A:

1. The Employer(s) needing assistance will endeavour to notify MNU.
2. There will be a request for volunteers who are qualified for the work.
3. If there are no volunteers the Employer will select nurses based on operational requirements and where reasonably possible will move the most junior qualified nurse(s).

Nurses who are redeployed to a new area shall be provided with an orientation and appropriate PPE.

If there are compelling personal health issues to not be redeployed please advise your current manager and your MNU representative. You may need to provide a note from your primary health care provider.

If you have compelling child or elder care issues which need to be considered, please advise your current manager and your MNU representative.

A: No, casuals are not to be considered as they have no seniority under these circumstances. They are not to be reassigned/redeployed prior to the start of their shift unless they volunteer to go.

A: You may be reassigned or redeployed to another unit/facility or program as an accommodation. However, the Shift Disruption Allowance and/or Redeployment Travel Allowance does not apply to nurse(s) who move to a different site and/or Employer and require changes to their schedule as a result of the implementation of an accommodation for any reason including an accommodation due to COVID-19.

A: Shift Disruption Allowance:

• If your start and end times of your shift are adjusted to between 1-4 hours, you are entitled to $25 per shift for each shift worked that has been changed.
• If a change is made to the calendar day that you were scheduled to work (no change to shift length or shift description), you are entitled to $35 per shift for each shift worked that has been changed.
• If there is a change made to the start and end times of your shift that is greater than 4 hours, OR a change is made to the shift length (eg: 8 to 12 hours) OR a change in made to the shift description (eg: from straight days to days/nights), you are entitled to $50 per shift for each shift worked that has been changed. HOWEVER: You only receive the $50.00 per shift even if more than one of the above 3 changes apply.

NOTE: There is no change to your EFT as a result of moving from an 8-hour to a 12-hour rotation.

A: The Shift Disruption Allowance will be paid during the current posted shift schedule. The compensation for shift disruption was intended to get everyone through the initial schedule changes. It will no longer apply to subsequent posted shift schedules unless the employer changes your schedule again. Remember to talk to your manager about specific issues, as you do get to have some meaningful input into the design of the rotation.

A: In the event that nurse(s) who are temporarily reassigned or redeployed have preapproved vacation or other time off and the dates fall, or are anticipated to fall, within the duration of the reassignment or redeployment, the nurses may request that such vacation and or other time off be cancelled.

In such cases, the requested preapproved vacation or leave hours will either be placed back into the nurse’s applicable banks or be paid out at the nurse‘s request. Where the cancelled vacation and/or banked time cannot be rescheduled during the current vacation year, the nurse may request in writing to elect to carry over one week (5 days [e.g. 38.75 hours] for a full-time nurse, prorated for part-time) of vacation to the next vacation year.

Any additional vacation shall be paid out at the end of the current vacation year. Any carried over vacation time may be requested at the end of the vacation selection period after all other nurses on the unit have selected.

A: For the purposes of this agreement, medical leave of absence, maternity and parental leave shall not be cancelled.

A: Education leaves will be assessed on a case-by-case basis and will not be unreasonably cancelled.

You may want to clarify with your educational institution to see if the program will be continuing. You may need to discuss any educational institution cancellations with your manager.

A: No. If the nurse is reassigned to an area where there is no standby requirement, the nurse would not be paid standby.

A: From the outset of the negotiations for this MOA, government representatives made it clear that they only intended to provide targeted and limited funding for redeployment and retention of nurses in key areas, particularly in PCHs and ICUs. The funding was designed to attract and retain nurses in those areas. MNU made every effort to have the premiums expanded to other areas, with particular emphasis on emergency departments and urgent care. Unfortunately, government was unwilling to do so, and made it clear if MNU insisted, there would be no MOA.

This pandemic is an extraordinary and unprecedented situation. As COVID case counts and hospitalizations rise, we are seeing more pressure on our whole health care system than we have ever seen in our lifetimes. We understood there was and still remains a significant likelihood of an Article 10 being declared across our health care system in response. During negotiations, government officials made clear that if no deal was reached, they would proceed to declare.

Article 10 is extremely disruptive and provides very little recourse for our members. It also doesn’t provide for any specific compensation other than overtime.

