BCNU Update Magazine May-June 2017 by BC Nurses' Union

UPDATE MAY/JUNE 2017

M A G A Z I N E

BRIGHT

FUTURES BCNU is committed to helping students succeed

NORTHERN LIGHTS MEMBERS IN THE NORTH RALLY FOR EQUAL ACCESS TO CARE

PLUS

YOUR CHOICE YOUR VOICE BCNU ELECTIONS 2017 CANDIDATE PROFILE PULL-OUT A NEW CHAPTER VCC grads Anita Azad, Alisa Nand and Viktorija Glambinskaite

KEEPING NURSES SAFE VIOLENCE PREVENTION CAMPAIGN TARGETS POLICY MAKERS | WAGE GAP PUBLIC SERVICE STRIKE VOTE CALLS FOR IMPROVED CARE FOR AT-RISK YOUTH

MAY 8-14, 2017

CELEBRATING NATIONAL NURSING WEEK

www.bcnu.org

NURSES. WE CARE FOR ALL. BCNU advances the profession of nursing May 12 International Nurses Day May 13 LPN Day

CONTENTS 20

VOL 36 NO2

DEPARTMENTS

PRESIDENT’S REPORT

HUMAN RIGHTS & EQUITY

WHO CAN HELP?

MEMBER PROFILE

OFF DUTY

• MAY/JUNE 2017

UPFRONT

6 CHECK IN News, updates and current events.

14 KEEPING NURSES SAFE Violence prevention campaign rolls out across province.

10 WAGE GAP Public service nurses call for improved care for at-risk youth.

12 THE VOICE OF BCNU Lobby coordinators target BC provincial election candidates.

18 SUCCESS AT ST. JOSEPH’S

27 BRIGHT FUTURES

Island members finally achieve better security.

BCNU is committed to helping students succeed.

FEATURE

BCNU ELECTIONS 2017 CANDIDATE PROFILE PULL-OUT p. 20

NORTHERN LIGHTS

Smithers rally sees members in the North calling for equal access to care.

UPDATE MAGAZINE • MAY/JUNE 2017

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 is published by the BC Nurses’ Union, an independent Canadian union governed by a council elected by our 43,000 members. Signed articles do not necessarily represent official BCNU policies. EDITOR Lew MacDonald CONTRIBUTORS Juliet Chang, Laura Comuzzi, Sharon Costello, David Cubberley, Gayle Duteil, Gary Fane, Kath Kitts, Shawn Leclair, Dan Tatroff PHOTOS Lew MacDonald, Shawn Leclair CONTACT US BCNU Communications Department 4060 Regent Street Burnaby, BC, V5C 6P5 PHONE 604.433.2268

STAY CONNECTED

When you move, please let BCNU know your new address so we can keep sending you the Update, election information and other vital union material. Send us your home email address and we’ll send you BCNU’s member eNews.

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

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

PRESIDENT’S REPORT VIOLENCE IS ALL TOO REAL

PHOTO: ALEXIS SULLIVAN WALTERS

GAYLE DUTEIL

URING A RECENT TOUR of the emergency room and psychiatric assessment unit at Vancouver General Hospital, I asked a young nurse on shift why she carried her personal cell phone in her back pocket. Her answer was simple. “My only escape in case of a violent incident is to lock myself up in this small medication room – and there’s no phone in there. This is my lifeline to help,” she explained as she held up her phone. Looking around the emergency room at the largest hospital in the province, it’s easy to understand why this nurse would decide to advocate for herself in a way that could one day save her life. The facility was packed with agitated patients who were languishing in the ER’s front hallway, blocking an exit door. I was told the treatment room, which had 11 spots in play that day, routinely has 40 to 50 patients waiting for care at any given time. Recently, two violent patients were removed from this area by security on the same day. Yet, despite all this, nurses continue to provide care in a setting that lacks any attention to their safety and security should something go wrong. VGH nurses, especially those who work in the seclusion rooms in the psychiatric assessment unit, don’t wear personal protective devices, and have no way to call for help if they find themselves in a violent or dangerous situation. If a Code White is called in a different area of the hospital, the security personnel, limited in number at the best of times, is pulled away, leaving staff and patients exposed and vulnerable. One might hope that the province’s largest health-care facility would be a poster child

for safety and security for patients and staff. But the reality is far from that – and VGH isn’t alone. I’m seeing dangerous situations at worksites both big and small in communities around the province. For example, I was invited to Royal Inland Hospital in Kamloops not too long ago and heard from nurses there who have very similar concerns for their safety. Since the launch of BCNU’s violence prevention campaign in March, I have talked to dozens of nurses, all victims of recent attacks. They have received death threats, been punched, placed in lockdowns and watched helplessly as their departments were torn apart by irate patients. And yet it continues. The fundamental fact remains: nurses deserve a safe workplace. Change can happen, but it will take all of us working together to change the culture, the security and the legislation that impacts safety for nurses. Back at VGH, I asked a nurse working in the seclusion rooms in the PAU what she thought of our new television commercial on the need for violence prevention. She was quiet for a time, reflecting on her own experiences, and then she said, “It’s just so real.” I feel strongly that it’s time for nurses to advocate for each other, our patients and our communities. This is what we do. We lead the way to better health care for all, and we need to count on each other for support and strength as we move towards this goal and end violence against nurses.

UPDATE MAGAZINE • MAY/JUNE 2017

CHECK IN

NEWS FROM AROUND THE PROVINCE

NATIONAL NURSING WEEK

PROFESSIONAL DEVELOPMENT IN

BARCELONA

VANCOUVER’S ISABELLE BERTRAND AND BULKLEY Lodge’s Shiwani Gupta are the lucky winners of this year’s BCNU-sponsored National Nursing Week contest. The two will attend the International Council of Nurses (ICN) Congress in Barcelona, Spain from May 27 to June 1. They were selected from over 100 expressions of interest received during the competition this spring. The ICN 2017 Congress is the world’s largest event for nurses with more than 8,000 international nurses expected to attend. The pro-D opportunity was offered by BCNU’s professional practice and advocacy department. Watch for a story on Bertrand and Gupta’s Barcelona experience in the next issue of Update Magazine. •

BCNU Elections 2017 DON’T FORGET TO REGISTER The voting period for the 2017 BCNU elections will start at 9:00 on Tuesday, May 23 and close at 12:00 noon on Friday, June 2. This year’s vote will be electronic only (there will be no televote or mail-in ballots). Members will use voting credentials that they will receive via personal email before the voting period begins on May 23.

If you want to vote, it is important that BCNU has your personal email address (not your work email). Please register or log in to the member portal on the BCNU website to confirm we have up-to-date email information. See the pull-out provincial candidate profiles booklet in the centre of the print issue of this magazine.

VOTING HOTLINE 1-800-894-3311 The election hotline is open 9:00 to 5:00, Monday to Friday. Please call the hotline for assistance if you haven’t received voting credentials by May 23.

VITAL SIGNS NUMBERS THAT MATTER

LABOUR MARKET OUTLOOK

3.2%

average rate of annual employment growth in the health sector over the last decade.

provincial average rate over the same period. BEHIND THE SCENES BCNU members from around the province participate in a video shoot to help promote National Nursing Week (May 8-14) and celebrate nurses’ contributions to healthy communities.

MAY/JUNE 2017 • UPDATE MAGAZINE

Source: British Columbia 2025 Labour Market Outlook. WorkBC.ca

222,700 number of workers employed in BC’s health sector in 2015.

Number of new and replacement nurse job openings available in BC through to 2025: RN/RPN

25,360 LPN

4,370

DUES AND TAXES If you are contacted by the Canada Revenue Agency (CRA) regarding the union dues amount you have claimed on your 2016 income tax return you should provide them with the following: 1. Your T4 (or T4s if more than one was received); this shows the amount of union dues your employer has deducted from your salary and submitted to BCNU for the tax year indicated. 2. The receipt you received from CRNBC or CLPNBC as proof of payment of your annual membership fee. Please visit the CRA website for information regarding union dues and professional fees claimed on your tax return: Home > Individuals and families > Tax return > Completing > Deductions> Line 212 Annual union, professional, or like dues This should help you satisfy CRA investigation audit requirements if you undergo one. If the CRA requests proof that the union dues noted on your T4 were paid to BCNU, you should contact the payroll department of your employer and request a brief letter noting that they remitted the dues to BCNU in tax year 2016 on your behalf. BCNU does not issue receipts for proof of union dues noted on your T4. More information on annual union and professional dues claims can be found on CRA’s website.

WARNING: DON’T USE EMPLOYER’S EMAIL Please do not use your work email address to send or receive information relating to union business. Communication through your employer’s email is not confidential. You may not be able to access your work email when you need to, for example during job action, and employees are sometimes disciplined for their use of employer email. Instead, send a personal email address to BCNU at membership@bcnu.org.

READY FOR OUTREACH BCNU’s lobby coordinators meet at the union’s Burnaby offices on Feb. 28 to plan for the year ahead. Back (l-r): BCNU Vice President and provincial lobby coordinator Christine Sorensen, Thompson North Okanagan region’s Debra Moorhouse, Okanagan-Similkameen region’s Deanna Jerowsky, Simon Fraser region’s Maria Huertas, South Islands region’s Patrizia Fitch, North West region’s Marlee Emery and Fraser Valley region’s Jeremy Duenk. Front row (l-r): North East region’s Shaun Whyman, Shaughnessy Heights region’s Bal Borchert, South Fraser Valley region’s Walter Lumamba and RIVA region’s Romy de Leon. Turn to page 12 to see our lobby coordinators in action taking nurses’ concerns to BC provincial election candidates.

MAKING NEWS BCNU in the headlines NURSING SHORTAGE AND PRIVATE CARE When the Victoria Times Colonist published an editorial supportive of Island Health’s $30-million contract with the privately-owned View Royal Surgical Centre, BCNU President Gayle Duteil responded with an Op-Ed that was published April 12. She wrote that using the facility to provide surgeries would only worsen the chronic and ongoing nurse retention and recruitment problems plaguing the operating rooms at Victoria General and Royal Jubilee hospitals.

“Both of these units are in crisis. But management is making matters worse and creating more turmoil by changing nurses’ work schedules in preparation for the opening of View Royal. As a result some nurses are leaving the units, meaning an inadequate supply of qualified OR nursing staff is getting even smaller.” She wrote that the government and health employers would not be able to address the demand for health services if they don’t address the root of the problem, which is the supply of nurses.

“We are experiencing the most acute shortage of specialty-trained nurses in over 20 years and inadequate staffing puts patients at risk. BC needs to hire, educate and retain enough nurses to provide safe, quality and timely care for all. “Paying for the use of privately-owned operating rooms does nothing to address this crisis. In fact, it will likely serve to increase surgical wait times overall as those specialty-educated nurses currently working in public operating rooms migrate to private facilities and flee an inadequately resourced public system.”

UPDATE MAGAZINE • MAY/JUNE 2017

PRIVATIZATION & DECLINING ACCESS TO SENIORS’ CARE

90%

of BC’s seniors’ care facilities were understaffed in 2016 – up from 82% in 2015 – and fail to meet the government-mandated guideline of 3.36 hours of care per senior each day

42%

increase in beds operated by the private for-profit sector since 2001 AGING WITH DIGNITY An accessible and integrated home and community care system would provide seniors with the services they need to maintain their health in old age and live in dignity.

