My apology if this has already been considered, however:
>How many other labor groups (F/As, MTX, etc) have any profit share simply due to a "me too" clause? i.e. they are getting profit share, because the pilots have negotiated it, and if the pilots fore go P/S in the future, would they lose their slice of P/S?
>IF we pilots do away with our P/S, would all those other "me too" groups subsequently lose their P/S?
>In other words, if there are other labor groups piggy backing off our negotiators heavy lifting, why don't we give P/S back to the company, let the company save those $ that they have to give to those said groups, and make the company pay dearly for us saving them money?

Just askin'...

In corporate America Delta would win the award for coming up with a sick policy that encourages the absolute most amount of abuse possible. I've worked under 3 different sick policies in my career and the current one we have has got to be the dumbest plan ever that a management team has come up with.

Give us a bank option so we don't lose the time we have accrued, and give us the option of selling back a portion over a threshold and you will see sick time fall right in line with all the other pilot groups in the industry.

...then bring lots of tissues, sanitizing products, and other futile protections to work.

Maybe there is a reason we use more than other carriers: they incentivize flying sick, and we don't.

Thanks 80kts, I know that, but what I'm trying to figure out is how the come up with how much is set aside for PS from the total.
2014 $4.5B = $1.1B in PS or 24.4%
2013 $2.7B = $506M in PS or 18.7%
2012 $1.6B = $372M in PS or 23.25%

I'm not sure but it's similar in the way I was thinking.

Is it 16.58% company wide because they lowered our PS to match everyone else or did they lower everyone after they got a reduction in PS in C2012?

The 1.1 Billion is for all employees.

I am fine with that. We can sell PS if it's... a good deal all things considered. If that's what they're aiming for that's fine.

I'm not opposed to PS being sold, but it has to be right.

That said, get rid of PS for FA and say hello to IAM. But what was it that EB, I believe, said was how we were paying for the new contract: increase productivity, profit sharing reduction and up gauging.

Maybe SWA will finally raise the bar...

From another thread.

But Southwest’s labor relations have suddenly, and dramatically taken a turn for the worse. The situation between pilots and management is tenser than it has been in a decade and a half. On one side, management sees its labor costs rising steadily (8.3 on a per-ASM basis in 2014) year-over-year, even as Southwest’s once-robust productivity advantage has evaporated. On the other, labor has been conditioned to expect raises and stasis on work rules year after year. Something has to give between these two mindsets (reining in labor costs and steady raises).

Unfortunately for Southwest’s shareholders, external conditions might dictate that labor gets its way. Unlike past decades, United, Delta, and American are taking steps to boost compensation for their employees, so Southwest’s are no longer the best-paid. These new contracts put pressure on Southwest to raise pay accordingly, even though Southwest lacks the global network capable of delivering Delta-, United-, or American-sized revenues.

And fuel prices are going to leave Southwest with a whole bunch of cash, at least $1.7 billion annually. While Gary Kelly and his management team can go to the table with pilots and talk about the necessity to keep cost inflation down, his words are going to sound hollow when Southwest is reporting quarter after quarter of record profitability. Even if the pay rates management*eventually agrees to aren’t sustainable under (inevitably) higher oil prices down the line, they may have no choice to acquiesce. And that would have a substantial and detrimental effect on Southwest’s long-term finances.

On the surface, things are fantastic at Southwest. But for the first time in ages, the airline faces the prospect of a battle with labor, one that threatens to roil the present hegemony in an irreversible manner.

Some company expenses are excluded from the profit sharing calculation. This effectively boosts the "Profit Sharing Calculation Profit" above the actual reported profit to the public. That is why those numbers don't add up. I believe the "Profit Sharing Calculation Profit" is just under $6 billion.

Like I told my rep, If we go to that system I will call the FAA myself. I worked under that system while on furlough. The company I worked for paid a bonus quarterly if you didn't use sick time and another one yearly if didn't use sick time for the whole calendar year. End result was that pilots would be crawling into the cockpit on their deathbeds in order to get their bonus.

Just look at the FA's and their PPT program. It can be used for sick time but you will have an FA come up to the cockpit snotting all over the place lamenting about how sick they are but they don't have any sick time to use. When you ask about if they have any PPT they will tell you that they don't use that because that gets paid out.