Aero Crew News, November 2015

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

November 2015

November Grid Updates

American Airlines Junior Captain Hire Dates AddedAmeriflight Added to GridRepublic Airways Contract UpdatedAllegiant Updated

Exclusive Hiring Briefings

Contract TalksDisability Insurance

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C o n t e n t sNovember 2015

Sections Airlines in the GridAviator Bulletins 6Latest Industry News

Piedmont Airlines 10Exclusive Hiring Briefing

Ameriflight 18Exclusive Hiring Briefing

Contract Talks 23Disability Insurance

The Mainline Grid 24Legacy, Major, Cargo & International Airlines General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison

The Regional Grid 32 General Information Work Rules Additional Compensation Details Captain Pay Comparison First Officer Pay Comparison

LegacyAlaska AirlinesAmerican AirlinesDelta Air LinesHawaiian AirlinesUS AirwaysUnited AirlinesVirgin America

MajorAllegiant AirFrontier AirlinesJetBlue AirwaysSouthwest AirlinesSpirit AirlinesSun Country Airlines

InternationalQatar Airways

CargoAmeriflightAtlas Air

Updated

MajorEastern Air LinesMiami Air

CargoABX AirAir InuitAir Transport, Int.EvergreenWorld Airways

RegionalCorvus AirwaysPeninsula AirwaysSeaborne Airlines

InternationalEmirates

Coming Soon...

If the airline you are interested in or work for is not shown on this list please let us know. Email all contracts and

updates to [email protected]

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

FedEx ExpressKalitta AirUPS

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

IBEX Airlines

CanadianAir CanadaAir TransatBearskinCalm AirCan JetCanadian NorthFirst AirJazz AviationKelowna FlightcraftMorningstar Air ExpressSunwingWasayaWestJet

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

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4 | Aero Crew News Back to Contents

Letter from the Editor

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

© 2015 Aero Crew News, All Rights ReservedAero Crew News reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

Craig,

First, thank you for what you do…providing excellent information!

I am new to Aero Crew and fairly new to the 121 environment. I spent 26 years in the USAF and as I regain my currency in the Regional environment I am trying to locate some good information regarding “upgrades and time to upgrade” for all of the majors so I can try to make an informed decision IF I have a choice when it comes time to move on to one of the Major Airlines.

Appreciate any vectors you can offer. I did take a look at the “grid” but I was unable to locate the info.

Please and Thanks!

Gary G.Washington D.C.

Gary,

It is hard to tell without getting a hold of the actual seniority lists how long upgrade time will be. Even then the predictions can only be made strictly on retirements and current aircraft. The problem with that is a dip in the economy can effect those numbers drastically. Conversely an increase in flying will make that time much shorter. We do try to provide the hire date of the most junior CA on property. This is usually updated ever couple of months. The Major Grid does have a section called, “Most Junior CA hired.” We are always trying to update this information and as always appreciate feed back and updates from our readers. I was able to obtain some additional dates at some of the majors. Please refer to The Major Grid to see what upgrade time is at the Major Airlines. Additionally Scott Stahl wrote a great article for us in our September issue. To view that issue visit aerocrewnews.com/archive.html.

Craig D. PieperEditor 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 maximum of 200 words. You can email you letters to [email protected]. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published.

Here’s what you missed last month. XOJet and PSA Air were featured. Plus articles from Contract Talks, Moving Expenses by Scott Stahl. To view this and previous issue visit our archive at AeroCrewNews.com/Archive.

Editor in Chief Craig Pieper

Aero Crew Solutions, CEOScott Rehn

Contributing Authors Scott Stahl

Layout Design By Craig Pieper

Additional Contributors Jackie Jennings, Matt Berson

Brian Randow, Hope HarkeySam Gadd

Photographs By Piedmont Airlines

Corporate Communications Photographs used with permission

from Piedmont Airlines

Ameriflight, LLCCommunications Department

Photographs used with permission from Ameriflight, LLC

Craig Pieper

It’s bigger and better than ever! The 2016 NGPA

Industry Expo is an all-day affair featuring guest

speakers and educational seminars for both

commercial and general aviation pilots. Leading

airlines will be interviewing, recruiting, and hiring on-

site. General aviation products and services will be

on showcase and display. This is an exclusive aviation

networking event you won’t want to miss!

P R E S E N T E R S I N C L U D E :

Aero Crew Solutions, a leader in pilot job fairs, pilot interview prep, pilot résumé services, career consulting, will lead a seminar tailored to help pilots and aviation industry applicants successfully design and build résumés.

FAA Aviation Safety Inspector Dr. Paul Foster will present “Beyond the Preflight,” an NGPA exclusive FAA-accredited Wings program designed to assist pilots by enhancing their aircraft preflight knowledge beyond the standard use of preflight checklists. Dr. Foster is the FAA Safety Team Program Manager and a member of the National Black Coalition of Federal Aviation Employees (NBCFAE) where he serves as the L.A. Chapter President. He is also an Adjunct Professor with Embry-Riddle Aeronautical University teaching courses in aviation safety, management, and aircraft maintenance.

Throughout the day, commercial and regional airlines will lead discussions with applicants about hiring trends and pathways to sucessful employment.

Dr. Paul Foster

SUNDAY, JANUARY 24 | 9AM-6PMTHE RENAISSANCE PALM SPRINGS HOTEL

CATALINA/MADERA/PASADENA/MOJAVE HALLS

S A V E T H E D A T E !

For additional information:

BRIAN GAMBINO Director, NGPA Industry Expo | [email protected] PETTET NGPA Executive Director | [email protected]

THIS IS THE PREMIER AVIATION INDUSTRY EVENT

1. INDUSTRY VENDOR 2. EXPO ATTENDEENGPA MEMBER All active, paid members of the National Gay Pilots Association receive complimentary admission to the NGPA Industry Expo.

WINTER WARM-UP ATTENDEE All registered attendees of the 2016 NGPA Palm Springs Winter Warm-Up receive complimentary admission to the NGPA Industry Expo.

OFF-THE-STREET Non-members are welcome to attend the NGPA Industry Expo for $75. Register on-site or in advance at www.ngpa.org.

STUDENT Students with a valid ID are welcome to attend the NGPA Industry Expo for $30. Register on-site or in advance at www.ngpa.org.

COMMERCIAL/CORPORATE/PART 135 Commercial air carriers, corporate flight departments, and other CFR Part 135 operators may purchase a booth for $600.

FLIGHT SCHOOL/UNIVERSITY/ALL OTHER Aviation trade and flight schools, public and private schools and universities, and other vendors including retail exhibitors may purchase a booth for $500.

www.ngpa.org

ALL VENDOR REGISTRATIONS INCLUDE:• The most space to make sure you and your team are comfortable during the

day. If you need more than our standard convention offering, which includes one 6’x30” table and two chairs, just ask!

• Complimentary morning refreshments and lunch from Panera Bread.• Complimentary high-speed wireless internet.

Two Easy Ways To Get Involved!

NOTE: Vendor prices increase $100 after December 1. NOTE: REGISTRATION OPENS IN NOVEMBER.

REGISTRATION OPEN NOW!

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http://www.AeroCrewNews.com/Archive

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

http://www.ngpa.org

It’s bigger and better than ever! The 2016 NGPA

Industry Expo is an all-day affair featuring guest

speakers and educational seminars for both

commercial and general aviation pilots. Leading

airlines will be interviewing, recruiting, and hiring on-

site. General aviation products and services will be

on showcase and display. This is an exclusive aviation

networking event you won’t want to miss!

P R E S E N T E R S I N C L U D E :

Aero Crew Solutions, a leader in pilot job fairs, pilot interview prep, pilot résumé services, career consulting, will lead a seminar tailored to help pilots and aviation industry applicants successfully design and build résumés.

FAA Aviation Safety Inspector Dr. Paul Foster will present “Beyond the Preflight,” an NGPA exclusive FAA-accredited Wings program designed to assist pilots by enhancing their aircraft preflight knowledge beyond the standard use of preflight checklists. Dr. Foster is the FAA Safety Team Program Manager and a member of the National Black Coalition of Federal Aviation Employees (NBCFAE) where he serves as the L.A. Chapter President. He is also an Adjunct Professor with Embry-Riddle Aeronautical University teaching courses in aviation safety, management, and aircraft maintenance.

Throughout the day, commercial and regional airlines will lead discussions with applicants about hiring trends and pathways to sucessful employment.

Dr. Paul Foster

SUNDAY, JANUARY 24 | 9AM-6PMTHE RENAISSANCE PALM SPRINGS HOTEL

CATALINA/MADERA/PASADENA/MOJAVE HALLS

S A V E T H E D A T E !

For additional information:

BRIAN GAMBINO Director, NGPA Industry Expo | [email protected] PETTET NGPA Executive Director | [email protected]

THIS IS THE PREMIER AVIATION INDUSTRY EVENT

1. INDUSTRY VENDOR 2. EXPO ATTENDEENGPA MEMBER All active, paid members of the National Gay Pilots Association receive complimentary admission to the NGPA Industry Expo.

WINTER WARM-UP ATTENDEE All registered attendees of the 2016 NGPA Palm Springs Winter Warm-Up receive complimentary admission to the NGPA Industry Expo.

OFF-THE-STREET Non-members are welcome to attend the NGPA Industry Expo for $75. Register on-site or in advance at www.ngpa.org.

STUDENT Students with a valid ID are welcome to attend the NGPA Industry Expo for $30. Register on-site or in advance at www.ngpa.org.

COMMERCIAL/CORPORATE/PART 135 Commercial air carriers, corporate flight departments, and other CFR Part 135 operators may purchase a booth for $600.

FLIGHT SCHOOL/UNIVERSITY/ALL OTHER Aviation trade and flight schools, public and private schools and universities, and other vendors including retail exhibitors may purchase a booth for $500.

www.ngpa.org

ALL VENDOR REGISTRATIONS INCLUDE:• The most space to make sure you and your team are comfortable during the

day. If you need more than our standard convention offering, which includes one 6’x30” table and two chairs, just ask!

• Complimentary morning refreshments and lunch from Panera Bread.• Complimentary high-speed wireless internet.

Two Easy Ways To Get Involved!

NOTE: Vendor prices increase $100 after December 1. NOTE: REGISTRATION OPENS IN NOVEMBER.

REGISTRATION OPEN NOW!

aero crew news ad.indd 1 10/1/15 10:14 AM

http://www.ngpa.org


Aviator BulletinsThe latest aviation industry hiring news and more.

Republic Airways Holdings Inc. announced that the International Brotherhood of Teamsters’ (IBT) Local 357, which represent the approximately 2,100 pilots of Republic, have voted by a margin of 76% to ratify a new three-year contract, with approximately 85% of the eligible pilots voting.

The agreement invests approximately $50 million a year on average over the three-year duration of the new agreement, including both the ratification bonus and the anniversary bonus. The new agreement includes significant improvements in work rules and pilot quality of life. Additionally, it establishes

pay rates that recognize Republic’s pilots as leaders in the regional airline industry, including a transformational $40/hr first year new hire rate, domestic and international per diem ($1.95/$2.50), and continues to offer “No Jr. Manning”.

“This is truly an exciting time for Republic Airways. With the leading Pilot pay and benefits in the regional industry, we’re enthusiastic about what the future holds for our Crew and their employee satisfaction of flying for our airline,” said Jody Scott, Director of Talent Acquisition.

November 2015 | 7

PSA Airlines Pilots Ratify Agreement to Increase Flow to American Airlines!

