What rights does management have in the event of a union strike?

Management retains certain rights during a union strike, including the ability to maintain operational control and implement policies that may limit union activities within the healthcare organization. Prohibiting union activity is a strategy that can be employed to ensure that the organization runs smoothly, especially during a disruption like a strike. This can minimize the impact on patient care and the overall functioning of the facility.

In contrast, while negotiating with union leaders is a standard practice during a strike, management may have limited rights or obligations depending on the circumstances and existing contracts. Offering bonuses or providing additional benefits specifically to union members may create further complications or could even lead to potential legal challenges or claims of unfair labor practices. These financial incentives might also be perceived as attempts to undermine the union's position or placate workers during a strike, which doesn't address the root issues leading to the strike itself. Therefore, management's right to prohibit certain union activities is crucial for maintaining order and ensuring that essential services continue during a strike, making that option a valid choice.