Front Lines Is Published by the Manitoba Nurses Union (MNU)

FrontIssue Three 2011 The MagazineLines for Manitoba Nurses by the Manitoba Nurses Union

CFNU Celebrates 30 years WINNIPEG HOSTS BIENNIUM CONVENTION

2011 AGM Review – Resolutions, pictures and more

CFNU recap – Winnipeg hosts biennium

Hazardous Drugs – Protect yourself Front Lines is published by the Manitoba Nurses Union (MNU). Founded in 1975, MNU continues to be an active member- FrontIssue Three 2011 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 2011 AGM Review Speakers, Elections, Awards, Resolutions & is to Care for Patients” Constitutional Amendments, Team Building, Joyce Gleason Drumming, Education and Pirates

10 The Economic Case for Editor Universal Pharmacare Samantha Charran 4-9 Costs and benefits of publicly funded Contributors drug coverage for all Canadians Janice Grift Bob Romphf 11 Cover Feature: CFNU Recap Deb Stewart Winnipeg hosts the biennium conference as CFNU celebrates its 30th year anniversary

15 MNU News Briefs Contact Us: • MNU Welcomes Norway House nurses MNU Communications Department 301 - 275 Broadway • Manitoba to expand the role of NPs Winnipeg, Manitoba R3C 4M6 11-14 • Nelson House reaches agreement (Tel.) 204.942.1320 16 President’s Tour: Completed (Fax) 204.942.0958 MNU President Sandi Mowat completed her (Toll free) 800.665.0043 tour of all worksites and locals in Manitoba Website: www.manitobanurses.ca 15 Email: [email protected] 19 Hazardous Drugs MNU is affiliated with the Canadian What you need to know to protect yourself Federation of Nurses’ Unions and the Canadian Labour Congress. 20 Across Canada MNU is a member of the Canadian National information and issues Association of Labour Media. 22 LRO Reports MNU adheres to all Privacy Legislation requirements. – Pension and Benefits Review Tips for successfully applying for Publication Agreement #40021526 D&R benefits RETURN UNDELIVERABLE CANADIAN ADDRESSES TO: Manitoba Nurses Union 24 MNU Board of Directors 301-275 Broadway and Committee Executive Winnipeg, MB R3C 4M6 Email: [email protected] 16-18 NOTE: The delivery of your Front Lines was delayed due to the Canada Post strike. CORRECTION: In Front Lines – Issue 6 published 19 in December, 2010, in the article titled: Promoting safer choices for northern youth, please note that Nancy Vystrcil was born in Thompson, Manitoba. Cover: CFNU delegates on the steps of the Also, it was incorrectly stated that Vystrcil had Manitoba Legislature, celebrating 30 years. purchased a television for a client. Message from the President

Success In Protecting Nurses!

As most of you are aware, MNU has been aggressively lobbying government for initiatives to support safer workplaces for nurses. We know from our research that all health care givers are victims of violence at an increasing rate.

We met with the Minister of Health, Theresa Oswald, in September of 2010 and presented her with preliminary findings from our membership research which showed that the situation in our workplaces urgently required the government’s attention.

In early May, Oswald, along with Labour and Immigration Minister Jennifer Howard announced amendments to the current workplace safety and health regulations that would see improved protection in health care settings.

Sandi Mowat, MNU President In a media release Howard said, “We acknowledge the risk for violence exists in all health care facilities and we are committed to protect nurses and other frontline workers, along with their patients and families.”

“To address this issue, we are pleased to partner with the Manitoba Nurses Union to strengthen the current workplace safety and health regulations to help prevent violence in health care facilities.”

The Ministers also announced a Nursing Safety and Security Fund to invest in measures that improve safety and security for nurses in the workplace.

I will be co-chairing an advisory committee which will monitor the imple- mentation of violence prevention programs, incident investigation, tracking and follow-up as well as identifying new initiatives to strengthen safety and security for all health workers. I will report progress to you on a regular basis.

Congratulations to the MNU leadership for recognizing the importance of this issue and moving forward with it. I must also recognize the government for listening to our concerns and for their quick response.

Details of the regulation changes are carried in this issue of Front Lines.

CFNU COMES HOME

It was with great pleasure that we welcomed CFNU delegates from across Canada to Winnipeg, the birthplace of CFNU, to celebrate its 30th anniversary.

Thanks to the support and hard work of our many volunteers we pulled off a successful biennium convention.

Special thanks to Val Wotton and the board volunteers for their part in making this event a success.

MNU Front Lines Magazine Issue Three 2011 3 Presidents address: Protecting nurses a priority Province takes steps to improve workplace safety for nurses

Before a packed room, MNU President Sandi Mowat announced that the provincial government has agreed to amend the Health and Safety Act, providing much needed protection to health care workers.

“We called upon the government to strengthen regulations, which did not give adequate support to health care workers,” Mowat said. “We urged the government to change regulations, to mandate a violence prevention policy.” Based on recommendations from the Manitoba Nurses Union, in addition to the prominent placement of violence and abuse free signage in all health care facilities across the province, the policy requires:

n all health care facilities to develop a violence prevention policy and strategy; n a procedure for summoning immediate assistance; n procedure for flagging potentially violent individuals; and n a system for reporting and reviewing incidents. Canadian Statistics A consultative process will begin immediately in partnership with the Manitoba Nurses Union, on Violence in Health Care as well as other unions and partners, to strengthen the regulations for health facilities. n National studies show that 48 per cent This process will help ensure employees have the information they need to address risks of of all non-fatal injuries from occupational violence in the workplace and determine how best to report, monitor and review incidents assaults and violent acts occur in health that do occur to learn and make further changes to prevent their recurrence. care and social service settings. Final recommendations are expected by the end of June 2011; with changes to the regulations n Nurses are the most likely of all health for stronger workplace safety in health care will be in place by the end of August 2011. care workers to be assaulted. “We are pleased to see further steps being taken to improve workplace security and safety in n Up to 95 per cent of violence committed health facilities across the province,” said Mowat. “We appreciate the ongoing commitment against nurses in health care facilities is from the Manitoba government to seek nurses’ advice on improving the work environment inflicted by patients. Violent acts are also and improving care for patients across the health care system.” committed by family members and other visitors. The province will also launch additional initiatives to help improve workplace safety in health facilities, including the creation of a health n Survey data shows that most abusers are workplace safety fund for equipment and other initiatives to improve male; they are often cognitively impaired security. and older than 66 (for physical violence) or between the ages of 35 to 60 (for An advisory group on staff safety and security in health facilities verbal violence). will also be created including membership from MNU, regional health authorities and other health care unions. This will create a permanent ongoing process to review workplace security issues broadly in health care, determine how best to invest the new health workplace safety fund and identify further opportunities to strengthen security and safety for frontline health workers across the province. Mowat said that these legislative amendments are a significant step, and that the union will continue to lobby the government and to work with them to deal forcefully with the issue of work place violence. “We should never accept violence as a routine part of our work,” Mowat said.