SENIORS’ CARE

A DECADE

OF DECLINE New report calls for urgent policy change

OME HEALTH CARE, assisted living and residential care are critical parts of BC’s public health-care system. Yet BC seniors today have less access to these services than they did in 2001 – a decline that requires urgent attention to reverse. That’s the conclusion of a March 2017 report from the Canadian Centre for Policy Alternatives entitled Privatization & Declining Access to BC Seniors’ Care. For the past 16 years, underfunding, privatization and fragmentation of the system have left many seniors, their families and communities patching together care – and even going without. Between 2001 and 2016, access to residential care and assisted living spaces declined by 20 percent, measured as beds relative to the population of people 75 and over. And BC’s seniors have less access to publicly-funded home support today than in 2001. There was

a 30-percent decline between 2001 and 2016 with access falling in five regional health authorities. The research also shows that ownership of residential care facilities affects care quality and staffing levels, and that for-profit residential care is generally inferior to care delivered in public or non-profit facilities. The authors argue that reduced access to care in the home and community care sector affects all British Columbians, as investments in this sector are widely acknowledged as a key solution to reducing hospital overcrowding and surgical wait times. They say that this decline in access is not acceptable in a province as wealthy as ours, and that urgent policy change is needed. The report recommends three courses of action to strengthen the system of home and community care in BC: stopping the privatization of the home and community care system, improving access to publicly funded home and community care provided by health authorities and non-profit organizations and developing a home and community care framework and action plan to improve access and service integration. This includes establishing legislated staffing levels consistent with research evidence. •

% decrease in beds operated by provincial health authorities over the same period

49%

increase in the number of BC seniors aged 75 and older between 2001 and 2016

20% reduction in access to

residential care and assisted living spaces in BC between 2001 and 2016

30% reduction in access to publicly funded home support in BC between 2001 and 2016

Declining access to residential care by health authority and BC, 2000–2016 0 -10 -20

-40

FH -35% NH -41%

-50

MAY/JUNE 2017 • UPDATE MAGAZINE

BC -32%

VCH -36%

Declining access to home support by health authority and BC, 2000/01 to 2015/16 0 -10 -20

FH -16%

-30

VIH -19%

IHA -25%

BC -30%

-40 -50 -60

Source: CCPA

VIH -25%

IH -25%

-30

NH -54%

VCH -49%

MEDICARE

BLOOM COMES OFF THE

LIBERAL HEALtH-CARE ROSE Long-term funding commitment no higher than previous Conservative government’s

HE FUTURE LOOKED promising for public health care after the Trudeau Liberals were elected in 2015. The party had promised to take a constructive approach with the provinces, and agreed to negotiate a new federal-provincial health-care funding accord. But any hope for a new multilateral accord died on February 17. That morning, BC Health Minister Terry Lake and his federal counterpart Dr. Jane Philpott stood in Richmond to announce that BC and Ottawa have negotiated a bilateral 10-year deal. Until then, only the smaller provinces had struck deals with the federal government, with BC, Alberta, Manitoba, Ontario and Quebec – which represent 90 percent of the population – resisting bilateral agreements. Talks between the federal government and the provinces soured soon after they began in 2016. At issue was the rate of increase in the Canada Health Transfer (CHT). Under the previous 10-year accord struck in 2004, the increase – or “escalator” – was set at a rate of 6 percent annually. A figure that was higher than the average rate of economic growth, but one designed to correct the growing fiscal imbalance in health funding that began in 1996 after federal government cuts to the CHT and other provincial transfers. The provinces had hoped to see a restored escalator after the previous Conservative government’s decision to cap the annual CHT increase at 3.5 percent starting in 2017. Philpott, however, proposed that new additional money for health care would be paid through targeted funds rather than through the

CHT. Provincial health ministers balked at the move, arguing that targeted funds are temporary by definition, and generally conditional on the achievement of new initiatives that do not always FUNDING FORMULA FAIL Cuts to the Canada correspond to the priorities of Health Transfer will make it difficult for Ottawa to provincial governments. But it uphold the Canada Health Act and ensure universal access to health care. soon became clear that Philpott’s preferred funding approach was for home care and mental health care, an attempt to “show” Canadians how plus $10-million to help fund BC’s Ottawa was spending its health-care response to the opioid overdose crisis. dollars. “These amounts may sound impressive,” says BCNU President Gayle Duteil, “but BC spent $19-billion on health care in 2016, so an extra $140-million a year is hardly the renewed commitment we were expecting from Ottawa.” Duteil acknowledges that renewed investments in seniors’ care and mental health are laudable policy initiatives, but argues that predictable CHT funding is the best way to support provincial priorities and ensure the long-term sustainability of BC’s health-care system. “We cannot ignore the fact that this BCNU President Gayle Duteil deal still represents a cut to the overall health-care funding formula that was established as part of the 2004 health Soon after talks broke off, New accord, which provided for annual Brunswick became the first province 6 percent increases in transfers.” to sign a bilateral deal on December Duteil says that BCNU and other 22, with Saskatchewan, Nova Scotia, health-care unions are concerned that Newfoundland and Labrador and PEI bilateral deals will not fund public following soon after, all accepting health care at the levels needed to Ottawa’s take-it-or-leave-it terms of maintain public services. “These deals a reduced CHT rate. By March, all of will likely result in cuts to public the dominos had fallen, with the three health care, further inequality across big hold-outs – Ontario, Quebec and the country and reduce the ability of Alberta – agreeing to Ottawa’s terms. the federal government to uphold the BC’s deal provides for a 4.4 percent Canada Health Act and ensure we’ll all annual increase in health transfers, $1.4-billion in new money over 10 years have access to care.” •

“THIS DEAL STILL REPRESENTS A CUT TO THE FUNDING FORMULA THAT WAS ESTABLISHED IN THE 2004 HEALTH ACCORD.”

UPDATE MAGAZINE • MAY/JUNE 2017

PUSHING FOR PARITY Public service contract bargaining committee members have proposed that the Ministry of Children and Family Development adjust wages to help recruit and retain nurses to care for at-risk youth. From left: Christine Brisebois, Arvita Cotter, Lola Backeland, Lisa Isaac and Karen Edwards.

PUBLIC SERVICE BARGAINING

TIME TO FILL THE WAGE GAP Strike vote sends strong message that government must properly fund care for at-risk youth

URSES WHO CARE FOR at-risk children and youth in programs overseen by the Ministry of Children and Family Development (MCFD) last month voted 82 percent in favour of strike action, sending a clear message that the system of care must be funded properly. They say a significant and growing wage gap between MCFD nurses and those working in the health sector is impairing the ability of smaller institutions like Burnaby’s Maples Adolescent Treatment Centre and the Prince George Youth Custody Centre to attract new grads to fill vacancies. Nurses working at these facilities report that in recent years more nurses have retired or quit than have been hired, jeopardizing the quality and safety of care for children and youth. The strike vote, which affects some 116 nurses employed by the provin-

MAY/JUNE 2017 • UPDATE MAGAZINE

“OUR JOBS ARE QUITE DANGEROUS, WE GET LESS FOR DOING THEM, AND AS A RESULT WE CAN’T ATTRACT NURSES INTO THESE POSITIONS.” Karen Edwards

cial government and covered by the public service contract, was held after attempts to bargain wage parity with BC health authority-employed nurses reached an impasse.

During negotiations earlier this year, the group’s bargaining committee proposed that the employer implement a special recruitment and retention allowance or other similar mechanism to adjust wage rates to help MCFD attract nurses into these vitally important jobs. Unfortunately, MCFD negotiators have refused to go beyond the set wage mandate that nurses argue is insufficient to address the problem, and which will only serve to exacerbate the critical shortage of nurses. “At one level, it comes down to money,” says Maples nurse and bargaining committee member Christine Brisebois. “New hires tend to stay less than a year, because they can make $400 a month more just across the road, and it’s less risky work.” Bargaining committee member Lola Backeland works at Burnaby Youth Custody Services and feels equally frustrated. “Nurses see our situation and they say, ‘I’m not getting myself hurt for that money.’” The current wage gap between the public service and Nurses’ Bargaining Association contracts dates to 2010, when BCNU managed to negotiate an extra lift to keep NBA wages competitive with what nurses could earn elsewhere. That salary lift helped BC

“NURSES SEE OUR SITUATION AND THEY SAY, ‘I’M NOT GETTING MYSELF HURT FOR THAT MONEY.’” Lola Backeland

recruit and retain nurses during a time of shortages, but the gap with public service nurses has only grown and now accounts for that sector’s chronic inability to attract nurses. BCNU members working for MCFD report that many vacancies go unfilled despite repeat postings, and that nurses often find themselves working short and working overtime. “We all know what happens when nurses are forced to work without enough support to respond properly to patient complexity, which this sector deals with every day,” says BCNU President Gayle Duteil. “Safe care suffers and the risk of violence while delivering care grows.” “Government needs to focus on funding the system of care for vulnerable youth properly,” she said. “They have to be able to retain a full complement of nurses, so they can deliver safe, high-quality care that is violence-free.” Today’s situation is totally unsustainable, as nurses are being forced to work excessively long shifts and to frequently forego their family responsibilities and their personal lives in order to fill gaps. Another consequence of the general shortage of nurses is an inability to get time off work for planned vacations or to take compensatory time off, as no replacement nurses are available.

Brisebois is exasperated by the lack of casuals and auxiliaries to replace absences. “If anyone calls in sick, you’re forced to work – and nurses just don’t want to take these jobs, because auxiliaries are required to be available 24-7 and they get paid even less.” The complex nature of the young clients served at these facilities – many have traumatic histories and serious mental health issues – increases the likelihood of on-the-job injury due to violence, especially when nurses are exhausted from working long shifts. “There is zero consideration of safe staffing, and violence prevention is shamefully bad,” reports Brisebois. BCNU has appealed directly to MCFD Minister Stephanie Cadieux to repair this failing system of care by ending the downward spiral of inadequate recruitment and retention. Years of ongoing shortages have had many distorting impacts, including growing waits for services (up to eight months), high rates of sick time and WorkSafeBC claims, as well as lengthy shifts and thousands of hours of unwanted overtime. “We desperately need to come up to the industry standard for licensed nurses, otherwise we’ll never be able to properly staff the system of care for at-risk youth,” says Karen Edwards, a bargaining committee member who works as a shift supervisor at Youth Forensic Psychiatric Services in Burnaby. “Right now, we’re not just earning less, we’re actually falling further behind with each new agreement because the wage gap only grows. “We have the same mandate and education as other nurses, and we provide similar care. The only differences are that our jobs are quite dangerous, we get less for doing them, and as a result we can’t attract nurses into these positions.” •

UPDATE GETS AN UPDATE You’re holding the first issue of our redesigned BC Nurses’ Union Update Magazine. The journal has gone through several iterations over the years, always changing to remain fresh and relevant to our readers. The latest update to the magazine’s look and feel was made to bring the publication closer to BCNU’s new organizational brand. But some things will never change. Update Magazine remains BCNU’s journal of record, keeping members up-to-date on major issues facing nurses. Its success relies on good storytelling based on human interest. It will continue to be a venue for members to read about one another and build bonds of solidarity through a shared understanding of the challenges they face. As always, you’ll get the same award-winning writing and graphic design that has made Update Magazine essential reading for all BCNU members. Any feedback on the new design? Feel free to email our editor: lmacdonald@bcnu.org

UPDATE MAGAZINE • MAY/JUNE 2017

THE VOICE OF BCNU

BCNU lobby coordinators take safe patient care message to provincial election candidates 1

CNU LOBBY COORDINATORS are members who take nurses’ concerns directly to the politicians and policy makers responsible for making the important decisions that affect BC’s health-care system. This spring, lobby coordinators in all of BCNU’s 16 regions were out in force ahead of the provincial election to talk to candidates and lay out our union’s key priorities. Whether talking about violence against nurses, the nursing shortage, maxed-out emergency rooms, the opioid overdose crisis or the lack of funding for seniors’ and mental health services, they said that now, more than ever, is the time for action. Candidates from all parties were asked to support BCNU’s new violence prevention campaign and sign a candidate pledge for a violence-free health-care workplace and promise that, if elected, they would make it a priority to ensure the safety of nurses providing care in communities across BC.

