Undergraduate Nurse Employee (UNE)

A UNE is a student in an approved nursing program leading to entry to practice as a Registered Nurse (RN) or Registered Psychiatric Nurse (RPN) who works in a health-care setting.

The UNE is an unregulated member of the inter-disciplinary team, and is supervised by an RN or RPN.

UNEs are hired into casual positions and are members of the Manitoba Nurses Union.

To be hired as a UNE, an individual must be actively engaged in full or part-time studies in an accredited nursing program leading to an RN or RPN entry to practice.

The UNE must have successfully completed third year or be enrolled in third year and have a minimum of 450 hours* of clinical practice in an approved nursing education program.

Verification of clinical hours and evidence of the appropriate clinical placement is required. Students will be expected to provide this information and confirmation will be collected by the hiring manager at the time of interview.

In addition, eligible UNEs must have completed a clinical placement in a medical/surgical or mental health setting.. Ongoing verification of enrollment should be confirmed by managers quarterly.

*448 hours for BScPN

Manitoba’s approved nursing programs for entry to practice as a Registered Nurse (RN) or Registered Psychiatric Nurse (RPN) are:

• Brandon University
• University of Manitoba
• Red River College Polytech
• Université de Saint Boniface
• University College of the North

Verification by educational institutions may be completed by using the Undergraduate Nurse Employee (UNE) Clinical Hours Confirmation form, or by providing documentation from your educational institution.

Hiring managers should collect the verification at the time of interview.

No. When a student is no longer enrolled in a post-secondary nursing program, they are no longer eligible to be employed as a UNE.

This means that once a student completes all their educational requirements, including their practicum, they may no longer work as a UNE and must register as a Grad Nurse.

Hiring process policies may vary by site, however hiring managers will determine the best candidate for the position.

Scheduled postings have been adjusted to reflect the educational institutions’ school years.

Previously approved casual UNE positions that have become vacant due to a UNE moving to a RN/RPN position can be reposted on that same unit, provided the circumstances on that unit have remained the same (i.e., stability of the unit, vacancy rate, etc.).

As UNE positions become vacant, re-approval to post the vacancy is not required. If a site is requesting to create new UNE positions for units that have not previously been approved for a UNE position, or additional positions on a unit, then a submission for approval is still required to be sent to the implementation committee. This can be done at any time of the year.

UNEs are hired at a competitive salary at Step 0 of the LPN scale. Additionally, vacation and statutory holiday pay earned on each cheque. UNEs are hired as a casual nursing employee, so they are exempt from receiving health-care benefits, but eligible for Workers Compensation.

A hiring manger will consider the specific unit’s patient population and the level of acuity in the assignment, related to the UNE’s skill set.

Availability of appropriate supervisory resources to support mentorship on the unit is also a consideration, as is the ability of the unit to hire UNEs in pairs (at minimum) to ensure a supportive environment and collaborative learning environment.

No, if the unit’s supervisory model can accommodate two UNEs per shift, that can be scheduled, however it is not required. Hiring UNEs in pairs is intended to provide the UNEs with a colleague they can connect with and share this experience. Having more than one UNE on the unit will also facilitate the broader team in learning and understanding the role.

No. UNEs are unregulated providers and are not to be used as replacement staff for fully qualified RNs, RPNs or LPNs.

UNEs are hired as casual employees and often support units during high vacation time periods. They can be scheduled up to full-time hours and be called in on short notice within the unit they are employed.

Utilization and employment of UNEs shall not result in elimination or reduction of positions for all other classification of nurses, nor result in the reduction of the availability of additional available shifts, or a reduction in the hours that would otherwise be available for any other classification of nurses.

The UNE is accountable for providing safe patient care in accordance with their educational preparation and competency. The UNE is responsible for seeking consultation and guidance. The UNE is excluded from employment in a practice setting (e.g., unit) for the period of time that they are in a clinical placement as a student in that practice setting.

A UNE can begin by working days and/or evening shifts. To ensure UNEs continue to receive adequate support in their practice and appropriate learning experiences, the following criteria must be met for UNEs to be scheduled for night shifts: 

• UNE has completed orientation to the specific site/ area of care and attended new employee orientation as applicable 
• Has completed 155 hours of work in a UNE position working days/evening (13x 12 hour shifts; 20 x 8 hour shifts) 
• Manager has reviewed the UNEs progress in the clinical area including feedback from the supervising nurse(s)/educator and determine UNEs readiness/suitability to work night shifts 
• Appropriate supervising nurse is available to support the UNE on the night shift 
• Approval from the manager is required for the UNE to be scheduled for night shifts 

NOTE:  

• UNEs may not be scheduled to work night shifts only 
• UNEs in a full-time position and enrolled in a nursing re-entry program or bridging program may be scheduled for night shifts in between course