NEW FOUNDLAN D A N D L A BR A DOR NURSES’ UNION NEWSLETTER WINTER 2014

Provincial Board of Directors MeetingFebruary 25 – 27, 2014

Joint ARNNL/NLNU MeetingFebruary 28, 2014

Provincial Board of Directors Meeting June 2 – 4, 2014

NLNU Provincial Election Nomination Forms to be returned June 27, 2014

Finance Committee MeetingSeptember 10 – 11, 2014

Council of Presidents MeetingSeptember 15, 2014

Provincial Board of Directors MeetingSeptember 16 – 18, 2014

NLNU 40th Biennial Convention November 4 – 7, 2014

UPC OMING EVENTS

I N SI DE TH I SI S SU E

2President’s Message

4The Clarity Project

12Education Corner

FOLLOW NLNU ON FACEBOOK (NLNURSESUNION) & TWITTER (@DEBBIE_FORWARD)

When the Nova Scotia Nurses’ Union (NSNU)

introduced the standardized uniform in the winter

of 2012, the reviews from nurses were fairly mixed.

While most welcomed the uniform, there were some

concerns.

Most commonly, nurses were concerned that their

personal sense of style would be compromised.

They also worried how a new uniform would affect

the way they connected with patients and families.

However, once the process was underway, nurses in

Nova Scotia became comfortable with the change

and many are very happy with the result, having seen

the overwhelming benefits of a professional looking

uniform to call their own.

NLNU wanted to get some feedback from NSNU

members about the introduction of uniforms, so we

conducted interviews with two seasoned RNs. We

spoke with Anne Jamison, who works in St. Martha’s

Hospital on the Mental Health Unit, and Deana

Dixon, who works in the IWK Children’s Hospital

on the medical/surgical floor (acute care and post-

surgical care). Both RNs had a lot to say and provided

valuable insight on introducing uniforms.

Both Anne and Deana were in favour of the uniform

when they heard rumblings that the change was

coming. There was a need for nurses, including

registered nurses, to become more visible in the

system and a uniform was the most effective way of

doing so. They realized that patients, other health

care professionals, and the general public were

looking for ways to “find the nurse” and felt this was

the answer.

continued on page 4

In Touch

Visit our public website: www.nlnu.ca

Visit our members-only website:www.nlnu.ca/mynlnu

FO R MO R E IN FO R MATIO N

MOV IN G? N EW EMA IL A DDR ES S ?

Please contact NLNU if you move or change

your email address. We’d like to keep you

informed on issues that matter to you.

Email info@nlnu.ca or call 709-753-9961

to update your information.

RNs of Nova Scotia Nurses’ Union Share Their Uniforms Experience

2

The new year has begun and

members can expect big, exciting

developments from NLNU in 2014.

This issue of In Touch explores

the issues of today and also gives

members a glimpse at what is on the

horizon for RNs.

One of the first developments will be

establishing a new collective agreement

with the provincial government that is

fair and reflects the bargaining priorities

of our membership. While this process is

ongoing and can seem stagnant at times,

our negotiating team is making progress. We

will continue to keep members updated and

informed throughout the bargaining and the

eventual ratification process.

This year also marks our 40th Anniversary,

which will be celebrated at our Biennial

Convention in November. What better way

to celebrate 40 years than to continue our

work on the Clarity Project. We will continue

to discuss the unique role RNs have in

the health care system with stakeholder

groups, the public, and our members. We will

highlight the positive impact of a RN’s skills,

knowledge, and expertise on patients and

clients. Of course, our efforts to distinguish

RNs in health care environments will be

assisted as we gear up to choose our colour

for a uniform. Watch for how members will

determine our uniform colour in the

coming month.

By the end of this year, we will have made

significant strides in declaring our identity

as RNs. No longer will RNs be lost in an

indistinguishable sea of multi-coloured and

printed scrubs. We are going to make clear

statements to the people of this province.

“This is who we are and what only we can do;

this is why we’re valuable; you will be able

to find us in our lime green uniforms.” Okay,

not lime green, but instead a colour of the

members’ choice that allows the public to

see us. Or just as importantly, will allow the

public to see where we aren’t. It will make

a powerful impression within health care

settings at a time when issues affecting our

work, like staffing levels, are a major concern.

However, RNs being more visible will not

solve our workload and patient safety

concerns. We have to be more vigilant in

using our Professional Practices Committees

(PPCs) in our collective agreement. Vital

tools like PPCs and documentation allow

RNs to build a strong case for the workplace

changes that they need. This issue of In

Touch includes an article on Professional

Practices Committees. It is a must-read for

members as it points out what a PPC can

do for you and your fellow RNs. NLNU can

provide Professional Practices Committees

guidance and support for your branch. The

PPC process works, but requires a strong

team effort.

It is going to be big year. Our goal is to raise

the profile of registered nurses and protect

the role we play in the health care system.

With every intention of making these great

strides, NLNU is ready to take on the work

and the challenges before us, just like

registered nurses do for the people of this

province every day.

In solidarity,

Debbie Forward, RN

president

Message from the President

DE BBIE FORWA RD

Sign up for myNLNU

myNLNU is a website just for registered nurses. By signing up for an account, you can access education information

and keep up-to-date on nursing and union issues. You can also

connect with fellow RNs in the discussion forum – to share ideas, ask

questions, and learn about things happening across the province.

Sign up today atnlnu.ca/mynlnu

3

IN TOUCH | WINTER 2014

BACHELOR OF NURSING REQUIRED

We have been seeing a disturbing trend

across the province. The Bachelor of Nursing

(BN) degree is appearing as a required or

preferred qualification for positions that

have not historically required a degree.

In some instances, the Treasury Board

specifications for the particular positions do

not specify a BN, yet employers are making

internal decisions to set the educational

requirement higher than those required by

the government’s own classification system.

Most recently, we were informed by the

Eastern Regional Health Authority that the

employer would be requiring a BN for all

nursing classifications above the level of

Nurse 1.

