June 2017 Aero Crew News Your Source for Pilot Hiring Information and More...

Steps To Your Ideal Financial 7 Life Do You Make Unhealthy Mistakes Exclusive Hiring Briefing on the Road SMART TEAMWORK

The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals. Make the smart choice for your future and visit .com/apply today.

expressjet.com /expressjet @expressjet @expressjetpilots flysmartchoice.com SMART TEAMWORK

The success of ExpressJet is a reflection of the teamwork displayed by our team members 24 hours a day, 7 days a week, 365 days a year. We are hiring pilots and A&P Mechanics to join our family of more than 7,500 aviation professionals. Make the smart choice for your future and visit expressjet.com/apply today.

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www.envoyair.com | [email protected] | +1 972-374-5607 expressjet.com /expressjet @expressjet @expressjetpilots flysmartchoice.com contents June 2017

Letter From the Publisher 8 Aviation Careers and Mentors

Aviator Bulletins 10 Latest Industry News

Pilot Perspectives 18 Hard Work Pays Off

MILLION-AIR 22 26 7 Steps To Your Ideal Financial Life

Fitness Corner 26 Do You Make These Health Mistakes On Your Trips? Food Bites 30 First Watch, The Daytime Cafe 30 Safety Matters 30 United Flight 173 How CRM Transformed Modern Aviation Contract Talks 36 Trip and Line Construction

Exclusive Hiring Feature 38 PlanesSense, Inc. 38 Cockpit 2 Cockpit 50 Military to Transition

Jump to each section above by clicking on the title or photo. the grids

Sections Airlines in the Grid

Updated

Legacy FedEx Express The Grid 54 Legacy, Major, Cargo & FA American Airlines UPS International Airlines General Information Regional Work Rules US Airways Additional Compensation Details Airline Base Map Compass Airlines Corvus Airways Major CommutAir FA The Regional Grid 62 Envoy General Information JetBlue Airways FA ExpressJet Airlines Work Rules GoJet Airlines Additional Compensation Details Airline Base Map International The Grid 70 General Information Skywest Airlines Work Rules Cargo ABX Air Additional Compensation Details FA PSA Airlines

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

June 2017 | 5

18 month upgrade to New long-term partnership with United Airlines commencing this Fall Captain

Compensation and Benefits* $272,500 over three years!

$5,000 $10,000 $4,500 First Check Anniversary Referral Bonus Bonus Bonus

$8,000 Type Rating $75,600 $95,100 Compensation Compensation Bonus & Benefits* & Benefits*

$26,000 IOE Bonus Year Two Year Three $48,300 Compensation $85,600 $99,600 & Benefits*

Apply now on Airline Apps Year One or at www.airwis.com $87,300

*Insurance benefits based on single coverage Letter From the Publisher

Photo taken by: Anonymous Dear Readers,

Last month Jen P. wrote us asking how to start a career in aviation. As I mentioned in my answer, it would be impossible and unjust to explain the variety and complexity of options to achieving this goal in this space. I did highly recommend that she find a mentor to help guide her through the process. Our friends over at Professional Pilots of Tomorrow, PPOT, are doing such an amazing job of mentoring pilots that I decided to invite them and have their mentors relay their experiences in an article for us to share with our readers. This month, one of the founders of PPOT writes about his student of whom he helped mentor into a career in aviation. We hope to bring you more success stories from PPOT as the months go by! Good luck in your career goals and remember, never ever give up! Before you know it, you will be enjoying views like this every week!

Regards,

Craig D. Pieper D. Pieper Publsiher, Aero Crew News

Craig Pieper is the Publisher and Founder of Aero Crew News. Craig is responsible for the content, layout design, website design and organization of the material and people producing the material for the magazine. He obtained his Bachelors of Science in Aeronautical Science, along with a minor in Aviation Weather, from Embry-Riddle Aeronautical University in 2001. Craig is also a Captain for a with a type rating in the Embraer 145 and has logged over 6,000 hours of flying time since his introductory flight on November 14th, 1992.

We gladly accept and encourage letters to the editor. These letters will be reviewed and published at the sole discretion of the publisher. Please limit your letters to the publisher to a maximum of 200 words. You can email you letters to [email protected]. Please include a city and state. All questions emailed may or may not be published. Aero Crew News assumes no liability for the information contained in letters to us that are published. 8 | Aero Crew News Back to Contents May 2017

Here’s what you missed last month. Aero Crew News featured Air Wisconsin Airlines. “Safety Matters” Credits discusses Non-Routing Operations Reporting. “Contract Talks” provides details on your Home Away Publisher / Founder from Home. “Fitness Corner” explains Ten Ways to Craig Pieper Hack Your Fitness. “Food Bites” gets Raw in East Coast Seafood! Million-Air explains How to Increase Aero Crew Solutions, CEO Your ‘Side’ Income. “Cockpit 2 Cockpit” jumps in the Scott Rehn pool with, How to Stay Cool in the Pool. Lastly, there’s always more aviation news with “Aviator Bulletins” Editor from United Airlines, Envoy, Alaska Airlines, Cape Air, Deborah Bandy Republic Airways and Horizon Air. Photo Editor To view this and previous issues, visit our archive at Melody Hood aerocrewnews.com/category/issues/ Layout Design By Craig Pieper

Additional Contributors Scott Stahl, Andy Garrison, Marc Cervantes, Joshua Dils, Lauren Dils, Marc Himelhoch

Aviator Bulletins Provided by the companies listed

PlaneSence, Inc Feature Contributors Scott Berti, Elaine Carter

Photographs By PlanesSense, Inc. – Corporate Communications Department Photographs used with permission from PlaneSense, Inc. Craig Pieper

© 2017 Aero Crew News, All Rights Reserved. Aero Crew News Additional photographs as noted. reserves the right to all the data, articles and information contained in this magazine. Unauthorized use is strictly prohibited and prosecutors will be persecuted to the fullest extent of the law.

June 2017 | 9 Aviator Bulletins The latest aviation industry hiring news and more. Air Wisconsin Announces Enhanced Industry Leading Pilot Hiring Incentives Image provided by Air Wisconsin

ir Wisconsin Airlines recently announced significant In addition to industry-leading compensation and fast enhancements to its existing bonus program, upgrades, Air Wisconsin pilots enjoy a structured, rapid increasing the value of cash bonuses to $57,000, career progression to United Airlines through the United Aincluding $8,000 for pilots type rated in a turbine aircraft. Career Pathway Program. When added to Air Wisconsin’s competitive wage structure According to Bob Frisch, Air Wisconsin’s Chief and best-in-class benefits, these increases position Air Operating Officer, “This announcement highlights Air Wisconsin as the regional airline industry leader in new Wisconsin’s commitment to attracting qualified pilots to its hire pilot compensation. During the first three years of growing pilot group and creates best-in-class compensation employment, a new pilot will receive between $260,000 to go along with the rapid upgrade opportunities created and $317,000 in total pay and elected benefits. by our new partnership with United Airlines.” New hire pilots can expect to upgrade to Captain in For more information about the new hire pilot bonus 18 to 24 months—likely faster for pilots hired in the next program and joining the Air Wisconsin team, please visit several months—as Air Wisconsin dramatically expands www.airwis.com/pilots. its pilot group in connection with its recently announced long-term agreement with United Airlines. 10 | Aero Crew News Back to Contents Envoy Crews are Winging Back to

Image provided by Envoy

nvoy is pleased to announce that a crew base in “This is extremely good news for our pilots who live or Miami (MIA) for pilots and flight attendants will be have families in the Miami-Dade area and who have been re-opened in September, 2017. They’ll join the more commuting to other bases,” said Ric Wilson, Envoy Vice Ethan 900 Envoy Customer Services and Maintenance President of Flight Operations. employees already operating in the Miami hub. “We’re delighted to provide our pilots and flight With Envoy operating nearly 30 daily flights out attendants with a fourth crew base in the very near future,” of American’s Miami hub, it will enable the company to said Dee Temples, Envoy Senior Vice President of Air better support American’s current operations in that vital Operations. “We know we have many employees from international gateway, and position Envoy for future South and this new domicile will give them a much growth. more convenient option.” According to current projections, 40 First Officers and 40 Captains will be stationed at the MIA base. As the busy summer schedule approaches, the MIA base opening comes at a very opportune time.

June 2017 | 11 Aviator Bulletins The latest aviation industry hiring news and more.

Peach of an Opportunity: Endeavor Air Opens New Crew, Maintenance Base

Image provided by Endeavor

n June 1, as Endeavor Flight 4076 touched down noted John Daly, Chief Operating Officer, Endeavor Air. in , a new chapter began for Endeavor “Our crews are excited to be part of this new base which Air. A fifth crew and tenth maintenance base represents significant growth for our airline.” Owelcomed its first flight as part of the Endeavor network, Endeavor continues to hire pilots at a record pace. marking a significant expansion for Delta’s only wholly- With more incentives to join the team - like first year owned subsidiary regional airline. earnings of more than $60,000, a $10,000 training This new Atlanta base joins Detroit, Minneapolis-St. completion bonus, rapid upgrade opportunities, and the Paul, and both New York-JFK and New York-LGA as crew only defined pathway to Delta with its Delta Guaranteed domiciles. More than 200 pilots, 100 flight attendants, Interview Program - pilots can be a part of an airline that and 60 maintenance technicians will service upwards of continues to redefine the regional industry. 17 lines of flying by the end of 2017. Endeavor currently Interested in learning more? Visit http://www. operates more than 650 flights per day to over 130 cities endeavorair.com/pilots or contact the Endeavor Pilot across . Outreach Team at 612.266.1470 or Pilot.Outreach@ “Opening this Atlanta crew and maintenance base endeavorair.com. will allow us to bring the ‘gold standard’ of the fleet right to our mainline partner’s backyard,”

12 | Aero Crew News Back to Contents PSA’s Growth Soars to New Heights

Endeavor Air Opens New Crew, Maintenance Base

Image provided by PSA Airlines

SA added two new cadet partner schools to officially welcomed Liberty University as a Cadet Program their program this month bringing their number partner on May 3, 2017. of partnerships to 16 and growing. The addition Read more at: http://www.psaairlines.com/psa- Pof their newly launched Rotor Transition Program offers airlines-liberty-university-sign-cadet-program-agreement- military pilots the chance for a seamless transition into helping-move-promising-pilots-classroom-cockpit/

commercial aviation. PSA recently launched its RTP program and PSA Airlines has signed partnership agreements with announced its partnership with Skywarrior Inc. to bring two more schools as it makes a bid to hire 1,000 people in former military helicopter pilots into commercial aviation short order.Thursday, thee airline announced partnerships to fly its aircraft. Many military pilots have the 750 hours of with Purdue University, as well as Liberty University, aimed flight time required for a Restricted-Airline Transport Pilot at helping their students come aboard as pilots. As the (R-ATP) certification to pilot a commercial aircraft. But, fastest-growing regional and a wholly owned subsidiary many of these pilots are short on the requirement for 250 of American Airlines, PSA is on track to see both its fleet hours in command of a fixed wing aircraft, as well as a 25- and workforce triple. The Cadet Program at PSA Airlines, hour requirement to fly a multi-engine aircraft.

allows pilots from partner schools who accept employment PSA President, Dion Flannery, said this program from PSA to receive a $16,520 signing bonus. would be a creative solution to help it bring in new talent Read more at: http://www.psaairlines.com/psas- as it seeks to hire another 1,000 employees, many of cadet-partner-school-list-continues-grow/ them pilots.

Officials from PSA Airlines and Liberty University Read more at: http://www.psaairlines.com/psas-rotor- signed the PSA Airlines Cadet Program agreement and transition-program-takes-off/ June 2017 | 13 Aviator Bulletins The latest aviation industry hiring news and more.

Introducing Team Jet Linx: Private Aviation Company Announces Lineup Of PGA Professionals

et Linx Aviation announces PGA professionals Kevin Chappell and Kevin Streelman have joined team Jet Linx and Jwill be bringing the Jet Linx brand to the best golf courses and biggest tournaments across the country. “We’re extremely proud to have Chappell and Streelman join the Jet Linx family as new clients, friends and brand ambassadors. We look forward to supporting them as they continue to be leaders on the tour,” said Jamie Walker, President & CEO of Jet Linx. “Being able to ease their stress of travel between tournaments and personally serve their needs is something we take great pride in.” Chappell and Streelman join PGA great Jimmy Walker as brand ambassadors for team Jet Linx. Walker, who has been with Jet Linx since 2014, has enjoyed wide success on tour over the last few years. A member of the victorious 2016 Ryder Cup Team, Walker also won the PGA Championship last year. The founding member of team Jet Linx, Walker was introduced to the Kevin Streelman, Image provided by Jet Linx Aviation. personal private jet service by his friend Tom Northington, who is the Base President of the and clients through the Jet Linx Scottsdale location, where Jet Linx San Antonio location. Walker, who knew they are friends with Scottsdale Base President Josh the flexibility and convenience of private jet travel Allen. Both players will carry the Jet Linx logo across the would help him better meet the demands of life country this season. on tour, had no doubt the best solution was one Chappell‘s career took off during his time at UCLA, that could serve him locally and fly him globally. during which he led the team to the 2008 NCAA “It’s an honor to represent Jet Linx while on Championship. He ended his time at UCLA with many tour and to be an ambassador for the company, impressive awards and six titles, setting the school scoring which has improved my experience on tour for record his senior year. Since then, Chappell has advanced many years,” said Walker. “They really roll out the to FedEx Cup Playoffs six consecutive times and made red carpet for us when we pack up the clubs and the TOUR Championship for the first time, where he head to the next event.” finished runner up. Last month, Chappell won the Valero Open, marking his first PGA TOUR victory. New to team Jet Linx this year are Chappell and Streelman, both regulars on the PGA Tour “Jet Linx is not only about convenience but also about

14 | Aero Crew News Back to Contents and also affords me more time with my family – something money can’t buy.” Jet Linx provides its PGA professionals and clients with guaranteed, personalized, private jet travel solutions from 14 Base locations across the U.S. For more information on Jet Linx, visit www.jetlinx.com or contact a Jet Linx location near you for more information. To learn more about PGA team Jet Linx, visit www.jetlinx.com/ team-jet-linx/.

