Check union dues and ensure appropriate deductions.
-SUN – Provincial Union Dues 1.8% of regular earnings (no overtime)
-SUN Local 101 St Paul’s Hospital $28
-SUN Local 75 Royal University Hospital $32
-SUN Local 107 City Hospital $26
-SUN Local 201 OTBH $40
Keep track of your worked hours; review staff scheduling & paystubs but also on your
own, outside of staff scheduling – double check to ensure you have been paid correctly
If you work casual hours at more than 1 facility, will pay dues at all sites you work.
Members only pay dues for hours in which you work in a month.

4-week averaging period (interchanged with the term “counting period”)
-10- and 12-hour shift options
-149.36 hours worked to full time
6-week averaging period(interchanged with the term “counting period”)
-8-hour shift option
-224 hours worked to full time
-If member works both 12 hour shifts and 8 hour shifts, you get bumped to the 6 week
counting period.

Permanent/Regular Positions
-Owned by member
-Awarded by provincial seniority
Temporary Positions
-Position has a start date and end date

-Awarded in order of seniority to the facility identified on posting. If identified facility
applicants decline, then awarded by provincial seniority candidates
-Cannot apply on another temporary position that commences 30 days or less prior to
the current temporary position occupied
-Employer can terminate temp at any time, member cannot
-If employer terminates sooner, can apply on other temp positions
Full time
-Guaranteed set schedule of hours
-Any additional hours picked up, are overtime
-Hours not affected by sick time, LOA, vacation, etc.
Other Than Full Time/Casual (OTFT)
-OTFT has a specific number of guaranteed hours, but must pick up additional shifts to
acquire full time hours
-Casual has no guaranteed hours
-Overtime is affected by sick time, vacation, and leaves of absence
-Members are paid regular pay for hours worked in the averaging period. At the end of
the averaging period, hours are calculated, and any overtime hours worked are then
compensated.

Probationary Period
-Commencing employment within the bargaining unit
-One time
-520 hours or 65 working days
-Can be extended 320 hours or 40 working days
Trial Period
-Commences with new position in another department or a new job classification
-320 hours or 40 working days, after orientation

-Permanent position (not casual), you are eligible for the Disability Income Plan and
the Group Life Insurance Plan on your first day of work. 3sHealth Employee Benefits will
send you a “welcome package” within a few weeks.
-Casual/Temporary positions, you must work a minimum of 390 hours in your first 26
weeks of work. The number of hours you work compared to full-time hours will
determine the percentage of your health and dental benefit coverage from there.
-For more details about benefits and to talk to through your specific scenario, you can
call 3S Health at 306-347-5500 or email info@3shealth.ca

-you want to join the plan ASAP!!
-defined benefit pension plan, once you retire, members receive a pension payment
every month until the day they die. Your pension is determined by a formula that takes
into consideration your years of service and earnings.
-Permanent Employees Your employer will enrol you in SHEPP and begin deducting
contributions from your pay effective the first of the month that coincides with or
immediately following the start of your position. (does not apply to “permanent casual”)
-Casual/Temporary positions members must work at least 780 hours in the
immediately preceding calendar year. The employer should notify you when you
become eligible. Once eligible, you can choose to join on the first of any month in that
calendar year.
-For more details about the pension plan, you can call SHEPP at 1-866-394-4440 or
email sheppinfo@shepp.ca

– WSR’s are filled out members, either on paper or on-line at www.sun-nurses.sk.ca or
through SUNLINK app
– A tool for success built into the process is the ability for registered nurses and nursing
managers to engage in low-level discussions and two-way communications to resolve
professional practice issues, and workload or patient/staff safety concerns in real time.
– The role of the Joint NAC is to review, resolve and/or make recommendations
regarding WSRs which are not resolved at the unit level.

-What goes in a WSR?
Workload Concerns like unsafe staffing levels, non-nursing duties.
Professional practice issues like Access to Resource Information, Inadequate
Orientation/Training/Education and inability to meet policy/protocol requirements
(medication administration)