4 MNU Front Lines Magazine Issue Three 2011 Keynote ADDRESS – INSPIRED Yellow Ribbons – AWARDED New vice president – elected Left to right: Bluma Levine, MNU President Sandi Mowat, Twenty years ago, Diana Swain was just Maria Veronica Pasia and Terry Wareham Delegates at the 36th annual general meeting beginning her career with CBC as a reporter elected Donna McKenzie as MNU’s new for the local news program, 24 Hours, when For over 15 years, the Yellow Ribbon has vice president. McKenzie has been active in she covered what is still regarded as the been a symbol, throughout Manitoba, the union since the late 1980s and was the longest nursing strike in Canadian history. of MNU Nurses’ willingness to: first elected president for the Central Region, n stand together in support of each other following regionalization in 1997, a position The Gemini-Winning CBC News Anchor and n advocate for patient care she still holds today. CBC News’ Senior Investigative Correspondent n and be strong union activists delivered the keynote address: The Big Impact She became president of her worksite, Portage of Quiet Leadership: A Challenge to Lead in The following individuals were awarded Hospital, in 1991 and also sits on the Nursing Ways You've Never Thought Of, at the annual the Yellow Ribbon for their outstanding Advisory and Union Management Committees. contributions to the health care system, general meeting. McKenzie also has experience at the provincial to their union and their communities. Swain told stories which focused on the committee level. Maria Veronica Pasia showed strength exceptional everyday people who realize In the past she has been a member of the of character and courage when she stood that true leadership does not take the easy Occupational Health and Safety Committee, up for herself and colleagues from Kildonan path; that it involves “hacking through the and she currently sits on the Nominations Personal Care Centre who were wrongfully tall-grass of challenge to forge a new path.” Committee. dismissed. She said that leadership belongs to those who persevere and continue to work, even Terry Wareham rallied the nurses at the when the spotlight has passed. Above all, Minnedosa Hospital when overtime and it falls to all of us. workload became unmanageable, and eventually the facility saw the permanent Swain is currently CBC News’ Senior addition of a new evening nurse. Investigative Correspondent and an alternate anchor of The National. For her Bluma Levine, a MNU member for broadcast work, she has won the prestigious over 15 years, is always advocating for Retiring B’Nai Brith Canada Prize for human rights her colleagues and clients. Her motto Board Members reporting, is a two-time Gold Medal winner is to always keep the “human at the New York Festivals, a two-time winner element” in everything she does The following board members of the Michener Award, for public service in as a nurse and a union member. have retired from the MNU board: n journalism and in 2000, she won a Gemini Terry O’Rourke n Award for Best News Anchor. Janice McDonald n Margaret Johnston n Elsie Karnes n Yvonne Oxer n Gwen Desautels n Betty Loewen (August 2010)

2011AGMReview

MNU Front Lines Magazine Issue Three 2011 5 s All proceeds raised from the banquet were donated to A Port in the Storm.

Delegates participate in a team building exercise, while making music. t

s The AGM was attended by 500 delegates who debated many important issues.

6 MNU Front Lines Magazine Issue Three 2011 Workplace bullying: A synopsis Deb Stewart, Professional Practice/Education Officer Canadian health care delivery is facing a number of challenges including cost containment, increased demands for efficient services, the recruitment and retention of qualified staff to provide service. These challenges will continue to grow unless there is a committed effort to address the problem of workplace bullying and its impact on turnover, intent to leave the profession, as well absenteeism within the profession of nursing. Health care labour workforce stability is not only desirable but necessary. There is a link between working conditions, the health of healthcare providers and quality care as Canadian nurses continue to experience higher absentee rates than the national average at 23.9 days per year Manitoba Nurses Joint Education Day and higher rates of disability than other Coming Together to Address Bullying in the Workplace professionals. Furthermore, with the rise Supporting a Culture of Safety and Accountability in the numbers of nurses eligible to retire in the next decade, health-human This year four Manitoba nursing organizations made a commitment to step up and speak out resources planners to refocus attention against workplace bullying by hosting a joint education day. The Colleges of Licensed Practical to the retention of existing nurses and Nurses, Registered Nurses, Registered Psychiatric Nurses and the Manitoba Nurses Union spoke not just the recruitment of new nurses. about our individual and collective mandates to support nurses in providing the best quality More than 40 per cent of Canadian nurses care possible. Our Standards of Practice and Code of Ethics compel us to be respectful of our report having experienced some form of co-workers and work together in addressing poor workplace behaviours. Our Collective Agreements hostility or conflict from their co-workers. clearly articulate that each of us is entitled to a harassment free workplace and commit us to Bullying behaviours are different from work with our Employers to make sure that happens. normal workplace conflict in that they are repeated, unreasonable behaviour We also heard about the amendments to Manitoba’s Workplace Safety and Health Regulations directed towards an employee or group of that protect every worker from workplace psychological abuse. employees that creates a risk to health and safety with the intent to humiliate, under- Rather than suffering in silence, we need to use these tools to stand up for ourselves and one mine or threaten the victim(s). Gossiping, another and insist on our right to a safe and secure workplace. spreading rumors or social isolation of an Our afternoon guest was Leigh Quesnel who challenged us to look at workplace bullying from employee or a group of employees is also a number of perspectives, including the impact on personal and family health. Leigh also reiterated considered a form of bullying. that caring for the caregivers is essential to caring for patients. Speaking out and confronting Education, support and effective policies the workplace bully may not be easy, but it is a moral imperative and a clear safety issue. are most often cited as the means to create a culture of mutual respect and accountability. There is an urgent need to stabilize and rebuild the nursing workforce to ensure the health care system will deliver high quality, timely and accessible health services. Moving an adversarial method of dealing with bullying to a collaborative problem solving approach is more consistent with making a permanent sustainable change.

Dr. Leigh Quesnel 2011AGMReview

MNU Front Lines Magazine Issue Three 2011 7 By-Law Amendment #1 Resolutions & P. 18 of the Manitoba Nurses Union Constitution. BY-LAW NO. 1 - REGIONS Constitutional A. The Province of Manitoba shall be divided into eleven (11) Regions based upon the various employment regions and Amendments other factors to be determined by the Board. Carried at the April 2011 Manitoba Nurses Union Annual General Meeting B. The approximate geographic boundaries of each Region are shown on a map attached hereto. C. Notwithstanding the geographic boundaries, each Region Constitutional Amendment #1 shall contain such Locals as the Board may from time to P. 7 of the Manitoba Nurses Union Constitution. time decide to place in such Region.

ARTICLE 9 D. The Board shall consist of twenty-six (26) members, being RULES OF PROCEDURES AT MEETINGS OF THE UNION three (3) officers and twenty-three (23) regional representatives, chosen as follows: 9.01 If any procedural matter is brought into issue at any meeting of the Union, the current edition of “Robert’s Rules of Order” Region Regional Reps on Board of Directors (Newly Revised) will govern. Assiniboine 2 Brandon 2 Central 2 Constitutional Amendment #2 Churchill / Burntwood 1 P. 7 of the Manitoba Nurses Union Constitution. Eastman (includes North & South) 1 ARTICLE 10 Interlake 1 VOTING AT MEETINGS OF THE UNION NorMan 1 (RENUMBER ACCORDINGLY) Parkland 1 Winnipeg Community & Health Care 1 10.05 In years where the Annual General Meeting occurs after Winnipeg Long Term Care 1 April 30th, the Board member whose term expires April 30th **Winnipeg Hospital Region 10 of that year shall be deemed to be the accredited voting delegate to the Annual General Meeting. Total: 23

