumulation of
significant expenses, followed by more flight time typically built
through a number of jobs before establishing one’s career job.
On the other side of the career spectrum, commercial
airline pilots have a mandatory retirement age of 65, creating
a wave of current and upcoming pilot exits and increasing
demand to fill these vacancies. Nearly 45,000 retirements at
U.S. airlines are anticipated over the next 15 years, according to
“Initial Pilot Training: Better Management Controls are Needed
to Improve FAA Oversight,” published by the U.S. Government
Accountability Office.
18 | Aero Crew News
Early Pilot Training
Becoming a rated commercial pilot requires approximately
250 hours of formal training that can be completed in as few as
six months. Typically, if self-funded in the U.S., flight school can
easily amount to $100,000. Often combined with a four-year
degree program, expenses can increase substantially, creating
a significant barrier to entry. Prior to August 2013, pilots who
had completed this stage of training were eligible to become
U.S. airline co-pilots.
Effective August 2013, the FAA mandated having an Airline
Transport Pilot (ATP) rating, typically requiring 1,500 hours
of flight time, to be an airline second-in-command (SIC).
Exceptions to this include military pilots, who can become
SIC with 750 hours of flight time, and graduates of qualified
bachelor degree aviation programs, who are eligible after 1,000
hours. The pipeline of pilots from those exceptions, however, is
still a far cry from projected demand for pilots.
Back to Contents
This compares to historic hiring being driven by market
supply and demand, at times resulting in pilots being hired with
as few as 300 hours to become a first officer or co-pilot. Most
countries outside of the U.S. still only mandate 250 hours to fly
right seat.
Several foreign airlines fund and arrange this initial training
or provide loans to be paid back during employment that follows
with the sponsoring airline. The strong aviation infrastructure,
temperate weather in many regions, lower costs and easy
access to resources make the U.S. a top location choice for this
initial training.
The Next Career Stage
Employment opportunities in the U.S. following early pilot
training are limited. Pilots need to build flight time to advance
their careers. Operators need to fill their pipeline with qualified
pilots that are coming through at a much slower pace than prior
to August 2013, causing Part 135 and Part 121 pilot recruitment
challenges.
Not all pilots are created equally.
As mentioned, flight instructing is a common path to
increasing hours and experience. Other channels include
employment with Part 135 air taxi and charter operators, Part
91 non-commercial operators, sightseeing and banner towing,
and foreign airlines. Varying paths to pilot development lead
to differences in pilot competence and capabilities. While
flight time is an important factor, it is not the sole variable
in determining competence or readiness to fly passengers.
Quality of training and in-flight experience are key. While FAA
requirements are much more stringent than any other nation’s
requirements, operators and businesses that have proven
training programs and safety records rise to the top in creating
superior pilots.
Partnerships: The Path to Filling Demand for Pilots
we need to utilize high quality resources efficiently. This means
creating partnerships to make the flight instructor path more
efficient, something historically lacking in the industry. Deep
partnerships between employers at various stages of the pilot
pipeline can ensure a robust supply of high quality pilots, at
reasonable overall cost.
Specifically, strategic partnerships that effectively connect
the dots between commercial training schools/flight instructors
and commercial airlines offer an innovative solution to the pilot
shortage. Pilots just out of initial commercial training provide a
distinct advantage as well: They have just gone through a very
intensive program of potentially customized training in smaller
aircraft, providing a fresher, highly pertinent skill set.
Given that not all pilots are created equally, the bridge
that is advancing the next generation through the pipeline
should entail paid employment with high quality operators
giving top-tier training. IMAGINEAIR, a Part 135 private, ondemand air travel service that has flown over 25,000 flight
legs to date, has built an exclusive partnership agreement
with a highly professional flight school and a commercial
airline. This will bring a pipeline of vetted, certificated pilots
who have undergone high-quality instruction and 1,200 hours
of flight time, including substantial training tailored to its Part
135 operations, to IMAGINEAIR. IMAGINEAIR’s training goes
far beyond FAA regulatory requirements, putting significant
emphasis on in-flight training combined with simulator training,
whereas the airlines typically rely exclusively on simulator
training and only one supervised check ride with passengers
before flying passengers as SIC.
IMAGINEAIR training includes mentorship from veteran
pilots with decades of experience and additional training
modules specific to the Cirrus aircraft. Once pilots that have
come through this partnership program have completed 1500
hours, they will join the partnered commercial airline.
Given the bottlenecks and variances in pilot development,
May 2016 19
Hart Langer, IMAGINEAIR Pilot & Check Airman
Moving out the Bookend in the Pilot Experience Spectrum
Hiring retired airline pilots and former military personnel
can help alleviate the pilot shortage. Mandatory retirement
from Part 121 carriers at age 65 prevents them from flying
for commercial airlines, and retirement from the military
typically occurs at a younger age. Often, pilots retire and have
no problem maintaining a current and valid first class medical
certificate. They remain completely fit to fly, and can bring
exceptional experience to Part 135 operators to help satisfy
pilot demand. This also creates opportunities for mentorship,
accelerating the learning of the next generation of professional
pilots.
Some carriers, like IMAGINEAIR, actively recruit retired
airline and military pilots, as well as offering not only full-time
but also flex-time options that give flexibility to choose one’s
own schedule. This has proven particularly attractive for former
commercial pilots who have thousands of flight hours and still
want to fly for the love of it.
20 | Aero Crew News
According to Hart Langer, former Senior Vice President of
Flight Operations for United Airlines and Former Chief Pilot for
Pan Am, “Flying for IMAGINEAIR is even more enjoyable than
flying for Pan Am or United (which I did for many years)! We
use advanced avionics that surpass the technology of aircraft
used by most commercial airlines. I’m able to directly interact
with and get to know our customers, and I have the flexibility
to spend most nights at home.”
What constitutes compelling employment benefits for pilots
differs at all phases of the pilot’s career. Effective partnerships
will capitalize on these to attract talent at appropriate stages.
Conclusions
For carriers to attract talented pilots and grow, dynamics
at various stages of the pilot career spectrum need to be
understood and actively managed. Those that recognize how
to best meet lifestyle priorities at each stage of the pilot career
and that create effective partnerships will be much better
equipped to ensure efficient, competent pilot supply to meet
current and future demand.
Back to Contents
Interview with Benjamin Hamilton, CEO ImagineAir
Pre Interview:
Craig: How do you select applicants to be brought in for an
interview?
Ben: We initially select applicants for IMAGINEAIR based
on whether they meet our aviation experience
requirements. Retired airline and military pilots tend
to make great additions to the IMAGINEAIR team.
However, we also consider applicants with corporate,
regional airline or flight instructor backgrounds.
maximizing efficiency from how their paperwork is
processed to how we conduct our flows and checklists
in the aircraft.
C: B: C: What is the best way to prepare for an interview with
your company?
B: If there was a single item that would benefit the
applicant the most in terms of preparation, it’s
reviewing aeronautical knowledge as it relates to the
type of flying we do at IMAGINEAIR. We’re often
The interview process is important. We’re looking for surprised to find applicants, especially flight instructors
strong aeronautical judgment and decision-making
operating in a similar environment, that have a
skills, and how the pilot applicants fit into the culture of difficult time answering questions about Airspace, IFR
IMAGINEAIR. We’re looking for pilots that have a
& ATC procedures.
commitment to safety and accuracy, and those that
live our core values.
Interview:
C: Do you recommend that applicants get to your
Can you explain the point system associated with
headquarters city the day before and get a hotel room
the online application process and what types of things for the night?
count for points?
B: This is the applicant’s decision. A late show to the
We do assign values to candidates’ experience in
interview is almost always an immediate
order to rank and prioritize applications and schedule disqualification. We take our core value of Reliability
an interview.
to heart for everyone that joins our team.
Once a candidate receives an invitation to interview,
we look at two areas:
C: Can you walk me through a typical day of interviews?
B: The interview is usually conducted by our Chief Pilot
and one other company representative. We first
introduce IMAGINEAIR and talk about our mission,
which is making private air travel convenient and
accessible to a much broader population, helping
people connect face to face and spend time on what
matters.
1. How will they perform on the job? This is based
on an assessment of their judgment, aeronautical
knowledge and commitment to safety.
2. Culture fit. Does the candidate meet our core
values? Candidates that demonstrate a high degree
of candor and resourcefulness during the interview,
along with a history of reliability, dedication, and
professional ambition are more likely to receive a
job offer. These values are particularly crucial in a single pilot operation. Strong interpersonal skills are also important, but never at the expense of competence.
The first portion of the interview is to get to know
them personally to assess cultural fit. These questions
may be conducted by anyone in the company.
C: B: What can an applicant do to increase their chances of
being called for an interview?
Providing accurate and complete information on the
pilot application, along with strong references or letters
of recommendation. Additionally, the initial interaction
with our staff counts. Reliability is a core value at
IMAGINEAIR and we find a strong correlation between
those interactions and how a candidate will perform.
We try to learn as much about the applicant as
possible. We want to know about their background
and experience, and how those have shaped their
values. We want to know what mistakes they’ve
made and lessons they’ve learned while in a safe,
open and confidential environment. We place value on
candidates that are genuine about lessons they’ve
learned.
C: B: How critical is it to attend a job fair to get an interview?
Attending a job fair isn’t necessary. We’re happy to
engage directly with pilot applicants. IMAGINEAIR
values convenience in every aspect of our work, and
We also like to ask about how they’ve worked with
former employers. How do they see their previous
teams, and how was their work viewed by their former
employers?
May 2016 21
Scenario-based questions help us assess the
applicant’s judgment and thought process. There may
not be a single correct answer to any of these
questions, but rather we’re looking to see how they
process information. This is usually conducted by the
Chief Pilot, a company instructor, or check airman.
Finally, we give a very brief (and painless) written
assessment of aviation knowledge fundamentals.
Candidates that are accepted will spend time in basic
indoctrination training to ensure they have the
necessary knowledge, however, we ensure that
candidates have a strong foundation.
C: B: Can you give me some examples of the TMAAT
questions that you like to ask?
“Tell me about a time where you made a mistake in
the cockpit.”
“Tell me about a time that you exercised less than
optimal judgment.”
We value candidates that answer these questions
honestly and openly. A pilot that claims to have always
exercised perfect judgment is often not telling the
whole story.
IMAGINEAIR promotes a culture of admitting
mistakes. No human is perfect. In fact, for any selfreported error, we go to bat for our pilots as long as
they’re open and honest. Chances are, if you made
that error, somebody else has or somebody else will.
This improves the safety of the entire system.
Additionally, we want to help our employees learn
and develop, and how candidates respond to
questions like these also indicates their willingness to
learn, and to teach. Our veteran pilots, including those
with decades of previous experience working for
the airlines, act as mentors for newer pilots. And all
pilots go through twice yearly, specialized training that
goes well beyond FAA requirements.
C: B: If the TMAAT question being asked does not apply to
that applicant can that question be skipped?
We ask TMAAT questions that are virtual certainties
with any pilot. For that reason, we do not skip these
questions. A pilot that claims to never have made a
mistake is a “red flag” and we want pilots to openly
bring their mistakes to the company’s attention so that
we can continually improve the safety and efficiency
of our operation.
C: B: What are some of the biggest mistakes that applicants
make during the interview process?
IMAGINEAIR is forgiving of mistakes as they are
necessary to learning and improving. Pilots that
withhold known information, such as an unsatisfactory
22 | Aero Crew News
checkride, are disqualified from the interview. We
don’t see this often. Genuine is a core value of
IMAGINEAIR.
We often uncover some Airspace or IFR and
procedural knowledge issues, but these can be solved
with some basic preparation before the interview,
which may be as simple as a brush-up. This will also
make the basic indoctrination training much easier for
the applicant.
Written test:
C: Is there a written or computer test?
B: We give a very brief (and painless) written assessment
of aviation knowledge fundamentals. This takes less
than 30 minutes.
C: B: What can you recommend applicants study for that
test? At what point is this test taken?
A review of Airspace, ATC, and IFR procedures
is helpful. The test is usually taken towards the end of
the interview.
C: What recommendations do you have for applicants to
prepare themselves for your personality test?
B: IMAGINEAIR uses techniques from Topgrading to
evaluate candidates rather than a specific personality
test.
Simulator Evaluation:
C: Do you have a simulator ride?
B: We do not include this in the interview process.
However, we do include a procedures trainer in our
program, and as additional screening prior to the
candidate starting, training in the aircraft. We
subscribe to the philosophy that the candidate should
be given procedures training prior to assessment in
a particular aircraft. If this is done in the interview,
the results are skewed towards those that have prior
Cirrus experience, which is not a prerequisite of
IMAGINEAIR.
Post Interview:
C: Do you tell applicants they are hired in person that
day?
B: This depends upon the timing, the number of pilots
in class, and the number of pilots needed. Advanced
offers are conditional upon background checks and
discussions with references, however we try to make
the process as quick as possible.
C: B: If not, how long do applicants have to wait to know if
they are hired?
If we do not accept an applicant during the same day
as the interview, we give them a timeframe immediately
after the interview.
Back to Contents
C: B: How soon can an applicant expect a class date after
being hired?
In most cases, we can provide a class date upon
notification of acceptance, which will typically start
within 2 to 3 weeks.
General:
C: How many pilots does your airline expect to hire this
year?
B: Approximately 20-30, with plans to hire more than 50
in 2017 as we greatly expand the size of the fleet.
C: B: Can you explain the ATP-CQP class that your
company offers?
This is not required for IMAGINEAIR’s operation.
C: B: Do you have a hiring bonus? Is there any specific
criterion to qualify for the bonus?
IMAGINEAIR doesn’t have a signing bonus, however,
IMAGINEAIR’s specific pilot program provides
additional compensation opportunities depending on
the number of days flown, within different parameters
for full-time vs. flex-time pilots.
C: B:
Does IMAGINEAIR have a career path program?
