December 2014
PRACTICAL NURSING
COMMITTED TO EXCELLENCE
Laura Klassen with one of the many cataract patients she cared for while working
post-operatively on the Mercy Ship.
2
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
PRESIDENT
Christy Froese LPN
BOARD OF DIRECTORS
District I – Elisa Wiebe LPN
District II – Cheryl Geisel LPN
District III – Rodney Hintz LPN
District IV – Lindsay Maryniuk LPN
District V – Jodi La France LPN
District VI – Yvonne Maguet LPN
Public Members – Darlene Barbe
– Tricia Conroy
– Judy Harapiak
– Diwa Marcelino
– Susan Swan
EXECUTIVE DIRECTOR
Jennifer Breton LPN, RN, BN
EXECUTIVE OFFICE
Vicky Bering
Executive Assistant
Barbara Palz, HB Com, CGA
Business Manager
Renata Neufeld, BA (Hons), MPA
Consultant, Policy, Process and
Communications
REGISTRATION DEPARTMENT
Kathy Halilgan, BA (Hons), CTESL, CACE
Consultant, Credential Assessment
Kristy Rennie, LPN
Consultant, Registration
Tavia Palmer-Scott
Administrative Assistant, Registration
PROFESSIONAL CONDUCT
DEPARTMENT
Nikki Brett, LPN
Consultant, Conduct
Alyssa Harder
Administrative Assistant, Conduct
PROFESSIONAL NURSING
PRACTICE DEPARTMENT
Tracy Olson, LPN
Consultant, Practice
Carrie Funk, LPN
Consultant, Practice
EDUCATION AND PROGRAM
EVALUATION DEPARTMENT
Michael Roach, BScN
Consultant, Education Programs
Evaluation
RECEPTION
Dina Bering
Receptionist
ADVERTISING
To advertise in the Practical Nursing
Journal, please contact:
McCrone Publications Inc.
Email: [email protected]
Toll Free: 1-800-727-0782
Fax: 1-866-413-9328
TABLE OF CONTENTS
President’s Message
4
Getting Ready for the RHPA
6
Lindsay Maryniuk— Meet the New Vice President of
the CLPNM
6
Call for Nominations: Board of Directors
8
Regulatory Bulletins
10
10-11
Ask a Practice Consultant
CCP Audit Facts
12
Nursing Fatigue
13
Manitoba Has an Apology Act
14
The Reserved Acts
15
New Code of Ethics
16-17
Pray and Jump In: Healing the World’s Poor Aboard
the Africa Mercy
18-19
Intercultural Competence: Serving and Protecting
the Public
20
2015 College Excellence Awards
21
2015 CLPNM Excellence Awards Nomination Form
22-23
2014 Oﬃce Closure Dates
Oﬃce closes 2:00pm December 23, 2014 and re-opens 9:30am January 2, 2015
January 28, 2015
May 18, 2015
September 7, 2015
February 16, 2015
June 1, 2015
October 12, 2015
April 3 and April 6, 2015
July 1, 2015
November 11, 2015
August 3, 2015
Fragrance-Free Notice
In response to health concerns, CLPNM has a Fragrance-Free Policy and is a scent-free
environment. Please do not use scented products while on the CLPNM premises for
work, education, appointments, or other business.
College of Licensed Practical Nurses of Manitoba
463 St. Anne’s Road
Winnipeg, MB R2M 3C9
Telephone: (204) 663-1212
Toll Free: 1-877-663-1212
Fax: (204) 663-1207
Email: [email protected]
Publications Agreement #40013238
4
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
PRESIDENT’S MESSAGE
Hello LPN colleagues,
It is hard to believe that 2015 is just
around the corner! I appreciate the New
Year as a time to reflect on the past and
to look ahead to the future.
Reflecting on this past year, the CLPNM
staﬀ and Board of Directors have been
extremely busy and have certainly
accomplished a lot:
• Approval of the new Code of Ethics
• Distribution of new Regulatory
Bulletins
• Movement of the Licensed Practical
Nurses Foundation under the
Winnipeg Foundation
• Appointment of the CLPNM to fall
under the RHPA – Regulated Health
Professions Act
• Review of President Succession
Planning
• Appointment of a Vice President:
Lindsay Maryniuk
• Launch of the new National Nursing
Assessment Service (NNAS)
• Approval of new Investigation
Committee Policies
• Revisions to Board Policies
• The provision of new Board Education
• Renovations to the CLPNM building
to allow for a second bathroom and
additional meeting space
• Redesign of CLPNM’s website
Looking ahead to the upcoming year,
the CLPNM will continue to work on
revising all documents to align with
the RHPA.
The Board will also see changes this
next year. Nominations will be taking
place in Districts 2, 4 and 6, and a new
President will be appointed. I have
resigned my position as President
eﬀective June, 2015. The Board of
Directors will appoint a new President
at the spring Board meeting. I have
enjoyed serving as President of the
CLPNM tremendously, and I look
forward to my last months with the
CLPNM.
-Christy Froese LPN
Season’s Greetings to all LPNs from the Board of Directors
and the College of Licensed Practical Nurses of Manitoba!
Thank you to all nurses who will be working
this holiday season.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
LINDSAY MARYNIUK—MEET THE NEW
VICE PRESIDENT OF THE CLPNM
much to teach us. It is rewarding to hear
people’s stories as each and every one of
them teaches us so much about life; they
have made a lasting impact on my life and
have shaped who I am as a nurse, and for
that I am forever grateful.
Lindsay Maryniuk and Christy Froese.
In September 2014 the Board of Directors
of the College of Licensed Practical
Nurses of Manitoba (CLPNM) appointed
a Vice President, Lindsay Maryniuk. The
President of the CLPNM, Christy Froese,
sat down with Lindsay to learn more about
her decision to enter nursing and her
passion for the profession after a lengthy
career as a civilian aircraft engineering
journeyman.
Can you tell me a little bit about
yourself?
I am a 38-year-old married mother of
3 rambunctious, busy boys. My eldest is
12 and the twins are 8. I spend a lot of
time running to various sporting activities
i.e. hockey, judo, baseball and school
sports. Prior to my career in nursing, I
spent 13 years working as a civil aircraft
engineering journeyman on a military
contract in Southport, Manitoba where I
worked on turbine and piston engines
as well as helicopters. December 2010 I
graduated from an LPN program. I enjoy
volunteering at numerous sporting
events; I have volunteered as a canvasser
for both the Heart and Stroke Foundation
of Manitoba and the Alzheimer’s Society
of Manitoba.
What made you decide to go into
nursing?
Having had to make a career change, I
decided to go into a profession where I
could really make an impact on people’s
lives. Before I got into aviation, I was
a health care aide working in geriatric
care in Portage la Prairie. I loved how
rewarding it was to work with people that
really needed someone to care for them.
People are very vulnerable when we
meet them as nurses, and they have so
We all need people in our lives that care.
I have experienced vulnerability three
times in my life—once myself, once with
my child and once with my grandfather.
