One of the most critical actions by a nurse in promoting a good relationship in labor relations after a collective bargaining agreement (CBA) has been implemented in an organization is to uphold the terms of the contract. Typically, CBA governs employment issues such as wages, working conditions, and employees’ safety, just to mention a few, which have been negotiated and settled upon by the employer and a group of workers who are represented by a labor union. As such, it is the responsibility of a nurse in a leadership position to ensure that the terms are adhered to (Huber, 2015). Any suspected violations on CBA should be investigated. When nurses respect the CBA, it is fair to all the parties who participated in the negotiations.
Another action that a nurse leader should take into consideration after the CBA has been effected is to govern fairly and include all the employees in decision making. Administration of personnel policies can play a significant role in maintaining fairness and cooperation. This boosts the relationship at work in the sense that everyone feels important and recognized as they are given an opportunity to express their views. Most importantly, a nurse who is in a leadership role can facilitate a healthy relationship in work relations after a CBA has been executed is being aware of any changes in the employment and labor law (Huber, 2015). Alteration in working legislations may negatively affect the nurse workers and staying being updated helps a nurse leader to mobilize other employees to seek negotiations to address their issues where necessary.
U.S legislations that significantly influence worker’s rights and conditions
National Labor Relations Act (NLRA) which was enacted in 1935 is one of the current laws in the U.S that support workers’ privileges and the employment circumstances. It regulated the labor laws which enable workers to have certain basic entitlements. For instance, NLRA allowed employees the privilege to have trade unions and to participate in collective bargaining negotiations (Strecker, 2016). The Act has specific provisions regarding collective bargaining. Foe example, only one representative is permitted for a group of employees. NLRA also ensures that employers act fairly towards their employees (Strecker, 2016). For instance, under the Act, companies are banned from coercing or preventing their staff from joining labor organizations. From the law, employees are protected from bosses who would want to exploit their labor for personal gains. Most importantly, NLRA ensures that workers are not denied their rights. As for the management, the Act may have negative effects on them when they are not willing to bargain or when they are incapable of meeting the demands of their personnel.
The Occupational Safety and health Act (OSHA)
OSHA is another legislature that largely impacts workers’ rights and conditions in the U.S. The Act mainly focuses on the employees’ safety by making sure that the working environments are not hazardous. More specifically, the Act center of focus is the sectors in the private sector whereby it standardizes well-being and safety surroundings (Friend & Kohn, 2018). OSHA requires the companies which it has covered to show a poster indicating employees’ right to seek an OSHA inspection at work. The Act is vital to workers as under it, work hazards are eliminated, guaranteeing their safety. Employees are likely to perform well when they operate under safe conditions. As such, the management is influenced by OSHA as it causes improved productivity.
Friend, M. A., & Kohn, J. P. (2018). Fundamentals of occupational safety and health. Rowman & Littlefield.
Huber, D. (2015). Leadership in Nursing Care Management (4th edition) chapter 13. Missouri: Saunders Elsevier.
Strecker, D. E. (2016). Labor Law: A Basic Guide to the National Labor Relations Act. CRC Press.