NEW FOUNDLAN D A N D L A BR A DOR NURSES’ UNION NEWSLETTER WINTER 2014
Provincial Board of Directors MeetingFebruary 25 – 27, 2014
Joint ARNNL/NLNU MeetingFebruary 28, 2014
Provincial Board of Directors Meeting June 2 – 4, 2014
NLNU Provincial Election Nomination Forms to be returned June 27, 2014
Finance Committee MeetingSeptember 10 – 11, 2014
Council of Presidents MeetingSeptember 15, 2014
Provincial Board of Directors MeetingSeptember 16 – 18, 2014
NLNU 40th Biennial Convention November 4 – 7, 2014
UPC OMING EVENTS
I N SI DE TH I SI S SU E
2President’s Message
4The Clarity Project
12Education Corner
FOLLOW NLNU ON FACEBOOK (NLNURSESUNION) & TWITTER (@DEBBIE_FORWARD)
When the Nova Scotia Nurses’ Union (NSNU)
introduced the standardized uniform in the winter
of 2012, the reviews from nurses were fairly mixed.
While most welcomed the uniform, there were some
concerns.
Most commonly, nurses were concerned that their
personal sense of style would be compromised.
They also worried how a new uniform would affect
the way they connected with patients and families.
However, once the process was underway, nurses in
Nova Scotia became comfortable with the change
and many are very happy with the result, having seen
the overwhelming benefits of a professional looking
uniform to call their own.
NLNU wanted to get some feedback from NSNU
members about the introduction of uniforms, so we
conducted interviews with two seasoned RNs. We
spoke with Anne Jamison, who works in St. Martha’s
Hospital on the Mental Health Unit, and Deana
Dixon, who works in the IWK Children’s Hospital
on the medical/surgical floor (acute care and post-
surgical care). Both RNs had a lot to say and provided
valuable insight on introducing uniforms.
Both Anne and Deana were in favour of the uniform
when they heard rumblings that the change was
coming. There was a need for nurses, including
registered nurses, to become more visible in the
system and a uniform was the most effective way of
doing so. They realized that patients, other health
care professionals, and the general public were
looking for ways to “find the nurse” and felt this was
the answer.
continued on page 4
In Touch
Visit our public website: www.nlnu.ca
Visit our members-only website:www.nlnu.ca/mynlnu
FO R MO R E IN FO R MATIO N
MOV IN G? N EW EMA IL A DDR ES S ?
Please contact NLNU if you move or change
your email address. We’d like to keep you
informed on issues that matter to you.
Email [email protected] or call 709-753-9961
to update your information.
RNs of Nova Scotia Nurses’ Union Share Their Uniforms Experience
2
The new year has begun and
members can expect big, exciting
developments from NLNU in 2014.
This issue of In Touch explores
the issues of today and also gives
members a glimpse at what is on the
horizon for RNs.
One of the first developments will be
establishing a new collective agreement
with the provincial government that is
fair and reflects the bargaining priorities
of our membership. While this process is
ongoing and can seem stagnant at times,
our negotiating team is making progress. We
will continue to keep members updated and
informed throughout the bargaining and the
eventual ratification process.
This year also marks our 40th Anniversary,
which will be celebrated at our Biennial
Convention in November. What better way
to celebrate 40 years than to continue our
work on the Clarity Project. We will continue
to discuss the unique role RNs have in
the health care system with stakeholder
groups, the public, and our members. We will
highlight the positive impact of a RN’s skills,
knowledge, and expertise on patients and
clients. Of course, our efforts to distinguish
RNs in health care environments will be
assisted as we gear up to choose our colour
for a uniform. Watch for how members will
determine our uniform colour in the
coming month.
By the end of this year, we will have made
significant strides in declaring our identity
as RNs. No longer will RNs be lost in an
indistinguishable sea of multi-coloured and
printed scrubs. We are going to make clear
statements to the people of this province.
“This is who we are and what only we can do;
this is why we’re valuable; you will be able
to find us in our lime green uniforms.” Okay,
not lime green, but instead a colour of the
members’ choice that allows the public to
see us. Or just as importantly, will allow the
public to see where we aren’t. It will make
a powerful impression within health care
settings at a time when issues affecting our
work, like staffing levels, are a major concern.
However, RNs being more visible will not
solve our workload and patient safety
concerns. We have to be more vigilant in
using our Professional Practices Committees
(PPCs) in our collective agreement. Vital
tools like PPCs and documentation allow
RNs to build a strong case for the workplace
changes that they need. This issue of In
Touch includes an article on Professional
Practices Committees. It is a must-read for
members as it points out what a PPC can
do for you and your fellow RNs. NLNU can
provide Professional Practices Committees
guidance and support for your branch. The
PPC process works, but requires a strong
team effort.
It is going to be big year. Our goal is to raise
the profile of registered nurses and protect
the role we play in the health care system.
With every intention of making these great
strides, NLNU is ready to take on the work
and the challenges before us, just like
registered nurses do for the people of this
province every day.
In solidarity,
Debbie Forward, RN
president
Message from the President
DE BBIE FORWA RD
Sign up for myNLNU
myNLNU is a website just for registered nurses. By signing up for an account, you can access education information
and keep up-to-date on nursing and union issues. You can also
connect with fellow RNs in the discussion forum – to share ideas, ask
questions, and learn about things happening across the province.
Sign up today atnlnu.ca/mynlnu
3
IN TOUCH | WINTER 2014
BACHELOR OF NURSING REQUIRED
We have been seeing a disturbing trend
across the province. The Bachelor of Nursing
(BN) degree is appearing as a required or
preferred qualification for positions that
have not historically required a degree.
In some instances, the Treasury Board
specifications for the particular positions do
not specify a BN, yet employers are making
internal decisions to set the educational
requirement higher than those required by
the government’s own classification system.
Most recently, we were informed by the
Eastern Regional Health Authority that the
employer would be requiring a BN for all
nursing classifications above the level of
Nurse 1.
