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By: Healthcare Human Resources Consulting Consortium  09-12-2011
Keywords: health care, Human Resources


When Health Care Employees Strike:

A Guide for Planning and Action (Second Edition) 

By Kenneth Kruger and Norman Metzger

A labor strike can cripple a health care institution, forcing the administration to cut back or completely cancel essential services. And in today's uncertain environment, it is not uncommon for health care organizations to be faced with the dreadful prospect of a strike.This thoroughly revised and updated second edition of When Health Care Employees Strike is an essential survival guide for health care administrators who must plan and cope with the inevitable labor dispute.
When Health Care Employees Strike, Second Edition, contains a wealth of resources, including:

  • Analysis of the role of the Federal Mediation and Conciliation Service
  • Review of the National Labor Relations Act
  • Discussion of the different types of strikes
  • Examination of a health care labor strike
  • Proposal for change
  • Sample forms and checklists for use during a strike

In addition to presenting information on ways to prevent strikes, the book also contains a comprehensive step-by-step manual to ensure health care organizations can continue operation during a labor dispute. The manual begins with a series of outlines that provide clear direction in a time of potential chaos.

       Health Care Human Resources Administration Manual    By Kenneth Kruger

Health Care Human Resources Administration Manual covers all the latest developments affecting HR professionals in the health care industry and keeps you completely up-to-date on today's most pressing issues, including many that can ultimately affect the accreditation and funding of your institution. Written by an expert author in partnership with contributors who deliver targeted expertise in specific areas of health care HR, this essential reference delivers valuable insights into:

Staffing shortages, complicated by increasing demands for services and aging staff populations Employee/labor relations issues The constantly changing and increasingly difficult regulatory environment with coverage of laws that contain have specific health care elements, such as NLRA, HIPAA, FLSA, and more Workplace safety issues and regulations, including OSHA, JCAHO accreditation and certification requirements

Designed to meet the needs of the HR professional at work in any sector of the health care industry, Health Care Human Resources Administration Manual also includes a FREE companion CD-ROM, that includes over 60 forms, checklists, and sample policies and procedures.

  1. Health Care HR Strategy: Corporate and Professional Accountability; Executive Coaching; Mergers and Acquisitions; Managing External Relationships; Accreditation and Certification; HR Role in Organizational Strategy; Metrics Associated with Health Care HR Strategy
  2. Health Care Recruitment and Retention: Does Your Organization Have a Workforce Plan?; Diversity Initiatives; Orientation and Training; Employee Satisfaction; Metrics Associated with Recruitment and Retention
  3. Health Care Staffing: Factors Influencing the Hiring Process; Hiring the Right Candidate; Contingency Workers; Outsourcing; Succession Planning; Reductions in Workforce; Metrics Associated with Health Care Staffing
  4. Employee Information and Records: Human Resources Information Management; Personnel Files; Access to Personnel Files; Required Posters and Notices; Health Insurance Portability and Accountability Act; HIPAA and the Role of Human Resources Management; Other Recordkeeping; Length of Time Personal Information Should Be Kept; Human Resources Documents in Preparation for JCAHO; Metrics Associated with Employee Information and Records
  5. Compensation: Executive Compensation; Wage and Salary Administration; Regulatory and Compliance Framework; Compensation Fundamentals; Culture, Vision, Strategy and Philosophical Commitment; Forms of Pay; The Structure of a Compensation Program; Communicating the Program at the Outset; Job Analysis; Job Description / Documentation; Competitive Analysis; Job Evaluation; Pay Structures; Pay Program Implementation; Metrics Associated with Compensation
  6. Benefits: Benefits Planning; Benefits Administration and Management; Health Insurance Benefits; Retirement Plans; Fringe Benefits
  7. Employee Relations: Compliance Programs; Employees Right to Refuse; Credentialing; Security Policies; Dispute Resolutions; Employee Misconduct; Termination; Absenteeism; Family and Medical Leave Act; Metrics Associated with Employee Relations
  8. Labor Relations in Health Care: Labor Relations in the Health Care Industry; Collective Bargaining; Employee Committees and Governance; Unfair Labor Practices; Work Refusals and Strikes; Discipline, Grievances and Dispute Resolution; Metrics Associated with Labor Relations in Health Care
  9. Employment Discrimination: Antidiscrimination Laws; Compliance and Discrimination Protections; Workforce Education and Training; Remedying Discrimination
  10. Health Care Workplace Safety: Employer Duties; Accident Prevention and Safety Promotion; Disaster Readiness; Emergency Response; Workplace Violence; Occupational Safety and Health Act; Bloodborne Pathogens Standard; Ergonomics Programs; Wellness Programs; Metrics Associated with Health Care Workplace Safety.
  11. Organizational Development in Health Care: The Field of Organizational Development; Organizational Challenges of Health Care; Adding Value to the Health Care Environment; Closing Thoughts: Positioning OD for Success



The Organizational Huddle Process™ is a proven breakthrough methodology based on the New Sciences. This process has significantly enhanced individual, group, and organizational performance by operationalizing direct, focused, fast, and timely communications. The huddle is not a meeting; it is an ongoing process that quickly resolves issues, prevents problems, builds outstanding teams, develops a service excellence culture, and enhances leadership competency. No minutes are required; the foundation is based on informality, trust, accountability, and mutual respect. Groups huddle at specified times, with each session lasting on average approximately 10-15 minutes. Huddles can be interdisciplinary or departmental and are appropriate for all levels within an organization. This exciting process has the power to transform an entire organization and deliver outstanding results for internal and external customers. Benefits/Outcomes:

  • Over 800 problems resolved and prevented since inception of process in 1999

  • Significant increase in staff satisfaction
  • Excellent retention strategy
  • Development of team spirit through interdisciplinary collaboration
  • Enhanced knowledge and appreciation for others roles and challenges
  • Promotes individual and group accountability
  • Develops an organizational culture that appreciates speed, support, and open communications
  • Rated as a Grade A Best Practice by The Advisory Board Company
  • JCAHO recognizes this process as an excellent performance improvement methodology

Keywords: health care, Human Resources

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