BCNU Update Magazine Feb-Mar 2012

February/March 2012

BCNU slams new federal health accord

Interim First Nations Health Authority launched

Pension Alert: deadline looming for unpaid loas

Update update magazine February/March 2012

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british columbia nurses’ union

bargaining

2012

safe Patient care equals safe staffing

BCNU

2012

Election

p.29

LPNs get ready to vote

www.BCNU.ORG

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WIN A PASS TO

Violence Conference 2/18/2013 11:38:46 AM

we can help

Sometimes your life at work is just amazing. Other times it’s just a maze.

When it’s the latter your union

is here to help

BCNU is here to serve members

Get in touch with the right person to help you on P. 37

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update magazine February/March 2012

Update

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Contents vol 31 no 1

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february/march 2012

UPFRONT

6 9

Check In

BCNU members continue to speak out for nurses and patients.

Aboriginal Leadership Circle

The ALC asks members to support important children’s campaigns.

11 LPNs To Vote

LPNs are preparing to vote to join the BC Nurses’ Union.

28 PRFs Work

Taking the mystery out of how to start a PRF committee.

29 Election 2012

It’s time to vote for your BCNU president and vice president.

DEPARTMENTS

5 President’s Report 13 letters 24 Council Profile 25 Your pension 27 HUMAN RIGHTS AND DIVERSITY 37 Who Can Help?

38 Off Duty

feature

20 bargaining 2012

BCNU has launched the first phase of what is likely to be a long road to a new Provincial Collective Agreement with a series of TV, newsprint, radio and online ads.

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FBA Bargaining

SUCCESS staff from right, Lawrence Ng, Susanna Chan and Yan Cai.

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4 BC Nurses’ Union

May 16 & 17, 2012, Sheraton Vancouver Airport, Richmond

Update MAGAZINE

our Mission Statement BCNU protects and advances the health, social and economic well-being of our members and our communities.

BCNU UPDATE is published by the BC Nurses’ Union, an independent

Dr. Harry Karlinsky Director of the award-winning Frames of Mind Mental Health Film Series & Festival on psychiatry and film Dr. Patricia Rodney Associate Professor of Nursing at UBC on moral agency & moral distress in nursing Dr. Lois Howland Associate Professor of Nursing at USD on stress reduction and mindfulness Victoria Maxwell Writer, actor and educator performing “Crazy for Life”

Canadian union governed by a council elected by our 32,000 members. Signed articles do not necessarily represent official BCNU policies.

EDITOR Dan Tatroff CONTRIBUTORS Juliet Chang, Gary Fane, Monica Ghosh, Hanif Karim, Robert Macquarrie, Debra McPherson, Art Moses, Patricia Wejr PHOTOS Monica Ghosh, Art Moses, Shirley Ross, Dan Tatroff

CONTACT US BCNU Communications Department 4060 Regent Street, Burnaby, BC, V5C 6P5

HOW TO APPLY Please visit the BCNU website, at www.bcnu.org, for more information and instructions on how to apply for this conference.

CALL FOR ABSTRACTS Please visit www.bcnu.org for information on submitting your poster.

PHONE 604.433.2268 TOLL FREE 1.800.663.9991 FAX 604.433.7945 TOLL FREE FAX 1.888.284.2222 BCNU website bcnu.org EMAIL EDITOR dtatroff@bcnu.org MOVING? Please send change of address to membership@bcnu.org.

Publications Mail Agreement

Application Deadline is March 23 Attendance is limited. Please apply early!

40834030 Return undeliverable Canadian addresses to BCNU, 4060 Regent Street, Burnaby, BC, V5C 6P5

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2/18/2013 11:39:04 AM

update magazine February/March 2012

president’s Report

Debra McPherson

NEGOTIATING FOR SAFE CARE now

photo: Chris Cameron

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very round of collective bargaining has its own unique character. Two weeks and two days into this round, our team has had a glimpse of how it is going to shape up for BC nurses.

It is about process, people and focus. Let me explain.

In the early 1990s, BCNU’s bargaining committee cut a cake (wedding style), with all the employer reps present, to celebrate the one-year anniversary of the start of negotiations! Arriving at the table with hundreds of pre-drafted proposals, wordsmithing them one after another, the committee was nowhere near to closing the deal, and the members were getting impatient.

Later in the nineties, when jobs were being lost (Shaughnessy Hospital closure), the parties put in long hours negotiating employment security provisions (later nullified by Bill 29). These talks were complicated by having all healthcare unions at the same table, thus requiring multiple levels of bargaining among the unions and then the employer.

Fast forward a decade and the team went to Harvard to take a course in Interest Based Bargaining. No more piles of proposals, but instead concepts: issues to be explored and addressed at the table. This model also presumes both sides are interested in problemsolving in a way that serves everyone’s interest.

Now we use a process that is a hybrid of the two. We gather member priorities, focus on the issues and then draft proposals as we work through them with the employer.

Often, it is also about the people. Who we are negotiating with on the employer side has varied over time. Sometimes HEABC has been the main player. Who can forget the stern, glib and often insulting demeanor of Gary Moser, its former CEO? When it came to getting a strike vote he could be our greatest ally.

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Then the health authorities were created.

They take a much greater role, and consensus among the employers becomes so difficult to achieve that we end up bargaining directly with government, as in the round involving then deputy health minister Dr. Penny Bellam, where government set the time-line by invoking the possibility of bonuses for workers in unions that settled their agreements by March 31, 2006. By the time we got to negotiate the 2010 contract extension, it was clearly government that we were negotiating with as we tried to conclude the agreement before the zero/ zero mandate came into effect. That round went very quickly.

As you have probably gathered by this short historical review, the focus of the parties is also important. The spectre of job loss and wage freezes focuses the parties and can speed up the process. So too does the presence of the government at the bargaining table. After all, they control the purse strings. Where the union is focused on a few strategic issues, rather than a ponderous list of proposals, the way is much clearer.

Today, we face an employer group of six health authorities that are often in competition with each other, and HEABC itself.

The mandate is being strictly defined externally, by a government that is providing no new money to health authority budgets and has identified “cooperative gains” as the way forward. A version of profit sharing in the private sector, this model offers a matching by the employer of any productivity efficiencies found in our existing agreement or workplaces. Say you “save” $1 million dollars by reducing the number of job classifications or by streamlining the grievance process, the employer will match that with another million dollars, so now you have $2 million dollars to “spend” on a wage increase or other contract improvement.

With the government focused on costcontainment and deficit reduction, it will be difficult to convince them of the need to refocus on safe staffing for our patients.

But you can be assured that we are up to the challenge.

This round of bargaining will be difficult, and perhaps lengthier than the two previous rounds, but our fight to achieve safe staffing for safe patient care is worth it. update

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6 News from around the province

CHECK IN

FBA seeks fair and reasonable settlement at Bargaining table

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argaining for a new collective agreement between the Facilities Bargaining Association and health employers got off to a slow start in February.

The current contract expires on March 31, 2012, and will remain in effect until a new agreement is ratified by FBA members.

The FBA bargains for 43,000 BC healthcare workers, represented by 12 unions, including some 250 BCNU members who deliver care at two facilities: Vancouver’s SUCCESS, a non-profit agency that operates four healthcare facilities in and around Chinatown; and North Peace Care Centre, a long term care home in Fort Saint John.

FBA members work in hospitals, residential care facilities and consolidated health services. They are employed in more than 270 job classifications, including LPNs, care aides, ambulance paramedics, IT specialists, cleaning and dietary staff and activity aides.

The FBA is seeking “a fair and reasonable settlement that protects and improves healthcare delivery . . . and improvements to their contract so that they do not fall further behind after a decade that saw the erosion wages and attacks on their job security.”

The 12 unions are also demanding improved health and safety measures to reduce injury rates, particularly from violent attacks. update

pulse GIVE US A PIECE OF YOUR MIND This is the first issue of BCNU’s redesigned Update magazine, and you can tell us what you think by completing a short survey at bcnu.org.

Our new look includes several different fonts that make for easier reading, fresh new colours, a totally-redesigned cover that includes much more information, a more prominent spot for your letters, and a series of new BCNU in-house ads that focus on PRFs, the new bcnu.org, our Human Rights and Diversity groups and much more.

We’re still using the same vegetable dyes and recycled paper, approved by the Forest Stewardship Council and used by many environmental groups including the David Suzuki Foundation.

vital SIGNS

We want to thank the hundreds of members who helped by completing our online redesign survey last year. We also want to express our gratitude to consulting designers Jim Sutherland and Doris Cheung for their great ideas and hard work throughout the process.

We believe the redesign will help us serve you better.

But we’re open to change, so let us know what you think at bcnu.org.

BCNU SUPPORTS TEACHERS BCNU ads supporting BC teachers appeared in The Vancouver Sun, The Province and Victoria Times Colonist on the first day of BCTF job action. The ads called on the provincial government to ask the Labour Board to appoint a mediator or arbitrator acceptable to both sides and “withdraw its legislation so collective bargaining gets a chance to succeed.”

COMPUTER WARNING BCNU wants to remind members that you can be disciplined for using your employer’s computer for personal business.

Numbers that matter

A 2011 province-wide survey of BCNU members paints an alarming picture of what’s happening to nurses on the frontlines of healthcare, and why nurses are demanding solutions to their growing workloads.

80% FBA members working at North Peace Care Centre in Fort Saint John, from left, Wendy Brown and BCNU stewards Kathy Thorlakson and Amaljeet Jhand.

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frontline The percentage of frontline nurses who reported that workload is a problem in their workplace.

91% medical/surgical The percentage of nurses delivering care in med/surg units who report workload is a problem.

90% Emergency Room The percentage of emergency room nurses who report workload is a problem in their ER.

2/18/2013 11:39:13 AM

update magazine February/March 2012

election GET READY TO LET YOUR FINGERS DO THE VOTING BCNU’s televote for the positions of president and vice president runs from March 19 to April 5, 2012.

Candidates running for president are Debra McPherson and Paul Terpstra. Candidates running for VP are Kevin Barry, Janice Buchanan, Howard Searle and Christine Sorensen.

Your election envelope (see above) will be mailed to your home. For more info on how to vote, please turn to page 29 or visit bcnu.org.

making news

bcnu in the headlines

mist: ‘Medicare spending OVERCROWDING AT RJH now takes up about the Overcrowding at Royal same share of provincial Jubilee Hospital’s ER revenues it did 20 years ago. has reached crisis levels, The problem isn’t unconconcerned nurses told The trolled public healthcare Victoria Times Colonist in spending. It’s uncontrolled February. private health spending “Nurses are fearful for their combined with a drop in licences because they can’t provincial revenues. . . .’ adequately care for patients,” “I would also point out said South Islands co-chair that hospital closures such Adriane Gear. “There are as St. Mary’s and downtoo few nurses and sizing such as Mission not enough beds.”

Memorial continue to On one recent shift, impact capacity in ER patients included Fraser Health.” “one with immunity RCH needs nurses problems who could Helen Esau Ho When stories of overcrowdnot be isolated, and another ing at Royal Columbian with a probably contagious Hospital hit the news again gastro-intestinal infection in January, members were who had to share a crowded quick to speak out about the space.” need for more nurses at the Gear said RNs are quitting New Westminster facility. because they cannot cope Simon Fraser co-chair Liz with providing what they feel Ilczaszyn spoke to Global is substandard care when TV News after nurses were they are understaffed. forced to care for patients in MEDICARE IS SUSTAINABLE RCH’s main foyer.

