Annual Report 2013 - St.Boniface Nurses

Transcription

Annual Report 2013
February 2014
Read this Annual Report and bring it with you to our
44 th Annual General Meeting
on
Wednesday, March 5, 2014
Norwood Hotel
112 Marion Street, Winnipeg
“Confidential within St. Boniface Nurses Local 5”
St. Boniface Nurses Local 5
Page 2 - Annual Report 2013
Local 5 Upcoming Meeting Dates
Pre MNU AGM Meeting
Wednesday, April 16, 2014 @ 1900 hrs
Taché Room - Norwood Hotel
Open to all Local 5 members. To prepare for the MNU AGM.
General Meeting
Tuesday, June 10, 2014 @ 1900 hrs
Taché Room - Norwood Hotel
Open to all Local 5 members.
Proxy Votes:
Manitoba Nurses’ Union - Annual General Meeting 2014
Please read carefully!
Article IX—Elections
Open to all MNU members however, only elected voting delegates may vote on motions.
9.04 A member who is
unable to attend the
annual meeting only by
reason of being on duty
may appoint another
member as her/his proxy,
provided that no member
shall hold more than two
(2) Proxies.
Welcome reception Monday evening, May 12, 2014
May 13 & 14, 2014 (Annual Meeting)
May 15, 2014 (Education Day)
Victoria Inn, Winnipeg
The proxy must be
completed and the
original signed by the
member who is working,
indicating which member
he/she is assigning the
proxy to.
PROXY - MARCH 5, 2014
I,
a member in good standing of St. Boniface Nurses Local 5, of the Manitoba
Nurses' Union, by reason of being on duty, hereby assign my Proxy vote for the 2014 MNU Local 5 Annual General
Meeting to the member listed below, who is a member in good standing of St. Boniface Nurses Local 5.
Signature
Name of Membe r Rece iving Proxy (please print)
Dated:
Member Rece iving P roxy
Signature*
Member Giving P roxy
*My signature affirms that I am unable to attend the elections because I am at work
Forty-fourth (44 th ) Annual General Meeting
Norwood Hotel - 112 Marion Street, Winnipeg
Registration: 1645 hrs Appetizers 1700 - 1800 hrs Meeting: 1800 hrs
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Call to Order
Welcoming Remarks
Introduction of the Local 5 Executive
Approval of the Agenda
Approval of Rules of Procedure for the Meeting
Approval of Rules of Procedure for Elections
Minutes of the Last General Meeting – February 12, 2014
Business Arising
Nominating Committee Report – Elections
Finance Report
10.1
Auditor’s Report for 2013/Approval of Auditor for 2014
10.2
Approval of 2015 Proposed Budget
3
4
4
33
35
38
Special Guest Speaker - Sandi Mowat, President, MNU
11.
12.
President’s Report
Standing Committee Reports:
12.1
Grievance Report
5
11
Includes: Ongoing Issues & Resolutions, Attendance Support and Assistance Program (ASAP), WCB Employer
Appeals, Gradual Return to Work (GRTW), Duty to Accommodate (DTA), Mandatory Overtime & Secondment
13.
14.
15.
12.2
MNU Board Representatives' Report
12.3
Workload/Staffing Reports Committee Report
Joint Committee Reports:
13.1
Joint Education Fund Committee Report
13.2
Joint Union-Hospital Council Report
13.3
Nursing Advisory Committee Report
13.4
Regional Nursing Advisory Committee Report
13.5
Workplace Safety & Health Committee Report
13.6
WRHA Continuing Education Fund Committee Report
Other Business:
14.1
Event Committee Report
Adjournment
15
16
18
19
20
25
27
31
Rules of Procedure for the Meeting
1.
Order of business is subject to majority approval.
2.
A member may speak only once to any given matter. Debate is limited to three (3)
minutes, unless permission to the contrary is given by the assembly.
3.
All members are requested to speak at the microphone and identify themselves by
name.
4.
Speakers must address the chair.
5.
Scrutineers will be responsible for counting a “show of hands vote” and presenting totals
to the chair if necessary. Voting flags will be used for proxy votes.
6.
Robert’s Rules of Order will govern for any procedural matters brought into issue.
Rules of Procedure for Elections
1.
Only members in good standing are allowed to vote.
2.
Each Local 5 member is entitled to bring two proxies.
3.
Proxies must be registered prior to elections. Proxies must abide by the constitutional
amendment passed at the Local 5 AGM on March 4, 2008, which states “A member who
is unable to attend the Annual Meeting ONLY by reason of being on duty, may appoint
another member as her/his proxy, provided that no member shall hold more than two (2)
proxies The proxy must be completed and the original signed by the member who is
working, indicating which member he/she is assigning the proxy to”.
4.
There will be a minimum of two (2) scrutineers.
5.
NO ONE may leave or enter the room once elections commence.
6.
Two Nominating Committee members may replace two scrutineers for the collection of
ballots.
7.
Scrutineers will be responsible for counting all ballots.
8.
Head scrutineer will give results of ballot votes to the chair as soon as possible.
9.
All ballots to be marked with an “X” or a “”.
10.
The number of voting delegates to be elected for the 2015 MNU AGM will be announced
at the Local 5 AGM prior to the elections. Actual number of voting delegates is not
known at time of printing this report.
President's Report - 2013
This annual report contains reports outlining
the many ways the union represents its
members. Local 5 and the Manitoba Nurses’
Union (MNU) have worked diligently on your
behalf to address the issues and concerns
which have arisen. We have resolved
collective agreement issues and disputes,
provided educational information, and
promoted issues as directed by members. In
this annual report any references to articles
refers to articles in the St. Boniface Nurses Local
5 collective agreement.
A large part of Local 5’s member
representation is provided by nurses who
volunteer their time and energies on behalf of
all of us. We commend the Local key
executive and executive committee members
for their willingness to support the nurses in
our Local.
Key Executive Committee
In 2013 the key executive (officers) met three
times as the key executive committee and
once as the finance committee.
The key executive committee’s feedback,
advice and support have been invaluable to
me in my role as president. Their assistance
and input on issues is always reliable and their
consistent, unwavering support throughout
the year is very much appreciated.
Executive Committee
The executive committee consists of the key
executive (officers), chairpersons of Local
committees, and unit representatives. This
committee is vital to the operation of the
Local. In addition to their decision-making
role, those serving on this committee
communicate vital information to other Local
5 members.
The executive committee met five times in
2013 and dealt with a variety of issues
including but not limited to:
 The Local 5 proposed 2015 budget;