IMAGINEAIR is in the process of working with a large
training provider for a formal program. However,
IMAGINEAIR is currently targeting airline retirees,
which make ideal pilots for our operation. This has
also proven to be a great fit for retirees that wish to
keep doing what they love – fly. There are expected to
be over 40,000 retirees in the next 15 years.
May 2016 23
Paying for Flight Training
Written by: Brittany Bunch; ExpressJet Airlines
Reprinted with permission from ExpressJet Airlines
T
he cost of flight training is a concern for many aspiring
pilots. The career is absolutely worth it, but the
upfront cost can be a difficult hurdle. There are many
options available to help you pay for flight training including
scholarships, loans made specifically for pilots, financial aid and
military benefits.
SCHOLARSHIPS
Many current ExpressJet pilots have used the aid of
scholarships and grants to offset both their tuition and flight
training costs. Applying for scholarships can be daunting, but
persistence pays off. While you might not find a scholarship
that covers your full expenses, every little bit helps your overall
bill.
Start with your school
Look at your university first, as they often offer scholarships
specifically for their students. Your school already has your
FASFA results and transcripts, which makes applying easier.
Many universities award students scholarships based on
financial need and/or merit. Depending on the program you
Photo provided by ExpressJet Airlines
are enrolled in, your tuition and flight training are often two
separate financial accounts. In this case your school might
have general education scholarships and/or aviation specific
scholarships. We compiled a list of some school-specific
aviation scholarships here. (See list below)
University
Scholarship Link
Arizona State University
https://scholarships.asu.edu/scholarship/17425
Bowling Green State University
https://www.bgsu.edu/technology-architecture-and-applied-engineering/engineeringtechnologies/bgsu-aviation/scholarships.html
Eastern Kentucky University
http://technology.eku.edu/scholarships
Embry-Riddle Aeronautical University
http://daytonabeach.erau.edu/financial-aid/scholarships/
Kent State University
https://www.kent.edu/caest/caest-scholarships
Louisiana Tech University
http://liberalarts.latech.edu/aviation/about/scholarships.php
Metropolitan State University Denver
https://www.msudenver.edu/aviation/programbenefits/scholarships/
Middle Georgia State University
http://www.mga.edu/aviation/scholarships.aspx
Middle Tennessee State University
http://www.mtsu.edu/aerospace/scholarship.php
Oklahoma State University
https://education.okstate.edu/scholarships/ses
Parkland College
http://www.parkland.edu/aviation/scholarships.aspx
Portland Community College
http://www.pcc.edu/services/index.cfm/244,2234,30,html
Purdue Polytechnic Institute
https://polytechnic.purdue.edu/schools/aviation-and-transportation-technology/
scholarships
San Jacinto College
https://sjcd.academicworks.com
Southern Illinois University Carbondale
http://aviation.siu.edu/management/financial%20aid/scholarships.php
University of Dubuque
http://www.dbq.edu/academics/officeofacademicaffairs/academicdepartments/
aviation/scholarshipsandinternships/
University of Nebraska- Omaha
http://www.unomaha.edu/college-of-public-affairs-and-community-service/aviation/
admissions/scholarships.php
University of Oklahoma
http://www.aviation.ou.edu/scholarships.html
Western Michigan University
http://wmich.edu/aviation/scholarships-fs.html
Continued on page 46...
24 | Aero Crew News
Back to Contents
T HE WO RL D ’S
LA R G E S T NE T WO RK
O F LG BT AV IATO RS
A ND E NT HU S IA S T S
There’s still a lot of progress to make, and we’re ready for the challenge.
The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating
for civil rights, or having killer networking and social events. We’ve given away over $255,000 to
aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and
S E E W H AT W E C A N A C H I E V E TO G E T H E R .
J O I N T H E G LO B A L L G BT AV I AT I O N CO M M U N I T Y AT N G PA .O R G
U PCO M I N G E V E N T S
N G PA CAPE COD CLASSIC / PROV IN CE TOWN , M A 9.18 -20/2015
NGPA WIN TE R WARM -U P & IN DU STRY E XPO / PALM SPRIN G S, CA 01.21-24/2016
REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: DAVID.PETTET@NGPA.ORG
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)
B787, B777,
B767, B757,
B737, A350,
A330, A321,
A320, A319,
MD82/83, E190
2 Digit
Code
Gray blocks indicate source of data or
date data was obtained 3.C.1 indicates
contract section see contract for more
information
Delta Air Lines
(Delta)
Hawaiian Airlines
(Hawaiian)
B737
B747, B787,
B777, B767,
B757, B737,
B717, A350,
A330, A321,
A320, A319,
MD88, MD90
Hotel during
new hire
training
Per Diem
Most
Number of
Pilot
Pilots
Junior CA
Retirements
hired
2015-2029
Union
E
APA
i
Legacy Airlines
AA May/1999
AA
Airline name and ATC call sign
Alaska Airlines
(Alaska)
Pay During
Training
AS
DL
Single
2.25 Dom**
MALV 72-84
Occupancy, Paid
$2.75 Int.**
or 88*
for by company
US East
Aug/2014
14,236
9,987
Oct/2015
Jul/2015
***
816
ALPA
8,292
ALPA
US West
Sep/1998
6.D.1.d
7.A.5
85 Hours
plus per
diem
Single
Occupancy, Paid
for by company
$2.15
April
2007
1,720
11.D.5.b
5.A.1
5.A.1
Dec/2015
Dec/2015
February
2014
13,003
Single
$3,888.29 /
$2.20 Dom.,
Occupancy, Paid
$2.70 Int.
Month
for by company
Su
3.D.4.
5.E.1
5.B
Apr/2016
Feb/2015
Sample only; refer
to adjacent
pages
forFeb/2016
actual information
A330, A350
B717, B767
HA
3 Hours per
Single
day, plus per Occupancy, Paid
diem
for by company
Abbreviation and definitions:
$2.00*
$2.50 Int.
600
ALPA
9.G.1
United Airlines
(United)
A350, B747,
401(K) Matching: Retirement plan, the company will matchB777,
the
Contribution,
the company will contribute the listed
3 Hours
per
Single
B787, DC: Direct
$2.35 Dom*
UA
2006
12,523
7,765 quarterly
ALPA
day,
plus per Occupancy,
Paidto the employees
B767,
B757, additional
employees contribution up to the listed percentage. Unless noted
amount
directly
401(K),
either
$2.70 Int.*
diem
for by company
B737, A320,
the company will match 100% of what the employee contributes.A319 or yearly, refer to the contract for more information
3-E
4-G-1, 9-E
4-A
Oct/2015
MMG: Minimum
Monthly
Guarantee,
theMay/2016
minimum amount of
credit
the
employee
will
receive
per
month.
The ability to work
Cancellation pay: When a leg or legs are canceled, the employee
Aircraft Types
2 Digit
Pay During Hotel during
Per Diem
Most
Number of
Pilot
Union
more
or
less
is
possible,
depends
on
the
needs
of
the
company,
line
Code
Training
new hire
Junior CA
Pilots
Retirements
will still be credited for that leg. Some companies will not cover
training
hired month.
2015-2029
holder
or
reserve
and
open
trips
for
that
all reasons for cancellations. Refer to the contract for more
i
ALPA: Air Line Pilots Association
Major Airlines
Per Diem: The amount of money the company pays the employee
Single
B757, MD-80, for food expenses while gone from base, typically from show time
G4
70 Hours Occupancy, Paid
$1.00
6 Months
530
IBT
Deadhead: Positive space travel as a passenger for company
A319, A3220
for by company*
to
end
of
debrief
time
of
that
trip.
Day
trip
per
diem
is
taxable
while
business; paid as shown in above referenced column.
overnight is not.
2
Jul/2015
Jul/2015
FAPA: Frontier Airline Pilots Association
Frontier Airlines
A319, A320,
Feburary
No
$1.90
983
FAPA
TFP:F9Trip forMMG
Pay
(Frontier)
A321
2014
IBT: International Brotherhood of Teamsters
UTU: United Transportation Union Apr/2016 Apr/2016
JetBlue Airways
ISP: International Savings Plan
Single
June
A321,
A320,
per
(JetBlue)
3,225
840
ALPA
Occupancy,
Paidthe $2.00
YOS:B6Years$2,500
of Service
with
company.
2012
A319, E190
month
for
by
company
IOE: Initial Operating Experience, refers the flight training a new
Add A, Pg24 Add A, Pg24
11
Feb/2015 May/2016
Feb/2015
hire receives from a check airman after completing all ground and
Southwest
simulator training.
Single
information.
Allegiant Air
(Allegiant)
Airlines
(Southwest)
26 | Aero Crew News
B737
WN
89, 87 or 85
$2.15 Dom.
Occupancy, Paid
MMG*
$2.65 Int.
for by company
4.K.6
Spirit Airlines
(Spirit Wings)
E
A319, A320,
A321
NK
4.T.1
Single
$1,750*/mo Occupancy, Paid
for by company
May
2006
7,951
3,702
4.T.3
Feb/2015
Feb/2015
Feb/2015**
$2.20
March
2013
1,400
SWAPA
Back to Contents
ALPA
N
Y
i
General Information
Aircraft Types
American Airlines
(American)
Alaska Airlines
(Alaska)
Delta Air Lines
(Delta)
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
2 Digit
Code
Pay During
Training
A330, A350
B717, B767
Per Diem
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2015-2029
Union
EFBs
Legacy Airlines
AA May/1999
AA
AS
DL
Single
2.25 Dom**
MALV 72-84
Occupancy, Paid
$2.75 Int.**
or 88*
for by company
HA
US East
Aug/2014
14,236
9,987
Oct/2015
Jul/2015
***
816
US West
Sep/1998
6.D.1.d
7.A.5
85 Hours
plus per
diem
Single
Occupancy, Paid
for by company
$2.15
April
2007
1,720
11.D.5.b
5.A.1
5.A.1
Dec/2015
Dec/2015
February
2014
13,003
8,292
Feb/2016
Apr/2016
Feb/2015
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
5.E.1
3 Hours per
Single
diem
for by company
5.B
APA
iPad
Bases
*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
ALPA
Surface
ATL, CVG, DTW,
LAX, MSP, NYC,
SEA, SLC
*Interisland
$2.00*
$2.50 Int.
600
HNL
ALPA
9.G.1
United Airlines
(United)
A350, B747,
B777, B787,
B767, B757,
B737, A320,
A319
Aircraft Types
Allegiant Air
(Allegiant)
Frontier Airlines
(Frontier)
JetBlue Airways
(JetBlue)
*$0.05 increase on Jan 1st.
UA
2 Digit
Code
Single
3 Hours per
$2.35 Dom*
$2.70 Int.*
diem
for by company
3-E
4-G-1, 9-E
4-A
Pay During
Training
Hotel during
new hire
training
Per Diem
A319, A320,
A321
A321, A320,
A319, E190
G4
F9
B6
70 Hours
MMG
B737
WN
A319, A320,
A321
NK
B737NG
A319, A320
Aircraft Types
4.T.1
5.A.1
12,523
Oct/2015
May/2016
7,765
ALPA
iPad
MMG
VX
$2,500 per
month
None
10.J.1
Pay During
Training
2 Digit
Code
5.B.1
6 Months
530
2
Jul/2015
Jul/2015
$1.90
Feburary
2014
983
Apr/2016
Apr/2016
$2.00
June
2012
3,225
840
11
Feb/2015
May/2016
Feb/2015
May
2006
7,951
3,702
4.T.3
Feb/2015
Feb/2015
Feb/2015**
$2.20
March
2013
1,400
5.B.1
Dec/2015
Apr/2016
Union
EFBs
IBT
None
FAPA
ALPA
SWAPA
Bases
Notes
*Company provides rental car during
BLI, FLL, HNL, simulator training
IWA, LAS, OAK,
PGD, PIE, SFB
DEN, ORD, MCO
Yes
iPad
JFK, BOS, FLL,
MCO, LGB
*Pilot data approximate
Agreement 2013, Currently in
negotiations
ATL, MCO, DAL, *MMG based upon number of days in
DEN, HOU, LAS, the month, **Number of retirements
from Feb/2015
MDW, OAK,
PHX, BWI
*Monthly payment is prorated and
ACY, DFW, DTW, includes salary and per diem
FLL, LAS, ORD
ALPA
250
5.3
IAH, EWR, CLE,
DEN, ORD, SFO,
IAD, GUM, LAX
Contract 2012 as amended
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2015-2029
1/24th the
Single
IRS CONUS
Occupancy, Paid
M&IE airline
for by company
daily rate
SY
3.B
Virgin America
(Redwood)
Add A, Pg24
Single
$1,750*/mo Occupancy, Paid
for by company
3.D.1
Sun Country
Airlines
(Sun Country)
No
$1.00
Single
$2.15 Dom.
89, 87 or 85
Occupancy, Paid
$2.65 Int.
MMG*
for by company
4.K.6
Spirit Airlines
(Spirit Wings)
Single
Occupancy, Paid
for by company*
Single
$2,500 per
Occupancy, Paid
month
for by company
Add A, Pg24
Southwest
Airlines
(Southwest)
2006
Major Airlines
B757, MD-80,
A319, A3220
Notes
ALPA
Tablet
Walkabout
Computers
MSP
ALPA
Nexis EFB
SFO, LAX, JFK
EWR, LGA
Jul/2015
$2.00
July
2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during
new hire
training
Per Diem
Most
Number of
Pilot
Pilots
Retirements
Junior CA
2015-2029
hired
Rule book 2014
Union
EFBs
Bases
Notes
Cargo Airlines
Atlas Air
(Giant)
B747
5Y
Single
$1,600 per
Occupancy, Paid
month
for by company
3.A.1.f
ABX Air
11.A.7
$2.40
IBT
May 2016 27
5.A.3
*PR = Pacific Rim, **NPR = Non
(Sun Country)
Virgin America
(Redwood)
A319, A320
THE GRID
Aircraft Types
VX
2 Digit
Code
for by company
M&IE airline
daily rate
3.B
5.B.1
5.3
$2,500 per
month
None
10.J.1
Pay During
Training
Computers
Jul/2015
General Information
$2.00
July
2010
660
157
3.B.e
10.I.1
Jan/2016
Jan/2016
Jan/2016
Hotel during
new hire
training
Per Diem
ALPA
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2015-2029
Union
Nexis EFB
SFO, LAX, JFK
EWR, LGA
Rule book 2014
EFBs
Bases
Notes
Cargo Airlines
Atlas Air
(Giant)
B747
5Y
Single
$1,600 per
Occupancy, Paid
month
for by company
3.A.1.f
ABX Air
(ABEX)
B-767
$2.40
11.A.7
IBT
5.A.3
GB
$52 Dom.