Words cannot describe how it feels to
have someone you do not know, but
that you completely trust, help you get
through these really diﬃcult times. As
a result, the word that always comes to
my mind is magnificent. The nurses I met
were just that—magnificent! Therefore,
when I chose the profession of nursing,
I firmly decided that I would make an
impact on my clients’ lives. I would
make sure to really listen to their stories
and advocate on their behalves. I also
made a promise to myself that I would
continue to develop professionally, so
that I, too, could be that magnificent
person for someone else.
How long have you been nursing?
I have been nursing since December 2010.
Where are you employed and in which
area of nursing?
I work at the Portage District General
Hospital on the surgical ward. I enjoy every
aspect of surgical nursing, but I also have a
passion for end-of-life and palliative care.
When did you join the CLPNM Board of
Directors?
I joined the Board in 2012.
On behalf of the CLPNM’s Board of
Directors and staﬀ, congratulations on your
new appointment Lindsay!
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
CALL FOR NOMINATIONS:
BOARD OF DIRECTORS
In accordance with Article III Section 3.5[a] of the by-laws, election of the Board of Directors shall be held by May 1 each year. The districts
below are now open for nomination.
District 2 – Parkland and Interlake Regions
District 4 – South Westman and Central Regions
District 6 – Winnipeg Region
All registrants on the active practicing register of the College of Licensed Practical Nurses of Manitoba who are practicing in the electoral
District that is accepting nominations are invited to submit names of nominees.
Nomination Form
A current resume of the nominee must be submitted along with the nomination form by February 20, 2015. Forms that are not
accurately completed will not be accepted. For the complete list of nomination rules (policy BG-12), please visit the CLPNM website at
www.clpnm.ca. If you have any questions, please contact the CLPNM at (204) 663-1212.
Nominator Information:
We
(1) Print: (full name) _______________________________________________ , Registration Number _____________________
Signature: _____________________________________________________ , Date ___________________________________,
(2) Print: (full name) _______________________________________________ , Registration Number _____________________
Signature: _____________________________________________________ , Date ___________________________________,
(3) Print: (full name) _______________________________________________ , Registration Number _____________________
Signature: _____________________________________________________ , Date ___________________________________,
Registrants in good standing on the active practicing register of the College of Licensed Practical Nurses, in accordance with policy
BG-12: Nomination Rules, do hereby nominate
(print name) ________________________________________________to represent District _________ on the Board of Directors of CLPNM.
Nomination Acceptance
I (print name),__________________________________________________, certify that I have no involvement or aﬃliation with the
Manitoba Nurses’ Union beyond what is required by my employer for employment.
I (print name),__________________________________________________, registration number _____________________, a registrant in good
standing on the active practising register of the College of Licensed Practical Nurses residing or employed in District _______________
do hereby accept the nomination for election to the position of Director to the Board of the College of Licensed Practical Nurses of
Manitoba, and if elected do hereby consent to serve in that capacity to the 2017 Annual General Meeting.
Signed this ____________________________________ day of ______________________________, 20_______.
Signature: ___________________________________________________________________________ (nominee).
Please Note: A resume must be completed and submitted with this nomination form to the CLPNM oﬃce on or before the deadline date
of February 20, 2015. For the complete list of nomination rules (policy BG-12), please visit the CLPNM website at www.clpnm.ca.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
REGULATORY
BULLETINS
The College of Licensed Practical
Nurses of Manitoba’s (CLPNM’s)
regulatory bulletins are practice
directions that guide licensed practical
nurses (LPNs), graduate practical
nurses (GPNs), and student practical
nurses (SPNs) in understanding their
responsibilities and legal obligations;
thus, enabling them to make safe and
ethical decisions.
You can find the following regulatory
bulletins, available to all registrants,
employers and members of the public,
under the Resources tab on the
CLPNM’s website (www.clpnm.ca):
• Graduate Practical Nurse (GPN)
Practice
• Electronic Communication and
Social Media
• Duty to Care
• Independent Practice
• Nursing Foot Care
• Delegation to Unregulated Health
Care Providers
All CLPNM registrants are expected to
comply with the direction found within
the regulatory bulletins. Failure to do
so may be deemed as professional
misconduct.
The CLPNM notifies registrants and
stakeholders through email regarding
any changes to its regulatory bulletins.
Communication can also be found
within the CLPNM’s PN Journal and on
the CLPNM website to assist with the
circulation of this information.
Should you have any questions
regarding regulatory bulletins, or
any other practice-related concerns,
please contact the CLPNM’s practice
department:
CLPNM Practice Department
204-663-1212
[email protected] or [email protected]
ASK A
PRACTICE CONSULTANT
Q: “The morale at my workplace is at
an all-time low. Many seem worried
about being mandated to work
overtime hours because of frequent
sick-time and the amount of recent
staﬀ turn-over. I am worried about
the quality of client care and of our
work environment. What can we do
to improve our workplace?”
A: Nurses1 are key contributors to the
delivery of quality health care in the
ever-changing and demanding health
care system. Maintaining quality
client2 care and creating a work-life
balance can be challenging.
A quality work environment is
where goals and needs of both
clients and care providers are met;
while collaborating to meet clients’
individual and optimal health
objectives within legal, economical
and quality frameworks mandated by
the organization(s) and jurisdiction(s)
in which care is provided.
The College of Licensed Practical
Nurses of Manitoba’s (CLPNM) Code
of Ethics (December 2014) serves
as the foundation for the nurse’s
professional practice. Further, the
Code of Ethics:
• outlines the nursing profession’s
commitment to respect,
promote, protect, and uphold the
fundamental rights of people who
are both the recipients and the
providers of health care;
• describes the accepted standards for
ethical decision-making, ethical practice,
and the professional conduct expected
of nurses, and
• provides a framework for professional
integrity, accountability, and
responsibility.
All nurses, in all roles and settings, are
held accountable for understanding,
upholding, and promoting the ethical
standards of the profession.
The Code of Ethics articulates specific
values that underpin the ethical standards
of the profession. One of these values
includes quality work environments.
Undoubtedly, a substandard work
environment will have a negative
eﬀect on the therapeutic nurse-client
relationship. Negative consequences of
working in a dysfunctional atmosphere
may have adverse eﬀects on client care
and on care providers’ physical and
psychological health, which may increase
clients’ uncertainties and fears for their
well-being.
Safe, competent and ethical client care
delivery is a responsibility shared by
nurses, employers, health authorities,
regulatory bodies, unions, educational
institutions, accreditation organizations,
governments, communities and
individuals. Leadership is also a shared
responsibility and is an essential
element for quality professional practice
environments.
1
In this article, “nurse(s)” refers to the following CLPNM registrants: licensed practical
nurses (LPNs), graduate practical nurses (GPNs), and student practical nurses (SPNs).
2
In this article, “client(s)” refers to the person with whom the nurse is engaged in
a professional therapeutic relationship. The client may also include the natural
supports and/or substitute decision-makers for the individual client. The client may
also be a family, group/aggregate, or a population residing in a specific community.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
The public depends on nurses to
practice leadership competence
by advocating for their health care
needs and well-being. An eﬀective
nurse leader is an individual who
elicits input from others to formulate
a clear vision of the preferred future,
and collaborates with others to make
that vision happen. All practitioners
are expected to provide leadership
in the identification and resolution
of professional practice issues.
