Happy Trails, LLC is a medium-sized independent living home. It is an eldercare and a for-profit facility located in a suburban environment. In a response to the changing economy and to compete, to become more attractive, and to build on its long-term care for patients, Happy Trails reduced overtime allotments of its seasoned patient care staff and terminated several registered nurses. Licensed Practical Nurses (LPNs) replaced the registered nurses because LPNs received lower compensation and fewer benefits. LPNs later discovered that other healthcare facilities are unionized members and well represented by an experienced union business agent. Happy Trails are displeased because the facilities unionization has gotten LPNs' attention. Happy Trails and the LPNs are seeking advice from our firm and we will explore some of the parameters associated with LPNs' decision, Happy Trails' solution, and address each of them in details. In addition, this report will also describe the basic labor laws as it pertains to each situation.
Unions are composed of no supervisory or no managerial employees and one of the most important things a labor union can do is give voice to the disenfranchised and fight for those who have no powerful advocates (Bennett-Alexander & Hartman, 2007, 645). The union is always fighting an uphill battle to ensure that all working people are entitled to fair treatment and the means to earn a decent living. Pursuant to the National Labor Relations Act (NLRA 1935), or Wagner Act, LPNs have the right to organize labor unions. This act also helps LPNs to engage in collective bargaining, and to take part in strikes and other forms of concerted activity in support of their demands. Our firm does not advise LPNs to unionize; however, we gave LPNs the options ...