Annual General Meeting Highlights Yellow Ribbon … General Meeting Highlights Yellow Ribbon Award Winners ... Ready... Set... ... are able to retire with dignity and with an adequate

Annual General Meeting Highlights

Yellow Ribbon Award Winners

Managing Shiftwork

The Magazine for Manitoba Nurses by the Manitoba Nurses’ UnionIssue Three 2004

The Magazine for Manitoba Nurses by the Manitoba Nurses’ UnionIssue Three 2004

Front Lines is published six times

a year by the Manitoba Nurses’

Union.The MNU was founded in

1975.Today it remains an active

member-driven organization

dedicated to meeting the needs

of its members. Approximately

11,000 nurses province-wide

belong to the MNU.That’s 97%

of unionized nurses in Manitoba.

“To Care for Nurses is to Care for Patients”

Joyce Gleason

Editor

Bill Crawford

Contributors

Glenda DoerksonDonna MacDonaldJanean McInnesBob RomphfAllan RoskyTracy Wood

Photos

Craig Koshyk

Contact Us:

MNU Communications Department

301 - 275 Broadway Winnipeg, Manitoba R3C 4M6

(Tel.) 204.942.1320(Fax) 204.942.0958

Website: www.nursesunion.mb.caEmail: [email protected]

MNU is affiliated with the CanadianFederation of Nurses’ Unions andthe Canadian Labour Congress.

MNU is a member of the CanadianAssociation of Labour Media

Publication Agreement # 40021526RETURN UNDELIVERABLE CANADIAN ADDRESSES TO:

Manitoba Nurses‘ Union301-275 BroadwayWinnipeg, MB R3C 4M6Email: [email protected]

FeaturesPresident’s Message

Cover Feature: AGM Highlights

• AGM Optimistic, Upbeat!

• Order of Canada Appointment

• MNU Long-time Staff Recognized

• Yellow Ribbon Award Winners

Be Diligent – Protect Your JobsPreserve the Integrity of your C.A.

Diversity Leadership Round Table Discussions

MNU Bargaining ConferenceReady... Set... Negotiate!

Hancharyk Presents on WCBSubmits the Union’s position

Managing ShiftworkTips for getting a ‘good day’s sleep’

DepartmentsThe Duty to AccommodateEmployee Responsibilities

Pension & Benefits CornerPlan Updates

Medicare MonitorA “Romanow Report ” Review

Across CanadaInformation and Issues From Across the Country

Your MNU Board of Directorsand Newly Elected Committee

Cover: Our AGM message this yearbased on Always Caring • Always A Nurse

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President’s Message

MNU President, Maureen Hancharyk

MNU Front Lines Magazine Issue Three 2004 3

Every year more than 3,500 health careworkers in Manitoba are exposed to poten-tially deadly diseases when they are stuckwith used needles and sharps devices.This is a serious workplace issue thatrequires immediate action. Workers’ livesare at stake. There are at least 33 blood-borne diseases that can be contracted,including Hepatitis B and C, HIV andWest Nile Virus. The emotional stresssuffered by workers (and their families)is unimaginable as they undergo testingand wait to find out if they have needlesslycontracted a serious or even fatal disease.

What makes this situation so intolerableis that the vast majority of these injuriesare preventable. Our members are sufferingthese injuries every day. Ted Mansell ofSEIU Canada says that the United Stateswitnessed a dramatic reduction in injuriesfollowing the enactment of the NeedlestickPrevention Act in 2001. This is somethingwe in Manitoba would also see. Mansellsaid that in the first year of implemen-tation alone, with full compliance notyet achieved, needlestick injuries werereduced by an astounding 51%.

There would be a significant savings toGovernment through the reduction oftesting of those who have been injured,and through the reduction of sick time

used. The seed money for this initiativeis already available from the FederalGovernment. The Provincial Governmentcould access up to $54 million, which isavailable to Manitoba through the MedicalEquipment Fund announced in the 2003First Minister’s Health Accord. Safety-engineered devices protect health caregivers from potentially life-threateninginjuries and, in the process, free upmillions of health care dollars currentlybeing spent testing and treating workerswho have suffered these preventableinjuries. It is a win-win situation for theworkers and tax payers of Manitoba.

At this time we are forced to work withless safe, conventional devices simplybecause they are cheaper and becauseManitoba’s current health and safety lawsallow this dangerous practice to con-tinue. We will not stop pressuring theGovernment until we have legislationrequiring the use of safety-engineereddevices across this province.

Please join us in the fight for a safer work-place for nurses and other caregivers.Postcards urging the Premier to enactthis life saving legislation are availableat the Manitoba Nurses’ Union Office.Please contact us at 942-1320 or toll-free at 1-800-665-0043.

NEEDLESTICK FAST FACTS■ Every conventional sharps device has a

safety-engineered equivalent available.

■ 90 per cent of injuries are eliminated by regulations requiring:

* Mandatory adoption of safety-engineered devices

* An exposure control plan

* Effective training and education of workers and managers

* A sharps injury log

* Post-exposure protocol.

■ The US experienced a 51 per cent drop inneedlestick and sharps medical injuries inthe first year alone following legislationrequiring mandatory use of SEDs (with full compliance not yet achieved).

Research data indicates that the incidence of sharpsinjuries is greatly under-reported with as manyas 60 per cent of all needlestick injuries goingunreported. The statistics (left) are based on aconservative unreported injury rate of 39 per cent.

