In honour of those injured or lost

UNA Local 115 stands honours to those that have been injured or lost in the workplace.

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2023 Newsletter (PDF)

Member Spotlight: Jennifer Evangelista

By Kevin Champagne - Local 115 President United Nurses of Alberta.

Written March 2020

When did you become a nurse and where did you get to go to university?

I obtained my degree at the University of Calgary, and I was in the last conjoint program offered between the then Mount Royal College and the University of Calgary. Students were given the option on where they wanted to complete the final two years of the degree program. I chose to spend my remaining years in Calgary completing the program at the U of C, it was closer to home.

What made you decide to join the profession of Nursing?

My mom (Judi Curran) is a Registered Nurse (RN). I grew up watching her as she would leave for work and then return, always so exuberant and excited to be part of such a noble profession. The opportunity to witness her career progression was my inspiration. I was there to see her start as a student nurse. I was a part of her journey as she excelled in the various areas she was entrusted to work. I was always excited to hear her stories about what she accomplished during her shift and the positive impact it had on her patients. As I got older, mom’s stories about work and her amazing colleagues inspired me. I wanted to find out in what direction nursing would take me. I now get to help people in times of personal crisis and as I reflect on the lesson’s mom taught me, I know I am making a positive impact on my patients too.

Where did your mom go to school?

My mom is a Holy Cross Grad. The Holy Cross is where she did most of her training and years working. When the decision was made to close the Holy Cross, mom went to work at the Rocky View General Hospital and began working in their Day Surgery unit. Mom has since retired and finished her career working at Health Link.

Tell us a bit about your family?

I have been married for 10 years. I have two children; my daughter is 9 and my son is closing in on eight. I try not to bring work home all the time. Working at the Foothills Medical Center Emergency department means I don’t always have positive stories that I can share with small children. I do share my passion for nursing with them, and they are super curious. They have learnt that mom can’t share all the details with them. My daughter wants to follow me and become a nurse, and my son wants to become a police officer. My kids are always immensely proud and quick to share with their friends that I am a nurse.

Is the profession of nursing worth fighting for? How are the current systemic changes impacting your view on nursing?

I have a positive view of nursing and still passionately advocate for people to join the profession. What I would say to people struggling with the decision to join nursing is to remind them of the good we do, the positive we bring into the lives of patients we interact daily with. This is a career that allows you to travel the world and has so many exciting areas to be employed. The only limitation on what nursing can do for you is how you approach it.

Can you walk us through your personal journey in nursing to date?

In my fourth year of nursing school, I knew my passion was to work in an emergency department. I knew this field of nursing is where I needed to be. I did not get a practicum placement in an emergency department which was hard at first. I took the placement in the CVICU and Trauma unit as an opportunity to better myself and saw it as an opportunity to hone my skills to be ready to enter the world of emergency nursing. I also sought additional education opportunities at this time, completing my advanced critical care nursing diploma. My practicum placement helped me secure a graduate nurse position on the trauma unit where I was eventually hired as a RN. I didn’t let my dream go and applied for a position in the emergency department a little less than a year into my employment. I was so excited to be given the opportunity to take a position in the ER, my dreams were starting to take shape.

Things are never textbook when you work in an emergency unit and having the experience of working in all areas of the department has allowed me to face new challenges head on. During my time in the department, I completed the STARS academy and was faced with the tough choice to move to Grande Prairie to fly with STARS. I opted to stay, and I have never looked back, for the last 9 years I have been blessed to be one of the educators in the department.

Can you tell our readers about the Emergency department’s physical layout?

Our department has changed quite a bit over the years in terms of our capacity and footprint. We have an exceptionally large footprint currently. There are a total of seventy-nine beds and three trauma bays. We used to have 4 but with COVID we have taken a trauma bay space to allow an area for COVID precautions.

On average the department sees between 220 and 250 patients in a 24-hour period. With a close to 30 percent admission rate going into the department that leaves 70 % being turned over to community support and services.

The department is a level 1 trauma centre, the stroke centre for Southern Alberta, Cardiac Cath Lab centre and we have don’t turn any age groups away. Many people don’t know that we provide services to all ages. The scope of what we offer ensures we see a wide variety of illness presentations, and support Albertans when they are at their worst. We do what it takes to make them feel safe and well cared for.

How has the global pandemic impacted the department?

We are fortunate to have great leadership associated with our department. When the world was learning about global risk the department didn’t sit ideally. We started preparation and planning in early February. As a team we wanted to be ahead and prepared, it wasn’t an option to be playing catch up and chasing our tails.

Since the beginning of March masking for all patients, visitors and staff was implemented. Screening protocols have been put in place and the flow of patients presenting with COVID like symptoms is controlled in the department.

At this point all staff are well prepared. They have been receptive to the measures put in place and have expressed gratitude that the planning started so early. As a department we all should be proud of how we aim to protect each other and the patients we are trusted to care for.

What has been your biggest challenge as an RN?

Outside of COVID, protecting ourselves from workplace violence is the biggest challenge to any ER department. When patients come into the department in crisis they can be irrationally stressed and their responses to additional stimuli can result in patients acting out aggressively. I do find workplace violence increasing. I believe for the longest time nurses accepted this as a normal part of the job. This is not a part of the job anyone must accept and work together so we can change the workplace culture. AHS has great resources to support workers, and I encourage everyone to file MSN reports when experiencing violence. Violence doesn’t need to be a daily occurrence; we can learn to protect ourselves.

What is the best part of being an emergency room nurse?

The people we care for and my colleagues. I enjoy the support shared amongst all disciplines within the department. We all share the same drive and have similar thoughts on work ethic.

What do you do for fun?

I volunteer for the Calgary Stampede, and I am the chair for the parade committee. I also love getting outside with my kids and enjoy splashing around the water in Windermere.

Do you have a favorite book or movie?

Everything in my life right now revolves around my kids, but I do love watching cooking shows. I think I would be an amazing judge on a baking competition, I have such a sweet tooth.

What does being a part of a union mean to you?

I have reflected on this a lot and knowing that we have a collective voice to ensure our work environment is safe gives me comfort. The union is the voice of the nurses that keeps staffing levels safe and allows us to provide the care we are trained to deliver.

Take care of your mental health

“I can’t change the direction of the wind, but I can adjust my sails to always reach my destination” (Jimmy Dean 1987.)

Please note that this article is not meant to take the place of professional support and you must seek help if you need it. There is information regarding where you can access help at the end of this article.

Registered Nurses (and healthcare workers in general) are notoriously bad at looking after themselves, preferring to put others first. Often that ends up costing them far too much, especially when it comes to their mental health. So, this article is about you, what you can do to try and help yourself, and to urge you to seek help if you need it.

Did you know that, according to the World Health Organization(WHO), mental illness is the leading cause of disability worldwide? In Canada alone it affects more than 6.7 million people. A stunning statistic shows that one in two Canadians will have (or have had) a mental illness by the time they reach 40 years of age. (cited Mental Health 101 | CAMH .) The Canadian Mental Health Association states that in any year one in five people in Canada will have a mental health illness or problem and that disability leave costs about double the amount for physical illnesses.

According to WHO, mental health is” the foundation for the well-being and effective functioning of individuals. It is more than the absence of a mental disorder; it is the ability to think, learn, and understand one's emotions and the reactions of others. Mental health is a state of balance, both within and with the environment. “

For good mental health a person needs to have bothpsychological and emotional well-being. Having that balance is vital for good overall health. Poor mental health is known to precipitate physical illness in some people.

How one perceives and deals with mental health issues variestremendously from person to person. However, there are some common threads (and tools to help) that can be discussed in general terms.

The Government of Canada lists six common factors that are necessary for mental well-being. These are namely, enjoying life, strong relationships, a sense of purpose, connection to others, a good sense of self, coping with stress. How do you fare on these?

We know that dealing with wave after wave of the Covid pandemic has been highly detrimental to the psychological and mental health of RNs in Alberta. The number of nurses expressing intentions to quit has reached as high as 50% according to a recent study from McGill University ( 0White paper (English)_Mi4 project_20201209 (mcgill.ca).) This study also found that maintaining good mental health is key to good performance and that stressors to this must be addressed. 

What can you do?

One of the most important ways that you can help your mental health is by building resilience. Resilience is defined as your capacity to manage and withstand stress. It is how you are personally able to adapt to change and utilize self-care. A resilient person will have more confidence, optimism, patience, and self-awareness. They will also have relationships to others that are more appreciative, helpful, collaborative, and empathetic.

