Congratulations on your offers.
If you can't handle the night stuff, there's a whole lot of Day flying at FedEx...just have to build Seniority versus upgrading ASAP.

At FedEx, virtually guaranteed you can be WB w/in 3 years...and at the moment, a Junior Capt in 3-5 years. But that means sitting Reserve in Memphis for 15 days a month (19 days in 5 week months). FedEx doesn't use Calendar months.

Thank you for your service. If you intend to stay in a flying position, then there is nothing better than living in Domicile--bidding Reserve and working for the military (American has a much friendlier report time than FedEx. But then again, FedEx has a 60 second guarantee arrival time or your money back. Don't think American has even a 60 day arrival guarantee).

As a 10 year'sh guy, you're probably early 30s. FWIW-when you read people's comments about "giving" up the Pension. This is what it would mean for you, assuming hired today and the VB is implemented in 2 years.
Currently everyone hired on Property has a 130k potential Pension. High 5, 2% of that amount, times years of Service. High 5 is capped at 260k. So, 260*.02*25. VB proposal has an accrued benefit floor of 2% times Earnings with no longevity cap. Earnings capped at DC limits (currently 275k and adjusted every year by the IRS)
So, for you, posters are talking about "giving" up your 130k Pension in return for a Pension that would amount to 213k minimum. Why minimum? Because that's the Floor Value. In all probability, annual pension would exceed that. Unless, of course, you don't think a Balanced stock market return would exceed 5% (current proposed hurdle rate) over 30+ years.

Value of our Traditional Pension with a Floating Salary Cap and unlimited longevity is even higher than that.
ALPA spent 2013-15 rallying up support for an improvement to the Pension. Ideally to return the income replacement ratio to the 50% range. Unfortunately, the NC was unable to get even a modest face saving improvement to the A plan. IMO-lack of Any A plan improvement is the reason the TA barely passed.

So, since a Traditional Pension is better than the VB, question is whether that's something Management would agree to considering their intransigence in 2015. FWIW- I think the minimum improvement to the High 5 would be 335k, 345k. 355k, 366k for every year of Negotiations.
I personally think it's highly unlikely Management would agree to a Floating High 5 Cap.
So, just like UPS, every 5'sh years get to renegotiate it. And if UPS Negotiations durations are indicative of what we could expect, roughly 5 years of Negotiations without a Contractural raise.

Seat Bids. FedEx likes big seat bids. They like consulting their Crystal Ball and attempting to smooth the manning.
When someone says ALPA gave away the Seat bid, that's not accurate. FedEx Management has Always controlled when People went to training, and when the Bus FO seat suddenly became undermanned because the Crystal Ball was in error, then the BUS FO's Didn't go to 777 FO training. Under the Old system, just as under the New System, both still get WB FO pay for everything they do. Under the New System, Bus FO gets 750$ a month. Which is less than the Hypothetical earnings they would've achieved as a 777FO.
If you're a 75 NB FO, and you're denied training to a WB seat due to Newhires, such as your hypothetical self, then you Still get WB pay-just under another name, but again...that's Less than your hypothetical earnings as a 777FO.

Only Difference between the Old and the New Upgrade system is under the New, if the Company is training existing crew members, then you get to decide whether you want to go to training that month or not.

No training available, and you're on the sidelines waiting