Originally Posted by
Spongebob
A possible approach that would involve a court case:
In most states (AFAIK...it was where my airline was based though) company's are not allowed to recoup training costs (pay for training, training bond) if that training is required to perform the work you were hired to do and you were hired without bringing it with you. So, you could make the case that probationary pay (especially at like, Continental!) is in effect a recoup of training costs...
Spongebob
Interesting concept, although I think it would be easy to argue a defense that focuses on a union CBA that ratifies the published rates. First year (probationary) employees are not covered by the CBA in most cases so the company is at liberty to offer whatever wage it deems appropriate - as long as they don't actually suggest the wage is lower in order to recoup training costs it would be an easy suit to defend.