Having many risk factors in our place of work makes this particularly hard for RNs. We are often hyper-connected to our work, with an impossibly high level of demand, difficult schedules, increased requests (or mandated) overtime and an unmanageable work-life balance.

Here is how you can try and help build yours, and your co-workers, resilience:

• Be supportive of each other. If you have any concerns for yourself, or a co-worker, be pro-active in helping yourself or them. It is also important to have a supportive network outside of work, be it family, friends, or other groups.

• A culture of fairness, honesty and trust on a unit makes it a much nicer environment to work in and that is much better for the well-being of those working there.

• Be respectful to each other. Treating your team with civility, consideration and respect is so important. It fosters good relationships with your colleagues and cements psychological supports.

• Encourage each other. Give positive feedback, remind each other of the good things that happened, or the good responses you had to situations that arose on a shift.

• Learn to say no. If you really cannot manage that extra shift,then say so. If you already have too much to do don’t take on even more. It is hard when overtime is being mandatedin some places but talk to your union if you are mentally (and physically) exhausted, file an OHS concern, add in a PRC if patients are being put at risk. A work-life balance is essential to good mental health. This cannot be stressed enough.

• Acknowledge good work, both to yourself and to others.

• Appreciate each other. Every member of a team will have their strengths and weaknesses try and build on the strengths. Find out how to best make your team work well by using each other’s strengths, instead of focusing on the weaknesses.

• Be mindful if a colleague is not coping with their workload. See if you can help, or whether the work can be more evenly divided up. If you are not coping, then speak up.

• Try and create an environment on your unit where it is fine to ask questions, seek feedback, or propose a new idea without the fear of negative consequences.

Of course, there are many issues that fall on management’s shoulders but if you do your best to help build a resilient team,approaching management becomes an easier task. The old adageof strength in numbers truly applies. A workplace where staff feel able to have a say and illicit needed change is also one that is good for the mental health of those working there.

Taking care of your mental health:

On a personal level there are also things we can do to help ourselves.

• Take a break from social media and the news. Of course it is important to stay informed, but it is equally important for that not to be constant.

• Use the techniques of mindfulness that work for you, such as meditation, going for a walk, spending time with your pet, writing things down (journaling) and so on. There are many on-line resources for this, or you can ask your family Doctor or a counsellor for information.

• Try to eat healthy meals and exercise regularly. With crazyshifts that is not always easy but do your best.

• Focus on the positive things in your life and try not to dwell on the negative things too much.

• Be kind to yourself and to others and don’t compare yourself to anyone else. We all have different abilities to cope with what we are dealing with.

• It is okay to not be okay. Ask for help.

The importance of listening and language

When someone you know is struggling with their mental health it can be hard to understand what is going on. There is often the temptation to say things like “don’t worry,” “don’t be sad,” and such. Even though your intentions are good it may make that person think that you are minimizing what they are feeling.

A much better way of responding is to rephrase what they said, restating it using your own words. This can be a useful tool that makes a person feel heard, validates their concerns, and lets them know that someone is truly listening to them. For example, maybe your colleague comes to you stating that they can’t seem to get their work done in time and they’re feeling overwhelmed. You can rephrase their own words by saying “it sounds like you have a heavy workload today and that’s overwhelming.”  That opens the conversation up and also shows that you have heard their concern.

Listening is a skill that we are never really taught but it can easily be learned. Being listened to is very important for a person’s mental health and being a good listener can also come with the added benefit to yourself of making you more empathetic and attentive. Being a good listener involves the following:

• Find a quiet place to talk.

• Remove distractions, such as ear buds, cell phones, the TV etc. You need to show you are there for the person who is talking to you.

• Maintain eye contact

• Make it known that you are listening by restating that you are there for that person.

• Avoid the temptation to relate their problem to you. If you’re talking more than they are then you’re not listening.

• Remember that you are not there to fix the problem but to listen to the person, be present and to understand. The power of just listening should not be underestimated.

• Beware of comments that might undercut the person. Phrases such as “you can do it, you’re strong,” or “things are worse elsewhere.” Whilst well-meaning, are not helpful.

Becoming a good and empathetic listener requires practice but it is worth taking the time to do so, both for you and others.

Compassion fatigue:

Whilst paying attention to listening and empathy it is important to note that one of the major issues faced by nurses, especially now, is compassion fatigue. We all know that there is nothing better than being able to talk to someone about your day when that person can listen, understand, and relate to you. However, with that empathy there can be a downside too, and that is where we run into compassion fatigue.

When we spend so much of our time and energy trying to listen and support others, we become exhausted ourselves. If you spend most of your time thinking about the needs and well-being of others, you can easily forget about yourself. When that happens compassion fatigue tends to set in. It is sometimes termed vicarious, or secondary trauma and it makes it harder for those affected to carry out their duties or care for their patients.

To avoid compassion fatigue, it is important to:

• Not lose sight of your own experiences when listening to others.

• Set boundaries with people. It’s okay to offer to helpsomeone find other resources for their needs than you.

• Identify your own support needs and use them.

• Recharge your own batteries. Take a vacation, spend time alone on a walk, whatever you like to do best to relax, put it on your calendar and make the time to do it.

Burnout:

Burnout is defined as emotional exhaustion, depersonalization,and reduced accomplishment. It is classified as a psychological syndrome. Whilst there are many studies that show that nurses were already experiencing burnout even before the pandemic, covid 19 and its stresses on them have intensified those feelings.Burnout is becoming a very serious issue among RNs.

The common symptoms of burnout are:

• Feeling hopeless or helpless.

• Pessimism or anger about your work or colleagues.

• Fatigue, headaches, stomach issues, insomnia, procrastination

• Changes in appetite

• Lack of motivation.

• Frequent sick calls or coming late/leaving early.

• Self-medication (drugs or alcohol.)

• Becoming withdrawn or detached from others.

• Relationship problems (spouse, children, friends.)

Burnout isn’t just about hating your job, it’s a response to increased stress and fatigue. There are many causes of burnout, some examples are lack of support, compassion fatigue, excessive workload or shifts and personal stress. The best remedy for burnout is self-care. That means setting good boundaries that allow for your physical and mental well-being. These include:

• Setting hard limits on anything work-related when you are at home.

• Managing your shifts appropriately and not picking up too many extra ones.

• Prioritizing sleep when you are exhausted.

• Building healthy relationships with the rest of your team.

• Avoiding work when you’re too tired.

• Seeking professional help to manage mental health concerns, make use of AHS programs and other resources(see below.)

• Setting healthy boundaries within the therapeutic relationship.

The pandemic has certainly increased the level of nurse burnout. Whilst it may be normal to experience short periods of high stress on a unit, it should not be constant. Of course, patient care is very important but so is your working environment and your mental health. Bottom line is that your work should not be making you ill.

Resources:

AHS has free counselling and help for staff. The informationcan be accessed through Insight, via HR, in the health and wellness section. You can also call 811 to get information.

24-hour Calgary distress centre: 403-266- 4357

Mental health helpline: 1-877-303-2642

Addiction helpline: 1-866-332-2322.

Your family Doctor may have a counsellor, psychologist or psychiatrist that works with them. If not they may have information or recommendations.

There are also many online resources too, some examples are below but please note UNA does not endorse any site, they are for information purposes only.

Mental Health 101 | CAMH :

Mental Health Learning Series - CSPS (csps-efpc.gc.ca)

Canadian Mental Health Association / CMHA Calgary

Home - CMHA National

Please take care of yourselves and if you need help, please ask for it. There is no need to feel ashamed about having a mental health illness, these are unprecedented times and too many of you have, for too long, been asked for far more than you can give.

A reminder that the UNA is also here for you, so please don’t hesitate to contact us. You can call us on (403) 670-9960, email us at LOCAL115EXEC@UNA.AB.CA or fill in an online OHS file. Your health matters to us.

By Rebecca Brown, on behalf of UNA Local 115 Communications Committee

Bibliography:

Mental health issues in Canada - Statistics & Facts | Statista

Mental Health Learning Series - CSPS (csps-efpc.gc.ca)

Home - CMHA National

Workplace Mental Health - Mental Health Commission of Canada :

Avoiding Burnout As A Nurse: Mental Health Among Canada’s Nurses (wellbeingscounselling.ca)

Paraphrasing in mental health – Beyond My Label

Psychology Reveals 10 Mindfulness Techniques Most People Forget (powerofpositivity.com)

Mental health (who.int)

The Art of Union Busting

What does the term union busting mean?

