Labor unions are an integral part of the job landscape in the United States. As we look through the impact of unions on labor costs, benefits, managing employees, and contracting new employees, I would like to delve into a case study on a union near and dear to me: the Certified Nursing Assistants Union in Corvallis, Oregon. In college, I became a certified nursing assistant (CNA), and accepted a job at a skilled nursing facility where their CNAs were already part of the larger SEIU union for CNAs across the state. What I learned about unions is as follows.
Pros: The union came with many pros. Staff were entitled to a 14 day notice of change of schedule, generous incentive pay for any shifts picked up last minute, and a hotline to report any understaffing as defined by Oregon State law. The union negotiated the contract for each year, fighting on behalf of the CNAs for better compensation, benefits, and protections against undesirable work environments. These protections came on top of the state mandated protections against unlawful termination, patient ratios, and required certifications. I can only imagine the importance of a union when a group does not fall under previously placed state protections.
Cons: While the union was helpful for the CNAs, it also came with challenges. CNAs had less opportunity to engage in thoughtful discussion about work environment and pay outside of union negotiations, as everything was decided for the entire year months in advance. The “union contract” was a fallback often used by the facility to avoid any major changes until the next contract, months away. This boundary set by the union protects CNAs, but also sets a more rigid standard that cannot be moved either way on the line. For example, if a CNA were to work an extra shift, the union contract requires they receive 1.5x pay for that shift. However, if the facility and the CNA agreed to an increased rate, say 2x pay, both parties would be in violation of the union contract.
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