Managers have been instructed not to replace clinical staff during one-time absences and to cut positions when opportunities arise, in order to stop widening the announced deficit of $ 23 million at the end of the year. end of the fiscal year ending March 31st. This is what circulates according to many employees of the CIUSSS of Estrie-CHUS. This is false, retorts the CIUSSS management. “No instructions of this kind have been issued to managers,” says Marie-France Thibeault Communications Department CIUSSS Estrie-CHUS.
P everal employees also complain that post abolition took place and that sick employees are not replaced daily. “The direct translation of the deficit announcement is the cutting of a position of specialized educator in one of our services …”, deplores an employee of the former CSSS-IUGS installation.
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“Patient attendants who are ill are not replaced in several departments, including mental health … Consequence, an attendant had to intervene alone with a nurse on a patient in crisis a few days ago, which led to an injury for this attendant, “said a nurse who works at the Hôtel-Dieu.
All this may be true, but it is not for questions of alleviating the deficit, adds the direction.
“In the clinical sectors, we want to always replace occasional absences, but sometimes we are not able to do so. Here is an example: there is no resource available among the staff or on the recall list. A second example is that the advanced qualifications required for certain positions (for example, a mental health social worker or a psychiatric nurse) take longer (since training is required) than the duration of the absence. -even! On the administrative side, it’s different: indeed, certain occasional absences are not replaced. Me for example, if I’m sick one day, I will not be replaced, “says Marie-France Thibeault.
“There have been abolitions of positions of specialized educators in certain sectors but they have all been transformed into another type of position or opened again but in another sector. There was no job loss, “says Thibeault.
Whenever a position becomes vacant following a departure or a retirement in particular, the managers look at whether it is an opportunity to optimize resources and adjust the service offer.
“All the options are then put on the table and the choice is made according to the needs. For example, following retirement, an addiction educator position was turned into a professional position because the ratio of professional to educator was deemed too low to provide adequate clinical support to field staff.
“For a variety of reasons, it may be that one sector’s activity requires fewer resources than before, while another is continually growing in demand. It is certain that the closing of a post in the first sector to open another in the other sector will be one of the options considered in order to adapt to the needs of the clientele. The ultimate goal is always the accessibility of care and services, “added Marie-France Thibeault.