When issues arise, it is important to
continue to communicate and work
towards a common resolve by:
• clarifying the issue by identifying
what type of violation it is (i.e.
ethical, labour relations, work
environment, etc.);
• using the professional Standards
of Practice as a framework;
• being objective and by documenting
concerns where appropriate;
• presenting concerns to the
appropriate person(s); and
• continuing to work towards
resolving the issue.
Nurses, as members of a selfregulating profession, are responsible
for knowing the Code of Ethics, are
accountable for their actions and
decisions, and are answerable to the
CLPNM for their practice. It is the
expectation that the nurse will:
• participate in creating and
maintaining safe and equitable
social and economic working
conditions in nursing;
• use resources eﬀectively and
eﬃciently when providing nursing
services;
• promote a practice environment
that supports ethical behaviour and
practice;
• advocate for developing, implementing,
and evaluating best practice guidelines,
and
• promote an environment in which
the human rights, values, customs,
and spiritual beliefs of the individual,
family, and community are respected
(CLPNM, Code of Ethics December
2014).
Building an organizational infrastructure
that creates a climate that stresses a
common mission and core values starts
with explicitly stated expectations.
These expectations, which may include
the following list (but are not limited to
it), are:
• eﬀective communication and
collaborative processes and systems;
• health team members who participate
in the development of policies,
allocation of resources and provision of
client care;
• suﬃcient staﬃng levels to support
holistic therapeutic relationships for the
delivery of safe, competent and ethical
care in accordance with jurisdictional
practice standards, and
• team members who participate
in reflective and professional
development practices.
Achieving quality and healthy work
environments requires a willingness to
change with interventions that target
underlying workplace and organizational
factors. Changes that involve current
best practices can be successfully
implemented only where there are
adequate planning processes, resources,
11
organizational and administrative
supports, along with appropriate and
shared facilitation. Implementing
positive and eﬀective changes will
make a diﬀerence for safe, competent
and eﬀective client care delivery, and
for a nurse’s work-life balance.
The CLPNM practice department
provides consultation to registrants,
employers and other stakeholders
regarding LPN practice. The practice
department may be reached by
phone at (204) 663-1212 extension
110 or 111; as well as by email at
[email protected] or [email protected].
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
CCP AUDIT FACTS
Purpose
The purpose of the Continuing Competence Program (CCP) audit is to
allow the College of Licensed Practical Nurses of Manitoba (CLPNM) to
ensure the continual, lifelong learning of practicing Licensed Practical
Nurses (LPNs) in Manitoba.
The purpose of this document is to provide employers and CLPNM
registrants with important dates and considerations regarding the
CCP audit.
About the CCP audit
Important dates
Mid-February
Notifications of Audit Phase One (1)
results are sent out.
Early March
The annual CCP audit process is conducted
through three (3) phases. After each
audit phase, the CLPNM contacts audited
registrants to inform them of the audit
outcome. If a registrant meets the
requirements, they do not have to go to
the next phase.
Notifications of Audit Phase Two (2)
results are sent out.
Audit One
Early May
The first phase of the CCP audit takes place
in January, and registrants are notified of
the results in mid-February.
Notifications of Audit Phase Three (3)
results are sent out.
Registration renewal
Registrants selected for the CCP
audit who have met all other
requirements for registration
renewal shall be subject to a
conditional 2015 license. The
audited individual’s ability to
practice fully as an LPN is not
aﬀected by the condition. Upon
successful completion of the
CCP audit, the condition shall be
removed.
Audit Two
The second phase of the CCP audit
takes place at the end of February, and
registrants are notified of the results in
early March.
Audit Three
The third and final phase of the CCP
audit takes place at the end of April, and
registrants are notified of the results in early
May.
Notification of Results
After each audit phase, results are sent to
the registrants via email and by regular or
registered mail. If a registrant has not met
the requirements of the CCP audit at any
point during the audit phases, there are time
sensitive follow-up requirements imposed
on the registrant; there is also a requirement
for the registrant to forward an employer(s)
verification form to their current employer(s).
The employer(s) is required to complete this
form and forward it to the CLPNM. Employer
verification forms are not accepted if
submitted by the registrant.
If a registrant has not met the CCP audit
requirements during any phase of the audit
and fails to comply with directions provided
by the CCP auditors and/or the Executive
Director within the deadline imposed, the
registrant’s active practicing registration may
be cancelled. This means their registration
will no longer be valid, and they will not be
authorized to practice as a licensed practical
nurse (LPN) in Manitoba.
It is the responsibility of each registrant
to ensure their registration is active and
in good standing in order to practice as
an LPN. Therefore, if a registrant has not
received notification from the CLPNM with
regard to the results of their CCP audit, they
are responsible to contact the CLPNM for
verification of their audit results.
Audit Completion
Once a registrant has successfully
completed the CCP requirements during
any point of the CCP audit, the CLPNM
notifies the registrant and the employer(s)
(as listed on the registrant’s file at the
CLPNM) that the LPN’s registration status
is no longer conditional as they have now
met all of the CCP requirements.
For further information regarding the CCP
audit, please visit the CLPNM website at
www.clpnm.ca or contact the CLPNM oﬃce
at 204-663-1212 or 1-877-663-1212.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
13
NURSING FATIGUE
This article was originally printed in the RPN Journal, summer edition, 2013, a publication of the Registered Practical Nurses
Association of Ontario, and is reprinted with their permission.
Sue Bookey-Bassett has no illusions about the massive toll
fatigue can take on nurses.
an extra shift when they are already
exhausted. Or nurses may work in
institutions that frown upon taking
breaks.
One of her colleagues, a fellow nurse, was
driving home after working a long, tiring
shift one morning when she got into a car
accident. She later died from her injuries.
These types of attitudes need to
change, according to Bookey-Bassett.
Health-care leaders need to recognize
that having tired, stressed out or even
burned out nurses can compromise
patient safety. Health-care leaders
should have an open, honest discussion
about the reality of nursing fatigue and
develop strategies to combat it.
The tragic event inspired Bookey-Bassett
to pursue her research interests into
further understanding the work-related
causes of fatigue faced by nurses. And
what she has discovered is both eyeopening and troubling.
Nurses are at high risk of suﬀering from
fatigue, stress and burnout as a result
of long hours, irregular shifts, inability
to take breaks and other job-related
demands. The consequences of fatigue
are significant and can result in increased
absenteeism, medication errors, diﬃculty
concentrating and other problems that
could potentially put patients at risk.
Nurses who suﬀer from prolonged
fatigue are also more likely to leave the
profession and even develop health
problems, such as cardiovascular disease,
depression and obesity.
“I can’t emphasize enough how important
this issue is,” says Bookey-Bassett, who is
a part-time faculty member and doctoral
student studying at McMaster University
in Hamilton, Ont. “Nurses need to know
about the risks of fatigue so they can do
something about it.”
Although the term “fatigue” is often
used to cover everything from everyday
tiredness to overwhelming exhaustion,
it can actually be separated into three
separate categories. Fatigue describes
general tiredness and can be quite
common, while stress sets in when
nurses face too many demands, aren’t
able to take breaks or face other serious
challenges.
