P3s and Privatization - Ontario Nurses' Association

ONA
The magazine for
members of the Ontario
Nurses’ Association
Summer 2006 VOL 33 NO 3
www.ona.org
ONA welcomes 673 more RNs to the fold:
Successful vote means new bargaining unit
for Richmond Hill’s York Central Hospital.
Story p. 5
VISION FEATURE:
P3s and Privatization
Research has found this to be a costly option, but
the Ontario government is forging ahead. ONA
members worry this could be the tip of the iceberg
for more privatization of health services.
Story p. 15
Bargaining Update:
Hospital negotiations stalemated;
Mediation in June.
…Read it in the President’s column.
Story p. 11
ONTARIO NURSES’ ASSOCIATION 1

IMPORTANT INFORMATION FOR ALL ONA MEMBERS
HOW TO...
…file a Workplace Safety and Insurance Board (WSIB) claim
If you believe an accident, injury, illness or onset
of pain is work-related, you must immediately:
• report it to your employer.
• complete an employer Incident Report.
• have the employer complete a Form 7
(“Employer’s Report of Injury/Disease”).
• sign the Form 7 or a Form 1492
(available from your employer).
• seek medical attention.
• report your injury to your health professional
and have her/him complete a Form 8 (“Health
Professional’s Report”).
• inform a co-worker or witness.
If you do not get a copy of your signed Form 7
or Form 1492 or have any problems with the
above:
• contact the WSIB in writing immediately,
reporting your injury.
• contact your Local ONA representative.
HOW TO...
…contact your 2006 ONA Board of Directors
For accidents on or after January 1, 1998 there is
a six-month time limit for filing claims with the
WSIB and claims will only be accepted after the
six months in exceptional circumstances. Claims
with accident dates prior to January 1, 1998 are
exempted from the application of the six-month
time limit on filing a claim.
You have a right under the law to report any
workplace accident or injury and cannot be told
by anyone that you cannot file a claim.
You have the right to be treated by your own
health care professional. This could be your
family physician, chiropractor, RN extended
class, physiotherapist or dentist. You make your
first choice of health professional when you
accept treatment after the initial or emergency
treatment. Once the initial choice is made, you
are not permitted to change to another health
professional without the WSIB’s approval.
Call ONA at 1-800-387-5580 (toll-free) or (416) 964-1979 in Toronto and follow the operator’s
prompts to access board members’ voice-mail. Voice-mail numbers (VM) for Board members in
the Toronto office are listed below.
HOW TO...
…file a WSIB appeal
Injured workers and employers have the right to
appeal all decisions of the Workplace Safety and
Insurance Board (WSIB).
ONA represents members before the WSIB if they
meet all criteria. Your ONA WSIB representative
can explain what the criteria are for
representation. If you want ONA to act on your
behalf, you should immediately contact your local
ONA representative and ensure you are referred
to WSIB Intake at ONA, within ONA’s notification
time limits. To find out how, see box below.
Members who receive an adverse written WSIB
decision and want ONA to represent them on
appeal must notify WSIB Intake within ONA’s
time limits. To find out how, see story on page
25. These time limits are:
• within one week of the date of the adverse
WSIB decision if it is a 30-day appeal.
• within four weeks of the date of the adverse
WSIB decision if it is a six-month appeal.
Also, you should contact ONA immediately if
you are advised of an employer appeal. If you
want ONA to represent you:
• Do not verbally, in writing or on any form
object to a WSIB decision.
• Do not set any meeting or hearing dates.
• Do not request access to your WSIB files.
HOW TO...
Need help with an LTD appeal?
Linda Haslam-Stroud, RN
President, VM #2254
Communications &
Public Relations
Andy Summers, RN
VP Region 3, VM #7754
Human Rights & Equity
Vicki McKenna, RN
First VP, VM #2314
Political Action &
Professional Issues
Dianne LeClair, RN
VP Region 4, VM #7752
Finance
Diane Parker, RN
VP Region 1, VM #7710
Occupational Health &
Safety
Jeanne Soden, RN
VP Region 5, VM #7702
Education
Anne Clark, RN
VP Region 2, VM #7758
Labour Relations
Lesley Bell, RN
Chief Executive Officer,
VM #2255
Insurance companies set time limits for appealing
the denial or termination of Long-Term Disability
(LTD) benefits. There are also conditions a claimant
must meet. ONA Policy requires you to:
• Contact your ONA bargaining unit representative
or Labour Relations Officer (LRO) by mail,
phone, e-mail or Fax, no later than 14 calendar
days following the date on the letter of
denial or termination of benefits. (Mail should
be postmarked within this time frame.)
• Respond promptly when the LRO asks you to
call or to send information.
• Cooperate with the LRO’s efforts to help you.
• Comply with terms and requirements of the
insurance policy.
Labour legislation and ONA policy does not
require us to assist with appeals. Please ensure
you follow the above process. We can help
– call us!
2 VISION, SUMMER 2006

ONA
The magazine for members of the
Ontario Nurses’ Association
SUMMER 2006 VOL 33 NO 3
The Ontario Nurses’ Association is the Union representing
approximately 52,500 registered staff nurses and allied healt
care professionals. Vision is published four times yearly by
ONA, and is distributed to all members. We welcome submissions
from members and will endeavour to print as many as
possible, within our space limitations.
Copyright © 2006 Ontario Nurses’ Association
All rights reserved. No part of this publication may be reproduced
or transmitted in any form or by any means, including
electronic, mechanical, photocopy, recording, or by any
information storage or retrieval system, without permission in
writing from the publisher.
ISSN: 0834-9088
Editor: Melanie Levenson
Contributors to this issue: Sheree Bond, Erna Bujna, Mary
Lou King, Melanie Levenson, Bev Mathers, Enid Mitchell, David
Nicholson, Shalom Schachter, Lawrence Walter.
Designed by: Artifact graphic design
Printed by union labour: Thistle Printing Limited
Send submissions to: Melanie Levenson
melaniel@ona.org
In this issue…
How to…WSIB claims/WSIB & LTD appeals/ ONA Board . . . . . . . . . . . . . . . . . . . . 2
ONA members across Ontario. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ONA welcomes 673 more RNs to the union . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Still Not Enough Nurses
advertising blitz
PAGE 6
Our members write . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
A message from ONA President Linda Haslam-Stroud . . . . . . . . . . . . . . . . . . . . . . 11
A message from ONA CEO Lesley Bell . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Message de la présidente Linda Haslam-Stroud. . . . . . . . . . . . . . . . . . . . . . . . . . 13
Message de la directrice générale Lesley Bell . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
P3s and Privatization: a costly option
ONA Head Office
85 Grenville St., Ste. 400, Toronto ON M5S 3A2
tel: (416) 964-8833 toll free: 1-800-387-5580
fax: (416) 964-8864 email: onamail@ona.org
www.ona.org
ONA Regional Offices
Hamilton
2 King St., W., 2nd Floor Rear, Dundas, ON L9H 6Z1
tel: (905) 628-0850 fax: (905) 628-2557
Kingston
4 Cataraqui St., Ste. 306, Kingston ON K7K 1Z7
tel: (613) 545-1110 fax: (613) 531-9043
London
750 Baseline Rd. E., Ste. 204, London ON N6C 2R5
tel: (519) 438-2153 fax: (519) 433-2050
Orillia
210 Memorial Ave., Unit 126A, Orillia ON L3V 7V1
tel: (705) 327-0404 fax: (705) 327-0511
Ottawa
1400 Clyde Ave., Ste. 211, Nepean ON K2G 3J2
tel: (613) 226-3733 fax: (613) 723-0947
Sudbury
764 Notre Dame Ave., Unit 3, Sudbury ON P3A 2T4
tel: (705) 560-2610 fax: (705) 560-1411
Thunder Bay
#214, Woodgate Centre, 1139 Alloy Dr.
Thunder Bay ON P7B 6M8
tel: (807) 344-9115 fax: (807) 344-8850
Timmins – Canadian Mental Health Association Building
330 Second Ave, Ste. 203, Timmins ON P4N 8A4
tel: (705) 264-2294 fax: (705) 268-4355
Windsor
3155 Howard Ave., Ste. 220, Windsor ON N8X 3Y9
tel: (519) 966-6350 fax: (519) 972-0814
PAGE 15
Government initiative provides opportunities for RNs
seeking extended class designation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
A message from ONA First Vice-President Vicki McKenna . . . . . . . . . . . . . . . . . . 19
Queen’s Park Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Awards and Decisions Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
ONA Retirees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Ontario Nurses’ Association: Our Union.
Respected. Strong. United.
Committed to members who care for people.
L’Association des infirmières et infirmiers de l’Ontario : notre syndicat.
Respectée. Forte. Unie.
Dévouée à ses membres qui prennent soin des gens.
ON THE COVER: ONA has been fighting to preserve our publicly-funded health care system for years. The cover picture
shows an ONA member during one of many “Save Medicare” rallies held to pressure the Ontario
government to stop further privatization.
ONTARIO NURSES’ ASSOCIATION 3

ONA MEMBERS ACROSS ONTARIO
In Memoriam
Jean Lowery, RN
ONA inaugural President, founding member
ONA is mourning the loss of inaugural
President and founding member Jean Lowery,
RN, who passed away on April 3 in Toronto.
Lowery was a pioneer in the Canadian
nursing union movement, championing better
working conditions for nurses and devoting
her skills and energy to nursing for over
40 years.
“Jean worked tirelessly to make things
better for RNs,” said ONA President Linda
Halsam-Stroud, RN. “She didn’t like the
lack of respect that was afforded nurses in
the 1950s and ‘60s, and dedicated her life to
effect change.”
As a founding member of ONA, Mrs.
Lowery was part of the landmark meeting on
ONA toll-free fax service
In the last issue of ONA Vision, we ran a
notice about ONA’s new toll-free fax service
to our regional offices. Unfortunately, the
local fax number for the Hamilton office
was incorrect. The following table shows
the correct information for both local and
toll-free fax numbers for all regional offices.
For long-distance faxing using the toll-free
service, simply send (dial) your fax to the
toll-free number of the regional office you
require. If your call is local, utilize the local
dialing option.
October 13, 1973 in Toronto when ONA was
formed as the union for registered nurses in
Ontario. She was installed at that meeting as
ONA’s first President.
Graduating as a psychiatric nurse in 1951,
Lowery received her public health certificate
from the University of Toronto School of
Nursing in 1957.
“While working as a nurse, she realized
many nurses were unhappy with their work,
their hours, shift work, low pay and lack of
prestige,” said ONA Chief Executive Officer
Lesley Bell, RN. “When attempts to work
with management to set standards failed, she
and others decided that collective bargaining
was the answer. Thousands of RNs have
benefited from her efforts since.”
Lowery also served in various capacities as
a member of ONA’s staff until her retirement
in 1991. She was the Director of Human
Resources and Director of Association
Nursing Week 2006
Services, and she began her career with ONA
as a staff Employment Relations Officer,
working directly with front-line nurses in
labour relations matters.
Upon her retirement, she was awarded an
ONA Honourary Membership.
This poster went to all bargaining units for Nursing Week 2006, May 8-14. How did you celebrate?
Send your Nursing Week stories and photos for possible use in a future membership publication
to the Ontario Nurses’ Association, c/o ONA Vision Editor Melanie Levenson, Public Relations
Team, 85 Grenville Street, Suite 400, Toronto, ON. M5S 3A2. E-mail: melaniel@ona.org.
Regional
Office Local Fax Toll Free Fax
Head Office (416) 964-8864 866-964-8864
Hamilton (905) 628-2557 866-928-3496
Kingston (613) 531-9043 866-931-9043
London (519) 433-2050 866-933-2050
Orillia (705) 327-0511 866-927-0511
Ottawa (613) 723-0947 866-523-0947
Sudbury (705) 560-1411 866-460-1411
Thunder Bay (807) 344-8850 866-744-8850
Timmins (705) 268-4355 866-568-4355
Windsor (519) 972-0814 866-972-0814
4 VISION, SUMMER 2006

