Guardian: Spring 2019

Guardian HOSPITAL EMPLOYEES’ UNION

SPRING 2019 • VOL. 37 • NO. 1

LEARNING POWER Helping you build a better workplace p8

AGREEMENT NUMBER 40007486

RETURN TO The Guardian 5000 North Fraser Way Burnaby, B.C. V5J 5M3

Guardian HOSPITAL EMPLOYEES’ UNION

10

SPRING 2019

Gaining ground on job security Union builds new foundation to support stable jobs, better care

FEATURE

Equity Matters We’re building a more inclusive union | 7

NEWS

B.C.’s Labour Code New protections for workers facing contract flips | 3

Ford’s Health Agenda Cuts and privatization spark massive fight back | 10

Period Poverty Taking action on menstrual equity | 12

5 13 COLUMNS Viewpoint

Dealing with racism, a personal story | 6

President’s Desk

Without political action we cannot win | 6 S U PP O R T

ASSISTANCE HELP

On the Job Coping with trauma, getting support | 13

name PHOTO

STANDING STRONG | HEU members working for Good Samaritan at Victoria Heights in New Westminster (above) along with members from five other Good Samaritan workplaces took to the streets in March to send their employer a message: we need quality jobs for quality care.

FOLLOWING

a generation of sustained attacks on health workers, the union has regained critical job security protections for the vast majority of HEU’s membership.

“Brick by brick, we’re building a new foundation that will support stable jobs for workers and deliver better care to British Columbians,” says HEU secretary-business manager Jennifer Whiteside.

Over more than a decade and a half, tens of thousands of workers lost their jobs whenever health care services were contracted out or subcontracted to private, forprofit companies, or when those contracts were “flipped.”

Those mass firings, which impacted workers in hospital support services, as well as care and support workers in the province’s seniors’ care homes, were facilitated by legislation enacted by the BC Liberals in 2001 and 2003.

Bill 29 and Bill 94 barred health care workers from accessing their successorship rights under the B.C. Labour Relations Code and eliminated “no contracting out” language in the facilities subsector collective agreement.

But as 2019 unfolds, Whiteside says the union is on a new footing when it comes to employment security for HEU members.

“We live in politically and economically volatile times. Our members need to know they can rely on

stable employment, and that their union is using every available tool to make their jobs secure.”

She says a critical turning point came 18 months ago.

That’s when the union’s 4,000 members in the contracted support services sector won an agreement to protect workers’ jobs – and their union representation – when corporate contracts changed hands.

“That was the first brick in a new foundation,” says Whiteside.

“It sent a very strong message to health authorities that the days of tossing out entire workforces, with no protections, were coming to an end.”

Then, as 2018 came to a close, the province’s NDP government made good on its long-standing

union membership when a business is sold or transferred from one business to another.

At the same time, HEU members in the Facilities Bargaining Association succeeded in winning back the contracting out protections eliminated 16 years earlier by the BC Liberals.

The new FBA collective agreement also set out a process and guidelines for government, health employers and the union to look at the potential of returning contracted-out services to the direct control of health authorities.

“And now, with recent legislation amending the province’s labour code, successorship protections for health care workers are no longer limited to situations where a company has been sold or transferred,” Whiteside explains.

“Our members need to Those protections have now know they can rely on been expanded to cover health care workers and others experistable employment, and encing contract flipping. that their union is using “All these changes are providing every available tool to make the momentum we need to keep their jobs secure.” moving forward. In the coming months we will continue to build promise to HEU members that it the case for returning contracted would repeal Bills 29 and 94. support services to the direct conWith the passage of The Health trol of B.C.’s health authorities,” Sector Statutes Repeal Act (Bill says Whiteside.

47) health care workers’ right to “And in our independent longaccess successorship provisions term care sector we’ll be focused under B.C.’s Labour Relations Code on how to rebuild a common was restored. With those protec- industry standard for workers and tions workers no longer stand to establish appropriate standards of lose their collective agreement or care for seniors.”

ADVICE Spring 2019 | GUARDIAN 1

COMMENT Jennifer Whiteside | Secretary-Business Manager Right now, we are seeing the rapid rise of a radical, right-wing, conservatism that is fueled by the forces of hate and fear.

It has emboldened those who seek to divide us.

Our core values don’t change

The world of health care, and the political context we live and work in, is ever changing.

What has motivated our successes over 75 years – especially in the tough times – is our unwavering determination to stand up for what is right, no matter how long it takes or how formidable the challenge.

Solidarity and justice. These are our core values. And they don’t change.

Right now, we are seeing the rapid rise of a radical, right-wing, conservatism that is fueled by the forces of hate and fear. It has entered our political world and it has emboldened those who seek to divide us.

Rarely a day a goes by without reports of attacks on people somewhere, whether it’s here or in other parts of the world, because of their religion, their race, their sexual orientation or their gender identity.

As a union deeply committed to social justice we know we can make a difference. We can refuse to tolerate in any way the bigotry and hatred we witness, whether it’s in the workplace, our communities, or on-line.

Whether it’s at the bargaining table or in our activism, we can use our collective power to stand up to the bullies and to help create a more humane and a more compassionate world.

If not us? Then who?

THROWBACK HEU HISTORY

FOR 75 YEARS HEU has been a force to be reckoned with.

Right from our earliest beginnings at Vancouver General Hospital in 1944, HEU members have fought for, and won, vast improvements to their own wages and working conditions, and to the quality of care British Columbians rely on.

At the same time, our union has been steadfast in maintaining its core values of working in solidarity with others, advancing and protecting public health care, and fighting for a more fair and just society.

In recent months, our long and sustained fightback against privatization in health care, contracting out and contract flipping, and the regressive health care policies of the former BC Liberal government have finally made headway.

With the repeal of Bill 29 and Bill 94, critical changes to B.C.’s Labour Relations Code, and commitments made at the Facilities bargaining table, we are on new path where it’s possible to bring about positive change for all our members and the health system as a whole.

With every advance we make we are healing a system that has been broken in so many places.

And while we have not been able to right every wrong committed under 16 years of BC Liberal rule we have made remarkable progress in less than two years of an NDP government.

But as our own history has taught us, nothing ever stays the same.

HEU’S EARLY BEGINNINGS AT VANCOUVER GENERAL HOSPITAL HEU’s iconic logo is rooted in this early image of Vancouver General Hospital, pictured here in 1915.

It’s at this site in 1944 the all-women’s and all-men’s unions at VGH joined forces to form the Hospital Employees’ Union. At the time these workers were subject to sweatshop conditions where hours were long, breaks were few, and 2 GUARDIAN | Spring 2019

there was no formal sick leave or protection against being fired unfairly.

From an initial membership of 390, the union has grown to a membership that is more than 50,000-strong, making HEU the oldest and largest health care union in B.C. Built in 1906, VGH is one of the largest hospitals in Canada.

NEWS

Your union. Your paper.

LABOUR CODE CHANGES

Expanded rights protect workers

PROPOSED CHANGES to strengthen the Employment Standards Act and the Labour Relations Code, will benefit all workers in B.C. Labour Relations Code changes (applies to unionized workers) • Successorship expanded for health care and other services.

Mike Old PHOTO

B.C.’S LABOUR minister Harry Bains has introduced a number of changes to the province’s Labour Relations Code including collective agreement protection for health care workers and others impacted by the re-tendering – or “flipping” – of service contracts.

HEU secretary-business manager Jennifer Whiteside welcomed the changes, saying they will improve health care delivery in a sector where direct care and support services have been undermined by privatization and contracting out over the last 17 years.

“In hospitals and care homes, the lack of successor rights has made the work more precarious, lowered wages, and contributed to a growing recruitment and retention crisis as workers seek more secure and better paid work elsewhere.

“In nursing homes, this practice has undermined care for vulnerable seniors who depend on continuity in their care relationships.

“Stronger successor rights will provide more stability in seniors’ care – and in health care generally – for workers and for nursing home residents and hospital patients,” says Whiteside.

The amendments to the Code include an expanded definition of successor rights that provide job security and protect health care workers’ collectively bargained wages, benefits and working conditions in cases where contracted service companies are changed as a result of contract retendering.

The Code currently limits successorship to the sale or transfer of a business.

