health sciences association jan/feb 2005 vol. 26 no.1 … · 2013. 1. 23. · 2 the report jan /...

THE REPORT OCTOBER 2000 VOL. 21 NO. 5 1

ReportTHE

H E A L T H S C I E N C E S A S S O C I A T I O N J A N / F E B 2 0 0 5 V O L . 2 6 N O . 1

EARLY STARTWHY PENSIONS MATTER

2 THE REPORT JAN / FEB 2005 VOL. 26 NO. 1

risks have been at the back of the linewhen the companies couldn’t cope withthose risks. The banks are paid, othercreditors are paid, but the employees areabandoned.

Wages and pensions are theeconomic underpinning of every localcommunity. Even in the high tech sectorMr. McGuinty is so worried about,companies depend on people receiving apay cheque to buy their products. Andwhen we retire, we depend on ourpension plans to live (and spend) in thecommunities in which we live.

Your pension plan, and how it ismanaged today, will make all thedifference in your life tomorrow.Starting in this issue of The Report, wewill be presenting a regular feature onpension issues. This month’s featurefocuses on the importance of knowingabout your pension – even if you’re justat the beginning of your work life. Andcheck out Region 8 Director BonnieNorquay’s column as she shares some ofher thoughts about pensions from theperspective of someone entering thehome stretch of their working career.

Pensions matter – and it doesn’tmatter how old you are, if you arefortunate enough to be in a pensionplan, as most HSA members are, youshould understand the details of theplan and how it affects you. R

by CINDY STEWART

M E S S A G E F R O M T H E P R E S I D E N T

Pension plans worththinking and knowing about

With tax season justaround the corner,many of us are thinking

about RRSPs and other financial planswe should be making by the end of thefiscal year. Increasingly, as ourmembership ages, HSA members arefocusing more on retirement planning.Those of us fortunate enough to havepension plans are building up the downpayment on our future.

But for many Canadians, that downpayment can be stripped away. Withoutproper management of our pensionplans, we can be vulnerable.

It is concern for workers’ pensionplans that drove the federal NDPLabour Critic, Pat Martin, to introduceBill C-281, the “Workers First Bill” inDecember.

Each year, too many Canadians havetheir pensions cut or lose themaltogether because when companies payback creditors after declaringbankruptcy – workers are at the back ofthe line. Under present laws, acompany’s taxes, lenders and suppliersare all paid before employees are paidtheir pensions, benefits, vacation pay,severance pay, or even their wages forwork they already completed.

In introducing the proposedlegislation, Martin said: “Every week inthis country there are roughly 200commercial bankruptcies, 1,000bankruptcies a month, and roughly10,000 bankruptcies per year, many ofwhich leave behind employees who areowed back wages, benefits and pensioncontributions. The total figures we canonly estimate. Over $1 billion per year isa figure that has been used.”

“It is workers who pay the price whenworkplaces shut down. This is especiallytrue when these shutdowns are triggeredby bankruptcy, because not only do the

employees lose their jobs and theirsource of income, they often lose wagesowing, as well as vacation pay,termination pay and severance pay.”

Carole Lavallee, the Labour Critic forthe Bloc Quebecois supported the Billwhen it was introduced and referencedthe closing of the Canadian SteelFoundries in Montreal in 2003 as anexample of how workers can get leftbehind. When the foundry closed, theguaranteed creditors were owed $5million, which left nothing to pay forthe company’s unfunded liabilities,including a $260,000 shortfall in thepension fund. The employees’ pensionbenefits were reduced but the bank wasable to recover its $5 million.

The Federal Liberal government’sinitial reaction to the bill is not assupportive.

“The solution proposed in Bill C-281is straightforward, an unlimited superpriority for all employment relatedclaims to all of the assets of thebankrupt company. In addition to wagesand vacation pay, it would addtermination, severance pay and otherbenefits. It could also add protection forpensions, including unfundedliabilities,” David McGuinty said onbehalf of the Liberal Party.

The Liberals are concerned that themagnitude of the super priority of theworkers entitlements would have seriouseffects on credit and capital access,particularly for higher risk newbusinesses. “Particularly hightechnology companies, over 1,500 ofwhich exist, for example, in my regionhere in the National Capital Region,” headded.

So Mr. McGuinty says he would liketo see a “more balanced” approach. Fordecades the people who earn their livingworking for companies taking financial

THE REPORT JAN / FEB 2005 VOL. 26 NO. 1 3

T H E F R O N T C O V E RMichaela Wooldridge is an infant development program consultant atand steward at Peace Arch Community Services. She is pictured on ahome visit with Harpreet Thind. Dan Jackson photo.

Reportcontents

THE

14 Alberta gains from BC’s

short-sighted health care policies

D E P A R T M E N T S

6 BOARD HIGHLIGHTS

18 POLITICAL ACTION COMMITTEE

19 CONTRACT INTERPRETATION

20 ACTIVIST PROFILE: ANITA BARDAL

C O L U M N S

2 MESSAGE FROM THE PRESIDENT

24 FOCUS ON PENSIONS

25 EXECUTIVE DIRECTOR’S REPORT

26 ACROSS THE PROVINCE

Publications mail agreement no. 4000 6822Return undeliverable Canadian addresses to database departmentSuite 300, 5118 Joyce StreetVancouver BC V5R 4H1

N E W S

4 NEW CLEANING CONCERNS

P3S LEAD TO POORER CARE

VICTORY IN BATTLE TO END DRUG PATENT USE

7 UNION MEMBERS MOBILIZE FOR ELECTION

8 HEALTH PROFESSIONAL SHORTAGE IN CANADA

16 LAYOFFS AT CARE FACILITY WORRY RESIDENTS

17 CONSTITUENCY LIAISONS MAKE A DIFFERENCE

14

10

10 Stress in the workplace:you’re not alone


NewsNew cleaning concerns

An investigation into staff concerns about dete-riorating cleaning standards at St. Paul’s Hospitalhas triggered a call by health care unions for anindependent audit of the facility’s privatized house-keeping services.

“Falling Standards, Rising Risks,” a research re-port produced by the BC Nurses’ Union and theHospital Employees’ Union in collaboration withthe Health Sciences Association, paints a disturbingpicture of dirty conditions and the consequencesthat come with over-worked, poorly-trained work-ers who no longer have a direct working relation-ship with either hospital staff or the Infection Con-trol Department.

Staff observations included:• old feces on curtains for several days;• bedsides and bedside tables sticky with juice,

again for days;• no cleaning of monitor cables, no cleaning

of IV poles;• concerns about inadequate cleaning in the

TB rooms, and more.HSA President Cindy Stewart took immediate

action, calling on the heads of Vancouver CoastalHealth and Providence Health to implement the un-ions’ recommendations to improve housekeepingservices.

“Deteriorating housekeeping conditions are hav-ing a serious effect on both the work of healthscience professionals and patient care,” she said.

“I have heard directly from membersabout their growing concerns related to house-

keeping services. It has been a topic thathas dominated many member-

ship meetings,” sheadded. “The con-

cerns raised byHSA membersmirror many ofthe concerns

raised in the report, as well as other issues uniqueto their specific professional responsibilities. It isimperative that this issue is addressed as soon aspossible.”

Debra MacPherson, BCNU President, agreed.“It’s time for government and the health authoritiesto take these concerns very seriously. We’re not talk-ing about dust bunnies here - we’re talking aboutbodily fluids of all descriptions on bed rails andequipment, and empty soap and towel dispenserswhich makes it difficult to maintain good hand wash-ing.”

A survey of Emergency Department staff in Mayfound that 86 percent believed the overall cleanli-ness of the Department had declined post-privati-zation, while 64 percent said housekeeping practicesdid not meet commonly accepted infection controlrequirements.

“This report shows that unacceptable cleaningpractices continued to exist a full six months afterSt. Paul’s housekeeping services were handed overto the US-based multinational Aramark,” said HEUActing Secretary Business Manager Zorica Bosancic.