**Within the Winnipeg Hospital Region

Constitutional Amendment #3 Concordia 1 P. 6 of the Model Constitution of a Regional Local / Worksite / Local. Grace 1 Health Sciences Centre 2 ARTICLE 11 Misericordia 1 VACANCIES Riverview 1 (RENUMBER ACCORDINGLY) St. Boniface 2 11.01 A vacancy shall be deemed to exist in any office or position if Seven Oaks 1 the holder during her/his term in any office or position either: Victoria 1

a) dies or resigns; Each Region or facility within a Region, which has over seven hundred (700) members, shall be entitled to elect a second representative to the Board of b) is unable to attend meetings, or perform the duties Directors. of a position for any reason whatsoever;

c) ceases to be employed in the Local; E. For the year 2000 and thereafter, all Board members shall be elected for a term of two (2) years to fill existing vacancies, d) is successful in being elected/appointed to another which term shall be staggered so that approximately position; one-half (1/2) of the Board shall be elected each year. e) if the Vice-President is required to complete the F. Transition – Re: Assiniboine Region term of the President. Both (South Westman and Marquette) Board members’ terms of office expired April 30th, 2003. For the 2003- 11.02 With respect to a vacancy of a position, the (**) / Executive 2005 term, Assiniboine Region shall elect two (2) Board shall elect / appoint a replacement for the unexpired term. members. The candidate receiving the greatest number of votes will be elected for a two (2) year term and the **Regional Local (Model Constitution of a Regional Local). candidate receiving the second greatest number of votes **Worksite (Model Constitution of a Worksite Unit). will be elected for a one (1) year term for this transition **Local (Model Constitution of a Local) period only.

8 MNU Front Lines Magazine Issue Three 2011 RESOLUTION #1 RESOLUTION #3 WHEREAS, MNU is a dynamic, progressive union; and WHEREAS, nurses need to be up-to-date with ongoing issues in the health care system; and WHEREAS, MNU promotes diversity; and WHEREAS, nurses have access to all minutes of the Board and WHEREAS, the MNU AGM is a phenomenal educator for members; Committees which flow out of the Board of Directors of the MNU; and and WHEREAS, work has been ongoing on the MNU Member Portal Site WHEREAS, MNU has had challenges in engaging and retaining new which is confidential to any member of the MNU; and nurses as active members. WHEREAS, this Site is accessible to all members of the MNU if they THEREFORE BE IT RESOLVED THAT, MNU fund one new member have access to computers; and per Local / Worksite for the Education Day of the AGM in 2012. “New” would be defined as who is a first time attendee to the AGM. WHEREAS, nurses who would be interested in keeping informed may use this as a secure communication tool. Financial Implications: Total financial implications for this resolution is approximately $233,600 THEREFORE BE IT RESOLVED THAT, the provincial office work to have based on 140 Locals/Worksites. Salary ($137,000); Travel Time ($25,000); minutes of the meetings of the Board of Directors and all Committees Mileage ($13,500); Hotel Costs ($50,400); Meals ($7,700). that flow out of the Board, posted on the MNU Member Portal Site at the same time as being distributed to the Board and the Local Leadership. A motion was passed to refer Resolution #1 to the Executive Committee to investigate and make recommendations in regards to the funding issue and report back to the 2012 AGM. RESOLUTION #4 WHEREAS, nurses in Manitoba in all areas of employment encounter RESOLUTION #2 hazards of many different types in the workplaces; and WHEREAS, MNU is providing communication to Locals / Worksites WHEREAS, nurses in Manitoba may not be aware of their rights through the use of electronic communication; and under the Workplace Health and Safety Regulations; and WHEREAS, this form of communication is more efficient to reach all WHEREAS, employers may not be supportive of nurses’ concerns at Locals / Worksites; and their locals / worksites; and WHEREAS, smaller Locals / Worksites face financial constraints which WHEREAS, employers may in fact be thwarting the efforts of nurses prevent them from being able to print all relevant material; and in attempting to address or resolve issues in their workplaces. WHEREAS, not all nurses have immediate access to the internet. THEREFORE BE IT RESOLVED THAT, the provincial office incorporate into their education sessions at Labour School, Administration of a THEREFORE BE IT RESOLVED THAT, the MNU provide each Local / Local, or other venues which may be appropriate, an overview of the Worksite with an annual allowance of a hundred dollars ($100.00). Manitoba Workplace Health and Safety Act. This allowance may be used to offset the cost of printing materials and printer cartridges. FURTHER BE IT RESOLVED THAT, the provincial office provide education to all Local Leadership and Board representatives about Financial Implications: nurses’ rights under the Legislation, their options for recourse if Approximately 140 Locals/Worksites at $100.00 each per year is they feel they have not been heard or their concerns have not been $14,000.00. This is an investment in that Locals/Worksites will be addressed through the proper processes and their right to refuse able to improve the flow of relevant information to our members. dangerous work if necessary.

2011AGMReview

MNU Front Lines Magazine Issue Three 2011 9 The Economic Case for Universal Pharmacare

Costs and Benefits of Publicly FundedD rug Coverage for all Canadians Switzerland According to a study by the Canadian Centre for Policy Alternatives (CCPA) and Institut de Canada recherche et d’informations socio-economiques (IRIS), a universal public pharmacare plan could Untied States generate savings of up to $10.7 billion on prescription drugs. Germany Japan The study compared various provincial drug plans, identified problems with the status quo, Italy showed how private drug plans are inefficient, and calculated the savings that could be achieved New Zealand through a publicly-funded universal drug plan providing first-dollar coverage. Finland According to the report, Canada is the world’s third most expensive country for brand name Netherlands drugs because Canada deliberately inflates drug prices in order to attract pharmaceutical Austria investment. Canadians pay 30 per cent more than the Organization for Economic Co-operation OECD Average and Development (OECD) average. Sweden United Kingdom Furthermore, not only are detail prices excessively high in Canada, but the rate of growth in France prescription drug costs is also far higher. Australia Statistics show that Canada spent $25.1 billion on prescription drugs in 2008. The cost of drugs Spain has risen at more than 10 per cent annually since 1985, and represents a major element in the 0 20 40 60 80 100 120 140 160 180 200 increase of total health expenditures. Detail prices for the same volume of Private insurance was identified as a major factor that increased the cost of prescription drugs. medicines in OECD countries, 2005 The report said that the cost of private insurance was not cost-efficient, given the inefficiency (US$, Market exchange rate, of private drug insurance plans when compared to public plans. For example, the premiums for including branded and generics) private insurance plans increased by 15 per cent annually between 2003 and 2005, while drug Detail Prices = Ex-manufacturer price + wholesaler costs rose only 8 per cent a year. markup + pharmacy markup + Prescription fees + tax Source: OECD 2008 - Eurostat OECD PPP Program, 2007 The researchers attributed the rise in premiums to the fact that most of the private drug plans are managed by insurance companies which are usually compensated in the form of a percentage of expenditures. As a result, their financial incentive is not to try to stem the growing costs, but to increase them. Also, private drug plans’ formularies welcome all new expensive drugs even if they are no more beneficial to patients than cheaper existing drugs. Furthermore, Canada’s public program had administrative costs of 1.3 per cent compared to Canada costs of 13.2 per cent for private plans. Based on the researchers’ conservative inference at least Untied States 6 per cent of costs for drug insurance coverage could be saved if this coverage were provided by a universal Pharmacare program, which would have resulted in savings of $560 million per year. Australia The researchers concluded that, in order to be effective, a public drug insurance plan should New Zealand* form an integral part of a country’s pharmaceutical policies. The plan must tie together social United Kingdom programs designed to provide a minimum of well-being for all citizens, health policies designed to optimize public health, industrial policies aimed at attracting foreign investment, intellectual France property policies, and tax policies designed to ensure greater fairness in redistributing wealth. Sweden

The complete report is available free of charge from the CCPA website at www.policyalternatives.ca 0 1 2 3 4 5 6 7 8

Source: Gagnon, Marc-Andre, and Hebert, Guillaume. "The Economic Case for Universal Pharmacare Costs and Benefits Real annual growth in prescription of Publicly Funded Drug Coverage for all Canadians” , September 2010. drug costs, from 2001 to 2007 (%) * Average based on available data, 2004 to 2007. Source: OECD Health Data 2009; OECD Main Economic According to a survey by Statistics Canada, 24% of Canadians Indicators; NHS Information Centre 2009 have no drug coverage, and 8% of Canadians admit they did not fill a prescription in the last 12 months due to the costs of drugs.

