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The NHS is Europe's largest employer of women. It is also the largest employer of black and ethnic minority people in the UK. Yet race and sex discrimination are rife. Roger Kline describes how trade union representatives can use official guidance and the law to challenge discriminatory employment practices.
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State nursing groups, not content to wait out the legal tangles over new federal bargaining units, are seeking to organize all professionals instead of just nurses. The strategy seems to be picking up steam, said hospital labor expert G. Roger King, above.
During the battle over comprehensive health care reform in the early 1990s, organized labor was not only unable to put together a winning coalition but also found itself divided and on the defensive as it struggled to prevent any further erosion of the private-sector safety net of the U.S. welfare state. Labor's relative ineffectiveness has deep institutional and political roots and was not merely a consequence of its dwindling membership base. Several key institutions of the private welfare state, notably the Taft-Hartley health and welfare funds and the Employment Retirement Income Security Act (ERISA) preemption, brought the interests of organized labor more closely in line with those of large employers and commercial insurers and aggravated divisions within organized labor and between unions and public interest groups. In addition, several political factors conspired to reinforce labor's tendency to stick to a policy path on health care issues that was predicated on an employer-mandate solution and that had been charted primarily by business and leading Democrats. As a result, organized labor did not emerge from the 1993-1994 struggle with its political base fortified nor with a viable long-term political strategy to achieve universal health care and to shift the political debate over health policy in a more desirable direction.
The authors proposed a model of antiunion attitudes and prounion attitudes as predictors of American college students' willingness to join a union (N = 1,245). Structural equation modeling results indicated that antiunion and prounion attitudes are moderately related and both show similar strength in predicting willingness to join. In addition, a general antiunion factor is shown to underlie specific antiunion attitudes, whereas items related to prounion attitudes are shown to reflect a general prounion factor. The utility of the model was supported based on initial and cross-validation samples (ns = 623 and 622, respectively). Implications for measuring union attitudes and recruiting union members among college-educated workers are discussed.
Long-term health care administrators face a crucial employee challenge. That challenge is to create a work environment in which employees and employers recognize that their interests are the same and that their goals can best be achieved through mutual cooperation. By implementing an integrated union-free strategy, the prudent health care employer can meet that challenge.
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.
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