Providence Health Care\'s Background Information Started Legally

Providence Health Care's Background Information

Started legally on March 31, 2000, Providence Health Care is a Canadian nonprofit, faith-based organization operating 15 centers in British Columbia and Vancouver. The organization has a staff of 6000 employees and 1500 volunteers. " This organization mainly serves the residents from Lower Mainland as well as the rest of British Columbia in collaboration with Vancouver Coastal Health, Provincial Health Services and University of British Columbia" (Providence Health Care, 2012). The organization offers care and treatment to patients with Cardio pulmonary, renal, mental complications as well as Aquired immune Dificiency Syndrome (AIDS) and urban health issues such as drug and alcohol related illnesses.

Legal Issues and Recommendations

There are many legal challenges that a health care facility such as Providence can encounter. Violation of the occupational safety and health guidelines and regulation as provided for by the law is one of them. It is the responsibility of the employer or the organization to provide a safe working environment free from hazards. Therefore the organization could be held liable for breaking the Federal law on Occupational Health and Safety. To ensure consistency of the law, the provinces as well as the territories in collaboration with the Human Resources and Social Development Canada, put in place employer requirements. The purpose of this law is to protect workers from risks to their safety, health and over all well-being. Nonetheless, another legal issue that could entangle this organization is Violation of human rights during the hiring, employment and firing process. The law in both British Columbia and Vancouver stipulate that an employer must respect the dignity of their workers (Ministry of Justice, 2011)

Unionization prevents such legal issues minimizing possible litigation. They can provide an effective network through which this organization can ensure establishment of universal work place standards through frequent inspections by the union officials. In addition, unionization provides for collective bargaining agreements that require organizations to keep a specific number of unionized workers; this eliminates possibility of human rights discrimination issues.

Organizational Benefits of Joining a Union

Many organizations view unions as unnecessary scarifies in terms of control and profitability. Apparently many unionized organizations are enormously successful. Many analysts contend that unionization can improve planning, operational capabilities and marketing strategies of an organization. According to Treece (1994), looking at unions critically, they can be valuable in informing the management of an organization of production issues. In addition, they have political influence that can result in tax breaks as well as staff training funds. Nonetheless, union officials are interested in matters that enhance an organization's operation such as safety programs and education of workers. According to The Economist (1995), unions do enhance organizations productivity and efficiency by setting up grievance procedures. This minimizes staff turnover and improves workforce stability. Unions can be an effective network through which organizations can consult workers. Unions can help in organizing training that is crucial in advancing the skills of the workforce.

Unionization Process

Unionization process is the move or the steps an organization takes to join workers or labor union. The process starts with workers signing union cards that will show their level of support to the Labor Relations for certification vote. Here the union will have to prove that at least 40% of the workforce is interested in unionization. If the union secures the required interest level, then it makes application to the Labor Relations Board. The board then organizes within 5 days a yes or no vote on the issue. A decision to unionization is then based on the tally of the votes. The determinant will be 50% plus 1 of the total votes counted. Labor Relations Board makes the ultimate decision on eligibility and membership. If unionization is selected, the workers automatically become part of the bargaining unit and start paying union dues after ratification of the agreement.

Union Bargain

Unions bargain through a process known as collective bargaining. Unions can negotiate with a single organization where the bargaining takes place at organizational or divisional level. In large establishments, it may occur at national or regional levels. Unions can also negotiate with a collection of organizations to reach an agreement that will affect a particular industry. The terms agreed on are incorporated in individual employee contracts. After the signing of the collective agreement, the next step in the process is application of the agreement. This is a continual process of daily monitoring of the contents in the agreement and includes maintenance, translation and regulation of the terms. This process sets out conditions that would govern the relationship between the employer and employee.