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Collective Bargaining : Health Care Labour Laws, Unions, Professional

DEFINITION:-
 Collective bargaining is the process between employers and employees to reach an
agreement regarding the rights and duties of people at work.
 Collective bargaining is an agreement between a single employer or an association of
employers on the one hand and a labour union on the other, which regulates the
terms and conditions of employment.
 Collective Bargaining Is A Process Of Discussion And Negotiation Between Two
Parties.
Collective bargaining issues
⚫ employees pay
⚫ working hours
⚫ training
⚫ health and safety
⚫ rights to participate in workplace or affairs.
OBJECTIVES OF COLLECTIVE BARGAINING
1. To provide an opportunity to the workers, to voice their problems on issues related to
employment.
2. To facilitate reaching a solution that is acceptable to all the parties involves.
3. To resolve all conflicts and disputes in a mutually agreeable manner.
4. To prevent any conflict/disputes in the future through mutually signed contracts.
5. To develop a conductive atmosphere to foster good organizations relations.
6. To provide stable and peaceful organization (hospital) relations.
7. To enhance the productivity of the organization by preventing strikes lock – out .
CHARACTERSTICS OF COLLECTIVE BARGAINING
Collective: Collective bargaining is a two way group process where the employers
representative and employees representatives sit together to negotiate terms of employment.
Strength: Both the parties in collective bargaining are strong and equal.
Voluntary: Both parties come to the negotiation table voluntarily in order to go in particular
negotiation. It is based on discussion, mutual trust and understanding.
Formal: It is a formal process in which certain employment related issues are to be regulated
at National, organization and workplace levels.
Flexible: It is a flexible and continuous process and not fixed or static.
Improvement: It is a method to improve the employer-employees relation in organization
and resolve management and employees conflicts.
Representation: Collective bargaining is between the representatives of employees and
management. The management does not directly deal with employees. It carries negotiations
with the representatives/executives of unions and association.
Dynamic: Collective bargaining is dynamic, that go on changing over a period and grows
and expand the way of agreement, the way of implementation and way of discussion.
Continuous: Collective bargaining is continuous and begins with agreement, the
implementation of agreement and further negotiations.
Bipartite Process: Because the employee and employers representatives negotiate directly
face to face across the table.
TYPES OF BARGAINING
1. CONJUNCTIVE OR DISTRIBUTIVE BARGAINING:
Conjunctive bargaining is the most common type of bargaining & involves zero-sum
negotiations, in other words, one side wins and the other loses.
2. COOPERATIVE /INTEGRATIVE BARGAINING:
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Integrative bargaining is similar to problem solving sessions in which both sides are trying
to reach a mutually beneficial alternative, i.e. a win-win situation.
3. PRODUCTIVITY BARGAINING:
A form of collective bargaining leading to a productivity agreement in which management
offers a pay raise in exchange for alterations to employee working practices designed to
increase productivity.
4. COMPOSITE BARGAINING: 
In this type of collective bargaining, along with the demand for increased wages, the workers
also express their concern over other factors such as working conditions, recruitment and
training policies, environmental issues, mergers and amalgamations with other firms, pricing
policies, etc. with the intention to safeguard their interest and protect the dilution of their
powers.
Thus, the purpose of Collective Bargaining is to reach a mutual agreement between the
employee and the employer with respect to the employment terms and enjoy a long term
relationship with each other.
COLLECTIVE BARGAINING MEMBERS
 REGISTERED NURSES
 PHYSICIANS
 OTHER PROFESSIONALS
 TECHNICAL EMPLOYEES
 NON -PROFESSIONALS
COLLECTIVE BARGAINING PROCESS

Collective bargaining process comprises of five core steps:

1.Prepare: This phase involves composition of a negotiation
team. The negotiation team should consist of representatives of both the parties with
adequate knowledge and skills for negotiation.
2. Discuss: the parties decide the ground rules that will guide the negotiations.
3. Propose: this phase could be described as brainstorming‘. The exchange of messages
takes place and opinion of both the parties is sought.
4. Bargain: This stage comprises the time when what ifs and supposals‘ are set forth and the
drafting of agreements take place.
5. Settlement: This stage is described as consisting of effective joint implementation of the
agreement through shared visions, strategic planning and negotiated change.
