Originally Posted by
horrido27
Therein lies one of the problems.
He/she DID NOT “help contribute to 363 days of United Finance’s ”. The pilot started to contribute to our bottom line when, and only when - they were turning a wheel and making money for the company. And they were not alone. As someone who did 2 full training courses this past year, I too did not create revenue for the company during that time.
So where do you come down on reserves based on this "creating revenue" line of reasoning? What if your fleet is retired (RIP -400) and you have a training cycle as a result of a displacement? No profit sharing for that period?! If you're showing up to work, and the business is profitable, you are a part of that success and you deserve your piece of profit sharing. Plain and simple.
Okay, how about profit sharing be handled by number of days worked in the year. Regardless of years served.
Now we're going to encourage people to work while sick so they can qualify for max number of days worked? Or fly fatigued? Wait, don't we get more vacation weeks as we gain years of service? So then we'd earn less profit sharing?
I'm not trying to be a jerk, just pointing out that there are many unforseen consequences of these ideas. In my opinion, best to leave it as a percentage of yearly flight pay. Don't go devaluing our other benefits like sick bank and vacation that we fought hard for!!
Credit to Motch for suggesting the proper path: a resolution at your next council meeting.