Front Lines February 2009

The MeMbers’ publicaTion oF The onTario nurses’ associaTion

AIN thIs Issue…

E4From ONA President

Linda Haslam-Stroud, RN

E5From ONA CEO

Lesley Bell, RN, MBA

E14From ONA First Vice-President

Vicki McKenna, RN

FeBRuARY 2009 Vol.9•No.1

ONA is shocked and outraged that the gov-ernment is reinstating the request for propos-al (RFP) process for home care services, less than one year after announcing a temporary suspension of the controversial system pend- E continues on page 3

E continues on page 3

ONA Irate at Competitive Bidding Reversal

AFeaTures

Front Lines Survey Results ..................... 8Focus on Lisa Stainton, NP .................... 9When the College Comes Knocking ....16

ADeparTMenTs

Up Front ................................................... 3Member News .......................................... 6ONA News ............................................. 10Queen’s Park Update .............................15CFNU News ............................................15LEAP .......................................................16Human Rights and Equity ....................17Awards and Decisions ...........................18Education ...............................................20

has launched a campaign aimed at lobbying the government and employers and edu-cating the public on the serious impact nurse layoffs and reductions in nursing hours

will have on patient care. Cutting Nurses, Cutting Care, launched in early February 2009, is a multi-faceted public

affairs campaign. The ONA Board of Directors approved a total of up to $700,000 from our Operating Fund for the campaign, which is similar to our successful eight-year Still Not Enough Nurses campaign.

ONA is deeply concerned about the growing trend of provincial employers attempting to balance their books by eliminating thousands of hours of nursing care and replacing registered nurses with less skilled workers. This, at a time when Ontario continues to grapple with a dev-astating nursing shortage, more than 24,000 Ontario RNs are aged 55 years and older, and the government has delayed the hiring of 9,000 nurses from four to five

ing a review.“We are dumbfounded as to why the gov-

ernment has chosen to reinstate this regres-sive process that will further empty the ranks

ona

ONA unveils New Campaign

CuttingNursesCuttingCare.ca

INCLuDeD WIth thIs Issue:•ConstitutionalAmendments•HaveASayQuestionnaire

60672-1 ONA_frontlines feb09 v8.indd 1 2/17/09 9:42:20 AM

FebruarY 20092

Linda Haslam-Stroud, RNPresident, VM #2254

Communications & Public

Relations

Vicki McKenna, RNFirst VP, VM #2314

Political Action & Professional

Issues

Diane Parker, RNVP Region 1, VM #7710

Occupational Health & Safety

Anne Clark, RNVP Region 2, VM #7758

Labour Relations

Andy Summers, RNVP Region 3, VM #7754

Human Rights & Equity

Dianne Leclair, RNVP Region 4, VM #7752

Finance

Karen Bertrand, RNVP Region 5, VM #7702

Education

Lesley Bell, RNChief Executive Officer,

VM #2255

How to contact your 2009 ONA Board of Directors

Call ONA toll-free at 1-800-387-5580 (press 0)

or (416) 964-1979 in Toronto and follow the

operator’s prompts to access board members’

voice-mail. Voice-mail numbers (VM) for Board

members in the Toronto office are listed below.

Tel: (416) 964-8833

Toll free: 1-800-387-5580

ONA Provincial Office85 Grenville St., Ste. 400

Toronto ON M5S 3A2

The Ontario Nurses’ Association is the union representing approximately

54,000 registered staff nurses and allied health care professionals.

Front Lines is published six times yearly by ONA, and is distributed to all

members. We welcome submissions from members and will endeavour to

print as many as possible, within our space limitations.

Fax: (416) 964-8864

e-mail: [email protected]

www.ona.org

Design: Artifact graphic design

Printed by union labour: Thistle Printing Limited

Copyright © 2009 Ontario Nurses’ Association

All rights reserved. No part of this publication may be reproduced or transmitted in

any form or by any means, including electronic, mechanical, photocopy, recording,

or by any information storage or retrieval system, without permission in writing

from the publisher.

ISSN: 0834-9088

The MeMbers’ publicaTion oF The onTario nurses’ associaTion

Editor: Ruth Featherstone

Features Editor: Melanie Levenson

Send submissions to: Public Relations Intake at [email protected]

Contributors: Joan Boudreau, Heather Brown, Brooke Burns, Judy Fantham,

Nancy Johnson, Mary Lou King, Gloria Lynn, Sue McCulloch, Enid Mitchell,

David Nicholson, Lawrence Walter.

E Hamilton2 King St., W., 2nd Floor Rear

Dundas, ON L9H 6Z1

Tel: (905) 628-0850

Fax: (905) 628-2557

E Kingston4 Cataraqui St., Ste. 306

Kingston ON K7K 1Z7

Tel: (613) 545-1110

Fax: (613) 531-9043

E London750 Baseline Rd. E., Ste. 204

London ON N6C 2R5

Tel: (519) 438-2153

Fax: (519) 433-2050

E Orillia210 Memorial Ave.,

Unit 126A

Orillia ON L3V 7V1

Tel: (705) 327-0404

Fax: (705) 327-0511

E Ottawa1400 Clyde Ave., Ste. 211

Nepean ON K2G 3J2

Tel: (613) 226-3733

Fax: (613) 723-0947

E Sudbury764 Notre Dame Ave., Unit 3

Sudbury ON P3A 2T4

Tel: (705) 560-2610

Fax: (705) 560-1411

E Thunder Bay#214, Woodgate Centre,

1139 Alloy Dr.

Thunder Bay ON P7B 6M8

Tel: (807) 344-9115

Fax: (807) 344-8850

E TimminsCanadian Mental Health

Association Building

330 Second Ave, Ste. 203

Timmins ON P4N 8A4

Tel: (705) 264-2294

Fax: (705) 268-4355

E Windsor3155 Howard Ave., Ste. 220

Windsor ON N8X 3Y9

Tel: (519) 966-6350

Fax: (519) 972-0814

ONA Regional Offices

FeBRuARY 2009 Vol.9•No.1

ON OUR COVER: The powerful new image for ONA’s Cutting Nurses, Cutting Care campaign – a bright red cross on

a blue background – will adorn our campaign materials and (we hope) become synonymous with the threat nurse

layoffs and reductions in nursing hours pose to our health care system.

December Board HighlightsThe following are key highlights from the most recent Board of Directors meeting, held December 10-11, 2008 at the ONA pro-vincial office.

A Up to $200,000 will be released from the Operating Fund for an effective province-wide campaign to target the next provincial budget (see cover story). The Board subsequently released an additional $500,000 for the campaign for a total of $700,000.

A The censures of Bluewater Health, Local 19, and Niagara Health System, Local 26, will continue.

A Our yearly membership in the Canadian Health Coalition and Ontario Health Coalition has been renewed.

A The Human Rights and Equity Alliance Working Group pilot project will be extended for another year. The alliance is comprised of five Human Rights and Equity Representatives who receive dedicated support from ONA’s Human Rights and Equity Specialist to enhance their knowledge base on issues and assist with participation on their workplace human rights and diversity committees.

Complete highlights of the Board of Directors meeting is avail-able on the members’ section of the ONA website at www.ona.org. The next Board meeting will be held at the provincial office on February 4-5, 2009 and highlights will appear in the next issue of Front Lines.

of registered nurses willing to work in such an unstable sector, right when their clients need them the most,” ONA President Linda Haslam-Stroud told the media.

The competitive bidding process, initiated in 1998, pits cherished non-profit organiza-tions, such as the Victorian Order of Nurses, against for-profit corporations for contracts to provide home care services. This system has resulted in a lack of job security for our mem-bers, who risk losing jobs each time a contract is up for review, and an absence of continuity of care for home care clients, some of the most vulnerable patients in the province.

In January 2008, thanks largely to the lob-bying efforts of ONA and our allies, the gov-ernment announced it would halt bidding for

Up fRONt


3 FebruarY 2009

The Ontario Nurses’ Association is the union representing approximately

54,000 registered staff nurses and allied health care professionals.

Front Lines is published six times yearly by ONA, and is distributed to all

members. We welcome submissions from members and will endeavour to

print as many as possible, within our space limitations.

Fax: (416) 964-8864

e-mail: [email protected]

Design: Artifact graphic design

Printed by union labour: Thistle Printing Limited

Copyright © 2009 Ontario Nurses’ Association

All rights reserved. No part of this publication may be reproduced or transmitted in

any form or by any means, including electronic, mechanical, photocopy, recording,

or by any information storage or retrieval system, without permission in writing

from the publisher.

ISSN: 0834-9088

Editor: Ruth Featherstone

Features Editor: Melanie Levenson

Send submissions to: Public Relations Intake at [email protected]

Contributors: Joan Boudreau, Heather Brown, Brooke Burns, Judy Fantham,

Nancy Johnson, Mary Lou King, Gloria Lynn, Sue McCulloch, Enid Mitchell,

David Nicholson, Lawrence Walter.

E Thunder Bay#214, Woodgate Centre,

1139 Alloy Dr.

Thunder Bay ON P7B 6M8

Tel: (807) 344-9115

Fax: (807) 344-8850

E TimminsCanadian Mental Health

Association Building

330 Second Ave, Ste. 203

Timmins ON P4N 8A4

Tel: (705) 264-2294

Fax: (705) 268-4355

E Windsor3155 Howard Ave., Ste. 220

Windsor ON N8X 3Y9

Tel: (519) 966-6350

Fax: (519) 972-0814

years. We know that patient morbidity and mortality rates increase dramatically when there aren’t enough nurses at the bedside.

Through radio ads, currently airing in major centres throughout the province, a television ad, slated to hit your screen on February 23, bus shelter and electronic billboard ads, and various media events, we will educate the public on the very real threat to the health care system. We also want the government, which has clearly indicated that nurses are the “heart of health care,” to go on the record and direct Local Health Integration Networks and employers to stop the nursing cuts now.

We have designed a dedicated campaign website (www.cutting-nursescuttingcare.ca) where ONA members and the public can catch our ads, read backgrounders and learn how to get involved.

Your participation in our campaign is key to its success, and so we urge you to write to your local MPP today (you can do so through the campaign website), plan events in your own area, and display and distribute our campaign material, including window clings, buttons and a pamphlet (included with this issue of Front Lines). Check out the campaign website (www.cuttingnursescuttingcare.ca) for more information on what you can do to help. Our 54,000 strong voices need to be heard!

Front Lines will continue to provide campaign updates. BFL

Econt. from cover

ON OUR COVER: The powerful new image for ONA’s Cutting Nurses, Cutting Care campaign – a bright red cross on

a blue background – will adorn our campaign materials and (we hope) become synonymous with the threat nurse

layoffs and reductions in nursing hours pose to our health care system.

ONA unveils Cutting Nurses, Cutting Care Campaign

December Board HighlightsThe following are key highlights from the most recent Board of Directors meeting, held December 10-11, 2008 at the ONA pro-vincial office.

A Up to $200,000 will be released from the Operating Fund for an effective province-wide campaign to target the next provincial budget (see cover story). The Board subsequently released an additional $500,000 for the campaign for a total of $700,000.

A The censures of Bluewater Health, Local 19, and Niagara Health System, Local 26, will continue.

A Our yearly membership in the Canadian Health Coalition and Ontario Health Coalition has been renewed.

A The Human Rights and Equity Alliance Working Group pilot project will be extended for another year. The alliance is comprised of five Human Rights and Equity Representatives who receive dedicated support from ONA’s Human Rights and Equity Specialist to enhance their knowledge base on issues and assist with participation on their workplace human rights and diversity committees.

Complete highlights of the Board of Directors meeting is avail-able on the members’ section of the ONA website at www.ona.org. The next Board meeting will be held at the provincial office on February 4-5, 2009 and highlights will appear in the next issue of Front Lines.

of registered nurses willing to work in such an unstable sector, right when their clients need them the most,” ONA President Linda Haslam-Stroud told the media.

The competitive bidding process, initiated in 1998, pits cherished non-profit organiza-tions, such as the Victorian Order of Nurses, against for-profit corporations for contracts to provide home care services. This system has resulted in a lack of job security for our mem-bers, who risk losing jobs each time a contract is up for review, and an absence of continuity of care for home care clients, some of the most vulnerable patients in the province.

In January 2008, thanks largely to the lob-bying efforts of ONA and our allies, the gov-ernment announced it would halt bidding for

home care services until the competitive bid-ding process could be reviewed.

In lifting that suspension on December 15, 2008, the government said it was implement-ing a new strategy to make the system more “open and accountable” to the public, and to strengthen the way Community Care Access Centres make arrangements for home care services, provide information and referrals to community-related services, and authorize admission to long-term care homes. The prov-ince said it will monitor the quality of home care, make it more transparent, such as having all bids go through a fairness advisor, and cre-ate a public reporting system that should be up and running by the fall.

“For all this talk of fairness, there is no

fairness to the staff who deliver the care or home care clients, who deserve so much bet-ter,” Haslam-Stroud added.

The Ontario Federation of Labour, of which we are a member, wrote a letter to Minister of Health and Long-Term Care David Caplan on January 12, 2009, express-ing concern over the government’s decision and demanding the elimination of competi-tive bidding. Haslam-Stroud also penned let-ters to the editor about the reinstatement of competitive bidding, which were published in several Ontario newspapers, including the Belleville Intelligencer, Orillia Packet and Times, Welland Tribune, Guelph Mercury, Simcoe Reformer, Woodstock Sentinel-Review and Hamilton Spectator. BFL

Econt. from cover ONA Irate at Home Care Competitive Bidding Reversal

CuttingNursesCuttingCare.ca

Up fRONt


FebruarY 20094

From ONA President / Présidente, AIIO


From ONA Chief Executive Officer / Directrice générale, AIIO


Cutting Nurses, Cutting Care campaign launched because Your Jobs and patient care are at risk!

here is no question that these are challenging times for our mem-bers and the health care system in general, as nurses now face layoffs and reductions in their hours in alarming numbers. And challenging times call for urgent action!

