mental-health

By Gerri Logan

Click HERE to listen to the newest podcast episode.

In this episode, Gerri Logan sits down with Janet Eremenko, Alberta’s NDP Shadow Minister for Mental Health and Addiction, to unpack the politics and human impact behind Alberta’s growing opioid crisis.

Janet Eremenko is a Canadian politician and member of the Alberta New Democratic Party. She serves as a Member of the Legislative Assembly (MLA) for Calgary-Currie. A lifelong Calgarian, Janet holds a degree in International Development and has more than a decade of experience in social policy and community development. 

• Podcasts are available on Spotify, Apple Music and Amazon Music

By Geri Ruston

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In this episode, Geri Ruston sits down with Dr. Bob Barnetson to examine the state of Occupational Health and Safety (OH&S) in Canadian workplaces, with a focus on Alberta and the realities faced by nurses.

Dr. Bob Barnetson is a Professor of Labour Relations at Athabasca University, whose academic and professional work centers on the political economy of workplace regulation in Alberta. His experience includes prior roles with the Alberta Labour Relations Board, Alberta Workers’ Compensation Board, and Alberta Employment and Immigration, giving him both policy and institutional insight into OH&S and workers’ rights.

The conversation covers:

• The true number of workplace injuries each year—likely double the official statistics—and why underreporting is so common.
• The role of the Workers’ Compensation Board (WCB) and why some employers may discourage workers from filing claims.
• The impact of Bill 47 and how it has reshaped workers’ rights to refuse unsafe work.
• The gender bias in how “dangerous work” is perceived, and why hazards faced by nurses and care workers are often minimized.
• Why increased reporting in unionized workplaces makes it appear that more injuries occur there, when in fact it reflects a culture of transparency and protection.

• Podcasts are available on Spotify, Apple Music and Amazon Music

Nurses’ Week Special Episode – The Fiery Mary “Mother” Jones

By Rachel Steel, Geri Ruston and Gerri Logan

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Rachel, Gerri, and Geri take listeners on an unforgettable journey through the life and legacy of Mary “Mother” Jones — the labour organizer once dubbed “the most dangerous woman in America.” From famine-stricken Ireland to the sweatshops and coalfields of the United States, the podcast traces how grief and injustice forged her into a tireless champion for worker safety and dignity.

But this isn’t just a history lesson. It’s a call to action. The episode draws parallels between the brutal conditions Jones fought against and the occupational hazards faced by Alberta nurses today, from violence and burnout to unsafe staffing ratios and systemic neglect.

The legacy of Mary Jones reminds us that the struggle for safe and just workplaces is far from over, and that every nurse who dares to speak out is walking in the footsteps of giants.

This episode was inspired by the OH&S article in the Spring 2025 UNA Bulletin, which highlighted Mary “Mother” Jones—many thanks to UNA OH&S Advisor Dewey Funk for bringing this figure to our attention. 

• Podcasts are available on Spotify, Apple Music and Amazon Music

Organizing for Change: Cori Longo on Activism and the Alberta Federation of Labour

By Rachel Steel

Click HERE to listen to the newest podcast episode.

In this episode of The Spotlight, we’re joined by Cori Longo, Secretary-Treasurer of the Alberta Federation of Labour (AFL), for an engaging and inspiring conversation about the power of activism and the importance of labour solidarity in Alberta. Cori takes us through her unique journey—from her first unionized job as a teenager to her time as a postal worker and registered nurse, and eventually into leadership roles within the Canadian Labour Congress and the AFL.

Drawing on over two decades of union experience, Cori shares how her frontline work shaped her commitment to workers’ rights and why political engagement is not just important but essential for protecting public services, workplace conditions, and the future of healthcare in Alberta. She presents a compelling argument for why nurses should view themselves as caregivers, advocates, and changemakers.

