HEU Guardian: Spring 2015

SPRING 2015 • VOLUME 33 NUMBER 1 • THE VOICE OF THE HOSPITAL EMPLOYEES’ UNION

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Voteheal hcare.ca

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Federal Election 2015

AGREEMENT NUMBER 40007486

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

IN HARM’S WAY

Government’s fixation on the bottom line has made extreme workload a leading occupational hazard in health care, putting workers, their residents, patients and clients at risk.

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FIRST P AGE REP ORT SPRING 2015

On March 31, HEU members organized public rallies and workplace information sessions in 30 communities across B.C. to defend universal medicare.

Make your vote count for public health care

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This past March 31 was an important date for universal health care in our province and across our country.

It was the first anniversary of the expiry of Canada’s Health Accord, which launched the beginning of a decade-long, $36 billion cut to health care transfers to the provinces – a cut Stephen Harper’s Conservative government said it would not make in the lead up to the 2011 federal election.

As part of a National Day of Action, which demanded a new accord to protect and expand public medicare, HEU members organized public rallies and workplace information sessions in 30 communities across Britsh Columbia.

In turn, these events generated dozens of media stories in community papers, on local radio stations and in evening supper-hour TV news shows. By the next day, tens of thousands of British Columbians had heard about the many challenges faced by health care workers.

The message we delivered was clear: hospital, residential and community care workers are opposed to the Harper Conservatives’ funding cuts and the threat they pose to public health care.

Without a strong financial contribution from Ottawa, provincial governments end up

starving public health care services, which in program to rein in drug costs? A recent article in the Canadian Medical Association turn opens the door to more privatization.

It makes no sense. And everyone who Journal pointed out that by providing all Canadians with universal prescription drug works in health care knows it.

Under our single-payer, publicly funded coverage, we can save $7.3 billion annually.

Finally, there is one other solution we can system, Canada has managed health costs, that one of the most important while producing health outcomes for citi- offer Canadians.

Thisdecisions is a federalwas election year. Primethe zens that are similar or better than compato overhaul Minister Stephen Harper and his 21 B.C. rable countries. bargaining HEU’s MPs willprovisions be forced to of defend But there’s no doubt Canada’s much-cher- Conservative their decision to turn backs ished social constitution andtheir by-laws. on public health care. program is stand up And all of us have a role to under attack.

We know the and fight to keep our health play. “If we don’t stand up and fight to keep our health care solutions are care public, who will?” public, who will?” asked a Lower there – we’ve been advocating for them for years – but we Mainland HEU rally captain to reporters need a federal government with the political attending a March 31 rally.

“We need everybody to get the message will to ensure the provinces and territories have the resources they require to implement out there. This is going to affect every single Canadian, not just in B.C. We need to elect them.

Our public health care system can be great- a government that has these issues in the ly improved and sustained. What we need forefront and we can actually believe will do to do is invest in our health care workforce, what is needed.”

The case for public health care is as strong stop wasting money by using costly publicprivate partnerships (P3s) to build new hos- as ever.

It’s where our focus needs to stay if we are pital infrastructure, and bring in publicly run community health centres and surgery clinics to continue to be the guardians of universally accessible and high quality health care. to deal with hospital waitlists.

And what about a national pharmacare

There’s no question

“If we don’t

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COMMENT

We are all stewards of this great union There’s something about the HEU spirit that is so unique.

Perhaps it’s the way that HEU has always taken on the tough questions and the hard battles.

JENNIFER WHITESIDE When I landed in Vancouver on March 31, to begin working as SECRETARY-BUSINESS MANAGER your new secretary-business manager, I knew I had made the right decision. Because that was the day thousands of HEU members, along with other health care advocates, were holding events to support our universal medicare system.

I can’t tell you how wonderful it feels to be back working for HEU members. After being out of province for the past several years, it truly feels like coming home.

During my time away from B.C., I had the chance to work with health care workers all across the country, and I can tell you the issues they are facing are the same.

They too are dealing with cutbacks, underfunding, short-staffing, attacks on their job security, and on public sector workers generally, as well as the constant restructuring that has made health care work more dangerous and more precarious.

It’s a critical period for all of us. We are in a difficult historical moment where the threats to our public health care system, and many of our social rights and benefits, have only deepened.

Along with all the many challenges on our plate, keeping these issues front and centre in the public’s mind continues to be an essential part of our work.

For me, there is no question that unions are what stand between having a decent, accessible health care system, or not. And that is central to whether we have a decent society, or not.

As always, we are standing on the shoulders of all the people who have come before us, who

MUNICIPAL PENSION PLAN UPDATE

Members urged to check benefit statements If you are an HEU member who is enrolled in the Municipal Pension Plan (MPP), it’s important that you carefully review your Member’s Benefit Statement for 2014 when it arrives in June to make sure you have been credited for all the time you have earned.

Full-time employees who have not taken any unpaid leaves of absence, should be credited with a full year of pensionable service whether or not they work regular hours or different shifts.

Problems stemming from computerized payroll systems and rotating shift schedules can result in members not being credited for their full 12 months pensionable service.

If your full-time status does not show a full year of pensionable service, you need to speak to your employer to make sure any needed adjustments are made and reported to the pension corporation.

If you have worked full time, your statement should show 12 months’ contribution. That number should only be less if: • You took an unpaid leave, even for a few days • You joined the MPP during the year • You worked part-time during the year For more information visit: www.everyshiftcounts.pensionsbc.ca

have made the gains and built the union we have today.

Knowing this, we are all stewards of this organization, whether we are members, local activists, elected officers, or staff. HEU was here long before we came, and it will be here long after we have moved on.

It’s what we contribute now, together, that will define our future and make the difference for the generations who follow.

With bargaining settled for the vast majority of HEU members we have a window of opportunity to revitalize our union, and contribute to the rejuvenation of the For me, there is no question trade union movement as a whole. that unions are what stand Along with your between having a decent, Provincial Executive and member activists across accessible health care system, the province, I am com- or not. And that is central to mitted to fighting for whether we have a decent and defending all our members in every sector society, or not. of HEU, engaging members in the work of the union, building stronger locals, bringing our private sector and public sector members into effective partnerships, and keeping our issues in the public eye.

I can’t think of anything I would rather be doing over the next several years. And there isn’t a group of members, activists and staff that I would rather be doing it with.

Independent Private Sector Conference sets agenda to advance bargaining goals • 5 Union campaigns to protect laundry jobs and services in the Interior • 7 The Guardian interviews federal NDP leader Tom Mulcair • 11 

Is momentum building for positive change in seniors’ care? • 12 Citizenfour puts privacy, internet freedom and state surveillance in the spotlight • 14

Meet Jennifer Whiteside: HEU’s new secretary-business manager

Thank you Sister Pearson

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CAELIE FRAMPTON PHOTO

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ennifer Whiteside is no providing care in stranger to the Hospital their own homes.

Employees’ Union. Between She first became 1999 and 2003 she worked active in the labour with the union as a labour movement when relations representashe organized tive, and later as a policy her co-workers, researcher between 2006 and 2009. employed by the A long-time activist – from her earDouglas College liest days in the student and women’s student union, movements, to her work with CUPE into a CUPE local. and other unions across the country – Later, while attendWhiteside brings with her a wealth of ing Simon Fraser experience defending workers’ rights, University she conand a deep commitment to social justinued her labour tice issues. activism as an offiShe comes to her new position at HEU cer and shop stewfrom the Conseil Provincial des Affaires ard in her local.

Sociales, which represents 20,000 CUPE Whiteside says members in Quebec, in the health care her academic work and social services sectors. in women’s and Whiteside and Pearson working closely together to create as smooth a transition as possible in the “We’re lucky to have her on our labour studies pro- union’s top leadership position. leadership team,” says HEU president vided an important Victor Elkins. “Jennifer has a profound backdrop to her union and feminist with the question of how to build more “We will build power by building respect for HEU members, and for our activism. powerful organizations to defend their the capacity of workers to become union. She has a clear understanding “But it was my involvement in members in the face of attacks from leaders themselves, who in turn can of where we have come the union, in my corporations and right wing governbuild the capacity of other workers to from and a determiCUPE local, that ments who are trying to destroy our become leaders,” she says.

“It was my involvement nation to confront our first gave me a voice social fabric,” says Whiteside.

“It’s about passing the torch and challenges head on, in in the union, in my and a framework She says it’s important to learn from creating a movement powered by new and creative ways.” to understand the other organizations who are finding workers themselves. I think we can Whiteside was CUPE local, that first world,” remembers new and dynamic ways to advance a learn a lot from that approach, as we appointed by the HEU gave me a voice and a Whiteside. “Until progressive agenda. move our union forward.”

Provincial Executive I became an activto succeed Bonnie framework to underist, I really didn’t Pearson, who retired understand how stand the world.” from her position as the world worked. the union’s secretary-business manIt was through the union movement ager at the end of March. that I came to understand workers’ Retiring secretary-business manager, of the Saskatchewan Federation of “I really want to thank Bonnie for struggles and women’s struggles.”

Bonnie Pearson, leaves behind her a Labour. Since coming to B.C. she her solid leadership over the past four Over the years, Whiteside has legacy of shrewd and tenacious con- worked for the College Institute years, especially at the bargaining worked for CUPE, other unions and tract bargaining for HEU members Educators’ Association (now the table where she led the union team community organizations on a broad and a demonstrated commitment Federation of Post-Secondary through two difficult rounds of negorange of health policy and labour relato building solidarity among trade Educators), HEU, and the Workers’ tiations,” says Elkins. tions issues.

