BCNU Update Magazine Winter 2024

UPDATE

AT THE POLLS BCNU ENGAGES IN 2024 PROVINCIAL ELECTION

TURNING THE TIDE MINIMUM NURSETO-PATIENT RATIOS IMPLEMENTATION BEGINS PLUS

SETTING THE STAGE

Regional bargaining conferences see BCNU members set priorities ahead of next year’s NBA contract negotiations

MAY 26–28, HYATT REGENCY VANCOUVER

It’s time to submit your proposed resolutions, bylaw and constitutional amendments

Proposed resolutions must be received by the Resolutions Committee no later than 9 a.m. PST on Feb. 4, 2025. Proposed bylaw and constitutional amendments must be received by the Bylaws Committee no later than 9 a.m. PST on Feb. 4, 2025

Please visit the BCNU Member Portal to submit your proposed resolutions, bylaw and constitutional amendments.

Truth

Progress

BCNU and Providence Health celebrate over a decade of nurse-led research.

Changes

BCNU’s newly minted CEO has his eyes set on a bold future for BC’s nurses.

Nurses' federation provides members with a stronger voice and national impact.

SETTING THE STAGE

Regional

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MISSION STATEMENT

The British Columbia Nurses’ Union protects and advances the health, safety, social and economic well-being of our members, our profession and our communities.

BCNU UPDATE MAGAZINE is published by the BC Nurses’ Union, an independent Canadian union governed by a council elected by our 48,000 members. Signed articles do not necessarily represent official BCNU policies.

EDITOR

Eva Prkachin

CONTRIBUTORS

Juliet Chang, Tina Cheung, Laura Comuzzi, Neil Fisher, Caroline Flink, Joel French, Adriane Gear, Jim Gould, Lexi Huffman, Kent Hurl, Kath Kitts, Shawn Leclair, Lew MacDonald, Courtney McGillion, Conley Mosterd, Christa Tran

PHOTOS

Neil Fisher, Courtney McGillion, Conley Mosterd, Eva Prkachin

CONTACT US

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

PHONE 604-433-2268

TOLL FREE 1-800-663-9991

BCNU WEBSITE www.bcnu.org

EMAIL EDITOR evaprkachin@bcnu.org

MOVING?

Please send change of address to membership@bcnu.org

Publications Mail Agreement 40834030

BCNU respectfully acknowledges its offices are located on the traditional, unceded and ancestral lands of Indigenous communities across the lands now known as British Columbia. Update Magazine is produced at the BCNU head office in Burnaby, which is located on the traditional, ancestral and unceded territories of the xwmə kwəýəm (Musqueam), Skwxwú7mesh (Squamish) and səĺilẃəta (Tsleil Waututh) nations whose historical relationships to the land continue to this day.

PRESIDENT’S REPORT

CHANGE IS IN THE AIR

AS WE SAY GOOD-BYE TO THE warm summer weather, we welcome a new season – a time for reflection and renewal. For each of you, it marks a time of continued dedication, as you balance the needs of your patients, colleagues, families and communities. As the backbone of our province’s health-care system, your unwavering commitment is at the heart of the care that British Columbians rely on every day.

The systemic health-care challenges we continue to face in our province’s hospitals, long-term care facilities and community care settings were on everyone’s mind during this year’s provincial election campaign. The grassroots activism and continued advocacy of so many BCNU members helped make health care a top ballot box issue. I want to thank every member who got involved in the election, particularly our team of member lobby coordinators, for helping make nurses’ voices a bigger part of the conversation than ever before.

With the results now final, the new government’s razor-thin victory must serve as a powerful reminder to all parties that British Columbians demand more from their elected officials. They expect their MLAs to improve recruitment and retention and implement minimum nurse-to-patient ratios in all health-care settings – a nursedriven solution for the well-being of nurses and patients. BCNU will continue to be a bold voice for nurses, holding all levels of government accountable.

As we look to the future, I am inspired by the incredible work being done to improve the working conditions of our members and the quality of patient care. Your elected provincial Council and I are gearing up for next year's Nurses' Bargaining Association (NBA) provincial contract negotiations. Since October, we have been engaging directly with members at a series of regional bargaining conferences and amplifying your voices. Together, we are laying the groundwork for a strong, unified approach to the upcoming negotiations, putting

your needs and priorities front and centre.

Members can rest assured they will have strong representation in this upcoming round of bargaining. I would like to welcome Jim Gould as BCNU CEO. Since joining us in Jan. 2022, Jim has led several critical initiatives and was instrumental in negotiating the 2022-2025 NBA contract, which secured historic wage increases and benefits. Jim also spearheaded securing a government commitment to implement nurse-to-patient ratios – a remarkable achievement 25 years in the making. Education and professional development remain core priorities as we work to advance the nursing profession in BC. This November, many of you attended BCNU’s human rights and equity conference, where we reflected on the history of our profession while envisioning a more equitable and inclusive future. Fighting workplace discrimination, advancing equity, and shaping a more inclusive health-care system have never been more important. By doing this work, we are not just improving workplace conditions but shaping the future of nursing itself.

As we look forward to this holiday season, I know many of you will be providing care while balancing commitments with family and friends. It is a testament to your dedication that you continue to show up, day after day, for the people of BC. Be sure to watch for BCNU’s holiday advertising campaign, which will educate the public on the critical work nurses do. I encourage you to share this campaign with your communities, so the public understands the vital role you play in the health and well-being of all British Columbians.

As we inch closer to ringing in a new year, I want to take a moment to sincerely thank you for the work you do each and every day. You are the heart of our health-care system, and together, we will continue to build a stronger, more resilient future – for our profession, our patients, and our communities.

In solidarity,

ADRIANE GEAR

SHOWING SOLIDARITY WITH TEAMSTERS UNION

ON SEPT. 6, BCNU leaders joined members of Teamsters Canada Rail Conference Division 945 at a solidarity barbecue in Port Moody. The event brought together community members in solidarity with rail workers in their fight for free and fair collective bargaining.

Members of Teamsters Division 945 received lockout notice in August following months of negotiations with their employer, Canadian National Railway (CN) and Canadian Pacific Kansas City (CPKC). These workers were bargaining for significant health and safety provisions in their contract and fighting back against a draconian forced relocation proposal that threatened to split families up.

Following the lockout notice, the federal Minister of Labour issued an order forcing the workers into binding

arbitration. Teamsters Canada Rail Division 945 invited BCNU and other unions to show their support for all workers’ right to bargain in good faith.

“This is about showing up for each other. Rail workers, just like nurses, are fighting for fairness, safety, and respect in their jobs. We’re in this fight together because these are the same things we all deserve as workers,” said BCNU Vice President Tristan Newby.

“Both nurses and rail workers face exhausting shifts and highstress environments that affect our safety and well-being. Their fight for better working conditions is ours too, and we’re proud to stand with them,” Newby added.

BCNU unites with all workers in calling on employers and the government to take meaningful action toward prioritizing safety and well-being in the workplace. •

COLLEGE REGISTRATION RENEWAL REMINDER

Nurses must renew their registration with the College of Nurses and Midwives (BCCNM) annually to legally practice nursing in British Columbia. Renewal ensures that nurses continue to meet the requirements to practice competently, ethically and safely.

Registration renewal opens on Feb. 1 and closes on Mar. 31 at 4:30 p.m. PDT

NBA members are eligible for full reimbursement of their BCCNM registration fee. Non-NBA members should check their collective agreement to see if they qualify for reimbursement.

BCNU recommends that nurses keep their registration to avoid delays in reinstatement if they are on a leave or planning to take a leave.

The renewal process usually takes between 30-60 minutes depending on your application. Members with complex applications are reminded to begin applying early to ensure the college has adequate time to process their renewal.

With registration fees rising in recent years, BCNU continues to advocate for greater transparency and accountability with BCCNM. The union also advocates for nurses who do not receive reimbursement for their annual college registration fees. Members who want to take action can write to Tanya Momtazian, BCCNM board chair, at governance@bccnm.ca to express their concerns over rising annual registration fees.

STRONGER TOGETHER Labour leaders at a Port Moody barbecue in support of Teamsters Rail Division 945, advocating for the right to free and fair collective bargaining for all workers. L to R: BCNU Vice President Tristan Newby and Fraser Valley steward liaison Louisa Tillack.

LIGHTS, CAMERA, COLLECTIVE ACTION

How does BCNU capture imagery of members for use in everything from Update Magazine to social media and advertising? Every two years the union facilitates a photoshoot to showcase the great diversity of members across the province.

This year’s shoot took place on Nov. 14 at the union’s head office. Members that participated were pampered with hair and makeup before posing in front of the camera in a variety of representative scenes that evoke nursing work.

Keep your eyes peeled for fresh new photos of BCNU members.

If you are interested in participating in a future photo shoot, please reach out to evaprkachin@bcnu.org.

ESSENTIAL SERVICES

NBA members begin early preparations ahead of NBA bargaining

BCNU IS HARD AT WORK PREPARING FOR next year’s Nurses’ Bargaining Association (NBA) contract negotiations, starting with essential services planning. This process ensures that British Columbians will continue to receive health-care services if job action, such as a strike, is needed to secure a strong contract for NBA members.

Preparing for job action improves the union’s bargaining position, showing employers that nurses are organized and ready to act. When members actively take part in the process, it strengthens their collective voice, ensuring the final agreement reflects the needs and priorities of the membership.

“As we approach the next round of bargaining, it’s essential we are fully prepared to deliver critical health-care services while fighting for the rights of our members. Essential services planning is key to balancing public safety and standing up for the working conditions nurses deserve,” says BCNU President Adriane Gear .

To launch this process, BCNU recently held two town hall events for worksite essential services representatives (WESRs) and stewards. These sessions aimed to prepare WESRs to support their worksites through essential services planning. In the lead-up to negotiations, WESRs collect data on staffing levels, distribute unit surveys, and ensure they offer a realistic picture of staffing needs. These unit surveys help labour relations officers to prepare to negotiate local essential services.

BCNU is fighting for the best contract possible for NBA members and will provide further guidance early 2025 for WESRs’ roles in job action scenarios. For now, BCNU is focused on fulfilling the Labour Relations Board guidelines, ensuring critical services like life-saving care continue during a potential strike or other job action. •

We encourage WESRs who have questions to email essentialservices@bcnu.org.

LOOKING GOOD 23 BCNU members posed for photos at the union’s bi-annual photoshoot.

BCNU ENGAGES WITH LOCAL LEADERS

THE UNION OF BC Municipalities (UBCM), an organization of BC’s local leaders, holds its provincial convention each fall, bringing together elected officials from communities across BC to listen to presentations, participate in workshops and discuss common issues. This year, for the first time, BCNU sent representatives to the UBCM convention in Vancouver to engage these elected officials in discussions about the union’s priorities, with minimum nurse-to-patient ratios as the main subject of focus.

Participants flocked to the union’s display table at the UBCM Trade Show, where members of BCNU Council

NATIONAL SENIORS’ DAY HIGHLIGHTS NEED FOR RATIOS IN LONG-TERM CARE

BCNU elected representatives celebrated National Seniors' Day on Oct. 1, meeting with members who work in elder care settings across the province. They took the opportunity to hand out minimum nurse-to-patient ratios (mNPR)-branded chocolates and lanyards and encouraged members working in long-term care (LTC) to provide input on how to best implement mNPRs in the LTC sector and enhance resident care in their line of work.

had conversations with elected mayors, councillors and electoral-area directors. Council members spoke with local leaders about the health-care challenges in their communities and educated them about the benefits of nurse staffing ratios.

The conversations served as a launching point for the stronger connections the union is building with local elected officials, aiming to make more allies in communities across BC. The better community leaders and the public understand the challenges nurses face, the more momentum there will be for governments at every level to implement the solutions members need. •

ELDER CARE L to R: Lynn Valley Care Home nurses Maryam, Joanne and BCNU Coastal Mountain region professional responsibility advocate Janan; Kimberley Special Care Home nurses Daneen, Val, Nuala, Sylvie and Emily; Aberdeen Hospital nurses Janeth, Joe, Emma and Sara.

Much more work is needed to address the challenging working conditions in LTC and improve health outcomes for the elderly in BC. Members can have their voices heard on this important work by completing the expression of interest form on the Member Portal. By signing up, members can advocate for and help shape the implementation of mNPRs at LTC worksites.

MAKING CONNECTIONS BCNU President Adriane Gear (l) and CEO Jim Gould (r) speak with BCNU members Doris and Edwin Empinado. Empinado is a Kitimat city councillor.

