Here’S Still a Lot of Progress to Make, and We’Re Ready for the Challenge

May 2019 Aero Crew News

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[email protected] Jump to each section Below contents by clicking on the title or photo. May 2019

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26 Also Featuring: Letter from the Publisher 8

Aviator Bulletins 10

Latino Pilots Association 36

4 | Aero Crew News BACK TO CONTENTS the grid

New Airline Updated Flight Attendant Legacy Regional Alaska Airlines Air Wisconsin The Mainline Grid 42 American Airlines Cape Air Delta Air Lines Compass Airlines Legacy, Major, Cargo & International Airlines Hawaiian Airlines Corvus Airways United Airlines CommutAir General Information Endeavor Air Work Rules Envoy Additional Compensation Details Major ExpressJet Airlines Allegiant Air GoJet Airlines Airline Base Map Frontier Airlines Horizon Air JetBlue Airways Island Air Southwest Airlines Mesa Airlines Spirit Airlines Republic Airways The Regional Grid 50 Sun Country Airlines Seaborne Airlines Virgin America Skywest Airlines General Information Silver Airways Trans States Airlines Work Rules PSA Airlines Additional Compensation Details Cargo Piedmont Airlines ABX Air Airline Base Map Ameriflight Atlas Air FedEx Express Kalitta Air The Flight Attendant Grid 58 Omni Air UPS General Information Work Rules Additional Compensation Details

May 2019 | 5 THE WORLD’S LARGEST NETWORK OF LGBT AVIATORS AND ENTHUSIASTS Pay Bonuses There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating Bases for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and Commutability SEE WHAT WE CAN ACHIEVE TOGETHER. Quality of life Reputation

“When I was looking to return to flying after several years off, I researched and compared all of the JOIN THE GLOBAL LGBT AVIATION COMMUNITY AT NGPA.ORG regionals. For me Air Wisconsin was the one that checked all the major boxes: pay, bonuses bases, commutability, quality of life, and reputation. “ - Trista Higgins, ORD First Officer

UPCOMING EVENTS

NGPA CAPE COD CLASSIC / PROVINCETOWN, MA 9.18-20/2015 Operating as NGPA WINTER WARM-UP & INDUSTRY EXPO / PALM SPRINGS, CA 01.21-24/2016 Apply today at www.airwis.com/pilots

REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: [email protected] Questions? Email: [email protected]

NGPA_Advertisement-FullPage.indd 1 7/16/15 11:59 PM THE WORLD’S LARGEST NETWORK OF LGBT AVIATORS AND ENTHUSIASTS Pay Bonuses There’s still a lot of progress to make, and we’re ready for the challenge. The NGPA is a leader in helping aviators, whether it’s through career enhancement, advocating Bases for civil rights, or having killer networking and social events. We’ve given away over $255,000 to aspiring aviators to further their education. We welcome everyone, gay or straight, to join us and Commutability SEE WHAT WE CAN ACHIEVE TOGETHER. Quality of life Reputation

UPCOMING EVENTS

NGPA CAPE COD CLASSIC / PROVINCETOWN, MA 9.18-20/2015 Operating as NGPA WINTER WARM-UP & INDUSTRY EXPO / PALM SPRINGS, CA 01.21-24/2016 Apply today at www.airwis.com/pilots

REACH AN AFFLUENT COMMUNITY OF LGBT AVIATORS AT THE NGPA INDUSTRY EXPO. E: [email protected] Questions? Email: [email protected]

NGPA_Advertisement-FullPage.indd 1 7/16/15 11:59 PM Dear readers,

Sometimes I have to be reminded to step out of my aviation world (flying and this magazine) to live – spending time with loved ones and friends. Recently, I was given such a reminder when I learned that our contributing author, Marc Himelhoch (of the column Cockpit to Cockpit), had lost his wife. Everyone at Aero Crew News and Aero Crew Solutions sends deepest sympathies to him and his family. I had the sincere pleasure of meeting his wife several times at Women in Aviation, International conferences. She had a warm heart, a glowing personality and she gave a lot to her community through her civic involvement. She will be missed by many. I dedicate the May 2019 issue in fond remembrance of Missy Shorey.

Missy’s passing serves as a reminder that life is a tenuous balance of work and doing things you enjoy with those you love. “Spring has sprung” and as always, I debate which season I love more; spring or fall. The warm-up of spring is always a welcome feeling after a long cold winter. In contrast, the cool nights of early fall are equally welcome after a grueling, hot summer. I guess my favorite season is whichever is current. I love to live my life in the “now” knowing that there will be change coming.

Lately, I find myself working on my golf game, which needs more work than I could possibly give. I also like to make time to get my kayak into the water. The negative side of spring is the inevitability of thunderstorms. Yesterday would have been a great day for kayaking, but today, not so much. Hopefully next week, I can get back in the water.

Fly safe, Craig D. Pieper About the Publisher Craig D. Pieper Craig Pieper is the Publisher and Founder of Aero Crew News. Craig obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a First Officer for a major airline with a type rating in the Boeing 737 & Embraer 145 and has logged over 8,000 hours of flying time since his introductory flight on November 14th, 1992. April 2019

Last month..... We all recognize April as a month of weather CREDITS transitions and this month’s Squall Line provides some advice on where to go to get trusted convection forecasts. It’s also a good time of year to focus on shedding the winter weight and boosting your metabolism. Lauren Publisher / Founder Dils has some great tips for doing so easily and simply in Craig Pieper her Fitness column. If you’re headed to training from the military to commercial, or even from regional to mainline, Aero Crew Solutions, CEO you’ll find some great insights in Marc Himelhoch’s Cockpit to Cockpit article, which is part one of a series. New hires Scott Rehn face many challenges, and this month’s Mortgage article addresses the topic of qualifying for a mortgage on Editor first-year pay. Since everyone should be concerned with Deborah Bandy their assets, Glenn Nevola’s Money proffers a succinct explanation of the impact rising interest rates has on Layout Design your portfolio. In the realm of making better pilots, we Charlotte Dameron have a few interesting reads. Victor Vasquez addresses the qualities of leadership in his Perspectives column and Additional Contributors Stall Recognition and Extended Envelope Training for Pilots Anthony Lorenti, Camila Turrieta, by Mike Davis covers the implications and explanations of James C. Knapp, Jerry Dooyes, a 2015 FAA Advisory Circular. The feature this month is a story about the unlikely origins of a very successful sport Marc Himelhoch, Nate Racine, aviation club more than twenty years ago and its future Matthew Rutowski as it enters its third decade making better pilots and introducing youth to the world we love – AVIATION. Aviator Bulletins Provided by the companies listed To view this and previous issues, visit our archive at aerocrewnews.com/category/issues/ Photographs By Photographs as noted.

Grid Updates Email: [email protected]

Social Media Marketing By Aero Crew Marketing Nate Racine, Tyler Sutton Aerocrewsolutions.com/marketing

May 2019 | 9 AVIATOR BULLETINS

Our New Look marks another year of growth for CommutAir as they continue to increase their wingspan within the United Express family. Since United’s initial investment CommutAir has transitioned from 21 turboprops to an all-ERJ fleet crossing international borders and time zones. CommutAir’s newly- 2019refreshed logo, pictured above, emphasizes their growing future as an all-jet carrier while paying tribute to their rich history with traditional colors, font, and layout. ACN

“United Airline’s support and investment in the Latino Pilots Association is instrumental in educating, mentoring and influencing aviation careers and the future of aspiring professionals in this industry.” - Susan White Sr Manager - Pilot Hiring Program

“Unidos mejoramos” JOIN TODAY: www.LationPilot.org PSA and ALPA Work Together to Offer Pilots the Regional Industry’s Highest Pay

Image Provided by: PSA Airlines

Airlines, along with ALPA leadership, PSAannounced changes to pilot pay that are effective April 1, 2019. Highlights of the new pay package include: year-one First Officer pay at $50.22 per hour; $18,000 new-hire signing bonus paid over a two-year period; and First Officer and Captain wage scale adjustments to ensure team members are progressing at top-of- industry rates until the time they are eligible to flow to American Airlines.

The PSA team and the ALPA MEC worked together to ensure that the parties are jointly making decisions that work to sustain and secure PSA’s future growth and to support its team of pilots with comprehensive benefits.

“United Airline’s support and investment in the Pilots looking at PSA as Latino Pilots Association is instrumental in educating, a career option will see a mentoring and influencing aviation careers and the more valuable, stable career future of aspiring professionals in this industry.” path with compensation into the top bracket of - Susan White industry and on-par with Sr Manager - Pilot Hiring Program other industry leaders in pay. Driving structural changes to compensation is just one way to ensure PSA remains at the top of the industry to meet its pilot growth demands, which includes the commitment of operating 150 Bombardier CRJ aircraft.

Improved pay isn’t the only thing that makes PSA the best place to work for pilots to reach their career goals. With recent improvements such as industry-leading tiered premium pay which rewards pilots for productivity with accelerated pay rates for simply flying their awarded line, and flexible reserve rules that are the best in the regional industry, along with the quality of technical training, schedule flexibility, commitment to quality of life, and a true flow agreement to the world’s largest airline, American Airlines, PSA offers its pilot group the best and most rewarding pilot career path in the “Unidos mejoramos” industry. JOIN TODAY: For more information on how to join the PSA team, visit our website. ACN www.LationPilot.org May 2019 | 11 AVIATOR BULLETINS

Irving ISD Aviation Program Earns National Award Image Provided by: Irving ISD he School of Aviation Science at Irving High School is “The aviation industry is an economic driver for the among the best career and technical education (CTE) Dallas-Fort Worth metro area, and Irving ISD’s School programs in the nation! Last week, the program was of Aviation Science is preparing learners to meet the Tnamed one of eight winners - the only from Texas - in the ever-growing need for pilots and aviation techs through prestigious Excellence in Action award, which recognizes our programs of study,” says Shawn Blessing, Director of the best CTE programs of study across the country. Signature Studies for Irving ISD. “Because of our location, our students have the opportunity to learn from industry “The programs of study that we are honoring share experts and see equipment and facilities first-hand a steadfast commitment to the highest expectations for through our partnerships with leading companies in the CTE,” says Kimberly Green, Executive Director of Advance aviation industry. Learners graduate from high school CTE. “This dedication to quality and equity ensures each prepared with learner has access to opportunities that prepare them for future success in their education and career of their all of the information they need to reach their goals as choice. Today’s honorees serve as national models of what pilots or aviation techs.” high-quality CTE looks like and can achieve.” Profiles of each winner are available on Advance The School of Aviation Science received the award CTE’s website. This is Irving ISD’s third Excellence in Action in the Transportation, Distribution & Logistics Career award. The School of Law and Public Service at Singley Cluster® from Advance CTE as a result of their commitment Academy won in 2014 and the School of Culinary Arts to preparing learners in a high-demand sector through and Hospitality at Singley won in 2017. Irving ISD is the real-world, hands-on experiences, industry-recognized only district in the nation to have won three Excellence credential attainment opportunities and dual enrollment in Action awards, and this award is the only national offerings. Last year, all learners graduated high school, recognition for outstanding CTE programs. ACN and 94 percent enrolled in postsecondary education. 60 percent of learners in the program also earned an industry-recognized credential.

12 | Aero Crew News BACK TO CONTENTS The School of Aviation Science at Irving High School was named a winner of the prestigious Excellence in Action award, which recognizes the best career and technical education (CTE) programs of study across the nation. Irving ISD representatives accepted the honor at an awards ceremony held April 9 as part of the Advance CTE Spring Meeting in Washington, D.C. Pictured are Ryan Merritt, Director of Career and Technical Education for the Texas Education Agency (TEA); Shawn Blessing, Director of Signature Studies for Irving ISD; Zach Moore and Ron Bragg, Signature Studies Coordinators for Irving ISD; and Craig Heckel, Program Coordinator for the School of Aviation Science

May 2019 | 13 AVIATOR BULLETINS

Image Provided by: United Airlines Tickets Now Available for United’s New Nonstop Service Between New York/Newark and Cape Town, South Africa

nited Airlines announced tickets are now available for purchase on United.com for the first-ever nonstop service by a U.S. carrier between New York/Newark and Cape Town. United will begin three- Utimes weekly nonstop service on Dec. 15, 2019, subject to government approval.

“Our new service between New York and Cape United’s service between New York/Newark and Cape Town will enable our business and leisure customers to Town will decrease the current travel time from New choose a more convenient and seamless way to travel York to Cape Town by more than four hours and provide between the United States and South Africa,” said Jake customers from more than 80 U.S. cities with easy, one- Cefolia, United’s senior vice president of Worldwide Sales. stop access to Cape Town. “We look forward to offering our customers easier access to South Africa’s growing tourism industry and enabling “The United States is one of the Western Cape’s key business opportunities between the United States and the tourism markets and United’s new service will significantly Western Cape’s technology sector.” contribute towards growing our tourism sector as we

14 | Aero Crew News BACK TO CONTENTS EWR

CPT

welcome new visitors,” said Western Cape Provincial beauty, including its many national parks, game Minister of Economic Opportunities Beverley Schäfer. reserves and beautiful coastlines and beaches of the “The Western Cape is a global hub for technology and KwaZulu-Natal and Western Cape provinces. finance and United Airlines will enable new economic opportunities for Cape Town and New York.” United’s service to Cape Town marks the company’s 22nd new international route announced United will operate its service between New York/ Newark and Cape Town with a Boeing 787-9 Dreamliner in the last two years, including nonstop service aircraft featuring 48 seats in United Polaris business class, between the United States and Prague; Tahiti, French 88 seats in Economy Plus and 116 seats in United Economy. Polynesia; Naples, Italy; Porto, Portugal; and Reykjavik, Iceland. The Western Cape’s center of innovation and technology, Cape Town is also home to some of the Booking travel to Cape Town is also an opportunity most popular attractions in South Africa, including for United MileagePlus members to enjoy the benefits Table Mountain, Kirstenbosch Botanical Gardens and and perks of their membership. MileagePlus Premier the Victoria and Alfred Waterfront. Travelers to South and eligible United MileagePlus Chase cardmembers can Africa often begin their African journeys in Cape book Everyday Awards on flights operated by United and Town before touring the Cape Winelands, viewing United Express. If a seat is available, eligible members the African penguins at Boulder Beach or traveling have unrestricted access to book an Everyday Award, even beyond Cape Town to explore South Africa’s natural if it is the last seat on the plane. Tickets are available to purchase on United.com. ACN

May 2019 | 15 AVIATOR BULLETINS

Out with the Gold, in with the Blue United Airlines Unveils its Next Fleet Paint Design Updated aircraft livery is the next step in United’s ongoing efforts to modernize its visual brand

Images Provided by: United Airlines nited Airlines is introducing customers and employees to a modernized aircraft livery, which will bring a refreshed look to its fleet. The design is a visual representation of United’s ongoing brand evolution while staying Utrue to the history it has developed over the past 93 years of proudly serving customers around the world.

“As we improve and elevate our customer experience, direction of where we intend to go next in serving our we are changing the way people think and feel about customers.” United, and this branding captures that new spirit,” said Oscar Munoz, CEO of United Airlines. “Each The next iteration of United’s livery prominently improvement we’ve added to our service advances our features the color most connected to the airline’s core – evolution as an airline, furthering our effort to elevate blue. Three shades – Rhapsody Blue, United Blue and Sky and redefine customer service in the sky. This modernized Blue – are used throughout the design in a way that pays design, especially our iconic globe, enhances the very respect to United’s heritage while bringing a more modern best of United’s image and values while pointing in the energy. The airline is keeping its iconic globe logo on

16 | Aero Crew News BACK TO CONTENTS the aircraft tail, which represents the carrier’s expansive customers and employees see when they look out the route network of reaching 355 destinations in nearly 60 plane window at the sky. The airline’s new color palette countries. The tail will be updated with a gradient in the also includes shades of purple, which is most recognizable three shades of blue, while the logo will now appear as the color of the new United Premium Plus seats are predominantly in Sky Blue. The engines and wingtips being added to the fleet. When combined, the purple and are also being painted United Blue, and the swoop that blue tones create a soothing environment and a more customers and employees have expressed fondness for relaxed travel experience. In updating its colors, United is on United’s Dreamliner fleet will be added to all aircraft reducing the use of gold, which was added to the brand in Rhapsody Blue. United’s name will appear larger on palette almost 30 years ago. United’s new color palette the aircraft body and the lower half of the body will be can also be seen in the accent colors of the new uniforms painted Runway Gray. United’s mission of “Connecting that are being created for more than 70,000 front-line people. Uniting the world.” will also be painted near the employees. door of each aircraft. On average, United aircraft receive new paint jobs The new design features core colors from United’s every seven years. The first aircraft painted with the new updated brand palette, which was introduced last year as design is a Boeing 737-800, which will be joined by a mix a step toward updating the brand’s visual identity. Blue of narrowbody, widebody and regional aircraft with the continues to be the airline’s primary color, with various updated livery throughout the year. For more information tones creating more depth and reflecting the colors visit united.com/brandevolution. ACN

May 2019 | 17 COCKPIT 2 COCKPIT

Military to Airline Pilot 101… What to Expect in Your First Year Part Two: Into the Simulator

Written by: Marc Himelhoch

(Editor’s note: This is a continuation from Part One, Preparation and training through the oral exam, which was published in the April issue. If you missed it, you can find it here or within the entire issue from this link. There will be subsequent parts published in future issues

18 | Aero Crew News BACK TO CONTENTS Simulator Phase Take Charge of Your Own Training

Once you pass your oral, you can get into the good “Take charge of your own training,” is a phrase we stuff. The simulator phase can be a lot of fun, but it can use to preach to our students in Air Force pilot training, also be a lot of work. The keys to success are to start and it still applies as an airline pilot in training. During out ahead of the power curve and study with your sim simulator phase, you may notice that the profiles are partner. The best way to get ahead is to show up prepared. very busy. That’s because the airline will inevitably try to Knowing your flows (a logical sequence of making your way stuff ten pounds of feces into a five-pound sack, which around the cockpit switches and avionics setup for various is to say they have a ridiculously high number of training phases of flight) and callouts (challenge and response events you are required to perform in a small number of items used to ensure standardization and effective CRM) simulator sessions. There will be a lot of pressure to call on the first day of simulator phase will put you ahead of each lesson complete so you and your sim partner can the power curve and allow you to focus on the tidal wave move to the next simulator lesson. If you start to feel like of information and techniques that are about to be thrown you’re getting behind or there is a particular maneuver at you. you’re struggling with, speak up early and ask for help.

The flows and callouts are detailed in the Aircraft We had a pilot in my training class who had a single- Operating Manual (AOM), and your airline may also provide engine fighter background. He struggled with the single- training videos and other resources to help reinforce the engine V1 cut (engine failure at decision speed), and proper flows and callouts. If not, ask around from pilots the subsequent single-engine takeoff, pattern, and ILS in classes who started ahead of you and you’ll likely find approach during B-737 qualification training. The large some great gouge out there on the street. amount of asymmetric thrust and control inputs required in an airline transport category aircraft were unlike When you consider that it costs roughly $1000 per anything he had trained for previously in his aviation hour (or more depending on the aircraft type) to operate career. a full-motion airline simulator, and you only get so many hours in the simulator before your PC to complete your He confided to me that he knew he was not gaining type rating, you can start to gain an appreciation for why the required proficiency standard after struggling with your IP may quickly lose patience with you if you show the single-engine maneuvers during several simulator up unprepared for your simulator sessions. Knowing your sessions in a row, yet his IP kept progressing him to flows and callouts will allow you to quickly accomplish the next lesson with fewer and fewer simulator lessons your ground operations and get the simulator into the remaining before the type rating PC. He told me his IP gave simulated air where it belongs to maximize the efficiency very thorough debriefings and answered all his questions, of your training. yet he didn’t offer many techniques for correcting his asymmetric thrust controllability issues. Ultimately, his sim Practicing the flows and callouts with your sim partner partner (who had previous B-737 experience) worked with is the most effective way to study during the simulator him after class to help him determine that lack of proper- phase. Don’t try to go it alone. You need to shift your rudder trim and thrust setting techniques were the root mindset to the Part 121 crew concept. Studying together source of his issues. With this help, he was able to pull it and practicing flows, callouts, and avionics setup for all together just in time to pass the PC. various types of approaches will help you to learn from each other and catch each other’s mistakes. Time each The lesson for you to learn here is that he should have other on ground ops flows until you can both meet the been more assertive and taken charge of his own training. standard your IPs expect. Just like military pilot training, He knew he wasn’t meeting the standard and should have mental mission rehearsal (aka chair-flying) will pay huge requested an additional simulator session dedicated dividends in the simulator phase of training. With your sim solely to practicing single-engine maneuvers. It’s hard partner, chair-fly each phase of flight and each maneuver to admit you’re struggling in fast-paced, high-demand listed on the syllabus prior to each simulator ride. training where much is expected of you. It’s also easy to

May 2019 | 19 become complacent and convince yourself that you’re repeat any maneuver(s) that didn’t go well on the first doing “well enough” and they wouldn’t pass you on to the attempt. There is a lot of putting the simulator on freeze next lesson if you weren’t ready. Let me be clear here, if between events and repositioning for the next maneuver. you start having these thoughts, you are not ready. In the Air Force, we called this type of training, partial- task training, in that it is not designed to reflect a real Don’t be afraid to speak up and take charge of your operational flight but instead focuses on practicing or (in own training. The airline wants you to get the best training this case) demonstrating proficiency in certain skill sets. possible, but they are also under a lot of pressure to The check airman will quickly help you get the cockpit set produce the number of pilots they need to graduate each up, as it would be for that phase of flight in the real world. month. Talk to your IP first, and if you still don’t feel like He/she will give you and your partner a minute or two to you’re getting what you need, talk to the training manager. brief the approach and then ask if you’re ready to come Maybe you need a new IP who can offer some different off freeze. techniques? Everything happens very quickly, and it can be very The capstone of simulator phase is the PC and the disorienting with all the freeze, reposition, “Ready? LOE. The PC is the FAA’s blessing that you are qualified to Go!” The key to a successful PC (beyond knowing your fly every maneuver required to be officially type rated in procedures to perfection) is to slow down and don’t let that aircraft. The LOE is your airline’s blessing that you are them rush you. If you’re not 100% oriented and ready to ready to be a line pilot first officer. Both the PC and the fly the maneuver, tell the check airman you need another LOE are jeopardy events that will result in an FAA pink slip minute to cage your brain. It’s your butt on the line here, if you fail. not theirs. The other key to success is communication and teamwork with your simulator partner. You are being The PC is not designed to replicate a typical flight but evaluated not just in the Pilot Flying (PF) role, but also is a bunch of maneuvers performed in a pseudo-random in the Pilot Monitoring (PM) role. For example, don’t be fashion designed to squeeze all the FAA requirements into afraid to direct a go-around if that’s what the situation a two-hour block with a little bit of slop time left over to

20 | Aero Crew News BACK TO CONTENTS calls for. You are expected to do so as a good PM. If you What about creating more time; how can you do that? see flight parameters out of limits, make the callout. Don’t There are several ways to create time including flying a try to hide it because you think the check airman may not slower airspeed, asking for holding, requesting extended have noticed. Trust me, they see everything! vectors, and if you’re just not ready to land or the approach is screwed up, go around! After you pass your PC, you are officially type rated in the aircraft and you get to add that type rating to the As long as you work well as a crew to safely get the backside of your ATP certificate. However, don’t celebrate aircraft back on the ground and don’t violate any flight too much just yet, you still have to pass the LOE. The rules or company procedures, you can get away with a lot LOE is designed to replicate a typical line flight. Unlike going wrong with the LOE and still pass. I think our check the PC, there is no freezing the simulator during the LOE. airman used the LOE as a wake-up call for us that line Everything is treated as real starting from the moment flying can be very demanding, and we better be ready for you arrive at the simulator until you arrive at the gate anything that gets thrown at us. There is no freeze button at your destination and finish the Parking Checklist. If in the real world. As one of their pilots, the company is something occurs during the LOE, you have to react as counting on you to do the right thing and speak up when you would on the line using your crewmembers with other you see something wrong. internal and external resources. Summary They will probably throw you a simple emergency or two during the LOE to see how you handle running Airline training is intense, but it’s only six to eight the checklists, but more than likely you won’t have to weeks long. I could stand on my head in a pile of horse deal with any major, complex emergency scenarios. The poop for that long if I had to. I may not like it, but I could LOFT (Line Oriented Flight Training) is oriented more probably do it. As a military trained aviator, you’ve been toward seeing how you handle (as a crew) task loading, through a yearlong training program that was every bit as additive conditions (weather, degraded systems, etc.), and intense, if not more so, than airline training. You should be distractions while continuing to accomplish all normal able to handle this without much problem. procedures. Hopefully, this article has given you a deeper insight There are a few keys to success on the LOE. First, into what you will face in a Part 121 airline-training don’t let the scenario rush you into making mistakes. The program. It is intensive training, but certainly not check airmen, acting as various other ground and flight insurmountable. Once you get into a groove, it can even crew members including flight attendants, operations be quite enjoyable, but the way to reach that Zen-training agent, ground crew, and maintenance personnel, will try state of mind is to show up prepared and get ahead of the to create a sense of urgency to get the jet off the gate game. on time. Don’t fall for it! Handle each distraction as it happens but don’t push back until you are ready when all In future articles we’ll address some of the challenges flows, briefings, checklists, and paperwork are complete. that await you once you get out on the line. Until then, If that means you push back late, so be it! happy landings and blue skies, my friends. ACN The second key to success is learning to balance cockpit task management by either reducing the number of tasks that need to be accomplished and/or creating more time. So, how do you do that? Use your resources! If you are the PF, focus on flying the aircraft as your number one priority. Hand off tasks to others as appropriate for About the Author the scenario, “Hey Jim, contact dispatch and have them get us weather for a divert to Birmingham along with fuel required.” The captain will ultimately be responsible LT COL Marc Himelhoch, USAF (Ret), is a for ensuring the plan that dispatch provides makes Southwest Airlines pilot with over 5,000 sense, but at least you’ve bought some time to think by hours of flight time. He graduated with offloading the number of tasks required of the pilots for honors from ERAU in Daytona Beach, the moment. Florida, earning a masters degree in aeronautical science. Read More...

