On the record

MAY 2013

ON THE

www.anfvic.asn.au

AUSTRALIAN NURSING FEDERATION VICTORIAN BRANCH NEWSLETTER

record RESPECT OUR WORK

SPOTLIGHT

Pre-employment medical checks

Private aged care claim

Enrolled nurse grad programs

page 8

pages 9-12

pages 13

YOU SHOULD KNOW

ANF puts climate change and health impacts on the agenda

Special Interest Groups

Your ANF

Visit www.anfvic.asn.au/interestgroups for all upcoming ANF (Victorian Branch) Special Interest Group news, events and meetings. Go to the ‘calendar view’ to see what’s on each month.

Community Health Nurses

Nurses for Continence

Inq:

Date: Time: Venue:

Giancarlo Di Stefano 0448 754 945 or gianki@bigpond.net.au

Complementary Therapies

Lisa Fitzpatrick, State Secretary

Date: Time: Inq:

12 June 6.30pm Kathy Carmuciano 9497 4151 or kathykin@optusnet.com.au

Day Surgery SIG Inq:

Priscilla Guy 0404 875 934

Diabetes Nurse Educators SIG Date: Time: Topic: Inq:

Paul Gilbert, Assistant Secretary

8 May 6pm Executive Meeting Catherine Wallace-Wilkinson positivehealth@bigpond.com 0411 557 631

Enrolled Nurses SIG Inq:

Topic: Inq:

25 May 9am Carson Conference Centre, ANF House, 540 Elizabeth St, Melbourne Study Day Christine Sumper nfcv.sec@gmail.com

Palliative Care SIG Date: Time: Venue: Topic: Inq:

20 May 6.30pm Carson Conference Centre, ANF House, 540 Elizabeth St, Melbourne Member meeting Carole Arbuckle 0433 066 281

Preadmission Nurses Group Inq:

Leonie Reidy 5485 5389 lreidy@erh.org.au

Orthopaedic Nurses’ Assoc Inq:

Carole de Greenlaw 9275 9333

Meinir Griffiths 9342 8417 Rita Moreno 9345 5303

Immunisation Nurses SIG

Victorian School Nurses

Inq:

Inq:

Kerryn Lajoie 0433763338 or 0401644888

Gina Harrex 0401 717 352

Vic Assoc of Research Nurses Injured Nurses’ Support Group

Inq:

Date: Time: Venue:

Vic Midwifery Homecare SIG

Pip Carew, Assistant Secretary Inq:

21 May 11am Carson Conference Centre, ANF House, 540 Elizabeth St, Melbourne Annie Rutter 1300 760 602

Inq:

Ann-Marie Power, Ph. 8345 6734, email: apower@unimelb.edu.au

Ingrid Ridler 0425 860 624

Vic Perioperative Nurses’ Group FRONT COVER: Commissioner for Environmental Sustainability Professor Kate Auty, Chief Commissioner, Climate Commission Professor Tim Flannery and Australian Nursing Federation (Victorian Branch) Assistant Secretary Pip Carew at the inaugural ANF Health and Environmental Sustainability Seminar on 27 March 2013.

ANF (Vic Branch) 540 Elizabeth St, Melbourne Vic 3000 Phone 9275 9333 Fax 9275 9344 Info Line 9275 9300 (metro) 1800 133 353 (regional) Membership 9275 9333 Library 9275 9391 ANF Education Centre 9275 9363 Website: www.anfvic.asn.au Email: records@anfvic.asn.au

Vic Assoc of Maternal & Child Health Nurses Date: Time: Topic: Inquiries:

26 June 6pm Member Meeting Helen Watson 0419 103 795 vamchn.group@gmail.com

Medical Imaging Nurses Assoc Inq:

Deborah Shears deborah.shears@i-med.com.au

Mental Health Nurses SIG Inq:

Carole de Greenlaw on 9275 9333

Date: Time: Venue: Topic: Inq:

3 May 8.30am - 5pm Carson Conference Centre, ANF House, 540 Elizabeth St, Melbourne Perioperative Nursing Managers Workshop Raechel Richards 1300 721 169 enquiries@vpng.org.au

Vic Urological Nurses Society Date: Time: Topic: Venue: Inq:

28 May 6.15pm Executive Meeting Carson Conference Centre, ANF House, 540 Elizabeth St, Melbourne Ros Lawrence rostommy1@optusnet.com.au

ON THE RECORD is the official publication of the Australian Nursing Federation (Victorian Branch). OTR is published monthly. Letters and articles are welcome. The publishing deadline is the 1st day of the month prior to publication.

Please fax Cathie Rayner on (03) 9275 9344 or write to: ANF (Vic. Branch), PO Box 12600, A’Beckett Street PO, Melbourne 8006.

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On The Record May 2013

www.anfvic.asn.au

Secretary’s report GRADUATE YEAR NURSES

ANF welcomes new funding for additional graduate places Lisa Fitzpatrick, State Secretary

Working hours, shifts and fatigue seminar ANF (Vic Branch) recently met with the Chief Nursing and Midwifery Officer, Alison McMillan, to discuss the Department of Health’s response to the continuing issue of a lack of graduate year positions available for newly graduating nurses and midwives to consolidate their education.

We were pleased to be informed by Ms McMillan the Government has funded 90 new positions. The new places are part of collaborative graduate programs in variety of sectors and within three streams including expanded settings across service providers, including private and not for profit. This move recognises that often newly graduating nurses need exposure to a variety of settings to gain broader experience. Other streams include mental health and new settings at public hospital sites. Victorian health services have been invited to submit expressions of interest for funding to support the establishment of these collaborative graduate programs. It is expected that the program will be up and running in the second half of this year.

Further information about where these positions will be and the structure of the graduate program is pending, however the changes are a good first step in addressing the critical shortage of graduate positions in Victoria and a significant win for members and the future nursing workforce.

At this stage it is not clear whether additional midwifery positions are included and the ANF has sought clarification. The additional positions do not include enrolled nursing. The ANF is very mindful of the increasing numbers of enrolled nurses who have a Diploma of Nursing and are seeking graduate enrolled nurse programs like those offered at Western District Health Service, Melbourne Health and Bendigo Health which run without government funding and are providing the opportunity to develop and transition to practice in a

www.anfvic.asn.au

supported environment.

Thanks to members who have supported the campaign emailing and writing to Victorian Health Minister David Davis and Federal Health Minister Tanya Plibersek on this critical issue.

Once again, this result shows how collective action can lead to results that benefit our professions and the community.

Nursing and midwifery graduates can register their interest in employment opportunities through the HWA Nursing & Midwifery Graduate Jobs portal www.tiny. cc/hwagraduatejobs

Celebrating nurses and midwives To mark this month’s International Midwives Day (5 May) and International Nurses Day (12 May) ANF has organised a special seminar ‘The mental health care of the woman in the perinatal period’.

The seminar is free to members but you will need to register online at www.tiny. cc/seminar6May for seating and catering arrangements.

Posters promoting nurses and midwives were sent to all Job Reps in their workplaces in late April. Please send your workplace celebration photos for publication in On The Record to records@ anfvic.asn.au (files should be TIF or JPEG at 300 DPI or higher) by Tuesday 14 May 2013.

Supporting social justice Please support ANF Job Reps who are selling Union Aid Abroad – APHEDA raffle tickets to continue the fight for social justice in developing countries around the world. Prizes include international and domestic travel. The raffle closes on Friday 24 May 2013 and will be drawn on Thursday 6 June 2013.

For more details or to order raffle ticket books visit www.apheda.org.au

Thursday 30 May 2013 CPD: 5.75 hours Carson Conference Centre ANF House 540 Elizabeth Street, Melbourne Learn more about the effects of working hours and fatigue on the health and safety of nurses and midwives and discover practical strategies to reduce their impact.

This seminar is aimed at all levels of the nursing and midwifery professions and will be particularly useful to those responsible for rostering and managing staff.

HSR/Job Rep $90 ANF member $110 Non member $150 To register call 9275 9333 or visit www.tiny.cc/fatigueseminar

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3

News An essential guide to the 2014 graduate year application process

E& hŶĚĞƌŐƌĂĚƵĂƚĞ ^ƚƵĚĞŶƚ ^ƚƵĚLJ ĂLJ Friday 31 May 2013, 9am – 3.30pm Carson Conference Centre, ANF House Find out more about: the Graduate Year Program Computer Match how to write successful resumés and application letters graduate registered nurse/ midwife pay and entitlements Register online www.tiny.cc/2013studyday

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2013 Professional Issues ŝŶ WƌĂĐƟĐĞ ŽŶĨĞƌĞŶĐĞ ŝŶ ĐŽŶũƵŶĐƟŽŶ ǁŝƚŚ E E dŚƵƌƐĚĂLJ ϭϵ Θ &ƌŝĚĂLJ ϮϬ ^ĞƉƚĞŵďĞƌ ϮϬϭϯ DĞůďŽƵƌŶĞ ŽŶǀĞŶƟŽŶ ĂŶĚ džŚŝďŝƟŽŶ ĞŶƚƌĞ DŽƌĞ ƚŚĂŶ ϱϬ ƐƉĞĂŬĞƌƐ ǁŝůů ĞdžƉůŽƌĞ ĐŽŶƚĞŵƉŽƌĂƌLJ ƉƌŽĨĞƐƐŝŽŶĂů ĂŶĚ ĐůŝŶŝĐĂů ŝƐƐƵĞƐ ŝŶ ŶƵƌƐŝŶŐ͕ ŵŝĚǁŝĨĞƌLJ͕ ŵĞŶƚĂů ŚĞĂůƚŚ ĂŶĚ ĂŐĞĚ ĐĂƌĞ͘ dŚŝƐ ĐŽŶĨĞƌĞŶĐĞ ŝŶĐůƵĚĞƐ ĂŶ ĞŶƌŽůůĞĚ ŶƵƌƐĞ ƐƚƌĞĂŵ͕ ĂŶ ŽĐĐƵƉĂƟŽŶĂů ǀŝŽůĞŶĐĞ ƐƚƌĞĂŵ ĂŶĚ Ă ŶŽ ůŝŌŝŶŐ ƐƚƌĞĂŵ͘

WƌŽŐƌĂŵ ĂŶĚ ŽŶůŝŶĞ ƌĞŐŝƐƚƌĂƟŽŶ ĂǀĂŝůĂďůĞ ƐŽŽŶ͘ ƩĞŶĚĂŶĐĞ Ăƚ ďŽƚŚ ĚĂLJƐ ǁŝůů ĂĐŚŝĞǀĞ ϳϬй ŽĨ ƚŚĞ ϮϬ ŚŽƵƌƐ W ƌĞƋƵŝƌĞĚ ƚŽ ƌĞŶĞǁ ŶƵƌƐŝŶŐ Žƌ ŵŝĚǁŝĨĞƌLJ ƌĞŐŝƐƚƌĂƟŽŶ͘

Victorian Branch

4

On The Record May 2013

KNOW YOUR ENTITLEMENTS

Understanding jury duty Bezi Lamb, Information Officer

Jury service is a compulsory community service. Each year the Victorian Electoral Commissioner provides a list of people to the Juries Commissioner, which form the basis of the jury pool. You may apply to be excused from jury service, or to have jury service deferred to a more convenient time within the following 12 months. You need a valid reason to be excused from (or defer) your jury service. Requests lacking detail, trivial in nature, or without merit are refused.

