FALL 2016 VOLUME 40, NUMBER 3 United Nurses of NewsBulletin

HARRIGAN reappointed to LRB — PAGE 11

Public unions must bargain ‘essential services’ pacts —PAGE 6 CFNU Secretary-Treasurer Pauline Worsfold, who hails from UNA, met with Alberta Nurses serve premiers Premier during the Canadian premiers’ meeting in Whitehorse, , on July 21. facts on pharmacare 445 PAGE 3 2

Published by the United Nurses of Alberta four times a year for our members Editor: David Climenhaga th Production: Kelly de Jong UNA’s 39 year marks the

Provincial Office start of a new era bargaining 700-11150 Jasper Avenue NW AB T5K 0C7 This year, UNA’s 39th year as a labour union, is an important one p 780-425-1025/1-800-252-9394 f 780-426-2093 for UNA members. Southern Alberta Regional Office First of all, this autumn we are entering another round of bargaining for UNA’s 300-1422 Kensington Road NW AB T2N 3P9 Provincial Collective Agreement. As you are aware, the Provincial Collective p 403-237-2377/1-800-661-1802 Agreement sets the pattern for most other UNA collective agreements, so negotiating f 403-263-2908 a new one makes for an extremely important round of bargaining. www.una.ab.ca [email protected] Some significant things have also changed since our last bargaining round. facebook.com/unitednurses twitter.com/unitednurses First, we have a new provincial government that is more sympathetic to unions and the idea of collective bargaining. So we do not expect the attacks on our pensions or Executive Board working conditions outside the collective bargaining process that we have encoun- President: Heather Smith H: 780-437-2477 W: 780-425-1025 tered in the past. 1st Vice-President: Jane Sustrik C: 780-915-8367 W: 780-425-1025 However, this good news comes at the same time as a significant downturn in the 2nd Vice-President: Daphne Wallace provincial economy as a result principally of low international oil prices. This means C: 780-991-4036 W: 780-425-1025 or that our largest employer, , and the Government of Alberta 403-237-2377 are both under heavy pressure because of declines in royalty and other revenues. Secretary/Treasurer: Karen Craik C: 403-510-5163 W: 780-425-1025 or Unemployment province-wide is at or near record levels, 403-237-2377

North District: Roxann Dreger  So we will go into our Annual General Meeting on October 25-27 and then our Susan Gallivan pre-negotiations Demand Setting Meeting on November 22-24 with these political North Central District: Terri Barr  and economic factors very much in mind. Teresa Caldwell  Jennifer Castro  Susan Coleman  Christina Doktor Complicating matters further, 2016 is the first year of a new era in Canadian labour  Heidi Gould  Jenna Knight  Karen Kuprys relations. Canadian governments in general and the government of Alberta in partic-

Central District: Dianne McInroy  ular have been told by the Supreme Court if Canada that blanket bans on strikes and Sandra Zak  Wanda Zimmerman other impediments to fair collective bargaining are unconstitutional. South Central District: Eyituoyo Abati  Marie Aitken  Amanda Bornholdt  This will require new thinking by our public sector employers, our UNA bargaining Kathy Bouwmeester  Marie Corns  teams and our members. The Alberta Government has passed essential services leg- JoAnne Rhodes  Ken Ewanchuck islation designed to meet the standards set by the court, and public sector unions now South District: Sharon Gurr  John Terry face the arduous and important task of negotiating essential services agreements, Directors workplace by workplace. Labour Relations: David Harrigan Doing this at the same time as we commence a round of bargaining for a new Finance and Administrative Services: Provincial Agreement will make for a challenging and significant year. Now, as ever, Darlene Rathgeber the strength and solidarity of UNA’s membership is vital to our success. Information Systems: Andrew Johnson In Solidarity,

PUBLICATIONS MAIL Heather Smith AGREEMENT #40064422 RETURN UNDELIVERABLE President, United Nurses of Alberta CANADIAN ADDRESSES TO: UNITED NURSES OF ALBERTA 700-11150 JASPER AVENUE NW EDMONTON AB T5K OC7

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 3 Nurses served up the facts on pharmacare to premiers in Whitehorse

Alberta Premier Rachel Notley and seven other provincial Premiers joined the leaders of Canada’s Nurses Unions on July 21 in Whitehorse, Yukon, for a discussion about the need for a National Prescription Drug Plan. A national pharmacare plan could save between $9 to $11 billion each year that could be reinvested back into front-line health care. The premiers were meeting in Whitehorse for the annual Council of the Federation conference. (Photo credit: Tracy Zambory) Representatives of the Canadian The event was skipped, however, by Federation of Nurses Unions served up Christy Clark of B.C., of the facts on pharmacare with break- Saskatchewan, Bob McLeod of the “The long overdue fast for eight Canadian premiers at the Northwest Territories, Peter Taptuna solution is a national Council of the Federation meeting in of , and Phillippe Couillard prescription drug Whitehorse on July 21. of Quebec. plan, often called In addition to Alberta Premier Rachel Conversation at the breakfast featured re- Notley, the breakfast was attend- marks by Dr. Steve Morgan, professor of pharmacare. ed by Manitoba’s Brian Pallister, health policy at the University of British Ontario’s Kathleen Wynne, Yukon’s Columbia School of Population and an Darrell Pasloski, New Brunswick’s expert in pharmaceutical policy, and Dr. Brian Gallant, Nova Scotia’s Stephen Ruth Lopert, a former senior official in McNeil, P.E.I.’s Wade MacLauchlan the Australian government. and Newfoundland and Labrador’s Dwight Ball. CFNU President Linda Silas noted before the meeting that Canada is “the only country with a universal public health care system that does not provide CONTINUED ON PAGE 4

