NEW FOUNDLAN D A N D L A BR A DOR NURSES’ UNION NEWSLETTER SPRING/SUMMER 2014

Finance Committee MeetingSeptember 10 – 11, 2014

Council of Presidents MeetingSeptember 15, 2014

Provincial Board of Directors MeetingSeptember 16 – 18, 2014

NLNU Biennial Convention November 3 – 7, 2014

Provincial Board of Directors MeetingDecember 2 - 4, 2014

UPC OMING EVENTS

I N SI DE TH I SI S SU E

2President’s Message

4The Clarity Project Update

12Education Corner

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

From the exchange of opening proposals in December

2012 to the establishment of a Tentative Agreement

in May 2014, the bargaining process for the new

Collective Agreement was a long and challenging one.

Negotiations took place in a climate of fiscal restraint

and a significant amount of effort went into preserving

what was previously gained. Despite these obstacles,

the NLNU Negotiating Team successfully achieved a fair

tentative agreement that they could recommend

for acceptance.

The team’s success can be attributed to their

understanding of members’ top priorities by polling

members numerous times throughout the process.

Member priorities included no concessions, wages, and

staffing/workload. The NLNU team worked very hard

to advance these priorities as much as possible at the

bargaining table.

The team’s ability to fight off a number of proposed

concessions by government is commendable. They

entered negotiations with a government who was

determined that the severance pay provisions be

deleted from all public sector contracts. Polling of

registered nurses indicated that over 90% of our

membership viewed protecting the severance pay

provisions as important and up to the fall of 2013, it

seemed the battle lines would be drawn over that

issue. Up to the very end, the proposal to delete

severance pay remained on the table but it ultimately

had to be withdrawn by government as part of the

tentative agreement.

The wage framework in this four year collective

agreement includes a two year salary freeze but

registered nurses will receive a $1400 cash signing

bonus, prorated for those working less than full-time

hours, in return for the freeze. The third year raise of

2% will be effective as of July 1, 2014 with an additional

3% effective July 1, 2015. While these increases are a far

cry from those achieved in the last round of bargaining,

on July 1, 2014 Nurse 1s with NLNU will again be the best

paid in Atlantic Canada. continued on page 6

In Touch

Visit our public website: www.nlnu.ca

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

FO R MO R E IN FO R MATIO N

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

Please contact NLNU if you move or change

your email address. We’d like to keep you

informed on issues that matter to you.

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

to update your information.

NLNU Successfully Concludes New Collective Agreement

2

First and foremost, I must

congratulate your Negotiating

Team and all our members on

the successful negotiation and

ratification of a fair collective

agreement with the provincial

government. I am very pleased

that we were able to achieve an

agreement in a difficult negotiations

climate that has no concessions,

increases wages, and financially

supports ongoing education and

leadership opportunities for RNs.

Renewing our collective agreement was

a big priority for this year, and with this

accomplished, we now focus our attention

to other important matters that we know

affect registered nurses.

As you may be aware by now, the public

sector pension plans (PSPPs) have been a

hot topic for the past year. The focal point

for discussion is the unfunded liability and

the need to restructure and stabilize the

plans. What does that mean for registered

nurses? The PSPP is a legislated defined

benefits plan that applies to full-time

employees. Under current legislation,

government is the sole trustee of this

plan, meaning that ultimately government

is the decision-maker with regards to any

reforms. Government invited NLNU to

participate in consultations and, supported

by the strong approval of our members to

participate in these discussions, we have

met with government officials several

times over the past year. The latest four

days of meetings are ongoing as I draft this

message. Five unions are at the table as

well as the Pensioners Association. These

unions include NAPE, CUPE, Association of

Allied Health Professionals, International

Brotherhood of Electrical Workers, and of

course, NLNU.

While the PSPP unfunded liability requires

a solution, our position is clear: we are

committed to ensuring the viability and

stability of the plan and ensuring members’

interests are protected. Our goal is to

protect the plan and our members.

Government recently put forward a

proposal for discussion that entailed several

changes to the structure and benefits of the

plan. NLNU was very clear that we would not

accept the initial proposal from government,

which would significantly alter pension

benefits. Some proposals government

placed on the table included increased

premiums, career averaging versus the

best five years, increasing the age of

retirement, greater penalty for early

retirement, governance, and joint

trusteeship. We have made it quite clear

that some of these options are not

acceptable. We are now in the process of

identifying changes that will address the

unfunded liability while ensuring RNs are

not compromised in their retirement.

The five unions have jointly hired a lawyer

who specializes in public sector pension

plans and are availing of resources to ensure

our access to significant pensions expertise.

This is a major issue for all public sector

workers and NLNU is making this a priority

on behalf of members.

In addition to pension, government

announced its new Job Evaluation System

(JES) for NLNU in May. I recognize that

many of our members have concerns about

the new system. Your Executive Director is

covering the JES in his article on page 3.

As I speak with members and receive

reports from each region of the province

at our quarterly board meetings, excessive

workloads and understaffing continue to

challenge your ability to provide safe care.

Your Board of Directors identified improving

professional practice process as a priority

in our strategic plan. We will be moving this

objective forward in the coming months as

we focus on how we can more effectively

use the current language in our collective

agreement on Professional Practice

Committees (PPCs). I cannot stress enough

the importance of documentation and use of

the PPC as an avenue to address workload.

Our first step was to conduct a survey of our

branch volunteers to get a clear picture of

current PPC effectiveness and challenges.

From this data we will develop a strategy to

enhance the PPC role.

While we prepare to face the challenges

ahead, we must also pause to acknowledge

the strides forward we are making.

We continue to make progress in the Clarity

Project and in promoting and protecting the

role of registered nurses in our province. I

am very pleased with the number of RNs who

have started to implement the white and

black uniform and hope to see this number

grow, especially with our public campaign,

which will feature the new white and black

visual identity of RNs.

Preparations are also well underway for

NLNU’s 2014 Biennial Convention, which

also marks our union’s 40th anniversary (see

page 7 for more details). It will be a moment

to reflect on how far we’ve come and the

valuable impact RNs continue to have on the

lives of people in our communities. It will

also be a time to recharge as we get ready

to make some noise and take the next bold

steps in declaring the identity of registered

nurses, securing the RN role in the health

care landscape.

In solidarity,

Debbie Forward, RN

president

Message from the President

D EB B IE FO RWA R D

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IN TOUCH | SPRING/SUMMER 2014

Update on government’s new

Job Evaluation System (JES)

On May 13, 2014, the initial JES results for NLNU were posted on the government’s website. Some of these results came as a complete shock, not only to registered nurses, but to nurse managers who also only learned of the outcomes around the time of the general release. The JES will significantly alter long standing historical pay relationships for registered nurses in this province. However, there is a review process that has been put in place that may yet lead to changes in the initially released results. Subject to the review process, two classifications, Psychiatric Nurse 1 and Nurse 11 (Patient Education), will be moved to lower salary scales with registered nurses impacted being “red circled”. Two additional new Nurse 1 classifications, Nurse 1 Long Term Care and Nurse 1 Specialty Area, will be created and will be moved from the NS 28 pay level to the NS 30 and NS 31 pay level respectively. These and other changes will see close to 30% of the NLNU membership impacted while the classifications and pay levels of the remaining 70% were confirmed as appropriate.