Throughout the episode, Cori explains the role of the AFL in supporting workers across all sectors and provides practical, empowering advice on how nurses and other workers can get involved, whether through policy advocacy, union participation, or grassroots organizing.

This episode is more than a conversation—it’s a rallying cry. Cori’s message is clear: when workers raise their voices, they can shift policy, protect their professions, and create lasting change. Whether you’re a seasoned union member or just starting to explore labour activism, this episode offers the insight and motivation to take that next step.

(The episode was recorded on March 14, 2025). 

Presumptive Legislation Round Table – The Fight for Presumptive Legislation with Guests Katrina Stephenson and Heather Murray

By Rachel Steel and Gerri Logan

Click HERE to listen to the newest podcast episode.

In this episode, hosts Rachel Steel and Gerri Logan explore the urgent need for presumptive legislation to protect nurses from psychological injuries such as PTSD and burnout. They are joined by Heather Murray and Katrina Stephenson, two passionate advocates fighting for policy changes recognizing mental health struggles as a workplace hazard for nurses. 

The episode underscores the broader implications of inaction, warning that without proper mental health support, nurses will continue to leave the profession at alarming rates, worsening the ongoing healthcare crisis. The hosts and guests emphasize collective action, urging nurses to unite in advocating for policy changes that recognize and address these mental health challenges.

**Trigger warning** The discussion includes mention of suicide as it relates to job-related mental health injuries.  

About the Guests:

Heather Murray

Heather Murray is a registered nurse with over 15 years of experience in emergency and critical care. A longtime advocate for nurse mental health, she has worked closely with professional associations and policymakers to push for presumptive PTSD legislation. Having personally experienced the emotional toll of frontline nursing, Heather is committed to ensuring that future generations of nurses receive better protection and access to mental health resources.

Katrina Stephenson

Katrina Stephenson is a nurse educator and mental health specialist who has spent the last decade supporting nurses dealing with trauma and burnout. She is a CAF Mental Health & Wellness Nurse and nurse Leader with Nurse 2 Nurse Peer Support. Katrina believes we need to approach each other with compassion and understanding around mental health and substance use challenges to reduce stigma and discrimination. She has been instrumental in bringing awareness to psychological injuries in nursing, speaking at conferences, and lobbying for legislative reforms. 

United Nurses of Alberta has reached a Tentative Agreement on a Collective Agreement for more than 33,000 Registered Nurses and Registered Psychiatric Nurses employed by Alberta Health Services, Recovery Alberta, Primary Care Alberta, Covenant Health, Lamont Health Care Centre, and The Bethany Group (Camrose).

UNA began formal mediation in January 2025 to advance the bargaining process after a majority of UNA members voted in October 2024 to reject previous recommendations that had been reached through informal mediation.

After six weeks of formal mediation with the Employers, UNA’s Negotiating Committee strongly believes this Tentative Agreement respects nurses and will significantly improve the lives of UNA members.

A Tentative Agreement was signed this morning.

“This round of negotiations has been about Respect, Retention and Recruitment. When UNA members voted against ratifying a settlement recommended by a Mediator last October, they spoke and we listened,” said UNA President Heather Smith.

“UNA’s bargaining team agreed to a Tentative Agreement,” said UNA chief negotiator David Harrigan, UNA’s Director of Labour Relations. “We believe it is an excellent agreement.” 

UNA’s Negotiating Committee recommends the ratification of the Tentative Agreement. 

UNA plans to hold an online meeting of UNA Local Executives on Tuesday, March 11, at 6:00 p.m. and online town halls for members on Saturday, March 15, at 1:00 p.m. and Tuesday, March 18, at 7:00 p.m. Members will be distributed information about how to join the meetings.

A virtual Reporting Meeting of Local Representatives will be held on March 25, and the UNA Negotiating Committee will recommend a ratification vote for all eligible members on April 2.

Tentative Agreement Summary

Monetary Increases

The four-year agreement will significantly improve wages for all affected UNA members. RNs and RPNs will receive an immediate increase of up to 15% and an overall increase of approximately 20%. The RRSP/TSFA and the education allowance remain current.

