Support the best value in health care at ona.org

IF ONLY REGISTERED NURSES WERE VALUED THE WAY PRO ATHLETES ARE.

In This Issue . . .E4From ONA President

Linda Haslam-Stroud, RN

E5From ONA CEO

Lesley Bell, RN, MBA

E6From ONA First Vice-President

Vicki McKenna, RN

april 2011Vol. 11 • No. 2

continues on page 3

Far North Nurses Vote for ONA

ue to the overwhelming success of last fall’s uplifting Value the Invalu-

able campaign, ONA has launched the next phase, which features new ads in keeping with the clever and catchy pro athlete theme.

Last November, ONA unveiled radio, transit shelter, newspaper and online ads to celebrate the skills, leadership and knowledge that nurses bring to the health care system and recognize them as the leaders they truly are. It featured the tag line, “If only registered nurses were valued the way pro athletes are” and noted that dollar for dollar, they are the best value in the health care system.

We believe the timing is just right for the second phase, with continuing budget constraints, provincial deficits

Approximately 40 registered nurses from the James Bay region are now members of ONA thanks to a successful Public Sector Labour Relations Transition Act vote in late February 2011.

The vote was necessary after the amal-gamation of the federal Weeneebayko Gen-eral Hospital (Weeneebayko Health Ah-tuskaywin) in Moose Factory, represented by the Professional Institute of the Public

Service of Canada, and the provincial James Bay General Hospital, which operates three sites in Moosonee, Fort Albany and Attawa-piskat, represented by ONA. The amalgama-tion created the new Weeneebayko Area Health Authority.

“This was a long, long campaign and we very much look forward to representing all nurses at Weeneebayko Area Health Au-thority – both our new

FEATURESFocus on…Mentor/Preceptor..............10March PCM Highlights............................12Attendance Management ....................17

INDEXUp Front......................................................... 3Member News ............................................. 7ONA News ...................................................12Queen’s Park Update ...............................18OFL News.....................................................18Occupational Health and Safety .........19Education ....................................................20Human Rights and Equity .....................21Awards and Decisions .............................22The Last Word ............................................24

The Members’ publication of the Ontario Nurses’ association

continues on page 3

D

Special Pull-Out Feature: ONA MEMbERS ThRIvE IN SpEcIAlIzED AREAS OF NURSINg

ablenext phase, which features new ads in keeping with the clever and catchy pro athlete theme.

and online ads to celebrate the skills, leadership and knowledge that nurses bring to the health care system and

truly are. It featured the tag line, “If only registered nurses were valued the way pro athletes are” and noted that dollar for dollar, they are the best value in the health care system.

D

Value the InvaluableEnters Next Phase

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APRIL 20112

linda Haslam-Stroud, rN

President, VM #2254Communications & Government Relations / Student Liaison

Vicki McKenna, rN

First VP, VM #2314Political Action & Professional Issues

Diane parker, rN

VP Region 1, VM #7710Occupational Health & Safety

anne Clark, rN

VP Region 2, VM #7758Labour Relations

andy Summers, rN

VP Region 3, VM #7754Human Rights & Equity

Dianne leclair, rN

VP Region 4, VM #7752Local Finance

Karen Bertrand, rN

VP Region 5, VM #7702Education

lesley Bell, rN, MBa

Chief Executive Officer,VM #2255

How to contact your 2011 ONa Board of Directors

Call ONA toll-free at 1-800-387-5580 (press 0)

or (416) 964-1979 in Toronto and follow the

operator’s prompts to access board members’

voice-mail. Voice-mail numbers (VM) for Board

members in the Toronto office are listed below.

Tel: (416) 964-8833

Toll free: 1-800-387-5580

ONa provincial Office

85 Grenville St., Ste. 400

Toronto ON M5S 3A2

ONa is the union representing 55,000 registered nurses and allied

health professionals and more than 12,000 nursing student affiliates

providing care in hospitals, long-term care facilities, public health, the

community, clinics and industry.

Fax: (416) 964-8864

E-mail: onamail@ona.org

www.ona.org

Design: Artifact graphic design

printed by union labour: Thistle Printing Limited

Copyright © 2011 Ontario Nurses’ Association

All rights reserved. No part of this publication may be reproduced

or transmitted in any form or by any means, including electronic,

mechanical, photocopy, recording, or by any information storage or

retrieval system, without permission in writing from the publisher

(ONA members are excepted).

Editor: Ruth Featherstone

Features Editor: Melanie Levenson

Send submissions to:

Communications and Government Relations Intake at cgrintake@ona.org.

Contributors: Sheree Bond, Nicole Butt, Colin Johnston, Nancy Johnson, Mary

Lou King, Karen Sandercock, Lawrence Walter, Salimah Valiani

EHamilton2 King St., W., 2nd Floor RearDundas, ON L9H 6Z1Tel: (905) 628-0850Fax: (905) 628-2557

EKingston4 Cataraqui St., Ste. 306Kingston ON K7K 1Z7Tel: (613) 545-1110Fax: (613) 531-9043

Elondon750 Baseline Rd. E. Ste. 204London ON N6C 2R5Tel: (519) 438-2153Fax: (519) 433-2050

EOrillia210 Memorial Ave., Unit 126AOrillia ON L3V 7V1Tel: (705) 327-0404Fax: (705) 327-0511

EOttawa1400 Clyde Ave., Ste. 211Nepean ON K2G 3J2Tel: (613) 226-3733Fax: (613) 723-0947

ESudbury764 Notre Dame Ave., Unit 3Sudbury ON P3A 2T4Tel: (705) 560-2610Fax: (705) 560-1411

EThunder Bay#300, Woodgate Centre, 1139 Alloy Dr. Thunder Bay ON P7B 6M8Tel: (807) 344-9115Fax: (807) 344-8850

ETimminsCanadian Mental Health Association Building330 Second Ave, Ste. 203Timmins ON P4N 8A4Tel: (705) 264-2294Fax: (705) 268-4355

EWindsor3155 Howard Ave., Ste. 220Windsor ON N8X 3Y9Tel: (519) 966-6350 Fax: (519) 972-0814

ONA Regional Offices

The Members’ publication of the Ontario Nurses’ association

april 2011Vol. 11 • No. 2

ISSN: 0834-9088

Up Front

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APRIL 2011 3

ONa is the union representing 55,000 registered nurses and allied

health professionals and more than 12,000 nursing student affiliates

providing care in hospitals, long-term care facilities, public health, the

community, clinics and industry.

Fax: (416) 964-8864

E-mail:

FEbruary board HigHligHts

The following are key highlights from the most recent Board of

Directors meeting, held February 16-17, 2011 at the ONA provin-

cial office:

A Leading up to the provincial election, ONA will participate in

Working Families with a contribution of $100,000 (see pg. 15).

A An invitation will be extended to Health and Safety Bargaining

Unit Representatives from the regions that participate in the

Health and Safety Network to join its next teleconnect.

A The Terms of Reference for ONA’s new Home Care Provider Net-

work was approved.

A As supported by members at the 2010 Biennial Convention,

ONA endorses the Raise the Rates campaign (see pg. 8).

Complete highlights of the Board of Directors meeting are available

on the ONA website at www.ona.org. The next Board meeting will be

held at the provincial office on April 12-14, 2011 and highlights will

appear in an upcoming issue of Front Lines.

continues from cover

Value the Invaluable Enters Next Phase

continues from cover

members and the ones we were already privileged to have with our union,” said ONA President Linda Haslam-Stroud, “For 38 years, ONA has been the voice of front-line RNs and allied health professionals and our new members can be assured they made the right choice when they voted yes to ONA.”

These members are just the latest to join ONA. As a result of recent successful certification votes, we also welcome registered nurses from OMNI Garden Terrace in Kanata and Providence Manor Long-Term Care in Kingston.

and non-union wage freezes, mediation in the hospital sector, bargaining in the homes, public health and community sectors, a provincial budget, and a provincial election in October.

The launch of phase two began on March 7, 2011 and will be tied into Nursing Week, which is also using the Value the Invalu-able theme. Our new radio ad features two young boys who are engaged in trading cards – nursing cards – much the way chil-dren would trade baseball or hockey cards.

Our transit shelter ad featuring ONA member Charmaine Merrie launched on March 21, 2011. Our “Pro Nurse” ad is a take-off of the magazine Sports Illustrated, featuring a group of nurses celebrating a success (see cover photo). While we are using less social media than in phase one, Google and Facebook ads have been developed.

“I’m thrilled with the positive feedback on this innovative and creative campaign,” said ONA President Linda Haslam-Stroud. “I hope you continue to put your support behind it and truly understand that when we say Value the Invaluable, we are talking about all of you and the incredible work you do each day on behalf of your patients, clients and residents.”

Far North Nurses Vote for oNa

ONa member Bob Gravel from James Bay General Hospital in

Moosonee, who was instrumental in the organizing campaign,

greets ONa labour relations Officer Judy Burns, as she arrives

for the vote.

Up Front

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APRIL 20114

From ONA President

Présidente, AIIO

Linda Haslam-Stroud, RN

Dollar for dollar, we are the best value in the health care system, so let’s celebrate that fact.

During Nursing Week, Let’s All Value the Invaluable

It’s almost Nursing Week 2011, time to celebrate the fantastic work we all do for our patients, residents and clients – and value the invaluable contributions that we make to the health care

system.Nursing Week falls during a time for ONA members when we

may not feel the appreciation that exists for our profession. Bar-gaining this year has been carried out in a climate in which union members have been painted by various groups as needing to make “sacrifices” and help the government rid itself of a large budget defi-cit. We are making sacrifices each and every day as we work under very stressful health care conditions fraught with workload and pro-fessional practice issues.

We are continuing to fight for wage and benefit improvements that reflect our value. We are fighting to preserve layoff/job security language and hold firm against ill thought-out skill mix changes. We are fighting attempts to gut our sick leave provisions.

ONA continues to fight for improving workloads and for ensur-ing that nurses have a greater say in decision making. We are on the front lines and we know what the score is – we must have a say in the decisions that have such a serious impact on patient care.

It’s more important than ever that our patients, residents and clients – and, of course, decision makers – recognize the value that our skills and expertise bring to the health care system. Dollar for dollar, we are the best value in the health care system, so let’s cele-brate that fact.

Happy Nursing Week!

Durant la Semaine des soins infirmiers, estimons l’inestimable tous ensemble

La Semaine des soins infirmiers 2011 approche. C’est l’occasion de souligner le travail formidable accompli par tous nos mem-bres auprès de nos patients, de nos résidants et de nos clients

– et d’estimer nos contributions inestimables au système de soins de la santé.

La Semaine des soins infirmiers arrive à un moment où les mem-bres de l’AIIO ne ressentent peut-être pas toute l’estime qu’inspire notre profession. Durant les négociations collectives de cette année, divers groupes ont affirmé que les membres du syndicat devraient faire les «  sacrifices  » afin d’aider le gouvernement à se débarras-ser d’un lourd déficit budgétaire. Or, des sacrifices, nous en faisons chaque jour en assurant des soins de santé dans des conditions très stressantes et comportant un lot considérable de difficultés liées à la charge de travail et à l’exercice professionnel.

Nous continuons de revendiquer des améliorations des salaires et des avantages sociaux qui reflètent notre valeur. Nous luttons pour préserver les clauses ayant trait aux mises à pied/à la sécurité d’emploi et continuons de nous opposer aux modifications irré-fléchies de la composition des qualifications. Nous luttons contre les tentatives pour vider de leur substance nos dispositions sur les congés de maladie.

L’AIIO continue de lutter pour améliorer les charges de travail et pour faire en sorte que les infirmières jouent un rôle accru dans la prise de décisions. Nous sommes aux premières lignes et connais-sons bien la situation – nous devons avoir voix au chapitre dans les décisions qui ont une incidence aussi considérable sur les soins aux patients.

Il est plus important que jamais que nos patients, nos résidants et nos clients – et, bien entendu, nos décideurs – reconnaissent la valeur ajoutée que représentent nos compétences et notre savoir-faire pour le système de soins de santé. Tout bien considéré, nous représentons la meilleure valeur au sein du système de soins de san-té et cela mérite d’être célébré.

Joyeuse Semaine des soins infirmiers!

Personal liability is a serious issue that affects us all and it’s incumbent upon each and every one of us to make our voices heard.

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From ONA Chief Executive Officer

Directrice générale, AIIO

Lesley Bell, RN, MBA

Personal Liability Fight Moves to Next Level

In my last column, I told you about the overwhelming response the College of Nurses of Ontario (CNO) received from ONA members on amendments to personal liability, which I believe

was largely responsible for its decision to defer the issue while undergoing further discussions with the government and stake-holders. So, while we are definitely heading in the right direction, we need to keep up the pressure.

ONA recently met with the Assistant Deputy Minister of Health and Long-Term Care, the senior policy advisor and chief of staff to Minister of Health and Long-Term Care Deb Matthews, and the sen-ior advisor on health policy issues to Premier Dalton McGuinty to detail our concerns with amendments to the Regulated Health Profes-sions Act. If passed, nurses would be forced to buy personal liability insurance. We reiterated that the coverage you receive through your employer, along with additional insurance offered by ONA, is more than sufficient. While they listened to what we had to say, we didn’t receive any assurances that the bill would not be proclaimed or the personal liability amendment would be repealed – our ultimate goal.

Our website (www.ona.org) now contains a templated letter to Premier McGuinty and Minister Matthews, stating that the amend-ments will result in increased costs to nurses and the health care system generally, with no increased benefit to patients. Please take a few minutes to insert your contact information into this letter, which can also be edited to include your personal thoughts. It’s quick and easy, and could very well make a big difference.

Personal liability is a serious issue that affects us all and it’s in-cumbent upon each and every one of us to make our voices heard. You’ve done it with the CNO, and we’re counting on you to do it again with the government.

La lutte entourant la responsabilité personnelle passe au niveau suivant

Dans ma dernière chronique, je vous parlais de la réaction mas-sive des membres de l’AIIO à l’endroit de l’Ordre des infir-mières et infirmiers de l’Ontario (OIIO) au sujet des modi-

fications de la responsabilité personnelle. À mon avis, c’est ce qui explique en grande partie sa décision d’ajourner la question tout en poursuivant ses discussions avec le gouvernement et les différentes parties prenantes. Donc, bien que nous nous dirigions indiscutable-ment dans la bonne direction, nous devons maintenir la pression.

L’AIIO a récemment rencontré la sous-ministre adjointe du Mi-nistère de la Santé et des Soins de longue durée, le conseiller princi-pal en politiques et le chef de cabinet de la ministre de la Santé et des Soins de longue durée, Deb Matthews, ainsi que le conseiller princi-pal en politiques sur la santé du premier ministre Dalton McGuinty afin d’exprimer nos préoccupations par rapport aux amendements prévus à la Loi sur les professions de la santé réglementées. Si ces amendements sont entérinés, les infirmières et infirmiers seraient contraints de souscrire une assurance responsabilité civile des par-ticuliers. Nous avons réitéré que la couverture assurée par votre em-ployeur, combinée à l’assurance supplémentaire offerte par l’AIIO, est plus que suffisante. Bien qu’ils aient prêté l’oreille à nos propos, on ne nous a pas garanti que la loi ne serait pas promulguée ni que l’amendement envisagé en matière de responsabilité personnelle serait abrogé – ce qui était notre but ultime.

Un modèle de lettre adressée au premier ministre McGuinty et à la ministre Matthews se trouve sur notre site Web (www.ona.org). Dans celle-ci, on précise que les amendements se traduiront par des coûts supplémentaires pour les infirmiers et les infirmières et le système de soins de santé en général, sans avantages additionnels pour les patients. Veuillez prendre quelques minutes pour inclure vos coordonnées dans la lettre en question. Vous pouvez également y ajouter des réflexions personnelles. Cette initiative, simple et rapi-de, pourrait modifier le cours des choses.

La responsabilité personnelle est une question grave qui touche l’ensemble de nos membres. Il incombe à chacun et chacune d’entre nous de se faire entendre. Vous avez réussi à vous faire entendre auprès de l’OIIO. Nous comptons maintenant sur vous pour vous faire entendre auprès du gouvernement.

Personal liability is a serious issue that affects us all and it’s incumbent upon each and every one of us to make our voices heard.

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From First Vice-President

Première vice-présidente, AIIO

Vicki McKenna, RN

Professional Practice Initiatives are Reaping Rewards!

Almost daily we hear from ONA members about your profes-sional practice challenges. In fact, it’s the number one issue you share with us. But our Bargaining Units are also experi-

encing more successes in this area because of the dedicated work of our leaders and members on the front lines, and our innovative provincial strategies.

The unique Professional Responsibility Clause in your ONA con-tracts enables you to take action when you believe your workload or other issues are interfering with your ability to provide safe patient care. A key component is to raise your concerns and to fill out pro-fessional workload complaint forms. This documentation demon-strates tangible proof of the seriousness of your concerns that ONA members and leaders can take to your employers. These actions have resulted in meaningful changes to members’ working lives.

While you are doing your part, we are also doing ours. ONA has hired two additional Professional Practice Specialists, bringing the total to four. These specialists, along with your Bargaining Unit President and Bargaining Unit leaders, are here to help with your workload questions and issues.

ONA also offers exceptional education in this area, including a one-day Professional Responsibility Workload Reporting Process workshop. If you can’t attend, don’t despair! With ONA’s new eLea-rning platform, available through our website, you can take advan-tage of professional responsibility education right from the comfort of your own home!

Last year, ONA initiated quarterly professional practice tele-connects, which are open to all members. I am pleased to facilitate these connects that have proven to be a very valuable way to keep up to date on our Bargaining Units’ workload successes and issues, both current and emergent, and brainstorm possible solutions.

I hope you realize that when you are facing professional practice issues, you have a venue in which to successfully address them. And that venue is ONA.

Les initiatives portant sur la pratique professionnelle portent leurs fruits!

Presque chaque jour, nos membres nous font part des défis in-hérents à leur pratique professionnelle. En réalité, il s’agit du principal sujet de préoccupation que vous partagez avec nous.

D’ailleurs, nos unités de négociation remportent plus de succès dans ce domaine grâce au dévouement de nos dirigeantes et de nos mem-bres de première ligne ainsi qu’à nos stratégies provinciales novatrices.

La clause de responsabilité professionnelle unique de la conven-tion collective de l’AIIO vous permet de prendre des mesures lors-que vous estimez que votre charge de travail ou d’autres difficultés nuisent à votre capacité de prodiguer des soins de santé sécuritaires aux patients. La principale mesure à prendre consiste à exprimer vos préoccupations et à remplir un formulaire de plainte sur la sur-charge de travail. Ce document prouve concrètement le sérieux de vos préoccupations, lesquelles peuvent être transmises par les diri-geants et par les membres de l’AIIO à votre employeur.

Ces mesures ont permis d’apporter des changements significa-tifs à la vie professionnelle de nos membres. Il est donc important que vous continuiez à nous faire part de vos préoccupations et à remplir le formulaire de plainte sur la surcharge de travail.

Ainsi, vous faites votre part et nous faisons la nôtre. L’AIIO a embauché deux autres spécialistes des pratiques professionnelles, portant leur nombre total à quatre. Ces spécialistes, épaulés par la présidente et par les dirigeantes de nos unités de négociation, sont à votre disposition pour vous aider si vous avez des questions ou des préoccupations portant sur la charge de travail.

L’AIIO dispense d’ailleurs de la formation de qualité exception-nelle dans ce domaine, dont un atelier d’une journée sur la respon-sabilité professionnelle de produire un rapport sur la surcharge de travail. Si vous ne pouvez pas y assister, ne désespérez pas! Grâce à la nouvelle plateforme de formation en ligne accessible par notre site Web, vous pourrez profiter de la formation sur la responsabilité professionnelle dans le confort de votre foyer!

L’année dernière, l’AIIO a instauré des téléconférences trimes-trielles sur la pratique professionnelle que j’ai le plaisir d’animer. Ces téléconférences représentent un bon moyen de suivre les succès et les enjeux actuels ou émergents auxquels font face nos unités de négociation sur le plan de la charge de travail, et de rechercher des solutions viables à ces questions.

Je veux que vous réalisiez que si vous faites face à des difficultés dans votre pratique professionnelle, vous disposez d’un moyen pour les régler avec succès. Ce moyen, c’est l’AIIO.

Across Ontario

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APRIL 2011 7

Nursing Home Team Begins Bargaining process

Members of ONa’s newly-elected Nursing Home Central Negotiating Team came together for the first time in late February to begin the

process of bargaining a collective agreement for our members in this sector. pictured are (back row) left to right: labour relations Officer

(lrO) Stacey papernick, South District Service Team Manager Bev Mathers, Director Dan anderson (chief negotiator), First Vice-president

Vicki McKenna, lrO liz Dewar, lrO Michelle McColl, Contract administration and Bargaining process Manager Valerie MacDonald. Front

row (left to right): Mary Clarke (leisureworld Caregiving Centre), Sandra Kravets (Brouilette Manor), Shelley Vandenberg (OMNi pleasant

Manor), Chair Gloria Warren (Extendicare Hamilton), William Kunka (pinewood Court). absent: president linda Haslam-Stroud, CEO lesley

Bell, and lrO Kathi Wilkins-Snell.

Getting to Know You!

ONA’s newly elected Nursing Home Central Negotiating Team

(NHCNT) has undergone orientation as it embarks on negotiating a

collective agreement that reflects the value our long-term care mem-

bers bring to their residents and the health care system in general.

The NHCNT completed its orientation the week of February 22-25,

2011 at ONA’s provincial office in Toronto. During the week, the team

reviewed the results of our recent online Have a Say questionnaire,

which includes nursing home sector bargaining priorities, and began

the process of developing our bargaining proposals. Of particular im-

portance was the feedback on the provincial government’s restraint

agenda, which was overwhelmingly opposed.

“If the Participating Nursing Homes continue to press the govern-

ment’s restraint agenda at the bargaining table, it may be a very dif-

ficult round,” said ONA President Linda Haslam-Stroud. “But we will

not back down on our goal of reaching a fair and equitable contract.”

Negotiations are set for May 2-6, 2011 and May 30-June 2, 2011.

Mediation will take place on June 28-29, 2011, and the team has

agreed to use Doug Stanley to mediate any outstanding issues.

Should we not settle at mediation, we have agreed to proceed to arbi-

tration on July 19-20, 2011. The current collective agreement expires

on June 30, 2011.

Bargaining updates will be available on our website at www.ona.org.

ONA Members Across Ontario

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APRIL 20118

support Raise the Rates Campaign, oNa Member urges

If poverty is the biggest cause of poor

health, then our task as nurses is to fight

poverty, an ONA member involved in

the Raise the Rates campaign says.

Jessica Lyons, who works as an emer-

gency room nurse at St. Joseph’s Health

Centre in Toronto, Local 95, said the cam-

paign was initiated in 2005 to demand

an increase in social assistance rates by

55 per cent – the level they were before the cuts of the 1990s. Ini-

tially, a core strategy of the campaign was to connect Ontarians sup-

ported by social assistance programs, who health professionals have

determined cannot otherwise afford the foods that are required to

maintain or improve their health, to a little known benefit called the

Special Diet Allowance, which provides up to $250 extra per month.

“Far from meeting our demands, the province has announced a

huge overhaul of the program that will be extremely restrictive,” she

said. “For example, new rules require people to prove that they have

already lost 10 per cent of their body weight due to chronic condi-

tions to qualify. The Ministry of Community and Social Services has

admitted that these restrictions will result in a massive cutoff at the

end of the summer.”

With the support of members at the November Biennial Conven-

tion, the ONA Board of Directors endorsed the Raise the Rates cam-

paign at its February 2011 meeting.

“ONA is getting involved in poverty issues because health is po-

litical and income is the most important determinant of health,” said

Lyons. “As we see in clinical settings every day, poverty has a huge

impact on all key health indicators, including life expectancy, infant

mortality, disability and chronic illness.”

With spring here, Lyons said the campaign is heating up and ONA

members can help by circulating campaign flyers, making a financial

donation and joining political action events.

“Nurses must increasingly see ourselves as power holders,” she

said. “We have a collective voice and power, and this is power we

need to wield beyond the area of defending patient care. It may be

the highest impact nursing intervention we can do. Nurses, like all

other public sector workers, are facing wage freezes and the constant

threat of cuts. Poor people and public sector workers have every rea-

son to work together as allies in this same struggle.”

For more information on the campaign, log onto www.ocap.ca.

last June many members took part in local pride celebrations,

including the Toronto and london pride parades.

We encourage you to speak to your local ONa leadership for

details about upcoming pride celebrations in your area, which

typically take place in late June. You can also contact region 3

Vice-president andy Summers, who holds the portfolio for hu-

man rights and equity, at (416) 964-1979 or (toll-free) 1-800-

387-5580 (press 0), ext. 7754 or e-mail asummers@ona.org. Or,

check out the ONa website at www.ona.org closer to the time

for up to the minute information.

2011 Pride Parade: save the date!

local leaders from region 3, along with their Vice-president andy

Summers, gather at Toronto’s provincial office in early February

2011 for their spring area Coordinators Conference (aCC). aCCs are

held in each region and provide local leaders with an opportunity

to discuss the business of their local, their members’ experiences

and challenges, current trends, upcoming events and other impor-

tant issues, and receive education on relevant topics. pictured are

(left to right): local 125 Coordinator Sandra Bearzot, local 124 Co-

ordinator Carol alfenore and local 237 Coordinator Mandeep

Sangha.

sharing our Members’ Experiences

ONA Members Across Ontario

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APRIL 2011 9

Bargaining Unit SUcceSS Story

Ottawa Local Gets Scrubs Decision Reversed

did you receive your Nursing Week gift?As a small token of our appreciation in honour of Nursing Week

2011, you will find a gift included in this package with Front Lines.

This year, the gift is a microfibre cleaner in a plastic case with

the ONA logo. This handy wipe is an excellent way to keep your

glasses and electronic devices crystal clear!

If you did not receive your cleaner in this package, or if it is in

any way damaged, call (416) 964-8833 or (toll-free) 1-800-387-5580

during regular business hours (press 0 for the receptionist if you

are calling toll-free), and ask for “CGRT Intake,” or send an e-mail to

cgrintake@ona.org.

We sincerely hope you take some time this Nursing Week to

Value the Invaluable by acknowledging and celebrating the impor-

tant work you do for the patients/clients/residents of this prov-

ince. And please don’t forget to send Front Lines your Nursing

Week photos and stories for publication in the next issue at the

e-mail address listed above.

local 237 Coordinator Mandeep Sangha (standing, second from

right) and members from York Central Hospital celebrate the sea-

son – and their hard work! – at a special dinner in their honour at

the Eagles Nest Golf Club in Vaughan on December 13, 2010. The

dinner, the first one the local has held, was hugely successful, with

hundreds of members turning out to spend time with their col-

leagues and put their names in a hat for a variety of door prizes.

Smith, who has spoken out extensively to local media, said the de-

cision caused a lot of distress among members, who were very upset

that the lab coats, originally given as a gift, are now being made a

mandatory requirement.

A deluge of online comments and letters to the editor of local

newspapers showed overwhelming support for the hospital’s nurses.

One supporter stated that while undergoing 30 chemotherapy treat-

ments, there was never a problem identifying the nurses because

“they’re the ones run off their feet, tending to patients and providing

the most professional and compassionate care I’ve ever encountered.”

That comment was echoed by an announcer on a local radio station

who said, “They want to know who nurses at The Ottawa Hospital are?

That’s easy. They are the ones doing all the work!”

Thanks to our members’ lobbying efforts, five days after announc-

ing the scrubs policy, the hospital clarified nurses could wear whatever

scrubs they wanted, but still insisted they must wear white lab coats

on top.

Thanks to the lobbying efforts of one Local Coordinator/Bargaining

Unit President and her members, and the overwhelming support of

the public, The Ottawa Hospital has backed down on its plan to forbid

nursing staff from wearing “colourful” scrubs.

As recently reported in a local newspaper, the hospital announced

to staff a new dress code that would ban nurses from wearing scrubs

or uniforms that are colourful or feature cartoon characters. Saying

the change in policy was part of a push to make nurses “easier” for

patients to identify, the hospital also announced nurses would have

to wear white lab coats while away from their units, including while

on breaks.

“The hospital said it wanted nurses to appear professional and rec-

ognizable, but as registered nurses, we pride ourselves on being con-

sidered professional,” said Local 83 Coordinator Frances Smith. “When

we see a patient, we introduce ourselves and our conversation with that

patient is the most important thing that happens, not if we’re wearing

lab coats. Often, the most cheerful thing a patient sees in a day is our

colourful scrubs. Meanwhile, our members are overworked, with the

hospital at over 100 per cent occupancy the majority of the time.”

Celebrating the season!

70886-1_Frontlines.indd 9 4/8/11 2:40 PM

APRIL 201110

public Health Nurse rebecca Harbridge, Mentor/preceptor

FocUS on….

For one public health member, the health teaching component of the

nursing role is not only the most rewarding aspect of her job, it is an impor-

tant part of giving back.

Rebecca Harbridge, who works at Simcoe Muskoka District Health Unit,

Local 16, came to nursing in a roundabout way, having started her career

as a personal support worker, before becoming an RPN, and finally an RN,

with a baccalaureate degree and a Masters.

“I primarily became a nurse because it

was an honour and humbling to be part of a

person’s life during an illness or other transi-

tion – a time in which a nurse could make a

difference in the process and outcome of that

event,” she said, adding that public health

nursing was always of interest to her. “After

working in acute care where secondary and

tertiary care focused on the individual, I was

encouraged by the primary prevention focus

and upstream population-based approach

utilized within public health. The possibility

of reorienting the system towards health vis-

à-vis the creation of supportive environments

and healthy public policy was and continues

to be both enticing and exciting to me.”

Harbridge is currently involved in an array

ly looking for. After obtaining her Canadian

Nurses Association certification in commu-

nity health nursing in 2009, Harbridge has

mentored potential candidates through that

process as well.

“As a nurse in mid-career, these ‘extras’

are a part of giving back, which makes my

job more satisfying and rewarding,” she said.

“In the past, health teaching was particularly

enjoyable for me with palliative clients, for

pre- and post-operative clients, and both

theoretically and clinically to personal sup-

port workers, diploma nurses, practical nurs-

es and baccalaureate students. I could truly

understand the life experiences of these stu-

dents along the spectrum, as I had travelled

the same as a learner myself.”

And Harbridge, who is also actively in-

volved in her professional association with

a goal to be published professionally, may

soon become a learner herself again.

“I am currently exploring a doctoral de-

gree in health administration and that would

be the icing on my cake of education,” she

said. “I have always believed that teachers are

learners and learners are teachers. I will never

stop teaching or learning, as these are both

vital parts of who I am as a nurse and person.”

“While being a nurse is what I do, it is also who I am. It’s a role that cannot be confined to a place of work. It transcends all facets of my life and touches me in very profound ways. And sharing my skills with others is part of that.”

of projects as part of the health unit’s tobac-

co team, including teaching cessation strat-

egies to individuals contemplating quitting

the use of tobacco, and educating children

and youth on the dangers of tobacco use and

the tactics of the tobacco industry. And it is

the health teaching component of her role

that she enjoys the most – and that includes

passing on her skills to students.

Over the years, Harbridge has volun-

teered as a preceptor to York and Laurentian

University and Georgian College nursing stu-

dents. In addition, she has served as a mentor

in her health unit’s formal mentorship pro-

gram for both nurses and non-nurses, where

mentees self-select their mentor based on

the skills and experiences they are specifical-

rebecca Harbridge (on phone) with Nikki Tinus, the third-year York University

nursing student she is currently preceptoring.

ONA Members Across Ontario

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APRIL 2011 11

ONA President Linda Haslam-Stroud (right) officially hands out one of the first long-service

pins to Local 75 representative Bev Greenwood on December 10, 2010 at the Courtyard

Marriot Hotel in Hamilton, while Local 75 Coordinator Donna Bain looks on. “I was thrilled

and honoured to be presented with the new ONA pin for long-service,” said Greenwood,

who served as the Local’s secretary for many of those years. “Thank you for this extra special

recognition.” ONA developed the long-service pins last year to acknowledge and honour

the important contributions of our leaders, who have dedicated 10 or more years of ONA

service at the provincial, Local and/or Bargaining Unit levels. To obtain a pin, along with a

letter of recognition, Local Coordinators must e-mail a request form, available on our web-

site at www.ona.org, to the Office of the President.

Member receives New oNalong-service Pin

Get Involved in Federal Election!With a federal election on May 2,

2011, the Canadian Federation of

Nurses Unions (CFNU) is encour-

aging all members to spread the

message about the health care

system we want – and need.

More than one voter in 100 is

a nurse, meaning we can – and

will – make a difference in this

campaign. Follow the campaign

closely and let politicians, your

family, friends and colleagues know what nurses are concerned about and that we have

solutions. The CFNU’s Election 2011 pamphlet, included with this issue of Front Lines,

can help.

And don’t forget to vote, because health care depends on it!

CA

NA

DIA

N F

ED

ER

AT

ION

OF

NU

RS

ES

UN

ION

S

Ele

ction

20

11

exceed that. Many elections are decided by

only a few votes. Nurses can, and will, make

a difference in this campaign.

Candidates want your vote and they are

not all the same — even within the same

party. As nurses, we must remind each

and every one of the candidates of our

priorities. We must do our homework and

make them do theirs.

Now that a federal election is underway,

the Canadian Federation of Nurses Unions

is encouraging nurses to follow the

campaign closely and let the politicians,

your colleagues and your friends know

what nurses are concerned about and that

we have solutions. With 180,000 members

we can be a powerful voice. More than one

voter in a hundred is a nurse, and when

you include our families and friends we far

Nurses know what is happening and we must get our message out

Critical Illness Survivor Plan is underwritten by Western Life Assurance Company andadministered by Johnson Inc. MEDOC® is a registered trademark of Johnson Inc.MEDOC® is underwritten by Royal & Sun Alliance Insurance Company of Canada andis administered by Johnson Inc. Johnson Inc. and Royal & SunAlliance InsuranceCompany of Canada share common ownership. All other available benefits are underwritten by Manulife Financial and administered by Johnson Inc. Some conditions may apply. LRP.04.09

Voluntary Benefits

A Benefitfor Everyone,Active or Retired

For more information, contactthe ONA Program Administrator:

Johnson Inc.1595 16th Ave., Suite 700Richmond Hill, ON L4B 3S5(905) 764.4959 (local)1.800.461.4155 (toll-free)

• Long Term Disability• Extended Health Care &

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ONA2a_Apr09, 2.625x10.25_CMYK:Layout 1 4/21/

( A p r i l 8 , 2 0 1 1 / 1 4 : 5 2 : 1 9 )

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APRIL 201112

ONa welcomed several new local Coordi-

nators to the pCM, who were invited to an

orientation breakfast meeting with mem-

bers of the Board of Directors on the first

morning. pictured are (back row, left to

right); Carol Wills, local 214; ann Murray,

local 67; region 5 Vice-president Karen

Bertrand; anke Savchenko, local 16; patty

O’Shaughessy, local 42; Sandra Sprenger,

local 9; region 1 Vice-president Diane park-

er; ONa First Vice-president Vicki McKenna;

ONa president linda Haslam-Stroud; David

remy, local 45; Catherine Hoy, local 99;

Mandeep Sangha, local 237; (front row, left

to right): Sherrie Seeley, local 31; region 2

Vice-president anne Clark; Christine lucas,

local 3; Kim rogers; local 43; region 4 Vice-

president Dianne leclair.

Bargaining in a time of total compensation freezes was a dominant theme at the March Provincial Coordinators Meeting (PCM), held from March 1-2, 2011 in downtown Toronto.

More than 100 Local leaders attended the PCM to listen to reports on governance and operations; receive updates on ONA ini-tiatives such as phase two of the Value the Invaluable campaign; listen to guest speak-ers, including incoming Canadian Nurs-ing Students’ Association President Evan Jolicouer; and view DVDs on the November Biennial Convention and our recent activi-ties. But it was the discussion about our cur-rent challenges with central bargaining that drew the most interest, with ONA President Linda Haslam-Stroud reiterating that our negotiating teams will never give up on the quest to obtain contracts that value the con-tributions you make.

Ontario Federation of Labour Secretary-Treasurer Marie Kelly added that the entire

labour movement is watching our central bargaining because “in this environment, the chips are against us, and we need to see victories.

“We want to see our affiliates, such as leaders like your union, changing the con-versation – and that’s what ONA has been doing,” she said. “Not only about unioniza-tion and good jobs, but about the society we want to live in and leave behind for our children…I’m glad we have ONA on the forefront of this fight.”

Also notable were the inspirational

Many New local Coordinators attend pCM

stories from our leaders on the floor, who shared initiatives in their Locals, from en-gaging their members in the work of the Bar-gaining Unit to their political action events.

The week concluded on March 3, 2011 with an informative session detailing what’s currently hot in arbitration case law.

Full highlights of the meeting are avail-able on the ONA website at www.ona.org. The June PCM, which rotates around the province, will be held in the nickel capital of the world, Sudbury, on June 7-8, 2011, with education on June 9, 2011.

Bargaining Dominant Theme of March PCMONA News

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APRIL 2011 13

Bargaining Dominant Theme of March PCM

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APRIL 201114

Nursing Stats Don’t Tell Full Story, ONA SaysWhile the College of Nurses of Ontario (CNO) 2010 RN statistics show a slight increase in the

number of nurses in the province in 2010, they can’t possibly tell the entire story, ONA says.

The government promised 9,000 additional nursing positions by 2012, but the statistics

for last year show that Ontario had a net increase in new RNs working of just 745. Meanwhile,

ONA has tracked more than 2,500 RN Bargaining Unit positions cut in a little more than an

18-month time period.

“These numbers are interesting because of what they don’t show,” said ONA President

Linda Haslam-Stroud. “They don’t include the high number of vacancies that go unfilled. They

don’t take into account that as our population continues to age, we are caring for more and

more patients with increasingly complex conditions. They also don’t show that Ontario con-

tinues to be the province with the second lowest ratio of nurses to population in Canada. The

reality is our members aren’t feeling relief on the front lines.”

The CNO statistics also indicate that RPN numbers have risen by 1,642. Increasingly, ONA

is seeing RNs being replaced by less expensive RPNs, who are trained to treat stable and less

complex patients than RNs, as hospitals grapple with their deficits. We are also concerned that

of the RNs working in 2010, 27,252 of them (or 29 per cent) were aged 55 and older – retire-

ment age.

We Hope you “like” our New Facebook Page!in keeping with the times, ONa has

launched a non-profit organization Face-

book page to share links to content on

the ona.org website, ONa videos, reports,

and relevant content from allies’ web-

sites, and to promote events and our new

elearning platform.

if you are a Facebook user, please “like”

ONa, so you can receive regular updates

about our work within your newsfeed.

See the insert included with this issue

of Front Lines for additional information.

ONA is pleased the recent Ontario budget has taken some action

to ensure health care dollars are going to improve health out-

comes for patients, but more initiatives are needed to keep RNs

on the front lines.

The budget, handed down on March 29, 2011, provides health

sector spending of $5-billion over three years, including a 4.5 per

cent overall increase for hospitals (1.5 per cent base funding and

between $600 and $800-million for hospitals facing debt prob-

lems), $100-million per year increase for pharmaceutical services,

$93-million for a Mental Health and Addictions Strategy, $15-mil-

lion for breast cancer screening and a 3 per cent increase in com-

munity-based support.

“The additional funding is welcome, but we are concerned that

a 1.5 per cent increase in hospital operating budgets will not be

enough to provide the acute services that patients require,” said

ONA President Linda Haslam-Stroud. “It’s vital we immediately

Health Funding in Ontario Budget Welcome, but rN initiatives Missing: ONa

establish requirements in Accountability Agreements that health

care facilities sign with their Local Health Integration Networks

that set and evaluate annual targets aimed at improving base-

line, direct-care RN hours. Studies continue to show the direct link

between higher RN staffing and improved patient morbidity and

mortality rates.”

We are also concerned there was no mention of the Nursing

Graduate Guarantee and the Late-career Nursing Initiative, which

have had some success. As well, the budget was silent regarding

whether any of the new 60,000 funded post-secondary school

seats will include RN programs.

ONA believes the announcement of a Labour Relations Sec-

retariat to explore moving to more coordinated bargaining is an

opportunity to sit down and develop solutions to improve labour

relations in Ontario.

ONA Joins Working Families -

ilies, a coalition created more than eight years ago by members

As part of the coalition’s campaign leading up to the elec-

behind Working Families (fair, hardworking, respectful and

www.workingfamilies.ca.

ONA’s plan for the fall provincial election also includes pro-

-

lies to distribute material that identify key health issues. Our key

messages to the candidates are to keep RNs working, invest in

protect quality patient care.

ONA News

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APRIL 2011 15

PreSident’S Letter to the editor PUBLiShed

The following is a letter to the editor by ONA President Linda Haslam-Stroud, which was published in the Waterloo Region Record on February 12, 2011.

It was fascinating to read that Canadian Blood Services (CBS) is “researching” the possibility of lifting the ban on blood donations by gay men. HIV/AIDS is a disease not limited in any way to the gay population.

Banning one segment of the population from donating blood does not preclude the need for stringent donor screening, some-thing registered nurses are extremely concerned with following Health Canada’s approval of a pilot project by CBS to replace regis-tered nurses with unregulated workers to screen donors.

Despite grave concerns raised by nursing organizations across Canada, registered nurses will be replaced by screeners with no medical background who have received training by CBS to deter-mine who can safely donate to our country’s blood supply.

As ONA and many other organizations have argued, RNs pos-sess the education, training and knowledge needed to screen do-nors for suitability – indeed, they often recognize health issues in prospective donors before the donors are even aware of them. In addition, RNs are highly regulated by professional colleges and ad-here to very strict confidentiality rules regarding patient informa-tion. The new donor screeners are unregulated.

Health Canada spokesman David Thomas says that no changes that increase risk will be approved – ONA believes Health Canada has already approved a change that flies in the face of everything the tainted blood scandal taught about keeping the blood supply safe through the strictest screening possible.

ONA Joins Working Families With a provincial election this fall, ONA has joined Working Fam-

ilies, a coalition created more than eight years ago by members

of the labour movement to make voters aware of policies that

threaten the well-being of working families across Ontario.

As part of the coalition’s campaign leading up to the elec-

tion, television ads are running throughout the province. The

first aired in early March to focus on introducing the values

behind Working Families (fair, hardworking, respectful and

tolerant), and the second serious of ads began running for

three weeks at press time. The coalition will continue to meet

to plan further election strategies. For more information, visit

www.workingfamilies.ca.

ONA’s plan for the fall provincial election also includes pro-

ducing pamphlets and buttons for our members, supporting

our Locals’ political action initiatives, and working with our al-

lies to distribute material that identify key health issues. Our key

messages to the candidates are to keep RNs working, invest in

a culture of safety, and invest in rebuilding public health – all to

protect quality patient care.

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APRIL 201116

Attendance management programs exist in

many ONA workplaces. Some programs are

specific and only address absenteeism. Others

are broad and tied to the administration of sick

pay and modified work programs. Although

attendance management programs are per-

missible in the workplace, arbitrators have

placed important limits on their operation.

prOTECTiNG YOUr riGHTSONA works diligently to protect members’

rights in the context of attendance pro-

grams. It is important to recognize that these

programs are employer-initiated and are not

negotiated through the collective bargain-

ing process. If a program violates your col-

lective agreement or the Human Rights Code,

ONA will challenge it through the grievance-

arbitration process.

Many attendance programs are premised

on employees maintaining attendance above

a certain average across an organization. If an

employee’s absence rises above the average,

then she or he moves to the next stage of the

program. It is ONA’s view that organization-

wide standards do not make sense, as some

employees experience higher absenteeism

due to the nature of their work (e.g. nurses in

NICU must excuse themselves from work even

for minor illness). ONA has challenged such

standards in the grievance-arbitration process

with success and will continue to do so.

SUCCESSFUllY CHallENGiNGprOGraMSIf an attendance program covers all absences

including illness, then discipline should not

be imposed as a sanction under the pro-

gram. ONA has successfully challenged pro-

grams that seek to impose discipline or other

penalties (e.g. transfer from full-time to part-

time status) for absences related to illness

Recent StudiesE Sexual taunts, death threats and the possibility of a patient

feigning illness to make a jailbreak attempt are very real daily

issues facing Canada’s jailhouse nurses, a landmark study says. The

study, by the University of Toronto’s Bloomberg Faculty of Nursing,

examined the roles of the 500 nurses who work in Ontario’s

provincial correctional system, caring for almost 9,000 people in 30

facilities, and found that nurses have less control over their practice

due to security issues. They also have less access to resources such

as supplies and experience higher levels of emotional abuse and

relationship strain. Despite slightly lower job satisfaction than

nurses in other sectors, the study also found that those working in

corrections reported a higher intent to stay in their jobs, which the

authors attribute to the fact the job is highly diverse and requires

nurses to draw on a wide range of their expertise.

E A Harvard University study of almost 400 health care workers and

their managers shows that inflexible managerial practices predict

with “startling accuracy” the likelihood of cardiovascular events.

Those supervised by inflexible managers were twice as likely to

accumulate multiple risk factors for heart attacks or strokes, and

the odds increased to six times the risk for those working directly

with patients, the study found.

E A new study of palliative and hospice care professionals, including

nurses, has discovered that their daily exposure to death is “largely

positive” and gives them a “unique opportunity to discover

meaning in life through the lessons of their patients.” The study,

published in the Canadian Medical Association Journal, said that

there are huge rewards in relieving suffering, whether it be of the

body or the mind.

E Canadians seeking surgical or other therapeutic treatment faced a

median wait time of 18.2 weeks in

2010, the first increase since 2007

and the second longest wait time

recorded, a new report from the

Fraser Institute indicates. “The fact

that Canadians are now waiting more

than 127 days for medically necessary treatment is alarming,” said

Mark Rovere, Fraser Institute associate director of health policy

research and co-author of the 20th annual edition of Waiting Your

Turn: Wait Times for Health Care in Canada.

News in BriefE ONA First Vice-President Vicki McKenna, members, Canadian

Federation of Nurses Unions’ representatives, nursing students and

staff were front and centre at a Canadian Medical Association

(CMA)/Maclean’s magazine panel presentation and open forum in

Toronto on March 1, 2011 on health care transformation in Canada.

Through the www.healthcaretransformation.ca national dialogue

website and a series of public townhall meetings across the

country, the CMA is asking the public three questions: should the

Canada Health Act be broadened to include pharmacare and long-

term care? what would you consider good value for health care?

and what do you think is the responsibility of Canadians for their

health?

E ONA has sent a letter of support to Wisconsin workers after Republicans in that State’s

Assembly and Senate passed a measure to

effectively strip collective bargaining rights

from most public workers. The

Republicans insist there is no choice

but to rein in public sector unions and

limit their bargaining rights to bring

state spending under control and begin whittling away at huge

deficits. But unions say conservative politicians are trying to

balance budgets on the backs of the middle class and are out to kill

the already struggling U.S. labour movement.

E A letter to the editor of the Montreal Gazette by the President of the

Canadian Nurses Association (CNA) says the nursing shortage is

extremely critical in Canada. Judith Shamian writes that if solutions

are not put in place now, Canada will be short almost 60,000 nurses

by 2022, and the shortage will grow almost fivefold over the next

15 years. CNA recommendations include increasing nurse

productivity by removing non-nursing tasks and providing

additional support staff; reducing nurse absenteeism by focusing

on the health of nurses; ensuring that workloads are manageable

and that nurse fatigue is addressed; and increasing enrolment in

nursing schools.

ONA has sent a letter of support to Wisconsin after Republicans in that State’s

Assembly and Senate passed a measure to

effectively strip collective bargaining rights

ONA News

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APRIL 2011 17

Attendance management programs exist in

many ONA workplaces. Some programs are

specific and only address absenteeism. Others

are broad and tied to the administration of sick

pay and modified work programs. Although

attendance management programs are per-

missible in the workplace, arbitrators have

placed important limits on their operation.

prOTECTiNG YOUr riGHTSONA works diligently to protect members’

rights in the context of attendance pro-

grams. It is important to recognize that these

programs are employer-initiated and are not

negotiated through the collective bargain-

ing process. If a program violates your col-

lective agreement or the Human Rights Code,

ONA will challenge it through the grievance-

arbitration process.

Many attendance programs are premised

on employees maintaining attendance above

a certain average across an organization. If an

employee’s absence rises above the average,

then she or he moves to the next stage of the

program. It is ONA’s view that organization-

wide standards do not make sense, as some

employees experience higher absenteeism

due to the nature of their work (e.g. nurses in

NICU must excuse themselves from work even

for minor illness). ONA has challenged such

standards in the grievance-arbitration process

with success and will continue to do so.

SUCCESSFUllY CHallENGiNGprOGraMSIf an attendance program covers all absences

including illness, then discipline should not

be imposed as a sanction under the pro-

gram. ONA has successfully challenged pro-

grams that seek to impose discipline or other

penalties (e.g. transfer from full-time to part-

time status) for absences related to illness

or disability. On the other hand, arbitrators

have ruled that letters that simply warn an

employee she or he has advanced to the next

step in the attendance program are not disci-

plinary in nature.

iMpOSiNG liMiTSArbitrators have imposed other important

limits on attendance programs. For example,

arbitrators have struck down programs that

require employees who advance through the

program to provide a doctor’s note to sup-

port all future sick time, including single-day

absences. Arbitrators have also struck down

programs that require more detailed medical

information; the collective agreement does

not contemplate such a requirement.

Arbitrators have also imposed limits on

when an employer can rely on an attendance

program to support termination. Most at-

tendance programs contemplate discharge

as the final step in the process. However, ar-

bitrators have ruled that employers can only

move to end the employment relationship

where absenteeism due to illness or disabil-

ity is excessive and there is no medical prog-

nosis for improved attendance in the future.

Please contact your Bargaining Unit leader so

we can represent you and uphold your col-

lective agreement rights.

aCCOMMODaTiNG MEMBErSAn employer must also prove that it has

taken appropriate steps to accommodate

the member in the workplace. For example,

if poor attendance is the result of substance

dependence (alcohol or drug related), an

employer must permit a member time off to

seek proper treatment as part of its duty to

accommodate (see pg. 21). To simply move

an employee through the various steps of an

attendance program without any consider-

ation for accommodation or future prognosis

is not grounds for discharge and should be

challenged through the grievance process.

ONA continues to challenge the use of at-

tendance programs in our workplaces. If your

employer introduces an attendance program

or makes amendments to an existing pro-

gram, contact your Bargaining Unit leader.

If a member has been adversely affected by

an attendance program, we will review your

case and file grievances where appropriate.

If you have any other questions regarding

attendance management programs in your

workplace, contact your ONA representative.

attendance Management programs: Know Your rights

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APRIL 201118

E The Ministry of Health and Long-Term Care has posted a notice on

the Regulatory Registry (www.ontariocanada.com/registry/home.jsp),

seeking public and stakeholder feedback on proposed amendments

to regulations relating to the practice of nurse practitioners (NP) in

Ontario. The Ministry is following through on commitments to re-

move restrictions on the practice of NPs in Ontario by seeking ap-

proval of regulation amendments that would: eliminate the require-

ment for a list of laboratory tests that NPs may order for patients;

enable NPs to order treatment and diagnostic procedures for hospi-

tal inpatients; and enable NPs to complete Medical Certificates of

Death in hospitals in accordance with the Vital Statistics Act and its

regulations. 

E In January, the Ontario government announced it would be con-

sulting on how to provide the best access to quality health care

services in rural and northern areas of the province. Ontarians were

invited to respond to recommendations made by the Rural and

Northern Health Care Panel through a variety of channels: online

at www.ontario.ca/ruralnorthernhealth, by phone and in-person at

roundtable discussions in 11 rural communities across the province.

At press time, ONA was working on a submission.

E Ontario’s Chief Medical Officer of Health Dr. Arlene King has released

her 2009 annual report in which she says the province needs a

comprehensive system-wide public health strategy that focuses on

prevention and health promotion. Dr. King said that prevention ef-

forts must be directed in five areas: reducing obesity and physical

inactivity; investing in healthy child development; preventing inju-

ries; reducing health inequities; and investing in the war on tobacco.

The report emphasizes the importance of broader determinants of

QUEEN’S pARk Update

health, including economic and social conditions, known to greatly

influence health. The report is a call to action for a system-wide ap-

proach to public health that encompasses all three levels of govern-

ment, the health, education, financial and social sectors, as well as

the people of Ontario. Dr. King will release her recommendations for

a comprehensive public health strategy later in 2011.

E The Minister Responsible for Seniors has released proposed regu-

lations for the Retirement Homes Act, 2010 for public review and

comment. The first phase of regulations covers matters such as the

scope of a retirement home, care and safety standards, licensing and

inspection. Future phases of regulations will be posted in the com-

ing months. ONA is reviewing the regulations, which are posted for

comment until April 8, 2011 at www.culture.gov.on.ca.

E On March 3, 2011, the Ontario government introduced Bill 160,Occupational Health and Safety Statute Law Amendment Act, 2011.

The proposed amendments are in response to the recommenda-

tions provided by the Expert Panel on Occupational Health and Safe-

ty that would, if passed: establish the Ministry of Labour as the lead

for accident prevention, transferring it from the Workplace Safety

and Insurance Board; appoint a new Chief Prevention Officer to co-

ordinate and align the prevention system; and create a new preven-

tion council, with representatives from labour, employers and safety

experts to advise the Chief Prevention Officer and the Minister. The

proposed amendments would give the Minister of Labour oversight

of the province’s health and safety associations. The Minister would

also oversee the education, training and promotion of workplace

health and safety. ONA is reviewing the bill and will monitor its leg-

islative progress.

OFl NewsE The Ontario Federation of Labour has acknowledged Internation-

al Women’s Day on March 8, 2011 by issuing a pin and a poster

depicting the many “hats” that women wear. Under the slogan,

Sisters Sharing Hope, Vision, Solidarity, the poster and pin mark the

day in which we celebrate women and reaffirm women’s rights to

full equality. “This is a project in which 14 of our largest affiliates

came together, and ONA has been such a supporter of these pins

and posters,” said Ontario Federation of Labour Secretary-Treasur-

er Marie Kelly. “Thank you so much for this and everything you do.

It’s truly an honour to be beside you in the labour movement.”

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APRIL 2011 19

OccUpATIONAl health and Safety

There is growing evidence that shift work

poses health and safety risks for workers, par-

ticularly females.

A recent University of British Columbia

study found Canadian shift workers are “al-

most twice as likely to be injured on the job

than those working regular day shifts.” The

researchers reported in the Scandinavian

Journal of Work, Environment and Health that,

“rotating and night shift workers appear to

have a higher risk of work injury, particularly

among women.”

This study is one of many building on the

evidence presented in April 2010 at a Toronto

scientific symposium co-hosted by the Insti-

tute for Work and Health (IWH) and the newly

minted Occupational Cancer Research Cen-

tre. Researchers from around the world pre-

sented the latest findings about, “The Health

Effects of Shift Work.”

WHaT THE rESEarCH TEllS USThose in attendance heard about studies

suggesting links between shift work and

elevated risks of gastrointestinal disorders,

mental health problems, sleep disturbance

issues and pre-term delivery during preg-

nancy.

Scientists at the symposium also up-

dated the audience on the growing body

of research about a suggested link between

long-term night shift work and elevated risk

of breast cancer and potentially elevated

risks of other cancers. Late in 2007, the World

Health Organization International Agency

for Research on Cancer (IARC) concluded

that, “shift work that involves circadian (24-

hour biological cycle) disruption is probably

carcinogenic to humans.” Shortly after the

IARC’s pronouncement, several claims from

long-term night workers, including nurses,

were accepted by the workers’ compensation

authority in Denmark. There was no clear

shift Work: What is it doing to our Health?

consensus among scientists at the Toronto

symposium about the validity of this unprec-

edented measure by the Danish authority.

WHaT ONa SaYSAt the time, ONA President Linda Haslam-

Stroud commented, “We commend IARC’s

action to designate night work as probably

carcinogenic to humans. We have particular

concerns given that the issue of understaffing

forces nurses to work longer hours, includ-

ing more night shifts. One of the hard lessons

that SARS taught us all is that when there is

evidence of occupational hazard, we must err

on the side of safety and not wait for scien-

tific certainty. The scientific community must

continue to research this important issue, but

we expect government and employers to take

steps now to protect night shift workers and

to remove barriers for compensation to our

members who have already fallen ill.”

Since then, further investigations have

been conducted, but researchers are still not

certain which biological mechanisms might

explain any association between light at

night and cancer risk. Key areas of focus for

continuing research include the suppression

of the normal night time production of mela-

tonin and the disruption of the circadian

gene function.

One Canadian jurisdiction long ago in-

serted provisions about shift work in its oc-

cupational health and safety legislation.

Included in Saskatchewan’s regulations is a

requirement that:

Where a worker works shifts…an

employer…in consultation with the

committee, shall:

(a) assess the risks to the worker’s health

and safety of the worker’s work;

and

(b) inform the worker of the nature and

extent of the risks mentioned in clause

(a) and the ways to eliminate or reduce

those risks.

WHaT ONa iS DOiNGGiven the prevalence of shift work and the

predominance of females among our mem-

bership, ONA continues to track the prog-

ress of the continuing research in this area.

As well, ONA is considering policy, legisla-

tive and collective bargaining options. Stay

tuned for further updates.

Dr. Cameron Mustard, President and Senior

Scientist at the IWH, has been invited to ONA’s

June Provincial Coordinators Meeting in Sud-

bury to update Local leaders on the latest de-

velopments in this important area of study.

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APRIL 201120

EDUcATION

Even seasoned Treasurers found they had

lots to learn to better assist their Locals and

members at ONA’s recent Local Coordinators/

Treasurers Conference, held at our provincial

office and the Delta Chelsea Hotel in down-

town Toronto.

In total, three days of education were of-

fered: The biennial New Local Coordinators

Workshop on January 24; the combined Local

Coordinators/Treasurers Day on January 25;

and the annual Treasurers Workshop on Janu-

ary 26-27.

Eighteen Local Coordinators who have

commenced duties since June 2009 spent

their day outlining our structure, exploring

ONA’s Constitution and reviewing our various

communication templates. The combined

Local Coordinators/Treasurers Day covered

items such as using a budget template and

developing a planning line. The Treasurers

Workshop, designed to equip the 56 Treasur-

ers in attendance with the skills and capacity

to meet their accountabilities, included up-

dates to software programs, a review of com-

puter skills, and a series of breakout sessions

called “Tips Tables,” which cover a variety of

topics and have proven very popular in the

past.

Evaluations were very high, with 96 per

cent finding the New Local Coordinators

Workshop extremely effective, 91 per cent

stating the combined day was very worth-

while; and 90 per cent claiming the same

about the Treasurers Workshop. Comments

included, “Workshop was absolutely informa-

tive” and “I have been a Treasurer for several

years and still learned new information!”

hUMAN RIghTS and Equity

The following are excerpts from ONA’s “Guide-

line to Representing Members with Substance

Dependence.” We also offer ONA representatives

and front-line members a one-day workshop

called “Supporting Members with Addictions.”

Substance dependence is a serious disease,

and use alcohol and/or drugs. The disease is

characterized by a progressive pattern of us-

age that, if untreated, is ultimately fatal.

Substance dependence can result in

behaviours that lead to disciplinary conse-

quences, such as theft of narcotics. Individu-

als will engage in theft to satisfy the need for

large dosages and/or frequent usage and to

avoid the effects of withdrawal. Allegations

of theft are often accompanied by other al-

legations of professional misconduct, such

as improper charting, diversion of narcotics

Human rights tribunals and labour arbi-

(alcohol and/or drug addiction) as a disabil-

ity protected under the Human Rights Code.

-

appropriate response for misconduct related

discrimination contrary to the Code.

Typically, ONA plays a very active role in

ensuring our members are properly accom-

modated through representation at return to

process. A member with substance depen-

dence has a corresponding duty to cooperate

in the accommodation process. Substance

dependence is an illness that entitles a mem-

Dealing with Substance Dependence: ONa Can Help

local Coordinators / treasurers Conference “absolutely informative!”

Have you signed up for elearning yet?Would you like to receive free ONa education from the comfort of your own

home? Go to our website at www.ona.org (click on “Education” and then “elearning”) for more information. it’s quick and easy to sign up and we’re

confident you’ll be happy you did!

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APRIL 2011 21

hUMAN RIghTS and Equity

The following are excerpts from ONA’s “Guide-

line to Representing Members with Substance

Dependence.” We also offer ONA representatives

and front-line members a one-day workshop

called “Supporting Members with Addictions.”

Substance dependence is a serious disease,

which involves the compulsion to procure

and use alcohol and/or drugs. The disease is

characterized by a progressive pattern of us-

age that, if untreated, is ultimately fatal.

Substance dependence can result in

behaviours that lead to disciplinary conse-

quences, such as theft of narcotics. Individu-

als will engage in theft to satisfy the need for

large dosages and/or frequent usage and to

avoid the effects of withdrawal. Allegations

of theft are often accompanied by other al-

legations of professional misconduct, such

as improper charting, diversion of narcotics

from patients, or practicing while impaired.

Human rights tribunals and labour arbi-

trators do recognize substance dependence

(alcohol and/or drug addiction) as a disabil-

ity protected under the Human Rights Code.

This means the employer and union have a

joint duty to accommodate employees suf-

fering from substance dependence in the

workplace. Discipline or discharge is not the

appropriate response for misconduct related

to substance dependence and constitutes

discrimination contrary to the Code.

Typically, ONA plays a very active role in

ensuring our members are properly accom-

modated through representation at return to

work meetings and the grievance-arbitration

process. A member with substance depen-

dence has a corresponding duty to cooperate

in the accommodation process. Substance

dependence is an illness that entitles a mem-

ber to sick leave with short-term disability

and/or long-term disability benefits while

completing a treatment program. But first,

the member must get to the point where she

or he accepts that treatment is needed.

Denial is a central feature of the disease.

Individuals will deny that they have engaged

in compulsive behaviour and that they have

a problem with alcohol and/or drugs, both to

others and to themselves. It is important to

understand the powerful role denial plays in

the disease and that individuals may not be

in a position to accept that they are suffering

from substance dependence until they begin

a treatment program.

Feelings of shame and embarrassment

can also immobilize individuals from seeking

the help they need and from discussing their

situation with others, including their ONA

representatives. But we are here to help. It is

not our role to judge members who engage

in theft or other inappropriate conduct re-

lated to their disease. Our role is to represent

members in the context of a disability.