MANITOBA3,537 Estimated minimum number of needlestick injuries per year.$1.6 million Estimated minimum cost of testing alone for needlestick injuries every year.$1.4 million Estimated cost of full conversion to safety-engineered devices.$200,000 Estimated minimum number of health-care dollars that could be freed up

each and every year with the mandatory use of safety-engineered devices, while saving the lives of health-care workers.

CANADA750,000 Estimated number of workers in health-care across the country190 Estimated number needlestick injuries every day69,719 Estimated number of needlestick injuries every year$480 Minimum cost of testing only for each worker who suffers a needlestick injury$33.5 million Estimated minimum cost of testing only for needlestick injuries system wide

The Manitoba Nurses’ Union has joined with a coalition of Unions to lobbythe Provincial Government to immediately legislate the mandatory use ofsafety-engineered devices (SEDs) to protect caregivers and make the province’shealth care system more efficient. Representing our Union, I joined withrepresentatives of the Service Employees International Union (SEIU) andthe Manitoba Federation of Labour at a media conference recently toannounce the lobbying initiative.

4 MNU Front Lines Magazine Issue Three 2004

AGM Optimistic,Upbeat!

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isti

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Delegates from across Manitoba met in late April for the Manitoba

Nurses’ Union’s 29th Annual General Meeting. The mood of

delegates was upbeat as they reviewed the accomplishments of

the past year. Union President, Maureen Hancharyk addressed

delegates at the beginning of the meeting on a number of topics

including the current stress on our pension plan, the continuing

nursing shortage and upcoming Central Table Bargaining.

Speaking to bargaining she told delegatesthat we have a knowledgeable ProvincialCollective Bargaining Committee and asolid base of membership support. She wasadamant that there will be no rollbacks.Referring to the last round of bargainingwhere employers tabled numerous roll-backs she said there will be no excuses.“A rollback is a rollback and like the lastround of bargaining, we will not acceptany rollbacks.”

She told delegates that she believes bothsides would prefer to be constructive duringthis round of bargaining but we are readyfor a fight if necessary. Hancharyk tolddelegates that the Union has never been ina stronger position going to the bargainingtable. “Research shows that our standingwith the public and the members hasnever been higher,” she said. Citing ouraccomplishments at the bargaining tableshe reminded delegates of the 38.5%

increase over the past five years that hastaken us and keeps us in fourth placeacross Canada.

In reference to the pension issue, she saidthat the economic downturn in the pasttwo years, aging members and increasedretirements has put pressure on pensionplan surpluses and solvency. This isoccurring across North America.

“In the coming year we will lobbyGovernment to shoulder their responsi-bility to ensure nurses, indeed all healthcare workers, are able to retire withdignity and with an adequate pension.”

During the two-day meeting, delegatespassed resolutions calling upon the Unionto lobby the Health Care Employee BenefitPlans Board to restore the health benefitsto pre June 2003 levels, to lobby HEBPto investigate the coverage available byother health insurance companies andto investigate the feasibility of changingcompanies for benefit coverage for MNUmembers. Delegates amended the Union’sconstitution to allow students and retiredmembers to become affiliate members.

Inspiring and educational speakers –including Canadian Federation of Nurses’Union President Linda Silas; ‘Chicken Soupfor the Nurse’s Soul,’ author and speakerLeAnn Thieman; and one of the country’sbest known Labour activists and feminists,Nancy Riche – punctuated the event.

Canadian Federationof Nurses’ Union

President Linda Silas


Nancy Riche, one of the country’s best-known labour activists and feminists,has become an Officer of the Order ofCanada, the country’s highest honourfor lifetime achievement.

Sharp-witted, colourful and fearless, Riche remainsone of the country’s more recognizable public figures.She served as an Officer of the Canadian LabourCongress from 1986 until her retirement in 2002,when she retired to her beloved Newfoundland.Throughout those sixteen years, she worked on manyissues and championed innumerable causes fromwomen’s rights to public health care, unemploymentinsurance, workplace safety, fair trade and socialjustice. Prior to her retirement, Riche was head of theWomen’s Committee of the International Confederationof Free Trade Unions (ICFTU), which represents 157million workers in 148 countries around the world.

“Nancy has earned this honour. Her unwavering faithin the values of equality and social justice, combinedwith a legendary wit and unmatchable determinationallowed her to literally change the world. The worldwill be a different place, a better place, for millions ofwomen thanks to the tireless work of this one remarkablewoman,” said Canadian Labour Congress PresidentKen Georgetti.

“On behalf of the nearly 3 million working women andmen represented by the Canadian Labour Congress,I offer Nancy the warmest congratulations. We areall celebrating with you, dear sister.”

Canada honours Labour’s “Dear Sister”

Upbeat!

Nancy Riche is introduced to delegates by MNU PresidentMaureen Hancharyk.(See sidebar for more information

about Nancy’s accomplishments.)

“Chicken Soup for the Nurse’s Soul ”author and speaker LeAnn Thieman

Officer of the Order of Canada Medal


Yellow Ribbon

The Yellow Ribbon Award was given to three very deserving

recipients this year: Cheryl Telford of the Grace Nurses Local 41,

Lois Riley from Brandon Nurses Worksite 4 and Irene Wiebe

who is President of the Boundary Trails Nurses Worksite 7/32.

