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PubMedDate not supplied

[History and perspectives of nurses' organization in union movements].

This article presents a reflection about the history of nurses' organization in union movements just like the Central Unica dos Trabalhadores--CUT (Workers Central Union) and its perspectives for the future. The objective is to clarify the presenting ways for the union movements at present time. Primary sources for reflections was CUT's documentation. The approach considers a retrospective of CUT movement in Brazil, discussing its constituting principles. The workers union reformation was also approached, inquiring if the ways to follow in current conjuncture are respecting these principles and assuming the defense of workers' rights. This union movement defended the independence of political party, focusing nursing union as well as the National Federation of Nurses, pointing out perspectives and suggesting discussing issues and linkages to the general fight of Brazilian workers.

Brazil↗
PubMed2000

The dark side of Taiwan's globalization success story.

Government regulators and researchers in Taiwan (Republic of China) express optimism about their country's economic success in its transition from a traditional society to a first world, industrialized nation. But this economic success, as measured by the standards and ideology of globalization, also has a dark side for many ordinary workers, especially Taiwan's 300,000 foreign workers. The promise of growth and future prosperity is conditional upon global economic practices and an adherence to a science-technology ideological perspective that shapes political content. Multiple centers of opposition and critical thinking have no public presence in Taiwan; nor do organizational defiance and resistance by trade unions. Instead, individuals and small human rights groups seek to reveal areas of human degradation and suffering in a response to poverty and the American dream. Meanwhile, the dominant ideological perspective as articulated by globalism seeps into and directs all public policy on the work environment so that it is coherent with the neoliberal political agenda of multinational corporations. This direction is being questioned by students of the work environment and by labor activists in North America, who report the deterioration of working conditions and worsening of government regulatory instruments for protecting workers from physical, mental, and social risk and harm in the workplace.

Cultural Deprivation↗
PubMedDate not supplied

Association of the health-promoting workplace with trade unionism and other industrial factors.

PURPOSE: The study examines associations of five healthy workplace attributes with trade unionism and nine other industrial and sociodemographic factors. The aims were to illustrate the measurement of workplace health promotion indicators in Western Australia and to identify associations leading to a better understanding of determinants of the healthy workplace. DESIGN: Personal and telephone cross-sectional surveys were performed using population-based sampling frames. The overall response rate was 72%. SETTING: Workplaces in Western Australia. SUBJECTS: Random samples of household respondents aged 16 to 69 years in 1992 (n = 1310) and 1994 (n = 1113). MEASURES: Measures of association between healthy workplace attributes and trade unionism were adjusted for workplace location, size, sector, and industrial classification. RESULTS: Trade unionism was strongly associated with healthy catering practices (adjusted OR 2.05; 95% CI 1.30 to 3.23), sun protection practices (2.66; 1.69 to 4.17), disability access (1.47; 1.10 to 1.95), and worksite health promotion programs (2.56; 2.07 to 3.17). A weak and nonsignificant association was observed with restrictive smoking policies (1.21; .95 to 1.55). Generally, healthy workplace attributes were reported less often by respondents working in rural locations, in the private sector, and at small worksites. There was no consistent relationship with sociodemographic factors, including an index of social disadvantage, but members of blue-collar occupations experienced a low prevalence of restrictive smoking policies. CONCLUSIONS: The study raises the hypothesis, but cannot confirm, that trade unions could provide a means for employees to pursue the creation of a health-promoting workplace. Small business represents an excellent target for health promotion activities.

Adolescent↗
PubMed1998

[Aims and tasks of the Chambers of Physicians before the year 1939].

The main aims of the Chambers of Physicians, which were called into being at the time when Poland was partitioned, were to protect the interest of physicians employed at health service after the introduction of compulsory insurance against sickness. They played a function of quasi-trade unions (in former Prussian sector). After Poland regained independence, based on the Chamber of Physicians Act of 1921 the Chief Chamber and regional chambers were created. Their aim was to assemble all doctors practicing in the country on obligatory basis. They performed a role of trade union, carried out social activity, ran saving and loan banks as well as funeral funds, controlled even distribution of physicians all over Poland, worked on ethical and deonthological codes, carried out arbitration by colleagues, performed the function of an organ of professional supervision.

