Issuu

UPDATE SUMMER/FALL 2026

M A G A Z I N E

PROFESSIONAL PRACTICE CONFERENCE

RATIOS SAVE LIVES

PLUS

CONVENTION 2026 TOGETHER WE RISE

A NEW

ERA

BC nurses’ first job action in decades sets the stage for a battle to redefine nursing power

SAFER WORKPLACES IDENTIFYING PSYCHOSOCIAL HAZARDS | SHINING A LIGHT ON HEALTH & SAFETY INCIDENTS | READY TO LEAD MEET BCNU’s NEW COUNCIL MEMBERS

National Day for Truth and Reconciliation

RAVEN STEALS THE LIGHT BY ERIC PRYTULA

BCNU recognizes the devastating impact of residential schools and the ongoing harms of settler colonialism. The union is committed to the principles of Truth and Reconciliation, cultural safety and Indigenous-specific anti-racism and applying them through meaningful actions to advance reconciliation with Indigenous peoples.

What meaningful actions can you take to support Truth and Reconciliation?

Wear orange on Sept. 30

Orange Shirt Society

Learn about the health-care Calls to Action

Yellowhead Institute's review on health-care Calls to Action

Show your support and solidarity by wearing an orange shirt designed by a local Indigenous artist.

The Truth and Reconciliation Commission’s Calls to Action 18–24 focus on health care, yet limited progress has been made by governments and health authorities.

Apply Indigenous cultural safety to your practice The BC College of Nurses and Midwives (BCCNM) ethics and practice standards include guidance on how to provide culturally safe and anti-racist care for Indigenous clients.

Familiarize yourself with all 94 Calls to Action

The Truth and Reconciliation Commission’s Calls to Action to Action aim to mobilize individuals, organizations and all levels of government to make concrete changes in society.

BCCNM ethics standards for Indigenous cultural safety

Truth and Reconciliation Commission Calls to Action

CONTENTS

VOL 45 NO 2

• SUMMER/FALL 2026

47 24

DEPARTMENTS

UPFRONT

6 CHECK IN

PRESIDENT’S REPORT

MY JOURNEY

WHO CAN HELP?

News and events from around the province.

10 SHINING A LIGHT Reporting campaign puts a spotlight on why speaking up matters.

FEATURE

CONVENTION 2026 TOGETHER WE RISE P. 18

11 SHAPING SAFER WORKPLACES

45 EQUITY INSIGHTS Survey engages members in a dialogue on equity, inclusion and cultural safety.

Member feedback about psychological health and safety.

14 RATIOS SAVE LIVES

47 READY TO LEAD

Professional practice conference explores turning ratios into meaningful change.

2026–29 term sees many returning council members and several new faces.

A NEW ERA OF NURSING POWER BC nurses’ first job action in decades sets the stage for a battle to redefine nursing power.

UPDATE MAGAZINE • SUMMER/FALL 2026

Keeping up with BCNU? There’s an App for That

UPDATE M A G A Z I N E

MISSION STATEMENT The British Columbia Nurses’ Union protects and advances the health, safety, social and economic well-being of our members, our profession and our communities. BCNU UPDATE MAGAZINE is published by the BC Nurses’ Union, an independent Canadian

Union updates can pop up in a lot of places. Instead of piecing together information from social media and chat threads, get the facts directly from BCNU. The BCNU Connect app gives you the latest bargaining updates as they happen, lets you search your collective agreement, explore resources and find answers to frequently asked questions.

union governed by a council selected by our more than 55,000 members. Signed articles do not necessarily represent official BCNU policies. EDITOR Eva Prkachin CONTRIBUTORS Jaelyn Bartnik, Juliet Chang, Tina Cheung, Laura Comuzzi, Neil Fisher, Joel French, Adriane Gear, Jim Gould, Kath Kitts, Shawn Leclair, Lew MacDonald, Courtney McGillion, Conley Mosterd, Sarah Munawar, Caroline Smith, Christa Tran PHOTOS Jaelyn Bartnik, Neil Fisher, Joel French, Kellan Higgins, Lew MacDonald, Conley Mosterd, Eva Prkachin, Anthony Redpath CONTACT US BCNU Communications Department 4060 Regent Street

Your BCNU Member Portal login is required to access member-only content. Make sure to enable push notifications to get timely updates directly on your home screen.

Burnaby, BC, V5C 6P5 PHONE 604-433-2268 TOLL FREE 1-800-663-9991 BCNU WEBSITE www.bcnu.org EMAIL EDITOR evaprkachin@bcnu.org MOVING? Please send change of address to membership@bcnu.org Publications Mail Agreement 40834030 BCNU respectfully acknowledges its offices are located on the traditional, unceded and ancestral lands of Indigenous communities across the lands now known as British Columbia. Update Magazine is produced at the BCNU head office in Burnaby, which is located on the traditional, ancestral and unceded territories of the xwmə kwəýəm (Musqueam), Skwxwú7mesh (Squamish) and səĺilẃəta (Tsleil Waututh) nations whose historical relationships to the land continue to this day.

PRESIDENT’S REPORT OUR FIGHT CONTINUES

W ADRIANE GEAR

HEN I REFLECT ON THE past months, I am filled with pride for what nurses across BC have accomplished together. This round of bargaining has been unlike any other, and our collective strength has never been more evident. After months of negotiations, nurses took province-wide job action in early July, sending a message to the employer that the status quo is no longer acceptable. For 23 days, members joined together to draw attention to the realities of working in today’s health-care system – unsafe workloads, workplace violence and the growing expectation that nurses take on duties that are not part of nursing. What became the longest nursing strike in BC’s history was not easy. It required sacrifice, courage and an incredible commitment to one another and to our profession. Whether you participated directly on the picket line, refused non-nursing duties, supported colleagues, joined a rally or simply supported the work of your union, you played a part. Together, we forced the employer to stop ignoring nurses’ concerns. On July 24, our job action concluded after the Nurses’ Bargaining Association accepted recommendations from mediators Amanda Rogers and Vince Ready. While this decision brought province-wide job action to an end, it has not ended our fight for a better collective agreement. One of the most important outcomes of the recommendations is the opportunity to take our outstanding compensation issues to voluntary binding arbitration. Throughout bargaining, the employer insisted it could not move beyond the provincial government’s bargaining mandate. Arbitration gives us an opportunity to make our case on its own merits, without the restriction of the “me-too” clause or that mandate. Our focus has been on preparing the strongest case for arbitration to secure the best contract possible for BC nurses. But this round of bargaining was always about more than compensation. Our members made it

clear that the conditions in which nurses work must change. For years, nurses have raised concerns about non-nursing duties. These tasks take nurses away from the work they are trained and licensed to do, add to workload pressures and erode professional practice. The recommendations include a comprehensive review of the prevalence of nurses performing non-nursing duties. This is an important and, frankly, unprecedented opportunity to examine the problem and identify solutions. The recommendations also include a province-wide review of violence in health care. This is a significant step forward. Nurses should never have to accept violence, threats or intimidation as simply part of the job. We have spent years shining a light on this issue, and our job action brought renewed attention to the urgent need for action. These commitments did not happen by accident. They happened because nurses are united and refuse to accept that unsafe working conditions are the price of working in health care. However, a review is only meaningful if it leads to action, and commitments must translate into measurable improvements for nurses and patients. We will continue to hold government and employers accountable and ensure nurses’ voices remain at the centre of these conversations. As we move into the next phase of this fight, I want every member to know that BCNU remains firmly focused on you, your profession and the future of public health care in BC. We have shown what is possible when more than 55,000 nurses join together. That strength will continue to guide us. Thank you for speaking up and showing what solidarity looks like. Together, we will keep pushing for the respect, safety and investment nurses deserve. In solidarity,

UPDATE MAGAZINE • SUMMER/FALL 2026

CHECK IN

MAKING CONNECTIONS

NEWS FROM AROUND THE PROVINCE

FTER A LONG WINTER, communities across the province came alive with local events and activities. BCNU members were out there too, connecting with their neighbours and sharing their union’s message about the importance of minimum nurse-to-patient ratios and addressing the nursing shortage across BC. Proud BCNU members also marched in solidarity with other unions fighting for their rights, building connections and showing their support. That solidarity was returned when hundreds of community members joined BCNU picket lines after Nurses' Bargaining Association contract negotiations reached an impasse in the summer (see A New Era on p. 28). • Members who have joined a community event or hosted a BCNU information booth can send photos and a short description to bcnucommunications@bcnu.org to be featured in Update Magazine.

AROUND TOWN 1. BCNU leaders attend the BC Health Coalition’s rally on Mar. 16 to protest Alberta’s Bill 11. Left to right: South Fraser Valley regional council member Glesy Banton-Victoria; President Adriane Gear; Vice President Tristan Newby; former Coastal Mountain regional council member Angela Crawford; Central Vancouver regional council member Kristina Hernandez; former Okanagan Similkameen regional council member Candi DeSousa; and Indigenous Leadership Circle chair Sherry Ridsdale. 2. Fulltime steward Laura Martin joins former BCNU South Islands regional council member Leanne Robertson-Weeds and regional council member Caitlin Jarvis at a rally in support of striking Unite Here Local 40 workers on Mar. 25. 3. Members from BCNU’s Shaughnessy Heights and Vancouver Metro regions join the BCNU campaign vehicle at Vancouver’s Pacific National Exhibition during the week of Aug. 24. Members provided blood pressure checks and discussed minimum nurse-to-patient ratios. 4. Federal Minister for Housing and Infrastructure and MP for Vancouver Fraserview-South Burnaby Gregor Robertson with BCNU South Fraser Valley region lobby coordinator Gurmeet Mann at the Vancouver Vaisakhi Parade on Apr. 11. 5. Several members of the BCNU Men in Nursing network participate in a walk/run to support men’s mental health and wellness at the White Rock pier on June 13.

SUMMER/FALL 2026 • UPDATE MAGAZINE

LOCAL GOVERNMENT ELECTIONS BCNU members running for local government roles across BC

OCAL GOVERNMENT elections take place across BC on Oct. 17, when voters will elect mayors, councillors, electoral area directors and other leaders in their communities. The election is an important opportunity for nurses to have a say in the direction their local governments are headed on important issues like affordable and accessible housing, child care and transportation. Some members go a step further and put their names forward

for various local government roles. BCNU Vice President Tristan Newby oversees the union’s 16 regional lobby coordinators, and he is inspired by the level of member engagement he sees in local elections. “It’s encouraging to see the increase in members seeking elected office at the local level,” says Newby. “Many nurses are leaders in their communities and having members run for local government positions means nurses' voices are heard at that level.” •

BCNU ENDORSES THE FOLLOWING CANDIDATES: Marnie Boers for Nanaimo Council Linda Buchanan for North Vancouver Mayor Ernesto Caranto for Prince George Mayor Teri Forster for Prince Rupert Council Lisa Foxall for Langford Council Paddy Treavor for Powell River Council Nicole Trudeau for Maple Ridge School Trustee Lailani Tumaneng for North Vancouver Council

SUPPORTING MEMBERS THROUGH A DIFFICULT WILDFIRE SEASON

HE 2026 wildfire season has forced thousands of British Columbians from their homes and communities, with nurses among those directly affected. Evacuations have brought financial pressures for members already dealing with the disruption and uncertainty of a provincial emergency. BCNU recognizes the firefighters and emergency

responders working through difficult conditions to protect people and communities and thanks the nurses who continued providing care while navigating the impacts of these emergencies themselves. To provide additional support, BCNU Council unanimously approved a one-time $1,500 disaster relief payment for eligible members evacuated from

their primary residence during the wildfires. The payment is in addition to the existing $1,500 lifetime maximum available through the Nurses' Bargaining Association (NBA) Hardship Assistance Fund. The additional payment aims to help with disaster-related expenses, including temporary housing, meals, clothing, transportation and loss of or damage to a

primary residence. Members must have been subject to an official evacuation order or tactical evacuation and confirmed by their health authority as evacuated – members under an evacuation alert only are not eligible. Applications for the additional wildfire relief payment are accepted until Dec. 1, through the NBA Hardship Assistance application in the BCNU Member Portal. •

UPDATE MAGAZINE • SUMMER/FALL 2026

CHECK IN NEWS FROM AROUND THE PROVINCE

CELEBRATING 45 YEARS OF BCNU

N JUNE 11, BCNU members celebrate the history of their union and the work members continue to advance across the province. BCNU Day marks the anniversary of the union’s founding in 1981, when 200 nurses gathered at the Fairmont Empress in Victoria for BCNU’s inaugural convention. Forty-five years later, BCNU represents more than 55,000 members and remains a powerful voice for nurses across the province. As part of the annual BCNU Day tradition, members once again put their union knowledge to the test with the BCNU Day quiz. Available through the BCNU Member Portal from June 1–11, the quiz highlighted some of the union’s most important work over the past year, from implementing minimum nurse-

to-patient ratios to tackling workplace violence. More than 700 members submitted entries. This year’s celebration also featured a new collaboration with Vancouver-based footwear company Vessi, with winners drawn from each of BCNU’s 16 regions receiving a pair of the company’s waterproof shoes. Just weeks later, some of those same shoes made another appearance during BCNU’s historic provincewide job action, worn by members on picket lines across the province. It was a small but memorable connection between a day celebrating BCNU’s history and a summer in which members went on to make some history of their own. Thank you to everyone who participated in this year’s BCNU Day quiz, and congratulations to all the winners. •

45 YEARS STRONG 1. Members of BCNU’s South Islands region celebrated BCNU Day learning about the proposed terms of settlement for the Nurses’ Bargaining Association contract. 2. Members of BCNU’s Thompson North Okanagan region participate in a raffle and receive swag items for BCNU Day.

