Think about a time that you may have been injured at work or someone you know has been injured at work. Do you think workers’ compensation goes far enough to address the unique needs of injured healthcare workers? Why, or why not?
Unit 7 Reading
When we think of labor relations, we automatically think about unions, but labor relations also include non-unionized employees in healthcare organizations as well.
Many healthcare facilities like hospitals are unionized and have collective bargaining units representing their employees. The National Labor Relations Act governs these collective bargaining units. This law requires that both employees and employers follow specific regulations and procedures to create and maintain union status. The law prevents either side from using unfair labor practices. The law applies to healthcare unions just like all other unions. Employees must pay dues to the union, and employers cannot discriminate against employees because of bargaining status.
In addition to prohibitions on union discrimination, employers may not discriminate upon the basis of race, color, age, religion, sex, or national origin. This applies to all employers, including healthcare organizations. The Occupational Safety and Health Act (OSH Act) also applies to all employers, but employees in the healthcare field face unique safety challenges that others do not. The OSH Act requires employers keep employees safe from workplace hazards. Employees have the right to be free from injury due to workplace hazards.
Healthcare employees also have the same protections as all employees when it comes to leave time and job protections. The Family Medical Leave Act (FMLA) requires that eligible employees may take up to 12 weeks of approved leave without losing their jobs. Other workplace protections include workers’ compensation. Worker’s compensation allows employees to be paid a portion of their income after they are injured and cannot work.
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