What s NU? Bargaining Bulletin AGM Dates and Deadlines New Board Policy ~ Exciting News for NSNU Locals

Transcription

1 Courage to lead, Confidence to challenge, Commitment to care Bargaining Bulletin AGM Dates and Deadlines New Board Policy ~ Exciting News for NSNU Locals What s NU? Issue 74 Nov/Dec 2010

2 President s Notebook Janet Hazelton, NSNU President Board of Directors Janet Hazelton, President janet.hazelton@nsnu.ns.ca Christine VanZoost, Vice President christine.vanzoost@nsnu.ns.ca Lillian Fynes, VP Finance lillian.fynes@nsnu.ns.ca Gerri Oakley, VP Eastern Region gerri.oakley@nsnu.ns.ca Shannon Wark, VP Central Region shannon.wark@nsnu.ns.ca Ann Marie Murdock, VP Northern Region annmarie.murdock@nsnu.ns.ca Teresa Ogilvie, VP Western Region teresa.ogilvie@nsnu.ns.ca Doreen Charman, VP Long Term Care doreen.charman@nsnu.ns.ca Maria Langille, VP LPN/Grad maria.langille@nsnu.ns.ca Jennifer Chapman, VP Community Care jennifer.chapman@nsnu.ns.ca Contact info NSNU 30 Frazee Avenue Dartmouth, Nova Scotia, B3B 1X / fax NSNU Staff Jean Candy, Executive Director Debbie Grady, Executive Assistant Cindy Herbert, Director of Finance Verna Harrie, Accounts Receivable Cindy Wagner, Accounts Payable Mike Coyle, Staff Lawyer Heather Totton, Staff Lawyer Cathie Ingram, Administrative Assistant Legal Carol O Neill, Labour Relations Representative Lilo Wessels, Labour Relations Representative Chris Albrecht, Labour Relations Representative Patti Humphries, Labour Relations Representative Cherry Gauthier, Labour Relations Assistant Coleen Logan, Communications Officer Emily Walsh, Communications Assistant Nancy MacDonald, Receptionist Materials used to produce this document are Forest Stewardship Certified (FSC) Nurses at risk for heart disease due to nature of the job On November 15th of this year a study made international news with the headline Job stress risky for women. According to the study of 17,415 healthy female health professionals, women with high levels of job strain have a significantly higher risk of suffering a heart attack or other adverse cardiovascular events compared to those in less stressful jobs. Researchers found a 40 per cent increased risk for heart attack, stroke, the need for invasive procedures like bypass surgery, and death from cardiovascular disease in women who have high pressure, high stress worklives. We as health professionals know that intense or prolonged stress causes the release of cortisol and other stress hormones that can affect heart rate and blood pressure, and accelerate the buildup of plaque inside blood vessels ideal conditions for a heart attack or stroke. We also know that detecting problems in women can be more difficult as heart attacks often present differently in men than women. Women often have the added pressure of being care providers to family members (of all generations), while running households and providing support within our communities for other interests including the schools our children attend, the sport teams they play on and even our churches. Sustained on-the-job stress, considered a form of psychological stress, is defined as having a demanding job but little or no decision-making power or opportunities to use creative skills. I was interviewed by CBC television to speak about this particular kind of stress which is often linked to the nursing profession. So, it is not surprising that these findings are identical to those of a study of more than 12,000 Danish nurses published earlier this year. During the television interview I told the CBC that the majority of nurses are expected to work autonomously, however they practice in very structured environments and have little say in how their day or night shift will unfold. I also commented that employers and the Department of Health can do a lot to improve those conditions by collaborating with employees to make positive changes that are mutually agreed upon. continued next page 2