Reviewing resolutions, budgets and
constitutional amendments for the MNU
annual general meeting (AGM);
Giving direction on issues being discussed
with regards to grievances or the
collective agreement;
The challenge of communicating the
constantly growing amount of information
to co-workers on their units;
Decisions to ensure appropriate
representation for members.
Our executive committee members volunteer
their time and efforts to participate in
discussions and activities, and to provide vital
communication to co-workers. Their efforts
and commitment are sincerely appreciated.
General Membership
In 2013 there were four meetings of Local 5
general membership (inclusive of the 2013
annual general meeting) as well as one special
general meeting to prepare for the MNU AGM.
General meeting discussions and
presentations focused on preparing for the
MNU AGM, presentation of the Local 5 2014
budget, changes to the College of Registered
Nurses of Manitoba (CRNM) registration
process for 2014, an update on ACSS and
escort transports, updates on the areas in the
hospital experiencing workload issues, and
ongoing Lean Transformation activities. PCBC
updates were also presented. Bob Romphf,
LRO, MNU provided our members with a
fantastic presentation on "Retirement in a
Nutshell".
Other Activities
Regionalization
At St. Boniface Hospital there was no change
in regional status in 2013. A "Service Purchase
Agreement" between St. Boniface Hospital
and the WRHA is negotiated on an annual
basis. This agreement means that St. Boniface
Hospital continues to be the employer,
whereas most other facilities have "evolved"
(Continued on page 6)
Key Executive (Officers)
2013/2014
President
Karen Sadler
Vice President
Sheila Holden
Secretary
Amber Schultz
Treasurer
(to April 30, 2013)
Suzanne Hrynyk
Treasurer
(as of May 1, 2013)
Kathy Hillstrom
MNU Board Reps
Diana Martinson
Sheila Holden
General Meetings
Local 5 general meetings
are open to all Local 5
members.
(Continued from page 5)
to WRHA control/authority.
Having said that, programs at St. Boniface
Hospital continue to be vulnerable to
regionalization. I am pleased to be able to
report that no programs affecting Local 5
members were regionalized in 2013.
*****
Program Highlights/Updates (in no particular
order)
Surgery Program
Operating Room
Last year I reported that the OR was going to
be implementing a new master rotation by
January 14, 2013. This new rotation would
have "standby" assigned according to article
1801 which reads: "Standby" shall refer to
any period of time duly authorized by the
employer during which a nurse is required to
be available to return to work without undue
delay. Callback shall be limited to the unit(s)
for which the nurse is on standby. Standby
shall be assigned and scheduled in
accordance with the provisions of article
1501 whenever reasonably possible.
Prior to the implementation date we met
with the employer multiple times regarding
the proposed changes to standby/call. We
referenced that there is a long standing
practice of this employer allowing nurses to
volunteer for standby/call. We also raised
concerns regarding comments that the PTM
would be filling up holes in the standby/call
schedule with part-time nurses as only fulltime nurses are referenced in the collective
agreement as having scheduled days off.
On January 8, 2013 we were advised in
writing by the employer (in a letter that was
cc'd to the Labour Relations Secretariat) that
the employer was putting the union on
notice that effective upon date of ratification
of the new collective agreement they will no
longer be continuing their practice of
permitting nurses to voluntarily sign up for
standby/call. This meant that upon
ratification of our new collective agreement
the employer would be scheduling all
standby/call in accordance with article 1801.
Despite our efforts to put a stall on the new
master rotation, it went ahead as scheduled
in January 2013.
As soon as that happened the workload in
the Local 5 office exploded as multiple calls
of concern and frustration came pouring in
from nurses in the OR. Many files were
opened to deal with the individual situations,
and complaint stage grievances. The "call
guidelines" associated with the new master
rotation became a moving target and
changed depending on the PTM's staffing
needs at the time.
Unfortunately, nurses' frustration with their
work schedule took its toll on the
department. The employer realized that the
environment in the OR was not healthy and
that it needed to be dealt with.
In April 2013, the employer enlisted the
services of Dr. Leigh Quesnel, principal of
HQS Consulting Services to help address the
issues at hand and encouraged staff to
attend one on one confidential meetings
with him. The outcomes of these meeting
were to form a non-biased report from Dr.
Quesnel to the employer for their
consideration and to assist in moving the
department forward in a healthy and
respectful manner. (Sheila Holden and I also
met with Dr. Quesnel to express our
concerns with what we were observing and
experiencing as union leaders on behalf of
our members in the operating room.)
While Dr. Quesnel was formalizing his report
some leadership changes occurred within the
surgical program. Lance Barber, director of
the surgical program, was seconded to a fulltime LEAN project and Heather Nowak was
appointed as acting director, surgical
program. In addition to that change, Carol
Knudsen, PTM went on a leave of absence
and Don Taylor, RN was appointed as acting
PTM. Shortly after these changes were
CRNM Registration Renewal (CRNM)
implemented, Heather Nowak met with the
nurses in the operating room for a candid
discussion about the rotation/call issues and
asked them what would help relieve some of
their frustrations. The nurses suggested that
the new call guidelines be disregarded and
that standby/call go back to being voluntary
while the issues were being looked at by the
employer and the union. Heather agreed.
Over the summer and at the time of writing
this report, call has continued to be
voluntary.
Don Taylor, the acting PTM has been working
on a new revised master rotation with
scheduled standby/call. The draft has been
reviewed by the union. It appears to be a
positive and fair master rotation and above
all, is collective agreement compliant. All
along, in discussions with the employer we
continued to reference article 1505 which
states: "A master rotation that observes the
conditions listed in section 1504 herein shall
be planned for each nursing unit by the
employer with provision made for meaningful
input and review by the nurses affected of
any new or revised master rotation pattern
prior to implementation."
At the time of writing this report we are
scheduled to meet with the employer on
January 8, 2014 for an update. Dan
Kushneryk our LRO from MNU will be
attending the meeting with us.
ACSS (inclusive of 2B day surgery, L2 & NFA)
Please see the Regional Nursing Advisory
Committee (RNAC) report on page 25).
Woman & Child Program
Please see the Nursing Advisory Committee
(NAC) report on page 20.
Emergency
Please see the Nursing Advisory Committee
(NAC) report on page 22.
CRNM "tweaked" their registration process
by moving up the deadline to register for
2014 from December 10 (as it was in 2012)
to December 1 (2359 hrs).
This meant that if you did not register for
2014 by December 1, 2013, as of midnight
on December 31, 2013 you would not be on
the practice register for 2014; you would not
be able to work; and you would now have to
wait until the CRNM office opened after the
Christmas break to re-register for 2014.
CRNM is hoping that the December 1
deadline will be an easier date to remember
versus the December 10 date that was
chosen for 2012.
At time of writing this report seven Local 5
RNs were not registered to practice for 2014.
CLPNM Registration Renewal
LPN's current active practicing license expires
each year at midnight on November 30.
Registration renewal opens August 15 of
each year with a deadline of midnight
October 15. Late renewal (after the October
15 deadline) is accepted but is subject to a
$100 late fee.
LPNs who have not renewed their license by
November 30 must pay a late fee of $100 in
addition to a reactivation fee of $125. At this
point your license is no longer valid and you
are not authorized to practice.
After midnight on December 15 LPNs who
have not renewed to an active practicing
registration will have their license cancelled
and will be required to contact the CLPNM to
have their license reinstated.
At time of writing this report there were no
issues with LPNs not being registered for
2014.
*****
CRNM Registration
If you have changed your
CRNM status from active
practicing to non practicing
due to a prolonged leave of
absence or maternity leave
of absence, please contact
the College well in advance
of your expected return to
work date.
Re-registration with CRNM
appears to be a lengthy
and time consuming
process and failure to
register with the College
means you cannot work as
a nurse!
Provincial Collective Bargaining
Committee (PCBC) 2013
Sandi Mowat
President
Kirsten Andersson
Director of Labour Relations
(Chief Negotiator)
Dan Kushneryk
Labour Relations Officer
Wendy Giesbrecht
Administrative Support
*****
Karen Taylor
Assiniboine Region
Wanda Zolinski
Brandon Region
Cindy Hunter
Central Region
Darlene Jackson
Churchill/Burntwood/ Norman
Region
Renate McGowan
Eastman Regions
Kathy Nicholson
Interlake Region
Karen Cleaver
Parkland Region
Dawn Thompson
Winnipeg Community &
Health Care Region
Charlotte Adolphe
Winnipeg Long Term Care
Region
Kim Swanson
Grace/Victoria Hospitals
Lana Penner
Health Sciences Centre
Dana Orr
Misericordia/Riverview
Kardene Campbell
Concordia/Seven Oaks Hospitals
Karen Sadler
St. Boniface Hospital
CRPNM Registration Renewal
Registration renewal deadline is November
15. Late fees apply to all renewals submitted
after December 1.
bargaining, and progress was made in a
number of areas:
 Nursing Advisory Committee;
 Workload Staffing Reports;
 Respectful Workplace Policies; and
 Safe staffing and workload issues.
RPN's who's license is not renewed by
midnight on December 31 will have their
license cancelled.
Monetary issues have yet to be discussed. Up
to this point, employer representatives have
not received a mandate from government
with regards to monetary issues. Continued
talks without this mandate would be fruitless.
At time of writing this report there were no
issues with RPNs not being registered for
2014.
We anticipate returning to the table early in
the New Year.
*****
Provincial Collective Bargaining Committee
PCBC) Update
Our current collective agreement expired
March 31, 2013. In last year's annual report
to Local 5 membership I detailed the path of
preparation undertaken by your PCBC for this
round of bargaining.
MNU was contacted by the Labour Relations
Secretariat in June 2013 who advised that
negotiations would commence on August 12,
2013. At that time approximately seven
weeks of bargaining dates were booked
between August 12 and November 1, 2013.
Your PCBC was very optimistic that they
would be able to reach a tentative agreement
by the end of those seven weeks as we had
come to the table prepared!
Unfortunately, our employer counterparts did
not appear to be in the same position. This
along with some outstanding amalgamation
issues pushed bargaining dates out further.
Two more weeks were added in November.
By the end of those dates both sides had
discussed most of the non-monetary
proposals.
Below is the last communication from MNU
regarding the status of bargaining.
Your PCBC has completed nine weeks of
We realize that this is as frustrating for our
members as it is for the bargaining
committee.
Thank you for your continued support and
your patience.
We will continue to exert pressure on the
employers and government to return to the
table as quickly as possible to negotiate a new
Central Table Agreement.
New bargaining dates will be announced as
soon as they are scheduled.
Essential Services
Dan Kushneryk, LRO, MNU; Sheila Holden and
I met with the employer many times over the
past year to discuss essential services. Those
meetings were needed to review the number
of nurses required to provide nursing care in
the event of a strike by MNU members.
These discussions are, at times, difficult and
emotional, especially for those of us who
were around in January of 1991. That said,
we met with all of the program managers
and/or directors to discuss the essential
services numbers. We often needed to
remind some program managers that during a
strike, it is not "business as usual".
At time of writing this report we have reached
an agreement with the employer. Details will
be shared with Local 5 member at future
meetings.
*****
Local 5 Office Activity
The relationship between the employer and
the Local remains healthy and respectful.
Sheila Holden, Dan Kushneryk and I meet
regularly with SBH employee relations to
address issues and concerns, and hopefully
resolve issues for our members in a timely
fashion.
*****
There continues to be many gradual return to
work (GRTW) meetings taking place in
occupational health. As well, attendance
support and assistance program (ASAP)
meetings continue to occur on a frequent
basis. GRTW and ASAP meetings demand
much of our time as each one requires prep
work with the nurse prior to meeting with the
employer. (See pages 13 & 14 for more
information regarding these meetings.)
These meetings, in addition to requests for
unit meetings regarding workload and
contract interpretation resulted in continued
demands on the Local 5 office for member
representation. 374 issues files were opened
in 2013 - 82 more than the 292 files that were
opened in 2012.
*****
Sheila Holden and I continue to have regular
meetings with the Wendy Rudnick, our Chief
Nursing Officer. Ms. Rudnick is a good
ambassador for nursing at St. Boniface
Hospital. She always responds to any inquiries
or calls that we send her way and we are
appreciative of that.
*****
Bargaining took me away from the daily
operations of the Local 5 office for nine weeks
in the latter part of 2013. I was privileged to
be able to leave everything in the very capable
hands of our vice president Sheila Holden.
Having Sheila work along side Helga and I has
been an extreme asset for our members.
We extend our sincere thanks to Sheila . She
has brought to the vice president role her
strong knowledge of our collective agreement
and a commitment to you - our members, to
provide you with the best service possible. We
are very grateful to Sheila for dedication to
Local 5.
Awards & Special Mentions
Two teams from St. Boniface Hospital received
Innovation Awards for their presentations at
the annual Manitoba Patient Access Network
Health Innovation Conference held November
18 & 19, 2013.
Leadership Category:
Giving Patient Flow our Dedicated Attention:
Changing Internal Flow Process in Emergency
Submitted by the Emergency Program
Tools, Methods and Approaches Category:
The use of Visual Communication to Improve
Patient Flow
Submitted by the Woman & Child Program
Congratulations to the nurses in these two
areas.
*****
Nurses from the Pacemaker Clinic as well as
nurses from 5A Cardiology were featured in a
scope of practice series in the October issue of
CRNM's RN Journal (Number 4, Volume 38). It
is an amazing snapshot of what goes on in
these two areas. I encourage everyone to read
the article.
Local 5 Priorities
Along with attending to membership needs,
other priorities that we are addressing
include:

The creation of a Local 5 website. We
continue to work with Hitek Printing &
Design (www.hitekpm.com) , a locally
owned and operated union shop (who
also prints this annual report), to design a
user friendly, and eye catching website
for us.
Things to Know
Social Media Awareness
Nurses are reminded not to
participate in blogs, Facebook, or
any other venue with
information that may identify
patients or place of employment
(your email address may identify
your name and therefore
employer/patient).
Due to the nature and flow of work in this
office and the need to re-jig priorities as
issues arise, this project has taken longer
than we original anticipated. The
unveiling of this new facet of Local 5's
ability to better serve our members was a
dream of former Local 5 president Debbie
Mintz, but none of it would be possible
without the amazing assistance and
creative eye of our administrative
assistant Helga Grose. Thank you Helga
for your dedication to moving this project
forward and for keeping Sheila and I on
task.
Please contact the Local 5 office
should any issue arise related to
this topic.
We are in the process of finalizing the
content for the website and are hoping to
launch it this spring.
Email Addresses
If you have not shared your
personal email address
with us (no hospital email
addresses) please do so, so
that we can include you in
any future communication
"blasts".
Email us at
[email protected]