“The research wasn’t conducted within a fewweeks of the transition to privatized cleaning serv-ices - it was undertaken six months later. And weknow from frontline staff and members of the pub-lic that those same inadequate practices continuetoday.”

Bosancic says the link between infection controland hospital housekeeping services is critical. “Thepublic needs to feel confident that their safety isn’tat risk when they enter a hospital. Only a full, inde-pendent investigation will ensure that.”

P3s lead to poorer careBC Health Coalition

A new report released this fall entitled FinancingCanada’s Hospitals: Public Alternatives to P3s arguesthat so-called public-private partnerships are an ex-pensive way to finance public infrastructure. The

CALM GRAPHIC


author, economist Hugh Mackenzie, makes severalrecommendations in the report, including the crea-tion of a stable capital investment program fundedby all levels of government that would amortize thecost of public projects over the life of each asset.

“P3 deals are inherently risky,” says John Irwin, aresearcher at the Canadian Centre for Policy Alter-natives. “Private partners must pay higher borrow-ing rates than governments. If and when these com-panies run into financial trouble, governments endup bailing out projects to the tune of millions ofdollars because communities cannot go withouthospitals.”

“The BC government is steamrolling ahead withP3 contracts for the Abbotsford Hospital and theVGH Ambulatory Care Facility even though count-less studies show that P3s lead to added costs, lesstransparency, poorer quality of service, and evenlonger waits for patients,” says Alice Edge, co-chairof the BC Health Coalition. “Not only that, but thisgovernment continues to contract out more andmore surgeries to private clinics instead of usingpublic facilities that are already built and sitting idle.”

BC Health Coalition Co-ordinator Lesley Mooresays senior levels of government are neglecting theirresponsibilities, turning to P3 financing to takecosts of the books. “One way or another we’re stillpaying for it, the question is whether we want topay more and get less,” says Moore.

Victory in battle to end drug patentabuse

NUPGEThe National Union of Public and General Em-

ployees welcomed the news that Ottawa will finallytake action to limit the “evergreening” of drug pat-ents by big pharmaceutical companies and permitcheaper generic drugs to reach the market morequickly.

Union president James Clancy said the announce-ment by Health Minister Ujjal Dosanjh in Decem-

ber is a victory that NUPGE has been fighting foryears to win.

Canada’s patent laws give big drug makers a vir-tual license to print money. They now enjoy a 20-year patent on new drugs before generic copies arelet into the market to compete with them. Beforethis lucrative advantage was bestowed by the BrianMulroney Tories in the 1980s, the patent life was 12years.

But even 20 years has not been enough to satisfya pharmaceutical industry hooked on huge and easyprofits. Rather than let generic companies competeafter 20 years, they have resorted to abusive legalstrategies, such as routinely filing new patents onminor variations of the same product, to extendtheir market monopolies.

The resulting expense has been borne by Cana-da’s health care system, and by consumers who havebeen forced to pay excessive drug prices for manyyears beyond the legal 20-year limit. This legal fina-gling is known as evergreening.

“Evergreening has sucked billions of dollars inexcessive drug prices from the wallets of Canadiansover many years,” says Clancy. “We can only hopethat the government will now live up to its wordand bring this abusive practice to an end,” he said.

These strategies have been used to extend exclu-sive marketing rights on major drugs such as theanti-depressant Paxil, the heartburn drug Losec andTaxol, the leading treatment for breast, ovarian andlung cancer.

According to the Canadian Generic Pharmaceu-tical Association (CGPA), the practice of evergreeninghas cost consumers and the health care system wellover $1 billion.

The National Union played a lead role in the fightagainst evergreening last year when it filed a com-plaint against the practice with the Competition

Continued on page 27


Board highlights for fall 2004B O A R D O F D I R E C T O R S

The HSA Board of Directors meets regularly toaddress arising and ongoing issues, and to makepolicy and governing decisions on behalf of HSA

members.

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• Region 8 Director Joan Magee represented HSAat the HSA Alberta Annual General Meetingheld in Calgary this summer.

• The HSA Board identified a number of issuesto be forwarded to the BC Federation of LabourAnnual Convention. Resolutions on ruralhealth care, health and safety, women in politics,and shortages of health sciences professionalswere prepared and submitted to the BCFLconvention which was held in November.

• The Board approved the appointment of anHSA representative to the BCFL’s PoliticalAction Committee on a trial basis. Participationon the committee will be reviewed in sixmonths, at which time a decision will be madewhether to continue.

• The Board confirmed that the HSA 2005 AnnualGeneral Convention will be held at the HiltonVancouver Metrotown on April 7-9.

• HSA was made aware of the untimely death ofmember Brenda Hough, and approved $250 tothe Ethan Hough Bond Fund. The fund wasestablished by the Central Okanagan ChildDevelopment Association to provide support toBrenda’s son, Ethan.

• Recognizing the importance of the upcoming2005 provincial election in May, the Board isreviewing an HSA election strategy to encouragethe maximum participation of HSA members.The Board will evaluate the BCFL electionstrategic plan to determine HSA’s level ofinvolvement.

• HSA established a new Board committee tooversee constitutional and policy-related issues.The committee is comprised of two RegionalDirectors and the Executive Director ofOperations. The committee’s mandate is toensure the HSA policies and constitution arecurrent.

Do you have questions? Contact your regional Boardrepresentative through contact information listed onthe inside back cover.


HSA’s 34-member strong delegation to the 48th

convention of the BC Federation of LabourNovember 29 - December 3 was on hand to

launch the Federation’s campaign to involve unionmembers in the May 17, 2005 provincial election.

BC Federation of Labour President Jim Sinclair outlined the Federation’spolitical action plan in his keynote address to convention delegates:

“We are launching the largest grassroots campaign the labour movementhas ever attempted in BC,” he said.

“‘Count Me In’, your Federation’s political action strategy, will put us to thetest. It’s not a campaign based on money, it’s a campaign based on workers. Itmeans organizing in every community in this province. From Prince Rupert toFernie, Nanaimo to Fort St. James.

“But if it is only about marking a ballot, then we have failed before we start.This is about changing how we organize, about mobilizing our members tofight for the values and demands of our movement,” he added.

“On May 18th, no matter who wins government, we will be in a position tofight better, to fight harder, and to win more – if we do our job between nowand then.

“Remember this isn’t just a campaign about what happens in May: it’s aboutwhat happens to our future.”

B C F E D E R A T I O N O F L A B O U R C O N V E N T I O N

Union members mobilize for election

From l-r: HSA activists MaureenAshfield (chief steward andlong term care case manager,North Shore Health) andSuzanne Bennett (assistantchief steward and youthaddictions counsellor, JohnHoward Society), as well asnewly-acclaimed Region 6Director Ernie Hilland (chiefsteward and cytotechnologist,BC Cancer Agency) representedHSA at the BCFL convention.

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But the looming shortage of nurses is only partof the story.

Allied health professionals across Canada whodeliver essential diagnostic, clinical, rehabilitation,pharmacy and other services also face growing staff

shortages thatthreaten Canadians’access to timelyhealth care services.

The CanadianHealth ProfessionalsSecretariat (CHPS)represents more than60,000 Allied HealthProfessionals acrossthe country.

These are thephysiotherapists, res-piratory therapists,pharmacists, dieti-cians, lab and x-ray

technologists, as well as more than a hundred otherhighly specialized professionals who are integral tothe delivery of health care services.

Several recent reports have identified shortagesof health professionals. Indeed, these reports havenoted that the shortages have increased in the pastfew years and that further increases are likely: Forexample:

• In BC, the Society of Respiratory Therapists foundthat over four years, BC required 298 respira-tory therapists to deal with growing demand,but trained only 135. And 39 of these new gradsleft the province.

N U P G E : O U R N A T I O N A L U N I O N

NUPGE

Canada faced with health professional shortage

• The Canadian Society for Medical LaboratoryScience (CSMLS) has estimated that 44.4 per centof general medical laboratory technologists inCanada will be eligible to retire by the year 2015.Meanwhile, a recent newspaper article reportedthat students applying to medical lab technologyprograms in Saskatchewan have been told theymay have to wait 10 years to be admitted eventhough the province is currently facing a short-age of lab technologists.