3 President s Notebook ~ continued None of this is research is news to us but it is still newsworthy. The Canadian Federation of Nurses Unions had been saying for years that the degree of job strain on nurses is unacceptable and that we continue to see the highest rates of illness, injury, and absenteeism due in large part to excessive stress and overtime as well as a lack of control on the job. The researcher on this recent study summed it up quite nicely in the following statement: So all hell s breaking loose on the floor, you re going to stay for another half an hour, an hour, 90 minutes, until the particular crisis of the moment is managed. That kind of selflessness is laudable, but at the end of the day, one has to be prepared to take time for one s self. So what can we do to counter this bad news story? Many NSNU members are frustrated and concerned about work life issues and patient care. Workloads are at times unmanageable, absent staff are often not replaced. Getting time off has become a significant challenge. The new Models of Care that has been introduced is being touted as the answer to many of these problems. Nurses are concerned about maintaining their professional standards and are experiencing stress, frustration and burnout. Many are looking to the union asking what are they doing for me? Many are saying they have had enough. The question that nurses are asking themselves is how do I achieve autonomy and have control over my work environment and continue to provide safe, quality patient care? Nurses are encouraged to develop leadership skills yet are not able to decide many aspects and conditions of their employment. We are once again at the negotiating table and will continue to make improvements in the work-life of our nurses. In order for a nurse to practice safely she/he must take care of themselves especially where emotional and physical health is concerned. Beyond that, nurses should also get involved in the union to make the workplace a more healthy, positive and productive place to be. Through union activism, you can be an advocate for yourself and your co-workers. By simply filling out work situation reports to record unsafe and unhealthy work places, you are making a difference. If you are not getting your breaks when scheduled, if you do not have appropriate assistance and equipment to lift and move your patients, if you are working excessive overtime, be sure to document these and any other concerns. As we face the cold, hard truth that a career in nursing is not always kind to our health, waistlines, sleep patterns, stress levels and sometimes our relationships, we can take comfort in the fact that we can do things to avoid becoming another statistic in a research study. In spite of the many challenges we face in our workplace, I hope that you are able to enjoy some time with your family and friends this holiday season. I wish you all a safe, healthy and happy holiday and best wishes for For the last several rounds of bargaining we have tried to deal with this issue. We have developed and improved work situation reports. Nurses need to complete these forms and ensure they get to the appropriate personnel to deal with them. Often, follow up may be required. We have tried to eliminate mandatory overtime so that a nurse cannot be required to work beyond a safe and reasonable time frame, or when personal commitment dictates otherwise. There have been several instances when nurses have been required to work 24 hours. No other professional would be asked or told to do this. Think of a pilot or truck driver neither is permitted to work beyond a certain number of hours. This is not the case for nurses. 3

4 NSNU Dates and Deadlines The Annual General Meeting is scheduled for May 16, 17 and 18, 2011 at the Glengarry Hotel in Truro. New to the itinerary for this year is an information session on the morning of Monday, May 16 followed by our regional and component meetings. This schedule is subject to change as required. Until further notification, the new schedule is as follows: Sunday, May 15th Monday, May 16th Board of Directors Meeting Information Session Models of Care morning Regional / Component Meetings afternoon Hospitality Gathering evening Tuesday, May 17th Annual Meeting full day Banquet evening Wednesday, May 18th Education Sessions full day The following are the deadlines for Resolutions and Scholarship submissions: Deadline for Resolutions As per the Constitution, Resolutions must be submitted to the NSNU Office 90 days in advance of the Annual Meeting. The deadline for Resolutions for the 2011 Annual Meeting is Wednesday, February 15th, Deadline for Scholarship Applications File photos from the 2010 AGM. The Scholarship deadline for 2011 is Saturday, April 30th. Scholarship applications can be obtained by calling NSNU ( / ) or accessing the forms from the website, Union Dues Rebates If you are working at more than one facility and paying union dues more than once in a pay period, you are eligible to receive a rebate of the additional dues you have paid over and above the regular bi-weekly rates. If you are a casual member who has been paid less than 7.5 hours (applicable to acute care members) or 8 hours (applicable to long term care members) in a bi-weekly pay period you are eligible for a union dues rebate. If either of the above applies to you, please contact Verna Harrie at / (ext. 304) or verna.harrie@nsnu.ns.ca. 4