ADVANTAGES
 Contract to guide standards.
 Participation in making decision process.
 All union members and management must confirm to terms of contract without
exception
 Process exists to question manager’s authority if member feels something was
done unjustly
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 Nurses gain control of practice.

 Improve professional relationships.
 Protect patients from inadequate and unsafe care.
 Ensure that nurses have fair pay, good benefits and safe working
conditions.
 Provide power.
DISADVANTAGES
 Reduced individuality
 Other union members may outvote one’s decisions.
 Disputes are not handled and with individual and management only ;less room
for professional judgment.
Why negotiations fail
o Unwillingness
o Changing position
o Delaying tactics
o Withdrawal of concessions
o Unilateral actions
o Refusal
Health Care Labour Laws
Labour Law is the “Body of Laws, Administrative Rulings, & Precedents” which
address the Relationship between & among “Employers, Employees & Labour
often dealing with issues of Public Law. The terms Labour Laws & Employment
Laws, are often interchanged in the usage. This has led to a big confusion as to their
meanings. Labour Laws are different from Employment laws which deal only with
employment Organizations”, contracts and issues regarding employment and
workplace discrimination & other Private Law issues.
“Labour Laws” harmonize many angles of the Relationship between “Trade
Unions, Employers & Employees”. In some countries (like Canada), Employment
Laws Related to Unionised workplaces are different from those relating to particular
Individuals. In most countries however, no such distinction is made.
The “Final Goal” of Labour Laws is to bring both “Employer & Employee” on the
same Level, thereby mitigating the differences between the two ever-warring groups.
Origin of Labour Laws
o “Labour Laws” emerged when the Employers tried to Restrict the Powers of
Worker‟s Organisations & keep Labour Costs Low. The Workers began Demanding
better Conditions & the Right to Organise so as, to improve their Standard of Living.
Employer‟s costs increased due to workers demand. This led to a chaotic situation
which required the Intervention of Government. In order to put an end, the
“Government” enacted many Labour Laws in the Country.
o The History of Labour Legislation in India can be traced back to the History of British
Colonialism. In the beginning it was difficult to get enough Regular Indian workers to
run “British Establishments” & hence Laws for chartering workers became
necessary. This was obviously Labour Legislation in order to protect the interests of
British employers.
o “India” has Various Labour Laws, such as Resolution of Industrial Disputes, Working
Conditions, Labour Compensation, Insurance, Child Labour, Equal Remuneration etc.
Important act of Indian Labour laws
1. The Apprentices Act - 1961
2. The Factories Act -1948
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3. The Employees State Insurance Act – 1948

4. The Maternity BenefitAct - 1961
5. The Payment of Bonus Act - 1965
6. The Payment of Gratuity Act - 1972

1.The Apprentices Act - 1961

 Objective of the Act :- The Main Objectives of Apprentices Act, 1961 is “Promotion
of New Manpower at skills”. Improvement / Refinement of Old Skills through
Theoretical & Practical Training in number of “Trades & Occupation”. The Scheme
is also extended to Engineers & Diploma Holders.
 In India the “Apprentices Act” came into force in 1961 and was amended by the Act
41 of 1986. It‟s also a “Statutory Obligation” on the part of every Employer covered
under the Act.
 Applicability of the Act :- The “Apprentices Act” applies to all Areas & Industries as
notified by Central Government. [Sec-1(4)]. The Act extends to “Across all over the
India”. It shall come into force on such date as the Central Government may, by
notification in the Official Gazette, appoint; and different dates may be appointed for
different States. The Act shall also “Not Apply” to any Area or Industry as per the
notification by the Govt.
Guidelines .........
 “Apprentice” means a Person who is undergoing “Apprenticeship Training” in
pursuance of a Contract of Apprenticeship. “Apprenticeship Training” means a
Course of Training in any Industry or Establishment undergone in pursuance of a
Contract of Apprenticeship & under prescribed Terms & Conditions which may be
different for different categories of Apprentices.
 Eligibility & Duities of Apprentice:
 Qualifications: A Person shall not be Qualified for being engaged as an
Apprentice to undergo Apprenticeship Training in any designated trade, unless he
or she,
 The “Candidate” is not Less than Fourteen (14) Yrs of age, & has to Satisfies such
 Standards of “Education & Physical Fitness” as may be prescribed.
