BCNU Update Magazine April 2019 by BC Nurses' Union

UPDATE APRIL 2019

M A G A Z I N E

BARGAINING SUCCESS

PROVINCIAL CONTRACT IMPLEMENTATION BEGINS

PLUS

BREAKING THE SILENCE LISA GRANT CHALLENGES THE STIGMA SURROUNDING MENTAL ILLNESS

IT’S IN YOU TO

LEAD

BCNU members across the province are embracing their potential ahead of this year’s steward elections

SKILLED STEWARDS Central Vancouver region’s Moazzem Hossain and West Kootenay region’s Angela Lamoureux

RACISM AT WORK SHARING STORIES OF EXCLUSION | VIOLENCE AT FORENSICS NURSES HAVE THE SAFETY SOLUTIONS | ANSWERING THE CALL CAMPBELL RIVER NURSES USE PR PROCESS TO BETTER SERVE YOUNG MOMS April_2019_FINAL.indd 1

2019-03-25 3:07:41 PM

Social Media Can Hurt you and others

What you share on social media reflects on you professionally. Your employer and college both have expectations for online conduct.

Before you post, consider, is it:

T RUE? H ELPFUL? I NSPIRING? N ECESSARY? K IND?

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CONTENTS

VOL 38 NO1

DEPARTMENTS

PRESIDENT’S REPORT

YOUR BENEFITS

WHO CAN HELP?

COUNCIL PROFILE

OFF DUTY

GOVERNANCE RENEWAL PROCESS PROPOSED REVISION p. 70

• APRIL 2019

UPFRONT

6 CHECK IN The latest news from around the province.

16 BARGAINING SUCCESS The work begins on implementation of new provincial contract.

27 VIOLENCE AT FORENSICS Nurses have the solutions to improve safety at troubled facility.

34 HONOURING THE TRUTH Indigenous Leadership Circle hosts gathering to further dialogue and healing.

42 BREAKING THE SILENCE Lisa Grant is challenging the stigma surrounding mental illness.

83 ANSWERING THE CALL Campbell River public health nurses use the PR process to better serve young moms.

FEATURE

IT’S IN YOU TO LEAD

BCNU members across the province are embracing their potential ahead of this year’s steward elections.

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MOVING? NEW EMAIL?

UPDATE M A G A Z I N E

MISSION STATEMENT The British Columbia Nurses’ Union protects and advances the health, social and economic well-being of our members, our profession and our communities. BCNU UPDATE MAGAZINE is published by the BC Nurses’ Union, an independent Canadian union governed by a council elected by our 47,000 members. Signed articles do not necessarily represent official BCNU policies. EDITOR Lew MacDonald CONTRIBUTORS Rochelle Baker, Juliet Chang, Laura Comuzzi, Sharon Costello, Hanif Karim, Caroline Flink, Shawn Leclair, Robert MacQuarrie, Courtney McGillion, Dominique Roelants, Umar Sheikh, Shaheen Shivji, Christine Sorensen, Dan Tatroff PHOTOS Rochelle Baker, Lew MacDonald, Robert MacQuarrie, Shaheen Shivji

STAY CONNECTED When you move, please let BCNU know your new address so we can keep sending you Update Magazine, election information and other vital union material. Send us your home email address and we’ll send you BCNU’s member eNews. Please contact the membership department by email at membership@bcnu.org or by phone at 604-433-2268 or 1-800-663-9991

CONTACT US BCNU Communications Department 4060 Regent Street Burnaby, BC, V5C 6P5 PHONE 604.433.2268 TOLL FREE 1.800.663.9991 FAX 604.433.7945 TOLL FREE FAX 1.888.284.2222 BCNU WEBSITE www.bcnu.org EMAIL EDITOR lmacdonald@bcnu.org MOVING? Please send change of address to membership@bcnu.org Publications Mail Agreement 40834030 Return undeliverable Canadian addresses to BCNU 4060 Regent Street Burnaby, BC, V5C 6P5

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PRESIDENT’S REPORT NURSES ARE LEADING CHANGE

PHOTO: PETER HOLST

CHRISTINE SORENSEN

HIS WINTER I HAD THE opportunity to travel the province and meet with members at Nurses’ Bargaining Association contract ratification info sessions. It’s not the first time I’ve visited several worksites in one day, but I never tire of spending time with so many amazing nurses who remind me of what exemplary leadership looks like. As nurses, we lead by example wherever we find ourselves. We represent our profession, and we know how to make a difference with our partners in the health-care system as we work toward positive change. It’s up to all of us to lead that change with civility and respect. “It’s in you to lead” – that’s the message from our Member Engagement Committee ahead of this year’s BCNU steward elections. Stewards are the backbone of our organization, and providing them with the education and support they need is one of our highest priorities. Are you ready lead? Talk to stewards at your worksite and find out more about the role. Stewards provide amazing leadership to members every day, and I hope more people will step up to the challenge. It’s not always an easy job, but it’s truly rewarding. The work of our Constitution and Bylaws Renewal Working Group is another excellent example of effective leadership. They’ve led our governance renewal process over the past two years by bringing members together, finding shared values and charting a path forward. The proposed revision to the union’s governing document on page 72 of this magazine is the culmination of extensive member engagement and input, and will be brought to this year’s convention for adoption. BCNU is also demonstrating national leadership with our advocacy for nurses’ occupational health and safety. I’m proud to report that our provincial “Violence. Not Part of the Job” campaign won a major award of excellence at this

year’s BC American Marketing Awards. We collaborated with our creative agency Wasserman + Partners to influence public perception of nurses’ workplace violence with compelling TV ads that began running in 2017. Our message has since been taken up by nurses’ unions across the country, and the Canadian Federation of Nurses Unions has now launched a national campaign that builds on the work we began here in BC. There are so many things our union is doing well, and there are things we need to do better. I acknowledge there is room for improvement in the way we communicate with members. I want to make it easy for you to come forward with constructive ideas to make our union stronger and to lead the change that’s needed to effectively represent nurses today and into the future. We anticipate making changes to the way we use technology to engage with members, and we’ll be reaching out to you to find out more about your needs with the goal of improving your access to information and involvement with BCNU. I am proud of the newly-ratified NBA collective agreement that came into effect this month. This is your contract, but its potential can only be realized when individual members step up and help enforce it. This starts with a member like you filing a grievance, using the professional responsibility process, or identifying a safety concern related to workplace violence. We are actively establishing working groups with health employers to develop joint interpretations of the new contract language and implementation is ongoing. Be sure to read your BCNU eNews for more contract details as they become available. I would like to close by extending a warm welcome to BCNU’s new vice president Aman Grewal, I look forward to working closely with her as the newest addition to your leadership team, and helping all BCNU members reach their leadership potential. •

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CHECK IN

NEWS FROM AROUND THE PROVINCE

SAFETY ALERT

IS YOUR LANYARD SAFE?

MEMORIAL MARCH BCNU members attend this year’s Women’s Memorial March in Vancouver’s Downtown Eastside. Top left: BCNU Indigenous Leadership Circle (ILC) chair Diane Lingren, ILC member Alison Stockbrocks and BCNU Coastal Mountain region chair Kath-Ann Terrett. Bottom right: Elder June Shackley with fellow BCNU ILC members Erin Roulette (with son Salix) and Sarah Christiansen.

HONOURING THEIR MEMORY

HE 28TH ANNUAL WOMEN’S Memorial March took place on Feb. 14 in Vancouver’s Downtown Eastside (DTES) on unceded Coast Salish Territories. The first march occurred in 1992 in response to the senseless murder of a woman on Powell Street. Over 970 women have gone missing or have been killed in the DTES. Women in the neighbourhood, especially Indigenous

women, face physical, mental, emotional, and spiritual violence daily. Thousands of people, including BCNU members, attended the march, and were led by a group of Indigenous women who paused at sites where women died or were last seen. While there, they offered prayers before leaving red and yellow roses: red for those murdered and yellow for the women who are missing. •

All BCNU members are urged to immediately check their safety lanyards to ensure that break-away clasps are working properly. Plastic clasps should release immediately when the lanyard is subject to forceful pressure. No member should be using a lanyard without three quick-release clasps. If you are using an old lanyard without a three-point release, please discontinue use immediately ask your steward for one of BCNU’s berry-coloured lanyards If you test your lanyard and it does not release as it should, do not continue to use it. Periodic re-checking of the quick-release clasps is also advised.

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THE FACE OF BCNU

WILDFIRE SUPPORT Last year BCNU pledged to support the Canadian Red Cross in its effort to help communities all over the province get back on their feet after last year’s wildfire season. Red Cross corporate and community engagement manager Jennifer Wong (right) visited the BCNU office last March to receive a cheque from union president Christine Sorensen.

NOMINATION COMMITTEE CALLS FOR NOMINATION

AMAN GREWAL ELECTED VICE PRESIDENT BCNU South Fraser Valley region member Aman Grewal has been elected Vice President in the special election that was held March 13-15. Grewal was elected with 43 percent of the vote and will serve until the end of the current three-year term that ends in September 2020. The Nominations Committee would like to congratulate Grewal and thank all the candidates who ran in the election as well as members who took time out of their schedules to vote.

Nominations are now open for all five positions on the BCNU Nominations Committee. Members wishing to run for positions on the Nominations Committee must submit their nomination forms by 5:00pm on April 26, 2019. Candidates for the Nominations Committee can hold no BCNU office or fulltime positions above that of worksite steward, and must not be seen to be supporting any candidate in provincial or regional BCNU elections. Nominations Committee members will be elected at BCNU’s annual convention. Two elections will be held this year: • One special election will be held to fill a current vacancy on the committee. This term begins immediately upon the successful candidate’s election and runs until Aug. 31, 2019. • A general election for all vacancies will be held to fill all five vacancies for the term that begins Sept. 1, 2019 and runs until Aug. 31, 2022. Visit the BCNU member portal for more information.

IGHTS WERE flashing and shutters were clicking when the union held its annual member photo shoot at Vancouver Community College last Dec. 1. All of the communication and education materials that BCNU produces in-house use photographs of actual members. Many shoot participants also attended the unions Human Rights and Equity Conference held a day earlier. No actors for us! •

Email lmacdonald@bcnu.org if you would like to participate in a future shoot.

FEELING FAMOUS Over 20 BCNU members participate in the union’s annual brand photoshoot last December.

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CHECK IN NEWS FROM AROUND THE PROVINCE

COMMUNITY OUTREACH

COLDEST NIGHT OF THE YEAR

ASTLEGAR RESIDENT and BCNU West Kootenay region lobby coordinator Angela Lamoureux was keen to participate in this year’s Coldest Night of the Year walka-thon. The Selkirk College grad knew there would be other nurses at the Feb. 23 event, but she had no idea how many had come out to support the cause. “When I arrived I met a few students,” she reports, “then, when I called out for Selkirk College nursing students and grads to gather for a photo, I was blown away by our numbers and super proud to be a nursing alumnus from Selkirk.” The large contingent of nurses represented all areas of health care and came from all years of Selkirk’s RN program,

says Lamoureux. The Coldest Night of the Year is a family-friendly national walk-a-thon that helps raise funds for charities that serve hungry, homeless and hurting people in communities across Canada. This year’s Castlegar event raised funds for homeless and youth programs provided by Castlegar Community Services. “I think it’s important for nurses to recognize the social determinants of health in our home town,” says Lamoureux. “Homelessness happens here and isn’t just a big city problem. “It’s also important for nurses to stand up for the most vulnerable in society – we are a well-respected profession and we’re in a position to effectively educate the public.” •

PROUD ALUMNI BCNU West Kootenay region lobby coordinator Angela Lamoureux with fellow Selkirk College alumni during the Feb. 23 Coldest Night of the Year in Castlegar.

PRIZE WINNERS BCNU’s violence prevention campaign was recognized on Feb. 8 From left: Gowling WLG’s John Leckie, BCNU President Christine Sorensen, Wasserman and Partners president Stefan Hawes and Brandspank Marketing’s Andrew Sharpe.

BCNU CAMPAIGN BAGS MARKETING EXCELLENCE AWARD BCNU’S ADVERTISING AGENCY Wasserman and Partners took home a marketing excellence award at this year’s BC American Marketing Awards. BCNU collaborated with Wasserman to influence public perception on nurses’ workplace violence with ads that began running in 2017. The “Violence. Not Part of the Job” campaign took home top honours in the community engagement and not-for-profit category.

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SOUTH ISLANDS

SUPPORTING COMMUNITY

GOVERNANCE RENEWAL

THE WHOLE ENCHILADA BCNU’s Constitution and Bylaws Renewal Working Group (CBRWG) has how completed its review of the union’s governing document. The process lasted a year and a half and involved input from thousands of members across the province. The revised set of bylaws will be brought to this year’s convention for adoption by the delegates in attendance. The proposed revision is the result of member-wide consultations the CBRWG began in October 2017. Members were asked to “add their voices to the mix” to ensure the new governing document will serve as a “recipe for success.” Throughout the process, the committee was focused on modernizing the rules that govern our organization while ensuring that any changes are consistent with BCNU’s culture and values. See page 70 to review the proposed revision.

GROUP OF VICTORIA nurses took time out of their morning on March 5 to serve up breakfast at Our Place community centre – and over 400 meals were prepared. Our Place is an inner-city community centre serving Greater Victoria’s most vulnerable: working poor, impoverished elderly, mentally and physically challenged and the homeless. For the last five years, South Islands region members have been preparing and serving hot breakfasts through the centre’s Sponsor-a-Meal program. “For many people who are homeless or living in poverty, a healthy routine such as a daily breakfast can influence other positive life changes,” says BCNU South Islands

region lobby coordinator Jayne Yearwood. “Starting the day off with nutrition and community encourages folks to maintain other healthy habits – such as seeking detox and treatment, or pursuing further education.” Yearwood says her region sponsors a breakfast at the centre twice a year. “Members are always very humbled and moved when they come out to volunteer,” she reports. “It takes us to a place of what is important in our lives and how we are thankful for the blessings that we have such as a home, a bed, food to eat, earning a good wage and having a strong union to support us”. Yearwood encourages other Victoria nurses to join their fellow union members for the next serving. •

STARTING THE DAY RIGHT BCNU South Islands region members provided over 400 meals at Our Place community centre in Victoria. Clockwise from left: Kelli Welgen and Carrie Meier, Adrienne Butler and Cameron, Alayna Payne and Janelle Inoke.

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CHECK IN NEWS FROM AROUND THE PROVINCE BC BUDGET 2019

MORE NURSES NEEDED TO STAFF HEALTH-CARE SYSTEM Education investments needed to address the province’s shortage of specialty-educated nurses

VOLUNTEERS WANTED THE WORLD’S LARGEST CONFERENCE ON GENDER equality and the health and well-being of girls and women is coming to Vancouver this June – and you could be a part of it. The Women Deliver Conference attracts the some of the greatest minds, strongest activists and most progressive leaders from across the globe. The BC Nurses’ Union is a sponsoring partner of this year’s conference, which takes place June 3 to 6. Event organizers aim to foster progress on gender-responsive health systems, raise awareness about gender-based violence and promote women’s economic empowerment. The event requires more than 200 individuals each day to help ensure its success, and BCNU members are encouraged to volunteer. Women Deliver volunteer coordinators will fill positions on a first-come, first-served basis, with priority given to BCNU members. Duties include greeting attendees, ushering, serving as a session room host and supporting speakers. In return, you’ll get to attend a portion of the conference for free – volunteer for half a day, and enjoy a half-day of conference sessions in return. Watch for volunteer information on the BCNU website or in eNews. All members are encouraged to attend the conference’s culture night on June 5. This free, outdoor celebration will bring conference delegates together with locals for an evening of music, food, art and Indigenous culture that reflects British Columbia’s vibrancy. Be sure to visit BCNU’s exhibitor booth on June 5 at Jack Poole Plaza.•

Learn more at www.wd2019.org

T SEEMS THAT BARELY a week goes by without BC health minister Adrian Dix making a high-profile announcement about the investments the government is making in the health-care system. It’s a positive move that’s making up for years of underfunding by the previous BC Liberal government. But BCNU is concerned this year’s provincial budget contains little in the way of education investments required to ensure there are enough nurses to staff the expanded facilities and programs British Columbians rely on. BCNU treasurer Sharon Sponton spoke to several media outlets on the morning of the budget’s release. “The health minister has made a number of announcements signaling the government’s commitment to public health care,” she said, “so we looked closely at this year’s budget to see what kinds of health human resource investments are being planned to address the province’s nurse shortage, but unfortunately we found little.” Last year the provincial government made several investments in the health-care system that included infrastructure improvements, the opening of urgent care primary care centres and the launching of a new surgical strat-

egy aimed at reducing wait times for hip and knee operations. But Sponton worries about the effect this expansion will have on nurses’ working conditions and notes that even though BC leads the country in economic growth, the province has the lowest number of registered and licensed practical nurses working in direct care, with 889 RNs and LPNs per 100,000 people. She also notes that health employers’ reliance on overtime to keep hospitals staffed is driven by an acute shortage of specialty-educated nurse positions, such as emergency and operating room nurses. Sponton argues that urgent education investments are needed, and points to the government’s 2018 Labour Market Outlook that lists nursing as a high-demand profession, with upwards of 25,000 nurses required to staff BC’s health care system over the next 10 years. This includes new nurse positions and the replacement of retiring nurses. “Nurses are the backbone of our health-care system, and we need to make sure that public investments come with the education funding needed to ensure nurses are available to provide the safe patient care British Columbians deserve.” •

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PINK SHIRT DAY 2019

KINDNESS IS THE CURE TO BULLYING 1

CNU MEMBERS joined with other Canadians on Feb. 27 to raise awareness and take action to end bullying and harassment. The event was Pink Shirt Day, and this year, BCNU regional OH&S and mental health representatives promoted three actions to promote kindness as a cure to workplace bullying: supporting new colleagues, praising good practice and helping each other. BCNU LGBTQ caucus members also joined the activities to challenge homophobia, biphobia and transphobia in the workplace. “Kindness prepares the ground where compassion grows. And compassion is the foundation of caring for our patients and for each other,” says BCNU executive councillor Rhonda Croft, “but sometimes the stress of

busy workplaces produces fragmented relationships because we don’t have time to be purposefully kind. We can change that.” Bullying and harassment are prevalent in health care, says Croft, and workplace bullying is associated with nurses leaving their job or the nursing profession. Some 60 percent of new nursing grads leave their first position within six months, partly due to bullying. Exposure to workplace bullying – whether in person or online – can impact the physical and mental health of workers, permeating all facets of personal and professional life. Not only does the worker suffer, but so do their families and co-workers. This can lead to decreased job satisfaction, motivation, morale, and can negatively affect patient outcomes.

Croft says she was happy to see so many workplaces participating in the day’s activities. “Pink Shirt Day starts the conversation about bullying, and we want to build on that by creating workplace cultures where civility and kindness becomes the day-today practice.” WorkSafeBC created new policies in 2013 to address bullying and harassment. Their aim is to define what they are and to explain the duties of employers, workers and supervisors in order to prevent these kinds of acts from occurring in the workplace. Pink Shirt Day was started by two Nova Scotia students who organized a protest to support a Grade 9 boy who was bullied for wearing a pink shirt. Since then, Pink Shirt Day has become an international event to express solidarity through acts of kindness. •

PEOPLE IN PINK 1. BCNU RIVA region members show their kindness at Richmond Hospital (left to right): Lanaea Gonzales, RIVA region OH&S rep Michael Young, Anelise Henderson, Vanessa Thornber, Michelle Hirano, Rebecca Zhu, Janice Castillo and Maravi Bacay 2. BCNU South Islands region mental health rep Stephanie Spinney with stewards Coleen McCormick, Carly Koeppen and South Islands region co-chair Margo Wilton. 3. BCNU Pacific Rim region’s Pink Shirt Day display board. 4. Pacific Rim region steward Lori Buchanan, student nurse Alexandra Timms and Lisa Ellis 5. Pacific Rim region members gather at Nanaimo Regional General Hospital (left to right): Kelley Charters, NRGH full-time steward Gaydene Vallee, Sharon Fulton and Shawna-Lynn Miller.

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VITAL SIGNS NUMBERS THAT MATTER

RNs/100k population

2017

MORE NURSES NEEDED BC ranks lowest in the country for RNs and LPNs working in direct care per capita, at 889 RNs and LPNs per 100,000 population. The next closest is Ontario, at 935. BC ranks second lowest in number of RNs per capita, at 676 RNs per 100,000 people, slightly above Ontario, at 637 RNs per 100,000 people.

URGENT EDUCATION INVESTMENTS NEEDED Upwards of 25,000 nurses will be required to staff BC’s health care system over the next 10 years. This includes new nurse positions and the replacement of retiring nurses.

25k

More long-term, ongoing investments in post-secondary nursing programs are needed.

BC’s population has grown 12% since 2007. The total number of nursing graduates in BC has increased by 6.2% over the same period. RNs have seen the greatest increase, and LPNs are graduating in lower numbers than they were ten years ago.

Total

2500

1,019

1,452

922

1,294

880

1,295

924

1,308

731

1,015

637

935

826

1,058

825

1,100

746

1,017

676

889

1,019

NT & NU

1,102

1,316

Source: Canadian Institute for Health Information (CIHI) (https://www. cihi.ca/en/regulated-nurses-2017); CIHI (https://www.cihi.ca/sites/ default/files/document/nhex-trends-narrative-report-2018-en-web.pdf)

Source: B.C. Labour Market Outlook: 2018 Edition.

NURSING GRADUATES IN BC

RNs & LPNs/100k population

LPN

RPN

2000

1500

1000

Sources: Canadian Institute for Health Information. Regulated Nurses, 2016: Canada and Jurisdictional Highlights; Government of British Columbia (https:// www2.gov.bc.ca/gov/content/data/ statistics/people-population-community/ population/population-projections)

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500

0 2007

2008

2009

2010

2011

2012

2013

2014

2015

2016

DRUG PROBLEM Canada is the only developed country in the world with a universal health care program that doesn’t include a universal prescription drug plan. Instead, our multiple-payer system has resulted in the second highest prescription drug costs in the world next to the United States.

NATIONAL PHARMACARE NOT QUITE THERE Encouraging investments in this year’s federal budget require follow through

HIS YEAR’S federal budget includes commitments that bring Canada closer to the long-awaited creation of a national pharmacare program. It’s a positive development, but no guarantee that Canadians will see the full implementation of such a program. The 2019 federal budget announced $35 million over four years starting in 20192020 for the establishment of a Canadian Drug Agency Transition Office. A further $500 million for two years in funding was announced starting year 2022-2023 to help improve accessibility to high-cost drugs for rare diseases. “The pharmacare measures in Budget 2019 are just a start,” said BCNU President Christine Sorensen on March 19, the day of the budget’s release. “If the government is serious about bringing drug coverage under the public health care umbrella, it’s going to take more action and investment than what was announced today.” Sorensen noted that the budget legislation failed to implement a key Advisory

Council interim report recommendation: the creation of a national drug agency with a clear mandate to draw up a national formulary and funding for drug data and IT systems to track the spectrum of prescribing practices. “Nurses care about pharmacare because we see the consequences of the current inefficient public-private system: sicker Canadians and wasted health-care dollars,” said Sorensen. An Environics public opinion poll from this January found that 88 percent of Canadians agree it is better to have a single pharmacare program for everyone, rather than to have a patchwork plan. The poll, commissioned by the Canadian Federation of Nurses Unions, also found that 85 percent believe it is worth investing public money for universal pharmacare. It is well established by numerous expert studies, including from the Parliamentary Budget Officer, that universal pharmacare would result in significant system-wide savings of up to $11 billion annually, while addressing a

700,000 widespread lack of access. Canada is the only country in the world with a universal health care system that doesn’t include universal coverage of prescription medications. Some 20 percent of Canadians lack adequate drug coverage, one in four households can’t afford their prescription medications and one million Canadians have to choose between food and heat or buying the medication they need. “This is totally unacceptable in a country as wealthy as Canada,” said Sorensen. “The current patchwork system of drug coverage is inequitable and inefficient, and millions of Canadians are falling through the cracks,” she said. “We’re glad the government has recognized the importance of this issue. Now we need to make sure it builds the right kind of national pharmacare program – one that is publicly administered and delivered, universal, comprehensive, accessible and portable. That’s the only way to ensure that everyone in Canada can access the prescription medications they need.” •

Canadians have no drug coverage

3.6 MILLION

have inadequate coverage and can’t afford their prescription drugs

$4.2

BILLION A YEAR

Amount that could be saved with a national pharmacare program by eliminating private plans, and using centralized bulk buying and generic substitution where possible and this plan would cover everyone

$28.5 BILLION

Amount Canada spent on drugs in 2015

17% ($4.7 billion) 46% ($13.1 billion) 37% ($10.7 billion)

out of pocket by individuals private drug plans public drug plans Source: Office of the Parliamentary Budget Officer

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STUDENT REPORTS Every year BCNU sponsors student nurses from all of the union’s regions— to attend the CNSA conference. This year we asked some of our BCNU delegates to report back directly on their experiences and share their most memorable quote.

THE PEOPLE 1. BC students gather. BCNU sponsored 14 students to attend this year’s CNSA national conference. 2. BC nurses Courtney Donald, Erika Jensen-Shill and Sarra Fedick. 3. BCNU Young Nurses’ Network reps Daniel Schaeffer and Sarra Fedick staff the BCNU booth.

PAMELA ATOCHE Stenberg College

STUDENT NURSES

CELEBRATING LEADERSHIP AND ADVOCACY

TUDENTS FROM ACROSS Canada gathered in Calgary from Jan. 22 to 27 for the Canadian Nursing Students’ Association (CNSA) national conference. BCNU was proud to sponsor a group of students to attend this important annual event. The BC contingent was joined by BCNU Young Nurses’ Network reps Sarra Fedick and Daniel Schaeffer, along with BCNU Council student liaison and North West region chair Teri Forster. The theme of this year’s conference was “Aspire to Inspire: Celebrating Student Leadership and Advocacy.” Forster says the conference experience was incredibly powerful for many of the attendees. “Breakout sessions included presentations from students, nursing leaders and community members on a variety of leadership topics,” she reports. “One of the keynote

speakers, Indigenous elder and nurse Grandmother Doreen Spence, talked about reconciliation in the context of student leadership.” Many BC students were elected to positions on the CNSA board in this year’s elections. “As BCNU Council student liaison, I will be reaching out and connecting all of them with their regional chairs and BCNU opportunities,” says Forster. “Over 1,000 student nurses stopped by the BCNU booth and we were able to talk about BC and BCNU, and why our province would be a great place to consider when graduating.” Forster reports that BC nurses are currently exploring opportunities to present breakout sessions on BC-focused topics at future CNSA conferences. For more information visit www. cnsa.ca

I attended the conference because, as an LPN student, I wanted to know more about the role of nursing students in various colleges across Canada. I also wanted to participate and learn about the great job the CNSA does for all of us nursing students. The conference made me feel intimidated at first because I didn’t know what to really expect. However, as the days went by, I was able to feel the camaraderie of this emerging community. Getting to know other nurses from across the country actually helped me better understand the challenges we all face as students and how to overcome them. The conference presentation on concurrent capability and advocating for concurrent disorder population shone a light on the alarming nationwide reality of mental illness, substance use disorders and gambling problems. At the end of this presentation I discovered that, as a nursing student, I have a mission with each of my clients: to advocate for their rights. The presenter left me with

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two keywords: “Welcome” and “Engage.” These two words summarize not only the talk but the kindness one should use when caring for those with concurrent disorders. The information presented at the conference was not only informative, but inspiring. It has helped me see a much brighter future for the nursing field, and set me on course to start my own career with a new sense of hope and purpose. I’d like to thank BCNU for making this trip possible and for believing and investing in the learning of future nurses.

CARYN DOONER University of British Columbia The conference’s leadership theme spoke to me on a personal level as I have been developing my leadership abilities. I was inspired while being connected with lots of enthusiastic nursing students from across the country. Hearing other students talk about their aspirations and goals as nurses made me feel empowered about my own nursing practice. The presenter that made the biggest impact on me was Victoria Marchand, who was the 2018-2019 Director of Indigenous Health Advocacy. An Indigenous woman and a strong leader, she presented on reconciliation in Canada and how covert structural barriers in all systems contribute to a continued colonial impact, and called for Indigenous feminism as a way to address these barriers.

As quoted at the conference, Florence Nightingale once said “May we hope that, when we are all dead and gone, leaders will arise who have been personally experienced in the hard, practical work, the difficulties and the joys of organizing nursing reforms, and who will lead far beyond anything we have done.”

There were so many memorable quotes, but the one that resonated most with me were words spoken by Barb Shellian: “Never minimize the privilege that you have as a nurse, to be a part of a patients life.” What we do as a profession is truly special.

GIANNA BASSO Douglas College

WILLA POTTER University of the Fraser Valley

“Aspire to inspire,” this year’s CNSA conference theme did just that! Being surrounded by so many bright and brilliant minds left me feeling overwhelmed but grateful to be able to attend this year’s event. I wanted to attend the conference because it is a great way to network with other nurses, students and health-care professionals. It sparks engagement, fosters collaboration and reminds me that we are the future of nursing. Lisa Simone and Stacey Peterson’s presentation on addiction, recovery and having compassion for those suffering from an addiction brought me to tears. Lisa’s vivid story of her addiction and recovery gave me hope and courage to connect with those suffering from an addiction. The opioid crisis, depression and other mental health illnesses are being increasingly talked about in health care. I feel like ,as nurses and allied health members, we have a long way to go on helping reduce the number of deaths associated with mental health and the overdose crisis.

Conference highlights for me included workshops on Indigenous health advocacy and reconciliation, nursing vulnerable populations and the election of a new CNSA board of directors. I was excited to attend and to have the opportunity to network and share experiences with other nursing students across Canada. I always feel inspired and empowered being surrounded by so many accomplished and talented future nursing leaders. Other highlights of the conference week included the CNSA regional meetings and national assembly, student research and innovation presentations, a magic night and even a Harry Potterthemed Yule Ball. The presentation that made the greatest impression on me was “They Smell Like Sheep – Lessons in Leadership” given by Former CNA President Barb Shellian, who conveyed that leadership “is based on relationships and being a good human being,” and reminded us all that “life is either a daring adventure or it’s nothing.”

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A CONTRACT THAT WORKS FOR YOU Nurses ratify new provincial collective agreement BCNU President Christine Sorensen: “This is a contract that will elevate and advance the profession of nursing and positively influence the future of health care in our province.”

N JANUARY 21, BC Nurses’ Union members across the province voted in favour of accepting the contract negotiated by the Nurses’ Bargaining Association (NBA) and the Health Employers Association of BC (HEABC). This comprehensive three-year agreement contains important new tools for addressing the major issue of staffing and workload that directly impact the safety of patient care. New language has been negotiated that honours nurses’ professional autonomy and shifts the professional relationship between nurses and their employer. Now, nurses can evaluate their employer’s performance, control their own schedules and have access to professional leave for better worklife balance. The new contract also provides professional development and education support and allows nurses to explore options for control over their retirement security and extended health-care benefits. BCNU President Christine Sorensen

says the agreement is something to celebrate. “This is a contract that will elevate and advance the profession of nursing and positively influence the future of health care in our province. “Negotiations were built on a genuine commitment by both parties to work together and think creatively about solutions to shared concerns. We now have a ratified agreement that recognizes the value and hard work of nurses as professionals, and secures their ability to provide safe, quality patient care across the health-care system.”

EXTENSIVE MEMBER ENGAGEMENT

NBA and HEABC negotiators reached a tentative agreement on Nov. 25. All through December and January Sorensen and other NBA bargaining committee members visited worksites in every corner of the province to present the details of the agreement at contract ratification info sessions. “I truly enjoyed the opportunity to share what we achieved at the bargaining table, and wherever we went I

INFO SESSION BCNU President Christine Sorensen discusses the new NBA agreement at a contract info session in Surrey Memorial Hospital.

was impressed with members’ questions on a range of contract issues,” says Sorensen when asked about her impression of the info sessions. “I’m confident our members will take advantage of the language in this agreement and work together to improve their practice conditions and provide patients with the quality care they deserve.” But the contract ratification info sessions were just the final step in an extensive member engagement process that began in 2017 with a bargaining survey sent to more than 40,000 members covered by the NBA contract. The survey, conducted by social research firm Mustel Group Market Research, provided critical feedback that guided BCNU’s discussions with health authorities and government during the early stages of negotiations. The survey was followed by BCNU regional bargaining strategy conferences held throughout the province in late 2017 and a January 2018 provincial strategy conferences that saw the election of the nurses’ bargaining committee. These meetings were also an important step in the bargaining process, and allowed BCNU members to shape the direction and priorities that ultimately determined the shape of negotiations between the union and health employers. The majority of the more than

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20,000 members who cast a ballot did so at a worksite polling station set up on Jan.21. Voting also took place at advance polls available during many of the ratification info sessions and via mail-in ballots. “I want to thank each and every member who took the time to become informed and to vote on this agreement,” says Sorensen. “I also want to sincerely thank all of those members who conducted the vote at worksites around the province.”