5 CFNU Biennium The CFNU Biennial Conference is scheduled to take place in Winnipeg, Manitoba the week of June 13, On December 12, the CFNU launched an online convention page with links from their site (cfnu.ca) detailing the meetings. In late January, the NSNU will begin to compile the information packages for distribution to our locals. The Nova Scotia Nurses Union is also calling for interested members to submit their names for the Canadian Federation of Nurses Unions Biennial Conference draw. The two members will have their expenses paid by the NSNU, including: flight, accommodations, meals, conference registration and salary replacement up to 37.5 or 40 hours. The lucky recipients will be chosen randomly on Monday, January 17 and will be notified that day. The deadline to submit your name is January 14, For more information, or to enter the draw, contact Debbie Grady at / , fax (902) or File photos from the 2009 Biennial Convention. The winners of the draw will be asked to submit a report on their experience at the conference for our September edition of What s NU? New NSNU Policy gives more locals exposure to national convention The Board of Directors of the NSNU has developed a new policy with regard to member attendance at the Canadian Federation of Nurses Unions biennium. The Board has determined that NSNU will fund eight local presidents to attend the biennium in addition to the 2 members at large which are drawn at random from expression of interest applications. The CFNU Biennial Convention will take place in Winnipeg the week of June 13. The NSNU will cover a 37.5/40 hr work week, as well as, expenses for airfare, accommodations and meals. This draw is open to local presidents or co-presidents only. All interested officers are asked to contact Debbie Grady (debbie.grady@nsnu.ns.ca) at the NSNU via to submit your name for the draw. The deadline to submit your name is January 14. The draw will be made on January 17th. 5

6 Bargaining Bulletin November 2010 The Provincial Negotiating Committee (PNC) met with both the Acute Care employers and the Long Term Care employers who are represented by the Health Association of Nova Scotia (formerly NSAHO) to exchange their bargaining proposals with the NSNU on September 20, The PNC met again with the Acute Care employers on November 3 and December 3 at which time each side made their formal response to the others proposals. Numerous items were flagged for further, in-depth discussion as collective bargaining proceeds. The Employers declined to make a wage offer until a later date, as is customary. The Acute Care employers have made it very clear that they consider this round to be about saving money through reduced entitlements to nurses in many areas. The Union has proposed enhancements to the Collective Agreement and changes to promote greater fairness and better access to benefits. The Union is firmly resisting the employers attempts to take back the Union s hardwon achievements, while maintaining our proposals for improvements. The PNC met again with the Long Term Care employer s group on November 15 and 16. In the last round of bargaining, the Nurses Union was able to achieve considerable improvement in the standard language of Collective Agreements for the nurses working in Long Term Care, but the Employers were not willing to discuss standardization on what they saw as operational issues. In this round the Nurses Union is determined to move the project forward to include many of those so-called operational issues. The Employers appeared to be open at least to discussions on that important point. Even though the negotiation process is in the early stages when wage increments are not the primary focus, the employer has indicated that their mandate is to save money wherever possible and have informed the NSNU not to expect wage increases similar to what we have received in our last collective agreements. That said the negotiating team is committed to improving language and achieving a wage settlement that is competitive with the other nurses in Atlantic Canada. We will also be focused on improving language around issues with the aim of improving the work life of our nurses. Additional bargaining dates have been scheduled throughout January and February: January 5, 6 & 7 Acute Care January 14 PNC Caucus Long Term Care January 17, 18, 19 Acute Care January 20 & 21 Long Term Care February 1 & 2 Long Term Care PNC representatives and contact information: Janet Hazelton, President & Committee Chair janet.hazelton@nsnu.ns.ca Chris VanZoost, Vice President christine.vanzoost@nsnu.ns.ca Charmaine Schofield Central Rep charmaine.schofield@gmail.com Tom MacKenzie Community Care Rep thomas_mackenzie4@hotmail.com Laura Lee Sharpe Eastern Rep lauraleesharpe@hotmail.com Edson Castilho IWK Rep epiongo@gmail.com Rhonda Church Long Term Care Rep rsc1rjc2@hotmail.com Janis Ritcey LPN / Grad Rep janritcey@yahoo.ca Cindy O Halloran Northern Rep clohall@hotmail.com Karlene Pynch Western Rep kjp64@hotmail.com Mike Coyle Chief Negotiator mike.coyle@nsnu.ns.ca Heather Totton Second Negotiator heather.totton@nsnu.ns.ca Jean Candy Executive Director jean.candy@nsnu.ns.ca 6