$89.75 PR*
$79.75
NPR**
FX
$2,000 / mo
Single
$1.95 Dom.
until
Occupancy, Paid
$2.75 Int.
activation
for by company
date*
*PR = Pacific Rim, **NPR = Non
Pacific Rim
IBT
20.E.1
FedEx Express
(FedEx)
B777, B767,
B757, MD11,
DC10, A300
3.A
Kalitta Air
(Connie)
B747
K4
5.B.1.d
Week 1 paid by
$600 / week crewmember,
unitl OE
then, Single
Occupancy
B757, B767,
A300, B747,
MD-11
5X
MMG
10.D.1
4,288
May/2016
$1.65 Dom.
$2.50 Int.
April
2008
317
6.A
Dec/2015
Dec/2015
Single
$2.00 Dom
Occupancy, Paid $2.50 Int
for by company
$3.00*
5.H.1.a.1
2 Digit
Code
Pay During
Training
ALPA
*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
63,266
37,427
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
4,288
5.A.1 & 2
5.A
UPS
(UPS)
May
2015
Most
Number of
Pilot
Pilots
Retirements
Junior CA
hired
2012-2029
Union
EFBs
Bases
Notes
Notes
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
Allegiant Air
(Allegiant)
12, max 14*
10, max 12*
430
JetBlue Airways
(JetBlue)
559
Uniform
Reimbursement
Headset
Reimbursement
None
5:10 x
days
2:1
Yes
50%
Initial paid for by
company
15.G
15.G
15.E.1
2.QQ
17.I.1
24.O.2
1:3.5
50% air &
ground
150%
None, Dry
cleaning
reimburesment
available on a trip
4 days or more
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
5
2
4.H.1
361
508
5-F-1-a
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
11/10
Yes
FAA 117
N/A
12
Yes
14 hours or
FAA 117
5.J.7
4.I, 5.P.2
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
12
Yes
177
36
None
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.
1:4***
GOP****
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
3.5
$20 / hour*
120% of 85
Hours
$100 / Year
None
2
2
10
50%*
$20/ month
6 for CDO
1:3.75
Avg of 5
per day
Add.
B.D.5
1:2 or
1:1:45*
Add.
B.D.4
4.G.2.a
4.F.6
1:3.5
Schedule
Block
150% over 78
Hrs
Add. B.D.1
Add A & A-2
Add.
B.D.3
*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
60%
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
Initial paid for by
company and
every 12 months
5.J.4
FAA 117
None
2** or
4.17
GOP****
Major Airlines
28 | Aero Crew News
Southwest
Open time
pay
5:10
12.A.1.a
2
Frontier Airlines
(Frontier)
Deadhead
Pay
Legacy Airlines
Hawaiian Airlines
(Hawaiian)
United Airlines
(United)
Credit
Credit
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%
2.A.1, 2
$200 / year
*1 for 1:45 between 0100 and 0500
Back to Contents
negotionations
*Depedning on how many days in the
rig or trip rig.
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)
4.C.1.a
508
5-F-1-a
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Number of
pages in
Contract
11/10
Yes
FAA 117
N/A
12
Yes
14 hours or
FAA 117
JetBlue Airways
(JetBlue)
5.J.7
4.I, 5.P.2
5.J.4
Southwest
Airlines
(Southwest)
Spirit Airlines
(Spirit Wings)
Sun Country
Airlines
Virgin America
(Red Wood)
4.C.3.a.2
12
Yes
FAA 117
177
36
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
3.5
$20 / hour*
120% of 85
Hours
$100 / Year
None
2
2
10
50%*
$20/ month
Credit
Credit
6 for CDO
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.E.2
4.H
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
$230** per year
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
11/13
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
None
Notes
*Except for heavy crew
*Unschedule DH pay s 100%
*1 for 1:45 between 0100 and 0500
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
None
*11 days off in 31 day month,
**Subject to reassignment
*Unless picked up at premium pay it
is 150% add pay. **$30 per year for
shipping costs.
Rule book 2014
Headset
Reimbursement
Notes
Cargo Airlines
Yes
14 Hours for 2
Pilots, 16
Hours for 3 or
22 Hours for 4
or more
332
12.C
ABX Air
13 in 30
14 in 31
15 Hours
May be
extended to
16 hours
13.D.4
18.C
14.96 or 18.75*
Yes
25.D.1
4.F
Kalitta Air
13 or 14*
Yes
2, pg 13
UPS
(UPS)
*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
$200 / year
FAA 117
222
None
2.A.1, 2
Yes
407
5.E.1
Max 15 Days on
Per Month*
Atlas Air
FedEx Express
(FedEx)
7.B.1
Major Airlines
2
Frontier Airlines
(Frontier)
4.C.2
8.D, 8.A.3
280
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
4.5
100% Air*
50% Air**
50% Ground
100%
Provided by the
company
19.M.4
19.K
19.E
15.A
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
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
Credit
Credit
None
*100% pay credit on company
aircraft; **50% pay credit on
passenger carrier
*Days off based on TAFB, 4 wk or 5
wk bid period.
Contract 2006 as ammended
None
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.
Headset
Reimbursement
Notes
May 2016 29
THE GRID
American Airlines
(American)
Aircraft
Types
FO Top Out
Pay
(Hourly)
Group I
MMG
Base Pay
Top CA pay
Base Pay
$104.93
$90,659.52
$153.65
$132,754
Group II
$160.28
$138,481.92
$234.67
$202,755
$147,113.28
$249.30
$215,395
$172,972.80
$293.11
$253,247
Group II
$170.27
Group IV
$200.20
Group V
$210.20
72
15.D.1.b
$265,905
HRxMMGx12
9.B.1.a
$213.26
$191,934
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
5.5 H/M
Max 1000
7.A.1
14.B
75
$128,988
3.A.3
4.A.1
HRxMMGx12
3.A.3
HRxMMGx12
747, 777
$184.59
$159,486
$270.25
$233,496
787
$176.83
$152,781
$258.90
$223,690
767-4, A330
$174.35
$150,638
$255.28
$220,562
767-3,2, B757
$154.50
$133,488
$226.21
$195,445
$128,676
$218.05
$188,395
$128,676
$216.92
$187,419
B737-9
$148.93
B737-8 & 7
$148.93
A320/319
$142.96
$123,517
$209.31
$180,844
$177,604
MD-88/90
$140.40
$121,306
$205.56
B717, DC9
$133.30
$115,171
$195.19
$168,644
EMB-195
$111.94
$96,716
$163.88
$141,592
$95.21
3.B.2.d
4.B.1.b*
$82,261
$139.42
$120,459
HRxMMGx12
3.B.2.d
HRxMMGx12
$109,376
$174.11
$156,699
B717
$121.53
B767
A330
$144.58
75
$130,119
$207.13
$186,417
3.D
3.F
HRxMMGx12
3.C
HRxMMGx12
$175,216
$305.39
$256,528
$146,126
$254.70
$213,948
A350*
United Airlines
(United)
Allegiant Air
(Allegiant)
Frontier Airlines
(Frontier)
JetBlue Airways
(JetBlue)
B747, B777
B787
B767-400
$208.59
B757-300
$173.96
70
B737-900,
A321
$167.89
$141,028
$245.80
$206,472
A319
$161.02
$135,257
$235.76
$198,038
1-5 = 14 Days
6-11 = 21 days
12-18 =28 days
19+ = 35 days
1 Yr = 50
2 Yrs = 75
3 Yrs = 100
4 Yrs = 125
5 Yrs = 145
6 Yrs = 170
7 Yrs = 195
8 Yrs = 220
9-19 Yrs = 240
20+ Yrs = 270
7.B.1.a
14.D.1
1-2 = 15 Days
3-4 = 16 Days
7.5 H/M without
5-10 = 21 Days
a sick call.
10-11 = 23 Days
5.65 H/M with a
12-14 = 27 Days
sick call
15-18 = 29 Days
Max 1080**
19-24 = 33 Days
+25 = 38 Days
6.B.1
401(K)
Matching (%)
401(K) DC
Percentage of
health care
Notes
employee pays
*Accumulated time can only be used
for the year after it is accumulated,
except after first six months you may
use up to 30 hours. **January 1st sick
accural either goes to long term or
gets paid out to the pilot. See sectoin
10.B for more information.
0%
> 5 Yrs - 8%
5-10 Yrs - 9%
10-15 Yrs - 10%
+ 15 Yrs - 11%
*New hire pilots receive 1 vacation
day per every full month of
employment.
20%
28.D
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.
0%
15%
22%
26.C.2
25.B.2
5 H/M
1-4 = 14 Days
Max 1300 Hrs
5-10 = 21 Days
New hires
11-24 = 35 Days receive 60 hours
+25 = 42 Days after completing
training.
3-C-1-a
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
Band 1*
$82.00
$68,880
$140.00
$117,600
0%
15%
20%
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
$128,520
Band 4*
$97.00
$81,480
$160.00
$134,400
2
2
HRxMMGx12
2
HRxMMGx12
0%
401(K)
Matching (%)
16"%
20%
22-A
24-B-5
401(K) DC
A319, A320,
A321*
$100.01
4.3
A320 family
$137.70
70
7
75
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$115,668
$202.47
$170,075
E190
B737
$123.91
$104,084
$182.25
$153,090
HRxMMGx12
5
7
3% 100%
Match
2% 50%
Match
Percentage of
health care
Notes
employee pays
Major Airlines
>6M=0 H
MMG of 70
7-12M=17.31 H
Hours is paid or
1 = 17.31 H
2-3 = 34.62 H flight time which
ever is greater.
4-6 = 45 H
+7 = 51.92 H**
*Coming in 2017, **No max after
pilots 59th birthday.
12.A.1, 2 & 3
3-A-1
70
Southwest
Airlines
(Southwest)
10.A & B
$307.76
15.D.1.b
$143.32
EMB-190,
CRJ-900
5 H/M*
Max 60**
$181,612.80
B737
72
1-5 = 21 Days
6-15 = 1
additional day
per year
HRxMMGx12
Alaska Airlines
(Alaska)
Hawaiian Airlines
(Hawaiian)
Sick Time
Accrual
Legacy Airlines
3.C
Delta Air Lines
(Delta)
No. of Vacation
weeks &
accrual
*Bands are based on company profit,
currently at Band 4, typically at Band
3 **Accrued vacation/PTO based on
length of employment
None
2
*A321 coming end of 2015
After 3 years 2.2%
Disclaimer:
blocks
contain contract sections or date
1 Day / MonthGray
5% 1:2
up to 6% at 9
Max 120 Days
years
acquired. Data with contract
sections may be abbreviated and/
8.B
15.B.2 & 3
16.B.2 consult
16.4 the most current contract section for
or inaccurate,
please
*70 line holder, 75 reserve; **Hours is
0-5 = specific
108 Hrs
contractual language. Data that does
not
have
a contract
based on
PTO per
year. Reference
6-10 = 126 Hrs
Based on PTO
contract for more information
5%
1:1
5%
+
3%
None
Specified
11-15 =section
144 Hrs
reference
number, was obtained on-line in some form and
accrual
16-20 = 162 Hrs
21+ = may
180 Hrs be inaccurate. While trying to provide the most up to date
2013, Currently in
3.J**
3.J not all
3.Esources 3.E
3.F.i
information
can be verified
atAgreement
this time.
If you notice
negotiations
*85/87/89 MMG based on days in bid
discrepancy
and/or
have
a
correction
please
email
Craig.Pieper@
1-5 = a
14 Days
period,
**Trip
for
Pay
(TFP)
is the unit
1 TFP / 10
5-10 = 21 Days
of compensation received.
9.7% 1:1
TFP**
10-18 =AeroCrewSolutions.com.
