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Results for “Collective Bargaining”

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PubMed1992

An interview with ANA president Lucille A. Joel: nursing's eye toward current and future health care issues. Interview by Marilyn L. Neff.

After two terms as president of the American Nurses Association (ANA), Lucille A. Joel, EdD, RN, FAAN, keynote speaker for ANNA's 23rd National Symposium in Chicago, will share her thoughts on nursing's future role in health care. In this interview, conducted by ANNA President Marilyn L. Neff, MBA, RN, CNN, Dr. Joel discussed current and future issues such as unity among nursing, Nursing's Agenda for Health Care Reform, collective bargaining, equity in workplace settings, community nursing organizations, and nursing faculty shortages.

American Nurses' Association↗
PubMed1983

Declassification and divisiveness in human services.

The issue of declassification can be used to promote divisions between professional social workers and other human service workers. The author examines the experience of declassification and Benchmark in the Michigan Human Services Employment Unit. Collective bargaining is suggested as a means for both addressing social work education qualifications and career ladders for human service workers.

Career Mobility↗
PubMed1980

Hospital labor scene marked by union issues.

Unionization and collective bargaining issues, especially for nurses, and the attendant NLRB, court, and arbitration decisions are dominating the field of health care labor relations.

Collective Bargaining↗
PubMed1999

White coat, blue collar: physician unionization and managed care.

Ms. Luepke provides a historical review of the rise of the physician unionization movement in the United States. This article also examines the barriers faced by employed and independent physicians that prevent or limit their collective bargaining, and reviews the responses of the various organized medical societies to the physician unionization movement.

American Medical Association↗
PubMedDate not supplied

Professional goals and industrial strategies: an international survey.

Although nurses are often uneasy about following industrial strategies, particularly strikes, such strategies can enhance nursing practice and protect the nurses' role in employment relationships. But to what extent can nurses actually include professional goals in their collective agreements? The following report of an exploratory survey of the professional outcomes of collective bargaining by nurses in Australia, Canada, New Zealand and the United Kingdom provides baseline data for progress in this area.

Australia↗
PubMed1998

Factors leading to a strike vote and strategies for reestablishing relationships.

An extremely difficult contract negotiation between a collective bargaining unit and a hospital resulted in a vote to strike by the nursing staff before reaching a final agreement. The authors describe the factors that led up to the strike vote. Realistic yet optimistic strategies for developing a working relationship with the bargaining unit leadership and the nursing staff are described.

Boston↗
PubMed2000

Physician unionization in the United States: fad or phenomenon?

This article explores the current trends and issues surrounding physician unionization in the United States, using data from secondary sources and nine interviews with leaders of organizations at the forefront of physician unionizing efforts. Several key points are supported by these data and prior unionization research. First, unions should become a viable organizing alternative for the almost 50% of doctors who are salaried employees because of fewer legal barriers to collective representation, the involvement of national labor unions with resources to spend on organizing, more physicians belonging to demographic groups less hostile to organized labor. and work-related pressures faced by physician-employee under managed care. A second key point is that unions will find it difficult to represent self-employed physicians because of the influence of organized medicine and legal barriers to gaining collective bargaining rights for this group. This discussion is intended to raise awareness of the physician union issue among health care policy-makers and researchers.

American Medical Association↗
PubMed2005

Brazilian union actions for workers' health protection.

CONTEXT: Many authors have emphasized the importance of worker strength through unionized organizations, in relation to the improvement of working procedures, and have reported on the decisiveness of labor movement actions in achieving modifications within the field of work and health. OBJECTIVE: To describe the ways in which Brazilian unions have tried to intervene in health-illness and work processes, identifying the existence of commonality in union actions in this field. TYPE OF STUDY: Qualitative study. SETTING: Postgraduate Program, Environmental Health Department, Faculdade de Saúde Publica, Universidade de São Paulo, São Paulo, Brazil. METHODS: Union health advisers and directors were interviewed. Documents relating to union action towards protecting workers' health were collected and analyzed. RESULTS: Unions articulate actions regarding workers' health of a technical and political nature that involve many aspects and high complexity. These have been divided into thematic categories for better analysis. DISCUSSION: Union actions regarding workers' health in Brazil are restricted to some unions, located mainly in the southern, southeastern and northeastern regions of the country. Nonetheless, the unions undertaking such actions represent many professions of great economic and political importance. CONCLUSIONS: The recent changes in health and safety at work regulations, recognition of professional diseases, creation of workers' health services and programs within the unified health system, and operational improvements in companies' specialized safety and occupational medicine services, all basically result from union action. There is commonality of union action in this field in its seeking of technical and political strengthening for all workers and their general and local representation. This has the objective of benefiting collective bargaining between employers and workers. Inter-institutional action on behalf of workers' rights guarantees and amplifies the improvement of health and working conditions.

Brazil↗
PubMed1978

Containing hospital labor costs--a separate-industries approach.

Steadily increasing costs in hospitals and other health care facilities have been of increasing concern to government agencies and the public alike. In recent years state legislatures and state cost review boards have acted to control these ever-escalating costs. The role played by these third parties in the collective bargaining process, the impact of cost control laws and regulations, and the constraints thus imposed upon the parties directly involved are the subjects of this thought-provoking article.

Collective Bargaining↗
PubMed2002

Bargaining health benefits in the workplace: an inside view.

