Following its 72-hour strike notice issued on June 29, 2026, the BC Nurses' Union started targeted job action at 12:00 p.m. on July 2.
Below are some frequently asked questions to help HEU members navigate this labour dispute.
HEU members are encouraged to reach out to their local executives, shop stewards or staff representative if they have any further questions about the nurses' job action.
- What does the current job action by Nurses mean?
Since issuing a 72-hour strike notice on June 29, 2026, B.C. Nurses’ Union (BCNU) started taking job action at 12:01 p.m. on July 2. This first phase of the BCNU’s targeted job action includes:
- a ban on nurses performing non-nursing duties; and
- a ban on all non-essential overtime hours.
Job action could expand in the coming days if there is no movement from Health Employers’ Association of BC (HEABC).
There are no picket lines currently. HEU members should report to work as usual.
- How will the ban on overtime affect me?
The BCNU’s ban on overtime does not impact HEU members’ acceptance of overtime, except those HEU members who are part of the Nurses Bargaining Association (NBA).
There may be nurses who are not working overtime at your site. HEU members must still report to their shifts as normal.
A ban on overtime does not mean that nurses will not be working overtime during this phase of job action. Nurses may still be working overtime but this must be approved by their union, and the employer must contact the union for authorization.
- What does a ban on performing non-nursing duties mean?
The NBA has provided instructions to their members to refuse to perform non-nursing duties. They have described these duties to include portering duties, food service duties, clerical duties, stocking supplies, cleaning, and other duties performed by members in other bargaining units.
What should I do if my manager tells me to perform a non-nursing duty normally performed by a nurse and I’m qualified to do it?
- What should I do if my manager tells me to perform a non-nursing duty normally performed by a nurse and I’m qualified to do it?
Work now. Grieve later.
HEU members can tell their supervisor they object to doing the work of nurses, but if HEU members are still asked to do the work, they should perform the work they are asked to do as long as they are qualified to do it, it falls within their job description, and it is safe to do.
If the added non-nursing duties you are asked to do further impact your workload, contact your shop steward so that next steps can be considered. You can also ask your manager to prioritize your other work for the shift given the added workload resulting from this job action. This is covered in Article 37.07 (b) of the FBA Collective Agreement.
If a grievance on workload is warranted, your union will consider this.- What happens if there is a picket line when I show up for my shift?
HEU is working to learn in advance of any escalated job action by the BCNU so that we can keep HEU members informed. We hope to learn about BCNU picket lines in advance so that you are prepared.
In the event that you show up at work and there is a picket line at your site, your first step is to honour the line and do not cross it. Then, contact a member of your local executive or HEU staff representative to find out the next steps.
If you are already on duty when a picket line goes up on your site, stay at work until completion of your shift.
The Union will be providing HEU members with more information on how picket lines and strikes work when we get notice there will be picket lines. HEU staff representatives have already started reaching out to your local executives to prepare for this possibility.
- Why should I honour the nurses’ picket line?
Every worker has the right to strike. Withholding our labour is one of the strongest tools we as union members have to push for better working conditions. But this strength is weakened if picket lines are not honoured by other workers.
Supporting other union members in their right to strike is an act of solidarity and is how we build strength and solidarity across our labour movement.
Taking strike action is often a difficult decision, and it can come at a personal cost. HEU members have been on strike in the past and received tremendous support and solidarity from other union members. We may be forced to make a similar, difficult decision to go on strike again some time in the future and we know other unions will support us, as we supported them.
- Can I be disciplined for honouring a legal picket line?
No. Article 5.08 of the FBA collective agreement contains language that allows you to honour all legal picket lines.
- Will I get strike/picket pay if I honour another union’s picket line?
Yes, provided you were unable to work your shift due to the picket line and you do strike/picket duty as scheduled.
- How much do I get paid for strike pay?
HEU members are entitled to up to $500.00 per week based on 20 hours of job action activities (plus $50.00 per week per dependent), as outlined in Article 12 of the HEU Constitution and By-Laws.
- What about essential services?
HEU has negotiated essential service levels at all HEU worksites. In the event of a strike action by BCNU, HEU members who are scheduled to work are asked to contact their shop steward, local executive member or staff representative to determine whether or not they should report to work according to essential service levels.
- How do essential service levels work?
Essential service levels are levels of staffing that must be met to maintain minimal operations, safety and care. The levels are negotiated between the unions and the employer, and are different depending on the type of job, department, and facility.
Workers designated as essential by the local strike coordination committee will be given badges and will be provided a designated entrance to their facility.
- What happens if the nurses are able to secure a better collective agreement than the Facilities Bargaining Association (FBA) collective agreement?
The Nurses’ Bargaining Committee’s collective bargaining is the last bargaining process taking place in this round of public sector bargaining. All other public sector bargaining tables have concluded and have ratified a collective agreement.
In 2025 Facilities Bargaining, the employer and the union agreed to a Memorandum of Agreement to provide protection when another public sector union and employer, such as the nurses and health care employers, bargain a better general wage increase under the government’s mandate for this round of public sector bargaining.
These are often referred to as “me too” clauses, and they provide protection that ensure a similar increase is provided to the members.
During this round of public sector bargaining, all public sector unions have negotiated “me too” clauses into their collective agreements, including Community Health (CBA) and Community Social Services (CSSBA) collective agreements. Generally speaking, a “me too” clause kicks in when another union bargains a higher general wage increase that applies to all members of their bargaining unit.
At this time, it is not possible to determine whether a revised nurse settlement would trigger the “me too” provisions. At the outcome of any collective agreement settled between the NBA and HEABC, HEU will carefully review the new NBA agreement to see if it triggers the “me too” clause for the FBA, CBA and CSSBA collective agreements.
- What kinds of increase do not trigger the “me too” clause?
There are certain types of monetary increase that do not trigger the clause:
- monetary increases that only apply to certain employees or situations, such as shift premiums. For example, if the NBA tentative agreement includes a revised night shift differential, it does not qualify in that it is not a general wage increase, and does not apply to all members of the NBA bargaining unit.
- commitments that change government policy in health care, such as nursing ratios.
- Is it only a general wage increase that triggers the “me too” ?
An increase to the wage impacted benefits or flexibility allocations in the settlement may also trigger the “me too” clause. These types of increases require detailed analysis by your union.
- Why didn’t HEU bargain a better “me too” provision?
In each round of bargaining, your Facilities Bargaining Committee works hard to negotiate the strongest possible “me too” provision, given how important it is that we do not fall behind if another union makes gains. This round was no different, and we, along with other public sector unions, pushed to improve the language over the language of the last round.