Didn't this change in the new contract?

 

Not really, one of the posts above mentions the caveat. To my knowledge, though, no other workgroups that fall under the general PS plan have been offered PS under 1 year.

 

It may seem like it's eating your young, but not really. Since the profit sharing pool is finite, you're just getting more money later on as opposed to getting that first check.

 

How, specifically, is the payout at United calculated? If it’s actually a copy of the delta plan, there is no “pilot pool” but a pool that is distributed to all employees based on relative income. I couldn’t find anything specific about pilots at UAL, but the AFA website would indicate that there is one pool at United distributed to all profit sharing participants.

If that is the case, including retro will be a big win as it will shift money away from the other groups and to the pilots. If not, it doesn’t matter because you will be getting a lot more money anyway.

 

Unless, of course, that last payment when you are supposed to be made whole, is in a down cycle when there isn't a profit. Seems paying it out for the year you earn it(pro-rated) would be the fairest, most logical way

To couch it any other way requires some twisted logic. 51 weeks worked as a 7 Jan. hire any no PS? Crazy. But to change it to the logical solution will cost those that went before marginally. It should have changed to the "logical solution" when there was no profit

 

Correct. The UAL UPA describes a pool of profit sharing money for all non-mgmt employees. The pilots participate in the profit sharing plan. the plan is funded with 10% of every profit dollar up to $2.5B and 20% of every profit dollar over $2.5B.

 

I’m just saying that over a career, it’s not really going to matter as it’s a wash. Pay new hires PS, everyone else gets less. In a year, you’re getting more.

 

That’s assuming you don’t miss out on a windfall year and earn your PS in a leaner year but I see your point.

 

Yep, it's analogous to a Ponzi scheme. The new hire helps contribute to the profit and those that have been here in excess of a year take that NH PS portion and divide it up among themselves. They then justify by saying," You'll get your make up payment up when you put your hand in the pocket of the next NH group". Using the funds partially generated by those pilots last in the door to supplement the payment of those already here doesn't scream "respect" or "part of the team" or righteous"

It was set up poorly from the get go. Yes, I acknowledge that a righteous fix would "harm" those that got "screwed" initially. Not saying it needs to change but I can, at the same time, acknowledge that it is somewhat dorked up. . I can also recognize that it is akin to the old school way of, "Eat the young". It was probably justified as those NH are on probation so we don't owe them anything or, "reasons". Yes, fixing it would be dorked up also.

 

I did 11 months my first year, so no PS, but I fully support making it prorated for new hires.