History, 20th Century↗
PubMed1979

A follow-up study of non-retired and retired members of the Danish Carpenter/Cabinet Makers' Trade Union.

A 6 years follow-up study of mortality among Danish carpenters and cabinet makers (40 000 persons) shows an SMR of 82 in the group of non-retired and an SMR of 70 in the group of retired union members. No major causes of death except nasal cancer were significantly above the national average. Problems of methodology in using retired workers in the occupational mortality studies are discussed.

Accidents↗
PubMed2000

Building community in the healthcare workplace, Part 4. Partnering with union members to create community.

Squeezed between mounting budget pressures and staffing demands, healthcare managers have little room to maneuver as they are buffeted by incessant new strategies. So what is the constant that they can use to keep a steady course through all the chaos? We suggest the overarching constant is "community in the workplace." Although community building may have both short- and long-term benefits, it is not a strategy but a career-long philosophy to help managers tie together all the facets of their daily work into a more meaningful and satisfying purpose. This article, part 4 in a 4-part series, discusses partnering with union leaders and members to create a sense of community in the organization. Using a case study of an organization that had significant success implementing the community philosophy, this article describes concepts, structures, and processes that work, and a few that do not, in a unionized environment. Part 1 (July/August) described the negative dynamics that obstruct sustainable change and reasons for moving to community at work. Part 2 (September) discussed the basic characteristics and principles of community building. Part 3 (October) illustrated community implementation options and obstacles.

Humans↗
PubMed1982

Union-related correlates of employee referrals to an occupational alcoholism project in a health maintenance organization.

A number of union-related factors, including the degree of unionization and the skill level of the work force, the quality of union-management relations, the extent of union involvement in program development, as well as the provision of supervisory training, have been found to be important in explaining occupational alcoholism program outcome. This study attempted to determine the relationship of such factors to an unusual measure of program outcome, employee referrals to the treatment component of an occupational alcoholism project housed in the counseling department of a health maintenance organization. Multiple-regression techniques were used, with data collected for unionized companies that adopted formal, written employee assistance program (EAP) policies and those that did not. The adoption of an EAP policy seems more important than any other factor in predicting referrals to treatment, In unionized companies without policies, the union-related factors bear no relationship to referrals, while in unionized companies with policies, these variables, particularly the quality of union-management relations, are strong predictors. Supervisory training has only a modest positive effect on referrals. The adoption of an employee assistance policy itself was found to be crucial to program outcome, measured by increased chances of referrals.

Alcoholism↗
PubMed1981

Medicare program; reimbursement for costs incurred in relation to union activities--Health Care Financing Administration. Final notice.

This notice sets forth HCFA's response to its previous notice published in the Federal Register on October 21, 1980. That notice restated HCFA's policy with respect to the allowability of provider costs incurred in certain union activities and requested public comment on our policy. As a result of our reexamination of this policy, following that publication, we have decided to retain the policy but to provide further clarification and examples in the Provider Reimbursement Manual.

Costs and Cost Analysis↗
PubMedDate not supplied

Historical and political overview.

There are more than 10 million local government workers in the United States. Municipal workers are exposed to a wide variety of serious chemical, biological, physical, ergonomic, and safety hazards. Decisions made by legislative bodies and policy makers historically have had a severe impact on the health and safety of local government workers. In over half of the states, city workers are not covered by safety and health programs approved by the Occupational Safety and Health Administration. They also lack universal coverage under laws providing union recognition and the right to collectively bargain over working conditions. Collective action in the workplace and the political arena remains the most important vehicle for municipal workers to secure safe working conditions.

Accidents, Occupational↗
PubMed2006

Strikes by physicians: a historical perspective toward an ethical evaluation.