ONA MEMBERS ACROSS ONTARIO
ONA welcomes 673 more RNs to the union
Successful vote means a new
bargaining for Richmond Hill’s York
Central Hospital
After an intensive year-long campaign,
ONA was successful in a vote to organize a
new bargaining unit of 673 part-time and
full-time registered nurses at York Central
Hospital in Richmond Hill.
The vote took place on April 5.
“We’re thrilled these RNs have voted to join
our union. We welcome them all with open
arms,” said ONA President Linda Haslam-
Stroud, RN. “Our next step is to negotiate
a collective agreement on their behalf. We
look forward to sharing with them the many
benefits of being an ONA member.”
Coroner’s investigation into Dupont’s death welcome
ONA is pleased that a coroner’s investigation
will be held into the death of Lori
Dupont, RN.
An ONA member from Local 8, Lori was
murdered by a co-worker on November 12,
2005, during her shift in the recovery room
at Windsor’s Hotel-Dieu Grace Hospital.
A regional coroner will be conducting an
investigation into her death and the suicide
death of her killer, Dr. Marc Daniel, a coworker
who had a history of mental illness.
A petition calling for a coroner’s investigation,
circulated by ONA and Dupont family
members, had been signed by almost 10,000
Ontarians – including nurses and public
members. The investigation was called in
late March.
ONA remains extremely disappointed
that Labour Minister Steve Peters has yet
to order a fatality investigation into the circumstances
surrounding Lori’s murder, and
the actions of her employer.
“This is a fatality in the workplace and
requires a fatality investigation by the
Ministry of Labour,” said ONA President
Linda Haslam-Stroud, RN.
ONA continues to pressure the Labour
Minister for a fatality investigation into
ONA representatives have worked with
RNs at York Central since 2005. Nurses at
the facility, which has approximately 415
beds and services a large community in
Richmond Hill, just outside of Toronto,
have been increasingly concerned with
workload issues, scheduling changes and
excessive amounts of overtime.
Meanwhile, ONA is stepping up organizing
efforts. At their February meeting,
the Board of Directors approved the use of
$600,000 from the Security Fund for future
campaigns.
Other organizing drives are underway,
and ONA is also working with OPSEU,
SEIU and CUPE on joint campaigns.
Lori’s death, and has asked members to join
in the effort by writing letters demanding
an investigation, and asking for reforms
to the Occupational Health and Safety Act
to strengthen protection for workers who
experience harassment.
Template letters calling on the Ministry to
conduct a fatality investigation were developed
for ONA members’ use and circulated
to Local Coordinators and Bargaining Unit
Presidents last November. Contact your
Local executive for a copy of the letter.
Lori Dupont, RN
ONA tips hat to Windsor Star
The following “Op Ed” piece by ONA President
Linda Haslam-Stroud, RN, is reprinted from
the Windsor Star (March 2006).
Re: “Dupont inquest ordered”
The Ontario Nurses’ Association (ONA)
is thrilled with the announcement that
a coroner’s inquest will be conducted
to review the events surrounding the
horrific murder of Lori Dupont, RN,
and subsequent suicide of her attacker,
Dr. Marc Daniel.
ONA wishes to tip its hat to the
editors and reporters of the Windsor
Star who have been so supportive of
our calls for appropriate and thorough
investigations into Lori’s death. The
Star has kept this case in the public
eye for months, and has repeatedly
supported ONA’s calls for a coroner’s
inquest and a fatality investigation.
As Windsor Star readers are aware,
ONA has been appalled at the slow
response from the Ministry of Labour,
which has yet to announce it will hold
a workplace fatality investigation. The
ministry has the power to examine circumstances
in the workplace under the
Occupational Health and Safety Act, and
it has only one year from the date of the
incident to do so.
Hotel-Dieu Grace Hospital CEO Neil
McEvoy and Chair Bill Marra continue
to insist Lori’s murder was purely a case
of domestic violence. The coroner’s
inquest will reveal whether, as ONA
believes, the case was more complex.
ONA will continue to press the
Ministry of Labour to conduct a fatality
investigation. In the meantime, we thank
the Windsor Star again for fighting for
justice for Lori Dupont.
Linda Haslam-Stroud, RN
President, ONA
Toronto
ONTARIO NURSES’ ASSOCIATION 5

ONA MEMBERS ACROSS ONTARIO
Still Not Enough Nurses
Advertising blitz
ONA’s Still Not Enough Nurses campaign took to the airwaves
in April as ONA rolled out a series of television and radio advertisements
across the province. Featuring a tag line that notes that everyone
will need a nurse one day, the radio ads focused on the nursing shortage
and its effect on patient care. The ads urged listeners to visit the
campaign website at www.stillnotenoughnurses.ca to learn more and
join in pressing the Liberal government to keep its promise to hire
more nurses. The television ads ran for one month, from April 3, during
targeted television shows such as ER, Ghost Whisperer and Oprah,
and during news broadcasts in selected cities, such as Kitchener,
Ottawa, London, Sudbury, Timmins, Kingston and Thunder Bay. The
ad campaign featured 11 ONA RN members in the print and television
ads, representing all sectors. The members involved were:
Television ads
Susan Blayney, RN, Local 80
Nancy Popp, RN, Local 68
Charmaine McDonnell, RN, Local 75
Carol Oates, RN, Local 24
Cindy Orlicki, RN, Local 75
Marcia Robinson, RN, Local 95
Aurora Frias, RN, Local 97
Dianne Dumais, RN, Local 82
Cynthia Mascoll, RN, Local 70
Print ads
Judy Barth, RN, Local 16
Vicky Thomas, RN, Local 6
Still Not Enough Nurses campaign effective:
Raises public awareness of nursing shortage
Polling undertaken for ONA by Vector Polling has revealed
just how effective the Still Not Enough Nurses campaign has
been, with more than half of Ontarians polled saying they’re
aware of the nursing shortage.
ONA has taken every opportunity to work the Not Enough
Nurses message into media interviews, letters to the editor and
opinion editorials. For instance, President Linda Haslam-Stroud,
RN, told the London Free Press, following the provincial budget,
that without dedicated funding for nurses, the Liberal government
will fail to reach its promised target of creating 8,000 new
nursing jobs.
At press time for this issue of ONA Vision, ONA was organizing
a province-wide Still Not Enough Nurses event for May 1, 2006,
creating template letters to the editor and editorials, staging rallies,
and planning a lobbying video for use with local MPPs.
For more on the campaign visit its website at:
www.stillnotenoughnurses.ca or ONA’s website at www.ona.org.
ONA members from Local 35, Riverview Gardens Homes for the Aged
(Thamesview Lodge and Victoria Residence) in Chatham, show their
support for ONA’s Still Not Enough Nurses campaign by wearing
campaign buttons and bracelets with the Still Not Enough Nurses
message on it. Standing with ONA Region 5 Vice-President Jeanne
Soden, RN (on the extreme right) are from left to right: Sandy Tyrrell,
RN; Pat Beaton, RN; Local 35 Vice-Coordinator and Bargaining Unit
President Greg Walden, RN; Lora Armstrong, RN; and Adrianna
Renaud, RN. Walden says the Still Not Enough Nurse bracelets were
so popular there was a huge demand for more. “We ordered 100 for
the bargaining unit originally at our own cost, but made up enough
for our Local with funding from our Political Action budget. Now
other Locals in our Region are clamoring for them.” The bargaining
unit planned to give them out to members during Nursing Week.
6 VISION, SUMMER 2006

ONA MEMBERS ACROSS ONTARIO
Glenna Rowsell Bursary Fund
ONA’s Legal Expense Assistance Program
(LEAP) Advisory Team is now accepting
applications for the Glenna Rowsell Bursary
Fund. There are five bursaries available each
year, in the amount of $1,000 each, specifically
for labour education.
The successful applicants for 2006 are:
• Lynda Rath, RN, Local 51
• Pamela Giroux, Local 80
• Sandra Bolycki, Local 97
Monies for this fund are generated from
the MasterCard Affinity Program and are
reviewed by the Board of Directors. The
LEAP Advisory Team serves as the selection
committee for the purpose of the bursary
distribution. The fund is named for Glenna
Rowsell, a pioneer of Canada’s nursing trade
union movement.
Applications for 2007 bursaries must be
received by midnight February 28, 2007.
Successful applicants will be notified by
mail within one month of the decision by
the Committee.
Criteria for eligibility:
1. Must provide a copy of an ONA Membership
card as proof of bona fide membership.
2. Must provide a Member Education Plan
outlining the course and outcomes for the
member and/or Local.
3. Must be a labour-related educational program/course.
4. Must show proof of acceptance in a
labour educational program or course
(other than ONA).
5. A letter from the Local Executive must
accompany the application, verifying the
applicant is a member of the Local. This
may include a short statement about the
applicant’s participation at the Local level.
6. Bursary will be awarded and monies will
be provided to successful applicants upon
proof of completion of course.
An application form can be obtained
from your Local Coordinator or Bargaining
Unit President, or is downloadable from
ONA’s website at www.ona.org. You can find
the form in the Members Section under
“Services and Benefits.” Click on the link
to “Financial aid and bursaries.” You will
need your ONA ID to log in to the Members
Section.
For more information on the Glenna
Rowsell Bursary Fund, please contact Ruth
Ciavaglia, RN, of the LEAP Advisory Team
at (416) 964-8833, ext. 2211 in Toronto, or
(toll-free) 1-800-387-5580, press “0,” and
ext. 2211. E-mail: ruthc@ona.org.
ONA, three other Ontario nursing organizations endorse
provincial government ad campaign
ONA and three other provincial nursing
organizations are supporting an
Ontario Ministry of Health and Long-Term
Care’s advertising campaign depicting the
work of nurses.
Also supporting the campaign, which
got underway in March, are the College of
Nurses of Ontario (CNO), the Registered
Nurses Association of Ontario (RNAO)
and the Registered Practical Nurses
Association of Ontario (RPNAO).
The campaign includes radio, newspaper
and television ads showing nurses
working in hospital, community, longterm
care and other settings, as well as
media stories featuring nurses in all sectors
and a range of activities that fall under
the nursing profession. It is intended to
increase the public’s understanding of the
role of nurses in delivering health care.
The campaign is part of the Ministry’s
Health Human Resources Strategy (HHRS)
to recruit and retain nurses and other
health care professionals.
“We support the campaign in principle
because it helps for nurses to be highlighted
in the public, and it supports the critical role
we play in the health care system,” said ONA
President Linda Haslam-Stroud, RN.
“It also supports our efforts around reten-
tion and recruitment of nurses, and is a
complementary message to our own Still
Not Enough Nurses campaign.”
Ontario Chief Nursing Officer Sue
Matthews said the campaign recognizes
the value, knowledge, expertise and experience
of Ontario nurses.
“Today’s nurses are highly qualified and
a key part of the team strengthening health
care in Ontario. We believe this message
needs to be reinforced with Ontarians.
I am very pleased the Ministry is working
in partnership with the CNO, ONA,
RNAO and RPNAO to find ways to communicate
this message more broadly,” said
Matthews.
“Public education is just a first step.
Much more is being done and needs to be
done to support nurses and the integral
role they play in delivering health care
to Ontarians. Working together, I believe
we can support the nursing profession
and build a better health care system in
Ontario.”
ONTARIO NURSES’ ASSOCIATION 7

ONA MEMBERS ACROSS ONTARIO
Interested in ONA education? Here’s how!
Visit ONA’s website at www.ona.org for complete information on how to access ONA
education. The webpage has been updated to provide you with the information you need to
see what’s available and how you can register.
Members immersed in learning at
It’s easy!
ONA workshops.
Visit www.ona.org, click on Education,
Workshop Calendar, then select a workshop
to review a synopsis of the program.
The link will also provide you with information
regarding location, registration cut-off
dates, Local contact information, District
Service Team contact, Map Quest for directions,
etc.
Want to preview the calendar by month?
Click on Workshop Calendar to preview
the programs by month of the year.
Want to print a copy of the calendar?
Click on Download PDF Calendar and
print by month.
Not sure which program will be best suited to you?
Click on Course Descriptions and review the programs that ONA
offers members.
ONA courses are open to all members. If interested, contact the listed
Local or District Service Team representative for more information.
FAQs
I’m interested in attending a workshop listed for London; do I have
to attend all the workshops listed during that period in London?
No. You may attend one single day of education or you could
attend several different workshops. However, you need to complete
a separate registration form for each workshop you wish
to attend. Contact your Bargaining Unit President or the Local
contact that is listed for more information.
How do I register for a program?
Contact the listed Local contact or District Service Team contact
for more information.
Do I get paid when attending ONA education?
Salary reimbursement for attendance at ONA education is
determined by the Local Executive. Contact your Bargaining
Unit President or Local Coordinator for more information.
Can I use my attendance at ONA programs for Quality Assurance?
Several of ONA’s workshops may help satisfy your obligations under
the College of Nurses of Ontario’s Quality Assurance Program.
Feedback from ONA Education Programs
Bargaining Unit Structure (1 day):
• As a new representative, it gave me a good understanding
of the structure of ONA at all levels.
• I now understand my role as a union representative a
whole lot better than I did before.
Navigating the Collective Agreement (2 days):
• Using the collective agreements and scenarios provided,
we learned how to analyze each word in the clauses very
carefully.
• The group discussions and scenarios were very helpful.
Modified/Safe Return to Work (1 day):
• 85 per cent of participants felt this workshop gave them a
clearer understanding of the role of the Union and employer
in dealing with accommodation in the workplace.
Grievance Arbitration (2 days):
• 90 per cent of participants said this workshop addressed
the gaps they had in understanding their role in the grievance
arbitration process.
• The most important points learned were: know your collective
agreement, know ONA policies around grievances,
be fair, investigate, clarify and support your members and
communicate, communicate, communicate.
Effective Communications:
• The most important points covered included: ways of dealing
with negative behaviour; dealing with difficult individuals;
helped me identify weaknesses in my communications;
useful practical everyday stuff; liked the advice “When you
do, I feel” as a way of dealing with difficult conversations.
8 VISION, SUMMER 2006