28 Days
Max 1600 TFP
1-5 = 15 Days
6-10 = 21 Days
11+ = 28 Days
3.C*
HRxMMGx12
$132.84
85
$135,497
$189.78
$193,576
4.C.1
4.H, 4.M*
HRxMMGx12
4.C.1
HRxMMGx12
11.B.2
12.B.1
> 1 = 7 Days*
1-4 = 14 Days
5-14 = 21 Days
15-24 = 28 Days
+25 = 35 Days
4 H/M
Max 400
9%
28.C
+18 = 35 Days
Spirit Airlines
(Spirit Wings)
A319
A320
A321
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*
$109.27
72
$94,409
$185.32
$160,116
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
14.A.1
0-8 = 15 days
9-13 = 22 days
+14 = 30 days
Start with 24
4 H/M
2%
$0 to $300
depending on plan
and single, single
+1 or family
7.A.1
14.A
28.B.2
27.A.2
0-1 = 5 Days
5 H/M
Sun Country
Airlines
B737NG
$82.74
30 | Aero Crew
News
Appendix A
Virgin America
19.B.2
70
$69,502
$126.88
$106,579
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
27.B
Back to Contents
*Reserves have a MMG of 75,
Allegiant Air
(Allegiant)
Frontier Airlines
(Frontier)
B757-300
$173.96
B737-900,
A321
$167.89
A319
$161.02
70
$254.70
$213,948
Spirit Airlines
(Spirit Wings)
Sun Country
Airlines
Virgin America
(Red Wood)
$245.80
$206,472
$135,257
$235.76
$198,038
HRxMMGx12
3-A-1
HRxMMGx12
11.A.3
13.A.1
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
Band 1*
$82.00
$68,880
$140.00
$117,600
20%
Band 2*
$87.00
$73,080
$146.00
$122,640
Band 3*
$92.00
$77,280
$153.00
$128,520
Band 4*
$97.00
$81,480
$160.00
$134,400
2
2
HRxMMGx12
2
HRxMMGx12
5
7
2
1-5 = 15 Days
6-10 = 21 Days
11+ = 28 Days
1 Day / Month
Max 120 Days
5% 1:2
After 3 years 2.2%
up to 6% at 9
years
8.B
15.B.2 & 3
16.B.2
16.4
22-A
401(K)
Matching (%)
401(K) DC
24-B-5
A319, A320,
A321*
$100.01
70
7
75
A320 family
$137.70
E190
$123.91
$90,009
$166.68
$150,012
HRxMMGx12
4.3
HRxMMGx12
$115,668
$202.47
$170,075
$104,084
$182.25
$153,090
B737
A319
A320
A321
B737NG
A320
HRxMMGx12
>6M=0 H
MMG of 70
7-12M=17.31 H
Hours is paid or
1 = 17.31 H
2-3 = 34.62 H flight time which
ever is greater.
4-6 = 45 H
+7 = 51.92 H**
0-5 = 108 Hrs
6-10 = 126 Hrs
Based on PTO
11-15 = 144 Hrs
accrual
16-20 = 162 Hrs
21+ = 180 Hrs
3.J**
3.J
9.7% 1:1
-
$193,576
4.C.1
4.H, 4.M*
HRxMMGx12
4.C.1
HRxMMGx12
11.B.2
4 H/M
Max 400
9%
14.A.1
28.C
$109.27
72
$94,409
$185.32
$160,116
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
7.A
0-8 = 15 days
9-13 = 22 days
+14 = 30 days
70
$69,502
$126.88
$106,579
Appendix A
4.A.1
HRxMMGx12
Appendix A
HRxMMGx12
7.A.1
14.A
5 H/M
80 and 480
Max**
$107.00
70
$89,880
$172.00
$144,480
0-1 = 5 Days
1-5 = 15 Days
+5 = 20 Days
Appendix A
10.C.2*
HRxMMGx12
Appendix A
HRxMMGx12
9.A.1
8.B.1
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
HRxMMGx12
3.A.1
HRxMMGx12
7.A.1
14.A
B-767
$153.03
68
$124,872.48
$218.61
$178,385.76
>1 = 1 Day/Mo
1-5 = 14 Days
5-15 = 21 Days
15+ = 28 Days
1 Day / Month
No Max
19
19.D.1
HRxMMGx12
19
HRxMMGx12
10.A
9.A
A380
$186.33
$190,057
$262.84
$268,097
Wide Body
$174.15
$177,633
$245.65
$250,563
Narrow Body
$153.22
$156,284
$211.75
$215,985
HRxMMGx12
3.C.1.a
HRxMMGx12
3.C.1.a
4.A.1
27.A.2
-
-
401(K)
Matching (%)
401(K) DC
6 H/M
None, Pension
plan(s) available
Pilot: $61 / mo.
Pilot + Family:
$230 / mo
7.B
14.B.7.C
28
27.G.4.a
1-4 = 14 Days
5+ = 21 Days
7 Days on first
day; After 1st
year .58 Days /
Month
Max 42
>10 2.5%*
<10 5%*
10.A
Kalitta Air
62
$107,337
$192.36
$143,116
5.B.2
5.K
HRxMMGx12
5.B.1
HRxMMGx12
8.A
7.A
5.5 Hours Per
Pay Period
No Max
12%
$44 to $186*
15.A.1
6.G
$185.51
75
$180,872
$261.67
$255,128
1-4 = 14 Days
5-10 = 21 Days
11-19 = 28 Days
20+ = 35 Days
12.B.2.g
12.D.1
HRxMMGx13*
12.B.2.g
HRxMMGx13*
11.A.1.b
9.A.1
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
401(K)
Matching (%)
*Reserves have a MMG of 75,
10.D.1, **Two sick banks, normal and
catastrophic.
Rule book 2014
*First year is 50 hours MMG, OutBase is 105 hours MMG, **Compan
will match 50%, ***Catastrophic sick
days acrue at 2 days per month. If
the normal bank is full the additional
day goes into the catastrophic bank.
*Less than 1 year prorated at 1.5
days per month; **Additionally days
prorated for certain years.
*The company will match 100% of the
amount contributed. **$20 for
>5 Yrs $20/$40**
individual, $40 for family (per mo nth)
<6 Yrs No Cost
$144.27
None
Percentage of
health care
Notes
employee pays
Appendx 27-A
3.B.1*
85
28.B.2
125% of 6%
contributed
28.A.1
3.A.1
>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
2%
10%**
$158,710
ABX Air
27.B
$0 to $300
depending on plan
and single, single
+1 or family
Health 14-25%
Dental 20-30%
$213.32
negotiations
*85/87/89 MMG based on days in bid
period, **Trip for Pay (TFP) is the unit
of compensation received.
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*
1 Day / Month
Max 24
Catastrophic
2 Days /
Month***
No Max
$111,102
*70 line holder, 75 reserve; **Hours is
based on PTO per year. Reference
contract for more information
19.B.2
Start with 24
4 H/M
$82.74
62
Aircraft
Types
3.F.i
$189.78
$149.33
B757, B767,
A300, B747,
MD-11
3.E
$135,497
>5 = 14 days
<6 = 21 days
B747
3.E
85
12.B.1
*A321 coming end of 2015
None Specified
$132.84
> 1 = 7 Days*
1-4 = 14 Days
5-14 = 21 Days
15-24 = 28 Days
+25 = 35 Days
None
5% + 3%
HRxMMGx12
1-5 = 14 Days
1 TFP / 10
5-10 = 21 Days
TFP**
10-18 = 28 Days
Max 1600 TFP
+18 = 35 Days
*Bands are based on company profit,
currently at Band 4, typically at Band
3 **Accrued vacation/PTO based on
length of employment
5% 1:1
3.C*
Cargo Airlines
B747
3% 100%
Match
2% 50%
Match
THE GRID
Percentage of
health care
Notes
employee pays
Major Airlines
Atlas Air
UPS
(UPS)
16"%
3-C-1-a
Aircraft
Types
FedEx Express
(FedEx)
0%
$141,028
70
Southwest
Airlines
(Southwest)
5-10 = 21 Days
New hires
11-24 = 35 Days receive 60 hours
+25 = 42 Days after completing
training.
3-A-1
4.3
JetBlue Airways
(JetBlue)
$146,126
9.C.3
401(K) DC
*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
May 2016 31
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.
Year1
$0.00
$50,000.00
Year5
$100,000.00
TopPay
$150,000.00
$200,000.00
$250,000.00
AmericanAirlines-2015
UnitedAirlines-2016
UPS-2006*
FedExExpress-2006
DeltaAirLines-2014
SouthwestAirlines-2014
AlaskaAirlines-2013
HawaiianAirlines-2010
JetBlueAirways-2013
SpiritAirlines-2010
Atlas-2011
VirginAmerica-2014
KalittaAir-2007
FrontierAirlines-2009
AllegiantAir-2010
SunCountryAirlines-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.
32 | Aero Crew News
Back to Contents
First Officer Yearly Pay Comparison
THE GRID
Year1
$0.00
$50,000.00
Year5
TopPay
$100,000.00
$150,000.00
AmericanAirlines-2015
UPS-2006*
FedExExpress-2006
UnitedAirlines-2016
DeltaAirLines-2014
SouthwestAirlines-2014
HawaiianAirlines-2010
AlaskaAirlines-2013
JetBlueAirways-2013
KalittaAir-2007
Atlas-2011
VirginAmerica-2014
SpiritAirlines-2010
FrontierAirlines-2009
AllegiantAir-2010
SunCountryAirlines-2005
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *UPS has 13 bid periods per year.
May 2016 33
THE GRID
BLI
SEA
PDX
MSP
BOS
ORD
SLC
OAK
SFO
MDW
IND
DEN
STL
ONT
PHX
BWI
DCA
IAD
CVG
LGA
JFK
ACY
CLT
MEM
IWA
ATL
DFW
DAL
IAH
ANC
EWR
PHL
SDF
LAS
LAX
LGB
DTW
CLE
HOU
PIE
HNL
SFB
MCO
PGD
FLL
MIA
ANC
CGN
LAX
ORD
HNL
EWR
MIA
DOH
DXB
HKG
GUM
34 | Aero Crew News
Back to Contents
THE GRID
ACY
Atlantic City, NJ
DTW
Detroit, MI
LAS
Las Vegas, NV
ONT
Spirit Airlines
Delta Air Lines
Allegiant Air
UPS
ANC
Anchorage, AK
Spirit Airlines
Southwest Airlines
ORD
Chicago, IL
Alaska Airlines
DOH
Doha, Qatar
Spirit Airlines
American Airlines
FedEx Express
Qatar Airways
LAX
Los Angeles, CA
United Airlines
UPS
DXB Dubai, United Emirates
American Airlines
Frontier Airlines
ATL
Atlanta, GA
Emirates
Alaska Airlines
Spirit Airlines
Delta Air Lines
EWR Newark, NJ
Delta Air Lines
PDX
Portland, OR
Southwest Airlines
Delta Air Lines
United Airlines
Alaska Airlines
BLI
Bellingham, WA
United Airlines
Virgin America
PGD
Punta Gorda, FL
Allegiant Air
FLL
Fort Lauderdale, FL
FedEx Express
Allegiant Air
BOS
Boston, MA
Allegiant Air
LGA
New York City, NY
PHL
Philadelphia, PA
American Airlines
JetBlue Airways
Delta Air Lines
American Airlines
JetBlue Airways
Spirit Airlines
United Airlines
PHX
Phoenix, AZ
BWI
Baltimore, MD
GUMGuam
LGB
Long Beach, CA
American Airlines
Southwest Airlines
United Airlines
JetBlue Airways
Southwest Airlines
CGN
Cologne, Germany
HKG
Hong Kong
MCO Orlando, FL
PIE
St. Petersburg, FL
FedEx Express
FedEx Express
JetBlue Airways
Allegiant Air
CLE
Cleveland, OH
HNL
Honolulu, HI
Southwest Airlines
SDF
Louisville, KY
United Airlines
Hawaiian Airlines
Frontier Airlines
UPS
CLT
Charlotte, NC
Allegiant Air
MDW Chicago, IL
SEA
Seattle, WA
American Airlines
HOU
Houston, TX
Alaska Airlines
CVG
Cincinnati, OH
Southwest Airlines
MEM Memphis, TN
Delta Air Lines
Delta Air Lines
IAD
Washington, DC
FedEx Express
SFB
Orlando, FL
DAL
Dallas, TX
United Airlines
MIA
Miami, FL
Allegiant Air
Southwest Airlines
IAH
Houston, TX
American Airlines
SFO
San Francisco, CA
Virgin America
United Airlines
UPS
United Airlines
DCA
Washington, DC
IND
Indianapolis, IN
MSP
Minneapolis, MN
Virgin America
American Airlines
FedEx Express
Delta Air Lines
SLC
Salt Lake City, UT
DEN
Denver, CO
IWA
Phoenix, AZ
Sun Country
Delta Air Lines
United Airlines
Allegiant Air
OAK
Oakland, CA
STL
St. Louis, MO
Frontier Airlines
JFK
New York City, NY
Allegiant Air
American Airlines
Southwest Airlines
American Airlines
Southwest Airlines
DFW
Dallas, TX
Delta Air Lines
American Airlines
JetBlue Airways
Spirit Airlines
Virgin America
Southwest Airlines
Ontario, CA
May 2016 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!
Aircraft
Types
Highlighted blocks indicate best in class.
ExpressJet
(LXJT
(Accey)
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
ExpressJet
(LASA)
(Accey)
SkyWest Airlines
(Skywest)
Republic Airways
(Republic or
Shuttle)
FO Top Out
Pay
(Hourly)
MMG
EMB145XR,
EMB-145,
EMB-135
$45.26
60-76 Seat
A/C****
$49.98
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
401(K)
Matching (%)
401(
5 H/M
Max 640
(110 above
640***)
<5 = 4%
5<10 = 5%
10+ = 6%
Vesting*
<5 =
5<10
10<1
15<20
20+
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
8.A.1
7.A
25.A.2
25
$41,796
$101.80
$91,620
$109.33
$98,397
0-4 = 2.75 H/M
4-7 = 3 H/M
7-10 3.25 H/M
+10 = 3.5 H/M
Max 500
1=20% of 6%
2=30% of 6%
3=40% of 6%
4-6=50%of6%
7=75% of 6%
10=75%of8%
N
$43,632
<1 = 14 Days**
1-5 = 14 Days
6-14 = 21 Days
+15 = 28 Days
7.A.1
14.A.1
27.A.1*
27
1.2-6%****
N
<6 = 2.5%
6-13 = 4%
13+ =6%
N
75
-
3.A.1
CRJ-200
$46.44
CRJ-700,
CRJ-900
$48.48
3.B.1
75
-
3.A
4.A
HRxMMGx12
3.A
HRxMMGx12
EMB-120
$37.15
80
$35,664
$76.21
$73,162
CRJ-200
$45.77
$41,193
$106.67
$96,003
CRJ-700
$48.52
$43,668
$113.07
$101,763
EMB-175
$48.70
$43,830
$113.20
$101,880
CRJ-900
$50.00
$45,000
$117.00
$105,300
-
3027.2
3027.1
HRxMMGx12
75
3008.5.A.3* HRxMMGx12
< 1 = 7 Days**
2-6 = 14 Days
7-10 = 21 Days
+11 = 28 Days
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
PDO*
Sample only; refer to adjacent pages for actual information
EMB-170
EMB-175
401(K) Matching: Retirement plan, the company will match the
employees contribution up to the listed percentage. Unless noted
Envoy formally
American Eagle
the company will match 100% of what the employee contributes.