With the release of the results, NLNU simultaneously mailed a Frequently Asked Questions document to the general membership. This information has by and large stood the test of time and remains an essential starting point for members as new questions come to mind. The document can also be found on the myNLNU website.

Members are reminded of the key dates, which are also outlined on government’s website. • Continuing through the fall of 2014 –Training

opportunities will be provided for registered nurses who wish to seek a review of their results. The training will include the writing of Position Description Questionnaires (PDQs), the document in which the registered nurse describes the work she/he does and the accuracy and strength of which will determine the outcome of the review.

• July 2014 –The ratings and points will be released for all classifications. This information is critical to making a decision on whether to seek a review. RNs who learn their classifications narrowly missed a better result are more likely to seek reviews than RNs who learn that the number of additional points they would need to achieve a better result are outweighed by the chance that they could actually go down if the review was unsuccessful. The information is also useful in determining what factors should be emphasized when preparing a PDQ to increase the likelihood of success. When an RN asks why one area was

designated a specialty area and another was not, the ratings and points should provide information on which of the nine factors evaluated differentiated one work area from another.

• October 1, 2014 – Deadline for submitting requests for classification reviews under the existing classification system. This should not be confused with requests for review under the new JES.

• November 1, 2014 – Earliest date that government will be accepting PDQs for review under the new JES.

• July 15, 2015 – All reviews prepared by red circled employees or otherwise should be submitted prior to this date to ensure retroactivity to July 15, 2015, if the review is successful. If a review is submitted after that date, any resulting changes will only be retroactive to the date of submission to government.

I thought it would be useful to highlight information provided in the NLNU FAQs that is now more accurate and share additional information obtained from government officials as the rollout proceeds and more details are learned.

In our previously circulated FAQs we stated that employers have some latitude in determining what jobs in their workplaces fall within which classifications. We also know that PDQs were not prepared for evaluation for all work areas and that in many cases the review process will actually be the first effort to rate the jobs of RNs who work in such areas. To this point in time, we are hearing that employers have been referring registered nurses with questions as to where their jobs fall back to government. We are also hearing that employers do not believe they have the latitude to designate additional areas as specialty areas. We haven’t heard anything concrete to convince us that the issue of where to place RNs working in multiple classifications within the same workplace has been settled. Hopefully these issues will be resolved in due course but I don’t think they will be resolved as quickly as we had hoped.

We continue to advise members of the importance of attending a training session even if they are considering requesting a review. We have asked that employees attending training sessions be compensated for their time and we continue to push for this. However, the only commitment we have in writing at this time is that there will be enough sessions available to enable attendance on a day of work. We are told that employees will not be compensated for attending training on a day off. We will be addressing this issue again in an upcoming

meeting with government as we all know the realities of releasing registered nurses for training on a day of work.

Members continue to ask whether group reviews are permissible or whether every individual needs to submit a PDQ. The only response we have in writing is that government will accept group reviews but it has to be within the same employer and again they have to be doing the same work and working in the same environment. You cannot send in one PDQ that crosses employers (i.e. one for Nurse Practitioners who work in Eastern, Central, Western and Labrador Health Authorities) but you can submit one PDQ on behalf of three Nurse Practitioners under the same employer, such as Eastern Health.

Members have told us that in training sessions they are being told they should submit an individual review and depending on the quality of the PDQ they could end up with a different pay scale than their coworker. Again, the only written response we have is that employees have the option to complete PDQs individually or as a group but that they should consider their options. Obviously if they submit individually there is a chance that some may come out with different points. However, the point bands assigned to different pay levels allow for small differences without having different pay levels. Theoretically, it is possible that two individuals working in the same area could end up on different pay levels because of small but significant differences between their jobs. As there are several months until reviews are accepted, we hope the picture will become clearer.

We have also been asked what role if any the NLNU will play in the preparation of individual or group PDQs. This question was recently discussed by our provincial Board of Directors. We anticipate that thousands of RNs will be requesting reviews. The reality is that the NLNU has neither the resources nor the expertise to play a role at the PDQ level. No one knows the individual job better than the person who performs it. We are assured that once employees have attended training sessions they will be able to complete the online PDQ and provide the information required for a full review of their individual jobs.

Members have also asked whether there will be an appeals process beyond the review process. While we have been assured that an appeals process will be put in place, it has yet to be created. We are also told that members will not be able to access the appeals process without going through the review process first. NLNU will continue to share new information as it is received.

Message from the Executive Director

JOHN VIVIAN

4

The White and Black Uniform is picking up steam!

Since the announcement of the white and black standardized uniform colour this spring, the number of registered nurses wearing the uniform is gaining momentum in the province. This is a fantastic development. The NLNU Negotiating Team worked very hard throughout the bargaining process to establish government/employer buy-in for uniforms with a policy and/or monetary support. While the result is not completely what we had hoped to achieve, the Negotiating Team did a great job in securing recognition from government/employers for this important endeavour with a Letter of Understanding:

N E W L E T T E R O F U N D E R S TA N D I N G R E : R EG I S T E R E D N U R S E U N I F O R M SThe parties agree that, with the exception of areas where OR scrubs are provided, the colour combination of white top and black bottom as chosen by the NLNU will be reserved for Registered Nurse (RN) uniforms. In areas where the Employer provides uniforms to RNs, the Employer agrees to order the black and white colour combination in the event that future purchasing agreements are negotiated.

Notwithstanding the foregoing, the parties further agree that reserving the colours of black and white for RN uniforms is not an Employer policy and does not obligate or require the Employer to monitor, police, or enforce compliance and/ or non-compliance or to take any action in the event of non-compliance by any employee whether inside or outside the bargaining unit.

Additionally, this letter of understanding and/or the issues contained therein or arising from shall not be subject to the grievance and arbitration process under this collective agreement. Furthermore, this letter of understanding in no way obligates the Employer to continue to provide uniforms in areas where uniforms are currently provided to RNs.

While wearing the uniform is a voluntary process, we are pleased with how many RNs have started to wear white and black thus far, and we are confident this number will continue to grow. Feedback from those wearing white and black has been very positive and is helping to distinguish RN identity in the workplace. We will continue to work hard to support this effort however we can—for example, with the development of uniform discounts through suppliers like Marks and Belmac.

Over the spring, we were also thrilled to see the announcement of a white top and black bottom uniform spark conversations about RN identity on both a local and national level in the media. NLNU discussed adopting a standardized uniform colour in the National Post and on a radio show in British Colombia. This national coverage also featured Karen Morris, an RN working at Carbonear General Hospital who is a strong advocate for uniforms. NLNU was very proud to see her contribution in the National Post, as well as hear her participate on CBC’s The Current. Bravo, Karen!

While it’s full steam ahead with uniforms, if you are an RN still having hesitation about the white and black uniform, take a moment to chat with a fellow RN who has started to wear the colours. As well, you can always contact NLNU with any uniform questions or concerns you may have.

New and Improved Clarity Project section of myNLNU

NLNU improved access to information about the Clarity Project with a new Clarity website section on myNLNU. Log on and look for this Clarity Project button on the left-hand side of the screen. From there, you can easily find important information about becoming a Clarity Project Ambassador, Clarity Project background and research, Frequently Asked Questions, an RN uniform guide, and how to access uniform group discounts from vendors like Marks and Belmac.

