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COLLECTIVE BARGAINING
DEFINITION COLLECTIVE BARGAINING IS ANAGREEMENT BETWEEN A SINGLEEMPLOYER OR AN ASSOCIATION OFEMPLOYERS ON THE ONE HAND AND...
DEFINITION• “COLLECTIVE BARGAINING IS A PROCESS  OF DISCUSSION AND NEGOTIATION  BETWEEN TWO PARTIES, ONE OR BOTH  OF WHOM ...
HISTORY OF COLLECTIVE      BARGAINING
HISTORY• IN THE YEAR 1913: THE CALIFORNIA  LEGISLATURE EXTENDED THE EIGHT  HOUR LAW TO PUPIL NURSES.• 1919 – FORMATION OF ...
CONTD• 1934 – ANA ACTIVELY CAMPAIGNED FOR  THE EIGHT – HOUR /DAY.• 1941 – CALIFORNIA STATE NURSES  ASSOCIATION REPRESENTED...
OBJECTIVES OFCOLLECTIVE BARGAINING
OBJECTIVES• To provide an opportunity to the workers,  to voice their problems on issues related  to employment.• To facil...
CONTD• To develop a conductive atmosphere  to     foster   good     organizations  relations.• To provide stable and peace...
CHARACTERSTICS OFCOLLECTIVE BARGAINING
CHARACTERISTICS• It is a group process• Negotiations form an important  aspect of the process of collective  bargaining• C...
CONTD• Collective bargaining tends to improve the  relations between workers and the union.• Collective   bargaining    is...
PREPARATION FOR COLLECTIVE BARGAINING• Preparation should begin months  before the contract talks.• Chairperson should be ...
CONTD• Obtain information from other nurse  executives about union activities in  neighboring health agencies.•   Review o...
CONTD• Keep ongoing recording agency’s  employees grievances and analyze  these before negotiation begins.● Research the w...
THE COLLECTIVE  BARGAINING PROCESS• PREPARE• DISCUSS• PROPOSE• BARGAIN• SETTLEMENT
PROCESS OF COLLECTIVE     BARGAINING
COLLECTIVE BARGAINING       MEMBERS• REGISTERED NURSES• PHYSICIANS• OTHER PROFESSIONALS• TECHNICAL EMPLOYEES• NON -PROFESS...
COLLECTIVE BARGAINING        AGENTS• Service   employees      international  union.• State nurse’s associations of the  Am...
COLLECTIVE BARGAINING     PROCEDURE
SELECTION OF A     BARGAINING AGENT• By representative election and is  presided by NLRB.• Union    must    demonstrate   ...
CONTD• Election is conducted within 45 days  by secret ballot.
CERTIFICATE TO CONTRACT
CONTRACTADMINISTRATION
DECERTIFICATION
OBSTACLES OF COLLECTIVE BARGAINING IN NURSING
OBSTACLES• Registered nurses who participate in  organizing drives could be summarily  fired.• Hospital could refuse to re...
ISSUES OF COLLECTIVE BARGAINING IN NURSING• It clearly affirms that state nurses  associations are legitimate labour  orga...
CONTD• The participation of management  level nurse as association members  of office.• Firmly place on the employer the  ...
ADVANTAGES
ADVANTAGES• Contract to guide standards.• Participation in decision making process.• All union members and management must...
DISADVANTAGES
DISADVANTAGES• Reduced individuality• Other union members may outvote one’s  decisions.• Disputes are not handled with ind...
THE NURSE MANAGERS         ROLE• RESOLVING GRIEVANCES
UNION/LABOUR      ORGANIZATION• An organization in which employees  participate for the purpose of  negotiating with the e...
MANAGERS ROLE DURINGINITIATION OF UNIONIZATION• Know the law, and make sure rights  of the nurses as well as management  a...
CONTD• Find out the reasons the nurses want  collective action.• Discuss and deal with the nurses and  the problems direct...
NURSES ROLE DURING THEINITIATION OF UNIONIZATION• Know your legal rights and the rights  of the manager.• Act clearly with...
CONTD• Keep all nurses informed through  regular meetings held close to the  hospital.• Set meeting times conveniently  ar...
STRIKING• A collective bargaining agent cannot  make the decision to strike.• The decision to strike can be made  only by ...
NURSES ASSOCIATIONS• ANA has had an active interest in the  economics security of nurses.• The ANA is a registered labor  ...
GOALS OF PROFESSIONAL     ASSOCIATIONS• To make decisions on the basis of  competence rather than community.• To    resolv...
CONTD• To develop interpersonal trust.• To resolve communication block and  to speed up communication.• To create a climat...
FUNCTIONS OF ANA• Represents the interest of nurses in  collective bargaining.• Advances the nursing profession by  foster...
CONTD• Lobbies congress and regulatory  agencies on health care issues  affecting nurses and the general  public.• Initiat...