May 2019 | 21 o a

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We’re Going to Need Better Resolution!

Written By: Anthony Lorenti

ave you ever tried using your airborne weather radar at 300 NM range? Were you able to make sense of the convective picture around your destination airport? That’s what resolution is all about. When it comes to flying around thunderstorms, detail is everything. HThe more you know, the better and safer your decisions can be, but you need detail. Resolution is that detail. You need to know if that blob on the 300 NM range is on the airport or 20 miles away from it, for example. That information will help you determine how you will proceed.

24 | Aero Crew News BACK TO CONTENTS The subject of resolution is very important in the general matter of thunderstorms – including use of the Not for pilot use? radar. Here, I will discuss better resolution in terms of thunderstorm forecast and leave the all-encompassing Embedded in the explanation of these described subject of resolution and use of radar for future articles. weather products is an important point. Technically, But, let’s keep thinking about radar and resolution. they are primarily used by air traffic managers for traffic flow planning. Clearly pilots are not air traffic managers Last issue, I encouraged you to utilize the Storm responsible for setting flow rates into major terminals, but Prediction Center’s Day 1, 2 and 3 Convective Outlook we are affected by these decisions (reroutes/delays). Yet, product. As a reminder, it can be found on the www. they are there for all the world to see – and that’s you and aviationweather.gov website under the convection me! It behooves us to know what’s going on! If air traffic tab. Recall that this product is a pictorial and textual managers think this stuff important, we should too! description of broad areas of expected convection. It is most certainly a “bulls-eye” of where you might find the The aforementioned thunderstorm outlooks are, bad stuff (and thus want to avoid). This said, and despite by no means, inflight decision tools. You shouldn’t be its high accuracy and reliability in doing what it advertises, cancelling a flight based on these forecasts. That’s the it lacks the specificity or resolution to pinpoint where job of managers and dispatch. What you should be doing exactly thunderstorms will form. Rest assured, nothing can is equipping yourself with the knowledge necessary to predict perfectly where storms will be, but we’re getting make safe and possibly proactive inflight decisions. These close! forecasts are your tools. Forewarned is forearmed.

Traffic Flow Management Convective If I were to make a suggestion Forecast If you pull up these forecasts and don’t like what you see, give dispatch a call and suggest a reroute. If www.aviationweather.gov/tcf the current radar is showing what your various weather Under the convection tab of www.aviationweather. forecasts predict, dispatch will work with you. Don’t gov, you will find a panel for the Traffic Flow Management necessarily ask for a reroute around an expected area (TFM) Convective Forecast. I will leave the description of convection, ask for a reroute around an area that is of the TFM/TCF to the experts who were nice enough beginning to look threatening. In other words, when to provide such under the “info” link. It’s a pictorial the radar is beginning to flare up, just as the various forecast that highlights expected areas of convection. In a forecasts predicted, that is the most opportune time to hexagonal (box) and hatching technique, lines or clusters do something – before you’re flying with your tail between of TSRA (terminal radar service areas) are shown. This your legs, getting kicked around and watching your fuel product begins to refine the picture of convection (the one disappear. Avoid these problems beforehand! Also, when predicted by the Convective Outlook) for a given period. you’re running for cover (actually in flight) it certainly Another way to look at things is that the TFM/TCF is a helps to know where the convection-free areas might be. forecast of ‘future convective’ SIGMETS (WST). Safe havens are always cool with me. In Summary Enhanced Convective Forecast Product www.aviationweather.gov/convection www.aviationweather.gov/ecfp In my opinion, the three forecast products I’ve An additional product that you can use in tandem described are excellent tools for pilots to use toward with the TFM/TCF for pre-flight planning and decisions the goal of safety. They are simple to understand and is the Extended Convective Forecast Product (ECFP). The very accurate. A picture is worth a thousand words, thumbnail for this panel is adjacent to the TFM/TCF panel. but the thousand words that come along with the pictorial representation of storms is very worthy of our The ECFP is a further refinement of the upcoming consideration – not just for “barroom knowledge” but for convective picture that the TFM/TCF provides. Again, there well-intentioned, pre-flight decisions. After working with is a thorough description of this forecast under the “info” these tools, you may find your awareness, interest and link. It accomplishes a far better and more descriptive respect for weather increase! ACN explanation about this product than I can ever hope to provide. Overall, where the TFM/TCF picture was a pretty good picture of expected storms, the ECFP is an even better picture. About the Author

I highly encourage you to ‘click and play’ on both of these products and respective links. Pay particular Anthony Lorenti is an ATP, CFI, Fire Fighter attention to the forecast periods (valid time, etc.) and and EMT with a Bachelors degree in don’t just visit this page once, particularly if your day is Business Managament. Read More... starting early and have five legs.

May 2019 | 25 FITNESS

Mitigated Speech on the Flight Deck The potentially disastrous implications of keeping your language in check.

Written By: Nathan Racine, MSc Psychology

ou were just pulled over for speeding. The officer is at your car’s window and he asks, “Do you know how fast you were going?” What would you say? You probably would not you say, “I was going exactly 51 in a 30. I know this because I do it very Yfrequently on this road.” More than likely you would say, “I am sorry officer, I guess I wasn’t paying very close attention. I apologize if I was speeding.”

26 | Aero Crew News BACK TO CONTENTS Likewise, a weary pilot wouldn’t call a flight attendant rotational speeds between on the instruments for the left over the PA and say, “Greg, coffee now!” They would and right engines. At 15:53 First Officer Pettit was recorded probably wait until Greg checks on them and say, “Hi Greg. saying “Boy, it’s a losing battle on trying to de-ice these If you do have a moment, do you mind also getting me a things. It just gives you a false sense of security, doesn’t cup of coffee? I would really appreciate it.” it?” Finally, at 15:57, Air Florida Flight 90 was cleared for takeoff. Weather conditions were now marginal. Controls When we communicate, seldom are we direct. We were transferred to the first officer, while Captain Wheaton often use what social psychologists call mitigated speech. set takeoff thrust. By 16:00 the aircraft was rolling down That means we mollify or temper the true meaning of a the runway. After power was set, Pettit voiced his next sentence to be polite or deferential to authority. Speech concern with the words “God, look at that thing. That don’t mitigation is polite. It is a social custom. Yet, on a flight seem right, does it? Ah, that’s not right.” He is believed to deck, it can also be detrimental. have been referring to the airspeed indicators, to which the captain replied with a straightforward and rigid, “Yes it is.” Pettit contends, “Naw, I don’t think that’s right. Fatal Flight 90 Ah, maybe it is.” Captain Wheaton called out 120 knots. First Officer Pettit hesitated and replied, “I don’t know.” January 13, 1982 – A heavy snowstorm greeted eager A moment later, Captain Wheaton called out “V1, V2,” passengers at Washington National Airport. The airport signaling the first officer to rotate the B737 into the air. had closed briefly but would reopen soon. Passengers of The aircraft slowly climbed. The cockpit voice recorders Air Florida Flight 90 were patiently waiting while Captain captured the sound of the stick shaker immediately after 1 2 Larry Wheaton and First Officer Roger Pettit , both very liftoff, signaling an aircraft stall. A second later, First experienced, walked down the jet bridge onto their Boeing Officer Pettit is heard saying, “Larry, we’re going down. 737-200. Neither had any idea that the way they talked Larry,” to which Captain Wheaton dishearteningly replies, to each other, combined with the following series of “I know.” The cockpit voice recording abruptly ends. unfortunate events, would lead to their devastating fate. Air Florida Flight 90 flew only 4,000 feet from the The Air Florida disaster unfolded almost methodically. end of the runway before colliding with D.C.’s 14th Street Wheaton and Pettit called for clearance at 13:59. Bridge over the Potomac River. The aircraft hit numerous Washington National Airport was scheduled to reopen cars, slid into the frozen river then rapidly sank below at 14:30. Around that time, Captain Wheaton requested the surface. Fatalities included 70 passengers and 4 crew to start the de-icing procedure. Outside, it was still members. First Officer Pettit and Captain Wheaton did not snowing. The de-icing crew reported prior to de-icing, that survive. Four people in cars on the bridge died. The crash the aircraft was covered in a half inch of snow. Around resulted in the deaths of 74 adults and 4 infants. It was a 15:10, the de-icing procedure was completed. By then, catastrophe. It was “The Disaster on the Potomac.” Washington National was now covered in about two to three inches of snow. When the Captain asked the station Concerns manager if the wings were snow-free, the station manager replied they were covered with, “Only a light dusting.” One The CVR (Cockpit Voice Recorder) was recovered by minute later, at 15:16, the first officer called ground for the NTSB (National Transportation Safety Board). During pushback and got approval. The first problems occurred the taxi, First Officer Pettit can be heard voicing his right away. First, the tug struggled to push the aircraft concerns about the weather four times and the engines’ back. It simply could not gain traction in the snow. It indications once. During the takeoff roll, and prior to V1, took over 20 minutes until the ground crew announced he stated his concerns over the aircraft’s speed twice. the completed pushback. Second, amidst the pushback Each time, Captain Wheaton seemed either to fail to checklist, the captain failed to turn on the engine anti- understand or to address First Officer Pettit’s concerns. ice. Snow continued to fall. They began a long taxi for Why did Flight 90 even attempt a takeoff, let alone not departure. A full 30 minutes after the de-icing procedure, abort prior to V1? Why did Captain Wheaton not act on First Officer Pettit was recorded by the aircraft’s cockpit First Officer Pettit’s observations? voice recorder, saying, “It has been a while since we’ve been de-iced.” Only a few minutes later, First Officer Pettit The investigation concluded that the weather, ice stated, “This one’s got about a quarter to a half an inch [of on the aircraft, and the failure to activate the engine’s snow and ice] on it all the way,” referencing the wingtip anti-ice as factors contributing to the crash. It took 11 on his side of the aircraft. One minute later, First Officer years before a team of linguists and social psychologists Pettit asked captain Wheaton, “See the difference between published one of the first studies on what is now known the right one and the left one? I don’t know why they as mitigated speech which has helped us understand why are different.” First Officer Pettit noticed a difference in Captain Wheaton did not respond to First Officer’s Pettit concerns.

May 2019 | 27 Research

In 1993, a paper titled “Efficient Decision Strategies on the Flight Deck” was published by the NASA Ames Research Center in which the social phenomenon (that would come to be known as “mitigated speech”) was first discussed. Mitigated speech is, by definition, downplaying a concern or situation. It is indirect speech. Mitigated speech is when we downplay, mollify, or pacify the meaning of a message. It is essentially the proverbial act of “sugar coating” a statement. We mitigate to be polite, or if we are being deferential to authority. We are hoping the person with command authority will act appropriately or in our favor. The researchers demonstrated specifically that when pilots mitigate speech in certain roles and situations, the results could be life-threatening.

To demonstrate mitigated speech, researchers Ute Fischer and Judith Orasanu presented the following scenario to a group of captains and first officers.3 How would you reply?

While cruising in IMC at FL 310, you notice on the weather • Commands: “Turn 35 degrees right.” radar an area of heavy precipitation 25 miles ahead. First Officer Henry Jones, who is flying the aircraft, is • Crew Obligation Statements: “I think we need to maintaining his present course at Mach .73 even though deviate right about now.” embedded thunderstorms have been reported in your area and you encounter moderate turbulence. • Crew Suggestions: “Let’s go around the weather.”

You want to ensure that your aircraft will not penetrate • Queries: “Which direction would you like to this area. Please write out verbatim what you would say deviate?” to F/O Jones. • Preferences: “I think it would be best to turn left, Pilots’ responses were assigned to eight classes of you?” communication that differed in terms of their focus, explicitness and directness.4 • Hints: “That return at 25 miles looks mean.”

28 | Aero Crew News BACK TO CONTENTS Sequentially, each of the examples of answers is How would the outcome have been different if First more mitigated than the one before it. A command is not Officer Pettit had spoken in a commanding, unmitigated, mitigated, it is direct and requires action. A hint is the manner? During the taxi, what would have happened if most mitigated response. A hint draws minimal attention First Officer Pettit had said “We are going back and de-ice to a concern, expressing a mere hope that a person with again.” Or, instead of saying “I don’t think that’s right,” authority will act to resolve it. According to the study, the he had said, “Abort the takeoff!” First Officer Pettit knew overwhelming majority of captains choose the command. what was happening was not safe nor right. He was simply First officers on the other hand, choose the most unable to word it properly, which resulted in the loss of 78 mitigated reply possible: the hint. In conclusion, captains lives, including his own. were direct and commanding, while first officers mitigated their speech as much as possible. What does this all mean to you? The fact that first officers so frequently elected to hint is alarming. A hint is extremely difficult to decode. Today’s Crew Resource Management (CRM) classes When someone is distracted, a hint is hard to detect. It are all about learning how to communicate effectively. beckoned social psychologists to reexamine the transcript Is your crew mitigating their speech? If you suspect so, from Flight 90. inquire further until you feel you fully understand what your captain, first officer, dispatcher, flight attendant, or purser is telling you. In a hierarchically related setting, it is Psychologist’s view on Flight 90 incredibly important to speak as clearly and as concisely as possible. It is good to be polite when time permits but When the NTSB listened to the cockpit recordings be direct when this doesn’t generate action. There is no from Air Florida Flight 90, they heard First Officer Pettit room for subtleties in pressing safety situations. raising numerous concerns and “red flags.” Each appeared to be ignored. When Malcolm Gladwell, the author of the Air Florida Flight 90 exemplifies how important it is New York Times bestseller Outliers (subtitled, The Story for flight crew members to be direct. Mitigated speech, of Success), read Flight 90’s transcript, all he read were however respectful or polite, is dangerous in a dire or “hints.” escalating situation. Effective communication, with an awareness of the consequences of speech mitigation is If a Captain were focused on taxiing, getting a slot, critical when operating in a safety-sensitive environment. and making up a delay, would he be able to decode a ACN hint? Likely not. First Officer Pettit hinted. Unfortunately, Captain Wheaton did not pick up on that.

• “Boy, it is a losing battle for trying to de-ice these things, it just gives you a false sense of security.” About the Author This was a hint.

• “That does not look right.” This was a hint. Nathan Racine is a pilot for a U.S. airline and the Marketing Director for • “This one’s got about a quarter to a half an inch Pilot Fitness and the Aero Crew brand. [of snow or ice] on it”. This was also a hint. Read more..

1 Captain Larry Wheaton was a 34-year-old airline veteran. He had 8,300 hours. Like most captains, he was a first officer with the airline before he was upgraded. His leadership style was described as laid back and approachable. 2 First Officer was Roger Pettit was 31 years old, just slightly younger than Captain Wheaton. Pettit was an Air Force veteran. He flew in the Air Force as a fighter pilot. Prior to joining Air Florida, he was also an examiner and instructor on the F-15. He had 3,353 hours. He had flown nearly 1,000 of those hours with Air Florida.] 3 Cultural Diversity and Crew Communication, Ute Fischer, LCC, Georgia Institute of Technology, Atlanta, GA 30332-0165, USA Judith Orasanu, NASA-Ames Research Ctr., MS 262-4, Moffett Field, CA 94035-1000, USA. Paper presented at the 50th Astronautical Congress in Amsterdam, Oct. 1999. Copyright © 1999 by the authors. Published by the American Institute of Astronautics and Astronautics, Inc., with permission. Released to IAF/IAA/AIAA to publish in all forms. 4 Blum-Kulka, S. House, J. & Kasper, G. (Eds.) (1989). Cross-cultural pragmatics: Requests and apologies. (Advances in Discourse Processes: Vol. 31). Norwood, NJ: Ablex Publishing.

May 2019 | 29 MONEY

Knowledge Is Your Power Tool Gain empowerment through understanding history, terms and tools

W r i t t e n B y : Ja m e s C. K n a p p, a i F ®

lmost half way through 2019, we have celebrated what you think is an appropriate manner to proceed. Women’s History Month (March) and Earth Day (April 22). According to www.WomensHistoryMonth. I believe having applicable insight will better enable Agov, we celebrate and recognize “the great contributions you to make smart decisions with your money, thus that women have made to our nation.” According to www. creating a lifetime of financial confidence. I believe this History.com, Earth Day is an annual event where various is vital as you will find cogent arguments for strategies events worldwide are held to demonstrate support for recommended to you. It is your responsibility to fully environmental protection. Society teaches us to value appreciate the pros and cons of each and work through those we commemorate. We honor the fruits of women’s them to decide which is best suited to you. accomplishments and the essential protection of Earth’s life sustaining qualities. Many news outlets, as well as market strategists, discuss the yield curve. They also reference the inverted Appreciating historical context leads to better yield curve. The yield curve is the difference between understandings. While you may wish to seek tangible ways the interest rates on the shorter term United States to protect and preserve the Earth’s environment, or to government bonds and longer term United States learn more about women’s historical contributions, your government bonds. noble intentions may become absorbed by life. Typically, in a healthy economy, the rates of long-term I suggest learning how to protect your hard earned, bonds will be higher than on short-term bonds. The extra investable assets is equally important. We can all agree yield (interest) is to compensate for the likely risk that that the lack of knowledge may lead to making poor economic growth will have due to an increase in prices investment decisions. Information helps guide you to (inflation). develop your own practical investment process in which you understand and appreciate the varying dynamics and New York Federal Reserve President John Williams said possible outcomes. You will be able to derive your own the yield curve inversion is “a powerful sign of recessions.” opinion on the economy, investment opportunities, and According to research from the Federal Reserve Bank of

30 | Aero Crew News BACK TO CONTENTS San Francisco, every recession of the past 60 years has been preceded by an inverted yield curve.

A resource I have used for yield curve data is from the Federal Reserve Bank of St. Louis (https://fred.stlouisfed. org/graph/fredgraph.png?g=mMGv). Per its title, this resource will chart the “10-year Treasury Constant Maturity Minus 2-year Treasury Constant Maturity” as of February 7, 2019.

(Shaded areas represent U.S. recessions; Source Federal Reserve Bank of St. Louis)

You also may read or listen to various news outlets debating whether the United States economy is currently in, or will be entering, a recession. I believe this may be missing the most important point. Going back to World War II, LPL Financial Research found that there have been 14 bear markets, with seven taking place during a recession and seven without an accompanying recession.

May 2019 | 31 Current events can also impact your investment Finally, Europe’s economic surprise indexes have lagged portfolio. I believe your investment strategy may need to far behind those in the U.S., Japan and China in recent account for them due to market and political implications. months. These range from increased trade risks, potential future government shutdowns, troubling headlines on St. Louis Federal Reserve President James Bullard, geopolitical issues, global growth slowdowns, etc. Some a Fed voting member, said in a speech on February 7, examples to keep in mind may be: 2019 that the Fed must “tread carefully” in future policy changes, and noted that he views inflation-adjusted rates The recent, record setting 35-day government as “a little bit restrictive” at this point. shutdown, which temporarily funded governmental operations until February 15, 2019. I hope this article gives you a good start toward building your knowledge base focusing on preserving Thursday February 7th, 2019, President Trump indicated your hard earned resources. I believe that when one has he does not plan to meet Chinese president Xi Jinping a voice, options, information and a community in which ahead of the March 1 trade deadline. to learn, they are able to make smart decisions with their money, thus creating a lifetime of financial confidence. The United Kingdom’s scheduled exit from the European Union, Brexit. If you seek clarity in developing your investment The European Commission cut its GDP growth forecast process, please email JAMES.KNAPP@KNAPPADVISORY. for 2019 from 1.9% to 1.3%, warning that Brexit and China COM or view more educational resources at www. may worsen the outlook. Italy’s revision was the most KNAPPADVISORY.com. ACN negative, from 1.2% to 0.2%. The latest data told the same story, as industrial production in Germany contracted in About the Author December by 0.4%, versus expectations for 0.8% growth, suggesting the country may have entered a technical recession in the fourth quarter. In addition, the Bank of James C. Knapp founded Knapp Advisory England cut its U.K. economic growth forecast for 2019 Group to help professionals and retirees from 1.7% to 1.2% and noted that Brexit risk had risen. make informed desisions with their finacial affaris. Read More...

Securities and advisory services offered through LPL Financial, a Registered Investment Advisor, Member FINRA/SIPC

Authors note: The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual. All performance referenced is historical and is no guarantee of future results. All indices are unmanaged and may not be invested into directly.

