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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.
1. Where can I access more information on COVID-19? …
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…
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…
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…
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.
1. Where can I access more information on COVID-19? …
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.
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…
Calgary & District Labour Council S'ean Gillen Memorial Scholarship
Terms of Reference
Value: Two (2) $2500 scholarships to be awarded annually.
Eligibility:
Awarded to affiliated members of the CDLC, their spouses, or dependents, whose union local is
in good standing.
These scholarships are available for education or training from a recognized educational
institution. (Public postsecondary institutions given authority to grant degrees, diplomas, and
certificates through specific legislation are “recognized” institutions. A small number of private
postsecondary institutions also have been given degree-granting authority, and these too are
“recognized.”)
Criteria:
The person applying (or their family member), must be a dues-paying member of a union local
that is affiliated to the Calgary & District Labour Council, and work in the Calgary district (as
defined in the CDLC by-laws).
For the duration of the COVID-19 Pandemic the CDLC will be accepting applications from union
members or their families who have been temporarily laid off.
How to Apply:
Fill out the scholarship application form and the questionnaire, and submit to the office of the
Calgary & District Labour Council by mail to #321, 3132 - 26 St. NE Calgary, AB T1Y 6Z1, or by
email to admin@thecdlc.ca.
Deadline:
Must be received by June 1st. The scholarship recipients will be notified by September 1st.
Applicants are required to submit a completed questionnaire. (see below)
Decisions of the CDLC Scholarship Committee will be final. The scholarship committee will be comprised
of the CDLC President, one member of the CDLC Executive, and one delegate to the CDLC.
The CDLC will remit monies directly to the successful recipient, upon the provision of their documentation
indicating the course(s) for which they have registered.
Previous recipients of a CDLC's Sean Gillen Memorial Scholarship must wait two years before they can
apply again.
DLC S’ean Gillen Memorial Scholarship Questionnaire
Answer only one of the three questions provided.
Answers may be presented in point format.
May be presented on a separate sheet than this one.
1. Why are unions important to me? (maximum 250 words)
2. What have unions done to improve the lives of workers? (maximum (250 words)
3. What are recent examples of union successes in Alberta? (maximum 250 words)
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.
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…
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…
United Nurses of Alberta has updated its legal analysis of Alberta Health Services’ amended policy on the immunization of employees for COVID-19…
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…
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.
• 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.
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.
By Rebecca Brown, On behalf of Local 115 Communications Committee
How often have you heard, or read, that Unions don’t matter anymore? By the end of this article, you will realize that is completely wrong. In fact, it is becoming increasingly clear that unions matter today more than ever!
On April 18, 1872, the federal government of Canada, led by John A. Macdonald, introduced the Trade Unions Act. This was Canada’s first labour law, which gave workers the legal right to form trade unions. It was not until 1930 that Alberta nurses became recognized as employees. Albertan nurses were not allowed to unionize until 1966. The United Nurses of Alberta was founded in 1977. Today it represents more than 30,000 members, made up from Registered Nurses, Registered Psychiatric Nurses and allied workers in Alberta. In 1977, a new nurse earned only $6.28 an hour. UNA bargains on our behalf, defends our labour rights through the collective agreement and believes the proposition “nurses are worth it”.
However, organized labour in Alberta has spent the last few decades trying to cope with successive Governments continually restructuring labour markets in ways that make them more and more unfavourable to workers. Albertans are also consistently subjected to messaging from those who seek to demonize the labour movement and diminish the strength of Unions.
All of this has put extreme pressure on Unions in Alberta, including our own, and these efforts have intensified since the last election. Some examples of current issues affecting workers and their Unions are how the government of the day is constantly pushing for the introduction of so-called right-to-work legislation (which is proven to drive wages and working conditions down), the erosion of WCB compensation and OHS rights (bill 47), the sequestering of public sector pensions (Bill 22), the potential drain on union finances from job cuts, the attacks on the a union’s ability to raise funds, advocate or even picket (bills 32 and 1) and the use of aggressive bargaining tactics.