10 MNU Front Lines Magazine Issue Three 2011 CFNU RECAP President’s Address Better staffinG: Nurses improving care for Canadians Linda Silas focused on the future and ways nurses can improve the lives and care of Canadians in her address at the opening of the business meeting. She picked up on lessons on change from Australian nursing leader Brett Holmes, who spoke the day before. “When nurse staffing levels in California hospitals increased substantially after mandated nurse/ patient ratios, we know that reduced workload was associated with lower patient mortality, lower nurse burnout and better job satisfaction. We need strong language for decent staffing... as Holmes said, why not in Canada? And I say, yes, it’s about time.” Before she went on to talking about what nurses can do, Silas addressed what she called two shames in Canada. “In this rich country, the way we treat our aboriginal people is a shame, from their health care system, their housing to their education system. We have a second shame – the way we treat our seniors in this country. Our long-term care sector is a mess and we need to fix it.” But the core of Silas’s message to Canadian nurses was about making improvements. “We need to support a national pharmacare program... we need drugs for everyone for who needs them, not only those who can afford them,” she said. Silas said nurses are going to focus on primary health care. “Never mind a doctor for every Canadian. It should be a nurse for every Canadian and finally we would focus on prevention.” Linda Silas was acclaimed to a fourth term as President of CFNU. “We know we need to address the overcapacity in our hospitals and the under-capacity in our workforce. We need to address the flaws in our medicare system and at the same time protect it and expand it.”

CFNU – founded 30 years ago as the National Federation of Nurses Unions in Winnipeg, MB, is back home to celebrate.

MNU Front Lines Magazine Issue Three 2011 11 CFNU RECAP LTC program gets funding MANITOBA PREMIER ANNOUNCES AT CFNU CONVENTION The Manitoba government has committed $250,000 in funding to permanently implement the Enhanced Orientation to Long-Term Care Program, a successful orientation and education program for nurses in long-term care facilities across the province. The pilot program was originally funded by Health Canada and implemented by Manitoba Health, the Manitoba Nurses Union and the Winnipeg Regional Health Authority, with the support of the Canadian Federation of Nurses Unions (CFNU). The Manitoba project was part of federally funded pilots across Canada focused on nurse recruitment and retention as part of CFNU’s Research to Action: Applied Workplace Solutions for Nurses initiative. The program provides mentoring opportunities and six clinical workshop packages. The seminars are designed so they can be implemented as a series, or adapted for use in different kinds of health care worksites. "We are very proud of the Manitoba portion of the Research to Action Project. Our enhanced orientation program has become a model for other provinces. This announcement demonstrates government’s commitment to long-term care. Hopefully, we will continue to work together on joint initiatives to support long-term care nurses and improve patient care,” said Sandi Mowat, president, Manitoba Nurses Union. So far, Manitoba is the only province that has committed to permanently fund the project.

Manitoba Premier Greg Selinger announces funding for LTC program

Solidarity Rally CFNU President Linda Silas reaffirms support for striking Canada Post and Air Canada workers, and said that nurses across the country are standing behind the striking workers.

Locked out posties were thrilled with support when hundreds of union nurses showed up on their picket line over the lunch hour of the first convention business day.

12 MNU Front Lines Magazine Issue Three 2011 CFNU RECAP Nurses get an A+ from The National Patients’ Report Card New national poll shows very high patient approval of nursing performance despite understaffing, national nursing shortage A new national poll shows that Canadian patients overwhelmingly approve of treatment they receive from the nation’s nurses, despite the clearly visible nursing shortage in hospitals. The poll, conducted by Vector Poll in early June, for the Canadian Federation of Nurses Unions (CFNU) for its 30th Anniversary Biennial Convention being held in Winnipeg, showed that nurses get a great report card from their patients. The National Patients’ Report Card on Nurses found: 88 % of respondents who saw a nurse the last time they needed health care said they were listened to carefully and had their questions answered; 84 % of respondents say the nurse treated them with respect and they felt the nurse cared about them; Overtime for nurses 83 % say the nurse knew and understood their health needs; equals more than 82 % say the nurse addressed their needs quickly. 11,000 full-time jobs “Poll results showed Canadian patients respect and value the care they receive from nurses, Information from a new study shows that in clearly seeing evidence that nurses are health care professionals with superior knowledge – and 2010, registered nurses and nurse supervisors the ‘caring touch’ that those who are ill need,” said CFNU President Linda Silas, RN. “The poll publicly employed in Canada’s health care also showed that one third of patients noticed that the facility in which they sought treatment and social assistance sector, worked a total was understaffed with nurses, making the high approval ratings even more significant.” of 20,627,800 hours of overtime, equivalent to 11,400 full-time jobs. Respondents also rated nurses very highly for being technically competent, for explaining procedures to patients, for helping patients understand their conditions and for quickly addressing their On average, 14.5% of nurses worked unpaid needs. Four in 10 of those polled gave nurses a perfect score. overtime in 2010, up from 12.9% in 2008. Nurses reporting unpaid overtime worked For some of the benchmarks of good care measured by the poll, nurses were more productive 4.4 extra hours per week. This is 0.5 hours and responsive than the public expected – especially with the nursing shortage. higher, on average, than in 2008. “Patients give the highest marks to nurses working in facilities with what they view as ‘the right For every week in 2010, 19,200 public- number’ of nurses,” noted Silas. “Nurses working in understaffed facilities rated the lowest, yet sector health care nurses, on average, were they still gave nurses high marks for their efforts when they’re overworked. In fact, 34 % of absent due to illness or disability. Full-time respondents say they noticed the facility they used had too few nurses for the amount of work nurses top all other occupations in rates of that had to be done.” illness and disability-related absenteeism. Full poll results are available on the CFNU’s website at www.nursesunions.ca. “We are not surprised by most of these figures, unfortunately,” said Linda Silas, president of the Canadian Federation of Nurses Unions. “They replicate a pattern established in a similar study covering 1987 to 2008. What is alarming is that though the percentage of nurses working paid overtime has decreased, from 21.4% in 2008 to 17.3% in 2010, the percentage of nurses working unpaid overtime has increased. This represents a further squeezing of labour from a workforce which continues to face layoffs.”

Following a special workshop geared toward nurses under the age of 30, a group of nurses gave a report on the issues they face in the workplace and in the profession. Photo: John MacLennan.

MNU Front Lines Magazine Issue Three 2011 13 CFNU RECAP Fun Night at The Forks

Above: Janet Hazelton, President of NSNU and Linda Silas, President of CFNU with a tall guy at the party. Below: Nurses performing a great version of Stayin’ Alive.

Top: A pipe and drum band stayed after their performance. Above: Menacing clouds produced only a short shower during the fireworks.

Hundreds of delegates took advantage of the beautiful weather to join in the party outdoors at The Forks Tuesday evening. Right: Dancing up a storm to the great cover band.