A letter from Fraser Valley “I would like the premier region RN Helen Esau Ho to come and see what is recently appeared in The going on here today,” said Hope Standard.

Ilczaszyn. “She has to look “. . . I believe that the at the healthcare situation unsustainability of Medicare and come up with a better is a myth. To quote Dr. solution.”

Robert Evans, UBC econo-

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Ottawa to slash $250 Million annually in healthcare funding for BC

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he federal government announced late last year that it is introducing a new, non-negotiatible healthcare funding formula that will chop $250 million a year from BC’s budget.

The population-based formula was part of a federal announcement that it will reduce transfer payments for healthcare, by tying payments to economic growth including inflation (now around four percent), despite rising costs.

The current federal-provincial deal provides provinces with annual increases of six percent until 2017.

Because BC has a disproportionate number of seniors in the population who have greater healthcare needs, a straight population-based formula puts our province at a significant disadvantage relative to, for example, Alberta, which has a greater proportion of younger people.

BCNU President Debra McPherson says the reduced federal funding, announced without input Roy Romanow from the provinces, will lead to a further erosion of BC’s alreadyunderfunded healthcare system.

“For example,” says McPherson, “$250 million would pay for an additional 2,500 nurses, who are badly needed to ensure safe care for patients in our province’s understaffed healthcare facilities.

“In fact, by introducing the new formula and tying future federal funding directly to the rate of economic growth, the Conservatives are sounding the death knell for a national public healthcare program. Under the guise of ‘innovation’ and ‘costcontrol,’ they’re encouraging the provinces to increase private, for-profit delivery of healthcare.”

Roy Romanow, who led a 2002 royal commission into healthcare, called on Harper to meet with Canada’s premiers and negotiate a fair deal with the provinces.

“The prime minister has to roll up his sleeves, he’s got to get in there, he’s got to articulate the values of the country — which I believe are as strong, if not stronger, than when I was around as a royal commissioner.” update

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CHECK IN

8 on the web

BCNU launches redesigned website at bcnu.org BCNU’s redesigned website, found at bcnu.org, is now up and running.

It provides members and the public with a fresher, more modern online experience.

The new bcnu.org site includes several new tools, including a member-only portal that allows you to sign in using your BCNU membership number or Social Insurance Number and access information for your eyes only.

Also included is a feature encouraging members to upload their own stories about how their workload impacts patient care. Another new tool enables members to ask BCNU President Debra McPherson questions.

The launch also includes BCNU’s elearning initiative. The first elearning module focuses on the role of BCNU stewards.

The site will play a critical role in the coming months as BCNU continues to bargain for safe staffing and safe patient care in 2012.

Over time we’ll be adding more interactive tools and new content. So please tour the site at bcnu.org and complete the online survey to let us know what you think about the changes.

Gung Hei Fat Choi

BCNU members helped celebrate Chinese New Year by volunteering at our union’s information table at Richmond’s Lansdowne Centre. They took blood pressures and handed out information and talked about

BCNU’s campaigns to improve conditions for nurses and our patients.

Among the members who volunteered their time are, above from left, Felicia Wong, Leslie Reichert, Virginia Chiu and Kitty Tsan.

BCNU Supports Anti-Bullying Day

Thompson North Okanagan members were out in force and wearing pink at their regional meeting to support Anti-Bullying Day on February 29.

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2/18/2013 11:39:22 AM

update magazine February/March 2012

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PRF PLANNING DAY Members who deliver care across the Vancouver Island Health Authority attended a PRF planning day in Victoria recently. They worked on developing strategies that employ the PRF process to address workload, nursing practice conditions and patient and nurse safety. Pictured, back row from left: Lynnda Smith, Fiona Dunn, South Islands co-chair Adriane Gear and Jonathan Salken. Front row from left: Pacific Rim chair Jo Taylor, Brenda Hill and South Islands co-chair Margo Wilton.

BCNU’S ABORIGINAL LEADERSHIP CIRCLE ALC members include, from left, Monique Pat, Gloria Brown, James Woods, Chelsea Maddock, Michelle Martinson, June Shackley and Shane Zwak.

RN Colleen Boe (left) with first-year nursing student Larissa Hnatiuk volunteering at the BCNU information booth in Vernon.

community outreach in vernon Nurses from Vernon and surrounding areas recently set up their free mobile blood testing booth at a local shopping mall for a day of community outreach.

The BCNU-sponsored day of education and goodwill was warmly received by local residents, with hundreds coming out for blood pressure and blood glucose tests.

These same residents have supported Vernon’s nurses as they continue to demand safer staffing levels at Vernon Jubilee Hospital to provide safe patient care, in a facility

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that has been critically understaffed for years.

The Vernon nurses, who have been campaigning for more than a year, will continue to apply political pressure.

Presentations to local elected officials are planned for the coming weeks, in addition to more public outreach events over the spring and summer. Nurses have vowed to continue to push decision-makers and Interior Health Authority officials to bring nurse staffing up to safe levels.

BCNU’s Aboriginal Leadership Circle supports children’s campaigns

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he Aboriginal Leadership Circle launched its campaign to support Jordan’s Principle and Shannen’s Dream on Valentine’s Day at the BCNU Burnaby office.

ALC members made a moving lunch-time presentation to BCNU staff members, asking them to sign online petitions and write to their member of parliament, demanding that First Nations children receive the same healthcare and educational funding as all other Canadian children.

The ALC now wants all 32,000 BCNU members to support its campaign by signing Jordan’s Principle and Shannen’s Dream at fncaringsociety.com.

Jordan’s Principle was launched to honour Jordan River Anderson of Manitoba’s Norway House Cree Nation. He spent over two years in a Winnipeg hospital while the Manitoba and federal governments bickered over who was responsible for paying for his transportation home. Tragically, Jordan passed away, at age five, before the dispute was settled. To stop a similar tragedy from re-occurring, Jordan’s Principle calls on the government of first contact to pay for services for the child and then seek reimbursement.

Shannen’s Dream is named in honour of 15-year-old Shannen Koostachin of northern Ontario’s Attawapiskat First Nation.

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10 She worked tirelessly to convince the federal government to give First Nations children a proper education before tragically dying in a car accident at 15.

On February 27, 2012, the House of Commons passed Motion 202 (Shannen’s Dream). It calls on the government to “declare that all First Nations children have an equal right to high quality culturally-relevant education” and “implement policies to make

BCNU supports launch of interim first nations health authority, but has concerns

In memory of

Jordan River Anderson In memory of

Jordan River Anderson

October 22, 1999–February 2, 2005

22, 1999–February 2, 2005 “JordanOctober could not talk, yet people around the world heard his message.

Jordan breathe ownheard and yet “Jordan could notcould talk, yetnot people aroundonthehis world message.

Jordan could nottobreathe his own and yet could he hashis given the breath of life other on children.

Jordan he has given the breath of life to other children.

Jordan could not walk but he has taken steps that governments are now not walk but he has taken steps that governments are now just learning to follow. ” just learning to follow.”

equal access to healthcare for all “We want 100 percent of Aboriginal people to have equal access to equitable healthcare services, like all other Canadians,” says BCNU’s Tania Dick.

Cindy Executive Director Cindy Blackstock, Blackstock, Executive Director First Nations Child Child &&Family Caring Society First Nations Family Caring Society

the First Nations education system, at a minimum, of equal quality to provincial school systems.”

You can help support BCNU’s Aboriginal Leadership Circle’s campaign to ensure all First Nations children get the same chance as other Canadian children to grow up safely at home, get a good education, be healthy and be proud of their culture by signing Jordan’s Principle and Shannen’s Dream at fncaringsociety.com. update

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BCNU supports the recentlyannounced Interim First Nations Health Authority, but wants several critical issues resolved before it is up and running in late 2013.

The IFNHA will work collaboratively with other health authorities, and will have a unique focus on the health of First Nations peoples. It will administer current federal programs and services, such as chronic disease management and mandatory Centre for Disease Control programs.

The IFNHA will incorporate Indigenous knowledge, beliefs, values and models of healing into the design and delivery of health programs that better meet the needs of First Nations communities.

BC First Nations chiefs overwhelmingly endorsed the new health authority in May, calling it another step forward on the journey towards assuming greater control over their health and wellness.

“I absolutely support the IFNHA,” says Tania Dick, a nurse practitioner from Alert Bay, a member of the Dzawada’enuxw Nation and BCNU’s point person on Aboriginal healthcare policies.

“But like other First Nations nurses I have concerns,” says Dick. “First, I am worried that Aboriginal nurses aren’t being consulted. BCNU’s Aboriginal Leadership Circle followed the lead of the Native and Inuit Nurses Association of BC to create a provincial Aboriginal nurses’ strategic plan. We’ve presented it, but our voice and expertise have not yet been heard.”

Dick says the current federal program only covers Aboriginals living on reserve – not the estimated 60 percent now living off-reserve. “We need to change that,” she says.

“We want 100 percent of our people to have equal access to equitable healthcare services, like all other Canadians.

The IFNHA agrees, but is not talking to those that navigate the systems on a daily basis, such as Aboriginal nurses.

“We also want the new health authority to create a data base that includes all First Nations nurses, develop a workable mentorship program for students and new nurses and do a better job of recruiting and retaining Aboriginal nurses in our Aboriginal communities.” update

2/18/2013 11:39:29 AM

update magazine February/March 2012

LPN initiative

LPNs will soon vote to join BCNU

Majority of LPNs employed by five health authorities and Providence sign up with BCNU

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other unions to meet LPNs’ workplace needs is one of the primary reasons that thousands of LPNs signed up with the BC Nurses’ Union.

LPNs want to join BCNU for three key reasons: • LPNs will represent and be represented by other nurses • they will receive quality union services • LPNs will have stronger contracts that end the cycle of rollbacks they’ve taken in their current support workers’ unions.

LPNs will be represented by other nurses

“It’s hard for LPNs to resolve professional practice issues with management when our workplace representatives aren’t nurses and don’t understand our issues,” says White Rock LPN Sharon Braiden. “That’s a problem for us in our current unions – and it’s a problem that will end once we join BCNU.” When LPNs move to BCNU their stewards will all be nurses who understand their issues. And LPNs will experience the same quality representation that current BCNU members receive.

BCNU anticipates there will be a large number of LPNs signing up as BCNU stewards once the vote is counted. LPNs will be encouraged to take leadership roles at BCNU because it’s a place where they’re both understood and welcomed as fellow professionals.

I

Hundreds of supportive LPNs, RNs, RPNs, student nurses and care aides took time to meet the LPN outreach team on BCNU’s bus as it visited worksites across the province.

n one of the largest employee movements in BC history, LPNs at five health authorities and at Providence Health Care successfully signed up a majority of their peers to membership in the BC Nurses’ Union.

The final step in LPNs formally changing unions is voting to join BCNU in a Labour Relations Board-supervised ballot. LPNs, RNs and nursing students across the province are enthusiatic about uniting BC nurses in a strong nurses’ union.

“We’re ecstatic that a majority of LPNs at every health authority and Providence signed up with BCNU,” says Vancouver LPN Michelle Devia. “LPNs directly employed by health authorities and Providence can now take our final step to BCNU membership – voting to join the nurses’ union.”

LPNs will vote to gain the benefits of BCNU membership

Like other nurses, LPNs have unique workplace challenges. And they need both representation and union services that support their professional practices. The inability of

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LPNs will have stronger contracts at BCNU

When LPNs, RNs and RPNs bargain together all nurses will have stronger contracts. After LPNs vote to join BCNU, they will be moved out of the Facilities Bargaining Association and into the Nurses’ Bargaining Association.