MAY/JUNE 2017 • UPDATE MAGAZINE

Shaughnessy Heights region’s Bal Borchert is one of BCNU’s newest lobby coordinators. She took on the role in February and since then has been one of the union’s busiest representatives, visiting over 20 candidates in the month of April alone. “Candidates have been really receptive,” she says. “It’s been exciting and rewarding to be able to let candidates know what’s going on – some are not as aware of the issues as they should be, so it’s an opportunity to educate and explain that keeping nurses safe means that health care and citizens are safe too.” BCNU Vice President Christine Sorensen is the union’s provincial lobby coordinator, and oversees the efforts of Borchert and others. “Our lobby coordinators stand up for their profession and our public health-care system,” she says. “We believe it’s important that, whomever voters choose, they be held accountable and take nurses’ and other health-care workers’ concerns seriously.” •

THE PEOPLE 8

TAKING THE PLEDGE BCNU lobby coordinators help promote the union’s new violence prevention campaign by asking provincial candidates to sign a pledge committing them to support violence-free health-care workplaces. 1. BCNU Shaughnessy Heights region communication secretary Marilyn Nicholson (second from left) and lobby coordinator Bal Borchert (second from right) with BC NDP Richmond-Steveston candidate Kelly Greene (left) and BC NDP RichmondQueensborough candidate Aman Singh. 2. BCNU Thompson North Okanagan lobby coordinator Debra Moorhouse (centre) and BCNU OkanaganSimilkameen member and Kelowna-Mission candidate Harwinder Sandhu (right) with Juan de Fuca MLA and BC NDP leader and candidate John Horgan. 3. BCNU North East region’s Jackie Nault with Cariboo-North MLA and BC Liberal candidate Coralee Oakes. 4. BCNU Metro Vancouver region lobby coordinator Brooke Raphael (left) and BCNU Shaughnessy Heights region chair Claudette Jut (right) with Mt. Pleasant MLA and BC NDP candidate Melanie Mark. 5. BCNU Simon Fraser region mental health advocate Suellen Larsen with Port Coquitlam Green Party candidate Jason Hanley. 6. BCNU North West region chair Teri Forster with BC Liberal North Coast candidate Herb Pond. 7. BCNU East Kootenay region OH&S rep Nancy Silzer with Kootenay East BC NDP candidate Randal Macnair. 8. BCNU Simon Fraser region lobby coordinator Maria Huertas with Richmond-Queensborough Green Party candidate Michael Wolfe. 9. BCNU RIVA region lobby coordinator Romy de Leon with Richmond South Centre BC NDP candidate Chak Au. 10. BCNU North West region lobby coordinator Marlee Emery with North Coast MLA and BC NDP candidate Jennifer Rice. 11. BCNU Shaughnessy Heights region lobby coordinator Bal Borchert (left) and chair Claudette Jut (right) with VancouverKensington MLA and BC NDP candidate Mabel Elmore. 12. BCNU South Fraser Valley region’s Engel Soliva (left) with Surrey-Fleetwood BC NDP candidate Jagrup Brar. 13. BCNU Fraser Valley region lobby coordinator Jeremy Duenk with Abbotsford-Mission MLA and BC Liberal candidate Simon Gibson. 14. BCNU Okanagan-Similkameen region chair Rhonda Croft (left), Deanna Jerowsky (second from right) and Linda Partington (right) with MLA and BC Liberal Westside-Kelowna candidate Premier Christy Clark. 15. BCNU North West region lobby coordinator Marlee Emery with Skeena BC Liberal candidate Ellis Ross.

UPDATE MAGAZINE • MAY/JUNE 2017

KEEPING

NURSES SAFE BCNU’s violence prevention campaign has convinced politicians to talk about solutions during the provincial election

MAY/JUNE 2017 • UPDATE MAGAZINE

iolence against nurses isn’t a new phenomenon. In fact, it’s something BC nurses experience every day. But BCNU’s violence prevention campaign, which kicked off in mid-March, is sounding the alarm that the number of violent incidents and injuries has climbed significantly over the last decade – and it’s time health authorities and the provincial government give the problem the attention it deserves. BCNU’s 30-second commercial, which hit airwaves on March 13, doesn’t hold back. There are broken glasses, a dramatic 911 call, splattered blood and a crime scene. There’s no question the ad has impacted a large audience. On the day it debuted, members contacted BCNU’s head office to say thank you for shining a light on a problem they’ve been quietly dealing with for years. BCNU President Gayle Duteil was on the receiving end of many of those calls and emails.

She says the positive responses confirmed the campaign’s importance, and why it was essential to deliver the message that violence against nurses must be taken seriously. “I heard from nurses who experienced violence on the job, but felt they could never speak up about it,” she says. “I think for many of us, the commercial really speaks to the problem. I know there are thousands of members who experience violence every single day, but don’t say anything because they think it’s part of the job. It’s time we told CEOs and presidents of health authorities that violence should never be part of a nurse’s job.” The campaign has been widely covered by media outlets across BC, and Duteil has spoken to numerous reporters about the issue. “We were contacted by the media when a man stormed the ER at Royal Inland Hospital in Kamloops brandishing a knife and barricading himself in the triage area,” says Duteil. “The reporters knew about our campaign and of our efforts to curb violence. While no one was physically harmed in that incident, the nurses on duty that day were seriously traumatized. “This is, unfortunately, the reality we are seeing and I think decision-makers are finally beginning to understand how frequently these violent incidents occur.” The campaign’s launch was timed to make violence against nurses a prominent issue during the provincial election. The approach has been multi-pronged, and includes a postcard members can fill out, a candidate pledge BCNU’s lobby coordinators are getting signed and a province-wide radio message. Duteil says the candidate pledge has been a highly effective tool for lobbying politicians. So far, dozens of candidates, from all parties, have signed on and vowed to end violence against nurses if elected. “Our lobby coordinators have been trekking to all corners of this province

and approaching candidates from all parties,” she says. “All three party leaders have signed the pledge, along with candidates from across BC. Not only is the candidate pledge a way to collect support for our cause, but it’s also making politicians accountable. So if they’re elected, they’ve already pledged to do everything they can to address the violence nurses are experiencing.”

“DECISIONMAKERS ARE FINALLY BEGINNING TO UNDERSTAND HOW FREQUENTLY THESE VIOLENT INCIDENTS OCCUR.” BCNU President Gayle Duteil

One of the most important calls that nurses are making is asking for support on amending the criminal code to identify assault on a nurse as an “aggravating circumstance” that judges would be required to consider in sentencing. “This requirement has already been put in place for transit operators and it’s time that nurses were afforded the same legal protections,” says Duteil. BCNU’s website is another platform people can access to learn about the campaign and watch a short message from Duteil. Visitors can take action by signing the online message directed at CEOs and presidents of health authorities, read about the campaign and learn more about the different services available for members who’ve been victims of violence. The campaign is also being featured in BCNU’s current province-wide regional education meetings. The

BCNU MEMBERS IN THEIR OWN WORDS Violence is not part of the job because: “If we aren’t safe, neither are our patients and visitors. Being injured due to violence also never goes away, whether it’s physical or emotional, and can change a life forever.” Heather, Fraser Valley region

“Nurses taking care of patients should be able to do so without fear; it is ridiculous that this kind of stress, fear and emotional impact is actually happening. We need change!” Rebecca, Central Vancouver region

“I did not go to school for four years to get beat up at work. My job is to provide my patients with the best care and I can’t do my job if I am afraid for my safety.” Gina, East Kootenay region

“Nurses have a right to a safe, violent-free workplace. We are at the forefront of caring for your family, neighbours and friends. Protect nurses. Protect health care.” Christine, Central Vancouver region

“I have an eight-year-old daughter who needs her father.” Paddy, Coastal Mountain region

“I am not someone’s punching bag. I did not train to be a nurse to be abused.” Marilyn, Shaughnessy Heights region

UPDATE MAGAZINE • MAY/JUNE 2017

KEEPING NURSES SAFE

packed agenda provides information on the campaign, violence-related statistics and a rundown on the different approaches BCNU is taking to increase awareness. Commercials, media coverage, community engagement and political action are powerful tools, but it’s nurses’ personal stories that have helped make this campaign so effective in such a short period of time. BCNU members across the province have come forward to share their violence-related stories. From an ER nurse in Victoria, a residential care nurse in Prince George and an acute elder nurse in Vancouver, these men and women have all bravely stood in front of television cameras and reporters to explain how on-the-job violence has affected them.

“OUR NURSES’ OWN VOICES HAVE REALLY MADE THIS CAMPAIGN A SUCCESS.” BCNU President Gayle Duteil

It’s something Duteil admires: “Our nurses’ own voices have really made this campaign a success. It isn’t easy speaking up about a traumatic workplace incident. In some cases, there’s the risk of reliving the experience and triggering the episode all over again. “They’ve been hit, kicked, bitten, punched and yelled at. Our members have been very brave to share their experiences, and I thank them for coming forward. I know it will make anyone who has been a victim of violence feel like they are not alone.” •

MAY/JUNE 2017 • UPDATE MAGAZINE

MAKING PROGRESS ON

VIOLENCE PREVENTION EDUCATION

Most workplace violence is preventable, and employers are required by provincial law to ensure risks are eliminated or minimized by focusing on prevention strategies. That’s why BCNU is strongly supportive of the provincial violence prevention education sponsored by the health authorities. This is an educational opportunity for nurses at health-care worksites across BC to acquire the latest in violence prevention techniques. It is now being made available as employers hasten to fulfill their obligations under the terms of a memorandum of understanding (MOU) on workplace violence prevention that was negotiated as part of the 2014-2019 Nurses’ Bargaining Association (NBA) collective agreement. The MOU commits the health ministry and employers to “undertake a gap analysis in consultation with the NBA of violence prevention and Code White training for designated high- and medium-risk sites in accordance with the requirements developed by the Provincial Occupational Health and Safety and Violence Prevention Committee.” A training plan based on this anal-

ysis is now in place, and employers have until June 30 to complete staff training. This offering is intended to reach out to nurses who have not previously completed the Provincial Violence Prevention Curriculum (PVPC). Most important, this education is: • Compulsory in-service training for all nurses that includes paid time off work (even if taken during a nurse’s off-hours) • Subject to replacement so positions are backfilled and patients and co-workers aren’t disadvantaged • The employer’s responsibility – they must contact those nurses who are new to nursing, or new to a high-risk service area. Managers should be scheduling these sessions immediately in order to meet the June 30 deadline requirement. Any member who feels they aren’t hearing about local opportunities, or who has been told they must take this training on their own time, should contact their steward immediately to ensure their leave is paid and their work is backfilled. •

BCNU’s VIOLENCE SUPPORT

NUMBERS THAT MATTER Violence in the healthcare workplace

% 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.

% 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 workplace 24/7 trained security at certain sites:

95% of nurses agree.

Tougher sentences if anyone criminally assaults nurses:

86% of nurses supportive.

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

95% of nurses agree.

Provincial system to keep track of violent patients:

70% of nurses agree.

