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A Unionized Organization

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Huntington-Ingalls: A Unionized Organization
Huntington Ingalls Industries (HII) designs, builds and maintains nuclear ships. For more than a century, HII has assembled more ships in more ship classes than any U.S. naval shipbuilder. HII employ over 38,000 workers in Virginia, Mississippi, and California. The main business divisions are Ingalls Shipbuilding and Newport News Shipbuilding (Huntington Ingalls Industries, Inc., 2011). Ingalls Shipbuilding is a division of Huntington Ingalls Industries. Ingalls Shipbuilding was industrialized by Ingalls Iron Works in 1939, on the east bank of the Pascagoula River. The U.S. Maritime Commission erected Ingalls as a long-range shipbuilding program and was bought by Litton Industries. The yard began to grow with the assistance of the State of Mississippi. Mississippi created “The Shipyard of the Future” on the west bank of the Pascagoula River. In 2001, Northrop Grumman bought Litton and Ingalls was combined with Avondale as Northrop Grumman Ship Systems. In March 2011, the yard was spun off, together with Newport News, as Huntington Ingalls Industries, with each yard winning back its old name (Ingalls Shipbuilding, 2011).
Unions are a group of workers that have come together to accomplish goals such as better working conditions. They bargain with the organization on behalf of the union members and negotiate labor contracts with employers. Unions usually bargain on wages, work rules, grievances, instruction leading to hiring, firing and promotion of workers, benefits, workplace protection and rules. Ingalls can encounter legal issues and obstacles when it comes to bargaining with a union by providing unfair labor practices. Unfair labor practices can be carried out if an organization interferes with the employee’s right to form, organize and bargain collectively, if the company discriminates against the employee to keep them from becoming a union member, or if the organization refuses to bargain in good faith. (Cascio, 2010). According to Cimini and Behrmann, Ingalls and Metal Trade Council bargained for nine local unions to come to an agreement on a 3-year labor contract covering 10,000 workers. The contract consisted of wage increases of 55 cents an hour right then, 32 cents in February 1994, and 35 cents an hour in February 1995 (Cimini & Behrmann, 1993). In order for Ingalls to minimize possible litigation in its organization, Ingalls needs to follow all federal guidelines when negotiating a contract with union representatives.
There are federal, state, and local laws that could be broken because of these legal issues. The federal laws consist of Fair Labor Standard Act (FLSA)which is an act that requires employees in the U.S. to be paid at least Federal minimum wage for all hours worked and overtime pay at time and a half the regular rate of pay for all hours worked over 40 hours in a workweek (Department of Labor, n.d.). For example, Ingalls regular workday consists of 8 consecutive hours per day with a thirty minute lunch break on employee’s time. The workweek is 40 hours a week for five days, any overtime is any time after an eight hour work day (Metal Trade, 2007).
There is also the Occupation Safety and Health Act (OSHA) which is used to guarantee a safe and healthy working provision for employed men and women. It contributes and urges the states in their attempts to declare that their laborers have a harmless and healthful working condition (U.S Department of Labor, n.d.). The Union bargained with Ingalls to supply their workers with acceptable toilets, showers, lockers, cooled drinking water, and safety facilities, all to be kept in clean conditions at all times. They are also to be positioned in a nearby place according to OSHA standards and regulations. The company should make available necessary equipment for protection of employees with hazardous materials, such as blowers and respirators (Metal Trade, 2007). Then, there is the National Labor Relations Act (NLRA) which protects employees from employers who deny the right to organize and reject the process of collective bargaining, which may lead to strikes and other forms of industrial conflict or discontent (National Labor Relation Board, n.d.). For example, the Union, represented by its affiliate, the Metal Trades Council entered into an agreement with Ingalls to oversee its terms in a way which will endorse helpfulness and motivate resourceful production and skilled workmanship and to reassure a reasonable distribution of work and available employment and to avoid any strikes for any avoidable reason (Metal Trade, 2007).