The Yellow Ribbon Award was established in 1997 to recognize

Manitoba Nurses’ Union members who have, throughout the

year, exemplified the spirit of the yellow ribbon through their

advocacy for nurses and patients. The yellow ribbon became

a banner under which nurses fought E.R. closures, layoffs

and cutbacks during the 1990s.At this year’s Annual General Meeting,the Manitoba Nurses’ Union recognizedthree long-term staff , and presentedeach of them with gifts of appreciation.

From left to right:

Marilyn KennyMNU Director of OperationsPresenter

Terry DyckAccountant and Information Technology CoordinatorSeptember 4, 1984 – 20 years

Allan Rosky Labour Relations OfficerGrievance & ArbitrationSeptember 3, 1973 – 31 years

Heather McAvoyAdministrative Assistant August 7, 1969 – 35 years

MNU Long-time

Staff Recognized

Yellow Ribbon Award Recipients (left to right) Lois Riley, Cheryl Telford and Irene Wiebeflank MNU President Maureen Hancharyk.


Salutes Nurses

Cheryl TelfordA large number of signatories appearedon Cheryl’s nomination papers. Speakingto the delegates, one of her nominatorsBrenda Wales stated, “Due to the enormousamount of respect that our co-workershave for Cheryl, we have been able to getthe signatures of the majority of nurses,physicians, ward clerks and CTLs inEmergency to support us in nominatingthis amazing nurse.”

Wales said that Telford always advocatesfor and guides all of her co-workers. “Sheis always there to lend a hand when thedepartment is chaotic and overcrowded”,“She is constantly asking staff membersif they are alright and if there is anythingshe can do for them.” Wales said thatTelford has an extensive knowledge of theCollective Agreement and is the depart-ment’s information reference source. Sheactively promotes the Union to new grads,regularly attends Union meetings andhelps develop plans of action.

“In the fall of 1995, when the ProgressiveConservative government closed all thecommunity emergency programs indef-initely, Cheryl was among a core group ofnurses from the Grace Emergency thatinitiated a petition to reopen us,” Walestold delegates, “This petition spread toall the city’s emergency departments andeventually gathered 60,000 signaturesfrom concerned citizens across the city.Cheryl participated tirelessly in all therallies, meetings, door to door petitioningand media interviews.” Wales describedTelford as a mentor and positive rolemodel for all who work with her saying,“Cheryl is the model of a nurse we allstrive for and hope to be one day.”

Lois Riley Lois started her Union involvement thefirst time she went to a local meetingwhere she was elected to an executiveposition. Throughout the years she hasheld numerous positions in her local andat the Provincial level. For six years shewas a member of the Manitoba Nurses’Union Board, and she also sat on theProvincial Executive.

Her nominators said that Lois Riley hasshown true leadership at the grassrootslevel where nurses and patients areconcerned. One of her nominators, SheriTomiski, told delegates that both nursesand management respect Riley. “Whatis fair and equitable is what is importantto her and the main motivation behindher actions. She has spent many hoursat meetings advocating for nurses.Management appreciated her fairness andnon-judgmental attitude. She has theability to look at the big picture regardingnurses and patient care. Her finesse bringsforth many points for both nurses andmanagement to think about.”

Riley has worked hard to lobby governmentto establish a RN Diploma Program inBrandon and will continue to do so whenshe has the opportunity. Her worksitedescribes her as an exceptional nurseand an outstanding patient advocate.

Irene WiebeTo her nominator Irene Wiebe is thepersonification of “Always Caring Alwaysa Nurse.” Nominator, Cindy Hunter tolddelegates that Wiebe is always there toprovide excellent nursing care to patients,family and friends. She graduated fromthe Grace Hospital Nursing Program. Herentire nursing career has been in ruralManitoba where she has worked in anumber of settings including emergency,ICU, surgery, and maternity. She is cur-rently working at Boundary Trails HealthCentre as a PACU nurse.

Irene is a strong believer in continuingeducation and has attended numerouscourses to upgrade her skills as a nurse.She has certification in neonatal resus-citation, advanced cardiac life support,trauma nursing and is a graduate of theICU course.

“Irene’s compassion and skill doesn’tend with her hospital shift,” Hunter said,“It continues with her assistance tofamily and friends.” She said that Wiebe’scompassion is evident as she takes friendsto medical and chemotherapy appoint-ments or just out for a meal or a visit.

Hunter first got to know her during thenurses’ strike of 1991. Wiebe was theWinkler Local President at that time.To take on that role in a communitythat didn’t support Unions, never minda thirty-day strike, took courage anddetermination. During the strike Wiebemade sure her members were aware ofthe issues and coordinated strike actionfor her local. “At the end of the strike itwas very evident that the leadershipthat Irene provided to her membersgreatly assisted them through their jobaction,” said Hunter. “To me, Irene isan example of a real grassroots leader.”

Cheryl Telford, overcome by emotionduring her acceptance of the honour

bestowed upon her by her peers.


Now, some employers are attempting to undermine our bargaining units byassigning EMS personnel to clinical areasto assist with care delivery, e.g. feedingor lifting patients, portering patients, etc.This is a slippery slope. Although somenurses have been happy to have the “extrapair of hands”, this temporary relief willnot benefit MNU or its members in thelong term. In fact, it will likely have adetrimental affect on our bargaining unit.These employers should be hiring extranurses; posting extra available shifts;offering overtime; or calling in extra nursesif help is required on the nursing units.Using EMS personnel to do functions tra-ditionally performed by nurses (or in somecases by health care aides) deprives ourmembers of their rights and will erode theintegrity of our bargaining unit(s). It couldaffect the complement of jobs availablefor nurses in the future. If managementis using EMS personnel on the nursingunits in your facility, please notify yourLabour Relations Officer immediately.

Likewise, pay close attention to any rec-ommendations, which may flow fromthe ABC project currently underway inWinnipeg. ABC Project Reports appear tobe advocating a plan to expand the roleof Respiratory Therapists into clinicalareas of health care facilities. MNU willchallenge any decision arising out of thisProject, which will affect the sanctity ofour bargaining unit and the value of ourCollective Agreement as a whole.

Because of the challenges facing MNU,solidarity amongst the membership ismost important at this time.

Where there is no specific

provision in a Collective

Agreement limiting the

assignment of bargaining

unit work, one can nonetheless

look at other provisions of the

Agreement, including the scope

and recognition clauses,

job classifications, and job

descriptions associated with

those classifications to

consider whether there is

any “implied restriction” on

making such assignments.

There is an implied restriction in theMNU Agreement on assigning our work tonon-nurses or “out-of-scope” personnel.

The job descriptions associated with theclassifications listed in Appendix “A”may be used to delineate the scope of MNUbargaining unit work. Quite simply, it isthe work traditionally and customarilyperformed by the nurses employed inthose classifications. In the absence of jobdescriptions, or where job descriptions arevague, the Union may have to examine the“job functions” performed by incumbentsemployed in the classification to determinewhether the work in question is MNU work.

It is extremely important that we protectour bargaining unit work and challengeany attempt by the Employer to assign itto personnel who are not in our Union.

If we turn a blind eye, we could be puttingbargaining unit jobs in jeopardy. MNUhas been put to the test many times. We have encountered situations wheresupervisors who are “out-of-scope” havedecided to work available “general duty”shifts rather than post them as “needs”.We have successfully challenged suchassignments in the past. In fact, MNUhas agreements with some employersthat prevent supervisors from doing ourbargaining unit work except in the case ofemergency, or where there is no bargainingunit member available or willing to do thework in question.

As reported in an earlier publication ofFront Lines, the MNU successfully chal-lenged the Concordia Hospital when itbegan assigning the inter-facility trans-port of patients, previously performed bynurses, to Respiratory Therapists. This wasan important victory for MNU. It showsthat we can protect the integrity of ourbargaining units if we are diligent.

Allan Rosky, Labour Relations Officer –Grievance & Arbitration

Allan has been an LRO with the MNUsince 1973. Prior to joining our staff hewas a nursing educator at St. BonifaceGeneral Hospital. Allan is also the MNU’sspecialist in arbitration.

Be Diligent – Protect Your Jobs

The Duty to Accommodate


Previous articles have addressed the employer’s responsibilities to an

employee seeking accommodation. This issue turns attention to the

responsibilities of the employee seeking the accommodation.

It is incumbent on the employee to first establish that s/he has a mental or physical

disability that requires accommodation. Article 23 of the Collective Agreement

gives the employer a fettered right to require a medical certificate or report as

proof of the nurse’s fitness to return to duty. This does not mean that they

are entitled to know all of the details surrounding the illness or disability. The

Personal Health Information Act (P.H.I.A.) and The Personal Information

Protection and Electronics Documents Act (P.I.P.E.D.A.) prohibit the release

of personal health information without a person’s consent. What, therefore, is

reasonable and appropriate information to share with the employer? Generally

speaking, all that is necessary is confirmation from the medical practitioner that

the employee is able to safely return to work, what restrictions exist as they relate

to specific job functions, and the prognosis, if any. The employer is rarely entitled

to know the diagnosis nor should they be given non-related medical information.

Armed with this information, it is the employer’s obligation, not the employee’s,

to find suitable work within the organization. However, it is the employee’s

responsibility to cooperate with the process. The landmark Supreme Court ruling,

Central Okanogan School District No. 23 v. Renaud, states, “The complainant

cannot expect a perfect solution. If a proposal that would be reasonable in all

the circumstances is turned down, the employer’s duty is discharged.”

Article 7A07 of the Collective Agreement requires that the employer facilitate

a return to work program even if the nurse is not covered by LTD, WCB or MPI.

In the absence of an insurer, the employer is responsible for paying the nurse’s

salary. If you have been off work for an extended period of time because of ill-

ness or injury, and are anticipating being ready to return to the workplace in

the near future, please contact your local/worksite president for assistance in

ensuring that your rights are protected.

The next issue will address the Union’s role and responsibilities.

Employee Responsibilities

Glenda Doerkson – MNU Labour Relations Officer

DIVERSITY LEADERSHIP ROUND TABLES

The MNU Board of Directors values the

diversity of our membership. It is our

belief that inclusiveness of differences

enriches the work we do and the strength

of our Union. We are committed to ensuring

that leadership at all levels reflects the

diversity within our membership and, to

that end, we will be holding round table

discussions with a number of groups

within our Union to learn from them ways

in which we can best represent their

viewpoint. Round table discussions are

planned with the following segments of

our Union on the dates shown:

Aboriginal Nurses

September 15, 2004

4:30 p.m. at MNU Board Room

Young Nurses

October 14, 2004


Foreign Trained Nurses

November 15, 2004


Gay and Lesbian Nurses

December 8, 2004



HEBP DENTAL PLANThe HEBP Dental Plan continues to offersolid basic benefits in the dental area. ThePlan covers 100% Basic coverage, 50%Major coverage with a $1000 dependentchildren orthodontic coverage and $1000annual maximum limit for the plan. Theemployer and employee match 50%contributions into the plan. Many of thelong-term care facilities have been joiningthe HEBP Dental plan over the last numberof months, which has seen a temporaryrise in the plan usage. There has been anew Manitoba Dental Fee guide increaseand this has been a key factor in theJune 1, 2004 rate increase of about 8%.