(Envoy)
Top CA pay
Over 2,000 Pilots
Abbreviation and definitions:
ALPA: Air Line Pilots Association
Base Pay
$50.42
75
$45,378
$120.11
$108,099
1 = 12.6 days
2 = 13.65 days
3 = 14.7 days
4 = 15.75 days
5 = 16.8 days
6 = 17.85 days
7 = 18.9 days
8 = 22.05 days
9 = 23.1 days
10 = 24.15
1 Yr = 4.20 H/M
2 Yr = 4.55 H/M
3 Yr = 4.90 H/M
4 Yr = 5.25 H/M
5 Yr = 5.60 H/M
6 Yr = 5.95 H/M
7 Yr = 6.30 H/M
8 Yr = 7.35 H/M
9 Yr = 7.70 H/M
10 = 8.05 H/M
No Max
IOE: Initial Operating Experience, refers the flight training a new
3-1
3.K.1
3-1
HRxMMGx12
8.A.1***
8.A.1
14.K
hire
receives
from HRxMMGx12
a check airman
after
completing
all ground
and
<1yr = <7 dys***
1-4 = 3.5%
90dys-5yrs
=
EMB-145
$89.12
$80,208
1-2yrs = 7 dys
5-9 = 5.25%
simulator training.
3.5hrs/month;
CRJ-700*
EMB-175
$39.78
75
$35,802
>2yrs = 14 dys
>5yrs = 21 dys
>5 yrs =
10-14 = 6.4%
15-19 = 7%
$93.90
$84,510
4hrs/month
MMG: Minimum Monthly Guarantee,
the>16yrs
minimum
amount20+of
= 28 dys
= 8%
LOA**
LOA
HRxMMGx12
LOA** per
HRxMMGx12
8
9.A to work
28.B***
credit
the
employee
will
receive
month.
The
ability
Cancellation pay: When a leg or legs are canceled, the employee
will still be credited for that leg. Some companies will not cover more or less is possible, depends on the needs of the company,
Top Out or reserve and open trips for that
No. ofmonth.
Vacation
line FO
holder
Sick Time
401(K)
MMG
Base Pay
Top CA pay
Base Pay
Pay
weeks &
all reasons for cancellations. Refer to the contract for more Aircraft
Types
Accrual
Matching (%)
(Hourly)
accrual
information.
Per Diem: The amount of money the company
pays the employee
500-2,000 Pilots
Endeavor Air
<1yr=<7 dys***from
150% Match:
for
food
expenses
while
gone
from
base,
typically
show time
CRJ-200
$38.49
$34,641
$84.03
$75,627
(Flagship)
Deadhead: Positive space travel as a passenger for company
2yrs=7 days
1-5 = 6%
75
2.5
H/M
>2yrs=14days
5-10 = 8%
to end of debrief time of that trip. Day trip per diem is taxable
business; paid as shown in above referenced column.
>5yrs=21days
10+ = 10%
CRJ-900
$35,775
$89.96
$80,964
>16yrs=28days
Vesting**
while$39.75
overnight is not.
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
DC: Direct Contribution, the company will contribute the listed PSA Airlines
UTU: $41.78
United Transportation
Union
50% Match:
< 1 = 7 days
additional amount directly to the employees 401(K),
either CRJ-200
$37,602
$98.37
$88,533
(Bluestreak)
0-5 = 3.5 H/M
.5-5 = 2%
> 2 = 14 days
H/M
5-7 = 4%
quarterly or yearly, refer to the contract for more information
YOS: Years of 75Service with the company. > 7 = 21 days 5+485= 4Max
CRJ-700
7-10 = 8%
CRJ-900
IBT: International Brotherhood of Teamsters
Mesa Airlines
(Air Shuttle)
36 | Aero Crew News
Air Wisconsin
(Wisconsin)
-
$43.29
3.A.1
4.A
2
401(
N
2
.5-5
5-7
7-10
10+
$38,961
$106.67
$96,003
>14 = 28 days
HRxMMGx12
3.A.1
HRxMMGx12
7.A
14.A
28.C**
2
$80.93
$73,808
$93.76
$85,509
< 1 = 7 days
> 2 = 14 days
> 5 = 21 days
> 20 = 28 days
0-1 = 1.52 H/M
1-4 = 2.17 H/M
+4 = 3.0 H/M
2%*
N
7.A
8.A
CRJ-200
CRJ-700,
CRJ-900,
EMB-175
N
$37.96
76
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.24
75
$44,316
$107.67
$96,903
10+ = 8%*
24.B
Back to Contents
< 1 = 7 days
> 2 = 14 days
> 5 = 21 days
> 10 = 28 days
> 19 = 35 days
3.75 H/M
Max 375
3-4% = 1%
5-6% = 2%
7% = 3%
8% = 4%
9% = 5%
3
General Information
Aircraft Types
ExpressJet (LXJT)
(Accey)
EMB-145XR
EMB-145
EMB-135
2
Digit
Code
EV
Sign on
Bonus
CRJ-200
CRJ-700
CRJ-900
EV
$7,500 w/
CRJ type*,
$1,000
Referral
Online
SkyWest Airlines
(Skywest)
Republic Airways
(Republic or
Shuttle)
CRJ-200
CRJ-700
CRJ-900
EMB-175
EMB-120
EMB-170
EMB-175
OO
RW
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
$7,500 w/
RJ type
rating
EMB-145
$12,500
EMB-170/5
$7,500
Feb/15
Feb/15
Paid for by
$300 / week company; single
occupancy
3.C.1
65 Hours
Paid for by
company; dual
occupancy,
Company will
pay 50% for
single room
3008.19.A
3015.6.A.1
CRJ-700*,
EMB-145, EMB- MQ
175
Aircraft Types
Endeavor Air
(Flagship)
PSA Airlines
(Bluestreak)
Mesa Airlines
(Air Shuttle)
Air Wisconsin
(Wisconsin)
Horizon Air
(Horizon Air)
Compass Airlines
(Compass)
GoJet Airlines
(Lindbergh)
2
Digit
Code
Most
Number of Do Business
Pilots
For:
Junior CA
hired
$1.85/hr
April
2007**
1,980
4.C.2
Mar/2016
Apr/2016
$1.85/hr
June
2007**
1,488
5.A.1
Mar/2016
Apr/2016
Total
3,468
1.85/hr
October
2011
3,888
3009.1.A
Dec/2015
Apr/2016
$1,600 first
Paid for by
$1.95/hr Dom
3.5 Years
mo. then company; single
$2.50/hr Int.*
occupancy
MMG
10.A.2.a
Envoy formally
American Eagle
(Envoy)
Per Diem
$5,000;
$10,000Paid for by
64 hr MMG
$11,000**;
+ 16 hrs per company; single
up to
occupancy
diem per day
$15,000***
$10,000**
4.B.1
Nov/2015
2,105
April
2008****
1,900
May/2016
May/2016
4.A
4.B
5.B.1
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
Per Diem
$23,000*
Single
MMG, but no
Occupancy paid
per diem
by company
Delta,
American
ALPA
ALPA
EFBs
Bases
Contract 2004 as amended, Currently
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
in negotiations;
United,
American,
Alaska,
Delta
None
PDX, SEA, SFO,
LAX, SLC, PHX,
Surface 3 LTE DEN, MSP, ORD,
IAH, FAT,
PSP, TUS
9E
United,
American,
Delta
American
Most
Pilots
For:
Junior CA
hired
Online
CRJ-200
CRJ-700
CRJ-900
CRJ-200
CRJ-700
CRJ-900
EMB-175
OH
No - $1000
Referral*
YV
None
ZW
No Bonus,
$1000 or
$1250 Ref.*
3.D.1, 5.D.4
Paid for by
MMG & Per
company; single
Diem
occupancy
76 Hours
during
training
5.A.2
CRJ-200
DH-8-Q400
EMB-175
CRJ-700
CRJ-900*
Aircraft Types
QX
CP
G7
2
Digit
Code
None
$1,500
Referal
Bonus
$10,000
2.5 hours
per day
$1.70/hr
July
2007
1,587
5.D.1
Dec/2015
Mar/2016
$1.75/hr
Hiring
Street
CAs**
1,186
5.A.1
Jul/2015
Dec/2015
Paid for by
company; single
occupancy
$1.47/hr
4 Months
1,250
5.B.1
5.A.2
Feb/2016
Feb/2016
2.5 - 3
Years
750
Paid for by
$1.60/hr dom
company; single
$1.90/hr int
occupancy
4.C
5.A.1
5.D.1
Jul/2015
Apr/2016
16 credit
hours per
week & per
diem
Paid for by
company;
double
occupancy
$1.80/hr
December
2011
662
5.I.4
6.C
5.G.1
Dec/2015
Dec/2015
MMG & Per
Diem*
Paid for by
company;
double
occupancy
$1.65/hr**
April
2015
710
3.H, 5.B
5.B.3
5.B.1
Dec/2015
Dec/2015
$1.60/hr
January
2015
555
Dec/2015
Dec/2015
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
*Updated via section 3027.6.A
Pilot Agreement signed August 2015
IBT
iPad
CMH, DCA, GSO,
IND, LGA, MCI,
MIA, ORD, PHL,
PIT, EWR, JFK
ALPA
iPad*****
DFW, ORD
Union
EFBs
Bases
500 - 2,000 Pilots
CRJ-200
CRJ900
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
CLE, DFW***
Reduce 11/2007 to 1/2011; ***AA
flying out of DFW
Apr/2016
$1.85/hr +
$0.05
increase in
2018, 2021
& 2024
Online
United,
American***
Union
THE GRID
Delta
JFK, DTW,
MSP, LGA
ALPA
$1,000 to $11,000 contract signing
bonus, based on hire date. $5,000
FO anniversary bonus, $10,000 CA
anniversary bonus. *International per
diem only applies when block in to
block out is greater than 90 mins.
Contract 2015
*CRJ-700 on property until at least
2016; **Bonus with 2 year
commitment with Pipeline/Cadet
Program; ***For pilots with previous
121/135 experience; ****Company
projects 2 1/2 years for new hires and
flow to AA in about 6 years
in negotiations
Notes
Pay based on DOS+2 years, 1%
increases every year, *$23,000 per
year until Dec 2018.
American
ALPA
United,
American
ALPA
CLT, DAY, TYS
iPad*
PHX, DFW,
IAD, IAH
*$1000 referral bonus for employees
if they refer a successful applicant,
**Hiring street captains if they meet
the minimum qualifications otherwise
once they reach 1,000 hours SIC
time.
*Pilot must have an iPad, but there is
a stipend for it.
American
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,
American
ALPA
iPad
MSP, LAX, SEA
*Per diem only when not in base for
sims; **DOS + 24 Mos. $1.70,
United, Delta
*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)
DH-8-100
DH-8-300
ERJ-145*
PI
$5,000
LOA 16
ERJ-145
AX
MMG + 1/2
Paid for by
per diem per company; dual
day
occupancy
5.D.4
5.A.3
Paid for by
$24.90 @ 60
company; Single
hrs
occupancy
$1.70/hr
18 - 24
Months
380
5.D.1
Jul/2015
Jul/2015
$1.70/hr
July
2015
510
American
ALPA
*ERJ-145 will be on property by Fall
CHO, EWN, MDT,
2015
ROA, SBY
May 2016 37
United,
American
ALPA
IAD, STL, ORD
DEN, RDU
occupancy
GoJet Airlines
(Lindbergh)
3.H, 5.B
CRJ-700
CRJ-900*
THE GRID
Aircraft Types
G7
$10,000
2
Digit
Code
5.B.3
5.B.1
Dec/2015
Dec/2015
*7 CRJ-900s being delivered by the
ORD, RDU, STL, end of 2015.
