Karen, is a 33 year-old G2P2, with a medical history of migraines, for which she takes Imitrex when needed. She has a history of heavy and painful menses each month, lasting approximately 7-8 days. Karen smokes ½ pack of cigarettes per day. Her father has a history of DVT and cardiac disease. Her mother has a history of cervical cancer. Her blood pressure today is 138/76 and her pelvic exam is normal. She is divorced and is sexually active with her new boyfriend. She is currently using condoms for birth control and wants something more reliable. Karen does not desire pregnancy in the near future.

• Discuss the contraceptive methods using the latest evidence-based guidelines that Karen would be medically eligible for. 
• Identify one method that you feel would be most beneficial to Karen and discuss why you selected it.
• Are there any methods that you would not recommend for Karen? Why?

QUESTION 1

The international aviation industry firms ’employment relationship’ is critical to its success because of the service-intensive environment, the high ratio of labor costs to total costs and the high level of union representation. Explain the following:

1. The difference between ‘control’ and ‘commitment’ employment relationships in the workplace. Select the one you support and explain why.

2. The difference between ‘avoidance’, ‘accommodation’, and ‘adversarial’ employment relationships in the collective bargaining process. Select the one you support and explain why.

3. An important consideration when identifying employment relationship strategic decisions from country to country.

QUESTION 2

The Railway Labor Act (RLA) governs the US airline industry, while the National Labor Relations Act (NLRA) governs other private sector industries. Explain two differences between the RLA and the NLRA.

a) Contracts.

Contracts for the RLA do not expire, instead they become amendable.

Contracts for the NLRA are terminable dated acts with drop-dead provisions unless modified.

b) Secondary Boycotts.

Under RLA, secondary boycott activity is not unlawful under the provisions of the Act.

The NLRA prohibits a labor organization from engaging in strikes or boycotts or taking other specified actions to accomplish certain purposes or “objects” as they are called in the Act.

c) Mediation.

Under the RLA, at any time in the direct bargaining process under section 6, either party can invoke the mediation services of the National Mediation Board under section 5 of the Act.

The NLRA allows mediation on request of Federal Mediation and conciliation service to settle disputes between labor unions and management that affect interstate commerce.

d) Grievance Arbitration.

Grievance arbitration is allowed and mandatory under the RLA.

Grievance arbitration under NLRA is allowed and subject to agreement between the parties.

e) Unfair Labor Practices.

RLA regulates unfair labor practices with equivalent laws by state and municipality, such as the state right to work laws.

Unfair labor practices in the private sector are essentially employer or union violations of the NLRA.

f)  Right to Work.

Railway and airline employees are not protected by state Right to Work laws.

The NLRA allows unions and employers to enter into agreements that require all employees in a bargaining unit to pay union dues. However, 27 states have banned such agreements by passing so-called “right to work” laws.

g) Requirements of Representation Election.

The RLA authorizes the NMB to hold a secret ballot election or employ “any other appropriate method” to ascertain the identities of dulydesignated employee representatives.

Under NLRA, a petition and associated documents must be filed, preferably electronically, with the nearest NLRB Regional Office showing support for the petition from at least 30% of employees.

h) Dercertification Procedure.

Under the RLA, there is no “deauthorization” procedure (a procedure by which employees can simply get rid of the “union shop” forced unionism clause in a contract between a union and their employer).

Under the NLRA there are specific procedures allowing for change of union or return to nonunion status.

i)  Featherbedding.

The RLA does not contain any provisions for the elimination of featherbedding.

Under NLRA,Unions may not seek payment for services not performed.

j)  Judicial Review of Board Decision.

The RLA does not have a judicial review of board decisions.

Where as the NLRA does have a judicial review of board decisions process.

k) Injunctive Relief under Norris-La Guardia.

The RLA does have an injunctive relief under Norris-La Guardia that is applicable to the date of the airlines incorporation.

The NLRA also has aninjunction relief under Norris-La Guardia.

QUESTION 3

Explain three ways that airlines in other countries differ from their counterparts in the US. Present your thoughts on the future of global liberalization in the international airline industry.

QUESTION 4

Review Table 11.8 in your textbook. Describe the table’s findings and then present your opinion regarding the success/failure of maintaining high quality relationships between management and unions.

QUESTION 5

For each of the six key HR management practices, explain the practices that your textbook finds supports higher levels of aircraft productivity, staffing productivity and service quality.