• The Canadian Pharmacists Association (CPA)and Health Canada have reported a seriousshortage of pharmacists. And on September 8,2004, Kingston General Hospital announced arecruitment plan in which the hospital will payemployees a cash incentive to recruit pharma-cists to the hospital, as part of the hospital’sEmployees Referral Program. The Chief HumanResource Officer at the hospital said that the newprogram is a response to the hospital’s need tohire seven pharmacists to fill a 30 per cent va-cancy rate in the pharmacy department – thehighest in the past five years.

• The Canadian Association of OccupationalTherapists (CAOT) has reported widespreadshortages, along with significant variations inregional distribution and clusters in high-den-sity population areas.

• The Canadian Association of Radiologists hasreported shortages in various medical radiationtechnology professions (this includes x-ray, CTand MRI technologists). And a report issued last

In BC, the Society ofRespiratory Therapists

found that over fouryears, BC required

298 respiratorytherapists to deal with

growing demand,but trained only 135.

In December, a nursing workforce report from theCanadian Institute for Health Information under-lined an important part of the human resources cri-

sis facing Canada’s health care system.


fall by the Ontario Association of Radiologistsshows that Ontario patients are waiting longerthan ever for all kinds of radiology proceduresdue in large part to shortages of radiation tech-nology professions.

• Both the Romanow Commission and the KirbyReport documented serious current and impend-ing shortages of various health professionals.

• And finally, throughout their recent meeting,First Ministers repeatedly referred to the imme-diate and long-term need to address seriousshortages for health care disciplines other thannurses and doctors.

These reports serve as a stark reminder that healthhuman resource planning across the country hasbeen totally inadequate.

Canadians expect a team of highly skilled healthprofessionals delivering timely and quality services,but those expectations will never be met unless gov-ernments address the shortages of allied health pro-fessionals.

Addressing the shortage of allied health profes-sionals is essential to improving access and reduc-ing wait times because health professionals are inti-mately involved in every step of health care deliveryincluding diagnosis, treatment and recovery.

Governments must recognize that they can onlymake significant progress in reducing wait times andimproving access by working with and supportingthe dedicated allied health professionals currentlyworking in the system and by investing in the re-cruitment of future allied health professionals.

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Members of the Canadian Health ProfessionalsSecretariat recently approved plans for an advocacycampaign to highlight shortages of allied health pro-fessionals and to urge governments to step up theirefforts to document and address the growing crisis.

The campaign will involve CHPS members meet-ing with senior federal and provincial officials in themonths ahead.

HSA President Cindy Stewart is a co-chair of theCanadian Health Professionals’ Secretariat.

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Members of the Canadian HealthProfessionals Secretariat recentlyapproved plans for an advocacycampaign to highlight shortages ofallied health professionals.


“Management’s inadequate attention to work en-vironment issues during a time of restructuring anddownsizing has resulted in health care workers –and even their patients and families – feeling theeffects of workplace stresses.” Strelioff said in hisreport, In Sickness and in Health: HealthyWorkplaces for British Columbia’s Health CareWorkers.

According to the report, a doubling of health-related claims for long-term disability has occurredin the health care industry since 1997. It is a trendreflected nationwide, and may relate to issues over

workload, deteriorating in-terpersonal relations andincreasing violence.

Marty Lovick, HSA’s oc-cupational health and safetyofficer, said members work-ing in both health and so-cial services sectors shouldtake note.

“The Auditor General’sfindings concurs with stud-ies over the past ten to 15

years which show that more than 30 per cent ofvisits to physicians are exclusively related to elevatedstress, and approximately 80 per cent of visits are inpart stress related.

“These figures are just for the ‘normal’ popula-tion,” he said. “Canadian Mental Health Associa-

Stress in the workplace: you’re not alone

tion studies have found that women suffer in-creased loads of stress due to inequality in theworkplace and the dual responsibilities of homeand work. Job factors of high demand and lowcontrol cause the most stress.”

“It is a myth that stress is always the result of‘personal problems.’ Stress is a health problem whichis often caused by, or aggravated by, conditions atwork,” Lovick said.

Stress and HSA members’ workThe relationship between stress and the

workplace has been the subject of considerable re-search. The following surveys a number of work-related conditions that, in particular, affect peopleworking the health care and social services areas.

Post-traumatic stress disorderThis is a condition normally linked to the

workplace due to exposure to a traumatic life-threat-ening or life-taking experience.

“Unfortunately, HSA members experience exam-ples of post-traumatic stress disorder on a regularbasis. Our members can be exposed to situationsleading to post-traumatic stress disorder due to at-tacks, threats, and incidents while responsible for aclient, or from witnessing a traumatic incident inthe course of duties,” Lovick said.

Post-traumatic stress disorder in these circum-stances should generally be compensable by the

Last June, BC’s Auditor General, WayneStrelioff, released his findings on the health of theprovince’s health care workers. The news, he

found, is not good as health care workers struggle tokeep pace with a demanding workload, exposure to dan-gerous situations, and ever-changing structures.

O C C U P A T I O N A L H E A L T H A N D S A F E T Y

It is a myth that stress isalways the result of

‘personal problems.’Stress is a health problem

which can be traced toconditions at work.


Workers’ Compensation Board.“But many members don’t initially report an in-

cident; they feel they can ‘shrug it off,’” he said.“This is a natural self-preserving reaction. But it

is essential that members seek defusings, debriefingsand even counselling. And most important of all,they must fill out WCB forms to ensure they arefinancially protected in the event they lose time fromwork as a result of post-traumatic stress disordersuffered as a consequence of work,” he added.

Vicarious traumatizationThe Report featured a story in January/February

2003 on vicarious traumatization. Constant expo-sure to a client’s traumatic experiences can have acumulative impact on counsellors and therapists intransition houses and other therapeutic settings.

Michelle Novakowski, an HSA member whoworks at the Haven Society in Nanaimo recentlycompleted a research paper, A workplace hazard:Vicarious traumatization and burnout in the victimservices sector.” The paper is a comprehensive lookat the issue and how it affects workers in the sector.

“She had two key recommendations,” Lovick said.“First, develop a comprehensive strategy to educateworkers about vicarious traumatization, and, sec-ond, continue to lobby the WCB to encourage rec-ognition of vicarious traumatization as a workplacehazard.

HSA has recognized the need for members’ edu-cation on the issue, and the revised OccupationalHealth and Safety Stewards’ manual will include asection on the topic. HSA will also be lobbying theOccupational Health and Safety Agency forHealthcare (OHSAH) for inclusion of vicarious trau-matization in its information modules. In addition,

Management’s inadequateattention to work environmentissues during a time ofrestructuring and downsizing hasresulted in health care workers –and even their patients andfamilies – feeling the effects ofworkplace stresses.”

— BC Auditor GeneralWayne Strelioff

“

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Continued next page


OHSAH is developing a comprehensive program onmental health and organizational culture, with moreinformation to be released in the new year.

“But, we are facing an uphill battle on the secondrecommendation, “ Lovick said. “The WCB, in spite ofthe evidence, continues to be unresponsive to requestsfor inclusion of vicarious traumatization as a workplacehazard.”

“We have actually moved backwards in recent years.Until many WCB regulations were changed starting in2003, the WCB stance regarding ‘stress’ was that psy-chological injury could be compensable under certaincircumstances,” he said. These were:1. circumstances involving ‘unusual stimuli’2. circumstances that were reasonably capable of caus-ing psychological injury; and3. circumstances that were of causative significance withrespect to the injury.

The WCB has more recently further restricted ac-ceptance of stress-related claims by now stating theymust:

· be a consequence of a physical injury or major inci-dent, and

· be accompanied by a diagnosis recognized in theDSM (Diagnostic and Statistical Manual) of theAmerican Psychiatric Association.