DEN
General Information
Paid for by
$23/hr @ 60
company; single
hr
occupancy
May/15
5.B.3
6.C
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
$1.60/hr
January
2015
555
5.O
Dec/2015
Dec/2015
Per Diem
United, Delta
Most
Pilots
For:
Junior CA
hired
IBT
Union
EFBs
Bases
Notes
Under 500 Pilots
Piedmont Airlines
(Piedmont)
Tran States
Airlines (Waterski)
Cape Air
(Kap)
Silver Airways
(Silverwings)
Ameriflight, LLC
(AMFlight)
DH-8-100
DH-8-300
ERJ-145*
PI
MMG + 1/2
Paid for by
per diem per company; dual
occupancy
day
$5,000
LOA 16
ERJ-145
5.D.4
3.C.1
ATR-42
C402
BN2
Saab 340b
B1900D*
EMB-120
EMB-110
BE1900 & 99
SA227
C208
PA31
9K
$12,000**
Dec/2015
Peninsula Airways
(Penisula)
Saab 340A,
Saab 340B*
KS
Seaborne Airlines
(Seaborne)
DH-8-300
S340
BB
190
MMG & Per
Diem
$1.75/hr
18 months
220
5.C
Jul/2015
Feb/2015
5.A.8
No
$1.45/hr
Immediate
185
Oct/2015
Oct/2015
$1.50/hr
November
2015
205
5.B.3
Mar/2016
Mar/2016
$1.50/hr
13 Months
100
4.D
Jul/2015
Jul/2015
$50/day
2012
120
American
*ERJ-145 will be on property by Fall
CHO, EWN, MDT,
2015
ROA, SBY
ALPA
United,
American
ALPA
IAD, STL, ORD
DEN, RDU
IBT
New England,
New York,
Montana,
Midwest,
Caribbean &
Micronesia
(See Notes)
Hyannis Air
Service DBA
Cape Air
Self***
No
FLL, IAD, TPA,
GNV, ATL
IBT
$30/dom,
$50/int
January
2013
DH-8-100
DH-8-Q400
No
7H
None, except
during SIMs in
SEA, Single
MMG
WP
MMG*
Min Days off
(Line/Reserve)
2
Digit
Code
Sign on
Bonus
Pay
Protection
Pay During
Training
Max
Scheduled
Duty
November
2009**
Apr/2016
None, On a
Paid for by
RON,
July
company; Single company will
2008
occupancy
reimburse w/
receipt
11.P.3
4.J.1
Oct/2014
3.C.1
Aircraft Types
$40.00 per
over night
Hotel during
new hire
training
Per Diem
None
United
ALPA
EWR, IAD
UTU
DEN, PHX
None
ANC, BOS
iPad
81
Ravn Alaska
None
Self
ALPA
iPad
ANC
Apr/2016
50
HNL
Most
Junior CA
Pilots
For:
hired
Union
EFBs
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Bases
$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
150%
$17 / month after
90 Days
None
-
3.F.1 & 2
-
8.A.1 & 2
13.G
5.D.4
-
FAA Part 117
176
4:00
None
1:2**
None
100%
150%
$100/6 mo***
None
3016.1
-
3017.3.A
-
-
-
3008.14.A
-
3009.3.A
-
Provided by
company
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
12
Yes*
3017.7.C.1.g
3008.12.A
3.F.1 & 2 3.F.1 & 2
Notes
Yes*
14
217
4:12
See Trip
Rig
1:2
1:4
75%
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
FAA Part 117
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
Pay
Max
Scheduled
Duty
Number of
pages in
Contract
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
Credit
Credit
500 - 2,000 Pilots
150%
New hires pay
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
*Must remain on reserve for that
period; **1:1 after 12 hrs; ***After
completing first year and $400 max
Pilot Agreeemnt signed August 2015
*Only line holders and available for
Company provided reassignment. **Premium pay when
available is 115%, 130% or 150%
12
100%. Over
87 hours
125%**
(Line/Reserve) Protection
38 | Aero Crew
News
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
100% or
150/200%
when red flag
is up
21.D.1.b,
21.D.3.a
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
Headset
Reimbursement
100%
539
*After 6 months pay goes to $40 on
B1900, first year pay adjusted for this.
**Hageland pilots can transfer at any
time once they hit ATP mins, so much
uncertainty abounds
Need contract
20,122
None
11 or 13; 15**
*$1,100/Mo. Base Salary
Need contract
None
Yes*
15 Month, $7,500 training contract
required.
SJU, STX
Over 2,000 Pilots
12/12 or 11 for
reserve in 30
day month
*Have an ATP/CTP $7,000; Need and
ATP/CTP, Free ATP/CTP plus $2,000;
or $5/ 121 flight hour up to $8,000.
Need contract
90
Credit
Credit
2 hr
15 hours
DPM***;
min per 4
3.75 on
day trip
day off
*Gone after November; **$3,000 after
IOE, $3,000 after 1 year, $6,000 after
2 years; ***11 Codeshares
Number of
pages in
Contract
Oct/2014
B1900C
B19000D*
DH-8
HYA, EWB, BOS, PVC, ACK, MVY,
RUT, LEB, RKD, AUG, PVD, ALB,
OGS, MSS, SLK, HPN, BIL, SDY,
GDV, OLF, GGW, HVR, UIN, MWA,
CGI, IRK, TBN, OWB, SJU, MAZ,
STX, STT, EIS, GUM
DFW, BFI, PDX, *Hourly rate in training depends on
SFO, BUR, ONT, PIC, SIC and aircraft type.
PHX, ABQ, SLC,
SAT, OMA, LAN,
CVG, SDF, BUF,
MHT, EWR, MIA,
BQN, SJU
UPS
FedEx
DHL
Lantheus
ACS
Mallinckodt
Oct/2014
Total Pilots
Endeavor Air
(Flagship)
Dec/2015
Jul/2015
3.G
ZK
Envoy formally
American Eagle
(Envoy)
5.C.1
Jul/2015
$36/Day
B1900D
EMB-120
Republic Airways
(Republic or
Shuttle)
510
6.G.1
MMG
Great Lakes
Airlines
(Lakes Air)
SkyWest Airlines
(Skywest)
July
2015
6.E.5.A
Paid for by
company; single
occupancy
C5
ExpressJet
(LASA)
(Accey)
$1.70/hr
Paid for by
company; dual
occupancy
$9 - $12.50
Paid for by
per hour*
company; Single
$35 / Day
occupancy
Per Diem
Up to
$15,000*
ExpressJet
(LXJT)
(Accey)
Jul/2015
3.K.A
None
DH-8-100
DH-8-200
ERJ-145
Island Air
(Moku)
Jul/2015
5.A.1
AM
CommutAir
(CommutAir)
Corvus Airlines
(Raven Flight)
5.D.1
Upon
Paid for by
40 Hours per
company; Single $37/overnight Reaching
week
occupancy
ATP Mins
None
3M
380
5.A.3
Paid for by
$24.90 @ 60
company; Single
hrs
occupancy
AX
$1.70/hr
18 - 24
Months
-
Contract 2015
*200% only when critical coverage
Company provided declared by company
in negotiations
Notes
Back to Contents
*Starts 1/1/2015, **200% at company
discretion.
23.E.1
Envoy formally
American Eagle
(Envoy)
Endeavor Air
(Flagship)
PSA Airlines
(Bluestreak)
3.E & F
23.C.1
-
11
Yes
FAA Part 117
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)
Ameriflight, LLC
(AMFlight)
CommutAir
(CommutAir)
Great Lakes
Airlines
(Lakes Air)
None
None
None
50%
75% in 2017
150% or
200%*
3.E.1 & 2
-
-
-
3.K
LOA
6.A
-
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
Credit
Credit
Notes
*Starts 1/1/2015, **200% at company
discretion.
14
501
4
None
None
None
100%
150%
200%**
New hires pay
50%, all others
get $240 per year*
None
3.R.4
3.N.1
12.H.1
-
3.H.1
-
-
-
8.A
3.M.3
18.C, 18.H
26.A.1
11
Yes*
13 , 14.5 on
CDO
195
3.5**
None
None
None
50%**
125% or
150%***
$400****
None
*For line holders only with exceptions
to open time pick ups; **with
exceptions see contract section;
***Critical Coverage Pay per
company; ****After 1 YOS
12.D.1
3.i.1
12,A1
-
4.D
-
-
-
3.L
3.J
17.B.2.A
-
Company pays
half of blazer and
pants only
None
11
Yes*
FAA Part 117
205
12.B
3.G
12
-
None
*To line guarantee, **200% for junior
manning and improper
reassignments.
None
None
None
50%
100% or
200%**
-
-
-
6.A
3.H.1
5.E.2
-
2:1
4:1
100%
150%
$260 / yr***
$50*
*Once trip is awarded or assigned for
all pilots **Based on start time.
***After completing first year
3 hours or See Trip
Duty Rig
Rig
12/12
Yes*
12, 14 or 13**
294
25.E.8.a
3.D
12.B.1
-
3.C.1.c
-
3.C.1.a
3.C.1.b
3.E
3.B.1
18.C.2
18.E
13*
Yes
FAA Part 117
239
4**
See Trip
Rig
50%***
25****
100%
150% or
200*****
$200
None
*Bid period is 35 Days **4 hours for
any trip that has one duty period,
***50% of the duty time, ****25% of
trip time away from base. *****200%
at company discreation
7.A.4.a
5.B.3
7.A.2.a
-
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.C.2.a
5.4.2.d
26.M.5.A
-
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
185
4
4 per
day*
LOA 12
-
3.G.3.a
3.G.3.a
-
-
8.B.5, 8,C,3
25.G
26.Y.4
-
14
246
4
None
None
None
100%
150%
$25 / month
None
12.E.1
-
LOA 201107
-
-
-
3.H.1
3.E.2
5.F.3
-
Yes as needed
Yes
14
3.G.4.a
Yes*
3.F
None
*12 days off during 31 day bid
periods, **May be reassigned,***85%
after 5/1/17 ****150% premium pay
per company
*If company gets 98% completion
factor, pilot gets greater of 100% of
line value or actual, **Applies to
reserves only per trip
Notes
*See examples in refenced contract
section, **Unless available for
premium pay
*Line holders only
10
Yes
14
170
5
None*
None*
None*
100% for 135
50% for 121
100% or
150%**
Paid in full by
company, no set
amount per year.
Reasonable
amount.
14.E.2
3.I
14.B
-
3.B.V.I.
-
-
-
3C1B
-
-
25.A.5
2:1
None
50% for first 5
hours, then
100%
100%
$150 / yr**
None
*Greater of line value or actual flown
except for named storms, than 50%;
**For replacement only.
11
Yes*
14
161
Greater of
3, 4 on min day,
lost day
credit,
duty rig
6.D.3 & 4
6.H.8.a
8.A.1
-
3.H
3.B.1
3.B.1.c
-
7.D.1
3.D
5.J
-
Fly 4-5 days per
week
Yes
FAA 135
NA
NA
NA
NA
NA
100%
100%
None
None
12/11
Yes & No*
14.5**
192
3.75
None
None
None
75%
100% or 3.75
Hrs***
$17.50 per
month
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
-
10
No
FAA Part 117
NA
2.4
0
0
0
30%
100%
New Hire Paid by
Company then
$80 per year
No
11/12* Line
Holder, 11/10**
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
-
Min Days off
(Line/Reserve)
Pay
Protection
Max
Scheduled
Duty
Deadhead
Pay
Open time
pay
Uniform
Reimbursement
Headset
Reimbursement
5 on 2 off
Seaborne Airlines
(Seaborne)
13
Island Air
(Moku)
THE GRID
in negotiations
Yes
Peninsula Airways
(Penisula)
Corvus Airlines
(Raven Flight)
*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
Pilots pay 50%
except leather
jacket 100%
Mesa Airlines
(Air Shuttle)
Air Wisconsin
(Wisconsin)
3.C
Number of
pages in
Contract
Credit
Credit
*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
Notes
May 2016 39
THE GRID
Aircraft
Types
ExpressJet
(LXJT
(Accey)
ExpressJet
(LASA)
(Accey)
SkyWest Airlines
(Skywest)
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
$45.26
60-76 Seat
A/C****
$49.98
-
3.A.1
$40,734
$98.18
$88,362
$44,982
$107.83
$97,047
HRxMMGx12
3.A.1
HRxMMGx12
75
CRJ-200
3.B.1
$46.44
$41,796
$101.80
$91,620
75
CRJ-700,
CRJ-900
$48.48
-
3.A
EMB-120
$37.15
CRJ-200
$45.77
CRJ-700
$48.52
EMB-175
$48.70
CRJ-900
$50.00
-
3027.2
EMB-170
EMB-175
$50.42
-
Endeavor Air
(Flagship)
4.A
80
75
$43,632
$109.33
$98,397
HRxMMGx12
3.A
HRxMMGx12
$35,664
$76.21
$73,162
$41,193
$106.67
$96,003
$43,668
$113.07
$101,763
$43,830
$113.20
$101,880
$45,000
$117.00
$105,300
3027.1
HRxMMGx12
3008.5.A.3* HRxMMGx12
3-1
75
3.K.1
$45,378
HRxMMGx12
EMB-145
$120.11
3-1
$108,099
HRxMMGx12
$89.12
$80,208
Mesa Airlines
(Air Shuttle)
Air Wisconsin
(Wisconsin)
Horizon Air
(Horizon Air)
Compass Airlines
(Compass)
GoJet Airlines
(Lindbergh)
401(K)
Matching (%)
401(K) DC
< 1 = 7 Days**
2-6 = 14 Days
7-10 = 21 Days
+11 = 28 Days
5 H/M
Max 640
(110 above
640***)
<5 = 4%
5<10 = 5%
10+ = 6%
Vesting*
<5 = 2.5%
5<10 = 4%
10<15 = 5%
15<20 = 5.5%
20+ = 6%
25%
8.A.1
7.A
$93.90
$84,510
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
1 = 12.6 days
2 = 13.65 days
3 = 14.7 days
4 = 15.75 days
5 = 16.8 days
6 = 17.85 days
7 = 18.9 days
8 = 22.05 days
9 = 23.1 days
10 = 24.15
PDO*
1 Yr = 4.20 H/M
2 Yr = 4.55 H/M
3 Yr = 4.90 H/M
4 Yr = 5.25 H/M
5 Yr = 5.60 H/M
6 Yr = 5.95 H/M
7 Yr = 6.30 H/M
8 Yr = 7.35 H/M
9 Yr = 7.70 H/M
10 = 8.05 H/M
No Max
8.A.1***
25.A.2
25.B.2
LOA 9
1=20% of 6%
2=30% of 6%
3=40% of 6%
4-6=50%of6%
7=75% of 6%
10=75%of8%
None
30%
27.A.1*
27.A.1
28.A.3
1.2-6%****
None
38%
-
<6 = 2.5%
6-13 = 4%
13+ =6%
None
8.A.1
14.K
<1yr = <7 dys***
1-2yrs = 7 dys
>2yrs = 14 dys
>5yrs = 21 dys
>16yrs = 28 dys
90dys-5yrs =
3.5hrs/month;
>5 yrs =
4hrs/month
1-4 = 3.5%
5-9 = 5.25%
10-14 = 6.4%
15-19 = 7%
20+ = 8%
14.E
None
LOA**
LOA
HRxMMGx12
LOA**
HRxMMGx12
8
9.A
28.B***
28.B
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
401(K)
Matching (%)
401(K) DC
CRJ-200
$38.49
$34,641
$84.03
$75,627
2.5 H/M
CRJ-900
$39.75
$35,775
$89.96
$80,964
<1yr=<7 dys*** 12yrs=7 days
>2yrs=14days
>5yrs=21days
>16yrs=28days
50% Match:
1-5 = 6%
5-10 = 8%
10+ = 10%
Vesting**
-
3.A.1
HRxMMGx12
3.A.1
HRxMMGx12
7.A.3.b
14.A
28.B
28.B
27.A.2
< 1 = 7 days
> 2 = 14 days
> 7 = 21 days
>14 = 28 days
0-5 = 3.5 H/M
5+ = 4 H/M
485 Max
50% Match:
.5-5 = 2%
5-7 = 4%
7-10 = 8%
10+ = 8%*
.5-5 = 1.5%
5-7 = 2%
7-10 = 2.5%
10+ = 3.5%
27%
500-2,000 Pilots
$41.78
$37,602
$98.37
$88,533
$38,961
$106.67
$96,003
75
$43.29
-
3.A.1
4.A
HRxMMGx12
CRJ-200
CRJ-700,
CRJ-900,
EMB-175
None
28.A.3.b
*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
HRxMMGx12
7.A
14.A
28.C**
28.C
$73,808
$93.76
$85,509
< 1 = 7 days
> 2 = 14 days
> 5 = 21 days
> 20 = 28 days
0-1 = 1.52 H/M
1-4 = 2.17 H/M
+4 = 3.0 H/M
2%*
None
7.A
8.A
24.B
-
24.A
3%
25%
$34,620
-
3.A
4.A.1
HRxMMGx12
3.A
HRxMMGx12
CRJ-200*
$49.24
75
$44,316
$107.67
$96,903
< 1 = 7 days
> 2 = 14 days
> 5 = 21 days
> 10 = 28 days
> 19 = 35 days
3.75 H/M
Max 375
3-4% = 1%
5-6% = 2%
7% = 3%
8% = 4%
9% = 5%
*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.A.1
76
in negotiations
Percentage of
health care
Notes
employee pays
$80.93
$37.96
Contract 2015
*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. ***<1 is
year
prorated.
