FrontIssue One 2010 The MagazineLines for Manitoba Nurses by the Manitoba Nurses’ Union PLAN FOR REVERSING THE PENSION PLUNGE
Increase in contributions needed to offset effects of the global economic downturn
Overtime – Over 50% of Manitoba nurses work unpaid overtime
Nurses take the “blood fight” online – www.SafeBlood.ca
MNU contributes $5000 to help in the relief effort in Haiti Front Lines is published by the Manitoba Nurses’ Union (MNU). Founded in 1975, MNU continues to be an active member- FrontIssue One 2010 The MagazineLines for Manitoba Nurses by the Manitoba Nurses’ Union driven organization dedicated to meeting the needs of its members. Approximately 11,000 nurses province-wide belong to MNU. That’s 97% of unionized nurses In This Issue in Manitoba.
3 Message from the President
“To Care for Nurses 4 4 Cover Feature: is to Care for Patients” Reversing the Pension Plunge Increase in contributions needed to offset Joyce Gleason effects of the global economic downturn
6 Overtime: Proceed with Caution Editor Exploring the effects of working excessive Samantha Charran hours
Contributors 8 Nurses Take Blood Fight Online Glenda Doerksen CFNU launches Safe Blood website and calls Wes Payne on members across Canada to act now Bob Romphf 9 Labour Relations Reports 6 Duty to Accommodate – Exploring the role of the employee, the employer and the Contact Us: union when a duty to accommodate arises MNU Communications Department 301 - 275 Broadway 8 10 MNU Pledges Funds for Haiti Winnipeg, Manitoba R3C 4M6 MNU passes motion to contribute $5000 (Tel.) 204.942.1320 to help in the relief effort in Haiti (Fax) 204.942.0958 10 11 Touring Continues Website: www.manitobanurses.ca • Taché Centre Email: [email protected] • St. Amant Centre
MNU is affiliated with the Canadian 12 Across Canada Federation of Nurses’ Unions and National Information and Issues the Canadian Labour Congress. 14 Surf to Savings Online MNU is a member of the Canadian 11 The MNU Member Discount program is Association of Labour Media. back with more offers and available online MNU adheres to all Privacy Legislation requirements. 15 MNU News Briefs • Nelson House employer not bargaining Publication Agreement #40021526 • St. Boniface nurses back committee • Bargaining moves along
RETURN UNDELIVERABLE CANADIAN ADDRESSES TO: • Board positions filled Manitoba Nurses‘ Union 16 MNU Board of Directors 301-275 Broadway and Committee Executive Winnipeg, MB R3C 4M6 Email: [email protected] 12
NOTE: 14 In our last issue, Margaret Penner was profiled in “A Commitment to Caring”. Please note that Margaret Penner is a Registered Psychiatric Nurse. Message from the President
Bargaining Continues.
The time between the writing of this page, the printing and the delivery of Front Lines can be several weeks so current updates are virtually impossible. Please check our website for the latest information. Direct mail will also be used for updates. The constant in this round of negotiations is that while we may be bargaining in a recession we are determined to make sure that nurses’ wages and pension are protected. That is no small challenge. We are not prepared to allow Manitoba nurses to end up in a free fall to the bottom of the pack in terms of wages across Canada.
Sandi Mowat, MNU President Pension Protection Protecting our pension is the top priority for MNU members. As members of the Health Employees Pension Plan (HEPP) along with 37,000 other healthcare providers we are committed to working with other unions in the Manitoba Council of Health Care Unions (MCHCU) to ensure that pension benefits are maintained.
The global financial crisis of 2008-2009 has affected all pension plans. HEPP is no different. Latest valuation of the plan shows a shortfall of $388 million. To maintain the plan, the contributions of both the employers and participating healthcare providers must be increased (current estimate is approximately 1% to 1.5% each.) MCHCU reps have agreed that their members will match an employer contribution increase to save the plan.
FOR MNU MEMBERS, A REDUCTION IN BENEFITS SUCH AS THE CHANGES TO THE MAGIC 80 RULE OR EARLY RETIREMENT TOP UP PAYMENTS IN NOT AN OPTION.
WE ARE COMMITTED TO A SOLUTION THAT MAINTAINS BENEFITS AT EXISTING LEVELS.
COLA
Unlike many other pension plans, HEPP does not have a Cost of Living Allowance (COLA) formula for retirees. Setting up a COLA fund will need both the employers and employees to make additional contributions of 0.5% to 1% each. It will take a few years to build up a COLA fund, but the fact is that if we don’t take this initiative now our members will be trying to exist on pensions with a purchasing power of half as much in their final years. A pension of $1500 a month will be worth $760 in 30 years when inflation is factored in.