The Standard & Poor’s 500 (S&P 500) is an index of 500 stocks seen as a leading indicator of U.S. equities and a reflection of the performance of the large cap universe, made up of companies selected by economists.

The Bloomberg Barclays U.S. Aggregate Bond Index is a broad-based flagship benchmark that measures the investment grade, US dollar-denominated, fixed rate taxable fixed income.

32 | Aero Crew News BACK TO CONTENTS PROFESSIONAL PILOTS OF TOMORROW Free mentor program • Unbiased info • Connect to a growing network Professional Pilots of Tomorrow is a mentor program comprised of volunteers and designed to assist up-and-coming pilots make informed decisions regarding which regional airline will best suit their needs.

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

We’ve created an environment where aspiring pilots are well prepared to make the critical early career and lifestyle choices unique to the aviation industry. JOIN US! Visit our website, and fill out the “interested pilot” form www.theppot.org [email protected] May 2019 | 33

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

How Networking Can Make or Break You Think before you “click” Written By: Matthew Rutowski

e’re all very concerned about keeping up a social presence, ensuring that we maintain a level of exposure both in and out of our niche networks. After all, it’s important to be seen, isn’t it? Well, that Wdepends – on a lot.

Anyone who runs a business, sells a product or Everyone Has a Brand provides a service will tell you that your image is your brand. You have to put in hard work every day to promote, You need to be “seen” to draw attention to your preserve and improve your brand. It’s more work than a product, brand, podcast, online store, and of course, to full-time job, or so it would seem. yourself. Exposure spreads like wildfire for the simplest of reasons, so why not try to capitalize on that as a With ease-of-use built into each platform and professional. You need to make sure you keep it exactly medium, it can be effortless to share, post, pin and glorify that – professional. the daily progress you achieve in pursuit of whatever your heart desires. Sometimes, it’s too easy to also give

34 | Aero Crew News BACK TO CONTENTS off the wrong impression. All too often, it takes less than declaration, “You are only as good as the company you five minutes to scroll through the feed on your medium of keep.” Different cultures have their own iterations for that choice and bear witness to anything from a self-inflicted cliché all of which reinforce the basic idea. In Spanish, for character assassination to all-out brand suicide. example, “Dime con quién andas, y te diré quién eres,” translates to, “Tell me who you hang out with and I’ll tell Do not be mistaken – Social media can hurt just as you who you are. If we are judged by the company we quickly as it can help. I wonder when we’ll begin to see a keep, then why are we so quick to open our circles without surgeon general’s warning and roadside billboards with a conscientious vetting first? the phrase “Social Media Kills.” Within our own small aviation industry, it is entirely probable and often commonplace to fly across the United Playing Defense States and hear three or four familiar voices on the frequency that you “know.” Let’s not forget about all of As important as it is to promote your brand, it’s the acquaintances you may run into at either airport on arguably more important and harder work to protect each end of your journeys. If you don’t know the person your brand. You often hear statistics thrown around like, standing in front of you, chances are even better that you “Experts suggest it takes ten to 15 five-star reviews to have some sort of mutual connection. Part of protecting balance and eventually negate a single harsh complaint or your brand is knowing how you project your own image criticism against a business or product.” While I can’t seem and how it will be perceived. One’s perception is their to find a source on quantifiable numbers and data such as own reality. It will be a lot tougher to change someone’s this, I can’t say I’d be surprised if it were entirely accurate. mind after they’ve made it up. You don’t want to find Think about the process of picking a restaurant to grab a yourself inadvertently endorsing someone or something bite to eat. You browse between Google, Yelp, your friends that makes headlines in all the forums and crew rooms and relatives, advertisements or even appearances before tomorrow. Discretion is your friend and yours alone to finally deciding what to eat. You hear a bad review and hold. Use it wisely. almost immediately you take that option “off the table.” Why would this be any different when considering your own appearance and “self-brand?” A farmer’s crops die Risk Versus Reward without constant care and attention to detail, and without the same approach and attitude, your brand will too. Now that we’re all paranoid about our online personas, let’s take a minute to remember and appreciate I am not recommending that you remove yourself why we subject ourselves to this seemingly ridiculous from an online presence – not at all. You can’t defend stress and anxiety. The power on an effective social yourself in a fight if you don’t show up. No, don’t bury your presence and personal brand can go hand-in-hand with head in the sand while the nuclear fallout surrounds you. I the power of the cyber-universe. The ability to promote can’t imagine it would be good for one’s health. positive, professional networking is game changing. Introducing yourself online and making that initial Instead, I would say it is imperative to keep a prudent connection is sometimes the beginning of a fruitful watch on the events in both the physical and cyber professional period. We make connections both virtually networks around you. Make it a point to check, double and eventually personally which open doors to an check and repeat before you press “send,” “post,” “share,” abundance of opportunity. Word of mouth is often the or whatever the command may be. It could mean the strongest letter of recommendation. difference between whether or not you get the event invitation, receive that recommendation or referral, are Use the force wisely, young Jedi. ACN offered, or worse yet, are dismissed from your dream job. If not now, it could catch up with you down the road. Have you ever scrolled back a few years on your social media or done a quick 10-minute Google search with your name to see what’s held in the strong clutches of the interwebs? About the Author Birds of a Feather Flock Together Matthew J. Rutowski is an entrepreneur, In addition to monitoring what you post, it’s equally professional pilot mentor, aviation business as important to monitor your audience. Growing up, consultant and Part 91 Captain on Falcon our parents and mentors reminded us with dogmatic 2000 EASy and Citation XLS jets.. Read More...

May 2019 | 35 FEATURE

Meet the Latino Pilots Association – and Camila Written By: Jerry Dooyes and Camila Turrieta Images Provided by: Latino Pilots Association

36 | Aero Crew News BACK TO CONTENTS there is a Latino Pilots Association,” is the answer to the question we hear most often. In four years, we’ve grown from a small group of five pilot-volunteers, into a nationwide organization of approximately 400 members, with regional directors leading teams in South Florida, North “YesFlorida, Puerto Rico, Houston, Denver, Los Angeles, San Francisco, Seattle, and New York. The Latino Pilots Association (LPA) is more than just an all-inclusive minority organization. Although we provide a platform for Latino pilots to gain more visibility within their profession, we are more concerned with our actual volunteer efforts. You do not have to be Latino to join provided you support the cause of mentoring future generations of professional pilots, regardless of race, color or ethnicity. If you fly by our values and believe in our mission, then we could use your support. To join, visit: www.Latinopilot.org

The LPA also fosters the belief that if volunteering is important to you, there is always time and we have incredible stories from within our own ranks. Here, I’m happy to introduce you to one of our newest Regional Directors, Camila Turrieta. Prior to her service in the LPA, Camila held official positions with Women in Aviation International and The Organization of Black Aerospace Professionals (OBAP). Still an active coordinator at OBAP, Camila heads their Aerospace Career Education camp in New York. She is a true leader and an inspiration to many. She has twice been recognized by Presidents George W. Bush and Barack Obama receiving the President’s Volunteer Service Award, an accomplishment that requires over 4,000 hours of community involvement.

We are beyond thrilled to have Camila on our team and look forward to her work in the New York area. We would also like to thank Aero Crew News for providing a spotlight this month with the opportunity to recognize one of our greatest LPA contributors, Camila Turrieta.

Jerry Dooyes

President, Latino Pilots Association

May 2019 | 37 Hello readers! My name is Camila Turrieta, but I also write on behalf of my husband, Gabriel Mercado. Gabriel and I are both first officers with JetBlue Airways and have recently been named regional directors for the Latino Pilots Association (LPA) in the New York area. As part of LPA, we have set many goals to achieve for our region over the next few months. Our three biggest goals in the New York region are to increase awareness of the LPA to the broader aviation industry, recruit new volunteers and members to the organization, and to reach hundreds of students in the region by exposing them to our profession. It is our firm belief that mentoring students is a great way to impact the supply of pilots for future generations. We hope to instill in them the same passion and dedication we share for our careers today.

Gabriel and I met while we were both students in the Aviation Academy at August Martin High School in Jamaica, Queens, New York. We had both developed an interest in aviation while we were young. My passion for aviation stems from a flight I took as a young child from Chile to New York. Gabriel’s spark was kindled when he traveled back and forth between New York and Puerto Rico to visit family. As high school students, if we were able to maintain an 85% cumulative grade-point average, we

would be afforded the opportunity to fly every Thursday with the aviation academy affiliated with our school. Through this program, my husband was able to solo when he was just 17 years old.

Gabriel moved onto college, but one afternoon during my senior year, we reconnected at our local airport. At the time, he was finishing his Certified Flight Instructor Certificate, and during a visit one day, he asked if I would continue flying after high school. My response should not have surprised him as it was a resounding, “Yes!” After graduation that summer, I became Gabriel’s first flight student. (He would go on to train me from my Private Pilot Certificate all the way through my CFI.) In the fall, I began college at the very same aeronautical institution Gabriel was attending, Vaughn College of Aeronautics and Technology in Flushing, Queens. After five years of dating, at my master’s degree graduation from Embry-Riddle Aeronautical University in Daytona Beach, Fla., Gabriel got down onto one knee and asked me to be his wife. As he asked, I had an immediate flashback to all of the years I had known Gabriel and what we had accomplished and gone through together. You never really understand the importance of a soulmate until you meet them. When you

38 | Aero Crew News BACK TO CONTENTS both share a common passion or interest for things that you love to do together, it makes it all the more special. Our common passions and resounding themes are family, aviation and volunteering. As long as we are able to balance these things in our lives, our circle is complete.

Giving back and volunteering are especially important to us. During our time at Vaughn College, we both developed a keen interest in donating our time to help mentor and speak with middle and high school-aged students. We were once inner city school kids and knew how hard it was for us to achieve our goals, mostly due to lack of proper mentorship and guidance. We have taken it upon ourselves to help close this gap and give inner city school students presentations and guided discussions on the topics of the aviation industry and STEM-related careers. We believe that in order to connect with students who may not see an avenue away from the path they are on, from the bad neighborhoods where they live, or from

May 2019 | 39 the negative influences they have, it is necessary to share are first-generation American college graduates and first- our stories and our working relationship. We give them generation professional pilots. something familiar, from a perspective they can relate to on many levels. This philosophy aligns with the mission of Over the last several years as LPA volunteers, we the LPA. have found that the most effective way to get through to the youth of today is to share your story. We are I have always shared my story – how an all storytellers, but the story of your life is one of the undocumented seven-year-old girl from Chile, came to most important to tell because each of us has a broad the United States with her parents aboard a LAN Chile spectrum of life experiences that may be relatable to a flight with hopes and dreams of a better future. At the student in need of guidance. Students can learn from time, Chile was reemerging as a democracy after a 17- both our successes and from our failures. We have all year dictatorship. My grandmother had urged my parents failed from time to time, but it is how we react and carry to seek a better future by moving to the United States, ourselves afterward that determine our true character. believing that the socio-economic factors in Chile were It is important to share our stories so that students can not suitable to raise a family and could have negatively draw from our experiences to realize that obstacles will affected our future well-being. I share my personal always be present. Our personal examples are proof struggles of obtaining green card status and paying my positive that one can overcome life’s challenges through way through college and flight school without financial hard work, dedication, support from family and friends, assistance. I speak about the jobs I have held prior to my and most importantly, never forgetting where they came career in the airlines which include working as a cashier from. Remind your audience that one day they will be at a supermarket, cleaning houses with my mother on standing where you are, sharing their journey with the weekends, and working again as a cashier at the local next generation. Help them envision it and their path into mall. Most importantly, we also share how Gabriel and I the cockpit will become clearer.

40 | Aero Crew News BACK TO CONTENTS The students we speak with are mostly minorities who you to take the time to join this organization and help need positive mentorship in order to help them achieve mentor our youth. You do not have to be Latino to join their goals. Through the LPA, we can help them accomplish or support our mission. I challenge you to make the time this. When they see someone who looks like them, and effort to reach out to at least ten kids this year. It can Hispanic pilots in Jetblue uniforms, they immediately pay be as simple as a flight deck tour. That alone may inspire attention and become interested in our stories. There is ten future aviators, mechanics, dispatchers, air traffic a special connection and engagement that comes from controllers, etc. Gabriel and I will continue to balance our hearing “someone like you” share their experiences. The relationship between flying the line, teaching at Vaughn LPA is an all-inclusive organization, but we do notice College, and being new parents to our baby boy, Laurence. special attention being paid to our presentations by the Somehow, we still find time to volunteer, raising awareness students who identify as Latino. There are many paths and providing positive mentorship – something we believe into the world of aviation and we lay those out. We is necessary to secure and improve the future of our exemplify the possibilities, but we advise that it is up industry. We are excited about our new positions with the to them to heed the guidance and to remain connected LPA and look forward to many years of creating a network through continued mentorship. in the New York area so that others may benefit from the collective experience that is the Latino Pilots Association. We believe having a mentor is an essential part of the ACN development of a child during the early years of their life. My mentor in aviation, who later became my husband, allowed me to see my possibilities as a pilot. Gabriel showed me what the aviation industry had to offer, and I immediately fell in love. If it were not for his mentorship and guidance, I would not be in the position I am today, and I would not be a part of the mere 5% of female pilots worldwide. Part of our goal in raising awareness is to About the Author provide exposure to our industry – regrettably, on that lacks diversity. Camila Turrieta is a the NYC Regional Think about your childhood. We have all had help Director for Latino Pilots Associtaion and a along the way. Who were your mentors? Who helped you First Officer for JetBlue. Read More... achieve your professional success? I encourage each of

May 2019 | 41 THE GRID Mainline Airlines

he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can Tchoose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!

FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) Highlighted blocks indicate best in class. (Hourly) accrual employee pays Legacy Airlines American Airlines Group I $104.93 $90,659.52 $153.65 $132,754 *Accumulated time can only be used (American) for the year after it is accumulated, Group II $160.28 $138,481.92 $234.67 $202,755 1-5 = 21 Days except after first six months you may 6-15 = 1 5 H/M* Blue blocks indicate recent updates Group II $170.27 72 $147,113.28 $249.30 $215,395 use up to 30 hours. **January 1st sick additional day Max 60** accural either goes to long term or Group IV $200.20 $172,972.80 $293.11 $253,247 per year gets paid out to the pilot. See sectoin Group V $210.20 $181,612.80 $307.76 $265,905 10.B for more information. Contract 2015, as amended 3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B

Airline name and ATC call sign Alaska Airlines 0-1 = Days* *New hire pilots receive 1 vacation (Alaska) 1-4 = 15 Days day per every full month of 5-8 = 21 Days > 5 Yrs - 8% employment. 9-12 = 24 Days 5.5 H/M 5-10 Yrs - 9% B737 $143.32 75 $128,988 $213.26 $191,934 0% 20% 13-19 = 30 Days Max 1000 10-15 Yrs - 10% 20-24 = 35 Days + 15 Yrs - 11% 25-30 = 40 Days >31 = 41 Days 3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended Gray blocks indicate source of data or date Delta Air Lines 747, 777 $184.59 $159,486 $270.25 $233,496 International pay override is $6.50 for (Delta) CA and $4.50 for FO. Section 3.C, data was obtained 3.C.1 indicates contract 787 $176.83 $152,781 $258.90 $223,690 *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 767-4, A330 $174.35 $150,638 $255.28 $220,562 1 Yr = 50 section see contract for more information 80. 767-3,2, B757 $154.50 $133,488 $226.21 $195,445 2 Yrs = 75 3 Yrs = 100 B737-9 $148.93 $128,676 $218.05 $188,395 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 B737-8 & 7 $148.93 72 $128,676 $216.92 $187,419 0% 15% 22% 12-18 =28 days 6 Yrs = 170 A320/319 $142.96 $123,517 $209.31 $180,844 19+ = 35 days 7 Yrs = 195 Sample only; refer to adjacent pages for actual information8 Yrs = 220 MD-88/90 $140.40 $121,306 $205.56 $177,604 9-19 Yrs = 240 B717, DC9 $133.30 $115,171 $195.19 $168,644 20+ Yrs = 270 EMB-195 $111.94 $96,716 $163.88 $141,592 EMB-190, $95.21 $82,261 $139.42 $120,459 CRJ-900 Abbreviation and definitions: Contract 2014, as amended 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 Hawaiian Airlines (Hawaiian) B717 $121.53 $109,376 $174.11 $156,699 1-2 = 15 Days *Coming in 2017, **No max after 3-4 = 16 Days pilots 59th birthday. 401(K) Matching: Retirement plan, the company will match the DC: Direct Contribution, the company will contribute7.5 H/M without the listed additional 5-10 = 21 Days a sick call. B767 10-11 = 23 Days employees contribution up to the listed percentage. Unless noted the $144.58amount75 directly$130,119 to the$207.13 employees$186,417 401(K), either5.65 quarterly H/M with a or0% yearly, refer15% 20% A330 12-14 = 27 Days sick call company will match 100% of what the employee contributes. to the contract for more information 15-18 = 29 Days Max 1080** 19-24 = 33 Days A350* +25 = 38 Days

ALPA: Air Line Pilots Association MMG: Minimum Monthly Guarantee, the minimum amount of credit Contract 2010, as amended 3.Dthe employee3.F HRxMMGx12 will receive3.C perHRxMMGx12 month. The6.B.1 ability12.A.1, to work 2 & 3 more or less is United Airlines Cancellation pay: When a leg or legs are canceled, the(United) employee willB747, B777still possible, depends on the needs of the company, line holder or reserve B787 $208.59 $175,216 $305.39 $256,528 5 H/M be credited for that leg. Some companies will not cover all reasonsB767-400 for and open trips for that month. 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 70 0% 16"% 20% cancellations. Refer to the contract for more information. B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours B737-900, +25 = 42 Days after completing $167.89Per Diem: The$141,028 amount$245.80 of money$206,472 the company pays the employee for A321 training. Deadhead: Positive space travel as a passenger for company business;A319 $161.02food expenses$135,257 while gone$235.76 from$198,038 base, typically from show time to end of paid as shown in above referenced column. Contract 2012 as amended 3-A-1debrief3-C-1-a timeHRxMMGx12 of that trip.3-A-1 DayHRxMMGx12 trip per diem11.A.3 is taxable13.A.1 while overnight22-A is 24-B-5 not. FAPA: Frontier Airline Pilots Association FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types TFP: Trip for Pay Accrual Matching (%) (Hourly) accrual employee pays IBT: International Brotherhood of Teamsters Major Airlines Allegiant Air *Bands are based on company profit, Band 1* $82.00 $68,880 $140.00 $117,600 >6M=0 H (Allegiant) UTU: United Transportation Union currently at Band 4, typically at Band 7-12M=17.31 H MMG of 70 3% 100% Band 2* $87.00 $73,080 $146.00 $122,640 3 **Accrued vacation/PTO based on ISP: International Savings Plan 1 = 17.31 H Hours is paid or Match 70 None length of employment Band 3* $92.00 $77,280 $153.00 $128,520 2-3 = 34.62 H flight time which 2% 50% YOS: Years of Service with the company.4-6 = 45 H ever is greater. Match IOE: Initial Operating Experience, refers the flight training a new hireBand 4* $97.00 $81,480 $160.00 $134,400 +7 = 51.92 H** receives from a check airman after completing all ground and simulator2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 Frontier Airlines *A321 coming end of 2015 1-5 = 15 Days After 3 years 2.2% training. (Frontier) A319, A320, 1 Day / Month $100.01 75 $90,009 $166.68 $150,012 6-10 = 21 Days 5% 1:2 up to 6% at 9 A321* Max 120 Days 11+ = 28 Days years

4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4 BACK TO CONTENTS 42 | Aero Crew News JetBlue Airways 0-5 = 108 Hrs *70 line holder, 75 reserve; **Hours is A320 family $137.70 $115,668 $202.47 $170,075 (JetBlue) 6-10 = 126 Hrs based on PTO per year. Reference Based on PTO 70 11-15 = 144 Hrs 5% 1:1 5% + 3% None Specified contract for more information accrual 16-20 = 162 Hrs E190 $123.91 $104,084 $182.25 $153,090 21+ = 180 Hrs Agreement 2013, Currently in 3.C* HRxMMGx12 HRxMMGx12 3.J** 3.J 3.E 3.E 3.F.i negotiations Southwest *85/87/89 MMG based on days in bid 1-5 = 14 Days Airlines 1 TFP / 10 period, **Trip for Pay (TFP) is the unit 5-10 = 21 Days (Southwest) B737 $132.84 85 $135,497 $189.78 $193,576 TFP** 9.7% 1:1 - of compensation received. 10-18 = 28 Days Max 1600 TFP +18 = 35 Days

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

Spirit Airlines > 1 = 7 Days* EE = $143.90 *2010 insurance rates subject to (Spirit Wings) A319 1-4 = 14 Days EE+1 = $305.66 annual increases. 4 H/M A320 $109.27 72 $94,409 $185.32 $160,116 5-14 = 21 Days 9% EE+1 C = $322.33 Max 400 A321 15-24 = 28 Days EE+2 C = $454.73 +25 = 35 Days Family = $454.73* 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2010, as amended Sun Country $0 to $300 0-8 = 15 days Start with 24 Airlines depending on plan B737NG $82.74 70 $69,502 $126.88 $106,579 9-13 = 22 days 4 H/M 2% and single, single +14 = 30 days +1 or family Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2 Virgin America 0-1 = 5 Days 5 H/M *Reserves have a MMG of 75, 125% of 6% (Red Wood) A320 $107.00 70 $89,880 $172.00 $144,480 1-5 = 15 Days 80 and 480 - - 10.D.1, **Two sick banks, normal and contributed +5 = 20 Days Max** catastrophic. Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014

FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) (Hourly) accrual employee pays Cargo Airlines Atlas Air 1 Day / Month *First year is 50 hours MMG, Out- Max 24 Base is 105 hours MMG, **Compan >5 = 14 days Catastrophic Health 14-25% will match 50%, ***Catastrophic sick B747 $149.33 62 $111,102 $213.32 $158,710 10%** <6 = 21 days 2 Days / Dental 20-30% days acrue at 2 days per month. If Month*** the normal bank is full the additional No Max 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 ABX Air >1 = 1 Day/Mo 1-5 = 14 Days 1 Day / Month B-767 $153.03 68 $124,872.48 $218.61 $178,385.76 5-15 = 21 Days No Max 15+ = 28 Days

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

FedEx Express >1 = >15 days* *Less than 1 year prorated at 1.5 (FedEx) A380 $186.33 $190,057 $262.84 $268,097 1-4 = 15 days days per month; **Additionally days 4-5 = 15 days** prorated for certain years. Pilot: $61 / mo. 5-9 = 22 days None, Pension Wide Body $174.15 85 $177,633 $245.65 $250,563 6 H/M Pilot + Family: 9-10 = 22days** plan(s) available $230 / mo 10-19 = 29 days Narrow Body $153.22 $156,284 $211.75 $215,985 19-20=29 days** +20 = 36 days Contract 2006 as amended 3.C.1.a 4.A.1 HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Kalitta Air 7 Days on first *The company will match 100% of the day; After 1st amount contributed. **$20 for 1-4 = 14 Days >10 2.5%* >5 Yrs $20/$40** B747 $144.27 62 $107,337 $192.36 $143,116 year .58 Days / None individual, $40 for family (per mo nth) 5+ = 21 Days <10 5%* <6 Yrs No Cost Month Max 42 5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3 UPS *Based on 13 bid periods for the year. 1-4 = 14 Days (UPS) B757, B767, 5.5 Hours Per **Based on plan selected and 5-10 = 21 Days A300, B747, $185.51 75 $180,872 $261.67 $255,128 Pay Period 12% $44 to $186* employee only or employee and 11-19 = 28 Days MD-11 No Max family. 20+ = 35 Days