7 CNSA Conference held in Antigonish The CNSA held their Atlantic Conference on October in Antigonish at the Keating Millennium Centre, St. Francis Xavier University. The Canadian Nursing Students Association (CNSA) is the national voice of Canadian nursing students. Their goal is to increase the legal, ethical, professional, and educational aspects which are an integral part of nursing. CNSA/AEIC is actively dedicated to the positive promotion of nurses and the nursing profession as a whole. For over thirty years, CNSA has represented the interests of nursing students to federal, provincial, and international governments and to other nursing and health care organizations. For the second year in a row, NSNU President, Janet Hazelton spoke at the CNSA Atlantic Conference opening ceremony to a very receptive group of students. The students listened intently as President Hazelton spoke about the conference theme Rural Nursing: No Longer a Remote Possibility. Janet discussed how the NSNU, in conjunction with the Nova Scotia Department of Health, Health Canada, and The Canadian Federation of Nurses Unions, developed a pilot project in Cape Breton to provide on-site critical care training for nurses in that region. This Research to Action initiative created access to information using technology and innovation, and enabled these nurses to pursue their career goals close to home. She also praised rural nurses as integral contributors to local communities saying nurses develop collaborative relationships with community members and other health professionals to provide comprehensive health services. Janet, a graduate of the St. Francis Xavier School of Nursing in 1984, was thrilled to be able to speak at her alma mater and listen as the students shared their stories with her. Of note, the students voiced concerns about the recent trend of all hospital workers wearing uniforms. The students stated that they found it difficult to identify who the nurses were on a unit and often found themselves asking questions of non-professional staff. In the words of the students, they found Janet s presentation to be humourous, interesting, inspiring and engaging. The CNSA, with nearly 25,000 members, is an affiliate member of the Canadian Nurses Association (CNA) and Practical Nurses Canada as well as an associate member of the Canadian Federation of Nurses Unions (CFNU). The CNSA has a reciprocal relationship with Canadian Association of Schools of Nursing (CASN) and is a cochair of the New Health Professionals Network (NHPN). The CNSA has four divisions they are located in the Atlantic, Quebec, Ontario and the Western regions. Janet Hazelton joined several nursing students for a quick photo and some conversation following her presentation at the Atlantic CNSA Conference in Antigonish on October 22. 7

8 Union Dues increase effective January 1, 2011 During the 2010 Annual General Meeting, the NSNU membership approved an increase in bi-weekly union dues that will be effective January 1, As part of the regular agenda at every annual business meeting, the VP of Finance report is presented. This report reviews our audited financial statements, our investment fund balances, and also presents budgets for the next two years, with explanations of various categories of spending. There is an opportunity to ask questions before motions are made to approve the Financial Statements, Budgets, and Long Term Financial Plan. This year there was an additional Resolution proposed regarding the increase in union dues, and this was also voted on by the delegates who attended. NSNU has achieved significant growth, incurred rising expenses, and negotiated salary rate increases for members over the last 13 years, without any dues increases. Now a union dues increase is necessary to maintain and improve our level of service, public profile and advocacy work, and negotiating power for the benefit of all our members into the future. Our investment reserves are still healthy but our costs are beginning to exceed our annual revenues, and in this uncertain economic climate, a dues increase will enable us to maintain our stable financial position, one of our greatest strengths. After much research by the Finance Committee, and discussion among the Board of Directors, the proposed increase placed before the membership at the AGM links the bi-weekly union dues each member pays to salary scales in the Collective Agreement. Rather than a percentage of individual salary, we chose to adopt a method based on one hour s pay at the starting rate level for each RN and LPN. In other words all RN s (up to and including Nurse Practitioners), regardless of years of experience or current salary level will pay $29.24 per pay, which is the hourly starting rate for an RN2, set out in the most recent Acute Care Collective Agreement. All LPN s will pay $21.48 per pay, the starting rate for an LPN2. The Resolution generated lengthy discussion at the meeting, and was passed by vote after some rewording to indicate that these rates will not automatically increase when new salary scales are negotiated, so any future increases will have to be brought to the member representatives for approval. Congratulations to Top Employers The NSNU would like to extend congratulations to 5 of Nova Scotia s Top Ten Employers. In the annual Chronicle Herald special feature five organizations in the health and labour sectors were recognized. The NSNU works closely with these employers and would like to congratulate them on their achievement. The list honours employers that are industry leaders at attracting and retaining employees. In an extensive application process, employers were asked to complete a detailed review of their operations and HR practices. The selection committee examined eight key areas or categories: Physical Workplace; Work Atmosphere and Social; Health, Financial and Family Benefits; Vacation and Time Off; Employee Communications; Performance Management; Training and Skills Development; and Community Involvement. This year s winners include: Guysborough Antigonish Strait Health Authority/GASHA Colchester East Hants Health Authority Capital District Health Authority Doctors Nova Scotia Workers Compensation Board of Nova Scotia 8