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 4

CONTINUED FROM PAGE 4 universal coverage of medicines,” even Evidence from Australia shows that a as one in 10 Canadians can’t afford to fill national approach to pharmacare would their prescriptions. reduce the burden on provinces and territories, increase access to medicines “Each day people in this country are in all regions, and save billions of dollars being forced to choose between feeding every year. Canadian research shows their families and filling their prescrip- that citizens, businesses and health tions,” Silas said. “Every day nurses professionals strongly support a national experience the dangers of the difficult pharmacare plan. decisions health employers and provin- cial/territorial governments have to make “Pharmacare is the kind of feasible, when the money runs out for health care transformative change in Canadian services in our communities. People suf- health care the federal government says it fer while the price of prescription drugs is willing to invest in,” Dr. Morgan said. continue to skyrocket.” “But we need action from all levels of government to make this happen.” The long overdue solution is a nation- al prescription drug plan, often called pharmacare.

UNA Local 420 ratifies first contract with South Country Village

After eight months of negotiations, a first ƒƒ Creation of a Joint Employer- collective agreement has been ratified Union Professional Responsibility by members of United Nurses of Alberta Committee to address employee Local 420 employed at the Sunnyside concerns regarding resident care facility owned by South Country Village ƒƒ Normal cost sharing of benefits for www.southcountryvillage.ca in Medicine Hat. 12 weeks past health related portion Local 420 was formed shortly after of maternity leave Registered Nurses at Sunnyside voted to ƒƒ The ability of employees to request join UNA in late 2015. At that time, the to increase or decrease to Full-Time employer provided voluntary recognition Employment which cannot be unrea- of UNA’s representation of the LPNs at sonably denied this worksite, allowing them to be includ- ƒƒ An education allowance of $1.25 for ed in these negotiations. Baccalaureate holders retroactive to The new contract, which will expire September 2015 in September 2018, includes: ƒƒ Lump Sum payment of $1,000 (pro- ƒƒ Portability of seniority for rated for part time and casual) Registered Nurses UNA provides a wide range of services ƒƒ A salary grid equal to UNA/AHS for Local 420 was formed to its members. A key role is negotiating RNs, equal to AUPE/AHS for LPNs shortly after Registered the excellent collective agreements that ƒƒ Three professional development days Nurses at Sunnyside regulate salaries, benefits, schedules and per year per employee working conditions of members. UNA voted to join UNA in ƒƒ Reimbursement of $150 for CARNA also administers its agreements to resolve late 2015. or CLPNA fees disputes, improve working conditions and protect nurses’ workplace rights.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 5

UNA MEMBERS SELECT

Provincial Bargaining Committee 2017 NEGS United Nurses of Alberta UNA has chosen After the Demand- The current agreement expires on The following individuals its bargaining March 31, 2017 Setting Meeting, committee and . there will be a general were chosen at District scheduled its membership vote to Meetings held across province-wide Demand-Setting Meeting ratify the proposal package for negotia- Alberta to represent for the upcoming round of Provincial tions, which are expected to commence UNA members at the Collective Agreement bargaining for in late January 2017. bargaining table: November 22-24, 2016, in Edmonton. This lengthy process ensures that the South District The Demand-Setting Meeting is one of proposals taken to the bargaining table Malcolm Weisgerber the key moments in any round of UNA have the democratic support of UNA’s Local 82 (Fort MacLeod Health Centre) bargaining, especially for the pattern-set- membership. ting Provincial Collective Agreement Melinda Skanderup Local 126 (Palliser between the union and the group of UNA considers collective bargaining Community) employers comprised of Alberta Health as one of its key jobs and is proud of its Service, Covenant Health, Lamont Health successes at the bargaining table over North Central District Care and The Bethany Group (Camrose). the years – greatly improving wages, Jens Gundermann benefits and workplace conditions for Local 301 (University of The current agreement expires on all members. Alberta Hospital) March 31, 2017. Jamie Suchan No UNA agreement ever takes effect Local 183 (Alberta At the Demand-Setting Meeting, about before the members whose working lives Hospital-Edmonton) 800 elected delegates and observers from it affects have the opportunity to vote on all UNA locals, will discuss and vote it in a democratic vote. UNA’s collective Central District on ratification of the proposal package agreement with AHS must be passed Heather Venneman developed by the Bargaining Committee by both a majority of eligible individual Local 43 (Olds Health Centre) after considering ideas submitted by members and locals. Gail Pederson Todd UNA members. Local 38 (Wainwright Health Centre/Hardisty Health Centre) The next round of UNA District Meeting dates has now been scheduled. District North District Meetings will take place as follows: Lisa Hein Local 37 (Queen Elizabeth ƒƒ Friday, Sept 23: North Central District, II Hospital) in Edmonton Gwen Prusak ƒ Local 207 (Peace AGM ƒ Wednesday, Sept 28: South District, in Community) ƒ ƒ Tuesday, Oct 4: North District, in South Central District 2016 Grande Prairie United Nurses of Alberta is holding its annual Diane Lantz general meeting will be held on October 25, ƒƒ Thursday, Oct 6: South Central District, Local 1 (Peter 26 and 27, 2016 at the Northlands Expo in Calgary Lougheed Centre) Centre in Edmonton. Visit una.ab.ca for more ƒƒ Thursday, Oct 13: Central District, Leslie Perry information. Local 119 (Canmore in Camrose General Hospital)