-
CRJ-200
*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.
Pilot Agreeemnt signed August 2015
35% for TPO
Traditional PPO
Plan
$35,802
CRJ-700
CRJ-900
in negotiations
*Yearly accrual rate is based on a
monthly accrual rate. Rates shown
35% for Legacy are multiplied by 12 divided by 4,
PPO Medical Plan Vacation is taken out of a PDO bank
@ 4 hrs per day.
25% for PHP
Pilot Health Plan
75
4.A
*Based on YOS; **Prorated 7/12ths of
a day per month. ***110 Additoinal
hours may be accured for any illness
longer than 30 days, if more than 255
hours used at once acrual is 7 H/M.
****60-76 seat aircraft pay rates
added with new contract extension,
currenlty there are none on property.
in negotiations
*Vesting based on YOS, **1.2 Days
per month of employment.
$39.78
CRJ-700*
EMB-175
75
PSA Airlines
(Bluestreak)
Percentage of
health care
Notes
employee pays
Sick Time
Accrual
Over 2,000 Pilots
EMB145XR,
EMB-145,
EMB-135
Republic Airways
(Republic or
Shuttle)
Envoy formally
American Eagle
(Envoy)
No. of Vacation
weeks &
accrual
*1.5% Pay Raise every year on
October 1st., 3.A.2, **Pilot must
contribute first percentages to get
company matching (second
percentage)
-
3.A.1
4.A
HRxMMGx12
3.A.1
HRxMMGx12
7.B.2
14.A.1
28.B**
28.A
27.D.2.a
Q-400
$49.43
80.5
$43,770
$119.19
$105,543
< 5 = 14 days
> 5 = 28 days
3 H/M
6%
None
Company
Discretion
-
App. A.D
5.B.1
HRxMMGx12
App. A.B
HRxMMGx12
13.B
14.A.1
27.C
27.C
27.A
< 1 = 7 days
> 1 = 14 days
> 5 = 21 days
> 15 = 28 days
0-2 = 3 H/M
2-5 = 3.25 H/M
5+ = 3.5 H/M
Max 450
50% Match:
9m-4 = 4%
3-5 = 6%
6+ = 8%
None
29% Employee,
34% Family
27.B.2
27.B.1
E-170,
E-175
$45.80
75
$41,220
$111.24
$100,116
-
3.D
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
13.A.1
14.A
27.D.1
27.D
Sick Time
Accrual
401(K)
Matching (%)
401(K) DC
4 H/M
50% Match:
<4 = 6%
4-9 = 9%
10-14 = 10%
15-19 = 11&
20+ = 12%
CRJ-700
$37.70
74
$33,478
$96.97
$86,109
-
?
5.B.2
HRxMMGx12
?
HRxMMGx12
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
$80,982
> 1 = 5 days***
< 1= 5 days
2-7 = 10 days
7-13 = 15 days
+14 = 20 days
Under 500 Pilots
Piedmont Airlines
(Piedmont)
40 | Aero Crew News
Q-100,
Q-300
$40.33
75
$36,297
$89.98
1%
*MMG based on 35 day bid period
*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%,
family per month** **2007 rates
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%
Back to Contents
GoJet Airlines
(Lindbergh)
Piedmont Airlines
(Piedmont)
Tran States
Airlines (Waterski)
Cape Air
(Kap)
Silver Airways
(Silverwings)
Ameriflight, LLC
(AMFlight)
CommutAir
(CommutAir)
Great Lakes
Airlines
(Lakes Air)
-
3.D
4.A.1
CRJ-700
$37.70
74
-
?
5.B.2
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
HRxMMGx12
3.D
HRxMMGx12
first year is prorated;
> 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
13.A.1
14.A
27.D.1
27.D
Sick Time
Accrual
401(K)
Matching (%)
401(K) DC
4 H/M
50% Match:
<4 = 6%
4-9 = 9%
10-14 = 10%
15-19 = 11&
20+ = 12%
1%
-
$96.97
$86,109
HRxMMGx12
?
HRxMMGx12
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
> 1 = 5 days***
< 1= 5 days
2-7 = 10 days
7-13 = 15 days
+14 = 20 days
Under 500 Pilots
27.B.1
Reserve MMG is 70, Line holder
$85 single, $314 MMG is 74, *Company match 100%,
family per month** **2007 rates
$33,478
27.B.2
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%
Q-100,
Q-300
$40.33
75
$36,297
$89.98
$80,982
-
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
28.D
-
27.C.2
up to 4%**
None
50%
5.G.1
-
5.A & B
ERJ-145
$43.68
75
$39,312
$101.43
$91,287
-
3
3.C.1
HRxMMGx12
3
HRxMMGx12
7.A.1
$62,442
1 = 7 Days
2 = 14 Days
5 = 21 Days
+ 10 = 35 Days
ATR-42,
C402, BN2
$12.72
-
40
$26,458
$30.02
Per week*
HRxMMGx52
75
$35,127
$83.07
HRxMMGx52
8.A.1
< 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
Salary
$89,650
1.16 Days per
month
5%
None
$198 per month
$41,067
$106.37
$95,733
< 1 = 7 days**
2-5 =14 days
+6 = 21 days
2.5 H/M
up to 6%***
None
35% Employee
65% Family
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
Saab 340b
$39.03
$74,763
B1900D
$30.21
75
$27,189
$66.26
$59,634
-
3.L
3.G
HRxMMGx12
3.L
All
Salary
160 Units of
Pay
$31,000
Q-200,
Q-300,
ERJ-145
$45.63
75
-
LOA 8.V
3.D.1.a*
B1900D,
EMB-120
$33.52
75
$30,168
$56.67
$51,003
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
Peninsula Airways Saab 340A,
(Penisula)
Saab 340B*
$44.00
$40.00
75
Corvus Airlines
(Raven Flight)
Island Air
(Moku)
B1900C,
B19000D,
DH-8
HRxMMGx12
$64.00
60
Q-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
*FO max out at 6 years, CA max out
at 20 years ERJ. **First year is
prorated. ***50% based on YOS
*From zero to 3 years,
$37,440
$37,027
Need contract
HRxMMGx12
$117.00
HRxMMGx12
$38.57
$84,240
2 Days
Per Year
2%
< 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%
2.9 Hours
Per Week
HRxMMGx12
$79.83
$76,637
80
$38,880
$100.98
$0
$100.98
$82,400
-
3.A
4.A.2
HRxMMGx12
3.A
HRxMMGx12
5.A
12.A.1
LOA 2
Aircraft
Types
FO Top Out
Pay
(Hourly)
MMG
Base Pay
Top CA pay
Base Pay
No. of Vacation
weeks &
accrual
Sick Time
Accrual
401(K)
Matching (%)
Q-400
*Based on profitability
Yes*
$40.50
ATR-72
Need contract
-
Seaborne Airlines DHC-6-300
(Seaborne)
S340
THE GRID
$96,941
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
401(K) DC
$450-$500 / Mo.
$750-$800 / Mo.
Need contract
*After 5 YOS.
0% for employee,
full cost for family,
after 3rd year then
0% for all
14.A
Percentage of
health care
Notes
employee pays
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 online in some form and may be inaccurate.
While trying to provide the most up to date
information not all sources can be verified at
this time. If you notice a discrepancy and/or
have a correction please email Craig.Pieper@
AeroCrewSolutions.com.
May 2016 41
Captain Yearly Pay Comparison
THE GRID
Year1
$0.00
$25,000.00
Year5
TopPay
$50,000.00
$75,000.00
$100,000.00
HorizonAir-2012
RepublicAirways-2015
SkyWest-2015
CompassAirlines-2014
ExpressJet(LASA)-2007
PSAAirways-2013
Envoy-2014
AirWisconsin-2003
MesaAirlines-2008
TransStatesAirlines-2011
Ameriﬂight*
ExpressJet(LXJT)-2004
GoJetAirlines-2007
CorvusAirways-N/A
SeabornAirlines
PiedmontAirlines-2013
EndeavorAir-2013
IslandAir-2009
SilverAirways-2011
CommutAir-2008
PeninsulaAirways
CapeAir
GreatLakesAirlines-2014
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight is based on salary.
42 | Aero Crew News
Back to Contents
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.
Year1
$0.00
$10,000.00
Year2
$20,000.00
TopPay
$30,000.00
$40,000.00
$50,000.00
HorizonAir-2012
RepublicAirways-2015
SkyWest-2015
AirWisconsin-2003
ExpressJet(LASA)-2007
CorvusAirways-NA
CompassAirlines-2014
ExpressJet(LXJT)-2004
SeabornAirlines
TransStatesAirlines-2011
PSAAirways-2013
Envoy-2014
PiedmontAirlines-2013
PeninsulaAirways
IslandAir-2009
EndeavorAir-2012
SilverAirways-2011
MesaAirlines-2008
GoJetAirlines-2007
CommutAir-2008
Ameriﬂight*
*Ameriflight First Officers upgrade after 1st year. See Captain Pay Scales for Second Year.
GreatLakesAirlines-2014
CapeAir
Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract.