Increasing our email database for Local 5
members has been another priority for
us. Email is a great tool not only for
replying to members issues and
concerns, but for the ability to do
communication "blasts" to our members
with respect to specific issues.
and sweet treats so all that members needed
to do was bring their lunch. We advertised
these sessions in SBH's "This Week" and put
up posters on the units.
At our May session we held a general Q&A on
our collective agreement. November's
session focused on social media and
workplace concerns.
We will once again host lunch and learns in
2014 as we feel this is a great way to meet
with our members and provide education.
Winnipeg Hospital Local Presidents (WHLPs)
Meetings
Throughout 2013 the presidents of the eight
Winnipeg hospitals and the Pan Am Clinic
continued to meet with MNU President Sandi
Mowat on a regular basis to discuss common
issues related to the provision of health care
in the City of Winnipeg, and the
representation of our members.
We discussed collective agreement issues,
mobility and portability; inter-facility
agreements; grievances; program transfers;
workload issues, and security issues.
These meetings provided an excellent
opportunity to identify any trends that were
happening in the city and allowed us to serve
as a resource for one another.
Karen Sadler
President, Local 5
Education for Members
Education for members was also given priority
in 2013. As a result of this initiative Sheila
Holden and I hosted two lunch and learn
sessions at the hospital for our members. As
the title suggests, these sessions took place
over the lunch hour. We provided beverages
With Appreciation and Gratitude
On behalf of the Local 5 key executive , executive and general membership our continued and sincere thanks and
appreciation to Helga Grose, Local 5's Administrative Assistant (who has been with us for 14 years) for her outstanding
assistance, support, dedication and commitment throughout 2013.
Thank you Helga, we are genuinely grateful!
Grievance Report - 2013
Issues and grievances related to the application of the collective agreement are discussed and
resolved or arbitrated with the active support, consultation and assistance of our MNU Labour
Relations Officer (LRO) Dan Kushneryk.
On behalf of our members we extend our heartfelt thanks to Dan for his advice and efforts. It is
very much appreciated and we are grateful for his ongoing support.
Grievance Statistics:
Number of grievances carried over from previous years
Number of grievances filed in 2013
Total
Number of grievances resolved in 2013
Balance
Number of grievances withdrawn in 2013
Number of grievances carried over into 2014
Grievances Resolved in 2013
#2009-156 – The union grieved because the
employer allowed employees from other
bargaining units to transfer their non-MNU/
non-nursing seniority hours from another
facility to St. Boniface Hospital which is
contrary to the provisions of the MOUs Re:
Staff Mobility. Resolved when a new
memorandum of agreement regarding
mobilizing cross sector seniority recognized
that the employer will no longer apply mobility
agreements in a manner that mobilizes cross
sector seniority. This memo was retroactive to
March 12, 2012 for St. Boniface Nurses Local 5.
#2013-118 - The union grieved on behalf of a
member because at a meeting with the
employer the member was informed that she
was terminated from her position at St.
Boniface Hospital. Resolved when the
employer agreed to rescind the termination in
lieu of a voluntary resignation. Additionally,
the member was made whole financially for all
lost wages. The employer also notified the
CRNM that the nurse’s termination was
rescinded.
Grievances Carried Over into 2014
#2009-091 – The union grieved because the
employer regularly and routinely left the
3
3
6
2
4
0
4
Five Year Hisotry of Grievances Filed
45
40
39
35
30
25
24
20
15
10
5
0
2009
2010
0
2011
2
2012
3
2013
filling of unassigned, anticipated nursing shifts
to the Charge Nurse or CRN. The union
agreed to adjourn this grievance sine die*.
The employer continues to commit to resolve
this issue with the development of a
standardized staff scheduling system.
We have raised with the employer the length
of time it is taking for this anticipated
resolution. Local 5 members continue to
expend onerous amounts of their valuable
time resolving and dealing with staffing
issues.
On December 17, 2013 Dan Kushneryk and I
met with Reghan Scaletta, Manager,
Employee Relations; and Clara Tcheon, Payroll
Manager & Project Lead for Clinical Staff
Scheduling to hear an update on the Clinical
Staff Scheduling project and it's
implementation phases.
I am happy to report that significant progress
is being made on this project with a view to it
being implemented in incremental steps
throughout 2014.
As this system is rolled out it will expand
service to include the intake of all short
Things to Know
(This information is specific to
St. Boniface )
Timelines
Nurses are reminded that there
are timelines for raising issues.
Missing the timelines may
prejudice your case.
Please contact the Local 5 office
for assistance when an issue first
arises.
Protect your collective
agreement rights and
entitlements by familiarizing
yourself with your collective
agreement.
notice/absence notifications on a 24/7 support
basis for all clinical areas .
We will continue to provide updates on the
Clinical Staff Scheduling project as we move
through 2014.
member who was terminated without cause.
member because the employer disqualified
her application for a CRN position for which
she met the posted qualifications.
member because at a meeting with the
employer the member was informed that she
was terminated from her position at St.
Boniface Hospital.
Ongoing Issues & Resolutions (Complaint Stage of Grievance)
5 Year History of Issues Files
2013
2012
2011
2010
2009
374 files were opened
Statistics
Number of issues carried over from previous years
Number of issues initiated in 2013
Total # of issues investigated, discussed or addressed in 2013
Number of issues resolved in 2013
Number of issues that became grievances in 2013
Number of issues no longer under discussion* in 2013
Number of issues carried over into 2014
85
374
459
228
3
97
131
*Issues reported as no longer under discussion are issues that were investigated and did not continue to discussion stage or
did not proceed beyond the discussion stage.
Things to Know
(This information is specific to
St. Boniface)
Paystubs
Many issues arise around the
payment of shifts, overtime,
standby, vacation, stats, etc.
We can only argue an error if we
can prove that it occurred. In
order for this to happen we often
need to review nurses' paystub(s).
Paystubs are also valuable in the
event that you are called into an
ASAP meeting. Having your diary
or paystubs will allow you to
verify the dates of sick calls
provided to you by the employer.
Do not assume these numbers are
accurate as they often are not.
Don't be caught without this
important proof.
Retain your paystubs!
Attendance Support and Assistance
Program (ASAP)
The union has reserved the right to grieve
regarding any issue related to the “Attendance
Support and Assistance Program” (ASAP).
The employer has the authority to review your
attendance at work with you. This must be
done in a fair manner, consistent with other
units/managers in the facility and is generally
triggered by exceeding absence “averages” in
the facility. This review should never occur
during a notification (sick) call. A review is
typically done “informally with your manager”.
Attendance issues should not be discussed
with you in relation to the “Overall
Contribution Assessment” form. Scheduling
clerks, administrative assistants, CRNs and coworkers should not be present during these
discussions and should not be told about the
discussion by the PTM. The discussion should
not be in the tone of a reprimand. If you feel it
is, then request the Local president or vice
president be present for any discussions.
The employer will provide you with a number
and the dates of sick calls. Do not assume their
information is accurate as it often is not. Ask
for a copy of the dates and later verify them
with your own diary or payroll stub(s).
The PTM may indicate that the discussion is
non-disciplinary. There may be no reason to
think that this is not true. However, these
discussions are formal and on the record, and
if there are any future issues with your
attendance, what you said during these
discussions may become part of the formal
process.
We remind CRNs, coordinators and nurses who
perform charge responsibility that information
received via a sick call is confidential and
should be treated as such.
The formal ASAP process takes place in
employee relations with an employee relations
representative, the PTM, the union and the
nurse. These meetings are non-disciplinary.
Sheila Holden and I continue to hold the
employer accountable to this process being a
supportive one, as is clearly stated in the
employer's policy. In some situations a
temporary accommodation to certain shifts
or shift patterns, or a temporary reduction in
EFT has been negotiated and was found to be
helpful to the nurse in dealing with their
attendance issues.
In 2013 we opened 63 new files representing
members at ASAP meetings with the
employer.
Gradual Return to Work (GRTW)
In 2013 we opened 79 new files representing
members in the Gradual Return to Work
(GRTW) process and continued on with files
from previous year that were still active.
The GRTW process is an asset to nurses who
are returning to the workplace after an injury,
WCB claim, MPI claim, HEB claim, or sick
leave. In some instances the GRTW process
leads to an accommodation where
warranted.
Duty to Accommodate (DTA)
Duty to accommodate (DTA) meetings
involve employee relations, the disability
manager from SBH occupational health and
the union.
WCB Employer Appeals
Employer appeals of nurses' approved WCB
claims continued in 2013.
At every opportunity possible we continue to
express our concerns regarding this process
and the damaging effect that it has on our
nurses.
Although the legislation allows for the
employer to appeal a decision by the WCB,
this process is often devastating for the nurse
involved. Many nurses have expressed that
they feel as though their employer does not
believe them, that their injury is not
legitimate.
There were 35 accommodation meetings
held in 2013. Most accommodations start
out as temporary although some have
evolved into permanent accommodations.
Members are encouraged to contact the
Local 5 office with any questions or concerns
regarding the GRTW or DTA processes.
Mandatory Overtime
120
80
60
If you had a WCB claim denied or if your
approved WCB claim has subsequently been
appealed by the employer, please contact the
Local 5 office as soon as possible for
assistance.
Karen Sadler
President, Local 5
46
40
20
We are fortunate to have the assistance of
MNU provincial who provides a labour
relations officer to assist with nurses' WCB
claim denials as well as the employer's appeal
of approved WCB claims.
107
100
2013
26
2012
18
11
2
2
8
0
6
0
2 4
9
9 7
0
There were 109 incidents of nurses being
mandated to work overtime reported to the
Local in 2013 compared to the 148 incidents
reported to us in 2012. Mandatory overtime
is voluntarily reported to the Local by nurses
who fax us a copy of the "Notification to the
Union of Mandatory Overtime" reporting
form.
*****
Things to Know
(Information is specific to
St. Boniface)
Requests for Time Off/Time
Back/Stats
(Article 1501)
Members are reminded that
Article 1501 of our collective
agreement provides an option
for nurses to make requests two
(2) weeks in advance of the four
(4) weeks of hours [six (6) weeks
in advance of the date] for
specific time off.
This article requires efforts by
the employer to schedule staffing
and allows for the granting of
requests.
Nurses who are summarily
refused or told to submit
requests closer to the date may
have a legitimate grievance. If
this is happening to you, please
contact the Local 5 office.
report incidents of secondment to the Local 5
Office.
When notification of an incident of mandatory
overtime is received at our office we contact
the mandated nurse to review the situation
and to ensure that the nurse was mandated
as a last resort only.
Issues that arise as a result of information
received from mandated nurses are
communicated to the employer in an attempt
to decrease the incidents of mandatory
overtime.
For more information on these issues please
contact the Local 5 office.
Secondment Report
In June 2013 members reported that
secondment, otherwise known as "being
pulled" was on the rise.
Secondment falls under article 2804 of our
collective agreement and reads as follows: In
the event of a temporary lateral secondment
being necessitated by an unforeseen staffing
shortage on a nursing unit, this secondment
will be made as close to the commencement
of the shift as possible. Selection of the nurse
to be seconded shall be based on ability and
experience and shared as equally as possible.
Orientation will be provided of sufficient
duration to assist the nurse in becoming
acquainted with essential information such as
policies and procedures, routines, location of
supplies and equipment, and fire and disaster
plans."
The overriding principles of fair and equitable
apply.
At our June 2013 general meeting members
requested an opportunity to be able to report
occurrences of secondment to the Local 5
office in the same manner that they do for
mandatory overtime. They asked for
information to be included on the Notification
to Union of Mandatory Overtime form. The
mandatory overtime form was revised to
include information pertaining to secondment
and members now have an tool to voluntarily
When a notification of secondment is
received we contact the seconded nurse to
review the situation to ensure that the
secondment occurred as per article 2804.
Issues that arise as a result of information
received from nurses are communicated to
the employer in an attempt to ensure
secondment is being utilized in the correct
manner.
Between June 25 & December 29, 2013 there
were 58 occurrences of secondment reported
to the Local by our members.
Sheila Holden
Vice President, Local 5
MNU Board Report - 2013
The MNU Board of Directors (chaired by Sandi
Mowat, President of MNU) consists of Donna
McKenzie, Vice President, MNU; Holly Cadieux,
Secretary/Treasurer, MNU; and 23
representatives from the following Regions:
Assiniboine, Brandon, Central, Churchill/
Burntwood, Interlake, NorMan, Parkland;
along with Concordia General Hospital, Grace
General Hospital, Health Sciences Centre,
Misericordia Health Centre, Riverview Health
Centre, St. Boniface Hospital, Seven Oaks
General Hospital, Victoria General Hospital,
and Winnipeg Long Term & Community Care.
In 2013 the MNU board met five times as well
as at the MNU Annual General Meeting
(AGM).
Board meetings are one day long with an
additional day or half day for board education.
MNU staff attend these meetings on a regular
basis. Observers, including nursing students,
are welcome to attend the meeting, exclusive
of in-camera sessions.
Each board meeting includes reports from or
about: the president; secretary/treasurer and
finance; director of operations; director of
labour relations; grievances and arbitration
activity; education committee; and PCBC if
applicable. In addition, each region and/or
local provides MNU with a report regarding
trends, issues and activities in their region/
local.
In 2013 Local 5 submitted written reports at
each board meeting highlighting Local 5 office
activity, hospital activity, WSR statistics,
position vacancy statistics, and issues such as
the workload in the woman & child program;
employee relations at SBH; ACSS; cardiac
sciences; and staff scheduling issues. Local 5's
report to the MNU board of directors is
provided to the Local 5 executive committee
for informational purposes.
the Local 5 executive committee to assist us in
preparing for the next board meeting.
Board meeting discussions included CFNU
communications; activities; media campaigns;
and negotiations.
In 2013, as a result of the amalgamation of
regional health authorities in the large RHAs,
MNU reconvened the governance and
structure committee. The mandate of this
committee was to review the regionalization
plans and make recommendations to MNU's
board of directors.
At the board of directors' meeting held
December 4, 2013 the governance and
structure committee recommendations were
carried and will be implemented May 1, 2014.
These recommendations include an increase in
president's days for the regional presidents to
support the increased workload that has
resulted from regionalization. Until the
recommendations become effective, it was
agreed that in order to support the increased
workload, regional presidents could utilize all
of their president's days for 2014 between
January 1 & April 30, 2014.
General membership is provided with this
information via the MNU Annual Report.
Priority issues, topics, and campaigns are
highlighted in the MNU Front Lines magazine
and are posted on MNU's website
www.nursesunion.mb.ca
As always members should feel free to contact
us with any questions you may have.
Sheila Holden & Diana Martinson
Board Representatives, Local 5
Following each board meeting a report is
provided to the Local 5 executive committee
regarding board initiatives; activities; and
matters of relevance. Feedback is sought from
Members are encouraged
to read MNU publications,
annual reports, and any
information posted on the
MNU website to ensure
they are current regarding
MNU board of directors
activities.
MNU Front Lines Magazine
Please know that articles
published in the MNU Front
Lines magazine are based
on standard collective
agreement language which
may not be the same as St.
Boniface Nurses Local 5
Collective Agreement
language.
Remember to check our
Collective Agreement and
contact the Local 5 Office
with any questions or
concerns.
Workload Staffing Reports Committee Report - 2013
COMMITTEE
REPRESENTATIVE
AREAS OF RESPONSIBILITY
Surgery Program: B2 Pre-Op Clinic, B2, Vascular Access, L2 Pre Op Holding & Day
Surgery Recovers, A4S Urology/Vascular, ACF Surgery, A7S, A7W
excluding NFA, OR & PARR
Diana Martinson (7A West)
(Committee Chair)
W – 204.237.2835
Diagnostic Imaging: Angiography, Bone Density, CT Scan, MRI, Mammography,
Nuclear Medicine, Ultrasound, X-Ray
Things to remember when a
workload situation arises:
Woman & Child Program: L & D, LDRP, FAU, NICU, 3MCU, B4 AP/Gyne, ACF
Woman’s Health, ACF Pediatrics, Woman & Child Relief Team
1.
Discuss the situation with
your PTM/Supervisor
Mental Health Program: M2/M3, Adult Ambulatory Care & Geriatric Outpatient
Services
2.
Fill out the vouchers on the
inside of the WSR and
forward them as indicated
A8 Palliative Care
3.
Fill out the WSR and
forward it in its entirety to
the person with whom you
discussed the situation
Medicine Program: 5B Medicine, EEG/EMG, E5 Medicine, Medicine Relief Team,
6E Medicine, ACF Medicine, Respiratory Therapy, Med/Surg ICU (ICMS)
Renal Program: Dialysis, Hemodialysis, Peritoneal Dialysis
Each unit should have a copy of
“The Staff Nurses Guide on How
to Complete a Workload Staffing
Report” (blue duo tang). If you
require a copy, please contact
the Local 5 office.
Emergency Program
Sheila Holden (Local 5)
W - 204.231.0188
Rehab/Geriatrics Program: E4 Geriatrics, Geriatric Day Hospital
Cardiac Sciences Program: A5 Cardiology/CCU, CR4 CSIU, CR5 ICCS, Cardiac
Clinics (CR1 & Y2), Y2 Pre & Post
WSR Statistics
These vouchers allow us to
follow up on WSRs that have
been filled out but not received
in the Local 5 office.
Kathy Hillstrom (CR4 CSIU)
W – 204.237.2801
Family Medicine Program: 6AS Family Medicine, &Family Medical Centre
plus NFA, OR & PARR
If you have any questions, please
contact your unit’s WSR
representative.
When you complete a WSR form
please ensure you fill out and
forward the vouchers from the
inside front cover of the WSR.
Chris Boychuk (Labour & Delivery )
(Committee Co-Chair)
W – 204.237.2778
As of January 13, 2014, 413 workload staffing
reports (WSRs) were received for 2013
compared to the 384 reports received in 2012
(as of January 9, 2013). There are still 65 WSRs
outstanding for 2013 (voucher received but
actual report not yet received).
Kathy Hillstrom (interim)
(CR4 CSIU)
W – 204.237.2801
union-management tool, these forms have
provided us with statistics which assisted in
improving communications at NAC by bringing
forth an awareness of the issues related to
workload and nursing standards at SBH. Please
see the NAC Report on page 20 for further
details.
Important information to remember when
Workload staffing report statistics continue to
filling out a WSR:
be taken forward to each nursing advisory
committee (NAC) meeting (see NAC report) and
 When a situation occurs, discuss it with the
a copy of the WSR is forwarded to MNU for
Supervisor or PTM to see if something can
provincial stats.
be done to improve the workload at that
time.
It is important that nurses fill out WSRs in order
to resolve workload issues at SBH. Being a joint