We can’t leave this issue for another day.
Haiti Relief
We have joined other member organizations of the Canadian Federations of Nurses Unions (CFNU) in supporting the people of Haiti with our donation of $5,000. So far the CFNU has donated close to $72,000 to Doctors without Borders to help the relief effort. Thanks to the worksites and individual members who contributed. Anyone wishing to make a donation can forward it to the MNU Provincial Office.
MNU Front Lines Magazine Issue One 2010 3 PLAN FOR REVERSING THE PENSION PLUNGE Bob Romphf, Labour Relations Officer – Benefits
The effects of the global financial meltdown of 2008-09,
along with a combination of low interest rates and aging demographics
have put unprecedented pressure on our pension plan,
resulting in a deficit of approximately $388 million.
It makes sense then why Manitoba Nurses’ Union (MNU) members,
along with other healthcare union members, have prioritized pensions
and Cost of Living Adjustment (COLA) as their main concerns,
prompting the need for a definitive plan of action
from union representatives. PENSION COLA UPDATE
MNU, in close conjunction with the Manitoba Council of Health Care Unions (MCHCU), is Currently, inflation is running very working on a comprehensive strategy and communication plan to address healthcare workers’ low compared to historical levels. retirement, pensions and inflation protection (COLA) for the future. Nevertheless, COLA still remains a This coordinated, joint, provincial strategy will enable our Provincial Collective Bargaining Committee (PCBC) to protect and preserve our members’ pensions, along with attaining a COLA fund. key issue for not only nurses, but all healthcare workers. Earlier this year, the Healthcare Employees’ Pension Plan (HEPP) board reported in Plan Talk, the organization’s newsletter, that the HEPP plan has received its Actuarial Valuation, an assessment of the assets, liabilities and funding status of the pension plan. This was followed by corresponding COLA is the future inflation protection recommendations outlining the need for a contribution increase to preserve member benefits. (quasi-retiree wage increase) in a The HEPP board, in conjunction with the plan’s actuary from Towers Perrin, has spent a number retirees attempt to preserve their of weeks analyzing the 2008 results. The group also spent significant time analyzing the reasonable future expectation of plan investment returns. purchasing power. Based on feedback from members it is our union’s intent It was concluded, that despite the substantial rebounds in the investment markets in late 2009, the damage caused by the global economic turmoil was too great. to address this in bargaining in The only solution for offsetting the effects of the global financial meltdown is to increase contributions. conjunction with other healthcare In order to provide Going Concern deficit recovery, as set out by the Pension Benefits Act of unions over the coming months. Manitoba, this will mean a 1.1% increase in contribution for both employees and employers. The HEPP Board has indicated they need confirmation of this by June 2010 to implement the The global market meltdown has deficit recovery program by January 1, 2011. now forced us to find both solutions The MNU, one of the Founding Settlers of HEPP and HEPP board, has a strong commitment to on the preservation of the pension preserving the pension benefits of its plan members. benefits along with also finding a However, the board only controls the benefit levels, leaving the decision to increase contribution rates in the hands of the unions and employers. long term COLA solution. The HEPP Board has embarked on a process of presenting a detailed analysis and deficit recovery plan to the Union and Employer Settlers. The Board is also keeping the government stakeholders The Manitoba Council of Health Care informed as they provide funding to the employers, and facilitating a Tri-Partite committee to Unions raised these questions before assist settlers and stakeholders in resolving some of these issues to keep the plan viable and the NDP leadership candidates prior strong for the future. to the NDP convention in the fall of At present, current contribution rates are sufficient to cover current accruing existing benefit levels, but not enough to cover the deficits caused by the global downturn. If the situation 2009. All candidates were supportive continues to improve in the interim, the parties will take this into consideration but no one can of working to preserve healthcare accurately predict the future of global investments. workers’ pensions. The MCHCU MNU members put great value on pension benefits, especially since many nurses have worked has developed a joint strategy on for 20 or more years, enduring long hours, short staffing, multiple injuries and stresses. MNU members have more than earned the right to a decent pension upon retirement. pensions and COLA which will be instituted as all unions proceed into bargaining over 2010. Inflation 2010 2020 2030 2040 over 30 years $ $ $ $ 1000 820 630 380 Members will be kept closely informed of our progress on this 1000 900 issue through our PCBC and Board. 800 700 600 If you have any pension or benefit 500 related questions call Bob Romphf, 400 300 Labour Relations Officer – Benefits at 200 100 the MNU office at 1-800-665-0043. 0