May 2016 43
THE GRID
BFI
SEA
GEG
HVR
GGW
GDV
BIL
PDX
BOI
MFR
OLF
SDY
MSS
OGS
MSP
LAN
DEN
FAT
LAX
BUR
ONT
PSP
SLK
RUT
ALB EWB
PVD
EWR
JFK
MDT PHL
PIT
CMH
DAY
IAD
IRK UIN IND
CVG
MCI
CHO
STL MWA
ORF
ROA
TBN
SDF
CGI
OWB
RDU
GSO
EWN
TYS
CLT
OMA
SLC
SFO
BUF
DTW
CLE
AUG
LEB
ABQ
ORD
RKD
MHT
BOS
PVC
HYA
ACK
MVY
HPN
LGA
BWI
DCA
SBY
PHX
ATL
TUS
DFW
SAT IAH
ANC
GNV
MCO
TPA
HNL
FLL
MIA
EIS
SJU
MAZ
ABQ
ACK
ALB
ANC
Albuquerque, NM
Ameriflight, LLC
Nantucket, MA
Cape Air
Albany, NY
Cape Air
Anchorage, AK
Horizon Air
Peninsula Airways
Corvus Airlines
44 | Aero Crew News
ATL
AUG
BFI
BIL
Atlanta, GA
ExpressJet Airlines
Silver Airways
Augusta, ME
Cape Air
Seattle, WA
Ameriflight, LLC
Billings, MT
Cape Air
BOI
BOS
BQN
BUF
Boise, ID
Horizon Air
Boston, MA
Peninsula Airways
Cape Air
Aguadilla, PR
Ameriflight, LLC
Buffalo, NY
Ameriflight, LLC
STT
STX
BUR
CGI
CHO
CLE
CLT
Burbank, CA
Ameriflight, LLC
Cape Girardeau, MO
Cape Air
Charlottesville, VA
Piedmont Airlines
Cleveland, OH
ExpressJet Airlines
Charlotte, NC
PSA Airlines
Back to Contents
THE GRID
CMH Columbus, OH
Republic Airways
CVG
Cincinnati, OH
Ameriflight, LLC
DAY
Dayton, OH
PSA Airlines
DCA
Washington, DC
Republic Airways
Air Wisconsin
DEN
Denver, CO
Skywest Airlines
GoJet Airlines
DFW Dallas, TX
ExpressJet Airlines
Envoy
Ameriflight, LLC
Mesa Airlines
DTW Detroit, MI
ExpressJet Airlines
Endeavor Air
Compass Airlines
EIS
Tortola, BVI
Cape Air
EWB New Bedford, MA
Cape Air
EWN New Bern, NC
Piedmont Airlines
EWR Newark, NJ
ExpressJet Airlines
Republic Airways
Ameriflight, LLC
CommutAir
FAT
Fresno, CA
Skywest Airlines
FLL
Fort Lauderdale, FL
Silver Airways
GDV
Glendive, MT
Cape Air
GEG Spokane, WA
Horizon Air
GGW Glasgow, MT
Cape Air
GNV
Gainesville, FL
Silver Airways
GSO Greensboro, NC
Republic Airways
GUMGuam
Cape Air
HNL
Honolulu, HI
Island Air
HPN
White Plains, NY
Cape Air
HVR
Havre, MT
Cape Air
HYA
Hyannis, MA
Cape Air
IAD
Washington, DC
Mesa Airlines
Silver Airways
CommutAir
IAH
Houston, TX
ExpressJet Airlines
Skywest Airlines
Mesa Airlines
IND
Indianapolis, IN
Republic Airways
IRK
Kirksville, MO
Cape Air
JFK
New York City, NY
Republic Airways
Endeavor Air
LAN
Lansing, MI
Ameriflight, LLC
LAX
Los Angeles, CA
Skywest Airlines
Compass Airlines
LEB
Lebanon, NH
Cape Air
LGA
New York City, NY
Republic Airways
Endeavor Air
Air Wisconsin
MAZ
Mayaguez, PR
Cape Air
MCI
Kansas City, MO
Republic Airways
MDT
Harrisburg, PA
Piedmont Airlines
MFR
Medford, OR
Horizon Air
MHT
Manchester, NH
Ameriflight, LLC
MIA
Miami, FL
Republic Airways
Ameriflight, LLC
MSP
Minneapolis, MN
Skywest Airlines
Endeavor Air
Compass Airlines
MSS
Massena, NY
Cape Air
MVY
Martha’s Vineyard, MA
Cape Air
MWA Marion, IL
Cape Air
OGS Ogdebsburg, NY
Cape Air
OLF
Wolf Point, MT
Cape Air
OMA Omaha, NE
Ameriflight, LLC
ONT
Ontario, CA
Ameriflight, LLC
ORD
Chicago, IL
ExpressJet Airlines
Skywest Airlines
Republic Airways
Envoy
GoJet Airlines
ORF
Norfolk, VA
Air Wisconsin
OWB Owensboro, KY
Cape Air
PDX
Portland, OR
Skywest Airlines
Horizon Air
Ameriflight, LLC
PHL
Philadelphia, PA
Republic Airways
Air Wisconsin
PHX
Phoenix, AZ
Skywest Airlines
Mesa Airlines
Ameriflight, LLC
PIT
Pittsburgh, PA
Republic Airways
PSP
Palm Springs, CA
Skywest Airlines
PVC
Provincetown, MA
Cape Air
PVD
Providence, RI
Cape Air
RDU
Raleigh-Durham, NC
GoJet Airlines
RKD
Rockland, ME
Cape Air
ROA
Roanoke, VA
Piedmont Airlines
RUT
SAT
SBY
SDF
SDY
SEA
SFO
SJU
SLC
SLK
STL
STT
STX
TBN
TPA
TUS
TYS
UIN
Rutland, VT
Cape Air
San Antonio, TX
Ameriflight, LLC
Salisbury, MD
Piedmont Airlines
Louisville, KY
Ameriflight, LLC
Sidney, MT
Cape Air
Seattle, WA
Skywest Airlines
Horizon Air
Compass Airlines
San Francisco, CA
Skywest Airlines
Ameriflight, LLC
San Juan, PR
Ameriflight, LLC
Seaborne Airways
Cape Air
Salt Lake City, UT
Skywest Airlines
Ameriflight, LLC
Saranac Lake, NY
Cape Air
St. Louis, MO
GoJet Airlines
St. Thomas, USVI
Cape Air
St. Croix, USVI
Seaborne Airways
Cape Air
Fort Leonard Wood, MO
Cape Air
Tampa, FL
Silver Airways
Tucson, AZ
Skywest Airlines
Knoxville, TN
PSA Airlines
Quincy, IL
Cape Air
May 2016 45
Aviation scholarships
There are hundreds of aviation scholarships available to
aviators across the world. Some are based on what type of pilot
you want to become, for example the National Agricultural
Aviation Association generously provides several scholarships
for agricultural pilots, some support diversity in our industry,
and some are based on financial need. We put together this
spreadsheet of aviation industry scholarships. (See list below)
Educational scholarships
Millions of dollars are given each year in scholarships from
funds across the country to help students fund their education.
Educational scholarship parameters have the reputation of
being more inclusive of everyone including first-generation
college students, underrepresented minorities, low-income
family history, military experience and professional organization
affiliations. Scholarships.com can help you find scholarships
that work for you.
AVIATION LOANS
While traditional scholarships and financial aid are great,
flight training is unique. Several companies have developed
loan programs designed to support flight training costs. These
are tailored to our industry, only available to future pilots, and
a great option to get the kind of repayment plan that will best
benefit you. Pilotfinance.com is one of the organizations that
specializes in pilot loans.
FINANCIAL AID
All students attending a four-year college or university
should complete the FAFSA and apply for financial aid. From
the Federal Pell Grant, to subsidized and unsubsidized federal
loans and personal loans, there are a lot of ways to finance
your education. Collegescholarship.org outlines many of these
options specific to aviation.
MILITARY BENEFITS
Future aviators who have served in our Armed Forces
can use GI-Bill benefits to pay for flight training, and many
schools specialize in supporting VA loans. If your parents
served in the military, some unused post-911 GI-Bill benefits
are transferable to children and can help pay for flight training.
You can also complete your flight training in the military.
Aviationschoolsonline.com offers guidance on using military
benefits, as well as some additional ideas on how to pay for
flight training.
Focus on your future
Stay encouraged – it is possible to achieve your dreams! If you
are a student pilot looking for some additional career guidance
and interested in being mentored by ExpressJet’s pilots then
consider enrolling in our Airline Pilot Pathway Program (AP3),
which offers students at partner schools a guaranteed job at
ExpressJet after completing program requirements. It might
help convince your parents to keep the payments coming if
they know you have a guaranteed job! Additional information
on the program can be found at expressjet.com/ap3.
And remember, joining the ExpressJet team gives you the
best total compensation over your entire career, which is the
best way to pay back your loans. When you are six months from
earning your hours complete an application at expressjet.com/
apply to set up an interview with ExpressJet for a first officer
position.
Scholarship Name
Value
Scholarship Link
Bombardier Aircraft Training Learjet 45
Rating Scholarship
$35,000
https://www.wai.org/education/scholarship_list_2016.cfm
Delta Air Lines Boeing 777 Type Rating
Scholarship
$35,000
FedEx Express Boeing 757/767 Type
Rating Scholarship
$25,000
American Airlines Boeing 737 Next Gen
Type Rating Scholarship
$16,000
Air Line Pilots Association Scholarship
Program
$12,000
http://www.alpa.org/campaigns/alpa-scholarship-program
Thrush Aircraft- Agricultural Aviation
Scholarship
$10,000
Texas America Flight Academy
Accelerated Instrument Rating Course
$9,995
International Society of Women Airline
Pilots B-737 Type Rating
$8,000
AOPA Air Safety Foundation Scholarship
$5,000/$12,000
http://www.aopa.org/Pilot-Resources/Learn-to-Fly/aviationscholarships
National Aviation Explorer
$3,000-$10,000
http://exploring.learningforlife.org/
William M. Fanning Maitenance
Scholarship
$2,500
https://www.nbaa.org/prodev/scholarships/fanning/
46 | Aero Crew News
Back to Contents
THE GRID
Flight Attendant
Aircraft Types
American Airlines
(American)
2 Digit
Code
B787, B777,
B767, B757,
B737, A350,
A330, A321,
A320, A319,
MD82/83, E190
Pay During
Training
AA
Mainline Airlines
Hotel during
new hire
training
Per Diem
Number
of FA's
Union
Company
Provided;
Double
Occupancy
None
Average
Reserve
Time
Most
Junior
Base
Most
Senior
Base
Bases
Notes
BOS, CLT, DCA,
DFW, LAX, LGA,
MIA, ORD, PHL,
PHX, RDU, SFO,
STL
APFA
Contract 2014, As Amended
Allegiant Air
(Allegiant)
B757, MD-80,
A319, A3220
No hourly
wage,
$24/day
perdiem
G4
DoubleTree or
Holiday Inn
Express
$24/day
($1/hour)
1,000
TWU*
N/A**
*(currently in contract negotiations)
**F/A candidates are allowed to give
BLI, FLL, HNL, preference of base during interview
IWA, LAS, OAK, process. We do out best to
PGD, PIE, SFB accommodate those requests, but
cannot always place candidates at
their first preference.
N/A
May/2016
Total Flight Attendants
American Airlines
(American)
1,000
Min Days off
Pay
Max
Min Day
Min Trip
(Line/Reserve)
Credit
Aircraft TypesProtection
2 Digit Scheduled
Pay During Credit
Hotel during
Duty
Code
Training
new hire
15 Dom
18 Int
10
Partial
11*
Scheduled or
better greater of the
two values.
Min Days off
Aircraft
(Line/Reserve)
Pay
FA
Protection
Starting
Allegiant Air
(Allegiant)
Types
Pay
5
training
American Airlines
(American)
Min Day
Credit
Base
Pay
Downtown
Hotel
Number
of FA's
Deadhead
Open time
UnionPay
10-15
0
Max
Scheduled
MMG
Duty
Incentive
Pay
Per Diem
100%
Each FA crew will
receive 8%
commission based
on gross sales. An
augmented crew will
receive 10%.
0
Min Trip
FA Top
Credit
Out Pay
Junior
Base
100%
$20/hour for
scheduled
DH time
No
Value of Trip
Incentive
Downtown
Deadhead
Open time
No. of Vacation
Sick Time
Pay
Hotel
pay
weeks & Pay
Base Pay
accrual
Uniform
Reimbursement
Most
pay
Average
Reserve
Time
Job Shares
70
Trades
Bases
Notes
Notes
Initially uniforms
are provided by
the Company.
Upon completion
of the first year,
crews will receive
an annual
allowance.
*Minimum of 11 days off per month,
except in peak periods when they can
"buy down" to 8 days off (3 peak
months identified by the Company).
Uniform
Job Shares Percentage
Jetway
of
healthTrades
care
401(K)
Reimbursement
Available
401(K)
DC
Matching (%)
Accrual
Jetway
Available
Most
Senior
Base
None
employee pays
Yes*
Varies
Notes
Notes
*Based on age
Allegiant Air
(Allegiant)
FA
Starting
Pay
Aircraft
Types
Aircraft Types
PSA Airlines
(Bluestreak)
CRJ-200
CRJ-700
CRJ-900
Total Flight Attendants
Min Days off
(Line/Reserve)
PSA Airlines
(Bluestreak)
MMG
FA Top
Out Pay
Base Pay
2
Digit
Code
Sign on
Bonus
Pay During
Training
Hotel during
new hire
training
OH
None
Yes
Yes
Regional Airlines
Base Pay
Per Diem
No. of Vacation
weeks &
accrual
Do
Number of
Business
Flight
For
Attendants
1.80 / hour
effective 11-116
AA
900
Sick Time
Accrual
Union
AFA
401(K)
Matching (%)
401(K) DC
Average
Most Junior
Base
Reserve Time
8- 12 months
CVG
Most Senior
Base
Max
Min Day
Min Trip
Incentive
Downtown
Deadhead
Open Time
Uniform
Job Shares
Scheduled
Credit
Credit
Pay
Hotel
Pay
Pay
Reimbursement
Available
Aircraft Types
2
Sign on Duty
Pay During Hotel during
Per Diem
Number Number of
Union
Average
Most Junior Most Senior
Digit
Bonus
Training
new hire
of FAs
Flight
Reserve Time
Base
Base
Initial new hire Code
training
Attendants
150%
Yes for
Yes
above
NO / $250
10
$14
N/A
N/A
Thanksgiving
yes
N/A
cancellations
In some cities
guaranee
annual uniform
and Christmas
allowance
Min Days off
Pay
Aircraft FAProtection
Starting
(Line/Reserve)
Types
Pay
Max
Min Day
Scheduled BaseCredit
MMG
Pay
Duty
Min Trip
FA
Top Out
Credit
Pay
Incentive
Downtown
Deadhead
Open Time
No. of Vacation
Sick Time
Pay
Pay
Pay
Base Pay Hotel
weeks & accrual
PSA Airlines
(Bluestreak)
CRJs
$17.89
72
-
Aircraft
Types
$15,457
$31.03
HRxMMGx12
FA Starting
Pay
MMG
Base Pay
$26,810
+1 yr - 1 wk
+2 yrs - 2 wks
+7 years - 3 wks
+14 years - 4 wks
No. of Vacation
weeks & accrual
Accrual
Uniform
401(K)
Reimbursement
Matching (%)
Job Shares
Available
401(K)
DC
3.0 / Month
+6 Months up to 2%
+5 years - up
to 3%
+15 years- up
to 3.5%
N/A
Sick Time
Accrual
401(K)
Matching (%)
401(K) DC
Bases
Notes
CLT, CVG, DAY,
TYS
CLT-DAY
900
Pay
Protection
Percentage of
Notes
health care
employee pays
Jetway
Trades
Bases
Notes
Notes
Jetway
Notes
Percentage
of
Trades
health
care
Notes
employee pays
HRxMMGx12
FA Top Out
Pay
Base Pay
Percentage of
Notes
health care
employee pays
May 2016 47
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
Dallas / Fort Worth Pilot Job Fair
Las Vegas Pilot Job Fair
Date: Friday, July 15, 2016
Tickets available: June 13, 2016 @ Noon
Date: Friday, September 23, 2016
Tickets available: August 15, 2016 @ Noon
Career Services
Application Review
Resume Critique
AeroCrewSolutions.com
Career Consulting
Interview Prep
Mail@AeroCrewSolutions.com

May 2016 IMAGINEAIR and MESA Airlines

Transcription

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