.~.,..

May 16 1997

HEALTH SCIENCES ASSOCIATION

Dispatches SASKATCHEWAN

HBAS: A GA77-IERING PLACE FDR HEALTH CARE PRDFEBSIDNALS We could lose everything. ~th 550 members (compared to 16, 500 in SGEU) the upcoming Practitioner vote is, for HSAS, a

crisis of continued existence . But crisis means both danger and opportunity. We know the danger. We also know that before us is an opportunity to truly enhance and fulfill our identity as a union of professionals . We cannot say in advance what the character of our union will be after the vote. What we can say is that HSAS will provide a gathering place where professionals in Health Care can meaningfully participate in a conversation about their own future.

TH£ UPCDMING . PRACT/TIDN£R UNIT VDTE HOW MANY PEOPLE ARE IN THE

PRACTITIONER UNIT? We estimate that there are approximately 1600 to 1700 "practitioners" in the Saskatchewan Health Districts. HSAS and SGEU each represent over 500 practitioners and the remaining 600 or more practitioners are members of CUPE, SEIU, SUN, or currently non-union.

WHO WILL VOTE? This is a province-wide vote which includes all currently union and non-union Practitioners (see Table"C' page2),employed in any Health District as of January 17, 1997(when the Regulations came into effect)and who continue to be employed on the date of the vote. This includes full-time, part-time, casuals and employ~ on leave. ..,. .. - n -

WHO IS ON 1HE BALLOT? The Dorsey Regulations apply the Trade Union Act formula: a union with 50% + 1 of the members is automatically certified, unless any

I

other union has 25% or more, in which case a vote is held. Because both HSAS AND SGEU have 25% or more they will be on the ballot. ( It is not expected that any other union will be on the ballot. )

WHAT AM I VOTING FOR? You are voting to determine which Union will represent your interests in bargaining, grievances, etc. for the Practitioner Unit.

WHEN WILL THE VOTE TAKE PLACE?

The targeted date set by the Labour Relations Board is the week of June 16. The exact date of the vote will be set once the manageriaVconfidential exclusions from the unit are determined, and all eligible practitioners are identified in each Health District.

HOW WILL 1HE VOTE BE CONDUCTED?

Due to the complexity of conducting a province-wide vote the LRB has decided to

conduct the vote by 'mail-in• ballots . This will allow the best opportunity, given work schedules and distances from district centres, for all eligible Practitioners to vote.

WHEN WILL THE VOTERS LJSTS BE AVAILABLE?

Votets lists must be posted In eve,y Health District for all practitioners to review by the end of May, In order for the vote to occur in mid-June.

WHAT ABOUT PRACTITIONERS IN AFFILJA TES?

All currently union practitioners in the affiliates are eligible to vote. However, currently non­union practitioners in affiliates will not be eligible to vote unless the majority of the non­union practitioners in the affiliate "choose to be represented by a traden union" . under the Regulations gjQ[ to the vote.

WHAT HAPP~NS AFTER THE VDTE? 11·1NTJl,U'lf!M10(XJRWJUlB\'f aNJINl1'

If HSAS wins the vote, all practitioners will be represented by HSAS. I lom!ver, every tution member will keep their fonner collective agreement lllltil HSAS negotiates a provincial mast.er agreement to replace the SGEU, CUPE, SEJU and SUN agreements. Until then, I -ISAS will administer the other tuti<>11 agreements including dealing with outstanding grievances.

Wll4T Al10UT FORAIERLJ' !VONVNJON Pll4CIT110NE1lS!

llie terms and conditi<>11S of employment of non­tulion practitioners will continue tuitil I lSAS

Jk..>gotia~ an agrreinent to bring th~ pmctitioners into the HSAS agreement. IJ'1l4TAIJOUf 'HEITffi.11 IAN' J>JlOJ'1SJONS'! llie policy of HSAS is to negotiate w1y 1Jelter-than' ten11S ruxl conditi0l1S of practitioners who come from other lUUOllS or who currently have ot1t-ot: scope benefits.

WJU ~~ERJ,1CE' AND 'SENIORin ' JJE RECOGNIZED?