While we recognize that for some

classifications the baccalaureate, or even a

master’s degree, has become the educational

requirement across the country, we strongly

object to blanket policies that evidence a

complete lack of respect for the experience

of diploma trained RNs. Roughly one-half

of the registered nurses practicing in

Newfoundland and Labrador today do not

have a BN. Many of these RNs are performing

successfully in positions above the level of

Nurse 1. Some are excelling in temporary

positions and would now no longer be able to

apply for their own positions were they to be

posted permanently. It is unacceptable.

We have raised this issue at the provincial

bargaining table and an agreement has

been reached to fast track an arbitration

to determine the legality of these changes.

NLNU legal staff is preparing for the

arbitration and we will be adjusting our

arbitration schedule to obtain the earliest

ruling possible. While we are pursuing the

policy aspect of the dispute through the

fast track arbitration, we are also looking

for some strong individual grievances that

we can arbitrate arguing that appropriate

experience is equivalent to formal education

and must be considered. We encourage

diploma trained RNs interested in vacancies

above the level of Nurse 1 to continue to

apply for those positions even if they do

not meet the BN requirement and to file

individual grievances if they are unsuccessful.

Essentially, we have two legal arguments

available to us: one based on whether the

new requirement itself is a violation of the

contract, and the other arguing that even

if the employer is successful on the policy,

individual diploma trained registered nurses

may still be able to win an arbitration based

on “equivalent combinations of experience

and training.”

I refer you as well to the BN 2000 letter

found on p.220 of the Provincial Collective

Agreement. This letter not only protected

us against layoffs based on the BN

2000 requirement, but it also gave us an

avenue to police the addition of a BN as a

requirement for positions not previously

requiring a BN. That letter will be critical

to our legal argument. Interestingly, the

employer has proposed deleting the letter

from the contract. Maintaining this letter

in any new collective agreement is and will

remain a bargaining priority in this round of

negotiations.

We will provide updates on this dispute as

the arbitration(s) proceed.

Message from the Executive Director

JOHN VIVIAN

The new collective agreement will be sent once its achieved…and will be made available online at www.nlnu.ca. It will be prominently featured and easy to find on our website so that members can efficiently access the agreement. Members will be contacted to determine if they would like a printed version or online version.

4

Clarity Project: A better identity for registered nurses

RNs of Nova Scotia Nurses’ Union Share Their Uniforms Experience

“I worked on a unit that could have challenged the uniform because it’s a mental health unit, but we conducted a mini survey and chose not to,” said Anne. “Our patients don’t say we look like intimidating figures of authority. As a matter of fact, they have made comments on how professional we look, and say, ‘Now I know who my nurse is .’ So this myth that it’s a terrible thing for psychiatry, we have not seen that over the past two years.”

Both RNs acknowledged that since uniforms became a part of their workplace, there has been another significant impact. Suddenly, it was clear how few nurses there were in certain units. The uniform not only highlighted nurses who were there, but also made it very noticeable when they were not. This is a very important feature considering that nursing unions across the country are facing cutbacks and shortages. In Nova Scotia, a lack of nursing staff is now visible to all.

The RNs also received positive feedback from other professionals. They were told how “together” and “professional” they looked and that they made a real presence in their black and white uniforms. This made the RNs in Nova Scotia feel proud and connected. They were suddenly a visible group; one to look for, one to seek-out. It united them in a wonderful way.

Once a couple of supplier issues were ironed out and the uniform introduction became a more smooth transition, Anne and Deana stated that their colleagues who worried about losing their own personal style were put at ease. While their uniform must be black and white, there are many style options, allowing for flexibility in uniform choices. Beyond style, nurses have been adding a pop of colour in numerous ways. For example, some nurses wear coloured shoelaces and footwear. While these RNs remained visible in their uniforms, there were still ways to express colour and individuality.

“I liked having my colourful scrubs and cartoon tops but, knowing that as a professional, it’s what you bring to your role more so than what you wear that makes us connect with our patients and families,” said Deana. “I thought it was a great logical next step and I thought it would help with the visibility issue.”

Overall the introduction of uniforms in Nova Scotia has been very successful. With change comes new challenges and opportunities. Seeing the success in Nova Scotia is exciting for NLNU, and it also provides us with valuable insight on how to make the process as smooth as possible for members.

NLNU was encouraged by the feedback from RNs in Nova Scotia and by hearing them reiterate that, “Uniforms provide real potential to be a stronger, more unified and visible profession.” We look forward to engaging our own membership in the next steps of the uniform process.

continued from front cover

In order to plan and evaluate the Clarity Project and its strategies, we gathered data (mostly through a number of member surveys) at four points in time during the life of the Clarity Project:

SUMMER 2011Initial needs assessment, baseline data

AUGUST 2012Asked questions specific to Clarity Project during our Annual Report 2011-2012 data collection

FEBRUARY 2013Evaluation of Clarity Project strategies to date

AUGUST 2013Asked questions specific to Clarity Project during our Annual Report 2012-2013 data collection

We are in a position to compare and contrast our members’ views about the Clarity Project strategies at these points in time to gauge if perceptions are changing. While we have experienced successes in the Clarity Project initiatives, we also recognize there is work left to be done. Below are some findings from our data collection demonstrating the success of the initiatives to date.

It seems more RNs are embracing the Clarity Project and actively participating in efforts to clarify the role and value of registered nurses. Consider the following a Clarity Project Progress Report. It highlights our growth and members should be proud as it would not be possible without your support. Together we’re building a clear picture of registered nurses and with this momentum we will continue to build on our success.

Clarity Progress

In November, Clarity Project Ambassadors received texting gloves from NLNU as a token of appreciation for their support of the project. Want to become an Ambassador? Email clarityproject@nlnu.ca to earn Clarity Project swag and a chance to win cool prizes in monthly challenges.