ONA MEMBERS ACROSS ONTARIO
Royalcrest bankruptcy settlement
Registered Retirement Savings Plan (RRSP) payouts for ONA members
from nine Royalcrest facilities in Hamilton and Toronto areas
ONA has achieved a RRSP settlement for registered
nurses who worked for the Royalcrest
chain of nursing homes (Norcliffe, Stoney
Creek, St. Olga’s, Townsview, Brantwood,
Mississauga, Yorkview, Marnwood and
Strathaven) from November 13, 2002 to May 2,
2005. This settlement is made in lieu of RRSP
contributions during the insolvency period.
On May 2, 2005, the Trustee (Ernst and
Young) paid $100,000 to Open Access on
behalf of participating and former nursing
staff. This money was allocated on a pro rata
basis in respect of group RRSP plan contributions
and deductions. The allocations were
based upon the number of hours worked by
each participating and former nursing staff
member prior to May 2, 2005.
Since May 2005, Open Access and ONA
have been trying to locate past ONA members
to ensure they receive their entitlement.
We have been successful in many cases.
The list that follows are members, past and
present, who have not responded to our
mailings.
On March 21, 2006, Open Access transferred
the outstanding monies back to ONA
for disbursement. We have changed the
process to facilitate ensuring our members
receive their money. ONA will mail cheques
for individual entitlements through ADP, the
payroll provider. This process will ensure
that each member receives a T4 slip for
February 2007.
In order to receive your entitlement, ONA
requires that you provide us your full name,
Social Insurance Number and current address.
The nurses listed here have not yet contacted
us. If your name is on this list, please
contact Leanne Cooke at ONA head office in
Toronto by September 15, 2006. Phone (416)
964-8833 in Toronto or toll-free 1-800-387-
5580, press 0, and ext. #2233, or e-mail
Leanne at leannec@ona.org.
Brantwood Lifecare
Centre
Bamforth, Dale
Dhillon, Gursimransit
Galambos, Stephanie
Guzman-Payer, Nelly
Heals, Katrina
Holmes, Gail
Liu, Lanbing
Loft, Andrea
Mahmutovic, Vildana
Mavikaya, Fatma
Mbanga, Miriro
Ozen, Ayten
Paton, Sandra A
Poisson, Janet
Walton, Marie
Marnwood Lifecare
Centre
Barber, Susanne
Carveth, Anne
Church, Linda
Cole, Samuel
Crooks, Jennifer
Fischer, Pamela
Mendyk, Sharon
Millson, Nicole
Oliver, Gloria
Pegg,Cheryl
Roy, Krista
Ruthard, Jennie
Vivian, Kim
Mississauga Lifecare
Centre
Aguila, Karla Mae V
Antao, Florine
Arning, Cristina
Bailey, Jennifer
Blums, Baiba
Bottu, Mary
Brion, Celia
Burkovska, Marina
Charles, Sini
Chepurnaya, Olga
Das, Ms, Poly
Faisal, Erum
Faraon, Celeste
Gadioma, Diana
Gong, Zhang Yu
Ivanova, Loty
Jose, Philomena
Kuzhivelil, Jolly G
Lonc, Galyna
Mcanuff,Debbie
Memelli, Demirke
Memelli, Mira
Miranda, Cheryl
Naje, Resurreccion
Najjar, Nabila
Nguyen, Hanh
Noor, Fatima
Osei-Tutu, Patience
Oshin, Edith I
Parsons, Virginia A
Perera, Mallika
Rogic, Ivana
Roiballove, Irene
San Juan, Marilou
Sharifi, Karima
Sharifi, Naeed
Thomas, Sherin
Thomas, Sherie
Vidanocic, Dragana
Visconde, Anabelle
Visconde, Analyn
White, Val-Marie
Williams, Camya
Zhuk, Iryna
Norcliffe Lifecare
Centre
Brosseau,Susan
Currie,Marjorie E
Kannawin,Shasta
Lecluyse,Monique
Vincent,Janet
St. Olga’s Lifecare
Centre
Acierto, Amelia
Blake, Nina
Boodram, Vidya K
Brake, Tanya C
Cika, Mirjana
Francia, Aquilina
Fuller, Patricia A
Henderson, Patricia A
Kisaka, Chantal
Klajic, Ljiljana
Kurucz, Maria
Lalonde, Elena
Ning, Shumin
Rafael, Rosario
Vettukallel, Dolly
Stoney Creek
Lifecare Centre
Andres, Michael
Joseph, Leena
Polo, Elva
Strathaven Lifecare
Centre
Anderson, John-Scott
Cassidy, Taunia
Daniels, Mary A
Geist, Sonya T
Hyson, Jill
Lohnert, Cassandra D
Perron, Melina
Reynolds, Carol J
Trickey, Kathleen
Townsview Lifecare
Centre
Abay, Maria
Calubaya, Maria
Cruz, Sarah Jane
Dela Cruz, Edwin
Drummond, Maggie
Flores, Editha
Fruck, Kathy H
Galvez, Maria
Karina
Liu, Lanbing
Loft, Andrea S
Macleod, Sharon
Maqueda, Aleli
Maqueda, Rhoana A
Mazun, Janina
Moreno, Cindy
Owen, Constance
Paderon, Henry
Paredes, Ana
Rodgers, Rosalin
Saberon, Brezhnev
Sy, Irma
Wesolowsky, Sharon
Wren, Jennifer
Yorkview Lifecare
Centre
Adan,Zainab
Agbonkpolar, Flora
Amuadua,
Birikorang
Douglas, Askale
Felicien, Anne
Joseph, Paul
Khanal, Bijaya
Ma, Carrie
Mahmoudi, Maryam
Patterson, Julian
Virdi, Namdeep Kaur
ONTARIO NURSES’ ASSOCIATION 9

ONA MEMBERS ACROSS ONTARIO
Our members write
LHINs cause for concern
Reprinted from the London Free Press
(February 2006)
Job losses at St. Thomas-Elgin General will impact
patient care, says ONA member
Reprinted from the St. Thomas Times-Journal (March 2006)
Re: “STEGH cuts jobs in face of deficit”
I am writing about a new bill moving
quickly through the legislative process.
This is Bill 36, which is the formation
of 14 Local Health Integration Networks
(LHINs) that replace the old District Health
Councils (DHCs) in Ontario. These new
networks are being implemented to dictate
and direct health care and funding in their
designated areas. (For more information
on LHINs, see the First Vice-President’s
column on page 19 and Queen’s Park
update on page 20.)
Firstly, I have concerns about the word
local. For the London area, the “local”
region runs to the south to the shores of
Lake Erie, north to Tobermory, west to
Lake Huron just north of Sarnia, to the
east almost to Kitchener. These new networks
consist of a government-appointed
Chief Executive Officer and a nine-member
appointed board of directors, with a
provincially-funded annual salary cost of
$55 million. Added to this is the dismantling
cost of the DHCs of $20 million.
These government-appointed boards
will dictate how and where health-care
services will be provided. This will be done
basically the same way the Community
Care Access Centres were set up. Our
health care will be provided through the
bidding process. With this process, we all
know that means going to the lowest bidder,
not the best person, place or agency to
provide the care or service.
My question to the McGuinty government
is, what happened to its campaign
promises to improve health care and
access to health care in Ontario?
We as health care consumers need to
hold the Ontario government accountable,
before our equal access to good
health care is gone forever.
Dawn Blenkhorn-Bax, RN
Local 100 Coordinator
London Health Sciences Centre,
London, Ontario
I am writing to express my disappointment regarding the second page coverage on
March 2 on job cuts at St. Thomas-Elgin General Hospital (STEGH).
As a long-time employee and Bargaining Unit President of the Ontario Nurses’
Association (ONA), representing the registered nurses at STEGH, I feel rather slighted
that our local newspaper chose not to make this front page news.
There have and will be jobs lost at all levels in our organization, labour and management
alike. We have three unions representing employees at STEGH – the CAW, OPSEU
and ONA. All three unions have worked closely with our employer over the past two
years in an effort to make all programs and services remain viable.
Unfortunately, their efforts were not enough, and at the end of the day, job loss will
be inevitable.
I’ve not been privy to the “potential” reductions in the other unions, but ONA stands
to lose up to 17 full time members ... all registered nurses. This will significantly impact
patient care delivery at our facility, something the citizens of St. Thomas and Elgin
County may want to sit up and take notice of.
The days ahead are going to be very difficult for all of us at STEGH. It is my hope
that when our local newspaper runs an article about the deficit and ensuing loss of
employment, it will make front page news. It is a significant local issue and deserves to
be treated as such.
Trudy Frank-MacEwen, RN
Bargaining Unit President, ONA Local 36
St. Thomas-Elgin General Hospital, St. Thomas, Ontario
Another Ontario nurse lost to the United States
Reprinted from the Stratford Beacon Herald (November 2005)
Recently I have noticed many posters and
advertisements concerning the shortage of
nurses in Ontario and Canada in general.
I am a distressed father who assisted his
daughter in her re-location to Brockton,
Massachusetts to assume a full-time RN
position in an emergency department. She
was interviewed at two hospitals in the
Boston area and immediately was offered
full time positions at both. Even though
she had no specific ER experience, they
had the foresight to see her potential to
learn.
My daughter graduated in May 2004
with her BScN from Hamilton’s McMaster
University. She sent resumés and applications
to hospitals throughout Ontario,
including remote areas of the province and
larger centres like Toronto.
To secure full-time employment, she
accepted a position on a Resource Nursing
Team in Hamilton, where she worked
in four hospitals on 18 different units
for 18 months, gaining much knowledge
and experience. The only other employment
offered her was a casual position
in a Toronto hospital with no guaranteed
hours. Most hospitals did not even
acknowledge her application.
If the provincial and federal government
wish to keep well-educated nurses
in this country, hospital management has
to be open to assist these nurses in further
education and training for specific areas
where there are extreme shortages. More
full-time positions need to be available.
Gerry James,
Stratford, Ontario
10 VISION, SUMMER 2006

President’s message
Linda Haslam-Stroud, RN
ONA President
Central bargaining underway for
hospital sector members
Bargaining for ONA’s 46,000 members in the hospital sector
commenced the week of February 27 to March 3, and was followed by
a second week of negotiations held April 3-7.
ONA is negotiating on behalf of members from approximately 149
hospital-sector bargaining units.
During the first week, we finalized and signed the Memorandum
of Conditions for Joint Bargaining with the Ontario Hospital
Association (OHA) team. The memorandum establishes the process
and time frame for negotiations. We exchanged proposals with the
employer and spent the remainder of the week addressing non-monetary
proposals.
With the assistance of a provincial conciliation officer, we continued
to negotiate the non-monetary proposals into the second week of
bargaining, but unfortunately came to an impasse on a number of key
issues relating to job security. We proceeded to table our monetary
proposals.
Following some intense discussions, suffice it to say we remain a
significant distance apart. The challenge of a negotiated settlement
appears to be large – but your bargaining team remains hopeful of a
settlement and is working hard towards that objective.
We have jointly requested a “no-board report” from the conciliation
office, and by the time you read this column, we will have met
with the employer for mediation at the end of May. We are hopeful
the mediator will assist in getting our negotiations back on track.
For a full list of the participating hospitals, refer to the Memorandum
of Conditions for Joint Bargaining on ONA’s website at www.ona.org
in the Members Section. You will need to use your ONA ID number
to access this area. Click on the link “Hospital Central Collective
Agreement finalized.”
A number of hospitals have chosen not to participate in this central
round, including: Niagara Health Systems; Halton Healthcare
(Georgetown site); Homewood; James Bay; Tillsonburg; Shouldice;
McCall Centre; University Health Network (Radiation Therapists);
London Health Sciences (Radiation Therapists); Lakeridge Allied;
and Chapleau clerical. As participation in the central process is
What’s happening with the 2004-05 Hospital Collective Agreement?
The Keller Arbitration Board has issued its decision to “order up” the collective
agreement that was brought down in an arbitration award in November 2005. The
new collective agreement can be found on ONA’s website at www.ona.org in the
“FAQ” Section linked from the Home Page, and also in our Members Section.
If you have not yet received your Collective Agreement booklet, contact your
Bargaining Unit President. A French translation of the agreement is also available
by request through your Bargaining Unit President.
voluntary, we will have to bargain these collective agreements at the
Local level, but we expect they will settle on the basis of any central
interest arbitration award or settlement.
The Memorandum signed by ONA and the OHA included a time
frame that will see local bargaining begin on or after November 15,
2006. Labour Relations Officers (LROs) will soon be contacting their
bargaining units about the Local process.
As I write this column, we are quite far apart on a number of key
issues. While we were able to agree on some editorial/housekeeping
amendments to the collective agreement and minor non-monetary
issues, the priority issues identified in the Have-a-Say membership
research remain unresolved. The top five bargaining priorities for
members are:
1. Wages.
2. Health & Welfare Benefits/retirement/leave issues.
3. Workload/staffing/job security/scheduling/shift issues.
4. Education issues/part-time issues/working conditions/workplace
safety.
5. More permanent/full-time positions/seniority issues/sick leave
issues.
You can review charts showing our respective bargaining proposals
in the central bargaining update on ONA’s website.
If mediation is not successful, we hope to have arbitration dates
set for June and/or July. We are presently awaiting confirmation of
available dates from the arbitrator.
Regular updates on hospital central bargaining will be posted on
ONA’s website in the Members Section, as well as in bulletins distributed
to Local Coordinators and Bargaining Unit Presidents. To get
regular updates by phone, call ONA’s toll-free number at 1-800-387-
5580, dial “0” for the Toronto office, and extension #7740.
If you have any questions for the Hospital Central Negotiating
Team (HCNT), please send them to my attention at lindahs@ona.
org. I will see they are brought to the attention of HCNT Chair Pat
McDonald, RN.
Bargaining for your collective agreement is a key priority for ONA.
Your elected team and staff continue to work diligently
on your behalf to achieve a timely resolution to negotiations.
As the heart of health care, you deserve a collective
agreement that recognizes your professional expertise
and your valuable role and contribution to Ontario’s
health care system. Your team will continue to negotiate
on that basis.
For an update on bargaining in other sectors, turn to
page 21.
ONTARIO NURSES’ ASSOCIATION 11

