A new agreement reached by United Nurses of Alberta and Alberta Health Services aims to modernize the process available to nurses filing Workplace Harassment and Abuse concerns involving physician abuse.
Grievance process arising from AHS COVID-19 immunization policy change is continuing →
Grievances filed by United Nurses of Alberta arising from Alberta Health Services’ mandatory COVID-19 immunization policy and the employer’s March announcement employees on unpaid leave could return to work without testing or proof of immunization are continuing…
Save the Date: May 14, 2022
Show your support for Alberta's health care workers and public health care.
More details coming soon. 👀
COVID-19 Frequently Asked Questions for United Nurses of Alberta members →
Updated: April 12, 2022
Disclaimer: Because COVID-19 is evolving by the minute, we cannot guarantee that everything referenced on this page is up to date. We will strive to review and update daily including adding additional questions and answers.
General
1. Where can I access more information on COVID-19? …
Education workshops for UNA members in April, May and June 2022 →
United Nurses of Alberta is pleased to offer a number of online and self-directed education workshops for members to participate in during April, May and June 2022. Any UNA member who would like to become more knowledgeable and engaged can get a head start through the union’s educational workshops, which provide members with a wealth of information, a space for discussion, and activity-based learning…
PRC process helps resolve difficult situation at Wetaskiwin Hospital →
Investigations into serious adverse health events in many countries reveal that clinical health professionals who attempt to speak up about hazards and harm face negative consequences including being labelled a “trouble-maker;” marginalization, intimidation, bullying, discipline up to and including dismissal, and personal and mental health consequences…
How to apply for your 1% COVID-19 recognition lump-sum payment and retroactive pay increase →
Important notice to former employees of Alberta Health Services, Covenant Health, Lamont Health Care Centre, and The Bethany Group (Camrose): You must apply for your 1% COVID-19 recognition lump-sum payment and retroactive pay to receive them…
COVID-19 Frequently Asked Questions for United Nurses of Alberta members →
Updated: March 18, 2022
Disclaimer: Because COVID-19 is evolving by the minute, we cannot guarantee that everything referenced on this page is up to date. We will strive to review and update daily including adding additional questions and answers.
General
1. Where can I access more information on COVID-19? …
Now more than ever, solidarity among nurses is essential →
In this open letter to members, CFNU President Linda Silas explains why she and CFNU board members are working to forge greater unity among nurses by welcoming the British Columbia Nurses' Union back into our federation.
Enhanced mental health and psychological supports included in new Provincial Collective Agreement →
Having to work and provide family care and self-care during unprecedented times can not only be stressful but traumatizing. United Nurses of Alberta recognizes that these events can affect our members in different ways…
UNA celebrates International Women's Day
For over 100 years, March 8 has marked International Women’s Day. On this day we celebrate the achievements of women and recommit to securing justice and equality for girls and women around the globe.
The theme for this year’s International Women’s Day is, Break the Bias.
In this spirit of this theme, United Nurses of Alberta challenges Canadians to take action to create a world that is gender equal and free of bias, stereotypes and discrimination.
By choosing to challenge gender bias and inequality, inside and outside of the workplace, and celebrating the achievements of women, we can all help create a more inclusive society.
The origins of International Women’s Day have been traced to labour disputes in New York City in 1857 and 1908, in which workers protested the dangerous, overcrowded and exploitive working conditions of women in the garment industry. The first International Women’s Day was celebrated in 1911 and, in 1977, the United Nations urged all countries to set aside a day to celebrate women’s rights.
The symbols of International Women’s Day are bread and roses – the bread representing women’s struggle for economic equality and the roses their women’s continuing efforts for a better quality of life.