( I) ht Health Districts: llie Dorsey Regulations rc..11lire Uu,t the 'settiority of all fonnerly rn1ion practitioners ru1d tlie 'servire' of non-1u1ion employees will be credited on Ute "sanie ~Lc,is" as

1u1ion seniority. (2) In Alli)iates: Seniority of tulion employees is guanu1t.ed on Uie same oosis. I lom!ver, the Doraey Regulatia1S me sila1t Oil tlie issue of service as seniority for non-tuu<>11 inctitionern of Affiliates. If tlie majority of each affiliate group of 1\011-1.ution practitioners 'opt-in' rutd are thus placoo <>11 the voters )isl, it will be necessary to negotiate "service" being cralit.oo a~ "settiority". The HSAS position is that on the basis of faimess and equity, we will tl..-cognize "service" 11s "seniority" on the same basis for these gmups of practitioners.

THE TECHNCLCl31STS1

CORNER

Close to 300 fonner I lSAS echnologists, involuntarily transferred into

~

EIU in Saskatoon Health Districts on · arch 14, J 997, may be in the same

tuation as fonnerly non-union eclmologists province-wide, who were

placed into the provider unit in each Health District. 111ey were "non-members" at the ~itue of their automatic certifications and

many feel they have the right to refuse to sign SEIU 'membership cards'. SEIU may not have the right to penalize fonner I ISAS Technologists as long as the latter continue -lo pay union dues to SEIU.

·nus individual rul.d conumuw act of 'resistance' could, however, have other implicati011S. NotHnembers aumot be di~iplined by a tu1ion for failing to respect a lawlill ~1rike;

hut, 11011-members au1 l~ barred from pirticipatuig: in tu1ion activities, holding tu1ion ollice or voting <>11 ratification of a collective au-gaining agreement.

1l1e Lahour ReJati<>11S Board would rel calloo 1qn1 to detcmune mtetlier Ute HSAS tec)u10logists are required, as a matter of law, under tlie Trade Union Act to sign SEILJ ... , ~nembership ~ a-, a 'condition of employment'.

7/l& ·~s/ls S7()~

For three years the unions in this province fought over how lo re,lructure bargaining units in response lo lhe government's health care reorganization based on a so-called "wellness model". ll was forecasted by the major union stakeholders that the labour relations system of settling disputes would be .overwhelmed if it had lo redefine appropriate bargaining units and union jurisdiction in 30 diff erenl districts.

The 'solution' that CUPE, SGEU, SEIU and SUN arrived at was lo propose that the Government establish an independent Health Labour Relations Commissioner lo make recommendations on how bargaining units would be restructured.

Now we all know that Jim Dorsey was the person appointed lo head up this commission. Whal most people are not aware of is that all the unions but one agreed lo this process. The one voice of dissent in the general clamour for Dor~ey was the Health Sciences Association.

For our union, mandating an outside commissioner lo impose an all-

THE POLITICS OF HEAL 1,1·1 CAH.E l{EFOl{M 'Pdllt 2

Wl·IY "fl-IE DOl{SEY COMMISSION 1-IAD ·ro f?AJL

embracing restructuring and redefinition of relationships and rights for trade unions was a forced solution . Instead of allowing representation issues be sorted out naturally and democratically over time through the quasi-judicial (Labour Relations Board) process, the Dorsey commission acted within a specific time f rnme.

Under time constraints even the best of us will succumb lo external pressure--and the sort of 11 lh hour pressure brought to bear upon Dorsey to preserve intact the existing status quo of union representation was enormous.

For a smaller union like Health Sciences, the Dorsey solution was al best a minor reshuffiing elaborately disguised as a radical reorganizing effort. One might be templed lo see this as simply politically motivated self-deception -- laking oneself lo be doing one thing while doing another.There was however~ something rather more insidious behind the mask of reorganization.

Using the language of integration, efficiency and rationalization of service delivery and

union representation. Dorsey concealed a fundamental discrepancy. His forced solution --a hybrid of bureaucratic indusll'ial unions with a regionalize<l conununily oriented notion of 'wellncss'-­was conscious and deliberate.

This is. of course. precisely what one might expect when the c1uasi-judicial process succumbs to the rank patronage of powerful special interest pleading. Because extending the virtues inherent in the wellness model by creating a labour relations climate that truly promoted the health of health care was never the primm)' objective of the Govemmenl. Dmsey. m the biggest unions. the whole project of reorganization of labour relations l,u,I lo fail.

If there is something lo be redeemed from this failure it will. we suggest be found within the kinds or occupational communities HSAS has struggled to define in the last 25 years.

