Originally Posted by
ualratt
Changing your thought from a "pool" to a "distribution" and the picture becomes clearer. Now factor in CBA/contract clauses on distribution percentages and your math won't make it to the test. Using your numbers example would in reality look more like this. $15,000 is a "distribution" to participants (Note, the company's coffers could not qualify as a participant). Breaking it down, one (1) group (sUAL pilots) of participants contractually gets 43.5% or $6525 of the "distribution" amount($15,000). The remaining 56.5% ($8475) is divided up among the other employee groups participating in the program. So if another group, example sCAL pilots, gets 40% as someone on here alluded to, it would be coming from the adjusted amount ($8475) and therefore their share would be $3390. Therefore the the rest of the participants would be getting $5085 ($8475 - $3390).
The broader question might be whether the share of the company's profit for PS were higher and diluted to the $265M, a question only the company could answer but haven't to date.
BTW based on the actual distribution figure, if the hourly credit pay was about $5.00 more then this discussion would be purely academic..
These aren't my "thoughts" or even my math as you state. SlickMachine asked how "adding" employees to the pool doesn't dilute the payout. I was trying to give a simple explanation as to how it works without bogging down with extra info as the principle is the same. EVERYONE is in the pool for calculation purposes...doesn't mean they are entitled to a distribution. Even under the percentage you mention, that doesn't mean employees aren't included in the pool. It just shifts the money around to determine distribution and the left over money from the non-participating employees gets returned to the company.
(BTW, I mentioned the 40% thing in regards to L-CAL pilots as an example of how the OLD profit sharing calculations worked...but it was part of a much bigger explanation and calculation process under the old plan.)
I also asked on one of these threads if the 43.5% that has been mentioned is contractually in effect still for L-UAL pilots. The response I read was no it is not, unless I didn't understand the response correctly. If it is in effect, it is clear where you are coming from. If it isn't, then it would seem we are all part of the same 15% pool on equal footing with all other employees.