If the work is essential then the AUPE ESAs should capture the need to provide those services. And if those services should be provided by LPNs then staff should indicate that they believe the work is LPN work and that asking an RN or RPN to perform the service would be considered replacement work ...

Prior to obeying a direction to perform replacement work, you have the right to identify to your manager that you believe this is work normally performed by LPNs and that asking you to perform the work would be asking you to replace a striking worker which is not permitted by the ESA. You can ...

If you believe that you are being asked to perform work normally performed by a striking worker (ie. that you are being asked to replace a striking worker) then address your concern to a manager and explain that you believe this would be considered replacement work and that you believe that work ...

If the staffing has been reduced by an LPN then that likely reflects that AUPE and the Employer agreed that there were services on the unit that were not essential and that staffing could therefore be reduced. If staffing is reduced it should not result in the same amount of work being performed by ...

Students can ask their university supervisors about expectations and assigned preceptors can ask the unit manager about any plans or contingencies for practicum students. RNs and RPNs will continue to report to work so preceptors should continue to be available to RN practicum students. Universities ...

Yes.The orientation should proceed. The Collective Agreement between UNA and the employers continues to apply. If the employer does not honour the terms and conditions set out in the Collective Agreement then it will be a violation and we can grieve. The employee has a start date and a letter of ...