In the NBA, a united nursing profession will have greater bargaining power and contracts will improve for everyone.

In the Facilities Bargaining Association, LPNs have endured cycles of rollbacks. For example, in 2004 LPNs took a 15 percent wage cut and in 2010 they lost vacation days and other benefits.

During that time nurses in the NBA didn’t experience any rollbacks. And in 2010 when other unions accepted a “net zero” bargaining framework, BCNU

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lpns

Voting information

LPNs will soon vote to unite nurses Why LPNs want to join BCNU At the BC Nurses’ Union, LPNs will gain: • stronger contracts by negotiating with other nurses • representation by other nurses • professional services tailored to nurses.

Who’s voting?

LPNs working for the following employers on November 28, 2011, are voting to join BCNU: • Fraser Health Authority • Interior Health Authority • Northern Health Authority • Providence Health Care • Vancouver Coastal Health Authority • Vancouver Island Health Authority.

How do LPNs vote?

The BC Labour Relations Board will mail you a ballot: • carefully follow the instructions in the ballot package • mark your ballot and mail it back to the Labour Board in the envelopes they provide • if you follow the directions in your ballot package no one will know how you voted – not even the Labour Board.

represented nurses received a six percent market increase.

“It was very tough for LPNs to take that 15 percent cut in 2004, especially when our scope was increasing and we were taking additional workplace responsibilities,” says Fraser Valley LPN Bev Pudwell.

“BCNU is a whole lot stronger union, and I’m convinced that if LPNs were BCNU members in 2004 and 2010, we wouldn’t have taken any rollbacks.”

Pudwell says that as BCNU and NBA members, LPNs will negotiate with RNs and RPNs as a united profession to better solve workload and patient care issues that all nurses experience.

“I feel very comfortable moving to the BCNU,” says Pudwell. “They’re a very strong union with great contracts and good representation for members. That’s where I want to be.”

LPNs will have union services

tailored to nurses

BCNU is a diverse union with members in multiple classifications. All members receive quality core services.

As a nurses’ union, BCNU recognizes that nurses are licensed professionals with unique workplace challenges, so we tailor many of our services to meet those professional needs.

“Having a fellow nurse stand beside me when I need support is very comforting,” says Langley LPN Sarina Holden. “Being in a nurses’ union with RNs and RPNs is more than just paying union dues – it’s a place where our concerns will be heard and we stand together to advance our shared profession.”

At BCNU, LPNs will benefit from specialized programs. BCNU sponsors educationals to support nurses’ professional development, provides expert assistance when nurses face licensing challenges and has scholarship programs to advance nurses’ education.

BCNU’s professional advocacy department works with nurses to move PRFs and professional practice issues forward. Other unions simply don’t have services of the same scope or quality.

LPNs, RNs and RPNs will be stronger together

When LPNs vote to join BCNU and

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Fast Facts

When LPNs m ove to BCNU , you keep your : • seniority • pension • benefits • ever ything in your current contract Right away, B CNU will star t work to improv e LPN wages and practice co nditions.

And LPNs won ’t have to worry about m ore rollbacks in support worke rs’ unions.

move to the Nurses’ Bargaining Association they will make history. The nursing profession will be more cohesive and nurses’ unity of purpose will bring added strength to overcome challenges in BC’s healthcare system.

Crystal Sheridan is a full-time LPN and BCNU member at Williams Lake Seniors’ Village. She’s also a casual LPN and HEU member at Cariboo Memorial Hospital.

“When our long term care facility unionized we decided to join BCNU, and I’m very happy we made that choice,” says Sheridan.

As a member of both BCNU and HEU, Sheridan has a unique perspective on the campaign to unite nurses.

“I get information from both unions and sometimes I have to chuckle at the things being said about BCNU,” says Sheridan.

“Other unions are predicting the apocalypse if LPNs vote to join BCNU, but our experience with BCNU in Williams Lake has been very positive.

“BCNU bargained us a good collective agreement, we have strong relationships with RNs and we’re respected at the nurses’ union,” says Sheridan. “I hope all LPNs will vote to join me at BCNU.” Sharon Braiden has been an LPN for more than 40 years and also encourages LPNs to vote for BCNU. “I’ll be retiring soon,” says Braiden.

“And my greatest wish is for all British Columbian nurses to be in one union advocating for quality patient care together. I’m voting to join BCNU, and I encourage all of my LPN colleagues to do that as well.” update

2/18/2013 11:39:31 AM

update magazine February/March 2012

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Open forum for bcnu members

letters

RAISING PUBLIC AWARENESS Fourth-year nursing students at Vancouver Community College have the unique opportunity to work with non-profit organizations for their population health promotion projects.

We have been working with a mixture of primary health and social services organizations that support populations facing multiple barriers.

I had the opportunity to work with the BC Health Coalition in organizing several events that sought to advocate for the renewal of the federal Health Accord during the First Ministers meeting in Victoria in January.

The Health Coalition works collaboratively with many unions and community partners to advocate for the public healthcare system. My role in this project as a VCC BSN student was to develop materials meant to raise public awareness of issues surrounding the Canada Health Act and Health Accord.

I developed information sheets that were used by staff to create press releases to share with the public and media about the principles of the Canada Health Act and the Health Accord, which addresses the funding agreement between the federal and provincial governments.

Ottawa is currently agreeing to keep the current funding for healthcare until 2016, at which time they want to implement funding for healthcare based on provinces’ economic growth. This formula will further hurt poorer provinces and ultimately infringe on the Canada Health Act by decreasing accessibility and universality of the publicly funded healthcare system. (See page 7.)

I have learned that access to healthcare services is an important determinant of health and its relation to social justice. I have learned about the need for a national pharmacare program and the need to extend community based services. I have learned about the important role that nurses can play in advocating for access to health services by working with organizations such as the BC Health Coalition that advocate for adequate healthcare funding. I learned about the importance of collaboration between the federal and provincial governments. Finally, I learned about the important role that raising public awareness, and in turn political pressure, has in the policy advocacy process.

Aubyn McKay VCC Nursing Student PROVINCIAL SENIORITY The BCNU reported last year that “600 nursing positions have been eliminated across British Columbia.”

I imagine this number is much larger now, and I would like to know additional details about the state of registered nurses in BC. It’s not about just the loss of nursing positions, it’s also about losing seniority, benefits and job security. Many nurses are forced into casual or part-time

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Please join our open forum and send your letters to: dtatroff@bcnu.org. jobs. I have met nurses who can’t even find casual work.

We are in difficult times.

Nursing across Canada is changing substantially.

Many nurse colleagues have sought higher education. Unfortunately, higher education no longer ensures employment in a region you want to live in, job security or a job that actually lets you apply your education in the workplace.

Job security is a major bar-

gaining issue, but I have concerns about how to achieve “job security.” The current system of seniority based in geographic regions is no longer helpful in today’s job markets. Nurses are forced to take “a job” because the current contract language is outdated, because a job is not a job, a nurse is not a nurse.

The current system is leading to nursing degradation.

To give you an example of how ridiculous regional

seniority can be, in the Lower Mainland, a nurse working for Vancouver Coastal can’t apply for a job literally located across the street at Fraser Health because of regional seniority language.

I am not sure who or what the language is trying to protect when we’re trapped by regional seniority, not liberated. The employers can easily use regional seniority language to erode and dismantle registered nursing jobs and they are doing it.

Many nurses can’t stay fixed at one address when family members have no employment. Many nurses give up seniority and benefits to relocate for income. By contract, a nurse must obtain a permanent position within 12 months to be able to port her seniority and benefits, and in most regions of this province, this is no longer possible. I know nurses who are forced to move frequently and never achieve any seniority. I also know many senior nurses who have been looking to relocate for years but are essentially stuck because there are no “permanent jobs.”

Past work (seniority) must be recognized. To ensure job security we need provincial seniority.

Linda Rollins, RN Nelson OVERCOMING ADVERSITY Kudos to Sheila McIntosh from Penticton (Update, December 2011) on her letter about staying healthy.

So much is being said about healthier lifestyles and how that influences our daily lives, those of others and more importantly the patients

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14

letters

that we look after day after day. How can we advise others about being healthy if we don’t follow that path ourselves?

We should take ownership of our lives, body and soul, and make a bigger effort in doing so. There are so many ways of becoming fitter with athletic shops offering paid programs and free running sessions for everyone that fits all fitness levels. It is a great way to run/ walk in a group and can be seen as a support group, in the same way as Weight Watchers, AA and others.

Here’s a runner’s quote that I like: “I have seen examples of people overcoming adversity through the simple act of placing one foot in front of the other.”

I am proud to be an RN. Let’s cheer each other on, from start to finish!

RUSH TO JUDGEMENT

Riverview nurse wins lengthy arbitration

Margaret Brand, RN Vancouver

What am I worth?

(This poem is based on a true story.)

Ninety years ago I had my birth Another human being on this planet earth.

I had to leave school, when I was young I went to the war, I was given a gun.

The years went past, the war was a raging.

I became a man fast, I was rapidly aging War injuries received, from lead and metal For these I was given a very nice medal.

The war finally ended, somehow I’m alive I was unemployed, I had to survive.

I wondered around, I had to find work No job was too small, no job would I shirk.

Finally employed, this job is my life I can now buy a home, I have taken a wife.

My family grew up, kids are full grown The years have gone by, my how they’ve flown.

My body is failing, it’s causing me grief From war injuries received, I’m wearing a brief.

Through life’s ups and downs, I’m living alone My family has decided, I should live in a home.

The care home I’m in is quite poorly staffed I can’t get enough care, I’m getting the shaft.

Because of this problem, I’m living in strife Poor compensation for paying taxes throughout life.

The funding model used, I’m worth only 3.21 hours In this home I will die, I’ve been stripped of my powers.

3.21 hours per day, is funded for my care 3.21 hours per day, is this really fair?

The value of my life, is now calculated in hours Dying wish for my grave, is please place nice flowers.

Jim Lord, RN Victoria

March_12_40p_FINAL-final.indd 14

A

The dismissed nurse had been drafted into the Soviet Union’s army and sent to Afghanistan. He was later diagnosed with Post Traumatic Stress Disorder.

t first glance, it looked like an open and shut case: a veteran nurse was dismissed after being accused of forcing a disruptive psychiatric patient out of a crowded van and returning to Riverview without her. But, as so often happens with grievances and arbitrations, a careful examination of the facts revealed a very different story.

BCNU eventually concluded that the nurse shouldn’t have been terminated, and that the employer didn’t conduct a complete investigation before rushing to judgement. BCNU argued that the grievor exercised his judgement in the moment and was not negligent; that dismissal was an excessive response; and that there was a clear connection between the incident and a diagnosis of Post Traumatic Stress Disorder.

The incident that triggered the nurse’s PTSD occurred three years ago, while he was taking five psychiatric patients on an outing in a van. One of the patients became angry, sarcastic and loud. The chaotic situation escalated when she made a series of extremely derogatory verbal and racial comments.

The veteran Riverview nurse repeatedly attempted to de-escalate the patient. “Then all hell broke loose,” he recalled. “She went from zero to 60 within seconds,” kicking the driver’s seat, pushing, poking and then fighting

2/18/2013 11:39:33 AM

update magazine February/March 2012

with another patient. It was a Code White situation.

