Aircraft mechanic 401(k) and retirement, by airline

Both designs: employer matches 100% of employee before-tax/Roth contributions, up to the cap below (30.C.2(i)-(ii)).

Maximum employer matching contribution, both IAM- and TWU-designated employees: 4.0% of eligible compensation. TWU-designated employees ADDITIONALLY receive a 5% non-elective employer contribution (30.C.2(ii)). Eligibility: 1 year of service; vesting: 100% at 2 years (30.C.3-4).

Printed step schedule (p.181 table): $3.50 at the extension Effective Date, $3.60 at ED+12, $3.70 at ED+24. Extension effective 2025-01-01, so the current rate is $3.60 (since 2026-01-01; $3.70 from 2027-01-01). Paid per hour for which covered employees are entitled to receive pay under the Agreement.

Two 401(k) designs under one plan (Article 30.C.2, PDF p.182-183 / printed p.178-179): IAM-designated — 100% match up to 4% of eligible compensation, in addition to the IAM NPF hourly contribution above; TWU-designated — 5% non-elective employer contribution PLUS 100% match up to 4%. One-year service requirement; 100% vesting at two years. The American 401(k) Plan itself is not incorporated into the Agreement (30.C.6); amendments may not diminish the printed contribution levels.

at 10+ years of service; 25% at 5 to under 10 years; each tier alternatively pays dollar-for-dollar up to $300, whichever is greater

additional, for employees with 30+ years of Credited Service as CARP participants

Service-tiered: each tier's employer match is the GREATER of dollar-for-dollar up to $300 or the tier's percentage of the employee's contribution — 25% at 5 to <10 years of service, 50% at 10 to <15, 50% at 15+. Employees with 30+ years of Credited Service as CARP participants receive an additional 1% direct employer contribution. The $300 figure is the dollar-for-dollar ceiling, not an annual cap on the match.

maximum employer matching contribution as a percent of compensation (¶2(c))

Match vests 20% per year of service, fully vested at 5 years (¶2(a)). The match percentage structure below the cap, and Southwest's separate company-wide ProfitSharing Plan contribution, are not yet corroborated and are not published.

50% Company match on the first 6% of pre-tax contributions (in Alaska Air Group stock, effective 1/1/2007), PLUS an additional 50% cash match on the next 5% of deferrals effective as of DOR (Paragraph J).

Combined maximum total Company match as a percent of eligible compensation. Receiving the full match requires an 11% employee deferral (6% + 5% tiers).

Printed structure (p.82, Paras H-K): 3% of eligible compensation as a cash Company contribution PLUS a 50% stock match on up to 6% of deferrals (Para H; printed max including match: 6%) PLUS an additional 50% cash match on up to 5% more of deferrals (Para J) — J prints the combined match maximum verbatim: 5.5% of eligible compensation, full match at 11% deferral. Para K.1: if another AAG union group (excluding pilots) gets a higher total 401(k) contribution, this group's increases to match. The H structure applies via the printed one-time election / non-participant rules (H-I).

Match structure: 100% of the first 3% of employee contributions plus 50% of the next 2% — maximum company match 4% of pay at a 5% employee contribution (Article 17.C.2).

Matched at 50% (both readers' printed parentheticals, Article 19.A.2). Employee contribution matched up to: 4% of compensation after 6 months of service, 6% after 6 years, 8% after 12 years, 10% after 15 years (maximum company match 5%). Company contributions vest at 3 years.

Company non-elective contribution of 2% of compensation — no employee contribution required.

Maximum resulting company contribution at 20+ complete years of service (100% match on a 7% employee contribution). Seniority tiers: years 1-4 = 50% match on 6% (max 3%); 5-9 = 70.8% (max 4.25%); 10-14 = 90% (max 5.4%); 15-19 = 100% (max 6%); 20+ = 100% on 7%.

Dollar-for-dollar company match on employee pre-tax contributions.

Maximum employee contribution matched: 8% of eligible compensation. PLUS a non-elective company contribution by seniority: 2% at 5-9 years, 4% at 10+ years (23.B.3).