Hospital Association Committee Report (February 25, 2026)

ONA raised concerns regarding members who become ill during their shift and how that time is coded. The hospital has now confirmed that they have communicated with HRBPs and managers that when a member leaves work due to illness, they are not to be coded as “ill” for the remainder of the shift and are to be paid for the balance of their scheduled shift as per Article 12.04 of the collective agreement.

If you experience coding that does not reflect this direction, please reach out to your manager directly to resolve the issue. If the issue remains unresolved, please contact ONA at local034@ona.org and grievances will be filed.

We clarified the process for washroom cleaning and restocking. If a washroom requires cleaning, maintenance, or restocking of supplies (paper towels, toilet paper, etc.), staff should contact Environmental Services at extension 2700. This line is staffed 24/7, and requests can be made directly to ensure timely follow-up.

ONA also confirmed with the hospital that members who use Emergency Leave days do not need to “make up” the time by scheduling an additional shift. Emergency Leave is a protected entitlement, and no additional shift should be required as a condition of using it. If you are told otherwise, please notify ONA immediately.

We continued to raise ongoing concerns about the lack of dedicated porters on several units and the impact this has on workload and patient care. The hospital has advised that they are actively working with unit leaders and managers to address these gaps. We have made it clear that this remains a priority issue for ONA34 members. We expect a more fulsome update at our next HAC meeting and will continue to press for meaningful solutions.

ONA clarified that when members attempt to resolve their workload concerns in real time by contacting the manager or manager delegate, that this is considered the first step in the workload process. If the workload issue remains unresolved and members complete workload forms, they are then entitled to have ONA attend the workload meeting with the manager.

If you are denied ONA representation at a workload meeting, please contact ONA immediately at local034@ona.org. Members are entitled to union involvement in these meetings and we will ensure that the process is followed.

ONA continues to advocate for improved violent patient identification processes to better protect members. The hospital has acknowledged that this is a priority issue and has advised that working groups have been established. We expect a more detailed update at the next HAC meeting. Please continue to report incidents of patient violence to your manager and health and safety representatives.

ONA is advocating for member who wish to return to school to advance their nursing practice and temporarily reduce their status to casual. This matter has been escalated with the hospital, and a dedicated meeting will take place to fully discuss this matter. We will provide an update as more information becomes available. In addition to ongoing discussions, ONA is working on other avenues for advocacy, including a member petition.