Part 3 of "The Politics of Health Reform" will focus on HSAS as a clue to unde rstanding genuine health reform.

PRACTITIONER UNIT WHO WILL VOTE?

T h e d e fi n i t i o n o f " h e a It h s u () I) o r t I) r a c t it i o n e r " i n th e R e g u l a t i o n s i n c I u d e s h e a l t h s e'c t o r e m p I o y e e s i n t h e o c c u p a l i o n s I c I a s s i fi c a l i o n s I i s t e d i n T a b I e C b e l o w . T h e L R B will add employee names to the Practitioner Unit if the employee " • . . is in a position that requires, as a minimum, registration pursuant to an Act giving the exclusive right to use a title or ,lescription of an occupation liste,I in Table C .•• " [Clause 2(h)]

TABLE C--rc1ause 2Ch>1

Groups Represented by HSAS:

Assessor/Coordinator Dietitian Exercise/Conditioning Therapist Occupational Therapist Orthoptist Perfusionist, Clinical Pharmacist Physical Therapist Psychologist Psychometrician Respiratory Therapist Social Worker

I

Speech Language Pathologist

Grouus not reoresented by HSAS:

Addiction Counsellor/ Therapist Adjunctive Therapist Audiologist Certified ProsthelisL & Ortholist Dental Hygienist &Therapist EMT &Paramedic Health Educator Inf eclion Control Officer Mental Health Therapist Music Therapist Nutritionist Opthalmic Dispenser Public Health Inspector Recreation Therapist

A 1TEN110N VOTl1lS Ill

Voters lists and lists of r11a11agementlconfide11tial positions to be ~xcluded, should be posted at eve,:v facili(v py the end of Aiay. It is very important tl,at veryone check that their names are on he list. You cannot vote if vou are 11ot 011

.he list. Contact the LRB or our Union ij ou believe other names or classifications

,~hould be added.

Tl,e LRB is limited to ,tetermining who is;

~

·n the Practitio11er Unit for the purpose of he Vote, but is prohibitetl for a perio,I of hree (3) years from making any changes .o bargai11ing units created by Dorsey.

WHY CHOOSE HSAS? A note 011 our unique contract. Unm camm are cps-lq¢

e;,qmB(llS c:i ~ JUlXKS alll il~ ntey are unma1i2lll in 'Aatces mud1 cbail tic Jl{mim md mks IJ)\6Illl~ tic 1~in4lip llmmten~mden~

:tvbt cf m, c:i cwr.l\ are m <nBlC15 cf tl~jxmci catra:1l.el pmdm. No ebb tllis is ma~ rur \\OOdi1e is in~ put inflwurl ~ a n~ cf infrmal 1mns, equieim, aid pa:tices On w~ ~DlDSy , 31.d C\me gndelly thrrugh irma1icl1 with eai1 alu, (aid with ~~Cl"~) .

1'-b\r )W \\UJk1 tlw~ tin it is pw.cdy ti~ !115 cf inmml JJa:1m md 1011,s tin arae at cf tic experiena cf \\ak grap; \\loch ultinllldy ~ ti~ unm with tic \us md ~ EilS tlu are bniglt to tre ~ning twle. Unfaturedy, irmmy grap; ti~ EilS lfflJ' !J1 k> tre laJle.

nlisislxla~tnditmllly. nm \\Clkas mil mm ~ a1Hn;:hsve rurea.aai; lDlDlS.

Std1 mlicJis ck:i:lmitc ~ lxuflls aad ctlu m-ualllll ~ bml 1n tµ11 tie exp!li eJ'la!S cf putkular gro.p; tu lalu at IJim)l tresd, md 1~ cf'~m't$ a µnitv'. n~ o1s cf puvisialS rue snper 1o mq¢11 lml~ tie 3lti is to na:11 a \non-we a· 'm1um1cb1unmo'.

