UNA Forums

I understand each unit will have a designated amount of workers who will be deemed essential who are expected to be on shift. My question is, how do we access these numbers or expectations. Especially as charge nurses so we can plan accordingly. Second question, I understand we are not to replace a LPN, however if the designated “essential” LPN calls in or does not come, can we then replace that worker with an RN. This is something we commonly do to minimize working short staffed

Hi Alex,

Great question. Functionally, there should NOT be more RNs/RPNs on a unit during the strike than is what is listed as baseline in your unit rotation. The Employer is NOT permitted to bring in replacement workers during the strike to cover striking AUPE staff, meaning RNs/RPNs should not be picking up shifts that lift your numbers above baseline.

If an LPN or HCA fails to report to a designated essential services shift, it is the EMPLOYER's responsibility to reach out to AUPE to ensure adequate staffing. Same thing in emergencies that require additional staff, the Employer should be reaching out to AUPE about bringing in more essential staff to meet the patient requirements.

That being said, if an RN/RPN is directed by management to come in to work they should "work now, grieve later." I would encourage members who are being directed to pick up shifts to ask if they are being mandated to work as well.

Thanks Thomas.

I would only add that on each shift a Charge Nurse should be given the name and contact information of the Employers strike site lead. If your Unit needs additional DESW's the Employer has to make that request of AUPE. Augmenting with RN's would be a violation of their Essential Services Agreement.