MNU Front Lines Magazine Issue One 2010 5 OVERProceed with Caution TIME Overtime: it’s a word all too familiar to many nurses. Long hours are often an expected part of the nursing profession, but several studies show that the effects of working for extended periods can be harmful not only to your own health, but to your patients’ health as well. A study of registered nurses in the U.S. showed that the likelihood of committing an error in patient care was three times more likely when nurses worked more than 12.5 hours.1 In fact, working any overtime – no matter what length – increases a nurse’s chance of committing at least one error. Though the use of overtime varies from facility to facility and from nurse to nurse, the overall trends are surprising. The same American study notes that nurses were able to leave at the scheduled end of their shift only 20% of the time, and that on average nurses had to stay an additional 55 minutes at the end of the shift. One might suggest that the American numbers don’t necessarily match up with numbers in Canada or Manitoba. However, data collected for the 2005 National Survey of the Work and Health of Nurses shows that almost half of Canadian nurses (more than half in Manitoba) usually work unpaid overtime, averaging four hours per week. Three in 10 Canadian nurses typically work paid overtime, averaging 5.4 hours per week. These rates are high compared to other jobs. According to the same study, during an average week just over one in ten (13.3%) employed women work paid overtime, while one quarter (26.1%) work unpaid overtime.2 Male nurses, who made up approximately 5.5% of the nursing workforce in 2005, also work more paid overtime than the rest of the male workforce (37.2% compared to 27.7%, respectively) and more unpaid overtime as well (41.2% compared to 29.9%, respectively). MNU’s recent polling confirms that overtime continues to be used quite frequently in many facilities across the province. Data from May 2009 shows that three quarters of all nurses in the province had worked overtime at least once in the previous six months. More than half of all full time nurses had worked overtime at least once a month, with 16% stating they had picked up OT more than once a week. Approximately 3 in 10 Manitoba nurses reported being mandated to work overtime at least once in the previous six months.
6 MNU Front Lines Magazine Issue One 2010 OVER TIMEA continuing series... What’s the effect of all this overtime? Numerous studies show that longer work hours decrease vigilance and increase the likelihood of 3 errors. One often-cited study determined that being awake for just 17 hours led to cognitive psychomotor performances equivalent to having a blood-alcohol level of 0.05% – higher than the legal limit to drive in Manitoba! After 24 hours of wakefulness, the blood-alcohol level equivalent jumps to 0.1%. Despite the problems associated with extended wakefulness and overtime, the need for nurses remains strong. More than one quarter of Manitoba nurses reported that their unit had been short-staffed more than 26 times in the previous 6 months, and 17% of full-time nurses reported that they had been short-staffed more than 50 times. Short-staffing can lead to serious problems for patients and nurses alike, as a study published in the Journal of the American Medical Association revealed that increasing a nurse’s workload by just one patient is associated with a 7% increase in the likelihood of patient death within 30 days.4 Also, increasing a nurse’s workload by one patient is associated with a 23% increase in the odds that a nurse will suffer burnout and a 15% increase in the odds of job dissatisfaction.
Overtime is a double-edged sword. As these studies show, many nurses are willing to go above and beyond for their patients, potentially sacrificing their own health to care for others. However, nurses should be careful and take extra precautions when they know they’re overtired. Their continued commitment One often-cited study and caring is needed not only today, but in the coming years ahead. determined that being awake for just 17 hours led to cognitive psychomotor 1 Ann E. Rogers and others, ‘The Working Hours of Hospital Staff Nurses and Patient Safety’, Health Aff, 23 (2004), 202-212. performances equivalent 2 Health Canada Government of Canada, ‘Findings from the 2005 National Survey of the Work and Health of Nurses’ to having a blood-alcohol
Next issue: Mandatory Overtime MNU Front Lines Magazine Issue One 2010 7 Nurses expand blood fight online CFNU launches Safe Blood website, calls on members across Canada to act now!
