Attached.

Running head: AVIATION INDUSTRY EMPLOYMENT

Airlines’ Hiring Procedures

Institution Affiliation

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Introduction
The aviation industry in the United States is among the industries that employ many
people in the country (Eaton, 2017). The industry, directly and indirectly, provides jobs to
millions of Americans. Direct employees in the sector include airport operators, pilots, cabin
crews, maintenance staff, airlines’ managers, and air controllers among many others (Eaton,
2017). Indirect employees include aviation fuel suppliers and suppliers of other goods and
services that are critical to the aviation industry (Eaton, 2017). Data from the U.S. Bureau of
Transportation Statistics show that employment in the aviation industry has been growing over
the years (Bureau of Transportation Statistics 2018). General labor and employment laws guide
hiring and employment in the industry. There are also laws that are specific to hiring and
maintaining employees in the aviation industry. The Railway Labor Act is specific to the
industry and the railway industry. Different airlines have their hiring procedures. The procedures
of the various airlines have similarities and differences. All the airlines must be guided by the
general and specific labor laws in their hiring and maintenance of their human resources. This
paper discusses the laws governing employment in the aviation industry and the similarities and
differences of the hiring procedures of three different airlines.
Employment and labor laws
The U.S. and other nations around the globe have enacted and enforce many laws
regarding employment and labor. The many laws and regulations are primarily aimed at
improving the welfare of employees. The U.S. Department of Labor seeks to improve the wellbeing of laborers in the country. The department oversees the implementation of labor rules (The
U.S. Department of Labor, n.d.). There are laws to govern aspects of employment like wage and

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hour standards, workplace safety, discrimination at work, termination of employment, and
reemployment services (Harris & Krueger, 2015). Most general employment and labor laws
apply in the aviation industry. For example, organizations operating in the industry are
prohibited from discriminating against job applicants in the hiring process. The organizations
also have to adhere to minimum wage laws, termination of employment regulations, and
workplace safety rules. Failure to adhere to the same would expose the organization to court
cases.
Labor Relations
The term labor relation is used to refer to the ongoing relationship between groups of
employees, employers, and members of employees’ unions (Kearney & Mareschal, 2017). The
U.S. has enacted laws that govern labor relations. The National Labor Relations Act which was
passed by Congress in 1934 governs labor relations in the country (Cihon & Castagnera, 2016).
The Act defends the rights of employees and employers, enhance collective bargaining, and
prohibit unfair practices that would hamper labor relations. The National Labor Relations Act
gives employees the right to join labor unions that are aimed at improving their welfare (Cihon &
Castagnera, 2016). Employers are prohibited from punishing employees because of joining a
labor union (Ahlquist, 2017). The Act also prosecutes employers who engage in unfair labor
practices. It also identifies means through which employees and labor unions can bargain with
employers. Lawful strikes are allowed if employees’ demands are unmet. The National Labor
Relations Act applies to organizations operating in the aviation industry such as airlines.
Employees in the industries have a right to join labor unions and engage in strikes among other
things. Firms in the industry should uphold laws regarding labor relations.

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Railway Labor Act
One act that governs employment and labor relations in U.S. railroad and airline
industries is the Railway Labor Act (RLA). Although the National Labor Relations Act allows
strikes if negotiations between employees, unions, and employers fail, the RLA imposes some
limitations to strikes in the railroad and airline industries. The Act which was passed in 1926 and
amended twice allows employees and unions in the airline and railroad industries to engage in
strikes when dealing with major disputes and other means of negotiation like mediation,
arbitration, and bargaining have failed (Cihon & Castagnera, 2016). Strikes regarding minor
issues are prohibited in the two industries. One major issue that the RLA identifies is the making
or modifying of bargaining agreements and employees can strike regarding the same if other
means of negotiation fail (Cihon & Castagnera, 2016). Minor issues are those concerning the
application or interpretation of the agreements. The airline and railroad industries are critical to
the country, hence the restrictions regarding strikes in the two industries.
The RLA does not seek to exempt the implementation of the National Labor Relations
Act in the railway and airline industries but to introduce some exceptions that are critical to the
two industries. According to the Act, organizations in the railway and airline industries can
lawfully sack employees who engage in a strike due to minor issues or who strike due to major
issues when all other avenues of negotiation have not failed. However, sacking employees as a
form of retribution for engaging in strikes in prohibited. Organizations that sack employees to
revenge their engagement in a strike can be sued and ordered to pay for the damage that they
inflicted on the concerned employees. The amendment of the RLA in 1934 resulted in the
introduction of a new body called the National Mediation Board (NMB) (Cihon & Castagnera,
2016). The board oversees mediation in the railway and airline industries. The special

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requirements placed on both industries necessitated the creation of a body to oversee their
implementation. Organizations in the airlines' industry should adhere to the RLA and the
regulations of the NMB (Cihon & Castagnera, 2016).
Minimum wage
Another law regarding employment and labor that airlines must adhere to is the law
regarding federal, states, or local minimum wage requirements. The federal minimum wage
requirement prohibits employers from paying their employees anything less than the minimum
wage. The federal minimum wage stands at $7.25 (Luce, 2017). States also have minimum
wages laws and employers must adhere to such laws depending on the state that they operate
their businesses. If the federal government owns an airline organization, the organization must
pay its employees $7.25 and above. If, however, the airline business is privately owned, it must
adhere to the minimum wage requirements that are set in the states where it operates. One
exception to the federal minimum wage requirement regards employees below the age of 20.
Employers are allowed to pay such employees a minimum of $4.25 for the first 90 days of their
employmen...