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 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2018-2033 Legacy Airlines American Airlines AA - *Monthly Average Line Value depends (American) B787, B777, May/1999 on pay group, **$0.05 increase 1/1/16 B767, B757, BOS, CLT, DCA, Single B737, A350, MALV 72-84 $2.30 Dom** US East DFW, JFK, LAX, AA Occupancy, Paid 14,738 10,538 APA iPad A330, A321, or 88* $2.80 Int.** Aug/2014 LGA, MIA, ORD, for by company A320, A319, PHL, PHX, STL MD82/83, E190 US West Sep/1998 6.D.1.d 7.A.5 Oct/2015 Dec/2017 Contract 2015, as amended Alaska Airlines Alaska bought Virgin America (Alaska) 85 Hours No Hotel During SEA, ANC, LAX, B737 AS plus per $2.15 2012 1,897 921 ALPA iPad Air Initial Training PDX diem

11.D.5.b 5.A.1 5.A.1 Dec/2017 Dec/2017 Contract 2013, as amended

Delta Air Lines B747, B787, Single (Delta) B777, B767, Occupancy, Paid B757, B737, ATL, CVG, DTW, $3,888.29 / for by company $2.20 Dom., February B717, A350, DL 13,003 9,436 ALPA Surface LAX, MSP, NYC, Month for the first 8 $2.70 Int. 2014 A330, A321, SEA, SLC days in class A320, A319, only. MD88, MD90

3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 Contract 2014, as amended Hawaiian Airlines *Interisland (Hawaiian) 3 Hours per A330, A350 $2.00* HA day, plus per 600 ALPA HNL B717, B767 $2.50 Int. diem

9.G.1 Contract 2010, as amended United Airlines *$0.05 increase on Jan 1st. (United) A350, B777, 3 Hours per Single IAH, EWR, CLE, B787, B767, $2.35 Dom* UA day, plus per Occupancy, Paid 2006 11,240 8,786 ALPA iPad DEN, ORD, SFO, B757, B737, $2.70 Int.* diem for by company IAD, GUM, LAX A320, A319

3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2017 Contract 2012 as amended

Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2018-2033 Major Airlines Allegiant Air AVL, BLI, CVG, *2018 to 2028 (Allegiant) Single FLL, IWA, LAS, B757, MD-80, November G4 MMG Occupancy, Paid $2.00 873 73 IBT iPad LAX, MYR, OAK, A319, A3220 2017 for by company PGD, PIE, PIT, SFB, VPS 3.P 6.A 3.Z Dec/2017 Dec/2017 See Note* Contract 2016, as amended

Frontier Airlines A319, A320, November *2018 to 2028 F9 MMG No $1.90 1180 180 FAPA DEN, ORD, MCO (Frontier) A321 2014

Dec/2017 Dec/2017 See Note* JetBlue Airways Single (JetBlue) A321, A320, $2,500 per E:11/2013 JFK, BOS, FLL, B6 Occupancy, Paid $2.00 3,582 840 ALPA Yes A319, E190 month A:12/2013 MCO, LGB for by company Agreement 2013, Currently in Add A, Pg24 Add A, Pg24 11 Dec/2017 Dec/2017 Feb/2015 negotiations Southwest ATL, MCO, DAL, *Trip for Pay (TFP) is based upon Single Airlines 89, 87 or 85 $2.30 Dom. August DEN, HOU, LAS, number of days in the month B737 WN Occupancy, Paid 9,074 3,374 SWAPA iPad (Southwest) TFP* $2.80 Int. 2006 MDW, OAK, for by company PHX, BWI

4.K.6 4.T.1 4.T.3 Dec/2017 Dec/2017 Contract 2016, as amended Spirit Airlines *Monthly payment is prorated and Single (Spirit Wings) A319, A320, March ACY, DFW, DTW, includes salary and per diem NK $1,750*/mo Occupancy, Paid $2.25 1,821 ALPA A321 2015 FLL, LAS, ORD for by company

3.D.1 5.A.1 5.B.1 Dec/2017 Dec/2017 Contract 2018, as amended Sun Country 1/24th the Airlines IRS CONUS B737NG SY MMG None 289 ALPA iPad MSP (Sun Country) M&IE airline daily rate 3.B 5.B.1 5.3 Aug/2016

Virgin America $2,500 per SFO, LAX, JFK Merging with Alaska Airlines A319, A320 VX None $2.00 2012 820 157 ALPA Nexis EFB (Redwood) month EWR, LGA

10.J.1 3.B.e 10.I.1 Dec/2017 Dec/2017 Rule book 2014

Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2018-2033 Cargo Airlines

Atlas Air Single JFK, MIA, ORD, B747 $1,600 per May 2019 | (Giant) 5Y Occupancy, Paid $2.40 Dec/2011 1,486 IBT iPad CVG, HSV, LAX, 43 B767 month for by company PAE, ANC

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

ABX Air $52 Dom. *PR = Pacific Rim, **NPR = Non (ABEX) $89.75 PR* Pacific Rim B-767 GB IBT $79.75 NPR**

20.E.1 FedEx Express $4,000 / mo *Prorated if hire date is not the first of B777, B767, (FedEx) until $2.25 Dom. May Fixed in plane MEM, IND, LAX, the month. B757, MD11, FX No Hotel 4,763 2,251 ALPA activation $3.25 Int. 2015 or iPad ANC, HKG, CGN DC10, A300 date* 3.A 5.B.1.d 5.A.1 & 2 May/2016 Aug/2017 Contract 2006 as amended Kalitta Air Week 1 paid by (Connie) $600 / week crewmember, $1.90 Dom. Sept iPad fixed in B747 K4 281 ALPA Home Based unitl OE then, Single $2.80 Int. 2015 plane Occupancy 5.A 6.A Dec/2017 Dec/2017 Contract 2016 as amended UPS *Pacific rim and Europe flights B757, B767, Single $2.00 Dom (UPS) SDF, ANC, A300, B747, 5X MMG Occupancy, Paid $2.50 Int 1,580 2,298 IPA MIA, ONT MD-11 for by company $3.00*

10.D.1 5.H.1.a.1 12.G.2 Contract 2016 as amended Total Pilots 65,741 38,854

Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2012-2029 Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2018-2033 Legacy Airlines American Airlines AA - *Monthly Average Line Value depends (American) B787, B777, May/1999 on pay group, **$0.05 increase 1/1/16 B767, B757, BOS, CLT, DCA, Single B737, A350, MALV 72-84 $2.30 Dom** US East DFW, JFK, LAX, AA Occupancy, Paid 14,738 10,538 APA iPad A330, A321, or 88* $2.80 Int.** Aug/2014 LGA, MIA, ORD, for by company A320, A319, PHL, PHX, STL MD82/83, E190 US West Sep/1998 6.D.1.d 7.A.5 Oct/2015 Dec/2017 Contract 2015, as amended Alaska Airlines Alaska bought Virgin America (Alaska) 85 Hours No Hotel During SEA, ANC, LAX, B737 AS plus per $2.15 2012 1,897 921 ALPA iPad Air Initial Training PDX diem

11.D.5.b 5.A.1 5.A.1 Dec/2017 Dec/2017 Contract 2013, as amended

3.D.4. 5.E.1 5.B Feb/2016 Apr/2016 Contract 2014, as amended Hawaiian Airlines *Interisland (Hawaiian) 3 Hours per A330, A350 $2.00* HA day, plus per 600 ALPA HNL B717, B767 $2.50 Int. diem

3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2017 Contract 2012 as amended

Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2018-2033 Major Airlines Allegiant Air AVL, BLI, CVG, *2018 to 2028 Single FLL, IWA, LAS, (Allegiant) B757, MD-80, November G4 MMG Occupancy, Paid $2.00 873 73 IBT iPad LAX, MYR, OAK, A319, A3220 2017 for by company PGD, PIE, PIT, SFB, VPS 3.P 6.A 3.Z Dec/2017 Dec/2017 See Note* Contract 2016, as amended

Frontier Airlines A319, A320, November *2018 to 2028 F9 MMG No $1.90 1180 180 FAPA DEN, ORD, MCO (Frontier) A321 2014

3.D.1 5.A.1 5.B.1 Dec/2017 Dec/2017 Contract 2018, as amended Sun Country 1/24th the Airlines IRS CONUS B737NG SY MMG None 289 ALPA iPad MSP (Sun Country) M&IE airline daily rate THE GRID 3.B 5.B.1 General5.3 InformationAug/2016 Virgin America $2,500 per SFO, LAX, JFK Merging with Alaska Airlines A319, A320 VX None $2.00 2012 820 157 ALPA Nexis EFB (Redwood) month EWR, LGA

10.J.1 3.B.e 10.I.1 Dec/2017 Dec/2017 Rule book 2014

Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2018-2033 Cargo Airlines

Atlas Air Single JFK, MIA, ORD, B747 $1,600 per (Giant) 5Y Occupancy, Paid $2.40 Dec/2011 1,486 IBT iPad CVG, HSV, LAX, B767 month for by company PAE, ANC

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

ABX Air $52 Dom. *PR = Pacific Rim, **NPR = Non (ABEX) $89.75 PR* Pacific Rim B-767 GB IBT $79.75 NPR**

10.D.1 5.H.1.a.1 12.G.2 Contract 2016 as amended Total Pilots 65,741 38,854

Aircraft Types 2 Digit Pay During Hotel during Per Diem Most Number of Pilot Union EFBs Bases Notes Code Training new hire Junior CA Pilots Retirements training hired 2012-2029

Contractual Work Rules

Min Days off Pay Max Number of Min Day Min Trip Duty Rig Trip Rig Deadhead Open time Uniform Headset Notes (Line/Reserve) Protection Scheduled pages in Credit Credit Pay pay Reimbursement Reimbursement Duty Contract Legacy Airlines American Airlines *12 in 30 days; 13 in 31 days, FAA 117 w/ 5:10 x 100% or Initial paid for by (American) 10/12 or 13* Yes 488 5:10 2:1 100%* None **Based on scheduled flight time, exceptions days 150%** company ***150% when premium pay offered Contract 2015, as ammended 15.D.3.q 4.C 15.C 15.G 15.G 15.E.1 2.QQ 17.I.1 24.O.2 Alaska Airlines None, Dry *Between 05:00-01:59, not to exceed 5 x cleaning (Alaska) 12:30* 1:2 or 50% air & 14 hours. **Between 02:00-04:59, not ??/12 Yes 430 5 number of 1:3.5 150% reimburesment None 10:00** 1:1.75*** ground to exceed 11 hours. ***1:1.75 duty rig days available on a trip applies to duty between 22:00 - 06:00 4 days or more Contract 2013, as ammended 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 Delta Air Lines *Days off depends on number of days (Delta) FAA 117 100% air, in bid period and ALV. **Average Daily 12,13,14 ADG** = 1:2 or minus 30 559 2 1:3.5 Chart 8.B.3 200%***** None None Guarantee, ***1:1.75 between 2200 - Reserve* 5:15 1:1.75*** minutes Ground 0559, ****Green slip as approved by company

Contract 2014, as ammended 12.N.2 12.D.1 4.H.1 12.J 12.K.1 12.L 8.B 23.U Hawaiian Airlines *Based on local start time for (Hawaiian) 14, max 16 interisland pilots. **For reserve to For int pilots. 2** or Initial paid for by 60% 1:4*** 100% air, report but no flying assigned, 12 or 13 / 12 Yes 361 4.17 company and GOP**** GOP**** 50% ground ***International pilots only, ****Greater 12, max 14* GOP**** every 12 months of Provisions; scheduled, flown, duty 10, max 12* rig or trip rig. Contract 2010, as amended 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

United Airlines Initial paid for by *Reserve pilots have 13 days off min 50%, 75% or (United) 1:2 or 100% Blended company along on 31 day month bid periods; **1:1.75 12 / 12 or 13* Yes FAA 117 508 5 1:3.5 100% add None 1:1.75** pay rate with certain dry between 2200 - 0559, ***At the pay*** cleaning discreation of the company Contrat 2012 as amended 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

Major Airlines Allegiant Air *In a 30 day month. **130% open (Allegiant) time over 81 PCH, 150% junior man, 12 or 11* 4 for a 130%, 150% Company 200% VFN, ***4 shirts, 2 pants, 2 ties, Yes FAA 117 195 1:2 50% Supplied in AC 12 or 10* RON or 200%** Provided*** 1 jacket and 1 over raincoat. Yearly replace 2 shirts, 1 pant and ties as needed. Contract 2016, as amended 44 | Aero Crew14.C News3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4 BACK TO CONTENTS Frontier Airlines 14 hours or *Unschedule DH pay s 100% 12 Yes 177 6 for CDO 1:3.75 50%* $20/ month None (Frontier) FAA 117

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

JetBlue Airways Avg of 5 1:2 or Schedule 150% over 78 *1 for 1:45 between 0100 and 0500 12 Yes FAA 117 36 1:3.5 $200 / year (JetBlue) per day 1:1:45* Block Hrs Add. Add. Add. Agreement 2013, Currently in Add. B.D.1 Add A & A-2 B.D.5 B.D.4 B.D.3 negotionations Southwest *Depedning on how many days in the Airlines Max 15 Days on $30 / pay period bid period determines min days off, Yes FAA 117 235 5** .74:1 1:3 100% 100% None (Southwest) Per Month* max $500 28, 29, 30 or 31; **5 hours min average per day over trip

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

Spirit Airlines Pilot pays for *Mixed Relief and Reserve, **4 for (Spirit Wings) 14 hours or 100% or 100% or initial uniform, day trips and 4.5 for multi day trips, 13/12/15* Yes 241 4 or 4.5** 1:4.2 None 11.5 hours 50%*** 200%**** replacements per ***50% when deadheading to training, schedule therafter ****200% when designated by the company. Contract 2018, as ammended 12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 8.A.1 & 2 3.C.3 5.F.3 Sun Country *11 days off in 31 day month, 12 / 10 or 11* Yes** FAA 117 196 4 1:2 1:4.2 75% 150% 100% Supplied in AC Airlines **Subject to reassignment

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

Virgin America Initial paid for by *Unless picked up at premium pay it 60 Mins < 50% or (Red Wood) 11/13 Yes* 159 3.5 - - - 100%* company, then None is 150% add pay. **$30 per year for FAA FDP 3.5 min $230** per year shipping costs. Merging with Alaska Airlines Rule book 2014 5.D.4 7.C.3.d.i 7.B.3.a.iii App. G 8.F.3 3.b 2.D.1

Cargo Airlines Atlas Air *Biz class only on international DH or 14 Hours for 2 1/2.85 when duty day exceeds 16 hours with None above Pilots, 16 13 in 30 Biz Class or Provided by the DH. minimum Hours for 3 or 332 None None None 1/4.95 100% None 14 in 31 better* or company guarantee 22 Hours for 4 $300 comp or more

12.C 8.D, 8.A.3 30.A.2 ABX Air *100% pay credit on company 15 Hours 100% Air* aircraft; **50% pay credit on 13 in 30 May be Provided by the 280 4.5 50% Air** 100% None passenger carrier 14 in 31 extended to company 50% Ground 16 hours

13.D.4 18.C 19.M.4 19.K 19.E 15.A FedEx Express *Days off based on TAFB, 4 wk or 5 1:2, Initial paid by (FedEx) wk bid period, **Reserve pilots 14.96 or 18.75* Yes 466 6, 4.75** 1:1.92, 1:3.75 100% company, $200 / 1.1.5 year Contract 2006 as ammended 25.D.1 4.F 4.F.2.b 4.F.2.d 4.F.2.a 8.A.1 26.B.3 Kalitta Air Dom *13 on 30 day months, 14 on 31 days 1 hr or $200 after first 16, 18, 20** 150% on days months. **Duty based on number of 13 or 14* Yes 127 3.65 (on 50% year. Initial paid None Int off crews, single, augmented or double. Day off) by crewmember. 18, 26, 30** 2, pg 13 18.B.5 5.E & G 19.H 5.G 6.D.1 & 2 UPS *11 for EDW (Early duty window) and (UPS) Provided by the 13 for non EDW. **6 hours minimum 11 Yes 11 or 13* 410 4 or 6** 1:2 1:3.75 100% 100% None company for each turn.

Contract 2016 as amended 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

Min Days off Pay Max Number of Min Day Min Trip Duty Rig Trip Rig Deadhead Open time Uniform Headset Notes (Line/Reserve) Protection Scheduled pages in Credit Credit Pay pay Reimbursement Reimbursement Duty Contract Min Days off Pay Max Number of Min Day Min Trip Duty Rig Trip Rig Deadhead Open time Uniform Headset Notes (Line/Reserve) Protection Scheduled pages in Credit Credit Pay pay Reimbursement Reimbursement Duty Contract Legacy Airlines American Airlines *12 in 30 days; 13 in 31 days, FAA 117 w/ 5:10 x 100% or Initial paid for by (American) 10/12 or 13* Yes 488 5:10 2:1 100%* None **Based on scheduled flight time, exceptions days 150%** company ***150% when premium pay offered Contract 2015, as ammended 15.D.3.q 4.C 15.C 15.G 15.G 15.E.1 2.QQ 17.I.1 24.O.2

Alaska Airlines None, Dry *Between 05:00-01:59, not to exceed 5 x cleaning (Alaska) 12:30* 1:2 or 50% air & 14 hours. **Between 02:00-04:59, not ??/12 Yes 430 5 number of 1:3.5 150% reimburesment None 10:00** 1:1.75*** ground to exceed 11 hours. ***1:1.75 duty rig days available on a trip applies to duty between 22:00 - 06:00 4 days or more Contract 2013, as ammended 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

Delta Air Lines *Days off depends on number of days (Delta) FAA 117 100% air, in bid period and ALV. **Average Daily 12,13,14 ADG** = 1:2 or minus 30 559 2 1:3.5 Chart 8.B.3 200%***** None None Guarantee, ***1:1.75 between 2200 - Reserve* 5:15 1:1.75*** minutes Ground 0559, ****Green slip as approved by company

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

Hawaiian Airlines *Based on local start time for (Hawaiian) 14, max 16 interisland pilots. **For reserve to For int pilots. 2** or Initial paid for by 60% 1:4*** 100% air, report but no flying assigned, 12 or 13 / 12 Yes 361 4.17 company and GOP**** GOP**** 50% ground ***International pilots only, ****Greater 12, max 14* GOP**** every 12 months of Provisions; scheduled, flown, duty 10, max 12* rig or trip rig. Contract 2010, as amended 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

United Airlines Initial paid for by *Reserve pilots have 13 days off min 50%, 75% or (United) 1:2 or 100% Blended company along on 31 day month bid periods; **1:1.75 12 / 12 or 13* Yes FAA 117 508 Contractual5 1:3.5 Work Rules100% add None THE GRID 1:1.75** pay rate with certain dry between 2200 - 0559, ***At the pay*** cleaning discreation of the company Contrat 2012 as amended 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

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

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

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

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

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

Virgin America Initial paid for by *Unless picked up at premium pay it (Red Wood) 60 Mins < 50% or is 150% add pay. **$30 per year for 11/13 Yes* 159 3.5 - - - 100%* company, then None FAA FDP 3.5 min shipping costs. Merging with Alaska $230** per year Airlines Rule book 2014 5.D.4 7.C.3.d.i 7.B.3.a.iii App. G 8.F.3 3.b 2.D.1

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

ABX Air *100% pay credit on company 15 Hours 100% Air* aircraft; **50% pay credit on 13 in 30 May be Provided by the 280 4.5 50% Air** 100% None passenger carrier 14 in 31 extended to company 50% Ground 16 hours

Kalitta Air Dom *13 on 30 day months, 14 on 31 days 1 hr or $200 after first 16, 18, 20** 150% on days months. **Duty based on number of 13 or 14* Yes 127 3.65 (on 50% year. Initial paid None Int off crews, single, augmented or double. Day off) by crewmember. 18, 26, 30** 2, pg 13 18.B.5 5.E & G 19.H 5.G 6.D.1 & 2

UPS *11 for EDW (Early duty window) and (UPS) Provided by the 13 for non EDW. **6 hours minimum 11 Yes 11 or 13* 410 4 or 6** 1:2 1:3.75 100% 100% None company for each turn.

