Workplace law
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The relationship between the employee and the employer is nearly non-existent when a union is involved because negotiation is now completed between employer and union (Sanders & McCutcheon, 2010). This relationship allows that a union’s interest is not just one individual employee but all of its

members (Sanders & McCutcheon, 2010). One contract covers each member of the bargaining unit and a bargaining unit can consist of nurses or doctors,

but not both (Sanders & McCutcheon, 2010). A union impacts all aspects of the employment of its members, to include disciplinary actions, grievance

processes and policy, and compensation (Sanders & McCutcheon, 2010).

Pros of having or being a part of a union is that they protect its employees (Connect US, n.d.). The interests of their members include fair

compensation and safe working environments (Connet US, n.d.). Another pro is that employees may be more satisfied in the work environment which is a

benefit to the employer, meaning employee turnover is minimal (Connect US, 2010). A labor union brings benefits to include retirement benefits,

insurance for all of its employees, and even paid leave, when necessary (Connect US., 2010). The biggest positive of a union is that each employee

is protected. Each employee will be treated equally and may not be discriminated on (Connect US, 2010). Finally, having a union behind an employee

means that there is strength in numbers, which allows for collective bargaining (Connect US, 2010).

Cons of unions includes unions being monopolized and run by “cartels,” Connect US (2010, para 15). There is also the possibility that the number of

jobs available are limited due to the compensation levels (Connect US, 2010). Unions also are immune from taxation and antitrust laws (Connect US,

2010). Basically, employees can strike when an issue arises or talks are in process, causing issues with the hospital and the patients. Union dues

may be expensive and cause the employee to bring home less money than expected (Connect US, 2010). Finally, an employee’s job performance may be

influenced by the union (Connect US, 2010).

Unions provide a voice against management while allowing the focus to be on patient care and not just profits for the organization (HRF, 2015).

Collective bargaining and the mandate of providing care to patients can be reconciled when the rights of the patient and the rights of the provider

are brought together to determine ultimate focused care. Collective bargaining allows for employees to join together to negotiate issues that affect

themselves and their environment. Collective bargaining also allows needs to be met which are individualized for each bargaining unit. If collective

bargaining is handled properly, patient care can only be positively impacted.

Reference

Connect US. (n.d.). List of 9 key pros and cons of labor unions. Retrieved from

HRF. (2015). 8 pros and cons of a nursing labor union. Retrieved from https://health

researchfunding.org/8-pros-and-cons-of-a-nursing-labor-union/

Sanders, L., & McCutcheon, A. (2010). Unions in the healthcare industry. Retrieved from

http://webbsanderslaw.com/wp-content/themes/webbsanderslaw/img/Unions-in-the-

Healthcare-Industry,-Labor-Law-Journal-(Fall-2010).pdf

Keep in mind posting, should be substantive based on evidence ( concepts, ideas, evidence-based research or practice which must be cited)

and well supported with examples and details (from professional experience is acceptable, but must be substantiated with supportive evidence and

cited appropriately [citation in text and a reference list). Brief responses and personal opinions are not appropriate .The

response should meet a minimal requirement of at least a paragraph in length, A paragraph should contain at least three (3) complete

statements.

APA HANDBOOK:
http://owl.english.purdue.edu/owl/resource/560/01/