Are nurses exempt from jury service?

Nursing as an essential service is not accepted as a valid reason on its own.

Only a limited number of occupations, including lawyers, police officers and judicial officers, are excluded from jury service. Those with mental health or disability issues, under guardianship or with limited English are ineligible. If your employer asks you to apply to be excused from jury service or have it postponed and you believe this is reasonable, you can apply to be excused, explaining why it would cause your employer hardship. It is an offence to make a false or misleading statement to avoid jury service or for any other person to require you to do so.

How much will I be paid for jury service?

The Juries Commissioner will pay you $40 per day for the first six days and $80 per day thereafter. The Juries Act 2000 requires your employer to pay the difference between the amount you receive for jury service and what you could reasonably expect to receive if you were working. The Juries Act 2000 doesn’t restrict the reimbursement of the employee’s wages to ‘ordinary time’ earnings. You should be paid the difference between the court fee and what you could reasonably expect to earn, including shift loadings.

The employee must provide the employer evidence to support the absence, the amount received in respect

of jury service and any information as directed by the Juries Commissioner.

Payment applies to permanent, parttime and casual employees but doesn’t include independent contractors.

Payment for jury service is made at the completion of jury service and a certificate of attendance is provided.

For how long must the employer make up my pay?

In Victoria, under the Juries Act, an employer’s obligation to make up an employee’s pay while on jury duty is unlimited.

How will I be notified to attend for jury service?

Potential jurors will receive notification to attend the court on designated dates and must notify their employer as soon as practicable. The employee may be discharged early from Jury Pool and would then attend work as rostered.

Your employer must release you for jury service; they can’t make you take unpaid leave or deduct jury service from holiday or sick leave. Your employer cannot dismiss or penalise you for jury service.

How does jury service fit in with my work hours?

You may go to work after court or on weekends, but only if you are confident it won’t interfere with your ability to do your duty as a juror. For most people, serving as a juror is quite tiring, attending court each day is a full-time occupation and jurors are not usually able to work before or after court. Staff working afternoon or night shift must not be required to work at night during the trial, or on the night before or after their jury service. Nor should an employee be expected to work at the weekend if they have been on jury service all week.

www.anfvic.asn.au

News OPPORTUNITIES LOST

Victorian Government cancels annual nursing and midwifery excellence awards ANF has recently learnt that the Victorian Department of Health has cancelled the Nursing and Midwifery Excellence Awards which were last held in 2010.

Instead, Victoria’s Chief Nurse and Midwifery Officer Alison McMillan has supplied ANF (Vic Branch) with the 2012 Victorian Public Healthcare Awards showcase where no category exists for nurses or midwives.

At the 2010 Nursing and Midwifery Excellence awards nine recipients received a scholarship of up to $10,000 to allow them to share their best practice with others, or further develop their initiatives. The awards highlighted the achievements of nurses and midwives in the community around Victoria and inspired others to strive for excellence in their practice. In addition

they enhanced best practice programs enabling the award winners to build on their achievements for the benefit of the Victorian community.

It is disappointing that the State Government has chosen to stop this recognition of the contribution Victoria’s nurses and midwives make towards the health and welfare of our community and not to showcase the initiatives that were once promoted through the awards.

ANF believes this reflects a shift in the value the Napthine Government places on nursing and midwifery and the contribution the professions make to the health of Victoria. We have written to the Health Minister expressing our concern and seeking the reinstatement of these awards.

Diary dates for ANF Job Reps and Health and Safety Reps Annual Delegates Conference Thursday 27 & Friday 28 June 2013, Melbourne Convention and Exhibition Centre All ANF Job Reps are invited to this two-day conference which provides an opportunity to participate in the process that helps determine claims for wages and conditions and provides input into ANF policies. Register at www.tiny.cc/dels2013

ANF Annual Health and Safety Reps Conference Wednesday 26 June 2013, Carson Conference Centre, ANF House, Melbourne The annual ANF HSR Conference is scheduled for the day prior to the Annual Delegates Conference to minimise disruption for members who are an elected Job Rep and HSR in their workplace. Details, registration and HSR of the Year nominations at www.tiny.cc/hsr2013

Do you know an outstanding Job Rep or HSR Rep? Nominations for the Hannah Sellers Job Rep of the Year Award close Monday 3 June 2013. Nominate online at www.tiny.cc/JRaward Nominations for the Health and Safety Rep of the Year Award close Friday 14 June 2013. Nominate online at www.tiny.cc/hsraward13

www.anfvic.asn.au

In brief NEVER FORGOTTEN

Nurses memorial service Nurses who have given their life during service to Australia in war and peacetime were remembered at a commemorative service for all nurses last month at the Nurses Memorial Centre in St Kilda Road. ANF Assistant Secretary Pip Carew laid a wreath on behalf of ANF (Vic Branch) members.

PILOT EVALUATION

ANF requests homebirth report Julianne Barclay, Maternity Services Officer Recent media reports indicated a positive evaluation of home birthing pilots at Sunshine and Casey Hospitals and potential for expansion of the program.

At the time of the media reports the full evaluation report and recommendations had not been made available to the members of the Home Birthing Advisory Committee or the Minister’s Perinatal Services Advisory Committee. ANF was a member of the Home Birthing Advisory Committee and the local-level review committees at both Sunshine and Casey Hospital.

ANF has written to Victorian Health Minister David Davis requesting that the evaluation report be made available to the committee members to ensure all parties are aware of the learnings from the pilot programs.

ANF supports the introduction of regulated and appropriately resourced options of care which allow women to birth safely at home. We are looking forward to working with the Victorian Government as it assesses the future operation and possible expansion of publicly funded home birthing in Victoria.

DEADLINE: 31 MAY 2013

Registration renewal time Nurses and midwives have until 31 May 2013 to renew their registration with the Australian Health Practitioner Regulation Agency. To find out more about how to renew online, fees and the late period visit www.ahpra.gov.au

On The Record May 2013

5

News HEALTH AND ENVIRONMENTAL SUSTAINABILITY SEMINAR

Nurses and midwives part of the climate change solution

Chief Commissioner, Climate Commission Professor Tim Flannery

Commissioner for Environmental Sustainability Professor Kate Auty.

Heather Wickham, Anne Chirnside, Janice Holmberg and Ruth O’Connor gave a presentation talking about their first-hand experiences of a major flood.

6

On The Record May 2013

The first ANF (Vic Branch) Health and Environmental Sustainability seminar, held in late March, was fully booked within a few weeks of being publicised. This strong support highlighted a shift amongst ANF members who are increasingly seeing the health impacts of the recent years of extreme weather events including record high temperatures.

Seminar presentations were delivered by an inspiring group of experts including the Climate Commission Chief Commissioner Professor Tim Flannery, Environmental Sustainability Victoria Commissioner Professor Kate Auty; representatives from Austin Health, Western Health and Albury Wodonga Health; leading Health Academic Professor Megan-Jane Johnstone, Deakin University School of Nursing and Midwifery; Climate and Health Alliance Convenor Fiona Armstrong and the personal and professional experiences of rural and regional nurses who lived through recent major weather events.

Many of the speakers highlighted the need to work together, emphasising the positive results of current action and developing environmentally sustainable initiatives.

Prof Johnstone asked attendees to consider the ethical issues relating to climate change and the use of the finite resources we have available to us.

She articulated the opportunities and succinctly highlighted the ethical imperative for the nursing and midwifery professions to respond to the moral challenge of climate change.

Professor Flannery brought attendees up to date with the science and challenges associated with a changing climate in Australia and emphasised the importance of acting within the next decade. He pointed out the positive impact of action including the 8.6 per cent decrease in Australia’s carbon emissions over the last quarter (since the introduction of carbon pricing), China’s pledge to cap coal use and the 7 per cent reduction in US emissions.

This information was compelling alongside moving and insightful presentations by nurses from Rochester and Elmore District Health Service and Kilmore Hospital who experienced first-hand floods and Black Saturday bush fires.

Heather Wickham, Anne Chirnside, Jeanie Holmberg and Ruth O’Connor gave an insightful account of the personal, professional and community impact of a major flood. Their stories described the logistics of flood evacuation, in particular hospital and nursing home evacuations and the impact on families and the community.

Deirdre Payne, whose family tragically lost everything in the Black Saturday bush fires in 2009, spoke about her experience as a mother, wife, carer and registered nurse, including getting her family to safety before going into work to assist people presenting to Kilmore Hospital with injuries as a result of the raging fire. She emphasised the time critical nature of the response

www.anfvic.asn.au

News PROPOSED NEW LAWS

Plan to tackle workplace bullying Alison Ross, OHS Bullying & Harrassment Officer

Pictured left to right: (back row) Albury Wodonga Sustainability Officer Stephanie Simmons, Catherine O’Shea from Western Hospital; (middle row) Albury Wodonga Sustainability Officer Sue Gugger, Madeline Dorman from Austin Health and Dr Forbes McGain from Western Hospital and Leanne Poulton from Austin Health (front) and spoke with pride of the Kilmore Hospital staff response.

During these presentations the emotion within the room was palpable. The case studies revealed the very real human impact of extreme weather conditions on our lives and the community.

Professor Auty, moved by the stories of the nurses who spoke before her, thanked them for their accounts and told of her experience evacuating her elderly father from Flowerdale on Black Saturday.

She outlined the role of Environmental Sustainability Victoria and the need to tell the story of climate change and present real opportunities for behavioural change.

The panel discussion: What are Victorian Hospitals doing and how can you become involved highlighted the sustainable practices being instituted in other health facilities. The ideas were

Health and ethics academic Professor Megan-Jane Johnstone.

simple and highly effective. Western Health outlined their program to recycle PVC IV bags and the resulting potential to prevent 50 million IV bags going to landfill each year in Australia. Western Health emphasised the opportunities for nursing and midwifery staff to engage in workplace initiatives and the importance of their involvement in the process.