Before contract negotiations in 1999, the author served on an "issue-based" health benefits committee of faculty union representatives and university administrators. Although the committee solicited estimates from health insurers regarding the impact of higher copayments on monthly premiums, in subsequent negotiations, the projected cost savings did not lead to changes in coverage or copayments. The explanations offered are (1) national or regional employers may be reluctant to raise employees' health benefit copayments when labor markets are tight; (2) collective bargaining, particularly when other, nonmonetary issues are being bargained, may lead to results different from those from a strictly competitive model; and (3) employers with market power in the product market may shift these highest costs to consumers through higher prices.

Administrative Personnel↗
PubMedDate not supplied

Union elections and the NLRB. The healthcare industry continues to challenge bargaining unit determinations.

In the healthcare industry today, unions and management must cope with a confused, contradictory, and often changeable body of law and National Labor Relations Board (NLRB) policy when unions attempt to establish themselves at a particular institution. More than 15 years ago, Congress amended the National Labor Relations Act to grant labor unions the right to organize employees of not-for-profit hospitals and other healthcare organizations. An election to form a union cannot be held, however, until the NLRB determines which employee classifications constitute an "appropriate" collective bargaining unit. Since 1974, labor and management have fought over this basic question before Congress, the NLRB, and the federal courts. One paragraph of congressional instruction to the NLRB, which stipulates that the board prevent "proliferation of bargaining units in the health care industry," has over the years been construed in widely varying ways by the board and the courts. Management has argued that two units should be the maximum number allowed as appropriate whereas unions have argued for more. Last April the NLRB established a rule allowing for as many as eight bargaining units at a particular institution, but three months later a federal district court issued a permanent injunction against the rule. The board has appealed the injunction, and as both sides await a ruling, dozens of pending hospital union election cases have mounted up. Nor does a decision by a court of appeals promise to resolve the issue.

Collective Bargaining↗
PubMed1979

Past and current trends in negligence and incompetence arbitration.

With the inclusion of the phrase "just cause" in the collective-bargaining agreement, management found itself bound by new and complex limitations concerning discharge for negligence/incompetence. In this study, the author examines a variety of discharge cases, as well as the changing (and intelligent) management attitudes they represent.

Collective Bargaining↗
PubMed1980

Health insurance in the public sector.

As the development of collective bargaining in the public sector continues, concern mounts over the problem of providing public employees with high quality medical care without skyrocketing costs. A recent survey reflects a trend away from traditional Blue Cross/Blue Shield plans toward employer-funded comprehensive benefits.

Collective Bargaining↗
PubMed1994

Labor union programs to reduce or prevent occupational stress in the United States.

In the United States, most efforts to reduce occupational stress continue to focus primarily on personal stress management. However, there has been a growing awareness that personal coping techniques have limited effectiveness and that sources of stress in the work environment need to be altered. Research on workplace sources of stress has been spurred and guided by Karasek's "job strain" or "job demands-control" model, and the University of Michigan model of the stress process. In addition, a model of occupational stress interventions developed by Karasek provides a useful framework for stress prevention activities. U.S. labor unions have undertaken a variety of activities at all stages of the stress process described by this stress intervention model to reduce or prevent the health hazards associated with occupational stress. These programs and strategies include employee assistance programs, educational programs, stress surveys, medical studies, stress committees, collective bargaining, organizing and public awareness, and lobbying and political action. These programs are described and analyzed in relation to models of occupational stress, as well as to the economic context faced by labor unions today, and continuing obstacles to work environment reform.

Awareness↗
PubMedDate not supplied

Mediation in labour relations.

The authors explain the concept of mediation, outline the mediator's multiple roles in resolving labour-relations disputes, and advocate the use of an innovative technique known as "Med-Arb". The latter combines mediation and voluntary arbitration in resolving collective bargaining impasses. The success of Med-Arb mediation depends upon the dispute's context, the history of past labour relations, and the mediator's expertise in employing suitable strategies. The authors also advocate further research into mediation and its relevance to the health care sector.

Canada↗
PubMed1980

Administering the contract.

Administering the collective bargaining contract is a challenging and important nursing administration responsibility. This article discusses the attitudes, skills, and strategies that the nursing administrator who manages a unionized professional staff can use to minimize employee grievances and foster a professional practice climate. Directors of nursing in nonunionized settings also can use these guidelines to maintain the union-free status of their departments.

Collective Bargaining↗
PubMed2002

Federal antitrust policy and physician discontent: defining moments in the struggle for congressional relief.

Organized medicine has battled the Federal Trade Commission (FTC) since the 1970s over enforcement of the antitrust laws. Physicians' discontent stems from the belief that federal policy allows managed care organizations to achieve dominance in health care markets just as it discourages physicians from taking collective action to protect their interests. This article examines two important efforts by organized medicine over a twenty-year interval to alter federal antitrust policy. In 1982, physicians and other professionals sought a special exemption from FTC jurisdiction; beginning in 1998, physicians promoted legislation that would exempt independent practitioners from the antitrust laws for collective bargaining purposes. Both initiatives passed in the House of Representatives but failed in the Senate. This article uses an advocacy coalition framework to reinterpret the events and to assess the reasons for legislative failure. The evidence suggests that in both instances, although twenty years apart, consumer groups and federal bureaucrats determined the outcome in favor of corporate medicine.

American Medical Association↗
PubMed1978

Intern and resident organizations in the United States: 1934--1977.

Hospital house staff movements for collective bargaining have persisted for more than 35 years. The problems addressed seen equally persistent--inadequate pay, excessive hours, poor working conditions, and low standards of training and patient care. Interns and residents continue to face the organizational handicaps of transient membership, poor funding, and apathy, yet negotiated contracts indicate limited legal successes. Improved patient care conditions are less evident than improved house staff conditions.

Collective Bargaining↗