Compensation Board in B.C., before unionists at all levels.

In the first few weeks of April, She has provided strategic advice She will be deeply missed by the returning to HEU in 2009.

Pearson and Whiteside worked closely to elected representatives on policy, CLC secretary-treasurer Barb entire union who wish her the very together to create as smooth a transiorganizational and campaign developbest in the next phase of her long and Byers describes Pearson as a mentor tion as possible in the union’s top ment, and throughout her career has who has always been willing to take proud history of activism. leadership position. developed extensive negotiating skills A veteran negotiator with roots in the time to support people who are “Bonnie has been incredible,” says in such areas as grievance resolution, Saskatchewan, Pearson was appoint- new to the trade union and people’s Whiteside. “Her guidance and counoccupational health and safety, colleced HEU’s secretary-business man- movements. “She will help you any sel over the past few weeks has been tive bargaining and essential services. way she can,” says Byers. “Bonnie can ager in 2011. invaluable in orienting me to curAs she takes up the responsibilities Backed by a unwavering belief be tough as nails and as smooth as rent issues and the complexities of the of her new position as chief negotiain workers’ rights and social justice silk. She is principled, smart, knowlunion’s operations.” tor and spokesperson for HEU, she is Pearson became a union rep for both edgeable, funny and secure enough to Whiteside’s activism began in her conscious of the many challenges conCUPE and the Grain Services Union welcome challenges.” early days advocating for better access fronting trade unions.

We all wish her well in the future. before being elected vice-president to child care and support for women “Unions everywhere are grappling

Learn more about your health & safety rights Injury rates for health care workers are among the highest in B.C.’s workforce.

As part of a pilot project on health and safety education, HEU’s Occupational Health & Safety department is offering a one-day workshop – Workers’ Rights to a Healthy and Safe Workplace.

The workshop will be open to all

members (not just OH&S stewards) who are interested in learning more about their safety rights on the job.

Workshops will be organized in various regions throughout the province, based on the demand received from members.

The union recently sent out an Expression of Interest letter and application forms to local secretary-

treasurers. If you’re interested, the deadline for applying is June 26.

Applications must be sent to the HEU Provincial Office, 5000 North Fraser Way, Burnaby, B.C. V5J 5M3, or by fax at 604-739-1510.

Information and applications forms can be downloaded from the HEU website at <www.heu.org>.

Did you know?

Check out these factoids about Canada’s voting history.

In Canada’s first election in 1867, there were 361,028 eligible voters representing barely 11 per cent of the entire population. All were men.

It was not until 1921 that more than half the population became eligible to vote in a federal election. Today, about 70 per cent of the population is eligible to vote – based on voting age and Canadian citizenship.

The secrecy of the vote was introduced in 1874 with the adoption of paper ballots, voting booths, and holding the election on a single day. Before that, voting took place over several weeks.

In 1917 woman were first allowed to vote, but only if they had close relatives in the military. Women won full voting rights in 1918.

In 1950 Inuit people obtained the right to vote and the right to run as candidates in federal elections.

It wasn’t until 1960 that First Nations people living on reserves were granted the right to vote and run as candidates without having to give up their status under the Indian Act. Since 1867, 11 candidates have won by a single vote.

Why you need to file incident reports

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n the complex world of health care, if it isn’t documented, then it didn’t happen. That’s a critical message for HEU members when determining whether or not to file occupational health and safety incident reports.

By law, work sites with more than 20 employees are required to have a joint occupational health and safety committee, which is responsible for implementing accident prevention protocols, reviewing and investigating incident reports, and making recommendations for improved workplace safety conditions.

Work sites with nine to 20 employees must have a worker health and safety representative, selected by the union.

Situations that may require an incident report include: slips, trips and falls; back strain and other musculoskeletal injuries; under-staffing or short-staffing; exposure to hazardous materials (mold, asbestos) or infectious diseases (C-Diff, MRSA, scabies); needlestick injuries; chemical or mercury spills; entering community homes with poor lighting, broken stairs or rat infestations; and violence.

Another reason for documenting is in the case of soft tissue damage which may occur over time. A cumulative injury is hard to prove if you can’t pinpoint a starting time for symptoms or when incidents happened.

All too often, especially in health care,

workers are pushed to the limit with insufficient supplies, staffing shortages and crushing workloads, making it challenging to complete tasks on time or deliver quality services.

Workers are required, under the Worker’s Compensation Act, to follow safety procedures established by their

In the world of health care, if it isn’t documented, then it didn’t happen. employer. So, for example, if a resident’s “care plan” requires more than one staff member to deliver care, then workers must wait for the employer to provide the appropriate staffing levels to carry out those duties.

Furthermore, workers should never transfer or lift a resident requiring two people by themselves because they risk injury and/or discipline.

When workers are rushed, the probability of an “accident” increases for workers as well as patients, clients or

residents. Nobody wins in that situation, and managers will not support a worker if an incident occurs while taking a “short cut” to get a job done.

As most HEU members are aware, workers do have the right to refuse unsafe work. But sometimes, with mounting workplace pressures, workers make judgement calls that could jeopardize their safety.

The importance of filing incident reports cannot be stressed enough.

It is every worker’s right to file a report, and managers are not allowed to intimidate workers for doing so.

When an employer receives multiple reports from one work site or one work area, they’ll be able to determine a trend, or recognize safety hazards that need to be urgently addressed.

This may include repairing or acquiring new equipment, changing staffing levels, or developing new safety models (i.e. safe-handling of patients or toxins).

Once an incident report is filed, the health and safety committee will review it, conduct a thorough investigation, and make recommendations. It’s important to follow up with an OH&S steward on the status of a report.

For more information, talk to a local shop steward, local OH&S steward, or visit the Health & Safety section on HEU’s website.

BRENDA WH ITEH ALL

The 1958 federal election had the highest voter turnout in Canadian history at 79.4%. The 2008 election had lowest turnout at 58.8%.

Canadians have gone to the polls most often in the fall; 14 fall elections have been held since 1867, 12 elections have been held in summer, 10 in the spring and only 5 have been held in winter.

Since 1867, 622 candidates won by acclamation - including JosephAldéric Ouimet (1848-1916) who has the enviable record of having been acclaimed 5 times!

On two occasions (1896 & 1963), a tie required the Returning Officer to cast the deciding vote.

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Income inequality linked to union decline

A recent study released by the International Monetary Fund (IMF) confirms a warning that trade unions have been sounding for years: that the decline in unionization is supporting a rise in income for those at the top.

According to the report, the most striking development is the large and continuous increase in the share of total income garnered by the 10 percent of the population that earns the most.

The IMF examined rising inequality in relation to countries with advanced economies since the 1980’s.

Roughly half of the increases were

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“driven by deunionization,” says the report.

When union density is lowered it reduces the bargaining power of workers, which in turn, increases the incomes of top earners.

The study points out that, “If deunionization weakens earnings for middle- and low-income workers, this necessarily increases the income share of corporate managers’ pay and shareholder returns.”

In other words, the trend not only reduces the welfare of lower income workers, it makes the rich richer.

“Power from the People” is written by a senior economist and researcher

for the IMF and can be found at <www.imf.org/external/pubs/ft/ fandd/2015/03/jaumotte.htm>

Fight for $15 campaign Last November, when the B.C. Federation of Labour launched its campaign to raise the minimum wage to $15 per hour, they couldn’t predict Premier Christy Clark would take such swift action this past March.

After all, B.C. is a leader in poverty and has been for the past fourteen years. Under the BC Liberals, our province has the second highest rate of poverty in Canada – one in seven British Columbians.

Members unite for better care HEU’s second Independent Private Sector Bargaining Conference set future priorities, boosted member-to-member solidarity and developed workplace campaign strategies to advance bargaining goals.

On April 15 HEU members and staff took to the streets to call for a $15 minimum wage.

And it’s even worse for children.

One in five children growing up in the fourth richest province in the country live in poverty.

In response to the demands for changes to the minimum wage, the Premier raised the rates – barely.

She increased the rate from $10.25 to $10.45 effective Sept. 1, 2015. And she pledged to increase it annually at the rate of inflation every September going forward.

The problem with this new formulation economists point out is that it does nothing to address the core issue – too many B.C. workers earning minimum wage already live in poverty.

A full-time minimum wage worker will find themselves about $6,000 below B.C.’s poverty line according to the B.C. Federation of Labour.

“By setting the minimum wage so low before indexing it to the cost of living, Premier Clark has condemned

and quality of care, benefit improvements, unsafe work, pensions and building solidarity within the workplace membership.

Featured throughout the event were a series of success stories brought forward by members who described how they had worked together to achieve gains they had not thought possible.

Other highlights included a panel on the growing communitywide campaign for a living wage which included speakers from A Living Wage for Families, the Metro Vancouver Alliance, and HEU’s Living Wage Committee.

Hip hop vocalist and songwriter Ndidi Cascade wowed the first evening’s social.

Attendees included HEU’s president Victor Elkins, financial secretary Donisa Bernardo, and the Provincial Executive.

PATTY GIBSON

CAELIE FRAMPTON PHOTO

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ost of the 130 mem- their working and caring conditions, bers who headed to sharing the successes that have emerged the union’s second from strong member-led campaigns, and Independent Private achieving consensus on top priorities for Sector Bargaining future bargaining and lobbying efforts.