Be sure to check it out today!

Clarity Project Update: Here are the latest developments in the Clarity Project—a project designed by NLNU to help protect and promote the role of registered nurses and advocate the skills, knowledge, and expertise RNs bring to health care.

5

IN TOUCH | SPRING/SUMMER 2014

Back to the Big Picture of Clarity—I Am A Registered Nurse!

Over the winter and spring months, a large focus of the Clarity Project has been on implementing uniforms. This includes helping RNs choose the colour, connecting with vendors to establish group discounts, and preparing RNs to make the transition by providing information, guidance, and overall support.

Our Ambassadors have done a marvelous job in assisting with this ongoing transformation.

We are proud of our uniform progress to date and look forward to boosting the number of RNs wearing white and black uniforms by providing ongoing support. This being said, uniforms are but one piece of the Clarity Project.

Through the Clarity Project, there is much we want to communicate in order to protect and promote the role of the registered nurse in health care. If RNs do not first and foremost have a strong

identity in the system, how can we expect to gain full public support when it comes time to address serious issues in health care like RN staffing, workload, and patient safety?

The RN identity must be clear and it requires more than uniforms. It was registered nurses of NLNU who determined the three most effective ways to ensure RNs stand out in health care. Recall that they are the following:

Like columns holding up a platform, each effort to establish RN identity must be strong. Are you still introducing yourself as a registered nurse to patients, clients, residents, and their families? Have you started to implement the white top and black bottom uniform into your work wardrobe?

Each identity effort has to work efficiently in order to support the messages of Clarity Project. If one of the columns is weak, it could lead to making RNs harder to find and our value unclear. A strong RN identity is key to changing the way people view the role of the registered nurse. If we speak out on critical issues facing RNs like

inadequate staffing, the public needs to be able to quickly connect the dots as to how it affects patient care when RNs are absent. There can be no room for confusion. RNs need to be seen and understood.

Part of our strategy to identify our value is to educate the public. NLNU is pleased to report that the development of a Clarity Project public campaign is underway. This campaign will shine a spotlight on the skills, knowledge, and expertise that RNs bring to health care. It will highlight these most valuable RN assets, distinguish the RN role, and get people thinking about what it means

to have access, or limited access, to an RN. Our plan is for this campaign to hit the airwaves in early 2015, and we look forward to previewing the campaign for RNs at our 2014 Biennial Convention. As we continue to strengthen RN identity elements together, we continue to move forward in the Clarity Project, protecting and promoting the role of registered nurses in Newfoundland and Labrador. It’s a team effort, and it’s working.

There was a fantastic response to the Clarity Project’s RN Uniform Selfie Contest, with registered nurses from across the province submitting pictures of themselves in their white top and black bottoms. Thank you to all contest participants for sharing your fantastic photos! We are pleased to announce the winning RNs, who each won a $50 gift card to Marks! They are:

Winners of the RN Uniform Selfie Contest!

JOANN GRIFFIN, RN

BRANCH 9, CENTRAL RHA

(1ST ON THE RIGHT)

LEEANN HOUNSELL, RN

BRANCH 25, CENTRAL RHA

TARA SKEFFINGTON-BOONE, RN

BRANCH 35, EASTERN RHA

Introduce self as RN Standardized Uniform RN Value

rn identity

6

To address the workload and staffing priority identified by registered nurses, the team spent a significant amount of time brainstorming on how to address these issues. Concepts were discussed with the Employer team as well as with the Minister of Finance in the final stages of bargaining. There was success in having the concept of nurse/patient ratios added to the agenda for discussion at the Senior Joint Quality Worklife Committee level. While this does not fully address the concerns of members, it is an avenue for continued discussion with senior management of the four health authorities as well as the Department of Health and Community Services. No concrete language on workload was achieved this time, but commitment to working with members at the unit and worksite level remains strong, as does improving the use of the Professional Practice Committee process.

It is certainly worth noting that the Negotiating Team was able to achieve some ground-breaking advancement on behalf of registered nurses, including a letter of recognition on the new RN uniform colour of white top and black bottoms, as well as a new Nursing Practice and Leadership

Premium that recognizes both continuing education and leadership development, including union leadership. These new provisions offer new avenues to supporting and protecting the role of registered nurses.

NLNU NEGOTIATING TEAM A big thank you to the NLNU provincial negotiating team, who was strong in staring down and defeating the many proposed concessions employers and government presented throughout the long and difficult process of bargaining.

Team members include: Carol Lacey (Labrador), Kathy Brinston-LeRoy (Western), Joanne Baird (Central), Noel Murphy (Eastern - up to date of retirement), Yvette Hynes (St. John’s), Gladys Schofield (schools of nursing), Miranda Joyce (community), Mary Prideaux, (Provincial Vice-President), John Vivian (Chief Negotiator), David Conway (staff support), and Provincial President, Debbie Forward.

RESULTS OF RATIFICATION VOTE On Thursday, June 12, the tentative agreement ballots were counted and verified. It was

determined that 97.3% of the ballots received voted in favour in ratifying the tentative agreement. Approximately 2188 eligible ballots were returned to the office by the 4:00 pm deadline on Wednesday, June 11.

TELEPHONE TOWN HALLS & THE TENTATIVE AGREEMENTWhen reviewing the highlights of the Tentative (now Collective) Agreement with the NLNU membership, NLNU tried something new—the Telephone Town Hall service. Two province-wide town hall meetings were held via telephone to discuss the Tentative Agreement—one on May 22 and May 29. Over 1,163 members attended the town hall meetings. Members were able to listen in on a presentation on the Tentative Agreement and partake in an interactive Q&A session afterwards from the comfort of home, from work, or with a group of colleagues. The feedback from members on the service was very positive, and choosing this type of forum yielded a higher meeting participation rate compared to in-person town halls.

NLNU Successfully Concludes New Collective Agreement

Receiving a Copy of the New Collective Agreement Members will receive a print copy of the new Collective Agreement in the mail, with the exception of those who have opted to

receive their Collective Agreement electronically. There is still time to order your electronic copy of the Collective Agreement. Go

to www.nlnu.ca and click on the ordering link on the left hand side of the page.

• A four-year collective agreement for the period of July 1, 2012 through June 30, 2016. Salary increases of 2% effective July 1, 2014 and 3% effective July 1, 2015.

• A cash signing bonus of fourteen hundred dollars ($1,400) for full-time employees, prorated for those working less than full-time hours.

• An Occupational Review for Nurse Practitioners under the existing classification system with any salary increases identified to be retroactive to July 1, 2013.

• No concessions. In particular, severance pay provisions remain unchanged.

• Significant new investments in professional development

• A new point based Nursing Practice and Leadership Premium, which recognizes professional development as well as involvement in leadership activities.

• Language to reserve the standardized uniform colors of white top and black bottom for

registered nurses, plus an agreement that future orders of employer supplied uniforms, other than scrubs, will be in the RN colours.

• An agreement to fast track an arbitration hearing challenging the employer’s decision to take BN and MN allowances away from some registered nurses. The arbitration hearing proceeded and the NLNU’s interpretation was upheld. The Employer did not appeal the arbitration award so our arbitration win stands and the allowances remain.