The Canadian Federation Nurses’ Unions (CFNU) strengthened their push to keep Canada’s blood supply safe by using nurses as the first line of screening in blood donor clinics. In an effort to garner support from members and concerned parties across the country CFNU launched SafeBlood.ca, a new website providing information about the issue and offering an opportunity to engage in discussion via an online public forum. The site also features a ‘Take Action’ tool, prompting supporters to send an email to Federal Health Minister Leona Aglukkaq, urging her to reject a proposal by the Canadian Blood Services (CBS) to eliminate nurses from initial donor screening and replace them with less educated workers – ‘multi-skilled workers’ (MSWs). CFNU is concerned that due to the lack of training and specialized education, MSWs might miss symptoms of illness of which donors are unaware. Nurses have training in pharmacology, pathology and physiology while MSWs are limited to an eight week training session with little or no exposure to these critical areas. Furthermore, according to research commissioned by the CFNU into screening practices in donor clinics in 14 developed countries, the majority of countries involved in the study use only doctors or nurses to screen first time donors. In fact nine of 14 countries used only licensed/regulated health professionals i.e. doctors or nurses to screen donors for eligibility, while five countries use MSW-like positions (non-professionals) in some aspects of donor screening. The United States and England were the only developed countries using MSW-like positions in almost all aspects of donor screening. The Manitoba Nurses’ Union joined all the nurses’ unions across Canada in sending a letter to Minister Aglukkaq, asking her to ensure and protect the safety of Canada’s blood supply by keeping nurses as the main part of the donor screening process. Now the MNU is asking for your help in lending your voice to the quest for keeping Canada’s blood supply safe by sending an email to Minister Aglukkaq. Simply visit SafeBlood.ca, click on ‘Take Action’ and send a pre-written statement (there is an opportunity to include additional personal comments in your response) to the minister about the importance of maintaining Canada’s standards of blood donor screening among the highest in the world, by ensuring that nurses are directly involved in the donor screening process.
8 MNU Front Lines Magazine Issue One 2010 While the duty to accommodate applies to all of the protected characteristics listed in the See Human Rights Code, the majority of cases REPORT
S that Manitoba Nurses Union’s representatives and employers deal with are related to physical what’s and mental disabilities, including chemical dependency. The next several articles will newww. focus on the approach and principles that www.manitobanurses.ca impact how the parties address the needs of the disabled nurse. Once an employee has established that s/he has a mental or physical disability that prevents her/him from doing their current job, the employer must make a serious effort to ensure that the worker is treated fairly and MNU – LABOUR RELATION reasonably and does not become a victim of discrimination, even if the discrimination is Duty to unintentional. There must be conscientious effort made to search within the entire Accommodate organization to find meaningful work that the employee can do within the restrictions Glenda Doerksen, Labour Relations Officer their disability places on them.
The Union must be included UPDATED in the process WEEKLY Employer Responsibilities Each situation has to be given individual consideration based on the nurse’s medical restrictions, not on what may or may not The duty to accommodate have worked for another employee. Options Fast and easy access to: applies regardless of whether would include modifying the tasks included in the existing job, or placing the employee in a n News Affecting Nurses an employee is full-time, different position, either in its current or a part-time or casual. It places modified state. The employer may be required n Front Lines Newsletters responsibilities on three to provide some training and/or orientation. It is always the goal to find a nursing position n Reports and Publications different parties: the employer, within the same bargaining unit, but in cases the union and the employee. where the restrictions are such that all other n Upcoming Events options have been exhausted, then the It is an ongoing duty that employer, with the union’s and the nurse’s n Education and Training requires re-evaluation as cooperation, must be willing to look beyond bargaining unit lines. n circumstances change. Collective Agreements An employer does not have to create an n Contract Comparisons This article will highlight unproductive job in an effort to accommodate, nor do they have to displace another employee n Wages and Benefits the employer’s role. from an occupied position. They are not obligated to provide extensive training that n Member Discount Program would equate to a benefit superior to what the collective agreement provides the other n MNU Merchandise members of the bargaining unit.
One arbitrator has stated it well: “An employer n Board, Committees, Staff may be required to incur inconvenience, disruption and/or expertise, short of undue n Member Applications interference with its business.” n Current Job Postings
MNU Front Lines Magazine Issue One 2010 9 The funds collected will be sent to Doctors Without Borders (Médecins Sans Frontiere), an organization with more than 27,000 volunteers from over 19 countries. “We’re proud of the work being done by our brothers and sisters in Haiti as they provide emergency care to hundreds of thousands of people, and we are happy to support their mission,” Mowat said. The volunteers range from doctors and nurses to logistics experts and mental health professionals who provide assistance to people caught in crises around the world. Doctors Without Borders has been working in Haiti for 19 years and is now operating three emergency hospitals in Port-au-Prince, one of which is an inflatable hospital equipped with two operating theatres. The Canadian government has agreed to match the contributions of individuals to eligible Canadian charitable organizations in The Manitoba Nurses' Union (MNU) support of humanitarian and recovery efforts in response to the earthquake, up to a total board was quick to act, following of $50 million. the devastating earthquake that MNU members wanting to donate to the struck Haiti on January 12, 2010, relief effort can still do so by sending cheques, by passing a motion to contribute payable to the Manitoba Nurses’ Union, to the provincial office. $5000 to help in the relief effort.