Keynote speaker B.C. Federation of conference in midFebruary were new to Labour president Irene Lanzinger opened the conference by thanking delegates for their roles as bargaining representatives.

Many spoke of the isolation they feel their dedicated work, emphasizing that the representing workers at a single facility. lives of vulnerable residents are impacted And all came in search of practical infor- by constant contract-flipping and the lack mation, new tools, and peer support to of successorship rights for affected workers.

“Profits can’t come before people in bolster their efforts to achieve decent need and those who care for them,” contracts for their members.

Delegates attending the two-day confer- Lanzinger told delegates, pledging to ence in Richmond came from all across champion those issues in meetings with the province and represented more than the provincial government.

Then HEU secretary-business manag90 private sector work sites, which included long-term care, assisted living, inde- er Bonnie Pearson described the union’s four-decade history pendent living and addicadvocating for bettions support facilities.

“Without you – the ter seniors’ care and Their employers include how HEU works on private, for-profit owners, eyes, ears, and many fronts to push non-profit agencies, and back against the politifor-profit contract ser- defenders of care cal and profit-making vice providers. And with on the frontlines – agendas that undervery few exceptions, those our advocacy at the mine workers’ rights employers’ goal is to keep and quality care. wages as low as they posprovincial level would “First and foresibly can at all costs. most, I want to “That makes for a pretty not be as strong.” emphasize that some tough bargaining environment,” says HEU director of private sector of our greatest accomplishments in protecting care in this environment, come organizing and bargaining Susan Fisher.

“This is a sector that’s largely respon- from you,” she told delegates. “Without sible for providing care to the elderly and you, who are the eyes, the ears, and other vulnerable citizens. The quality defenders of care on the frontlines, our and level of care at any facility is deeply advocacy efforts at the provincial level affected by the staff ’s overall working would not be as strong.”

And she urged delegates to continue conditions. Employers need to realize that people are cared for by people. You to use the tools of their collective agreeneed to value and respect, in practical ments to protect the health and safety terms, the people who provide that care.” of workers and residents, to back their Fisher points out that when members go bargaining committees with solid camto the bargaining table, wages are only part paigns, and when necessary to stand up of the issue. “Job security is also huge. Not against contracting out.

A major outcome was the adoption knowing if you will have a job is an enormous stress on workers and their families.” of 14 resolutions to guide future barGuided by the conference theme gaining and workplace campaigns. Those “United for Better Care”, delegates focused resolutions addressed contracting out, fair on identifying key challenges affecting wages and working conditions, continuity

minimum wage earners to a life in poverty,” say HEU secretary business manager Jennifer Whiteside. “We need to change that – that’s why HEU supports the Fight-for-$15 and the living wage campaigns.”

Fight-for-$15 events take place monthly now across the province. See <fightfor15bc.ca> online to get involved, sign the petition or learn more.

Unfair election act isn’t a done deal

The Harper Conservatives’ so-called Fair Election Act won’t be coming to fruition without a fight.

Advocacy groups are seeking an

injunction to suspend key provisions of the Act before the upcoming federal election, despite it passing into law in June 2014.

The Canadian Federation of Students, the Council of Canadians, and three voters filed over 2000 pages of powerful evidence with the Ontario Superior Court in February demonstrating the dangerous effects of the Act on Canadian democracy.

The groups argue that the elimination of the voter information card as an acceptable proof of identity or residence, breaches section three of the Canadian Charter of Rights and Freedoms, which guarantees the right continued on page 6

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What’s at stake for women in the next election?

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ing, Harper closed most Status of f we’re truly committed to womWomen regional offices, and slashed en’s equality, sisters and brothers, the budgets of the Canadian Research we cannot let Stephen Harper conInstitute for the Advancement of tinue with his anti-woman agenda.

Women and the National Association A century ago, Canadians were of Women and the Law. still recovering from World War He cut back transfers that support I. Technology was rapidly advanchealth care, education, women’s sheling, but women’s rights were not. ters, welfare, housing and Employment In an era of tremendous change, Insurance, and scrubbed plans to Canadian women weren’t even recestablish a national child care program. ognized as legal “persons” until 1929.

The Conservatives also abandoned They lagged behind as marginalized, the mandatory long-form census, second-class citizens. ending the critical collection of data But in solidarity, Canadian women on women with disorganized through abilities and “unpaid the women’s sufwork” (domestic frage movement, a duties, volunteering) national campaign that’s essential to planto win voting rights. ning social programs.

They demanded and They eliminated won equality. the Court Challenges In 1918, federal Program, a valuable legislation gave funding source for women, over the Canadians (mostly age of 21, the right women) filing human to vote in general rights claims; and elections – effective mounted an attack January 1, 1919.

Donisa Bernardo on unions which has However, it wasn’t HEU Financial Secretary reduced women’s job until 1960 that our security, human rights protections, First Nations sisters were given the wages, benefits and pensions. right to vote.

Despite ongoing violence against Over the decades, women have women and girls, Harper dismantled fought hard to achieve significant gains Canada’s long-gun registry – making it – socially, economically and politically. easier to acquire firearms, and he hasn’t But today, after nearly a decade under created a national action strategy to the Harper Conservatives, those strides eradicate violence against women. have been severely eroded, turning back Equally disturbing is how he has steadthe clock on women’s equality in subfastly ignored the demand for a public stantial ways. Here’s a brief snapshot. inquiry into Canada’s missing and murAfter taking office in February dered Aboriginal women and girls.

2006, Harper immediately launched For all these reasons. HEU has a clear assault on women’s rights. He endorsed the Up for Debate campaign, targeted organizations that research, calling for a national all-party leaders’ defend, advocate and lobby for womdebate on women’s issues during the en’s equality. Threats of audits on upcoming election. charities, such as women’s non-profit We owe it to our sisters who paved agencies, silenced many stakeholdthe way for women’s justice and equalers who feared losing their charitable ity to continue the fight, and I urge status, which would undermine their our members to vote for women’s ability to deliver critical services. equality in this year’s federal election.

Further stifling women’s organiz-

to vote. Providing documents that show a current address is more difficult for highly mobile and younger voters, including post-secondary students.

The groups will also raise the issue that the Act limits the ability of Elections Canada to educate voters about their right to vote and the electoral process.

Additionally, the Act limits the Chief Electoral Officer’s authority to report to Parliament on suspected election fraud.

Harper’s Fair Elections Act also ignores the election

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fraud that took place during the last federal election. A federal court ruling from the 2011 election fraud legal challenge concluded that there was a widespread campaign of calls misdirecting voters.

A hearing has been scheduled for July 2 and 3, 2015 in Toronto. Find out more at <www.canadians.org/election>.

Universal drug plan would save $7.3 billion per year

Contrary to common perception, Canadian taxpayers could save billions with a

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PRESIDENT’S DESK

Harper, where’s our country?

You may not remember Michael Moore’s bestselling book from 2004 – Dude, Where’s My Country? – but recently, I’ve been thinking about his account of how George W. Bush carVICTOR ELKINS ried out a massive assault on the democratic rights of ordinary U.S. citizens after 9/11. In the name of fighting terrorists overseas, Bush drastically restricted the liberties of ordinary U.S. citizens at home.

The more I learn about Stephen Harper’s anti-terrorism legislation, Bill C-51 – despite a few minor amendments following massive protests across the country – the more I have an almost eerie feeling of déjà-vu.

Can this same scenario really be happening in Canada? Unfortunately, yes it can. Under Harper, we have already seen Canada take on a growing combat role in the Middle East. At the same time, he has echoed Bush’s obsession with the “forces of evil” which he is now using to cultivate what I can only call “a culture of fear” among Canadians.

Now, he is rushing Bill C-51 through Bill C-51 demands opposition parliament despite strong opposition from all who value the human from every part of Canadian society.

Unions, citizens’ groups, former prime rights protections at the heart ministers, legal experts, justice ministers, privacy commissioners and many of our democracy. others say this legislation will seriously compromise the very rights and freedoms that define our Canadian democracy.

In effect, Bill C-51 expands government’s intelligence-gathering powers and contains radical changes to the Criminal Code, rights of due process and free speech, law enforcement and privacy protections.

That’s why HEU is on record as being firmly against Bill C-51. Like CUPE and other unions, we are demanding this legislation be withdrawn because of the threat to individuals’ liberties and privacy rights, and how it can be used to criminalize protest activities that oppose government policy.

Even an open letter from Jean Chrétien, Joe Clark, Paul Martin and John Turner, along with 18 other prominent Canadians, warns against the abuses that can occur under this legislation, all in the name of maintaining national security.

Here’s what’s really scary. In this Bill, “national security” includes interference with critical infrastructure and threats to economic and financial stability.

Wow. That makes trade unionists who engage in strike action or other forms of dissent, extremely vulnerable to unjust surveillance and criminalization. The same is true for environmentalists and virtually any activists opposing government.

Under Bill C-51, Canada’s national spy agency (CSIS) can collect and share information on citizens, detain people without due process, and essentially disregard the rights of Canadians currently protected in the criminal justice system and by the Charter of Rights and Freedoms.

Federal NDP Leader and leader of the opposition Thomas Mulcair said it best: “We cannot protect our freedoms by sacrificing them.”