 Duration of Training:- Duration of Apprenticeship may be from “06 Months to 04
Yrs” depending on the Trade, as prescribed in Rules.
 The “Apprentice” has to Learn his Trade Concientiously & Diligently. Also attend
Practical & Theoretical clasess Regularly. Has to carry out all Lawful Orders of
Employer with Contractual Obligations.
o The Apprentice has to work 42 to 48 Hours in a week, but not allowed to work
between 10 pm to 06 am unless approved by “Apprenticeship Advisor”.
Duties of Employer under the Act:
 Contract with Apprentice :- The Apprentice appointed has to execute a Contract of
Apprenticeship with the Employer. The Contract has to be Registered with
Apprenticeship Adviser. If Apprentice is Minor, Agreement should be signed by his
Guardian. [Sec 4(1)] .
 Leaves for Apprentice :- An Apprentice is entitled to Casual Leave of 12 days,
Medical Leave of 15 days & Extraordinary Leave of 10 days in a year.
 The “Employer” has to provide Apprentice the Training in his Trade, & ensure that
the Person duly Qualified is placeed as In-charge . To Carry out all Legal Contractual
Obligations.
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 Payment to Apprentice :- The Minimum Rates of Stipend prescribed under the Rules
as follows. (Revised Rate w.e.f. 23rd Mar 2011).
 Graduate Apprentices @ Rs:- 3560/- p.m. , Sandwich Course (Students from Degree
Inst.) @ Rs:- 2530/- p.m., # Technician Apprentices @ Rs:- 2530/- p.m., # Sandwich
course (Students from Diploma Inst.) @ Rs:- 2070/- p.m., # Technician (Vocational)
Apprentices @ Rs:- 1970/- p.m.
2.The Factories Act -1948
Applicability of the Act :
Any premises whereon Ten (10) or more persons with the Aid of Power or Twenty (20) or
more Workers were working without Aid of Power on any day preceding 12 months, wherein
Manufacturing process is being carried on. It extends to whole of India and Covers all
Manufacturing processes & Establishments falling within the definition of “Factory” Sec.2
(ii).
Objective of the Act:
This Act has been come into force to Consolidate and Amend the Law Regulating the
Workers working in the factories. To ensure the Safeguard the interest of workers and
Protect them from exploitation, the Act prescribes certain standards with regard to Safety,
Welfare and Working Hours of workers, apart from other provisions.
Welfare of Employee:
Adequate Facilities for Washing, Sitting, Storing of cloths during Off Working hours. [Sec -
42]. If a worker has to work in Standing Position, Sitting Arrangement to take Short Rests.
[Sec - 44]. Adequate First Aid Boxes shall be provided & Maintained with all required
medicines. [Sec - 45].
Facilities for Large Factories:
 Ambulance Room if 500 or More Workers are Employed in the Factory. Canteen if
250 or More workers are employed. [Sec - 46].
 Rest Rooms / Shelters with Drinking Water when 150 or More workmen are
Employed. [Sec - 47] Crèches if 30 or More Women workers are employed. [Sec -
48]
 Full time “Welfare Officer” if factory Employs 500 or More workers [Sec - 49]
Working Hours under the Act:
 The Maximum Working hours can‟t be more then 48 Hours in a week. [Sec - 51].
The Maximum Daily Working Hours can‟t be more then 09 Hours. [Sec - 54].
 One Weekly Holiday is Compulsory which is Sunday. If Employee works on
Sunday, then he should Compenste with any Other day of the Week. [Sec - 52(1)].
 At least Half an hour Rest should be provided after 5 hours of work. [Sec - 55].
 Total period of work inclusive of rest interval cannot be more than 10.5 hours. [Sec -
56].
 A Worker should be given a Weekly Holiday. Overlapping of Shifts is not Permitted.
[Sec - 58]. Notice of Period of Work should be displayed. [Sec - 61].
 Mission Statement :- To Provide for Certain Benefits to Employees in case of
Sickness, Maternity and Employment Injury & to make the Provisions for Related
Matters.