9 NLNU, ONA and NBNU Conventions held this fall This fall, Janet Hazleton, NSNU president, had the opportunity to attend the Annual General Meetings and Biennial Conventions for 3 of the Canadian Federation of Nurses Unions Member Organizations. Janet participated in the meetings held by ONA, NLNU and NBNU. Each convention offers an opportunity for visiting guests like Ms. Hazelton to observe the business proceedings and educational presentations and take away information and best practices that can be beneficial to the NSNU. Janet Hazelton speaks to the delegates at the 2010 NBNU AGM. We look forward to seeing representatives from the CFNU Member Organizations reciprocate by attending our AGM in May of next year. NBNU President Marilyn Quinn introduces Janet Hazelton at the 2010 NBNU AGM. Janet Hazelton at the NLNU Biennial Convention with just a few of the many Newfoundland and Labrador nurses who attended the conference. Nursing History of Nova Scotia The goal of the Nursing History of Nova Scotia Group is to reach nurses who are interested in the proud and important history of the nursing profession in Nova Scotia. To become a member of the History of Nursing Group please send along any nursing history information you would like to share and the ten dollar membership fee to treasurer Maxine Young, 80 Spinnaker Drive, Unit 114, Halifax, Nova Scotia B3N 3B5. Membership cards are now available for members. The committee members last met on November 17, Information pamphlets are now available for interested persons upon request. All interested persons are invited to attend the next meeting which will be held on February 16, 2011 at 2pm at 2565 Roosevelt Drive Halifax. Please contact Gloria Stephens at (902) for further information. 9

10 Questioning the Rationale for MOCINS By Edson Castilho, Chief Shop Steward, IWK local One of the favourite rationales routinely trotted out by government and their representatives at management levels in our health care institutions and workplaces for the need to introduce Models of Care in Nova Scotia (MOCINS) and to do things differently was the fact that current levels of spending on health, and yearly budgetary increases in health spending, are unsustainable. I would like to examine this rationale on the basis of the available evidence as supported by various sources. In short, I will show that this rationale is a myth at best, and at worst, a justification for an attack on working people in the health care sector. The contention by our government is that present levels of health care spending and the yearly budgetary increases for the health portfolio are unsustainable as they will soon consume 100% of government revenues at current levels of growth. Hence the need to do things differently and thus we have the rapid implementation of MOCINS in our workplaces. Of course, they have never stated it plainly but this is all about money. It has very little to do with allowing nurses to work to their full scope or having the right person doing the right job in the right place at the right time. In last month s Canadian Nurse, a small article called CFNU report does the math on health-system sustainability makes it very clear that Canada s health care system is as sustainable as Canadians want it to be (Canadian Nurse, September 2010, Vol. 106(7), pg. 12). Rather than health spending being out of control, they state that it has been remarkably stable over time (the last 30 years) as a ratio of Canada s overall GDP. The real problem is that tax cuts have caused a decline in revenues for governments. Robert G. Evans, in an article for The CCPA Monitor explains it very clearly: The appearance of escalating Medicare costs has been manufactured by the substantial cuts in personal and corporate income taxes by the federal and most provincial governments, particularly since Between 1997 and 2004, these tax cuts removed an estimated $170.8 billion form public sector revenues. As a consequence, provincial revenues are by now $35 billion a year lower than they would be if the tax cuts had not been made or the equivalent of about half of all provincial spending on Medicare. The provinces, in effect, have deliberately and unnecessarily deprived themselves of the revenues they need for all social programs they fund or co-fund, not just Medicare (Evans, R.G., The CCPA Monitor, July/August 2010, Vol. 17(3), pg. 1). This in turn makes it seem like spending on health care is taking an ever increasing chunk out of the total budget. Here s an example that should make it clear. Let s say you earn $1000 every two weeks and you spend $300 on food, that s 30% of your budget going to food. Now say your employer cuts your hours by 20% so that you earn $800 every two weeks. $300 now makes up 37.5% of your budget. The only way for you to decrease food as a percentage of your budget is to decrease actual spending on food. However, Governments can raise revenues by raising taxes. Instead, what they have chosen, as exemplified by MOCINS, is to decrease spending so that they can say they are being fiscally responsible. Essentially they are decreasing everyone s food budgets so that corporations and the wealthy can keep their tax cuts of the last 20 years. In a letter written to the editor of the Vancouver Sun, the president of the Canadian Nurses Association (CNA) berates the newspaper for stating as fact the myth of unsustainability. She states: 10

