Labor Relations In Health Care

634 Words2 Pages
bulb-icon

Recommended: National labor relations act summary

Chapter 20 gives one and overview of Labor relations and how it pertains to the healthcare system.
Giving and overview of the things that healthcare facilities have to endure on a daily basis when it pertains to the welfare of the patients and rights to services whether the medical staff is undergoing problems within the healthcare sector of their employment. In 1935, Congress enacted the National Labor Relations Act also known as the Wagner Act to define the conduct of employers and their employees in response to unfair labor practices providing hearings regarding complaints within that particular scope of practice (p 474). The following two review questions give emphasis on some things that were addressed in this Chapter 20 not everything that was discussed but just the ones regarding the NLRA and the right that patients have in regards to strikes.
2. Using the hospital as a setting give two examples of what would violate the National Relations Labor Act (NRLA). …show more content…

Giving the employees the right to establish a union to bargain collectively over hours, there rate of pay and working conditions that are deemed necessary for a healthcare worker to perform there required duties. This representative is one that the employees has chosen to engage in strikes, picketing and other problems that arise giving aid and protection (Cibull, S.J., 2009). In doing so there can be no retaliation from the employer to the employee that is exercising their rights that are stated by this particular law. A hospital can violate the National Relations Labor Act by doing the

Show More
Related

  • Legal Issues in Healhthcare

    933 Words  | 2 Pages

    While working at the OB-GYN department in the hospital, Dr. Vandall, as a Vice Chair of the Department of Obstetrics and Gynecology, learned that another employee of the hospital, Dr. Margaret Nordell was engaged in a level of treatment that was unethical and violated accepted standards of care. It was his duty to the hospital and to the patients, to monitor the competence of his staff members. Although he tried to take the proper steps to deal with it within the hospital, he ended up reporting this to the North Dakota Board of Medical Examiners. It was concluded by the Board that the treatment of Dr. Nordell was gross negligence and they suspended her license to practice medicine.

    Read More

  • Flagiello Vs Pennsylvania

    1314 Words  | 3 Pages

    “Hospitals today are growing into mighty edifices in brick, stone, glass and marble. Many of them maintain large staffs, they use the best equipment that science can devise, they utilize the most modern methods in devoting themselves to the noblest purpose of man, that of helping’s one’s stricken brother. But they do all this on a business basis, submitting invoices for services rendered.”

    Read More

  • Reduction in Force

    1533 Words  | 4 Pages

    Today, many health care organizations have been forced to reduce their workforce due to the downturn of the economy. Marshall and Broas (2009) state that whenever health care organizations conduct a reduction in force (RIF); there is the potential for legal risk. However, with proper planning and implementing, employers can minimize the risk of litigation (Marshall & Broas, 2009; Segal, 2001). Hence, before carrying out a 10% reduction in workforce, there are a number of steps that need to be taken to ensure it is successful.

    Read More

  • Patient Control in One Flew Over the Cuckoo's Nest by Ken Kesey

    1030 Words  | 3 Pages

    The forced labor is put upon the patients typically in the afternoon when they would be most active. This policy of forced labor is endorsed by Nurse Rached.... ... middle of paper ... ...

    Read More

  • The Nurse Compact Licensure Disciplinary Risks

    1002 Words  | 3 Pages

    The article Troubled Nurses Skip from State to State Under Compact exposed nurses under disciplinary actions in one compact state were being able to continue practicing in another compact state. The article discusses the case of one particular nurse, Craig Peske, who was fired from a Wisconsin hospital in 2007. Peske was suspected of stealing Dilaudid, “when in a three-month period he signed out 245 syringes full of the drug – nine times the average of his fellow nurses” (Webe...

    Read More

  • The Federal Anti-Kickback Statute

    927 Words  | 2 Pages

    Showalter, J. S. (2007). Southwick’s the law of hospital & health care administration, 5th ed.

    Read More

  • Anti-discriminatory Practice

    2198 Words  | 5 Pages

    Laws and Legislations are in place to promote equality, they apply to everyone and by law every individual must abide by these rules. The purpose of laws and legislations is that every individual is protected by them as others may discriminate against them and by putting these laws in place then it reduces the amount of discriminations and promotes equality. Just like any other setting, laws and legislations apply to hospitals as well. They are vital in a hospital setting as it can affect many factors in the hospital from the way nurses work to how data within computer systems are protected. In this report, I will be explaining how laws and legislations affect hospital setting and how they can bring positive reinforcement into a hospital setting.