PENSION PLANMembers will be receiving their PensionPlan Statements very soon. Please checkthem very carefully and contact HEPP withany discrepancies. It is our understandingthat a great many nurses are calling HEPPfor Pension quotes. Please be patient asthere are numerous healthcare workerslooking to retire and they will contact youin turn.

GROUP HEALTH PLANOur Union is still getting complaintsregarding the paramedical changes by theHEBP Board in 2003. We will continue tolobby the stakeholders for changes both toimprove the plan benefits and reinstitutethe comprehensive coverage in theparamedical area.

EMPLOYEE ASSISTANCE PLANThe EAP Provincial Committee has receivedthe Annual Report for 2003 from ManitobaBlue Cross. It is interesting to note thatStress Burnout and Mental Illness are stillkey usage factors in the plan. The EAP hasan average usage of 8.4% throughout theprovince with higher usage in the urbanareas. Family Relationship Problems, AbuseSituations, Crisis Issues, and Depressionare key areas for which plan members areseeking help.

Many of the plan members have completedevaluations of the program and give it avery high positive rating, well over 90%.The EAP Plan provides a valuable serviceto nurses and health care workers. If you arehaving difficulties in your family, personalor work life do not hesitate to call the EAPOffice at 1-800-590-5553 or 786-8880.

If you have general pension or benefit

concerns contact Bob Romphf,

Labour Relations Officer, Benefits

at the provincial office.

Medicare Monitor

Pension & Benefits Corner

Bob Romphf, Labour Relations Officer – Benefits

Donna MacDonald, B.A. Adv., MNU Researcher, currently pursuing Master of Arts Degree in Labour Studies at theUniversity of Manitoba.

The issue of health care, always

a news worthy topic, is certainly

in the limelight these days. As the

political pundits predicted health

care became the dominant election

issue. Each party was throwing

out money figures and percent-

ages of increases over ‘x’ amount

of years in the hopes of capturing

votes. The key recommendations

from the Romanow Report are a

useful tool to gauge promises. Some

elements of the Romanow Report

have been addressed, and a critical

analysis of progress is required of

the efforts made to date, however

magazine space would never allow

for such a thorough examination.

Provided will be a few key recom-

mendations and the resolve to date

of each.

Creation of a Health Council of Canada:

■ A 26-member council of health professionals, economistsand government officials, created to improve accountabilityand provide transparency to Canadians, has met three timessince its inception in December 2003. The council recentlymet for a two-day meeting in Winnipeg and will meet againin September in Nunavut. The meeting concluded with adetailed plan to measure progress the provinces have madein improving health care. Areas the council is examininginclude waiting times, home care and drug coverage. A report,providing recommendations for the provinces to consider,is due in January 2005.

Amendment of the Canada Health Act:

■ The recommendation included the updating of the principleof Comprehensiveness to include priority diagnostic and homecare services, the clarifying of the principle of Portabilityto guarantee coverage within Canada and adding a sixthprinciple of Accountability. To date no action has beentaken on this recommendation.

Increased Funding Level Commitment:

■ The recommendation for the federal government to commitfunding of a minimum of 25% of the cost of insured healthservices has not been accomplished to date and percentagesof between 14 and 17% have been touted as the currentlevel of funding.

■ A recommendation called for The Canada Health and SocialTransfer to be replaced with a cash-only Canada HealthTransfer (CHT) that includes a built-in escalator to ensuremore stable and predictable funding and greater account-ability. As part of the 2003 Health Accord, First Ministersagreed to restructure the Canada Health and Social Transferand create separate transfers for health (CHT) and for othersocial programs (Canada Social Transfer), thereby enhancingthe transparency and accountability of federal support forhealth while continuing to provide provinces and territorieswith the flexibility to allocate funds among social programsaccording to their respective priorities. The CHT came intoeffect on April 1, 2004.

■ Immediate funding in five key areas:

Rural and Remote Access Fund – to improve timely access tocare in these areas.

• The Romanow report called for the creation of a $1.5 billion Rural and Remote Access Fund to address seriouschallenges in health care in rural and remote areas ofCanada. The Society of Rural Physicians of Canada reportedthis recommendation did not make it into the February2003 health accord.

Diagnostic Services Fund – to improve wait times for diagnosticservices.

• The fund is intended to improve access to, and qualityof, equipment, while allowing provinces and territoriesthe flexibility to address their differing needs. Provincesand territories have the flexibility to invest within theidentified categories (acquisition of new equipment with

established safety, efficacy and effectiveness; replacement/updating of existing equipment; and direct installationcosts of equipment) while recognizing the priorities ofCanadians, to improve access to diagnostic and treatmentservices. As agreed to by First Ministers under the 2003Health Accord, governments will report to their residentsannually on enhancements to diagnostic and medicalequipment and services, using comparable indicators, anddeveloping the necessary data infrastructure. These reportswill provide Canadians with information on service levelsand outcomes, progress achieved on reform initiatives,and current programs and expenditures, and will offer abaseline against which new investments can be tracked.

A five-year, $16 billion Health Reform Transfer(HRT) to help provinces and territoriesaccelerate reform in primary care, homecare and catastrophic drug coverage was delivered in the 2003 budget and an additional $1.5 billion was allocated in 2004,to be distributed on a per capita basis.

