; CLC Conference “Rise Up for Your Rights”
Documents
Resources
Learning Center
Upload
Plans & pricing Sign in
Sign Out
Your Federal Quarterly Tax Payments are due April 15th Get Help Now >>

CLC Conference “Rise Up for Your Rights”

VIEWS: 14 PAGES: 16

  • pg 1
									                                                                                                  Vol. 37 Issue 3 • March 2011


                                                     Inside
                                                     Nursing Advsiory ............................................................. see page 4
                                                     Working at an integrated facility....................................... see page 6
                                                     Hazardous drugs .............................................................. see page 8
                                                     For-profit facilities leave seniors vulnerable ................... see page 13

                                                          Patient-centred ideas to Labour
OFFICIAL NEWSLETTER – SASKATCHEWAN UNION OF NURSES         and Delivery Unit – see page 2




    CLC Conference
“Rise Up for Your Rights”




                                                                                                                                                 stock photo




                        Ottawa, December 2010
                                    see page 10
Cypress Regional Hospital in Swift Current

Bringing new patient-centred ideas
                         We all know that SUN members             In September 2010, as a result of the SUN/Govern­
                                                              ment Partnership Agreement’s development of the
                                                              Retention and Recruitment Committee, and subsequent
                         are working hard every day to        funding for new initiatives, SUN members and other
                                                              health care professionals from the Cypress Health
                         provide high quality, patient-       Region (CHR) were able to join forces for one year
                                                              (September 2010­September 2011) with the Institute for
                         centred care. But we don’t           Healthcare Improvement (IHI) Perinatal Collaborative
                                                              and Patient Safety, to help bring a Perinatal Safety
                         always get to hear about it.         Program to Cypress Regional Hospital (CRH) in Swift
                                                              Current. The collaboration allows for the exchange of
                         One of the best things about         new ideas on how to improve patient­centred care.
                                                                  Since partnering with IHI, Carol Wells, Registered
                         SUN’s Patients and Families First    Nurse (RN), and Staff Development Educator for CRH
                                                              in Swift Current, says a lot of changes have been made
                                                              to the Labour and Delivery unit that are best practice
                         Challenge is that nurses across      and help deliver reliable care as a result.
                                                                  The inspiration for many of these changes came
                         the province are sharing their       about during face­to­face meetings with doctors
                                                              and RNs who work for the IHI and have created the
                         innovative ideas and individual      program, and the 50 some different hospital teams who
                                                              have joined throughout the United States. The first
                         stories of engaging with patients    meeting was in Florida from November 8­10, 2010 with
                                                              a Saskatchewan team consisting of Wells; Dr. Malleck,
                         and their families to give them      Chief of Obstetrics for the Cypress Regional Hospital;
                                                              Maud Addai, a midwife for the Cypress Health region;
                         the kind of care they want and       Anita Sagadahl, manager for the Women/Children Unit;
                                                              Carol Dyck, RN and the Nursing Unit Coordinator for
                                                              the unit; and Tricia Hardy and Abby Schultz, both RNs
                         need. And even better, we get to     for the unit. The next face­to­face will be in May in San
                                                              Diego, California.
                         share those ideas with the rest of       “We met other teams from all over the United States
                                                              – some who were as green as us and overwhelmed –
                         the health care system with the      and some who have been part of the program for four
                                                              to five years,” says Wells. “We heard their stories. They
                         hope of inspiring others as well.    weren’t any different than ours, except for the number
                                                              of deliveries completed in a year. Some hospitals deliver
                                                              several thousand babies per year, while we average
                                                              around 350 a year. Yet, the issues and challenges are
                                                              the same.”
                                                                  Wells says it was a huge motivator to see where
                                                              some of the teams from the United States, who have
                                                              been with the program for a few years, are now in
                                                              terms of delivering reliable, safe, patient­centred care.
                                                              “We all truly want the same for our unit,” she notes.
                                                              “We melded together as a group and came up with
                                                              some great ideas. We learned the principles behind the
                                                              measures we were taking, and learned we are not in it
                                                              alone. The health care community is a huge resource

2  •  SASKATCHEWAN UNION OF NURSES                                                             ISSUE 3  •  MARCH 2011
to Labour and Delivery Unit
 for anything you need. The philosophy is to share and             follow up on status since discharge. This would be
 not keep reinventing the wheel.”                                  completed by a unit clerk.
     Wells says the IHI is big on patient­centred care,        10. Changing white board names to Care Boards.
 and CRH has adopted many ideas for the Labour and                 Boards will be updated a minimum of two times
 Delivery unit with the client/patient at the centre. “It          a day with bedside reporting. A staff member, not
 is about what we can do to make their stay the best               assigned to the patient, will fill it out during the
 experience possible,” she says.                                   bedside report, with family and patient included in
     Some of the ideas CRH has implemented/is hoping               the plan. This new system will ensure 100 per cent
 to implement include:                                             compliance for filling out the board.
 1. Hourly rounds 24 hours a day/seven days a week.            11. Continue monitoring patient satisfaction surveys
 2. Physician rounds.                                              quarterly, and looking at areas that require
 3. A bedside reporting trial.                                     improvement.
 4. A trial of a Ticket for Discharge form that allows
      for a shared process in discharge criteria between       REDUCE VARIATION IN CARE
      staff and patient. This will be introduced in Spring,    1. Fetal Health Surveillance Course is now mandatory
      2011.                                                       on the unit. Doctors who do deliveries are encouraged
 5. Possible development of a Patient Council in 2011­            to take the course as well, to ensure the same credentials
      2012 to review how care is delivered on the unit            for all care givers on the unit.
      and areas for improvement.                               2. Common language for terminology – unit
 6. Development of signage with yellow as “yield”                 definition for “tachysystole” as well as a unit defini­
      and “red as “stop” for patients to post on their outer      tion for first and second stage normal and abnormal
      door to control flow of visitors to their room.             labour, to determine when intervention is required.
 7. Open, 24 hour visiting to allow patients to determine      3. Decrease Physician’s order sheets from 17 to
      who/when family/guests can visit. Flexibility of hours      five.
      will improve the patient experience. Communication       4. EFM strip reviews – the goal is to do one on each
      is absolutely critical in this process.                     patient in labour or having a fetal non stress test.
 8. Changing the climate of the unit regarding pre­               An audit form has been developed for the unit.
      judgement of birthing plans.                                Two nurses review the strip and sign the form to
 9. Changing patient follow up methods – random                   ensure all are following Society of Obstetricians and
      selection (five/month) from discharged patients to          Gynaecologists of Canada (SOGC) standards.
                                                                                                                                Members of the Cypress
                                                                                                                               Hills Health Region met
                                                                                                                               for a face-to-face meeting
                                                                                                                               with doctors and RNs who
                                                                                                                               work for the Institute for
                                                                                                                               Healthcare Improvement
                                                                                                                               in Florida, November 8-10,
                                                                                                                               2010. From left to right:
                                                                                                                               Abby Schultz, Carol Dyck,
                                                                                                                               Anita Sagadahl, Val Hartley
                                                                                                                               (sponsor from senior
                                                                                                                               leadership), Maud Addai,
                                                                                                                               Carol Wells and Dr Malleck.
                                                                                                                               Missing from photo are Tricia
                                                                                                                               Hardy and Gloria Illerbrun
                                                                                                                               (sponsor from senior
                                                                                                                               leadership).




