The concepts of nursing unions and collective bargaining are centered around the ideas of collaboration, common goals, and advocacy. In this regard, such organizations aim to represent the interests of a group of nurses and protect their rights (“Collective bargaining agreement,” 2019). According to Gaines (2022), “only 20.4 percent of RNs and 10 percent of LPNs/LVNs currently identify as union members” (para. 3), which indicates the need to discuss such organizations with regard to their advantages and disadvantages. Overall, while nursing unions and collective bargaining can improve job security and working conditions, they also require membership fees and might complicate several aspects of the work process and procedures.
In general, nursing unions use collective bargaining to address the issues with employment, safety, wages, and benefits for nurses. One of the major advantages of membership in such organizations is improved job security (Gaines, 2022). It is achieved through the prohibition of employee termination without a cause, which encourages fair treatment of nursing personnel. Furthermore, unions “ensure that nurses have fair pay, good benefits, and safe/satisfactory working conditions” (“Benefits of collective bargaining,” n.d., para. 2). As noted by Gaines (2022), “the median weekly earnings of union employees are 20% higher than the pay of non-union members, and … unionized nurses earn $200-$400 more per week than non-unionized nurses” (para. 10). As a result of improved working conditions, safety rules and protocols are followed properly, which helps improve patient outcomes regarding readmission rates and hospital-acquired infections (Burger, 2022). Nursing unions maintain high standards with regard to the hiring and promotion of employees, ensuring that members receive adequate pay for their services. Moreover, collective bargaining provides legal protection and ensures fair treatment for nurses in case of grievances, complaints, or disciplinary actions.
Nevertheless, membership in nursing unions implies monthly fees, which must be paid regularly regardless of the individual’s current employment status or mode. As noted by Burger (2022), “nurses in a collective bargaining unit pay as much as $90 per month for union representation” (para. 3). The disadvantage of mandatory membership fees can often be complicated by the need to attend unpaid strikes (Schraeder & Friedman, 2002). Individual members of a union might not support the cause or be able to afford not to get paid during such movements. Another significant disadvantage associated with collective bargaining involves certain procedures that might complicate employees’ relationship with the employer and cause tensions and conflicts (Gaines, 2022). For instance, termination and resolution of disputes are always mediated by unions. According to Alexander and Bloom (1987), organizational complexity tends to increase as a result of collective bargaining. Furthermore, Miller (1980) notes that nursing unions might aggravate clinical outcomes by focusing on personnel rather than patients. Finally, seniority is prioritized over performance in the case of collective bargaining, determining the next pay increase for each member based on their service time rather than efficiency.
To conclude, nursing unions are associated with both benefits and disadvantages, which indicates that membership in such organizations needs to be considered from various perspectives before making a final decision. On the one hand, collective bargaining helps ensure that working conditions are beneficial, which improves job security and satisfaction among employees. On the other hand, unions might complicate working processes and relationships with other team members while also contributing to mandatory monthly fees for nurses.
References
Alexander, J. A., & Bloom, J. R. (1987). Collective bargaining in hospitals: An organizational and environmental analysis. Journal of Health and Social Behavior, 28(1), 60-73. Web.
Benefits of collective bargaining (n.d.). Michigan Nurses Association. Web.
Burger, C. (2022). Do unions benefit or harm the healthcare & nursing industries? Registered Nursing. Web.
Gaines, K. (2022). Should I join a nurses union? Pros And cons. Nurse.org. Web.
Miller, R. U. (1980). Collective bargaining: A nursing dilemma. AORN Journal, 31(7), 1195-1200. Web.
Schraeder, M., & Friedman, L. H. (2002). Collective bargaining in the nursing profession: Salient issues and recent developments in healthcare reform. Hospital Topics, 80(3), 21-24. Web.