While we recognize that for some
classifications the baccalaureate, or even a
master’s degree, has become the educational
requirement across the country, we strongly
object to blanket policies that evidence a
complete lack of respect for the experience
of diploma trained RNs. Roughly one-half
of the registered nurses practicing in
Newfoundland and Labrador today do not
have a BN. Many of these RNs are performing
successfully in positions above the level of
Nurse 1. Some are excelling in temporary
positions and would now no longer be able to
apply for their own positions were they to be
posted permanently. It is unacceptable.
We have raised this issue at the provincial
bargaining table and an agreement has
been reached to fast track an arbitration
to determine the legality of these changes.
NLNU legal staff is preparing for the
arbitration and we will be adjusting our
arbitration schedule to obtain the earliest
ruling possible. While we are pursuing the
policy aspect of the dispute through the
fast track arbitration, we are also looking
for some strong individual grievances that
we can arbitrate arguing that appropriate
experience is equivalent to formal education
and must be considered. We encourage
diploma trained RNs interested in vacancies
above the level of Nurse 1 to continue to
apply for those positions even if they do
not meet the BN requirement and to file
individual grievances if they are unsuccessful.
Essentially, we have two legal arguments
available to us: one based on whether the
new requirement itself is a violation of the
contract, and the other arguing that even
if the employer is successful on the policy,
individual diploma trained registered nurses
may still be able to win an arbitration based
on “equivalent combinations of experience
and training.”
I refer you as well to the BN 2000 letter
found on p.220 of the Provincial Collective
Agreement. This letter not only protected
us against layoffs based on the BN
2000 requirement, but it also gave us an
avenue to police the addition of a BN as a
requirement for positions not previously
requiring a BN. That letter will be critical
to our legal argument. Interestingly, the
employer has proposed deleting the letter
from the contract. Maintaining this letter
in any new collective agreement is and will
remain a bargaining priority in this round of
negotiations.
We will provide updates on this dispute as
the arbitration(s) proceed.
Message from the Executive Director
JOHN VIVIAN
The new collective agreement will be sent once its achieved…and will be made available online at www.nlnu.ca. It will be prominently featured and easy to find on our website so that members can efficiently access the agreement. Members will be contacted to determine if they would like a printed version or online version.
4
Clarity Project: A better identity for registered nurses
RNs of Nova Scotia Nurses’ Union Share Their Uniforms Experience
“I worked on a unit that could have challenged the uniform because it’s a mental health unit, but we conducted a mini survey and chose not to,” said Anne. “Our patients don’t say we look like intimidating figures of authority. As a matter of fact, they have made comments on how professional we look, and say, ‘Now I know who my nurse is .’ So this myth that it’s a terrible thing for psychiatry, we have not seen that over the past two years.”
Both RNs acknowledged that since uniforms became a part of their workplace, there has been another significant impact. Suddenly, it was clear how few nurses there were in certain units. The uniform not only highlighted nurses who were there, but also made it very noticeable when they were not. This is a very important feature considering that nursing unions across the country are facing cutbacks and shortages. In Nova Scotia, a lack of nursing staff is now visible to all.
The RNs also received positive feedback from other professionals. They were told how “together” and “professional” they looked and that they made a real presence in their black and white uniforms. This made the RNs in Nova Scotia feel proud and connected. They were suddenly a visible group; one to look for, one to seek-out. It united them in a wonderful way.
Once a couple of supplier issues were ironed out and the uniform introduction became a more smooth transition, Anne and Deana stated that their colleagues who worried about losing their own personal style were put at ease. While their uniform must be black and white, there are many style options, allowing for flexibility in uniform choices. Beyond style, nurses have been adding a pop of colour in numerous ways. For example, some nurses wear coloured shoelaces and footwear. While these RNs remained visible in their uniforms, there were still ways to express colour and individuality.
“I liked having my colourful scrubs and cartoon tops but, knowing that as a professional, it’s what you bring to your role more so than what you wear that makes us connect with our patients and families,” said Deana. “I thought it was a great logical next step and I thought it would help with the visibility issue.”
Overall the introduction of uniforms in Nova Scotia has been very successful. With change comes new challenges and opportunities. Seeing the success in Nova Scotia is exciting for NLNU, and it also provides us with valuable insight on how to make the process as smooth as possible for members.
NLNU was encouraged by the feedback from RNs in Nova Scotia and by hearing them reiterate that, “Uniforms provide real potential to be a stronger, more unified and visible profession.” We look forward to engaging our own membership in the next steps of the uniform process.
continued from front cover
In order to plan and evaluate the Clarity Project and its strategies, we gathered data (mostly through a number of member surveys) at four points in time during the life of the Clarity Project:
SUMMER 2011Initial needs assessment, baseline data
AUGUST 2012Asked questions specific to Clarity Project during our Annual Report 2011-2012 data collection
FEBRUARY 2013Evaluation of Clarity Project strategies to date
AUGUST 2013Asked questions specific to Clarity Project during our Annual Report 2012-2013 data collection
We are in a position to compare and contrast our members’ views about the Clarity Project strategies at these points in time to gauge if perceptions are changing. While we have experienced successes in the Clarity Project initiatives, we also recognize there is work left to be done. Below are some findings from our data collection demonstrating the success of the initiatives to date.
It seems more RNs are embracing the Clarity Project and actively participating in efforts to clarify the role and value of registered nurses. Consider the following a Clarity Project Progress Report. It highlights our growth and members should be proud as it would not be possible without your support. Together we’re building a clear picture of registered nurses and with this momentum we will continue to build on our success.
Clarity Progress
In November, Clarity Project Ambassadors received texting gloves from NLNU as a token of appreciation for their support of the project. Want to become an Ambassador? Email [email protected] to earn Clarity Project swag and a chance to win cool prizes in monthly challenges.