“Nurses by nature are committed to caring for and helping those in need, so it just makes Gertrude Jean-Paul, an ER nurse at Concordia Hospital, was in Haiti at the time of the earthquake. She was sense for us to reach out to the people of Haiti volunteering at the Hospital Albert Schweitzer in in whatever way we can in their time of Deschapelles, Haiti. need,” said MNU President, Sandi Mowat. The National Executive Board of the Canadian Federation of Nurses Unions (CFNU) put the relief initiative in motion by contributing $5000 to the fund, and promptly received support from its member organizations HAITI – THE AFTERMATH across the country.
150,000 bodies recovered Based on contributions from the 9 member organizations, close to $72,000 has been 230,000 estimated dead collected. This amount could increase as 194,000 injured individual nurses make donations to the cause. 1.2 million homeless Mowat said that apart from being on the ground providing medical support, donating to the cause was the next best option.
10 MNU Front Lines Magazine Issue One 2010 President’s Tours
St. Amant Centre Taché Centre 440 River Road, Winnipeg 185 Despins Street,
MNU President Sandi Mowat visited Sandi Mowat Taché Centre, a continued her bilingual long term touring with a care facility providing stop at St. Amant. a range of services to the elderly. This non-profit corporation, through Established in 1935, their wide range by the Grey Nuns, the of programming and centre was meant to serve services, provides support Winnipeg’s Francophone and care for individuals population and residents of with a developmental disability, St. Boniface. acquired brain injury or autism. While at St. Amant, Mowat met with staff and Local president Marilyn Funk. St. Amant supports over 200 residents at River Road Place, 150 additional community residents and about 1000 Manitoba families annually.
Linda Moth
Charlotte Adolphe (left), MNU Board Member Winnipeg Long-Term Care/ Comm. Care Region and part time R.N. on 4 ABC with Marilyn Menard R.N., primary nurse on 4 ABC While at St. Amant, Mowat met with Local president Marilyn Funk
(l-r) Debbie Rimmer, Bonnie Stowe, Nicole Bindoo (l-r) Sharon Alley, Local President Marilyn Funk, MNU President Sandi Mowat, Genevieve Vipond (Supervisor, Nursing Services), Wayne Reimer (Director, River Road Place, St. Amant Center), and Trina Blight
Monique McGurry with Thelma Marchello with MNU Board Member Charlotte Adophe MNU President Sandi Mowat
Celebrating the holidays at Taché Cntre
Correction: Last issue (#6, 2009), MNU Front Lines Magazine incorrectly stated that the Breast Health Centre was located at the St. Boniface Hospital. The Breast Health Centre is located at 100-400 Taché Avenue, across the street from the main entrance of the St. Boniface Hospital, and is not in any way affiliated with the St. Boniface Hospital. MNU Front Lines Magazine apologizes for the error.
MNU Front Lines Magazine Issue One 2010 11 Across Information and issues Cfrom acrossanada the country
BCNU SUN The push for change in workplace safety standards was born out of the tragic death British Columbia Saskatchewan of nurse Lori Dupont, who was killed on The British Columbia Nurses’ Union (BCNU) The Saskatchewan Union of Nurses (SUN) the job in 2005 by a colleague. withdrew its application to the Labour followed their “Patient First Review” with *** Relations Board for a vote to represent the launch of a “Patients and Families First LPNs in the Facilities Bargaining Association. Initiative” to support registered nurses and The Supreme Court of Canada denied the Updated LPN information shows the number their efforts to improve patient outcomes appeal by the Ontario Nurses’ Association of LPNs working in the facilities sector is and monitor patient safety. (ONA) of an earlier decision to dismiss an larger than anticipated, indicating a majority action filed on behalf of 53 nurses who SUN is supporting their Patients and Families of provincial LPNs did not sign BCNU member- contracted SARS while caring for infected First Initiative with a Patients and Families ship applications by November 30, 2009. patients in 2003. First Challenge for patients, patient advocacy At the same time, LPNs’ organizing drive to groups, and SUN members to develop and The Ontario Court of Appeal had ruled that join BCNU has achieved a strong base of test sustainable innovations to provide patient- the province of Ontario owed no “private law support. More than 3000 LPNs signed BCNU centred care. duty of care” to registered nurses during SARS, membership applications, and BCNU will leaving them without a monetary remedy SUN will offer two $10,000 awards, one to continue to develop effective relationships to hold governments accountable in court. a patient or patient group, and one to the with supporters through our ongoing SUN nursing group that develops the most ONA President Linda Haslam-Stroud, RN, said associate membership program. promising innovation. The innovations may the loss is another blow to a profession that include chronic disease management, health continues to suffer position cuts, heavier work- UNA promotion, accident or illness prevention, loads and other challenges while simply trying Alberta patient safety, or other Patients and Families to provide quality care to their patients. First innovations. The United Nurses of Alberta (UNA) hopes ONA has worked for years within the existing that new Health & Wellness Minister Gene workplace safety laws to ensure that RNs have Zwozdesky can make improvements to public ONA safe working conditions and safe equipment, healthcare delivery in Alberta. Ontario notes Haslam-Stroud. She vows that the union will continue to do so through every avenue In the past year, cost cutting has resulted in The Ontario Nurses’ Association successfully available, which it has successfully