IMPLEMENTATION UNDERWAY

The new NBA collective agreement comes into effect April 1, and many of the negotiated changes also come into force after this date. These include wage increases and compensation for workload-related issues, such as a $2.00 an hour short notice premium for nurses who take a straight-time shift that begins within 24 hours and payment for the “handover” work that is often done at the end of a shift. Members can also start to take greater control over their work schedules. For example, staff are now able to self-schedule their own rotations by a majority vote and six-day rotations can be eliminated or reduced if supported by the majority of employees. However, for the majority of the contract the NBA and health employers negotiated memoranda of understanding that require both parties to meet with 30 to 90 days following the Jan. 21 ratification date to develop implementation plans for much of the negotiated articles of agreement. Many of these working groups are now meeting as Update Magazine goes to print, and more are scheduled into the spring and summer.

SUPPORTING PROFESSIONAL PRACTICE AND DEVELOPMENT

Your bargaining committee took a proactive approach to addressing the significant structural changes occurring within the health-care system and the larger shift toward integrated primary and community care. It’s important to protect and support nurses who may be affected by these primary care model changes. Under the agreement, health employers will take a coordinated approach to delivering new community-based services as part of a primary and community care model implementation plan. BCNU has now begun meeting with employers to create a comprehensive change management strategy to ensure our members get professional practice support and access to education. The aim is to promote safe nursing practice, increase job satisfaction and improve staff retention. A new professional practice issues working group made up of three employer and three union reps has also met to review current outstanding issues. The group is now developing terms of reference, education materials and administrative processes.

KEEPING NURSES SAFE

A joint working group is being formed to make recommendations for the establishment of a provincial health sector occupational health and safety (OH&S) framework. It will be proactive, informed by evidence and focused on continuously improving both the physical and psychological health and safety of nurses. This group will also be responsible for many existing OH&S projects such as member education, improved Joint Occupational Health and Safety Committee functioning and effectiveness and implementation of the National Standard for Psychological Health and Safety in the Workplace. “BCNU has done a lot over the past several years to ensuring nurses can provide the highest level of professional care without fear of injury or violence,” says BCNU Acting Vice President Adriane Gear. “During the previous round of bargaining, we successfully negotiated a provincial violence-prevention framework that has translated into enhanced violence-prevention training, procedures at targeted high-risk sites. “These are important gains, but any contract language we negotiate should not have to come at the expense of

PROVINCIAL SUMMIT Activists gathered in Vancouver Dec. 6 to review the tentative NBA agreement and plan their regional outreach efforts.

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other bargaining priorities,” she argues. “Enjoying the peace of mind knowing that you will go home at the end of your shift without being assaulted is not something anyone should have to negotiate into a collective agreement.” New language in the NBA agreement now makes it clear that all provisions in Article 32 – OH&S Program – are

designed to strengthen the existing provisions of the Workers’ Compensation Act and related regulations. The new collective agreement also requires employers to develop an action plan for improved workplace violence prevention training that will be offered to all employees on an annual basis. “This new contract language is just one more example of how BCNU is working

to establish a culture of safety in BC’s health-care workplaces,” says Gear.

FOCUSING ON WORKLOAD

The new NBA contract is a reflection of BCNU’s concern for safe staffing and safe patient care, and it builds on the continue on page 22

MEMBERS INFORMED AND ENGAGED ABOUT NEW CONTRACT The Nurses’ Bargaining Association collective agreement may have been ratified over a sixweek voting period, but the vote was the culmination of an extensive member-engagement and input process that began two years earlier with a province-wide bargaining survey that helped establish our strategic direction. This was followed by several regional bargaining conferences and a provincial summit where members’ priorities were refined into the proposals our provincial bargaining committee then presented to health employers.

UPDATES TO MEMBERS

17 eNews

held on Dec. 12, 2018 and items sent

2018 PROVINCIAL BARGAINING SUMMIT

460 key activists

attended including regional executives and stewards

NBA CONTRACT RATIFICATION INFO SESSIONS

>150

RATIFICATION VOTE

Jan. 14, 2019

MAIL-IN

attended

mail-in ballot packages

23K members

2,451

were distributed to

240 worksites. ?

RATIFICATION HOTLINE

750+ phone calls were processed through the hotline between Dec. 7 – Jan. 20

sessions were held, including provincially and regionally run sessions

1,200+ emails

5,000+ members

1,800

attended these sessions

TELEPHONE TOWN HALLS

were processed through the hotline

calls were processed on Jan. 21

811 members

were marked as mail-in voters

ADVANCE

9,540

advance ballots were received

WORKSITE VOTING

292 worksites

polling stations

held

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MEMBERS’ VIEW SHORT NOTICE PREMIUM

2/hr

Gina Neumann West Kootenay region

GINA NEUMANN SAYS SHE WAS eagerly anticipating the April 1 implementation of the innovative short-call premium included in the recently-ratified NBA contract.

“I think this new premium will attract more casuals and new grads.” Gina Neumann

Like all other nurses covered by the NBA, Neumann will be eligible for the $2-per-hour short-call premium whenever she is called in to work with less than 24 hours’ notice. “It’s a bit of a financial incentive for nurses who are willing to be flexible and come in at short notice to help out in areas where they are needed,” says Neumann, who graduated as a registered nurse from BCIT in 2016 and now delivers care at Cranbrook’s East Kootenay Regional Hospital. Neumann is currently working as a casual at the Cranbrook facility, after her short-term temporary position ended in mid-March. “We get contacted regularly at the last minute for

shifts,” says Neumann. “It’s not unusual to get a phone call at 6 AM for a 7 AM shift. Our hospital is very busy. “I enjoy the challenges that come with floating around to different areas of the facility. I prepare myself the night before for a call. I make my lunch and have my scrubs ready. It’s part of my routine. The short-call premium acknowledges our flexibility and willingness to help out at the last minute.” All nurses, including casuals, who pick up a straight-time shift that is offered and expected to start within 24 hours will be entitled to an additional $2 per hour for every hour of work. Neumann, who is a steward and the East Kootenay’s regional Young Nurses’ Network representative, hopes the short-call premium will convince more BCNU members to accept last minute calls from their employer. “We need more staff,” she says, “and I think this new premium will attract more casuals and new grads. If that happens, then we can give our patients the quality care they deserve. That’s why we are nurses.”

PAID END-OF-SHIFT WORK

< 15 min 1 – 14 minutes at straight-time rate of pay.

>15 min 15 minutes and greater at overtime rate of pay.

Lisa Yaremy Vancouver Metro

LISA YAREMY WAS HAPPY TO learn that the new NBA contract

finally resolves the contentious issue of unpaid end-of-shift time. Yaremy and other BCNU members covered by the recently-ratified contract will now receive straight-time pay for the first 14 minutes of end-of-shift time. The contract now clearly states that no pre-approval is required. This dedicated nurse, who began delivering care at Vancouver’s St. Paul’s Hospital after graduating from BCIT in 2014 and now works on 5B, cardiac surgery, says she and other nurses have routinely worked for free at the end of each shift. “It was a bit of a shock at first,” says Yaremy, “to learn that I wouldn’t get paid for handover. But I always did it because it is so important for both nurses and our patients to have a verbal handover.

“Getting paid for handover will lead to more thorough reports and more equality and fairness.” Lisa Yaremy

“Usually it’s about 15 minutes at the end of each shift, but it can sometimes take up to as long as 45 minutes, depending on the number of patients and nurses. My handovers usually mean reporting to one nurse about four patients. But it can mean reporting on up to 26 patients at the end of a shift.” continue on page 21

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CONTRACT Q&A CREATING OPTIONS TO GIVE NURSES’ MORE CONTROL of our pension and benefits was a major objective heading into negotiations. We’ve now succeeded in establishing a framework that will allow us to explore next steps. Important review processes will soon be underway with the goal of improving choice and enhancing the value of health and welfare benefits. We’ll also be consulting members extensively before any changes are made to the governance of our pension plan.

PENSION PLAN REVIEW

Q: When does the consultation process start regarding the pension? A: An actuary will review all of the implications of changing the governance of the nurses’ pensions to ensure that neither nurses nor other members of the Municipal Pension Plan would be detrimentally affected by changes to the plan. After this step, and if a recommendation is made to consider changing the governance of the plan, we will start the consultation process. BCNU will begin consulting members as soon as we receive data.

BENEFITS REVIEW

Q: When does consultation process start regarding the benefits? A: BCNU will be acquiring data from Pacific Blue Cross to begin reviewing benefit plan usage and look more closely at those benefits which are very limited (e.g., the $200 chiropractic limit and the $350 vision care limit). Member education sessions will take place this spring on how our benefit plan works and what benefits are available. These sessions will also take

member feedback about what they’d like to see in the plan. Draft options (based on 2018 data) will be developed and presented to members for consultation purposes, including voting at pre-convention meetings. Q: What’s changing about our benefits now that the contract is ratified? A: There will be no changes to the benefit plan until January 1, 2021 at the earliest. Under the new contract, we agreed to place a cap on the currently unlimited registered massage benefit. The exact changes and improvements to the benefit plan will be determined after 12 months of consultation with members about their benefits needs and the improvements they want to see. Q: Are my benefits going to change without me knowing? A: No. Any proposed changes will be published for member review well in advance of a final decision. Your drug coverage, dental care, long-term disability benefits, medical equipment, and all other health benefits remain the exactly the same or may be improved

with savings gained by changing the paramedical benefits. The membership will be fully consulted prior to any changes. Q: What is included in paramedical benefits? A: Paramedical benefits include practitioner services only, specifically: massage therapy, physiotherapy, naturopathy, psychology, chiropractic, acupuncture, podiatry, and speech therapy. Paramedical benefits DO NOT include: prescription drugs, medical equipment, or vision care.

COMPENSATION

Q: When do I get my raise? A: All NBA members receive a 2 percent wage increase on first pay period after April 1. All members – both RN/RPNs and LPNs – will have also received 1.75 percent on first pay period after Feb 1, as per the 2014-2019 NBA contract. Q: How do I apply to have my college registration fees paid? A: Every member is eligible to receive $215 to off-set the cost of licensing fees. This takes effect in year two of the contract. Registration fees must be paid by the member and proof of payment will be required to claim the rebate. •

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NEW NBA CONTRACT CAPTURES INCREASES TO MATERNITY AND PARENTAL LEAVES MEMBER’S VIEW continue from page 19 Yaremy calculates that under the old policy she was working at least four 12-hour shifts for free each and every year. “That adds up to an entire set off,” she explains. “I think getting paid for handover will lead to more thorough reports and more equality and fairness. Everyone will end their shifts on time or they will be compensated. “Detailed reports really help nurses who are new to a unit and don’t know their patients,” adds Yaremy. “Now, with the new contract, all nurses should get more detailed reports when they start their shift. That will increase the quality of care we can give our patients.” •

FULL REVIEW BCNU members reviewed the terms of the NBA collective agreement at contract ratification sessions across the province.

THE CHANGES TO THE PROVINCIAL Employment Standards Act made last year mean BC workers can take maternity and parental leaves up to 18 months without risk to their job security. During the recent round of Nurses Bargaining Association contract negotiations, BCNU negotiators made sure that these leave increases were placed in the new NBA provincial contract. Now, if a future government wishes to reverse the changes and reduce the leaves back down to 12 months, BCNU members will protected. And just as important, the expanded leave is fully pensionable. The new maternity and parental leaves have the following features: 1. Birthing parents are now eligible for up to 78 consecutive weeks (18 months) of maternity and parental leave. • The first 17 weeks are under Article 38.01 (A) – Maternity Leave • The remaining 61 weeks are under Article 38.01 (B) – Parental leave 2. Non-birthing parents can take up to 62 consecutive weeks of parental leave under Article 38.03 (A).

A pensionable leave means that members can purchase, or “buy back” service for the lost contribution time that resulted from being away from work. Employees have five years from the date they return to work to purchase the time. And once employee pension contributions are remitted to the pension plan, employers will submit their contributions. Depending on the length of the leave, employee costs to buy back pensionable service can sometimes be expensive, but BCNU executive councillor Chris Armeanu says all members should seriously consider purchasing the time as it can make a big difference to their retirement income. Armeanu recommends that members check with their payroll department prior to going on leave, or as soon as they finish, to get details on buying back the pensionable service. “Making the expanded leave fully pensionable brings greater choice and flexibility to BCNU members,” he notes. “Purchasing that extra service will allow you to retire earlier.” Learn more at www.mpp.pensionsbc.ca

NBA CONTRACT TO BE PRINTED The Nurses’ Bargaining Association 2019-2022 provincial collective agreement will be printed in its entirety. In recent years the NBA contract has been available as a series of documents. These have sometimes been difficult to track and have led to unnecessary misunderstandings between the union and health employers. The 2019-2022 NBA PCA will be available to both parties as a complete contract by late April.

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CONTRACT THAT WORKS FOR YOU continue from page 18 groundbreaking staffing language first negotiated in the 2012 – 14 contract that establishes a nurse’s right to participate in workload decisions. However, despite our best efforts to relieve staffing and workload pressure, previous contracts lacked specific consequences for the failure to replace nurses when short-staffed, or compensate those nurses left bearing the cost of additional workload. Our newly negotiated nurse-driven staffing and workload assessment process will change that – with the goal of ensuring all short-term staffing needs are met. The new process comes into effect next year, and will allow point-of-care nurses to identify when additional nursing staff is needed and provide their manager with a filled-out workload assessment tool in order to secure additional nursing staff. Employers have until April 1, 2020, to hire enough nurses to meet baseline staffing before the new working short premium takes effect.

“This collective agreement gives nurses the ability to assert ourselves, advocate for our patients and take greater control of our working lives.” BCNU President Christine Sorensen

Effective April 1, 2020, an additional $5.00 an hour will be paid to any nurse working short on a unit, department or program with 10 or fewer scheduled nurses. Nurses working short on a unit, department or program with 11 or more scheduled nurses will receive an additional $3.00 an hour The working short premium is an important tool that changes the nurse-management relationship and allows nurses and managers to work together to address a common challenge. Our goal is to align nurses’ and managers’ interests – nurses and managers want enough staff to meet patient care needs and employers want to avoid paying an expensive, unfunded premium.

NURSES VOTE! BCNU staff helped organize an extensive ratification vote process that saw more than 20,000 nurses cast ballots over a six-week period that ended Jan. 21.

“Nurses’ voices were clear,” says Sorensen, “we want enough staff to meet patient care needs, and if we don’t have enough staff we want to be paid appropriately - the new language will help achieve those goals.” Now the onus is on employers to regularize positions and hire more nurses because they cannot afford this penalty if they maintain the health-care system in its current state. In the meantime, all members should be aware of their entitlement to the short notice premium if they take a straight-time shift that begins within 24 hours, and to claim for paid end-ofshift work (see Members’ View on page 19 to read about two members’ plans to use these tools). Both of these entitlements came into effect April 1 and it’s important that nurses use them to pressure employers to staff appropriately. “Unpaid work and short-staffing go hand in hand,” says Sorensen. “This normalization of unpaid work is a growing problem that threatens the health and safety of our members and the patients in their care – I’m proud of the fact that we’ve now addressed it directly in this collective agreement.” Sorensen notes employers have less than a year to hire the nurses that will be needed if they want to avoid paying the working short premium that takes effect in April 2020. “This collective agreement gives nurses the ability to assert ourselves, advocate for our patients and take greater control of our working lives. It will also allow us to collaborate with employers and find constructive solutions to the challenges our health-care system faces, but under no circumstances will we continue to allow our members to sacrifice their well-being by working short. “We must make clear and assertive demands and we must be relentless in our determination - for the sake of our patients and all nurses.” •

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HEALTH & SAFETY

NURSES BRING VIOLENCE PREVENTION CAMPAIGN TO BC LEGISLATURE 25,000 signed postcards call on government to eliminate violence in health care

COMMITMENT MADE Leader of the Official Opposition Andrew Wilkinson signs the BCNU candidate pledge to improve nurses’ safety.

CNU LEADERS RECENTLY DELIVERED 25,000 SIGNED postcards to the provincial legislature that showed strong public support to reduce violence in health care. The union’s October 2018 event in Victoria marked an important milestone in its violence prevention campaign. “BCNU has shown the provincial government that the public supports nurses and they should start making health-care workplaces safe,” BCNU President Christine Sorensen told the media who gathered to cover the event. BC health minister Adrian Dix received the postcards on behalf of the provincial government at a mid-morning rally on the steps of the legislature where he thanked nurses for their contribution to health care.

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HEALTH & SAFETY IN THE WORKPLACE

BCNU’s campaign contains specific, evidence-based demands that, if implemented, will go a long way to eliminating violence in the health-care workplace. These include better training for security personnel, the building of a provincial system to track violent patients, tougher sentences for those who criminally assault nurses and better WorkSafeBC (WSBC) support for nurses impacted by violence or other workplace traumas.

ADVANCING NURSES’ PRIORITIES

“Our primary reason for going to Victoria was to deliver our violence prevention postcards,” says Sorensen, “but opportunities quickly emerged to influence legislation and advance nurses’ priorities.” During its visit the BCNU executive met with Health Minister Adrian Dix to ask for commitments on improving safety.

VIOLENCE. NOT PART OF THE JOB. BCNU’s violence prevention campaign contains specific, evidence-based demands that, if implemented, will go a long way to eliminating violence in the health-care workplace. Nurses are calling on the provincial and federal governments to act in the following areas: > Better training for security personnel. Security workers need more skills to de-escalate potentially violent situations. With better training they can contribute to the therapeutic relationships that deliver good clinical outcomes. > Build a provincial system to track violent patients. With more information on potentially violent patients, staff can plan to mitigate safety threats. This will improve care and keep people safe. > Tougher sentences for those who criminally assault nurses. This will deter people from committing violence and condemn violence if it does occur. This also requires changes to Canada’s Criminal Code.

> Staffing that meets patient care needs. Adequate staffing will reduce patient/family frustration and contribute to better patient outcomes. > Better WorkSafeBC support for nurses impacted by violence or other workplace traumas. BCNU has asked BC Labour Minister Harry Bains to change the Workers Compensation Act and add nurses to the list of occupations who have the presumption of mental injury. That means nurses who develop mental injuries, such as post-traumatic stress disorder (PTSD), will no longer need to prove the injury happened at work – WSBC must assume it is work related. Currently only firefighters, police and ambulance drivers/ paramedics have this protection.

“What I appreciate about Minister Dix is the ability to have full and frank conversations with him,” says Sorensen. “When we sit down together we both say what we really think, and that makes him easy to work with. “I’m very pleased that he wrote to the federal health minister supporting the changes that we asked for to the Criminal Code,” she says. Dix was one of 61 politicians who signed BCNU’s violence prevention pledge during the 2017 provincial election. The pledge commits to speak out in favour of tougher sentencing for those convicted of assaulting a nurse, and to publicly advocate modifying the Criminal Code of Canada to make violence against a nurse an “aggravating circumstance” for sentencing purposes, as was done in 2015 for transit operators.

“Opportunities quickly emerged to influence legislation and advance nurses’ priorities” BCNU President Christine Sorensen

While in Victoria, Sorensen and other BCNU council members took the opportunity to meet with members of the BC Liberal caucus. After the meeting BC Liberal Leader Andrew Wilkinson also wrote to the federal justice minister supporting changes to the Criminal Code. “Wilkinson’s letter to the federal minister is important because it shows that BCNU has built multiparty support for the changes we need,” says Sorensen. “I don’t think that’s

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happened anywhere else in the country and it makes BCNU’s approach to lobbying the federal government easier. “I’ve also spoken personally to Prime Minister Justin Trudeau about these changes and he’s committed to following up on nurses’ request for action.”

TURNING COMMITMENTS INTO LEGISLATION

During the visit, BCNU leaders also had several discussions MEDIA MESSAGE BCNU President Christine Sorensen speaks to a reporter about violence in the with BC Green Party leader Dr. health-care workplace during the union’s visit to the BC legislature this winter. Andrew Weaver who fully supports adding nurses to the WSBC hour about the traumatic experiences sessions the following week. During presumptive mental injury legislation. she has endured in her more than 25 those sessions he introduced the Dr. Weaver was so determined to BCNU delegation to the legislature and years of pediatric ICU nursing. She advance this issue for nurses that he also told Bains about the difficulty in invited Sorensen and a BCNU member made a strong statement in the house impacted by PTSD to attend legislative about why the government should bet- getting her WSBC claim accepted and how the lengthy delay frustrated her ter support injured recovery. nurses. “This was a very emotional meeting “I’m very grateful and Minister Bains better understood for Dr. Weaver’s strong support,” says the challenges that injured nurses face,” reports Sorensen. “We impressed Sorensen. “I really on him that it’s not enough to simply believe that when reduce workplace violence. We also we do achieve this need to look after people who are improvement in injured by it or by other workplace WSBC coverage for traumas.” nurses, it will be in Sorensen says that BCNU will conlarge part due to his tinue to work with Bains to securing a strong advocacy.” date when mentally injured nurses get While at the legisthe WSBC protections they need. lature, Sorensen and “Delivering our postcards to the a nurse injured by post-traumatic stress provincial government and holding the meetings that followed were importdisorder met with ant events that helped build relationLabour Minister ships and secure commitments on our Harry Bains so he SIGNED AND DELIVERED BCNU executive councillor Adriane Gear (left) and BCNU President Christine Sorensen (right) violence-reduction campaign,” says could hear firstpresent provincial health minister Adrian Dix with 25,000 Sorensen. “We’re going to keep being hand from someone signed postcards that call on the government to make specific persistent until political commitments impacted by a mental commitments for improved safety in the health-care workplace. turn into legislation and nurses have injury. The member Dix was one of 61 politicians who signed BCNU’s violence prevention pledge during the 2017 provincial election. what they need to feel safe at work.” • spoke for over an

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HEALTH & SAFETY IN THE WORKPLACE

THE PEOPLE

SECURING COMMITMENTS BCNU council members and activists met with MLAs one-on-one during the union’s visit to Victoria this winter. They made the case for the important legislative changes needed to ensure nurses are safe on the job, and secured support for BCNU’s violence-prevention campaign.

1. BCNU leaders meet with BC Liberal caucus. Back row from left: Kelowna-Lake Country MLA and health critic Norm Letnick, BCNU Thompson North Okanagan region chair Tracy Quewezance, BCNU executive councillor Rhonda Croft and Prince George-Valemount MLA and finance critic Shirley Bond. Front row from left: VancouverLangara MLA and Leader of the Official Opposition Andrew Wilkinson, BCNU North East region chair Danette Thomsen, Cariboo-Chilcoltin MLA and critic for rural development Donna Barnett, Cariboo-North MLA and critic for small business Coralee Oakes (signing the BCNU pledge) and BCNU President Christine Sorensen. 2. BCNU Pacific Rim region chair Rachel Kimler with CourtenayComox MLA Ronna-Rae Leonard. 3. Surrey-Newton MLA and labour minister Harry Bains with BCNU South Fraser region co-chair Hardev Bhullar. 4. Surrey-Guildford MLA and government whip Garry Begg chats with BCNU Central Vancouver region co-chair Marlene Goertzen and Okanagan-Similkameen region’s Deanna Jerowsky. 5. BCNU executive councillor Rhonda Croft with Burnaby-Edmonds MLA and deputy speaker Raj Chouhan. 6. New Westminster MLA and Minister of Mental Health and Addictions Judy Darcy (middle) talks with BCNU Shaughnessy Heights region chair Claudette Jut (left) and Metro Vancouver region chair Meghan Friesen (right). 7. BCNU Simon Fraser region co-chair Lynn Lagace (middle) is joined by BurnabyDeer Lake MLA and Parliamentary Secretary for Seniors Anne Kang and Coquitlam-Maillardville MLA and Minister of Municipal Affairs and Housing Selina Robinson. 8. BCNU Coastal Mountain region chair Kath-Ann Terrett with North Vancouver-Lonsdale MLA Bowinn Ma.

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VIOLENCE AT FORENSICS: NURSES HAVE THE SOLUTIONS Hospital hit with largest WorkSafeBC fine in province’s history “Employer failed to maintain a safe workplace for staff and failed to assess and control the risk of violence.” WorkSafeBC

eadlines were made across the country when WorkSafeBC (WSBC) fined the Forensic Psychiatric Hospital (Forensics) $646,304 for failing to control violence risks at the Coquitlam facility. The January penalty is the largest in the province’s history. BCNU represents more than 200 nurses who work with the clinically challenging patient population at this secure 190-bed hospital. The staff treat patients who are unfit to stand trial, and if mental illness has made them not criminally responsible they are treated until they can be safely released into the community. The massive fine comes as no surprise to those familiar with the facility. The worksite made headlines last summer after a spate of serious patient assaults on staff. Workers at the hospital were physically harmed and many are still struggling with the psychologi-

PREVENTING WORKPLACE VIOLENCE BCNU full-time steward Ron Morley and patient care coordinator Gord Wilson are two of the some 200 BCNU members who work at Coquitlam’s Forensic Psychiatric Hospital. Both have worked to address systemic problems at the facility.

cal impacts of those incidents. The attacks prompted the Provincial Health Services Authority (PHSA), which operates the facility, to announce in September that it would be increasing staffing levels and expanding security and training. The announcement came after BCNU representatives met with health authority leaders to develop a plan that would mitigate the ongoing danger to nurses’ health and safety.

“Systemic changes need to happen in order to reduce risks that lead to violence.” Ron Morley

“The meeting was just the latest of many,” reports BCNU President Christine Sorensen. “For years we have repeatedly told Forensics leadership that nurses have solutions to improve safety and they must be meaningfully engaged if violence is to be reduced.” WSBC’s latest penalty covers two incidents that occurred last spring, before the other assaults that occurred in the summer. The first incident happened on March 20, when a patient in a seclusion room became agitated and lunged at a doctor. During efforts to restrain him two nurses were assaulted and injured. WSBC concluded that safety risks weren’t fully assessed prior to entering the seclusion room. The second incident happened on May 22. A patient undergoing a court-ordered assessment was transferred to the medium-security Dogwood Unit to treat his acute medical needs.

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HEALTH & SAFETY IN THE WORKPLACE

But management transferred the patient prior to completing the mandatory risk assessment, which violated PHSA policies. The patient assaulted and injured a health-care worker who is still physically and mentally traumatized by the attack. Forensics has the highest number of violent incidents with time-loss related injuries in the PHSA. And there are long-standing problems in getting management to improve practices to reduce workplace violence. In 2016 the hospital received a penalty of $171,000 for failing to train supervisors and workers about their health and safety responsibilities. The fine was later reduced to $15,000 due to changes in the penalty assessment matrix. This followed a $75,000 WSBC fine that was levied in 2014 for failure to instruct workers exposed to violence, and failure to assess and control the violence risks. The fine was tied to the stabbing of an employee in 2012.

SYSTEMIC CHANGES ARE NEEDED

Ron Morley has worked at Forensics for 28 years. The BCNU full-time steward has experienced his share of workplace violence. “There are systemic changes that need to happen in order to reduce risks that lead to violence,” he explains. “Key changes that staff have recommended include moving away from the clinical program model that’s currently employed and adopting a case management model of care. We also need to retain experienced forensic security officers.” Morley says the clinical program model aims to group patients with

similar psychiatric diagnoses on the same units. But this becomes a problem when patients at a facility are being treated primarily for their psychiatric needs, and where their propensity for violence should be the overriding factor that determines unit placement. For example, the clinical program model would likely assign patients with a high propensity for violence and high medical needs (e.g., IV therapy) to the medium security Dogwood Unit with other medically frail patients. But the problem with this practice, explains Morley, is that the unit isn’t set up to contain violent outbursts, meaning patients with high security needs shouldn’t be bundled together on the Dogwood Unit for treatment of their medical conditions. There’s another problem that’s been observed with the clinical program model: when a patient moves to a new unit their complete information does not always follow them, resulting in fragmented information across various units. In a case management model, on the other hand, a patient’s information stays with the health-care team responsible for a patient during their entire stay at the facility. Information, such as violence triggers, is consolidated by permanent case management coordinators and can then be shared with staff if a patient moves to a new unit, mitigating the potential for violent outbursts. “The current clinical program model is more appropriate for acute care environments,” says Morley, “and to improve safety, Forensics should move to a case management model.” Morley says there have been several accounts of incidents at the facility that

show how the clinical program model contributes to unsafe environments. In one case, a patient was doing well on a medium-security unit and was being transferred to a minimum-security unit where he could have unsupervised community visits. As the transfer approached, the patient spent a lot of time meticulously packing his backpack. The staff on his present unit (medium-security) knew this wasn’t a good sign and likely meant he would try to “elope” during his next unsupervised community leave.

“BCNU stewards have done their part – now it’s time Forensics management did theirs.” BCNU President Christine Sorensen

But staff on the low-security unit (his next unit) assumed his meticulous preparations were a good sign that he was eager to move to a unit with more privileges. Unfortunately, they made the wrong assumption and during his next community leave he didn’t return to the hospital on time. The police found him sleeping on a park bench and he was later returned to Forensics. Fortunately no one was hurt, but that’s not always the case. Morley says situations like these would be less likely using a case man-

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USED BY NURSE SOPHIA LAKE TO CHECK HEART RATE.

agement model because the important clue about the meticulous packing of his backpack would have been understood by his care coordinator, who would likely delay his access to unsupervised community leaves. In another case, a patient on a medium-security unit was decompensating by avoiding eye contact and refusing to take medications. Decompensating usually indicates that a patient’s mental state is deteriorating. The unit team knew his behaviour meant he was upset and was losing his ability to know when he might lash out. They recommended the patient be transferred to a higher security unit to protect everyone from violence. But the recommendation was blocked by management and a nurse was later assaulted. “This story shows that staff are sometimes injured when inappropriate care models fragment patient information,” says Morley. A case management model could have prevented both of the previous incidents, as unit staff could have contacted the patient’s care coordinator who would have understood the warning signs and transferred the patient to a higher-security unit before violence occurred.

RETAINING SECURITY OFFICERS WILL HELP SAFETY

The use of experienced forensic security officers, or FSOs, is another important contributor to staff safety. FSOs know how to de-escalate situations and are important contributors to the therapeutic environment. Unfortunately, Forensics has difficulty retaining FSOs because they leave for higher-paying positions once they gain experience. Staff estimate that

about 10 FSOs have left the hospital in the last 12 months. Moving these workers to a higher pay classification would help retain their skills and experience.

THE WORK CONTINUES

BCNU supports WSBC’s decision to impose a significant penalty. For years the union has pushed PHSA to improve safety. “If nurses don’t feel safe from physical attacks they can’t effectively focus on their patients’ needs,” says Sorensen. The union is reviewing the penalty and is considering options, such as asking WSBC to reinvest the funds into safety and violence prevention solutions at Forensics. Further penalties can be issued if other employees are assaulted. Sorensen credits Forensics nurses’ ongoing reporting and advocacy as the main reason that working conditions at the hospital aren’t worse. She says their diligence resulted in additional safety measures being put in place last year, including dedicated security on high risk units. “We’ll continue to monitor this worksite closely and hold PHSA and the Ministry of Health to the commitments they made on violence prevention prior to the last provincial election and during NBA contract negotiations,” she says. “Every week advances in health care and disease treatment progress at lightning speeds,” remarks Sorensen. “We need to see PHSA leaders move at that same speed to keep their employees safe. BCNU stewards have done their part – now it’s time Forensics management did theirs,” she says. “We won’t stop until violence is no longer part of the job.” •

USED ON NURSE SOPHIA LAKE TO STRANGLE HER.

NUMBERS THAT MATTER Violence in the health-care workplace

68% of BC nurses have experienced verbal abuse on the job where they felt concerned about their physical safety. 57% have personally experienced physical violence in their worksite. 48% have experienced both. 49% of nurses believe the security in hospitals is not adequate. 39% of nurses feel the risk of violence is at least somewhat of a deterrent to staying in their current job. Strategies to reduce violence in the workplace 24/7 trained security at certain sites:

95% of nurses agree.

Tougher sentences if anyone criminally assaults nurses:

86% of nurses support.

BC nurses’ access to information identifying a person with a history of violence:

95% of nurses agree.

Provincial system to keep track of violent patients:

70% of nurses agree.

