HRM Case Study

This case study explores the roles of federal rules and regulations in labor relations in a large hospital. It discusses the impacts on profit and nonprofit organizations and provides a strategic plan for SEIU interventions.

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HRM Case Study
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Introduction:
The following case study involves exploring the roles of federal rules and regulations
before attempting organizations. The study is in the context of the labor relations in a large
400 bed hospital that employs 3000 employees, including 800 registered nurses and is the
largest in the town. The hospital is currently contesting with two hospitals for limited
healthcare talent. Moreover, the Service Employees International Union (SEIU) is attempting
to unionize healthcare depending on staffing ratios and wages and is already pressurizing a
nonprofit healthcare organization in the area (Lawrence, 2016). As a nonprofit organization
itself, the organization also should prepare for a possible intervention from SEIU and
understand the next course of action by identifying the roles and influences of federal rules
and regulations, how it impacts nonprofit organizations and develop strategic plan to prepare
for SEIU interventions (Yu, 2018).
Significant federal rules and regulations which must be known by the managers before
the organization attempted by SEIU
The important regulatory elements of the Federal Government that are applicable to
profit and nonprofit hospitals includes:
Under Centers for Medicare & Medicaid Services
 Rule for participation in Medicare
 Clinical Laboratory Quality (CLIA)
 Penalties for lapse in quality
 Structure for Medicare reimbursement (DRG’s)
 Open Access for Emergency Rooms (EMTALA)

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 Medicare Hospital Compare website
Under Internal Revenue Services (IRS)
 Limits of self dealings
 Requirements of Tax exemptions
Under Non Discrimination Laws:
 Civil Rights Act
 Americans with Disabilities Act
Under federal department of labor:
 Employer Coverage Continuation (COBRA)
 Self Insured Employer Health Plans (ERISA)
(Field, 2017)
Impact on profit and nonprofit organizing efforts and considerations
Impact of Centers for Medicare & Medicaid Services rules:
The rules of the Centersnfor Medicare & Medicaid Services aim to provide medical
coverage for the people, with the Medicare part being handled by the Federal Government.
This rules outlines the roles of the hospitals participate in Medicaid services and programs,
develop a structure for Medicare reimbursement, facilitate open access to the emergency
rooms for the patients under Medicare coverage, maintain the quality of the medical
laboratories, support the Medicare Hospital Compare website to support the Medicare users
to compare services of different service providers, and pay penalties for lapse in service
qualities. The rules therefore seek to create better cooperation with the hospitals to facilitate
better delivery of Medicare coverage (Huntington et al., 2016).

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Impact of Internal Revenue Service’s (IRS) rules
The rules of the IRA involves providing tax exemptions to nonprofit organizations
and limit self dealing. This implies the role of the nonprofit organizations to file for tax
exemptions and also avoid self dealings with the clients. The rules therefore foster better
clarity in the organization (Bagchi, 2016).
Impact of Non Discrimination Laws
The Non Discrimination laws ensure that individuals with disabilities are not
discriminated against and the civil rights of the clients as well as the employees are protected
by the organization. This implies an increased consideration of the rights of people and
complying with ethical standards of practice (Blosnich et al., 2016).
Impact of federal department of labor rules:
The rules of the department of Labor concerns with the welfare of the employees and
implies the organization to support self insured employer health policies and plans and follow
employer coverage continuum rules to provide better health coverage to the staff and thus
support their wellbeing (Hamel et al., 2015).
Rules that needs to be considered by the hospital while providing employee access about
the rights to organize and meet
Rules that requires consideration by the hospital in the providence of access to the
employees about their rights to meet and organize includes the following:
Preventing discriminations at the workplace: This includes preventing discrimination of
employees ensuring the meetings due to disabilities or cultural, racial, gender or religious
differences (Field, 2017).

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Supporting the civil rights of all employees- The organization is expected to support the civil
rights of the members by protecting their rights to participate without the fear of repression
and discrimination (Hamel et al., 2015).
Ensuring the health and safety of the employees during the meet- The organization also needs
to ensure that the health and safety of the employees are not jeopardized by attending the
meet (Blosnich et al., 2016).
Maintain confidentiality of the employees- The organization needs to protect that privacy of
the members from disclosures and therefore protect them from any adverse repercussions
(Field, 2017).
Granting accommodation requests on time- The organization has the important role to grant
permissions to the employees on time to accommodate for the meet (Lawrence, 2016).
Covering the expenses for documentation and accessing medical information- The
organization should additionally support the meet by covering important expenses such as
documentation and access to medical information and thus facilitate the process (Yu, 2018).
Strategic Actions to prepare managers for a potential organizing attempt by the SEIU
In order to prepare the manager for a potential intervention from the SEIU to organize
the workforce, the following strategies can be taken:
Briefing the managers of the SEIU policies and roles: One of the most important aspects is to
update and brief the managers about the roles of SEIU, their policies and new updates that are
applicable for the organization and thus prepare them better for the meetings with SEIU
representatives (Field, 2017).