5
IN TOUCH | WINTER 2014
FAMILIARITY WITH THE CLARITY PROJECT
Here you can see that member familiarity with the project has grown rapidly to 80%. That’s a 27% increase in member awareness in just one year. NLNU works to provide new, up-to-date Clarity Project information online through myNLNU, Facebook and Twitter; through print via In Touch and Clarity Project News; as well as in person through the Ambassador Program, worksite visits, and speaking opportunities. Over the next year, we will work to further connect with members onthe Clarity Project.
The number of members introducing themselves as a “registered nurse” continues to grow and for the first time, surpasses the number of members who introduce themselves as “nurse.” This is a very exciting development and an important step in clarifying the RN role.
The transition to using “registered nurse” instead of “nurse” can take time and practice, so members are encouraged to keep up their
successful efforts.
Member willingness to wear a unique uniform
In terms of a preferred visual identifier, member support for a registered nurse uniform of unique colour continues to increase steadily while support for a common clothing element remains low. Support for a more visible nametag fluctuates and no longer has its initial level of support. Growing support for uniforms is also reflected in the following survey result.
continued on page 6
Clarity Progress
august 2012 february 2013 august 2013
Not Familiar Familiar
47% 53%28%
72%
20%
80%
Nurse Registered Nurse
0%
18%
35%
53%
70%
2011 2012 FEB 2013 AUG 2013
6861
58
2632
41
IDENTIFYING YOURSELF AS A REGISTERED NURSE
SUPPORT FOR VISUAL IDENTIFIER
0%
23%
45%
68%
90%
YES NO
75
86
139
February 2013
August 2013
6
For the first time in February 2013, we asked members if they would be willing to wear a RN uniform of unique colour. At that time, 75% of members indicated they would. Our most recent annual report data (August 2013) showed us that 86% of our members are now willing to wear a uniform of unique colour. Only 13% (in February 2013) and 9% (in August 2013) of members said they would not be willing to wear a uniform.
It is clear that registered nurses lend further support to a uniform initiative that incorporates their input on elements like style and colour. As NLNU continues to work to introduce a standardized uniform, keeping members engaged in the decision-making process will be a priority.
Clarity Project: A better identity for registered nurses
continued from previous page
RN Value Contest WinnersDon’t forget to visit www.rnvalue.ca to read the winning stories from the RN Value Contest. The Top 3 contest winners received a certificate from NLNU President Debbie Forward, who was one of the contest judges in addition to Suzanne Gordon, an award-winning journalist and author whose expertise includes articulating RN value, and Pegi Earle, former Executive Director of the Association of Registered Nurses of Newfoundland and Labrador. Congratulations to the over 50 contest entrants who took the time to enter fantastic stories that highlight the skills, education, and expertise that registered nurses bring to the workplace every day.
1st place (for $1000):
ELIZABETH FOWLER
2nd place (for $500):
BERNICE DOYLE
3rd place (for $500):
PAULA DIDHAM
ROYAL BLUE BURGUNDY GREEN NAVY WHITE BLACK
So Let’s Talk Uniform COLOUR
What colour(s) would you want your RN uniform to be?
Tell us your top 3 choices! Log on to myNLNU to access
the survey and vote today!
0%
February 2013 August 2013
25% 50% 75% 100%
IF RNs HAD INPUT ON STYLE
IF THEY WERE PAID FOR BY THE EMPLOYER
IF RNs HAD INPUT ON COLOUR
IF OTHER HCP COULD NOT WEAR SAME COLOUR
IF RNs HAD TO PAY FOR OWN UNIFORMS
8791
8988
8991
8888
6468
see photos on page 15
7
IN TOUCH | WINTER 2014
Exploring Absenteeism in RNsBACKGROUND INFORMATION
RNs often report they feel stress related
to workplace conflict, role overload/strain,
working excessive overtime, or shortage of
RNs. Stressful work environments and fair/
poor general health can lead to high levels
of absenteeism. Compared to all other
occupations, which lose 9.1 days per year,
health care workers lose the most days
annually. Nurses lose an average of 15.8
days per year (Statistics Canada, 2011). The
absenteeism rates for RNs in Newfoundland
and Labrador are similar to national trends.
(Statistics Canada, 2012) cites many reasons
why people are absent from work, which
include both work and non-work related
reasons. Some of these reasons include
their own illness or disability, caring for their
own children, caring for elder relatives, or
other personal or family responsibilities.
Subjectively, we’ve heard that NLNU
members have taken a sick day to care for
their own child, to have “a mental health day,”
or because they could not get family, annual,
or education leave approved.
Absenteeism has a huge impact on the
Canadian health care system. Every week
in 2012, almost 19,000 RNs in the Canadian
public sector were absent due to illness or
disability, which equates to over $740 million
per week. In addition, RNs in Canada worked
over 21 million hours of overtime, equivalent
to almost 12,000 full-time jobs. This is an
ongoing cycle. RN absences in the workplace
generate gaps in nursing care that must be
covered. RNs in turn work overtime shifts
on a voluntary or mandated basis to cover
these gaps. Consequently, working excessive
overtime can lead to fatigue and burnout,
which then leads to further absenteeism.
And the cycle continues.
These trends led us to wonder what our
members’ experiences are. For example, why
are RNs using more sick time than other
health care workers? Are there other reasons
(besides personal illness) contributing to the
use of sick time? What can employers and
NLNU do about it?
The Senior Joint Quality Work-life
Committee, which is a committee made up
of NLNU, employers, and government,
have been meeting to explore factors that
contribute to levels of absenteeism in an
effort to develop targeted strategies to
keep RNs healthy and at work.
In order to develop strategies that will
meet the needs of our members, we first
needed to collect information that accurately
reflects this important–and often sensitive–
subject. We recognize that the use of sick
time is personal, but we need to have a better
understanding of the factors before we
explore strategies.
Based on literature findings, we developed
a member survey. Data collection was
conducted online via Survey Monkey between
February 25th and March 17th, 2013. A total of
664 members completed the entire survey
(n= 664). This is considered an excellent
response rate and represents about 12% of
our membership. The primary purpose was to
explore the personal nature of RNs’ use
of sick time.
