eBook: The Ultimate Guide to Strike Contingency Planning
Key Steps for Contingency Workforce Planning:
1. Establish a partnership with an experienced labor disruption workforce supplier at least six months before the expiration of your Collective Bargaining Agreement (CBA). 2. Review and update your Contingency Planning Playbook. If applicable, review the resources utilized in a past work stoppage and analyze what worked well and what needs to be changed. If there isn’t a history of a past strike, create a playbook that will support your needs for the current event and beyond. 3. Determine your patient care model during a labor disruption event. This involves scenario-based planning to decide which services can still be offered during a strike, and possibly postponing certain services. Key things to outline include: a. Replacement staff needs based on patient care models. This involves determining the minimum labor force required to maintain critical operations, the clinical specialties needed, essential skills, certifications, and their quantities. b. Deciphering staffing coverage needs for continuity of patient care between “ideal” and absolute “must have.”
4. Prepare your order for contingent replacement staff 90 days before the expiration of the CBA. Securing your “insurance policy” with your workforce partner is paramount. 5. Assemble your “Workforce Stoppage Project Team.” This task force should include stakeholders from labor relations, executive clinical and operations leadership, employee health, human resources, security, and IT. Assign a project leader to act as a liaison between all stakeholders and the chosen workforce partner.
6. Initiate operational and logistics planning. Leverage the expertise of your supplier partner across clinical, compliance, and regulatory support, enabling you to focus on execution once strike notice is received.
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