UnfC1twaely, ma~ kN in tlc 'all­irdtme' tPuic aiµm :h is tic llllQ.£ md putnJlar ilmtSs cf Ollptticld groJpi. 11c itllivnlal ~ rud tl-c camuulit.y ti hmm cf Cle ga~ is lil<dy to re drowrw::rl at~ tie lo.m nue cbnilat daims cf 1aJlJ'( gaupi. In tlt5 1m1uu\\Cll(asa1egndElly .Rm.u towtloo11 to tic &llll:U :~ cf !Pmll tradHJcy l:nnt£

'cblmicakxf. . To re~ tlrre is ~is a 1ml foc

'gi\e run lake', run u unicns to pa1nc i a reaam mlaar.ing cf iliat!Ss.11e IJWOU is tin tlWf)t tlrre miglt re ore tlw1g5 all ganp; c:f \\Clkas will sime, tlrre are aw 001ri11S tin

nae 001 gio..p tuliqoo aid sne lo distiuguish dillerot CXl lUll.U~cfllieres.

A1 HSAS \\e lme MYc\\S ah,W1tfd lhat a wmn if it is to re ,\atl1 m~thing. nut 1dhi 1lxUl lll.$ \\-illC it Ullllls -te .C'Ulll$ 310 CX)lllly in tQ)ltmting all \\Clkcfs..iud 'dillaam ntae it n1iias-e.g. altiwk'iiliga ptf~rucarn1auti~y cf ilmta.

Nqµiating mmm at HSAS has al\Vcl)'S lxat a 4n,111ic rud cb11oat11ic IJ'Cll:$ wtrre ca::h gtwp is rn ja a:nng rut a loot rep~ role b.i. in tu is caeitliicn1lly 11n1ehted to putDJlllC in a n~ning(id aid signifaaml \\HY.

Unum co11trac.1s may look tl,e same, but ,lo not be f oole,/! 11,e H ... \'A.S c:011tract, as J'OU nil/ see i11 tl,e examples belmJ.~ /,as sla,u/ard co11trad clauses as well as articles ,.,f,icl, reflect a 1111iq11e a11d particular c:ommu11ity of i11terest-aW! tJ,at , 1-us bargai11ed by a11d for prof essio11als I

HSAS CONTRAC1, HJGHLJGH1~'

RECOGNmONOF PREVIOUS EXPERIENCE

AJticle 14.(U... nus provision mtUires u~ employer lo ploce iroividuaJs into a Sllaiy raaige oomnx:a&ll3fe with their eq>eriei100. 11ie HSAS conua:t has 6 or 7 wage io;renm ~ Witlt Olle }'31" of eq>eriei~ ire employee is phml al gep 2~ with t\\O years at gep three~ etc.

SENUUIY&HlJ.lOIXM AJticle 16.06- ''When, in the discrdion of the lopital, qualifJCations, mifability and m.perience ~ to 1JeJfonn worl< are relatively equal, seniority shall be the deciding factor''. SiI~ ~ are 'ew::ation orieotal' they prerer ti~ aoove kiln of 'relative ability' provision over tlie ~dard 'mininnun qualificati011' or

during: -education lan'C UI) to twcnty..fwr (24) mooths''. ~ tlie ea1tpl1c1Sis in Ulis type of provision is promotion of oou:atiolt lUIDURUIYOFH!NEfJIS Alticle 24.02 Reinstatement of Benefits: "Any HSAS Member ,,ho tenninatcs fn,m one (1) E1111)loycr and who L1 employed within tluw month.~ by another employer an'CfCd by d1b agnuneut, or with the same ema)loyer, shall transer. (a) unused sick leave credits eamcd in the 1wt twe11ty-fwr mond1 J)eliod; (b) nut lt'£.ent vacation accrual rate, and, (c) M<S m:.ent salary stq>."

"On com1)lcoo11 of 112 t)nid hrurs ru1 additional un1)aid day <11-cst shall be scheduled to be taken in d1e following twenty­one day t>eriod." Evciy cmplO)a! is entitled to 17 Eanxxl Days Off (EOO) l)!r year. Uiree of which may be oonked and taken 001~vely. (Certain local practices plU\·ick ac:tlitional fle'<lbilily.)