SHOWING STRENGTH BCNU members and leaders came together across the province to connect, celebrate and build solidarity during National Nursing Week.

THE POWER OF NURSES EVERY DAY

VERY YEAR, NATIONAL NURSING WEEK celebrates the vital role nurses play in our health-care system. National Nursing Week 2026 took place from Monday, May 11, to Sunday, May 17, focusing on The Power of Nurses to Transform Health. This year, celebrations looked a bit different for the 50,000-plus BCNU members under the Nurses’ Bargaining Association contract who, after months of difficult negotiations, cast their ballots in a strike vote between May 8–11. After years of short-staffing, increasing workplace violence and mounting pressure to work overtime just to maintain baseline staffing levels, members voted 98.2 percent in favour of job action. Riding on that momentum, BCNU marked the occasion with visits to health-care units across the province, celebrating with nurses and highlighting how their leadership and expertise can improve health outcomes. •

SUMMER/FALL 2026 • UPDATE MAGAZINE

THE ONE WHO MADE IT BCNU ads show British Columbians the benefits of ratios

HIS SPRING and summer, BCNU ran an advertising campaign to show the life-saving impact of minimum nurse-to-patient ratios. Two 30-second videos – one focusing on a patient having a heart attack and the other a patient with a brain bleed – formed the heart of the campaign and were first shown to members at the union’s annual convention in

April. In both patients’ cases, their difficult-to-diagnose health problems were only caught because there were enough nurses on duty to notice the subtle symptoms. The videos finish with the message, “nurse-to-patient ratios save lives.” Video and still versions of the ads were displayed nearly 65 million times on outdoor billboards, digital platforms and social media. They ran widely on television and

radio across the province and also feature prominently on BCNU’s RatiosSaveLives.ca website, which underwent a major overhaul when the ads were launched. In addition to the videos, the revamped website features other new content, including a timeline showing progress in the implementation of minimum nurse-topatient ratios. The advertising campaign forms part of BCNU’s

broader effort to educate British Columbians about the importance of minimum-nurse-to-patient ratios and the need to fully implement them across all care settings.•

Scan to watch the video ads

SHARING OUR MESSAGE BCNU’s latest public advertising campaign focused on educating British Columbians about the importance of minimum nurse-to-patient ratios to safe patient care.

UPDATE MAGAZINE • SUMMER/FALL 2026

Health Safety

SHINING A LIGHT ON WORKPLACE SAFETY BCNU’s new reporting campaign puts a spotlight on why speaking up about hazards and incidents matters

HAZARD THAT GOES unreported can be a hazard that never gets fixed. That simple but important message is at the heart of BCNU’s Shine a Light. Report It. campaign, launched in May during North American Occupational Safety and Health (NAOSH) Week. The member-facing campaign focuses on the importance of reporting workplace hazards, incidents, near misses, violence, injuries and psychological harm. The decision to highlight the reporting process comes as nurses continue to face significant risks at work. Violence against nurses is not only continuing – it is intensifying. In 2025, WorkSafeBC accepted an average of 44 workplace injury claims from nurses each month, meaning a nurse was injured on the job roughly once every 16 hours. An internal BCNU survey conducted in 2024 found that 81 percent of members experience verbal or emotional abuse monthly, while 50 percent experience physical violence at least once a month. It’s a reality that has made the Shine a Light. Report It. campaign more important than ever. Reporting creates a record of what nurses are experiencing and can help identify patterns that might otherwise be overlooked. For nurses, reporting can feel like one more task on an already long list. There may be uncertainty about what needs to be reported, how to file a report and what will actually change as a result. But without those reports, workplace safety concerns can be left unresolved or overlooked completely.

There are signs, however, that increased reporting is making a difference. Denise Waurynchuk, BCNU Executive Councillor for Occupational Health and Safety and Mental Health, says in BCNU’s northern regions, a greater focus on reporting is improving data collection and helping to bring workplace violence and injury into health-care conversations.

“Shining a light is the first step toward making change.” BCNU Executive Councillor for Occupational Health and Safety and Mental Health Denise Waurynchuk

“When members report what they experience at work, it creates a record,” says Waurynchuk. “Reporting helps to capture a problem as it happens and provides important information for Joint Occupational Health and Safety (JOHS) committees, employers and BCNU when advocating for safer workplaces.” Waurynchuk unveiled the details of the reporting campaign to delegates on the first day of BCNU’s annual convention in Vancouver this April. The campaign features a short video and worksite poster as well as a web page that provides practical information and resources about reporting workplace safety concerns and procedures. BCNU mental health and occupational health and safety representatives have distributed these materials to worksites

SUMMER/FALL 2026 • UPDATE MAGAZINE

across the province to help reinforce the message that reporting is a critical part of maintaining safe workplaces. This narrative, and the campaign itself, underpinned BCNU’s NAOSH week activities, which ran from May 4–18. Members were invited to take part in a Safety Spot Challenge that tested their knowledge of workplace safety and the role of JOHS committee representatives. The challenge was designed not only as a contest, but as an opportunity to reinforce members’ understanding of how workplace safety committees can help identify and address hazards. 25 participating members were randomly selected and received BCNUbranded prizes. Waurynchuk says she’s pleased to see BCNU shine a province-wide spotlight on the importance of reporting, but notes that too many workplace incidents still go unreported – or are simply accepted as part of the job. “We need to continue helping nurses understand what needs to be reported, how to report it and why reporting matters,” she adds. “The more our members understand the reporting process, the more confident they can be in speaking up when something isn’t right.” “Sometimes, shining a light is the first step toward making change,” she adds.• It is critical to report workplace incidents to the Provincial Workplace Health Contact Centre at 1-866-922-9464. Learn more about how to report workplace hazards and violence

SHAPING SAFER WORKPLACES

This Mental Health Awareness Month, BCNU is sharing member feedback about the workplace factors affecting psychological health and safety

SYCHOLOGICAL HEALTH at work can be difficult to measure. Unlike a physical hazard that can be seen, the factors affecting someone’s psychological well-being can build over time and look different from one health-care setting to another. During Mental Health Awareness Month (MHAM) in Oct. 2025, BCNU invited members to take some time to reflect on their psychological health and identify workplace factors that could be contributing to psychological harm. More than 1,300 members from across the province completed a Psychological Health Self-Check Chart designed to help identify workplace conditions and psychosocial hazards that could result in psychological injury. This year, BCNU is sharing the data from those responses at a province-wide and a regional level. The union is looking at how the information can help support conversations about

psychological health and safety in the workplace. “We asked nurses to tell us about the workplace conditions that impact their psychological safety, and more than 1,300 members took the time to do just that,” says BCNU President Adriane Gear. “These responses give us valuable insights beyond individual experiences and show some of the common workplace pressures nurses face across the province.”

A PROVINCE-WIDE PICTURE

Last year, BCNU Occupational Health and Safety reps, Mental Health reps and Joint Occupational Health and Safety Committee (JOHSC) reps distributed hundreds of Psychological Health Self-Check Charts to worksites across the province. The chart was designed to help members recognize changes in mood, thinking and overall well-being, while

also considering the workplace conditions that may be contributing to those changes. Responses were collected and compiled from across several BCNU regions, providing a snapshot of the psychosocial hazards members experience in their workplaces. Three prominent concerns topped the list: 1. Staffing and workload pressures, including short-staffing, insufficient nurse-to-patient ratios and the pace and demands of the work. 2. Verbal violence, which members identified as a significant workplace hazard. 3. Unsafe working conditions and physical workspace hazards, including hallway beds, overcrowding and other concerns related to the care environment. The findings may not surprise nurses who experience these pressures firsthand. But they show how consistently these concerns are

UPDATE MAGAZINE • SUMMER/FALL 2026

SHAPING SAFER WORKPLACES During the Oct. 2025 Mental Health Awareness Month, members identified staffing and workload, verbal violence and physical workspace as the top three psychosocial hazards across BC. These findings provide a provincewide snapshot of the workplace factors affecting psychological health and safety.

HEALTH AUTHORITIES FRASER

! @#!

Hallway beds

Short staffing

Verbal abuse

INTERIOR 1

NORTHERN

@#!

Verbal abuse

Short staffing

High noise

ISLAND 1

Short staffing

Public/patients accessing staff areas

VANCOUVER COASTAL/PROVIDENCE 1

Short staffing

High pace

@#!

Short staffing

Verbal abuse

Hallway beds

Verbal abuse

Based on more than 1,300 Self-Check Chart submissions.

being reported and highlight the connection between working conditions and psychological health. Psychosocial hazards can include excessive workloads, inadequate staffing, violence, unsafe working conditions, poor communication and other workplace pressures. Repeated exposure can affect psychological

health over time, while a single traumatic workplace event can also have a significant impact. “When nurses are consistently working short-staffed, dealing with verbal or physical violence or providing care in overcrowded or unsafe environments, the cumulative effect of these working conditions can put nurses

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at risk of psychological harm,” says Denise Waurynchuk, BCNU Executive Councillor for Occupational Health and Safety and Mental Health. “Identifying those hazards gives us a place to start when we talk about prevention.”

A REGIONAL SNAPSHOT

The provincial findings provide a broad

“The challenges aren’t isolated to one person or one shift.” BCNU President Adriane Gear

overview of the psychosocial hazards members are experiencing, but the data also offers a closer look at how individual health authorities fare in building psychologically safe workplaces. For the first time, BCNU has a more detailed picture of the workplace conditions compromising members’ well-being in different parts of the province, including short-staffing, verbal and physical violence and working conditions that can lead to moral distress, like hallway beds, overcrowding and other workspace pressures. Reviewing the data at a health authority level can help identify common concerns and provide context for discussions about what may need further attention in each workplace and health authority. Knowing that co-workers are experiencing common issues can also help members feel less alone. “This information helps members recognize that some of the challenges they’re experiencing aren’t isolated to one person or one shift,” says Gear. “They’re part of broader workplace conditions that deserve to be talked about.”

WHAT CAN WE DO WITH THE INFORMATION?

For JOHSC representatives, stewards and activists, these findings are expected to help provide additional context when discussing psychosocial hazards and considering prevention strategies or hazard controls. The information can also help shift conversations from individual experiences to the broader workplace conditions contributing to them.

For example, if short staffing is consistently identified as a concern, the findings can help support conversations with employers about workload, staffing levels and measures that could reduce the impact on nurses. Similarly, concerns about verbal violence or overcrowding can prompt closer examination of where those hazards are occurring and what steps could help prevent or reduce them. “Our OHS and mental health representatives, JOHSC members and stewards can use these findings as a starting point for conversations in their workplaces,” says Waurynchuk. “Until now, we haven’t had a clear picture of these hazards through a health authority lens. Being able to see where these concerns are emerging gives us a stronger foundation for conversations around prevention and what can be done to address them.”

KEEPING THE CONVERSATION GOING

The responses collected during last year’s Mental Health Awareness Month represent hundreds of individual reflections on what it is like to work in health care today. This year’s campaign is using that information to look beyond individual experiences and examine the workplace factors affecting psychological health and safety across the province. And while the provincial findings show common concerns, the regional findings provide a more detailed picture about where they are being reported. Together, they give members information they can bring back to their workplaces as they identify hazards and consider prevention measures. “This is about making sure members can see that the information they shared has value,” says Gear. “We heard about the challenges nurses are facing, and now we have an opportunity to use that information to support conversations about what safer, healthier workplaces should look like.” •

RESOURCES REMAIN AVAILABLE Mental Health Awareness Month resources remain available on the BCNU website to support members in recognizing and responding to concerns about psychological health and safety. The Psychological Health Self-Check Chart can be used as a personal check-in, and help identify workplace factors that may be affecting psychological health. The, How Am I Doing? Reporting Bookmark, Psychological Injury Quick Reference and Psychological Injury Guide provide additional information about recognizing psychological injury, understanding potential warning signs, reporting concerns and accessing support. Together, these resources can help members recognize concerns early and understand the steps to take when workplace conditions begin to affect their psychological health.

UPDATE MAGAZINE • SUMMER/FALL 2026

PRACTICE CONFERENCE 2026

RATIOS SAVE LIVES FROM POLICY TO PRACTICE BCNU members explore what it takes to turn minimum nurse-to-patient ratios into meaningful change in the worksite. FORGING AHEAD BCNU President Adriane Gear welcomes more than 200 participants to the 2026 professional practice conference on minimum nurse-to-patient ratios.

INIMUM NURSE-TOpatient ratios are now active in hundreds of units across BC, but implementing them is ongoing work. Putting ratios into practice has taken years of dedicated advocacy, collaboration, planning, education, problem-solving and, where necessary, holding employers accountable. That work was at the centre of BCNU’s 2026 professional practice conference held March 11–12 in Vancouver. More than 200 BCNU members gathered to learn from union leaders, academic experts and their fellow members about what it takes to make ratios work in the workplace and how members can help shape future phases of implementation. The conference came as BC has made significant progress on its commitment to implement ratios. In just three years, more than 380 units have activated ratios, covering nearly 7,000 beds. Ratios have been activated in 81 percent of medical, surgical, rehabilitation, palliative, critical care, focused care

and rural and remote units. BCNU President Adriane Gear began the conference with an overview of that progress. Gear said that the province's implementation of ratios so far has been remarkable, but emphasized that there is still much work to do to address the nurse staffing crisis. “While the progress we’ve made implementing phase one of ratios sounds pretty good, one in every five of those units is still waiting,” said Gear. “That means there are still far too many nurses with unmanageable workloads – too many patients to be able to provide the kind of care we were trained for and that our patients need.” Gear also emphasized that the employer needs to do more to build trust with nurses by not relying on redeploying members as a staffing strategy when they have units that are short staffed. The conference theme, Ratios Save Lives: From Policy to Practice, reflected the next stage of that work: turning a province-wide commitment into meaningful change for nurses and patients.

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Nursing is a knowledgeintensive, safety-critical occupation that requires minimum mandated staffing.” Dr. Alison Leary

THE HARD DATA

Dr. Alison Leary, a UK-based expert on health care and workforce modeling, spoke about why minimum staffing levels matter in nursing. She contrasted nursing with other safety-critical industries that already have mandated staffing ratios, including airlines and

fossil fuel extraction. In parts of the UK, even dog walkers have a maximum number of dogs they are legally allowed to handle at a time. Yet most jurisdictions have not adopted ratios for nursing, despite it being, as Leary described it, “a knowledge-intensive, safety-critical occupation that requires minimum mandated staffing levels to function.” Leary also highlighted the complexity of determining the right number of nurses required to provide care. Staffing levels are critical to quality care, but there are other important factors at play, including the education and experience of staff and the effectiveness of the leadership they work under. Additionally, much of nursing work is invisible, she said, with patients only seeing about one-fifth of the work nurses are doing. Minimum staffing models must find ways to account for that unseen work, or they risk compounding burnout among nurses. Dr. Karen Lasater, an expert on health outcomes and policy from the

University of Pennsylvania, presented findings from her 2024 study, co-published with fellow academic Dr. Linda Aiken. The study examined 58 BC hospitals and found that, on a medical-surgical unit, each additional patient in a nurse’s workload above four patients increased the likelihood of a patient’s death approximately seven percent within 30 days of admission. Lasater’s findings also add evidence that minimum nurse-to-patient ratios can help prevent nurses from burning out and leaving the profession.

DEFENDING RATIOS, PROTECTING PATIENTS

Conference participants then heard from nurses’ union leaders from Australia and the US about how nurses in those jurisdictions have fought for and defended ratios. Maddy Harradence, state secretary of the Australian Nursing and Midwifery Federation, spoke first about her union’s experience in Victoria, Australia, where ratios launched in 2000.

Harradence said ratios had a knock-on effect on other nursing workforce challenges and stated simply that “ratios lead to retention.” But she also warned that achieving ratios through negotiations, rather than legislation, left them vulnerable to being weakened or removed. Between 2001 and 2012, successive governments tried to remove or undermine ratios in every round of negotiations. Union members responded with job action each time, including closing beds, canceling elective surgeries and conducting hospital walkouts. In 2014, the union successfully pushed the opposition Labor Party to include ratios legislation in their election platform. After Labor was elected in 2015, they passed the Safe Patient Care Act, entrenching ratios in law. Harradence said the increased certainty led to a 30 percent increase in nursing registrations, strengthening the evidence that ratios improve nurse retention and recruitment. President Cathy Kennedy of the California Nurses Association

UPDATE MAGAZINE • SUMMER/FALL 2026

THE PEOPLE 1. Dr. Alison Leary, a UK-based expert on health care and workforce modeling, asked attendees to reflect on other safety-critical industries that have mandated staffing ratios. 2. Australian Nursing and Midwifery Federation Victoria State Secretary Maddy Harradence takes questions from the audience. 3. BCNU Fraser Valley region member Mike Pluegge asks a question. 4. BCNU Coastal Mountain region member Genevieve Dallimore and Okanagan Similkameen region member Jennifer O’Brien participate in a breakout session. 5. BCNU President Adriane Gear and

CEO Jim Gould update conference participants on the state of implementation for minimum nurse-topatient ratios. 6. BCNU Vice President Tristan Newby speaks with Vancouver Metro region member Sandra Lee on a panel about members’ experiences with ratios in their units. 7. South Islands region member Julie Duhame asks a question. 8. Christy Simila, Director of Professional Practice for the Oregon Nurses Association, tells conference participants about her state's work to enshrine ratios in law.

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then described how her union organized to defend ratios from a government intent on taking them away. Members showed up at every public opportunity to highlight the issue with the state’s governor. Together, Harradence and Kennedy’s experiences highlighted a message for BC nurses: winning ratios isn't enough – nurses must remain vigilant in protecting them, including through legislation. Nurses' union leaders Linda Silas of the Canadian Federation of Nurses Unions, Janet Hazelton of the Nova Scotia Nurses’ Union, Christy Simila

employers to implement ratios and provide the significant funding required. He described how the union has worked with government and employers to develop, plan, implement and evaluate ratios, but cautioned that none of the progress BCNU has made so far should be taken for granted. “We must continue to educate the public and elected officials about the ongoing importance of ratios,” said Gould. “Everyone needs to understand that this is about better patient outcomes and better working conditions for nurses to help with retention and recruitment – and that this will save the health-care system money in the long term.”

ON THE FRONT LINES

There are still far too many nurses with unmanageable workloads.” BCNU President Adriane Gear

of the Oregon Nurses Association and Darlene Jackson of the Manitoba Nurses Union also shared their insights and encouragement. They discussed how BC’s progress is influencing work in other provinces. Jackson reported that the Manitoba government was tabling legislation that day to enshrine minimum nurse-to-patient ratios in law – the first legislation of its kind in the country. “This is a good news story for everyone in health care,” she said. BCNU CEO Jim Gould described how the union secured agreements from the provincial government and health

The second day of the conference put the focus on front-line experience. Breakout sessions gave participants an opportunity to discuss their experience and help shape the future of ratio implementation. The sessions also reinforced an important point: members need to remain vigilant and help BCNU monitor implementation on the ground. “We had some frustrations,” said BCNU Fraser Valley region member June Ranjit. “Our ratios are supposed to be four patients, but often I’ll walk onto the unit and there’s six or seven patients on my workload.” To close the conference, four members shared their experience working on units where ratios have been implemented. A panel, chaired by BCNU Vice President Tristan Newby, explored the progress members have seen along with the challenges that remain. Newby emphasized that activating ratios in a unit does not guarantee it will always be at ratio. Many members have been asking what to do when

staffing falls below the required level. “Once a unit is activated, nurses have to own the ratios and respond when necessary to hold health employers accountable,” he said.

MEMBERS SHAPE THE NEXT PHASE

The 2026 professional practice conference gave members from across BC an opportunity to learn from each other, examine how ratios are being implemented and discuss what needs to happen next. The province has come a long way in making ratios a reality since the initial ratios agreement in 2023. But implementation is not a one-time event. It is ongoing work that depends on front-line expertise and members who understand their rights and responsibilities when ratios are not being met. That advocacy is already producing results. The new 2025–2029 Nurses’ Bargaining Association provincial collective agreement secured $600 million in funding for the implementation of minimum nurse-to-patient ratios, and includes a memorandum of agreement that opens the door to legislation for ratios here in BC. As ratio policy is put into practice, nurses’ voices from the front lines are key to ensuring they are effective in making health care better for both patients and nurses. Gear closed the conference by acknowledging the complexity of the work ahead and encouraging members to help shape implementation. “We’re all learning as we go,” she said. “It’s important to remember – you know better than anyone what ratios should look like at your worksite. And I want you to know, your union leadership is committed to supporting you every step of the way.”•

UPDATE MAGAZINE • SUMMER/FALL 2026

SUMMER/FALL 2026 • UPDATE MAGAZINE

FEATURE

Three days of debate, decisions and solidarity set the course for what came next

HERE WAS A SENSE AT THIS YEAR’S CONVENTION THAT SOMETHING was different. From April 28–30, more than 500 BCNU members gathered at the Hyatt Regency in Vancouver for the union’s 44th annual convention. Delegates came together to discuss the issues affecting BC’s nurses and make decisions about the union’s future. While convention has always been an important part of the union’s governance, the mood in the room felt more tense this year, with the sense that a pitched battle lay ahead. Convention 2026 opened against a backdrop of a bargaining round that had reached a breaking point. The Nurses’ Bargaining Association (NBA) had been involved in ongoing contract negotiations with the Health Employers Association of BC (HEABC) since

UPDATE MAGAZINE • SUMMER/FALL 2026

AT THE HELM BCNU President Adriane Gear and CEO Jim Gould call for members to participate in a strike authorization vote.

October 2025. In the weeks leading up to convention, those talks stalled, with little to no progress at the table. “After months of negotiating, we weren't getting anywhere with HEABC,” says BCNU President Adriane Gear. “They refused to negotiate benefits, forcing the issue to arbitration. We weren't seeing any meaningful progress on our more than 100 proposals. And on wages, they were refusing to give nurses access to the full mandate, including an added two percent in funding they offered to other public-sector workers.” At the same time, the pressures facing the nursing profession were reaching crisis levels. Nurses continued to report heavy workloads and staffing pressures, regular temporary emergency room closures, increasing workplace violence and safety concerns and the ongoing challenges of recruiting and retaining nurses in Canada’s most expensive province. Faced with limited options, the bargaining committee had declared an impasse on April 20, stepped away from the table and called for members to participate in a strike authorization vote. It was time to get to work.

READY TO ACT

Gear opened the first day of meetings by thanking Nuxalk and Onondaga artist JB the First Lady for welcoming delegates. She also acknowledged that the event was held on the traditional, ancestral and unceded territories of the Musqueam, Squamish and Tsleil-

Waututh peoples. Joined onstage by BCNU CEO and NBA chief negotiator Jim Gould, Gear reflected on a year shaped by action and activism amid growing pressure on a strained health-care system, making it clear that nurses had entered a decisive moment.

A strong strike vote is the ultimate exercise of members’ power.” BCNU CEO and NBA chief negotiator Jim Gould

“When nurses unite, we achieve great things,” Gear said, pointing to the impact of members’ sustained advocacy on issues like violence against healthcare workers. Gear and Gould highlighted efforts to implement minimum nurse-to-patient ratios and emphasized BCNU’s role in advancing, planning and implementing this work, while acknowledging that a gap remains between policy and practice in many workplaces. “The fight for ratios isn’t over,” Gear said. Gould said ratios are beginning to make a difference where they are in

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place, but emphasized they exist within a system still under enormous strain. Short staffing, rising violence and increasing patient acuity continue to undermine workplace safety, compromising recruitment and retention. Gear and Gould cited research and member data to outline the consequences of understaffing for both patients and nurses. Gear said that members feel these pressures every shift, resulting in many considering leaving the profession altogether. They spoke to the workplace violence that remains a central concern for nurses. Gear and Gould shared examples illustrating that violence continues daily in health-care workplaces. Gear reiterated that violence is not part of the job and said BCNU will continue pushing government and employers to take meaningful action to make healthcare workplaces safer. Both leaders emphasized that bargaining had reached a critical juncture. Gould spoke about the transformative history of nurses’ job action in BC and noted that high levels of member engagement and positive survey responses showed that the union was prepared for a potential dispute. He outlined the challenges at the bargaining table, saying the employer had failed to make meaningful progress on key priorities and used arbitration to force changes to benefits rather than negotiating them with the NBA. Gould described arbitrator Vince Ready’s decision earlier in the year to cap massage therapy as a step backward for nurses who rely on them to stay well and stay in nursing. “These benefits are not luxuries,” Gould said. “They are essential.” With little movement at the table and the employer refusing to make the same wage offer to nurses that they

made to other public-sector employees, Gear and Gould announced that a province-wide strike authorization vote would take place from May 8–11. They said the vote reflected the seriousness of the issues nurses face and the need to take action to pressure the employer to return to meaningful negotiations. They emphasized that a strong strike vote was a critical step to demonstrate members’ power and unity. “A strong strike vote is the ultimate exercise of members’ power,” Gould said, adding that it would send a clear message that nurses are united and prepared to act. “We have the collective strength to win what nurses deserve.” Gear and Gould reminded delegates that a strike vote would not mean an immediate strike. Instead, they said a strong strike vote is an essential step in applying pressure at the table. Gear underscored the role members played in bringing the union to this point through their advocacy, solidarity and a commitment to improving care. “This round of bargaining is critical,” she said. “What we do here will have lasting impacts across BC.” The message to members was direct: “Vote YES.”

POLITICIANS TRUST NURSES

After the morning health break, BCNU Vice President Tristan Newby told delegates his 12-year-old son had recently said he wanted to be a nurse. Newby said that his son and the next generation of nurses must have supportive workplaces free from violence and pointed to the union's work on ratios as a key solution. “Ratios are the most effective means to improve health care and the profession,” he said. He said BCNU is calling on the prov-

You don’t need a title to do this work.”

REACHING OUT Vice President Tristan Newby invites all members to take part in speaking with decision makers.

Vice President Tristan Newby

ince to fully implement ratios across all health sectors and to become the first jurisdiction in the world to do so. As the provincial executive member responsible for leading the union’s regional lobby coordinators, Newby highlighted their role in building trust and bringing nurses’ voices and priorities to decision-makers in their regions. He encouraged delegates to join lobby coordinators in engaging with elected officials and championing ratios. “Politicians trust the public,” said Newby. “And they trust nurses. They need to hear about the dangers you face at work and the solutions we’re bringing.” Newby also discussed the union’s work to build bridges with other labour and health-care organizations across Canada. Alongside Gear, he represents BCNU as a Canadian Federation of Nurses Unions (CFNU) board member and is secretary of the Canadian Health Coalition. He said both roles help strengthen BCNU’s close ties to the broader labour movement. “We’re showing that we’re reliable, authentic, valuable and committed to the labour movement,” he said. “We’re seeing the returns.” Newby also oversees the union’s human rights and equity (HRE) advocacy. He said that the union had increased support for HRE caucus and network chairs through leadership

development training and expanded access to funding. He also highlighted a diversity equity and inclusion (DEI) survey intended to make the union’s work more reflective of the diversity of its membership. Newby concluded his presentation with a call for all union members to participate however they are able, whether connecting with people in their community about minimum nurse-to-patient ratios or filling out the DEI survey. “You don’t need a title to do this work,” he said. “We can do this together.”

SETTING THE STAGE

Following Newby, BCNU Provincial Treasurer Sharon Sponton took to the stage and reported that membership growth – roughly 2,000 new full-time equivalent nursing positions – and wage increases had strengthened BCNU’s financial stability in 2026. She emphasized that the union’s finances were robust, with contingency plans in place should additional resources be needed. Sponton is also the chair of the NBA’s provincial job action committee (PJAC) – the elected task force charged with preparing for a potential labour dispute. In addition to the

UPDATE MAGAZINE • SUMMER/FALL 2026

PREPARED Treasurer and Provincial Job Action Committee chair Sharon Sponton outlines BCNU’s job action readiness plan.

financial update, her report focused on how the PJAC was preparing ahead of the strike vote. “I assure you we are very prepared,” she said. “Our working group consists of provincial executives, regional council members, staff and member engagement teams – you’re in good hands and we’ve got this.” Sponton said the group’s expertise had allowed the union to strategically plan job action from an operational perspective. She urged delegates to complete job action modules, attend town halls and stay informed and actively engaged in the process. She framed the moment as a critical opportunity to secure a strong collective agreement and protect the future of nursing. “Our history has shown that a picket line with health-care workers doesn’t last long,” she said. “You’re standing up for yourselves, your patients, your communities and your well-being. Let’s do this for us, and for those who come after us.”

NO DATA, NO CHANGE

BCNU interim Executive Councillor for Occupational Health and Safety and Mental Health Denise Waurynchuk delivered her report next, recognizing the work of occupational health and safety (OHS) representatives, mental health advocates, joint occupational health and safety (JOHS) committee members and enhanced disability man-

agement program representatives. “This room is stronger because of you,” she said. “You support members every day, and you push for change.” Waurynchuk told delegates about progress in BCNU’s northern regions, where increased hazard and incident reporting is improving data collection. She outlined major initiatives underway in the OHS and mental health portfolio, including the Violence. Still Not Part of the Job campaign, Mental Health Awareness Month, North American Occupational Safety and Health Week and new training opportunities for supervisors, JOHS committee reps and members.

If there’s no data, there’s no change.” BCNU Executive Councillor for OHS and Mental Health Denise Waurynchuk

Waurynchuk also unveiled BCNU’s new Shine a Light. Report It campaign, aimed at addressing widespread underreporting of workplace violence, injuries and hazards by educating members on how to report incidents and why documentation is essential. “Many workplace incidents are informally shared, managed quietly or accepted, leaving serious hazards invisible,” said Waurynchuk. “This campaign reinforces that reporting is the foundation of safer workplaces.” She underscored that violence and workplace harm remain a daily reality for nurses, and that too many incidents are normalized or never formally documented.

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“If we aren’t reporting, incidents don’t get captured and trends don’t get identified,” she explained. “If there’s no data, there’s no change.” She urged members to continue reporting hazards and refusing to accept violence as part of the job. Learn more about the Shine a Light. Report It campaign on p. 10.

WE ARE NOT BACKING DOWN

BCNU’s Executive Councillor for Pensions Michelle Sordal wrapped up the morning session by positioning total compensation – including wages and benefits – as a key battleground in the fight to recruit, retain and support the nursing workforce. “Securing the best total compensation for nurses will get them to stick around,” she argued. She warned that any loss of benefits would inevitably drive nurses out of the workforce. Sordal also reported that BCNU connected with 3,700 members through pension workshops over the past year. She explained that pension education TALKING NUMBERS Executive Councillor Denise Waurynchuk explains how data is informing health and safety advocacy.

We are in this fight for our members, and we are not backing down.” BCNU Executive Councillor for Pensions Michelle Sordal

is about helping members appreciate the value of this benefit, whether they are new in their careers or preparing for retirement. Last year, the NBA Retiree Benefit Program (RBP) which provides funding for enhanced retirement benefits and inflation protection for retired nurses, paid out $52.4 million to more than 10,000 retirees, averaging $5,200 each. The NBA Hardship assistance initiative also provided $1.6 million in benefits to 1,053 members facing difficult circumstances. Sordal highlighted a recent survey of members working in long-term care, which found frequent concerns with staffing shortages and insufficient

ratios, with 79 percent of respondents believing they do not have the necessary supports and training to provide care for the population they serve. Sordal finished by returning to the union’s fight for pensions and total compensation. “We are in this fight for our members, and we are not backing down.” After Sordal’s report, delegates enjoyed the annual Year in Review video, before breaking for lunch, with dedicated lunches held for students and HRE provincial chairs. Delegates returned to the plenary in the afternoon for an open forum and question-and-answer session on the leadership reports presented that morning. Debate on the proposed bylaw amendments also began, as delegates turned their attention to shaping the union’s governance and priorities for the year ahead.

THE BUSINESS OF THE UNION

Day two of Convention 2026 largely focused on the business of the union, with delegates debating proposed bylaw amendments and resolutions

THE FULL PICTURE Executive Councillor Michelle Sordal tells delegates to fight for total compensation, including pensions.

and considering issues that will shape BCNU’s work moving forward. See sidebar on page 25 to learn about the resolutions and bylaws passed at convention.

PROVINCIAL ELECTIONS TAKE CENTRE STAGE

With BCNU’s internal elections on the horizon, delegates had an opportunity to hear directly from candidates for the provincial executive committee (PEC) during a question-and-answer session. Candidates for president, executive councillors for occupational health and safety and mental health and pensions outlined their priorities, experience and vision for the union, while

GIVING BACK CYSTIC FIBROSIS CANADA WAS SELECTED BY CONVENTION HOST region, Pacific Rim, as the charity of choice for 2026. Delegates participated in a raffle and 50/50 draw, with members also contributing through an online donation link. Combined with a $2,500 donation from BCNU, these efforts raised $27,582 to support Canadians living with cystic fibrosis (CF). Members’ contributions to Cystic Fibrosis Canada help fund research into new treatments, improve access to therapies and care and advance hope for individuals living with CF and their families.

Learn more about cystic fibrosis and how you can help

CHARITABLE GIVING BCNU President Adriane Gear presents a cheque for $27,582 to Christy Stellato of Cystic Fibrosis Canada on Sept. 9 at the union’s Burnaby office. UPDATE MAGAZINE • SUMMER/FALL 2026

proposed amendments to resolutions. See sidebar on p. 25 to learn more about the resolutions and bylaws passed at convention. FIRED UP Canadian Federation of Nurses Unions President Linda Silas tells delegates that the country's nurses are on their side.

the vice-president and treasurer positions were acclaimed.

CELEBRATING LEADERSHIP

During the second day of convention, Gear presented the union's NU Leader Award to Central Vancouver region member Madelynne Orsini and the Excellence in Leadership and Advocacy Award to Richmond Vancouver region member Annelise Henderson. A registered nurse at Vancouver General Hospital, Orsini was recognized for her work as a skilled steward and steward liaison who advocated for members through grievances and developed orientation resources for new stewards. Henderson, a nurse for over 35 years, was recognized for her longstanding leadership as a steward and regional ratio representative. Gear noted that Henderson had delayed her planned retirement to mentor two full-time stewards in her region, helping them navigate complex contract issues. Both winners received $1,000 and a commissioned crystal artwork inspired by Raven Steals the Light by Haida artist Erik Prytula. The awards provided a moment to recognize the everyday leadership, advocacy and mentorship that strengthen BCNU and the nursing profession. After lunch, delegates returned to the plenary to debate additional bylaw and

NATIONAL SOLIDARITY

Day three of convention brought a powerful address from CFNU President Linda Silas, who delivered a message of solidarity and urged members to come together and fight for what they deserve. Speaking to delegates, Silas highlighted the impact of its recent All In campaign, which reached more than seven million voters during the last federal election with a clear message: support public health care. She said CFNU’s report, Violence Against Nurses in Canada: An Urgent Call to Action, found that six in 10 nurses experienced job-related violence or abuse in the past year. “We’re not here to be beaten up,” Silas reminded delegates, adding that “you are only as safe and powerful as the person standing next to you.” She invited BCNU members to share their experience through a national survey on the changes they want to see in nursing. Turning to the upcoming strike vote, Silas encouraged delegates to participate and send a strong message. “You need to say ‘yes,’” she said, underscoring the stakes and pointing to the role nurses play in delivering care. If government wants to sustain one of the strongest public health-care systems in the country, Silas argued, it must answer to nurses. “We don’t go on strike because we want to. We go on strike because we’re forced to,” she said. Silas reminded delegates about CFNU’s advocacy for nation-wide minimum nurse-to-patient ratios and highlighted their parliamentary peti-

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tions calling for tax relief for nurses and protections for health-care workers in conflict zones. She encouraged members to stand together and fight for a stronger future for public health care. “We need to show up together.” Silas’s remarks were followed by a pre-recorded message from Bea Bruske, president of the Canadian Labour Congress, echoing Silas’ message of solidarity. “The rest of the Canadian labour movement has your back,” she said. “If you have to walk a line, we will be right there with you.”

TAKING OVER THE STREETS

On the last day of convention, more than 500 nurses and allied health-care workers filled the streets of Vancouver, sending a message to government and health employers on the eve of a historic strike vote: treat nurses with some respect. The lunch-hour rally brought together members with allies and union leaders from the BC General Employees’ Union, Health Sciences Association and members from the Hospital Employees’ Union. Silas joined the rally, alongside Janet Hazelton from the Nova Scotia Nurses’ Union (NSNU) and Karen Kuprys, Second Vice-President of the United Nurses of Alberta (UNA). BCNU Vice President Tristan Newby welcomed nurses and allies to the rally, speaking to the importance of solidarity as the profession faces a critical moment. “We are here with one clear message: treat nurses with respect,” Newby said, drawing cheers from the crowd. In her remarks, Gear reflected on the significance of the upcoming strike

BYLAW AMENDMENTS & RESOLUTIONS

We are ready to defend what matters.” BCNU President Adriane Gear

vote, the first such vote in a generation. “Nurses are not taking this lightly,” she said. “This is about achieving a fair contract while prioritizing patient care.” Gear said the employer had rejected most of the NBA’s proposals, which were aimed at addressing workload, workplace violence and occupational health and safety. At the same time, she said the employer was determined to strong arm a reduction to nurses’ massage therapy benefits. “At a time when nurses are holding this health-care system together – and at a time when recruitment and retention are critical – why would anyone think it’s acceptable to take anything away from nurses?” Gear pointed to declining workplace safety, noting that injury claims across the health sector have risen sharply, with psychological injuries tripling in recent years. Gear closed the rally urging members to unite as the strike vote approached. “This is about more than a collective agreement,” she said. “It’s about whether nurses are supported to do the jobs they are trained to do, and whether this profession is treated with the respect it has earned.”

A MATCH HAS BEEN STRUCK

At the end of Convention 2026, one thing had become clear: the coming

weeks would define the future of the nursing profession in BC. “Everything we’ve talked about over the last three days – workload, safety, staffing, respect – has led to this moment,” Gear said. “A match has been struck.” Gear told delegates the May 8–11 strike vote would determine the next phase of negotiations for the NBA collective agreement. “What happens in this vote will send a clear message about the strength and unity of nurses,” she said. “A strong ‘yes’ vote builds real power at the table.” She urged delegates to carry the momentum of convention back to their worksites and mobilize their co-workers. “A strong union depends on members who are willing to show up and engage,” she said. “And this week, you did exactly that. Now we need to bring that energy back to every worksite and every conversation.” Gear’s remarks capped three days of connection, discussion and demonstration, culminating in a rally that drew cheers from hundreds of passersby and unprecedented solidarity from fellow health-care union members. She thanked leaders from the CFNU, UNA, NSNU and union allies for their solidarity in BCNU’s contract fight. “We’re so proud to have all of them on our side,” she said. “Voting ‘yes’ means we are ready to defend what matters.” Gear adjourned convention 2026 by thanking members for their energy and commitment. “This is what ‘Together, We Rise’ looks like.” •

CONVENTION 2026 GAVE DELEGATES an opportunity to shape how BCNU is governed and where it directs its advocacy. Delegates passed an amendment to Article 12.01 adding restorative justice language and affirming BCNU’s commitment to helping members resolve complaints. Delegates also amended Article 8.05 to include stewards with a diversity, equity and inclusion focus among those eligible to serve as convention delegates. An amendment to Article 1 clarified that people in excluded positions with any health employer cannot attend union meetings, hold elected positions or work in temporary or permanent BCNU staff positions. Other bylaw amendments corrected a spelling error, added “alternates” to the list of eligible convention delegates, modernized complaint-process language and increased the merit threshold for assessing complaints. Amendments to Articles 14 and 15 also added language addressing emergency circumstances. Delegates adopted a resolution directing BCNU not to invest funds in companies identified by the United Nations as actively profiting from Israel’s illegal occupation of Palestine. Proposals related to PEC compensation, fossil fuel investments, recognizing antiPalestinian racism, expense deadlines, steward term limits and eligibility for membership in the New and Young Nurses’ Network were defeated. Delegates also referred to council a resolution calling on BCNU to reaffirm its support for the United Nations Declaration on the Rights of Indigenous Peoples and lobby the provincial government to uphold and implement the Declaration on the Rights of Indigenous Peoples Act in its current form.

BCNU’s current constitution and bylaws containing the Convention 2026 amendments is available to view or download at bcnu.org.

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THE PEOPLE

CONVENTION 2026 POSTCARDS

1. BCNU South Fraser Valley region members Queen Idanwekhai and Shingirai Makaye. 2. BCNU Richmond Vancouver region member Marcelina Lidiard with BCNU Central Vancouver region member Mildred Vicente. 3. Members listen to leadership presentations. 4. BCNU Central Vancouver region member Vera Mistry with BCNU South Fraser Valley region member Tash Minwalla. 5. Simon Fraser RCM Roy Hansen, Vancouver Metro RCM Meghan Friesen, Shaughnessy Heights RCM Claudette Jut and President Adriane Gear. 6. BCNU Pacific Rim region member Myra Noga, retired member Laurie Pratt and BCNU Pacific Rim region member Amanda Tkachuk. 7. BCNU leadership award winners Annelise Henderson and Madelynne Orsini. 8. BCNU Shaughnessy Heights region member Gurvir Sekhon speaks at

a microphone. 9. BCNU Central Vancouver RCM Kristina Hernandez with BCNU Central Vancouver region members Rebecca McTavish, Salima Adatia and Victoria Adams. 10. Members vote on a resolution. For a summary of the bylaw amendments and resolutions passed at convention, see sidebar on p. 25. 11. BCNU student nurse members Rayne Atkins, Amielia LeBlanc and Brenna Connop. 12. JB the First Lady welcomes delegates to Convention 2026. 13. More than 500 nurses attend a rally in downtown Vancouver. 14. Executive Councillor for Pensions Michelle Sordal, Treasurer Sharon Sponton, President Adriane Gear and Executive Councillor for Occupational Health and Safety and Mental Health Denise Waurynchuk. 15. BCNU South Islands RCM Caitlin Jarvis, BCNU Shaughnessy Heights RCM Claudette Jut, Executive Councillor Michelle Sordal, BCNU Vancouver Metro RCM Meghan Friesen, and Provincial Treasurer Sharon Sponton. 16. BCNU Vancouver Metro region members Angela Lee, Sherly Mathew and Manny Singh.

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JOB ACTION

A NEW ERA

OF NURSING

POWER he whole world is watching us.” Those words from BCNU President Adriane Gear captured the nervous energy in the room as members of the Nurses’ Bargaining Association (NBA) provincial bargaining committee awaited the results of a province-wide strike authorization vote. Held during National Nursing Week 2026, the May vote capped months of mounting frustrations as the NBA attempted to negotiate a fair collective agreement with the Health Employers’ Association of BC (HEABC). After months of fruitless negotiations, that frustration was boiling over. Through dozens of bargaining sessions, HEABC had still only accepted four of more than 100 NBA proposals – each representing carefully crafted solutions to longstanding issues like violence in the workplace, burnout and unsafe nurse-to-patient ratios. “We weren’t getting anywhere with them,” said Gear. “HEABC refused to offer any substantive contract improvements or commit

UPDATE MAGAZINE • SUMMER/FALL 2026

to funding they’d already agreed to in negotiations with other public sector unions. It was incredibly frustrating.” But when the results of the vote came in, the mood shifted quickly – to jubilation. Over 98 percent of members had voted “yes” to authorize a strike, signaling their willingness to take job action and fight for what they deserve. Even more impressively, more than 50,000 members took part in the vote – a massive turnout that made this one of the strongest strike mandates in Canadian labour history. But this result wasn’t just a ballot count, nor was it just another ordinary step in a long bargaining process. It was a turning point. The vote came to symbolize the unity of BC’s nurses at a critical time. Away from the bargaining table, members had been losing faith in their employer’s willingness and ability to address rampant problems in health care. Nurses have spent years telling the employer what wasn’t working: chronic short staffing, excessive workloads and escalating violence. Despite bringing forward solutions, conditions kept deteriorating. Something had to change. “NBA bargaining used to take place in an atmosphere of collaboration,” recalls NBA chief negotiator and spokesperson Jim Gould. “While collaboration with HEABC can at times be valuable, our experience at the bargaining table was devoid of collaboration. It was a flat ‘no’ to almost everything we proposed.” And now, with a 98.2 percent strike vote in hand, the NBA was ready to lead that change. The strike vote represented a massive shift in the relationship between nurses and their employer. The fight was on.

It’s one of those rare moments when we can all come together for something fair.” BCNU provincial job action committee chair Sharon Sponton

THE ROAD TO JOB ACTION

The strike vote made one thing clear – members had the resolve needed to force change. However, decades of peaceful contract negotiations had left a long gap in the NBA’s experience of planning for job action. That gap needed to be filled quickly. BC’s nurses last walked picket lines in 2001, during a fight over then-Premier Gordon Campbell’s anti-union Bill 15. That legislation tore up health-care union contracts and stripped BCNU members of their right to take job action. In response, BCNU led illegal wildcat strikes at 14 hospitals across the province. Before that, a 1989 strike saw a non-nursing duty ban after the employer tried to strongarm concessions during contract negotiations. Some 94 percent of members voted to strike and picket lines went up at 69 facilities in the weeks that followed. These two major job actions in 1989 and 2001 showed that nurses were willing to do what it takes to achieve a stronger contract. But BCNU now had gone a long 25 years without any job action practice – and most of the nurses with on-the-ground experience in those two conflicts had since retired. The union needed a plan. Provincial job action committee (PJAC) chair Sharon Sponton started building that plan immediately after the committee was

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continued on page 34

UNSHAKEABLE More than 98 percent of NBA members voted “yes” to authorize a strike, with a turnout of over 50,000 members.

UPDATE MAGAZINE • SUMMER/FALL 2026

MAKING HISTORY BCNU President Adriane Gear speaks to media at BC nurses’ first picket line in over 20 years at Vancouver General Hospital on July 7. Left to right: Hospital Employees' Union President Barb Nederpel, Provincial Job Action Committee (PJAC) member Tannis Keteca, PJAC chair Sharon Sponton, BCNU Central Vancouver regional council member Kristina Hernandez, BCNU President Adriane Gear and Nurses' Bargaining Association bargaining committee member Tracy Gadsby.

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continued from page 30

elected at BCNU’s 2025 convention. Sponton and her PJAC colleagues began planning sessions in the summer of that year, then held bi-weekly meetings to update BCNU’s blueprint for job action, forecast potential job action scenarios, troubleshoot issues and launch online education modules to fill members in on their role. It was a big job. But it was one that members of the committee felt compelled to do. “There’s a deep sense of collectivity and solidarity in this work,” says Sponton. “It’s one of those rare

moments when we can all come together for something fair. It can be incredibly motivating and meaningful.” The committee also enlisted the help of BCNU’s regional leadership to prepare members for what might come.

We know this strike vote had an impact at the table.” BCNU President Adriane Gear

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In PJAC member Gina Neumann’s region, a picket drill helped work out the kinks in their local job action plan and get members fired up. “We set up a picket line and went through every possible scenario: What do you do if you work from home? Where do members park? What forms do they need?” For Neumann, the drill was not only successful from a planning perspective, it showed her that her region had the right attitude for successful job action. “The mock strike was incredibly well received. It was the highest-rated event at our annual general meeting.” Meanwhile, at the BCNU provincial

office in Burnaby, staff were doubling down on efforts to have everything in place for job action, printing signs and other materials, setting up phone bank workstations and a command centre and ensuring the regions had what they needed to support members on the ground.

A TURNING POINT IN NEGOTIATIONS

While the PJAC laid the groundwork for job action, the 98.2 percent strike vote did what it was designed to do – it forced the employer back to the bargaining table. When the NBA provincial bargaining

committee returned to negotiations after the strike vote, they immediately noticed a change in the employer’s willingness to move on key items. “Discussions felt more constructive than they were earlier in bargaining,” said Gear. “We know this strike vote had an impact at the table.” That tone shift at the table enabled both sides to reach agreement on several critical items, including a general wage increase of 12 percent over four years, increases to premiums and benefits and significant additional funding for minimum nurse-to-patient ratios, alongside other contract improvements. After a marathon week

of bargaining, including 22-hour long sessions at the table, the committee reached a tentative agreement in the wee hours of May 21. As Gear observed, the employer’s changed demeanor at the table came down to one thing – members demonstrated they were willing to act. “Make no mistake, every member played a role in reaching this moment,” she said. “This tentative agreement was not handed to nurses – they fought for it.” The bargaining committee then spent the next several weeks familiarizing members with the deal, traveling

GETTING INFORMED Hundreds of BCNU activists gathered in Prince George on May 26 for a Ratification Summit. Participants heard from the NBA bargaining committee and experts about the details of the contract.

UPDATE MAGAZINE • SUMMER/FALL 2026

FULL STEAM AHEAD BCNU provincial office in Burnaby served as strike headquarters as the NBA bargaining committee pushed the employer to offer a fair contract.

to Prince George for a Provincial Ratification Summit with union activists and holding townhalls in Victoria, Vancouver, Langley and Kelowna alongside multiple virtual events. Despite the distance travelled, both around the province and at the bargaining table, for many nurses, the tentative agreement fell short. In a ratification vote held from June 15–19, 67 percent of members who participated voted to reject the tentative agreement. It was a clear signal to negotiators on both sides of the bargaining table that nurses weren’t willing to put up with chronic understaffing, increasing workloads and scope, workplace violence, burnout and a health-care system that continued to ask too much from those providing care. It also showed the depth of solidarity members had built – and how far they were willing to go to fight for what they deserve.

ON THE BRINK

Armed with a mandate from the membership to ask for more, the NBA bargaining committee returned to the table with HEABC, again pushing for wage increases higher than the

We weren’t getting anywhere with the employer. They refused to offer any substantive contract improvements. It was incredibly frustrating.” BCNU President Adriane Gear

mandate the province had set for all public sector bargaining associations and other items not included in the tentative agreement. The employer was willing to continue talking, but the key issues driving members toward job action remained unresolved. After a renewed attempt at bargaining, the gap between what nurses were asking for and what the employer was prepared to offer remained too wide to close through discussions alone. The NBA moved quickly, advising the PJAC and BCNU council that job action was needed to accomplish the change members needed to see. On

36 SUMMER/FALL 2026 • UPDATE MAGAZINE

June 29, BCNU issued 72-hour strike notice to employers, leaving open the opportunity to return to the bargaining table if the employer was willing to do what it would take. But given the months of back-andforth and a government-issued bargaining mandate that left no room for further improvements, what happened next was inevitable. On July 2, BCNU began a province-wide non-nursing duties ban and overtime restriction. Members in all corners of BC refused to take on tasks unrelated to direct patient care, like making beds, answering phones and portering patients.

The overtime ban also now required the employer to request any overtime shifts directly from the union – enabling BCNU to capture hard data on overtime statistics that the employer previously kept hidden. Requests for overtime began pouring into the union office immediately – over 30,000 hours’ worth in the first few days. More than 90 percent of overtime hours throughout BCNU’s job action were requested just to fill to baseline staffing levels, with more than 400,000 hours requested during the whole period. For years, nurses knew that their overtime hours weren’t just a backup plan for occasional increases in demand or temporary staffing shortages – they were the staffing plan. Now, for the first time, BCNU had the data to prove it.

ON THE LINE

Job action quickly escalated after the non-nursing duties ban and overtime restriction. On July 7, a picket line went up at Vancouver General Hospital – the first in 25 years. Members at Surrey Memorial Hospital and the Jim Pattison Outpatient Care and Surgery Centre joined soon after on July 9, followed by Victoria General Hospital,

Nanaimo Regional General Hospital, South Island Surgical Centre, Centre Island Surgical Centre and Royal Jubilee Hospital. In total, seven health-care sites held picket lines, while members maintained the non-nursing duty ban and overtime restriction across the province. But they did so under considerable strain. Almost immediately, employers reacted to the non-nursing duties ban with a campaign of harassment, bullying and coercion. Managers cajoled members, threatened their nursing licences and otherwise attempted to intimidate them into continuing to perform banned non-nursing duties. “We heard outrageous things from members taking part in our lawful job action, like being told they would face discipline for refusing to make beds,” said Gear. “You cannot depend on nurses to hold the system together every day while threatening them for advocating for themselves.” After receiving over 5,000 reports of employer backlash, BCNU launched an unfair labour practice application at the BC Labour Relations Board. At the time of writing, this application is still ongoing as BCNU continues to fight for members’ rights to lawful job action.

Members at locations without picket lines held rallies across the province, in places like Prince George, Kelowna and Trail to fight back against employer intimidation. In every corner of the province, members turned up, spoke out and showed the employer what BC’s nurses are made of.

ALL BATTLES BIG AND SMALL

After months of bargaining, a rejected tentative agreement and weeks of job action, it became clear that the parties would not be able to reach a negotiated settlement. On July 10, the provincial government announced the appointment of special mediators Amanda Rogers and Vince Ready to resolve the NBA’s dispute with HEABC. In a gesture of good faith, picket lines came down on July 14 after mediation began, while the non-nursing duties ban and overtime restriction remained in place. On July 24, Rogers and Ready issued recommendations, which included the use of binding arbitration to resolve the outstanding wage dispute. The NBA provincial bargaining committee made the difficult decision to accept the recommendations. BCNU council

UPDATE MAGAZINE • SUMMER/FALL 2026

We have pushed the issues further than they have been before because nurses across this province came together, stayed united and refused to accept the status quo.” BCNU President Adriane Gear

endorsed the decision, and the PJAC called an end to job action that evening at midnight. For many members, that decision has been difficult to accept. Nurses entered this round of negotiations with high hopes for improvements and significant changes to their workplace. And on many of these items, the new NBA contract has crossed a meaningful distance – there are new provisions for occupational health and safety, increases to premiums, improvements to benefits like vision care and mental health supports and an agreement to fund the ongoing implementation minimum nurse-to-patient ratios. But for many members, it wasn’t enough. After everything they have been through, many wanted more. “That frustration is real, and it is fair,” says Gear. “None of us believes the health-care system will be transformed overnight. But we have pushed the issues further than they have been before because nurses across this province came together, stayed united and refused to accept the status quo.” That challenged status quo is perhaps

the strongest achievement of this historic job action. For years, BC nurses and their employers had negotiated contracts in a calmer atmosphere. A relationship of collaboration had developed when both parties came to the table in a spirit of cooperation. This round showed what happens when that relationship stops delivering results. Nurses voted overwhelmingly to strike. They rejected a tentative agreement. They took job action across the province. They stood together in the face of employer pressure. And they forced the employer and the government to confront problems nurses have been raising for years. While the picket lines came down, the fight is not over.

WHAT’S NEXT

Alongside binding arbitration, the recommendations also created two important new opportunities: comprehensive reviews on violence in health care and on non-nursing duties. The union’s unfair labour practice application over employer harassment and intimidation during job action is ongo-

38 SUMMER/FALL 2026 • UPDATE MAGAZINE

ing at the BC Labour Relations Board, and BCNU will continue to pursue justice for members who took part in lawful job action. For years, nurses have been telling their employer what is happening in their workplaces. They have talked about violence, workloads and being pulled away from nursing to do work that should never have landed on their shoulders in the first place. Now, members have another opportunity to put those experiences on the record and push for meaningful change. In all, BCNU’s 23-day job action was the longest nursing strike in BC’s history and the second longest in Canadian history. It ended a long period of labour peace in nursing that, despite the gains made in previous contract rounds, had nonetheless seen working conditions worsen, injuries and violence escalate and ERs experience rolling closures throughout the province. “If members maintain the solidarity and determination they have built, the new contract will not be an ending,” says Gear. “But it can be a beginning.” •

WHEN NURSES SAY NO Job action data exposes over-reliance on overtime and non-nursing duties Along with walking off the job, the NBA’s overtime restriction and non-nursing duties ban put pressure on the employer while revealing just how much our health-care system relies on nurses working beyond their regular duties.

For the first time, BCNU captured data on the overtime hours the health-care system needs just to function and the pressure employers put on nurses to perform non-nursing duties.

OVERTIME During job action, employers had to request overtime hours directly from BCNU. The requests demonstrated how heavily employers rely on overtime just to maintain baseline staffing. 486,000 hours of overtime were worked across BC’s health-care system.

486,000 hours

45,776

91%

nurses were needed to cover overtime requests

of overtime were worked across BC’s health-care system

Uneven demands

of requests were to cover baseline staffing needs – not unexpected or additional demand OT hours by employer

Every health authority requested overtime during job action, but the number of hours varied widely. Fraser Health alone accounted for nearly half of all overtime hours.

Fraser Health

223,456

Interior Health

94,354

Vancouver Coastal Health

78,918

Providence Health

25,576

Island Health

24,552

PHSA

24,285

Northern Health

15,024

NON-NURSING DUTIES During the NBA’s non-nursing duties ban, members reported employers attempting to harass, coerce and intimidate nurses taking part in lawful job action. BCNU is using these reports in an unfair labour practice complaint with the BC Labour Relations Board.

Most reports by health authority

5,931

reports of employer harassment and intimidation

Northern Health Fraser Health Interior Health Island Health Vancouver Coastal Health

1,381 reports 1,296 reports 1,079 reports 931 reports 718 reports

BCNU also tracked the non-nursing duties members were asked to do most frequently. These tasks topped the list:

Clerical

Equipment quality checks

Housekeeping/ Cleaning

Portering

Stocking

UPDATE MAGAZINE • SUMMER/FALL 2026

THE PEOPLE

JOB ACTION 2026 POSTCARDS 1. Canadian Federation of Nurses Unions President Linda Silas speaks in front of picketing members. 2. Members in Trail, Kelowna and Prince George held rallies to push back against employers attempting to intimidate members taking lawful job action. 3, 5, 10 & 13. BCNU members didn’t hold the line alone. Members of other unions, people from the community, patients and even some pups barked their support to picketing workers. 4. Members take part in a picket line outside of Surrey Memorial Hospital on July 9. 6, 8, 11, 12, & 15. Picketers got creative – crafting

40 SUMMER/FALL 2026 • UPDATE MAGAZINE

signs that were hilarious, heartfelt, picturesque and poignant. 7. Members participate in a picket line at Nanaimo General Hospital on July 13. 9 & 16. A party atmosphere kept the picketers moving at the Vancouver General Hospital picket line on July 8. 10. BCNU President Adriane Gear speaks to the crowd at a picket line at Nanaimo General Hospital on July 13. 14. BCNU Vice President Tristan Newby stands with BC Federation of Labour Secretary-Treasurer Hermender Singh Kailley at a Vancouver General Hospital picket line on July 8.

15 16

UPDATE MAGAZINE • SUMMER/FALL 2026

MY JOURNEY

INTERNATIONALLY EDUCATED NURSES

STARTING OVER Each new start brought new adventures for Adeline Vinola and her family – and the need to prove herself again

ACROSS BORDERS Internationally educated nurses like Adeline Vinola bring broad experience that Canada’s credentialling system renders invisible.

NURSING, FOR ADELINE Vinola, begins with tender childhood memories in Tamil Nadu, India, where she used to accompany her aunt to hospitals and watch her care for patients as a nurse. She remembers feeling eager as a child, wanting to be “strong enough” one day to care for patients too. This sense of purpose and connection to nursing has carried Vinola as she pursued nursing

education and practice around the world.

TENDING TO WEBS OF CARE

As a registered nurse for nearly 23 years, Vinola has built a career spanning three continents. She is a proud graduate of one of the most renowned health-care institutions in India, Christian Medical College in Vellore, where she also began her nursing career specializing

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in community nursing and medical surgical units. After three years, she relocated to Abu Dhabi. There, over the span of 14 years, Vinola progressed from working as a bedside nurse to becoming a leader in nursing education and simulation – all while also beginning her journey as a mother. With the onset of the COVID-19 pandemic in 2020, Vinola wanted a more stable future for her children and made the difficult decision to move to the UK.   In the UK, Vinola started her career again as a nurse for Manchester University’s NHS Foundation Trust, where she began at the bedside and later became a clinical research nurse, leading clinical trials and facilitating simulation drills. In the pursuit of a better future for her family, in 2023 Vinola attended an information event about becoming a registered nurse in British Columbia organized by Health Match BC. For Vinola, starting over was a risk worth taking. “I was thinking a lot about my age, like, is this appropriate for me to move to a different country at this age? Taking all the challenges?” “But then I said, no, I’m

going to move forward.” Beyond professional barriers, moving countries with her family made Vinola’s transition more challenging. “It was a challenging phase for me and for my kids because my kids’ schooling was completely different,” she says. After moving to Canada, she was balancing orientation training, competency preparation, finding housing, supporting her children with school enrollment and her husband with finding employment. “It was a big challenge for all of us as a family.” For many, the journey of nursing abroad is often one that families take together. The decision to practise nursing globally is one that internationally educated nurses (IENs) make with, and in support of, their families. These relationships are lifelines for IENs’ wellbeing. In designing supports for these nurses, health-care organizations should also consider their relationships, who they support and are supported by, both in their countries of origin, and those that migrate with them to Canada.

BEYOND BORDERS

When Vinola moved to Vancouver in March 2024, despite her extensive work experience, the journey to become licensed and

registered to practice in Canada still brought unique challenges. “I have mixed feelings,” she says. She felt confident, but also nervous with the “fear of starting in a new country” and “not knowing enough about how nursing is practiced in an unfamiliar health-care system.” For IENs, each migration comes with the struggle of proving competency, navigating unfamiliar systems, rebuilding professional confidence and learning how to advocate for themselves in new environments, often many times over.   Globally, nursing is a profession composed of multiple traditions, clinical cultures and ways of knowing. Competence for IENs is cultivated through practicing in many different contexts rather than along one prescribed route based on where they obtained their nursing education. For both IENs and Canadiantrained nurses, parts of the journey may occur in different locations, but for the internationally educated, those locations stretch across borders and longer spans of time. For Vinola, one of the biggest adjustments was learning to feel confident in speaking up, asking questions and expressing her professional judgment. Migrating from the

UK, her transition to practicing as a nurse in Canada was expedited but still required selfadvocacy. The competency assessment to become licensed and registered in Canada overlooked Vinola’s experience practicing nursing in English both in the UK and in the UAE. She was disheartened by the responses that her nursing education in India was not “comparable” to Canadian standards of

“consider their experience and the country where they are currently working, because that helps them a lot. You’re looking only into the education, but after completing their education, they may be working elsewhere.” Her path illustrates how the complexity of global nursing careers does not neatly fit into the existing limits of registration pathways in BC.   She believes more

“The first thing that I want to say to every IEN is: you’re not alone.” Adeline Vinola

nursing and that she had to first complete the computerbased exam and travel to BC to complete the simulation exam to prove competency. Nervous about the cost and uncertainty of this process, Vinola advocated for herself, contesting the decision on the registration pathway she had been assigned. “The minute they saw my email, my file was immediately transferred to the BC College of Nurses and Midwives. And then overnight, I got a decision saying that I got a provisional registration.” Vinola argues that for IENs, competency assessments should

recognition of nurses’ professional mobility could reduce unnecessary barriers for internationally trained professionals who have gained experience in multiple health-care systems. The careers of IENs are marked by continual learning and reinvention, requiring resilience, flexibility and the ability to build trust in new teams and communities while carrying forward the responsibilities of caregiving in their professional and personal lives. What distinguishes their journey from that of many Canadianeducated nurses is not the quality of their education, but the dynamic nature of

their experience. IENs’ nursing career trajectories are shaped by travelling through transnational health-care systems and cultures, fostering an understanding that there is no single “correct” way to become a nurse or to practice nursing. They continuously embody cultural humility through a global vision of the profession which recognizes that multiple worlds of nursing knowledge and practice co-exist, each rooted in its own social, cultural and institutional context.

IT TAKES A VILLAGE

Having been in Canada for more than two years now, Vinola notes that she feels empowered working as a registered nurse at Vancouver General Hospital’s leukemia bone marrow transplant unit.   “Even with 20 years of experience, starting in a new specialty, in a new country, getting adjusted to the new health-care routine – I was kind of scared,” she says. “Like, you feel something is right, but are you confident enough to express that? That took a while for me.” Vinola built that confidence through nurturing relationships at work. Her experience highlights a point raised in a Canadian Federation of Nurses

UPDATE MAGAZINE • SUMMER/FALL 2026

Unions 2025 report, Bolstering Pathways to Practice: Empowering Internationally Educated Nurses in Canada. According to the report, successful integration of IENs requires wrap-around supports. Integration requires mentorship, orientation and opportunities for nurses to build confidence in Canadian health-care settings. “The main form of support that I experienced here is BCNU,” Vinola says. “I’m so thankful because I have not seen such a strong union in my professional life.” “In terms of fighting for our rights, expressing what we feel is right, attending workshops, getting yourself

updated, having separate workshops for IENs, having stewards in your hospital and having representatives coming and checking in on you – with these kinds of support, I feel like BCNU is doing a great job.” She also credits IEN nurse educators at her hospital for helping her feel comfortable and safe in asking questions about both clinical expectations and cultural aspects of nursing that cannot be standardized. They affirmed to Vinola that asking questions was not a sign of incompetency, but rather an expected aspect of nursing education, especially where nurses are learning to practice in new specialties.

their struggles are shared. Vinola offers a simple message to all new IENs. “The first thing that I want to say to every IEN is: you’re not alone. There have been many people before you, and there are many people waiting after you. And you are going to be an inspiration.” She acknowledges that the GIVING BACK TO BE THE CHANGE process can be difficult but persistence matters. Despite the challenges, “Please do not give up. Vinola says the support This is achievable. Although she received helped transthe road is hard, please form the experience from overwhelming to achievable. remember that you are going to have a great impact She now offers that same in your environment, and support to other IENs by speaking at workshops, dis- you’re bringing hope to the cussing her experiences and people around you. It’s not easy, but it’s worth it.” • reminding newcomers that “They provided me with all the information about the workshops that I could attend, where I learned the nursing routine in Canada, what I can do, what I cannot do, what I need to follow, where I have to refer to and if I have concerns, how do I escalate that.”

REPRESENTATION

MATTERS

Human Rights and Equity Caucus and Network Regional Elections Province-wide elections for BCNU’s human rights and equity (HRE) caucuses and network regional representatives take place in December 2026. To vote or to run for a regional representative position, members must self-identify with the relevant caucus or network on the BCNU Member Portal. Only members who self-identify before nominations close are eligible to vote.

In di

le rc

eadersh us L ip no Ci ge

MOSAIC OF COLOUR

SENIOR 44 SUMMER/FALL 2026 • UPDATE MAGAZINE NURSES’ N E TWOR K

Watch for more HRE elections details at bcnu.org.

HUMAN RIGHTS & EQUITY STRONGER TOGETHER

EQUITY ORGANIZERS BCNU Central Vancouver region Men in Nursing network rep Xavier Yee and 2SLGBTQ+ caucus rep Gurneet Kaur Tatla organized a survey with other human rights and equity reps in their region to gather nursing perspectives on equity, inclusion and cultural safety.

EQUITY INSIGHTS Central Vancouver region survey engages members in a dialogue on equity, inclusion and cultural safety THIS SPRING, BCNU members at Vancouver General Hospital nursing stations, staff lounges and break rooms came across hundreds of brightly coloured plastic easter eggs inviting them on a journey of reflection. Inside each egg was a slip of paper with the question “what does an equitable, inclusive and culturally safe workplace look like to you?” A QR code led to a survey, where participants could share their thoughts and experiences. The survey was the centrepiece of the BCNU

Central Vancouver region’s Spring Equity Egg Hunt, a member engagement initiative led by the region’s 2SLGBTQ+ and Mosaic of Colour caucuses along with the New and Young Nurses and Men in Nursing networks. BCNU proudly supports four human rights and equity (HRE) caucuses and three networks, which are active across all of the union’s 16 regions. These groups contribute to creating more just and equitable workplaces and a union that is safe and welcoming for all. The Spring Equity Egg

Hunt survey is just one example of this work. The results were analyzed and used to develop a series of recommendations for health employers to effectively support and advance workplace equity (see sidebar on p. 44). Gurneet Kaur Tatla (pronouns: she/they) is BCNU’s Central Vancouver 2SLGBTQ+ caucus rep. She says the collaborative spirit of the initiative reflects the collective solidarity at the heart of equity organizing. “Our members can identify with different communities and have very different lived experiences,” they note.

“Working together gave us a chance to bring those different perspectives into one space where people could feel supported, respected and included.” There was also a practical benefit to organizing the event together. By pooling their budgets, the HRE reps increased their capacity to make a larger impact. “It allowed us to do something bigger, better and more fun for the membership,” says Xavier Yee, BCNU Central Vancouver region’s Men in Nursing Network rep. The collaboration was rooted in a shared goal:

UPDATE MAGAZINE • SUMMER/FALL 2026

10 LESSONS ON WORKPLACE SAFETY VANCOUVER GENERAL HOSPITAL MEMBERS’ survey responses gathered through a Spring Equity Egg Hunt activity provided a wealth of experiences that revealed 10 important lessons on equity, workplace safety and more inclusive workplaces. 1

Practising respect in everyday interactions is foundational to equity work.

Cultural safety is both a practice and a workplace environment.

Psychological safety is not simply the absence of fear, but the presence of support.

4 Equitable workplaces are not possible if people don't have the resources or capacity to do their jobs safely. 5 Treating everyone the same isn't always fair. Equity asks what each person needs to feel safe and included at work. 6 Inclusive environments allow people to feel safe and comfortable in expressing who they are. 7

Equity is shaped, built and bolstered in every shift and in everyday interactions with co-workers.

8 Equitable work environments require individuals and organizations to create opportunities for continuous learning and reflection. 9 Inclusive communication styles help people feel heard and affirmed in knowing that what they have to say matters. 10 Equity work cannot depend entirely on individual nurses or teams. Leaders must be willing to listen, act and be accountable for what changes.

46 SUMMER/FALL 2026 • UPDATE MAGAZINE

creating a playful, interactive and accessible way for members to share their vision of a safe workplace and reflect on questions of diversity, equity and inclusion in the nursing profession.

A STORY IN EVERY EGG

The reps were impressed by the survey response that saw 436 anonymous entries, 223 of which provided substantive data for analysis. The responses showed that most nurses possess a strong conceptual understanding of equity, inclusion and cultural safety. One of the clearest findings was the importance of respect. Participants consistently identified respect as foundational to creating inclusive and culturally safe workplaces. Tatla says this finding highlights how equity is experienced through everyday interactions, not just policies and programs. “What stood out the most was how often people came back to something as simple as respect,” she remarks. “We talk about equity, inclusion and cultural safety in a lot of different ways, but when members had the opportunity to tell us what that actually looks like to them, so much of it came back to how they are treated in their everyday work. "Feeling respected, being able to speak up, being heard and feeling like they belong were all important.”

Those relational dynamics, however, are shaped by broader structural conditions. Staffing levels, workload demands and system pressures were frequently identified as critical structural barriers to achieving equitable and culturally safe workplaces. “I was surprised by how much staffing, workload and working conditions came up in the responses,” Tatla remarks. The findings underscore that equity work cannot stop at education and awareness. Members also identified the importance of adequate resources, safe workloads, supportive working conditions and leadership that listens and acts. “Having a fair workload, feeling safe to raise concerns and having the right supports and resources are also part of what an equitable workplace looks like,” says Tatla. For the organizers, the survey demonstrated the value of member-driven engagement initiatives in informing organizational and union priorities. The findings offer lessons for building safer and more inclusive workplaces, while the full survey report includes recommendations for health employers. “The biggest takeaway from this experience was how much our members had to say when we created a fun, interactive and accessible way for them to share their experiences and ideas.” •

COUNCIL PROFILE HERE’S WHO’S WORKING FOR YOU

READY TO LEAD The 2026–29 term sees many returning council members and several new faces too EVERY THREE YEARS, BCNU holds province-wide regional elections for all of the positions that make up the union’s 16 regional executives. At the same time, the union holds an election for the five-member provincial executive committee. Together with the elected regional council members (RCMs), the committee makes up BCNU’s 25-member provincial council – the union’s top governing body.

ORIENTATION DAY This year’s BCNU elections resulted in eight new regional council members on the union’s 25-member provincial council. These newly elected members join re-elected incumbents. From left: Simon Fraser region’s Todd Decker, Pacific Rim region’s Rachel Kimler, South Islands region’s Laura Martin, East Kootenay region’s Denise Nelson, Thompson North Okanagan region’s Patricia Cameron, Okanagan Similkameen region’s Jennifer O’Brien, Simon Fraser region’s Nicholas Landstrom and Coastal Mountain region’s Genevieve Dallimore.

These one-member, one-vote elections are a reflection of the democratic values BCNU is built on. RCMs are the leaders of their regions. They oversee

local union activities and chair regional meetings, which are open to all members and usually held three times a year. This April, BCNU members

elected eight new RCMs, who began the 2026–29 term on Sept. 1. They are joined by returning RCMs and members elected to the provincial executive committee. •

A FOND FAREWELL This year BCNU said goodbye to many regional council members who will no longer be serving on the union’s governing body. Some are retiring, while others will continue to be active on their regional executives. BCNU thanks them for their dedication to the nursing profession and for stepping up as leaders in our organization. From left: Simon Fraser region’s Frank Martens, Provincial Treasurer Sharon Sponton, South Islands region’s Leanne Robertson-Weeds, Simon Fraser region’s Roy Hansen, Pacific Rim region’s Deidre Knudson, Simon Fraser region’s Wendy Gibbs, Coastal Mountain region’s Angela Crawford, East Kootenay region’s Carly Vanderhart and Thompson North Okanagan region’s Leah Takats. UPDATE MAGAZINE • SUMMER/FALL 2026

NEW FACES ON COUNCIL Learn more about BCNU’s eight newly elected regional council members.

PATRICIA CAMERON Thompson North Okanagan

GENEVIEVE DALLIMORE Coastal Mountain

PATRICIA CAMERON IS GRATEFUL FOR ALL the experiences that led her to the profession. “I was certain I would have a career in public relations,” she recalls. “So I initially pursued education in business and PR after high school. Eventually, I discovered a passion for mental health – and then for nursing.” Cameron graduated from nursing school in 2008 and quickly became active as a steward in the Union of Psychiatric Nurses, which merged with BCNU in 2014. “I value the opportunity to connect with people,” says Cameron when asked what she likes most about being a nurse. “Building relationships has been one of the things I’ve valued most in every nursing role I’ve held. Those connections allow us to make a difference during some of the most difficult moments in a person’s life.” Cameron’s relationship-building skills served her well in her role as a BCNU Enhanced Disability Management Program representative from 2021–26, where she supported members navigating illness, injury, accommodation and return-

to-work processes. Prior to this, she worked for many years in a community role at Kamloops Mental Health and Substance Use. Cameron was first elected to the Thompson North Okanagan regional executive in 2014 as a communications secretary. Her other regional executive positions include professional responsibility advocate and health and safety rep. She was inspired to run for council for the opportunity to advocate for members on a broader level and help ensure the realities nurses face in her region are reflected in provincial discussions and decisions. She says her experience supporting members individually also showed her how frequently their particular challenges are connected to larger systemic issues. “Running for council felt like an opportunity to help address both,” she explains. She aims to create a working environment where everyone feels supported in their role, information and expertise are shared and honest conversations can happen with respect and compassion.

GENEVIEVE DALLIMORE SAYS SHE’S GAINED significant respect for many BCNU leaders and advocates she’s worked with since becoming active in the union. “Their passion for advancing the rights of our membership, their commitment to nurses’ occupational health and safety and their willingness to fight for these issues at every level of government is incredibly inspiring,” she remarks. It was this inspiration that led her to run for council. “I hope to continue learning from these leaders and develop the ability to lead with that same passion, courage and commitment,” she adds. Dallimore also brings her own leadership experience to her new role. A public health nurse with certified practice in STI and contraceptive management, Dallimore began nursing in 2006 and worked on a child/youth team before her election to council. She became a BCNU steward in 2013 and was first elected to her regional executive in 2017, serving two terms as a professional responsibility advocate before being elected to the health and safety rep role in 2023. Nurses’ occupational health and safety is top of mind for Dallimore.

“It is incredibly frustrating to see violence become so commonplace that it feels like an expected part of the job,” she says. “And it becomes even more frustrating when nurses raise concerns, and the focus then shifts to ‘what could the nurse have done differently?’ rather than addressing the systemic issues that allowed the situation to occur.” She looks forward to seeing the impact of the recently negotiated Appendix XXX (weapons screening pilot) in the Nurses’ Bargaining Association contract while she works to ensure that the experience and priorities of all BCNU members are heard. “Nurses are highly educated professionals,” she says. “We carry tremendous responsibility, and yet continue to fight for the recognition, respect and safe working conditions that we deserve.” Over the next three years, Dallimore hopes BCNU members feel more connected to their union and, most importantly, they feel that they are not facing difficult situations alone. “At the end of my term, I hope I can look back and know that I showed up, listened and made a difference for our members.”

48 SUMMER/FALL 2026 • UPDATE MAGAZINE

TODD DECKER Simon Fraser

RACHEL KIMLER Pacific Rim

NICHOLAS LANDSTROM Simon Fraser

ADVOCATING FOR CHANGE HAS BEEN A big part of Todd Decker’s nursing journey. “I heard a desire for change from many members within our union,” he says when asked why he ran for his position on council. “Wanting change isn’t a sign of division,” he says, “but a sign that our members care deeply about the future of our union, our working conditions and our collective strength.” Decker began nursing in 2004. He says that making positive connections with his patients and being part of their journey is the most rewarding part of his work – while disliking the

chronic understaffing and moral distress that too often comes with the role. As he begins his term, Decker says he plans to advocate for grassroots change and to be visible to the membership at their workplaces. “Nurses are the relentless caretakers who show up on our darkest days, offering unwavering skill, empathy and courage,” he says. “BCNU empowers these frontline heroes by fighting fiercely for safe working conditions, fair compensation and critical nurse-to-patient ratios that save lives. Our members are the union, and they deserve to feel supported every day so they can care for their patients.”

RACHEL KIMLER’S FACE WILL BE FAMILIAR to quite a few BCNU members. She may be starting a new term, but she is certainly not new to union leadership. Kimler served as the Pacific Rim RCM for two terms, from 2017–23. “I was inspired to put my voice to some good again,” she says when asked why she decided to run this year. “When I held the role previously, it was one of the best jobs I ever had. I’m now refreshed, with four years back [at the bedside] providing patient care and I am ready to do it again.” Kimler worked as a corrections officer before she began nursing in 2006. She became a BCNU steward in 2008 and was first elected to her regional executive in 2010,

where she served in various roles, including professional responsibility advocate, senior review committee rep and communications secretary. “The true power of any union comes from solidarity,” says Kimler. “BCNU is a collective of individual voices coming together to transform health-care work environments. This collectivism has enabled BCNU to achieve monumental initiatives like minimum nurseto-patient ratios that protect our profession and elevate patient care throughout the province and beyond.” Kimler says she plans to use her term to support the implementation of ratios across the province to improve patient care and the nursing experience.

NICHOLAS LANDSTROM DECIDED TO RUN for a position on council after strong encouragement from friends and colleagues. He says he also saw the opportunity for positive change and innovation in the union. “I want to bring representation and a perspective that aligns with today’s realities and workforce.” Landstrom worked for a bank as a financial services manager before he began nursing in 2020 and has since worked in general surgery at Burnaby and Royal Columbian hospitals. He enjoys combining clinical expertise with meaningful human connection. “Nursing is a science and an art,” he says. Landstrom previously served as communications secretary on his regional executive, but says he supported BCNU well before

joining the membership, and believes in the union’s mission, vision and values. He’s also been supported by the union since becoming a member. “BCNU has helped me professionally. It is the voice of nurses, and the leading model for nursing advocacy and advancement of the profession,” he says. “We continue to set and raise the bar for other organizations to follow.” Over the next three years, Landstrom plans to promote unity, both within his region and among other BCNU regions and the province. “I want our members and activists to feel valued and heard. I hope to strengthen diversity, equity and inclusion and enhance collaboration with the BCNU human rights and equity caucuses.”

UPDATE MAGAZINE • SUMMER/FALL 2026

NEW FACES ON COUNCIL Learn more about BCNU’s eight newly elected regional council members.

LAURA MARTIN South Islands

DENISE NELSON East Kootenay

JENNIFER O’BRIEN Okanagan Similkameen

LAURA MARTIN HAS HELD A VARIETY OF union roles since she became a steward in 2019. These include member educator, regional steward liaison, regional nominations rep, worksite joint occupational health and safety rep and, most recently, a fulltime steward. With a resume like this, she says she’s looking forward to being part of improving engagement and stewardship in her region and provincially over the next three years. “Many hands make light work,” she remarks. Martin worked at Victoria General

Hospital in adult surgical daycare and as an ortho-tech in emergency. She is grateful for the mentorship of Irene McKinlay, who passed away recently. “I worked with her in the ER and she encouraged me to be an active participant and ‘be the change I wanted to see,’” she says. “I believe in the power of unionism and have seen firsthand the betterment of workplace issues as a result of our provincial collective agreement,” says Martin when asked why she supports BCNU.

TEAMWORK AND COLLABORATION HAVE defined Denise Nelson’s journey as a nurse and activist. When asked what she likes most about nursing, she says it’s the friendships she’s developed with fellow nurses. “It really is a team effort.” Nelson worked as an accountant, but found that she missed people. She decided to pursue nursing instead. She graduated from nursing school in 2002 and worked in a variety of acute care settings before moving to home health. She became a BCNU steward in 2021 and began serving on her regional executive the same year.

She then served as a regional nominations rep before assuming an interim RCM role. “I enjoyed the opportunity to be interim RCM in 2024–25 and felt very supported by both the regional executive team and the region as a whole. I truly enjoyed the work and advocacy and wanted another kick at the can,” she explains. Over the next three years Nelson hopes to learn more about what matters to BCNU members and how the union can better engage with members and the public. “I plan on being in the region as much as I can to engage with all of our members and understand what matters to them.”

MEMBER ENGAGEMENT IS AN ISSUE that’s top-of-mind for Jennifer O’Brien. “One of the key reasons I sought this role was to foster greater engagement within the region while ensuring that community nurses are meaningfully represented at the council level,” she explains. O’Brien says the work of community organizer Jane McAlevey has influenced her by demonstrating that real power comes from organized people, not individual effort. “Her organizing principles have shaped how I approach member engagement, leadership development and collective action within our union.” O’Brien has worked as a population and public health immunization program

specialist. She began nursing in 2001 and became a BCNU steward in 2004. She was first elected to her regional executive in 2020 and has served as professional responsibility advocate and regional lobby coordinator. O’Brien’s goal for the next three years? “I hope to increase engagement throughout our region and elevate the voice of community nurses within BCNU. To empower more members to become actively involved in shaping the future of our union,” she says. “I believe that through solidarity and member engagement, we can strengthen our profession and improve outcomes for nurses and the patients and clients.”

50 SUMMER/FALL 2026 • UPDATE MAGAZINE

WHO CAN HELP? BCNU IS HERE TO SERVE MEMBERS

Here’s how you can get in touch with the right person to help you. CONTACT YOUR

Stewards for all workplace concerns. Steward contact information is behind the Member Portal. Regional Council Members if your steward can’t help, or for all regional matters. Provincial Executive Committee for all provincial, federal or union policy issues.

PROVINCIAL EXECUTIVE COMMITTEE

REGIONAL COUNCIL MEMBERS CENTRAL VANCOUVER Gerald Dyer 604-786-0594 geralddyer@bcnu.org Kristina Hernandez 604-329-1343 kristinahernandez@bcnu.org COASTAL MOUNTAIN Genevieve Dallimore 236-983-3731 genevievedallimore@bcnu.org EAST KOOTENAY Denise Nelson 250-470-8904 denisenelson@bcnu.org

PRESIDENT Adriane Gear 778-679-9968 adrianegear@bcnu.org

TREASURER Scott Duvall 250-852-1721 scottduvall@bcnu.org

VICE PRESIDENT Tristan Newby 604-313-1308 tristannewby@bcnu.org

EXECUTIVE COUNCILLOR Denise Waurynchuk 250-919-2178 denisewaurynchuk@bcnu.org

FRASER VALLEY Katherine Hamilton 604-317-1457 katherinehamilton@bcnu.org

RICHMOND VANCOUVER Raina Sidhu 604-788-2796 rainasidhu@bcnu.org

SOUTH ISLANDS Caitlin Jarvis 250-883-6593 caitlinjarvis@bcnu.org

NORTH EAST Danette Thomsen 250-960-8621 danettethomsen@bcnu.org

SHAUGHNESSY HEIGHTS Claudette Jut 604-786-8422 claudettejut@bcnu.org

Laura Martin 250-208-4472 lauramartin@bcnu.org

NORTH WEST Teri Forster 250-615-8077 teriforster@bcnu.org

SIMON FRASER Todd Decker 778-991-3912 todddecker@bcnu.org

OKANAGAN SIMILKAMEEN Jennifer O’Brien 236-970-1874 jenniferobrien@bcnu.org

Nicholas Landstrom 604-360-5105 nicholaslandstrom@bcnu.org

PACIFIC RIM Rachel Kimler 250-816-0865 rachelkimler@bcnu.org

EXECUTIVE COUNCILLOR Michelle Sordal 604-765-3214 michellesordal@bcnu.org

THOMPSON NORTH OKANAGAN Patricia Cameron 250-572-5058 patriciacameron@bcnu.org VANCOUVER METRO Meghan Friesen 604-250-0751 meghanfriesen@bcnu.org

SOUTH FRASER VALLEY Glesy Banton-Victoria WEST KOOTENAY 778-892-0978 Shalane Wesnoski glesybantonvictoria@bcnu.org 250-231-5655 shalanewesnoski@bcnu.org Peggy Holton 306-463-0106 peggyholton@bcnu.org

UPDATE MAGAZINE • SUMMER/FALL 2026

When you report physical or psychological harm, you bring it to light.

Learn more about workplace incident reporting at BCNU.org/reporting

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