“Clearly, the WCB is moving against the flow of thescience and medical literature on the subject of stress.We have a job ahead of us to lobby for a change ofmindset at the WCB.”

WorkloadStaffing shortages and scheduling issues have caused

many workers to report increased health-related con-cerns. Workloads are increasing at the expense of theseworkers.

“HSA will be surveying members by way of localoccupational health and safety stewards in the new yearto obtain information upon which to lobby in mem-bers’ interests,” Lovic said. The survey will include ques-tions such as:

· Have you had difficulty taking vacation or othertime off due to workload?

· What impact do “callbacks” have on your health?

· Do you miss breaks, miss meal breaks, or come inearly or late in order to keep on top of workoad?

“We welcome the input of all members on this im-portant topic,” Lovick said.

ViolenceActs of violence, threats, intimidation, coercion and

bullying are on the increase in health and social serviceworkplaces.

“HSA’s position is that the emotional and psycho-logical stresses arising from work should be compensa-ble under WCB,” Lovick said. “However, until the WCBaddresses the issue in a more reasoned manner, weurge our members to get the supportive services theyneed, bring workplace concerns forward to supervi-sors and managers, and identify and record the issueswhich they feel contribute to unreasonable stress.”

Working toward solutionsA review of long-term disability statistics for HSA

members shows that a large percentage of those receiv-ing LTD benefits are suffering from emotional and/orpsychological issues.

“We view all these stress issues as occupational haz-ards,” Lovick said.

“No one should feel unsafe at work. There are rec-ommended, safer procedures for handling toxic chemi-cals and biohazardous waste,” he said. “And if the threatof violence is from patients or clients, there are ways toget your work area re-configured – or increase staffingto deal with potential situations.

“Talk to your supervisor, and to your occupationalhealth and safety steward at your workplace,” he said.“And if you still have questions, contact the union forassistance.”

For more information contact HSA’s occupational healthand safety officer, Marty Lovick, at [email protected].

Stress in the workplaceContinued from previous page

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The BC Health Coalition demands to know whythe provincial government closed operating roomsat Mt. St. Joseph’s in 2003 but refused to open upeven one of the four ORs currently sitting idle at BCChildren’s Hospital

“I want the premier and health services ministerto explain to British Columbians why children arebeing forced to wait for an operation at a time whenthere are four ORs sitting idle at Children’s Hospi-tal,” said BC Health Coalition co-chair Alice Edge.

“Children in BC are suffering needlessly – somein pain, some with hearing and vision problems –because of poor planning by this government,” Edgesaid.

“Staff at Mt. St. Joseph’s performed about 100hours of children’s surgeries each month until itclosed last year. Instead of easily making up thatdifference by opening up one or more of the fourunused ORs at Children’s, this government chose tosit on its hands while children and their parents wereforced to wait for care.

“Now the same government is asking private,for-profit clinics to perform children’s surgeries be-cause of a backlog of its own creation,” Edge added.“What the government should do is make full useof the ORs at Children’s and at other facilities aroundthe province instead of rewarding investors whosefacilities are designed to foster a private health caresystem.”

The Provincial Health Services Authority recentlyissued a “Request For Proposal” for the provisionof “an approximate total volume of 100 surgicalprocedures per month” for children between four

and 17 years of age. Those children’s surgeries in-clude: hernia repairs, circumcisions, in-grown toe-nails and a variety of ear, eyes, nose and throat op-erations.

In recent months, other BC health authorityboards have turned to private clinics for varioussurgical procedures, despite the fact there are ORsaround BC sitting idle because of funding short-falls. For example, Vancouver General Hospital iscurrently underutilizing their ORs by anastounding 700 hours per week. And VictoriaGeneral Hospital has never used three of its 14 ORs.

The BC Health Coalition is also concerned thatprivate clinics will lure staff away from public hos-pitals. “There is only one pool of health profession-als in BC,” Edge said. “So when private clinics recruitexperienced OR staff and technologists away fromthe public system they are increasing the staffingshortage and making wait times in the public sys-tem even longer.

“Using private, for-profit clinics to perform chil-dren’s surgeries will ultimately harm the public system,because the public system will lose experiencedstaff, which will lead to longer and longer wait listsfor children and other patients, Edge said. ”HSA is a member of the BC Health Coalition.

Health Coalition questionsprivate surgery contracts

The BC Health Coalition wants to know whygovernment plans to contract out surgeries toprivate facilities, after closing operating rooms at

Mt. St. Joseph’s and refusing to open idle ORs at BCChildren’s Hospital.

B C H E A L T H C O A L I T I O N

When private clinics recruit experiencedOR staff and technologists away from thepublic system they are increasing thestaffing shortage and making wait timesin the public system even longer.”

”

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Rusnak was quickly recruited across the Rockies,and landed a position in her home province of Al-berta, where she found that her profession is in-creasingly appreciated as a vital component of suc-cessful care.

Recreational therapists have been among the keyprofessions targeted by BC’s Liberal government asit downsizes health services or replaces skilled staffwith lesser qualified workers. But in Alberta, thesesame therapists are valued and respected, Rusnakfound.

For the past four months Rusnak has worked incommunities around Red Deer for the DavidThompson Health Region. She travels to places suchas Hanna, Coronation and Consort, helping mainlyelderly residents become reconnected with lifethrough recreational activities.

“It’s a huge difference from here,” Rusnak said.“They have a good organizational structure and phi-losophy concerning recreational therapy and how itaffects people’s lives.” And she was surprised to findthat the wages are higher than under the ParamedialProfessional Bargaining Association collective agree-ment in BC.

While at Surrey Memorial the recreational thera-

pists were replaced with aides to reduce costs, theDavid Thompson region maintains two grades ofrecreation therapists who are included as part of ahealth care team.

In her six and a half years at Surrey Memorial,Rusnak seldom met with health care teams, andwasn’t made aware of the recreational therapy planfor the region. “In Alberta, I contribute to the plan.

“This ensures we provide adequate input andare accountable for implementing the plan,” she said.“One of my goals is to increase contact with otheragencies in the region such as schools, heritage cen-tres, and music learning associations, so we can en-hance each others’ programs and services.”

The new job also involved some skills enhance-ment, from getting a class 4 driver’s licence so shecan take people on outings, to taking skills upgrad-ing courses. Financial assistance from the health re-gion is provided. Attendance at professional meet-ings in other cities is also encouraged. “The expecta-tion is that you’ll bring the information back andspread it around.”

Recreational therapists perform a complex se-ries of tasks that rekindle interest in life for peoplewho might otherwise give up on it. Seniors, some

by DAN KEETON

Adrea Rusnak was a dedicated recreationaltherapist who thought her work at SurreyMemorial was appreciated. Her patients and

their families thought her work was vital, but they allfound out that in the current push from Victoria to cutspending in health care, her services were consideredredundant. She was laid off, leaving the patients and theirfamilies with reduced service.

M E M B E R P R O F I L E

Alberta gains from BC’sshort-sighted health care policies


Adrea RusnakRecreation Therapist

After her job was eliminated at SurreyMemorial Hospital, recreation therapist

Adrea Rusnak was recruited away toAlberta. Rusnak is pictured with resident

Ida Kautz at the Hanna Health Centre.

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living with Alzheimer’s or Parkinson’s, have dormantskills that, once revived, give new meaning to theirlives.

“You’re working with strengths to get them in-volved in things they once enjoyed,” said Rusnak. “Itincreases their quality of life and self-esteem. Whenyou reduce their level of activity, the boredom andisolation it creates can be depressing.”

At Surrey Memorial, Rusnak was HSA chief stew-ard. “I found the steward duties a good match tomy job. I come from a degree background, andfound I could utilize those skills as chief steward,”she said.

“I got to know my work site and those who workin different fields a lot better. I liked being able toengage in problem solving,” she added, “althoughthe last couple of years were a difficult time – therewas an excessive amount of conflict.”