The nurse eventually pulled the vehicle over and ordered the patient out. After a brief argument she left the van and stormed off. The nurse felt relieved. He didn’t have a cell phone to contact his employer or the police, so he returned to Riverview, where he learned the RCMP had the patient in custody.

The employer quickly suspended and then dismissed the nurse. He filed a grievance with BCNU. Our union launched a lengthy investigation that included a lie detector test (which he passed) and an assessment with Dr. Greg Passey, who specializes in PTSD. He confirmed the nurse was suffering from PTSD as a result of his military service in Afghanistan.

The grievor was born in Moscow and drafted into the Soviet Union’s military in 1989, at the age of 18, while attending medical school. The Soviets were in the final stages of a disastrous war in Afghanistan and he was assigned to a convoy ordered to help a tank division withdraw from the country.

The convoy came under constant attack as it made its way to southern Afghanistan.

The grievor provided graphic descriptions of the casualties that occurred, including 56 burn victims and 20 deaths in one attack.

He recalled the smell of burning flesh and the screams of his dying patients.

After several similar attacks, he and the remaining Soviet soldiers were captured by the Mujahadeen. They were forced to dig a huge hole they feared would become their grave. But, after some 40 tortuous days of captivity, the prisoners were freed. He was taken to hospital and then fled to Italy.

He eventually immigrated to Canada, and landed a job at Riverview in 1999.

During the hearings – which stretched over 20 dates – the employer steadfastly refused to believe he had been in Afghanistan – even though he provided x-rays of shrapnel in his body, evidence of a bullet wound, certificates, pictures and medals to support his testimony.

The grievor felt humiliated by the employer’s lawyer who, under cross examination, repeatedly questioned his honesty and “painstakingly attacked [his] credibility.” He was also upset that the employer

March_12_40p_FINAL-final.indd 15

ignored the fact that CRNBC had already established that there had been no patient abuse and he had not been disciplined.

The employer did not appeal CRNBC’s decision.

PTSD expert Dr. Passey testified on his behalf: “There is clear research that indicates that when an individual with PTSD is triggered or in a significant stressful situation, there are certain areas of the brain that undergo diminishment of metabolism and therefore function. It has been clearly established that the frontal and prefrontal cortex has diminished metabolism when an individual with PTSD is triggered or highly stressed.

“Thus once significantly triggered, the grievor’s ability to suppress emotions (in this case fear) and make logical well thought out decisions was significantly hampered, hence the simplified decision to remove the danger from the van without regard for consequences or sense of remorse. “. . . he truly believed he was in a life and death situation similar to when he was in Afghanistan, he attempted to get the danger away from him and his patients or to get him and his patients away from the danger.”

After 20 days of hearings, the arbitrator delivered her decision: “I find the grievor’s testimony on his experience in Afghanistan credible both in its detail and consistency . . . he provided such detailed descriptions of events, including graphic accounts of injuries, one can only conclude he experienced those events. . . . The grievance is successful and the grievor should be reinstated to his employment.”

BCNU is currently in negotiations with Riverview and fully expects the nurse to be compensated for the three years he was off work.

“It has been a long and gruelling process,” he says. “I’m eternally grateful for the help I received from the BCNU team. They were there for every up and every down. I’m also thankful the arbitrator was able to spot a speck of truth through all the mud the employer threw at me.

“Without BCNU’s help I’d probably never be able to practice as a nurse again.

Now I’m looking forward to returning to work. I love nursing and I think I still have lots to contribute.” update

15

contest

WIN A PASS

TO THE Third International Conference on Violence in the Health Sector BCNU is offering members a chance to win one of three passes to the Third International Conference on Violence in the Health Sector that takes place in Richmond, BC, from October 24-26, 2012.

To qualify for the contest, you must be a BCNU member and have: • demonstrated leadership in the area of workplace violence prevention • served as an effective role model and advocate for other BCNU members with respect to violence prevention in healthcare • taken initiative on a specific local issue in order to address violence in your workplace.

To enter the contest, please visit bcnu.org and fill out the application form that includes space for you to share your violence prevention story.

Contest winners will have their conference fees and expenses (but no salary replacement) covered. The contest ends at 12 noon on May 1. update

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16

Professional Issues BCNU continues to seek clarity about the new Association of Registered Nurses of BC

A

s the Association of Registered Nurses of BC moves closer to becoming a fully developed organization, we want to provide nurses with information to help them make sense of its role and how it differs from the role of BCNU (see Update, December 2011, page 8).

In ARNBC materials, a narrow definition of BCNU is given: “BC nurses need a strong union that can advocate on matters of remuneration, working conditions and benefits.” While this is a very important part of our work, the union does much more – we have a rich history of health and social policy advocacy. We are not alone in this. Historically unions have done much to shape the social safety net we enjoy today – employment insurance, workers’ compensation, limits to hours of work and universal Medicare to name a few.

BCNU’s mission statement, which is the most fundamental reason for our existence, provides this broader picture: “The BCNU protects and advances the health, social and economic well-being of our members and our communities. Our core values include social justice and we demonstrate this value by advocating and promoting that the social determinants of health be equally accessible to ensure the dignity of every human being.

March_12_40p_FINAL-final.indd 16

supporting nurses interested in practice education; and Legacy Mentor supported nurses nearing retirement to share their knowledge with others.

Research to Action: part of a national CFNU initiative, supported a small pilot at Royal Inland in one unit where nurses could devote 20 percent of their paid time to professional development.

BC Nursing Research Initiative: advocated for funds to support nursing research in BC as part of policy discussions at the start of collective bargaining in 2006, which resulted in $8 million given to the Michael Smith Foundation for Health Research to steward the funds.

Practice Support innovation

We strive to be recognized as a champion for improved work life, health and economic status for our members and as a leading advocate for the publicly funded healthcare system.”

These aren’t just words on paper – we have backed them up with actions.

Healthcare service delivery innovation

Community Health Centres: for many years we’ve advocated for care delivered in a way that made sense to people in their communities – multidisciplinary teams providing integrated care, addressing the priorities of the people using the centres.

Nurse Practitioners: we lobbied hard to see this new role become a reality, taking part in countless meetings to provide input.

Safer Injection Site: BCNU was one of the first organizations to support the Four Pillars approach to addressing drug addiction, working with former Vancouver mayor Phillip Owen, supporting nurses at Insite and playing an important role in the Supreme Court cases that finally ruled it should remain open.

Partnering in Research innovation

Educator Pathway and Legacy Mentor project: working with Vancouver Coastal Health, Fraser Health Authority, UBC and UVic to create an innovative approach to

Undergraduate Nurse program: came together with health region, employer, regulator, academic and student partners to develop this innovative approach to providing employment to students at a reasonable wage rate in supernumerary positions; now called the Employed Student Nurse program.

Workload/Staffing plan demonstration sites: supported eight teams throughout BC to examine workload in their workplaces and experiment with a model to determine appropriate staffing.

Health & Safety strengthened: campaigned and achieved changes to reduce risk of injury, for example, WCB regulations on safety engineered devices.

Innovation from within

Development of Human Rights and Diversity Caucus: Our equity groups are Workers of Colour, Aboriginal Leadership Circle, Disability and Lesbian, Gay, Bisexual, Transgendered caucuses. They promote the profile and voice of BCNU members from communities that have endured historic and systemic discrimination and marginalization. The Men in Nursing group recognizes the challenges men face as they enter a profession shaped by patriarchal gender norms. The Human Rights and Diversity Caucus also provides support to, and advocates on behalf of, Internationally Educated Nurses. update

2/18/2013 11:39:39 AM

update magazine February/March 2012

17

using the prf process may be the most professional thing you do today

Nurses everywhere have concerns about working conditions, patient safety and their standards of practice. PRFs – the way to speak out about your concerns.

For more info check out PRFs at www.BCNU.org

March_12_40p_FINAL-final.indd 17

2/18/2013 11:39:40 AM

18

Diverse Voices, Collective Strength

F

or Victoria Alcuaz, BCNU’s recent human rights conference offered an opportunity for deep self-reflection.

A registered nurse at Peace Arch Hospital, and a graduate of BCNU’s Communicating at Work for Internationally Educated Nurses, Alcuaz found herself asking a series of questions that cut to the heart of what it means to be human: “Have I sacrificed my convictions for the sake of being socially accepted?

Have I stood my ground at the sight of social injustice, or do I tend to be on the safe side? Have I kept my mouth shut for fear of retribution?”

Such questions serve to unsettle the familiar and open up a space to interrogate the self and how we see ourselves in the world, and in so doing raise the question of social identity.

We tend to think of identity as something solid – something we might pin down and name using categories like gender, race, class and sexuality. But which of these categories comes first when we reflect on the self? Does gender trump race? Does sexuality supersede class?

Speakers at BCNU’s annual human rights conference attempted to tackle those questions and other critical issues at the day-long conference held in early December. Diverse Voices, Collective Strengths attracted about 125 members from around BC. Dr. Olena Hankivsky, in her Gender and Intersectionality presentation, reminded participants that when such categories are invoked no one dimension of social identity is of greater significance than another.

Indeed, intersectionality alerts us to the complex weave of the self, and how who we are is almost always situational, shaped by place, time, history, etc. So, not gender first then race, or sexuality then class,

March_12_40p_FINAL-final.indd 18

but these four interwoven with countless other strands of identity and being.

Hankivsky argued that only through attending to the full complexity of social identity can we truly advance the cause of social justice.

The richness of intersectionality as an analytical tool was highlighted in Jeremy Dias’s discussion, An Understanding of Homophobic and Transphobic Bullying in Schools. He reminded members that school can be a terrifying place for those carrying markers of difference, such as skin colour or sexual orientation.

His recollection of being repeatedly subjected to verbal and physical bullying during his teens served as a potent reminder that racialization and homophobia have real-life (and death) consequences.

These stories were told with a measure of poignance and humour that highlighted the inner strengths of Dias (and the value of having someone to confide in – in his case, a school nurse) and permitted his audience to reflect on their own casual, sometimes unconscious, use of marginalizing language or our failure to speak out in the face of subtle and overt acts of discrimination. Dias has turned these potentially destructive experiences into a commitment to change our children’s educational landscape. For more information please visit jersvision.org.

For many Aboriginal children, the school building itself can be a toxic environment. Cindy Blackstock filled in the missing details of these stories with a heart-breaking account of life in

Attawapiskat (a remote First Nations community in Northern Ontario) through the eyes of the late Shannen Koostachin.

Koostachin, who died at 15, spearheaded a national campaign to have a new elementary school built in her community. Despite a clearly demonstrable need, it has not yet been built (see page 9 for more info).

Blackstock’s moving presentation, Caring+Action=Hope For First Nations Children, was a compelling call to action. It was a reminder that Canadians and healthcare workers have a moral and professional obligation to pressure our governments to ensure Aboriginal children are given every opportunity to realize their dreams.

Blackstock urged conference participants to sign the petitions at fncfcs.com and make their own voice count.

Given that many of this conference’s key themes addressed the social determinants of health, and in particular how they are experienced by children and teenagers, there was a certain narrative logic in having Dr. Farah Shroff as the day’s first speaker.

Shroff ’s presentation – Why Does Global Maternal Health Matter? – took a global look at maternal health (touching on the issues of reproductive rights and abortion) and the vital need for appropriate preand post-natal care. Her talk highlighted the value of understanding maternal health in the context of progressive political and social policies – on the part of national governments and non-governmental organizations alike.

