HEU Guardian Summer 2016

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HOSPITAL EMPLOYEES’ UNION

SUMMER/FALL 2016 • VOL. 34 • NO. 2

Join the campaign for legislated, enforceable staffing standards that ensure safe, quality care for the elderly.

VISIT: carecantwait.ca SIGN the petition for:

AGREEMENT NUMBER 40007486

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

Caelie Frampton PHOTO

Immediate funding • higher enforceable staffing levels • accountability measures

SUMMER SCHOOL

Building grassroots leadership across the union

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Guardian HOSPITAL EMPLOYEES’ UNION

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SUMMER/FALL 2016

Seniors’ care at a tipping point Union campaign demands government take immediate action

FEATURE

Talking health care

NDP’s Judy Darcy on the issues | 7

NEWS

Contracting Out Park Place guilty of unfair labour practice | 3

Seniors’ Care Sunshine Coast rejects privatization plan | 5

Charter Challenge Brian Day’s attack on public heath care | 12 CUPE PHOTO

STAFFING LEVELS | Four out of five care homes in the province don’t receive enough funding to meet the government’s own minimum staffing guidelines.

HEU’S FIGHT

5 7 COLUMNS Viewpoint

Activism matters.

It starts by finding our voice | 6

President’s Desk

Orlando shows there’s still a long road ahead to becoming a more inclusive society | 6

On the Job

Member brings compassion to her work with youth at risk | 13

ON THE FRONT COVER: Members attending HEU’s summer school gather for a group photo at the University of British Columbia.

for better senior’s care and secure, safe employment for health care workers is ramping up with a campaign aimed at securing higher staffing levels and measures to curb unbridled privatization in the long-term care sector.

Under the theme “Care Can’t Wait” the union is demanding government take immediate action to provide care homes with the resources needed to keep staff and residents safe, and improve care.

“Chronic underfunding and understaffing take a huge toll on our members, physically and emotionally,” says HEU secretary-business manager Jennifer Whiteside.

“When there aren’t enough staff, the consequences are serious. Safety is undermined for everyone in the facility, and care suffers.”

Whiteside says members, more often than not, are stretched to the limit, simply trying to do the best they can in the time they have.

And for most, it’s not enough.

“Not only do residential care staff have the highest rate of injury among all health care workers,” she says, “they experience tremendous emotional distress when they are not given the time they need to provide seniors with responsive, compassionate and dignified care.”

Increasingly, care staff are also

subjected to violence from patient and resident aggression.

“When the system fails our elderly, staff feel it most deeply,” says Whiteside. “These are the people who provide almost every aspect of daily care for vulnerable, often fragile seniors. Usually, under pressure.

So for them, it’s personal.”

A report from B.C.’s Seniors Advocate Isobel Mackenzie, reveals four out of five care homes in the province don’t receive enough funding to meet the government’s minimum staffing guidelines.

According to the Vancouver Sun, of the 232 government-funded facilities that are below the recommended 3.36 hours of care per resident per day, 74 per cent are owned and operated by private, for-profit businesses.

Over the past 16 years, B.C. has experienced a 42 per cent increase of long-term care beds in the forprofit sector while beds operated by a government health authority and non-profit organizations have dropped by almost 11 per cent.

“The combined impact of underfunding – along with rampant privatization, contracting out, and repeated mass staff layoffs due to contract flipping – has created a crisis in care that cannot be understated,” says Whiteside.

The current state of seniors’ care is experiencing a backwards slide, that is reminiscent of car-

ing conditions in the 1970s, she explains. That was before HEU made a conscious decision to organize workers in the primarily non-unionized, private, long-term care sector of the day.

“At that time, conditions for staff and residents were terrible. But as more and more worksites joined HEU, it was possible to use our collective power to dramatically improve standards for workers and seniors across the sector,” she says.

“But when you don’t provide the resources for adequate staff-

“When the system fails our elderly, staff feel it most deeply... for them it’s personal.” ing, when you remove job security protections for workers, when you allow profit making businesses to drive down wages, you are creating a recipe for sub-standard care.”

The Care Can’t Wait campaign is calling for immediate funding to bring all care homes to the current minimum staffing guideline.

It’s also calling for higher, enforceable minimum staffing levels and a mechanism to hold care home operators accountable, so funding supports secure, stable staffing, not more profits or administration.

To join the campaign and sign the petition visit <carecantwait.ca>.

Summer/Fall 2016 | GUARDIAN 1

COMMENT Jennifer Whiteside | Secretary-Business Manager In a word, equity is about fairness. It’s about recognizing and tackling our biases and prejudices. It’s about making sure everyone’s right to live in dignity, with a decent standard of living, is realized.

What is ‘equity’ and why is it important?

THROWBACK HEU HISTORY

AS WE PREPARE FOR OUR NEXT BIENNIAL CONVENTION this fall, I am amazed by how much we have accomplished in the last two years.

We’ve bargained numerous independent collective agreements, fought unfair labour practices and won significant grievances.

We’ve welcomed new and former members into HEU, launched a renewed seniors’ care campaign, revitalized our union education program, and more.

But of course, the work of building a stronger union never stops.

At our 2012 convention, delegates passed Resolution 75, which set in motion a process to develop a more responsive union. Based on that resolution, the union’s leadership created a five-year plan to strengthen our union on all fronts – by building stronger relationships both inside the union, and with our allies; ensuring members have the tools, knowledge and confidence to take on the challenges we face; increasing member mobilization and organization on workplace issues and in the community; and building greater equity in the union.

But what do we mean by equity? And why is it important?

In a word, equity is about fairness. It’s about recognizing and tackling our biases and prejudices. It’s about making sure everyone’s right to live in dignity, with a decent standard of living, is realized.

It’s about understanding that some people have more privilege – and hence more power – than others. And then making a conscious

effort to ensure everyone has opportunity, just treatment, and respect.

It’s about appreciating and valuing differences and ensuring everyone is included. In practice it means examining where bias and prejudice operate within our union and working to eliminate it.

With every policy we adopt, and every activity we engage in, it means asking the question: how does this affect all members of the union? It means basing our work as advocates and representatives on the principles of equity and the practice of anti-racism.

To do this, we have to be willing to understand what different groups of members face in their work and in their communities.

Are they subjected to racism, homophobia or transphobia, sexism, and other kinds of discrimination? Have they been unduly impacted by restructuring and privatization as corporations strive to drive down wages and eliminate hard-won benefits? Are they encouraged or excluded from taking on activist and leadership roles?

The fact is, we cannot build a stronger union unless we strive to ensure our union is open, relevant and responsive to every HEU member.

And it will take leadership at all levels to make this a reality.

As we head into our 30th biennial convention, let’s commit to doing everything we can to open up space at this convention, and beyond, so that all members have a valued place in our union and every member has a voice that is heard.

MY, HOW TIMES HAVE CHANGED SINCE 1953 When the opening gavel falls at HEU’s 30th biennial convention on October 30 in Vancouver, more than 650 delegates will be eager and ready to consider the business brought to the floor.

Back in 1953, there were fewer than 40 delegates at the union’s convention. At the time, HEU was called the Hospital Employees’ Federal Union, Local 180.

In 1958, HEU shifted to a biennial system, and held its first

2 GUARDIAN | Summer/Fall 2016

biennial convention in Penticton.

Early union officers, who helped build HEU, are kneeling in the foreground (centre left to right) – Alex Paterson, president (1944–1947); W.M. (Bill) Black, HEU’s first business manager (1944–1968); and Hector Carden, president (1952–1956).

NEWS

Your union. Your paper.

SUPREME COURT VICTORY

Unions score major compensation win TOGETHER, the Health Sciences Association and the Hospital Employees’ Union have scored a significant victory in the Supreme Court of Canada that makes compensation for workplace illnesses more accessible to workers.

It took almost 15 years, but on June 24, the highest court in the land confirmed that three B.C. health

Canada’s highest court confirmed three B.C. health care workers, who contracted breast cancer while working in the lab at Mission Memorial, were entitled to workers’ compensation coverage. care workers, who contracted breast cancer while working in the lab at Mission Memorial Hospital (MMH), were entitled to workers’ compensation coverage.

The case stems back to about 2002, when an unusually high number of workers at MMH were diagnosed with cancer. The types of cancers varied, but the Fraser Health Authority and the Occupational Health & Safety Agency for Healthcare in BC (OHSAH) determined a “cancer cluster” in the laboratory.

In its March 2006 investigative report, OHSAH wrote: “… ten employees reported a cancer diagnosis, of which seven were breast cancer… the risk for breast cancer was over 8 times the expected rate; and the rate of all other cancers was over 4 times the expected rate… It can be concluded that the percep-

tion of the laboratory workers that they were experiencing an excess in cancer was confirmed – i.e. this is truly an observed cancer cluster.”

The workers filed claims with WorkSafeBC, but were denied coverage.

However, the Workers’ Compensation Appeal Tribunal (WCAT) overturned WorkSafeBC’s decision and allowed compensation for three of the workers – two HSA members and one HEU member.

WCAT had reviewed evidence, including expert reports that didn’t rule out occupational factors as a contributor to the cancer, and found it was “sufficient to conclude it was as likely as not that some workplace exposure was of causative significance.”

This finding is in line with language in the Workers Compensation Act. Section 99 (3) states: “If the Board is making a decision respecting the compensation or rehabilitation of a worker and the evidence supporting different findings on an issue is evenly weighted in that case, the Board must resolve that issue in a manner that favours the worker.”

But that’s when Fraser Health took the case to court.

First, the B.C. Supreme Court sided with the employer and, in March 2013, it overturned WCAT’s decision.

The workers and their unions persevered. But in December 2014, the B.C. Court of Appeal affirmed the lower court’s ruling.

Both courts held there was no evidence of occupational causation because OHSAH’s scientific report was inconclusive. The courts considered it “patently unreasonable” for

WORKPLACE ILLNESS | HSA and HEU argued the standard to prove the cause of a workplace illness must not rest solely on scientific evidence.

WCAT to award compensation in the face of this inconclusive report.

Undeterred, the unions took their fight all the way to the Supreme Court of Canada, arguing scientific evidence of causation must not be

“This decision impacts all workers who have an occupational disease and are faced with the task of having to prove their illness was caused by their workplace.” the standard, especially since scientific investigations often fail to identify the cause of occupational diseases like cancer.

“A more stringent evidentiary standard would make it very difficult for workers to prove cancers and other diseases were caused by workplace exposures,” said HEU

legal counsel Kaity Cooper.

In June, the Supreme Court overturned the rulings by both B.C. courts and restored WCAT’s decision to allow benefits.

In rendering its decision, the Court said, “While the record on which that decision was based did not include confirmatory expert evidence, the Tribunal nonetheless relied upon other evidence which, viewed reasonably, was capable of supporting its finding of a causal link between the workers’ breast cancers and workplace conditions.”

“It’s a great win for the labour movement,” said Cooper. “This decision impacts all workers who have an occupational disease and are faced with the task of having to prove their illness was caused by their workplace. The Supreme Court of Canada offers clear guidance for future compensation decisions.”

BRENDA WHITEHALL

YOUR UNION HEU wins grievance against Park Place An important decision by a B.C. arbitrator has found Park Place Seniors Living guilty of committing an unfair labour practice when it decided to contract out the entire workforce at New Horizons Care Centre in Campbell River, in 2014.

At the time, Park Place’s Senior Vice-President of Operations issued statements to staff, residents, family members and the public attributing the decision to contract out to labour costs and staff’s decision to unionize.

As a result, more than 100 HEU members lost their jobs, their union representation and their right to bargain a collective agreement renewal. Many were then rehired by the new contractor – CareCorp – at significantly lower wages.

The workers subsequently rejoined the union and continue to be represented by HEU. When attempts to discuss alternatives to contracting out with Park Place failed, the union initiated a policy grievance. HEU alleged that Park Place had violated the collective agreement and had committed an unfair labour

practice by using contracting out to punish staff for unionizing and to avoid bargaining with the union.

HEU’s grievance was successful on both points.

Arbitrator Irene Holden found that Park Place did not discuss alternatives to contracting out with HEU in good faith, as required by the collective agreement. Specifically, Park Place blamed the decision to contract out on rising costs of a new collective agreement even before negotiations with HEU had begun.

In addition, Park Place refused to provide the union with specific

financial information to justify the decision to contract out or explain to HEU bargainers what the employer needed to keep the work in-house.

Arbitrator Holden also found that the decision to contract out was in part motivated by “antiunion animus.”

Based on statements to the public it was clear that Park Place had decided to contract out in order to avoid negotiating a renewed collective agreement with HEU. “The comments appear to be an attempt to discredit and undermine the Hospital Employees’

Summer/Fall 2016 | GUARDIAN 3

IT’S THE LAW

Proving the cause of a workplace illness A RECENT VICTORY at the Supreme Court of Canada – British Columbia (Workers’ Compensation Appeal Tribunal) v. Fraser Health – ensures workers won’t require scientific evidence to prove a disease was caused by their workplace, in order to receive workers’ compensation.

And workers’ compensation adjudicators will be able to rely on circumstantial evidence and common sense to decide if the workplace contributed to a worker’s disease.

The case, which involves three laboratory technicians diagnosed with breast cancer, was fought by the Health Sciences Association and HEU. (see p. 3) But the decision impacts all workers diagnosed with a disease they suspect is related to the workplace.

Workers’ compensation is intended to compensate workers for all injuries caused, or contributed to, by the workplace – including occupational diseases.

For most injuries, it’s obvious if the workplace was a cause. But with occupational diseases, like cancer, the connection is not so clear. When the Minnesota Department of Health investigated more than 1,000 cancer groupings between 1984 and 1995, it was unable to identify a particular cause in a single case.

Not surprisingly, neither could the scientific investigation in the Fraser Health case. And it was on that basis that the B.C. courts denied the technicians’ claim for compensation.

Those decisions, had they been allowed to stand, would have erected an impossible obstacle for workers with cancer to obtain workers’ compensation.

Fortunately, the Supreme Court agreed with HSA and HEU that workers should not be denied compensation because science is not advanced enough to determine with certainty the cause of cancer.

KAITY COOPER

KNOW YOUR RIGHTS

Refusing unsafe work

Staying safe on the job is a worker’s legal right WORKERS’ RIGHTS are protected by union contracts, federal and provincial human rights and labour laws, and the Workers Compensation Act (the Act), which includes the Occupational Health and Safety Regulation.

But many workers are unaware of their legal right and obligation to refuse to perform unsafe work.

In B.C., workers aren’t required to prove the work is unsafe, but they must have an “honest belief” or “reasonable cause” that certain duties could put themselves or others at risk.

Article 3.12 of the Act states: “A person must not carry out or cause to be carried out any work process or operate or cause to be operated any tool, appliance or equipment if that person has reasonable cause to believe that to do so would create an undue hazard to the health and safety of any person.”

You must notify your supervisor if you detect a job duty is unsafe. Workers are protected from employer retaliation, disciplinary action or wage loss, under Article 3.13.

It’s important to know you’re not refusing to work; you’re refusing to do a duty that you believe is unsafe, and the employer has the right to assign other duties within your

job description. You cannot simply refuse to work, and then sit in the cafeteria or go home.

Once reported, the employer must investigate and make a determination: they may agree and remedy the unsafe situation immediately, or disagree and say there’s no risk of injury.

If you still feel unsafe, the next step is to contact your local OH&S or shop steward to advocate on your behalf. They’ll investigate and render another decision.

But if you disagree, you still have the right to refuse. You and your supervisor need to contact a WorkSafeBC prevention officer to do an inspection. Tell them: “I am exercising my Article 3.12 right to refuse unsafe work.”

If the WorkSafeBC officer deems the duty to be safe, then you have to perform it as part of your job.

Examples of unsafe work may include: patient/resident handling, violence, exposure to hazardous materials, and using broken or faulty equipment.

For more information go online and visit <www.worksafebc.com>.

BRENDA WHITEHALL

YOUR UNION Union and the employees who chose to be represented by the Union,” stated the arbitrator, who held it was a clear violation of B.C.’s Labour Relations Code.

“This is a significant victory,” says HEU secretary-business manager Jennifer Whiteside. “It sends a strong message to employers that they cannot contract out the work of a bargaining unit in order to avoid bargaining with a union.”

HEU is currently awaiting a decision on a similar policy grievance against Park Place arising from their contracting out at Sunridge Place.

4 GUARDIAN | Summer/Fall 2016

Regional meetings tackle range of issues

PRIDE | HEU members like Mark Holton (above), a care aide who works in Vancouver’s lower mainland, were out in full force this summer celebrating Pride events all across the province.

Throughout the spring, more than 300 HEU activists attended the union’s two-day regional meetings.

During these sessions, HEU’s leadership toured the province to meet with members, discuss pressing issues, and provide educational workshops.

Although each region had specialized discussions, they all heard reports from HEU’s secretary-business manager Jennifer Whiteside, president Victor Elkins, financial secretary Donisa Bernardo, regional vice-

78%

OF LOWER SUNSHINE COAST CITIZENS OPPOSE PRIVATIZING SENIORS’ CARE Source: Phone survey of 1,478 residents, June 27-July 15, 2016

SUNSHINE COAST

Community rejects privatizing care

As details rolled out, it quickly became clear the health authority’s plan was more about privatizing seniors’ care than expanding and improving services.

After all, bed space for seniors in the region has been declining over the past decade, and several facilities are in serious need of upgrades.

Instead, as details rolled out, it quickly became clear the health authority’s plan was more about privatizing seniors’ care than expanding and improving services.

In particular, two publicly-run care homes in Sechelt – Totem Lodge and Shorncliffe Care Centre – are closing in 2018 to be replaced by a private, for-profit, 128-bed facility.

With only 20 new beds – all expected to be filled the same day the care home opens – this falls far short of addressing the growing demand for residential care space in the area.

Over the past several weeks, the Hospital Employees’ Union – representing the workers impacted by the move – has taken on the fight to defend public seniors’ care services on the Sunshine Coast.

presidents, and directors of membership services.

“Our health care system doesn’t work without you,” Whiteside told members. “Whichever part of a patient’s or resident’s health care journey you touch... you make a profound difference in people’s lives.”

Talks highlighted equity and health and safety issues, including workload and mental health.

Fraser Health participants also heard addresses on substance abuse and the workplace, domestic violence, and global justice.

Vancouver Coastal members took part in workshops and discussions on seniors’ care out-

And the community response has been overwhelming.

“There has been such a huge outpouring of support from the community, and it sure has helped with staff morale at my facility,” said Shorncliffe HEU local vicechair Barb Werk.

“Members feel pumped up, and ready to fight this privatization, right alongside the community.”

More than 300 citizens, including health care workers and family members of the residents in care at Totem Lodge and Shorncliffe, attended a town hall meeting on June 29.

As part of its fightback campaign,

HEU commissioned a phone survey of 1,478 lower Sunshine Coast

“Members feel pumped up, and ready to fight this privatization, right alongside the community.” residents, and found that 78.2 per cent oppose Vancouver Coastal’s plan to privatize seniors’ care.

And so far, more than 1,450 citizens have emailed VCHA’s CEO since June 29 calling for seniors’ care to be publicly delivered.

“While HEU welcomes more

SENIORS’ CARE | More than 300 citizens, including health care workers and family members of the residents in care at Totem Lodge and Shorncliffe, packed a lively town hall meeting on June 29.

public investment in residential care to modernize and expand delivery, the move to private delivery of service is very troubling,” said HEU assistant secretary-business manager Wendy Beer, who spoke at the packed town hall.

In an international study released this past spring, researchers found that care of seniors in private facilities didn’t measure up to the care seniors receive in public or non-profit care homes.

You can tell Victoria to stop privatizing seniors’ care in B.C. by signing a petition and sending a lettter at <www.saveourhealthcarebc.ca/ seniors>.

NEIL MONCKTON

Neil Monckton PHOTO

IT SHOULD HAVE BEEN a “good news” day when the Vancouver Coastal Health Authority (VCHA) recently announced a 10-year strategy to add and replace up to 600 residential care beds on the Sunshine Coast over the next three years.

reach; community, union and political activism, and burning issues impacting the union’s multi-sectors – facilities, community health, community social services, independent and private.

Northern Health activists also did a workshop on writing a constitutional amendment or resolution in preparation for HEU’s 2016 convention.

On Vancouver Island, members listened to a panel on ending privatization in health care, and spoke about ways to plan for the provincial election in 2017.

And in the Interior, talks focussed on privatization, particu-

larly in seniors’ care and hospital laundry, as well as convention, provincial and local politics, and the importance of labour councils.

HEU to Clark, stop delaying CPP reform HEU is calling on B.C.’s Liberal government to stop delaying plans to expand the Canadian Pension Plan.

Most of Canada’s finance ministers reached an agreement in principle on June 20 to reform the CPP – a move welcomed by unions and pension advocates across the country.

“We are extremely disappointed that B.C. did not sign the agreement by the July 15 deadline,” HEU wrote in a recent letter to Premier Christy Clark.

“We view investments in the CPP as important measures to promote intergenerational equity and to ensure that future generations of retirees can live above the poverty line.”

Canadian Labour Congress President Hassan Yussuff says, “Even though we asked that the CPP be doubled, we appreciate that this will be the first increase in the plan’s history, and one that will benefit all Canadians.”

Summer/Fall 2016 | GUARDIAN 5

WORKING FOR YOU

THE NUMBERS HAVE IT

Donisa Bernardo | Financial Secretary

VIEWPOINT

When we use our voices together, we can make positive social and political changes.

LIKE MOST HEU ACTIVISTS, I got involved in the union over a workplace problem. I went straight to the union, organized a job action, and the issue was resolved quickly.

That’s why activism matters. When we use our voices together, we can make positive social and political changes – ones that benefit our workplaces, our communities, and our families. United, we are stronger.

When I attended my first union meeting, I found the words “sister” and “brother” uncomfortable. I’m Italian and family means everything to me, so why are these strangers calling me “sister”?

Belonging to a “union family”

In those early days as an activist, I came to understand the significance of belonging to a “union family” – we share common values, fight against unfair treatment, and have each other’s back.

As an elected leader, I often get asked how I became an activist and where my courage to speak out comes from. The answer is simple: my family.

My parents bravely emigrated from Italy and settled in a country where they didn’t speak the language – all to give our family a better life, including access to education and health care. They saw Canada as the land of opportunity.

I know many HEU members can relate to that.

A turning point

In grade one, I still couldn’t speak English and my teacher would hit me over the head.

That made me determined to learn, and prove that just because I didn’t speak English didn’t mean I was stupid. I started reading books.

I was moved to a special classroom with excellent teachers, who taught me to read and write.

Because of that, I knew how it felt to be an underdog and I wanted to help others.

But it wasn’t until I became an activist that I realized how hard workers had to fight – through years of bargaining and job action – for the rights we have in our collective agreements. They weren’t just handed to us because we asked for them; they had to be fought for and negotiated.

The next generation

And it’s important for our future that the next generation of activists carry that torch by enforcing and defending those hard-won rights.

Activism starts by finding our voice.

The next step is using it.

6 GUARDIAN | Summer/Fall 2016

Caelie Frampton PHOTO

IT ALL HAPPENS BEHIND THE SCENES. Without our hard-working finance department union operations would grind to a halt.

That’s because they not only manage every single incoming and outgoing monetary transaction, they are the people who make sure local executives get the assistance they need, members’ expenses are paid, and union locals receive their rebates to support member activities, on the ground.

Victor Elkins | President

PRESIDENT’S DESK Shockingly, being gay is still punishable in 77 countries either by imprisonment or death.

THE DEADLY MASSACRE at a gay

Orlando nightclub on June 12 is a devastating reminder that homophobia still makes people vulnerable to violence in 2016.

While the media quickly labeled the tragedy an ISIS terrorist attack because the shooter was Muslim, the LGBTTI community knew it was a targeted “hate crime”.

As an openly gay man, it angered me.

Although we’ve gained many human, social and labour rights, there’s still a long road ahead to becoming a more inclusive society, where everyone is treated with equality and respect – regardless of our race, colour, gender identity, socioeconomic status or sexual orientation.

And that’s why international Pride events occur throughout the summer. Pride is a peaceful and celebratory demonstration to defend those rights.

But it all began with the 1969 Stonewall riots.

When the NYC police violently raided and arrested dozens of patrons at the Stonewall Inn, a gay bar in Greenwich Village, on June 28, 1969, the LGBTTI community held protest rallies for several days – demanding an end to the discrimination, marginalization and brutality inflicted upon them for generations.

This brave act led to the birth of Pride. And two years later, the first gay pride parades were held in San Francisco, Chicago, New York City and Los Angeles to commemorate the anniversary of Stonewall.

A place of solidarity

Today, Pride is a place of safety and solidarity. And being part of a union is a place of solidarity for me.

HEU created our equity caucuses more than 20 years ago, including what’s now our Pink Triangle Standing Committee. And the union has bargained many rights, including same-sex benefits and antidiscrimination language, in our collective agreements.

I know firsthand that it takes tremendous courage to “come out”. It can be scary because each time we disclose, we risk being rejected, ridiculed or beaten.

Shockingly, being gay is still punishable in 77 countries either by imprisonment or death.

I’m grateful to live in Canada, where we have tighter gun controls and more freedom to express ourselves. We need to let the world know that love is love.

LGBTTI Canadians are not asking for special treatment. We’re demanding equal treatment.

And in this country, that’s our constitutional right.

Judy Darcy on the issues In August, Guardian reporter Caelie Frampton sat down with the New Democratic Party’s Health Spokesperson and New Westminster MLA Judy Darcy, to talk about the state of health care in B.C. and what needs to change.

You’ve been in the legislature for almost four years. What are the biggest concerns you hear about our public health care system?

After more than a decade of privatizing health services, what are the main problems impacting patients and workers?

We’re seeing a drastic reshaping of our public health care system. And if the Liberals get another term in power, I can’t begin to imagine how much more damage they will inflict.

I’ve mentioned wait lists. Instead of investing in innovation that will strengthen the capacity of the public system -- and reduce wait lists -this government is contracting out tens of thousands of procedures to private clinics.

I worry that contracting out all of those surgeries and diagnostic procedures to private clinics weakens our capacity in the public system and puts us at the whim of those private clinics in the future.

And now the provincial government is considering allowing three-day hospital stays in private clinics. That’s unheard of in Canada! I’ve pressed the health minister on this repeatedly in the last few months, and he is refusing to rule it out.

Secondly, I need to mention MSP. It is completely unfair that we have MSP premiums – let’s call it what it is, a health care tax - where if you make $40 000 a year you pay the same as someone who makes $400 000 a year. We’re the only province in Canada that has a health care tax like this. It’s a big burden for low-income people and seniors and I hear about it from people all the time.

Privatization is also about services that were delisted from MSP shortly after the Liberals were elected. People now have to pay out of pocket for physiotherapy, massage therapy, eye exams, foot care and many other services. If you can’t afford to pay, you’re out of luck.

Third, the cost of prescription drugs is having a huge impact on people.

Many people just can’t afford to pay for their prescription drugs. They tell me they make choices each month about which prescription to fill, or whether to pay for their meds or buy groceries or pay their rent.

This is so wrong. And it could be so different. We need a provincial government that will

Caelie Frampton PHOTO

People are in touch with me constantly about waiting for care. Whether that’s waiting a year or two for a hip or knee replacement, waiting for MRIs or CAT scans, or seniors waiting to get into residential care or subsidized assisted living. I also hear from people who have been lying on stretchers in hospital hallways for two weeks – and longer!

What dignity do you have when you’re 80 or 85 years old in a hospital hallway? But people are forced to wait because the appropriate beds and services and staffing just aren’t there.

HEALTH CARE | NDP MLA Judy Darcy is a former labour leader and long-time advocate of public health care. She spoke with the Guardian from her constituency office in New Westminster.

step up and advocate for a national pharmacare plan.

And I need to mention seniors care. On top of privatizing food and housekeeping services, almost all of the new seniors’ care facilities that have been built are private, for-profit businesses.

And in one care home after another, we’ve seen the impact of contracting-out and contractflipping that tears apart the close bonds with familiar caregivers and destabilizes care.

There’s a huge toll on the workers who dedicate their lives to care for these seniors... and seniors’ well-being suffers both physically and psychologically.

Brian Day’s legal challenge to our public health care system starts in September. The B.C. government will be arguing in defense of medicare. What more can it do to curb the expansion of private clinics?

For the sake of public health care in BC, I sincerely hope that the government does it’s job in defending medicare against Brian Day. But I really worry about their commitment when I see their record of privatization.

I wrote to Health Minister Terry Lake recently and asked him to conduct a thorough audit of the Copeman Healthcare Clinics in B.C. The government of Alberta is doing a forensic investigation of the two Copeman clinics there because it’s been alleged that the clinics were ordering a whole battery of tests for patients whether they needed them or not – and billing the public system as well as billing private insurance plans.

According to reports, the clinics in Alberta say this directive came from the head office of the Copeman clinic in Vancouver.

I asked the health minister to investigate if these practices are happening here, and he’s

refused to do so. He says there is no evidence from their past audits that there are any illegal practices. And yet, according to Freedom of Information requests filed by the BC Health Coalition, the government only did a cursory examination when they conducted their audits.

I hope for the sake of our public medicare system that the provincial government mounts a vigorous defense against Day’s clinics. We all need to keep pressing them to do so.

Is there a success story from your years as the NDP’s Health Spokesperson that you are particularly proud of?

Shortly after I was elected in 2013, a group of childhood cancer survivors and their parents came to meet with me.

When they were treated with aggressive chemotherapy and radiation that saved their lives, medical science didn’t understand that, for children, these treatments can result in horrific “late effects” - like secondary cancers, excruciating pain, post-traumatic stress, cognitive issues, and menopause in their 20’s.

The group was trying to get the attention of government and the health care system, but nobody was listening to them. So they asked me to be their advocate.

We campaigned for a year telling their stories across the province, in the media and in the legislature.

Finally, the minister announced that the government would create a specialized clinic for the survivors of childhood cancer. This clinic would be one place where people could go and be treated by health care providers who understand what’s happening to them.

It was a long struggle. But it showed the power of a community organizing together with their elected representatives. And it will make a big difference in their lives.

Summer/Fall 2016 | GUARDIAN 7

Building gras FOR THE FIRST TIME SINCE 2007, HEU activists gathered for a week-long summer school that pushed them to dig deeply into their leadership potential, and create strategies to build a more inclusive union.

But it wasn’t all work.

The more than 200 members, who attended the in-residence school at the University of British Columbia in May, not only attended workshops and listened to speakers, they also took advantage of the many social opportunities to forge new – possibly lifelong – friendships.

For some, it was their first summer school. For all – seasoned and new activists alike – it commanded a high level of personal participation and a commitment to engage in a challenging learning process.

Under the theme “Expanding our base of power: grassroots leadership development,” the school’s curriculum was based on the union’s five-year plan adopted by the Provincial Executive in May 2015.

That plan rests on four central pillars: building relationships, expanding the union’s capacity, increasing mobilization on workplace issues, and strengthening equity across the union.

HEU president Victor Elkins kicked off the conference by sharing his summer school experiences. He asked members to reach out to people they don’t know, to take risks, and to realize there’s something to learn from everyone, whether or not they are longtime activists and union leaders.

“Summer school is a wonderful opportunity,” he said, “to take leadership knowledge back to our workplaces.”

In the conference’s opening keynote address, HEU secretary-business manager Jennifer Whiteside stressed the importance of working in every way possible to ensure equity is reflected at all levels of the union and in all HEU activities.

“It’s your role to reach out to members,” she said, “to create the safe and welcoming spaces for members to come together and know that they are part of something larger than themselves.”

Learning from community leaders Building on the leadership theme, financial secretary Donisa Bernardo facilitated a panel of community leaders – all with their own unique backgrounds and leadership styles.

Aboriginal educator Gail Stromquist, BC Health Coalition campaigner Adam Lynes-Ford, and Alejandra Lopez Bravo, an advocate for immigrant and refugee families, shared their experiences about being a mentor, what keeps them inspired, and the importance of taking pride in their work.

Throughout the week, participants also heard thought-provoking presentations from out-of-town authors and facilitators.

Shakil Choudhury, an award-winning educator and author of Deep Diversity, led a fascinating discussion on equity, diversity and inclusion.

Choudhury explained how our brains create an “unconscious bias” toward issues of race, sexuality and gender. Regardless of our good inten-

The purpose “ of a union is to build

ssroots

tions, he said, our minds can impact our gut-feelings and habits when we encounter “difference”.

By working to recognize and challenge our unconscious biases, Choudhury explained that we can learn from our mistakes and show compassion for others.

“We have to make mistakes to learn about racism,” he told his audience.

Raising hell… and expectations Delegates also heard an engaging presentation from Jane McAlevey, author of Raising Expectations (And Raising Hell).

McAlevey brings years of experience organizing health care workers in right-to-work states in the U.S. Through a series of powerful personal

“It’s the people who least want to talk to us, who we need to spend more time talking with. We have to bring in people who are not with us, to build a highparticipation union.” anecdotes, McAlevey showcased alternative ways to organize successfully.

She also shared ideas for undertaking campaigns aimed at securing “better contracts” for workers.

“It’s the people who least want to talk to us [union activists], who we need to spend more time talking with,” said McAlevey.

“We have to bring in people who are not with us, to build a high-participation union.”

Public action and engagement However, summer school activities weren’t confined to lecture halls and classrooms. Members also hit the streets to put their communication skills to the test.

On the final afternoon of the program, teams of participants took their messages about worker health and safety, living wages, seniors’ care, and privatization into the community where they talked with the public, handed out leaflets, and encouraged people to support their issues.

In the weeks following summer school, the union has received messages from many members who attended the week-long event. Overall, they reflect an enthusiasm for the opportunities afforded to them through both the formal curriculum and social networking events.

And many of those comments have carried a commitment to take the lessons learned back to members in their locals, where they hope to enact change.

CAELIE FRAMPTON

Jane McAlevey

”

Leadership “ is really about taking

responsibility for who we are in the world and for learning how to become a person that can be relied upon.

”

Jennifer Whiteside

We “ all have bias and

prejudice. That’s our starting point. It’s part of the human experience.

Create a plan to do something about it.

”

Shakil Choudhury Caelie Frampton / Neil Monckton PHOTOS

leadership

unbreakable solidarity.

The only way to save ourselves is when we act collectively.

LABOUR RULING PROTECTS AGAINST UNFAIR DISMISSAL In a July ruling, the Supreme Court of Canada has upheld the interpretation that, under the Canada Labour Code, dismissing an employee without cause is unjust, and therefore not permitted.

It’s a win for all federallyregulated employees, particularly the approximate 500,000 workers who do not currently benefit from the protection of a union.

The plaintiff in the case, Joseph Wilson, was fired from Atomic Energy of Canada Limited (AECL) after having reported improper procurement practices within the organization.

AECL never specifically denied having terminated Wilson’s employment for whistleblowing. Instead, it argued that because they paid him severance in lieu of notice, the dismissal was legal, and that termination without cause did not necessarily mean the termination was unjust.

The CLC and other Canadian unions intervened on behalf of the 500,000 non-union workers employed in banks, telecommunications, transportation companies and some Crown corporations, who will be affected by the ruling.

Strength in numbers BARGAINING FOR MORE than 4,000 HEU members who work in support services for some of the biggest multinationals on the planet will be heating up this fall.

And if early member-led activity in support of bargaining demands is a gauge of what is to come, these negotiations will be intense.

Leading up to talks in late May with Compass Group Canada – the first company at the table – HEU members took part in two actions to send a message that they were ready to fight for a fair deal.

First, on the Victoria Day Monday, hundreds of HEU members from both the support service and facilities sectors across dozens of work sites wore United for Fairness stickers.

The following morning, HEU secretary-business manager Jennifer Whiteside and over 35 bargaining team members from the four employer groups made a show of solidarity at the opening of contract talks for Compass

members who work in Vancouver Coastal Health and Providence Health Care.

“Having all bargaining teams for Acciona, Aramark, CompassMarquise and Sodexo in the room to begin talks with Compass was powerful for members,” said Compass housekeeper and bargaining team member Precy Miguel.

“And even though Compass refused to hear member concerns about low wages and how difficult our work can be, it just makes us more determined to get a fair deal.”

“These HEU members are negotiating a first contract, following the devastating contract flip in 2015 that saw over 900 Aramark workers lose their jobs,” said HEU secretary-business manager Jennifer Whiteside.

“That’s why we wanted to make sure Compass and the other corporations know how important these

negotiations are for all 4,000 HEU members in this sector.”

Bargaining with Compass for this group of members resumed in mid-August. And in quick succession, employer-HEU bargaining tables will meet for the first time later this summer to begin talks for 12 more collective agreements all set to expire September 30.

At the same time, locals are holding picnics to bring workers and their families together to build on the solidarity across the membership. Plus, local activists are helping their bargaining teams stay in touch with members ahead of the official start of talks.

“With a summer of planning, preparation and solidarity events, HEU members are more than ready to take on their employers this fall,” said Whiteside.

NEIL MONCKTON

SOLIDARITY | HEU bargaining team members from Acciona, Aramark, Compass-Marquise and Sodexo at opening of contract talks for Compass members in Vancouver Coastal and Providence.

Sara Rozell PHOTO

SUPREME COURT

News from here and around the world

VOICES

Canada Post needs a serious reality check IN ITS FIGHT FOR A FAIR DEAL from Canada Post, the Canadian Union of Postal Workers has raised key issues that have gained traction with the public and the media.

For example, when CUPW points out that rural and suburban letter carriers, 70 per cent of whom are women, make on average 28 per cent less than their mostly male urban counterparts, the pay equity implications resonate.

As Canadian Centre for Policy Alternatives economist Armine Yalnizyan has pointed out, “You can’t call pay equity unreasonable or unaffordable: it’s 2016!” It’s the law.

And Canada Post’s insistence that defined benefit pension plans are so yesterday is questionable, particularly given the recent debate about improving the Canadian Pension Plan – which is all about defined benefits – and ensuring its viability for future generations.

10 GUARDIAN | Summer/Fall 2016

Canadians have a declining appetite for people retiring in abject poverty.

Apparently, Canadians have a declining appetite for people retiring in abject poverty, and some governments are listening.

By resoundingly rejecting Canada Post’s insistence that future hires should have a less secure retirement than current workers, CUPW has made intergenerational solidarity a priority at a time when young workers are being told they may have to lower their standards, work for less (or even for nothing), somehow pay off any student debts and – if there’s any money left over – save for an uncertain future where retirement is an increasingly elusive prospect.

The public mood has shifted. Given the current political climate and public sentiment, Canada Post’s management needs a serious reality check.

ERIKA SHAKER

Director of Education and Outreach | Canadian Centre for Policy Alternatives Read full blog post at <behindthenumbers.ca>

UNDER

65

HALFTRUTHS

Google Images PHOTO

THE PERCENTAGE OF AMERICANS WITHOUT HEALTH INSURANCE HAS BEEN CUT IN HALF BY OBAMACARE.

Obamacare pays off

AS DR. BRIAN DAY’S CASE to overturn provisions that restrict private care goes to the B.C. Supreme Court this fall, there’s a movement away from private health care gaining speed south of the border.

That’s because the Democratic candidate to succeed President Barack Obama has promised public health care is coming. As part of her party’s election platform, Hillary Clinton is pledging that every American will have the option to access a public health insurance plan, if she wins the U.S. presidential election this November.

But this remarkable development in the world’s only leading economy without any form of universal health care could not have

happened without the work of the outgoing president. The Patient Protection and Affordable Care Act – better known as Obamacare – has had a profound effect on the lives of millions of Americans.

Since 2010, more than 20 million Americans who could not afford health care services are now able to access the health system. That’s a 43 per cent decline in the number of uninsured Americans who now receive health care when they need it, and not when they can afford it.

But not everyone has been happy about the success of Obamacare.

Conservative advocacy groups and the Republican Party fought its implementation tooth and nail. In the final analysis, however, their extreme

claims have come to nothing.

The American economy didn’t suffer; in fact, it has boomed. There was no net loss of health coverage, and enrolment in Obamacare exceeded expectations.

Since 2010, more than 20 million Americans who could not afford health care services are now able to access the health system.

Private insurers eagerly embraced the new program. And the so-called “death panels” that were supposed to decide whether the elderly or very ill would receive care never happened.

Today, it’s hard to see how the enemies of Obamacare can reverse the remarkable gains made since 2010.

Especially with Hillary Clinton committing to bring in a public option, if she wins the White House.

If that comes to pass, Americans will be well on the road to more affordable and accessible health care for all its citizens. And perhaps one day, they’ll even have what Canada and many other major nations have – public health care that is free to all.

After all, 23 years ago, another President Clinton tried, but failed, to bring in a universal health care program. Dubbed Hillarycare, the effort was led by then President Bill Clinton’s wife.

This time, with Obamacare in place, Hillary Clinton may finish the job.

NEIL MONCKTON

NEWSBITES Inquiry into missing, murdered indigenous women and girls Following years of pressure from families and communities, the Trudeau Liberals made good on their election promise to launch a National Inquiry into Missing and Murdered Indigenous Women and Girls in Canada.

However, a coalition – which includes the B.C. Federation of Labour – is calling on Ottawa to strengthen key aspects of the terms of reference, such as making it mandatory for all provinces

and territories to participate in the Inquiry and to implement any recommendations that may emerge.

Also, despite repeated calls for the explicit inclusion of policing in the Inquiry’s scope, policing is not mentioned in the terms of reference.

The Coalition on Missing and Murdered Indigenous Women and Girls is concerned that “without concrete commitments from the provincial and federal governments to systemic change, the Inquiry risks being more about words than action.”

A 2015 United Nations report

found that young First Nations, Métis and Inuit women were five times more likely to die under violent circumstances than their nonIndigenous counterparts.

In 2014, the RCMP found nearly 1,200 documented cases of missing and murdered Indigenous women and girls between 1980 and 2012, a number they say exceeded previous estimates.

The Inquiry will officially begin on September 1. An interim report is due before November 1, 2017, with a final report expected a year later in December 2018.

Marion Buller, British Columbia’s

first female First Nations judge, was appointed chief commissioner to the Inquiry’s five-member panel.

HEU has actively supported the call for a National Inquiry as a means to ending the ongoing violence against Indigenous women and girls.

Parksville adopts living wage policy The City of Parksville on Vancouver Island has become the fourth municipality in the province to adopt a living wage policy, following New Westminster, Summer/Fall 2016 | GUARDIAN 11

CHARTER CHALLENGE

What Brian Day’s attack on public health care is all about, and why you should care On September 6, 2016, the B.C. Supreme Court will begin to hear Cambie Surgeries Corporation et al v. Medical Services Commission et al.

It’s an unprecedented Charter challenge that could remove the laws that ensure Canadian’s access to health care is based on need, not wealth.

Dr. Brian Day’s two private for-profit clinics, and a patient group, are the plaintiffs in the case.

They are asking the Court to rule that four sections of the Medicare Protection Act (B.C.’s health care legislation), violate the Canadian Charter

This case could fundamentally change health care access because the laws Day is challenging keep public health care intact. of Rights and Freedoms. They argue that the prohibition on user fees, extra-billing (charging patients more than the legal amount), and the ban on duplicative health insurance (the sale of private health insurance for services that are already covered by public health insurance) violate the Constitution.

This case could fundamentally change health care access because the laws Day is challenging keep public health care intact. If the Charter challenge succeeds, it will likely mean that Canadians will eventually pay much more for medical care and private insurance than they currently do and that the marginal benefits of private care reach only a privileged few.

This is because doctors in for-profit clinics will be able to charge whatever they want for necessary services, and US private insurance companies will expand into the Canadian market.

Canadians will experience a deepening divide between those who can afford to pay for health care and those who cannot.

The Medical Services Commission of B.C., the Minister of Health Services of B.C., and the Attorney General of B.C. are the defendants.

One of their central arguments will be that evidence shows striking down the challenged laws will create a health care system where medical care is provided preferentially to those who can pay for it, while waitlists grow longer for the vast majority of the population.

The Federal government is the sole “party” to the case and is expected to defend the Canada Health Act. Several intervenors are also involved in the case including patients, and health care advocates like the BC Health Coalition and Canadian Doctors for Medicare.

They will be arguing that everyone in Canada should be able to receive the same quality of care, regardless of their bank balance.

In addition, they will demonstrate that research from around the world shows that privatization makes wait times longer for most people. The intervenors believe that governments and health authorities should pursue evidence-based solutions that will improve health care for everyone, instead of a privileged few.

The significance of this case is unprecedented.

It will almost certainly advance to the Supreme Court of Canada. The outcome will impact all provinces and territories because the rules the plaintiffs seek to strike down are central to the Canada Health Act and every provincial health care insurance plan.

Day’s proposal for changes to public health care would line the pockets of for private insurance companies and for-profit facility owners like himself, at the expense of people in pain.

For more information on the court case visit: <savemedicare.ca>.

NEWSBITES Vancouver and Port Coquitlam.

The District 69 Living Wage for Families Coalition successfully lobbied Parksville City Council on June 6 to also pass a motion to become a certified living wage employer, which they’ll implement in the coming months with the help of the coalition.

Parksville’s living wage is currently calculated at $16.76 an hour.

Higher than the legal minimum wage, a living wage is calculated based on what a family of four (two adults working full-time raising two small children) would need to meet their basic daily needs, 12 GUARDIAN | Summer/Fall 2016

such as food, clothing and shelter.

“More and more British Columbians are working in lowwage jobs that simply do not pay enough to live on,” said coalition activist Rick Sullivan in his presentation to council. “We know that for most of the past decade, B.C.’s child-poverty rate, currently 20.6 per cent, has remained consistently higher than the Canadian average.

“According to the most recent B.C. Child Poverty Report Card, 32 per cent of poor children in B.C. – 44,500 kids – actually live in families with at least one adult working fulltime, year-round. Child poverty in

B.C. is very much a low-wage story.”

So far, 21 communities have calculated local living wage rates across the province. These include Vancouver ($20.64), Fraser Valley ($16.28), Victoria ($20.02), Prince George ($16.52) and Kamloops ($17.21).

For more information, visit <www.livingwageforfamilies.ca>.

Anti-poverty organizing on and off line Advocacy work isn’t easy, especially when working with limited resources and marginalized populations.

A new, easy-to-read book documents the formation of an online anti-poverty community in B.C. that advocates through education, training, and peer support.

Written by Penny Goldsmith and Kara Sievewright, Storming the Digital Divide tells the story of PovNet, an online hub that began in 1997.

While online meeting spaces might seem like a given these days, Goldsmith and Sievewright centre Povnet’s work around the idea that digital access should be a human right.

“If English is not your first lan-

I have always thought that what is needed is the development of people who are interested not in being leaders as much as developing leadership in others.

Ella Baker, U.S. civil rights leader

HEU activist Stephanie Ball brings patience, trust, compassion and consistency to her work supporting youth in Victoria who are at risk.

Rising to the challenge

HEU members working for Revera in care and support services at Glenwarren Lodge in Victoria concluded an extremely tough round of bargaining in July.

It had taken 18 long months to get there.

That’s because a key issue at the bargaining table was the employer’s determination to revoke the “no contracting out” language embedded in their contract. They wanted the option to contract out support services staff.

It could have been a divisive issue. But it wasn’t.

HEU’s bargaining team held firm. Members delivered a strong strike mandate.

Workers in both care and support services stood strong and united together.

And they mounted a hard hitting fight-back campaign that included blue t-shirt days, petition signing, a BBQ information session and street side demonstrations.

It was a winning strategy.

It gained media attention and public support. And in the end, Glenwarren members successfully settled a contract that protected job security for everyone.

It was a win for members and a win for the seniors they support.

ON THE JOB

SOLIDARITY WINS THE DAY

“Youth workers are often seen as glorified babysitters, but we’re so much more,” says HEU’s Stephanie Ball of BeConnected Support Services (Becon local) in Victoria.

Since 2014, she has worked with youth aged 12 to 19, who struggle with physical, emotional and mental health challenges.

Ball says many of these clients are transferred to her facility from hospital mental health units, as well as Queen Alexandra Centre for Children’s Health, the Ministry of Child and Family Development, or from parents who are simply burned out.

BeConnected is often a last resort for youth who can’t function in foster care, home settings, or respite services.

“Because they have special needs and behavioural issues, the more you understand them, the more they want to work with you,” says Ball. “They need so much support and understanding.”

This is not just a job for Ball. It’s personal. She spent eight years in foster care from 11 years old until she aged-out of care at 19.

Ball was instrumental in successfully spearheading an organizing drive to unionize BeConnected with a unanimous certification vote this spring. She’s currently an HEU OH&S steward, and in her third year of a Bachelor of Professional Arts Degree in Criminal Justice.

Having recently attended her first HEU Summer School, Ball says it reinforced the “Teamwork is essential to strength of teamwork. “It was a privilege to be our success with these kids. with people of different backgrounds, who have There’s power in working different struggles and stories. We are stronger as a team that supports together. And the union brings us together.”

At her workplace, she adds, “Teamwork is you, as well as the youth essential to our success with these kids. There’s in our care.” power in working as a team that supports you, as well as the youth in our care.”

On-the-job challenges include dealing with aggressive behaviours from high-risk clients which have involved throwing chairs and heavy electronics, or even knives, at her.

But Ball has the elements to be successful – patience, trust, compassion and consistency.

“As these youth often feel unstable, they want consistency and firmness in their workers – people who stick to their rules. They need to be able to count on their workers… It’s so satisfying to see goals realized, to see youth become more independent and self-sufficient. With some youth, taking the leap of faith that they can actually do more than people expect, and encouraging them to try new life skills, can be so rewarding.”

SHARON NEUFELD

guage, online communication is not always as easy as being in the same room together with your peers,” says Goldsmith.

“If accessing a computer is an issue, as in in rural communities, or if technology is daunting, people get left out of the conversation.”

This is where PovNet advocates step in, helping people navigate the system by filling out an EI form, or challenging the rejection of a disability benefit.

It highlights the role of online networking and how PovNet advocates use technology in their daily work to end poverty.

This book is beautifully illustrated by Sievewright and Nicole Marie Burton and available at <www.lazarapress.ca>.

What’s the big deal with the TPP? Understanding the issues involved with the Trans-Pacific Partnership (TPP) isn’t easy.

As debate over whether Canada should ratify the massive agreement continues, the Canadian Centre for Policy Alternatives has released a series of reports to help demystify the complicated trade

deal and clarify its ramifications.

The series, What’s the Big Deal?

Understanding the Trans-Pacific Partnership, provides detailed analyses of various aspects of the TPP to help people better understand its impact on policy areas such as health care, jobs, labour, and environmental protection.

One study zeros in on how the deal could weaken Canada’s public health care system, undermine health regulation, and obstruct efforts to renew and expand public health care in the face of new challenges.

For more: <policyalternatives.ca>.

MuniciPal Pension Plan aGM 2016 OctOber 13 10am – nOOn anvil centre new westminster

Plan on it OctOber 13

mpp.pensionsbc.ca/agm

Summer/Fall 2016 | GUARDIAN 13

How much do you know about HEU? Test your knowledge and check your answers below.

1 2

How many members does HEU represent?

a) 40,000

b) 42,000

c) 46,000

Which was the first union in B.C. to win compensation under the Human Rights Act for wage discrimination based on gender? a) BCTF in 1975 b) HEU in 1970 c) HSA in 1968

3

What’s the most recent equity group to be named an HEU Standing Committee? a) Pink Triangle c) Women’s

4

b) Ethnic Diversity d) None of the above

DEMOCRACY IN ACTON

COFFEE BREAK

How convention works This fall, more than 650 delegates from HEU locals will gather at Vancouver’s Hyatt Regency Hotel for the union’s 2016 convention, under the theme Member voices. Union power. United for action.

Convention is the supreme policymaking body of the union, which democratically determines HEU’s priorities and course of action over the next two years.

Since HEU’s inception in 1944, the union has held 30 conventions, which are currently held biennially.

During formal convention proceedings, governed by the HEU Constitution and By-Laws, delegates will debate and vote on proposed resolutions and constitutional amendments brought forward by HEU locals.

They’ll also elect 20 members of the union’s 22-member Provincial Executive (P.E.) and ratify the appointment of HEU’s secretary-business manager.

Eligible delegates – members who have attended at least 50 per cent of

local meetings in the 12-month period leading up to the convention call – are elected by their peers at a general or special meeting that must have quorum. Delegates are responsible for representing the interests of their local’s membership.

Members of the P.E. are automatic convention delegates, and the union’s five equity standing committees can send one delegate per caucus.

The P.E. also ratifies recommendations for delegates assigned to the resolutions, constitutional amendments, credentials, tabulations, and sergeantat-arms committees. Some committees meet prior to convention.

P.E. candidates must be delegates and can also be nominated on the convention floor.

At convention, proposed resolutions will pass with a majority vote, whereas proposed constitutional amendments require a two-thirds majority vote.

Elected P.E. members officially commence their positions when they are sworn in at the close of convention.

Prior to the formation of HEU in 1944, which of the following was true?

5 6

a) Sick patients were forced to share blankets. b) Kitchen staff worked 12 out of 13 days for $11 a week. c) Hospitals were funded by patient fees and city grants to care for the “indigent”. d) All of the above

How many benchmark job classifications are in HEU’s membership? b) 270

c) 300

In what year did HEU win a Supreme Court of Canada case that established collective bargaining as a charterprotected right for all Canadians?

a) 1975

7

b) 2001

c) 2007

When was HEU’s first province-wide strike against acute care hospital employers? c) 1976 2.b

3.c

4.d

5.b

6.c

7.c

14 GUARDIAN | Summer/Fall 2016

1.c

b) 1969

Answers:

a) 1956

Caelie Frampton PHOTO

a) 185

GREETINGS | Tammy Muench is a registration clerk in admitting at Royal Inland Hospital.

She helps patients get to where they need to go and helps them register for procedures.

When asked her secret to good patient care, Tammy says she does it with a smile on her face.

HEU PEOPLE RETIREMENTS Kathleen (Kathy) Burwell (Prince George) retired in April, after working 39 years at University Hospital of Northern B.C. She began her career in 1975 as a casual LPN at Penticton Regional Hospital. After moving to Prince George in 1977, Kathy continued working as a casual LPN until becoming a full-time OR booking clerk in 1979.

In 1984, she began working as a nursing unit clerk and worked in Maternity/Children, Surgery and the Hemodialysis & Methadone Clinic until her retirement.

Kathy was a long-time activist. She served as chief shop steward, OH&S steward, recording secretary, trustee and warden, and was also a Provincial Bargaining Committee member.

She will always treasure her memories of summer school, the pension committee, and the many conventions she attended.

Kathy’s retirement plans include moving back to the Okanagan, gardening and travelling. Happy retirement, Kathy!

After working in long-term care at Ashcroft Hospital since 2005, care aide Elaine Haggarty retired in June.

She was active on her local executive and served as trustee. Her local thanks Elaine for her years of dedicated service at her workplace and tireless support she gave her union sisters and brothers.

Her retirement plans include camping and enjoying more time with her grandchildren.

Have a wonderful retirement, Elaine!

IN MEMORIAM Sherry Arko (Kamloops Thompson) passed away in Kamloops on April 3, after an eight-month battle with cancer.

She was 55 years old.

A cleaner at Royal Inland Hospital for the past seven years, Sherry was a dedicated activist with a deep sense of social justice.

She served as a shop steward and attended the 2015 Summer Institute for Union Women.

Proud of her Métis heritage, Sherry was also involved with Métis Women B.C. Prior to being an HEU member, Sherry had her own blind installation business. And while raising her three children, she spent many hours volunteering within their school and for after-school sports.

Sherry’s sunny disposition and infectious laugh will be missed by everyone who knew and loved her.

Her co-workers, the residents, and her husband and children deeply mourn Sherry’s loss.

46,000 members in 276 locals

Surrounded by loved ones, 94-year-old Lucy Berton Woodward (White Rock) passed away at Peace Arch Hospice on December 9, 2015.

Lucy had worked at Peace Arch Hospital as a part-time receptionist from 1977 to 1986.

Lucy’s career included publicity for arts organizations, and writing – a Vancouver Sun social column from 1968 to 1970, and reports for CBC Radio’s “Morningside” program in the 1970s.

She’s fondly remembered by her colleagues as an elegant woman with a lively personality and many talents – writer, painter, seamstress, dedicated gardener, unparalleled raspberry pie baker, handywoman, loving mom and grandma. Lucy wrote two children’s adventure books set in the Yukon, Johnny in the Klondike (1964) co-authored with her mother, and Kidnapped in the Yukon (1968).

She outlived her husband of 48 years, and her older brother, writer Pierre Berton, who died in 2004. Lucy beat three kinds of cancer over the years, but succumbed to old age.

Left to mourn Lucy’s loss are her children and grandchildren, and all who knew her.

Betty Elaine Smits (Orca Shores) passed away on June 20, after a long illness. She first worked as a printer, and then as a loss prevention manager.

Betty relocated to Nanaimo in 1990, went to school to become a care aide, and started working at 4 All Seasons Retirement Lodge. Eventually, she retrained to become an LPN. Her career in health care spanned nearly 25 years.

When her job ended due to workplace restructuring, Betty worked as a constituency assistant for MLA Doug Routley, until her retirement in 2014, due to health problems.

Betty was an activist, who served in many local executive positions – chairperson, chief shop steward, OH&S steward and vice-chair.

She attended conventions, regional meetings, workshops, and 2007 summer school. Fondly remembered as a compassionate woman with a strong sense of social justice, Betty helped bring HEU to her workplace.

Betty was active in the NDP and served as treasurer for two constituencies – CowichanLadysmith and Nanaimo-North Cowichan.

She was a Nanaimo, Duncan & District Labour Council delegate and an organizer of Nanaimo’s annual Labour Day Picnic.

She also spent countless hours at the Nanaimo SPCA – at one time sheltering 14 “temporary” cats in her home – and she was an avid gardener.

Betty’s husband, children, grandchildren, extended family members, and co-workers will deeply miss her.

MOVED? Please notify us of your change of address online: www.heu.org/change-address-form

Equity matters

Did you know that HEU has five standing committees? Working with HEU’s equity officer, 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 Officer Sharryn Modder.

Ethnic Diversity • First Nations • Pink Triangle • People with disAbilities • Women

Guardian HOSPITAL EMPLOYEES’ UNION

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

EDITOR Mike Old MANAGING EDITOR Patty Gibson ASSOCIATE EDITOR Brenda Whitehall GRAPHIC DESIGNER Elaine Happer DESIGN CONSULTATION Kris Klaasen, Working Design PRINTING Mitchell Press The Guardian is published on behalf of HEU’s Provincial Exec­utive, under the direction of the editorial committee: Victor Elkins, Jennifer Whiteside, Donisa Bernardo, Barb Nederpel, Ken Robinson, Talitha Dekker, Kelly Knox HEU is a member of the Canadian Association of Labour Media

PROVINCIAL EXECUTIVE VICTOR ELKINS President JENNIFER WHITESIDE Secretary-Business Manager

LOUELLA VINCENT Regional Vice-President Vancouver Coastal JOHN FRASER Regional Vice-President Vancouver Coastal LEONORA CALINGASAN Regional Vice-President Vancouver Coastal MIKE CARTWRIGHT Regional Vice-President North SARAH THOM Regional Vice-President North BILL MCMULLAN Regional Vice-President Vancouver Island BARB BILEY Regional Vice-President Vancouver Island JOYCE BEDDOW First Alternate Provincial Executive

HEU OFFICES PROVINCIAL OFFICE 5000 North Fraser Way Burnaby V5J 5M3 604-438-5000 1-800-663-5813 EMAIL heu@heu.org WEB www.heu.org REGIONAL OFFICES

Vancouver Island

DONISA BERNARDO Financial Secretary

VICTORIA 201-780 Tolmie Avenue Victoria V8X 3W4 250-480-0533 1-800-742-8001

BARB NEDERPEL 1st Vice-President KEN ROBINSON 2nd Vice-President TALITHA DEKKER 3rd Vice-President

COMOX 6-204 North Island Highway Courtenay, V9N 3P1 250-331-0368 1-800-624-9940

KELLY KNOX Senior Trustee JIM CALVIN Trustee BETTY VALENZUELA Senior Trustee-Elect

Interior region

DEBBIE DYER Regional Vice-President Fraser TRACY STRUCK Regional Vice-President Fraser SHELLEY BRIDGE Regional Vice-President Interior JODY BERG Regional Vice-President Interior DAWN THURSTON Regional Vice-President Interior

KELOWNA 100-160 Dougall Rd. S. Kelowna V1X 3J4 250-765-8838 1-800-219-9699 NELSON 745 Baker St. Nelson V1L 4J5 250-354-4466 1-800-437-9877 NORTHERN 1197 Third Ave. Prince George V2L 3E4 250-564-2102 1-800-663-6539

Summer/Fall 2016 | GUARDIAN 15

Guardian

Sign me up!

HOSPITAL EMPLOYEES’ UNION

SUMMER/FALL 2016 • VOL. 34 • NO. 2

Join the campaign for legislated, enforceable staffing standards that ensure safe, quality care for the elderly.

VISIT: carecantwait.ca SIGN the petition for:

AGREEMENT NUMBER 40007486

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

Caelie Frampton PHOTO

Immediate funding • higher enforceable staffing levels • accountability measures

SUMMER SCHOOL

Building grassroots leadership across the union

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