Overtime carries over into 2022 unless Employee requests payout →
According to a new Letter of Understanding signed as part of the new Provincial Collective Agreement, overtime accumulated by United Nurses of Alberta members between April 1, 2021, and March 31, 2022, shall be carried over unless the Employee requests a payout…
Education workshops for UNA members in March 2022 →
United Nurses of Alberta is pleased to offer a number of education workshops for members to participate in during March 2022. Any UNA member who would like to become more knowledgeable and engaged can get a head start through the union’s educational workshops, which provide members with a wealth of information, a space for discussion, and activity-based learning…
UNA legal update on COVID-19 Immunization Grievances Application →
United Nurses of Alberta has updated its legal analysis of Alberta Health Services’ amended policy on the immunization of employees for COVID-19…
UNA to UCP: Fix the nursing shortage and strengthen public health care →
United Nurses of Alberta acknowledges that the provincial budget released yesterday does not reduce health care spending, but the union has concerns about how those dollars will be spent – including plans by the United Conservative Party government to subsidize private for-profit surgical companies…
Joint statement with unions on COVID-19 PPE
January 14, 2022
Supporting Guide
for staff and leaders
Due to the changing environment related to COVID-19, Alberta Health Services (AHS), Alberta Union of Provincial Employees (AUPE), Covenant Health, the Health Sciences Association of Alberta (HSAA), and United Nurses of Alberta (UNA), have updated the joint statement on the safe and effective use of personal protection equipment (PPE) in our collective response to the COVID-19 pandemic. This replaces the previous joint statement from February 25, 2021.
The updated joint statement reflects the evolving evidence on COVID-19 transmission and simplifies PPE guidance for leaders and health care workers in Alberta. The updated statement also confirms a shared commitment to encouraging all health care workers to pay meticulous attention to fit for work protocols, appropriate utilization of PPE, hand hygiene practices, and required physical distancing whenever possible, including when not providing direct patient care.
The changes in the updated joint statement are based on the precautionary principle, the changing environment related to COVID-19, including recently updated guidance from the World Health Organization (WHO) and the Public Health Agency of Canada (PHAC), similar work in other health care jurisdictions, and uncertainty related to the ongoing nature of the pandemic, including the emergence of the Omicron variant.
As with the previous Joint Statement, this update acknowledges that the physical safety, psychological safety and mental health of health care workers are all equally important.
Understanding the Updated Statement
The statement continues to be an important part of our partnership with our unions, as we continue to build trust and collaboration in our response to COVID-19. It continues to apply to all health workers within AHS and Covenant Health regardless of classification.
It is important to note that under the updated joint statement, there is increased emphasis on the use of N95 respirators in identified scenarios.
The updated joint statement also includes sample considerations for health care workers when performing their required Point of Care Risk Assessment (PCRA) or their assessment of all known and foreseeable risks and hazards.
Intent of specific provisions
∙ Section 1: Access - Focuses on access and availability of all appropriate PPE. Managers must ensure adequate supply is readily available to meet the needs as determined by the requirements of the updated joint statement and health care workers’ PCRAs. In the event that immediate access to a health care worker’s PPE of choice is not possible, the parties will discuss how to expedite access. Health care worker requests to utilize an N95 respirator or approved equivalent shall not be denied or discouraged.
∙ Section 2: PCRA - Conveys the trust and confidence that we have in our workforce, as well as the expectation that both professional judgement and common sense will be exercised in decisions made following the PCRA. The joint statement includes sample considerations for
Supporting Guide
for staff and leaders
health care workers when they are assessing the intended task, patient factors and the nature of the environment when conducting their required PCRA/hazard assessment. If a health care worker does not feel that they are able to assess the situation adequately, then an N95 respirator should be used.
∙ Section 3: Minimum PPE Requirements -
o All clinical and non-clinical health care workers who enter the room/space or are within two meters of a patient with suspected, presumed, or confirmed COVID-19 will wear a fit-tested N95 respirator, or approved equivalent protection, gown, gloves, and eye protection.
o In settings such as emergency departments, intensive and critical care units, COVID-19 units and units with a COVID-19 outbreak, all clinical and non-clinical health care workers will wear an N95 respirator.
o There may be situations in the first two bullets above, where a health care worker, based upon their PCRA or their assessment of all known and foreseeable risks and hazards, may choose to wear a medical mask instead of an N95 respirator.
o Aerosol Generating Medical Procedures (AGMPs) – Fit-tested and seal-checked N95 respirators or approved equivalent protection must be used by all health care workers in the room where AGMPs are being performed, or when frequent or unexpected exposure to AGMPs is anticipated, or with any intubated patients suspected or confirmed to have a viral respiratory infection.
o EMS personnel are required to wear N95 respirators in all ground and air ambulances. o For all other areas of health care delivery, there may be situations where a health care worker, based on their PCRA, including their assessment of all known and foreseeable risks and hazards, may choose to wear an N95 respirator.