PSA is hiring 1000 pilots over the next 2 years and has the fastest upgrade time in the industry! PSA has a fleet of 87 aircraft that will grow to 150 by the end of 2017! Recently, PSA Airlines and the Airline Pilot’s Association reached an agreement that will convert the SSP to a true flow and incrementally double the number of PSA pilots that flow to American Airlines each year. PSA also will add a new crew base at Cincinnati/Northern Kentucky International Airport opening January 2016.

PSA Airlines Pilots Ratify Agreement to Increase and Improve its Pilot Flow-Through Program to American Airlines

On October 2o, 2015, PSA Airlines reached an agreement with its pilot union to dramatically improve and increase its pilot flow-through program to American Airlines. This agreement

will almost double the current number of pilots flowing to American, culminating in nearly 100 pilots flowing per year. The agreement affords PSA pilots a career path directly to American through a seniority-based flow system.

“We are pleased that our pilots, represented by the Air Line Pilots Association International, have voted in favor of this improved flow agreement,” said Michael Scrobola, Vice President of Flight Operations for PSA Airlines. “This agreement provides pilots who join PSA a guaranteed career path to the world’s largest airline, American.”

Captain Jason McConnell, Master Chairman representing the pilots at PSA Airlines stated, “The direct flow to American Airlines gives PSA pilots valuable career path certainty.”

PSA Airline will hire more than 1000 pilots in the next two years and continues to be the fastest growing regional airline in the United States.

Envoy has approved a fully-sponsored company EFB program. All pilots will receive a company-issued iPad complete with a company-paid monthly data subscription. The iPad EFB will contain all company manuals and Jeppesen navigational charts. Envoy expects to roll out the new program in 2016 and to later expand it into a fully digital cockpit.

Also, Envoy management and the union representation for the pilot group finalized a new Letter of Agreement (LOA) that pays pilots the OT premium pay (150-200%) for “lost” or “canceled” OT flying. Before the LOA, any flying picked up

for OT that was canceled or lost due to weather, misconnects, etc. was usually not paid at the OT premium pay. Today, if a pilot loses OT flying prior to signing in for their trip, they may elect to be available for reassignment, allowing them to receive the premium pay for the greater of scheduled flight time of the original OT flying, the scheduled flight time of any reassigned flying, or the actual flight time flown. This agreement was made without concessions from the pilot group and is a testament to the building relationship of management and labor. Other discussions are in place to address better reserve rules, satellite bases, and many more in an effort to benefit the pilots and the operation alike.


Aviator Bulletins

ExpressJet-branded CRJ flies the skies

If you’re in the Dallas area, you may see a new livery on

the runway: our first ExpressJet-branded plane. The aircraft, a CRJ200 wholly owned by ExpressJet, is based in our DFW hub and will fly our system as a “universal spare” primarily supporting our American Eagle operation with the ability to also fly for Delta Connection as needed. The paint scheme was designed by our in-house Creative team to reflect the ExpressJet brand. We look forward to adding future ExpressJet-branded aircraft when the opportunity allows.

SkyWest has secured agreements to fly E175s for three major partners. Forty aircraft are currently being operated for United as United Express with an additional 18 to be delivered beginning in late 2016. By fall of 2016, SkyWest will operate 15 ERJ 175s for Alaska. Eight CRJ700s currently in operation will be phased out as the 175 come online. SkyWest will also fly 19 E175s for Delta Air Lines under a new agreement with the first aircraft to be delivered in August 2016.

Starting October 13th 2015, all pilots will receive Microsoft Surface 3 Tablets for use as EFB’s.

SkyWest has ordered 100 firm plus 100 options for the Embraer 175, 40 of which will be operated for United as United Express.

By fall of 2016, will operate 15 ERJ 175s for Alaska and the 8 CRJ 700s will be phased out as the 175 come online.

Starting October 13th 2015, all pilots will receive Microsoft Surface 3 Tablets for use as EFB’s.

• New pay package ratified and in effect 7/1/15, agreement for 3 years.

• Block Hour Override eliminated, specific rate paid for each aircraft type.

• On CRJ fleet, all soft time (vacation, sick, deadhead, min day credit, training, etc) are paid at CBR (CRJ Base Rate, aka. CRJ 200).

• Min. Daily Guarantee increase to: 4:12 (effective Oct. 1, 2015).

• Company will pay $70 toward each required medical.

• Uniform allotment $200/yr.

• Future Raises: 1.5% in 2017.

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No airline has a better story than Piedmont Airlines. The wholly owned subsidiary of American Airlines traces its roots to 1931 and a 21 year old test pilot who turned a

fixed base operator into the country’s first commuter airline and revolutionized the commercial flight industry. Now, 84 years, three name changes and four aircraft types later, Piedmont is undergoing more of an evolution than revolution. For the first time in the company’s history, Piedmont will be operating regional jets. “Dick Henson, the founder of the company now known as Piedmont, would be proud,” said Steve Farrow, Piedmont CEO. “The introduction of the Embraer regional jets not only gives us a bright, stable future, but expands our footprint into new cities and new regions of the country. This is a great time to be on the Piedmont team.”

Piedmont will begin operating the Embraer 145 out of Philadelphia (PHL) in early 2016. In preparation, the airline will open a PHL crew base in January for both the E145 and the de Havilland Dash 8, which Piedmont will continue to operate. The PHL base will grow to include some 250 pilots. “Opening a hub domicile gives us many advantages,” said Farrow. “Not only does it improve the quality of life for our commuting pilots, but it is a great opportunity for new pilots who may not want to move at this point in their lives. A PHL base is really key to this expansion.”

Piedmont took delivery of its first Embraer on October 5 at the company’s headquarters in Salisbury, Maryland. American has committed a minimum of 20 E145 aircraft to Piedmont, with deliveries continuing throughout 2016. But fleet expansion with a new aircraft type isn’t the only great story at Piedmont. Here’s what else is new:

No interview flow to American Airlines

In late 2014, Piedmont signed a unique agreement — now known as “flow” — to provide pilots to American. Each month, Piedmont pilots can “opt in” for flow to American. Once the bid closes, the four (or more) Piedmont pilots with the most seniority are sent to Dallas or Charlotte (or other training center) to begin their mainline careers. Pilots do not have to have a college degree to flow from Piedmont (a requirement for most mainline jobs) or go through an interview process. The new agreement has changed the way Piedmont looks at potential pilots. “Pilots have plenty of options for a first year job at a regional,” said Stephen Keefer, vice president – Flight Operations. “We are looking for pilots who have much bigger career goals in mind, namely pilots who can be successful at a major airlines.”

As part of a small pilot group, Piedmont pilots will flow to American quickly. “Never before could pilots chart a path to a

major this fast,” added Keefer. “Start at Piedmont, upgrade in 12 to 18 months, and flow to American in 5 years or less. If you want to apply to another major carrier in the meantime, you certainly can, but you’ll always have the American seat as a backup. You couldn’t plan any better.”

Lyle Hogg joins Piedmont Airlines

Former US Airways vice president Lyle Hogg joined Piedmont as president in June 2015. Captain Hogg was hired as a line pilot by US Airways in 1984, rose through the management ranks and was a key figure in the US Airways-American merger. He brings to Piedmont extensive experience working with the NTSB, FAA and aircraft manufacturers, as well as a unique perspective on hiring and training pilots who want to pursue a career at a legacy airline. Read what Captain Hogg has to say about Piedmont’s future and preparing pilots to flow to American, on page 13.


Not new, but notable

• Piedmont is currently running 12 to 18 months to upgrade; previous 121 time is an advantage.

• Piedmont was the first regional training department to be fully certified by the FAA with an Advanced Qualification Program.

• Piedmont training is conducted at the American training center in Charlotte. Pilots are given single room occupancy during training, as well as pay and per diem.

• Piedmont pilots enjoy excellent family travel benefits on American; the same benefits as American pilots.

• Piedmont offers quality health insurance at a reasonable price. Currently, pilots pay less than $100 per month for individual coverage and less than $250 per month for family coverage.

• Piedmont offers free life and disability insurance

• Piedmont offers a 401(k) with company match

• Piedmont pilots receive 100 percent trip cancellation pay and 150 percent + premium pay for added flying.

• Piedmont offers a $5,000 signing bonus.

Piedmont makes commuting easier

A new crew base in Philadelphia will provide better options for pilots who wish to commute, and a new commuter policy eliminates the need for a crash pad in any domicile. Introduced in June 2015, Piedmont’s commuter policy gives pilots four hotel nights per month in base. “It eliminates the expense of a crash pad, and it takes away some of the stress associated with commuting,” said Scott McGuigan, Piedmont chief pilot. “That’s appealing to a lot of people who want to work at Piedmont, but simply can’t move to a base or don’t want to move. Piedmont pilots are actively taking advantage of the program.”

No ATP CTP? No problem.

Piedmont now provides free ATP CTP instruction to pilots who require the ATP written test. Lodging and transportation are included. Pilots who wish to be considered for the ATP CTP class should contact a Piedmont pilot recruiter for more information or email [email protected].

Refer your friends, collect $5,000

Great employees attract great employees, and Piedmont recognizes that pilot endorsements are valuable. In May, Piedmont introduced a $5,000 referral bonus to any pilot who recommends another pilot to the company. “Word of mouth is the best advertising we can do,” said Michelle Foose, vice president - Human Resources. “Our pilots know who they want to work with in the cockpit and that knowledge is important to us.” New pilots can refer their friends and family on the very first day of training, and the number of referrals is unlimited. “We have a pilot who is on track to collect $25,000 for referring five friends,” said Foose. “We see very good pilots coming through the door, so it’s working.” American also offers a $1,000 recruiting bonus to its employees for referring a pilot to Piedmont. Details can be found on the American employee website, Jetnet.

See your future at American Airlines

Qualified pilots are now flown to Charlotte to interview with Piedmont at the American training center. Prospective pilots get the chance to see where they will spend time during ground school and simulator training if hired. “We tell them to look around and notice how the Piedmont classrooms are next to American classrooms,” said Matt Berson, Piedmont pilot and pilot recruiter. “Our simulator is next to the American simulators. We point out that when they flow, they will come right back here for training. They immediately recognize the unique opportunity before them.”

EFBs for pilots in 2016

Piedmont will introduce Electronic Flight Bags (EFBs) for pilots in 2016, part of an overall update to the iPad program across American Airlines. Piedmont pilots will receive an iPad along with a 750MB domestic data plan. “This is an exciting announcement that goes hand in hand with the introduction of the Embraer 145,” said Lyle Hogg. “We are now working to fine tune the Piedmont EFB program with the goal of having an iPad in the hands of every pilot by mid-2016. American will purchase new iPads for mainline and regional pilots, allowing all pilots to participate in the same EFB program.

November 2015 | 13

An interview with Piedmont president, Lyle Hogg

Former US Airways vice president, now Piedmont Airlines president, Lyle Hogg talks about growth at the company, the addition of Embraer jets and how flow is changing pilot hiring.

You were involved in pilot hiring for US Airways for many years. What is different now?

For years, pilots had to take the first job that came along and you would progress in your career somewhat by the luck of the draw. Now, young aviators have a lot of choices. Not only that, they are in an unprecedented situation where they can choose the world’s largest airline, American, simply by applying to Piedmont. Industry consolidation has left us with three robust network airlines that will be around for a long time. Sewing up a job with American Airlines through Piedmont provides our pilots and their families a great future.

When you say pilots can choose American by applying to Piedmont, you are talking about a flow agreement, correct? How does flow affect hiring?

Correct. The way these agreements are structured, American will get most of its pilots from the wholly owned carriers, including Piedmont. The next biggest group hired by American will be pilots with military experience. Considering that our parent company has more than 14,000 resumes on file for 500 pilot positions, and most of those positions will be filled by regional pilots, there will be a limited number “off the street” new hire pilots at American in the foreseeable future.