VACATION CREDITS A11icle J 1.()4

1-5 years- 15 days 6-16yrs-20 days l 7-29yrs-25 days 3o+yrs-30 G'l)'S

basic provision for incidental personal vehicle use-$0.27 !kin and minimwu $3.00 per row1d trip. In addition to this, we have a 'Letter of Understanding' providing a $75.00 pe1· 1nonth 'stipend' for employees required to use their own vehicles on a regular daily basis--(SDH-Commw1ity and Mental Health Services) 'JOB SHARING' AND

'FLEX- TIME'

srniority-<lmw callract language. be oovantageoos in a provinoo-

EDUCA110N LE4 VE wide practitioner oorg;uning w1iL

This article assures JX>I1ability of the aoove benefils when an cat~ takes a in;ition in a dilfemll HealU1 District nus will

NOTE: 11-cSGELJ/PSC agrw1ut does 1n p~ for 20 G1)'S V001tion w1lil Ute eighth year of ~; }10\\cver~ it docs provide for 30 days ,001tion aflcr 26 )~Us of~ . TRANSPORTATION

ALLOWANCE A11icle 19. 06 nus is the

l1n1gh there arc no oontmctual provision.s covering Uiere items. HSAS has negctiatoo a 1iumber of 'LeUers of Underslmxling' 1~ng '.id>-sharing' and 'fle.x-unie' tailored to 11~ needs ofthc itxlividuals imulvC(l (Lcx:al cirwmstances aJ9J 111'1)' give ru£ to oodilional flc.xibilty to employees).

Miele 8.02(19-''Seniority shall be BANK DA YS-51514 maintained and mrtinue to accrue Artide 13.01 (ii)Ho,1rs of Work:

NEW HSAS CONTRACT HSAS--SGEU 10MPARE OUR UNION DUES!!

1'ernr: Jan/, /995 to Dec. 3/, /997

General Wage Increase: Ju~y 1196--1% Jan. 1196--1% Dec. 31197--1%

"Based ,m an income of $40,000 per year. HSAS dues are based on 1.15% of~ regular earnings to a mnxinuun of $35.00 per month. SG EU dues are c.alculatexl on

ff you have not received yo11r retro pay, , ,he ~is _of 1.50% of ~ r1/ease let us know.... e.ammgs with no maxinuun.

0166ER IS Nar BE1TER­IT'S JUSf £.XPENSl\ff:tt

$600+yr

$420yr .

IISAS SGEU

ERRATA

March 17/96 "Dis1mtches" ontaincd an error on 1>age 3.

n the issue of Stacking Evening/Night ml Weeken,I Premiums the sentence .hould read: "Employees working on an vening or night shift !!.t1. (not 'or') .veekends will receive $1.00 extra per .1our ... ". We apologize for any · nconvenience this may have caused

D DISPATCHES THE HSAS CONSTITUTION:

A Franiework for Meaningful Participation

~ lme }rlides, poorlJres ard ~ pvvithl by d,e IU?dl/1 !da1a?S 11c HSAS 1~1ting Carnniure ~dms-mia6lmeaCosituticluuxl J'/lifewo11s t11d OCXUJxiiotis a11,J to adm,1re d,e mn.ding to Att.idc 4.5(a) rurl (b) a ti~ By-UI\\S By-ums. 1Ui; HSAS Casihiim arxl By-lm\s an; !datlijic, tWational, prfewaui a11d EUM1omic ~,rmetlmjustawtarules,poorlJresmxl ,wlfare <( all. meniJers <(d,e ltait/1 ma,a?S ~l<Wilfu~ prfe.wmsa11docuqxtiats.

On- 1-wy cf struggle to n:nrun lll:re\IDt:Egi\eexplidtnx:ognilicJ1 to amn1lll5 md di.cutn .fian tl-e ~ 'all-irdt.me' pofesc;icnils rud pt{e$Kl~l ascn:ic'lt.iCl6 in a \\ey u101 bas signilkantly st~ am gunrl wr disin:t fiun tlc wsituticull langw~ ci <MlY Caii1ibfut mn By-1..m\S. We !le tll:re dnn1n11s dlu b:althcareunia1inSa~kttd6Wlt as ptMtiI1g a fiarre\\Ok er cnE.Xt within w.lich his by way a wr w1u1n1 shared ~Els in lllllth care can tqJtlu ailie\e a l:n:i<gJ.rulJ as pulm<lm \\-fl) rekug lo aemcmnmnity. Lai<, foc~ a ~13(1) ptfe$Kllll amilticl6 tin \\e lme lm1 role lo a wr Omibi.icn Jllltidpite in ti£ a-eatia1 a a wlia1 llR is wliqtdy In~ uith theprf'ewond. (ffll()(idio,,s <( ans. Alli ai:: cf tic nm signifiaml WJ}S \\e a/J. n,eniJer grwpr, to !MJJ}at d,e inpvvement <( µmi:pJteis tlurugh OO@Uning,

nu.a: "-meet uitl, members<( WI <( die pr;fewa,al, <JCU1Juit11ui a11tl cn1rxxite grouJkS to jillf111/t.ie d,e ad/i11e <( a CdlativeAgreenll!Jlt :ai!f admJ' to WI<( d,e gt'OU/kS11