 ISSUE 3  •  MARCH 2011                                                                                        SASKATCHEWAN UNION OF NURSES  •  3
Bringing new patient-centred ideas to Labour and Delivery Unit continued
                         5. REDUCE HARM, improve patient safety and                 organization – designed to heighten the knowledge
                            reduce incidence of birth trauma by reviewing           of health care practitioners and build a network of
                            various tools and procedures. For example, adopting     connected teams and individuals – was an idea that
                            a zero tolerance for elective deliveries prior to 39    came from the nurses themselves. Their journey is
                            weeks.                                                  such a great example of what can be accomplished
                                                                                    when the professional efforts of nurses, to respond to
                         IMPROVE TEAM COMMUNICATION                                 patient needs and experiences, are met with support
                         AND STAFF SATISFACTION                                     and enthusiasm.
                         1. SBAR (Situation Background Assessment and                  Nurses are reacting to complex patient situations
                            Recommendations) training. All staff to view            by becoming part of the solution. This means not
                            video on­line.                                          simply moving patients through the system as quickly
                         2. HUDDLES to promote team communication. They             as possible, or doing things just because they have
                            would involve an overview of patient status and/        always been done that way. Instead, it means thinking
                            or areas of concern, or when requested by a staff       innovatively and collaboratively. And it involves
                            member or patient/family. A good brainstorming          considering patients and their families to be an
                            tool when an abnormal situation arises in the Labour    important part of the care team that helps to inform the
                            and Delivery room.                                      further development of skills and expertise. The idea to
                         3. Team building exercises.                                engage in new partnerships to provide perinatal care
                         4. TeamSTEPPS (Team Strategies and Tools to                in new ways is an excellent example of the innovations
                            Enhance Performance and Patient Safety) Course to       we are hearing more about through SUN’s Patients and
                            improve patient safety and reduce medical errors.       Families First Challenge. And although the Challenge
                         5. Releasing Time to Care™ staff satisfaction              closed on February 28, 2011, we hope to continue
                            survey.                                                 supporting SUN members to take risks and share
                            Returning to the labour and delivery unit in Swift      their innovative ideas for improvement. Stay tuned
                         Current, these nurses are excited to implement their       for more inspiring ideas from nurses and patients who
                         findings. They bring with them the latest evidence-        are leading the health care system at SUN’s upcoming
                         based advancements in perinatal care and patient           Innovator’s Conference in September 2011!
                         safety. Tapping into an internationally renowned




 NURSING                 Nursing Advisory

 NAC
                         and your collective agreement
                            The arrival of the New Year is when many people         and ethical care.” 1 When it is not possible for nurses
                         make resolutions – to exercise more, eat healthier,        to provide nursing care according to their practice
                         lose weight, quit smoking, or anything else they think     standards, the code goes on to say they are expected
 ADVISORY                should be changed.                                         to “collaborate with others to adjust priorities and
                            Last year, Nursing Advisory made a few changes.         minimize harm” and to “inform their employer about
                         The NAC (Nursing Advisory Committee) manual was            potential threats to safety.” 2
                         updated, Work Situation Report (WSR) forms were               The SRNA standards emphasize that a nurse report
                         revised, and a new Professional Practice Report (PPR)      times when patient care was potentially compromised
                         form was developed. In­service was provided to SUN         as well as actually compromised:
                         District Councils and Locals by Nursing Advisory              “The Registered Nurse recognizes, reports and
                         Officers, and Employment Relations Officers.                  takes action in a timely manner, in unsafe situations
                            Calls to SUN continue to reflect the concerns              when client/staff and/or well being is potentially or
                         RNs, RN(NP)s and RPNs have with their practice                actually compromised.” 3
                         environment, and how to protect their practice.               If insufficient staffing impacts on a nurse’s ability
                            Registered nurses are bound by their professional       to provide proper care, he or she is obligated to report
                         standards and code of ethics. The revised Code of Ethics   this to his/her supervisor. This is clearly stated in the
                         for Registered Nurses (June 2008) states: “nurses are      RN Scope of Practice document:
                         responsible to provide safe, compassionate, competent         “If and when there is insufficient staffing to provide


4  •  SASKATCHEWAN UNION OF NURSES                                                                                   ISSUE 3  •  MARCH 2011
    safe, competent nursing care, the RN has an             processes for an Independent Assessment Committee
    obligation to immediately report the situation to a     for unresolved WSRs.
    supervisor. The agency has an obligation to ensure          Article 58 is titled Nursing Practice, and provides
    adequate staffing to ensure safe nursing care. If       that “The Employer shall provide a working
    the standards of nursing care cannot be maintained,     environment consistent with nursing standards,
    the agency has an obligation to either provide the      practices and procedures.” (58.01). Further, “The
    necessary staffing to ensure safe, competent nursing    Employer shall have in place nursing policies and
    care and/or to transfer the client to a care area       procedures which are consistent with the professional
    where safe nursing care can be provided.” 4             associations’ standards of practice and legislation that
    Furthermore, the Canadian Nurses Protective             applies to Registered Nurses and Registered Psychiatric
Society emphasizes the nurses’ role in documenting          Nurses. ….. (Art. 58.02). The Article goes on to further
insufficient staffing:                                      stipulate that:
    “It is extremely important for nurses to report             “Where an individual Employee or group of
    each clear occurrence of a staffing shortage to         Employees have cause to believe that she or they are
    their management. The purpose of documenting            being asked to perform more work than is consistent
    staff shortages and their impact is to alert those      with proper client care… (Art. 58.03(a))
    who make staffing decisions and can take further            “Where an Employee has reasonable grounds to
    action.” 5                                              believe that she is working at the Employer’s direction,
    The SRNA Standards and Foundation Competencies          in violation of her professional responsibilities…” (Art.
for the Practice of Registered Nurses (effective            58.03(b))
March 1, 2007) states on page 6 that:                           “If and when, in the professional opinion of the
    “… no agency directive (policy, procedure or            Registered Nurse or Registered Psychiatric Nurse at
    guideline) can relieve a registered nurse of the        the point of care, there is insufficient staffing to provide
    professional accountability for his/her own             safe, competent nursing care, … (Art. 58.05)
    actions.”                                                   In each of these Articles, there is a requirement to
    The Registered Psychiatric Nurses’ Association          inform their supervisor or designate. SUN advises this
of Saskatchewan (RPNAS) documents reflect core              person be out­of scope.
values, including accountability and professional               When nurses access the provisions of Article 56
responsibilities. RPNs are to act in a manner consistent    or 58, they need to document on a WSR or PPR form
with professional responsibilities, ethical and legal       to hold employers responsible, enable their Nursing
guidelines, and standards of practice. They advocate for    Advisory Committee to follow up, and protect their
practice environments that have the human, physical         professional license by having written documentation
and financial resources necessary for the provision         to support their efforts to uphold the standards and
of safe, competent, ethical care; are accountable at        ethics they are legally obligated to maintain.
all times for their own practice, including having and          While you may have made your New Years’
knowing the limits of their own competence; and             resolutions for the year a few months back, why not
responding to unsafe or inappropriate client care in        add a new resolution to support your patients, clients,
circumstances that do or might affect client care.          co­workers, and your practice, by using the Nursing
    Along with these legislated requirements and            Advisory and Professional Practice articles in the
obligations, the SUN/SAHO Collective Agreement              Collective Agreement?
(2008­2012) also outlines expectations for both                 If you have questions about Nursing Advisory,
employers and employees. These include promoting an         contact your Local Representative, or either the Regina
environment supportive of professional nursing practice     or Saskatoon SUN Office.
(Art.1), minimum requirements for Staff Development                                                     Jan Murdock, RN
(Art. 42), Float Orientation (Art. 45), and Orientation                                           Nursing Advisory Officer
when commencing a new position (Art. 27).                   1 
                                                              Code of Ethics for Registered Nurses, Canadian Nurses 
    The Nursing Practice Articles include provisions        Association, June 2008, page 8 
for a Nursing Advisory Committee in Article 56,             2
                                                              Code of Ethics for Registered Nurses, Canadian Nurses 
which “shall be established to review and make              Association, June 2008, page 9 
recommendations relative to client care including           3 
                                                              SRNA, Standards and Foundation Competencies for
staffing for nursing practice …” This is done through       the Practice of the Registered Nurse, March 1 2007, 
                                                            Standard 18, page 7 
documentation using a WSR form. There is also a             4
                                                              SRNA, The RN Scope of Practice, March 2004, page 4 
requirement in Art. 56.02 to communicate with an            5 
                                                              Professional Liability During the Shortage, Elaine Borg, 
Out­of Scope about specific items. Article 57 articulates   CNPS, www.cnps.ca / member / publications