In health care, the practice of

Stronger labour laws: the highlights

CONTRACT FLIPPING | HEU’s secretary-business manager Jennifer Whiteside welcomes changes that will protect health care workers’ job security when service contracts are re-tendered or “flipped”.

contract-flipping has resulted in entire care teams being fired from nursing homes. Workers may be invited to reapply for the same job with a new contractor but usually at a lower rate of pay, and with the loss of their union and any benefits related to the length of their service. In some cases, workers have been subject to multiple contract flips.

The workers impacted by contract-flipping in health care are highly racialized and overwhelmingly female.

The three-member expert panel appointed by the labour minister last year to review the Code unanimously recommended the change and noted in their report that: “It is evident that contract retendering has caused a significant erosion of earnings, benefits and job security. This has result-

ed in employment precarity with negative impacts on long-term and seniors’ care. The Panel was advised on one senior’s facility that changed contractors six times. This disruption of services and continuity has profound implications for patient and seniors’ care and their families.”

Legislation amending the Code also includes a number of provisions that will make it easier for workers to exercise their constitutional right to join a union, and to achieve first collective agreements.

Last November, Health Minister Adrian Dix introduced legislation repealing Bill 29 and Bill 94, laws passed by the BC Liberals from 2002 and 2003, that excluded health care workers from successorship provisions of the Code. That law was adopted unanimously by all parties.

• A strike vote is no longer required to access mediation for a first collective agreement.

• Certification votes to take place within five days (not 10).

• Signed union cards are valid for 180 days instead of 90 days.

• No more “annual” raids (except construction).

• Education no longer considered an essential service.

• Collective agreements can’t go below Employment Standards.

Employment Standards Act changes • Self-help kit eliminated.

• Age children can do dangerous work (like mining) is raised from 12 to 16.

• Younger children will still be allowed to do light work.

• Workers will have up to 12 months to recover unpaid wages.

• Managers will no longer be able to withhold tips from servers.

• Domestic violence unpaid leave (10 non-consecutive days and up to 15 consecutive weeks).

• Job-protection leave for those caring for critically-ill family members (to align with federal employment insurance benefits).

YOUR UNION Welcome new members This spring, more than 620 health care workers at five long-term care facilities made HEU their union of choice during the first three months of 2019.

HEU welcomes new members from Nanaimo Memory and Complex Care in Nanaimo, Lakeview Lodge in West Kelowna, and Glenmore Lodge, Village at Smith Creek and Sun Pointe Village, all in Kelowna.

Staff at these facilities work in a range of occupations in direct care and support, including care aides, activity aides, Licensed Practical

Nurses, dietary aides, clerical assistants, housekeepers, Registered Nurses, cooks and more.

For more information about joining HEU, contact the union’s organizing department by email at organizing@heu.org or phone the Provincial Office at 604-4385000 or toll-free at 1-800-6635813.

All calls are strictly confidential.

Pushing back against bullying behaviours HEU members who work at the Duncan scheduling office (Nanaimo Local) went all in this

year on Pink Shirt Day – along with scores of union members who wore pink on February 27 to take a stand against bullying and harassment.

Originally created to raise awareness about the serious impact of bullying at school and

work, Pink Shirt Day is now widely recognized here in B.C. and promoted around the world.

In our workplaces – whether it’s between peers, supervisors and employees, patients/residents and workers, on line or face-to-face

Spring 2019 | GUARDIAN 3

IT’S THE LAW

Bargaining wage retroactivity IN MARCH, HEU won full-retroactive wages for former light duty housekeepers employed by Compass at Vancouver Coastal and Providence Health Care sites.

Light duty housekeepers performed the same work as regular housekeepers but earned $1.50 less per hour. When HEU was certified to represent this group of workers, it set out to eliminate this unlivable wage rate in the first collective agreement.

HEU did so, but the employer refused to pay former light duty housekeepers the new wage rate until date of ratification. The central question in the grievance HEU filed was whether the housekeeping wage rate ultimately negotiated by the union would take effect on date of ratification or on some earlier date.

Retroactive wage increases are often a priority for union bargainers. Why? Because bargaining a collective agreement takes time.

Bargaining can continue long after the last collective agreement has expired. So why should workers continue to work and have patience with this long process even though they often have not received a pay increase for over a year?

They do so because they have a strong expectation that when the new agreement is negotiated, the new wage rates will be retroactive. This principle of retroactivity has been described by arbitrators as “vital to preserving the integrity of the ongoing bargaining process.”

HEU’s bargaining with Compass was no different.

When the union bargained a new wage rate for housekeepers, all housekeepers, including former light duty housekeepers, had an expectation that the new rate would apply retroactively.

Fortunately, the arbitrator agreed. Compass was ordered to pay all former light duty housekeepers the new wage rate retroactive to December 2016, almost a year before the date of ratification.

KAITY COOPER

KNOW YOUR RIGHTS

Expanded rights in HEU’s public sector agreements NEW COLLECTIVE AGREEMENTS for HEU’s public sector members went into effect on April 1, 2019. Members are familiar with the major compensation improvements, but may not be aware of several expanded rights bargained for members working in the Facilities, Community Health and Community Social Services subsectors.

The Facilities Bargaining Association (FBA) agreement covers 41,000 HEU members. These members can now access up to three days of paid special leave and up to 17 weeks of unpaid leave if the member, or a dependent child, experiences sexual or domestic violence.

Members can also receive up to three days’ paid compassionate leave for a pregnancy loss after 20 weeks.

Members who have successfully completed keyboarding, computer software and medical terminology testing will not be required to re-test for a period of four years – an increase from the current 24 months.

There’s an extended top up for Employment Insurance parental leave. The employer will now top up EI payments to 75 per cent of earnings for up to 10 weeks under either the standard 35-week or extended 61-week parental benefit.

Members will also benefit from stron-

ger workload and grievance language; the embedding of WorkSafeBC’s bullying and harassment definition in the contract; expanded job security rights for displaced workers at multi-employer sites; and expanded access to union representation at multi-employer sites.

The Community Health Bargaining Association, which covers 2,300 HEU members, secured compensation comparability funding to bring wages closer in line with FBA rates; up to three days of paid special leave if a member, or their dependent child, experiences domestic violence; additional funding to the Enhanced Disability Management Program; and increased severance pay for those impacted by contracting out (capped at 500 FTEs over three years).

The Community Social Services Bargaining Association, covering 1,500 HEU members, negotiated $60 million for wage comparability adjustments to address chronic low wages; enhanced paramedical services covered by the benefits plan; up to three days of paid special leave for members experiencing domestic violence or who have a miscarriage (or if their partner does).

Detailed comprehensive reports are available at <www.heu.org/bargaining>.

BRENDA WHITEHALL

YOUR UNION – bullying and harassment puts both mental and physical health at risk.

By law, all B.C. employees have the right to a respectful workplace – one that’s free of harassment, bullying and violence. And we all have a role to play in helping put an end to behaviours that belittle and hurt others. Kindness counts. Always.

HEU’s Independent Bargaining Conference HEU members working in the union’s almost 10,000-strong independent seniors’ care sector

4 GUARDIAN | Spring Fall/Winter 2019 2018

will gather together on May 29 – 31 to build their bargaining power.

Unlike the union’s public sector agreements in facilities, community health, and community social services – where members in each sector are covered by a single contract – there are over 80 separate collective agreements in this sector.

Delegates who will be attending the Independent Bargaining Conference for Seniors’ Care will focus on reviewing common sector-wide priorities to guide their bargaining and political action campaigns.

They’ll share experiences, build

skills and confidence to fight for better working conditions, wages, benefits, job security and they’ll work toward bargaining solutions that make the sector stronger.

Members in HEU’s independent seniors’ care sector work in all areas of care and support in B.C.’s private long-term care, assisted living, and independent living facilities.

Union sponsors Labour Heritage Centre HEU is now a sponsoring member of the BC Labour Heritage Centre. Board chair Joey Hartman

presented the union’s Provincial Executive with a plaque at their April meeting recognizing HEU’s support.

The Centre is dedicated to keeping the history of working people in B.C. alive and accessible.

Among its projects are: “On the Line” – a history of the labour movement in B.C., which was published last year, labour history walking tours, labour history plaques marking workers’ struggles across the province, and much more.

Check them out at <www. labourheritagecentre.ca>.