Kevin Chappell. Image provided by Jet Linx Aviation.

safety,” said Chappell. “They provide a service that is specific to the traveler, and traveling 32 weeks a year, most of the time with my family, allows us to get places quicker and get the kids to bed on time.” Steelman had his breakout year in 2007, earning his PGA Tour card through Qualifying School after three wins on the mini tours in 2007. With 14 top 10 finishes and a 25th place finish in the FedEx Cup in 2010, Steelman continues to improve and won his first PGA Tour in 2013 at the Tampa Bay Championship. “Life on the PGA tour can be very spontaneous,” said Streelman. “The ease in travel with Jet Linx while on tour is quite a benefit. Jet Linx offers us an incredible asset Jamie Walker, President & CEO Jet Linx. Image provided by Jet Linx Aviation. and partner in that regard. It is critical to my profession June 2017 | 15 Aviator Bulletins The latest aviation industry hiring news and more. Horizon Air Pilots Pass Vote To Amend Labor Contract

Image provided by Horizon Air.

orizon Air pilots, represented by the International the increasing demands of our growing airline,” said Brad Brotherhood of Teamsters (IBT) have approved an Lambert, Horizon’s vice president of flight operations and amendment to their existing eight-year contract. systems operations control. HHorizon is a regional airline that flies as Alaska Airlines. The contract becomes amendable on December The amended contract contains a significant increase 2024. There were 531 eligible pilot voters and among to pilot compensation, offered to both new and existing the 88 percent of pilots who voted, 79 percent approved pilots, with Horizon’s starting pay now at the top end of ratification. the regional airline industry pay scale at all steps. This, Pilots are covered by the Railway Labor Act, so labor coupled with the company’s generous incentive pay agreements do not expire; they become amendable and programs, top-tier 401k match, industry-leading flight remain in effect until a new contract is ratified. deck technology and desirable Pacific Northwest bases, make Horizon Air the best regional airline for pilots. To learn more about career opportunities at Horizon Air, pilots can visit the careers page at http://horizonair. “These agreements were achieved in partnership jobs/career-opportunities-pilots/ or on Facebook at https:// with IBT to ensure the company has top-tier pay for our www.facebook.com/QXPilotRecruiting/. pilots. This much needed pay increase, together with the incentive bonus programs in place, will enable us to Horizon Air is a subsidiary of Alaska Air Group and attract and retain the best pilots in the industry to meet flies to 39 cities across the , Canada and Mexico. 16 | Aero Crew News Back to Contents ExpressJet Airlines Announces $10,000 New Hire Pilot Bonus

Image provided by ExpressJet Airlines.

xpressJet Airlines has enhanced its pilot pay Pilots can learn more about ExpressJet and how to program with a $10,000 sign-on bonus for all new join our team at hire pilots effective immediately. This new incentive http://www.expressjet.com/careers/pilots. Ejoins the $7,500 type-rating bonus, meaning pilots can earn up to $17,500 just for joining the ExpressJet team. About ExpressJet Airlines In addition, the company will reward pilots who Headquartered in Atlanta, ExpressJet Airlines, a currently fly for ExpressJet with bonus initiatives of up to wholly owned subsidiary of SkyWest, Inc., is a regional $10,000. airline leader with over 5,000 aviation professionals, an average of more than 1,100 daily flights and an all-jet fleet Including the new incentive, first-year ExpressJet pilots of Embraer and Bombardier aircraft. Through capacity enjoy an industry-leading total compensation package purchase agreements, ExpressJet operates as American that includes additional trip pay, schedule flexibility and Eagle, Delta Connection and to serve generous commuting policies. Pilots earn between $37- more than 160 airports in the U.S., Mexico, Canada and 40/hour with a 75 hour guarantee. the . For more information, visit expressjet.com. Furthermore, ExpressJet offers pilots a structured career progression path to both United Airlines and JetBlue Airways. June 2017 | 17 Pilot Perspectives Written by: John Hackworth

Hard Work Pays Off

Sean Henry at

art of my responsibilities at Professional Pilots of their wins and woes, to Tomorrow is to reach out to pilot applicants who are offers us an opportunity Pinterested in enrolling with our mentorship/networking to learn more about the organization. Since assuming the role I’ve had the good fortune industry, collectively. to speak with a wide array of pilots from all walks of life and Sean Henry was one of experience levels. As I listen to their stories, their perspectives the first students I had as of the industry and of its future, for which they are hopeful, I’m a flight instructor, and to reminded of the paths we all once took, in one way or another. this day, is a good friend During these conversations, I often find myself sharing and fellow aviator. Sean the same advice about the aviation industry. Some are basic, grew up in Queens, NY, such as being professional, working hard to establish effective and flew for the first time relationships and networks, and embracing the process of as a young boy on a family mentoring, even from early stages of one’s career. However, as trip to Jamaica. Like many of us, Sean knew immediately that time moves on and I experience more, I’ve learned a few other aviation was more than a means of transportation, it wasa key lessons. Always know your audience. I say this because passion and a dream. After having served two deployments in like any task worth its weight, becoming an airline pilot takes Iraq as a United States Marine, Sean returned home to become time, money and effort. The costs toward becoming apilot a Maryland State Police Officer. During this time, he met his are often much more than just monetary. Becoming a pilot wife and the two began building a life together. All the while, requires a great deal of sacrifice and perseverance, for which Sean never lost his passion for aviation and in 2011, moved the prospect of seeing any return on investment isn’t due for a to Daytona Beach to pursue his dream of becoming a pilot by very long time. It is exactly those hurdles, however, that make enrolling as a student at Embry-Riddle Aeronautical University. the triumphs so sweet. Shortly after completing his Instrument rating, the military cut While not all our paths are the same, it is important that spending for flight training and with his first-born right around we keep our own experiences in perspective and appreciate the corner, Sean had to decide: Balance the cost of supporting the victories and successes we’ve achieved. The process of a family and flight training, or pursue a new career. storytelling provides insight into the paths others have taken, Through perseverance and the support of family and

18 | Aero Crew News Back to Contents Pilot Perspectives

Like many of us, passion for aviation started at an early age for Sean. Images Provided By PPOT. friends, Sean pushed on, and while it took longer than others, and required working a wide array About the Author of jobs, Sean landed his first flying job as a pilot The majority of my youth was for a Part 135 operation in PA. As a means of spent living overseas and through the building not only flight time but experience, years of constant travel I garnered a Part 135 carriers provide an opportunity to hone passion for aviation. After receiving several airmanship skills. Never having flown my undergraduate degree in Business from Northeastern University in ’07, I cargo myself, I am often intrigued by the stories I pursued my dream by attending Embry- hear and Sean’s experience is no exception. After Riddle Aeronautical University, where a year of working long days and nights, countless I eventually became a flight instructor, weather related issues and even an engine failure, as well as earning a Master of Business Sean received the call. After tirelessly working to degree in Airline Management. As an support his family of five, Sean is in the first stages instructor, I was fortunate to have met of training to become a First Officer with Envoy many amazing people, both colleagues Airlines flying the CRJ-700/900. Not all our paths and students, many with whom I am are the same however, as Sean’s story hopefully still in contact. I am eager to continue my passion for both aviation, as well as highlights: Through hard work, dedication and mentorship. focus, we can accomplish great things.

June 2017 | 19 Let your education take off with a degree from CCU.

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Contact our Pilot Recruitment team at [email protected] or call 508-727-7883. MILLION-AIR Written by: Andy Garrison, MBA, CFP®

7 7 Steps To 6 Your Ideal Financial 5 4 Life

3 2

1 Photo used with permission from Pixabay.com

id you know that building significant wealth and creating What’s important to remember when you’re defining your your ideal financial life is actually a science? This means ideal financial life is that you don’t hold back. We’ll get to the Dthat by following a specifically designed process, you can “how” of it later, now is the time for the “what.” create your ideal financial life. As you begin to get a good feel for your ideal financial life, While most people have undoubtedly spent time dreaming you should see a theme, or one ultimate goal, or a target that of their “ideal” financial life, many don’t have or operate by a stands out to you. I call this your “dominant financial aspiration” process to actually get there. Let’s change that today! because it is the one thing you focus on more than any other. Below you will find an overview of the seven-step process Once you’ve identified this dominant financial aspiration, I’ve been using with people for years to help them create their move on to step two. ideal financial life. Anyone can create the financial life they want, which means you can too. Step 2 – Identify what needs to be true for you to achieve your dominant financial aspiration Step 1 – Define your “ideal” financial life List out everything (yes, everything) that will have to be true What does ideal mean to you? When you think of how you for you to achieve your dominant financial aspiration. If you want your financial life to operate, what comes to mind? Do believe you will need to earn a certain amount per year, put you want to eat out without worry? Take large-scale family that down. vacations each year? Live in a certain home or area? Contribute If you know you’ll need knowledge or skills that you don’t large amounts to certain causes or organizations? have now, add those to the list. Simply ask yourself what needs to be true or what needs to occur for you to achieve your target.

22 | Aero Crew News Back to Contents MILLION-AIR

Twitter: @Pilot_Planner LinkedIn: linkedin.com/in/pilotplanner

Step 3 – Identify current gaps Next, identify the current gaps you have between where you are now and what needs to be true for you to reach your dominant When it comes to planning your financial life, keep financial aspiration. There are four areas we all have gaps in: your plan simple so you can focus on action. How do you do that? Simply create a list of action items that move Knowledge or know-how you toward your goal and prioritize that list. Skills needed My favorite strategy for planning is based from “The ONE Area(s) lacking confidence Thing” by Gary Keller. In short, you continually ask, “What is the ONE thing I can do to ensure I reach my dominant financial Missing drive/desire/motivation aspiration?” For the realities you listed in step two, what additional Start with your ultimate timeframe (“What is the ONE thing knowledge will you need? Are there skills you need to acquire I can do to ensure I reach my dominant financial aspiration by to manifest these realities? When do you need increased X date?”) and work backward. (“What is the ONE thing I can do confidence, and where might you lack drive or motivation to this year/this month/this week/today to ensure I am on track pursue your ideal life in tough times? for reaching my dominant financial aspiration by X date?”) Step 4 – Identify and decide how to fill the gaps As you compile your list of actions, prioritize them based on We all have gaps in the areas listed above, which means what needs doing first, what has the biggest impact, and what we all must decide how to fill these gaps. There are two main can be done quickly and easily to gain momentum. strategies you can use to do so: Step 6 – Establish your review and accountability Learn or build yourself process Hire a coach or expert Once you have your plan in place, it’s time to follow it! To When it comes to filling knowledge and skill gaps, it can do so effectively, you will need a process to review where you often make sense to learn the knowledge or build the skills are, the progress you’ve made, and your path to reaching your by yourself. If you’re lacking in confidence or in the proper ideal financial life. motivation – or if the skills or knowledge would take too long All of us go through periods of ups and downs in our or cost too much to obtain – you may want to look into hiring motivation and having an accountability process or partner can an expert or a coach to accelerate your path. help keep you on track. By staying accountable, you significantly Regardless of which path you choose, you must take action increase the likelihood you’ll meet your goal. toward filling the gaps that are keeping you from achieving your dominant financial aspiration. Step 7 – Take action! Now that you know your ultimate destination (your ideal Step 5 – Map out your plan financial life), what needs to be true for it to happen, what you Once you’ve identified what needs to be true and the gaps need to make it happen, and the actions you will take to get you currently have (and how you will fill them), you can create there, you need to take action and make it happen! your plan of how to achieve your dominant financial aspiration.

June 2017 | 23 MILLION-AIR

With our financial life, there are three “levers” we can About the Author pull to move us forward: 1) How we make our money. Focus on increasing your Andy Garrison is a value, finding additional streams of income, increasing your private pilot, a Certified skills, and finding those who would benefit from your skills. Financial Planner™, and holds an MBA. He 2) How we manage our money and risks. Properly has over 22,000 hours manage your cash flow and budget, create free cash flow, “in type” advising and have a reserve fund, and insure what needs to be insured. coaching people to get 3) Systematically save and multiply your money. Make a structure in place to sure you’re saving and investing your excess income to build significant wealth build your wealth over time. in a matter of years, not decades. He is the Final thoughts author of Million-Air: Creating your ideal financial life is a science anda Strategies For Pilots To Build Significant Wealth. process, which means you can do it! Follow these seven Andy’s purpose is to push people to see the possibilities steps and start building the financial life you want, in their lives, to inspire and guide them to reaching their regardless of where you are now. full financial potential. He has held wealth management Want to know more? Check out the four-part series and financial planning roles at the top-rated firms in the on creating your ideal financial life at AirspeedAndMoney. country, and is passionate about helping pilots exercise com/ Join or email me at [email protected]. wise “Financial Decision Making.” If you’re a pilot and there’s a dollar sign involved, he can help.

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treetatelet.indd NGPA_Advertisement-FullPage.indd 1 7/16/15 11:59 PM Fitness Corner Written by: Pilot Fitness

Do You Make These Health Mistakes On Your Trips?

**opinion-only, not medical advice**

Photograph taken by Joshua Dils

y nixing the food cooler on your trips, healthy food When eating a balanced diet, you should feel the same choices are dramatically cut, leaving you at the mercy after a meal as you do before. Meaning, eat before you Bof what fast food happens to be around. are hungry and stop before you are full. There should be 1. Relying solely on airport/hotel food no huge dips or spikes. By eating smaller, healthier meals and snacks higher in fiber throughout the day, you decrease Not having food on hand increases the likelihood of going your overall calorie consumption, stay more satiated and too long between meals or skipping a meal all together, have more energy! It is a win-win. Check out our Fit Flyer possibly causing a blood sugar crash. This often leaves you App for delicious, healthy, quick snack and meal ideas to ravenous and sets you up for making poor food choices bring on your next trip! and overeating at your next meal, increasing total calorie consumption. 2. Leaving gym clothes at home Eating a large calorie-dense meal takes a lot of energy Workout clothes take up little room and a simple pair of to digest and the rest of the body relaxes as a result. minimalist shoes can get you by on the road while easily Furthermore, red blood cells are shuttled to the stomach packed in the side pocket of most roll-a-boards. to aid in the digestion process, leaving less for the brain to We highly recommend fitting in activity/exercise while on utilize. The types of food you eat contribute to your blood work trips. Exercise has many brain boosting effects such sugar levels and play an intricate role in your mood, energy as improved memory, accuracy and more efficient task levels, alertness and focus. switching. Individuals who exercise regularly preserve

26 | Aero Crew News Back to Contents Fitness Corner

and even grow new neurons in the brain leading to more 4. Skipping breakfast effective brain functioning. Breakfast is roughly a 10-20 minute meal. Taking the time We also encourage working out on your trips as there are to eat breakfast can greatly improve your heart health, fewer distractions allowing you to focus on your workout. metabolism (weight loss goals), blood pressure, cholesterol There often are no chores, errands or “life’s” responsibilities and so much more. that get in the way. Anything counts, even a set of squats or Prolonged periods of fasting, such as skipping breakfast pushups before jumping in the shower is a start! after a night’s sleep, raise levels of cortisol, a hormone 3. Hydration complacency released by the body in response to stress. This transllates to 18 to 20 hours without food. Do you bring a refillable water bottle to work? If not, you are most likely behind the curve when it comes to performing Chronic and long durations of elevated levels of cortisol at your best. can leave you more susceptible to disease and is directly linked to fat storage, especially around the abdominal Proper hydration is key to maintaining energy, healthy area. digestion and to keep pretty much everything in working order on a cellular level; delivering oxygen and nutrients Going sans breakfast can keep the body in a state of stress more efficiently and ridding the body of waste products as and continually pumping out cortisol. Eventually, your well as keeping hormone levels in check. brain’s preferred and primary source of energy (glucose) gets depleted, leaving you behind the 8-ball - foggy, lethargic with enhanced room for error. Did you know that once you feel thirsty you are already dehydrated?