5

IN TOUCH | WINTER 2014

FAMILIARITY WITH THE CLARITY PROJECT

Here you can see that member familiarity with the project has grown rapidly to 80%. That’s a 27% increase in member awareness in just one year. NLNU works to provide new, up-to-date Clarity Project information online through myNLNU, Facebook and Twitter; through print via In Touch and Clarity Project News; as well as in person through the Ambassador Program, worksite visits, and speaking opportunities. Over the next year, we will work to further connect with members onthe Clarity Project.

The number of members introducing themselves as a “registered nurse” continues to grow and for the first time, surpasses the number of members who introduce themselves as “nurse.” This is a very exciting development and an important step in clarifying the RN role.

The transition to using “registered nurse” instead of “nurse” can take time and practice, so members are encouraged to keep up their

successful efforts.

Member willingness to wear a unique uniform

In terms of a preferred visual identifier, member support for a registered nurse uniform of unique colour continues to increase steadily while support for a common clothing element remains low. Support for a more visible nametag fluctuates and no longer has its initial level of support. Growing support for uniforms is also reflected in the following survey result.

continued on page 6

Clarity Progress

august 2012 february 2013 august 2013

Not Familiar Familiar

47% 53%28%

72%

20%

80%

Nurse Registered Nurse

0%

18%

35%

53%

70%

2011 2012 FEB 2013 AUG 2013

6861

58

2632

41

IDENTIFYING YOURSELF AS A REGISTERED NURSE

SUPPORT FOR VISUAL IDENTIFIER

0%

23%

45%

68%

90%

YES NO

75

86

139

February 2013

August 2013

6

For the first time in February 2013, we asked members if they would be willing to wear a RN uniform of unique colour. At that time, 75% of members indicated they would. Our most recent annual report data (August 2013) showed us that 86% of our members are now willing to wear a uniform of unique colour. Only 13% (in February 2013) and 9% (in August 2013) of members said they would not be willing to wear a uniform.

It is clear that registered nurses lend further support to a uniform initiative that incorporates their input on elements like style and colour. As NLNU continues to work to introduce a standardized uniform, keeping members engaged in the decision-making process will be a priority.

Clarity Project: A better identity for registered nurses

continued from previous page

RN Value Contest WinnersDon’t forget to visit www.rnvalue.ca to read the winning stories from the RN Value Contest. The Top 3 contest winners received a certificate from NLNU President Debbie Forward, who was one of the contest judges in addition to Suzanne Gordon, an award-winning journalist and author whose expertise includes articulating RN value, and Pegi Earle, former Executive Director of the Association of Registered Nurses of Newfoundland and Labrador. Congratulations to the over 50 contest entrants who took the time to enter fantastic stories that highlight the skills, education, and expertise that registered nurses bring to the workplace every day.

1st place (for $1000):

ELIZABETH FOWLER

2nd place (for $500):

BERNICE DOYLE

3rd place (for $500):

PAULA DIDHAM

ROYAL BLUE BURGUNDY GREEN NAVY WHITE BLACK

So Let’s Talk Uniform COLOUR

What colour(s) would you want your RN uniform to be?

Tell us your top 3 choices! Log on to myNLNU to access

the survey and vote today!

0%

February 2013 August 2013

25% 50% 75% 100%

IF RNs HAD INPUT ON STYLE

IF THEY WERE PAID FOR BY THE EMPLOYER

IF RNs HAD INPUT ON COLOUR

IF OTHER HCP COULD NOT WEAR SAME COLOUR

IF RNs HAD TO PAY FOR OWN UNIFORMS

8791

8988

8991

8888

6468

see photos on page 15

7

IN TOUCH | WINTER 2014

Exploring Absenteeism in RNsBACKGROUND INFORMATION

RNs often report they feel stress related

to workplace conflict, role overload/strain,

working excessive overtime, or shortage of

RNs. Stressful work environments and fair/

poor general health can lead to high levels

of absenteeism. Compared to all other

occupations, which lose 9.1 days per year,

health care workers lose the most days

annually. Nurses lose an average of 15.8

days per year (Statistics Canada, 2011). The

absenteeism rates for RNs in Newfoundland

and Labrador are similar to national trends.

(Statistics Canada, 2012) cites many reasons

why people are absent from work, which

include both work and non-work related

reasons. Some of these reasons include

their own illness or disability, caring for their

own children, caring for elder relatives, or

other personal or family responsibilities.

Subjectively, we’ve heard that NLNU

members have taken a sick day to care for

their own child, to have “a mental health day,”

or because they could not get family, annual,

or education leave approved.

Absenteeism has a huge impact on the

Canadian health care system. Every week

in 2012, almost 19,000 RNs in the Canadian

public sector were absent due to illness or

disability, which equates to over $740 million

per week. In addition, RNs in Canada worked

over 21 million hours of overtime, equivalent

to almost 12,000 full-time jobs. This is an

ongoing cycle. RN absences in the workplace

generate gaps in nursing care that must be

covered. RNs in turn work overtime shifts

on a voluntary or mandated basis to cover

these gaps. Consequently, working excessive

overtime can lead to fatigue and burnout,

which then leads to further absenteeism.

And the cycle continues.

These trends led us to wonder what our

members’ experiences are. For example, why

are RNs using more sick time than other

health care workers? Are there other reasons

(besides personal illness) contributing to the

use of sick time? What can employers and

NLNU do about it?

The Senior Joint Quality Work-life

Committee, which is a committee made up

of NLNU, employers, and government,

have been meeting to explore factors that

contribute to levels of absenteeism in an

effort to develop targeted strategies to

keep RNs healthy and at work.

In order to develop strategies that will

meet the needs of our members, we first

needed to collect information that accurately

reflects this important–and often sensitive–

subject. We recognize that the use of sick

time is personal, but we need to have a better

understanding of the factors before we

explore strategies.

Based on literature findings, we developed

a member survey. Data collection was

conducted online via Survey Monkey between

February 25th and March 17th, 2013. A total of

664 members completed the entire survey

(n= 664). This is considered an excellent

response rate and represents about 12% of

our membership. The primary purpose was to

explore the personal nature of RNs’ use

of sick time.