 Objective of the Act:- The ESI Scheme is an Integrated Measure of “Social
Insurance” come to the Life through the “Employees' State Insurance Act –
1948”, and is Designed to complete the task of Protecting „Employees' as defined in
the ESI Act – 1948, against the Hazards of Sickness, Maternity, Disablement or
Death due to Employment Injury & to provide full Medical Care to Insured Persons
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(IP) & their Families. The ESI Act is applicable across the length and breadth of the
India.
3. The Employees State Insurance Act – 1948
Applicability of the Act :
 Under Section - 2(12) of The Act, ESI is applicable to the all Factories employing 10
(Ten) or More Persons irrespective of whether Power is used in process of
Manufacturing or not.
 Under Section - 1(5) of The Act, the Scheme has been Extended to Shops, Hotels,
Restaurants, Cinemas including Preview Theatre, Road Motor Transport
undertakings & Newspaper Establishment employing 20 (Twenty) or More persons.
 Further, Under Section - 1(5) of the Act, the Scheme has been Extended to Private
Medical & Educational Institutions employing 20 (Twenty) or More persons in
certain States .
 The Existing Wage-Limit for Coverage under the Act, is Rs. 15,000/- per month.
(Excluding Remuneration for Overtime)
 “At an Average the ESI Corporation makes 40 Lacs Individual Payments each year
Amounting to about Rs. 300 crores through its wide spread network of branch
Offices in the implemented areas”.
Benefits of ESI :- Medical Benefit, Sickness Benefit, Maternity Benefit, Disablement
Benefit, Dependents Benefit, Funeral Expenses & Others Benefits.
Obligation of the Employers :
 Deducate & Deposit the ESI Contribution with Own Share Monthly. Generated the
TIC & Handover to Employee for Smart Card.
 Submit the Accident Report in Form – 16 within 24 hours of the Accident. Grant
Leave to Insured Employees on the basis of Sickness Certificates.
Records Maintenance :
 Maintain the Register of Employees in Form -6 (under Reg.:- 32).
 Maintain the Accident Book in Form - 11 (under Reg.:- 66). Maintain the Inspection
Book (under Reg.:- 102A).
 Maintain the Form – 32 of Contribution Details of Employees. File all the copies of
Return of Contribution, Challans, etc.
 File all the General Correspondence & Copies of Accident Reports.
4. The Maternity Benefit Act - 1961
“An act to Regulate the Employment of Women in certain Establishment for certain period
before and after Child-Birth & to provide for Maternity Benefit & Certain other benefits”.
Objective of the Act:-
The Maternity Leave & Benefit Act is to Protect the Dignity of Motherhood by providing the
Complete & Healthy Care to the Women & Her Child, when she is not able to perform her
duty due to her health condition. In the morden world, as the participation of Women
Employees is growing in Every Industry, so the need of the Maternity Leave & other
Benefits are becoming increasingly common.
Applicability of the Act:- The Act extends to whole of India. In the first instance, to every
establishment being a Factory, Mine or Plantation in which 10 or More persons are or were
employed on any day of the preceding (12) Twelve months. (including any such
establishment belonging to Government & to every establishment wherein persons are
employed for the exhibition of equestrian, acrobatic and other performances. except
employees covered under the “ESI Act 1948”.
Right of Maternity Benefit:- Every Pregnant working women in any Establishment are
Eligible for Maternity Benefit, provided they have Served in the Establishment for at least 80
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days in (12) Twelve months before the expected date of delivery. However, if a woman is
earning less than Rs:- 15,000/- she may be offered ESI scheme by her employer & she will
receive the Maternity Bebefit under ESI Scheme.
Notice to the Employer:- Ten (10) weeks before the date of her expected delivery, she may
ask the Employer to give her light work for a Month. She should give written Notice to the
Employer about Seven (07) weeks before the date of her delivery that she will be on
Maternity Leave for Six weeks before & after her delivery.
Benefits under the Act:-
 Leave with Average Pay for Twelve Weeks (03 Mths), 06 weeks Before & After the
delivery. She can take the Pay for the first Six (06) weeks before start of Maternity
leave.
 She will get Pay for the Six (06) weeks after child-birth within 48 hours of Request.
A Medical Bonus of Rs. 1,000/-, if the Employer does not provide free Medical Care.
 An Additional leave with pay up to one month if the woman shows Proof of Illness.