Conferences like this offer BCNU members a rich opportunity to engage in necessary conversations about issues that are central to the well-being of our communities. The true value of such events is found in those moments when the urgency of what you hear compels you to connect with others at the conference, or at work, or at home; triggers a thought or an idea; or invites you to go deep within and ask difficult questions of yourself and what is to be done to make the world a better and more just place. update

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update magazine February/March 2012

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19

2/18/2013 11:39:45 AM

feature

safe care now Coastal Mountain chair Kath-Ann Terrett was among the BCNU members who participated in our current ad campaign.

March_12_40p_FINAL-final.indd 20

2/18/2013 11:39:54 AM

update magazine February/March 2012

21

2012

bargaining

Safe Staffing equals safe care

i

BCNU launches tv, print, radio and online ads to build public support for safe staffing and reduced nurses’ workload

It’s the first phase of what’s likely to be a long and difficult road to a new Provincial Collective Agreement, but BCNU has kicked off the public face of Bargaining 2012.

It began with the March 12 launch of our TV ad that dramatizes the critical need for safe staffing for safe patient care. The ad follows on the heels of initial bargaining sessions that achieved some gains for members arising out of funding reached the last time we were at the negotiating table.

The TV ad shows real BCNU members in a series of workplace scenes, as they struggle to provide safe quality care in a variety of challenging conditions. The ad campaign is aimed at building public support for measures to increase staffing and reduce nurses’ workload as bargaining moves to a critical stage. The current agreement expires on March 31, 2012.

Our ad urges viewers to go to a special website (www.safecarenow.ca) to learn more and sign a petition

March_12_40p_FINAL-final.indd 21

that supports nurses in our drive for safe staffing.

The same messages will be reflected in newspaper, radio and online advertising scheduled to roll out over the next several weeks.

“It’s all about providing safe staffing to ensure safe patient care,” says BCNU President Debra McPherson.

“We want to enlist the public’s support as we make the case that safe patient care equals safe staffing. We want health employers and the provincial government to know that the public understands the importance of safe staffing in a high quality public healthcare system.”

The ad campaign began as problems with patient safety and understaffing were in the headlines.

Overcrowding and understaffing continue to force nurses to care for patients in hospital hallways, lounges and other areas not appropriate for patient care. Health employers rarely provide more nurses to handle these increasingly difficult caring conditions.

With the recent provincial budget providing increases

2/18/2013 11:39:55 AM

22

feature

shortage of nurses, those talks resulted in labour market adjustments of three percent of payroll for nurses in 2010 and 2011.

lion. The NBA will administer the fund, which helps prevent employees from being off work or helps them return to work earlier, including paying the costs of LEAP, BCNU’s Licensing, Education, Advocacy and Practice Program.

The Retraining/Education Partnership Fund will be continued at a cost of $1.2 million. The fund will continue to be used to support the retraining/educational needs of nurses who are transitioning into new roles or positions, in particular difficult to fill positions, to minimize job loss or the disruption caused by displacements, or another other retraining/educational needs as mutually agreed by the parties.

A total of 12 new union disability management representatives will be created, including one disability management coordinator to administer and promote the Early Return to Work/ Disability Management program, working with HEABC and health authority disability professionals. The representatives will be funded with $3.23 million annually that comes from cost savings from improved disability management under the program.

A new joint Occupational Health, Safety and Violence Committee

Agreements in principle reached

BARGAINING 2012 Vancouver Metro RN Mary Vendencia at bargaining educational.

for healthcare that are less than what’s needed to keep up with inflation and population growth, employers will be cutting back staff to save even more, while failing to hire new nursing graduates into fulltime positions, and refusing to backfill nurses who are off sick or on vacation.

Just as BC Finance Minster Kevin Falcon was delivering his budget speech in the legislature on February 21, conditions at Vernon Jubilee Hospital reached unprecedented overcapacity – some 203 patients jammed into a facility funded for only 148.

At the same time, nurses were struggling to cope with overcrowding throughout the province: from University Hospital of Northern BC in Prince George, to Royal Jubilee in Victoria, to Royal Inland in Kamloops, to Kelowna General, to Surrey Memorial, to Royal Columbian and to Abbotsford Regional, where the fire marshal recently told management that hallway beds posed a serious safety hazard.

“I’m afraid that given Mr. Falcon’s provincial budget, this is a taste of things to come, and it will get worse,” says McPherson.

“The pervasive understaffing that affects the safety of patients has become intolerable. Health employers need to recognize the severity of the problem and take action to address it during negotiations for a new contract.”

At the bargaining table, before negotiators can get to the larger staffing issues, they must first wade through a host of issues that are outstanding from the last round of bargaining, in 2009. Because of the on-going

March_12_40p_FINAL-final.indd 22

After a total of three weeks of talks between the Nurses’ Bargaining Association and the Health Employers Association of BC, the sides reached several agreements in principle. (BCNU is the largest union in the NBA, which also includes the Union of Psychiatric Nurses and the Health Sciences Association).

The waiting period for members to access Long Term Disability will be shortened by one month to four months, at a cost of $1.3 million a year. At the same time, members waiting for LTD will have their medical, dental, extended health, group life and accidental death and disability benefits paid – at an annual cost of $400,000 – once the member has used up all sick leave credits or any other paid leaves to which they are entitled.

The Prevention and Assistance Fund will be continued at a cost of $1mil-

The ad campaign

began as problems with patient safety and understaffing were back in the headlines.

CHOOSE ONE: Treat this patient

CHOOSE ONE: Check cardiac arrest patient’s oxygen level Assess a six year-old with head trauma Give pain med to burn victim Hire more nurses

Or this one Or this one

Hire more nurses

CHOOSE ONE: Help a dying patient control pain Change a dressing for a patient discharged yesterday Call distressed family whose elderly parent just fell Hire more nurses

With more patients than ever, nurses are forced to make difficult choices about who receives care first. When it comes to safer care, the choice is clear: hire more nurses.

With more patients than ever, nurses are forced to make difficult choices about who receives care first. When it comes to safer care, the choice is clear: hire more nurses.

With more patients than ever, nurses are forced to make difficult choices about who receives care first. When it comes to safer care, the choice is clear: hire more nurses.

Support better care at safecarenow.ca

Support better care at safecarenow.ca

Support better care at safecarenow.ca

BCNU’s NEWSPAPER ADS used real BCNU members, including Carmenchita Rosales at left and Kath-Ann Terrett at right.

2/18/2013 11:39:59 AM

update magazine February/March 2012

23

will be created to administer and implement health and safety and violence initiatives in the health sector. The committee’s work will be funded with $1.61 million from the EDMP cost savings.

Eight new fulltime steward positions will be created, in addition to the current 16 positions.

Outstanding Issues From 2009 Several other issues remain unresolved from matters that were agreed during the last round of talks.

SUPPORTING BARGAINing There’s a role for every member

W

ith bargaining underway for a new Provincial Collective Agreement, BCNU’s education department is raising awareness of the issue with a one-day workshop delivered to members in every region of the province.

The educational explains BCNU’s essential service negotiations, which “ensures the provision of nursing services during job action” and how it will affect them and their patients.

Workshop participants also learn how a variety of committees, such as the Provincial Job Action Committee, “develop, implement and coordinate local and province-wide job action strategies.” PJAC is a sub-committee of Council and is chaired by BCNU Treasurer Mabel Tung.

Worksite stewards help organize a Worksite Job Action Committee.

WJAC is responsible for organiz-

March_12_40p_FINAL-final.indd 23

ing membership involvement in job action and related activities at each worksite.

For more information on Essential Services and what you can do to help BCNU bargain a better contract that includes safe staffing levels and safe patient care, please visit bcnu.org.

At each regional educational, BCNU members share their stories about how short staffing is negatively affecting them and their patients. They also plan to share those personal workload stories with their friends, families and neighbours.

“We need to tell the public exactly what is happening in our worksites, so they will understand just how bad the situation is for our patients,” says Vancouver Metro chair Colette Wickstrom.

“We have to let people know why we need more nurses to deliver safe patient care.”

The complexity of classifications, job descriptions and /job posting/job filling procedures create administrative inefficiencies that could be eliminated.

The grievance/arbitration system.

BCNU is proposing ways to simplify and speed up the process, using expedited mediation/arbitration processes already put in place in the IHA and VIHA. Responsive shift scheduling: the union proposes continued funding for union representatives to work with members to develop responsive shift schedules to improve nursing practice conditions.

SAFE STAFFING NOW RNs Marco Gnoato and Minnie Kohli at a bargaining workshop.

Meanwhile, at the bargaining table, healthcare employers are saying their top priority is to deal with the increasing cost of benefits by asking nurses to pay for a portion of the total cost. update

2/18/2013 11:40:00 AM

24

Council Profile Here’s Who’s Working For You

NURSE ACTIVIST OkanaganSimilkameen chair Laurie Munday says becoming an activist saved her nursing career Empowering Members “Becoming

an activist kept me from burning out,” says Okanagan-Similkameen chair Laurie Munday. quick facts

Name Laurie Munday.

Graduated Ottawa’s Algonquin College.

Union Position Okanagan-Similkameen chair. Why I support BCNU “Because of BCNU’s commitment to publicly-funded healthcare and dedication to social justice issues. I am proud of BCNU’s determination to stand up for patient care and nurses’ rights.”

March_12_40p_FINAL-final.indd 24

Okanagan-Similakmeen chair Laurie Munday believes that becoming a BCNU activist changed her life.

“Getting involved with BCNU literally saved my nursing career,” she says. “It was like I’d found a home. Becoming an activist kept me from burning out. Like a lot of nurses I found that I just couldn’t give my patients the level of care they deserved. BCNU helped me see how to make real changes to the way healthcare is delivered.”

Munday moved to BC in 1977 after graduating from Ottawa’s Algonquin College.

“There were no nursing jobs in Ontario, and I ended up getting offered my first one over the phone at Vancouver General Hospital.”

In 1980, she moved to Saudi Arabia for three years. “It was a good experience,” Munday recalls. “I was 24 and learned a lot, working with nurses and doctors from around the world.

But it was also a real eye opener

to experience Saudi culture.

Camels have more rights than women.”

After relocating to the Okanagan, Munday worked in Penticton before moving to Kelowna General Hospital, where she has remained for the past 25 years. She spent the last decade as a patient care coordinator with the facility’s busy hemodialysis program.

Her interest in union issues began at KGH, when a colleague invited her to a regional meeting. She eventually became a steward, helping other nurses resolve workplace problems.

“It’s all about fairness. And the only way to ensure fairness is when everyone is treated the same – and that’s what our collective agreement provides for.”

During BCNU’s landmark Strike of 1989, Munday often walked the picket line with Heather, her young daughter.

“Sometimes other nurses would push her in a stroller, while I ran off to the strike office.”

After taking several years off to spend more time with her family and study for her RN degree, Munday became a BCNU activist once again.

In 2006, Munday became KGH’s first full-time steward, and graduated from BCNU’s labour relations program at Capilano College the next year.

“It was an amazing opportunity. The program was unique, designed to meet BCNU’s specific needs. It was a real honour to study with such a great group.”

Okanagan-Similkameen members elected her to BCNU Council in 2010. “It’s a job I love,” says Munday. “I enjoy getting out and visiting with members around the region.

“After 34 years of acute care nursing, I’m now learning from frontline members about issues in the community, in public health and long term care. Overcapacity doesn’t just occur in acute care. It extends throughout the system. We need to bring those concerns to the public and the government.”