Highlights of the new Collective Agreement

continued from cover

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IN TOUCH | SPRING/SUMMER 2014

National Nursing Week 2014 took place May 12 – 18, and registered nurses across the province celebrated and brought awareness to the positive impact nurses make in the well-being of Canadians.

Nursing Week is celebrated every year throughout Canada during the week of Florence Nightingale’s May 12 birthday. It is a time of recognition for registered nurses as their year-round dedication and achievements are gratefully acknowledged.

This year, NLNU kicked off celebrations by participating in Global Nurses United and the Canadian Federation of Nurses Union’s Global Day of Action. Registered nurses of this province joined RNs throughout Canada and around the world in wearing white to stand out and stand up for safe patient care. As RNs took to social media like Twitter and Facebook to share photos and supportive messages, Global Day of Action highlighted the link between safe staffing and safe, quality patient care.

Many registered nurses wore the new RN uniform of white tops and black bottoms all week long, and we received many wonderful pictures of NLNU members in uniform! Many worksites celebrated with socials, coffee breaks, dinners, and activities.

The theme of Nursing Week 2014 was Nursing: A Leading Force for Change. In the President’s View section of www.nlnu.ca, NLNU President Debbie Forward reflected on how we are leading the way in protecting and promoting the role of the RN.

NLNU Gets Ready to Celebrate its 40th Anniversary at 2014 Biennial Convention

Registered Nurses celebrateNational Nursing Week!

Preparations are well underway for this year’s Biennial Convention, which also marks 40 years of the Newfoundland and Labrador Nurses’ Union representing registered nurses in our province. There is certainly much to celebrate!

The 2014 Biennial Convention takes place November 3 – 7, 2014 in St. John’s at the Sheraton Hotel. It includes speakers, education and business sessions, and social events. Delegate information has been provided to Branch Executives who will soon start the process of choosing convention attendees.

Over the summer, the Convention Planning Committee will be fine-tuning the agenda but the convention is starting to take shape with a number of exciting sessions and events scheduled. This convention will be a memorable one. Here is what is in store for attendees:

Stephen Lewis is set to be the 2014 Biennial Convention keynote speaker. Mr. Lewis is a prominent Canadian politician, broadcaster, and diplomat. Highlights of his accomplished career include leader of the Ontario New Democratic Party; broadcaster with both CBC Radio and Toronto’s CityTV; Canada’s Ambassador to the United Nations; supporter of various United Nations agencies, including serving a term as the United Nations’ special envoy for HIV/AIDS in Africa. Mr. Lewis has also gained investiture into the Order of Canada and as of 2014, is a Distinguished Visiting Professor at Ryerson University in Toronto. We are very pleased to have secured Mr. Lewis for our event and look forward to hearing his keynote address. This event will also be open to the public (limited space).

NLNU is excited to host a 40th Anniversary Black and White Gala Dinner. This grand affair will see registered nurses don formal attire, walk the red carpet, and enjoy quality food, refreshment, and entertainment. After all, 40 is a big deal and we are going to celebrate in a big way! The glitz and glamour of the gala event will also be open to members not attending convention who wish to purchase a ticket and attend.

The convention will have some on-site special activities like a photo booth, speakers’ corner, and our first-ever uniform pop-up store. The planning committee is also in the process of planning an off-site fun night in the City of St. John’s for attendees to mingle and have fun—details to be determined.

Throughout the convention, the Clarity Project takes centre stage as we share the next steps in our efforts to protect and promote the role of the registered nurse. It’s going to be exciting!

continued on next page

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Pictured here with NLNU President Debbie Forward are Maurice Greene (left) and Sheldon

Greene (right) of Buddy with the Plow Inc., who stopped by with a very kind gesture on

nursing week—a donation of 15 Tim Horton’s Gift Cards ($20 each) to acknowledge the

important work RNs of this province do every day!

A random membership draw took place for the gift cards.

Sheldon Greene, whose wife is a registered nurse, said “I have been plowing the nurses’ union

building now over 4 years. It’s our pleasure to have the NLNU as our client and wish all nurses

in Newfoundland and Labrador a Happy Nursing Week 2014.”

Thank you to Buddy with the Plow Inc. for their generosity.

Community Appreciation for Registered Nurses on Nursing Week!

“In our province, RNs are leading change by clarifying the role they play in health care. Most people wouldn’t doubt the importance of an RN, but are you familiar with the collection of knowledge and the depth of expertise that accompanies the person in the white and black uniform?

RNs are experts in their field. RNs work in a variety of practice settings and are trained to recognize symptoms, prevent complications, and administer nursing care that makes a significant difference in achieving positive patient outcomes. The highly-skilled care of an RN can shorten a hospital stay. When in the care of an RN, there is assessment taking place on a level that you may not even be aware of. The RN not only gave you a pill; they also checked your pulse, breathing pattern, the colour of your skin, your nail beds, your cardiac rhythm on the heart monitor, all within a few minutes and perhaps without you noticing these important tasks were taking place. The RN can detect even subtle changes in their patients that can signal a complication and know the critical actions to take when things change quickly.”

Thank you, registered nurses,

for all that you do!

Visit our facebook page at www.facebook.com/NLNursesUnion and check out our Nursing Week 2014 photo album to see how your fellow RNs celebrated nursing week this year!

continued from previous page

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IN TOUCH | SPRING/SUMMER 2014

In the fall semester of 2013, 4th year nursing students from the Centre for Nursing Studies (CNS) fulfilled a clinical placement with NLNU. In completing their course (N4501 Community Health Nursing Practice II), the students completed a needs assessment with an aggregate to identify health needs. The students focused on fellow senior nursing students at the CNS and the stress and anxiety related to the transition from student to graduate nurse.

This time of transition can be an overwhelming time of uncertainty. The students hypothesized that new nursing graduates should be armed with knowledge needed to deal with basic labour issues in the workplace, such as knowing their collective agreements, the roles of union/workplace representatives, rights regarding overtime, shifts, seniority, or types of leave. Having knowledge of how to deal with basic issues can help ease the anxiety associated with the workplace transition.

Through surveys and key informant interviews with 4th year nursing students, knowledge gaps were identified. The students were asked the best method to receive this information, and a small booklet format was chosen and then developed. At the end of the semester, the students gave a presentation to NLNU’s Board of Directors, who were impressed with not only the quality of the project, but also the relevancy and usefulness of the information to NLNU’s newest members.

During the semester, NLNU’s Research and Education Specialist, Maureen Harris, became aware of an upcoming conference called “Workplace Integration of New Nurses—Nursing the Future”, and felt that this project would be an excellent fit. The annual conference brings together students, new graduates, managers, educators, mentors, preceptors, faculty, human resources, government, professional associations, and unions to share resources and experiences to support the transition of nursing students into the workforce. Working with the students, and

with the support of their instructor Leah Hann, an abstract was submitted. We were delighted the abstract was accepted for oral presentation. Due to scheduling and cost constraints, the students were not able to attend, however Maureen attended and presented on behalf of NLNU and the students.

“The conference was an excellent experience, and I learned many new ideas and principles that I feel we can successfully integrate into how NLNU connects with new nursing graduates in the future”, said Maureen. “The student’s work made me reflect on how we currently deliver NLNU orientation to new graduates and the information they receive from us, and there may be an opportunity to further enhance how we already do things”.