 In case of Miscarriage, Six (06) weeks leave with average pay w.e.f :- Date of
Miscarriage.
 For Tubectomy Operation : Leave with wages @ of maternity benefit for a period of
2 weeks.
 No deduction from Normal & Usual Daily wages of a woman entitled to maternity
benefit. Light work for Ten (10) weeks before the date of her expected delivery, if
she asks for it.
 Two Nursing breaks in her daily work until the child is (15) fifteen months old. No
Discharge or Dismissal while she is on Maternity Leave. (Section 5)
 No charge to her Disadvantage in any conditions of her employment.
5. The Payment of Bonus Act - 1965
Objective of the Act:- An Act to Provide for the “Payment of Bonus” to Persons employed
in certain Establishments on the basis of Profits or on the basis of Production or Productivity
& for matters connected therewith.
History of Bonus:- “Bonus” is really a Reward for Good work or Share of Profit of the unit
where the Employee is working. The practice of Paying Bonus in India appears to have
Originated during 1st World War when certain textile mills granted 10% of wages as War
Bonus to their workers in 1917. In certain cases of Industrial Disputes Demand for Payment
of Bonus was also included. In 1950, the Full Bench of the Labour Appellate evolved a
formula for determination of bonus.
Applicability of the Act: - The Act is applicable to any Factory employing 10 or More
persons where any processing is carried out with Aid of Power & also to Other
Establishments (established for purpose of profit) employing 20 or More persons. This Act
extends to the whole of India.
Eligibility for Bonus:- Every Employees drawing wages upto Rs:-10000/-, shall be entitled
for Bonus with minimum 30 (Thirty) Days worked performed by Employee during the
Accounting period.
Disqualification for Bonus:- An Employee shall be Disqualified from Receiving the Bonus
under this Act, if he is Dismissed from service for “Fraud, Riotous or Violent Behaviour”
while on the Premises of the Establishment; or Theft, Misappropriation or Sabotage of any
Property of the Establishment.
Payment Rate & Calculation of Bonus:
 Payment Rate @ Bonus : Minimum 8.33% & Maximum upto 20% of the salary or
Rs.100 (on completion of 5 years after 1st Accounting year even if there is No profit).
{Sec. 10.}
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 For Calculation purposes Rs:- 3500/- per month maximum will be taken even if an
Employee is drawing upto Rs:- 3500/- per month. (Sec. 12)
 Time Limit for Payment of Bonus: Within 08 Months from the Close of Accounting
year. Mostly Organization paid the Bonus before the Diwali (Sec. 19)
 Computation of gross profits : For banking company, as per Schedule - I. Others, as
per Second - II
 Set-off and Set-on : As per Schedule IV. Sec. 15
 Submission of Return : In Form D to the inspector within 30 days of the expiry of
time limit under Section 19. Rule 5
6. The Payment of Gratuity Act - 1972
Objective of the Act:- An act to Provide for a Scheme for the Payment of Gratuity to
Employees engaged in “Factories, Mines, Oilfields, Plantations, Ports, Railway Companies,
Shops or Other Establishments” and for matters connected therewith or incidental thereto, so
far as it Relates to “Ports & Plantations” it does not apply to the State of Jammu and
Kashmir. This Act Extends to the whole of India.
Applicability of the Act:- The Act shall apply to Every “Factory, Mine, Oilfield, Plantation,
Port, Railway Companies, Every Shop or Establishment within the Meaning of any Law for
the time being in force in Relation to Shops & Establishments in a State, in which Ten (10)
or More persons are employed, or were employed, on any day of the preceding 01 year. The
Act is applicable to “All Employees”, irrespective of the salary.
Meaning of Gratuity:- The “Payment of Gratuity Act 1972” is a Social Security
enactment. It is derived from the word “Gratuitous” which means „Gift‟ or „Present‟.
“The Gratuity” is a Lump Sum Payment to Employee when he / she Retires or Leaves the
Service. It is Basically a “Retirement Benefit” to an Employee so, that he / she can Live
Life Comfortably after Retirement. However, under the “Gratuity Act”, gratuity is payable
even to an employee who Resigns after completing at least “5 years” of service. In case
uninterrupted continuous service of „04 years & 240 days‟ also be consider for Gratuity
Payment.