It’s also important to know that substance

dependence can be arrested through treat-

ment followed by an active lifelong recovery

program. A member is likely to be successful

at a grievance arbitration and/or regulatory

College hearing if she or he can demonstrate

she or he has undergone residential and

comprehensive aftercare treatment. Most

ONA members return to work and have suc-

cessful, long-term nursing careers.

The above is intended to provide a high-

level overview of dealing with substance de-

pendence issues only. For more specific infor-

mation and guidance, please speak to your

unit representative.

Dealing with Substance Dependence: ONa Can Help

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APRIL 201122

The following is a sampling of recent key awards and/or decisions in one or more of the following areas: rights arbitration, interest arbitration, Workplace Safety and Insurance Board (WSIB), Long-Term Disability (LTD) and Ontario Labour Relations Board.

AwARDS AND DEcISIONS: The work of our Union!

Rightsoffer of modified work does not excuse hospital from paying short-term sick payONa & a participating Hospital

(K. Swan, February 23, 2011)

The grievor suffered from severe colitis and

experienced a flare up that put her off work

for six weeks. Over this period, she saw both

her family doctor and a specialist. Both physi-

cians recommended that she remain off work.

The hospital denied sick pay on the basis

that modified work was offered in the form

of sedentary work consisting of assessing pa-

tient files and entering statistical information

into a computer. The hospital argued that

with these modified duties, the grievor could

have taken as many breaks as necessary to

accommodate her condition.

The grievor reviewed the offer with her

physicians and both recommended she remain

off work. In both cases, the medical opinion

was based largely on the grievor’s own view of

whether she could return to modified duties.

The arbitrator ordered the hospital to

pay sick pay in the circumstances, ruling that

there was sufficient evidence to show that

the grievor was ill and that modified duties

were inappropriate and, in fact, counterpro-

ductive to her recovery given the nature of

her illness. The arbitrator ruled that there was

nothing improper with the physicians basing

their assessments on the grievor’s personal

view of whether she could return to work.

This case is an important win for ONA,

as employers are increasingly trying to push

return to work programs on members who

should be home recovering and receiving

sick pay for their time absent.

wSIbEmployer’s actions significant contributing factor to worker’s mental stressEast Hospital

(November 30, 2010)

ONA rarely needs to appear at the Work-

place Safety and Insurance Appeals Tribunal

(WSIAT), the highest level of appeal for work-

ers’ compensation denials, but in this impor-

tant case, the WSIAT held three days of hear-

ings, ending on April 7, 2010.

For approximately 10 years, the claimant,

an expert Dialysis/Nephrology nurse, was the

subject of personal abuse and harassment by

a clinic doctor. The employer was aware of the

abuse but did nothing about it. The worker

loved her job and tried to cope.

After the hospital was restructured and the

clinic moved, the harassment escalated to the

point that two colleagues, including the team

leader, spoke directly to the unit manager. Still

nothing was done. In later statements, the

manager maintained that she asked the work-

er how she could help and the worker insisted

she not interfere. There is evidence, however,

that the manager’s intervention consisted of

confronting the worker in a very public area

and condescendingly “patting her on the back.”

On a particular day in 2002, the doctor re-

peatedly interrupted the nurse while she was

performing her patient assessments and final-

ly “shooed” her (literally) out the door. The ex-

tremely upset worker complained to the team

manager who again spoke to the unit manag-

er. The unit manager’s response was another

confrontation with the worker in a public area

where she was informed that they were chang-

ing clinic practices and schedules, the result of

which would effectively demote the worker.

The worker left work that day and has not

returned. She filed a formal harassment com-

plaint against the hospital, the manager and

the doctor. The following day, her doctor pro-

vided a note (followed by two more) regard-

ing her absence due to mental stress. In re-

sponse, the hospital warned the nurse about

being absent without leave and refused to

pay sick time. The worker complied with the

harassment complaint process, but the em-

ployer only investigated her complaint two

years later after she grieved the sick leave

and subsequent long-term disability denials.

WSIB denied the worker’s claim for com-

pensation on the basis that her case did not

meet the criteria of the WSIB’s Traumatic Men-

tal Stress Policy. ONA made a detailed writ-

ten submission to the Board, including the

argument that the current compensation law

about mental stress is unconstitutional.

In its 24-page decision, the Tribunal panel

agreed with ONA’s position on all key fac-

tors: that workers of average mental stability

would perceive the workplace events to be

mentally stressful; such workers would be

at risk of suffering a disabling mental reac-

tion to such perceptions; and the workplace

events made a significant contribution to the

worker’s psychological disability.

Importance to ONA – and beyond: The deci-

sion legitimizes all of the claimant’s main com-

plaints. For example, the panel specifically de-

fined the employer’s actions – including those

of the manager – as a significant contributing

factor to the worker’s mental stress condition.

The following is a sampling of recent key awards and/or decisions in one or more of the following areas: rights arbitration, interest arbitration, Workplace Safety and Insurance Board (WSIB), Long-

ork of our Union!

b

that the manager’s intervention consisted of

confronting the worker in a very public area

and condescendingly “patting her on the back.”

peatedly interrupted the nurse while she was

performing her patient assessments and final

ly “shooed” her (literally) out the door. The ex

tremely upset worker complained to the team

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APRIL 2011 23

The law currently only allows claims for mental

stress when the worker suffers an “acute reaction

to an unexpected and traumatic event.” This nurse’s

claim met all the criteria of a work-related accident

(gradual disablement), and the panel concluded

her claim for mental stress “would succeed, but for

subsection 13(4) and (5) of the Workplace Safety

and Insurance Act.” The WSIAT, therefore, denied

the claim but wrote, “the worker may pursue the

challenges raised pursuant to the Charter and the

Human Rights Code.” ONA plans to pursue Charter

arguments before the panel to have the current

law declared unconstitutional, such as has oc-

curred with similar legislation in other provinces.

lTDrequesting a file review by a specialist pays offHospital

(December 23, 2010)

A member received long-term disability benefits

for his “own occupation” phase. The insurer sent

the worker for a Psycho-Vocational assessment,

and the results indicated high average intellectu-

al functioning and an excellent learning poten-

tial. This was countered with disturbing findings

for personality and emotional functioning. The

carrier rejected portions of the report that sup-

ported ongoing disability and focused on the

high cognitive test scores.

When the carrier was asked for the member’s

file, it did not include this report, and it would

not provide it when specifically requested. The

ONA Labour Relations Officer (LRO) had to ob-

tain a copy from the member’s psychiatrist.

The member’s treating psychiatrist, physician

and psychotherapist were concerned about sui-

cidal ideation and a lack of impulse control. They

also indicated he could not work with others.

In the appeal, the LRO specifically asked that

medical reports be reviewed by a psychiatric

specialist. The result was a complete reversal of

the carrier’s position. Benefits were reinstated in

full, retroactive to their termination.

Three similar cases have been won using the

same tactic of requesting review of the claim by

an appropriate specialist.

JI_ONA_June10_FINAL.eps 1 11/06/10 3:55 PM

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ONTariO NUrSES’ aSSOCiaTiON

85 Grenville St., Ste. 400

Toronto ON M5S 3A2

In 2003, a Health Accord was signed by the federal government and

provincial and territorial governments of Canada. The Accord includ-

ed large heath care funding increases by the federal government,

following a decade of major cutbacks in the 1990s. Initially, part of

the discussions leading to the Accord were a national home care and

prescription drug plan. These innovative ideas were left out, however,

as the Liberal government of the time tried to create consensus be-

tween provincial and territorial governments to complete the Accord

in time for federal elections.

Though tagged to “heal health care for a generation,” the Accord

did not provide a framework for accountability around how federal

health funds transferred to the provinces/territories were to be spent.

This was contrary to a major suggestion of the 2002 Report of the Roy-

al Commission on the Future of Health Care, led by Roy Romanow. The

Romanow Report suggested that the federal government “buy trans-

formative change” by attaching strings to federal health fund trans-

fers. These strings would assure that provincial and territorial spend-

ing of the funds would be in accordance with the Canada Health Act.

Predictably, by 2007, Health Canada reported that it did not have

the information it required to judge whether provinces and territories

were following the Canada Health Act. Of course some of the major

contraventions have been allowing for-profit delivery of medically

necessary services and extra-billing on publically covered health ser-

vices.

The Health Accord will be renegotiated in 2014. Various parties,

including provincial governments, are formulating ideas around what

should be included this time around. Rather than allowing a demo-

cratic review of the Health Accord through Parliament to take place

prior to 2014, the federal government has given a mandate to the

Senate to conduct a review. This follows a 2008 Senate review, also

requested by the federal government.

In its 2008 submission to the Senate review, the Canadian Federa-

tion of Nurses Unions, of which ONA is an affiliate, called for a pan-

Canadian health labour force development strategy and inclusion of

healthy workplace initiatives in the 2014 Health Accord. ONA is also

formulating ideas about what should be included. Stay tuned…

ThE lAST word

al Commission on the Future of Health Care, led by Roy Romanow. The

Romanow Report suggested that the federal government “buy trans-

The Canada Health accord: What it is and Why You Should Care

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