3 Examples of ATAC Members Who’ve Purchased the ATAC Benefits Plan

Flight School with 2 Owners + 5 Employees	Flying Club with 1 Owner + 8 Part-Time Pilot Instructors	Regional Airline Concerned About Pilot Retention
A small flight school and aircraft maintenance operation had recently grown to 3 pilot instructors and 2 mechanics. The 2 owners began looking for an employee benefits plan, but found it very difficult to find a flexible benefits plan that could be tailored to their size of business. After considerable research, they chose the ATAC benefits and were able to set up 3 classes of benefits: For the 2 owners, they wanted all their costs to go through the business and chose 100% coverage for all their family health and dental expenses with no limits and deductibles. All their healthcare expenses are now 100% tax-deductible. For the pilot instructors, unlike other plans, the ATAC benefits plan enabled the company to provide them with a competitive benefits plan, despite not working consistently for 25 hours per week. This is because the ATAC plan normalizes work hours over the year. The pilot instructors and mechanics were now covered by a plan with 80% health and dental coverage and yearly maximums to control costs. It also included emergency out-of-province and country travel coverage and catastrophic drug coverage for all members of the plan.	The owner, who is also the Chief Flight Instructor, wanted to provide benefits for himself and his pilot instructors who have varying degrees of seniority. The pilots, however, are part-time and would not qualify for a traditional benefits plan. The owner’s spouse already has a benefits plan through her work that provides 80% health and dental coverage and yearly maximums. They pay out of pocket for the balance. The owner chose the ATAC plan and designed his benefits plan as follows: For himself and his family, he set up a generous Healthcare Spending Account that will cover any healthcare-related expense not covered by his wife’s plan. All their healthcare expenses are now 100% tax-deductible through the business. For his part-time pilots, he implemented a graduated Healthcare Spending Account contribution based on seniority to reward loyalty. Starting at year 2 of service, he provides his employees with a $250 annual Healthcare Spending Account. It increases by $250 per year to a maximum of $2,000 annually. The plan also included emergency out-of-province and country travel coverage and catastrophic drug coverage for all members of the plan.	Struggling to retain pilots in a tight job market, this small regional airline turned to the ATAC benefits plan to provide its pilots with unique benefits not available through other providers. First, since hours are normalized over the year with the ATAC benefits plan, if pilots worked less than 25 hours in any given week, they were not at risk of being disqualified from the plan. Second, the airline then added a Long-Term Disability plan unique to the ATAC plan. If pilots failed their regular aviation medicals, they would still qualify for Long-Term Disability, therefore providing them with more security and peace of mind. Third, the airline added Accidental Death & Dismemberment coverage that was unique to the ATAC plan in that it also covered the pilots while they were in the air, providing additional protection not available elsewhere. Fourth, the airline added a graduated Healthcare Spending Account contribution based on seniority to reward loyalty. New pilots received a $500 annual Healthcare Spending Account, which increases by $500 per year to a maximum of $2,500 annually. Finally, the plan also included emergency out-of-province & country travel coverage and catastrophic drug coverage for all pilots.

Flight School with 2 Owners + 5 Employees

Flying Club with 1 Owner + 8 Part-Time Pilot Instructors

Regional Airline Concerned About Pilot Retention

A small flight school and aircraft maintenance operation had recently grown to 3 pilot instructors and 2 mechanics.

The 2 owners began looking for an employee benefits plan, but found it very difficult to find a flexible benefits plan that could be tailored to their size of business.

After considerable research, they chose the ATAC benefits and were able to set up 3 classes of benefits:

For the 2 owners, they wanted all their costs to go through the business and chose 100% coverage for all their family health and dental expenses with no limits and deductibles. All their healthcare expenses are now 100% tax-deductible.

For the pilot instructors, unlike other plans, the ATAC benefits plan enabled the company to provide them with a competitive benefits plan, despite not working consistently for 25 hours per week. This is because the ATAC plan normalizes work hours over the year.

The pilot instructors and mechanics were now covered by a plan with 80% health and dental coverage and yearly maximums to control costs.

It also included emergency out-of-province and country travel coverage and catastrophic drug coverage for all members of the plan.

The owner, who is also the Chief Flight Instructor, wanted to provide benefits for himself and his pilot instructors who have varying degrees of seniority.

The pilots, however, are part-time and would not qualify for a traditional benefits plan.

The owner’s spouse already has a benefits plan through her work that provides 80% health and dental coverage and yearly maximums. They pay out of pocket for the balance.

The owner chose the ATAC plan and designed his benefits plan as follows:

For himself and his family, he set up a generous Healthcare Spending Account that will cover any healthcare-related expense not covered by his wife’s plan. All their healthcare expenses are now 100% tax-deductible through the business.

For his part-time pilots, he implemented a graduated Healthcare Spending Account contribution based on seniority to reward loyalty.

Starting at year 2 of service, he provides his employees with a $250 annual Healthcare Spending Account. It increases by $250 per year to a maximum of $2,000 annually.

The plan also included emergency out-of-province and country travel coverage and catastrophic drug coverage for all members of the plan.

Struggling to retain pilots in a tight job market, this small regional airline turned to the ATAC benefits plan to provide its pilots with unique benefits not available through other providers.

First, since hours are normalized over the year with the ATAC benefits plan, if pilots worked less than 25 hours in any given week, they were not at risk of being disqualified from the plan.

Second, the airline then added a Long-Term Disability plan unique to the ATAC plan. If pilots failed their regular aviation medicals, they would still qualify for Long-Term Disability, therefore providing them with more security and peace of mind.

Third, the airline added Accidental Death & Dismemberment coverage that was unique to the ATAC plan in that it also covered the pilots while they were in the air, providing additional protection not available elsewhere.

Fourth, the airline added a graduated Healthcare Spending Account contribution based on seniority to reward loyalty. New pilots received a $500 annual Healthcare Spending Account, which increases by $500 per year to a maximum of $2,500 annually.

Finally, the plan also included emergency out-of-province & country travel coverage and catastrophic drug coverage for all pilots.

Member Benefits Plan

3 Examples of ATAC Members Who’ve Purchased the ATAC Benefits Plan