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 6

UNA and other public sector unions must now negotiate ‘essential services’ pacts

UNA and other Alberta public sector However, before public employees can unions now face complicated negotia- strike or even negotiate new collective tions in 2017 related to essential services agreements, the law requires unions and legislation passed by the Alberta govern- employers to have an “essential services ment last spring. agreement” in place to ensure the safety of Albertans before job action is taken. The law, which was made necessary by UNA has always provided essential ser- recent Supreme Court of Canada rulings, vices during past job actions. lifts the province’s blanket strike ban on public sector employees and opens The agreements, which must be nego- the door to potential labour disputes tiated for each worksite, will determine Since 1983, UNA has by roughly 150,000 unionized workers which workers are needed to maintain argued that nurses who come under 77 collective agree- vital services, and therefore must stay have the right to ments across Alberta, including mem- on the job during a strike or lockout. In bers of UNA the case of nurses, the agreements are strike with reasonable expected detail how many employees are Bill 4, An Act to Implement a Supreme measures to guarantee required to keep basic hospital, commu- Court Ruling Governing Essential nity and emergency services running. essential services as Services, was passed on April 7 and part of the collective became law on May 27. The proposed legislation will also ban the use of replacement workers for bargaining process. UNA supported the legislation because it groups covered by an essential services will protect both the public and patients agreement. while respecting the constitutionally pro- tected rights of health care workers. Alberta passed laws in 1983 removing the legal right to strike from all of the province’s hospital workers, including nurses. Since then, UNA has argued that nurses have the right to strike with rea- sonable measures to guarantee essential services as part of the collective bargain- ing process. Recent rulings from the Supreme Court of Canada and the Court of Queen’s Bench of Alberta upheld UNA’s premise and constitutionally protected the right of all workers to strike until such time they are deemed by the government, employer and union to be providing an essential service. The Supreme Court ruling also said that such essential services rules could not be designed to render strikes On March 15, 2016, UNA Secretary/Treasurer Karen Craik and First Vice- ineffective. President Jane Sustrik were present at Alberta’s Legislative Assembly to mark the introduction of Bill 4, a new Essential Services law that would replace the law UNA has opposed since in 1983. Bill 44 was the Lougheed Government’s legislation.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 7 UNA a proud sponsor of the Rainbow Society annual golf tournament

United Nurses of Alberta is a proud sponsor of the Rainbow Society of Alberta annual golf tournament, which took place at the Ranch Golf and Country Club on July 8, 2016. Over the past 28 years of sponsorship, Alberta’s Nurses have helped the Rainbow Society raise more than $480,000 in support of their programs, which grant wishes to children across Alberta who have been diagnosed with a life-threatening or severe chronic medical illness. UNA First Vice-President Jane Sustrik and Rainbow Society of Alberta Executive Director Craig Hawkins

Setting the record straight on WCB timelines

In mid-August I attended a meeting of not be required to pay compensation, By Dewey Funk the Joint Workplace Health and Safety although it can still do so if it is satis- UNA Occupational Health Committee during which incorrect fied there were reasonable and justifi- & Safety Advisor information about timelines for report- able grounds for the report not being ing workplace injuries and disease to filed in time. the Workers’ Compensation Board was So it is vitally important if any UNA recorded in the minutes. member is injured or becomes aware of The committee is made up of represen- having contracted a work-related disease, tatives of employers and unions who that they report the circumstances to the represent employees. WCB and to their employer as quickly as possible. Reporting the injury at a My goal now is to correct this misin- later date could result in the WCB claim formation and inform UNA members becoming more difficult to get approved. about the proper timelines for report- ing that are set out in the Workers’ If an injured employee needs the ser- Compensation Act. vices of an Occupational Injury Service, Section 84 of the Act allows for the em- Under Section 26 of the Act: ployee to select a physician. Even though ƒƒ Employees have two years from date OIS providers have a contract with WCB of injury or when they become aware to provide medical services to injured of an illness to report the injury workers, employees have the right to or illness select their own medical provider. ƒƒ Employers have 72 hours to report Should the employee need medical assis- from when they become aware tance for a work-related injury, they have an obligation to go to a medical centre ƒ ƒ Physicians have 48 hours upon atten- that can provide treatment within an ex- dance of the worker to report pedient timeframe. So if you learn your Under the same section of the Act, if an physician is unable to provide treatment injured worker fails to report an acci- in an expedient time, you are able to seek dent within the legislated time frame, treatment from a hospital emergency the Workers’ Compensation Board may department or a medical clinic.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 8 UNA PROPOSES SOLUTIONS TO HELP fix Alberta Workers’ Compensation system

On July 14, United Nurses of Alberta 4. Include in the amended legislation sent 17 recommendations in an offi- the creation of the position of WCB UNA’s submission cial submission to the Alberta gov- Ombudsman completely independent outline key changes ernment’s review of the Workers’ of the WCB Executive and with the Compensation Board. power to compel the Executive to to governance, respond when a ruling goes against effectiveness, The Workers’ Compensation system the WCB appeals process. principles and policies. has gone badly astray in Alberta over the past 24 years and UNA believes this 5. Ensure through amendments to trend must be reversed. Unfortunately, the legislation that the presump- we can no longer expect the Board with tive assumption of Post Traumatic its deeply entrenched corporate values Stress Disorder injuries is extend- to reform itself. Positive change can only ed to include nurses, jail guards, result from a new legislative mandate. social workers and all other front- line first-responders in the health UNA’s submission outline key changes care system. to governance, effectiveness, principles and policies that the union believes are 6. Amend the Act to extend the defini- essential to ensuring the system’s sus- tion of compensable injuries to in- tainability into the future. clude cumulative work-related stress, not just traumatic stress. Accordingly, United Nurses of Alberta recommends implementation of the fol- 7. End the practice of cash incentives lowing 17 measures: to employers for low accident-report- ing rates, which inherently includes 1. Amend the Alberta Workers’ a perverse incentive to discourage Compensation Act to fully return injured workers from reporting to the no-fault, prompt- income-re- their injuries. placement model that served Alberta working people well for 78 years. 8. Explicitly restore to the WCB the mandate to promote the well-under- 2. Restore the original vision of the stood connection between injury Alberta Workers’ Compensation prevention and Occupational Health Board so that its guiding principle & Safety programs. is the welfare of injured workers, not the reduction of employer costs 9. End the cap on compensation or raise by denying benefits or forcing it appropriately to reflect the real injured workers to return to work wages paid to workers in Alberta, a too quickly. particular concern to skilled workers such as trades people and nurses. 3. Amend the Act to require the WCB governing Board to be appointed by the Legislature, not the cabinet.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 9

10. Include provisions to properly monitor the return-to-work process UNA selects and ensure an injured worker’s own Johnson Insurance to administer physician is properly consulted. This optional benefits program change should include a requirement to share with the injured worker’s United Nurses of Alberta has selected Johnson Insurance to physician any medical documents administer the residential and auto insurance benefits program and images such as MRI, CT scan for members and their immediate family members. and X-ray reports. The optional UNA-sponsored program includes significantly 11. Discourage the practice of using discounted home and auto insurance rates that are not avail- approval or rejection of appeals as able to the general public. Call 1-866-285-1054 for an insur- a measure of job performance for ance quote. WCB Case Officers assigned to han- dle first-level appeals. 12. Maintain the current system of accepting first-level appeals in verbal format. Note that in the past the WCB Executive has attempted to require all Level 1 appeals to be submitted in written form, a move that would effectively deny certain populations access to Workers’ Compensation. 13. Maintain the physical separation of WCB appeal advocates from other WCB staff in office premises that are Wait! Don’t forget your money! remote from one another, to prevent undue pressure to deny appeals. Most UNA collective agreements 14. Enable WCB the ability to enforce include an option for members in regular workplace accommodation for em- positions to pay 2% into an RRSP. ployees returning to work. If you sign up, your employer has also agreed to pay you an extra 2% into 15. Ensure WCB surgical and other your RRSP. services are maintained in the public health care sector. For a newly graduated nurse working full time, the employer’s contribution 16. Adjust wage rates paid to employees alone equals an additional $1,400 a year, under WCB to reflect current collec- that otherwise will not be paid. tive agreement salary grids, not rates from the date of the accident. There’s no barrier to joining immediately if you are in a regular position. So why 17. Amend the WCB Regulation to wait? Don’t forget to take your money!

include employer-paid pension and Make sure you claim your 2% RRSP supplement extended health benefits in the calcu- lation of net earnings.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 10

UNA welcomes Marie Dancsok back as Edmonton-based LRO

United Nurses of Alberta was pleased in Her mental health practice has been July to welcome back Marie Dancsok – complemented by working for organized this time as a Labour Relations Officer in labour as a labour relations officer and the Provincial Office in Edmonton. vocational rehabilitation counsellor. In the 1980s, Dancsok helped organize For the past seven years, Dancsok worked UNA Local 183 at Alberta Hospital on the development of recovery oriented Edmonton and was later president of services and has been instrumental in the local. developing consumer-inclusion policies and tools. “I’m excited to be back with my old friends at UNA, and delighted to be liv- Dancsok has been an active member Marie Dancsok ing in Edmonton again,” said Dancsok, of the Mental Health Commission who most recently spent 13 years as of Canada’s Workforce Advisory Vocational Services Co-ordinator at the Committee and continues to be involved In the 1980s, Dancsok Regina Mental Health Clinic. with the commission. She played an helped organize UNA important role in the advancement of Dancsok has a psychiatric nursing the Canadian Standards Association’s Local 183 at Alberta diploma and spent 25 years in the field Psychological Safety Standard and imple- Hospital Edmonton and in Canada and abroad. She also has mentation of the standard in her previous a Masters degree in Community and workplace. was later president of Disability Studies from the University of the local. Calgary and taught English in Asia.

Application forms for 2017 Nursing Education Scholarships now available

Application forms are now available on link to the application form is found at the UNA website for the 2017 Nursing http://www.una.ab.ca/memberresources/ Education Scholarships. scholarships – and write a short essay. Applications must be delivered to the The essay must be of about 250 words, UNA Provincial Office by postal mail or typed on one side of an 8.5-by-11-inch by hand no later than 4:30 p.m., October piece of paper, double spaced, in 12-point 15, 2016. Digital and faxed applications Times typeface. It should answer the will not be accepted. question: “How does the United Nurses of Alberta advocate for members?” UNA annually awards Nursing Education Scholarships to assist Nursing In 2017, UNA will award 10 scholar- Students in first year studies at approved ships of $1,000 each and one award nursing programs in Alberta. of $1,000 (sponsored by the Canadian Federation of Nurses Unions). To qualify, applicants must be related to a UNA member in good standing, com- The awards will be announced in January plete and submit the application form – a or February 2017.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 11

COMING SOON: Professional Associations New learning UPDATE opportunities for RNs from CARNA