Source: Violence Against Nurses Campaign Baseline Research. Mustel Group, 2017

HOTLINE IS WORKING But if you experience workplace violence, it’s critical to first notify your supervisor, the Workplace Health Call Centre and WorkSafeBC

The innovative Violence Support Hotline BCNU launched in October 2015 continues to provide an invaluable service to nurses who have been assaulted while delivering care. More than 200 nurses have used the hotline to get immediate access to a trained trauma counsellor – 24 hours a day, seven days a week. Whether or not a workplace assault results in physical injury, ready access to a skilled practitioner can play a positive role in helping counter the psychological impacts of aggression. The chance to discuss personal reactions in a supportive context after a violent experience often helps victims cope with the effects, which can be as severe as post-traumatic stress disorder. “Ready access to trauma counselling was missing from the workplace process for dealing with the aftermath of violence,” says Adriane Gear, BCNU Executive Councillor for health and safety. “Nurses need the chance to share their immediate feelings in a totally supportive environment, to help them come to terms with what just happened to them.” A survey of nurses who have used BCNU’s Violence Support Hotline revealed that it has helped a majority feel validated and listened to. But accessing the hotline is neither the first thing you should do following an

incident, nor does it substitute for any of the steps you must take first. Here’s what to do if you experience workplace violence: • First, notify your supervisor/manager. • Next, seek first aid or medical attention, as needed. • Then, report the incident using the Workplace Health Call Centre: 1-866-922-9464 (Note that members at affiliate sites do not have access to the reporting call centre and must report violence using their own report processes). • Next, start a WorkSafeBC claim by calling Teleclaim (1-888-967-5377). • Then, call BCNU Violence Support Hotline and speak with a trained trauma counsellor 24/7 (1-844-202-2728). • Next, tell your BCNU rep on the Joint OH&S Committee. • Next, participate in the violence investigation with your BCNU rep. • Finally, talk to your manager about how to access Critical Incident Support at your workplace. All violent incidents, including near misses, should be reported so the circumstances leading to them are fully documented. Reporting is necessary in order to establish a WorkSafeBC claim, but also to ensure that the statistical picture of violence in health care is more complete than it is at present. It is also the first step in assessing what can be done to minimize future risks. Violence prevention plans need significant improvements right across the province, and BCNU is actively campaigning to make that happen. •

UPDATE MAGAZINE • MAY/JUNE 2017

KEEPING NURSES SAFE

VANCOUVER ISLAND

STANDING UP FOR

SAFE PATIENT CARE Groundbreaking policy grievance mandates far-reaching violence preparedness changes HANDS ON Staff at St. Joseph’s Hospital in Comox refused to accept unsafe working conditions at their workplace and were successful in securing a settlement with their employer that now sees 24-7 hands-on security at the facility. From left: Diane Gaudet, Sabina Acheson, Lori Buchanan, Deidre Knudson, Ray Hawkes, BCNU executive councillor for health and safety Adriane Gear, Wendy Harkies, Shelly Gauvreau, Shanyn Simcoe and Sarah Donaldson.

Nurses at St. Joseph’s General Hospital in Comox are feeling a lot more secure at work now that their employer has agreed to hire properly trained, roundthe-clock “hands-on” security personnel to oversee high-risk areas in the facility. The introduction of Protection Services Officers (PSOs) was one of the final outcomes of a BCNU grievance filed in November 2015. The grievance, known as a Single Employer Policy Dispute (SEPD), was prompted after a series of violent incidents exposed numerous gaps in St. Joseph’s security plans. The union argued the employer had failed “to put appropriate measures

MAY/JUNE 2017 • UPDATE MAGAZINE

in place to secure a safe and healthful workplace,” and recommended priority actions to remedy the situation. These included upgraded security, a coherent Code White protocol, adequate training for staff, properly functioning duress alarms and correct reporting practices.

A HISTORY OF VIOLENCE

Nurses’ concerns about inadequate security and the overall lack of preparation for violent incidents at the aging Catholic hospital date back to the introduction of a regional Psychiatric Intensive Care Unit (PICU) over a decade ago. BCNU members say that, despite the rising incidence of violence and nearmisses in recent years, hospital man-

agement continued to focus on written policies rather than taking practical steps to reduce the risk of injury from violence at work. Chief concerns focused on security services that were not required to be hands-on when dealing with violence and a confusing Code White procedure that relied on staff to physically manage violent incidents. The SEPD was settled in February, and the terms of the settlement now provide for vastly improved onsite 24-7 security and a Code White policy that provides nurses with Advance Team Response training but does not require them to intervene physically when dealing with aggressive patients. “Staff have been very concerned that a major incident was just around the corner,” says St. Joseph’s joint

occupational health safety committee (JOHSC) member Deidre Knudson. “Having a regional psychiatric unit and a busy ED but only hands-off security and a confused Code White procedure was just a recipe for nurses to get hurt.” St. Joseph’s nurses report that managers’ persistent refusal to fully address the risk of workplace violence spawned fear and apprehension among staff, and many realized that a Code White policy which relied on housekeepers with minimal security training meant that it was only a matter of time before someone was seriously injured. “Past experience with aggressive patients showed us just how confusing the Code White procedure was during a violent incident,” says Knudson. “There was no role-clarity and no coherent plan of action about who would do what if an aggressive patient had to be dealt with, because process and policies had changed numerous times without adequate interactive training.” Local nurses and BCNU leaders are hailing the SEPD settlement as a major win for violence-free health care, crediting persistent local actions and staff solidarity at JOHSC meetings, the hospital board and beyond for driving the changes. “We were getting stonewalled routinely at the JOHSC, denied access to information and not allowed to play the role set out in the regulations,” recalls Knudson. “But we refused to give up on the process, and we used every tool available to document the risks, from filing PRFs and grievances to calling WorkSafeBC and even taking our case to the hospital board.” In 2016, after a nurse had exercised the right to refuse unsafe work in a Code White situation, the ensuing WorkSafeBC inspection resulted in multiple compliance orders being issued to St. Joseph’s. But staff say that despite the order neither security services nor the Code White protocol were modified. “St. Joseph’s always pointed to its

extensive written policies as proof of its commitment to safety,” says Adriane Gear, BCNU’s executive councillor for health and safety. “But on the ground, they pretty much ignored their obligation to develop effective procedures and arrangements to fully protect the nurses delivering care.”

TANGIBLE RESULTS

In the end, the pressure applied at every level led St. Joseph’s to negotiate a resolution of the SEPD grievance. In addition to mandating at least two fully trained PSOs on duty 24-7, the settlement requires St. Joseph’s to “maintain staffing levels to sustain Code White responders” and to schedule Code White teams based on actual rotations, with “all staff to know who the response team is, every day of the week.”

“WE REFUSED TO GIVE UP ON THE PROCESS, AND WE USED EVERY TOOL AVAILABLE TO DOCUMENT THE RISKS.” Deidre Knudson

Additionally, nurses will now receive Advanced Team Response training from Island Health. This does not mean nurses will intervene physically. Rather, the training ensures team cohesion and understanding when incidents occur. The settlement also improves staffing to help reduce the risk of violence, with baseline staffing in the ER increased to ensure that RNs are on duty 24-7. There is also explicit agreement that when patient demand rises over capacity, the employer will call in additional nurses to meet acuity, skill mix and other needs identified in Appendix QQ of the Nurses’ Bargaining Association

collective agreement. Additionally, the employer agrees that all staff who are expected to provide break relief in the PICU will now receive proper orientation prior to being assigned. The workplace JOHSC is also to be revamped to make it more functional in helping prevent injuries and reducing the risk of violence as intended under workplace safety regulations. All JOHSC members are to receive joint training to establish a common understanding of their roles, duties and functions, and an Island Health safety advisor is to be assigned to assist both parties in carrying out their responsibilities. Other important changes as a result of the SEPD settlement include a revised patient search policy that assigns search responsibility to PSOs rather than to nursing staff in order to better respect the nurse/client relationship. Despite these significant improvements, all parties agreed that rectifying the duress alarm malfunction problem was unduly expensive, given that St. Joseph’s is slated for replacement by a new Comox Valley Hospital this fall. Instead, the employer has agreed to install panic buttons at locations determined by the JOHSC as an interim measure. BCNU also agreed to make a one-time contribution of $75,000 towards the cost of providing Island Health protection service levels. This funding will be drawn from money allocated under the terms of the NBA collective agreement that was put aside to fix safety problems at high-priority worksites. BCNU’s contribution was conditional upon protection services being upgraded immediately. Gear says she’s proud of the hard work and tenacity of the members at St. Joseph’s. “The positive outcomes for workplace safety flowing from this settlement could have implications for similar improvements at many other high-risk sites across BC.” •

UPDATE MAGAZINE • MAY/JUNE 2017

FEATURE

NORTHERN

LIGHTS BCNU North West region members stand up for northern residents’ equal access to safe patient care

MAY/JUNE 2017 • UPDATE MAGAZINE

NURSES MARCH! North West region’s Morgan Pellow leads a spirited group of BCNU members through Smithers on March 23.

rom permanently vacant lines and chronic overtime to never-ending overcapacity, the staffing problems facing our health-care system are all too familiar to working nurses everywhere. Today, BC is experiencing its worse nursing shortage in over 20 years, and that means health employers are more challenged than ever when it comes to recruiting and retaining the staff required to deliver safe patient care. Hiring and educating more nurses must be a top priority in order to create

the working and practice conditions needed to attract nurses to all communities in BC. And that’s just the beginning. Additional and ongoing supports and incentives must be in place to ensure nurses stay connected and committed to their communities and their patients throughout their careers.

SAFE CARE FOR ALL BCNU members in the North West are drawing attention to the need for investments in rural and remote health care. From left: Lindsay Page, Samantha Martin, Ellen Christison and Beth Marko.

In the meantime, nurses are feeling the strain. And many of the problems faced by our members in large urban centres – where the majority of British Columbians live and nurses work – are magnified in rural and remote communities. For BCNU, the issue is an important one, and certainly not new for regions of the province with many rural or remote communities. BCNU has tabled several policy proposals to address our members’ concerns. Most recently, we presented a comprehensive report to the provincial government’s allparty Select Standing Committee on Health. It outlined our position: all British Columbians deserve access to high-quality health-care services and trained health workers when they need it, no matter where they live (see sidebar on page 24). “I hear our nurses asking for advocacy and help from policy makers to ensure all northern residents receive the same care as those living in large urban centres,” says BCNU North

PHOTO BY PETER HOLST

UPDATE MAGAZINE • MAY/JUNE 2017

FEATURE

West region chair Teri Forster. “Northern nurses work tirelessly to help our patients and community members receive the same access to services – but nurse recruitment and retention is a major issue in northern communities.” She says nurses’ frustration was the catalyst for a rally held in downtown Smithers on March 23. BCNU North West region members had gathered for their semi-annual meeting. They were there to draw attention to the challenges facing nurses in the North West and other BCNU regions where many members work outside of major urban centres. The group took the opportunity to march through the town’s main street to the offices of MLA Doug Donaldson. “Safe patient care! Because your address shouldn’t dictate the medical services you receive!” was one of the rallying calls that came from Forster and dozens of other nurses who travelled from Kitimat, Terrace and rural North West region communities to send their message to the provincial government and Northern Health Authority (NHA) representatives.

WALKABOUT BCNU Vice President Christine Sorensen meets with members at Wrinch Memorial Hospital in Hazelton. From left: Jennifer Smith, BCNU North West region chair Teri Forster, Sorensen, Maureen den Toom, fourth-year nursing student Emily, and Jean West.

MAY/JUNE 2017 • UPDATE MAGAZINE

We have many vacancies and we need to keep the experienced nurses we have.” BCNU North West region chair Teri Forster

An adequate number of nurses is essential for the delivery of healthcare services in rural areas, yet the nurse-to-population ratio in northern BC and other parts of the province outside of major urban centres remains low. Fewer nurses delivering care means health employers continue to rely on expensive agency nurses to cover unfilled shifts or vacancies. Rally participant Richard Tarenta has worked at Kitimat General Hospital for the past two years. He has seen agency nurses arrive for short stints to fill the three full-time lines he says have been vacant on and off for years.

REGULAR STAFF WANTED Kitimat’s Richard Tarenta says three full-time lines at his workplace have been vacant for years and are only filled using agency nurses.