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HEALTH & SAFETY IN THE WORKPLACE

CAREER-IMPACTING INJURY The case of a modified med cart illustrates the importance of seeking the union’s help to assert health and safety principles

HEN NURSES experience musculoskeletal injuries (MSI) it can have career-limiting impacts. Sustaining a workplace injury may cause significant time away from work and limit a nurse’s choice of practice areas. From 2016-2018 health authorities reported 4,068 MSI incidents for which nurses had to take time off work. That number is huge. And in some cases an injury can frustrate a nurse’s ability to work in their preferred area or practice. Nanaimo’s Shannon Simons is one of those nurses who sustained an MSI at her workplace. She experienced the principle of “unintended consequences” after her employer attempted to improve safety by reducing the weight of the medication carts nurses used. They did so by removing the articulating arms that adjust the carts’ monitor and keyboard positions. Unfortunately, this decision led to other health and safety problems. Simons works at Dufferin Place in Nanaimo. Her main responsibility is dispensing medication to frail, elderly patients at this long-term care facility. In April 2016 the facility switched from a paper-based to an electronic system of medication administration. That change also resulted in modifications to the medication carts, which now carried a monitor, keyboard,

mouse and electronic equipment to connect them to the facility’s wireless infrastructure. The carts became mobile electronic workstations, and while the move to the electronic system made the med carts heavier, the articulating arms that held the monitor and keyboard also made them more adaptable to individual ergonomic needs. “When the monitor and keyboard were both adjustable the cart was pretty good to use,” says Simons. “In an eight-hour shift I spend up to four hours giving out meds, and about 70 percent of that time is using the mouse to click through questions to record that meds are given correctly.”

MAJOR PROBLEM From 2016-2018 BC’s health authorities reported 4,068 musculoskeletal injuries for which nurses had to take time off work.

caused a career-limiting injury. In August 2016 VIHA removed the carts’ articulating arms that adjust the monitor and keyboard positions. A side pocket was then added to hold the keyboard when it wasn’t in use. But

“Shannon’s situation is a classic case of what shouldn’t happen with equipment modification.” BCNU executive councillor Rhonda Croft

But shortly after the computer equipment was added to med carts the employer also implemented a program to remove weight from medical equipment. That’s a good objective if it’s done carefully, but equipment modifications can cause unintended consequences that adversely impact employees. For Simons, the changes

when the keyboard was used it took up space on top of the cart which was an awkward position for typing. It could no longer be adjusted. Simons couldn’t clearly see the computer screen while she moused and typed which caused her to hyper-extend her right arm. She quickly started to have shoulder pain and filed an

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WORKING WITH A MUSCULOSKELETAL INJURY (MSI)

injury report with her employer and WorkSafeBC (WSBC). Her WSBC claim triggered a series of cart evaluations and adjustments, but the adjustments didn’t materially improve ergonomics because the cart manufacturer never designed it to work the way the employer had modified it. From April 2016 to January 2017 Simons repeatedly asked for help to make the cart more ergonomic. Eventually she was in so much pain that she couldn’t work. BCNU’s WSBC advocacy department is now supporting her through the claim process. “One of the first principles of risk management is knowing that by trying to mitigate one set of risks employees can be exposed to others,” says BCNU executive councillor Rhonda Croft. “Shannon’s situation is a classic case of what shouldn’t happen with equipment modification.” Croft says that while employees have a slightly lighter cart to push, the removal of critical ergonomic equipment means nurses are now exposed to new risks of repetitive strain and musculoskeletal injuries. “Employers should always check with manufactures to see if their objectives can be done in ways that don’t erode safety,” she warns. BCNU’s OH&S department continues to work with members, stewards and JOSH committees to identify, eliminate and prevent workplace hazards. •

WorkSafeBC defines a musculoskeletal injury (MSI) as an injury or disorder of the muscles, tendons, ligaments, joints, nerves, blood vessels or related soft tissue including a sprain, strain and inflammation, that may be caused or aggravated by work. These injuries are also known as repetitive motion or repetitive strain injuries (RSIs). Here’s what to do: 1. Seek first aid immediately, when experiencing symptoms. If you need to leave your work area, tell your supervisor. 2. Follow up with your doctor as soon as possible. 3. Report the incident by phoning the Workplace Health Call Centre 1-866-922-9464 (health authority employees) or filling out an employee incident report (affiliate/independent employees). 4. Start a WorkSafeBC claim for medical treatment and/or missed time from work. Complete a WorkSafeBC form online (www. worksafebc.com) or by Teleclaim (1-888-967-5377).

5. Contact the BCNU Joint OH&S Committee representative to discuss your recommendations for changes to your work environment, tools and equipment or work practices that would improve the situation.

When speaking with first aid attendants, your doctor, WorkSafeBC and your steward, tell them: > the movements you were doing at or near the time that you felt symptoms. For example, intensive or high volume work duties requiring movement or motions that use the same muscles repetitively or require significant effort. > any recent changes to your work duties or the conditions that you perform them in. For example, increased workload, new equipment or unfamiliar work.

PREVENTION PROGRAMS ARE KEY MSIs are the leading cause of injury among BC’s health-care workers. Almost half of WorkSafeBC claims in health care are caused by overexertion. Improper patient handling is the leading cause of MSIs for caregivers. MSIs can impact members’ quality of life, forever. That’s why prevention programs must be established in all worksites where workers may be at risk. A proper prevention program includes tools and direction for recognizing early signs and symptoms, outlines reporting procedures and establishes processes to implement and evaluate control measures. Early MSI signs and symptoms should be reported promptly to ensure the necessary changes are made.

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HEALTH & SAFETY IN THE WORKPLACE

ADVANCING THE DELIVERY OF POSITIVE PRACTICE BCNU members gain knowledge and insights at international conference on violence in the health sector

GROUP OF BCNU members were proud to represent the union at the sixth biennial International Conference on Violence in the Health Sector, held in Toronto last October 24 to 26. These conferences provide a platform for all parties confronted with the phenomenon of violence in health care, and encourage the development and implementation of practices to proactively address this complex problem. BCNU acting vice president Adriane Gear presented at the conference and shared insights on research the union has sponsored in partnership with the

University of British Columbia School of Nursing. Gear told the conference about the province-wide survey of nurses conducted by UBC researchers between March 2017 and January 2018. The findings, entitled The effect of violence prevention strategies on perceptions of workplace safety: A study of medical-surgical and mental health nurses showed that nurse-employer engagement is critical to nurses’ perceptions of feeling safe at work. Gear noted that employer engagement opportunities include nurses’ involvement in discussions about appropriate violence prevention strategies, collabo-

rative debriefing after violent incidents and the co-development and updating of patients’ behavioural care plans. “I was really proud to share the cutting-edge research BCNU has done in partnership with UBC on how violence is impacting nursing and health care,” she says. “BCNU has been a leader in advocating for violence prevention in health-care workplaces for some time.” Gear also spoke to conference attendees about important violence prevention, mental health and occupational health and safety language that BCNU successfully negotiated into the Nurses’ Bargaining Association provincial collective agreement, including the letter of understanding regarding psychological health and safety that was included in the 2014-19 contract. The letter identifies psychologically healthy workplaces as “a vital requirement for a healthy, engaged and productive health-care workforce” and commits the Ministry of Health to ensure that all provincial health authorities adopt the Canadian

LEADERS IN VIOLENCE PREVENTION BCNU members attended last year’s International Conference on Violence in the Health Sector and presented important research the union has sponsored on violence prevention strategies for the health-care workplace. From left: BCNU Thompson North Okanagan region communications secretary Jennifer Marinello, BCNU North East region chair Danette Thomsen, BCNU acting executive councillor Rhonda Croft and BCNU South Islands region professional responsibility advocate Daphne Wass.

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SHARING KNOWLEDGE BCNU Thompson North Okanagan region chair Tracy Quewezance (left) and BCNU health and safety officer Suzanne Hrynyk were part of this year’s contingent.

National Standard on Psychological Health and Safety in the Workplace (“the Standard”) as their own. The Standard is the first of its kind in the world. Championed by the Mental Health Commission of Canada, and developed by the Canadian Standards Association (CSA Group), it is a voluntary set of guidelines focused on the development of a system of positive factors that support psychologically healthy and safe workplaces. “I was excited to speak with healthcare colleagues around the world about what can be possible,” says Gear. “In many ways BCNU’s health and safety strategies are ahead of the curve. What is needed now is for employers and government to move forward with what was bargained in good faith.” BCNU Thompson North Okanagan region communications secretary Jennifer Marinello and South Islands region professional responsibility advocate Daphne Wass also attended the conference. Both had put their names forward for consideration to attend the conference. A random draw awarded these two the opportunity to attend along with 300 others from around the world. It was Marinello’s first time at an international health-care conference. “The event exceeded my expectations and was a jam packed three days of information and networking,” she

reports. “There were people from all areas of health care, from frontline nurses like me to managers, to researchers to psychologists.” She says a highlight included the “amazing” amount of breakout sessions. “It was difficult to choose which sessions to attend as they were all relevant to my practice as a frontline emergency room nurse and my union activism, but one of my favourite workshops was a presentation on Verge Eesti OÜ by clinical child psychologist Airiin Demir and course leader Martin Kallavus from Estonia.

“This was a wonderful opportunity and I am so thankful to expand my knowledge about violence prevention in health care.” JENNIFER MARINELLO

“Verge is a special intervention method for dealing with aggressive behaviour in education and social sectors,” explains Marinello. “It was developed primarily for professionals who work with people with special needs. “They provided us with information on how to deal with verbal aggression. We had time to practice the skills with others in the group,” she says. “Although we talk about this a lot in health care, it was a good reminder that using our verbal skills to deal with verbal aggression in the workplace can help deescalate some situations.” Wass said she was impressed with the wide range of speakers, and was struck by the amount of ongoing research being done on violence prevention in health care. “I have a much better understanding that data from research drives policy and change, and that the numbers and evidence is required to change policy at

local and national levels,” she says. “I was sitting with nursing researchers from the US. They were working on violence in the workplace between workers and the root causes of aggression, which includes increased stressors and workloads on nurses,” reports Wass. “We all know this is a problem in the workplace, but we need these types of people to quantify, qualify and document the patterns of behaviour which arise when staff are continually overloaded.” Wass acknowledges that violence in the workplace is an issue for nurses worldwide, but she admits feeling fortunate to live and work in Canada. “I am grateful to BCNU for the work being done to address workplace violence and to include nurses in presumptive PTSD legislation.” (The provincial government announced legislation to provide faster treatment for post-traumatic stress and other mental health diagnoses for first responders in the spring of 2018, but nurses were excluded from the legislative changes.) Marinello reports telling her nurse colleagues about her conference experience when she returned home. “This was a wonderful opportunity and I am so thankful to expand my knowledge about violence prevention in health care. I also made some great connections from all parts of the world and we have exchanged our contact information, so we can continue to share our knowledge and experience.” •

AHEAD OF THE CURVE BCNU acting vice president Adriane Gear presents the union’s cutting-edge research on how violence impacts nursing and health care.

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HUMAN RIGHTS & EQUITY STRONGER TOGETHER

SHARING TRUTHS Indigenous Elder Roberta Price leads a Feb. 13 gathering at the BCNU office that aimed to further understanding of the racism and discrimination that Indigenous people have experienced in Canada.

HONOURING THE TRUTH, RECONCILING FOR THE FUTURE BCNU Indigenous Leadership Circle hosts gathering to further dialogue and healing

N 2015 THE TRUTH AND Reconciliation Commission of Canada (TRC) released its final report, entitled Honouring the Truth, Reconciling for the Future, along with 94 calls to action that, if implemented, could go a long way towards addressing the racism and discrimination that Indigenous people have experienced in this country. The Commission spent six years documenting the experiences of

Indigenous people whose lives, and those of their loved ones, were torn apart by the residential school system. The report has sparked a national dialogue on the need for all Canadians to take meaningful action to rectify historic injustices. “The BC Nurses’ Union is deeply committed to making reconciliation a reality,” says union president Christine Sorensen. “As an organization, we’ve taken to heart the recommendations

outlined in the report and recognize that we have a historic responsibility to support Indigenous people in their quest for justice.” BCNU’s support of the Indigenous Leadership Circle (ILC) is a reflection of this commitment. The circle is a safe place where First Nations, Inuit or Métis members can come together to identify their needs as an Indigenous person working in health care and address the legacy of racism and discrimination that may affect them. ILC members work towards positive change and advocacy in a number of areas. In recent years they have been encouraging Indigenous youth to work in health care, raising awareness about cultural sensitivity and competence in providing care to Indigenous people, and lobbying governments to remove

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inequities and inequalities in health care and social services. On the evening of Feb. 13, the ILC welcomed BCNU members, staff and other guests to the traditional and unceded and occupied lands of the Musqueam, Squamish and Tsleil-Waututh nations upon which the BCNU building stands. The event was in part a response to the TRC’s calls to action, and an opportunity for non-indigenous people to gather, listen, acknowledge and bear witness to the painful experiences of racism and discrimination that the Indigenous participants shared. How often does this happen? A sharing and learning that is not driven by the demands of collective agreement language, but rather one that is rooted in what it means to be human – shaped by history and the unequal distribution of power – through discourses of race and indigeneity. For many non-Indigenous people, the first step to reconciliation is to simply recognize that we are visitors to these lands and to accept our responsibility as offspring of the settlers who were part of the devastating legacy of residential schools in the context of a colonialism that continues to shape the present and our understanding of the past. The importance of continuing to learn and unlearn what we know or think we know about Indigenous experiences and histories was a significant factor in shaping the evening’s event. Coast Salish matriarch and elder Roberta Price led the gathered participants. She spoke to the need for ceremony and prayer and the importance of unconditional love that was denied to so many as a result of their brutal removal from their families. Elder Roberta is from the Coast Salish Snuneymuxw and Cowichan nations. She has worked for many years as an elder for the Richmond, Delta and Burnaby school districts, as well as the Elder Visiting Program for BC Women’s and Children’s Hospital where she has given service to many families. Those attending the evening’s event acknowledged Elder Roberta’s deep

TRUTH AND RECONCILIATION COMMISSION CALLS TO ACTION THE TRUTH AND RECONCILIATION COMMISSION OF CANADA’S final 2015 report, entitled Honouring the Truth, Reconciling for the Future, contains six specific calls to action regarding health. One recommendation specifically calls on nursing schools in Canada to require all students to take a course dealing with Indigenous health issues. Overall, the message is that there’s a huge disparity in health outcomes that the government needs to address in consultation with Indigenous peoples.

Read the report here

Health 18. We call upon the federal, provincial, territorial, and Aboriginal governments to acknowledge that the current state of Aboriginal health in Canada is a direct result of previous Canadian government policies, including residential schools, and to recognize and implement the health-care rights of Aboriginal people as identified in international law, constitutional law, and under the Treaties. 19. We call upon the federal government, in consultation with Aboriginal peoples, to establish measurable goals to identify and close the gaps in health outcomes between Aboriginal and non-Aboriginal communities, and to publish annual progress reports and assess long term trends. Such efforts would focus on indicators such as: infant mortality, maternal health, suicide, mental health, addictions, life expectancy, birth rates, infant and child health issues, chronic diseases, illness and injury incidence, and the availability of appropriate health services. 20. In order to address the jurisdictional disputes concerning Aboriginal people who do not reside on reserves, we call upon the federal government to recognize, respect, and address the distinct health needs of the Métis, Inuit, and off-reserve Aboriginal peoples. 21. We call upon the federal government to provide sustainable funding for existing and new Aboriginal healing centres to address the physical, mental, emotional, and spiritual harms caused by residential schools, and to ensure that the funding of healing centres in Nunavut and the Northwest Territories is a priority. 22. We call upon those who can effect change within the Canadian health-care system to recognize the value of Aboriginal healing practices and use them in the treatment of Aboriginal patients in collaboration with Aboriginal healers and Elders where requested by Aboriginal patients. 23. We call upon all levels of government to: i. Increase the number of Aboriginal professionals working in the healthcare field. ii. Ensure the retention of Aboriginal health-care providers in Aboriginal communities. iii. Provide cultural competency training for all health-care professionals. 24. We call upon medical and nursing schools in Canada to require all students to take a course dealing with Aboriginal health issues, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Aboriginal Peoples, Treaties and Aboriginal rights, and Aboriginal teachings and practices. This will require skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism.•

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HUMAN RIGHTS & EQUITY STRONGER TOGETHER

commitment to educating children about the importance of reconciliation and learning the unwritten history of what really happened in the process of colonization. “Reconciliation is a process that allows each of us to seek out knowledge and truth and improve the health of all our people,” said Elder Roberta. “It is also many things which are different for many people.” Glynis Wilson is an Ojibway from Rolling River, in Manitoba. She is also a BCNU staff member who supports the work of the union’s human rights and equity caucuses. “Elders like Roberta are in a good place where they can lead by example to help us express our truths,” she says. “Members of my family survived the residential school system. The more we talk, the more we can heal.” Sorensen reflected on the evening: “I was deeply moved by the stories shared by elders June Shackley and Roberta about their experience in residential school, the impact on their families and their statements made during the Truth and Reconciliation Commission process,” she says. “The impact of intergenerational trauma on Indigenous nurses who had not attended residential school was heart wrenching. “As a union, and as Canadians, we need to provide the space for these stories to be told,” Sorensen says. “We need to listen and we need to act to help our members, our patients and our country heal.” BCNU ILC chair Diane Lingren agrees. “I and other members of the ILC felt the evening was a positive step forward, but extremely difficult for all of the participants. Allies, including BCNU staff, need to take responsibility and be part of the conversation.” •

THE MANY MEANINGS OF BELONGING Annual conference brings together members for a day of reflection and understanding oneself – from one’s body – out of place and community? These were just some of the important questions framing the conversations that took place during the BC Nurses’ Union Human Rights and Equity conference last November 30. Some 200 BCNU members in attendance were treated to four keynote speakers who helped lead the assembled group of nurses on a journey of reflection about the varied and complex meanings of belonging.

BLOCKS IN OUR HEAD

Acclaimed Vancouver-based community theatre director David Diamond helped kickOPENING ACT Vancouver-based community theatre off the conference. Diamond’s director David Diamond kicks off the conference and facilitation and dramaturgical leads participants through theatre exercises that help talents are informed by the them explore the often hidden ways oppressive rules are enforced by the very people they are designed to methods of Brazilian theater control. practitioner, drama theorist, and political activist Augosto Boal, who developed a community HAT DOES IT mean to belong - to organizing method known as the theatre of the oppressed. feel at home - as Diamond led conference participants oneself - in one’s through “Blocks in Our Head” – a beaubody – as part of tiful theatre exercise that began with a place – and how does that belonging build and sustain community? Or what one person’s story before transforming into a larger, iconic image through happens when we feel like we don’t which the group could investigate the belong, and instead feel estranged as

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“voices” in their individual heads and the community’s “collective psyche” that can act to block “belonging”. Some members took to the stage to engage in role-play that reflected daily situations they face on the job, and where they have struggled to feel like they belong. Taking direction from the larger group, members on the stage were able to explore ways individually and collectively to move through those blockages and help find ways to change or improve their work relationships.

DEAR CURRENT OCCUPANT

What does it really mean to be home? The search for the answer to this question carries different meanings for different people. Keynote speaker Chelene Knight shared her search for the meaning of home by taking conference participants on an oral walking tour through the city of Vancouver as she experienced it in her youth. Knight lives and writes in Vancouver. In addition to being a writing workshop facilitator, she is also a literary event organizer, host, and seasoned panelist. She read from her most recent book Dear Current Occupant, a creative

non-fiction memoir about home and belonging set in the 80s and 90s of Vancouver’s Downtown Eastside. Knight’s writing explores themes of identity, race and belonging, with a particular focus on the urban context of Vancouver. Using a variety of forms including letters, essays and poems, Knight reflected on her childhood through a series of letters addressed to all of the current occupants now living in the 20 different houses she moved in and out of with her mother and brother. From blurry and fragmented non-chronological memories of trying to fit in with her own family as the only mixed South Asian/Black child, to crystal-clear recollections of parental drug use, Knight drew a vivid portrait of memory that longed for a sense of place and belonging.

“A sense of place is vital…I need my experiences reflected back at me when I see my community.” Chelene Knight

WHAT DOES IT MEAN TO BELONG? Reading from her latest book, Vancouver author Chelene Knight takes conference participants on an oral walking tour through the city as she experienced it in the 80s and 90s.

Knight also told conference participants about her abiding interest in Hogan’s Alley, Vancouver’s only Black neighbourhood, and how she wrote fiction set in the now demolished area as a means to explore and come to terms with her own itinerant circumstances. “Why I am I longing for a place I’ve never known or never seen?” she asked participants, before noting that the “urban renewal” that preceded the removal of Hogan’s Alley was more accurately an ethnic cleansing. Today, watching her city change and shift, Knight noted that the forces of gentrification and displacement have become even stronger, and the struggle

GATHERING MEMBERS BCNU President Christine Sorensen welcomes conference participants.

to create and maintain safe and affordable housing more pressing. “Having a place to call home is how we create our memories, and our memories create history, and our histories are passed on,” she reflected. “When communities get knocked out folks lose their homes and the possibility of passing down important history gets destroyed right along with it.” Knight argued that a sense of place is vital, and our experiences need to be reflected back at us when we see our own communities. “I never had time to grow attached to the wall, doors or windows,” she said of her youth. “These houses simply kept me from being outside.”

THE BEAUTY OF BEING A MISFIT

The afternoon saw the award winning Oregon-based novelist and teacher Lidia Yuknavitch eloquently share her experiences with “misfits”—those people she described as “extremely damaged” and who live on the fringes of society. “In class, misfits are my favourite kind of students. Misfit is also my favourite word,” she told conference participants. Yuknavitch spoke from experience. She grew up in an abusive home, continue on page 41

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THE PEOPLE

1. Local Indigenous artist JB the First Lady opened the conference by singing about the plight of missing and murdered indigenous women and the resilience of the survivors of colonialism. 2. Mosaic of Colour caucus members gather on a break. From left: BCNU Pacific Rim region’s Myra Noga, Central Vancouver region’s Gulzar Hassan, Okanagan Similkameen region’s Bernie Wright, caucus chair and OkananganSimilkameen region member Harwinder Sandhu, North East region’s Bal Badial and RIVA region’s Raina Sidhu. 3. Shaughnessy Heights region member Linda Yang at the mic.

4. BCNU treasurer Sharon Sponton, Vancouver author Chelene Knight and BCNU executive councillor Chris Armeanu. 5. Indigenous author and guest speaker Terese Mailhot talks about mental health from a first nations perspective. 6. The BCNU Men in Nursing group receives a cheque from the union in support of its Movember fundraising effort to promote men’s health. From left: BCNU President Christine Sorensen, BCNU executive councillor Adriane Gear, MiN group member, West Kootenay region’s Paul Cunningham, Simon Fraser region’s Tristan Newby, Simon Fraser region’s Jereme Bennett,

Fraser Valley region chair Tracey Greenberg and MiN chair and Pacific Rim member Lee Frederick. 7. Student nurses from all regions of the province were sponsored to attend this year’s conference. 8. BCNU Constitution and Bylaws working group members present lucky door prize winner with a basket of treats. From left: BCNU Pacific Rim region chair Rachel Kimler, South Islands region co-chair Margo Wilton, winning member, and South Fraser Valley region co-chair Hardev Bhullar.

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OUT OF PLACE Workers of colour reflect on their experiences of racism and exclusion

N THE FIRST DAY of summer 2017, a patient called Jan Downes-Springer a “nigger.”* Talking about the incident now, almost two years later, she recalls the moment as if it had just occurred. And the words that spill out of her still register the shock of it – that word in her place of work. “I was gobsmacked.” She recalls asking herself, “what do I do now?” Earlier that day she had been doing what she had always done: advocate for BCNU members. As a long-standing employee and now full-time steward at Royal Columbian Hospital, DownesSpringer had seen and heard it all – or so she thought. Just prior to the incident, she’d been in a conversation with a manager about a particularly aggressive patient who had been terrorizing nurses on one of the units. Leaving that meeting and on her way to another, she * Downes-Springer has requested that we print the word the patient used.

approached an open elevator. Inside she saw three security guards with a patient. It was at that moment that the man yelled, “Oh you nigger over there, shut the hell up!” Sometimes, this is how summer begins. It didn’t take Downes-Springer long to realize that the patient who had been verbally abusing the nurses on that unit was the same one who had spat this vicious slur at her. What did take somewhat longer was an adequate response from her employer. Indeed, it might be said that Downes-Springer is still waiting for that response. “They failed in their obligation to me,” she says without hesitation when re-telling the series of events that preceded and followed the incident. Downes-Springer inherited her penchant for advocacy and supporting workers’ rights from her father – who brought the family to the United Kingdom from Trinidad in the 1970s. It was a familiar journey for many: swap the sun-drenched islands of the colonial

periphery for the rain-soaked islands of the imperial heartland – and then try to make a living. It wasn’t easy for people of colour in the England of the 1960s and 70s. But you did what you had to do to survive and make a better life for your children. To that end, Downes-Springer found her way to a training program in nursing and midwifery in Birmingham. She saw the education as her ticket out of England, and following the completion of her studies she cashed in and came to Canada, ending up in Trail, BC – the town that was to be her first taste of life in this country, and described by her first employer as a “beautiful place at the foot of a mountain.” Downes-Springer eventually made her way to Royal Columbian Hospital in New Westminster which, notwithstanding the considerable charms of Trail, felt more like a place she could call home. It was a good decision. She’s been at the hospital for more than 40 years and she continues to be a loyal employee and a relentless advocate. Downes-Springer’s involvement with BCNU was partly shaped by her early experiences as a racialized woman in a 1970s workplace that was marked by a determined and seemingly deliberate homogeneity. She recalls the racism she experienced for its subtlety – “the looks, the way they would look at

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HUMAN RIGHTS & EQUITY STRONGER TOGETHER

you” –and its social exclusion. She remembers the awkwardness of those situations, and the way it felt to be both hypervisible as a black woman in a predominantly white workplace – and then invisible when there might have been an opportunity for a conversation about the weather or the score of the previous night’s hockey game. Both hypervisible and invisible. On this apparent paradox, the writer and theorist Sara Ahmed offers us the following: “When we talk ‘white space’ we are talking about the repetition of the passing by of some bodies and not others. Non-white bodies do inhabit white spaces; we know this. Such bodies are made invisible when spaces appear white, at the same time as they become hyper-visible when they do not pass, which means they ‘stand out’ and ‘stand apart’. You learn to fade in the background, but sometimes you can’t or you don’t. The moment when the body appears ‘out of place’ are moments of political and personal trouble.” 1

ulzar Hassan also knows something about the experience of being excluded because of the way you look, and the way you are looked at. But it’s something she seldom thought about while coming-of-age in Karachi, Pakistan. Her struggle at the time was relatively minor, and involved overcoming a father’s objection to her attending nursing school: “our girls don’t go out” – he told her. But go out she did – earning a degree in nursing, before completing a one-year program in midwifery.

1. Ahmed. S. (2006). Queer Phenomenology: Orientations, Objects, Others. Durham, NC: Duke University Press. (p. 135).

It was a combination of regional, local and familial politics that compelled Hassan, her three young children and her husband to leave their home. Canada was their preferred destination and the fulfillment of a dream deferred. Hassan had once turned down an offer to continue her studies at McMaster University because she was pregnant with her first child. The family arrived in Canada on April 1, 1995. The story of their first few months is a familiar one: a series of low-wage jobs, casual racism in stores and on the streets, petty-exploitation by landlords, and the kindness of strangers. For five years Hassan worked, filled out forms, took refresher courses and looked after her children on her way to proving to the licensing body that she had the requisite skills to provide nursing care in British Columbia. In 2000 she became a registered nurse – for the second time. Hassan thought she would be readily welcomed into a new family of nursing professionals, but says she soon discovered that the landscape of work was marked by divisions and rivalries that were sometimes about where you were from, how you talked and whether you belonged on that unit. Hassan recalls with depressing detail the ostracism that seemed to shadow her, the lack of support from her colleagues and the loneliness of the social spaces at break-time. She notes how she “tried to lighten her hair and lighten my skin to look like them.” Them. Then the tears come – halting her narrative. Composing herself, she takes consola-

tion in the distance she has put between herself and that time. There have been many thems over the course of Hassan’s nursing career in Canada, but regardless of who they are or where they’re from the consequences are often the same: a fragmented workplace marked by exclusion, fault lines, racism. And a body that is scarred by stress and sorrow.

t hadn’t occurred to Ugochi Ibediro that the racism and exclusion she was experiencing at work might affect others in her life, until one day, after arriving home from a shift, her daughter said to her, “mummy your eyes are so sad.” Sometimes nursing can do this to you. Make your eyes sad. Nursing was not the first choice for Ibediro. She really wanted to study electrical engineering, like her father, but growing up in Enugu, in southeastern Nigeria, her career choices as a woman

RESILIENT NURSE Today BCNU Central Vancouver region’s Gulzar Hassan is an active and engaged union member. But she will never forget the loneliness and isolation that came with being treated differently as a new worker in Canada.

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were carefully curated. Anyway, Ibediro’s mother wanted her to go into nursing and so she did. She lived in residence - earning a nursing degree and went on afterwards to do a one-year internship in midwifery. Ibediro came to Canada in 2008, settling in New Westminster, where she began the process of obtaining a licence to practice in British Columbia. At Kwantlen College, she remembers being the only African in class, but looking around the room at all the others who had arrived from elsewhere, she thought to herself, “if you can do it – I can do it.” It wasn’t easy, though. Ibediro recalls doing the then-mandatory 250 hours in a facility where the other nurses often deliberately ignored her requests for assistance. On one occasion after a particularly unkind encounter with one of the nurses on the floor – she sat in the stairwell and wept. A nurse from another floor saw her crying and said to her, “after crying then what? You should go back to that nurse and tell her your mind.” It was a message Ibediro took to heart. Nevertheless, Ibediro can attest that speaking your mind is often challenging when the words and phrases you need in the moment must be recalled and fashioned into a sentence that reflects how you feel. So, even now, more than a decade into her life in Canada she often remains quiet – still “insecure” in this language, and in a workplace that can often feel less than welcoming and where

your co-workers can look at you askance, as if you don’t really belong. Ibediro is proud of her identity as an African woman (she prefers this descriptor to being called Black – noting the gradations of skin-tone in her family and children). She’s proud to be a Nigerian woman who has made a career of a profession that was not her first choice. Ibediro hopes that others can see her for who she is: a colleague, a nurse, a human being whose eyes can shine with both sadness and happiness. For all three of these women, BCNU’s Mosaic of Colour Caucus and the union’s human rights and equity initiatives have offered a safe and welcoming place for stories to be told and for racism to be named and challenged as the systemic problem that it is. Everyone has a story waiting to be told - what is required of all of us is a willingness to listen - and then act. When Downes-Springer reported the incident to the workplace health call centre at the hospital, she described in detail what had taken place and the exact phrase the patient had used. When the person at the call centre read DownesSpringer’s statement back to her, she substituted “N-word” for the epithet that had actually been used. Downes-Springer recalls correcting the woman. “That’s inaccurate reporting, I said he called me a nigger.” First listen – then act. For far too many, the time for action is long overdue. •

CLOSING KEYNOTE Oregon-based novelist and educator Lidia Yuknavitch shares her experiences working with “misfits”—those people who live on the fringes of society and who have much to share with all of us.

THE MANY MEANINGS OF BELONGING continue from page 38 dropped out of college several times, experienced two failed marriages, developed a substance use disorder, lived on the streets, and was twice incarcerated. “However, I think the real reason I was a misfit is because my daughter died the day she was born,” Yuknavitch told the nurses in the room. “I was unable to cope with the grief.” By telling her own life story of not-belonging and alienation, Yuknavitch said it’s a shame that misfits often feel like they don’t belong. But it is misfits and the people who are considered “not quite making it”—the oddballs, freaks and weirdos—who have something valuable to share with society. Yuknavitch’s story provided a realization that human beings can be themselves anywhere they are allowed—whether on the fringes or in mainstream society, everyone has a story that is beautiful. • The BCNU Human Rights and Equity Conference is hosted every winter by the union’s Human Rights and Equity Committee. For more information about this year’s event, please email Hanif Karim at hkarim@bcnu.org.

