1. Chapter 18
Collective Bargaining: Traditional (Union) and Non-Traditional Approaches

2. A Collective Voice in the Workplace
Identify the milestones in the history of collective bargaining
Compare traditional and nontraditional collective bargaining
Identify conditions that may lead nurses to seek traditional or nontraditional collective bargaining
Identify the positive and negative aspects of traditional and nontraditional collective bargaining

3. Is There a Place for Collective Bargaining in Nursing?
Administrators and nursing supervisors fail to recognize and address nurses’ individual and collective needs
Many nurses support collective bargaining in the workplace as a way to control their practice by redistributing power within the health care organization

5. The Evolution of Collective Bargaining in Nursing
1940s—Nurses subject to arbitrary schedules, uncompensated overtime, no health or pension benefits, and no sick or personal time
75% of hospital employed nurses worked hours per week
1946—ANA approves resolution leading to collective bargaining
Many unions compete for right to represent nurses
1980s—National Labor Relations Board stopped approving all-RN bargaining units
Legal battle between ANA and American Hospital Association

6. Who Represents Nurses for Collective Bargaining?
American Nurses Association (ANA)
Recognizes state nurses associations as bargaining agents
United American Nurses (UAN) under the ANA
Nontraditional process is referred to as Interest Based Bargaining (IBB)
IBB is represented by the Center for American Nurses (CAN)
Accepted as an Associate Organizational Member (AOM)

7. CAN and UAN—What Are the Common Issues?
Staffing issues
Professional performance
Objection to an assignment
Concept of shared governance
Health hazards
Clinical or career ladder
Negotiations

8. Nurse Participation in Collective Bargaining
Collective bargaining for nurses usually occurs in states where there is also significant union activity
80% of nurses belong to no association and have no professional affiliation
ANA’s efforts to address workplace concerns will result in larger membership numbers

9. Where Does Collective Bargaining Begin?
Nurses in private sector are guaranteed legal protection, as stated in National Labor Relations Act, if they seek representation by a collective bargaining agent
Your employer may choose to bargain in good faith
Your employer may appeal requests for representation to the National Labor Relations Board (NLRB)

10. What Can a Contract Do? Wages Job security versus career security
Seniority rights
Resolution of grievances
Arbitration

11. What Are the Elements of a Sound Contract?
Membership
Retirement  
Access to health care benefits
Other Benefit Issues
Family-leave policies
Availability of day-care services
Long-term disability insurance
Scheduling of work hours
Addressing staffing issues

12. How Can Nurses Control Their Own Practice?
Improve professional practice of nurses and nursing assistants
Recommend ways and means to improve patient care
Recommend ways and means to address care issues when a critical nurse staffing shortage exists
Identify and recommend elimination of hazards in workplace

13. How Can Nurses Control Their Own Practice? (cont’d)
Nurse practice committees
Strikes and other labor disputes
Identify and recommend processes that work to ensure the safety of patients

14. Collective Bargaining–Perspectives of the Traditional Approach
Power is achieved in numbers

16. What Lies Ahead?
Demand for nurses and the ability of the nursing educational system to supply adequately prepared RNs to meet current and future public needs
Improvements in overall compensation
Creating a safe work environment and improving work conditions