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The National Labor Relations Act was enacted by the Congress in 1935 to protect the rights of employees and employers. The act was passed to encourage collective bargaining and to regulate private sector labor and management practices. In addition, it was aimed at protecting the welfare of the workers, the businesses and the United States economy (National Labor Relations Board).
The National Relations Labor Act states and defines the rights of employees to organize and bargain with their employers through their own chosen representatives. The Act establishes the procedure to exercise choosing the representatives through secret ballot selection. The Act protects the rights of employee and employer to avoid labor disputes from arising that would affect the rights of public (Brody, 2004). The Act safeguards commerce from injury by removing the recognizable sources of industrial strife and unrests. It encourages the fundamental practices to settle industrial disputes.
Pros and Cons of Unions in Healthcare Organizations
The unions in a healthcare organization are a way of having a voice to address issues with the management. The unions of healthcare organizations are crucial in reforming the healthcare sector in the United States. The unions play an essential role in providing healthcare since the health care facilities will be dealing indirectly with employees through a labor union. The union plays its role in the interest of all the employees collectively.
The pros of such unions include the collective bargaining by its very nature that involves negotiating the needs of the workforce. The collective bargaining enables the unions to get better wages and more access to benefits. In addition, the unions guarantee the members job security because their jobs can only be terminated under just causes (Sanders & McCutcheon). The union gives the members strength in numbers by acting as a cohesive group to bargain for better conditions.
The unions also have drawbacks. Some of the cons of the unions include the costs of membership to the union. The unions charge differently and the modes of payment also differ. The unions also lead to loss of individual independence because the members sacrifice individuality by joining the union (Malvey, 2010). Although one may fail to agree with the decisions of the union, they are bound by the membership. The unions create a less collaborative work environment between workers and supervisors in the health sector.
In conclusion, health organizations are better in unions than without any because there are many good things that the unions can accomplish. However, the success of the union depends on the strength of its management and its understanding of the healthcare sector.
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References
Brody, D. (2004). Labor vs. the law. New Labor Forum (Routledge), 13(1), 8-16. doi:10.1080/10957960490265719.
Malvey, D. (2010). Unionization in healthcare strategies. Journal of healthcare management, 55(4), 236-240.
National Labor Relations Board. (N.D). National Labor Relations Act. Retrieved from http://www.nlrb.gov/resources/national-labor-relations-act.
Sanders, L. S. & McCutcheon, W. A. (N.D). Unions in the healthcare industry. Labor law journal. Retrieved from http://www.bassberry.com/files/upload/LLJFall%202010.pdf.
