According to a 2022 study from the American Medical Association, 17.5% of nurses reported being unionized.
Given the increasing prevalence of unionization, health systems should foster collaborative and agile partnerships with unions to adapt to new market and workforce challenges.
As pay is often the primary component in organized labor discussions, proactive planning can help ensure that the right compensation strategies and rewards are in place for all workers.
Let SullivanCotter be your strategic compensation partner.
Lay the foundation for greater registered nurse retention and performance by creating an environment that is equipped to meet future union membership needs.
Our consultants are longstanding industry experts who specialize in ensuring your organized labor strategy is supported from prevention to bargaining.
Strategy
- Bargaining proposal planning
- Market research
- Annual strategy review
Modeling
- Total rewards analysis
- Scenario building
- Strategic support
- Bargaining partnership
Skill Building
- Bargaining process documentation
- Resource planning
- Manager training
Industry-Leading Data and Analyses
For more than 30 years, SullivanCotter has provided health care organizations with unparalleled data-driven intelligence and insight into workforce compensation, pay practices, and more.
Related Information
Related Resources
ON-DEMAND WEBINAR | Struggling to recruit and retain your nursing workforce?
How is your organization addressing ongoing nursing shortages? Join our recent webinar hosted by the American Hospital Association to learn about developing a more holistic approach to recruitment and retention.
Revisit RN Workforce Strategies to Address Re-energized Unions Amid Worker Shortages
SullivanCotter’s Cathy Loose was recently featured in Healthcare Business Today to discuss how leaders can be more proactive in ensuring the right compensation programs and rewards are in place for all nurses.
Bridging the Union vs. Non-Union Compensation Gap
While addressing competitive base pay is critical to managing the pay gap between union vs. union health care workers (particularly RNs), health care organizations need to take a more holistic and balanced approach to deliver innovative solutions to meet the workforce needs.