SUMMARY OF KEY FINDINGS
The following are the highlights from the
survey findings:
• Most respondents were in permanent
positions, female, and between the ages
of 45-55 years. A good cross section from
all age groups was represented.
• RNs with varying years of experience
responded to the survey. The majority have
been a RN for 20-30 years.
• The majority of respondents (90.8%) have
used a sick day in the past 12 months.
• Using a sick day in the past 12 months
decreased with age. RNs younger than 35
years were more likely to report using a
sick day within the past 12 months
compared to RNs older than 35 years.
• RNs younger than 45 years were more
likely to report using a sick day to care for
their own children or because they needed
a mental health day.
• Those older than 55 years were more likely
to report using a sick day to care for other
family members, or due to workplace injury.
Personal comments indicated that RNs have
taken a sick day:
• Due to major stress, heavy workload, and
feeling completely drained and exhausted.
• Because they could not get annual leave,
felt they had lack of childcare options,
or had to travel to specialist appointments
outside of their area.
Another question explored members’ beliefs
regarding use ofsick time. Members were
asked, “Do you believe that sick time is there
for you to use, regardless of whether you are
sick or not, and why?” About 25% felt that
sick time is there to be used, regardless of
whether you are sick. Members were asked
to provide reasons why they held this belief
and several themes emerged, including:
• They could not get annual, family, or other
types of leave approved.
• They had to care for a sick child/family
member.
• They felt sick leave is an entitlement,
or an earned benefit under the collective
agreement, and felt they should be able to
use it whenever needed.
• Many stated their belief depends on the
definition of “sick” or “sick time.”
The number of RNs who believe that sick
time is there to be used regardless of
whether you are sick decreases with age
and the number of years as a RN. For
example, only 12.9% of RNs older than 55
years held this belief compared to 37.9% of
RNs younger than 35 years. Similarly, when
it comes to the number of years in nursing,
11.7% of those with more than 30 years had
this belief compared to 40.3% of those with
less than 5 years.
WHAT’S NEXT?
“Facts are no good unless they have feet,”- a
recent quote that rings so true! We are doing
something with this information and taking
the next steps in arriving at solutions. Some
of our data has already been shared with the
Senior Joint Quality Work-life Committee,
and we have prepared a summary report of
our research that will be shared with other
stakeholders.
There is interest at the employer and
government levels to use our research as the
foundation for any future joint initiatives.
Based on what our members have told us,
our research is the springboard from which
further issues can be explored in a more
in-depth, comprehensive way. Research like
this is a big part of how we operate. We thank
members who have participated to date, and
encourage our members to participate in any
future initiatives.
8
ONA – ONTARIO
As the Ontario Nurses’ Association (ONA)
anticipates a new year with many challenges
on the horizon, it is in good and experienced
hands. Linda Haslam-Stroud, RN, and Vicki
McKenna, RN, have been acclaimed to new
two-year terms as the union’s president and
first Vice President, respectively.
Linda will serve a record sixth consecutive
term as President while Vicki will serve a fifth
consecutive term. The two are passionate
advocates for improving the working
conditions of the province’s nurses and for the
provision of quality nursing care.
With a potential provincial election on the
horizon for spring 2014 and increasingly
loud and aggressive calls for regressive
anti-labour measures from Ontario’s right-
wing Progressive Conservative Party, the
experience, knowledge, and passion that
both Linda and Vicki bring to the union will
stand ONA members in good stead. Fighting
these attacks will be at the forefront of ONA’s
activities in the new year.
MNU – MANITOBA
Based on member polling, safe staffing to
address the problem of workload, nurse
fatigue, and patient safety are the top
priorities for this round of negotiations.
With seven weeks of bargaining completed,
the Provincial Collective Bargaining
Committee is pleased to report that progress
has been made in a number of areas including
Nursing Advisory Committees (NAC),
Union Management, and Health and Safety
Committees.
These, along with other labour relations issues
discussed at the table, will have a significant
impact on working conditions and our ability
to provide safe nursing care.
Furthermore, MNU has developed contract
language which, if successful in achieving
at the bargaining table, will ensure that
employers are more appropriately responsive
to Workload Staffing Report forms and that
the responses occur in a timelier fashion.
Nurse staffing levels is also an area of major
concern because of the effects it can have
on patient safety and quality of care, as well
as the effect on the physical and mental
well-being of our nurses. MNU’s three-year
agreement with the province expired at the
end of March 2013.
NSNU – NOVA SCOTIA
On November 13, 2013 the Provincial
Negotiating Committee of the NSNU
announced that Tentative Agreements
reached in October between the Nova Scotia
Nurses’ Union and employers for VON,
long-term care and acute care nurses were
successfully ratified.
The NSNU is extremely pleased that
members, nurses in acute care, long-term care,
and the VON voted to accept the agreements.
The NSNU is especially proud to say that the
NSNU is the first nurses’ union in Atlantic
Canada to negotiate language that will
increase the number of nurses at bedsides
throughout the province.
In collaboration with the Canadian Federation
of Nurses Unions, the NSNU has been
lobbying for safe staffing language for many
years. CFNU safe staffing campaigns resulted
in the September 2012 publication of a book
entitled Nursing Workload and Patient Care,
co-authored by NSNU Researcher/Educator
and Government Relations Advisor, Dr. Paul
Curry along with Dr. Lois Berry.
The NSNU will be hosting a Safe Staffing
Summit in the new year to educate nurses on
new safe staffing protocols and procedures.
Nurses in all three sectors, VON, acute care,
and long-term care will receive a 2.5 %
increase retroactive to November 2012, and
3% as of November 2013. The acute care
contract was ratified by 98% of those who
voted. The long-term care agreement was
ratified by 95% of those who voted. The VON
contract was accepted by 97% of nurses who
voted on that deal. These contracts expire
November 1, 2014.
