Governance and Collective Bargaining

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Governance and Collective Bargaining Collective bargaining is the unity of employee for the purposes of increasing their ability to influence their employers and improve working conditions. In the United States the negotiations that happen between concerning parties are written into legally binding contracts and usually last from one to five years. Each facility has governance. Governance generally refers to: the arrangement of the power hierarchy within an organization and how power flows through that organization. Involved in this is the overall decision making process as it relates to resource allocation and the development of policies and procedures (Catalano2012). The three laws that support collective bargaining between employers and labor unions are The National Labor Relations Act of 1935, the Taft-Hartley Act of 1947 and the Bargaining Units for Hospitals. Originally, the NLRA includes nonprofit hospitals and other health-care providers under its authority. The NLRA prevents some employers from reducing wages in hopes the high-paying workers would spend more and reduce the depression. One negative result of this, was employers who could not affords this went bankrupt. The NLRA was amended in 1947 by the Taft-Hartley Act, also called the Labor Management Relations Act (LMRA), with the goal of restoring equality between the unions and management. The Taft-Hartley excluded nurses in nonprofit hospitals from coverage under the NLRA, legally preventing nurses from organizing collective bargaining units and going on strike. It was not until 1974 that the Taft-Hartley Act was amended to cover nurses in nonprofit hospitals, thus allowing nurses to form collective bargaining. In April 1991, the U.S. Supreme Court ruled that the NLRB had the authority to define bargaining unit for all health-care providers in all setting. The NLRB defines 8 separate

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