What advice would you give to a new pilot who just starting to map out his or her career?

There are only a handful of major airlines remaining that give you the option of flying a high paying, wide body aircraft later in your career. There are opportunities with freight carriers, but really, the pinnacle of our industry is going to work for one of the

three network carriers. Coming to Piedmont gives you the assurance of knowing that you will have a job at one of those three network carriers. That’s not to say you can’t apply to the other two, but here you have American flow. Further, American has 11 crew domiciles, so there’s a tremendous choice of places to live as you progress through your career.

How is Piedmont pilot hiring different from what is happening at other regional carriers?

Piedmont is in a unique position because we are hiring not only to replace the pilots who will head to American Airlines, but hiring for growth. Further, our growth in proportion to our size is greater than any other carrier in the regional industry right now. So, when you consider that we are adding about 200 new pilots in the next 18 months to cover our expansion, and adding pilots to replace the pilots who flow to American, we are talking about 260 to 280 aviators. That’s more hiring in proportion to size than any regional carrier will have in the industry.

How is that growth being managed?

We can manage the growth because it is very steady. We will be receiving one regional jet per month, and we will flow four pilots per month. It’s not explosive. We don’t want to expand too quickly as that can cause problems in training and other areas.

How do you see Piedmont fitting into the American network in the future?

We have been pledged a minimum of 20 Embraer 145 aircraft, which is about a 50 percent growth rate on our current fleet. That said, in order to be a strong part of the American network, we really need to grow more than this first 20 aircraft. There’s no reason why we can’t have a growth rate of 100 percent and expand our contribution to American. No other regional carrier has anywhere near a plan for 100 percent growth rate in coming years. As a result of that, our pilots, for quite some time, are going to enjoy rapid progression from the right seat to the left seat.


After American announced that the Embraer 145 would be flying out of Philadelphia, Piedmont realigned its crew bases. Why?

With the announcement that our new aircraft will be flown primarily in and out of Philadelphia, we recognized a need to open a domicile there. We also heard from our pilot group that they desired a better commuting opportunity for the Dash 8, therefore, we decided to open up a domicile in Philadelphia for the Dash 8 as well. It’s just another way to make life a little easier for pilots who choose to commute to work.

Also looking forward, as our Dash 8 fleet begins to retire, we would need to make adjustments to our domiciles anyway. Adding 250 pilots to PHL meant eventually closing our smallest crew bases in New Bern and Charlottesville, so we made the decision to realign all the bases at one time at the beginning of 2016. At the end of the transition, we’ll have bases in Philadelphia (PHL), Salisbury-Ocean City, Md. (SBY), and Harrisburg, Pa. (MDT) so 75 percent of our pilots will be within two hours of a hub. The rest of our pilots are based in Roanoke, Va. (ROA), which is a very desirable location for a crew base.

Piedmont has been flying the de Havilland Dash 8 for more than 30 years. What happens to the turboprops now that jets are arriving?

We will begin to retire some Dash 8 aircraft in 2017, but 25 of them will continue to fly beyond 2020. They really serve an important niche in the American Airlines network.

Some say that “jet time” is more important than “prop time” when it comes to building a career, but you disagree. Why?

There are very few carriers in the country that perform turboprop flying, and yet flying the Dash 8 is some of the most challenging and enjoyable flying that our pilots will ever do. It is a fantastic learning situation for young pilots. As you fly larger and larger aircraft, you tend to only fly ILS approaches to 10,000-foot runways. The Dash is challenging because it goes into small airports not always served by ILS approaches. It requires you to have situational awareness at

all times to be able to maneuver the aircraft in and out of these locations. It really gives you the skills you need to be a good pilot no matter what you fly later in your career. On a different note, it’s really fun and it’s eventually going away. I hope pilots will take advantage of a type of flying that won’t be around forever.

Piedmont Fast Facts:

Captains: 200

First officers: 219

Upgrade time: 12 to 18 months; previous 121 time is an advantage

Crew bases (2016): Philadelphia (PHL), Roanoke, Va. (ROA), Salisbury-Ocean City, Md. (SBY), Harrisburg, Pa. (MDT)

Advanced Qualification Program (AQP): Yes

Aircraft:

11 de Havilland Dash 8/300

26 de Havilland Dash 8/100

20 Embraer 145 (Deliveries beginning October 2015)

Daily Departures: 280

Airports served: 50

Flow to American Airlines: Yes, no interview required

Website: piedmont-airlines.com

Social media: Facebook: Work for Piedmont

Twitter: Work for Piedmont

Linked In: Piedmont-Airlines

Contact a recruiter: [email protected]

Apply online: AirlineApps.com

November 2015 | 15

Craig: How do you select applicants to be brought in for an interview?Matt: We look at the applicant’s overall qualifications from flight time to employment history. Once we have identified the candidate as someone we’d like to talk to, we call him or her for a brief phone screening. C: What can an applicant do to increase their chances of being called for an interview?M: We like to see some indication on the resume that he or she a strong instrument pilot. Also, being referred by a current employee who can testify to the applicant’s professionalism and abilities as a pilot, is a plus.

C: How critical is it to attend a job fair to get an interview? M: It isn’t, but we often will have at least one representative in attendance to answer questions.

C: What is the best way to prepare for an interview with your company?M: Be instrument current, study ATP written test questions and RELAX.

Interview:

C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night?M: We conduct most of our interviews at the American Airlines training center in Charlotte. We will fly an applicant to the training center the morning of the interview and fly them home that evening.

C: Can you walk me through a typical day of interviews?M: We begin with a company presentation – a little history and a look at how we’re growing to bring on the (Embraer

145) regional jets. We then provide lunch while we go over their paperwork and set up for the written test. At that point we transition to a 25 question, ATP-style written test and then the one-on-one technical and HR portion to wrap up the day.

C: What kind of questions can an applicant expect to be asked?M: We cannot stress enough the importance of being instrument current and competent. Expect a number of questions involving instrument procedures; holding, briefing an approach, etc. The written test was developed around the FAA ATP written exam.

C: Can you give me some examples of the TMAAT questions that you like to ask?M: These questions are usually pulled from something in the interviewee’s experience. For example, if a pilot has 121 time we often ask about a time he/she had a conflict with another crew member and how they handled it.

C: What are some of the biggest mistakes that applicants make during the interview process? M: Not being instrument proficient and not being prepared for a basic ATP style written test.

Written test:

C: Is there a written or computer test? M: Written.

C: What can you recommend applicants study for that test? At what point is this test taken?M: Sheppard Air airline prep ATP software.

Interview with Matt Berson, Piedmont line pilot and pilot recruiter.

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Simulator Evaluation:

C: Do you have a simulator ride? M: Not currently.

Post Interview:

C: Do you tell applicants they are hired in person that day? M: Usually, unless we require approval from the Chief Pilot’s office.

C: If not, how long do applicants have to wait to know if they are hired?M: Usually within 48 hours.

C: How soon can an applicant expect a class date after being hired?M: Typically within a month.

General:

C: How many pilots does your airline expect to hire this year?M: 300

C: Is there an ATP-CQP class that your company offers? M: We are waiting on final FAA approval for our in-house program, so we send ATP-CTP (at our expense) to a course at CAE.

C: Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus?M: We have a new hire bonus of $5,000. $3,000 is paid at the completion of Initial Operating Experience and the remaining $2,000 is paid at the pilot’s one year anniversary.

C: Does Piedmont have a pilot referral program?M: We do. We pay $5,000 to any Piedmont Airlines employee – including pilots in training - who refers a pilot to us. We do one payout after training, and the rest after the pilot completes six months on the line. American Airlines employees can also refer pilots to Piedmont and collect a $1,000 referral bonus.

C: Can you describe the career path program that Piedmont has with American Airlines?M: We have a no interview, pure flow through with American Airlines that increases as our pilot group expands.

Interview cont...

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INTRODUCTION

Ameriflight, LLC and our subsidiary Wiggins Airways form the largest airline operating under Part 135 of the Federal Aviation Regulations. We serve major international

integrators, manufacturers and freight forwarders throughout North America and the Caribbean.

Ameriflight is UPS’ largest feeder operator, we are DHL’s largest domestic feeder operator and a significant service provider for FedEx. In addition to small-feeder operations, we transport products used for medical imaging for two of the world’s largest manufacturers

Combined, Ameriflight and Wiggins operate 215 aircraft over 100,000 hours per year, crewed and supported by a talented and dedicated team of employees.

Operations schedules and tracks flights and coordinates with our customers. The Flight Department hires, trains and manages a roster of approximately 225 pilots. Maintenance and Quality Control oversee more than 140 technicians and support personnel who maintain our aircraft in accordance with FAA regulations and manufacturers recommendations.

Flight operations are supported by Parts & Purchasing, which controls a parts inventory of over 15 million dollars, Line Service, Ground Handling, Accounting, Administration and Safety. Ameriflight is one of the few Part 135 airlines that has a dedicated and independent Safety Department. Our Recruiting Department searches for talented pilots and mechanics and the Human Resources group assists employees in personnel administration and employee relations matters.

MISSION STATEMENT

Ameriflight is the industry’s premier air logistics solution, providing unparalleled service and value for customers, the highest dedication to safety, and a passion for excellence reflected in our workforce. This is the Ameriflight’s Mission Statement and they accomplish their mission by employing more than 700+ aviation professionals throughout North America and the Caribbean.

AMERIFLIGHT’S KEY AREAS

We break our organization into 4 key areas. The Operations team is the point of contact with the customers, they schedule and track flights, run the daily operation and ensure the customer’s needs are met. The Flight Department hires, trains and manages a roster of approximately 225 pilots located at 19 bases. A dedicated Technical Operation Team maintains and ensures the quality and reliability of more than 210 aircraft. They have more than 140 technicians and support personnel who maintain the fleet in accordance with FAA regulations and manufacturers recommendations. The final area is a Team of back office professionals that handle everything from Parts & Purchasing, Line Service, Ground Handling, Accounting, Administration and Safety. One very unique thing about Ameriflight is that it is one of the few Part 135 airlines that has a dedicated and independent Safety Department. This is not a requirement for 135 operators but Ameriflight’s dedication to safety has made this a vital part of their organization.

AMERIFLIGHT IS THE STANDARD BY WHICH ALL 135 CARGO CARRIERS ARE JUDGED.

Our airline has a fleet consisting of seven aircraft types with cargo capacities ranging from 1,700 to 8,000 pounds. The total aircraft count is just over 210 and growing, as they continue add Embraer Brasilia (2 more by year end) and Bandeirante (1 more this year) aircraft. This diversity gives them flexibility to meet our customers’ ever-changing needs.

AMERIFLIGHT’S AIRCRAFT TYPES

• Cessna C208 Caravan

• Piper PA 31 Chieftain

• Embraer EMB-110 Bandeirante

• Beechcraft 99

• Fairchild SA227 Metroliner

• Beechcraft 1900

• Embraer EMB-120 Brasilia

THE SMART CHOICE

The Ameriflight Recruiting Department searches for talented pilots and mechanics. Due to industry demands Ameriflight and Wiggins are seeing high turnover rates, just like all other part 135 and 121 regional carriers. This has led to them hiring 180 pilots this year. They continue to recruit for 2015 and anticipate hiring an additional 20 Pilots. In 2016 they are projecting to hire 240 pilots due to attrition and growth.