Union-busting refers to any action taken that is designed to prevent employees from exercising their right to organize. Normally this is done by the management of an individual company, who are trying to stop their workers from unionizing (for example,Amazon is well-known to be involved in this effort) but In Alberta the UCP itself has been engaged in the biggest attempt by any government to date to bust unions. In this article I hope to help us all gain a better understanding of what union busting is and what it means to us, and our union. 

In Canada (and the world) unions have continuously fought for safe and fair workplaces. Over time they have made a huge difference in improving workers’ rights. Sadly, over the last few years these rights, and the unions that have helped create them, have been under attack by many governments and workplaces around the world, especially here in Alberta.

On July 7th, 2020, the UCP passed Bill 32. Although it was termed the “Restoring Balance in Alberta’s Workplaces Act” it is far from balanced; instead, it tips the scale heavily in favour of the employer. It is the epitome of what union busting is all about on a grand scale, forming a direct attack on unions in Alberta. It should be noted that union busting isn’t the only serious concern with this bill, but those other issues are not the purpose of this article. Bill 32, in conjunction with other bills (namely 1, 9, 21, 47 and 81) in pushing forward the ideology of a government intent on curtailing, and ultimately busting, the power of unions.

Why does it matter?

When the bargaining power of workers is weakened (which bill 32 achieves byeffectively tying the hands of the unions and its workers) the government hopes that workers will be so weak they will just have to accept whatever offer is made to them, even if (as it usually is) that offer is totally unfair. Union busting is a good way for them to achieve this aim.

It is no secret that the UCP is mostly funded by big industry and corporations, who donate large amounts to the party. These companies won’t have the same restrictions placed on their freedom of expression, or ability to lobby, as the unions have under bill 32, and the rest. The net effect will be to raise the corporate voice whilst drowning out that of the worker.

Why don’t they like Unions?

Unions in Alberta have been at the forefront of the fight against the multitude of cuts implemented by the UCP, especially those imposed on our public services. Unions havealso been involved in the campaigns for affordable childcare, pharmacare,diversification and many other issues that go against the ideology of the current government. It is no wonder they would dearly like to see an end to this collective voice.

Ultimately this government fears the power that working people have when they can voice their concerns collectively and act together. Unions are the main counterbalance to corporate power and this government wants to shut that down because they favour their biggest contributors more than the actual workers in Alberta. They are also active proponents of privatization, something the unions have always been wholly and fully against.

The union is not like a big corporation, and that is a good thing. the decision-makers in a union are the members themselves.  These decisions are made collectively, through a democratic vote. It should also be noted that achievements made by one union can impact many different workplaces. Union solidarity is a powerful weapon in the fight for both economic and social justice. That is why so many right-wing governments’ want to end them because they put businesses and dollar signs before people. What they fail to appreciate is that the economy will actually thrive with a healthy and happier workforce and for that, it is clear throughout history, we need our unions.

We only need to look at recent bargaining to see why the government would want to end the ability for large scale collective bargaining. Recent examples from both the private sector (for example Carghill), and public sector (for example our own recent UNA bargaining) show the power of a collective, unionized workforce. Whilst we can all accept our result wasn’t perfect, compared to what the government and employer had been wanting it was a huge win. Without the union your wages and working conditions would have been rolled back a long way and you would not have had a big enough voice to prevent it. That is the aim of union busting, silencing your voice.

How are they trying to achieve union busting?

Initially (and continually) this government engages in direct attacks on unions, or union services, in the mainstream media and on social media. These attacks are based wholly on their ideology, without any actual evidence or logical arguments to support them. Albertans have become used to a “union bad’ mentality over the decades, so the UCP and companies already had a softer target.

They try to paint unions as anti-Albertan by statements such as this, from Jason Copping in July 2020, when he was Minister of Labour: “It is unacceptable that unions are campaigning against Alberta’s key sectors that employ the workers they are supposed to represent.” (cited UCP Reducing Rights of Unions | Canadian Union of Public Employees (cupe.ca)) This statement has zero base in any facts but that doesn’t matter when the goal is to depict unions as bad, in order to make people not want to join them or form them. It is also highly doubtful that he’s changed his mind now that he is minster of health.

Bill 32 aims to cut the amount of money that a union gets by mandating that, whilst dues can still be collected for what the UCP terms “core union activities,” employees can choose to opt-in if they want to pay dues toward “political parties or causes.” Exactly what that means, or how it will be interpreted and implemented, is truly unknown at the time of writing. However, the aim of reducing the money being collected is clear.

Whilst the unions are required to get permission from each member before using their funds for purposes that the government deems “political” (noting that unions already have a good system of democratically made decision-making) corporations, who are by their very nature way more secretive, are allowed huge levels of political spending and lobbying without having to get any permission from their shareholders to do so. That is the glaring imbalance entrenched bill 32, which is blatantly aimed at union busting. Without money the union will lose its power and, ultimately its voice.

The UCP are also employing another well-known union busting tactic by pretending that they are defending workers’ rights in Alberta. They cast doubt that belonging to a union is necessary. They make statements to the effect that federal and provincial labour laws already exist to protect workers’ rights, or that belonging to a union limits an employer’s ability to offer better pay and conditions. None of which stands up to scrutiny, in fact it is absolutely proven to be the opposite. Unions have consistently ensured better pay, workers’ rights and working conditions. In other words, you can’t afford not to have a union.

Another common tactic is sowing the seeds of division in the work force. By pitting those with more money against those with less, and insinuating that unions are the reason for the lower pay (which in fact it’s the opposite) they divide the loyalty of workers and turn some against their union. They put forward rhetoric such as “your salary would be higher if you didn’t pay union dues.” Whereas the facts clearly show that without unions salaries are measurably lower. The improvements in pay and benefits, which you will only win with the backing of a strong union, will more than offset the dues you pay. Not to mention the role the union plays in helping you achieve a safe and respectful workplace and how your dues help provide assistance and resources, should you needthem, to resolve workplace concerns. Without the union the employer is much more powerful, and big businesses want that.

They also love to propagate myths about what unions do, none of which are based in any fact at all. They perpetuate beliefs such as the union giving money to politicians the worker doesn’t support, when in fact the union does not financially support any political party. However, by casting doubt they undermine a union’s ability to gain useful membership. In reality the union is the best way to have a real voice in government because of its collective power to amplify your voice and its members democratically agreed upon wishes.

What can we do?

Whilst the pandemic took our collective minds off what this government has been doing to unions and somewhat curtailed our fight back, it hasn’t stopped our government from continuing to wage its ideological war. However, the flip side of that coin is that with the various bills that have attacked our unions comes opportunity. This government has laid bare, for all to see, its true contempt for the workers of Alberta.

We need to stop seeing ourselves as the victims in all this. We have a lot of power we can wield, and the best way to wield that power is through supporting our unions. The union, in its turn, needs to paint us as a strong workforce, able to fight against our own exploitation. Together we can ensure that the UCP doesn’t win in its attempt to bust our union. For ultimately, bill 32 (and its ilk) are just things that we, collectively, can work todismantle because, ultimately, we do have the power, we just need to realize it.

So, what can you, as an individual, do to help strengthen your union? It starts by gettingto know what the UNA does and then, if you are able to, get involved. Attend your Local 115 meetings if you can. That’s especially easy now, as they’re being held virtually. Stand for election to a committee when they have opportunities (there are a few right now), get to know who your unit rep is, or offer to be a unit rep if you don’t have one. Register for UNA information days, such as “know your rights.” Call your executive if you have any questions, get to know who they are. Ensure you file OHS and PCR reports if you have an issue that needs resolving. Talk about the good things your union does to other people. Remember, all members have the right to participate in union events, so exercise that right.

Lastly a reminder that the UNA doesn’t only work towards you to having a fair salary and benefits; it also helps to protect you in cases of harassment and discrimination, and to ensure a healthy and safe the working environment for you. We truly cannot afford to lose the protection we get from being a member of the UNA.  