Burnout is at the extreme end of the
spectrum. It occurs when people are
exhausted and cynical about the work
they do. It can have a major impact on
the way nurses interact with patients and
families. “Nurses experiencing burnout
are so exhausted and they become so
lackadaisical in their work. They just don’t
care anymore, “says Bookey-Bassett.
A survey conducted in 2010 by the
Canadian Nurses Association and the
Registered Nurses’ Association of Ontario
found that 55 per cent of nurses say they
almost always feel fatigued at work, while
80 per cent said they always feel fatigued
when they finish work. Many of the
nurses included in the survey said fatigue
interfered with their ability to make good
decisions and exercise sound judgment.
Part of the problem is many nurses may
not even be aware of the fact workrelated fatigue isn’t normal. Increasing
awareness of the realities of fatigue—and
the serious consequences it can have—is
a vital factor in combatting the problem.
And that means health-care organizations
must get on board, too. In many centres,
nurses may be reprimanded or develop
a negative reputation if they decline
For instance, airline pilots must take
mandated breaks and are not allowed
to work for extremely long periods
that could compromise their cognitive
abilities. The same should apply to
nurses, who are responsible for the
safety and well-being of patients. “It’s
recognizing fatigue is an issue as well
as increasing awareness and developing
policies so that nurses are able to take
breaks and get the rest they need when
they are tired,” says Bookey-Bassett.
But this also means nurses shouldn’t
be afraid to speak up and talk to their
colleagues about the challenges they
face when it comes to overcoming
fatigue.
Nurses may not be able to overhaul
these workplace cultures by
themselves. But speaking out about
fatigue and the problems it can cause
could start a new conversation – one
that can lead to changes that can
help reduce levels of fatigue in the
profession.
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
MANITOBA HAS AN APOLOGY ACT – LEARN MORE ABOUT IT!
THE IMPORTANCE AND IMPACT OF AN APOLOGY
An Information Sheet from the Manitoba Institute for Patient Safety and the
Manitoba Alliance of Health Regulatory Colleges
Patients a and their families expect to be told when
something has happened that has harmed them or had
the potential to harm them. Patients have a right to
know this information. Informing them honestly and
fully is the right thing to do.
what has happened. They “are the second victims,
devastated by having been the unwitting instrument
that seriously harmed another” 5. Apologizing, expressing
remorse, and a desire to make amends, can lead to
forgiveness and healing for health professionals as well.
How to apologize / What you can do.
Disclosing and apologizing go hand in hand.
After advising a patient of a harmful event, including
a critical incident b, it is natural to follow with a sincere and
honest expression of regret (an apology).
Why patients need to hear an apology.
An apology, given sincerely, can help lessen the emotional
impact of the harm, be therapeutic for the patient and health
professional as well as lead to healing, regaining trust, and
a greater possibility of reconciliation 2,3. Apologizing –
demonstrating our humanity and the concern we feel
makes it possible for the patient and family to forgive.
By apologizing am I admitting liability?
No. An apology can’t be admitted as evidence of fault
or legal liability. The majority of Canadian Provinces and
Territories, including Manitoba 4, have enacted apology
legislation which prohibits apologies from being used in court.
Why do we have Apology Legislation?
$VLJQLÀFDQWQXPEHURISDWLHQWVZDQWDVLQFHUHDSRORJ\
for what has happened to them. Health professionals may
be afraid that apologizing to a patient will create legal
liability, or will negatively affect their malpractice insurance
coverage. This is not the case in Manitoba. The Apology Act
allays these fears and concerns. Allowing health professionals
to apologize freely, without creating liability, provides an
opportunity to begin making amends.
Why apologizing can also heal the practitioners
involved.
After a patient is harmed, health professionals often feel
fear, remorse, guilt, shame, self-anger and depression for
a
Talk with your team about who will apologize and how
the apology should occur. The words “I’m sorry” should
be part of any apology 2. Apologize as soon as possible.
Be compassionate, honest and sincere in your apology.
An apology will not be as easy to accept if the patient feels
you are forced to apologize or are not genuine in your
apology 2,3,6. The following may take place over several
meetings. These are guidelines. Check your organizational
policies for further information.
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has happened.
([SODLQWKHIDFWVRIZKDWKDVKDSSHQHGZLWKRXW
accepting or assigning blame.
([SODLQKRZWKHLQFLGHQWZLOODIIHFWWKHKHDOWKRIWKH
patient.
0DNHDJHQXLQHDSRORJ\IRUWKHLQFLGHQWWKDWVKRZV
remorse, humility and compassion. Consider using
words like “I feel badly for what happened.” “We are
sorry.” “We know that what happened has caused you
unnecessary pain/anguish/health complications….”
([SODLQZKDWFDQKDSSHQWRKHOSUHPHG\WKHVLWXDWLRQ
'RFXPHQWWKHFRQYHUVDWLRQZLWKWKHSDWLHQWDQGIDPLO\
,ISRVVLEOHH[SODLQZKDWZLOOFKDQJHVRWKLVVDPH
situation is less likely to happen to other patients in
the future. People usually want to know that some good
may come about as a result of the situation that has
caused them emotional or physical pain.
2QFHWKHHYHQWKDVEHHQUHYLHZHGIROORZXSZLWKWKH
patient to see how they are doing and advise them on
what progress has taken place to reduce the likelihood
that it does not happen again to others.
The term “patient” includes any recipient of care by a health professional in any setting
bA
critical incident1 is an unintended event that occurs when health services are provided to an individual that result in serious and undesired effects such
as death, disability, injury, harm, an unplanned admission to hospital, or an extension of care in hospital. The unintended event is not as a result of the
patient’s illness or the risk in treating the illness, but from the healthcare provided.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
15
THE RESERVED ACTS
Frequently Asked Questions for LPNs
The College of Licensed Practical Nurses of Manitoba (CLPNM) recently requested input from our
members to help us document the health care activities LPNs are performing safely and eﬀectively
in Manitoba today. This consultation is being carried out as part of the transition to The Regulated
Health Professions Act (RHPA).
To date, over 600 Manitoba LPNs
have responded to our surveys or met
with us at one of our consultation
sessions. CLPNM would like to thank
all those who contributed their time
and shared information about their
practice. These responses will help us
to demonstrate all the activities LPNs
are trained and skilled to perform and
their contributions to Manitoba’s health
care system in communities throughout
Manitoba.
In their responses, some LPNs asked
questions about the reserved acts or
shared concerns about what this might
mean to the future of the profession.
These questions and concerns are
addressed below.
What are the “reserved acts?”
The RHPA includes a new approach
to regulating who does what in the
provision of health care services. It does
this by identifying certain health care
activities as “reserved acts.” These are
activities that could pose significant
risk or possible harm to the public if
performed by someone without the
necessary competence and skill.
Will other health professions also
have to validate the reserved acts
they are competent to perform?
Yes. All regulated health professions
will be required to provide to
Manitoba Health, Healthy Living and
Seniors a submission requesting
authorization for the reserved acts
their members have the competence
and skill to perform. In addition, for
some reserved acts, the qualifications
or other specific requirements their
members must meet will need to be
specified.
Will more than one profession be
able to perform the same reserved
act?
