Math is hard. Try based on the percentage of the year you worked multiplied times the profit that the company made during those months times your pay.
Say you worked one month, and the PS for the year was 12%. To be "fair" you would get 1% of your pay for profit sharing. Because you didn't contribute to the profit for the other 11 months.

 

Math is indeed hard. Especially in public.

If I start Jan 1 and make $100k my first year at swa, at 12% I get $12k, or 1k per month of work (and contributing to profits).

If I start Feb 1 and make $91.667k I make zero currently. Under the pro rate you suggest, I would get 11%, or $10.08k ($917 per month). But if I got 12%, it would be $11k, or the same $1k per month of contributing to profits.

That's why just going off of the W2 is a self-pro-rating (and technologically easier to implement) way of rewarding the value our new hires bring to us.

Under your example, the pilot would get $83 in profit sharing for every month on property while the guy who flew just as much their first month on property made $1000 for their first month on property.

Agreed that this is an issue that needs to be fixed, if not a huge priority.

 

Exactly. Sheesh.

 

Like you said. It's harder in public. See if you can have your wife explain it to you.

 

Do... you not know how math works?

 

keep thinking fellas. You'll work it out.

 

Yeah i'm with the other guys...your idea does not make any sense when the dudes W2 already reflected the pro-rated work he performed. There will likely never be a new hire class that starts on Jan 1, so the company has built in a method to save a lot of money while making the new hires feel like step-children for the first year.

 

They certainly have the correct math/spreadsheets to only give you a partial vacation week your first year…

 

https://m.youtube.com/watch?v=V66XdulPrBM

 

Don't they get to save on union dues for the first year.....so there's that....