PEINU – PRINCE EDWARD ISLAND
A new Collaborative Emergency Centre
just opened this fall at one of PEI’s rural
hospitals. This model is similar to the CECs
in Nova Scotia and is part of Health PEI’s
announcement of their “Better Care, Better
Access” plan.
PEI government has announced that it is
bringing forward legislative changes to
the current public sector pension plans. A
“working group” of both union and government
representatives was tasked with investigating
different methods that could be used to
address the growing deficit problems with
both pension plans. After a 16-month review
process, the PEI government unilaterally
decided to make significant changes to the
pension plan. PEINU had strongly lobbied
government officials to forego some of the
proposed changes and to include protective
language in the legislation. Government
did listen to concerns raised by PEINU and
responded by phasing in changes over a period
of years rather than months.
On a positive note, several “RNs wear black
and white” initiatives have been undertaken
across the Island with much success. The
PEI School of Nursing is also supporting this
initiative, this being the first year that nursing
students will wear standardized black and
white. The PEINU 2013 Christmas greeting
was filmed at the UPEI School of Nursing on
November 8th with all RNs and NPs wearing
white tops and black pants. To increase
member engagement and education, a new
welcome package and leadership handbook
are currently being developed as well as a
winter ad campaign.
Cross Country Check-Up
9
IN TOUCH | WINTER 2014
SUN – SASKATCHEWAN
SUN members recently gathered in Saskatoon
for the 2013 Bargaining Conference in
preparation for next year’s contract
negotiations. The priorities established for
2014 will focus on the following: addressing
excessive workload pressures as a result of
vacancy management, booming population
growth and hiring freezes; establishing safe
staffing levels to improve patient safety; the
inclusion of the province’s registered nurse
workforce in finding solutions to health care
delivery challenges; and the maintenance
of competitive wages and premiums. These
priorities are unchanged from the previous
round of negotiations in 2012.
A fifth priority of protecting SUN’s bargaining
unit in light of unprecedented changes
to Saskatchewan’s labour laws with the
introduction of the new Saskatchewan Employment Act has also been added. New
definitions for employees and supervisors
have the potential to fracture SUN’s
bargaining unit in the future. This labour
environment uncertainty has created many
unknowns for SUN as they prepare to go to
the table in 2014.
A significant decision stemming from this
year’s bargaining conference will be the launch
of SUN’s very own Wear White Campaign.
Inspired by other nursing unions across
Canada, SUN members elected to wear white
in support of their negotiations committee
and patient safety.
SUN continues to work with government
and the registered nurse regulatory body on
role clarity and scope of practice issues in
an effort to curb worrying health care trends
threatening registered nursing positions in the
province. The goal is to achieve an appropriate
level of registered nurses in the system to
meet growing population demands and to
ensure patients have access to the right
provider at the right time.
This is a picture of the newest mural of the Botwood Cottage Hospital, male ward. It
incorporates the hospital, the inside of the ward, patient beds, and staff, including registered
nurses and Dr. Twomey. It beautifully represents a part of Central Health’s history, as well as
the importance of the nursing profession to this area.
Botwood mural honours staff at the old Botwood Cottage Hospital
10
In order to understand the proposed bills and changes, it is important to look at how they proceed and become law. For these federal bills and changes, the process takes place in the House of Commons. The House of Commons is made up of the lower house which is parliament (elected MPs) and in practice they hold more power than the upper house, which is the Senate. Although the approval of both Houses is necessary for legislation, the Senate very rarely rejects bills passed by the Commons (though the Senate does occasionally amend bills).
What is it? Called the Employees’ Voting Rights Act, Bill C-525 is a private members’ bill that amends the Canada Labour Code, the Parliamentary Employee & Staff Relations Act, and the Public Service Labour Relations Act. The Bill’s amendments would affect employees of federally regulated sectors by changing how unions are certified and decertified.
What it claims to do:According to its legislators, this Bill will protect Canadian workers from the confinement and intimidation they face from their own unions and its organizers and restore balance to the union certification/decertification process.
The effect it will have:One opponent of this Bill called it a solution in search of a problem. These proposed labour code changes are not the result of an official consultation process between major unions and employers, nor are they in response to widespread issues identified by these groups. It begs the question “Who is this for?” The chart on page 11 explains the effect of this Bill’s changes.
FIRST READINGThe Bill is
considered read for the
first time and is printed
ROYAL ASSENTThe Bill
receives Royal Assent
after being passed by
both houses
COMMITTEE STAGE
Committee members study the
Bill clause by clause
SECOND READINGMembers
debate the Bill’s principle
REPORT STAGE
Members can make
other amendments
THIRDREADINGMembers
debate and vote on the Bill
SENATEThe Bill follows
a similar process
HOW A BILL BECOMES LAW – THE LEGISLATIVE PROCESS
The Bigger Picture
Registered nurses are hardworking nursing professionals that focus on the health and well-being of patients, residents and clients. A RN’s job is to attentively deliver quality health services. As your union, NLNU’s job is to champion the registered nurse, to meet their needs, and support RNs in the workplace as well as the important work they do. Our job is to protect you on all fronts and in order to do this to the best of our ability, sometimes that means we have to expand the big picture of labour relations for members to include matters on a national or international level.
NLNU has a responsibility to keep RNs informed on these larger-scale developments as outcomes directly affect the unionized workforce. For
example, the federal government Bills C-4, C-377, and C-525 propose labour changes and some of these changes would impede NLNU’s service to members immediately. Others may not negatively impact the RNs of Newfoundland and Labrador directly, but eventually they might. They would set unsettling, potentially dangerous new precedents in labour relations that limit a union’s ability to serve members efficiently, protect workers, bargain fairly, or even exist at all. Individually, these changes may not seem to make an overtly negative impact – that is why we will examine these bills in upcoming issues of In Touch – but it’s become clear that these changes are an organized, determined effort to weaken the presence of unions in Canada.