Bill C-51 demands opposition from all who value the human rights’ protections at the heart of our democracy. Your union will continue to fight it in every way we can.

universal public drug plan to provide prescriptions to all Canadians, according to new research published in Canadian Medical Association Journal.

Canada is the only developed country with universal health insurance that does not offer universal prescription drug coverage.

“A long-time barrier to implementing universal prescription drug coverage in Canada has been the perception that it would necessitate substantial tax increases,” say the study’s

authors. “Our analysis shows that this need not be the case.”

If Canada could achieve the pricing found in several comparable countries as well as the rates of generic drug use seen in some provincial drug plans, a universal public drug plan would reduce total spending on prescription drugs by $7.3 billion per year, or 32 per cent.

As well, employers and unions that offer employee drug benefit plans could save $8.2 billion under a universal public drug plan,

savings that would be beneficial in other ways.

Successorship concerns top B.C. Fed lobby B.C.’s weak successorship laws are undermining care and causing economic insecurity for workers.

That was a key message taken to provincial politicians by the province’s labour leaders at the B.C. Federation of Labour’s annual lobby in Victoria.

Gaps in legislation mean

that many employers – especially in health care, food services, building services and construction – are able to subcontract work in an effort to undermine wages and unionization.

And in a holdover from Bill 29, most health employers are exempted from even the weak provisions that currently exist.

HEU’s outgoing secretary-business manager Bonnie Pearson led a delegation of labour leaders in top-level meetings with B.C.’s health minister, labour minister and other key government and opposition officials on the topic of successorship.

“These were productive sessions which gave us an opportunity to

review the full impact that weak labour laws were having on the continuity of care for long-term care residents,” says Pearson.

“Our position was reinforced by the fact we had live examples of workers at three Lower Mainland care facilities – and cleaners in Vancouver Coastal – where contracting out had recently been announced.”

The B.C. Federation of Labour lobby took place on March 3. In addition to successorship, more than 30 labour leaders also lobbied politicians on raising the minimum wage and strengthening the public role in apprenticeship training.

Kootenay Lake Hospital laundry worker Sophia Dricos (above) chairs the Nelson laundry campaign committee. Royal Inland laundry workers with president Victor Elkins and financial secretary Donisa Bernardo (right) following a Kamloops city council meeting which voted to ask IHA to reconsider its privatization plan.

MIKE OLD PHOTO

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support of Opposition NDP MLAs ospital laundry workers Jennifer Rice and Michelle Mungall and their union are gainwho took health minister Terry Lake to ing community support task over the privatization scheme durin their campaign to ing Question Period in the legislature. protect jobs and services And Nelson and Kamloops city from privatization. councils have passed resolutions callThis past November, ing on the health authority to reverse the Interior Health Authority (IHA) its plans to contract out regional hosannounced plans to contract out hospital laundries in their communities. pital laundry services in 11 commuThey’re concerned about the impact nities, citing the cost of equipment of the loss of good jobs on local busireplacement and upgrades. nesses and families, and the environIt’s a scheme that puts 175 decent, mental impact of trucking laundry family-supporting jobs at risk and outside the region. threatens critical health support serLaundry workers and their allies vices that the health authority admits have also collected more than 5,000 are efficiently operated. signatures calling on the province to While engaging in a required conpreserve in-house laundry services sultation with the Hospital Employees’ and jobs. The petition will be tabled Union on alternatives to contracting in the legislature later this spring. out, the health authority developed HEU’s campaign is being carried a short list of companies that would out on the ground by five invite to bid on the regional working groups. laundry business.

Laundry workers In addition to circulatThat invitation – ing the petition, they are a “request for solu- and the union are lobbying politicians, writtions” – was issued in campaigning hard ing letters, and leafleting.

February.

All the shortto build community The laundry issue was also highlighted during recent listed companies Health Accord rallies on are located in either opposition to the March 31.

Alberta or the Lower privitization plan, The health authority Mainland, raising the claims it needs about $10 very real possibility and it’s working. million over the next decade that hospital laundry to upgrade or replace laundry equipand jobs could be trucked right out of ment. However, many of the in-house the interior altogether. laundry facilities still have equipment But laundry workers and the union with a significant shelf life. are campaigning hard to build com“Some of the laundries do have munity opposition to the privitization aging infrastructure and equipment,” plan – and it’s working. says laundry worker Jessica Guthrie.

The campaign quickly got the “Kelowna General Hospital [KGH] just received a brand new press (kind of SUPPORT THE CAMPAIGN like a spin cycle washer) last February You can help. Find out more at at a cost of $330,000. If [privatization www.keeplaundrypublic.ca is] approved, what will happen to that or on Facebook brand new piece of equipment?” (search term: keeplaundrypublic).

“KGH is one of the most efficient

COLIN PAYNE PHOTOGRAPHY PHOTO

Privatizing hospital laundry meets public resistance

laundries in the country,” adds Guthrie.

“Representatives from all of Canada and the U.S. have come to Kelowna to observe our running system, and implement it back in their own hospital laundries.

HEU secretary-business manager Jennifer Whiteside says interior communities are worth the relatively modest capital investment required over the next decade.

“These services are critical to the delivery of quality health care in their communities and the associated jobs have a big economic impact on families and local businesses.”

The 11 communities impacted by the privatization plans include Kelowna, Penticton, Nelson, Vernon, Kamloops, 100 Mile House, Ashcroft, Princeton, Golden, Lillooet and Williams Lake.

Inglewood agreement saves jobs, secures seniority rights across the Lower Mainland this spring with hundreds of health care workers facing layoff as a result of contracting out and contract flipping.

More than 900 cleaning staff employed by Aramark in Vancouver Coastal Health and Providence facilities will be laid off later this year after the company lost its decade-long contract to Compass Group. The union is currently working to help members secure employment with the new subcontractor.

And two other private care homes have issued pink slips to their staff.

Laurel Place in Surrey has given notice that it will contract out more than 240 staff effective June 1. And the owner of Harmony Court in Burnaby flipped its subcontract for care staff resulting in the layoff of about 80 members.

Union secretary-busiHEU members and supporters rally against latest ness manager Jennifer contract flipping at Inglewood Care Centre.

Whiteside says as privatization enters its second decade, gova transition agreement with the new ernment must deal with the staffing subcontractor that provides prefereninstability created by unfettered contial hiring, recognition of seniority, tract flipping in health care. and wage and benefit improvements “We’ve had some success in findfor members. ing ways to protect workers impactIt took intense negotiations, and a ed by contract flips,” says Whiteside. campaign that exposed the negative “But over the long term, restoring impact of chronic contract flipping successorship protections for health on working and caring conditions. care workers is the key to ending the Since 2003, Unicare had subcontractchaos in our hospital and long-term ed staffing to more than five different care facilities.” companies.

It’s a story that’s been playing out In the midst of one of the largest waves of contract flipping in a decade, HEU has reached an agreement that secures employment for more than 200 members at a North Vancouver care facility.

It’s a significant achievement for members at the Inglewood Care Centre.

They’ve been campaigning to protect their jobs ever since the subcontractor, CareCorp, terminated its contract with the facility’s owner – Unicare.

At press time, HEU was concluding

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IN HARM’S WAY: How exces workers at risk (and what MORE THAN A DECADE of government’s fixation on the bottom line has made extreme workload a leading occupational hazard in health care.

It’s time to put responsibility back where it belongs – with the employer.

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Ask almost any health care worker what single visor will not make that call – we’re putting ourchange would make their work life better. With selves and patients in harm’s way,” McGaw tells a group of residential care workers attending a few exceptions they will answer – more staff.

And while not every department, or even work workload workshop in Victoria.

Mistakes can happen when people are exhaustsite, is wracked by excessive workload problems, there’s no question that a majority of HEU mem- ed from a chronically heavy workload. And one bers are dealing with too many demands and not day, she warns, “you could get burned, because when there’s a serious mistake, you won’t be able enough people on shift to do the job.

The result is more injury and illness, high to count on your manager to support you.”

To illustrate her point, levels of anxiety, and toxic levMcGaw explains how someels of stress. And according “When you are under thing like doing a two-perto HEU Occupational Health son lift on your own, when and Safety (OHS) representa- prolonged stress at there isn’t another pertive Ana Rahmat, workload is also the single greatest con- work, you don’t lash out son available to assist, can have terrible consequences. tributor to tension and con- at patients, residents, “If there’s an accident, you can flict between workers. be hurt. Or, the person you “When you are under pro- doctors, or your bosses. are transferring may be hurt, longed stress at work, you You blame your even fatally, and you could don’t lash out at patients, resilose your job altogether.” dents, doctors, or your bosses. co-workers.”

A poll of care aides commisYou blame your co-workers.

You take some things as a personal affront – a task sioned by HEU showed that more than half did that was not completed, someone booking off sick two-person care or lifts on their own in a typical shift. And almost 75 per cent said they – it brings out the very worst side of ourselves.”

Health care workers are compassionate people, rushed their patients, residents or she says. They know they are not dealing with clients through basic care.

McGaw’s other message is widgets and that needs must be met. But when the system is constantly functioning without simple and direct. Members enough staff, there’s a tremendous cost to work- can’t take responsibility for decisions over which they ers’ own health and that of their patients.

“Everything ends up hanging on the worker’s good will to get the job done. Employers just expect people to ‘suck it up,’” says Rahmat.