Contract 2016 as amended 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

May 2019 | 45 THE GRID Additional Compensation Details

FO Top Out No. of Vacation Percentage of Aircraft FO CA Sick Time 401(K) Pay MMG Top CA pay weeks & 401(K) DC health care Notes Types Base Pay Base Pay Accrual Matching (%) (Hourly) accrual employee pays Legacy Airlines American Airlines *Numbers based off of 12 years Group I* $116.38 $100,552.32 $170.42 $147,243 (American) experience. **Accumulated time can 1-5 = 21 Days only be used for the year after it is Group II* $179.48 $155,070.72 $262.77 $227,033 6-15 = 1 5 H/M** accumulated, except after first six 72 None additional day Max 60*** months you may use up to 30 hours. Group III* $188.85 $163,166.40 $276.50 $238,896 per year ***January 1st sick accural either goes to long term or gets paid out to Group IV* $220.65 $190,641.60 $323.04 $279,107 the pilot. See sectoin 10.B for more information. Contract 2015, as amended 3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B

Alaska Airlines 0-1 = Days* *New hire pilots receive 1 vacation (Alaska) 1-4 = 15 Days day per every full month of 5-8 = 21 Days employment. B737, A319 9-12 = 24 Days 5.5 H/M $168.68 75 $151,812 $251.00 $225,900 0% 15% 20% A320 13-19 = 30 Days Max 1000 20-24 = 35 Days 25-30 = 40 Days >31 = 41 Days 3.A.3 4.A.1 HRxMMGx12 3.A.3 HRxMMGx12 7.A.1 14.B 28.D Contract 2013, as amended Delta Air Lines 747, 777 $219.07 $189,276 $320.71 $277,093 International pay override is $6.50 for (Delta) CA and $4.50 for FO. Section 3.C, 787 $209.85 $181,310 $307.24 $265,455 *62 hours for line holders, ALV minus 2, but not less than 72 or greater than 767-4, A330 $206.91 $178,770 $302.94 $261,740 1 Yr = 50 80. 767-3,2, B757 $183.35 $158,414 $268.45 $231,941 2 Yrs = 75 3 Yrs = 100 B737-9 $176.74 $152,703 $258.76 $223,569 1-5 = 14 Days 4 Yrs = 125 6-11 = 21 days 5 Yrs = 145 B737-8 & 7 $175.82 72 $151,908 $257.42 $222,411 0% 15% 22% 12-18 =28 days 6 Yrs = 170 A320/319 $169.66 $146,586 $248.39 $214,609 19+ = 35 days 7 Yrs = 195 8 Yrs = 220 MD-88/90 $166.62 $143,960 $243.94 $210,764 9-19 Yrs = 240 B717, DC9 $158.19 $136,676 $231.63 $200,128 20+ Yrs = 270 EMB-195 $132.84 $114,774 $194.48 $168,031 EMB-190, $112.99 $97,623 $165.46 $142,957 CRJ-900 Contract 2014, as amended 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 Hawaiian Airlines (Hawaiian) B717 $121.53 $109,376 $174.11 $156,699 1-2 = 15 Days *Coming in 2017, **No max after 3-4 = 16 Days pilots 59th birthday. 7.5 H/M without 5-10 = 21 Days a sick call. B767 10-11 = 23 Days $144.58 75 $130,119 $207.13 $186,417 5.65 H/M with a 0% 15% 20% A330 12-14 = 27 Days sick call 15-18 = 29 Days Max 1080** 19-24 = 33 Days A350* +25 = 38 Days

Contract 2010, as amended 3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 United Airlines B747, B777 (United) B787 $208.59 $175,216 $305.39 $256,528 B767-400 5 H/M B767-200 1-4 = 14 Days Max 1300 Hrs $173.96 $146,126 $254.70 $213,948 5-10 = 21 Days New hires B757-300 70 0% 16"% 20% 11-24 = 35 Days receive 60 hours B737-8/9, $167.89 $141,028 $245.80 $206,472 +25 = 42 Days after completing A320 training. A319, $161.02 $135,257 $235.76 $198,038 B737-700 Contract 2012 as amended 3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5

FO Top Out No. of Vacation Percentage of Aircraft FO CA Sick Time 401(K) Pay MMG Top CA pay weeks & 401(K) DC health care Notes Types Base Pay Base Pay Accrual Matching (%) (Hourly) accrual employee pays Major Airlines Allegiant Air *The company will match 200% of (Allegiant) what the pilot contributes up to 5%. 1 = 7 Days EE - $134 B757, MD-80, 2-4 = 14 Days EE+Child - $177 $145.17 70 $121,943 $216.42 $181,793 4 H/M Max 600 5% at 200%* None A319, A3220 5-8 = 21 Days EE+Spouse - $281 9+ = 28 Days EE+Family - $394

3.CC 3.C HRxMMGx12 3.CC HRxMMGx12 9.A.1 10.A 4.C 4.C 5.A Contract 2016, as amended Frontier Airlines *A321 coming end of 2015 1-5 = 15 Days After 3 years 2.2% (Frontier) A319, A320, 1 Day / Month $100.01 75 $90,009 $166.68 $150,012 6-10 = 21 Days 5% 1:2 up to 6% at 9 A321* Max 120 Days 11+ = 28 Days Disclaimer: Gray blocksyears contain contract sections or date 4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2acquired. & 3 16.B.2 Data with16.4 contract sections may be abbreviated JetBlue Airways 0-5 = 108 Hrs *70 line holder, 75 reserve; **Hours is A320 family $148.71 $124,916 $218.66 $183,674 and/or inaccurate, please consult the most current contract (JetBlue) 6-10 = 126 Hrs based on PTO per year. Reference Based on PTO 70 11-15 = 144 Hrs 5% 1:1 5% + 3% None Specified contract for more information accrualsection for specific contractual language. Data that do not 16-20 = 162 Hrs E190 $133.82 $112,409 $196.83 $165,337 21+ = 180 Hrs have a contract section reference number, were obtained Agreement 2013, Currently in 3.C* HRxMMGx12 HRxMMGx12 3.J** 3.Jonline in 3.Esome form3.E and may be3.F.i inaccurate. While trying to negotiations Southwest provide the most up-to-date information,*85/87/89 not TFP basedall sources on days in bid can 1-5 = 14 Days Airlines 1 TFP / 10 period, **Trip for Pay (TFP) is the unit 5-10 = 21 Days (Southwest) B737 $157.36 85 $160,507 $224.80 $229,296 TFP**be verified9.7% 1:1 at this time.- If you notice ofa compensationdiscrepancy received. and/or 10-18 = 28 Days Max 1600 TFP +18 = 35 Days have a correction please email:

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

Sun Country $0 to $300 0-8 = 15 days Airlines 4 H/M depending on plan B737NG $112.93 70 $94,861 $168.55 $141,582 9-13 = 22 days 4% 2% 46 | Aero Crew News single, single +1 BACK TO CONTENTS +14 = 30 days or family plan Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2 Virgin America *Reserves have a MMG of 75, 0-1 = 5 Days 5 H/M (Red Wood) 125% of 6% 10.D.1, **Two sick banks, normal and A320 $107.00 70 $89,880 $172.00 $144,480 1-5 = 15 Days 80 and 480 - - contributed catastrophic. Merging with Alaska +5 = 20 Days Max** Airlines Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014

FO Top Out No. of Vacation Percentage of Aircraft FO CA Sick Time 401(K) Pay MMG Top CA pay weeks & 401(K) DC health care Notes Types Base Pay Base Pay Accrual Matching (%) (Hourly) accrual employee pays Cargo Airlines Atlas Air *B767 pay is 91.97% of B747 pay, 1 Day / Month **First year is 50 hours MMG, Out- Max 24 Base is 105 hours MMG, B747 >5 = 14 days Catastrophic Health 14-25% $149.33 62 $111,102 $213.32 $158,710 10%**** ***Catastrophic sick days acrue at 2 B767* <6 = 21 days 2 Days / Dental 20-30% days per month. If the normal bank is Month*** full the additional day goes into the No Max catastrophic bank, ****Company will match 50% 3.A.1 3.B.1** HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-A ABX Air >1 = 1 Day/Mo 1-5 = 14 Days 1 Day / Month B-767 $153.03 68 $124,872.48 $218.61 $178,385.76 5-15 = 21 Days No Max 15+ = 28 Days

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

FedEx Express >1 = >15 days* *Less than 1 year prorated at 1.5 (FedEx) A380 $186.33 $190,057 $262.84 $268,097 1-4 = 15 days days per month; **Additionally days 4-5 = 15 days** prorated for certain years, ***65 CH in Pilot: $61 / mo. 5-9 = 22 days None, Pension 4 wks, 85 CH in 5 wks, 102 CH in 6 Wide Body $174.15 85 $177,633 $245.65 $250,563 6 H/M Pilot + Family: 9-10 = 22days** plan(s) available wks. $230 / mo 10-19 = 29 days Narrow Body $153.22 $156,284 $211.75 $215,985 19-20=29 days** +20 = 36 days Contract 2006 as amended 3.C.1.a 4.A.1*** HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Kalitta Air 7 Days on first *The company will match 100% of the day; After 1st amount contributed. **$20 for 1-4 = 14 Days >10 2.5%* >5 Yrs $20/$40** B747 $168.70 64 $129,562 $249.67 $191,747 year .58 Days / None individual, $40 for family (per mo nth) 5+ = 21 Days <10 5%* <6 Yrs No Cost Month Max 42 5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3 UPS *Based on 13 bid periods for the year. 1-4 = 14 Days (UPS) B757, B767, 5.5 Hours Per **Based on plan selected and 5-10 = 21 Days $50 to $410* A300, B747, $212.69 75 $207,373 $300.00 $292,500 Pay Period 12% employee only or employee and 11-19 = 28 Days Per Month MD-11 No Max family. 20+ = 35 Days

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

1 FO Top Out No. of Vacation Percentage of Aircraft FO CA Sick Time 401(K) Pay MMG Top CA pay weeks & 401(K) DC health care Notes Types Base Pay Base Pay Accrual Matching (%) (Hourly) accrual employee pays Legacy Airlines American Airlines *Numbers based off of 12 years Group I* $116.38 $100,552.32 $170.42 $147,243 (American) experience. **Accumulated time can 1-5 = 21 Days only be used for the year after it is Group II* $179.48 $155,070.72 $262.77 $227,033 6-15 = 1 5 H/M** accumulated, except after first six 72 None additional day Max 60*** months you may use up to 30 hours. Group III* $188.85 $163,166.40 $276.50 $238,896 per year ***January 1st sick accural either goes to long term or gets paid out to Group IV* $220.65 $190,641.60 $323.04 $279,107 the pilot. See sectoin 10.B for more information. Contract 2015, as amended 3.C 15.D.1.b HRxMMGx12 15.D.1.b HRxMMGx12 9.B.1.a 10.A & B

Contract 2010, as amended 3.D 3.F HRxMMGx12 3.C HRxMMGx12 6.B.1 12.A.1, 2 & 3 United Airlines B747, B777 (United) B787 $208.59 $175,216 $305.39 $256,528 B767-400 5 H/M B767-200 1-4 = 14 Days Max 1300 Hrs $173.96 $146,126 $254.70 $213,948 5-10 = 21 Days New hires B757-300 70 0% 16"% 20% 11-24 = 35 Days receive 60 hours B737-8/9, $167.89 $141,028 $245.80 $206,472 +25 = 42 Days after completing A320 training. A319, $161.02 $135,257 $235.76 $198,038 B737-700 Additional Compensation Details THE GRID Contract 2012 as amended 3-A-1 3-C-1-a HRxMMGx12 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5

FO Top Out No. of Vacation Percentage of Aircraft FO CA Sick Time 401(K) Pay MMG Top CA pay weeks & 401(K) DC health care Notes Types Base Pay Base Pay Accrual Matching (%) (Hourly) accrual employee pays Major Airlines Allegiant Air *The company will match 200% of (Allegiant) what the pilot contributes up to 5%. 1 = 7 Days EE - $134 B757, MD-80, 2-4 = 14 Days EE+Child - $177 $145.17 70 $121,943 $216.42 $181,793 4 H/M Max 600 5% at 200%* None A319, A3220 5-8 = 21 Days EE+Spouse - $281 9+ = 28 Days EE+Family - $394

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

JetBlue Airways 0-5 = 108 Hrs *70 line holder, 75 reserve; **Hours is A320 family $148.71 $124,916 $218.66 $183,674 (JetBlue) 6-10 = 126 Hrs based on PTO per year. Reference Based on PTO 70 11-15 = 144 Hrs 5% 1:1 5% + 3% None Specified contract for more information accrual 16-20 = 162 Hrs E190 $133.82 $112,409 $196.83 $165,337 21+ = 180 Hrs Agreement 2013, Currently in 3.C* HRxMMGx12 HRxMMGx12 3.J** 3.J 3.E 3.E 3.F.i negotiations Southwest *85/87/89 TFP based on days in bid 1-5 = 14 Days Airlines 1 TFP / 10 period, **Trip for Pay (TFP) is the unit 5-10 = 21 Days (Southwest) B737 $157.36 85 $160,507 $224.80 $229,296 TFP** 9.7% 1:1 - of compensation received. 10-18 = 28 Days Max 1600 TFP +18 = 35 Days

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

Spirit Airlines > 1 = 7 Days *New hires start with 33 hours of sick $34 to $754 (Spirit Wings) A319 1-4 = 14 Days time and accrue 3 H/M unitl 12 5 H/M* depending on plan A320 $157.54 72 $136,115 $237.50 $205,200 5-14 = 21 Days 0% 11%** months of service, **1% annual 700 Hrs Max single, single +1, A321 15-24 = 28 Days increases up to 15% or family plan +25 = 35 Days 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A 14.A.1 28.C 27.B Contract 2018, as amended Sun Country $0 to $300 0-8 = 15 days Airlines 4 H/M depending on plan B737NG $112.93 70 $94,861 $168.55 $141,582 9-13 = 22 days 4% 2% single, single +1 +14 = 30 days or family plan Appendix A 4.A.1 HRxMMGx12 Appendix A HRxMMGx12 7.A.1 14.A 28.B.2 27.A.2 Virgin America *Reserves have a MMG of 75, 0-1 = 5 Days 5 H/M (Red Wood) 125% of 6% 10.D.1, **Two sick banks, normal and A320 $107.00 70 $89,880 $172.00 $144,480 1-5 = 15 Days 80 and 480 - - contributed catastrophic. Merging with Alaska +5 = 20 Days Max** Airlines Appendix A 10.C.2* HRxMMGx12 Appendix A HRxMMGx12 9.A.1 8.B.1 Rule book 2014

FO Top Out No. of Vacation Percentage of Aircraft FO CA Sick Time 401(K) Pay MMG Top CA pay weeks & 401(K) DC health care Notes Types Base Pay Base Pay Accrual Matching (%) (Hourly) accrual employee pays Cargo Airlines Atlas Air *B767 pay is 91.97% of B747 pay, 1 Day / Month **First year is 50 hours MMG, Out- Max 24 Base is 105 hours MMG, B747 >5 = 14 days Catastrophic Health 14-25% $149.33 62 $111,102 $213.32 $158,710 10%**** ***Catastrophic sick days acrue at 2 B767* <6 = 21 days 2 Days / Dental 20-30% days per month. If the normal bank is Month*** full the additional day goes into the No Max catastrophic bank, ****Company will match 50% 3.A.1 3.B.1** HRxMMGx12 3.A.1 HRxMMGx12 7.A.1 14.A 28.A.1 Appendx 27-A ABX Air >1 = 1 Day/Mo 1-5 = 14 Days 1 Day / Month B-767 $153.03 68 $124,872.48 $218.61 $178,385.76 5-15 = 21 Days No Max 15+ = 28 Days

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

FedEx Express >1 = >15 days* *Less than 1 year prorated at 1.5 (FedEx) A380 $186.33 $190,057 $262.84 $268,097 1-4 = 15 days days per month; **Additionally days 4-5 = 15 days** prorated for certain years, ***65 CH in Pilot: $61 / mo. 5-9 = 22 days None, Pension 4 wks, 85 CH in 5 wks, 102 CH in 6 Wide Body $174.15 85 $177,633 $245.65 $250,563 6 H/M Pilot + Family: 9-10 = 22days** plan(s) available wks. $230 / mo 10-19 = 29 days Narrow Body $153.22 $156,284 $211.75 $215,985 19-20=29 days** +20 = 36 days Contract 2006 as amended 3.C.1.a 4.A.1*** HRxMMGx12 3.C.1.a HRxMMGx12 7.B 14.B.7.C 28 27.G.4.a Kalitta Air 7 Days on first *The company will match 100% of the day; After 1st amount contributed. **$20 for 1-4 = 14 Days >10 2.5%* >5 Yrs $20/$40** B747 $168.70 64 $129,562 $249.67 $191,747 year .58 Days / None individual, $40 for family (per mo nth) 5+ = 21 Days <10 5%* <6 Yrs No Cost Month Max 42 5.B.2 5.K HRxMMGx12 5.B.1 HRxMMGx12 8.A 7.A 10.A 9.C.3 UPS *Based on 13 bid periods for the year. 1-4 = 14 Days (UPS) B757, B767, 5.5 Hours Per **Based on plan selected and 5-10 = 21 Days $50 to $410* A300, B747, $212.69 75 $207,373 $300.00 $292,500 Pay Period 12% employee only or employee and 11-19 = 28 Days Per Month MD-11 No Max family. 20+ = 35 Days

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

May 2019 | 47 THE GRID

BLI SEA

PDX

MSP BOS

DTW LGA EWR JFK ORD MDW CLE SLC PHL PIT ACY OAK BWI DEN IND IAD DCA SFO CVG STL SDF LAS AVL

LAX ONT CLT MYR LGB MEM PHX IWA ATL DFW DAL

VPS IAH SFB HOU MCO PIE PGD ANC HNL FLL MIA

ANC CGN ORD EWR LAX

MIA DOH DXB HNL HKG

GUM

48 | Aero Crew News BACK TO CONTENTS THE GRID

ACY Atlantic City, NJ DTW Detroit, MI LAS Las Vegas, NV ONT Ontario, CA Spirit Airlines Delta Air Lines Allegiant Air UPS ANC Anchorage, AK Spirit Airlines Southwest Airlines ORD Chicago, IL Alaska Airlines DOH Doha, Qatar Spirit Airlines American Airlines FedEx Express Qatar Airways Frontier Airlines United Airlines UPS DXB Dubai, United Emirates LAX Los Angeles, CA Frontier Airlines ATL Atlanta, GA Emirates American Airlines Spirit Airlines Delta Air Lines EWR Newark, NJ Alaska Airlines PDX Portland, OR Southwest Airlines Delta Air Lines Allegiant Air Alaska Airlines AVL Asheville, NC United Airlines Delta Air Lines PGD Punta Gorda, FL Allegiant Air FLL Fort Lauderdale, FL United Airlines Allegiant Air BLI Bellingham, WA Allegiant Air Virgin America PHL Philadelphia, PA Allegiant Air JetBlue Airways FedEx Express American Airlines BOS Boston, MA Spirit Airlines LGA New York City, NY Frontier Airlines American Airlines GUM Guam Delta Air Lines PHX Phoenix, AZ JetBlue Airways United Airlines United Airlines American Airlines BWI Baltimore, MD HKG Hong Kong LGB Long Beach, CA Southwest Airlines Southwest Airlines FedEx Express JetBlue Airways PIE St. Petersburg, FL CGN Cologne, Germany HNL Honolulu, HI MCO Orlando, FL Allegiant Air FedEx Express Hawaiian Airlines JetBlue Airways PIT Pittsburgh, PA CLE Cleveland, OH Allegiant Air Southwest Airlines Allegiant Air United Airlines HOU Houston, TX Frontier Airlines SDF Louisville, KY CLT Charlotte, NC Southwest Airlines MDW Chicago, IL UPS American Airlines IAD Washington, DC Southwest Airlines SEA Seattle, WA CVG Cincinnati, OH United Airlines MEM Memphis, TN Alaska Airlines Allegiant Air IAH Houston, TX FedEx Express Delta Air Lines Delta Air Lines United Airlines MIA Miami, FL SFB Orlando, FL DAL Dallas, TX IND Indianapolis, IN American Airlines Allegiant Air Southwest Airlines FedEx Express UPS SFO San Francisco, CA Virgin America IWA Phoenix, AZ MSP Minneapolis, MN United Airlines DCA Washington, DC Allegiant Air Delta Air Lines Virgin America American Airlines JFK New York City, NY Sun Country SLC Salt Lake City, UT DEN Denver, CO American Airlines MYR Myrtle Beach, SC Delta Air Lines United Airlines Delta Air Lines Allegiant Air STL St. Louis, MO Frontier Airlines JetBlue Airways OAK Oakland, CA American Airlines Southwest Airlines Virgin America Allegiant Air VPS Fort Walton, FL DFW Dallas, TX Southwest Airlines Allegiant Air American Airlines Spirit Airlines

May 2019 | 49 THE GRID Regional Airlines

he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose Tthe right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is current and correct. Good luck and fly safe!

FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) Highlighted blocks indicate best in class. (Hourly) accrual employee pays Over 2,000 Pilots ExpressJet EMB- *Based on YOS; **Prorated 7/12ths of (LXJT 145XR, a day per month. ***110 Additoinal $45.26 $40,734 $98.18 $88,362 <5 = 2.5% EMB-145, < 1 = 7 Days** 5 H/M <5 = 4% (Accey) 5<10 = 4% hours may be accured for any illness Blue blocks indicate recent updates EMB-135 2-6 = 14 Days Max 640 5<10 = 5% 75 10<15 = 5% 25% longer than 30 days, if more than 255 7-10 = 21 Days (110 above 10+ = 6% 15<20 = 5.5% hours used at once acrual is 7 H/M. 60-76 Seat +11 = 28 Days 640***) Vesting* $49.98 $44,982 $107.83 $97,047 20+ = 6% ****60-76 seat aircraft pay rates A/C**** added with new contract extension, currenlty there are none on property. Contract 2004 as amended, Currently - 3.A.1 3.B.1 HRxMMGx12 3.A.1 HRxMMGx12 8.A.1 7.A 25.A.2 25.B.2 LOA 9 Airline name and ATC call sign in negotiations 1=20% of 6% ExpressJet 0-4 = 2.75 H/M *Vesting based on YOS, **1.2 Days CRJ-200 $46.44 $41,796 $101.80 $91,620 <1 = 14 Days** 2=30% of 6% (LASA) 4-7 = 3 H/M per month of employment. 1-5 = 14 Days 3=40% of 6% (Accey) 75 7-10 3.25 H/M None 30% 6-14 = 21 Days 4-6=50%of6% CRJ-700, +10 = 3.5 H/M $48.48 $43,632 $109.33 $98,397 +15 = 28 Days 7=75% of 6% CRJ-900 Max 500 10=75%of8% Contract 2007 as amended, Currently 27.A.1 28.A.3 - 3.A 4.A HRxMMGx12 3.A HRxMMGx12 7.A.1 14.A.1 27.A.1* in negotiations SkyWest Airlines After 90 Days *MMG for reserve pilots is 76. EMB-120 $37.15 80 $35,664 $76.21 $73,162 <6m = 30.8 Hrs (Skywest) .0193 Per Hour **Vacation time is based on how Gray blocks indicate source of data or date >5 = 36.96 Hrs 1.45 H/M*** much your work, see chart in 3011.1 CRJ-200 $45.77 $41,193 $106.67 $96,003 > 10 = 46 Hrs data was obtained 3.C.1 indicates contract After 2 Years for per hour basis, Hours quoted in > 15 = 49 Hrs CRJ-700 $48.52 $43,668 $113.07 $101,763 .027 Per Hour 1.2-6%**** None 38% this chart are based on working 800 section see contract for more information > 16 = 52 Hrs 75 2 H/M*** hours in one year. Pilots set the daily >17 = 55 Hrs EMB-175 $48.70 $43,830 $113.20 $101,880 After 5 Years rate for vacation awards. ***H/M >18 = 58 Hrs .0385 Per Hour based on MMG of 75 hours. CRJ-900 $50.00 $45,000 $117.00 $105,300 >19 = 61 Hrs 2.89 H/M*** ****Based on YOS. Pilot Agreeemnt signed August 2015 - 3027.2 3008.5.A.3* HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - Republic Airways *Yearly accrual rate is based on a Sample only; refer to adjacent pages for actual informationPDO* (Republic or monthly accrual rate. Rates shown 1 = 12.6 days 1 Yr = 4.20 H/M Shuttle) 35% for Legacy are multiplied by 12 divided by 4, 2 = 13.65 days 2 Yr = 4.55 H/M PPO Medical Plan Vacation is taken out of a PDO bank 3 = 14.7 days 3 Yr = 4.90 H/M @ 4 hrs per day. 4 = 15.75 days 4 Yr = 5.25 H/M <6 = 2.5% 25% for PHP EMB-170 5 = 16.8 days 5 Yr = 5.60 H/M Abbreviations$50.42 and Definitions:75 $45,378 $120.11 $108,099 6-13 = 4% None Pilot Health Plan EMB-175 6 = 17.85 days 6 Yr = 5.95 H/M 13+ =6% 7 = 18.9 days 7 Yr = 6.30 H/M 35% for TPO 8 = 22.05 days 8 Yr = 7.35 H/M Traditional PPO 9 = 23.1 days 9 Yr = 7.70 H/M Plan 10 = 24.15 10 = 8.05 H/M 401(K) Matching: Retirement plan, the company will match the IOE: Initial Operating Experience, refers the flight Notraining Max a new hire Contract 2015 employees contribution up to the listed percentage. Unless noted the- 3-1receives3.K.1 fromHRxMMGx12 a check airman3-1 HRxMMGx12after completing8.A.1*** all ground8.A.1 and14.K simulator 14.E Envoy formally <1yr = <7 dys*** 1-4 = 3.5% *CRJ-700 gone by Dec/16; **New- company will match 100% of what the employee contributes. training. 90dys-5yrs = American Eagle EMB-145 $89.12 $80,208 1-2yrs = 7 dys 5-9 = 5.25% 31% to 35% hires are capped at 12th year pay for 3.5hrs/month; (Envoy) $39.78 75 $35,802 >2yrs = 14 dys 10-14 = 6.4% None 1% increases per CA and 4 years for FO. ***<1 is >5 yrs = CRJ-700* >5yrs = 21 dys 15-19 = 7% year prorated. $93.90 $84,510 4hrs/month ALPA: Air Line Pilots Association EMB-175 MMG: Minimum Monthly Guarantee, the>16yrs minimum = 28 dys amount20+ of = credit8% Contract 2003 as amended, Currently - LOA**the employeeLOA HRxMMGx12 will receiveLOA** per HRxMMGx12month. The ability8 to work9.A more28.B*** or less is28.B 28.A.3.b in negotiations Cancellation pay: When a leg or legs are canceled, the employee will possible, depends on the needs of the company, line holder or reserve still be credited for that leg. Some companies will not cover all reasons FO Topand Out open trips for that month. No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes for cancellations. Refer to the contract for more information. Types Accrual Matching (%) (Hourly) accrual employee pays Per Diem: The amount of money the company500-2,000 Pilots pays the employee for Deadhead: Positive space travel as a passenger for companyEndeavor Air business; food expenses while gone from base, typically<1yr=<7 dys*** from 1- show time 50% Match: to end *Pay based on DOS+2 years, 1% CRJ-200 $38.49 $34,641 $84.03 $75,627 (Flagship) 2yrs=7 days 1-5 = 6% 32% for medical increases every year; **Based on paid as shown in above referenced column. of debrief75 time of that trip. Day trip per>2yrs=14days diem is taxable2.5 H/M while5-10 overnight = 8% None (35% 1/1/15), 25% YOS, ***>1 year prorated >5yrs=21days 10+ = 10% dental CRJ-900 $39.75is not. $35,775 $89.96 $80,964 >16yrs=28days Vesting** DC: Direct Contribution, the company will contribute the listed - 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 additional amount directly to the employees 401(K),PSA either Airlines quarterly or UTU: United Transportation Union 50% Match: *75% after 10 YOS, **Vesting after 3 CRJ-200 $41.78 $37,602 $98.37 $88,533 < 1 = 7 days .5-5 = 1.5% (Bluestreak) 0-5 = 3.5 H/M .5-5 = 2% YOS. > 2 = 14 days 5-7 = 2% yearly, refer to the contract for more information 75 5+ = 4 H/M 5-7 = 4% 27% > 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% $43.29YOS: Years of$38,961 Service with$106.67 the company.$96,003 >14 = 28 days 10+ = 3.5% CRJ-900 IBT: International Brotherhood of Teamsters 10+ = 8%* - 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 Mesa Airlines *Pilots shall receive as the Company CRJ-200 $80.93 $73,808 < 1 = 7 days (Air Shuttle) 0-1 = 1.52 H/M Based on rates set matching contribution the greater of > 2 = 14 days CRJ-700, $37.96 76 $34,620 1-4 = 2.17 H/M 2%* None by company and the amount contributed to any other > 5 = 21 days CRJ-900, $93.76 $85,509 +4 = 3.0 H/M insurance provider Company employees or two percent EMB-175 > 20 = 28 days - 3.A 4.A.1 HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2008 as amended 50 | Aero Crew News Air Wisconsin < 1 = 7 days BACK TO3-4% CONTENTS = 1% *1.5% Pay Raise every year on (Wisconsin) > 2 = 14 days 5-6% = 2% October 1st., 3.A.2, **Pilot must 3.75 H/M CRJ-200* $49.24 75 $44,316 $107.67 $96,903 > 5 = 21 days 7% = 3% 3% 25% contribute first percentages to get Max 375 > 10 = 28 days 8% = 4% company matching (second > 19 = 35 days 9% = 5% 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 Horizon Air < 5 = 14 days Company *MMG based on 35 day bid period Q-400 $49.43 80.5 $43,770 $119.19 $105,543 3 H/M 6% None (Horizon Air) > 5 = 28 days Discretion

