Someone can correct me if I'm wrong, but the best we could reasonably do on a contractual basis is to include a DC on top and rope in those under a year (which would dilute non-new hires) if that's even possible under the company's profit sharing plan. Those both seem like pretty good gains to me. The remainder of the aspects are not negotiable under our contract alone as they are defined in the company plan that affects all work groups. The specifics of the company plan aren't that easy to find, though, other than the 6.9% threshold which affects everyone. I just don't see a company-wide change holding up our contract.