Primary Health Care transfer – To support efforts to removeobstacles to renewing primary care delivery.

• Concern, regarding the lack of a national vision, the silenceon community-based primary care and enhanced scopeof practice for health care providers, has been expressedon the government’s commitment to primary care.

Home Care Transfer – To provide a foundation for an eventualnational home care strategy.

• Money allocation is being applauded, however, manygroups are concerned regarding the delivery of the service.Language does not exist to limit the for-profit delivery of homecare services and concern is mounting on the possibilityof public funds being channeled to for-profit providersof home care.

Catastrophic Drug Transfer – To assist provinces to betterprotect their citizens in instances where they require expensivedrug therapies to remain healthy.

• Money allocation applauded, however, recommendationsregarding the establishment of a National Drug Agency tocontrol drug costs and the issue of drug patent protectionwere not addressed.

The publicly financed and universally accessible Canadianhealthcare system has been a source of pride to many Canadianssince 1947, when Saskatchewan Premier Tommy Douglas,first introduced universal hospital insurance. The subject ofmany a commission and referred to numerous times as “thebiggest unopened oyster in the North American marketplace”Canadians must continue to demand accountability and trans-parency of all levels of government. Progress has been made,but efforts must continue to ensure a health care system for all.


AlbertaSARS – THE NEWEST WORKPLACE THREAT

At the International Day of Mourning inCalgary, a United Nurses’ of Alberta representative reminded attendees thatthree workers in Ontario were killed onthe job by the newest workplace threat –SARS. Two nurses and a physician losttheir lives because of the outbreak.

HEALTH PREMIUMS AND HARDSHIP

A cancer survivor and mother of two wasforced into bankruptcy due to her inabilityto work because of the 25 cancer treatmentsshe received over an 18-month period.Although bankrupt, an agreement was signedwith Alberta Health to repay her premiumsat $50/month. Her financial situation worsened and she was refused enrolmentin a drug coverage plan because of heroutstanding premium debt. Through thegenerosity of her church and friends, sheis able to purchase the drugs required.

SaskatchewanHEALTH CARE CUTS COULD IMPACT GRADS

Nursing students in Saskatchewan areconcerned with the decision by the provinceto cut 250 health care jobs, forty of whichwill be nursing positions. The restructuringproposed by the province may impact theavailability of jobs, a concern expressed byat least one second-year student. RosalieLongmoore, president of SaskatchewanUnion of Nurses echoed those concernsand added, “with a global nursing shortagethey (nurses) can go anywhere they wantand get nursing jobs.”

HEPATITIS C AND THE HOMELESS YOUTH

Research by a Saskatoon community healthnurse has revealed some disturbing findingsregarding the rate of Hep C and street kidsin Saskatoon. Nearly 10 per cent of the streetkids involved in the study tested positive forHep C, that is more than double the rate as compared to other Canadian cities. The focus of this research was on streetkids rather than drug users in the city.

NunavutFIRST TWO NURSES GRADUATE

Lily Amagoalik and Asenath Idlout becamethe first nurses to graduate from the Bachelorof Science in Nursing program at Iqaluit’sNunavut Arctic College. Both bilingual Inuitnurses, have secured full-time employment;Idlout at the Health Centre in Pangnirtung andAmagoalik at the Baffin Regional Hospital.


British ColumbiaLABOUR DIVIDED ON WORKERS’ STRIKE

Jim Sinclair, President of the BC Federationof Labour, defended the agreement reachedon May 2, between the Hospital Employees’Union and the BC Liberal Government at arecent Vancouver and District Labour CouncilMeeting. Several Labour delegates, includinga delegate from the British Columbia Nurses’Union, were not impressed with theagreement suggesting that the agreementwas a ‘sell out.’ Others supported theagreement stating that a small minoritysupported a General Strike, while a largernumber of workers wanted the removal ofBill 37, the back to work legislation.

TOBACCO AND HEALTH CARE DOLLARS

The BC Court of Appeal ruled that theTobacco Damages and Health Care CostsRecovery Act is constitutionally valid. Aspokesperson for the tobacco industrystated that the ruling would be appealed.However, the Government has now movedforward with a lawsuit claiming that tobaccocompanies should be held liable for thetobacco-related illnesses that cost anestimated $500 million a year in healthcosts. Other provinces are consideringsimilar lawsuits and are encouraged bythe Court of Appeal ruling.

ACROSS

U OF M SCHOLARSHIP CONNECTION

The Dr. Christine Egan Memorial ScholarshipFund, a nursing scholarship administeredby the University of Manitoba, has beencreated for Nunavut residents enteringtheir second, third or fourth year of thebaccalaureate nursing program. Dr. Eganlost her life while visiting her brother inNew York, at the World Trade Centre on the morning of the terrorist attack.Committed to health and education inNunavut, Dr. Egan served as a nurse inseveral communities and later returned,after earning a PhD in community healthsciences at the University of Manitoba, to serve as program director of researchand education for the Kivalliq RegionalHealth Board.

OntarioHEALTH PREMIUMS ARE BACK

Elected on a platform which included apromise to not raise taxes, the LiberalGovernment, led by Dalton McGuinty, re-introduced health care premiums to be levied based on individual income level.Health premiums eliminated in Ontario 15years ago, were replaced with an employerhealth levy. Introduced over the years, bythe previous Government, were exemptionsto the employer health tax corporationswere able to utilize.

