Week 11 and 12 Union and Career development Flashcards
Collective action -
simply acting as a group with a single voice
Collective bargaining
is the practice of bargaining with reference to wages, work practice, & other benefits by employees in a collective group with management
Canadian Federation of Nurses Unions (CFNU)
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
RPNs are represented by a number of service unions including:
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)
Unions
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
Canadian Federation of Nurses Unions (CFNU)
“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
Nurses unionize when:
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
Workplace Advocacy
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
Whistleblowing
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
The Process of Bargaining
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)
The decision to strike can be made only by a majority of union members
Common Issues – staff layoffs with budget cuts
Ethically challenging for many nurses
Essential service must be maintained
Canadian Nurses Association (CNA) is a federation of 11 provincial/territorial associations
Politically active
Advocates for healthy public policy, public health system
Supports nurses in their practice
Ontario: RNAO, RPNAO, ONA, CNO
Characteristics of a profession include:
requiring a long period of specialized education
having a service orientation
having autonomy
Collective Bargaining
PROS
- 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
Collective Bargaining
CONS
- 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
Your career vision
describes where you want to go in your nursing career—it is a description of who and what you wish to become
Donner-Wheeler Career Planning & Development Model
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
5 phases OF Donner-Wheeler Career Planning & Development Model
Scanning your environment Completing your self-assessment & reality check Creating your career vision Developing your strategic career plan Marketing yourself
Self-Assessment & Reality Check
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)
Scanning environment:
Looking around to determine how the environment can help you to develop & achieve your career goals
Strategic Career Plan
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
Marketing
communicate your strengths, interests & goals confidentially & clearly
Must be genuine & reflects your values, communication style & abilities
Professional attire
Personal Resources
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
MOHLTC
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
CNO Temporary registration
- 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
The jurisprudence examinations assess the applicant’s knowledge and understanding of the nursing profession in Ontario in terms of:
- Nursing regulation
- Scope of practice
- Professional responsibility and accountability
- Ethical practice
- The nurse-client relationship
