Labor relations matters are increasingly muggy as hospital management and employees face-off at the centre of a declining economy, but hospitals that allow contract disagreements pass to strikes face possible quality of care concerns and even loss of patients. Inefficient attention has been shifted to labor-management relations in healthcare organization. Due to labor-exhaustive nature of healthcare and great reliance on HR, health service expert need to place great stress on labor-management issues. A lot of labor issues arise frequently as workers experiences which they attribute to management (Mondy, 2014).There are many issues related to an HR perspective toward care labor relations. Firstly, healthcare management faces litigation by workers who sue for its failure to pay for their overtime and a lot of money on damage due to breach of fair labor standards act. Appropriately categorizing and classifying employees is vital to hospital’s capacity to abide by the law and avoid legal actions. It is for this reason that HR should audit workers current salary policies, job description, and pay practices to ensure they that they obey FLSA requirements (Muller, Bezuidenhout & Jooste, 2006).Sometimes, some protected class of workers by race, age, disability, gender, and religion bring legal actions under the discrimination acts. Human resource management has to ensure that it effectively litigates and resolves all forms of discrimination issues. The management has to ensure that it pays special attention to sexual harassment issues, and know how to document its attempts at building a constructive working environment (Muller, Bezuidenhout & Jooste, 2006).Also, most hospitals are usually faced with the issue of. Union for Workers in the USA.
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