The State and Local laws that can be broken when legal issues arise is Fair Labor Standards Act (FLSA) and Family and Medical Leave Act (FMLA) which usually includes minimum wage, overtime pay, payday requirements, rest breaks and meal periods, child labor, sick leave and the right to work (Employee Issues, 2003 – 2011). Labor laws are also regulated by state. Mississippi has a plethora of unemployment laws and legal conditions formed and controlled by state departments. It is one of five states that don’t have a minimum wage or overtime law. If the state’s minimum wage is lower than federal, then, employers have to go by the federal minimum wage. Equal Opportunity, Mississippi follows the federal law when it comes to equal opportunity in the workplace, which means it is illegal to discriminate against a job applicant or employee because of race, color, religion, sex, national origin, age, disability or genetic information (Byrne, 1999 – 2011). Ingalls which is an organization in Mississippi, whether unionized or nonunionized has to follow the federal laws of equal opportunity.
The unionization process is the right of all employees to participate in union activities, to establish, and to bargain collectively without meddling or being pressured by management. Once a percentage of the company’s employees sign authorization cards and then an election began through the National Labor Relation Board (NLRB). The NLRB oversees the elections and examines accusations of unfair labor practices by management and the Taft-Hartley Act of 1947 reiterates those rights and spell out unfair labor practices for both management and unions (Cascio, 2010).
A union bargains through collective bargaining, a process of proper negotiations between representative of the company and the chosen representatives of the laborers. According to H. Stephan Gordon, the main reason for NLRA is to urge the process and technique of collective bargaining. There is a big concern with the function of collective bargaining in the goodwill pledge of disagreements over employment terms. The concern is whether and under what conditions a union’s representative position may be based on authorization cards (Gordon, 1968). During the negotiating, the union and management organize discussions to decide wages, benefits and working conditions. Collective bargaining is when workers have the same authority with management in order to sway their working conditions (Communication Worker of America, 2010).
The effects union bargaining have on the organization is when the organization refuses to agree with a particular contract, no matter how reasonable or fair could lead to unfair labor practices. Unfair labor practices could be refusing to discuss grievances, refusing to talk about wages, benefits or other required topics of bargaining.
In conclusion, companies that are unionized have a professional employee representative to serve as a bargaining liaison to discuss its wages, benefits, complaint procedures, safety, policy and procedures. Whereas with a nonunionized company, employees have to accept whatever the organization is offering concerning compensation and benefits, as long as the organization is in compliance with federal labor laws and guidelines. Therefore, working at a company that has a union has more beneficial advantages than working at a company that does not have a union, depending on your occupation. References
Bryne, B. (1999-2011). Mississippi Labor Laws. Retrieved from http://www.ehow.com/list_6695130_mississippi-labor-laws.html
Cascio, W. (2010). Managing human resources: Productivity, Quality of Work Life, Profits (8th ed.). New York City, NY: McGraw-Hill.
Cimini, M. H., & Behrmann, S. L. (1993). Shipyard agreement. Monthly Labor Review, 116(5), 64. Retrieved from University Library EBSCOhost
Communication Workers of America (CWA). (2010). Collective Bargaining: What It Is..... How It Works. Retrieved from http://www.cwadistrict7org/what_is_collective_bargaining.htm
Employee Issues.com. (2003-2011). State Labor Laws Research. Retrieved from http://employeeissues.com/state_labor_law_r.htm
Gordon, H. (1968). Union Authorization Cards and the Duty to Bargain. Labor Law Journal, 19(4), 201-223. Retrieved from University Library EBSCOhost
Huntington-Ingalls Industries, Inc.. (2011). Ingalls Shipbuilding. Retrieved from http://ir.huntingtoningalls.com/phoenix.zhtml?c=243052&p=irol-irhome
Metal Trade Department AFL-CIO (2007). The Operations Team: Many Parts One Vision. Pascagoula, MS: Author.
National Labor Relation Board. (n.d.). National Labor Relations Act. Retrieved from http://www.nlrb.gov/publications/reports
Shipbuilding History. (2011, October). Retrieved from http://www.shipbuildinghistory.com/history/shipyards/1major/active/ingalls.htm

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