Current conditions surrounding the house of medicine-including corporate and government cost-containment strategies, increasing market-penetration schemes in health care, along with clinical scrutiny and the administrative control imposed under privatization by managed care firms, insurance companies, and governments-have spurred an upsurge in physician unionization, which requires a revisiting of the issue of physician strikes. Strikes by physicians have been relatively rare events in medical history. When they have occurred, they have aroused intense debate over their ethical justification among professionals and the public alike, notwithstanding what caused the strikes. As physicians and other health care providers increasingly find employment within organizations as wage-contract employees and their work becomes more highly rationalized, more physicians will join labor organizations to protect both their economic and their professional interests. As a result, these physicians will have to come to terms with the use of the strike weapon. On the surface, many health care strikes may not ever seem justifiable, but in certain defined situations a strike would be not only permissible but an ethical imperative. With an exacerbation of labor strife in the health sector in many nations, it is crucial to explore the question of what constitutes an ethical physician strike.

Collective Bargaining↗
PubMed1997

Effects of training in procedural justice on perceptions of disciplinary fairness by unionized employees and disciplinary subject matter experts.

A training program, based on procedural justice theory, was developed for teaching supervisors to take effective disciplinary action with employees. Canadian supervisors of unionized employees were randomly assigned to the training (n = 35) or the control group (n = 36). Analyses of variance revealed that both supervisory self-efficacy and outcome expectancies were significantly higher in the training than in the control conditions. Following simulated role-play exercises derived from organizational incidents, both unionized employees and disciplinary subject matter experts (managers, union officials, and attorneys) rated the trained supervisors higher on disciplinary fairness behavior than the supervisors in the control group. Self-efficacy was found to mediate the relationship between training and perceptions of disciplinary fairness.

Adult↗
PubMed1989

Negotiating to control care. Doctors' unions.

With medicine under siege, many physicians no longer turn up their noses at unions. The number of doctors in unions remains small, but it is growing as third parties exert more control over the practice of medicine. Fee-for-service physicians still face antitrust barriers to joining, but even the lawsuit-conscious AMA is devising ways to help them negotiate.

American Medical Association↗
PubMed2003

Establishing consensus about the baccalaureate entry-to-practice policy.

This article is based on the results of a qualitative study examining educational reforms in New Brunswick, Canada, during the 1980s. Using the province of New Brunswick as a case study, three issues related to the baccalaureate entry-to-practice policy are examined. First, the process of upgrading nursing education to a baccalaureate degree and the conflict this change created between the Nurses Association of New Brunswick and the New Brunswick Nursing Union are described. Second, the reasons leaders of the professional nursing organization desired to upgrade nursing education are examined, and third, the issues underlying the conflict over nursing education are discussed.

Attitude of Health Personnel↗
PubMed1986

Employment after myocardial infarction amongst previously healthy men.

A postal questionnaire was sent to 55 men 18 months after their first myocardial infarction; information obtained was supplemented by interview with two of the authors (PW and GC). Fifty-three men had been in full-time employment prior to their illness, 38 of them in manual work. Their return to work and changes in employment were examined and, in addition, enquiries were made about subsequent health, assistance from trade unions and the local Disabled Resettlement Officer (DRO). Details of attitude to subsequent physical exercise and sexual activity were also recorded. Eighteen months after myocardial infarction, only 35% of these men were employed and 27% asymptomatic. Patients in heavy manual work were largely unable to return to their previous job and little assistance was obtained from trade unions. Even when patients were made aware of the existence of the DRO, few approached him for advice. A counselling service is needed for patients recovering from an infarct to encourage them to return to an active and profitable life.

Counseling↗
PubMed1985

Clinical industrial toxicology. An approach to information retrieval.

Exposure to hazardous chemicals often occurs in the workplace. Workers and health care providers may have little knowledge of the health effects of these substances. An algorithm was developed to outline a logical approach to toxicologic information retrieval. Printed material and information sources such as government agencies, manufacturers, unions, and poison control centers should be consulted as a first step. If additional information is needed, telecommunications systems provide access to online databases. Aspects of databases most likely to provide useful information on toxic exposures are described.

Government Agencies↗
PubMed1978

Experts exchange views on grievance procedures in hospitals.

Four participants in a roundtable discussion examined the specific grievance procedures of a nonunionized, not-for-profit, medium-sized hospital and of a partially unionized, not-for-profit, large teaching hospital. In doing so, they also raised questions, considerations, and guidelines that may be of interest to hospitals that already have or that are planning grievance procedures.

Chicago↗