An easy way to stay on top of proper hydration is by bringing a refillable water bottle and making it a point to drink one or two full bottles a day. This is a great way to stay environmentally responsible while easily keeping track of how much you have imbibed throughout the day. Tip: Add a tablespoon or two of chia seeds to your water with a squeeze of lime and a pack of stevia. We sometimes add a Vega electrolyte pack or Nuun tab as they have travel- friendly packaging. Let the mixture sit for 10 minutes to thicken and enjoy. Chia seeds hold about 12 times their weight in water, are full of filling fiber, Omega 3’s, and more antioxidants than blueberries. This is the perfect 5. Relying too heavily on caffeine combination to stay hydrated and get nutrition in at the same time! We are by no means here to tell you to stop drinking coffee. In fact, it can be beneficial to your health. However, what you put in it and how much you rely on it to stay awake for late night flights can be problematic when it comes to optimal health. Coffee often gets a bad rap because of the accompanying creams, foams and syrups that are loaded into it, potentially totaling up to a third or more of your recommended daily calories ­— in one measly cup o’ joe! That being said, the type of coffee we are talking about is black coffee filtered with paper (drip or machine). The paper in the filtering process helps to filter out the cholesterol raising properties of coffee. Green tea is even better given its additional anti-oxidants.

June 2017 | 27 Fitness Corner

Finally, caffeine is not a substitute for lack of sleep. While adjustments to your daily/weekly routine you will reap the it can improve your alertness, coordination, reaction time, benefits of a healthier, happier life, allowing you the time ability to focus etc., it is not a viable substitute for restful and energy to tackle anything that comes your way! sleep and can give you a false sense of confidence. So, set a reminder to do one thing — order a re-usable So, be mindful of how much you have and how late into the water bottle, foam roller, food cooler, athletic shoes, etc. day you choose to consume caffeine, as it can disrupt sleep — and focus on implementing that one thing for 66 days! and lead you down a slippery slope. The effects of caffeine This is roughly the average amount of time for an activity to can remain in the body for over 8 hours leading to a restless become a habit — and set a reminder 66 days from now to night of sleep. We recommend 1-2 cups and no more. If you start your next effort. are relying on more to get through the day, re-evaluate. One thing you can do right now is download our Fit Flyer Taking a serious look at your diet (diets deficient in high app to help you plan and prepare healthy meals for your quality nutrients coming from a variety of whole foods can next trip! lead to fatigue). If need be, schedule naps into the day. 6. Neglecting flexibility Visit our website at www.pilotfitness.com Flexibility is often an overlooked, fundamental building block of health. Some people are more limber and do not need to About the Author stretch as much (only tight muscles should be stretched). However, most people who sit for long durations (over 45 The Pilot Fitness Team is minutes at a time) have imbalances that, if left untreated, comprised of husband and lead to dysfunctional movement and therefore injury. wife duo Joshua and Lauren Dils. Together, they bring Tip: Foam-rolling tired and tight muscles helps “turn them over 20 years of travel off,” allowing for more effective stretching. We recommend and fitness experience to the Trigger Point Therapy foam roller as it packs easily provide you professional (check out our “how to pack a better bag” video) and follow guidance to stay fit to fly. our Long Day Roll and Stretch protocol for relieving muscles that generally get overly tight from long days of sitting. Lauren has a bachelor’s degree in 7. Not planning ahead (makes all of the above Health and Exercise Science from CSU. Lauren holds professional impossible) training certificates through NASM for personal training and as A little planning and forethought can go a long way when a corrective exercise specialist. She works as a personal trainer it comes to improving your health while saving time and and group exercise instructor with an emphasis on high intensity money. training. Additionally, Lauren and Josh have both received their We have more calendars and organizational tools at our certificates in plant based nutrition through eCornell. disposal than ever before! By making simple tweaks and Josh is an airline pilot for a major U.S. airline based in SFO. With a background in competitive athletics, Josh won the gold for the North Face Endurance Championships Marathon in 2012 and Lauren took the bronze. Josh also competed in the 50-mile distance as well as full Ironman triathlon, and was an Ironman all-world athlete in 2015. It is the combined experience of airline and health professionals that allow them to truly understand the struggles of airline personnel and how to help you reach your health and lifestyle goals. They offer two eCourses: "The Pilot Fitness Fundamentals Course" and "The Seated Exercise Course" along with luggage reviews and articles. Pilot Fitness is also launching our flight crew meal planning app, "Fit Flyer" to help you plan ahead for healthy eating! Follow us on Facebook, Twitter and Instagram for more information for the app release! You may also contact us directly at [email protected].

28 | Aero Crew News Back to Contents TOP-TIER PILOT PAY, PLUS $30,000 IN SIGNING AND RETENTION BONUSES

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TSA_$30KBonus_FEB17.indd 1 1/31/2017 3:20:22 PM Food Bites Written by: Craig Pieper

First Watch, The Daytime Café College Station, Texas

Croque Madame, Photo Taken by Craig Pieper

normally try to avoid chain restaurants, but my friend insisted that I give this one a try. I was not Idisappointed at all. When first walking in, you definitely get the feel of a farm-to-table experience with their natural wood décor. Their menu boasts freshly sliced fruits and vegetables, home baked muffins and French toast batter made from scratch every morning. All orders are made to order and they don’t believe in heat lamps or deep fryers, bringing you “the finest ingredients possible for the freshest taste around.” Food Bites

From their “Behold Spring” menu, I choose the breakfast sandwich, they’ve dubbed the Croque Madame. This monster of a sandwich is described as; “Smoked ham, tomato, Gruyere cheese and Dijonnaise on grilled artisan broche. Topped with béchamel sauce, two cage-free, sunny side up eggs and fresh herbs. Along with this, I decided to add a side of their Millionaire’s Bacon, “Four slices of our signature hardwood smoked bacon baked with brown sugar, black pepper, cayenne with a maple syrup drizzle.” To say this sandwich is a monster is kind of an understatement. What I have to say is, you must try this! First of all, there is no way that you are picking this up and eating it like a normal sandwich, so it’s really not even a sandwich per se. It’s more like a stack of French toast, but with lots of other stuff. In other words, use your knife and fork. The freshness of every ingredient can be tasted in each bite. Everything from the eggs to the artisan brioche is cooked to perfection. Don’t forget the bacon! The bacon was probably the best part. When you go, please for the love of bacon, get the bacon! The bacon was full of flavor and dripping with maple syrup. I was not able to finish them all so I had to get a box for the leftovers! I’m not big on left overs, especially on the road, but I could not let this go to waste. If… When you go, be sure to get the app Nowait and set up a reservation, because you’ll surely be waiting if you don’t! Lastly, be sure to tell Megan, the GM, that I sent you!

Millionaire’s Bacon, Photo Taken by Craig Pieper

First Watch, The Daytime Café FirstWatch.com 4501 Texas Ave, Suite #100 979.704.6652 College Station, Texas

June 2017 | 31 Safety Matters Written by: Scott Stahl

United Flight 173 How CRM Transformed Modern Aviation

Photo of United Airlines Flight 173, after it crashed into a wooded area while troubleshooting a landing gear anomaly. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov

Captain: “You gotta keep ‘em running.” address the human error aspect of aviation safety in a way that attempted to change crew dynamics and the role of airline Engineer: “Yes sir.” crews forever. his fateful exchange shows insight into a world that once On the evening of December 28, 1978 United flight 173 was, but thankfully no longer exists. It doesn’t seem like a crashed into a wooded area near Portland International Airport. Tprophetic exchange, but it shows what once was accepted What should have been a routine flight from Denver, CO to as absolute authority and control by the captain of an airplane. Portland, OR went tragically wrong when a relatively minor In aviation history, we have many watershed events that mechanical problem lead to a loss of situational awareness that are considered significant because they forever changed the caused a much larger, and insurmountable problem. course of aviation history. We briefly touched on one of these While on approach to the airport, the crew deployed the watershed accidents when we discussed the crash that killed landing gear that prompted an abnormal gear indication, as Knute Rockne in 1931, followed by the fatal accident that killed well as an unusual thump and yaw when the gear extended. Senator Bronson Cutting in 1935. Both lead to sweeping changes Due to the lack of an indication that the main was locked in the way aviation was regulated, investigated and overseen by and down, the crew believed that the loud thump indicated the government. United Flight 173 served as the final impetus a problem with gear deployment and thought it would be to the development of Crew Resource Management. best to troubleshoot the problem, determine the severity and It was with the crash of United 173 that there was finally deal with it accordingly. It was a good decision based on the enough support for the development of a technology to potential consequences of a major gear problem.

32 | Aero Crew News Back to Contents Safety Matters

At approximately 1712 hours local time, the crew opted to Approximately 3 minutes later, the flight engineer voiced discontinue the approach to the airport and enter a holding some concern about the status of some of the fuel pump lights pattern at 5,000 feet as directed by Air Traffic Control. It that began flickering and upon mentioning this to the captain, should be noted that in addition to the gear deployment, the he was told that was “normal” based on dropping below a set First Officer (pilot flying) had also requested the extension of amount of fuel. The captain indicated no real concern about 15 degrees of flaps. Any astute observer would recognize that the fuel level and the flight engineer did not query further, the additional drag created by the gear and flaps would have although under CRM that would have been expected. a significant effect on fuel burn, as would the relatively low At 1750 hours., a full 38 minutes after entering the hold, holding altitude. the captain requested landing performance data for an airplane Between 1712 and 1738 hours, the crew ran appropriate that had “3000 or 4000 pounds” of fuel. At this point, the first checklists, inspected the status of the gear, discussed the officer began to advocate that they might not have enough fuel ramifications of a gear problem opon landing and contacted when he questioned, “Fifteen minutes?” The flight engineer the company maintenance department, all normal actions in then responded, “Not enough. Fifteen minutes is going to really a situation like this. The captain was recorded around 1738 run us low on fuel here.” At this point it becomes clear that hours saying that he believed they would be landing in about both the FO and the FE are running independent calculations 15-20 minutes more and that they had about 7,000lbs of fuel that do not agree with the captain’s, but they do not advocate onboard. About 8 minutes later, he would estimate his fuel at that they do not agree. They simply ran the numbers and 5,000lbs. attempted to make the calculations work. Less than 1 minute At 1746 hours. the first indication of concern was voiced later, the captain instructed the engineer to notify the company when the first officer asked the captain how much fuel representative that they would land with about 4,000lbs and remained. This starts to show some indication of the problem the engineer complied. because there was no attempt by either the first officer or the Five minutes later, the first officer asks the engineer: “How flight engineer to run their own fuel calculations for redundancy much fuel you got now?” and the engineer responded that up to this point. In a CRM environment, all three crew members they had 3,000lbs with 1,000lbs in each tank. would have been expected to run independent calculations The fuel came up again several minutes later at 1803 hours, and come to a consensus, where the most conservative answer when the engineer advised, “We got about three on the fuel prevails. and that’s it,” at which point the captain briefed approach control that they had 3,000-4,000lbs of fuel (the same value

Another photo of United Airlines Flight 173. Photo used with permission from the FAA Lessons Learned website, lessonslearned.faa.gov

June 2017 | 33 Safety Matters

aviation accidents. It was through this process that psychologist and NTSB investigating board member, Alan Diehl, recognized common traits between this accident and several others and determined that research being conducted by NASA at the time might provide a foundation for improved situational awareness and communication among qualified crew members. Using modern CRM, the airplane would have entered a holding pattern, and all 3 crew members would have begun calculating fuel onboard, time to get to the airport and shoot the approach, and a reserve amount to protect from error and miscalculation. They would have then determined how much time they would be able to stay in the hold and what the latest time to leave the hold would have been. They would have then all compared answers, verified each other’s math and resolve any disagreements. At that point, they would have started to United Airlines Flight 173. Photo used with permission from troubleshoot the problem and brief the cabin crew of the time the FAA Lessons Learned website, lessonslearned.faa.gov limit, while one pilot would have beeen responsible for flying/ monitoring fuel (first officer, since he was the other qualified pilot at the controls), one would have been responsible for they have had for the last nearly 15 minutes). This shows coordinating everything (usually the captain) and one would very clearly that the captain was absolutely distracted from a have accomplished the other items (engineer). problem that was rapidly becoming more important than the In 1981, United Airlines implemented the first “Cockpit landing gear problem. His focus had remained on the gear Resource Management” program in the world, as an effort problem and preparing the cabin for arrival. It should also be to foster open communication, advocacy and leadership/ noted that with a transmission he told Portland Approach that followership among the crew of the flight deck. Of course, they would be landing in about 5 minutes, despite the fact they it didn’t take long to realize that all members of a crew, were now almost 10 minutes beyond their originally stated including ground handlers, cabin crew, maintenance personnel, maximum estimate. At 1806 hours the captain again notified dispatchers, etc., were all qualified and professional “crew” the flight attendant that they would be landing in about 5 members who may have valuable insight into a specific minutes (now 13 minutes beyond the originally estimated situation. It is because of this evolution that modern CRM latest time). Simultaneously, the first officer exclaimed, “I think concepts have been the singularly most valuable safety you just lost number four…” technology adopted, to date. This fact can be seen in modern At this point, there was a large degree of confusion and air disasters such as United 232 in Sioux City, IA and US Airways discussion on the flight deck about why engines were starting 1549 on the Hudson River, where CRM undoubtedly resulted in to flame out and what they were going to do while in a futile an outcome different than may otherwise have been. attempt to make the airport. It was during this exchange that the captain ordered the engineer, “Keep ‘em running” and the engineer simply responded, “Yes sir,” though there was About the Author absolutely no physical way to keep the engines running with Scott Stahl is a contributor to Aero no fuel. Crew news, with articles focusing on technical aviation subjects. Scott At this point, it was too little too late. Any opportunities to obtained a Bachelor's in Aeronautical avoid the problem, correct the outcome and break the chain of Sciences from Embry-Riddle events leading to an accident had already passed. When the Aeronautical University's Arizona DC-8 came to a rest in the forest, there were ten fatalities and campus, with a minor in Business 24 injuries, including the flight engineer, a flight attendant and Administration. He also obtained his eight passengers. Master of Sciences in Safety Sciences from Embry-Riddle Aeronautical By this point in aviation, it was well know that many University’s Arizona Campus. Scott accidents were the result of what was vaguely termed “human is currently First Officer at a regional error.” Within weeks of this watershed accident, NASA airline and has over 4,000 hours of convened a conference of government and industry experts flight time and is an active CFI with to determine a way to solve these systemic human errors in FAA Gold Seal.