That’s why ONA has decided to release funds from our Operating Fund for another province-wide campaign, along the lines of our very successful Still Not Enough Nurses campaign, which began in 2000 and continued throughout 2008.

We instigated that campaign to address the critical nursing short-age plaguing our province. Now, nine years later, it’s clear that we still have a lot of work to do. True, the government has hired additional nurses – due largely to our lobbying efforts – but the 9,000 net new nurses promised last March are being delayed from four to five years due to the economic downturn. The nursing shortage isn’t getting bet-ter and we could see more than 24,000 nurses retire in the coming years. There simply aren’t enough students graduating from nursing schools to take their place. And far too many are leaving our province for greener pastures.

But nothing could have prepared us for the latest trend: employ-ers balancing their budgets by laying off nurses and/or reducing their hours. It seems that when efficiencies need to be made, front-line nurs-ing staff are looked at first. This is simply not acceptable because we know – and statistics back us up – that when nursing hours are cut, patients suffer terribly.

Our new Cutting Nurses, Cutting Care campaign will be aimed at lobbying the government to put an end to the nursing cuts; educating the public on the decline in patient care due to cutbacks and motivat-ing them to take action; and saving registered nursing jobs and improv-ing patient care.

One thing is for sure: we will need your help if this campaign is going to hit its mark. I strongly urge you to do what you can, whether that be calling your MPP, organizing your own rallies and information pickets, handing out campaign literature or submitting letters to the editor of your newspapers, tying in your local situation with the overall campaign. Even displaying a campaign promotional item is showing support. ONA is here to help you and will join the voices of Ontario nurses to stop the cuts.

But if the Still Not Enough Nurses campaign is anything to go by, I know you won’t let us down. And I promise you today that your union will not let you down either.

Vos emplois et les soins aux patients sont à risque!

l ne fait aucun doute que ce sont des temps difficiles pour nos mem-bres et le système de soins de santé en général, les infirmières font face à des licenciements et à des réductions de leurs heures en nom-

bre alarmant. Et ces temps difficiles demandent des mesures urgentes!C’est pour cette raison que l’AIIO a décidé de libérer des fonds de

notre fonds d’exploitation pour mettre en œuvre une autre campagne à l’échelle de la province, Supprimer des postes d’infirmières c’est couper dans les soins semblable à notre campagne très réussie, Toujours pas as-sez d’infirmières, qui a commencé en 2000 pour se poursuivre tout au long de 2008.

Nous avons lancé cette campagne pour attirer l’attention sur la pénurie critique de personnel infirmier, plaie de notre province. Aujourd’hui, neuf ans plus tard, il est clair que nous avons encore beaucoup de travail à faire. Certes, le gouvernement a embauché des infirmières supplémentaires, en grande partie grâce aux pressions que nous avons exercées, mais l’embauche de 9 000 nouvelles infirmières promises en mars dernier a été retardée de quatre à cinq ans en raison du ralentissement économique. La pénurie d’infirmières ne s’améliore pas et nous pourrions voir plus de 24 000 infirmières prendre leur re-traite. Il n’y a tout simplement pas assez de diplômées d’écoles d’infir-mières pour les remplacer. Et trop nombreuses sont celles qui quittent notre province pour des pâturages plus verdoyants.

Mais rien ne nous préparait à la dernière tendance : les employeurs équilibrent leurs budgets qui explosent par la mise à pied d’infirmières ou par la réduction de leurs heures de travail. Il semble que lorsque les objectifs en matière d’efficacité doivent être atteints, le personnel infirmier de première ligne est visé en premier lieu.

Notre campagne visera à faire pression sur le gouvernement pour mettre fin aux diminutions de soins infirmiers, à sensibiliser le public sur le recul dans les soins aux patients en raison de compressions bud-gétaires, pour les inciter à prendre des mesures, pour sauver les emplois des infirmières autorisées et améliorer les soins aux patients.

Une chose est certaine : nous avons besoin de votre aide pour que cette campagne atteigne son but. Je vous invite instamment à faire ce que vous pouvez, que ce soit en appelant votre député provincial, en organisant des rassemblements et des activités de piquetage, en prépa-rant du matériel de propagande ou en soumettant des lettres au rédac-teur de votre journal ayant un lien avec la situation locale au sujet de l’ensemble de la campagne. Même afficher des articles promotionnels de la campagne contribue à son soutien. L’AIIO est là pour vous aider et se joindra aux voix des infirmières de l’Ontario afin de faire cesser les suppressions.

T inothing “Fair” about new rFp process

n what can accurately be described as a big lump of coal in our stock-ing, the government announced just a few days before last Christmas that it was reinstating the harmful competitive bidding process it had

temporarily halted almost a year earlier.To say this came as a shock to ONA would be a gross understate-

ment. We had scored a significant win last year when the government announced – after our mass protest and a large community rally in Hamilton – that it would halt the system pending a review. From that moment on, we continued to lobby the government to ensure that this system was permanently halted – and we had reason to be hopeful.

We felt certain that a review of competitive bidding would prove that it does nothing but provide home care providers with a fear of los-ing their jobs each time their contract is up for review and home care clients with absolutely no continuity of care, so critical to their wellbe-ing. We thought it would reveal that the only “winners” under such a system are the corporations who line their pockets quite nicely on the backs of nurses and the most vulnerable residents of the province.

In announcing the reinstatement, the government said the new process will focus on quality first and not cost, but this is completely inaccurate. The new process uses the identical model as the old pro-cess: 75 per cent quality and 25 per cent cost. Not much has changed and we are not fooled into thinking it has.

Nor has anything changed for the cherished and long-standing non-profit home care agencies, who will continue to be at a disadvan-tage to compete with for-profit providers who can hire expensive con-sultants to prepare bids.

For all the government’s talk about fairness in the new “open and accountable” system, there is nothing fair about having unstable jobs, not careers. In the midst of a severe nursing shortage in Ontario, this is the worst news we could hear. How many more home care nurses will leave for jobs in other sectors, other provinces or countries – or, worst case scenario, the profession altogether? What will happen to their clients?

ONA knows the answer is quite simple: end competitive bidding once and for all – or at least offer stability to those who work within it because, quite frankly, the alternative is unacceptable.

i


5 FebruarY 2009

From ONA Chief Executive Officer / Directrice générale, AIIO


Vos emplois et les soins aux patients sont à risque!

l ne fait aucun doute que ce sont des temps difficiles pour nos mem-bres et le système de soins de santé en général, les infirmières font face à des licenciements et à des réductions de leurs heures en nom-

bre alarmant. Et ces temps difficiles demandent des mesures urgentes!C’est pour cette raison que l’AIIO a décidé de libérer des fonds de

notre fonds d’exploitation pour mettre en œuvre une autre campagne à l’échelle de la province, Supprimer des postes d’infirmières c’est couper dans les soins semblable à notre campagne très réussie, Toujours pas as-sez d’infirmières, qui a commencé en 2000 pour se poursuivre tout au long de 2008.

Nous avons lancé cette campagne pour attirer l’attention sur la pénurie critique de personnel infirmier, plaie de notre province. Aujourd’hui, neuf ans plus tard, il est clair que nous avons encore beaucoup de travail à faire. Certes, le gouvernement a embauché des infirmières supplémentaires, en grande partie grâce aux pressions que nous avons exercées, mais l’embauche de 9 000 nouvelles infirmières promises en mars dernier a été retardée de quatre à cinq ans en raison du ralentissement économique. La pénurie d’infirmières ne s’améliore pas et nous pourrions voir plus de 24 000 infirmières prendre leur re-traite. Il n’y a tout simplement pas assez de diplômées d’écoles d’infir-mières pour les remplacer. Et trop nombreuses sont celles qui quittent notre province pour des pâturages plus verdoyants.

Mais rien ne nous préparait à la dernière tendance : les employeurs équilibrent leurs budgets qui explosent par la mise à pied d’infirmières ou par la réduction de leurs heures de travail. Il semble que lorsque les objectifs en matière d’efficacité doivent être atteints, le personnel infirmier de première ligne est visé en premier lieu.

Notre campagne visera à faire pression sur le gouvernement pour mettre fin aux diminutions de soins infirmiers, à sensibiliser le public sur le recul dans les soins aux patients en raison de compressions bud-gétaires, pour les inciter à prendre des mesures, pour sauver les emplois des infirmières autorisées et améliorer les soins aux patients.

Une chose est certaine : nous avons besoin de votre aide pour que cette campagne atteigne son but. Je vous invite instamment à faire ce que vous pouvez, que ce soit en appelant votre député provincial, en organisant des rassemblements et des activités de piquetage, en prépa-rant du matériel de propagande ou en soumettant des lettres au rédac-teur de votre journal ayant un lien avec la situation locale au sujet de l’ensemble de la campagne. Même afficher des articles promotionnels de la campagne contribue à son soutien. L’AIIO est là pour vous aider et se joindra aux voix des infirmières de l’Ontario afin de faire cesser les suppressions.

nothing “Fair” about new rFp processn what can accurately be described as a big lump of coal in our stock-ing, the government announced just a few days before last Christmas that it was reinstating the harmful competitive bidding process it had

temporarily halted almost a year earlier.To say this came as a shock to ONA would be a gross understate-

ment. We had scored a significant win last year when the government announced – after our mass protest and a large community rally in Hamilton – that it would halt the system pending a review. From that moment on, we continued to lobby the government to ensure that this system was permanently halted – and we had reason to be hopeful.

We felt certain that a review of competitive bidding would prove that it does nothing but provide home care providers with a fear of los-ing their jobs each time their contract is up for review and home care clients with absolutely no continuity of care, so critical to their wellbe-ing. We thought it would reveal that the only “winners” under such a system are the corporations who line their pockets quite nicely on the backs of nurses and the most vulnerable residents of the province.

In announcing the reinstatement, the government said the new process will focus on quality first and not cost, but this is completely inaccurate. The new process uses the identical model as the old pro-cess: 75 per cent quality and 25 per cent cost. Not much has changed and we are not fooled into thinking it has.

Nor has anything changed for the cherished and long-standing non-profit home care agencies, who will continue to be at a disadvan-tage to compete with for-profit providers who can hire expensive con-sultants to prepare bids.

For all the government’s talk about fairness in the new “open and accountable” system, there is nothing fair about having unstable jobs, not careers. In the midst of a severe nursing shortage in Ontario, this is the worst news we could hear. How many more home care nurses will leave for jobs in other sectors, other provinces or countries – or, worst case scenario, the profession altogether? What will happen to their clients?

ONA knows the answer is quite simple: end competitive bidding once and for all – or at least offer stability to those who work within it because, quite frankly, the alternative is unacceptable.

le nouveau processus d’appel d’offres n’a rien d’« équitable »

ans le cadre d’une nouvelle qu’on peut qualifier avec précision de gros morceau de charbon glissé dans notre bas de Noël, le gou-vernement a annoncé, à peine quelques jours avant Noël, qu’il

réinstaurerait le processus nuisible d’appel d’offres concurrentiel, après l’avoir interrompu temporairement un an plus tôt.

Dire que cette nouvelle a produit un choc à l’AIIO serait une affir-mation scandaleusement en dessous de la vérité. Nous avions inscrit une victoire importante l’an dernier, lorsque le gouvernement avait annoncé, après notre protestation véhémente et un grand ralliement communau-taire organisé à Hamilton, qu’il interromprait le système dans l’attente d’un examen. À partir de ce moment-là, nous avons continué d’exercer des pressions auprès du gouvernement pour interrompre de manière per-manente ce système – et nous avions de bonnes raisons d’espérer.

Nous étions certains qu’un examen du processus d’appel d’offres concurrentiel démontrerait qu’il n’a d’autre effet que de susciter, chez les fournisseurs de soins à domicile, la crainte de perdre leur emploi chaque fois que leur contrat est sur le point de faire l’objet d’un exa-men, et provoque la rupture de la continuité des soins administrés aux clients à domicile, absolument essentielle à leur bien-être. Nous croyions que cet examen révélerait que les seuls « gagnants » d’un tel système sont les entreprises, qui garnissent plutôt joliment leurs po-ches au détriment des infirmières et infirmiers, ainsi que des résidants les plus vulnérables de la province.

Au moment d’annoncer la réinstauration, le gouvernement a affirmé que le nouveau processus serait axé sur la qualité et non sur les coûts, mais cette affirmation est tout à fait inexacte. Le nouveau processus repose sur un modèle identique à l’ancien : qualité à 75 % et coûts à 25 %. Peu de choses ont changé et on n’a pas réussi à nous faire croire le contraire.

Malgré tous les propos formulés par le gouvernement sur l’équité qui caractérise le nouveau système « ouvert et responsable », le fait d’occuper un emploi précaire, et non de mener une carrière, n’a rien d’équitable. Au milieu de la grave pénurie de personnel infirmier qui affecte l’Ontario, nous n’aurions pas pu apprendre pire nouvelle. Com-bien d’autres infirmières et infirmiers spécialisés en soins à domicile quitteront leur emploi pour s’orienter vers d’autres secteurs, d’autres provinces ou d’autres pays – ou abandonneront complètement la pro-fession, dans le pire des cas? Qu’arrivera-t-il à leurs clients?

L’AIIO sait que la réponse est tout à fait simple : il faut mettre fin au processus d’appel d’offres concurrentiel une fois pour toutes – ou, du moins, offrir une stabilité à ceux et celles qui travaillent au sein de ce système car, en toute honnêteté, l’option de rechange qui nous est proposée est inacceptable.

i D


6

ona MeMbers across onTario

FebruarY 2009

CCAC Settlements Avert StrikesONA members at the Central Community Care Access Centre (CCAC) and the South East CCAC

have reached settlements with their employers, narrowly averting strikes.

Following a mediation session in early December 2008, 645 case managers and allied

health workers at the Central CCAC, who provide community-based services to more than 1.6-

million people in their catchment area, voted in favour of a first collective agreement. They

began bargaining in November 2007, following the merger of five separate Bargaining Units

as a result of the realignment of health care services when Local Health Integration Networks

were formed. The settlement, which expires on March 31, 2011, includes harmonized wages

across the Central CCAC and improvements to wages, benefits and working conditions.