When it comes to recruiting and retention Ameriflight has been very active in developing a career path for our pilots. We recognize that a number of pilots who come to Ameriflight will eventually move on as they progress in their careers. Ameriflight believes that it must create a great place to work for our pilots all while helping them advance in their careers. One way to help them with their long term goals is to speed up the time it takes to go from being a student pilot to flying for a major airline. The common path that many pilots choose is flight instructing or buying blocks of time and eventually getting hired at a 121 regional, eventually making Captain and then if all goes well getting hired at a major. Ameriflight has created an alternative to that long difficult process.

Is there really a way to speed up the process of qualifying for a U.S. airline job without having to buy flying time to reach the 1,500 flight hour hiring threshold? Is there any way to expedite the appearance of big-jet airline captain’s stripes on your sleeve? One way is via a unique partnership between Ameriflight LLC, the largest Part 135 cargo carrier in the U.S., and Allegiant Air, the country’s fastest-growing Part 121 carrier.

Ameriflight offers a unique step up the aviation career ladder from typical entry level flight instructing, traffic watch, banner towing and similar jobs. With a nearly 50-year operating history, exceptionally thorough training, high flight standards, and an operation that spans the conterminous U.S., Alaska, Canada, Mexico, Central America, the Caribbean and South America, Ameriflight offers a wide variety of domiciles and incredibly rich flight experience.


Over 85% of Ameriflight and Wiggins fleet is turbine powered, and the majority of pilots hired are hired directly into the left seat as a Captain. Since we operate under part 135 of the regulations they are able to hire Captains at 1,200 hours total time. At 1,200 hours our pilots can start building multi-engine turbine PIC time and operate in a time-critical scheduled operation. Our pilots experience all types of weather from New England winters to hurricane avoidance in the south and east to high-density altitude flying in the west and low minimum IFR operations in a wide variety of locales. All while taking command of cargo load planning and real fuel requirements. This with real airline operating procedures. To go along with this we offer a sequence bid system to determine flight assignments, rapid advancement through aircraft types, including type rating training, generous pay and a good benefits package.

Starting wages at Ameriflight is $44,000 a year and advances quickly to $90,000 a year. This is real airline flying and real world flying experience. Airline training captains have often been heard to comment that they love to train Ameriflight pilots, because our pilots know how to fly on instruments and operate in the air traffic control system. Three years of flying with us typically meets the flight hour requirements for regional and major airlines, and provides a breadth of experience available in few other places for pilots at this level in their careers.

HOW TO APPLY

In order to join the dynamic team with Ameriflight, all pilots will need to complete an application at http://ameriflight.hrmdirect.com/employment/job-openings.php?search=true& To learn more about our airline please visit our website http://w3.ameriflight.com/ or email your questions to [email protected]

http://ameriflight.hrmdirect.com/employment/job-openings.php?search=true&

http://ameriflight.hrmdirect.com/employment/job-openings.php?search=true&

http://w3.ameriflight.com/

http://w3.ameriflight.com/

mailto:recruiting%40ameriflight.com?subject=

mailto:recruiting%40ameriflight.com?subject=

November 2015 | 21

Pre Interview:

Craig: How do you select applicants to be brought in for an interview?Brian: We look at the candidate’s online application and other documents they may have sent, and determine if the candidate fits our profile and has potential to be a successful employee in a single-pilot IFR environment. We look for a number of factors to increase the probability that they are successful in the training process and on the line, flying the customers’ cargo.

C: What can an applicant do to increase their chances of being called for an interview?B: If a candidate can show us that they are instrument proficient, and have meaningful flight time in the past year, they are typically given the opportunity to interview.

C: How critical is it to attend a job fair to get an interview? B: Not very. We launched a new website last year and a brand new Applicant Tracking System last month. They are proving to be successful at capturing candidates that meet our qualifications. However, it is helpful to attend job fairs where we can meet the pilot in person, and gauge who they really are.

C: What is the best way to prepare for an interview with your company?B: Brush up on basic IFR procedures, and ensure you are comfortable in the IFR environment. The number one hurdle candidates must overcome in training these days is instrument proficiency.

Interview:

C: Do you recommend that applicants get to your headquarters city the day before and get a hotel room for the night?B: We typically conduct interviews over the telephone.

C: What kind of questions can an applicant expect to be asked?B: They will be asked basic IFR procedure questions and recency of experience will be explored. They will be asked about flight times and employment history as well. We will ask the candidate about their career goals, aspirations in aviation, accomplishments, and what they know about Ameriflight and the job itself.

C: Can you give me some examples of the TMAAT questions that you like to ask?B: We will ask the candidate about a time they experienced adversity in the workplace.

C: If the TMAAT question being asked does not apply to that applicant can that question be skipped?B: Yes.

C: What are some of the biggest mistakes that applicants make during the interview process? B: One of the biggest mistakes pilots make during the interview is showing up unprepared or without current documents required for employment as a pilot.

Written test:

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

Simulator Evaluation:

C: Do you have a simulator ride? B: A simulator ride is conducted by a member of the training department or an Assistant Chief Pilot if the candidate is lacking sufficient currency. With our operation being nationwide, we are typically able to schedule a simulator evaluation close to the candidate.

C: What type of aircraft is used for the simulator evaluation?B: Depending on location of simulator evaluation, the simulator is typically a light-twin aircraft.

C: What types of scenarios should you expect in the simulator evaluation?B: Basic “/A” IFR navigation, some emergencies, weight and balance calculations, holding procedures, instrument approaches, and basic flight planning.

C: What are you looking for in the simulator evaluation?B: A pilot who is confident and proficient in the IFR system, and one who can calmly evaluate abnormal situations and take appropriate action.

C: What are the biggest mistakes applicants make?B: Lack of instrument scan. Hurried mistakes.

Interview with Brian Lander, Chief Pilot

Post Interview:

C: Do you tell applicants they are hired in person that day? B: Yes. We make every attempt to hire pilots same day.

C: If not, how long do applicants have to wait to know if they are hired?B: Wait times longer than a few days are abnormal.

C: How soon can an applicant expect a class date after being hired?B: We conduct Basic Indoctrination classes once per month. We can place candidates in class up to two weeks before class begins.

General:

C: How many pilots does your airline expect to hire this year?B: 285

C: Can you explain the ATP-CQP class that your company offers? B: We partner with ATP’s Higher Power program in the Dallas area to complete the ATP-CTP requirement.

C: Do you have a hiring bonus? Is there any specific criterion to qualify for the bonus?B: We award signing bonuses for meeting Part 135.243c requirements, prior Part 135 experience, and holding type ratings in aircraft that Ameriflight operates.

C: Does (Ameriflight) have a pilot referral program?B: Yes, we have an internal pilot referral program.

November 2015 | 23

were depleted because they had opted out of both the company provided long term disability insurance and the union provided optional coverage. This would have saved the pilot a nominal sum of money every month, which was more than offset by medical expenses and lack of income during the treatment period. Luckily, the pilot’s treatments were successful, and they were eventually able to return to work. However, in this pilot’s case, it should be noted that under these circumstances, the company sponsored LTD insurance would have paid the pilot 55% of their gross annual income indefinitely until they were able to return to flying status as a crew member. That means that if they had not been able to return to active flying status, the insurance would have continued to pay. In the case of the union insurance, the pilot may have had an option to collect another 50-100% of their income for a period of up to 2 years from the date of disability, and had they opted for loss of license coverage, they would have received a lump sum payment in the event they were not able to return to work as an aircrew member.

It should be a primary consideration for any pilot to consider the intangible portions of a compensation package as important, especially when they might have vast effects on the future quality of life of the pilot in those circumstances that aren’t planned or expected. As a minimum, it is a good protection in the event a medical issue is encountered and the pilot can’t return to work for a period of time.

Contract Talks

Disability Insurance Written by: Scott Stahl

Disability insurance is an item that doesn’t cross the minds of most pilots, but can be a significant portion of a potential compensation package. The number of companies that even

offer such insurance is decreasing by the year, although it is often a service offered by many unions, such as ALPA.

The reason disability coverage can be critical for a pilot is related to the necessity to maintain FAA medical standards. Aside from natural health issues, any accident or injury could render an FAA medical either denied, revoked, or under review. It is well known that pilots are generally expected to maintain much stricter health standards than people doing normal jobs, and unfortunately, as a pilot ages the probabilities of having a medical issue start to increase exponentially with age. In cases where unforeseen health issues require a revocation or review of the FAA medical, disability insurance could be the critical link that prevents a pilot from losing everything until they can either return to flying, or find another source of income.

Disability insurance can come in many forms, but at its basic core, it is coverage in the event of an injury or issue that may prevent the pilot from performing job duties. Some forms of disability insurance may only provide coverage in the event of permanent incapacitation while others may be geared specifically toward pilot duties. Some coverage may be 100% for a defined period of time, and some may be a set percentage for an indefinite period of time. In cases such as union coverage, their coverage will usually be in addition to company coverage, which provides another layer of protection for the pilot.

In some cases, the union may offer both Loss of License insurance, and disability insurance. Loss of license insurance would kick in anytime there is an event that causes the pilot to actually lose a license and may pay either a lump sum payment, or monthly coverage for a set period of time. That is different than disability, which may not result in the loss of an actual license, but may prevent the pilot from performing job related duties. Again, this can result in a lump sum payout, or a set amount for a number of months. The coverage’s and payouts will vary by company and union.

As a sample case, that actually happened, a young healthy pilot assumed coverage was not needed due to age and financial considerations. Approximately a year after opting out of coverage, the pilot was diagnosed with a rare form of cancer. Through the ensuing grounding and medical treatments, the pilot did not receive any compensation once the sick hours and vacation time


THE GRID

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

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

401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the company will match 100% of what the employee contributes.

ALPA: Air Line Pilots Association

Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover all reasons for cancellations. Refer to the contract for more information.

Deadhead: Positive space travel as a passenger for company business; paid as shown in above referenced column.

FAPA: Frontier Airline Pilots Association

IBT: International Brotherhood of Teamsters

ISP: International Savings Plan

IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training.

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

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

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

TFP: Trip for Pay

UTU: United Transportation Union

YOS: Years of Service with the company.

Highlighted blocks indicate best in class.

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

Sample only; refer to adjacent pages for actual information

Mainline Airlines

Aircraft Types Sign on Bonus

Pay During Training

Hotel during new hire training

Per Diem Most Junior CA

hired

Number of Pilots

Pilot Retirements 2015-2029

Pilots hired 2014

Union EFBs Bases Notes

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

MD82/83, E190

No MALV 72-84 or 88*

Single Occupancy, Paid for by company

2.25 Dom** $2.75 Int.**

AA - 5/1999

US East 8/2014

US West9/1998

14,236 9,987 800 APA iPad

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

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

6.D.1.d 7.A.5 11/15 Jul/15 *** Jul/15 Contract 2015, as amended

B737 No85 Hours plus per

diem


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

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

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

No $3,888.29 / Month


$2.20 Dom., $2.70 Int. 2010 12,500 8,292 961 ALPA Surface

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

SEA, SLC

3.D.4. 5.E.1 5.B 10/15 Jul/15 Feb/2015 Feb/2015 Contract 2014, as amended

A330, A350B717, B767 No

3 Hours per day, plus per

diem


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

SFO, LAX

*Interisland

9.G.1 Contract 2010, as amended

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

A319

No3 Hours per day, plus per

diem


$2.35 Dom* $2.70 Int.* 2006 12,505 7,765 ALPA iPad

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

*$0.05 increase on Jan 1st.

