Southwest Airlines’ Human Resources Regulations in Canada

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Introduction

Human resource regulations can be categorized into three broad categories; employment standards, workplace safety, and employment equity and human rights obligations. Employment standards are outlined by the common law, contracts, and statutes. Workplace safety in the aviation industry is vital not only because of damages associated with a single airplane crash but the loss of valuable human life. Employment equity and human rights obligations encourage businesses to establish working conditions free from barriers.

Employment Standards

Employment standards statutes regulate minimum industry standards for employees, such as work hours, salaries and wages, vacation, rest periods, overtime, public holidays, and certain leaves of absence. Part III of the Canada Labor Code specifies the minimum standards applicable to workplaces and the rights and obligations arising regarding employment standards. The Federal jurisdiction and each province’s statute have specific provisions and minimum standards. Regard must be had to each regulation to ensure that every workplace complies with at least the minimum requirements.

Issue: Employee Refusal to Work Overtime

The rights can significantly impact the company due to the nature of operations and may need to be more workable. For instance, shift changes on short notice for pilots and cabin crew are required to ensure passengers are not stranded. In addition, flight disruptions can occur due to changing weather conditions and other “acts of God,” aircraft servicing, equipment changes, and facility constraints. These inevitable aspects of Southwest Airlines’ business operations cannot escape unexpected shift changes for the company employees. It also affects the airline’s flexibility, thus impacting its ability to meet customer demands.

Strategies to Deal with Employee Refusal to Work Overtime at Southwest Airlines

The rules are highly impractical in the airline business, and necessary measures should be taken to find a suitable solution. The first strategy would be to request exemptions to the conditions. The airline can consider developing appropriate adjustments by enacting alternative work rules. Another option is to require the airline employees to work overtime but has to be paid appropriately for the overtime hours. The company can also develop modified work schedules for greater flexibility and allow the employees to work outside the standard working hours.

Workplace Safety

Aviation safety comes first to keep passengers and flight crew safe while flying. It is essential because of the lives involved in every operation of aircraft. Poor safety management causes damages associated with a single airplane crash and the loss of valuable human life. Airline business operations are complex and involve the participation of people through an intricate network of procedures to prevent errors and omissions. The employees work around equipment and in conditions that themselves have the potential for hazards. This safety entails not only the safe operation of aircraft but also the safety and well-being of personnel involved behind the scenes.

Issue: Use of Recreational Cannabis Can Cause Impairment

One major issue that Southwest Airlines may encounter is the right to permit workers to use recreational cannabis as provided by the Cannabis Act. Cannabis contains both tetrahydrocannabinol (THC) and cannabidiol (CBD). A high THC content will likely produce greater impairment effects, including fatigue, confusion, poor concentration, delusion, and anxiety. However, the aviation industry is characterized by a safety-sensitive nature that does not require the intoxication of the workforce.

Strategies to Manage the Use of Recreational Cannabis in Southwest Airlines

Southwest Airlines must accommodate workers having a fair need to use cannabis as permitted by law. Given the sensitivity of the aviation industry, the company can implement measures to guarantee the security of all parties. The company can conduct random drug testing for pilots to ensure they are not impaired. The airline can also collaborate with employee representatives to create and implement provisions for a thorough substance abuse program to reduce the risk of impairment.

Employment Equity and Human Rights Obligations

Employment equity encourages the establishment of working conditions that are free from barriers. Workplace equity seeks to correct conditions of disadvantage in employment. It promotes special measures to accommodate differences for the four designated groups in Canada, including women, Indigenous peoples, persons with disabilities, and members of visible minorities. The legislated Employment Equity Program (LEEP) program ensures that federally regulated private-sector employers are sufficiently protected.

Issue: Pay Equity Challenges Among Different Company Employees

Air travel is becoming more regular and is continuously observed by people attached to the sector. In addition, the industry has distinctive kinds of work for both male and female workers, with different pay levels. For instance, men dominate the engineering, mechanics, and pilot work while women are flight attendants. The gendered nature of work in the industry means women typically populate lower-skilled and less structurally essential jobs. Therefore, the gender pay gap and how it is addressed should concern Southwest Airlines, as media attention and reputational damage are real possibilities.

Conclusion

Southwest Airlines values its employees and has developed a Golden Rule as part of its culture to treat employees well for the business’s good. Given the constantly watching public eye, the company can report on the gender pay gap and provide an opportunity to show progress and the willingness to change and avoid the risk of negative headlines. The company can establish a diversity committee devoted to attaining greater inclusivity. Furthermore, the company should provide for greater representation of women in senior positions who will contribute to addressing the gender pay gap.

References

Gayle, P. G., & Yimga, J. O. (2018). How much do consumers really value air travel on-time performance, and to what extent are airlines motivated to improve their on-time performance? Economics of Transportation, 14, 31–41. Web.

Gabreski, T. (2018). Values, company culture and strategy: CSR reporting at Southwest Airlines. Journal of European Management & Public Affairs Studies. Web.

Southwest (n.d.). Culture: Southwest Careers. Southwestair.com. Web.

Click Here To Order Now!