The RN First Assistant Interest Group has asked the Ontario Nurses Association (ONA) to outline ONA processes and how a RNFA position is added to an ONA bargaining unit. Currently, each ONA Bargaining Unit is responsible for negotiating the RNFA or RNFA/RN job classification rate of pay with their employer (hospital). The rates of pay are based on a percentage above the ONA Registered Nurse base salary range. Currently the range is from 12 – 17% above the RN base salary range.

For a list of hospitals employing RNFAs in Ontario, go to the Employment tab.

For more information from ONA go to www.ona.org


Ontario Nurses’ Association (ONA) processes

A bargaining unit is a unit of unionized employees as defined by the Ontario Labour Relations Board.
Each bargaining unit has a Bargaining Unit President and grievance representative. ONA members are expected to contact them or a unit representative when they have concerns or issues.
The Bargaining Unit President is ONA’s spokesperson with the employer on issues relating to working conditions.
When labour relations issues are involved, Bargaining Unit Presidents and grievance representatives contact their assigned Labour Relations Officer who advises them on how to handle issues and negotiates their local appendix.
ONA has carriage of any grievances, and it determines whether or not grievances proceed based on previous arbitration awards, ONA policy and direction. This means that ONA has to agree with a member that s/he has a grievance in order for it to proceed.


Bargaining

In the hospital sector, ONA negotiates centrally with 137 participating hospitals. There is a “central” portion of the collective agreement and a “local appendix.” Each is negotiated separately.

The central portion contains most of the provisions pertaining to RN salary, premiums, promotions, harassment, leaves, seniority and service.

The local appendices deal with issues such as scheduling, salaries of classifications other than Registered Nurse, accommodation, and modified work.

Salary rates established for different classifications are based on labour relations principles that have been established by prior arbitration awards. Under Article 19 of the central collective agreement, if a hospital introduces a new classification, it may establish a rate of pay. If ONA does not agree, it can try to negotiate a different rate of pay. If ONA is unsuccessful, it may file a grievance. ONA determines whether or not a grievance proceeds to arbitration based on previous arbitration awards, ONA policy and direction.

Arbitrators determine rates of pay by looking at the job description, responsibilities, education, qualifications and training that is required. They also refer to the collective agreement’s treatment of other classifications and what they are paid for jobs with similar descriptions, qualifications, etc.

If you are an ONA member and become a Registered Nurse First Assistant (RNFA) and post into a RNFA job

You should connect with your Bargaining Unit President to make her/him aware of your new position and explore ONA’s view on the position. Some questions to consider:

• Is there a job description that you can give the Bargaining Unit President?
• What is the salary?
  
• What are the working conditions specific to the position that need to be assessed? Examples might be hours of work, scheduling issues, premiums, etc.

If the employer considers the job to be in the bargaining unit, the above issues need to be negotiated with the employer and ONA. If the employer disputes whether or not the position is a union position, then ONA will file grievances as discussed above.

It is beneficial to keep the Bargaining Unit President and Labour Relations Officer in the loop regarding these issues. They will be informed about issues affecting your job, ensure that the collective agreement is followed, and if there are particular issues pertaining to your job that are not covered in the collective agreement, they will ensure they are dealt with appropriately.

If you are a new RNFA and are hired into a new job at a hospital

Once you are hired, find out who the Bargaining Unit President is and seek her or him out. By doing so, you will be able to discuss the specifics of your job, determine whether or not the union believes the job is in the bargaining unit and what ONA is doing about it – for example, is there a grievance filed? Are there issues concerning the job that the union needs to know that will impact what ONA is doing? What are the working conditions specific to the position that need to be looked at?

You will also have an opportunity to learn about ONA’s structure and what ONA does on behalf of its members, including the issues it raises on behalf of RNFAs across the province, such as lobbying on behalf of ONA members with the government and employers.