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FEATURE

BREAKING THE SILENCE Lisa Grant shares her story to help challenge the stigma surrounding substance use and mental illness

e’ve seen the ad campaigns. And we’ve taken the workshops. Most of us know that the single biggest barrier facing people struggling with mental health and substance use challenges is the stigma surrounding the condition itself. Stigma drives the fear that often prevents individuals from seeking support. It isolates people and creates barriers to accessing important health and social services. Simply put, stigma silences. Ongoing education is key. There are encouraging initiatives such as Bell Canada’s “Let’s Talk” campaign that strives to normalize mental illness and create safe spaces for people to speak up. The provincial government’s latest anti-stigma public awareness campaign also aims to knock down the walls of silence that keep people from talking about substance use and reaching out for help. It’s also an important step towards addressing BC’s opioid overdose crisis. One in five British Columbians experience mental health and substance use problems severe enough to interfere with daily living. But, if we can’t speak about our experiences we can’t begin to get the help we need and deserve. Kamloops nurse Lisa Grant knows this first hand. She is bravely breaking the silence to tell her story of hardship and recovery from sexual abuse, substance use and depression. Grant is committed to sharing her story, with the hope that her honesty will help others reach out and seek support. Opening up comes with risks. We never know how someone will react. But she believes understanding and awareness are crucial to overcoming the stigma that leaves far too many of us suffering alone and isolated. 42 APRIL 2019 • UPDATE MAGAZINE

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PHOTO: KELLY FUNK

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hen thinking about her childhood, Lisa Grant recalls good times in a household that, while not idyllic, was full of love. “I come from a great family. I remember my dad always making me laugh, and the smell of my grandmother’s homemade buns,” she says. “My parents taught me strong morals and the value of kindness and love,” says Grant of the couple who adopted her when she was just a few months old. “I had a happy childhood where dad would sit with me every night before bed and play with my stuffed animals, while we made fun of my brother with my teddy bear.” Grant’s parents struggled financially, but she says they typically had everything the family needed, and when they didn’t, they improvised. “I remember my dad making a camp in our backyard because we just couldn’t afford to send me to a real summer camp,” she says. “And it became one of my most special memories. “We moved around a bit while my parents tried to find work to provide more financial stability for us,” she says. Originally from Alberta, the family eventually settled in Kamloops. “I ended up being bullied quite badly when we first moved there, this was Grade 3 and 4, and I spent a lot of my time reading in our apple tree those two years.” So, when her family moved to a new neighbourhood, Grant vowed to do whatever it took to be part of the popular crowd. “It was to be my new start,” she recalls, “But instead it was the start of my downward spiral.” At around the same time her parents were establishing themselves in the neighbourhood and seeking work, new neighbours moved in next door. They befriended the entire family and quickly gained their trust.

“By the time I was 17, I was on the streets. It all happened so fast.” Lisa Grant

For the next two years Grant was sexually abused by her neighbour, who was later convicted as a dangerous sex offender after Grant and other girls came forward with their experiences. Her abuser’s trial plunged Grant into deep emotional turmoil as she was asked to relive her experience over and over in court. She says this experience stripped her of the ability to feel love and happiness. Instead, her hate, anger and confusion spiralled out of control. “I blamed my parents, they took the brunt of everything,” she remembers. “I wasn’t in very good shape from the ages 12 to 16. I was using drugs on a regular basis. I ran away from home many times, I had a couple of suicide attempts and one hospitalization in psych.” Through it all, Grant says her parents remained solid in their love and support, despite their own pain. “There is a fine line between helping and enabling,” Grant believes. “I would have loved it if they enabled me, but they were not about to pay for my housing so I could turn it in to a drug house – they actually had to put up boundaries.” She continues, “I just didn’t want the help that would actually be good for me so I never stayed.” Grant was expelled from school

TAPESTRY OF LIFE Lisa Grant credits her parents for saving her life and setting her on a path to recovery. Sexual abuse and subsequent substance use and depression have been major challenges for the Kamloops nurse. Today she’s focused on the future and sharing her experiences with others.

in Grade 8 for truancy and moved in with a drug dealing boyfriend. The relationship didn’t last long, and when he left it meant she was living on her own at just 16 years old. “I think within a month of me being in my own place I tried crystal meth for the first time and right from then

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became a daily user,” Grant recalls. “By the time I was 17 I was on the streets using meth, heroin and anything else I could shoot up – and smoking crack. It all happened so fast.” Then one night, at the age of 19, a dream became Grant’s catalyst for change. “I woke up drenched in sweat

in a full blown panic, fearing I was about to lose my life,” she recalls. “I’ll never forget that night – I called dad to pick me up. He did, as he always had, and that was the last day I ever spent on the streets. “My parents saved my life,” Grant states with blunt certainty. “I also knew I was not meant to be this person. I was kind and loving and compassionate. I had been reacting to something that had happened to me for so long that I had lost myself,” she reflects. “But I never belonged in that world. I got on methadone. I requested treatment and have stayed clean ever since.” In treatment, Grant met the father of her first child and became pregnant with her son Tristan, who was born in 2006. Tristan’s aunt told her about a local community program called First Steps. Designed for young moms, it offered parenting and life skills and another chance for a Grade 12 education. Determined to succeed, Grant enrolled. She didn’t yet know what the future would bring, but says she was certain it began with an education. “I went back to school when Tristan was just eight months old,” she remembers. “Then, when he was one, I found out he had special needs, and we spent the next year traveling to and from BC Children’s Hospital and seeing five different specialists a week in Kamloops, waiting to see if he would hit his next developmental milestone.” Grant wondered if her son would ever walk or talk. Tristan was initially diagnosed with cerebral palsy, which was later changed to schizencephaly, a rare birth defect causing clefts in the cerebral hemispheres of the brain. Doctors told Grant that Tristan’s longterm prognosis was unknown. “On top of what we didn’t know about Tristan’s condition, he was

literally the most colicky baby – seriously, like EVER!” laughs Grant. But throughout these long months of testing, appointments, procedures and walking the floor with a crying baby, she grew close to the nursing staff caring for her and her infant son. Grant says that when she thinks back on the help she received, she realizes it was so much more than just the nurses – it was the whole health-care team and community that showed support. From the nurse who gently rocked baby Tristan while he screamed, to the counsellor who brought food to her home to ensure she was eating, Grant remembers coming into contact with caregivers who went above and beyond their clinical job descriptions to help.

My reserves are empty and I’m still trying to get them filled back up.” Lisa Grant

Her own path had now become clear. “I got a lot of support from the community and I fell in love with helping people the way I had been helped,” she says. “I went right from finishing my Grade 12 into prerequisites at Thompson Rivers University (TRU) for the nursing program, and then directly into the four-year BSN.” Grant’s past followed her into

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FEATURE

nursing school. “The College of Registered Nurses’ of British Columbia (CRNBC) was aware of my past,” she says. “I was very honest about my history so TRU and CRNBC made me prove I was of good character and doing well during the entire four years I was in school.” Grant concentrated on her career with new steadfast focus and gained confidence in her nursing practice. From personal challenges came growth and then more challenges. She purchased her first home, had another son, Mason, and later separated from her partner. Looking back, Grant realizes these struggles took a toll on her mental health. But she has also discovered how hard it can be to turn the page. Without the same life experiences and stories to bond over and share, such as a first crush, first kiss or graduating from high school with her peers, she says she finds it difficult to socialize and admits it takes her a long time to feel comfortable in everyday social situations others may take for granted. Today Grant struggles with depression. She was diagnosed last year, but looking back now realizes it had been developing over a longer period of time. “I just put my head down and never really acknowledged what my life had been or what was taken from me,” she says. “I missed out on so many ‘firsts’ in life, and then I powered through so many things I don’t know if I ever really processed them, I just focused on being strong and creating a life for my children and me.” Despite the recent difficulties, Grant feels like she has arrived at a new stage of her life where things are calmer. “After all the fights I have fought, before and after getting clean, I’m tired now,” she reports. “My reserves are empty and I’m still trying to get them filled back up.”

Maybe this story is the next step in my journey.” Lisa Grant

Grant believes self-reflection is essential for people who are living with depression. “I’m still learning: learning how to love myself, to understand my worth and really being honest with myself about my character, and working through the learned behaviours, defense mechanisms and negative thought patterns.” Many of Grant’s coworkers are unaware of her life story. And while she confesses feeling some fear about their possible reactions when hearing it, she ultimately believes the most important way to overcome this fear is to make it easier for others to talk about the tough things they are facing in their lives. She says the stigma of substance use and mental illness isolates people. “It clouds decisions and forces people to make poor choices to just survive. Mental health is an ongoing thing and we need to talk about it. “It’s key for people to see that there is always hope when they are struggling with mental illness, and my hope is that by sharing my story I will continue to heal,” she says. “Maybe I need to see that something good can come from my story. Maybe I will help someone. Some people believe that everything happens for a reason. I would like to believe that this is true. Maybe this story is the next step in my journey.”

Grant has certainly come a long way, and she says her journey has now gained a sense of normalcy. For the last six years she has been working at Kamloops’ Hillside Psychiatric Hospital, and recently accepted a temporary line in the pediatrics unit at Royal Inland Hospital. She’s realizing there can be hope after substance use and trauma, and that even while struggling with depression, there is life. Like many other full-time working single parents, Grant does the daily dance of arranging her life around her boys’ schedules: meals, homework, field trips and extracurricular activities. When we spoke with her on the phone Tristan had just dyed his hair bright blue and was off on a field trip with his classmates, tubing at the local ski mountain. A lively young man of 12, he too has come a long way. When asked what’s next for Lisa Grant, she heartily laughs and admits that prior to the start of our interview she had begun to research universities offering nurse practitioner courses with a long-term goal of working as a one-to-one counsellor with youth suffering from mental illness and substance use. “I think I’ll end up working in some sort of youth addictions, sexual assault or depression setting,” she says. “I have a feeling I can combine my pediatrics and mental health nursing to really make a difference. This experience has really started me thinking about what I am going to do next,” she states boldly with an eye to the future. •

READY TO SEEK HELP? BC Mental Health & Substance Use Services provides a network of services for BC residents across the province: www.bcmhsus.ca

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Nati

MAY 6-12, 2019

CELEBRATING NATIONAL NURSING WEEK

NURSES: A Voice to Lead — Health for All BCNU advances the profession of nursing May 9 Indigenous Nurses Day May 12 International Nurses Day

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FEATURE

IT’S IN

YOU TO

BCNU members across the province are embracing their leadership potential 48

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DEDICATED LEADER Royal Columbian Hospital full-time steward Jan DownesSpringer is one of more than 700 BCNU stewards who helps make sure her co-workers get the respect they deserve so patients can receive the care they need. All BCNU stewards stand for election every three years and are endorsed by the members they represent.

f you’ve ever encountered a workplace problem that you couldn’t resolve on your own, chances are you’ve been helped by your steward. Whether it’s a workload issue, negotiating a leave, a health and safety concern or a disciplinary warning, stewards are there to help defend your contract rights, meet your professional standards and improve your working conditions. The stewards at your worksite are the frontline of BCNU. And they are members like you, who are elected to provide their skills and knowledge to help you solve problems. Stewards are leaders at their workplaces. In fact, we probably wouldn’t recognize our workplaces without the work stewards do. We talked to some BCNU stewards to find out what motivates them to take on the role and learn about the rewards and challenges of the job. Are you ready to take the lead? The stories in the following pages help provide a glimpse of what it’s like to be a BCNU steward. Nominations close June 5 and steward elections take place June 11 – 13. Consider nominating yourself or a colleague today. And, of course, talk to your steward if you have any questions.

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FEATURE

AYDENE VALLEE HAS spent most of her life caring for patients at Nanaimo Regional General Hospital (NRGH). Vallee was hired as a Licensed Practical Nurse at NRGH in 1988 – just one year after graduating from high school. “I was born and raised in Nanaimo,” she says proudly. “And, working as an LPN, I’ve floated all over the hospital. So I know the facility and the issues quite well.” Today, with almost 31 years of nursing experience at NRGH, Vallee is now the busy facility’s full-time steward,

I just want our members to know that we’re here for them.” Nanaimo Regional General Hospital full-time steward Gaydene Vallee

happily working on behalf of nurses and their patients. “I was petrified when I was first offered the job,” she says with a laugh. “Our former full-time steward took another position. I figured I would give it my best shot for the remaining term.” But a year later, Vallee is thriving in the position and working hard to resolve many of the workload, cultural, and staffing issues that have haunted NRGH for years. “The goal of our steward team at NRGH is to make sure our members understand that we are here to support them,” she says. “Sometimes they just need to know that someone is willing to listen. It’s important to give members a chance to vent, to make sure their voices are heard. I tell them to call me any time they need help to engage in the grievance and professional responsibility processes.” Vallee says the NRGH steward team is trying to be more visible. “We try to attend as many staff meetings as possible to support and educate nurses,” she explains. “It’s often hard for nurses to leave their units, so our team regularly visits the floors for further member engagement.

Moazzem Hossain Worksite Steward Vancouver General Hospital

“During National Nurses’ Week, our team invites management to join us as we distribute tea and goodies to the frontline nurses in appreciation for all of their hard work. Our aim is to continue building respectful relationships between members and management. Vallee says the NRGH steward team is always looking for new stewards. “We’re all equals on the team. We hold meetings every two months for lengthy and collaborative discussions about how to support our membership. And, as the full-time steward, I have a standing coffee date with the NRGH director. That gives us a chance to mull over issues and try to resolve them at the local level. “The bottom line is that we need to use our contract to achieve safety for nurses and quality care for patients. Stewards are here to help. So if you feel you’re not able to deliver safe patient care, you need to speak up and call us. We are here to support and educate our nurses about their rights.”

REVENTING VIOLENCE against nurses is one of the key reasons Niño Villamente decided to become a BCNU steward. “Everyone deserves to work in a safe place,” says Villamente, who has served as a steward at Vancouver’s St. Paul’s Hospital since 2016. “We must do everything we can to end violence against nurses. I see that as a critical part of my role as a steward. My main focus is to ensure that all members are safe and our patients are receiving the best care possible. And the best way to achieve that is by making sure our contracts are properly enforced.” Villamente began nursing at St. Paul’s hectic emergency room in 2010 – after spending years delivering care to patients in the Philippines and United Kingdom. He says that

THE POWER TO LEAD Stewards are the backbone of BCNU and advocate daily on behalf of nurses across the province. Clockwise from top left: Vancouver’s St. Paul’s worksite steward Niño Villamente, Nanaimo Regional General Hospital full-time steward Gaydene Vallee, Prince George’s University Hospital of Northern BC worksite steward Nicole Douglas, Vancouver’s Louis Brier Home and Hospital worksite steward Tazim Esmail and BCNU Simon Fraser region’s stewardat-large Madison Beedller.

working as a nurse in three different countries has made him appreciate Canada’s universal health-care system. “We’re so fortunate in Canada, where the backbone of our public system is the nursing profession. That’s why we have to make sure nurses have the support they need.” In 2016, he decided that the best way to stand up and speak out for nurses was to become a steward. “I started going to Vancouver Metro regional meetings. I also attended BCNU’s Building Union Strength course. It offered a lot of information about how BCNU and our contract works.” In 2017, Villamente signed up for a two-day steward-training course at the BCNU Burnaby office. “There were about 20 members from around the province who worked in a wide variety of facilities,” he says. “It was very informative to hear their stories. We learned how to conduct interviews, take notes, communicate with manag-

When we all come together we can accomplish anything.” St. Paul’s Hospital steward Niño Villamente

ers and the correct way to file grievances and PRFs.” Villamente says it’s important for nurses to file grievances whenever they experience workload and violence issues. “It can be time consuming, especially after a long, hard shift,” concedes Villamente. “But it is worth it. The

only way we can make the changes we all want is to record the problem in writing on the day it occurs. If you don’t record it, they may claim it didn’t happen. “ Villamente also serves members as Metro Vancouver’s rep on BCNU’s Men in Nursing group. He says his biggest fear as a steward is not doing enough for the members he represents. “I wish I could offer more help,” he explains. “There’s often not enough time in a day, and as a new steward I feel that I need to learn more. But I know that I can always turn to my regional chair and executive for help, or I can contact someone at BCNU for assistance.” Villamente says attending Convention 2018 was one of the highlights of his steward career. “It opened my eyes to the fact that our union speaks with one voice for all nurses. And when we all come together we can accomplish anything.”

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FEATURE

O ONE HAS ALL THE answers to our worksite problems,” says Tazim Esmail, a long-time steward at Vancouver’s Louis Brier Home and Hospital. “That’s why BCNU makes so many valuable resources available to members.” Esmail has taken numerous BCNU courses. “They’ve helped me develop both professionally and personally, build confidence, improve communication and enhance my presentation skills,” she explains. “The Personal Resiliency course is my favourite so far. It has provided me with many tools to help me bounce back from stressful situations at work and in my personal life.” She says BCNU courses have taught her the importance of keeping accurate minutes and writing detailed notes. “They also helped me understand the contract, and how to have those sometimes difficult conversations with members and the employer. Members feel comfortable talking to me, and know the information they share will always be kept private and confidential.” Esmail has been nursing at the Louis Brier long-term care facility for over 20 years. She served as a ward rep before becoming a steward about 10 years ago. Today, she is the facility’s only steward, working diligently to stand up for its 100 BCNU members and 215 residents. She also finds time in her busy schedule to serve as the Shaughnessy Heights region communications secretary. “I always deliver a presentation about BCNU during each new-hire orientation,” she says. “I also hold quarterly union management meetings to try and resolve issues in real time. And I gather concerns from members, and then in collaboration with our labour relations officer, send agenda items to the HR team. We discuss each concern with the employer, and then I am able to circle back to the members if necessary.”

I hold quarterly unionmanagement meetings to try and resolve issues in real time.” Louis Brier Home and Hospital steward Tazim Esmail

Esmail says workload is often a problem at Louis Brier, as it is at facilities across BC. “Residents are coming into long-term care with higher acuity and decreased independence and are requiring more support,” she explains. “One of our units has one nurse to 32 residents. Nurses are feeling overwhelmed, not getting breaks and staying overtime. “If we are going to succeed in delivering safe patient care we need to document everything that shows our employer why we need more support,” she adds. “We must document every time we miss a break or stay late.” But Esmail says that being a steward is a fulfilling and rewarding job. “It allows

me to advocate for myself, my colleagues and safe resident care. For members who are thinking about getting more involved, I suggest first becoming a ward representative, start attending meetings and regional events and talk to other stewards about their experiences.”

T’S BEEN LESS THAN A YEAR since Nicole Douglas agreed to become a steward at Prince George’s University Hospital of Northern BC. But the young registered nurse, who works on UHNBC’s busy surgical inpatient floor, has already helped organize a successful worksite campaign. “Surgical floor nurses have faced the same issues for the seven years I’ve worked there,” says Douglas. “We started the campaign in 2017, before I became a steward. We wanted to improve working conditions for nurses and deliver quality care to our patients.” Douglas and her BCNU surgical unit co-workers have filed over 120 professional responsibility forms and 480 grievances in their struggle to increase staffing levels and patient safety. Their campaign continues to fight for more nurses, but they’ve already had a number of successes to celebrate. “All the grievances and PRFs filed by our members have led management to agree to increase staffing on our unit,” says Douglas.

ARE YOU READY TO LEAD? As a steward, you’ll guide colleagues in their work-related concerns, help members address problems and communicate crucial information about issues concerning the profession. Consider becoming a BCNU steward. Nominate yourself or encourage a co-worker you respect to consider the role. But don’t delay: to run in the steward election at your worksite you must fulfil a series of mandatory prerequisite activities, including attendance at recent BCNU meetings and events, before your nomination form can be submitted. Download your nomination checklist at www.bcnu.org

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“Before our campaign started, we had just one RN responsible for nine or 10 acute surgical and medical patients from 11 p.m. to 7 a.m. That’s very unsafe. “Now, she says, “thanks to a great team effort from all the nurses and a very supportive manager, we have one RN and one LPN. “Our next goal is to increase the number of float positions, which is critically-important for our ability to deliver safe care. I can now see the value of taking the time to file grievances and PRFs.” In addition to her steward role, Douglas also serves UHNBC members as co-chair of the facility’s Professional Responsibility Committee. She says her regional chair and executive members

Krissy Gomez Worksite Steward West Coast General Hospital

PLANNING TO LEAD BCNU RIVA region stewards met at the union’s provincial office on March 7 to share information, develop priorities and plan for the year ahead. All of BCNU’s regions hold steward planning meetings three times a year. They are just one of the ways BCNU supports the important work stewards do on behalf of members.

are always supportive and willing to offer assistance when needed. Douglas understands that the PR process is now being revised under the terms of the recently-ratified Nurses’ Bargaining Association collective agreement, and looks forward to advocating for safe staffing using the new nurse-driven staffing and workload assessment process. She knows she won’t be alone. “We have a great steward team at UHNBC, with about 10 stewards and one fulltime steward. They are a great help and source of information,” says Douglas. “I’m so thankful and appreciative of all their assistance.” Douglas says BCNU’s education courses offer new stewards like her a wide variety of courses to help them better serve their members. “There are lots of learning opportunities – for new stewards, experienced stewards and for all our members. “I’m usually a shy person, so learning to communicate more effectively with my co-workers and build better relationships with management is critical in my role as a steward. “I took the Steward Essentials course last fall, and found it very informative and helpful. There was lots of hands-on role-playing. We were able to experience a variety of situations with other

You meet new people, learn new skills and become an advocate for your fellow nurses.” University Hospital of Northern BC steward Nicole Douglas

new stewards, in a safe environment.” Douglas says the UHNBC steward team is always looking for new members. “It’s been a great experience for me,” she says. “You meet new people, learn new skills and become an advocate for your fellow nurses.”

ADISON BEEDLLER is passionate about her new job as the Simon Fraser region’s stewardat-large. “The position,” says the young activist, “provides me with a strong voice to advocate for our overworked nurses and our vulner-

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FEATURE

able patients.” The innovative steward-at-large position was launched in all 16 BCNU regions as a pilot project last year. “It’s a great idea,” says Beedller, who graduated as a registered nurse from Douglas College in 2013. “I began my career at Surrey Memorial Hospital on a surgical unit – the nurses were extremely supportive, and happy to be mentors,” she recalls. She now works at Burnaby Home Health. “I absolutely love working with the patients in palliative care. Most want to be at home. And we want to help them achieve that goal,” she says. “I’m so impressed by how dedicated our team of nurses is to their patients and families.” Beedller says her steward-at-large position allows her to stand up and

Angela Lamoureux Worksite Steward Columbia View Lodge

I enjoy interpreting the contract, and making sure every nurse is treated fairly.” Simon Fraser region steward-at-large Madison Beedller

speak out for nurses right across the diverse Simon Fraser region. “Many nurses just don’t have the time or energy to advocate for themselves. They’re often exhausted at the end of their shifts. They frequently get called in for overtime on their days off. They put everything they have into caring for their patients, and just want to go home to their families and relax at the end of a hard shift,” she reports. “Other nurses are scared that they will be targeted if they file a grievance or a PRF –that’s why it’s so important to have knowledgeable stewards who can represent them professionally,” says Beedller.

“BCNU offers lots of courses to help members learn about the contract and their rights. I recommend that anyone who is thinking about becoming a steward take the Building Union Strength course and begin attending union meetings. Those are both good ways of learning about your rights.” Beedller is proud to point out that Simon Fraser region members have an incredibly supportive and active regional executive and steward team whom she says are always willing to share their knowledge with new stewards. “I’m passionate about representing nurses,” she explains. “I enjoy the whole process, learning about interpreting the contract, and making sure that every nurse is treated fairly. I use my knowledge of the contract to advocate on their behalf. I also discuss case law with BCNU labour relations officers. And I speak with management to try to resolve problems early on in the process. “We want to ensure our contract is being followed correctly, and that all nurses have an equal opportunity for jobs and educational opportunities.” Simon Fraser region’s hardworking steward-at-large says it’s critical for her to listen to the nurses she represents: “I want them to be able to tell their story, their truth.” •

BCNU Day is June 11 and there is no better way to celebrate than by marking a ballot for your worksite steward. All worksite voting takes place online. Please visit the BCNU member portal where you can cast an electronic ballot to elect your worksite stewards to a three-year term. Although there is no limit on the number of stewards to be elected for your workplace, each candidate must receive at least 50 percent of all votes cast in order to join the steward team. It’s important to cast your ballot. It’s your steward and your vote! For additional information, visit www.bcnu.org or contact Lorne Burkart at lburkart@bcnu.org

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THE

POWER

CONVENTION 2019

SUNDAY, MAY 26

2:45 pm – 3:00 pm

Questions on Reports

3:00 pm – 3:30 pm

Health Break

3:30 pm – 5:00 pm

Open Forum

4:00 pm – 8:00 pm

Registration

4:45 pm – 5:00 pm Sergeant-at-Arms & Scrutineers meet with Parliamentarian 5:00 pm – 6:00 pm New Delegates’ Information Session 7:00 pm – 9:00 pm

Meet and Greet

MONDAY, MAY 27 6:30 am – 7:30 am

Wellness Workshops

7:00 am – 8:45 am

Registration

9:00 am – 10:00 am

General Session – contract

10:00 am – 10:30 am

Health Break

10:30 am – 12:00 pm General Session – contract (cont’d) 12:00 pm – 1:30 pm 1:30 pm

Lunch

– 2:00 pm Presentation by Constitution & Bylaws Working Group

WESTIN BAYSHORE HOTEL VANCOUVER MAY 26 – MAY 30, 2019

5:30 pm – 6:30 pm Resolutions Committee Meeting WEDNESDAY, MAY 29 6:30 am – 7:30 am

Wellness Workshops

9:00 am – 9:15 am

Call to Order

9:15 am

– 9:30 am Executive Councillor – OH&S & Mental Health

9:30 am – 9:45 am Executive Councillor – Pensions & Seniors 9:45 am – 10:00 am Violence. Not Part of the Job presentation - Communications 10:00 am – 10:30 am

Break

10:30 am – noon

Bylaws & Resolutions

12:00 pm – 1:30 pm

Lunch

2:00 pm – 2:30 pm Questions & Answers (CBWG)

1:30 pm

Bylaws & Resolutions

2:30 pm – 3:00 pm General Session – contract (cont’d)

3:00 pm – 3:30 pm

Break

3:00 pm – 3:30 pm Questions & Answers – contract

3:30 pm – 4:30 pm

Bylaws & Resolutions

3:30 pm – 4:00 pm

4:30 pm – 5:00 pm Recognition of Retiring Activists

Health Break

4:00 pm – 4:45 pm Guest Speaker – Angela Simpson – Silent No More 4:45 pm – 5:00 pm

Closing Remarks (President)

5:30 pm – 6:30 pm Candidates for Nominations Committee speak

6:30 am – 7:30 am

Wellness Workshops

6:30 am – 7:30 am

Wellness Workshops

8:30 am – 9:00 am

Call to Order

9:00 am – 9:20 am

Year in Review

9:20 am – 10:00 am President’s Opening Remarks Health Break

10:30 am – 11:00 am

Finance Report (Treasurer)

11:00 am – 12:00 pm

CEO Report

12:00 pm – 1:30 pm

Lunch

1:30 pm

COO Report

– 2:30 pm

2:30 pm – 2:45 pm

6:30 pm

Vice President Report

No-Host Bar

7:00 pm – 11:00 pm Banquet – Theme – Roaring 20s/Great Gatsby THURSDAY, MAY 30 6:30 am – 7:30 am

TUESDAY, MAY 28

10:00 am – 10:30 am

– 3:00 pm

Wellness Workshops

8:00 am – 9:00 am Voting for Nominations Committee candidates (not necessary if acclamations) 9:00 am – 9:15 am

Call to Order

9:15 am

Bylaws & Resolutions

– 10:15 am

10:15 am – 10:45 am

Break

10:45 am – 12:00 pm

Bylaws & Resolutions

12:00 pm – 1:00 pm Rally (Jack Poole Plaza) 1:00 pm

– 2:30 pm

Lunch

2:30 pm – 3:30 pm Keynote Speaker – Candace Carnahan 3:30 pm – 4:00 pm Closing Remarks – President 4:00 pm

Adjournment

The agenda is tentative and may be adjusted prior to convention

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PROPOSED BYLAW AMENDMENTS AMENDMENT 1 ARTICLE 23 – AMENDMENTS CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

Insert at the end of 23.01:

23.01 The Constitution and Bylaws may be amended at any Convention of the Union by a two-thirds (2/3) vote upon notice of such amendment having been given in writing to each Member at least thirty (30) days in advance of the meeting. All approved Constitution and Bylaw amendments will come into effect at the adjournment of the last day of Convention.

“All approved Constitution and Bylaw amendments will come into effect at the adjournment of the last day of Convention.”

Moved by: BCNU Council Seconded by: Council Costing: no added costs Bylaw Committee Recommendation:

AMENDMENT 2 CONSTITUTION AND BYLAW REVISION CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

CONSTITUTION AND BYLAWS

Whereas, The 2015 Annual Convention directed Council to review the current Constitution and Bylaws;

Adoption of the revised Constitution and Bylaws amendment as printed and circulated.

Whereas, The 2015 Annual Convention directed Council to report back to Convention a proposed revision to the Constitution and Bylaws;

CONSTITUTION AND BYLAWS

CURRENT FOLLOWING THE BCNU ANNUAL CONVENTION OF MAY 1-3, 2018

CURRENT FOLLOWING THE BCNU ANNUAL CONVENTION OF MAY 28-30, 2019

Whereas, BCNU Members were widely consulted, respecting the principles established by the 2015 Annual Convention. Be it resolved, That the 2019 Annual Convention adopt the BCNU revised Constitution and Bylaws, as a whole. Moved by: BCNU Council Seconded by: Council Costing: no added costs Bylaw Committee Recommendation:

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AMENDMENT 3 CONSTITUTION ARTICLE 2 – OBJECTIVES CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

Does not exist

Within the BCNU Constitution, add an objective, to protect and promote the distinct nature of psychiatric nursing.

To protect and promote the distinct nature of psychiatric nursing. If the revision is adopted will become Constitution Objective 2.11 To protect and promote the distinct nature of psychiatric nursing. (2.11 and 2.12 become 2.12 and 2.13 respectively) If the revision is not adopted will become Constitution Objective 2.10 To protect and promote the distinct nature of psychiatric nursing.

Moved by: Sara Philips Seconded by: Christine Brisebois Costing: nil Bylaw Committee Recommendation:

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AMENDMENT 4 ARTICLE 13 â&#x20AC;&#x201C; COLLECTIVE BARGAINING CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

13.05 Notwithstanding any other provision in this Article, the Union shall conduct a formal ratification vote in the bargaining unit(s) affected on the proposed terms of settlement for any negotiated collective agreement.

Within the BCNU Bylaws, add the following articles to the collective bargaining section of the Bylaws:

If the revision is adopted will become Article 7.10 (a-d):

(a) BCNU will conduct all contract ratification votes through electronic voting administered by a neutral third party. (b) The neutral third party must not have any actual conflict of interest. (c) The neutral third party will be selected in accordance with the BCNU Policies and Procedures. (d) The results provided must show ratios of yes to no votes by job site and the data must be provided to members affected in the affected bargaining unit.

7.10 The BCNU will conduct a ratification vote in affected bargaining unit(s) on the proposed terms and conditions for any negotiated collective agreement. (a) BCNU will conduct all contract ratification votes through electronic voting administered by a neutral third party. (b) The neutral third party must not have any actual conflict of interest. (c) The neutral third party will be selected in accordance with the BCNU Policies and Procedures. (d) The results provided must show ratios of yes to no votes by job site and the data must be provided to members affected in the affected bargaining unit. If the revision is not adopted will become Article 13.05: 13.05 Notwithstanding any other provision in this Article, the Union shall conduct a formal ratification vote in the bargaining unit(s) affected on the proposed terms of settlement for any negotiated collective agreement.

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AMENDMENT 4 (CON’T) ARTICLE 13 – COLLECTIVE BARGAINING CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ (a) BCNU will conduct all contract ratification votes through electronic voting administered by a neutral third party. (b) The neutral third party must not have any actual conflict of interest. (c) The neutral third party will be selected in accordance with the BCNU Policies and Procedures. (d) The results provided must show ratios of yes to no votes by job site and the data must be provided to members affected in the affected bargaining unit.

Moved by: Christina Gower Seconded by: Aida Herrera Costing: $75,000 estimate over 3 years (assuming 3-year average contract length and 40 collective agreements) Bylaw Committee Recommendation:

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AMENDMENT 5 ARTICLE 15 â&#x20AC;&#x201C; CONVENTIONS OF THE UNION CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

15.09 (a) Regional delegates and alternate regional delegates shall be elected at the Regional meetings or as otherwise provided in the Regional By laws.

Add the following articles:

If the revision is not adopted will become Article 15.09

15.09 (b) Caucus delegates shall be elected at the Caucus meetings.

15.09 (c) Regions shall continue to send voting delegates to Convention as set out in the BCNU Constitution and Bylaws and in regional bylaws, however, 20% of voting delegate seats must be reserved for elected delegates that have never attended Convention before. 15.09 (d) In order to attend as a new voting delegate, the same criteria must be met as for regional delegates to be elected to attend Convention. 15.09 (e) Alternate delegate positions will be filled by members who ran unsuccessfully to be voting delegates, starting with the member who received the highest number of votes and in descending order to those with the least. 15.09 (f) Observer positions to be selected through a lottery system for members who have never attended Convention and those members not running for any of the election processes.

15.09 (a) Regional delegates and alternate regional delegates shall be elected at the Regional meetings or as otherwise provided in the Regional By laws. 15.09 (b) Caucus delegates shall be elected at the Caucus meetings. 15.09 (c) Regions shall continue to send voting delegates to Convention as set out in the BCNU Constitution and Bylaws and in regional bylaws, however, 20% of voting delegate seats must be reserved for elected delegates that have never attended Convention before. 15.09 (d) In order to attend as a new voting delegate, the same criteria must be met as for regional delegates to be elected to attend Convention. 15.09 (e) Alternate delegate positions will be filled by members who ran unsuccessfully to be voting delegates, starting with the member who received the highest number of votes and in descending order to those with the least. 15.09 (f) Observer positions to be selected through a lottery system for members who have never attended Convention and those members not running for any of the election processes.