done the loss of hundreds of nursing positions, the lobbied for improved workplace safety, during the H1N1 pandemic. But the lack closure of at least 300 hospital beds and many resulting in changes to provincial workplace of accountability during SARS has sent a other service reductions province-wide. safety legislation and practices at Windsor’s chill through the profession. Hôtel-Dieu Grace Hospital. Despite the “pause” announced by Premier Ed Stelmach, planning is proceeding for the All hospital employees are now mandated closure of most of the beds at the province’s to participate in workshops where topics NBNU New Brunswick largest mental health facility. such as conflict resolution and recognizing violence, bullying and bad behaviour in the The New Brunswick Nurses’ Union (NBNU) The attack on the mental health services workplace are discussed. and the provincial government has worked provided by staff at Alberta Hospital Edmonton out the details of a forgivable loan program is one example of cuts to public healthcare The hospital’s code of conduct, bylaws and for new nurses. since the creation of Alberta Health Services rules against harassment are also reviewed in 2008. and explained. The program was designed to tackle the ongoing recruitment and retention UNA is requesting a meeting with the Minister The hospital’s enhanced violence prevention problem in New Brunswick, by improving to discuss concerns about the health cuts program is based on a lengthy coroner’s the affordability of a nursing education and changes. inquest with 26 jury recommendation aimed and putting in place specific parameters at preventing violent incidents in hospitals to ensure graduates stay in the province. across the province.
12 MNU Front Lines Magazine Issue One 2010 Across Information and issues Cfrom acrossanada the country
Under the terms of the agreement, the – there are more than 200 public sector The Nurses recognize the potential for a crisis provincial government will offer $10,000 contracts up for renewal this spring. in the healthcare system if their wages fall incentives to 40 nursing graduates who accept too far behind their counterparts, especially The NSNU also expressed relief as it braced a position in an area with determined need those in the Atlantic Provinces. The current for the strike and was preparing to implement and stay in the position for a minimum of shortage of Registered Nurses will only worsen measures to assist nurses who had to cross two years. if they are encouraged to leave the province the picket line, accept reassignments and, for better compensation elsewhere. NBNU president Marilyn Quinn said that one in a worst case scenario, face layoffs. of the most important pieces of the partnership Recent wage improvements for Nurses in The majority of NSNU contracts expired on agreement was to ensure retention of new Newfoundland and Labrador have led to PEI November 1, 2009. Pressures placed on graduates and fill positions in the north of the Nurses being the lowest paid in the country. healthcare workers and the Department of province that have been empty for many years. Health during the height of the H1N1 outbreak For example in areas such as Bathurst or derailed bargaining talks for the Nurses’ Union NLNU Campbellton it is estimated that there are and others in the fall. The Provincial Negotiating Newfoundland and Labrador as many as 70 vacancies, bringing the Committee for the Nurses’ Union anticipates province-wide vacancy total to about 400. it will get back on track this spring. Newfoundland and Labrador is already seeing the positive impact of the recently negotiated The focus on recruitment and retention *** NLNU collective agreement. According to the strategies have become even more important, The Province of Nova Scotia and the NSNU most recent data from the Association of since about 2,800 of the province’s 6,200 have teamed up to launch a new program Registered Nurses of Newfoundland and nurses will soon be eligible to retire. geared towards supporting nurses at different Labrador, we retained close to 78 percent of The program funding will be renewed for stages of their careers. the 2008 – 2009 graduating class. That is an 2010-11, but it is possible the program model improvement of 11.8 percent over the previous Through the Mentorship Workshop Program, will change in the future to accommodate year and the highest retention rate in six years. experienced Registered Nurses are paired with newer and more efficient strategies. new graduates and offer support during This is encouraging for nurses and healthcare their first year in practice. in our province and emphasizes the need for respectful collective agreements. The NLNU’s NSNU New graduates receive guidance in areas new collective agreement, which remains in Nova Scotia such as developing clinical competence for effect until June 30, 2012, contains significant Hundreds more contracts up for renewal, a demanding workplace and skills and for improvements for nurses in the province. The including the Nurses’ Union. functioning in a work environment geared to NLNU agreement was the last of the nursing a collaborative and inter-professional approach. unions to conclude an agreement in the last Last-minute talks that started on January 15 round of negotiation cycle which came minutes and lasted 68 hours resulted in tentative before the commencement of a province- agreements for both health and education PEINU Prince Edward Island wide strike. workers employed outside of the provinces capital. The deal was struck shortly after PEINU’s negotiating committee is preparing The NLNU hopes a new senior level the 6am strike deadline on January 18th to return to the bargaining table in March to collaborative committee created under the had passed shutting down pickets after address wage rates for the third year