11 The notion of unsustainability has long been used to scare us into accepting further privatization of services which only wind up costing Canada more. Robert G. Evans, one of the nation s leading health economists, recently told MPs that Medicare spending has remained remarkably stable at between four and 5 per cent of Canada s GDP since 1975 (Shamian, J., Canadian Nurse, October 2010, Vol. 106(8), pg16). The notion that health care spending is unsustainable is an insidious one and we would do well to question who benefits from the propagation of this myth. Certainly it is not nurses, as is obvious with what is happening with MOCINS. Again, Robert G. Evans makes it clear when he writes: What are the real motives behind these claims of financial unsustainability? Two motives stand out. First, under Canada s universal tax-funded Medicare, higher income people contribute proportionately more to supporting the system, without receiving preferred access or a higher standard of care. Any shifts to more private financing would ease the relatively larger burden on those with higher incomes and allegedly offer better or more timely care for those willing and able to pay for it. Second, every dollar of health care expenditures is a dollar out of someone s income. ( ) Unsustainable public spending magically becomes sustainable when shifted from taxpayers to patients (Evans, R.G., The CCPA Monitor, July/ August 2010, Vol. 17(3), pp. 1,6). He makes it very clear in the article that this myth serves the interests of the wealthy. While the government claims to be working in taxpayer s interest by eliminating deficits and being fiscally responsible, what they are doing is helping their friends in the private sector to convince working people that the system is broken and that they, not the public as represented by our government, have the solutions. Now, you might say that MOCINS doesn t involve privatization of services. That may be true for now, but rest assured that with the introduction of unregulated care providers into our workplaces, there will soon be very strong and very real pressure for the contracting out of these services to the private sector where workers are less likely to be unionized and therefore very much more likely (virtually guaranteed) to be lower paid, with lower, if any, benefits. What MOCINS amounts to is an attack, by the very government that we trust to protect our standard of living, on health care providers (mostly nurses who are mostly women) and our ability to work at good paying jobs that we value and are valued by the public. In conclusion, Medicare is as sustainable as Canadians want it to be. The real drivers behind MOCINS are money and the government s unwillingness to take on the rich and the powerful and to stand up for ordinary working Nova Scotians. As nurses, we need to make it clear to our elected officials that MOCINS is not a solution to the problem of health care spending. In our workplaces we must make it clear to our employers that we will not accept the loss of nursing positions without a fight. As a union, it is essential to protect jobs and improve our working conditions, and not allow the government and employers erode our standards of living. As citizens we must all make it clear that it is unacceptable to make working people shoulder the burden and deal with the consequences of allowing corporations and the wealthy to keep an everincreasing, some might say unsustainable, share of the economic pie. 11

