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Originally Posted by jerryleber
(Post 3583541)
6.9% margin = $2.5B at $36B in revenue. Above $36B in revenue the Delta formula is better. UAL's 2022 revenue was $43B and as inflation and growth increase that number Delta's formula further outpaces United's formula. Simple math.
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Originally Posted by Sixty N Two
(Post 3583765)
So if I understand this correctly, assuming we think United will have at $36B in revenue we would be better to have Delta’s formula and of course add the additional DC on top of the profit sharing that Delta has too. This thread seems to have clarified how we can improve PS.
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Originally Posted by Sixty N Two
(Post 3583765)
So if I understand this correctly, assuming we think United will have at $36B in revenue we would be better to have Delta’s formula and of course add the additional DC on top of the profit sharing that Delta has too.
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Our formula isn't going to change because it's not ours. Its the formula for 85k (or however many) employees and workgroups. Unless someone can point to the terms of the company plan and how individual work groups can deviate from it, this is all just academic. The pie isn't getting any bigger, but our slice will increase with bigger increases in pay, as a 18% increase in our pay amounts to a much larger absolute increase than a comparable % increase in another workgroup's pay. The best we can realistically negotiate for is a DC on top which I'll gladly take. Would everybody like more, sure, but is the company going to change the profit sharing plan for the entire company when negotiating our contract? Unlikely.
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Originally Posted by Broncofan
(Post 3583777)
actually what this thread shows is that there are a lot of people who think they know a lot about PS but don’t haha. They can’t all be right
Exactly !! So all I need to know is when are we going to get it ?? I told my hoes down in Costa Rica I would be back with a pocket full of cash . I can’t disappoint them . 😂🙄🙄🙄🤪😆😆 |
Originally Posted by ThumbsUp
(Post 3584359)
Our formula isn't going to change because it's not ours. Its the formula for 85k (or however many) employees and workgroups. Unless someone can point to the terms of the company plan and how individual work groups can deviate from it, this is all just academic. The pie isn't getting any bigger, but our slice will increase with bigger increases in pay, as a 18% increase in our pay amounts to a much larger absolute increase than a comparable % increase in another workgroup's pay. The best we can realistically negotiate for is a DC on top which I'll gladly take. Would everybody like more, sure, but is the company going to change the profit sharing plan for the entire company when negotiating our contract? Unlikely.
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Originally Posted by LJ Driver
(Post 3584558)
I’m not arguing with you, but why did the FAs get 3+% if the formula for the entire employee population is the same?
"Your work group percentage reflects the proportional share of the company’s profits divided by the total company-wide eligible earnings for the plan year. The proportional share is based on your work group's wages as compared to the wages of all work groups. So, for example, if your work group percentage is 5%, your work group would receive its proportional share of 5% of the company’s profits, based on the ratio of your group’s wages to the wages of all work groups." So each work group has it's own slice based on their earnings relative to earnings of all eligible employees. Pilots and Flight attendants have 10/20% shares above/below the 6.9% pre-tax profit margin threshold. Every other workgroup with a CBA has 5/10%. All have the same threshold of 6.9%. Assuming this is the most current version, those are on the last page. https://contracts.justia.com/compani...ontract/87028/ |
Originally Posted by ThumbsUp
(Post 3584593)
From FT...
"Your work group percentage reflects the proportional share of the company’s profits divided by the total company-wide eligible earnings for the plan year. The proportional share is based on your work group's wages as compared to the wages of all work groups. So, for example, if your work group percentage is 5%, your work group would receive its proportional share of 5% of the company’s profits, based on the ratio of your group’s wages to the wages of all work groups." So each work group has it's own slice based on their earnings relative to earnings of all eligible employees. Pilots and Flight attendants have 10/20% shares above/below the 6.9% pre-tax profit margin threshold. Every other workgroup with a CBA has 5/10%. All have the same threshold of 6.9%. Assuming this is the most current version, those are on the last page. https://contracts.justia.com/compani...ontract/87028/ |
Originally Posted by idlethrust
(Post 3584506)
Exactly !! So all I need to know is when are we going to get it ??
I told my hoes down in Costa Rica I would be back with a pocket full of cash . I can’t disappoint them . 😂🙄🙄🙄🤪😆😆 |
Originally Posted by ThumbsUp
(Post 3584359)
Our formula isn't going to change because it's not ours. Its the formula for 85k (or however many) employees and workgroups. Unless someone can point to the terms of the company plan and how individual work groups can deviate from it, this is all just academic. The pie isn't getting any bigger, but our slice will increase with bigger increases in pay, as a 18% increase in our pay amounts to a much larger absolute increase than a comparable % increase in another workgroup's pay. The best we can realistically negotiate for is a DC on top which I'll gladly take. Would everybody like more, sure, but is the company going to change the profit sharing plan for the entire company when negotiating our contract? Unlikely.
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