In early January, a settlement was also reached with the South East CCAC, following 10

months of difficult negotiations. The settlement, which runs until March 31, 2011, averts a strike

by 160 case managers, who provide services for up to 30,000 residents in southeastern Ontario.

“Our members are very pleased to have reached settlements, as they want to continue

providing the valuable services our clients count on each and every day,” said ONA President

Linda Haslam-Stroud. “They are an integral component of their community.”

Documentary Featuring ONA Member Wins AwardA documentary featuring ONA Local 9 Coor-

dinator Marie Haase has won a Gemini Award

for Best Direction in a News Information Pro-

gram or Series.

In October 2007, CBC’s Marketplace aired

a documentary on elder abuse in long-term

care facilities across the province, entitled

“Grey, Black and Blue” (see Front Lines, Vol.

7, No. 6, December 2007, pg. 6). The program

featured Haase, who has worked as a long-

term care nurse for 15 years, discussing the

escalating violence that she sees on a daily

– and sometimes hourly – basis.

The Gemini Awards, Canada’s equivalent of

the well-known Emmy Awards south of the bor-

der, honour excellence in Canadian television.

Proud Member and Mother Reflects on Remembrance Day

Membership Questionnaire IncludedIncluded with this issue of Front Lines is a membership questionnaire that will help shape the future direction of our union.

The survey asks a series of questions on areas such as ONA communications, the function of ONA, workload and job security, violence, health care restructur-ing, and retention and recruitment. Your answers are extremely important because they will help us determine the concerns and priorities of nurses and allied health professionals within ONA.

Please take a few minutes to fill out the questionnaire and return in the post-age paid self-addressed envelope. We ask that you do so before March 27, 2009.

Thank you!

Local 2 member Suzette Van Kessel, who works at St. Joseph’s Hospital in Elliot Lake, tells Front Lines in her own words how important Remem-brance Day is to her and why it makes her even prouder to be a registered nurse.

In May 2008, my daughter Katrina received

notice that she was the national contest win-

ner for high school students for the Legion’s

annual poster and essay contest. (Students are

invited to create Remembrance Day posters,

essays and poems in honour of Canadian ac-

complishments, valour and sacrifices, past and

present.)

Katrina’s essay – “Some Climb a Ridge,”

written about her great-great uncle, who was

killed in action during the First World War –

was chosen out of 10,000 submissions. She

wrote the essay when she was in Grade 12,

as she was going on a school trip to France

in 2007 to celebrate the 90th anniversary/re-

dedication of the Vimy Ridge memorial.

We travelled to Ottawa for the November

11, 2008 Remembrance Day Ceremony, where

Katrina laid a wreath with the Governor Gen-

eral of Canada on behalf of the Youth of Can-

ada. It was a very emotional and proud day!

Remembrance Day has always held a spe-

cial place in our hearts, as I grew up listening

to stories from my grandfather, who served

overseas in the Second World War, and when

Katrina and her sister Laryssa were old enough,

they would listen to them as well.

While we were in Ottawa, we had the hon-

our of being invited to a luncheon at Rideau

Hall with the Governor General and guest of

honour, the Silver Cross Mother. There, we

were given a DVD called Front Lines, a film

Local 2 member Suzette Van Kessel (left) poses proudly next to her daughter Katrina, who laid a wreath on behalf of the Youth of Canada at the Ottawa Remembrance Day Ceremony last November. “This trip made me even prouder to be a nurse,” Van Kessel says.

about the First World War. It contains a true

story about a young nurse who was killed while

serving overseas and the lives she touched

while there. This film made me so proud to

call myself a registered nurse.

This trip was extra special because my

daughter is now away at university and the

mother/daughter time we spent together will

always be cherished. Katrina’s essay can be

seen at the National War Museum in Ottawa

until November and you can read more about

it online at www.legionmagazine.com/en/in-dex.php/2008/09/unknown-relative-inspires-winning-essay/.

Time to Get Ready for Nursing Week!Nursing Week 2009 is just a few weeks

away and we urge you to start planning ac-

tivities to acknowledge and celebrate your

critical and caring profession.

This year, Nursing Week will be held from

May 11-17 under the theme, Our Nurses. Re-spected, Vital Professionals. Caring for you. As

usual, we will be offering Nursing Week post-

ers, small tokens of our appreciation for your

dedication all year round and other special

surprises. Check the members’ section of the

ONA website at www.ona.org for updates.

All members of the Board of Directors

will also be making visits across the prov-

ince to celebrate with members firsthand

and discuss your current realities.

And don’t forget that when the week is

over, please send Front Lines your stories

and photos for a Nursing Week spread in

an upcoming issue. Submissions can be e-

mailed to Public Relations Team Intake at

[email protected].


7 FebruarY 2009

CCAC Settlements Avert StrikesONA members at the Central Community Care Access Centre (CCAC) and the South East CCAC

have reached settlements with their employers, narrowly averting strikes.

Following a mediation session in early December 2008, 645 case managers and allied

health workers at the Central CCAC, who provide community-based services to more than 1.6-

million people in their catchment area, voted in favour of a first collective agreement. They

began bargaining in November 2007, following the merger of five separate Bargaining Units

as a result of the realignment of health care services when Local Health Integration Networks

were formed. The settlement, which expires on March 31, 2011, includes harmonized wages

across the Central CCAC and improvements to wages, benefits and working conditions.

In early January, a settlement was also reached with the South East CCAC, following 10

months of difficult negotiations. The settlement, which runs until March 31, 2011, averts a strike

by 160 case managers, who provide services for up to 30,000 residents in southeastern Ontario.

“Our members are very pleased to have reached settlements, as they want to continue

providing the valuable services our clients count on each and every day,” said ONA President

Linda Haslam-Stroud. “They are an integral component of their community.”

Documentary Featuring ONA Member Wins AwardA documentary featuring ONA Local 9 Coor-

dinator Marie Haase has won a Gemini Award

for Best Direction in a News Information Pro-

gram or Series.

In October 2007, CBC’s Marketplace aired

a documentary on elder abuse in long-term

care facilities across the province, entitled

“Grey, Black and Blue” (see Front Lines, Vol.

7, No. 6, December 2007, pg. 6). The program

featured Haase, who has worked as a long-

term care nurse for 15 years, discussing the

escalating violence that she sees on a daily

– and sometimes hourly – basis.

The Gemini Awards, Canada’s equivalent of

the well-known Emmy Awards south of the bor-

der, honour excellence in Canadian television.

Proud Member and Mother Reflects on Remembrance Day

Local 2 member Suzette Van Kessel (left) poses proudly next to her daughter Katrina, who laid a wreath on behalf of the Youth of Canada at the Ottawa Remembrance Day Ceremony last November. “This trip made me even prouder to be a nurse,” Van Kessel says.

about the First World War. It contains a true

story about a young nurse who was killed while

serving overseas and the lives she touched

while there. This film made me so proud to

call myself a registered nurse.

This trip was extra special because my

daughter is now away at university and the

mother/daughter time we spent together will

always be cherished. Katrina’s essay can be

seen at the National War Museum in Ottawa

until November and you can read more about

it online at www.legionmagazine.com/en/in-dex.php/2008/09/unknown-relative-inspires-winning-essay/.

Time to Get Ready for Nursing Week!Nursing Week 2009 is just a few weeks

away and we urge you to start planning ac-

tivities to acknowledge and celebrate your

critical and caring profession.

This year, Nursing Week will be held from

May 11-17 under the theme, Our Nurses. Re-spected, Vital Professionals. Caring for you. As

usual, we will be offering Nursing Week post-

ers, small tokens of our appreciation for your

dedication all year round and other special

surprises. Check the members’ section of the

ONA website at www.ona.org for updates.

All members of the Board of Directors

will also be making visits across the prov-

ince to celebrate with members firsthand

and discuss your current realities.

And don’t forget that when the week is

over, please send Front Lines your stories

and photos for a Nursing Week spread in

an upcoming issue. Submissions can be e-

mailed to Public Relations Team Intake at

[email protected].

Help Nurses Fight, Member Urges Community

Learning and Laughs at Treasurers/LC Conference

Glenda Hubley

It was a good balance of business and plea-

sure at the annual Treasurers/Local Coordi-

nators Conference in downtown Toronto on

January 27-29, 2009.

The two-day Treasurers Workshop provided

Treasurers with the opportunity to discuss fi-

nancial issues, receive training on applicable

accounting software and network. During

their one-day session, new Local Coordinators,

whom we warmly welcome, received informa-

tion on the structure of ONA, our Constitution,

policy governance, Local Executive account-

abilities, budgeting and communication skills.

At the joint Local Coordinators and Trea-

surers Conference on January 29, 2009 (left

photo), members were provided with answers

to their financial questions, partly through a

lighthearted and clever play, “Much Ado about

Audits” starring (right photo, left to right)

Accounting Services Team member Sunil “Suni-

lius, Checker of the Cheques” Kothary; Provin-

cial Education Coordinating Team member Ath-

ena Brown (speaker and playwright); Region 2

Vice-President Anne “Lady Annelina” Clark; and

Region 3 Vice-President Andy “Sir Andy of 3rd

Region, Keeper of the Coin” Summers.

Nurses can’t fight for a quality public health

care system on our own and need the public

to stand behind us, an ONA leader has told her

local Rotary Club.

In a speech to the Sault Ste. Marie Rotary

Club on January 27, 2009, Local 46 Coordina-

tor Glenda Hubley urged the public to demand

quality patient care, sufficient registered

nurses on staff to care for those who need it

and a publicly funded, administered and deliv-

ered health care system.

“Don’t allow RNs to be laid off just as

the nursing shortage is reaching epic propor-

tions,” she said in detailing Ontario hospitals’

decisions to lay off nurses to deal with defi-

cits. “We’ll lose nurses to the U.S. or to other

provinces. We need them all.”

Hubley, who has had several letters to the

editor published in the Sault Star and was

recently interviewed by MacLeans magazine

about the new Sault Area Hospital building,

also highlighted the current struggles of over-

worked nurses, including increased illnesses

and injuries.

“I’ll keep speaking out,” she concluded.

“Our patients, the community of Sault Ste.

Marie, and my fellow RNs deserve my time

and effort.”


FebruarY 20098

ona MeMbers across onTario

New Members to ONAONA has held two recent successful certification votes:

• AlexanderPlace,Waterdown(Hamilton):15RNs.

• ReginaGardens,Hamilton:15RNs.

Wewelcomethesenewmemberstoourunion.

“KeepuptheGoodWork!”SurveyRespondentsSayThe revamped Front Lines magazine is on the right track, the overwhelm-ing majority of ONA members who re-sponded to our recent survey say.

Approximately 96 per cent of respondents said the content of Front Lines is “good” (78 per cent) or “fair” (18 per cent), and 83 per cent felt the number of pages was just right. All but one respondent said they read “some” or “all” of each issue. The survey was timed to coincide with the first-year anniversary of the new Front Lines, a combination of the former ONA Vision magazine and the eight-page Front Lines newsletter.

The survey also asked members to let us know what you would like covered more in-depth in Front Lines and we will be following up on your suggestions. A frequent request was more coverage of ONA education and so we will be publishing a regular Education column with the help of our Provincial Education Coordinating Team, begin-ning with this issue.

General comments about Front Lines were very positive with “keep up the good work!” the most common.

“Because it is not too big, I sit down and read it in one sitting and totally enjoy it,” said one respondent.

“(Front Lines) keeps members updated, but not ‘inundated,’” wrote another.

“Informative and easy to read,” stated one member. “Covers a general overview of what’s happening.”

Thank you for taking time out of your busy schedules to respond to our Front Lines survey. Your comments are very important to us and will help shape future issues. Because Front Lines is your pub-lication, we will continue to ask for your feedback in the future. In the meantime, if you have any additional comments, suggestions or submissions for Front Lines, please contact Public Relations Intake at [email protected].

The MeMbers’

publicaTion oF

The onTario

nurses’

associaTion

AIN thIs Issue…

E4From ONA President


E5From ONA CEO


E14

From ONA First Vice-President

Vicki McKenna, RN

DeCeMBeR 2008 Vol.8•No.6

A joint mediation aimed at settling the com-

munity care access centres (CCAC) class ac-

tion lawsuit, launched by ONA earlier this

year, has been set for next spring.

Mediator Justice George Adams deter-E continues on page 15

E continues on page 3

Mediation Set for CCAC Class Action

AFeaTures

In Memoriam ......................................... 10

Charges Laid Against CAMH ................ 11

Warning from the WSIB Team .............20

ADeparTMenTs

Up Front ................................................... 3

Member News .......................................... 6

Letters to ONA ........................................ 9

ONA News ............................................. 10

Queen’s Park Update .............................15

CFNU News ............................................15

Human Rights and Equity ....................16

OHC News ..............................................18

Awards and Decisions ...........................19

OFL News ...............................................19

was an exciting five days of dialogue, decisions – and celebrations! – as ONA held its Bi-

ennial Convention, Human Rights and Equity Caucus and education session under the

theme, “ONA 35 Years: A Proud Past. A Powerful Future.”

The week kicked off on Monday, November 17, 2008, with the annual Human Rights and

Equity Caucus, where members representing ONA’s designated equity groups and Friends and

Allies group networked and discussed issues of concern. A report from those discussions will

be forwarded to the ONA Board of Directors for review. Attendees were also provided with

education on the duty to accommodate addictions and mental illness, and accommodation on

the front lines.

Throughout the three days of the main business meeting, delegates learned of the work

of our union over the past two years in the areas of labour relations, professional practice,

political action and member services, watched new ONA DVDs,

mined that mediation will be held on April

30, May 25 and 26, 2009. It will involve ONA,

the Ontario Public Service Employees Union

(OPSEU) and the provincial government.

it

Key Decisions Made at Biennial

sPeCIAL PuLL-Out:

Decisions and Dialogue at the 2008

ONA Biennial Convention

For member Lisa Stainton, becoming a nurse

practitioner (NP) was so much more meaning-

ful when she was able to rejoin the union in

which she has always been so active.

