Legal Information & Disclosures

1.1 Real World Affiliation and Copyrights

American Virtual (AAVA) is a VIRTUAL AIRLINE. The organization is not a real-world airline, nor are there any real-world offices in our "Headquarter” or “Hub” locations. The organization does not hire individuals for any sort of real-world employment. AAVA exists in whole to be a community of virtual aviation enthusiasts who enjoy flight simulation using the varied versions of Microsoft Flight Simulator, Prepar3d and X-Plane. All published virtual flight information (including charts, airport diagrams, flight schedules, etc.) is for the use of AAVA pilots in their simulation experience and are not to be substituted for use in real world aviation.

AAVA's sole purpose is to provide entertainment and education to its voluntary members. Any operation or documentation that is like any actual airline is purely coincidental and is no way intended to violate any copyrights, trademarks, or other protection laws. All American Airlines logos and trademarks displayed on the AAVA site remain the property of American Airlines.

AAVA is in no way associated with American Airlines Group Inc., its subsidiaries, or affiliates. The AAVA website is not for any commercial purpose. AAVA is a non-profit entity and does not generates any revenue. The AAVA publicly accessible website does not have the ability to accept or allow consumers to purchase actual airline tickets. Purchasers of American Airlines tickets should carefully research price, itinerary, etc. and the AAVA publicly accessible website does not have flight schedules or booking pages available which could confuse a customer to believe they were booking a flight with AAVA instead of American Airlines.

1.2 AAVA Copyright Statement

No part of the AAVA website design or layout may be reproduced or transmitted in any form or by any other means electronic or mechanical (this includes photocopying, recording, reproducing, or electronically storing). Any such act represents a copyright violation and theft of intellectual property solely owned by American Virtual. Our website clearly disclaims any affiliation with or endorsement by American Airlines and is not a commercial website. Additionally, we do not use the American Airlines trademark(s) to suggest ownership or sponsorship.

2.0 Corporate Leadership Structure

The AAVA corporate leadership structure is designed to make clear the responsibilities of each staff member. A fully developed administrative website management system allows us to have a smaller executive team fully committed to developing an excellent pilot experience.

The AAVA Human Resources department is currently predicting continued organizational growth, so new/modified staff positions will likely be created as we are continually re-evaluating the level and quality of service provided to our pilots.
Our corporate leadership team does not subscribe to the idea that the responsibilities of management simply revolve around administrative upkeep; we believe that our responsibility is to serve the needs of our pilots. Each staff member strives to provide excellent service through intelligent leadership and focus on operating within a sound virtual business model.

The current corporate leadership structure is comprised of three divisions:

• Administration
• Operations
• Human Resources

There are currently five management levels:

• President

• Chief Executive Officer
• Chief Operating Officer
• Vice President

2.1 Corporate Structure

Executive Management Team

• President
• Chief Executive Officer (CEO)
• Chief Operating Officer (COO)

Operations Management

• Vice President of Operations (VP)
• Chief Training & Development Officer (CTDO)
• Director of Corporate Events/Events Coordinator (DEC)

Administration & Human Resources Support

• Chief Human Resources Officer(CHRO)
• Vice President of Public Relations (VP)

2.1.1 Executive Management Division:

President: The President & Chairman is responsible for the overall development and oversight of American Virtual. He/she leads the Executive Management Team, guiding the creation and implementation of policies, procedures, and strategic goals across the company. The President & Chairman ensures that corporate initiatives are successfully executed for long-term success.

They establish and adjust the organizational leadership structure as needed, delegating authority across the company and ensuring that all staff have the resources required to succeed. Regular communication with the Executive Management Team is essential to align strategic goals with daily operations.

The President & Chairman has ultimate authority over hiring, suspending, promoting, and terminating senior personnel, as well as resolving personnel issues. Their leadership fosters a culture of accountability, innovation, and performance.

Staff who report to the President (in some cases, may be the same person):

• Chief Executive Officer (CEO)
• Chief Operating Officer (COO)
• Chief Human Resources Officer (CHRO)
• Chief Training & Development Officer (CTDO)

Directly responsible for the continuing development and administrative oversight of the organization. He/she leads the Executive Management Team that is charged with developing policies and procedures, and is responsible for strategic planning of goals, objectives, and operations within the entire enterprise. Through their influence and leadership, the CEO also is responsible for overseeing the implementation and ensuring long-­­term success of the decisions and programs developed by corporate leadership.