Moved by: Christina Gower Seconded by: Kelli Smith Costing: no added costs Bylaw Committee Recommendation:

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AMENDMENT 6 ARTICLE 3.01 – OFFICERS OF THE UNION CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

3.01 The Elected Officers of the Union shall be composed of the following, each of whom shall be a Member of the Union:

Within the BCNU Bylaws, add a third (3rd) Executive Councilor.

If the revision is adopted, will read:

(1) President (2) Vice President (3) Treasurer (4) Executive Councilor (5) Executive Councilor

2.01 The Provincial Executive Committee will be comprised of the following Officers: (1) President; (2) Vice-President; (3) Provincial Treasurer; and (4) Three (3) Executive Councilors If the revision is not adopted, will read: 3.01 The Elected Officers of the Union shall be composed of the following, each of whom shall be a Member of the Union: (1) President (2) Vice President (3) Treasurer (4) Executive Councilor (5) Executive Councilor (6) Executive Councilor

Moved by: Laura Terepocki / Sara Phillips Seconded by: Nola Tait / Christine Brisebois Costing: $300,000 per year (wages, benefits, and travel/accommodation using a blended estimate) Bylaw Committee Recommendation:

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AMENDMENT 7 ARTICLE 13.02 – COLLECTIVE BARGAINING CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ

13.02 The designated Executive Director or other designate shall be a Member of and act as spokesperson for all bargaining committees.

Within the BCNU Bylaws add an 8th member of the NBA bargaining committee who will be a Registered Psychiatric Nurse.

If the revision is adopted, will read:

The Union’s Members on the negotiation committee of the Nurses’ Bargaining Association shall be the President, designated Executive Director and staff Coordinators (as designated) and the following elected representatives: 1 representative – Long Term Care 2 representatives – From Community 4 representatives – Acute Care from: – 2 facilities with 701 Members or more – 1 facility with between 201 – 700 Members – 1 facility with 200 Members or less. All elected representatives on the Negotiating Committee of the Nurses’ Bargaining Association will be elected by delegates of the Provincial Bargaining Strategy Conference, regardless of component.

7.06 The BCNU’s representatives on the NBA bargaining committee will be: (a) The President (b) Member representative one (1) registered psychiatric nurse (c) Member representative one (1) from long term care (d) Member representatives two (2) from community care (e) Member representatives two (2) from large acute care facilities with 701 or more Members (f) Member representative one (1) from medium acute care facilities with 201 to 700 Members (g) Member representative one (1) from small acute care facilities with 200 or fewer Members (h) Designated Staff If the revision is not adopted, will read: 13.02 The designated Executive Director or other designate shall be a Member of and act as spokesperson for all bargaining committees.

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AMENDMENT 7 (CON’T) ARTICLE 13.02 – COLLECTIVE BARGAINING CURRENT WORDING

PROPOSED AMENDMENT

IF ADOPTED, WILL READ The Union’s Members on the negotiation committee of the Nurses’ Bargaining Association shall be the President, designated Executive Director and staff Coordinators (as designated) and the following elected representatives: 1 representative - RPN 1 representative – Long Term Care 2 representatives – From Community 4 representatives – Acute Care from: – 2 facilities with 701 Members or more – 1 facility with between 201 – 700 Members – 1 facility with 200 Members or less. All elected representatives on the Negotiating Committee of the Nurses’ Bargaining Association will be elected by delegates of the Provincial Bargaining Strategy Conference, regardless of component.

Moved by: Laura Terepocki / Sara Phillips Seconded by: Nola Tait / Christine Brisebois Costing: $53,000 per bargaining cycle (based on aggregate average from the last round of collective bargaining) Bylaw Committee Recommendation:

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RESOLUTIONS RESOLUTION 1 Health and Safety Whereas,

The statistical incidence and risk of workplace injuries to Nurses in the workplace is poorly communicated;

Whereas,

The injury rates have increased over the last decade; and

Whereas,

Underlying factors associated with the injuries are infrequently addressed.

Be it resolved,

BCNU create dedicated roles which explicitly: i.

Work with the health authorities to obtain data regarding injury rates for all BCNU members;

ii.

Perform statistical analyses including the incidence, incidence per 100,000 working hours, and relative risk based on staffing ratios across the Province of British Columbia;

iii. Create and disseminate standardized incident reports for BCNU leadership, chairs, executive standards, stewards, members, regulatory agencies, and government; and iv. Support the creation of evidence based educational materials associated with underlying cause of workplace injuries (including Psychological safety Standard and work environment factors associated with workplace injuries).

Submitted by: Greg Ekland Moved by: Greg Ekland Seconded by: Tracey Greenberg Costing: $185K â&#x20AC;&#x201C; 197K Resolutions Committee Recommendation:

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RESOLUTION 2 Truth and Reconciliation Whereas,

BCNU has identified Social Justice and Solidarity as two of its core values;

Whereas,

In June 2015, the Truth and Reconciliation Commission (TRC) released an executive summary and 94 Calls to Action regarding reconciliation between Canada and Indigenous people due to the cultural genocide enacted through the residential school system and colonization;

Whereas,

BCNU is a leading advocate for publicly funded health care. As a leader, BCNU has the opportunity to formally implement the TRC Calls to Action and help to lead the way as an organization committed to reconciliation;

Whereas,

BCNU has issued a position statement noting that “as a union we will champion cultural competency and safety by supporting on-going education and raising awareness” about issues central to the health and well-being of Indigenous peoples; and

Whereas,

BCNU stated in June 2015 “that is deeply committed to the process of genuine reconciliation… [and that BCNU takes] to hear the recommendations outlined in the [Truth and Reconciliation] report” and recognizes “that we have a historic responsibility to support Aboriginal people in their quest for justice.

Be it resolved,

That BCNU will move to strike a committee, in collaboration with the Indigenous Leadership Circle (ILC), to determine how to implement the Truth and Reconciliation Calls to Action within BCNU’s scope, strategic directions, and mandate. This committee will be formed in a timely manner and will make appropriate recommendations to put forth for Convention 2020.

Submitted by: Jessica Key Moved by: Diane Lingren Seconded by: Sherry Ridsdale Costing: $15,980 for four full day meetings per year, with three council and two ILC members (additional BCNU staff resources will be required) Resolutions Committee Recommendation:

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RESOLUTION 3 Union Representative Compensation Whereas,

The Korbin Report of 2009 did not undertake an inquiry or provide recommendations concerning roles, responsibilities, and workload of full-time stewards, regional executives, and enhanced disability management representatives.

Be it resolved,

That full-time stewards, regional executives, and enhanced disability management representatives be included in an independent third-party review related to compensation concerning the roles, responsibilities, and workload to be completed prior to the BCNU election 2020, and if adopted to be implemented retroactively from the date the resolution is adopted.

Submitted by: Wendy Gibbs Moved by: Wendy Gibbs Seconded by: Margo Wilton Costing: $50,000-100,000 (costs associated with any increases, inclusive of retroactivity, and additional BCNU staff resources required) Resolutions Committee Recommendation:

RESOLUTION 4 Regional Council Member Compensation Whereas,

The Korbin Report of 2009 undertook an inquiry and recommendation concerning roles, responsibilities, and workload of Regional Chair/Council Members;

Whereas,

The Regional Chair/Council Member provides leadership to, and collaborates with the Regional Executive Team;

Whereas,

The Regional Chair/Council Member as part of the Council Board, shares a fiduciary responsibility for the funds and assets of the organization;

Whereas,

No Regional Chair/Council Member shall experience a reduction in her/his annual income as a result of the Korbin Report recommended compensation system; and

Whereas,

The current Job Classification of a Nurse 4 level 9 does not accurately reflect the profile of Regional Chair/Council Member duties as it relates to authority, administrating, overseeing, and overall accountability for services/practice within a region;

Be it resolved,

That the Regional Chair/Council Member and Provincial Executive positions have a full review of the 2009 Korbin Report by an independent third party related to compensation concerning the roles, responsibilities, and workload to be completed prior to the BCNU election 2020, and if adopted to be implemented retroactively from the date the resolution is adopted.

Submitted by: Wendy Gibbs Moved by: Wendy Gibbs Seconded by: Margo Wilton Costing: $25,000-50,000 (costs associated with any increases, inclusive of retroactivity, and additional BCNU staff resources required) Resolutions Committee Recommendation:

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RESOLUTION 5 Meal Increases Whereas,

The BCNU Constitution pledges to advance the economic well-being of its members;

Whereas,

BCNU conducts its business in venues that are unionized and providing a living wage to its employees whenever possible; and

Whereas,

Prices for meals at and around these venues are higher on average.

Be it resolved,

That BCNU lunch meal per diems increase to $20 and dinner meal per diems increase to $30.

Submitted by: Sarra Fedick Moved by: Sarra Fedick Seconded by: Harwinder Sandhu Costing: $242,204.22 Resolutions Committee Recommendation:

RESOLUTION 6 Chair Backfill Whereas,

Employers are expected to backfill nurses while on vacation, even up to our Level 5 and 6 positions, but the BCNU doesnâ&#x20AC;&#x2122;t backfill regional Council members;

Whereas,

Regional Council Members often work when on vacation or off sick, which make it more difficult to rest and recharge, leading to increased stress and burnout;

Whereas,

Backfill would provide successorship training for other members of Regional Executive teams to build leadership capacity within the organization.

Be it resolved,

Regional Council members will be backfilled, by a member of the regional executive team, for maximum of two weeks, when the regional Council member is off on vacation leave.

Submitted by: Sarra Fedick Moved by: Sarra Fedick Seconded by: Laura Baker Costing: $88,480 (additional BCNU staff resources may be required to administer) Resolutions Committee Recommendation:

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RESOLUTION 7 Scholarship Whereas,

BCNU has identified Social Justice and Solidarity as two of its core values;

Whereas,

The Truth and Reconciliation Commission’s Call to Action #23 suggests the need to “Increase the number of Aboriginal professionals working in the health-care field. [and] Ensure the retention of Aboriginal health-care providers in Aboriginal communities”.

Be it resolved,

That BCNU will establish a scholarship for the amount of $1,500 per fiscal year to support the training of Indigenous students to become nurses.

Submitted by: Jessica Key Moved by: Diane Lingren Seconded by: Sherry Ridsdale Costing: $1,500 administered by the bursary committee (additional BCNU staff resources will be required) Resolutions Committee Recommendation:

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RESOLUTION 8 Ban Nestle Whereas,

BCNU believes that upholding the UN Declaration on the Rights of Indigenous Peoples (UNDRIP) and has called on government to do so in the past;

Whereas,

Nestle is extracting water from Sto:lo Territory without free, prior, informed consent (in violation of UNDRIP) and while this water is extracted, many Sto:lo people do not have access to clean and safe drinking water in their homes;

Whereas,

Since 2015, Nestle pays $2.25 for every one million liters of water as per provincial pricing, extracted and continues to extract this water in times of drought in British Columbia; and

Whereas,

BCNU has identified that the Social Determinates of Health, including access to clean water, are imperative to health and wellness and is committed to improving health and wellness for all people.

Be it resolved,

That BCNU not purchase Nestle (or subsidiary) products – including bottled water – for any Union functions or business, wherever possible.

Submitted by: Jessica Key Moved by: Diane Lingren Seconded by: Sherry Ridsdale Costing: Costs associated with sourcing alternate vendors and associated with a smaller pool of vendors Resolutions Committee Recommendation:

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CONSTITUTION AND BYLAWS REVISION

A RECIPE FOR SUCCESS Province-wide consultation an exercise in democracy and good governance BCNU’S GOVERNANCE renewal process is now entering its final phase and members have finished providing feedback on draft revisions to our constitution and bylaws.

The Constitution and Bylaws Renewal Working Group (CBRWG) began consulting members in 2017. The group learned that members feel the current constitution and bylaws language is difficult to understand and often unclear. Members also feel the language is not reflective of the times in which we live. From the beginning, the working group’s goal was to prepare a “recipe for success” in the form of a fully revised governing document that could be brought to the union’s annual convention for approval this year. The CBRWG worked with an external consultant to help apply the theory of policy governance to the rules that govern our organization while also ensuring that

any changes are consistent with BCNU’s culture and values. The following green pages contain the proposed revision to BCNU’s current constitutional bylaws which are also provided for reference. BCNU’s constitution and bylaws were adopted by the membership at the 1st annual convention in 1981. The union has evolved considerably since its founding. It has increased in size and composition, and now represents a diverse membership across sectors, professional designations and at multiple bargaining tables. Delegates to the union’s 2015 annual convention voted to undertake a bylaw revision that involves widespread, thoughtful dialogue with the membership.

COMMUNICATION MENU EXTENSIVE REPORTING A variety of channels were used to keep members up to date on the governance renewal process

Conference report Direct email to members eNews Regional communication networks Update Magazine

Questions? Contact Lorne Burkart: lorneburkart@bcnu.org or 250-354-5311

TAKING TIME TO GET IT RIGHT BCNU’s governance renewal process lasted a year and a half

ee itt m m Co

ns io t es s s ns qu ns ty i w on k io on ti y i u e s c g s sio i u s i q a s s n v i r E se ess se s se Eq in db te k s & ck g s ings ack ings s & ting ga g s in ee c g t r 8 f s a a n 1 t l a n t b ti b b tin ie et gh e ta 20 ed nni ee gh lB ee art ed ed me Ri l me ee n or e ia ce Ri ce a e e m f l m n f f p o c p m l l a cia r r ti r in en d an n al er cil p na al na en mb be ion ste be m fere be um vin ov fer io io v n r on u i m H m g m g e n u P on g o e H on g e e e e v M Re pr M M Co M Co R Re In C Re C

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VOICES IN THE MIX

12,689 members 277 events

participated in

throughout the governance renewal process.

THE RIGHT INGREDIENTS The proposed revision of BCNU’s governing document is the culmination of wide member consultation and input gathered through many channels.

Member portal surveys

Member feedback sessions BCNU office meetings and education days

Regional meetings Provincial conferences

ys da

ns sio s e gs in t ee

Aug

e n nc o e i r t e a fe ts nc uc on en re ns d C e m E f io e / y u n s t s c i s at s g e u o Co g n s q d i n e s s s e t E t l el sio ck ng af orta ting ee ting s & tic d a i s iew r c t m ee d a t e ev db on n se h e r i e r p ee ce e Pr t t g m m m ffi e e n io al fe g Ri pl mb nal al al ve at o eg er n l n n sin n m r a e b l U m o o o m Co for gi Co n M egi CN egi na Nu em Fi Hu R Re B o In M R Sept Oct

Nov

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TABLE OF CONTENTS CONSTITUTION..................................................................................................................................................................................1 Article 1

The Union .................................................................................................................................................................. 1

Article 2

Objectives ................................................................................................................................................................. 1

Article 3

Amendments ........................................................................................................................................................... 1

BYLAWS ...............................................................................................................................................................................................2 Article 1

Membership ............................................................................................................................................................. 2

Article 2

Provincial Executive Committee ..................................................................................................................... 3

Article 3

BCNU Council ......................................................................................................................................................... 3

Article 4

BCNU Regions ........................................................................................................................................................ 3

Article 5

Elections ................................................................................................................................................................... 4

Article 6

Parliamentary Procedure.................................................................................................................................... 5

Article 7

Collective Bargaining ........................................................................................................................................... 5

Article 8

Conventions............................................................................................................................................................. 6

Article 9

Dues and Levies ..................................................................................................................................................... 7

Article 10

Finance ...................................................................................................................................................................... 7

Article 11

Policies and Procedures ..................................................................................................................................... 7

Article 12

Discipline .................................................................................................................................................................. 7

Article 13

Exhaustion of Internal Remedies .................................................................................................................. 10

Article 14

Definitions .............................................................................................................................................................. 10

CONSTITUTION ARTICLE 1 THE UNION

2.06 To champion the social determinants of health and the highest standards of safe health care for all.

1.01

The union will be known as the British Columbia Nurses’ Union (BCNU).

2.07 To promote human rights and equity and strive to eliminate barriers to Members’ involvement and inclusion in BCNU activities.

1.02

The BCNU head office will be in Burnaby, British Columbia.

2.08 To offer professional development, financial, and other service programs for Members.

ARTICLE 2 OBJECTIVES

2.09 To promote and participate in health and benefit plans for Members.

2.01

2.10

2.02 To regulate relations in British Columbia between the Members and employers through collective bargaining.

To promote Members’ knowledge in matters related to their professional, social, and economic welfare through education and research.

2.11

2.03 To participate in the Nurses’ Bargaining Association (NBA) to negotiate a Provincial Collective Agreement (PCA) for the constituent unions.

To encourage unity within the nursing profession and other allied fields through communication and cooperation.

2.12

To advance the professional profile of nursing.

To advance the social, economic and general welfare of all Members.

2.04 To negotiate collective agreements for Members at non-NBA bargaining units. 2.05 To build relationships with government, employers, and interested parties.

ARTICLE 3 AMENDMENTS 3.01

Amendments to this Constitution shall be conducted in accordance with Article 6 of the Bylaws.

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BCNU BYLAWS

Member in Good Standing 1.10

Eligibility for membership:

Despite the requirements of Article 12, Council, in its sole discretion, may declare, by a two-thirds (2/3) majority vote of Council, that a Member has ceased to be a Member in Good Standing if Council determines that:

(a)

All nurses and allied personnel who are eligible to engage in collective bargaining are eligible for BCNU membership.

(a)

The Member has breached their duty under this Constitution and Bylaws or the Policies and Procedures; and

(b)

Allied personnel require a two-thirds (2/3) majority vote of Council to be admitted to membership.

(b)

For reasons of expediency or otherwise, the requirements of Article 12 cannot reasonably be met at the time of the declaration.

ARTICLE 1 MEMBERSHIP Rights and Conditions of Membership 1.01

1.02

1.03

1.04

1.05

1.06

1.07

Members will:

1.11

(a)

Sign a membership application;

A Member who has ceased to be a Member in Good Standing is not entitled to:

(b)

Abide by the Constitution and Bylaws;

(a)

Attend Meetings; or

(c)

Abide by the Policies and Procedures; and

(b)

Stand for election or hold an Elected Position.

(d)

Pay any dues or levies as per Article 9.

1.12

Members may (subject to any restrictions under Articles 1.04, 1.05, 1.10, 1.11, 1.12, 1.13, 1.14, or 12): (a)

Attend Meetings;

(b)

Hold an Elected Position; and

(c)

Receive the benefits of BCNU membership.

A Member who is employed by any other NBA union, is not entitled to: (a)

Attend Meetings;

(b)

Hold an Elected Position; or

(c)

Fill a temporary or permanent BCNU Staff position.

Within thirty (30) days of notification of a declaration under Article 1.10, a Member declared no longer a Member in Good Standing may apply to the Chief Executive Officer or designate to request that the Discipline Committee establish a Hearing Board in accordance with Article 12.06 to hear the merits of Council’s declaration as if it were a Complaint by Council: (a)

A person ceases to be a Member when there is a: (a)

Suspension or termination of membership pursuant to Article 12; or

(b)

Failure to pay dues or levies to the BCNU, unless an extension has been granted by the Provincial Executive Committee.

A Member who obtains an employer granted unpaid leave of absence will remain a Member and will pay no dues or levies during the leave. While on leave from their employer and employed by the BCNU, Members will not pay dues or levies. The BCNU President will continue to pay BCNU dues and levies during their term.

1.08

A Member who is laid off by an employer will remain a Member and will not pay dues or levies for the period of the layoff unless in receipt of wages as a Member exercising their collective agreement rights.

1.09

A Member who is suspended or terminated by an employer and is exercising their rights under the grievance/arbitration process or other rights appeal language in the appropriate collective agreement will remain a Member and will not pay dues or levies until the grievance, arbitration or appeal is resolved.

(b)

The Hearing Board may, in addition to its powers and discretion set out in Article 12.07: i.

Uphold or set aside Council’s declaration; and

ii.

In the event that the Member is guilty of a breach of duty, impose any penalty that it considers appropriate in the circumstances.

Subject to Article 1.10 and this Article, the rights and procedures required under Article 12 and any applicable Policies and Procedures will apply.

Affiliate and Student Membership 1.13

Council may create an affiliated class of membership, with criteria, rights, and fees to be outlined in the Policies and Procedures.

1.14

Council may create a student class of membership, with criteria, rights, and fees outlined in the Policies and Procedures. (a)

Employed student members hold the rights and benefits of membership while paying dues for the duration of their employment contract.

Members who become BCNU Employees 1.15

A Member filling a temporary Staff position: (a)

Is eligible to stand for an Elected Position but cannot hold the Elected Position while still being employed in the temporary Staff position;

(b)

Cannot become a BCNU steward, or must take leave from being a BCNU steward;

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1.16

(c)

Cannot attend, as a Member, any Meeting, unless it is in a Staff capacity; and

(d)

Cannot vote at any BCNU Meeting, other BCNU event or in any BCNU election.

PROPOSED REVISION

Provincial Executive Officers and Regional Council Members filling a temporary Staff position will take a leave of absence from their Elected Position: (a)

A leave of absence will not alter the term of office.

1.17

Members filling temporary Staff positions will pay union dues to the staff union.

1.18

Members hired into permanent BCNU Staff positions will resign their membership in BCNU.

ARTICLE 2 PROVINCIAL EXECUTIVE COMMITTEE 2.01

2.02

2.03

Two (2) Executive Councillors; and

(e)

Twenty (20) Regional Council Members.

3.02

Council will be the governing body of the BCNU when the Annual Convention is not in session.

3.03

Council will make decisions and take actions, including those pertaining to collective bargaining, which meet the objectives of the BCNU.

3.04 Council may appoint a Chief Executive Officer, Chief Operating Officer, or any other Appointed Officers it considers advisable with duties, terms, conditions, and remuneration as outlined in the Policies and Procedures. 3.05 Council will meet a minimum of eight (8) times per calendar year.

(a)

President;

3.07

(b)

Vice-President;

(c)

Provincial Treasurer; and

(d)

Two (2) Executive Councillors.

The Provincial Executive Committee will have the authority to take all actions necessary to implement governing decisions made by Council (or Convention when in session) and to make decisions deemed urgent between Council Meetings. The Provincial Executive Committee will have such other duties and authority as determined by Council from time to time.

(a)

A signing officer for the BCNU; and

(b)

A director of the BCNU Holding Society.

2.06 The President will call a meeting of the Provincial Executive Committee upon request of three (3) of its Officers. A quorum of the Provincial Executive Committee will be three-fifths (3/5) of all five (5) members.

ARTICLE 3 BCNU COUNCIL

(d)

3.06 A special meeting of Council will be called upon the request of a quorum of Council or at the request of the President.

2.05 The Provincial Executive Committee will meet a minimum of eight (8) times per year, or at the call of the President.

3.01

Provincial Treasurer;

The Provincial Executive Committee will be comprised of the following Officers:

2.04 Provincial Executive Officers have authority to take all actions necessary to fulfill their individual officer duties, as outlined in the Policies and Procedures, or to fulfill directions given to them by Council (or the Convention when in session) or the Provincial Executive Committee, whether the directions are given verbally or in writing. Provincial Executive Officer duties include acting as:

2.07

(c)

BCNU Council will be comprised of the following Officers: (a)

President;

(b)

Vice-President;

A quorum of Council will be three-fifths (3/5) of all twenty-five (25) Council Members.

3.08 Council may establish committees and working groups.

ARTICLE 4 BCNU REGIONS 4.01

The Province will be divided into sixteen (16) regions, with boundaries to be determined by Council.

4.02 Each region will elect Regional Council Members as follows: (a)

Central Vancouver

2 Council Members

(b)

Coastal Mountain

1 Council Member

(c)

East Kootenay

1 Council Member

(d)

Fraser Valley

1 Council Member

(e)

North East

1 Council Member

(f)

North West

1 Council Member

(g)

Okanagan Similkameen

1 Council Member

Pacific Rim

1 Council Member

(h) (i)

Richmond Vancouver

1 Council Member

(j)

Shaughnessy Heights

1 Council Member

(k)

Simon Fraser

2 Council Members

(l)

South Fraser Valley

(m) South Islands

2 Council Members 2 Council Members

(n)

Thompson North Okanagan

1 Council Member

(o)

Vancouver Metro

1 Council Member

(p)

West Kootenay

1 Council Member

4.03 Regions will have regional bylaws, which are subject to approval by Council, and must include: (a)

Provisions for the calling of meetings of the region at least three (3) times per year;

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(b)

Provisions for the calling of a special meeting of the region, upon request of five percent (5%) of the regional membership;

(c)

Provisions for the participation in the annual audit; and

(d)

Provisions for the election of regional delegates and alternates for Convention, or as otherwise provided in the regional bylaws.

4.04 The Constitution and Bylaws will supersede regional bylaws.

5.03

(c)

If there is a vacancy of a Regional Council Member of less than one (1) year, it will be filled as outlined in the Policies and Procedures; and

(d)

All other vacancies for Provincial Executive Officers or Regional Council Members (not addressed in (a), (b), or (c)), will be filled by having a special election.

Election Process: (a)

The nomination period, campaign period, and election period for the Provincial Executive Committee and Regional Council Members will be determined by the Nominations Committee and approved by Council.

(b)

The Chief Executive Officer, or designate, will forward a list of nominees for each position to all Members.

(c)

A vote will be undertaken by the BCNU, within the timelines approved by Council.

4.05 Regions will prepare an annual budget which will be submitted to Council for approval.

ARTICLE 5 ELECTIONS Elections 5.01

Every three (3) years, Provincial Executive Officers and Regional Council Members will be elected as follows: (a)

In the event that there are no more candidates than openings for a given position, such candidate(s) will be deemed acclaimed. i.

ii.

(b)

(c)

5.02

In the event that there are more candidates than openings for a given position, the candidate receiving the largest number of votes will be declared elected.

Nominations Committee 5.04 In the year prior to the elections for the Provincial Executive Officers and Regional Council Members, a five (5) Member Nominations Committee will be elected by delegates at the Annual Convention: (a)

If there are only five (5) candidates, the candidates will be deemed acclaimed to the Nominations Committee. If there are more than five (5) candidates, the five (5) candidates who receive the largest number of votes will be declared elected.

(b)

The term of office for Members of the Nominations Committee will be three (3) years, commencing September 1st.

(c)

Candidates for the Nominations Committee:

Where there are two openings for a given position, the candidates with the largest and second-largest number of votes will be declared elected.

Eligible voters: i.

Provincial Executive Officers will be elected by Members of the province; and

ii.

Regional Council Members will be elected by Members of their region.

Eligibility requirements will be determined by the Annual Convention at least the year prior to the elections but BCNU steward experience must be a requirement.

(d)

The President will declare elected the successful candidate(s) for each position.

(e)

The term of office will be three (3) years, commencing September 1st of the election year.

(f)

An Officer may only hold one (1) officer position at a time.

Vacancies of Elected Positions: (a)

If there is a vacancy in the office of President, the Vice-President will become President;

(b)

If there is a vacancy on the Provincial Executive Committee of less than one (1) year, it will be filled by a Regional Council Member, in a vote by Council, for the remainder of the term;

Must be a Member in Good Standing;

ii.

May be a steward; and

iii.

Must not hold a position as Provincial Executive Officer or Regional Council Member, regional executive Member, full-time steward, enhanced disability management rep, or regional steward-atlarge.

(d)

Should a Nominations Committee member wish to run for the positions described in Article 5.04(c)(iii), they must step down from their role on the Nominations Committee.

(e)

If there is a vacancy on the Nominations Committee, it will be filled, at the request of the Nominations Committee, by an election at the next Annual Convention for the balance of the term.

5.05 The responsibilities of the Nominations Committee will include:

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(a)

To determine eligibility of all candidates for the Provincial Executive Committee and for Regional Council Members.

6.03 The Constitution and Bylaws may be amended by a two-thirds (2/3) majority vote at any Convention: (a)

Notice of amendments will be given to the membership at least thirty (30) days prior to the Convention;

(b)

To advertise, prior to close of nominations, for candidate(s) for any office for which no nomination has been received.

Member proposed amendments will be submitted to the BCNU sixteen (16) weeks in advance of the first day of the Convention;

(c)

To prepare and present the ticket of nominations for the offices of the Provincial Executive Committee and for Regional Council Members to the President and Chief Executive Officer.

Council or Bylaws Committee proposed amendments will be submitted twelve (12) weeks in advance of the first day of the Convention; and

(d)

Amendments will come into effect immediately upon the adjournment of the Convention in which they were adopted.

PROPOSED REVISION (b)

(c)

(d)

To implement the procedure for obtaining nominations for the offices of the Provincial Executive Committee and for Regional Council Members.

(e)

To establish candidate responsibilities and rules governing election campaigns.

6.04 There will be a Bylaws Committee, with a composition and duties to be approved by Council.

(f)

To conduct and oversee the election and report the results of the election to the President.

ARTICLE 7 COLLECTIVE BARGAINING

(g)

To establish rules and procedures concerning the filing, receipt, investigation, resolution, determination and remedying of any complaints from Members regarding an election process (Election Complaints), subject to the approval of Council.

(h)

To receive and investigate Election Complaints from Members.

(i)

To resolve any Election Complaints received, as the Nominations Committee considers appropriate.

(j)

To determine, upon investigation of an Election Complaint, whether there has been a breach of applicable rules or responsibilities and, if so, to determine an appropriate remedy.

(k)

All decisions and determinations of the Nominations Committee regarding candidate eligibility or Election Complaints are within the Nomination Committee’s sole discretion, and will be final and binding.

ARTICLE 6 PARLIAMENTARY PROCEDURE 6.01

The rules of procedure and order of business at Meetings will be governed by Robert’s Rules of Order Newly Revised, unless inconsistent with the Constitution and Bylaws.

6.02 Accidental omission or non-receipt of notice for any Meeting will not invalidate the proceedings of the Meeting.

Collective bargaining functions of Council (when the Convention is not in session) include: (a)

Providing advice, objectives, strategies, priorities, and process frameworks to regional bargaining conferences, provincial bargaining conferences and bargaining committee representatives; and

(b)

Pre-approving and authorizing collective bargaining action.

7.02

The Chief Executive Officer, or designate, will be the spokesperson for all bargaining committees.

7.03

Council will determine the methods used to gather bargaining proposals.

7.04

Regional bargaining conferences:

To attend, as provincially funded observers, at any Convention.

5.06 The investigation, resolution, determination and remedying of Election Complaints will be conducted in accordance with the applicable rules and procedures set out in the Policies and Procedures as adopted by Council. 5.07

7.01

7.05

(a)

Will be held prior to the provincial bargaining conference; and

(b)

At least one (1) Member will be allowed to attend from each worksite.

Provincial bargaining conference: (a)

Will be held prior to start of collective bargaining;

(b)

Regional delegates and alternates will be allocated based on the formula used for the Convention;

(c)

Council Members will be voting delegates, as will regional delegates referred to in (b);

(d)

Two-thirds (2/3) of the voting delegates will form quorum; and

(e)

Council will appoint the following at each provincial bargaining conference: i.

At least three (3) Members to act as scrutineers;

ii.

At least three (3) Members to act as sergeant-at-arms; and

iii.

Provincially funded observers.

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7.06

The BCNU’s representatives on the NBA bargaining committee will be:

(b)

While in session, the Annual Convention will be the governing body of the BCNU.

(a)

The President

(c)

(b)

Member representative one (1) from long term care

The Annual Convention will make decisions and take actions to further the strategic directions of the BCNU.

(c)

Member representatives two (2) from community care

PROPOSED REVISION (d)

Member representatives two (2) from large acute care facilities with 701 or more Members

(e)

Member representative one (1) from medium acute care facilities with 201 to 700 Members

(f)

Member representative one (1) from small acute care facilities with 200 or fewer Members

(g)

Designated Staff

7.07

All Member representatives of the NBA bargaining committee will be elected by delegates of the provincial bargaining conference.

7.08

The Provincial Treasurer, Vice-President, and Executive Councillors are ineligible to stand for election as a Member representative of a bargaining committee.

7.09

Council has the authority to:

7.10

(a)

Determine when to poll and communicate with Members about bargaining;

(b)

Determine whether or not a bargaining conference will be held prior to the commencement of collective bargaining, notwithstanding any other provision of these Constitution and Bylaws;

(c)

Approve settlements that clarify or vary the terms of collective agreements; and

(d)

Direct whether a ratification vote should occur in affected bargaining unit(s), pertaining to (c) above, despite such a vote not being required by any other provision of these Constitution and Bylaws.

The BCNU will conduct a ratification vote in affected bargaining unit(s) on the proposed terms and conditions for any negotiated collective agreement.

8.03 Special Convention: (a)

The Council may call a Special Convention at any time.

(b)

The Council will call a Special Convention upon written request which: i.