14 MNU Front Lines Magazine Issue Three 2011 MNU News Briefs

Welcome Norway House nurses Expanding the role of NPs After more than four years of Labour Board Nurse practitioners in Manitoba may soon be hearings, the nurses of Norway House Cree able to prescribe more drugs and medical Nation received a Labour Board certificate devices, following consultations between authorizing the Manitoba Nurses Union to the College of Registered Nurses and the collectively bargain on their behalf. provincial government. The process began in the summer of 2007 The province has been working with the when MNU met with the nurses of Norway college to develop regulatory amendments House and the nurses confirmed their to expand the prescribing authority for Contract unanimous support to join the union. nurse practitioners. The employer (the Norway House Cree Nation) • expanding prescribing authority from a Interpretation made the argument, before the Labour limited number of drugs to all drugs except Board, that the nurses should be federally controlled drugs and substances; and regulated due to the fact they are a First • allowing nurse practitioners to prescribe Nations Community. Shortly after the Central Table Agreement needed medical devices to allow people is negotiated MNU Labour Relations staff Anticipating challenges from the employer, to access benefits through Manitoba meets to review changes to the contract. MNU had prior legal research conducted Family Services and Consumer Affairs and strongly believed that the nature of and private insurers. Following this process the meaning and the business conducted by these nurses fell intent of new provisions are included in a within the provincial health jurisdiction and manual which is distributed to local leaders as such, should be certified by a provincial Nelson House reaches agreement throughout the province. This Contract Labour Board certificate. After almost two years at the bargaining Interpretation Manual, in conjunction At the time of these hearings, there was a table, the nurses at Nisichawayasihk Cree with contract interpretation workshops, similar case before the Supreme Court of Nation Personal Care Home (Nelson House) is designed to ensure that local leaders Canada which helped decided the outcome have reached an agreement with their are aware of the interpretation and the of the Norway House case. employer. The number one concern for the nurses was achieving parity with the salary contract is applied consistently throughout MNU has already taken the first steps by scales of other nurses in the north. the province. The process of redrafting the contacting the employer to begin the process Contract Interpretation Manual includes of bargaining a first collective agreement for The nurses took a strike vote on December 7, 2009 and set a strike deadline in late 2010 the staff who were at the table. This these nurses. when negotiations stalled over monetary issues. ensures that bargaining intent is included. Setting the deadline resulted in meetings, including meetings with the Chief Jerry Our Labour Relations Officers work with Primrose, who demonstrated a willingness the collective agreements on a daily basis, to conclude a collective agreement. as such have intimate knowledge of its MNU successfully negotiated a contract, provisions. The significant language achieving the 15 per cent increase to the changes at this round of bargaining will salaries with retroactivity for one and a make administration of the agreement half years, necessary to bring the Nelson easier. Staff will also review the agreement House nurses at parity with nurses in the Burntwood Regional Health Authority. with a view to making suggestions to the incoming PCBC for the next round of negotiations, preparations for which will Nelson House Nurses begin in less than a year. Your presidents Back row (standing; left to right): Kim Chevillard, Jaimie Easter and Melanie Wastesicoot will have the opportunity to attend Front row (seated; left to right): Elaine Little Contract Interpretation sessions that and Arlene Jobb will be scheduled later this year.

MNU Front Lines Magazine Issue Three 2011 15 President’s Tour

MNU President Sandi Mowat completed her tour of all worksites and locals in Manitoba – 135 in total. Mowat said that the tours over the past three years have been the highlight of her time as president. “I am grateful for the opportunity to learn from you. I have learned so much about the work we do and I am continually inspired by you,” said Mowat. “Anyone who wants to be inspired, energized and motivated just needs to visit any one of the 135 MNU worksites and locals in this province.”

Lions Manor Maples Personal Care Home Poseidon 320 Sherbrook Street, 500 Mandalay Drive, Winnipeg Care Centre Winnipeg Maples Personal Care Home, built in 1982, 70 Poseidon Bay, Lions Manor is a 116 bed is a 200 bed facility that employs 28 nurses. Winnipeg personal care home located Located in River Heights, in downtown Winnipeg. The this 218 bed long term care facility is staffed by 31 nurses of which facility was built in 1969. 22 are full time employees.

Left to right: Marife Casares, Genny Barrientos, Carmelita Opida, Sandi Mowat, Charlotte Adolphe, Troy Bailey Left to right: Susan Milimac, Max Maturan, Left to right: Arlo Raven, Ellen Brown Yvonne Elson, Marie Shaubrock Michele Brooks, Sandi Mowat Charmeline Ulep (left) Left to right: Sandi Mowat, Anat Froimovich, Donna Belos Sandi Mowat (left) and Keri Demianiw with Sandra Montague Left to right: Michele Brooks, Preetha Krishnan, Sandi Mowat

Joan MacMillan (left) with Susan Milimac Left to right: Mary Verhegne, Marife Casares, Carmelita Opida

Left to right: Olga George, Sandi Mowat, Brenda Vann

Left to right: Susan Milimac, Pauline Isfeld, Mary Ellen Fehr Sandi Mowat (left) with Pauline Isfeld

16 MNU Front Lines Magazine Issue Three 2011 Luther Home Gillam Hospital 1081 Andrews Street, Winnipeg 15 Gillam Drive, Gillam, MB Luther Home is a personal care home founded Gillam Hospital is a 10 bed facility which also by the Christ Lutheran Church in 1969. operates the Medical Clinic and local Retail Pharmacy. The hospital has an Emergency Located in West Kildonan, Luther Home was Department and full x-ray and laboratory developed as a non-profit home to serve seniors services that handle non-critical type patients. in Winnipeg. Over the years, it started offering Three of the ten beds have been designated services and accommodation to younger disabled long term care and are currently occupied by people, resulting in one third of the population seniors from the local area. Normal staffing being designated for people under the age of 65. of the facility is one RN and one LPN per shift. Middlechurch The facility has 79 The Community Health Department of the Home of Winnipeg regular beds and Gillam Hospital is currently staffed by one one respite and full time Public Health Nurse. 280 Balderstone Road, West St. Paul, MB is staffed by six The organization was incorporated on April 29, full time, 11 part 1884, as the Christian Women‘s Union of time and four Winnipeg, and officially recognized by the casual nurses. provincial government with a grant of $500 for the purpose of providing a temporary home for female immigrants, and also a maternity hospital. There were originally two homes. The home for women was on Lydia Street and a children‘s unit was on Albert Street. In 1905, the first elderly Left to right: Jill Sawchuk, woman was given temporary shelter. Sandi Mowat, Katrina Pearn In 1906, the home on Lydia Street was reassigned Connie Drew as the first home for the elderly. Christy Wallace (left) with Sandi Mowat Today, under the name of Middlechurch Home Left to right: Marites Ballesta, Sandi Mowat, Maria Yario of Winnipeg Inc, the facility provides care for 197 Left to right: Rhonda Edmonds, Nadine Krawchuk, elderly patients. Sandi Mowat, Charlotte Adolphe

Jennifer Forman

Left to right: Tom Henderson, Heather Spence, Sandi Mowat St.Norbert PCH Sandi Mowat (left) with Tracy Barker 50 St. Pierre Street, Winnipeg St. Norbert Personal Care Home is a 91 bed facility located on a scenic bend of the Red River, minutes south of the Perimeter Highway.

Left to right: Sandi Towes, Froilan Lucena, Sandi Mowat, Lynsey Pritchard

Sherrill MacGregor Angelina Ocran

Sandi Mowat (left) with Emily Birley

MNU Front Lines Magazine Issue Three 2011 17 Fred Douglas Lodge Beacon Hill Lodge Meadowood Manor 1275 Burrows Avenue, Winnipeg 190 Fort Street, Winnipeg 577 St. Anne’s Road, Winnipeg In 1952, Dr. Fred Douglas started his mission Built in 1978, Beacon Hill Lodge is a 175 beds Meadowood Manor is a faith-based non-profit, to provide individuals with the best quality personal care facility that employs 38 nurses. 88 bed personal care home located in St.Vital. of life possible. Ten years later it became the Fred Douglas Lodge Personal Care Home and Seniors Apartments. The personal care home on Burrows was first opened in 1972 and expanded in 1990 to meet growing demand.

Left to right: Sandi Mowat, Charlotte Adolphe, Beverly Moore Left to right: Julieta Ordiz, Left to right: Charlotte Adolphe, Linda Robinson, Nicole Badger, Janice Wood, Sandi Mowat Rosalia Colobong Left to right: Sandi Mowat, Kulwant Samra, Charlotte Adolphe, Gil Bernardo, Kim Sampson Charleswood Care Centre Chris Kroeze (centre) with 5501 Roblin Boulevard, Winnipeg Charlotte Adolphe (left) and Sandi Mowat (right) Charleswood Care Centre is a fully accredited 155 bed personal care home. Built in 1971, it has been a member of Long Term & Continuing Care Association of Manitoba since 1991.

Left to right: Beverly Moore, Suzannah Mah, Dolores Estrada

Oakview Place 2395 Ness Avenue,Winnipeg River East PCH Situated in the west end of Winnipeg, Oakview 1375 Molson Street, Winnipeg Place is an accredited 245 bed personal care home. Located in East Kildonan, River East Personal Care Home accommodates 120 residents. Left to right: Lori Prudhomme, The facility was built in 1993 and is situated Linda Muth, Sandi Mowat on 5.4 acres of land. Kimberly Bilawsky

Tuxedo Villa 2060 Corydon Avenue, Winnipeg Situated in the south west end of Winnipeg, MNU President Sandi Mowat visits Tuxedo Villa is an accredited 213 bed long term with nurses at Oakview Place. care facility.

Left to right: Sandi Mowat, Maria Gawrachynsky, Pat Kovalik Left to right: Pat Kovalik, Diana Rempel, Charlotte Adolphe, Sandi Mowat

Left to right: Bev Brow, Diep Phan, Susan Dilay, Sandi Mowat, Charlotte Adolphe, Nadine McLean, Susan Desmarais 18 MNU Front Lines Magazine Issue Three 2011 Hazardous drugs Republished with permission from Norma Wallace, SUN OH&S Officer

Know the risks - protect yourself What steps should health care workers take to protect themselves from hazardous drugs? The concern for health care workers exposed to cytotoxic drugs has been From The National Institute for Occupational Safety and Health (NIOSH) present since the 1970s. Many nurses recall administering chemotherapy as if it were any other drug, without a concern for their health or Read all information and material safety data sheets (MSDS) your surrounding environment. Even in the ’80s, many nurses were still employer provides to you for the hazardous drugs you handle. unaware of the personal protection required. Participate in any training your employer provides on the hazards A study conducted in the 1980s of nurses who prepared and administered of the drugs you handle, and the equipment and procedures you cytotoxic drugs found that these nurses had mutagenic substances in should use to prevent exposure. their urine. This was a wakeup call for many nurses and mobilized them Be familiar with, and able to, recognize sources of exposure to to make changes in their workplace and their personal nursing practices. hazardous drugs. Sources of exposure include all procedures involving hazardous drugs (including preparation, administration, and cleaning), Since then, there have been numerous studies and surveys regarding and all materials that come into contact with hazardous drugs the occupational exposure to cytotoxic and other hazardous drugs (including work surfaces, equipment, personal protective equipment and the adverse effects on health care workers. [PPE], IV bags and tubing, patient waste, and soiled linens). What drugs are considered hazardous? Prepare hazardous drugs in an area that is devoted to that purpose alone and is restricted to authorized personnel. Hazardous drugs include those used for cancer chemotherapy, antiviral drugs, hormones, some bioengineered drugs, and other miscellaneous Prepare hazardous drugs inside a ventilated cabinet, designed to drugs. The National Institute for Occupational Safety and Health (NIOSH) protect workers and others from exposure, and to protect all drugs listed the hazardous drugs in the Alert: Preventing Occupational that require sterile handling. Exposures to Antineoplastic and Other Hazardous Drugs in Health Use two pairs of powder-free, disposable chemotherapy gloves, Care Settings which was published in September 2004 and then with the outer one covering the gown cuff whenever there is risk republished in 2010, with an updated list of hazardous drugs. of exposure to hazardous drugs. Avoid skin contact by using a disposable gown made of polyethylene- Are health care providers who work with cancer coated polypropylene material (which is nonlinting and nonabsorbent). drugs at an increased risk for toxic events? Make sure the gown has a closed front, long sleeves, and elastic Research describes an association between exposure to antineoplastic or knit closed cuffs. Do not reuse gowns. drugs and adverse reproductive effects in female health care workers. Wear a face shield when splashes to the eyes, nose, or mouth may Various acute toxic effects of antineoplastic agents are well documented occur and when adequate engineering controls (such as the sash in patients treated with high doses of these agents. These include such or window on a ventilated cabinet) are not available. effects as nausea, rashes, hair loss, liver and kidney damage, hearing Wash hands with soap and water immediately before using personal loss, cardiac and hematapoetic toxicities, and others. Some of these protective clothing (such as disposable gloves and gowns) and after effects have been documented in workers handling antineoplastic removing it. agents. (CDC) Use syringes and IV sets with Luer-Lok™ fittings for preparing and What activities put you at risk for exposure to administering hazardous drugs. hazardous drugs? Place drug-contaminated syringes and needles in chemotherapy If you work with hazardous drugs, or the patients receiving the drugs, sharps containers for disposal. you are at risk of exposure. These include actions such as preparing When supplemental protection is needed, use closed-system drug- medications, expelling air from the syringe, administering the medication, transfer devices, glove bags, and needleless systems inside the handling waste, counting/crushing pills, generating aerosols, priming ventilated cabinet. intravenous (IV) set, decontaminating, transporting, handling bodily Handle hazardous wastes and contaminated materials separately fluids, etc. from other trash. Clean and decontaminate work areas before and after each activity involving hazardous drugs and at the end of each shift. Clean up small spills of hazardous drugs immediately, using proper safety precautions and PPE. Clean up large spills of hazardous drugs with the help of an environmental services specialist.