If the situation cannot be resolved at that
time (i.e. no staff available), tell the
supervisor or PTM you spoke with that a
WSR will be filled out. Do not be
intimidated, documentation of the
situation is necessary!
If you have any questions, contact a member
of the WSR committee for assistance (a list
similar to the one on page 16 should be
available on your unit).
You can also refer to “The Staff Nurses Guide
on How to Complete a Workload/Staffing
Report” for assistance in filing out the form
(located on the ward in a blue duo-tang).
5 Year History of
WSRs Received
2013
2012
2011
2010
2009
Important:
On the WSR form
Under Section 4 Patient/Resident Care
413
384
308
290
483
If you check off the
box for a "actual " (vs.
potential) you are
required to complete
and submit an
Incident/Occurrence
Report to your
manager.
Mental Health Program
46
Geriatrics Program
30
Palliative Care Program
Emergency Program
If a situation occurs that warrants an
occurrence report (i.e. patient fall, drug error,
equipment failure), please note on the WSR
that an occurrence report was filled out.
WSRs Received in
2013 by Program
13
20
Medicine Program
45
Surgery Program
84
Cardiac Sciences Program
49
126
0
20
Nursing is the art of healing and of caring …
If we cannot live up to the standard of our
nursing profession,
We must speak up and be heard!
Diana Martinson, Chair
Workload Staffing Reports Committee
40
60
80
100
120
140
Joint Education Fund Committee Report - 2013
The Joint Education Fund is
for educational courses and
needs only.
It is not for exam costs or
recertification tests.
Important:
Applications must be
received before the
conference/course begins.
This committee consists of both union and
employer representatives. Employer
representatives this year were Daunna
Sommerfeld, PTM Mental Health, and Louise
Allen, Manager Education Services. Union
representatives were Karen Sadler, Sheila
Holden; Leanne Smith, 2B Surgery, Kathryn
Ott, 7AW. The employer provides the
administrative support (Arlene Kitchur) for this
committee.
The committee thanks Local 5 members for
their patience and understanding in waiting for
their monies as we continue to better meet
the needs of many.
The joint education fund committee meets
monthly to review and approve the short-term
and long-term financial requests submitted by
Local 5 members. A review of the committee’s
financial statements also takes place at each
meeting.
Thank you to Arlene Kitchur for her assistance
to this committee and to our members.
Funding
* NEW *
Joint Education Fund
Funding Increase
Effective April 1, 2014
The amount Local 5
members can receive in a
fiscal year will increase to
$750 (from $500).
The 2012/2013 budget year began with a carry
forward amount of $137,264.89 from the
2011/2012 surplus. This money was added to
our short-term funds ($62,629.70) to give a
total of $208,890.48 available in short-term
funds for 2012/2013. The budget for longterm funds for 2012/2013 was $4,563.00.
In 2012/2013 short-term funds approved
totaled $12,044.75 and long-term funds
approved totaled $10,543.34. The committee
approved a transfer of $5,980.34 from shortterm funds to long-term funds to enable all
long-term funding requests to be 100% funded
to the $500.00 maximum allowable.
As of 2013 a large surplus of funds has
accumulated. After much discussion the
committee voted to increase the amount
nurses can receive in the fiscal year from $500
to $750. The committee also voted to pay out
the funds as they are received. This will begin
April 1, 2014. We hope this will encourage
Local 5 members to apply for this funds to
further their education.
Please review the Joint Education Fund criteria
found on the back of the application form.
Keep in mind that applications must be
received before the conference/course begins.
Many thanks to Tanya Van Den Bussche,
Accountant , Ancillary and Fund Accounting for
her support to our committee. Our thanks as
well to employer representatives Daunna
Sommerfeld and Louise Allen.
Sheila Holden
Vice President, Local 5
Joint Union Hospital Council Report - 2013
The Joint Union-Hospital Council (JUHC) is a
committee of executive level employer
representatives as well as union
representatives from all unions at SBH. The
committee meets to review and discuss
events, information and issues relevant to the
facility. Sheila Holden and I are the Local 5
representatives on this committee.
New this year - sites within the Winnipeg
Regional Health Authority (WRHA) completed
the same survey (administered by AON
Hewitt).
Eight Joint Union-Hospital Council meetings
were held in 2013.
1,626
50%
The meeting format continued to follow the
structure change that was implemented in
2007 in that these meetings are more for
informational purposes and hospital
presentations. Specific union concerns are
dealt with in smaller meetings set up with
hospital executives and the respective union.
Despite the format of having additional
separate meetings for union concerns, we
continue to voice the issues of our members
at joint council.
2013 response highlights:
In addition to the topics highlighted below,
joint council meetings included updates on
the hospital president’s overview, monthly
reports on the hospital’s financial/operating
status, HISP, clinical program movement/
changes, emergency departments daily status
reports, and articles of association were
reviewed.
Focus issues presented at joint council
included:
 Campus master plan
 Terms of Reference
 IT System Project - Centralized Staffing
Office project
 H7N9 Virus Planning
 SBH/AON Hewitt Employee Opinion
Survey Results
Staff Engagement
At the September 2013 JUHC meeting
Paulette McCarthy, Chief Human Resources
Officer reviewed the results of the most
recent employee opinion survey.
2013 SBH Employee Opinion Survey Results:
3,231





Total number of SBH employees
(excluding casuals)
Number of respondents
Rate of return
50% of staff participated in this year's
survey (up from 44% in 2012, which was
a drop from 51% in 2011).
Overall participation in the WRJA was
41%.
SBH's overall employee engagement
score was 50% (same as it was in 2012)
versus 54% for the WRHA.
Staff "not engaged" remained at 8%
which is where it has sat for the past four
years.
SBH continues to work towards a target
of 65% staff engagement by 2015. This is
a strategic priority for this employer.
What is "Staff Engagement"
Staff engagement is a
measure of the state of
mind of employees within
an organization, and
whether the organization
has captured the hearts
and minds of its employees
Transformation
Dr. Tétreault, President & CEO St. Boniface
Hospital continues to maintain there will be
no job losses as a result of Transformation
(LEAN). I can report that to date there have
been no job deletions of MNU members
related to LEAN.
It has been six years since SBH embraced and
endorsed LEAN Transformation principles and
it is still difficult to keep up with all of the
Rapid Improvement Events (REIs) and roll
outs. At SBH there has been little that has not
been affected in some way by LEAN
Transformation.
Karen Sadler
President, Local 5
Transformation
This initiative continues at
St. Boniface Hospital.
We continue to encourage
our members to contact us
if they have any questions
or concerns regarding this
process.
Nursing Advisory Committee Report - 2013
Any nurse or group of
nurses who feel an issue
has not been resolved at
the unit level, may refer the
issue to the NAC. The issue
could pertain to workload,
staffing, nursing standards,
and nursing functions as
well as the physical
environment.
As stated in our collective agreement, the
Nursing Advisory Committee (NAC) is a joint
committee comprised of union and
management representatives mandated to:
WSR form; issues in MRI re ongoing Versed
administration; staff assaults in McEwen;
workload issues in fetal assessment; and
secondment concerns.
i)
Review and make recommendations
relative to those unresolved issues
relating to workload and staffing;
A review of the committee's terms of
reference took place in 2013.
ii)
Provide a forum for discussion and make
recommendations on issues relative to
nursing professional practice such as
nursing standards, nursing functions,
physical planning and layout of facilities.
Workload Staffing Reports (WSRs)
The NAC process is outlined in article 1103 of
our collective agreement.
Sheila Holden; Vice President, Local 5; Diana
Martinson, 7AW surgery; and I continued as
the union representatives for 2013.
Employer representatives for 2013 were
Diane Genyk, Program Director Outpatient
Services; Lydia Harris, PTM Emergency;
Melody Damm, PTM 5E; Monica Warren
Program Director Woman & Child; Sheila
Bowles, Program Director Cardiac Sciences;
and Brenda Badiuk, Program Director
Emergency; who came on board as committee
co-chair.
In 2013 this committee met eight (8) times.
Two meeting were cancelled in 2013: one due
to my attendance required at PCBC and the
other due to the lack of attendance on the
part of the employer.
Along with the items highlighted, issues
discussed included workload staffing reports
(WSRs) and concerns with PTMs' and
supervisors' lack of response on WSRs as well
as the length of time it was taking for
completed WSRs to reach the Local 5 office.
Other issues discussed were escort duty; 2B
day surgery workload concerns (inclusive of
2B, L2, NFA); and the pre op clinic's increased
workload specifically when the senior ward
clerk is not replaced; potential changes to the
WSR statistics and education are reviewed
and discussed at each meeting. Difficulties/
issues related to the WSR process and/or
individual forms are reviewed. Requests for
educational presentations re filling out WSRs
are tabled at NAC.
If your unit would like to have a WSR inservice, please contact Diana Martinson, WSR
Committee Chair.
NAC Referrals & Updates
E4 Geriatrics was re-referred to NAC in 2013.
The following are previous referrals and items
that were closely monitored at NAC this past
year.
Busy does not even begin to describe the
activity and workload throughout all facets of
this program. From the clinics and FAU all
the way to the inpatient units, nurses in these
areas are working excessive amounts of
additional shifts and overtime to support
workload.
BCG Vaccine Preparation
BCG vaccine preparation became a Workplace
Safety & Health (WS&H) concern for nurses in
MCU and LDRP. The BCG vaccine that
previously came as a simple rubber stopper
mutlidose vial (closed system) was now being
supplied quite differently. The version now
being supplied comes with two glass vials; one
containing the live vaccine and the other the
diluent. Nurses have to reconstitute the live
vaccine in an open system where the
potential for aerosolization of the vaccine was
a real concern.
The nurses figured something was not right
when in order to prepare this medication
they had to go to an area that could be closed
off during the mixing; place signs on the door
so no one could enter while the vaccine was
being prepared; and then decontaminate any
surfaces the vaccine may have come in
contact with.
Education was provided however, the process
was implemented without much support
being offered to nurses and was lacking
regarding the potential exposure and
protection needed for the nurses involved.
The nurses notified us and a string of
meetings and discussions ensued. Our WS&H
reps were brought on board and this issue
was actively being discussed in employee
relations, at WS&H committee meetings, at
NAC, and with the chief nursing officer.
The open mixing of this medication with the
potential for aerosolization, should take place
under a hood in pharmacy. Operationally
SBH could not dedicate a hood specifically to
the mixing of the BCG vaccine. The nurses
and the union continued to request from the
employer a safe, documented procedure for
the preparation of this medication.
On July 30, 2013 Kim Roer, Reghan Scaletta,
Dan Kushneryk and I met to discuss our
concerns regarding the lack of a hospital
procedure for the preparation of this vaccine.
Finally there was light at the end of the
tunnel. It was acknowledged that discussion
regarding a SAFE Work procedure would be
tabled at a forthcoming WS&H committee
meeting.
At the time of writing this report a SAFE Work
procedure for administering the BCG vaccine
is in the process of being finalized.
Sheila Holden and I express our gratitude to
the nurses who stood up and brought this
issue forward. We also thank our WS&H reps
Bernardine Brys and Liz Cronk for their
diligent efforts on this issue. Tom Henderson,
MNU's LRO responsible for WS&H and Dan
Kushneryk our MNU LRO were extremely
supportive and provided a great deal
assistance in dealing with this issue.
Secondment & Mandatory Overtime in the
In summer and fall 2013 we received a large
number of secondment notifications from
this program. MCU nurses were being
seconded to LDRP to care for post partum
patients, and LDRP staff were being seconded
to L&D to assist with laboring patients.
Secondments (August - December 2013):
3MCU to 4B Gyne
2
3MCU to LDRP
17
4B Gyne to LDRP
1
LDRP to L&D
5
In addition to secondment the incidences of
mandatory overtime were having an impact
on this program as well.
Mandatory Overtime (June - December 2013):
3MCU
3
B4 Gyne
2
L& D
7
LDRP
21
The union had the opportunity to raise these
concerns with Monica Warren, Director of
the Woman & Child Program. She advised
that sick time usage was up by 5%. In
addition patient volumes were increased on
LDRP and L&D. Patient census on MCU at the
time was down therefore, in those situations
staff from MCU were being seconded to LDRP
and nurses from LDRP were being seconded
to L&D. The director was hopeful that
volumes were trending down for fall.
We will continue to monitor secondment and
mandatory overtime as it occurs in this
program. Please continue to fill out the
notification forms and submit them to our
office.
MCU Master Rotation
Updates included information on a new
master rotation for MCU that has been in the
discussion phase for many months. The
union was alerted to some concerns
regarding how the PTM was providing
meaningful input and consultation as per
article 1505. In light of those concerns the
union requested a meeting with employee
relations and the PTM to clarify the process
regarding master rotation changes and
complying with the collective agreement.
At the time of writing this report we have not
been made aware of when a new master
rotation for MCU will be implemented.
Staffing Mix
MCU is one of the areas that has introduced
licenced practical nurses (LPNs) into their
baseline staffing. The employer has not
followed up with staff regarding their long
term staffing plan for MCU with respect to
the number of LPN and RN positions on the
unit. In fall of 2013 we requested a meeting
with the director of the woman and child
program and the PTM for MCU to find out
what their plans are as we would that
information to be shared with the nurses on
the unit.
At time of writing this report we have not yet
been invited to a meeting regarding the
above. We continue to pursue this
information from the employer and we will
share it with our members once received.
B4 Antepartum/Gyne
This unit which was formerly located on 3B
will be moving once again to a newly
renovated home unit on 6A West. This is the
third phase of the women's health renovation
project which started back in 2010. Details
include enlarged washrooms for patients,
four private rooms, and one patient comfort
room. We are hopeful that the newly
designed staff areas will support an efficient
work area.
This move to the 6th floor has always been of
concern as AP/Gyne will now be three floors
away from labour and delivery and the rest of
the woman and child program. We will
follow up with the nurses on this unit to see if
they have any concerns regarding the
distance between them and the 3rd floor.
Emergency Program
ER Utilization Working Group
You may recall that I reported on this in last
year's annual report. On April 11, 2012 MNU
held a meeting for all Local presidents along
with one ER nurse from each of the city
hospitals. (Lea Wessner was our original rep
from emergency. Laurie Baxter assumed the
role as ER rep when Lea Wessner left SBH.)
This group provided detailed feedback
regarding workload concerns and other issues
faced in the ER. From that a list of
recommendations were developed.
In October 2012 Sandi Mowat, President,
MNU met with Theresa Oswald, Minister of
Health and presented the recommendations
from that meeting.
The working group had the opportunity to
met with the new minister of health Erin
Selby on October 24, 2014. Sandi Mowat; Bill
Crawford, Director of Communications and
Government Relations, MNU; and Lori
Lamont, Vice President and Chief Nursing
Officer, WRHA were also in attendance at this
meeting. The ER nurses representing the city
hospitals gave excellent anecdotal examples
to help support the recommendations that
were on the table. The minister of health
recognized that future meetings would be
required for consideration of the proposed
recommendations. On December 11, 2013
the ER nurses who were part of the working
group were invited to meet with Lori Lamont
at the WRHA for further discussions.
It has been a long wait but the feeling is very
positive and optimistic that some good
changes will be forthcoming for the ER
department's in the city. We will keep
members apprised of the status of these
recommendations as further meetings take
place.
ER Master Rotation Update
In 2012 it was recognized that there was an
imbalance with the ER rotation and that a
new master rotation was needed. During all
discussions with the employer regarding a
new master rotation the union spoke of the
need to ensure it is collective agreement
compliant. Current language in our collective
agreement does not require the employer to
vet the proposed master rotation to the
union, although we always offer to review a
new master rotation prior to it's being
implemented.
The new ER master rotation was
implemented in October 2013. We
immediately began receiving calls from ER
nurses who had concerns regarding the new
rotation. It was quickly revealed that there
were indeed violations of the collective
agreement with respect to this new master
rotation. We alerted the employer of the
concerns and discussions ensued.
With Christmas and the holidays being so
close, we agreed on a without prejudice or
precedent basis, to allow the ER rotation to
remain as is while the employer worked on
revisions to ensure the master rotation was
contractually compliant prior to the vacation
selection period for 2014. The union will be
reviewing this master rotation prior to its
implementation.
Rehab/Geriatrics Program
E4 Geriatrics
This area once again made a referral to NAC
in2013 regarding their workload concerns.
The landscape of the patient population on
E4 has dramatically changed. The workload
supports that this is no longer a "geri rehab"
unit but rather a sub-acute medical unit
which needs to be staffed appropriately. E4
requires additional resources across the
board and the employer needs to address the
concerns in this area.
Staffing levels for E4 at the time of their
presentation were as follows:
Days
 CRN: 1 (M-F only) 1 nurse assigned
charge Sat & Sun
 RN/LPN: 5
 HCA: 4
 WC: M-F only
Evenings
 CRN: 1 w/ 10 patients
 RN/LPN: 3
 HCA: 3.5 (.5 1630-2030 hrs)
 WC: M-F only (1630-2030 hrs only)
Nights:
 CRN: none
 RN/LPN: 2 with 1 of 2 assigned charge
 HCA: 2
 WC: none
No WC on D & E Sat & Sun.
Desired staffing levels for E4 are as follows:
Days
 CRN: 1 (M-F only) 1 nurse assigned
charge Sat & Sun
 RN/LPN: 6
 HCA: 5
 WC: 1
Evenings
 CRN: 1 w/ no patient assignment
 RN/LPN: 4
 HCA: 4
 WC: 1
Nights:
 CRN: none
 RN/LPN: 3 with 1 of the 3 assigned
charge)
 HCA: 3
 WC: none
Sheila Holden and I presented the referral of
the E4 staffing concerns at an NAC meeting on
April 17, 2013 in an formal presentation to
Sandy Bell the program director and Faye
Ostrove, PTM. We did not hear back from the
employer until June 19, 2013 when Sandy Bell
and Sheila Bowels (co chair of NAC at the
time) came to our office to meet with Sheila
Holden and I to discuss the referral. Sandy
apologized for the delay in responding and
stated they had just finished compiling their
review of E4. The employer acknowledged
the nurses' concerns and were being
supportive of the workload issues by staffing
over baseline when necessary, and minimally
always staffing to baseline.
There was a commitment to filling the ward
clerk position on evenings if they anticipated
an absence. (In the past that ward clerk shift
would have been left vacant.) Additionally an
extra HAC was being provided on nights.
Sandy went on to say that this was not a longterm solution. Proposals are being developed
in conjunction with the region and that they
would share that information with us as soon
as they could. Sandy assured us that the new
proposal would be better for the unit.
Discussions with the CNO regarding E4
identified that sooner vs. later needs to be the
timeline to address the workload issues and
concerns on this unit. At the December 2013
NAC meeting Sandy provided an update on
E4. She commented that patients seen on E4
are mostly sub acute. In collaboration with
the WRHA a briefing note has been prepared
and is going to the region. The employer is
hoping to hear back from the region
sometime in January 2014.
On a side note E4 will be decanted to 4B
January 29 - March 25, 2014 [tentative dates]
for much needed flooring renovations.
At time of writing this report, we have been
advised by the CNO that although the capacity
on B4 is for 28 beds, the program is trying to
find a way to care for 40 patients on this unit.
We conveyed our concerns regarding over
crowding and WS&H issues to the CNO.
We understand this decant is only for a two
month period however, the concerns are real
and need to be addressed. We urged the
CNO to make the best decisions possible to
support and assist the staff while they care for
their patients during this time.
New Referral
Peritoneal Dialysis
At the December 2013 NAC meeting concerns
were being discussed regarding the workload
issues on Peritoneal Dialysis.
We will continue to monitor the concerns
coming from members on this unit with
respect to their referral to NAC.
*****
Many thanks to Diana Martinson, Chris
Boychuk, Kathy Hillstrom, Sheila Holden and
Whitney Bay who served as your WSR
committee representatives in 2013. Their
work, efforts and commitment is very much
appreciated by the Local 5 office.
Karen Sadler
President, Local 5
Regional Nursing Advisory Committee Report - 2013
Contractually the mandate of this committee
is to resolve the regional issues related to
staffing and scheduling; prolonged periods of
work (consecutive hours and consecutive
shifts); standby assignments; and the use of
part-time additional shifts and casuals shifts as
it relates to the creation of permanent
positions. The RNAC reviews data relative to
the use of additional and/or casual shifts, with
a view to making recommendations relative to
the creation of positions. The process of the
RNAC is outlined in our collective agreement.
Committee Members
Each city local/worksite is represented by
their local/worksite president along with two
MNU members-at-large: Sandi Mowat and
Sheila Holden, who are appointed by the
local/worksite representatives.
This committee met four times in 2013. The
following is a summary of issues discussed at
those meetings.
Acute Care Surgical Services (ACSS) - Escort
Duty
This was one of the last pieces of the ACSS
working group recommendations to be
realized. The development of a central
booking process and the algorithm used for
transport needs has been overall, very
positively received. Issues with nurses
needing to escort patients still continue.
Below is an excerpt of a memo dated June 28,
2013 from Milton Good, RRT WRHA Regional
Director Patient Transport regarding
enhancements to patient transport services:
Patient Transport is making important
changes that will enhance our ability to
provide consistent service with the
appropriate level of expert care, based on
individual patient needs.
Currently, all members of the WRHA Patient
Transport team are advanced practice
respiratory therapists with expertise in
complex, acute patient care needs.
Effective July 9, 2013, we will add general duty
respiratory therapists who will support
patients needing intermediate levels of care.
In addition, we are in the process of hiring
primary care paramedics who will accompany
patients who require basic levels of care
during transport.
The intent of these changes is for Patient
Transport to provide escort services across the
continuum of patient acuity, rather than
having referring sites pull resources to
accompany patients (which also often result in
overtime costs to bring in additional staff).
Sites are reminded that if no one is available
from the Regional Patient Transport Team, an
appropriate escort needs to be provided by the
sending site. As we build capacity in the
Transport Team, the goal is to meet the
demands of the system so sites do not have to
provide an escort for their patients who are
being transferred out.
Additional enhancements to stretcher services,
which we contract to provide transport for the
most stable and least acute patients, will be
announced in early Fall.
Zero Tolerance - Safe Work Environment
Issues and concerns regarding this agenda
item have been carried over from previous
years.
Security is still a concern at many sites despite
changes to the legislation. Some issues stem
from the increased number of behavioral
patients (Alzheimer's, dementia and brain
injuries). It is quite evident that more
behavioral units are needed.
Draft policies regarding violence prevention
for the province are being developed. The
educational rollout will be a large component,
with different training required for each site.
Protocols are being developed for the flagging
of individuals with behavioral issues.
Sandi Mowat, who sits on the provincial
violence committee, says lots of good work is
being done, with the goal of having an
electronic tracking form for use throughout
the province, to report violent incidences.
Sandi also continues to recommend to the
government a regional security program to
address the security issues at all facilities.
Mentorship Program
This item continues to struggle along at RNAC.
Carolyn Dekeyster, CNO of the Misericordia
Health Centre, who co-chairs the RNAC along
with Sandi Mowat, has agreed to meet and
discuss the objectives of the mentorship
committee and will re-focus efforts on this in
2014 post-bargaining.
Presentations at RNAC
Some informational presentations were made
to the committee this past year. They
included the following:




Six Core Strategies - A Mental Health
Perspective
Antibiotic Resistant Organisms (AROs)
presented by Brenda Dyck, Infection
Control, WRHA
Excessive Documentation Project Update presented by Laurie Walus, CNO
Concordia Hospital
Integrating Community Care
More presentations are planned for 2014.
Local 5/SBH Concerns Discussed at RNAC
Included the following areas:
 Woman & Child Program
 Emergency
 E4
Please see my NAC report for details on these
three areas.
Other issues being discussed at RNAC include:
 Conscious sedation
 Electronic learning requirements
 Infection control concerns
Karen Sadler
President, Local 5
Workplace Safety & Health Committee - 2013
The year began with many new challenges
and ongoing topics which the committee
addressed.
Beginning in February we met with our MNU
Workplace Safety and Health (WS&H) Officer
Tom Henderson and Local 5 President Karen
Sadler to liaise and review ongoing WS&H
issues. This meeting proved to be very helpful
in our pursuit of outstanding issues and we
have now adopted this format for future Local
5 WS&H issues. We plan to continue to meet
on an ongoing basis and have established
good lines of communication with Tom, our
expert in safety and health. Tom is well
versed in the Workplace Safety and Health Act
and has been both a mentor and friend to
your Local 5 reps on the WS&H Committee.
He is always willing to share his knowledge
and provide support to us.
In May 2013 we once again participated in the
North American Occupational Safety and
Health (NAOSH) Week to create awareness
and participation in health and safety. As in
previous years we were able to network with
hospital staff. The poster safety contest and
prizes were well received.
This fall I attended my first MNU Labour
School. I made good use of this experience by
attending and participating in Tom
Henderson’s WS&H Committee Basics
workshop. I am pleased to say it was a
welcome change to previous committee
training and proved to be a very rewarding
experience. I especially enjoyed the
networking and the sharing of WS&H
committee experiences with other provincial
MNU members. This was eye opening
experience and allowed me to put my own
concerns and committee experiences in
perspective. I was able to gain a new
appreciation for my experiences as a St.
Boniface Hospital WS&H committee member.
As in previous years WS&H committee
management and worker members jointly
inspected designated areas within the
hospital. I participated in the inspection of
7AW and the outside grounds of the hospital.
In spring 2013 both Liz Cronk and I attended
the WRHA sponsored Safe Healthcare
Conference. I especially enjoyed the focus on
healthy living and the importance of creating
balance in one’s life. Many guest speakers
incorporated a focus on spiritual, mental and
physical wellbeing. There was also much
focus on incorporating short exercise breaks
into our work day to break up the potential
for long periods of inactivity. I enjoyed this
aspect and I feel it is important to recognize
the need for break periods to help rejuvenate
and to provide perspective in the workplace.
A good portion of this year’s committee work
dealt with the preparation of the BCG vaccine.
Several nurses from LDRP and MCU brought
forward concerns on behalf of their
colleagues, as the felt their concerns were not
being addressed to their satisfaction. I wish to
acknowledge Michelle Churchill for her
tenacious effort in bringing this issue forward.
Bravo to all the nurses who recognized this
change in practice would need to be pursued
further. We were able to bring forward
change largely due in part to the unending
support and assistance of Karen Sadler and
Dan Kushneryk, LRO, MNU. On behalf of our
members, Karen and Dan met with employee
relations on two occasions to bring forward
outstanding concerns and enable the
development of a SAFE Work procedure for
BCG vaccine preparation. We extend our
gratitude to Tom Henderson who was
instrumental in recognizing and guiding us
through this process.
We have laid the ground work for future
consideration of items which may need to be
addressed in this format in accordance with
the Workplace Safety and Health Act. The
BCG vaccine SAFE Work procedure is near
completion and we take pride in it’s
development for the benefit of our members.
On the lighter side, Liz Cronk and I were
selected to grace the cover of the MNU
Annual Report which was published in March
2013. We both enjoyed being a “cover girl for
a day” however, we won’t be giving up our
day jobs any time soon! Overall it was a lot of
fun and provided our Local with much
appreciated recognition. You might not be
aware but MNU's communication team was
able to achieve this photo even though Liz
and I were working opposite shifts the day of
the shoot. Thanks to the wonders of
technology, one of us was able to be “photo
shopped into the picture with a wonderful
photo resulting.
I encourage members to read the MNU Front
Lines magazine and to follow the MNU
website for current information. MNU's
website contains very helpful information
regarding health and safety issues and
concerns as well as a helpful format on how
to bring WS&H items forward. I recognized a
need for our members to have a vehicle to
report their concerns regarding WS&H. A
draft form is being worked on and will soon
be available through the Local 5 office. We
will let members know when it becomes
available.
Bernie Brys, RN
Local 5 Rep
Workplace Safety & Health Committee
Of the baseline tests seven were normal and
one was abnormal.
The total number of annual re-tests was 49 no abnormal.
Committee Meetings
WS&H committee co-chairs and SBH's Safety
Coordinator met with Jack Slessor from the
province's WS&H Division regarding our
meeting structure. Jack questioned the
number of members (16) on the committee
but now understands the reason we have
more members than the maximum of 12.
Overall the WS&H Division is pleased with our
minutes but Jack suggested that there be
some format changes to the categories. As
well, he stated that the committee members
should be listed on the front page of minutes.
There are now three categories of employee
members noted on the agenda: one for
management, one for workers and one for
guests. Taras Stacey falls under management
and represents employee relations. Kim Roer
is considered a guest but will attend future
meetings to provide updates on various
reports.
There were several communications with the
WS&H Division:
*****

This year has been challenging and interesting
for your WS&H Committee reps. Several
issues were discussed and resolved by the
committee.

Hearing Conservation

We received the Annual Hearing Conservation
Report for 2012 (which was also sent to the
Chief Occupational Medical Officer at the
Workplace Safety & Health Division of the
government of Manitoba). Hearing tests are
also reviewed by Dr. Kevin Coates in SBH's
Occupational Health & Safety department.
Total # of employees tested:
Baseline (new employees tested):
57
8

Norman Tran, Senior Hygienist, reviewed
the issues of handling formalin. This
report is now closed.
There was a serious incident in the
Energy Centre involving an acid splash.
This was investigated and corrections
made (e.g. lock out tag).
The Violence Prevention Program
improvement order is still ongoing but
there has been much progress on that
issue.
There is an outstanding asbestos
abatement improvement order for the
mechanical rooms. Funds requested
through the safety and security budget
were denied.
Locker Room Security
The female/male locker room issue which
continued from 2012 was finally resolved. A
mirror ball has been mounted at the back exit
lobby area of the locker rooms.
Safety Concerns - M1
Safety concerns on M1 were placed on the
agenda in November 2012. The issues were
air quality, mice and mold. Air quality studies
were done and the results were poor. Initially
staff had difficulty accessing the results. Traps
were laid for the mice but according to staff,
the mold issue was not dealt with. The
Adolescent Program moved to HSC March 1,
2013 with staff feeling there was no
resolution to the concerns they brought
forward prior to the move.
Response Times to Codes
There have been issues surrounding response
times when a code white is called. Much
discussion has occurred among directors,
managers and educators regarding training,
policies and procedures, as well as following
protocol. Information is being gathered
regarding frequency, who is responding,
training, etc.
Security has been keeping a log to see how
many staff show up for both codes white and
codes red. The collection of stats began in
August 2013 and is ongoing. Barb Guyot and
Kim Roer attended a management
information meeting in October 2013 to
discuss code white response times. During
that month there was an increase in staff
response to code whites.
The emergency codes video played at hospital
orientation is being updated to advise staff
that there are no exceptions - all staff must
attend code white training.
E-Block Ramp
The ramp on E-Block has been a long standing
issue. It is located in the sub-basement and is
utilized by property management, diagnostic
imaging, housekeeping and MTS. Last year an
injury was sustained on the ramp. It was
suggested to have a lift installed to prevent
any further injuries.
There were numerous issues regarding the
installation of the lift:
 The manager felt the lift could be more
hazardous than the ramp;
 There were no funds available to install a
lift;
 Should that area be accessible to staff?
 Could the storage in that area be placed
elsewhere?
An assessment of the area was completed and
it was decided to replace the ramp. One
suggestion was to install a lift on a trial basis;
another was to install it permanently. A letter
was to be sent to the managers of the area
regarding the above. This issue has been on
the agenda since May 2012. Bernie Brys and I
will keep members apprised of further
developments.
Isolation Gowns
Staff from the Surgery & Mental Health
Programs raised concerns regarding the
shortage of isolation gowns. The paper
(disposable) gowns were stockpiled by the
WRHA in preparation for the H1N1 crisis.
Afterwards a large supply of these gowns
were stored in a warehouse. The WRHA
wanted to use up some of their supply so
gown were distributed to sites throughout the
city with the WRHA keeping a small supply on
hand.
The supply of gowns has now been depleted
and they are no longer available. The WRHA
had no plans to replenish the supply of paper
gowns once they were depleted. We are now
back to using the re-usable (cloth) gowns.
If you have any issues with the cloth gowns
(e.g. need mending) please place them in the
mesh mending bag located on one end of the
laundry cart. Central Laundry has worked
diligently in laundering the cloth gowns in
employed by SBH
order to meet the demands of all facilities.
If you have an issue regarding the gowns,
please notify your PTM. On the weekend you
call CSR or the nursing supervisor.
Committee Terms of Reference
The Terms of Reference were revised and sent
to the committee for review/feedback.
Revisions included:
1.
Duties of the Committee (#15): Review
hospital WS&H program policies and
procedures recommended by
Occupational Health & Safety.
2.
Under membership (#2): Guests as
deemed appropriate by the committee
will attend the meetings upon notification
to the co-chairs They must have an
agenda item. They will be considered nonvoting members.
3.
Membership: Should consist of six
management members and six worker
reps. Our committee presently has eight
of each. This has been approved by WS&H
Division as our organization is so large it
needs more representatives.
Tom Henderson, LRO, MNU who is responsible
for Workplace Safety & Health, attended our
December 2013 meeting.
Safety Committee Education
Bernie Brys and I will be attending Safety
Services Manitoba's SAFE Work Conference on
January 23, 2014 as part of our mandatory
training under the WS&H Act.
Ongoing agenda issues for 2014:








BCG vaccine
Funding for asbestos abatement program
Provincial violence prevention program
Facility inspections
Review of policies and procedures
Injury statistics
Garbage compactor
Hazard reporting for hospital workers not
A new issue will be the “Accessibility for
Manitobans Act”. This is new legislation
regarding access for Manitobans living with
disabilities (removing barriers of access for
clients). We are not yet sure what the
implications will be however, we will keep
members posted on this issue.
Liz Cronk, RN
Local 5 Rep
Workplace Safety & Health Committee
WRHA Continuing Education Fund Committee Report - 2013
Funding for the WRHA Continuing Education
Fund Committee is not negotiated at
bargaining nor is it included in the collective
agreement. It is discretionary from Manitoba
Health on an annual basis.
Additionally monies flow from Manitoba
health to the provincial nurses recruitment &
retention fund committee. The nurses
recruitment & retention rund (NRRF)
committee (which includes Sandi Mowat,
President, MNU) makes decisions annually
regarding the disposition of these funds
(example: to the WRHA continuing education
fund committee).
This past September is when the NRRF finally
provided this committee with notification of
that the funds being allocated for 2013/2014
fiscal year were $788,160.00
The WRHA continuing education fund
committee represents nurses throughout the
WRHA and is a joint committee of
management and union representatives. The
eight Winnipeg hospital local presidents as
well as board members representing long-term
care and continuing care, participate on this
committee which meets quarterly. As a result
of the regional amalgamation Churchill is now
part of the WRHA. This will have an impact on
the funds available for distribution. The NRRF
is taking at look at this change and will report
its recommendations to the committee.
Management (Marg Synyshyn, MATC) and
union (Dana Orr, Riverview) co-chair the
committee.
to take an unpaid leave of absence in
order to attend an educational program).
The education subsidy was always intended to
be a monetary assistance for nurses who
wanted to attend a conference, course or
seminar but were required to take an
education LOA (unpaid shift) for those day(s).
The subsidy was never intended to be salary
replacement for lost wages for the day(s) of
the conference.
Subsidy rates for 2014 remain unchanged. You
may recall that they were increased in January
2012 and remain as follows:
RN/RPN
8 hour shift
12 hour shift
LPN
8 hour shift
12 hour shift


Registration/tuition/travel/books and
accommodation costs to attend
workshops, university courses,
conferences or seminars ($500.00
annually per nurse);
Education subsidies (for short term
education programs) - maximum of two
days per year (for nurses who are required

$170
$250
To cause the least disruption to nurses;
To ensure a period and vehicle of
communication to nurses, of the changes.
This is very difficult as Winnipeg is a region
but has no regional structure, only
individual employers.
To base decisions on review of data
related to the fund.
To use all the funds provided, while trying
to forecast the annual demands for
funding and balance those with trying to
ensure viability of the fund for each
current year of funding.
The financial report validates the
need for these kinds of funds and
illustrates the increasing activity
in attending educational
programs by nurses.
Did you know?
The decisions made by the committee
regarding funding, guidelines, and applications
were guided by the following:

Money from this fund can be obtained for
costs related to the following:
The financial information was
not available at time of printing
this report. It will be provided to
members at the Local 5 AGM on
March 5, 2014.
$215
$315
The $500.00 annual cost funding also remains
unchanged for 2014.