∙ Section 4: PPE Supply – Commits to frequently review supply availability with our unions and the collaborative development of timely contingency plans, should they be required.
∙ Issue Resolution
o Access and use of PPE, including use of fit-tested N95 respirators, based on this joint statement or a health care workers PCRA shall not be denied or discouraged. o In the extremely rare event of any denial or lack of availability of PPE, it shall be reported as follows:
▪ AHS Employees: in MySafetyNet
▪ Covenant Employees: Occupational Health and Safety Reporting Line 1-855-342-8070 ▪ Additionally, this shall be reviewed by the applicable Joint Workplace Health and Safety Committee.
o The union Provincial OHS representatives have a provincial contact within each organization for expedited dispute resolution.
o A single AHS representative has been assigned as a contact for the union OHS representatives in order to facilitate timely resolution of any disputes related to the application of the joint statement.
∙ Additional Information and Support
o If employees have any questions regarding the proper PPE to use in a specific circumstance, please contact your supervisor and/or you union OH&S representative. o If leaders have any questions regarding the PPE Joint Statement and its application, please contact your WHS Advisor.
Summary of Bargaining
In January 2020, the Employer proposals included:
• 4 year agreement. No increase in wages (0%, 0%, 0% and 0%). Employer later amended their proposals to seek an immediate 3% reduction in salary, followed by four years of zeros. • Eliminate semi-annual lump sum payments.
• Eliminate Education Allowances for Baccalaureate Degree, Master's Degree and Doctorate for all future employees.
• Reduce overtime to 1 1/2X for the first 4 hours. 2X applies after 4 hours at 1 1/2X or on scheduled days of rest for full-time Employees.
• Cap overtime bank at 38.75 hours.
• Eliminate monthly car allowance for employees required to have a vehicle. • Employee requests to work permanent evenings of permanent nights will be at "Employer discretion" versus" will not unreasonably withheld.”
• Eliminate Designated Days of Rest for part-time employees.
• Ability to require part-time to work, even up to full-time, without attracting overtime. • Casuals will be terminated if they do not work for 3 months, without a prior arrangement with management.
• Delete any requirement to have an RN or RPN in charge.
• Delete Christmas and August Civic Holiday as superstats.
• Maximum of 2X for overtime on a Named Holiday.
• Reduce evening premium from $2.75 to $2.11 per hour. Premium starts at 19:00 hours instead of 15:00 hours. Reduce night premium from $5.00 to $3.10 per hour. Reduce weekend premium from $3.25 to $2.55 per hour. Reduce weekend time period from 64 to 48 hours. • Diminish obligation to accommodate injured or ill Employees until "an available vacancy within a 50 km radius" becomes available.
• Reduce recall rights. An employee is terminated after 12 months unless recalled to a regular position.
PLUS many other proposed rollbacks in language and rights.
Mediation commenced September 2021
The Mediator issued Recommendations on December 21. 2021
If the Mediator’s recommendation is accepted. The following changes would be made to the Collective Agreement
Article 1: Term of Agreement
• April 1, 2020 to March 31, 2024
Article 2: Definitions
• Updated to reflect changes to the CARNA and CRPNA regulations regarding title of new graduates.
Article 8: Overtime
• The Employer is now obligated to provide the Union on a bi-weekly basis a report of mandatory overtime hours by cost centre.
Article 12: Seniority
• In the selection of new Shift schedules language to protect Employees in permanent evening, nights, or evening/nights Shift patterns.
Article 14: Promotions, Transfers And Vacancies
• Language clarifying that the trial period does not apply when transferring to Casual Status.
• *The Employer will indicate on postings if the position is for more than one unit. The norm is Employees will work in a single unit.
• *“Unit or Units” will be added to what is required on an Employees letter of hire, transfer, or change in hours.
Article 15: Layoff And Recall
• Correction in language made from last round of bargaining when assigning an available vacant position.
• * Workplace reorganization that results in the movement, merger or division, of a unit or part of a unit within a Site shall not constitute a position elimination provided there are no other substantial changes to the Employee’s position.
Article 16: Responsibility Allowance, Temporary Assignment and In Charge • The Employer shall prepare a document specifying the roles and responsibilities of a person designated in charge, including the processes, tools or algorithms for augmenting staff.