CEO’s message
Lesley Bell, RN
ONA Chief Executive Officer
The specter of an Avian flu pandemic raises old questions about
protecting the lives of our members on the front lines
We don’t want to
see a repeat of
the disaster that
was SARS. We
don’t want to see
our nurses dying
in a flu pandemic
because of the
government’s
lack of readiness
and because of
inadequate safety
equipment.
With pockets of Avian flu beginning to surface the
world over, we as front-line health care providers have
some tough questions to ask in terms of whether we are
sufficiently protected in the event of a flu pandemic.
As the first health care professionals to see patients in
many clinical settings, we are immediately at risk of
infection in the event of flu outbreaks or outbreaks of
other diseases, such as SARS, if we don’t have adequate
protection.
All of us can recall vividly how terrifying it was when
the then-mysterious SARS broke out in March 2003 and
continued on into the summer months, ultimately
impacting hundreds of our members and resulting in
the death of two of them, Nelia Laroza, RN, and Tecla
Lin, RN.
At the end of the day, the government and employers
were not ready for the outbreak of this insidious disease,
and we only learned how to protect ourselves through
trial and error. Our government failed to protect our
nurses by providing insufficient and often conflicting
information, inadequate protective equipment and
making lukewarm demands of our employers for
compliance on health and safety directives – until it was
far too late.
We don’t want to see a repeat of the disaster that was
SARS. We don’t want to see our nurses dying in a flu
pandemic because of the government’s lack of readiness
and because of inadequate safety equipment. Based on
our experiences of the handling of SARS in 2003, we
question this government’s commitment to provide our
members with the protections they require in the
handling of potentially fatally ill patients.
There is a dispute now on the type of personal
protective equipment that is to be made available to
health care workers in the event of a flu outbreak.
Currently, we are told the federal government is
stockpiling 4.5 million standard surgical masks, at a
cost of 10 cents per mask, as a protective measure for
health care workers in a flu pandemic in Canada.
Similarly in Ontario, officials plan to supply health care
workers with surgical masks, yet we are told, emergency
services workers (eg. paramedics, ambulance
attendances, etc.), a male-dominated workforce, will be
equipped with “face shields, Tyvex suits and N95
respirators.”
We don’t think surgical masks are enough to protect
our members. We learned that standard surgical masks
were a useless barrier against SARS. We demanded, and
finally got N95 respirators to protect our members
against SARS, but that too was fraught with problems in
that there was insufficient information provided on how
to properly fit and use them. Nor were there enough of
them for our members.
Now we’re being told we won’t need them in the
event of an outbreak of Avian flu, despite scientific
evidence that indicates influenza is airborne and that
N95 respirators are the minimum protection that
should be used, and despite the fact that other workers
will have them.
Well that’s just not good enough.
Even if N95s cost 10 times as much as standard
surgical masks, as we are told they do, it’s irrelevant to
the health and safety of our members. Their lives
should not be subject to a gamble, nor a decision that
gets down to simple dollars and cents.
And this time, they can’t plead ignorance in terms of
effectiveness and which type of personal protective
equipment is more suitable to protect our members.
The World Health Organization recommends N95
masks for Avian flu, but Canadian federal and Ontario
provincial officials are hedging by insisting there is no
evidence to show they provide any more protection
than the standard surgical masks that proved useless
against SARS.
We will not take that gamble.
We need the best equipment available to protect our
members, and in sufficient supplies. We will continue
to speak out and demand appropriate protective
equipment.
12 VISION, SUMMER 2006

Un mot de la Présidente
Linda Haslam-Stroud, inf. aut.
Présidente de l’AIIO
Le processus de négociation centrale
est en cours pour les membres du
secteur hospitalier
Les négociations pour les 46 000 membres de l’AIIO dans le
secteur hospitalier ont commencé la semaine du 27 février au 3 mars
et se sont poursuivies lors d’une deuxième semaine de négociations,
du 3 au 7 avril.
L’AIIO négocie pour le compte d’environ 149 unités de négociation
du secteur hospitalier.
Au cours de la première semaine, nous avons finalisé et signé le
Protocole sur les conditions de négociation commune avec l’équipe
de l’Association des hôpitaux de l’Ontario (OHA). Le protocole
établit le processus et l’échéancier convenus pour les négociations.
Nous avons échangé des propositions avec l’employeur et consacré le
reste de la semaine à traiter les questions non monétaires.
Avec l’aide d’une conciliatrice provinciale, nous avons poursuivi
nos négociations relatives aux propositions non monétaires lors de
la deuxième semaine du processus. Malheureusement, nous sommes
arrivés à une impasse quant à bon nombre de questions clés liées à
la sécurité d’emploi. Nous avons alors commencé à discuter de nos
propositions sur les questions d’ordre monétaire.
À l’issue de discussions intenses, contentons-nous de dire que
nous sommes loin de voir les choses du même oeil. Le défi que
représente la négociation d’un règlement est de taille, mais votre
équipe de négociation espère toujours pouvoir y parvenir et déploie
des efforts soutenus en ce sens.
Nous avons demandé conjointement un « rapport recommandant
de ne pas instituer de commission de conciliation » au bureau de
la conciliation et, quand vous lirez cette chronique, nous aurons
rencontré l’employeur en vue de passer à la médiation en mai. Nous
avons bon espoir que le médiateur nous aidera à remettre les négociations
sur la bonne voie.
Pour obtenir la liste complète des hôpitaux participants, veuillez
consulter le Protocole sur les conditions de négociation commune
dans la section réservée aux membres du site Web de l’AIIO à
l’adresse www.ona.org. Vous aurez besoin de votre numéro de membre
de l’AIIO pour avoir accès à cette section. Veuillez cliquer sur le
lien « La convention collective centrale des hôpitaux est finalisée ».
Certains hôpitaux ont choisi de ne pas participer à cette série
de négociation centrale, dont : Niagara Health Systems; Halton
Healthcare (établissement de Georgetown); Homewood; James Bay;
Tillsonburg; Shouldice; McCall Centre; le Réseau universitaire
de santé (radiothérapeutes); London Health Sciences (radiothérapeutes);
Lakeridge Allied et le personnel administratif de Chapleau.
Comme la participation au processus central est de nature volontaire,
nous devrons négocier ces conventions collectives à l’échelle locale,
mais nous prévoyons qu’elles seront fondées sur toute décision
d’arbitrage ou tout règlement d’intérêt central éventuels.
Le Protocole signé par l’AIIO et l’OHA inclut un échéancier selon
lequel les négociations locales commenceront le 15 novembre 2006
ou après cette date. Les responsables des relations de travail communiqueront
bientôt avec leurs unités de négociation à propos du
processus de négociations locales.
Au moment où j’écris cette chronique, notre position et celle
de l’employeur quant à de nombreuses questions clés sont très
éloignées. Bien que nous soyons parvenus à nous entendre sur certaines
modifications éditoriales ou d’ordre administratif à la convention
collective et sur quelques questions non monétaires mineures, il
a été impossible de conclure une entente sur les priorités dégagées du
questionnaire Exprimez-vous rempli par les membres. Voici les cinq
principales priorités de négociation :
1. les salaires;
2. les questions relatives aux avantages liés à l’assurance-maladie, au
mieux-être, à la retraite et aux congés;
3. les questions relatives à la charge de travail, à la dotation en personnel,
à la sécurité d’emploi, aux horaires et aux quarts de travail;
4. les questions relatives à la formation, au travail à temps partiel,
aux conditions de travail et à la sécurité en milieu de travail;
5. les autres questions relatives aux emplois permanents, au travail à
temps plein, à l’ancienneté et aux congés de maladie.
Vous pouvez consulter des graphiques illustrant nos propositions
de négociation respectives dans la section des mises à jour sur les
négociations centrales du site Web de l’AIIO.
Si la médiation ne permet pas de parvenir à une entente, nous espérons
fixer des dates pour l’arbitration en juin ou en juillet. Nous attendons
actuellement la confirmation des dates de disponibilité de l’arbitre.
Des mises à jour régulières seront publiées dans la section réservée aux
membres du site Web de l’AIIO, ainsi que dans les bulletins distribués
aux coordonnatrices locales et aux présidents des unités de négociation.
Pour obtenir des mises à jour régulières par téléphone, veuillez composer
le numéro sans frais de l’AIIO, soit le 1 800 387-5580, puis composer
le « 0 » pour le bureau de Toronto et le numéro de poste 7740.
Si vous avez des questions pour l’Équipe centrale de négociation
des hôpitaux, veuillez me les faire parvenir à lindahs@ona.org. Je
m’assurerai de les transmettre à la présidente de l’Équipe centrale de
négociation des hôpitaux, Pat McDonald, inf. aut.
Négocier une convention collective en votre nom est une priorité
essentielle pour l’AIIO. Votre équipe élue continue de travailler sans
relâche pour votre compte afin de conclure les négociations en temps
opportun.
Au coeur même des soins de santé, vous méritez une convention
collective qui reconnaît votre savoir-faire professionnel ainsi que
votre apport et le rôle d’importance que vous jouez dans le système
de soins de santé de l’Ontario. Votre équipe continuera de négocier
en se fondant sur cette réalité.
Pour obtenir une mise à jour sur les négociations dans d’autres
secteurs, veuillez vous référer à la page 21.
ONTARIO NURSES’ ASSOCIATION 13

