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Collective Bargaining and Labour Relations

Collective Bargaining and Labour Relations

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Collective Bargaining and Labour Relations

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  1. Collective Bargaining and Labour Relations By Diane Ross Leslie Slaunwhite Lindsay MacLean Sarah MacDonald

  2. Objectives By the end of this presentation the student will be able to: • Define collective bargaining • Define labour relations • Explore the impact of collective bargaining on nursing practice • Explore the impact of labour relations on nursing practice • Examine how collective bargaining affects nurses in the workforce. • Examine how labour relations affects nurses in the workforce. • Discuss how the nursing union contributes to collective bargaining • Discuss how the nursing union contributes to labour relations.

  3. Collective bargaining • Process used for resolving labour disputes. • Disputes settled through negotiation between employer and representatives of the employees (Yoder-Wise, 2003)

  4. Collective Bargaining Unit • Is the joining together of employees for the purpose of increasing their ability to influence the employer and improve working conditions. (Yoder-Wise, 2003)

  5. Participating in an organization • Allows the person to remain involved in the decision making process that affects the nursing profession • Provides persons with many ways to lead and relate to others • Provides a place to network • May give people the opportunity to work on a personal attribute (Yoder-Wise, 2003)

  6. Skills Learned From Organizational Involvement • Conflict resolution • Interpersonal communication • Public speaking • Mentoring • Conducting meetings creating agendas • Facilitation • Delegation • Consensus building • Political advocacy • Legislative work/ lobbying • Problem solving (Yoder-Wise, 2003)

  7. What does a collective bargaining unit do? • Influence decisions • Promote better work environments for nurses. • Allow nurses to give input to the environment in which they provide care • Distribute resources effectively and efficiently • Enables nurses to give input into the quality of client care. • Helps to shape health care related bills. (Yoder-Wise, 2003)

  8. Collective Action • The process for maintaining and achieving professional practice through group decision making (Yoder-Wise, 2003)

  9. Collective Action • An important part of collective action is the ability of the representative to bargain and negotiate (Yoder-Wise, 2003)

  10. Labour Relations • All matters arising out of the employer-employee relationship, it is very closely related to collective bargaining and its associated activities. (Yoder-Wise, 2003)

  11. Impact of Collective Bargaining on Nursing Practice Unions • Improve wages and staffing • Unions stand at the heart of the nation's efforts to solve the nursing shortage (Lafer, Moss, Kirtner, & Rees, 2009)

  12. Impact of Collective Bargaining on Nursing Practice • Unions • Provide nurses with a voice on the job • Gets nurses involved in hospital decision making • Nurses need to have a meaningful say over the policies that shape their work lives (Lafer, Moss, Kirtner, & Rees, 2009)

  13. Impact of Collective Bargainingon Nursing Practice • Collective Bargaining agreements (CBAs) • Practice that supports best possible client health outcomes • Common subjects that are negotiated, for example, are mandatory overtime (Budd, Warino & Patton, 2004)

  14. Impact of Labour relations on Nursing Practice • National labour relations act (NLRA) -Employers obligated to negotiate with employees as equals -Employers required to bargain in good faith (Budd, Warino & Patton, 2004)

  15. Canadian Federation of Nurses Unions • Protect the health of patients • Protect national health system • Promoting Nurses & Nursing Profession at the National Level (Canadian Federation of Nurses Unions, 2009).

  16. Nova Scotia Nurses Union • The Nova Scotia Nurses Union represents approximately 5500 Registered Nurses and Licensed Practical Nurses working in acute and long term care, with the VON and Canadian Blood Services. (Nova Scotia Nurses Union, 2009)

  17. Nova Scotia Nurses Union • Members: over 5,000 nurses • Locals: 99 Locals Total • Annual Meetings: each May • Staff: 14 members • Board of Directors (Nova Scotia Nurses Union, 2009)

  18. Nova Scotia Nurses Union • The advancement of the social, economic and general welfare of nurses and other allied personnel. • The regulation of relations between nurses and other allied personnel and their employers, and the negotiation of written contracts with the employers implementing progressively better conditions of employment. • The promotion of effective communication with employees. The promotion of the knowledge of nurses and other allied personnel in all things related to their social and economic welfare through education and research.

  19. The promotion of unity within the nursing profession and other allied fields through cooperation with, and in support of, other organizations. • To promote political awareness amongst the membership. • The promotion of the highest standard of health care. • The promotion of the nursing profession. (Nova Scotia Nurses Union, 2009)

  20. Nova Scotia Nurses Union • Labour Relations Provide: - Contract Interpretation - Assistance with grievances - Negotiation - Legal Advice - Labour Education (Nova Scotia Nurses Union, 2009)

  21. Nova Scotia Nurses Union • Negotiating Contracts. • Local Members in Control. • Public and Government Relation. • Represents member’s interest (Nova Scotia Nurses Union, 2009)

  22. Nova Scotia Nurses Union • Joining Call 1-800-469-1474 Address: NSNU 30 Frazee Ave Dartmouth, NS B3B 1X4 • Fees: Provincial- $20.34 biweekly per member Local- $0.12 to $4.00 biweekly as determined by Local membership (Nova Scotia Nurses Union, 2009)

  23. the issue • The question of the benefit of collective bargaining in nursing is an issue, not a problem. • An issue requires analysis, has multiple dimensions, multiple possibilities, multiple barriers to resolution, and persist over time (MacIntyre & Thomlinson, 2003). • A problem benefits from analysis, has one dimension, solutions is apparent, usually response based, numerically measureable, and can be resolved immediately. (MacIntyre & Thomlinson, 2003). • Because collective bargaining / unions is an issue it has both agreements for and against its use in nursing. (Yoder-Wise, 2003)

  24. Pros • Give nurses a voice • Collective bargaining units represent nurses at the bargaining table, they assist in such things was wage benefits, pensions, sick time and holiday time. • Provide opportunity for continued education • A collective bargaining contract requires management to bargain, which is not a requirement in noncontract organizations. • One study found that workers that are part of collective bargaining units earn 28% more then non unit members (Pittman, 2007). • Provides protection against employers terminating a worker at will, can also provide added protection for “ whistleblowers” (Yoder-Wise, 2003)

  25. Cons • Decisions are decided by majority vote. • Members may feel pressured to vote a certain way by union leaders. • Can take a long time to negotiate a contract, months or years in some cases. • Union members can make less in the long term due to pre-agreed contract terms. (Yoder-Wise, 2003)

  26. Bargaining agent • Suggestions for choosing a bargaining agent • A strong commitment to nursing practice, legislation, regulation and education • A well-prepared practice, policy and labor staff • Representative of those they represent in both gender and ethnic makeup • National in scope and local in implementation • Control by individual members over bargaining unit activities (Yoder-Wise, 2003)

  27. Canadian nurses • Canadian nurses have two separate organizations: a professional association and a union. • The professional association focus is on maintaining appropriate standards for nurse and public interest. • The union focus on the socioeconomic needs of its members, and has no legal obligation to protect the public interest. • Its important to remember that unions are different in very province, territory, state and country (Yoder-Wise, 2003)

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