• Persons designated in charge shall have the authority to augment staff (which may include authorization of overtime) to ensure patient safety considering the volume of patients on the unit and their acuity. In exercising this authority, Employees are expected to use their critical thinking skills, along with their professional and clinical judgment subject to any Employer-issued processes, tools or algorithms.
Article 20: Workers’ Compensation
• Streamlined the WCB claim payment process to Employees (reduce potential errors and missed contributions, ex. LAPP).
Article 21: Employee Benefits:
• STD elimination period is reduced from 14 days to 7 days.
Article 22: Leave of Absence
• Updated language for Leave for Public Affairs.
Article 26: Educational Allowances
• Include Canadian post-secondary educational institution or equivalent and remove outdated practice to qualify educational requirements.
Article 29: Pension Plan
• The Employer will include general pension eligibility information on letters issued to Employees upon hire, transfer, or change of hours.
Article 30: Part-Time, Temporary And Casual Employees
• Not only applicable to Covenant Health but Employer’s covered by the Multi Employer/United Nurses of Alberta Collective Agreement as well - Part-time and Casual Employees who work at another site covered by the Multi-Employer/United Nurses of Alberta Collective Agreement may, once a year, provide proof of hours worked at the Basic Rate of Pay for that other Employer and have those hours applied for the purpose of achieving further increments on the Salary Grid.
• The Employer shall make available for each Casual Employee a calendar indicating the applicable four (4) week periods for calculating overtime.
Article 32: Dispute Resolution Process
• Update the active list of arbitrators to include Leanne Young and the Parties agree they can refer matters to arbitrators not on the list.
Article 34: Occupational Health And Safety
• The Employer will have a policy and will post signage requesting no audio, video photographic recording by patients or public without prior consent of Employees. • In the event of an assault on an Employee, (including but not limited to physical, sexual, verbal or psychological) the Employer shall advise the Employee of their right to report the issue to the police.
*Article 37: Extended Workday
• Employees shall not be scheduled to work more than two consecutive weekends unless it is not possible to assign available shifts using only Regular Employees.
Article 43: Subsistence And Camp Allowance
• Increase meal rates – Breakfast $9.20 to $10.50 / Lunch $11.60 to $13.00 / Supper $20.75 to $24.00.
Article 44: Mobility
• “At or Out of” Positions – Services are best delivered at a variety of places including sites operated by the Employer and places other than sites operated by the Employer, including schools, patients’ homes, places of business, etc.
LOU #1 RE: Unit
• Date change from October 18, 2018 to no later than six months following the date of ratification.
LOU #6 RE: Joint Committee
• During the term of the agreement the Parties agree to discuss printed copies of the CA, updating the overpayment recovery notice, and other items as agreed.
LOU #8 RE: Combined Positions
• Add locations the LOU does not apply to.
• The Employer and the Union may mutually agree to the posting of combined positions in circumstances where the Employer has been unable to fill positions with an FTE greater than 0.42.
• Newly created positions under this Letter of Understanding may be a combination of an “at” position with an “at or out of” position.
LOU #10 RE: Scheduling
• The Employer and the Local may mutually agree to amend the minimum of hours off duty by up to 2 hours.
LOU #11 Lump Sum Conversion
• The lump sum payment provided for in Letter of Understanding #11 of the 2017-2020 Collective Agreement shall be eliminated effective the day before the Date of Ratification.
• Effective as of the Date of Ratification a salary increase of 2% shall be implemented for all classifications.
• Employees will be entitled to a final lump sum payment, the amount of which shall be $875 prorated for the period from October 1, 2021 up to and including the day before the Date of Ratification.
*LOU #12 RE: No Reduction In Nursing Hours
• The Benchmark Hours will be amended from April 1, 2013 and March 31, 2014 to April 1, 2016 and March 31, 2017.
LOU #18 RE: Prepaid Benefits
• The HBTA Short Term Disability (STD) and Long Term Disability (LTD) insurance plans shall use an “own job” definition of disability for the first thirty months from the date of disability.
• Occupational Therapists shall be added to the list of Paramedical Practitioners and along with Physiotherapists accessed at a rate of $50.00/visit for a combined maximum of 20 visits per year.
• There shall be no requirement for a written physician’s order for accessing massage therapy and orthotics.
• Benefits coverage for Chartered Psychologist/Master of Social Work/Addictions Counsellor shall be reconfigured to eliminate the per-visit and 20 visit per year 4 maximums and implement a combined maximum of $3000.00 per participant per benefit year.