CARE AIDES REPRESENT MORE THAN 1 IN 5 ACCEPTED CLAIMS FOR ACTS OF VIOLENCE OR FORCE 2008 - 2017

22%

Care Aides

All other B.C. workers WorkSafeBC

WORKERS’ COMPENSATION BENEFITS

NDP government extends mental disorder presumption to care aides and nurses

HEU CARE AIDES and community health workers – who are registered with the BC Care Aide and Community Health Worker Registry, and who work in publicly funded services – will now face fewer barriers to having their workers’ compensation claims accepted for work-related mental disorders.

On April 16, B.C.’s labour minister Harry Bains announced changes to the Mental Disorder Presumption Regulation that will provide easier access to workers’ compensation for emergency dispatchers, health care assistants and nurses who experience workrelated trauma.

The extension of the mental disorder presumption recognizes that these workers are at a higher risk of violence and other trauma in the workplace that could contribute to a mental disorder such as post-traumatic stress disorder (PTSD) or other illnesses.

Last spring, government amended the Workers Compensation Act to add PTSD and other mental health disorders to the list of illnesses that are recognized as being associated with certain professions – specifically police, firefighters, paramedics, sheriffs and correctional officers.

At the time, Bains acknowledged the need to look at other sectors where workers are more likely to experience on-the-job trauma that can lead to a mental illness.

HEU secretary-business manager Jennifer Whiteside says the

union encouraged government to extend the presumption to the widest array of workers possible, in recognition that any worker can be exposed to work-related trauma, but welcomed the extension to care aides and community health workers as a solid step forward.

“Care aides frequently experience violence in the workplace; witness and respond to violence, suicides and unexpected deaths; and often face threats and intimidation,” says Whiteside.

“By extending the presumption to include care aides, government

Congratulations to HEU bursary recipients

Here are the 2018-2019 recipients and their sponsoring locals:

Each academic year, HEU awards a number of bursaries, sponsored by union locals and HEU’s Provincial Executive (P.E.).

They’re available to members, their children, stepchildren and legal guardians, and spouses, (including common-law), who need financial assistance and demonstrate satisfactory academic standing.

They can support courses at any post-secondary educational institution, and are administered by a bursary committee under the P.E.’s direction.

has acknowledged the severe toll that trauma experienced on the job can have on their mental health.”

In terms of accepted claims for acts of violence or force between 2008 and 2017, WorkSafeBC reports that care aides (including orderlies) represented 22 per cent of total claims – the highest of any occupation in the province. Those statistics also show that in 2017 there were 135 registered mental disorder claims for care aides and 59 per cent of those claims were “disallowed.”

“The bottom line is that we will

see more claims accepted for these workers, because it is now up to the employer or WCB to show that a mental disorder is caused by something other than work,” says HEU representative Alex Imperial.

“And with the presumption in place, care aides who previously may have succeeded through the appeal process in getting a claim accepted, are now more likely to have a claim accepted sooner, which will ensure they can access compensation and treatment more quickly.”

TRAUMA | HEU members working as care aides, community health workers, and nurses face extraordinarily high risks for violence and other traumatic events that can lead to mental disorders.

Receiving $350 bursaries: Sarah Vallintine (UBC), Rochelle Johnston (Royal Columbian – Bill Black), Savanna McDonald (Victoria General), Carcia Blanca Bermejo (Royal Columbian – John Darby).

Receiving $500 bursaries: Laira Kate Cantor (P.E. – Alex Paterson Memorial), Jacqueline Tsang (Vancouver General), Dylan Bystedt (Royal Jubilee), Mashenka DeSilva (St. Paul’s – Robert Standell), Olivia Godek (PHSA Amalgamated – Cathy Peters Memorial), Kyanna

Sarmiento (Vancouver General), Shanna Galandie (P.E.), Marion Crystal McGonegal (Richmond), Kimberly Matheson (Burnaby), Dana Dixon (P.E. – Ginger Goodwin), Ian Kendall (Maple Ridge – Tara Hansen Memorial), Annalise Mortimer (Prince George), Luchelle Marie Baclayon (Shaughnessy – George Derby), Christina Bock (People with disAbilities Standing Committee – Cathy Peters Memorial), Megan Short (White Rock), Mary Nightingale (White Rock).

Receiving $1,000 bursaries: Bailey Jones (P.E.), Mariah Perry

(P.E.), Harpreet Virk (P.E.), Tyneisha Culling (P.E.), Yasser Darwish (P.E.), Donnel Jomari Domasig (P.E.), Evan Duxbury (P.E.), Caleigh Gerow (P.E.), Caden Ives (P.E.), Mona Koopman (P.E.), Lauren Morris (P.E.), Joanne Pagnini (P.E.), Gurleen (Leena) Parhar (P.E.), Jasmin Schweitzer (P.E.), Nga (Natalie) Tran (P.E.), Matthew Fougere (P.E.), Naomi Parkhouse (P.E.), Nicole Stanchfield (P.E.), Itzel Ventura (P.E.), Ashley Cochrane (P.E.), Navdeep Dulai (Surrey – Iris Andrews Memorial), Taylor Earl (P.E. – Ray McCready Memorial), YuTong Lu (Surrey and P.E. – Edward James Ashmore Memorial).

Fall/Winter Spring 2019 2018 | GUARDIAN 5

WORKING FOR YOU

IN ADDITION TO HEU’s Provincial Office in Burnaby, the union maintains several regional offices. On Vancouver Island, HEU staff work out of offices located in Victoria and Comox.

Our team on Vancouver Island includes servicing representatives and administration staff who are working to support members to protect their collective agreements, ensure fair and equitable treatment in the workplace, and link locals to the broader issues that affect members and their communities.

Elaine Littmann PHOTO

ON VANCOUVER ISLAND

Betty Valenzuela | Financial Secretary

VIEWPOINT

When I immigrated to Canada in 1970 from the Philippines, I could not find a job despite my education and experience.

AT HEU’S recent equity conference, I was moved by the many stories I heard about oppression, discrimination and isolation – stories from members who felt marginalized both as Canadians and as immigrants coming to this country for a better life.

It reminded me of my own personal experience, which I shared while debriefing the poignant and eye-opening Blanket Exercise with the Indigenous Peoples caucus.

The Blanket Exercise is an interactive sharing of Indigenous history from colonization to residential schools and the “60’s scoop” to truth and reconciliation. Words cannot accurately describe the raw and deep emotions felt by those participating.

A personal story

When I immigrated to Canada in 1970 from the Philippines, I held a Bachelor of Business Administration degree with a major in accounting. But I could not find a job despite my education and experience. And my now late-husband, a lawyer, was also looking for work.

Nobody in Vancouver would hire us. We knew it was racism. We didn’t know how we would survive, and we were both scared.

One day, a friend told me the Vancouver Indian Centre Society (now Vancouver Aboriginal Friendship Centre Society) was urgently looking for a bookkeeper. I said, “But I’m not Aboriginal.” My friend assured me that it didn’t matter what colour, gender or race I was, as long as I could do the job.

Feeling welcomed and accepted

In April 1971, I applied for the position and got it. Then, five years later, I was promoted to finance manager. I have to say – and I’ve been saying this for many years now – the Vancouver Aboriginal Friendship Centre Society saved my life. They made me feel welcomed, valued and accepted for exactly who I was.

That’s an example of a workplace that celebrates diversity, equality and inclusion. And it’s a workplace we should all strive to create at HEU locals across this province.

As a Filipina woman in an elected officer role, I believe it’s critical for our members to see themselves reflected in HEU’s leadership. And I encourage our equity-seeking members to participate in all areas of our union.

From the grassroots level to the leadership level – and all of the stages in between – there is a place for every HEU member’s voice.

That’s why we are activists. And that’s how we create change in our union.

6 GUARDIAN | Spring 2019

Barb Nederpel | President

PRESIDENT’S DESK In B.C., HEU members have seen how much can be achieved with an NDP government which respects working people.

FALL MAY SEEM far off, but the federal election will be upon us sooner than we think.

And one thing is clear – we are at a crucial point which will determine how our country will be governed over the next four years.

It’s crucial because provincially, right-wing, populist politics are on the rise, undermining workers’ rights and cutting public services.

In B.C., HEU members have seen how much can be achieved with an NDP government which respects working people and stands up for the public services we rely on.

Don’t we deserve the same at the federal level?

We need politicians with progressive values. We need NDP voices fighting for working people.

And to get them – we need to engage in political action.

At our last convention, one member said that they used to disagree with the union’s political action work, but with the repeal of Bills 29 and 94, they stood up on the plenary floor to say, “I was wrong.”

That member made the connection – without political action, we cannot win.

Because every gain – every win we’ve made over the last 75 years – has depended on the actions of our members and our political advocacy.

Pharmacare will define the federal election

For years HEU has been part of a broad coalition of unions and health care advocates pushing for a universal Pharmacare program – one that focuses on people’s health, not corporate profits.

So, when the government created the Canadian Drug Agency Transition Office and didn’t promise when – or if – pharmacare coverage would kick in we, were beyond disappointed.

But, here’s the upside.

Now, the creation of universal Pharmacare will be determined by the federal election.

And it’s not restricted to prescription drugs.

Jagmeet Singh and the NDP have pledged to fight for Pharmacare For All, which includes prescriptions, vision care and dental care.

Because expanding Pharmacare to include vision and dental is in the best interest of all Canadians.

Now, more than ever, HEU members have a critical role to play to ensure that worker-friendly policies and programs, like Pharmacare, rise to the top.

So let’s make sure we send progressive voices to Ottawa, to fight for working people and to push back against the right-wing populism that is threatening our nation.

I’m all in. How about you?

Building a more inclusive union HEU’s BIENNIAL EQUITY CONFERENCE has become one of the union’s most popular gatherings. More than 160 delegates and guests – including several HEU members attending their first union event – met at Vancouver’s Hyatt Regency Hotel in March for Making Space: Building a diverse, inclusive and equitable union.

Over two-and-a-half days, members from across the province participated in workshops to gain a better understanding of equity, diversity and inclusion; to hear from community leaders about their equity work and campaigns; and to share and learn from one another.

An HEU member for 10 years, this was LPN Melinda Otoroh’s first equity conference.

Otoroh, who works at Silver Kettle Village in Grand Forks, said the experience “gave me a different perspective on individuals. Everything allowed me to open my eyes and realize we have come a long way, however we still have many hurdles to overcome.”

HEU’s five equity standing committees – Ethnic Diversity, Indigenous Peoples, People

“The most important thing I’ve learned is that no matter what or who you are… everyone should be treated with kindness and respect.” with disAbilities, Pink Triangle and Women’s – held individual caucuses to discuss issues specific to their equity-seeking group and to elect four members to their standing committees.

The other three members of each committee will be selected through an application process.

A first-time delegate, 16-year HEU member Gloria Almachar, a care aide at Christenson Village on the Sunshine Coast, said, “The most important thing I’ve learned is that no matter what or who you are… everyone should be treated with kindness and respect.”

One highlight of the conference was the Blanket Exercise, co-facilitated by members of the HEU Indigenous Peoples Standing Committee, which taught participants about Indigenous history, including colonization, residential schools, the Sixties Scoop, and truth and reconciliation.

Attending her second equity conference, 20-year HEU veteran Premjit Gill, a care aide at Kimbelee Place in Surrey, said she was able to find the confidence to speak up in the small group structure of the workshops, where she

Brenda Whitehall PHOTO

“Hatred and ignorance – they’re like viruses.

They’re like mould. They get into your lungs.

They get into your blood… They gather in our minds. We carry them around with us wherever we go. We take them home from work with us, and pass them on to our children.” – Ivan Coyote, keynote speaker

met people from all equity-seeking groups. “I especially learned about invisible disabilities and found the Blanket Exercise heart-touching.”

In her opening address, HEU secretary-business manager Jennifer Whiteside told delegates that last fall’s convention gave HEU a clear mandate to put equity front and centre of the union’s work over the next two years.

The first phase of the Diversity, Equity and Inclusion project will consult members on how best to ensure equity-seeking groups are represented on HEU’s Provincial Executive.

She noted that one in four HEU members – mostly racialized workers – are in the union’s independent sector.

“The terms and conditions of their employment are vastly different,” said Whiteside. “They are paid less. They have fewer benefits. They have little or no retirement security. I cannot help but think there is a correlation between that reality, and the fact that they are predominantly women, and predominantly workers of colour.”

HEU president Barb Nederpel echoed those sentiments in her closing remarks. “Some of you in this room are immigrants,” she said. “And you know firsthand the challenges you experienced when moving to an unfamiliar country, learning a new language, and often leaving loved ones behind. You know the feelings of loneliness and isolation; the longing for something familiar, something safe.

“And you know how hard you’ve had to work – and continue to work – to make this your home, provide for your families, and the ongoing struggle to make ends meet. Nothing has been handed to you on a silver platter. You’ve had to work hard and struggle.”

For Jaclyn Chang, a prevention specialist at Richmond Addiction Services, the equity conference was her very first union function. An HEU member since 2010, Chang said, “As a racialized woman, I felt it was important to recognize that

people are often disadvantaged by multiple sources of oppression and that understanding intersectionality is essential in combatting the systems of dominance that people face in their daily lives.”

In her greetings, HEU financial secretary Betty Valenzuela reminded delegates of the power of solidarity. “When the BC Liberals passed Bill 29, HEU members shouted from the rooftops. We fought back. We went to court. And it took 16 years, but we were victorious.

“So, you see, when we speak out – when we use our voice – we can make a difference. We can create changes that benefit not only ourselves, but everyone.”

Keynote speaker Ivan Coyote, a Yukon-born storyteller, described life as a non-binary trans person and the struggle to be recognized and treated with dignity and respect.

“I know I don’t fit into the two rigidly defined gender boxes that make up the foundation our whole entire society is designed, engineered and built upon,” said Coyote. “I know there’s no perfect box for most of the world’s forms when it comes to me.”

Using humour, Coyote shared firsthand accounts of discrimination they have faced, particularly in airports and health care facilities, where gender identification is required.

“In order to address the many shortcomings of our health care system – and I am grateful that we have one – [but] when it comes to trans people, we need a major reno, not just a paint job and some new curtains.

“Trans people exist. We are not going away, and sometimes we have to seek medical care.

And especially since Bill C-16 passed in this country on June 14, 2016 – not very long ago – we have just as much right to be treated with respect and fairness and compassion as any other citizen should be.”

BRENDA WHITEHALL

Spring 2019 | GUARDIAN 7

LEARNING POWER Helping you build a better workplace

written by Elaine Littmann LEARNING. DISCOVERING talents you never knew you had. Opening up new horizons and opportunities.

These are some of the rewards that come with education.

“Our education program is participatory, hands-on, developed from members’ experiences, and built for action – it gives skills you can go back and apply right away in your workplace,” says HEU Education Director Juli Rees.

And for many members HEU education helps develop both personal and professional skills that are transferrable to all parts of life – work, community and family.

Communication and advocacy, assertiveness, critical thinking, and awareness of equity issues are all central to building healthier workplaces, a stronger union and more inclusive communities.

Of course, supporting members in their roles as stewards and local union officers is a key part of the program.

Members who step up to serve are offering their time, energy and effort, Rees says. “We owe it to them to give them what they need to succeed.”

HEU’s broad range of courses strives to offer learning opportunities for all members who want to become active in the union at any level – from developing leadership skills, supporting equityseeking members and training facilitators, to ensuring locals have the latest tools and knowledge to make their workplaces healthier and safer.

Benefits can be as practical as learning how to interpret the collective agreement, or as all-consuming as discovering a passion for organizing.

Whatever their motivations, members are finding new confidence, excitement in learning and a drive to share their knowledge.

A path to confidence

Young worker Sarah Khan has been an HEU member for seven years, but only in the past year did she start getting active.

“The local wasn’t strong because people weren’t involved. There was a period of time I didn’t think much of our union. But we just weren’t using it at our local level.”

Sarah is now both a shop steward and secretary of her Yuculta Lodge local in Campbell River, where she works as a care aide. In the last six months she’s taken Intro to Shop Steward, Getting Involved, Table Officers’ Training, and attended the Equity Conference.

“Getting involved and making connections makes you into a more confident person,” she says. “That’s going to build the path.”

After her local was able to address some workplace issues causing stress and mistrust, she says,

“Getting involved and making connections makes you into a more confident person... knowledge is power.” average attendance at meetings has tripled.

“The only way we are going to gain control of our workplace is if we use the collective agreement and learn how to speak professionally to management,” she says. “Knowledge is power.”

HEU’s equity education makes her proud to be a member. “We’re fighting for the same purpose.

We’re trying to get rid of stigma and judgements, so everyone can do their job.”

Lifelong learning

Rabia Mohamed has been a union activist for much of her working life. When she joined HEU as a dispatcher at Canadian Blood Services in Vancouver, it was natural to get involved.

Her years of union training and experience have delivered important skills, among them communication, teamwork, and cooperation – skills she says have great value in the workplace too.

“Learning how to assemble your facts, get your position across, finding consensus, collaborating and bringing knowledge.”

Rabia has attended HEU training

for shop steward and OHS steward, as well as Break Open, Bust Out, a leadership workshop for women of colour, and the 2019 Equity Conference.

She would like to see HEU offer more diversityrelated education. “Diversity brings value. Things you wouldn’t even think about. And people are really interested, they just don’t have the opportunities.”

After years of work and activism, Rabia says, she is still learning, and she loves it.

“When you learn something new, it’s amazing.”

Teaching others

Bethany Whelan took an hour-long exercise she did while attending 2017 Fall School and turned it into an anti-harassment and anti-bullying campaign at her 100 Mile local, where she works in food services.

She and her co-worker came back from Fall School inspired. “We said, we have to do something with what we learned!”

She was especially struck by a speaker who talked about organizing grassroots leadership and campaigns. “I realized that some things that we’d done in our local to push for changes, those actually were campaigns. That’s how you organize things.”

The Pink Pledge Campaign born from that Fall School exercise is in its second year, and the local plans to begin work on the national mental health standard, that guides promotion of mental health and prevention of psychological harm at work.

Bethany also attended an HEU workshop on domestic violence, and has initiated a partnership between her local and her community women’s centre. As a survivor of domestic violence, Bethany knows her experience with PTSD and the coping and recovery skills she’s developed are life skills she can share both in her workplace and her community.

Finding your passion

Lanette Hayes, an OR Booking Clerk, has been attending HEU education events for ten years, as part of serving as shop steward and secretarytreasurer at her Langley local.

HEU’s education program offers four streams THE SHOP STEWARD PROGRAM supports members with the skills they need to be effective and confident. New stewards are introduced to their responsibilities and duties, learn about handling grievances and enforcing their collective agreement.

More advanced levels cover facing management, recognizing and handling discrimination, and using grievance handling to build solidarity and activism in the work site.

LEADERSHIP DEVELOPMENT provides members with the skills and understanding to communicate, problem-solve, inspire and organize within their worksite, their local, the union, or the labour movement.

Members don’t have to be on their local executive, or hold a position in the union, to be a leader.

Becoming a member facilitator, organizing actions and events in their local, 8 GUARDIAN | Spring 2019

and getting involved in politics or their community are all ways HEU members can learn and apply leadership skills.

HEU’s week-long Summer or Fall Schools are open to all members and are geared to both new and experienced activists.

This year HEU is holding a Women’s Conference September 16 – 18.

OH&S TRAINING is generally aimed at members who are OH&S stewards and shop stewards, or who are committed to getting involved. Training covers the role of the Joint Occupational Health and Safety Committee, workplace regulations, and how to resolve health and safety issues in the workplace.

OH&S training includes workshops on workplace mental health and domestic violence at work, two issues that have been introduced into the language in the 2019 Facilities sector collective agreement.

HOW TO APPLY CHOOSING A COURSE But when she began exploring issues of disability and mental health in the workplace several years ago, she realized where her greatest interest lay.

Lanette is now a steward in HEU’s Enhanced Disability Management Program, helping members navigate disability claims and return to work cases.

“HEU classes are like stepping stones.

Each class I took, I just wanted to learn more.” She has completed a health sciences certificate through the National Institute for Disability Management and Research, and looks forward to focusing on invisible disabilities and mental health issues.

Learning in the field of mental health, she says, “is something we can use in every aspect of our personal life. It touches everybody.”

An exhilarating feeling

Like many members, Ivy Eriksen, a unit clerk at the Campbell River and District General Hospital, got involved in the union to learn how to stand up for her rights. She soon realized she also wanted to stand up for the rights of her co-workers.

“Members were complaining about things and I couldn’t resolve them, so I started look-

Some workshops are aimed at members who have taken on specific roles in their local, like ing for training” beginning with TO SEE HEU’s shop steward workshop stewards, OH&S stewards, and local WHAT COURSES shops in 2013. executive. These classes are to help train are currently being “It’s an exhilarating feeland support them to do their duties. offered, go to ing to be in a meeting supOther workshops and events are open heu.org/workshopsporting members when you to all members to apply, while some are and-training have the education to help designed for our members who are part of them,” she says. equity-seeking groups.

After attending a Facilities Every new workshop is announced in the union’s Bargaining Conference, she set a goal to weekly mailing to each local, and listed online be on the FBA bargaining committee, and at www.heu.org/education. If you follow HEU in 2018 she did it. It was an “amazing, emoon Facebook or Instagram, you will also see classes tional experience” she says, “and hugely announced. rewarding.”

“When I was young, I wanted to be a lawHOW TO APPLY yer,” she says, “and this is the closest thing.”

Once a workshop is scheduled, information and an But beyond the courses themselves, Ivy application form are sent in the union’s weekly mailing values the people she’s met and the relationships that have developed. “There’s to each local, and listed on our website <www.heu.org/ some very creative people education>. in the union, and I have Depending on the workshop, you will be required to learned so much complete your application in one of two ways. These from them.” requirements will be outlined in the information letter.

For some workshops, your completed application must be signed by a member of your local executive. For others, applications are reviewed by the HEU Education Department.

Both types of applications, signed and unsigned, need to be submitted to HEU Provincial Office yourself.

The application may ask questions such as: “Why do you want to take this workshop?” and “How will you use the skills and knowledge you gain?” You may also be asked about your involvement with your local, and any relevant experience.

HEU also offer a Workload Workshop available to all members, on demand for locals who want to start organizing at their worksite. Know and Assert Your Rights, which is open to all members, explores basic safety rights in the workplace.

SPECIALIZED TRAINING responds to needs in the locals, as well as member development to support HEU’s long-term goals.

Needs in the workplace could include workshops for newly certified locals, conflict resolution, or issues arising out of new collective agreement language.

Other workshops in this stream support HEU’s Diversity, Equity and Inclusion mandate.

These workshops help deepen knowledge within locals and support members to create effective responses and inclusive environments in the workplace. HEU also held its regular Equity Conference earlier this year.

Equity awareness is integrated throughout all the education streams, and is a particular focus of leadership development.

FINDING THE TIME TO ATTEND Most HEU collective agreements contain a provision that the employer make their best efforts to accommodate paid time off for union business, which includes education. It is up to the member to contact their employer and make arrangements.

HEU covers costs for members to participate in the education program. This may include: travel and accommodation, as required; per diems for meals; accommodation for disabilities; and reimbursement for dependent care.

If you have concerns about what expenses are covered, or have special needs, please contact the Education Department.

Spring 2019 | GUARDIAN 9

LABOUR

News from here and around the world

ONTARIO GOVERNMENT

The developers of a privately owned care home to be built on the shíshálh Nation land near Sechelt will join the Health Employers Association of B.C. – a move that will protect the jobs, wages and benefits for local health care workers.

The landmark agreement between HEU, Trellis Seniors Care, Vancouver Coastal Health Authority, the BC Nurses Union and the Ministry of Health provides workers at Sechelt’s Totem Lodge and Shorncliffe Extended Care Facility with the opportunity to work at the new Silverstone Care Centre under their existing terms and conditions.

For most workers, it means continued coverage by the Facilities Collective Agreement, or in the case of housekeeping and food services workers, continued employment with Sodexo or Compass under those agreements.

Community members and local health care workers campaigned for two years following the former BC Liberal government announcement that public facilities would be replaced by a privately operated care home that was expected to offer substandard wages and benefits.

Ford unleashes radical health care privatization and cutbacks agenda REMEMBER Gordon Campbell?

The former B.C. premier who drove his reckless privatization agenda through the province’s public health care system?

Last fall, Ontario premier Doug Ford brought Campbell on board to conduct an inquiry into previous government spending and recommend “efficiencies.”

Since then, a range of public services have been on the chopping block – along with tax cuts that will starve government of needed resources to deliver those programs.

All this has a familiar ring to British Columbians who experienced the onslaught of Campbell’s devastating policies in the early 2000s and the cumulative impact of 16 years of B.C. Liberal rule.

In late February, the Ford government introduced a sweeping new health restructuring law – Bill 74 – which is expected to usher in unprecedented levels of privatization. And it’s spawned a massive fightback across the province.

Health care advocates, unions, community organizations, opposition parties and citizens’ groups are all sounding the alarm that the new legislation will open up Ontario’s health care system to for-profit companies.

According to the Ontario Health Coalition, Bill 74 essentially dissolves local health networks and creates a “Super Agency” with sweeping new powers that include the authority to force mergers,

closures, service transfers and amalgamations, as well as privatize entire sections of health care services.

Despite assurances from the PC government that they will not use new health restructuring legislation to privatize services, “key sec-

agency that receives funding) to utilize “company X” for a specific service. Documents leaked in January revealed plans to privatize air ambulance, nursing home inspections, laboratories, back office and procurement services, among other services.

OCHU PHOTO

TRELLIS AGREEMENT PROTECTS JOBS

TORONTO | CUPE President, Mark Hancock speaks to an estimated 10,000 people from across Ontario who poured into Queen’s Park on April 30 to protest health care restructuring and cuts to health care services.

tions of Bill 74 are designed to do just that,” warns Michael Hurley, the president of the Ontario Council of Hospital Unions.

One of those sections explicitly removes the reference to keeping hospital and other health services public and not-for-profit.

In another section, the health minister is given the power to direct any entity (hospital, longterm care home or community

“Ontarians deserve to know every detail of the significant overhaul the PC government intends to make to our public health system,” says Fred Hahn, president of CUPE Ontario. “This is huge restructuring that many experts and front-line staff say is ill-thought-out, risky for patient care, and that could potentially destroy Medicare’s foundations.”

PATTY GIBSON

VOICES

Community Health Centres are the way forward LAST SPRING, the B.C. Government announced its intention to support Community Health Centres (CHCs) as part of its primary health care reform strategy.

The commitment has been met with enthusiasm in communities across B.C., where the percentage of people who have a regular health care provider is significantly lower than the Canadian average.

However, the province has yet to move ahead with a concrete plan to deliver on this commitment.

CHCs are community-governed, non-profit centres that provide team-based care, offering access to social workers, family physicians, nurse practitioners, counsellors, Indigenous Elders, and others.

In other words, CHCs provide the kind of care that so many British Columbians want: care that is holistic and responsive to our needs as communities as well as individuals. Research shows that CHCs can better sup10 GUARDIAN | Spring Fall/Winter 2019 2018

We need a clear made-in-B.C. plan to support new and existing Community Health Centres.

port patients to manage chronic conditions, increase access to culturally-appropriate care, and improve support for low-income and vulnerable communities.

Today in Canada, there are approximately 300 CHCs. A quarter of these are located in Ontario where they have sustained support by government, including core funding of $400 million annually.

With this established model in place, Ontario CHCs have been able to prove their effectiveness in managing chronic conditions, reducing emergency department visits, and improving access to care for people with serious mental health issues – all while reducing health care costs.

What we need now is a clear made-in-B.C. plan to support new and existing CHCs so that we can all benefit from this powerful way to deliver care.

ADAM LYNES-FORD CAMPAIGNER, BC HEALTH COALITION

100TH ANNIVERSARY

Winnipeg General Strike sparked labour uprising across B.C. May 15, 2019 marks the 100th anniversary of the Winnipeg General Strike. It was a massive uprising that triggered solidarity strikes here in B.C. and across Canada. The following is an excerpt from On the Line: A History of the British Columbia Labour Movement,

by Rod Mickleburgh.

FOR SIX WEEKS, thirty thousand public-and private-sector workers withdrew their labour in a united bid to force Winnipeg employers to recognize unions and the right to collective bargaining. The breadth of the walkout, its disciplined nonviolent organization and the harsh measures unleashed by authorities to crush it aroused workers across the country.

Solidarity walkouts took place in more than two dozen Canadian municipalities from Victoria to Amherst, Nova Scotia, where more than a thousand workers shut down the town for three weeks.

While the Winnipeg General Strike remains a pivotal, muchstudied event in Canadian history, these dramatic “sympathy strikes” are relatively forgotten today.

Although Victoria came late to the struggle, five thousand mostly industrial unionists left their jobs for four days to protest the arrest of the Winnipeg strike leaders.

Workers in Prince Rupert also walked out, as did miners in the Kootenays. And in Vancouver, ten thousand union members were off the job for an entire month in a sustained general strike to back workers in Winnipeg. Even after

the Winnipeg General Strike ended in late June, Vancouver workers stayed out for another week.

Labour historian Elaine Bernard suggests their walkout was arguably more radical than the Winnipeg General Strike: “While the Winnipeg strikers were supporting workers engaged in a struggle with the local captains of industry, the Vancouver strike was remarkable in that it was motivated by solidarity for workers more than a thousand miles away.”

The strike in Vancouver had gradually expanded in response to the city’s threats to fire its own employees for walking out and to the city allowing private vehicles to carry paying passengers. By mid-June those off the job included stevedores, shipyard workers, streetcar drivers, telephone operators and linemen, CPR workers, woodworkers, teamsters, brewery workers and city employees including nonemergency police and firefighters.

Vancouver strike leaders soon issued their own set of demands, including compensation and pensions for veterans and their dependents, nationalization of food storage plants to combat postwar hoarding, and a legislated six-hour

SOLIDARITY WALKOUTS | The one-day general strike in Vancouver in August 1918 was a foreshadow to the 1919 sympathy strike which lasted an entire month. (Vancouver Public Library 18266)

day for all industries hit by unemployment.

The city’s women telephone operators, regrouped as IBEW Local 77A, had been called off

“The Vancouver strike was remarkable in that it was motivated by solidarity for workers more than a thousand miles away.” the job on June 14, 1919. After locking the doors and dropping keys through the window of BC Telephone’s Seymour Street

headquarters, more than three hundred operators and supervisors joined the general strike. BC Telephone responded by recruiting seventy-six strikebreakers, many of them society women, to maintain service.

Not only did they stay out, but the Vancouver telephone operators were the last of the sympathy strikers across Canada to return to work. In an ultimately unsuccessful effort to prevent supervisors from being disciplined for joining the picket line, they remained off the job for another thirteen days after the general strike officially ended.

NEWSBITES

New St. Paul’s Hospital rejects P3 option In February, HEU member Anahita Garman stood alongside B.C.’s Premier, John Horgan, and Minister

of Health, Adrian Dix, to welcome the NDP’s funding announcement for the new St. Paul’s Hospital in Vancouver.

Speaking to a packed audience, Garman said she has faith that St.

Paul’s will continue to be known for delivering world-class care once they move to the new site.

The union welcomed the news that the hospital will be a public design-build, not a public-private partnership (P3).

Typically, P3s have multi-decade contracts and have been found to cost significantly more than projects built with traditional public procurement.

In 2018 government decided to build phase two of New Westminster’s Royal Columbian Hospital as a public design-build project.

“P3 schemes don’t benefit taxpayers or patients,” says HEU secretary-business manager Jennifer Whiteside. “So it’s very encouraging to see a return to publiclyfinanced infrastructure.”

The new facility will remain a full-service acute care hospital but will include 115 more beds.

Brian Day trial opposing public health care law resumes For the first time since the trial began in 2016, the BC Supreme Court is hearing from defendants

Spring 2019 | GUARDIAN 11

Diversity is about all of us, and about us figuring out how to walk through this world together.

JACQUELINE WOODSON, Author

HUMAN RIGHTS

Elaine Littmann PHOTO

Menstrual equity? It’s a question of dignity. Period.

PERIOD PROMISE | HEU president Barb Nederpel (above) says the union’s Provincial Executive is fully supporting the United Way’s campaign to bring menstrual products to all who need them.

From an early age, children and teens are told menstruation is an absolutely private matter, never to be discussed. And the implication is that it’s something shameful.

So why are people now talking about periods in public? Because period poverty is a problem here and around the world. After being hidden in the shadows for far too long, the issue is now coming into the light.

It’s a fact. Half the population menstruates.

But many aren’t able to access the products they need to take care of their menstruating bodies.

And that means some people can’t fully participate in school, work or in their communities.

According to a 2018 study by Plan Canada, onethird of Canadian women under the age of 25 say they struggle to afford menstrual products.

Period products are not a luxury. Like toilet paper and soap, hygiene products are not optional. They are essential.

So why are some people still faced with the choice between buying groceries or paying for tampons? It’s a choice that few are prepared to openly talk about.

That’s because talking about menstruation and the barriers to accessing period products is still largely outside of society’s comfort zone.

But increasingly, period poverty is becoming more widely understood as a public issue.

In fact, the global pushback on period poverty has helped to position the issue as part of the conversation on gender equity.

Here in Canada, the United Way’s annual Period Promise campaign is trying to destigmatize periods and bring menstrual equity out into the open.

This year the campaign had more than 65 organizations sign a pledge to provide menstrual care items free-of-charge to workers, students and vulnerable citizens.

HEU was one of those organizations. At its March meeting, the union’s Provincial Executive signed the campaign pledge to provide free, accessible and diverse menstrual products at union offices.

“It’s a matter of dignity, and it’s the right thing to do,” says HEU president Barb Nederpel.

“We want to make sure that no one’s participation is limited or compromised because they can’t access menstrual products.”

Advocates for menstrual equity say that the only way to undo period poverty is to alleviate the pressure and shame of not being able to afford products. And they are making headway.

Students in our province who struggle with period poverty will soon find their situations improved. The B.C. government recently announced that schools will be required to provide free period products to students by the end of 2019.

You can help by donating menstrual products to shelters and other support centres in your community.

SARA ROZELL

NEWSBITES and intervenors in the constitutional challenge to Canadian public health care launched by private, for-profit clinic CEO Brian Day. Council for the Attorney General (AG) of Canada provided opening remarks on April 16 in defence of universal public health care. Their evidence demonstrates that the legislation opposed by Day ensures B.C.’s health system is universal and equitable, and losing it would mean the end of Canada’s universal public health care system.

The plaintiffs, led by Day – CEO of the private, for-profit Cambie Surgeries Corporation – are asking 12 GUARDIAN | Spring 2019

the court to allow physicians to bill patients unlimited amounts for all procedures and services, and to enable private insurance companies to sell insurance for services already covered by the public system.

The AG of Canada will continue testimony through April and the Defendant Attorney General of B.C. will begin expert witness testimony on May 7, which is expected to proceed into the fall of 2019.

Intervenors in the case will also be taking the stand throughout May. The BC Health Coalition (of which HEU is an active member) is one participant of an intervenor

group that includes two patients, two physicians, and Canadian Doctors for Medicare. The Coalition and Canadian Doctors for Medicare will bring forward expert evidence about the costs that for-profit health care and health insurance could have for Canada as well as evidence showing how Quebec’s Chaoulli case has undermined patient access to care. Learn more at <www.bchealthcoalition.ca>.

Interior doctors push back on sick notes Employers demanding proof of illness are putting public health at

risk. And doctors in the South Cariboo are sick of it.

Doctors in 100 Mile House and Williams Lake are encouraging employers to forgo the requirement of a sick note when employees call in sick. They cite the risk of spreading illness to vulnerable people with compromised immune systems, increased workload for doctors and taking appointment time away from patients requiring urgent care.

According to a letter sent out on behalf of local family physicians, employers requiring a sick note will need to provide a written request and may be charged

When HEU member Barbara Clark experienced the trauma of B.C.’s wildfire season, she had no idea that the impact would linger after the events were over.

Dealing with traumatic stress

$43.90 as sick notes are a noninsured service.

The letter states, “We hope local employers will consider adjusting their absenteeism policies to help protect vulnerable patients, maintain a healthy workforce, reduce the unnecessary burden on our health care system, and help improve access to care for patients in 100 Mile House and Williams Lake.”

Red Women Rising Violence against Indigenous women, girls, trans and two-spirit people is one of the most pressing human

ON THE JOB

When HEU’s bargaining team at Sunridge Place (Duncan) and Discovery Harbour (Campbell River) headed into contract talks, they knew it wouldn’t be easy.

Getting there relied on members uniting to support their top demands – better staffing and competitive wages to tackle the recruitment and retention crisis at their facilities.

After hearing from the employer that their demands were not “reality”, they turned the tables. Thinking outside the box they came up with an innovative campaign – THIS IS OUR #REALITY – which they branded on t-shirts.

It was a hit. The #REALITY campaign encouraged members to think about how they were impacted by the issues they faced on the job and let the employer know they wanted them addressed.

Bargaining team members led the way with personal messages that reflected their co-workers’ experiences.

“We constantly work short … At the end of the day, staff are worn out with sore bodies. This is our reality.”

“These are borderline poverty wages that have a huge impact on me as a single parent! This is our reality.”

“I work two jobs and can still barely make ends meet. This is our reality.”

When bargaining concluded, members voted a solid yes for a new contract that will help create a better reality for themselves and their residents.

name PHOTO

THIS IS OUR REALITY

Most of us are aware of the horrific wildfires that devastated many areas of B.C. in 2017, but do we really understand the trauma this caused workers who were directly affected?

Post-Traumatic Stress Disorder (PTSD) isn’t always recognized – especially for health care workers who often undergo traumatic events.

This was the case for care aide Barbara Clark who experienced profound distress two summers ago during the Interior wildfires and who recently shared her story at the Canadian Mental Health Association’s Bottom Line Conference.

Clark remembers, “It was just a regular sunny day with high winds in the forecast” before her world turned upside down.

Separated from her family in Cache Creek and working at Ashcroft General Hospital, Clark experienced downed phone lines, fear for her family and home, concern for her residents, and possible evacuation.

“I didn’t know where I should be,” she says. “I was torn between the responsibility to stay at work or be with my family who were facing the fires.”

Unable to get home she was directed to Kamloops, still wearing her scrubs. And “I had a complete meltdown the day after I then she was evacuated.

“I had a complete meltdown the day after was evacuated. I wasn’t I was evacuated. I wasn’t thinking clearly. It thinking clearly. It was so was so busy I just put it away.”

Barbara was evacuated for 11 days. And busy I just put it away.” she spent her vacation working eight days straight in Merritt where her residents had been relocated as that is “where I needed to be”.

She didn’t know she was suffering from PTSD until speaking with a counselor two weeks after returning to work. “When you think of people having PTSD you think of them coming on an accident scene or something totally horrific,” says Clark, “so I thought I was just being overly dramatic by being upset. I was kind of shocked and then embarrassed because for me it meant I had a weakness.”

Barbara’s message, “If you are at work and feel anxiety and pressure after facing something traumatic, you need to get help right away.”

rights issues in Canada today.

In April the Downtown Eastside Women’s Centre released Red Women Rising: Indigenous Women Survivors in Vancouver’s Downtown Eastside, based on the lived experience, leadership, and expertise of Indigenous survivors.

And this unprecedented work shares their powerful first-hand realities.

HEU was honoured to join other unions and organizations in providing financial support for this important project.

Read more at <www.dewc.ca/ resources/redwomenrising>.

ANN JOHANSSON

Red dresses honour missing and murdered Indigenous women The REDress Project, conceived

by Métis artist Jamie Black in 2011, has inspired events in communities across Canada and the U.S. By collecting red dresses and hanging them in public places, the events aim to draw attention to missing and murdered aboriginal women, and to “evoke a presence through the marking of absence.”

REDress actions are being organized for this fall. Locals are encouraged to gather red dresses

over the next few months and consider holding an event at your local or participating in one in your community.

Past REDress events have included simple exhibits, vigils, songs, prayers and performances, all bound together by the symbolic red dresses displayed in public spaces.

Jamie Black’s installation is permanently exhibited at the Canadian Museum for Human Rights, as part of their commitment to indigenous content and decolonization.

Find out more at <www.redressproject.org>.

Spring 2019 | GUARDIAN 13

COFFEE BREAK

75 years ago In 1944, the men’s and women’s local unions at Vancouver General Hospital merged to form what is now the Hospital Employees’ Union.

Here are some interesting historical tidbits from 75 years ago.

William Lyon Mackenzie King was Canada’s prime minister, representing the Liberal party.

He served from 1921-1926, 1926-1930 and 19351948 – totaling 21 years and 154 days in office – becoming Canada’s longest-serving prime minister.

The House of Commons passed the Family Allowance Act, providing universal payments to families with children, commonly known as the “baby bonus”.

The board game CLUE (originally named “Cluedo”) was created by Englishman Anthony Ernest Pratt to pass the time in bunkers during air raids.

HEU 75TH ANNIVERSARY

HEU takes the cake!

On October 13, each year, locals around the Locals will enter by sending a photo of province celebrate HEU Day with BBQs, their most creative personally-decorated giveaways, pizza lunches, get-togethers, HEU-themed cake. and, more often than not, There will be prizes in More details about the a delicious cake. different categories, recThis year, we are cel- contest will be shared closer ognition for all locals who ebrating our special 75th participate, and of course to the anniversary date. anniversary as the oldest the admiration of everyand largest health care union in B.C. one who partakes in your tasty creation.

We put those two sweet things together – More details about the contest will be along with our suspicion that there is some shared closer to the anniversary date. We’ll exceptional cake-decorating talent among give locals plenty of notice to get the ovens our members – and are excited to announce warmed up. that as part of our 75th anniversary celebraSo keep an eye on your local bulletin tions we will be holding an “HEU Takes the boards and we’ll announce it on Facebook Cake” contest for locals. and Instagram.

The Father of Medicare Tommy Douglas, representing the Cooperative Commonwealth Federation, won a landslide victory to become the premier of Saskatchewan.

Canada’s head of state was King George VI (reigning Queen Elizabeth II’s father).

Irish-born John Hart was the B.C. premier, leading a Liberal-Conservative coalition government.

His major projects included the construction of Highway 97 and bringing hydroelectricity to the province.

Hockey’s Montreal Canadiens beat the Chicago Black Hawks to win their fifth Stanley Cup. Elaine Littmann PHOTO

Dutch physician William Kolff invented the first kidney dialysis machine.

WW II airman Benjamin Green invented a cocoa butter concoction to protect soldiers from painful sunburns, and later sold it to Coppertone.

Harvard University physics students Howard Aiken and Grace Hopper invented the automatic digital calculator.

14 GUARDIAN | Spring Fall/Winter 2019 2018

REHAB | Kerri Winter has been working as a Rehab Assistant at Surrey Memorial Hospital since 1993. She currently works in the Neurology Unit where she practices therapeutic recreation, mainly with patients who have experienced strokes. She helps them learn to use therapeutic tools to engage with their healing process through creative activities, physical fitness and cognitive therapy.

HEU PEOPLE RETIREMENTS After 24 years of dedicated service, HEU care aide Sylvia Mah (Haro Park) retired in December 2018. Sylvia served on her local executive as a senior trustee elect. Sylvia will be missed by her co-workers and residents.

Sylvia says she is hoping to win the lottery! But regardless, she plans to enjoy her retirement years with travel as well as a much deserved rest and plenty of relaxation.

Wishing you a happy retirement Sylvia.

Longtime activist Joyce (Pepper) Barzey (Burnaby) retired in May after working more than 44 years at Burnaby Hospital, with only one sick day during her career. Before retiring in a care aide/porter position, Pepper was an LPN for 30 years.

A dedicated unionist, she served her local in a variety of positions including shop steward, trustee and secretary treasurer for the last 20 years. She also served on HEU’s nursing, ethnic diversity, and OH&S committees.

Pepper helped with local elections and was the Burnaby Local’s representative on the New Westminster District Labour Council.

Pepper has been volunteering with the community police for the last seven years.

After retirement, she plans to work with the Burnaby RCMP and volunteer for the SPCA. Pepper’s retirement will have a big impact on her work site and she will be deeply missed by her co-workers. We wish her a happy retirement!

Community Social Services leader and advocate, Marilynn Rust (CSWU Local) retired in March after nearly 30 years working as a community support worker.

Marilynn was a dedicated and powerful force in the early days of organizing workers in community social services, and she was instrumental in helping to bargain HEU’s first collective agreements in the sector.

A former member of HEU’s Provincial Executive, she was also the union’s spokesperson during the hard-fought nineweek province-wide strike by community social services workers in 1999.

Marilynn played a key role in securing a pension plan for members in 2010. And for several years, she organized the annual Walk for Community Social Services in Victoria.

Well respected by her co-workers and clients, Marilynn is known as selfless, hardworking and honorable. She will be greatly missed by all. In retirement, Marilynn plans to spend time with her family and do some baking. HEU wishes Marilynn a great retirement!

Rosemary Taylor (Nanaimo) retired from her position as a nursing unit clerk in September 2018 after spending most of her 43-year career working at Nanaimo Regional General Hospital. She began working as a ward clerk in

50,000 members in 287 locals

1975 at Cowichan District Hospital and retired from the Rehab Unit at NRGH where she worked for the last 35 years.

As the first contact for patients, Rosemary offered support and kindness to those who were anxious, distressed or frightened.

She also organized more than 20 retirement dinners, Christmas pot luck luncheons, as well as other events.

When housekeeping was contracted out at NRGH she organized a pot luck luncheon in recognition of the fabulous work the housekeepers had done.

Rosemary was highly regarded by her co-workers and will be missed for her sense of humour and her ability to rise to any challenge.

All the best in retirement Rosemary!

IN MEMORIAM Sadly, on November 29, 2018 Victoria General Local lost one of their most beloved members, Nathalie Dube. Nathalie worked as a nursing unit assistant at Victoria General Hospital.

A dedicated HEU member since 1984, she will be remembered as the eyes and ears of the hospital. Nathalie was not afraid to speak up when necessary. If something wasn’t right she voiced her concern and was known for her high moral standards.

She is survived by her mother Gloria, father Renaud, brother Steve, niece Shany, sister Sonia and her love Blair. She also leaves behind many friends, colleagues and acquaintances.

Nathalie is remembered for her generous heart, energetic spirit and her warm and welcoming smile. Her loss is deeply felt by family, friends and colleagues.

Long time activist Sally Nichol passed away in March. Sally worked at Squamish General Hospital as an OR booking clerk.

A long time steward, she held several positions on her local executive and served on the union’s Provincial Executive occupational subcommittee.

Sally started her 29-year career at Vancouver Coastal Health working in finance before moving to admitting and then becoming an OR booking clerk.

Sally was respected and valued by her coworkers who describe her as a strong woman with a great heart.

She was always there to listen and support staff in resolving issues. She brought joy to many with her humorous comebacks and infectious laugh. Sally became a first-time grandmother in September. She will be remembered with affection and admiration, and will be greatly missed.

Equity matters

Did you know that HEU has five standing committees? Working with HEU’s equity officers, they provide outreach and advocacy to HEU members, and work in solidarity with other social justice groups.

To learn more, call 1.800.663.5813 to speak with Equity Officers Sharryn Modder and Jennifer Efting.

Ethnic Diversity • Indigenous Peoples Pink Triangle • People with disAbilities • Women

Guardian HOSPITAL EMPLOYEES’ UNION

“In humble dedication to all those who toil to live.”

EDITOR Patty Gibson ASSOCIATE EDITOR Brenda Whitehall GRAPHIC DESIGNER Elaine Happer PRINTING Mitchell Press The Guardian is published on behalf of HEU’s Provincial Exec­utive, under the direction of the editorial committee: Barb Nederpel, Jennifer Whiteside, Betty Valenzuela, Ken Robinson, Jodi George, Bill McMullan, Talitha Dekker HEU is a member of the Canadian Association of Labour Media PROVINCIAL EXECUTIVE BARB NEDERPEL President

LOUELLA VINCENT Regional Vice-President Vancouver Coastal KAREN MCVEIGH Regional Vice-President Vancouver Coastal LISA CREMA Regional Vice-President North MIKE CARTWRIGHT Regional Vice-President North CATHY BLACK Regional Vice-President Vancouver Island CHARLOTTE MILLINGTON Regional Vice-President Vancouver Island STEPHEN ARISS First Alternate Provincial Executive

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