Munday and other concerned members did exactly that in late December at a BCNU news conference in Kelowna. They called on the IHA to reverse its short-sighted decision to close all five of its public health clinics that test and treat sexually transmitted infections and HIV. Munday told reporters that the BC government’s own Key Performance Indicators “declare that we should focus on health promotion and prevention.

Closing the STI clinics flies in the face of their stated goals.”

Munday’s current goal is to help BCNU members deliver safe patient care in this round of provincial bargaining. For more information on bargaining turn to page 20. update

2/18/2013 11:40:01 AM

Your Pension

update magazine February/March 2012

STAY CONNECTED

securing your future

MOVING? NEW EMAIL?

Why Our Pre-funded Public Sector Pension Plans are Better than their pay-asyou-go counterparts

This article was written

by Bruce Kennedy, who serves as executive director to the Public Service Pension Board of Trustees, the Teachers’ Pension Board of Trustees and the College Pension Board of Trustees.

March_12_40p_FINAL-final.indd 25

25

When you move, please let BCNU know your new address so we can keep sending you the Update, election information and other vital union material. Forward us your email address and we’ll send you the latest BCNU bulletins and news releases.

Two million British public sector workers went on strike last November to defend their pensions. Prime Minister David Cameron labelled the pension strike as the “height of irresponsibility.”

How should BCNU members regard this drama?

The surest starting point is to understand that the UK’s public sector pension plans and BC’s public sector pension plans are completely different types of financial institutions. The UK uses pay-as-you-go pension plans for its public sector workers, while BC uses pre-funded pension plans.

Pay-as-you-go pension plans (such as Old Age Security) are entirely unfunded. They pay the pensions of current seniors out of revenues collected from current taxpayers. Because they have no invested funds, they are

not exposed to investment market performance. Their main risk exposure is demographic rather than financial. It is the ratio between the number of pensioners and the number of taxpayers that largely drives the cost of these plans.

In contrast, pre-funded plans, like the BC Municipal and Public Service pension plans that most BCNU members belong to, invest contributions collected from the current working generation in order to pay, much later, for that generation’s own pensions. Managed well, there is no inter-generational subsidization in these arrangements because each generation pays its own way.

Another huge advantage of pre-funding a pension plan is that the investment returns received over a very long investment period help to pay for

Please contact the Membership Department by email at membership@bcnu.org or by phone at 604-433-2268 or 1-800-663-9991

2/18/2013 11:40:11 AM

26 the pension benefits. Indeed most of the benefits come from accumulated investment returns, rather than from the original contributions. The main risk exposure of prefunded plans concerns financial market returns.

The pre-funding of BC’s public sector pension plans make them more sustainable, more cost-effective and fairer between generations, than their UK counterparts.

BC’s public sector pension plans also strive for fairness between plan members, plan employers and taxpayers. The pension benefits themselves are much more modest than many people believe.

For example the median pension payment for MPP members in 2010 was $11,241; the average was $15,498. The median PSPP payment was $14,440; the average was $18,197.

The large scale and professional management of these plans also helps keep costs down. The total cost of investment management and pension administration for these plans is 0.25 percent, or about one-tenth of what individual investors pay for investment management.

Cost sharing and risk sharing also contribute to the fairness of these plans. In general, BC’s public sector plan members are paying 50 percent of the cost of their pension benefit. In addition, the plan members bear more than 50 percent of the financial risk.

Sustainability is another important aspect of keeping BC’s public sector pension plans fair and affordable.

Sustainability is monitored and maintained by conducting an actuarial valuation of each plan at least once every three

March_12_40p_FINAL-final.indd 26

years. If an actuarial valuation reports an unfunded liability, pension plan member contribution rates and employer contribution rates are increased equally, and temporarily, so as to pay off the unfunded liability over 15 years.

The intent of this process is to keep the plan at or near a funding ratio of 100 percent. Over the past decade, which has been a very challenging one financially, this strategy has been holding up remarkably well.

Providing pension coverage to public sector workers through BC’s public sector pension plans is definitely much fairer to future taxpayers than the alternative of not providing pension coverage.

One-third of Canadian seniors rely primarily on OAS and GIS for their retirement income. This tends to happen to lower- and middle-income workers whose employers do not provide an adequate pension benefit. Future taxpayers will bear the cost of supporting those retirees, and they will do

Q&A

so without the assistance of plan member contributions, or accumulated investment returns.

BC’s public sector pension plans are important financial institutions that serve some half-million members and about a thousand employers very well. They are better designed and better managed than most of their foreign counterparts.

The natural stress-testing of the past decade has revealed them to be superior performers. The plans have undergone many prudent reforms over that time. They deliver great value to members, employers and taxpayers, and make significant contributions to the BC economy.

An appropriate reaction for nurses to the UK public sector pension turmoil would be to be thankful that we are not in a similar mess, and to appreciate the prudent arrangements and management that characterize BC’s public sector pension plans. update

Your Pension

Q: I’m a veteran nurse currently off work while caring for my dying mother and collecting EI (due to family responsibility leave). Does the employer have to pay its portion of my Leave of Absence?

A: Yes your employer is required to pay the employer portion of any LOA covered under the Employment Standards Act. Other ESA leaves include bereavement leave, compassionate care leave (occurring on or after April 27, 2006), jury duty leave, pregnancy/ maternity leave and parental/adoption.

After returning to work you have five years to purchase your pensionable service. If you do so within the five years, you must pay your portion of contributions and the employer will have to pay its portion.

LOA’s and your pension plan Members of the Municipal Pension Plan who took any unpaid leaves of absence during 2011 should mark March 31, 2012 on their calendars.

Until midnight on March 31, MPP members can buy back pensionable service for unpaid LOAs taken in 2011, and the employer will be obligated to pay their contribution to your pension plan for the first 20 days (144 hours) of unpaid leave. After March 31, you will be required to pay the employer’s portion of your pension contribution, as you would for unpaid leave time beyond the first 20 days (144 hours).

Members of the Public Service Pension Plan have up to five years to purchase up to 30 days of unpaid leaves in a calendar year and the employer is required to pay their share of contributions.

PSPP and MPP members can buy back service for any unpaid LOAs taken in the previous five years. Times when you were not contributing to your pension can also be purchased as long as it is within five years of the application date. This includes probation and time worked as a casual or part-time employee and you were not a plan member.

More info can be found at pensionsbc.ca. update

2/18/2013 11:40:11 AM

Q&A

update magazine February/March 2012

human rights and diversity voice and its place in the union.

An interview with Human Rights and Diversity Caucus chair and treasurer Mabel Tung UPDATE Who does BCNU’s Human Rights and Diversity Caucus represent?

TUNG In essence the Human Rights Caucus represents the entire BCNU membership.

More specifically it steers the work of the five human rights caucuses and provides direction to the equity and diversity work that BCNU is engaged in. The Human Rights Caucus, which I chair, is made up of the chairs of the five human rights caucuses, the BCNU council liaisons for each of the caucuses and BCNU’s human rights officer.

UPDATE What are the origins of the caucus?

TUNG The Human Rights and Diversity Caucus was struck at Convention 2005, inspired in part by constituency-organizing in progressive unions around the world and by the idea of women’s committees in unions that had a majority male membership. That meeting brought together like-minded individuals, all of whom realized that BCNU’s increasingly diverse membership required a more formal mechanism to realize its

March_12_40p_FINAL-final.indd 27

UPDATE What does the caucus

seek to accomplish?

TUNG We serve as a forum for the five human rights caucuses to discuss issues of mutual concern and to seek out opportunities to collaborate. In addition the committee strives to engage the membership in the work of human rights: promoting equity and recognizing the indivisibility of our collective struggle for justice – here in BC and around the world.

UPDATE What are the biggest challenges the caucus faces?

TUNG The main challenge is to continue advancing the work of the caucuses and promote the work of human rights in the union. It is easy to forget that the interests of unions, historically speaking, have always extended beyond the concerns of working conditions or collective agreement language – that unions have always seen their proper role as advancing the cause of social justice for all. In the current economic climate this attention to the big picture is all the more needed and all the more challenging to achieve.

UPDATE What are the caucus’s plans for the coming year?

TUNG We really want to see

the equity and rights work we are engaged in become more “mainstream” at BCNU. Once the immediate concerns of bargaining have been resolved we would like to increase the numbers of interested members supporting the work of the caucuses: as caucus representatives, as part of the caucus network or as an ally of one or two or all the caucuses. Human rights work is not peripheral to the work of our union – it is central to what we are all about. After all, health is a foundational human right. update

27

How to contact Your Human Rights and Diversity reps BCNU Human Rights and Diversity Caucus Mabel Tung, Chair C 604-328-9346 E mtung@bcnu.org Aboriginal Leadership Circle Michelle Martinson, Chair E aboriginal@bcnu.org Marnie Hewlett, Council Liaison C 604-785-8148 E mhewlett@bcnu.org Disability Caucus Kelly Woywitka, Chair E disabilities@bcnu.org Jacquie Nault, Council Liaison C 250-960-8621 E jacquelinenault@bcnu.org LGBT Caucus Cynthia Reid, Chair E lgbt@bcnu.org Kath-Ann Terrett, Council Liaison C 604-828-0155 E kterrett@bcnu.org Men in Nursing Group Jonathan Salken, Chair E jonathansalken@bcnu.org Deb Ducharme, Council Liaison C 250-804-9964 E dducharme@bcnu.org Workers of Colour Caucus Felicia Wong, Co-Chair E woc@bcnu.org Jessica Celeste, Co-Chair E woc@bcnu.org Mabel Tung, Council Liaison C 604-328-9346 E mtung@bcnu.org

2/18/2013 11:40:15 AM

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PRFs

in the workplace

TAKING THE MYSTERY OUT OF PRF COMMITTEES This is the first of a five-part series aimed at helping members de-mystify the Professional Responsibility Form process. Let’s Get A Committee Started explains how members can launch their own worksite PRF committee. The series, which will also appear in the next four Updates, explores a wide range of topics including Getting A Committee To Meet and My Role On The PRF Committee.

For more PRF information, please visit bcnu.org or contact your worksite steward or regional chair.

Let’s get a committee started

I am a steward at my worksite and recently one of my co-workers filled out a PRF. I know that we are supposed to take it before a PRF Committee but we don’t have one at my worksite. What do I need to do? Who can help me?

Regional support Your regional executive, including the steward liaison and regional chair can always help to answer PRF related questions, but your BCNU region should also have a Regional PRF resource person (PRF RRP) whose primary role is to promote the effective use of PRFs through advising, supporting and mentoring stewards working with PRFs. Check the BCNU website for contact information at bcnu.org.

Help from other stewards Other stewards within your BCNU region, health author-

March_12_40p_FINAL-final.indd 28

ity or care sector are another excellent resource. You can find out how their PRF committee process works and even ask to observe one of their PRF committee meetings to see how things work.

Attend a union management meeting and get PRFs on the agenda. Let management know that they need to work with you to build an effective PRF committee. You may only have one PRF now, but having your committee ready to go will make things

easier when more PRFs start being filed.

When building a new PRF committee, your regional chair, a member of your regional executive, the fulltime steward or the PRF RRP might assist by talking to management with you or attending the first meeting just to help get things started on the right track.

Build the committee Determine who in your worksite might make a good PRF

committee co-chair. Discuss the role with them and answer their questions. (Tip: look at the BCNU steward toolkit to see what the role of the co-chairs looks like.) Let them know that you will be there too as a steward, to support the process and the member filing the PRF. Develop the process Work with the PRF committee co-chairs to establish and communicate how PRFs will be handled at your worksite.