New BrunswickCODE PINK

Nurses, fed-up with the behaviour of abelligerent physician, and undeterred bythe inaction of hospital administrators,developed their own strategy to addressthe situation. When the physician is on a ‘rant’ the nurse will call a ‘code pink.’Any nurse able to will come and stand as a silent observer. The bully realizes that there are witnesses who may report him and he stops.

Newfoundland/LabradorMOCK FUNERAL MARCH

A horse-drawn carriage and a black coffin were marched to theNewfoundland and Labrador legislatureby about 100 Union members as a symbol of the death of the CollectiveBargaining process. Under Bill 18, workers failing to return to work faced huge fines and even dismissal.

CANADAInformation and issues from across the country


MORE CASH FOR NURSING HOMES

Ontario is injecting $191 million a year intonursing homes to hire 2000 new staff, whichwill include the hiring of 600 registerednurses. Recommendations include adoptinga zero-tolerance approach for abuse andthe creation of family councils that will giveresidents and families a voice. Other areasof reform include public accountability, newstandards for inspection and complianceand access to medical records by residents.

QuebecNURSING SHORTAGE CRISIS

Understaffing, a chronic problem at a hospital in Laval, Quebec, will worsen overthe summer, warns the Union. Close to 25%of the nursing staff are on long-term leavefor maternity, illness or education reasons.Permanent solutions are the answer, contends the Union. The administrationstates that the budget allows for additionalnurses, but there are not enough qualifiednurses to fill the positions.

Nova ScotiaNEEDLE ATTACK BILL

Dirty syringes have increasingly becomethe weapon of choice in Fredericton, NB.In one week, seven of 12 crimes commit-ted were done so by thieves armed with aneedle. A backbencher in the Nova ScotiaLegislature, a former police officer, intro-duced a bill which would allow police,paramedics and health workers todemand a blood test from the last personwho last used the syringe. A legal opinionis being sought given the potential the billmay have on the rights of an individual.


Hancharyk Presents on WCBManitoba Nurses’ Union President Maureen Hancharykrecently appeared before the Review Committee of the Workers’Compensation Act of Manitoba to put forth our Union’s positionon the changes needed to the Act.

Hancharyk told the Review Committee that a review of theWCB Act is long overdue. She spoke to the issues of claimssuppression, intimidation tactics, benefit policy review, andthe difficulties many nurses report in accessing and workingtheir way through an often intimidating and antagonistic system.

She reported to the committee that time loss injury statistics inthe health care system are shocking. She said that in Manitobafor the year 2001 over 70,000 days were lost in health care dueto a workplace injury. The average time lost in Manitoba acrossall occupations in 2001 was 17 days. In health care an averageof 28 days were lost with nurses filing between 18% to 20% ofall claims.

“Heavy workload, inadequate staffing levels, overtime and lackof proper equipment contribute to the high rate of workplaceinjuries,” she said, “Back injuries continue to be most prevalentwith nurses filing 19% of the 1250 back injury claims in 2001.”

The report contained 17 recommendations which, the Unionasserts, if implemented would make significant improvementsto the system.

“Workers continue to be injured at work, they are often intimidatedinto not filing a claim and, in many cases, experience severefinancial hardship due to their injuries,” she said, “The MNUbelieves the government must look very carefully at the short-comings of the current system. We will continue to lobby for animproved system for all.”

Copies of the brief are available through the MNU ProvincialOffice – 942-1320 or 1-800-665-0043

MNU Bargaining ConferenceThe Collective Bargaining Conference was held Thursday,April 29th, 2004, at the Winnipeg Convention Centre. 121 Nurseswere present representing Locals and Worksites throughout theprovince including those not at the central table negotiations.Also present were the MNU Board of Directors, the ProvincialCollective Bargaining Committee, and MNU Staff.

Maureen Hancharyk, President and Chairperson of PCBC,opened the conference and provided an overview of what we achieved in the last round of bargaining, current trends inbargaining, economic climate and findings of MNU’s researcharound bargaining issues.

A cross-Canada review of nurses’ Unions’ negotiations andManitoba health care Unions’ bargaining was also done. Inintroducing the Provincial Collective Bargaining Committee,it was noted that the PCBC has spent 7 days preparing forbargaining and drafting proposals based on our research andmembers’ priorities.

Irene Giesbrecht, Chief Negotiator for MNU spent the majorityof the day reviewing the central table proposals recommendedby the Provincial Collective Bargaining Committee. Support forthe proposals was evident from the representatives present.

Delegates were told that notice to negotiate will be served toCentral Table employers prior to the end of June 2004.

Members will be kept informed of preparations for negotiationsthroughout the coming months. Communication will build onwhat we have done in other bargaining years, including thenews magazine articles, direct mail to members, and phone callsand faxes between PCBC and local/worksite representatives.

Members are also encouraged to direct any questions to theirPCBC representatives.

2004 Provincial CollectiveBargaining Committee


Shiftwork in the profession of nursing is a given.

Unfortunately many nurses do not know how to

manage the stress of working shiftwork.

Attendees of the Manitoba Nurses’ Union 2004 Education Day,were overwhelmingly impressed with both the delivery andinformation content of the seminar, “Adapting to Shiftwork:Survival Techniques for Shiftworkers and their Families” presented by Jon Shearer. One of the founding members of theCarleton University Laboratory for Sleep and Chronopsychology,Jon has been involved in numerous studies looking at thevarious effects of shiftwork on various shiftwork populations.A professor at Algonquin College in Ottawa, Jon has the rareability of taking complex material and making it entertainingand easy to understand.

