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SAFE IN TREATMENT

NEGLIGENCE AND ENDANGERMENT WITHIN ALBERTA HEALTH SERVICES

SAFEINTREATMENT

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Grievance Summary: Unethical Practices and Misconduct by Beverly Le nt at Alberta Health Services

-- -- S. naterse, Executive Director - Addiction and Mental Health - Alberta Health Services

------ P. almquist, Director- Children,Youth and Families Addiction and. Mental Health - Alberta Health Services

---- - ------ Psychiatric Nurse, Alberta Health Services

____ _ ------ Registered Nurse, Alberta Health Services

Concerns Addressed to Relevant Authorities:

This letter outlines grave concerns regarding Bever ly Lent's cond uct as Program/Unit Manager at Royal Alexandra Hospital, Units 35 and 36. Her actions have severely impacted my effectiveness as a Child and Youth Development Specialist. Immediate action is required.

Key Issues:

Overreaching Power: Bev erly Lent's dual role has led to unethical behavior and lack of accountability.
Workplace Environment: Deterioration in communication and staff morale under Lent' s management.
Retaliation and Fear: Reports of retaliatory actions against those voicing concerns, creating a pervasive fear of reprisal.
Discrimination and Harassment: Beverly L ent's behavior amounts to workplace bullying, harassment, and systematic discrimination, undermining employee morale and patient care.

Specific Offenses:

Scapegoating/Victim Blaming: Targeted discrimination leading to unjust work conditions and professional harm.
Misuse of Power: Utilization of informants and staff splitting tactics, eroding trust among team members.
Harassment (Gaslighting): Arbitrary audits and punitive measures, contributing to a hostile work environment.
Rotation Schedules Manipulation: Unjust rotation changes targeting specific staff, lacking transparent communication or rationale.
Managerial Negligence: The deterioration of unit conditions and equipment, compromising patient care and staff safety.

Case Examples:

Patient R's Abuse: Direct patient abuse and dismissal of abuse disclosures, specifically targeting vulnerable patients and penalizing staff for ethical care practices.
Unethical Rotation Changes: Introduction of punitive and discriminatory rotation schedules without proper justification or staff consultation.

Request for Action:

Investigation and Accountability: Urgent investigation into Beverly L ent's misconduct, with appropriate disciplinary actions to address the systemic issues outlined.
Policy and Practice Review: Comprehensive review of management practices, staff treatment, and patient care protocols to ensure alignment with ethical standards and patient rights.
Staff and Patient Protection: Implementation of measures to protect staff from retaliation and
ensure patients receive respectful, dignified care.

This grievance, supported by detailed evidence and witness statements, underscores the urgent need for intervention to rectify the toxic environment and misconduct perpetuated by Beverly Lent. Immediate steps are necessary to restore trust, integrity, and quality of care within the units.

EMPLOYEE GRIEVANCE – ALBERTA HEALTH SERVICES

Background:

Employment History: Began in March 2019 as a Child & Youth Development Specialist at RAH. Initially reported to Dora n Walker, then to Bev erly Lent after s departure.
Communication Breakdown: Respectful communication under Wa lker, but deteriorated under Lent.
Termination: Employment unjustly terminated on December 5, 2022, without just cause, violating the collective agreement.

Unjust Termination: Assert that Employee's firing lacked just cause, constituting a breach of the collective agreement.

Violations of Collective Agreement:

Management Rights (Article 3): Misapplication in this case, particularly regarding communication and restraint use.
Discrimination and Harassment (Article 6): Potential violations given Mark's claims of workplace treatment.
Occupational Health and Safety (Article 11): Ignored concerns regarding restraints and safety.
Grievance Procedure (Article 19): Inadequate handling of missing MySafetyNet (MSN) reports.
Duty to Accommodate (Article 20): Failure to accommodate Mark's medical needs.
Workers' Compensation (Article 24): Inability to apply for compensation due to missing MSN reports.
Discipline and Dismissal (Article 37): Unjustified dismissal and lack of performance review.
Resignation/Termination (Article 38): Delayed Record of Employment (ROE) issuance.
Workplace Health, Safety, and Wellness (Article 42): Failed to address concerns over restraints and communication.

Alberta Employment Standards Code Violations:

Section 52: Delay in providing final ROE.
Section 74: Termination possibly retaliatory.

Case Summary:

Initial Concerns: Began in March 2020 with observed declines in patient care and safety, leading to the creation of the safeintreatment website for voicing unaddressed concerns.
Unheard and Unresolved Issues: Client's repeated attempts to highlight patient maltreatment and safety concerns were ignored, including missing MSN reports and ineffective internal investigations.
Workplace and Health Challenges: On medical leave since April 2022, faced barriers in WCB benefits application, accommodation requests, and fear of retaliation.

Key Issues:

Patient Maltreatment and Safety Concerns: Persistently ignored by AHS.
Counter-Investigations and Reprisal: Allegations against employee's for raising funds misuse and restraint interference.
Workplace Challenges: Temporary redeployment did not address underlying issues.

Conclusion: The grievances highlight systemic issues within AHS that disregard employee and patient well-being. We seek a fair and thorough examination of these concerns and appropriate action.

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