 Bibliography:

• The imbalance of the UCP's Bill 32 — Allevato Quail & Roy (aqrlaw.ca)

• MEDIA RELEASE: UCP Bill 32 is an attack on people power, says AUPE | AUPE

• Let Nurses Speak - UNA

• Why should Albertans care about the UCP’s attack on worker rights? - AFL

• Alberta trades union ‘concerned,’ requests meeting with Kenney after ‘right-to-work’ policy resolution approved by UCP members | Globalnews.ca

• The UCP Government: What we know and what we must do about it - Public Interest Alberta (pialberta.org)

• UCP Reducing Rights of Unions | Canadian Union of Public Employees (cupe.ca)

• Union Busting Playbook

• Union Busting: What to Look For and What You Can Do - The Leveller

• Kenney’s union-busting Bill 32 is not just an attack on workers, it’s an attack on democracy - AFL

• UNA organizing manual

Provincial AGM

The Provincial AGM will be held October 18-20 in Edmonton. At this time, it is planned to be an in-person event. We invite UNA Local 115 members to fill out a nomination. There is a paper form or it can be completed on DMS https://dms.una.ca/forms/337. Deadline for submission is June 1 at 1600, and nominees will be voted on in our June 8th meeting. Please note that we are not requiring two nomination signatures for the ballot to be valid.  

Please let us know if you have any questions or concerns. 

In Solidarity,

The Local 115 Executive Team

(403) 670-9960

Local115exec@una.ca

2022 Nursing Week

With 2022 Nursing Week fast approaching, we wanted to create an opportunity to show our gratitude and appreciation to our dedicated Ward Reps.

On May 9th 2022, UNA Local 115 will be hosting a Ward Rep dinner at The Mash.

There are spaces for 25 Ward Reps to attend this event. For those interested in attending, please RSVP with UNA Local 115 by no later than April 29th, 2022 at 12:00.

The Mash: https://masheats.ca

Address:

1126 Kensington Rd NW #4

Calgary, AB T2N 3P3

Please let us know if you have any dietary restrictions or food allergies. The Mash is able to accommodate a variety of dietary restrictions (Vegetarian, Gluten-Free, Dairy-Free). We will be pre-ordering pizzas/appetizers for the event, and The Mash menu can be found here: https://masheats.ca/in-house-menu

COVID-19 Considerations:

• Tables will be spaced to allow as much social distancing as possible

• There will be a hand sanitizer available

• Masking will be encouraged except while eating/drinking

• Besides The Mash staff and Skip the Dishes/UberEats delivery, UNA Local 115 will be the only people present in the restaurant

• If you are feeling unwell, we ask that you not attend

Why Do Unions Matter?

By Rebecca Brown, On behalf of Local 115 Communications Committee

How often have you heard, or read, that Unions don’t matter anymore? By the end of this article, you will realize that is completely wrong. In fact, it is becoming increasingly clear that unions matter today more than ever!

On April 18, 1872, the federal government of Canada, led by John A. Macdonald, introduced the Trade Unions Act. This was Canada’s first labour law, which gave workers the legal right to form trade unions. It was not until 1930 that Alberta nurses became recognized as employees.  Albertan nurses were not allowed to unionize until 1966.  The United Nurses of Alberta was founded in 1977. Today it represents more than 30,000 members, made up from Registered Nurses, Registered Psychiatric Nurses and allied workers in Alberta.  In 1977, a new nurse earned only $6.28 an hour.  UNA bargains on our behalf, defends our labour rights through the collective agreement and believes the proposition “nurses are worth it”.

However, organized labour in Alberta has spent the last few decades trying to cope with successive Governments continually restructuring labour markets in ways that make them more and more unfavourable to workers. Albertans are also consistently subjected to messaging from those who seek to demonize the labour movement and diminish the strength of Unions.

All of this has put extreme pressure on Unions in Alberta, including our own, and these efforts have intensified since the last election. Some examples of current issues affecting workers and their Unions are how the government of the day is constantly pushing for the introduction of so-called right-to-work legislation (which is proven to drive wages and working conditions down), the erosion of WCB compensation and OHS rights (bill 47), the sequestering of public sector pensions (Bill 22), the potential drain on union finances from job cuts, the attacks on the a union’s ability to raise funds, advocate or even picket (bills 32 and 1) and the use of aggressive bargaining tactics.

So why does it matter if unions don’t exist anymore? More people than ever in Canada are working in minimum wage jobs, without health benefits or the means to save for retirement. Unions have fought hard for jobs that offer workers decent salaries, pensions, and health care benefits. All of which means security plus the ability to contribute to the worker’s local, Provincial and National economy. 

Over the last 20 years the gap between the rich and the poor has increased dramatically in Alberta, to the point where we now have the highest disparity between rich and poor in Canada. This is the result of Income gains going almost exclusively to the wealthiest Albertans. 

Rising income inequality is proven to be closely related to falling unionization rates in the province. Union members earn more, have more benefits and more rights than their non-union counterparts. That’s a good thing for everyone in achieving a more equitable workplace. The evidence from the USA shows Unions also put upward pressure on wages for non-union members. 

However, even more importantly, Unions matter because who else will speak out on behalf of workers? Unions are at the forefront of protecting worker safety. They provide worker education, empowerment, and lobby the government on workers’ rights and so forth. Unions are still by far the best way for working people to have a voice at their workplace. Unions are also highly effective in curbing worker discrimination and creating equality at work.

If workers are to be part of a prosperous future, they need Unions to amplify their voices and concerns. Otherwise, the corporations and big businesses will seek to drown out the voices of the average Canadian worker. Unions are, therefore, critical in achieving a more equitable distribution of income.

 The British author, Eve Livingston, states that “Unions are the best tools or vehicles ordinary people have for achieving any kind of social justice or tackling any kind of inequality.” The vital power of unions in transforming work under capitalism (huckmag.com).  She points out the fact that unions have been beaten down so much in recent years and that they have lost so much of their power. She also draws attention to the restrictions they face now in how they can operate. She feels that this is what has created the perception of them being weak, useless, or spineless. It isn’t really the fault of the Union that there’s this perception, it’s the result of the conditions the union now finds itself trying to work in.

So how can we make our Union, which we clearly need, work, become more relevant? We need to educate ourselves better on what the Union does for us. We also need to become more politically aware, especially when it comes to our knowledge of the exploitation of workers. We must start thinking of the issues we face in terms of our collective selves, and what we can achieve together, rather than just as individuals unable to affect much change.

Contrary to popular belief there are reasons to be optimistic. There is evidence that Union membership and the forming of Unions is increasing. Interestingly this was partly fueled by the Pandemic. Of note is that Alberta had already seen a rise in Union membership during the previous government’s term. When people come together their voices become more powerful. It’s a challenge, especially right now in Alberta, but it’s important we rise to this challenge for the sake of us all. It is abundantly clear that Unions do still matter. They were important in the past and they are important today. They must remain strong if they are to remain important in the future.

 So, what can you do? In short, Get involved! Learn more about what the UNA can do for you and, if you are inclined, what you can do for the UNA. Read the information that is sent to you, email us if you have questions or ideas. If you can make it then attend the Local 115 meetings. Also be sure to file your OHS or PRC concerns, so we know where you need help. Reach out if you need advice on anything. Learn who the people in your executive are. The pandemic has taken its toll on so many of us, but the Union is still working hard for you, so help them to help you. Together we truly are stronger.

Watch for “Challenges Unions Face” series to further understand unionism.

Bibliography:

UCP Bill 32 aimed at undermining unions’ ability to advocate for members - UNA

20190521_bill-022.pdf (assembly.ab.ca)

20200225_bill-047.pdf (assembly.ab.ca)

20200225_bill-032.pdf (assembly.ab.ca)

20200225_bill-001.pdf (assembly.ab.ca)

Alberta’s Income Inequality the Worst in Canada: Return to progressive tax would help reverse troubling trend - Parkland Institute

The vital power of unions in transforming work under capitalism (huckmag.com) 

Myths and Facts About Unions (iuoe.org)

Article By

Rebecca Brown RN

A Word From Our Very Own Wayne Stopa

Recently we passed two somber anniversaries, the first being March 5/2021, which is the day the first case of COVID 19 was confirmed in Alberta. The second date was March 11/2021, when WHO, World Health Organization announced the Global COVID Pandemic.

I mention these anniversaries to say we’ve come a long way since the unprecedented health issue started possibly late in 2019.

Never before has it been so true to say, “we got this” and we will come out of it on top.

Healthcare has proven once again that “Together is Better” and because we are a team, we have each other for support and we will create opportunities to move forward each and every day.

I’m proud and honoured to say I’m part of a team who have stood up to the challenge to ensure the safety and health of all going forward.

This summer will mark forty years I’ve worked in Healthcare. The last twenty-seven working at Foothills Hospital as a nurse, first as an LPN, Licenced Practical Nurse up to 2000 at which time I went back to school and graduated as a Registered Nurse in 2004.

I’ve had the privilege to work on teams such as the Neuro and Emergency portfolios. It was on those teams that I grew up as a Nurse. It was there that we learned the true meaning of teamwork.

Many people have heard me say that I’ve never had a full bad day. Sure, I’ve had had brief moments where things didn’t go quite the way we would have hoped but these times were far in between. I always left thinking I made a difference in some way. That is what my job as a Registered Nurse did for me.

In the last few years, I’ve had the opportunity to be part of a different team, that of the Local Union team. Although the focus was away from the bedside and more of a support for our colleagues it was no lesser of a team atmosphere. The support we offer our members is   because we have a tight group. Again, we enjoy what we do for the members.

I can actually say that the staff I’ve worked with over the years may be colleagues but a great deal of them have become friends. For this reason, I feel honoured to have worked with you all in the health care team. Thank you to each and every one of you for what you do and how proud you made me feel being on the Healthcare team.

Finally, I’m glad and sad to say I’m retiring at the end of September 2021. It’s been an amazing ride. Please remember I will always be on your side and at your side.

Yours truly.

Wayne Stopa RN BN

Local 115 Vice President

Bill 47: What Does This Mean For You?

Why politics matters

Hands up all those who profess to hate politics and/or don’t keep up to date with what’s going on in our Legislature? Who finds politics boring? Who doesn’t even vote or doesn’t really do any research when they do vote? Well, I hate to say this but now, more than ever, it’s time to start paying attention. That said, this is not an article about politics itself but a factual piece about legislation that will have a huge impact on your workers rights.

Alongside many others, there is a bill currently going through the Alberta Legislature that may have a profound effect on your health and safety at work and how workplace health and safety is managed. So please try to get to the end of this article as I do my best to walk you through some of those changes and how they might affect you. 

What is this Bill?

Bill 47 “Ensuring Safety and Cutting Red Tape Act, 2020” was introduced in the Alberta Legislature on November 5th, 2020. It covers three main areas:

1. The “Heroes Compensation Act”

2. The “Occupational Health and Safety Act”

3. The “Workers Compensation Act”

Bill 47 was passed by parliament on December 9, 2020. It will bring in sweeping changes to the current acts. It repeals, or changes, much of the advancement to workers rights that were brought in by previous Governments. This bill effectively rolls back workers rights by decades and cuts costs to the employer at the expense of the worker.

What is the Heroes Compensation Act?

This is intended as a means to provide a one time payment of up $100,000 specifically for first responders, named as firefighters, police officers (including municipal and RCMP), sheriffs, Provincial correction officers and paramedics, who die in the line of duty. It will be administered by the WCB and is aside from the Federal program for this, which is more limited in its scope. This is not contentious and will not affect your work practice. It was provided for information purposes only.

What are the Changes to the Occupational Health and Safety Act?

There are very many significant changes to OHS (Occupational Health and Safety) within this bill. This article’s focus is centred on those that affect us, as an OHS committee, working for you and those that may affect your health and safety at work.

1. Currently the employer has a duty to ensure the health, safety and welfare of anyone in the vicinity of a worksite and includes those who may be affected by hazards originating from that worksite. The new act clarifies that only “identifiable and controllable” hazards that “materially affect” people are covered. Think of our construction at FMC, this could make it harder to prove that any staff were adversely affected by something that originated there, as it might be decided that it does not meet the new definition. We don’t know how those words could be interpreted.

2. The current act defines health and safety as “physical, psychological and social well-being.” That definition has been removed from the new version. What effect this could have on future health and safety issues and concerns is unknown at this point. Potentially it could make proving harm harder.

3. Of concern is the removal, in the new act, of the requirement for an employer to ensure that workers are trained in protecting their health and safety before they use new equipment, perform new tasks, start a new work activity or move to a different site. The new language is more general and open to interpretation. As RNs we are still governed by our CARNA requirements, however, we could be impacted by others around us who do not have licensing body obligations. At the same time, the new act also obligates the worker to participate in any training provided by the employer and prohibits them from performing work they are not competent to do. Not only does this seem to be a contradiction but it effectively puts all the onus back on the worker and removes the obligations from the employer.

4. There will no longer be the requirement for employers to continue to pay workers affected by a stop work order. This is blatantly unfair to workers, who will lose pay for issues that are out of their control.

5. The right to refuse work legislation wording has been watered down in favour of the employer. Currently workers have the right to refuse to work if they believe the work subjects them, or others, to “dangerous conditions.”  Under the new act the wording has been changed to “undue hazards” which is defined as one that “poses a serious and immediate threat.” This new wording has the potential to exclude many of the situations that might cause an RN to initiate a work refusal, such as the potential risks from the mishandling of a hazardous medication. It certainly makes it harder to prove and seems designed to put workers off taking this route. This could potentially cause a lot more harm to employees.

6. The new act also removes many protections from actions taken against workers. Currently workers can’t have “discriminatory action’ taken against them for many identified reasons, including refusal to perform dangerous work, informing an employer about work site conditions, seeking to establish a Joint Workplace Health and safety Committee (JWHSC) and such. The new act merely states that a worker can’t be subjected to “disciplinary action” for acting in compliance with the OHS Act. That leaves a lot that is left to interpretation and a lot of wriggle room for the employer. It amounts to an erosion of a worker’s protections in regards to their, and their co-workers’ safety.

7. The JWHSC will have its name changed to “Joint Health and safety Committee” (JHSC) and the requirement will simply be that the number of employers on the board “shall not exceed the number of workers.” The removal of “workers” from the title tells you an awful lot about the changes being made here. The stipulations on how often they must meet have been removed,  along with the mandatory requirement that the workers attending must be allowed the time and pay to do so, it merely states that meetings should be held during working hours. They have also removed the requirement that workers should be paid for the time taken for the training required to be part of the JHSC. The mandatory requirement for the JHSC to participate in incident investigations has been removed and worksite inspections has been watered down to just pertain to assessing the documentation of the employer’s inspections. The new act also removes the duty of the JHSC to develop, promote and assess the effectiveness of measures designed to protect the workforce. The consequences of this are far reaching. The JWHSC has been a reasonably effective tool in getting management and workers talking safety. They have been responsible for much of the good change that we have seen in improvements to health and safety at FMC. The new act removes obligations, allowing less protective measures for workers.

8. There are no longer separate radiation laws, they are being incorporated into the new act. The effect of this is not yet known.

What are the changes to the Workers Compensation Act?

Some of the most impactful changes within Bill 47 pertain to workers compensation, which again hugely favour the employer; while leaving the injured worker with less income, benefits and job security. The government states these changes will save $240 million in future liability but that ultimately means that injured Albertan workers will lose $240 million from their pockets. It should be noted that the Government of Alberta has just added nineteen of its own people to the WCB, it makes one wonder why.

1. Current legislation removed the salary cap for sick or injured workers, with compensation solely based on their previous year’s earnings. The new act puts back the cap again to 90% of a worker’s net earnings up to a maximum (which we don’t know yet) determined by the board and will be based on a 40-hour week. Overtime will not be included in the final figure, as it is now. Ultimately it will mean less money for affected workers than under current legislation.

2. Currently an employer has an obligation to reinstate a worker with more than 12 months of service, who was injured on the job. The new act removes this, essentially allowing for a worker to be laid off for getting injured or sick due to a work incident. The new wording allows the employer to abdicate its responsibility on the grounds that “the accommodation does not cause the employer undue hardship.” It should be noted that Federal human rights legislation regarding the duty to accommodate still applies. Therefore, this could encounter some legal challenges, if enacted by an employer.

3. The obligation for the employer to continue paying any health benefits that workers, who are off due to a work-related sickness or injury may be entitled to, has been removed. The employer can choose to continue to do so on a voluntary basis.  It should again be noted that lawyers have concerns that stopping these payments may have legal ramifications for employers, due to Federal legislation.

4. Presumptive psychological coverage in the new act is limited to first responders, correctional officers and emergency dispatchers. Others, including RNs will have to submit via the regular process.

Congratulations to those of you who have stayed the course and got to the end of this article! There is a lot we do not know about the impact of this legislation and this is a mere snapshot of some of the most pertinent points that are likely to affect us. However, I truly urge you all to start paying attention to what is going on in Alberta’s Legislature these days. The full bill can be found here, for those who are interested: 

https://docs.assembly.ab.ca/LADDAR_files/docs/bills/bill/legislature_30/session_2/20200225_bill-047.pdf

No matter what happens, your safety will always matter to us. Please feel free to contact your OHS committee any time.