This fall, CARNA will introduce a new CARNA case studies will present short, line of educational opportunities includ- realistic situations where you will have ing case studies, online modules, webi- the opportunity to assess, analyze, dis- nars and more. cuss and strategize a best outcome utiliz- ing your knowledge and experience. CARNA’s goal is to advocate the unique RN and NP role in leadership These new learning tools will help you CARNA’s goal is to and knowledge in infection prevent and to take charge within your care teams control toward improved patient care and and achieve the best outcomes for your advocate the unique optimal population health. So to kick off patients. They might also provide you RN and NP role CARNA’s new line of educational pro- with another option to help you meet the in leadership and gramming, they will be offering online learning goals of your continuing compe- learning modules for leadership and for tence learning plan. knowledge in infection infection prevention and control. prevent and control All of these educational tools will be Also this fall, CARNA will be introduc- free to access and available online at toward improved ing case studies that highlight and bring any time. CARNA will notify its mem- patient care and Registered Nursing standards, guidelines bers via its monthly e-newsletter, social optimal population and policy decisions to life. Our areas media pages and website (nurses.ab.ca) of practice may be specialized, however when new learning opportunities become health. your nursing practice needs to be consis- available. tent with CARNA standards and legisla- tive requirements.

UNA’s David Harrigan reappointed to Alberta Labour Relations Board

United Nurses of Alberta Director of The appointments were recommended by Labour Relations David Harrigan has Minister of Labour and been reappointed to the Alberta Labour made official by the provincial cabinet on David Harrigan Relations Board for a term to expire on July 8, 2016. July 17, 2019. Harrigan has served on the LRB since he was first appointed in 2010. Jeannine Arbour, the Manager of Labour He will continue his role as Director of Relations for UNA’s Southern Alberta Labour Relations with UNA. Regional Office in Calgary, was appoint- ed to the LRB on January 27, 2016. Newly appointed to the LRB is for- mer Manager of Labour Relations Kris The Alberta Labour Relations Board is Farkas, who retired from her role with the independent and impartial tribunal UNA in December 2015. She will serve responsible for the day-to-day appli- on the board for a term set to expire on cation and interpretation of Alberta’s July 23, 2019. labour laws.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 12 PENSION UPDATE Even short-term employees should opt into LAPP: UNA Troubling recent statistics provided to million to achieve that income. Needless United Nurses of Alberta by Alberta to say, such a personal savings strategy Health Services show there has been a requires enormous discipline. The em- dramatic decline in optional enrollment ployer saves money on every employee LAPP membership in the Local Authorities Pension Plan that does not participate in LAPP. among nurses working over only five years by new hires who are not required to join the plan. Employees enrolled in LAPP can collect between 14 and 30 a pension as early as age 55. hours per week fell The AHS statistics indicate LAPP mem- bership among nurses working between But even if the employee intends to leave from 65 per cent in 14 and 30 hours per week, who have the her LAPP employer, there is still an 2010 to 20.5 option to join but for whom membership opportunity for her to extract good value from this public sector defined-benefit per cent in 2015. is not mandatory, fell from 65 per cent in 2010 to 20.5 per cent in 2015. pension plan. UNA believes it is a serious mistake for An employee who contributes to LAPP nurses in this position not to join LAPP, for only two calendar years and then even if they believe they will not remain wishes to withdraw her pension assets with a LAPP employer throughout their before she is 55 will receive the “com- career. So this development is bad for the muted value” of her pension. That is the pension plan, but potentially worse for sum of money that, if invested today, the members who don’t join it. would generate the same monthly cash flows as her LAPP pension. LAPP membership is available to nurses who work at Alberta Health Services, Such employees receive fair value for Covenant Health, Capital Care Group, St. both their own contribution and their em- Michael’s Long-Term Care in Edmonton ployer’s. The government requires that a and at the Dr. Gerald Zetter Centre site portion of such pension payouts be trans- only of the Good Samaritan Society. ferred to a locked-in retirement account. With 35 years of pensionable service in LAPP membership is mandatory LAPP, an employee who retired in 2016 for nurses who work more than 30 would have a pension of approximately hours per week. $4,500 per month for the rest of her life, For more detailed information on the with a yearly cost-of-living adjustment LAPP, UNA members should visit the based on 60 per cent of the Alberta plan’s website at lapp.ca or contact UNA For more detailed Consumer Price Index. This nurse’s em- Labour Relations Officer Richard West at information on the ployer would also be required to make a the UNA Provincial Office. LAPP, UNA members contribution to her pension. should visit the plan’s website at lapp.ca or By contrast, an employee investing on contact UNA Labour her own with a target of unindexed retire- Relations Officer ment income of $4,500 per month at age Richard West at the 65 would require savings of close to $1 UNA Provincial Office.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 PENSION 13 UPDATE 97% funding level exposes Tory fearmongering in 2015

Alberta’s Local Authorities Pension unsustainable,” Alberta Federation of Plan has hit 97 per cent funding only two Labour president Gil McGowan said. years after Conservative Government “They even brought forward legislation led by premier tried to that would have slashed benefits and gut it over claims that the plan was would have undermined the retirement unsustainable. security of thousands of Albertans. We said at the time that the legislation was On July 14, Alberta’s largest pension plan unnecessary. And this report has proved Just two years ago, – the Local Authorities Pension Plan, us right.” commonly known as LAPP, which pro- the Conservative vides pension coverage to almost 250,000 Prentice eventually backed away from government of Alberta working and retired Albertans – released the attack on public-sector pensions, figures showing it is now close to being which began under premier Alison tried to convince fully funded. Redford, in the face of unprecedented Albertans that this plan public protest and after being presented was doomed. with evidence that the plans were, in fact, well on the way to recovery without cuts Alberta Federation of Labour to benefits. “The next time right-wing fearmongers try to panic Albertans into making unjus- tified concessions and swallowing unnec- essary cuts, I hope we all remember how wrong they were when they claimed our pensions were insolvent,” McGowan said. “This also makes it abundantly clear that Alberta’s public-sector pensions need to have independent joint governance – like the pension plans in every other province in Canada – so that governments can’t According to the LAPP’s latest 2015 make unilateral decisions that affect Audited Financial Statements, the plan workers’ retirement savings.” now has 97 per cent of the funds neces- sary to cover its long-term obligations LAPP is the second pension plan in – up dramatically from 85 per cent three recent weeks to show that Conservative years ago. attempts to undermine pensions in Alberta were ill-founded. The Public Just two years ago, the Conservative Sector Pension Plan – which had also government of Alberta tried to convince been targeted by the Redford govern- Albertans that this plan was doomed, ment – released an audited annual report said the Alberta Federation of Labour in June showing that it was 99 per cent in a news release. “They argued that funded. 2015 ANNUAL REPORT defined-benefit pension plans were