“When they can’t cope, there’s more illness, WCB claims, people going on anti-depressants, and sometimes, broken working relationships.”

DRAWING THE LINE The problem of heavy workloads in health care may not be new. But from all accounts, it is getting worse. “There have always been days when the unexpected happens. That’s the reality of health care,” says Rahmat. “Extra work for short periods is not the problem.”

The workload issue, she says, is about dealing with no backfill, chronic short-staffing, and work piling up day-in, day-out, with no end in sight.

“That’s what burns people out. That’s when mistakes happen. And that’s when workload can literally push someone right over the edge.”

In recent months, the union has been conducting day-long workload workshops in all regions of the province. The goal is to educate members about the risks that come with heavy workloads and help them create their own, realistic action plan to effect change at the department level.

Top of mind for HEU OH&S representative Della McGaw is helping members understand the unforeseen consequences that can occur from accommodating unrealistic workloads.

“When we work short, when we don’t take our breaks, when we are forced to cut corners or decide what doesn’t get done because the super-

have no control. Responsibility lies with those who have the authority to make the call when it’s clear something has to give.

“It’s not up to you to decide who doesn’t get toileted, or bathed, or washed, or fed. That’s the supervisor’s job.”

She encourages people to pay close attention to how workload is affecting their health, and to document the link between workload and its impact physically, mentally and emotionally.

“If you’re leaving your shift impacted on any of these levels, you are likely dealing with an unsafe workload. Document it.” (see p. 4) She also stresses the importance of recognizing the emotional signs of workload burnout.

“As one member recently told her, “You know it’s bad when the closer you get to work, the more your stomach aches.”

ssive workload puts you can do about it) PUSHING BACK

EH ‘15

trying to do the equivalent of two jobs on their own or by moving dangerously heavy loads to save time.”

Joanne Stang is a pharmacy assistant at Penticton After taking the workshop, Stang and members of her Regional Hospital and co-chair of her local OHS com- local executive decided to audit the workload in those mittee. She was drawn to the workshop because of the departments. They will be asking number of incident reports coming members to use the union’s workload from housekeeping and laundry.

“You know it’s bad journal to gather an accurate picture “We have our stressors in the pharof the tasks that are assigned and the macy too, especially when the hospi- when the closer you time allotted to complete them. tal is functioning at over capacity,” With facts in hand, they will then get to work, the more says Stang. “That puts extra pressure move to the next stage – advocating on our sterile rooms, where we mix your stomach aches.” for better staffing. “If backfilling is IV bags, syringes, nutritional bags… what it takes to alleviate an unsafe fortunately, we have a manager who foresees the prob- workload, that’s what we need to push for,” says Stang. lem and gets ahead of it when she can.”

HEU member Adri Kroll is a unit clerk at Royal But those anonymous incident reports coming out Inland Hospital in Kamloops and a local shop stewof housekeeping and laundry told a different story. ard. She took the workshop when she noticed “a lot of “If it wasn’t for those reports, I wouldn’t have known people coming forward with workload what was happening,” says Stang. “What I saw was that concerns. I wanted to know what people are regularly picking up the slack by we could do to help them.”

As a unit clerk, she is personally affected when shifts aren’t backfilled. “I can be off sick, I’m not backfilled, and when I return to work I have two days to catch up on before I even start. And I’m the only one on. If you’re a nurse, you have a partner, you can help each other. But as a unit clerk, I’m on my own.

There’s no such thing as a float you can call up to come assist.”

Kroll says a lot of people at her local are getting burned out and she’s seen how it poisons the working atmosphere.

“Negativity is contagious. People get frustrated, vent, and soon all that negativity is circulating throughout the unit.

It’s not healthy.”

She’s also concerned that many members are not filling out incident reports. “They’ll tell you they just don’t have the time to do one more thing. I get it, but that’s got to change if we’re going

to find solutions. People can’t just keep their mouths shut, and carry on trying to make it all work.” Kroll wants to start doing things differently, and she’s committed to getting members on board.

“We’re going to talk about it at our local meeting, and try to get people to step up. We need to get the message across that we can’t solve the problem if we don’t work together. And we need to begin by working toward small accomplishments,” she says.

STEPPING UP Rahmat says there are a lot of reasons people don’t challenge an excessive workload. Sometimes workers are so run off their feet they feel like they don’t have the time to find a supervisor to make a request. Or they may fear there will be some form of retaliation. Or they think the reason they can’t cope is their own fault.

“For some people, it’s hard to tell a supervisor they can’t handle the extra work. They feel guilty or inadequate, like they have somehow failed,” she explains.

“When people do speak up, they are often told to ‘just make it happen’ or ‘I know you can do it, you always do.’”

These responses effectively shift responsibility away from the employer and on to the worker.

“The insidiousness of the workload problem is the way some managers dodge their own responsibility and put it on the individual worker,” she says. “But the inability to keep up with an exhausting workload is not a personal problem. It’s a workplace problem that needs a workplace solution. No amount of coping tools can fix it.”

The employer’s position is that it’s “The inability to keep their management right to determine up with exhausting staffing levels needworkloads is not a ed for programs.

But with that right, personal problem. It’s says Rahmat, comes a legal responsibil- a workplace problem. ity to ensure a safe It needs a workplace work environment.

“It’s up to us to solution.” hold them to account. When workers end up carrying the pressures that come from funding shortfalls, there’s a structural problem. It takes collective effort to put responsibility back where it belongs.”

Rahmat says one of the greatest assets members have is being part of a union. Unlike non-unionized workers, HEU members have a collective agreement with clearly defined rights and protections. And they have the ability to work together, within their local, to address problems.

Many HEU collective agreements have workload language that enables members to challenge unsafe workload. For example, in the most recent facilities’ agreement HEU secured new language forcing employers to prioritize work where staff are working short.

To assist members and locals, the union has developed tools to track and document workload hazards, which can be easily adapted to individual worksites.

For more information email the union’s occupational health and safety department at <ohs@heu.org>.

PATTY G IBSON

NOTEWORTHY NEWS ABOUT ISSUES AFFECTING WORKING PEOPLE HERE AND ABROAD

More than 120 rail yard workers – members of CUPE Local 7000 – have been locked out by their employer, Southern Railway, since January 5, 2015.

The lockout came after six months of bargaining where the company only met with the union’s negotiators on six occasions.

At issue is Southern Railway’s concessionary demands, which include a two-tiered system of health benefits for retirees that would disadvantage new workers and removing language that allows workers to limit overtime.

According to CUPE Local 7000 president Bill Magri, Southern Railway is part of construction magnate Dennis Washington’s multi-billion dollar empire, who among other ventures, also controls local shipbuilding and barge giant Seaspan.

CUPE 7000 had been asking for support on their picket lines at two locations - 20th Street - 2102 River Drive in New Westminster and West End Trapp Yard at 6139 Trapp Ave in Burnaby.

At press time the two sides had returned to the bargaining table, but no agreement had yet been reached. Stay tuned to www. cupe.bc.ca for more information.

Supreme Court of Canada upholds right to strike in Saskatchewan

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anada’s labour movement cases were evenhas secured an importually combined tant victory. At the end at the Supreme of January, the Supreme Court and led by Court of Canada struck the Saskatchewan down a Saskatchewan law, Federation of which violated the Charter Labour. of Rights and Freedoms and prevented In the 5-2 vote public-sector workers from striking. ruling, the Court “The decision by the Supreme agreed that the Act Court to grant every worker in violated the conCanada a constitutional right to strike stitutional right to is a profound victory for our movestrike and the secment,” said Saskatchewan Federation tion of the Charter of Labour president, Larry Hubich. that protects free“The Court also delivered a strong dom of association. message to conservative governments On the imporeverywhere: your rigid ideology does tance of the right not trump workers’ rights,” he added. to strike, Justice After winning the provincial elecRosalie Abella wrote: “This collective tion in 2007, then Premier Brad Wall action at the moment of impasse is and his right-wing an affirmation Saskatchewan Party of the dignity introduced the Public “The Court also delivered and autonomy Service Essential of employees in Services Act. That leg- a strong message to their working islation gave the gov- conservative governments lives.” ernment the power to The landmark unilaterally designate everywhere: your rigid ruling was hot certain public sector on the heels of ideology does not trump employees as essenanother promitial. At the same time, workers’ rights.” nent freedom the legislation also of association did not provide for a way to resolve decision under the Charter of Rights any impasses at the bargaining table. and Freedoms, a week earlier, which As soon as the Act was introduced, allowed the RCMP the right to it was condemned by unions, lawyers, unionize. and academics as overreaching and HEU’s Bill 29 Supreme Court viclikely illegal. Several unions, including tory in 2007, which established collecCUPE, launched legal challenges. The tive bargaining as a charter-protected

ALEX GUIBORD (FLICKR) PHOTO

Help support locked out rail yard workers

right for all workers, was a key factor in both Supreme Court decisions.

According to UBC law professor Joel Bakan, who told the Globe and Mail at the time, “Since the 1980s, organized labour has lost ground as a result of unsympathetic government policies and laws, not to mention economic changes, such as globalization.

The court recognizes that as workers’ freedom of association is eroded by economic shifts and hostile governments, the judiciary becomes more essential for protecting this fundamental right.”

The Court gave the Province of Saskatchewan one year to enact new legislation.

CAELIE FRAM PTON

Taxpayers losing billions to private partnerships

T B.C.’s growing P3 liabilities are unsustainable, and unnecessary. Can we afford to continue ignoring the evidence?

