Comparable Value Debate When reviewing the Twin Oaks Hospital case study, the first problem identified was that David Hardy, the personnel director, was aware of the ongoing issues and had not resolved them sooner. Due to its lack of ethics or possibly inexperience, failure to have an updated policy and procedure manual could potentially put the hospital at risk of violating state and federal laws enforced by the Act. the Civil Rights of the Equal Employee Opportunity Commission of 1964 and the Equal Pay Act on behalf of employees. (Lewis) With this in mind, potential candidates begin their job search with reviews posted on social media regarding pay, working conditions, and social responsibility. Bad reviews could lead the potential employer to decide that the union is trying to exert influence over nurses and office staff, worsening another facet of the rules and regulations that human resources should implement and enforce. updates negotiations and practices. Here in New York State, 1199 represents a large portion of the nursing workforce and is one of the strongest and most effective unions in protecting employee benefits, pensions and working conditions . (1199) Strikes are also considered a possible disruptive element that may result from the departure of an entire workforce, leaving patients with temporary staff hired to take over and expected to function as qualified employers. Using a temp agency also has a financial cost, which charges up to 20% of the salaries of two hundred nurses. We also need to integrate the voting power behind the union when it comes to election years, as well as the added value and intrinsic benefits. for membership, such as moving company discounts, short term disability, movie theater, Action Park, large warehouse and retail discounts. Legal representation represents a huge cost, especially for malpractice which is on the rise, the union is once again offering free representation to its members.