ISSUE 3  •  MARCH 2011                                                                                        SASKATCHEWAN UNION OF NURSES  •  5
SUN members weigh the pros and cons of working at
                            If you are a Registered Nurse (RN), Registered             RNs and other staff so nobody was left out – we could
                         Nurse (Nurse Practitioner) (RN(NP)) or Registered             vent and share success stories or challenges,” explains
                         Psychiatric Nurse (RPN), your credentials entitle you         Cholin. “We were able to work through a lot of issues.
                         to work in a variety of specialty areas, in health care       We still continue the supper meetings as we have found
                         facilities across the province. Choices can range from        them to be an effective way to communicate.”
                         working in Emergency, Acute Care, Palliative Care,                Presently, there is one RN who works on the Acute
                         Intensive Care, Operating Room and Neo­Natal within           Care side of the facility, along with two Licensed
                         a hospital – to facilities that specialize in Long­Term       Practical Nurses (LPNs), and one to two Special Care
                         Care (LTC), Mental and Public Health, and more. For           Aides (SCAs). They are for six Acute care beds, one
                         a select few, usually in rural communities, there is the      Observation, one Palliative, two Respite, and a 24­hour
                         unique opportunity to work in both LTC and Acute              Emergency department, as well as 11 LTC beds on the
                         Care. These are the Integrated Facilities that are spread     Acute Care side of the building. On the LTC side of
                         across Saskatchewan, developed to meet the changing           the building, there are 24 beds. The staff on the LTC
                         needs of patients.                                            side includes one RN, and three SCAs that care for the
                            Shannon Cholin, RN, is a nurse who works in one of         residents. There is also one physician on staff, as well
                         these facilities. She has spent 26 of her 28­year nursing     as Emergency Medical Services (EMS) members who
                         career working at the Kerrobert Integrated Health Care        can be called upon in an emergency. “There is great
                         Facility. The integrated facility services the 1,200          camaraderie at our facility,” says Cholin. “We work
                         people living in Kerrobert as well as several small           very well as a team ­ everyone plays an important role
                         towns in the area, including Luseland, Major, Dodsland        in our patients’ care.”
                         and Tramping Lake.                                                With one RN in Acute Care 24 hours a day and
                                                                                       one RN in LTC 16 hours a day, Cholin finds it has
                                                                                       helped immensely in the way the work is completed
         “Honestly, I don’t know anything different;                                   – a benefit she sees as a result of being an integrated
                                                                                       facility. When an RN is working alone in Acute Care,
         all the facilities I have worked in have been                                 there is another RN on the LTC side available to assist
     somewhat like this. I like how there is always someone                            at a moment’s notice when there is an emergency or
                                                                                       backlog of outpatients and admissions. “Before, we
                on the other side you can call.”                                       had to go through a phone list and try to bring in an RN
                                                                                       to help us from outside the building – many of them
         Kari Meir, new grad working in Kerrobert since August 2010                    lived out of town, so it could be up to an hour before
                                                                                       we’d get the help we needed.” Cholin says becoming an
                                                                                       integrated facility has also benefited in terms of having
                            Cholin remembers when the idea to integrate Acute          another RN to consult with, regarding the particulars of
                         Care and LTC was proposed in her community in the late        a patient’s health. And, because staff can go back and
                         1990s. It was to be a pilot project that was to assist with   forth between departments as needed, patients are able
                         staffing challenges in the area. At that time, Kerrobert,     to receive better care.
                         which is a town two hours west of Saskatoon, close to             New grads seem to like working in an integrated
                         the Alberta Border, had two buildings – the Acute Care        facility. Cholin says that of the seven new grads who
                         hospital and a nursing care home that was connected           have worked at the facility in the last five years, five
                         by a long hallway. When the two buildings operated            have decided to stay. “They like the teamwork and how
                         separately, the connecting hallway was rarely used.           everyone gets along so well,” comments Cholin. “They
                         After integration, the hallway doors were permanently         learn from us and we learn from them.”
                         open between the buildings, thus allowing easy access             Kerrobert is an integrated facility that has been
                         to both areas and almost instantly creating an integrated     able to accommodate both eight hour and 12 hour
                         facility.                                                     shifts for its staff, which has assisted in retention and
                            It wasn’t easy at first, but Cholin believes the staff     recruitment of new nurses. “We have been lucky to
                         has transitioned well. The process was made easier            keep staff,” shares Cholin. “The Employer also helped
                         due to the fact the staff provided moral support to           to ease the transition by giving staff opportunities to
                         each other, and traded shifts to help those with family       attend workshops that complemented the work they
                         commitments – a tradition that continues today. “In the       would be doing. Our Employer has also allowed us
                         beginning, we had a lot of supper meetings with the           to do self­scheduling to make the schedule work for



6  •  SASKATCHEWAN UNION OF NURSES                                                                                      ISSUE 3  •  MARCH 2011
an integrated facility
  everyone. If a co­worker needs time off for special
  occasions, we will trade shifts and help each other out.
  It didn’t happen over night, but by making the choice to
  be positive at the beginning, everyone has been pleased
  with the end result.”

