Employee participation programs in the healthcare industry: are they unlawful under recent labor rulings?

Article Abstract:

The National Labor Relations Act (NLRA) will have significant impact on the development of healthcare setting employee participation programs (EPP), which are central to the emerging management techniques known as continuous quality improvement and total quality management. This is evidenced by two National Labor Relations Board (NLRB) decisions that found that these programs violated the NLRA. The decisions will be used in future cases to determine if the EPPs in fact fall under the jurisdiction of the NLRB as labor organizations, whether or not the employer is unionized. A detailed analysis of the NLRB's inquiry is presented.

Health Care, Health Care and Social Assistance, HEALTH SERVICES, Regulation, Licensing, and Inspection of Miscellaneous Commercial Sectors, Labor Regulation NEC, Laws, regulations and rules, Medical care, Quality management, Quality control, Labor law, Participatory management, United States. National Labor Relations Board

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English-only work rules: balancing fair employment considerations in a multicultural and multilingual healthcare workforce

Article Abstract:

Employers including the healthcare industry should seek alternatives before enforcing an English-only rule in the workplace, as employees may file claims of discriminatory treatment. In a diverse population, fellow workers sometimes suspect derogatory remarks and demand that only English be allowed. Examined are two cases, one in which Filipino nurses were forbidden to speak Tagalog, and one in which Hispanic workers complained that they were forbidden to speak the language in which they were most comfortable.

Hospitals, Human resource management, English-only movement

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Sexual harassment at work: issues and answers for health care administrators

Article Abstract:

Health care administrators should establish policies against sexual harassment to prevent any liability problems. The media has increased awareness of the problem, especially within the workplace. Procedures should be in place to deal with any problem that should arise. Corrective action options need to be thought out beforehand. A definition of what constitutes sexual harassment should be written, along with what is defined as 'actionable' sexual harassment.

Planning, Prevention, Health facilities, Sexual harassment

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