3-E 4-G-1, 9-E 4-A 10/15 Contract 2012 as amended


Pay During Training



hired

Number of Pilots


Pilots hired 2014


B757, MD-80,A319, A3220 None 70 Hours

Single Occupancy, Paid for by company*

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

IWA, LAS, OAK,PGD, PIE, SFB

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

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

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

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

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

month


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

*After completing first year, *Pilot data approximate

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

B737 None 89, 87 or 85 MMG*


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

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

*MMG based upon number of days in the month, **Number of retirements from Feb/2015

4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Feb/2015 Contract 2014, as amended

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


$2.20 2.5 Years 1,200 ALPA ACY, DFW, DTW, FLL, LAS, ORD

*Monthly payment is prorated and includes salary and per diem

3.D.1 5.A.1 5.B.1 Jul/15 Jul/15 Contract 2010, as amended

B737NG MMGSingle

Occupancy, Paid for by company

1/24th the IRS CONUS M&IE airline

daily rate

250 ALPATablet

Walkabout Computers

MSP

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

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

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


Pay During Training



hired

Number of Pilots


Pilots hired 2014


B747 None $1,600 per month


$2.40 IBT

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

B777, B767, B757, MD11, DC10, A300

None

$2,000 / mo until

activation date*


$1.95 Dom. $2.75 Int. 4,288 4,288 ALPA Fixed in plane

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

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

3.A 5.B.1.d 5.A.1 & 2 Contract 2006 as amended

B747 None $600 / week unitl OE

Week 1 paid by crewmember, then, Single Occupancy

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

plane Home Based

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

B757, B767,A300, B747,

MD-11None MMG


$2.00 Dom$2.50 Int$3.00*

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

*Pacific rim and Europe flights

10.D.1 5.H.1.a.1 12.G.2 Contract 2006 as amended

Total Pilots 61,318 37,270 2,791


Pay During Training



hired

Number of Pilots


Pilots hired 2014


4.1 Years 3800

Jul/15 Jul/15

B777, B787,A320, A330A340, A350,

A380

NoneSingle


2 Years 2,500 600 None iPad DOH

Jul/15 Jul/15 Jul/15

Atlas Air

United Airlines(United)

Legacy Airlines

Alaska Airlines(Alaska)

JetBlue Airways(JetBlue)

Delta Air Lines(Delta)

Hawaiian Airlines(Hawaiian)

American Airlines(American)

Major Airlines

Qatar Airways

Allegiant Air(Allegiant)

Frontier Airlines(Frontier)

Virgin America(Redwood)

Sun Country Airlines

Kalitta Air

Emirates

FedEx Express(FedEx)

UPS(UPS)

IBEX Airlines

Southwest Airlines(Southwest)

International Airlines

Spirit Airlines(Spirit Wings)

Cargo Airlines

Airline name and ATC call sign

Abbreviation and definitions:

November 2015 | 25

THE GRIDGeneral Information


Pay During Training



hired

Number of Pilots


Pilots hired 2014


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

MD82/83, E190



2.25 Dom** $2.75 Int.**

AA - 5/1999

US East 8/2014

US West9/1998

14,236 9,987 800 APA iPad





diem





No $3,888.29 / Month




SEA, SLC


A330, A350B717, B767 No


diem


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

SFO, LAX

*Interisland


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

A319


diem


$2.35 Dom* $2.70 Int.* 2006 12,505 7,765 ALPA iPad





Pay During Training



hired

Number of Pilots


Pilots hired 2014


B757, MD-80,A319, A3220 None 70 Hours





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


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

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

month





B737 None 89, 87 or 85 MMG*






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





B737NG MMGSingle



daily rate

250 ALPATablet

Walkabout Computers

MSP

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


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


Pay During Training



hired

Number of Pilots


Pilots hired 2014




$2.40 IBT

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

B777, B767, B757, MD11, DC10, A300

None

$2,000 / mo until

activation date*









plane Home Based

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

B757, B767,A300, B747,

MD-11None MMG


$2.00 Dom$2.50 Int$3.00*




Total Pilots 61,318 37,270 2,791


Pay During Training



hired

Number of Pilots


Pilots hired 2014


4.1 Years 3800

Jul/15 Jul/15

B777, B787,A320, A330A340, A350,

A380

NoneSingle




Atlas Air


Legacy Airlines






Major Airlines

Qatar Airways





Kalitta Air

Emirates


UPS(UPS)

IBEX Airlines




Cargo Airlines


THE GRID General Information

Contractual Work Rules


Pay During Training



hired

Number of Pilots


Pilots hired 2014


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

MD82/83, E190



2.25 Dom** $2.75 Int.**

AA - 5/1999

US East 8/2014

US West9/1998

14,236 9,987 800 APA iPad





diem





No $3,888.29 / Month




SEA, SLC


A330, A350B717, B767 No


diem


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

SFO, LAX

*Interisland


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

A319


diem


$2.35 Dom* $2.70 Int.* 2006 12,505 7,765 ALPA iPad





Pay During Training



hired

Number of Pilots


Pilots hired 2014


B757, MD-80,A319, A3220 None 70 Hours





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


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

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

month





B737 None 89, 87 or 85 MMG*






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





B737NG MMGSingle



daily rate

250 ALPATablet

Walkabout Computers

MSP

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


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


Pay During Training



hired

Number of Pilots


Pilots hired 2014




$2.40 IBT

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

B777, B767, B757, MD11, DC10, A300

None

$2,000 / mo until

activation date*









plane Home Based

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

B757, B767,A300, B747,

MD-11None MMG


$2.00 Dom$2.50 Int$3.00*




Total Pilots 61,318 37,270 2,791


Pay During Training



hired

Number of Pilots


Pilots hired 2014


4.1 Years 3800

Jul/15 Jul/15

B777, B787,A320, A330A340, A350,

A380

NoneSingle




Atlas Air


Legacy Airlines






Major Airlines

Qatar Airways





Kalitta Air

Emirates


UPS(UPS)

IBEX Airlines




Cargo Airlines

Min Days off (Line/Reserve)

Pay Protection

Max Scheduled

Duty

Number of pages in Contract

Min Day Credit

Min Trip Credit

Duty Rig Trip Rig Deadhead Pay

Open time pay

Uniform Reimbursement

Headset Reimbursement

Notes

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

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

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

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

5 x number of

days

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

ground 150%

None, Dry cleaning

reimburesment available on a trip

4 days or more

None

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

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

12,13,14 Reserve*

FAA 117 minus 30 minutes

559 2 ADG** = 5:15

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

100% air, Chart 8.B.3

Ground200%***** None None

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

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

12 or 13 / 12 Yes

14, max 16For int pilots.

12, max 14*10, max 12*

3612** or 4.17

GOP****

60%GOP****

1:4***GOP****

100% air,50% ground

Initial paid for by company and

every 12 months

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

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

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

pay rate

50%, 75% or 100% add

pay***

Initial paid for by company along with certain dry

cleaning

None

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

2 2 2 10

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

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

12 Yes FAA 117 36 Avg of 5 per day

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

Block150% over 78

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

Add. B.D.5

Add. B.D.4

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

negotionations

Max 15 Days on Per Month* Yes FAA 117 407 5** .74:1 1:3 100% 100% $30 / pay period

max $500 None

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

5.E.2 4.H 5.M 4.I.2 4.I.1 4.I.3 4.L 4.S.5 2.A.4 Contract 2014, as ammended

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

50%*** 100%

Pilot pays forinitial uniform,

replacements per schedule therafter

None

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

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

12/ 10 or 11* Yes** 1:2 1:4.4 50% 100% None None *11 days off in 31 day month, **Subject to reassignment

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

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

3.5 min 100%*

Initial paid for by company, then given monthly

stipend

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

Yes

14 Hours for 2 Pilots, 16

Hours for 3 or 22 Hours for 4

or more

332

100%Biz Class or

better or $300 comp

100% Provided by the company

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

14.96 or 18.75* Yes 466 Yes1:2,

1:1.92, 1.1.5

1:3.75 100%Initial paid by

company, $150 / year

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

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

13 or 14* Yes

Dom16, 18, 20**

Int18, 26, 30**

1271 hr or

3.65 (on Day off)

50% 150% on days off

$200 after first year. Initial paid by crewmember.

None

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

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

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

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

13.D.11 13.H.5 13.A.1.a 12.F.5-6 12.F.4 12.F.3 12.B.3.d 13.K 4.A.2 Contract 2006 as amended


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

EASA Rules Paid for by company

Paid for by company

Qatar Airways

IBEX Airlines



Emirates


Kalitta Air





UPS(UPS)

Atlas Air



Legacy Airlines

Cargo Airlines




Major Airlines


Virgin America(Red Wood)

November 2015 | 27

THE GRIDContractual Work Rules


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

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

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

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

5 x number of

days

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

ground 150%

None, Dry cleaning

reimburesment available on a trip

4 days or more

None

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

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

12,13,14 Reserve*

FAA 117 minus 30 minutes

559 2 ADG** = 5:15

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

100% air, Chart 8.B.3

Ground200%***** None None

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

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

12 or 13 / 12 Yes

14, max 16For int pilots.

12, max 14*10, max 12*

3612** or 4.17

GOP****

60%GOP****

1:4***GOP****

100% air,50% ground

Initial paid for by company and

every 12 months

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

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

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

pay rate

50%, 75% or 100% add

pay***

Initial paid for by company along with certain dry

cleaning

None

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

2 2 2 10

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

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

12 Yes FAA 117 36 Avg of 5 per day

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

Block150% over 78

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

Add. B.D.5

Add. B.D.4

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

negotionations

Max 15 Days on Per Month* Yes FAA 117 407 5** .74:1 1:3 100% 100% $30 / pay period

max $500 None

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

5.E.2 4.H 5.M 4.I.2 4.I.1 4.I.3 4.L 4.S.5 2.A.4 Contract 2014, as ammended

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

50%*** 100%

Pilot pays forinitial uniform,

replacements per schedule therafter

None

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

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

12/ 10 or 11* Yes** 1:2 1:4.4 50% 100% None None *11 days off in 31 day month, **Subject to reassignment

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

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

3.5 min 100%*

Initial paid for by company, then given monthly

stipend

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

Yes

14 Hours for 2 Pilots, 16

Hours for 3 or 22 Hours for 4

or more

332

100%Biz Class or

better or $300 comp

100% Provided by the company

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

14.96 or 18.75* Yes 466 Yes1:2,

1:1.92, 1.1.5

1:3.75 100%Initial paid by

company, $150 / year

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

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

13 or 14* Yes

Dom16, 18, 20**

Int18, 26, 30**

1271 hr or

3.65 (on Day off)

50% 150% on days off

$200 after first year. Initial paid by crewmember.

None

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

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

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

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

13.D.11 13.H.5 13.A.1.a 12.F.5-6 12.F.4 12.F.3 12.B.3.d 13.K 4.A.2 Contract 2006 as amended


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

EASA Rules Paid for by company

Paid for by company

Qatar Airways

IBEX Airlines



Emirates


Kalitta Air





UPS(UPS)

Atlas Air



Legacy Airlines

Cargo Airlines




Major Airlines




THE GRID Additional Compensation Details

1

Aircraft Types

FO Top Out Pay

(Hourly)MMG Base Pay Top CA pay Base Pay

No. of Vacation weeks & accrual

Sick Time Accrual

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

Percentage of health care

employee paysNotes

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

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

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

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

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

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

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

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

5.5 H/MMax 1000 0%

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

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

20%

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

A350*

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

B747, B777B787

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

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

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

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

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

2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2

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

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

1 Day / MonthMax 120 Days 5% 1:2

After 3 years 2.2% up to 6% at 9

years

*A321 coming end of 2015

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

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

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

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

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

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

1 TFP / 10 TFP**

Max 1600 TFP9.7% 1:1 -

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

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

A319A320A321

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

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

15-24 = 28 Days+25 = 35 Days

4 H/MMax 400 9%

EE = $143.90EE+1 = $305.66

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

*2010 insurance rates subject to annual increases.

