Local115 11/1/18 Local115 11/1/18

Temporary transfers in emergency circumstances

Under Article 44.05 (e) of the UNA provincial collective agreement, an Employer may assign Employees to work at any site to provide assistance in emergency circumstances. An emergency is an unforeseen combination of circumstances or the resulting state that calls for immediate action. Before invoking this provision, the Employer will assess its ability to meet the emergency by compelling Employees at that site to work overtime. The Employer will notify the Union any time this provision is invoked and disclose the circumstances that resulted in the emergency. Both the Employer and the Union recognize that this decision should be made in the best interests of patient care, that the relative costs are not a factor in themselves and that there are times when requiring mandatory overtime may itself create stresses on Employees and safety concerns that outweigh the stresses and concerns caused by relocation. The Employer shall reimburse Employees for all reasonable, necessary and substantiated additional accommodation and transportation costs for traveling between sites including parking if not otherwise provided.

Local115 11/1/18 Local115 11/1/18

16 hours of work is the max

With a fluctuating number of Registered Nurses employed in the workforce, staff at some worksites are asked to work more than a double shift, which equals more than 15.5 consecutive hours. UNA’s Provincial Collective Agreement prohibits this unsafe practice: 8.03 No Employee shall be requested or permitted to work more than a total of 16 hours (inclusive of regular and overtime hours) in a 24 hour period beginning at the first hour the Employee reports to work. Working extra hours can have professional conduct implications. The Practice Standards for Regulated Members, published by the College and Association of Registered Nurses of Alberta, states: 5.9 The registered nurse ensures their fitness to practice. Fitness to practice means that the registered nurse restricts or accommodates practice if he/she cannot safely perform essential functions of the nursing role due to mental or physical disabilities.

Local115 10/1/18 Local115 10/1/18

New Member Checklist

Local115 10/1/18 Local115 10/1/18

Commenting in Public

Intro to UNA: Media & Social Media: Commenting in Public

Local115 10/1/18 Local115 10/1/18

UNA Local 115 - Fall 2018 Newsletter

Local115 10/1/18 Local115 10/1/18

Nurses should not be doing Managers work

Employers should provide annual evaluations. It is not the responsibility of Employees to evaluate their co-workers. It is a violation of the UNA Collective Agreement for an Employer to ask an Employee to complete an evaluation of a co-worker. UNA collective agreements help to avoid conflict between co-workers and clarify both Employer and Employee responsibilities. Article 13.02 (a) of the Provincial Collective Agreement states: “All evaluations shall be in writing and shall be done by the most immediate supervisor in an excluded management position.” The Employer must provide 24 hours notice of an evaluation. Employees have fourteen days to respond in writing to an evaluation. The written response will be attached to the evaluation. If you have any concerns, contact your UNA local executive or your UNA Labour Relations Officer for assistance.