•

Pmtidµ11ing is a "'<IY a Idb:ting md ruing lfllll tic mx-kl in ath to tmnsfoon it A1 HSAS \.\C kl\·e Ill lm1 tnllall to re nee sµ.rt1tcrs dµ:nbll q:n1 tie llu~ning 11

e.\}X'Jts11•

OJr Casitutia1 rud By-la\\s cb1nHa11e tin ti£ Mir tit ig feature cf ti tis u1 lia1 is tic cdi\e p11ticillJ{ia1 cl ptfCS:iia:ru gnuµ, oolkx:tMiy cmltilig rud tmrsooning tlrir penll rud future ax1muli~v.

----=-------=-----=------:-=-=----=-=-=•:=----- -- ·---=-=--·::...-.:::... .. Practitioner Unit Voters: Update on Pro,,incilll Meeti11gs

rom April through the middle of June HSAS will be holding meetings wilh groups of Practitioner voters to inform them aboul ur union. A typical agenda will include an overhead presentation followed by a question and answer period. Meetings have ,een held in Saskatoon, Regina, Melville, Yorklon, Swift Current, Moose Jaw, Kindersley and Prince Albert. Beginning May

19, we will travel lo Lloydminister, Meadow Lake, North BaUleford, Biggar.Unity and other centres . • ----=-=--=- - -- --=---=---·-------=-=---= ... =-• ::.--=-:-...:_:· ... ::.-= -- ::.-.:.-::.-.::.:•::-:-.:::

IISAS 1996-97 l'llOVJNCIAL IIXECU11VE COUNCIL

Dietitians Occupational Therapists Pharmacists Psychologists Social Workers

MEMBERS Solange Lamont, Regina General Hospital Susa1111e Adamson, Plains Health Centre. Regina So/maz N(vazi, Regina General Hospital MaryLou Guenther, Royal University Hospital Della Yarosliko, Royal University Hospital

Speech Language Pathologists Clinical Perf usionists Respiratory Therapists

Bill Feldbrugge, Royal University Hospilal Vacant Vaca11t

Home Care/ Client Natalie Horejtla, Home Care, Regina Assessment Services (CAS)

President Isl Vice-President VP Secretaryff reasurer

EXECU11VE OFFICERS 1'ed Makeechak, Physical Therapist. St. Paul's Hospital Natalie Jlorej,Ja, Physical Therapist, Home Care. Regina Bill Fel,lbruegge, Speech Language Pathologist RUH

BOARD OF GOVERNORS Ron Currie, Ed Dewhurst and Roberta Ekberg

DISTRICT COUNCILS Prince Albert, Regina, Saskatoon

In Meniorian, .?t is will, great sadnc.ss t/,at we note die recent passing of Jilldonna 'Tuwnsl,end. ~ldonna, a ,Cd,oratory 7,clmok>ttist, was instrmnadal in our 11nwns' s11ccc.ss~1l orgmization of tlie lab at &llatoon CitH 2/ospitul. !ller 1tiar1n personalillJ, positive approaclr and euer present smile 1t1ill be greatl!J mi.md b

0q tlie ,nanH wlw knew mul

lovtd lier. :Jn memor9 o/ ~onna tl,e 21 ealtl, .5ciem:t.s Jil.ssociatum c>/ .5uslwtcl,nvan made a donati,m to tlie .5t. r.Ea11f s 21 ospi'41l CJ>ullu,tive Cure 'U 11it.

.\'t1skatoon Office: (306) 955-3399 Executive Director: Tim Slallery Health Sciences Association Ft1x: (306) 955-3396 Labour Relations: Alice Robert of Saskatchewan Toll-Free: 1-888-565-3399 Administrative Assistant: Lynn Regier #2-3002 Louise SL Saskatoon, Sask. 87 J-3L8 Regina Office: (306) 766-4680 Regina Office (RGH): Roberta Ekberg

Fax: (306) 766-4964