The MOA addresses those problems. First and foremost, the MOA is intended to provide some security and recognition for nurses who would have otherwise had redeployment imposed on them with no formal process, and without any compensation offered.

We strongly believe that providing a fair process and compensation for redeployed nurses is far better than the alternative. With that said, we are by no means finished. This MOA is an important first step as we strive to have government recognize all nurses for their continued exceptional service to Manitobans.

MNU has, from the very beginning of the pandemic, called for a COVID premium for all nurses. We recognize the impact this virus has had on every part of our health care system.

We are also pushing forward with bargaining, seeking benefits for all nurses. We have a number of dates scheduled in January. We are doing our utmost to make tangible progress on a new contract, and we will continue to advise members as bargaining develops.

NOTE: Privately operated PCHs are not included in the MOA, as Shared Health does not have legal authority to bind those PCHs in contractual arrangements. However, many individual private operators have offered premiums to nurses. Talk to your local president/LRO for details.

A:

PERSONAL CARE HOME

Where a nurse(s) currently works in, is reassigned to, or has been redeployed to work in a personal care home (PCH), the nurse(s) shall receive an allowance of $6.00 per hour for each hour worked, including both regular and overtime hours.

This allowance extends until January 18th, 2021.

Commencing January 19th 2021, compensation shall be provided when the following conditions apply:

a. Working in a Personal Care Home during an Outbreak

Where a nurse(s) currently works in, is reassigned to, or has been redeployed to work in a personal care home (PCH) designated as “In Outbreak” as defined below, the nurse(s) shall receive an allowance of $6.00 per hour for each hour worked, including both regular and overtime hours.

“In Outbreak” shall only apply to the specific unit in outbreak and not the entire facility, unless there is an outbreak of all wards/unit within the facility.

For smaller facilities (see Appendix D) where there is no/minimal distinction of units or wards, “In Outbreak” shall be considered to apply to the entire facility.

- OR -

 b. Redeployed to a PCH (not in outbreak) during the life of this agreement from January 19th 2021

Where a nurse is redeployed to a PCH not in outbreak, they and all other nurses working at said PCH shall receive an allowance of $6.00 per hour for each hour worked, including both regular and overtime hours for the duration of such redeployment.

NOTE: In instances where the PCH is not a party to this agreement (not encompassed in the Employer Organization List) the parties understand that the PCH cannot be bound by the terms herein with respect to the nurses in their employ. In such case, only the redeployed nurse(s) falling under the scope of this agreement remain eligible for the compensation.

INTENSIVE CARE UNITS (ICU, MICU, NICU PICU, etc.)

Where a nurse(s) currently works in, is reassigned to, or has been redeployed to work in an ICU, the nurse(s) shall receive an allowance of $6.00 per hour for each hour worked, including both regular and overtime hours.

DESIGNATED INPATIENT COVID UNIT; FACILITY OR UNIT/WARD DESIGNATED IN OUTBREAK; FACILITY OR UNIT/WARD WITH A 50% COVID POSITIVE PATIENT THRESHOLD

Where a nurse(s) currently works in, is reassigned to, or has been redeployed to work in a COVID Unit, the nurse(s) shall receive an allowance of $6.00 per hour for each hour worked, including both regular and overtime hours.

Where a nurse(s) currently works in, is reassigned to, or has been redeployed to work in a facility or unit/ward designated “In Outbreak”, the nurse(s) shall receive an allowance of $6.00 per hour for each hour worked, including both regular and overtime hours.

Where a nurse(s) currently works in, is reassigned to, or has been redeployed to work in a facility or unit/ward with a 50% COVID positive patient threshold, the nurse(s) shall receive an allowance of $5.00 per hour for each hour worked, including both regular and overtime hours.

NOTE: For nurses reassigned within their own facility, the Redeployment Allowance outlined previously in MOA#1 (paragraph 14) no longer applies.

A: You will receive the Shift Disruption Allowance outlined above, if applicable;

AND

An allowance of $5.00 or $6.00 per hour (as applicable) for each hour worked, including both regular and overtime hours;

AND

The Travel Allowance as per paragraph 14 of MOA#1, if applicable, per below:

Nurses reassigned or redeployed outside their facility will be provided with a daily “work disruption” allowance. The work disruption allowance is applicable for travel as follows:

• Less than 49 Kilometers above normal commute: $10.00 per workday.
• 50 – 99 Kilometers above normal commute: $50.00 per workday.
• 100 – 149 Kilometers above normal commute: $100.00 per workday.
• 150 Kilometers or more above normal commute: $150.00 per workday.