Rusnak returns to Vancouver occasionally be-cause she is involved in grievances launched afterthe Surrey Memorial layoffs. As a steward, she tookher responsibility to protect members’ interests se-riously, and now she is involved in her own griev-ance around the employer’s practice around the lay-offs which she believes violated her collective agree-ment rights.

“I’m [fighting this grievance] more for the pointof the issue – money isn’t all that important. Butthere’s a collective agreement in place, and if gov-ernments are going to make agreements, then theyhave to stick with them.”

Recreational therapistsperform a complex series oftasks that rekindle interest inlife for people who mightotherwise give up on it.


They are to be replaced by lower-paid, non-un-ion workers the center is in the process of hiring.

The two HSA members psychiatric nurses JohnBelbeck and Lola Backeland, charge that serviceshave already begun to deteriorate at Dufferin, aprovincially accredited facility in Coquitlam. Theysay that workers and families of the residents havebeen kept in the dark about major changes to thedelivery of care at Dufferin.

They fear for the welfare of their patients whohave already faced reduced services through cuts tostaffing on shifts and outsourcing of kitchen andcleaning services. They lament the disappearance ofa “happy” work environment under Dufferin’s newowners, Vancouver-based Retirement Concepts. Thecompany’s web site states it began with a 55-bedintermediate care facility in Chilliwack in 1988, andnow owns nine facilities across BC.

Ads for replacement staff, mainly licenced prac-tical nurses and care aides, were placed in localnewspapers. The ads contain a fax number thatmatches that of Care Source, a firm contracted byDufferin’s new owners. Care Source offers no infor-mation about the jobs. “Everyone has been so tight-lipped,” says one registered psychiatric nurse. Theyeven had a hard time finding what the wages wouldbe. At press time, Care Source had hired severalcare aids from outside the existing Dufferinworkforce.

But one thing is clear. “They have told everyonethat they don’t want a union,” the HSA memberssaid. Currently several unions represent Dufferinworkers, including HSA, BCNU, the Pulp and PaperWorkers of Canada, who represent care aides.

The HSA members fear services will suffer.The news of the layoffs has upset residents and

staff are worried about them. They are not surewhat will happen to residents like a relatively youngmultiple sclerosis sufferer who has trouble makingher slow speech understood and has connected posi-tively with some staff.

Both nurses have a long history of union in-volvement. One was active in his former union, theAlberta Union of Public Employees, and is a healthand safety steward with HSA. The other has been apsychiatric nurse for 21 years and has been a coun-cil member and treasurer in the Union of Psychiat-ric Nurses. Both declined to apply for new staff po-sitions at Dufferin.

Instead, they’ll both be working at the health unitsin pre-trial centres in Greater Vancouver. The healthunits, while privatized, are unionized. As they say,“It’s not the best contract, but at least it’s a con-tract.”

HSA labour relations officer Suzanne Schiltz seesthe Dufferin situation as a sign that health care inBC is falling increasingly under the control of thosewhose bottom line is profit, not patients.

“There is no humanity in their plans,” Schiltz said.“These residents shouldn’t have to face a 100 per-cent staff turnaround.”

HSA has joined with the BC Nurses Union incontesting the dismissals under the provincial Lib-eral government’s controversial Bill 29. The bill,passed last year, tore up collective agreements andeliminated union successorship rights at facilitieswhich change owners.

D U F F E R I N C A R E C E N T R E

Layoffs at care facility worry residentsby DAN KEETON

Two HSA members who will cap several yearsof service when they work their final day Janu-ary 31 are among more than 100 unionized

employees of the Dufferin Care Centre who have re-ceived pink slips in the wake of the centre’s purchase bya major for-profit firm.

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The Ministry of Advanced Educationannounced December 7 that the provincialgovernment is expanding its student loan

forgiveness program to include speech language pa-thologists, audiologists, occupational therapists andphysiotherapists.

This program is designed to encourage healthprofessionals to practice in rural and remote areas,by “forgiving” 33 per cent of a new graduate’s BCstudent loan for each of the first three years theywork in an underserved community.

A group of HSA activists, called constituency li-aisons, have been meeting with their MLAs over thelast year to discuss the issue of shortages amonghealth science professionals.

HSA President Cindy Stewart is enthusiasticabout the positive effect of their lobbying efforts.“Our constituency liaisons have been approachingtheir MLAs to suggest steps that the provincial gov-ernment could take to address the problem of short-ages, among other pressing issues,” she said.

“One of several suggestions they made to theirMLAs was to expand the existing student loan for-giveness program,” Stewart added. “This programonly applied to pharmacists, physicians, nurses andmidwives, and we wanted the government to in-clude all health science professions which are inshort supply in rural and remote areas.

“Our constituency liaisons spoke about this is-sue directly with Shirley Bond, the former Minister

of Advanced Education [currently the Minister ofHealth Services], as well as Colin Hansen, the formerMinister of Health Services,” she said. “And we wereencouraged to learn that several other MLAs, whomet with HSA constituency liaisons to discuss healthscience professional shortages, also raised the issuewith these ministers.”

As a result, four more HSA professions now haveaccess to the province’s student loan forgivenessprogram, and the essential services these professionsprovide may become more available to rural andremote communities.

“HSA and our constituency liaisons will continueto urge the provincial and federal governments toaddress the overall problem of increasingly seriousshortages in many health science professions,”Stewart said, “including an expansion of thestudent loan forgiveness program to include allprofessions experiencing shortages. I would like tothank HSA’s constituency liaisons for their ongoingefforts to improve the health services in BC throughdiscussions with our elected representatives.”

Additional information about the government’sstudent loan forgiveness program, including appli-cation information, is available at the Ministry ofAdvanced Education’s website, accessible by lookingunder the Ministry of Advanced Education fromthe BC government’s website at www.gov.bc.ca, andat the student aid section of the government’s websiteat www.bcsap.bc.ca.

Some of HSA’sconstituency liaisons,from left: DeannaRiedstra (Vernon JubileeHospital), Susan Richings(VIHA), Carol Thurley(West Coast GeneralHospital), Rachel Tutte(Holy Family Hospital),Joan Magee (CaribooMemorial Hospital),Thalia Vesterback(Kootenay Lake Districtand Castlegar & DistrictHospitals), MaureenAshfield (North ShoreHealth / CommunityServices), and AmandaBartlett (KelownaGeneral Hospital).

T A K I N G A C T I O N

Contituency liaisons make a difference

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Postal code

Given names

C H A N G E O F A D D R E S S

Province

Home email

City

New home address

M O V I N G ?Your employer doesnot send us addresschanges. We dependon you to let us know.

Member # (at top left of mailing label)

Surname

( )Work tel. & local

Facility/worksite(s)

O R E M A I L :

[email protected]

HSA is committed to using the personal information we collect in accordance withapplicable privacy legislation. By completing this form you are consenting to haveHSA use the submitted information for the purposes of conducting our representationalduties as a union, and in providing services to our members.

R E T U R N T O :

Health SciencesAssociation of BC

300 - 5118 Joyce StreetVancouver, BC V5R 4H1

Home tel. ( )

ADM 0 035 CHANGE OF ADDRESS

HSA supports member participationin provincial election campaigns

The next few months will see a flurry of pre-electionactivity, as the New Democrats and Liberals wage whatis expected to be one of the hardest fought provincial elec-

tions in recent history. Polling shows the two parties are virtuallytied for overall voter support across the province. The outcomeof this election is critical to HSA members and to the future ofpublic health care in BC. HSA members’ involvement in thiselection campaign will be more important than ever before.

And to support members involvement, HSA is providing financialsupport to assist members to run or work in the provincial election.

Members who are candidates can apply for up to 20 days ofwage replacement and/or up to $200 to cover personal expensesincurred to run for office. Members who are working on electioncampaigns can apply for up to 20 days of wage replacement, butmust demonstrate that they are donating at least 20 hours of theirown, unpaid time to work on the campaign.

Members are eligible for this support if both the candidateand political party they are working with support:1) a positive role for the public sector;2) the principles set out in the Canada Health Act;3) free collective bargaining for public sector employees; and4) progressive legislation on occupational health and safety.