The CEO establishes and maintains the corporate leadership structure (modifying it as organizational needs evolve) and delegates authority to all staff members. He/she communicates with members of the Executive Management Team to ensure that AAVA staff members are carrying out their responsibilities as outlined within this manual. In doing so, the CEO is responsible for providing the tools and resources necessary for staff to succeed in their duties.

The CEO maintains the overall responsibility and authority to hire, suspend, demote, and terminate personnel (staff and pilots) and is authorized to hear and determine a course of action on all personnel complaints.

2.1.2 Operations Division:

The Executive Vice President of Operations / Chief Operating Officer (COO) is appointed by the CEO and is responsible for managing of day-­­to-­­day operations (Events, Schedules, Route Development, Fleet, and Hub Operations) of the organization. He/she is a member of the executive management team and assists with the development and achievement of all organizational goals.

The COO's primary function is to ensure that the airline runs smoothly. He makes executive decisions regarding matters such as the purchase of additional modules from suppliers, or the creation of new modules as needed to support the organization. Is intimately aware of all functions of the airline crew center and has authority to make changes to the crew center as functionally needed.

Specific Responsibilities include:
• Overseeing and directing hub/focus city activities and ensuring compliance with company directives and policies.
• Recommending the modification of existing or implementation of revised policies, procedures and programs based on operations/organizational status.
• Working with the Director of Corporate Events to organize and release new events.
• Working with the Director of Training Operations to provide up--­to--­date operations information.
• Ensure the technological needs of the pilots are being met across the organization as a whole.

Staff who report to the COO:

• Vice President of Hub Operations (DHO)VP)
• Chief Training & Development Officer (CTDO)
• Director of Corporate Events (Events Coordinator) (DEC)

DirectorThe Vice President of Hub Operations (DHO): The Director of Hub Operations (DHO) isVPHO), appointed by the COOCEO andor COO, is responsible for overseeing the overall operation of theentire Hub Operations division. The DHOVPHO has the authority, in collaboration with guidance from Human Resources, to hirehire, manage, and, if necessary, relieve assistants and Hub Managers as well as relieve them of their duties if necessary.duties. The DHOVPHO may also perform double dutiesserve as a Hub Manager shouldwhen theneeded. needThis arises. The DHOrole reports directly to the ExecutiveChief ViceOperating President,Officer.

Key Chiefresponsibilities include:

Organizing and leading staff meetings, utilizing Discord to communicate effectively with Hub Operations Officer.staff and pilots as required.
Assisting Hub Operations personnel with issues related to flight operations and airline procedures.
Collaborating with executive management to resolve pilot conflicts or situations, ensuring that solutions align with company policies and the Code of Conduct.


Specific responsibilities include:

Organizing and leading staff meetings utilizing Discord to communicate with Hub Operations staff and pilots, as necessary. Aiding all Hub Operations personnel regarding any issue related to flight operations and airline procedures. And communicating with executive management regarding pilot conflicts/situations and working to find and implement an acceptable solution within the confines of policy and code of conduct.

Staff who report to the DHO:

• Hub Managers

DirectorThe ofChief Training and Development (DTD): The Director of Training and DevelopmentOfficer plans, directs, and coordinate programs to enhance the knowledge and skills of the organizations crew. They also oversee a staff of training coordinators. 

The Director ofChief Training and Development Officer oversee training programs, staff, and budgets. They are responsible for organizing training programs, including creating or selecting course content and materials. Training often takes place in the form of a video, self-guided instructional manual, or online application and delivered through a computer, tablet, or other hand-held electronic device. Training may also be collaborative, with crew informally connecting with experts, mentors, and colleagues, often through social media or other online mediums. The DirectorCTDO must ensure that training methods, content, software, systems, and equipment are appropriate and meaningful.

To enhance crew skills and an overall quality of work, theThe Director ofChief Training and Development Officer often confersconfer with managers of each department to identify its training needs. They may work with top executives to identify and match training priorities with overall business goals.

