During the 2007 round of Central Table collective bargaining we negotiated language in Article 7A04 that requires the employer to install signage to clearly communicate that there will be zero tolerance of abuse of staff in health care facilities. Such signage was to be installed in public areas of all facilities in every region.

In many instances, facilities moved quickly to install signage. However, some regions have remained non-compliant with the collective agreement.

During the 2007 round of Central Table collective bargaining we negotiated language in Article 7A04 that requires the employer to install signage to clearly communicate that there will be zero tolerance of abuse of staff in health care facilities. Such signage was to be installed in public areas of all facilities in every region.

In many instances, facilities moved quickly to install signage. However, some regions have remained non-compliant with the collective agreement.

On October 2, MNU wrote to all employers covered by the terms of article 7A04 that if signage is not installed in all their facilities by October 31, the union would file grievances in each facility lacking a sign.

To date, the response from employers has been very positive. Many have written to advise us that their facilities have already posted signage. Even though MNU did not have the right to dictate the wording on such signage, many employers have been very receptive to wording proposed by MNU and are working actively to meet the October 31 deadline. Following this date the MNU will file grievances in any facility that has not posted a sign.

We recognize that signage in itself will not eliminate the risks faced by staff.  However, appropriate signage is a clear first indicator to staff that their safety is very important to employers and serves to communicate expected standards of conduct towards staff who are often working under stressful and difficult circumstances. If your facility does not have clearly visible signage as of October 31, please contact your Local President or Labour Relations Officer for appropriate follow up.