So why does it matter if unions don’t exist anymore? More people than ever in Canada are working in minimum wage jobs, without health benefits or the means to save for retirement. Unions have fought hard for jobs that offer workers decent salaries, pensions, and health care benefits. All of which means security plus the ability to contribute to the worker’s local, Provincial and National economy.
Over the last 20 years the gap between the rich and the poor has increased dramatically in Alberta, to the point where we now have the highest disparity between rich and poor in Canada. This is the result of Income gains going almost exclusively to the wealthiest Albertans.
Rising income inequality is proven to be closely related to falling unionization rates in the province. Union members earn more, have more benefits and more rights than their non-union counterparts. That’s a good thing for everyone in achieving a more equitable workplace. The evidence from the USA shows Unions also put upward pressure on wages for non-union members.
However, even more importantly, Unions matter because who else will speak out on behalf of workers? Unions are at the forefront of protecting worker safety. They provide worker education, empowerment, and lobby the government on workers’ rights and so forth. Unions are still by far the best way for working people to have a voice at their workplace. Unions are also highly effective in curbing worker discrimination and creating equality at work.
If workers are to be part of a prosperous future, they need Unions to amplify their voices and concerns. Otherwise, the corporations and big businesses will seek to drown out the voices of the average Canadian worker. Unions are, therefore, critical in achieving a more equitable distribution of income.
The British author, Eve Livingston, states that “Unions are the best tools or vehicles ordinary people have for achieving any kind of social justice or tackling any kind of inequality.” The vital power of unions in transforming work under capitalism (huckmag.com). She points out the fact that unions have been beaten down so much in recent years and that they have lost so much of their power. She also draws attention to the restrictions they face now in how they can operate. She feels that this is what has created the perception of them being weak, useless, or spineless. It isn’t really the fault of the Union that there’s this perception, it’s the result of the conditions the union now finds itself trying to work in.
So how can we make our Union, which we clearly need, work, become more relevant? We need to educate ourselves better on what the Union does for us. We also need to become more politically aware, especially when it comes to our knowledge of the exploitation of workers. We must start thinking of the issues we face in terms of our collective selves, and what we can achieve together, rather than just as individuals unable to affect much change.
Contrary to popular belief there are reasons to be optimistic. There is evidence that Union membership and the forming of Unions is increasing. Interestingly this was partly fueled by the Pandemic. Of note is that Alberta had already seen a rise in Union membership during the previous government’s term. When people come together their voices become more powerful. It’s a challenge, especially right now in Alberta, but it’s important we rise to this challenge for the sake of us all. It is abundantly clear that Unions do still matter. They were important in the past and they are important today. They must remain strong if they are to remain important in the future.
So, what can you do? In short, Get involved! Learn more about what the UNA can do for you and, if you are inclined, what you can do for the UNA. Read the information that is sent to you, email us if you have questions or ideas. If you can make it then attend the Local 115 meetings. Also be sure to file your OHS or PRC concerns, so we know where you need help. Reach out if you need advice on anything. Learn who the people in your executive are. The pandemic has taken its toll on so many of us, but the Union is still working hard for you, so help them to help you. Together we truly are stronger.
Watch for “Challenges Unions Face” series to further understand unionism.
Bibliography:
UCP Bill 32 aimed at undermining unions’ ability to advocate for members - UNA
20190521_bill-022.pdf (assembly.ab.ca)
20200225_bill-047.pdf (assembly.ab.ca)
20200225_bill-032.pdf (assembly.ab.ca)
20200225_bill-001.pdf (assembly.ab.ca)
The vital power of unions in transforming work under capitalism (huckmag.com)
Executive Message
By Wayne Stopa
Local 115 Vice President
United Nurses of Alberta
Recently we passed two somber anniversaries, the first being March 5/2021, which is the day the first case of COVID 19 was confirmed in Alberta. The second date was March 11/2021, when WHO, World Health Organization announced the Global COVID Pandemic.
I mention these anniversaries to say we’ve come a long way since the unprecedented health issue started possibly late in 2019.
Never before has it been so true to say, “we got this” and we will come out of it on top.
