developing a partnership patricia mathis, rn, msn, nea-bc 10-23-15 nurse executive and labor...
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DEVELOPING A PARTNERSHIP
PATRICIA MATHIS, RN, MSN, NEA-BC10-23-15
Nurse Executive and Labor Relations
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Objective
To identify processes utilized to facilitate a partnering environment between management and bargaining units
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Labor Management Partnerships
1993 – Clinton National Partnership Council for Federal Government
Employees
1997 - Kaiser Permanente Developed Labor Management Partnership (LMP) 28 Union Locals, Kaiser Permanente and the
Permanente medical groups
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MANAGEMENT RIGHTS
Hire, direct, layoff, and retain employees
Effect disciplinary actions
Assign work
Select and appoint employees
Whatever action necessary in the event of an emergency
Change working conditions AFTER notifying union and providing opportunity to negotiate impact and implementation (I&I)
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EMPLOYEES RIGHTS
FORM, JOIN OR ASSIST a labor organization;
ACT AS A REPRESENTATIVE of a labor organization;
BARGAIN COLLECTIVELY through a labor organization;
Union Representation IF formal discussion;
Pay or not pay dues, still entitled to Bargaining Unit Representation
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UNION RIGHTS
Bargain with agency over the impact and implementation (I&I) of practices, policies and working conditions
Negotiate with agency when management actions impact working conditions
Represent bargaining unit employees in investigative meetings, grievances, and discussions related to working conditions
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MANAGEMENT UNFAIR LABOR PRACTICES
Interfere with, restrain, or coerce an employee to exercise his rights for representation;
Attempt to induce management to discriminate against the employee
Refuse to consult, or negotiate
Fail to cooperate in impasse procedures
Enforce rules or regulations in conflict with prior collective bargaining agreement
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UNION UNFAIR LABOR PRACTICES
Attempt to induce agency management to discrimination against an employee
Interfere with, restrain, or coerce an employee in the exercise of his rights. Coerce or take an economic sanction against a union member as punishment for the purpose of hindering work performance or productivity of a Federal employee
Discriminate against an employee with regard to the terms or conditions of membership based on race, color, creed…
Refuse to consult or negotiate with an agency
Fail to cooperate in impasse procedures
Call or engage in a strike, work stoppage or slowdown, or picketing which interferes with an agency’s operations
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Barriers for Labor and Management Officials
Focus on one person rather than representing the collective interest;
Own interest….ex. Want 15 spots for SEIU officials;
Lack of knowledge …ex. Practice change….invited to decisional meetings….did not come;
Lack of TRUST
Who holds the POWER
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AVOIDING UNFAIR LABOR PRACTICES
Definition: An unfair labor practice is a violation of the rights provided by the Federal labor-management relations law
Most Common Management ULP’s Failure to Bargain Failure to Allow Union Representation Discriminatory Actions or Threats
Common ULP Situations Workplace Change Situations Meeting with Bargaining Unit Employees Statements or Actions Related to Union Activity
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Kaiser Permanente Partnership
Union Worker POV.wmv
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MOU
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THIRD PARTIES
Federal Mediation and Conciliation Service
Federal Service Impasses Panel
Arbitrators
Federal Labor Relations Authority
United States Court of Appeals
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Indianapolis VA Partnerships
Two Labor Partners - SEIU and AFGE Predecisional Involvement I&I Bargaining
Management/Labor Monthly Forum Meetings General, non situation specific labor issues
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Partnership Opportunities
Nurse Executive/Labor Partner professional relationship development
Inclusive rather than exclusive
Must listen
Hold your decision making when hearing Grievance/Request to Bargain
Use your resources – HR/LR
Keep it about the issue