Message de la directrice generale
Lesley Bell, inf. aut.,
Directrice générale
Le spectre d’une pandémie de grippe aviaire réveille de vieilles questions
sur la protection de la vie de nos membres en première ligne
Nous ne voulons
pas que le
désastre du SRAS
se répète. Nous
ne voulons pas
voir nos
infirmières mourir
dans une
pandémie de
grippe à cause du
manque de
préparation du
gouvernement ou
de l’inefficacité
de l’équipement
de protection.
Les foyers de grippe aviaire faisant leur apparition un
peu partout dans le monde, nous, prestataires de soins de
santé de première ligne, avons quelques sérieuses questions
à poser quant à l’efficacité de notre protection en cas
d’une pandémie de grippe.
Comme nous sommes les premiers professionnels de la
santé à voir les patients dans plusieurs établissements de
soins, nous sommes directement exposés au risque
d’infection en cas d’une éclosion de grippe ou de toute
autre maladie, comme le SRAS, si nous ne sommes pas
protégés adéquatement.
Chacun de nous se rappelle très nettement la peur ressentie
lorsque le SRAS, alors mystérieux, a fait éclosion en
mars 2003 pour se poursuivre en été et finalement toucher
des centaines de nos membres, ce qui a entraîné le décès
de deux d’entre eux, Nelia Laroza, infirmière autorisée, et
Tecla Lin, infirmière autorisée.
En fin de compte, ni le gouvernement ni les employeurs
n’étaient préparés à l’apparition de cette maladie insidieuse,
et c’est par essais et erreurs que nous avons appris à nous
protéger. Notre gouvernement n’a pas réussi à protéger nos
infirmières en raison de l’information insuffisante et souvent
contradictoire et de l’équipement de protection inadéquat
qu’il leur a fournis, ainsi que des demandes peu convaincantes
qu’il faisait auprès de nos employeurs pour qu’ils se
conforment aux directives en matière de santé et de sécurité,
jusqu’à ce qu’il soit trop tard.
Nous ne voulons pas que le désastre du SRAS se répète.
Nous ne voulons pas voir nos infirmières mourir dans une
pandémie de grippe à cause du manque de préparation du
gouvernement ou de l’inefficacité de l’équipement de protection.
Après l’expérience du SRAS en 2003, nous mettons en
doute l’engagement du présent gouvernement de fournir à nos
membres toute la protection requise pour travailler auprès de
patients atteints d’une maladie potentiellement mortelle.
Actuellement, un débat fait rage sur le type d’équipement
de protection individuelle à fournir aux travailleurs de la
santé en cas d’une pandémie de grippe. Le gouvernement
fédéral nous dit qu’il fait une réserve de 4,5 millions de
masques chirurgicaux standard, au coût de 10 cents l’unité,
comme mesure de protection pour les professionnels de la
santé en cas de pandémie de grippe au Canada. De même, en
Ontario, les responsables prévoient distribuer des masques
chirurgicaux aux professionnels de la santé; cependant, nous
avons appris que les travailleurs des services d’urgence (p.
ex. : techniciens médicaux d’urgence, ambulanciers, etc.), qui
sont majoritairement des hommes, seront équipés «d’écrans
faciaux, de combinaisons Tyvex et de respirateurs N95».
Nous ne croyons pas que les masques chirurgicaux constituent
une mesure de protection suffisante pour nos membres.
Nous avons appris que les masques chirurgicaux
standard formaient une barrière inutile contre le SRAS.
Nous avons exigé, et finalement obtenu, des respirateurs
N95 pour protéger nos membres contre le SRAS, mais
l’information pour en faire une utilisation adéquate manquait
cruellement. De plus, ces respirateurs étaient distribués
en quantité insuffisante.
Maintenant, on nous dit que nous n’en aurions pas besoin
en cas d’éclosion de grippe aviaire, malgré la preuve scientifique
qui indique que l’influenza se transmet dans l’air et que
les respirateurs N95 constituent une protection minimale, et
malgré le fait que d’autres travailleurs les porteront.
Cela ne nous convient pas.
Même si les respirateurs N95 sont dix fois plus chers
que les masques chirurgicaux standard, selon ce que l’on
nous a dit, cela ne doit pas compter quand il s’agit de la
santé et de la sécurité de nos membres. La vie de ces derniers
ne doit pas être soumise à des risques inutiles ni à une
décision qui ne repose que sur l’argent.
Aujourd’hui, les autorités ne peuvent plaider l’ignorance
pour ce qui est de l’efficacité et du type du matériel de
protection individuelle qui est le plus efficace pour nos
membres. Bien que l’Organisation mondiale de la Santé
recommande les respirateurs N95 pour la grippe aviaire,
les représentants des gouvernements canadien et ontarien
se dérobent en arguant qu’il n’existe aucune preuve
démontrant que cette pièce d’équipement offre plus de
protection que les masques chirurgicaux standard, qui se
sont avérés inefficaces contre le SRAS.
Nous ne prendrons pas ce risque.
La protection de nos membres exige le meilleur équipement
qui soit, et en quantité suffisante. Nous continuerons
de nous faire entendre et d’exiger un équipement de protection
adéquat.
14 VISION, SUMMER 2006

P3s and Privatization:
A costly option
ONA and other Ontario labour unions
have been speaking out against
privatization for a number of years.
When the former Progressive Conservative
government proposed construction of
Ontario’s first Public-Private Partnership
(P3) hospitals in Brampton and Ottawa,
unionized workers were alarmed. They universally
believed this heralded the beginning
of a province-wide move towards full privatization
of health care.
With the ushering in of a Liberal government
in 2003, the hope was the trend
towards privatization would be reversed or
cease. That has not been the case.
Although the Liberals campaigned on a
platform criticizing the Conservatives’ plans
to build the Brampton and Ottawa P3 hospitals,
and promised to shut them down, the
McGuinty government has instead demonstrated
a commitment to further expanding
the P3 model for hospitals, and shown a
decided interest in privatizing at least some
health services.
“ReNew Ontario” is the Liberal government’s
five-year, $30-billion infrastructure
investment plan. Announced in October 2005,
this plan entails investing at least $5 billion by
2010 to complete 105 hospital projects – with
39 major hospitals projects already underway
and a plan for 65 new ones.
The provincial government has approved
plans for private sector financing for the
building and redevelopment of about onethird
of these hospital projects, worth about
$3 billion. To date, at least 23 hospital projects
using a P3 financing method have been
announced for Ontario.
Six new projects announced
In late March, the provincial government
announced a “Request for Qualifications”
(RFQ) for project teams to build and finance
six of 11 new infrastructure initiatives for
this fiscal year, 2006-07, including: Quinte
Healthcare Corporation (Belleville site)
redevelopment; Trillium Health Centre
(Mississauga and Queensway sites) expansion
and redevelopment; Sudbury Regional
Hospital phase two restructuring; St. Joseph’s
Health Centre (London) redevelopment;
Bluewater Health (Sarnia, Norman site)
expansion and renovation; and the GTA Youth
Centre (Brampton) new youth justice facility.
These projects fall under the government’s
P3 financing scheme, which they renamed
“Alternative Financing and Procurement”
(AFP).
While the government claims hospitals
under AFP will be publicly owned, publicly
accountable and publicly controlled, making
them different from P3s, in fact they will be
privately financed and will cost taxpayers
more in the long run.
This plan clearly opens the door to privatized
health services in the hospital sector,
and it has sparked a major backlash among
Ontario’s labour movement. There have been
countless rallies, town hall meetings, letterwriting
campaigns and media events speaking
out against P3s and privatization over the
last few years, trying to get the message out
that P3s do NOT offer value for money and
are simply the entry point for all-out privatized
health care.
What exactly are P3s?
Hospitals have traditionally been built and
redeveloped using public money. Costs
are lower because government can borrow
money at a lower rate than private companies,
and there is no profit line.
P3s are modeled on the British Private
Finance Initiative (PFI) introduced in 1992
by Margaret Thatcher. Under this plan, a
private corporation of financiers, construction
companies, designers and service providers
may finance, design, own and operate
the building, leasing the hospital back to a
health authority or local hospital board for a
profit under a 20 to 60-year arrangement.
ONTARIO NURSES’ ASSOCIATION 15

The companies make their profit through
the financing deals, the long-term privatization
of some range of hospital facility management
and support services, user fees and service
charges for patients and their visitors, private
development on hospital grounds and technology
or other ancillary business contracts.
The government says these leases are not
public debt, but they are.
Government spokespeople have acknowledged
that alternative private financing could
also include bundled service delivery, which
means services that otherwise would be “public”
would be bundled into the overall package.
P3s mean additional costs
Based on the evidence, ONA and other
unions believe that P3 hospitals will lead
to unnecessary additional costs for patients,
have a negative effect on work environments,
reduce public control over our hospitals and
diminish the public health system.
“As nurses, we value the ability to provide
safe, competent and ethical care that allows us
to fulfill our ethical and professional obligations
to the people we serve. Nurses uphold the
principles of equity and fairness to assist persons
in receiving a share of health services and
resources proportionate to their needs,” said
ONA President Linda Haslam-Stroud, RN.
“We value and advocate for practice environments
that have the organizational structures
and resources necessary to ensure safety,
support and respect for all persons in the
work setting. These values are at risk when P3
hospitals are introduced into communities.”
P3s mean fewer beds, longer wait times,
lower quality of care and fewer jobs.
ONA and the broader labour movement
continue to believe that privatization undermines
the health system and the quality of care.
Campaigns against P3s abound
As services are rationed or become less publicly
accessible, those individuals who can afford to
purchase services will get them, while those
who can’t afford it will have to do without.
ONA has long held that health care should
be delivered publicly through publicly owned
and not-for-profit organizations under the
guiding principles of the Canada Health Act.
The proliferation of private, for-profit delivery
of health care is a threat to Medicare and
must be stopped.
“We must maintain a comprehensive, publicly-funded
health care system. It is fundamental
to our society,” said Haslam-Stroud.
“Research indicates that a privatized system
is more expensive to administer and leads to
a decrease in access and quality. We know
public Medicare works best and it is our best
option for high quality, accessible and cost
efficient health care. Public funding means
access, quality, fairness, efficiency, affordability,
accountability and choice, and our fight is
to ensure that these values are protected.”
Public funding is for service delivery
Public funding for health care should be
targeted for service delivery and not shareholder
profits. The increased use of for-profit
agencies in the direct provision of health
care in Ontario – noteably in home care and
in nursing homes – seriously compromises
access to quality patient care as funds are
directed away from service delivery.
As part of the Ontario Health Coalition (OHC) and an affiliate of the Ontario Federation of Labour
(OFL), ONA has joined the groundswell of labour activity fighting P3 hospitals and privatization.
ONA has teamed with the OHC and OPSEU for the “One voice for public health care” campaign,
and continues to advocate for publicly-funded health care.
So far over 50,000 votes saying no to P3s have been garnered from the public in OHC community
plebiscites, and more plebiscites are being planned. To find out more, visit the OHC website
at: http://www.web.net/ohc/
To read more about the various campaigns, also check out the OFL’s website at www.ofl.ca/.
The British Medical Journal and other studies
report that the high cost of P3 financing
schemes are borne by cutting clinical and
support staff budgets, and by reducing community
health services.
An analysis of P3s in North Durham,
Scotland, showed that the model led to downsizing
of qualified nursing staff, reducing the
number of nurses by 12 per cent. Across all
British P3s studied, nurses have been cut on
average by 14 per cent. The impact on patient
care is devastating. Research in the U.S. found
higher death rates in for-profit facilities where
there were fewer trained nurses.
In other studies, community health services
in P3 hospital areas are also cut to pay for
higher costs and profits. We can expect to see
similar results as P3s take money away from
hospital budgets, beds and staff, and reduce
funding to local community health services.
Nursing shortage will get worse
Ontario is already suffering from a critical
nursing shortage and finding it has too few
nurses to deliver the care patients need. Any
further erosion of the nursing workforce will
create a crisis in our health care system.
Nursing jobs are already threatened by the
Ontario government’s balanced-budget mandate
imposed on hospitals. As well, Ontario’s
newly-regionalized Local Health Integration
Network system will have an impact on
nursing jobs and services as a result of mergers
and amalgamations.
We don’t yet know the full impact of this
move towards integration, but the last time
Ontario undertook a major “transformation” of
the health service delivery, thousands of nursing
hours were removed from the system as
nurses faced layoffs or saw their full-time jobs
fragmented into part-time and casual work.
The Ontario government argues that the
P3 model means hospitals will be built faster,
on time and within budget, and will be under
public control. Evidence shows otherwise.
16 VISION, SUMMER 2006

An authoritative study by the British
Association of Certified Chartered Accountants,
many of whom have done accounting for P3
hospitals, found that premiums charged by
for-profit companies exceeded past cost overruns
in publicly financed projects.
There is no support for the contention that
P3 hospitals are cheaper than publicly funded
hospitals, and claims of public control are
not based on fact, since long-term contracts
override the powers of a hospital board.
There is also no basis for the claim that P3
hospitals will be built faster.
Patient care quality will deterioriate
ONA Position Statement
on Privatization
The threat of privatization is not new. We’ve
been fighting this issue for years under two
consecutive provincial governments.
In March 2000, ONA updated its position
statement on privatization, which can be
read in full on our website at www.ona.org.
In part, ONA’s position statement says:
“ONA has long held that health care
should be delivered through publicly owned
and not-for-profit organizations, under the
guiding principles of the Canada Health Act.
We believe that the proliferation of private,
for-profit delivery of health care services is
a threat to our cherished Medicare system
and must be stopped ….
“ONA opposes the conversion of any
health services currently funded and delivered
by public or non-profit agencies to
the for-profit sector. We believe the basic
Medicare principle of accessibility, regardless
of ability to pay, is at risk. Unless a
strong stand is taken against the trend
toward privatization, we will be faced with
a health care system where ability to pay
will become an ever greater force in determining
what types of health care services
are made available to Ontario citizens….”
“ONA is opposed to the trend toward
a two-tier health system. Unless strong
measures are taken, the very future of our
universal health system is in jeopardy.”
Even more distressing is the impact of private
financing on quality patient care. From
the British experience, bed numbers in privately
financed hospitals were reduced on
average by 30 per cent, while budgets and
clinical staff were cut by up to 25 per cent.
Fewer beds and fewer nurses is not what we
want for new hospitals in Ontario.
In Britain, hospitals are literally going
bankrupt because they can’t afford the yearly
payment to the P3 group of private companies.
Using private finance to build a hospital
creates debt that must be repaid over a 20 to
60-year period to the private sector group.
This debt in Britain is paid each year out of
the hospital’s operating budget, which should
go to paying for staff and patient care.
Ontario nurses believe that every dollar of
public funding should go to patient care and
not to servicing debt or for private profits.
Hospital construction should be
publicly financed
“Hospitals are valued public institutions upon
which our communities rely for life enhancing
and life prolonging care. It will be less
expensive to finance and manage our existing
hospitals on a non-profit basis and to maintain
public non-profit services throughout,”
said ONA’s President Linda Haslam-Stroud.
“Ontario’s nurses are asking the provincial
government to stop the P3 hospital program and
create a public financing system for hospitals.”
ONA and the other unions are calling for
the Ontario Auditor General to prepare a
value-for-money audit, and all current AFP
projects put on hold until the findings are
released to the public.
Ontario nurses are extremely concerned
about the impact of privatization on health
care in their communities. They believe that
all new hospitals should stay in public hands
and use public financing. It is the best solution
for our community, for patients and for
the nurses who deliver care.
They are particularly concerned about the
provision of health care services by for-profit
corporations, as the profit motive is not compatible
with the delivery of the full range of
needed health services.
Ontario nurses are committed to fighting
privatization of our public health system in
all its forms, be it P3 hospitals or contracting
out of health services.
What you can do to stop
P3s and Privatization
Recently, the Ontario Health Coalition (OHC)
had 70 Ontario physicians sign a letter opposing
P3s, and now they are asking registered
nurses to do the same.
A template letter was circulated to ONA
provincial leaders at the March Provincial
Coordinators Meeting in Toronto, and ONA
front-line members are asked to sign these
letters, addressed to Ontario Premier Dalton
McGuinty, to register their opposition to P3s.
A copy of the template letter can be obtained
from your Local executive.
Here’s what else you can do:
• Join public rallies.
• Write letters to your MPP.
• Write to your local newspapers.
• Talk to the public.
• Sign petitions and letters.
• Participate in OHC community plebiscites
(votes) to show you are opposed to P3 hospitals.
• The Ontario Federation of Labour (OFL) is
holding workshops in 19 Ontario communities
to help you understand this issue better.
To find out how you can participate, visit the
OFL website at http://www.ofl.ca/.
• Sign on to local health coalitions and labour
district councils to be part of a collective
voice for quality health care in Ontario.
Let the public know that as a member of
the Ontario Nurses’ Association (ONA), you are
opposed to for-profit health care, privatized
health services, two-tier health are and the P3
model for Ontario hospitals. Visit ONA’s website
at www.ona.org for information on how to
contact your MPPs.
ONTARIO NURSES’ ASSOCIATION 17