For example: • Once written up, a copy of the PRF should be provided to the steward, to the manager, to the nurse who wrote the PRF and to the PRF committee co-chairs.

• An administrative support person or someone in the organization needs to be responsible for scheduling a PRF committee meeting and inviting the necessary people. (Tip: look at Article 59.03.)

• Minutes should be taken at the PRF committee meeting outlining what was agreed to and copies should be circulated to everyone who attended.

• The manager should also respond to the member in writing. You then need to talk to the member to see if they are satisfied with the response or the action plan.

If the member is satisfied you need to ask them if the PRF is resolved. If they aren’t satisfied you need to ask them if they wish to advance the PRF to the next level. update

2/18/2013 11:40:18 AM

BCNU Elections

update magazine February/March 2012

29

for President & Vice President

2012

OUR CHOICE

OUR VOICE

Get ready to let your fingers do the voting

Make your vote count by televoting in the BCNU election for president and vice president. All BCNU members will be able to cast their votes by telephoning 1-877-313-2121 any time between 9 am on March 19 to 12 noon on April 5. The call is toll free from anywhere in Canada and the US, except Hawaii and Alaska. For more detailed information on televoting and the roles and functions of the elected president and vice president see the last page of this guide.

BCNU ELECTION HOTLINE (1-800-891-3311) BCNU will set up an election hotline to help you resolve any problems you may have with the voting system. The hotline number is 1-800-891-3311.

If you’ve moved, or are planning to move, please contact BCNU so we can send you election material, Update magazines and other important union information. To change your address please contact BCNU at membership@bcnu.org.

CANDIDATES FOR PRESIDENT

Debra McPherson

March_12_40p_FINAL-final.indd 29

Paul Terpstra

CANDIDATES FOR VICE PRESIDENT

Kevin Barry

Janice Buchanan

Howard Searle

Christine Sorensen

2/18/2013 11:40:40 AM

[ Candidate for President ]

BCNU Elections

for President & Vice President

2012

BACKGROUND Proud to be a nurse and BCNU member, totally committed throughout my career to excellence in our profession and advocacy for nurses.

Recognized as a visionary leader, strong articulate advocate for nurses, someone who delivers in good times and in bad (Vancouver Sun BC’s Top 100 Women of Influence, 2010).

Extensive leadership experience including: • President of BCNU 2000 to present.

• Executive of CFNU and recipient of the CFNU Bread and Roses Award for outstanding leadership.

• Executive MBA in Healthcare 2010 – UBC.

Debra McPherson

TELEVOTING

OBJECTIVES

1. Secure reasonable workloads for nurses through Bargaining 2012. Campaign to include advertising, grassroots involvement, political lobbying, and building public and political pressure on government to acknowledge the professional autonomy of nurses and their right to have a say in determining an appropriate workload that would allow them to meet their standards of practice.

2. Campaign to improve and maintain Medicare as the Federal/ Provincial Accord negotiations threatens to force further reductions in services in our communities.

3. Build on our diversity initiatives as we grow a more professionally and culturally diverse membership.

4. Build upon previous successes in bargaining by securing job security and whistle blower protection. We have improved nurses’ compensation by 46 percent over the last 10 years including a two-year extension with a six percent increase and benefit improvements.

5. Continue to improve services to membership (steward and leadership development, education, communication, advocacy).

6. Be easily accessible to members with walkabouts and frequent contact, providing present and caring leadership.

More info at www.debramcpherson.com.

MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 30

OUR VOICE

2/18/2013 11:40:43 AM

[ Candidate for President ]

BCNU Elections

for President & Vice President

2012

BACKGROUND AND OBJECTIVES Like most of you I am a frontline nurse, living, and working the challenges of nursing. The issues of workload, understaffing, lack of support, displacements, bullying, violence, no beds, over census, and on-call, are some of our realities. Living these has made me want more out of my Union. My name is Paul, a working nurse, and I am the change that you are looking for.

My British Columbia Nursing Union (BCNU) membership started in 2000, as an employed student nurse. Post University of Victoria, Bachelor of Science in Nursing (BSN) graduation in 2002, I found employment as a “full-time/overtime casual” nurse on many medical/ surgical wards. I have also worked in child mental health, and as a BSN nursing instructor. Currently I am working as a Certified Perioperative Nurse in Trail, BC.

Paul Terpstra

Last election 92 percent of the 32,000 BCNU members did not vote for the current president. Members, it is time to take back your Union!

My job will be to put you first, not management’s right to manage. Let’s get more connected, informed, and organized so that we can make the changes that we want to see: secured pensions, safe work environments, safe staffing, benefits, wage increases, job security, and more.

Members, use your choice to allow a well-deserved sunset for the current president. If you believe in democracy, renewal, progress, optimism, enthusiasm, equality, diversity, collaboration, and passion – vote for change. Who better to fight for you than a frontline professional like you!

TELEVOTING MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 31

OUR VOICE

2/18/2013 11:40:47 AM

[ Candidate for vice President ]

BCNU Elections

for President & Vice President

2012

BACKGROUND I am Kevin Barry and am running for the position of BCNU Vice President. I have over 30 years nursing experience (mainly in Critical Care areas) and I am a long time BCNU activist.

My BCNU experiences include: Contract and Campaigns Steward Regional Lobbyist (in 2 regions) early 1990s to present Regional Member Educator for over 15 years Member of Regional Job Action committee Provincial Nominations Committee Member (2 terms).

I have represented BCNU members as a voting delegate at numerous provincial and national conventions.

kevin barry

OBJECTIVES I will endeavour to be: A strong and effective member of the Provincial Executive team, A vocal defender of a member’s right to work in a safe workplace with a manageable workload in accordance with our standards of practice, Committed to BCNU remaining a member driven organization with strong democratic and social justice principles, A strong resource to the Provincial Lobbyist committee in their work to develop campaigns to protect our publicly funded and delivered healthcare services.

I look forward to having the opportunity to work on behalf of all BCNU members at the provincial level as directed by the BCNU President and Council.

TELEVOTING

Contact me with your views and opinions: email: kevinbarry@bcnu.org or follow my campaign blog at kbforvp2012@blogspot.com

MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 32

OUR VOICE

2/18/2013 11:40:48 AM

[ Candidate for vice President ]

BCNU Elections

for President & Vice President

2012

BACKGROUND • • •

•

•

janice Buchanan

Graduated from Douglas College in 1982 Worked for a short time at BC Children’s Hospital and for 25 years on the Maternity Unit at Peace Arch Hospital Recruited as steward in the mid 1980s and became steward coordinator in 1989, served as member chair of the PRF committee, Regional Lobby Coordinator, Regional Education Chair, Worksite Essential Services Coordinator, Worksite Job Action Coordinator, and Regional Job Action Coordinator Served two terms as Co-Chair of the South Fraser Valley Region from 2006 -2010, during this period served as Chair of the Provincial Resolution Committee for one year, two years as a member of the Bursary Committee, three years on the Regional Workload Committee and two years on the Provincial Workload Committee Elected Vice President of BCNU in May 2010, currently the Provincial Lobby Coordinator, Chair of the PRF Committee of Council, and steering committee member of the BC Health Coalition.

OBJECTIVES • • • • • •

Strive to ensure BCNU is a member driven, transparent, democratic organization Commit to staying connected and always put the interests of members first Continue to speak out and fight to secure RN positions Support the Bargaining Committee in achieving safe staffing levels so our patients receive safe care Continue to be a strong advocate in the fight to preserve, protect and enhance our public healthcare system Endeavour to restore our relationships within the labour movement.

If re-elected I will continue to work hard, respectfully and with integrity on behalf of the members I will represent.

TELEVOTING MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 33

OUR VOICE

2/18/2013 11:40:49 AM

[ Candidate for vice President ]

BCNU Elections

for President & Vice President

2012

BACKGROUND Currently a Registered Nurse and BCNU Steward at Abbotsford Regional Hospital’s Cardiac Care Unit, I have a BSc (Applied Physiology) from SFU, a BCIT Nursing Diploma, and 20 years full time acute-care experience.

I served BCNU’s Coastal Mountain Region as their Communications and Education Chair (2005 - 2009), and Occupational Health and Safety Officer (1994 - 2003). I was a Steward and the Steward Coordinator at Lions Gate Hospital (1994 - 2000). I was President, President-Elect, and Vice-President of RNABC and chaired innumerable committees (1998 - 2005).

Now in the Fraser Valley Region, I’m a member of the Regional OH&S and Finance Committees, and participate in the Men in Nursing and LGBT Caucuses.

howard searle

OBJECTIVES Workload and practice conditions are horrendous for nurses throughout British Columbia. We need to get serious and take direct aim at tackling these problems head-on. We must not and cannot tolerate this situation any longer.

My goals are to: • eliminate hallway nursing, closed beds, unfunded beds, over-census, Code Gridlock, and hospital overcrowding • achieve positive reductions in nurses’ workloads and better care for our patients • provide dynamic, strong, open, accountable leadership • continue our sound fiscal policy and Strategic Directions • be a strong, positive advocate for our publicly-funded, not-for-profit healthcare system at every opportunity • ensure our new website makes contract interpretation simple and fast • maintain an executive open-door policy and welcome your ideas and your concerns • keep BCNU moving forward for the benefit of all members.

Please visit my website at www.Elect-Howard-Searle-BCNU.org .

TELEVOTING MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 34

OUR VOICE

2/18/2013 11:40:51 AM

[ Candidate for vice President ]

BCNU Elections

for President & Vice President

2012

BACKGROUND AND OBJECTIVES A registered nurse and union member since 1989, I have enjoyed a varied career in acute and community healthcare, in both rural and urban sites. I regularly seek new opportunities that will challenge me and allow me to use my excellent communication, operational and leadership skills.

As the TNO Regional Chair, I have provided strong leadership to the members in my region while fostering teamwork, empowering others and encouraging new ideas. I value the opinions of others and I am committed to building a positive, inclusive culture and a sense of unity. I am a real people person who develops strong relationships with my peers.

As the community representative on the 2009 Provincial Bargaining Committee, I contributed to the improvements in our wages and benefits.

Currently, I am a trustee on the BC Public Service Pension Plan and a member of the BCNU Pension and Retiree Benefit Committees.

christine sorensen

I seek to build a high functioning Union and Council that understands their shared and individual roles, communicates well, navigates differences and thinks creatively and strategically. I am enthusiastic about working on strategies that will continue to improve workplaces for our members and protecting our public healthcare.

I understand the need for sound governance and will act honestly, be responsible for the decisions made by Council and be loyal to our members. I am committed to bringing new energy and creativity to the BCNU. What I can offer you is . . .

A pledge to serve, a promise to act. www.christinesorensen.ca.

TELEVOTING MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 35

OUR VOICE

2/18/2013 11:40:53 AM

BCNU Elections

roles & functions

for President & Vice President

2012

President Roles

televoting WHY DID BCNU CHANGE TO TELEVOTING? BCNU adopted the televoting system in 2001, when our Council voted to replace the manual voting system with televoting. Phoning in your vote is much more convenient and costeffective than the old system.

The manual system cost BCNU more because – unlike televoting – it requires ballots, ballot envelopes, ballot return envelopes and a manual count. Under the manual system, the votes were tallied by four or five BCNU members who spent five days counting the mailed-in ballots.

Televoting, however, allows the votes to be tallied within minutes of the election’s end.