NURSING DOWN UNDER L

R:

GLOBAL PERSPECTIVES, LOCAL IMPACT

BCNU members explore sustainable nursing solutions at the Australian National Nursing Forum

FOUR BCNU members recently returned from an inspiring journey to the National Nursing Forum in Cairns, Australia. Hosted by the Australian College of Nursing, this unique opportunity allowed them to connect with global peers, exchange ideas, and bring fresh perspectives back to British Columbia.

For members Awnie Lui, Cara Visagie, Gerrie Miller and Laura Cardwell, it was more than just a professional event — the conference was an eye-opening experience that reaffirmed their passion for nursing and commitment to patient care.

To be eligible to win one of four spots to attend, including one dedicated seat for an Indigenous member, all BCNU members were invited via eNews to submit a written expression of interest. Those who met the criteria were entered into a random draw, giving everyone an equal chance to participate.

“I feel privileged to have been given the opportunity by BCNU to attend the forum,” said BCNU North East region member Cara Visagie. “The conference theme, 'Regenerate, Reinvigorate, and Reclaim— Sustainable Solutions for our Future,' inspired attendees

like me with ideas on how to take action to improve our health-care system.”

Conference discussions focused on minimum nurseto-patient ratios as a proven way to enhance patient safety, boost nurse morale, and reduce burnout. These ratios are already legislated in parts of Australia. While ratios are having a positive impact on patient outcomes in that country, nurses still experience recruitment and retention challenges echoing those in BC.

To address these issues, conference participants explored ways of supporting the “next gen” of new graduate nurses. In particular,

the conference identified the importance of paid student placements and mentorship for helping new graduates transition into practice, a concept BCNU has championed in BC.

BCNU East Kootenay region member Laura Cardwell praised the focus on mentorship, recognizing it as a vital foundation for supporting and guiding new nurses.

'Next gen' nurses are a large part of the proposed solution,” said Cardwell. “I spoke with several student nurses who told me about recently implemented paid student placements and a well-established

to

BCNU contest winners Cara Visiage, Laura Cardwell, Gerrie Miller and Awnie Lui at the Cairns, Australia National Nursing Forum; Laura networks with Australian nurses; BCNU members immerse themselves in a nursing presentation, gaining valuable insights to bring back home.

internship-type transition to practice model. My impression is that new graduates are wellsupported in this transition time in Australia.”

Presentations also highlighted Australian nurses’ community advocacy for a more sustainable system to support remote and rural nursing careers. Their advocacy resonates with BCNU’s ongoing calls for increased support for nurses working in BC’s rural and remote areas. With limited resources and ongoing staffing shortages, BCNU has called for systemic changes to ensure these communities are equipped with the necessary tools and infrastructure to deliver quality care.

These calls recently bore fruit, as BCNU secured a provincial investment of $169.5 million in one-time funding to tackle specific staffing challenges in rural communities and to fill hardto-staff vacancies in urban and metropolitan areas.

“The issues nurses raised at the Australian Forum sounded so familiar to me, given our remote populations and our lack of resources to manage these environments,” shared BCNU Pacific Rim region member Gerrie Miller.

“We discussed at length a systemic review of rural and remote communities and what needs to be accomplished to influence change.”

Looking ahead, the conference pivoted to

the digital innovations in health care that are transforming the way patients receive care and how providers deliver it. Advances in telemedicine, electronic health records and mobile apps allow efficient communication between patients and clinicians and increase access to care, especially in remote areas. These digital tools streamline workflows, making health care more accessible, accurate and responsive.

“The presentations on critical issues like digital innovations in health care and their potential to transform patient care were enriching,” shared BCNU Richmond Vancouver region member Awnie Lui. “I was particularly

inspired by the focus on improving healthcare access, especially in rural areas, through tools like telehealth, QR codes for best practices, and AI-driven documentation.”

The parting message of the conference was that empathy and caring are the foundational strengths of the nursing profession. The experience validated the shared challenges and privileges nurses face, and the power nurses hold as advocates for the profession and patients.

As Lui, Visagie, Miller and Cardwell returned home, ready to resume their roles, they bring with them new knowledge and insights as well as lasting connections made in Cairns. •

THE ATMOSPHERE Top to bottom: National Nursing Forum participants take in a keynote presentation; health-care organizations from across Australia participated in the forum in an exhibition hall.

GUIDING LIGHTS

AS FALL SETTLES ON

Victoria’s Cordova Bay neighbourhood, Krystal

Cooke finds a few minutes between raising her two young boys and her work as an LPN in surgical daycare at Royal Jubilee Hospital to talk about recognizing neurodiversity in patients and co-workers, and finding cultural safety.

Cooke is a BCNU steward and acts as the union's South Islands region Workers with Disabilities caucus representative. She is authoring a research project on neurodiversity inclusivity. It aims to create resources and education for nurses to approach neurodiverse patients in a culturally safe way and to create care plans that truly meet their needs.

Cooke started the project after her sons, now aged eight and four, were both diagnosed with ADHD. “As I navigated getting them help, I realized my own

knowledge gap – as a mother and as a nurse – about the condition,” she shares. “And what often happens after a child is diagnosed with ADHD? Their parent is also diagnosed. And that’s what happened to me – an ADHD diagnosis. So, I got to work. My research shows that the single most common professions where people on the autism spectrum work are health care and social assistance.”

Cooke’s project aims to educate health-care workers on communicating effectively and providing culturally safe support for neurodiverse people. It also aims to help nurses better understand and use the available screening tools.

“In my research,” she continues, “I’ve recognized a gap in understanding how to provide care to a neurodiverse patient. We don’t always recognize the condition in our patients, and that may alter their treatment. Workers need to be socialized around responding to neurodiversity.”

10 QUESTIONS WITH KRYSTAL COOKE

What is one word you would use to describe yourself?

Neurospicy.

If you could change anything about yourself, what would it be?

I am hyper verbal. That’s always been a challenge for me.

What is one thing about you that people would be surprised to learn?

I was very shy as a youth.

Where did you go on your last vacation?

Kananaskis Mountain Lodge.

What is one place in the world you’d most like to visit?

Yellowstone National Park.

What was the last good thing you read? The Algebra of Wealth by Scott Galloway.

What was the best piece of career advice you’ve received?

Learn policy.

What do you like most about being a nurse?

It’s very special to help people at their worst moments. You try your hardest to comfort and support, but this can take a huge emotional toll. But special moments let you know you chose the right career; at a recent event, a former patient’s husband recognized me and thanked me for my care.

What do you like least about being a nurse?

The abuse and violence we may encounter.

Name one change you would make to the health system?

I want it to lift people out of poverty, not entrench them.

Cooke approached a vice president of Island Health and let him know about her project, suggesting they partner on it. Thanks to his support, Krystal is now working on a presentation to teach staff how to support neurodiverse workers.

“I believe that creating a neurodiversity-inclusive workplace can transform its culture,” says Cooke with a smile. But these changes can help neurodiverse patients better access the care they need as well.

Many neurodiverse patients seek care in the emergency department because of barriers navigating primary care. “With this project, I’m hoping to offer them a way to help shape their own care plan,” says Cooke. “I'm working on a form the patient fills out upon arrival helping them describe their needs. If we establish this before care begins, we’ll set people up for success,” she explains. “And just maybe, we can catch people before they fall.” •

PHOTO: JOHN YANYSHYN

BREAKING DOWN BARRIERS

BCNU calls for an equitable psychological compensation claim process during Mental Health Awareness Month

IN THE DEMANDING, FAST-PACED world of nursing, it can be easy to push aside signs of mental strain.

Long hours, moral distress, and the ongoing struggle to balance work and life create a perfect storm for stress, anxiety and other mental health challenges that impact BC’s nurses at an alarming rate.

“Chronic understaffing in our health-care system is taking a daily toll on our nurses,” says Denise Waurynchuk, BCNU Executive Councillor for Occupational Health and Safety and Mental Health. “When nurses are unable to meet patient needs or deliver the care they are trained to give, it can have a lasting impact on our physical well-being, but also our psychological health.”

For years, union efforts focused primarily on physical safety, calling for protection against injuries like chronic repetitive strain and musculoskeletal trauma. And to combat violence in the workplace, BCNU and other unions demanded increased security to

protect health-care workers. Through these efforts, labour advocacy has built healthier and safer workplaces, but there is still a lot of work to do to integrate psychological safety with occupational safety and health.

Many barriers make the fight for psychological safety at work a daunting task, including enduring stigma against mental illness, the complex process of negotiating psychological injury claims with WorkSafeBC, and a lack of awareness around the resources and rights available to BCNU members when it comes to their mental health.

BUILDING AWARENESS

Last year, the union organized its first Mental Health Awareness Month to challenge this stigma, raise awareness, and encourage nurses to access the mental health resources available to them. This year’s initiative focused on three key themes: educating members on mental health supports, breaking down barriers to seeking help, and highlighting the resources available to

nurses dealing with mental health issues.

“This month was a reminder that mental health is inextricably linked to workplace safety,” says BCNU President Adriane Gear. “Employers must do more to ensure that nurses not only work in a physically safe environment but also one that safeguards their psychological well-being.”

Despite the growing awareness, Waurynchuk says that many members still hesitate to bring psychological injury claims forward because of the barriers they face when trying to navigate the complex WorkSafeBC claims process. Psychological injuries can be complex, and mental health claims are often met with additional hurdles, including the requirement for a psychological assessment from a specialist. This can delay access to care and create additional stress for nurses already struggling with mental health challenges.

“Unfortunately, mental health injuries are treated differently than

physical injuries, further reinforcing the stigma around seeking help,” she says. “WorkSafeBC’s policies create unacceptable barriers for those filing psychological injury claims.”

BCNU is advocating for changes to WorkSafeBC policies to make the process more equitable and fair. With the provincial election concluded, the union intends to apply pressure on the newly formed provincial government, and new Labour Minister, Jennifer Whiteside. The union wants WorkSafeBC to include psychological injury categories not currently listed in the DSM-V (Diagnostic and Statistical Manual of Mental Disorders, the gold standard in categorizing mental illnesses). BCNU is also seeking changes to include shortterm psychological injuries and ending the use of loaded terms that reinforce mental health stigma.

“We need changes to how mental health claims are classified and processed,” Waurynchuk explains. “Current policies not only exclude many short-term injuries but also use language that stigmatizes mental health. We’re calling for the introduction of psychological injury categories that better reflect the reality of mental health struggles in nursing.”

BUILDING RESILIENCE

In addition to its advocacy efforts, BCNU offered practical support to members during Mental Health Awareness Month. Virtual “lunch and learn” sessions held each Thursday in October provided members with tools for managing difficult conversations, dealing with trauma, and learning about self-care.

BCNU also held Embodying Your Practice online resiliency courses, led by somatic educators Anita Chari and Angelica Singh. Since launching

in 2021, these courses have gained widespread popularity for their focus on psychosocial hazards and strategies for managing moral distress. Waurynchuk notes that the feedback from participating members has been overwhelmingly positive.

“The classes are an invaluable resource for our members,” she says. “They offer practical information for managing the stress and trauma of today’s health-care workplace, and tie in nicely with our efforts this year during Mental Health Awareness Month.”

Members needing mental health support and resources can struggle to know where to start. To provide members with a good starting point, BCNU’s psychological health and safety webpage has updated information and added links to the many services and resources available to members, including the new Supplemental Mental Health Benefit, illness and disability services, practice support and more.

Mental Health Awareness Month ended in October, but BCNU remains committed to advocating for members’ psychological health and safety.

“Nurses face unique psychological challenges in their roles and deserve the same focused attention and resources for their mental well-being as they receive for their physical safety,” says Waurynchuk. “By creating a culture that values mental health, provides appropriate resources and encourages open dialogue, we can build safer, healthier workplaces for everyone.” •

To learn more about psychological health and safety and to access resources available to BCNU members, please go to www. bcnu.org/a-safe-workplace/ psychological-health-and-safety

TAKE ACTION

Endorse BCNU’s open letter to Labour Minister Jennifer Whiteside calling for a fair and equitable compensation claim process.

Despite climbing rates of psychological injury in health care, nurses seeking WorkSafeBC compensation for psychological injuries continue to report significant barriers when submitting claims. These are barriers they would not face when making claims for physical injuries.

Help us bring attention to a serious injustice affecting nurses and other workers in BC.BCNU is calling on Labour Minister Jennifer Whiteside to recognize psychological injuries in the same way that they recognize physical injuries by:

Recognizing the reality

• Include coverage for shortterm psychological injuries.