Members who are applying for support during the electionperiod (that is, from the day the writ is dropped, up to and in-cluding election day) must also show that the campaign they areworking with is willing to accept the monetary value of the sup-port the member is applying for, as any funding HSA provides toa member during the election period counts against the cam-paign’s spending limit.

For more information, see the bulletin and application formposted on both the HSA bulletin board in your worksite and theHSA website, or phone Carol Rivière at the HSA office.

C O U N T D O W N T O M A Y 1 7 , 2 0 0 5

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C O N T R A C T I N T E R P R E T A T I O N

It’s your right: questions and answersabout your collective agreement rights

Q:I am a paramedical employee and was sched-uled to work on Christmas Day. I have justbeen informed that I will not be working thatday and a casual employee will be working in

my place. Can the employer do this?

Statutory holidays

by RITU MAHIL

This column is designed to help members use their collective agreement to assert or defend their rights and workingconditions. Please feel free to send your questions to the editor, by fax, mail, or email [[email protected]]. Don’tforget to include a telephone number where you can be reached during the day.

Q:What days are considered “super stats”?What is the appropriate rate of pay on asuper stat?

A:Under the paramedical collective agreement,three days are designated as “super stats”:Christmas Day, Labour Day, and Good

Friday. If you are required to work on one of the threesuper stats you’ll be paid at the rate of 21/2 times (2.5)for all hours worked. You will also receive another 7.2hours off with pay as a paid holiday.

A: No. If this is your normally scheduled shift,this is your work if you want to do it.

Q:What if I am called back to perform a proce-dure on Christmas Day ?

A:Any work on a super stat which qualifies asovertime (including all call back hours) is paidat 1.5 x 2.5, or 3.75 times the normal hourly

rate.

Q:I am working a shift commencing 7 pm onChristmas Day and ending 3 am Boxing DayHow am I to be paid for this time?

A:Because a majority of the shift falls on the“super stat,” you will be paid the super statrate (2.5 times your rate of pay) for all hours

worked. Note that if the shift had been longer than eighthours, then the super stat pay would apply only to thehours falling on Christmas Day itself (see the extendedhours memorandum on p.149 of your contract).

Q:What about overtime work performed onBoxing Day?

A:Boxing Day is not a super stat, so any overtimework performed on that day would be paid ata rate of 1.5 x 2, or three times the normal

hourly rate.

Ritu Mahil is legal counsel for HSA.

Q:I’m a paramedical employee and haverequested both Christmas and New Year’s Dayoff. I know that there is a casual employeewilling to work those days for me. However,

the employer is refusing to schedule her for either of thosedays. Is this permissible?

A:No. The employer is required under the collec-tive agreement to make every effort to scheduleeither Christmas or New Year’s Day off for

employees so requesting.


A C T I V I S T P R O F I L E

Advocating with pride and professionalism

Anita Bardal never saw herself as an activist.She considered herself more the quiet type, someonewho stays out of the spotlight: a helper, rather than a

fighter. So she was a bit surprised at herself when she becameHSA Chief Steward for St. Paul’s Hospital in 2001.

by LAURA BUSHEIKIN

In addition to her work as a full timemedical radiation technologist andchief steward at one of BC’s largest

hospitals, Anita Bardal shares theresponsibility of representing Provi-

dence Health as radiation safety officer.In this capacity, Bardal is working with

Vancouver Coastal Health to addressradiation safety

education andissues atvarious

facilities.

“I didn’t think I was a political activist –I like to do things in a quiet way,” saysBardal, a medical radiation technologist.“But at the time the chief steward hadstepped down.”

She was approached to take the posi-tion, but at first rejected the idea out ofhand. “I didn’t have much time. I had myfamily,” she says. “But no one was steppingforward. No one really wanted the job be-cause of the possible publicity with it. Peo-ple are willing to help, but don’t want tostick out. But I considered that if we did

not have a chief steward at St. Paul’s,we’d be lacking in terms of the infor-

mation we got from HSA.“I stepped forward because there

was a need. I felt I was willing totake that responsibility, and wouldspeak up if there was a need. I de-cided to put myself at service – tryit for a year,” she explains. This motivation – to be of serv-ice – and her “quiet way” of do-

ing things have provided thebasis for a working style that

puts member empower-ment front and centre

while steadfastlyavoiding a confron-tational approachtoward the em-ployer.

“I try to repre-sent our mem-

bers, but I try to be balanced in our ap-proach. I’m not setting out to make en-emies out of our employer. We’re not look-ing to deliberately agitate, but we recognizethat people aren’t always well informedabout what their rights are. If a memberhas a question, we check it. We sit downand talk to them and tell them what theirrights and options are, but we don’t pushthem to take action. I’ll say try to work outwith your department first; if that doesn’twork, we’ll talk to you again and if neces-sary, and I’ll advocate for you at meetings.”

Bardal says her ideal is when a griev-ance can be won without leaving the bitteraftertaste that comes after an ugly battle:“The high points of this work are whenyou see a grievance and you’re able to fol-low it through to the end, and the resolu-tion becomes one that’s created by bothparties and acceptable to both parties. Youlook for a win-win situation.”

A great deal can be accomplished byknowing and presenting the right informa-tion, says Bardal.

“As an example, I worked with the or-thoptics department, helping with an issuethey needed adressed, and as an aside tothat I asked about workplace injuries. Theysaid that due to their equipment they havelots of shoulder and neck injuries,” saysBardal. She knew that the ultrasound de-partment dealt with similar injuries, andhad begun providing massage for staff onthe grounds that the costs of staff injury


Anita BardalChief Steward, OH&S Steward

Medical Radiation TechnologistSt. Paul’s Hospital

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Health workers are being toldnot to care so much. That’s ahard thing to do in health care.”

“were higher than the cost of the massage. So she putthe orthoptics department in touch with the ultra-sound department.

“The members in orthoptics had to show thenumber of WCB claims, and how much they costthe department, and find out the costs of the mas-sage therapy,” says Bardal. “A while later I talked tothe orthoptics members and they had gotten thisapproved.”

This example illustrates another hallmark ofBardal’s working style: her focus is not on takingcare of members, but rather empowering them,whenever possible, to take care of themselves.

“This wasn’t a fight that I had to have,” she says.“I didn’t have to go to the union with it, didn’t haveto go to human resources and say this is what youhave to do. I was able to provide the informationmembers needed so they could find their own solu-tion. You don’t always have to have the steward takethings on for you. We need members to be commit-ted to what they want to have corrected in theworkplace.”

Success in this kind of negotiation gives mem-bers “a sense the employer is listening to them. Itmakes them feel more valued,” says Bardal.

However, Bardal harbours no illusions that all –or even most – workplace concerns are so easilysolvable in today’s political climate.

“I don’t want to blame everything on the Liberalgovernment but under their leadership, there’s beenconstant change at our workplaces. The governmentwants to be leaner and meaner. They’re operatinghealth care like a business, but it’s not. It’s aboutcaring for patients,” she says.

“The employers say it’s not personal, but for thepeople in health care it is personal. They put theirheart and soul into it. Yet they’re being told not to

care so much. That’s a hard thing to do in healthcare,” says Bardal. Unmanageable workloads andconstant change are two of the biggest stressors inher workplace, she adds.

“There’s so much restructuring. It puts a lot ofstress on staff – they don’t know where their jobswill be from day to day. It’s the same everywhere inhealth care in BC. The big thing is ‘What’s going tochange this week?’

“I have a nine-year-old and a 14-year-old. I likemy job and have a passion for what I do, but rightnow, I’d have to think twice about recommending itto my kids. It’s not a matter of the wages – it’s therecognition, the respect, the conditions,” she says.

While her frustrations are considerable, andshared by many others in this province, she is care-ful not to let them overwhelm her.

“I wouldn’t say I’m laid-back, but I don’t fretabout what I can’t do,” she says. And Bardal takessatisfaction from the gains she has been able toachieve.