LAPP 2015 Annual Report: www.lapp.ca/about/publications/annual_reports/LAPP_Annual_Report_2015.pdf

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 14

RNs may not be replaced by LPNs as nurse on duty in nursing homes, arbitrator rules

A ruling by Arbitrator David Jones in Representatives for the employer sup- a dispute between United Nurses of ported their position by quoting previous In his decision, David Alberta and an Edmonton nursing home ministers of health, who in the last years operator has upheld the union’s interpre- of the Progressive Conservative govern- Jones agreed with tation of the Nursing Homes Operation ment had indicated to them the rele- UNA’s position that Regulation, which requires such facilities vant section of the Regulation could be the Regulation strictly to have a Registered Nurse, Certified interpreted to permit use of LPNs in such Graduate Nurse or Registered Psychiatric circumstances. defines nurse. Nurse on the premises 24/7. In his June 30 ruling, Jones noted that Since Licensed Practical Nurses are not different ministers of health at different defined as “nurses” in the Regulation times adopted differing interpretations of to the Nursing Home Act, Jones said, the regulation. “Earlier ministerial corre- an LPN may not replace the on-site spondence appears to be consistent with duty nurse. the employer’s interpretation,” he noted. “In August 2015, the current minister “Residents in Nursing Homes will adopted the union’s interpretation.” continue to have the expertise of RN care 24/7,” said UNA Labour Relations However, he noted after hearing argu- Officer Shaun Emes, who presented the ments from Emes that “a third party’s union’s arguments. “An RN must be on interpretation is irrelevant, even if that site at all times.” interpretation comes from a minister.”

The dispute arose from the interpre- Emes argued the core issue in the ar- tation by the employer, the Edmonton bitration was the proper interpretation Chinatown Care Centre, that the Nursing of Section 14(1) of the Regulation. The Homes Operation Regulation permitted union took the position the regulation the employer to replace an RN with an states clearly a “nurse” as defined by the LPN if no RN was available and if an Regulation must be on duty at all times, RN, usually a manager, could be on call and that the definition is restricted to a at another location. Registered Nurse, Certified Graduate Nurse or Registered Psychiatric Nurse. This situation arose 10 times between Since ECCC employed no Certified August 20, 2014, and November 2, Graduate Nurses or RPNs, that limited 2015, and UNA filed grievances on each the employer’s option to an RN. occasion that argued the employer’s actions broke both the law’s regulation In his arguments, Emes also rejected and UNA’s collective agreement with the employer’s claim its use of LPNs ECCC, which has similar wording to the was protected by past practice because UNA Labour Relations regulation. the union had immediately grieved the Officer Shaun Emes

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 15

Many nursing employees “It does not permit any other type of person (such as an LPN) to be the required person on duty.” are eligible for – Arbitrator David Jones Education Allowances

United Nurses of Alberta members are eligible for edu- cation allowances that recognize courses, diplomas and practice after negotiating a first collective degrees relevant to Registered Nursing and Registered agreement, and because the legal doc- Psychiatric Nursing. trine may not be applied when a practice is illegal. According to Article 26.01 of the Provincial Collective Agreement, the employer will acknowledge educational In his decision, Jones agreed with UNA’s credentials from recognized post-secondary institutions position that the Regulation strictly and use those credentials to establish the employee’s basic defines nurse, and when that definition rate of pay. is applied to the section in question “this provision can only be interpreted as Hourly allowances for educational credentials requiring there be at least one Registered ƒƒ Clinical Course (including mid-wife course): 50¢ Nurse, Certified Graduate Nurse or ƒƒ Certified Diabetes Educator Certificate: 50¢ Registered Psychiatric Nurse on duty at all times in the nursing home.” ƒƒ Board of Lactation Consultant Examiners Certificate: 50¢ “It does not permit any other type of per- ƒƒ Canadian Nurses Association Certification: 50¢ son (such as an LPN) to be the required ƒ person on duty,” he said. ƒ Active registration in the CARNA plus Degree or Diploma in Psychiatric Nursing (a Diploma or Degree So, he concluded, it doesn’t matter if the in Nursing plus active registration in CRPNA): 50¢ employer thought it was OK to have an ƒƒ Course in Nursing Unit Administration: 50¢ RN or other qualified nurse on call some- ƒƒ One (1) Year Diploma: 50¢ where else, that is not what the regulation says. If the definition of “nurse” in the ƒƒ Baccalaureate Degree: $1.25 Regulation does not meet current prac- ƒƒ Master’s Degree: $1.50 tice, he added, “that judgment is for the ƒ government, not an arbitrator.” ƒ Doctorate: $1.75 An education allowance for a Baccalaureate Degree shall Nor could the grievances be dismissed be payable after the Employee provides their Employer on the grounds of past practice, he said, with satisfactory proof that the degree is recognized by because the past practice was ille- the Nursing Education Program Advisory Board, the gal, he said. College and Association of Registered Nurses of Alberta or the International Qualifications Assessment Service. “Accordingly, I declare that the employer Education allowances are not cumulative. An employee has breached the collective agreement by should expect to only receive the highest allowance for not having at least one Registered Nurse which they are eligible. … on site on the 10 occasions at issue in the arbitration.” If you have any questions or concerns, please contact your UNA Local Executive or Labour Relations Officer at 1-800-252-9394.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 16