Stainton, an NP at the North Simcoe Hos-

pital Alliance (Huronia District Hospital), first

became involved in ONA 21 years ago when she

was a new graduate and endured an assignment

in the ICU that she felt was outside her ability.

“I filed an Improper Work Assignment,

which was the first ever in the facility,” she

said. “Due to this arbitration agreement, stan-

dards for nurse-to-patient ratio and experience

were established, which still stand today.”

Since that time, Stainton’s work with ONA

has grown steadily and has seen her in many

positions, including Grievance chair, Occu-

pational Health and Safety Representative,

Secretary, Vice-President and finally Local 92

Coordinator. Throughout those years, Stainton

worked as an emergency room nurse and in

palliative care, ICU and the operating room.

But it was one particularly frustrating and

fateful day on the job when Stainton saw a

fax reading, “Are you looking for a change and

challenge in your nursing career?”

“I looked up to the heavens and knew it

was a sign,” she said. “I called the number and

two weeks later, I was working in northern

Ontario on an isolated Native Reserve. This

was the beginning of a five-year adventure

that taught me I had so much more to learn

and brought me back the love of nursing.”

Stainton, a diploma prepared nurse of Ab-

original descent, began taking courses part-time

to obtain her Bachelor of Science degree in

Nursing, and in 2004 was accepted into the Pri-

Focus on…Lisa Stainton, Nurse Practitioner

Member’s Cosmetic Surgery not “Willfully Self-inflicted Injury,” Arbitrator RulesIn a landmark decision, an arbitrator has ruled that disability following

cosmetic surgery cannot be excluded from short-term disability (STD)

as a “willfully self-inflicted injury.”

A hospital in northern Ontario had denied a grievance filed by an

ONA member for short-term disability for the expected recovery period

for a surgery to which she had voluntarily submitted for cosmetic rea-

sons. The hospital argued that the plan was subject to an exclusion for

self-inflicted injuries. In its view, a cosmetic surgery was an exercise of

will, and thus a self-inflicted injury.

While the arbitrator found there was a self-inflicted injury exclusion,

he determined that the exclusionary term “willfully self-inflicted” should

not be applied to a total disability that is reasonable or understandable

in all of the circumstances. He stated there was nothing inappropriate or

fraudulent in the grievor’s behaviour; her surgery was a reasonable op-

tion and was undertaken for valid reasons of self-esteem that are readily

understandable; the surgery was performed by competent health care

professionals under appropriate and medically sound conditions; and re-

sulting convalescent time was expected and proportional to the surgery.

Therefore, the arbitrator concluded that he could not find these

facts reflected a “willfully self-inflicted injury.”

Pushing for a Minimum Standard of CareONA leaders, members and staff join the Ontario Federation of Labour, our union allies and politicians in demanding the government implement a minimum standard of care for long-term care residents at the Canadian Union of Public Employees’ “Rally for 3.5” at Queen’s Park in Toronto on December 4, 2008. “In long-term care, there simply aren’t enough staff in place to deliver the quality care that residents need,” ONA President Linda Haslam-Stroud told the crowd. “This must change and change quickly. And these must be worked hours – hours when staff members actually deliver care to residents. We have to be loud and clear – 3.5 hours of care per resident per day now!” Pictured are (left to right): Local 54 Coordinator Danielle Latulippe-Larmand, Haslam-Stroud, ONA First Vice-President Vicki McKenna.


9 FebruarY 2009

For member Lisa Stainton, becoming a nurse

practitioner (NP) was so much more meaning-

ful when she was able to rejoin the union in

which she has always been so active.

Stainton, an NP at the North Simcoe Hos-

pital Alliance (Huronia District Hospital), first

became involved in ONA 21 years ago when she

was a new graduate and endured an assignment

in the ICU that she felt was outside her ability.

“I filed an Improper Work Assignment,

which was the first ever in the facility,” she

said. “Due to this arbitration agreement, stan-

dards for nurse-to-patient ratio and experience

were established, which still stand today.”

Since that time, Stainton’s work with ONA

has grown steadily and has seen her in many

positions, including Grievance chair, Occu-

pational Health and Safety Representative,

Secretary, Vice-President and finally Local 92

Coordinator. Throughout those years, Stainton

worked as an emergency room nurse and in

palliative care, ICU and the operating room.

But it was one particularly frustrating and

fateful day on the job when Stainton saw a

fax reading, “Are you looking for a change and

challenge in your nursing career?”

“I looked up to the heavens and knew it

was a sign,” she said. “I called the number and

two weeks later, I was working in northern

Ontario on an isolated Native Reserve. This

was the beginning of a five-year adventure

that taught me I had so much more to learn

and brought me back the love of nursing.”

Stainton, a diploma prepared nurse of Ab-

original descent, began taking courses part-time

to obtain her Bachelor of Science degree in

Nursing, and in 2004 was accepted into the Pri-

mary Health Care Nurse Practitioner program at

Laurentian University in Sudbury, which she par-

tially funded through a scholarship from John-

son Inc., the carrier of the ONA benefits plan.

“I credited my involvement with ONA in

preparing me for that rigorous scholastic pur-

suit,” she said. “The confidence and knowledge

acquired by all the courses I took through ONA

helped me in succeeding to where I am today.”

It comes as no surprise then that when

Stainton graduated, she was very keen to be-

come an ONA member once again.

“I was initially not in ONA after returning

to North Simcoe Hospital Alliance as a nurse

practitioner,” she said, “but after a review of

the NP role, ONA pursued NPs in the union

and I am happily a member once again.” (ONA

now represents NPs across the province in

hospitals, long-term care, public health and

community health centres.)

Focus on…Lisa Stainton, Nurse PractitionerWhile Stainton loved emergency nursing,

it is her role as an NP that has given her the

most rewards.

“I felt the urge for autonomy to practice

my skills,” she said. “By becoming a nurse

practitioner, I can now autonomously diag-

nose, order and interpret diagnostic tests, pre-

scribe pharmaceuticals, and perform specific

procedures within my scope. My clients are

rostered into my family practice and I func-

tion as their primary care provider with two

collaborating physicians whom I access when

my scope of practice has been reached.”

And if working full-time at her hospital

and serving as a Board member of the Nurse

Practitioners’ Association of Ontario wasn’t

enough, Stainton also has a side business,

RN(EC) Nurse Practitioner Consulting, in which

she primarily provides locum coverage for NPs

and physicians, proposal writing, medical di-

rective development and chart reviews. She

is also the current Region 4 representative on

ONA’s Nursing Week Team.

“I think there is no better way to show

how much I value the profession of nursing

and my union than by recognizing the unique

role that nurses provide and finding ways to

celebrate,” she said. BFL

Member’s Cosmetic Surgery not “Willfully Self-inflicted Injury,” Arbitrator RulesIn a landmark decision, an arbitrator has ruled that disability following

cosmetic surgery cannot be excluded from short-term disability (STD)

as a “willfully self-inflicted injury.”

A hospital in northern Ontario had denied a grievance filed by an

ONA member for short-term disability for the expected recovery period

for a surgery to which she had voluntarily submitted for cosmetic rea-

sons. The hospital argued that the plan was subject to an exclusion for

self-inflicted injuries. In its view, a cosmetic surgery was an exercise of

will, and thus a self-inflicted injury.

While the arbitrator found there was a self-inflicted injury exclusion,

he determined that the exclusionary term “willfully self-inflicted” should

not be applied to a total disability that is reasonable or understandable

in all of the circumstances. He stated there was nothing inappropriate or

fraudulent in the grievor’s behaviour; her surgery was a reasonable op-

tion and was undertaken for valid reasons of self-esteem that are readily

understandable; the surgery was performed by competent health care

professionals under appropriate and medically sound conditions; and re-

sulting convalescent time was expected and proportional to the surgery.

Therefore, the arbitrator concluded that he could not find these

facts reflected a “willfully self-inflicted injury.”

Pushing for a Minimum Standard of CareONA leaders, members and staff join the Ontario Federation of Labour, our union allies and politicians in demanding the government implement a minimum standard of care for long-term care residents at the Canadian Union of Public Employees’ “Rally for 3.5” at Queen’s Park in Toronto on December 4, 2008. “In long-term care, there simply aren’t enough staff in place to deliver the quality care that residents need,” ONA President Linda Haslam-Stroud told the crowd. “This must change and change quickly. And these must be worked hours – hours when staff members actually deliver care to residents. We have to be loud and clear – 3.5 hours of care per resident per day now!” Pictured are (left to right): Local 54 Coordinator Danielle Latulippe-Larmand, Haslam-Stroud, ONA First Vice-President Vicki McKenna.

That’s Lisa on the billboard!


FebruarY 200910

ona neWs

ONA 2009 Strategic Outcomes and Goals SetThe ONA Board of Directors has approved our 2009 Strategic Outcomes

and a series of short- and long-term goals, which will guide our organiza-

tion throughout this year.

The four Strategic Outcomes, which were presented at the Biennial

Convention last November, are:

1. Proactively lead and work to improve the economic status

and working conditions for registered nurses and allied health

professionals.

2. A thriving Union achieved through active informed membership

participation.

2. The Local executive and Bargaining Unit leadership are actively

involved in, and understand, the work of the Union.

4. Maintain a publicly funded, publicly administered and publicly

delivered high quality affordable health care system.

The following short- and long-term goals for labour relations in 2009

were also indentified:

• RetainandrecruitRNsandalliedhealthprofessionalsforquality

patient/resident/client care.

• Achieve“bestinCanada”wagesandworkingconditions,

recognizing ONA members’ vital contribution to Ontario’s health

care system.

• InvestinRNsandalliedhealthprofessionals.

• LobbyforamoratoriumonreplacingRNsandalliedwithless-

skilled workers.

• Negotiateandimprovewhistleblowerprotection.

• Pursuepaideducationopportunitiesforfront-linenurses.

• ContinuesupportfortheprinciplesoftheCanada Health Act.• InvestinacultureofsafetyandhealthofRNs.

• Investinthepublicsector.BFL

ONA Asks Ministry to Investigate Grey Bruce Public Health UnitONA has asked the Ministry of Health and Long-Term Care to ap-

point an assessor under Section 82 of the Health Protection and Promotion Act to investigate what appears to be poor management

at the Grey Bruce Public Health Unit, Local 4.

Soon after the health unit signed a new three-year contract with

ONA members last October, following a difficult and protracted set

of negotiations, the employer announced that it wanted to cut six

registered nursing positions (four part-time and two full-time) from

its staff of 40 full-time and 11 part-time nurses. The health unit

blames the decision mostly on tight budgeting by the province, say-

ing they received a 3 per cent increase this year instead of the an-

ticipated 5 per cent. So, the public health unit is threatening job

cuts to balance their budgets, ONA President Linda Haslam-Stroud

told the local media.

“At no time during the recent contract talks did the health unit

negotiators indicate cuts would result from a 3 per cent increase for

our members,” she said, noting that layoffs will mean less health care

time for clients. “This seems like bargaining in bad faith to me.”

Under Section 82 of the Act, an assessor may carry out an

assessment of a board of health for the purpose of ascertaining

whether the board is providing or ensuring the provision of health

and programs in accordance with specific sections, regulations and

guidelines, or complying with all other respects with the Act and

regulations; or assessing the quality of management or administra-

tion of the affairs of the board.

The health unit’s decision comes just two months after the

public health unit moved into a new $17-million waterfront build-

ing. ONA will file grievances if proposed layoffs of our members go

ahead. BFL

ONAHeadstoArbitrationtoHaltTorontoLayoffsONA has gone to arbitration in an attempt to

stop the layoffs of registered nurses at Toronto

East General Hospital.

To date, Toronto East General has issued six

layoff notices to registered nurses on its medical,

surgical and transitional care units. The hospital

plans to lay off 36 Patient Care Coordinators,

who are skilled registered nurses, and replace

them with supervisors, registered practical

nurses and personal support workers (PSW).

We know that fewer front-line RNs will re-

sult in increased morbidity and mortality rates

for patients, as proven repeatedly in studies con-

ducted in North America in the past few years.

“This decision will threaten patient care

at East General and is yet another example of

hospitals trying to save money on the backs of

registered nurses and patient safety,” said ONA

President Linda Haslam-Stroud. “Reducing the

number of RNs through layoffs and by failing

to fill vacancies is counterintuitive during a

nursing shortage.”

This is just the latest in a long list of employ-

ers that have turned to nurses in an attempt to

balance their books. Others include: Lakeridge

Health, North York General Hospital, Southlake

Regional Health Centre, Quinte Health Care,

Humber River Regional Hospital, St. Michael’s

Hospital, University Health Network, Toronto Re-

habilitation Institute, Rouge Valley Health System,

Baycrest Hospital, Hamilton Health Sciences, York

Region Community and Health Services, Kingston

General Hospital, St. Joseph’s Healthcare Hamil-

ton, Niagara Health System, Thunder Bay Region-

al Hospital, Windsor Regional Hospital and Sault

Area Hospital. BFL

Don’t Allow Employers to Balance Budgets on Nurses, ONA Tells Pre-budget HearingOntario employers cannot balance their budgets on the backs of regis-

tered nurses and their patients, ONA President Linda Haslam-Stroud has

told a pre-budget hearing.

Before the Standing Committee on Finance and Economic Affairs

on December 11, 2008, Haslam-Stroud said that laying off nurses and

reducing hours to meet a government directive to stay out of the red is

the wrong policy for a time of heightened demand for nursing care in

hospitals, long-term care, home care and public health.

