Week 11 and 12 Union and Career development

Question 1

Collective action -

Answer 1

simply acting as a group with a single voice

Question 2

Collective bargaining

Answer 2

is the practice of bargaining with reference to wages, work practice, & other benefits by employees in a collective group with management

Question 3

Canadian Federation of Nurses Unions (CFNU)

Answer 3

is approximately 35 years old

Affiliated with all provinces except Quebec

Affiliated with the Canadian Labor Congress

CFNU represents 135,000 nurses and 25,000
student nurses

Question 4

RPNs are represented by a number of service unions including:

Answer 4

SEIU (Service Employees International Union) – largest in RPN representation

OPSEU (Ontario Public Service Employees Union) represents over
over 5,000 RPNs

CUPE (Canadian Union of Public Employees)

Question 5

Unions

Answer 5

Formal group that works through a collective bargaining agent (union steward) within a legal context of labour legislation

Presents management with desires from group

Each province different

Question 6

Canadian Federation of Nurses Unions (CFNU)

Answer 6

“protecting the health of patients and our public health system, promoting nurses and the nursing profession at the national level – and doing it effectively”

Other collectives – speciality nursing groups, RPNAO, associations

Question 7

Nurses unionize when:

Answer 7

They feel powerless
They are motivated to eliminate issues like discrimination/favouritism
They need to comply with a requirement of employment in an organization
They believe client outcomes & quality of care will improve
They feel the need to communicate concerns without fear of reprisal
They believe a collective voice will institute changes
Common issues – wages, job security, staffing levels

Question 8

Workplace Advocacy

Answer 8

refers to the activities nurses undertake to address problems in their everyday workplace setting

Activities include forming committees to address problems, devising alternatives to achieve optimal care, & inventing new ways to implement change

Needs supportive management

Question 9

Whistleblowing

Answer 9

is disclosure of information concerning a harmful act that a colleague or superior has committed, is allowing to occur or, is contemplating

2005 – “Whistle blower legislation” – protects the whistleblower

Question 10

The Process of Bargaining

Answer 10

Manager’s Role
Understand nurses have legal right to participate in collective bargaining
Maintain an open mind & collegial relationship

Employee’s Role
Must follow the laws (unionization)

Question 11

The decision to strike can be made only by a majority of union members

Answer 11

Common Issues – staff layoffs with budget cuts

Ethically challenging for many nurses

Essential service must be maintained

Question 12

Canadian Nurses Association (CNA) is a federation of 11 provincial/territorial associations

Answer 12

Politically active
Advocates for healthy public policy, public health system
Supports nurses in their practice

Ontario: RNAO, RPNAO, ONA, CNO

Question 13

Characteristics of a profession include:

Answer 13

requiring a long period of specialized education
having a service orientation
having autonomy

Question 14

Collective Bargaining

PROS

Answer 14

• Contract to guide standards
• Participation in decision-making process
• All union members & management must conform to terms of contract without exception
• Process exists to question manager’s authority without reprisal
• Union dues are requiredo

Question 15

Collective Bargaining

CONS

Answer 15

• Reduced individuality
• Other union members may outvote one’s decisions
• All union members & management must conform to terms of contract without exception
• Disputes are not handled with individual & management only; less room for personal judgment
• Must pay union dues even if one does not support unionization
• May be perceived as unprofessional

Question 16

Your career vision

Answer 16

describes where you want to go in your nursing career—it is a description of who and what you wish to become

Question 17

Donner-Wheeler Career Planning & Development Model

Answer 17

Tool to plan your career

Has 5 phases which allows reflection & thought about the future (career choices)

Allows assessment of strengths & areas for further development

Question 18

5 phases OF Donner-Wheeler Career Planning & Development Model

Answer 18

Scanning your environment
Completing your self-assessment & reality check
Creating your career vision
Developing your strategic career plan
Marketing yourself

Question 19

Self-Assessment & Reality Check

Answer 19

Self-assessment:
Looking inward – different person before PND program
Reflective analysis
Requires dedicated time

What are my strengths, weaknesses, beliefs, professional competencies, interests and hopes?

Self-knowledge helps you to create meaning in your learning (both positive and negative experiences)

Question 20

Scanning environment:

Answer 20

Looking around to determine how the environment can help you to develop & achieve your career goals

Question 21

Strategic Career Plan

Answer 21

action guide - unique & personal
Should include goals, action steps, resources, timelines, & indicators for success
long & short term goals - realistic & achievable
Much like a nursing care plan

Question 22

Marketing

Answer 22

communicate your strengths, interests & goals confidentially & clearly
Must be genuine & reflects your values, communication style & abilities
Professional attire

Question 23

Personal Resources

Answer 23

Mentor (person who takes a personal/professional interest in your career choice)
Networking (involvement in professional organizations) eg paeds, onc interest groups
Social media - mindful

Question 24

MOHLTC

Answer 24

will provide funding for temporary, full time, above staffing complement positions for 26 weeks for New Graduate Nurses who are matched with Employers with the expectation that these bridging positions will lead to permanent full-time
employment for participating New Graduate Nurses

Question 25

CNO Temporary registration

Answer 25

• Registered for less than 6 months
• successfully complete the Jurisprudence Exam
• demonstrate language proficiency in either English or French
• provide proof of Canadian citizenship, permanent residency in Canada
• demonstrate suitability and fitness to practise nursing
• have a written offer of employment to practise with a facility in Ontario
• Title protection - “Registered Practical Nurse (Temporary)” or “RPN (All members of the Temporary Class:
• can practise nursing only within the identified facility and only within the scope of her or his employment within that facility
• must not perform a controlled act, unless the act is ordered by an RN, NP, or another person authorized to do the procedure
• must not supervise, monitor or direct the performance of a controlled act by, or the practice of, another member in any class
• must not accept the delegation of a controlled act from another member or any other person
• must not delegate the performance of a controlled act to another member or any other person
• must, at all times when providing nursing services, identify themselves as Temporary Class members

Question 26

The jurisprudence examinations assess the applicant’s knowledge and understanding of the nursing profession in Ontario in terms of:

Answer 26

• Nursing regulation
• Scope of practice
• Professional responsibility and accountability
• Ethical practice
• The nurse-client relationship