HEALTH CARE LABOUR       LAWS
HEALTH CARE LABOUR         LAWS• MINIMUM WAGES ACT -1948.• STRIKES & LOCK OUTS.• PROTECTION     OF    SERVICE  CONDITIONS....
CONTD• REGULATION   OF    CONTRACT  LABOUR.• HEALTH &MATERNITY BENEFITS.• RETIREMENT BENEFITS.• WOMEN LABOUR & LAW.
JOURNAL REFERENCE• The thesis presented in this article is that  traditional and non-traditional CB strategies  empower nu...
CONCLUSION
THANK YOU ..
Collective
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  1. 1. COLLECTIVE BARGAINING
  2. 2. DEFINITION COLLECTIVE BARGAINING IS ANAGREEMENT BETWEEN A SINGLEEMPLOYER OR AN ASSOCIATION OFEMPLOYERS ON THE ONE HAND ANDA LABOUR UNION ON THE OTHER,WHICH REGULATES THE TERMS ANDCONDITIONS OF EMPLOYMENT” TUDWIG TELLER
  3. 3. DEFINITION• “COLLECTIVE BARGAINING IS A PROCESS OF DISCUSSION AND NEGOTIATION BETWEEN TWO PARTIES, ONE OR BOTH OF WHOM IS A GROUP OF PERSONS ACTING IN CONCEST…. MORE SPECIFICALLY IT IS THE PROCEDURE BY WHICH AN EMPLOYER OR EMPLOYERS AND A GROUP OF EMPLOYEES AGREE UPON THE CONDITIONS OF WORK” (THE ENCYCLOPAEDIA OF SOCIAL SCIENCE)
  4. 4. HISTORY OF COLLECTIVE BARGAINING
  5. 5. HISTORY• IN THE YEAR 1913: THE CALIFORNIA LEGISLATURE EXTENDED THE EIGHT HOUR LAW TO PUPIL NURSES.• 1919 – FORMATION OF THE UNION OF STEWARDS AND NURSES.• 1930 – THE NATIONAL LABOR RELATION ACT (NLRA) ESTABLISHED
  6. 6. CONTD• 1934 – ANA ACTIVELY CAMPAIGNED FOR THE EIGHT – HOUR /DAY.• 1941 – CALIFORNIA STATE NURSES ASSOCIATION REPRESENTED NURSES CONCERNS BEFORE THE LABOR BOARD.• 1946 – THE CALIFORNIA NURSES ASSOCIATION BECAME THE FIRST NURSES ASSOCIATION TO REPRESENT NURSES.
  7. 7. OBJECTIVES OFCOLLECTIVE BARGAINING
  8. 8. OBJECTIVES• To provide an opportunity to the workers, to voice their problems on issues related to employment.• To facilitate reaching a solution that is acceptable to all the parties involved.• To resolve all conflicts and disputes in a mutually agreeable manner.• To prevent any conflict/disputes in the future through mutually signed contracts.
  9. 9. CONTD• To develop a conductive atmosphere to foster good organizations relations.• To provide stable and peaceful organization (hospital) relations.• To enhance the productivity of the organization by preventing strikes lock – out etc.
  10. 10. CHARACTERSTICS OFCOLLECTIVE BARGAINING
  11. 11. CHARACTERISTICS• It is a group process• Negotiations form an important aspect of the process of collective bargaining• Collective bargaining is a formalized process• It a bipartite process.
  12. 12. CONTD• Collective bargaining tends to improve the relations between workers and the union.• Collective bargaining is continuous process.• It is a political activity frequently undertaken by professional negotiators .
  13. 13. PREPARATION FOR COLLECTIVE BARGAINING• Preparation should begin months before the contract talks.• Chairperson should be establish and maintain pleasant relationship with union representatives by treating them courteously in social situations, grievance hearing.
  14. 14. CONTD• Obtain information from other nurse executives about union activities in neighboring health agencies.• Review other labour contracts negotiating in other agencies to determine what type of demands were made by various worker categories.
  15. 15. CONTD• Keep ongoing recording agency’s employees grievances and analyze these before negotiation begins.● Research the wage salary structures of other health agencies in the community and compare against agencies current wage package.● Should read the act to identify limitations.
  16. 16. THE COLLECTIVE BARGAINING PROCESS• PREPARE• DISCUSS• PROPOSE• BARGAIN• SETTLEMENT
  17. 17. PROCESS OF COLLECTIVE BARGAINING
  18. 18. COLLECTIVE BARGAINING MEMBERS• REGISTERED NURSES• PHYSICIANS• OTHER PROFESSIONALS• TECHNICAL EMPLOYEES• NON -PROFESSIONALS
  19. 19. COLLECTIVE BARGAINING AGENTS• Service employees international union.• State nurse’s associations of the American nurse association• National union of hospital and health care employees of the retail, wholesale and department store union.