“Every full-time nurse that is reduced is equivalent to 1,950 hours

of nursing care that our patients are not receiving,” she said. “There

has been a delay in the 9,000-nurse implementation over an additional

year, which we are concerned about because these may be short-term

savings, but they may be long-term costs to the government.…The sim-

ple fact is that health outcomes for Ontarians suffer when there aren’t

enough nurses to provide care and we are putting our patients’ health

at risk. The government cannot delay the hiring of these net new nurs-

ing positions in all sectors.”

During her presentation, Haslam-Stroud also called on the govern-

ment to:

• Investinacultureofsafetyfornursesandalliedhealthworkers.

• Regulateminimumstaffingstandardsinlong-termcarehomes

of 3.5 worked hours per resident per day.

• Makepublichealthafully-fundedprovincialresponsibility,

with standardized programs.

• Implementapolicyofwageparityinhomecareandlong-term

care to ensure sufficient nursing staff to support the shifting

of patient care into the community and to achieve recruitment

and retention initiatives.

• Permanentlyendthepolicyofcompetitivebiddinginhome

care to support continuity in client care and stability in the

workforce, and promote support for the not-for-profit sector.

Haslam-Stroud’s presentation and our written submission are avail-able on the members’ section of the ONA website at www.ona.org under “Political Action/Campaigning.” BFL

StandingupforThosewhoCan’tAs ONA First Vice-President Vicki McKenna proudly holds our flag in the background,

ONA President Linda Haslam-Stroud addresses a large gathering of injured workers’

groups and their labour allies on December 4, 2008 at the annual Injured Workers’

Christmas Demonstration. “Today I call upon everyone here to exercise leadership in

working to ensure the Liberal government strengthens laws that will protect workers

from workplace violence and will take care of those who are injured while doing their

jobs,” she said at the rally, held outside the Ministry of Labour in downtown Toronto.


11 FebruarY 2009

ONA Asks Ministry to Investigate Grey Bruce Public Health UnitONA has asked the Ministry of Health and Long-Term Care to ap-

point an assessor under Section 82 of the Health Protection and Promotion Act to investigate what appears to be poor management

at the Grey Bruce Public Health Unit, Local 4.

Soon after the health unit signed a new three-year contract with

ONA members last October, following a difficult and protracted set

of negotiations, the employer announced that it wanted to cut six

registered nursing positions (four part-time and two full-time) from

its staff of 40 full-time and 11 part-time nurses. The health unit

blames the decision mostly on tight budgeting by the province, say-

ing they received a 3 per cent increase this year instead of the an-

ticipated 5 per cent. So, the public health unit is threatening job

cuts to balance their budgets, ONA President Linda Haslam-Stroud

told the local media.

“At no time during the recent contract talks did the health unit

negotiators indicate cuts would result from a 3 per cent increase for

our members,” she said, noting that layoffs will mean less health care

time for clients. “This seems like bargaining in bad faith to me.”

Under Section 82 of the Act, an assessor may carry out an

assessment of a board of health for the purpose of ascertaining

whether the board is providing or ensuring the provision of health

and programs in accordance with specific sections, regulations and

guidelines, or complying with all other respects with the Act and

regulations; or assessing the quality of management or administra-

tion of the affairs of the board.

The health unit’s decision comes just two months after the

public health unit moved into a new $17-million waterfront build-

ing. ONA will file grievances if proposed layoffs of our members go

ahead. BFL

ONAHeadstoArbitrationtoHaltTorontoLayoffsbalance their books. Others include: Lakeridge

Health, North York General Hospital, Southlake

Regional Health Centre, Quinte Health Care,

Humber River Regional Hospital, St. Michael’s

Hospital, University Health Network, Toronto Re-

habilitation Institute, Rouge Valley Health System,

Baycrest Hospital, Hamilton Health Sciences, York

Region Community and Health Services, Kingston

General Hospital, St. Joseph’s Healthcare Hamil-

ton, Niagara Health System, Thunder Bay Region-

al Hospital, Windsor Regional Hospital and Sault

Area Hospital. BFL

Don’t Allow Employers to Balance Budgets on Nurses, ONA Tells Pre-budget HearingOntario employers cannot balance their budgets on the backs of regis-

tered nurses and their patients, ONA President Linda Haslam-Stroud has

told a pre-budget hearing.

Before the Standing Committee on Finance and Economic Affairs

on December 11, 2008, Haslam-Stroud said that laying off nurses and

reducing hours to meet a government directive to stay out of the red is

the wrong policy for a time of heightened demand for nursing care in

hospitals, long-term care, home care and public health.

“Every full-time nurse that is reduced is equivalent to 1,950 hours

of nursing care that our patients are not receiving,” she said. “There

has been a delay in the 9,000-nurse implementation over an additional

year, which we are concerned about because these may be short-term

savings, but they may be long-term costs to the government.…The sim-

ple fact is that health outcomes for Ontarians suffer when there aren’t

enough nurses to provide care and we are putting our patients’ health

at risk. The government cannot delay the hiring of these net new nurs-

ing positions in all sectors.”

During her presentation, Haslam-Stroud also called on the govern-

ment to:

• Investinacultureofsafetyfornursesandalliedhealthworkers.

• Regulateminimumstaffingstandardsinlong-termcarehomes

of 3.5 worked hours per resident per day.

• Makepublichealthafully-fundedprovincialresponsibility,

with standardized programs.

• Implementapolicyofwageparityinhomecareandlong-term

care to ensure sufficient nursing staff to support the shifting

of patient care into the community and to achieve recruitment

and retention initiatives.

• Permanentlyendthepolicyofcompetitivebiddinginhome

care to support continuity in client care and stability in the

workforce, and promote support for the not-for-profit sector.

Haslam-Stroud’s presentation and our written submission are avail-able on the members’ section of the ONA website at www.ona.org under “Political Action/Campaigning.” BFL

StandingupforThosewhoCan’tAs ONA First Vice-President Vicki McKenna proudly holds our flag in the background,

ONA President Linda Haslam-Stroud addresses a large gathering of injured workers’

groups and their labour allies on December 4, 2008 at the annual Injured Workers’

Christmas Demonstration. “Today I call upon everyone here to exercise leadership in

working to ensure the Liberal government strengthens laws that will protect workers

from workplace violence and will take care of those who are injured while doing their

jobs,” she said at the rally, held outside the Ministry of Labour in downtown Toronto.

Auditor’s Report Blasts P3s, Mental Health ServicesSufficient oversight is needed to ensure that services to the public,

including health care, are delivered economically, efficiently and effec-

tively, the annual report of the Auditor General of Ontario states.

“In a number of our value-for-money audits, we concluded there

was insufficient oversight to ensure that Ontarians are getting the

public services they need and value for their tax dollars,” said Auditor

General Jim McCarter in his December 2008 report. For example, he

said the Ministry of Health and Long-Term Care delegated oversight

responsibilities for community-based adult mental health and addic-

tion treatment agencies to the 14 Local Health Integration Networks

(LHINs), but “neither the Ministry nor the LHINs had sufficient infor-

mation to know whether these agencies were doing their job well and

people were getting the treatment they need.”

Key components of the auditor’s report relating to health care in-

clude:

• TheBramptonCivicHospital–oneofabout100public-

private partnerships (P3s) planned in Ontario – cost taxpayers

$289-million more than it might have if the government did

the work itself. Greater transparency is necessary in the P3

process, and a better analysis of the costs of all reasonable

alternatives needs to be made. McCarter said he will keep an

eye on how the projects turn out.

• Thoseinneedofmentalhealthandaddictioncareservices

can’t find them because the government isn’t keeping track

of the programs it funds. Mental health services for children

are provided in a patchwork system that lacks standards, and

up to 90 per cent of people who need addiction treatment in

Ontario may not be getting it.

• Whilethegovernmenthasbeensuccessfulinmoving

people with serious illnesses out of institutions and into the

community, “the province does not know whether there are

adequate support systems in place to ensure these individuals

can live fulfilling lives in the communities.” BFL


FebruarY 200912

ONACreditedforHospital’sAnti-ViolencePoliciesThe mother of an ONA member who was slain

on the job has credited ONA for the recent deci-

sion of Windsor’s Hotel-Dieu Grace Hospital to

implement new policies to prevent workplace

harassment and violence.

Barbara Dupont said the reaction of Hotel-

Dieu Grace, Local 8, to the inquest examining

the murder of her daughter Lori at the hospital

on November 12, 2005, was owed much to the

pressure of ONA, which filed grievances after

the tragedy. ONA stated that the hospital “failed

to maintain a safe workplace free from violence,

harassment and discrimination” in violation of

our collective agreement. The grievances have

since been settled.

Dupont, who is also a nurse, added that she

is counting on ONA to monitor the implemen-

tation of the hospital’s new policies, which are

aimed at educating its employees, preventing

harassment in the workplace and disciplining

those who abuse the policies.

12

ona neWs

President’s Letters to the Editor Published

FebruaryisBlackHistoryMonthONA joins with our friends and allies throughout North America in celebrat-ing Black History Month.

Black History Month, celebrated each February in Canada and the United States, is an opportunity to share the historical and current contributions of African Canadians and African Ameri-cans in areas such as medicine, public service, education, art, culture, economic development, politics and human rights.

The following letter by ONA President Linda Haslam-Stroud was published in the Kingston Whig-Standard on December 2, 2008.

As the president of the Ontario Nurses’ Association, the union representing 54,000 regis-tered nurses and allied health professionals in Ontario, I must take issue with the comment by provincially appointed supervisor Graham Scott that “patient care won’t suffer” when Kingston General Hospital eliminates 157 full-time positions and closes beds.

This comment seems to be part of a formula that is repeated across the province: A health care facility announces it is reducing nursing hours but assures us that patient care won’t suffer. Common sense alone should tell us all that leaving fewer front-line staff to care for patients detrimentally affects patient care.

The Ontario Nurses’ Association has been hearing about hundreds of highly skilled reg-istered nurses who have been seeing their jobs eliminated across the province in the past few months. Ontarians – and the government – know that there is a severe and worsening nurs-ing shortage, with those on the front lines struggling to provide quality patient care.

With their ranks being further cut, fewer registered nurses are left to care for our patients. In some cases, highly trained and skilled registered nurses are being replaced by less-skilled workers, or not replaced at all.

Perhaps Scott and others who try to fool us into thinking that patient care won’t be affected by cutting nursing care should read some of the scientific studies that show that each extra patient added to a nurse’s workload increases morbidity (complications) and mortality (death) rates by seven per cent.

It’s time we all stopped pretending that cutting nursing hours at hospitals doesn’t affect patient care. It does affect patient care, further increases wait times and affects the wellbeing of the front-line health care professionals who want, more than anything, to provide quality patient care.

Linda Haslam-Stroud, RNPresidentOntario Nurses’ Association

ONA President Linda Haslam-Stroud and Barbara Dupont pose at a Local 8 Nursing Week event last year where Dupont’s late daughter Lori, an ONA member, was in everyone’s thoughts.

NEWS iN BriEF

E THE CASE AGAINST THE CENTRE FOR Addiction and Mental Health (CAMH),

Local 54, has been adjourned until March

4, 2009 (pre-trial) and March 12, 2009

(court appearance). Following a year-long

media push by ONA, outlining escalating

violence at the facility, CAMH was charged

by the Ministry of Labour in December with

violating the Occupational Health and Safety Act and is facing millions of dollars

in fines (see Front Lines, Vol. 8, No, 6, De-

cember 2008, pg. 11). ONA President Linda

Haslam-Stroud told the media that CAMH

is not doing enough to keep nurses safe on

the job and needs to put a violence-pre-

vention program in place and conduct in-

depth risk assessments, routine equipment

assessments and more staff training.

E THE REGISTERED NURSES’ Association

of Ontario’s (RNAO) guidelines for pre-

venting and managing violence in the

workplace may help ONA’s long-time ad-

vocacy efforts, ONA First Vice-President

Vicki McKenna has told the media. The

RNAO, like ONA, is calling on the govern-

ment to enact and enforce legislation that

promotes a violence-free workplace. Leg-

islation should include mandatory report-

ing and whistleblower protection for those

who report such incidents, the RNAO said,

adding that workplaces need a prevention

policy and all organizations should make

eliminating violence a strategic priority.

E THE CANADIAN HEALTH COALITION

(CHC) has renewed its call for a national

pharmacare program, releasing a report

detailing the hardships faced by Canadi-

ans without a drug plan. Life Before Medi-care, published by the Canadian Centre for

Policy Alternatives, highlights stories that

were compiled following public hearings

across the country where more than 250

Canadians talked about how prescription

drug costs are affecting their lives. “It

would be so much more efficient and more

equitable to have one plan that covers

FulfillHRDuties,EqualPayCoalitionAsksPremierThe Equal Pay Coalition, of which ONA is a

member, has called on Premier McGuinty to

fulfill his domestic and international human

rights duties by taking immediate, short-term

and long-term steps towards closing Ontario’s

29 per cent gender pay gap.

Much of the pay gap results from the

province-wide discriminatory undervaluation

of women’s work and discriminatory labour

market barriers, the coalition states, adding

that if the Premier refuses to act, he will face

a coalition complaint to the United Nations

(UN) for non-compliance with the UN’s pay

equity standards.

To view the coalition’s open letter to the

Premier and a video statement from Coalition

Chair Mary Cornish, log onto www.equalpay-coalition.org. The video is also available on

YouTube at www.youtube.com.


13 FebruarY 2009

President’s Letters to the Editor Published

FebruaryisBlackHistoryMonthONA joins with our friends and allies throughout North America in celebrat-ing Black History Month.

Black History Month, celebrated each February in Canada and the United States, is an opportunity to share the historical and current contributions of African Canadians and African Ameri-cans in areas such as medicine, public service, education, art, culture, economic development, politics and human rights.

The following letter by ONA President Linda Haslam-Stroud was published in the Kingston Whig-Standard on December 2, 2008.

As the president of the Ontario Nurses’ Association, the union representing 54,000 regis-tered nurses and allied health professionals in Ontario, I must take issue with the comment by provincially appointed supervisor Graham Scott that “patient care won’t suffer” when Kingston General Hospital eliminates 157 full-time positions and closes beds.