Employees Eligible for Gratuity:- “Employee” means any Person (other than Apprentice)
employed on wages in any Establishment, Factory, Mine, Oilfield, Plantation, Port, Railway
Company or Shop, to do any Skilled, Semi-skilled or Unskilled, Manual, Supervisory,
Technical or Clerical work, whether terms of such Employment are express or implied, and
whether such Person is Employed in a Managerial or Administrative capacity.
Time of Gratuity Payment:- Gratuity is Payable to a Person on (a) Resignation (b)
Termination on account of Death or Disablement due to Accident or Disease (c) Retirement
(d) Death. Normally, Gratuity is payable only after an Employee completes Five Years of
Continuous service. “In case of Death and Disablement, the condition of minimum 5 years‟
service is not applicable”. [Section 4(1)].
Amount of Gratuity Payable:- Gratuity is Payable @ 15 days wages for Every year of
Completed service. In the last year of service, if the employee has completed more than 6
months, it will be treated as full year for purpose of gratuity. “In case of seasonal
Establishment, Gratuity is Payable @ 7 days wages for each season.” [Section 4(2)].
Maximum Gratuity:- The Maximum Gratuity Limit as per Section 4(3) has been raised
from “3.5 lakhs to 10 lakhs”. This will give advantage to both Private & Public sector
employees.
ROLE OF PROFESSIONAL ASSOSCIATIONS AND UNIONS
Introduction
A professional body, professional organization, or professional society) is usually a
nonprofit organization seeking to further a particular profession, the interests of individuals
engaged in that profession and the public interest.
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Definition
 An association is regarded as the organization that brings members of the same
profession together for the exchange of information & experience & for the
advancement of their profession.
 A professional association is also known as a 'professional body' and is a group that
represents the interests of a particular industry. 
Objectives
 To understand the role of professional organisations in empowering nurses in their
emerging professionalism.
 To discuss the functions of each professional organisations.
 To discuss importance of self-assertiveness in safeguarding our profession.
 To study the vast scope of collective bargaining in nursing profession.
PROFESSIONAL ORGANIZATIONS
AT CENTRE LEVEL
 TRAINED NURSES ASSOCIATION OF INDIA (TNAI)
 INTERNATIONAL COUNCIL FOR NURSES (ICN)
 THE COMMONWEALTH NURSES FEDERATION
 THE INDIAN NURSING COUNCIL (INC)
 THE RED CROSS SOCIETY
 WORLD HEALTH ORGANISATION (WHO)
AT STATE LEVEL
 THE STUDENT NURSES ASSOCIATION (SNA)
 THE NURSES LEAGUE OF CHRISTIAN MEDICAL ASSOCIATION
 THE CHRISTIAN MEDICAL ASSOCIATION OF INDIA
TRAINED NURSES ASSOCIATION OF INDIA (TNAI)
The Trained nurses association of India is a national professional association of Nurses. The
present name and organization were established in 1922.
Aims
 Upgrading
 Development and standardization of nursing education
 Improvement of living and working condition for nurses in India
 Registration for qualified nurses
Activities
 TNAI gives scholarships for nurses who wish to go on for advanced study either here
or abroad.
 It helped to remove discrimination against male nurses.
 Initiated much needed study and improvement of economic conditions for nurses.
 The TNAI opposes strikes unless all other means of negotiating have failed to bring
about satisfactory working conditions.
INTERNATIONAL COUNCIL FOR NURSES (ICN)
It was formed in 1899. It’s an international association for all nurses in the world. Great
emphasis has been on non-discrimination.
OBJECTIVES
 Promote the development of strong national nurses associations.
 Assist national nurses association to improve the standards of nursing and the
competence of nurses.
 Assist national nurses associations to improve the status of nurses within their
countries.
 Serve as the authoritative voice for nurses and nursing internationally.
ACTIVITIES
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 Makes policy statements on health and social issues.

 Offers a great variety of seminars
 Maintaining and improving the status of Nursing around the world
THE COMMON WEALTH NURSES FEDERATION
• Commonwealth Nurses Federation was formally organized in 1973 and operates in
Six regions of the world which are East, Africa, Atlantic, Australia, Pacific, South
Asia and Europe.