12 Solidarity Fund Nursing is a caring profession, and our solidarity knows no boundaries. CFNU and its member organizations (including NSNU) have a long tradition of support for international and Canadian organizations working for social and economic justice and for reconstruction and development. At the CFNU Biennial Convention in 2005, nurses voted to create an International Solidarity Fund and in 2007, nurses agreed to donate one cent per member per month as a minimum contribution to the Fund. By creating an International Solidarity Fund, the Canadian Federation of Nurses Unions joins other labour unions in Canada, which mobilize resources to support initiatives that foster solidarity with the disadvantaged, whether their being disadvantaged is a result of a natural disaster or an unfair economic and social order. Solidarity is not a random act of kindness. It is a commitment to bettering the lives of disadvantaged people everywhere. It is about providing the basics to people who do not have them, and about asking questions as to why they do not have them. Nursing is a caring profession. The CFNU International Solidarity Fund supports worker-to-worker exchanges, provides humanitarian assistance, and builds the capacity of workers to advance the right to health. If you are interested in a mission abroad visit cfnu.ca for more details. NSNU set to welcome New Locals The Nova Scotia Nurses Union is very pleased to welcome the nursing staff at the New Northwood. The application is currently before the labour board for voluntary recognition. With its brightly coloured exterior in varying shades of orange, yellow, brown and green, Northwood West Bedford Continuing Care Centre is hard to miss. The $43 million building is home to 150 residents and 40 additional NSNU members (RNs and LPNs). The long-term care facility offers Level I and II care and residential nursing care, along with an adult day program and community outreach. The new building is expected to serve the Cobequid region of Bedford, Sackville, Hammonds Plains, Fall River, Waverley, Wellington, Windsor Junction, Beechville, Lakeside and Timberlea. Welcome to our newest members. Nurses at St. Anne s Centre, in Arichat also voted to join the NSNU this year. Congratulations and welcome to the newest NSNU members. 12

13 Fall Component Meetings held in Truro On October 13th, NSNU members gathered at the Glengarry Hotel in Truro to hold the fall meetings of the LPN/Grad, Long Term Care and Community Care Components. On hand was the Board of Directors of the NSNU, including the VPs of the Components Maria Langille, Vice President LPN/Grad Component, Doreen Charman, Vice President LTC Component and Jennifer Chapman, Vice President of Community Care. During the LPN/Grad Component meeting, Albert (Albie) MacIntyre, Deputy Registrar from CLPNNS addressed the attendees about building your profile. Maria Langille gave a presentation about the role of NSNU and how LPNs can maximize their profile within the organization and the community. The LTC Component Meeting was well attended, including members from new locals to the NSNU. Carol O Neill, NSNU Labour Relations Representative, held a how to education session about conducting effective NSNU Union Management Consultation Committee meetings (equivalent to acute care BUGLM). Janet Hazelton discussed Models of Care and how it will soon be implemented in long term care. New business on the agenda for the day including topics such as: Working Short, Workload Situation Reports, Effective Labour Management Meetings, and our current contract negotiations. The Community Care Component provided detailed information about VON pensions at the Community Care Component Meeting. Provincial Negotiating Committee members, Janet Hazelton and Tom MacKenzie presented a bargaining update and gave the members in attendance the opportunity to discuss what changes and improvements they would you like to see in their next contract. Guest Speakers Diane Ardern and Ruth Slack, Challenging Behaviour Resource Consultants completed the day s event with a presentation on Dealing with Challenging Behaviours in the Community 13

14 All for One! It s not uncommon for nurses to be regarded as angels or heroes in our communities. But when CBC television producers selected two nurses from Nova Scotia to be featured as local heroes in a new Debbie Travis television program, it was remarkable. According to the CBC promotion materials, Debbie Travis is on a journey to prove that community is alive and well in Canada and local heroes have a lot to do with that sense of community. Of the 8 community heroes chosen from across the country, 2 were from Nova Scotia Jack Kelly (VON Windsor) and Rose Fraser (North Preston Community Centre). From left to right, VON nurse, Jack Kelly, with a crew member during the video taping of the CBC s new reality show, All For One! continued Health Association Nova Scotia Long Term Disability Plan If your illness or injury is a result of a work place incident, you can, and should apply for LTD benefits as well as WCB. Here s why: m You can be in receipt of both WCB and LTD at the same time. Your LTD benefit would simply be reduced by the amount that WCB is paying you. m WCB and LTD have different definitions of disability. Therefore, if WCB terminated your claim and you were still considered disabled under the LTD Plan, you would continue to receive benefits from the LTD Plan. m Your accrual of pensionable service will continue and your contributions will be waived if you are an approved claimant under the LTD Plan. Every year you are on LTD is a year of service in the pension plan. This is a feature of the pension plan and not of the LTD plan. So if you are on LTD for 5 years, those 5 years count as years in the pension plan when you are looking at retirement options. You also don t make any contributions in those years, nor does the employer on your behalf. However, pension is calculated based on a couple of factors years of service and salary. The salary used will be the salary at date of disability. If you do not apply or are not approved for LTD benefits while in receipt of WCB benefits, you will not be eligible for the waiver of contribution. The following Health Association Nova Scotia plan premiums are waived once you are approved for LTD benefits: m LTD m Optional Life for you, your spouse and/or your dependents m Optional Accidental Death & Dismemberment m Basic Life m Critical Illness (if your disability date is January 1, 2009 or later) This means that coverage continues and you do not pay the premiums. You will, however, need to pay premiums for your Health & Prescription Drug and Dental Plans if you are a member 14