This comment seems to be part of a formula that is repeated across the province: A health care facility announces it is reducing nursing hours but assures us that patient care won’t suffer. Common sense alone should tell us all that leaving fewer front-line staff to care for patients detrimentally affects patient care.

The Ontario Nurses’ Association has been hearing about hundreds of highly skilled reg-istered nurses who have been seeing their jobs eliminated across the province in the past few months. Ontarians – and the government – know that there is a severe and worsening nurs-ing shortage, with those on the front lines struggling to provide quality patient care.

With their ranks being further cut, fewer registered nurses are left to care for our patients. In some cases, highly trained and skilled registered nurses are being replaced by less-skilled workers, or not replaced at all.

Perhaps Scott and others who try to fool us into thinking that patient care won’t be affected by cutting nursing care should read some of the scientific studies that show that each extra patient added to a nurse’s workload increases morbidity (complications) and mortality (death) rates by seven per cent.

It’s time we all stopped pretending that cutting nursing hours at hospitals doesn’t affect patient care. It does affect patient care, further increases wait times and affects the wellbeing of the front-line health care professionals who want, more than anything, to provide quality patient care.

Linda Haslam-Stroud, RNPresidentOntario Nurses’ Association

NEWS iN BriEF

E THE CASE AGAINST THE CENTRE FOR Addiction and Mental Health (CAMH),

Local 54, has been adjourned until March

4, 2009 (pre-trial) and March 12, 2009

(court appearance). Following a year-long

media push by ONA, outlining escalating

violence at the facility, CAMH was charged

by the Ministry of Labour in December with

violating the Occupational Health and Safety Act and is facing millions of dollars

in fines (see Front Lines, Vol. 8, No, 6, De-

cember 2008, pg. 11). ONA President Linda

Haslam-Stroud told the media that CAMH

is not doing enough to keep nurses safe on

the job and needs to put a violence-pre-

vention program in place and conduct in-

depth risk assessments, routine equipment

assessments and more staff training.

E THE REGISTERED NURSES’ Association

of Ontario’s (RNAO) guidelines for pre-

venting and managing violence in the

workplace may help ONA’s long-time ad-

vocacy efforts, ONA First Vice-President

Vicki McKenna has told the media. The

RNAO, like ONA, is calling on the govern-

ment to enact and enforce legislation that

promotes a violence-free workplace. Leg-

islation should include mandatory report-

ing and whistleblower protection for those

who report such incidents, the RNAO said,

adding that workplaces need a prevention

policy and all organizations should make

eliminating violence a strategic priority.

E THE CANADIAN HEALTH COALITION

(CHC) has renewed its call for a national

pharmacare program, releasing a report

detailing the hardships faced by Canadi-

ans without a drug plan. Life Before Medi-care, published by the Canadian Centre for

Policy Alternatives, highlights stories that

were compiled following public hearings

across the country where more than 250

Canadians talked about how prescription

drug costs are affecting their lives. “It

would be so much more efficient and more

equitable to have one plan that covers

everybody for the country,” said Michael

McBane, national coordinator of the CHC.

E SAINT ELIzABETH HEALTH CARE is pilot-

ing the use of tablet computers in Wind-

sor that may make a big difference in the

care a client receives at home. The new

portable technology, roughly the size of

a clipboard, allows nurses to access a cli-

ent’s chart and history, fill out forms, take

photographs of wounds and injuries, and

instantly communicate with doctors and

specialists in their offices. If successful,

the program may be expanded.

E THE AMERICAN ACADEMY OF NURSES

has initiated a campaign called Raise the Voice to ensure its 1,500 fellows, partner

organizations and health leaders are aware

of how nurses are changing and improving

the fundamental way care is delivered. To

learn more, visit www.aannet.org.

COuNTErPArTS

E NEW BRUNSWICK NURSES have over-

whelmingly ratified a tentative agreement

reached with the provincial government on

January 5, 2009. The three-year deal, ret-

roactive to January 1, 2008 and expiring

on December 31, 2010, provides for salary

increases of 11.5 per cent, shift premiums

and additional pay for senior nurses. “I’m

pleased that we were able to reach an

agreement which respects the work nurses

do, recognizes their difficult working condi-

tions, and which will address retention and

recruitment issues,” said New Brunswick

Nurses Union President Marilyn Quinn. An

earlier tentative agreement was rejected

last December and the union’s 5,500 nurses

voted 94 per cent in favour of a strike.

E THE PRINCE EDWARD ISLAND NURSES

Union has gone to binding arbitration af-

ter its members rejected a tentative three-

year contract reached through conciliation

last December. The two sides disagreed on

whether new retention incentives for se-

nior nurses are pensionable.

E THANKS TO A CHALLENGE to the Supreme

Court of Canada by the British Columbia

Nurses Union and other provincial unions,

thousands of B.C. health care workers who

lost their jobs through contracting out will

be getting payouts totalling $68-million,

or about $9,500 per worker. Approximate-

ly 7,000 workers lost their jobs after the

B.C. government brought in legislation in

2002 that allowed health employers to rip

up union contracts and privatize jobs.

rECENT STuDiES

E THE THOUSANDS OF NURSES who left

Canada for the United States went for regu-

lar work and because they are highly valued

there – not for money – a major study on

cross-border flight has found. The research,

part of the Health Human Resources Mi-

gration International Policy Symposium

sponsored by the University of Toronto and

the Ontario Ministry of Health and Long-

Term Care, was based on interviews in 2006

with 678 Canadian nurses in the U.S.

E ADDING 133,000 REGISTERED nurses

to the acute care hospital workforce in

America would save 5,900 lives per year

and an estimated $6.1-billion, or $46,000

per additional nurse, in medical costs, a

study from the American Nurses Associa-

tion says. The research culled findings from

28 different studies that analyzed the re-

lationship between higher RN staffing and

several patient outcomes. The findings de-

mon strate that as nursing staffing levels

increase, patients’ risks of complications

and hospital lengths of stay decrease.

E A NEW STUDY BY McMASTER University’s

Nursing Health Services Research Unit con-

cludes there is a “brain waste” of immigrant

nurses in Canada. Many foreign-trained nur-

ses have been unable to upgrade their cre-

dentials when they have arrived here and

are working in lower-paid positions, such as

personal support workers. The authors con-

clude that there is a need for supports around

cultural diversity and mentoring programs.

Careers in the health care sector are in high demand,

topping the list of occupations showing signs of

shortages at the national level, a new report

reveals. “Throughout the 1990s, growth in the

health and social assistance sector was minimal

as governments in Canada cut back significantly

on health care spending in order to bring defi-

cits under control,” the report Looking Ahead: A

10-Year Outlook for the Canadian Labour Market

states.

Nurses are second only to mothers on a list of the

hardest working Canadians, a Workopolis survey

of 4,000 Canadians finds. The survey shows that

employees are averaging an extra three hours a

week on the job and feel they are working “too

hard.” Half said they work harder because it’s ex-

pected of them and is the nature of their job.

The shortage of nurses and doctors topped the list

of concerns Ontarians have with our health care

system, a Toronto Star poll reveals. Seventy-two

per cent of Ontarians said they are confident

they would receive the help needed, but 43 per

cent would consider travelling abroad to avoid

long wait times for certain services.

Nurses are exposed to a wide variety of toxic chemi-

cals and radiation, leading to an increased risk

of cancer, asthma, miscarriages and birth defects

in their children, an American survey reveals. The

survey looked at the cumulative health risks of

1,500 nurses in all 50 states who were exposed

to 11 common health care chemicals and also

found that few if any workplace safety standards

are in place to limit exposure.


FebruarY 200914

E The Annual Report of the Chief Medical Officer of Health has been released, reviewing Operation Health Protection, the province’s three-year action plan to improve public health, launched in 2004. Dr. Williams’ annual report, released on November 20, 2008, notes key accomplishments of Operation Health Protection, including:• Improvements to theprovince’s capacity todealwith infectious andcommunicable

diseases. • ThecreationoftheOntarioAgencyforHealthProtectionandPromotion.• InvestmentsintherenewaloftheOntarioPublicHealthLaboratories.• Improvementstohealthemergencypreparednessandresponsethroughthecreationof

the Emergency Management Unit in the Ministry of Health and Long-Term Care. Dr. Williams also called on the government to address the issue of leadership vacancies in

the public health system and to respond to the recommendations of the Capacity Review Committee. The Capacity Review Committee was established as part of Operation Health Protection to examine capacity issues at the local public health unit level. The committee’s final report was released in May 2006 and made 50 recommendations to strengthen local health units. In addition, the government has released new Ontario Public Health Stan-dards (OPHS) and Protocols that establish the minimum requirements for public health programs and services, which include assessment and surveillance, health promotion and policy development, disease and injury prevention, and health protection. The protocols that accompany the OPHS are program and topic-specific documents that provide direc-tion on how boards of health must operationalize specific requirement(s) identified within the OPHS. The OPHS and Protocols replace the Mandatory Health Programs and Services Guidelines (MHPSG), 1997. The OPHS and Protocols are available at www.health.gov.on.ca/english/providers/program/pubhealth/oph_standards/ophs/index.html.

E The Health Professions Regulatory Advisory Council (HPRAC) has recently submitted five reports to the Minister of Health and Long-Term Care:• AReporttotheMinisterofHealthandLong-TermCareontheReviewoftheScopeof

Practice for Registered Nurses in the Extended Class (Nurse Practitioners), March 2008. • An InterimReport to theMinister ofHealthandLong-TermCare onMechanisms to

Facilitate and Support Interprofessional Collaboration among Health Colleges and Regulated Health Professionals, March 2008.

Queen’s park upDaTe

This is the Year to Make Workplaces safer!t’s a brand new year – time to act and keep the energy going!

In 2008, ONA and our members tackled the unacceptable, occupational hazard of vio-lence. Now in 2009, we must keep the momentum going because our government needs

to take action now! The violent attacks that continue to be directed towards our members must stop.

ONA has been very proactive on this front, meeting with the Minister of Labour on several occasions, providing submissions on needed changes to the Occupational Health and Safety Act (and encouraging our members to do the same), working with employers in initiat-ing violence prevention policies, obtaining collective agreement language on violence in the workplace, participating in rallies with our allies, holding media conferences – the list goes on.

Our belief is that changes to the Act must include: a clear definition of “violence,” includ-ing all sources (visitors, strangers, managers, coworkers, patients, relatives, contractors, etc.), all forces (verbal assaults, threats, harassment, stalking behaviour, bullying, physical force, etc.) and all impacts (physical, psychological and emotional); that it be identified as an oc-cupational hazard; that employees have the right to refuse unsafe work when faced with violence; that the precautionary principle be applied to all workplace hazards, including violence; and that a clear violence-specific regulation be included so all parties understand their rights and obligations and Ministry staff have an unambiguous legal tool for compelling parties to comply.

Only these changes will reverse the grim situation we are witnessing daily. But we need your help. We encourage you to continue to send letters to your local MPP and Minister of Labour, outlining our concerns and solutions, take part in our rallies, write letters to the editor – whatever you can do will benefit all health care workers in the province. Be sure to copy the Office of the ONA President on anything you send. And please report any hazards at your workplace to your supervisors, and raise problems to your Joint Health and Safety Committees so you don’t become another victim.

The Minister of Labour continues to express his dedication to making changes to the Act, which is encouraging, but the time for talk is over. We need real change, so let’s all make sure that 2009 is our year to make that happen. We cannot continue to sit by and wait for action to be taken while our members suffer. No ONA member – or any other health care provider in this province – should be fearful of the simple act of going to work each day. We all deserve better.

From First Vice-President

Vicki McKenna, RN

i

Critical Illness Survivor Plan is underwritten by Western Life Assurance Company andadministered by Johnson Inc. MEDOC® is a registered trademark of Johnson Inc.MEDOC® is underwritten by Royal & Sun Alliance Insurance Company of Canada andis administered by Johnson Inc. Johnson Inc. and Royal & SunAlliance InsuranceCompany of Canada share common ownership. All other available benefits are underwritten by Manulife Financial and administered by Johnson Inc. Some conditions may apply. LRP.01.09

Voluntary Benefits

A Benefitfor Everyone

For more information, contactthe ONA Program Administrator:

Johnson Inc.1595 16th Ave., Suite 700Richmond Hill, ON L4B 3S5(905) 764.4959 (local)1.800.461.4155 (toll-free)

Plus

• Long Term Disability

• Extended Health Care &

Semi–Private Hospital

• Dental Care

• Critical Illness

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• Accidental Death &

Dismemberment

• MEDOC® Travel Insurance

• Retiree Coverage Available

ONA2a_Jan09, 2.625x10.25_CMYK 1/14/09 3:22 PM Page 1

No ONA member – or any other health care

provider in this province – should be fearful

of the simple act of going to work each day.

We all deserve better.

• An InterimReport to theMinister ofHealth andLong-TermCare on Mechanisms to Facilitate and Support Interprofessional Collaboration among Health Colleges and Regulated Health Professionals: Phase II, Part I, September 2008.

• A Report to theMinister of Health and Long-Term Care onRegulatory Issues and Matters Respecting the Use of the “Doctor Title” in Traditional Chinese Medicine, September 2006.

• RegulationofHealthProfessionsinOntario:NewDirections(AReport to the Minister of Health and Long-Term Care on Regu-latory Issues and Matters Respecting Health Care Practitioners, Patients and Clients), April 2006.

The Minister of Health and Long-Term Care is now seeking pub-lic input on the recommendations in these reports. In addition, the Minister is looking for input on who may use the title “doctor” when delivering health care to Ontarians. ONA will be making a submission by the February 28, 2009 deadline.


