Collective bargaining is a process of negotiation between employers and labour unions regarding terms of employment. It allows workers to voice issues and reach mutually agreeable solutions. Nurses have engaged in collective bargaining to regulate work conditions like hours and wages. While it provides benefits like contract guidelines and participation in decisions, it also reduces individuality as other members may outvote one's choices. Nurse managers must resolve grievances and know labour laws during unionization initiatives.
collective bargaining is something new concept in nursing administration, in which needs of nursing profession and education can be negotiated with the employer.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
collective bargaining is something new concept in nursing administration, in which needs of nursing profession and education can be negotiated with the employer.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
meaning of collective barganing, Features of collective bargaining., Need of collective bargaining,Types of bargaining. what is labour welfare,features and need of labour welfare is been described in the ppt, i hope it is beneficial for everyone who needs this type of information.
collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong.
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
meaning of collective barganing, Features of collective bargaining., Need of collective bargaining,Types of bargaining. what is labour welfare,features and need of labour welfare is been described in the ppt, i hope it is beneficial for everyone who needs this type of information.
collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong.
Collective bargaining occurs when representatives of a labour union meet with the management representatives to determine employees’ wages and benefits, to create or revise rules, and to resolve dispute or violations of the labour contract.
A procedure by which an employer and a group of employees agree upon the conditions of works. Collective bargaining is an essential aspect of labour relations in many countries, as it allows workers to have a voice in determining their working conditions and ensures that employers consider the needs and concerns of their workforce. It can lead to more equitable and stable labour relations, as well as better outcomes for both employers and employees when successfully executed.
Trade union and Collective Bargaining?
-WHAT IS COLLECTIVE BARGAINING ?
-PROCESS OF COLLECTIVE BARGAINING
-ROLE OF TRADE UNIONS
-IMPORTANCE TO EMPLOYEES
-ADVANTAGES OF COLECTIVE BARGAINING
-COLLECTIVE BARGAINING IN INDIA
Collective Bargaining/ Unionization
Learning Objectives
Identify major legislation that has impacted the ability of nurses to unionize
Identify factors that influence whether nurses join unions
Describe the relationships between national economic prosperity, the existence of nursing shortages and surpluses, and the unionization rates of nurses
Identify the largest unions representing health-care employees and nurses in particular
Identify the steps necessary to start a union
Debate philosophically the potential conflicts inherent in having a professional organization also serve as a collective bargaining agent
Reflect on whether going on strike can be viewed as an ethically appropriate action for professional nurses
Explore labor laws regarding overtime and working conditions present in the state in which he or she lives or will seek employment
Explain how equal employment legislation has affected employment and hiring practices
Describe current legislation that seeks to eliminate gender-based differences
Identify how the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination and Employment Act have attempted to reduce discrimination in the workplace
Identify the purpose of the Occupational Safety and Health Act (OSHA)
Identify strategies for eliminating sexual harassment in the workplace
Underlined is done!!
Collective bargaining video
https://youtu.be/5ulJqK3KxEE
Terminology associated with unions and collective bargaining
Agency shop: Also called an open shop. Employees are not required to join the union.
Arbitration: Terminal step in the grievance procedure where a third party reviews the grievance, completes fact finding, and reaches a decision. Always indicates the involvement of a third party. Arbitration may be voluntary on the part of management and labor or imposed by the government in a compulsory arbitration.
Collective bargaining: Relations between employers, acting through their management representatives, and organized labor
Grievance: Perception on the part of a union member that management has failed in some way to meet the terms of the labor agreement
Lockout: Closing a place of business by management in the course of a labor dispute for the purpose of forcing employees to accept management terms
National Labor Relations Board (NLRB): Labor board formed to implement the Wagner Act. Its two major functions are
(a) determine who should be the official bargaining unit when a new unit is formed and who should be in the unit
(b) adjudicate unfair labor charges.
Union shop: Also called a closed shop. All employees are required to join the union and pay dues.
What Is Collective Bargaining?
A process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment
Chapter 22, examines the leadership roles and management functions necessary to create a climate in which unionization and employment legislation are ...
This presentation is based on HRM with many references outside of an author K Aswathappa 7 edition book.
So, friends it is now for you to use and share more and more with gaining new experiences.
These slides is uploaded for information purposes and as partial requirement of Philippine Women's University in PhD class; Subject:Governance in Health Care Practice
Industrial Relationship and Trade UnionAbhijit Nayak
Definition of Industrial Relationship, importance, approach, relevance, characteristics. Industrial Disputes. Trade union details and advantages. Why we need to join trade union.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of the physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar lead (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
6. Describe the flow of current around the heart during the cardiac cycle
7. Discuss the placement and polarity of the leads of electrocardiograph
8. Describe the normal electrocardiograms recorded from the limb leads and explain the physiological basis of the different records that are obtained
9. Define mean electrical vector (axis) of the heart and give the normal range
10. Define the mean QRS vector
11. Describe the axes of leads (hexagonal reference system)
12. Comprehend the vectorial analysis of the normal ECG
13. Determine the mean electrical axis of the ventricular QRS and appreciate the mean axis deviation
14. Explain the concepts of current of injury, J point, and their significance
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. Chapter 3, Cardiology Explained, https://www.ncbi.nlm.nih.gov/books/NBK2214/
7. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
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- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
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Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
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2. DEFINITION
COLLECTIVE BARGAINING IS AN
AGREEMENT BETWEEN A SINGLE
EMPLOYER OR AN ASSOCIATION OF
EMPLOYERS ON THE ONE HAND AND
A LABOUR UNION ON THE OTHER,
WHICH REGULATES THE TERMS AND
CONDITIONS OF EMPLOYMENT”
TUDWIG TELLER
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)
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. 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.
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. 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.
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. 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. 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. 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. 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. THE COLLECTIVE
BARGAINING PROCESS
• PREPARE
• DISCUSS
• PROPOSE
• BARGAIN
• SETTLEMENT
18. COLLECTIVE BARGAINING
MEMBERS
• REGISTERED NURSES
• PHYSICIANS
• OTHER PROFESSIONALS
• TECHNICAL EMPLOYEES
• NON -PROFESSIONALS
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.
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.
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. 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. 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.
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
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
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. MANAGERS ROLE DURING
INITIATION 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. 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. NURSES ROLE DURING THE
INITIATION 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. 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. 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. 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. GOALS OF PROFESSIONAL
ASSOCIATIONS
• To make decisions on the basis of
competence rather than community.
• To resolve conflicts through
confrontation.
• To maximize collaboration.
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. FUNCTIONS OF ANA
• Represents the interest of nurses in
collective bargaining.
• Advances the nursing profession by
fostering high standards for nursing
practice.
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.
47. HEALTH CARE LABOUR
LAWS
• MINIMUM WAGES ACT -1948.
• STRIKES & LOCK OUTS.
• PROTECTION OF SERVICE
CONDITIONS.
• REMOVAL FROM SERVICE.
48. CONTD
• REGULATION OF CONTRACT
LABOUR.
• HEALTH &MATERNITY BENEFITS.
• RETIREMENT BENEFITS.
• WOMEN LABOUR & LAW.
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 ANA's 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.