“One thing I’m proud of is that I was able towork it out with the employer to get negotiated setsteward time each week to deal with union issues,”she says. Such an arrangement had never existed atSt. Paul’s. “Another good thing is that we now havean HSA office assigned to us on-site. Now, if peopleneed to, they can come and talk in private. All thestewards have a key, there’s a computer set up, aprinter, fax machine and voice mail,” says Bardal.

These practical advances – just a few of Bardal’sachievements during her three-year tenure (so far)as chief steward – make HSA’s problem-solving ap-proach that much more accessible to members atSt.Paul’s. Bardal is clearly succeeding at her originalgoal: to be of service.


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by STEVE WATSON

Of all the investments we makeduring our lives, one of the mostimportant, and the one with the

highest rate of return on investment, is edu-cation. There is no doubt about it. Unfor-tunately, one of the big obstacles in ob-taining a post-secondary education is thecost.

There are some tax strategies youshould consider in an effort to maximizethe tax savings available to both studentsand a supporting spouse or parent. Youcan effectively reduce the cost of obtainingan education by using these tax strategies.It requires some planning between the sup-porting parent or spouse and the student,but is well worth it.

income from scholarships, fellowships andbursaries. It is important to minimize theuse of current-year tuition and educationcredits by the student so that you can maxi-mize the amount transferable to a support-ing parent.

Once the student has completed theirtax return and reduced their taxable in-come to zero, they can then transfer anyunused current-year tuition and educationamounts. The annual maximum trans-ferable from a student to a supportingparent or spouse is $5,000.

The student must authorize the trans-fer by completing and signing the back oftheir Tuition and Education CertificateT2202A. This is very important, as the cred-its cannot be transferred after the fact –although a student can carry forward tui-tion and education credits to future years,they can only be transferred in the yearthey are acquired.

As such, it is important that the studentand supporting parent or spouse under-stand the need to file concurrently to en-sure the proper amounts are transferred.

The end result is that the student gets afull refund of any taxes paid during theyear plus the GST credit, and the support-ing parent or spouse obtains an additional$1,100 tax refund (on average) from a$5,000 tuition and education credit trans-fer.

Working Enterprises Tax Services Ltd. pro-vides personal income tax preparation andindependent financial services for members.Steve Watson can be reached at 604/408.1153 or 1.800/845.1181, or by email [email protected].

Working Enterprises Tax Servicesis union- owned, and provides

personal income tax preparation andindependent financial planning serv-ices for union members and their fami-lies in all regions of British Columbia.

Rates for income tax preparationare set at 40 to 70 per cent below com-petitors’ rates. Most members pay aflat fee of only $45 to prepare and elec-tronically file their return. This rateapplies to those who have seven orfewer information slips to process.

Individuals who have more thanseven slips, or more complicated re-turns, pay a little more but still benefitfrom great savings.

Working Enterprises also providesIndependent financial planning serv-ices for individuals on a fee only basis.They do not collect commissions orsell financial products.

You will obtain financial advice tai-lor-made for your financial goals andobjectives. Financial planning servicefees are based on an hourly rate or aset rate for complete financial plans.

Contact:Steven Watson MA, CFP, FMAWorking Enterprises Tax Services1200 - 1166 Alberni StreetVancouver BC V6E 3Z3tel: 604/408.1153toll free: 1.800/845.1181email: [email protected]: www.wegroup.ca

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Tax preparationand financialplanningservices forunion members

Maximizing transferabletuition and education credits

There are sometax strategies youshould consider in

an effort tomaximize the taxsavings available

to students.

First, the student must file an incometax return and request the GST credit. Stu-dents must report all sources of incomeand reduce that income by using all taxdeductions available to them before usingany current-year tuition and education taxcredits to reduce taxes payable.

Deductions available to students includemoving expenses, unused tuition and edu-cation amounts from previous-years, RRSPcredits and, up to $3,000 in exemptions for


An early start on pensions canmean a more comfortable retirement

Q:I’m in my early 30s. Why should I careabout pensions?

A:This is a good question, and a commonone. We all look forward to the day wecan stop working. When that day

comes, a pension will provide the money you needto live on.

The Municipal Pension Plan (MPP) is a definedbenefit pension plan. If you are a member of theMPP, your pension will be based on years of pen-sionable service multiplied by your five-yearhighest average salary multiplied by your the“accrual rate” (1.3 per cent up to the YearsMaximum Pensionable Earnings – about $40,000in 2005 – and 2.0 per cent above that level).

Let’s say your highest average salary at retire-ment is $40,000. Your pension will be $40,000 times1.3 per cent, or $520 for each year of pensionableservice. If you are in the pension plan for the full-time equivalent of 10 years, your pension wouldbe $5,200. If you were in the pension plan for thefull-time equivalent of 35 years (the maximum per-mitted) your pension would be $18,200. You can

see that it pays to start early, so that you havemore retirement income to enjoy your re-

tirement with.The normal retirement age for

the MPP is 60, but you can retire ear-lier with no penalty if your age and

years of contributory serviceequal 90. So, if you enrolled

in the pension plan at 20, you would earn themaximum pension (35 years) by age 55 and be ableto retire with no reduction for early retirement.

When you enroll in and contribute to thepension plan, your employer contributes as well.Once you’re vested (generally after being in the planfor two years) you are entitled to the value of youremployer’s contributions as well as your own con-tributions, plus interest. If you terminate before theearliest retirement age (55) you may choose to leavethis money in the plan for a pension when you areready to retire, or transfer the money to a locked-inretirement savings vehicle. If you terminate after theearliest retirement age, you will have the option oftaking an immediate pension or starting your pen-sion at a later date.

The Municipal Pension Plan has been able to in-dex pensions each year to offset the effects of infla-tion. While this is not guaranteed, part of your con-tribution goes to a special fund that is invested andused to pay for indexing.

This is better than trying to save for your retire-ment on your own with just RRSPs, which have noemployer contributions and investments that aregrowing slowly – even shrinking. A defined benefitplan, like the MPP, provides a known income,which allows for more certainty when planning forretirement.

And it’s much better than not saving for yourretirement at all!

F O C U S O N P E N S I O N S

In this new regular feature, the MunicipalPension Plan answers frequently-askedquestions. See pensionsbc.ca for moreinformation about the Municipal Pension Plan.

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E X E C U T I V E D I R E C T O R ( O P E R A T I O N S )

Clear directions forcontinuing stewardship

Susan HaglundExecutive Director of Operations

by SUSAN HAGLUND

A t its fall meeting, the HSA board of directorsstruck a Constitutional and OrganizationalPolicy Committee to oversee the union’s

constitution and policies as they affect the work andoperations of the union. This committee has alreadybeen hard at work reviewing existing policies andconstitutional provisions.

If you look at any organization’spolicies and budget, that gives you 90 percent of what you need to know aboutthat organization. HSA is no different.

The union’s constitution and policiesare driven by members through annualconventions and by the board of direc-tors. The budget is reviewed and votedon by members at the annual conven-tion. The combination of the two setsclear directions for the board to overseethe stewardship of the union.

Why should members be interested inthe work of this committee?

The constitution and policies are theframework for everything the uniondoes, and without ongoing review andupdating of that framework, the organi-zation can suffer.

The last thorough policy and consti-tution review was done about five yearsago, and while the board has continued,through its committees, to updatepolicies, a decision was taken that acommittee with a broad view of theorganization would be better positionedto oversee the constitution and policies asthey affect the whole organization.

The union has approximately 100current policies that drive everythingfrom how purchasing decisions aremade for office supplies to how we

conduct contract negotiations with youremployers. It is at the policy level that theunion develops its practices around suchservices as the anti-harassment policyand the ombudsperson appointed atevery union function – from workshopsto conventions.

I am working with board membersErnie Hilland, who chairs the committee,and Kelly Finlayson to review the opera-tional policies the union uses as its guideto all the work that we do – frompurchasing decisions to political actionpolicies. Our review, in which we will alsoinvolved the union’s standing commit-tees, includes looking at existing policies,draft policies and the constitution toensure synchronicity between the policiesand constitutional commitments.