SUMMARY OF KEY FINDINGS

The following are the highlights from the

survey findings:

• Most respondents were in permanent

positions, female, and between the ages

of 45-55 years. A good cross section from

all age groups was represented.

• RNs with varying years of experience

responded to the survey. The majority have

been a RN for 20-30 years.

• The majority of respondents (90.8%) have

used a sick day in the past 12 months.

• Using a sick day in the past 12 months

decreased with age. RNs younger than 35

years were more likely to report using a

sick day within the past 12 months

compared to RNs older than 35 years.

• RNs younger than 45 years were more

likely to report using a sick day to care for

their own children or because they needed

a mental health day.

• Those older than 55 years were more likely

to report using a sick day to care for other

family members, or due to workplace injury.

Personal comments indicated that RNs have

taken a sick day:

• Due to major stress, heavy workload, and

feeling completely drained and exhausted.

• Because they could not get annual leave,

felt they had lack of childcare options,

or had to travel to specialist appointments

outside of their area.

Another question explored members’ beliefs

regarding use ofsick time. Members were

asked, “Do you believe that sick time is there

for you to use, regardless of whether you are

sick or not, and why?” About 25% felt that

sick time is there to be used, regardless of

whether you are sick. Members were asked

to provide reasons why they held this belief

and several themes emerged, including:

• They could not get annual, family, or other

types of leave approved.

• They had to care for a sick child/family

member.

• They felt sick leave is an entitlement,

or an earned benefit under the collective

agreement, and felt they should be able to

use it whenever needed.

• Many stated their belief depends on the

definition of “sick” or “sick time.”

The number of RNs who believe that sick

time is there to be used regardless of

whether you are sick decreases with age

and the number of years as a RN. For

example, only 12.9% of RNs older than 55

years held this belief compared to 37.9% of

RNs younger than 35 years. Similarly, when

it comes to the number of years in nursing,

11.7% of those with more than 30 years had

this belief compared to 40.3% of those with

less than 5 years.

WHAT’S NEXT?

“Facts are no good unless they have feet,”- a

recent quote that rings so true! We are doing

something with this information and taking

the next steps in arriving at solutions. Some

of our data has already been shared with the

Senior Joint Quality Work-life Committee,

and we have prepared a summary report of

our research that will be shared with other

stakeholders.

There is interest at the employer and

government levels to use our research as the

foundation for any future joint initiatives.

Based on what our members have told us,

our research is the springboard from which

further issues can be explored in a more

in-depth, comprehensive way. Research like

this is a big part of how we operate. We thank

members who have participated to date, and

encourage our members to participate in any

future initiatives.

8

ONA – ONTARIO

As the Ontario Nurses’ Association (ONA)

anticipates a new year with many challenges

on the horizon, it is in good and experienced

hands. Linda Haslam-Stroud, RN, and Vicki

McKenna, RN, have been acclaimed to new

two-year terms as the union’s president and

first Vice President, respectively.

Linda will serve a record sixth consecutive

term as President while Vicki will serve a fifth

consecutive term. The two are passionate

advocates for improving the working

conditions of the province’s nurses and for the

provision of quality nursing care.

With a potential provincial election on the

horizon for spring 2014 and increasingly

loud and aggressive calls for regressive

anti-labour measures from Ontario’s right-

wing Progressive Conservative Party, the

experience, knowledge, and passion that

both Linda and Vicki bring to the union will

stand ONA members in good stead. Fighting

these attacks will be at the forefront of ONA’s

activities in the new year.

MNU – MANITOBA

Based on member polling, safe staffing to

address the problem of workload, nurse

fatigue, and patient safety are the top

priorities for this round of negotiations.

With seven weeks of bargaining completed,

the Provincial Collective Bargaining

Committee is pleased to report that progress

has been made in a number of areas including

Nursing Advisory Committees (NAC),

Union Management, and Health and Safety

Committees.

These, along with other labour relations issues

discussed at the table, will have a significant

impact on working conditions and our ability

to provide safe nursing care.

Furthermore, MNU has developed contract

language which, if successful in achieving

at the bargaining table, will ensure that

employers are more appropriately responsive

to Workload Staffing Report forms and that

the responses occur in a timelier fashion.

Nurse staffing levels is also an area of major

concern because of the effects it can have

on patient safety and quality of care, as well

as the effect on the physical and mental

well-being of our nurses. MNU’s three-year

agreement with the province expired at the

end of March 2013.   

NSNU – NOVA SCOTIA

On November 13, 2013 the Provincial

Negotiating Committee of the NSNU

announced that Tentative Agreements

reached in October between the Nova Scotia

Nurses’ Union and employers for VON,

long-term care and acute care nurses were

successfully ratified.

The NSNU is extremely pleased that

members, nurses in acute care, long-term care,

and the VON voted to accept the agreements.

The NSNU is especially proud to say that the

NSNU is the first nurses’ union in Atlantic

Canada to negotiate language that will

increase the number of nurses at bedsides

throughout the province.

In collaboration with the Canadian Federation

of Nurses Unions, the NSNU has been

lobbying for safe staffing language for many

years. CFNU safe staffing campaigns resulted

in the September 2012 publication of a book

entitled Nursing Workload and Patient Care,

co-authored by NSNU Researcher/Educator

and Government Relations Advisor, Dr. Paul

Curry along with Dr. Lois Berry.

The NSNU will be hosting a Safe Staffing

Summit in the new year to educate nurses on

new safe staffing protocols and procedures.

Nurses in all three sectors, VON, acute care,

and long-term care will receive a 2.5 %

increase retroactive to November 2012, and

3% as of November 2013. The acute care

contract was ratified by 98% of those who

voted. The long-term care agreement was

ratified by 95% of those who voted. The VON

contract was accepted by 97% of nurses who

voted on that deal. These contracts expire

November 1, 2014.

