Collective Agreement and Grievances

St. Boniface Worksite 5

Information provided herein is specific to St. Boniface Nurses Worksite 5. Please contact the Worksite 5 office with any questions or concerns, or when an issue first arises.

Worksite 5 Collective Agreement

The Collective Agreement that remains in effect is the one dated April 1, 2024 – March 31, 2028.

St. Boniface Nurses Worksite 5 Collective Agreement

How the Worksite 5 Collective Agreement is Negotiated

The Local is represented on the Provincial Collective Bargaining Committee (PCBC) through the regional local table with one representative for the 5 Acute Care facilities in Winnipeg. This individual negotiates each new collective agreement (with the much larger team through Manitoba Nurses Union, on behalf of Worksite 5 members. While our collective agreement is now shared with other facilities, there are sections in it that pertain specifically to St Boniface Hospital Please ensure you are reading the Worksite 5 collective agreement when looking for information it is called “Winnipeg – Churchill Health Region Employers Organization and Manitoba Nurses Union”.

Wording in Worksite 5’s collective agreement can differ from the MNU provincial standard wording and other Local’s/Worksite’s collective agreements.

Please ensure you are reading the Worksite 5 collective agreement when looking for information.

Grievance Procedure

All references to the collective agreement or contract refer to St. Boniface Nurses Worksite 5 Collective Agreement.

The grievance procedure is outlined in Article 12.

What is a Grievance?

Article 1201 states: A grievance shall mean a dispute between a nurse; or between a group of nurses with a similar grievance; or between the Union and the Employer regarding the application, interpretation, or alleged violation of the Agreement.

All grievances begin at the complaint stage (Article 1205).

When an issue first arises (complaint stage) a file is opened at Worksite 5. Every effort is made to investigate and resolve an issue at this stage to the satisfaction of the nurse(s) involved.

Investigations include but are not limited to the following:

Issues/concerns regarding master rotations
Issues/concerns regarding mandatory overtime and/or reassignment
Issues/concerns regarding the equitable distribution of overtime
Issues/concerns regarding vacation scheduling
Issues/concerns regarding interchanges
Issues/concerns regarding the awarding of a position
Issues/concerns regarding HRSS overpayments
Representation for members at discipline meetings
Representation for members at Duty to Accommodate (DTA) meetings
Representation for members at Gradual Return to Work (GRTW) meetings
Representation for members at Attendance Support and Assistance Program (ASAP) meetings

The disposition of an investigation can be one of three ways:

Issue is resolved
Issue becomes a grievance
Issue is considered no longer under discussion. This happens when an issue being investigated is no longer relative, or when an investigation has started and the nurse no longer wishes to pursue her/his concern.