Is signed by at least five percent (5%) of Members in each of at least fifty percent (50%) of the BCNU regions listed in Article 4.02; and

ii.

States the sole purpose for which the Special Convention is requested.

8.04 Notice of Conventions will be communicated to Members as follows: (a)

At least thirty (30) days before the start of the Annual Conventions, the notice, agenda, proposed resolutions, proposed Constitution and Bylaw amendments, and any other business to be deliberated will be published.

(b)

At least fourteen (14) days before the start of a Special Convention, a notice will be published specifying the purpose of the Special Convention.

8.05 Convention Delegates: (a)

The Convention delegates will be: i.

All Council Members;

ii.

Delegates of the four (4) Human Rights and Equity-seeking caucuses who have been elected at their respective provincial caucus Meetings; and

iii.

Regional delegates and alternates, determined as per the table below: Regional Membership

Delegates

Alternates

800 or fewer

801 - 1200

Non-NBA bargaining units:

1201 - 1600

(a)

Will have meetings of their Members regarding proposed contract changes to their collective agreement;

1601 – 2000

2001 – 2400

(b)

Will select a bargaining committee; and

2401 – 2800

(c)

The composition of bargaining committees may be determined by Council.

2801 – 3000

3001 – 3200

ARTICLE 8 CONVENTIONS

3201 – 3400

8.01

Conventions of the BCNU will be called by Council.

3401 – 3600

8.02

Annual Convention:

3601 or greater

7.11

(a)

The date and time of the Annual Convention will be determined by Council.

8.06 Voting Body of Convention:

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(a)

The Convention delegates listed in 8.05(a) above make up the voting body: i.

Each delegate and Council Member will have one (1) vote; and

ii.

Votes are not transferable to others.

PROPOSED REVISION

8.07

(b)

Two-thirds (2/3) of the voting body will form quorum.

(c)

Members in Good Standing who are not part of the voting body may attend and may speak but will not be entitled to make motions or vote.

Council will appoint the following at Conventions: (a)

At least three (3) Members to act as scrutineers;

(b)

At least three (3) Members to act as sergeantat-arms; and

(c)

Provincially funded observers.

8.08 The minutes of Convention will be approved by Council.

9.05 To attain other objectives of the BCNU, any Convention may impose a levy for some or all Members with a two-thirds (2/3) majority vote. Such a levy will be paid by Members, as designated by the Convention. 9.06 Any dues or levies of the BCNU are debts due, owing and payable to the BCNU by the Member within the time specified by the BCNU and is recoverable, along with all associated expenses, costs and legal fees by legal action.

ARTICLE 10 FINANCE 10.01 There will be a Finance Committee, chaired by the Provincial Treasurer, with composition and duties to be approved by Council. 10.02 The fiscal year will end on December 31st. 10.03 Each Annual Convention will appoint a certified professional accountancy firm to act as the external auditor and to remain in effect until the close of the following Annual Convention.

ARTICLE 9 DUES AND LEVIES

10.04 Council may appoint additional signing officers of the BCNU.

9.01

ARTICLE 11 POLICIES AND PROCEDURES

Dues payable may be amended at an Annual Convention by a two-thirds (2/3) majority vote of the Convention delegates.

9.02 Dues will be remitted to the BCNU head office. 9.03 Upon expiration of the PCA, Council may impose a dues increase to be used for Defence Fund payments: (a)

The motion will pass with a four-fifths (4/5) majority vote of all twenty-five (25) Members of Council;

(b)

The maximum allowable increase will be onehalf of one percent (0.50%) of a Member’s gross wages;

(c)

The duration of the increase will remain in effect until ninety (90) days subsequent to the ratification of a new collective agreement; and

(d)

11.01

Council may, in furtherance of the BCNU’s goals and objectives, formulate and adopt principles, procedures, rules, and guidelines, as incorporated in the BCNU’s policies and procedures manual (Policies and Procedures).

11.02 All Members are expected to comply with the Policies and Procedures as approved by Council. 11.03 The Policies and Procedures are to be interpreted in a manner consistent with the Constitution and Bylaws. In the case of a conflict, the Constitution and Bylaws supersedes the Policies and Procedures.

ARTICLE 12 DISCIPLINE 12.01 Preamble: (a)

Members are expected to fulfill certain responsibilities and obligations, including but not limited to, complying with the Constitution and Bylaws and the Policies and Procedures. Improper conduct by Members can result in damage to the integrity and reputation of the BCNU and can create conflict and discord amongst the membership. Conduct that constitutes a breach of duty by Members may be subject to discipline.

(b)

The BCNU is committed to providing an environment characterized by open and clear communication, honesty, procedural fairness, transparency, neutrality, and mutual respect. The BCNU provides Members with the process and rights outlined in the Constitution and Bylaws and the Policies and

Any funds remaining at the end of the ninety (90) days will be permanently placed into the Defence Fund.

9.04 Council may impose a levy for some or all of the Members to replenish the Defence Fund: (a)

The motion will pass with a four-fifths (4/5) majority vote of all twenty-five (25) Members of Council;

(b)

The maximum allowable increase will be onequarter of one percent (0.25%) of a Member’s gross wages; and

(c)

The increase will remain in effect until the Defence Fund is replenished to the Maximum Defence Fund Level, as outlined in the Policies and Procedures, or until the close of the next Annual Convention.

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Procedures so that Complaints are handled fairly, expeditiously, and affordably. (c)

The BCNU is committed to assisting Members to resolve Complaints through alternative dispute resolution, where appropriate.

PROPOSED REVISION (d)

It is the intention of this Article to encourage the development of mutual respect between Members. To this end it is important that Members exercise their rights responsibly and with respect for others, and so contribute to the orderly running of the organization.

(e)

All decisions of the Chief Executive Officer, or designate, to initiate or not initiate the early alternative dispute resolution process will be final and binding.

(f)

Where a matter is determined to be suitable for an early alternative dispute resolution process, the Chief Executive Officer, or designate, will appoint a Neutral Third Party to assist the parties in resolving the dispute.

(g)

If the Neutral Third Party determines that attempts at consensual resolution have been unsuccessful, they will advise the Chief Executive Officer, or designate, and the matter will be referred to the Complaints Investigation Committee under Article 12.05.

12.02 Discipline Restricted: (a)

(b)

The BCNU will not impose any discipline pursuant to this Article except for a breach of duty under the Constitution and Bylaws or the Policies and Procedures. Every Member subject to discipline pursuant to this Article is entitled to a fair hearing in accordance with the principles of natural justice and procedural fairness.

12.03 Breach of Duty: (a)

A Member commits a breach of duty where they: i.

Violate any provision of the Constitution and Bylaws or the Policies and Procedures;

ii.

Act in any manner that constitutes a breach of duty as outlined in the Policies and Procedures; or

iii.

Act in any manner which jeopardizes the advancement of the purposes or welfare of the BCNU or that could discredit the reputation or integrity of the BCNU or harm its membership.

12.05 Complaints Investigation Committee and Complaints Investigation Sub-Committee: (a)

There will be a standing Complaints Investigation Committee comprised of the Vice-President, and one (1) Member elected from each region.

(b)

The investigation and referral of Complaints will be conducted in accordance with the Policies and Procedures.

(c)

All Complaints filed pursuant to Article 12.04(a), except those where an early dispute resolution process is being attempted pursuant to Article 12.04(f), will be referred to a Complaints Investigation Sub-Committee established to investigate the Complaint(s).

(d)

The Complaints Investigation Sub-Committee will investigate the Complaint and, where possible, within ninety (90) days of receiving the Complaint, either: i.

dismiss the Complaint if it is without merit, or

ii.

refer the Complaint, or any part of it, to the Discipline Committee.

12.04 Complaints: (a)

Any Member may make a Complaint against another Member for an alleged breach of duty as defined in Article 12.03.

(b)

A Complaint must be sent in writing by the Complainant to the Chief Executive Officer using the Complaint Form (adopted as such by Council) within sixty (60) days after the Complainant knows of or can reasonably be expected to know of the events upon which the Complaint is based.

(c)

(d)

Within fourteen (14) days of receiving a Complaint, the Chief Executive Officer, or designate, will provide the Respondent with the particulars of the Complaint in person or by registered mail to the address shown in the register of Members. The Chief Executive Officer, or designate, will consider the merits of the Complaint, for the purpose of determining, in their sole discretion, whether it is appropriate to initiate an early alternative dispute resolution process.

(e)

The Complaints Investigation Sub-Committee will notify the Chief Executive Officer and the parties of its decision.

(f)

While discharging its functions under subsection (d) above, the Complaints Investigation Sub-Committee will, subject to applicable rules and procedures, determine its own process and will have the power and discretion to: i.

Convene a settlement conference and assist to negotiate a settlement between the parties;

ii.

Request that a Neutral Third Party be appointed to mediate a settlement; or

iii.

Require the Complainant, the Respondent, or any other Member who may have information relevant to the investigation of the Complaint:

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To communicate with and provide information to the Committee;

PROPOSED REVISION

iii.

If the Hearing Board has been directed to hear more than one Complaint it will decide which, if any, of the Complaints will be heard at the same time.

iv.

Receive and accept such evidence or information on the promise of the witness to tell the truth, or on affidavit or otherwise as it considers proper whether or not the evidence would be admissible in a court.

Make a determination having regard to the real substance of the Complaint and without being bound by previous decisions or by a strict legal interpretation of any issue.

vi.

Order Members to appear as witnesses, upon the reasonable request of either the Respondent or the Complainant, or after hearing the evidence called by the parties, on its own motion.

2. To produce to the Committee potentially relevant documents; and 3. To attend at meetings convened by the Committee.

(g)

(h)

(i)

All decisions of the Complaints Investigation Sub-Committee, including a decision with respect to the referral of a Complaint to the Discipline Committee, will be final and binding. If a Member of the Complaints Investigation Sub-Committee is participating in an investigation of a Complaint at the time their term expires, the Member will retain jurisdiction concerning the Complaint until the process under this Article 12.05 is completed. If a Member of the Complaints Investigation Committee is the subject of a Complaint, Council will appoint the Members of the Complaints Investigation Sub-Committee.

vii. Order Members to produce potentially relevant documents, in the manner it deems fit.

12.06 Discipline Committee: (a)

There will be a standing Discipline Committee comprised of the Provincial Treasurer and one (1) Member elected from each region.

(b)

The hearing and determination of Complaints and retention of records will be conducted in accordance with the Policies and Procedures.

(c)

(d)

(e)

viii. Upon conclusion of the Hearing, decide whether the Respondent is guilty or not guilty of any breach of duty referenced in the Complaint(s). ix.

The Discipline Committee will have the power and discretion to:

Establish a Hearing Board and refer a Complaint to the Hearing Board; and

2. a fine;

ii.

Direct that any number of Complaints be heard by the same or multiple Hearing Boards.

4. suspension or termination of membership; or

While discharging its functions under subsection (c) above, the Discipline Committee will, subject to applicable rules and procedures, determine its own process.

5. any other penalty it considers appropriate in the circumstances. x.

If a Member of the standing Discipline Committee is the subject of a Complaint, Council will appoint the Members of the Hearing Board.

The Hearing Board convened to hear a Complaint will, subject to applicable rules and procedures, have the power and discretion to: i.

Determine its process, which will ensure a fair hearing and be consistent with the Constitution and Bylaws and the Policies and Procedures.

ii.

Grant adjournments of the Hearing before commencement or during the Hearing upon conditions it considers appropriate.

a reprimand;

3. terms on continued membership or return to membership;

12.07 Discipline Committee Hearing: (a)

If the Respondent is found guilty of any breach of duty, impose a penalty which may include:

At any time following receipt of a Complaint and pending the disposition of the Complaint, suspend from membership any Respondent and suspend from any BCNU office or position any Respondent or permit the continuation of membership or office or position with or without terms.

(b)

Any fine which a Member owes to the BCNU is a debt due, owing and payable to the BCNU by the Member within the time specified by the BCNU and is recoverable, along with all associated expenses, costs and legal fees, by legal action.

(c)

If a Member of the standing Discipline Committee is participating in a Hearing Board at the time their term on the Committee expires, the Member will retain jurisdiction

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until the proceedings under this Article 12.07 are completed. 12.08 Appeals:

PROPOSED REVISION (a)

Within thirty (30) days of notification of the Hearing Board’s decision, the Respondent or the Complainant may submit an appeal of the decision, in writing, on one or more of the following grounds: i.

The decision or penalty imposed by the Hearing Board was patently unreasonable in all the circumstances;

ii.

The Hearing Board failed to observe the principles of natural justice in making its determination; or

iii.

New evidence has become available that was not available at the time the Hearing Board made its determination.

individual holding an Elected Position, any other BCNU representative or any Member, in any matter concerning a Complaint or any affairs of the BCNU unless the Member has commenced any proceeding available to the Member under the Constitution or Bylaws that may apply to the matter within the time permitted under the Constitution and Bylaws and six (6) months have passed since the commencement of the first proceeding available to the Member under the Constitution and Bylaws.

(b)

An appeal will be heard by an Appeal Board to be established in accordance with the applicable rules and procedures set out in the Policies and Procedures.

13.02 Despite Article 13.01, where a Member commences any proceeding in a court or tribunal against the BCNU, any individual holding an Elected Position, any other BCNU representative or any Member in any matter concerning a Complaint or any affairs of the BCNU without first exhausting the BCNU’s internal remedies as set out in Article 13.01, the BCNU, any individual holding an Elected Position, any other BCNU representative or any Member who is a respondent to the external proceeding, will have the right to commence or continue any internal proceedings.

(c)

All appeals will be conducted in accordance with the Policies and Procedures.

ARTICLE 14 DEFINITIONS

(d)

The Appeal Board will have the power and discretion to: i.

ii.

(e)

Uphold or set aside any decision or penalty, or part of any decision or penalty, imposed by the Hearing Board; and If the result of the appeal is a decision that the Respondent is guilty of a breach of duty, impose a penalty that it considers appropriate in the circumstances.

The BCNU, individuals holding Elected Positions, other BCNU representatives and Members are not liable for any damages suffered by a Member because of a penalty imposed on that Member by a Hearing Board and later set aside on appeal to an Appeal Board or to any other court or tribunal.

14.01 In the Constitution and Bylaws: (a)

“Appeal Board” will mean a board established under Article 12.08.

(b)

“Appointed Officer” will mean a BCNU employee appointed by Council and tasked with generally managing the affairs of the BCNU and may include a Chief Executive Officer (CEO) and a Chief Operating Officer (COO).

(c)

“Bylaws Committee” means the standing committee created pursuant to Article 6.04.

(d)

“Chief Executive Officer”, where referenced in Articles 1, 5, 7 and 12 of the Bylaws, will mean the Chief Executive Officer appointed by Council or such other Appointed Officer as may be designated by Council.

(e)

“Complainant” will mean a Member who makes a complaint against another Member under Article 12.

(f)

“Complaint” will mean a complaint pursuant to Article 12.04(a).

(g)

“Complaint Form” is the form adopted by Council as the official complaint form.

(h)

“Complaints Investigation Committee” will mean the standing committee established under Article 12.05(a).

(i)

“Complaints Investigation Sub-Committee” will mean a sub-committee established by the standing Complaints Investigation Committee under Article 12.05(c).

(j)

“Constitution and Bylaws” means the constitution and bylaws of the BCNU as

12.09 Costs of Disciplinary Proceedings: (a)

The BCNU will pay all reasonable and necessary costs of disciplinary proceedings, including the reasonable and necessary expenses incurred by the parties to the proceedings, excluding legal fees.

12.10 Extension of Time Limits: (a)

The Chief Executive Officer, or designate, may extend any of the time limits in this Article at their sole discretion.

ARTICLE 13 EXHAUSTION OF INTERNAL REMEDIES 13.01 No Member will commence any proceeding in a court or tribunal against the BCNU, any

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Has paid all dues and levies owed by that Member to the BCNU pursuant to Article 9;

ii.

Has paid all fines owed by the Member to the BCNU pursuant to Article 12;

(l)

iii.

Has paid all other debts owed by the Member to the BCNU; and

iv.

Has not been declared by Council, a Hearing Board or an Appeal Board to have ceased to be a Member in Good Standing, pursuant to Articles 1.10 or 12.

adopted and amended by voting delegates of the BCNU at Convention. (k)

“Convention” will mean an assembly of delegates and Members of the BCNU in accordance with Article 8.

“Council” will mean the Council of BCNU in accordance with Article 3.

(m) “Defence Fund” will mean a fund that BCNU maintains to enable the BCNU to support Members during job action and to achieve a collective agreement. Council may determine the activities for which the fund will be used and conditions for which Members may be entitled to benefit claims, as stipulated in the Policies and Procedures.

“NBA” means the Nurses’ Bargaining Association.

(y)

“Neutral Third Party” means an individual who is not a Member, whose purpose is to assist the parties in attempting to negotiate a consensual resolution of a Complaint. This could include but is not necessarily limited to an ombudsperson, mediator or other third party. “Nominations Committee” means the standing committee created pursuant to Article 5.04.

(n)

“Discipline Committee” will mean the standing committee established under 12.06(a).

(o)

“Elected Position” will mean Officers and all other elected positions, such as all elected Committee Members (Nominations Committee, Bargaining Committee, etc.).

(z)

(p)

“Election Complaint” means a complaint from a Member regarding an election process, which must be made to the Nominations Committee.

(aa) “Officer” will mean any officer that is elected on Council (Provincial Executive Officers and Regional Council Members).

(q)

“Finance Committee” means the standing committee created pursuant to Article 10.01.

(r)

“Hearing” or “Discipline Committee Hearing” will mean a hearing established under Article 12.07.

(s)

“Hearing Board” will mean a board established by the Discipline Committee to hear matters referred to the Discipline Committee in accordance with Article 1.12 or Article 12.

(t)

“Maximum Defence Fund Level” will mean the maximum level for the Defence Fund as determined by Council and stipulated in the Policies and Procedures.

(u)

“Meeting” will mean any meeting, conference, task force, committee or Convention of Members but does not include educational workshops or training aimed at nursing skills or nursing-related issues.

(v)

“Member” when used without qualification will mean a person who qualifies under Article 1 but excludes members of an affiliated or student class of membership created by Council.

(w) “Member in Good Standing” means a Member who:

(x)

(bb) “PCA” will mean the NBA Provincial Collective Agreement and includes provincially imposed language. (cc) “Policies and Procedures” will mean the principles, procedures, rules, and guidelines formulated and adopted by Council to promote the BCNU’s goals and objectives, as incorporated in the BCNU’s policies and procedures manual, as approved by Council. (dd) “Provincial Executive Officer” means the President, Vice President, Provincial Treasurer and Executive Councillors, who comprise the Provincial Executive Committee pursuant to Article 2.01 and are elected in accordance with Article 5.01. (ee) “Regional Council Members” means the members of Council elected to serve on Council by their respective regions in accordance with Articles 4.02 and 5.01. (ff) “Respondent” will mean a Member who is the subject of a Complaint under Article 12. (gg) “Special Convention” means a Convention that is not an Annual Convention and is called by Council in accordance with Article 8.03. (hh) “Staff” means a person who is engaged in an occupation in the service of the BCNU and includes employees within the BCNU staff bargaining units and excluded personnel.

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CONSTITUTION AND BYLAWS CURRENT FOLLOWING THE BCNU ANNUAL CONVENTION OF MAY 1-3, 2018

www.bcnu.org

4060 Regent Street Burnaby, BC V5C 6P5 604.433.2268 | 1.800.663.9991

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TABLE OF CONTENTS TABLE OF CONTENTS

CONSTITUTION ..............................................................................................................................................................................................................1 CONSTITUTION.................................................................................................................................................................................. 2 Article 1 Name 1 Article 1 Article 2 Article 2 Article 3

Name ............................................................................................................................................................................ 2 Objectives 1 Objectives .................................................................................................................................................................. 2 Amendments 2

Article 1 2 Article Article 23 Article Article 34 Article Article 45 Article Article 56 Article Article 67 Article Article 78 Article Article 89 Article Article 910 Article Article 10 Article 11 Article 1112 Article Article 1213 Article Article 1314 Article Article 14 Article 15 Article 1516 Article Article 1617 Article Article 1718 Article Article 1819 Article Article 1920 Article Article 20 Article 21 Article 2122 Article Article 22 Article 23 Article 23 Article 24 Article 24 Article 25

Interpretation ............................................................................................................................................................ 3 Membership 4 Membership 3 Officers of............................................................................................................................................................... the Union 7 Officers ofof theOfficers Union..............................................................................................................................................4 Election 7 Election of of Officers ................................................................................................................................................. 5 Duties Officers 10 Duties of Officers12 .................................................................................................................................................... 6 Council Councilof ......................................................................................................................................................................... 6 Term Regional Council Membership and Vacancies 12 Term of Regional Membership and Vacancies Meetings of theCouncil Council and Quorum 13............................................................................. 6 Meetings and of theDuties Councilof and Quorum ............................................................................................................. 7 Powers the Council 15 Powers and Duties of the Council..................................................................................................................... 7 Executive Committee 16 Executive Committee Committees 16 ............................................................................................................................................ 7 Committees ............................................................................................................................................................... 7 Regions 16 Regions ....................................................................................................................................................................... 7 Collective Bargaining 17 Collective Bargaining ............................................................................................................................................. 8 Bargaining Conference 19 Bargaining Conference 8 Conventions of the ......................................................................................................................................... Union 20 Conventions Dues 22 of the Union .................................................................................................................................... 9 Dues............................................................................................................................................................................ 10 Levies and Assessments 23 Levies and Assessments ..................................................................................................................................... 10 Fiscal Year/Standing Committee On Finance 24 Fiscal Year/Standing Auditors 24 Committee On Finance ............................................................................................ 10 Auditors ......................................................................................................................................................................11 Signing Officers 25 Signing Officers .......................................................................................................................................................11 Parliamentary Authority 25 Parliamentary .......................................................................................................................................11 Non ReceiptAuthority of Notice 25 Non Receipt of Notice Amendments 25 ...........................................................................................................................................11 Amendments Discipline of............................................................................................................................................................11 Members 26 Discipline of Members ...........................................................................................................................................11 Exhaustion of Internal Remedies 37

Article 25

Exhaustion of Internal Remedies .....................................................................................................................15

Article 3 Amendments ............................................................................................................................................................ 2 BY-LAWS .........................................................................................................................................................................3 BYLAWS ................................................................................................................................................................................................ 3 Article 1 Interpretation 3

CONSTITUTION ARTICLE 1 NAME 1.01

This organization shall be known as the British Columbia Nurses’ Union (referred to as the “Union” or “BCNU”).

1.02

In the interpretation of this Constitution, the language is gender neutral.

1.03

The Headquarters of the Union shall be in Burnaby, British Columbia.

ARTICLE 2 OBJECTIVES 2.01

The advancement of the social, economic and general welfare of nurses and other allied personnel.

2.02 To participate as a Member of the Nurses’ Bargaining Association to negotiate a Provincial Collective Agreement for the constituent unions. 2.03 To regulate relations between nurses and other allied personnel and their employers through collective bargaining and negotiations of written contracts with employers implementing progressively better conditions of employment. 2.04 The promotion of effective communication with employers.

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2.05 The promotion of knowledge of nurses and other allied personnel in all matters related to their social and economic welfare through education and research. 2.06 The promotion of the highest standards of health care for all. 2.07 To continue to offer and develop programs of professional development, financial and other programs of assistance for nurses and other allied personnel. 2.08 To establish, organize, administer or participate in an assurance, benefit or protection plan, or subsidiary services, for the welfare of its Members. 2.09 Where possible, the promotion of unity within the nursing profession and other allied fields through communication and cooperation with and mutual support for organizations sharing these objectives.

ARTICLE 3 AMENDMENTS Amendments to this Constitution shall be conducted in accordance with Article 23 of the Bylaws.

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BYLAWS ARTICLE 1 INTERPRETATION 1.01

ARTICLE 2 MEMBERSHIP

In The Constitution and Bylaws: “Accused” shall mean a Member charged under Article 24. “Appeal Board” shall mean a board established under Article 24.13(2). “CFNU” shall mean Canadian Federation of Nurses Unions. “Complaint” shall mean a complaint pursuant to Article 24.03(1) and (2). “Complainant” shall mean a Member who makes a complaint against another Member under Article 24. “Complaint Form” is the form adopted by Council as the official complaint form. “Complaints Investigation Committee” shall mean a committee established under Article 24.05(1). “Convention” shall mean an assembly of delegates and Members of the Union. “Council” shall mean the Council of British Columbia Nurses’ Union in accordance with Article 6.

Rights and Conditions 2.01

All nurses engaged in the practice of nursing and other allied personnel in the Province of British Columbia who are eligible to engage in collective bargaining are eligible for membership in the Union. No allied personnel shall be admitted to membership without the approval of a two‑thirds (2/3) majority of the Council.

2.02 All Members employed in bargaining units represented by the Union as of November 1, 1989 shall be deemed to have fulfilled membership requirements. 2.03 New Union Members shall be required to: (a) sign an application for membership; (b) abide by provisions of the Constitution and Bylaws; and (c) pay dues, levies and assessments as per Articles 16 and 17. 2.04 A Member who fulfils Articles 2.02 and 2.03, subject to any restrictions under Articles 2.05, 2.11, 2.12 or Article 3, will be entitled to:

“Discipline” shall mean the right of the Union to impose expulsion, suspension or reprimand upon a member of the Union in accordance with Article 24.

(a) attend meetings;

“Discipline Committee” shall mean a committee established under 24.06(1).

“Hearing” shall mean a Hearing established under Articles 24.06 or 24.08. “Hearing Board” shall mean a Board established under Article 24.06. “Meeting” shall mean any meeting, conference or convention of the Union Members. “Member” when used without qualification shall mean a person who qualifies under Article 2 but excludes an honourary member.

(b) hold office; and

2.05 A member who is employed by any other Nurses’ Bargaining Association (NBA) Union, shall not be entitled to: (a) Attend meetings, or (b) Hold office (e.g. Regional or Provincial elected or appointed positions), or (c) Fill a temporary or permanent BCNU staff position. 2.06 A person ceases to be a Member upon:

“Member in Good Standing” means a Member who:

(a) suspension or termination of membership pursuant to Article 24; or

(a) has paid all dues, levies and assessments owed by that Member to the Union pursuant to Articles 16 and 17;

(b) failure to pay dues, levies and assessments to the Union, unless an extension has been granted (by the executive).

(b) has paid all fines owed by the Member to the Union pursuant to Article 24; (c) has paid all other debts owed by the Member to the Union; and (d) has not been declared by the Council to have ceased to be a Member in Good Standing, pursuant to Article 2.10 “Nurse” shall include a person who is included in the bargaining unit as determined in the certification issued under the Labour Relations Code of British Columbia. “PCA” shall mean Provincial Collective Agreement and includes provincially imposed language.

2.07 A Member who obtains from her employer an unpaid leave of absence recognized under the appropriate collective agreement shall remain a Member of the Union and shall pay no dues, levies or assessments during the period of any such unpaid leave of absence. 2.08 Notwithstanding Article 2.07, a Member elected to the Presidency of the Union shall continue to pay dues and any levies or assessments as determined by Convention or Council. 2.09 A Member who is laid off by her employer shall remain a Member of the Union and shall pay no dues, levies or assessments for the period of the layoff unless in receipt of wages as a nurse while exercising her collective agreement rights.

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2.10

A Member who is suspended or terminated by her employer and is exercising her rights under the grievance/arbitration process or other rights appeal language in the appropriate collective agreement shall remain a Member of the Union and shall pay no dues, levies or assessments until the grievance, arbitration or appeal is resolved.

2.19

2.20 Affiliated Members and Honourary Members who have been previous BCNU Members shall be considered Members of the Region in which they reside. 2.21

Members in Good Standing 2.11

2.12

Despite the requirements of Article 24.01, the Council, in its sole discretion, may declare that the Member has ceased to be a Member in Good Standing if:

(b) the Council determines, for reasons of expediency or, otherwise, that the requirements of Article 24.01 cannot reasonably be met at the time of the declaration.

2.23 A Member while filling a temporary staff position is eligible to stand for office but cannot hold office until the temporary staff position is completed.

A Member who has ceased to be a Member in Good Standing by reason of a declaration of the Council pursuant to Article 2.11 will have the following rights in accordance with the principles of natural justice:

Affiliated, Honourary and Student Membership

2.15

Members as Employees of the Union 2.22 Notwithstanding other provisions and articles, the entitlements of membership are changed when a Member fills a staff position as an employee of the Union.

(b) subject to Article 2.11, the rights and procedures required under Article 24 will apply.

2.14

Notwithstanding Article 2.01, the Union shall establish a Nursing Student Membership, the criteria, privileges and fees for which shall be established by Council.

(a) that Member is determined by the Council to have breached her duty under this Constitution and Bylaws, and

(a) on application by the Member, a Hearing Board will be convened to hear the merits of the Council’s declaration, as if the matter had been referred to the Discipline Committee by the Complaints Investigation Committee, in accordance with Articles 24.05 and 24.06; and

2.13

Honourary membership may be cancelled by Council upon thirty (30) days notice to the Honourary member concerned.

Council shall create an affiliated membership and establish criteria and any fees for such membership for former BCNU Members no longer working under BCNU collective agreements who wish to maintain an association with BCNU and who do not meet membership requirements under Articles 2.07, 2.08, 2.09 or 2.10. An Affiliated Member shall not have the right to vote, hold office, or be a Member of any committee, except a retired Member may be a member of the Retired Nurse Network with full rights to participate and vote in that committee. Notwithstanding Article 2.12, the Pension Committee shall include a retired Member who has the right to participate fully in the decisions of the committee, including the right to vote.

2.16

Affiliated membership may be cancelled by Council upon thirty (30) days notice to the Member concerned.

2.17

Notwithstanding Article 2.01, the Union shall establish an Honourary Membership, the criteria for which shall be determined by the Council.

2.18

An Honourary Member shall not have the right to vote, hold office in the Union, or be a Member of any committee.

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2.24 A Member while filling a temporary staff position cannot become or remain a BCNU steward nor attend, as a Member, any meeting, educational workshop, labour school, conference or convention. They cannot be a Chair or Member of a BCNU Committee or Task Force. 2.25 A Member while filling a temporary staff position cannot vote at any BCNU meeting, conference, convention, or election. 2.26 A Member of Council or a Regional Executive while filling a temporary staff position is obliged to take a leave of absence from their elected position. 2.27 A leave of absence does not alter the term of office. 2.28 The vacancy created by the leave of absence shall be filled in accordance with these Bylaws, a Region’s Bylaws, or in the absence of Regional Bylaws, by a method to be determined by Council. 2.29 Members while filling temporary staff positions must pay Union dues to the staff union and may pay Union dues to BCNU. 2.30 Members who are appointed to permanent staff positions must resign their membership in BCNU.

ARTICLE 3 OFFICERS OF THE UNION 3.01

The Elected Officers of the Union shall be composed of the following, each of whom shall be a Member of the Union: (1) President (2) Vice President (3) Treasurer (4) Executive Councillor (5) Executive Councillor

3.02 The Union shall also have appointed officer(s) who shall be referred to as Executive Director(s). 3.03 All Members of the Union (as defined in Article 2) shall be eligible for election as officers, except any Member who:

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(a) is not a Member in Good Standing (as defined in Article 1); or (b) is precluded from election by Article 3.04. 3.04 No elected officer may hold more than one (1) office at a time. 3.05 Beginning in 2014, the term of office shall be three (3) years or until a successor is elected and takes office. 3.06 The terms of the Elected Officers of the Union shall commence on the first day of September in the year in which they were declared elected.

ARTICLE 4 ELECTION OF OFFICERS 4.01

Officers of the Union, as defined in Article 3.01 shall be elected by the members of the union in 2014 and every three (3) years thereafter. The President shall declare elected to office the candidate who receives the largest number of votes. Whenever there is but one (1) candidate for any of these offices, the vote shall be dispensed with and the President shall declare that candidate elected.

4.02 (a) There shall be a Standing Committee on Nominations for the Union (the “Nominations Committee” comprised of five (5) members elected by the delegates to the Annual convention of the Union in 2013, and every three (3) years thereafter The President shall declare elected to office the five (5) candidates who receive the largest number of votes. Whenever there is but five (5) candidates for these positions, the vote shall be dispensed with and the President shall declare those candidates elected. (b) The term of office of members of the Nominations Committee shall be three (3) years. (c) The Nominations Committee will be comprised of five (5) Members of the Union. (d) Only Union Members in good standing will be eligible to be a candidate for, and to maintain, a position on the Nominations Committee. (e) Nominations Committee members shall not hold a Regional Union position, a Provincial Union position, or a Full‑Time Shop Steward position for the duration of their term on the Nominations Committee. For clarity, Nominations Committee members may hold the position of Union steward, if they so choose and if they are elected as such. (f) The Nominations Committee shall elect one of its members to hold the position of Chair of the Nominations Committee. (g) The Nominations Committee shall meet at the call of its Chair. The Chair may call a meeting of the Nominations Committee at any time. The Chair shall call a meeting of the Nominations Committee upon the written request of three (3) of its members. (h) A quorum of the Nominations Committee shall be three (3) of its members. (i)

The Nominations Committee shall be authorized to transact business in writing or by telephone in a manner to be determined by the Council.

