"They are the ones wanting to be handed 15 years of experience and knowledge, they are the ones who have to go the extra mile to earn it.
I'm not getting paid extra to teach people
To be honest, it is nearly impossible for me to wrap my head around a helper thinking he is entitled to a journeyman's time, knowledge, and experience."
I find it more than a little backwards that a lead or journeyman could wonder how an apprentice could feel "entitled" to be trained; then in the same breath feel "entitled" to get extra pay for training him. Perhaps we need to distinguish between a helper (as just anyone off the street and not necessarily looking to make a career of it) and an apprentice (one who has invested in and completed over a thousand hours of training and has the paper and certs to show for it). I would think the latter should be taken more seriously and treated as a potential asset to the company as he has made a considerable effort just to get to the opportunity to be trained in the field. It's certainly up to him to follow thru with the right attitude and ethic...but he's come this far.
It hardly takes fifteen years of experience to teach someone the order of operations on an install or to always grap scrap and no longer needed tools and equipment when you are headed back to the truck, as well as anticipating what might be needed next. Nor does it take years of experience to teach a new person to recover the old gas, disconnect old equipment, set and level the new, remove schrader cores, connect to existing lines or run new, make a whip low voltage, run a gas line, connect new flue etc etc etc. This is all pretty easy stuff most of the time.
Don't get me wrong - your fifteen years of experience is invaluable...but only to yourself if you don't pass it on.
Can you at least honestly tell us that if you had a younger you come along, every bit as dedictated and willing as you were, that you would start training him correctly from day one?