The history of nurses in Newfoundland and Labrador
ABOUT NLNU
History
Since 1974, NLNU has been committed to improving the working conditions and quality of life for registered nurses (RNs) in Newfoundland and Labrador. Before 1974, the terms and conditions of employment for nurses were considered a private matter between the employer and the employee, and were shaped by the prevailing economic and political conditions of the time.
NLNU’s long-standing members clearly remember the days before formal bargaining, when the work was premised on long days for low pay, little time off and few, if any, benefits. Working conditions were ponderous at best and the lack of recognition for their work was evident.
In 1971, represented by the Association of Registered Nurses of Newfoundland (ARNN), nurses signed their first collective agreement. The two-year agreement attempted to improve compensation for nurses, however, three years later, nurses still worked 40-hour weeks, schedules were posted only six days in advance and nurses were only guaranteed every fourth weekend off. There was no family leave, and nurses returned to work six weeks after having a baby.
In 1973, the Public Service Collective Bargaining Act was introduced and it became illegal for an "employee organization" to be influenced or dominated by management. As the ARNN Council consisted of both management nurses and staff nurses, it conflicted with the act and prompted nurses to seek a stronger, unified voice to address collective bargaining concerns.
In 1974, an active organizational drive began to solicit membership for the Newfoundland Nurses’ Union and the response was overwhelming. After months of study, discussion, and advice-seeking, RNs gave birth to a new era, forming the Newfoundland Nurses' Union in the fall of 1974. The name was later officially changed to the Newfoundland and Labrador Nurses’ Union (NLNU).
NLNU has grown both in strength and numbers since that time. Today, NLNU is proud to represent over 5,400 RNs in this province and has evolved into a strong grassroots, member-driven union.
Throughout its history, NLNU has achieved significant gains for its members through collective bargaining. Not only have wages increased dramatically, but RNs also now benefit from improved pension plans, health and disability benefits, family leave, maternity leave and a 37.5 hour work week.
Many collective agreements have been negotiated over the years with only three strikes: a rotating strike in 1977 and two provincial strikes in 1979 and 1999. In 2009, NLNU was just two hours away from job action when a historic agreement was reached with the provincial government, proving the power that a strike mandate and a strike deadline can have for achieving membership priorities and moving government away from template bargaining.
Over the years, NLNU has transformed from an organization focused mainly on negotiating contracts, into a union that champions to protect the health care system, the role of the registered nurse, and the rights of patients, clients and residents. Through advocacy and research, NLNU has worked to improve the health care system and enhance the livelihood, safety and well-being of RNs.
Much more than a voice for nurses in the workplace, NLNU now represents nurses to the media and public telling nurses’ stories in ways that garner interest, attention and action. NLNU has also strategically aligned itself with the Canadian Federation of Nurses’ Unions and the Canadian Labour Congress and works closely with provincial nurses unions and organizations.
Each action taken by NLNU has been a step forward to a better life for registered nurses and for patients, clients and residents. Its history is one that is strong and rich, influenced by many challenges and triumphs. NLNU stands stronger today than it ever has, and tomorrow, will no doubt, bring continued growth and achievements benefiting RNs and the health care system.
Since 1974, NLNU has been committed to improving the working conditions and quality of life for registered nurses (RNs) in Newfoundland and Labrador. Before 1974, the terms and conditions of employment for nurses were considered a private matter between the employer and the employee, and were shaped by the prevailing economic and political conditions of the time.
NLNU’s long-standing members clearly remember the days before formal bargaining, when the work was premised on long days for low pay, little time off and few, if any, benefits. Working conditions were ponderous at best and the lack of recognition for their work was evident.
In 1971, represented by the Association of Registered Nurses of Newfoundland (ARNN), nurses signed their first collective agreement. The two-year agreement attempted to improve compensation for nurses, however, three years later, nurses still worked 40-hour weeks, schedules were posted only six days in advance and nurses were only guaranteed every fourth weekend off. There was no family leave, and nurses returned to work six weeks after having a baby.
In 1973, the Public Service Collective Bargaining Act was introduced and it became illegal for an "employee organization" to be influenced or dominated by management. As the ARNN Council consisted of both management nurses and staff nurses, it conflicted with the act and prompted nurses to seek a stronger, unified voice to address collective bargaining concerns.
In 1974, an active organizational drive began to solicit membership for the Newfoundland Nurses’ Union and the response was overwhelming. After months of study, discussion, and advice-seeking, RNs gave birth to a new era, forming the Newfoundland Nurses' Union in the fall of 1974. The name was later officially changed to the Newfoundland and Labrador Nurses’ Union (NLNU).
NLNU has grown both in strength and numbers since that time. Today, NLNU is proud to represent over 5,400 RNs in this province and has evolved into a strong grassroots, member-driven union.
Throughout its history, NLNU has achieved significant gains for its members through collective bargaining. Not only have wages increased dramatically, but RNs also now benefit from improved pension plans, health and disability benefits, family leave, maternity leave and a 37.5 hour work week.
Many collective agreements have been negotiated over the years with only three strikes: a rotating strike in 1977 and two provincial strikes in 1979 and 1999. In 2009, NLNU was just two hours away from job action when a historic agreement was reached with the provincial government, proving the power that a strike mandate and a strike deadline can have for achieving membership priorities and moving government away from template bargaining.
Over the years, NLNU has transformed from an organization focused mainly on negotiating contracts, into a union that champions to protect the health care system, the role of the registered nurse, and the rights of patients, clients and residents. Through advocacy and research, NLNU has worked to improve the health care system and enhance the livelihood, safety and well-being of RNs.
Much more than a voice for nurses in the workplace, NLNU now represents nurses to the media and public telling nurses’ stories in ways that garner interest, attention and action. NLNU has also strategically aligned itself with the Canadian Federation of Nurses’ Unions and the Canadian Labour Congress and works closely with provincial nurses unions and organizations.
Each action taken by NLNU has been a step forward to a better life for registered nurses and for patients, clients and residents. Its history is one that is strong and rich, influenced by many challenges and triumphs. NLNU stands stronger today than it ever has, and tomorrow, will no doubt, bring continued growth and achievements benefiting RNs and the health care system.
