The union should do everything it can to improve the financial/QOL lives of new-hires. Of course the company’s solution would be to throw all the money at new hires (or whatever subgroup they wish to incentivize) and leave the rest of the pilot group in the cold. The union has a responsibility to prevent this as well.

Aside from management pilots, the company can not just go around throwing non-contractual bonuses at their preferred pilots. Nor can they offer cars, profit sharing, improved medical plans, or free groceries to new hires. The union needs to make sure any windfall in management generosity is shared by the entire pilot group.

As such, any retention scheme for new hires must be applied evenly across the entire seniority list.