  20. 20. COLLECTIVE BARGAINING PROCEDURE
  21. 21. SELECTION OF A BARGAINING AGENT• By representative election and is presided by NLRB.• Union must demonstrate 30% interest by employees.• Once 30% is reached union can petition NLRB to conduct election.
  22. 22. CONTD• Election is conducted within 45 days by secret ballot.
  23. 23. CERTIFICATE TO CONTRACT
  24. 24. CONTRACTADMINISTRATION
  25. 25. DECERTIFICATION
  26. 26. OBSTACLES OF COLLECTIVE BARGAINING IN NURSING
  27. 27. OBSTACLES• Registered nurses who participate in organizing drives could be summarily fired.• Hospital could refuse to recognize and bargain with nursing organizations.• The associations spend years softening up the turf.
  28. 28. ISSUES OF COLLECTIVE BARGAINING IN NURSING• It clearly affirms that state nurses associations are legitimate labour organizations.• States that ‘the presence of supervisors in the labour organizations is visually irrelevant in determining its legal states.
  29. 29. CONTD• The participation of management level nurse as association members of office.• Firmly place on the employer the burden of providing any case that there is unlawful interference by supervisory nurses.
  30. 30. ADVANTAGES
  31. 31. ADVANTAGES• Contract to guide standards.• Participation in decision making process.• All union members and management must confirm to terms of contract without exception• Process exists to question manager’s authority if member feels something was done unjustly
  32. 32. DISADVANTAGES
  33. 33. DISADVANTAGES• Reduced individuality• Other union members may outvote one’s decisions.• Disputes are not handled with individual and management only ;less room for professional judgment.• Must pay union dues even if one does not support unionization
  34. 34. THE NURSE MANAGERS ROLE• RESOLVING GRIEVANCES
  35. 35. UNION/LABOUR ORGANIZATION• An organization in which employees participate for the purpose of negotiating with the employer about grievances, labour disagreement, wages, hours of work and conditions of employment
  36. 36. MANAGERS ROLE DURINGINITIATION OF UNIONIZATION• Know the law, and make sure rights of the nurses as well as management are clearly understood.• Act clearly within the law.
  37. 37. CONTD• Find out the reasons the nurses want collective action.• Discuss and deal with the nurses and the problems directly and effectively.• Distribute lists of disadvantages of unionization, such as paying dues.• Distribute examples of unions that did not help with patient care issues.
  38. 38. NURSES ROLE DURING THEINITIATION OF UNIONIZATION• Know your legal rights and the rights of the manager.• Act clearly within the law at all times.• If a manager acts unlawfully, e.g., by firing an employee for organizing, report the employer’s actions to the national labor relations board.
  39. 39. CONTD• Keep all nurses informed through regular meetings held close to the hospital.• Set meeting times conveniently around shift changes and assist with child care during meetings
  40. 40. STRIKING• A collective bargaining agent cannot make the decision to strike.• The decision to strike can be made only by a majority of union members.
  41. 41. NURSES ASSOCIATIONS• ANA has had an active interest in the economics security of nurses.• The ANA is a registered labor organization, but it does not engage in direct collective bargaining.
  42. 42. GOALS OF PROFESSIONAL ASSOCIATIONS• To make decisions on the basis of competence rather than community.• To resolve conflicts through confrontation.• To maximize collaboration.
  43. 43. CONTD• To develop interpersonal trust.• To resolve communication block and to speed up communication.• To create a climate where human growth and development become a function of organization.
  44. 44. FUNCTIONS OF ANA• Represents the interest of nurses in collective bargaining.• Advances the nursing profession by fostering high standards for nursing practice.
  45. 45. CONTD• Lobbies congress and regulatory agencies on health care issues affecting nurses and the general public.• Initiates many policies pertaining to health care reform.• Publishes its position on issues.
  46. 46. HEALTH CARE LABOUR LAWS
  47. 47. HEALTH CARE LABOUR LAWS• MINIMUM WAGES ACT -1948.• STRIKES & LOCK OUTS.• PROTECTION OF SERVICE CONDITIONS.• REMOVAL FROM SERVICE.
  48. 48. CONTD• REGULATION OF CONTRACT LABOUR.• HEALTH &MATERNITY BENEFITS.• RETIREMENT BENEFITS.• WOMEN LABOUR & LAW.
  49. 49. JOURNAL REFERENCE• The thesis presented in this article is that traditional and non-traditional CB strategies empower nurses to find a voice and gain control over nursing practice. This article describes the current shortage; discusses how CB can be used to help nurses find a voice to effect change; reviews the ANAs history of collective action activities; explains differences between traditional and non-traditional CB strategies; and presents a case study in which both strategies were used to improve the present patient care environment.
  50. 50. CONCLUSION
  51. 51. THANK YOU ..
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