  GUll lAkE ShARES A DIFFERENT STORy
      The nursing staff members at the integrated facility
  in Gull Lake are not so fortunate. They do not have the
  option of both eight and 12 hour shifts. Cypress Hills
  Health Region recently changed their shifts from 12 to
  strictly eight hour shifts. It has caused much distress in
  the workplace.
      Melissa Herter, RN, remembers when the government
  decided to add a big square box to the front of their
  36­bed LTC facility, which was 30­plus years old, and
  turn it into Gull Lake Special Care Centre in November
  of 1999. Herter, an RN since 1994, has always worked
  in Gull Lake, save for a brief few months in another             In spite of the change in shifts, Herter still believes
  facility. As was the experience felt by Cholin and the       integrated facilities are a good option to separate Acute
  staff in Kerrobert, Herter says it was a challenge to        Care and LTC facilities. “In an integrated facility, it’s
  integrate, but not as challenging as making this recent      never boring – you have to know a lot about every
  shift change.                                                aspect of nursing,” she admits. “I also like the variety.
      Presently, the Acute Care side of the Gull Lake          We get a lot of traffic accidents and transients at our
  facility houses an Emergency room, lab and x­ray, and        facility because of our location on the #1 Highway.
  home care. Beds include a 12­hour Observation bed,           We’re doing both Acute Care and LTC, so we’re seeing
  Respite bed, Palliative bed and Convalescent bed. A          all ages and varieties of patients – from Maternity, to
  Dietician is employed at the facility; a Public Health       Orthopedics to Respite. And, as an RN, we have to
  nurse comes out twice a month and provides services          be able to make quick decisions as we may not have
  through the building. As well, there are private and         a doctor on the premises 24­7.” In Gull Lake, they
  health region physiotherapists who share a physio room       have a resident doctor, Dr. Kozroski, who has lived
  for treatments once or twice a week. There are 33 beds       there for 12­13 years and has her own clinic outside
  on the LTC side. At present, there are four RNs and          of the facility. Between her and another doctor, Dr.
  three LPNs working at the facility.                          DeNysschen from a facility in Cabri (35 miles north
      For the last few months, the Gull Lake facility          of Gull Lake) they provide 24 hour coverage for both
  has been dealing with decreases in services, which is        facilities.
  alarming to health care providers and the community.             Herter also sees the benefit to other communities
  The RNs float between Acute Care and LTC; the                and health care facilities. “We take the pressure off
  LPNS only work in LTC. “We are one of those ‘lucky’          some of the major centres like Swift Current, and
  facilities that Cypress Health changed from 12 to eight      patients don’t have to drive longer distances to get the
  hours shifts,” says Herter. “We have had a lot of staff      care they need,” she says. “Because of the different
  members leave their positions because of this. We knew       beds we have, we can offer Respite and Palliative Care
  it would cause closures in the Region, and it has. They      without the patient having to be in a hospital per se. Or,
  have also decreased our hours at the health centre, and      rather than driving to a major centre and maybe having
  morale is quite low there.”                                  to wait six hours for a dressing change in Emergency,
      Previously, when an RN worked a 12­hour shift,           we can do that at our facility.”
  there was little chance of having to work an abundance           For both Cholin and Herter, working at an integrated
  of overtime. Now, after working eight hours, some staff      facility is a lifestyle as much as a career. Serving the
  is being asked to work another eight hours of overtime,      community and its health care needs, expanding nurse
  which has caused nurse fatigue. “There are a lot of ups      practice, and keeping the lines of communication open
  and downs when you have so few nurses,” notes Herter.        … is what makes it work for client and caregiver.
  “Sometimes these changes don’t translate well – they                                                    Cheryl Krett
  look good on paper, but don’t work in the real world.”                                     SUN Communications Officer



  ISSUE 3  •  MARCH 2011                                                                                      SASKATCHEWAN UNION OF NURSES  •  7
  Hazardous drugs
  Warning! Working with or near hazardous drugs in health care settings may cause skin
  rashes, infertility, miscarriage, birth defects, and possibly leukemia or other cancers.




                                                                                                                                                  stock photo
                            The concern for health care workers exposed to          ister, handle, or use cytotoxic drugs, or are likely to
                         cytotoxic drugs has been present since the 1970s.          be exposed to them, the employer must prepare and
                         If you are like me, you may recall administering           implement a written program to ensure the health and
                         chemotherapy as if it were any other drug, without         safety of workers. The employer must train workers
                         a concern for your own health or your surrounding          on the content of the program and its procedures when
                         environment. Even in the ’80s, I had not been made         implementing the program. In 1999, the OH&S Branch
                         aware of the personal protection I required. I went        produced “Guidelines on Cytotoxic Drugs.”
                         on blissfully unaware of the possible harmful effects.
                                                                                    What drugs are considered “hazardous”?
                         I cringe at the memory of standing in the hospital
                                                                                       Hazardous drugs include those used for cancer
                         hallway reconstituting the powder and priming the IV
                                                                                    chemotherapy, antiviral drugs, hormones, some bio­
                         tubing – no mask, no respirator, no gown, no gloves, no
                                                                                    engineered drugs, and other miscellaneous drugs. The
                         biological safety cabinet. I remember reading the study
                                                                                    National Institute for Occupational Safety and Health
                         in the ’80s of nurses who prepared and administered
                                                                                    (NIOSH) listed the hazardous drugs in the Alert:
                         cytotoxic drugs. They were found to have mutagenic
                                                                                    Preventing Occupational Exposures to Antineoplastic
                         substances in their urine. This mobilized me to make
                                                                                    and Other Hazardous Drugs in Health Care Settings
                         changes in my workplace and in my personal nursing
                                                                                    was published in September 2004 and now in 2010,
                         practices.
                                                                                    NIOSH has updated the list of hazardous drugs from
                            Since then, there have been numerous studies
                                                                                    the 2004 list.
                         and surveys regarding the occupational exposure to
                         cytotoxic and other hazardous drugs and the adverse        Are health care providers
                         effects on health care workers. Saskatchewan joined        who work with cancer drugs
                         other jurisdictions and put occupational health            at an increased risk for toxic events?
                         legislation in place to protect workers from the adverse       The studies describe an association between exposure
                         effects of the hazard.                                     to antineoplastic drugs and adverse reproductive effects
                            During the revisions to Saskatchewan’s Occupational     in female health care workers. Various acute toxic effects
                         Health and Safety Regulations in 1996, a section was       of antineoplastic agents are well documented in patients
                         added specifically for health care workers. Within         treated with high doses of these agents. These include
                         this section, is Section 471, which requires employers     such effects as nausea, rashes, hair loss, liver and kidney
                         in health care facilities to take all practicable steps    damage, hearing loss, cardiac and hematapoetic toxicities,
                         to minimize worker exposure to cytotoxic drugs or          and others. Some of these effects have been documented
                         materials, or equipment contaminated with cytotoxic        in workers handling antineoplastic agents. (CDC)
                         drugs. Where workers are required to prepare, admin­