Healthcare has proven once again that “Together is Better” and because we are a team, we have each other for support and we will create opportunities to move forward each and every day.
I’m proud and honoured to say I’m part of a team who have stood up to the challenge to ensure the safety and health of all going forward.
This summer will mark forty years I’ve worked in Healthcare. The last twenty-seven working at Foothills Hospital as a nurse, first as an LPN, Licenced Practical Nurse up to 2000 at which time I went back to school and graduated as a Registered Nurse in 2004.
I’ve had the privilege to work on teams such as the Neuro and Emergency portfolios. It was on those teams that I grew up as a Nurse. It was there that we learned the true meaning of teamwork.
Many people have heard me say that I’ve never had a full bad day. Sure, I’ve had had brief moments where things didn’t go quite the way we would have hoped but these times were far in between. I always left thinking I made a difference in some way. That is what my job as a Registered Nurse did for me.
In the last few years, I’ve had the opportunity to be part of a different team, that of the Local Union team. Although the focus was away from the bedside and more of a support for our colleagues it was no lesser of a team atmosphere. The support we offer our members is because we have a tight group. Again, we enjoy what we do for the members.
I can actually say that the staff I’ve worked with over the years may be colleagues but a great deal of them have become friends. For this reason, I feel honoured to have worked with you all in the health care team. Thank you to each and every one of you for what you do and how proud you made me feel being on the Healthcare team.
Finally, I’m glad and sad to say I’m retiring at the end of September 2021. It’s been an amazing ride. Please remember I will always be on your side and at your side.
Yours truly.
Wayne Stopa RN BN
Local 115 Vice President
February 18, 2021
Summary: A number of new COVID-19 variants of concern have recently been identified in Canada during 2021, leading to concerns about increased transmissibility, potentially worsened disease severity and resistance to existing vaccines.
How immunity after vaccination works: The immunity to the coronavirus we develop following vaccination or infection is largely due to the development of antibodies that bind to the receptor binding domain (RBD).1
How the current vaccines (Pfizer-BioNTech and Moderna) approved in Canada work to protect people: Pfizer-BioNTech and Moderna are both mRNA vaccines. mRNA vaccines work by introducing an mRNA sequence (the molecule which tells cells what to build) which is coded for a disease-specific antigen; once produced within the body, the antigen is recognised by the immune system, preparing it to fight the real thing.
Mutations of concern in new variants
N501Y: Using the spike protein is how the coronavirus enters cells, and N501Y is in an especially important region called the receptor-binding domain, which latches on to the cell. An N501Y mutation may make the spike protein stickier, allowing it to bind to and enter cells more readily.
D614G: The D614G strain of coronavirus dominates because it increases the spike protein’s ability to open cells for the virus to enter. The D614G mutation causes a flap on the tip of one spike to pop open, allowing the virus to infect cells more efficiently.
E484K escape mutation: Mutations in the spike domain of the virus can allow the virus to evade or partially evade these antibodies. This is the reason they are called “escape mutations”.
Current status: 570 cases of variants have been confirmed in Canada (February 17, 2021).
1 Receptor-binding domain (RBD) is a key part of a virus located on its spike domain that allows the virus to dock to body receptors and gain entry into cells, leading to infection.
B117 (UK/Kent variant)
• First detected in September 2020 in Greater London UK region.
• First detected in December in Ontario; now found in all Canadian provinces, most in Ontario; 300 cases in Newfoundland and Labrador have been associated with this variant. Community spread of B117 has been confirmed in at least four provinces. It is predicted to become the dominant variant sometime in March.
• Transmissibility rate: averages 50% (CDC)
• Why it spreads
o One analysis found that more than a third of patients infected by B117 had high viral loads. o N501Y: Because of the N501Y mutation, B117 strain may also be ‘stickier’, or better able to grab onto the cells that it infects.
o D614G: Allows B117 to enter cells more effectively, giving it the ability to spread more quickly than the original predominant virus.
• Risk of severe illness: In January 2021, scientists from the UK reported evidence that suggests the B117 variant may be associated with an increased risk of death, compared with other variants. According to UK researchers, it is estimated to be 30% more fatal.