Yes. The performance of a reserved
act may be authorized to a number of
regulated health professions.
Is there an intention to reduce
current LPN scope of practice?
No. The intent of the RHPA is to
ensure public protection and
accountability and to promote interprofessional practice. The intent of
the consultation process is to help
CLPNM demonstrate the activities
LPNs are qualified to perform and are
performing safely and eﬀectively in
Manitoba today.
How can I find more information?
You can read more about the RHPA at
http://www.clpnm.ca/rhpa.html.
You can also contact Renata Neufeld,
Policy, Process and Communications
Consultant, at CLPNM at 204-663-1212
or 1-877-663-1212 toll free
or at [email protected].
16
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
NEW CODE OF ETHICS
CLPNM’s new Code of Ethics goes into eﬀect on December 1st, 2014. The new Code of Ethics was
developed in preparation for transitioning under the Regulated Health Professions Act (RHPA) and
will replace the current Code of Ethics and Student Code of Ethics.
All registrants, including licensed
practical nurses (LPNs), graduate
practical nurses (GPNs) and student
practical nurses (SPNs) in all roles
and settings are held accountable
for understanding, upholding and
promoting the ethical standards of the
profession as outlined in the new Code
of Ethics.
What are ethics?
Ethics is the philosophical study of
what is right and what is wrong. It
is the study of values, beliefs and
morals. Nurses are continually making
decisions about the right course
of action. In Nursing, ethics are the
study of good conduct, characters
and motives. They are the values and
standards that the profession strives to
uphold and are outlined in the CLPNM
Code of Ethics (Potter & Perry, 2010).
What is a code of ethics?
A Code of Ethics serves as the
foundation for the nurse’s professional
practice. It outlines the commitment
to respect, promote, protect and
uphold the fundamental rights of
people who are both the recipients
and the providers of health care. The
Code of Ethics describes the accepted
standards for ethical decision-making,
ethical practice and the professional
conduct expected of nurses; it
also provides a framework for the
professional conduct expected of
nurses.
The values of the Practical Nurse in
Manitoba are outlined in the CLPNM’s
Code of Ethics and are the foundation
of practical nursing practice.
What are values?
The ethical values of the Practical
Nurse in Manitoba are:
Values are the foundation of ethics:
the moral beliefs of an individual
or group. In regards to nursing,
they can be broken down into two
distinct groups: personal values and
professional values. Personal values
are unique to each individual and
are usually influenced by social and
cultural norms. Both the nurse and
their clients have their own personal
values. Professional values are the
moral beliefs of the profession. They
are the broad ideal of nursing care
and are established, reasonable
directions for practice. Practical nurses
have the responsibility to uphold their
client’s values and the profession’s
ethical values (Potter & Perry, 2010).
In nursing, ethical dilemmas can occur
when the nurse’s personal values
conflict with the values and beliefs of
their clients. The professional values,
as outlined in the CLPNM’s Code of
Ethics are designed to help guide the
practical nurse through these ethical
dilemmas.
•
Respect and dignity of the person
•
Compassionate care
•
Trustworthy professional
relationships
•
Informed decision-making
•
Safety and protection of the
public
•
Privacy and confidentiality
•
Justice, equity, and fairness
•
Quality work environments
What are ethical standards and
responsibilities?
The ethical standards are developed
to assist the practical nurse in
upholding the values of the
profession. They express the ideals
for nursing care, establish reasonable
directions for practice and govern
the conduct of the CLPNM members.
Much like the Standards of Practice,
all members of the CLPNM are held
accountable for upholding the ethical
standards of the profession.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
The six (6) Ethical Standards of the
CLPNM’s Code of Ethics are:
•
People-centred approach
•
Compassionate, safe, ethical and
competent care
•
Professional integrity and conduct
•
Collaboration with the health care team
•
Ethical management of personal
information
•
Professional responsibility and
accountability
Described below each individual
Ethical Standard are listed the ethical
responsibilities in the Code of Ethics of
each individual practical nurse. The nurse
engages in these responsibilities in their
daily nursing practice, and is therefore held
accountable to the ethical responsibilities
outlined in the Code of Ethics. The Ethical
Responsibilities can also be utilized
when the nurse is confronted with ethical
dilemmas.
17
Where do I go for more information?
The CLPNM Code of Ethics can be found on
our website at www.clpnm.ca. If you have
any questions regarding the Code of Ethics,
please contact the CLPNM at:
College of Licensed Practical Nurses
of Manitoba
463 St Anne’s Road, Winnipeg,
MB R2M 3C9
Phone: 204-663-1212
Toll Free: 1-877-663-1212
email: [email protected]
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18
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
PRAY AND JUMP IN:
HEALING THE WORLD’S POOR
ABOARD THE AFRICA MERCY
“Pray & Jump in” is beautifully painted
on a plaque that hangs on a wall in Laura
Klassen’s home in Niverville, Manitoba.
Meeting with Laura just weeks before she
embarks on another nursing adventure,
it was apparent that Laura’s faith and
compassionate heart are what initially
drove her into nursing, and that continue
to fuel her passion for helping others.
At the age of 41, Laura enrolled in an
RN program fulfilling a life-long desire
to become a nurse. Unfortunately, in
2003, Laura was involved in a motorcycle
accident, which left her with broken
bones, an inability to walk, and a
derailed dream. Due to the severity of
the accident, Laura was no longer able
to continue with her nursing program;
thus, she had to withdraw forcing her to
put aside her desire to become a nurse.
Miraculously, Laura was able to recover
from her accident, and at the age of 46
she was accepted into the LPN program
at Assiniboine Community College. At 48
years young, Laura graduated from the
program with honours, and with her four
children cheering in the audience.
Laura’s interest in nursing abroad began
one evening while she was watching
the Discovery Channel; the television
program Mighty Ships was showcasing
the Africa Mercy. The Africa Mercy is
currently the flagship of Mercy Ships,
and is the world’s largest charity
hospital ship solely dedicated to the
continent of Africa. Mercy Ships in an
international faith-based charity using
volunteers aboard hospital ships to
deliver transformational surgeries and
health care to those who do not have
access to health services. The mission
of Mercy Ships is to bring hope and
healing to the world’s forgotten poor
while delivering medical excellence free
of charge with integrity and compassion.
This unexpected interest in the Africa
Mercy turned into a new passion for
Laura.
The Mercy Ship docked in Conakry, Guinea where Laura boarded and began
her new nursing adventure.
After much prayer and discussion with
her family, Laura applied in early 2012
for a six-month term position aboard
the Mercy Ship as a ward nurse to begin
August 2013. However, in the fall of
2012, Laura was contacted and oﬀered
the opportunity to fill a current vacancy
in one of the Mercy Ship Programs, Field
Operations Eye Team, as an operation
assistant, which required her to leave
in two short months. She was able to
secure funding for her room and board
on the ship, and she received a leave of
absence from her employer in Manitoba’s
Southern Regional Health Authority.
She also managed to complete all of
her immunizations and secure travel
arrangements prior to departure. In
November of 2012, Laura quickly jumped
at the opportunity to join the Africa
Mercy docked in Conakry, Guinea.