• Cover and treat mental health conditions that are not yet in the DSM-IV

Stop the stigma

• Replace outdated and judgemental terminology for psychological injuries

Reduce the wait

• Enable general practitioners and primary care physicians to complete and submit WorkSafeBC medical forms for psychological injury claims.

Sign the letter today.

HEALTH & SAFETY

IN THE WORKPLACE

NORTHERN LIGHT

One member’s joint occupational health and safety committee efforts have made a difference for Northern Health nurses

CONNIE KEARLEY IS focused on workplace safety. The registered nurse works part-time in home and community care and is a casual in the ER at Kitimat General Hospital, where she began working in 2013. She is also a BCNU steward and serves as the occupational health and safety rep on BCNU’s North West region executive committee.

Kearley grew up in the Lower Mainland. She never planned on living in the North, but soon found

work in Terrace after graduating from the University of Northern British Columbia’s nursing program in 2012, and now she and her family call Kitimat home.

“We have a boat, and we get on the water a lot in the summer and take advantage of the weather when it is accommodating, because in the winter, it's harsh,” she says. “But it's good. It's beautiful.”

Kearley learned about the value of unions early in her career and has been active in BCNU ever since. After calling out incidents of patient abuse and neglect, the young nurse found herself the victim of bullying and was targeted by the members of her own team who were implicated in her reports.

“I started getting hauled into meetings for trivial issues,” she recalls, and says she needed the support of a BCNU steward to help protect her from unfounded allegations against her own practice standards.

Fortunately, after moving to a different unit, Kearley flourished.

“I kind of got involved in BCNU that way, and started going to union meetings,” she says.

“[Then-BCNU North West regional council member] Sharon Sponton recruited me to the regional executive and I began serving as the professional responsibility advocate.”

Kearley has now served as her region’s occupational health and safety (OHS) rep for the past eight years. In that time, she has become a passionate OHS leader within the union and an effective safety advocate for her co-workers.

One way Kearley makes a difference is through her worksite joint occupational health and safety (JOHS) committee.

All workers in BC are protected by laws that govern the environments where they work. Both the province’s Occupational Health and Safety (OHS) regulations and the Workers’ Compensation Act contain legal requirements that must be met by all workplaces.

OHS regulations provide a framework for the policies and procedures employers are required to put in place to effectively protect workers from a range of hazards and reduce the risk of injury.

The health sector has some of the most dangerous workplaces, and some of the highest rates of injury. More than half of all WorkSafeBC compensation claims are made by workers in the health-care and social services sectors.

So how can employers and workers ensure compliance with the OHS regulations governing health care?

Any BC employer with 20 or more regularly employed workers must establish and maintain a JOHS committee that meets monthly. At least half of the committee members must be worker reps, and the committee must have two co-chairs, one selected by the worker reps and the other by the employer’s reps.

SAFETY LEADER Kitimat’s Connie Kearley used her worksite joint occupational health and safety committee to secure policy improvements and formalized training on hard restraint use.

On a well-functioning JOHS committee, these reps work together to create and promote safe and healthy workplaces. This committee is where the job of implementing an effective health and safety program gets done.

Many JOHS committees are not as effective as they should be, and at smaller worksites the employer co-chair can often control the agenda. Kearley found this to be the case in Kitimat after joining her worksite JOHS committee in 2016.

With the support of BCNU OHS department staff, Kearley brought her concerns to WorkSafeBC. After attending a Kitimat General Hospital JOHS committee meeting, a WorkSafeBC officer wrote a series of orders that were the first step in improving the governance and functioning of the committee.

Kearley’s leadership saw her assume the worker co-chair role in 2020.

“That has been instrumental in the work I’ve been able to do with the committee,” she says of the position, and credits her union for a good part of her success. “All of the new education that has come out of the BCNU OHS department has been really empowering and I’ve been able to embody it a lot better within my role – much more so than when I first received training,” she says.

The effectiveness of the Kitimat General Hospital JOHS committee was demonstrated in 2022, after a new Northern Health Authority director of care removed the hospital’s Pinel restraints from the ER and staff requests to use them were denied.

Pinel is a hard restraint system used in many health-care settings, including long-term care, emergency, psychiatric, and intensive care. In emergency restraint, an aggressive patient can be immobilized at seven points in less

than ten seconds and brought down to a single point as they calm down.

“Investigating the issue further, I found that the restraints were removed from several of our sites, including Masset (Northern Haida Gwaii Hospital and Health Centre), the Mills Memorial Hospital medsurg unit, and Prince Rupert Regional Hospital,” says Kearley.

“Two workers reported injuries to WorkSafeBC as a result of not having the appropriate restraints.”

Connie Kearley

She then learned that local management had concerns about the lack of formalized education and training being offered and had identified gaps in policy regarding hard restraint use. Kearley says these concerns were valid, but that simply removing the restraints created new safety hazards.

“Later, there was an incident, and two workers reported injuries to WorkSafeBC as a result of not having the appropriate restraints,” she reports.

Kearley brought the issue to her JOHS committee to garner the support of the other worker representatives on the committee and the employer rep to develop a local policy proposal for hard restraint use at Kitimat General Hospital and a standard of practice for Pinel restraints.

It took several long months of meet-

ings with Northern Health Workplace Health and Safety and WorkSafeBC before Pinel restraints were again provided to the nurses there, who were supported with additional education.

Kearley says a record of staff who have received training is now kept with the restraints, and staff have been instructed to only apply the restraints if trained.

“This was a huge win that ultimately resulted in improved violence prevention policies, training and education, and tools for our nurses,” says Kearley. “The policies and training created for Kitimat General Hospital were also used as a template for our other sites,” she adds.

Kearley is grateful to the BCNU OHS staff team and her North West regional executive for their support.

“My site reps have also been incredible and given me fuel to keep fighting for improved health and safety.”

Kearley’s message to other members interested in serving on their worksite JOHS committee?

“Get involved, use your voice, ask questions and take the education that’s offered,” she advises. “And when you're comfortable and you get an opportunity, take a JOHS committee worker co-chair role if you can.”

She reminds members that they can always lean on their BCNU regional OHS rep and BCNU health and safety officers on BCNU staff.

“They have been instrumental in supporting me in my work,” she says.

Today, Kearley reports that all NHA worksites are getting Pinel training and newly developed education is being delivered. She notes that security staff at several sites are also trained in Pinel application, in addition to health-care staff.

“It was a slow burn, but we have changed the landscape.” •

HUMAN RIGHTS & EQUITY

DECOLONIZING THE UNION

BCNU’s Truth and Reconciliation Committee strives to dismantle Indigenous-specific racism in health care – and in the union STRONGER TOGETHER

IN MAY 2019, THE SUN

shone over the Vancouver Convention Centre on the unceded lands and waters of xwmə kwəýəm (Musqueam), Skwxwú7mesh (Squamish) and səĺilẃəta (Tsleil-Waututh) nations. Inside a hotel ballroom, BCNU’s Convention 2019 delegates proposed a much-needed resolution to redress the dark history of anti-indigenous racism and colonialism in Canada.

Indigenous Leadership Circle (ILC) members brought forward Resolution 2 – Truth and Reconciliation, calling for BCNU to establish a committee that would collaborate with the ILC to implement the 94 Calls to Action laid out in the Final Report of the Canadian Truth and Reconciliation Commission.

The 94 Calls to Action lay out a blueprint for dismantling systemic, Indigenous-specific racism and addressing the effects of settler colonialism in Canada. According to Indigenous Watchdog, an organization that monitors progress on the 94 Calls to Action, only 14 of the 94 calls have been completed as of Oct. 2024.

Resolution 2 passed with robust support from the membership, creating the framework for BCNU’s Truth and Reconciliation Committee (BCNU T&R).

“By late 2022, we realized that BCNU will never be done working through these Calls to Action,” says Candi DeSousa, ILC council liaison and regional council member for Okanagan Similkameen.

DeSousa is a proud Indigenous woman from the Lheidli T’enneh First Nation, whose traditional territory includes the city of Prince George. Recognizing the enormity of the challenge ahead, they successfully advocated with council to make the BCNU T&R a permanent committee.

The BCNU T&R includes DeSousa, two ILC members, Chelsey Cardinal and Christopher (Topher) Hansen, and a BCNU provincial executive representative, currently union president Adriane Gear.

“I am honoured to have a role in advancing Truth and Reconciliation at BCNU,” says President Adriane Gear. “Together, we can make reconciliation central to all the union’s work.”

PUTTING TRUTH AND RECONCILIATION INTO ACTION

Through 2024, BCNU T&R has worked on several initiatives to advance Truth and Reconciliation within the union.

On Sept. 23, the union hosted an evening program for members at BCNU’s head office honouring the National Day for Truth and Reconciliation. At the event, members engaged in interactive conversations about their personal commitment to Truth and Reconciliation.

Participants learned how the principles of Truth and Reconciliation have been written into the language of the current NBA Provincial Collective

Agreement. Since 2023, the contract has had language in Article 2 acknowledging “the pervasive and ongoing harms of colonialism faced by Indigenous peoples” and committing “to confronting and healing systemic racism in our provision of health-care services and recogniz[ing] the importance of learning from Indigenous peoples and communities in developing a culturally safe and welcoming health care system for all.”

During the Sept. 23 event, Elders June Shackley and Dr. Roberta Price led a special ceremony marking the installation of a memorial stone honouring the victims of Canada's residential schools in an outdoor garden at the union’s Burnaby office.

Participants heard about the craftsmanship of the memorial stone and the significance of the artwork it depicts. Created by Red River Metis artist Warren Lowe, the stone is a moving remembrance of the many children who never returned home from residential schools. It is made from sculpted and polished black Tuscan basalt and carries an image commissioned from another Metis artist, Earl McKay. It is a stirring depiction of a child lost, the tears of loved ones, sage and sweetgrass, and the moon, representing a new day.

“This stone allows for deep healing and awareness, to remind us of all of the work that has been done and still needs to be done around righting the historical wrongs against Indigenous peoples,” says Lowe. “It signals that we can all be part of the healing - or the reason that the healing doesn’t happen.”

This year, the BCNU T&R has also worked to establish a protocol enabling members to smudge at the union office. Smudging is a spiritual tradition

“You must physically, mentally, and emotionally engage in the act of reconciliation.”

ILC council liaison Candi DeSousa

practiced in many Indigenous communities across Canada involving burning medicinal or sacred plants.

According to DeSousa, having the ability to smudge at the BCNU office is a significant step towards integrating Indigenous practice into the union.

“Smudging is part of how we open ourselves to our committee work,” says DeSousa. “When we smudge, we ask for guidance, and it’s very grounding.”

The BCNU T&R committee anticipates that the smudging protocol will be fully implemented before the end of 2024.

The committee has also drafted protocol for respectfully and appropriately engaging with Indigenous Elders. Event organizers regularly seek Indigenous Elders to help build cultural safety, provide a traditional greeting, and share Indigenous traditions and knowledge with participants at BCNU events.

While having Indigenous Elders at events is an important step towards building respectful relationships and enacting Truth and Reconciliation,

each Indigenous nation has its own protocol and preferences for engaging with Elders. This protocol is more than just manners - it is an acknowledgement of Indigenous sovereignty and a way of showing respect for the deeply held cultural and ethical values central to Indigenous cultures.

“If you’d like an Elder to attend a BCNU event, you may not know how to reach out and engage them,” explains DeSousa. “That’s what we are addressing – everything from greeting Elders, to sharing lunch.” The protocol also includes providing honorariums and accommodation for Indigenous Elders at events, along with communication and etiquette, to ensure that the union shows proper respect.

LOOKING AHEAD

The BCNU T&R plans to increase educational opportunities for the union’s provincial and regional leadership in the new year on applying the Truth and Reconciliation language from the NBA contract.

While Article 2 refers specifically to

TRUTH & RECONCILIATION L to R Christopher (Topher) Hansen, Chelsea Cardinal, and Candi DeSousa fight anti-Indigenous racism as the BCNU T&R Committee

Truth and Reconciliation, the language was crafted to flow through the entire agreement. “For example, if you’re pursuing a grievance around respectful workplace issues, you must consider Truth and Reconciliation concepts,” says DeSousa. “Learning and education will help to solidify the intention of the language. We need to teach our stewards, labour relations staff, and members that the language applies throughout the agreement.”

Beyond the collective agreement, the BCNU T&R committee want members to think about how they can apply the principles of Truth and Reconciliation in their lives and at their workplaces. For DeSousa, the work of Truth and Reconciliation requires all BCNU members to take part in dismantling anti-Indigenous racism and decolonizing their own union.