8  •  SASKATCHEWAN UNION OF NURSES                                                                                    ISSUE 3  •  MARCH 2011
                                                                                                                         OSH
What activities put you at risk                              • Place drug­contaminated syringes and needles in
for exposure to hazardous drugs?                               chemotherapy sharps containers for disposal.
   If you work with hazardous drugs, or the patients         • When supplemental protection is needed, use
receiving the drugs, you are at risk to exposure.              closed­system drug­transfer devices, glove bags, and
These include actions such as preparing medications,           needleless systems inside the ventilated cabinet.
expelling air from the syringe, administering the            • Handle hazardous wastes and contaminated
medication, handling waste, counting/crushing pills,           materials separately from other trash.
generating aerosols, priming intravenous (IV) set,           • Clean and decontaminate work areas before and
decontaminating, transporting, handling bodily fluids,         after each activity involving hazardous drugs and at
etc.                                                           the end of each shift.
                                                             • Clean up small spills of hazardous drugs immediately,
What steps should health care workers take
                                                               using proper safety precautions and PPE.
to protect themselves from hazardous drugs?
                                                             • Clean up large spills of hazardous drugs with the
(from NIOSH)
                                                               help of an environmental services specialist.
• Read all information and material safety data sheets
   (MSDSs) your employer provides to you for the
                                                                Please check your workplace safety plan regarding
   hazardous drugs you handle.
                                                             Hazardous Drugs. Refer to the OH&S guidelines from
• Participate in any training your employer provides
                                                             Sask OH&S or NIOSH. Yes, we have come a long way
   on the hazards of the drugs you handle, and the
                                                             since the ’70s. You know the risks – insist on hazard
   equipment and procedures you should use to prevent
                                                             controls.
   exposure.
                                                                                                       Norma Wallace
• Be familiar with, and able to, recognize sources of
                                                                                                     SUN OH&S Officer
   exposure to hazardous drugs. Sources of exposure
   include all procedures involving hazardous
                                                             NIOSH info at http://www.cdc.gov/niosh/docs/2010-167/
   drugs (including preparation, administration, and
                                                             Saskatchewan’s Cytotoxic Guidelines are found at:
   cleaning), and all materials that come into contact
                                                             http://www.lrws.gov.sk.ca
   with hazardous drugs (including work surfaces,
   equipment, personal protective equipment [PPE], IV
   bags and tubing, patient waste, and soiled linens).
• Prepare hazardous drugs in an area that is devoted
   to that purpose alone and is restricted to authorized
   personnel.                                                   Champions of Mental Health
• Prepare hazardous drugs inside a ventilated cabinet,
   designed to protect workers and oth ers from                     Awards Banquet
   exposure, and to protect all drugs that require sterile                  Mark your calendars to attend the second annual
   handling.                                                               “Champions of Mental Health” Awards Banquet,
• Use two pairs of powder­free, disposable chemo­                             hosted by the North Battleford branch of the
   therapy gloves, with the outer one covering the                            Registered Psychiatric Nurses’ Association
   gown cuff whenever there is risk of exposure to                                    of Saskatchewan (RPNAS).
   hazardous drugs.
                                                                                         Saturday, May 7, 2011
• Avoid skin contact by using a disposable gown made
                                                                              Knights of Columbus Hall, North Battleford
   of polyethylene­coated polypropylene material
   (which is nonlinting and nonabsorbent). Make sure                         Tickets: $45 each or $320 for a table of eight.
   the gown has a closed front, long sleeves, and elastic                      NOTE: There are only 240 tickets for sale,
   or knit closed cuffs. Do not reuse gowns.                             so be sure to get yours by the April 16, 2011 deadline.
• Wear a face shield when splashes to the eyes, nose,                           Dress: Semi-formal attire (no jeans please).
   or mouth may occur and when adequate engineering
                                                                       Entertainment by: Big Daddy Tazz, “the Bipolar Budda,”
   controls (such as the sash or window on a ventilated
                                                                       a father and comedian from Winnipeg who believes the
   cabinet) are not available.
                                                                    best way to deal with mental illness is to put on a positive face.
• Wash hands with soap and water immediately
   before using personal protective clothing (such as                                        Cocktails: 5:30 p.m.
   disposable gloves and gowns) and after removing                                  Supper: 6:30 p.m. with presentation,
   it.                                                                              awards and entertainment to follow.
• Use syringes and IV sets with Luer­LokTM fittings
                                                                 Contact Marion Palidwar, President of the North Battleford Branch of
   for preparing and administering hazardous drugs.
                                                                      RPNAS at (306) 937-7657 for tickets or more information.


ISSUE 3  •  MARCH 2011                                                                                      SASKATCHEWAN UNION OF NURSES  •  9
Rise Up for Your Rights Conference
an eye opening experience for SUN member
                           The Canadian Labour Congress (CLC) held a               happening here in Canada, in our civilized society. At
                        “Rise Up for Your Rights” conference in Ottawa from        times, the atmosphere was so intense it was palpable.
                        December 8­11, 2010. There were over 425 participants         As well, there were open space sessions that
                        (a large majority being women) present from across         provided an opportunity for participants to bring forth
                        Canada, including Linda Silas, Canadian Federation         an issue they believed to be important, and facilitate
                        of Nurses Unions (CFNU) President. SUN was well            a group of like­minded individuals to raise awareness
                        represented with seven members in attendance. The          and brainstorm possible actions. I preferred this to the
                        purpose of the conference was to unite activists to        workshops.
                        stand together in the fight against the assault on our        Speaker Jessica Yee is an accomplished, proud, two
                        human rights.                                              spirit youth, who despite her age, gave a dynamic “in
                           We were welcomed with a smudging ceremony               your face” speech on the power of indigenous youth.
                        by First Nations Elder Albert Dumont. The keynote          Yee is founder and Executive Director of the Native
                        speaker was Armine Yalnizyan, who spoke about              Youth Sexual Health Network. This organization
                        democracy and why we need to take a stand for our          works with indigenous youth and their sexual and
                        human rights. There were numerous passionate               reproductive health. There were also other types of
                        speakers who addressed the topic of “what is really        presentations, such as comedian Martha Chaves, who
                        happening to our human rights,” and “what are we           addresses awareness of stereotyping with the use of
                        doing in response?” People commented on how the            humour. “Ritallin,” an amazing talented artist, writer,
                        conservatives are pushing their agenda and why we, as      musician, consultant, social activist and arts educator
                        human rights activists, need to unite and take political   graced us with his performance of the spoken word. For
                        action ­ Fighting back for our Collective Rights! The      those who have never experienced the spoken word, I
                        role of Community and Labour.                              must say it defies description (see link below).
                           Workshops were also held on issues affecting               I could go on and on, but you get the picture. All
                        aboriginals, women, people of colour, persons with         in all it seems that all the provinces and territories are
                        disabilities and members of the LGBT [Lesbian/Gay/         plagued by the existence of human rights problems
                        Bisexual/Transgender] communities. There were open         in varying degrees. What was really interesting was
                        mic sessions, which prompted a lot of participation from   learning how others who share the same issues were
                        the floor. Some of the issues that were addressed were     finding methods to provoke positive change. The
                        so unbelievable that it is hard to imagine it could be     problem is where to start! We must find a common
                                                                                   ground, and all stand together as we do in the labour
                                                                                   movement, to work towards positive change. There is
                                                                                   power in numbers and only by uniting our strength will
                                                                                   we win back our most basic of rights ­ equality, respect
                                                                                   and dignity for all humans. Thanks to SUN for this eye
                                                                                   opening opportunity.
                                                                                              Submitted by Leslie Saunders, Proud SUN member

                                                                                   Link: To see the speakers and artists who presented at the 
                                                                                   CLC Convention, go to the CLC You Tube Channel. At time 
                                                                                   of printing of this article, there is a link at candianlabour.ca on 
                                                                                   the News and Events page.




