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.
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)/ Wagner Act (1935) have provided employees with the right to organize and seek union representation through a CBA. In 1974, there was another legislation, an extension of the NLRA, which allowed non-profit hospitals to self-organize, form, join or assist labor organizations to bargain collectively through representatives of their own choosing (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 impact of the NLRA on the workers was that they were assured that their rights would be enforced and maintained in the long run. This is thanks to the five-member board of directors appointed by the president, and 33 regional directors that would prevent unfair practices and the refusal to bargain collectively by employers (Titzer, 2013). 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.
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.