PEINU – PRINCE EDWARD ISLAND

A new Collaborative Emergency Centre

just opened this fall at one of PEI’s rural

hospitals. This model is similar to the CECs

in Nova Scotia and is part of Health PEI’s

announcement of their “Better Care, Better

Access” plan.

PEI government has announced that it is

bringing forward legislative changes to

the current public sector pension plans. A

“working group” of both union and government

representatives was tasked with investigating

different methods that could be used to

address the growing deficit problems with

both pension plans. After a 16-month review

process, the PEI government unilaterally

decided to make significant changes to the

pension plan. PEINU had strongly lobbied

government officials to forego some of the

proposed changes and to include protective

language in the legislation. Government

did listen to concerns raised by PEINU and

responded by phasing in changes over a period

of years rather than months.

On a positive note, several “RNs wear black

and white” initiatives have been undertaken

across the Island with much success. The

PEI School of Nursing is also supporting this

initiative, this being the first year that nursing

students will wear standardized black and

white. The PEINU 2013 Christmas greeting

was filmed at the UPEI School of Nursing on

November 8th with all RNs and NPs wearing

white tops and black pants.  To increase

member engagement and education, a new

welcome package and leadership handbook

are currently being developed as well as a

winter ad campaign.

Cross Country Check-Up

9

IN TOUCH | WINTER 2014

SUN – SASKATCHEWAN

SUN members recently gathered in Saskatoon

for the 2013 Bargaining Conference in

preparation for next year’s contract

negotiations.  The priorities established for

2014 will focus on the following: addressing

excessive workload pressures as a result of

vacancy management, booming population

growth and hiring freezes; establishing safe

staffing levels to improve patient safety; the

inclusion of the province’s registered nurse

workforce in finding solutions to health care

delivery challenges; and the maintenance

of competitive wages and premiums. These

priorities are unchanged from the previous

round of negotiations in 2012.

A fifth priority of protecting SUN’s bargaining

unit in light of unprecedented changes

to Saskatchewan’s labour laws with the

introduction of the new Saskatchewan Employment Act has also been added.  New

definitions for employees and supervisors

have the potential to fracture SUN’s

bargaining unit in the future. This labour

environment uncertainty has created many

unknowns for SUN as they prepare to go to

the table in 2014.

A significant decision stemming from this

year’s bargaining conference will be the launch

of SUN’s very own Wear White Campaign.

Inspired by other nursing unions across

Canada, SUN members elected to wear white

in support of their negotiations committee

and patient safety.

SUN continues to work with government

and the registered nurse regulatory body on

role clarity and scope of practice issues in

an effort to curb worrying health care trends

threatening registered nursing positions in the

province. The goal is to achieve an appropriate

level of registered nurses in the system to

meet growing population demands and to

ensure patients have access to the right

provider at the right time.

This is a picture of the newest mural of the Botwood Cottage Hospital, male ward. It

incorporates the hospital, the inside of the ward, patient beds, and staff, including registered

nurses and Dr. Twomey. It beautifully represents a part of Central Health’s history, as well as

the importance of the nursing profession to this area.

Botwood mural honours staff at the old Botwood Cottage Hospital

10

In order to understand the proposed bills and changes, it is important to look at how they proceed and become law. For these federal bills and changes, the process takes place in the House of Commons. The House of Commons is made up of the lower house which is parliament (elected MPs) and in practice they hold more power than the upper house, which is the Senate. Although the approval of both Houses is necessary for legislation, the Senate very rarely rejects bills passed by the Commons (though the Senate does occasionally amend bills).

What is it? Called the Employees’ Voting Rights Act, Bill C-525 is a private members’ bill that amends the Canada Labour Code, the Parliamentary Employee & Staff Relations Act, and the Public Service Labour Relations Act. The Bill’s amendments would affect employees of federally regulated sectors by changing how unions are certified and decertified.

What it claims to do:According to its legislators, this Bill will protect Canadian workers from the confinement and intimidation they face from their own unions and its organizers and restore balance to the union certification/decertification process.

The effect it will have:One opponent of this Bill called it a solution in search of a problem. These proposed labour code changes are not the result of an official consultation process between major unions and employers, nor are they in response to widespread issues identified by these groups. It begs the question “Who is this for?” The chart on page 11 explains the effect of this Bill’s changes.

FIRST READINGThe Bill is

considered read for the

first time and is printed

ROYAL ASSENTThe Bill

receives Royal Assent

after being passed by

both houses

COMMITTEE STAGE

Committee members study the

Bill clause by clause

SECOND READINGMembers

debate the Bill’s principle

REPORT STAGE

Members can make

other amendments

THIRDREADINGMembers

debate and vote on the Bill

SENATEThe Bill follows

a similar process

HOW A BILL BECOMES LAW – THE LEGISLATIVE PROCESS

The Bigger Picture

Registered nurses are hardworking nursing professionals that focus on the health and well-being of patients, residents and clients. A RN’s job is to attentively deliver quality health services. As your union, NLNU’s job is to champion the registered nurse, to meet their needs, and support RNs in the workplace as well as the important work they do. Our job is to protect you on all fronts and in order to do this to the best of our ability, sometimes that means we have to expand the big picture of labour relations for members to include matters on a national or international level.

NLNU has a responsibility to keep RNs informed on these larger-scale developments as outcomes directly affect the unionized workforce. For

example, the federal government Bills C-4, C-377, and C-525 propose labour changes and some of these changes would impede NLNU’s service to members immediately. Others may not negatively impact the RNs of Newfoundland and Labrador directly, but eventually they might. They would set unsettling, potentially dangerous new precedents in labour relations that limit a union’s ability to serve members efficiently, protect workers, bargain fairly, or even exist at all. Individually, these changes may not seem to make an overtly negative impact – that is why we will examine these bills in upcoming issues of In Touch – but it’s become clear that these changes are an organized, determined effort to weaken the presence of unions in Canada.

An important element of our 3-year strategic plan is strengthening the connection and awareness between RNs of this province and proposed changes to labour by the federal government. NLNU is working proactively with other labour organizations to make an impact (see the Together FAIRNESS WORKS section). Our goal is to provide members with up-to-date information on developments, to get you thinking about these issues and discussing them with fellow registered nurses, and to inspire you to get involved.

As your union, we’re committed to monitoring the bigger picture because it has the potential to affect you and the important work you do every day.

The Process for Changing Labour Laws

Update on Bills

BILL C-525:

Where it stands:This Bill went through the second reading in the House of Commons late October of 2013.

What we think:Bill C-525 would make it easier to decertify and harder to certify a union that represents or would represent employees in federally regulated sectors. This is a concerning piece of legislation.

What do YOU think?Log on to myNLNU and share your thoughts on Bill C-525 in the Unions/Labour section of the discussion forum.

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IN TOUCH | WINTER 2014

Remember Bill C-377? In the spring 2013 issue of In Touch, an Education Corner article explained Bill C-377 and the impact it would have on Canadian unions (visit myNLNU for online access to this issue of In Touch). Bill C-377 is a private member’s bill titled An Act to Amend the Income Tax Act (requirements for labour organizations). It would require every trade union and labour trust to file a public information return with the Canada Revenue Agency on all expenditures over $5,000. It also mandates that labour organizations detail the percentage of time they dedicate to political and lobbying activities.

Earlier in 2013, Bill C-377 passed in the House of Commons. In June 2013, the Senate reviewed the Bill, did not accept it, and sent it back to the House of Commons with major revisions. However, through the federal government’s prorogation of Parliament, the House of Commons was technically unable to receive the report with revisions. Bill C-377 was recently resubmitted to the Senate in its original, flawed form, and the Senate has to review Bill C-377 all over again from the beginning. NLNU joined unions across the country in asking Senators to reject the Bill this time as the valuable work, time, and insight they previously provided through their amendments was ignored. We will continue to track the status of Bill C-377.

BILL C-377

Federal public service workers opting into union representation

Workers sign a union membership card in support of forming a union and present it to the Labour Board.

If more than 50+1% of employees have signed cards, the union can be certified.

If 35% - 50% of employees have signed union cards, the Labour Board can hold a representation vote. This vote requires the majority of workers who participated in voting to vote “yes” to union representation.

Workers sign statements/petitions in favour of decertifying their union and present it to the Labour Board.

If the Board’s investigation confirms that a majority of the employees included in the bargaining unit have supported an application for revocation, the Board usually orders a representation vote. In limited instances, the Board may issue a revocation order without conducting a representation vote. This would occur when the union confirms in writing that it does not oppose the application for revocation.

The decertification vote requires the majority of workers who participated in voting to vote “no” to union representation.

Workers sign a union membership card in support of forming a union and present it to the Labour Board.

If more than 45% of employees have signed cards, the Labour Board will hold a representation vote. The vote is now a mandatory step; if 85% (a clear majority) of workers signed cards, it still has to go to a vote.

In the vote, 50+1% of all workers have to vote “yes” to the union. It is not the majority of those who voted. That means that members who did not participate in voting are counted as voting “no” to the union when ballots are counted. (If this same system was used in federal elections, the House of Commons would have many empty seats).

Workers sign cards in favour of union decertification and present it to the Labour Board. If more than 45% of employees have signed cards, the Labour Board will hold a representation vote. The vote is now a mandatory step.

If a minimum of 45% of all employees in the bargaining unit do not vote in favour of continued representation by the union, the Board will revoke the certification of the union.

In essence, a bargaining unit would need 55% of all workers, not just the majority of those who voted, to participate and vote “yes” to keeping representation. Non-voters are counted as a“no” vote.

HOW IT CURRENTLY WORKS

HOW IT CURRENTLY WORKS

HOW IT WOULD WORK UNDER C-525

HOW IT WOULD WORK UNDER C-525

Federal public service workers opting out of union representation

Together FAIRNESS WORKSEarlier this fall, the Canadian Labour

Congress (CLC) launched the Together

FAIRNESS WORKS campaign to remind

Canadians about the good things we

all enjoy because unions bring fairness

to the workplace and to our lives. At a

time when Canadian labour relations is

moving in an unsettling direction, this

campaign proactively engages people

in an important discussion on what

unions have done and continue to do for

members of the Canadian workforce.

The campaign features Canadians

celebrating:

• Decent wages

• Decent pensions

• Decent work hours

• Fair treatment at work

• Health benefits

• Job security

• Job training

• Parental leave

• Paid vacations

• Safer workplaces

• Equal pay

As part of the CLC, NLNU supports this campaign and is working to get members joining the conversation. Keep an eye out for Together FAIRNESS WORKS promotions and initiatives on myNLNU and Facebook.

http://www.canadianlabour.ca/action-center/together-fairness-works

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Education CornerMapping the course to professional practices

BACKGROUND

In order to understand the importance of professional practices, let’s start at the very beginning.

All registered nurses (RNs) are licensed and regulated by the Association of Registered Nurses of Newfoundland & Labrador (ARNNL). The ARNNL has the power to regulate the nursing profession through the RN Act and has developed Standards of Practice for Registered Nurses, most recently revised in May 2013. According to the ARNNL, all RNs are responsible to know and understand the standards and how they apply to their practice; the standards outline “the expected conduct or performance required of all RNs in all situations and in all practice areas” (see the ARNNL website). Registered nurses are also expected to adhere to the Canadian Nurses Association (CNA) Code of Ethics, which provides moral and ethical standards by which RNs are to practice.

WHY IS THIS IMPORTANT?

Following the standards and code of ethics is what makes each and every RN accountable to the public and provides a yardstick against which to measure the performance of nursing care. Often RNs are faced with complex situations in which they feel unable to meet the minimum standards of nursing practice. It can be a dilemma if the RN feels stuck between practicing according to their professional standards and ethics, feels a lack of control over their work environment, or feels the issue is beyond the ability of an individual RN to resolve. This is known as a professional practices issue.

