Can't be your W2 wages. Your 2011 W2 wages INCLUDES your 2010 profit sharing. You don't earn profit sharing on profit sharing.

My total W2 is completely different than my regular earnings by about $5,000 more...which includes 2010 profit sharing, on-time bonuses, health care credits, etc. The company doesn't pay profit sharing on those.

The company made more profit combined last year. As a result the profit sharing pool is bigger. It's a strict flat amount of 15% pre-tax profits that go into the pool. As was mentioned before, PS is calculated for each employee as if they were in the pool and only the PS for those really in the pool are distributed. All other money is returned to the company coffers.

To be honest, I find the distribution question interesting. For most of last year, as was repeatedly stated, we were operating as two separate companies, until SOC which occurred in November. January 1st of 2012 is the first quarter the company will report combined DOT metrics as United (as they have said) and report all financial results as a combined United with no pro-rata information. So that begs the question, why aren't they considering the profit sharing as being divided up separately? I am honestly curious.

It would seem if there is a United pilot entitlement to 43.5% of the profit sharing pool contractually and we are still operating separately, then the pool would be divided into L-UAL and L-CAL and the pilots would get the bigger share of the L-UAL side.

I also have to ask are you certain there is no language in the L-UAL contract regarding profit sharing that says it must always stay at this 43.5% mentioned? I ask because L-CAL profit sharing used to be divided up based on two metrics:

1. 50% of the pool was distributed based on percentage share of payroll (in other words everyone was equal in this pool because this amount of the PS pool was just divided up based on how much you made)

2. The other 50% of the pool was distributed based on the percentage of each work groups give backs during the concessions of 2005. If the pilots gave back 40% of all the concessions, the pilots got 40% of this half of the pool.

However, this distribution method was to be used so long as the company continued to use the same profit sharing plan. The plan was eventually changed by the company for 2010 and on to be a flat 15% of pre-tax profits going into the pool as opposed to the graduated percentage rates of profits it was using. As a result, the payout method changed for all employees.