This allowance is intended to cover unanticipated costs associated with the reassignment, shall be paid as income and shall not attract any accruals or benefits. Reasonable consideration will be given to any other costs and expenditures directly related to the transfer and not covered through the application of this agreement provided the employee submits to the Employer all applicable receipts.

The daily work disruption allowance shall be increased by $30 for each of the following factors: length of assignment greater than 7 days, assignment within federal jurisdiction.

This daily work disruption allowance is not paid for days during which the employee has not worked.

NOTE: The Unit Assignment Allowance (ICUs, PCH. COVID Units), Shift Disruption Allowance and a Redeployment/Reassignment Allowance are CUMULATIVE where simultaneously applicable.

A: Nurse Practitioners who are assigned to work additional hours on a non-voluntary basis by the Employer, or agree to volunteer to be redeployed or reassigned as per this MOA, shall be paid at the appropriate rates of overtime and receive premiums (weekend/nights/evenings) as prescribed in the respective applicable collective agreements as for nurses in other classifications for the duration of this agreement. This is agreed to on a without precedent or prejudice basis.

A:

NURSES EMPLOYED IN THE NRHA

In addition to the premiums outlined above, nurses employed in the NRHA who volunteer to work overtime or additional available shifts in the NRHA but outside their home community will receive:

a) An allowance of $50.00 per 8-hour shift worked, or $75.00 per 12-hour shift worked

AND

b) Accommodation will be provided (if requested by the nurse):

• Mileage expenses in accordance with RHA policy for travel within the NRHA;
• Mileage expenses including return airfare to the RHA when residing outside the NRHA;
• The actual cost of individual purchased meals up to a daily maximum of $60/day;
• Paid travel time between the home site and another site within the RHA where they are working the additional shift (travel time at overtime where applicable).

NURSES REDEPLOYED FROM ANOTHER REGION

Nurses redeployed to the north from another region (Southern, WRHA excluding Churchill, Shared Health, Prairie Mountain and Interlake-Eastern) are not eligible for any of the northern premiums listed above, but will receive the following, in addition to their regular wages and compensation:

a) A Northern Redeployment Allowance of $500.00 per bi-weekly pay period for working the minimum equivalent of full-time hours (eg. 77.5 hours), or $250 for working the minimum of half of the equivalent of full-time hours (eg. 38.75) within a seven-day period contained therein;

AND

b) A Redeployment Travel Allowance of $180.00 for each day worked;

AND

c) Reimbursement for travel expenses (mileage/airfare), lodging and meal expenses, and paid travel time.

Nurses employed by the NRHA are not eligible for allowances a & b directly above.

A: Not unless you work in a designated PCH.

A: If a nurse is designated as the person “In Charge” for a shift for both sides of a facility, they shall be entitled to the PCH compensation for all hours worked.

A: If you are a part-time nurse and were scheduled for an 8-hour shift with your redeployment assignment, and the Employer asks or mandates you to work a 12-hour shift, you are entitled to overtime.

If you are a part-time nurse and are at the equivalent to full-time hours over two (2) consecutive bi-weekly pay periods, and the Employer asks or mandates you to work an additional shift of any length, you are entitled to overtime.

If you are a full-time nurse and work any additional hours or shifts, whether they are voluntary or mandatory, you are entitled to overtime.

A: Not unless you are in an overtime situation. Please refer to Article 16 of your Collective Agreement for specific answers.

A: The Employer needs to honour these additional approved shifts, even if that means you are supernumerary.

A: The Employer needs to honour these additional approved shifts, even if they are on your home unit, and that means you are supernumerary.

A: That would be determined by the Employer. However if there is a need, and you possess the necessary qualifications, there should be no unreasonable or arbitrary denials. Contact your LRO for assistance.

A: That would be determined by the Employer. However if there is a need, there should be no unreasonable or arbitrary denials. Contact your LRO for assistance.