At annual conventions, membersdebate resolutions about the union’sposition on a wide range of activities. Forexample, at the 2004 convention, del-egates voted to increase the proportionof union dues dedicated to politicalaction in order to fund increased partici-pation by HSA members in the politicalprocess.

This resolution was passed afterconsiderable debate at the committee andboard level, and finally at the convention.From that resolution, the union’s Political

Action Committee developed detailedpolicies dictating how the union maydisburse the funds approved by themembership at convention. The role ofthe constitution and policy committee isto ensure that those policies reflect theintent of the members in the resolution.

HSA has approximately 100 policiesthat drive the work that we do. We alsohave a constitution that oversees thatwork. From time to time, the constitu-tion requires amendments to ensure thatit reflects the changing policies andpractices of the union as directed byconvention. It is with that in mind thatthis committee is working in overdrive toensure that any amendments required tothe constitution in order to reflectpolicies and practices as set by themembers at convention are ready foryour review at the April convention.

Combined with the work that theoperations department at HSA has beendoing in the past year streamlining officesystems and getting into compliance withthe Personal Information Protection Act,the department has been very busyworking to ensure efficiency in service tothe membership.Susan Haglund is HSA’s ExecutiveDirector of Operations.

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strategies, small business management, and estatemanagement. These courses will give you the knowl-edge base you need to make decisions about yourretirement planning that work for you.

· Attend seminars to help you focus on retirementplanning – and start attending those seminars wellbefore your retirement date.

· Consider engaging the services of a financial plan-ner who will help guide you through your planning,and focus your energy and efforts to create a diverseretirement income portfolio.

· Create a plan to reduce debt load for retirement.

· Create an additional income source for retirement,for example, rental income or small home-basedbusiness income.

And finally, do what you can to educate yourchildren and younger colleagues to begin retirementplanning at the beginning of their working lives. Therest of us need to keep informed about all the optionsand to create an action plan. I am taking steps todayso my retirement can be exciting and enjoyable. Iencourage you to do the same.

Bonnie Norquay represents Region 5 on HSA’s Boardof Directors.

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A C R O S S T H E P R O V I N C E

Setting goals for asecure retirement future

Bonnie Norquay, Region 5 Director

by BONNIE NORQUAY

I am approaching a time in my life whereretirement – what was once a far off possibilitythat I couldn’t ever imagine getting to, is now

reality. The choices I made before getting to retire-ment will be the ones on which I base all my optionsin my post-working years.

The average age of HSA members is 44. If youhaven’t already started planning for your retirementyears, now’s the time. With the cost of living steadilyincreasing, as each year passes we will all need ahigher monthly income to support us in our retire-ment years. We have to plan for major life changes,and feel confident that we have a base we can workwith to survive the anticipated and unanticipatedevents in our lives.

As I’ve started to plan for my retirement, I’ve donemy own research and developed a strategy that I amcomfortable will give me a good foundation for mypost-retirement years.

First of all, it is important to create retirementgoals. What do you want to be doing when youretire? Are you a traveler? Have you always wanted tobe a potter? Have you identified the lifestyle you wantto lead after all your working years? Everyone shouldhave unique dreams to fulfill when they retire.

Based on the goals you develop, you need tocreate a retirement plan. What is the monthly incomeyou will need to support your retirement goals?Financial planning is a skill that so many of usignore. The following is a list of suggestions youmight want to think about as you plan for retire-ment:

· Attend courses on pensions and pension manage-ment. Get to know your pension plan, and under-stand what benefits you’re contributing to and howyou can anticipate using those benefits.

· Consider courses in financial planning, investment


ReportThe Report is dedicated to giving information toHSA members, presenting their views and providingthem a forum. The Report is published six times ayear as the official publication of the HealthSciences Association, a union representing healthand social service professionals in BC. Readers areencouraged to submit their views, opinions and ideas.

Suite 300 – 5118 Joyce StreetVancouver, BC V5R 4H1Telephone: 604/439.0994 or 1.800/663.2017Facsimile: 604/439.0976 or 1.800/663.6119

BOARD OF DIRECTORSThe Board of Directors is elected by members to runHSA between Annual Conventions. Members shouldfeel free to contact them with any concerns.

President [[email protected]]Cindy StewartPhysiotherapist, Vernon Jubilee

Region 1 [[email protected]]Kelly Finlayson (Vice-President)Radiological Technologist, St. Joseph’s

Region 2 [[email protected]]Brian Isberg (Secretary-Treasurer)Medical Laboratory Technologist, Victoria General

Region 3 [[email protected]]Cheryl Greenhalgh, Radiological TechnologistRoyal Columbian Hospital

Region 4 [[email protected]]Agnes Jackman, PhysiotherapistGeorge Pearson Rehab Centre

Region 5 [[email protected]]Bonnie Norquay, Recreation TherapistVancouver Community Mental Health Service

Region 6 [[email protected]]Ernie Hilland, CytotechnologistBC Cancer Agency

Region 7 [[email protected]]Audrey MacMillan, Psychiatric NurseChilliwack General Hospital

Region 8 [[email protected]]Joan Magee, Medical Laboratory TechnologistCariboo Memorial Hospital

Region 9 [[email protected]]Jackie Spain, Medical Laboratory TechnologistGolden & District General Hospital

Region 10 [[email protected]]Lois Dick, Medical Laboratory TechnologistDawson Creek & District Hospital

EXECUTIVE DIRECTORSSusan Haglund, OperationsRon Ohmart, Labour Relations

MANAGING EDITORMiriam Sobrino

EDITORYukie Kurahashi

www.hsabc.org

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H E A L T H S C I E N C E S A S S O C I A T I O N O F B C

M A G A Z I N E

AWARD-WINNING

MEMBER PUBLICATION

Victory to end drug patent abuse

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Continued from page 5

Bureau of Canada. Other groups involved were Canadian Pen-sioners Concerned, the Canadian Health Coalition and the Con-gress of Union Retirees of Canada.

Prior to that, evergreening was condemned by Roy Romanowduring his Commission on the Future of Health Care in Canada.

“Evergreening artificially extends the patent life and marketmonopoly of the brand name drug and delays (or even pre-vents) market entry of more sensibly priced, therapeuticallyequivalent generic products,” Clancy said when the NUPGE com-plaint was filed with the Competition Bureau.

“The obvious effect is a substantial prevention or lesseningof competition in the pharmaceutical market. Of particular con-cern to myself and the National Union of Public and GeneralEmployees is the fact that there is no remedy whatsoever tocompensate consumers when entry of a generic drug is unneces-sarily delayed.”

The Competition Bureau sat on NUPGE’s complaint for eightmonths, then threw the issue back to the government to resolve.Many observers feared that might end any immediate hope ofreform, given the cozy historic relationship between the Liberalparty (like the Conservative party) and major brand-name phar-maceutical companies.

However, the issue was taken up by Dosanjh, a former BCNDP premier, after he was appointed health minister followingthe federal election in June 2004.

Details published recently in the Canada Gazette indicatethat evergreening will be effectively eliminated by minimizingthe types of patents that drug companies are allowed to file fora given product and by restricting the number of times theycan go to court to block generic competitors.

“We hope this is a sign that the government is prepared tolive up to its promise of curbing runaway drug costs by prohib-iting direct-to-consumer drug advertising and implementing anational pharmaceutical strategy,” Clancy said.

HSA is an affiliate of the National Union of Public and GeneralEmployees.

Always printed on recycledpaper with vegetable-based ink

MAKING A DIFFERENCE: dietitian Eileen Carolan (Vancouver IslandHealth) took part in HSA’s first-ever campaign school, designed tohelp members who want to become more involved in the electoralprocess. Another session is planned for January. (See next issue of TheReport for more coverage)

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health sciences association jan/feb 2005 vol. 26 no.1 … · 2013. 1. 23. · 2 the report jan /...

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