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

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

9-13 = 22 days+14 = 30 days

Start with 244 H/M 2%

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

+1 or family

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

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

1-5 = 15 Days+5 = 20 Days

5 H/M80 and 480

Max**

125% of 6% contributed - -

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

1 Day / MonthMax 24

Catastrophic2 Days / Month***No Max

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

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

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

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

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

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

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

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

7 Days on first day; After 1st

year .58 Days / MonthMax 42

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

<6 Yrs No Cost

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

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

B757, B767,A300, B747,

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

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

5.5 Hours Per Pay Period

No Max12% $44 to $186*

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

ISP & Gratuity Scheme

0% Health50% Dental

Based on PTO accrual

20%

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

15%0%

0%

5 H/M*Max 60**

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

9-19 Yrs = 24020+ Yrs = 270

7.5 H/M without a sick call.

5.65 H/M with a sick call

Max 1080**

20%

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


16"%0%


75

1-2 = 15 Days3-4 = 16 Days

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

70

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

1 = 17.31 H2-3 = 34.62 H

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

3% 100% Match

2% 50% Match

None

5 H/MMax 1300 Hrs

New hires receive 60 hours after completing

training.

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



Major Airlines

70

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



Kalitta Air

70

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

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

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




Cargo AirlinesAtlas Air

Emirates

Qatar Airways


IBEX Airlines


85

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

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

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

+20 = 36 days

None, Pension plan(s) available

Pilot: $61 / mo. Pilot + Family:

$230 / mo

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

UPS(UPS)

6 H/M

Legacy AirlinesAmerican Airlines(American)



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

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

22%15%

1-5 = 21 Days6-15 = 1

additional day per year

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

72

72

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

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

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

November 2015 | 29

THE GRIDAdditional Compensation Details

1

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

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

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

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

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

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

5.5 H/MMax 1000 0%

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

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

20%

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

A350*

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

B747, B777B787

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

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

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

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

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

2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2

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

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

1 Day / MonthMax 120 Days 5% 1:2

After 3 years 2.2% up to 6% at 9

years

*A321 coming end of 2015

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

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

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

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

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

1-5 = 14 Days5-10 = 21 Days

10-18 = 28 Days+18 = 35 Days

1 TFP / 10 TFP**

Max 1600 TFP9.7% 1:1 -

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

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

A319A320A321

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

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

15-24 = 28 Days+25 = 35 Days

4 H/MMax 400 9%

EE = $143.90EE+1 = $305.66

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

*2010 insurance rates subject to annual increases.

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

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

9-13 = 22 days+14 = 30 days

Start with 244 H/M 2%

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

+1 or family

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

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

1-5 = 15 Days+5 = 20 Days

5 H/M80 and 480

Max**

125% of 6% contributed - -

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

1 Day / MonthMax 24

Catastrophic2 Days / Month***No Max

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

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

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

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

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

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

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

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

7 Days on first day; After 1st

year .58 Days / MonthMax 42

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

<6 Yrs No Cost

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

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

B757, B767,A300, B747,

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

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

5.5 Hours Per Pay Period

No Max12% $44 to $186*

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

ISP & Gratuity Scheme

0% Health50% Dental

Based on PTO accrual

20%

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

15%0%

0%

5 H/M*Max 60**

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

9-19 Yrs = 24020+ Yrs = 270

7.5 H/M without a sick call.

5.65 H/M with a sick call

Max 1080**

20%

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


16"%0%


75

1-2 = 15 Days3-4 = 16 Days

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

70

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

1 = 17.31 H2-3 = 34.62 H

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

3% 100% Match

2% 50% Match

None

5 H/MMax 1300 Hrs

New hires receive 60 hours after completing

training.

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



Major Airlines

70

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



Kalitta Air

70

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

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

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




Cargo AirlinesAtlas Air

Emirates

Qatar Airways


IBEX Airlines


85

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

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

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

+20 = 36 days

None, Pension plan(s) available

Pilot: $61 / mo. Pilot + Family:

$230 / mo

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

UPS(UPS)

6 H/M

Legacy AirlinesAmerican Airlines(American)



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

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

22%15%

1-5 = 21 Days6-15 = 1

additional day per year

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

72

72


THE GRID Captain Yearly Pay Comparison

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

American Airlines -‐ 2015

UPS -‐ 2006*

FedEx Express -‐ 2006

Delta Air Lines -‐ 2014

United Airlines -‐ 2012

Southwest Airlines -‐ 2014

Hawaiian Airlines -‐ 2010

Alaska Airlines -‐2013

JetBlue Airways -‐ 2013

Spirit Airlines -‐ 2010

Atlas -‐2011

Virgin America -‐ 2014

Kalitta Air -‐ 2007

Frontier Airlines -‐2009

Allegiant Air -‐ 2010

Sun Country Airlines -‐ 2005

Year 1 Year 5 Top Pay

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

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

November 2015 | 31

THE GRIDFirst Officer Yearly Pay Comparison

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

UPS -‐ 2006*

FedEx Express -‐ 2006

American Airlines -‐ 2015

Delta Air Lines -‐ 2014

United Airlines -‐ 2012

Southwest Airlines -‐ 2014

Hawaiian Airlines -‐ 2010

Alaska Airlines -‐ 2013

JetBlue Airways -‐ 2013

Kalitta Air -‐ 2007

Atlas -‐ 2011

Virgin America -‐ 2014

Spirit Airlines -‐ 2010

Frontier Airlines -‐ 2009

Allegiant Air -‐ 2010

Sun Country Airlines -‐ 2005



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


THE GRID

1

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

EMB-145XR,

EMB-145, EMB-135

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

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

7-10 = 21 Days+11 = 28 Days

5 H/MMax 640

(110 above 640***)

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

<5 = 2.5%5<10 = 4%

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

20+ = 6%

25%

*Based on YOS; **Prorated 7/12ths of a day per month. ***110 Additoinal hours may be accured for any illness longer than 30 days, if more than 255 hours used at once acrual is 7 H/M.

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

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

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

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

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

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

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

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

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

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

Republic Airways (Republic or Shuttle)

Group 1* $110.85 $99,765

Group 2* $120.11 $108,099

- 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.ELast, Best Final Offer from the company.

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

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

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

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

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

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

CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509

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

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

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%

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

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

Q-400 $47.98 80.5 $42,486 $115.69 $102,443 < 5 = 14 days> 5 = 28 days 3 H/M 6% None Company

Discretion*MMG based on 35 day bid period

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

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

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

> 15 = 28 days

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

Max 450

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

None 29% Employee, 34% Family

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

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

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

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

> 15 = 28 days

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

Max 300

1%Veste 100% after 3 YOS

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

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

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

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

4 H/M

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

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

1% Set amount** 2016 Max 17%

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

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

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

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

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

300 Max

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


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

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

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

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%

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

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

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

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

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

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

month 5% None $198 per month

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

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

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

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

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

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

.94* or 1.56H/M

Equal to other employees None Equal to other

employees

*From zero to 3 years,

- 3.A 3.C.1 HRxMMGx12 3.A HRxMMGx12 5.A 6.B.1 20.B - 20.A Need contract

Saab 340A, Saab 340B*

- Need contract

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

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

- HRxMMGx12 HRxMMGx12 Need contract

B1900C, B19000D* $14,400 $0

DH-8 $0 $0- HRxMMGx12 HRxMMGx12 Need contract

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

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

Q-400 $0 $100.98 $82,400

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

Ameriflight, LLC(AMFlight orWiggins)

4 H/M160 Max

PTO = 2.5 H/MSSLB = 2.5

H/M200 Max

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

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

Horizon Air (Horizon Air)

*25% matching, **First year prorated

Air Wisconsin (Wisconsin)

40% for employee, 75% for family4%*

Silver Airways (Silverwings)

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

7-10 = 21 days+11 = 28 days

Endeavor Air (Flagship)

Envoy formally American Eagle (Envoy)

1 = 7 days2 = 14 days7 = 21 days

+14 = 28 days

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

>16yrs=28days

Mesa Airlines (Mesa)

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

7-10 = 2.5%10+ = 3.5%

None

2%*

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

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

No Max

Yes**Based on profitability

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

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

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

27%

None

Under 500 Pilots

Tran States Airlines (Waterski)

PSA Airlines (Bluestreak)

Peninsula Airways

GoJet Airlines (Lindbergh)

Great Lakes Airlines(Lakes Air)

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

> 20 = 28 days

50% Match:1-5 = 6%

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

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

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

dental

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

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

2.5 H/M

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

insurance provider

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

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

485 Max

$39.78

75

75 $35,802

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

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

Max 500

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

None 30%

None 38%

None31% to 35%

1% increases per year

*Group 1 is EMB 135/140/145, DCH8-400, CRJ 100/200. **Group 2 is EMB 170/175/E2, CRJ 700/900, ***Yearly accrual rate is based on a monthly accrual rate. Rates shown are multiplied by 12 divided by 4, Vacation is taken out of a PDO bank @ 4 hrs per day.

35% for Legacy PPO Medical Plan

25% for PHPPilot Health Plan

35% for TPOTraditional PPO

Plan

None

Corvus Airways

Seaborne Airlines

CommutAir (CommutAir)

Compass Airlines (Compass)

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

Piedmont Airlines (Piedmont)

75

Cape Air(Kap)

Over 2,000 Pilots

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

75

ExpressJet (LXJT(Accey)

ExpressJet(LASA)(Accey)

SkyWest Airlines (Skywest)

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

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

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

75

7.6 H/M480 Max720 Max*

After 90 Days.0193 Per Hour

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

2 H/M***After 5 Years

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

1.2-6%****

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

80

60

75

Island Air

NoneNone

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

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

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

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

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

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

0% for all

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

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

401(K) Matching: Retirement plan, the company will match the employees contribution up to the listed percentage. Unless noted the company will match 100% of what the employee contributes.

ALPA: Air Line Pilots Association

Cancellation pay: When a leg or legs are canceled, the employee will still be credited for that leg. Some companies will not cover all reasons for cancellations. Refer to the contract for more information.

Deadhead: Positive space travel as a passenger for company business; paid as shown in above referenced column.

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

IBT: International Brotherhood of Teamsters

IOE: Initial Operating Experience, refers the flight training a new hire receives from a check airman after completing all ground and simulator training.

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

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

UTU: United Transportation Union

YOS: Years of Service with the company.

Highlighted blocks indicate best in class.

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

Sample only; refer to adjacent pages for actual information

Regional Airlines

Airline name and ATC call sign

Abbreviation and definitions:

November 2015 | 33

THE GRID


Pay During Training



hired

Number of Pilots

Do Business For:


EMB-145XREMB-145EMB-135

$7,500 w/ ERJ type*,

$1,000 Referral

#300 / week & $1,400 per

diem to checkride, then MMG

Paid for by company; single

occupancy$1.80/hr Apr/07** 2,263 United, AA*** ALPA Surface 3 LTE

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

DEN****, DFW***

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remaining after first year; **Will Reduce 11/2007 to 1/2011; ***AA flying out of DFW starting 3/2015; ****DEN & MCI closing

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

CRJ-200CRJ-700CRJ-900

$7,500 w/ CRJ type*,

$1,000 Referral

$300 / weekPaid for by

company; single occupancy

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

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010

Online 3.C.1 5.A.1 Jul/15 Jul/15Contract 2007 as amended, Currently in negotiations;

Total 3,837SkyWest Airlines (Skywest) CRJ-200

CRJ-700CRJ-900EMB-175EMB-120

$7,500 w/ RJ type rating

65 Hours

Paid for by company; dual

occupancy, Company will pay 50% for single room

1.85/hr 3 Years 3,600United, AA,

USAir, Alaska, Delta

None Surface 3 LTE

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

IAH, FAT, PSP, TUS

*Updated via section 3027.6.A

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


EMB-145EMB-170EMB-175

EMB-145$12,500

EMB-170/5$7,500

$1,600 first mo. then

MMG


occupancy

$1.95/hr Dom$2.50/hr Int.* 3.5 Years 2,100 United, AA,

Delta IBT iPad

CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, SDF,

JFK

$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins.