“We’re grateful to have the shortterm help, but it can also be very frustrating. In addition to doing the job I’m hired to do, we have to orientate the agency nurses on an on-going basis,” he explains. “Not to mention that these nurses who fly in temporarily are getting premiums we don’t receive. If we were training them because they were staying, it might feel like it’s worth it.” Hazelton nurse Betty Thomsen also attended the rally. She’s the main worksite steward at Wrinch Memorial Hospital, and has been helping members deal with their challenges for years. “I’ve been working with agency nurses for almost my whole 15 years there, but we really started using agency nurses steadily beginning in about 2005, especially for vacations and leaves,” she says. “I’m quite happy to have any relief I can get, even on a short-term basis. But when different

UNITED VOICE BCNU members fill the streets of Smithers on March 23. The group gathered there for the BCNU North West regional meeting, where members met to discuss the unique challenges faced by nurses working in northern and remote communities. Top right: BCNU Vice President Christine Sorensen leads the group. Bottom right: Jordie Laidlaw takes his message to the public.

agency nurses arrive every few weeks, we are left filling them in about where equipment and supplies are, and what the patient make-up is like in a community where we care for every type of condition that walks through the door.” Forster says various incentives could be ramped up to help attract full-time nurses and avoid the use of agency nurses. “We want education, housing and travel allowances to help attract and retain nurses in the North,” she told BCNU members and supporters at the Smithers rally. “We have many vacancies and we need to keep the experienced nurses we have. Without a focused effort to address the critical staffing crisis, nurses cannot provide safe care.” BCNU Vice President Christine Sorensen also attended the rally. She has spent much of her career working as a community nurse in BC’s Interior,

and knows the reality of rural and remote nursing first-hand. “Today in Atlin we have a health centre running with one nurse,” she reported. “Atlin should have three nurses and a doctor and it currently has one nurse, and no doctor. This is unacceptable! The residents of the North deserve better care.” Sorensen also told members BCNU strongly supports incentives like housing and education allowances to help attract nurses to the North and encourage those who are already there to stay. Nurses also cited many personal and family considerations – in addition to staffing and practice conditions – that influence their decision to relocate to a rural area, such as employment for spouses or education for children. Tarenta acknowledges there might be limited career opportunities in Kitimat for a spouse of a nurse, or young nurses who want to advance their practices.

“We need Northern Health to consider ‘out-of-the box’ thinking for recruiting and retaining individual nurses,” he says. “Some of us have discussed healthy living incentives like community recreation centre memberships for long-term service – not just a pin.” For Dease Lake nurse Anna Fritch, a lack of housing was the biggest barrier to returning to work in her hometown of Dease Lake after spending 10 years at a major hospital in Vancouver. “I was offered a position,” she says, “but had to turn it down, as there was no housing available.” She says the community’s health centre has had at least one vacancy since September 2015 and both RN lines were vacant for a portion of 2016. She finally accepted a position when a spot in an NHA-owned house became available. Relief for Fritch and the site manager over the last year has come from a casual nurse who knows the facility and flies in for two-month stints, separated by six-week periods spent out of town. But Fritch says she’s been advocating for more staff housing since she arrived, arguing the NHA would

UPDATE MAGAZINE • MAY/JUNE 2017

FEATURE

RECRUITING AND RETAINING NURSES IN RURAL AND REMOTE COMMUNITIES BCNU provides the solutions likely be unable to fill the other Dease Lake vacancy until housing was found – and she was right. “I just learned that my manager interviewed and hired a new nurse,” she reports, explaining that the health authority leased a house Fritch will now rent, which freed up space in the NHA-owned house Fritch was renting previously, making room for a new nurse to come to the community. Sorensen says a housing incentive makes it easier for nurses to decide to locate to rural and remote areas, and that this is just one of the solutions needed to help fill the vacancies that are causing extra stress for

nurses who already call the North their home. “BCNU has made its recommendations to the government. Now it’s time for it to act, so health employers can recruit and retain the nurses our communities need.” At the rally, the boisterous group of BCNU members made sure that Victoria heard their voices. “We are rallying to tell the government of BC, and the health authority, to provide safe patient care for all the citizens in northern BC,” said Forster. “Recruitment and retention is not the only problem facing health care in the North, but addressing it is essential to providing safe care for all.” •

STEWARD TRAINING DAY BCNU North West stewards share resources on how to best advocate for members in their region. Top left: Diana Oliveira, Roxanne Fitzsimmons and Ellen Christison. Bottom left: JoAnne Ratchford and Scott Smith. Top right: Taryn Opel and Kate Fodor. Bottom right: Dennis Thomsen, Betty Thomsen and Shiwani Gupta.

MAY/JUNE 2017 • UPDATE MAGAZINE

Investing in nurses is a cost-effective long-term strategy for comprehensive and sustainable rural healthcare services. That was a key message in BCNU’s 2015 submission to the provincial government’s all-party Select Standing Committee on Health. The committee works to identify potential strategies to maintain and improve BC’s health-care system. For each parliamentary session, it invites submissions based on an annual mandate. During the spring 2015 legislative session, the committee asked: “How can we improve health and health care services in rural British Columbia? In particular, what long-term solutions can address the challenges of recruitment and retention of health care professionals in rural British Columbia?” BCNU’s report to the committee stressed that policy makers can employ nurses’ expertise in order to deliver health-care services in rural areas. But an adequate number of nurses is essential if this is to happen, and health facilities in rural areas face challenges recruiting and retaining nurses. BCNU has proposed a number of solutions to address this challenge. This includes: • Offering incentives to recruit nurses to rural areas, similar to those provided to doctors. Incentives make it easier for nurses to make the decision to locate to rural and remote areas by compensating for the lack of family and career supports and general amenities available in urban centres. • Supporting rural nurses in working to their full scope of practice. This would increase job satisfaction, which assists in recruitment and retention and provides better care for patients. • Developing regional float pools for nurses in order to replace and reduce the need for expensive agency nurses while guaranteeing full-time hours and adequate compensation for the life disruption that comes with increased travel away from home. • Investing in training and education that can assist nurses in rural emergency facilities obtain and maintain skill sets and competencies that directly impact the quality of care they provide. • Providing personal and professional support to rural health workers in the form of career development programs and public recognition measures such as rural health days. There is no question that investing in nurses will improve rural health care. The challenge now is to ensure that nurses’ voices are heard.

I have seen more as a nurse here, and am using more of my skill base, than when I worked in my casual obstetrics role in Penticton.” Sarra Smeaton

MAKING THE

MOVE

Grants from BCNU and the Northern Health Authority are aimed at helping recruit nurses for hard-to-fill positions in rural and remote communities STARTING A CAREER AFTER nursing school, or beginning another chapter in mid-career, often involves moving and settling into a new community. It’s not an easy transition. For example, there are numerous financial challenges, such as transportation, food and housing costs that come with relocating to a rural or remote community. In recognition of those difficulties, BCNU and the Northern Health Authority (NHA) worked together to establish a northern remote grant for external hires and internal casuals willing to relocate for listed full-time positions. The grants are the result of the 2015 provincial staffing grievance settlement that stemmed from the thousands of grievances nurses filed after health employers failed to honour the terms of the 2012-2014 Nurses’ Bargaining Association contract. The settlement included the creation

NORTHERN NURSES Anna Fritch (left) and Sarra Smeaton took advantage of new grants to facilitate moves to Dease Lake and Tumbler Ridge.

of a new incentive program aimed at helping to recruit nurses for hard-to-fill positions. The NHA provides nurses with a $10,000 grant in return for a guarantee of a minimum of three years’ service. The health authority will in turn guarantee full-time employment for five years. BCNU Council agreed to provide an additional $5,000 per nurse, for as many as 25 hard-to-fill hires. Those two grants are intended to make it easier to attract nurses into smaller, rural and remote communities and to offset the lack of local professional development opportunities. NHA covers an area of nearly 600,000-square kilometres (larger than France), and is responsible for delivering health services to 50 facilities in over two dozen communities. For Anna Fritch, the innovative grants were an added incentive that helped convince her to return to her hometown of Dease Lake, located in northwest BC. “I am a single mom by choice and childcare is something I couldn’t afford while living in an urban centre,” says Fritch, who spent 10 years delivering care on a medical unit at Vancouver’s St. Paul’s Hospital. “When I was visiting my parents,” says Fritch, “I spoke to the nurse in Dease Lake who was very supportive of me applying for a vacancy.” But finding a home in the town of 350 people was her biggest challenge. “I would have moved sooner, but there is little opportunity to purchase or rent in Dease Lake.” She finally relocated last

year after another nurse left and the NHA helped her secure a home in the remote community. In addition to the $5,000 BCNU grant and the $10,000 NHA grant, the health authority has also agreed to provide up to $2,000 a year for professional development (up to a maximum of $8,000). Before relocating up north, Fritch personally paid to take the “RN First Call” program at the University Hospital of BC in Prince George to help prepare her for delivering rural urgent care in Dease Lake. “My 10 years of nursing didn’t fully prepare me for the tremendous variety of care required and the high-level trauma,” admits Fritch. “I have now tended to everything from sore throats and two premature baby deliveries to an aneurism and a wide variety of astonishing workplace injuries.” Sarra Smeaton, who graduated from nursing school two years ago, says the grant was a major motivator for moving from her job as a casual in Penticton to holding the only full-time nurse line in Tumbler Ridge. “Since relocating,” she says, “I have been able to help clear up my student loans, secure stable full-time work and do more overtime than I ever imagined.” Both Smeaton and Fritch admit there are several issues for nurses to consider before relocating to a rural community. For example, although Fritch grew up in Dease Lake, she had to adjust to losing the privacy she enjoyed in Vancouver. “One patient,” she says, “came to my house while I was away, and my dad set him up with a mug of tea and soaked his foot in salt

UPDATE MAGAZINE • MAY/JUNE 2017

FEATURE

water until I got there.” Smeaton says she now has to drive three hours roundtrip to Dawson Creek or five hours to Grande Prairie and back to find affordable groceries. She also misses ethnic restaurant food choices, which are hard to come by in Tumbler Ridge, a town with 1,900 people. But she quickly adds that many changes have been positive: “I wasn’t a hiker before I came to Tumble Ridge last year, and now I have hiked in to see glacier-fed lakes and waterfalls.” Another advantage of working in a rural community, says Smeaton, is the opportunity it offers her to use a wide variety of nursing skills. “I have seen more as a nurse here, and am using more of my skill base, than when I worked in my casual obstetrics role in Penticton. My assessment skills have sharpened, because anything at any time can walk through our doors.” Smeaton also spent time getting certified in Advanced Cardiac Life Support and organizing an educator to provide a Canadian Triage Acuity Scale authorized course. She is looking forward to accessing the NHA educational grant to further her interest in obstetrics and public health. “BCNU remains committed to improving the incentives available to nurses willing to tackle hard-to-fill positions in all rural and remote communities in BC,” says BCNU President Gayle Duteil. “The grants we’ve been providing in tandem with the NHA definitely move us in the right direction. But a lot more needs to be done to make working in rural and remote communities more attractive to nurses.” •

NURSE AT

CITY HALL

Terrace nurse Michael Prevost is at the forefront of the northern city’s push to replace aging regional hospital NURSE AND TERRACE CITY COUNCILLOR Michael Prevost says the northern community desperately needs a new hospital to replace the aging and inadequate Mills Memorial Hospital. “Our current antiquated facility, which was built in 1961, must be replaced,” says Prevost. “For example the OR is too small. The nearest MRI is currently located in Prince George. It’s difficult to address infection prevention and control standards. It is not adequately designed to care for the aging ALC patient population. And, ultimately, it is challenging to maintain patient privacy and promote safety and security – which increases the risk for violence in the workplace. “Ideally, we want our new hospital to be designated as a regional trauma centre,” explains Prevost, who has worked in home and community care in Terrace for the past five years and served on city council for three years. Prevost is far from a lone voice on this issue in Terrace, which has a population of 12,000. A petition, already signed by over 1,000 citizens, calls for the construction of a regional hospital with trauma services to serve a catchment area with 80,000 people. “The nearest trauma centre is in Prince George,” states the petition. “This means