HOW DOES TELEVOTING WORK? Before voting begins, BCNU mails election brochures, a unique PIN number and step-by-step instructions on how and when to vote to the homes of all members. You’ll be able to vote any time between 9 am March 19 to 12 noon on April 5.

After telephoning the correct tollfree number, you will be greeted by a pre-recorded voice. It will prompt you to respond to a list of questions using your telephone keypad. The first questions verify your unique PIN. You are then asked to vote for one candidate for president and one for vice president.

You will only be allowed to vote once for each position. If you try again you will be disconnected.

TELEVOTING MARCH 19 to APRIL 5

1-877-313-2121 OUR CHOICE

March_12_40p_FINAL-final.indd 36

• Reports to Council and accepts direction from Council • Leads and provides vision to BCNU • Presides at meetings: Council, Executive Committee and Convention • Recommends policies and actions for decision by Council • Guides Council to focus on important issues • Prepares agendas for Council, Convention, Executive Committee and other meetings for which the President is responsible • Ensures Council gets complete, relevant and timely information for decision making • Determines action on urgent and important issues between Council meetings • Guides annual BCNU program goals • Is BCNU’s chief spokesperson and liaison with: media, public, other unions and nursing organizations, government and others • Builds and maintains external relationships required in the achievement of union objectives • Builds BCNU’s public image • Builds membership relations/membership liaison • Assesses BCNU member satisfaction and organizational performance • Fosters a learning environment for Council and Executive • Directs that a review of BCNU policies occur annually • Leader of office of the President and building/working with Executive team • Works closely with the Executive Director/s on a day-to-day basis • Ex-officio member of committees (except Nominations Committee)

vice president Roles • Member of the Executive Committee • Assumes the office of the President should it become vacant • Assumes duties of the President at the request of, or in the absence of, the President • Assumes office duties of President during NBA bargaining • Assists President and carries out projects and work as assigned by the President • Acts as co-chair and procedural officer at Council meetings • Performs duties which may be assigned

by Council • Spokesperson for BCNU at the request of the President • Vice President will chair portions of Convention at the discretion of the President • Carries out any other roles and duties as provided by BCNU by-laws • Provincial Lobby Coordinator

• Directs annual committee review • Member of the Provincial Nursing Advisory Committee • Directs and supervises the Executive Director/s on behalf of Council • Delegates duties of the Executive Director/s in his or her absence • Participates in hiring of staff at President’s discretion • Presents annual report at the BCNU convention • Keeps BCNU Council informed of issues discussed between the BCNU President and the CRNBC President and/or Executive Director • Performs duties which may be assigned

by Council • Represents BCNU at various affiliates • Carries out any other roles and duties as provided in BCNU by-laws • Signing officer of the union • Director of the BCNU Holding Society • Abides by union policies.

Measures of Performance • Quality of reports to BCNU Council • Clear BCNU mission; explicit annual BCNU goals • Progress towards BCNU goals • Problem-solving success • Member satisfaction/member contact • Content and timeliness of Council information • Positive, productive relationship with senior staff • Quality of relationships with other important organizations • Public awareness of nursing and healthcare issues.

• Chair, In-Camera Committee • Ad-hoc member, Provincial Job Action Committee • Chair, Complaints Investigation Committee • Chair, Lobby Coordinator Committee • Signing officer of the Union • Represents the BC Nurses’ Union at the Canadian Federation of Nurses Unions • Director of the BCNU Holding Society • Abides by union policies.

Measures of Performance • • • • •

Quality of reports to BCNU Council Functions as a team member Progress towards BCNU goals Problem-solving success Content and timeliness of Council information • Streamlines recommendations, background information and policy issues for Council meetings and discussions.

OUR VOICE

2/18/2013 11:40:53 AM

update magazine February/March 2012

Who Can Help?

BCNU is here to serve members

BCNU CAN. Here’s how you can get in touch with the right person to help you.

CONTACT YOUR STEWARDS For all workplace concerns contact your steward. regional reps If your steward can’t help, or for all regional matters, contact your regional rep. EXECUTIVE COMMITTEE For all provincial, national or union policy issues, contact your executive committee.

executive committee PRESIDENT Debra McPherson Vancouver W 604-433-2268 or 1-800-663-9991 Voice Mail #2713 dmcpherson@bcnu.org VICE PRESIDENT Janice Buchanan White Rock C 604-202-6033 W 604-433-2268 Voice Mail #2608 jbuchanan@bcnu.org treasurer Mabel Tung Richmond C 604-328-9346

W 604-433-2268 Voice Mail #2255 mtung@bcnu.org executive councillor Marg Dhillon Coquitlam C 604-839-9158 W 604-433-2268 Voice Mail #2733 mdhillon@bcnu.org executive councillor Deb Ducharme Salmon Arm C 250-804-9964 W 1-800-663-9991 Voice Mail #2868 dducharme@bcnu.org

regional reps Pacific Rim Jo Taylor Nanaimo Chair C 250-713-7066 W 1-800-663-9991 Voice Mail #2774 jtaylor@bcnu.org

Margo Wilton Victoria Co-Chair C 250-361-8479 W 1-800-663-9991 Voice Mail #2685 mwilton@bcnu.org

South Islands Adriane Gear Brentwood Bay Co-Chair C 778-679-1213 W 1-800-663-9991 Voice Mail #2727 adrianegear@bcnu.org

West Kootenay Tina Coletti Nelson Chair C 250-354-5311 W 1-800-663-9991 f 250-352-9313 Voice Mail #2725 tcoletti@bcnu.org

March_12_40p_FINAL-final.indd 37

37

East Kootenay Patt Shuttleworth Cranbrook Chair C 250-919-4890 W 1-800-663-9991 Voice Mail #2751 pshuttleworth@bcnu.org

South Fraser Valley Cheryl Appleton Surrey Co-Chair C 604-839-8965 W 604-433-2268 Voice Mail #2773 cappleton@bcnu.org

North West Sharon Sponton Telkwa Chair C 250-877-2547 W 1-800-663-9991 Voice Mail #2810 sharonsponton@bcnu.org

Lisa Walker Langley Co-Chair C 604-880-9105 W 604-433-2268 Voice Mail #2747 lisawalker@bcnu.org

North East Jackie Nault Quesnel Chair C 250-960-8621 W 1-800-663-9991 Voice Mail #2772 jacquelinenault@bcnu.org Okanagan-Similkameen Laurie Munday Kelowna Chair C 250-212-0530 W 778-755-5576 Voice Mail #2719 lmunday@bcnu.org

Coastal Mountain Kath-Ann Terrett North Vancouver Chair C 604-828-0155 W 604-433-2268 kterrett@bcnu.org Shaughnessy Heights Claudette Jut Maple Ridge Chair C 604-786-8422 W 604-433-2268 Voice Mail #2737 claudettejut@bcnu.org

Thompson North Okanagan Christine Sorensen Kamloops Chair C 250-819-6293 W 778-471-2733 christinesorensen@bcnu.org

RIVA Marnie Hewlett Surrey Chair C 604-785-8148 H 604-542-1307 W 604-433-2268 Voice Mail #2805 mhewlett@bcnu.org

Fraser Valley Linda Pipe Mission Chair C 604-793-6444 W 604-433-2268 Voice Mail #2734 lpipe@bcnu.org

Vancouver Metro Colette Wickstrom Vancouver Chair C 604-789-9240 W 604-433-2268 Voice Mail #2783 cwickstrom@bcnu.org

Simon Fraser Liz Ilczaszyn New Westminster Co-Chair C 604-785-8157 W 604-433-2268 Voice Mail #2760 lilczaszyn@bcnu.org

Central Vancouver Judy McGrath Vancouver Co-Chair C 604-970-4339 W 604-433-2268 Voice Mail #2802 jmcgrath@bcnu.org

Debbie Picco Pitt Meadows Co-Chair C 604-209-4260 W 604-433-2268 Voice Mail #2700 dpicco@bcnu.org

Diane LaBarre Langley Co-Chair C 604-341-5231 W 604-433-2268 Voice Mail #2722 dlabarre@bcnu.org

2/18/2013 11:40:54 AM

38

update magazine February/March 2012

Off Duty members after hours

COMMUNITY SPIRIT Fort Saint John care aide wendy brown raised $50,000 to help victims of the deadly Burns Lake sawmill fire When news of the deadly Burns Lake sawmill fire reached Wendy Brown in Fort Saint John, she immediately knew she had to help.

And she didn’t take long to act.

Within a week of the January 20 fire, the feisty athlete had raised $50,000 in donations for the victims and their families by walking 30 hours over one weekend at an indoor track.

“I was shocked to learn that $50,000 was donated,” says Brown, who was born and raised in Burns Lake, but moved to Fort Saint John last year to work as a care aide at North Peace Care Centre.

“People in the community were so generous,” she says.

“It really hit my heart hard.

It was an incredible feeling.”

Brown, a member of the Babine Lake Nation, knew many of the victims of the huge explosion that destroyed the town’s mill and left two local men dead and another 19 injured, many with serious burns.

Some of the injured were treated by nurses at the local Lakes District Hospital. Other

March_12_40p_FINAL-final.indd 38

critically-injured patients were flown to Vancouver, Smithers and Edmonton, Alberta for treatment.

“I needed to do something,” says the mother of one son and two daughters. “I did it for my family at home in Burns Lake.

I did it for the victims and their families. And I did it for the community.”

Brown isn’t sure how far she actually walked during the 30 gruelling hours she spent circling the Fort Saint John indoor track.

“I just kept praying for the victims as I walked. It’s all I could think about.

“I was very tired by the end of the third day. I drank lots of water, but I only ate a granola bar. I believe that when you fast

north peace care aide wendy brown “People were so generous,” she says. “It really hit my heart hard. It was an incredible feeling.”

and pray things become clearer.

And they did.

“It was hard, but people were so encouraging. Some joined me while I was walking. At the end of the 30 hours I was tired and so emotional. But I did manage to go to work the next morning.”

Brown became interested in track after spending years running in and around the village of Burns Lake. “My brother introduced me to running in high school and I’ve been doing it ever since. My dream is to run in the Boston Marathon one day.

“It’s often too icy to run outside in Fort Saint John, so I started training indoors. Now my main focus is track.”

Last summer, the indomitable runner travelled to Kamloops to compete in the 2011 Canadian National Masters [35 years or older] Indoor Track and Field Championships.

She returned home with a gold medal after breaking the record in the three-kilometre run, with a time of 16:56:65.

Brown also completed a half marathon in Chetwynd last year. So she’s well on her way to achieving her dream of competing in the Boston Marathon.

But right now, her thoughts are with her friends and family back in Burns Lake, and the urgent need for the town’s Babine Forest Product sawmill to be rebuilt.

Brown says that desperatelyneeded donations to help the hard-hit community can be made to the Burns Lake Disaster Account at any CIBC branch. update

2/18/2013 11:40:55 AM

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Bookmark your union’s new website, now with social media links, a special interest network for young nurses and a members’ only portal providing (almost) everything you ever asked for.

Visit BCNU’s new website: www.bcnu.org

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2/18/2013 11:40:59 AM

CHOOSE ONE: Check cardiac arrest patient’s oxygen level Assess a six year-old with head trauma Give pain med to burn victim Hire more nurses

With more patients than ever, nurses are forced to make difficult choices about who receives care first. When it comes to safer care, the choice is clear: hire more nurses.

Support better care at safecarenow.ca PM 40834030

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2/18/2013 11:40:59 AM