Unionized Employees at Gulfstream

Unionized Employees at Gulfstream

Introduction

Gulfstream Aerospace Corporation designs, develops, manufactures, markets, services, and supports jet aircraft for business, government, and military applications in the United States and internationally. The company provides broad band multi-link, which delivers Internet access through a band data channel between the aircraft and the ground; Enhanced Vision System, an instrument landing system that delivers a level of situational awareness for pilots; and PlaneConnect system, which transmits reports on aircraft to experts on the ground. It also offers PlaneView cockpit that offers digital flight deck services; refurbishment services; and synthetic vision-primary flight display, which combines terrain data from enhanced ground proximity warning systems, as well as depicts terrains, obstacles, runways, and approaches at locations. In addition, Gulfstream Aerospace Corporation provides aircraft ownership services, as well as a range of enhancements, spares, support functions, and technical publications. Its aircraft are used to conduct maritime and aerial reconnaissance missions, as well as for medical evacuations, and pilot and astronaut training applications. The company was formerly known as GAC Aircraft Company and changed its name in November 1982. Gulfstream Aerospace Corporation was founded in 1958 and is headquartered in Savannah, Georgia with a product support office in Hong Kong. The company has locations in Brunswick and Savannah, Georgia; Appleton, Wisconsin; Dallas, Texas; Long Beach, California; London, United Kingdom; and Mexicali, Mexico. As of July 30, 1999, Gulfstream Aerospace Corporation operates as a subsidiary of General Dynamics Corp.

Trade unions are continuing to undergo transformations in the former Warsaw Pact nations. In some East Asian nations, unions are either outlawed, highly restricted, or controlled by the government and employers. Bargaining issues are much more broadly defined in European Union countries than in the United States because there is no legislation in most EU countries differentiating between so-called mandatory and permissive issues. Bargaining structures are more centralized; employer associations represent a large number of employers within an industry, and federations or national unions bargain with them. By contrast, in Japan most decisions are made at the enterprise level. In most European countries strikes are of shorter duration than in the United States, but strike incidence rates are higher in Australia, New Zealand, Italy, and Finland. Conciliation is mandated in some countries, and arbitration precedes contracting for wages in Australia. Union-management cooperation is higher in the EU, although there are wide variations. A common mechanism for cooperation is the works council, which is involved in any decisions affecting employment (Schuermann, 2008).

Unionization of Company

The unionization process of an organization is under the National Labor Relations Act, 29 USC § 151-169 (2000) (NLRA). Particularly, it explains the basis and primary signals of the activity of unionizing, as well as the rules and process for employees and employers when a union request recognition (Greg, 2005).

There are several reasons for the unionization of the organization. Some of them are listed below:

Dissatisfaction with existing benefits and wages.

Apprehension with management's behavior, mainly first line supervisors.

An opinion that the administrator is playing ...