                                                                                   SUN delegates to the CLC “Rise Up for Your Rights”
                                                                                   conference in Ottawa, December 8-11, 2010. From left to
                                                                                   right. Back row: Jan Cibert, Sheila Moore, Colleen Palchewich
                                                                                   and Leslie Saunders. Front row: Melody Roy, Pam Pick and
                                                                                   Pat Nykiforuk.


10  •  SASKATCHEWAN UNION OF NURSES                                                                                       ISSUE 3  •  MARCH 2011
SUN announces the SUN/CFNU
Scholarship winner for 2010
   Danielle McTavish is the recipient of the SUN/               McTavish found herself drawn to the units that
SFNU scholarship for 2010.                                  provided a fast­paced environment, which is why she
   She has always had an interest in nursing, and in        chose to complete her senior practicum on Surgery
her words, loves “being around people, and caring for       5000 Ward at RUH. She says her preceptor, Ashley
them.” At one point she had debated whether or not to       Taylor, became an excellent mentor, helping her
become a doctor or Registered Nurse (RN). There were        become the nurse she is today. In fact, McTavish says
two determining factors that drew her to an RN career.      her experiences have been very positive with all of the
One was the ability as an RN to really get to know the      RNs on the wards on which she has worked. “They
patients and work with them on a one­on­one basis. The      were all willing and excited to share their expertise and
second was the fact that she already knew two people        show me how to be the best nurse I can be,” she says. “I
very close to her that were in the profession – her dad     also did a senior practicum in home care in Saskatoon.
and aunt, who are both RNs in the Pediatric Intensive       I found members went out of their way to provide me
Care Unit at the Royal University Hospital (RUH) in         with a good experience. All of the people in my class       Danielle McTavish
Saskatoon. “They would tell me the positive things          had at least two rotations in Long­Term Care facilities.
nursing had to offer from their perspective,” shares        I liked to hear the stories of the residents. However,
McTavish. “Hearing about their work experiences             I found it difficult to find the time I wanted to spend
made my decision easier.”                                   with them, when there were so many other duties to
   Once in the nursing program through SIAST and            perform.”
the University of Saskatchewan, McTavish says the               McTavish completed her education in November,
different experiences, in and out of the classroom,         2010, but will actually convocate in June, 2011.
confirmed her decision to become an RN was the right        Her plans are to stay in the province and work in an
one. “It’s a really challenging career and program to       environment that is busy, challenging and rewarding.
be in; but, in the end, all the hard work and countless         We wish Danielle all the best in her nursing career
hours of studying and clinical preparation are worth it.”   and congratulate her in winning the SUN/CFNU
During the four year RN degree program, McTavish            Scholarship.
was able to enjoy a wide variety of clinical experiences                                              Cheryl Krett
including: Labour and Delivery, Cardiology, Surgery,                                     SUN Communications Officer
the Regional Psychiatric Centre in Saskatoon, and
Long­Term Care.




2010 WINN/NTF Conference
   SUN staff and members of SUN’s Board of Directors
(BOD) attended the 2010 WINN/NTF (Workplace
Integration of New Nurses NRT: Nursing the Future)
conference, December 1­3 at the Intercontinental Centre
in Toronto, Ontario: Rosalee Longmoore, President;
Tracy Zambory, First Vice­President; Paul Kuling,
Second Vice­President; Barb Abele (BOD); Denise
Dick (BOD); Lorna Tarsoff (BOD); Bev Duncan,
Professional Practice Officer; Amber Alecxe, Research/
Policy Analyst; and Gwen Curtis, Professional Practice
Officer.
   Delegates learned about issues affecting today’s
registered nurses by attending speaker presentations
and education sessions. SUN was also asked to make
a poster presentation on its Patients and Families First
Initiative. Shown here are Amber Alecxe (left) and
Rosalee Longmoore in front of SUN’s poster.


ISSUE 3  •  MARCH 2011                                                                                  SASKATCHEWAN UNION OF NURSES  •  11
Sick Leave/Disability Management Policy Provisions
Sibley Arbitration Highlights (SEIU v Five Hills Health Region 2008)
                            The Five Hills Health Region introduced a Sick               they meet the requirements of the Collective
                        Leave/Disability Management policy, which SUN,                   Agreement.
                        SEIU and HSAS challenged under their own grievance           5. Any policy that is implemented to dissuade
                        procedures. The SEIU grievance was arbitrated and                Employees from exercising their right to access
                        HSAS obtained intervener status in the hearing. The              sick leave credits will generally not be permitted.
                        Arbitrator ruled that while the Employer has a right         6. An Employer can refuse sick leave if they reason­
                        to have an attendance management policy, it must be              ably believe that an Employee can attend work and
                        reasonable and comply with the collective agreement.             perform the duties of his/her job.
                        The grieved Policy was found to be unreasonable and          7. There must be a legitimate business reason for the
                        in contravention, and therefore the Arbitrator found             Employer to ask for further medical information
                        it could not be acted upon. SUN did not proceed with             that intrudes on the medical privacy of an
                        its grievance as, before the SEIU/HSAS decision                  Employee.
                        was received, Five Hills Health Region cancelled             8. The initial onus is on the Employee to establish
                        its contract with Sibley and implemented a revised               entitlement under the Collective Agreement. The
                        attendance management policy. SUN continues to                   Employer is entitled to sufficient “proof” of illness
                        monitor the revised Sick Leave/Disability Management             as set out in the Collective Agreement. To require
                        policy to ensure that its application is reasonable and          greater intrusion into private and confidential
                        does not violate the collective agreement.                       matters requires clear authority under the Collective
                            The following is an excerpt from the arbitration             Agreement.
                        award that outlines basic principles regarding sick          9. Diagnosis and treatment usually do not need to be
                        leave and disability management.                                 provided. Asking for the nature of the illness can be
                        1. An Employee has the right to keep medical infor­              interpreted to be the same as asking for a diagnosis.
                             mation private except where it is absolutely                The amount of information required to be disclosed
                             necessary to disclose it. The requirement to disclose       may depend on the length of absence.
                             may increase, depending on the length of absence,       10. There must be individualized assessment of each
                             the complexity of the matter and/or the stage of the        illness; discretion must be applied.
                             grievance proceeding.                                   11. Estoppel must be applied. The Employer will be
                        2. An Employer does not have the inherent right to               estopped or prevented from applying new rules or
                             compel Employees to produce confidential medical            policies that were not contemplated in bargaining.
                             information. An Employer only has a right to            12. Request for medical evidence to access sick leave
                             confidential medical information to the extent that         credits requires less information than medical
                             legislation or a collective agreement provides or           evidence required to establish a disability claim.
                             where it is demonstrated that it is required.           13. The sick leave policy must be a bona fide
                        3. A doctor cannot disclose patient medical                      necessity to meet the Employer’s needs and
                             information unless the patient gives consent. That          cannot be arbitrary, unfair or based on irrational
                             consent must be freely given.                               considerations.
                        4. Sick leave is a right that is bargained and Employees                                             Marg Romanow
                             are entitled to access that benefit, provided                                                SUN Benefits Officer




                          WCB Committee of Review:
                          Request for Feedback
                          Workers’ Compensation Board (WCB) Legislation requires that a review of the legislation and practices
                          be conducted every three years.
                          SUN is currently preparing a submission for the WCB Committee of Review, and would like to hear from
                          members regarding their experiences with WCB; good and indifferent.
                          Any SUN members who wish to share their WCB experiences are asked to contact Marg Romanow
                          at the Regina SUN office 525­1666 or regina@sun-nurses.sk.ca.