- 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 Compass Airlines < 1 = 7 days 0-2 = 3 H/M 50% Match: *Contract is based on months of (Compass) E-170, > 1 = 14 days 2-5 = 3.25 H/M 9m-4 = 4% 29% Employee, service for vacation accural, $45.80 75 $41,220 $111.24 $100,116 None E-175 > 5 = 21 days 5+ = 3.5 H/M 3-5 = 6% 34% Family converted to years for comparison, > 15 = 28 days Max 450 6+ = 8% 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 GoJet Airlines > 1= 7 days Reserve MMG is 70, Line holder 0-2 = 2 H/M 1% (Lindbergh) > 2 = 14 days $85 single, $314 MMG is 74, *Company match 100%, CRJ-700 $37.70 74 $33,478 $96.97 $86,109 +2 = 3 H/M Veste 100% No > 7 = 21 days family per month** **2007 rates Max 300 after 3 YOS > 15 = 28 days - ? 5.B.2 HRxMMGx12 ? HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2007 as amended

FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) (Hourly) accrual employee pays Under 500 Pilots Piedmont Airlines 50% Match: *50% match based on YOS, **See > 1 = 5 days*** (Piedmont) <4 = 6% chart at referenced contract section; < 1= 5 days Q-100, 4-9 = 9% Set amount** 2016 ***First year is prorated. $40.33 75 $36,297 $89.98 $80,982 2-7 = 10 days 4 H/M 1% Q-300 10-14 = 10% Max 17% 7-13 = 15 days 15-19 = 11& +14 = 20 days 20+ = 12% - 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 Tran States < 1 = 7 days** 0-2 = 3 H/M 9+ mos = 4% *Line holder lines built to a minimum 38% Employee, Airlines (Waterski) 2 - 5 = 14 days 3-5 = 3.5 H/M 3-6 = 6% 80 hours, **First year is prorated. ERJ-145 $44.99 75 $40,491 $104.51 $94,059 None 39.5% Emp +2, 6 -13 = 21 days +6 = 4 H/M 7+ = 8% 50% Family +14 = 28 days 450 Max 50% Match - 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended Cape Air *Pay is per duty hour and minimum (Kap) 1 = 7 Days pay per week is 40 hours; **25% ATR-42, 2 = 14 Days $12.72 40 $26,458 $30.02 $62,442 up to 4%** None 50% matching C402, BN2 5 = 21 Days + 10 = 35 Days

- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract Silver Airways < 1 = 7 days** *25% matching, **First year prorated Saab 340b $39.03 75 $35,127 $83.07 $74,763 (Silverwings) 2-6 = 14 days 4 H/M 40% for employee, 4%* None 7-10 = 21 days 160 Max 75% for family B1900D $30.21 75 $27,189 $66.26 $59,634 +11 = 28 days - 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 Ameriflight, LLC (AMFlight) 160 Units of 1.16 Days per All Salary $31,000 Salary $89,650 5% None $198 per month Pay month

CommutAir *FO max out at 6 years, CA max out 1 = 7 days (CommutAir) Q-200, at 20 years ERJ. **50% based on 1-5 =14 days Q-300, $45.62 75 $41,058 $106.36 $95,724 2.5 H/M up to 6%** None 35.0% YOS 5-11 = 21 days ERJ-145 11+ = 28 days

- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended Great Lakes *From zero to 3 years, 0-3 = 7 Days Airlines B1900D, .94* or 1.56 Equal to other Equal to other $33.52 75 $30,168 $56.67 $51,003 4-5 = 14 Days None (Lakes Air) EMB-120 H/M employees employees +6 = 21 Days

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

Peninsula Airways Saab 340A, (Penisula) Saab 340B*

- Need contract Seaborne Airlines DHC-6-300 $44.00 $39,600 $93.00 $83,700 *Based on profitability (Seaborne) 75 Yes* S340 $40.00 $36,000 $69.00 $62,100

- HRxMMGx12 HRxMMGx12 Need contract Corvus Airlines B1900C, 2.9 Hours 2 Days $450-$500 / Mo. (Raven Flight) B19000D, $64.00 60 $37,440 $117.00 $84,240 2% None Per Week Per Year $750-$800 / Mo. DH-8 - HRxMMGx12 HRxMMGx12 Need contract Island Air 1-3 = 1% *After 5 YOS. (Moku) Q-100 $38.57 $37,027 $79.83 $76,637 1-3 = 1% 3-4 = 3% 3-6 = 5% 4-5 = 4% 0% for employee, < 1 = 15 days 7.6 H/M 6-8 = 3% 5-6 = 5% full cost for family, ATR-72 $40.50 80 $38,880 $100.98 $96,941 +3 = 19 days 480 Max 8-10 = 2% 6-8 = 7% after 3rd year then +5 = 23 days 720 Max* 10-12 = 1% 8-10 = 8% 0% for all Q-400 $0 $100.98 $82,400 12+ = 0% 10-12 = 9% 12+ = 10% - 3.A 4.A.2 HRxMMGx12 3.A HRxMMGx12 5.A 12.A.1 LOA 2 LOA 2 14.A Contract 2009 as amended

FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) 1 (Hourly) accrual employee pays General Information THE GRID

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

ExpressJet *Up to $40,000 at company (LXJT) discreation; **$5,000 Type Rating (Accey) $22,000* Bonus; ***EQO = Earned Quartely EMB-175SC $5,000** Paid for by EWR, IAH, ORD, $40/HR Sept Surface 3 Overide, $10,000 for FO's $8,000 EMB-145 EV $1,000 company; single $1.95/hr 1,465 United ALPA CLE, TYS, @65HR/Mo 2011 LTE for CA per year paid out each CRJ-200 Referral, occupancy ATL**** quarter, restrictions apply; ***ATL is EQO*** not a base HQ only.

Contract 2018 as amended Online Feb/15 4.C.2 Mar/2019 Mar/2019

SkyWest Airlines COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type (Skywest) CRJ-200 United, FAT, IAH, LAX, rating for any turbo jet over 12,500 Paid for by CRJ-700 Jan American, MSP, ORD, PDX, lbs; **Depends on location, some OO $7,500* 65 Hours company; single $1.95 4,880 None iPad CRJ-900 2018 Alaska, PHX, PSP, SEA, may be double occupancy ***SGU is occupancy** EMB-175 Delta SFO, SLC, TUS not a base, only HQ. SAN, SGU*** Online 3008.19.A 3015.6.A.1 3009.1.A Mar/2019 Mar/2019 Pilot Agreement signed August 2015 Republic Airway *$1,500 paid on first check, $8,500 (Republic) after the completion of training, $2.05/hr CMH, DCA, IND, $1,600 first Paid for by United, $2,500 after first year, $2,500 after EMB-170 Dom November LGA, MCI, MIA, YX $17,500* mo. then company; single 2,221 American, IBT iPad Air 18 months, and $2,500 after 2 EMB-175 $2.60/hr 2016 ORD, PHL, PIT, MMG occupancy Delta years. ***International per diem Int.*** EWR, IAH only applies when block in to block out is greater than 90 mins. Contract 2015 10.A.2.a 4.B.1 Jan/2019 Aug/2018

Envoy formally *Dependent on aircraft assignment American Eagle Up to once hired; **Paid over two years in $1.85/hr + (Envoy) $22,100* 64 hr MMG quarterly installments and after one CRJ-700, Paid for by $0.05 plus + 16 hrs per Sept year of service; ***Company EMB-145, MQ company; single increase in 2,173 American ALPA iPad Air 2 DFW, ORD, LGA $20,000 diem per 2017 projects less than 3 years for new EMB-175 occupancy 2018, 2021 retention day hires to upgrade and 6 years to flow & 2024 bonus** to American Airlines.

Contract 2003 as amended Online 4.A 4.B 5.B.1 Dec/2017 Dec/2017

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

Endeavor Air Pay based on DOS+2 years, 1% Single (Endeavor) CRJ-200 MMG, but October JFK, DTW, increases every year, *$10,000 9E $10,000* Occupancy paid $1.80/hr 1,905 Delta ALPA iPad 2** CRJ900 no per diem 2017 MSP, LGA, ATL training completion bonus, Starts by company Jan 1, 2018, **Company supplied

Online 3.D.1, 5.D.4 5.D.1 Dec/2017 Dec/2017 Contract 2013 as amended PSA Airlines *$10,000 after training, $8000 after (Bluestreak) FAA Mins 1st year, **Referral bonus, **Hiring CRJ-200 $50.22 / HR Paid for by CLT, DCA, CVG $18,000*, 1,000 street captains if they meet the CRJ-700 OH MMG & Per company; single $1.75/hr 1,900 American ALPA iPad DAY, TYS, PHL $5,000** Hours 121 minimum qualifications otherwise CRJ-900 Diem occupancy ORF Time once they reach 1,000 hours SIC time.

3.F.1 5.A.1 May/2019 Apr/2019 Contract 2019 as amended Mesa Airlines CRJ-200 *Paid after completion of training 76 Hours Paid for by (Air Shuttle) CRJ-700 $22,100* March United, PHX, DFW, **Paid after completion of year 3 YV during company; single $1.60/hr 1,220 ALPA iPad*** CRJ-900 $20,000** 2017 American IAD, IAH ***Pilot must have an iPad, but training occupancy EMB-175 company pays $40 a month LOA 37 5.A.1 5.B.1 5.A.2 Dec/2017 Dec/2017 Contract 2008 as amended Air Wisconsin Yes *$33,000 min bonus for all new Paid for by $1.75/hr (Wisconsin) $33,000 2.5 hours Jan American hires. $4,000 or $4,500 referral CRJ-200 ZW company; single dom 534 ALPA iPad ORD, IAD, MKE $4,000 or per day 2014 United bonus, later for Airmen Training occupancy $1.80/hr int $4,500* Program Contract 2003, Pilot data from Website 4.C 5.A.1 LOA 37 Dec/2017 Dec/2017 10/6/2014 seniority list. Horizon Air *By the end of 2018, the projected 16 credit (Horizon Air) Paid for by fleet will be 26 E175s and 37 DH-8-Q400 hours per Sept BOI, GEG, MFR, QX None company; single $1.80/hr 860 Alaska IBT iPad 2 Q400s. **Upgrades available to ERJ-175* week & per 2018 PDX, SEA occupancy** newhires that meet Part 121.436(a) diem minimums. 5.I.4 6.C 5.G.1 Jan/2019 Jan/2019 Contract 2012 as amended Compass Airlines $17,500 *Per diem only when not in base for Paid for by (Compass) Signing sims; **DOS + 24 Mos. $1.70, MMG & Per company; October Delta, EMB-175 CP $1,500 $1.65/hr** 659 ALPA iPad PHX, LAX, SEA Diem* double 2015 American Referal occupancy Bonus 3.H, 5.B 5.B.3 5.B.1 Dec/2017 Dec/2017 Contract 2014 as amended GoJet Airlines Paid for by *7 CRJ-900s being delivered by the CRJ-700 $12,000** $23/hr @ December ORD, RDU, STL, (Lindbergh) G7 company; single $1.60/hr 600 United, Delta IBT end of 2015. **New hire bonus, CRJ-900* $5,000*** 60 hr 2017 DEN occupancy ***With CL-65 type. Jan/2017 5.B.3 6.C 5.O Dec/2017 Dec/2017 Contract 2016 as amended

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

Piedmont Airlines DH-8-100 MMG + 1/2 Paid for by *1,000 Hours of Part 121 flight time. January PHL, MDT, (Piedmont) DH-8-300 PI $15,000 per diem company; single $1.70/hr 350 American ALPA **$5,000 pilot referal bonus for 2017 ROA, SBY ERJ-145 per day occupancy employees. LOA 16 5.D.4 5.A.3 5.D.1 Dec/2017 Dec/2017 Contract 2013 as amended Trans States *Paid out over 3 years, restricitions Airlines $35.81 @ Paid for by apply. AttendanceMay Bonus 2019 0 Sick | 75 hrs or 4 company; June United, IAD, STL, ORD 51 (Waterski) ERJ-145 AX $30,000* $1.90/hr 600 ALPA iPad Days Used $1000, 1 Sick Day Used hours per Single 2016 American DEN, RDU $700, 2 Sick Days Used $500, 3 day occupancy Sick Days Used $300 3.C.1 5.A.1 5.C.1 Dec/2017 Jun/2016 Contract 2015 as amended Cape Air New England, HYA, EWB, BOS, PVC, ACK, MVY, (Kap) New York, RUT, LEB, RKD, AUG, PVD, ALB, Paid for by FAA Mins ATR-42 Hyannis Air Montana, OGS, MSS, SLK, HPN, BIL, SDY, 40 Hours company; $37/overnigh 1,000 C402 9K None 100 Service DBA IBT No Midwest, GDV, OLF, GGW, HVR, UIN, MWA, per week Single t Hours 121 BN2 Cape Air Caribbean & CGI, IRK, TBN, OWB, SJU, MAZ, occupancy Time Micronesia STX, STT, EIS, GUM (See Notes) 3.K.A 6.E.5.A 6.G.1 Dec/2016 Dec/2016 Contract 2012 as amended Silver Airways Paid for by *$3,000 after IOE, $3,000 after 1 MMG & Per FLL, TPA, (Silverwings) Saab 340b 3M $12,000* company; single $1.85/hr 18 months 160 Self** IBT year, $6,000 after 2 years; **11 Diem MCO, IAD occupancy Codeshares 5.C Jul/2015 Jul/2016 Contract 2011 as amended Ameriflight, LLC DFW, BFI, PDX, *Hourly rate in training depends on EMB-120 UPS (AMFlight) SFO, BUR, ONT, PIC, SIC and aircraft type. EMB-110 $9 - $12.50 Paid for by FAA Mins FedEx PHX, ABQ, SLC, BE1900 & 99 per hour* company; 1,000 DHL AM None $1.45/hr 185 None iPad SAT, OMA, LAN, SA227 $35 / Day Single Hours 121 Lantheus CVG, SDF, BUF, C208 Per Diem occupancy Time ACS MHT, EWR, MIA, PA31 Mallinckodt BQN, SJU Oct/2015 Oct/2015 CommutAir FAA Mins Paid for by (CommutAir) Up to 1,000 ERJ-145XR C5 MMG company; single $1.80/hr 302 United ALPA iPad EWR, IAD $45,000 Hours 121 occupancy Time Online 3.G 5.A.8 5.B.3 Mar/2019 Mar/2019 Contract 2015 as amended Peninsula Saab 340A, *$1,100/Mo. Base Salary KS $50/day 2012 120 None ANC, BOS Airways Saab 340B* (Penisula) Oct/2014 Need contract Seaborne Airlines DH-8-300 $30/dom, January BB 90 SJU, STX (Seaborne) S340 $50/int 2013 Oct/2014 Need contract Ravn Alaska $15,000 for *After 6 months pay goes to $40 on (Corvus Airlines C208, C207, all pilots in None, except B1900, first year pay adjusted for $40.00 per March & Hageland PA31, B1900 7H 2017, MMG during SIMs in 215 Ravn Alaska None iPad ANC this. **Hageland pilots can transfer over night 2015** Aviation DH-8 $5,000 SEA, Single at any time once they hit ATP mins, Services) referral so much uncertainty abounds Jun/2017 Jun/2017 Need contract Total Pilots 20,423

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

Contract 2018 as amended Online Feb/15 4.C.2 Mar/2019 Mar/2019

SkyWest Airlines COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type (Skywest) CRJ-200 United, FAT, IAH, LAX, rating for any turbo jet over 12,500 Paid for by CRJ-700 Jan American, MSP, ORD, PDX, lbs; **Depends on location, some OO $7,500* 65 Hours company; single $1.95 4,880 None iPad CRJ-900 2018 Alaska, PHX, PSP, SEA, may be double occupancy ***SGU is occupancy** EMB-175 Delta SFO, SLC, TUS not a base, only HQ. SAN, SGU*** Pilot Agreement signed August Online 3008.19.A 3015.6.A.1 3009.1.A Mar/2019 Mar/2019 2015 Republic Airway *$1,500 paid on first check, $8,500 (Republic) after the completion of training, $2.05/hr CMH, DCA, IND, $1,600 first Paid for by United, $2,500 after first year, $2,500 after EMB-170 Dom November LGA, MCI, MIA, YX $17,500* mo. then company; single 2,221 American, IBT iPad Air 18 months, and $2,500 after 2 EMB-175 $2.60/hr 2016 ORD, PHL, PIT, MMG occupancy Delta years. ***International per diem Int.*** EWR, IAH only applies when block in to block out is greater than 90 mins. Contract 2015 10.A.2.a 4.B.1 Jan/2019 Aug/2018

Envoy formally *Dependent on aircraft assignment Up to American Eagle $1.85/hr + once hired; **Paid over two years in $22,100* 64 hr MMG (Envoy) CRJ-700, Paid for by $0.05 quarterly installments and after one plus + 16 hrs per Sept EMB-145, MQ company; single increase in 2,173 American ALPA iPad Air 2 DFW, ORD, LGA year of service; ***Company $20,000 diem per 2017 projects less than 3 years for new EMB-175 occupancy 2018, 2021 retention day hires to upgrade and 6 years to flow & 2024 bonus** to American Airlines.

Contract 2003 as amended Online 4.A 4.B 5.B.1 Dec/2017 Dec/2017

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

3.F.1 5.A.1 May/2019 Apr/2019 Contract 2019 as amended

Mesa Airlines CRJ-200 *Paid after completion of training 76 Hours Paid for by (Air Shuttle) CRJ-700 $22,100* March United, PHX, DFW, **Paid after completion of year 3 YV during company; single $1.60/hr 1,220 ALPA iPad*** CRJ-900 $20,000** 2017 American IAD, IAH ***Pilot must have an iPad, but training occupancy EMB-175 company pays $40 a month LOA 37 5.A.1 5.B.1 5.A.2 Dec/2017 Dec/2017 Contract 2008 as amended Air Wisconsin Yes *$33,000 min bonus for all new Paid for by $1.75/hr (Wisconsin) $33,000 2.5 hours Jan American hires. $4,000 or $4,500 referral CRJ-200 ZW company; single dom 534 ALPA iPad ORD, IAD, MKE $4,000 or per day 2014 United bonus, later for Airmen Training occupancy $1.80/hr int $4,500* Program Contract 2003, Pilot data from Website 4.C 5.A.1 LOA 37 Dec/2017 Dec/2017 10/6/2014 seniority list.