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The St. Paul’s Hospital redevelopment will be B.C.’s most expensive health care project with a price tag approaching $1.2 billion.

But if the project is handed over to a private consortium – the case with every major health care project since 2001 – the final costs could be much higher. That’s because these so-called public-private partnerships (P3s) finance construction costs at a higher rate of interest than available to government. Health authorities are then saddled with these inflated costs through fixed payments that could go on for 30 years.

P3 proponents argue that the transfer of risk is worth it. But make no mistake, this risk is carefully minimized in the contract phase, while the potential profits for lenders and the consortium are huge.

There’s growing evidence in other jurisdictions with more experience with P3s that they may be more trouble than they’re worth.

Critics of the UK’s Private Finance Initiatives (PFIs) – as P3s are known there – blame inflexible and unsustainable long-term payments to private consortiums for program and bed cuts and the closure of emergency rooms.

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Earlier this year, Britain’s largest health authority was placed under a special financial watch because of its high level of debt. It’s struggling to pay back more than seven billion pounds on contracts for assets worth little over one billion.

And The Independent newspaper recently concluded that the public will pay more than five times the actual value of assets built under PFIs across the public sector.

One UK health authority saved three million pounds by buying its way out of a PFI hospital contract last year. But with a strong financial position and local government backing, it was in an exceptional position to do so.

Closer to home, Ontario’s auditor general recently concluded that taxpayers forked out $8 billion more on 74 P3 projects than if they had been directly financed by government. She found that private financing was 14 times as costly.

B.C.’s growing P3 liabilities are unsustainable – and unnecessary.

Can we really afford to continue ignoring the evidence?

M IKE OLD • HEU COMMUN ICATION S DIRECTOR

Up close and personal with Tom Mulcair

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om Mulcair may not be a household name right now, but by the time voters head to the polls later this year to elect a new federal government, he will be.

There are many ways to describe the federal New Democratic Party’s current leader.

First there’s his personal life. Mulcair grew up in Quebec in the 50s and 60s, the eldest son of ten children in a family of Irish and French heritage.

His father was an insurance broker, his mother a teacher.

His father was also a diabetic and – later in life – a double amputee. His parents had significant trouble making ends meet to pay the costs for his medication.

As an adult, Mulcair went on to become a devoted husband, father of two sons – a teacher and a police officer – and in the last few years, a grandfather.

Next, there’s his two decades of public service.

Mulcair started out as a young lawyer in the Quebec government. By his early 30s was heading a provincial agency that took on a powerful doctors’ association for failing to discipline physicians found guilty of sexual misconduct.

And finally there’s his political career.

Spanning 20 years, he cut his teeth in Quebec provincial politics and today heads Canada’s official opposition.

The Guardian recently caught up with NDP leader Tom Mulcair to learn more about him.

Q What motivated you to enter politics?

I got into politics because, for me, it was the best way to affect change and help make people’s lives better.

I had a teacher in high school named Father Alan Cox, who inspired me, and a whole group of us, to get involved in our community.

He opened our eyes to the fact that there is a lot of injustice in the world, and that it is our responsibility to do something about it.

Q What are the main challenges facing health care workers?

The number one thing I hear from health care workers across the country is the frustration they feel at the way

cost constraints are hurting their ability to do their job.

Staff reductions, heavy workloads, and the constant push to find efficiencies are resulting in illness, injury and burnout.

Many are frustrated because they care deeply about their patients, but don’t always have the time they need, or the resources required, to care for them properly. It takes an emotional toll.

We need to find ways to spend smarter and ensure that our health care system has the resources it needs to provide patients with the care they deserve.

That’s why, for example, I want all Canadians to have affordable prescription drugs – because no one should be left in a situation like my Dad’s, without having adequate coverage.

Q Are you concerned about the threats to our environment?

Right now, we’re leaving the biggest social, economic and environmental debt in our country’s history to future generations – and it doesn’t have to be this way.

This isn’t theory for me. I was Minister of the Environment and Sustainable Development in the Quebec Government.

I introduced North America’s most comprehensive sustainable development law.

I increased inspections while cutting costs.

And – in the end – I resigned from cabinet on a question of principle when I refused to sell off provincial park lands to private condo developers.

I chose to give up a job I really cared about, rather than sell out my principles. It doesn’t get much more personal than that.

Q What role do unions play in making democracy more vibrant?

Our party, and I say that purposefully, was founded by the labour movement.

Unions really are a fundamental part of our democracy. They help bring democracy to millions of Canadians in their workplaces.

The labour movement helps amplify these workers’ voices across the national stage, and I can tell you the New Democratic Party is listening.

N E IL M O N CK T O N

Time to end double standard for health care workers

I Clark should look at what’s happening in B.C.’s seniors’ care homes, where the contractor shuffle has become common practice.

It’s tough to buy Premier Christy Clark’s sudden commitment to people’s right to organize a union.

Not when her government continues to make it impossible for thousands of low-paid workers in seniors’ care homes to join a union and freely negotiate workable collective agreements.

Recently, Clark ordered BC Hydro to ease its efforts to keep the Site C dam a non-union project by including measures designed to prevent employees from deciding to form a union.

“I don’t believe that’s legal, I don’t believe it’s right,” she said.

“I believe they should have the right to organize and BC Hydro can’t take that away.”

Clark should look at what’s happening to workers in B.C.’s seniors’ care homes, where the contractor shuffle has become common practice among many privately owned, but publicly funded care homes who change contractors once employees unionize and try to negotiate a contract.

The B.C. labour code allows employers to contract out work, unless an existing collective agreement prohibits it. Unionized employees

outside the health and social services sectors have the right to appeal to the labour board if they believe a decision to contract out, or change contractors, is aimed at getting rid of the union. The board can impose remedies, and the union certification and collective agreement can be forced on the new contractor.

That’s not the case for health and social service workers after 2003, when the Liberal government’s Bill 29 removed prohibitions on contracting out from their collective agreements and voided labour code protections on their successor rights.

If Clark believes employees have a right to organize, she needs to fix this problem.

Why deny one group of workers the rights enjoyed by everyone else in the province?

If it was wrong for BC Hydro to deny those basic rights to construction workers, how can it be less wrong for the provincial government to do the same for workers in the health and social services sector?

PAUL WILLCOCKS • VICTORIA BASED WRITER AND JOURNALIST

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Building momentum for positive change in seniors’ care Is 2015 the year we could finally see some breakthroughs in our efforts to improve care for seniors?

On February 6, HEU helped sponsor a forum on systems’ change for seniors’ care, organized by the Canadian Centre for Policy Alternatives and the BC Health Coalition, and attended by 400 seniors, family members, care providers and community advocates.

Among them were more than 20 representatives from HEU, including 15 front-line care workers from across the province.

Key presenters included both the province’s Ombudsperson and B.C.’s

new Seniors Advocate, a position HEU and others had lobbied hard to create.

Ombudsperson Kim Carter detailed some of the work currently being undertaken to implement the 176 recommendations that came out of her landmark investigation into seniors’ care two years ago.

And Seniors Advocate Isobel Mackenzie, who has issued two reports since her appointment one year ago, pledged her commitment to following up on the concerns of those she heard from in her tour of 70 plus B.C. communities.

“Mackenzie has publically highlighted some very important issues that need serious attention,” says HEU secretary-business manager

BALANCING IT ALL

Jennifer Whiteside. “Most recently she raised the alarm about overuse of drugs and lack of rehab therapy for seniors in residential care. A few months before that, she zeroed in on dementia care, and the need for more staff and more staff training in many facilities.”

Whiteside says HEU is also working with the Advocate’s consultation group to create a sector-wide survey of residents living in B.C.’s longterm homes and their family members.

And she notes that the union is currently represented on the board of SafeCare BC, a non-profit society of long-term care operators created in 2013 to advance safety and injury prevention

Researcher Sienna Caspar, family advocate Kim Slater, family physician Dr. Margaret McGregor, and HEU vice-president Carolyn Unsworth (left to right) presented their concerns with the current state of residential care, and potential solutions for improving front-line services to seniors, during a featured panel discussion at the day-long forum “System Change for Seniors’ Care.”

in B.C.’s independent care home sector.

“Improving the state of seniors’ care in our province for both workers and residents continues to be top priority for our union,” says Whiteside. “By keeping

our efforts focussed at all levels – whether it’s on contract- flipping, shortstaffing, or unsafe working and caring conditions – we are hopeful that we can help spur badly needed changes in the care we provide to our elderly.”

CAELIE FRAMPTON

Long time Living Wage advocate Deborah Littman has taken her passion for social justice organizing from the streets of London, England to Metro Vancouver.

EMPOWERING COMMUNITIES

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eborah Littman’s superpower is conbuilds stronger communities for all of us.” necting people to people.

Littman’s perseverance – she’s been working with On any given day, she’s juggling community leaders to pull the Alliance together any number of issues – introducing in Vancouver since 2011 – recently reached a tipHEU members at Inglewood to symping point, when 800 people from 50 organizations pathetic church members in West turned out for a municipal election accountability Vancouver, taking a delegation of assembly last October. leaders to meet with the mayor, or hosting a forum And it demonstrated that working differently by on the transit referendum in Richmond. focusing on people, has the power to make a huge It’s her passion for building relationships and impact. finding solutions that drives Littman. And she takes “Often groups go to a city council and ask politely that passion into her work with Metro Vancouver for something. Politicians may tell you they’ll have Alliance. a look at your proposal,” says Littman. “But if 50 The Alliance is a non-partisan group of over organizations say they want the same thing, with 50 labour, faith, community one voice and one position, and educational organizations, and there’s a commitment including HEU, who believes “If you miss listening to to work together to make it that by working together we happen, you get a different have the power to change our people, you don’t ever focus reaction.” communities for the better.

