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PubMed1977

What the staff technologist should know about collective bargaining.

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Collective Bargaining↗

PubMed1985

Advantages of collective bargaining contracts for residents exist but have declined.

The results of 1979 and 1983 surveys of resident physicians show that there are still advantages in terms of working conditions for collective bargaining contracts, but the advantages have lessened.

Collective Bargaining↗

PubMed2000

Physician collective bargaining: all eyes are on Texas.

In June of 1999, Texas became the first state to pass a law allowing physicians to collectively bargain with managed care plans for fee-related activities. Whether this law will give physicians renewed control over patient care remains to be seen. Notwithstanding the intention of its drafters, it is likely that the law and its proposed regulations may only provide physicians with costly and time-consuming procedures that present multiple risks instead of renewed power.

Antitrust Laws↗

PubMed2002

Collective bargaining in the nursing profession: salient issues and recent developments in healthcare reform.

This article examines practical workplace issues and recent developments related to collective bargaining in the nursing profession, with emphasis on issues affected by recent reforms in the healthcare industry. Included are examples of issues most salient to nurses in their efforts to organize, given the reforms. An overview of recent developments in the political, legal, and local areas is also provided.

Collective Bargaining↗

PubMed2004

Traditional and non-traditional collective bargaining: strategies to improve the patient care environment.

Acquiring organizational autonomy and control over nursing practice, through a combination of traditional and non-traditional collective bargaining (CB) strategies, is emerging as an important solution to the nursing shortage crisis. For the past 60 years, nurses have improved their economic and general welfare by organizing through traditional CB, particularly during periods of nursing shortages. During the past decade, however, the downsizing of nursing staffs, systems redesign, and oppressive management practices have created such poor nursing practice environments that improvement in wages no longer is viewed as the primary purpose of CB. Much more essential to nurses is assuring they have a safe practice environment free of mandatory overtime and other work issues, and a voice in the resource allocation decisions that affect their ability to achieve quality health outcomes for patients. The thesis presented in this article is that traditional and non-traditional CB strategies empower nurses to find such a voice and gain control over nursing practice. This article describes the current shortage; discusses how CB can be used to help nurses find a voice to effect change; reviews the American Nurses Association's (ANA's) history of collective action activities; explains differences between traditional and non-traditional CB strategies; and presents a case study in which both strategies were used to improve the present patient care environment.

Collective Bargaining↗

PubMed1991

[Fund for social development of regional health care coalitions in the conditions of collective bargaining].

The introduction of economic incentives, the utilization of a fund for social development of institutions considerably increased the intensification of labour, improved health care indicators and the accessibility of health care for the population. The expedient form of work appeared to be collective bargaining which considerably expanded the rights of the leader and collective. ++ Interdepartmental cost-accountable relations with the future introduction of ++intra-structural cost-accountable relations is a prospective form of health services administration and management.

Collective Bargaining↗

PubMed1983

Professionalism and collective bargaining: a new reality for nurses and management.

The author reviews the literature on labor relations in hospitals, analyzing the opinions and actions of administrators as well as staff. She links collective organization among nurses with a new attitude toward nurses' professionalism, and concludes that health care organizations must accept the "new reality" of collective bargaining. The author further suggests that managers and staff adopt cooperative rather than adversarial roles in order to foster quality patient care and to meet future challenges.

Collective Bargaining↗

PubMed1982

The impact of collective bargaining on schools of allied health: the role of the academic department head.

This article discusses the spreading phenomenon of unionization of academic faculties in the United States and the positive and negative effects of the collective bargaining process on academia. Clarification of the obligations of the employee, stability during contract periods, and standardization of the supervisory and grievance processes are some of the benefits cited. The potential for increased adversarial relationships between administration and faculty, limitations on rewarding meritorious service, and the need for administrators to maintain "paper trails" are among the negative results discussed. Specific impacts on allied health programs, the ambivalent role of the department chairperson in a unionized situation, and the role conflicts experienced by the professional/faculty member/union member are emphasized. A model is presented to compare the administration of allied health education in the presence of a union with a similar, nonunionized situation.

Adaptation, Psychological↗

PubMed1988

Changes in resident physicians' collective bargaining outcomes as union strength declines.

This paper examines the effect of reductions in union bargaining strength on total compensation and compensation mix for resident physicians. The working conditions examined in this paper include hourly wages, life/health insurance, meals on the job, professional liability insurance, and employee grievance procedures. Data for resident physicians with and without collective bargaining agreements are examined for two distinct time periods. The findings suggest that as bargaining strength declined, resident physician unions were less able to deliver advantages in both total compensation and compensation mix. In addition, these unions were more willing to make concessions on fringe benefits than on wage earnings.

Collective Bargaining↗

PubMed1978