Horizon Air 16 credit *By the end of 2018, the projected Paid for by (Horizon Air) DH-8-Q400 hours per Sept BOI, GEG, MFR, fleet will be 26 E175s and 37 QX None company; single $1.80/hr 860 Alaska IBT iPad 2 ERJ-175* week & per 2018 PDX, SEA Q400s. **Upgrades available to occupancy** diem newhires that meet Part 121.436(a) minimums. 5.I.4 6.C 5.G.1 Jan/2019 Jan/2019 Contract 2012 as amended Compass Airlines $17,500 *Per diem only when not in base for Paid for by (Compass) Signing sims; **DOS + 24 Mos. $1.70, MMG & Per company; October Delta, EMB-175 CP $1,500 $1.65/hr** 659 ALPA iPad PHX, LAX, SEA Diem* double 2015 American Referal occupancy Bonus 3.H, 5.B 5.B.3 5.B.1 Dec/2017 Dec/2017 Contract 2014 as amended GoJet Airlines Paid for by *7 CRJ-900s being delivered by the CRJ-700 $12,000** $23/hr @ December ORD, RDU, STL, (Lindbergh) G7 company;General single $1.60/hr Information600 United, Delta IBT end of 2015. **New hire bonus, THE GRID CRJ-900* $5,000*** 60 hr 2017 DEN occupancy ***With CL-65 type. Jan/2017 5.B.3 6.C 5.O Dec/2017 Dec/2017 Contract 2016 as amended

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

Piedmont Airlines DH-8-100 MMG + 1/2 Paid for by *1,000 Hours of Part 121 flight time. January PHL, MDT, (Piedmont) DH-8-300 PI $15,000 per diem company; single $1.70/hr 350 American ALPA **$5,000 pilot referal bonus for 2017 ROA, SBY ERJ-145 per day occupancy employees. LOA 16 5.D.4 5.A.3 5.D.1 Dec/2017 Dec/2017 Contract 2013 as amended Trans States *Paid out over 3 years, restricitions Airlines $35.81 @ Paid for by apply. Attendance Bonus 0 Sick 75 hrs or 4 company; June United, IAD, STL, ORD (Waterski) ERJ-145 AX $30,000* $1.90/hr 600 ALPA iPad Days Used $1000, 1 Sick Day Used hours per Single 2016 American DEN, RDU $700, 2 Sick Days Used $500, 3 day occupancy Sick Days Used $300 3.C.1 5.A.1 5.C.1 Dec/2017 Jun/2016 Contract 2015 as amended Cape Air New England, HYA, EWB, BOS, PVC, ACK, MVY, (Kap) New York, RUT, LEB, RKD, AUG, PVD, ALB, Paid for by FAA Mins ATR-42 Hyannis Air Montana, OGS, MSS, SLK, HPN, BIL, SDY, 40 Hours company; $37/overnigh 1,000 C402 9K None 100 Service DBA IBT No Midwest, GDV, OLF, GGW, HVR, UIN, MWA, per week Single t Hours 121 BN2 Cape Air Caribbean & CGI, IRK, TBN, OWB, SJU, MAZ, occupancy Time Micronesia STX, STT, EIS, GUM (See Notes) 3.K.A 6.E.5.A 6.G.1 Dec/2016 Dec/2016 Contract 2012 as amended Silver Airways Paid for by *$3,000 after IOE, $3,000 after 1 MMG & Per FLL, TPA, (Silverwings) Saab 340b 3M $12,000* company; single $1.85/hr 18 months 160 Self** IBT year, $6,000 after 2 years; **11 Diem MCO, IAD occupancy Codeshares 5.C Jul/2015 Jul/2016 Contract 2011 as amended Ameriflight, LLC DFW, BFI, PDX, *Hourly rate in training depends on EMB-120 UPS (AMFlight) SFO, BUR, ONT, PIC, SIC and aircraft type. EMB-110 $9 - $12.50 Paid for by FAA Mins FedEx PHX, ABQ, SLC, BE1900 & 99 per hour* company; 1,000 DHL AM None $1.45/hr 185 None iPad SAT, OMA, LAN, SA227 $35 / Day Single Hours 121 Lantheus CVG, SDF, BUF, C208 Per Diem occupancy Time ACS MHT, EWR, MIA, PA31 Mallinckodt BQN, SJU Oct/2015 Oct/2015 CommutAir FAA Mins Paid for by (CommutAir) Up to 1,000 ERJ-145XR C5 MMG company; single $1.80/hr 302 United ALPA iPad EWR, IAD $45,000 Hours 121 occupancy Time Online 3.G 5.A.8 5.B.3 Mar/2019 Mar/2019 Contract 2015 as amended Peninsula Saab 340A, *$1,100/Mo. Base Salary KS $50/day 2012 120 None ANC, BOS Airways Saab 340B* (Penisula) Oct/2014 Need contract Seaborne Airlines DH-8-300 $30/dom, January BB 90 SJU, STX (Seaborne) S340 $50/int 2013 Oct/2014 Need contract Ravn Alaska $15,000 for *After 6 months pay goes to $40 on (Corvus Airlines C208, C207, all pilots in None, except B1900, first year pay adjusted for $40.00 per March & Hageland PA31, B1900 7H 2017, MMG during SIMs in 215 Ravn Alaska None iPad ANC this. **Hageland pilots can transfer over night 2015** Aviation DH-8 $5,000 SEA, Single at any time once they hit ATP mins, Services) referral so much uncertainty abounds Jun/2017 Jun/2017 Need contract Total Pilots 20,423

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Most Number of Do Business Union EFBs Bases Notes Digit Bonus Training new hire Junior CA Pilots For: Code training hired

Contractual Work Rules

ExpressJet *Reserves past show time only; **11 (LXJT) 2 hr 100% or or 13 based on start time of duty, 15 12/12 or 11 for 15 hours (Accey) 11 or 13; DPM***; 150/200% hours max for reserve phone reserve in 30 Yes* 276 min per 4 None None 100% $150 / yr**** Company provided 15** 3.75 on when red flag availability + duty time ***Duty Period day month day trip day off is up Min; ****After completing first year

21.D.1.b, 5.A & Contract 2018 as amended 3.D.4 - 8 3.D.5 - - 6.A.2 21.H.9.d 24.H.3 - 21.D.3.a 21.I.4.b SkyWest Airlines *Must remain on reserve for that (Skywest) period; **1:1 after 12 hrs; ***130% pay on awarded flying credit over 87 hours. Six holidays full pay for all 12 Yes* FAA Part 117 198 4:12 None 1:2** 1:4 100% 150%*** $200 / year*** None pilots (working that day or not); ****After completing first year and $400 max.

3017.7.C.1.g 3008.12.A 3016.1 - 3017.3.A - - - 3008.14.A - 3009.3.A - Pilot Agreeemnt signed August 2015 Republic Airways *2 Golden Day Off (GDO) Periods (Republic or per year, 1 GDO Period has 3 days Shuttle) 100%, off. **Only line holders and available See Trip Provided by 12* Yes** 14 438***** 4:12 1:2 1:4 75% 150%, Company provided for reassignment. ***Company Rig company**** and 200%*** Discretion, 130% or 150%, ****Includes luggage *****Includes 2018 LOA

Contract 2015 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 -

Envoy formally Pilots pay 50% *200% only when critical coverage 3.9 Res 150% or American Eagle 11 Yes FAA Part 117 616 None None None 75% except leather Company provided declared by company 3.7 Line 200%* (Envoy) jacket 100% Contract 2003 as amended 10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -

Endeavor Air New hires pay *Starts 1/1/2015, **200% at 25 Hours (Endeavor) 150% 50%, all others company discretion. 12 Yes 14 501 4 5 Day None None 100% None 200%** get $240 per Trip 52 | Aero Crew News year* BACK TO CONTENTS 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 PSA Airlines *For line holders only with (Bluestreak) exceptions to open time pick ups; 75-85 = 125% **with exceptions see contract 85+ = 150% 13 , 14.5 on 11 Yes* 195 3.5** None None None 50%** JrMan = 175% $400**** None section; ***Holiday pay offered by CDO Holiday = company when needed; ****After 1 YOS 200%***

12.D.1 3.i.1 12,A1 - 4.D - - - 3.L 3.J 17.B.2.A - Contract 2019 as amended Mesa Airlines *To line guarantee, **200% for junior (Air Shuttle) Company pays manning and improper half of hat, 100% or reassignments. 11 Yes* FAA Part 117 187 None None None None 62.5% topcoat, jacket, None 200%** two pairs of pants.

12.B 3.G 12 - - - - 6.A 3.H.9 5.E.2 - Contract 2017 as ammended Air Wisconsin *Once trip is awarded or assigned 3 hours (Wisconsin) 12, 14 or See Trip 150% or for all pilots **Based on start time. 12/12 Yes* 294 or Duty 1:2 1:4 100% $260 / yr**** $50* 13** Rig 200%*** ***200% for critical trips. ****After Rig completing first year 25.E.8.a 3.D 12.B.1 - 3.C.1.c - 3.C.1.a 3.C.1.b 3.E 3.B.1/LOA 37 18.C.2 18.E Contract 2003 as ammended Horizon Air *Bid period is 35 Days **4 hours for (Horizon Air) any trip that has one duty period, See Trip 150% or 13* Yes FAA Part 117 239 4** 50%*** 25**** 100% $200 None ***50% of the duty time, ****25% of Rig 200***** 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 Compass Airlines Company pays *12 days off during 31 day bid (Compass) 80% air*** 1/2 of initial periods, **May be 11 or 12* Yes** FAA Part 117 392 4 None None None 100%**** None 75% ground uniform, $20/mo reassigned,***85% after 5/1/17 allowance ****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 GoJet Airlines *With restrictions, report before (Lindbergh) 75% 150% Noon, finish after 5pm, **At 11/12 Yes FAA Part 117 165 4* 4* None None $25 / Month None 100% 2 DOS 200%** company discreation,

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

Piedmont Airlines *See examples in refenced contract 4 per 75% air; 50% (Piedmont) 11 Yes 14 185 4 None None 100%** $25 / month None section, **Unless available for day* ground premium pay 25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended Trans States *Line Holders have Cancellation Pay 12 line holders 150% Airlines Yes* 14 246 4** None None None 100% $25 / month None - 100% line by line, block or better, (Waterski) 11 reserves 200%*** **For reserves only, ***At discretion of company, 25.B.3.a.2 & LOA Contract 2011 as amended 3.F 12.E.1 - - - - 3.H.1 3.E.2 5.F.3 - d.2 2011-07 Cape Air Paid in full by *Pilots are paid per duty hour not company, no set (Kap) 100% for 135 100% or flight hour. **Paid above minimum, if 10 Yes 14 170 5 None* None* None* amount per year. Yes as needed it is over 40 hours per week, then it 50% for 121 150%** Reasonable will be paid at 150% amount. 14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended Silver Airways Greater *Greater of line value or actual flown (Silverwings) of min 50% for first 5 except for named storms, than 50%; 3, 4 on 11 Yes* 14 161 day, 1:2 None hours, then 100% $150 / yr** None **For replacement only. lost day credit, 100% duty rig 6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended Ameriflight, LLC Fly 4-5 days per (AMFlight) Yes FAA 135 NA NA NA NA NA 100% 100% None None week

CommutAir *Reserve 4 hrs per trip: Duty or Trip Reserve: (CommutAir) $17.50 per (whichever is greater); **Additional 4 hrs 150% to 12/11 Yes FAR Part 117 131 3.75 None None 100% month None incentive offered at company Split Duty 200%** ($210 / yr) discretion, 4.5 hrs*

25.C.1-25.C.2 3.E.1 12.B.1 - 3.D.2.a - - - 8.A.2 3.F.1 5.D.3 - Contract 2015 as amended Peninsula 5 on 2 off Airways (Penisula) Seaborne Airlines 13 (Seaborne) Ravn Alaska (Corvus Airlines New Hire Paid by & Hageland 10 No FAA Part 117 NA 2.4 0 0 0 30% 100% Company then No Aviation $80 per year Services)

Min Days off Pay Max Number of Min Day Min Trip Duty Rig Trip Rig Deadhead Open time pay Uniform Headset Notes (Line/Reserve) Protection Scheduled pages in Credit Credit Pay Reimbursement Reimbursement Duty Contract Min Days off Pay Max Number of Min Day Min Trip Duty Rig Trip Rig Deadhead Open time pay Uniform Headset Notes (Line/Reserve) Protection Scheduled pages in Credit Credit Pay Reimbursement Reimbursement Duty Contract

Envoy formally Pilots pay 50% *200% only when critical coverage 3.9 Res 150% or American Eagle 11 Yes FAA Part 117 616 None None None 75% except leather Company provided declared by company 3.7 Line 200%* (Envoy) Contractual Work Rulesjacket 100% THE GRID Contract 2003 as amended 10.B.1 3.F.2 10.A.2 - 3.E.1 & 2 - - - 3.K LOA 6.A -

Endeavor Air New hires pay *Starts 1/1/2015, **200% at 25 Hours (Endeavor) 150% 50%, all others company discretion. 12 Yes 14 501 4 5 Day None None 100% None 200%** get $240 per Trip year* 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 PSA Airlines *For line holders only with (Bluestreak) 75-85 = 125% exceptions to open time pick ups; 85+ = 150% **with exceptions see contract 13 , 14.5 on 11 Yes* 195 3.5** None None None 50%** JrMan = 175% $400**** None section; ***Holiday pay offered by CDO Holiday = company when needed; ****After 1 200%*** YOS

12.D.1 3.i.1 12,A1 - 4.D - - - 3.L 3.J 17.B.2.A - Contract 2019 as amended Mesa Airlines *To line guarantee, **200% for junior Company pays (Air Shuttle) manning and improper half of hat, 100% or reassignments. 11 Yes* FAA Part 117 187 None None None None 62.5% topcoat, jacket, None 200%** two pairs of pants.

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 Compass Airlines Company pays *12 days off during 31 day bid (Compass) 80% air*** 1/2 of initial periods, **May be 11 or 12* Yes** FAA Part 117 392 4 None None None 100%**** None 75% ground uniform, $20/mo reassigned,***85% after 5/1/17 allowance ****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 GoJet Airlines *With restrictions, report before (Lindbergh) 75% 150% Noon, finish after 5pm, **At 11/12 Yes FAA Part 117 165 4* 4* None None $25 / Month None 100% 2 DOS 200%** company discreation,

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

Piedmont Airlines *See examples in refenced contract 4 per 75% air; 50% (Piedmont) 11 Yes 14 185 4 None None 100%** $25 / month None section, **Unless available for day* ground premium pay 25.C.2,3 & 4 3.G.4.a LOA 12 - 3.G.3.a 3.G.3.a - - 8.B.5, 8,C,3 25.G 26.Y.4 - Contract 2013 as amended Trans States *Line Holders have Cancellation Pay 12 line holders 150% Airlines Yes* 14 246 4** None None None 100% $25 / month None - 100% line by line, block or better, (Waterski) 11 reserves 200%*** **For reserves only, ***At discretion of company, 25.B.3.a.2 & LOA Contract 2011 as amended 3.F 12.E.1 - - - - 3.H.1 3.E.2 5.F.3 - d.2 2011-07 Cape Air Paid in full by *Pilots are paid per duty hour not (Kap) company, no set flight hour. **Paid above minimum, if 100% for 135 100% or 10 Yes 14 170 5 None* None* None* amount per year. Yes as needed it is over 40 hours per week, then it 50% for 121 150%** Reasonable will be paid at 150% amount. 14.E.2 3.I 14.B - 3.B.V.I. - - - 3C1B - - 25.A.5 Contract 2012 as amended Silver Airways Greater *Greater of line value or actual flown (Silverwings) of min 50% for first 5 except for named storms, than 50%; 3, 4 on 11 Yes* 14 161 day, 1:2 None hours, then 100% $150 / yr** None **For replacement only. lost day credit, 100% duty rig 6.D.3 & 4 6.H.8.a 8.A.1 - 3.H 3.B.1 3.B.1.c - 7.D.1 3.D 5.J - Contract 2011 as amended Ameriflight, LLC Fly 4-5 days per (AMFlight) Yes FAA 135 NA NA NA NA NA 100% 100% None None week

May 2019 | 53 THE GRID Additional Compensation Details

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays

ExpressJet *25 EMB-175SC to be flown for (LXJT EMB-145, <5 = 2.5% United Express; **Prorated 7/12ths (Accey) $47.87 $43,083 $105.06 $94,554 <5 = 4% 5<10 = 4% of a day per month. ***110 CRJ-200 < 1 = 7 Days** 5 H/M 5<10 = 5% 10<15 = 5% Additoinal hours may be accured for 2-6 = 14 Days 75 Max 640 10+ = 6% 15<20 = 5.5% 30% any illness longer than 30 days, if 7-10 = 21 Days (110 above 640***) 20+ = 8% 20+ = 6% more than 255 hours used at once EMB-175 +11 = 28 Days $47.87 $43,083 $110.48 $99,432 Vesting*** (New hires not acrual is 7 H/M. ***Based on YOS; (70 Seat*) eligible)

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

SkyWest Airlines After 90 Days *MMG for reserve pilots is 76. (Skywest) CRJ-200 $116.00 $104,400 <6m = 30.8 Hrs **Vacation time is based on how .0193 Per Hour >5 = 36.96 Hrs much your work, see chart in 3011.1 1.45 H/M*** 1-4 yrs, 4% > 10 = 46 Hrs for per hour basis, Hours quoted in CRJ-700 $122.83 $110,547 After 2 Years 5-9 yrs, 6% > 15 = 49 Hrs this chart are based on working 800 $60.50 75 $54,450 .027 Per Hour 10-14 yrs, 8% None 30% > 16 = 52 Hrs hours in one year. Pilots set the EMB-175 $123.29 $110,961 2 H/M*** 15-19 yrs, 10% >17 = 55 Hrs daily rate for vacation awards. After 5 Years 20+ yrs, 12% >18 = 58 Hrs ***H/M based on MMG of 75 hours. .0385 Per Hour >19 = 61 Hrs CRJ-900 $125.10 $112,590 2.89 H/M*** 3008.5.A.3 Pilot Agreeemnt signed August - 3027.2 HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - * 2015 Republic Airways PDO* *Yearly accrual rate is based on a (Republic or 1 = 12.6 days 1 Yr = 4.25 H/M monthly accrual rate. Rates shown 35% for Legacy Shuttle) 2 = 13.65 days 2 Yr = 4.94 H/M are multiplied by 12 divided by 4, PPO Medical Plan 3 = 14.7 days 3 Yr = 5.55 H/M Vacation is taken out of a PDO bank 4 = 15.75 days 4-6 Yr = 6.00 H/M 1-5 = 3% @ 4 hrs per day. 25% for PHP EMB-170 5 = 16.8 days 7-9 Yr = 8.00 H/M 6-12 = 5% $57.43 75 $51,687 $129.39 $116,451 None Pilot Health Plan EMB-175 6 = 17.85 days 10-12 Yr = 12.00 13-15 =7% 7 = 18.9 days H/M 16+ = 8% 35% for TPO 8 = 22.05 days 13-15 Yr = 9.30 Traditional PPO 9 = 23.1 days H/M Plan 10 = 24.15 16+ Yr = 10.00 H/M No Max Contract 2015 - 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.E

Envoy formally <1yr = <7 dys*** 1-4 = 3.5% *New-hires are capped at 12th year American Eagle EMB-145 $89.12 $80,208 1-2yrs = 7 dys 90dys-5yrs = 5-9 = 5.25% 31% to 35% pay for CA and 4 years for FO. **<1 (Envoy) $39.78 75 $35,802 >2yrs = 14 dys 3.5hrs/month; 10-14 = 6.4% None 1% increases per is prorated. EMB-175 $93.90 $84,510 >7yrs = 21 dys >5 yrs = 4hrs/month 15-19 = 7% year >16yrs = 28 dys 20+ = 8% Contract 2003 as amended - LOA** LOA HRxMMGx12 LOA* HRxMMGx12 8 9.A 28.B** 28.B 28.A.3.b

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays

- 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 PSA Airlines 50% Match: *75% after 10 YOS, **Vesting after < 1 = 7 days .5-5 = 1.5% (Bluestreak) CRJ-200 0-5 = 3.5 H/M .5-5 = 2% 3 YOS. > 2 = 14 days 5-7 = 2% CRJ-700 $56.24 75 $50,616 $119.16 $107,244 5+ = 4 H/M 5-7 = 4% 27% > 7 = 21 days 7-10 = 2.5% CRJ-900 485 Max 7-10 = 8% >14 = 28 days 10+ = 3.5% 10+ = 8%* - 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 Mesa Airlines C200/E145 $92.58 $84,433 < 1 = 7 days (Air Shuttle) Based on rates > 2 = 14 days 0-1 = 1.52 H/M 50% Match: 0- C700/E170 $99.65 $90,881 set by company $52.00 76 $47,424 > 5 = 21 days 2-4 = 2.17 H/M 9 = 6% 10+ None and insurance C900/E175 $105.08 $95,833 >15 = 28 days +5 = 3.0 H/M = 10% provider > 20 = 35 days C900-C $108.00 $98,496 - 3.A 4.A.1* HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2017 as amended Air Wisconsin < 1 = 7 days 3-4% = 1% *1.5% Pay Raise every year on (Wisconsin) > 2 = 14 days 5-6% = 2% October 1st., 3.A.2, **Pilot must 3.75 H/M CRJ-200* $49.98 75 $44,982 $109.29 $98,361 > 5 = 21 days 7% = 3% 3% 25% contribute first percentages to get Max 375 > 10 = 28 days 8% = 4% company matching (second > 19 = 35 days 9% = 5% 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 Horizon Air *MMG based on 35 day bid period. Q-400 < 5 = 14 days Company (Horizon Air) $49.43 80.5 $41,383 $119.19 $99,786 3 H/M 6% None Approximately 10.4 bid periods per ERJ-175 > 5 = 28 days Discretion year

- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended Compass Airlines < 1 = 7 days 0-2 = 3 H/M 50% Match: *Contract is based on months of (Compass) E-170, > 1 = 14 days 2-5 = 3.25 H/M 9m-4 = 4% 29% Employee, service for vacation accural, $45.80 75 $41,220 $111.24 $100,116 None E-175 > 5 = 21 days 5+ = 3.5 H/M 3-5 = 6% 34% Family converted to years for comparison, > 15 = 28 days Max 450 6+ = 8% 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 GoJet Airlines > 1= 7 days 0-2 = 2 H/M Emp: $147.78 Reserve MMG is 70, Line holder 9mo-2yr 4% (Lindbergh) 2-5 = 14 days 2-6 = 3 H/M Emp + 1: $363.85 MMG is 74, *Company match 50% CRJ-700 $44.33 75 $39,897 $111.24 $98,781 3-6 = 6% None 6-13 = 21 days +6 = 4 H/M Emp + 2 or more +7 = 8%* +14 = 28 days Max 300 $554.44 - 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays

Piedmont Airlines 50% Match: *50% match based on YOS, **See > 1 = 5 days*** (Piedmont) <4 = 6% chart at referenced contract section; < 1= 5 days Q-100, 4-9 = 9% Set amount** ***First year is prorated. $40.33 75 $36,297 $89.98 $80,982 2-7 = 10 days 4 H/M 1% Q-300 10-14 = 10% 2016 Max 17% 7-13 = 15 days 15-19 = 11& +14 = 20 days 20+ = 12% - 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 Trans States < 1 = 7 days** 0-2 = 3 H/M 9+ mos = 4% *Line holder lines built to a minimum | AeroAirlines Crew News 2 - 5 = 14 days 3-5 = 3.5 H/M 3-6 = 6% 35% Employee, 80 hours,BACK **First year TO is prorated. CONTENTS 54 ERJ-145 $45.67 75 $41,103 $106.07 $95,463 None (Waterski) 6 -13 = 21 days +6 = 4 H/M 7+ = 8% 35.9% Emp +2 +14 = 28 days 450 Max 50% Match - 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended Cape Air *Pay is per duty hour and minimum (Kap) 1 = 7 Days pay per week is 40 hours; **25% ATR-42, 2 = 14 Days $12.72 40 $26,458 $30.02 $62,442 up to 4%** None 50% matching C402, BN2 5 = 21 Days + 10 = 35 Days

