Stickler K B
Health Prog. 1991 Oct;72(8):18-9, 23.
The U.S. Supreme Court recently upheld a National Labor Relations Board regulation giving unions of healthcare workers the right to organize as many as eight different kinds of hospital bargaining units. With the Court's decision, hospital administrators must prepare for increased union organizing by maintaining policies that evidence the institution's commitment to social justice in the workplace. Hospital administrators can reduce the potential for labor-management conflict by stressing the institution's commitment to social justice and establishing programs to educate managers and other employees about Catholic teaching on social justice. Facility administrators should also establish a written philosophy statement outlining the institution's position on unionization, institute labor relations training, survey employees' opinions of management and their work environment, conduct audits of managers' perceptions of the organization's effectiveness, and periodically review the state of labor relations in the organization.
美国最高法院最近维持了一项美国国家劳动关系委员会的规定，该规定赋予医护人员工会组织多达八种不同类型医院谈判单位的权利。随着法院的这一裁决，医院管理人员必须通过维持各项政策来为工会组织活动的增加做好准备，这些政策要能证明该机构在工作场所对社会正义的承诺。医院管理人员可以通过强调机构对社会正义的承诺，并制定项目来教育管理人员和其他员工关于天主教社会正义教义，从而减少劳资冲突的可能性。机构管理人员还应制定一份书面理念声明，概述该机构在工会化问题上的立场，开展劳动关系培训，调查员工对管理层及其工作环境的看法，对管理人员对组织有效性的认知进行审计，并定期审查组织内的劳动关系状况。