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IconFlyer_8-5x11.indd 1 1/26/2017 3:49:05 PM Contract Talks Written by: Marc Cervantes

Trip and Line Construction

ow do airlines create monthly schedules for their pilots? segments its pilots can fly a day (the norm being six flights), Major airlines sort out which flights are flown by its crews while other airlines do not. No significant differences exist Hand which ones will be flown by their regional partners; in rest and max time on duty, with respect to the contract then piece flights together to create trip pairings. Regional language, among all airlines. While the hard FAA minimum of airlines, once they obtain the flights from their mainline rest between duty periods is ten hours, some airlines offer 11 partners, create trip pairings for its crews. This is all done and 12-hour rest periods for pilots at their base. While this does congruently with FAR regulations while maintaining efficiency not seem like a great difference, a pilot living two hours away in order for the airline to succeed. From a pilot’s perspective, from base can net him or her a short eight hours at home or an understanding of the contract will allow him/her to optimize an even shorter six hours. The maximum time a pilot can be on his/her schedule while knowing how the company may or may duty is dictated by Table B of FAR Part 117, with the maximum not modify it. time being 14 hours. Some airlines have a contractual max on Generally, the airline’s management team will meet with duty time, but it generally is half an hour to an hour shorter the airline’s union (if said airline is unionized) to create monthly than the FAA’s minimum. lines or trip pairings. In accomplishing this, certain regulations Stand-up trips (last flight of the night to the outstation, first must be adhered to, such as the FAA rest regulations, maximum flight back in the morning) are very popular with the airlines time on duty and flight hours, and the airline’s pilot contract. attributed to the associated pay to time spent working. Airlines While the FAA rest regulations are the same across the board can either allow pilots to bid for stand-up trips or simply offer for airlines, the pilot contracts can vary significantly. them in open time. This either allows pilots to consistently fly on The simple differences will be highlighted. In creating a the back-side of the clock all month or occasionally do so while monthly schedule, some airlines will cap pilots to the maximum working during “regular” hours. Airlines that provide pilots credit they can be awarded (most frequently 95 hours) while the ability to bid for a month of stand-up trips will generally other airlines do not. Some airlines have a maximum of flight make it difficult to pick up other sorts of trips because of FAA

36 | Aero Crew News Back to Contents Contract Talks

thereby increasing their pay (flight hours picked up on off-days are usually paid on top of the monthly guarantee), while a few airlines only allow this when staffing levels are critical and premium pay is provided. There are two different reserve call-out periods in aviation, with not many differences existing between them: short call reserves and long call reserves. Short call is a two-hour call out period (with one airline allowing a three-hour call out period for busy metropolitan cities like and Los Angeles). Long call is almost always a 12-hour call out period. Airline contracts vary in how many times the company can convert a long call pilot to short call per month, with the minimum being two blocks of reserve days and maximum being four blocks of days, essentially the whole month at that point. Picking up flying on reserve is probably the most vital clause for pilots since it will dictate if commuters sleep another night in the crashpad or not. Some airlines grant a dedicated aggressive pick-up window to pick up flying. This window has extreme variances given the airline, but for the most part lasts between one to four hours. Some airlines grant pilots a first-come-first served premise during the aggressive pick-up window while other airlines total all the requests and assign trips in seniority order. Some airlines will then allow trips assigned to reserve pilots to be picked up by lineholders until a certain period before trip origination. On the other hand, some airlines allow the reserve pilots to lock in the trip with no chance of losing the trip to a lineholder. Without a doubt, a pilot’s schedule will affect quality of life. Many factors dictate how a pilot’s schedule is constructed from the company and union’s ends. Furthermore, the airline’s contract will dictate tolerances for rest provided, maximum time on duty, and overall rules. There is no perfect contract out there, but many good work rules exist from one company to the next. The key is understanding the contract and knowing what scheduling can and cannot do to a pilot on the line. Photos used with permission from Unspalsh.com About the Author and contractual requirements for cumulative rest and on- time Marc Cervantes is an Embry-Riddle periods. Although seldom, there are a couple of airlines that do Aeronautical University Daytona Beach graduate, having received his MBA in not have stand-up trips available to its pilots. Aviation Finance as well as his BSin Pilot reserve schedules can be entirely different when Aeronautical Science. Marc is currently compared to holding a line. The only FAR protection granted First Officer for a regional airline, having to reserve pilots is the amount of time spent on call, maximum logged over 3,000 hours of flight time. time spent on duty with on call combined, and consecutive days In his spare time, he volunteers on three separate MEC committees and has started a pilot can be on call (six). For reserve pilots, contract verbiage an organization dedicated to helping the varies significantly among airlines. younger generation of pilots network Reserve pilots are always paid the minimum monthly with current pilots. Their goal is to help guarantee provided for that airline, hovering around 75 hours. pilots aimimg to join the regional airlines. For some pilots, this may not be enough to pay the bills. Most For more information about Professional Pilots of Tomorrow visit ThePPOT.org. airlines will allow their pilots to pick up flying on off-days,

June 2017 | 37 Written by: Scott Berti, Assistant Chief Pilot, PlaneSense, Inc. ABOUT PLANESENSE, INC. laneSense, Inc. is one of the leading fractional aircraft equipped with a Honeywell Apex avionics system sporting an ownership companies in the U.S. Established in 1996, the FMS and an all-glass cockpit. The Legacy models are equipped Pcompany has grown to become the largest civilian PC-12 with touchscreen Garmin GPS, and EFIS digital displays. fleet in the world. With approximately 350 employees including In order to service this state-of-the-art-fleet, PlaneSense, 150 pilots, 18 pilot reporting bases, and 36 aircraft, PlaneSense Inc. enlists the services of its affiliate company, Atlas Aircraft Inc. has become known for its superior service, commitment Center, Inc. located at the PlaneSense headquarters in to safety and reliability, as well as for being a great employer. Portsmouth, NH. Atlas Aircraft Center has been recognized with PlaneSense, Inc. seeks pilots with varying backgrounds the FAA Diamond Award for Excellence each year since 2002. and experience. While some are new to the field, others have The facility boasts a 40,000 square foot hangar with heated retired from careers with the military or commercial airlines. floors, and an additional 44,000 square feet of offices and back- PlaneSense, Inc. is also proud to see a growing number of shops to support and manage the daily operations. female pilots among its ranks. In fact, our highest-ranking pilot The future of PlaneSense, Inc. continues to build on its in seniority is a woman! three growth strategies: FLEET FACTS 1. Excel in customer service. With an average fleet age of less than 5 years, the aircraft 2. Be the most cost-effective solution to customers operated by PlaneSense are immaculate. With both NG seeking point-to-point air transportation. and Legacy PC-12 aircraft, as well as three Nextant 400XTi, PlaneSense has an already booming fleet that will continue to 3. Operate from short runways in order to provide grow. PlaneSense, Inc. is the launch customer for the Pilatus customers with a wider range of accessible airports PC-24 jet, set for delivery in late 2017. The PC-12 NG aircraft are than can be found with other fractional jet operators.

38 | Aero Crew News Back to Contents Steve Jacques Retired, commercial airlines, Captain with PlaneSense, Inc. since 2015

“I was not looking for just a flying job. In fact, PlaneSense was the only flying job that I applied for. I was primarily looking for a position in aviation. I wanted to continue to be “part of a team.” The thought of hanging up my uniform on the last day of service, and lounging on the deck with an iced tea appealed to me… for about two tenths of a second. My criteria for determining a company’s desirability is weighted heavily on the personality/behavior/likability of the people who work for the company. Also, for a flying job, the mindset of management, concerning AC maintenance and safety is also heavily weighted. I would tell prospective retirees that PlaneSense scores high in both of these areas. When the captain makes a final determination based on safety (to fly or not to fly), the CP’s office, and/or maintenance does not second-guess his/her decision. Flying for PSI allows one to get back to a more fundamental form of flying, which is lost to a great degree in the airline flying arena. We all started “flying the fundamentals” years (decades) ago, and it is enjoyable to be able to fly smaller airplanes into smaller, and sometimes more challenging airfields.”

Part of the PC-12 fleet outside the PlaneSense, Inc. headquarters in Portsmouth, NH.

David Snyder First Officer, with PlaneSense, Inc. since February 2017

“I haven’t been working at PlaneSense for very long, but I loved going to the Dominican in one of my early cycles. It was a fun adventure. The training was awesome and we have very knowledgeable instructor pilots. I got sick on the road at one point and the company took good care of me. I didn’t feel pressured to fly - PlaneSense just wanted me to be safe. I’m proud of our safety here.”

June 2017 | 39 PlaneSense, Inc. serves the United States, Bahamas, Caribbean, and Canada. The fleet flew more than nine million miles in 2016 with the majority of travel through executive airports in cities as well as remote islands and runways. There is no better platform for this mission than the PC-12 that jet aircraft simply cannot access. As a fractional aircraft and PC-24 aircraft. With its versatile characteristics, PlaneSense operator, flights are conducted under FAR Part 91, Subpart K. pilots can hop from the volume production of JFK International PlaneSense, Inc. also operates a part 135 charter service under airport to a privately held grass strip in any leg. In the Cobalt Air LLC. PlaneSense pilots are assigned to these flights Caribbean, PlaneSense pilots routinely land on coral runways as well.

Thomas Sabanos First Officer, with PlaneSense, Inc. since September 2016 “There’s something appealing about flying from a little airport in the middle of nowhere, then flying into New York, then turning around to fly to , then off to Canada. No day is the same at PlaneSense. It’s a pilot’s company. We’re actually flying the plane, not a computer. It’s small fields and lots of stick and rudder. My skills are put to the test every time. I enjoy that! I feel confident thanks to training. It’s a testament to the training department at PlaneSense and how well the instructors prepared us. You have to work hard, but the instructors work equally as hard to help you. The planes are also well taken care of. Pilatus is a phenomenal platform and well known for being top notch. Maintenance keeps each aircraft in great condition. The planes are all relatively new, which is amazing.”

40 | Aero Crew News Back to Contents PILOT LIFE AT PLANESENSE, INC. PlaneSense, Inc. bases: There is no denying the fact that an operation which services so many locations must be backed by a team of highly qualified professionals. To manage all the flights, a Flight Operations Center schedules and manages incoming owner flight requests • PSM • BNA • MDW and pairs them with the crew and aircraft best suited for the • HPN • PDK • IND operation. The team’s success has led to a 99.7% on-time departure rate not including weather, or customer-induced • CVG • MCO • PBI delays. PlaneSense, Inc. pilots are on duty for eight consecutive • IAD • MIA • PHL days followed by six consecutive days off. Pilots can choose one • RIC • MSP • TPA of 18 bases, and are required to live within 100 miles of their chosen location. There is no bidding for bases and pilots may • CLT • DFW • CHS move between them.

June 2017 | 41 PARTNERSHIPS WITH AVIATION PROGRAMS PILOT REQUIREMENTS AND TRAINING PlaneSense, Inc. has recently partnered with many aviation Candidates may apply for First Officer or accredited institutions to guarantee interviews for pilots meeting Captain positions in the PC-12. Initial and recurrent specific requirements. PlaneSense, Inc. currently has formal ground schools are conducted at the company agreements with major training facilities such as Liberty University, headquarters in PSM with accommodations University of North Dakota, Falcon Aviation Academy, Western provided by PlaneSense, Inc. After initial ground Michigan University, Embry-Riddle Aeronautical University, Flight school, pilot candidates attend full motion PC-12 Safety Academy, and ATP. simulator training at Flight Safety in Dallas. Once training is successfully completed, the candidate is an official PlaneSense pilot. The road to becoming a PC-12 pilot for Minimum Qualifications: PlaneSense is often challenging. About 20% of the candidates who begin training will not complete the First Officers program and reach the final check ride. The critical • Minimum of 500 hours total time to qualify element for success is the ability to interact well with owners. It is important to note that the curtain • Commercial between the cockpit and the cabin stays opens. Successful pilots at PlaneSense are highly skilled • SEL Instrument Rated in the realm of IFR flying as well as having a well- suited personality, which allows them to provide an extraordinary level of service during their direct Direct entry Captain interactions with owners. Pilots play an integral role in ensuring that aircraft ownership is an exceptional • 2,000 hours total time including: experience. • 750 hours PIC All pilots receive simulation training in Dallas, • 100 hours instrument TX through Flight Safety International. Photo • Commercial courtesy: Flight Safety International. • SEL Instrument Rated

42 | Aero Crew News Back to Contents “If you’re looking for adventure, we’re looking for you.”

COMPENSATION AND BENEFITS vacation cycles after 13 years of service. Personal days and sick days are also allotted. For the pilots that fit the mold, a career at PlaneSense is rewarding. With merit-based upgrades as opposed to seniority, Allowances are provided for cell phones, parking and ATP advancement to Captain, Instructor Pilot, and Check Airman multi when moving up to the jet. Pilots are also reimbursed for status can occur as soon as time permits. First Officers start yearly FAA medical exams, and Captains may use a PC-12 for with a base salary of $30k, which increases to $34k after 6 ATP check rides. months. Base salaries for PC-12 Captains, not including IP or PlaneSense, Inc. takes a lot of pride in its service and its Check Airman pay, start at $50k and top out at $86k. Career airplanes. With over twenty years in the business, PlaneSense, pilots who advance to the jet program top out at $130k. In Inc. and its team continues to grow, adding new aircraft and addition to their base salaries, PlaneSense, Inc. pilots have pilots each year. From scheduling, to maintenance, to the pilots, opportunities for overtime, holiday pay, and an extra $250 for the PlaneSense, Inc. team views their roles as an extended Captains or $150 for FOs that return to base after 8pm on their family, and not just a job. If you’re looking for adventure, we’re 8th day of duty. Instructor pilots earn an average of $8k extra looking for you. per year while Check Airman earn an average of an extra $12k. PlaneSense, Inc. offers its pilots a host of benefits including For more information on joining the PlaneSense, Inc. health, dental, vision, and life insurance, as well as 401k team, visit us at www.planesense.com/careers, or contact the matching, AD&D, short and long term disability, and flexible recruitment team at [email protected]. spending accounts. Pilots are awarded one 8-day vacation cycle Follow PlaneSense, Inc. via social media on Facebook, after 1 year of service, 2 cycles after 4 years, and 3 eight day Twitter, LinkedIn, and Instagram!

June 2017 | 43 Sam Blais Captain, with PlaneSense, Inc. since 2012

I began working at PlaneSense as a Crew Services Rep in the Flight Operations Center in 2012 and was flight instructing at the same time, trying to reach my minimum hours to become a PlaneSense First Officer. I applied in November 2014 and started the First Officer class in April 2015. Training was less like school than I expected. We quickly applied the information we were learning to real life situations, which was such a great way to learn and retain it. The training instructors are far above the best around. The people at PlaneSense – that’s what kept pushing me to pursue my FO position here. The company is one of those places where everyone is behind you all the way. I never ran into a single person who didn’t support my efforts to become a pilot. Captains kept reaching out and offering their help. It was a great experience. I love the interactions with the owners. One owner flying with us had just received his Instrument rating and asked to plug in during the flight to listen. He waited for us to deviate around weather, then began asking us questions about what we were doing and our thought process. At the end of the flight, he was extremely appreciative and said he gained so much knowledge just from listening to our interactions with ATC and our communications throughout the flight. For someone who had never been west of the Mississippi before, I have enjoyed all the places I get to go. My first trip to Telluride, I was like a little kid. It reminded me why I was working so hard to upgrade. It reminded me why I see myself at PlaneSense long term. It brought me back to why I stay at PlaneSense. I just made my first trip as PIC to the Bahamas in May, which was really exciting. The dynamic of what we do at PlaneSense is what drove me to work so hard to become a line pilot here. It’s something different every day and makes me love my job!

The PlaneSense® fleet includes three Nextant 400XTi jets with a fourth scheduled for delivery in the fall of 2017. PlaneSense is also the launch customer for the world’s first PC-24 jet.

44 | Aero Crew News Back to Contents PlaneSense, Inc. will take delivery of the world’s first PC-24 jet in late 2017. The super versatile business class jet has reached a significant point in the production process, and is one step closer to joining the PlaneSense® fleet. Now sporting its signature blue stripes, the PC-24 sets a new standard of comfort, sophistication, and technology for jets in its class. PlaneSense, Inc. will also add five new PC-12 aircraft and a Nextant 400XTi jet to its fleet in 2017. Additional PC-24 jets are expected in 2018.

Matt Cerro First Officer, Jet Program, with PlaneSense, Inc. since 2005

“I started at Planesense well over a decade ago, a twenty-three year old former flight instructor living with my college friends in a cramped apartment. Eighteen months later, I had upgraded to Captain, developed some serious instrument flying proficiency, and was feeling comfortable negotiating the alternating seasons of ice and thunderstorms in the Northeast. Along the way, I found a girlfriend, got married, and became a father. Through the ups and downs of the economy, Planesense has been a stable place to work. Now that I’m supporting a family, I’ve come to really appreciate that stability. Our first child was born five weeks early. Murphy’s Law being what it is, she went into labor while I was on an overnight in Louisville, Kentucky. A quick phone call to management and we had permission to reposition the plane seven hundred miles back east, right to my hometown. I made it to the hospital with only thirty minutes to spare. They shifted my vacation early to give me three weeks paid time off, the head of HR personally offered her babysitting services, and we even received an embroidered baby blanket in the mail a week later. I am proud to work at a company that places that kind of value on family. The eight on/six off schedule has worked really well for our family. My days off are free of commuting or any other work obligations. Plus we get much more time together as a family. I actually get more quality time with my wife and children than if I was working a traditional 9-5 job. “

June 2017 | 45 Interview with Elaine Carter, Employee Resources & Recruiting Manager

Pre Interview: PIC Interview after Successful Completion of Web Craig: How do you select PC-12 pilot applicants to be brought Interview (if applicable) in for an interview? Simulator Evaluation: Redbird FMX Flight Simulator in Elaine: All résumés are reviewed by the Human Resources an G1000 C-172 configuration Department. Qualified applicants are invited to PIC Local Candidates complete an application. Human Resources Interview All applications are reviewed by the Chief Pilots. Technical Interview Qualified applications are invited to an interview. Simulator Evaluation: a Redbird FMX Flight Simulator in an G1000 C-172 configuration C: What can an applicant do to increase their chances of being called for an interview? C: What kind of questions can an applicant expect to be E: The applicant needs to meet our minimum asked? requirements for Direct Entry Captain or First Officer. E: What do they know about our company? Direct Entry Captain – 2000 hours TT; 750 PIC; 100 IFR. Why do they think PlaneSense would be the right fit for First Officer – 500 hours TT, however 1000 TT is them? preferred. Describe a time they used customer service. What has been the longest timeframe they have C: How critical is it to attend a job fair to get an interview? traveled away from home for an employer? E: Not critical as we base obtaining the interview on Do you have any questions for us? qualifications. C: Can you give me some examples of the TMAAT C: What is the best way to prepare for an interview with questions that you like to ask? your company? E: Questions are specific to Customer Service based on E: Knowledge of VFR & IFR operations. applicant’s background. Knowledge of Part 91 & 135 rules. Do they understand the lifestyle of an on-demand Knowledge of Jeppesen and Enroute Charts. operation? There are technical flying questions. Interview: C: Do you recommend that applicants get to your C: What are some of the biggest mistakes that applicants headquarters city the day before and get a hotel room make during the interview process? for the night? E: Poor customer service skills E: Yes if applicable. Proficiency in the simulator

C: Can you walk me through a typical day of interviews? Written test: E: First Officer (Portsmouth Interview) C: Is there a written or computer test? Three Sections: Human Resources Interview; Technical E: No. Interview; Simulator Evaluation: Frasca 141 Flight Simulator in an A-36 Bonanza configuration. C: Is there a personality test? PIC Web Interview E: No. Combined HR and Technical Section

46 | Aero Crew News Back to Contents Interview with Elaine Carter, continued...

Simulator Evaluation: Post Interview: C: Do you have a simulator ride? C: Do you tell applicants they are hired in person that E: Yes. day? E: No. C: What type of aircraft is used for the simulator evaluation? C: If not, how long do applicants have to wait to know if E: First Officer – Frasca141 they are hired? Direct Entry Captain – Redbird FMX E: Within two weeks. C: What types of scenarios should an applicant expect in the simulator evaluation? C: How soon can an applicant expect a class date after E: First Officer: being hired? • You will be asked to track and hold at an NDB/ E: Class dates are based on a fixed schedule. VOR, fly an ILS approach and a missed approach. • We are primarily looking for good procedures and General: a consistent instrument scan. C: How many pilots does your airline expect to hire this • Demonstrates proficiency in flying analog (steam year? gauges) in a fixed based flight training device. To prepare, candidates should be instrument E: 85 proficient, current, and consider obtaining time in a simulator prior to the interview date. C: Can you explain the ATP-CQP class that your company offers? PIC: E: If you are a pilot entering as a PIC in our jet program • You will be asked to track and hold at an NDB/ we will pay for an outsourced ATP/CTP course. VOR, fly an ILS approach, and a missed approach. • We are primarily looking for good procedures and C: Do you have a hiring bonus? Is there any specific consistent instrument scan. criterion to qualify for the bonus? • Demonstrate proficiency in flying analog (steam gauges) in a fixed based flight training device. E: We do not have a hiring bonus, but we do pay out a To prepare, candidates should be instrument training stipend. proficient, current, and consider obtaining time in • $500.00 after completion of ground school. a simulator prior to the interview date. • $1,000.00 after passing simulator check ride and becoming an employee. C: What are you looking for in the simulator evaluation? • $1,000.00 after completion of IOE. E: First Officer: Good procedures and consistent instrument scan. C: Does PlaneSenese have a pilot referral program? Direct Entry Captain: Good procedures, consistent E: Yes. instrument scan, CRM and professional customer • $500.00 for any employee if they refer a pilot service qualities. C: Can you describe the career progression at PlaneSense? C: What are some of the biggest mistakes applicants E: Upgrading to Captain, Instructor Pilot and Check make? Airmen is based on merit. Upgrade to jet operations is E: Weak instrument flying and lack of IFR procedures. based on seniority.

June 2017 | 47 Fast Facts:

Headquarters: Portsmouth, NH Year Founded: 1992 Number of employees: 350 Number of Aircraft: 33 PC-12s and 3 Nextant 400 XTi Number of Pilots: 150+ Number of Bases: 18 Bases: PSM,MCO,PDK,CLT,MDW,CVG,IAD,IND,MIA,MSP,BNA,PBI,PHL,RIC,TPA,HPN, DFW, CHS Key Benefits: Health, Dental, Vision, 401K, Life Insurance, AD&D, STD, LTD, FSA, Loss of FAA Medical Insurance, Paid Vacation & Sick, 8 Holidays, FAA Medical Exam Reimbursement, Cell Phone allowance, per diem

Website - www.PlaneSense.com Phone - 603-501-7600 Facebook - facebook.com/PlaneSense/ Twitter - twitter.com/PlaneSenseInc LinkedIn - linkedin.com/company/planesense-inc- Instagram - @planesense.us instagram.com/PlaneSense.us Indeed: indeed.com/cmp/PlaneSense,-Inc.-2

Russ Hodgkins Retired, USAF, First Officer, April 2011

“One of the most surprising things I learned when I started looking at civilian flying jobs was how backward many companies were with regards to safety. The strong military safety culture was something I had helped nurture and I saw the positive results it created. I have felt that some in the industry might view ex-military pilots as being too safety conscious. You’ll find the opposite here at PlaneSense. The company has an excellent safety culture, which starts at the top and goes down to all the line employees in the company. I have never been forced to make a flight or take a bad airplane. It’s an honest airplane that you really fly, as opposed to letting a computer fly. It’s reliable, has good legs, can get in and out of some incredibly short runways, and cruise up in the Jet Routes at a surprisingly fast speed. As for the mission, the best way to describe it is “every day is different.” Our flying is dictated by the desires of our clients, so on any given day you may find yourself flying into LaGuardia or an uncontrolled 2600 foot long strip in (or both, as I did a few months ago). You will do most of the planning and make most of the decisions. The days will be long, and the pace can be grueling. But you will be treated like an aviator. Working at PlaneSense is like being in a squadron again. It’s small enough so you can get to know most of the people here. The pilots are a very diverse group, from young kids who are doing their first real flying job to retired military or major airline pilots. But you’ll find all share a love of flying and a commitment to the craft. You’ll find that as an ex-military pilot, you have experiences that you can share with the younger pilots that will make them better—you can make a difference here. Also, don’t believe what you have heard about millennials being slackers, you’ll also find that keeping up with a bunch of kids in their 20’s will keep you young!”

48 | Aero Crew News Back to Contents Aero Crew News Your Source for Pilot Hiring Information and More...

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ppot_Ad.indd 1 5/19/16 9:31 PM Cockpit 2 Cockpit Written by: Marc Himelhoch

Military to Airline Transition 5 Things You Can Do Now to Set Yourself Up for Success

ou are probably familiar with the concept provide. For instance, military flight records log “primary time” of the time-value of money. The (a category of flight time only used by the military) but they Yearlier you invest your money the don’t record Pilot in Command (PIC) time. The airlines will more that money will be want to know how much PIC time worth in the future due to you have. The airlines consider PIC the compounding returns time as time logged as captain or it will produce over time aircraft commander, or the person . The same who retains overall authority for concept applies the safety of to your military the aircraft. In aviation career order to make with respect to your airline making a successful transition much airline transition. easier when the Most of us don’t time comes, think about our you should log airline transition until your flight times in your personal we are within a couple years of logbook in accordance with the way submitting our applications. If you wait that long, you’re airlines consider flight time on their applications. actually putting yourself behind the power curve, a place that There are several other categories of flight times that will no pilot likes to be. be needed for your airline applications that are not logged There are many things you should be doing now to prepare in your military flight records. A few examples include cross- for a future career with the airlines because the time-value of country time, number of instrument approaches, turbine-PIC a military pilot’s career also pays greater dividends by investing time, number of landings, etc. There are plenty of pilots who early. It doesn’t matter if you just pinned on your wings or get hired by the airlines without having a personal logbook you’re about to pin on O-4, the sooner you start preparing, the but they had to make gross generalizations and use made up more likely you are to succeed in your airline transition when rules-of-thumb when filling out their applications. I don’t know the time comes. about you, but I would be sweating bullets in an interview There are so many things I learned in my airline transition, knowing that I had to fudge a lot of the flight times I listed on at the end of my military career, that I wish I had known from my application. the day I graduated Undergraduate Pilot Training (UPT). Had There are two different ways to keep a personal logbook. I known these things back then, I certainly would have done There’s the old-fashioned paper logbook and there are electronic some things differently from the beginning to make my logbooks. They each have advantages and disadvantages. In my transition easier in the end. The earlier you begin planning, book, Cockpit to Cockpit (www.cockpit2cockpit.com), I dedicate the more likely you are to have a successful transition when an entire chapter to the subject of logbooks and I don’t want the time comes. Here is a list of five things you can and should to (and you probably don’t want me to) regurgitate it all here be doing right now to help set yourself up for success in your so I will just give you the bottom line. I’m a fan of the electronic future airline transition. logbook because it makes filling out any airline application’s flight times section a breeze. You can easily use the filters of an 1. Keep a logbook electronic logbook to come up with any flight time category the It’s not for the interview; it’s for the applications. The main application requires in a matter of seconds. reason to keep your own logbook, opposed to relying on your I am a fan of Logbook Pro for PC users or LogTen Pro for military flight records, is that airline applications require more Mac users. There are other options and if you want to read a details about your flight times than military flight records more detailed article about the pros and cons of each, read the

50 | Aero Crew News Back to Contents Cockpit 2 Cockpit

Photo used with permission from Pixabay.com article Logbook Battle Royale written by Jason Depew on the meant volunteering for a remote ALO (air liaison officer) tour website www.aviationbull.com with the Army. That would usually get you back in the cockpit in two years, and if you volunteered, AFPC would often let 2. Build as much flight time as possible you choose your follow-on assignment. White jet assignments I think it goes without saying (but I will say it anyway), that (teaching UPT) are another great way to build some hours. It flying hours are a key discriminator that airlines use to screen seems that every UPT squadron is always behind the timeline applications and résumés. No matter what impressive duty and needs IPs to fly the maximum amount. titles you rack up in your military career, at the end of the day, The best way to ensure the maximum number of flying the airlines are hiring you to be a pilot. Therefore, they are assignments in your career is to upgrade quickly in your looking to hire pilots whose flying hours in the military reflect weapon system. Once you become an IP in your aircraft, you their love of flying, in general. The airlines are all about the become very valuable to your flesh peddler at the Headquarters bottom line. An airline doesn’t make money with airplanes Personnel Center. Flying squadrons are usually short on sitting on the ground, so it should come as no surprise that they experienced pilots. If you can upgrade to IP before you get want to hire pilots who fly for the pure joy of flying, not just to yanked out of the cockpit for a nonflying assignment, chances earn a paycheck. are much higher that you will return to a flying assignment at So how do you maximize your flying hours in the military? the earliest opportunity, because the flesh peddler needs to First, try to limit your nonflying assignments. I know; that’s send experienced pilots back to the flying units to keep them usually out of your control, right? We can’t all be fortunate healthy. Non-flying assignments used to be the norm after your enough to stay in the cockpit our entire military careers, as Idid. first or second flying assignment, but in the past year, things (“Don’t hate me because I’m beautiful.”) Sometimes the long have changed a lot due to the pilot retention problem (dare I arm of the Air Force Personnel Center (AFPC), or your service say “crisis”) the military is facing. equivalent of AFPC, yanks you out of the cockpit. If you see On a more tactical level, there are some good ways to build the writing on the wall, consider volunteering for the shortest your time in the air within each flying assignment. A highly nonflying assignment possible. In the Air Force, that usually effective trick I’ve found is to show up to work early and “hawk”

June 2017 | 51 Cockpit 2 Cockpit

the duty desk on those O’dark thirty sortie briefings. More ride required. How cool is that? often than not, someone else will call in sick or oversleep, and There is a fantastic website that offers MCT preparation they will need a pilot to fill in. There you will be…ready to go! courses online called Sheppard Air (http://www.sheppardair. If it doesn’t work and you don’t get to fly that day, tell your com). Their study method is simple, efficient, and designed to operations officer or executive officer that you want to sit in on make sure you pass the test. Just as Cockpit to Cockpit is the the mission briefing anyway to prepare for your next upgrade. “gouge” on the airline transition process, Sheppard Air’s MCT- You can quickly become the rock-star young pilot in your unit preparation service is the “gouge” on passing the test. They will this way! even refund your money if you don’t pass the MCT. I have used Deployments are another great way to build flying time fast their service, and it works great. as well as building valuable combat time. The ops tempo down range is usually pretty intense, and you can rack up hours at a 4. Start a journal of stories much faster rate than when you’re at home station. Besides, When you finally sit down for that airline interview that you it feels very satisfying to be doing the real-world mission and worked so hard for, they are going to ask you a bunch of “Tell knowing you’re doing your part for the war effort. You’ll come me about a time” (TMAAT) stories. If you’re anything like I am, home with some great war stories that work great at a bar on you may have a hard time remembering stories from early on in Friday night or in an airline interview when they ask, “So tell me your career, especially if you go the full twenty years or beyond. about a time…” and you fire back with, “There I was, in the shit, Hell, I have a hard time remembering what I had for breakfast inverted, air medals all up in my face, when all of a sudden…” yesterday, let alone a story from fifteen to twenty years ago. So You see where I’m going with this? I recommend you start keeping a TMAAT journal of stories that happen to you throughout your military career. The stories can 3. Collect FAA flight ratings/certificates be things that happened while flying or while performing your Even if you never intend to fly on the civilian or general nonflying job on the ground. They can even be from before your aviation (GA) side, you will want to acquire as many of your military career. This is one of those “I wish somebody had told civilian flight ratings as possible before applying to the airlines. me to do this when I was going through pilot training” pieces of Obviously, you will need to obtain an Airline Transport Pilot good advice that will definitely pay off in an interview. (ATP) certificate to get hired, but it also looks good to get as Here is a list of the type of stories for which you should many other certificates as possible that are not required, keep a journal-record. This list is not all-inclusive but is a good because it shows you are “well rounded” in terms of your cross section of the type of TMAAT questions you will see in an flying experience. In short, it makes you look like more ofa interview: professional pilot. Some of those ratings include certified flight instructor instrument airplane (CFII), multi engine instructor • In-flight emergencies: Note the details regarding (MEI), tail wheel endorsement, airplane single/multi engine weather, type of mission, good crew resource sea (ASES/AMES), rotary, glider, and even balloon pilot. management (CRM) actions taken, and so on. Another good reason to seek as many ratings as possible • Safety: Note what was unsafe and what you did about is to add more points to your application. Filling out an airline to mitigate the situation. application is much like getting promoted in the military. You‘ll • Conflict: Any story that paints you in a positive light want to check as many boxes as possible. As officers, we know regarding conflict resolution. It could be about conflict that the chances of getting promoted without completing the between you and a subordinate/peer/superior or how appropriate level of professional military education (PME) and you dealt with a conflict between other crewmembers/ without holding certain key duty titles are pretty slim. The same coworkers. Hint: they like to see things handled at the principle applies when filling out an airline-pilot application. lowest level. You have to check the right boxes. • You had to break a rule or saw somebody break a rule In 2009, the FAA updated the Code of Federal Regulations and what you did about it. (CFR) and made it significantly easier for military pilots to get • Leadership stories. FAA pilot certificates and ratings via the Military Competency Test (MCT) system (CFR 61.73). • Teamwork stories. Now military pilots can simply pass a written test and • Customer-service stories: In the military, the customer show proof of military flight training to obtain a commercial could be your student pilot if you’re an IP, ground forces certificate, instructor certificate, multiengine rating, or if you supported them from the air, the receiver if you instrument rating, from the FAA if they hold the equivalent fly air refuelers, and so on. Be creative. military rating. That’s right, no civilian flight training or check

52 | Aero Crew News Back to Contents Cockpit 2 Cockpit

• Empathy stories. award packages are submitted to an awards board. If the board • Innovation, creativity, or improvisation stories. has to decide between two officers who were virtually equal in their job performance, guess what. The award will almost • CRM stories (try to weave examples of CRM into all always be given to the officer who has stronger volunteer stories if you can). activities. All the topics included in the list above are important The same concept applies when it comes to getting hired at qualities that the airlines are looking for in a pilot. Mostof the airlines. The HR folks will screen thousands of applications us can come up with enough to cover at least one story for and résumés for each pilot position. The competition is fierce. each of the topics above. However, some airlines will really dig Those volunteer activities may make all the difference in \getting in on a particular topic that may be one of their core values. an interview instead of the other guy/gal. In my experience, it If they ask you three customer-service stories, will you have seems that volunteer work is especially important to American enough without having kept a journal throughout your time as Airlines, Southwest Airlines, and JetBlue Airways. That doesn’t a military pilot? Probably not. mean the other airlines don’t value volunteer work, but I have 5. Volunteer definitely heard from hiring officials, with the aforementioned three airlines, that volunteer work will help you get hired. Volunteering your time and resources to a good cause is something that should come naturally. It feels great to help These are just some of the things you can be doing from the those in need; teach a kid about aviation, mentor a high-risk day you proudly pin on the wings of a military aviator that will youth and see him or her get back on the right track, and so not only enhance your career in the military, they will also set on. It’s very easy to become so consumed in our own world, you up for success in your eventual airline transition. Just as both at work and at home, that we forget the basic principal of the value of money invested early in your career will appreciate “love thy neighbor.” Do your best to seek out and make time for over time, so too will the efforts made throughout your time volunteer opportunities throughout your military career. in uniform pay dividends later in your commercial career. For other tips and a wealth of knowledge about the military to Here are just a few suggestions of some of the more airline transition process, please visit www.cockpit2cockpit. common places you can volunteer, but this list is, by no means, com all-inclusive. Any good cause you believe in is a good place to volunteer: Habitat for Humanity, Red Cross, the Humane Society, Civil Air Patrol, the Order of Daedalians, Young Eagles, About the Author your local church or place of worship … the list goes on and on. LT COL Marc Himelhoch, Volunteering USAF (Ret), is a pilot with over also has a couple 5000 hours of flight time. He of side benefits grew up in Clearwater, Florida, for a military where he met his wife, Missy pilot with hopes Shorey. He graduated with of becoming an honors from Embry-Riddle airline pilot — it Aeronautical University in separates you Daytona Beach, Florida, from the pack. earning a masters degree in While you are still active duty, it will aeronautical science. greatly increase In 1995, Marc joined the US Air Force as a second lieutenant. your chances of He served as a T-37, T-6A, and F-16 instructor pilot and as an garnering those F-16 higher-headquarters evaluator pilot. He logged nearly quarterly and three hundred combat flight hours and flew in Operations annual officer SOUTHERN WATCH, NORTHERN WATCH, JOINT GUARDIAN, awards such as NOBLE EAGLE, and IRAQI FREEDOM. Company Grade In 2014, LT COL Himelhoch retired and became a commercial Officer of the airline pilot. Marc interviewed with and received conditional job Quarter or Field offers from Delta Air Lines, JetBlue Airways, Southwest Airlines, Grade Officer of and XOJET. Marc is now a pilot with Southwest Airlines. He and the Year. In the Air Missy live in Dallas, Texas. Force, individual

June 2017 | 53 THE GRID Mainline Airlines

he following pages contain over 30 different contractual comparisons for ten separate mainline airlines. Almost all the data was collected Tfrom each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is currunt 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 Delta Air Lines 747, 777 $184.59 $159,486 $270.25 $233,496 International pay override is $6.50 for Gray blocks indicate source of data or (Delta) CA and $4.50 for FO. Section 3.C, 787 $176.83 $152,781 $258.90 $223,690 *62 hours for line holders, ALV minus date data was obtained 3.C.1 indicates 2, but not less than 72 or greater than 767-4, A330 $174.35 $150,638 $255.28 $220,562 1 Yr = 50 80. contract section see contract for more 767-3,2, B757 $154.50 $133,488 $226.21 $195,445 2 Yrs = 75 3 Yrs = 100 information 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 8information 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 Contract 2014, as amended Abbreviation 3.B.2.dand 4.B.1.b*definitions: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 401(K) Matching: Retirement plan, the company will match the additional amount directly to the 5-10employees = 21 Days 401(K), either quarterly 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% employees contribution up to the listed percentage. Unless A330noted or yearly, refer to the contract for 12-14more = 27 Days information sick call 15-18 = 29 Days the company will match 100% of what the employee contributes. Max 1080** MMG: Minimum Monthly Guarantee,19-24 = 33 Days the minimum amount of A350* +25 = 38 Days

ALPA: Air Line Pilots Association credit the employee will receive per month. The ability to work Contract 2010, as amended 3.Dmore3.F or lessHRxMMGx12 is possible,3.C dependsHRxMMGx12 on 6.B.1the needs12.A.1, of2 & 3the company, line Cancellation pay: When a leg or legs are canceled,United Airlinesthe employee (United) B747, B777 holder or reserve and open trips for that month. will still be credited for that leg. Some companies will not coverB787 all$208.59 $175,216 $305.39 $256,528 5 H/M B767-400 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires reasons for cancellations. Refer to the contract for more information. Per Diem:70 The amount of money the company pays the0% employee16"% 20% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours B737-900, for food expenses while gone from+25 base,= 42 Days typicallyafter completing from show time Deadhead: Positive space travel as a passenger for company$167.89 $141,028 $245.80 $206,472 training. A321 to end of debrief time of that trip. Day trip per diem is taxable while business; paid as shown in above referenced column. A319 $161.02 $135,257 $235.76 $198,038 Contract 2012 as amended 3-A-1overnight3-C-1-a HRxMMGx12is not. 3-A-1 HRxMMGx12 11.A.3 13.A.1 22-A 24-B-5 FAPA: Frontier Airline Pilots Association TFP: Trip for Pay FO Top Out No. of Vacation Percentage of Aircraft Sick Time 401(K) IBT: International Brotherhood of Teamsters Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) (Hourly)UTU: United Transportation Union accrual employee pays ISP: International Savings Plan Major Airlines Allegiant Air *Bands are based on company profit, Band 1* $82.00YOS: Years of$68,880 Service$140.00 with the$117,600 company.>6M=0 H (Allegiant) currently at Band 4, typically at Band 7-12M=17.31 H MMG of 70 3% 100% IOE: Initial Operating Experience, refers the flight trainingBand 2* anew $87.00 $73,080 $146.00 $122,640 3 **Accrued vacation/PTO based on 1 = 17.31 H Hours is paid or Match 70 None length of employment hire receives from a check airman after completing all groundBand 3* and $92.00 $77,280 $153.00 $128,520 2-3 = 34.62 H flight time which 2% 50% 4-6 = 45 H ever is greater. Match simulator training. Band 4* $97.00 $81,480 $160.00 $134,400 +7 = 51.92 H** 2 2 7 HRxMMGx12 2 HRxMMGx12 5 7 2 DC: Direct Contribution, the company willFrontier contribute Airlines the listed *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 years

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

54 | Aero Crew News JetBlue Airways 0-5 = 108 Hrs Back to Contents *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

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 1 General Information THE GRID

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 2015-2029 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 ***Includes AA & USAir B737, A350, MALV 72-84 2.25 Dom** US East DFW, JFK, LAX, AA Occupancy, Paid 14,236 9,987 APA iPad A330, A321, or 88* $2.75 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 Jul/2015 *** Contract 2015, as amended Alaska Airlines (Alaska) 85 Hours No Hotel During May SEA, ANC, LAX, B737 AS plus per $2.15 1,759 816 ALPA iPad Air Initial Training 2007 PDX diem

11.D.5.b 5.A.1 5.A.1 Oct/2016 Oct/2016 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 8,292 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 Feb/2015 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, B747, B777, B787, 3 Hours per Single IAH, EWR, CLE, $2.35 Dom* B767, B757, UA day, plus per Occupancy, Paid 2006 12,500 7,765 ALPA iPad DEN, ORD, SFO, $2.70 Int.* B737, A320, diem for by company IAD, GUM, LAX A319

3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2016 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 2015-2029 Major Airlines

Allegiant Air BLI, FLL, HNL, (Allegiant) Single B757, MD-80, Octotber IWA, LAS, OAK, G4 MMG Occupancy, Paid $2.00 794 IBT iPad A319, A3220 2015 PGD, PIE, SFB for by company AVL

3.P 6.A 3.Z Dec/2016 Dec/2016 Contract 2016, as amended

Frontier Airlines A319, A320, Feburary F9 MMG No $1.90 983 FAPA DEN, ORD, MCO (Frontier) A321 2014

Apr/2016 Apr/2016 JetBlue Airways *Pilot data approximate Single (JetBlue) A321, A320, $2,500 per E:7/2013 JFK, BOS, FLL, B6 Occupancy, Paid $2.00 3,300 840 ALPA Yes A319, E190 month A:10/2012 MCO, LGB for by company Agreement 2013, Currently in Add A, Pg24 Add A, Pg24 11 Dec/2016 Dec/2016 Feb/2015 negotiations Southwest ATL, MCO, DAL, *Trip for Pay (TFP) is based upon Single Airlines 89, 87 or 85 $2.30 Dom. May DEN, HOU, LAS, number of days in the month, B737 WN Occupancy, Paid 7,951 3,702 SWAPA iPad (Southwest) TFP* $2.80 Int. 2006 MDW, OAK, **Number of retirements from for by company PHX, BWI Feb/2015

4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Contract 2016, as amended Spirit Airlines *Monthly payment is prorated and Single (Spirit Wings) A319, A320, January ACY, DFW, DTW, includes salary and per diem NK $1,750*/mo Occupancy, Paid $2.20 1,483 ALPA A321 2014 FLL, LAS, ORD for by company

3.D.1 5.A.1 5.B.1 Dec/2016 Dec/2016 Contract 2010, 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 July SFO, LAX, JFK A319, A320 VX None $2.00 660 157 ALPA Nexis EFB (Redwood) month 2010 EWR, LGA

10.J.1 3.B.e 10.I.1 Jan/2016 Jan/2016 Jan/2016 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 2015-2029 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, June 2017 | 55 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 $2,000 / mo *Prorated if hire date is not the first of B777, B767, Single (FedEx) until $1.95 Dom. May Fixed in plane MEM, IND, LAX, the month. B757, MD11, FX Occupancy, Paid 4,400 4,288 ALPA activation $2.75 Int. 2015 or iPad ANC, HKG, CGN DC10, A300 for by company date* 3.A 5.B.1.d 5.A.1 & 2 May/2016 Dec/2016 Contract 2006 as amended Kalitta Air Week 1 paid by (Connie) $600 / week crewmember, $1.90 Dom. April iPad fixed in B747 K4 317 IBT Home Based unitl OE then, Single $2.80 Int. 2008 plane Occupancy 5.A 6.A Dec/2015 Dec/2015 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 1,580 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 63,855 37,427

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 2015-2029 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 ***Includes AA & USAir B737, A350, MALV 72-84 2.25 Dom** US East DFW, JFK, LAX, AA Occupancy, Paid 14,236 9,987 APA iPad A330, A321, or 88* $2.75 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 Jul/2015 *** Contract 2015, as amended Alaska Airlines (Alaska) 85 Hours No Hotel During May SEA, ANC, LAX, B737 AS plus per $2.15 1,759 816 ALPA iPad Air Initial Training 2007 PDX diem

11.D.5.b 5.A.1 5.A.1 Oct/2016 Oct/2016 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 8,292 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 Feb/2015 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, B747, B777, B787, 3 Hours per Single IAH, EWR, CLE, $2.35 Dom* B767, B757, UA day, plus per Occupancy, Paid 2006 12,500 7,765 ALPA iPad DEN, ORD, SFO, $2.70 Int.* B737, A320, diem for by company IAD, GUM, LAX A319

3-E 4-G-1, 9-E 4-A Oct/2015 Dec/2016 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 2015-2029 Major Airlines Allegiant Air BLI, FLL, HNL, (Allegiant) Single B757, MD-80, Octotber IWA, LAS, OAK, G4 MMG Occupancy, Paid $2.00 794 IBT iPad A319, A3220 2015 PGD, PIE, SFB for by company AVL

3.P 6.A 3.Z Dec/2016 Dec/2016 Contract 2016, as amended

Frontier Airlines A319, A320, Feburary F9 MMG No $1.90 983 FAPA DEN, ORD, MCO (Frontier) A321 2014

Apr/2016 Apr/2016 JetBlue Airways *Pilot data approximate Single (JetBlue) A321, A320, $2,500 per E:7/2013 JFK, BOS, FLL, B6 Occupancy, Paid $2.00 3,300 840 ALPA Yes A319, E190 month A:10/2012 MCO, LGB for by company Agreement 2013, Currently in Add A, Pg24 Add A, Pg24 11 Dec/2016 Dec/2016 Feb/2015 negotiations Southwest ATL, MCO, DAL, *Trip for Pay (TFP) is based upon Single Airlines 89, 87 or 85 $2.30 Dom. May DEN, HOU, LAS, number of days in the month, B737 WN Occupancy, Paid 7,951 3,702 SWAPA iPad (Southwest) TFP* $2.80 Int. 2006 MDW, OAK, **Number of retirements from for by company PHX, BWI Feb/2015

4.K.6 4.T.1 4.T.3 Feb/2015 Feb/2015 Feb/2015** Contract 2016, as amended Spirit Airlines *Monthly payment is prorated and Single (Spirit Wings) A319, A320, January ACY, DFW, DTW, includes salary and per diem NK $1,750*/mo Occupancy, Paid $2.20 1,483 ALPA A321 2014 FLL, LAS, ORD for by company

3.D.1 5.A.1 5.B.1 Dec/2016 Dec/2016 Contract 2010, 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 July SFO, LAX, JFK A319, A320 VX None $2.00 660 157 ALPA Nexis EFB (Redwood)THE GRID month General2010 Information EWR, LGA 10.J.1 3.B.e 10.I.1 Jan/2016 Jan/2016 Jan/2016 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 2015-2029 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**

20.E.1 FedEx Express $2,000 / mo *Prorated if hire date is not the first of B777, B767, Single (FedEx) until $1.95 Dom. May Fixed in plane MEM, IND, LAX, the month. B757, MD11, FX Occupancy, Paid 4,400 4,288 ALPA activation $2.75 Int. 2015 or iPad ANC, HKG, CGN DC10, A300 for by company date* 3.A 5.B.1.d 5.A.1 & 2 May/2016 Dec/2016 Contract 2006 as amended Kalitta Air Week 1 paid by (Connie) $600 / week crewmember, $1.90 Dom. April iPad fixed in B747 K4 317 IBT Home Based unitl OE then, Single $2.80 Int. 2008 plane Occupancy 5.A 6.A Dec/2015 Dec/2015 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 1,580 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 63,855 37,427

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 FAA 117 w/ 5:10 x Initial paid for by 10 Yes 488 5:10 2:1 Yes 50% None (American) exceptions days company 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

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

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 14.C 3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4

Frontier Airlines 14 hours or *Unschedule DH pay s 100% 12 Yes 177 6 for CDO 1:3.75 50%* $20/ month None (Frontier)56 | Aero Crew News FAA 117 Back to Contents 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 *Between 01:00-04:00, **4 for day (Spirit Wings) 14 hours or 100% or initial uniform, trips and 4.5 for multi day trips, 13/12 Yes 222 4 or 4.5** 1:4.2 100% None 11.5 hours 50%*** replacements per ***50% when deadheading to training schedule therafter Contract 2010, as ammended 12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 6.A.1 & 2 3.C.3 5.F.3

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 *Unless picked up at premium pay it Initial paid for by (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. $230** per year 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

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

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. 14.96 or 18.75* Yes 466 Yes 1:1.92, 1:3.75 100% company, $150 / 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 FAA 117 w/ 5:10 x Initial paid for by 10 Yes 488 5:10 2:1 Yes 50% None (American) exceptions days company 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 Contractual Work Rulespay*** THE GRID 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

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

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 14.C 3.F 3.D 3.D 3.H 3.E, 3.L, 3.W 6.4

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 *Between 01:00-04:00, **4 for day (Spirit Wings) 14 hours or 100% or initial uniform, trips and 4.5 for multi day trips, 13/12 Yes 222 4 or 4.5** 1:4.2 100% None 11.5 hours 50%*** replacements per ***50% when deadheading to training schedule therafter Contract 2010, as ammended 12.E.1 4.D.2 12.C 4.C.1.b 4.C.1.c 6.A.1 & 2 3.C.3 5.F.3 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. $230** per year 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

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

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. 14.96 or 18.75* Yes 466 Yes 1:1.92, 1:3.75 100% company, $150 / 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

June 2017 | 57 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 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* Group II $170.27 72 $147,113.28 $249.30 $215,395 None 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

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. 9-12 = 24 Days 5.5 H/M B737 $143.32 75 $128,988 $213.26 $191,934 0% 13.50% 20% 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 (United) B747, B777 B787 $208.59 $175,216 $305.39 $256,528 5 H/M B767-400 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 70 0% 16"% 20% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours B737-900, +25 = 42 Days after completing $167.89 $141,028 $245.80 $206,472 A321 training. A319 $161.02 $135,257 $235.76 $198,038 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 yearsblocks contain contract sections or date acquired. Data with contract sections may be abbreviated 4.3 HRxMMGx12 4.3 HRxMMGx12 8.B 15.B.2 & 3 16.B.2 16.4 and/or inaccurate, please consult the most current 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 oncontract PTO section for specific contractual language. Data 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 that do not have a contract section reference number, 21+ = 180 Hrs were obtained online in someAgreement form 2013, and Currently may in be 3.C* HRxMMGx12 HRxMMGx12 3.J** 3.J 3.E 3.E 3.F.i negotiations Southwest inaccurate. While trying to provide*85/87/89 the TFP most based onup-to-date 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**information,9.7% 1:1 not -all sources can beof compensationverified received. at this time. If 10-18 = 28 Days Max 1600 TFP +18 = 35 Days you notice a discrepancy and/or have a correction please

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

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 Airlines 4 H/M depending on plan B737NG $112.93 70 $94,861 $168.55 $141,582 9-13 = 22 days 4% 2% and single, single 58 | Aero Crew News +14 = 30 days Back to Contents +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 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. 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 $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

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 (%) 1 (Hourly) accrual employee pays 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 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* Group II $170.27 72 $147,113.28 $249.30 $215,395 None 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

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. 9-12 = 24 Days 5.5 H/M B737 $143.32 75 $128,988 $213.26 $191,934 0% 13.50% 20% 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 (United) B747, B777 B787 $208.59 $175,216 $305.39 $256,528 5 H/M B767-400 1-4 = 14 Days Max 1300 Hrs 5-10 = 21 Days New hires 70 0% 16"% 20% B757-300 $173.96 $146,126 $254.70 $213,948 11-24 = 35 Days receive 60 hours B737-900, +25 = 42 Days after completing $167.89 $141,028 $245.80 $206,472 A321 training. A319 $161.02 $135,257Additional$235.76 $198,038 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

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 years

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* 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 Airlines 4 H/M depending on plan B737NG $112.93 70 $94,861 $168.55 $141,582 9-13 = 22 days 4% 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 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. 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 $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

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 (%) 1 (Hourly) accrual employee pays

June 2017 | 59 THE GRID

BLI SEA

PDX

MSP BOS

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

LAX ONT CLT LGB MEM PHX IWA ATL DFW DAL

IAH SFB HOU MCO PIE PGD ANC HNL FLL MIA

ANC CGN ORD EWR LAX

MIA DOH DXB HNL HKG

GUM

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

June 2017 | 61 THE GRID Regional Airlines

he following pages contain over 30 different contractual comparisons for 22 separate regional airlines. Almost all the data was collected T from each individual airline’s contract. Our goal is to provide you with the most current, up-to-date data so that, as a pilot, you can choose the right airline for you. Every pilot looks for something different from the airline they work for. Whether it’s living in base, maximizing your pay, or chasing that quick upgrade, we will have the most latest information. To do this, we are working with the airlines to ensure this data is currunt 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 EMB-135 2-6 = 14 Days Max 640 5<10 = 5% Blue blocks indicate recent updates 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 >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 After 2 Years for per hour basis, Hours quoted in date data was obtained 3.C.1 indicates > 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 > 16 = 52 Hrs 75 2 H/M*** hours in one year. Pilots set the daily contract section see contract for more >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. information 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 $50.42 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 Abbreviations and Definitions: 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 Noflight Max training a new Contract 2015 employees contribution up to the listed percentage. Unless noted- 3-1hire receives3.K.1 HRxMMGx12 from a check3-1 airmanHRxMMGx12 after8.A.1*** completing8.A.1 all 14.Kground and 14.E Envoy formally <1yr = <7 dys*** 1-4 = 3.5% *CRJ-700 gone by Dec/16; **New- 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 the company will match 100% of what the employee contributes. simulator training. 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,>16yrs = the28 dys minimum 20+ amount = 8% of Contract 2003 as amended, Currently - LOA**creditLOA the employeeHRxMMGx12 LOA**will receiveHRxMMGx12 per month.8 The9.A ability28.B*** to work28.B 28.A.3.b Cancellation pay: When a leg or legs are canceled, the employee in negotiations will still be credited for that leg. Some companies will not cover more or less is possible, depends on the needs of the company, FO Top Out No. of Vacation Percentage of Aircraft line holder or reserve and open trips for that month.Sick Time 401(K) all reasons for cancellations. Refer to the contract for more Pay MMG Base Pay Top CA pay Base Pay weeks & 401(K) DC health care Notes Types Accrual Matching (%) information. (Hourly)Per Diem: The amount of money the companyaccrual pays the employee employee pays 500-2,000 Pilots Endeavor Air for food expenses while gone from <1yr=<7base, dys*** typically 1- from 50% show Match: time *Pay based on DOS+2 years, 1% CRJ-200 $38.49 $34,641 $84.03 $75,627 Deadhead: Positive space travel as a passenger(Flagship) for company 2yrs=7 days 1-5 = 6% 32% for medical increases every year; **Based on to end75 of debrief time of that trip.>2yrs=14days Day trip 2.5per H/M diem5-10 is= 8% taxableNone (35% 1/1/15), 25% YOS, ***>1 year prorated business; paid as shown in above referenced column. >5yrs=21days 10+ = 10% dental CRJ-900 $39.75 $35,775 $89.96 $80,964 while overnight is not. >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 PSA Airlines UTU: United Transportation Union 50% Match: *75% after 10 YOS, **Vesting after 3 additional amount directly to the employees 401(K),CRJ-200 either $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% 75 5+ = 4 H/M 5-7 = 4% 27% quarterly or yearly, refer to the contract for more information YOS: Years of Service with the company.> 7 = 21 days 7-10 = 2.5% CRJ-700 485 Max 7-10 = 8% $43.29 $38,961 $106.67 $96,003 >14 = 28 days 10+ = 3.5% CRJ-900 10+ = 8%* IBT: International Brotherhood of Teamsters - 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 62 | 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 Over 2,000 Pilots ExpressJet *Additional bonus if typed in CRJ or $300 / week (LXJT) $7,500 w/ ERJ, $3,500 at end of training, EMB-145XR & $1,400 per Paid for by (Accey) ERJ type*, June United, EWR, IAH, ORD, remaining after first year; **Will EMB-145 EV diem to company; single $1.85/hr 1,614 ALPA Surface 3 LTE $1,000 2007** American*** CLE, DFW*** Reduce 11/2007 to 1/2011; ***AA EMB-135 checkride, occupancy Referral flying out of DFW due to end 7/2017 then MMG Contract 2004 as amended, Currently Online Feb/15 4.C.2 Apr/2017 Apr/2017 in negotiations, ExpressJet *Additional bonus if typed in CRJ or $7,500 w/ (LASA) CRJ-200 Paid for by ERJ, $3,500 at end of training, remain CRJ type*, June Delta, ATL, DFW, (Accey) CRJ-700 EV $300 / week company; single $1.85/hr 1,488 ALPA Surface 3 LTE after first year, **Will reduce from $1,000 2007** American DTW, LGA CRJ-900 occupancy 5/2008 to 9/2010 Referral

Contract 2007 as amended, Currently Online 3.C.1 5.A.1 Mar/2016 Apr/2016 in negotiations;

Total 3,102 SkyWest Airlines Paid for by COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type (Skywest) CRJ-200 company; dual United, FAT, IAH, LAX, rating for any turbo jet over 12,500 1.85/hr CRJ-700 occupancy, American, MSP, ORD, PDX, lbs. **SGU is not a base, only HQ. OO $7,500* 65 Hours ($1.90/hr 2014 4,000 None Surface 3 LTE CRJ-900 Company will Alaska, PHX, PSP, SEA, Eff. 1/1/2017) EMB-175 pay 50% for Delta SFO, SLC, TUS single room SGU** Pilot Agreement signed August 2015 3008.19.A 3015.6.A.1 3009.1.A Aug/2016 Aug/2016 Republic Airway *No Part 121 Experience, **Part 121 (Republic) CMH, DCA, IND, Experience; ***International per diem $1,600 first Paid for by $1.95/hr Dom United, EMB-170 $10,000* LGA, MCI, MIA, only applies when block in to block RW mo. then company; single $2.50/hr 3.5 Years 2,105 American, IBT iPad Air EMB-175 $12,500** ORD, PHL, PIT, out is greater than 90 mins. MMG occupancy Int.*** Delta EWR

Contract 2015 10.A.2.a 4.B.1 Nov/2015 Apr/2016

Envoy formally *Dependent on aircraft assignment American Eagle once hired; **Paid over two years in Up to $1.85/hr + (Envoy) quarterly installments and after one CRJ-700, $22,100* 64 hr MMG Paid for by $0.05 Oct year of service; ***Company projects EMB-145, MQ plus $20,000 + 16 hrs per company; single increase in 1,850 American ALPA iPad Air 2 DFW, ORD, LGA 2011*** less than 3 years for new hires to EMB-175 retention diem per day occupancy 2018, 2021 upgrade and 6 years to flow to bonus** & 2024 American Airlines.

Contract 2003 as amended Online 4.A 4.B 5.B.1 Dec/2016 Dec/2016

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 500 - 2,000 Pilots Endeavor Air Single Pay based on DOS+2 years, 1% CRJ-200 MMG, but no July JFK, DTW, (Flagship) 9E $23,000* Occupancy paid $1.70/hr 1,587 Delta ALPA increases every year, *$23,000 per CRJ900 per diem 2007 MSP, LGA, ATL by company year until Dec 2018. Online 3.D.1, 5.D.4 5.D.1 Dec/2015 Mar/2016 Contract 2013 as amended PSA Airlines *Additional with CRJ type, **Referral (Bluestreak) bonus, **Hiring street captains if they $16,520, CRJ-200 $38.50 / HR Paid for by meet the minimum qualifications $5,000*, CLT, DCA, CVG CRJ-700 OH MMG & Per company; single $1.75/hr July, 2015 1,300 American ALPA iPad otherwise once they reach 1,000 $1000**, DAY, TYS CRJ-900 Diem occupancy hours SIC time. ***20,000 retention $20,000*** bonus starting year 2, ($2,500 per quarter for 2 years). 3.F.1 5.A.1 April/2017 May/2017 Contract 2013 as amended Mesa Airlines CRJ-200 *New hire bonues paid out over 4 76 Hours Paid for by (Air Shuttle) CRJ-700 $30,000* United, PHX, DFW, years. **Pilot referal bouns, 4 YV during company; single $1.47/hr 4 Months 1,250 ALPA iPad*** CRJ-900 $20,000** American IAD, IAH installements. ***Pilot must have an training occupancy EMB-175 iPad, but there is a stipend for it. LOA 37 5.A.2 5.B.1 5.A.2 Feb/2016 Feb/2016 Contract 2008 as amended Air Wisconsin *$33,000 min bonus for all new hires. Yes $33,000 Paid for by DCA, ORF, PHL (Wisconsin) 2.5 hours $1.75/hr dom 2.5 - 3 American $4,000 or $4,500 referral bonus, later CRJ-200 ZW $4,000 or company; single 485 ALPA iPad (ORD & IAD in per day $1.80/hr int Years United for Airmen Training Program $4,500* occupancy the Fall) Contract 2003, Pilot data from Website 4.C 5.A.1 LOA 37 Jul/2015 May/2017 10/6/2014 seniority list. Horizon Air 16 credit Paid for by *Upgrade time should be reduced as (Horizon Air) DH-8-Q400 hours per company; July ANC, BOI, GEG, they explore more growth with the QX None $1.80/hr 635 Alaska IBT ERJ-175 week & per double 2014* MFR, PDX, SEA approval of the Alaska Air Group diem occupancy purchase of Virgin America. 5.I.4 6.C 5.G.1 Dec/2016 Dec/2016 Contract 2012 as amended Compass Airlines *Per diem only when not in base for Paid for by (Compass) $1,500 sims; **DOS + 24 Mos. $1.70, MMG & Per company; Sept Delta, EMB-175 CP Referal $1.65/hr** 710 ALPA iPad MSP, LAX, SEA Diem* double 2015 American Bonus occupancy

3.H, 5.B 5.B.3 5.B.1 Oct/2016 Dec/2015 Contract 2014 as amended GoJet Airlines Paid for by *7 CRJ-900s being delivered by the CRJ-700 $12,000** $23/hr @ 60 January ORD, RDU, STL, (Lindbergh) G7 company; single $1.60/hr 555 United, Delta IBT end of 2015. **New hire bonus, CRJ-900* $5,000*** hr 2015 DEN occupancy ***With CL-65 type. Jan/2017 5.B.3 6.C 5.O Dec/2015 Dec/2015 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 Under 500 Pilots Piedmont Airlines DH-8-100 MMG + 1/2 Paid for by *1,000 Hours of Part 121 flight time. 1,000* Hrs PHL, MDT, (Piedmont) DH-8-300 PI $15,000 per diem per company; single $1.70/hr 420 American ALPA **$5,000 pilot referalJune bonus 2017 for | 63 2,500 TT ROA, SBY ERJ-145 day occupancy employees. LOA 16 5.D.4 5.A.3 5.D.1 Jul/2016 Jul/2016 Contract 2013 as amended Trans States *Paid out over 3 years, restricitions Airlines (Waterski) Paid for by apply. Attendance Bonus 0 Sick $35.81 @ July United, IAD, STL, ORD ERJ-145 AX $30,000* company; Single $1.90/hr 600 ALPA iPad Days Used $1000, 1 Sick Day Used 75 hrs 2015 American DEN, RDU occupancy $700, 2 Sick Days Used $500, 3 Sick Days Used $300 3.C.1 5.A.1 5.C.1 Dec/2015 Jun/2016 Contract 2015 as amended Cape Air , HYA, EWB, BOS, PVC, ACK, MVY, (Kap) New York, RUT, LEB, RKD, AUG, PVD, ALB, ATR-42 Paid for by Upon Hyannis Air Montana, OGS, MSS, SLK, HPN, BIL, SDY, 40 Hours per C402 9K None company; Single $37/overnight Reaching 100 Service DBA IBT No Midwest, GDV, OLF, GGW, HVR, UIN, MWA, week BN2 occupancy ATP Mins Cape Air Caribbean & CGI, IRK, TBN, OWB, SJU, MAZ, 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 FedEx Paid for by PHX, ABQ, SLC, BE1900 & 99 per hour* DHL AM None company; Single $1.45/hr Immediate 185 None iPad SAT, OMA, LAN, SA227 $35 / Day Lantheus occupancy CVG, SDF, BUF, C208 Per Diem ACS MHT, EWR, MIA, PA31 Mallinckodt BQN, SJU Oct/2015 Oct/2015 CommutAir *With ATP/CTP: $7,000; Without DH-8-100 Paid for by (CommutAir) Up to ATP/CTP: $2,000 free ATP/CTP DH-8-200 C5 MMG company; single $1.80/hr Apr/2017 370 United ALPA None EWR, IAD, BTV** $15,000* course; $5/121 PIC qualifying hour up ERJ-145 occupancy to $8,000 **BTV is only HQ Contract 2015 as amended Online 3.G 5.A.8 5.B.3 June/2017 Dec/2016 Great Lakes 15 Month, $7,500 training contract Paid for by Airlines B1900D May required for ALL First Officers. Direct ZK No $36/Day company; dual $1.50/hr 60 UTU DEN, PHX (Lakes Air) EMB-120 2016 Entry Captains contract is prorated occupancy over the first 15 months of service. 4.D Dec/2016 Dec/2016 Contract 2014 as amended Peninsula Airways Saab 340A, *$1,100/Mo. Base Salary KS $50/day 2012 120 None ANC, BOS (Penisula) Saab 340B* 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 Corvus Airlines *After 6 months pay goes to $40 on (Raven Flight) B1900C None, except B1900, first year pay adjusted for this. $40.00 per November B19000D* 7H No MMG during SIMs in 81 None iPad ANC **Hageland pilots can transfer at any over night 2009** DH-8 SEA, Single time once they hit ATP mins, so much uncertainty abounds Apr/2016 Apr/2016 Need contract Island Air None, On a Codeshare for United, Hawaiian and Paid for by (Moku) RON, Go; *ATR-72 being phased out by ATR-72* company if not March WP $12,000 MMG** company will 65 Self ALPA HNL July 2017, **Reserve MMG at FO Q-400 in HNL; Single 2017 reimburse w/ year one rate, if OE completed as a occupancy receipt CA, CA year 1 rate paid retro 3.C.1 11.P.3 4.J.1 Apr/2017 Apr/2017 Contract 2016 as amended Total Pilots 19,760

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 Over 2,000 Pilots ExpressJet *Additional bonus if typed in CRJ or $300 / week (LXJT) $7,500 w/ ERJ, $3,500 at end of training, EMB-145XR & $1,400 per Paid for by (Accey) ERJ type*, June United, EWR, IAH, ORD, remaining after first year; **Will EMB-145 EV diem to company; single $1.85/hr 1,614 ALPA Surface 3 LTE $1,000 2007** American*** CLE, DFW*** Reduce 11/2007 to 1/2011; ***AA EMB-135 checkride, occupancy Referral flying out of DFW due to end 7/2017 then MMG Contract 2004 as amended, Currently Online Feb/15 4.C.2 Apr/2017 Apr/2017 in negotiations, ExpressJet *Additional bonus if typed in CRJ or $7,500 w/ (LASA) CRJ-200 Paid for by ERJ, $3,500 at end of training, remain CRJ type*, June Delta, ATL, DFW, (Accey) CRJ-700 EV $300 / week company; single $1.85/hr 1,488 ALPA Surface 3 LTE after first year, **Will reduce from $1,000 2007** American DTW, LGA CRJ-900 occupancy 5/2008 to 9/2010 Referral

Contract 2007 as amended, Currently Online 3.C.1 5.A.1 Mar/2016 Apr/2016 in negotiations;

Total 3,102 SkyWest Airlines Paid for by COS, DEN, DTW, *$7,500 w/ Part 121, 135 or type (Skywest) CRJ-200 company; dual United, FAT, IAH, LAX, rating for any turbo jet over 12,500 1.85/hr CRJ-700 occupancy, American, MSP, ORD, PDX, lbs. **SGU is not a base, only HQ. OO $7,500* 65 Hours ($1.90/hr 2014 4,000 None Surface 3 LTE CRJ-900 Company will Alaska, PHX, PSP, SEA, Eff. 1/1/2017) EMB-175 pay 50% for Delta SFO, SLC, TUS single room SGU**

3008.19.A 3015.6.A.1 3009.1.A Aug/2016 Aug/2016 Pilot Agreement signed August 2015 Republic Airway *No Part 121 Experience, **Part 121 (Republic) CMH, DCA, IND, Experience; ***International per diem $1,600 first Paid for by $1.95/hr Dom United, EMB-170 $10,000* LGA, MCI, MIA, only applies when block in to block RW mo. then company; single $2.50/hr 3.5 Years 2,105 American, IBT iPad Air EMB-175 $12,500** ORD, PHL, PIT, out is greater than 90 mins. MMG occupancy Int.*** Delta EWR

Contract 2015 10.A.2.a 4.B.1 Nov/2015 Apr/2016

Envoy formally *Dependent on aircraft assignment American Eagle once hired; **Paid over two years in Up to $1.85/hr + (Envoy) quarterly installments and after one CRJ-700, $22,100* 64 hr MMG Paid for by $0.05 Oct year of service; ***Company projects EMB-145, MQ plus $20,000 + 16 hrs per company; single increase in 1,850 American ALPA iPad Air 2 DFW, ORD, LGA 2011*** less than 3 years for new hires to EMB-175 retention diem per day occupancy 2018, 2021 upgrade and 6 years to flow to bonus** & 2024 American Airlines.

Contract 2003 as amended Online 4.A 4.B 5.B.1 Dec/2016 Dec/2016

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 500 - 2,000 Pilots Endeavor Air Single Pay based on DOS+2 years, 1% CRJ-200 MMG, but no July JFK, DTW, (Flagship) 9E $23,000* Occupancy paid $1.70/hr 1,587 Delta ALPA increases every year, *$23,000 per CRJ900 per diem 2007 MSP, LGA, ATL by company year until Dec 2018. Online 3.D.1, 5.D.4 5.D.1 Dec/2015 Mar/2016 Contract 2013 as amended PSA Airlines *Additional with CRJ type, **Referral (Bluestre