An important element of our 3-year strategic plan is strengthening the connection and awareness between RNs of this province and proposed changes to labour by the federal government. NLNU is working proactively with other labour organizations to make an impact (see the Together FAIRNESS WORKS section). Our goal is to provide members with up-to-date information on developments, to get you thinking about these issues and discussing them with fellow registered nurses, and to inspire you to get involved.
As your union, we’re committed to monitoring the bigger picture because it has the potential to affect you and the important work you do every day.
The Process for Changing Labour Laws
Update on Bills
BILL C-525:
Where it stands:This Bill went through the second reading in the House of Commons late October of 2013.
What we think:Bill C-525 would make it easier to decertify and harder to certify a union that represents or would represent employees in federally regulated sectors. This is a concerning piece of legislation.
What do YOU think?Log on to myNLNU and share your thoughts on Bill C-525 in the Unions/Labour section of the discussion forum.
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IN TOUCH | WINTER 2014
Remember Bill C-377? In the spring 2013 issue of In Touch, an Education Corner article explained Bill C-377 and the impact it would have on Canadian unions (visit myNLNU for online access to this issue of In Touch). Bill C-377 is a private member’s bill titled An Act to Amend the Income Tax Act (requirements for labour organizations). It would require every trade union and labour trust to file a public information return with the Canada Revenue Agency on all expenditures over $5,000. It also mandates that labour organizations detail the percentage of time they dedicate to political and lobbying activities.
Earlier in 2013, Bill C-377 passed in the House of Commons. In June 2013, the Senate reviewed the Bill, did not accept it, and sent it back to the House of Commons with major revisions. However, through the federal government’s prorogation of Parliament, the House of Commons was technically unable to receive the report with revisions. Bill C-377 was recently resubmitted to the Senate in its original, flawed form, and the Senate has to review Bill C-377 all over again from the beginning. NLNU joined unions across the country in asking Senators to reject the Bill this time as the valuable work, time, and insight they previously provided through their amendments was ignored. We will continue to track the status of Bill C-377.
BILL C-377
Federal public service workers opting into union representation
Workers sign a union membership card in support of forming a union and present it to the Labour Board.
If more than 50+1% of employees have signed cards, the union can be certified.
If 35% - 50% of employees have signed union cards, the Labour Board can hold a representation vote. This vote requires the majority of workers who participated in voting to vote “yes” to union representation.
Workers sign statements/petitions in favour of decertifying their union and present it to the Labour Board.
If the Board’s investigation confirms that a majority of the employees included in the bargaining unit have supported an application for revocation, the Board usually orders a representation vote. In limited instances, the Board may issue a revocation order without conducting a representation vote. This would occur when the union confirms in writing that it does not oppose the application for revocation.
The decertification vote requires the majority of workers who participated in voting to vote “no” to union representation.
Workers sign a union membership card in support of forming a union and present it to the Labour Board.
If more than 45% of employees have signed cards, the Labour Board will hold a representation vote. The vote is now a mandatory step; if 85% (a clear majority) of workers signed cards, it still has to go to a vote.
In the vote, 50+1% of all workers have to vote “yes” to the union. It is not the majority of those who voted. That means that members who did not participate in voting are counted as voting “no” to the union when ballots are counted. (If this same system was used in federal elections, the House of Commons would have many empty seats).
Workers sign cards in favour of union decertification and present it to the Labour Board. If more than 45% of employees have signed cards, the Labour Board will hold a representation vote. The vote is now a mandatory step.
If a minimum of 45% of all employees in the bargaining unit do not vote in favour of continued representation by the union, the Board will revoke the certification of the union.
In essence, a bargaining unit would need 55% of all workers, not just the majority of those who voted, to participate and vote “yes” to keeping representation. Non-voters are counted as a“no” vote.
HOW IT CURRENTLY WORKS
HOW IT CURRENTLY WORKS
HOW IT WOULD WORK UNDER C-525
HOW IT WOULD WORK UNDER C-525
Federal public service workers opting out of union representation
Together FAIRNESS WORKSEarlier this fall, the Canadian Labour
Congress (CLC) launched the Together
FAIRNESS WORKS campaign to remind
Canadians about the good things we
all enjoy because unions bring fairness
to the workplace and to our lives. At a
time when Canadian labour relations is
moving in an unsettling direction, this
campaign proactively engages people
in an important discussion on what
unions have done and continue to do for
members of the Canadian workforce.
The campaign features Canadians
celebrating:
• Decent wages
• Decent pensions
• Decent work hours
• Fair treatment at work
• Health benefits
• Job security
• Job training
• Parental leave
• Paid vacations
• Safer workplaces
• Equal pay
As part of the CLC, NLNU supports this campaign and is working to get members joining the conversation. Keep an eye out for Together FAIRNESS WORKS promotions and initiatives on myNLNU and Facebook.
http://www.canadianlabour.ca/action-center/together-fairness-works
12
Education CornerMapping the course to professional practices
BACKGROUND
In order to understand the importance of professional practices, let’s start at the very beginning.
All registered nurses (RNs) are licensed and regulated by the Association of Registered Nurses of Newfoundland & Labrador (ARNNL). The ARNNL has the power to regulate the nursing profession through the RN Act and has developed Standards of Practice for Registered Nurses, most recently revised in May 2013. According to the ARNNL, all RNs are responsible to know and understand the standards and how they apply to their practice; the standards outline “the expected conduct or performance required of all RNs in all situations and in all practice areas” (see the ARNNL website). Registered nurses are also expected to adhere to the Canadian Nurses Association (CNA) Code of Ethics, which provides moral and ethical standards by which RNs are to practice.
WHY IS THIS IMPORTANT?
Following the standards and code of ethics is what makes each and every RN accountable to the public and provides a yardstick against which to measure the performance of nursing care. Often RNs are faced with complex situations in which they feel unable to meet the minimum standards of nursing practice. It can be a dilemma if the RN feels stuck between practicing according to their professional standards and ethics, feels a lack of control over their work environment, or feels the issue is beyond the ability of an individual RN to resolve. This is known as a professional practices issue.