Laura left for Africa in mid-November
and was welcomed at the Conakry
Airport by her team leader with open
arms and a teaching heart. Laura had
no previous experience in eye care, but
she was quickly taught the necessary
skills while being submerged into the
country, the language, and the culture.
Five mornings a week, Laura’s team,
which included 10 local translators,
was involved in the basic initial field
screening for cataracts. Afternoons were
spent in a field tent conducting more
extensive and thorough cataract testing,
as well as booking surgery dates and
times aboard the docked ship. The ship
could accommodate 10-30 surgeries
per day and all of the patients required
follow-up on day one postoperatively
as well as two weeks later. At the six
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
19
week mark, patients would then go to
the clinic for laser surgery, and the staﬀ
held a Celebration of Sight to mark the
momentous occasion.
Though working oﬀ ship provided
Laura with the luxury of experiencing
the culture of Conakry, she states that
the city itself felt challenging due to
the amount of crime, corruption, and
violence. The Africa Mercy’s security
team would leave the ship around 4am
to do crowd control as hundreds, as
many as a thousand, would want to be
seen. The team could perform up to
400 initial screenings per day using
very basic equipment; dilation drops
and a flashlight. Laura recalls many
heartbreaking moments when they had
to tell people that they could not be
helped due to glaucoma and/or other
debilitating diseases that the team was
not equipped to treat. “It was hard to turn
them away knowing that many would
become blind. It was especially diﬃcult
to see this in babies because their lives
were just beginning.”
The Mercy Ship’s oﬃce where Laura helped
organize and schedule upcoming surgeries.
Laura recalls that life aboard the ship was
lonely at times, but she states that God
provided many new friends and prayer
supports both locally and from home to
encourage and lift her spirits. The living
accommodations were small, and Laura,
like many volunteers, found living in
that tight community quite challenging.
One large room was shared by 8 people
where each bunk bed was separated by
a curtain; bunkmates could not stand in
the curtained oﬀ area together due to
the lack of space. In addition, all 8 people
shared one bathroom, which at times
could prove very trying.
The waiting room in Conakry, Guinea for patients requiring follow-up post-operatively.
Thankfully, the occasions of joy seemed to
outweigh the moments of disappointment,
frustration and heartache. Laura tearfully
recalls some of the more tender moments,
and truly believes “it was a joy to be part
of the life-altering surgeries for the poor
and disadvantaged of the city in which
we were docked.” One client in particular
really captured Laura’s heart. This client
had impairments from birth, and she had
been living with her condition while raising
her 12 children. Despite a potentially poor
prognosis, she had surgery on both of
her eyes. Post-operatively though, there
was minimal change to her eye-sight
and despite this outcome, the client had
no regrets. Laura followed this client’s
recovery and progress closely, and was
able to see the joy, peace, and healing in
her mind, body, and soul.
Laura’s initial term with Mercy Ships in
Guinea was supposed to be six months
long, but due to a serious medical concern,
the medical team aboard the ship thought
it would be best for Laura to return home
for treatment. As disappointed as Laura
was to leave Africa early, she states she
had peace about the whole situation. “We
do not always know why things happen
as they do, but they are always for our
good when we are in God’s plan for our
life. If you say “Yes” to his leading, He
will absolutely astound you with opened
doors and blessings you could only have
imagined.” Laura packed her bags that
night, and returned home the next day
hoping that the goodbyes said would not
be forever.
Fortunately for Laura, her medical
concern was only a scare and she was
subsequently given a clean bill of health,
which allowed her to dream again.
“Dreams, hopes and desires are the
things that make life worth living, and
if we are fortunate enough during the
fulfillment of our dreams to form spiritual
connections with others, the rewards are
immeasurable. Some people hold back
from pursuing their dreams because
they fear failure and covet the security
of the familiar. Dreams and desires
translate from the spiritual realm into our
reality when we relinquish our fears and
insecurities. The rewards far outweigh
any fear.” Just like Laura did the first time,
she prayed, jumped, and returned to the
Africa Mercy.
Laura accepted a nine-month term
starting in September 2014 working
as the Director of Field Operations in
Benin, Africa. She is the liaison between
the day workers, the surgeons, the ship,
and the translators. She also coordinates
surgeries and ensures the team has all of
the necessary equipment and supplies to
carry out field screenings. Though Laura
has now returned to the Africa Mercy,
this newest adventure still carries some
unknown factors as well as some feelings
of fear. But for Laura, “a leap of faith with
God’s leading will always be rewarded
when we oﬀer complete trust in His
direction for our lives. All I need to do is
pray and jump in.”
20
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
INTERCULTURAL COMPETENCE:
SERVING AND PROTECTING THE PUBLIC
It is no secret that Manitoba is a
multicultural province within a
multicultural country. In both our
professional and personal lives, each of
us routinely encounter and communicate
with people whose cultural background
is diﬀerent than our own. However, how
often do we ask ourselves whether
our communication and behaviour are
respectful of other cultures and their
inherent values and beliefs?
It goes without saying that
intercultural competence is crucial
to the nurse-client relationship;
however, it is also imperative that the
nurse be interculturally competent
when dealing with all members of the
health care team in order to protect
the health, safety and welfare of
the public. Standard III: Professional
Service in the Public Interest in the
LPN Standards of Practice states:
These questions are especially relevant
to those working in the nursing
profession. Intercultural competence
plays a large role in serving and
protecting the public. All nurses have
a responsibility to make sure that they
are both interculturally aware and
interculturally competent.
The Licensed Practical Nurse
provides nursing service and
collaborates with others in
providing health care, while
respecting individual beliefs.
According to the College of Licensed
Practical Nurses of Manitoba’s (CLPNM’s)
Code of Ethics (Ethical Standard 1:
People-Centred Approach) the ethical
responsibilities of Manitoba’s practical
nurses include:
•
•
Respecting the rights, values,
preferences, beliefs, cultural
background and knowledge of
the client, family/designate, and
community when planning for or
providing care and services.
Advocating for the client without
bias or discrimination.
Intercultural competence is required
for a licensed practical nurse (LPN),
graduate practical nurse (GPN) or
student practical nurse (SPN) to uphold
these ethical responsibilities, or any
other ethical responsibility listed under
the six Ethical Standards in the CLPNM’s
Code of Ethics (December 2014).
Indicator 3 of Standard III goes on to
say that the nurse:
communicates and collaborates
with appropriate professionals
and relevant others to attain client
health care outcomes.
To assist the nursing profession in
becoming more interculturally aware
and competent, Manola Barlow,
Diversity Coordinator at the Manitoba
Nurses’ Union (MNU), provides
intercultural workshops to MNU
members.
Manola oﬀers a range of workshops.
Topics in the past have included:
Introduction to the Role of Culture,
Creating a Welcoming Workplace,
Communicating in Multicultural Teams
and Intercultural Communication.
Manola will conduct a needs
assessment of her target audience
and customize the workshop for the
specific workplace.
Not only does she customize
workshops, she provides them for
free to MNU members. The length
of these workshops is determined
by the worksite; however, Manola
recommends 2-3 hours. She
describes these workshops as
significant because, “Manitoba is
a diverse province, with a growing
immigrant community. Nurses in
Manitoba come from a range of
backgrounds, and they come with
a variety of skills. Learning about
cultural awareness is the first step in
creating a welcoming environment.