Many strategies are identified in the literature as ways to assist the transition of nursing students to graduate nurse, such as building positive relationships, mentoring, precepting, peer groups, lengthy orientation to nursing units, and understanding intergenerational differences. Through this project, it was discovered that there is a lack of research specific to knowledge of labour principles in nursing students. The

Clinical Placement with NLNU Leads to Project Presentation at National Conference

Stephanie Rowsell, Lindsay Hunt, Debbie Forward, Christina Butt

VISIT THE MYNLNU DISCUSSION FORUM FOR NEW TOPICS Do you have a question about registered nursing or the workplace? Is there an issue of

concern on your mind? Or perhaps you have an interesting or rewarding experience you

would like to share with other RNs? Log in to myNLNU and join the conversation!

NEW DISCUSSION FORUM TOPICS

• Unions and Labour • Education Corner

project confirms the knowledge gaps that exist between senior nursing students and basic labour principles. While further research is needed in this area, the information gleaned from this project is of value to those who work with nursing students and new nursing graduates, and can help fill in some of the knowledge gaps. This work could also be applied to all nurses who are new to any workplace.

The placement exposed the students to unique, non-traditional roles of the registered nurse, including NLNU’s President, Research & Education Specialist, Labour Relations Officer, and the Board of Directors. The placement also allowed the students the opportunity to work on a personally relevant topic and to enhance their own leadership skills and involvement with NLNU upon graduation. In the future, the students can also act as knowledgeable resources in their workplaces and can work to engage with new graduates. The students acknowledged that through this clinical placement, they would like to become NLNU volunteers in the future.

NLNU is looking forward to the opportunity to be a unique clinical placement in the fall semester of 2014.

SEE YOU THERE!

10

The article acknowledged that while Bill C-525 only affects workers in federally regulated sectors, it was a matter of concern as it may set a new standard in labour relation procedures in other parts of the country. The provisions of this bill would normalize the creation of additional hurdles for workers who wish to organize and work collectively to implement workplace improvements with employers.

Five months later, without word or warning, Newfoundland and Labrador followed the federal government’s lead with the swift introduction and passing of Bill 22: An Act to Amend the LabourRelations Act.

Bill 22 alters legislative provisions that were developed through a consultation process with organized labour just a couple of years ago. In 2012, government passed legislation that would allow workers wishing to form a union to use card-

Visit www.canadianlabour.ca/action-center/together-fairness-works for more information on this important Canadian Labour Congress campaign.

based certification. If 65 percent of the employees signed a union card, it would go to the Labour Board for approval and a secret ballot would not be necessary. Bill 22 reverses this process, now making a secret ballot vote a mandatory part of the process.

While a secret ballot vote does not seem like a significant deterrent for those who wish to organize labour representation in their workplace, there are regressive aspects of Bill 22 that make it more than just an added step in the process.

For example, in a certification vote with less than a 70% turnout, anyone who doesn’t vote is deemed to have voted against the union. Much like Bill C-525, if the ‘absent vote is a no vote’ stipulation was applied to members of the House of Assembly, it would result in many empty seats. A more acceptable and democratic practice would be to accept the majority result of those

who voted. Also, the secret ballot vote could be ordered by the Labour Board to take place on employers’ premises with the employer present, a process which may intimidate many workers. Bill 22 may not directly impact registered nurses who have had representation for many years but it is still cause for concern. Our union operates under the Labour Relations Act and if changes need to be discussed, we deserve to have an opportunity to give input into such proposals before they reach the floor of the House of Assembly. To deny labour organizations this opportunity expresses a lack of cooperation that is very concerning for future endeavours in labour/employer relations.

Workers who wish to organize want to work with their employer to build fairness, equity, and safety in the workplace. It is a process that should be encouraged rather than made more difficult.

FIRST READINGThe Bill is

considered read for the

first time and is printed

ROYAL ASSENTThe Bill

receives Royal Assent

after being passed by

both houses

COMMITTEE STAGE

Committee members study the

Bill clause by clause

SECOND READINGMembers

debate the Bill’s principle

REPORT STAGE

Members can make

other amendments

THIRDREADINGMembers

debate and vote on the Bill

SENATEThe Bill follows

a similar process

HOW A BILL BECOMES LAW – THE LEGISLATIVE PROCESS

Labour Update

The last issue of In Touch (Fall/Winter 2014) featured an article detailing the federal government’s proposed legislation called the Employees’ Voting Rights Act, or otherwise known as Bill C-525. It is a private members’ bill that amends the Canada Labour Code, the Parliamentary Employee & Staff Relations Act, and the Public Service Labour Relations Act. The bill’s amendments would affect employees of federally regulated sectors by changing how unions are certified and decertified. It is currently at the Senate level.

Food for Thought —UnionsThe following is an excerpt

from Globe and Mail article

“Crusader Robert Reich turns

a lens on U.S. income

inequality” by Simon Houpt

on November 13, 2013.

Houpt: “Speaking of unions, do you understand why many have grown resentful of unions?”

Reich: “Yes, because as the number of unionized workers continues to shrink, more and more people find themselves with wages and benefits that are low by comparison. Instead of demanding that we normalize upward, and that everybody gets back to the standard of wages and benefits that unionized workers now have, there’s a tendency to blame unionized workers for earning too much.

The very powerful in our societies have shown a remarkable genius for dividing and conquering the middle class and the poor. While the rest of us end up fighting over a diminished share of the pie, their share keeps on growing. And our fight is union vs. non union, immigrant vs. non-immigrant, or middle class vs. poor, when all of that is a distraction from the main event.”

Visit Unions/Labour section of the Discussion Forum

on myNLNU for a link to the rest of the article!

11

IN TOUCH | SPRING/SUMMER 2014

The Health Coalition of Newfoundland & Labrador and Council of Canadians, including NLNU, took part in the Canadian Health Coalitions National Day of Action for a new Health Accord to protect and strengthen public health care. On March 31 of 2014, Canada’s Health Accord expired with no acknowledgement from the federal government that it will be renewed. A press conference was held in St. John’s to highlight the impact of the accord expiration and demand that federal and provincial leaders negotiate a new Health Accord and make this a top priority.

The following speech was delivered to media by Mary Clarke, co-chair of the Health Coalition of Newfoundland & Labrador. Read and find out why a new Health Accord is vital to delivering high quality health care to Canadians and ultimately, helps registered nurses deliver safe patient care.

Today, health care advocates and Canadian citizens in communities across the country are speaking out for a new Health Accord—one that will continue to protect and strengthen public health care—because as of today, March 31, 2014, our current accord is expired. The benefits of the 2004 accord, including stable funding and guaranteed national health care standards, are now in jeopardy.

Today we make our voices heard, to let Canadians know that our health care system as we know it is facing neglect and is in urgent need of restoration. National Day of Action is a wakeup call—not only to the loss of our Health Accord, but to what the Canadian health care system will look like in the future if the federal government passes the buck and does not renew the accord.

By failing to renegotiate the Health Accord, the federal government risks deteriorating Canadian health care, which is considered a national treasure and our most cherished social program. We are legitimately concerned that this will lead to a fragmentation of our health care system and result in access to care that will depend on where you live and your ability to pay.