• The TNAI is also affiliated with the Commonwealth Nurses Federation .It is made up
of nurses associations from commonwealth countries.
AIMS
 Promote sharing, better communications and closer relationships between its member
associations.
 Provides expert professional advice.
 Scholarships for advanced study.
 Financial assistance for professional meetings and seminars.
THE INDIAN NURSING COUNCIL (INC)
The Indian Nursing Council, which was authorized by the Indian Nursing Council Act of
1947, was established in 1949.
PURPOSE..........
 Providing uniform standards in Nursing education and reciprocity in Nursing
Registration throughout the country.
RESPONSIBILITIES
 Prescribes curricula for nursing education in all the states.
 Refuses or Recognizes Programmes of Nursing Education according to standards
required.
 Support high standards in Nursing.
 Providing registration for foreign nurses.
 Maintenance of the Indian Nurses Register. This register contains the names of all
nurses, midwives, auxiliary nurse midwives who are enrolled on all state registers.
RED CROSS SOCIETY
 Its headquarters is in Geneva, Switzerland.
 They delegate visit and inspect prisoner of war camps. They arrange for delivery of
mail and food packages to the prisoners. They also offer emergency relief by
providing food and medical supplies. A very valuable service is that of a central
tracing agency which helps to locate prisoners of war and missing persons long after
a conflict is over.
 At times of armed conflict or natural disaster within country these help to give
comprehensive care to the affected.
THE WORLD HEALTH ORGANISATION
o The world health organisation, commonly called the WHO is also a specialized
agency of the United Nations. It was organized in 1948 for the purpose of helping to
achieve the highest possible level of health for all people
o The WHO has been active in nursing education and practice in a number of ways in
India. It has offered guidance in setting up programmes of Nursing Education. The
WHO promotes public health in many ways around the world
THE STUDENT NURSES ASSOCIATION (SNA)
The Student Nurses Association organized in 1920, is associated with and under jurisdiction
of the TNAI. In addition to providing a means of personal and professional development for
the nursing student. The assistant secretary of the TNAI serves as advisor for the SNA.
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PURPOSES AND FUNCTIONS

 Help student Nurses learn how the professional organisation serves to uphold the
dignity and ideals of the nursing profession.
 Promote a close rapport with other student Nurses.
 Encourages leadership ability and help students to gain a wide knowledge of the
nursing profession in all of its different branches.
 Encourage both professional and recreational meetings, Games and Sports.
 Encourage students nurses develop a co-operative spirit with other student nurses
which will help them in future professional relationships.
ACTIVITIES
 Fund raising for the TNAI.
 Fund raising done for fine arts and sports competitions and conferences.
 Special prizes given for outstanding achievement in specific areas of nursing
education.
 Unit activities include maintaining the diary of unit activities, giving quarterly
reports, preparing articles for publication and distributing application forms for
membership in the TNAI.
THE NURSES LEAGUE OF THE CLINICAL MEDICAL ASSOCIATION
The Nurses league of the clinical medical association of India was founded in 1930. It
became affiliated to the TNAI in 1936 and promotes membership in this organisation.
OBJECTIVES
 Promote cooperation and encouragement among Christian Nurses.
 Promote efficiency in nursing education and service.
 Secure the highest standards possible in Christian nursing education through the
Christian schools of nursing.
 Considering the special work and problems of Christian nurses wherever employed.
ACTIVITIES
 Activities include national and area conferences and retreats for its members.
 Development of leadership abilities is encouraged by participation in these
 Provides scholarships for advanced study.
 Provides financial assistance for professional meetings and seminars
UNIONS
Meaning. Union or labor organization is any organization in which employees participate
for the purpose of dealing with their employer about grievances, labour
disagreements,wages,hours of work, and conditions of employment.
Objectives Of Unions
 Wages
 Promotions
 Discipline
 Grievances procedures
 Fringe benefits

UNIONS IN INDIA
 At present three unions of nurses are working at the central level.
 All India Government Nurses Federation (AIGNF)
 Trained Nurses’ Union (TNU) and
 Trained Nurses Association of India (TNAI)
 Orissa Nursing Employee’s Association (ONEA),
 Trained Nurses Association of India, Orissa branch.
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 United nurse association (UNA)