MAY/JUNE 2017 • UPDATE MAGAZINE

The OR is too small. The nearest MRI is currently located in Prince George. It’s difficult to address infection prevention and control standards.” Michael Prevost

critically ill and injured residents may need to travel up to 14 hours to receive advanced care. The financial and emotional cost is high. “All surrounding communities would benefit from a new facility. Specialist satellite offices can stem out into surrounding communities and increase the quality and quantity of medical services available to all.” The provincial government has long refused to plan and finance a replacement facility. But BC Finance Minister Mike de Jong announced on February 28 – just months before the May 9 provincial election – that “the new budget supports funding a new hospital in Terrace.” But just as the community was getting excited that a new regional hospital would finally be built, local government leaders rejected a demand by the Northern Health Authority to increase their percentage of the proposed facility’s construction costs. Directors of the North West Regional Hospital District, which is responsible for the delivery of health-care services under the jurisdiction of Northern Health, had agreed to pay no more than 20 percent of the cost, but were then asked by the health authority to increase the commitment to 30 percent. Prevost, however, remains optimistic a new regional facility with trauma services will be built. “I trust the regional hospital district directors have their citizens’ best interests at heart. In my opinion, they will be able to make better decisions once the business case is completed.” In the meantime, Prevost and other BCNU members in the community will continue to advocate for the investments needed to endure safe patient care for the residents of Terrace and other northern communities. •

BEGINNING A NEW CHAPTER Recent Vancouver Community College grads Anita Azad, Alisa Nand and Viktorija Glambinskaite are three of the 28 students who graduated this spring from a BCNU-funded RN bridging program.

BRIGHT

FUTURES

he need for skilled and empowered nurses is more important than ever. In BC alone, some 30,000 nurses will be needed by 2025 to replace existing nurse positions and fill new openings created as a result of population growth. The BC Nurses’ Union is committed to ensuring these positions are created and filled so that practice and working conditions meet our members’ needs. A big part of this effort involves working with nursing students. Whether it’s assistance with education funding or supporting advocacy and activism, BCNU is committed to helping students succeed. This feature contains interviews with a number of students who have been supported on their nursing journey. They’re the future of BCNU, and the union will be there to protect their rights and support their practice, whether today or in 2025.

UPDATE MAGAZINE • MAY/JUNE 2017

BRIGHT FUTURES

BRIDGE TO THE FUTURE BCNU-SPONSORED STUDENTS GRADUATE FROM INNOVATIVE RN BRIDGING PROGRAM AT VANCOUVER COMMUNITY COLLEGE IT’S BEEN ABOUT 18 months since BCNU’s Update Magazine profiled 28 LPNs enrolled in an innovative RN bridging program at Vancouver Community College. Twenty-six of those LPNs, whose tuition was paid for by BCNU, recently completed their final classes and are now eagerly preparing to launch new careers as registered nurses. One of the hard-working BCNU members enrolled in the bridging program is 28-year-old Viktorija Glambinskaite. She says the VCC program turned out to be even better than she had hoped. “I’ve just completed my preceptorship at Vancouver General Hospital,” she says, “and I’m really looking forward to working as a registered nurse.” Glambinskaite, whose family emigrated from Lithuania 14 years ago, says she is the first of the three children in her family to earn a bachelor’s degree. “It’s been my dream for years to become a registered nurse – even when

I was in high school. And after finishing high school I completed all of the prerequisites for the RN program, so I’d be ready to start nursing school as soon as an opportunity came up.” But Glambinskaite, like many aspiring nurses, wanted to begin working as soon as possible and enrolled in an LPN program at Sprott-Shaw College. After spending several years delivering care as an LPN, Glambinskaite was elated to learn that BCNU would pay the cost of her tuition to become an RN. “The funding from BCNU really helped,” she says. “I would have done it anyways, but having my tuition paid for made it much easier.” Funding for the VCC LPN/RN bridging program

came from the April 2015 provincial staffing grievance settlement reached between the union and provincial health employers. BCNU targeted $1 million of the total amount on several LPN education initiatives. For example, a large portion of the $1-million award provided LPNs with $1500 educational bursaries. Another part of the award helped BCNU pay the full cost of tuition for 28 LPNs enrolled in the RN bridging program at VCC. Glambinskaite recently completed her 360-hour preceptorship program at Vancouver General Hospital in thoracic surgery and was an Employed Student Nurse at Surrey Memorial Hospital’s emergency room. She says both programs “complemented each other,”

“I learned the importance of using my voice as an advocate – for myself, my patients and other nurses.” Anita Azad

MAY/JUNE 2017 • UPDATE MAGAZINE

and were positive learning experiences. Anita Azad is also looking forward to working as an RN after she and her classmates finally graduate from VCC in June. In 2008, she graduated as an LPN from the University of the Fraser Valley, and worked at Abbotsford’s Menno Hospital and Abbotsford Regional Hospital and Cancer Centre before enrolling in the VCC bridging program. Azad say the course went by very quickly. “I completely enjoyed it,” she says. “Sometimes it was hard to see the light at the end of the tunnel. But I had a great preceptorship with Burnaby Public Health, vaccinating babies, visiting schools, doing home visits with new moms and more. I learned so much from the nurses I worked with. They were very encouraging.” Azad now hopes to pursue a career as an RN in community nursing and public health. She is also planning to work as a volunteer nurse in Nepal in October. “It will be for 10 intense days near Katmandu. I’ll be educating children and adults and it will give me an introduction to rural nursing. “It’s taken me nine years to become an RN,” she says, “but it was all worth it.” Alisa Nand graduated from VCC’s LPN program in 2011. Like her fellow students, Nand was thrilled continued on page 30

BCNU STUDENT LIAISONS CULTIVATING TOMORROW’S LEADERS FOR ANY SUCCESSFUL organization, it’s important to identify future leaders and members who are drawn to and understand the group’s mission and values. For BCNU, one of the best ways to achieve that is to start early and reach out to nursing students in order to help them understand the important role BCNU plays in their careers and their practice, and how the union fits into a working nurse’s life. BCNU’s innovative student liaison program is one way the union connects with nursing students while cultivating the leadership skills needed to better serve members today and in the future. The student liaison program matches an elected BCNU regional chair with nursing schools across the province. Each class elects one or more volunteer students to liaise with the chair at least four times each year. The student liaisons gain invaluable leadership and development opportunities while serving as a resource for their classmates. Linda Yang has one year left to serve as a BCNU student liaison. But the 24-year-old is already hoping to become a worksite steward after graduating from BCIT as a registered nurse in 2018.

POSITIVE EXPERIENCE Prince George’s Matthew Ollech (centre at back) participates with classmates in last year’s Run for the Cure. Ollech graduated this year and is moving to Nanaimo to begin his nursing career.

“I’ve really learned a lot about how the union operates and how to speak out and be an advocate for nurses and patients.” Linda Yang

“I’ve enjoyed being a student liaison,” says Yang. “I’ve attended union meetings and a student nurses’ conference in Winnipeg. I even took an educational workshop at BCNU before becoming a student liaison that inspired me to get

more involved. “I’ve really learned a lot about how the union operates, the importance of knowing how the contract language actually works, and how to speak out and be an advocate for nurses and patients. After I graduate I

really want to stay involved with BCNU.” University of Northern BC nursing student Matthew Ollech recently stepped down after serving two years as a student liaison, because he has graduated and will soon be moving to Nanaimo to launch his professional career. “It was a real positive experience,” says 28-yearold Ollech about the two years he spent representing his classmates as a student liaison. “I enjoyed attending regional meetings in Prince continued on page 30

UPDATE MAGAZINE • MAY/JUNE 2017

BRIGHT FUTURES

BRIDGE TO FUTURE continued from page 28 to enroll in the RN bridging program and have her tuition paid for by BCNU. “I’d already been on the waiting list for a bridging program,” she says. “In fact, as soon as I started nursing as an LPN, I regretted not becoming an RN. There are just so many more areas of practice open to registered nurses.

“I met so many wonderful people and now I have some great friends for life.” Viktorija Glambinskaite

“I learned a lot during my preceptorship at Surrey Memorial Hospital’s emergency room,” says Nand. “It really prepared me to work in the ER and that’s what I want to do after graduation.” Nand was impressed with the bridging program’s classes, teachers and students. “There was always a good workload, and I knew that it would be intense. But I found the first term to be the toughest and that things slowly got easier after that.” The innovative VCC bridging program ran from Monday to Thursday, leaving students with three full days off without classes each week.

Nand says the flexible school schedule allowed her the time to work “at a serving job after school and on weekends. It really helped financially.” Glambinskaite says she also appreciated the three days off each week. “There was a lot of material to cover in a short period of time,” she says. “So it definitely helped having those three days off to focus on studying and working. I was able to work throughout the program, which turned out well financially, and I had enough time to study.” “One of the most critical things I learned during the program,” says Azad, “is the importance of using my voice as an advocate – for me, my patients and other nurses.” Nand says she highly recommends the VCC RN bridging program. “If you’re interested in a bridging program, or any other program, you should just apply,” she says. “It will definitely pay off. In fact, I want to continue with my studies. One day I hope to get my master’s degree.” Glambinskaite says another long-term benefit of the program was getting to know her fellow students. “I met so many wonderful people, and now I have some great friends for life. “I really hope BCNU can offer a similar program again for other members,” she adds, “because there are really a lot of truly amazing nurses just waiting to further their education.” •

MAY/JUNE 2017 • UPDATE MAGAZINE

CULTIVATING TOMORROW’S LEADERS continued from page 29

MODEL LEADER Linda Yang’s experience serving as a BCNU student liaison has her thinking of becoming a worksite steward after she graduates next year.

George and learning from experienced nurses about the major workplace issues facing nurses today. “I passed along the info I learned from BCNU to my fellow students, and I encouraged them to attend meetings and sign up as BCNU student members.” Lyanne Lamanilao says being a student liaison at Kwantlen University helped her become more aware of what’s going on in the nursing profession. BCNU Council members usually try to visit each nursing class around the province once a year. Lamanilao, who is graduating this

year, says the annual visits at Kwantlen were popular with students and a positive way for BCNU to connect with young nurses. Lamanilao, 28, also attended South Fraser Valley regional meetings and volunteered at the BCNU booth at the annual Vaisakhi parades. “We did blood pressures, blood glucoses and client education,” she says. “It was so interesting to talk with them about their problems. I enjoyed being out in public with other nurses.” Yang, Ollech and Lamanilao were among the BCNU-sponsored student liaisons who

BCNU STUDENT LIAISONS CONNECTING WITH CLASSMATES Is it a role for you?