Ms Armstrong closed the conference with a presentation that included the global health response to climate change and outlined the role and aims of the Climate and Health Alliance and its current and future projects.

Overall attendees received a positive message: that we are all in this together, that despite experiencing the impacts of the changing climate we can and should be part of the solution which means a healthier environment.

Deidre Payne from Kilmore Hospital.

Presentations from this seminar will be available when ANF online CPD is launched later this year. www.anfvic.asn.au

The Gillard Government has announced amendments to the Fair Work Act in response to the House of Representatives Standing Committee on Education and Employment Inquiry report, Workplace Bullying “We just want it to stop”.

If passed, the laws will allow a worker, who reasonably believes they have been bullied at work, to apply to the Fair Work Commission for an order to stop the bullying.

The report found many workers face significant difficulty trying to find a way to stop bullying so they do not suffer further harm or injury. It is intended that allowing a worker to make an application to the FWC to deal with bullying in a practical and timely manner will respond to this issue.

The amendments define bullying as ‘repeated, unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.’ It is important to note that reasonable management action conducted in a reasonable manner is specifically excluded from this definition.

Once an application is made the Fair Work Commission would be required to start dealing with the matter within 14 days.

If the FWC is satisfied that a person has been subjected to workplace bullying, it may make orders to remedy or prevent such conduct from recurring, that focus on resolving the matter and enabling normal working relationships to continue.

The FWC will not be able to order financial compensation. A person who contravenes the order may be fined up to $33,000.

If passed, the new laws are expected to take effect on 1 January 2014.

On The Record May 2013

7

News EDUCATION

YOU SHOULD KNOW

Midwifery courses under review

Disclosure of medical conditions, pre-employment medical checks and discrimination

Julianne Barclay, Maternity Services Officer

Alison Ross, OHS Bullying & Harrassment Officer As part of the recruitment process an employer will often ask a prospective employee to disclose pre-existing medical conditions or disabilities or participate in a pre-employment medical test.

Understanding disclosure obligations is important as in some instances failure to disclose this information can affect entitlement to compensation should injury or illness recur.

The standards and criteria for the accreditation of midwifery courses leading to registration were set in 2010 and are now undergoing a review process by the Australian Nursing and Midwifery Accreditation Council.

The 2010 standards emphasise the need for a single pathway into midwifery and prescribe an obligation on education providers to incorporate 20 ‘follow through journeys’ and 40 births in any undergraduate or postgraduate course leading to registration as a midwife. Prior to 2010, students were required to attend 20 births and there was no prescribed number of follow-through journeys.

ANF is working with stakeholders across Victoria and nationally to ensure that the review team bases its decisions on the safety and competence of the graduating practitioner and the ongoing accessibility of midwifery education to prospective students.

ANF (Vic Branch) believes that multiple pathways into midwifery (double degree, postgraduate and undergraduate) are critical to ensuring a sustainable midwifery workforce into the future.

ANF also believes that the review must consider the sustainability of courses because this will impact significantly on a future midwifery workforce.

If you have any inquiries regarding this review contact ANF Maternity Services Officer, Julianne Barclay on jbarclay@ anfvic.asn.au

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On The Record May 2013

Disclosure of medical conditions

Pre-employment medical checks It may be appropriate, in some instances, for an employer to require a prospective employee to participate in a preemployment medical check. Such tests must relate directly to the requirements of the job and not assess general health.

It is recommended that prior to participating in a pre-employment medical check the prospective employee obtain a detailed description of the inherent job requirements. This will help assess whether the listed requirements are appropriate and relevant to the job.

A prospective employee is only required to disclose information about disability or illness …if you do not disclose that might reasonably be Discrimination and Reasonable relevant information expected to affect their Adjustments ability to perform the this may result in a In the Equal Opportunity Act normal duties of the job for 2010, disability includes loss of entitlement to which they are applying. physical, psychological or In requesting this compensation should the neurological disease or information, the employer disorder, illness whether should clearly outline the injury or illness recur temporary or permanent, and position’s normal duties, injury including work injuries. or inherent requirements.

Employers can lawfully discriminate against This information will help determine a prospective employee or employee whether or not disclosure is required. The on the basis of disability in limited inherent requirements of a position are situations. If the prospective employee or determined in the circumstances of each employee cannot perform the position’s job and include the ability to perform the inherent requirements due to disability, functions that are a necessary part of a the employer must first consider making job. They are the requirements necessary reasonable adjustments to the workplace for the job to be achieved and should not to support the person to do the job. be confused with the manner in which This may include flexible work hours, a task or function is to be carried out. assistive equipment, more regular breaks Examples of inherent requirements may and adjusting the job’s performance include administration of medication, requirements. If the adjustments are costly assisting a patient with personal care, or or likely to cause great disruption to the provision of a particular treatment. workplace it may not be reasonable.

It is important to note that if you do not If the adjustments required are not disclose relevant information, or mislead reasonable, or if the person cannot the prospective employer about a preperform the genuine and reasonable job existing illness or injury, this may result requirements, even with adjustments, the in a loss of entitlement to compensation employer is able to lawfully discriminate should the injury or illness recur. against the employee.

You are not required to disclose a For further advice call the ANF disability or medical condition unless Infomation Line on 9275 9333. asked to do so.

www.anfvic.asn.au

Private and not-for profit aged care Aged Care Nurses and Personal Care Workers

Respect our work.

Victorian Private Sector Aged Care (Residential and Community Care) - Collective Bargaining Agreement 2013 as only one registered nurse to every 60 residents during the day and one registered nurse to between 90 and 120 residents at night. Increasingly enrolled nurses are being pressured to act in-charge. Personal care workers are often inadequately trained to undertake increasingly complex roles. Career structures and rates of pay do not reflect these changing circumstances.

This incongruous skill mix is exacerbated by low staffing numbers, meaning that nurses and personal care staff are often struggling to provide residents with the assessed degree of appropriate care.

Another key reason for low levels of registered nurses employed in the private and not-for-profit aged

care sector are the meagre wages, compared to the public acute and aged care sectors and private acute sector. Aged care facilities have difficulty attracting registered nurses because of wage differences of around 10 - 20 per cent less than public sector nurses doing the same work, depending on classification.

Benchmark minimum staffing levels, a skill mix that is capable of meeting the care needs of residents, funding accountability and better wages are critical issues that will determine the quality of care that Victorian nurses and personal care workers can provide to our frail and elderly who can no longer live at home, or need care in their own homes.

This claim aims to address these crucial issues.

Part A - Award Maintenance

Part B - Current Agreement Maintenance

Part C – The Workforce Compact

Some current aged care enterprise agreements contain all terms and conditions; others have to be read in conjunction with an old ‘Award’.

In addition, there are new Awards covering nurses and personal care workers, and National Employment Standards applying to all Australian workers.

All new Agreements must be updated to include any beneficial parts of: all applicable conditions of the ‘Awards’ as in place at 31 December 2009 the Nurses Award 2010 and the National Employment Standards this log of claims.

The new agreement is to be a four year agreement containing all conditions contained in the existing agreement (except where varied by this claim); including a dispute resolution clause with full access to the Fair Work Commission (FWC), organisational change provisions and existing agreed matters.

Where not already in place, a savings clause will be introduced, to ensure that no employee has their rate of pay reduced by the implementation of new classification structures.

The Gillard Government has promised substantial additional funding to the aged care sector to improve the wages and conditions of nurses and personal care workers. At the time of this claim, the process for achieving this was under negotiation.

The new agreement must (in addition to wage increases negotiated) contain a clause that recognises the additional funding, and guarantees to increase wages in accordance with, as a minimum, the Workforce Compact.

Why this claim?

Victoria’s aged care nurses and personal care workers care for frail and elderly residents who often have complex combinations of chronic/ terminal illness and dementia. These residents require and deserve the expert nursing care of registered nurses, enrolled nurses and qualified personal care workers but, regrettably, they do not always receive it.

The number of registered nurses working in aged care facilities is at record low levels and this is taking its toll on the quality and safety of resident care. In 1997 the average ratio of registered nurses to residents was one per 30 residents across all shifts. Today staffing can be as low

Log of claims

www.anfvic.asn.au

On The Record May 2013

9

Private and not-for profit aged care Part D - Claims Recruitment, Retention and Staffing Initiatives Wages and allowances 1.

2.

3.

4.

5.

6.

7.

Salaries and classifications are to be comparable to salaries and classifications in the public sector of the Victorian nursing workforce, with a minimum 16% wage increase over four years.

Where there are one or more increases in funding by the Commonwealth Government (in addition to current recurring fee increase arrangements) for either: a specific increase to fund higher pay rates for nursing and/or personal care staff; or particular designated funding increase(s) to raise the level of operational funding for aged care then the rates in the new agreement will be increased in consultation with the ANF, based on the quantum of the increases in the funding provided.

Common annual leave and public holiday entitlements to apply for all nursing and personal care staff, with no overall loss of conditions for any employee.

Where not already the case the registered nurse in-charge of an aged care facility in the off duty periods of the DON is to be titled “After-Hours Nurse Co-ordinator” and be paid at a minimum of Grade 5 Adjusted Bed Capacity (including all beds in co-located high/low/mixed care facilities), but not less than Grade 5, 51200 beds. A savings clause for Grade 5 will be introduced.

In the late 1990s, before ANF was able to provide full industrial and professional cover to personal care workers, the ANF ran a successful case for a wage increase for nurses working in aged care. At that time, nurses were largely only employed in high care (nursing home) facilities and hence the increased wages only applied to registered and enrolled nurses employed in nursing homes.

Due to aged care residents ageing in place, the distinction between nursing homes and hostels is not relevant to wages. The new agreement will abolish this wage differential in favour of the higher rate.

Given the nature of the work, the Nauseous Allowance applicable to personal carers and enrolled nurses be incorporated into the base rate where this is not already the case.

The following classification structures will be included where not already in agreements: RN years 1 – 10 Nurse practitioners, including NP candidates, classified and paid at Grade 6 (candidate) and Grade 7 (Qualified), including bed number percentage.

Nurse Unit Manager Levels 1, 2 & 3 Associate Nurse Unit Managers PCWs – increments to apply from 10

On The Record April 2013

date of qualification or entry to industry, not years in the facility.

8. Community Nurse and qualified Community Carer, with all community or home nursing operations to be covered by the same agreement as residential aged care. The RN classifications will be at Grade 4A for clinical work and Grade 5 a supervisor/co-ordinator.