The ARNNL explicitly outlines a RN’s duty to identify and address unsafe or unethical concerns, or issues that impact one’s ability to practice professionally. It is a professional, ethical, and legal responsibility arising out of the RN’s obligation to protect clients from harm and to uphold the integrity of the nursing profession. Unsafe or unethical concerns can be classified as concerns regarding 1. the practice or behaviour of another health professional or individual in the workplace, or 2. the workplace.

WHAT IS MY ROLE?

There is language in the main provincial collective agreement (which is agreed upon language between the employer and NLNU) to help you meet the professional standards and code of ethics in these situations. If you’ve identified an unsafe or unethical situation, the first thing to do is notify a supervisor or manager. Bring it to her/his attention so that it may be addressed. If the concern is resolved, great. If it is not resolved, you must document the concern. The importance of this step cannot be understated.

HOW DO I DOCUMENT THE CONCERN?

Currently, NLNU does not have a standardized form that is applicable to all RNs in all practice areas. Many workplaces have developed a professional practices form, and many branches have adapted or modified other forms; this is acceptable to do as long as there is agreement on the form between the employer and the union. The forms should be available to RNs in their work areas and shop stewards should ensure that RNs are familiar with the forms, including knowing when and how to use them. Most forms include spaces to document time and date, those involved, witnesses, etc. It is crucial to describe the concern as it relates to patient care workload, nursing practice, patient safety, or safety of nurses.

A professional practices form can be completed either by an individual RN or a group of RNs working together. In either case, the form should be completed as soon as possible following the incident or shift. It is important to avoid breaches of confidentiality by not identifying patients, doctors, visitors, or staff. Refer to them as Patient X, Nurse X, etc. Report on facts as much as possible and only the information about which you have firsthand knowledge.

DOCUMENTATION IS DONE. NOW WHAT?

The employee shall submit the professional practices form to her/his immediate supervisor and to the Professional Practices Committee (described below). Currently, there are no strict timelines or dates specified in the collective agreement, however it is up to the Professional Practices Committee at each site to develop a process for investigating written reports.

WHAT IF MY BRANCH DOESN’T HAVE A PROFESSIONAL PRACTICES COMMITTEE? HOW DO I KEEP THE CONCERN MOVING?

Article 5.02* of the main provincial collective agreement outlines the parameters involving a Professional Practices Committee (PPC). Any workplace with six or more employees can request to form a PPC. The NLNU (for example a branch executive member, a shop steward, or your labour relations officer at NLNU office) can make a written request to the employer to form the committee. Within 60 days of the request, the committee should be up and running. The committee should have three RNs designated by NLNU and three people designated by the employer. The employer or the union can request to have a meeting at any time, but it is expected that they meet at least monthly. Registered nurses on the committee should be allowed to attend the meeting without any loss of pay or benefits. The committee reviews documented concerns and has the power to make recommendations to the union and management with respect to discussions and conclusions.

We often hear that professional practice forms are submitted and then, “I never hear anything back, so what’s the point?” It is critical for the RN who submitted the concern to ensure the process moves forward. If you haven’t heard back, follow up on the form to see if the committee received it, if it was discussed at the committee meeting, etc. If the issue was not addressed at one meeting, ensure it’s on the agenda for the next meeting. It’s also important to continue to document issues each and every time you feel they are not resolved and bring them forth, even if it’s the same issue over and over.

* Please note: There are specifics about the committee and meetings which are not discussed here, but are detailed in the collective agreement to which you should refer for more information. Also, be sure to check your applicable transition agreement for specific professional practices language.

Moving? New email address?Please contact NLNU if you move or change your email address. We’d like to keep you informed on issues that matter to you.

Email info@nlnu.ca or call 709-753-9961 to update your information.

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IN TOUCH | WINTER 2014

WHAT’S NEXT?

Don’t give up on the process – keep documenting your concerns. There have been positive outcomes from members who persisted with documentation and changes were implemented in the workplace. It may often feel like a slow process, but it is important to keep the documentation going.

Registered nurses can contact the ARNNL for consultation, or the Canadian Nurses Protective Society (CNPS), which help RNs manage their professional legal risks and ensure nurses are appropriately assisted when in professional legal jeopardy. They can offer information about your professional obligations and professional liability issues. Also be sure to contact your shop steward or labour relations officer at the NLNU office.

The professional practices process in the main collective agreement is there so RNs have a voice and a sense of control over the working conditions under which they are required to deliver nursing care. We will be looking more closely at professional practices in the coming months, exploring what some challenges are, how we can develop new strategies, and to highlight and emphasize the significance of the professional practices process.

For an easy to understand explanation of Article 5.02, see Collective Agreement Interpretation, Issue #6, June 2005, available at http://www.nlnu.ca/uploads/6.pdf

Moving? New email address?Please contact NLNU if you move or change your email address. We’d like to keep you informed on issues that matter to you.

Email info@nlnu.ca or call 709-753-9961 to update your information.

Some examples of unsafe or unethical practice concerns:

• Provision of care outside the scope of nursing practice

• Questionable practices of others

• Lack of required equipment/resources to provide safe care

• Verbal, physical, mental and/or sexual abuse

• Unrealistic performance expectations in absence of adequate educational preparation

• Breach/lack of policy or standards to direct, provide, and support care (CRNBC, 2003)

From ARNNL’s Registered Nurses’ Professional Duty to Address Unsafe and Unethical Situations (2008).

Use this checklist to see how well you are using the professional practices process.

q Am I familiar with my professional standards of practice?

q Am I familiar with the code of ethics?

q Do I know what a professional practice issue is?

q Am I aware of my professional, ethical, and legal responsibilities to report unsafe/

unethical situations?

q Have I read Article 5.02 (or the applicable translation agreement) in my

collective agreement?

q Do I know where to get a professional practices form?

q Is there a Professional Practices Committee where I work?

q Who are the registered nurses on the committee?

q Do I know when I should consult with ARNNL, NLNU, or the Canadian Nurses

Protective Society (CNPS)?

q Do I take the time to document my concerns?