Organizations that embrace principles
of cultural competency are better
equipped to attract and retain highly
skilled new Canadian workers.
They are also able to facilitate the
transition of new Canadians into the
workplace. Organizations that are
culturally competent are healthy
workplaces that prevent harassment
and discrimination based on cultural
misunderstandings.” Specifically in
the nursing profession, a culturally
competent workplace is one that can
better serve and protect the public.
Staﬀ from the CLPNM will participate
in a series of workshops facilitated
by Manola beginning December
2014. If you or your organization is
interested in finding out more about
the workshops she oﬀers, you can
contact Manola at:
Manitoba Nurses Union
204.942.1320 ext. 221
[email protected]
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
21
2015 COLLEGE EXCELLENCE AWARDS
Do you have a colleague who deserves recognition for
their ongoing commitment to their patients, their practice,
or to health care in general?
The Nursing Practice Award
The Educator Award
The Nursing Practice Award recognizes a licensed practical
nurse (LPN) who is actively practising, and through the lens
of person-centered care demonstrates outstanding care,
commitment, and competence. The recipient is recognized
by peers as one who contributes to the betterment of the
profession of practical nursing and health care in general.
This LPN also participates in the community, demonstrates
an ability to work collaboratively, and has an innovative
outlook.
The Educator Award recognizes and honours the
outstanding contribution of an LPN educator who has
strengthened the quality of practical nursing education in
Manitoba by providing leadership, commitment, creativity
and innovation in the delivery of practical nursing
programming. The recipient demonstrates a commitment
to educate and promote the utilization of LPNs to their
full scope of practice. The educator actively promotes
excellence in practical nursing education.
The New Graduate Award
The Leadership Award
The New Graduate Award recognizes a new LPN who, within
the first two (2) years of practice, has contributed energy
and commitment to nursing practice by participating in
activities that promote the optimal utilization of LPNs in the
practice setting. The recipient demonstrates the principles
of interprofessional collaboration and shows commitment to
personal professional development.
The Leadership Award recognizes and honours the
outstanding contribution of an LPN who has played a
pivotal role in licensed practical nursing by providing
leadership at the regional, provincial, and/or national
level. The recipient is a role model for the profession, a
visionary who inspires others, a strong communicator
and demonstrates the principles of interprofessional
collaboration.
The Nursing Mentor/Preceptor Award
The Nursing Mentor/ Preceptor Award recognizes an
LPN who enhances other’s intellectual and practice
competencies, and guides them into the LPN professional
community by providing advice, counsel, and support;
as well as by providing feedback, imparting valuable
information, and teaching by example.
The Special Recognition Award
The Special Recognition Award honours an LPN, member of
the public or organization whose sustained contribution,
dedication, commitment and achievement positively
impact practical nursing and the health care system on a
regional, provincial and/or national level.
22
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
2015 CLPNM EXCELLENCE AWARDS
NOMINATION FORM
Nomination Process
Submit a written statement (500 words or less) describing why the nominee deserves the award. Be clear and specific;
support your nomination with examples of how the nominee meets the award criteria. This information will be used to
determine the award winner; be as thorough as possible. Nominations will not be accepted without a written statement.
Please forward your completed nomination form, with
attached statement, on or before February 20, 2015.
By Email:
[email protected]
By Mail:
ATTN: Executive Committee Chair
College of Licensed Practical Nurses
of Manitoba
463 St. Anne’s Road
Winnipeg MB R2M 3C9
The College of Licensed Practical Nurses of Manitoba’s
(CLPNM’s) Excellence Awards will be announced and
presented on June 1, 2015 at the CLPNM’s Awards
& Recognition Dinner, following the Annual General
Meeting (AGM). The AGM and Awards & Recognition
Dinner will take place at the Viscount Gort hotel in
Winnipeg, Manitoba. Award recipients will be notified in
advance, so that they are able to attend the ceremony.
Nominees Must (ensure that the individual you are
nominating meets the following criteria):
1.
2.
Hold an active practicing license with the CLPNM
(exception is the Special Recognition Award & the
Educator Award).
Be currently employed as an LPN in Manitoba
(exception is the Special Recognition Award & the
Educator Award).
3.
Be actively practicing in any domain of nursing
(exception is the Special Recognition Award).
4.
Be in good standing with the CLPNM and any
other applicable professional body.
How to Apply:
1.
Ensure that the nominee meets the above
criteria, as well as the criteria outlined in the
award description.
2.
Fill out the application portion of this form (see
second page).
3.
Ensure the application is signed by two
nominators.
4.
Attach a written statement (500 words or less).
5.
Return to the CLPNM by mail or email no later
than February 20, 2015.
Note: The CLPNM may need to contact the nominee
for further information if required.
If you have any questions regarding the nomination process, please contact the CLPNM by phone at (204) 663-1212,
or by email at [email protected].
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
23
2015 COLLEGE EXCELLENCE AWARDS
NOMINATION FORM
Please select the award (select only one):
Nursing Practice Award
Educator Award
New Graduate Award
Leadership Award
Nursing Mentor/Preceptor Award
Special Recognition Award
Nominee Information:
Name:
Registration Number (if applicable):
Address:
Phone Number:
Employer (if applicable):
Education (list all formal education):
Nominator Information:
Name:
Address:
Registration Number (if applicable) :
Phone Number:
1st Nominator’s Signature:
Name:
Address:
Registration Number (if applicable):
Phone Number:
2nd Nominator’s Signature:
Note: Please ensure that you have read over the nomination process, and that the nominee is eligible to receive the
award. If you have any questions regarding the nomination process, please contact the CLPNM at (204) 663-1212,
or by e-mail at [email protected].
Please forward your completed nomination form, with attached statement, on or before February 20, 2015.
By Email:
By Mail:
[email protected]
ATTN: Executive Committee Chair
College of Licensed Practical Nurses of Manitoba
463 St. Anne’s Road
Winnipeg MB R2M 3C9
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
NOTICE TO REGISTRANTS:
BY-LAW AMENDMENTS BY THE CLPNM
BOARD OF DIRECTORS
The CLPNM Board of Directors has amended the By-laws. The amendments will be presented for approval at the 2015 Annual General
Meeting (AGM). Please contact Christy Froese LPN, President, if you have any questions or comments by phone at (204) 663-1212, or
by email at [email protected].
Current By-law Wording
Proposed Changes:
3.2 Term of Oﬃce
3.2 Term of Oﬃce
a] Subject to subsection 3.3, the term of oﬃce
of all Board members except the President
shall be two years.
a] Subject to subsection 3.3, the
term of oﬃce of all elected
Board members shall be two
years; however, the incumbent
may continue to hold oﬃce
upon completion of a term
until a successor is elected
or, if required, subject to 3.8,
appointed by the Board.
b] Appointed Board members, who are not
members of the College and subject to the
Act, may serve indefinite two (2) year terms
at the discretion of the Board.
c] The President shall provide written notice of
his/her intent to seek re-election or intent
to resign at the spring Board meeting, 1 year
prior to that event.
d] The Vice-President’s term of oﬃce will be
determined by the Board upon appointment.
b] The President may serve more
than one term but not more than
three consecutive terms, however,
the President may continue to
hold oﬃce upon completion
of a term until a successor is
appointed or elected by the
Board.
c] Before the end of the two year
term, the incumbent President
shall provide written notice of
his/her intent to seek re-election
or intent to resign.
d] Appointed Board members, who
are not members of the College
and subject to the Act, may serve
indefinite two (2) year terms at
the discretion of the Board.
e] The Vice-President’s term of
oﬃce will be determined by the
Board upon appointment.