By Rebecca Brown

Local 115 OH&S Committee 

United Nurses of Alberta

Member Spotlight: Connie and Kelsey Singer

Where does the family’s nursing story begin?

(Connie) We come from a long line of nurses, the first of which is my great aunt Vivien Tremaine who served in the first World War. The lineage continues with my mother Patricia Tremaine, mother-in-law Dorothy Singer, aunt Jeanette Tremaine, and cousins Vivien Webb and Lesley Andrew. It includes myself before trickling down to my youngest Kelsey. That makes seven nurses over three generations.

What is known about great aunt Vivien?

(Connie) Vivien Adlard Tremaine was my mother’s aunt. Her family name, Tremaine, is British in origin.
Our ancestors are from Great Britain and worked as land surveyors. She was born in Montmorency Falls, Quebec but was English speaking. She was among the first group of nursing sisters to voluntarily enlist in World War I in 1914 and sailed from Quebec City with the first contingent to Great Britain. She began her journey with mandatory war training at Salisbury Plains training camp before being transported to Fort Gassion (Aire-Sur-La-Lys) close to the Seine river in northern France near the front- lines. Fort Gassion was previously a very old prison which was converted to the No. 1 Canadian casualty clearing station. The men literally lived in the trenches and the nurses were taking in the wounded right in the midst of this horrific situation. She got pretty good at what she did and developed a reputation as a strong nurse.

Any surviving stories of Vivien Tremaine from the war?

(Connie) I recently connected with a man on a forum who was trying to find the nurses who looked after his uncle, Vivan Dixon, who was a Scotsman and would’ve been around seventeen years old at the time. His uncle had kept a diary of his time in the war and it mentioned Vivien by name. The gentleman was from England and when we chatted he quoted me some of the things in the diary like when his uncle and his uncle’s nurse Vivien were joking about the “bran pie” he had to eat to prevent constipation while on bedrest.

In October of 1915 she was summoned to care for King George V. She was promoted to matron at this time. King George V came to visit the troops on the front-lines at Flanders France. He was on horseback and apparently it was very muddy when he arrived. The troops cheered so loudly when they saw him that his horse reared up. He fell and the horse landed on him and pinned him, causing him to break his pelvis. General MacPherson, who was a surgeon, chose two nurses to care for the King, one being Viven. One would work the dayshift and the other would work the nightshift. The plan was to care for the King on the frontlines until they could secretly arrange his transport back to England. They had to keep it secret because if the enemy found out that the King was there and injured, they would try and kill him. So she looked after him for several days on the front-lines before they were transported by hospital ship back to England. Many of the hospital ships at that time were being bombed, several of them full of nurses and patients on board, but they managed to secretly get away. They got to Buckingham Palace and she stayed at least five weeks caring for His Majesty on the night shift. In a letter from Viven to her brother Trevor she wrote, “I was terribly anxious for some time till we were certain he had so serious an injury, but he was frightfully bruised, he was in a lovely old chateau in France and he stayed there till he could be moved in 5 days all the time worried of Zeppelins and German spies or something happening. I thought my hair would turn grey, you can’t have any idea of the responsibility”.

When did she return home from the war?

After caring for the King she she returned to the No. 1 CCCS field hospital in France until she was transferred to Granville Canadian Special Hospital in Ramsgate, Kent, England on January 7th, 1917. This location was a requisitioned Victorian Spa Hotel on the cliff top overlooking the sea and specialized in treating shell shock, nerve, joint and bone injuries. It was shortly after that she returned home where she did some supervisory work at what they call the port nurseries which were located in Halifax, Montreal, and St. John. These places received women, children, and babies that were being transported away from the war to keep them safe. Over 15,000 women came through the ports to escape the war in Europe. She would welcome these women, children, and babies into Canada and make sure they were safe, healthy, and got to a safe home. Canadian families took these women in and helped them integrate into Canada and to be safe until the war was over. That’s the one connection I see between Kelsey, Vivien and I is that we’ve all helped young mothers and their babies. After the war she was awarded with the Royal Red Cross medal, the Mons Star, and the Royal Victorian Medal. You can actually find the medals she received and the connection to the Canadian Red Cross seaboard nurseries online.

Did King George V ever reach out to her afterwards?

(Connie) He did. He came and presented the medals to her in Canada. He also gave her a private gift. It was a necklace that eventually made it to my mom. It’s really lovely.

What was her training like being so close in time to Florence Nightingale?

(Connie) I remember two readings about the expected duties of nurses back in the late 1800’s. One was the Florence Nightingale Pledge and the other a description of the duties of a trained nurse in those times. I imagine Vivien’s training in the early 1900’s would be very similar, ie; very strict in nature, upholding a philosophy of selflessness to provide the best possible care, and extremely hard work. Slightly before her time nurses were expected to sharpen the doctor’s quill pens, maintain the fireplaces, wash linens, clean rooms and fill the kerosene lamps, while balancing all the medical work. My mother trained at a catholic hospital in Montreal and her instructors were catholic sisters. They worked 6 days a week, only being allowed to attend church on Sunday, and starched the nursing supervisor uniforms as part of their duties. I watched my mom do shift work. She actually worked with some of the holocaust survivors at the Jewish General in Montreal. Florence Nightingale was woven within everything the nurses did from my great aunt Vivien to my mother, and her ethics continue with nurses to this very day.

It would appear there’s a family calling to nursing...

(Connie) The history certainly has had an impact. My mom really encouraged me into nursing. She did a lot of what they called “specialling” back then which was private nursing. She always said to me that nursing was a respectable job and a good long term career. She said it would be hard and that I’d hate shift work but that I’d do well with it.

(Kelsey) Both my grandmas were nurses. Both of my parent’s mothers and my own mom. I felt like it just ran in my blood. Like it was instantly part of me.

Tell me about your nursing education?

(Connie) I was born in Montreal and lived a good portion of my life there until young adulthood. Right out of high school I pursued a nursing education at John Abbot College in Sainte-Anne-de-Bellevue in Quebec. It was called CEGEP which stands for collège d’enseignement général et professionnel, which means general and vocational college. It was a two year diploma program plus an extra year which was the equivalent of a university year. I trained at seven different hospitals in Montreal in a number of different areas. My first rotation was in geriatrics at a veterans hospital. We were taught to have an immense amount of respect for these men because they had been through mustard gas and all sorts of terrible things. As we got into our second year we did pediatrics and obstetrics, and surgery later in the third year. The bonus to the entire situation was that me education was free. We only had to pay for our uniforms.

(Kelsey) I pursued nursing through Mount Royal University right out of high school. It was still a college but nursing was the first degree they offered and I attended the very first year the degree program was offered. My education was not free.

Where was your first job as a Registered Nurse?

(Kelsey) From nursing school I started as a grad nurse in children’s palliative care working at the Rotary Flames House. I started there as a health care aide, then got a job as a grad nurse, before writing and passing my CRNE and becoming an RN. It was a very challenging job to deal with the loss of children.

(Connie) My first job was in Ontario in the health centre of the Ontario Correctional Institute. The job was six months duration via a program called the Ontario Career Actions Program. Corrections was a very eye opening experience. Following that I jumped into a full-time position at the Mississauga General Hospital in the premature newborn nursery.

What brought the family from Quebec to Alberta?

(Connie) It was a romantic choice. I met my future husband Lee in Calgary. We carried a long distance relationship for a year then I took the plunge moving out west. The search for a new nursing job was easy. I had two offers in one day! One at the Alberta Children’s Hospital and other other in the NICU at Foothills. Pediatrics won me over. After seven years at the ACH I ventured over to a new position in postpartum at the Foothills Hospital, staying there for nearly twenty-five years to retirement.

Where did the interest come from in caring for babies?

(Connie) At that time it was what was available but my mother had a little bit of obstetrical experience which kind of trickled down to me. I always had an interest in pediatrics so I chose to work at the Children’s and I loved it. I worked there for seven years. Alberta Children’s at that time had clusters which were designated to different age groups and specialities. My first years there were very informative years in terms of learning and picking up new skills. Later as my family came along, I decided to go into obstetrics and started working at Foothills and ended up staying on Unit 52 in the post-partum and nursery area for almost twenty-five years.