12  •  SASKATCHEWAN UNION OF NURSES                                                                                   ISSUE 3  •  MARCH 2011
For-profit facilities leave seniors vulnerable
By Margaret McGregor
   In July, 2008, Ontario’s provincial ombudsman
launched an investigation after receiving 100 com­
plaints about the quality of the province’s long­
term care. Another 450 complaints came in after the
investigation was announced. The report, released in
December, 2010, concluded that there were “delays,
inconsistencies and lack of transparency in monitoring
of long­term care homes.” These findings are troubling
in a province where a majority of facilities are owned
by private for­profit operators and almost two­thirds of




                                                                                                                                 stock photo
new long­term beds since 1998 have gone to for­profit
companies.
   In most provinces, long­term care is publicly                   One reason why some provinces are increasingly
subsidized but service delivery is provided by a mix            contracting residential care to for­profit facilities is
of government­run, non­profit and private for­ profit           their reluctance to finance the construction of new
organizations. Unlike hospital care, long­term care is          facilities by incurring debt. In order to get around this,
not included under the Canada Health Act so access              many governments have been taking on new capital
to a defined set of services is not universal in Canada.        expenditures through public­private partnerships,
Therefore, provincial governments have a range of               known as P3s.
options in the delivery models they fund.                          Under P3s, governments enter into a contract with a
   [Lisa Ronald and I] have reviewed Canadian and               private company not only to build new infrastructure,
U.S. research evidence on the link between ownership            but also to provide some or all of the services for that
and care quality and concluded that contracting out             new facility, once constructed. The method of financing
care to private, for­profit facilities is likely to result in   new residential care is therefore intimately linked to
inferior care compared to the care delivered in public          the expansion of for­profit delivery, for which there
and non­profit facilities.                                      is now ample evidence of inferior quality. Due to the
   For example, one key measure of quality in                   growth of Canada’s aging population over the next 20
residential care facilities is nurse staffing levels. Studies   years, all provinces and territories will need to increase
have consistently found that for­profit facilities have         their long­term residential care capacity. Policy needs
lower nurse staffing levels compared to non­profit and          to be realigned with the available evidence by devising
public facilities. Other indicators of poor care quality,       ways to expand the sector with public and non­profit
such as rates of pressure ulcers or bed sores, are also found   options.
to be higher among residents in for­profit facilities.             While ownership clearly influences quality, other
   Moreover, the evidence suggests that the greater             policies, such as mandatory minimum staffing with
the profit, the worse the outcomes. In one study, for           adequate funding to support these minimums, and good
example, for­profit facilities with the highest profit          regulation are also important.
margin had significantly more regulatory inspection                How we take care of seniors when they are most
deficiencies than those in the next­lowest profit group.        vulnerable and need the greatest support is an
So what is behind this relation between profit and              important public policy challenge. Our decisions about
inferior care?                                                  financing and delivery of long­term care services will
   One explanation is that there is a tradeoff between          be important to ensure that seniors receive the quality
the additional costs of improving quality (for example,         care they deserve.
by hiring more staff) and revenue generation. Where
the pressure to make a profit is strong, quality may be         Margaret McGregor is a clinical associate professor and part-
sacrificed. Another explanation may be related to the           time health researcher at the University of British Columbia. 
                                                                Lisa Ronald is a researcher at the Vancouver Coastal Health 
greater ability of non­profit organizations to mobilize         Research Institute. They are the authors of Residential Long-
volunteers, who provide companionship to residents              Term Care for Canada’s Seniors: Nonprofit, For-Profit or Does
and raise funds for capital equipment to enhance care.          it Matter? published by the Institute for Research on Public 
   While the link between for­profit facility ownership         Policy http://www.irpp.org/summary.php?id=359.
and poorer care does not imply that all for­profit              Reprinted with permission from Margaret McGregor. 
facilities provide poor care, the evidence suggests that,       This article appeared in The Globe and Mail on Monday, 
as a group, such facilities are less likely to perform as       January 24, 2011 on page A17.
well as non­profit or public facilities.

ISSUE 3  •  MARCH 2011                                                                                          SASKATCHEWAN UNION OF NURSES  •  13
News from CFNU:
Canada’s nurses speak with one voice
                             Montreal, February 15, 2011 – At the close of the      to care in their homes and in their community. It also
                         12th biennial Nursing Leadership Conference, nurses        means generating greater access to health­care teams
                         from across the country agreed that tackling chronic       that include family doctors, nurses, nurse practitioners
                         illness, and enhancing primary care, home care and         and other health professionals.
                         pharmacare are solutions that require immediate               Another serious shortfall of our health system is the
                         attention from Canada’s government leaders in              insufficient funding of home care. Delivering a range
                         preparation for the upcoming 2014 Canada health            of services to seniors in their homes is a more effective
                         accord.                                                    way of preventing the needless burden being placed on
                             “In order to ensure that Medicare meets the changing   emergency departments across the country.
                         health needs of Canadians, we need to revolutionize           One in 10 Canadians report not filling a prescription
                         where and how care is delivered. We urge our political     or skipping a dose because of cost. A national
                         leaders to take immediate action by providing care         pharmacare program, which Canada’s nurses have
                         where and when it’s needed most,” said Judith Shamian,     been demanding for well over a decade, is an essential
                         presiding officer of the conference.                       component in revolutionizing the way we prevent and
                             Nurses want strong investment in primary health        treat disease.
                         care, which in part means creating more flexibility           The upcoming 2014 federal, provincial and terri­
                         so they can meet the challenges of rising rates of         torial Canada Health Accord presents a critical
                         chronic diseases such as diabetes and Alzheimer’s.         window to bring the care that Canadians need outside
                         This involves implementing strategies that enable          of hospital walls and into neighbourhood services,
                         Canadians to manage their health through better access     ensuring the sustainability of our health care system
                                                                                    for future generations. The Academy of Canadian
                                                                                    Executive Nurses, the Canadian Association of Schools
                                                                                    of Nursing, the Canadian Federation of Nurses Unions
                                                                                    and the Canadian Nurses Association, representing well
                                                                                    over 200,000 nurses across the country, call Canada’s
                                                                                    governments to action.




