Very, very incorrect.

You are confusing two different concepts and actually making it sound better than it is. It's worse than you say.

The 10% is the amount of the company's profit set aside to be distributed to the employees (but they don't actually distribute it, because of the cliff, they keep 99.98% of it for the company).

The 5% Cliff is in relation to your eligible wages.

For example, this year if not for the Cliff (Cliff is a fancy term for the company stealing your 1st 5% of your eligible wages via profit sharing) you would get a profit sharing check equal to 5.2% of your wages. But, since the 5% Cliff is always the final step in the mathematical order of operations, it (very, very intentionally) has a massively disproportionate effect on the payout to the employees (did I mention it was very, very intentional?).

So instead of receiving 5.2% in profit sharing, you get *.2%.*

You can see that that simple 5% Cliff, always calculated at the end of the formula, **erased** 96.1% of your profit sharing check.

As a result, I have ZERO F's given about the company's financial metrics.

And... If we were still under the profit sharing formula from 2 years ago, before the company FORCED this worse profit sharing plan on the employees, you would be getting a check for approximately 2.8% of your eligible wages. Here again, the forced change 2 years ago from 15% profit sharing pot to only 10% APPEARS to be a reduction of profit sharing payout of only 1/3 (15% to 10%), but because the Cliff is always the final mathematical operation, that formula change *removed* approximately 92.8% of the *PAYOUT* to employees. 2.8% instead of the new improved formula you only get .2%

Again, this change was VERY, VERY INTENTIONAL.

Now tell me I'm "being to negative" again y'all... And tell me again how they'll be no deferrals in 2019... Tell me again how the company will negotiate in good faith ... And Moxy isn't BlueJet's west coast plan (this one I'm only 75% sure of)...