(Kelsey) My mom was in postpartum at Foothills and I always had a relationship with the post-partum nurses. They kind of felt like family to me. So I applied and got a job in labour and delivery on Unit 51 at Foothills and have been there ever since.

Tell me about the nursing world of obstetrics at Foothills...

(Kelsey) Obstetrics is the umbrella term that covers our three main units including antepartum, labour and delivery, and post partum. We are the level 1 trauma centre which means we have to accommodate the highest acuity patients from all over central and southern Alberta. We take anyone who is high risk and under 32 weeks gestation. Although the job is often filled with joy and excitement, we also see some very challenging things and care for very sick mothers and babies. Unit 51 is our labour and delivery unit, which also has two operating rooms for both booked and emergency c-sections/procedures. We see young babies anywhere from 24 weeks and up. Unit 51 also houses two high risk beds specifically for patients that, prior to or after delivery, are in need of more extensive medical monitoring, like in instances of pre-eclampsia, HELLP syndrome, postpartum hemorrhage, or following a hysterectomy or other incase procedures. Previously we were only taking patients anywhere from 20 weeks and above in gestation. We have recently expanded to include 12-20 weeks if they’re cases we feel we can manage. Our antepartum unit is where I say we try and keep people pregnant. We also have private rooms available where we may care for early pregnancy losses and see them through postpartum as well. We take a lot patients who are pregnant with significant medical issues such as placental previa, organ failure and other life threatening diseases, premature rupture of membranes, gestational hypertension and diabetic management, major fetal anomalies, antepartum hemorrhages and much more. Some patients are admitted for a short period of time and others are there until they deliver. One of the typical ones we keep until delivery are monoamniotic-monochorionic twins, often referred to as mono mono twins. They share one placenta but have two separate umbilical cords and there is a huge risk of cord entanglement. Our job is to monitor them and their babies. If we have to deliver them early, we do it for them and their child’s safety otherwise we try and keep them pregnant as long as we can.

What is the best analogy you’ve heard to describe the physical experience of giving birth?

(Connie) Early on in my career an older nurse told me that being in labour is like playing four quarters of a football game without a break, in terms of energy and output. Then at the end, you deliver the football.

(Kelsey) People often use the comparison of delivering a baby to that of passing kidney stones yet I’ve heard people say kidney stones are worse.

What’s the average length of stay on the post- partum unit after delivery?

(Kelsey) A typical stay is two nights after a c-section free of complications. After a vaginal birth it’s one night.

(Connie) Back in the 80’s it was three days for a vaginal birth and five days for c-section.

How do nurses help vulnerable birthing mothers and those experiencing domestic violence?

(Kelsey) It is part of our nursing responsibilities to ask the birthing mother if they live in a safe place and are the victim of any domestic violence. It’s on our admission form as well. We ask the patient when they are alone and we do it every chance we get. They’ll hear it five or six times and it’s important because sometimes it takes thirty times for someone to reach out for help. It’s one of the things I wish we had more opportunity to address.

Looking back, if you could give yourself some advice as a young nurse, what would it be?

(Connie) To be more confident. Face your fears, tell yourself “I can do this”, and keep learning. A nurse with confidence in their abilities fosters that confidence their patients.

(Kelsey) Continue to learn, grow, and try new things. Have respect for yourself as part the team. You matter!

What is your favourite thing to do in Calgary and the surrounding area?

(Kelsey): Anything outdoors. My mom and I are hiking buddies and we thrive off of the outdoors. Nature never judges and I feel at peace when I’m outside. The fresh air, the birds chirping, and the sights put me in a comfortable place. I also volunteer for the Cochrane Humane Society fostering kittens. I also have an interest in tattoos.

(Connie) Our love for the outdoors is mutual and enduring. Living on an acreage just outside of Bragg Creek, next door to the Rockies provides great hiking, camping and winter sports opportunities. I am passionate about nature, photography and immersing myself in outdoor activities. These passions came mainly from family camping experiences, working as a canoe tripper at YWCA Camp Oolahwan in the beautiful Laurentians, Quebec, and two Outward Bound Canada wilderness courses. In retirement I am more active than ever enjoying back country hiking, camping and cross country skiing. I did my first 15 km Loppet this winter and remain actively engaged with the Outward Bound Canada organization. One of the greatest revelations from these pursuits has been the positive impact on my life and nursing career. They have provided me with great direction in life, improved self confidence, compassion, resilience, courage and some leadership skills.

What is your favourite restaurant/book/tv show/ movie/place to shop?

(Kelsey) The Coup. I’m a vegetarian with vegan habits. My favourite book is called The Subtle Art of Not Giving a F%&!. I My favourite old TV show is Friends and my favourite new one is Stranger Things. My favourite movie is Tarzan. I loved the music. My favourite place to shop is Lululemon.

(Connie) Swiss Chalet. Huckleberry Finn. Call the Midwives. My favourite movie is Oliver Twist. Fagan is my favourite character. My favourite place to shop is Atmosphere Sports.

What is the greatest challenge Nurses face in the workplace?

(Kelsey) Staffing, the lack of understanding from the government and other leaders of our experiences, and the expectations that are placed on us.

(Connie) I would like to see nurses not lose what they’ve worked so hard to gain. They need better staffing ratios and a greater respect for what they do from leaders.

Any words of advice for Nurses planning their retirement?

(Connie) You should start planning at least five years before your retirement date. Start crunching numbers as to what your personal needs are for your projected lifespan which is pretty good these days. Healthy people are living well into their 90s. Take full advantage of the Employer- shared RRSP contribution. Mark sure you’re signed up for LAPP and the benefits plan through ARTA, both of which are recommended by UNA and are a really good fit. Invest your money when you’re young because you need a portfolio for yourself to supplement your pension. Really communicate with UNA, HR and LAPP. I wish I had done the workshops like the pre-retirement workshop offered through the Calgary District Labour Council and the LAPP workshop offered by AHS.

Why is the union important to you?

(Kelsey) My mom got me involved by taking me to the AGMs when I was a nursing student. I’m grateful for the awareness I’ve gained for what the union does for us, how they support us, what they offer, and for their response when I’ve reached out personally for support. They are nurses fighting for what they would want as nurses. It’s a like a family with similar goals and desires.

(Connie) The support I felt the moment I stepped in to my first AGM was incredible. I realized how strong Heather Smith is and the executive group working with her are. They do so much to help us and their relationships with other unions are so diverse. It’s everyone working together as a strong formidable force to help protect us and give us better workplaces.

How Safe is Your Workplace: A Reproductive Risk Story

By Rebecca Brown & Arielle Hebert, Local 115 OH&S Committee,
United Nurses of Alberta

An Occupational Health and Safety (OHS) concern can take many forms: slips, trips, falls, violence, hazardous exposures, injuries, psychological harm and so on. The list is pretty extensive. When you suffer harm at work it is imperative that you report it for your sake, for the sake of your colleagues, and for the safety of future workers in the workplace. So, what happens when you discover an OHS concern? The fol- lowing is based on a real case and is used with permission, although names have been changed.

Sarah discovered that a medication that was be- ing mixed on her unit carried a reproductive risk. She brought the issue up with her manager as there were staff on the unit who had experienced some problems that could be related to that medication. She also filed a WCB report. Sarah and the staff were told mixing the medication was a minor risk and that everything was fine as long as they wore gloves to mix the medication. At that time Sarah didn’t file an OHS concern because she felt the is- sue had been resolved.

Fast forward two years. Sarah found out that the information they had been given was not correct. The medication was a serious reproductive risk and all other AHS sites had the medication mixed in a pharmacy under the bio hood; a process used for high risk medications. At that point Sarah alerted the UNA who directed her concern to the OHS committee. Sarah was assigned a committee member who contacted her to discuss the concern. She was able to provide all the information in a timely fashion and the committee member was able to quickly file the UNA OHS form online. This form gets sent to the Local and the main OHS office at UNA headquarters in Edmonton. As this was a very serious concern, the provincial OHS team were there to assist the committee in this investigation. The committee member also contacted Sarah’s manager to discuss the concern and to start working on how to resolve the issue quickly. As the problem involved a medication, the manager of pharmacy was also contacted for their input.

The concern was discussed at the next OHS Local meeting and, once all the information was collated, put forward to the Joint Workplace Health and Safety Committee (which meets every month to discuss and try to rectify all OHS concerns across the site.) This case was resolved by the pharmacy agreeing to mix the medication under the bio hood as was the practice across all other sites at AHS.