Government initiative provides
opportunities for RNs seeking
extended class designation
In an effort to find viable alternatives to
physician shortages in under-serviced areas
and to improve access to primary care, the
provincial government recently announced
initiatives to increase the number of primary
health care nurse practitioners in Ontario.
The “Grow Your Own Nurse Practitioner”
initiative, announced in February 2006,
enables health care agencies, such as community
health centres, family health teams,
long-term care facilities and aboriginal health
access centres, to use government funding to
fill NP vacancies.
The program helps fund advanced education
for registered nurses interested in attaining
the College of Nurses of Ontario (CNO)
designation of the RN-Extended Class (EC),
known universally as nurse practitioners.
The program:
• pays the salary of an RN pursuing
advanced education to achieve an
RN(EC).
• reimburses the RN for some educationrelated
expenses.
• ensures the newly-educated RN(EC)
returns to work for the sponsoring
health agency.
This initiative could mean an additional
100 nurse practitioners working in areas
where they are needed most. The first province
in Canada to legislate the use of nurse
practitioners (launched in 1993), Ontario
currently funds about 400 of them, while
there are 100 vacancies.
“ONA supports an expanded role for registered
nurses and initiatives that will assist
RNs in attaining advanced education and
preparation,” said ONA President Linda
Haslam-Stroud, RN.
“We see this is a means to improving access
to primary care in under-serviced areas and
utilizing RNs to their fullest capabilities.”
In a 1995 position statement, ONA supported
the creation of nurse practitioner positions
that allow for independent practice of
RNs within an interdisciplinary health care
team at all levels of the health care system:
“…Once the sole domain of physicians,
complex and complicated procedures are now
being performed by nurses who have developed
expertise in health promotion, prevention
of diseases and injuries, cure, rehabilitation
and support services…Registered nurses have
developed superior assessment skills derived
from their experience and increased responsibilities,
and assess, diagnose, treat minor
ailments, prescribe some medications and refer
clients for further treatment in communities
that are either under-serviced or not serviced
by physicians…There have been numerous
research studies that have positively evaluated
the safety, effectiveness and cost-saving services
provided by nurse practitioners…”
The statement goes on to say that ONA will
lobby for input into the development of standards
for nurse practitioners as well as plan
for the education and employment of them.
In April 2005, ONA participated in round
table consultations for Ontario stakeholders
as part of the Canadian Nurse Practitioner
Initiative (CNPI), a federally-funded project
of the Canadian Nurses Association (CNA).
Funding for the $8.9-million project ended
in March 2006.
Discussions included a review of the nurse
practitioner role in Canada and the current
work of the CNPI in developing a
pan-Canadian framework to promote the
sustained role of the nurse practitioner in
primary health care.
The goal is integration of nurse practitioners
into the health care system, looking at
role definitions, common titles and curriculum,
with a long term goal of Masters level
preparation to practice.
In its position statement, ONA also indicated
it would endeavour to organize nurse
practitioners into ONA certifications. In fact,
ONA has won a number of rights arbitration
cases in the last year or so that have brought
nurse practitioners into ONA bargaining units
in hospital, clinic and public health unit settings.
ONA currently has 31 nurse practitioner
members but expects this number will
increase as education opportunities expand.
An RN(EC) is an RN with advanced university
education. They have the legislated
right to perform controlled acts beyond the
scope of a general class RN and the RPN.
Nurse practitioners are qualified to prescribe
certain medications, order ultrasounds and X-
rays, diagnose illnesses, and treat and monitor
chronic diseases. Their qualifications overlap
with doctors, but do not replace family physicians.
The nurse practitioner is an autonomous
decision-maker who can work in consultation
with a family doctor.
With Ontario’s “Grow Your Own Nurse
Practitioner” program, the government covers
the salary, tuition fees and some other
education-related costs for those who successfully
complete the NP programs up to a
maximum of $110,000 a year.
The RN must complete the program within
one year. The return of service requirement
is a two-year commitment with the sponsoring
agency, which begins within three
months of registration.
There is also a part-time studies option
available only to aboriginal or underserviced
communities. Similar to the full-time option,
the government covers salary, tuition fees
and other education-related costs to a maximum
of $55,000 a year or $110,000 over
two years. The RN must complete the program
within two years. The return of service
requirement is for three years, also beginning
within three months of registration.
The program is open on an application
basis to agencies that are currently funded
for NP positions, which for whatever reason
have been vacant for at least one year,
despite reasonable recruitment efforts.
Addressing the shortages of health professionals
has become one of the top priorities
for health care renewal in Canada. The
integration of nurse practitioners in primary
health care is one of the solutions to access,
wait times, efficiency, effectiveness and cost.
18 VISION, SUMMER 2006

First Vice-President’s Message
Vicki McKenna, RN
ONA First Vice-President
Fight to continue as unions take aim
at LHIN regulations
January, February and March were incredibly busy months as
ONA and a coalition of three other health care unions worked
together to apply some of the most sustained pressure on the Ontario
government in years.
Representing more than 200,000 Ontario health care workers,
ONA, CUPE, OPSEU and SEIU Local 1 launched a province-wide
multi-media campaign, including major television, radio and newspaper
advertising (see ads), as well as public forums, rallies and
leafleting in many communities.
The purpose of the campaign was to stall or stop the passage of
Bill 36, the Local Health System Integration Act (2006), to allow for
more public consultation and re-consideration of vital amendments
put forward by the unions to ensure the protection of patient care
and workers’ rights.
Unfortunately, Bill 36, which received Royal Assent on March 28,
is now law (except for some provisions, which were to come into
effect at a later date). While the Bill incorporates some of our amendments,
it certainly doesn’t contain the comprehensive changes we
were looking for.
Bill 36 completely transforms how health care is to be delivered
in Ontario, and will have an enormous impact on its viability and
sustainability, as well as on the future of the workers who provide
patient care and support services all across the province.
The legislation establishes 14 Local Health Integration Networks
(LHINs), giving them powers to plan, integrate and fund local health
services, including hospitals, Community Care Access Centres
(CCACs), community health centres, home care, long-term care,
mental health, addiction treatment and community support services,
for their specific geographical areas. Noticeably absent from this plan
for “integration” are public health units and physician services, as
well as independent health facilities, laboratories and ambulances.
While ONA supports the integration of health care, we think this
legislation as it is written paves the way for more privatization and
the expansion of the competitive bidding process to all sectors (it is
currently allowed only for the provision of home care services), and
could put thousands of health care sector jobs in jeopardy as the
government sets about amalgamating and merging services.
The legislation does not protect access to, nor the delivery of, quality
comprehensive health care in Ontario. It also fails to address the nursing
shortage, and lacks comprehensive human resource planning to address
the need for safe, quality work environments that support the retention
and recruitment of registered nurses and allied health professionals.
Although we were unsuccessful in slowing down the “bulldozing”
through of the law, what is remarkable is how we four unions were
able to find common ground and pull together for an astoundingly
comprehensive public education campaign.
Along with the efforts of the Ontario Health Coalition (OHC),
the campaign included public townhall meetings and meetings with
grassroots union members, delivering the same message: Stop LHINs
and save health care!
On February 14, Valentine’s Day rallies were held across the province,
while ONA members and fellow health care workers from other
unions stood on street corners to hand out leaflets and heart-shaped
“Protect the Heart of Health Care” stickers.
In March, ONA members participated in the OHC’s “Steamroll”
rallies in Cornwall, Hamilton, Kingston, London, North Bay, Oshawa,
Owen Sound, Peterborough/Lindsay, Sarnia, St. Catharines,
Sudbury, Toronto and Windsor, to draw attention to how rapidly
the government steamrolled through the legislation.
To read more about the campaign, visit www.protecthealthcare.ca
or ONA’s website at www.ona.org. Just click on the
LHINs link.
You should not feel discouraged now that Bill 36 has
become law. This fight is just getting underway. We have the
ability to impact on the regulations being developed.
As well, the government is holding LHIN “community
engagement meetings,” and our members have an opportunity
to attend and ask questions about such issues as human
resources planning, strategic planning and timelines. I also
encourage you to try and become actively involved in the
proposed Regulated Health Profession Committee of your
LHIN, to influence policy and be part of decision-making in
your community.
ONTARIO NURSES’ ASSOCIATION 19

QUEEN’S PARK UPDATE
Ontario Budget 2006: Funding boost for health comes
with a warning to expect limited future increases
In the Spring provincial budget, brought
down on March 24, health care got a $1.9-
billion boost for fiscal 2006-07. While Health
and Long-Term Care Minister George
Smitherman said health remains a top priority,
he warned Ontarians to expect limited
future increases to “keep the health system
sustainable.” He indicated the focus will be
on efficiency initiatives to lower the rate of
growth in health spending. The province
wants to keep hospital spending increases at
about 5 per cent a year, down from annual
increases of about 8 per cent. Hospitals, the
biggest expenditure in the health budget, get
about $12 billion a year. ONA President
Linda Haslam-Stroud, RN, said that although
the budget includes some good health-care
measures, the government failed to acknowledge
the nursing shortage. “There was nothing
there to get more nurses into the profession,”
she said. “As far as the government’s
promise to have 8,000 new nurses by 2007,
we don’t see any dedicated funding that will
make that happen.”
Bill 56 emergency management
legislation introduced
Monte Kwinter, Minister of Community
Safety and Correctional Services, introduced
Bill 56, the Emergency Management Statute Law
Amendment Act (2005), on December 15,
2005. Second reading on the Bill began on
March 30, and it was to then go to committee
for hearings. Bill 56 empowers the Lieutenant
Governor and Premier to deal with provincial
emergencies. The Bill amends the Emergency
Management Act to clarify under what conditions
the province can declare an emergency,
such as dangers caused by “a disease or other
health risk.” On March 17, ONA met with
representatives from this ministry and from
Health to clarify several provisions. Most relevant
to ONA members is the authorization of
any person (or any person of a class of persons)
to render services of a type the person is
qualified for during a declared emergency,
although it does not require them to. Bill 56
provides immunity from personal liability pursuant
to an emergency order. An emergency
order may provide for terms and conditions of
service, including payment of compensation.
ONA has been assured this applies to persons
who may not usually provide the service, and
that job protection is a key element of the
emergency management framework.
Employees are entitled to a leave of absence
without pay under the Bill, which amends the
Employment Standards Act by, among other
things, adding a section that provides employees
with the right to unpaid leave in certain
circumstances, such as to care for family members
in an emergency. An emergency order can
close any facility, including a hospital or other
establishment or institution.
20 VISION, SUMMER 2006
LHINs Bill 36 receives Royal Assent
Bill 36, the Local Health Integration Act,
which establishes 14 Local Health Integration
Networks (LHINs) across the province,
received Royal Assent on March 28, which
means it is now law except for some provisions,
which come into effect at a later date.
In ONA’s submission to the Standing
Committee on Social Policy (found on ONA’s
website in the Members’ Section at www.ona.
org), we indicated effective integration of
health care services must coordinate access
to quality and comprehensive services for
patients in institutional settings and the
community. ONA argued that integration
should be guided by public interest, reflecting
our system of publicly funded, publicly
administered health care. Presenting to the
Committee on ONA members’ behalf were:
ONA President Linda Haslam-Stroud, RN;
First Vice-President Vicki McKenna, RN;
Region 2 Vice-President Anne Clark, RN;
Local 81 Coordinator Judy Carlson, RN; and
Local 83 members Eric Drouin, RN, and
Frances Smith, RN. Drouin’s speech was in
French. All ONA presentations can be viewed
in the Members Section of ONA’s website at
www.ona.org. Based on input from ONA and
other groups, the Committee strengthened
the language in the preamble to affirm the
government’s commitment to the principles
in the Canada Health Act, to the promotion of
the delivery of public health services by notfor-profit
organizations, and to continuous
quality improvement in health service delivery.
However, it rejected proposals to include
public interest principles in decision-making.
The Bill continues to allow for the
increased privatization of health care, reaffirming
the competitive bidding process, and
empowers Cabinet to contract out certain
non-clinical hospital services up until April
1, 2007. ONA and other organizations did
secure amendments that would require the
development of health human resource plans
for LHIN-ordered integrations. However, the
requirement falls short of ONA’s human
resource adjustment planning proposals. The
Bill retains the requirement that each LHIN
establish a Health Professionals Advisory
Committee, but does not set out specifics.
LHINs are now starting to implement community
engagement. ONA encourages members
to contact their LHIN and get involved
in this process. Information for each LHIN
can be found at www.lhins.on.ca.
OMERS Bill 206 receives Royal
Assent
Bill 206, which revises the Ontario
Municipal Employees Retirement System
(OMERS), received third reading and Royal
Assent on February 23. ONA provided a submission
to the Standing Committee, which
can be found at www.ona.org in the Members’
Section. The Bill allows for the negotiation of
supplemental pension improvements for
police, firefighters and paramedics, with provision
for an earlier normal retirement age for
police and firefighters, but requires a twothirds
majority vote to make pension improvements
for everyone else covered under
OMERS. The government will introduce new
legislation, to take effect on or before June 30,
that would mandate a future review of the
new OMERS governance model.