9. Permanent Night Duty Allowance to be increased by $30 a shift, to apply to all night duty shifts. No nurse or personal care worker working rotating shifts should be rostered to work a night duty shift immediately prior to commencing leave, nor should they be rostered to return to work on a night duty shift.

10. All regular penalties and allowances will be paid during periods of sick leave or long service leave.

11. December 25 and 26 and January 1 and 26 will be treated as public holidays for all purposes for those working on those days., Any additional public holiday under the Public Holidays Act will be an additional public holiday for the purpose of penalty payments and rostered off provisions of the agreement.

12. On public holidays, casual enrolled nurses and PCWs will be paid the casual rate, plus the public holiday rate that would apply to a permanent part-time worker.

Enrolled Nurses 13. A new four level career structure will be introduced for enrolled nurses. The basis for the structure will be: Level 1 – enrolled nurse without NMBA authorisation to administer medicine Level 2 – enrolled nurse with NMBA authorisation to administer medicine Level 3 – enrolled nurse with Seniors Allowance or additional duties or an Advanced Diploma Competency relevant to aged care Level 4 – enrolled nurse with supervisory responsibilities.

14. Levels 3 and 4 will be to recognise the level of clinical competence and responsibility commensurate with the role of senior enrolled nurses in respect to leadership and clinical coordination, irrespective of the workplace.

Personal Care Workers 15. A new four level career structure will be introduced for personal care workers. The basis for the structure will be: Level 1 – unqualified (Cert II or less) Level 2 – Certificate I or II in Work preparation or equivalent (entry level to Vocational Education and Training (VET) nationally accredited Training Package in Individual Client Care Qualifications Level 3 – Certificate III in any of the VET Individual Client Care Qualifications Level 4 – Certificate IV in any of the VET Individual Client Care Qualifications or Seniors Allowance or additional duties as

defined; or holding a nationally accredited unit of competence at the Certificate III or IV level within the Australian Qualifications Framework (AQF) in Aged Care specifically CHCCS305 – Assist Clients with Medication and CHCCS424 Administer and Monitor Level 5 – PCW who meets all of level 4 criteria with additional supervisory responsibilities within a community care setting (HACC).

16. In genuinely low care facilities the 10% (senior) allowance to apply to a PCW acting in-charge in the out of hours of the facility manager/coordinator or where the PCW is working alone in a unit, to be increased to 15%.

Staffing and Change 17. Each facility must provide: a full-time Director of Nursing (however titled) on site at each campus of each facility who is registered with the Australian Health Practitioner Regulation Agency as a registered nurse a minimum skill mix determined in the agreement having regard to the assessed care requirements of all residents a staffing level that is safe for residents and staff comprising at least one registered nurse and one authorised enrolled nurse on every shift, In addition to the Director of Nursing where there is one or more residents with an Aged Care Funding Instrument (ACFI) classification at the high care level.

18. Each agreement must incorporate an organisational change provision, including mandatory consultation with employees and written advice to the ANF Victorian Branch before the implementation of change, the provision of all relevant information and written assessment of the impact of the change. Such a provision will provide for salary maintenance for 12 months where the change has resulted in any loss to the employee.

Superannuation 19. The employer must within 28 days of the month in which they accrue, remit all superannuation payments, including SGL, voluntary contributions, salary sacrifice and salary packaging.

Education, Career & Professional Development 20. The agreement to include provisions which encourage and facilitate paid study leave for the purpose of maintaining their professional development.

21. In addition, paid study leave to be available for: PCW employees for the purpose of undertaking education to become a nurse at the bachelor or diploma level

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Private and not-for profit aged care Enrolled nurses to undertake further nursing education to enable an expanded scope of practice Enrolled nurses who wish to undertake registered nurse training.

Registered nurses who wish to undertake postgraduate education as a nurse practitioner or a postgraduate course relevant to the workplace including gerontology, palliative care, community care, rehabilitation nursing or any related field.

22. All employees will have access to: paid study leave of four hours per week per semester to undertake tertiary nursing studies a minimum of five days paid conference/seminar leave (pro rata for permanent part-time and regular casual employees) paid examination/course leave for studies directly related to nursing.

23. A fair and transparent process for all leave applications will be introduced and no leave application to be unreasonably refused.

24. Where not already applying, a registered nurse who completes additional recognised tertiary education beyond the minimum necessary for registration will receive a Qualification Allowance at the following additional percentage of base rate : graduate certificate (or equivalent) 5% double degree 6.5% 4 year degree 6.5% postgraduate diploma 7.5% honours degree 7.5% masters entry 8.5% PhD. or Doctorate 9% Further, the Qualification Allowance for enrolled nurses will be based on agreed nominal hours of study or instruction as an alternative criteria to the length of time taken to undertake the course and the percentages for the allowance will be 5% for nominal course time of 120 hours and 9% for nominal course time of 240 hours .

Work/life balance and leave 25. All nurses and PCWs will be eligible for not less than 14 weeks employer paid maternity/adoption leave and four weeks employer paid paternity leave, specifically including casual employees engaged on a systematic and regular basis. Further, the clause to be amended to provide that: The employer provided paid maternity and adoption leave be in addition to the Commonwealth PPLS contribution of 18 weeks at the minimum wage.

A second or subsequent amount of paid parental leave will apply should there be a further birth while the employee is on paid leave or extended unpaid parental leave.

The leave be available for primary carers. A person is a primary carer of

www.anfvic.asn.au

26.

27.

28.

29.

a child on a day if the child is in the person’s care and the person meets the child’s physical needs more than anyone else.

An employee eligible for Maternity Leave who gives birth to a stillborn child (after 20 or more weeks gestation) or the child subsequently dies, will be entitled to the full amount of paid maternity leave.

In this situation, the primary carer, whether this is the birth mother or another person, may return to work during the PPL period and remain eligible for parental leave pay.

Nurses and PCWs to be entitled to pro rata LSL on completion of seven years service.

Further, that ordinary pay will include regular loadings, penalties and allowances.

Nurses and PCWs, whether full or part time, to have access to six weeks annual leave where their work includes evening/ night shifts or weekend work (including overtime) or they are on-call on weekends.

All employees will have access to a scheme to enable the purchase of additional annual leave (48/52).

A further qualifying period and/or probationary period is not to apply to an employee affected by a transfer of business.

Personal leave 30. No cap on the use of accrued personal leave as carer’s leave in any one year.

31. Where an employee becomes ill or injured whilst on annual leave on a day or days on which she/he would otherwise have worked then the number shall be deducted from personal leave and be re-credited to her/ his annual leave entitlement.

32. Provide for five (5) days of paid Elder Care leave and up to 10 days of unpaid Elder Care leave per year in addition to Personal Leave.

Domestic violence leave 33. Provision of support and paid leave of up to 10 days for employees experiencing domestic violence.

Severe weather event leave 34. Introduction of paid leave for a Bushfire, Flood or Other Severe Weather Event Leave of up to five days per year (before other paid leave must be utilised) in situations where a recognised emergency prevents the employee attending work or the patients/residents have been moved because of imminent threat or damage to the facility.

Trade Union Leave and Resources 35. Appropriate resources, including desk and computer, email and internet are to be provided for Union Job Representatives and Health and Safety Representatives to

enable them to undertake their role.

36. The employer to provide paid leave as follows: Where an employee has been elected or appointed to the Victorian Branch Council of the ANF to enable the employee to travel to and from and attend Branch Council meetings and where applicable meetings of Branch Council Executive; Where an employee has been elected as a Job Representative, up to five (5) days per year to undertake education and training about industrial relations, including dispute resolution and disciplinary processes.

OH&S 37. Bring the agreement into line with Victorian legislative changes in OH&S and workers compensation.

38. In addition to training provided for under health and safety legislation, provide for health and safety reps (HSRs) an additional three days paid ‘HSR study leave’ entitlement per year for the purposes of attending general health and safety related education and training.

39. Introduction of agreed principles and processes to prevent and manage OH&S hazards including safe patient handling, violence, bullying and stress.

40. Improved Accident Make Up Pay by: Increasing to 52 weeks and remove the restriction on payment of make-up pay in the first two weeks Include shift and weekend penalties, regular overtime and regular allowances in the calculation of the usual 38 hour week, so that the employee receives 100% of pre-injury average weekly earnings Employer to be liable for increased make-up pay where there is partial incapacity and the employee’s compensation payments are reduced.

41. A program consistent with the ANF (Vic Branch) policy on Safe Patient Handling to be included in the body of the agreement and dedicated appropriately skilled No Lifting Co-ordinator to be appointed at each facility (to be paid at Grade 4A Year 2 (for nurses regardless of the employee’s health qualification) or at WSG 11 (for PCWs).

Reasonably regular hours of work 42. Each employee to be entitled to reasonably predictable hours of work agreed and documented at commencement of employment.

Precarious Employment 43. All casual staff who have worked regularly (at least once each fortnight) to be given the option of converting to on-going employment after a maximum of six months.

On The Record April 2013

11

Private and not-for-profit aged care campaign HOW THE $1.2 BILLION AGED CARE COMPACT AFFECTS YOU

TAKE ACTION TO ACHIEVE HIGHER WAGES

Aged care employers must renew or vary agreements to access funding for wages

Five easy ways to support your claim

Leigh Hubbard, Senior Industrial Officer Negotiations based on the claim to sign up to new or varied agreements reproduced on pages 9 -11 are continuing so that they can access this additional with aged care employers, Bupa, Primelife funding specifically to increase wages.

Lendlease, Regis, Aged Care Services While there have been some changes Australia Group, TLC and other smaller to the Aged Care Funding Instrument and employers where enterprise agreements structural changes to the system from have expired.

1 July 2014 (for example the abolition With details of the Gillard Government’s of the distinction between high and low Aged Care Workforce Supplement now care so providers can seek bonds from clear, ANF is focused on ensuring the all residents), ANF believes that aged additional $1.2 billion to increase aged care employers are in a better position care employees’ wages, which resulted financially than they were four years ago from the support for the community during the global financial crisis, when we Because We Care campaign, actually makes were commencing the last round of EBAs it into the pockets of nurses and personal in this sector. care workers.

In the last three years aged care For the money to flow, Victorian aged providers’ financial returns lodged with the care providers must renew expired Department of Health and Ageing show agreements or vary existing agreements average annual revenue has increased by that cover around 22 per cent while 50,000 residential aged By 2016 the extra money will total between wages costs have care workers. $1500 and $3000 per year depending on then only risen an From 1 July this year your classification, plus the flow on to average of five per the Gillard Government cent per annum. allowances, loadings and penalties. will provide a one per More ANF cent wage increase for workplace visits are all aged care employees to be paid through scheduled at facilities where agreements enterprise agreements. This is part of the have expired and members are encouraged 3.5 per cent Government contribution to attend these meetings to ensure you over the next four years to boost wages for are involved in the decisions that will affect nurses, carers and support staff. This is on the negotiations, your wages, conditions top of the employer-funded wage increases and ability to provide safe resident care. normally provided in enterprise agreements.