Visit UNA’s Wage Calculator Tool

The changes to the Salary Appendix include the following:

• The 3% retroactive payment to April 1, 2024, will be based on the revised grid (4% between steps).
• A restructured wage grid now provides the same increase of 4% between each step. 
• Immediately upon ratification of the Tentative Agreement, all RNs and RPNs will move to the next step on the pay grid, which equates to a 4% wage increase. Step 2 becomes Step 1. The current Step 1 is deleted, and a new Step 9 is created. Members on the current Step 9 move to the new Step 9.
• Members will maintain their anniversary date or hours towards the next increment. 
• Pay increases of 3% per year will be added to each step of the revised grid for the life of the agreement. 

There are also other significant monetary improvements in the Tentative Agreement, including:

• The on-call rate more than doubles from $3.30 per hour to $7.00 per hour.
• Charge pay will increase from $2.00 to $3.50.
• Preceptor pay will increase from $0.65 to $2.00 per hour.
• Employees required to have vehicles will receive $162.50 per month rather than the current $130.00 per month.

In addition, coverage for massage therapy is amended to $1,000 per member each benefit year with no per-visit limit.

Safe Staffing

In a new Letter of Understanding (LoU), the Employer has explicitly committed to “providing safe staffing for all patients, residents, and clients.” To achieve this, the Union and Employers have agreed to meet and identify a standardized list of clinical and operational data to form the basis of a new evidence-based safe staffing review.

This LoU includes a new provision that, in the event of disagreement, the union can submit concerns about safe staffing to an expedited review by a Safe Staffing Taskforce and, if necessary, to an outside Independent Assessment Committee.

The Employers are obligated to hire 1,000 new nursing graduates per year. These nursing graduates will be supernumerary and be assigned a Clinical Guide who will be paid an additional $2.00 per hour.

Respect

Members will now have five paid shifts for domestic violence leave.

Members will now be paid their applicable rate of pay for attendance at Occupational Health and Safety Committee meetings.

For Employees who have accumulated 684.6 hours worked, Employers will now reimburse the full cost of professional fees to CRNA and CRPNA, as well as the cost of professional liability insurance. Members can combine hours worked at more than one Employer covered by this Collective Agreement to achieve the 684.6 hours.

Employees impacted by critical incidents may now request downtime during the Shift without loss of pay.

Presumptive Coverage for PTSD and Psychological Injuries

UNA received a letter signed by Minister of Jobs, Economy and Trade Matt Jones stating a proposal will be taken to cabinet no later than June 30, 2025, to extend the Workers’ Compensation Board’s presumptive coverage to RNs and RPNs for psychological injuries related to post-traumatic stress disorder and other traumatic mental health injuries. UNA has long advocated for this significant policy change by the government.

Job Security During Health Restructuring

UNA’s Negotiating Committee received a Letter of Commitment signed by Minister of Health Adriana LaGrange assuring that any job transfers of an RN or RPN due to the government’s restructuring of public health care will be to a provincial agency or provincial health corporation, preserving affected members’ seniority, rights to the terms and conditions of the Provincial Collective Agreement, and UNA representation.

Assistance for Rural Health Care

The nurse staffing shortage has impacted healthcare workplaces across Alberta, especially in rural settings. In a renewed Letter of Understanding, the government has agreed to provide $22.5 million per year for the retention and recruitment of nurses in rural Alberta. This is a significant increase from the previous agreement’s $7.5 million per year.

UNA has complete say in how this money will be spent, and the Union and Employers may mutually agree to use these funds to target initiatives in rural worksite sites that fall within the Edmonton and Calgary Zones.

In addition, the Locum program currently in the North Zone will be renegotiated to include the South and Central Zones. This program provides incentives for staffing rural facilities and programs experiencing recruitment and retention challenges.