“If it’s truly meaningful for you, you can’t just sit back after reading or taking courses about Truth and Reconciliation. You must engage in constructive action. You must physically, mentally, and emotionally engage in the act of reconciliation,” says DeSousa. “For example, there are marches on different days of the year, and there’s lots of outreach we can focus on, individually or organizationally, to engage people. The more you engage, the more you learn.” •

A BANNER DAY BCNU regions within Interior Health hosted the union’s first regional bargaining conference in Penticton on Oct. 28 and 29. L to R: West Kootenay Regional Council Member Shalane Wesnoski, Okanagan Similkameen Regional Council Member Candi DeSousa, East Kootenay Interim Regional Council Member Denise Nelson, Thompson North Okanagan Regional Council Member Scott Duvall.

FEATURE

SETTING THE STAGE

Regional bargaining conferences see BCNU members set priorities ahead of next year’s NBA contract negotiations

BCNU CEO AND LEAD CONTRACT NEGOTIATOR

Jim Gould wants members to know one thing about bargaining: “If anyone thinks this next round will be easy, you’re mistaken.”

That was Gould’s sobering message for members at the union’s regional bargaining conference, held in Penticton on Oct. 28 and 29. Nearly 400 members from BCNU’s Okanagan Similkameen, Thompson North Okanagan, East Kootenay and West Kootenay regions gathered for the event on the unceded territory of the Syilx Okanagan people. All are employees of Interior Health, and all were there to begin preparations for Nurses’ Bargaining Association (NBA) contract negotiations, scheduled to begin in 2025.

This conference was the first of its kind and kicked off a new, redesigned process for gathering input from members and setting bargaining priorities. In previous years, BCNU held 16 regional conferences – one in each region of the union. For this round of bargaining, the union has organized six regional conferences, grouped by health authority. The re-design aims to bring together regions whose members share the same employer to better share experiences and strengthen each region's voice on common issues like workloads, health and safety, extended health benefits and more.

A human rights and equity-focused bargaining conference has also been organized and takes place on Jan. 27.

Almost three-quarters of the participants in Penticton were attending their first bargaining conference, lending a fresh perspective on discussions and bringing new energy into the room. One of those was Thompson North Okanagan region member Julie Bodden.

“It was such a positive experience,” she said. “Being in a room with so many people who could explain things from our point of view was really valuable.”

Regional bargaining conference participants also chose representatives to attend BCNU’s provincial bargaining conference, taking place Feb. 26-27 in Vancouver. There, members will crystallize the union’s goals and elect members to BCNU’s Provincial Bargaining Committee, the group who, along with Gould and union president Adriane Gear, negotiate a new collective agreement with the provincial government and the Health Employers Association of BC (HEABC).

DOWN TO BUSINESS Nearly 400 members from across Interior Health joined the first in a series of regional bargaining conferences, spending two days discussing their bargaining priorities. 1. BCNU President Adriane Gear speaks to reporters and the crowd at the rally. 2. Regional council member Candi DeSousa helps Okanagan Similkameen members elect regional representatives and write bargaining proposals. 3. Regional council member Scott Duvall speaks to Thompson North Okanagan members in a breakout meeting. 4. Members gather in front of the BCNU campaign van after the rally. 5. Hundreds of members signed a banner demanding Interior Health make health care better. 6. Member Jaret Blidook shows his support for better health care. 7. EDMP Rep Karla Malm asks a question during a conference presentation. 8. Okanagan Similkameen regional executive member Jose Huberdeau leads a chant during the rally.

CHALLENGES ANTICIPATED FOR 2025

NBA members won historic gains in the 2022-2025 provincial collective agreement, which expires on Mar. 31. BCNU Adriane Gear warns members that those achievements will be hard to duplicate and anticipates tough negotiations next year. To prepare for success in the next round, she emphasized the importance of members getting involved.

“Let me be clear,” Gear told the Penticton group, “none of the gains we saw in the last round of bargaining would have been possible without members’ active participation in the bargaining process – nurses like you who are dedicated to providing care each and every day.”

Gould echoed Gear’s point.

“You drive this process because this is your contract,” he said and thanked those in attendance for joining the event. “You are part of the history of changing nursing in the world. All of you should be proud of taking part in this work,” he reminded them.

Gould then warned participants of the uphill battle to come, telling them that the province’s finances look drastically different from those during the last

None of the gains we saw in the last round of bargaining would have been possible without members’ active participation in the bargaining process.”

BCNU President Adriane Gear

time nurses negotiated a contract. BC reported surpluses in the 2021-22 and 2022-23 fiscal years. However, recent projections now show a $7.9 billion deficit. This economic shift means that advocating for wage increases will be harder this time.

While the government has committed to staffing minimum nurse-to-patient ratios that will improve members’ working conditions, Gould explained

that the costs associated with increased staffing could intensify the challenge to improve wages.

“In 2022, I told the government that we were on the verge of a system collapse in health care,” remembered Gould. At the time, the province was reeling from the Covid-19 pandemic, which worsened an already critical staffing shortage. The union continued to point out this stark reality throughout negotiations, persuading the government to take action to recruit, retain, and return nurses to the bedside.

That action included establishing minimum nurse-to-patient ratios, and a billion-dollar wage increase for BCNU members. While there is still a crisis in staff retention, wage demands will weigh on the same health-care budget, meaning that members will need to fight harder to get the increases they need.

Another significant challenge that Gould anticipates in this round is the so-called “me too” clause that litters many other union contracts in health care. This provision requires the

government to automatically give all unions subject to the clause the same wage improvements negotiated by other unions, increasing the government’s overall cost of union contracts.

FIGHTING FOR BENEFITS

The challenges facing BCNU contract negotiators don’t stop at wages. Gear told conference participants that union members may also need to dig in for a fight to maintain their 100 percent employer-paid health benefits.

“All signals indicate that the employer wants to make changes – they want to see us move into a joint health benefits trust (JBT),” she reported. “We need to be very cautious about what that could mean for members’ coverage.”

Deb Charrois is BCNU’s Director of Member Services. She says that, unlike the current NBA plan, in a JBT, the employer and union would share responsibility for managing health benefits. As a consequence, a JBT could expose members to liability for increases in costs that

LTD plan. Fight tooth and nail to keep what you have,” shared New Brunswick Nurses’ Union President Paula Doucet.

BEYOND MONETARY CONCERNS

could have severe financial implications.

“With long-term disability cases on the rise and ongoing health and safety risks in health-care workplaces, sharing liability in a JBT could result in reduced benefits or higher out-of-pocket costs for members,” Charrois explained.

BCNU’s sister unions in other provinces offered a stark warning about JBTs in a video message prepared ahead of the conference.

“To my colleagues in BCNU. If there’s one piece of advice I can give you, don’t give up your fully funded health and dental plan, and fully employer-paid

While wages and benefits often dominate the bargaining conversation, contract negotiations also provide an opportunity to address ongoing health and safety concerns.

Those health and safety concerns were top of mind for participants at the Penticton conference. Members in Interior Health have been sounding the alarm over exposures to illicit substances at their worksites and their employer’s inadequate response to these incidents. In August, WorkSafeBC issued Interior Health a $274,000 fine following an April incident at Penticton General Hospital, where nurses and staff reported falling ill from exposure to a noxious substance at work.

CAN’T JOIN YOUR REGIONAL BARGAINING CONFERENCE? YOU CAN STILL HAVE YOUR SAY!

BCNU must hear from all members covered by the Nurses’ Bargaining Association collective agreement ahead of the upcoming provincial negotiations. Your input will shape the priorities the Provincial Bargaining Committee brings to the table.

“I am hopeful this stiff penalty will serve as a stern warning to all health employers that workers’ health and safety must be their top priority," said Gear. “I am proud of the nurses and staff at Penticton General Hospital. Their voices brought about change and led to WorkSafeBC orders requiring Interior Health to identify, notify and educate workers when hazards are present.”

At the Penticton conference, a shocking 70 percent of participants said they experienced verbal or emotional abuse in their workplace at least once per week. More than half reported seeing weapons brought into their units, while 92 percent had personally experienced bullying or harassment at work. And nearly all members reported inadequate nurse staffing levels, making it harder to provide safe, quality care.

ment strengthened diversity, equity, and inclusion, while 87% agreed that the last contract strengthened Indigenous cultural safety in the workplace.

These results lend credence to using collective agreements to build more diverse, equitable, and inclusive workplaces. Members can look forward to further efforts to bolster collective agreement language on these fronts.

STRENGTH IN NUMBERS

As conference discussions came to a close, participants became aware of one thing: the road ahead will be challenging. But many reported feeling more than ready to face the challenges head-on.

Members’ active participation at the conference also reflected their heartfelt commitment to improving their profession and securing the best possible working conditions for themselves and their colleagues.

We can save public health care by investing in nursing.”

BCNU President Adriane Gear

You are part of the history of changing nursing in the world. All of you should be proud of taking part in this work.”

BCNU CEO Jim Gould

A third of those in attendance said they were seriously considering leaving nursing, which could threaten the viability of minimum nurse-to-patient ratios. These results underscore the urgency of bargaining not just for better pay but for the safety and retention of health-care workers.

On a more positive note, 72 percent of participants agreed that language bargained into the last collective agree-

That collective power was on full display when members hit the streets for a lively lunch-hour rally calling for Interior Health to “make health care better.”

Conference attendees filled the streets near the Penticton Trade and Convention Centre and waved signs and banners demanding action. The rally was a powerful reminder that the fight for a fair contract is not something that just happens at the negotiating table – but also out in communities and workplaces across the province, where members are standing together, united for change.

“Your solidarity today is inspiring,” Gear told the gathering. “But it’s also just the first step. There may come a day when our bargaining committee will ask for a strike vote. And when they do, we’ll want 100 percent participation and a 100 percent vote in favour,” she said.

“Why?” asked Gear. “Because unity in job action is power.”

Gould echoed her sentiment, noting that while upcoming negoti-

ations will be challenging, BCNU members are a force to be reckoned with.

“We may be up against a tough economic climate, and we may be facing challenges in areas like employer-paid health benefits and wage increases,” he said, “but you have more public support than anyone, and the government is terrified of you.”

Gear closed the conference with a stirring speech that reminded members of what is at stake in the coming negotiations and said that, by securing a strong contract for nurses, BCNU members can be instrumental in helping to retain, return and recruit the nurses needed to strengthen our public healthcare system.

“When nurses speak out, employers will have to listen and take action to make health care better – better for patients, better for nurses,” said Gear. “We can save public health care by investing in nursing,” she concluded.

Conference participants left the event inspired and on a mission to ensure every member in their workplace fills out a bargaining survey and keeps up to date on information from BCNU.

Member Julie Bodden succinctly expressed how vital member participation in this process is.

“Get your bargaining surveys in,” she says. “A lot of members don’t feel like what they have to say is important, and I always tell them, ‘Your voice matters.’ Get involved in any way that you can.” •

AT THE POLLS

BCNU reaches new highs in political engagement during the 2024 campaign

AS BRITISH COLUMBIA’s four-week election campaign closed on a rainy October 19, a race that looked tight from the beginning remained too close to call. It stayed that way until several days later, when the dust finally settled, and the NDP were declared the winners. The NDP’s razor-thin victory – securing just enough seats (47) for a slim majority –puts it in a delicate position. The new government will likely need cross-party support to pass major legislation. This result, and its implications for BC’s health-care system, had nurses and other health-care advocates watching the campaign closely.

STARK DIFFERENCES DEFINED PARTIES’ PLATFORMS

David Eby’s NDP campaigned on its record around key voter concerns, including the cost of living, housing affordability and health care. But the party also took aim at BC Conservative Party leader John Rustad, including his plans for health care. They accused Rustad of planning to cut billions out of

the health-care budget and expand forprofit care in the province. Critics like the independent watchdog BC Health Coalition echoed these concerns, calling the Conservatives’ platform a pathway to “major cuts in health care service and increased wait times.”

High-quality health care shouldn’t be a partisan issue, and implementing staffing ratios can be a point of unity.”

BCNU President Adriane Gear

BCNU members had plenty of reasons to be skeptical of the BC Conservative party’s intentions around health care. Many will remember that Rustad and several of his party members served in

Gordon Campbell’s BC Liberal government, which passed Bill 29 in 2002. This bill gave the government sweeping powers to rip up signed collective agreements, fire 10,000 workers (mostly women) without cause, and cut wages for thousands of health-care staff. At that time, BCNU joined with other labour unions to fight the bill and eventually defeated it at the Supreme Court of Canada, but not before the bill had done significant damage to the healthcare system.

Later, the BC Liberal government continued privatizing parts of the health-care system, pulling staff and resources away from public health care to serve those who could afford to pay – at the expense of quality and timely care for everyone else. With Rustad’s history, many in health care feared a return to similar policies.

The Conservative campaign this year also sparked controversy for the extreme comments many candidates made in the past. These included Rustad’s antivaccination and climate change denial positions and commitments to roll back reconciliation with Indigenous peoples and supports related to sexual

ELECTION

POLITICALLY ACTIVE BCNU members, lobby coordinators and elected officials engaged with candidates from all political parties during the 2024 BC Provincial Election.

orientation and gender identity.

One BC Conservative candidate, Marina Sapozhnikov in Juan de Fuca-Malahat, made blatantly racist comments about Indigenous peoples in an interview conducted on election day. Although Rustad denounced her comments, he stopped short of removing Sapozhnikov from the party. Indigenous leaders, including those from the Okanagan Nation Alliance, condemned the remarks, calling them “hate speech.” Rustad’s refusal to remove the candidate before her narrow election loss left questions about his commitment to anti-Indigenous racism.

Despite winning just two seats, the BC Green Party will likely play a key role in the legislature. Though party leader Sonia Furstenau lost her seat, newly elected Green MLAs Jeremy Valeriote and Rob Botterell may help the NDP to pass major legislation. The Greens’ health-care platform focused on strengthening public health care and rejected expanding private care – a hopeful sign for the interests of nurses.

BCNU’S NON-PARTISAN ADVOCACY REACHES NEW HEIGHTS

While BCNU remains committed to non-partisanship in its political engagement at every level of government, that doesn’t mean the union holds back from pointing out when a party’s policies threaten members or undermine the delivery of high-quality health care. Rather than endorse any party, BCNU encourages all parties to prioritize health care and support nurses.

“As a union, we are most effective when we remain objective and independent from political parties at every level of government,” says BCNU

President Adriane Gear. “We fiercely defend and advocate for our values and priorities no matter which party is in government. Every MLA in the legislature is a potential ally. We will work with anyone who supports nurses and helps us improve our working conditions and the health-care system.”

While BCNU maintained neutrality through the campaign, stark contrasts between the parties on public versus private health care, belief in the science of vaccines and climate change, and Indigenous and 2SLGBTQIA+ rights demanded that the union take a more proactive approach and do more to highlight the differences between the parties’ positions on key issues.

To ensure all members knew about the union’s positions, BCNU mailed leaflets sharing key election asks to members in the summer/fall 2024 issue of Update Magazine. Implementing minimum nurse-to-patient ratios, a proven life-saving measure to improve patient care, topped the priority list.

During the campaign, the union’s “ratios save lives” message appeared on billboards, social media, Spotify podcasts, newspapers, radio stations and on the RatiosSaveLives.ca website.

For more on the Ratios Save Lives awareness campaign, see page 28.

This advertising effort resonated widely, with candidates from all parties – alongside two of the three party leaders - signing an election pledge supporting staffing ratios.

Check out the sidebar on page 25 to see who signed the health-care pledge.

“All parties need to be on board with addressing the challenges in our public health-care system,” says Gear. “Highquality health care shouldn’t be a par-

tisan issue, and implementing staffing ratios can be a point of unity.”

With a re-elected NDP government, BCNU members have good reasons to hope for continued progress on ratios.

In 2023, the union and the government reached an agreement to implement ratios in all care settings, and phase one has already started in hospitals. Meanwhile, the government’s work to invest in nurse retention and housing affordability further strengthens the foundation for health-care improvements in the coming years.

A CALL TO ACTION: NURSES LEADING THE WAY

While elections are important opportunities for members to shape the province’s future, the union’s advocacy efforts don’t stop after election day. As the province moves forward under a new government, the challenges facing BC’s health-care system are as urgent as ever.

With an astounding 56 new MLAs elected to the 93-seat legislature, BCNU will remain hard at work educating the government on how to improve health care. The union’s activists, lobby coordinators, and elected officials will need to build many new relationships with policymakers in Victoria and identify allies willing to support the union’s key priorities. Nurses’ high credibility with policymakers and the public puts them in a strong position to influence the direction of the province.

“Candidates and MLAs from all parties are eager to hear from nurses,” says Baljit Fajardo, who has been the lobby coordinator for Shaughnessy Heights since 2017. “They know how highly

respected we are in their communities and our critical role in the health-care system. That’s why when we speak, politicians know they need to listen.”

The union’s elected officials also plan to work with politicians to advance members’ priorities and the policies that support better working conditions and a stronger public health-care system for all British Columbians.

“We congratulate the NDP government on its re-election and look forward to working with Premier Eby for another term,” says Gear. “We look forward to educating MLAs from all parties about our priorities and holding them accountable for their positions and actions. BCNU members will continue to be the backbone of the public health-care system, not only on the front lines of patient care but as vocal advocates for improvement. The road ahead will require sustained effort, collaboration and bold action to ensure the promises made during this election lead to meaningful change.”

BCNU is ready to step up and continue to be the catalyst for that change, fighting for a public health-care system that is accessible, equitable and sustainable for all. In the coming months, BCNU will be there, holding the government accountable, working across party lines, and ensuring that nurses’ voices are heard in every conversation that shapes the future of health care in British Columbia.

Working together, members create a system that truly serves the people of BC, starting with the collective commitment to the principles of fairness, equality and compassion in care. The time for action is now. The future of BC’s health care depends on it. •

Candidates and MLAs from all parties are eager to hear from nurses. They know how highly respected we are in their communities and our critical role in the healthcare system.”

Baljit Fajardo, Shaughnessy Heights lobby coordinator

CANDIDATE PLEDGE TAKES AIM AT NURSE SHORTAGE

BCNU ACTIVISTS, LED BY THE UNION’S REGIONAL LOBBY coordinators, connected with candidates across the province during the 2024 BC election to stress the importance of minimum nurseto-patient ratios. The union’s election pledge asked candidates to commit to supporting ratios in all care settings to solve BC’s nurse staffing shortage.

“Regional lobby coordinators did an immense amount of work in a very short window of time to engage provincial election candidates,” says BCNU Vice President Tristan Newby, the union’s provincial lobby coordinator. “The positive response to the candidate pledge puts us in a strong position to build on the conversations we’ve already had and focus on the next steps.”

Two party leaders and elected candidates from all three major parties signed the pledge:

BC NDP

• David Eby (party leader), Vancouver-Point Grey

• Brittny Anderson, Kootenay Central

• Brenda Bailey, Vancouver-South Granville

• Christine Boyle, Vancouver-Little Mountain

• Jagrup Brar, Surrey-Fleetwood

• Susie Chant, North Vancouver-Seymour

• George Chow, Vancouver-Fraserview

• Tamara Davidson, North Coast-Haida Gwaii

• Sunita Dhir, Vancouver-Langara

• Adrian Dix, Vancouver-Renfrew

• Mable Elmore, Vancouver-Kensington

• Mike Farnworth, Port Coquitlam

• Diana Gibson, Oak Bay-Gordon Head

• Stephanie Higginson, Ladysmith-Oceanside

• Anne Kang, Burnaby Central

• Steve Morissette, Kootenay-Monashee

• Josie Osborne, Mid Island-Pacific Rim

• Janet Routledge, Burnaby North

• Harwinder Sandhu, Vernon-Lumby

• Amna Shah, Surrey City Centre

• Debra Toporowski, Cowichan Valley

• Jodie Wickens, Coquitlam-Burke Mountain

BC CONSERVATIVES

• Brennan Day, Courtenay-Comox

• Anna Kindy, North Island

• Claire Rattée, Skeena

BC GREENS

• Sonia Furstenau (party leader) *

• Robert Botterell, Saanich North and the Islands

• Jeremy Valeriote, West Vancouver-Sea to Sky

*not elected as MLA

THE PEOPLE

1. Candidate Colin Boyd and BCNU South Fraser Valley region Lobby Coordinator Gurmeet Mann. 2. L to R: BCNU Shaughnessy Heights region Lobby Coordinator Baljit Fajardo, MLA Adrian Dix (VancouverRenfrew) and BCNU Shaughnessy Heights Region Council Member Claudette Jut. 3. Candidate Pam Alexis and BCNU Fraser Valley region Lobby Coordinator Lily Osekre. 4. BCNU West Kootenay region Lobby Coordinator Tamara Roscoe and candidate Nicole Charlwood. 5. L to R: BC Green Party leader Sonia Furstenau, BCNU President Adriane Gear and Vice President Tristan Newby. 6. BCNU Vice President Tristan Newby and MLA Susie Chant (North Vancouver-Seymour) 7. Candidate Coralee Oakes and BCNU North East region Lobby Coordinator Raelene Stevenson. 8. Candidate Roly Russell with BCNU Okanagan Similkameen region Lobby Coordinator Jennifer O’Brien. 9. L to R: MLA Christine Boyle (Vancouver-Little Mountain), BCNU Central Vancouver region Lobby Coordinator Kristina Hernandez, MLA Brenda Bailey (Vancouver-South Granville) and BCNU Shaughnessy Heights region Lobby Coordinator Baljit Fajardo. 10. MLA Harwinder Sandhu (Vernon-Lumby) and BCNU Thompson North Okanagan region Lobby Coordinator Liana Cole. 11. Candidate Tracy St. Claire with Jennifer O’Brien. 12. Candidate Chris Sankey with North West region Council Member Teri Forster 13. Candidate Irwin Jeffery with BCNU North West region Lobby Coordinator Marlee Emery 14. MLA Brittny Anderson (Nelson-Creston) with East Kootenays region Lobby Coordinator David MacVicar 15. Candidate Baltej Dhillon with Gurmeet Mann.

TWO NURSE MLAS RE-ELECTED

CONGRATULATES NURSE MLAs SUSIE CHANT (North Vancouver-Seymour) and Harwinder Sandhu (Vernon-Lumby) on their re-election to the BC legislature. They were both first elected in the 2020 provincial election and are the only two nurses elected to the 93-seat legislature.

Prior to being elected in 2020, Sandhu worked as a patient care coordinator at Vernon Jubilee Hospital. She was also an active union member, serving as chair of the Mosaic of Colour caucus and as the BCNU Thompson-North Okanagan region lobby coordinator. Chant, also elected for the first time in 2020, worked as a team leader in community care with Vancouver Coastal Health and was a member of the Royal Canadian Navy Reserves for over 40 years.

BCNU endorses members running for election if they meet criteria, including having a past record and current campaign that align with the union’s values and organizational objectives.

BCNU

REJOINING THE LEGISLATURE BCNU members Susie Chant (North VancouverSeymour) and Harwinder Sandhu (Vernon-Lumby) both won their seats and will be part of the BC NDP government.

TURNING THE TIDE

Ministry directive provides framework to begin rolling out minimum nurse-to-patient ratios

DETAILS MATTER. THE provincial government’s March 2024 announcement committing to the implementation of minimum nurse-to-patient ratios (mNPRs) in hospital-based care settings across BC was a historic moment. It marked the culmination of years of efforts by nurses determined to change the way the province staffs and manages health care.

But a commitment is just that. The announcement signalled the beginning of an implementation process that would require months of additional work and consultation between BCNU, the Ministry of Health and health employers. By the end of the summer, all parties reached consensus on a policy directive detailing specific employer obligations on a range of policies needed to consistently implement mNPRs across designated

hospital-based care settings.

The provincial Executive Steering Committee responsible for overseeing mNPR implementation officially announced that it had endorsed this policy directive on Sept. 4. The directive requires health employers to begin this fall with the rollout of ratios in general adult medical/surgical units, followed by ratios for other hospital-based care settings.

“This work could not have been done without the input from thousands of nurses.”

BCNU President Adriane Gear

At a Sept. 18 news conference, BCNU President Adriane Gear stood alongside Premier David Eby and then health minster Adrian Dix to commend the policy directive’s endorsement.

“This is a significant step toward improving patient care and working conditions for nurses,” said Gear.

"This work could not have been done without the input from thousands of nurses, who are dedicated to improving the experience of both patients and their fellow nurse colleagues.”

The government has committed to expanding mNPRs across all health care settings within the next four years, including long-term care facilities, psychiatric emergency services, and community health care.

But the work is far from over. Gear says BCNU will continue to ensure these ratios become fully implemented across all settings, improving patient care and nurses’ working conditions

PARTNERING FOR RATIOS L to R: BC Premier David Eby, BCNU CEO Jim Gould, BCNU President Adriane Gear, and former Minister of Health Adrian Dix meet during a joint announcement held on September 18, highlighting the progress on the rollout of minimum nurse-to-patient ratios and the collaborative efforts between the government and BCNU.

SAVE LIVESRATIOS

POLICY DIRECTIVE KEY HIGHLIGHTS

throughout the province.

Meghan Friesen is BCNU executive councillor for pensions and seniors’ health.

“Ensuring safe, manageable workloads for nurses is essential for both patient outcomes and the sustainability of our health-care system,” says Friesen. “As we expand these ratios into new areas, our focus remains on creating a workplace where nurses feel supported and patients receive the quality care they deserve.”

“Ensuring safe, manageable workloads for nurses is essential for both patient outcomes and the sustainability of our health-care system.”

BCNU executive councilor for pensions and seniors' health Meghan Friesen

Friesen says BCNU will remain actively involved in this process, fighting to ensure that ratios are fully implemented and enforced across all care settings.

Gear says ongoing feedback and participation from members will be essential to monitoring progress, addressing challenges, and holding the government accountable throughout the implementation process.

“It’s important that nurses have their voices heard,” she says. “We’re continuing to consult with members through surveys and focus groups and seeking nurses’ participation in monitoring and evaluating mNPRs

On Aug. 15, the Ministry of Health released a policy directive to begin the implementation of mNPR across BC. Representatives of BCNU, the provincial government, and health employers collaborated on the document, which provides health employers clear directions to consistently implement mNPRs across designated hospital-based care settings.

Here are some key highlights of the policy directive:

JOINT REGIONAL IMPLEMENTATION COMMITTEES (JRICs)

Each health authority will form a committee with equal representation from BCNU and health employers to implement ratios consistently. Health employer representatives include the chief nursing officer, a senior operational leader with a nursing background, and a senior labour relations leader. BCNU has two representatives: an elected official and a senior labour relations leader.

IMPLEMENTATION DOCUMENTS

Health employers must follow a set of guidelines, including an Implementation Instruction Manual, and collaborate with the JRIC on a Planning Template to ensure they apply ratios correctly.

CHARGE NURSES AND VACANCY REPLACEMENT

Charge nurses will provide clinical leadership and coordinate patient assignments to maintain mNPRs throughout each shift. They can address immediate patient safety and workload concerns. Medical/ surgical units will have a 24/7 charge nurse without assignment. When a baseline nursing position becomes vacant, health employers must exhaust every effort to fill it with an equivalent nurse (e.g., RN with RN, ER-qualified with ER-qualified).

ADDITIONAL STAFFING REQUIREMENTS

Health employers must strive to maintain individual nurse assignment ratios at all times and adjust staffing levels to accommodate overcapacity beds and provide break relief. JRICs must agree to any changes to the existing distribution of nursing designations (LPNs, RNs, RPNs) at the site level.

QUALITY PRACTICE AND LEARNING ENVIRONMENTS (QPLE)

Ratios ensure patient safety, improve nurse satisfaction, and facilitate mentorship and education, fostering quality practice and learning environments (QPLE).

CULTURAL SAFETY AND QUALITY CARE

The implementation of mNPRs must prioritize cultural safety and humility, acknowledge Indigenous peoples’ experiences in the health-care system and address Indigenous-specific racism. The implementation must incorporate the principles of Diversity, Equity, Inclusion, Accessibility, and Belonging.

NEWLY ANNOUNCED NURSE-PATIENTRATIOS

The government of BC announced the first nurse-topatient ratios for various care settings in March 2024. These ratios are designed to improve patient care and reduce nurse workloads. Figure 1 shows the ratios for some of the most high stakes care settings.

Later in September, the government announced additional nurse-to-patient ratios that will benefit BCNU members and patients in specialized settings.

BCNU members in specialized care settings face some of the most challenging working conditions, with overcrowded units and increasing patient demands. Figure 2 breaks down the ratios in these units.

The newly announced emergency department ratios in Figure 3 are designed to alleviate pressures in these settings, ensuring safer care environments for both nurses and patients.

mNPR: The Beginning

1

at worksites across the province.”

Gear reminds all members to visit the BCNU website and submit an expression of interest to participate in the monitoring and evaluation process at their worksite.

“I’m encouraging all members to participate and help bring us closer to a safer, more supportive environment for everyone,” she adds.

PROMISING SIGNS AT A RURAL HOSPITAL

Minimum nurse-to-patient ratios have the promise and potential to provide the staffing support and flexibility needed to retain and attract the nurses our health-care system so desperately needs.

Staffing solutions are already being

tried and tested at Bulkley Valley District Hospital in Smithers ahead of the formal implementation of mNPRs, where the addition of more staff is already improving patient care and helping to manage nurses’ heavy workloads. The staffing changes at this facility are laying the groundwork for stronger staffing standards, showcasing the benefits of increased support even in these early stages.

In the emergency department, adding a second RN per shift has brought much-needed relief.

With the addition of a dedicated triage nurse, patient assessments are faster and care processes have become smoother. These staffing gains, made possible by adding more flexible scheduling options such as part-time

“These positive changes are already making a real difference.”

lines in new rotations, have attracted more nurses to the hospital, increasing support across shifts.

The medical-surgical unit has also made strides, with nurses now having more meaningful time to dedicate to each patient. Likewise, a new maternity care line provides focused care for new parents, ensuring families

North West regional council member Teri Forster

Specialized Care Ratios NEW

NEW Emergency Department Ratios

Figure 3

2

feel supported during the early days of parenthood.

BCNU North West regional council member Teri Forster frequently hears from nurses that things are improving thanks to a collaborative approach between nursing staff and management. “These positive changes are already making a real difference,” Forster shares. “There’s still a way to go, but it’s exciting to see things moving in the right direction.”

She attributes much of this progress to dedicated members like Beth Marko, a Professional Responsibility Advocate and Local Steward for the North West Region, who worked closely with Northern Health to raise staffing levels and strengthen support.

Challenges remain, however. Some

nurses have shifted from community care to hospital positions, leaving gaps in other health-care areas. While certain departments now enjoy more stable staffing, others continue to struggle with shortages, emphasizing the need to build up staffing across the board to ensure gains in one area do not come at the expense of another.

The progress at Bulkley Valley exemplifies how improved staffing leads to better care while highlighting that lasting change requires sustained effort. These promising early steps represent the beginning of a longer journey toward comprehensive, system-wide improvements.

“This is just the beginning,” says Teri. “Even small improvements make a difference, but there’s still more work to be

done. We need to keep pushing forward.”

With the province-wide implementation of minimum nurse-to-patient ratios beginning, BCNU remains dedicated to seeing these changes through.

The progress at Bulkley Valley shows that better staffing genuinely improves care – but lasting change will depend on continued advocacy and persistence. •

Members can help BCNU monitor and evaluate the implementation of mNPR.

Scan QR code to participate HAVE YOUR SAY:

Figure

PROFESSIONAL ISSUES IN THE WORKPLACE

NURSING INNOVATION BCNU AND PROVIDENCE HEALTH CELEBRATE OVER

A DECADE OF NURSE-LED RESEARCH FOR BETTER PATIENT CARE

AT THE FRONTLINES OF HEALTH care, nurses have a unique vantage point to observe patterns in patient care, identify emerging needs and gather insights for developing new medical interventions. Academic studies on the impacts of nurse-led research show how critical their perspectives are in shaping health care to improve patient outcomes. According to a study by nursing researchers Dr. Marcela Campoli and Tanya Mulvey, nurse-led research has the potential to enhance evidence-based practice for the entire profession and craft the future of health care. In turn, taking part in research gives nurses a special – and often untapped – potential for professional growth, enabling them to shape and strengthen their areas of practice.

But too often, nurses face obstacles that limit their participation in evidence-based research. Heavy workloads, lack of mentorship, and staffing shortages can confine nurses to an observational role when it comes to advances in health care. When health care research ignores nurses’ voices, it risks losing the nuances of patient care, weakening the impact of research and slowing down patient-focused and evidence-based improvements to medicine.

Recognizing these obstacles, Providence Health Care (PHC) Director of Research Aggie Black developed the Practice-Based Research Challenge. This annual program encourages frontline nurses to develop and lead their own research projects in their worksites. BCNU has supported this nurse-led research program since its

inception in 2011 and has committed to funding one nurse-led team every year.

The program supports point-of-care nurses who may lack research experience but are eager to explore questions arising from their work. The initiative offers research training, mentorship and funding opportunities to help participants develop projects based on their clinical observations. This partnership bridges the gap between research and practice, fostering a collaborative approach with other health-care professionals. More importantly, it helps participants to integrate their findings into clinical environments, leaving an immediate and lasting impact on the patients they see every day.

As the 15th cohort of the Research Challenge prepares to begin their studies in January 2025, Black reflects on the meaningful impact of this partnership in advancing nursing research.

“Our partnership with BCNU has had many benefits: through the BCNU’s funding, PHC can support another team of nurses to conduct meaningful research, and by supporting the Research Challenge, the union is offering additional educational opportunities for point-of-care nurses,” says Black. “The Research Challenge projects lift the nursing voice in research, and the project findings aim to improve patient care.”

To date, the PHC Research Challenge has supported 143 teams, leaving a legacy of critical evidence-based findings. Participant evaluations of the program have been overwhelmingly positive, with those taking part reporting that they increased their knowledge of

research, added to their skills and built their confidence. More than two-thirds of participants reported that what they discovered during the Research Challenge led to practice changes at their worksite. A further 26 percent were inspired by the program to enroll in graduate school.

One exemplary project on patient experience showcases the program’s impact. BCNU member Josie Mackey observed that post-transplant patients at the St. Paul’s Hospital Heart Centre often became informal mentors to those awaiting transplants. The post-transplant patients offered firsthand insights and reassurances that eased pre-transplant patients’ worries and helped them prepare for surgery.

In 2022, Mackey led a team that conducted a study to formalize this heart transplant mentorship program at St Paul’s. Her team interviewed heart transplant patients about what they would like to see included in the program.

Based on the strength of the preliminary research conducted during the Research Challenge, the team recently won additional funding from a Vancouver Coastal Health Research Institute/Providence Research Team Grant. Not stopping at St. Paul’s, this new funding will enable the team to expand their heart transplant mentorship program across BC, benefiting patients throughout the province.

“Working alongside patients in the St. Paul’s Heart Transplant clinic outside a clinical aspect was special. I was able to appreciate patients’ perspectives on what is important to them, and see how

they act as peers to other patients,” says Mackey. She emphasizes the importance of BCNU’s support, saying the union’s backing was instrumental in making opportunities possible for nurses.

While the Research Challenge has led to improvements in health-care practice, past participants have also used the study to improve nurses’ health and safety on the job.

Zoe Esseiva and Avery Rossi, both new nurses and BCNU members, frequently encountered aggressive patients and abusive language while working in inpatient medicine units. They knew that Behaviour Support Plans (BSPs) were in place to help care teams manage these patients, but many staff lacked training. Esseiva and Rossi realized that no one had formally evaluated the effectiveness of these tools and sought opportunities to improve them.

In 2022, using funding provided through the PHC Research Challenge, Esseiva and Rossi launched a project to assess how well BSPs were working, review staff training on using BSPs and identify potential improvements in the approach. Participating in the Research Challenge allowed them to lead a study on staff experiences with behaviourally complex patients that aimed to enhance staff preparedness and improve patient care through better utilization of BSPs.

“While working on a medical unit, Zoe and I recognized the issues in treating patients who had challenging behaviours and were put on a “behaviour care plan,” Rossi says. “By being a part of the Research Challenge,

we were empowered to lead changes to the behaviour care planning process by examining interdisciplinary staff’s experiences working with patients who were behaviourally complex.”

One of the Research Challenge’s strengths lies in its ability to cultivate a research-positive culture within nursing. Even participants whose teams do not receive funding benefit from the program’s workshops and training, emphasizing the critical role research plays in informing clinical decisions and patient outcomes. By connecting bedside practice with evidence-based research, the program shows how data can drive practical change in the health-care environment.

BCNU continues to play a role in sustaining and growing the programs created through the Research Challenge, and the partnership with PHC stands as a model for how collaboration between unions and health-care organizations can foster innovation, empower clinicians and improve care across the province. The program shows that nurse-led research is not just achievable but

essential for advancing health-care practices and supporting teams of clinicians new to research, guiding them in conducting practicerelevant studies.

“As nursing is an evidence-based profession, it is rewarding and empowering to have the opportunity to be at the forefront of generating evidence for clinical practice,” says Esseiva, who found the program so worthwhile that she is pursuing a Master of Science in Nursing at UBC this fall. “I recommend the Research Challenge to any nurse looking to explore the research world and gain graduate-ready research skills,” she adds. •

BCNU members at Providence-run health-care facilities who are interested in participating in the Providence Research Challenge can reach out to Aggie Black at ablack@providencehealth.bc.ca

NEW FRONTIERS L to R: Research Challenge participant Zoë Esseiva; Josie Mackey with her Research Challenge mentor, Wynne Chiu. Photo used with permission from Transplant Research Foundation.

BCNU ADVOCACY

FIGHTING FOR YOU

AFTER THE FALL DISABLED WORKERS FIGHT FOR MORE OPTIONS AS THEY FACE RETIREMENT

PAM MCFAYDEN ALWAYS knew she wanted to become a nurse. Growing up in Kamloops, a nurturing grandmother impressed on her the importance of caring for those in need. She spent three summers in her youth caring for residents with Down syndrome and developmental disabilities at a local facility. Later on, a car accident that left a family member in hospital cemented her career trajectory.

“What I saw at the hospital really impressed me – the teamwork between the doctors, nurses, physical therapists, even the cleaners – everyone was working together for the patient’s well-being.”

“I was hellbent on being a nurse.”

Pam McFayden

McFayden began nursing training shortly after high school, but it took her longer than she expected to achieve her goal of becoming a nurse. Life events like having children delayed her

education, but she never gave up on her dream job.

“I was hell-bent on becoming a nurse,” McFayden says. “I had a very bumpy transition into nursing, with lots of side steps. But eventually, I thrived as a single parent in a nursing career.”

That all changed one day when an injury at work set the stage for the end of her chosen career.

“I was in pediatrics that day, and everything was under control. I went for my break and slipped in the bathroom, hitting my head on the tile floor,” explains McFayden. “I still don’t know if I lost consciousness, but I damaged my left wrist and had bruising all up and down my side and back.”

McFayden attempted to return to work in the months that followed but never recovered enough to continue nursing.

“I found myself in a terrible situation,” she remembers. “I was trying to work and maintain my practice but realized that I couldn’t continue my job as a nurse. It was extremely frustrating.”

WorkSafeBC eventually determined that McFayden

UNDETERRED

Following a lifechanging injury that cut her nursing career short, Pam McFayden fought for a fair retirement age.

would no longer be able to work and put her on permanent disability with loss-of-earnings benefits. While these benefits did not ease the disappointment of losing her nursing career, they did provide some financial stability as McFayden continued to raise her family. However, in her early 60s, McFayden began worrying about how she would continue paying her bills if her benefits ended.

FIGHTING FOR A FAIR RETIREMENT AGE

Until recently, all workers faced mandatory retirement at 65. Now, people are no longer forced to retire at that age. While many workers, including many nurses, choose to retire at 65 – often

to maximize their pension contributions – others continue working. The reasons are many. People are living longer and healthier lives and want to remain in a rewarding career. At the same time, increases in the cost of living and growing economic precarity force others to continue working to survive.

Despite working age trending upward, legislative changes enacted by the BC Liberal government in the 2000s allowed WorkSafeBC to end compensation benefits at age 65. Workers would receive a low dollar-value lump sum when they turn 65 and no further benefits from WorkSafeBC.

When these legislative changes came into effect, BCNU immediately set to

“If you are going to work past 65, would have worked past 65 if not for the injury, or find the injury resulted in economic hardship that now requires working past 65, gather the supportive evidence right away.”

BCNU

work, encouraging members to participate in a worker consultation process. A series of reviews took place in 2018 and 2020, leading to amendments to the Workers’ Compensation Act enabling WorkSafeBC to consider a worker’s situation when they turn 63 and determine a later retirement date.

While BCNU welcomed these changes, many workers are still not aware that they may be eligible to continue their benefits past age 65. Now, members can begin the review process to extend their benefits as soon as they turn 63.

But members on permanent disability benefits need to be proactive. WorkSafeBC does not send workers notice that their benefits will end until a few months before they turn 65, taking away critical time for the worker to prepare evidence and obtain help from their union to seek an extension of loss-ofearnings benefits.

When McFayden was nearing 63, she discovered that her benefits would end

at age 65. The discovery felt particularly unfair given her late start in the profession and how suddenly her workplace accident ended her career. Before her injury, McFayden had intended to continue working well past what many would consider a typical retirement age.

“I had planned to work as much as possible once my children were more independent,” she explains. “I worked so hard to become a full-time nurse. I never planned to leave the field – I never planned to retire.”

Feeling beaten down by her years spent wrestling with WorkSafeBC and the devastating effects of losing her nursing career, McFayden considered just giving up. However, after taking time to consider what she would lose, she instead decided to contact BCNU to see if anything could be done to maintain her benefits. BCNU labour relations officers Jim Parker and Gregory Rabin helped her navigate the WorkSafeBC appeals process and compile proof

of her original intention to work past age 65. Thanks to their efforts, McFayden won her appeal and will maintain her benefits until age 75.

BCNU CAN NOW HELP MEMBERS ON PERMANENT DISABILITY

Parker and Rabin want BCNU members on permanent disability benefits who are approaching the age 65 cut-off deadline to know they are here to help.

“There is a lot that we can do to help members on permanent disability prepare an appeal and gather evidence for a later retirement date,” says Rabin. “But they should plan ahead. The notice period from WorkSafeBC is short, which can make it difficult to prepare a successful appeal. The member often doesn’t know that the deadline is coming up until they are two or three months out,” he explains.

While BCNU will continue to advocate for more proactive case management

from WorkSafeBC, Rabin says a successful appeal can mean hundreds of thousands of dollars in benefits depending on the length of the extension. All workers on permanent disability benefits will receive a small lump sum on retirement, whether they appeal to lengthen their retirement age or not.

Parker has a simple message for workers who receive permanent disability benefits from WorkSafeBC: “If you are turning 63, don’t wait for a notice from WorkSafeBC. If you are going to work past 65, would have worked past 65 if not for the injury or find the injury resulted in economic hardship that now requires working past 65, gather the supportive evidence right away. And don’t hesitate to reach out to your union.”

McFayden echoes that message and wants other members on permanent disability to remember that they are not alone.

“I stewed about it for a long time and had many sleepless nights. I was ready to give up,” she admits. “If it weren’t for Jim and Greg, I don’t know what I would do. Thank God for the union.”•

Members who need advice or assistance with the disability benefits process should contact the BCNU WCB Advocacy team at wcb@bcnu.org.

labour relations officer Jim Parker

STUDENT LEADERS

BUILDING THE FUTURE OF BCNU

FROM STUDENT TO ADVOCATE BCNU’s INVESTMENT IN STUDENT NURSES BUILDS FUTURE LEADERS

THE ADAGE “IF YOU WANT something done, ask a busy person” could easily apply to BCNU East Kootenay region member Gina Neumann.

In addition to her work as a Nursing Support Services Coordinator in Interior Health, she is a “med shed” nurse at the Canadian Cancer Society’s annual spring Camp Goodtimes and a camp counsellor at Canuck Place Children’s Hospice spring respite camp.

Neumann brings that same energy to her work

as treasurer for the East Kootenay region.

Her engagement with the union, beginning in her student days, helped Neumann transition into a successful nursing career while setting her on a course as a local union activist in the East Kootenays.

It all started when BCNU activists brought pizza to a presentation about becoming a student nurse member during her first year of nursing school.

“I signed up right away,” says Neumann. “I

took advantage of every opportunity that BCNU offered, and I appreciated the union’s investment in student nurses.”

As she continued studying and building her advocacy as a student BCNU member, she earned an opportunity on the national stage.

Neumann received one of 16 BCNU-sponsored student nurse spots to attend the Canadian Nursing Students Association’s annual convention in 2015.

Her passion for union involvement continued to

grow. That same year, she attended BCNU’s annual convention. “I understood about 50 percent of what was going on, but I loved being involved with the energy of the room and the passion of the advocates.” The convention allowed Neumann to meet other nurses from her region and begin forming relationships with her future colleagues. “I was awarded an employed student nurse (ESN) position at East Kootenay Regional Hospital that summer and was able to meet some fantastic nurses at convention,” said Neumann. “This experience really helped my transition into nursing.”

Neumann points to the success of the ESN program in helping to keep young nurses in the profession while building future union leaders. This program, negotiated by BCNU and regional health employers in 2001, provides third- and fourth-year nursing students with an opportunity to gain clinical experience in healthcare facilities in special paid part-time or part-year positions. The program was designed to address the high number of new graduate nurses who leave the profession within five years of starting work.

BCNU President Adriane

THEN AND NOW Gina Neumann participating in BCNU’s member photo shoot in 2018; Neumann at Camp Goodtimes, an outdoor program for children with cancer.

“I look forward to ensuring that the next generation of nurses know that their union is behind them.”

Gina Neumann

Gear says that with a high attrition rate and a global nursing shortage, the union is doing its best to stop that early exodus.

“The ESN program has been a game changer as students get paid, firsthand experience before they complete their formal education,” says Gear. “That’s why BCNU invests in students, so they will be informed about their rights in the workplace before they reach graduation day.”

Following her successful transition into nursing, Neumann kept up the pace of her union activism. She has served as a steward and became the East Kootenay region Young Nurses’ Network (YNN) representative in 2017. The YNN is a group for BCNU members who are 35 years old or younger and have been working as a nurse for five years or less. It works to support young nurses as they grow in their profession and act in solidarity with equityseeking groups toward more just and inclusive workplaces.

In 2020, Neumann became

the East Kootenay region treasurer, a position she still holds. She is also an out-of-town member of the BCNU Finance Committee, where she works to ensure members' dues are spent responsibly.

“I absolutely believe my involvement as a student member influenced my decision to take on an elected role with the YNN. I saw the power of unionism and the changes that could support members and ensure safe patient care,” she says.

Looking to the future, Neumann reflects on how her union experiences as a student nurse have impacted the trajectory of her career.

“I am incredibly grateful for the opportunities I had because of BCNU, and I look forward to ensuring that the next generation of nurses know that their union is behind them. We want student nurses to feel empowered and excited about this career, and BCNU can provide financial support and event sponsorship to add to the base curriculum learning.” •

GINA NEUMANN TALKS ABOUT HER ROLE AS NURSE ADVOCATE

UPDATE What does being an activist or advocate mean to you?

NEUMANN I think an activist lifts everyone up. There is real power in working together towards a goal.

UPDATE What member or steward education have you completed to date, and what was a highlight for you?

NEUMANN I have taken almost everything: Building Union Strength, Steward Essentials, Steward Intermediate, Crucial Conversations, and Embodying Your Practice. I encourage every member to attend a Building Union Strength workshop. So many times, members ask where their two percent in dues is going. I tell them Building Union Strength is an opportunity to see what the union is doing, understand the organization’s roots and get to know your contract and rights.

UPDATE Tell us how your work as your region’s regional treasurer supports being an activist.

NEUMANN I believe in fiscal responsibility and want to ensure our member dues are spent appropriately. I advocate for regional worksite member engagement and educational funding.

UPDATE The union is you – how do you share that sentiment with your colleagues?

NEUMANN I will tell colleagues that the union is all of us, you, me – it is not an entity on its own. I am happy to help a colleague, but it is all of our responsibility to know our contract and how to advocate for the improvements we want in our workplace.

UPDATE How do you see your union involvement growing in the future?

NEUMANN I will always be an activist because I believe in fighting for what is right. I want to see our profession become more safe, and I want to see more progress for nurses.

VISION QUEST BCNU’S NEWLY MINTED CEO HAS HIS EYES ON A BOLD FUTURE FOR BC’S NURSES

“IT’S ALL ABOUT GETTING sh*t done.”

Those were the bold words BCNU’s new CEO Jim Gould shared with members gathered at a regional bargaining conference in Penticton in October. As Gould’s extensive track record with BCNU shows, these words are more than mere bluster.

Gould has served as interim CEO with BCNU since 2022, but he has worked as an external legal counsel for the union for close to twenty years. In that time, he helped negotiate the highest nursing salaries in the country for BCNU members. He secured significant legal and financial commitments from the BC government to establish minimum nurse-to-patient ratios and to support nurse recruitment and retention efforts. While he is proud of BCNU’s work in these and many other areas, it’s the work ahead that Gould is most looking forward to.

“I am excited to work as BCNU’s CEO,” says Gould. “Over my years working with BCNU, I’ve learned so much about the intricacies and needs of this organization and our members. I’m looking forward to putting my knowledge into action

to help BCNU improve the working conditions for our members, which will benefit patients in BC.”