of the new collective agreement will help to address only 90 minutes in the bitter cold. current collective agreement. An arbitration provincial workplace issues such as non nursing award in 2008 resulted in a mandatory wage duties, inability to access annual leave and The Canadian Union of Public Employees is re-opener for the last year of the contract. unhealthy workplaces. The committee is recommending support staff at schools and comprised of key representatives from the hospitals outside Halifax Regional Municipality A recent move by government to impose wage NLNU, the Chief Nursing Officer and Deputy accept the contracts, which address the issue freezes for both Members of the Legislative Minister of the provincial Department of Health of wage parity with metro Halifax workers. Assembly and excluded employees in and Community Services, as well as CEOs and government has not been well received Deputy Premier, Frank Corbett says he’s Chief Nursing Officers from the Regional Health by Nurses or the general public. relieved to have the labour deals settled on Authorities. The first committee meeting is these two fronts, but he can’t relax for long scheduled to take place in February 2010.
MNU Front Lines Magazine Issue One 2010 13 MANITOBA NURSES’ UNION Global Bulletin $ Member According to a study commissioned by di$count the Asia-Pacific Economic Countries (APEC) of its 21-member nations, the global nursing program shortage is far from over. It is estimated that SUrf to savings the United States will need 500,000 nurses by online 2025, Japan 500,000 by 2014, and Canada 113,000 nurses by 2014. Member discount program expands and goes online The highly popular and successful Manitoba Nurses’ Union (MNU) member discount New research suggests that low-income program is back with even more offers than before, and is now conveniently located mothers who were visited by nurses before the on a computer screen near you. birth and during the infancy of their female That’s right – the member discount program is now available online. child could reduce the chances that the child Members now have access to over 200 exclusive discounts and promotions on a wide will get in trouble with the law by age 19. variety of products and services from across Manitoba, with new participants added The findings “emphasize the need to direct almost daily. more scientific attention to girls in observa- “The support from businesses has been overwhelming and is a true testament to the tional and interventional research on criminal recognition of the hard work and impact of Manitoba nurses on the people they care behavior and delinquency,” write the authors for everyday,” said Sandi Mowat, MNU President. of a study in the January issue of Archives Apart from expanding the products and services offered, considerable emphasis was placed of Pediatrics & Adolescent Medicine. on recruiting partners in rural areas to offer incentives for members outside of Winnipeg. Currently, the updated member discount program features over 100 rural partners. Some of the newest offers include: The Royal Winnipeg Ballet, events at the MTS Centre, The University of Manitoba Bison Sports and the Brandon Sportsplex. It is important to note, the member discount are not exclusive to any specific region and that every member from every region in Manitoba is able to access these discounts. The ease and convenience of the online member discount program gives members the ability to browse numerous participants across the province for great deals, without 2010 leaving the comfort of their homes. Manitoba CLC Kid’s Camp AUGUST 22-28 • ONANOLE, MB (CLEAR LAKE) Furthermore the easy to use search feature, included in the new online version, greatly improves the program’s efficiency. Members can now target their searches by categories Sponsored by the Canadian Labour Congress such as sports and recreation or health and healthy living, and are given the added The Manitoba CLC Kids’ Camp addresses convenience to search by region. challenges facing young people ages 10-15, Additionally, the quick turnaround associated with updating a website as opposed to including social justice and equality issues. older methods of printing and mailing discount offers, gives the added bonus of being able to offer time limited discounts. Make sure to check the MNU website often to take Combining learning and cooperative recreation advantage of special time limited promotions. activities... with lots of guaranteed fun! The online version also features a feedback tool giving members an opportunity to voice their opinions about ways to improve the program and companies and services that they would like to see added to the program. Keep in mind, that In order to access these great discounts, proper identification – the MNU membership card must be presented at time of sale. Some offers are extended to family members however the membership holder must be present at the time of transaction. www.manitobanurses.ca
$250 per camper Registration deadline April 19 Ages 10-15 (parents must be union members) Limit of 50 campers
For more infomation, call Deb Jamerson (204) 947-9494
14 MNU Front Lines Magazine Issue One 2010 Manitoba Nurses’ Union A COMMITMENT TO CARING News Briefs
Strike Vote in Nelson House On December 7, 2009, 75% of nurses in Nelson House voted in favour of a strike. The main reason behind the strong strike vote
is that in terms of wages, Nelson House nurses
trail the rest of the nurses in the province by 15%. Furthermore, they do not receive a northern retention bonus which would increase wages by $9000 per year for Registered Nurses and $6600 for Licensed Practical Nurses. Nurses in Nelson House are also not eligible for Maternity leave
pay top up. The employer has yet to agree to any clauses from the original proposals provided to them on January 13.