    Read More

  • The Nurse-Patient Ratio and Patient Safety

    1326 Words  | 3 Pages

    On April 17th 2013, Senator Barbara Boxer (California) introduced a federal bill that is aimed to reduce nursing shortages by establishing a minimum nurse-to-patient ration in hospitals. She is also ordering whistleblowing protection for nurses who report quality-of-care violations. The law requires that every hospital implement a written hospital-wide staffing plan that will guide the assignments to...

    Read More

  • Norma Rae: Labor Unions and the Power Struggle

    3053 Words  | 7 Pages

    Labor unions were established as a way for workers’ needs and grievances to be heard by management. According to Fossum (2012), “forming a union creates a collective voice to influence change at work” (p. 7). The collective voice of workers in a union holds much more power than any single employee’s voice. It can loudly draw attention to mistreatment or abuse of workers. The organized collective voice of workers demands to be treated in a fair way by its management in terms of wages, hours, benefits, and working conditions.

    Read More

  • The National Labor Relations Board

    1375 Words  | 3 Pages

    This paper will focus on one particular agency, the National Labor Relations Board (NLRB). The NRLB was created by the 1935 National Labor Relations Act, also known as the Wagner Act. Besides creating the NLRB, the Act also provides three other key provisions:

    Read More

  • The Labor Unions

    2667 Words  | 6 Pages

    Unions have become commonplace in the labor arena. They provide employees with a valuable tool that allows them to stand together against their employer to make sure that their rights are upheld in the workplace. This paper will focus on labor unions with regards to how they work in two very different companies, Ford Motor Company and United Airlines. Also, a brief history will be outlined as well as legislation regarding unions.

    Read More

  • The Health Care Crisis

    1327 Words  | 3 Pages

    The cost of insurance has increased dramatically over the past decade, far surpassing the general rate of inflation in most years. Between 1989 and 1996, the average amount an employee had to contribute for family coverage jumped from $935 to $1778. In 1990, American companies spent $177 billion on health benefits for workers and their dependents; that number rose to $252 billion by 1996, or more than double the rate of inflation. Among the cost drivers: an aging population – the number of senior citizens who need health benefits is increasing dramatically every year; medical technology advances – which decreased the death rate; new drugs – expensive and effective, which make us live longer; and of course the increase of fear in medical litigations among doctors. Increase in usage will surely increase the cost of health care. On average, between the ages of 45 and 65, a person’s usage of health care triples. Eighty year-olds use nine times more health care services than 45 year-olds. By the year 2030, the number of people over 65 is expected to double. The cost for medical services have increased as well. Since 1980, medical cost have risen 281%. The number of organ transplants has doubled in the past 15 years, and all transplants cost over $100,000.

    Read More

  • Workplace Violence in Nursing

    878 Words  | 2 Pages

    Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).

    Read More

  • Midwest Hospital Case Study Essay

    1065 Words  | 3 Pages

    This paper’s brief intent is to identify the policies and procedures currently being developed at Midwest Hospital. It identifies how the company’s Management Committee was formed and how they problem solved and delegated responsibilities. This paper recognizes the hospital’s greatest attributes and their weakest link. Midwest Hospital hired Dr. Herb Davis to help facilitate the development and implementation of resolutions for each issue.

    Read More

  • Collective Bargaining Agreements

    1667 Words  | 4 Pages

    A collective bargaining agreement collectively sets the terms on which an employer offers individual work contracts to each of its employees in the bargaining unit. A bargaining agreement, also herein referred to as a labour agreement, is a legally enforceable written commitment, which states the rights and duties of all parties involved. The labour agreement should be made in good faith and is intended to be observed and not violated. The National Labour Relations Act obligates employers and unions to bargain in good faith concerning terms and conditions of employment, including hours and wages. Like any normal contract, competent parties must enter into a labour agreement. However, a labour agreement is unique from other legal contracts in that there is no consideration involved and nothing tangible is exchanged. Many, but not all, unions require formal ratification of a new labour contract by a majority membership acceptance, which is determined through vote by the members. Until majority approval of those voting in a ratification election is received, the proposed labour contract is not final. While each labour agreement is unique to the needs of an organization and its employees, most agreements include five issues: (1) Management Rights, (2) Union Security, (3) Wages and Benefits, (4) Individual Security (Seniority) Rights, and (5) Dispute Resolution. Management Rights “Management” is the process of working with people and resources to accomplish organizational goals by making the best possible use of money, time, materials and people. The management process, when properly executed, involves a wide variety of activities including planning, organizing, directing and controlling. It is management’s role to perform all of these functions in order to maximize results.

    Read More

More about Labor Relations In Health Care

Open Document