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PubMed1982

Collective bargaining for allied health professionals.

With the advent of union organizing drives in the nation's health care facilities, collective bargaining has become an integral part of this profession. This article defines three issues critical to collective bargaining in the allied health professions. The first is the professionalization and sociological attitudinal debate between labor unions and professional associations. Conflicts between professionalism and unionization are discussed with emphasis on self-regulation, the union's leveling process, governance, and the issue of dual allegiance. The second issue is the legal environment surrounding health care collective bargaining. Jurisdictional issues and applicable laws therein are examined, and the role of the NLRB and its guidelines and pertinent court cases are discussed. Third, the article examines labor-management relations within the context of the need for substantial alteration and modification of classical industrial relations models that have been superimposed onto health care facilities.

Allied Health Personnel↗
PubMed1976

Collective bargaining with professionals: conflict, containment or accomodation?

The prospect of a collective bargaining unit in his institution sends shivers down the spine of the health care facility manager. What are the concerns--and are they warranted? This study of an actual situation at "Central Hospital" identifies those concerns and follows them over 10 years to point up some implications of the collective bargaining agreement for managers, the bargaining unit--and other professionals in the institution who might be affected.

Collective Bargaining↗
PubMedDate not supplied

Collective bargaining and organized nurses: correlation of support and participation.

The objective of this article was to list identified personal characteristics which are intrinsic to the respondents, irrespective of their profession or employment, and which influence their viewpoints and participation in collective bargaining. Little information is reported in the nursing literature which points out the similarities of nurses to other subsets of society. The belief systems of various sub-group affiliations can have greater influence on one's opinions than one's socialization to professional values or exposure to particular environments. The current investigation was of an explorative nature. Moreover, as with many surveys, the applicability of findings is limited to the respondent population. No significant correlations were identified for nurses who are financially dependent on the income from their position, union membership of a family member, hospital size, shift worked or full-time/part-time employment status. The identified correlates of participation in collective bargaining as seniority in bargaining units and employment, hierarchical employment position and involvement in the organizing campaign were consistent with findings regarding blue collar unionists. Perception and militance correlates of age, seniority in the profession and the bargaining unit, race, religion, sex, employment position, membership in the professional association prior to collective bargaining, involvement in the initial organizing campaign and geographic location are also supportive of previous findings. The major finding of this investigation was that a tendency toward negative perceptions was associated with a proclivity toward militance. This was particularly true for the professional model of collective bargaining.(ABSTRACT TRUNCATED AT 250 WORDS)

Attitude↗
PubMed1980

The legality of nursing associations serving as collective bargaining agents: the Arundel case.

Several recent legal developments have been analyzed which call into question the appropriateness of state nursing associations as collective bargaining agents for working nurses. A federal case ruled that because some state nursing associations are dominated by supervisors, they are inappropriate collective bargaining agents for nonsupervisory nurses. A review of the pertinent history and literature reveals that collective bargaining has tended to be a secondary concern of nursing leaders who have more resolutely pursued what they regard as a professional route to elevating the status of nurses. Therefore, the highly stratified nature of nursing practice and the highly disparate roads to improving the status of nursing held by various sectors within nursing have resulted in conflicts of interests which call into serious question whether umbrella groups like nursing associations can represent working nurses.

American Nurses' Association↗
PubMed1994

Collective bargaining practices in the health care industry: an empirical analysis.

The study described in this article focuses on the effects of collective bargaining on the health care industry. Due to the wide range of bargaining groups authorized to become unionized in the health care industry, this study concentrates on how collective bargaining affects the nurses in hospitals. The authors also surveyed a number of administrators and nurses in several hospitals in the midwestern part of the United States to secure their opinions about the effect of the union on their profession. The results of the survey are presented. Finally, the authors summarize related themes and interesting points from the literature and the surveys and provide recommendations.

Attitude of Health Personnel↗
PubMed1976

Academic tenure and collective bargaining in American dental schools.

In thier survey of organizational structures in American dental schools, Dilts and Fields reported that the organization and administration of dental schools are of importance in the operation and attainment of educational goals. If one institutional goal is to provide faculty with attractive working conditions, then academic tenure and collective bargaining are important. In this respect, dental schools run true to higher education form. Having great variability, tenure systems were reported to be universal in dental schools. On the other hand, collective bargaining was found to be a new phenomenon on trial. The experience of dental schools with academic tenure and the trial of collective bargaining are of some interest to all college educators. Dilts and Fields concluded that "Although dental education is traditional in nature, resisting changes as do other phases of higher education, the results indicate that dental education is dynamic and is responding to internal as well as external needs." Dental educators may wish to follow these tenure and union issues to help determine successful policies for the conditions of dental faculty employment.

