Fries J R
Hosp Health Serv Adm. 1986 Sep-Oct;31(5):110-26.
Health care mergers, acquisitions, or the creation of new subsidiaries or satellite facilities have significant labor law implications. The National Labor Relations Board may disregard the independent corporate status of two related entities. Such "single employer" status may make a health care organization more susceptible to union organizing, to labor disputes, or to monetary liability for unfair labor practices. The Board may also allow employees at independent facilities of a single employer to organize and bargain as a single unit. Such a multifacility unit may result in employees of small outlying facilities being organized against their wishes. Similarly, the unit accretion theory of the Board allows employees of a newly acquired or newly created small facility to be merged into a larger, existing bargaining unit without an opportunity for an election. Finally, a health institution that acquires or merges with another facility may be obligated to assume and honor an existing union contract. Alternatively, the "successor" may be required to bargain with the union, but not to assume the union's contract. With the proper planning, however, the employer may have no obligation either to bargain or to assume the contract. The successor employer must also be concerned with its liability for unfair labor practices of the seller.
医疗保健行业的合并、收购，或新子公司或卫星设施的设立，都具有重大的劳动法影响。美国国家劳动关系委员会可能会无视两个相关实体的独立公司地位。这种“单一雇主”地位可能会使医疗保健组织更容易受到工会组织活动、劳动纠纷或因不公平劳动行为而产生的金钱责任的影响。该委员会还可能允许单一雇主独立设施的员工作为一个单一单位进行组织和谈判。这样一个多设施单位可能会导致偏远小设施的员工违背自己的意愿被组织起来。同样，该委员会的单位合并理论允许新收购或新设立的小设施的员工在没有选举机会的情况下被并入一个更大的现有谈判单位。最后，收购或与另一设施合并的医疗机构可能有义务承担并遵守现有的工会合同。或者，“继任者”可能被要求与工会进行谈判，但不必承担工会的合同。然而，通过适当的规划，雇主可能既没有谈判的义务，也没有承担合同的义务。继任雇主还必须关注其对卖方不公平劳动行为的责任。