Foothills Hospital will be compared with similar-

sized hospitals in Ontario. https://commons.wikimedia.org/ wiki/File:Foothills_Hospital.JPG UNA has serious concerns about ‘operational best practices’ plan United Nurses of Alberta says Alberta “It’s easy to say, as AHS does in some Health Services must be cautious about of its documentation, that the adoption how it tries to implement plans to review of so-called ‘best practices’ will not what it calls “operational best practices” compromise quality of care or result in in staffing, readmission rates, infection burnout, sick time and injuries among “Cuts on this scale in rates, and procurement, supply and drug nurses,” Smith said. “It is quite another to a system as large as acquisition processes. actually deliver, as front-line health care workers like our members know well.” AHS are bound to have In mid-July, an Alberta Health spokes- person said the provincial health care “AHS has told the public that many of the a harmful impact on system would move ahead with the proposed changes will not only reduce patients and staff.” review, which would see Alberta hospi- overall costs but improve patient care and

– Heather Smith, UNA President tals compared with Ontario institutions staff morale. This is extremely unlikely of similar size. From this, criteria for in the context of reducing the percentage operational best practices are supposed increase in the growth of costs from 6.2 to emerge. per cent to 2.6 per cent, as AHS says it plans,” she said. “Cuts on this scale Such management activities seldom in a system as large as AHS are bound deliver on promises to reduce costs to have a harmful impact on patients without impacting services or quality of and staff.” care, cautioned UNA President Heather Smith. UNA will be watching carefully The process will see the Foothills and enforcing its collective agreement to Medical Centre in Calgary and the ensure the process does not negatively Hospital in impact nurses’ professional responsibil- Edmonton compared with simi- ities, occupational health and safety, or lar-sized urban hospitals in Toronto, labour relations. Hamilton, Ottawa, London, Sudbury and Thunder Bay. Smith noted that UNA is particularly concerned about the impact of some of Similar comparisons will be made the planned changes in the area of staff- between smaller Ontario sites and ing – including scheduling, shift rotations the Royal Alexandra, Grey Nuns, and overtime. UNA will ensure changes Misericordia and UAH Stollery facil- are made in accordance with the collec- ities in Edmonton; Rockyview, Peter tive agreement. Lougheed, South Health Campus and Alberta Children’s Hospital in Calgary, Smith said comparisons with health facil- and Red Deer Hospital, Chinook ities in other jurisdictions must consider Regional Hospital (Lethbridge), Sturgeon and acknowledge professional responsi- Community Hospital (St. Albert), bility and quality of care impacts those Medicine Hat Hospital, Queen Elizabeth changes had, which may not be reported II Hospital (Grande Prairie) and Northern in discussions with visiting consul- Lights Regional Health Centre (Fort tants. Cost considerations alone are not McMurray). enough, she said.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 17

MEMBERS ADVISED TO CHECK PERSONNEL FILES AND OBTAIN COPIES FOR THEIR OWN RECORDS

It is a good idea for UNA members to check their Article 13 of the UNA Provincial Collective personnel file from time to time and obtain copies for Agreement deals with employees’ personnel files and their own records of their letter of hire, benefit forms, gives employees the right to view their personnel files RRSP enrollment and Local Authorities Pension Plan on request. enrollment. Under 13.03, the employee must make an appoint- A timely personnel file check also provides UNA ment at least five days in advance, exclusive of members with the opportunity to do some housekeep- Saturdays, Sundays and paid holidays, to view the ing – for example, it is the employee’s responsibility personnel file at the employee’s home site. The to remind the employer that letters of discipline must employee may be accompanied by a union or local be removed from the file after one year. representative if she wishes. Employees can also use this check to provide proof of The employee may also request and shall be given a their registration to qualify for their long-service pay copy of any or all documents in the file at the time adjustment, to which Registered Nurses covered by the file is reviewed. The employee may be required to the Provincial General Agreement are entitled within pay a “reasonable fee” to cover the cost of copying. 90 days of achieving 20 calendar years of nursing Article 13 also deals with employees’ annual evalu- service. They should also confirm that proof of their ations. Under 13.01, it includes the important state- degrees and certificates are in the file. ment, “the absence of an evaluation shall mean the Employee meets expectations.”