CONNECTED NURSE Lyanne Lamanilao says being a student liaison at Kwantlen University helped her become more aware of what’s going on in the nursing profession.

attended the Canadian Nursing Students’ Association’s annual conference in Winnipeg in January 2017. “It was extremely interesting to meet with students from across the country,” says Ollech. “We all face many of the same issues, like workload and violence, but it was fascinating to hear the view of students from Quebec on issues like the NCLEX-RN exams.” Ollech also notes that the student liaisons benefited greatly from the knowledge and experiences of the BCNU members who attended the confer-

ence, including South Fraser Valley co-chair and Council student liaison representative Michelle Sordal. “Having the opportunity to work closely with our future nurse leaders is really exciting for me,” says Sordal. “These bright students have a lot to offer and it is great to watch them grow and become advocates for themselves, their patients and the nursing profession.” Sordal says it’s important for new nurses to feel connected and supported and to have a solid understanding of their collective agreement rights. The student liai-

son program is one of the most effective ways to achieve this goal. “As an organization, we have made it a priority to support students and also our members’ professional growth,” she says. “My experience as a BCNU student liaison has been really positive,” says Yang. “I’d highly recommend it to any nursing students who want to find out more about their union. You’ll learn so much from attending meetings and conferences, and you’ll become a knowledgeable resource person for the other students in your class.” •

A BCNU student liaison: • Acts as a communication link between the students in your class and BCNU. • Advises the regional chair on how BCNU can be more relevant to students. • Participates in union education and becomes knowledgeable about the benefits of union membership. • Attends BCNU regional meetings and events (when not in conflict with student’s schedule), and reports to classmates. Regional travel and expenses are paid for by BCNU. The benefits of being a BCNU student liaison include: • Gaining opportunities for personal, professional and leadership development. • Receiving priority acceptance into BCNU courses like Building Union Strength and regional education sessions. • Getting priority selection for leadership development opportunities. For example, BCNU sponsors 16 seats to attend the Canadian Nursing Students’ Association annual conference, the BCNU annual convention and other conferences. Meals, travel and accommodation are paid for by BCNU. • Networking opportunities with experienced working nurses. The work involves: • Meeting four times per year with the regional chair. • Delivering a short report to classmates following BCNU events through direct report, Facebook or other electronic means. • A commitment to the role for the duration of a student’s nursing education (when feasible) to provide consistency.

UPDATE MAGAZINE • MAY/JUNE 2017

BRIGHT FUTURES

A HELPING HAND BCNU BURSARIES SUPPORT STUDENT NURSES WHEN THEY NEED IT MOST IT’S NOT EASY MAKING ends meet when you’re a nursing student. That’s why our union continues to fund BCNU’s popular Student Nurse Education Bursary. The award aims to reduce the financial hardship so many students experience while attending school. The bursary provides students with a $500 award. That isn’t a lot of money – but it can make a real difference to anyone struggling to pay bills and put food on their table. Rutendo Simoyi, a thirdyear nursing student at Douglas College, says the BCNU bursary arrived at exactly the right moment. “I’d just moved,” says Simoyi, “and it was a really intense time at school, with a lot of studying and exams. The money from BCNU allowed me to work fewer shifts and to successfully focus on my studies.” Simoyi, 36, emigrated from Zimbabwe seven years ago. She still hasn’t decided exactly what career path to pursue. “But I do want to work on a med/surg floor to gain experience. And I’d like

to begin somewhere in the Lower Mainland, but I’m open to any opportunities around the province.” Josh Duncan is also in his third year at North Island College in Courtenay. “I decided to become a registered nurse after graduating from high school,” says the 23-year-old Duncan, “because I enjoyed studying science and because I’m a people person. “Now, after three years of studying, with just one year to go, I don’t know what job, other than nursing, I could ever do. It’s so much more than I thought when I first enrolled. “At school, I’ve learned that the professional opportunities for nurses are endless, which is a bit of a curse and a blessing. Right now I’m planning on pursuing a career in community health or something that offers a political advocacy role.” Duncan currently serves on the board of the Canadian Nursing Students’ Association, a national organization which is “actively dedicated to the positive

MAY/JUNE 2017 • UPDATE MAGAZINE

FEELING SUPPORTED Vernon’s Tikicia Joyce, Courtenay’s Josh Duncan (below left) and Port Coquitlam’s Rutendo Simoyi (below right) were recipients of BCNU’s Student Nurse Education Bursary.

“THE MONEY FROM BCNU ALLOWED ME TO WORK FEWER SHIFTS AND TO SUCCESSFULLY FOCUS ON MY STUDIES.” Rutendo Simoyi, third-year nursing student at Douglas College

CONNECT WITH BCNU’s YOUNG NURSES’ NETWORK promotion of nurses and the nursing profession as a whole.” Tikicia Joyce is a thirdyear nursing student at UBC’s Okanagan campus in Kelowna. The 44-year-old is married with two teenage children and drives from her Vernon home to the Kelowna campus each day. “I really enjoy my classes, but there is a lot more work and studying than I realized,” she says. “The bursary

STUDENT NURSE EDUCATION BURSARY ELIGIBILITY REQUIREMENTS Applicants must be: • a BSN student nurse in 2nd or 3rd year of a direct or advanced-entry nursing program • an LPN student nurse in 2nd year • an RPN student in 2nd or 3rd year of a degree or diploma program • a British Columbia resident • not currently employed as a student nurse • a student member of BCNU – membership is free. Sign up now. For more information on the SNEB and other BCNU bursaries, please visit bcnu.org/ memberservices.

“I’M PROUD THAT WE HAVE MADE IT A PRIORITY TO SUPPORT STUDENTS WHO ARE FACING FINANCIAL CHALLENGES IN SCHOOL.”

Our union’s Young Nurses’ Network (YNN) helps young nurses and nursing students (age 35 or younger) connect, meet socially, share experiences, address issues of concern and get more involved in BCNU. Contact your YNN regional rep today!

BCNU Treasurer Sharon Sponton

Coastal Mountain Meredith McLean cmynn@bcnu.org

really helped.” Joyce says she happened across the bursary offer while checking out BCNU’s website one evening. “I think it’s fantastic that BCNU offers financial assistance to nursing students. BC needs more nurses, so anything that helps students is great,” she says. Joyce expressed her appreciation in a letter she sent to the bursary committee. “I want to thank you for choosing to support me in my education,” she wrote. “That investment will be honoured by my commitment to improve the health and well-being of as many people as possible. Your generous support, along with the support of my family and instructors, will allow me to focus on becoming the very best nurse I can be.” “So many students are struggling to make ends meet,” says BCNU Treasurer Sharon Sponton. “And it is more challenging today than ever before. We wanted to recognize the financial challenges that students

face. I’m proud that we have made it a priority to support students who are facing financial challenges in school, and nurses can feel good about that.” Sponton says that engaging with students is an important strategic objective for BCNU, “and these student bursaries also provide a way for us to engage with students and introduce them to the union.” “It’s important for students to gain a basic knowledge about BCNU,” says Duncan, “because of the important role it plays throughout our careers, from being a student until retirement.” Sponton points out that the Student Nurse Education Bursary awards aren’t financed with members’ dues. Instead, the funds are raised at BCNU annual conventions from vendors, regions and members, including the proceeds of the always-popular 50/50 draw. In 2016, some 250 students received bursaries. Their names were selected in a random draw. •

East Kootenay Gina Neumann ekynn@bcnu.org Fraser Valley Nicole Hande fvynn@bcnu.org North East Sarra Smeaton (YNN chair) ynn@bcnu.org North West Kristen Bomben nwynn@bcnu.org Okanagan-Similkameen Daniel Schaefer osynn@bcnu.org Pacific Rim Tanja Bergen prynn@bcnu.org RIVA Melanie Ross rivaynn@bcnu.org South Fraser Valley Danna Cattermole sfvynn@bcnu.org Thompson North Okanagan Paige Bewley tnoynn@bcnu.org Vancouver Metro Mei Lai vmynn@bcnu.org West Kootenay Reanne Laurie wkynn@bcnu.org

UPDATE MAGAZINE • MAY/JUNE 2017

Q&A Q&A

HUMAN RIGHTS AND EQUITY

AN INTERVIEW WITH MOSAIC OF COLOUR CAUCUS CHAIR HARWINDER SANDHU BCNU’s MOSAIC OF Colour caucus is a safe place where members of colour can address the effects of racism and discrimination in their community and their practice. The caucus meets twice a year, bringing together representatives from each BCNU region. Caucus members identify and tackle issues affecting workers of colour in BC and strive to affect positive change and respect for their backgrounds and experience. Harwinder Sandhu was recently elected as chair of the caucus. She works at Vernon Jubilee Hospital and has served as a BCNU steward since 2013. Prior to this she worked at Mills Memorial Hospital in Terrace. Born and raised in Punjab, India, Sandhu graduated in 1999 from the Dr. Anil Baghi Memorial Hospital and School of Nursing in Ferozepur, Punjab and came to Canada in 2001.

Update Magazine recently sat down with Sandhu to find out more about her and the Mosaic of Colour caucus’ plans for the coming year. UPDATE What does it mean to be a worker of colour? SANDHU As a group, we bring diversity and different experiences to our union. Being a worker of colour in Canada can be challenging at times. Even in this day and age we still have lot of people with a narrow mind-set and who are prejudiced. I’ve personally faced many challenges being a worker of colour, both in the community and at work, and some patients make assumptions just by looking at skin colour. This reality is especially pronounced in the north, where I worked for eight years and even in the Okanagan where I live now. People of colour cannot take their own safety for granted. When I’m door knocking [Ed. Sandhu is running as a candidate in the provincial general election] I can’t be alone

MAY/JUNE 2017 • UPDATE MAGAZINE

because you never know how you are going to be greeted. If a situation is dangerous for a woman to be alone, it’s even more so for a woman of colour. UPDATE What kinds of issues are workers of colour most concerned with today? SANDHU We are still facing direct and indirect discrimination at some level in the workplace and from patients. People still judge, generalize and make hurtful comments at times. Workers of colour can be shy, afraid and reluctant to bring forward the issues they face at work because they often believe they will lose the jobs as they can be unaware of their rights under the collective agreement. New nurse grads who are Mosaic

of Colour caucus members have frequently made me aware of these ongoing issues. UPDATE Why do you feel it’s important for the union to support the work of the Mosaic of Colour caucus? SANDHU Caucus members need lots of encouragement and support to develop and establish their confidence, because a large number don’t have English as their first language. Some are still struggling to establish themselves – both at their workplaces and in their communities. They need a safe place to share the issues, challenges and struggles they face. The caucus is also needed to help connect workers of colour to the wider union

membership. My own experience has taught me this. Like many workers of colour, I was completely unaware of the union when I started working, and completely unaware of my rights. My first job as a nurse in Canada was at Mills Memorial Hospital in Terrace. I became sick at work one day, but I had no idea that I could leave and be paid sick time, so I continued to force myself to work and didn’t go home. Now I am aware, but it took a lot of time. It wasn’t until 2010, after I had been working in the Northern Health Authority for five years, that I took the union’s Building Union Strength (intro to unionism) course. No one made me aware of it or encouraged me to take it, but it was an eye-opener when I did. I finally became a steward after I moved to Vernon in 2012. It was [former BCNU Thompson North Okanagan region executive] Kathy Moore who lent me a hand and asked me to come on board. There are structural barriers that prevent organizations from being fully inclusive, so it’s important that workers of colour have

advocates who can help them connect with the union. The Mosaic of Colour caucus can help make this happen. UPDATE Have you faced any professional challenges because of your ethnicity? SANDHU There have been times when co-workers and patients would make hurtful, negative, generalizing comments about my ethnicity. Some patients have even refused to be looked after by me. This happens very rarely, but sadly it does happen. For example, on one shift at Mills Memorial, a co-worker showed me the cover of the newspaper that had a story about drug trafficking and South Asian gangs. He remarked that this must be where we get all of our money to buy big houses. I was in tears trying to make sense of such a hurtful comment and how it could come from a member of my own team. UPDATE What does the MOC caucus have planned for 2107? What are the priority issues it has identified? SANDHU First, I’m very excited to be elected as a provincial chair and I’m looking

forward to working with our regional chairs, caucus members and with other BCNU human rights and equity caucus chairs. Our group will be focusing on identifying and reaching out to potential Mosaic of Colour caucus members to make them aware of our caucus so they can share their concerns, challenges and ideas. We also want to build caucus members’ confidence and encourage them to attend BCNU education sessions, regional meetings, the human rights conference and other related events. We work together with other human rights and equity caucus representatives and chairs across BC, and we are going to have a joint caucus meeting this fall. We all have similar challenges and we’ll be sharing our ideas on how to best do outreach, promote the caucuses and engage with more members. • To join the Mosaic of Colour caucus, please contact the chair via email at moc@bcnu. org or Hanif Karim, BCNU Human Rights, Equity and Health Policy Officer.

HOW TO CONTACT YOUR HUMAN RIGHTS AND EQUITY REPS BCNU Human Rights and Equity Committee Christine Sorensen, Chair C 250-819-6293 E christinesorensen@bcnu.org Aboriginal Leadership Circle Diane Lingren, Chair E aboriginal@bcnu.org Lori Pearson, Council Liaison C 250-919-4890 E loripearson@bcnu.org Workers with Disability Caucus Kelly Woywitka, Chair E disabilities@bcnu.org Roni Lokken, Council Liaison C 250-960-8621 E veronicalokken@bcnu.org LGBTQ Caucus Hanna Embree, Chair E lgbtq@bcnu.org Tracy Quewezance, Council Liaison C 250-320-8064 E tquewezance@bcnu.org Men in Nursing Group Walter Lumamba, Chair E meninnursing@bcnu.org Lorne Burkart, Council Liaison C 250-354-5311 E lorneburkart@bcnu.org Mosaic of Colour Caucus Harwinder Sandhu, Chair E moc@bcnu.org Christine Sorensen, Council Liaison C 250-819-6293 E christinesorensen@bcnu.org Young Nurses’ Network Sarra Smeaton, Chair E ynn@bcnu.org Jonathan Karmazinuk, Council Liaison C 604-312-0826 E jonathankarmazinuk@bcnu.org

UPDATE MAGAZINE • MAY/JUNE 2017

WHO CAN HELP? BCNU IS HERE TO SERVE MEMBERS

BCNU CAN. Here’s how you can get in touch with the right person to help you. CONTACT YOUR STEWARDS For all workplace concerns contact your steward. REGIONAL REPS If your steward can’t help, or for all regional matters, contact your regional rep. EXECUTIVE COMMITTEE For all provincial, national or union policy issues, contact your executive committee.

EXECUTIVE COMMITTEE

REGIONAL REPS CENTRAL VANCOUVER Judy McGrath Co-chair C 604-970-4339 jmcgrath@bcnu.org Marlene Goertzen Co-chair C 778-874-9330 marlenegoertzen@bcnu.org COASTAL MOUNTAIN Kath-Ann Terrett Chair C 604-828-0155 kterrett@bcnu.org EAST KOOTENAY Lori Pearson Chair C 250-919-4890 loripearson@bcnu.org FRASER VALLEY Katherine Hamilton Chair C 604-793-6444 katherinehamilton@bcnu.org

PRESIDENT Gayle Duteil C 604-908-2268 gayleduteil@bcnu.org

TREASURER Sharon Sponton C 250-877-2547 sharonsponton@bcnu.org

VICE PRESIDENT Christine Sorensen C 250-819-6293 christinesorensen@bcnu.org

EXECUTIVE COUNCILLOR Deb Ducharme C 250-804-9964 dducharme@bcnu.org

EXECUTIVE COUNCILLOR Adriane Gear C 778-679-1213 adrianegear@bcnu.org

NORTH EAST Veronica (Roni) Lokken Chair C 250-960-8621 veronicalokken@bcnu.org

SHAUGHNESSY HEIGHTS Claudette Jut Chair C 604-786-8422 claudettejut@bcnu.org

SOUTH ISLANDS Margo Wilton Co-chair C 250-818-4862 mwilton@bcnu.org

NORTH WEST Teri Forster Chair C 250-485-7586 teriforster@bcnu.org

SIMON FRASER Lynn Lagace Co-chair C 604-219-4162 lynnlagace@bcnu.org

Jessica Celeste Co-chair C 250-636-9436 jessicaceleste@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 Lauren Vandergronden Chair C 604-785-8148 laurenvandergronden@bcnu.org

MAY/JUNE 2017 • UPDATE MAGAZINE

SOUTH FRASER VALLEY Jonathan Karmazinuk Co-chair C 604-312-0826 jonathankarmazinuk@bcnu.org Michelle Sordal Co-chair C 604-880-9105 michellesordal@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 Lorne Burkart Chair C 250-354-5311 lorneburkart@bcnu.org

MEMBER PROFILE YOUR COLLEAGUE CLOSE-UP

“I really believe that I can help make Zimbabwe great again.” Richard Kanyangu

TIME FOR A CHANGE KAMLOOPS NURSE TO RUN FOR ZIMBABWE PRESIDENCY IN 2018 CAMPAIGN IT’S SHAPING UP TO BE an epic David versus Goliath battle in the campaign to become president of Zimbabwe in 2018. Kamloops nurse, preacher and political neophyte Richard Kanyangu, 41, is running against 93-yearold Robert Mugabe, the world’s oldest ruler and the only political leader the southern African nation has known since it ended white minority rule in 1980. Mugabe’s economic and political policies have immiserated the majority of Zimbabwe’s 14 million citizens, who currently sur-

vive in a system hobbled by hyperinflation and incredibly high unemployment rates. The country has also come under the spotlight due to human rights violations, rampant corruption and rigged elections. Kanyangu left his homeland in 1995 to study in the United Kingdom, graduating from Middlesex University as a registered psychiatric nurse in 1998. He worked as an RPN in the UK until 2010, when he attended an Interior Health Authority recruiting event. Kanyangu accepted a position as an RPN at Royal Inland Hospital in Kamloops. Today, he continues to deliver care at the busy facility and is a member of its Joint Occupational Health and Safety Committee. Kanyangu and his wife Alice have three young sons (10, six and 18 months). Kanyangu was ordained in 2011, and both he and his wife serve as pastors at the House of Destiny church in Kamloops. Now he is also working to spread the word of his political campaign to voters in Zimbabwe and around the world. “I left my home over 20

years ago,” says Kanyangu. “I’ve stood on the sidelines during that time, hoping the situation would improve. But I’ve finally realized that I need to get involved in the political process. I really believe that I can help make Zimbabwe great again.” To achieve that goal, Kanyangu remains in close contact with many family members and friends still living under Mugabe’s rule. He returns to the country of his birth frequently, and plans to launch his nationwide grassroots campaign in Zimbabwe in June. He’s already helped create the Unity Party, under whose banner he will run for president. Kanyangu promises that the new political party will also run candidates in each of Zimbabwe’s 210 constituencies. The Kamloops RPN agrees that Mugabe controls most media outlets inside Zimbabwe. “But he doesn’t control social media, which today is very influential. And that’s where we are already targeting our campaign messages. Over 85 percent of people in Zimbabwe have a cell phone, and most have access to Facebook and Whatsapp. There are 4

million people in Zimbabwe who have never voted. We hope to convince them to vote for us.” Violence and intimidation have played a major role in keeping Mugabe in power since 1980. But Kanyangu says he’s not afraid. “I was recently there, and no one followed me or tried to silence me. I’m more concerned about the safety of the voters and the fairness of the election process. We want to bring in international observers to help make the election fair and non-violent.” The Kamloops RPN says if elected he will move quickly to modernize Zimbabwe’s crumbling infrastructure, including building more hospitals and training more nurses. “We need to rebuild and rebrand our country,” he says. “We need to stamp out corruption, bring in the rule of law and attract foreign investors. Kanyangu says he’s totally serious about winning next year’s presidential campaign. “I’m not running to lose,” he says. “We no longer have that option. The people are ready for a complete change. They’re demanding it.” •

UPDATE MAGAZINE • MAY/JUNE 2017

OFF DUTY MEMBERS AFTER HOURS

SPECIAL JOURNEY JENNIFER CHOW TRAVELS TO THE BOTTOM OF THE WORLD JENNIFER CHOW HAD dreamt of visiting Antarctica for years. The continent is home to a whole lot of sea lions, whales, dolphins, penguins and other birds. However, due to its remote location, the continent is absent from the passenger route of any regular airline, and tickets for sea expeditions run in the thousands of dollars. The resourceful Haida Gwaii nurse says she once spent a month trying to secure a cheap spot on a ship without success. Chow’s luck finally changed last year when her friend, Dr. Nanamma Maughn, who also works in Haida Gwaii, helped her land a job supporting Maughn in her role as an onboard doctor. A dreamedabout opportunity was finally coming to fruition. Chow’s journey started from her home in Masset last November 20, where she works at Northern Haida Gwaii Hospital. Forty hours later she landed in the town of Ushuaia on Isla Grande de Tierra del Fuego in southern Argentina, ready to start her tour. Chow was part of a 20-member expedition crew who, along with a 40-member Russian ship crew, were

accompanied by 100 sightseeing passengers on the 20-day voyage. The waters surrounding Antarctica are some of the roughest on the planet. The ship was well equipped with handrails and the chairs and tables were bolted down. “That still didn’t stop the odd food tray from landing on the ground,” says Chow, who like most of the guests, succumbed to some sea sickness. Chow says most of the medical conditions on the ship were minor. “We dealt with a lot of bumps and bruises from people falling

from the rough seas and slippery deck.” After arriving on the continent, Chow had plenty of time to join the sightseeing excursions and saw hundreds of elephant seals up close. Adult males of the species can grow up to six metres long and weigh 3,175 kilograms. But Chow says it was the Emperor penguin, the tallest of all penguin species and a bird made famous through its role in the movie Happy Feet, that excited most of her shipmates. “The expedition crew said that seeing an Emperor penguin is very rare as they are in the deep continent,” she reports. “So it was a huge treat to have two sightings.” Chow reports seeing eight different varieties of penguins, including Chinstrap, Gentoo, Macaroni, Magellanic, and Southern Rockhopper. But she says it was the juvenile King penguins – colloquially known as “Oakum Boys” – that stole her heart. “They will even-

POLAR EXPEDITION Dr. Nanamma Maughn (left) and Jennifer Chow (right) stop to take a selfie during their recent journey to Antarctica. Inset: Elephant seals (top) and juvenile King penguins (bottom) were just two of the many animal species Chow observed on her 20-day voyage.

MAY/JUNE 2017 • UPDATE MAGAZINE

tually shed and adopt the colour of an adult, but they were so big and fuzzy.” Chow was amazed by the close contact she was able achieve. “We were less than five metres away from hundreds of thousands of King penguins, watching their behaviours and listening to their sounds,” she says. “There is no fear of human presence and so we were witness to their natural interactions.” Chow was also extremely impressed by how well organized the adventure was. “Before we were able to land at different sites we had to biocide [vacuum and chemically clean] our boots and gear so we didn’t carry invasive seeds, plants and insects from one location to the next. “It was an incredible experience that inspired deep appreciation and motivation to protect the vast wildness and beauty of the Antarctic Ocean and its inhabitants.”•

BCNU HUMAN RIGHTS & EQUITY SEEKING CAUCUSES Promoting equity and recognizing our collective struggle for justice – in BC and around the world Find out more at bcnu.org

Aboriginal Leadership Circle • Lesbian Gay Bisexual Transgender Queer • Men in Nursing • Mosaic of Colour • Workers with Disabilities • Young Nurses’ Network

PRIDE

BCNU I C O F C O LO

MEN IN NURSING

VIOLENCE. NOT PART OF THE JOB. USED BY NURSE SOPHIA LAKE TO CHECK HEART RATE.

USED ON NURSE SOPHIA LAKE TO STRANGLE HER.

VISIT BCNU.ORG / TAK E ACTION AND HELP KEEP NURSES SAFE PM 40834030