• Vaccine efficacy: Because B117 and the most prevalent strain share 99% of the same proteins, it is likely that both the Moderna and Pfizer-BioNTech vaccines will still be effective against the variant.
B117 with E484K mutation
• On February 1, 2021, scientists in the United Kingdom reported that a small number of B117 variants have developed the E484K mutation thought to help SARS-CoV-2 partly evade immunity.
501Y.V2, or B.1.351 (South African variant)
• First detected in October 2020 in Nelson Mandela Bay, South Africa
• Detected first in Alberta in January 2021, now in Ontario, Quebec and British Columbia • Based on the UK variant
• Transmissibility rate: 50%
• Why it spreads
o N501Y: Because of the N501Y mutation, the strain may also be ‘stickier’, or better able to grab onto the cells that it infects.
o D614G: Allows B.1.351 to enter cells more effectively, giving it the ability to spread more quickly than the original predominant virus.
• Risk of severe illness: Currently there is no evidence to suggest that this variant has any impact on disease severity.
• Vaccine efficacy:
o This variant has multiple mutations in the spike protein, including the escape mutation E484K.
o A laboratory study suggests that the South African variant of the coronavirus may reduce antibody protection from the Pfizer/BioNTech vaccine by two -thirds, and it is not clear if the shot will be effective against the mutation, the companies have said. The study found the vaccine was still able to neutralise the virus, and there is not yet evidence from trials in people that the variant reduces vaccine protection, particularly against severe illness. The company is making investments and talking to regulators about developing an updated version of their mRNA vaccine, or a booster shot, if needed.
P.1 (Brazilian variant)
• First identified in January 2021 in travelers from Brazil who arrived in Japan • Detected in Ontario only (one case)
• Based on the UK variant
• Transmissibility rate: unknown
• Why it spreads
o N501Y: Because of the N501Y mutation may also be ‘stickier’, or better able to grab onto the cells that it infects.
o D614G: Allows P.1 to enter cells more effectively, giving it the ability to spread more quickly than the original predominant virus.
• Risk of severe illness: Currently there is no evidence to suggest that this variant has any impact on disease severity.
• Vaccine efficacy: unknown
o The P.1 variant has 17 unique mutations, including three in the receptor-binding domain of the spike protein, and including the escape mutation E484K.
B1525 (Nigerian variant)
• 1 case found in British Columbia
• Includes the escape mutation E484K
Will the existing vaccines work? Evidence suggests that the available COVID-19 vaccines may still produce protective immune response against the new variants identified even when the escape mutation is present. Changes to the vaccine can be made to target novel variants and will likely be needed as new variants will begin to become dominant amongst the viruses that are circulating.
Strategies have been devised to overcome a potential decrease in vaccine efficacy: • The vaccine administration regimen can be modified to increase the overall immune response and, ideally, provide more protection against new variants (e.g., an additional booster vaccine dose can be considered).
• Optimisation of the original vaccine, such as the development of a new version with an updated spike protein, is also possible.
• To determine whether either of these approaches are required, surveillance data on emerging variants are being collected to ensure that the best vaccine strategy is being employed. • As new variants continue to spread, it is more important than ever that existing public health measures – masking, physical distancing, hand washing, cleaning protocols and ventilation – be maintained and even potentially enhanced, even as the vaccine rollout continues across Canada.
References
Zhang, Z. (2021, January 18). The Atlantic.
https://www.theatlantic.com/health/archive/2021/01/coronavirus-evolving-same-mutations-around world/617721/
CDC:
• https://www.cdc.gov/coronavirus/2019-ncov/more/science-and-research/scientific-brief emerging-variants.html
• https://www.cdc.gov/coronavirus/2019-ncov/cases-updates/variant-surveillance/variant info.html
Zimmer, K. (2021, January 26). The Scientist Magazine. A Guide to Emerging SARS-CoV-2 Variants | The Scientist Magazine® (the-scientist.com)
Technology Networks. (2020, November 13). Genomics Research from Technology. https://www.technologynetworks.com/genomics/news/what-the-d614g-mutation-means-for-sars-cov 2-vaccines-342786
Duong, D. (2021, January 25). CMAJ. https://www.cmaj.ca/content/193/4/E141
Astrazeneca:
https://www.astrazeneca.com/what-science-can-do/topics/disease-understanding/the-natural evolution-of-sars-cov-2.html
Value: Two (2) $2500 scholarships to be awarded annually.