The administration of health care without the accord will certainly have a negative impact here in Newfoundland and Labrador.

At the heart of the 2004 accord was a re-commitment to Canada’s Health Act and its requirements: public administration, universal access, comprehensive coverage, accessibility without extra charges or discrimination, and portability across provinces.

The accord increased health care funding to provinces and territories by the federal

government by six percent each year, increasing to 20 percent as a result of the federal government’s cash share of provincial health.

In return for the stable funding, goals were set to address health care issues that are very important to the people of our province: improved wait times and drug coverage; better access to diagnostic medical equipment; home care; and primary health care.

The 2004 Health Accord was a strong foundation on which we could continue to improve and build and better health care system for all. Health care continues to be a top priority for Canadians and the need for a renewed and strengthened Health Accord remains. Instead, our current and future health care needs are being dismissed.

Prime Minister Harper has decided, without any consultation, to not renew the Health Accord. Without notice or discussion, the federal government announced a take it or leave it health care funding plan in December of 2011 that is inadequate.

It will keep federal health care funding on its current track until 2017, at which point the six percent health care funding increase will become an increase of about three-to-four percent as it will be tied to economic growth. No national goals or standards will be enforced.

According to provincial research, the end of the Health Accord will result in a $36 billion cut over 10 years to public health care across Canada. For Newfoundland and Labrador, the cut will be $491 million. Equalization payments to the provinces and territories for health care will be linked to population size rather than needs. This is expected to cost less wealthy provinces an additional $16.5 billion over five years.

In addition, under the CETA agreement Prime Minister Harper has agreed to extend patent protection for prescription drugs, which will keep less costly generic drugs off the shelf for several more years, resulting in an additional $1.5 billion in drug costs.

The federal government’s regressive approach to health care does not reflect the health care priorities of Canadians, who want to see a pharmaceutical strategy, an aboriginal health strategy, and a quality seniors’ health care plan. When it comes to health care, Canadians demand progress, requiring vision and leadership, not abandonment.

Our fear is that by refusing to negotiate a new Health Accord, the federal government will kick-start the dismantling of public health care. These cuts in health care funding deliberately create gaps in the health care system that Canadians will be left scrambling to fill by any means necessary. This neglect opens the door to mass privatization in health care. Canadians don’t want to see one health system for the wealthy and another, cheaper system for the rest of us. So as of today, on this National Day of Action, we are putting our foot down. We are not prepared to accept second-rate health care, or to empty our wallets in order to receive quality health care—a basic human right.

Newfoundlanders and Labradorians must know that our health is at stake with no renewal of the Health Accord. Our provincial leaders must take their federal counterparts to task. We are asking Premier Marshall to take a stand for public Medicare; to be a strong advocate on our behalf. We ask that he join his fellow Premiers in calling the federal government back to the intergovernmental table, and that they work together to ensure universal access to quality care.

In addition to reaching out to provincial leaders, we also ask that those of you here today join us in advocating for a new health accord. You too can speak out on behalf of Newfoundlanders and Labradorians who deserve proper health care. Talk to your family and friends about what the expired accord means for health care. Sign the postcards we are distributing here today. They go directly to the leaders of federal political parties. It demands that they protect our Medicare by renewing the Health Accord. Feel free to take some to share with your family and friends. Together, we will make our voices heard. Let’s be impossible to ignore.

On behalf of all members of the Health Coalition of Newfoundland & Labrador and Council of Canadians, thank you for joining us here today. Good health care is vitally important, and it’s worth fighting for. Take a stand for your Medicare, and demand the renewal of Canada’s Health Accord.

Thank you.

Canada says Medicare Matters with National Day of Action

12

Education CornerTips for Resume Writing and Interviewing

Let’s face it—the job market is

competitive. When applying for a

position, you may be competing

with 50 other applicants for that

one opportunity you’ve been hoping

for. Often when people submit their

resumes, they do not hear back and

never give it a second thought. Or,

sometimes they’ll get an interview

and wonder what happened when

they are not determined to be the

successful candidate.

With today’s fierce job market, you need more

than nursing skills or seniority to land that job.

You need a skillfully crafted, well written resume

that’s relevant to the position, and you need to

adequately prepare for an interview. Sometimes

it’s challenging to write a good resume and to know

how to prepare for an interview, especially if you

haven’t done either in some time. Whether you are

a novice or experienced registered nurse, don’t

underestimate the power of a good resume and

the importance of interview preparation. These are

crucial steps in determining if the employer will

pick you as the suitable candidate.

Below are some tips you can use in developing

your cover letter and resume and in preparing

for the interview process. Some of the tips are

based on real life examples and scenarios from

our experienced labour relations officers who have

worked with members in resolving issues related to

job competitions.

As a starting point, RNs should reflect on the

minimum competencies required for their entry

into practice, or be familiar with how they can apply

these principles in their everyday nursing practice.

This information is available from the Association

for Registered Nurses of Newfoundland and

Labrador (ARNNL).

TYPES OF RESUMES

There are numerous ways to write a resume

and several formats it can take. One of the

most important tips is to create a resume that

is consistent. The style of resume you adopt

is a personal choice and does not have to limit

how you organize your experiences or the

information you choose to include. Memorial

University of Newfoundland (MUN) Centre for

Career Development has developed a Resume

and Cover Letter Guide (2014) that provides

practical examples and information on building an

outstanding resume. The types of resumes below

are taken from this guide.

A chronological resume is the most commonly used

and, therefore, the most recognizable format by

employers. It should list your information (i.e. job

experience) in a chronological order, starting with

your most recent experience first and

working backwards.

The functional resume format is best for

highlighting your skills or if you have employment

gaps, or for the new graduate with limited

experience to list. The functional format allows you

to present skills developed through volunteer and

extracurricular experience.

The combined resume format is a combination

of a chronological and functional resume. It can

be useful if you are applying for another nursing

position within the same health authority, for

example. You can highlight your work experiences

as well as focus on the specific skills needed for

the position.

KEY RULES FOR RESUME WRITING

Regardless of the design or resume format you

choose, there are a few key rules you will definitely

want to follow. Western University in London,

ON, identifies the three critical rules to develop a

competitive resume:

1. IT MUST BE RELEVANT AND TARGETED

• Tailor your resume to a specific position; the

information that you provide on your resume

for one position may be different than the

information provided for another. In other words,

do not mass produce your resume.

• To see if you have relevant and targeted

document, give it to a friend and have them

guess the type of job you are going to be

applying to—they should have no trouble

doing this.

• Identify and emphasize your relevant skills and

experiences, but be selective—choose only those

that highlight the qualifications of the position

for which you are applying.

• Demonstrate your knowledge of the company,

matching the language in your resume to the

language in the job posting/organization.

2. SKILLS AND ACCOMPLISHMENTS MATTER!

• Remember, skills are developed from school,

projects, volunteer, extra-curricular, and

work experiences.

• Highlight the accomplishments from your

experiences, not just the duties or tasks

you completed. The bullet points under your

experiences should NOT consist of a list of

duties (unless some of the specific duties are

very relevant to the job you’re applying for).

• Use skill action verbs and accomplishment

statements when describing what you did—proof

of your actions and the results you achieved.

3. NO ROOM FOR ERRORS

• Be honest and accurate—your resume is a

legal document.

