Labor Legislation Nursing

Labor Legislation – Nursing
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Labor Legislation- Nursing
Introduction
A collective bargaining agreement (CBA) is a negotiation, in writing, between the management of an organization and a group of its employees, usually represented by a labor union. It outlines the terms and conditions of employment in regard to terms of payment, working hours and other working conditions of the employees. In the nursing profession, like any other, the aim is to achieve what the employees believe to be fair, and what the management can handle considering the organization’s financial resources and operational needs.
Analysis
The nurse leader has a responsibility to foster a positive relationship and in the labor relations by creating an environment that considers the staff’s voice and input. He/she must also consider the employees’ welfare when formulating and communicating policies. He/she should be well-informed about labor law and relations protocols and must ensure that the facility’s management is educated and effective (Titzer, 2013).
US legislations such as the National Labor Relations Act (NLRA) or the Wagner Act of 1935 have permitted workers to seek and organize union representation through a CBA. In 1974, there was another legislation, an extension of the NLRA, which allowed non-profit hospitals to choose their representatives and form labor organizations to help them bargain collectively. CITATION Nat16 l 1033 (National Labor Relations Act (1935), 2016). NFP hospitals and nursing homes, all of which were previously excluded from the right to organize law, were allowed to do so.

The Taft-Hartley Act of 1947 permitted the president, in the event of a strike that presents a danger to national safety and health, to appoint a board of directors to inquire about and handle the situation. It consisted five members, and 33 regional directors that were obligated prevent unfair practices and the refusal to bargain collectively by employers (Titzer, 2013).
The impact of these legislations on the workers was that they were assured that their rights would be enforced and maintained in the long run. For the employers, on the other hand, the legislation provided them with a framework on how to handle their staff and formed the basis of labor relations for the good of the organization, its employees, management, and the US economy.
References
BIBLIOGRAPHY l 1033 National Labor Relations Act (1935 nurse leader responsibility in a cba). (2016). Retrieved from Our Documents: https://www.ourdocuments.gov/doc.php?flash=false&doc=67
Titzer, J., (2013). Nurse manager succession planning: synthesis of the evidence. Journal of nursing management, 21(7), 971-979.