NLRB Regulations: Healthcare Organizations Need to Act
[Editor’s Note: this
blog was originally written by Jim Trivisonno, President of IRI Consultants]
Mounting success along with precedent-setting standards that
ease a union’s ability to organize will contribute to a continued focus by
unions on organizing hospitals and healthcare providers, further challenging
employers. Employers will need to focus efforts to maintain positive employee
relations and responsiveness to employee concerns.
So, to help healthcare organizations better understand where
unions are focusing efforts (and in turn put plans in place to combat the
issues), IRI in conjunction with the American Society for Healthcare Human
Resources Administration (ASHHRA) recently published the 45th Semi-Annual Labor
Activity in Health Care Report. The report shows data and analysis of national,
regional and state representation and election petitions, as well as articles
about relevant and timely labor issues impacting employers and the workplace. A
few of the gravest issues are outlined below.
Increased Number of
From April 14, 2015, when the NLRB’s expedited election rule went into effect,
through August 30, 2015, there was a 9.6% increase in the number of
petitions filed to represent employees in all industries versus the number of
petitions filed during the same period in 2014. The Board conducted 365
representation case (RC) elections in those few months. The vast majority were
held in 21 to 30 days while the shortest petition-to-election timeframe was
On Track for Record
In the first six months of 2015, there were 153 representation (RC) elections
held in the healthcare sector. Unions were elected as a result of 76% of
these. If the rate of organizing continues, unions are on pace to file a record
number of RC petitions in the healthcare industry this year.
New York, California, Michigan, Pennsylvania, Washington and New Jersey were
the most active states for union organizing in healthcare. Unions continue to
succeed in RC elections in these states in a disproportionate number.
Face-to-face with these facts, now more than ever, employers
need to take proactive steps to prepare their organizations for a union
organizing effort. Due to the new election rules that took effect earlier this
year, there simply isn’t enough time for an employer to react unless they have
already taken steps to think through a comprehensive, detailed prevention
strategy and counter campaign.
To read the full
report referenced in this blog, you may visit http://iriconsultants.com/news-article/2015-ashhra-report.