AHS extends Dynalife medical lab services contract for five years Alberta Health Services has renewed The RPF, which she termed a dangerous its contract with Dynalife Diagnostic and expensive “experiment in privatiza- Laboratory Services for five years. tion,” would have resulted in additional privatization. CEO Verna Yiu said August 25 the extension “provides stability and pre- In 2014, under the Conservatives, AHS dictability for staff and patients while announced Sonic Healthcare Ltd. of AHS and Alberta Health transition to Australia was the “preferred vendor” a new provincial model for laboratory for that contract. About 1,100 Dynalife services.” employees and another 500 public em- ployees would have been impacted. In October 2015, the company’s con- tract was renewed for one year two Dynalife, which had long done the work months after Health Minister Sarah in Edmonton, appealed the decision. A Hoffman ordered AHS to cancel a panel concluded AHS had “breached request for proposals on a $3-bil- its duty of fairness” in a “substantive” lion, 15-year medical laboratory manner. contract for Edmonton and parts of Verna Yiu Northern Alberta.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 18 UNA calls for MORE RN NURSING HOME HOURS in presentation to health minister Alberta must continue with min- Relations Director David Harrigan long-term care. UNA was con- imum nursing and personal care – grew out of UNA’s concerns cerned in particular about the ac- hours in nursing home regulations, about the provincial health depart- curacy of background information as well as maintain the require- ment’s ongoing review of legisla- and stakeholder communications. ment for a Registered Nurse to be tion covering nursing homes and on site in such facilities 24 hours home care in Alberta. UNA followed up on the meeting a day, representatives of United by providing Minister Hoffman Nurses of Alberta told Health The UNA representatives told with an extensive document Minister in a July the minister the value of RNs to summarizing the situation faced 14 meeting in Edmonton. the health care system has been by care providers in long-term and thoroughly researched and is well home care settings in Alberta that The meeting – attended by understood – backed by Alberta explained the need for increased President Heather Smith, Vice- Health Services’ own assumptions direct-care RN hours to achieve President Jane Sustrik and Labour about the needs of residents in better outcomes.

Community nurses in Calgary score PRC successes S U S E C C E S S Local 211 sees extra staff, better equipment, more time for charting through PRCs As a result of the PRC process, Local documentation at the time of the event 211 Calgary Community and Alberta or as soon afterward as prudently possi- Health Services are working together ble, enhancing accuracy and credibility to improve quality of care for patients, of records. residents and clients as acknowledged in It also helped ease a situation in which UNA NewsBulletin the Preamble of the Provincial Collective Calgary Community RNs were strug- Agreement. wants to publish gling to complete charting because of stories of PRC Through the agreement’s professional re- outdated computers and dropped cell successes by our sponsibility language in Article 36, Local phone calls. PRCs resulted in acknowl- union’s members. 211 has seen additional staff added to edgment newer equipment was needed. the night shift at AHS’s 24-hour Health If you have a PRC The employer has started providing new Link advice line, more time for charting cell phones and computers, and will success story and provision of newer communications continue to do so. This has eased work- to tell, please equipment. load caused by dropped calls and poor contact the UNA The process resulted in recognition Intranet connectivity, and strengthened Communications by the employer at the CEO designate the ability of RNs to chart at point of Department. level and locally that nurses must be care, aiding team members and benefit- able to complete client-care record ing patients, residents and clients.

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New Joint Statement clarifies scheduling for Part-Time Employees Knowyour A new Joint Committee statement related to the Provincial Collective Agreement Report from has been agreed to by United Nurses of Alberta and employers Alberta Health Rights Director of Labour Relations Services and Covenant Health. Through a joint committee of representatives from David Harrigan UNA and Alberta Health Services, joint statements are issued to resolve issues arising from the UNA Collective Agreement.

Article 30: Part-time, Temporary and Casual Employees

Article 30.01(e) 18.03(c) of the Alberta shift schedule and whether the employ- Health Services/United Nurses of ee will be assigned to work on another Alberta Collective Agreement for the unit if needed on that additional day. period of April 1, 2013 to March 31, Employees are encouraged to notify the 2017 states: employer of a request to reschedule the shift with 14 days notice. ”Where a Part-time Employee is not scheduled to work on what would For example: If a part-time employee otherwise be a regular work day, di- regularly works on Monday, Wednesday rectly as a result of a Named Holiday, and Friday and their worksite/area is those hours may, at the request of the closed on the Monday due to a Named Employee, be rescheduled in the Cycle Holiday, the employee may not be of the Shift Schedule”. scheduled for that day. The employee will not receive payment for that day, This means that where an employee instead the employee receives a sum requests that their manager add an addi- equal to 4.8 per cent of regular earn- tional day to their schedule, this request ings on each paycheque, in lieu of the shall be granted. Named Holiday.

This additional day must be scheduled If the part-time employee requests within the cycle of the shift schedule. that an additional shift be scheduled, However, it is important to note that then the manager will do so within the the employee cannot choose when in cycle of the shift schedule and on a day the schedule this day will be placed. It and on a unit that makes sense opera- is the manager’s right based on opera- tionally. If you have any tional needs to determine both when the questions or concerns, additional day is scheduled within the please contact your UNA local executive or Labour Relations Officer at 1-800-252-9394.

United Nurses of Alberta NewsBulletin Fall 2016 Volume 40, Number 3 A number of MLAs joined Alberta’s Nurses at the annual BBQ event. From left to right: Trevor Horne (MLA for Spruce Grove- St. Albert), UNA Second Vice-President Daphne Wallace, David Shepard (MLA for Edmonton-Centre), UNA Secretary-Treasurer Karen Craik, Jessica Littlewood (MLA for Fort Saskatchewan- Vegreville), and Chris Nielsen (MLA for Edmonton-Decore).

Thank you to the organizers of the event, who worked hard Left to right: UNA Second Vice-President Daphne to make it a success. From left to right: Kevin Champagne, Wallace, Health Minister Sarah Hoffman and Susan Fisk, Tim Bantle, Diane Lantz, and Jonathon Doner. Local 115 President Kevin Champagne.

UNA Stampede BBQ attracts a crowd in Calgary Hundreds of Calgarians joined Alberta’s Nurses at the annual Stampede BBQ on July 12, 2016, outside UNA’s Southern Alberta Regional Office in Calgary. UNA was pleased to welcome Deputy Premier and Health Minister Sarah Hoffman and a number of MLAs who took to opportunity to meet with Nurses at the event. Publications Mail Agreement #40064422 Publications Mail