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Chapter 18

Chapter 18. Collective Bargaining: Traditional and Non-Traditional Approaches. 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

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Chapter 18

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

  2. 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 • 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

  3. Who Represents Collective Bargaining in Nursing? • Nontraditional process is referred to as Interest Based Bargaining (IBB) • Center for American Nurses (CAN) • Associate Organizational Member (AOM) • United American Nurses (UAN)

  4. 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

  5. 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

  6. 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

  7. Where Does Collective Bargaining Begin? • Nurses in private sector are guaranteed legal protection, as stated in National Labor Relations Act, if they seek 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)

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

  9. What Are the Elements of a Sound Contract? • Membership • Retirement   • Access to health care benefits • Family-leave policies • Scheduling of work hours • Addressing staffing issues

  10. How Can Nurses Control Their Own Practice? • Improve professional practice of nurses and nursing assistants • Recommend ways and means to improve patient care • Make recommendations to hospital management when, for example, a critical nurse staffing shortage exists • Identify and recommend elimination of hazards in workplace • Nurse practice committees • Strikes and other labor disputes

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