10.A.2.a 4.B.1 Nov/15 Nov/15Contract 2015

CRJ-700*, EMB-145, EMB-

175*

$5,000$10,000**

64 hr MMG + 16 hrs per

diem per day***

Paid for by company; dual occupancy until

oral

$1.85/hr + $0.05

increase every 3 yrs

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

JFK/LGA*****

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

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


Pay During Training



hired

Number of Pilots

Do Business For:


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

per diem

Single Occupancy paid

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

MSP, LGA

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

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


No - $1000 Referral*

MMG & Per Diem


occupancy$1.75/hr

Hiring Street CAs**

1,197 US Airways ALPA CLT, DAY, TYS

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

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

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

None76 Hours

during training


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

IAH

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

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

CRJ-200No Bonus, $1000 or

$1250 ref.*

2.5 hours per day


occupancy

$1.60/hr dom $1.90/hr int

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

PHL

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

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

DH-8-Q400 None

16 credit hours per

week & per diem

Paid for by company;

double occupancy

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

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

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

SEA***

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

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

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

hr


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

DEN

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

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


Pay During Training



hired

Number of Pilots

Do Business For:


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

$5,000MMG + 1/2

per diem per day


occupancy$1.70/hr 18 - 24

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

*ERJ-145 will be on property by Fall 2015

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

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

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

None 40 Hours per week

Paid for by company; Single

occupancy$37/overnight ATP Mins 190

Hyannis Air Service DBA

Cape AirIBT No

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

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

EMB-120EMB-110

BE1900 & 99SA227C208PA31

$10,000

$9 - $12.50 per hour*$35 / Day Per Diem


occupancy$1.45/hr Immediate 185

UPSFedExDHL

LantheusACS

Mallinckodt

None iPad

DFW, BFI, PDX, SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA,

BQN, SJU

*Hourly rate in training depends on PIC, SIC and aircraft type.

DH-8-100DH-8-200

Up to $15,000* MMG


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

*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.

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

15 Month, $7,500 training contract required.

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

Oct/14 Need contract



3.C.1 11.P.3 4.J.1 Oct/14 Contract 2009 as amendedTotal Pilots 19,965


$12,000**

Great Lakes Airlines (Lakes Air)

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

DH-8-300S340

Saab 340bB1900D*


18 months


$30/dom, $50/int



$1.75/hrMMG & Per Diem


occupancy

Seaborne Airlines

Peninsula Airways

500 - 2,000 Pilots

Under 500 Pilots

220

Jan/13

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

ATL****Self*** IBT

Cape Air (Kap)








ExpressJet (LASA) (Accey)


ExpressJet (LXJT) (Accey)

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

Frontier

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

HNL

SJU, STX

$40.00 per over night

90

Corvus Airways

Self

None

Jul/08

86

ALPA

Aug/07


occupancy

DH-8-100DH-8-Q400

B1900CB19000D*

DH-8

50

None, On a RON,

company will reimburse w/

receipt

MMG*

Island Air

General Information


THE GRID


Pay During Training



hired

Number of Pilots

Do Business For:


EMB-145XREMB-145EMB-135

$7,500 w/ ERJ type*,

$1,000 Referral

#300 / week & $1,400 per

diem to checkride, then MMG


occupancy$1.80/hr Apr/07** 2,263 United, AA*** ALPA Surface 3 LTE

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

DEN****, DFW***

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remaining after first year; **Will Reduce 11/2007 to 1/2011; ***AA flying out of DFW starting 3/2015; ****DEN & MCI closing

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


$7,500 w/ CRJ type*,

$1,000 Referral

$300 / weekPaid for by

company; single occupancy

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

*Additional bonus if typed in CRJ or ERJ, $3,500 at end of training, remain after first year, **Will reduce from 5/2008 to 9/2010

Online 3.C.1 5.A.1 Jul/15 Jul/15Contract 2007 as amended, Currently in negotiations;

Total 3,837SkyWest Airlines (Skywest) CRJ-200

CRJ-700CRJ-900EMB-175EMB-120

$7,500 w/ RJ type rating

65 Hours


occupancy, Company will pay 50% for single room

1.85/hr 3 Years 3,600United, AA,

USAir, Alaska, Delta

None Surface 3 LTE

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

IAH, FAT, PSP, TUS

*Updated via section 3027.6.A

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


EMB-145EMB-170EMB-175

EMB-145$12,500

EMB-170/5$7,500

$1,600 first mo. then

MMG


occupancy

$1.95/hr Dom$2.50/hr Int.* 3.5 Years 2,100 United, AA,

Delta IBT iPad

CMH, DCA, GSO, IND, LGA, MCI, MIA, ORD, PHL, PIT, EWR, SDF,

JFK

$1,000 to $11,000 contract signing bonus, based on hire date. $5,000 FO anniversary bonus, $10,000 CA anniversary bonus. *International per diem only applies when block in to block out is greater than 90 mins.

10.A.2.a 4.B.1 Nov/15 Nov/15Contract 2015

CRJ-700*, EMB-145, EMB-

175*

$5,000$10,000**

64 hr MMG + 16 hrs per

diem per day***

Paid for by company; dual occupancy until

oral

$1.85/hr + $0.05

increase every 3 yrs

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

JFK/LGA*****

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

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


Pay During Training



hired

Number of Pilots

Do Business For:


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

per diem

Single Occupancy paid

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

MSP, LGA

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

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


No - $1000 Referral*

MMG & Per Diem


occupancy$1.75/hr

Hiring Street CAs**

1,197 US Airways ALPA CLT, DAY, TYS

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

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

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

None76 Hours

during training


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

IAH

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

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

CRJ-200No Bonus, $1000 or

$1250 ref.*

2.5 hours per day


occupancy

$1.60/hr dom $1.90/hr int

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

PHL

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

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

DH-8-Q400 None

16 credit hours per

week & per diem

Paid for by company;

double occupancy

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

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

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

SEA***

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

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

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

hr


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

DEN

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

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


Pay During Training



hired

Number of Pilots

Do Business For:


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

$5,000MMG + 1/2

per diem per day


occupancy$1.70/hr 18 - 24

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

*ERJ-145 will be on property by Fall 2015

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

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

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

None 40 Hours per week


occupancy$37/overnight ATP Mins 190

Hyannis Air Service DBA

Cape AirIBT No

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

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

EMB-120EMB-110

BE1900 & 99SA227C208PA31

$10,000

$9 - $12.50 per hour*$35 / Day Per Diem


occupancy$1.45/hr Immediate 185

UPSFedExDHL

LantheusACS

Mallinckodt

None iPad

DFW, BFI, PDX, SFO, BUR, ONT, PHX, ABQ, SLC, SAT, OMA, LAN, CVG, SDF, BUF, MHT, EWR, MIA,

BQN, SJU

*Hourly rate in training depends on PIC, SIC and aircraft type.

DH-8-100DH-8-200

Up to $15,000* MMG


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

*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.

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

15 Month, $7,500 training contract required.

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




3.C.1 11.P.3 4.J.1 Oct/14 Contract 2009 as amendedTotal Pilots 19,965


$12,000**


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

DH-8-300S340

Saab 340bB1900D*


18 months


$30/dom, $50/int



$1.75/hrMMG & Per Diem


occupancy

Seaborne Airlines

Peninsula Airways

500 - 2,000 Pilots

Under 500 Pilots

220

Jan/13

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

ATL****Self*** IBT

Cape Air (Kap)








ExpressJet (LASA) (Accey)


ExpressJet (LXJT) (Accey)

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

Frontier

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

HNL

SJU, STX

$40.00 per over night

90

Corvus Airways

Self

None

Jul/08

86

ALPA

Aug/07


occupancy

DH-8-100DH-8-Q400

B1900CB19000D*

DH-8

50

None, On a RON,

company will reimburse w/

receipt

MMG*

Island Air

General Information

Contractual Work RulesMin Days off

(Line/Reserve)Pay

ProtectionMax

Scheduled Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

12/12 or 11 for reserve in 30

day monthYes* 11 or 13; 15** 539

2 hr DPM***; 3.75 on day off

15 hours min per 4 day trip

None None 100%

100% or 150/200%

when red flag is up

$150 / yr**** Company provided

*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone availability + duty time ***Duty Period Min; ****After completing first year

21.D.1.b, 21.D.3.a 3.D.4 5.A & 21.I.4.b - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 -

Contract 2004 as amended, Currently in negotiations

12*/11 Yes 12.5, 14, 13.5, 11** 571 3:45 None 1:2** None 100% Air /

50% ground 100% $17 / month after 90 Days None

*Bid period with 30 days line holder is only 11 days off; *Based on start time ***1:1 after 12 hours of duty;

12.D.2 3.G.4 12.B.1 - 3.F.1 & 2 - 3.F.1 & 2 3.F.1 & 2 8.A.1 & 2 13.G 5.D.4 -Contract 2007 as amended, Currently in negotiations

12 Yes* FAA Part 117 176 4:00 None 1:2** None 100% 150% $100/6 mo*** None

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

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


12 Yes* 14 217 4:12 See Trip Rig 1:2 1:4 75%

100%. Over 87 hours 125%**

Provided by company Company provided

*Only line holders and available for reassignment. **Premium pay when available is 115%, 130% or 150%

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

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

75% in 2017150% or 200%*

Pilots pay 50% except leather jacket 100%

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

150%

New hires pay 50%, all others

get $240 per year*None

*Starts 1/1/2015

3.R.4 3.N.1 12.H.1 - 3.H.1 - - - 8.A 3.M.3 18.C, 18.H 26.A.1 Contract 2013 as amended

11 Yes* 13 , 14.5 on CDO 195 3.5** None None None 50%** 125% or

150%*** $400**** None

*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS

12.D.1 3.i.1 12,A1 - 4.D - - - 3.L 3.J 17.B.2.A - Contract 2013 as amended

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

Company pays half of blazer and

pants onlyNone

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

12.B 3.G 12 - 12.E - - - 6.A 3.H.1 5.E.2 - Contract 2008 as ammended

12/12 Yes* 12, 14 or 13** 294 3 hours or Duty Rig

See Trip Rig 2:1 4:1 100% 150% $260 / yr*** $50*

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

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

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

200***** $200 None

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

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

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

Company pays 1/2 of initial

uniform, $20/mo allowance

None

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

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

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

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

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

25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended12 line holders

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

25.B.3.a.2 & d.2 3.F 12.E.1 - LOA 2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended

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

100% or 150%**

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

Reasonable amount.