(j) The Nominations Committee members shall not state a political preference, or endorse in any way, a candidate in any Provincial or Regional BC Nurses’ Union election. (k) Despite Article 4.03(j) above, the Nominations Committee members may vote in any Regional or Provincial election, if otherwise eligible to do so. 4.03 The Committee’s duties shall include: (a) To rule on the eligibility of all candidates for elected office and membership on the Council. (b) To implement the procedure for obtaining nominations for the offices of President, Vice President, Treasurer and the Executive Councillors. (c) To obtain candidate(s) for any office for which no nomination has been received. (d) To prepare and present the ticket of nominations for all officers defined under Article 3.01 to the President and designated Executive Director. (e) To conduct and oversee the election and report the results of the election to the President. (f) To receive complaints from Union Members with regard to an election process. (g) To investigate, resolve and remedy complaints referred to in 4.03(f) above. (h) To attend at the Annual Conventions and at the Provincial Bargaining Conferences of the Union as provincially funded observers. 4.04 Nominations for the offices of President, Vice President, Treasurer and the two (2) Executive Councillors may be presented by any four (4) individual Members on the nomination forms provided for their use. Such nominations shall be received by the Committee by a determined date prior to election day. Election day shall be determined by the Nominations Committee and approved by the Council. The designated Executive Director shall cause to be forwarded to every Member a list of nominees for each office. A valid vote must be received by the Union no later than the date indicated on the list. 4.05 In the event of a tie vote, the Chairman of the Nominations Committee shall conduct a run‑off vote lasting no longer than seven (7) days in duration between the tied candidates. 4.06 Any elected officer may resign at any time by written notice directed to the President and designated Executive Director. 4.07 (a) Any vacancy occurring in any elected office, except the President’s, with more than one year remaining of the term, shall be filled by having a special election. The person elected in the special election shall take office right after the election. Vacancies of less than one year shall be filled by Council for the balance of the term. (b) Whenever there is a vacancy occurring on the Nominations Committee, it will be filled at the next Annual Convention of the Union for the balance of the term.

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4.08 If there is a vacancy in the office of President, the Vice President shall become President and the vacancy in the office of Vice President shall be filled as provided in Article 4.07(a) of these Bylaws.

(a) To generally manage and administer the affairs of the Union, including arranging for the preparation and custody of books, minutes, and accounts, the administration of funds collected by the Union and the preparation of financial statements.

ARTICLE 5 DUTIES OF OFFICERS 5.01

The duties of the President of the Union shall include:

(b) To be responsible for all matters relating to collective bargaining, as determined by Council.

(a) To preside at Conventions of the Union, meetings of the Council and meetings of the Executive Committee.

(c) To make recommendations to the Council where necessary on all matters within her jurisdiction. (d) To employ such employees to fill the staff positions as may be authorized by the Council, to be responsible for the direction of all employees of the Union, and to suspend or dismiss for cause any employee of the Union.

(b) To interpret Union activities and policies to others. (c) To be a signing officer. (d) To perform other duties which may, from time to time, be assigned by the Council.

(e) To attend meetings of the Union, Council and Executive Committee and to act as Secretary thereof.

(e) To be an ex‑officio member of all other Committees, except the Nominating Committee. (f) To be a Director of the BCNU Holding Society.

(f) To report on the administration and affairs of the Union to the Council and to the Annual Convention.

(G) To be a Member of CFNU’s National Executive Board.

(g) To be a signing officer.

5.02 The duties of the Vice President of the Union shall include: (a) To assume the duties of the President at the request of the President, or in the case of the President’s absence or inability to act. (b) To assume the office of President should that office become vacant between elections.

(h) To perform other duties which may, from time to time, be assigned by the Council. (i)

ARTICLE 6 COUNCIL 6.01

(b) The Vice President,

(d) To perform other duties which may, from time to time, be assigned by the Council.

(e) To be a Director of BCNU Holding Society.

5.03 The duties of the Treasurer of the Union shall include:

There shall be a Council composed of: (a) The President,

(f) To be a Member of CFNU’s National Executive Board.

To be a Director of the BCNU Holding Society.

(e) Regional Council Members. 6.02 Eligibility requirements for Council Members will be as determined from time to time by the Council.

(a) To serve as Chairman of the Standing Committee on Finance.

ARTICLE 7 TERM OF REGIONAL COUNCIL MEMBERSHIP AND VACANCIES

(b) To be a signing officer.

7.01

Each region shall elect Regional Council Members as follows: 1)

South Islands

2 Council Members

(d) To cause to have the books of the Union audited each year by duly appointed Auditors. Such audit shall be furnished to the Executive Committee, the Council and to the Annual Convention.

Pacific Rim

1 Council Member

Coastal Mountain

1 Council Member

Vancouver Metro

1 Council Member

(e) To be a Director of the BCNU Holding Society.

Central Vancouver

2 Council Members

Shaughnessy Heights

1 Council Member

(a) To perform other duties which may, from time to time, be assigned by the Council.

RIVA

1 Council Member

Fraser Valley

1 Council Member

(b) To be a Director of the BCNU Holding Society.

South Fraser Valley

2 Council Members

10) Simon Fraser

2 Council Members

11)

1 Council Member

5.04 The duties of the Executive Councillors shall include:

5.05 The duties of the Executive Director(s) shall be as set out in the Constitution and Bylaws and shall also include the following, all of which shall be assigned to a designated Executive Director position, in a manner to be determined by Council:

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Thompson North Okanagan

12) Okanagan Similkameen

1 Council Member

13) West Kootenay

1 Council Member

14) East Kootenay

1 Council Member

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7.02

15) North West

1 Council Member

16) North East

1 Council Member

Regional Council Members shall be elected by their Region through receipt of the largest number of votes at election.

7.03 The terms of office of all Regional Council Members as defined by Article 7.01 of these Bylaws, elected in 2014 and thereafter shall be three (3) years commencing on the first day of September following election. 7.04 Any Regional Council Member may resign at any time by written notice to the designated Executive Director. 7.05 A Regional Council Member vacancy shall be filled in accordance with the Regional Bylaws or, in the absence of the Bylaws, by a method to be determined by the Council.

ARTICLE 8 MEETINGS OF THE COUNCIL AND QUORUM 8.01

Council shall meet not less than four (4) times in each year at such time and place as shall be determined by the Council.

8.02 Special meetings may be called by the President and shall be called upon the written request of a quorum of Council. 8.03 A quorum of the Council shall be three‑fifths (3/5) of the Members of the Council. 8.04 Notice of meetings of the Council shall be sent at least ten (10) days before the date of the meeting. This notice may be waived by written consent of all the Council Members.

ARTICLE 9 POWERS AND DUTIES OF THE COUNCIL 9.01

The Council shall be the governing body of the Union when the Convention is not in session. The Council shall take such action and render such decisions including decisions concerning collective bargaining functions as are within the objectives of the Union.

9.02 The Council may, from time to time, on behalf of the Union to the extent provided by law:

and approve the monthly financial statements and shall approve the annual budget. 9.04 At each Annual Convention, the Council shall report on its stewardship, which report shall include financial statements signed by the President and Treasurer, presenting the financial position of the Union as of the last day of December immediately preceding and the revenues and expenditures for the period then ended, together with the Auditors’ Report. 9.05 The Council shall appoint the Executive Director(s), upon such terms and conditions and for such remuneration as the Council deems appropriate. The Council shall have the power to revoke the appointment of the Executive Director(s). 9.06 The Council shall authorize staff positions and determine the remuneration of such staff.

ARTICLE 10 EXECUTIVE COMMITTEE 10.01 There shall be an Executive Committee composed of the Elected Officers of the Union. 10.02 The duties and authority of the Executive Committee shall be determined from time to time by the Council. 10.03 The Executive Committee shall meet at the call of the President. The President may call a meeting of the Executive Committee at any time. The President shall call a meeting of the Executive Committee upon the written request of three (3) of its Members. 10.04 A quorum of the Executive Committee shall be three (3) Members. 10.05 The Executive Committee shall be authorized to transact business in writing or by telephone in a manner to be determined by the Council.

ARTICLE 11 COMMITTEES 11.01 The Council may strike committees as it sees fit. The composition and duties of such committees shall be determined by the Council. 11.02 Such committees shall be authorized to transact business in writing, or by telephone, in a manner to be determined by the Council.

(a) Borrow money in such a manner and amount on such security, from such sources and upon such terms and conditions as they think fit.

ARTICLE 12 REGIONS

(b) Issue bonds, debentures, and other debt of obligations, either outright or as security for any liability or obligation of the Union.

12.02 The Regions shall propose Bylaws which shall be subject to the approval of Council.

(c) Mortgage, charge, whether by way of specific or floating charge, or give other security on the undertaking, or on the whole or part of the property and assets of the Union, both present and future. 9.03 All dues payable under the Constitution or Bylaws and all monies received for the benefit of the Union are the property of the Union and shall be received and accounted for by the Council and disbursed and appropriated under the direction of the Council for such purposes as may be deemed by the Council to be in the interests of the Union. The Council shall scrutinize

12.01 The province shall be divided into Regions, the boundaries of which shall be determined by the Council.

12.03 In the event of conflict between any Article of these Bylaws and any Article of the Bylaws of any Region these Bylaws shall be paramount and the Article in these Bylaws shall apply. 12.04 The Regional Bylaws shall include: (a) Provisions for the calling of meetings of the Region at least three (3) times per year. (b) Provisions for the calling of a special meeting of the Region upon the written request of not less than three per cent (3%) of the Region’s Members. (c) Provisions for the election of a Regional Executive.

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(d) Provisions for the selection of Council Member(s) from the Regions. (e) Provisions for the filling of vacancies on the Council, should any elected Council Member not complete the term of office. (f) Provisions for an annual audit.

13.04 Subject to the requirement of the Nurses’ Bargaining Association, Articles of Association, the Council has authority to and shall: (a) Approve Memoranda of Agreement which may vary the Collective Agreement during the life of the Agreement;

12.05 Regions shall prepare annual budgets of planned expenditures which shall be submitted to Council for approval and provision of funds.

(b) Approve all routine memoranda of agreements;

12.06 Should any Region cease to exist, the funds of that Region shall be returned to the Union.

(d) Direct that the terms and conditions of a negotiated agreement resulting from a re‑opener provision under a collective agreement be ratified by those Members of the bargaining units affected by the agreement which was negotiated; and

ARTICLE 13 COLLECTIVE BARGAINING 13.01 The collective bargaining functions of the Union include: (a) Providing advice to bargaining conferences and union representatives on negotiating committees with respect to collective bargaining objectives, strategies, priorities and practices; (b) Authorizing and approving, in advance, collective bargaining action which: –

could result in extraordinary cost to the Union

–

significantly impacts on other BCNU bargaining units, and/or

–

impacts on the provincial labour community as a whole.

13.02 The designated Executive Director or other designate shall be a Member of and act as spokesperson for all bargaining committees. The Union’s Members on the negotiating committee of the Nurses’ Bargaining Association shall be the President, designated Executive Director and staff Co‑ordinators (as designated) and the following elected representatives: 1 representative – Long Term Care 2 representatives – From Community 4 representatives – Acute Care from: – 2 facilities with 701 Members or more – 1 facility with between 201 – 700 Members – 1 facility with 200 Members or less. All elected representatives on the Negotiating Committee of the Nurses’ Bargaining Association will be elected by delegates of the Provincial Bargaining Strategy Conference, regardless of component. 13.03 (a) The Treasurer and/or Vice President are eligible to stand for election as a Member of a negotiating committee but cannot participate as an active Member(s) until they no longer hold their Executive position. (b) Any other Council Member(s) who is elected to any BCNU negotiating committee must take a leave of absence from their Council position for the duration of negotiations. Their Council position will be backfilled as provided for in the Region Bylaws or by a method determined by Council.

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(e) In its discretion, determine whether or not a Bargaining Conference shall be held prior to the commencement of collective bargaining respecting the terms and conditions of a collective agreement to be varied by a re‑opener provision, notwithstanding any other provision of these Bylaws. 13.05 Notwithstanding any other provision in this Article, the Union shall conduct a formal ratification vote in the bargaining unit(s) affected on the proposed terms of settlement for any negotiated collective agreement.

ARTICLE 14 BARGAINING CONFERENCE 14.01 The Council shall determine the method(s) used to gather bargaining proposals from all worksites, Council, past Union representatives of the Negotiating Committee of the Nurses’ Bargaining Association and the staff. 14.02 The suggested bargaining proposals shall be sent to the designated Executive Director, and tabulated to establish a preliminary list of bargaining proposals. 14.03 Bargaining proposals shall be considered out of order if they are contrary to BCNU goals and/or strategic objectives. 14.04 Regional Bargaining Strategy Conferences shall be held for the purpose of: (a) communicating current bargaining context and the process of bargaining; (b) identifying the top two priorities and outcomes for which Members would be prepared for job action if necessary; (c) suggest strategies/activities to support bargaining; (d) nominating and electing candidates (including eligible Council Members) to be the Union representatives on the Negotiating Committee of the Nurses’ Bargaining Association. 14.05 Representation at the Regional Bargaining Strategy Conferences shall be at least one Member from each worksite. 14.06 A Provincial Bargaining Strategy Conference shall be held for the purpose of: (a) establishing a major theme based on bargaining priorities;

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(b) identifying priority outcomes of bargaining proposals; (c) determining a strategy thrust to support bargaining; and (d) electing Members and alternates to be the Union representatives on the Negotiating Committee of the Nurses’ Bargaining Association as per Article 13.02. 14.07 Representatives at the Provincial Bargaining Strategy Conference shall be allotted as per the formula for Regional delegate representation at Convention (Article 15.10(a)). The Council shall also be voting delegates to the Provincial Bargaining Strategy Conference. 14.08 The Regions shall also elect alternate delegates so that in the event that an elected delegate cannot attend the Bargaining Conference, the alternate delegate may attend. 14.09 Payment of the expenses of delegates and alternates at the Regional and Provincial Bargaining Strategy Conferences shall be determined by Council and paid by the Union. 14.10 Bargaining units not under the Nurses’ Bargaining Association Provincial Collective Agreement shall have conferences/meetings of the Members within their Collective Agreements for suggested contract changes and to elect a bargaining committee. The composition of such bargaining committees shall be determined by Council. 14.11

Members who are not part of the voting body of the Bargaining Conference of the Union may attend and address the conference. They shall not be entitled to vote or make motions.

14.12 Council shall appoint, and pay the expenses for, at least three (3) Members to act as scrutineers and at least two (2) Members to act as sergeant‑at‑arms at each Provincial Bargaining Strategy Conference.

ARTICLE 15 CONVENTIONS OF THE UNION 15.01 The Union shall hold an Annual Convention each year, at a time and place to be determined by the Council. The Annual Convention, when in session, shall be the governing body of the Union. It shall take such action and render such decisions as to further the objectives of the Union. The Convention of the Union is a meeting of delegates who shall receive reports of the business of the Union and shall debate and vote on resolutions, Bylaws and any other business arising out of deliberations of the Convention.

(a) Annual Conventions of the Union, at least thirty (30) days before the date of the Convention. (b) Special Conventions of the Union, at least fourteen (14) days before the date of Convention. Statement of the purpose for which the Convention is called shall be specified in the notice of the Special Convention. 15.04 The Council shall cause a proposed copy of the Annual Convention program, along with proposed resolutions, Bylaws and other business to be deliberated at Convention to be prepared and mailed to Members not less than thirty (30) days in advance of the date of Convention. 15.05 Delegates at any Convention of the Union shall be composed of: (a) Regional Delegates (regional representatives) (b) Delegates from Human Rights and Diversity equity‑ seeking caucus groups. The four caucus groups eligible to elect Caucus Delegates are: (i) Disabilities Caucus (ii) Aboriginal Leadership Circle (iii) Lesbian, Gay, Bisexual, Transgendered and Queer (LGBTQ) Caucus (iv) Mosaic of Colour 15.06 (a) For the purpose of electing regional delegates to Conventions of the Union, Members in a Region shall be eligible to vote. (b) For the purpose of electing caucus delegates to Conventions of the Union, the Members in each Caucus shall be eligible to vote. 15.07 The Region shall also elect alternate delegates so that in the event that an elected delegate cannot attend the Convention the alternate delegate may attend. 15.08 Delegates and alternate delegates must be Members of the Region or Caucus they represent. 15.09 (a) Regional delegates and alternate regional delegates shall be elected at the Regional meetings or as otherwise provided in the Regional Bylaws. (b) Caucus delegates shall be elected at the Caucus meetings. 15.10 Representation at Conventions of the Union shall be allotted by membership numbers as follows: (a) Regions to: 800 = 12 delegates

15.02 Conventions of the Union shall be summoned by the Council only. The Council may summon a Special Convention of the Union at any time. The Council shall summon a Special Convention of the Union upon receipt of a written request, such request to be signed by at least five percent (5%) of the Union membership in at least fifty percent (50%) of the regions, as listed in Article 7.01, and to state the purpose for which the meeting is requested.

801 – 1200 = 14 delegates

15.03 Notice of Conventions of the Union shall be served to Members in a manner to be determined by the Council, as follows:

3201 – 3400 = 28 delegates

1201 – 1600 = 16 delegates 1601 – 2000 = 18 delegates 2001 – 2400 = 20 delegates 2401 – 2800 = 22 delegates 2801 – 3000 = 24 delegates 3001 – 3200 = 26 delegates 3401 – 3600 = 30 delegates

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3601 and greater = 32 delegates (b) Each of the four eligible Caucuses shall elect two delegates. 15.11

The Voting body of the Convention shall be composed of: (a) The Members of the Council; and (b) The delegates.

15.12 Only those Members of the Voting Body registered at the Convention will be eligible to vote and each will carry only one (1) vote. Votes shall not be transferable.

ARTICLE 17 LEVIES AND ASSESSMENTS 17.01 Where, at any time, the appropriated defence fund of the Union is at a level lower than its previously attained maximum, the Council may at its discretion impose a levy or assessment on some or all of the membership of the Union, such levy or assessment not to exceed one‑ quarter of one percent (0.25%) of the Member’s gross salary per pay period. 17.02 Such levy or assessment shall only be imposed after a four‑fifths (4/5) vote of all Council Members to carry.

15.13 BCNU Members who are not part of the Voting Body may attend the Conventions of the Union and may speak but shall not be entitled to make motions or vote.

17.03 Such levy or assessment shall only remain in effect until the appropriated defence fund is replenished to its previously attained maximum level.

15.14 The Council shall determine the schedule of expenses to be paid by the Union to the Members of the Voting Body.

17.04 Where, in conjunction with an economic action necessary for the attainment of the objectives of the Union, Members are required to perform essential services as a result of either the agreement of the Union or the operation of any applicable laws, the Council may at its discretion (and after a four‑fifths (4/5) vote of all Council Members to carry) impose levies or assessments on some or all of such Members with such levies or assessments to form part of the appropriated defence fund of the Union.

15.15 Two‑thirds (2/3) of the Voting Body registered at a Convention shall constitute a quorum. 15.16 Each year the Council shall appoint, and pay the expenses for, at least three (3) Members to act as scrutineers and at least two (2) Members to act as sergeant‑at‑arms at the Annual Convention. 15.17 The minutes of the Annual Convention shall be approved by the Council.

ARTICLE 16 DUES 16.01 Dues payable shall be determined from time to time at a Convention of the Union. 16.02 Any motion proposing to change the amount of dues must be submitted in writing to the designated Executive Director at least sixteen (16) weeks prior to the first day of the Annual Convention. 16.03 The designated Executive Director shall cause notice specifying such motions to change the amount of dues to be given in writing to all Members of the Union at least thirty (30) days in advance of the first day of the Convention. 16.04 The motion proposing to change the amount of the dues shall require a two‑thirds (2/3) vote to carry. 16.05 The vote shall be taken by ballot. 16.06 All dues shall be remitted to the Union Headquarters. 16.07 At the time of expiration of the PCA, the Council, at its discretion, may impose a dues increase on all Members covered by the PCA. 16.08 Such dues shall not exceed one‑half of one percent (0.50%) of a Member’s gross salary per pay period.

17.05 For expenses in connection with the attainment of the objectives of the Union, other than those referred to in Articles 17.01 and 17.04, any Convention may make a levy or assessment upon the membership of the Union. Such levy or assessment shall be paid by each Member as designated by the Convention on or before a date to be determined by that Convention, or failing such determination, by the Council. 17.06 Any Member who fails to comply with the payment of levies and assessments imposed under this Bylaw shall cease to be a Member in Good Standing until such levy or assessment is paid. 17.07 Levies and assessments of the Union are debts due to the Union and may be collected with costs of suit in the name of the Union in any court of appropriate jurisdiction. 17.08 The designated Executive Director shall cause notice specifying a motion to make a levy or assessment under Article 17.05 upon the membership to be given in writing to all Members of the Union at least thirty (30) days in advance of the first day of the Convention. 17.09 The motion to make a levy or assessment under Article 17.05 upon the membership of the Union shall require a two‑thirds (2/3) vote by ballot to carry.

16.09 Such dues shall only be imposed after a four‑fifths (4/5) vote of Council Members to carry.

ARTICLE 18 FISCAL YEAR/STANDING COMMITTEE ON FINANCE

16.10 Such dues shall only remain in effect until ninety (90) days subsequent to the ratification of a new collective agreement.

18.01 There shall exist a Standing Committee on Finance which shall consist of the Treasurer of the Council, who shall be Chairman of the Standing Committee on Finance, and four (4) other Members appointed by the Council. Two (2) of these Members shall be Council Members.

16.11

These dues shall be accounted for separately from all other Union funds and shall be used for defence fund payments. Any funds remaining shall be repaid to the membership covered by the PCA by suspending the payment of any dues until the fund is depleted.

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18.02 The duties of the Standing Committee on Finance shall be:

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(a) With advice from consultants, as required, to recommend to the Council policies with respect to the financial affairs of the Union. (b) To propose the annual budget to the Council for approval. (c) To act as the Union’s Audit Committee. 18.03 The fiscal year of the Union shall end on the last day of December in each year.

ARTICLE 19 AUDITORS 19.01 At the Annual Convention each year the Voting Body shall appoint an external auditor who shall be a chartered accountant or a firm of chartered accountants whose appointment shall be in effect until the close of the next Annual Convention.

may submit proposed amendments no later than twelve (12) weeks prior to the first day of the next ensuing Annual Convention of the Union. The Bylaws Committee shall cause copies of all proposed amendments to be received by all Members of the Union at least thirty (30) days prior to the first day of the Annual Convention at which the proposed amendments will be considered. 23.04 The Bylaws Committee shall identify the source of each proposed amendment and may recommend acceptance or rejection of such amendments.

ARTICLE 24 DISCIPLINE OF MEMBERS 24.01 Discipline Restricted (1) Every Member, before being disciplined by the Union is entitled to a fair hearing including: (a) prompt notification in writing of the Complaint made against her; and

ARTICLE 20 SIGNING OFFICERS 20.01 The Council shall, after considering the recommendation of the designated Executive Director, appoint or authorize the appointment by resolution of appropriate signing officers of the Union. 20.02 All financial documents of the Union shall be signed by two of the signing officers appointed by Council pursuant to Article 20.01. 20.03 All other documents pertaining to the business of the Union shall be signed by at least one signing officer appointed pursuant to Article 20.01 and such other person as determined by the designated Executive Director.

ARTICLE 21 PARLIAMENTARY AUTHORITY 21.01 The rules contained in “Robert’s Rules of Order Newly Revised” shall govern the Union in all cases to which they are applicable, and in which they are not inconsistent with the Constitution and Bylaws of the Union.

ARTICLE 22 NON-RECEIPT OF NOTICE 22.01 The accidental omission to give notice of any meeting to, or the non‑receipt of any notice by any of the Members entitled to receive the notice shall not invalidate the proceedings of that meeting.

ARTICLE 23 AMENDMENTS 23.01 The Constitution and Bylaws may be amended at any Convention of the Union by a two‑thirds (2/3) vote upon notice of such amendment having been given in writing to each Member at least thirty (30) days in advance of the meeting. 23.02 There shall be a Standing Committee on Bylaws known as the Bylaws Committee. Any Member may submit to the Bylaws Committee in writing, signed by such a Member, a proposed amendment to the Constitution or Bylaws of the Union. Such proposal must be submitted to the Bylaws Committee at the Head Office of the Union not later than sixteen (16) weeks prior to the first day of the next ensuing Annual Convention of the Union. 23.03 In addition to proposed amendments arising from Article 23.02, the Council and the Bylaws Committee

(b) an opportunity to be heard in her defence. (c) An Accused Member shall at all times during the proceedings be allowed to have a Member of choice present to act as an advocate on her behalf. (2) Only after such procedure has been followed can any penalty be imposed. (3) The Union shall not impose any discipline except for a breach of duty under this Constitution and Bylaws. 24.02 Breach of Duty (1) A Member commits a breach of duty where they violate any provision of this Constitution and Bylaws or knowingly violates established Union policy, or commits an act which jeopardizes, or is detrimental to the welfare of the Union. A breach of duty includes but is not limited to: (a) obtaining, or assisting another person to obtain, membership through fraudulent means or by misrepresentation; (b) revealing, without proper authorization, information confidential to the Union to anyone not entitled to it; (c) without receiving proper authority to do so, furnishing a complete or partial list of the membership of the Union to any person or persons other than those whose official position entitles them to have such a list; (d) publishing or circulating, either orally or otherwise, false reports or deliberate misrepresentations concerning the Union or any Member in respect to any matter connected with the affairs of the Union; (e) making a Complaint without reasonable grounds for believing the Complaint to be true; (f) commencing, or advocating that a Member commence a proceeding in a Court or tribunal against the Union, any Officer, or any Member, in any matter concerning the affairs of the Union, without first exhausting all remedies provided for in this Constitution and Bylaws;

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(g) crossing a picket line of the Union or any union or organization of workers supported by the Union when under no legal duty to do so; (h) attending at work whether or not a picket line is established when under no legal duty to do so when a lawful work stoppage is then taking place; (i) working as a replacement for an employee not at work due to a strike, lockout or other stoppage when under no legal duty to do so; (j) failing to perform, without reasonable justification, picketing or any other duty reasonably required of Members during a lawful work stoppage; (k) failing to pay when due, the dues, fees, assessments, or fines levied by the Union or failing to authorize their payment by payroll deduction; (l) committing a fraud in a Union election, or otherwise interfering with, or attempting to interfere with, the rights of a Member provided for in this Constitution and Bylaws; (m) attempting to bring about the withdrawal from the Union of any Member, or group of Members, in any way other than through procedures set out in this Constitution and Bylaws; (n) working in the interest of any organization competing with the Union in a manner which is detrimental to the Union; (o) working in the interests of, or accepting membership in, any organization competing with the Union to represent persons eligible for membership in the Union; (p) unlawfully receiving, removing, retaining, destroying, erasing, mutilating or misappropriating any property belonging to the Union or in the possession of the Union; (q) obstructing the orderly process of a meeting of the Union including the Executive Board or any Committee meeting or failing to keep order when directed to do so by the Chairperson of any such meeting; (r) attempting, by the use of harassment, coercion or intimidation of any kind, including threats of legal action, to cause a Member to refrain from carrying out her obligations, or exercising her rights under this Constitution and Bylaws; (s) using, without authority, the name of the Union for soliciting funds or advertising; (t) wrongfully interfering with any Member, Officer, or any other authorized representative of the Union, in the discharge of her duties under this Constitution and Bylaws; (u) failing to fulfil her duties as an Officer or as a member of Council; or

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(v) refusing to appear or failing to appear, without reasonable excuse, as a witness before a Hearing Board. (2) A Member may be disciplined for any breach of duty under this Constitution and Bylaws. (3) A Member who is found guilty of committing a breach of Article 24.02 (1) (h), (i), or (j), shall be fined a minimum of two (2) times their hourly wage for each hour or portion they were working when they shouldnâ&#x20AC;&#x2122;t have been, or for all hours they did not perform job action. The Hearing Board may impose any other penalties deemed appropriate. 24.03 Complaints (1) Any Member may make a Complaint against another Member for a breach of duty under this Constitution and Bylaws. (2) A Complaint must be sent in writing by the Complainant to the designated Executive Director of the Union using the official BCNU Complaint Form (adopted as such by the Council) within sixty (60) days after the violation has been discovered. (3) The designated Executive Director shall serve the Accused with a copy of the Complaint Form, promptly and in all cases within fourteen (14) days of receipt of the Complaint by the designated Executive Director in person or by registered mail to the address shown in the Register of Members. 24.04 Conflicts (1) The Complainant, the Accused and anyone who is in a conflict shall not participate in the proceedings of the standing committee on Complaints Investigation or the Discipline Committee. (2) The Accused and the Complainant may challenge for reasonable cause the participation of any member of the standing committee on Complaints Investigation or the Discipline Committee who is in conflict. (3) To the extent possible, no Member employed in the same region of the Complainant or the Accused shall be appointed to the Complaints Investigation Committee or to the Hearing Board. (4) In the event that the Chair of either committee is in a conflict, the Council shall appoint a replacement. 24.05 Complaints Investigation Committee (1) There shall be a standing committee on Complaints Investigation comprised of the Vice President as chair and one (1) Member from each Region. Each Region shall elect one (1) Member to the standing committee. Election of Members to the standing committee shall proceed in the same manner as provided in Article 7.03 of the Bylaws (Regional Council Members). (2) Where a Complaint is received by the standing committee, the Vice President of the Union shall chair, and three (3) Members of the standing committee shall be appointed to the Complaints Investigation Committee for purposes of carrying

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out the duties of the committee concerning the complaint. The three (3) Members shall be appointed from the standing committee by lottery draw conducted by the Director of Finance and the Chair within fifteen (15) days of the filing of the complaint. (3) All complaints filed pursuant to Article 24.02 shall be referred to the Complaints Investigation Committee for disposition. (4) The Complaints Investigation Committee shall investigate the Complaint and shall: (a) dismiss the Complaint if it is without merit, or (b) refer the Complaint to the Discipline Committee. The Complaints Investigation Committee will notify the designated Executive Director of its decision. (5) In the course of discharging its functions under subsection (4) above, the Complaints Investigation Committee shall have the power and discretion to convene a settlement conference and to mediate a settlement between the parties or, if necessary, request that a mediator who is not a Member of the Union be appointed to mediate a settlement. (6) All decisions of the Complaints Investigation Committee, including a decision with respect to the referral of a complaint to the Discipline Committee, shall be final and binding. (7) In the event that a Member is participating in an investigation of a complaint at the time her term as a Member of the standing committee on Complaints Investigation expires, the Member shall retain jurisdiction concerning the complaint until the process under Article 24.05 is completed. (8) In the course of its duties under this Article, the Complaints Investigation Committee may require the attendance of the Complainant, the Accused and any other persons who may have information relevant to the investigation of the complaint, at meetings convened by the Committee. (9) The Complaints Investigation Committee shall, where possible, conclude the proceedings with respect to the complaint within ninety (90) days of receiving the complaint, and notify the parties and the designated Executive Director of the outcome of the complaint. (10) All decisions of the Complaints Investigation Committee shall remain on file at the B.C. Nursesâ&#x20AC;&#x2122; Union office excluding the identity of the Complainant and the Accused. 24.06 Hearing Board (1) There shall be a standing committee of the Union, named the Discipline Committee comprised of the Treasurer of the Union as Chair and one (1) Member from each Region. Each Region shall elect one (1) Member to the Committee. Election of Members shall proceed in the same manner as provided in Article 7.03 (Regional Members on Council).

(2) The Discipline Committee shall, within fifteen (15) days of receipt of a referral of complaint from the Complaints Investigation Committee, appoint the Treasurer as Chair and three (3) Members of the Standing Committee to form a Hearing Board for the purposes of convening a hearing on the merits of the complaint. The three (3) Members shall be appointed from the standing committee by lottery draw conducted by the Director of Finance and the Chair. The hearing shall be convened, if possible, within sixty (60) days of the referral of the complaint to the Discipline Committee. (3) If a formal Hearing is to be held, the designated Executive Director shall: (a) notify the Accused and the Complainant of the time, date and place of the Hearing of the Charge, the alleged breach of duty and details of the alleged breach at least thirty (30) days prior to any Hearing; and (b) give the Accused and the Complainant notice of the three (3) Members serving on the Hearing Board. (4) If more than one (1) Member of the Discipline Committee is being charged, the Council shall appoint the Hearing Board. (5) The Accused may challenge for reasonable cause the appointment by the Discipline Committee of any Member to the Hearing Board. The Accused shall submit any challenges to the President within three (3) days of receiving notice of the appointment of the Members to the Hearing Board. If the President considers the challenge valid, the President will disqualify the person challenged and select another Member to sit on the Hearing Board. (6) If the President is unavailable or has an interest in the Hearing which raises a reasonable apprehension of bias, the Discipline Committee shall designate an Officer or Member to carry out the functions of the President under subsection 24.06(4). (7) In the event that a Member of the Standing Committee is participating on a Hearing Board at the time their term on the Committee expires, the Member shall retain jurisdiction until the proceedings under Article 24.08 are completed. 24.07 Consolidation of Charge (1) The Discipline Committee may direct that any number of Charges be heard by the same Hearing Board. (2) If the Hearing Board has been directed to hear more than one Charge it shall decide which, if any, of the Charges shall be heard at the same time. 24.08 Hearing of the Merits (1) The Hearing Board shall determine its procedures, which shall ensure a fair Hearing and not be inconsistent with this Constitution and Bylaws. (2) The Hearing Board may grant adjournments of the Hearing before commencement or during the Hearing upon conditions it considers appropriate.

