Well. You are completely wrong, again.

Actually, glaringly so and it highlights your lack of knowledge on the subject.

First , let's look at the definition of profit sharing

Profit-Sharing Plan
DEFINITION OF 'PROFIT-SHARING PLAN'
A plan that gives employees a share in the profits of the company. Each employee receives a percentage of those profits based on the company's earnings.

Also known as "deferred profit-sharing plan" or "DPSP."




Our pay rates and benefits are fixed costs to the company and of course are budgeted per fiscal year.

Obviously, profits can be estimated, but are subjected to market forces, and are never budgeted in accounting.

Profit sharing, in Delta Air Lines case, refers to our incentive plan introduced after bankruptcy that was meant to make up for the pay and benefit cuts as we emerged from bankruptcy and realized the better performance supplied by reducing the debt drag.

A big part of the reduction in debt was the elimination of our pension, a 51% slash in pay rates, and significant work rule and benefit cuts.

This incentive plan provides a direct payment to employees that depend on company's profitability in addition to employees' regular salary and bonuses.

It is reasonable therefore to expect our association to treat PS and wages separately a during negotiations.

The scenario you describe in your post, Tool, is the narrative that is flawed and what the company would like to project. It's also highlight your basic lack of knowledge on why and how we even came to have profit sharing.

It's an easy "but for" logic string.


We wouldn't even have PS if it weren't for BK and concessions.

Try again Tool. Your message shaping skills need polishing.