• Use standard fonts in an easy to read size; keep

margins in a normal range, usually 1 inch.

• Have a consistent format for headings and

subheadings.

• Use one complete or two complete pages—if

you use the second page, your name and page

number need to be located at the top or bottom

of the page.

• Make points not paragraphs, and use phrases

instead of full sentences.

• Put the most important information in the top

half of the first page.

• Present a consistent theme that is

communicated throughout the application

process (cover letter, resume and interview).

Sometimes the registered nurse may leave out a lot

of pertinent information about themselves because

they have worked in an area for so long and assume

‘the employer knows what I do’. Do not assume

the employer can fill in the blanks. Be explicit on

what you do and be able to provide examples of

critical thinking, successes, and how you deal with

challenges and conflict in your nursing practice.

Memorial University of Newfoundland’s Centre

for Career Development also suggests including a

professional e-mail where you can be reached. This

does not necessarily mean using your current work

email, but if you are using a personal email address,

ensure it reflects a professional image. Avoid use

of personal emails that contain inappropriate or

silly words. You can create a new email for free

and create a username that can enhance your

professionalism (i.e. simply your name).

13

IN TOUCH | SPRING/SUMMER 2014

THE INTERVIEW

Talk to registered nurses in similar positions to

get a feel for the kind of work they do and the

knowledge, skills, and expectations required. Also

talk to others who may have interviewed recently

to get a greater understanding of the interview

process itself with your employer.

The employer will often assess organizational fit

(Smith, 2010). That is, determine whether potential

candidates not only possess competencies for the

job, but are their workplace behaviours and values

consistent with those of the organization. That’s

why it’s important to learn about the organization.

Review organizational structure, vision, mission,

values, goals, and objectives: how does your nursing

practice fit in with the organizational values? Be

familiar with the organization’s model of nursing

practice, review any relevant policies/procedures,

and review the organization’s strategic plan (if

they have one). Having adequate knowledge of

the organization demonstrates your interest and

commitment to the position and the organization.

If you will be giving a presentation during the

interview process, make sure you know how to use

PowerPoint or whatever computer program they

are using. When arranging the interview, ask them

what presentation format they are expecting or

what the computer setup will be. There is nothing

wrong with asking this beforehand. Bring the

presentation on a spare flash drive, and bring

any handouts.

Do not assume the employer will read your resume.

If you put the effort into preparing a well-done

resume, why not refer to it during the interview.

Sometimes employers will place more weight on

the responses given during an interview rather than

the content in your resume, so it’s crucial for you to

be familiar with your resume and be able to provide

answers that speak to it. Always bring copies

of your resume with you—one for yourself, and

extras for the interviewer(s). When you are giving

examples, you can always direct the interviewer’s

attention back to your resume to reinforce key

knowledge and skills.

INTERVIEW DOS

• Familiarize yourself with the job

posting/job description.

• Review organizational structure, vision,

mission, values, goals, and objectives.

• Be familiar with the organization’s model

of nursing practice.

• Review any relevant policies/procedures.

• Review the organization’s strategic plan.

• Become knowledgeable with the client

population with whom you may be working.

Review current information specific to patient/

client/residents. For example, if you are

interviewing for a position in the long term care

setting, what’s the latest evidence about the use

restraints or falls?

• Ask how many other people are interviewing.

• Ask who/how many people will be present during

the interviewing.

• Confirm date and location, plan ahead for parking

issues or getting lost.

• Be early.

• Dress professionally.

• Introduce yourself and give a firm handshake.

• Bring extra copies of your resume.

• Develop a professional portfolio that contains

certificates of attendance or any course work

you may have completed.

• Make an appointment for a mock interview at

MUN’s Centre for Career Development (booked

24 hours in advance—available for MUN

students and alumni).

• Follow up after the interview to see if they have

chosen the successful candidate. You can also

ask for interview feedback.

INTERVIEW DON’TS

• Assume the employer knows you, your work, or

how long you’ve worked there. You need to be

able to sell yourself.

• Use your cell phone.

• Chew gum.

• Swear.

• Schedule the interview right after a night shift.

Get plenty of rest.

• Talk negative about current/previous position

or colleagues: plan ahead and be able to discuss

these issues as a challenge and how you may

tackle it. This shows initiative on your part and a

willingness to work towards resolve, rather than

blaming.

• Break patient/client/resident confidentiality

in any clinical examples you may use. Chances

are the interviewers are not within the client/

patient/resident’s circle of care, and therefore

should not know privileged information.

RESOURCES

Log in to myNLNU for a new discussion forum that

will house some information and resources for

cover letters, resume writing, and interviewing.

Resume Headings

• Header (your name, phone number

and e-mail address. A mailing address

may be included at your discretion)

• Highlights/Summary of Qualifications

(list of personal traits/experiences

which make you an ideal candidate)

• Education

• Skills and Abilities and/or Work

Experience

• Volunteer Experience

• Interests/Awards/Achievements

• References (placed at the end of

your resume)

Resume Checklist

FORMAT & LAYOUT

q Is your resume one to two pages in

length?

q Does your resume follow a

standardized format, i.e. chronological,

functional, or combined?

q Is your resume easy to read and

visually attractive?

q Does your name stand out, i.e., in bold

and enlarged font?

q Do important headings and sub-

headings stand out?

q Is there consistent formatting of fonts,

italics, underline, dates, etc.?

RESUME CONTENT

q Have you listed all duties using action

verbs? Are your tenses consistent?

q Are there any points which still need

improvement?

q Have you avoided exaggeration?

q Is the information presented relevant

to the job for which you are applying?

q Is your resume current and up-to-date?

SPELLING & PUNCTUATION

q Have you used Spell Check?

q Is punctuation used consistently?

q Has someone else proofread your

resume?

q Do not leave a single error, including

misspelled words or misused

punctuation.

14

Nurses and health care advocates across the country raised their voices against the federal government’s abandonment of health care. The 10-year Health Accord expired on March 31, 2014, allowing the Conservatives to implement health care transfer cuts to the provinces (reducing the rate of transfers by $36 billion over the next 10 years).

There were nearly 50 events across the country, organized by the Canadian Health Coalition and supported by its partners, including Canadian nurses’ unions. In Ottawa, Linda Silas, President of the Canadian Federation of Nurses Unions, joined CUPE President Paul Moist and the Canadian Health Coalition’s Mike McBane at a press conference on Parliament Hill. The three highlighted the concerns shared by many Canadians and frontline health care workers for the future of medicare. The CFNU also supported the petition launched by Leadnow, which has gained close to 50,000 signatures. All of these responses show that health care is a key priority for Canadians. It should be a similar priority for our federal government. Instead we are witnessing the “slow strangulation” of medicare, which Tommy Douglas warned of decades ago. Unfortunately, under this government the recent changes have quickened the pace.

THE END OF EQUALIZATION IN HEALTH CARE: BUDGET 2014One critical aspect of health transfers has always been a recognition that not all regions are equal. Some provinces have greater challenges than others and need more financial assistance to

ensure citizens have access to quality health care. The federal government, on page 279 of their latest Budget, have killed the idea that any Canadians should receive more support based on their need. These changes to equalization reduce health care transfers by as much as $16.5 billion over the next five years, compounding the $36 billion cut over 10 years. Worse still, this shift will benefit provinces with growing economies and younger, healthier populations at the expense of poorer, older, and more rural parts of Canada. Alberta, already the country’s wealthiest province, ends up getting almost $1 billion more in transfers under this new formula.