Yes as needed

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

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

11 Yes* 14 161 3, 4 on lost day

Greater of min day, credit,

duty rig

2:1 None50% for first 5

hours, then 100%

100% $150 / yr** None

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

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

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 None None None 50% 100% or 3 Hrs***

Company pays 50% every 2 yrs

up to $200None

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

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

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

*For continuous duty overnights, **and every two years thereafter,

3.C.2 - 18.C.1 - 18.B.5 - - - 3.C.4 18.J.1.b 19.D -5 on 2 off

13

10

11/12* Line Holder, 11/10**

ReserveYes*** FAA Part 117 123 3.8 None None None 100% 150%

Company issues 3 shirts, pants,

replaces as wornNone

*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned

10.C.1.d; 10.C.1.e.(4) 4.E.1 10.B 4.B - - - 4.F.1 4.A.4 15.AA -

Contract 2009 as amended



PSA Airlines(Bluestreak)


500 - 2,000 Pilots

Under 500 Pilots




Island Air


Cape Air(Kap)



Corvus Airways

Seaborne Airlines

Peninsula Airways






ExpressJet (LXJT)(Accey)


Over 2,000 Pilots

November 2015 | 35

THE GRID


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

12/12 or 11 for reserve in 30

day monthYes* 11 or 13; 15** 539

2 hr DPM***; 3.75 on day off

15 hours min per 4 day trip

None None 100%

100% or 150/200%

when red flag is up

$150 / yr**** Company provided

*Reserves past show time only; **11 or 13 based on start time of duty, 15 hours max for reserve phone availability + duty time ***Duty Period Min; ****After completing first year

21.D.1.b, 21.D.3.a 3.D.4 5.A & 21.I.4.b - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 -

Contract 2004 as amended, Currently in negotiations

12*/11 Yes 12.5, 14, 13.5, 11** 571 3:45 None 1:2** None 100% Air /

50% ground 100% $17 / month after 90 Days None

*Bid period with 30 days line holder is only 11 days off; *Based on start time ***1:1 after 12 hours of duty;

12.D.2 3.G.4 12.B.1 - 3.F.1 & 2 - 3.F.1 & 2 3.F.1 & 2 8.A.1 & 2 13.G 5.D.4 -Contract 2007 as amended, Currently in negotiations

12 Yes* FAA Part 117 176 4:00 None 1:2** None 100% 150% $100/6 mo*** None

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

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


12 Yes* 14 217 4:12 See Trip Rig 1:2 1:4 75%

100%. Over 87 hours 125%**

Provided by company Company provided

*Only line holders and available for reassignment. **Premium pay when available is 115%, 130% or 150%

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

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

75% in 2017150% or 200%*

Pilots pay 50% except leather jacket 100%

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

150%

New hires pay 50%, all others

get $240 per year*None

*Starts 1/1/2015

3.R.4 3.N.1 12.H.1 - 3.H.1 - - - 8.A 3.M.3 18.C, 18.H 26.A.1 Contract 2013 as amended

11 Yes* 13 , 14.5 on CDO 195 3.5** None None None 50%** 125% or

150%*** $400**** None

*For line holders only with exceptions to open time pick ups; **with exceptions see contract section; ***Critical Coverage Pay per company; ****After 1 YOS

12.D.1 3.i.1 12,A1 - 4.D - - - 3.L 3.J 17.B.2.A - Contract 2013 as amended

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

Company pays half of blazer and

pants onlyNone

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

12.B 3.G 12 - 12.E - - - 6.A 3.H.1 5.E.2 - Contract 2008 as ammended

12/12 Yes* 12, 14 or 13** 294 3 hours or Duty Rig

See Trip Rig 2:1 4:1 100% 150% $260 / yr*** $50*

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

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

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

200***** $200 None

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

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

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

Company pays 1/2 of initial

uniform, $20/mo allowance

None

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

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

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

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

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


Pay Protection

Max Scheduled

Duty


Min Day Credit

Min Trip Credit


Open time pay



Notes

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

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

25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended12 line holders

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

25.B.3.a.2 & d.2 3.F 12.E.1 - LOA 2011-07 - - - 3.H.1 3.E.2 5.F.3 - Contract 2011 as amended

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

100% or 150%**

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

Reasonable amount.

Yes as needed

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

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

11 Yes* 14 161 3, 4 on lost day

Greater of min day, credit,

duty rig

2:1 None50% for first 5

hours, then 100%

100% $150 / yr** None

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

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

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 None None None 50% 100% or 3 Hrs***

Company pays 50% every 2 yrs

up to $200None

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

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

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

*For continuous duty overnights, **and every two years thereafter,

3.C.2 - 18.C.1 - 18.B.5 - - - 3.C.4 18.J.1.b 19.D -5 on 2 off

13

10

11/12* Line Holder, 11/10**

ReserveYes*** FAA Part 117 123 3.8 None None None 100% 150%

Company issues 3 shirts, pants,

replaces as wornNone

*12 days off during 31 day months, **Reserves have 3 options, Standard (20 days on), Min (17) & Max (23); ***Average pay, can be reassigned

10.C.1.d; 10.C.1.e.(4) 4.E.1 10.B 4.B - - - 4.F.1 4.A.4 15.AA -

Contract 2009 as amended



PSA Airlines(Bluestreak)


500 - 2,000 Pilots

Under 500 Pilots




Island Air


Cape Air(Kap)



Corvus Airways

Seaborne Airlines

Peninsula Airways






ExpressJet (LXJT)(Accey)


Over 2,000 Pilots

Contractual Work Rules


THE GRID Additional Compensation Details

1

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

EMB-145XR,

EMB-145, EMB-135

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

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

7-10 = 21 Days+11 = 28 Days

5 H/MMax 640

(110 above 640***)

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

<5 = 2.5%5<10 = 4%

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

20+ = 6%

25%



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

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


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

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

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

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

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



Group 1* $110.85 $99,765

Group 2* $120.11 $108,099


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

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


Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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


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

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

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


CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509


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

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%






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

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

> 15 = 28 days

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

Max 450

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




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

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

> 15 = 28 days

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

Max 300





Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

4 H/M

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

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




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


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

300 Max

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




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

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%



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

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




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

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



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

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

.94* or 1.56H/M


employees




- Need contract

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

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


B1900C, B19000D* $14,400 $0


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

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

Q-400 $0 $100.98 $82,400



4 H/M160 Max

PTO = 2.5 H/MSSLB = 2.5

H/M200 Max

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

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






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

7-10 = 21 days+11 = 28 days



1 = 7 days2 = 14 days7 = 21 days

+14 = 28 days


>16yrs=28days


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

7-10 = 2.5%10+ = 3.5%

None

2%*


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

No Max



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

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

27%

None

Under 500 Pilots



Peninsula Airways



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

> 20 = 28 days

50% Match:1-5 = 6%

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


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

dental

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


2.5 H/M


insurance provider


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

485 Max

$39.78

75

75 $35,802

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

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

Max 500


None 30%

None 38%

None31% to 35%






Plan

None

Corvus Airways

Seaborne Airlines



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


75

Cape Air(Kap)

Over 2,000 Pilots


75






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

75

7.6 H/M480 Max720 Max*




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

1.2-6%****


80

60

75

Island Air

NoneNone

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

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

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

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

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


0% for all

November 2015 | 37

THE GRID

1

Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

EMB-145XR,

EMB-145, EMB-135

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

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

7-10 = 21 Days+11 = 28 Days

5 H/MMax 640

(110 above 640***)

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

<5 = 2.5%5<10 = 4%

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

20+ = 6%

25%



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

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


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

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

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

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

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



Group 1* $110.85 $99,765

Group 2* $120.11 $108,099


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

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


Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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


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

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

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


CRJ-200 $80.93 $73,808

CRJ-700, CRJ-900, EMB-175

$93.76 $85,509


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

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

> 10 = 28 days> 19 = 35 days

3.75 H/MMax 375

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

3% 25%






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

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

> 15 = 28 days

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

Max 450

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




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

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

> 15 = 28 days

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

Max 300





Aircraft Types

FO Top Out Pay



Sick Time Accrual



employee paysNotes

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

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

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

4 H/M

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

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




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


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

300 Max

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




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

1 = 7 Days2 = 14 Days5 = 21 Days

+ 10 = 35 Days

up to 4%** None 50%



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

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




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

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



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

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

.94* or 1.56H/M


employees




- Need contract

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

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


B1900C, B19000D* $14,400 $0


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

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

Q-400 $0 $100.98 $82,400



4 H/M160 Max

PTO = 2.5 H/MSSLB = 2.5

H/M200 Max

75$50.42 $45,378

1 = 12.6 days2 = 13.65 days3 = 14.7 days

4 = 15.75 days5 = 16.8 days

6 = 17.85 days7 = 18.9 days

8 = 22.05 days9 = 23.1 days

10 = 24.15

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






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

7-10 = 21 days+11 = 28 days



1 = 7 days2 = 14 days7 = 21 days

+14 = 28 days


>16yrs=28days


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

7-10 = 2.5%10+ = 3.5%

None

2%*


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

No Max



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

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

27%

None

Under 500 Pilots



Peninsula Airways



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

> 20 = 28 days

50% Match:1-5 = 6%

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


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

dental

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


2.5 H/M


insurance provider


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

485 Max

$39.78

75

75 $35,802

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

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

Max 500


None 30%

None 38%

None31% to 35%






Plan

None

Corvus Airways

Seaborne Airlines



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


75

Cape Air(Kap)

Over 2,000 Pilots


75






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

75

7.6 H/M480 Max720 Max*




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

1.2-6%****


80

60

75

Island Air

NoneNone

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

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

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

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

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


0% for all

Additional Compensation Details

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

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


THE GRID Captain Yearly Pay Comparison

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

Horizon Air -‐ 2012

Republic Airways -‐ 2003

SkyWest -‐ 2015

Compass Airlines -‐ 2014

ExpressJet (LASA) -‐ 2007

Envoy -‐ 2014

PSA Airways -‐ 2013

Air Wisconsin -‐ 2003

Mesa Airlines -‐ 2008

Trans States Airlines -‐ 2011

Ameriflight*

ExpressJet (LXJT) -‐ 2004

GoJet Airlines -‐ 2007

Corvus Airways

Seaborn Airlines

Endeavor Air -‐ 2013

Piedmont Airlines -‐ 2013

Island Air -‐ 2009

Silver Airways -‐ 2011

CommutAir -‐ 2008

Peninsula Airways

Cape Air

Great Lakes Airlines -‐ 2006



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

November 2015 | 39

THE GRIDFirst Officer Yearly Pay Comparison

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

Horizon Air -‐ 2012

Republic Airways -‐ 2003

SkyWest -‐ 2015

Air Wisconsin -‐ 2003

ExpressJet (LASA) -‐ 2007

Corvus Airways

Compass Airlines -‐ 2014

Seaborn Airlines

ExpressJet (LXJT) -‐2004

Trans States Airlines -‐ 2011

PSA Airways -‐ 2013

Envoy -‐ 2014

Peninsula Airways

Island Air -‐ 2009

Endeavor Air -‐ 2012

Piedmont Airlines -‐ 2013

Mesa Airlines -‐ 2008

GoJet Airlines -‐2007

CommutAir -‐2008

Silver Airways -‐ 2011

Ameriflight*

Cape Air

Great Lakes Airlines -‐ 2006


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

The year indicates the year the contract was signed. No year indicates the contract wasn’t available at date of publishing.Yearly pay rate based on MMG times bid periods times hourly rate of bid periods per contract. *Ameriflight FOs upgrade after 1st year.

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

Fort Lauderdale Pilot Job Fair

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

Dallas / Fort Worth Pilot Job Fair

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

Application Review

Resume Critique

AeroCrewSolutions.com [email protected]

Career Consulting

Interview Prep

Career Services

January 24, 2016

Aero Crew Solutions will be attending the NGPA Industry Expo in Palm Springs, CA at the Renaissance Palm Springs Hotel. Please stop by our booth if you are attending. We will review your resume and provide career consulting for FREE at the conference. We can answer any questions you may have about the attending airlines.

http://www.aerocrewsolutions.com

http://www.AeroCrewSolutions.com

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Aero Crew News, November 2015

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