Here's an idea:

1. No pay increase for C2012, just a simple 4-5% YOY increase like we've been having.

2. Add an additional 2.5% revenue sharing for the pilots paid out off quarterly revenue. What is that? $600M.

3. We'll be nice and not add the 401K contribution to that additional money.

4. When times are rough, our revenue sharing won't be as much as it is when times are good. Thus our pay is tied to the company's well being but not to that mysterious funny math profit number.