The fact that training goes unpaid is historical and is partly based on the fact that the offer of employment is conditional. Trainees must pass all their assessments throughout the course and trainers can flag flight attendants who might not be a great fit for the airline even after passing the recruitment process.

In the airline industry, particularly for flight attendants, the initial training period is often technically considered a "pre-employment" or "evaluation" phase rather than standard on-the-job training. For many years, American Airlines and other major carriers did not provide a traditional hourly wage during this 6-to-8-week intensive program because the trainees were not yet official employees of the company. Instead, the airline typically provided "room and board," such as hotel accommodations and a small daily meal stipend or "per diem," while candidates underwent rigorous safety, medical, and service drills. This practice has been a major point of contention and labor advocacy in recent years. While the airline views this as a final screening process to ensure only the most qualified candidates earn their wings, labor unions have argued that it creates a financial barrier for diverse applicants. Recent contract negotiations and industry shifts have seen a move toward providing some form of base compensation or increased stipends during this grueling period, reflecting a changing landscape in labor rights.