For more information, visit the Frequently Asked Questions about the Tentative Agreement

Additional Resources

Tentative Agreement Salary Appendix

Summary of the Tentative Agreement

Amendments to the Collective Agreement

The Day of Action is an opportunity for members to connect with each other and show solidarity on the anniversary of an important milestone in UNA’s history – the 1988 nurses’ strike.

Local 196 will join the rally on January 25, 2025, from 1200-1400h in front of the Edmonton General Hospital.

Please participate as you are able. 

International Human Rights Day is celebrated on December 10th each year to mark the anniversary of the Universal Declaration of Human Rights (UDHR) adoption by the United Nations General Assembly on December 10, 1948. The UDHR is a milestone document in the history of human rights, outlining the fundamental rights and freedoms that every individual is entitled to, regardless of nationality, ethnicity, religion, or other status.

The UDHR was adopted as a direct response to the atrocities of World War II. It aims to prevent such human rights abuses in the future and promote dignity, equality, and justice for all people. It sets out a broad range of civil, political, economic, social, and cultural rights, such as the right to life, liberty, security, education, healthcare, and freedom of expression and assembly.

For United Nurses of Alberta (UNA) Local 196, celebrating International Human Rights Day on December 10th emphasizes our continued advocacy for the rights of healthcare workers and patients, including safe working conditions, fair wages, and access to healthcare as a fundamental human right. It also provides a platform to highlight the connection between labour and human rights, underscoring that all individuals deserve respect, dignity, and the protection of their fundamental freedoms.

UNA responds to transfer of nurses from AHS to Primary Care Alberta

United Nurses of Alberta has been informed that nurses represented by the union working in Health Link 811, Primary Care Networks, Provincial Midwifery Services, select primary care clinics, Facilitated Access to Surgical Treatment (FAST) program, Virtual Care, Access and Navigation (V-CAN) and the Primary Health Care provincial program will be transferred from Alberta Health Services (AHS) to the new Primary Care Alberta (PCA) agency. The government has announced that the staff transfer from AHS to PCA is effective February 1, 2025.

While UNA remains deeply concerned about the chaos caused by this restructuring on nurses and their ability to deliver the best patient care possible within the public health care system, a Letter of Understanding signed by United Nurses of Alberta and AHS on May 31, 2024, retains and expands the rights of Employees affected by the creation of new Provincial Health Agencies.

Under the LOU, Employees can transfer to the new Employer or remain employed with AHS, with full rights to displace or fill a vacant position under Article 15 of the Provincial Collective Agreement. Indirectly affected Employees displaced by affected Employees will have, in addition to full Article 15 rights, the right to select a vacant position at PCA. All affected Employees transferred from AHS to PCA will initially be treated as a part of a single bargaining unit to administer the current Provincial Collective Agreement. This will last until the payroll transfer date. UNA does not yet know when this payroll transfer date will take place.

A tiered system for hiring and downsizing will also take effect, meaning that PCA Employees will no longer be treated as internal candidates when applying for vacant positions within AHS. Still, they will be considered ahead of other external applicants not employed by a Provincial Health Agency. In the event of downsizing, PCA employees can displace other positions within PCA or apply for vacant positions within AHS. A PCA Employee can be recalled to AHS if laid off. The LOU also applies to casual Employees who pick up additional shifts and includes provisions for Employees on Leaves of Absence, Workers’ Compensation, and Disability.

UNA is preparing a Frequently Asked Questions document for members impacted by this change, which will be posted soon. This page will be updated, and the union will share more information at www.una.ca as we receive it.

Documents for impacted members:
Explaining the transition from AHS to Primary Care Alberta (FAQ)
Letter of Understanding re: Transition of Employees pursuant to Health Statutes Amendment Act, 2024: For more information about this LOU, read UNA’s statement from May 31, 2024.
UNA Layoff & Recall FAQ
Employer/UNA Joint Layoff & Recall Statements