Littman is no stranger on the issues that really move But according to Littman, to this type of organizing. developing the trust needed people forward,” says Littman. She worked on the successto make that change among ful living wage campaign in “If you miss the face to face uncommon allies takes time.

London, England for over a Hence, Littman has a long-term time, you have a lot of empty decade. And she was a key vision for the possibilities that person to plant the seed for can be achieved through making action.”

HEU’s living wage campaign these connections. in 2007.

Littman says the organizations that people are Littman’s philosophy is based on an international part of outside of their workplace are the bedrock model of community organizing which operates on of the Alliance: “The mosques, temples, churches, the principle of “power before program,” making community centres, unions and other groups are the listening a priority and directly asking people what organizations that build the Alliance, which in turn they need as a key first step.

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“If you miss listening to people, you don’t ever focus on the issues that really move people forward,” says Littman. “If you miss the face-to-face time, you have a lot of empty action.”

The process of creating personal ties and deepening understanding across differences allows members of the Alliance to agree on areas they can work on together.

This develops sustainability over the long haul, ensuring that members are working on the issues that matter most to them. Locally, the Alliance is campaigning on key demands related to housing, transit, poverty and social isolation.

Once bonds are formed, Littman is passionate about getting people to the bargaining table, turning up the heat on employers, and holding politicians’ feet to the fire. “The notion of making those in authority accountable to their communities is a powerful one for me,” says Littman.

Littman’s work has significant potential to shift the way we think about coalition efforts. “Coming together to win something teaches diverse communities how to build bridges, and combats the corrosive influence of the right-wing press that tell us to blame each other for our troubles.”

Provincial summit addresses on-the-job violence in health care HEU’s top leadership and key staff participated in a summit to prevent violence against health care workers in early April.

Time lost to acts of violence disproportionately impacts health care workers, and is especially high in long-term care.

In fact, over the last five years, care aides lost nearly 80,000 days from work due to violencerelated injuries, more than twice the number lost by RNs. The day-long event heard from government, union and occupational health and safety representatives, as well as front-line health care workers concerned about the

ON THE JOB

impact of on-the-job violence in health care.

B.C. Health Minister Terry Lake has committed his ministry to developing an action plan by early summer.

The summit was convened in response to a public call for action by Health Sciences Association president Val Avery.

Finding solutions on climate change

A unique four-session program on climate change hosted by the Canadian Centre for Policy Alternatives earlier this spring, deepened knowledge about threats to our environment and moved participants to take action.

Amongst a selected group of 34 people, those who

Update on B.C.’s Care Aide Registry

HEU members (left to right) Drew Robertson, Ernesto Caranto, Charlotte Lochhead, James Bennett, and David Hill attended CCPA program on climate change.

gathered dove deep into the science of climate change and imagined what solutions could look like in their lives and our province.

Ernesto Caranto works at Surrey Memorial Hospital, and was one of five HEU members taking program.

He’s since talked to many people about environmental issues. From conversations at the hospital about bike parking to advocating for changes in his family’s farm practices

in the Philippines, the course armed Caranto with more knowledge to support his passion to fight for climate change.

While Caranto bikes 15km daily, he’s now an advocate for public transit and the potential for good green jobs.

“Now, I’m the one walking around Surrey Memorial hospital, telling people to vote yes for transit. It’s not for us, it’s for our kids,” he says.

The best way to move B.C.’s Care Aide Registry forward is to retain the model’s current investigative procedures and to build on the Registry’s achievements in areas such as establishing and enforcing standards for schools, and by promoting more professional development opportunities for care aides.

That’s the message HEU gave the province’s health ministry earlier this spring, which was seeking input into various options for strengthening the registry’s oversight – including putting care aides under one of the existing nursing colleges where they would not hold membership, and therefore would continued on page 14

BRENDA WHITEHALL explore volunteer opportunities. She also provides life coaching to encourage clients to fulfill their goals, hopes and dreams.

Her job is to support clients with individual goals around community inclusion by accessing programs and various leisure activities. She also conducts coaching sessions, community orientations, and workshop facilitation on volunteering.

Edgecombe says she was drawn to working in the mental health field for personal reasons. “I’ve had my own personal experiences dealing with depression and anxiety, and I have a family member with depression.” reasonable employment, and now the company was She finds it encouraging when professionals demanding concessions. What did they fight for us like doctors and lawyers, as well as celebrities like for, if we were going to give Olympian Clara Hughes, publicly in? We needed to acknowldisclose their own mental health edge their struggle. struggles.

“I also felt strongly that “It humanizes the issue,” says it was important for the Edgecombe. “When society sees brothers and sisters who that even they – people who seem will work after me to have to have everything you could posgood jobs with decent sibly want – still struggle, it helps wages, some security and break down barriers. benefits so that they can “Mental health looks differmove forward like me. ent for everyone. There’s a huge People see retail as a deadstigma around what people can end job, but I loved workand cannot do when they have ing at IKEA.” an invisible label on them. The Edgecombe used her stigma from society and the selfmental health training to stigma, which can cause internal informally coach picketchaos, makes it challenging to recing co-workers about ognize that you have choices and their options – “maybe opportunities to better your life.” go to school, finish their Edgecombe says having a direct degree, or switch careers”, impact on clients’ lives is incredand helped guide them ibly rewarding. through the decision“We provide hope to people, and making process.

We provide hope to people, and the opportunity to see that they Now, as part of the Get can move forward. Even though Set and Connect pro- the opportunity to see that they it’s a difficult journey, the possibilgram, she supports peoity of recovery is there. People can ple with mental health can move forward. Even though grow and learn even with mental and substance use con- it’s a difficult journey, the health concerns or substance use. cerns to access peer-run We’re changing people’s lives in a leisure programs and possibility of recovery is there. positive way.”

Mental health worker Christine Edgecombe’s experience as a locked-out employee on IKEA’s picket line has fuelled another phase of activism in her new HEU local.

PAYING IT FORWARD

I

f there’s a silver lining in every cloud, HEU member Christine Edgecombe discovered it when she and her partner, both employed by IKEA, were suddenly in an 18-month labour dispute after the company locked out more than 300 workers in May 2013.

In the blink of an eye, they were living on lockout pay. During that time, Edgecombe continued part-time studies to get a community rehabilitation degree as part of her career transition into health care – and that led to a job as a Leisure and Volunteer Access Coach at the Canadian Mental Health Association (Vancouver-Fraser Branch) in September 2013.

Since becoming an HEU member, Edgecombe has brought that IKEA experience into her current activism as a shop steward and local chair.

Reflecting on the IKEA labour dispute, Edgecombe remembers how important solidarity was to morale on the picket line.

“We had a lot of support from other unions. We knew we were fighting for what was right – things that affect everyone like contracting-out language and cutbacks, to health benefits. The union support made a huge difference to a lot of our members.”

That’s why it was so disheartening, she says, when about 30 colleagues continually crossed the picket line.

“It was hard to see co-workers – scabs – continuing to do our jobs. Any labour dispute is hard, but when you have internal fighting and challenges, it makes it harder on those on the line.

“Activists who came before us worked hard to get

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have no standing or status.

“In this scenario, the only role for college staff would be to investigate allegations of care aide patient or resident abuse,” says HEU secretary-business manager Jennifer Whiteside.

“Because care aides work under the direct supervision of professional nurses, such a move would create significant challenges regarding administrative appropriateness and representational fairness for care aides. The potential for occupational conflict would be very high.”

It has been five years since government introduced the existing Registry model – a first in Canada at the time – based on an investigative process unique to care aides and

MAY JUNE

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the work they perform.

At the time, HEU, as the lead negotiator in the Facilities Bargaining Association, along with the Community Health Bargaining Association, negotiated a Letter of Understanding with the B.C.’s health employers to ensure the Registry’s investigation process was fair, appropriate and minimized duplication.

At press time, the results of the stakeholder consultation had not been reported.

Campaign to release abducted unionists in the Philippines There’s strength in our unity. That was a key message delivered on March 13 by Rose Nartates

HEU members (left to right) Lorena Salvador, Tania Mendoza and Tara Oliver at CBS meeting.

from the Confederation for Unity, Recognition and Advancement of Government Employees (COURAGE) in the Philippines.

Members of HEU’s Provincial Executive and global justice activists met with COURAGE President Nartates during a cross-Canada solidarity tour, sponsored by CUPE National.

HEU pledged support for COURAGE’s campaign to free two organizers – Randy Vegas and Raul Camposano – who were abducted and have been detained since December 2012 for fighting for workers’ rights.

Equity conference in the works

HEU hosts meeting of Canadian Blood Services activists

On April 13 and 14, HEU hosted a national meeting of union activists employed

by Canadian Blood Services across the country.

About two dozen people – which included HEU members Tara Oliver, Lorena Salvador, and Tania Mendoza – met over the two days to discuss bargaining, privatization threats, the impact of potential restructuring initiatives, and current labourmanagement issues.