- Per week* HRxMMGx52 HRxMMGx52 8.A.1 5.G.1 - 5.A & B Need contract Silver Airways < 1 = 7 days** *25% matching, **First year prorated 40% for (Silverwings) 2-6 = 14 days 4 H/M Saab 340b $39.03 75 $35,127 $83.07 $74,763 4%* None employee, 75% 7-10 = 21 days 160 Max for family +11 = 28 days - 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 Ameriflight, LLC (AMFlight) 160 Units 1.16 Days per All Salary $31,000 Salary $89,650 5% None $198 per month of Pay month

CommutAir *FO max out at 6 years, CA max out 1 = 7 days (CommutAir) Q-200, at 20 years ERJ. **50% based on 1-5 =14 days Q-300, $45.62 75 $41,058 $106.36 $95,724 2.5 H/M up to 6%** None 30.0% YOS 5-11 = 21 days ERJ-145 11+ = 28 days

- 3.M 3.D.1* HRxMMGx12 3.M HRxMMGx12 7.A.1 14.A.2 28.D.1 28 27.C Contract 2015 as amended Peninsula Saab Airways 340A, (Penisula) Saab 340B* - Need contract Seaborne Airlines DHC-6-300 $44.00 $39,600 $93.00 $83,700 *Based on profitability (Seaborne) 75 Yes* S340 $40.00 $36,000 $69.00 $62,100 - HRxMMGx12 HRxMMGx12 Need contract Ravn Alaska (Corvus Airlines & Hageland B1900, 2.9 Hours 2 Days $450-$500 / Mo. $64.00 60 $37,440 $117.00 $84,240 2% None Aviation DH-8 Per Week Per Year $750-$800 / Mo. Services)

- HRxMMGx12 HRxMMGx12 Need contract

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays 1 FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays

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

SkyWest Airlines After 90 Days *MMG for reserve pilots is 76. CRJ-200 $116.00 $104,400 <6m = 30.8 Hrs (Skywest) .0193 Per Hour **Vacation time is based on how >5 = 36.96 Hrs much your work, see chart in 3011.1 1.45 H/M*** 1-4 yrs, 4% > 10 = 46 Hrs CRJ-700 $122.83 $110,547 After 2 Years 5-9 yrs, 6% for per hour basis, Hours quoted in > 15 = 49 Hrs $60.50 75 $54,450 .027 Per Hour 10-14 yrs, 8% None 30% this chart are based on working 800 > 16 = 52 Hrs 2 H/M*** 15-19 yrs, 10% hours in one year. Pilots set the EMB-175 $123.29 $110,961 >17 = 55 Hrs After 5 Years 20+ yrs, 12% daily rate for vacation awards. >18 = 58 Hrs .0385 Per Hour ***H/M based on MMG of 75 hours. >19 = 61 Hrs CRJ-900 $125.10 $112,590 2.89 H/M*** 3008.5.A.3 Pilot Agreeemnt signed August - 3027.2 HRxMMGx12 3027.1 HRxMMGx12 3011.1** 3012.1 - * 2015 Republic Airways PDO* *Yearly accrual rate is based on a (Republic or 1 = 12.6 days 1 Yr = 4.25 H/M monthly accrual rate. Rates shown 35% for Legacy Shuttle) 2 = 13.65 days 2 Yr = 4.94 H/M are multiplied by 12 divided by 4, PPO Medical Plan 3 = 14.7 days 3 Yr = 5.55 H/M Vacation is taken out of a PDO bank 4 = 15.75 days 4-6 Yr = 6.00 H/M 1-5 = 3% @ 4 hrs per day. 25% for PHP EMB-170 5 = 16.8 days 7-9 Yr = 8.00 H/M 6-12 = 5% $57.43 75 $51,687 $129.39 $116,451 None Pilot Health Plan EMB-175 6 = 17.85 days 10-12 Yr = 12.00 13-15 =7% 7 = 18.9 days H/M 16+ = 8% 35% for TPO 8 = 22.05 days 13-15 Yr = 9.30 Traditional PPO 9 = 23.1 days H/M Plan 10 = 24.15 16+ Yr = 10.00 H/M No Max Contract 2015 - 3-1 3.K.1 HRxMMGx12 3-1 HRxMMGx12 8.A.1*** 8.A.1 14.K 14.E

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays

Endeavor Air 100% Match: *Pay based on DOS+2 years, 1% <1yr=<7 dys*** (Endeavor) CRJ-200 $65.74 $59,166 $117.70 $105,930 1-5 = 3% increases every year; **Based on 1-2yrs=7 days 32% for medical 5-10 = 5% YOS, ***>1 year prorated 75 >2yrs=14days 3.5 H/M None (35% 1/1/15), 10-20 = 8% >5yrs=21days 25% dental 20+ = 12.5% CRJ-900 $67.09 $60,381 $122.20 $109,980 >16yrs=28days Vesting** - 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 PSA Airlines 50% Match: *75% after 10 YOS, **Vesting after < 1 = 7 days .5-5 = 1.5% (Bluestreak) CRJ-200 0-5 = 3.5 H/M .5-5 = 2% 3 YOS. > 2 = 14 days 5-7 = 2% CRJ-700 $56.24 75 $50,616 $119.16 $107,244 5+ = 4 H/M 5-7 = 4% 27% > 7 = 21 days 7-10 = 2.5% CRJ-900 485 Max 7-10 = 8% >14 = 28 days 10+ = 3.5% 10+ = 8%* - 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 Mesa Airlines C200/E145 $92.58 $84,433 (Air Shuttle) < 1 = 7 days Based on rates > 2 = 14 days 0-1 = 1.52 H/M 50% Match: 0- C700/E170 $99.65 $90,881 set by company $52.00 76 $47,424 > 5 = 21 days 2-4 = 2.17 H/M 9 = 6% 10+ None and insurance C900/E175 $105.08 $95,833 >15 = 28 days +5 = 3.0 H/M = 10% provider > 20 = 35 days C900-C $108.00 $98,496 - 3.A 4.A.1* HRxMMGx12 3.A HRxMMGx12 7.A 8.A 24.B - 24.A Contract 2017 as amended Air Wisconsin < 1 = 7 days 3-4% = 1% *1.5% Pay Raise every year on (Wisconsin) > 2 = 14 days 5-6% = 2% October 1st., 3.A.2, **Pilot must 3.75 H/M CRJ-200* $49.98 75 $44,982 $109.29 $98,361 > 5 = 21 days 7% = 3% 3% 25% contribute first percentages to get Max 375 > 10 = 28 days 8% = 4% company matching (second > 19 = 35 days 9% = 5% 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 Horizon Air *MMG based on 35 day bid period. Q-400 < 5 = 14 days Company (Horizon Air) $49.43 80.5 $41,383 $119.19 $99,786 3 H/M 6% None Approximately 10.4 bid periods per ERJ-175 > 5 = 28 days Discretion year

- App. A.D 5.B.1 HRxMMGx10.4 App. A.B HRxMMGx10.4 13.B 14.A.1 27.C 27.C 27.A Contract 2012 as amended Compass Airlines < 1 = 7 days 0-2 = 3 H/M 50% Match: *Contract is based on months of (Compass) E-170, > 1 = 14 days 2-5 = 3.25 H/M 9m-4 = 4% 29% Employee, service for vacation accural, $45.80 75 $41,220 $111.24 $100,116 None E-175 > 5 = 21 days 5+ = 3.5 H/M 3-5 = 6% 34% Family converted to years for comparison, > 15 = 28 days Max 450 6+ = 8% 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 GoJet Airlines > 1= 7 days 0-2 = 2 H/M Emp: $147.78 Reserve MMG is 70, Line holder Additional Compensation9mo-2yr 4% Details THE GRID (Lindbergh) 2-5 = 14 days 2-6 = 3 H/M Emp + 1: $363.85 MMG is 74, *Company match 50% CRJ-700 $44.33 75 $39,897 $111.24 $98,781 3-6 = 6% None 6-13 = 21 days +6 = 4 H/M Emp + 2 or more +7 = 8%* +14 = 28 days Max 300 $554.44 - 5.A.1.b 5.N.1 HRxMMGx12 5.A.1.a HRxMMGx12 13.A.1 14.A 27.D.1 27.D 27.B.1 Contract 2016 as amended

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays

Piedmont Airlines 50% Match: *50% match based on YOS, **See > 1 = 5 days*** (Piedmont) <4 = 6% chart at referenced contract section; < 1= 5 days Q-100, 4-9 = 9% Set amount** ***First year is prorated. $40.33 75 $36,297 $89.98 $80,982 2-7 = 10 days 4 H/M 1% Q-300 10-14 = 10% 2016 Max 17% 7-13 = 15 days 15-19 = 11& +14 = 20 days 20+ = 12% - 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 Trans States < 1 = 7 days** 0-2 = 3 H/M 9+ mos = 4% *Line holder lines built to a minimum Airlines 2 - 5 = 14 days 3-5 = 3.5 H/M 3-6 = 6% 35% Employee, 80 hours, **First year is prorated. ERJ-145 $45.67 75 $41,103 $106.07 $95,463 None (Waterski) 6 -13 = 21 days +6 = 4 H/M 7+ = 8% 35.9% Emp +2 +14 = 28 days 450 Max 50% Match - 3 3.C.1* HRxMMGx12 3 HRxMMGx12 7.A.1 14.A 28.D - 27.C.2 Contract 2011 as amended Cape Air *Pay is per duty hour and minimum (Kap) 1 = 7 Days pay per week is 40 hours; **25% ATR-42, 2 = 14 Days $12.72 40 $26,458 $30.02 $62,442 up to 4%** None 50% matching C402, BN2 5 = 21 Days + 10 = 35 Days

- HRxMMGx12 HRxMMGx12 Need contract

FO Top Out No. of Vacation Percentage of Aircraft 401(K) Pay MMG Base Pay Top CA pay Base Pay weeks & Sick Time Accrual 401(K) DC health care Notes Types Matching (%) (Hourly) accrual employee pays 1

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

May 2019 | 55 THE GRID

BFI SEA GEG HVR OLF PDX GGW SDY RKD GDV AUG MHT BIL MSS SLK OGS LEB BOI BOS MSP RUT PVC MFR ALB EWB BUF PVD HYA MKE LAN ACK DTW EWR MVY ORD CLE JFK HPN SLC OMA MDT PHL CMH PIT LGA DAY BWI IRK IND IAD SFO DEN UIN DCA FAT MCI CVG STL MWA ORF SBY TBN SDF ROA CGI OWB RDU BUR LAX ONT TYS CLT PSP ABQ PHX

TUS ATL DFW

SAT IAH MCO TPA ANC HNL FLL MIA

SJU EIS STT MAZ STX

ABQ Albuquerque, NM ATL Atlanta, GA BOI Boise, ID BUR Burbank, CA Ameriflight, LLC ExpressJet Airlines Horizon Air Ameriflight, LLC ACK Nantucket, MA Endeavor Air BOS Boston, MA CGI Cape Girardeau, MO Cape Air AUG Augusta, ME Peninsula Airways Cape Air ALB Albany, NY Cape Air Cape Air CLE Cleveland, OH Cape Air BFI Seattle, WA BQN Aguadilla, PR ExpressJet Airlines ANC Anchorage, AK Ameriflight, LLC Ameriflight, LLC CLT Charlotte, NC Horizon Air BIL Billings, MT BUF Buffalo, NY PSA Airlines Peninsula Airways Cape Air Ameriflight, LLC CMH Columbus, OH Corvus Airlines Republic Airways

56 | Aero Crew News BACK TO CONTENTS THE GRID

CVG Cincinnati, OH IAD Washington, DC MVY Martha’s Vineyard, MA ROA Roanoke, VA Ameriflight, LLC Mesa Airlines Cape Air Piedmont Airlines PSA Airlines Trans States Airlines MWA Marion, IL RUT Rutland, VT DAY Dayton, OH Silver Airways Cape Air Cape Air PSA Airlines CommutAir OGS Ogdebsburg, NY SAT San Antonio, TX DCA Washington, DC Air Wisconsin Cape Air Ameriflight, LLC Republic Airways IAH Houston, TX OLF Wolf Point, MT SBY Salisbury, MD PSA Airlines ExpressJet Airlines Cape Air Piedmont Airlines DEN Denver, CO Skywest Airlines OMA Omaha, NE SDF Louisville, KY Skywest Airlines Mesa Airlines Ameriflight, LLC Ameriflight, LLC GoJet Airlines Republic Airways ONT Ontario, CA SDY Sidney, MT Great Lakes Airlines IND Indianapolis, IN Ameriflight, LLC Cape Air DFW Dallas, TX Republic Airways ORD Chicago, IL SEA Seattle, WA ExpressJet Airlines IRK Kirksville, MO ExpressJet Airlines Skywest Airlines Envoy Cape Air Skywest Airlines Horizon Air Ameriflight, LLC JFK New York City, NY Republic Airways Compass Airlines Mesa Airlines Endeavor Air Envoy SFO San Francisco, CA DTW Detroit, MI LAN Lansing, MI GoJet Airlines Skywest Airlines ExpressJet Airlines Ameriflight, LLC Trans States Airlines Ameriflight, LLC Endeavor Air LAX Los Angeles, CA Air Wisconsin SJU San Juan, PR Compass Airlines Skywest Airlines ORF Norfolk, VA Ameriflight, LLC EIS Tortola, BVI Compass Airlines PSA Airlines Seaborne Airways Cape Air LEB Lebanon, NH OWB Owensboro, KY Cape Air EWB New Bedford, MA Cape Air Cape Air SLC Salt Lake City, UT Cape Air LGA New York City, NY PDX Portland, OR Skywest Airlines EWR Newark, NJ ExpressJet Airlines Skywest Airlines Ameriflight, LLC ExpressJet Airlines Republic Airways Horizon Air SLK Saranac Lake, NY Republic Airways Endeavor Air Ameriflight, LLC Cape Air Ameriflight, LLC MAZ Mayaguez, PR PHL Philadelphia, PA STL St. Louis, MO CommutAir Cape Air Republic Airways GoJet Airlines FAT Fresno, CA MCI Kansas City, MO PSA Airlines Trans States Airlines Skywest Airlines Republic Airways Piedmont Airlines STT St. Thomas, USVI FLL Fort Lauderdale, FL MCO Orlando, FL PHX Phoenix, AZ Cape Air Silver Airways Silver Airways Skywest Airlines STX St. Croix, USVI GDV Glendive, MT MDT Harrisburg, PA Mesa Airlines Seaborne Airways Cape Air Piedmont Airlines Ameriflight, LLC Cape Air GEG Spokane, WA MFR Medford, OR Great Lakes Airlines TBN Fort Leonard Wood, MO Horizon Air Horizon Air PIT Pittsburgh, PA Cape Air GGW Glasgow, MT MHT Manchester, NH Republic Airways TPA Tampa, FL Cape Air Ameriflight, LLC PSP Palm Springs, CA Silver Airways GUM Guam MIA Miami, FL Skywest Airlines TUS Tucson, AZ Cape Air Republic Airways PVC Provincetown, MA Skywest Airlines HNL Honolulu, HI Ameriflight, LLC Cape Air TYS Knoxville, TN Island Air MKE Milwaukee, WI PVD Providence, RI PSA Airlines HPN White Plains, NY Air Wisconsin Cape Air UIN Quincy, IL Cape Air MSP Minneapolis, MN RDU Raleigh-Durham, NC Cape Air HVR Havre, MT Skywest Airlines GoJet Airlines Cape Air Endeavor Air RKD Rockland, ME HYA Hyannis, MA Compass Airlines Cape Air Cape Air MSS Massena, NY Cape Air

May 2019 | 57 THE GRID Mainline Flight Attendants

General Information

Aircraft Types 2 Digit Pay During Hotel during Per Diem Number Union Average Most Most Bases Notes Code Training new hire of FA's Reserve Junior Senior training Time Base Base American Airlines B787, B777, (American) BOS, CLT, DCA, B767, B757, Company DFW, LAX, LGA, B737, A350, Provided; AA None APFA MIA, ORD, PHL, A330, A321, Double PHX, RDU, SFO, A320, A319, Occupancy STL MD82/83, E190

Contract 2014, As Amended

Allegiant Air *(currently in contract negotiations) (Allegiant) No hourly **F/A candidates are allowed to give DoubleTree or BLI, FLL, HNL, B757, MD-80, wage, $24/day preference of base during interview G4 Holiday Inn 1,000 TWU* N/A** N/A IWA, LAS, OAK, A319, A3220 $24/day ($1/hour) process. We do out best to Express PGD, PIE, SFB perdiem accommodate those requests, but cannot always place candidates at their first preference. May/2016 Total Flight Attendants 1,000

Aircraft Types 2 Digit Pay During Hotel during Per Diem Number Union Average Most Most Bases Notes Code Training new hire of FA's Reserve Junior Senior training Time Base Base Contractual Work Rules

Min Days off Pay Max Min Day Min Trip Incentive Downtown Deadhead Open time Uniform Job Shares Jetway Notes (Line/Reserve) Protection Scheduled Credit Credit Pay Hotel Pay pay Reimbursement Available Trades Duty American Airlines 15 Dom 10 Partial 5 10-15 100% 100% No (American) 18 Int

Allegiant Air Initially uniforms *Minimum of 11 days off per month, (Allegiant) Each FA crew will are provided by except in peak periods when they can Scheduled or receive 8% the Company. $20/hour for "buy down" to 8 days off (3 peak better - commission based Upon completion 11* 0 0 scheduled Value of Trip months identified by the Company). greater of the on gross sales. An of the first year, DH time two values. augmented crew will crews will receive receive 10%. an annual allowance.

Additional Compensation Details

FA No. of Vacation Percentage of Aircraft FA Top Sick Time 401(K) Starting MMG Base Pay Base Pay weeks & 401(K) DC health care Notes Types Out Pay Accrual Matching (%) Pay accrual employee pays American Airlines *Based on age (American) 70 None Yes* Varies

Allegiant Air (Allegiant)

FA No. of Vacation Percentage of Aircraft FA Top Sick Time 401(K) Starting MMG Base Pay Base Pay weeks & 401(K) DC health care Notes Types Out Pay Accrual Matching (%) Pay accrual employee pays

58 | Aero Crew News BACK TO CONTENTS

1 THE GRID Regional Flight Attendants

General Information

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Do Number of Union Average Most Junior Most Senior Bases Notes Digit Bonus Training new hire Business Flight Reserve Time Base Base Code training For Attendants ExpressJet (LXJT) *If FA lives 25 miles or more away (Accey) from traning center, **AA flying out of EMB-145XR Dual Occupancy United EWR, IAH, ORD, DFW EMB-145 EV None None Paid for by $1.70 IAM American CLE, DFW** EMB-135 company*

7.D

ExpressJet (LASA) CRJ-200 Dual Occupancy Delta (Accey) CRJ-700 EV None None Paid for by $1.60 AFA ATL, DFW, DTW American CRJ-900 company

5.E 6.C

Total PSA Airlines (Bluestreak) CRJ-200 1.80 / hour CLT, CVG, DAY, CRJ-700 OH None Yes Yes effective 11-1- AA 900 AFA 8- 12 months CVG CLT-DAY TYS CRJ-900 16

Total Flight Attendants 900

Aircraft Types 2 Sign on Pay During Hotel during Per Diem Number Number of Union Average Most Junior Most Senior Bases Notes Digit Bonus Training new hire Contractualof FAs Flight WorkReserve Rules Time Base Base Code training Attendants Min Days off Pay Max Min Day Min Trip Incentive Downtown Deadhead Open Time Uniform Job Shares Jetway Notes (Line/Reserve) Protection Scheduled Credit Credit Pay Hotel Pay Pay Reimbursement Available Trades Duty ExpressJet *At the discretion of the company. (LXJT) Holiday Pay Initial paid by FA **Dress 19 pts, Skirt 13 Pts, Blouse 8 100% or (Accey) 12/10 or 11 Yes 13.5 1:04 $5.00 per Yes 50% 75 Points Yes Yes Pts etc.., 150%* hour Per Year**

5.A.4 4.N 7.B.7 4.S 4.Q 7.A.2 LOA 4.V 14

ExpressJet Initial paid by FA * 1:2 up to 12 hours of duty, **1:1 3:45 or 1:2* Holiday Pay (LASA) 10 Yes 14 No 100% 100% $200 after 12 hours of duty 1:1** 150% (Accey) Per Year

7.D.2 7.R.2 9.B.3 5.C.1 5.O 6.A 5.D.1 5.L 18

PSA Airlines Initial new hire - (Bluestreak) 150% Yes for Yes above NO / $250 10 $14 N/A N/A Thanksgiving yes N/A cancellations In some cities guaranee annual uniform and Christmas allowance

Min Days off Pay Max Min Day Min Trip Incentive Downtown Deadhead Open Time Uniform Job Shares Jetway Notes (Line/Reserve) Protection Scheduled Credit Credit Pay Hotel Pay Pay Reimbursement Available Trades Duty Additional Compensation Details

Percentage of Aircraft FA Starting FA Top Out No. of Vacation Sick Time 401(K) Matching MMG Base Pay Base Pay 401(K) DC health care Notes Types Pay Pay weeks & accrual Accrual (%) employee pays ExpressJet (LXJT 1-4 Yrs 7 Days >5 Yrs 1.5% (Accey) EMB- 5-9 Yrs 14 Days 5-10 Yrs 1.75% >5 Yrs 4% 145XR, 10-17 Yrs 21 Days 5 Hours 10-15 Yrs 2% $19.00 80 $18,240 $38.00 $36,480 5-10 Yrs 5% EMB-145, 18-24 Yrs 28 Days Per Month 15-20 Yrs 2.5% 10+ Yrs 6% EMB-135 25-29 Yrs 35 Days 20-25 Yrs 3% 30+ Yrs 37 Days 25+ Yrs 3.5%

- 4.A HRxMMGx12 4.A HRxMMGx12 8.B.2 9.A 22.E 22.E

ExpressJet 1 Yr 20% of 6% (LASA) 1-6 Yrs 14 Days 2 Yr 30% of 6% CRJ-200 (Accey) 7-15 Yrs 21 Days 3.75 Hours 3 Yr 40% of 6% CRJ-700 $18.38 75 $16,542 $37.31 $33,579 None 0% 16-19 Yrs 28 Days Per Month 4 Yr 50% of 6% CRJ-900 20+ Yrs 35 Days 7 Yr 75% of 6% 8 Yr 75% of 8%

- 5.A 5.B HRxMMGx12 5.A HRxMMGx12 12.A.2 13.A.1 24.B 24 23

PSA Airlines +6 Months - up to (Bluestreak) +1 yr - 1 wk 2% +2 yrs - 2 wks +5 years - up to CRJs $17.89 72 $15,457 $31.03 $26,810 3.0 / Month N/A +7 years - 3 wks 3% +14 years - 4 wks +15 years- up to 3.5% - HRxMMGx12 HRxMMGx12

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