15 FebruarY 2009

E The Annual Report of the Chief Medical Officer of Health has been released, reviewing Operation Health Protection, the province’s three-year action plan to improve public health, launched in 2004. Dr. Williams’ annual report, released on November 20, 2008, notes key accomplishments of Operation Health Protection, including:• Improvements to theprovince’s capacity todealwith infectious andcommunicable

diseases. • ThecreationoftheOntarioAgencyforHealthProtectionandPromotion.• InvestmentsintherenewaloftheOntarioPublicHealthLaboratories.• Improvementstohealthemergencypreparednessandresponsethroughthecreationof

the Emergency Management Unit in the Ministry of Health and Long-Term Care. Dr. Williams also called on the government to address the issue of leadership vacancies in

the public health system and to respond to the recommendations of the Capacity Review Committee. The Capacity Review Committee was established as part of Operation Health Protection to examine capacity issues at the local public health unit level. The committee’s final report was released in May 2006 and made 50 recommendations to strengthen local health units. In addition, the government has released new Ontario Public Health Stan-dards (OPHS) and Protocols that establish the minimum requirements for public health programs and services, which include assessment and surveillance, health promotion and policy development, disease and injury prevention, and health protection. The protocols that accompany the OPHS are program and topic-specific documents that provide direc-tion on how boards of health must operationalize specific requirement(s) identified within the OPHS. The OPHS and Protocols replace the Mandatory Health Programs and Services Guidelines (MHPSG), 1997. The OPHS and Protocols are available at www.health.gov.on.ca/english/providers/program/pubhealth/oph_standards/ophs/index.html.

E The Health Professions Regulatory Advisory Council (HPRAC) has recently submitted five reports to the Minister of Health and Long-Term Care:• AReporttotheMinisterofHealthandLong-TermCareontheReviewoftheScopeof

Practice for Registered Nurses in the Extended Class (Nurse Practitioners), March 2008. • An InterimReport to theMinister ofHealthandLong-TermCare onMechanisms to

Facilitate and Support Interprofessional Collaboration among Health Colleges and Regulated Health Professionals, March 2008.

Queen’s park upDaTe cnFu neWs

E INANOPENlEttER to the Federal Finance

Minister, published in the Yorktown News Review on January 15, 2009, Canadian

Federation of Nurses Unions President Lin-

da Silas urged the government to ensure

its recent budget charts a strong course to

a secure, fair future for all Canadians. “As

nurses, we work in hospitals, homes, long-

term care facilities, in communities and

on the street,” her letter stated. “We see

every day the negative impact of the eco-

nomic downturn on people – greater anxi-

ety, stress and depression, more conflict in

communities and in households, increased

social marginalization. As people lose

jobs, they lose insurance for dental and

pharmaceutical coverage, compounding

health problems.” Silas urged the govern-

ment to take the following action: table a

public investment program in partnership

with provinces and cities; increase access

to Employment Insurance and training;

protect workers’ pensions; protect and

create jobs; and maintain and expand

services for people, including health care

and education. “The time is now to make

investments promised in 2004 to pharma-

care, long-term care and home care,” she

wrote. “All levels of government have rec-

ognized that investments in these areas

will deliver social and economic results.”

Critical Illness Survivor Plan is underwritten by Western Life Assurance Company andadministered by Johnson Inc. MEDOC® is a registered trademark of Johnson Inc.MEDOC® is underwritten by Royal & Sun Alliance Insurance Company of Canada andis administered by Johnson Inc. Johnson Inc. and Royal & SunAlliance InsuranceCompany of Canada share common ownership. All other available benefits are underwritten by Manulife Financial and administered by Johnson Inc. Some conditions may apply. LRP.01.09

Voluntary Benefits

A Benefitfor Everyone

For more information, contactthe ONA Program Administrator:

Johnson Inc.1595 16th Ave., Suite 700Richmond Hill, ON L4B 3S5(905) 764.4959 (local)1.800.461.4155 (toll-free)

Plus

• Long Term Disability

• Extended Health Care &

Semi–Private Hospital

• Dental Care

• Critical Illness

• Life Insurance

• Accidental Death &

Dismemberment

• MEDOC® Travel Insurance

• Retiree Coverage Available

ONA2a_Jan09, 2.625x10.25_CMYK 1/14/09 3:22 PM Page 1

• An InterimReport to theMinister ofHealth andLong-TermCare on Mechanisms to Facilitate and Support Interprofessional Collaboration among Health Colleges and Regulated Health Professionals: Phase II, Part I, September 2008.

• A Report to theMinister of Health and Long-Term Care onRegulatory Issues and Matters Respecting the Use of the “Doctor Title” in Traditional Chinese Medicine, September 2006.

• RegulationofHealthProfessionsinOntario:NewDirections(AReport to the Minister of Health and Long-Term Care on Regu-latory Issues and Matters Respecting Health Care Practitioners, Patients and Clients), April 2006.

The Minister of Health and Long-Term Care is now seeking pub-lic input on the recommendations in these reports. In addition, the Minister is looking for input on who may use the title “doctor” when delivering health care to Ontarians. ONA will be making a submission by the February 28, 2009 deadline.

BargainingtalksCanadian Federation of Nurses Unions President Linda Silas and Chief ONA Negotiator Dan Anderson join ONA CEO Lesley Bell, Manager of Contract Administration and Bargaining Process Valerie MacDonald, West District Service Team Manager Bev Mathers and affiliate negotiators from across the country at a CFNU Negotiators Meeting at ONA provincial office on January 20, 2009. The meeting is an opportunity for the negotiators to discuss bargaining strategies, issues, trends and difficulties.


FebruarY 200916

leap huMan righTs anD eQuiTY

WhentheCollegeComesKnocking: WhatEveryMemberNeedstoKnowYou receive a registered letter from the College of Nurses of Ontario explaining that it has received a complaint regarding your nursing practice and is launching an investigation. You are shocked and angered – and immediately reach for the phone to call the College and get to the bottom of it. But ONA’s Legal Expense Assistance Team warns that’s one of the worst things you can do…

While very unsettling, letters of complaints

about your practice from the College of Nurses

of Ontario (CNO) – or other regulatory colleges

– can and do happen to our members. The Col-

lege’s job is to protect the public’s interest and

under the Regulated Health Professions Act, it must investigate all written complaints about

a member unless they are deemed to be frivo-

lous, vexatious or without merit.

CalllEAPFirst!

If you receive such a letter, it will ask you to

telephone the investigator at the CNO by a

particular date to discuss the matter further.

DO NOT CALL THE CNO! You will likely ex-

perience a myriad of emotions upon receipt of

a complaint – distress, anger, hurt, disbelief

and fear – and it is not advisable to speak to

the CNO in this frame of mind. You may say

something that can be prejudicial. And it’s im-

portant to know that the CNO keeps a record

of all telephone calls and what you say can be

used against you.

Instead, we strongly urge you to call ONA’s

Legal Expense Assistance Plan (LEAP) Team

immediately at (416) 964-8833 or toll-free

1-800-387-5580 (press “0” to be connected

to the Toronto office if calling toll-free) and

ask for “LEAP Intake.” LEAP was established

almost 30 years ago to assist ONA members

with legal or regulatory body concerns relat-

ing to their work. LEAP coverage is provided to

all ONA members and is funded through your

monthly dues.

The LEAP Team will take your case from

there and arrange for representation, to which

you are entitled. Your representative will

communicate with the CNO about the com-

plaint on your behalf and keep you informed

throughout the process. While the majority

of CNO cases are handled in-house, the team

also maintains a roster of external counsel for

referrals in College, criminal and coroner cases.

LEAP will also cover your legal fees, saving you

thousands of dollars (for specific information

on limits, contact LEAP Intake).

StayCalm

While we understand the roller coaster of

emotions you will undoubtedly experience af-

ter learning of a complaint about your practice,

it’s important to remember that these are only

allegations and not proven facts. Nurses are

very trusting by nature and often automatical-

ly assume that if a complaint is issued against

them, they must be guilty of something. But

remember that you are innocent until proven

guilty.

Also keep in mind that there could be any

number of reasons for the complaint. It could

be due to a perception issue. The complainant

could have named the wrong person. Do not

panic. LEAP is here to help.

ANon-ONAFacility

For those of you who work at a second organi-

zation that isn’t unionized with ONA, there is

one important thing you need to know if you

receive a letter of complaint from your col-

lege.

LEAP coverage will not apply to you if the

complaint originated from the organization

where ONA is not the bargaining agent. For

that reason, we encourage you to consider

seeking extra insurance elsewhere for your

second place of employment, such as from the

Registered Nurses’ Association of Ontario.

Finalthoughts

Even if you are not the recipient of a letter

of complaint, the LEAP Team warns members

never to call the CNO just to have a “chitchat”

about a situation at your place of employ-

ment or another colleague. It could cause un-

due speculation, and anything you say could

be followed up. We urge you to come to ONA

first for advice on how to proceed with your

concern.

Please note that while the information in this article is specific to the CNO, other regulatory colleges operate in a similar manner. LEAP pro-vides assistance to all ONA members before their regulatory college. For detailed informa-tion on college investigations, see the LEAP Guide, available through the ONA mailroom or downloadable from the members’ section of the ONA website at www.ona.org. BFL

ONA’sCommitmentstoHumanRightsandEquityThe following are ONA’s recent activities and commitments in the area of human rights and equity. They were highlighted in the address by ONA President Linda Haslam-Stroud to the Human Rights and Equity Caucus on November 17, 2008 and can be found on the Human Rights and Equity section of the ONA website at www.ona.org.

ONA’s Commitment: Working Towards the Elimination of all Forms of Discrim-ination and Harassment in the Work-place and the Union

ExAMPLES

Arbitration Decision: ONA and Hamilton Health SciencesIn March 2008, ONA won an important pol-icy grievance filed at Hamilton Health Sci-ences concerning the systemic mistreatment of ONA members by the employer’s outside contractor responsible for administering the short-term disability benefits program.

The arbitrator ruled that the contractor’s benefits representatives had used tactics that were harassing and coercive to deflect nurses away from their right to sick leave benefits under the collective agreement and to bring nurses back to work prematurely. The arbitra-tor also ruled that the employer was responsi-ble for the actions of the contractor and must ensure that benefits are administered in a way consistent with the collective agreement.

ONA’s New Membership Harassment PolicyIn September 2008, the Board of Directors approved a new policy that specifically pro-hibits discrimination and harassment during union business or activities. Generally speak-ing, complaints that arise in a member’s work-place that are not related to union business or union activities are not covered by the mem-bership policy.

The employer has the obligation to main-tain a harassment-free workplace for ONA members in accordance with the collective agreement, the Ontario Human Rights Code, and the Occupational Health and Safety Act (OHSA).


17 FebruarY 2009

huMan righTs anD eQuiTY

WhentheCollegeComesKnocking: WhatEveryMemberNeedstoKnowYou receive a registered letter from the College of Nurses of Ontario explaining that it has received a complaint regarding your nursing practice and is launching an investigation. You are shocked and angered – and immediately reach for the phone to call the College and get to the bottom of it. But ONA’s Legal Expense Assistance Team warns that’s one of the worst things you can do…

ANon-ONAFacility

For those of you who work at a second organi-

zation that isn’t unionized with ONA, there is

one important thing you need to know if you

receive a letter of complaint from your col-

lege.

LEAP coverage will not apply to you if the

complaint originated from the organization

where ONA is not the bargaining agent. For

that reason, we encourage you to consider

seeking extra insurance elsewhere for your

second place of employment, such as from the

Registered Nurses’ Association of Ontario.

Finalthoughts

Even if you are not the recipient of a letter

of complaint, the LEAP Team warns members

never to call the CNO just to have a “chitchat”

about a situation at your place of employ-

ment or another colleague. It could cause un-

due speculation, and anything you say could

be followed up. We urge you to come to ONA

first for advice on how to proceed with your

concern.

Please note that while the information in this article is specific to the CNO, other regulatory colleges operate in a similar manner. LEAP pro-vides assistance to all ONA members before their regulatory college. For detailed informa-tion on college investigations, see the LEAP Guide, available through the ONA mailroom or downloadable from the members’ section of the ONA website at www.ona.org. BFL

ONA’sCommitmentstoHumanRightsandEquity

ONA representatives will encourage members to make a complaint under the em-ployer’s workplace policy, provide assistance to members and file grievances under the col-lective agreement where appropriate.

Under the new policy, ONA will provide informal complaint resolution, mediation ser-vices and a formal investigation procedure to members with complaints of harassment or discrimination in union business or activities. The scope of the policy has been expanded to include personal harassment and bullying, in addition to complaints related to the prohib-ited grounds in the Ontario Human Rights Code, such as disability, race, ethnic origin, sex and sexual orientation.

The new policy is available on the members’ section of ONA’s website at www.ona.org.

Charter Challenge on Benefits Discrimination ONA is challenging age discrimination in the provision of benefits to members aged 65 or older at Chatham-Kent Public Health Unit. The benefits in dispute are life insurance, long-term disability, accidental death and dismem-berment, and extended sick leave.

The grievances include a Charter challenge to the legislation that permits age discrimina-tion in the area of benefits. Legal issues include whether the legislation is unconstitutional and violates the equality rights provided in Section 15 of the Canadian Charter of Rights and Freedoms.

The arbitration hearing started on Novem-ber 28, 2008. These grievances may well be the

The following are ONA’s recent activities and commitments in the area of human rights and equity. They were highlighted in the address by ONA President Linda Haslam-Stroud to the Human Rights and Equity Caucus on November 17, 2008 and can be found on the Human Rights and Equity section of the ONA website at www.ona.org.

ONA’s Commitment: Working Towards the Elimination of all Forms of Discrim-ination and Harassment in the Work-place and the Union

ExAMPLES

Arbitration Decision: ONA and Hamilton Health SciencesIn March 2008, ONA won an important pol-icy grievance filed at Hamilton Health Sci-ences concerning the systemic mistreatment of ONA members by the employer’s outside contractor responsible for administering the short-term disability benefits program.

The arbitrator ruled that the contractor’s benefits representatives had used tactics that were harassing and coercive to deflect nurses away from their right to sick leave benefits under the collective agreement and to bring nurses back to work prematurely. The arbitra-tor also ruled that the employer was responsi-ble for the actions of the contractor and must ensure that benefits are administered in a way consistent with the collective agreement.