Workplaces with existing enterprise By 2016 the extra money will total between agreements will be sent a letter from ANF $1500 and $3000 per year depending on requesting a variation to that EBA to your classification, plus the flow on to increase wages. allowances, loadings and penalties.

For further information and updates on The task ahead for ANF is to work with the aged care Respect Our Work campaign Victoria’s 580 private aged care facilities please go to www.tiny.cc/rowagedcare

Negotiations over the past decade have shown an increasing commitment from aged care members to support their campaigns for improved wages and conditions. Analysis of enterprise agreements across Victoria shows that workplaces with a high ANF membership have higher wages and better working conditions and staffing levels.

Here’s five things you can do to improve your wages and conditions: 1

Invite your colleagues to join ANF. Make sure personal care workers at your private or not-for-profit aged care facility know they can join the ANF nursing family.

2

Ensure you have at least two Job Reps. Ask your Organiser for a nomination form or visit www.tiny.cc/ anfnominationjr

3

Distribute the ANF claim and the aged care nurses’ and personal care workers’ ‘Respect Our Work’ campaign bumper stickers.

4

Attend scheduled ANF meetings to discuss the progress of your negotiations and be involved in the decisions that will affect the outcome.

5

Support your colleagues on Facebook at www.facebook. com/respectourwork and Twitter @ANFvicbranch and #respectourwork (Make sure you read the ANF (Vic Branch) fact sheet ‘What you need to know about social networking’ on our website at www.tiny.cc/anfsocialmedia )

New ANF (Vic Branch) diary with this month’s ANJ Your new and improved edition of the ANF Victorian Branch Diary, for the 2013-2015 financial years, has been inserted into this month’s Australian Nursing Journal. In addition to assisting members organise their roster, family and other commitments, the diary contains key details on ANF programs as well as on useful contacts and services for members. Thanks to the many members who provided such valuable feedback.

12

On The Record May 2013

www.anfvic.asn.au

Professional news SPOTLIGHT

Enrolled nurse graduate year programs on the rise across Victoria Innovative enrolled nurse graduate programs are providing opportunities for a small number of enrolled nurses to consolidate their learning in a supportive environment. ANF Professional Officer Belinda Clark and ANF Undergraduate and Final Year Student Officer Abbey Kink met with Bendigo Health’s Nursing and Midwifery Education Manager Dr Helen Aikman and Nurse EducatorProfessional Development Programs Claire Pertzel to find out more and discovered an increasing number of public and private health services are realising the benefits of a graduate program for enrolled nurses.

Pictured from left to right: Bendigo Health Manager Nursing and Midwifery Education Dr Helen Aikman, enrolled nurse graduate and current participant of the program Amberley Deane, Bendigo Health Nurse Educator- Professional Development Programs Claire Pertzel.

Describing the impetus for Bendigo three to five days at the start of each Health to provide an Enrolled Nurse clinical rotation. Additionally, Dr Aikman Graduate Program, Nursing and Midwifery identified the vital role that the Clinical Education Manager Dr Helen Aikman Support Nurse plays in supporting all nurses and midwives in each ward and unit. explains she felt a “sense of inequity in Enrolled nurse graduate Amberley the opportunities for registered nurses Deane was so attracted by the and midwives and enrolled nurses to opportunity to consolidate her learning access a graduate nurse year”. Dr Aikman that she relocated from the Northern points to a wealth of literature indicating Territory to participate in the Bendigo graduate programs help nurses and Health Enrolled Nurse Graduate Program. midwives consolidate their learning and Having completed her Diploma of develop their clinical skills. She reasons Nursing in Queensland, there is a significant ….Dr Aikman explains she felt a “sense Ms Deane says “she imperative for enrolled would have felt a lot of nurses to be offered of inequity in the opportunities for this opportunity as registered nurses and midwives and pressure transitioning to practice without well. The limited clinical enrolled nurses to access a graduate the support offered to placement time offered her by the program”. within their course may nurse year”.

Amberley says the be as little as nine weeks program is helping her and the overall pace of to develop confidence and clinical skills their learning is accelerated compared to and that she enjoys being part of a team the three-year undergraduate degree for of positive nursing role models at Bendigo registered nurses.

Bendigo Health started providing an Health.

Enrolled Nurse Graduate Program in 2012 “Don’t be afraid to ask questions if and has six graduates undertaking the unsure” is Ms Deane’s wise counsel to enrolled nurses. Similarly, in explaining 12-month program this year. Students how Bendigo Health fosters a safe, enjoy three clinical rotations to areas including rehabilitation, medical (or positive and exciting learning culture, psychiatry) and residential aged care.

Dr Aikman identifies that “teaching all graduates that integrity matters the most” Students receive four orientation days and is critically important to the education six structured study days that are timed and support of all nurses and midwives. to coincide with clinical rotations. The study day program includes general ward Whilst Bendigo Health currently receives no additional government introduction and a strong clinical focus. funding for their Enrolled Nurse Graduate Critically, students of the program are Program the benefits of it are manifest. well supported by a Graduate Year CoBendigo Health Nurse Educator Claire ordinator, a Clinical Nurse Educator and Pertzel says the program provides a a Nurse Preceptor who they are buddied “variety of experiences, the chance to with in a supernumerary capacity for

www.anfvic.asn.au

develop nursing skills, peer support and a greater sense of satisfaction”. Similarly “doing a good job around recruiting to the program,” reaps many rewards for the organisation in preventing the additional costs otherwise associated with the recruitment of nurses and midwives.

Despite the financial hurdles facing hospitals to provide an enrolled nurse graduate program without government funding, Dr Aikman encourages other hospitals embarking on this course to “Stick with it. It is morally right. Share your resources with other hospitals”.

Since meeting with Bendigo Health last month ANF has become aware that a number of other health care facilities provide a graduate program for enrolled nurses though the length and structure of these vary considerably. Facilities include Western District Health Service (WDHS) who have provided a 12-month enrolled nurse graduate program since 2008.

WDHS Nurse Education Coordinator Christine McGennisken describes the Enrolled Nurse Graduate Program as a “carefully planned and integrated twelve-month educational program, designed to consolidate nursing skills and increase professional awareness, under the supervision and guidance of experienced and competent nurses”.

The Royal Melbourne Hospital offer a comprehensive 12-month enrolled nurse graduate program. Other facilities that provide a form of enrolled nurse graduate program include: St Vincent’s and Mercy Private, Epworth Healthcare, Healthscope, Ramsay Healthcare and Cabrini Health who provide an ‘enrolled nurse novice program’.

On The Record May 2013

13

News WORKCOVER

Important to claim for work-related injuries and illnesses Zoran Bukarica, OHS Officer It has been the experience of ANF that illnesses due to gastro and influenza outbreaks can certainly cover these requirements and claims are likely to be accepted, with appropriate evidence, for The Victorian Accident Compensation example definitive diagnoses of strains, Act 1985 provides the entitlement to injured workers to claim for compensation which match those of an outbreak in the facility. due to work-related injuries or illnesses It is also important to note that there “if there is caused to a worker an injury is a requirement for injured employees arising out of or in the course of any to claim for compensation as soon employment, the worker shall be entitled as possible after becoming aware of to compensation”. their injury. Therefore, at the time of The Act protects workers claiming experiencing symptoms and initially injury or illness arising out of/or in the course of any employment. It is important seeking medical treatment, WorkCover certificates should be sought from your to emphasise the term “any injury” as GP (these are different to normal medical this enables nurses certificates), and a claim and midwives to … this enables nurses and midwives submitted. This claim will be claim for injuries to claim for injuries that you might assessed as per the claims that you might not process and, if successful, not necessarily consider, such as necessarily consider, you will be reimbursed such as illnesses due illnesses due to gastroenteritis your leave (if required) and to gastroenteritis outbreaks and/or influenza medical expenses relevant outbreaks and/or to the treatment of the influenza outbreaks at outbreaks at facilities. illness. facilities.

In other WorkCover In order to receive matters, ANF has been advised of compensation under the Act, the injured multiple employers who have established employee needs to prove firstly that some form of Early Intervention Programs they are injured and secondly that their employment is a major contributing factor (EIP) for injured employees. This is where the employer provides initial to the injury, having been contracted by medical treatment/services outside a worker in the course of the worker’s of the WorkCover claims process, and employment.

encourages employees to utilise this program rather than make a claim.

This is sometimes through contracted medical clinics or programs, or via paying for employees’ treatment out of pocket. These programs themselves are not against any laws but it is important to remember that injured employees are entitled to compensation under WorkCover and that an employer is not allowed to prohibit an employee from completing a WorkCover claim for compensation, even if they have participated in an employer-funded EIP. Further, it is absolutely critical to remember that employees are entitled to attend their choice of treating medical (and allied) practitioners. The employer is not able to dictate which treating practitioner is attended.

ANF recommends all nurses and midwives complete a claim for compensation rather than (or in addition to) participating in any EIP. WorkCover can provide more certainty in the long term and provide for entitlements to time off, medical and like expenses and other compensation if required. Having participated in an EIP, whilst not precluding any future claim, can make it more difficult if a claim is required later in the process, as there may not be the ability to have the assessments as required.