About 120 members will be gathering at the union’s Equity Conference May 25-27.

Keynote speaker Marie Clarke Walker, an executive of the Canadian Labour Congress, will be reviewing the impact of cuts and policy changes under the Harper Conservative government on equity seeking groups and labour in general.

The conference will also hold discussions on a number of topics including member mobilization and HEU’s responsive union project.

Delegates will elect new members to the union’s five equity standing committees: women, pink triangle, ethnic diversity, first nations, and disAbility.

Hot doc captures history in the making

E

ncrypted emails sent to Rio de Janeiro and Berlin from an anonymous source. A secret rendezvous in a Hong Kong hotel room. A spy who promises to tell all, and does.

Sound like the makings of the latest thriller – one that will have you sitting on the edge of your seat?

Citizenfour is a film that’s both riveting and full of suspense. But it’s not fiction. It’s real life. If there’s a single message it’s this: when privacy and liberty give way to unbridled surveillance, the consequences for democracy are chilling.

And for anyone who’s concerned about the impact of Stephen Harper’s proposed Anti-Terrorism Act (Bill C-51), Citizenfour is particularly relevant at a time when Canadians face new restrictions on their privacy rights and freedoms.

The backdrop to the story begins with an anonymous source contacting lawyer and journalist Glenn Greenwald who specializes in security issues. The source says it has “sensitive documents” to share, but will only do so by using encrypted emails.

When Greenwald isn’t interested, the source contacts documentary filmmaker Laura Poitras.

At the time she receives encrypted emails from someone calling himself “Citizenfour”, Poitras is temporarily living in Berlin, editing a film about the post-9/11 era in America. Her interest is sparked by Citizenfour’s claim to be a contractor working with the National Security Agency (NSA), who wants the public to know what the agency is doing.

Several months later, Poitras, Greenwald and journalist Ewan MacAskill meet with Edward Snowden (Citizenfour) in a Hong Kong hotel room where Poitras films their meeting.

Citizenfour This real-time encounter makes up the bulk of the film. Over those eight Documentary days, Snowden releases reams of classiAvailable on iTunes. fied documents to the worldwide media, which expose the existence of a mass Directed by Laura surveillance program run by the NSA. Poitras.

Snowden is clear about not wanting Producer: Steven to be the story, and yet he is. Acting on Soderbergh. his conscience and out of extreme dis(2015, 114 minutes) enchantment with what he’s working

Film Review

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on at NSA, Snowden risks everything to expose how U.S. intelligence and law enforcement agencies track and gather everything from German Chancellor Angela Merkle’s phone conversations to the fundraising activities of UNICEF. Throughout, he comes across as sincere, smart and articulate.

He’s deeply concerned about the threat such a widespread collection of data holds for civil liberties, and he firmly believes the public has a right to know about the extent of surveillance on their private lives.

For Snowden, democracy depends on it.

Citizenfour makes the most of those eight days. It manages to take the complicated story of surveillance technology, make it understandable, and deliver a film which exudes the tension and high-drama action that thrillers are made of.

This documentary captures history in the making. Snowden’s disclosures – caught on film while they are happening – have opened up a worldwide debate on privacy, internet freedom and state surveillance. Watching it reminds us how deeply our civil liberties are threatened by our own governments.

You do not have to do anything wrong, you just need to fall under suspicion. There may be no such thing as perfect privacy or security, but do our governments have the right to hand a blank cheque to security agencies? Or to flame the fires of suspicion and fear?

You cannot watch this film without thinking about the Harper government’s introduction of Bill C-51, which gives CSIS unprecedented powers, without any real oversight, and allows a judge’s signature to supersede the Charter of Rights and Freedoms.

Objections have come from all sides of the political spectrum, yet anyone who criticizes it has been characterized as supporting terrorists.

Citizenfour is the most-awarded documentary of the year, including an Oscar.

KARIN KONSTANTYNOWICZ

EQUITY MATTERS RETIREMENTS After 38 years in health care, Rose Ether Cady (Mountain View Lodge) retired in January.

During her career, she worked in acute care and assisted living CADY as an LPN and care aide.

An HEU shop steward, Rose served on her local executive in many positions, including vice-president, senior trustee and trustee. And she was always the first to volunteer to decorate seniors’ rooms and extended living areas during the festive season.

Rose enjoyed working with staff and patients from diverse backgrounds, as she said it taught her something new every day.

In retirement, Rose plans to look after her health, travel to visit her children and grandchildren, and socialize to meet new people.

Shukla Chakervarti (Amica at Arbutus Manor) retired after 36 years as a food service worker.

In 1978, she started as a full-time CHAKERVARTI kitchen aide and cook helper – commuting 2.5 hours from her home in Surrey as there was no SkyTrain back then.

Previously, Shukla worked at a bank for 10 years in New Delhi, before immigrating to Canada.

Positive and cheerful, Shukla says she loved working at Arbutus Manor, especially with Chef Robert for 20 years.

“The decision to retire was the hardest part, but from here on, it’s easy,” says Shukla, who plans to keep active, and enjoy time with family and friends.

Laundry worker Bev Pavcek (Fort St. John) retired in January. First hired at Peace Lutheran Care Home in 1988, before the Northern PAVCEK Health Authority took over the facility in 1999, Bev eventually relocated to Fort St. John Hospital in 2012.

Active during the first decade of her career, Bev participated in the social club for 11 years, and also helped organize seniors’

bingo and bowling events.

Bev says she really enjoyed her work life, and found her “workplace and co-workers awesome.”

As a retiree, Bev looks forward to having more time for yard work, socializing, and attending her three grandchildren’s hockey and baseball games.

HEU wishes them all well in their retirement.

IN MEMORIAM Forty-six-year old Mary (Caitlin) Walton (Juan de Fuca: Aberdeen) died tragically on March 13, leaving behind a son and daughter.

A long-time HEU care WALTON aide, Caitlin was employed for 28 years by Island facilities.

Although she primarily worked at Hillside Seniors Health Centre, Caitlin also worked at other Island work sites. She was well-liked, respected and valued by her co-workers and managers.

“Caitlin was dedicated to the clients and patients she served, and she had a positive influence and impact on those she cared for,” said Vancouver Island Health Authority spokesperson Suzanne Germain.

“She was a leader on the floor, always putting the needs of patients first.”

Caitlin’s colleagues, patients/residents, friends and family all mourn her loss. She will be deeply missed.

Surrounded by her loving family, Victoria (Vicki) L. Mosses (Juan de Fuca: Aberdeen) passed away at age 59 on March 21.

An HEU member since 2009, Vicki worked as a care MOSSES aide, and is remembered as a kind, hard worker with a wonderful smile for everyone. For the first 30 years of her work life, Vicki worked as a legal secretary, but health care was a calling for her.

In 2009, she completed care aide training and got hired at Aberdeen Hospital.

Diagnosed with ovarian cancer, Vicki fought back and defied the odds of her short life expectancy. She continued working until her declining health forced her to go on LTD. Vicki will be deeply

1.800.663.5813 or 604.438.5000 Lower Mainland Ask for Equity Officer Sharryn Modder

missed by co-workers, her sister, son and daughterin-law, two granddaughters and daughter.

The union sends condolences to the loved ones of our HEU sisters.

ediversity@heu.org

ETHNIC DIVERSITY One union, many colours! Working across our differences! To participate, please call and leave us your name!

CONGRATULATIONS Hats off to HEU member Debbie Fraess on being selected to sit on BC Ferries’ Accessible Advisory Committee. She’s been tirelessly lobbying BC Ferries on accessibility issues for the past four years.

Debbie is a member of the union’s People with disAbilities Standing Committee. Well done, sister!

STAFF RETIREMENTS HEU representatives Tracie Mundy (Okanagan Regional Office) and Clayton Randle (Vancouver Island Regional Office-Victoria site) retired in December 2014.

Tracie (a former member from Vernon local) started working as an HEU servicing rep in the Kelowna office in 2001.

Clayton (formerly from Holy Family local) began working for HEU in 1990.

During his 24-year career at HEU he worked as a servicing rep and WCB/ LTD rep.

HEU wishes them well.

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FIRST NATIONS First Nations members would like to hear from you!

Please call if you would like to help educate our union sisters and brothers on issues that affect First Nations People.

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PINK TRIANGLE For support: afraid of being identified, feeling isolated, want to know your rights? Call for information on same-sex benefits, fighting homophobia and discrimination.

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PEOPLE WITH DISABILITIES If you are on WCB, LTD, or if invisibly or visibly disabled in the workplace, let us know how the union can better meet your needs.

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WOMEN’S The HEU Women’s Standing Committee works with women’s groups, coalitions and other union committees to advance women’s social and economic rights.

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Victor Elkins President Jennifer Whiteside Secretary-Business Manager Donisa Bernardo Financial Secretary Carolyn Unsworth 1st Vice-President Barb Nederpel 2nd Vice-President Ken Robinson 3rd Vice-President Kelly Knox Senior Trustee Jim Calvin Trustee Betty Valenzuela Trustee Debbie Dyer Regional Vice-President Fraser Jodi George Regional Vice-President Fraser Shelley Bridge Regional Vice-President Interior Jody Berg Regional Vice-President Interior

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IN HARM’S WAY

Government’s fixation on the bottom line has made extreme workload a leading occupational hazard in health care, putting workers, their residents, patients and clients at risk.

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