COLLECTIVE BARGAINING UPDATE
Hospitals
For a complete update on hospital central bargaining, see
the President’s column on page 11. To get regular updates on hospital
bargaining, call ONA’s toll-free number at 1-800-387-5580,
dial “0” for the Toronto office, and extension #7740. Updates are
also available on ONA’s website at www.ona.org. If you have any
questions on hospital central bargaining, send them to ONA
President Linda Haslam-Stroud, RN, at lindahs@ona.org, and Linda
will forward them to team chair Pat MacDonald, RN.
Long-Term Care
Nursing Homes
Approximately 130 nursing home employers have agreed to
bargain centrally for this round of negotiations. Orientation for the
Nursing Homes Central Team was held May 13-15 with bargaining
scheduled to begin in the fall.
Homes for the Aged
Homes for the Aged are “not for profit” long-term care
facilities, which include charitable homes, governed by the
Charitable Institutions Act, and municipal homes, governed by the
Homes for the Aged and Rest Homes Act. ONA represents about 70
employers in this sector, 30 per cent of which are charitable homes.
Wage grids at charitable and municipal homes, almost without
exception, are at least equal to the hospital grid. To date, group
bargaining only involves municipal homes in eastern Ontario,
where ONA met with employer representatives for conciliation on
February 23. Talks broke down, and the parties are proceeding to
arbitration. Issues in dispute include the 2 per cent retention bonus
for nurses with 25 years experience, and job security. The parties
have agreed to Arbitrator Kevin Burkett to resolve outstanding
issues, including one day of mediation prior to arbitration. Both
will occur late in the fall. To contact the EOHT team, call ONA’s
toll-free line at 1-800-387-5580, press “0,” and extension #7732.
Messages are retrieved regularly. A message with a brief update on
the process can also be obtained there.
Community Care Access Centres (CCACs)
ONA currently has members in 30 bargaining units at 28
CCACs across Ontario. Most are case managers and placement
coordinators, but two bargaining units are allied workers.
Mergers under Local Health Integration Networks (LHINs) complicate
negotiations in this sector, in that the 42 CCACs will be
collapsed into the 14 LHIN structure. Bill 36, the Local Health
System Integration Act, will have a more direct impact on bargaining
units with collective agreements expiring in 2006. Under the
legislation, bargaining is suspended for one year during the amalgamation
process. The collective agreement then in effect (current
or expired) would be frozen until the Public Sector Labour
Relations Transition Act (PSLRTA) process is completed, plus one
year after that. Any incomplete bargaining would be cancelled,
and the process would start over again with the successor union.
In view of this, ONA is attempting to complete negotiations as
quickly as possible. Members in this sector have the right to
strike, and their employers have the right to lock them out. The
one exception is West Parry Sound CCAC, where dispute resolution
is through binding arbitration under the Hospital Labour
Disputes Arbitration Act (HLDAA). In the last round, nine CCACs
bargained centrally with ONA but voted against a central process
for the current round. Consequently all negotiations are proceeding
individually.
Public Health Units
ONA has members in 34 bargaining units; 33 are RN/public
health nurse (PHN) units and one is allied. The majority of the
members are PHN-designated, but some are RNs, inspectors and
clerical. Members in this sector have the right to strike if they reach
an impasse in bargaining, and their employers have the right to lock
them out. Although public health units currently don’t fall under
the LHIN legislation, they will be impacted by the Provincial
Capacity Review Committee Report. It is expected some mergers of
public health units will be recommended in the report. ONA is also
urging bargaining units in this sector to complete negotiations as
quickly as possible.
Home Care Providers
ONA represents RNs, RPNs and some allied in this sector.
Employers include the Victorian Order of Nurses (VON), St.
Elizabeth Health Care, Comcare, Para-Med, etc. ONA members provide
care in the community, such as visiting clients in their homes,
as well as provide shift nursing, foot care clinics, wellness clinics,
etc. These services are awarded to the agency through the Request
for Proposal (RFP) process through their area CCAC. Most members
in this sector are part-time or casual, with wages considerably
lower than their counterparts in the hospital sector. This group has
the right to strike. Each agency bargains separately and therefore all
collective agreements are different. Wages and working conditions
vary widely from one area to another.
Industry and Clinics
ONA has members in 18 bargaining units. This group is made
up of Canadian Blood Services, GM, Chrysler, colleges/universities
and other clinic settings. The majority of members are RNs. Members
in this sector have the right to strike, and their employers have the
right to lock them out.
ONTARIO NURSES’ ASSOCIATION 21

CFNU identifies strategies to keep
nurses working longer
Unions,
employers and
governments can
– and should –
work together to
create supportive
environments for
nurses
In 2004, Canada had more registered
nurses (RNs) ages 50-54 employed in nursing
than any other group. On average, nurses
retire in their late 50s, which means we are
heading towards a serious Canada-wide nursing
shortage. To make matters worse, we
aren’t recruiting enough nurses to replace
those who are retiring.
Canada’s First Ministers acknowledge this
problem, and have identified recruitment
and retention strategies for nursing and
other health care providers as a national
priority.
Although many provincial/territorial jurisdictions
have developed strategies and programs
to address nursing recruitment and
retention, little has been done to specifically
target experienced nurses over the age of 45
to see what would keep them working in
the system longer. Improving the retention
of these senior nurses may well be a critical
factor in gaining the time needed to bolster
recruitment.
On January 26, 2006, the Canadian Federation
of Nurses Unions (CFNU) released
Canada’s first discussion paper addressing
this issue.
Linda Silas, RN BScN
President,
Canadian Federation
of Nurses Unions
“Taking Steps Forward, Retaining and Valuing Experiences Nurses,”
authored by Arlene Wortsman and Susanna Janowitz with funding
from Health Canada, identified innovative and successful approaches
in current workplace practices and collective agreements that result
in the healthier work environments and increase the retention of
older nurses (45+).
“This paper shows that unions, employers and governments can
– and should – work together to create supportive environments for
nurses,” said CFNU President Linda Silas, RN, BScN.
“We suggest several strategies, including developing workplace
mentoring programs pairing experienced nurses with new graduates,
phased-in retirement options, and increased nurse involvement in
workplace decision-making. These strategies can succeed with collaboration
and trust from all parties.”
The study reinforced that experienced nurses want their skills and
experience to be valued by employers.
To read the complete discussion paper, visit CFNU’s website at
www.cfnu.ca. The paper can be found at: http://www.nursesunions.
ca/en/Press%20Releases/2006-01-26-Experienced-Nurses-Brochure-
En.pdf
ONA has been affiliate of the CFNU since November 2000.
ONA Members…
we want to hear your story!
Have you had a recent success in your bargaining unit?
Is there one member of your Local who deserves special
mention? Did you hold a particularly successful Local event?
Do you have photographs?
Write to us:
ONA Public Relations Team
85 Grenville Street, 4 th Floor,
Toronto Ontario M5S 3A2
E-mail us at prteam@ona.org
FAX us - our number is 416-964-8891
Long-term care study undertaken
A study is being undertaken of long-term care workers and
workplaces in Ontario, British Columbia, Manitoba and Nova
Scotia.
Conducted by York University researchers in collaboration
with researchers in Sweden, Denmark, Finland and Norway,
comparisons between Canadian and Nordic workplaces will be
used to better understand the challenges for Canadian workers
in long-term care
Questionnaires are being distributed to workers at select
facilities. ONA members are encouraged to participate if their
facility is chosen as part of the study.
22 VISION, SUMMER 2006

AWARDS AND DECISIONS SUMMARY
Rights Arbitration Awards
Nursing Homes award issues clarified
Participating Nursing Homes
(Arbitrator Kaplan, March 22, 2006)
Following the issuance of the initial arbitration award on June 2,
2005, a series of disagreements arose requiring clarification. The
employers took the view that the elimination of semi-private
hospital coverage implicitly eliminated private hospital coverage
as well. As well, the employers argued that the improvement to
life insurance did not adjust the level of the accidental death and
dismemberment (AD&D) benefit where previously the latter
benefit was tied to the level of life insurance. Finally, the parties
disagreed over the wage grid for Valley Manor registered practical
nurses (RPNs), the only allied classification and employer
that was part of group bargaining.
The initial Valley Manor collective agreement was negotiated
in the late 1990s, and the employer at the time needed a longterm
agreement in order to phase in the industry levels of wages.
The parties agreed, therefore, that the agreement would run until
September 29, 2004. At the time of bargaining in the late 1990s,
there were no wage rates for other ONA nursing home bargaining
units for September 2004. Therefore, the Valley Manor parties
stated in their collective agreement that the rates of pay as of
September 29, 2004 would be whatever rates were paid that day to
RPNs at Wildwood (another home where ONA represents RPNs).
At the time the June 2, 2006 award came down, a renewal collective
agreement for Wildwood was not completed with a September
2004 grid. Valley Manor argued the percentage increases awarded by
the Kaplan Board should be applied to the expired Wildwood rates,
and not to the rates that will be found in the new Wildwood agreement.
The parties filed their written submissions with the Kaplan
Board on March 8, 2006 and met with the Board on March 16, 2006.
The Board issued its supplementary award on March 22, 2006.
In the supplementary award, the board ruled in the employers’
favour on the private hospitalization issue, and in ONA’s favour
on the AD&D issue.
On the Valley Manor RPN issue, the Board declined jurisdiction.
In effect, the Board adopted ONA’s view that the parties’ real
dispute concerned the interpretation of the expired Valley Manor
agreement, and that such a dispute should be resolved by a Rights
Arbitration Board rather than by an Interest Arbitration Board.
ONA will be filing such a grievance at the appropriate time.
ONA will now finalize preparation of collective agreements
for individual participating nursing homes.
After long wait, ONA nurses receive broad
retroactivity
Chatham-Kent Homes for the Aged
(Whitaker, January 18, 2006)
It took the Chair over 10 months to decide the issues, but in the end,
Chatham-Kent nurses in homes for the aged were granted general
compensation levels with significant retroactivity. Hospital wage levels
were implemented, retroactive to the November 14, 2002 date of
notice to bargain. Shift and weekend premiums were also instituted
for the first time, and made retroactive to date of notice to bargain.
Phased-in increases bring them up to $1 an hour for evening shift,
$1.25 an hour for night shift and $1.25 an hour for weekends by
the November 13, 2004 expiry. Vacation enhancements and other
improvements were also awarded. Some important non-monetary
provisions were also secured, including the right for ONA to file
policy grievances concerning treatment of individual bargaining unit
members, and the right to arbitrate all benefits disputes.
Rights Arbitration Awards
Employer’s attendance standard unreasonable
ONA & St. Joseph’s Elliot Lake
(Luborsky, March 3, 2006)
After the grievor had returned to work following the last of three
extended absences, she was warned she would be terminated if she
exceeded the hospital standard of 67.5 hours in the next year – and was
terminated when she reached that level in seven months. Since the new
absences were all for flu-like symptoms unrelated to her earlier disability,
the arbitrator held there was no prognosis of poor future attendance.
He also found the employer’s standard was unreasonable because other
employees had reached it without being terminated. The grievance was
allowed; the grievor was reinstated with full compensation.
Education leave is for purpose of broad career
advancement
ONA & St. Joseph’s Elliot Lake
(Randall, January 9, 2006)
The grievor had two part-time positions: at this employer, and in a
renal dialysis satellite for Sudbury Regional Hospital. He requested
unpaid leave from this hospital to attend an eight-week full-time
training program, for which he was to be paid by Sudbury Regional.
The employer denied the leave, solely because the grievor’s chosen
ONTARIO NURSES’ ASSOCIATION 23