For any further information, contact the ANF OHS Unit on 9275 9333.

complementary therapy nurses palliative care nurses clinical nurse consultants orthopaedic nurses school nurses immunisation nurses correctional services nurses practice nurses perioperative nurses preadmission nurses mothercraft nurses critical care nurses medical imaging nurses paediatric nurses maternal and child health nurses nurse practitioners neurology nurses oncology nurses student nurses aged care nurses neonatal nurses clinical nurse educators mental health nurses community health nurses midwives blood bank nurses general medical & surgical nurses theatre nurses day surgery nurses refugee nurses research nurses outpatient nurses nurse academics rehab nurses cardiac catheter lab nurses hospital in the home nurses post acute care nurses personal care workers admission & discharge nurses directors of nursing clinical support nurses graduate nurses student nurses enrolled nurses nurse educators coronary care nurses complementary therapy nurses palliative care nurses clinical nurse consultants orthopaedic nurses school DŽŶĚĂLJ ϲ DĂLJ ϮϬϭϯ͕ ϭϬĂŵ Ͳ ϭϮ͘ϯϬƉŵ ;ůƵŶĐŚ ƉƌŽǀŝĚĞĚ ĂŌĞƌǁĂƌĚƐͿ͕ W ŚŽƵƌƐ͗ Ϯ͘ϱ nurses immunisation nurses correctional services nurses practice nurses perioperative nurses preadmission nurses ĂƌƐŽŶ ŽŶĨĞƌĞŶĐĞ ĞŶƚƌĞ͕ E& ,ŽƵƐĞ͕ >ĞǀĞů ϳ͕ ϱϰϬ ůŝnjĂďĞƚŚ ^ƚƌĞĞƚ͕ DĞůďŽƵƌŶĞ mothercraft nurses critical care nurses medical imaging nurses paediatric nurses maternal and child health nurses nurse practitioners neurology nurses oncology nurses student nurses aged care nurses EŽ ĐŽƐƚ ƚŽ ŵĞŵďĞƌƐ ;ƌĞŐŝƐƚƌĂƟŽŶ ŝƐ ĞƐƐĞŶƟĂů ĨŽƌ ƐĞĂƟŶŐ ĂŶĚ ĐĂƚĞƌŝŶŐͿ neonatal nurses clinical nurse educators mental health nurses community health nurses midwives blood bank nurses general medical & surgical nurses theatre nurses day surgery nurses refugee nurses research ZĞŐŝƐƚĞƌ ŽŶůŝŶĞ ǁǁǁ͕ƟŶLJ͘ĐĐͬƐĞŝŵŝŶĂƌϲDĂLJ nurses outpatient nurses nurse academics rehab nurses cardiac catheter lab nurses hospital in the home

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DĞŵďĞƌ ŝŶǀŝƚĂƟŽŶ Ŷ E& /ŶƚĞƌŶĂƟŽŶĂů DŝĚǁŝǀĞƐ ĂŶĚ EƵƌƐĞƐ ĂLJ ^ĞŵŝŶĂƌ dŚĞ DĞŶƚĂů ,ĞĂůƚŚ ŽĨ ƚŚĞ tŽŵĂŶ ŝŶ ƚŚĞ WĞƌŝŶĂƚĂů WĞƌŝŽĚ

14

On The Record May 2013

www.anfvic.asn.au

Branch news YOUR UNION

OTR diary

New Branch staff Jo Petrini - Organiser Jo has joined ANF as an Organiser and has 30 years experience as a registered nurse working in acute medical, surgical and intensive care areas predominantly at the Alfred and Royal Melbourne Hospitals. She has also worked as an intensive care clinical educator and Associate Lecturer for The University of Melbourne’s Postgraduate Diploma in Advanced Clinical Nursing program and was co-manager of the nursing education department at the Royal Melbourne Hospital. Her most recent position was an After Hours Co-ordinator at the Alfred Hospital.

Lisa Stingel - Organiser Lisa has joined ANF as an Organiser and has 10 years experience as a registered nurse specialising in palliative care and oncology. She has been a nurse unit manager for five years. Most recently she has been working at Hepburn Health Service as Associate Nurse Unit Manager/relieving Nurse Unit Manager. She has been an ANF Job Rep for the past 10 years.

Jenny Poulter - Program Educator Jenny has joined the ANF Education Centre as a Program Educator. Most recently she was Co-ordinator of the Inservice Program at the Royal District Nursing Service. She specialises in infection control and has more than 25 years general nursing, midwifery and education experience, in roles in Australia and overseas.

SIG IN FOCUS

Victorian Perioperative Nursing Group Perioperative nursing encompasses all the roles of registered and enrolled nurses working in operating suites and day surgery units including circulating nurses, instrument nurses, anaesthetic and post-anaesthetic nurses, pre-operative patient assessment and education nurses and perioperative nurse surgeon’s assistants.

Carollyn Williams provides an insight into the Victorian Perioperative Nurses Group.

The Victorian Perioperative Nurses Group (VPNG [ANF Vic Branch]) represents the professional and educational needs of perioperative nurses in Victoria with a membership nearing 800. VPNG offers seminars and conferences to members either free or at reduced rates. VPNG offers annual postgraduate scholarships and educational grants for members to attend national and international perioperative nursing conferences.

www.anfvic.asn.au

VPNG, as do all state and territory perioperative associations, provide two committee members to the Board of the Australian College of Operating Nurses (ACORN) who represent perioperative nursing nationally. VPNG members are also ACORN members and there are 3500 members nationally. The College works closely with the local association presidents to ensure that there is a united vision for perioperative nursing.

ACORN publishes perioperative nursing practice standards that include nursing roles, guidelines, position statements and competency standards.

Diary date: 50th VPNG Conference ‘Gold Standard: 50 years of perioperative education’ will be held on 8-9 July 2013.

Visit www.vpng.org.au for membership forms, scholarship and grant applications and conference registration

The mental health of the woman in the perinatal period seminar 6 May 2013, 10am - 12.30pm, CPD: 2.5 hours ANF House, 540 Elizabeth Street, Melbourne This special ANF International Midwives and Nurses Day event, presented

by Bendigo Health clinicians, will demonstrate an integrated model of care based on liaison, referral and consultation between professionals working in midwifery, mental health services, allied health and medicine.

Register at www.tiny.cc/seminar6May

Re-forming the Aged Care Nurses SIG meeting 8 May 2013, 4pm - 5pm ANF House, 540 Elizabeth Street, Melbourne Aged care nurses interested in re-forming this Special Interest Group and electing an interim President and committee members are invited to this meeting. To register contact Carole de Greenlaw at cdegreenlaw@anfvic.asn.au

Nurses and Midwives Wellness Conference 24 May 2013, 8.30am – 4.30pm, CPD: up to 7 hours Melbourne Convention and Exhibition Centre Spend a day examining your work/life balance and hear new and simple ideas for healthier and happier living. Program and registration www.tiny.cc/WellnessConf

Working Hours, Shifts and Fatigue Seminar 30 May 2013, 9am – 4pm, CPD: 5.75 hours Carson Conference Centre, ANF House, Melbourne Learn practical strategies to reduce the impact of nurses’ and midwives’ working hours and shift work. Details and registration www.tiny.cc/fatigueseminar

ANF Health & Safety Reps Conference 26 June 2013, CPD: 5.5 hours Carson Conference Centre, ANF House, Melbourne This conference examines topical issues relevant to HSRs working in the health care industry. Details and registration www.tiny.cc/hsr2013

Annual Delegates Conference 27 & 28 June 2013 Melbourne Convention and Exhibition Centre Newly elected Job Reps and younger Job Reps are particularly encouraged to attend this conference. Details and registration www.tiny.cc/dels2013 On The Record May 2013

15

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CPD: 6 hours 30 May, 9.30am-4.30pm, presenter Wayne Lynch This workshop is designed to help nurses and midwives communicate in a concise, assertive and diplomatic way in a dynamic work environment.

Member $150, non-member $185, Job Rep/SIG member $140

The importance of documenting nursing care within the aged care environment CPD: 6 hours 13 June, 9.30am-4.30pm, presenter Margaret Lang This seminar highlights the importance of accurate documentation in aged care and includes information on ACFI, accreditation standards and effective handover.

Member $150, non-member $185, Job Rep/SIG member $140

Elder abuse CPD: 6 hours 24 June, 9.30am-4.30pm, presenter Margaret Lang Covering elder abuse and types of abuse, particularly in aged care facilities, WKLV VHPLQDU LGHQWLÂżHV WKH LQGLFDWLRQV RI DEXVH IXWXUH FKDOOHQJHV DQG WKH role and legal responsibilities of the employer.

Member $150, non-member $185, Job Rep/SIG member $140

*HLTCPR211A Perform CPR CPD: 4 hours 28 June, 9:00am-1pm, presenter Sandy Willis A refresher in Basic CPR, this course includes Australian Resuscitation Council updates, training in unconscious patient management and CPR. It LV VXLWDEOH IRU PDLQWDLQLQJ ÂżUVW DLG &35 ZKLFK VKRXOG EH XSGDWHG DQQXDOO\ Member $70, non-member $95, Job Rep/SIG member $65

&HUWLÂżFDWH ,9 LQ WUDLQLQJ DVVHVVPHQW (TAE40110) This course includes 10 units and focuses on the skills required to deliver WUDLQLQJ DQG DVVHVV FRPSHWHQFH ,W LV WKH EHQFKPDUN TXDOLÂżFDWLRQ WRJHWKHU with subject matter expertise) for educators & assessors in the VET Sector.

The course is delivered over 9 study days on the following dates-: Course 2: May 31; June 7, 14, 21, 28; July 5, 12, 19, 26 ANF member $1570, non-member $1770, Job Rep/SIG member $1470

ANF Education Centre phone: 9275 9363 email: education@anfvic.asn.au

ĹŻĹŻ ZÄžĹ?Ĺ?Ć?ĆšÄžĆŒÄžÄš Θ ĹśĆŒĹ˝ĹŻĹŻÄžÄš EĆľĆŒĆ?ÄžĆ?

Managing the patient with drug and alcohol addictions CPD: 6 hours 16 May, 9.30am-4.30pm, presenter Paula Duffy This new workshop explores the difference between substances and drugs, their potential impact and interventions developing practical workplace skills.

Member $150, non-member $185, Job Rep/SIG member $140

The principles of documentation in the current nursing environment CPD: 6 hours 17 May, 9.30am-4.30pm, presenter Lynn Murray Designed to assist nurses to document information effectively this course highlights the importance of objective and concise documentation.

Member $150, non-member $185, Job Rep/SIG member $140

Management of chronic/persistent pain in older people CPD: 6 hours 20 May, 9.30am-4.30pm, presenter Dr Rosalie Hudson This seminar focuses on advanced skills for nurses caring for older people with chronic/persistent pain.

Member $150, non-member $185, Job Rep/SIG member $140

3ULQFLSOHV SUDFWLFH RI DVFHSWLF WHFKQLTXH infection control CPD: 6 hours 23 May, 9.30am-4.30pm, presenter Jenny Poulter This workshop reviews nosocomial infections and infection control practices, including risk management, standard precautions and asepsis.

Member $150, non-member $185, Job Rep/SIG member $140

Advanced skills for dementia care CPD: 6 hours 4 June, 9.30am-4.30pm, presenter Dr Rosalie Hudson This course includes information on assessment and care planning for clients unable to articulate their symptoms and the ethical issues of end-of-life care.

