Get Free Nursing News Alert Related Nursing News International Council of Nurses (ICN) Position on Industrial Action by Nurses Date Posted: 23/Nov/2014 The International Council of Nurses (ICN) expects nurses to have equitable remuneration and decent working conditions, including a safe environment. As employees, nurses have the right to organise, to bargain collectively, and to take industrial action. Strike action is considered the measure of last resort; to be taken only after all other possible means to conclude an agreement have been explored and utilised. ICN defines a strike as employees’ cessation of work or a refusal to work or to continue to work forn the purpose of compelling an employer to agree to conditions of work that could not be achieved through negotiation. Effective industrial action is compatible with being a health professional so long as essential services are provided. The complete abandonment of ill patients is inconsistent with the purpose and philosophy of professional nurses and their professional organisations as reflected in ICN’s Code of Ethics for Nurses. When taking industrial action, including during a strike, a minimum essential service to the general public must be maintained. Other principles to be upheld include: · Crisis intervention by nurses for the preservation of life; · Ongoing nursing care to assure the safety and survival of those unable to care for themselves; · Nursing care required for therapeutic services without which life wouldbe jeopardised; · Nursing involvement necessary for urgent diagnostic procedures required to obtain information on potentially life-threatening conditions; · Compliance with jurisdictional legislation and the NNA-specific policies or guidance on the implementation of industrial action; · Strike action should only be undertaken as a last resort and following a participative process which observes the principles of industrial democracy and representation within the NNA; · Nurses’ right to take industrial action in the case of a breakdown of negotiations may only be curtailed if independent and impartial machinery such as mediation, conciliation or arbitration is established National nurses’ associations (NNAs) are responsible social partners and must develop education and training programmes that adequately prepare their representatives, nursing leaders and nurse employees in the practice of the various methods of negotiation as a means for resolving their employment concerns - i.e. conciliation, arbitration, collective bargaining - as appropriate in each country/province4 . Individual nurses must provide input to their NNAs so that policy and decision-making are relevant and consistent with the realities encountered in daily practice. ICN provides technical support to NNAs addressing labour issues and encourages the International Labour Organization to positively influence national policy in each country. NNAs, as professional associations and/or trade unions, are affected by health sector industrial action. They must therefore develop proactive policies and contingency processes as well as structures to guide their members’ professional attitude and behaviour in such situations. At the same time, NNAs must be proactive and assertive to improve the nurses’ socio-economic welfare before industrial action becomes necessary. Evaluations of industrial actions (including the responsibility of main stakeholders) must be undertaken so that lessons learned may improve future negotiations. Any industrial action undertaken should comply with jurisdictional legislation. The ICN condemns any form of victimisation against strike leaders and participants or their relatives or associates. ICN and NNAs recognise the potential strength of interdisciplinary partnerships within the health and social sectors during negotiations with public and private employers. ICN and NNAs oppose the deliberate use of strike breakers, a practice that weakens the pressure for credible social dialogue. Background The fundamental responsibility of the nurse is fourfold: to promote health, to prevent illness, to restore health and to alleviate suffering . In certain cases, nurses may find themselves in situations where industrial action is necessary to ensure the future delivery of quality care by qualified personnel. While social dialogue is widely recognised as the principal and most effective means of resolving professional and workplace-related problems, frustrated employees may take industrial action in cases where the option of employer/employee negotiation has been unsatisfactory, unsuccessful or refused. Where deficiencies in the quality of working life and the economic rewards of nurses have become so serious as to affect the long range prospects for maintaining high standards of nursing care, nurses may choose to take industrial action to bring about needed changes. In extreme situations, strikes have occurred and on occassion have resulted in wide public and intra-professional debate. Industrial action, maintaining essential services has been used successfully by professional trade unions in the past to initiate social dialogue, improve the quality of care provided as well as the working conditions of nurses/health workers. A range of industrial action is possible. “Selective strikes” have provided the necessary impact to advance negotiations while generating less disruption to patient care . In certain cases, token strikes (e.g. one hour demonstrations) may generate the impetus to initiate social dialogue. Other forms of industrial action may be undertaken as an initial or complementary measure, including but not limited to the cancellation of all elective interventions, a work-to-rule policy and/or the withdrawal of services involving non-nursing duties, e.g. domestic, clerical, portering, catering. The potential impacts and outcomes of a negotiation and/or strike process should be risk-assessed, including the impact on patients, other stakeholders and social outcomes. Relevant supports required for the parties involved in each step of the action undertaken should be identified and provided (e.g. financial, emotional). If industrial action is taken, national/provincial legislation may determine the conditions under which such measures are implemented. Essential services are commonly accepted service levels applied during industrial action that are often based on evening/night shifts and weekend staffing ratios and protocols. CLICK HERE TO DOWNLOAD ICN POLICY STATEMENT Share this news with friends!!! Share on facebook Share on twitter Share on email Share on print More Sharing Services 0
Posted on: Sun, 23 Nov 2014 11:50:23 +0000