AWARDS AND DECISIONS SUMMARY
education did not involve skills to be used in
the course of employment at this hospital. It
had identified no operational impediments
to the leave and had granted the grievor the
time off as vacation. The arbitrator allowed
the grievance, stating that Articles 9.01 and
11.09 recognize career development generally
and not just with the current employer.
Requirement for recent unit
experience and other flaws
ONA & Thunder Bay Regional Health Sciences
Centre
(Schiff, January 2, 2006)
An initial flawed job-posting process for fulltime
recovery room positions led to Minutes
of Settlement, in which the employer would
interview two senior full-time ICU nurses
and two junior part-time recovery room
nurses. The employer chose the latter. The
arbitrator held that the employer had again
violated the collective agreement: (1) it was
unreasonable to require one year recent
recovery room experience when it had not
required that as recently as one month earlier;
and (2) the interviews were seriously
flawed and could not be relied upon as having
measured relative equality of the applicants.
The arbitrator allowed the grievance,
ordering the employer to re-run the process
after correcting these flaws.
Ontario Labour Relations
Board (OLRB) Decisions
Hospital cannot avoid employer
responsibilities
ONA, SEIU & OPSEU v Thunder Bay Regional
Hospital & Steeves and Rozema
(OLRB, October 17, 2005)
Prior to its move into a new building, the hospital
operations had included alternate level of
care (ALC) patients. The hospital obtained a
licence to operate a temporary long-term care
24 VISION, SUMMER 2006
facility at one of the sites it would be vacating,
and made an arrangement with Steeves and
Rozema to take over hiring, firing, training,
supervising and paying all of the employees.
The hospital covered all the financial obligations
(including employee wages), and paid
Steeves and Rozema a management fee. The
OLRB described the facility as a joint venture,
needing the contribution of both, and ordered
the hospital and the operator to be treated
as joint employers because: (1) looking after
ALC patients had been bargaining unit work
for these unions before the creation of this
facility, and represents work taken away from
them; and (2) “to give the unions closer
access to the true locus of power.”
Long-Term Disability (LTD)
Internal Carrier Appeals
Complete, current medical evidence
is important
Hospital (North District)
(October 17, 2005)
A member had a number of different ailments
and had medical evidence for all of
them. None of it, alone or together, led to a
finding of total disability from her own occupation.
However, she did not have appropriate,
timely information from a psychiatrist
who was treating her for depression. When
updated information with objective evidence
was submitted from the psychiatrist, the
claim was allowed.
Insurer-ordered assessment may
have a positive effect.
Hospital (South District)
(October 20, 2005)
A member continued working part-time
while suffering from a chronic condition. She
was monitored closely by her attending physicians
throughout. She complied with recommended
treatments and regimens. When
she applied for LTD benefits, her claim was
denied. Medical evidence was submitted,
stating she met the major criteria and four
minor criteria for her diagnosis. The insurer
sent the member for a medical exam, then
approved benefits with full retroactivity for
the own occupation period; it also recommended
initiating rehabilitation.
Workplace Safety and
Insurance Board (WSIB)
Decisions
Flare-ups prove to be related to
original accident
Hospital (South District)
(April 26, 2005)
A full-time nurse injured his back in
November 2003, after being assaulted by
a confused patient. His claim was initially
allowed. He returned to work at the beginning
of December 2003, but continued to
have flare-ups. By April 2004, after increasing
his physical demands, he experienced a new
pain that involved the entire lower extremity.
The worker performed modified work as of
November 22, 2004, but by November 29,
2004, he was taken off work after an MRI
showed a left paracentral disc herniation
at T8-9. He returned on several occasions,
but lost time December 8-12 and December
18-22, 2004. WSIB denied Loss of Earnings
(LOE) benefits as of November 22, 2004,
taking the position that the worker’s ongoing
symptoms were not related to the compensable
injury. Additional medical information
was obtained from several specialists and
provided to the WSIB. The WSIB accepted
there was a causal relationship or compatibility
between the worker’s disc herniation and
his work related injury of November 2003,
and therefore approved further entitlement
in his claim to include LOE benefits since
November 22, 2004.

ONA RETIREES
Local 124’s “Mother” Steeves retires after 33 years
Claim allowed as a permanent
aggravation
Hospital (West District)
(April 15, 2005)
The worker sustained an injury on February
13, 2003 due in part to a malfunctioning chair.
The occupational health nurse refused to file a
WSIB claim for the injuries sustained, stating
it was a health and safety issue. WSIB denied
the claim on October 7, 2004. ONA appealed.
The claim was subsequently allowed on the
basis of an aggravation to a moderate preexisting
condition. Permanent restrictions are
in place and the worker has been granted a 13
per cent Non-Economic Loss (NEL) award.
Employer appeals initial
entitlement and request cost relief
Hospital (West District)
(September 29, 2005)
The worker sustained a low back injury on
November 26, 2002 while helping a patient
back to bed from a chair. WSIB loss of earning
benefits were allowed, but on August 29, 2003,
the worker was notified the employer intended
to appeal entitlement on the basis of delay
in reporting, no witnesses, length of entitlement
and Secondary Injury Enhancement Fund
(SIEF) relief. The employer had been granted
75 per cent SIEF relief and wanted 90 per cent.
The ONA employer appeal file was closed on
March 11, 2004 when we were notified that
the employer failed to meet a deadline. The
worker ended up having back surgery on June
17, 2004. On September 9, 2004, we were notified
that the employer was once again appealing.
In August 2005, we were notified that the
employer was ready to proceed to a hearing,
and the appeals officer was having discussions
with the current and previous employer and
ONA, on the best way to proceed. The issue
of LOE entitlement was subsequently dropped
by the employer as the worker is still not fit to
return to work. On September 23, 2005, we
were notified the employer has withdrawn all
objections in this file.
By Carol Alfenore, RN
ONA Local 124 Coordinator,
Southlake Regional Health Centre
Barrie, Ontario
It is with great fondness that we said farewell to
Christine Steeves, RN, on December 16, 2005,
as she finished her last day at our workplace
after 33 years. Southlake Regional Health Centre
staff will miss her skills and expert savvy in the
operating rooms.
A 1968 graduate of St Michael’s Nursing School,
Chris devoted her career to peri-operative nursing.
She started as a general staff nurse in
the surgical suites and went on to hold many
positions in her department, including assistant
head nurse, resource nurse for general surgery
and charge nurse, her last area of responsibility
before her retirement.
Surgeons and anesthetists sometimes called her
“Chief” and “Mother.” She was a tough taskmaster,
but was loved and respected by her colleagues
for her logic and strong critical thinking
skills. She displayed strong leadership and men-
REGION 2
Local 49
Joan Chamberlain
REGION 3
Local 24
De Freitas Elmosa
Janet Kennedy
Jennifer Mary Lees
Brenda Claire
Murray
Jacqueline
Stockley
Local 97
Judith Briggs
Margaret MacNeil
Local 124
Julie Riley
REGION 4
Local 15
Nancy Belanger
Local 26
Sydney Bell
Sharon Colle
Segunda Due
Helen Friend
Linda Gordon
Theresa Groulx
Angela Harris
Shirley Hawkey
Judy Hurst
Cynthia Johnson
Barb Lavis
Healther Law
Rosemary Leavens
Karen O’Charchen
Thelma
Ongcangco
toring skills throughout
her career, and had a
quick infectious smile.
A mother of three in a busy household, Chris still
found time to use her skills as an active member
of ONA at Southlake. She was a founding member
way back in 1982 and has held many positions
in the bargaining unit, such as grievance
chair, for many years. She led us for many years
as president before she moved on to settle into
her four-year term as Local 124 Coordinator. In
her last two years with the Local, she mentored
and supported the new executive, helping us to
follow in her footsteps.
We’re sad to see her go, but happy to see her
busy planning for her retirement.
Chris, may your retirement be full and joyous, for
you so well deserve it. We will sorely miss you
and your tremendous contributions to Southlake
– our patients and the nurses. Thank you!
Dianne Pearson
Debbie
Richardson
Cathy Robb
Aleith Sheldrick
Sheila Sinsor
Annie Torres
Local 71
Christine Belch
Margaret Bernier
Greta Brady
Jean Brownbill
Elizabeth Doull
Marie Habgood
Judith Knibb
Linda Large
Ginette Sevigny-
Belanger
Sandra Wilkins
REGION 5
Local 4
Cathy Todd
Local 36
Elizabeth
Anderson
ONTARIO NURSES’ ASSOCIATION 25

Membres de l’AIIO –
Comment participer aux équipes de
projets et aux groupes de discussion
Formulaire d’expression d’intérêt (membres)
Équipes de projets spéciaux/groupes de discussion
Selon la rétroaction des membres, nous avons mis au point un
processus vous permettant d’exprimer votre intérêt à participer aux
équipes de projets spéciaux et groupes de discussion de l’AIIO.
Ceci donne la chance de vous impliquer dans les décisions et
processus de l’AIIO. Veuillez remplir le formulaire et le renvoyer à :
Organizational Learning, 85, rue Grenville, bureau 400
Toronto (Ontario) M5S 3A2 - Télécopieur : 416 964-8864
Note : Le Formulaire d’expression d’intérêt n’est valable que
jusqu’au 31 décembre de l’année où il est présenté.
Veuillez soumettre les nouveaux formularies pour 2006.
Domaine d’intérêt n Provincial n Local
n Droits de la personne/équité n Relations de travail
n Santé et sécurité
n Éducation
n Finance
n Action politique
n Exercice professionnel
Besoin d’une personne par région
n Vision / Semaine des soins infirmiers n Élections
n Équipe de consultation LEAP
Expliquez brièvement les raisons pour lesquelles vous êtes
intéressée à participer à une équipe de projet spécial ou à un
groupe de discussion
ONA Members –
How to get involved with project
teams and focus groups
Expression of Interest Form (Members)
Ad Hoc Project Teams/Focus Groups
Based on membership feedback, we have developed a process that
will enable you to express your interest in serving on ONA ad hoc
project teams or focus groups. This provides an opportunity for
you to be involved in ONA decisions and processes. Please
complete the form and return it to:
Organizational Learning, 85 Grenville Street, Suite 400
Toronto, ON M5S 3A2 - Fax: (416) 964-8864
Note: The Expression of Interest form is only valid until
December 31 st of the year submitted.
Please submit new forms for 2006.
Area of Interest n Provincial n Local
n Human Rights/Equity
n Labour Relations
n Health and Safety
n Education
n Finance
n Political Action
n Professional Practice
Need one person per region
n Vision/Nursing Week
n Elections
n LEAP Advisory
Please provide a brief statement telling us why you are
interested in serving on an ad hoc project team or getting
involved in a focus group
Date de présentation :
Région : Local : Unité de négociation :
Nom :
Adresse :
Ville : Province : ON Code postal :
Tél. : (Bureau)
Tél. : (Domicile)
Secteur : n Hôpital n Foyers n Communautaire n CASC
n Santé publique n VON/SEN n (Autre)
n Professionnels paramédicaux
Statut : n Plein temps n Temps partiel
Domaine d’exercice actuel :
Date Submitted:
Region: Local: Bargaining Unit:
Name:
Address:
City:
Province: ON Postal Code:
Phone: (Bus.)
Phone: (H.)
Sector: n Hospital n Homes n Community n CCAC
n Public Health n VON/SEN n (Other) n Allied
Status: n Full-Time n Part-Time
Current Area(s) of Practice:
Expérience/antécédents à l’AIIO :
ONA Experience/Background:
26 VISION, SUMMER 2006
:

ONTARIO NURSES’ ASSOCIATION 27

ONTARIO NURSES’ ASSOCIATION
Suite 400, 85 Grenville Street
Toronto ON M5S 3A2
Canadian Publicaton Mail Sales Agreement No. 40069108
28 VISION, SUMMER 2006