Member $150, non-member $185, Job Rep/SIG member $140

The ANF (Vic Branch) Education Centre, ANF (Vic Branch) Registered Training Organisation (RTO 3601), nursing laboratory and library are located near the Melbourne CBD at ANF House, 540 Elizabeth Street, Melbourne. www.anfvic.asn.au

upcoming course program

The art of communicating successfully in the contemporary nursing and midwifery environment

On The Record May 2013

Course 2: 17 June, 9.30am -1pm 2IIHUHG WR SHRSOH ZLWK D FXUUHQW 7$$ &HUWLÂżFDWH ,9 LQ WUDLQLQJ DVVHVVPHQW ZKR ZLVK WR XSJUDGH WR WKH ODWHVW TXDOLÂżFDWLRQ 7$( ANF member $250, non-member $330, Job Rep/SIG member $220

Course 2: 6 & 28 August DP SP ERWK GD\V

6XLWDEOH IRU XSJUDGLQJ WKH %6= &HUWLÂżFDWH ,9 LQ WUDLQLQJ DVVHVVPHQW ANF member $550, non-member $650, Job Rep/SIG member $520

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CPD: 6 hours 22 May, 9.30am-4.30pm, presenter Wayne Lynch This seminar introduces participants to the fundamentals of counselling and communication skills, providing participants with practical tools and skills to support patients and provide critical health care.

Member $150, non-member $185, Job Rep/SIG member $140

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ACFI for registered and enrolled nurses CPD: 6 hours 19 June, 9.30am-4.30pm, presenter Margaret Lang This seminar explores all ACFI business rules, a breakdown of the 12 ACFI questions and a practical review of compiling and completing the ACFI answer appraisal pack.

Member $150, non-member $185, Job Rep/SIG member $140

A palliative approach for aged care CPD: 6 hours 24 June, 9.30am-4.30pm, presenter Dr. Rosalie Hudson This seminar focuses on skill development for palliative care including the slow GHFOLQH RI FKURQLF LOOQHVV WKH ÂżQDO SKDVH RI OLIH SDLQ PDQDJHPHQW DQG HWKLFDO LVVXHV Member $150, non-member $185, Job Rep/SIG member $140

/DZ HWKLFV IRU UHJLVWHUHG HQUROOHG QXUVHV CPD: 12 hours 14 & 21 June, 9.30am-4.30pm, presenter Jenny Poulter This course is designed to reacquaint nurses with the fundamentals of law and the OHJLVODWLRQ WKDW LPSDFWV RQ QXUVLQJ SUDFWLFH LQFOXGHV D WDNH KRPH H[DPLQDWLRQ

Member $300, non-member $370, Job Rep/SIG member $280

Innovation in wound management CPD: 12 hours 21 & 28 June, 9.30am-4.30pm, presenters Rhea Martin, Julie Baulch & Sandra Dean This course focuses on wound prevention, assessment and management techniques.

Member $300, non-member $370, Job Rep/SIG member $280

Assessment skills in the acute setting for registered HQUROOHG QXUVHV CPD: 6 hours 17 June, 9.30am-4.30pm, presenter Lynn Murray This seminar focuses on the accurate, effective and timely assessment of patients in acute care, providing strategies to recognize and manage the deteriorating patient.

Member $150, non-member $185, Job Rep/SIG member $140

Diabetes Mellitus update for registered and enrolled nurses CPD: 12 hours 20 & 27 June, 9.30am-4.30pm, presenter Kathy Mills This workshop focuses particularly on Type 2 Diabetes, and includes principles of patient management and an update on current trends.

Member $300, non-member $370, Job Rep/SIG member $280

'HSUHVVLRQ DQ[LHW\ Âą UHFRJQLVLQJ WKH V\PSWRPV CPD: 6 hours 27 June, 9.30am-4.30pm, presenter Helen Reeves This workshop will include the exploration of depression and anxiety and participants will gain practical skills and knowledge, transferable to the workplace.

Member $150, non-member $185, Job Rep/SIG member $140

ĹŻĹŻ ZÄžĹ?Ĺ?Ć?ĆšÄžĆŒÄžÄš EĆľĆŒĆ?ÄžĆ? ĂŜĚ ĹśĆŒĹ˝ĹŻĹŻÄžÄš EĆľĆŒĆ?ÄžĆ? ÍžĆŒÄžĹ?Ĺ?Ć?ĆšÄžĆŒÄžÄš Ä‚ĹŒÄžĆŒ ĎŽĎŹĎŹĎ´Íż Catheterisation Update CPD: 6 hours 27 June, 9:30am-4:30pm, presenter Kate Potter This one-day program focuses on urethral and supra-pubic catheterisation for male & female patients, together with a comprehensive review of the potential risks, complications and management strategies associated of catheterisation.

Member $150, non-member $185, Job Rep/SIG member $140

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Respiratory management – Part 2 Advanced concepts CPD: 6 hours 21 May, 9.30am-4.30pm, presenter Kate Potter Part two of this series includes care and management of patients with a tracheostomy, intercostal catheters/under-water seal drainage, non-invasive ventilation, arterial blood gas interpretation and acute pulmonary oedema and pneumonia.

Member $150, non-member $185, Job Rep/SIG member $140

Introduction to electrocardiography CPD: 6 hours 31 May, 9.30am-4.30pm, presenter Kate Potter This program focuses on a review of cardiac physiology, identifying normal and variant cardiac conduction pathways followed by the process of conducting a 12-lead ECG, analysing common arrhythmias and management of conditions.

Member $150, non-member $185, Job Rep/SIG member $140

Pain management in the acute setting CPD: 6 hours 17 May, 9.30am-4.30pm, presenter Kate Potter This seminar explores pain theories, assessment and the therapies employed in pain management, i.e. epidural infusions, patient controlled analgesia and IV opiate infusions.

Member $150, non-member $185, Job Rep/SIG member $140

Intravenous therapy management – current trends part 1 CPD: 6 hours 18 June, 9.30am-4.30pm, presenter Kate Potter Part one focuses on the review and management of peripheral and central line WKHUDSLHV ZLWK VSHFL¿F HPSKDVLV RQ 3,&& OLQHV DQG LQMHFWDEOH SRUWV Member $150, non-member $185, Job Rep/SIG member $140

CPD: 6 hours 11 June, 9.30am-4.30pm, presenter Brendan Scully A new seminar addresses a variety of techniques that nurses and other health care SURIHVVLRQDOV PD\ XWLOL]H WR PDQDJH GLIÂżFXOW SHRSOH DQG WHQVH VLWXDWLRQV Member $150, non-member $185, Job Rep/SIG member $140

CPD: 6 hours 25 June, 9.30am-4.30pm, presenter Kate Potter 3DUW WZR IRFXVHV RQ DSSURSULDWH VHOHFWLRQ DQG PDQDJHPHQW RI ,9 ÀXLGV DQG D comprehensive review of blood transfusion reactions.

Member $150, non-member $185, Job Rep/SIG member $140

www.anfvic.asn.au/education ormation about these and upcoming courses.

www.anfvic.asn.au

All nurses and midwives are required to undertake 20 hours of continuing professional development each year as part of the requirements to re-register with the Nursing and Midwifery Board of Australia. For information visit www.nursingmidwiferyboard.gov.au

costs

Intravenous therapy management – current trends part 2

continuing professional development (cpd)

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6LJQLĂ€FDQW GLVFRXQWV RQ PDQ\ courses (excluding governmentfunded courses) are available to ANF members, Job Reps and ANF Special Interest Group members.

Courses may be tax deductible. Ask your tax consultant for advice.

On The Record May 2013

17

Gestational Diabetes – The ‘new’ common problem Clinical skills update for RNs Part 1 CPD: 6 hours 11 June, 9.30am-4.30pm, presenter Kate Potter Part one focuses on management of a range of invasive devices, including IV lines, intercostal catheters and enteral feeding systems and includes a detailed review of patient assessment.

Member $150, non-member $185, Job Rep/SIG member $140

Clinical skills update for RNs Part 2 CPD: 6 hours 21 June, 9.30am-4.30pm, presenter Kate Potter Part two focuses on key requirements for managing patients with impaired cardiac function and symptoms. It includes assessment, differentiation of chest pain and management of a patient having an AMI. A review of ECG monitoring, common arrhythmias and blood test investigation is also included.

Member $150, non-member $185, Job Rep/SIG member $140

0HGLFDWLRQ DGPLQLVWUDWLRQ ± 3ULQFLSOHV practice revisited CPD: 12 hours 17 & 24 June, 9.30am-4.30pm, presenter Sue Pleunik This two day workshop is designed to refresh and update registered nurses medication administration knowledge and skills, including drug calculations, managing IV pumps, syringe drivers and patient controlled analgesia.

Member $300, non-member $370, Job Rep/SIG member $280

,9 &DQQXODWLRQ IRU UHJLVWHUHG QXUVHV midwives CPD: 6 hours 11 June, 9.30am-4.30pm, presenter Lynne Murray Seminar focuses on peripheral IV insertion in adults including anatomy, site and cannula selection and techniques; common problems and solutions.

Member $150, non-member $185, Job Rep/SIG member $140

Managing the deteriorating patient CPD: 6 hours 23 May, 9.30am-4.30pm, presenter Lynn Murray With the national focus on the deteriorating patient as one of the hospital standards, there is a need for nurses in the acute setting to be skilled and FRQ¿GHQW LQ WKHLU PDQDJHPHQW 7KLV ZRUNVKRS UHYLHZV WKH FKDOOHQJHV RI WKHVH situations and focuses on the knowledge and skills required for safe practice.

Member $150, non-member $185, Job Rep/SIG member $140

*Foundations of pharmacology and medications administration for registered nurses and midwives 9.30am-4.30pm, presenter Jennifer Irwin This course revises the underpinning knowledge of pharmacology and medication administration for registered nurses. Topics include pharmacokinetics, pharmacodynamics and adverse drug reactions. Common medications will be revised using a systems approach and legal aspects of medication orders and professional issues explored. The course will be delivered over 4 days on the following dates; Fridays May 17, 24, 31; June 7 Member $600, non-member $740, Job Rep/SIG member $560

DŝĚǁŝǀĞƐ Early discharge and the new education plan: how to prepare new mothers properly for the road ahead CPD: 6 hours 29 May, 9.30am-430pm, presenter Jen Hocking This seminar is designed to educate all midwives in relation to maternity HGXFDWLRQ SURJUDPV IURP WKH ¿UVW DQWHQDWDO YLVLW WR WKH ¿QDO GRPLFLOLDU\ YLVLW Member $150, non-member $185, Job Rep/SIG member $140

CPD: 6 hours 11 June, 9.30am-4.30pm, presenter Tracey Grainger This seminar is designed to give midwives a greater understanding and knowledge base of Gestational Diabetes with a practical and contemporary focus.

