St Lucia Nurses Association Collective Agreement

Aggressive recruitment by destination countries, combined with difficult economic conditions in countries of origin, creates ideal conditions for labour leakage. For example, in the 1990s, in the 2000s, during economic turbulence for Jamaica, experienced nurses were recruited in the United Kingdom and the United States [5]. Studies indicate that more than 50,000 nurses have emigrated from the Caribbean community, while 50% of all doctors trained in Jamaica since 1991 have also emigrated [6, 7]. The most popular target countries for Caribbean HRH are the United States (United States), the United Kingdom (UK) and Canada, which are predominantly English-speaking, which suffer from their own HRD deficit and rely on foreign health professionals to increase their number of health workers [8]. While the vast majority of Caribbean migrants have not been informed, data on migration flows remain insufficient to determine the real impact that uncontrolled exodus of medical personnel can have on the health profile of the local population [9]. However, the literature has drawn attention to the double effects of migration of health workers, highlighting not only the erosion of critical capacity, but also the financial investments lost in the training and training of HRH [3]. Because of the high cost of training health workers in developing countries, migration has been seen as a perverse subsidy from poor countries of origin to the richest destination countries [4]. Wages for registered nurses, doctors and specialists are reported. Within these frameworks, experience is integrated at three different levels. Wages are compared with purchasing power parity (PPP) rates that allow for the cost of adjusting livelihoods and have different levels of work experience for selected health teams in Caribbean countries (Jamaica, Dominica, St. Lucia and Grenada) and in the three destination countries (United States, United Kingdom and Canada). Lewis P. Export Nurse Training: A Sustainable Development Strategy? ploughshare.

Econ. A harness. 2011;60 (2): 67-104. Smith noted that the Department of Labour was always happy to collect signatures for collective agreements: „It means people are happy and it`s always a win-win situation. That may not be exactly what you want out of this document, but you are gaining something. Sometimes we lose in this triennium, but in the nearest triennium, you might get exactly what you`re looking for. He thanked the SLNA and its members for the conclusion of a contract that led to the signing of a new collective agreement. Tables 1 to 3 show that the different categories of HRH operating abroad have greater purchasing power than their Caribbean counterparts. New registered or recently qualified nurses earn much more in the United Kingdom (86.4%), the United States (214.2%) and Canada (182.5%) (Table 1).

The pay gap for registered nurses with 5 to 10 years of experience is not as large as their entry-level counterparts. The highest (and most tempting) PPP gap is still in the United States, with a 163.9% increase for nurses with 5 to 10 years of work experience. At 140.1%, Canada is the second highest and the United Kingdom is the second highest at 92.1%, which is still much more purchasing power than nurses working in Caribbean countries. For the most experienced nurses, the UK offers a 164.5% increase in PPP compared to its Caribbean counterparts. The United States and Canada are second, with 153.6% and 133.8%, respectively. Supporting human development in St. Lucia through the continuous transmission of the individual and collective health skills of our members in the service of the people of St. Lucia.