Staff who report to the DTD:

• Training Coordinators

Vice President of Public Relations / Director of Corporate Events (Events Coordinator) (DEC)VP): TheIs Directorcharged with maintaining all internal and external communications. To execute the enhancement of CorporateAAVA’s Eventsexternal isimage appointedand byperception, the COODPR utilizes a diverse mixture of organizational announcements, public press releases, and external publicity for AAVA. In addition, the DPR is responsible for developingresearching, identifying, and planningimplementing AAVA events (including, but not limited to group flights, fly---ins,creative and specialinnovative operations).methods for promoting AAVA. The ECDPR also develops, implements, and maintains the corporate brand identity of the organization. To promote the overall brand, he/she is responsible for coordinatinglocating eventpotential management (ATC coverage, etc.)alliances/partnerships with VATSIM,other VATUSA,VA’s or individualvirtual ARTCCsaviation asentities necessary.(including Additionally,VATSIM he/shegroups) willand assistworking to develop the VP-PRdetails andof COOthose in representing the organization to VATSIM personnel and leadership.partnerships.

2.1.3 Human Resources Division:

Executive Vice President,The Chief Human Resources Officer (CHRO): The Chief Human Resources Officer provides leadership and coordinationdirection offor all Human Resource functions andwithin the organization. He/she ensures the ongoingdevelopment, developmentimplementation, and implementationenforcement of corporate Human ResourcesHR policies and procedures.procedures His/heraligned responsibilitieswith includecorporate (but are not limited to):goals.

•Key Monitoringresponsibilities allinclude aspects ofmonitoring HR operations and delegating tasks as necessary to the Director of Personnel

as

Innecessary. addition to daily responsibilities, theThe CHRO is also responsible for managingoverseeing the AAVAconflict Conflict Resolutionresolution process (outlined below) and ensuresaddressing thatany issues or violations relatingrelated to organizational policiespolicies, (to includeincluding the Code of Conduct) are addressedConduct, in a timely and professional manner.

Additionally, the CHRO coordinatescollaborates with the Chief Training and Development Officer, supervising the onboarding of new Pilots and ensuring that all training and development needs are met. The CHRO works closely with Operations personnelteams to ensure proper documentation ofand actioncompliance with actions taken by senior leadership, including VPs and Directors.

Staff who report to the EVP-HR:CHRO:

• DirectorVice President of Public Relations (DPR)
• Director of Personnel (DHR)

The DHR reports to the Chief Human Resources Officer and is responsible for day-to-day employee issues. Duties include the management of new pilot applications, fourteen (14), thirty (30) and sixty (45) day flight warnings, terminations, and retirements, assisting with LOAs and managing hub transfers. Additional duties may be required as determined by the CHRO.

Director of Public Relations (DPR)

The Vice President of Public Relations is appointed by the CHRO and is charged with maintaining all internal and external communications. To execute the enhancement of AAVA’s external image and perception, the DPR utilizes a diverse mixture of organizational announcements, public press releases, and external publicity for AAVA (and applicable activities/events). In addition, the DPR is responsible for researching, identifying, and implementing creative and innovative methods for promoting AAVA.

The DPR also develops, implements, and maintains the corporate brand identity of the organization (graphically and styling of content). To promote the overall brand, he/she is responsible for locating potential alliances/partnerships with other VA’s or virtual aviation entities (including VATSIM groups) and working to develop the details of those partnerships to submit to the CEO for consideration.

2.2 Staff Vacancies

If there is a vacancy in the Corporate Leadership team, an announcement will be made to the organization by the CHRO in two ways.

• A post in the news section on the dashboard will be made.
• A posting for the position will be placed in the Careers section of the website.

If deemed necessary, the vacancy may be announced on third-party industry websites. Applicants must apply for desired position though the Careers section of the website. Once application has been received, the CHRO will review and document that the pilot applied for a position. (Requirements for the resume will be frequently updated on the HR forums) Upon receipt of a qualified candidate, the CHRO will forward the resume on to the appropriate hiring manager. The hiring staff member will conduct a required interview with the candidate (preferably via Discord, alternatively through a written response to submitted questions). At the conclusion of the interview process, the hiring staff member will notify the CHRO, COO, and CEO of the selection. Once the hire is approved by Executive Management, the DPR will release an announcement via the news section of the website as well as an email to all members and the new hire will be granted all website and forum rights needed to execute his/her position.