MNU Front Lines Magazine Issue Three 2011 19 Acro Informationss and issues Cfrom acrossanada the country

BCNU UNA president Heather Smith said that the identify common barriers to providing PFCC, extra, unplanned hours represent a major providing tools to move beyond these barriers, British Columbia stressor in nursing and that over 15 per cent and discuss ways to involve patients, families, Nurses take battle for InSite clinics of nurses work six or more hours of paid over- and front line nurses in improving the to Supreme Court time in an average week, which represents a quality of care delivered. This interactive Nurses are intervening in support of the significant cost for Alberta’s health system. seminar brought front line nurses, managers and administrators together with one focus Portland Hotel Society case in the Supreme The union said that more nurses are needed – to enhance PFCC in Saskatchewan. Court of Canada. They’re hoping that right now. Sixty-eight per cent of nurses report once and for all the Conservative federal that their regular workplace schedule is one government will be forced to stop fighting or more nurses short of what they believe ONA the evidence, both medical and legal, they need to be safe. Ontario that proves the InSite clinic is a legitimate healthcare service that saves lives and Of the 1504 respondents, 38 per cent rated Arbitration award sets contract improves conditions for hundreds of people the shortage of nurses as the most important terms issue facing nursing today, followed by heavy suffering from the disease of addiction. As the summer begins, ONA hospital-sector workload at 21 per cent. The InSite clinic opened in 2003, the first members have learned of an arbitration in North America, and has intervened in award setting the terms and conditions for thousands of overdoses, preventing deaths, SUN a new three-year contract. reducing transmission of disease and saving Saskatchewan ONA’s 50,000 hospital-sector members will dollars as well as lives according to numerous Patient- and family-centred care receive lump sum payments in each of the peer-reviewed studies. The site has received seminar inspires first two years and a 2.75 per cent across- exemptions from federal laws which keep its the-board increase to all classifications in Building from the success of their March staff and clients from being prosecuted for year three. The award also provides benefit, 2010 Patients and Families First workshops, possession or trafficking of controlled premium and vacation improvements, including SUN developed a one-day seminar to provide substances. health benefits for retirees. There are also continued education on how to improve improvements addressing professional issues, Despite two BC court rulings that determined patient- and family-centred care, the necessary leave issues, health and safety and contract that this provincial health service has the right practical tools required to enhance delivery enforcement. to exist, the Conservative federal government of care, and to provide an opportunity for is appealing to the top court of the land to front line nurses to aide in the growth and The provincial government has called for a outlaw this health care service. advancement of patient- and family-centred two-year public-sector worker salary freeze; care (PFCC) in Saskatchewan. ONA believes that the award addresses the priority issues of members while also consid- UNA SUN members already provide PFCC on a ering and applying the restraint mandate. Alberta daily basis, and yet they have asked for more The union is now in provincial bargaining Survey says: Nurse shortage educational opportunities to enhance their continues existing skills and develop additional practical for its Community Care Access Centre and tools for delivering PFCC. Nursing Home members. According to a recent survey conducted by UNA, most weeks, 75 per cent of the The seminar was open to SUN members, In addition to the award, ONA is beginning province’s nurses work over and above other valuable health care team members, to focus on the upcoming provincial election their scheduled hours. Sixty-four per cent key stakeholders and decision makers. SUN which will be held in early October. The of full-time nurses and 81 per cent of part- worked closely with PFCC educators Joanna election will see voters choose between a time nurses reported working additional Kaufman and Julie Ginn Moretz, from the third term for the Dalton McGuinty Liberals, hours. Over 55 per cent work six or more Institute for Patient- and Family-Centred Care the Tim Hudak-led Progressive Conservatives extra hours, most of it not at overtime rates. in Maryland to develop a seminar that would and the NDP, led by Andrea Horwath.

20 MNU Front Lines Magazine Issue Three 2011 Acro Informationss and issues Cfrom acrossanada the country

NSNU NLNU A new grievance process Nova Scotia Newfoundland and Labrador Grievances are best resolved through Difficult round of bargaining Dealing with excessive overtime honest and respectful discussion. This is the premise behind a new grievance process Tentative agreements were achieved by The Senior Joint Quality Worklife Committee, that will be piloted at Western Health the members of the Provincial Negotiating The Association of Registered Nurses of beginning this spring. Committee (PNC), a duly elected committee Newfoundland and Labrador (ARNNL) and under the Constitution of the Nova Scotia the Newfoundland and Labrador Nurses’ The most significant change to the grievance Nurses’ Union. Union (NLNU), released joint guidelines process is the addition of an early intervention titled Excessive Hours of Work: Professional component. This means that before a Soon after, NSNU members voted to ratify and Union Considerations. The document grievance is even filed, NLNU members and the acute care and long term care collective addresses concerns over registered nurses managers will be encouraged to resolve agreements by 55 per cent. Only 31 per cent (RNs) working excessive hours and the impact issues through collaborative discussions. of the total membership voted (via online this can have on quality of care and patient and phone-in ballot) on these agreements. The pilot project places a strong emphasis on and nurse safety. Despite the low response rate the NSNU communication by those directly involved was compelled to accept the tentative The guidelines provide RNs in direct care, to resolve workplace differences as quickly agreement under the constitutional management, and other leadership roles and effectively as possible. This will not only requirement for a majority vote (50 plus 1). with strategies to consider when working, support more timely grievance resolution, or requesting others to work, excessive but will help build better and more supportive The new agreements include a 1 per cent hours. It is based on the premise that RNs work environments. wage increase in each year of the two year are responsible to provide safe, competent contract – a bargaining pattern that had been In addition to new steps and timelines for and ethical nursing care under all circum- set in previous negotiations with other health an early intervention component, the pilot stances; yet, at the same time, RNs have the care unions in the province. The NSNU project includes slight modifications to the right, as well as the responsibility, to take decided to propose a two year agreement actual grievance procedure. NLNU and care of themselves. instead of three in hopes that the PNC Western Health have worked closely to could break the 1 per cent trend. The guidelines outline a number of strategies develop training materials and to launch for RNs to consider, including: the project in the region. The PNC was pleased to negotiate new and improved language including the elimination • Identify with an immediate manager, any Discussions are also ongoing with Eastern of mandatory overtime as well as, significant limitations/restrictions to their ability to Health on the introduction of the new increases in leadership and education safely provide care, including a reflection process within that health authority. premiums. These premiums will be paid in of their level of fatigue; a lump sum each December, a change that • Request an appropriate assignment based was recommended by the membership. on their capacity; and Clearer language around these premiums will also enable employers to interpret the • Prioritize activities that are necessary to be language more consistently across the done and activities that can safely wait to province so that more nurses gain the be dealt with later in the shift or during maximum benefit they are entitled to. the next shift. The NSNU will be back at the bargaining Short and long term strategies for managers table in the fall when this current contract are also outlined and address consideration expires on October 31st. Talks continue for of skill mix, support mechanisms for RNs Across Canada is compiled from member the VON and later this fall for nurses employed working extra hours, patient care assignments, websites, media clippings and submissions from member organizations. by Canadian Blood Services. and resource allocation.

MNU Front Lines Magazine Issue Three 2011 21 T OR

EP BEFORE YOU BECOME ILL OR INJURED: R The Disability and Rehab Plan S (D&R) and its predecessor the n Understand your D&R Plan: • Review related information at ON LTD plan have been in place TI www.hebmanitoba.ca; A since October1988. Our union • Request a Disability & Rehabilitation EL Benefits brochure from your employer R

members encounter far less or HEB Manitoba; R

U problems than in the old MHO plan, n Discuss maintaining your D&R coverage but we still have members who with your Human Resources/Benefits ABO Department prior to starting a leave of apply late, think they need not absence; and