The ARNNL explicitly outlines a RN’s duty to identify and address unsafe or unethical concerns, or issues that impact one’s ability to practice professionally. It is a professional, ethical, and legal responsibility arising out of the RN’s obligation to protect clients from harm and to uphold the integrity of the nursing profession. Unsafe or unethical concerns can be classified as concerns regarding 1. the practice or behaviour of another health professional or individual in the workplace, or 2. the workplace.
WHAT IS MY ROLE?
There is language in the main provincial collective agreement (which is agreed upon language between the employer and NLNU) to help you meet the professional standards and code of ethics in these situations. If you’ve identified an unsafe or unethical situation, the first thing to do is notify a supervisor or manager. Bring it to her/his attention so that it may be addressed. If the concern is resolved, great. If it is not resolved, you must document the concern. The importance of this step cannot be understated.
HOW DO I DOCUMENT THE CONCERN?
Currently, NLNU does not have a standardized form that is applicable to all RNs in all practice areas. Many workplaces have developed a professional practices form, and many branches have adapted or modified other forms; this is acceptable to do as long as there is agreement on the form between the employer and the union. The forms should be available to RNs in their work areas and shop stewards should ensure that RNs are familiar with the forms, including knowing when and how to use them. Most forms include spaces to document time and date, those involved, witnesses, etc. It is crucial to describe the concern as it relates to patient care workload, nursing practice, patient safety, or safety of nurses.
A professional practices form can be completed either by an individual RN or a group of RNs working together. In either case, the form should be completed as soon as possible following the incident or shift. It is important to avoid breaches of confidentiality by not identifying patients, doctors, visitors, or staff. Refer to them as Patient X, Nurse X, etc. Report on facts as much as possible and only the information about which you have firsthand knowledge.
DOCUMENTATION IS DONE. NOW WHAT?
The employee shall submit the professional practices form to her/his immediate supervisor and to the Professional Practices Committee (described below). Currently, there are no strict timelines or dates specified in the collective agreement, however it is up to the Professional Practices Committee at each site to develop a process for investigating written reports.
WHAT IF MY BRANCH DOESN’T HAVE A PROFESSIONAL PRACTICES COMMITTEE? HOW DO I KEEP THE CONCERN MOVING?
Article 5.02* of the main provincial collective agreement outlines the parameters involving a Professional Practices Committee (PPC). Any workplace with six or more employees can request to form a PPC. The NLNU (for example a branch executive member, a shop steward, or your labour relations officer at NLNU office) can make a written request to the employer to form the committee. Within 60 days of the request, the committee should be up and running. The committee should have three RNs designated by NLNU and three people designated by the employer. The employer or the union can request to have a meeting at any time, but it is expected that they meet at least monthly. Registered nurses on the committee should be allowed to attend the meeting without any loss of pay or benefits. The committee reviews documented concerns and has the power to make recommendations to the union and management with respect to discussions and conclusions.
We often hear that professional practice forms are submitted and then, “I never hear anything back, so what’s the point?” It is critical for the RN who submitted the concern to ensure the process moves forward. If you haven’t heard back, follow up on the form to see if the committee received it, if it was discussed at the committee meeting, etc. If the issue was not addressed at one meeting, ensure it’s on the agenda for the next meeting. It’s also important to continue to document issues each and every time you feel they are not resolved and bring them forth, even if it’s the same issue over and over.
* Please note: There are specifics about the committee and meetings which are not discussed here, but are detailed in the collective agreement to which you should refer for more information. Also, be sure to check your applicable transition agreement for specific professional practices language.
Moving? New email address?Please contact NLNU if you move or change your email address. We’d like to keep you informed on issues that matter to you.
Email [email protected] or call 709-753-9961 to update your information.
13
IN TOUCH | WINTER 2014
WHAT’S NEXT?
Don’t give up on the process – keep documenting your concerns. There have been positive outcomes from members who persisted with documentation and changes were implemented in the workplace. It may often feel like a slow process, but it is important to keep the documentation going.
Registered nurses can contact the ARNNL for consultation, or the Canadian Nurses Protective Society (CNPS), which help RNs manage their professional legal risks and ensure nurses are appropriately assisted when in professional legal jeopardy. They can offer information about your professional obligations and professional liability issues. Also be sure to contact your shop steward or labour relations officer at the NLNU office.
The professional practices process in the main collective agreement is there so RNs have a voice and a sense of control over the working conditions under which they are required to deliver nursing care. We will be looking more closely at professional practices in the coming months, exploring what some challenges are, how we can develop new strategies, and to highlight and emphasize the significance of the professional practices process.
For an easy to understand explanation of Article 5.02, see Collective Agreement Interpretation, Issue #6, June 2005, available at http://www.nlnu.ca/uploads/6.pdf
Moving? New email address?Please contact NLNU if you move or change your email address. We’d like to keep you informed on issues that matter to you.
Email [email protected] or call 709-753-9961 to update your information.
Some examples of unsafe or unethical practice concerns:
• Provision of care outside the scope of nursing practice
• Questionable practices of others
• Lack of required equipment/resources to provide safe care
• Verbal, physical, mental and/or sexual abuse
• Unrealistic performance expectations in absence of adequate educational preparation
• Breach/lack of policy or standards to direct, provide, and support care (CRNBC, 2003)
From ARNNL’s Registered Nurses’ Professional Duty to Address Unsafe and Unethical Situations (2008).
Use this checklist to see how well you are using the professional practices process.
q Am I familiar with my professional standards of practice?
q Am I familiar with the code of ethics?
q Do I know what a professional practice issue is?
q Am I aware of my professional, ethical, and legal responsibilities to report unsafe/
unethical situations?
q Have I read Article 5.02 (or the applicable translation agreement) in my
collective agreement?
q Do I know where to get a professional practices form?
q Is there a Professional Practices Committee where I work?
q Who are the registered nurses on the committee?
q Do I know when I should consult with ARNNL, NLNU, or the Canadian Nurses
Protective Society (CNPS)?
q Do I take the time to document my concerns?