Rationale
Currently the President may serve
indefinitely. The proposed By-law
changes will limit the President’s
term of oﬃce to two years, up to
a maximum of three consecutive
terms.
The proposed By-law change also
ensures the Board can continue
to carry out its business while
replacement Board members are
appointed or elected.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
Current By-law Wording
Proposed Changes:
3.3 Eligibility to Hold Oﬃce
3.3 Eligibility to Hold Oﬃce
a] Registrants on the register of practising
licensed practical nurses who are in good
standing shall be eligible for election or
re-election to the Board, with the following
exceptions:
a] Registrants on the register of
practising licensed practical
nurses who are in good standing
shall be eligible for election or
re-election to the Board, with the
following exceptions:
i. employees of the College; or
ii. individuals who hold oﬃce on the Board
of a nursing bargaining unit.
b] If an elected registrant ceases to be a
practising licensed practical nurse, they
shall cease to be a member of the Board.
c] Board members seeking election to the
position of President shall:
i. Declare in writing their intention to run
for oﬃce at the spring Board meeting
prior to the annual meeting.
ii. Submit a resume.
iii. Provide evidence their nomination has
been supported by at least three Board
members.
d] The President shall be eligible for
re-election for indefinite terms at the
discretion of the Board.
e] The Vice-President must be a member of the
Board to be eligible for the nominations.
25
Rationale
The former 3.3 (d) has been
deleted to reflect the proposed
change to the President’s term of
oﬃce.
i. Employees of the College; or
ii. Individuals who hold oﬃce
on the Board of a nursing
bargaining unit.
b] If an elected registrant ceases to
be a practising licensed practical
nurse, they shall cease to be a
member of the Board.
c] Board members seeking election
to the position of President shall:
i. Declare in writing their
intention to run for oﬃce at
the spring Board meeting
prior to the annual meeting.
ii. Submit a resume.
iii. Provide evidence their
nomination has been
supported by at least three
Board members.
d] The Vice-President must be
a member of the Board to be
eligible for the nominations.
3.7 Meetings
3.7 Meetings
d] Written notice of meetings of the Board,
stating the business to be transacted,
shall be given to each Director not less
than fifteen (15) calendar days before the
meeting. Notice of any meeting or any
irregularity in any meeting notice may be
waived by any Director.
d] Written notice of meetings of the
Board, stating the business to be
transacted, shall be given to each
Director not less than fourteen
(14) calendar days before the
meeting. Notice of any meeting
or any irregularity in any meeting
notice may be waived by any
Director.
The proposed change sets the
notice period for Board meetings
at 14 instead of 15 days, to
better reflect the administrative
processes of the College.
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
Current By-law Wording
3.8 Vacancies
a] If a Board member resigns, or dies, or is
suspended and is removed from the Board,
the Board shall declare the oﬃce vacated
and may appoint a successor, in the manner
hereinafter set out, to hold oﬃce until the
end of the current term of oﬃce.
b] Vacancies on the Board, so long as a quorum
of Board members remains in oﬃce, shall be
filled in the manner hereinafter set out:
i. Vacancies among the oﬃcers shall be
filled by appointment by the Board of a
then incumbent Board member.
ii. If an elected Director is elected to the
oﬃce of President or Vice-President,
the Board shall declare the Director’s
position vacant and shall order that a
by-election be held within the electoral
district.
iii. If there is a Vice-President, that person
shall fill the vacancy in the oﬃce of
President for the remainder of the
predecessors’ term.
iv. A vacancy among the Directors in the
first year of the vacating Director’s term
shall be filled by calling a by-election in
the electoral health district from which
the vacancy occurred.
v. A vacancy among the Directors in the
second year of the vacating Director’s
term shall be filled by appointment by
the Board.
c] A vacancy that cannot be filled by a member
in the electoral health district from which
the vacancy occurs; the Board shall fill that
vacancy by appointment.
d] If vacancies on the Board number such that
there is not a quorum of elected Directors
remaining, the remaining Board Directors
shall be forthwith call an election to fill the
vacancies.
Proposed Changes:
3.8 Vacancies
Add:
e] In the event that the President
position becomes vacant
before the end of a term;
if there is a Vice-President
appointed, they shall
assume the role of President
for the remainder of the
predecessor’s term. If there is
no Vice-President, the Board
shall convene and appoint
a new President subject to
Article 3 of the College Bylaws.
Delete 3.8 b(iii)
Rationale
The proposed addition clarifies
how vacancies in the President
position will be filled.
Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
Current By-law Wording
Proposed Changes:
27
Rationale
Article IV – Duties of Oﬃcers
Add:
The proposed addition clarifies:
4.1 The President
4.3 Executive Director
§ that the Executive Director is
an oﬃcer of the College; and
a] The President shall preside at all meetings
of the Board and the annual or special
meetings, within the term elected. The
President shall see that all orders and
resolutions of the Board are carried into
eﬀect.
a] The Executive Director shall
be a licensed practical nurse
appointed by and responsible to
the Board.
b] The President shall submit a report for
the year to the registrants at the annual
meeting, and report to the Board, matters
which in the interest of the College may
be required to be brought the Board’s
attention.
c] An elected Director could fulfill the
President’s duties in his/her absence.
4.2 The Vice-President
a] The Vice-President is voted by and from the
Board when required by the Board.
b] The Vice-President works under the
direction of the President.
c] The Vice-President performs the duties in
the absence or inability of the President.
d] The Vice-President performs such duties
as may be assigned by the President or the
Board.
b] The Executive Director shall:
i. Be an ex oﬃcio, non-voting
member of the Board.
ii. Be an ex oﬃcio, non-voting
member of the College.
iii. Be an ex oﬃcio, non-voting
member of all committees
of the College with the
exception of the Investigation
Committee and the Discipline
Committee.
c] The Executive Director shall
act as treasurer of the College,
including:
i. Keeping all records of the
College, including a record of
all meetings of the College
and not the Board.
ii. Issuing all notices required by
statute, by the By-laws, or by
resolution of the Board.
iii. Having custody of the seal of
the College.
e] The Executive Director is
authorized to prescribe such
forms, certificates or other
documents as may be required
for the purposes of the Act,
Regulations, or the By-laws.
f] In accordance with 6(6) of The
Licensed Practical Nurses Act, the
Executive Director may appoint
any other staﬀ necessary to
perform the work of the College.
The Executive Director shall set
out the duties and remuneration
for these staﬀ in accordance with
the policies and guidelines set by
the Board.
§ the duties associated with that
role.
This change in the By-laws would
reflect the existing role and duties
of the Executive Director; it would
simply make them clearer.
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Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba
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