15 All for One! ~ continued All For One with Debbie Travis is a new, hour-long primetime reality series that has the popular TV hostess traveling across the country attempting to bring communities together to complete ambitious home projects for their heroes. In each episode, Debbie Travis visits a different Canadian city or town where she surprises locals with plans for a stunning home construction project as a reward for an unsuspecting community hero. The biggest surprise is that she has the plans, the supplies and the know-how, but volunteers have to come together to do the work themselves...with only 5 days to do it! Debbie s goal is to rally the volunteers and the community to give back to a hero who has given them so much. For Jack Kelly, that meant he received a backyard paradise. For Rose Fraser, who is retired from nursing but has always been Debbie Travis surveys the renovation in Jack Kelly s backyard. an inspiration and an advocate for better health care in her community, that surprise came in the form of a newly renovated kitchen, dining and living room. Jack Kelly was nominated for his contributions to the youth community in Windsor. His home is like a drop-in centre, always filled with hungry teens with a passion for skateboarding. He is considered a mentor and role model to the boys who hang out at the home he shares with his wife Lindi and teenaged son Jon. Those kids showed their gratitude to Jack by playing a central role in the construction of the new backyard decking, gardens, walkways and structures that now adorn the Kelly s home. Jack told the NSNU that it was wonderful to be a part of the show and it was especially gratifying to see the kids come together in such a positive bonding experience. He said it really brought the town together. Congratulations to these nurses who have proven once again that nurses are truly special people who are committed to helping others. If you haven t watched the show, check it out. It combines emotion, drama and happyendings perfect viewing any night of the week. Rose Fraser gets a hug from Debbie Travis of CBC s All For One. All for One airs Sunday nights at 9 pm on CBC. Rose Fraser arrives home to find her community and the CBC have a big surprise in store for her. 15

16 Dog gone it, he s got style Five month old Clyde is content to show off his NSNU bandana and his newly acquired obedience skills for his owner, Gwen Busby (Cobequid Community Health Centre). This snapshot of a truly handsome and loyal Golden Retriever is our photo of the month. If you would like to share your photos with us, please your favourite pics to coleen.logan@nsnu.ns.ca. NSNU town hall meeting held in Truro On November 2, the Colchester NSNU local held a town hall meeting with the membership and NSNU provincial President Janet Hazelton. The meeting was open to all DHA 4 NSNU members who wished to hear information on the strategic direction of the organization, and advocacy initiatives for licensed professionals in this changing climate of health care. Members who attended the meeting came prepared with questions on topics ranging from Models of Care, the Gun Registry, negotiations, and other issues of concern to the local area. For Janet, it was an opportunity two-way dialogue on collective bargaining and work life issues in a professional and supportive environment. The NSNU and the Colchester local would like to thank those who attended the meeting and participate in the lively dialogue. In the future, if your local or region would like to sponsor a town hall meeting you can request the participation of the NSNU president and other NSNU representation by contacting the NSNU. Return undeliverable Canadian copies to: Nova Scotia Nurses Union 30 Frazee Avenue, Dartmouth, NS B3B 1X4 Tel: (902) Fax: (902) coleen.logan@nsnu.ns.ca Website: