Feeding the spirit
Equity events and projects like the HEU cookbook bring members together | 8
Above and beyond
More members are working past 65 because they can’t afford to retire | 3
Broken promises
Changes to immigration policy are impacting HEU members | 5
Speaking out
How English language classes can support members in their work | 11
Viewpoint
We can’t afford to turn back the clock on equity and inclusion | 6
President’s Desk
Unions have a role to play between elections, so be ready | 6
profit motive
Public health care is protected, but privatizers aren’t giving up | 10
in health care around the world, and I’ve never seen a system this broken. At night, I’m the only LPN for 60 residents and that goes up to 180 residents if we are short staffed. We are trying to care for others, but we are breaking in the process,” says HEU member Joane Safstrom.
Safstrom, an LPN at a private care home in North Vancouver, and chair of her local, is one of four HEU frontline workers who travelled to Victoria in February to deliver a powerful message to policy-makers – seniors’ care is in crisis.
Victoria Harper, a care aide in Nanaimo, described the impact of short-staffing in her dementia unit: “Sometimes we have only two care aides (instead of four) for 32 dementia residents. That is not safe for them – or for us,” she says. “I do this work because I love it. But caring isn’t enough if we don’t have the support we need.”
The members met with Premier David Eby and Minister of Health Josie Osborne as part of HEU’s Care Can’t Wait campaign to highlight the strain workers are feeling every day.
They’re calling for action to stabilize seniors’ care – by making working and care conditions the same across the sector and bringing all staff back under the public health care team through the
Facilities Bargaining Association (FBA) agreement. Fair wages, benefits, and protections are key to ending burnout and making sure every senior gets the same quality care.
Decades of privatization have left long-term care fragmented. In one community, a resident might receive care from a well-staffed public team. In another, a private operator may be cutting corners to meet the bottom line.
The Care Can’t Wait campaign calls for an end to these disparities, demanding standardized working conditions across the sector, an end to contracting out, and the redirection of public funding to frontline care, not corporate profit.
The lobby took place amid economic uncertainty sparked by a U.S.-initiated tariff war, which has delayed some government priorities. Still, in their 2024 election platform An Action Plan for You, Premier David Eby and the BC NDP committed to ensuring all seniors receive the same highquality care – by implementing common wages, benefits, and working conditions across both public and private long-term care homes.
Jenni Reitan – a care aide working in both public and private care in the Kootenay region – offered her firsthand experience.
“In public care, we have more
staff, more support, better training,” she says. “In private care, we’re burning out. But the seniors in private facilities deserve just as much care.”
Despite the hardships, the lobby was an empowering moment. “It gave me strength,” says Dolie Ann Bulalakaw, a care aide in Vancouver. “I love my job, but the pressure and lack of support make it overwhelming. It meant so much to know we weren’t alone – that we’re fighting together for better care.”
The Victoria lobby is just one part of HEU’s broader campaign. Members are also meeting with MLAs in their constituencies, sharing stories and raising awareness about what’s happening in seniors’ care – closer to home.
As economic challenges con-
Members are also meeting with MLAs in their constituencies, sharing stories and raising awareness about what’s happening in seniors’ care.
tinue, HEU remains committed to pushing for the changes needed to reunite care workers with the public health care system – because stable care for seniors begins with stability for the people who care for them.
SARA ROZELL
Lynn Bueckert | Secretary-Business Manager
Bargaining is where working people make improvements to positively change their lives in and outside of their workplace. Your voice and solidarity continue to give strength to those of us at the table.
NEGOTIATIONS are now underway for nearly 90 per cent of HEU members covered by one of the public sector health care collective agreements.
In my role as the lead negotiator of the Facilities Bargaining Association (FBA), I can tell you the bargaining committee is working diligently through the 170 proposals adopted by HEU and the other FBA-member unions in talks with the employer.
And I know the same is true at the negotiating tables for the Community Health and Community Social Services health subsectors, led by the B.C. General Employees’ Union.
Bargaining represents one of the best opportunities for unions, government, and health employers to come together to make the changes that British Columbians want and need for our public health system.
And just as importantly, bargaining is where working people make improvements to positively change their lives in and outside of their workplace.
That’s why at the FBA table where HEU leads talks, we are moving ahead with the three priorities that emerged late last year in member surveys, from the bargaining proposals submitted by locals, and at November’s bargaining conference.
Improving working conditions to tackle the staffing crisis.
Adding supports to ensure more inclusive workplaces.
And securing better compensation – including equal pay for equal work – so workers earn a fair wage that has protections from inflationary shocks.
But the public sector bargaining committees are not doing this work alone.
Your voice and solidarity continue to give strength to those of us at the table.
In April, I was invited by B.C.’s finance minister to speak about the challenges facing workers on health care’s front line.
During my presentation, I told a story that I could see had an impact on the minister and the several other B.C. cabinet members in attendance. It was about one member – I will call her Marie – who recently commented on Facebook about the staffing crisis in her workplace. Where Marie works, everyone is burning out because the employer is failing to address their workload.
To Marie, it feels like health workers are rolling along on a conveyor belt – from hiring to overwork to leaving their jobs.
Bargaining offers us the chance to change the experience of members like Marie.
And that’s the goal we must keep collectively focusing on.
HEU members at the union’s 1991 Summer School took a break to march on the B.C. premier’s office to protest cuts to health care, layoffs and bed closures.
The 200 members rallied outside the office of interim Social Credit leader Rita Johnston demanding she “drop the writ” (call an election), and showed their support for pay equity.
The BC NDP won the election that fall, and in 1992, HEU finally achieved pay equity language in their collective agreement, an issue they’d been working toward for more than 20 years.
HEU Summer School has been renamed “Solidarity Summit” and is being held this year in Kamloops.
“I DO have a pension, but I can’t live on that,” says Mabel Nipshank, a shelter support worker at Powell Place in Vancouver’s Downtown Eastside.
“If I didn’t work, my total income would be $1,800 a month. And my rent is $1,200 so there’s no way I could live on that. I’m gonna have to work as long as I can.”
Nipshank, who works in the community health subsector, recently turned 76. Although she semiretired at 71, she returned to work as a casual to make ends meet.
“I’m trying to get into social housing, and that’s hard to come by,” she adds. “So, because of the financial situation, I have to take more shifts. I work about three days a week, but do full-time hours when I need extra money.
“I’m planning on traveling to Alberta to go visit my sister, who’s not doing well. She was diagnosed with dementia, and I want to go visit her before she forgets who I am, and spend time with her.”
Like Nipshank, more and more HEU members are working beyond the retirement age of 65, largely out of financial necessity.
They struggle with affordability and debt. They continue to support children and dependent family members. They don’t have enough retirement income. And those in the private sector, or privatized under the BC Liberals, have no pension.
Older workers face age discrimi-
Last year, the provincial health ministry announced it would phase out the patient ambassador position at heath care facilities.
Created during the pandemic, the job of ambassador was to greet and screen visitors, communicate health protocols, and help the public navigate the system.
In February, the Facilities Bargaining Association (FBA) secured an agreement with health employers for about 1,000 HEU members impacted by the ending of the program in hospitals and
FROM THE HEART | “When clients say thank you to me or when I run into someone and I learn they’ve moved on and made a better life for themselves, that’s very rewarding.”
nation, and have unique needs and issues.
That’s why HEU convention delegates supported a constitutional amendment in 2024 to create an Older Persons Standing Committee, for workers aged 55 and up.
Maryann Pyne, a portfolio scheduling clerk for three mental health sites with PHSA, was elected to the committee at the HEU equity conference this spring.
Pyne, who recently turned 65, works a second job as a youth worker, and now has to find a new home as her building is being
redeveloped.
She says it’s critical that seniors are not forgotten.
“When I listen to the stories of some of our HEU members and things they’re going through, and even knowing a number of seniors within my community, there are a lot of people who are struggling,” says Pyne.
“Affordability to live has become a huge challenge, a lot of people are extremely lonely, and many don’t have much of a community –work is their community.
“If we were a fly on the wall and were able to look at them when
they’re alone at home, and hear their heart, their thoughts, and the fear they have for getting older, it would be heartbreaking.”
Joining the committee, Pyne says she hopes to bring a voice to decision-making tables to advocate for older workers.
“I’m hoping that once we come up with our Terms of Reference, part of what we would be doing is outreach, hearing the stories and listening to people and giving them hope. Letting them know they’re not alone and they matter, and we’re there to support them.”
BRENDA WHITEHALL
long-term care facilities.
The agreement provides reimbursement for education and training expenses aimed at transitioning members to new jobs in health care.
A separate Screener Retraining Fund for HEU members in private sector sites was announced in April. These members can contact eoafinfo@heu.org for more information.
Eligible FBA members should apply through their HR manager by July 31, 2025 to be eligible for reimbursement. If you need support, contact your local executive or HEU servicing representative.
THE B.C. Labour Relations Board (LRB) recently found that an arbitrator made an error when they denied reinstatement to a BCGEU member working for the B.C. Institute of Technology.
The case involved disciplinary actions against the local chairperson (grievor) for their conduct while carrying out union duties. The grievor was disciplined several times for what the employer believed was inappropriate interactions with management, human resources staff, and an external investigator. The final incident led to the grievor’s termination.
The grievance was referred to arbitration where the arbitrator upheld some of the employer’s disciplinary actions, but ultimately found that the termination was excessive.
Despite this finding, the arbitrator rejected the expected remedy of reinstatement because they determined the employment relationship was no longer viable. The arbitrator, instead, awarded damages.
The union appealed to the LRB and requested a review of the decision, arguing that the arbitrator did not consider the union representative’s role and their unique relationship with management, or their right to participate in union activities.
The LRB concluded that the arbitrator’s decision not to reinstate the grievor was inconsistent with principles of the Labour Relations Code Specifically, the arbitrator’s reasoning failed to consider the grievor’s role as a union representative, the protections for union advocacy provided by the Code, or qualified immunity for union officials.
The LRB sent the issue back to the arbitrator for reconsideration and directed them to consider protections afforded to union representatives and their role when assessing whether reinstatement should be granted.
TASHA LORENZEN-EWING
ON-THE-JOB safety is a legal right for all workers. But health care has the highest injury rate of any sector in B.C.
Some employers discourage injured workers from filing WorkSafeBC claims. And that’s against the law.
Under the Workers Compensation Act, employers don’t get to decide whether an injured worker files a claim, and they can face sanctions for engaging in claim suppression.
“If a worker reports that their employer tried to pressure or dissuade them, then WorkSafeBC can, at minimum, engage in education with the employer,” says Michelle Poulsen, director of HEU’s WCB/ LTD Appeals Team. “And if it’s found to be more egregious, then there would be some kind of sanction, ranging from a financial penalty all the way up to jail for the employer.”
If members miss work, or seek medical attention, from a work-related injury or illness, contact WorkSafeBC to file a claim online. It’s best to download the form and fill it out carefully because what workers say in that form can impact their claim.
Notifying your workplace Joint Occupational Health and Safety Committee (JOHSC) is also important to record and address any potential workplace hazards. An HEU shop steward should also be informed about the incident.
WorkSafeBC will contact the employer as part of its investigation to obtain information, make recommendations, and may issue orders.
Sometimes workers think they’re fine, but the injury progresses, like repetitive strains, and they must seek medical attention and miss work.
By filing a claim, WorkSafeBC can compensate for missed time and treatments like physiotherapy, even if covered by extended health benefits.
Injured workers can withdraw a claim without penalty.
“It’s better to make the claim and not need it than to not make the claim and then need it,” says Poulsen. “Members also have the right to appeal a WorkSafeBC decision. They can contact our team for some professional legal advice.”
BRENDA WHITEHALL
A workshop presented in multiple languages is being developed for HEU members to learn about the union in their first language.
Participants in “HEU In Your Own Language” choose breakout groups of Punjabi, Spanish, or Tagalog speakers for parts of the workshop, and also come together as a group.
Topics include getting involved in the union, understanding racism, and inclusive approaches for locals. The workshop is a pilot project, and may expand in the future.
The Winter 2025 issue of the Guardian incorrectly listed the HEU bargaining committee members elected to the Community Social Services Bargaining Association (CSSBA) and the Community Bargaining Association (CBA) in the page 1 story.
David Huespe and Brenda Orencia were elected to the CSSBA bargaining committee, and Nicole Russell and Lisa Bouma to the CBA bargaining committee.
British Columbia’s health care system is facing deeper staffing shortages as hundreds of essential health care workers lose their path to permanent residency through the province’s Provincial Nominee Program (PNP).
Established to attract skilled workers to meet regional labour demands, the PNP has historically been a critical tool for recruiting and retaining health care workers in hard-to-fill jobs.
Under the program, the provincial government nominates workers for permanent residency, while the federal government controls overall immigration levels and allocates PNP spots to each province.
Until recently, this partnership helped bring thousands of qualified, committed workers into B.C.’s public health system – many of them now HEU members.
But in the fall 2024, the federal government halved the annual PNP allocation for all provinces, as part of broad changes to Canada’s immigration policies. In B.C. PNP spots dropped from 8,000 to 4,000 spots – far below the 11,000 requested by the province to meet urgent workforce needs.
For workers who had been recruited into full-time jobs in health care with the promise of a clear pathway to permanent residency, the impact was immediate – and devastating.
Some HEU members have already left their jobs and the province in search of alternatives.
The union welcomes 300 new members who made HEU their union of choice this spring.
HEU now represents 85 staff at Sunrise at Lonsdale Square in North Vancouver, working in RN, LPN, driver, cook, server, care manager, care aide, housekeeping, life enrichment manager, and activity aide positions.
We also welcome 20 members working for CareCorp at Cartier House in Coquitlam, as housekeepers, cooks, laundry and dietary aides. Another 20 new members work for Pioneer
Others, despite being trained and experienced in B.C.’s health care system, now face deportation when their temporary work permits expire.
HEU is aware of at least 500 members in the Fraser and Vancouver Coastal health authorities at risk of being forced to leave Canada this year alone.
In April 2025, B.C. introduced new PNP eligibility guidelines that made the situation worse.
Despite being essential to hospital operations, roles like housekeeping, dietary, relational security, and clerical support were excluded from nomination eligibility. Only
a few HEU-represented classifications, such as care aides and pharmacy assistants, remain prioritized.
Many affected workers had left jobs in their home countries, juggled multiple roles, and built their futures in B.C.
“I did everything they asked of me,” says Jasveer, a housekeeper who came to Canada in 2021. “They promised me that this would be a path to permanent residency. I established my life here to work in health care. And now I have no options.”
On April 17, hundreds of HEU members rallied at Surrey Memorial Hospital, demanding immediate action from both levels
of government. HEU is calling for the restoration of PNP spots and a fair, reliable immigration pathway for all health care workers.
Thousands of letters have been sent to federal ministers demanding urgent action.
“We’re going to keep fighting for you,” says Lynn Bueckert, HEU’s secretary-business manager. “But we know waiting on uncertain policies takes a real toll. Every member needs to do what’s right for them.”
HEU continues to push for solutions – because health care takes a team, and every role matters.
SARA ROZELL
BROKEN PROMISES | Jasveer, an HEU housekeeper, speaks at a rally in Surrey, sharing how changes to B.C.’s Provincial Nominee Program have shut her out of the path to permanent residency.
Community Living at Rainbow Lodge in Prince George and Henderson House in Coquitlam as mental health workers and recreation therapists.
We have also gained 125 union siblings at Amica West Vancouver, with care aides, LPNs, RCPs and servers joining the HEU family.
And finally, 49 Pro Vita employees at Evergreen Heights Assisted Living in White Rock will join 20 other HEU Pro Vita locals around B.C.
HEU now has 151 collective agreements in private sector sites, covering about 12,000 members.
The human resources team plays a vital role in supporting staff so they can effectively serve HEU members, and ensure all employees are empowered, supported, and held accountable in their roles.
Back row: HR disability management advisor Alison, executive assistant to SBM and ASMB Barb, and HR assistant Olivia. Front: HR manager Lisa, HEU assistant secretary-business manager Mary-Ann, HR associate Heather, and HR manager Sana.
Betty Valenzuela | Financial Secretary
Freedom of speech and freedom of association are becoming huge challenges for our union friends in America.
I RECENTLY visited family and friends in the Philippines, where there is an autocratic government, overpopulation, immense poverty, and a lack of freedom.
As much as I love my birth home, it breaks my heart to see the suffering there. I was happy to return to my adopted home country of Canada, where I have the privilege of employment, shelter, social supports like health care, and many freedoms, including being an activist.
I am deeply worried about the political shift in the United States to dismantle diversity, equity and inclusion (DEI) policies from government agencies and employment practices. It scares me because what happens south of the border often influences Canada, and we can’t afford to turn back the clock on our social justice and human rights gains.
I have family in the Philippines, Canada and the United States. Many years ago, when I was an immigrant to Canada, it was predominantly –and still is – a white population.
Even though I experienced racism and discrimination, over time the people of colour, like myself, found it easier to assimilate here compared to my relatives in the United States because they haven’t gone as far as we have in Canada on DEI programs and awareness.
DEI is about fairness and justice. And HEU’s strength comes from the diversity of its membership.
The slippery slope of repression
In many countries with repressive governments, there’s still so many activists, who don’t deserve to be in jail or deported. Don’t deserve to be bullied and intimidated. Don’t deserve to be killed. But if you’re on the opposing side of the politicians’ views, that’s what happens.
And that’s starting to happen under the Trump administration, in a country whose national anthem boasts the line “the land of the free”.
But how free are people when they get detained at border crossings and have their phones and social media accounts checked by agents to see if they have criticized the current US government leaders?
Freedom of speech and freedom of association are becoming huge challenges for our union friends in America.
Every day, I pray for peace, compassion, fairness and justice around the world.
Yes, I am Filipino by blood, but by choice, I am now Canadian. My heart is here, and I made an excellent choice to come to Canada, and not the United States.
Elbows up.
Carney must seek support for his agenda, both inside and outside Canada’s parliament. And that’s where we come in.
FOR TOO long, it feels like all we have been talking about is elections.
B.C.’s squeaker last fall that elected David Eby and the NDP to a second bare majority.
Canada’s recent vote that saw federal Liberals returned with their third minority government in a row.
And, of course, the election that dominated public debate over the past year and continues to shape our lives today – U.S. president Donald Trump’s 2024 re-election.
But elections aren’t the end of political action.
Activism doesn’t end at the ballot box – it’s just the beginning.
In the recent B.C. and national elections, even though conservative parties that were bent on privatizing and cutting health care were defeated, they secured even bigger shares of the vote.
Minority governments vulnerable to pressure
This rise of the right has, in the past, spurred governing progressive parties to adopt their opponent’s conservative policies. Just look at the actions of the federal Liberals after their 1993 election to a massive majority.
Following the rise of the ultra-conservative Reform Party and its obsession with the 1990s national debt, then Prime Minister Jean Chrétien and his finance minister Paul Martin took a chainsaw to public services.
Within four years, the Chrétien-Martin team had slashed federal spending on health care to its lowest level ever, which led to growing privatization and diminished public care.
And it could happen again.
Our new Prime Minister Mark Carney campaigned on balancing the federal budget, cutting transfers to provinces and individuals, and giving tax breaks to millionaires and corporations.
Thankfully, in 2025 Carney doesn’t have a majority government to do whatever he pleases. He must seek support for his agenda, both inside and outside Canada’s parliament.
And that’s where we come in. As a proud, fighting union we have a role to play between elections.
From bargaining to speaking directly to elected officials, from public campaigns to challenging governments through the courts, HEU has always fought against economic and social injustice. And members are front and centre in our fightback.
So, when HEU asks you to get involved, we need you to be ready.
Sign a petition. Share our campaigns on social media. Attend a protest. Come to a meeting with your local MP or MLA to push for better solutions.
Take action. And we will win!
A special column by new B.C. Minister of Health Josie Osborne and Guardian editors.
SERVING as British Columbia’s Minister of Health is both a profound privilege and a tremendous responsibility. And since being appointed health minister, I have seen firsthand how HEU members make our public health care system better every day.
From hospitals to long-term care homes and community health, HEU members play a vital role in keeping our health care system running every day.
We know that B.C.’s population is growing and changing, and that means our health care workforce must grow and evolve as well. That’s why in 2022, the province launched a comprehensive, multi-year health human resources strategy.
This plan outlines 70 specific actions to retain, recruit, and train health care professionals across all sectors of the system.
But this strategy goes beyond just filling vacancies. At its core is a vision of a safe, healthy, and inspired workplace — one where health care workers feel supported, respected, and empowered to deliver the best care possible. Key investments have also been made to promote violence prevention, psychological health, and occupational safety. These are not just workplace issues — they are essential to building a health care system that truly works for everyone.
One initiative I’m particularly proud of is the relational security program. This effort has brought a new approach to safety in health care facilities by focusing on de-escalation, respect, and relationship-building.
Through this initiative, we’ve hired over 320 in-house, unionized relational security officers (RSOs), as well as 14 violence prevention leads at 26 sites. Since then, we’ve expanded even
This spring, more than 500 HEU members gathered at regional meetings across the province.
These annual two-day meetings are a way for rank-and-file members to connect with the union’s leadership to discuss workplace issues and how to build power.
Regional vice-presidents –elected to represent their regions on HEU’s Provincial Executive –facilitated the meetings and provided updates on their work.
Front and centre of the talks were updates on public sector bargaining by HEU’s secretary-
further.
Today, approximately 781 RSOs are working across 32 sites, contributing to safer environments for both workers and patients. These RSOs are new members of the HEU family!
These are concrete examples of how our government is working to protect and strengthen public health care — not privatize it. At a time when conservative governments in other provinces are turning to privatization, we are taking a different path: one that keeps health care public and focused on people.
We’ve also made the largest investment in health capital projects in B.C. history. Across the province, 30 new hospitals, 11 long-term care centres, four cancer centres, and a new medical school are either under construction or recently completed.
In addition, hundreds of renovation and
business manager Lynn Bueckert.
President Barb Nederpel did a presentation on local-building and spoke about why politics are important to unions in strengthening human and labour rights.
Financial secretary Betty Valenzuela discussed the union’s finances, the programs available to HEU members, and how to file Quarterly Reports to receive local dues rebates.
Several guest speakers and panelists spoke on transforming workplace conlict, how to report on-the-job injuries and file WorkSafeBC claims, and addressing barriers to equity.
maintenance projects are underway, ensuring our health care facilities can meet the needs of today and tomorrow.
These are big, complex challenges — but they are not insurmountable. And they are made even more urgent in the face of international threats to our economy and public institutions. That’s why it’s more important than ever to stand together in defence of public health care and the values we share.
To every HEU member across British Columbia: thank you. Your grit, compassion, and determination are the foundation of our health care system. You remind us every day that we are stronger together — and that collective action can drive real, lasting change. This is what it means to serve one another. This is what it means to be Canadian.
“Experience solidarity was more than this year’s HEU equity conference theme,” says HEU senior equity advisor Jennifer Reddy. “It was an offering to members to show up for each other, with the hope that the feeling and experience of solidarity permeates every aspect of HEU, long after the event.”
This year’s conference was informed by member feedback through listening sessions and HEU’s equity standing committees. It took place from March 10 to 13 at the Hyatt Regency Hotel in Vancouver, where 200 members gathered from around the province.
Kicking off each day was a smudging cedar-brushing ceremony led by Squamish Elder Sam George. HEU secretary-business manager Lynn Bueckert welcomed members on the first day of the conference.
Joyce Leppington, a consultant, educator and advocate of Musqueam, Sts’ailes and Métis heritage, offered all delegates a foundation for Indigenous cultural safety.
The diversity vice-presidents shared reflections and invitations for solidarity from their topi-
cal mini-conferences with expert speakers and practitioners.
Artist Henry Tsang brought forward history of the 1907 anti-Asian riots in Vancouver, and linked it to the solidarity that unions must fiercely fight for.
Annie Korver and Patty Derbyshire of Rise Consulting shared the foundations and practice of upholding Indigenous rights in all that we do.
Vivek Shraya, award-winning Canadian writer and musician, spoke with humour and courage while encouraging members to show up for themselves and own their power.
The founding of the equity standing committees
HEU’s equity conference has been held every two years since 1997, just after the equity committees were established.
The mood at the 1996 convention was restless. Not all delegates were in favour of the union dedicating resources to marginalized groups. However, after lengthy discussion and debate, a motion to establish equity standing committees (ESCs) passed by two-thirds’ majority.
This meant that the four committees – ethnic diversity, gay and lesbian, First Nations, and persons with disabilities – were not only enshrined in HEU’s Constitution & By-Laws but had a mandate to increase participation of marginalized members, and advise on programs and policy.
Two more committees – for women and young workers – were later established.
At the 2018 convention, HEU delegates adopted the union’s first diversity, equity and inclusion (DEI) plan, aimed at transforming the union into a fully inclusive organization.
And in 2022, six diversity vicepresident seats were added to the union’s Provincial Executive.
Today, HEU has seven equity standing committees, including one for older persons established at the 2024 convention.
Equity committee members elected
Each committee is made up of seven members who self-identify with the equity-seeking group the committee represents, along with the PE Diversity Vice-President.
These committees provide out-
BUILDING THE FUTURE | The conference theme – Experience Solidarity – was felt in every workshop, plenary session and speech, reinforcing the power of collective action and strength of intersectional advocacy.
reach and advocacy to HEU members and work in solidarity with other social justice groups and the union movement.
Four committee members are elected at the equity conference, while the other three are selected through an application process.
Members elected at the March equity conference were:
Indigenous Peoples: Teresa Roe, Melissa Hamilton, Crystal Busch and Val Sailer.
People with Disabilities: Tasha Cox, Jessica Lavergne, Terri-Lynne Huddlestone and April Davie.
Ethnic Diversity: Monika Dhir, Berli Zamar, Joane Safstrom and Jasvinder Singh.
Young Workers: Balpreet Grewal, Rafael Almazan, Christina Bunyan and Hanzhenqi (Helen) Wu.
Pink Triangle Committee: Adina Mounsey, Nat Wansink, Che Baines and Dane Philpott.
2-Spirit, Women & Non-Binary: Samantha Cartwright, Ashley Palmer, Tes Estilo and Andrea Rios.
Older Persons: Maryann Pyne, Patricia Branchi, Sharon Williams and Kim Beal.
SHAHEEN SHIVJI
FAMILY STYLE | Cookbook
collaborators Maryann Pyne and Cora Mojica helped present “Union of Flavours” at this year’s Equity Conference, shown here with HEU senior equity advisor Jennifer Reddy (left) and equity officer
Sharryn Modder (right).
HEU members provide care in hundreds of different ways for vulnerable patients and residents in our health care facilities.
But caring doesn’t stop at the end of the shift. After work, many HEU members return home to provide care and support for their families, relatives, neighbours and community members – much of it through the preparing and sharing of food.
This is what members of the Ethnic Diversity Standing Committee wanted to highlight when it initiated the HEU 2025 Ethnic Diversity Cookbook, Union of Flavours.
The cookbook is an update to an earlier recipe book the committee had developed. Sourced from HEU members, the book features recipes from different regions of the world, demonstrating the range of cultural backgrounds found in HEU’s membership.
“We wanted a space for members to share an aspect of their culture with other members,” said Maryann Pyne, an outgoing Ethnic Diversity Standing Committee member who helped initiate the revamped cookbook project. “And hopefully in so doing, we build our shared understanding and solidarity.”
Each recipe is accompanied by some words from its author about what the recipe means to them, their family or community. The common thread is the love of preparing food.
Amarjeet Sidhu, a housekeeper and care aide, shared her Potato Paratha recipe. Like many members, she’s proud of the dishes she prepares for her family, many of them learned from her mother and mother-in-law.
“I wanted to share a recipe that is commonly eaten in India,” said Sidhu, “so that other HEU members can learn a little bit about my culture.”
Sidhu has a passion for cooking. She sees it as an opportunity to learn new things, and wants to extend that opportunity to other HEU members.
“Cooking allows me to experiment and
try new foods, like street foods, so that I can learn different ways of preparing food,” she said.
HEU members tell different stories in the cookbook about the recipes that are meaningful to them. Ramin Faghihi, a maintenance assistant, contributed a reci-
pe for Ash Reshteh, a rich soup from Iran, that is easily adaptable to be vegetarian or vegan, thus easily prepared by different communities.
“I didn’t grow up in Iran, but from the times that I’ve been there, it’s the main dish that people eat to break their fast during the month of Ramadan,” says Faghihi. “So, it’s always been a dish that represents unity. When you prepare it, you have to make a lot. It’s a dish that’s conducive to sharing.”
Pyne hopes the cookbook might inspire some locals to hold events where members can share foods they like to prepare.
“In light of so much division and animosity in the world today, eating together won’t solve all of our problems. But perhaps it is a small positive step,” says Pyne.
~ West Africa ~
I’m 19 years old and I am from Monrovia, Liberia. I love cooking and reading. I work as a cook at Kamloops Seniors Village.
This recipe is from one of the counties in my home country. I believe that the residents of my village will love it. It is normally very spicy but can be modified based on who’s preparing it.
This recipe is special to me because it was one of the first things I learned how to cook on my own and it’s my favorite soup.
6 L water
2 medium onions, or 1 large onion (diced)
1 Tbsp. black pepper (or to taste)
1 Tbsp. salt
1 Tbsp. seasoning salt (or to taste)
2 Tbsp. garlic powder
2 Maggi bouillion cubes (chicken or shrimp)
12 chicken drumsticks
3 Tbsp. peanut butter (add more if you want the soup to be thicker).
First, boil the chicken, onions and celery together for 30 minutes. Then season the soup with pepper, salt, Maggi cubes, seasoning salt and garlic powder. Let it boil for an hour. Finally, scoop out some soup and add the right amount of peanut butter, stir. Then add the creamy dissolved peanut butter mixture back to the soup. Let it boil for about 10 minutes and the soup is ready. It can be served with rice, mashed potatoes or on its own.
Serves 4–6
PUBLIC health care in Canada is protected by both federal and provincial legislation.
The Canada Health Act makes extra-billing and user-fees illegal, and in B.C., the Medicare Protection Act confirms that “access to necessary medical care is based on need and not an individual’s ability to pay.”
These protections have not stopped ongoing efforts to replace public health care with private alternatives. Provincial governments across Canada have enabled the establishment of private surgical and diagnostic facilities, and turned a blind-eye to extra-billing and user-fees, among other strategies.
As a result, private interests reap profits and costs rise, while the public system is increasingly underfunded and underutilized, and patient outcomes often worsen.
The establishment of increasing numbers of private surgical and diagnostic clinics is a case in point.
In 2016, the Québec government began a pilot intended to demonstrate private facilities would cost less. Instead, the pilot showed, for example, that colonoscopies cost $739 in private clinics, versus $290 in public facilities, while carpal tunnel surgeries cost $495 in the public system, and $908 in for-profit clinics.
In 2020, Alberta began a more ambitious approach with its Alberta Surgical Initiative (ASI). Intended to increase surgical capacity through private facilities and drive down wait times, ASI did the opposite. Between 2020 and 2024, total surgeries decreased by six per cent, while Alberta is now among the worst-performing provinces in Canada in reducing wait times.
Making matters worse, surgical activity in public facilities declined by 12 per cent, leaving them idle. With only a finite number of physicians, nurses and other staff available, capacity simply moved from public to private facilities, rather than increasing.
Eleven HEU food services workers and supervisors at Royal Columbian Hospital have won retroactive shift premium pay after a grievance filed by the union.
The members worked a shift that for 20 years had been paid with an evening premium, until the employer suddenly changed their policy in 2022.
Under the FBA agreement, workers are paid an evening shift premium for their entire shift when a majority of the work hours fall after 4 p.m.
The grievance centred around whether a shift is considered
CAPACITY REACHED | With a limited number of physicians, nurses and other staff available, procedures simply shifted from public to private facilities.
In Ontario, a push to increase private delivery demonstrated another negative effect: the proliferation of illegal fees by private clinics. A report by the Ontario Health Coalition documented hundreds of patients who were charged extra fees ranging from $50 to $8,000. One patient was forced to return to work at the age of 71 to pay their bill.
Illegal fees are also a problem in B.C. According to Health Canada, they totaled $101-million from 2017 to 2022.
To discourage this, the federal government began to reduce health transfer dollars to provinces by the same amount.
In B.C., this effectively siphoned $101-million from the public system into private profits. B.C.
scheduled hours, which include an unpaid half-hour break, or only paid hours.
The employer argued that shift meant scheduled hours, and that workers on a 12 to 8 p.m. shift worked exactly half their hours before 4 p.m. and half after.
The union argued that a shift was defined as paid hours, and as the workers took their unpaid break before 4 p.m., they worked 3.5 hours before 4 p.m. and four hours after, making the majority of their shift evening hours.
The goal of the arbitrators was to determine the mutual intent of the word “shift.”
They found the term used more than 80 times in the collec-
has responded by taking steps to eliminate illegal fees and Ottawa has begun restoring withheld funding.
The B.C. government has also forced Telus Health and Harrison Healthcare to curb their practice of charging access fees to their clinics.
These actions, however, are no substitute for increased investment and reform to strengthen the public system.
All the evidence shows a well-run public system is more cost-efficient and provides better outcomes for patients, making sure access to quality care is truly based on need and not the ability to pay.
tive agreement and in different contexts, but their final decision was that “shift” in this context referred to scheduled hours.
But they also found that since the employer had been paying evening premiums to workers on this shift for 20 years until the change, it was unfair to alter this practice during the term of a collective agreement.
The report says: “There can be no dispute that the change in the Employer’s practice had the effect of reducing all the Grievors’ income.”
As a result, the members are entitled to retroactive evening shift premium pay from August 2022 until the expiry of the collective agreement.
HEU used the April 28 Day of Mourning to highlight the alarming rate of work-related injuries in health care — the highest of all workers in B.C.
During a recent 12 month period, 476,000 workdays were lost due to injury.
Rates are even higher in acute care. And in long-term care, it’s more than five times the provincial average.
Health and safety is always a priority in bargaining, and HEU continues to push decision-makers to do more to protect workers in health care.
FOR many HEU members, confidently speaking and writing English is a barrier to fully participating in the workplace.
That’s why HEU partnered with MOSAIC (Multi-lingual Orientation Service Association for Immigrant Communities), one of Canada’s largest immigrant-serving organizations, to offer a free, six-month English as an Additional Language (EAL) course.
In the weekly classes, students learn new vocabulary, practice their conversational skills and go through writing exercises.
“This course was designed specifically for HEU members,” says MOSAIC program manager Pat Marilley-Bodner. “Special care was taken to make sure all materials were relevant to members’ lives and work.”
Dora Cheng, a health record clerk at Royal Columbian Hospital, found it helpful that the course focused on practical conversation for health care settings.
This course was designed specifically for HEU members, making sure all materials were relevant to members’ lives and work.
“The course taught me a lot about how to express myself professionally,” she says. “I now have the confidence to shout out or to talk to my supervisor.”
Rolly Guzman, a cook at Coast
Foundation Society, had a similar experience and took the course to communicate better with his kitchen team.
“When I started, my English skills were pretty basic,” he says. “I could understand some words, but I struggled with speaking and writing. That made it hard to communicate at work.”
“That’s when I heard about the MOSAIC program through an HEU email,” he recalls. “The success stories from others motivated me to join.”
And for Rolly, the results were just what he was hoping for: “Since joining the program, I’ve improved my vocabulary, pronunciation, and overall confidence,” he says. “I feel more included, more connected and more capable at work.”
Both Dora and Rolly appreciated the inclusive and collaborative environment of the classes, with Dora sharing that one of her favourite parts of the course was the group discussions.
“At first, you don’t know anybody, but then you keep seeing the same people and then you know each other,” she says. “And then we’re put in groups where we can talk about our cultures and where we come from.”
“My favorite part was the chance to speak freely without fear of making mistakes. That made a big difference,” says Rolly. “The environment was supportive, everyone was learning, encouraging each other and sharing their stories.”
THE POWER OF LANGUAGE | Health record clerk Dora Cheng liked the workshop’s focus on practical conversations for health care settings, and the group discussions.
“Watching students improve their language skills and regain some of their agency is thrilling,” says Pat. “The immigration experience can often result in a drop in self-esteem for newcomers because their ability to communicate is not as strong as it was in their country.”
“It’s difficult when you go to a new country,” Dora points out. “But HEU gives us a chance to study. That’s why we love to have HEU as a union.”
EAL programs don’t just support
language learning — they support equity and inclusion by helping students gain the confidence to participate at work and in the union.
“Programs like this are powerful,” says Rolly. “Better communication leads to better collaboration, fewer misunderstandings and a stronger workplace.”
The next six-month session is planned to start in spring 2026. Please check heu.org/heu-englishcourse for updates.
MAÏA SAMPSON
HEU is standing in deep solidarity with the Filipino community following the tragic events at the Lapu Lapu Block Festival in Vancouver on April 26.
What began as a joyful celebration ended in horror, leaving 11 people dead, dozens injured, and an entire community shaken.
HEU was a proud sponsor of this event. Many members and staff were there that day. Some witnessed the tragedy. Others were part of the team providing urgent care to victims across nine hospitals. One HEU member sustained serious injuries.
“I am stunned with grief and pain at the casualties from this senseless act of violence,” says HEU financial secretary Betty Valenzuela. “To my HEU family and my Filipino kapamilya, I want to hug and wrap everyone with my thoughts, prayers and love. Taos pusong pakikiramay.”
Their leadership, strength and care are woven into B.C.’s health care.
HEU’s Provincial Executive has approved a $40,000 donation to the United Way BC’s Kapwa Strong: Filipino Cultural and Community Recovery Fund. This fund, created in partnership with Filipino BC, directly supports those impacted by the tragedy.
Filipino members are a vital part of our union – in every sector, every work site, every corner of the province. Their leadership, strength and care are woven into B.C.’s health care system.
British Columbia declared May 2, 2025 as the official day of remembrance and mourning for the victims of the Lapu Lapu festival tragedy.
BARB NEDERPEL HEU president, LYNN BUECKERT HEU Secretary-Business Manager, BETTY VALENZUELA HEU Financial Secretary
Local labour councils are chartered by the Canadian Labour Congress to help connect unions with their communities
UNIONS uphold workers’ rights at the bargaining table, defending contracts and lobbying government. But to be effective, this work also needs to be supported by other unions and at the community level.
This is where labour councils come in. There are 17 district labour councils (DLCs) across B.C., with members (“affiliates”) from public and private sector unions, spanning all facets of the economy.
Merry-Lea Frame, a residential care worker at HEU’s Malaspina Mid-Island local, became involved
“When we work with communities, they know who we are,so when they see us on strike in the news, they have a better understanding of the issue.”
with her labour council when she was new to the labour movement.
“I was curious, and went to a meeting with a co-worker who was already involved,” says Frame. “I quickly learned about the important community work that labour councils do, and got more involved.”
According to Stephen von Sychowski, president of the Vancouver & District Labour
Council, labour councils help localize labour issues and build a collective voice in the community.
“DLCs are an organized way for union members to hear about the challenges and issues that workers in other unions and sectors are facing,” says von Sychowski. “It helps build solidarity at the local level.”
During job actions, labour councils can quickly activate their affiliates to support action, bringing greater awareness and public support to labour disputes.
Partnerships between labour councils and community groups provide an important link.
“Our work with community groups on initiatives like the Union Protein Project, for instance, helps build an understanding of our shared values,” says Janet Andrews, secretary-treasurer of the New Westminster & District Labour Council and member of Machinists Local 764.
Fostering this shared understanding about what workers are fighting for in the community also helps prevent workers’ issues from being misrepresented by employers or the media, according to Andrews.
“When we work with communities, they know who we are,” says Andrews, “So when they see us on strike in the news, they have a better understanding of the issue.”
ELBOWS
Finally, labour councils play an important role in ensuring that workers have a voice in local politics. They endorse candidates during elections and volunteer on campaigns for worker-friendly candidates.
“We’re often very focused on politics because that’s where the levers of power are,” says Andrews. “And we want to make sure the working peoples’ hands are on those levers.”
While union locals affiliate with labour councils to help build solidarity across unions, they also have access to educational and volunteer opportunities at the DLCs.
Locals can affiliate with their district labour councils by getting in touch with the labour council. Locals smaller than 100 members may be eligible to have their labour council dues covered by HEU.
After 14 months of negotiations and 10 weeks on strike, 1,200 workers at LifeLabs have renewed their collective agreement through a binding mediation process.
BC General Employees’ Union, representing the workers, says members won wage increases ranging from 11.3 to 20 per cent over three years.
Critical changes to address workload and overtime issues were also gained, while conces -
sions LifeLabs wanted workers to take for sick pay were taken off the table.
Following mediation in April, the parties agreed to accept binding recommendations and signed a return-to-work agreement. The recommendations were delivered May 14.
The union’s bargaining campaign brought attention to LifeLabs’ new American ownership and raised concerns about B.C.’s public health dollars going towards U.S. corporate profits.
“AT WORK, we’re kept apart, told not to talk about personal things on the floor, or talk about the union,” says Lars Helgesen, a care aide from Nanaimo Memory local. “But on our walks, we can talk about anything.”
Helgesen and up to eight of his co-workers, depending on schedules, meet after work and on weekends to walk, hike, and connect.
“We talk about work, but also what’s going in our lives,” he says. “There’s no judgement.”
Although Helgesen worked at the facility for seven years, he had never been to a union meeting. Then, a co-worker encouraged him to run for chairperson.
At that time, participation in the union was low, he says. “Members were tired of not having a voice. And they didn’t see any way to get involved.”
He found that the enthusiasm of just one person could transform the local.
Now, for the first time in years, Nanaimo Memory has a full executive, plus six joint occupational health and safety reps and five stewards.
Forging personal connections and trust through activities like the walking group, Helgesen says, is a powerful force.
“People are more willing to be dedicated at work, and to get involved, if they know they have co-workers who will support them through anything.”
Recent WorkSafeBC (WSBC) changes mean that some older workers risk losing their disability benefits before they retire.
Before 2021, injured workers who had a permanent disability accepted by WSBC, but were able to return to work, received a disability benefit until age 65. If they could prove they intended to work past 65, their payments would be extended.
The government made changes in 2021 to allow WSBC to decide
From archery lessons in 2018 to representing Team Canada in 2024, Lisa Yuen has pursued both her work and her dreams.
AFTER THE SHIFT
Life doesn’t slow down after work for Lisa Yuen.
An HEU clerk in Vancouver General Hospital’s radiology department since 2009, Lisa works with the inpatient/ER x-ray team. She’s also a union activist, serving on her joint occupational health and safety committee.
But once she’s off the clock, Lisa heads for the archery range – bow in hand. A competitive archer who represented Team Canada at the 2024 World Archery Field Championships, Lisa’s journey began in 2018 when she and her husband took archery lessons and fell in love with the sport.
Her specialty? Field archery – a style of shooting with targets of varying sizes and distances set in forests or on trails.
“I love being out on trails,” says Lisa. “It’s in my nature, especially since I work in the bottom of the hospital in a windowless area.”
The 2024 championships, held in Alberta, drew top competitors from around the globe.
“It was like going to a rock concert,” she laughs. “The top archers were there – people I’ve followed on social media for years, and suddenly, they’re right in front of me.”
That surreal feeling was matched by a sense of pride. “You really don’t think you deserve to be there, but once you realize you’ve actually made it – you put in the work, and you deserve to be there – it’s pretty unbelievable.”
In archery, Lisa found joy, growth and community – things she encourages others to seek in their own way.
“Being in health care, our jobs are focused on everyone except ourselves. Nurture your friendships. Get out in nature. Find something that brings you joy.”
“I think it’s really important to take time for yourself,” she says. “Being in health care, our jobs are focused on everyone except ourselves. Nurture your friendships. Get out in nature. Find something that brings you joy.”
Now, she’s training for the 2026 world championships. Lisa reflects that we don’t need to choose between our work and our dreams. We can have both. We just need to be willing to take the first step.
an injured worker’s retirement age when they turn 63, because it was too difficult for workers injured at a younger age to prove their retirement intentions.
Now, with WSBC’s new policies, some workers over 63 are not receiving benefits despite continuing to work. The Workers’ Compensation Appeal Tribunal is deciding whether these policies are lawful.
If you are an HEU member aged 63 or over, and your disability benefit has stopped, or you have received letters from WSBC about
your retirement age, please contact the HEU WCB appeal team for advice: benefits@heu.org, or call 1-877-438-5550.
The B.C. government has announced plans to change the rules around employee sick notes for short-term absences.
Currently, the Employment Standards Act allows employers to request “reasonably sufficient proof” that an employee is sick.
The changes will mean that employers cannot request, and
employees are not required to provide, a sick note as proof of illness. This is intended to save doctors’ time and reduce their paperwork burden.
It has not yet been determined how many days is considered to be a short-term absence, or how often an employee may be absent before their employer can request a formal sick note.
B.C. Minister of Labour Jennifer Whiteside introduced the bill in April. The changes are expected to be in place before the start of respiratory illness season this fall.
One way to get active in the union is to run for a position on your local executive. But what does it take to keep it running smoothly?
What is the main duty of the chairperson?
a) Orders union swag for HEU Day.
The union’s table officers training helps new local chairs and secretary-treasurers build confidence and leadership, and gain the skills they need to shine in their essential roles.
b) Ensures all local executive members perform their duties.
c) Runs labour-management meetings.
d) Controls the local’s budget.
Duties of the secretary-treasurer include:
a) Keeping meeting minutes, overseeing the local budget.
b) Taking dictation from the chairperson for correspondence with the employer.
c) Serving as the key scrutineer at local elections.
d) Ordering donuts and pizza for special union events.
Who is the warden?
a) They check credentials at union meetings to make sure attendees are members.
b) They record members’ attendance at meetings.
c) They can allow non-members to attend meetings with chairperson’s approval.
d) All of the above.