St. Boniface nurses back committee Rollbacks proposed by St. Boniface General Hospital have resulted in Local 5 calling for a strike vote. Some of the major issues facing Local 5 concern standby, overtime and recognition of experienced nurses. On February 1, St. Boniface nurses gave their bargaining committee a solid show of support with a 78% strike vote. Central Table Negotiations are currently underway and slated to last until the third week of March. St. Boniface nurses sit at the Central Table Negotiations with 10,000 nurses throughout Manitoba.
Bargaining moves along There are two more weeks of Central Table Bargaining negotiations scheduled. Further bargaining sessions have been scheduled as follows: • March 8-11 • March 22-25
PCBC continues to push for an agreement that is fair, competitive and reasonable.
Board positions filled For more information or to register, contact: Congratulations to Holly Cadieux, the newly elected 0343_MNU_C&C_BANNER_notype.indd 1 2/4/10 12:22:23 PM Manola Barlow, Diversity Coordinator, Manitoba Nurses Union board Secretary-Treasurer, and Marguerite Smith 301-275 Broadway Avenue, Winnipeg, Manitoba, R3C 4M6 who replaces Holly as the board member for the Phone: 204-942-1320 ext.221 Fax: 204-942-0958 Assiniboine region. Email: [email protected]
MNU Front Lines Magazine Issue One 2010 15 YOUR MNU 2010 BOARD OF DIRECTORS
Committees Sandi Mowat, President for the 2010 Term Val Wotton, Vice President * Denotes Chairperson Holly Cadieux, Secretary Treasurer
Janice McDonald, Assiniboine Region Executive Committee Marguerite Smith, Assiniboine Region * Sandi Mowat, President Val Wotton, Vice-President Elsie Karnes, Brandon Region Holly Cadieux, Secretary Treasurer Sheila Holden, Member-at-large Sherie Tomiski, Brandon Region Betty Loewen, Member-at-large Yvonne Oxer, Member-at-large Cindy Hunter, Central Region
Finance Committee Margaret Johnston, Central Region
* Holly Cadieux, Secretary Treasurer Cherryl Lenton, Churchill/Burntwood Region Sandi Mowat, President Val Wotton, Vice-President Tracy Bassa, Eastman Region Colleen Johanson Kim Fraser Yvonne Oxer, Interlake Region Cindy Hunter Terri O’Rourke, Nor Man Region Education Committee Shaunna Watt-Dorscheid, Parkland Region * Holly Cadieux Margaret Johnston, Appointed Colleen Johanson, Seven Oaks Local 72 Bluma Levine Yvonne Oxer, Appointed Debbie Winterton, Victoria Local 3 Shaunna Watt-Dorscheid Karen Terlinski, Misericordia Local 2 Nominations Committee Gwen Desautels, Grace Local 41 * Tracy Bassa Cherryl Lenton Sheila Holden, St. Boniface Local 5 Donna McKenzie Diana Martinson, St. Boniface Local 5 Resolutions and Constitution Betty Loewen, Concordia Local 27 * Cindy Hunter Cherryl Lenton Dana Orr, Riverview Local 1a Dana Orr Kim Fraser, Health Sciences Local 10 Discipline Committee
* Kim Fraser Lana Penner, Health Sciences Local 10 Charlotte Adolphe Charlotte Adolphe, Winnipeg Long-Term Care/Comm. Care Region Holly Cadieux Clive Derham, Appointed Bluma Levine, Winnipeg Long-Term Care/Comm. Care Region Heather Grant-Jury, Appointed