NLNU members attending the CFNU Biennial Convention in Toronto, June 2013.

14

Branch Good News

NLNU branches do great work and make a difference every day for RNs and patients. If you have a story about your branch that you’d like to share, please email Kristian at kstyles@nlnu.ca

Branch #50 Hits the Ground RunningNLNU’s newest branch, Branch #50, was

established in winter of 2013 to represent

the registered nurses of the Labrador South

Health Centre in Forteau.

Kathy Brinston-LeRoy, President of Branch

#23, shared how this branch is building

enthusiasm for members introducing

themselves as registered nurses, one of the

key elements of the Clarity Project. At their

Christmas social, the branch showed great

initiative by creating their own tote bags with

“I Am A Registered Nurse” on them. Kathy is

pictured here in her own personalized “I Am A

Registered Nurse” scrub jacket. This picture

was taken by a co-worker who encouraged

her to share it with NLNU. It shows how

introducing yourself as a RN, as well as the

benefit of making a visual identity statement,

is resonating with NLNU members.

While this branch is still relatively new, it is

operational with essential branch activity

underway. Branch President Megan Pike

reports that RNs of Forteau are very pleased

to have their own branch established. Branch

# 50 is showing success in its early stages

as it is working to address a number of

key issues brought forward by its branch

members, including leave approval, sick leave,

and charge pay. This branch will continue to

develop and support the needs of RNs

in Forteau.

Branch #23 Promoting “I Am A Registered Nurse”

Debbie meets with Michael Goodridge from Johnson Insurance to receive a donation cheque

through Johnson’s Administration Support Agreement. In turn, NLNU used this money to donate

$5,000 to the Kids Eat Smart program.

Johnsons Cheque Presentation

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IN TOUCH | WINTER 2014

Branch #23 Promoting “I Am A Registered Nurse”

TAKING THE LEAD

It has been several months since our convention in Toronto where more than 800 nurses’ union leaders from across the country came together to take the lead! In these challenging times, nurses must take charge on behalf of their safety and their patients’ safety. Throughout the course of the week, attendees had the opportunity to voice their thoughts and concerns on matters related to nursing and health care by participating in discussions, resolutions, and rallies. The result was nursing professionals feeling motivated, focused and ready to be leaders for the health care system changes needed today.

The convention is over, but it is up to us to continue this important work – and we are not alone. This summer, Canadian Doctors for Medicare came out with an excellent video (watch at www.nursesunions.ca/news/canadian-doctors-medicare-pharmacare-video), supporting the need for a national pharmacare program. CNA and the CFNU are hosting a working group in December 2013 with Accreditation Canada and Canadian Patient Safety Institute on the Quality/Safety Agenda. Fourteen national nurses’ unions formed a new international organization (Global Nurses United) to step up the fight against the harmful effects of austerity measures and cuts in health care services that are putting people and communities at risk across the planet.

Through our work with these different groups, the message we are receiving is clear and consistent: Regardless of the political agenda of the day, Canadians want a health care system that will meet their needs and a federal government that pays attention to this request.

We as Canadians have to speak out louder on our definition of universality for health care. This doesn’t stop with a prescription for your medications. We need to control waste, to stop unnecessary testing, and contain the cost of prescriptions drugs. We need to better manage our human resources, moving beyond the boom-and-bust approach to planning, and manage our resources with a more comprehensive approach.

In 2011, the Canadian Nurses Association’s Expert Commission wrote: “Above all, do no harm. Safe, high-quality health care and services should be a national goal, with common standards based on evidence and measures tracked and monitored to ensure that goal is met. Health professionals, health-care organizations and governments must be accountable for meeting the high standards Canadians have a right to expect.”

CFNU’s paper on safe staffing by Dr. Lois Berry has demonstrated the link between quality care and safe staffing. Nurses are a key link in the chain of safety and must be leaders in developing and sustaining a comprehensive national commitment to safety and quality in health care and services.

“Nurses are the largest health professional group in the health system. They are well-educated, highly skilled, and positively regarded by the patients and families they serve. And yet, they continue to practice in systems that do not engage their expertise in making decisions about patient care or how nurses should be assigned to provide that care. The system lacks the nimbleness to adjust available nursing hours to changes in patient acuity, and the political will to create systems that acknowledge that matching nurse staffing levels to patient needs saves lives.”

It is time that we either take over every seat in parliament or come together in one strong voice to say we need a culture of safety. We need safe nurse-patient ratios, and it is time to take the lead!

In solidarity always,

Linda

Message from the CFNU

LINDA S ILAS

RN Value Contest Winners continued from page 6

1st place (for $1000):

ELIZABETH FOWLER2nd place (for $500):

BERNICE DOYLE3rd place (for $500):

PAULA DIDHAM

16

Debbie Forward President

Mary Prideaux Vice President

Wendy Dale Woodford Secretary-Treasurer

Doreen Hawco-Mahoney Region 1 (branch 14, 15)

Beverly Simms Region 2 (branch 13, 18, 26)

temporarily vacant Region 3 (branch 11, 40, 41)

Jean Aucoin Region 4 (branch 12, 23, 24, 46)

Quinton Hewlett Region 5 (branch 9, 32, 33, 38, 43, 45)

Nancy Healey-Dove Region 6 (branch 8, 17, 25, 42)

Mark Aylward Region 7 (branch 10, 20, 21, 30, 36)

Niki Parsons Region 8 (branch 16, 28, 29)

Marlene Miller Region 9 (branch 4, 34, 35, 37,47)

Anne Marie Spencer Region 9 (branch 2, 3, 31,49)

Tony Moores Region 9 (branch 5, 7, 44,48)

nlnu board of directors

We need the public, employers, governments and health care providers to understand the value of registered nurses. They need to understand why we need registered nurses in our system. They need to understand what it means for patients/residents/clients when registered nurses aren’t there.

DEBBIE FORWARD

“

”READ THE CLARITY PROJECT ARTICLE ON PAGE 4