NURS 6221: Managing Human Resources | Week 3

Unionization in health care has long been a controversial issue. The purpose of unions is to protect the rights of heath care workers; however, some nurse managers believe that the presence of unions automatically creates an adversarial climate that makes it difficult to build a positive workplace. Effective nurse managers can use unionization attempts and labor initiatives to better address the concerns of staff. In addition, nurse managers can partner with union leaders to create a more engaged workforce.

In Week 2, you examined some of the key legal, ethical, and regulatory issues in health care settings. This week, the attention turns to labor relations.

Learning Objectives – Nursing Discussion: The Unionization of Employees

Students will:

• Evaluate the manager’s role in responding to unionization attempts
• Analyze HR’s role in helping to legally address labor relations and unionization attempts
• Evaluate strategies for developing a management/labor partnership once a union has been established

Learning Resources

Note: To access this week’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.

Required Readings

Lussier, R. N., & Hendon, J. R. (2018). Human resource management: Functions, applications, & skill development (3rd ed.). Thousand Oaks, CA: Sage Publications.

• Chapter 10, “Employee and Labor Relations” (pp. 342-383)This chapter introduces the concept and legal landscape of labor relations. It highlights the importance of communication and trust, along with labor relations’ influence on job satisfaction and workplace conflict.

Brooke, P. S. (2011). Legally speaking … When can staff say no? Nursing Management, 42(1), 40–44. Retrieved from the Walden Library databases.

The author of this article discusses an overarching problem many nurses experience on a daily basis: their inability to say ‘no’ to fulfilling tasks and responsibilities outside of the nursing role. The author highlights situations that can have legal ramifications, including overtime, taking on assignments outside of a nurse’s practice scope and skill level, provision of alternative care therapies, and inappropriate delegations.

Matthews, J. (2010). When does delegating make you a supervisor? Online Journal of Issues in Nursing, 15(2), 3. Retrieved from the Walden Library databases.

This article reviews the impact on registered nurses of the National Labor Relations Act (NLRA) and the National Labor Relations Board (NLRB). In addition, it explores the exclusions of nurse managers during collective bargaining contracts and union organization.

Neil, A., & Robinson, J. (2011). Making a union/management partnership really work. Nursing New Zealand, 17(11), 32–33. Retrieved from the Walden Library databases.

This article portrays an authentic example of how the Bay of Plenty District Health Board worked with the New Zealand Nurses Organisation (NZNO) union to increase the engagement of nurses while also improving the patient journey. By creating the joint action group (JAG), these leaders were able to reach their stated goals and to develop an effective plan for achieving future ideals.

Porter, C. (2010). A nursing labor management partnership model. Journal of Nursing Administration, 40(6), 272–276. Retrieved from the Walden Library databases.

This article describes a partnership between clinical nurses and nursing management that was successfully implemented in a prominent teaching hospital.

Sanders, L. G., & McCutcheon, A. W. (2010). Unions in the healthcare industry. Labor Law Journal, 61(3), 142–151. Retrieved from the Walden Library databases.

This article discusses the impact and importance of nursing unions in clinical settings. With a focus on Boston Medical Center Corp, the authors outline the many factors that affect labor unions in the health care industry.

Document: Labor Relations: Case Studies (Word document)

You will use the case studies presented in this document for this week’s Discussion.

Required Media

Laureate Education, Inc. (Executive Producer). (2012). The saga of TrulyGood Hospital. Baltimore, MD: Author.

Note: The approximate length of this media piece is 2 minutes.

Joan, a nurse manager at TrulyGood Hospital, is having a hectic month. Select this media case study to explore why in this week’s Discussion.

Discussion: The Unionization of Employees

If there is no struggle, there is no progress.

—Frederick Douglass

Since their initial rise in the post-Civil War era, unions across the United States have called public attention to unfair labor practices, wage disparities, and inadequate benefits. Union leaders and nurse managers are learning to approach the unionization of employees as a partnership. Union leaders have taken strides to negotiate with managers in quick and efficient “good faith” dealings, while nurse managers enter negotiations with open minds and the intent to reach an agreement. To benefit future generations of nursing professionals, nurse managers must understand how to effectively respond to unionization attempts and how to partner with union leaders.

To prepare

• Review the article “Making a Union/Management Partnership Really Work” in this week’s Learning Resources. Consider how the union and district health board portrayed in this article worked together to create the joint action group. Think about the positive outcomes of this endeavor. How might nurse managers work with health care unions to solicit such a partnership?
• Examine the article “Unions in the Healthcare Industry,” taking note of the timeline of unionized activities such as the collective bargaining process, the campaign period, and the outcomes of unionization. How do the legal landscape and social environment of a health care setting change once workers engage in unionized activities?
• Review the media pieces, “The Saga of TrulyGood Hospital” and “The Saga of Beneficent Hospital.”
  • Reflect upon the situations presented in each media case study, and select one for your Discussion posting.
  • Consider why the staff might be seeking union representation. As a nurse manager, consider the steps you might take to address the situation before, during, and after the time period depicted in the case study.

Note: Before you submit your initial post, replace the subject line (“Week 3 Discussion”) with the name of the case study you selected.

By Day 3 Nursing Discussion: The Unionization of Employees

Post a description of at least one reason the nursing staff in the case you selected might decide to unionize. Explain three steps you, as a nurse manager, could take to effectively respond to unionization attempts. Then, discuss HR’s role in helping to legally address labor relations and unionization attempts. Justify your response by citing past experiences with unions, union organizing activities, current labor policies, and/or this week’s Learning Resources.

Read a selection of your colleagues’ responses.

By Day 6

Respond to at least two of your colleagues on two different days using the following approach:

• Review the steps described by a colleague for effectively responding to unionization attempts. If a vote determines that the staff will be represented by a labor union, explain strategies your colleague might employ to establish a good working management/labor partnership with the union. Nursing Discussion: The Unionization of Employees

ADDITIONAL INFO 

The Unionization of Employees

Introduction

Union membership is on the rise, as a new report shows. But how does unionizing work? In this article, we’ll explain what unions are, why they’re important and how you can join one in your own workplace.

Employers may be guilty of union busting.

Employers may be guilty of union busting. Employers have been known to try to prevent employees from joining a union and/or voting to form a union, as well as receiving benefits from the union (such as higher wages).

Employees are still affected by labor law violations.

Employees are still affected by labor law violations. While unionizing is not illegal, employers may fire you if they think your lawsuit will result in a loss of profits or threaten their ability to operate.

Employees can also be fired for protesting unfair labor practices such as discrimination against women or racial minorities. If an employee complains about working conditions at their job and has no way to enforce that complaint with the company because of its size or power, then he/she could lose his/her job over it.

If an employee complains about scheduling issues (e.,g., being assigned overtime), then again he/she may lose his/her job over this complaint since many employers will prefer not to pay employees extra money because then they have nothing left over for themselves anyway!

Unionizing can help employees fight for the betterment of employee-employer relationships.

Unionization can help employees fight for the betterment of employee-employer relationships. If you are an employee, it is important that you are united with other workers in your workplace. This will allow you to have more power in your job and will give you a voice when it comes time to negotiate with employers.

Unionized workplaces are usually safer than nonunionized ones due to increased cooperation between managers and employees because they know that if there is an issue with safety or pay, they can go directly back into the union hall instead of negotiating individually with each department head or supervisor at work (which could lead up into potentially dangerous conversations).

Conclusion

In conclusion, unionization can help employees fight for the betterment of employee-employer relationships. This can lead to greater job security, higher wages and benefits, as well as a better work environment.