• There shall be no requirement for a written physician’s order for accessing compression stockings. A tiered fee guide for compression stockings shall be implemented with reimbursement at the following rates (or the Alberta Blue Cross Usual and Customary rates, whichever is greater):
• compression stockings with a pressure gradient of less than 20 mmHg will be reimbursed to a maximum of $68.75/pair;
• compression stockings with a pressure gradient between 20-29.99 mmHg will be reimbursed to a maximum of $218.75/pair; and
• compression stockings with a pressure gradient greater than 30 mmHg will be reimbursed to a maximum of $250.00/pair.
• The Employer agrees to work with the Union to develop strategies and initiatives to address the mental health of the workforce.
LOU #NEW RE: Living Doner Wage Replacement
• The Parties agree that the AHS “Living Donor Wage Replacement” Policy will apply to UNA members.
• AHS will consult with UNA when the policy is reviewed and will negotiate any changes that may result from the review.
LOU #NEW RE: Information Sharing
• On a quarterly basis, the Employer shall provide the Union with a report showing the headcount and FTE, broken down by category; Notices of Vacancy; Voluntary Turnover/ Termination for the bargaining unit.
LOU #NEW RE: Alternate Extended Work Day Schedule Option
• The Parties agree there will be an additional optional extended work day scheduling system available which may be applied upon mutual agreement – 4 On/4 Off.
LOU #NEW RE: Overtime Banks For The Fiscal Year Ending On March 31, 2022
• Overtime accumulated between April 1, 2021 and March 31, 2022 shall be carried over Unless an Employee requests a payout. Any Time off not taken by March 31, 2023 shall be paid out.
LOU #NEW RE: Rural Capacity Investment Fund
• The parties will implement a Rural Capacity Investment fund. The fund will allocate $7.5 million/fiscal year as follows: $5 million for recruitment and retention incentives as agreed by the parties and $2.5 million for relocation assistance as agreed by the parties.
LOU #NEW RE: Arbitration Coordination Meetings
• AHS General Legal Counsel (Labour & Employment), members of the AHS Negotiations and Labour Relations team and the AHS HRBP team shall meet at least twice each year with the members of the UNA leadership team to review all outstanding grievances advanced to arbitration; discuss the manner in which the grievances will be addressed (including expedited arbitration); explore opportunities for resolving matters expeditiously with the goal of addressing ongoing liability; and discuss other matters as they arise.
LOU #NEW RE: Provincial Workload Advisory Committee
• The parties will develop a Provincial Workload Advisory Committee and the function of the Committee is to examine and make recommendations to AHS regarding pilot projects from which staffing models will be derived. This work requires recognition of the diversity of health professionals, flexibility and responsiveness to evolving needs of patients, and changes in technology and innovation.
LOU #NEW RE: Trial of Modified Posting Provisions
• The Parties agree to collaborate on a trial intended to explore opportunities for the expedient filling of vacancies by Regular Employees already working within the unit, program or office.
*LOU #NEW Lump Sum Payment – Recognition For Services Rendered During The COVID 19 Response
• On the pay period following the Date of Ratification, each Employee shall be issued a one-time premium payment of 1.0% of the Basic Rate of Pay for all hours actually worked between January 1, 2021 and December 31, 2021.
*Salary Appendix:
• April 1, 2020 – 0%
• October 1, 2021 – 1%
• Date of Ratification - 2% Lump Sum Conversion
• Date of Ratification – 1% Recognition Pay (Lump Sum)
• September 1, 2022 – 1.25%
• April 1, 2023 – 2%
Local 115
INFORMATION MEETING
SESSION 1
Date: Monday January 10, 2022 Time: 1300-1500
Location: Zoom
Register in advance for this meeting:
https://unitednurses.zoom.us/meeting/register/tJUrdemqqD8iHNeFeopkliTeLdtUIdmqxtXdAfter registering, you will receive a confirmation email containing information about joining the meeting.
Local 115
INFORMATION MEETING
SESSION 2
Date: Monday January 11, 2022 Time: 1600-1800
Location: Zoom
Register in advance for this meeting:
https://unitednurses.zoom.us/meeting/register/tJclcOCgrj8oHdauaEB8KD2saC1Me9CHV8IZAfter registering, you will receive a confirmation email containing information about joining the meeting.