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Brief the managers about the efficacy of the current organizational structure: The managers
also need to be updated on the organizational performance and the current efficacy of the
non-unionized labor structure in the organization and thus effectively evaluate the
effectiveness of the proposed strategy to unionize the workforce (Ketelhöhn & Sanz, 2016).
Briefing the managers about the potential impacts of unionizing healthcare- Informing the
managers of the potential impacts of unionizing the workforce can prepare them better to
support or challenge the proposition of SEIU based on its potential impact on the hospital
(Stefko et al., 2016)
Developing Organizer training interviews- The training interviews would also facilitate better
understanding of the process and therefore foster better Organizer process (Bishop et al.,
2015).
Training of the employees- employees can also be trained to prepare them for the SEIU
intervention, which can be facilitate better management of the change by the managers
(Bishop et al., 2015).
How these work related laws affect both employers and employees
Impact on Employers:
For the employers, the Federal laws and regulations would imply better participation
of the employers to ensure better quality of services of the hospital, support better health and
wellbeing of the employees. For example, the rules of the IRS impose the responsibility of
the employers to file for tax exemptions and avoid self dealings and non discrimination laws
prevents employers to discriminate employees based on disabilities, race, gender, ethnicity or
religion. It is therefore recommended that the employers comply with such mandates (Field,
2017).

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Impact on Employees:
For the employees, the federal rules and regulations implies better engagement in
organizational and industrial practices and compliance protocols, follow best practice
guidelines and maintain quality of service As seen in case of the rules of the Medical Boards.
The employees can therefore be recommended to completely understand the policies and how
they can comply with them most effectively (Field, 2017).
Conclusion
From the study above several federal laws and regulations could be identified that can
influence nonprofit healthcare organizations and their operations. It is vital that the
management has string knowledge of these regulations as well as the roles of the SEIU in the
organization and labor management. Such rules need to be considered by the management to
ensure better compliance as well as facilitate the process of SEIU interventions. A strategic
plan was also developed to prepare the managers for the possible intervention and its impact
on the employers and employees have also been outlined.

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References:
Bagchi, S. (2016). The political economy of tax enforcement: a look at the Internal Revenue
Service from 1978 to 2010. Journal of Public Policy, 36(3), 335-380.
Bishop, A. E., Sawyer, M., Alber-Morgan, S. R., & Boggs, M. (2015). Effects of a Graphic
Organizer Training Package on the Persuasive Writing of Middle School Students
with Autism. Education and Training in Autism and Developmental Disabilities, 290-
302.
Blosnich, J. R., Marsiglio, M. C., Gao, S., Gordon, A. J., Shipherd, J. C., Kauth, M., ... &
Fine, M. J. (2016). Mental health of transgender veterans in US states with and
without discrimination and hate crime legal protection. American journal of public
health, 106(3), 534-540.
Field, R. I. (2017). Regulation of health care in the United States: complexity, confrontation
and compromise. Anais do Instituto de Higiene e Medicina Tropical, 16, 61-70.
Hamel, M. B., Ruger, J. P., Ruger, T. W., & Annas, G. J. (2015). The elusive right to health
care under US Law. N Engl J Med, 372(26), 2558-63.
Huntington, C. R., Blair, L. J., Cox, T. C., Prasad, T., Kercher, K. W., Augenstein, V. A., &
Heniford, B. T. (2016). The Centers for Medicare and Medicaid Services (CMS) two
midnight rule: policy at odds with reality. Surgical endoscopy, 30(2), 751-755.
Ketelhöhn, N., & Sanz, L. (2016). Healthcare management priorities in Latin America:
Framework and responses. Journal of Business Research, 69(9), 3835-3838.
Lawrence, E. (2016). Gender and trade unions. Routledge.

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Stefko, R., Gavurova, B., & Korony, S. (2016). Efficiency measurement in healthcare work
management using Malmquist indices. Polish Journal of Management Studies, 13.
Yu, K. H. (2018). Inclusive unionism: Strategies for retaining idealism in the Service
Employees International Union. Journal of Industrial Relations, 0022185618780915.