Any of the nurses on the unit who are of reproductive age also have to don appropriate Personal Protective Equipment (PPE) when spiking the medication and when removing a patient’s IV. The medication is now listed in the unit Hazard Identification Assessment and Control (HIAC) document and labelled as a reproductive risk. Thanks to Sarah’s vigilance in reporting and the work of the OHS committee, the staff can now administer this medication in a safe manner.

Did you know that every workplace in AHS has a HIAC folder which details all the known and potential hazards in the area and has a framework for how they are supposed to be dealt with? The HIAC is a working document and should be updated after every OHS concern. One of the questions we will ask if you report a concern to the OHS Commit- tee is if there is a framework for the OHS concern you have in the HIAC, and if so, was the correct procedure followed? Take some time and locate your HIAC folder and see what it contains. Check for when it was last updated and see if it should be revised. Anyone working in the area has the author- ity to make notes in the HIAC regarding OHS.

If you need to contact the Union to discuss an OHS concern you can:

1. Go to UNA.ab.ca and click on the OHS icon on the main page

2. Go on the UNA app and click on the “report a concern” on the upper right hand side

3. Pick-up the phone and call Local 115 directly on 403-670-9960

   The OHS committee has been successful in resolving many issues over the years. Of course some- times things have to go further, but your Local will always have someone there to support you.

   As per the current Alberta Occupational Health and Safety Act remember your three basic rights:

   • Right to know what hazards and dangers you may encounter and need to be trained on

   • Right to participate in the process of identify- ing and controlling hazards

   • Right to refuse unsafe work with full protection from reprisal

As Registered Nurses we also have an obligation under this act to report to the Employer or your supervisor anything unsafe or harmful in our workplace.

In the New Year members of your Local 115 OHS committee will be coming around FMC with a coffee cart to introduce ourselves and answer questions you may have about what we do. Look out for us and stop for a chat.

Your safety matters!

Member Spotlight: Tony Huynh

Tell me about your family...

My family is the Chinese ex-patriot community from Vietnam. My family came over from Vietnam as new immigrants and refugees during the Vietnam war. This was at a the height of communism after French colonial rule fell. My mom and dad were lucky in that they were able to come directly from Vietnam. Other family members weren’t so. My aunt had to flee Vietnam and ended up in a refugee camp in Hong Kong for 2-3 years until my mom was able to sponsor her over here.

What led to your interest to pursue nursing?

I started studying invertebrate zoology. I never thought of nursing until 3rd or 4th year into my zoology degree. Something just didn’t feel right. Looking back I think at that time I yearned for a profession that allowed me to be of service in a different way. That’s what really drew me to nursing; the human aspect.

Where did you go to school?

I applied to the University of Calgary Bachelor of Nursing transfer program. It was a two year accelerated program. At that time the program had two streams; one for degree holders and the other for non-degree holders. The difference between the two were simply the requirements (amount of credits, GPA etc). There was no real difference in the education. I began in 2012 and graduated in 2014.

Where was your first RN job?

At Agape hospice. I had selected Agape for my final focus and got a job there after graduation and my return from England.

What led to the interest in palliative care?

I knew I always wanted to explore end-of-life and palliative care. At times I’ve felt like end-of-life and palliative care has been underemphasized. It’s a very important aspect in someone’s life. As a labour and delivery nurse eases the transition of life into this world, so we in palliative care ease the transition of life into the next world.

What was of interest in England?

A monastery. I went to the Isle of Wight which is a tiny island off of the coast of Portsmouth. There’s a Benedictine monastery there, inhabited by 9 monks.

Why England? Why a monastery?

I had always wanted to travel somewhere after graduation, but I didn’t want to travel just for the sake of travelling. I was perusing through Chapters one day and came across and stack of books. One caught my eye called, “And Then They Were Nuns: Adventures in a Cloistered Life” by Canadian Author Jane Christmas. The premise of the book was about her exploring her journey of whether she was “nun material” or not. One of the places she visited was Quarr Abbey on the Isle of Wight. After reading the book, I couldn’t stop thinking about Quarr Abbey.

I looked up their website and saw they were offering internships for young people. I got in touch with the intern master, applied, and did an interview over the phone with him and the head of the monastery called the Abbot. Two weeks later I was buying my ticket over to the monastery. I stayed for two months and recently returned in the spring from a three-month trip.

What is a Benedictine monk?

Benedictine monks are an order of Catholic monks.

It originated from St. Benedict, the father of Western Monasticism. St. Benedict was a monk in Italy who lived in the city and felt a calling to have a deeper life of silence and solitude. He ended up leaving the city and going out into the wilderness as many monastics do. He founded this order of monks in the catholic church that has continued to now.

Are there rules to becoming a Benedictine monk?

I’ll highlight two major ones. The whole way of life of the Benedictine congregation is set out by what is the rule of St. Benedict, which he wrote ages ago, which specifies how they live day-to-day. It identifies at what time they have to wake up for communal prayer, how they approach silent prayer, things like that. When someone professes to become a Benedictine monk, they have vows attached to their profession. The vow of stability, the vow of obedience, and the vow of conversion of life. Stability meaning set and stable to one community, in one location, in one monastery for the rest of their life. Obedience meaning becoming obedient to the Abbot. Conversion of life meaning a vow to poverty, chastity, and things like that. It’s a whole change of life, attitude and perspective.

What was the internship like?

The premise of the internship program was to provide young men with an opportunity to experience the monastic life and to get a better enrichment of the spiritual life. There were four of us. We lived the monastic life as best as we could. We attended prayer services seven times a day, did manual work, and went to conferences facilitated by the monks aimed at providing spiritual direction.

Tell me about Unit 47...

It’s a roughly 29 bed palliative short stay unit called the Intensive Palliative Care Unit (IPCU). The average length of stay is approximately a week or so. We specialize in helping patients with difficult to manage symptoms such as pain crisis, intractable nausea, etc. Many of our palliative patients are under a palliative care attending physician but we also see patients from a wide variety of services. It’s a common myth that patients have to be actively dying to be admitted to the IPCU. I find that when people hear the word palliative care at once they begin to think of end-of-life care or actively dying. Palliative care actually begins when we’re born. It’s a philosophy and something that can be done within and outside of end-of-life care. Of course we do palliative care towards the end of life phase and many people die on the unit, but we do transfer a lot of patients home and to assisted living, LTC, and hospice.

How is the Medical Assistance in Dying (MAID) program being utilized on Unit 47?

MAID has only been a recent addition to our unitand we have yet to experience a patient undergo the final provision of the MAID program on Unit 47. Having it as an option for patients on Unit 47 helps those familiar with us and with the environment, experience the provision in a place they’re comfortable. In the months leading up to MAID becoming official on our unit, the staff were provided good education sessions. Everything from ethics and processes, right through to spiritual care. In the months leading up to the introduction of MAID, our management team asked everyone on the care team how comfortable they were with the process just to be aware of how everyone felt about the provision so as to plan sensitively when it does occur.

What do you like to do in Calgary in your spare time?

I keep up a very regular meditation practice thankfully to my experience at the monastery. I’m an avid baker of sourdough bread, I like to knit socks, and I love doing ceramics. I appreciate how close we are to nature and how forgiving our weather can be despite the snow.

I love running along the Bow River and love checking out the new food scene. Japanese cuisine and bubble tea is big these days. We have really good middle eastern and Lebanese foods in Calgary as well. The food scene is very diverse.

What is your favourite movie? TV show? Author? Place to shop?

I really like the new Mr. Rogers documentary called “Won’t You Be My Neighbor?”. The Simpsons is my favourite show. As strange as the humour can be sometimes it is very very witty. I read mostly non-fiction but my favourite author is Sir Arthur Conan Doyle with his Sherlock Holmes series. My favourite place to shop is the Market Collective.

Talk about your participation with Local 115 at the Calgary Pride Parade...

As someone who is part of the LGBTQ community, and as someone that’s experienced discrimination, it is beautiful to have something like the Pride Parade. Having something concrete to identify with is really quite affirming, however one’s identity is multifaceted; what is part of me isn’t what is all of me. The Pride Parade is an event that rings very true to my heart and I couldn’t be happier to be involved.

Why is the union important to you?

A teacher told me that as a nurse there are four major things we’re called to do in our profession. To remember we’re an instrument in healing, to provide care and support, to educate, and to advocate. I take advocacy for my patients very seriously. The union advocates for us as nurses so that we have what we need to advocate well for our patients.

For more on this Member Spotlight please check out our UNA Local 115 Newsletter.