Transcript Tinian Air Charter Services, Inc.

STAR MARIANAS AIR, INC.
APPROVED TRAINING MANUAL’S
LESSON PLANS
AND
COURSEWARE
Initial New Hire – Flight Crew
Part I – Basic Indoctrination
Section 1 – Operator Specific Module
A. Duties and Responsibilities
Before We Start




Complete Class Roster
Cell Phones OFF
10 Minute Break every 50 minutes
Programmed Class Duration 1 hour
Basic
Indoctrination
Training:
OBJECTIVES:
To provide students with
information about the Company,
its purpose, policies,
documentation, and it’s workrules.
COMPLETION
STANDARDS:
The attendee will through class
participation and discussion show
that they have an adequate
understanding of the lesson content
EXAMINATION:
Graded Student Activity
Class Duration:
1.0 Hour
Presentation:
Lecture , student activity, and guided
discussion
Section 1 - Operator
Specific
A. Duties and
Responsibilities
Training Materials/Learning
Outcomes


Applicable Company Forms
Current copy of the Employee Handbook
Learning Outcomes
At the end of this class, student will have completed
the forms for employment processing and know the
(1) company’s standards and rules of conduct;
(2) compensation and benefits;
(3) where to find the written information regarding
the above
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
Order 8900.1
1)
Company history, organization and management
structure.
2)
Operational concepts, policies and kind of
operation.
3)
Company forms, records, and administrative
procedures.
4)
Employee standards and rules of conduct.
5)
Employee compensation, benefits, and
contracts.
6)
Authority and responsibilities of duty position.
7)
Company required equipment.
8)
Company manual organization, revisions, and
employee responsibilities concerning manuals.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms, Records, and
Administrative Procedures

New Hire Checklist

Personnel Action Form (PAF)

Employee Handbook Acknowledgement

Employee Evaluation
 W4 Form

Form I-9 Employment Eligibility Verification
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Personnel Action Form (PAF)
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Employee Handbook Acknowledgement
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Basic
Indoctrination
Training:
W4 Form
http://www.irs.gov/pub/irs-pdf/fw4.pdf
Section 1 - Operator
Specific
A. Duties and
Responsibilities
3) Company Forms,
Records, and
Administrative
Procedures
Form I-9 CNMI- Employment Eligibility
Verification
http://www.uscis.gov/files/form/i-9.pdf
Basic
Indoctrination
Training:
4) Employee Standards and Rules of Conduct
 Terms of Employment
Section 1 - Operator
Specific
A. Duties and
Responsibilities
 Conduct on the job
 Disciplinary action
 Working Hours and Attendance
 Performance Evaluation and Promotions
 Employee Grievance Procedure
 Employment Record
Chapter 3-Employment
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Terms of Employment

New Hire Requirements
 New Hire Checklist
• At the time an individual is initially interviewed, selected,
hired, and finally cleared for duty the Personnel Manager,
the new employee’s Department Head, must be guided by
the NEW HIRE Checklists
• These lists will ensure the compilation and completion of
all necessary documentation for new or rehires. Upon
completion, consistent with instructions, the checklists will
be forwarded to and filed by the Personnel Department in
the individual’s personnel file.
 Required Work Authorization
• A new employee must comply with the requirements
contained in form I-9 Employment Eligibility Verification.
• This form must be filled out by the employee and returned
to HR within three (3) days from date of hire.
• Failure to comply will result in discontinuation of
employment.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Terms of Employment – cont.
 Required Training
• No person will be employed by SMA until training required
under all applicable Federal Aviation Regulations and the
Company’s approved Training Program have been
successfully completed and all required documentation
have been completed.
 Pre-employment Drug Testing
• Certain job categories considered as “safety sensitive”
under 49 CFR Part 40 and 14 CFR Part 120 require preemployment drug testing prior to duty assignment. No
person may be assigned to a “safety sensitive” category
until negative test results are received.
 Pilot Records Improvement Act of 1996
• The Company complies with provisions of the Pilot
Records Improvement Act (PRIA). PRIA is further
discussed in the Company’s PRIA Process Guide.
Basic
Indoctrination
Training:
Terms of Employment – cont.

Employment Contract
Section 1 - Operator
Specific
 All employees will sign an employment contract prior to
commencement of their employment. This contains
details of position and constitute written acceptance of
the position and related conditions.
A. Duties and
Responsibilities
 Employees must also sign the Employee Handbook
Acknowledgement prior to beginning employment.
4) Employee
Standards and Rules
of Conduct
 Introductory Period
•
All persons hired by the Company will have a period of
employment introduction of not more than 180 days
prior to being considered “regular employees”.
•
Employment may be terminated at any time during
the introductory period and SMA is not required to
discuss the cause with the employee. Completing
the Introductory Period does not entitle the employee
to continued employment or grant any property right in
employment.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Terms of Employment – cont.

Termination
 Resigning employees must give two weeks notice of
departure date, unless specified otherwise in their
employment contract. Failure to give such notice may
result in the terminating employee not being eligible for
rehire.
 Upon resignation, the departing employee must turn in
all Company-issued items, including SMA identification
card, equipment and tools, beepers, keys, airport
badges and other items that have been issued by the
Company. Persons on furlough or extended leaves of
absence will also turn in the above items.
 In the case of all terminations a “Personnel Action
Form” should be completed by Personnel and signed
by the departing employee.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Conduct on the Job

House Rules
 The Company has set certain reasonable rules to help
you do your job comfortably, safely and efficiently.
Infractions and violations will be subject to discipline
through reprimand, suspension or discharge.
 The list below is not intended to be all-inclusive but is a
basic guideline which may be adjusted from time to
time.
1.
Under the influence or in the possession of intoxicants
or illegal drugs while on duty
2.
Failure to perform assigned tasks
3.
Unauthorized absences
4.
Not being at work place at scheduled time
5.
Leaving job without supervisor’s permission
6.
Excessive absenteeism
7.
Tardiness
8.
Next --
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Conduct on the Job – cont’d

House Rules – cont’d
8.
Insubordination, failure or refusal to obey instructions
or perform work as required
9.
Excessive personal phone calls while on duty
10.
Discourtesy to customers
11.
Sleeping on duty
12.
Use of profane, obscene, vile or abusive language
13.
Gambling on Company property
14.
Any act or violation of law that would reflect unfavorably
on the Company’s image
15.
Interfering with work of other employees
16.
Damage to Company property
17.
Falsifying Company records or reports
18.
Writing or passing bad checks
19.
Mistakes caused by carelessness including sales
shortages
20.
Violation of safety rules
21.
Next--
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Conduct on the Job – cont’d

House Rules – cont’d
21.
Immoral conduct or indecency which puts the Company
in ill repute
22.
Making false or malicious statements about employees
or the Company (its services or equipment)
23.
Punching another employee’s time card or allowing
anyone to punch your time card
24.
Punching another employee
25.
Dress and grooming not in accordance with Company
policy
26.
Sexual Harassment
27.
Stealing or removing Company property and money
without authorization or pilferage of customer’s property
28.
Unauthorized work stoppage
29.
Deliberately defacing or damaging Company property
30.
Carrying concealed weapons or firearms on Company
premises
31.
Next --
Basic
Indoctrination
Training:
Conduct on the Job – cont’d

Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
House Rules – cont’d
31.
Physical aggressions or threats to employees or
customers
32.
Fraudulent or unauthorized use of free or reduced air
transportation
Mishandling of company funds
33.

Personal Appearance
 A clean, neat personal appearance is considered an
important part of what an employee is expected to bring
to the job. Employees who, in the opinion of their
supervisor, do not meet standards in this regard and
may be considered to have not reported for work.
Basic
Indoctrination
Training:
Conduct on the Job - cont.

 All Company employees are required to wear the
designated company uniform as may be established for
their department and be in uniform at all times while on
duty. Employees are responsible for keeping their
uniforms clean and pressed.
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Uniforms

Personal Calls and Visits
 Personal visits should be limited to emergencies or
taken care of outside your scheduled work hours.
 Personal Telephone Calls must be kept to a minimum
leaving lines open for company use. Any personal
long distance charges must be reimbursed to the
company promptly.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Conduct on the Job – cont.

Phone Etiquette
 Telephones will be answered in a professional manner.
The Telephone is an integral part of communication
between our valued customers, potential customers,
other businesses, and SMA. SMA’s goal is to offer
excellent customer service, which includes service
over the telephone. The following is a list of acceptable
phrases:
•
“Star Marianas Air, this is (your name), how may I help you?”
•
“SMA, good morning/afternoon, this is (your name), how may
I help you?
•
“Thank you for waiting, this is (your name), how may I help
you?
•
When transferring, use phrases like, “Please hold” or “One
moment please”, instead of “Wait’, “For a while”, or “Hold
your line”.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Disciplinary Action

As an employee you are expected to meet
standards of performance in both quality and
quantity of work, respect the rights and properties of
others and abide by the Company’s rules and
regulations. Failure to meet such standards of
performance or conduct may result in disciplinary
action.
 In enforcing disciplinary action the sanction will
depend upon the circumstances surrounding the
offense and the seriousness of the offense.
Suspension may be applied where circumstances
need to be reviewed or investigated prior to action
being taken.
Basic
Indoctrination
Training:
Disciplinary Action– cont.

Section 1 - Operator
Specific
In cases of substandard performance and for
misconduct in breach of House Rules the following
steps will apply:
 1st Offense - Verbal warning. This may require
counseling and retraining. A notation will be placed in
the employee file
A. Duties and
Responsibilities
 2nd Offense- First Written Warning
4) Employee
Standards and Rules
of Conduct
 3rd Offense- Final Written Warning or Dismissal

INSTANT DISMISSAL.
 The company may dismiss a worker without
notice for serious misconduct at work.
Basic
Indoctrination
Training:
Working Hours and Attendance

Due to the nature of our operations, most
employees can expect they will be called upon to
work some combination of early mornings, nights,
weekends and holidays.

Some employees work split shifts, others work
extended shifts. As a result of the nature of our
Company’s service to the public there is no simple
definition of a “normal work day” or “normal work
week.”

Individual schedules vary by department and are
established by the department and station
supervisors.
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
 Next --
Basic
Indoctrination
Training:
Working Hours and Attendance – cont.

Your attendance record is a reflection of you as an
individual and is an important component of your
performance. If attendance is impossible due to
emergency or illness, you are required to personally
contact your supervisor and advise him or her of
your situation. Lead times required vary by
department.
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
 Remember that your tardiness and/or absenteeism
affects not only the Company, but also causes
hardship on your fellow employees. Excessive
absenteeism may result in termination of
employment.

Time Recording

Time Sheets

Time Cards
Basic
Indoctrination
Training:
Working Hours and Attendance – cont.

Section 1 - Operator
Specific
Time Recording

Time Sheets/Time Cards

Employees are required to clock-in at the beginning of their scheduled or
assigned duty period and clock out immediately after their duty
period. Employees that arrive early for their duty assignment are not
allowed to clock-in more than 5 minutes prior to the start of their assigned
A. Duties and
Responsibilities
duty period and must clock-out at the end of their duty
assignment unless advised by their supervisor to extend their
working hours
4) Employee
Standards and Rules
of Conduct


Employees who clock-in before the start of their scheduled assignment or
beyond the end of their scheduled assignment will be considered as
having done so for their own convenience and will not be compensated
for any differences between the time they record on their time card and the
time they were assigned duties by the company.
Advanced Payment of Wages/Banked Hours
 Absences/Leaves

Next --
Basic
Indoctrination
Training:
Working Hours and Attendance – cont.

Section 1 - Operator
Specific
Extended Work Periods

The U.S. Department of Labor’s Fair Labor Standards Act (FLSA) exempts
Airline employees from overtime pay provisions. For details please visit:
http://www.dol.gov/elaws/esa/flsa/screen75.asp

Work performed beyond regular scheduled hours (40.0 hours) must have
prior authorization by supervisors. The Company does not compensate for
work performed beyond work hours unless authorized by supervisors.
Authorization for extended work may be recorded by:
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct


Time Card – The supervisor must annotate at the back of the employee’s time card
that extended work has been authorized. The supervisor must sign immediately after
the annotation.

Time Sheet – The supervisor must annotate under the “REMARKS” column of the
time sheet that extended work has been authorized. The supervisor must sign under
the “Supervisor” column
Examples of such annotations are as follows:



Example 1: “10/14/14- extended work is approved due to delayed
flights”
Example 2: “10/15/14- employee is approved to report early due to
flight changes”
Time Sheet Summary
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Working Hours and Attendance – cont.

Falsification and Tampering

Break Periods

Impermissible Use of Meal Period/Rest Breaks

Trade Shifts

Supervisor Responsibilities for Time Recording
 Rounding Off

Guidelines for Time Clocks and Time Cards

Elements of the Time Card

How to Use the Time Clock

Forgetting to Clock In or Out

Time Card Error/ Double Punching/ Wrong Entry

Permissible Handwritten Entries on Time Card
Basic
Indoctrination
Training:
Performance Evaluation

For the benefit of the Company, and for you to
continually improve your performance level, periodic
performance appraisals are conducted. This
evaluation is an opportunity for you to learn of your
strengths and/or weaknesses. Performance
appraisals are usually conducted periodically during
the employees first 180 days of employment, and on
his or her one-year employment anniversary.

Performance appraisals are usually conducted
periodically during the employees first 180 days of
employment, and on his or her one year
employment anniversary, but may be conducted at
any time the company or employee feels a
requirement.
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Promotions

Star Marianas Air believes in promoting from within
the Company to the greatest extent reasonably
possible
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Employee Grievance Procedure

In any organization, incidents occur which give rise
to problems. Unsettled problems are a serious
concern to management. For this reason,
employees can have their grievances heard by their
supervisor, and if necessary, reviewed by higher
levels of management so that equitable adjustments
can be discussed.
 Employees are encouraged to discuss any problem
they may have with their supervisor as satisfactory
solutions can often be found at this level.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Employment Record

It is the employee’s responsibility to keep his/her
employee records up-to-date.

Notify the Personnel Office and your supervisor
immediately when any of the following changes
occur (be sure to include your employee number in
your notification):
 Marital status (legal marriage, divorce, death of
spouse)
 Addition or deletion of dependents due to marriage,
age, full time employment, non-student status, death,
etc.
 Address or telephone number
 Legal name
 Person to be notified in case of emergency
 Next --
Employment Record – cont.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
 Number of income tax exemptions
 Change of residence for tax purposes.

All changes must be in writing and accompanied by
supporting documents.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee Compensation, Benefits, and
Contracts

Payroll

Absences and Leaves

Vacation Leave

Holiday with Pay
 Workers compensation benefits

Travel benefits
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Payroll
 Payroll is released on a bi-weekly basis, generally
every other Thursday. When a Thursday falls on a
bank holiday payroll is released a day early. The pay
period covers 2 weeks from Monday through
Sunday.
 Time sheets must be completed and forwarded to
Accounting Department the following day after cutoff
to ensure prompt payment of wages.
 NO TIME SHEET NO PAYROLL.
Payroll- cont’d
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
X
X
X
X
X
X
X
X
X
X
X
X
X
X
TIMESHEET
REVIEW AND
PROCESSING
BANK
DEPOSIT
PAYDAY
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Payroll- cont’d

Your pay stub shows the hours worked, amount paid
and deductions. This stub is for your record.

In order to insure your receipt of your W-2 forms at
the end of January for the previous tax year it is
imperative that employees provide Personnel with
accurate, current addresses.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Absences and Leaves

Fair Labor Standards Act (FLSA) does not require
payment for time not worked, such as vacations,
sick leave or holidays (federal or otherwise).

However, the company considers the following:
 Leave of absence as stipulated under the Family
Medical Leave Act Policy (Refer to Chapter 2)
including Military Leave as stipulated under the
Uniformed Services Employment and Re-employment
Rights Act and Universal Military Service and Training
Act.
 Funeral Leave may be granted in the event of a death
in the immediate family.
 It is the Company’s policy that employees fulfill their
civic responsibility when called as jurors or witnesses.
Each employee is expected to report to work if
dismissed from Court before the end of his/her work
shift.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
4) Employee
Standards and Rules
of Conduct
Absences and Leaves – cont’d
 Should the company need to reduce the number of
active employees, “company offered leaves” or
Furloughs may be offered. Employees on this type of
leave receive no pay and do not accrue vacation pay.
 Other Leaves.
•
An employee may be allowed to take a leave of absence
(LOA) for a maximum of three (3) months. The employee
must file a Personnel Action Form signed by the Department
Head stating the reason of the request for leave. During this
period the employee will not receive a salary as well as will
not accumulate vacation leave.
•
After the LOA the employee must return to work. If the
employee is not able to return to duty for whatever reason
the company has the right to terminate the employee, if the
company finds that the long absence of the employee will
be a burden to the operation of the company. The employee
must report to the Personnel Department for processing.
Basic
Indoctrination
Training:
Vacation Leave

The Company sincerely believes that an annual
period of rest and relaxation should be taken by
every employee. The Company intends to provide
each full time employee, who has completed one
year of continuous employment with the Company,
with annual vacation time.

To promote these ends the Company allows for the
accrual of only one year’s accumulated vacation
and does not “pay-off” accrued and unused
vacation except in the case of terminating
employees with more than one year continuous
employment with the Company.
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
 Next…
Basic
Indoctrination
Training:
Vacation Leave – cont’d

Vacation leave must be approved in advance by the
employee’s supervisor. Vacations should be
requested at least 60 days prior to the vacation date
to assure sufficient time is allowed for staff
coverage. Requests may be denied up to 30 days
prior at the Company’s discretion.

Employees should coordinate their vacation
requests through their department’s supervisor to
insure compliance with any unique notice and
seniority rules which may apply. Vacation requests
are discouraged for peak business periods.
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Holidays with Pay

The Company operates a 365 day a year business
and is unable to close down for observance of
holidays. The following holidays are paid holidays
for salaried employees:
 New Years Day
 Easter
 Memorial Day
 Independence Day
 Labor Day
 Thanksgiving
 Christmas Day
 The Employee’s birthday (regular employees only)
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Holidays with Pay – cont’d

Hourly employees who work during these holidays
will receive a holiday differential pay at the hourly
rate times 1.5 hours.
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Workers Compensation Benefits

SMA employees are entitled to receive benefits
mandated by the Workman’s Compensation Act.

Death and disability benefits are available provided
the death or disability results from an injury
sustained while the employee is engaged in his
official duties or arises from his employment unless
the injury was proximately caused by the
intoxication of the employee or by the willful
intention of the employee to injure or kill himself or
others.
Basic
Indoctrination
Training:
Travel Benefits

Travel benefits are a privilege (not a right) which
may be revoked or suspended at the company’s
discretion. Failure to comply with these standards
will result in disciplinary action including suspension
of travel privileges.

Rules of Travel
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
 SMA employees who have completed 180 days
employment are eligible for certain travel benefits for
themselves and their spouse/committed significant other
(CSO). Employees who have passed the probationary
period must have an approved probation packet on file
before becoming eligible for travel benefits.
 SMA employees and their spouse/CSO may fly for free on
a space-available basis.
 Next --
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Travel Benefits – cont’d

Rules of Travel
 SMA employees and their spouse/CSO may make a
reservation for a seat on a positive-space basis for $10
per person for a one-way flight (SPN-TIQ or TIQ-SPN).
The $10 fare is non-refundable, non-changeable, and
non-transferrable. All travel must be paid in cash.
 Reduced-rate fares must be paid in order to reserve the
seat.
 Employees and their spouse/CSO may not receive a
refund for a reserved seat in favor of a space-available
seat in order to avoid paying the $10 fare.
 Baggage allowances and limitations are the same under
the discounted rate as for regular-paying customers
 Children of employees may fly at the discounted rate of
$10 per one-way flight.
 Extended family members (e.g. siblings, parents, etc.) are
not eligible for travel benefits.
 Next --
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Travel Benefits – cont’d

Rules of Travel
 An employee’s spouse/CSO and children (if applicable)
must be registered with the HR Department. Registration
forms are available upon request. Government-issued
identification cards are required when purchasing tickets
and when checking in.
 These benefits are available on SMA’s route structure only
 Children under the age of 12 are not allowed
to travel unaccompanied
 Employees must wait six months before they can change
who is registered as their “committed significant other.”
 Employees and their spouse/CSO should not use
these travel benefits for the purposes of financial gain, as
this creates an unfair advantage over regular-paying
customers who may be trying to run a business between
islands
Basic
Indoctrination
Training:
Section 1 - Operator
Specific
A. Duties and
Responsibilities
5) Employee
Compensation,
Benefits and
Contracts
Travel Benefits – cont’d

Travel Conduct
 Employees and their spouse/CSO should never give their
baggage allowance to another passenger. Any attempts
to do so is considered to be theft of company funds and
may be considered grounds for the employee’s immediate
termination.
 The employee is responsible for his/her conduct and
those of eligible family members at all times, whether
accompanied or unaccompanied.
 There are no specific dress requirements for employees
on personal travel on SMA flights, however, appropriate,
conservative attire in keeping with our customers’
standards should be worn at all times.
 An SMA employee identification badge is required to be
presented for the travel benefits. This identification badge
is the property of SMA and a $20 fee will be charged for
replacement or lost badges.
 For more information contact the HR Department.
Examination
Written examination not required
Completion of Paperwork

Student
 Fill-out Student Feedback Form
 Sign Training Record (if applicable)

Instructor
 Sign Class Roster
 Fill-out Instructor Feedback Form
 Sign Training Record (if applicable)
END