Descrimination: A full hot meal or soup and a sandwich

I find it profoundly disturbing that many of you think that the OP is lucky to get a lunch break. I work critical care and I can tell you that I always take a lunch break. I use the bathroom often as well. I wouldn't want a nurse that worked 12 hours straight with no food to take care of me or anyone that I cared about. The OP shouldn't consider himself/herself lucky to get a lunch break - we are entitled to lunch every day - whether you demand it or not is up to you.

I find it profoundly disturbing that many of you think that the OP is lucky to get a lunch break. I work critical care and I can tell you that I always take a lunch break. I use the bathroom often as well. I wouldn't want a nurse that worked 12 hours straight with no food to take care of me or anyone that I cared about. The OP shouldn't consider himself/herself lucky to get a lunch break - we are entitled to lunch every day - whether you demand it or not is up to you.

I've been trying to edit the original post to help clarify many things, but I'm not having too much luck with that. Note to self, try and be more specific with details in any further posts.
Yes I'm a Canadian Nurse. However that doesn't seem to matter because the issue here goes far beyond borders and far beyond the issue of food. The fact is that the collective agreement clearly states that employees(all) have the right to purchase food. If an employer does this right they can actually make money on this. If not, they are at least reducing their costs because staff are purchasing any excess food that would've normally been thrown out if the resident's/patients decided that they weren't that hungry that day.
In addition let's take out the food factor for a moment. The employer in this case has arbitrarily decided that one group of workers is entitled to one benifit while another group isn't. To be more specific. Let's say that the employer was only going to give the R.N.'s who work in E.R. a 5% wage increase while all the R.N.'s in the rest of the building were only going to get a 2% wage increase. I'm sure many nurses here would clearly object to something like that.
Another scenario could be that because of staffing issues and a means of controlling costs, a Director of Nursing could arbitrarily state that only the R.N.'s who work in Labour and Delivery will be entitled to any vacation time next year in 2009. How would the R.N.'s in the rest of the facility react?