              Regina’s Public School Board nurses
             achieve their first Collective Agreement
             SUN is pleased to welcome the 
         Registered Nurses (RNs) working within 
                Regina’s Public Schools. 
     The RNs voted 100% in favour of joining SUN 
     in December, 2009, with negotiations starting 
         soon thereafter. On December 17, 2010 
       the Negotiations Committee for the Regina 
       Public School Board completed bargaining 
           and reached a tentative settlement. 
     SUN members and the Regina Public School 
           Board have both voted in favour of 
        accepting their first Collective Agreement.
                                                                                     From left to right: Dr. Barbara Young (Chairperson,
             Congratulations to our                                                    Regina Public School Board), Debra Burnett,
                                                                                    (Secretary-Treasurer, Regina Public School Board)
               newest members!                                                        and Loretta Echtner (President, SUN Local 314)



14  •  SASKATCHEWAN UNION OF NURSES                                                                                     ISSUE 3  •  MARCH 2011
SUN Provincial – keeping you informed
   Are you looking for more information about SUN            • Information specific to your Local (e.g. location of
and what the Union does? You can find a variety of              the Human Resource and Payroll departments, job
helpful documents at both SUN offices, through your             postings, scheduling, upcoming local meetings, etc.)
Local President or SUN Employment Relations Officer             If you are looking for a particular piece of
(ERO), and on the SUN web site at www.sun-nurses.            information, but not sure where to find it, ask your SUN
sk.ca on either the public or member side. Here is a         Employment Relations Officer or contact the Regina or
sampling of what we offer:                                   Saskatoon offices at:
• SUNSpots: Six times a year, SUNSpots is distributed        • Regina: 2330 2nd Avenue, Ph: 306­525­1666,
   to SUN members through the mail. SUNSpots is the             Toll Free: 800­667­7060, Fax: 306­522­4612,
   official newsletter for SUN members, and provides            E­mail: regina@sun-nurses.sk.ca
   information on local, national and international          • Saskatoon: 204 – 440 2nd Avenue North,
   issues that affect RNs, RN(NP)s and RPNs.                    Ph: 306­665­2100, Toll Free: 800­667­3294,
• CONTACT: SUN produces a newsletter called                     Fax: 306­665­9755, E­mail: saskatoon@sun-
   CONTACT after every Board of Directors’ meeting.             nurses.sk.ca
   The newsletter contains a summary of the Board
                                                             DO WE hAVE yOUR
   meeting as well as Arbitration Award updates.
                                                             MOST RECENT INFORMATION?
• OH&S Bulletin: On a regular basis, SUN produces
                                                                To ensure you receive SUNSpots and other critical
   a bulletin highlighting information on Occupational
                                                             information from the SUN offices, please send us any
   Health and Safety issues, developed by Norma
                                                             changes to your information, such as change of name,
   Wallace, SUN’s OH&S Officer.
                                                             address, phone number, e­mail, or whether or not you
• Did You Know: Once each month, SUN prepares
                                                             have transferred to a different facility. On occasion,
   a “Did You Know” on a timely topic of interest
                                                             electronic e­mails called SUNBursts are issued to
   to our members, relating to collective agreement
                                                             SUN members who have given us their e­mail address
   information, policy changes, professional practice
                                                             – an effective way to get critical information to you
   information and more.
                                                             quickly, especially when bargaining takes place, or
• Patients and Families First Newsletter: A recent
                                                             when education/events of interest are occurring in your
   addition to the list of available materials to members,
                                                             region.
   the Patients and Families First Newsletter focuses
                                                                Send changes to:, SUN Database, 2330 2nd Avenue,
   on innovations in patient­centred care and the work
                                                             Regina, SK S4R 1A6, Phone: 800­667­7060, Fax:
   of SUN’s Patients and Families First team.
                                                             306­522­4612, E­mail: database@sun-nurses.sk.ca
SUN WEB SITE
   The SUN web site is a valuable resource, with
copies of all SUN collective agreements as they become
available, media campaigns, back issues of SUNSpots,
SUN Board of Directors’ contact information, links to
                                                                     Nurse planner
external resources, SUN’s internal and external educa­                 for 2011
tion opportunities, duty roster, upcoming events, mail
outs, Retention and Recruitment Committee regional               Please note the following clarifications for dates
bulletins, and more. To access the member side of the         included in your 2011 Nurse Planner.
web site, you will need the user name and password.              Bargaining Conference: We had listed the
This information is available to SUN members by               bargaining conference dates as November 15­17, but
calling either the Regina or Saskatoon SUN offices.           will clarify that November 15 is a day of registration
                                                              and BOD reception, with meetings held the 16
WELCOME PACKAGE                                               and 17.
   To help alleviate the stress of orientation, SUN’s            Nursing Week: The dates for Nursing Week
Local Presidents provide new members with a Welcome           are noted as May 6­12 in the Nurse Planner, which
Package. Items that may be included (but not limited          are the dates for International Nursing Week. For
to) in the package are:                                       Canada, Nursing Week is actually May 9­15.
• A personalized “Welcome to Our Local” letter                   CORRECTION: The September 2011 Board of
• A listing of Local Executive                                Directors meeting dates are incorrect in the Nurse
• SUN’s Organizational Chart                                  Planner. The correct dates are September 13­15.
• Resource materials: Your Union and You, Your                   We apologize for any confusion these errors may
   Union Dollar, The People who Work for You, Power           have caused.
   in Your Hands, Facts for New Grads

ISSUE 3  •  MARCH 2011                                                                                   SASKATCHEWAN UNION OF NURSES  •  15
 Return Undeliverable Canadian Addresses to:
 2330 2nd Avenue
 Regina, SK S4R 1A6
 Telephone: 306­525­1666
 Toll Free: 1­800­667­7060
 Fax: 306­522­4612
 E­mail: regina@sun­nurses.sk.ca
 Web site: www.sun­nurses.sk.ca                                   Publication Agreement Number – 40065076


 SUNSpots is the official newsletter of the Union, published 
 five times annually. We welcome your letters or articles. 
 Please direct communications to the Regina SUN office. 
 SUNSpots is a member of the Canadian Association of 
 Labour Media (CALM), which supplies graphics, labour 
 news and editorial assistance to labour media.
                                                                  SUN
                                                                Districts
                                                                   &
                                                                Regions
             SUN BOARD OF DIRECTORS
 Rosalee Longmoore President
 Tracy Zambory      1st Vice-President
 Paul Kuling        2nd Vice-President
 Sandy Keating      Region 1: Keewatin Yatthé, 
                    Mamawetan Churchill River,
                    Parkland, Prince Albert
 Lorna Tarasoff     Region 2: Northwest,
                    Lloydminster, Battlefords,
                    Greenhead, Prairie West, 
                    Midwest
 Jason Parkvold     Region 3: North East, North 
                    Central, Pasquia, Assiniboine
                    Valley, East Central, North Valley
 Denise Dick                         C
                    Region 4: Swift   urrent, 
                    Moose Jaw/Thunder Creek, 
                    South Country, Rolling Southwest
 Elaine Janzen      Region 5: South Central, 
                    Moose Mountain, Southeast
 Janis Hall         Region 6: Gabriel Springs,
                    Central Plains, Saskatoon, 
                    Living Sky
 Fred Bordas        Region 7: Touchwood Qu’Appelle,
                    Pipestone, Regina
 Laurelle Pachal    Regina Base Hospitals:
                    Regina General Hospital, 
                    Pasqua Hospital
 Barbara Abele      Saskatoon Base Hospitals:
                    Saskatoon City Hospital, 
                    Royal University Hospital, 
                    St. Paul’s Hospital

 SUN represents: 8,700 registered nurses, graduate nurses, 
                                                      a
 registered psychiatric nurses and graduate psychi  tric 
 nurses engaged in all aspects of nursing practice. SUN is 
 affiliated with the Canadian Federation of Nurses Unions, 
                                                      d
 the Saskatchewan Federation of Labour and the Cana  ian 
 Labour Congress.




16  •  SASKATCHEWAN UNION OF NURSES                                                   ISSUE 3  •  MARCH 2011

								
To top