The result is a far more fragmented, patchwork system of health care where the level of care depends on where you live.

LAWS UNDER ATTACKThrough the introduction of a number of bills over the past year, the Conservative government has clearly stepped up their attacks on workers and workers’ rights. Here is a status update.

Bill C-377, An Act to amend the Income Tax Act (requirements for labour organizations). This bill is still stuck in the Senate and looking unlikely to move forward quickly. The bill has been deemed a violation of their constitutional rights by at least five provinces and is an attempt to administratively burden unions to negatively impact their overall effectiveness to advocate for their members.

Bill C-525, An Act to amend the Canada Labour Code, the Parliamentary Employment and Staff Relations Act, and the Public Service Labour

Relations Act (certification and revocation — bargaining agent). Some amendments were accepted, but moving forward towards becoming law makes it harder to certify unions and easier to decertify unions.

Bill C-4, the government’s latest omnibus budget bill. This bill has passed, and there are aspects within the massive bill which fundamentally harm the ability of federal workers to strike or protect themselves from dangerous work conditions.

BIGGER THREATS ON THE HORIZONGoing beyond the attacks on workers and their hard-won rights, this government is now attacking our democratic institutions.

Bill C-23, the so-called “Fair Elections Act,” is a bill that has been denounced by every credible expert, including many non-partisan officers of parliament. The bill strips most powers from the independent Chief Electoral Officer and prevents Elections Canada from trying to increase voter turnout, now at historic lows. Instead, the Commissioner of Elections, responsible for enforcing election laws, would no longer be independent but would report to institutions headed by partisan politicians.

There are many flaws with this bill, including clear attempts to provide advantage to the Conservatives by changing funding rules. At this point it seems that amendments will be allowed in the Senate, but this is smoke and mirrors. The bill is deeply flawed.

Message from the CFNUAs the Health Accord expires, nurses rally in support of public health care

15

IN TOUCH | SPRING/SUMMER 2014

Happy Retirement, Eileen! This spring, NLNU bid adieu to Labour Relations Officer Eileen Humphries and wished her all the best in her retirement!

Eileen has supported countless registered nurses through her role as LRO for the past 1 5 years and we are all so proud of her wonderful contributions to NLNU. A registered nurse herself, Eileen provided valuable guidance and assistance to RNs, proving to be a strong ally as she navigated them through a wide range of labour issues. Eileen graduated from the SA Grace General School of Nursing and spent her front line nursing career as a Registered Nurse and NLNU volunteer at St. Patrick’s Mercy Home. Eileen was a proud NLNU member and long time branch leader.

On top of being an incredible asset to the LRO team, Eileen will be missed for her sense of humor, kindness, and for being the go-to person when anyone was feeling unwell. She would whip out the BP cuff and complete her nursing assessment. And of course good luck in trying to decipher her handwriting!

We wish Eileen every happiness as she embarks on this new adventure. On behalf of all registered nurses, thank you Eileen!

NEW STAFF

Jaclyn Whelan – Labour Relations Officer

NLNU is pleased to welcome Jaclyn Whelan, our newest Labour Relations Officer. Jaclyn joined us in February and is a dynamic addition to the LRO team.

With a law degree from the University of New Brunswick, Jaclyn’s previous experience includes working in private practice and Memorial University of Newfoundland. During law school, Jaclyn worked at NLNU in a summer student position.

“I always had an interest in labour relations, an interest that was sparked by my summer job with the NLNU after my first year of law school,” says Jaclyn. “Six years later it feels like I’ve come full circle. I’m excited to continue my career as a Labour Relations Officer and as an advocate for registered nurses.”

Jaclyn lives in St. John’s with her husband and their dog.

Shelley Jordan – Clerk Stenographer

NLNU is pleased to welcome Shelley, who started in the role of temporary clerk stenographer in January. With employment experience in Public Relations and Media Monitoring for various communication agencies, Shelley is proving to be an asset to the NLNU office administration team.

“Having worked most recently in the home environment, I was very eager to get back into the workforce again and was excited about working with NLNU when the opportunity arose,” says Shelley.

Proficient in dicta-typing and transcription, Shelley completed formal training for Medical Office Assistant through Compu College in 1999. She offers valuable support in our fast-paced environment and we are happy to have her on board. She is married with two beautiful children, Samuel and Maggie. In her spare time, Shelley enjoys camping as well as spending quality time with her family.

Beth Lye – Records and Information Management Support

Beth began working with NLNU in March 2011 as a temporary clerk stenographer. In 2012, NLNU was pleased to have her return in the role of Records and Information Management Support (RIMS). Beth graduated from Office Administration— Records and Information Management Program at the College of the North Atlantic in 2011.

“I am thrilled to be in the role of RIMS, working on member verifications, records and information management policies, procedures, and guidelines,” says Beth. “Records and information management is crucial in the role of maintaining accurate data flow of information, ensuring that our member records are current and accurate.”

Beth is married with a 6 year old son. When life doesn’t get too busy she hits the road on her motorcycle.

Welcome back, Alice!

NLNU is pleased to welcome back Alice Mannion from a leave of absence as she resumed her position as Labour Relations Officer this past February.

NLNU Staff Changes

16

Debbie Forward President

Mary Prideaux Vice President

Wendy Dale Woodford Secretary-Treasurer

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

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

Elizabeth Dyke Region 3 (branch 11, 40, 41)

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

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

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

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

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

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

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

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

John Vivian Executive Director

nlnu board of directors

Staff Recognition Awards

Earlier this spring, the NLNU Board of Directors and staff acknowledged the long service of several employees. Judy Boone, a Clerk Stenographer with NLNU, was recognized for 15 years of service. Labour Relations Officer Alice Mannion was recognized for 25 years of service, and Labour Relations Officer Sharon Tucker was recognized for 35 years of service. All three employees are an invaluable part of the NLNU team and we are very grateful for their outstanding service! Thank you Judy, Alice, and Sharon, and congratulations!

From left to right: NLNU President Debbie Forward presents certificates of recognition to NLNU employees Judy Boone, Sharon Tucker, and Alice Mannion for their remarkable long service.

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Johnson Inc. (“Johnson”) is a licensed insurance intermediary. Home and auto policies are primarily underwritten by Unifund Assurance Company (“Unifund”). Unifund and Johnson share common ownership. Auto insurance not available in BC, SK or MB. An alternate plan is available in QC. Eligibility requirements, limitations, exclusions or additional costs may apply, and/or may vary by province or territory. AIR MILES reward miles awarded only on regular home and auto insurance policies underwritten by Unifund and awarded at the time premium is paid. AIR MILES reward miles not available in SK, MB or QC. One AIR MILES reward mile is awarded for each $20 in premium (including taxes). ®™Trademarks of AIR MILES International Trading B.V. Used under license by LoyaltyOne, Co. and Johnson Inc. CAT.06.2014

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NLNU members enjoy discounts, personalized service and additional coverage. Plus, you can earn AIR MILES® reward miles with your home and/or auto insurance.