Collective Bargaining↗
PubMed2003

Physician collective bargaining in a U.S. public hospital.

In a study to investigate the factors that would drive attending physicians employed in a public hospital to seek collective bargaining with their employer, the authors developed an instrument to determine which variables and which hypotheses were predictive of union proneness. The findings reveal that a desire for voice was the number one reason for physicians' wanting to join a union. Union-prone physicians had a lower salary on average, were more dissatisfied with their income, were more likely to feel the effects of work "speed up" (too many patients and too little time), were less likely to have administrative functions (thus a larger patient care role), had a strong sense of entitlement to collective bargaining, believed that unions improve participation in decisions affecting their jobs (reinforcing their desire for voice), and had a sense that a union would improve their treatment by supervisors (reinforcing their desire for due process and equity).

Adult↗
PubMed1984

Collective bargaining and strikes among physicians.

UNLIKE EMPLOYEES IN OTHER SECTORS OF THE ECONOMY, HEALTH CARE WORKERS ARE DIRECTED TOWARD ONE ULTIMATE GOAL: making people well and keeping them healthy. The development of collective bargaining and union activities during this century has had a great impact on all industries in the United States and the western world. However, only in recent years have workers in the health care sector been affected by the organized labor movement. The history of collective bargaining and strikes among physicians, the key decision-makers in the health care sector, is even more recent. Because of their central position, physicians' collective activity has had and will continue to have tremendous implications for the viability of the present health care system and the quality of patient care. Even though most physicians continue to function as individual, entrepreneurial service providers and "professionals," physicians as a group are more frequently being seen as members of a utility like industry. Their importance to individuals and society as a whole, it can be argued, is second to none; if physicians refuse to work there can be no worse set of outcomes. To estimate the potential future impact of growing collective action on the part of physicians, this article explores the general historical developments.

Allied Health Personnel↗
PubMed1997

Collectively bargained public health benefit plans.

The marketplace for health benefits for public sector employees is large and complex with a great variety of approaches for providing care and a difficult patchwork of regulatory and collective bargaining regulation to deal with in designing a plan. Public sector workers' plans are subject to an additional constraint provided by the political nature of the process. The products sold to public sector plans are not regulated as ERISA plans, given the exclusion of government plans and the differential regulation of collectively bargained plans under the HMO act. This article attempts to guide the reader through some of the difficulties of this marketplace, pointing out pitfalls and opportunities where they appear.

Collective Bargaining↗
PubMed1992

Integrating a nursing professional practice model and nursing informatics in a collective bargaining environment.

The integration of a professional practice model of nursing and nursing informatics support for that model is congruent with the goals of a professional nursing union. Thus, the collective-bargaining unit can be a powerful ally to nursing management in achieving the integration of a professional practice model of nursing and nursing informatics. This alliance is based on a shared vision of the nature of professional nursing practice and a common concern for the quality of working life and working environment of the professional nurse. This alliance can provide the basis for decision making about the type of nursing information system to be selected or developed for installation in a particular organization. Use of a participatory decision-making process will ensure that all nursing stakeholders are committed to the decision made and prepared to assist with the resolution of implementation issues as they arise. A harmonious alliance of nursing management and the nursing union ensures a partnership that will protect the clinical nursing caregiver and provide a unified voice for nursing within the organization to resist any attempt by other stakeholders to implement an information system that will not meet the needs of nursing. If nursing management and the collective bargaining unit share the concept of a professional model of nursing practice and view nursing informatics as a tool to assist the nursing staff to operationalize the professional model of nursing, then collaboration in resolving issues related to the implementation of nursing information systems will facilitate the process of achieving the integration of a professional practice model of nursing and nursing informatics support for that model.

Collective Bargaining↗
PubMed1993

[Collective bargaining and trade unions in nursing].

Nurses are apparently striving towards collective bargaining in order to meet their professional and personal needs. The reasons might be rapid social change and dissatisfaction with values and norms imposed on them. Although the nursing profession has been represented by a professional association since 1914, interest in labour unions is increasing. Various factors, such as administrative practices, support the interest in labour unions. Although labour unions promise a utopia to potential members, membership leads to advantages and disadvantages both for the profession and the individual.

Collective Bargaining↗
PubMedDate not supplied

Collective bargaining for radiologic technologists: organizational vehicles.

This is the second in a series of articles written by members of the professional affairs committee of The American Society of Radiologic Technologists. The first article alluded to the analogy of a person who was learning to drive vis-a-vis a person who was learning about collective bargaining. The article suggested that the first step might be to study the rules of the road and in this context discussed briefly some of the federal laws that affect the collective bargaining relationship between employees and their employers. In this article, the analogy is carried still further in a discussion of the various types of organizations or groups that could be used for bargaining purposes.

Allied Health Personnel↗