Member $150, non-member $185, Job Rep/SIG member $140

Antenatal Education – Prioritising and Delivering Education to Women CPD: 6 hours 18 June, 9.30am-4.30pm, presenter Jen Hocking Primarily designed for midwives working within the antenatal education setting, this VHPLQDU DLPV WR ORRN VSHFL¿FDOO\ DW WKH HGXFDWLRQ SURYLGHG WR ZRPHQ DQG WKHLU IDPLOLHV within the antenatal period of care with particular focus on the assessment of risk factors and the delivery of targeted education.

Member $150, non-member $185, Job Rep/SIG member $140

Perineal suturing – The when, the how and the siliquae CPD: 6 hours 25 June, 9.30am-4.30pm, presenter Tracey Grainger This seminar is designed to educate and expand midwives’ knowledge of perineal suturing, with particular attention given to the anatomy, skilled assessment of the perineal incision repair and the importance of long-term follow-up care.

Member $150, non-member $185, Job Rep/SIG member $140

ŶƌŽůůĞĚ EƵƌƐĞƐ Medication administration UPDATE course for enrolled nurses (4 routes) CPD: 12 hours 17 & 24 May, 9.30am-4.30pm, presenter Lissa Ryan $ KRXU &3' RSSRUWXQLW\ IRU HQGRUVHG URXWHV HQUROOHG QXUVHV WR UHIUHVK and update their medication administration knowledge. This workshop revises pharmacology, medication administration, legal requirements, Nursing and Midwifery Board of Australia regulatory standards, calculations and averting errors and includes lab practice.

Member $300, non-member $370, Job Rep or ANF SIG member $280

EĞǁ ŶƚƌĂŶƚƐ HLT51612 Diploma of Nursing (Enrolled/Division 2 1XUVLQJ )XQGHG E\ 6NLOOV 9LFWRULD

Applications are invited from people interested in undertaking the HLT51612Diploma RI 1XUVLQJ (QUROOHG 'LYLVLRQ 1XUVLQJ RQ D IXOO WLPH EDVLV 7KLV FRXUVH LV VFKHGXOHG to commence on Tuesday 16th July 2013 Applications are currently open, limited places available.

Information Sessions: 7th Floor Carson Conference Centre, 540 Elizabeth St Melbourne.

31 May 7 & 14 June 2-4pm Application forms are available on request by calling 9275 9363 or emailing education@anfvic.asn.au or on-line Entry level criteria applies This course has been approved by the former Nurses Board of Victoria and is therefore recognised and approved by the Nursing and Midwifery Board of Australia 10%$

Satisfactory completion of this course enables application to the Nursing and Midwifery %RDUG RI $XVWUDOLD 10%$ IRU UHJLVWUDWLRQ DV DQ HQUROOHG QXUVH IRUPHUO\ D 'LY 51

However, interested applicants must note that the NMBA has implemented a new English Language Standard.

More information regarding the English Language Standard for Registration can be obtained from the NMBA by visiting the AHPRA website www.ahpra.gov.au

www.anfvic.asn.au

2013 Job Representatives Training Program: www.anfvic.asn.au/jobreps/ Job Rep training programs, provided free to Job Reps, are designed to build your knowledge and confidence in your important role in the union. Full details regarding leave entitlements and provision

of accommodation and meals are included in the registration brochure and at www.anfvic. asn.au. All Melbourne-based programs are held at ANF House, 540 Elizabeth Street, Melbourne. Regional program venues are

notified with your registration confirmation.

TUTA leave applies where eligible.

Course and registration information is available at www.anfvic.asn.au/jobreps/ or call Bree Taplin on 9275 9333 for a registration brochure.

and professional misconduct in the context of the disciplinary procedure What will I learn in the Introductory Job Rep program? workers’ rights when dealing with poor This program is held over three consecutive performance or professional misconduct Regional courses: days and will focus on: allegations to ensure procedural fairness 9.15am-4.30pm daily. the role of ANF and unions the role of the Fair Work Commission, EBA Job Rep training programs, provided free to Job R02/13 Echuca 28, 29 & 30 May your role, rights and responsibilities as dispute settling procedures and legislation Reps, are designed to build your knowledge and R03/13 Latrobe 30, 31 July & 1 Aug an ANF Job Rep when dealing with the above.

R04/13 Geelong 13, 14 & 15 August FRQ¿GHQFH LQ \RXU LPSRUWDQW UROH LQ WKH XQLRQ the Fair Work Act Program – learn about your to industrial 1: Introduction relations and R05/13 Bendigo 3, 4 & 5 SeptemberFull details regarding leave entitlements and provision rights at work RTS07/13and meals 7 May are included inMildura the of the Jobwhat Representative (3 days)Wangaratta 29, 30 & 31 Octoberof accommodation R06/13 what to do when the yourole don’t know RTS08/13 16 May Warrnambool All Job Reps who have not attended R07/13 training Warrnambool 19, 20 & 21 Nov registration brochure. to do This program is provided assistance from the All Melbourne-based programs are heldwith at ANF or attended training finding out who, what, where and howmore than three years Trade Union Education Foundation.

House, 540 Elizabeth Street, Melbourne.

Regional ago are strongly to attend thisSeminars & Advanced Job Rep Training to access ANF resources to assist encouragedRegional Job Rep SURJUDP YHQXHV DUH QRWL¿HG ZLWK \RXU UHJLVWUDWLRQ gain you in your role - three-day identifyingintroductory the roles program.

Time:You’ll 9am-3.15pm FRQ¿UPDWLRQ confidence in your for Seminar Metropolitan Advanced Job Rep Training and responsibilities of ANF staff androle, learn when to ask Regional 4pm-5pm TUTA leave applies where eligible. help and find out what resources are available Time: 9.15am-4pm officials ‘Happy Hour’ 5pm-6pm to you from the ANF to assist you in the role.

Venue: ANF House, Melbourne a problem solving process to address The new advanced level training program, Course and registration information is available at Metropolitan-based Job Reps are encouraged to workplace issues Melbourne programs (9.15am - 4.30pm daily) Dispute Resolution in the Workplace, Effective www.anfvic.asn.au/jobreps/topics/20066.html or level training register early for this new advanced the principles of natural M08/11justice, December 6, 7 & includes 8 information on your rights at work.call Elaine Toma on 9275 9333 for a registration program, Effective Dispute Resolution in the procedural fairness and the disciplinary This will be combined with the Annual Regional brochure.Workplace, which includes information on your procedure Job Rep Seminars which include an update on 2011 EBA: RESPECT OUR WORK rights at work. For course details see above. your role in representing members and ANF (Vic Branch) activities and an opportunity helping members to help themselves RTS08/13 July 17 RTS09/13 October 16 to meet elected officials, your ANF Organiser building and unifying workplace and other Job Reps in your area and a ‘happy membership. hour’.

Introduction to Industrial Relations and Job Rep role

M08/13 M09/13 M10/13

22, 23 & 24 October 12, 13 & 14 November 3, 4 & 5 December

Do you have Job Reps at your workplace?

Melbourne courses: 9.15am-4.30pm daily.

M04/13 21, 22 & 23 May M05/13 9, 10 & 11 July M06/13 27, 28 & 29 August M07/13 1, 2, & 3 October

Job Reps who undertake the advanced training will develop dispute resolution knowledge and skills about: parents’ rights to request flexible working arrangements the difference between poor performance

Contact Bree Taplin for further information: 9275 9333 or jrt@janfvic.asn.au

2013 Occupational Health & Safety Training - www.anfvic.asn.au/ohs/ ANF OHS courses cater for the health sector, with a strong focus on issues and hazards relevant to nursing.

ANF Health and Safety Reps are urged to attend the approved training course, which relates to nursing and provides up-to-date

information about your industry.

Subject to consultation with the employer, HSRs have the right to choose the five-day initial HSR OHS course they will attend provided it is a WorkSafe approved course.

Under the Occupational Health and Safety

Act 2004, employers must not obstruct or prevent an HSR from attending an approved course of their choice; to do so may constitute an offence under the Act. Requests to attend training must be made at least 14 days before the course commences.

Five-day Initial HSR OHS Course (WorkSafe approved)

Course 5: Wangaratta Course 6: Geelong

OHS Seminars and Conferences

Time: CPD: Cost:

9am – 5pm each day 35 hours $750 per participant (payable by employer)

Course 2 (Part 1) 7, 8, 9 August (Part 2) 29, 30 August Course 3 (Part 1) 13, 14, 15 November (Part 2) 5, 6 December

Regional One-day HSR OHS Refresher Course (WorkSafe approved) Time: Cost:

9am – 5pm each day $250 per participant (payable by employer) Course 2: Latrobe 8 May Course 3: Warrnambool 6 June Course 4: Bendigo 21 August

www.anfvic.asn.au www.anfvic.asn.au

25 September 20 November

** Regional courses are subject to a minimum number of 10 participants per course

Metro One-day HSR OHS Refresher Course (WorkSafe approved) Course 2: 10 July Course 3: 23 October

Victorian No-Lifting Co-ordinators Network (VNLCN) Forum Forum 2: Time: CPD: Cost:

15 November 10.00am – 3.00pm 5 hours Free of Charge for No Lifting Co-ordinators

Working Hours, Shifts and Fatigue Seminar 30 May HSR Conference 26 June ANF (Vic Branch) Professional Issues Conference 19 & 20 September Day 1 - Occupational Violence Stream Day 2 - No Lifting Stream Prevention of Workplace Bullying Seminar 17 October

Contact Yiota Paraskevopoulos for further information: 9275 9333 or yparas@anfvic.asn.au

On The Record May 2013

19

Nursing and Midwifery Health Program Victoria and ANF (Vic Branch) present:

2013 Nurses & Midwives Wellness Conference 24 May 2013, 8.30 - 4.30pm, CPD: up to 7 hours Melbourne Convention & Exhibition Centre 1 Convention Centre Place, South Wharf www.tiny.cc/WellnessConf Wellness is a state of being we should all strive to achieve, maintain and enjoy.... easier said than done.

Nurses and midwives are a valuable and vital resource in the healthcare system. We must do what we can to support and care for those who support and care for so many in our society.

It’s easy to get so busy looking after family and patients that you overlook yourself. Spend a day at the 2013 Nurses and Midwives Wellness Conference examining your work/life balance or ‘inbalance’ and shiftwork challenges. Recharge and reassess the way you think and feel about your life and your health and start the process of small and possibly big changes.

Discover new, simple and practical ideas that you can introduce in your daily routine and work WKDW ZLOO SURYLGH VLJQL¿FDQW EHQH¿W WR HYHU\ DUHD RI \RXU OLIH