ONA’s New Membership Harassment PolicyIn September 2008, the Board of Directors approved a new policy that specifically pro-hibits discrimination and harassment during union business or activities. Generally speak-ing, complaints that arise in a member’s work-place that are not related to union business or union activities are not covered by the mem-bership policy.

The employer has the obligation to main-tain a harassment-free workplace for ONA members in accordance with the collective agreement, the Ontario Human Rights Code, and the Occupational Health and Safety Act (OHSA).

first in the province to directly challenge the constitutionality of the legislation.

ONA’s Commitment: Pursuing Accom-modation in the Workplace

ExAMPLES

Staff Education/Guidelines for Advancing Claims for Family Status AccommodationAt last year’s Human Rights and Equity Cau-cus, education was provided on family status accommodation.

The same education session was present-ed to ONA’s Labour Relations Officers in May 2008, and guidelines were developed by ONA’s Human Rights and Equity Specialist for advancing members’ claims for and Equity family status accommodation.

ONA will proceed with grievances on a case-by-case basis where the facts are supportive.

Membership Education on Addiction and Accommodation in the Workplace ONA has developed a new education work-shop called “Supporting Members with Ad-dictions.”

In this workshop, participants will learn to identify the signs of addiction and how to provide members with representation, start-ing at the Bargaining Unit level.

Participants at the Human Rights and Eq-uity Caucus in November 2008 also received education on the accommodation of addic-tion and mental illness in the workplace. BFL

ONA President Linda Haslam-Stroud addresses participants of ONA’s Human Rights and Equity Caucus on November 17, 2008 on the commitments ONA has made in this important field. Region 3 Vice-President Andy Summers, who holds the portfolio for human rights and equity, stands with her.


FebruarY 200918

aWarDs anD Decisions

rigHTS

Two positions change substantially and warrant higher pay

ONA and St. Joseph’s General Hospital,

Elliot Lake

(Randall, November 26, 2008)One grievor was a diabetic educator, who, since taking over her role, had been assigned additional duties to coordinate the service and had completed additional training. Changes to her job, especially her significant-ly enhanced autonomy with respect to insu-lin, represented a qualitative change in her job skills and responsibilities.

The second grievor was the infection con-trol/occupational health coordinator. Her job had also changed substantially, increasing her level of responsibility and requiring her to ex-ercise greater skill, knowledge and judgment.

Both grievances were allowed; the arbitra-tor remained available to set higher rates of pay if the parties were unable to agree upon them.

iNTErEST

Full lump sum payment awarded as retention bonus

Rainycrest District Home for the Aged

(Craven, December 5, 2008)In the first arbitration award for a home for the aged that includes the period 2008-2011, Arbitrator Paul Craven at Rainycrest awarded the full lump sum payment as a retention bo-nus to be allotted in two equal payments to employees who worked in 2007 and are still on staff in February 2009 and March 2010.

Part-time employees hired prior to the award will retain short-term and long-term disability as well as 13 per cent in lieu; new employees will receive 13 per cent in lieu. The arbitrator rejected the employer’s proposals

The following is a sampling of recent key awards and/or decisions in one or more of the fol-lowing areas: rights arbitration, interest arbitration, Workplace Safety and Insurance Board (WSIB), Long-Term Disability (LTD) and Ontario Labour Relations Board. A complete listing of recent awards and decisions can be found on the members’ section of the ONA website at www.ona.org.

to reduce the 100 per cent employer paid ex-tended health, vision and dental premiums to 75 per cent. The agreed items include a 5-year term from April 1, 2006 to March 31, 2011 and provide hospital rates on hospital dates. Health and safety language is improved for harassment, physician conduct and supplies of N95 masks, as well as whistleblower pro-tection. Paid leave for examinations and other enabling education language were achieved.

Vacations change to five weeks after 12 years (except for current employees who re-tain their entitlement to five after 10), six weeks after 20 years, effective April 1, 2009, and a 7-week entitlement is established after 28 years. Full-time nurses now receive double-time for being called in on a day off on a paid holiday.

Shift and weekend premiums replicate the hospital with full retroactivity – effective April 1, 2007, 2008, 2009 and 2010, evening shift premium improves to $1.40, $1.55, $1.70 and $1.85; night shift premium improves to $1.65, $1.85, $2.05 and $2.25; weekend pre-mium improves to $1.80, $2, $2.20 and $2.40. Charge nurse allowance increases to $1.40 per hour, and standby pay increases to $3.30 per hour and $4.90 per hour on paid holidays.

WSiB

ONA wins appeal, WSIB again fails to understand dangerous nature of nursing

West Hospital

(December 10, 2008)In November 2001, a young nurse was injured lifting a seriously ill patient from the toilet. WSIB accepted her claim, but after several unsuccessful attempts to return to work, in December 2003, the adjudicator terminated benefits. The adjudicator decided that the diagnosis was not compatible with the acci-dent.

In June 2006, after being presented with ONA’s evidence, a WSIB Appeals Officer reversed that decision, restored benefits and ordered that the worker be assessed for a per-manent impairment.

Then in July 2007, WSIB asked the em-ployer to look for suitable, accommodated work. ONA Local union representatives used grievances and medical information, and proved that the employer’s suggested work was not suitable. Nevertheless, WSIB, for very dubious reasons, decided the medical ev-idence was insufficient and again terminated loss of earnings (LOE) benefits from Septem-ber 2007 forward.

It took continued complaints to the WSIB Fair Practice Commission (a type of WSIB ombudsman) and continuously sup-plying updated and new additional medical information before WSIB relented. WSIB finally apologized to the injured nurse and re-stored her LOE and health care benefits back to September 2007.

The worker was actually declared “unem-ployable” with LOE benefits payable until age 65, with an additional 25 per cent non-economic loss (NEL) award.

Importance to ONA: This is a sad case of a young nurse who will never work again due to a workplace injury and ensuing sec-ondary illnesses/injuries. ONA battled for five years with WSIB to win this appeal, val-ued well in excess of $1-million over the life of the claim. This case demonstrates once again that WSIB either does not understand/accept the hazardous nature of nursing, or that it is reluctant to pay such expensive claims.

LTD

Occupational Health to the rescue – again

Hospital, Region 4

(November 27, 2008)The member’s benefits were terminated dur-ing the “own occupation” period. She was doing modified duties (project work) and re-mained on reduced hours. The carrier felt that

she could and should be at full-time hours, given the nature of the modification work.

Although the member had repetitive-type injuries to both knees, the specialist’s medi-cal documentation did not support the claim, and the carrier refused to recognize informa-tion from her family doctor.

The member’s inability to achieve full-time hours was due to restricted mobility re-sulting from marked inflammation and pain. The Occupational Health physician proved to be quite helpful, and was able to review her file and poke many holes in Sun Life’s deci-sion. With his help, the appeal succeeded and the member’s benefits were reinstated.

Importance to ONA: Once again, in-volvement of the workplace Occupational Health department has proven to be valuable.

Your Dual Dues Questions AnsweredAs many ONA members pay dual dues, mean-

ing they have employment at more than one

organization where ONA is the bargaining

agent and pay dues at both, we frequently

field questions on this topic.

To help, the ONA Dues Team has updated

its “Frequently Asked Questions: Dual Dues”

document. It addresses questions such as: Am

I entitled to receive a dual dues refund this

year? Do I have to apply for a dual dues re-

fund? How is my dual dues refund calculated?

When will I receive my dual dues refund? Are

there tax implications for the dual dues re-

fund?

To find out the answers to these questions

and many others, log onto the members’ sec-

tion of the ONA website at www.ona.org, click

on “Member FAQs and Tutorials” on the left-

hand menu and then “Dual Dues.” BFL

Have you signed and returned your Ontario Health Coalition “Hospital cuts threaten our health” postcard and Ontario Federation of Labour “violence” postcard included with this issue?


19 FebruarY 2009

In June 2006, after being presented with ONA’s evidence, a WSIB Appeals Officer reversed that decision, restored benefits and ordered that the worker be assessed for a per-manent impairment.

Then in July 2007, WSIB asked the em-ployer to look for suitable, accommodated work. ONA Local union representatives used grievances and medical information, and proved that the employer’s suggested work was not suitable. Nevertheless, WSIB, for very dubious reasons, decided the medical ev-idence was insufficient and again terminated loss of earnings (LOE) benefits from Septem-ber 2007 forward.

It took continued complaints to the WSIB Fair Practice Commission (a type of WSIB ombudsman) and continuously sup-plying updated and new additional medical information before WSIB relented. WSIB finally apologized to the injured nurse and re-stored her LOE and health care benefits back to September 2007.

The worker was actually declared “unem-ployable” with LOE benefits payable until age 65, with an additional 25 per cent non-economic loss (NEL) award.

Importance to ONA: This is a sad case of a young nurse who will never work again due to a workplace injury and ensuing sec-ondary illnesses/injuries. ONA battled for five years with WSIB to win this appeal, val-ued well in excess of $1-million over the life of the claim. This case demonstrates once again that WSIB either does not understand/accept the hazardous nature of nursing, or that it is reluctant to pay such expensive claims.

LTD

Occupational Health to the rescue – again

Hospital, Region 4

(November 27, 2008)The member’s benefits were terminated dur-ing the “own occupation” period. She was doing modified duties (project work) and re-mained on reduced hours. The carrier felt that

she could and should be at full-time hours, given the nature of the modification work.

Although the member had repetitive-type injuries to both knees, the specialist’s medi-cal documentation did not support the claim, and the carrier refused to recognize informa-tion from her family doctor.

The member’s inability to achieve full-time hours was due to restricted mobility re-sulting from marked inflammation and pain. The Occupational Health physician proved to be quite helpful, and was able to review her file and poke many holes in Sun Life’s deci-sion. With his help, the appeal succeeded and the member’s benefits were reinstated.

Importance to ONA: Once again, in-volvement of the workplace Occupational Health department has proven to be valuable.

JI_ONA_Jan09_FINAL.eps 1/14/09 4:12:16 PM

Your Dual Dues Questions AnsweredAs many ONA members pay dual dues, mean-

ing they have employment at more than one

organization where ONA is the bargaining

agent and pay dues at both, we frequently

field questions on this topic.

To help, the ONA Dues Team has updated

its “Frequently Asked Questions: Dual Dues”

document. It addresses questions such as: Am

I entitled to receive a dual dues refund this

year? Do I have to apply for a dual dues re-

fund? How is my dual dues refund calculated?

When will I receive my dual dues refund? Are

there tax implications for the dual dues re-

fund?

To find out the answers to these questions

and many others, log onto the members’ sec-

tion of the ONA website at www.ona.org, click

on “Member FAQs and Tutorials” on the left-

hand menu and then “Dual Dues.” BFL

Have you signed and returned your Ontario Health Coalition “Hospital cuts threaten our health” postcard and Ontario Federation of Labour “violence” postcard included with this issue?


eDucaTion

onTario nurses’ associaTion

85 Grenville St., Ste. 400

Toronto ON M5S 3A2

Exciting Changes to PrC Education!The 2008 Biennial Conven-tion meant exciting changes to ONA’s approach to the Profes-sional Responsibility Clause (PRC).

Leaders voted to amend the Constitution, By-Law VI, pertaining to Bargaining Unit representatives. From now on, Bargaining Units will “endea-vour to have a Committee to support representation for Workload and Professional Re-sponsibility (WPR).”

It is hoped these new rep-resentatives or committees will help educate and coach members – with the support of their Labour Relations Officers (LROs) – on how to speak with the employer about their workload concerns, as per the col-lective agreement. As well, they’ll be expected to communicate PRC trends, settlements and issues to the Bargaining Unit leadership and LROs. WPR representatives will play a criti-cal role working with Bargaining Unit leaders in meeting with members on their units prior to Labour-Management meetings to help pre-pare an approach that includes solid evidence and possible solutions.

ONA’s Professional Practice Specialists and the Provincial Education Coordinating Team (PECT) are spearheading the creation of support for our new WPR representatives. First, we need to define the accountabilities and goals of this new position in the Bargain-ing Unit and Local Executive Accountabilities

document and then ensure these new repre-sentatives have an opportunity to network.

PECT will then design education to sup-port the new representatives, including re-vising our existing PRC full-day workshop and creating a modified PRC workshop that includes a half-day of theory and a half-day of practical application using real workplace concerns.

PECT’s PRC education has two main goals: to inspire members to use the clause and to guide them through the forms and the distribution of the forms. PECT believes first and foremost that we need to advocate the intent of the clause, which is to protect the profession of nursing and safeguard patient care. This is so important when the process can sometimes prove discouraging.

As PECT educator for Region 5 Michelle Brosseau said, “we have an obligation to uphold our professional stan-dards of practice, which state that when a nurse has a con-cern about the care being pro-vided to a resident, patient or client – that the care is unsafe, unethical or substandard – the nurse must bring this to the attention of the employer and provide recommendations for resolution. ONA is currently in the process of examining the standards for the other regu-lated health care professionals represented by ONA to secure the same linkages between

their standards and the process for advocacy.” PECT educator for Region 3 Athena

Brown is designing PRC education for staff so that members and LROs will have a har-monized approach to PRC issues.

“ONA has identified a number of ways to leverage the PRC process for our members,” she said. “Our aim is to create education for both staff and our members that is in tandem; we want to design education for staff that pro-vides the necessary resources and supports for our members on the front lines.”

Meanwhile, ONA is developing a compre-hensive strategy beyond defining accountabil-ities and tailoring education to ensure that the new WPR representatives have the assistance needed to support the Bargaining Unit lead-ership to meet their challenges. BFL

Athena Brown (left) and fellow PECT member Michelle Brosseau discuss members’ ongoing educational needs, including revisions to the PRC workshop, during a recent team meeting at ONA provincial office.


Front Lines February 2009

Documents

Transcript of Front Lines February 2009