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(3) The onus of proof is on the Complainant. (4) Both the Accused and the Complainant have the right to call and examine witnesses, cross‑examine witnesses called by a party opposite in interest, and make submissions at the Hearing. (5) The Hearing Board may receive and accept such evidence or information on the promise of the witness to tell the truth, or on affidavit or otherwise as it considers proper whether or not the evidence would be admissible in a court. (6) Both the Accused and the Complainant have the right to be represented by a Member as counsel. Neither the Accused nor the Complainant shall be represented at the Hearing by legal counsel. The Hearing Board may retain a lawyer or other advisor to assist it in the conduct of its proceedings. (7) The Hearing Board shall have regard to the real substance of the Charge and is not bound by previous decisions or by a strict legal interpretation of any issue. (8) If the Accused or the Complainant fails to appear at any stage of the Hearing in person or through a representative without reasonable excuse, the Hearing Board may proceed with the Hearing and make a decision in her absence, or it may adjourn the Hearing. (9) The Hearing Board may order Members to appear as witnesses, upon the request of either the Accused or the Complainant, or after hearing the evidence called by the parties, on its own motion. (10) Following the completion of the evidence and submissions at the Hearing, the Hearing Board shall decide whether the Accused is guilty or not guilty of the Charge. The decision of a majority of the Hearing Board is the decision of the Discipline Committee. 24.09 Penalty (1) If the Hearing Board decides that the Accused is guilty, the Hearing Board may, after giving the Accused and the Complainant an opportunity to make submissions regarding penalty, impose a penalty which is in keeping with the nature and circumstances of the Accused’s breach of duty under this Constitution and Bylaws. (2) The Hearing Board may impose: (a) a reprimand; (b) a fine; (c) terms on continued membership or return to membership; (d) suspension or termination of membership; or (e) any other penalty it considers appropriate in the circumstances. (3) Any fine which a Member owes to the Union is a debt due, owing and payable to the Union by the Member within the time specified by the Union and is recoverable by a court action. 24.10 Decision

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(1) The Hearing Board shall make its decision and give the Accused and the Complainant notice of its decision within thirty (30) days of the completion of the Hearing. (2) The Hearing Board shall provide written reasons for its decision to the Accused and the Complainant within fourteen (14) days following notice of the decision of the Hearing Board. 24.11 Power to Suspend (1) Notwithstanding the provisions of this Article, the Discipline Committee may, pending disposition of the Charge, suspend from membership any Accused Member and suspend from office any Accused Officer or permit the continuation of membership or office on terms. (2) If a suspension or terms of continuance in membership or office are imposed by the Discipline Committee pursuant to this section the Hearing Board shall make its decision within sixty (60) days from the time the Accused was suspended or from the time terms were imposed unless the Accused agrees to a longer period. (3) If more than one (1) Member of the Discipline Committee is being Charged, the Council shall decide whether to suspend the charged Members of the Discipline Committee or permit the continuation of membership or office on terms pending a disposition of the Charges. The same time limits as set out in subsection 24.11(2) will apply. 24.12 Hearing Record (1) The Hearing Board shall keep a Hearing record including all written submissions made to the Board, as well as any rulings it makes in the course of the Hearing. (2) Following the completion of the Hearing, the Hearing Board shall deliver the Hearing record to the Discipline Committee. (3) For purposes of subsection (2), the “Hearing record” consists of the exhibits filed at the hearing, written submissions of the parties to the Hearing Board, any written rulings made by the Hearing Board in the course of the hearing, and the final written reasons of the Hearing Board concerning the merits of the Charge. (4) The Union shall retain the Hearing record for a period of two (2) years after which the record shall be destroyed. 24.13 Appeals (1) The Accused or the Complainant may appeal the decision of the Hearing Board on the merits of the Charge or on the penalty imposed to an Appeal Board. (2) To establish an Appeal Board the Complainant shall choose one (1) Member as a nominee and the Accused shall choose one (1) Member as a nominee. Both nominees shall, by agreement, choose a Chairperson from a roster established by Council. If the nominees are unable to agree, they shall choose

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a Chairperson from the Council’s roster of names by lottery. (3) The appeal must:

where the Accused and the Complainant agree to extend the time limit.

ARTICLE 25 EXHAUSTION OF INTERNAL REMEDIES

(a) be in writing; (b) state fully the reasons for the appeal; and

25.01 (1)

(c) be delivered to the designated Executive Director within thirty (30) days following notice of the decision of the Hearing Board. (4) The Appeal Board shall hear the appeal within sixty (60) days of receipt of the appeal under subsection (3) of this Article by the designated Executive Director. (5) That the Appeal Board shall hear appeals of suspension within fourteen (14) days of receipt of the appeal under subsection (3) of this Article by the designated Executive Director. Under this Article the Accused may request and receive an extension of this time period. (6) The Appeal Board shall review the decision of the Hearing Board, the reasons if they have been written, and the appeal of the appealing Member. (7) Unless the Appeal Board determines otherwise, evidence shall not be called and the hearing shall be based on submissions of the Accused and the Complainant.

(2)

No Member shall commence any proceeding in a court or tribunal against the Union, any Officer or any Member, in any matter concerning a Charge or any affairs of the Union unless the Member has commenced any proceeding available to the Member under the Constitution or Bylaws of the Union that may apply to the matter within the time permitted under this Constitution and six (6) months have passed since the commencement of the first proceeding available to the Member under the Constitution and Bylaws. Despite Article 25.01(1), where a Member commences any proceeding in a court or tribunal against the Union, any Officer or any Member in any matter concerning a Charge or any affairs of the Union without first exhausting the Union’s internal remedies as set out in sub‑section (1) of this Article, the Union, any Officer or any Member who is a respondent to the external proceeding, shall have the right to commence or continue any internal proceedings.

(8) The Appeal Board may grant adjournments of the appeal before commencement or during the appeal upon conditions it considers appropriate. (9) The Appeal Board may dismiss the appeal or allow the appeal. (10) The Accused and the Complainant may address the Appeal Board as to the appropriate penalty before it is imposed. (11) The Appeal Board may: (a) set aside any penalty imposed by the Hearing Board; and (b) if the result of the appeal is a decision that the Accused is guilty, impose a penalty that is in keeping with the nature and circumstances of the Accused’s breach of duty under this Constitution and Bylaws. (12) The Union, Officers and Members are not liable for any damages suffered by a Member as a result of a penalty imposed on that Member by a Hearing Board and later set aside on appeal to an Appeal Board or to any other court or tribunal. 24.14 Costs of Disciplinary Proceedings The Union shall pay all reasonable and necessary costs of disciplinary proceedings, including the reasonable and necessary expenses incurred by the parties to the proceedings, excluding counsel fees. 24.15 Extension of Time Limits Despite Article 24, the designated Executive Director may extend the time limits in this Article where to comply with the specified time limits is impractical or

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PROFESSIONAL ISSUES IN THE WORKPLACE

ANSWERING THE CALL FOR BETTER PATIENT CARE Campbell River public health nurses use the professional responsibility process to secure smartphones and better serve young moms CAMPBELL RIVER PUBLIC health nurse Carolyn Hutton recalls feeling spurred to act after missing a vulnerable young mom’s call for help due to her outdated, cumbersome and unreliable flip phone. “A client texted that she was thinking of harming her baby,” says Hutton. But the message didn’t show up on Hutton’s flip phone until a month after it was sent. “I felt sick,” she says. “It could have ended really badly.” The registered nurse was working for Island Health’s Nurse-Family Partnership Program at the time, providing intensive support to young, vulnerable first-time mothers until their children reach two years of age. Many young women in the program experience significant social or financial challenges such as lone parenting, low incomes, tenuous housing or homelessness, mental health issues or an incomplete high-school education.

Hutton visited clients on a weekly or bi-weekly basis to ensure they had a healthy pregnancy and to help the new moms prepare for childbirth. These meetings also allowed nurses to discuss nutrition, child development and to explore parenting skills and goal setting. Hutton followed up immediately after receiving the alarming text. “I called right away, but she was a bit confused because she’d sent it some time ago and I had visited several times since.” Luckily, the young mother had dealt with her feelings by relying on personal supports, but the scenario seriously concerned Hutton. She worried about how the situation could have ended,

and how it affected her relationship with her client. “Building trust and relationships with clients is a pillar of public health nursing,” she explains. “She might have wondered why I didn’t return the text, and think I didn’t care.” The situation was a tipping point of frustration for Hutton. She and her nursing colleagues in the Campbell River public health unit had been dissatisfied with their flip phones for years. Given their age demographic, many young moms served by the public health nurses often don’t have landlines and rely solely on their cell phones. Hutton says clients tend to prefer texting to communi-

“It had a huge impact – now all the public health units in Island Health can apply for smart phones.” Carolyn Hutton

cate with their nurses, often out of habit, but sometimes because they can’t afford minutes on their phones. But this practice posed confidentiality problems as the obsolete flip phones didn’t have PIN-protected locking mechanisms and were shared between staff. What’s more, texting on the flip phones was clumsy and time consuming, so nurses couldn’t respond quickly or in great length to clients’ queries. Hutton, at that time the local steward, decided to employ the professional responsibility process (PRP) to rectify a situation she felt was endangering patient safety and nurses’ professional practice. The PRP allows nurses and employers at a local level to engage in meaningful conversation about common goals and to improve patient care or professional practice in a collaborative manner. The process is designed to identify problems and resolve issues without involving blame. Hutton took the first step in July 2016 by meeting with her manager to express her concerns. Her manager acknowledged the nurses’ need for smartphones with data during their initial conversation. However, he requested that the team wait while he explored the possibility of securing the needed equipment.

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Months then passed, and Hutton hadn’t seen any substantial results. So in July 2017, she re-engaged the PRP and again met with the manager to reiterate her concerns. Hutton says he acknowledged that little progress had been made, but explained that there were challenges, as the cost of supplying cell phones to all of Vancouver Island’s public health units was significant – in the hundreds of thousands of dollars. It would impact existing budgets, and possibly result in cuts to nursing staff casual hours. “But I wasn’t going to let it go,” recalls Hutton. She says her manger actually supported her moving the issue forward, agreeing it might be the best way to get the attention of Island Health’s executive team. Hutton asked co-workers if they’d help and a team of her colleagues soon responded to the call. “I got the ball rolling, but the others got involved and played their parts,” said Hutton. “I just kept the process moving forward.” In August 2017, the team outlined their written concerns on professional responsibility forms (PRFs), which were forwarded to the worksite Professional Responsibility Committee (PRC). The PRC is comprised of two co-chairs representing

the union and the employer, the nurse with the concern, the union steward, immediate supervisor and the excluded manager. The nurses presented their case to the PRC that October and got a supportive response. The committee agreed unanimously that the public health nurses needed smartphones. Under the PRP, the PRC has 30 days following a meeting to submit a final written report SECURE LINE Campbell River Public Health nurses Carolyn Hutton and that covers action Joanne Hoffmann Funk secured much-needed smartphones for colleagues items and timelines. across Vancouver Island using the professional responsibility process. According to Hutton, the high cost of cell phones meant the completed around the group took place the following issue could not be resolved members’ busy schedules. June. or decided at the local level. However, the process got Lactation consultant So, it advanced to the Senior back on track after a January Joanne Hoffmann Funk is Review Committee (SRC), 2018 follow-up call from one of the Campbell River the third step of the PRP. BCNU Pacific Rim region public health nurses who The SRC is a health authorprofessional responsibility shared her concerns about ity-level body with BCNU advocate Sharon Fulton. inadequate flip phones. and employer represen“Sharon was fantastic Funk, like Hutton, has also tatives that’s designed to because we didn’t know experienced a situation that address nurses’ concerns not how to pull it off,” remarks raised grave concerns about directly related to staffing or Hutton. “If you’ve never urgent quality of care and workload. done it before, all the acropatient confidentiality. At this stage, Hutton nyms and forms can be overShe remembers being recalls experiencing a hiccup whelming. But we did it, and tasked to do a home visit of and delay due to confushe was integral to getting us an infant being monitored by sion about how to make through it.” Victoria General Hospital’s submissions to the SRC. The group finally got their cardiology clinic. The additional paperwork submissions into the SRC in When she arrived, the that resulted also had to be March 2018 and a meeting baby was having difficulty

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PROFESSIONAL ISSUES IN THE WORKPLACE

HOW TO CONTACT YOUR REGIONAL PROFESSIONAL RESPONSIBILITY ADVOCATES If you need help, please contact your current Professional Responsibility Advocates listed below. Central Vancouver Lindsay Manning lindsaymanning@bcnu.org

RIVA Romy de Leon romeodeleon@bcnu.org

Coastal Mountain Genevieve Dallimore genevievedallimore@bcnu.org

Shaughnessy Heights Manpreet Mann manpreetmann@bcnu.org

East Kootenay Samantha Molloy samanthamolloy@bcnu.org

Simon Fraser Roy Hansen rhansen@bcnu.org

Fraser Valley Louisa Tillack louisatillack@bcnu.org

South Fraser Valley Edmundo David edmundodavid@bcnu.org

North East Tara Green taragreen@bcnu.org

South Islands Daphne Wass daphnewass@bcnu.org

North West Samantha Martin samanthamartin@bcnu.org

Thompson North Okanagan Myrna Nichols myrnanichols@bcnu.org

Okanagan Similkameen Deborah Duperreault dduperreault@bcnu.org

Vancouver Metro Luba Veverytsa lyubovveverytsa@bcnu.org

Pacific Rim Sharon Fulton sharonfulton@bcnu.org

West Kootenay Glenna Lynch glennalynch@bcnu.org

nursing and its breathing was very laboured. The mother called the baby’s cardiologist, who asked that they take a video of the infant and send it to him before taking the child to emergency and being transferred to Victoria. But the mother didn’t have a smartphone and Funk’s work-issue flip phone wasn’t capable of recording video. It was a frustrating and worrying moment. “In order for that baby to have timely care I used my personal cell phone,” says Funk, noting the situation breached confidentiality guidelines. “I deleted it as fast as possible, but I made the judgment [that taking the video] was critical. That video made a difference to baby’s well-being.” Funk and Hutton’s stories, along with other scenarios presented by their public health co-workers, convinced the SRC, and in August 2018 both BCNU and Island Health SRC representatives recommended the provision of smartphones. Later that month, 10 new iPhones arrived in Hutton and Funk’s office. “The Campbell River nurses’ need for smartphones is an excellent example of the kind of

practice issue the PRP is designed to address,” says BCNU executive councillor Rhonda Croft. “The PRP is built on trust and common goals and enables nurses and the employer to engage in meaningful conversations around opportunities for improvement, and while the most effective approach to resolution should be at the local level whenever possible, it’s sometimes necessary to advance concerns to the SRC.” Croft notes that the PRP is currently under review as part of the terms of the new Nurses’ Bargaining Association collective agreement. She says the goal is a PRP that addresses professional practice problems, and that will see staffing-related issues addressed using the NBA contract’s new direct patient care staffing language and workload assessment process (see sidebar: New PR Process to Focus on Practice Issues). Island Health chief nursing officer and SRC rep Dawn Nedzelski agrees that the PRP is an effective way for nurses to address practice concerns that arise in the course of their work. “The PRP provides the opportunity for meaningful discussions

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“I thought it was a complaint, but it proved to be a solution.” Joanne Hoffmann Funk

to understand where we can make improvements for nurses, their colleagues and ultimately the patients we serve,” she says. All told, the process took two years but Hutton feels the time and energy was worth it, benefitting more than just the public health nurses in Campbell River. “It had a huge impact,” she says. “Now all the public health units in Island Health can apply for smart phones.” Hutton encourages members who are thinking about using the PRP to access BCNU resources and reach out to their stewards and regional professional responsibility advocates. Funk agrees, and reminds nurses not to think about the professional responsibility process as adversarial in nature. “I thought it was a complaint,” she says. “But it proved to be a solution.” •

NEW PROFESSIONAL RESPONSIBILITY PROCESS WILL FOCUS ON PRACTICE ISSUES ENSURING OUR MEMBERS GET THE BEST professional practice support remains one of BCNU’s highest priorities. For many years now, filing a professional responsibility form (PRF) has been one of the best ways for nurses to protect their practice and promote positive changes for patients. There is no question that staffing, and workload problems can directly affect nurses’ professional practice. However, a recent annual review showed that less that 20 percent of professional responsibility forms filed addressed clinical practice issues that could affect a nurse’s licence. Because most issues were related to staffing and workload, the parties agreed that they would be better addressed through a separate process. The professional responsibility (PR) process will now be refined to better address concerns directly related to the college’s nursing standards of practice and involve professional practice staff early on. Key outcomes achieved through the PR process will continue to be built on. These include improvements to policies and procedures, increased communication and professional practice councils, improved decision-making tools, staff development and clinical education and leadership support. Staffing and workload-related issues will now be resolved using new direct patient care staffing language and through the new workload assessment process that utilizes nurses’ clinical expertise to determine staffing on units. •

The new contract language lays out a memorandum of agreement that puts greater emphasis on professional clinical practice.

Within the first 60 days of ratification a PR working group will be formed and comprised of up to three representatives each from the Health Employers of BC and BCNU.

Within a further 90 days, the PR working group will: Review the outstanding PRFs identified by the union’s professional practice and advocacy department and apply the new PR process.

Develop and deliver joint communications outlining the new process, advise authors and the employer regarding PR files that have been closed, and provide the authors with options under the new process.

Create a new mutually agreeable Professional Responsibility Form (PRF), joint guidelines and education.

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YOUR BENEFITS COVERAGE YOUR FAMILY RELIES ON

DON’T PAY IF YOU DON’T HAVE TO How to limit your out-of-pocket costs

the amount the plan will pay to cover the dispensing fee for prescription drugs and the maximum amount the plan will allow a pharmacist to mark up the prescription drugs you buy. All of these plan design features are meant to protect it from providers who may wish to charge unreasonable prices and to reduce the amount it has to pay out. That’s a good thing that keeps the plan sustainable. But it also means you could pay more than you need to if you’re not careful. Fortunately, there are some easy ways to limit the amount you have to pay.

TIME YOUR EXPENSES

HAVE YOU EVER noticed that you are not being fully reimbursed for the extended health plan expenses you submit to Pacific Blue Cross at the beginning of the year? You are not alone. All benefit plan members pay more out of their own pocket at the beginning of each year. But this isn’t an error on the part of Pacific Blue Cross. It’s a result of the plan’s calendar

year deductible. There are other ways your benefit plan will limit how much you’ll be reimbursed. These include co-payments, where you pay for a percentage of the eligible claims you submit; so-called reasonable and customary limits that the plan will pay for services and products; and plan design limits such as the $200 cap on annual chiropractic services, the cap on

When using the benefits in the extended health plan, you must pay the plan’s annual $25 deductible towards your eligible claims. Once this deductible has been paid, you will pay 20 percent of eligible claims until Pacific Blue Cross has reimbursed $1,000 in the calendar year. Then, after you have paid a combined total of $275 (or more if you are not careful) in deductibles and co-payments, the plan provides 100 percent reimbursement (up to plan specified limits) and co-payments will no longer be levied. This maximum co-payment provides you with an opportunity to limit your out of pocket expenses. Imagine that you have to take a statin,

and that you typically refill your prescription every three months. Now imagine that you know you will run out of your statin on Jan. 3. You have a choice – you can fill the prescription in late December or early January. If you have already reached your maximum out-of-pocket expense limit for the year (i.e., the plan deductible and co-payment has been satisfied), you should fill the prescription in late December because you

NEED TO KNOW MORE? Contact Pacific Blue Cross Call the numbers below if you have any questions about out-of-pocket costs associated with your extended health plan. Extended Health Claims 604-419-2600 Dental Claims 604 419-2300 HSA Claims 604 419-2600 Travel Plan Claims 604-419-2600 Toll-free 1 888 275-4672 www.pac.bluecross.ca

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will have no deductible or co-payment. However, if you will not reach the maximum co-payment limit with the purchase of the statin, you should wait until early January because you know you’ll have to pay the deductible in the New Year. By delaying the expense claim, you may reach the co-payment maximum the following year a bit earlier and save money as a result.

SHOP AROUND

Shopping around could also save you some money. Not every pharmacy charges the same amount for a drug or dispensing fee. That’s why the plan places a $10 limit on the amount it will pay for dispensing fees and an eight percent markup limit on the drugs you purchase. For instance, in Burnaby you could be charged a dispensing fee of between $4.46 and $11.99 for the exact same prescription. Interestingly, many pharmacies now charge a standard $10 dispensing fee, in line with the Pharmacare dispensing fee cap established by the provincial government. The markup charged by different pharmacies also varies widely. A search in the Pacific Blue Cross database showed that the per-pill price for the drug Metronidazole in one pharmacy was a fraction of the price charged by another drugstore just one block away. Shopping around will

save money for both you and the plan. Similarly, paramedical professionals charge varying amounts. In order to prevent service providers from inflating their prices, the plan will only pay the reasonable and customary amount. For example, the reasonable and customary limit for a one-hour massage is $110. Without this limit, the plan

would pay whatever fee a massage therapist wanted to charge, regardless of how unreasonable it might be. Likewise, when filling a prescription, a pharmacist will charge a dispensing fee and also mark up the price of the drug. Without limits, they could easily charge an excessive price. If you want to avoid paying extra out-of-pocket

expenses for your treatment, you should confirm what your service provider is charging and compare it to the reasonable and customary limits set by Pacific Blue Cross (see table below). One final benefit of shopping around? The lower the cost of the service or product you are using, the lower the amount you need contribute to your co-payment. •

WHAT ARE REASONABLE AND CUSTOMARY LIMITS? Reasonable and customary (R&C) limits are the range of usual fees per-treatment for comparable medical services in a geographic area, or the number of treatments completed within a specific timeframe. If your plan has a contractual limit which is less than the R&C limit, that amount will be used to determine your reimbursement. Paramedical claims may continue to be considered as per the requirements in your contract, up to the calendar year limit for the specific type of service (if there is one).

CURRENT REASONABLE AND CUSTOMARY LIMITS These numbers are for BC only and are effective as of April 1, 2018. Please visit pac.bluecross.ca to calculate limits for services incurred prior to April 1, 2018, or for services incurred outside of BC. SERVICE

R&C LIMITS

Acupuncture

Initial visit — $135 Subsequent visit — $100

Chiropractor

Initial visit — $80 Subsequent visit — $50

Massage Therapy

30 minute visit — $63 (includes GST) 45 minute visit — $90 (includes GST) 60 minute visit — $110 (includes GST)

Naturopath

Initial visit — $250 Subsequent visit — $180

Physiotherapy

20 minutes — $63 30 minutes — $85 45 minutes — $100 60 minutes — $120

Podiatry

Initial visit — $180 Subsequent visit — $105

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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. Regional Reps if your steward can’t help, or for all regional matters. Executive Committee for all provincial, national or union policy issues.

EXECUTIVE COMMITTEE

PRESIDENT Christine Sorensen C 250-819-6293 christinesorensen@bcnu.org

TREASURER Sharon Sponton C 250-877-2547 sharonsponton@bcnu.org

VICE PRESIDENT Aman Grewal

EXECUTIVE COUNCILLOR Chris Armeanu C 604-209-4260 chrisarmeanu@bcnu.org

TBD

REGIONAL REPS CENTRAL VANCOUVER Marlene Goertzen Co-chair C 778-874-9330 marlenegoertzen@bcnu.org Judy McGrath Co-chair C 604-970-4339 jmcgrath@bcnu.org COASTAL MOUNTAIN Kath-Ann Terrett Chair C 604-828-0155 kterrett@bcnu.org EAST KOOTENAY Helena Barzilay Chair C 250-919-3310 hbarzilay@bcnu.org FRASER VALLEY Tracey Greenberg Chair C 604-785-8147 traceygreenberg@bcnu.org

EXECUTIVE COUNCILLOR Adriane Gear C 778-679-1213 adrianegear@bcnu.org

NORTH EAST Danette Thomsen Chair C 250-960-8621 danettethomsen @bcnu.org

SHAUGHNESSY HEIGHTS Claudette Jut Chair C 604-786-8422 claudettejut@bcnu.org

SOUTH ISLANDS Lynnda Smith Co-chair C 778-977-6315 lynndasmith@bcnu.org

NORTH WEST Teri Forster Chair C 250-615-8077 teriforster@bcnu.org

SIMON FRASER Lynn Lagace Co-chair C 604-219-4162 lynnlagace@bcnu.org

Margo Wilton Co-chair C 250-818-4862 mwilton@bcnu.org

OKANAGAN-SIMILKAMEEN Rhonda Croft Chair C 250-212-0530 rcroft@bcnu.org

Wendy Gibbs Co-Chair C 604-240-1242 wendygibbs@bcnu.org

PACIFIC RIM Rachel Kimler Chair C 250-816-0865 rachelkimler@bcnu.org RIVA Sara Mattu Chair C 778-989-8231 saramattu@bcnu.org

SOUTH FRASER VALLEY Hardev Bhullar Co-chair C 778-855-0220 hardevbhullar@bcnu.org Walter Lumamba Co-chair C 604-512-2004 walterlumamba@bcnu.org

THOMPSON NORTH OKANAGAN Tracy Quewezance Chair C 250-320-8064 tquewezance@bcnu.org VANCOUVER METRO Meghan Friesen Chair C 604-250-0751 meghanfriesen@bcnu.org WEST KOOTENAY Ron Poland Chair C 250-368-1085 ronpoland@bcnu.org

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COUNCIL PROFILE HERE’S WHO’S WORKING FOR YOU

“I appreciate hearing members’ issues and working with health authorities to make change,” says Fraser Valley chair Tracey Greenberg.

DREAM COME TRUE FRASER VALLEY CHAIR TRACEY GREENBERG

QUICK FACTS NAME Tracey Greenberg GRADUATED 1985 Vancouver Vocational Institute UNION POSITION Fraser Valley chair WHY I SUPPORT BCNU? “We find ways to assist members and it’s a real honour to help a nurse on their career path.”

TRACEY GREENBERG never imagined his decision to choose nursing as a career over 30 years ago would see him playing an essential role representing his fellow nurses in the Fraser Valley. Greenberg graduated from Vancouver Vocational Institute (now Vancouver Community College) in 1985 and has since worked in seven different hospitals around the Lower Mainland – from emergency and surgical wards to stints in longterm care. Most recently he worked in surgical care in Chilliwack, where he settled with his wife in 2015. Greenberg was elected chair of BCNU’s Fraser Valley region in 2017. “I worked in a float pool in 1985 where nurses were not required to work overtime or short-staffed in order to meet patient demand,” Greenberg recalls. “Part of my goal in taking on the Fraser Valley region chair role is to help re-establish those working conditions for my colleagues. We went to work, we had a good shift and didn’t suffer the burn out that many nurses face today.”

Greenberg became involved with BCNU in 2013 when LPNs voted to leave the Hospital Employees’ Union and join the nurses’ union. “It was a dream come true to be a part of BCNU,” recalls Greenberg. “At our meetings everything was about nurses and their concerns – there were no competing issues.” He says he’s grateful for the mentoring he received after joining the union, and credits former Fraser Valley region chair Linda Pipe and lobby coordinator Helen Ho for setting him on his leadership path. “They both encouraged me to become the region’s lobby coordinator in 2014, and since then I have been elected to various roles on our region’s executive, including steward liaison.” Greenberg says that despite having 52 worksites to support, serving as his region’s leader has been an amazing experience, especially as an LPN. “I appreciate how much responsibility the role holds, and getting to focus on the big picture, hear member issues and work with health authorities to make change – as

an LPN you don’t always feel like you have much of a voice.” Now, on any given day, Greenberg could find himself taking calls from individual nurses, attending member meetings and serving on committees. In addition to his role on the union’s provincial council, Greenberg acts as council liaison for the BCNU Men in Nursing group. He also sits on the union’s Bursary Committee, Re-training/Prevention & Assistance Fund Committee and the Women Deliver working group. “The committees do valuable work because they are able to dig deeper into the issues that matter to nurses,” he explains. “We find ways to assist members and it’s a real honour to help them on their career path.” Greenberg says he is heartened by the young and new nurses he meets. “I’m definitely seeing distinct generations working in health care. Seeing how they work with each other and within the system, I have a lot of good feelings for the next generation and their role in health care.” •

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OFF DUTY MEMBERS AFTER HOURS

COMMUNITY LEADER LINDA BUCHANAN WINS BIG IN NORTH VANCOUVER ON OCTOBER 22, 2018, public health nurse Linda Buchanan was elected mayor of the City of North Vancouver. This year marks Buchanan’s eleventh as an elected official. Before winning last year’s election to lead this suburban city of 52,000, Buchanan served as a school trustee with the North Vancouver Board of Education from 2008 until 2011 and then served two terms on city council. Buchanan’s mother was a nurse and her father a high school principal. The North Vancouver native says she was raised in a household where public service was highly regarded and public issues were discussed. “Both of my parents provided a deep foundation for our own family’s values,” says Buchanan. “They had strong ties to our community, and an understanding of the diverse people who live here, and it was the conversations around the kitchen table and over dinner where my values around inclusivity, equity and community giving were informed,” she explains. Buchanan graduated from Vancouver General Hospital in 1990 and holds a nursing degree from the University of

British Columbia. Her public health career has included providing preventive nursing services to the Squamish First Nation, working as a program coordinator for children, youth and their families and leading a physicians’ immunization project for Vancouver Coastal Health. “The skills, knowledge and competencies that nurses have are well suited for community leadership,” she says. Buchanan has used these skills in the course of her work as an elected official to put forth a number of policies designed to create a healthier city, and has often focused her efforts on children and

families. The mother of four helped author the North Shore Child and Family Friendly Community Charter, which supports the healthy development of young children and families. She also led work on the Dementia Friendly North Shore Action Plan, which raises awareness among city planners so that people with dementia can experience a better quality of life and live independently in their community. Buchanan describes her home city as “amazing” but notes that it faces challenges in the areas of housing affordability and transportation, and says more work needs to be done to ensure it remains an inclusive community. “We can’t become the caring community I envision without getting these things right,” she emphasizes. As mayor, Buchanan looks forward to leading her municipal government as it address even larger issues

HEALTHY LEADERSHIP City of North Vancouver mayor Linda Buchanan brings a nurse’s perspective to her role as a municipal politician.

like growing inequality and climate change. “Our city is changing,” she says. “These are exciting times and the challenges we face are very much real. We need to continually build our capacity and understanding as we respond to global issues at the local level in a meaningful way.” Buchanan encourages other nurses to step up and take leadership roles in their communities. “Nurses are respected and trusted leaders, and nursing requires critical thinking, evidence-based decision-making skills and collaboration with many groups,” she adds. She observes that it’s not uncommon to find nurses advocating for healthy public policies that impact their profession and the provision of safe patient care, and cites BCNU’s advocacy for the inclusion of nurses in WorkSafeBC presumptive PTSD legislation and the union’s campaign for violence-free workplaces as two examples. “It’s disturbing that the issue of violence in health care is so prevalent,” she says, and notes that municipalities can play a role in addressing the crisis. Meanwhile, Buchanan thanks nurses for what they do, and says they will be essential in helping her achieve her vision of making the City of North Vancouver “the healthiest small city in the world.” Buchanan can be found on Instagram, Twitter and Facebook. •

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NOMINATIONS FOR BCNU STEWARD ELECTIONS CLOSE JUNE 5 BCNU stewards are leaders at their worksites. They use the rights in our collective agreement to stand up for nurses and our patients. Want to take the lead at your worksite? All members who wish to run in the steward election must submit their nomination via the BCNU website.

Find out more at www.bcnu.org

ERIN ROULETTE WORKSITE STEWARD KOOTENAY LAKE HOSPITAL

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BCNU HUMAN RIGHTS & EQUITY-SEEKING CAUCUSES

Promoting equity and recognizing our collective struggle for justice â&#x20AC;&#x201C; in BC and around the world Find out more at bcnu.org > About BCNU > Human Rights and Equity

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