That in-depth knowledge will be put to good use as BCNU members under the Nurses Bargaining Association (NBA) enter contract negotiations next year. Gould has a bold vision for advancing members’ interests in this next round. He has launched a series of regional bargaining conferences, focused by health authority, to gather member input and identify strong voices for the bargaining committee. He hopes all NBA members will take advantage of the many opportunities to share their opinions before negotiations start in 2025.

LOOKING FORWARD

worksite or in your region.”

Gould’s vision for the future of BCNU doesn’t stop at NBA bargaining. Along with BCNU President Adriane Gear, the provincial executive committee and elected council members, he has set a personal goal of making the organization the best nursing union in the world.

The organization has increased engagement to build collaboration between members, elected councillors and staff. Labour relations officers and stewards are spending more time at worksites to expand outreach. Ramped-up public campaigns are putting more pressure on health authorities to do better. Internally, Gould is working

“If we keep pushing, if we keep organizing, we can accomplish things that will reshape the future of health care in BC for the better.”

BCNU CEO Jim Gould

“I want every member to get involved," says Gould. "Fill out your bargaining survey, attend a regional conference, think about joining a job action committee at your

with BCNU’s president and council members to better support diversity, equity and inclusion in the union and fight anti-Indigenous racism in health care.

For Gould, this is more than just a job. It is a mission to improve the conditions for nurses and patients in BC.

“Working to fix these problems isn’t just a professional matter for me – it’s personal," remarks Gould. "My late mother was a nurse, and my daughter is in her third year of nursing school. The working conditions hit rock bottom during Covid. We all need to work together to turn this around for the nurses in this province and for their patients. We all benefit when nurses’ working conditions support their psychological health and safety.”

In the months to come, as bargaining heats up and new initiatives get underway, Gould’s message will resonate at every step: It’s all about getting sh*t done. And with the support of a united, energized membership, there’s no limit to what the union can achieve.

“We’ve got a lot of work ahead of us,” says Gould. “But I’ve seen what we’re capable of when we come together, and I’m confident that if we keep pushing, if we keep organizing, we can accomplish things that will reshape the future of health care in BC for the better.” •

BCNU’s CEO Jim Gould is looking to build the best nursing union in the world.

CFNU VIEW

BUILDING NURSES’ VOICE

SHOULDER TO SHOULDER Representatives from CFNU-affiliated nursing unions stand with premiers from across Canada at the Council of the Federation meeting in Halifax, July 16.

NURSES UNITED BCNU’s RETURN TO NURSES’ FEDERATION PROVIDES AN OPPORTUNITY TO IMPACT THE NATIONAL CONVERSATION

THERE IS NO union strength without strength in numbers. Unions make work and life better for their members by using the leverage of collective action to secure better contracts, better working conditions, and more respect – both at work and in our communities.

That’s why so many BCNU members were thrilled to celebrate their union’s 2022 return to the Canadian Federation of Nurses Unions (CFNU) – Canada’s largest

community of unionized nurses. The organization has a mandate to advocate for nurses and patients and strengthen publicly funded health care across Canada. Member unions span the country and use their collective voice to pressure the federal government on issues that matter to nurses and patients.

CFNU also represents nurses’ voices in the Canadian Labour Congress (CLC), the largest labour organization in Canada that brings together federations

of labour and communitybased labour councils from across the country. These member unions stand together to promote workers’ interests on the job and in their communities. While BCNU has not rejoined the CLC as a constituent union, having members’ voices represented at the CLC through its membership in CFNU further strengthens nurses’ position in the labour movement and bolsters their status as front-line health-care professionals.

“Being a part of the CFNU means we have a voice at the table federally,” says BCNU President Adriane Gear. “We can accomplish so much more working together with other provinces' nursing unions, and we also have a lot to contribute to making the health-care system better across Canada.”

SOUNDING ALARM BELLS OVER AGENCY NURSING

In September, CFNU released a comprehen-

sive report, Opening the Black Box: Unpacking the use of Nursing Agencies in Canada, which exposes the growing reliance on private, for-profit nursing agencies in our public health-care system. These staffing agencies provide travel and temporary nurses to health-care facilities, typically on a short-term basis. However, as the report reveals, health authorities have been increasingly using these short-term agency nurses to cover huge gaps in recruitment and retention in health-care settings, inflating the cost for hospitals, clinics, long-term care homes and health authorities across the country.

The report relies heavily on data gathered by BCNU researchers and shows a disturbing increase in

agency nursing hours following the COVID-19 pandemic. According to the report, health authorities in BC reported just under 23,000 agency nurse hours per quarter in 2016, compared to over 550,000 hours in quarter three of 2023–2024, a 24-fold increase.

As a result, more than $1.5 billion of Canada’s public health dollars are projected to be paid out to for-profit nursing agencies in the 20232024 fiscal year. This spending represents an enormous increase from the $247.9 million spent on agency nurses just three years prior.

The report concludes that the high costs associated with agencies are not sustainable in the long run, and that agency nursing

poses a threat to our public health-care system.

The report provides several key recommendations to strengthen public health care in the wake of the increases in agency nursing, suggesting that governments should immediately begin phasing out the use of private, for-profit

nurse staffing agencies in Canada. It states that governments and employers must take immediate action to solve the nursing staffing shortage by increasing their recruitment and retention efforts. Finally, until governments can completely phase out private nursing agencies, they must take action to implement regulations and oversight on the industry, ensuring that agency nursing does not continue to draw valuable resources away from our public health-care system. •

Read an executive summary or the full CFNU report on agency nursing at nursesunions.ca/research/ opening-the-black-box.

Learn more about CFNU: www.nursesunions.ca.

TAKING RATIOS NATIONAL BCNU President Adrian Gear sits with Saskatchewan Union of Nurses President Tracy Zambory at the Council of the Federation meeting in Halifax in July.

SUPPORTING MEMBERS

QUICK FACTS

NAME Denise Waurynchuk

GRADUATED BSN, Selkirk College/ University of Victoria 2009, Critical Care, Mount Royal University UNION POSITION

Interim Executive Councillor, Occupational Health and Safety and Mental Health WHY I SUPPORT BCNU? “As a union, we can advocate for members with various issues, such as workplace safety, to ensure their voices are heard and help them succeed.”

COUNCIL PROFILE

HERE’S WHO’S WORKING FOR YOU

“Our members are the reason I do the job I do,” says BCNU Interim Executive Councillor, Occupational Health & Safety and Mental Health, Denise Waurynchuk.

INTERIM EXECUTIVE

councillor for occupational health & safety and mental health Denise Waurynchuk’s commitment to helping members is in plain view throughout her journey in nursing and with BCNU.

Waurynchuk has always enjoyed supporting others. She chose nursing because it was a career where she could help people.

“I wanted a job where I felt like I was making a change in people’s lives,” says Waurynchuk. “The days when I help make a difference in a patient’s life are when I know why I became a nurse.”

For Waurynchuk, working as a nurse has been a platform for caring for people while exploring different work and life experiences.

She has spent most of her nursing career in Cranbrook, working in medical units, surgical units and home and community nursing. She has been a transition liaison and patient care coordinator. She has also shared her expertise with other nurses as a clinical nurse educator and taught at the College of Rockies for the Bachelor of Science Nursing Program and Practical Nursing Program.

“One of the main things I like about nursing is the vari-

ety of jobs and experiences you can have within health care,” says Waurynchuk.

Waurynchuk’s union activism grew out of her interest in exploring the variety of nursing. She became more involved with the union after attending a practice conference where she learned about the union’s educational opportunities and made connections with other members. She became a steward in 2013, then a steward-at-large and a Joint Occupational Health and Safety Representative in 2019. During this period, she joined the BCNU East Kootenay region executive team, becoming the regional chair in 2020.

“It’s great to work with members to achieve positive outcomes,” says Waurynchuk. She fondly remembers submitting a grievance after multiple incidents of violence on a unit, winning workload support and a new nurses’ station to keep members safe.

Now, in her executive role, Waurynchuk is a liaison for Occupational Health and Safety (OHS), mental health and Enhanced Disability Management Program representatives. She meets with the OHS director, managers and team leads regularly. She sits on the Policy Review Committee and the Provincial

Job Action Committee (PJAC). She works with external organizations, including WorkSafeBC, the Ministry of Health and the province’s health authorities.

“In my regional and provincial positions, I know my voice helps bring members’ concerns forward and ensures their issues are not forgotten,” says Waurynchuk. “Our members are the reason I do the job I do. Although they work in very difficult environments, they keep showing up to work.”

In the long term, Waurynchuk is modernizing BCNU’s strategies around OHS and mental health. Her work aims to better address how the union supports members through this process.

Waruynchuk wants members to know they have the right to prioritize their health and safety at work. That means every member should feel empowered to defend their rights.

“At the end of the day, they need to go home the same way they arrived at work – healthy and safe,” says Waurynchuk. “When something unsafe happens, they need to stand up and say, ‘That’s not okay.’ Our job as their union is to help them know their rights and hold the employer to account when they don’t measure up.” •

WHO CAN HELP?

BCNU IS HERE TO SERVE MEMBERS

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

CONTACT YOUR

Stewards for all workplace concerns. Regional Council Members if your steward can’t help, or for all regional matters. Provincial Executive Committee for all provincial, national or union policy issues.

PROVINCIAL EXECUTIVE COMMITTEE

PRESIDENT

Adriane Gear 778-679-9968 adrianegear@bcnu.org

VICE PRESIDENT

Tristan Newby 604-313-1308 tristannewby@bcnu.org

TREASURER

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

EXECUTIVE COUNCILLOR

Denise Waurynchuk (Interim) 250-919-2178 denisewaurynchuk@bcnu.org

EXECUTIVE COUNCILLOR

Meghan Friesen (Interim) 604-250-0751 meghanfriesen@bcnu.org

REGIONAL COUNCIL MEMBERS

CENTRAL VANCOUVER

Gerald Dyer 604-786-0594 geralddyer@bcnu.org

Kristina Hernandez

604-329-1343 kristinahernandez@bcnu.org

COASTAL MOUNTAIN

Angela Crawford 778-867-4161 angelacrawford@bcnu.org

EAST KOOTENAY

Denise Nelson (Interim) 250-207-5774 denisenelson@bcnu.org

FRASER VALLEY

Parveen Gill 604-309-3223 parveengill@bcnu.org

NORTH EAST

Danette Thomsen 250-960-8621 danettethomsen@bcnu.org

NORTH WEST

Teri Forster 250-615-8077 teriforster@bcnu.org

OKANAGAN SIMILKAMEEN

Candice DeSousa 250-462-9517 candidesousa@bcnu.org

PACIFIC RIM

Kelley Charters

250-816-0865 kelleycharters@bcnu.org

RICHMOND VANCOUVER

Sara Mattu 778-989-8231 saramattu@bcnu.org

SHAUGHNESSY HEIGHTS

Claudette Jut 604-786-8422 claudette@bcnu.org

SIMON FRASER

Wendy Gibbs 604-240-1242 wendygibbs@bcnu.org

Roy Hansen

778-668-7654 royhansen@bcnu.org

SOUTH FRASER VALLEY

Glesy Banton-Victoria 778-892-0978 glesybantonvictoria@bcnu.org

Peggy Holton 306-463-0106 peggyholton@bcnu.org

SOUTH ISLANDS Caitlin Jarvis 250-883-6593 caitlinjarvis@bcnu.org

Leanne Robertson-Weeds 778-222-7997 leannerobertsonweeds@bcnu.org

THOMPSON NORTH OKANAGAN

Scott Duvall 250-241-5952 scottduvall@bcnu.org

VANCOUVER METRO

Madelene Fraser (Interim) 604-603-5291 madelenefraser@bcnu.org

WEST KOOTENAY

Shalane Wesnoski 250-231-5655 shalanewesnoski@bcnu.org

BUILDING UNION STRENGTH

Building union strength is every BCNU member’s responsibility

48,000+ BCNU members have each other’s back. That’s union strength. But each member must be informed and active to keep their union strong.

Get informed and learn how to defend your rights at work.

Register for a Building Union Strength workshop today.

Visit bcnu.org or scan the QR code to learn more or register for this workshop

Happy Holidays

Your hard work doesn’t stop for the holiday season.

In every corner of British Columbia, BCNU members care for patients around the clock every day, including the holidays.

Your BCNU provincial council wishes all members the very best at this special time of year.

Thank you, members, for caring for your patients like family, even while missing time with your own.