The role of Local 10 is to provide information and support to our members. We also work jointly with our Employer to ensure the Collective Agreement is interpreted and implemented in accordance with its provisions.
Employment Security Notice Update – October 12, 2018
Big thanks to Team MNU for coming out to Diabetes Canada’s Lace Up for Diabetes on a windy morning! We are proud to support this important cause.
HSC LOCAL 10 ANNUAL GENERAL MEETING
The MNU Local 10 AGM was held March 15th, 2018 at the Victoria Inn. Fifty five (55) voting members were in attendance plus six (6) guests. Guest speaker Sandi Mowat was presented with flowers and a “rubber chicken” dinner, as the Local honoured her on her retirement. Sandi has been a Local 10 member for over 35 years.
The Public Services Sustainability Act (Bill 28) and The Health Sector Bargaining Unit Review Act (Bill 29)
What does this bill do?
What happens when our current agreement expires?
Does the bill affect pensions or pre-retirement leave?
How is MNU responding?
When does the bill come into effect?
How does it affect nurses?
What are representation votes? * THE PROVINCIAL COLLECTIVE BARGAINING TEAM
Since April 2013, our members have experienced significant errors with the new payroll system. It is your responsibility to ensure your paystubs are accurate. Please check them regularly.
If a nurse has a question about his/her pay statement and, in particular, THE MNU DUES deduction observed in pay period 23, please contact: HR Shared Services at (204)940-8500 (Option #5)
If the Local can be of assistance please email us at firstname.lastname@example.org or call 204-783-4338
Private and Confidential Support group for all nurses in recovery from drug and alcohol addictions or wanting help and support with related problems.
Not affiliated with any professional associations or organizations.
For further info contact: email@example.com
Reminder to all nurses
Please check your pay stubs regularly. With the new payroll system we have had many issues and errors including overpayment and underpayments. It is your responsibility to check and ensure the stub is correct. There are time lines outlined in the Collective Agreement that must be adhered to in terms of recouping losses on both sides. Seniority hours, Vacation Entitlements and Pension Benefits can be affected by errors. Please ensure accuracy of your pay statements.
Be sure to ask the mandator these questions
• Confirm the person who is mandating you is out of scope, ie, Supervisor, Manager, NOT CRN or timekeeper
• Confirm that you are being mandated and for what length of time
– Determine if you are physically/mentally able
– Remember you will have to prove/justify inability
• Confirm/question that all avenues have been exhausted
– Anticipated or unanticipated need?
– No ability to redistribute resources?
– Already offered as voluntary overtime to appropriate personnel?
Please complete Notification to Union of Mandatory Overtime Form and forward to Local 10 office
For additional information please look under “MEMBERS” Heading, for drop down “Mandatory Overtime”
From: Sandi Mowat, President
Date: Wednesday, August 9th, 2017
Re: Exercise caution when posting on social media
Members across the province are experiencing the first-hand effects of the government cuts to front line health care services. Understandably, this is leading to frustration and anger.
We must caution you to please be mindful of what you post on social media. The repercussions from “speaking your mind” on social media can be far-reaching. It can result in disciplinary action. In extreme cases, it can lead to termination by the employer or the revoking of your license by the College.
We encourage you to contact the MNU provincial office if you have any questions or concerns. In the meantime, please read our article Exercising Caution when posting on Social Media