Awarded to affiliated members of the CDLC, their spouses, or dependents, whose union local is
in good standing.
These scholarships are available for education or training from a recognized educational
institution. (Public postsecondary institutions given authority to grant degrees, diplomas, and
certificates through specific legislation are “recognized” institutions. A small number of private
postsecondary institutions also have been given degree-granting authority, and these too are
“recognized.”)
The person applying (or their family member), must be a dues-paying member of a union local
that is affiliated to the Calgary & District Labour Council, and work in the Calgary district (as
defined in the CDLC by-laws).
For the duration of the COVID-19 Pandemic the CDLC will be accepting applications from union
members or their families who have been temporarily laid off.
Fill out the scholarship application form and the questionnaire, and submit to the office of the
Calgary & District Labour Council by mail to #321, 3132 - 26 St. NE Calgary, AB T1Y 6Z1, or by
email to admin@thecdlc.ca.
Deadline:
Must be received by June 1st. The scholarship recipients will be notified by September 1st.
Applicants are required to submit a completed questionnaire. (see below)
May be presented on a separate sheet than this one.
1. Why are unions important to me? (maximum 250 words)
2. What have unions done to improve the lives of workers? (maximum (250 words)
3. What are recent examples of union successes in Alberta? (maximum 250 words)
Welcome back to the series of articles highlighting workplace harassment. In the last article, we defined what workplace harassment is and illustrated some examples of what it may look like. If you have not read that article yet or do not recall much of the information from it, please take a moment to go back and review it. Nursing, perhaps more than any other health care profession, claims caring as fundamental to its practice. While it is often in relation to providing care for nurses, it is also important to extend this value to our colleagues and work environment. As explained in UNA’s Workplace Violence and Abuse Manual (2019), “it is not unusual for employees to delay contacting the union regarding harassment and/or bullying particularly when the abuse is subtle rather than overt. Often the individual questions their own feelings and wonders if they are being too sensitive or are overreacting to an incident(s) or behaviour(s). One of the effects of harassment and bullying is to diminish the target’s self-confidence and self-esteem. Harassment and bullying has an insidious impact on its targets. Harassment and bullying undermines the very characteristics necessary for someone to challenge a harasser or bully.”
The Canadian Nursing Association and the Canadian Federation of Nurses Unions explains in their joint position statement that the promotion of harassment-free workplaces is a shared responsibility among all health-care stakeholders. This includes employers; clients; nurses, nursing students and other employees in the health-care setting; nurse educators and researchers; governments/agencies; and nursing professional, regulatory, labour and accreditation organizations. While it is crucial for all these different components of the workplace to participant in promoting a safe work environment, we will be focusing on the strategies at the employee level in this article.
Below is a list of strategies taken from CNA and CFNU that individuals can do to promote a harassment free workplace:
Adhere to the respective legislation and practice standards (RNs and students in RN programs adhere to CNA’s Code of Ethics for Registered Nurses).
Model professional behaviour.
Participate in education and training related to violence and bullying, including de-escalation strategies.
Participate in the development and implementation of strategies for violence and bullying-free workplaces.
Work toward eliminating bullying and promote a positive workplace culture.
Behave respectfully toward health-care staff, clients, residents and their friends and families.
Be aware of personal behaviour and circumstances that might contribute to violence and bullying.
Speak out and advocate against violence and bullying in the workplace.
Uphold legal and professional responsibilities in responding to abuse and neglect.
Report/document any type of violence and bullying.
Address conflict management and promote effective/professional communication
If you have any questions or concerns, reach out to UNA at 1.800.252.9394. We are always here to listen and provide guidance.
Article by
Tammy Lau RN