What does the conductor do?
d) Posts information on union bulletin boards. 1 2 3 4
a) Organizes traffic at union street rallies.
b) Leads the singing of “Solidarity Forever” at convention.
c) Initiates new members at local meetings.
Marites Camacho, a care aide from Three Links local in Vancouver, is a new secretarytreasurer, as well as a JOHS Committee member. Connie Murphy works as a pharmacy tech, and was elected secretary-treasurer at Nelson local, where she has been active over the years as a steward, secretary and trustee.
After more than 15 years as a medical device reprocessing technician at Royal Inland Hospital, Connie Audet retired in March.
“I enjoyed the fast pace of my job and the camaraderie,” says Connie. “I have many good memories of the people I worked with and the job as well. I will miss both.
“Last September, I enjoyed helping with the KLC Labour Day Picnic with a few of my co-workers. We had a booth and were talking with people about HEU and giving away HEU swag.
“After retirement, I plan to spend the summer gardening, and working on projects during the winter. I also look forward to visiting and spending time with my friends and family.”
Longtime activist Heather Barschel is retiring in August. After 25 years as a care aide at the University Hospital of Northern British Columbia, she spent her last five years as an Enhanced Disability Management Program (EDMP) steward.
Heather has held most positions at her local. She was also an OH&S steward, a labour council delegate, and has attended many workshops, conferences and conventions.
“I loved being a care aide,” says Heather. “It was different every day and so fulfilling to be able to help someone. I also loved my time as an EDMP steward, where I made real connections with people.
“Once retired, I look forward to having no set plans. It will be hard not to work, but having five acres, there is always lots to do. After I help my mother downsize and move, we are travelling to Mexico together.”
After more than 36 years of service, longtime employee Ken Dillon retired in May. He worked at Chilliwack General Hospital (CGH) in the ophthalmology clinic as an eye centre aide.
“I will miss the camaraderie, the laughter, the daily routine and the pride of feeling like I have done my best at the end of the day,” says Ken. “I walked into CGH as a single 24-year-old, where I met my wife. And now, almost 37 years later, I left as a 61-yearold grandfather. It doesn’t get much better than that.”
Outside of work, Ken is the manager of his hospital baseball team and the team captain of Go By Bike (Bike to Work) and the MDR Lottery Group.
In retirement, Ken plans to do a lot of cycling, while visiting local bakeries throughout the Fraser Valley and Vancouver Island. He hopes to teach his grandchildren how to cycle and skate. “There is also a 30-plus-year chore list that needs working on,” says Ken.
60,000 members in 296 locals
Retiring recently after more than 20 years of service, Jan Fenton worked as a nursing unit clerk in a variety of settings such as extended care, hospice, and maternity. She’s worked at several locations on the Island and Lower Mainland, most recently, with the B.C. Cancer Agency.
Having specialized in mammography, Jan taught breast self-examination at the Guildford Screening Clinic. She’s volunteered on women’s executives at two churches, and co-created a church cookbook.
“I enjoy helping people, it feels good to be able to assist them during difficult times,” says Jan. “I will miss the camaraderie of my peers.
“Being retired has reduced a lot of stress, and I plan to embrace my future and do whatever I am led to do – more craft projects, try more new recipes, and have fun times with my husband and friends.”
Retiring in June, Caryn Miletich has worked as a cook in food services at Vernon Jubilee Hospital for 34 years.
“I enjoyed making café specials and selling out before the café closed,” says Caryn. “It was such a pleasure knowing people liked my food. I consider my co-workers family and will miss them.”
Caryn volunteers at her church, and ensures all the seniors in her condo get spoiled with her homemade baking. While working, she often treated her co-workers with goodie bags for Christmas and holidays.
On retirement, Caryn says, “I look forward to sleeping in. I won’t miss getting up at 4:00 a.m.”
Sadly, Kimberly Miller passed away in February. She worked at University Hospital of Northern British Columbia in Prince George as a booking clerk in the medical imaging department.
Although Kim had only been in her position for a short time, she loved her job and her work.
“Kim was a very proud Mom to two young children,” says a co-worker. “This was obvious, as when she spoke of them, her face literally lit up. Kim was very kind to the patients and had a soft gentle demeanor about her.”
Did you know that HEU has six equity standing committees? Working with HEU’s equity officer, they provide outreach and advocacy to HEU members, and work in solidarity with other social justice groups. To learn more, please email inclusion@heu.org.
Ethnic Diversity • Indigenous Peoples • Older Persons • Pink Triangle • People with Disabilities • 2-Spirit, Women and Non-Binary • Young Workers
MOVED? Please notify us of your change of address online: www.heu.org/change-contact-information
“In humble dedication to all those who toil to live.”
EDITOR
Neil Monckton
MANAGING EDITOR
Elaine Littmann
ASSOCIATE EDITOR
Brenda Whitehall
GRAPHIC DESIGNER
Elaine Happer
PRINTING
Mitchell Press
PROVINCIAL EXECUTIVE
BARB NEDERPEL
President
LYNN BUECKERT
Secretary-Business
Manager
BETTY VALENZUELA
Financial Secretary
BILL MCMULLAN 1st Vice-President
TALITHA DEKKER 2nd Vice-President
CHARLOTTE MILLINGTON 3rd Vice-President
CHRIS BATTING
Senior Trustee
OLIVIA BURGON
Senior Trustee-Elect
LISA KREUT Trustee
BONNIE HAMMERMEISTER
Regional Vice-President
Fraser
DIANE TOMEI Regional Vice-President
Fraser
SHIVONNE ST. PIERRE Regional Vice-President
Fraser
BARBARA SHUKIN
Regional Vice-President
Interior
BALJIT SANDHU Regional Vice-President
Interior
KIM MCILRAVEY
Regional Vice-President
Interior
LISA CREMA
Regional Vice-President
North
TAMMY MEISE
Regional Vice-President
North
MARIA LUGS
Regional Vice-President
Vancouver Coastal
RANJIT UPPAL
Regional Vice-President
Vancouver Coastal
ETHEL PURUGGANAN
Regional Vice-President
Vancouver Coastal
ANNA CALDWELL
Regional Vice-President
Vancouver Island (South)
PHIL HENDERSON
Regional Vice-President
Vancouver Island (North)
LYNN SERHAN
Diversity Vice-President
Indigenous Peoples
CORA MOJICA
Diversity Vice-President
Ethnic Diversity
DARLENE BOWN Diversity Vice-President
Pink Triangle
BELINA FERNANDEZ
Diversity Vice-President 2-Spirit, Women and Non-Binary
JOVITO ESPINOZA Diversity Vice-President People with Disabilities
LEANNE LA GUARDIA Diversity Vice-President Young Workers
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