U – L apply for D&R while on WCB and n Plan for a possible illness/injury by N

M believe they will automatically be keeping up-to-date with your personal finances and how much banked sick accepted for Disability Benefits time you have available. Pension & Benefits with minimal medical evidence. Review IF YOU BECOME ILL OR INJURED, IT IS Members should always apply for IMPERATIVE TO DEVELOP AN A-B-C PLAN: Bob Romphf, Labour Relations Officer – Benefits D&R if they are off more than two A – Action Plan to three weeks in ALL cases and Develop an action plan to assist you prior to leaving work, when applying for D&R Benefits, especially if they are off due to a or while receiving D&R Benefits. For example: WCB Injury or a MPI Claim. They n Contact your Human Resources/Benefits need to have their physician and Department; TIPS n Review your finances and banked sick preferably specialist provide very for time. Do you have enough banked sick SUCCESSFULLY detailed, specific, objective medical time to use throughout the entire 119-day APPLYING FOR evidence as to why they are disabled. Elimination Period (waiting period); and n Ensure you have a family physician. D&R BENEFITS If members have questions they B – Backup plan should contact HEB or Bob Romphf n If you do not have accrued sick time, – LRO Benefits at the MNU Office. contact Service Canada for information Statistics indicate one in three HEB has provided detailed regarding Employment Insurance workers will experience a period of Sickness Benefits; and information for members as to long-term disability. It is important n Review your personal finances and to understand your Disability and how and when to apply for determine where you may be able to Rehabilitation (D&R) Plan and how Disability and Rehab Plan Benefits. reduce expenses. to apply for D&R Benefits should you become ill or injured. C – Contact List Create and maintain a list of all contacts and The HEB Manitoba D&R Plan is appointments related to your illness/injury. pleased to provide you with tips n Record names and contact information, for being prepared in the event the date and time of appointments, and of a period of long-term disability a summary of conversations. Your contact and for completing your D&R list may include: claim application. • Physician(s) • Specialist(s) • HEB Manitoba Contacts • Other insurance provider(s): WCB, MPI, CPP, etc. • Physiotherapist(s) • Chiropractor(s) • Counsellor(s)

22 MNU Front Lines Magazine Issue Three 2011 WHEN APPLYING FOR D&R BENEFITS: n Have your physician submit all applicable n Maintain your D&R coverage up to the medical documentation that supports your date you are eligible to receive D&R claim. This may include clinical reports, DDoubleDoubleouble Benefits. If premiums are not paid, your test results, lab reports, consult reports coverage will terminate and you will not and hospital discharge summaries. be entitled to D&R Benefits. n Ensure your physician completes and dues submits the Statement in a timely manner. dues n REduesFUND REMINDER Be mindful of deadlines and apply early! The sooner your completed claim Your D&R claim cannot be adjudicated application is received, the sooner HEB until all completed claim application You may qualify for a Manitoba can assess your eligibility for forms are received by HEB Manitoba. refund of the PROVINCIAL D&R Benefits. n Ensure the information you and your PORTION of your MNU physician provide outlines the frequency, dues deducted by your severity and duration of your symptoms. WHEN COMPLETING THE MEMBER employer, if you paid STATEMENT: n Your physician must clearly outline your MNU dues at two or more medical limitations and restrictions n Answer all questions completely and facilities/employers. including what has changed, what job accurately. Ensure all required information tasks you can no longer do, and why. Union dues consist of is provided. Your claim may be delayed if two components, the information is missing or unreadable. PROVINCIAL and LOCAL. n Provide all your care providers’ names KEEP A FILE THAT INCLUDES: and contact information. n Dates of past and upcoming medical Only the PROVINCIAL n Provide information regarding your medical appointments and tests. portion is refundable. appointments and treatment plan, n Copies of your completed application including frequency of appointments, forms. PROVINCIAL DUES dates of next appointments, specialists’ n Copies of all clinical reports, test results, n $26 per pay period x 26 pay periods = $676 referrals and tests or procedures. lab reports, consult reports and hospital n Local Dues (varies from local n You may send additional information to discharge summaries, where possible. to local – range is from $1 - $8) support your claim. n Copies of all correspondence from HEB n $X x 26 pay periods = $XX n As job descriptions the D&R Department Manitoba and if applicable, other insurers this amount is NOT refundable receives are often general, you may want (WCB, MPI, CPP, etc). to provide additional information specific n A list of related contacts. EXAMPLE to your job. You have been deducted $31 in union dues n Complete and sign all forms, authorizations in one pay period. $26 is the provincial and documents provided in your application portion while the remaining $5 (31 - 26) CALL THE D&R DEPARTMENT IF YOU is the local portion. You would have to package. Send originals to HEB Manitoba HAVE QUESTIONS: have 26 pay periods with dues deductions and keep copies for your records. totaling $676 (26 pay periods x $26) n Phone: (204) 942-6591 before qualifying for a refund. If your total n Toll-free: 1-888-842-4233 exceeds $676 (without the local portion) WHEN YOU HAVE YOUR PHYSICIAN then you are eligible for a refund. COMPLETE THE ATTENDING PHYSICIAN’S (outside Winnipeg) STATEMENT: n Ask your physician for a copy of the ------WHEN CALLING THE D&R DEPARTMENT: ------Statement and all supporting Forms will be available documentation. You will be asked to verify your identity in the Members Portal on to ensure your confidentiality. n Ensure all questions are answered December 1, 2011 completely. If your physician does not n Know your claim or contact ID number. and the deadline answer all the questions or provide sufficient n Provide your first and last name, for forms submission is detail the D&R Department will need to telephone number(s), the purpose of January 31, 2012. request additional information, which your call and a time that is best to reach Cheques will be issued by will delay your claim decision. you when leaving a voicemail message. mid-April 2012 and you will receive a T4A in 2013 for the 2012 refund.

MNU Front Lines Magazine Issue Three 2011 23 MNU 2011 BOARD OF Committees for the 2011 Term DIRECTORS * Denotes Chairperson

Sandi Mowat, President Executive Committee Help us keep * Sandi Mowat, President Donna McKenzie, Vice President Donna McKenzie, Vice-President you updated Holly Cadieux, Secretary Treasurer Holly Cadieux, Secretary Treasurer postal Bluma Levine, Member-at-large Karen Taylor, Assiniboine Region Kim Fraser, Member-at-large code Marguerite Smith, Assiniboine Region Sheila Holden, Member-at-large If your contact information has changed please contact Marija Cathy Jensen, Brandon Region Finance Committee Tisaj at 204-942-1320 or email Sherie Tomiski, Brandon Region * Holly Cadieux, Secretary Treasurer Sandi Mowat, President [email protected] Cindy Hunter, Central Region Donna McKenzie, Vice-President Christie Ginter, Central Region Cindy Hunter Colleen Johanson email Karen Cockerill, Churchill/Burntwood Region Dana Orr You can also visit our website at Tracy Bassa, Eastman (North and South) Region www.manitobanurses.ca and Education Committee Kathy Nicholson, Interlake Region * Lana Penner change your contact information Maryann Fetterly, Nor Man Region Bluma Levine by logging into the Members Karen Cockerill Shaunna Watt-Dorscheid, Parkland Region Marguerite Smith Portal and updating your Tracy Bassa Colleen Johanson, Seven Oaks Local 72 account information. Debbie Winterton, Victoria Local 3 Nominations Committee name * Charlotte Adolphe Carol Shand, Misericordia Local 2 Amanda Bouchard If you are no longer a MNU Karen Cannell-Jamieson, Grace Local 41 Yvonne Oxer

member or are receiving this number phone Sheila Holden, St. Boniface Local 5

Resolutions and Constitution newsletteraddress mailing in error please Diana Martinson, St. Boniface Local 5 * Kim Fraser contact the MNU office at Cindy Hunter Amanda Bouchard, Concordia Local 27 Sheila Holden 204-942-1320 so that we Dana Orr, Riverview Local 1a can update our records. Discipline Committee Kim Fraser, Health Sciences Local 10 * Christie Ginter Lana Penner, Health Sciences Local 10 Charlotte Adolphe Kim Fraser Charlotte Adolphe, Winnipeg Long Term Care Region

Bluma Levine, address Winnipeg Community and Health Care Region postal code postal cell# email address email

phone