WRHA Continuing Education
Fund - Financial Report - 2013
Bilingual/French Nursing Grant
Bilingual/Francophone nurses
who are newly hired into a
position where bilingualism/
French language is a
requirement and have not been
employed in any such position in
the six months prior to the grant
application are eligible for this
$2,000.00 grant.
Nurses meeting the eligibility
criteria are encouraged to
apply.
For further information, please
contact the Nurses Recruitment
and Retention Fund toll free
1.877.681.4983.
Things to Know
The funding available comes
from the WHRA Continuing
Education Fund to you a nurse in
the WRHA. It is your money to
utilize in accordance with the
guidelines. Applications are
reviewed carefully to ensure
employers are not offloading
Collective Agreement Article
2407 responsibilities to the
WRHA Continuing Education
Fund.
Employers do not have access to
the WRHA Continuing Education
Fund Committee funds and
should not expect nurses to
apply to the fund and then
require nurses to pay that
money back to the “unit/
program/specialty Education
Trust Fund”.
Please be aware that if your
employer is telling you to attend
a conference/seminar, then they
should be paying you in
accordance with Article 2407.
Mail completed application forms to:
(faxed application forms not accepted)
WRHA Continuing Education Fund
120 Tecumseh Street
Winnipeg, Manitoba
R3E 2A9
Inquiries:
Phone: 204.334.3433
E-mail: [email protected]
Many thanks to Audrey German
(Administrative Assistant) for her efforts on
behalf of the committee.
Thank you also to Marg Synyshyn and Dana
Orr for their willingness to share the
responsibilities for this committee.
Karen Sadler
President, Local 5
Unit specific Education (Trust)
Funds are completely separate
from the WRHA Continuing
Education Fund. Guidelines for
those funds cannot include
repayment by nurses for monies
received from the WRHA
Continuing Education Fund.
Should this occur please contact
the Local 5 Office immediately
for assistance.
Nominating Committee Report - 2013
The New Year always brings with it time to
begin preparations for our Local 5 Annual
General Meeting (AGM). St. Boniface nurses
who attend this meeting make our
committee’s work much easier by their
willingness to be involved in the process.
Take a look at how many of your colleagues
and friends work to make a difference in your
workplace.
Units throughout the hospital have received
information regarding the nominations
process and committee functions. Please take
some time to get acquainted with a
committee that may strike your interest, or
become a representative for your unit.
Orientation for unit reps can be arranged
through the Local 5 office. Your involvement
in the activities of Local 5 is important. Find a
friend or co-worker and jointly run for a
committee and make this the year you get
involved in your union. Hope to see many of
you at our AGM taking part in discussion and
elections.
Local 5 Elections 2014
Key Executive (Officers)
President
Karen Sadler is entering the second year of
her two-year term which continues to April
30, 2015.
MNU Board Representatives
Sheila Holden is entering the second year of
her two-year term which continues to April
30, 2015.
As no other nominations were received for
the position of board representative as per
9:06c), Diana Martinson was elected for a two
-year term by acclamation January 6, 2014.
Local Collective Bargaining Committee (LCBC)
was elected in 2011 and will serve a term of
office that expires upon ratification of the new
Collective Agreement - post 2013)
Workload Staffing Reports Committee
(3 to be elected, each for a two-year term)
Diana Martinson and Sheila Holden are
entering the second year of their two-year
term which continues to April 30, 2015.
Chris Boychuk was elected by acclamation
January 6, 2014.
Nominating Committee
(3 to be elected each for a one-year term)
Chris Boychuk was elected by acclamation
January 6, 2014.
Joint Education Fund
(2 to be elected - each for a two-year term)
Monique Dela Cruz was elected by
acclamation January 6, 2014.
Secretary
Workplace Safety & Health
(2 to be elected each for a one-year term)
Treasurer
the position of treasurer as per 9:06c), Kathy
Hillstrom was elected for a two year term by
acclamation January 6, 2014.
9:06
a) Nominations for positions
shall be submitted by
January 5th of the election
year for any position.
b)
A résumé outlining union
experience, involvement
and education shall be
provided along with
nomination for the position
of president, vice
president, secretary,
treasurer and MNU board
representative.
c)
Where a nominee has
submitted their name in
the time period specified in
9:06 a) and there are no
other nominees, that
member shall be deemed
to be elected by
acclamation.
Nominations for Standing Committees
Nominations for the Joint Committees
Vice President
the position of vice president as per 9:06c),
Sheila Holden was elected for a two-year term
by acclamation January 6, 2014.
LOCAL 5 CONSTITUTION
ARTICLE IX – ELECTIONS
Liz Cronk was elected by acclamation January
6, 2014.
d) Only if there are no
nominations for a position
submitted in the time period
specified in 9:06 a), will
nominations be accepted
from the floor at the Local 5
Annual General Meeting.
Voting Delegates to the 2015 MNU AGM in Winnipeg
Val Bakker (L&D)*
Gisele Petit (OR)*
Chris Boychuk (L&D)*
Liz Cronk (Mental Health)*
Janice Morissette (B2 Pre Op)*
*Were elected by acclamation January 6, 2014.
Unit Representatives**
**Unit Representatives are
elected at the unit level.
Information is current at
time of printing this report.
A complete listing of units
with reps and those
without will be available at
the AGM.
If you are currently a unit
rep and you wish to
continue in your role please
contact Chris Boychuk . If
you wish to become a Unit
Representative please
contact Chris as well.
New faces are always
welcome.
7AS Surgery
Laura Wickstrom & Virginia Mushumanski
7AW Surgery
Diana Martinson
Operating Room
Gisele Petit
B2 Pre Op Clinic
Janice Morissette
CR4 CSIU
Kathy Hillstrom
Pacemaker Clinic
Linda Jackson
3MCU
Monique Dela Cruz
LDRP
Amber Wiens
Labour & Delivery
Val Bakker
E5 Medicine
Patricia Adamson & Danielle Smith
Adult Inpatient MH (M2/M3)
Liz Cronk
Chris Boychuk, Chair
Nominating Committee
Finance Report - 2013
Suzanne Hrynyk who served as Local 5's
treasurer for the past number of years
resigned her position as of April 30, 2013.
We appreciate and thank Suzanne for her
dedication to serving the members of Local 5.
chequing account to our investments. The
balance remaining in our chequing account is
more than sufficient to cover Local 5's
ongoing operating needs.
2013 Budget
It has been my pleasure and honour to have
been appointed to represent the Local as its
treasurer for balance of Suzanne's term which
expires April 30, 2014. It has been an
interesting and educational year, to say the
least.
I submit the following information to
membership. Should any questions arise as a
result of my report, please contact me.
Our 2013 budget was approved at the 2012
Local 5 AGM. It projected a deficit of
$13,000.00. At the time of writing this report
we are now projecting surplus for the year
ending 2013.
2014 Budget
Our 2014 budget was approved at the 2013
Local 5 AGM with an projected deficit of
$2,100.00.
Investments
Our investments continue to grow. The
market value of our total investment portfolio
as of October 18, 2013 was $491,308.00.
This is an increase in market value of
$53,176.00 since October 31, 2012.
1 year annualized return - 9.78%
Our Local Finance/Budget Day took place on
October 18, 2013. Terry Kitching, RBC
Dominion Securities, reviewed our current
portfolio and recommended minor changes
to our holdings.
In fall 2013 our high interest savings account
(where we park $25,000 to be utilized in the
event of a strike) had a balance of
$36,000.00. That was $11,000.00 more than
is required to be set aside. This surplus was
transferred to our investments prior to the
end of 2013.
After a one year review of our chequing
account balance we determined that the
balance being carried in this account was too
high. We felt members would be better
served by having this money in our
investments. On December 11, 2013
$100,000 was from transferred from the
2015 Proposed Budget
At our Local 5 Finance/Budget Day held on
October 18, 2013, finance committee
members worked on the proposed 2015
budget. The budget was reviewed on a line
by line basis and a critical evaluation of each
budget line took place.
As you can imagine, making a budget for two
years into the future is not easy, especially
when our current collective agreement is
under negotiations. As salaries represent a
significant portion of our budget and any
change is unknown at this time, they are
reflected in the proposed budget at the
December 31, 2012 rate.
We are proposing a budget for 2015 with an
projected deficit of $12,050.00. This
proposed budget will be presented at our
Local 5 AGM on Wednesday, March 5, 2014.
If you have questions please contact me.
We realize that over the past few years we
have proposed deficit budgets. We strongly
feel that as we are in a very healthy financial
position with respect to our investments,
money that we already have in the bank (our
members' money) should be used to offset
any deficit incurred rather than proposing a
local dues increase.
A big thank you to our key executive
officers Karen, Sheila, Diana and Amber for
their support over this past year. Thank
you to Helga and to our bookkeeper
Wendy Burdon for making my transition
into this role as smooth as possible.
Kathy Hillstrom
Treasurer, Local 5
2013 Investments - as of October 18, 2013
Cash
ACU High Interest Savings
$25,000.00
Fixed Income Pools
Book Value
Russell Canadian
Russell Core Plus
Russell Global High Income Bond
Total Fixed Income Pools
$64,790.00
$68,293.00
$23,766.00
$156,849.00
Equity Pools
Book Value
Russell Canadian Dividend
Russell Canadian
Russell Emerging Markets
Russell Global
Russell Overseas
Russell US
Total Equity Pools
$47,208.00
$50,545.00
$27,132.00
$44,671.00
$31,302.00
$54,285.00
$255,143.00
Total Investments (Book Value)
$436,992.00
*all values are expressed in Canadian Dollars
2013 Budget Comparisons
RECEIPTS
Dues
Interest from Bank Accounts
Interest from Investments
President’s Days Reimbursement
TOTAL
DISBURSEMENTS
Audit/Bookkeeper
2013 Approved
Budget
2013 Estimated
Receipts
Variance
2014 Approved
Budget
2015 Proposed
Budget
$304,200.00
$371,160.00
-$66,960.00
$315,900.00
$315,900.00
$0.00
$634.00
-$634.00
$300.00
$300.00
$3,000.00
$0.00
$3,000.00
$0.00
$0.00
$22,500.00
$23,382.00
-$882.00
$21,900.00
$24,332.00
$329,700.00
$395,176.00
-$ 65,476.00
$338,100.00
$340,532.00
2013 Approved
Budget
2012 Estimated
Expenditures
Variance
2014 Approved
Budget
2015 Proposed
Budget
$3,400.00
$2,963.00
$437.00
$3,450.00
$3,650.00
$200.00
$93.00
$107.00
$200.00
$200.00
$8,200.00
$10,472.00
-$2,272.00
$8,200.00
$8,900.00
Education
$29,400.00
$7,360.00
$22,040.00
$27,450.00
$28,750.00
Honoraria
$1,750.00
$1,750.00
$0.00
$1,750.00
$2,625.00
Local 5 AGM
$2,850.00
$2,525.00
$325.00
$4,350.00
$4,750.00
Management Fees
0.00
$0.00
$0.00
$0.00
$0.00
Meeting Expenses
$4,100.00
$4,238.00
-$138.00
$1,950.00
$2,800.00
Misc. & Charitable Donations
$1,700.00
$1,631.00
$69.00
$1,200.00
$1,450.00
MNU AGM
$3,700.00
$927.00
$2,773.00
$3,300.00
$3,250.00
CFNU (Biennial Convention)
$3,150.00
$2,491.00
$659.00
$0.00
$6,100.00
$26,050.00
$24,460.00
$1,590.00
$29,600.00
$30,250.00
$750.00
$747.00
$3.00
$750.00
$750.00
$94,800.00
$93,692.00
$1,108.00
$94,200.00
$94,200.00
$8,400.00
$2,667.00
$5,733.00
$8,400.00
$8,400.00
$67,400.00
$71,499.00
-$4,099.00
$67,400.00
$67,400.00
Vice President's Liability
$6,000.00
$2,639.00
$3,361.00
$6,000.00
$6,000.00
Salary Replacement
$4,150.00
$2,426.00
$1,724.00
$4,200.00
$3,850.00
$29,900.00
$28,802.00
$1,098.00
$29,900.00
$31,100.00
$4,382.36
Bank Charge
Communications
Office Support
Postage
President’s Salary
President's Liability
Vice President's Salary
Administrative Support
Burdens
$46,650.00
$42,267.64
$47,900.00
$48,150.00
Total
$342,550.00
$303,649.64
$340,200.00
$352,575.00
Total Receipts Minus Disbursements
-$12,850.00
$91,526.36
-$2,100.00
-$12,043.00
Trx from Investments (if needed)
$13,000.00
$2,100.00
$12,050.00
$150.00
$0.00
$7.00
Net
2015 Proposed Budget
RECEIPTS
Budget
(4001) Member Dues
Based on: 1,250 F/T & P/T @ $9.00/member x 26 pay periods
100 Casuals @ $9.00/member x 26 pay periods
$315,900.00
$292,500.00
$23,400.00
$315,900.00
(4002) Interest from Bank Accounts
(4003) President’s Days Reimbursement
Based on MNU's 2013 allocation of 64 days - received in two installments
$300.00
$300.00
$24,332.00
$24,332.00
TOTAL RECEIPTS
$340,532.00
All salaries listed under disbursements reflect the hourly rate as at December 31, 2012 and are set at the 20 year rate. Salary rates for 2015 are
unknown at this time.
DISBURSEMENTS
Budget
(5601) Audit/Bookkeeper
$3,650.00
Audit
$2,200.00
Bookkeeper ($20.00 x 6 hrs x 12 months)
$1,440.00
Total
$3,640.00
(5602) Bank Service Charge
$200.00
(5603) Communications
Annual Report
Nurses' Week
$8,900.00
$7,200.00
$500.00
Member Communication/Website Maintenance ($100 x 12)
$1,200.00
Total
$8,900.00
2015 Proposed Budget continued
DISBURSEMENTS
Budget
(5604) Education
$28,750.00
Executive Education Day
Room Rental
Lunch & Lifestyle Breaks (30 x $35)
Salary Replacement (30 x [$38.807 + $0.596 AA] x 9.68)
$375.00
$1,050.00
$11,442.63
$12,867.63
Education Day @ MNU AGM (in Winnipeg)
Salary Replacement (23 x [$38.807 + $0.596 AA] x 9.68)
Parking (23 @ $13)
Lunch (23 @ $15)
$8,772.68
$299.00
$345.00
$9,416.68
MNU Labour School - Local Funded Participants*
Registration ($500 x 3)
$1,500.00
Salary Replacement (3 x 3 x [$38.807 + $0.596 AA] x 9.68)
$3,432.79
Travel Time (if applicable)
*dependant on availability of spots from MNU
Lunch & Learn (2 @ $250)
Local Leadership Education
Total
$4,932.79
$500.00
$1,000.00
$28,717.10
(5605) Honoraria
$2,625.00
Secretary
$750.00
Treasurer
$750.00
Board Members (2 @ $375)
$750.00
Workload Staffing Reports Chair
Total
$375.00
$2,625.00
(5606) Local 5 Annual General Meeting (AGM)
Printing Tickets
Miscellaneous (door prizes/money tree)
Attendance Incentives
Salary Rep. Nominations Chair ( [$38.807 + $0.596 AA] x 9.68)
$4,750.00
$80.00
$250.00
$1,000.00
$381.42
Food (100 members @ $30)
$3,000.00
Total
$4,711.42
(5607) Management Fees
Unknown
DISBURSEMENTS
(5608) Meeting Expenses
3 General Meetings (@ $375)
Budget
$2,800.00
$1,125.00
Pre MNU AGM Meeting (@ $375)
$375.00
Finance Day (Lunch 7 @ $20)
$140.00
Key Executive Dinner Meeting
$300.00
Lunch/Dinner Meetings (12 @ $50)
$600.00
Parking
$250.00
Total
$2,790.00
(5609) Charitable Donations
Local 5 AGM
$1,450.00
$200.00
MNU AGM
$1,250.00
Total
$1,450.00
(5610) MNU AGM in Winnipeg
Lunch Room Rental ($250 x 2 days)
Lunch (25 x $30 x 2 days)
Recovery on Lunch (23 x $15 x 2 days)
Banquet Donation
Salary Replacement Alternates (2 x 2 x [$38.807 + $0.596 AA] x 9.68)
Parking/Mileage Alternates (2 x 2 x $50)
$3,250.00
$500.00
$1,500.00
($690.00)
$200.00
$1,525.68
$200.00
Travel Time (if applicable)
Total
$3,235.68
(5611) CFNU Biennium - Nova Scotia
$6,100.00
Registration (2 x $650)
$1,300.00
Airfare (2 x $1,200)
$2,400.00
Hotel (6 x $200)
$1,200.00
Per Diem (2 x 6 x $80)
Travel (2 x $100)
Total
$960.00
$200.00
$6,060.00
DISBURSEMENTS
Budget
(5612) Office Support
Rent ($1,215.000 plus 5% GST {$60.75} = $1,275.75 x 12)
$30,250.00
$15,309.00
Phone & Fax ($210 x 12)
$2,520.00
Cell Phones ($180 x 12)
$2,160.00
Copier Lease ($125 x 12)
$1,500.00
Copier Service Agreement (toner, parts & labour)
$689.85
(45,000 copies/year @ $ 0.0146/copy + 5% GST {$32.85)
Internet ($70 x 12)
Office Insurance
$840.00
$450.00
Office Supplies & Furniture
$2,000.00
Offsite Document Storage (12 @ $100)
$1,200.00
Shredding ($80 x 6)
$480.00
Alarm System Monitoring
$225.00
SBH Parking Passes ($95 x 12 x 2)
labour on line.ca subscription
Miscellaneous
Total
$2,280.00
$550.00
$500.00
$30,203.85
(5613) Postage
$750.00
(5614) President’s Salary
Salary ($46.150 x 2,015 hrs) Top of Nurse IV
Academic Allowance ($0.596 x 2015 hrs)
Total
$94,200.00
$92,992.25
$1,200.94
$94,193.19
(5615) President's Liability
$8,400.00
Income Protection (15 days x 7.75 hrs x $46.150)
$5,364.94
Pre-Retirement Leave (4 days x 7.75 hrs x $46.150)
$1,430.65
$6,795.59
Burdens @ 23%
$1,562.99
Total
$8,358.57
DISBURSEMENTS
Budget
(5616) Vice President’s Salary
Salary ($41.201 x 1612 hours) (0.8 eft, top of Nurse III)
Academic Allowance ($0.596 x 1612 hrs)
Total
$67,400.00
$66,416.01
$960.75
$67,376.76
(5617) Vice President’s Liability
$6,000.00
Income Protection (15 days x 0.8) x 7.75 hrs x $41.201)
$3,831.69
Pre-Retirement Leave (4 days x 0.8) x 7.75 hrs x $41.201)
$1,021.78
$4,853.48
Burdens @ 23%
$1,116.30
Total
$5,969.78
(5618) Salary Replacement
Treasurer (Finance Day Prep) (1 x 9.68 x [$38.807 + $0.596 AA])
$3,850.00
$381.42
Finance Day (4 x 9.68 x [$38.807 + $0.596 AA])
$1,525.68
WSR Committee (6 x 9.68 x [$38.807 + $0.596 AA])
$2,288.53
Total
$3,814.21
(5619) Administrative Support
Salary ($26.00 x 23 hours/week x 46 weeks)
Vacation ($26.00 x 23 hours/week x 6 weeks)
Total
$31,100.00
$27,508.00
$3,588.00
$31,096.00
(5620) Burdens on:
$48,150.00
President’s Salary @ 23% plus $550 for HSA
$22,216.00
Vice President’s Salary @ 23% plus $550 HSA
$16,052.00
Salary Replacement - Local 5 AGM (Nominations Chair) @ 23%
Salary Replacement - Treasurer - Finance Day Prep @ 23%
Salary Replacement - Finance Day @ 23%
Salary Replacement - WSR Committee @ 23%
$87.73
$87.73
$350.91
$526.36
Salary Replacement - Executive Education Day @ 23%
$2,631.81
Salary Replacement - Education Day @ MNU AGM @ 23%
$2,017.72
Salary Replacement - Alternates @ 23%
$350.91
Salary Replacement - MNU Labour School @ 23%
$789.54
Honoraria @ 9%
Administrative Support Salary @ 9%
Total
$236.25
$2,799.00
$48,145.94
RECEIPTS
$340,532.00
DISBURSEMENTS
$352,575.00
TOTAL (deficit)
($12,043.00)
TRANSFER FROM INVESTMENT (if needed)
$12,050.00
NET
$7.00
St. Boniface Registered Nurses Alumni Association
The St. Boniface Registered Nurses' Alumni Association will be holding its Annual General Meeting
(AGM) and Dinner on Wednesday, May 7, 2014 at Canad Inns.
We will be honouring the 50 year graduates from 1964 A & B. This is an excellent opportunity for
the renewal of friendships and a revisiting of memories. We will also be discussing the plans for an
Archival Exhibit.
For more information please contact: Gaylene Kramchynski
[email protected]
Post Diploma Bursary
Graduates of the Registered Nurse's program from the St. Boniface School of Nursing are eligible
for funding up to a maximum amount of $500.00. Funding will be awarded for practice-based
nursing research, workshops, and conferences. Proposed research must be clinically relevant and
ultimately benefit patients.
To be considered for this bursary, graduates must:





be paid members of the Alumni for the past two years;
provide proof of enrolment for workshops or conferences;
provide a one page summary of proposal for research studies;
submit a letter of application by December 31, 2014;
be in attendance at the Annual General Meeting and Dinner in May 2015.
Please note that the Alumni Association reserves the right to request the return of funding should
the candidate not complete the research or not attend the workshop or conference (other than for
reasons of personal illness).
Those interested in this bursary should apply in writing to:
St. Boniface Registered Nurses' Alumni Association
Attention: Treasurer
Room NG018
409 Taché Avenue
Winnipeg, Manitoba
R2H 2A6
Wanda Andres
President
St. Boniface Registered Nurses Alumni Association
704 - 400 Taché Avenue
Winnipeg, Manitoba
R2H 3C3
Phone: 204.231.0188
Fax 204.237.3927
Email - [email protected]
You’re invited to attend our
44th Annual General Meeting
on
Norwood Hotel
112 Marion Street, Winnipeg
Registration begins at 1645 hrs
Appetizers served between 1700 - 1800 hrs
Meeting 1800 hrs
*****
Tickets: No charge to members however ticket required
Tickets are available from Unit Reps or from the Local 5 Office
Door Prizes/Special Grand Prize (must be present to win)

Annual Report 2013 - St.Boniface Nurses

Transcription

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