As health systems have grown through mergers and acquisitions, some have had to contend with how to set workplace policies from state to state. An expansive geographic footprint can mean facing a tangle of labor laws, including those concerning minimum wage, sick leave, discrimination prevention and workplace safety.
Many health systems must also consider the role union contracts play at their facilities when establishing benefits, wages and other policies. Healthcare organizations with a large hospital portfolio have adopted a variety of strategies to bolster workforce satisfaction and ensure compliance with collective bargaining agreements at their facilities during and after the expansion process. Some prioritize autonomy at each of their hospitals, where team leaders create policies and negotiate benefits with unions based on workers’ unique geographic needs. Others have sought consistency across the company to try and maximize efficiency.
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