From the onset of the day-long presentation it was evidentthat the seminar was not going to be a ‘sleeper.’ Jon engagedthe attendees immediately by challenging them to respond tothe question “has this ever happened to you on the way homefrom a nightshift?” “Sitting at a green light, waiting for it toturn green or sitting at a stop sign waiting for it to turn green?”Heads throughout the room nodded, accompanied by achorus of “Oh, yeah!”

Night workers keep society running smoothly, but the costsare huge. Shearer stated night shifts are often accompaniedby health side effects that last years after a person returns tothe world of the ‘normals’ (individuals who work Monday toFriday, 9 to 5, with weekends off.) Shiftworkers are three to fourtimes as likely as the general population to have gastrointestinalproblems and are six times as likely to be diagnosed with heartdisease. The weakening of the immune system due to beingcontinually awake when you’re programmed to sleep, or byexperiencing “fragmented sleep” – small increments of sleep,poorly compensated by multiple rest periods – is also a problem.

SHIFTWORKShearer assured attendees that by the end of the seminar theywould know more about sleep than a GP. The science of sleepwas presented and techniques to a better post-nightshift sleepwere discussed. Some techniques that nurses were encouragedto try included:

Good mattress – Create a favourable sleeping environment.You spend one third of your life in bed – get a good one.Shearer recommends a top quality ergonomically designedmattress with individually pocketed springs.

Temperature of room – Make the room comfortable to sleep in.

Noise – either turn off the television before falling asleep orinvest in a model with auto-off. The room needs to be quietotherwise the upper brain stem will be checking out the noisethroughout the sleep. A masking noise such as a fan or softmusic may also be helpful.

Light – Sleep in the darkest room possible, but wake up inthe light. The body secretes melatonin while in darkness andstops when in light. Put a timer on the bedside light (equippedwith a full spectrum light bulb which mimics natural light),to come on a half hour before the alarm goes off. This will haltthe production of melatonin therefore one should feel moreawake when the alarm rings.

Diet – Protein tends to keep you alert because it reduces thedepths of core body temperature valleys. Complex carbohy-drates (grains, breads, pastas, vegetables, fruits) provide longlasting biochemical energy and stabilize sleep stages. The firstmeal of your “awake” period should contain a balance betweenprotein and carbohydrates. Try eating your highest proteinmeal sometime near the middle of your awake period – certainlynot within four hours of sleep time. Especially avoid a highprotein, high fat meal just before going to bed– your body willbe unprepared to digest it and the protein will tend to keep youawake. Carbohydrate meals tend to stabilize sleep and thereforepasta and vegetables are recommended for the last meal of yourawake period. A light, high carbohydrate bedtime snack, suchas a bowl of cereal or fruit, may be helpful as a sleep aid.

Hot Bath – Sleep behaviour is linked to the body’s core temperature.A warm bath is an aid to sleep because the external heat tricksthe body into lowering the core body temperature “thermostat”.

For more information on the science of sleep a search on theInternet will provide a plethora of sites. Included in the seminarpackage was a bibliography that can be requested from theProvincial office. Jon Shearer is currently constructing a website<www.jonshearer.com.> that should be up and running by the summer.

YOUR MNU BOARD OF DIRECTORS

Maureen Hancharyk, President

Sandra Mowat, Vice President

Fern Beasse, Secretary Treasurer

Janice McDonald, Assiniboine Region

Debbie Rea, Assiniboine Region

Elsie Karnes, Brandon Region

Val Wotton, Brandon Region

Cindy Hunter, Central Region

Margaret Johnston, Central Region

Cherryl Lenton, Churchill/Burntwood Region

Wendy Toews, Eastman Region

Linda Oddleifson, Interlake Region

Terri O’Rourke, Norman Region

Shauna Watt-Dorscheid, Parkland Region

Colleen Johanson, Seven Oaks Local 72

Debbie Winterton, Victoria Local 3

Karen Terlinski, Misericordia Local 2

Betty Woodman, Grace Local 41

Sheila Holden, St. Boniface Local 5

Debbie Mintz, St. Boniface Local 5

Betty Loewen, Concordia Local 27

Michael Brown, Riverview Local 1a

Kim Fraser, Health Sciences Local 10

Terri Thorsteinson, Health Sciences Local 10

Madeleine Graham, Winnipeg Long Term/Comm. Care Region

Lynn McGregor, Winnipeg Long Term/Comm. Care Region

The following were elected to serve for the 2004-2005 Term

Executive CommitteeMaureen Hancharyk,

President, ChairpersonSandra Mowat

Fern BeasseMadeleine Graham

Karen TerlinskiJanice McDonald

Finance CommitteeFern Beasse, Chairperson

Maureen HancharykSandra Mowat

Colleen JohansonCindy Hunter

Betty Woodman

Education CommitteeKim Fraser, Chairperson

Betty LoewenBetty Woodman

Debbie ReaVal Wotton

Nominations CommitteeDeb Winterton, Chairperson

Elsie KarnesJuanita Smith

Resolutions & Constitution CommitteeLinda Oddleifson, Chairperson

Cherryl LentonLynn McGregor

Discipline CommitteeCindy Hunter, Chairperson

Kim FraserMargaret Johnston

Clive Derham, Non-MNU MemberHeather Grant-Jury, Non-MNU Member