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Chapter 18

Chapter 18. Collective Bargaining: Traditional (Union) and Non-Traditional Approaches. A Collective Voice in the Workplace. Identify the milestones in the history of collective bargaining Compare traditional and nontraditional collective bargaining

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Chapter 18

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  1. Chapter 18 Collective Bargaining: Traditional (Union) and Non-Traditional Approaches

  2. A Collective Voice in the Workplace Identify the milestones in the history of collective bargaining Compare traditional and nontraditional collective bargaining Identify conditions that may lead nurses to seek traditional or nontraditional collective bargaining Identify the positive and negative aspects of traditional and nontraditional collective bargaining

  3. Is There a Place for Collective Bargaining in Nursing? Administrators and nursing supervisors fail to recognize and address nurses’ individual and collective needs Many nurses support collective bargaining in the workplace as a way to control their practice by redistributing power within the health care organization

  4. The Evolution of Collective Bargaining in Nursing 1940s—Nurses subject to arbitrary schedules, uncompensated overtime, no health or pension benefits, and no sick or personal time 75% of hospital employed nurses worked 50-60 hours per week 1946—ANA approves resolution leading to collective bargaining Many unions compete for right to represent nurses 1980s—National Labor Relations Board stopped approving all-RN bargaining units Legal battle between ANA and American Hospital Association

  5. Who Represents Nurses for Collective Bargaining? American Nurses Association (ANA) Recognizes state nurses associations as bargaining agents United American Nurses (UAN) under the ANA Nontraditional process is referred to as Interest Based Bargaining (IBB) IBB is represented by the Center for American Nurses (CAN) Accepted as an Associate Organizational Member (AOM)

  6. CAN and UAN—What Are the Common Issues? Staffing issues Professional performance Objection to an assignment Concept of shared governance Health hazards Clinical or career ladder Negotiations

  7. Nurse Participation in Collective Bargaining Collective bargaining for nurses usually occurs in states where there is also significant union activity 80% of nurses belong to no association and have no professional affiliation ANA’s efforts to address workplace concerns will result in larger membership numbers

  8. Where Does Collective Bargaining Begin? Nurses in private sector are guaranteed legal protection, as stated in National Labor Relations Act, if they seek representation by a collective bargaining agent Your employer may choose to bargain in good faith Your employer may appeal requests for representation to the National Labor Relations Board (NLRB)

  9. What Can a Contract Do? Wages Job security versus career security Seniority rights Resolution of grievances Arbitration

  10. What Are the Elements of a Sound Contract? Membership Retirement   Access to health care benefits Other Benefit Issues Family-leave policies Availability of day-care services Long-term disability insurance Scheduling of work hours Addressing staffing issues

  11. How Can Nurses Control Their Own Practice? Improve professional practice of nurses and nursing assistants Recommend ways and means to improve patient care Recommend ways and means to address care issues when a critical nurse staffing shortage exists Identify and recommend elimination of hazards in workplace

  12. How Can Nurses Control Their Own Practice? (cont’d) Nurse practice committees Strikes and other labor disputes Identify and recommend processes that work to ensure the safety of patients

  13. Collective Bargaining–Perspectivesof the Traditional Approach Power is achieved in numbers

  14. What Lies Ahead? Demand for nurses and the ability of the nursing educational system to supply adequately prepared RNs to meet current and future public needs Improvements in overall compensation Creating a safe work environment and improving work conditions

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