She fought for a raise 26 years ago. ‘Absurd’ delays mean practical nurses at Niagara Health are still waiting

In 1998, Sandra Commerford, a registered practical nurse (RPN) in St. Catharines, Ont., requested a raise from the hospital where she worked. She and over 100 other RPNs had taken on the responsibility of administering medication to patients, which required months of additional training. Despite this significant change in their job duties, the nurses did not see an increase in their wages.

Now, over 25 years later, Commerford and many other practical nurses are still waiting for the compensation they deserve. The issue stems from the fact that Niagara Health and Service Employees International Union (SEIU) Healthcare have yet to reach a pay equity agreement, as mandated by Ontario law. The Pay Equity Act, which came into effect in 1988, requires public-sector employers to ensure equal pay for employees in jobs dominated by women, such as practical nursing.

According to Commerford, as many as 1,000 SEIU members working for Niagara Health could be impacted by the lack of a pay equity agreement. This includes practical nurses, personal support workers, and other staff members. The delay in reaching an agreement has left many employees feeling undervalued and frustrated.

Niagara Health has acknowledged its obligations under the Pay Equity Act and is working towards an agreement with SEIU. However, the process has been slow and plagued with setbacks. The union has described the current system as flawed and lacking enforceable timelines to hold employers accountable.

Commerford, now retired at 71, fears that she may never see the raise she is owed. Recent arbitration hearing dates were cancelled, further prolonging the process. Both sides have yet to reach an agreement, leaving current and former employees in limbo.

The cost of a potential pay equity agreement could range from $3 million to over $20 million, according to estimates from the SEIU. Despite the financial implications, the union remains committed to closing gender wage gaps and ensuring fair compensation for all workers.

The Ontario Nurses’ Association and Ontario Public Service Employees Union are also working on separate pay equity agreements with Niagara Health. The lengthy delays in reaching these agreements have raised concerns among labor experts and advocates for fair pay.

Practical nurses like Commerford have seen their job responsibilities evolve over the years, but their wages have not kept pace. The delay in reaching a pay equity agreement is not only unfair to employees but also detrimental to the organization as a whole.

In conclusion, the ongoing struggle for pay equity at Niagara Health highlights the importance of upholding the principles of fairness and equal pay for all employees. It is essential for employers and unions to work together to ensure that workers are compensated fairly for their skills and contributions.