NLNU members attending the CFNU Biennial Convention in Toronto, June 2013.
14
Branch Good News
NLNU branches do great work and make a difference every day for RNs and patients. If you have a story about your branch that you’d like to share, please email Kristian at [email protected]
Branch #50 Hits the Ground RunningNLNU’s newest branch, Branch #50, was
established in winter of 2013 to represent
the registered nurses of the Labrador South
Health Centre in Forteau.
Kathy Brinston-LeRoy, President of Branch
#23, shared how this branch is building
enthusiasm for members introducing
themselves as registered nurses, one of the
key elements of the Clarity Project. At their
Christmas social, the branch showed great
initiative by creating their own tote bags with
“I Am A Registered Nurse” on them. Kathy is
pictured here in her own personalized “I Am A
Registered Nurse” scrub jacket. This picture
was taken by a co-worker who encouraged
her to share it with NLNU. It shows how
introducing yourself as a RN, as well as the
benefit of making a visual identity statement,
is resonating with NLNU members.
While this branch is still relatively new, it is
operational with essential branch activity
underway. Branch President Megan Pike
reports that RNs of Forteau are very pleased
to have their own branch established. Branch
# 50 is showing success in its early stages
as it is working to address a number of
key issues brought forward by its branch
members, including leave approval, sick leave,
and charge pay. This branch will continue to
develop and support the needs of RNs
in Forteau.
Branch #23 Promoting “I Am A Registered Nurse”
Debbie meets with Michael Goodridge from Johnson Insurance to receive a donation cheque
through Johnson’s Administration Support Agreement. In turn, NLNU used this money to donate
$5,000 to the Kids Eat Smart program.
Johnsons Cheque Presentation
15
IN TOUCH | WINTER 2014
Branch #23 Promoting “I Am A Registered Nurse”
TAKING THE LEAD
It has been several months since our convention in Toronto where more than 800 nurses’ union leaders from across the country came together to take the lead! In these challenging times, nurses must take charge on behalf of their safety and their patients’ safety. Throughout the course of the week, attendees had the opportunity to voice their thoughts and concerns on matters related to nursing and health care by participating in discussions, resolutions, and rallies. The result was nursing professionals feeling motivated, focused and ready to be leaders for the health care system changes needed today.
The convention is over, but it is up to us to continue this important work – and we are not alone. This summer, Canadian Doctors for Medicare came out with an excellent video (watch at www.nursesunions.ca/news/canadian-doctors-medicare-pharmacare-video), supporting the need for a national pharmacare program. CNA and the CFNU are hosting a working group in December 2013 with Accreditation Canada and Canadian Patient Safety Institute on the Quality/Safety Agenda. Fourteen national nurses’ unions formed a new international organization (Global Nurses United) to step up the fight against the harmful effects of austerity measures and cuts in health care services that are putting people and communities at risk across the planet.
Through our work with these different groups, the message we are receiving is clear and consistent: Regardless of the political agenda of the day, Canadians want a health care system that will meet their needs and a federal government that pays attention to this request.
We as Canadians have to speak out louder on our definition of universality for health care. This doesn’t stop with a prescription for your medications. We need to control waste, to stop unnecessary testing, and contain the cost of prescriptions drugs. We need to better manage our human resources, moving beyond the boom-and-bust approach to planning, and manage our resources with a more comprehensive approach.
In 2011, the Canadian Nurses Association’s Expert Commission wrote: “Above all, do no harm. Safe, high-quality health care and services should be a national goal, with common standards based on evidence and measures tracked and monitored to ensure that goal is met. Health professionals, health-care organizations and governments must be accountable for meeting the high standards Canadians have a right to expect.”
CFNU’s paper on safe staffing by Dr. Lois Berry has demonstrated the link between quality care and safe staffing. Nurses are a key link in the chain of safety and must be leaders in developing and sustaining a comprehensive national commitment to safety and quality in health care and services.
“Nurses are the largest health professional group in the health system. They are well-educated, highly skilled, and positively regarded by the patients and families they serve. And yet, they continue to practice in systems that do not engage their expertise in making decisions about patient care or how nurses should be assigned to provide that care. The system lacks the nimbleness to adjust available nursing hours to changes in patient acuity, and the political will to create systems that acknowledge that matching nurse staffing levels to patient needs saves lives.”
It is time that we either take over every seat in parliament or come together in one strong voice to say we need a culture of safety. We need safe nurse-patient ratios, and it is time to take the lead!
In solidarity always,
Linda
Message from the CFNU
LINDA S ILAS
RN Value Contest Winners continued from page 6
1st place (for $1000):
ELIZABETH FOWLER2nd place (for $500):
BERNICE DOYLE3rd place (for $500):
PAULA DIDHAM
16
Debbie Forward President
Mary Prideaux Vice President
Wendy Dale Woodford Secretary-Treasurer
Doreen Hawco-Mahoney Region 1 (branch 14, 15)
Beverly Simms Region 2 (branch 13, 18, 26)
temporarily vacant Region 3 (branch 11, 40, 41)
Jean Aucoin Region 4 (branch 12, 23, 24, 46)
Quinton Hewlett Region 5 (branch 9, 32, 33, 38, 43, 45)
Nancy Healey-Dove Region 6 (branch 8, 17, 25, 42)
Mark Aylward Region 7 (branch 10, 20, 21, 30, 36)
Niki Parsons Region 8 (branch 16, 28, 29)
Marlene Miller Region 9 (branch 4, 34, 35, 37,47)
Anne Marie Spencer Region 9 (branch 2, 3, 31,49)
Tony Moores Region 9 (branch 5, 7, 44,48)
nlnu board of directors
We need the public, employers, governments and health care providers to understand the value of registered nurses. They need to understand why we need registered nurses in our system. They need to understand what it means for patients/residents/clients when registered nurses aren’t there.
DEBBIE FORWARD
“
”READ THE CLARITY PROJECT ARTICLE ON PAGE 4
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